►
Description
House Budget Hearings- March 21, 2022- House Hearing Room 1
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A
Seeing
none,
I
I
have
one
and
I
would
just
ask
for
those
who
might
be
watching
and
for
those
in
the
room
for
a
moment
of
silence,
for
a
very
close
and
dear
friend,
of
mine,
grady
williams,
who
passed
away
this
morning.
He
was
an
icon
in
chattanooga.
There's,
not
one
good
thing.
That's
happened
in
chattanooga
in
the
past
40
years
that
he
hasn't
been
a
part
of
raised
money
worked
hard
and
just
really
truly
made
a
difference
in
the
community.
A
I
was
honored
to
work
with
them
in
so
many
places
in
so
many
ways,
and
I
was
just
telling
chairman
hicks
here,
he
was
like
my
big
brother.
I
grew
up
with
three
little
brothers,
but
I
never
had
a
big
brother
and
grady
was
that
for
me,
and
I
was
the
pesky
little
sister
who
followed
him
around
and
he
tolerated
me
and
I,
I
think,
even
grew
to
enjoy
it.
A
C
The
chairwoman
hazelwood
as
well
as
committee
members.
I
want
to
thank
you
for
the
opportunity
to
be
with
you
today
and
with
me.
I
have
to
my
right,
deputy
commissioner
and
general
counsel.
Leslie
farmer
to
my
far
left
is
holt
witt.
My
senior
policy
advisor
and
to
my
immediate
left
is
cindy
hobb,
she's
administrator
of
hr
operations
and
budget.
D
Good
morning,
thank
you,
commissioner,
as
commissioner
said,
I'm
cindy
hobbs,
hr
program
administrator
over
hr
operations
and
budget,
and
I'd
like
to
present
our
fiscal
year.
23
budget
request
for
fiscal
year
23.
We
are
requesting
an
additional
1.25
million
in
funding
due
to
increases
in
demand
and
hr
services
to
support
state
agencies
and
to
provide
funding
initiatives
that
will
result
in
long-term
cost
and
efficiency
savings.
The
funding
will
support
the
department's
cfg
goals
and
four-year
strategy.
D
We
have
requested,
we
have
requests
related
to
doh
our
workforce
capacity
needs
and
improvements
in
our
recruit
recruitment
services
division.
We
are
requesting
500
000
to
meet
the
statewide
demand
for
sourcing
and
recruiting
top
talent,
as
well
as
an
additional
58
600.
To
reclassify
a
current
position
to
a
director
request
for
recruiting
services
has
increased
97
over
last
year.
Each
recruiter
averages
93
postings
per
week,
which
is
significantly
higher
than
industry
standard.
D
D
This
funding
would
eliminate
the
current
overtime
accumulation
meet
the
current
and
anticipated
volume
of
recruiting
needs
and,
most
importantly,
increase
efficiencies
when
vetting
candidates
before
they
are
hired,
resulting
in
reducing
enterprise
turnover
in
our
general
counsel's
office.
We
would
we
are
requesting
376
000
and
for
two
positions
to
provide
support
for
workplace
harassment,
investigations
and
legal
services.
D
Two
of
the
positions
will
assist
the
eeo
division,
which
is
responsible
for
conducting
workplace
discrimination
and
harassment,
abusive
conduct
in
the
workplace
and
violence
in
the
workplace.
Investigations,
each
investigation
goes
through
a
very
thorough
approach,
which
involves
interviewing
the
complainant
accused
and
supporting
witnesses,
collecting
evidence
and
analyzing
information.
D
D
Excuse
me,
220
000
for
two
positions
to
provide
learning,
opportunities
and
training
to
the
state
of
tennessee
as
an
enterprise
in
2019
learning
and
leadership,
development
reorganized
positions
to
increase
efficiencies
by
streamlining
programs.
This
reduced
the
number
of
facilitators
managing
the
commissioner
academies.
We
have
an
increase
in
commissioner
academies
by
87.5
from
2020..
D
D
D
C
Thanks
cindy,
I'm
really
proud.
The
department
is
playing
an
important
role
as
the
state's
reimagining
a
workforce
of
the
future.
I'm
also
excited
that
we're
well
on
our
way
of
achieving
our
vision
to
be
the
best
place
to
work
in
the
southeast.
Our
fiscal
year.
23
budget
will
support
us
on
this
journey
to
be
the
best
again.
Thank
you
for
this
opportunity
to
share
the
department
of
human
resources
fiscal
year,
23
budget
requests.
E
Thank
you,
madam
chair
and
christopher
williams.
Thank
you
and
your
team
very
much.
I
appreciate
the
work
that
we've
collaborated
on
to
to
give
a
little
revamp
to
the
team
act
and
and
working
on
on
the
specific
legislation
working
with
holt,
mr
witt,
on
the
that
legislation.
So
thank
you
very
much
for
that.
E
Let's
talk
a
little
bit
about
the
the
volunteer
separation
program.
A
couple
of
years
ago,
we
had
thought
that
we
were
going
to
engage
more
folks
than
we
actually
did
in
the
separation.
Can
you
tell
me
a
little
bit
about
where
we've
been
over
the
last
couple
years?
How
many,
how
many
offers
were
made,
how
many
employees
accepted
the
offer
kind
of
give
us
a
snapshot
of
where
we've
been
over
the
last
18
months
or
so
with
the
voluntary
separation
program?
Thank.
C
F
Good
morning,
leslie
farmer,
deputy
commissioner
general
counsel,
so
as
commissioner
williams
was
stating
our
voluntary
separation
program,
we
use
that
as
a
tool
to
kind
of
increase
our
operational
efficiencies
across
state
government.
So
we
did
look
at
span
of
control.
Looking
at
those
managers
who
had
fewer
than
four
direct
reports,
so
we
wanted
to
increase
that
plus.
We
also
want
to
reallocate
some
of
that
human
capital
resources
to
more
critical
priorities.
As
the
commissioner
stated,
with
the
pandemic,
we
saw
a
lot
of
efficiencies
that
could
have
been
gained,
so
that
was
kind
of
the
tools.
F
125
employees
accepted
the
vsp.
The
benefits
package
included
five
months,
salary,
six
thousand
dollars
for
an
insurance
benefit
in
go
ahead
and
paying
out
the
longevity
through
june.
30
2022
and
also
providing
any
accrued
annual
accomp
leave.
We
represented
about
a
total
of
a
little
over
4
million
agencies
did
receive
some
operational
efficiencies.
As
a
result,
we
don't
know
the
full
extent
of
that,
but
agencies
did
receive,
I
think,
operational
efficiencies
of
around
5
million,
because
it
was
such
a
small
amount
of
employees
compared
to
previous
years.
E
Thank
you,
madam
chair
out
of
the
125
employees.
That
accepted
was
there
one
agency
or
department
or
or
that
was
more
effective
than
any
others,
and
and
I'm
glad
to
hear
that
we're
looking
at
efficiencies
was
there
one,
two
or
three
that
were
that
were
mainly
affected
by
this
or
was
it
across
the
board
with
all
12
agencies
that
had
participated.
F
It
was
across
the
board
with
all
agencies
that
participated.
Some
agencies
had
you
know
over
a
hundred
people
to
participate.
You
know
that
were
eligible
and
then
about
you
know.
25
to
50.
People
took
the
vsp.
Some
agencies
were
very
small
and
only
had
one
to
five
people,
so
it
really
depended
upon
the
agency
and
what
their
needs
were,
because
one
of
the
things
when
we
were
looking
at
looking
changing
the
operational
efficiencies
we
wanted
to
do
without
impacting
employees
as
much
as
possible.
So
that's.
F
I
believe
it
was
about
20
million
that
was
provided
for
the
vsp.
I
think
we
used
a
little
over
for
it.
I
don't
know
exactly
the
total
amount
for
annual
and
comp
leave
that
was
paid
out.
Those
are
usually
paid
out
from
the
agency's
budget
and
I'm
not
sure
if
we
use
that
from
the
vsb
fund,
but
at
least
for
the
five
months
of
salary,
six
thousand
for
insurance
benefit.
It
was
about
4
million.
G
Thank
you,
chair,
lady,
thank
you,
commissioner
and
team
for
being
here
today.
I
noticed
your
number
one
budget
line
item
is
five
500
thousand
dollars
in
reoccurring,
expense
for
recruitment?
I
guess
the
first
of
all.
The
question
is:
where
are
we
are
in
the
process
of
this?
Are
we
in
an
rfp
process,
or
is
it
too
early
for
that
or
what
is
your?
What
is
your
plan
for
that
money?.
D
This
is
cindy
hobbs,
hr
program
administrator.
It
is
a
little
bit
early.
We
are
in
the
planning
stages
on
how
to
spend
that
money.
We
if
we
do
need
to
go
through
the
rfp
process.
That's
what
we'll
enter
into.
We
have
looked
at
some
other
areas
that
are
statewide
contracts
being
able
to
utilize
those
statewide
contracts,
if
possible.
So
right
now
we're
just
kind
of
in
the
planning
stage.
G
C
Amount
I'm
not
aware
of
having
this
in
the
past,
but
given
where
we
are
from
a
recruiting
standpoint.
As
there's
underemployment,
there's
not
a
lot
of
people.
There
are
more
jobs
than
there
are
people
out
there,
so
we're
being
very
intentional
to
recruit,
and
we
don't
see
that
changing
in
the
near
future
and
part
of
what
we
did
was
create
a
more
of
an
enterprise
recruiting
system
for
dohr
to
help
the
other
agencies
where
we
can
source
candidates
and-
and
we
we
really
need
some
support
to
do
that.
Given
the
job
market.
D
D
D
A
And
I
have
a
follow-up
on
his
question,
then
I'll
get
back
to
you,
chairman
williams,
okay,
you
mentioned
that
in
response
to
chairman
williams
question
you
mentioned
that
this
half
million
dollars,
some
of
that
will
be
allocated.
Some
of
those
costs
will
be
allocated
to
departments
based
on
your
recruitment
for
those
departments,
so
we're
paying
for
it
through
you
all
you
all
will
get
some
of
the
money
back
from
the
departments.
Where
will
we
see
that
money
in
in
the
budget
next
year?
A
D
A
G
G
Thank
you
to
the
chair
latest
point
and
to
your
comment
earlier.
You,
you
stated
that
you
were
going
to
add
some
additional
staff
as
it
related,
but
that
isn't
a
completely
different
lineup.
It's
line
item
two.
I
think
so
will
these
two
new
positions?
It
looks
like
that
you're
allocating
some
unfilled
positions
now
to
be
able
to
to
add
these
recruiting,
which
is
why
you're
showing
a
net
change
of
net
change
in
the
number
of
jobs
is
zero.
G
H
J
C
I
C
J
F
C
C
A
In
a
somewhat
related
issue
in
this
current
budget
last
year,
we
put
in
40
million
dollars
for
market
rate
adjustments
because
we
recognized-
and
it's
been
reinforced
by
every
department
that
we've
had
in
front
of
us.
Everyone
is
having
difficulty,
maintaining
and
recruiting
employees
so
and
one
of
the
first
things
I
learned
in
business.
If
you're
trying
to
build
your
customer
base,
it's
a
lot
easier
to
keep
a
customer
than
go
out
and
get
a
new
one.
I
think
that
applies
to
employees
as
well.
A
F
Farmer,
so
we
did
we've
utilized
that
40
million
in
three
phases.
Our
first
phase
was
in
october,
where
we
well.
I
guess
we
could
say
the
initial
phase
was
before
our
july
1
increases
where
we
looked
at
those
statutory
agencies
that
we
provide
increases
for
and
those
were,
your
troopers.
Your
wildlife
develop
wildlife
officers,
that's
part
of
their
statute,
and
then
we
had
the
initial
phase
in
october,
where
we
looked
at
certain
agencies
based
on
turnover.
F
So
we
looked
at
several
agencies
in
that
phase.
The
second
phase
was
in
december,
where
we
looked
at
dcs
and
also
looked
at
an
increase
for
corrections.
This
was
the
big
correctional
officer,
and
I
know
additional
funding
was
put
in
for
that
one.
Our
third
phase
we're
actually
implementing
now,
where
we're
looking
at
several
agencies
and
we've
utilized
the
full
40
million
for
that
in
this
at
least
final
phase
that
will
be
effective
on
april.
F
Another
group
where
we're
looking
at
salaries
under
50,
000
and
again,
looking
at
turnover
in
those
classifications,
we're
also
looking
at
lpns
and
rns,
because
we've
seen
a
number
of
turnover
in
those
classifications
so
looking
at
increases
for
those
and
then
also
our
accounting
and
auditor
series.
So
these
will
be
effective
on
april
1st.
So
that
should
cover
the
mate.
The
major
point
of
all
of
the
market
money
that
was
utilized.
A
And
I
know
in
this
year's
budget
there's
an
additional
120
million
dollars.
So
can
you
share
with
us
the
plan
for
distributing
those
monies
to
make
sure
you
know
again?
I
I
can't
reiterate
enough
how
important
I
feel
like
it
is
to
get
the
money
out
the
door
as
quickly
as
possible,
because
if
those
employees
do
sever
their
relationship
with
the
state
we're
not
going
to
get
them
back.
A
If
we
can
do
things
on
the
front
end,
if
we
can
give
them
enough
raise
to
keep
them,
then
I
we
have
saved
training
dollars,
recruitment,
time
and
dollars
and
all
those
things
so
just
help
us.
I
guess
get
comfortable
with
the
fact
that
there
actually
is
a
plan
that
will
is
ready
to
be
implemented
with
the
passage
of
this
budget
to
utilize
that
money
effectively.
C
Yes,
chair
lady
you're
speaking
my
language,
I
agree
with
100
retention
is
key.
We
have
good
state
employees
and
we
need
to
retain
them
so
we're
currently
working
with
ernest
and
young
on
a
compensation
study.
We
have
not
had
a
compensation
study
since
2013
to
see
how
our
compensation
compares
to
both
public
and
private
sector.
C
So
some
of
the
preliminary
data
we're
looking
at
we
realize
that
about
preliminary
is
about
64
of
our
jobs
are
below
what
the
market
rate
is
for
the
private
sector,
so
part
of
that
spending
will
be
on
those
classifications
to
get
us
closer
to
market
competitive
with
the
private
sector
as
well
as
the
public
sector.
So
that's
going
to
really.
This
study
is
going
to
really
drive
our
plan.
How
to
utilize
quickly
utilize
the
120
million
dollars
we're
requesting.
A
A
All
right
again,
I
just
think
it's
critically
important
that
we
get
this
information
and
we
start
utilizing
it
as
quickly
as
possible
because,
as
and
you
know
sad
to
say,
but
by
the
time
we
get
it
in
july,
it's
probably
going
to
be
a
bit
outdated
because
we
all
know
what's
happening
with
costs
and
wages.
Everybody
is
competing
for
a
limited
supply
of
workers.
So
we
all
know
what
that
means.
K
According
to
the
questionnaire,
the
sick
leave
bank
had
a
reserve
just
a
little
over
9.4
million
dollars.
A
question
is
how
many
state
employees
currently
participate
in
the
sick
bank.
Sick
leave
bank
and
did
covet
have
an
impact
on
the
account
before
that.
Could
you
just
give
us
a
brief
explanation
of
the
sick
leave
bank
and
what
it
does.
F
K
F
F
One
of
the
recommendations
from
that
actuarial
study
was
to
waive
the
days
from
state
employees,
so
that
has
kind
of
been
drawing
from
the
bank
to
kind
of
lower
that
balance.
So
since
that
time
we
have
waived
the
annual
one
day
of
sick
leave
from
state
employees
to
continue
in
the
bank,
so
we've
just
gotten
those
who
have
entered
but
have
not
continued
to
take
those
leads.
F
So
that
has
brought
the
balance
down
a
little
bit,
I
would
say
covet
did
not
have
an
impact,
because
during
the
high
peaks
of
covet
the
state
of
tennessee
utilized
the
federal
government's
families,
the
the
coronavirus,
you
know
response
plan
where
you
provided
so
many
days
of
leave
for
employees.
So
employees
were
able
to
utilize
that
benefit
up
to
september
30th
2021.
D
J
Thank
you,
chairman.
Just
a
couple
of
questions
and
good
to
see
you,
mr
whit,
and
always
pleasure,
to
see
you
my
friend
this
year
the
salary
policy
recommendations
are
64.3
million
dollars.
Four
percent
basically
raised
for
state
employees,
then
15.4
million
for
non-team
act.
Just
looking
at
this.
That
appears
to
be
the
largest
raise
state
employees
have
received
over
the
past
decade.
Is
that
accurate.
J
Looking
back
at
16
was
a
four
percent
raise,
but
it
was
smaller
and
amount
that
was
for
the
executive
branch.
I
can't
see
anything
over
the
past
decade
that
was
larger
than
that,
so
I'm
just
trying
to
get
an
understanding
as
to
whether
or
not
that's
the
largest
race
we've
given
in
the
past
10
years
or
not,
or
is
it
equitable
to
previous
years.
J
We've
we've
tried
other
things,
just
as
you
all
have
mentioned
while
ago
and
y'all
done
a
really
good
job
of
that,
but
it
just
seems
like
by
I
mean
11
years
is
kind
of
the
average
service,
no
matter
what
we've
done
and
it
seems
like
that
turnover
rate
hovers
around
20
percent.
You
know
give
or
take
a
little
bit
high
teens
low
20s
just
about
no
matter
what
else
we
do
so
is
that
just
kind
of
the
nature
of
state
employment
in
tennessee
or
are
there
things
we
can
do
to
kind
of
dislodge
us?
J
C
Now,
leader,
lambert,
that's
a
great
question:
you
can
see
the
the
comparison
of
what
the
increases
raises
and
a
lot
of
similar
to
the
private
sector.
There's
increases
giving,
but
you
monitor
turnover,
and
we
we
monitor
our
turnover
consistently
and
you're
right.
It
has
been
consistent.
We
continue
to
give
raises
turnover,
stays
pretty
stagnant,
giving
now
and
what
has
happened
over
the
last
two
years.
C
So
we
have
to
be
more
intentional
about
trying
to
keep
our
employees,
because
we
have
certain
job
classifications,
as
one
commissioner
shared
with
me,
where
an
employee
is
making
13
an
hour
and
they
see
the
sign
at
a
fast
food
restaurant
where
they're
paying
15,
so
they
have
a
decision
to
make
and
you
send
underemployment
everywhere.
You
know,
I
think,
the
last
that
I
read
there's
about
1.7
jobs
for
every
person,
that's
unemployed.
C
C
You
know
now
we're
competing
with
them
for
top
talent
and
trying
to
get
state
employees,
so
we
have
to
remain
competitive
to
both
the
private
sector
as
well
as
the
public
sector
as
it
relates
to
pay,
because
our
employees
see
a
job
across
the
street
is
paying
more
and
they
may
be
attracted.
I
think
working
with
state
employ
working
for
state
at,
for
the
state
gives
them
that
opportunity
to
serve
their
fellow
citizens.
J
Chairman,
thank
you
so,
and,
and
I'm
again
I'm
all
for
that.
I
want
to
make
sure
we're
competitive.
I
think
that's
a
good
idea.
I
mean
our
hard-working
state
employees,
you
know,
need
a
raise.
I
have
family
members
who
work
for
the
state.
I
mean
it's,
you
know,
there's
no
doubt
about
it.
That's
a
part
of
it,
but
is
there
anything
just
kind
of
looking
at
other
states
looking
at
industry?
Is
there
anything
about
that
that
year
11.
I
mean
right
there
between
10
and
12
years.
J
It
just
seems
like
that's
the
average
length
of
of
you
know,
kind
of
service
that
we're
getting
from
state
employees
and
when
you
look
at
how
long
it
takes
for
someone
to
earn
retirement,
I
mean
you
know
I
I
know
state
employees
that
have
been
here
30
plus
years,
so
I
know
there's
folks
that
go
the
whole
way.
But
what
is
it
about
that
11
to
12
years?
I
mean
what
why
that
number
I
mean
just
because
it
seems
like
it's
consistent
about
20
turnover
about
11
or
12
years.
What
is
that.
C
There's
a
couple
factors
there:
one
is
with
our
generations.
Our
older
generations,
that's
been
here,
usually
has
longer
tenure,
we're
constantly
monitoring
turnover
by
generation.
So
when
we
look
at
generation
z,
that's
our
highest
turnover,
that's
that
20
20
to
25
age,
category,
that's
where
our
highest
turnover
so
we're
watching
that,
and
then
we
look
at
millenniums,
and
that
is
our
second
highest
turnover
group.
So
we
kind
of
it's
kind
of
that
balance
of
new
employees
and
employees-
that's
been
here.
J
Sometimes
I'd
love
to-
and
this
can
just
kind
of
this
is
between
this
year
and
next
year-
type
conversation
not
for
this
session,
but
just
maybe
a
better
breakdown
of
kind
of
where
those
falls,
because
I
mean
if
it's
that
average
doesn't
really
show
kind
of
exactly
what
you're
mentioning
on
you
know
those
younger
employees
that
have
been
here
10
years.
What's
our
turnover
rate
there
versus
kind
of
those
that
have
been
10
10
years
plus,
is
that
turnover
rate?
J
I
would
imagine
anyways
that
it
would
fall
off
pretty
dramatically
on
folks
that
have
been
here
long
enough
that
they
think
okay.
This
is
going
to
be
my
career,
but
just
kind
of
a
better
look
at
that.
I
know
you
guys
spent
a
ton
of
time
at
that,
but
just
sometime
a
longer
conversation,
I'm
outside
of
committee
on
just
how
do
we?
How
do
we
keep
those
folks
because
I'd
like
to
see
more
of
them,
make
it
a
career
again.
I
have
family
members
that
you
know
at
this
juncture.
J
Look
like
they'll
be
with
the
state
as
a
career
I
mean
for
their
for
their
entire
working
life
and
that
there's
a
lot
of
pride
in
that
there
and
we
need
more
folks
like
that
that
really
you
know
get
in
there
and
make
that
their
expertise
serving
the
people
of
our
state.
So,
thank
you
very
much.
I
appreciate
it
later.
C
Lambert
thank
you
for
that,
because
I
do
share
that.
We
want
employees
to
come
to
the
state
of
tennessee,
not
for
a
job
but
for
career,
and
you
can
have
a
korean
state
government
serving
your
fellow
citizens
and
and
almost
do
anything
you
know
we
have
every
job
imaginative
that
we
can
offer.
So
to
me,
that's
going
to
be
our
competitive
advantage
going
forward,
so
I
would
love
to
have
that
conversation
with
you,
sir.
A
And
I
know
that
we're
doing
the
market
rate
surveys-
we've
talked
about
that
to
some
degree,
but
when
these
employees
leave
are
we
doing
exit
interviews?
Do
we
have
information?
I'm
sure
salary
is
is
part
of
it.
But
I
know
burnout
is
some
and
when
we
have
like
the
issues
that
we've
had
in
places
like
corrections
like
case
managers
who
are
just
overburdened,
then
that
definitely
is
an
impact
as
well.
So
do
we
have
good
information
on
what?
C
Yes,
ma'am,
that's
a
great
question:
we
do
have
that
data
and
we
do
exit
surveys.
I
would
admit
that
we
have
an
opportunity
to
decrease
participation
in
those
exit
surveys
from
the
different
agencies,
but
the
number
one
reason
is
pretty
consistent
for
a
number
of
years
has
been
pay.
Some
have
cite
you
know
their
supervisor.
You
know
as
a
reason
for
leaving.
So
we
monitor
that
closely
have
a
department
that
focus
on
that
and
getting
that
data
and
then
planning
strategies
to
prevent
that.
I
C
We
also
have
to
be
aware
around
culture.
You
know
some
people
may
leave
their
job
for
an
increase
in
pay,
but
realize
that
they're
not
having
that
ability
to
make
a
difference
and-
and
that's
what
I
look
at
it
from
a
state
employee
perspective.
So
we
have
to
really
encourage
that
culture
we
have
to.
As
part
of
this
total
comp
study,
we're
looking
at
benefits
as
well.
You
know
what
benefits
we're
offering.
Are
we
competitive
in
that
aspect?
You
know
what
are
the
things
that
we
do?
C
We
have
a
significant
amount
of
employees
that
still
have
the
capability
to
work
in
a
hybrid
work
environment
where
they
can
work
from
home
or
come
into
office.
Those
are
all
what
we're
looking
at
is
the
total
benefit
that
the
state
employee
has
and
we
have
to
communicate
to
our
state
employees.
Here's
your
total
rewards
statement,
it's
beyond
just
your
salary,
here's
the
the
benefits
we
offer:
here's,
the
retirement,
here's
the
ability
to
work
from
home;
here's
just
all
learning
and
leadership
development.
C
I
Well,
I
I
know
that
we're
billy
we're
looking
at
building
the
tech
center,
which
is
going
to
be
a
training
to,
but
in
terms
of
the
employers,
are
getting
bodies.
I
guess
is
the
best
way
to
put
it
to
get
those
bodies
out
there,
because
you
know
I
just
heard
you
talking
a
few
minutes
ago
about
some
people
are
just
tired.
I
Some
people
just
quit,
walked
away
from
their
jobs,
and
I
just
wondered
if
you
had
anything
in
mind
as
to
how
we
would
recruit
for
that
project,
because
that's
going
to
be
one
of
the
biggest
projects
we've
had
in
the
state
and
we
we
don't
want
to
fail
at
at
at
that
point.
Hopefully,
so
I
I
just
would
appreciate
anything.
You
could
could
help
us
with.
C
So
I
I'm
speaking
from
my
role
focused
on
state
employees,
I
think
department
of
labor
and
workforce,
and
commissioner
mccord.
He
has
more
of
a
view
on
the
general
workforce,
because
my
goal
is
to
get
the
best
and
the
brightest
state
employees.
That's
where
my
area
of
focus
is
now,
commissioner
mccord
he's.
He
want
to
make
sure
that
we
have
the
workforce
for
all
places
so
similar
to
blue
oval
and
making
sure
we
have
citizens,
that's
ready
for
those
jobs
and
go
to
the
training
centers.
A
Commissioner,
you
mentioned
the
entirety
of
the
package
for
our
employees
a
place.
I
worked
for
a
long
time
every
year.
In
addition
to
our
w-2,
we
got
a
statement
of
basically
what
it
cost
the
company
for
us
to
work
there,
which
included
insurance,
it
included,
retirement
and
included
social
security
payments
that
the
employer
made
on
our
behalf,
and
we
all
know
when
you
look
at
the
cost
of
employee,
the
the
wages
is
just
a
portion
of
it.
A
Maybe
two-thirds
that
there's
a
significant
amount
of
money
on
top
of
that
that
deals
with
the
benefits
so
again
that
that's
something
I'm
not
sure
that
we
do
a
good
job
as
a
as
an
employer,
making
sure
that
our
employees,
you
know,
are
aware
of
that.
So
again,
I
don't
know
how
difficult
that
is
to
do,
but
I
got
one
every
year
and
it's
like
well.
I
was
kind
of
mad
about
my
raise,
but
I
guess
maybe
I
won't
be
after
looking
at
this.
So
yeah.
It
really
is
an
eye-opener.
E
Thank
you,
madam
chair,
and
we
were
talking,
I
think
a
question
was
inadvertently
asked:
maybe
inadvertently
answered
about
6
400
vacant
positions
across
all
of
executive
branch
of
government
as
we're
talking
about
how
that
how
those
dollars
come
back
into
the
budget.
I
don't
want
to
give
you
the
easy
answer,
but
do
those
come
back
from
each
department
in
in
the
terms
of
reversions
or
how
are
we?
How
are
we
discounting
that
off
the
state
budget,
because
we're
budgeting
for
those
6,
400
positions.
C
A
You
don't
want
to
get
me
started
on
the
edison
system
and
it's
wonderful
transparency
and
ease
of
use.
So
I
think
there
are
many
things
that
might
be
in
edison
that
most
of
us
would
have
a
hard
time
finding.
I
shouldn't
say
that
people
like
me
might
have
a
hard
time
finding
that
I'm
sure
others
would
be
so
again
just
having
it
out
there
somewhere
in
edison,
is
that's,
maybe
not
the
best
methodology
for
getting
delivery
to
employees
but
soapbox
issue,
and
I
apologize
all
right.
I
see
no
further
questions,
commissioner.
A
C
A
And
we
look
forward
to
hearing
the
plan,
as
I
requested
for
the
how
we're
going
to
spend
the
120
million
dollars
that
we
have
budgeted
and
frankly,
based
on
the
market
rate
study
when
it
comes
in.
If
that's
going
to
be
enough,
that's
an
interesting
piece
of
information,
we'll
need
as
well.
So
thank
you.
A
L
Yes,
madam
chair,
I'm
jeff
holmes,
76th
adjutant
general
state
of
tennessee,
I'm
going
to
use
my
front
row
here
and
then
some
subject
matter.
Experts
that
are
here
with
me
and
so
to
my
left
is
team
of
director,
patrick
sheehan
and
then
to
his
left
is
major
general
jimmy
cole
he's
our
deputy
adjutant
general.
We
have
brigadier
general
nubin
ross.
L
Nubbin
is
his
nickname
warner,
ross,
he's
adjutant
general
of
army
assistant,
adjutant
journal
and
then
assistant
agent,
general
air
is
colonel,
jason,
glass
and
then
jennifer
ponto
is
our
new
physical
director
and
she's
done
an
outstanding
job
getting
us
through
what
is
her
first
budget
cycle?
So
welcome
her
to
the
front.
We
also
have
our
facilities
management
officer,
colonel
milligan,
andy
milligan,
is
here
with
us,
alex
pelham
is
the
team
of
chief
of
staff.
Dennis
adams
is
the
director
of
admin
services
and
then
nick
atwood
is
our
legislative
liaison.
L
L
L
L
This
budget
request
actually
provides
a
recurring
three
million
dollar
funding
for
that
program.
That
program
was
started
in
2017,
with
an
infusion
of
8.9
million
dollars
as
a
pilot
program,
and
that
has
been
extremely
successful,
so
this
request
will
fund
that
on
a
yearly
basis,
we
did
through
again
your
support
ad
master's
degree,
first-time
master's
degrees
to
that
program,
and
that
has
been
successful.
L
We're
seeing
a
lot
of
desire
to
pursue
those
degrees,
we'll
be
gathering
data
to
see
what
our
burn
rate
is
on
a
yearly
basis,
where
right
now
we're
projecting
about
2.3
million
per
year.
But
we
don't
have
a
lot
of
historical
data
on
the
usage
as
it
applies
to
the
masters
and
certificates,
degrees
and
I'll
just
say
this.
L
So
thank
you.
The
next
five
items
ma'am
are
the
team
there's.
This
is
five
team
items.
Item
number
two
is
disaster
relief
grants.
Currently
that
program
is-
and
this
is
this-
is
a
six
million
dollar
reoccurring
request.
It's
currently
funded
at
four
million
dollars
a
year.
This
adds
additional
six
million
for
a
10
million
dollar
a
year
funding
it's
going
to
allow
for
additional
funding
to
allow
the
program
to
keep
pace
with
the
anticipated
needs.
L
L
L
L
They
represent
anything
from
all
of
the
departments
of
state
to
ngos
to
other
outside
agencies,
and
these
are
additional
duties
for
the
employees
from
these
respective
agencies
and
they
come
to
tema
and
they
they
obtain
training
they
participate
in
exercises
all
for
the
focus
of
addressing
domestic
response
events
when
they
happen.
This
is
also
going
to
add
some
of
those
some
of
those
esc
positions.
L
The
next
one
is
unmanned
aircraft
services,
53
000.
These
funds
would
provide
equipment
and
training
oversight
of
the
certification
of
the
ua
across
the
state.
Next
item
established
military
department,
locksmith
position.
This
is
fifty
thousand
seven
hundred
dollars.
This
provides
critical
security,
repair
capabilities.
L
That
position
was
eliminated
in
2020
as
far
as
some
of
our
budget
reductions
currently
filled
with
temporary
labor
and
some
additional
duty-
and
this
will
allow
us
to
maintain
security
and
manage
the
you
know,
the
locks
and
things
of
that
nature
across
the
state
item.
Eight
tennessee
association
of
broadcasters
grant.
This
is
sixty
thousand
dollars
reoccurring
state.
L
This
would
go
to
the
tennessee
association
broadcasters
and
this
would
allow
saturn
as
a
satellite
backup,
it'll
allow
redundancy
in
our
alerting
systems
and-
and
that
would
be
beneficial
obviously
to
the
to
the
public,
and
the
redundancy
piece
would
be
absolutely
critical
in.
In
the
event,
we
lost
the
primary
means
of
communication
item
nine
is
volunteer
training,
site
mylon,
additional
personnel.
L
This
is
eight
hundred
and
twenty
fourth
and
eight
eight
hundred
twenty
four
thousand
eight
hundred
federal,
recurring
federal.
These
are
eight
positions,
as
we
continue
to
expand
our
training
site
in
mylon.
These
will
be
federally
funded
positions,
which
will
include
firefighting
positions,
targetry,
maintenance
facility
maintenance
and
environmental
monitoring.
L
Slide
three
represents
our
department's
reduction
plan,
which
is
one
percent
or
176
thousand
seven
hundred
dollars.
We
have
a
goal
of.
We
have
achieved
that
goal
by
identifying
a
couple
of
items.
One
is
the
increased
efficiency,
energy
efficiency
based
on
our
solar
shades
that
we've
been
installing
across
the
state,
as
well
as
an
experimentation
with
telework
program
that
we're
experimenting
with
the
department
which
allows
us
to
completely
or
almost
completely
shut
down
some
of
our
facilities
on
certain
days.
L
We're
seeing
a
benefit
of
that
and
that
we
think
that
we
can
save
approximately
forty
four
thousand
dollars
a
year.
So,
madam
slide,
four
through
six,
show
our
critical
responses.
Since
march
of
2020,
we
currently
have
300
approximately
300
national
guard
that
are
deployed
overseas.
Now
we
have
another
300
that
are
planning
to
report
deploy
in
the
next
12
months.
L
L
We
expect
2022
will
bring
more
of
the
same
type
missions.
We
kind
of
hope
that
2022
would
be
a
normal
year.
Obviously,
it's
not
appearing
that.
That's
going
to
be
the
case,
but
our
department
is
ready.
We
have
almost
13
000
soldiers
and
airmen
and
team
employees
and
we're
ready
today
to
respond
to
any
emergencies
required
of
our
nation
or
our
state.
A
Thank
you
busy
and
challenging
period
of
time
for
you,
as
you
have
helped
everybody
in
the
state
deal
with
from
natural
disasters,
to
pandemics
and
to
disasters
of
man-made,
and
we
appreciate
the
service
of
you
and
and
all
of
the
the
members
of
your
your
team,
both
your
team
of
team
and
your
the
guard.
Obviously,
so
we
are
very
grateful
that
you
all
are
there
standing
in
the
gap.
M
H
H
Someone
internal
who
had
been
a
district
coordinator
for
us
for
almost
two
decades
applied
and
was
selected,
and
so
charlie
hall
is
our
regional
director
for
southeast
office.
We
subsequently,
then
had
two
district
coordinators
transfer
from
the
middle
and
east
regions
to
join
that
office,
and
then
once
we
settled
that
that
was
the
the
number
of
internal
transfers
we're
going
to
have
that
we
posted
those
positions.
H
Most
of
them
are
filled.
Now
we
have
one
posted
there
right
now,
but
the
other
positions
are
in
the
process
of
being
filled
by
personnel
that
have
been
selected
so
to
include
the
planner
there
in
the
southeast.
All
almost
all
of
those
positions
are
filled
and
we
did
move
one
position
back
to
the
middle
region,
just
as
we
were
trying
to
get
better
coverage
between
our
district
coordinators
and
the
number
of
counties
in
each
region.
H
A
A
J
Thank
you,
madam
chair
general
and
team
good
morning.
Thank
you
for
all
that
you
do
just
before
I
get
into
my
questions
related
to
some
numbers.
I
just
I
have
a
question
just
in
general
about
morale.
Overall,
I
had
many
conversations
with
the
base
at
mcgee
tyson
when
walking
through
the
vaccination
and
so
many
evaluating
their
options
being
forced
to
take
a
vaccine
and
at
the
time
one
of
the
gentlemen,
there
told
me
that
they
were
just
struggling
with
morale
overall.
L
I
I
think
what
what
you
may
be
experiencing
is
is-
and
I
don't
say
it's
it's-
the
unknown
yeah
we're
dealing
with
a
global
pandemic
and
specific
requirements
that
are
going
to
be
mandated
by
us
in
in
service
and
the
in
the
uniform
service
and
how
the
unknown
of
that
is
is
going
to
kind
of
play
out.
We,
we
have
a
lot
of
very
technical
processes
that
we
have
to
go
through
to
afford
every
soldier
and
airmen
the
opportunity
to
request
exemptions
from
the
vaccine
and
I'm
talking
to
the
vaccine
specific.
L
But
just
the
fact
of
how
that
is
this.
You
know
kind
of
the
struggle
to
meet
those
deadlines
to
get
all
the
information
correct
to
go
through
the
due
diligence
for
each
and
every
airman
and
soldier,
so
they
get
their
due.
Diligence
heard
that
just
the
the
way
that
that
is
kind
of
interacted
with
all
the
other
duties
and
the
training
requirements
that
we
have
is
a
challenge.
L
J
Thank
you
yes,
sir.
Thank
you
and
then
just
let
me
just
say
quickly.
We
had
tbi
director
roush
and
his
team
in
here
sometime
last
week,
I
believe,
on
tuesday
or
wednesday,
and
much
of
the
conversation
centered
around
fentanyl
and
just
the
scourge
in
our
country
and
coming
across
the
southern
border.
So
to
you
and
your
team,
I
mean
literally
what
we're
doing
in
tennessee
and
and
helping
try
to
secure
and
stop
the
flow
at
our
southern
border
makes
a
significant
difference.
So
thank
you
to
you
and
your
team.
It's
greatly
appreciated.
J
I
know
I
know
I
know
sometimes
and
everyone
and
just
because
it's
the
thing
to
do,
we
can
sit
here
and
say.
Oh
thank
you
for
your
service.
We
appreciate
you
guys,
but
with
all
sincerity
we
do
we
appreciate
you,
we
value
you,
we
don't
take
you
for
granted,
and
so
thank
you
to
you
and
your
team
for
what
you
do
and
now
just
to
jump
into
some
numbers
quickly.
J
In
line
item
4
in
your
presentation
you
had,
you
had
listed
the
5.5
and
non-reoccurring
for
the
warehouse.
Last
year
we
appropriated
1.3,
I
believe,
for
the
logistics
warehouse.
Can
you
give
an
update
on
how
that
1.3
was
used
and
then
just
provide
a
a
status
on
the
lease
moving
forward,
and
I
think
you
may
be
covered
a
little
that,
but
can
you
just
kind
of
speak
to
that
as
a
whole
or
patrick?
Please.
L
Yeah
and
and
director,
fian
and
and
alex,
and
all
three
of
us
may
kind
of
contribute
to
the
answer
to
this,
because
it
is
very
complicated
and
I'm
not
sure
I
don't
know
the
end
result
of
how
the
lease
will
actually
be
defined.
We're
currently
in
negotiations
through
general
services
with
the
current
warehouse
and
we're
trying
to
keep
the
lease
negotiated
to
a
short,
basically
a
short-term
lease.
We
don't
want
to
lock
ourselves
into
a
five
or
six
year
lease,
which
is
what
the
market
is
kind
of
driving.
L
So
this
would.
This
is
really
intended,
as
as
almost
a
stop
gap
measure
to
allow
for
settlement
or
settling
into
what
could
be
a
consolidated
warehouse
at
the
state
level.
Your
question
specifically
to
the
one
point:
six
million,
I
believe,
a
previously
allocated
money
and
how
that
kind
of
feathers
into
this
director
sheehan.
H
Chairman
zachary,
so
I
I
don't
have
the
figures
exactly
with
me,
but
I
believe,
if
I'm
remembering
correctly,
it
was
for
the
we
used
it
for
non-federal
match
so
with
step,
presuming
that
the
stafford
grant,
but
also
for
things
that
would
be
deemed
ineligible
either
under
the
stafford
act
or
under
the
crf
or
arpa
dollars,
so
that
we
could
maintain
an
effective
warehouse
operation
which
we
did
quite
frankly,
probably
put
together
the
best
warehouse
operation
of
any
state
that
helped
manage
a
response
to
covet.
19..
H
J
Back
to
you,
thank
you
one
more,
madam
chair.
If
I
may
related
to
or
more
warehouse
questions
related
to,
the
80
million
dollars
in
art
fund
requested
for
the
four
warehouses
and
then
the
647
million
being
appropriated
for
the
four
projects,
can
you
speak
a
little
bit
to
the
cost
location
timeline
kind
of
where
we
are
on
those
four
projects?
And
then,
as
a
follow-up
to
that,
I
think
there
was
a
request
for
29
additional
positions.
H
Yes,
sir,
so
I
don't
think
it'll
be
29
positions.
I
think
we
will
end
up
contracting
some
of
that
that
labor
out
it
depends
too
on
what
we
end
up
doing
in
terms
of
the
footprint
right,
so
we
looked
originally
with
arpa
dollars
to
fund
these
facilities.
Those
arpa
dollars
are
pretty
pretty
well
spoken
for,
and
that's
due
to
the
collaborative
nature
of
the
work
between
in
the
financial
stimulus
accountability
group
that
the
governor
and
the
general
assembly
worked
to
have
and
to
allocate
dollars,
state
and
local
for
infrastructure
projects.
H
H
You
know
we
did
look
at
four
warehouses,
one
for
each
of
the
team
or
regions
one
just
so
we
can
have
material
like
we
do
with
our
people
closer
to
where
they
might
be
needed.
We
know
from
experience
here
in
the
last
two
years
and
really
before
that,
because
we
do
have
an
older
warehouse
building
in
west
tennessee
that
having
the
material
closer
to
where
we
need.
It
really
helps
us
be
faster
when
we're
responding
to
things
that
usually
fly
under
the
radar.
So
a
water
system
has
a
pressurization
problem:
it
depressurizes.
H
We
provide
bottled
water,
we
provide
shelter
kits
and
goods
and
and
meals
to
those
shelters
and
beyond
thinking
beyond
cobit
and
thinking
just
in
terms
of
what
we're
seeing
in
in
disasters
in
in
tennessee,
we
need
to
be
ready
to
to
move
with
an
initial
tranche
to
help
stabilize
that
initial
disaster
scene
until
the
private
sector
and
other
public
sector
entities
can
resume
their
supply
normal
supply
chain
operations,
and
so
we'll
continue
to
look
at
that.
I
think
we'll
end
up
using
mostly
organic
staffing,
staffing
that
we
have
internally.
J
Well,
patrick,
thank
you
for
your
leadership
as
well.
Unfortunately,
in
my
area,
we
have
not
experienced
a
natural
disaster
and
some
of
the
things
that
have
gone
on,
like
my
colleagues
area
and
others
on
the
committee,
but
you
guys
have
stepped
up
and
exceeded
expectations
in
terms
of
what
tennesseans
needed
and
just
in
terms
of
our
my
colleagues
based
on
the
response
I
received
from
them.
So
thank
you
for
your
leadership.
It
makes
a
difference.
Thank
you,
madam
chair.
Thank
you.
A
B
Thank
you,
madam
chairman.
I
am
my
area
is
one
area
that
has
had
a
couple
of
disasters
in
the
last
few
years,
but
I
have
a
question.
The
department
indicated
that
two
million
dollars
in
federal
funds
were
available
for
emergency
response
under
the
empgs
program
and
the
department
had
only
expanded,
84
000
by
december
twenty
first
of
twenty
one,
with
a
deadline
of
one
twenty
two
twenty
two.
B
B
A
K
A
I
I
K
I
A
G
G
It
was
a
great
opportunity
for
me
to
see
our
men
and
women
in
action
so
close
to
the
russian
border
was
pretty
amazing,
but
one
of
the
things
that
we
brought
back
there
and
understanding
is
that
our
our
our
folks
could
actually
go
and
and
do
online
school
so
to
hear
about
the
impact
of
the
strong
act,
while
people
are
deployed
all
across
the
united
states
and
around
the
world.
It's
pretty
amazing.
G
So
that
is
something
that
I
think
this
body
should
really
take
into
consideration,
because
it
is
really
an
important
part
of
what
we're
doing
to
develop
our
soldiers
after
their
service
too.
So
it's
really
exciting
to
see
that.
So
thank
you
for
sharing
that.
I
did
not
realize
that
they
were
able
to
do
that
even
at
the
southern
border.
G
I
think,
of
course,
the
people
in
my
district
very
are
have
come
away
with
a
change
really
from
the
march
tornadoes,
but
I
told
chairman
zachary
when
I
met
patrick
sheehan
for
the
first
time
his
hair
was
all
black
and
shiny.
Now
he's
he's
aged
a
lot
in
the
last
couple
years,
but
general
holmes
and
patrick
your
service
to
our
community
is
seen
and
is
very
important
to
all
the
systems
of
the
state.
G
But
you
don't
really
know
how
much
until
something
happens
in
your
community,
like
we've
seen,
and
I
think
if
the
members
could
pull
up
on
the
dashboard,
the
graphic
on
on
page
four
of
that
it.
It's
really
takes
your
breath
away
to
see
how
much
work
and
effort
and
commitment
that
you
and
your
departments
have
not
just
to
the
people
of
tennessee,
which
is
unquestionable,
but
also
to
the
people
of
the
united
states
and
so
you're
to
be
commended.
We
really
appreciate
all
that
you've
done.
G
I
will
say,
as
an
aside,
the
tornado
really
changed.
A
lot
of
families
lives,
but
I
was
telling
representative
zachary
today,
one
of
the
young
girls
that
was
thrown
hundreds
of
feet
from
her
home,
who
had
a
traumatic
brain
injury,
is
doing
great
she's,
my
new
neighbor,
actually
her
name's
harper
my
net.
She
was
able
to
throw
out
the
first
pitch
at
the
ut
baseball
game
this
weekend,
so
there
are
some
really
great
examples
of
what's
going
on
in
our
state
and
because
of
the
work
of
your
team
and
our
local
community.
L
Yes,
madam
chairs,
so
we
had
projected
and
I
would
I
would
actually
just
kind
of
be
guessing.
If
I
told
you
the
exact
amount
that
we
currently
have
in
the
remaining
balance,
because
the
way
the
money
is
paid
out
is
is
somewhat
different
as
they
apply
for
that.
So
it's
depleted
at
not
a
standard
rate,
but
we
did
we
did.
We
did
our
calculations.
We
were
going
to
deplete
all
the
money
by
the
end
of
this
year.
That
was
in
that
account.
L
So
if
this
will
we
think
that
we're
going
to
have
a
burn
rate
of
2.3
million
again,
that's
without
the
historical
data
of
increased
certificates
and
and
the
master's
degree
there's
been
about,
there's
been
about
10
of
our
service
members
that
have
accessed
the
strong
act
to
some
level.
So
that
may
mean
that
they've
applied
for
tuition
based
on
a
semester
a
whole.
You
know
four-year
degree
a
certificate
anything
of
that
nature.
So
you
know
that
you
know.
L
That's
that's
a
pretty
significant
number
at
this
point
in
time
and
we
can
only
expect
that
to
increase
so
10
roughly
of
1200
of
12
000
would
probably
get
you
the
number
some
and
I'm
not
sure
how
that's
calculated
if
they
use
it
for
a
semester
and
then
they
wait.
Six
months
use
it
for
another
semester,
but
ten
percent
of
the
force
would
probably
be
a
safe
number
to
to
say
that
has
utilized
the
program.
A
Well
again,
that's
heartening
news,
because
we,
you
know
established
the
program,
I
hoping
that
there
would
be
that
kind
of
utilization,
and
I
know
it's
a
bit
early
to
tell,
but
I
know
you
mentioned
in
your
remarks
that
you
feel
that's
been
a
good
retention
tool
and
every
department
that
you
heard
it.
You
were
here
for
the
previous
hearing,
and
so
you
know
that
retaining
employees
in
whatever
field
is
is
not
easy
right
now,
and
we
need
to
do
all
that
we
can
to
to
make
sure
we
continue
to
do
that.
Chairman
faison.
I
I
And
I
shattered
my
ankle
my
senior
year
and
the
navy
did
not
want
me
to
be
a
navy
diver.
It's
been
a
great
regret,
all
my
life
that
I
didn't
actually
finish
that
and
get
to
serve,
and
I
was
just
talking
with
colonel
whitson
here
and
he
was
telling
me
about
the
state
guard
for
old
timers
and
he
said
to
ask
you.
L
Going
on
right
now:
yes,
yes,
so
that-
and
thank
you
for
that
question,
because
it's
often
not
recognized
that
we
do
have
a
state
guard
and-
and
we
have
approximately
300
state,
guardsmen
and
they're
in
three
different
regiments
in
in
each
of
the
three
grand
divisions
and
and
though
previous
or
prior
service
is
not
a
requirement
to
join
the
state
guard.
It's
totally
a
a
state.
I
don't
want
to
say
state
militia
type.
It's
all
under
state
control,
with
the
governor
being
the
commander-in-chief.
L
They
provide
a
number
of
different
specialties,
I'll,
say
or
support
a
number
of
different
things.
They
have
an
mp
an
mp
unit.
Communications
is
one
of
their
really
enormous
strengths.
They
do
the
ham,
radio
that
adds
kind
of
redundancy
when
we
do
exercises
for
domestic
response
course.
Communication
is
absolutely
key,
so
they're
side
by
side
executing
their
systems
to
allow
that
redundant
communication.
L
L
Interestingly,
there
were
a
number
of
retired
active
duty
providers
that
wanted
to
contribute.
They
reside
here
in
tennessee.
They
want
to
contribute
to
the
help.
That
was
an
inch.
A
re-entry
point
was
through
the
state
guard
so
that
they
could
actually
put
a
uniform
back
on
and
then
apply
their
their
trade
to
this
to
the
state
effort
of
the
coed
response-
and
you
know
they
talked
about
this
at
the
federal
level
of
allowing
that
re-entry
for
retirees
that
would
have
taken.
L
You
know
four
or
five
months
for
that
to
have
we
were
we
were
able
to
do
it
in
a
matter
of
days
as
soon
as
someone
showed
up,
we
put
them
in
one
of
the
platoons
one
of
the
units,
one
of
the
regiment
put
them
in
a
uniform,
and
then
we
sent
them
out.
So
it's
it's
and
they
do
a
number
of
other
things
throughout
the
year.
They
support
various
events.
They
do
traffic
control
and
things
of
that
nature.
L
I
Well,
general
holmes
just
want
to
thank
you
and
your
staff
and
for
all
you
do.
I
don't
know
if
nick
got
to
tell
you,
but
I
had
a
lady
reach
out
to
me:
wendy
lloyd,
on
a
jeep
license
plate
and
we're
calling
it
explore
tennessee
and
the
proceeds
are
going
to
benefit
a
soldier's
child.
That's
based
in
my
community
by
daryl
mackin.
I
I
But
I
appreciate
the
outreach
that
y'all
do
you
know
recently,
his
mother,
a
gold
star
mother,
passed
away
and
y'all
reached
out
colonel
jim
reid
and
your
staff
reached
out
to
help
her.
She
passed
with
covid,
but
freddie's
son
kind
of
hangs
out
when
he
was
just
four
when
he
lost
his
dad.
You
know
and
I've
seen
the
good
work
that
a
soldier
child
does
for
for
these
families.
You
know,
but
I
had
wendy
on
the
radio
with
me
last
night
and
she
sold
805
of
those
tags
already
805..
I
Last
august
we
had
her.
She
organized
a
jeep
event
at
sharper
springs
park
in
smyrna,
right
down
from
seward
air
force
base
and
often
said
we
had
more
jeeps
here
since
patton
done
maneuvers
back
during
world
war
ii.
You
know
so
I
just
want
to
thank
you
for
what
you
do
and
just
pay
tribute
to
my
friend,
the
late
freddie
han.
Thank
you.
L
Sir,
thank
you,
sir,
and
I
know
so
sergeant
hahn
was
one
of
my
soldiers
and
you
know.
I
think
it's
something
I
don't
say
it's
unique
to
tennessee,
but
it's
something
special
we
have
here
when
we
have
gold,
star
families.
We
have
1700
of
them
across
our
state
in
every
county
and
to
see
the
outpouring
of
support
once
the
population
and
the
citizenry
understand
that
they
have
a
gold
star
family,
whether
it
be
a
spouse
or
child
in
their
in
their
community.
L
They
reach
out,
and
they
do
everything
they
can
to
make
sure
that
the
family
recovers
from
the
just.
The
gaping
wound
that
they'll
actually
never
recover
from.
But
it's
very
close
to
my
heart
is
that
families
we
consider
it
our
responsibility
to
take
care
and
look
after
every
gold
star
family
that
resides
in
the
borders,
regardless
of
what
service
or
branch
they
come
from
as
long
as
they're
in
tennessee's
boundaries,
they're
our
responsibility
collectively.
Thank
you
for
asking
that
question,
sir.
A
L
A
N
N
As
you
know,
our
mission
is
to
serve
veterans
of
all
eras
through
passionate
advocacy,
informative
outreach
and
to
provide
them
with
an
honorable
final
resting
place.
To
accomplish
this
mission,
we
must
have
stability
and
professionalism
in
our
workforce,
especially
in
our
front-line
positions
that
conduct
our
statutory
core
requirements
each
day
in
this
state.
Our
veteran
population
is
just
over
456
000
and
according
to
the
data
recently
provided
by
the
va
in
fy20,
nearly
5.4
billion
dollars
was
expended
for
all
benefits
to
tennessee
veterans,
dependents
and
their
families.
N
N
N
N
N
As
you
can
see
in
the
graph,
we've
experienced
a
thirty
percent
increase
in
burials
over
the
last
five
years
and
a
twenty
percent
increase
in
our
headstone
count.
In
fact,
out
of
113
state
veterans
cemeteries
across
our
nation,
our
cemetery
in
memphis
currently
ranks
third
in
bali
and
burial
volume
and
is
consistently
ranked
in
the
top
ten.
N
The
next
slide
for
the
fy
23
budget
includes
additional
personnel
to
work
in
our
benefits
and
pills
division
to
highlight
the
workload
increase.
The
graph
below
shows
a
projected
890
board
of
veteran
appeals
hearings
that
will
be
scheduled
this
fiscal
year.
That's
nearly
a
67
percent
increase
over
the
high
point
of
previous
years.
N
N
N
To
close
our
presentation,
the
tennessee
department
of
veterans
services,
increases
for
fy23
is
11
million
nine.
Ninety
two
thousand
dollars
and
our
total
budget
ask-
is
19
million
five
hundred
and
fifteen
thousand
dollars
chairman
hazelwood,
thanks
again
for
allowing
us
to
present
our
tdvs
fy23
budget
and
subject
to
your
questions
and
comments
of
the
committee.
This
concludes
our
briefing.
A
N
N
N
When
you
get
a
chance
to
go
down
there
and
see
it
you're
going
to
be
very
impressed.
It
sets
back
into
a
big
nice
hill
there
as
a
beautiful
beautiful
building
site.
So
we're
really
excited
construction
is
supposed
to
be
completed
in
june,
we're
starting
to
look
at
hiring
some
initial
staff
and
then
we'll
have
to
go
through
the
va
certification
process
with
those
initial
staff
and
a
limited
amount
of
residents,
but
we
hope
to
be
fully
operational
by
september.
I
N
I've
been
in
all
four
facilities,
I'm
extremely
impressed
with
the
staff
there,
the
way
they
take
care
of
the
residents,
the
morale,
the
welfare
of
the
residents,
just
the
overall
appearance
of
the
way
things
are
handled
when
you're
there,
our
census,
we're
not
at
full
capacity
right
now.
As
you
well
know,
the
pandemic
really
was
hard
on
all
of
long-term
care
facility
industries.
N
There
were
some
situations
that
happened
across
the
nation
that
really
put
put
them
in
a
in
a
very
scrutinized
light,
and
we
didn't
have
those
terrible
issues
here
in
our
state.
They
were
able
to
mitigate
that
and
maintain
safety
of
our
residents,
but
we're
still
working
on
trying
to
get
the
census
up
in
each
of
those
facilities,
and
we
have
some.
We
have
census
or
bed
space
available,
but
they're
they're
running
within
operational
budgets.
So
it's
it's
something
that
we're
working
on
and
trying
to
increase.
A
N
They
have
all
of
them,
have
some
some
capital
maintenance
items
that
they're
going
through
the
paving
in
some
laces
roof
repairs.
Hvac
system
repairs,
constant
flow
of
that
mound.
They're
they're,
not
you
know
just
waiting
for
it
to
all
pile
up
and
have
to
go,
do
something
all
at
once,
so
they
constantly
have
a
stream
of
repairs
inside
of
the
capital
budget
each
year
in
terms
of
expansion.
N
Now
we
do
have
the
the
facility
in
arlington
eastern
shelby
county
that
we're
going
to
open
as
well,
and
that's
going
to
we're
hoping
to
do
a
groundbreaking
on
that
within
the
next
60
to
90
days.
Just
got
that
approved
when
the
fy
22
grant
list
came
out.
We
were
very
excited
about
that.
That's
been
a
long
time
coming
a
lot
of
folks
in
that
area
down.
There
have
put
a
lot
of
work
into
getting
that
established
and
helping
the
state
get
prepared
for
that.
A
That
is
exciting.
As
someone
who
talked
about
the
cleveland
facility
for
years
up
here,
because
it's
not
just
really
cleveland,
it's
southeast,
tennessee
and
you're
right,
that's
I
went
to
the
groundbreaking,
it's
an
absolutely
beautiful
piece
of
property
and
I
saw
the
design
I
haven't
been
back,
but
I
hope
to
see
it.
You
know
maybe
for
their
the
grand
opening.
I
guess
my
question
on
the
maintenance
was
more.
Are
we?
A
E
When
I
connect
a
constituent
or
non-constituent
with
your
department,
you
always
follow
up,
and
you
are
your
employees
always
act
in
a
professional
manner,
and
I
really
appreciate
that,
because
our
veterans
deserve
no
less
and
again.
I
cannot
reiterate
enough
how
much
it's
appreciated
that
your
department
follows
up
on
inquiries
from
my
office
every
time
the
response
is,
is
it's
appreciated
and
I've
got
one
question
for
you:
in
fiscal
year
1819
you
were
appropriated,
600
000
to
purchase
property
for
veterans.
N
E
N
Thank
you.
We
we
take
it
seriously.
We
we
pride
ourselves
on
that
and
it's
one
of
our
cfg
goals
is
to
even
get
better
at
that.
So
thank
you
in
terms
of
upper
cumberland
cemetery,
again,
another
grassroots
effort
that
everything's
ready
on
the
state
side.
In
fact,
we've
purchased
127
acres
there
just
east
of
sparta
on
country,
club
road
and
we're
ready
to
start
designing
construction.
N
So
unless
one
of
those
other
43s
don't
provide
matching
funding
or
something
we
probably
will
have
to
just
wait
and
re-compete
in
fy23,
but
we're
ready
to
go
as
soon
as
we
get
that
federal
money
up
in
sparta,
which
will
complete
our
strategic
plan
of
having
a
national
cemetery
or
a
state
veterans
cemetery
within
75
miles
of
each
home
of
record
of
any
veteran
that
lives
in
the
state
of
tennessee-
and
I
know
the
people
of
that
area
are
very
excited
about
it.
Again.
M
Thank
you,
chair,
lady
commissioner
baker.
Thank
you
again
for
being
here
you
and
your
staff.
Thank
you
again
for
what
you
all
do
and
we
talked
a
little
bit
about
the
capital
maintenance
and
we
were
talking
about
the
the
veterans
homes,
but
I
want
to
switch
gears
just
a
little
bit
and
go
back
to
the
cemeteries.
N
So
several
items
there
with
our
cemeteries
that
we're
looking
at
lions
view,
as
you
know,
are
oldest
cemetery
there
in
knoxville,
which
is
open
only
to
second
barrels.
Now
only
19
acres,
it
filled
up
pretty
quick,
some
drainage
issues
there
in
that
cemetery
that
were
really
was
held
up
by
a
house
that
when
the
state
brought
the
property
that
was
there
that's
been
since
condemned,
we
couldn't
fix
the
drainage
till
we
got
the
house
demoed.
N
We
finally
got
the
money
to
get
the
house
demo
we're
going
to
do
the
drainage
as
well
as
that
we've
got
several
of
our
areas
up
there.
That's
got
to
be
repaved
so
that
folks
are
not
turning
their
ankles
when
they're
out
there
trying
to
visit
and
things.
So
that's
line's
view
we've
got
rays
and
realignment
for
our
headstones
at
a
couple.
Other
cemeteries,
that's
a
very
expensive
proposition,
but
it's
things
that's
got
to
be
done.
N
N
Maybe
furniture
has
been
there
for
you
know,
25
years,
it
just
starts
to
really
show
age
after
that
time.
So
we're
going
to
go
and
do
you
know
some
gutter
work,
some
facing
work,
baseboards
just
really
give
them
an
uplift,
a
facelift.
You
will
and
try
to
make
sure
that
they
not
only
that
the
grounds
are
pristine,
but
the
administration
building
and
all
the
other
associated
items
in
those
cemeteries
are
well
maintained.
E
N
K
Thank
you,
madam
chairman,
and
good
to
see
you
all
here
today,
commissioner
general
skulls
and
team.
You
know
I
gotta
echo
what
colonel
wendell
said
about
responsiveness
and
support
to
our
service
members
and
their
families.
I
just
remember
one
saturday.
I
called
my
good
friend
general
skulls
there
and
we
had
an
issue
family
needed
help
to
make
sure
the
member
met
the
requirements
and
sir
you
you
jumped
on
and
made
it
happen.
I
appreciate
it.
I
appreciate
what
you've
done
for
our
country
and
your
dad
too.
K
And
also,
I
want
to
say,
I
appreciate
y'all's
leadership,
your
service
focus
to
our
service
members.
I
know
chairman
vaughn
and
I
really
appreciate
that
after
dealing
with
previous
team
and
what
y'all
done
to
help
service
members
and
their
families
are
honored,
24
7
is
really
really
noted
and
appreciated
guys.
K
N
N
We
have
still
the
pandemic,
really
changed
hearings
in
terms
of
where
they're
conducted
now
they
used
to
have
to
all
be
in
in
person
now,
and
they
can
be
virtual.
I
guess
one
of
the
blessings
in
the
skies.
It
created
an
opportunity
for
us
to
go
partner
with
40
county
service
officers
across
the
state
and
say:
hey:
we've
got
a
veteran
in
your
county
rather
than
make
them
drive
into
nashville
and
get
a
motel
and
deal
with
traffic.
N
Let's
see,
let's
set
up
a
virtual
hearing
where
they
can
come
to
your
county
office
and
we'll
do
the
hearing
right
there
with
the
administrative
law
judge
and
our
appeals
advocate.
So
that
has
really
it's
been
a
win-win
for
our
customers
not
having
to
fight
that
traffic
and
do
all
that
and
it's
a
very
effective
way
to
do
it.
Now
we're
going
to
open
up
that
federal
building
again
in
june
and
start
doing
in-person
hearings.
N
So
we
don't
know
what
that
case.
Load
is
going
to
be
like
when
they
passed
the
appeals,
modernization
act
back
in
18
and
that
thing
went
into
effect
in
19.
we
thought
there
was
a
tidal
wave
coming.
In
fact,
the
department
had
asked
for
more
appeals
advocate.
Then
it
didn't
work
out
that
way
because
of
the
pandemic
and
everybody
having
to
reshuffle
the
deck
and
re-imagine
how
we
could
do
appeals.
N
I
think
the
wave
is
still
headed
our
way,
because
the
new
modernization
act
gives
folks
three
different
lanes
to
go
in.
They
can,
you
know,
do
supplemental
information,
they
can
ask
for
another
person
at
the
va
just
to
do
a
direct
review
of
their
case.
Maybe
get
a
different
result
or
they
can
still
get
in
line
for
a
hearing
that
wait
time
right
now
is
still
around
672
days.
We're
trying
to
reduce
that,
and
I
think
that
you'll
see
going
forward.
That
will
be
a
combination
of
in-person
and
virtual
hearings.
N
So
every
it's
not
just
the
appeal
advocate.
It
is
also
the
the
folks
that
have
to
set
this
up.
That's
where
you
get
into
a
lot
of
logistics.
You
got
to
find
the
veteran
you
got
to
make
sure
you
got
good
comms
with
them.
Call
them
say
hey.
You
know
you
got
your
hearing
on
thursday
you're
going
to
be,
there
make
sure
all
their
case.
N
K
Thank
you,
general
and
the
other
question
I
have
in
2020
public
chapter
531
was
established
to
require
the
department
to
provide
training
and
suicide
prevention
to
certain
employees
and
can
the
department
provide?
Can
you
provide
an
update
on
this
training
program
and
do
you
have
the
resources
you
need
to
sustain
it
and
implement
it.
N
Yes,
we
we
are
sustaining
that
and
we
are
implementing.
In
fact,
I
want
to
thank
the
general
assembly
that
took
place
obviously
before
my
time,
but
what
we
did
with
our
state
training
officer.
We
went
and
we
we
got
a
company
named
sac
armor,
who
put
together
a
suicide
prevention,
virtual
training
for
us
now,
every
employee
of
tdvs
has
to
take
that
training.
Also,
since
we're
the
training
accreditation
entity
for
the
state,
all
the
county
service
officers
take
that
as
well
every
year
as
part
of
their
accreditation.
N
So
now
you've
got
200
folks
out
there
on
the
front
lines,
that's
dealing
with
veterans
every
day
and
have
that
training
in
their
help
pocket
and
get
it
every
year.
So,
yes,
I
think
that's
effective,
I'm
glad
you,
the
general
assembly,
passed
that
and
we're
going
to
try
to
further
that
and
try
to
get
the
suicide
rate
among
our
veterans
down.
We
were
in
the
2019
data
out
of
va.
N
We
were
40
on
veteran
suicide
rate
in
our
state.
That's
nine
points
higher
than
any
other
state
in
the
southern
region.
We
got
to
get
after
that,
and
we've
got
to
change
that,
and
you
know
the
va's
got
a
program
they're
trying
to
reduce
their
suicide
rate
by
20
percent
by
2025
and
we're
going
to
match
that
and
go
25
go
up
above
that
and
try
to
reduce
it
here
in
our
state
and
we're
going
to
need
everybody's
help
to
do
that.
It
cannot
just
be
done
by
state
government
or
federal
government.
N
We
know
that
two-thirds
of
the
veterans
that
commit
suicide
are
not
drawing
any
kind
of
va
benefit
or
in
the
va
healthcare
system,
once
they're
in
that
system
that
screening
process
takes
place
to
where
they
can
be
identified.
Hopefully,
before
something
tragic
happens
and
we
can
get
them
the
kind
of
training
of
the
treatment
they
need
and-
and
so
you
know,
that's
what
we're
trying
to
get
after
and
trying
to
change
that
rate
in
this
state.
K
A
N
N
We're
going
to
have
a
representative
there,
all
kinds
of
agencies
inside
the
county,
both
public
nonprofit-
that
are
there
to
just
talk
about
veterans
issues.
There
are
usually
going
to
be
a
va
rep
there
as
well.
You
know
it's
not
that
hard
to
get
in
the
va
system,
but
just
finding
out
the
folks.
You
know
there's
about
19
million
living
veterans
out
there
about
9
million
in
the
va
healthcare.
So
it's
under
you
know,
50
percent,
and
they
don't
even
have
to
use
the
system.
N
C
I
A
M
Think
about
chair
and
mine,
it
deals
with
some
things.
I'm
not
sure
you
mentioned.
I
never
caught
it
if
you
did
and
it's
services
at
the
cemetery
for
the
families
when
they're
burying
their
loved
ones,
honor
guard
services.
Can
you
describe
to
me
and
I'm
wondering
if
there's
an
increase
in
the
budget
to
to
help
pay
some
expenses?
I
know
we
have
some
groups
across
the
state
that
volunteer
to
do
this
and
fill
in
when
the
paid
personnel
are
not
available
because
of
the
volume.
N
Thank
you,
you're
right.
The
the
services
provide
that
most
of
the
time
that's
army
marines
air
force,
but
there
are
some
gaps
in
that
and
our
partners
that
volunteer
their
time
and
effort
to
do
that
are
just
great
americans
and
great
tennesseans,
because
they
don't
get
paid
anything
it's
completely
voluntary
and
in
fact
it
costs
them
gas,
money
and
other
expenses
to
go.
Do
these
because
they're
not
all
just
local
that
they
attend
and
cover
down
for
so
first
of
all,
they
are
to
be
commended
for
what
they
do.
N
Now
to
your
question.
No,
we
do
not
have
any
resources
in
our
budget,
and
I
guess
the
complexity
about
that
is.
Even
if
there
were
resources
available,
we
don't
have
the
you
know
the
personnel
to
administer
a
program
like
that
inside
of
tennessee
department
of
veterans
services.
I
you
know
we
would
have
to
go
back
and
do
some
just
some.
A
And
I
wanted
to
go
back.
Representative
sparks,
has
a
question
and
we'll
get
to
him,
but
you
had
mentioned
earlier
the
appeals
and
that
some
of
them
are
taking
as
long
as
nearly
two
years,
600
plus
days.
So
just
a
question.
If,
if
I'm
a
veteran-
and
I
have
been
turned
down
for
some
request-
I
appeal
it.
I
wait
my
turn
and
678
days
or
whatever
the
number
was
later.
A
N
They
do
start
at
the
date
the
appeal
was
filed,
so
you
know
when
you
get
your
appeal
to
or
your
claim
decision
and
you're
denied,
that
you
follow
notice
of
disagreement,
and
then
you
file
your
appeal
and
correct
me
if
I'm
wrong
lorenzo,
but
it
will
go
back.
In
fact-
and
I
know
this
is
almost
unbelievable
in
some
ways,
but
we've
had
some
appeals
that
have
been
on
hold
so
long
when
they
did
get
awarded.
It
was
a
million-dollar
retro
pay.
We
had
a
claim
other
day
down
in
west
tennessee.
N
In
fact
of
a
vietnam
veteran
who
had
had
bladder
cancer
back
in
the
early
2000s
had
filed
a
claim
and
only
got
a
20
one
of
our
claims.
Agent
picked
this
up
in
coordination
with
the
county
service
officer
because
all
of
the
presumptives
now
that
the
va
made
indeed
due
to
cancer
last
year,
they
refiled
that
claim
not
an
appeal
but
refiled.
The
claim,
because
the
va
made
a
mistake
on
the
initial
decision
and
within
45
days
the
veteran
got
the
claim
overturned
and
he's
going
to
get
528
thousand
dollars.
N
So
those
are
life-changing
events
for
families
who
no
doubt
have
been,
you
know,
exposed
to
some
really
high
medical
bills
and
other
things
and
we're
just
you
know
it
makes
us
feel
good.
When
we
hear
those
things
I
want
to
share
it,
we
don't
have
them
every
day
in
that
amount,
but,
like
I
said
in
the
beginning
of
my
testimony
here,
it's
2.8
billion
dollars
a
year
come
into
this
state
for
compensation
and
benefits.
N
I
Thank
you,
general
baker.
For
being
here,
mr
mike
scholes,
I've
seen
you
come
over
to
our
our
veterans
court
and
appreciate
y'all
being
there.
I
even
seen
you
gave
some
of
those
guys
and
gals
hugs
and
I
think
the
judge
mcfarland
was
even
kidding
about
getting
a
hug
from
a
general
that
was
that
was
cool,
loved
your
conviction
and
loved
your
compassion
as
well.
I
Music
therapist
and
I
know
it's
kind
of
odd-
to
talk
about
music
therapy,
but
monroe
carol,
vanderbilt
children,
some
of
those
music
therapists
were
up
and-
and
it's
kind
of
been
proven-
that
music
therapy
can
help
whether
it's
dealing
with
alzheimer's
patients,
parkinson's
and
I
had
a
veteran
came
up
come
up
and
she
said
she
had
got
off
prescription
drugs
and
was
just
working
with
these
music
therapists.
I
know
it
sounds
odd
because
you
know
I
often
think
of
my
late
father,
that
world
war
ii
flew
24
bombing
raids
over
germany.
I
N
You
know
the
vet
courts
over
400
veterans
in
this
state
a
year.
Take
advantage
of
those
we've
got
10
right
now
got
another
area
or
two
that's
looking
at
trying
to
get
one
started
and
those
are
a
tremendous
benefit
to
those
communities
out
there.
A
lot
of
those
veterans
actually
get
a
second
chance
at
turning
their
life
around
you
go
hear
some
of
their
testimonies
or
their
graduation
speeches.
N
It'll
put
you
in
tears
almost
to
hear
how
close
they
were
at
that
going
down
that
wrong
path
and
getting
a
second
chance
and
and
and
getting
another
chance
at
doing
the
right
thing.
But
you
know:
there's
several
groups
out
there
operation
stand
down's,
got
a
young
man.
He
just
they
gather
over
there
one
night
a
week.
N
Now
they
play
they
play
instruments.
There's
operation,
songs
out
there
that
another
non-profit
that
they
get
together
veterans
get
together.
They
they
write
songs
about
their
experiences
when
they
were
deployed
in
different
things
and
you're
right.
It's
it's
a
healing
bomb
that
sometimes
maybe
you
can't
get
in
other
ways,
but
anything
that
can
help
turn
that
corner
and
get
someone's
life.
That's
headed
down
the
wrong
path
in
another
direction,
we're
all
for
it.
A
I
Thank
you
ma'am,
and
I
will
do
that.
Thank
you,
commissioner.
I
I
wanted
to
just
back
up
a
moment
to
german
todd's
question
that
he
asked.
I
guess
I'm
wondering
because
I've
seen
much
of
this
and
and
I've
seen
nothing
but
dignity
in
all
of
you,
your
gardens
everywhere,
and
these
folks
are
doing
an
excellent
job.
N
Well,
I
I
don't
know
how
you
would
get
a
state
appropriation
to
them
unless
it
was
through
some
kind
of
grant.
Not
potentially
maybe
you
know,
and
I
don't
speak
for
general
homes.
You
know
the
military
department
does
have
folks
that
do
it
for
the
for
the
national
guard
soldiers
airmen,
who
are
on
orders
throughout
the
year
to
do
that.
I
don't
know
if
that
would
potentially
be
a
mechanism
that
could
be
utilized.
N
I've
never
thought
about
going
through
the
vfws
to
do
that
could
be
a
possibility.
I
just
from
our
from
our
prop
department's
perspective,
and
that's
really
only
everything
else
is
just
speculation
on
my
part.
We
just
don't
have
the
resources,
nor
do
we
have
the
budget
to
do
something
like
that.
Right
now,.
I
A
So
I
thank
you
again
for
being
here
and
we
look
forward
to
seeing
you
back
and
hearing
next
year
about
how
many
more
people
are
involved
in
the
strong
act
and
the
other
positive
things
that
you've
got
going
on.
Hopefully,
those
appeal
length
of
those
appeals
will
be
down
and
we
can
address
those
things
as
well.
So,
thanks
again,.
A
Director
nolan
I'll
ask
you
to
share
with
my
constituent
and
your
board
member
robin
derryberry.
How
sad
I
am
that
she
didn't
make
the
trip
over
this
morning
to
to
be
with
us
here
today,
but
you're
here,
we're
grateful
for
it
and
we
look
forward
to
hearing
what
you
have
to
tell
us
about
the
budget
for
the
human
rights
commission
for
the
upcoming
budget
year.
Thank
you
thank.
O
O
As
of
february
of
this
year,
I
came
to
the
agency
last
year
from
the
district
attorney's
office
in
shelby
county
after
18
years.
I
have
with
me
today
to
my
right,
our
fiscal
officer,
alan
staley,
to
my
left.
I
have
general
counsel,
don
cummings
and
associate
general
counsel.
William
waite
I'll
have
a
brief
opening,
and
then
we
will
take
any
questions
that
you
all
have
a
little
bit
about
the
agency.
O
These
requested
positions
will
assist
in
assessing
inquiries
and
investigating
complaints
of
discrimination
in
a
thorough
and
timely
manner,
thereby
utilizing
more
resources
on
education
and
outreach.
The
commission
needs
these
positions
to
reduce
inventory
of
age
cases
and
to
provide
consistent
services
to
the
citizens
of
tennessee.
O
J
You,
director
nolan.
We
appreciate
your
comments.
We
have
a
few
questions
on
the
list.
Maybe
I'll
start
us
out.
You
just
mentioned
the
four
new
positions,
yes
and
that's
designed
to
help
with
the
backlog
of
cases
or
to
help
with
the
increased
caseload.
I
guess
my
question
is:
do
we
how
many
cases
do
we
have
in
a
typical
year
and
and
what
is
our
backlog.
O
O
O
O
And
that
was
attributed
to
turnover.
We
started
the
pandemic
march
of
2020,
with
four
positions
that
were
vacant
and
those
were
critical
positions
to
the
agency.
We
had
a
deputy
director,
in
addition
to
a
compliance
officer
that
resigned
at
the
start
of
the
pandemic,
and
so
what
what
we
saw
was
coupled
with
the
the
increase
of
the
inventory
and
and
the
turnover
has
has-
has
increased
our
inventory
because
it
takes
approximately
four
to
six
months.
O
Whenever
we
have
a
human
rights
representative
or
an
investigator
to
resign,
it
takes
a
takes
approximately
four
months
to
fully
train
and
develop
that
that
that
investigator,
so
that
they're
able
to
have
a
have
a
complete
caseload.
So
we
we
started
to
see
that
the
turnover
was
affecting
the
inventory.
O
Having
challenges
as
it
related
to
the
pandemic,
so
a
lot
of
the
people
that
we
needed
to
get
contact
information
were
would
be
out
for
extended
leave
either
for
for
an
illness
or
taking
care
of
someone
affected
by
the
by
the
pandemic.
So
it
was
kind
of
just
like
the
perfect
storm
for
us
and
we
are
asking
for
these
these
positions
so
that
we're
able
to
if
we
ever
were
to
to
have
this
situation,
we're
able
to
to
maintain
our
day-to-day
operations
and
focus
more
on
education
and
outreach.
Okay,.
E
O
Had
about
6
000
phone
calls
phone
calls
emails
and
they
they,
the
majority
of
them,
do
not
amount
to
actual
inquiries
that
we
have
to
process
through
intake.
But-
and
I
don't
know
if
it's
because
of
the
name
of
the
agency-
but
we
do,
we
do
receive
a
lot
of
phone
calls
whenever
you
have
particular
interests
in
the
news
or
or
with
the
eeoc
or
with
the
pandemic
people.
E
E
O
E
E
What
what
if
this
past
year
or
even
years
before,
has
coven
increased
or
decreased
the
amount
of
complaints
that
you're
receiving
in
other
words
four
years
ago
before
coveted
or
three
years
ago,
was
even
was
even
out
there.
What
would
be
your
complaint
or
encourage
that
you
all
be
facing,
then
did
covet,
increase
or
decrease
the
amount
of
complaints
that
you're
dealing
with.
O
Of
course,
our
our
stats
are
not
they
don't
they
don't
stay
stay
the
same
depending
on
what's
going
on
in
the
state
or
in
the
country,
we
did
have
an
influx
of
calls
and
inquiries
concerning
vaccine
mandates,
and
I
believe
that
was
around
september
october.
We've
not
we've
not
had
had
that
that
that
increase
since,
but
the
calls
and
increase
for
a
two-month
period
begin
to
increase,
and
so
now
we're
seeing
things
are
kind
of
are
similar
to
the
last
three
years
of
stats.
I
N
M
You
mentioned
the
volume
of
cases
that
you're
dealing
with
and
in
the
last
several
years
this
remains
steadily
the
same
roughly
and
I
I'm
I'm
curious
to
know
on
some
of
those
cases,
the
ones
that
you
actually
investigate
and
have
some
recommended
actions
on
have
you
had
with
the
former
director
who
I
understand
just
left
recently.
Have
you
had
cases
where
that
director
asked
personnel
to
do
something
different
when
those
with
those
cases
than
what
was
recommended.
M
I'm
also,
I'm
mainly
thinking
about
the
volume
of
work
you
have
and
if
you
had
a
director
during
that
period
of
time,
that
was
wanting
to
to
let's
say,
spend
more
time
on
cases
than
what
the
staff
was
recommending.
Then
obviously
that
runs
up
the
clock.
There's
there's
more
personnel
needed,
there's
more
hours
needed
for
those
cases
versus
saying
you
know,
there's
nothing
here
to
adjudicate,
there's
nothing
further
recommended,
but
if
that
director
was
saying
I
want
to
go
anyway,
I
want
to
pursu
proceed
with
some
action.
M
Anyway,
then
that's
going
to
take
quite
a
bit
of
time-
and
I
I
understood
from
a
meeting
recently
in
my
office
with
with
you
that
that
had
been
the
case.
I
don't
know
to
what
number
I
don't
know
to
what
extent,
but
that
does
concern
me
that
that
has
existed
in
the
past
in
a
very
recent
past,
where
citizens
have
had
cases
brought
against
them
when
they
were
actually
recommended
by
your
legal
staff
to
be
dismissed,
there's
nothing
there,
but
yet
those
cases
proceeded.
O
O
My
particular
management
style
is:
is
that
of
of
being
collaborative.
So
we
are
to
answer
your
question.
We
are
in
the
process
of,
and
I've
told
staff
we're
going
to
assess,
not
just
with
our
team
within
the
agency,
but
but
our
stakeholders,
our
partners,
members,
members
of
the
the
the
house
and
the
senate.
We
we
need
to
figure
out
what
what
is
not
worked,
and
what
do
we
need
to
what
we
need
to
do
about
it?
What
what
what
we
need
to
do
about
it.
O
M
M
Yet
I
I
would
argue
that
a
significant
amount
of
money
is
being
spent
in
that
time
period
on
things
that
are
frivolous,
that
that
are
pursuing
things
that
were
recommended
not
to
be
pursued,
and
so
I
would
be
looking
for
a
reduction
in
the
budget
now
versus
what
we've
had
in
the
past,
with
this
change
of
guard
and
hopefully
a
change
of
direction.
But
that's
that's
all
I
don't
get
into
the
weeds
anymore
here,
but
I
I
have
a
great
concern
about
how
this
commission
has
been
operated
in
the
past.
J
P
Good
afternoon
or
possibly
still
good
morning,
my
name
is
justina
scalpone
and
I'm.
The
director
of
the
post-conviction
defender
office
and
with
me
today
is
is
tracy
poynter
and
she
is
our
fiscal
director
mr
rebel
johnson,
who
is
the
chair
of
our
oversight.
Commission,
unfortunately,
could
not
make
it
he
is
in
cleveland
tennessee.
P
I
was
going
to
make
a
few
opening
remarks
and
then
we'll
be
happy
to
answer
any
questions
the
committee
may
have
so
just
as
a
reminder.
We
are
a
small,
independent
judicial
agency.
We
represent
clients
on
death,
row
and
state
collateral
proceedings,
that's
mostly
state
post-conviction
proceedings
in
court
and
also
in
clemency
proceedings,
and
that
is
in
front
of
the
governor's
staff
our
budget
this
year.
Our
request
is
2.9
million
dollars
and
it
has
been
fully
included
in
the
governor's
budget.
P
However,
our
office
was
established
in
1995
only
to
represent
people
in
capital
proceedings,
and
that
is
because
these
are
the
most
serious
cases
they
require
the
highest
level
of
scrutiny,
their
most
legally
complex
and
time
intensive.
So
it
makes
sense
for
an
organization
but
develops
an
expertise
in
that
area.
To
handle
those
cases,
post-conviction
is,
in
essence,
a
mistake,
catching
mechanism.
P
We
review
the
cases
when
the
case
arrives
in
our
office.
We
investigate
the
crime.
We
investigate
the
social
history
of
the
client,
which
is
relevant
to
the
sentencing
determination,
and
then
we
investigate
the
legal
process
itself
in
the
case
so
far
so
from
the
arrest
through
the
pre-trial
proceedings,
trial
and
direct
appeal,
which
is
the
first
limited
appeal
in
the
case.
P
P
We
provide
non-case-specific
consultations,
so
we
have
a
lot
of
attorneys
that
reach
out
to
us
some
some
with
capital
cases,
some
with
not
capital
cases,
but
in
especially
in
capital
cases.
It's
a
non-case-specific
advice,
because
we
don't
want
to
conflict
ourselves
out
as
counsel
in
case
that
case
proceeds
to
post
conviction
a
few
years
later
and
then
with
training.
We
do
provide
we
organize,
together
with
tennessee
association
of
criminal
defense
lawyers,
the
annual
capital
defense
training,
and
that
is
for
attorneys,
who
want
to
be
certified
as
capital
defenders
in
the
state.
A
B
P
Or
sure
so
our
case
load
increased
by
three
cases
last
year.
There
are
cases
that
are
pending
in
the
trial
court,
which
have
been
delayed
by
the
pandemic,
so
there
might
be
more
of
an
influx
of
cases
in
the
coming
year
or
two
once
you
know
when
well
maybe
closer
to
three.
Once
those
cases
get
caught
up.
Q
P
Far
as
how
it
affected
our
work
for
about
a
year,
we
didn't
do
travel
so
what
we
did
we
continued
to
investigate
cases
and
used
electronic
resources
as
much
as
possible,
and
obviously
there
is
a
lot
of
record
review
and
record
collection
and
we're
talking
about
you
know
close
to
100
000
pages
of
records.
So
that's
what
we
focused
on
and
we
started
being
back
in
the
field
in
may
of
21
and
are
catching
up
on
all
the
field.
Work
investigation.
A
E
Thank
you,
madam
chair.
I
think
you
all
do
extraordinary
work.
I
know
as
I'm
I'm
a
lawyer.
I
don't
do
anything
in
the
criminal
world.
So
I'm
curious
when
you,
when
you
said
you
had
14
cases.
What
does
one
case?
How
long
does
that
typically
take
because
you
said
it
before,
and
you
alluded
to
your
comments
that
you
you
have
the
most
complicated
cases
if
you
take
on
a
case
and
post
conviction,
relief
status
of
where
of
where
that
is
so
in.
E
P
Yes,
so
typically
on
average
cases
last
six
years
in
post-conviction
and
that's
about
three
to
four
years
in
what
we
call
the
trial
stage.
So
that's
the
case.
That's
when
we're
actually
investigating
all
the
discoveries
happening,
and
then
we
have
a
hearing
in
court
and
then
the
and
the
hearing
is
in
front
of
the
same
judge
that
presided
usually
not
always
but
usually
in
front
of
the
same
judgment
presided
over
the
trial.
N
E
E
Okay,
yes,
which
then
again
that's
a
year's
long
commitment,
so
kind
of
the
the
question
that
I
have
is:
according
to
the
governor's
budget,
it
looks
like
they're
just
giving
step
up.
You
know
the
step
up
increases,
but
what
else
out
there?
Besides,
that
you
could
potentially
use
for
your
for
your
office
for
the
good
work
that
you
all
do.
P
E
P
Okay,
so
in
capital
cases,
as
in
a
lot
of
civil,
complex
cases
as
well,
there
need
to
be
experts,
witnesses
or
experts
that
help
develop
the
defense
they're
expert
witnesses,
but
testify
at
trial
on
behalf
of
the
defense
they're
expert
witnesses,
but
testify
on
behalf
of
the
prosecution
at
the
state.
So
when
we
get
the
case,
we
also
need
expert
assistance
to
develop
the
constitutional
grounds
for
constitutional
valuations.
So
for
like
just
an
example,
people
who
are
intellectually
disabled
are
exempt
from
the
death
penalty.
P
We
as
lawyers
and
our
investigators
when
we
have
social
workers,
you
know
working
in
our
office.
We
are
not
qualified
to
make
a
lot
of
these
determinations,
so
we
have
to
work
with
mental
health
experts
that
that
can
analyze
the
the
the
data
the
records,
but
can
go
and
evaluate
our
client
issues
like
that.
P
P
You
have
a
constitutional
right
to
that
expert
to
establish
the
grounds
that
you
are
of
constitutional
violations
and
at
that
point,
that
order
goes
up
to
the
office
of
administrative
office
of
the
courts
and
then
typically,
not
always
it
gets
approved.
Sometimes
it
gets
denied
and
then
there
are
problems.
P
So
it's
just
it's
a
not
the
cleanest,
most
simple
process,
and
that's
that's
really
a
big
issue
for
us,
but
I
think
it's
a
big
issue
generally
across
the
maybe
not
in
all
cases,
but
in
a
lot
of
more
serious
cases,
because
capital
cases
are
not
the
only
ones
where
expert
assistance
is
needed.
You
might
have
non-capital.
A
And
just
to
follow
up
on
that,
these
are
complex
cases,
they're
long
term.
We've
heard
a
lot
of
testimony
about
that.
This,
I
guess
the
fairly
lengthy
procedure
for
getting
expert
witnesses,
first,
proving
the
need
and
then
getting
the
approval
and
then
finding
them
etc.
How
much
time
do
you
estimate
that
that
adds
to
the
process.
G
G
P
So
that's
the
key
constitutional
violation
that
usually
get
is
found
in
both
cases,
sometimes
brady
violations,
which
is
prosecutorial
misconduct,
and
then
there
are
just
there
are
trial
errors
because,
besides
state
post
conviction
when
we're
looking
at
direct
appeal,
so
that's
about
45
have
been
in
direct
appeal.
That
is
just
confined
to
the
review
of
the
record.
So
there's
no
additional
investigation.
It's
basically
just
looking
at
whether
there
are
any
trial
errors.
P
A
A
Punishment
is
having
that
punishment
meted
out
inappropriately,
so,
particularly
some
things
can
be
corrected,
or
at
least
mediated
if
you're
put
to
death
for
a
crime
that
you
didn't
commit
or
that
you
shouldn't
have
been
allowed
to
be
sentenced
to
death
for
then
that
is,
you
know,
irrevocable
a
mistake.
So
we
appreciate-
and
I
think
all
of
those
in
tennessee
who
really
stopped
to
think
about
this
issue
should
be
very
grateful
for
the
services
that
your
department
provides.
We
thank
you
for
being
here
today.
Thank
you
very
much.
Thank
you.
A
Happy
to
do
so,
you're
you
always
when
you
come
before
this
body.
You
always
have
very
modest
requests,
very
reasonable
requests,
and
we
appreciate
that.
Thank
you
all
right,
friends
and
neighbors.
We
have
our
last
budget
hearing
not
only
for
the
day,
but
our
last
budget
hearing
director
thomas,
don't
let
that
put
any
pressure
on
you
at
all,
but.
Q
Yes,
thank
you
so
much.
Madam
chairman,
mary
beth,
thomas
director
of
the
sports
wagering
advisory
council,
and
I
have
with
me
keith
boring
as
you
recognized
and
stephanie
maxwell.
Our
general
counsel
thank
you,
and
I
will
try
to
be
brief.
Although
I
have
prepared
a
few
things
to
tell
you
all
about
the
work
we've
been
doing.
This
is
your
last
budget
presentation,
but
this
is
our
very
first
ever
so
so
we
have
quite
a
few
things
to
share.
As
you
all
know,
there
are
20
or
you
may
not
know.
Q
Q
There
were
nine
sports
gaming
operators
active
and
licensed
in
tennessee,
generating
approximately
two
point
billion
in
wagers
throughout
the
year
since
taking
over
regulatory
authority
in
january,
we've
licensed
four
additional
online
sports
books
and
we
have
one
pending
application.
We've
also
been
contacted
by
several
others
who
are
interested
in
applying
to
be
registered
in
tennessee
and
licensed.
Q
Q
Q
So
to
let
you
all
know
a
little
bit
about
how
we've
gotten
to
where
we
are
now.
I
was
hired
on
november
1st
and
keith
and
stephanie
were
the
very
first
two
that
joined
me
at
the
sports
wagering
advisory
council.
In
these
last
few
months,
we
have
been
very
hard
at
work,
drafting
and
publishing
two
sets
of
rules
with
public
hearings
to
hear
from
industry
and
interested
stakeholders.
Q
We
transferred
a
vast
accounting
system
and
reporting
function
for
not
only
wagering
data
but
exclusion,
information
that
relates
to
responsible
gaming
initiatives
from
the
lottery
to
the
sports.
Wagering
advisory
council
built
out
a
new
I.t
storage
function,
as
I
mentioned
vetted
and
licensed
for
new
operators,
renewed
existing
operators
and
hired
key
staff
to
oversee
licensing
compliance
and
investigations,
as
well
as
well
as
accounting,
I.t
and
legal
we've
engaged
in
significant
industry
and
stakeholder
outreach
and
developed
quite
a
few
processes
and
procedures
to
ensure
regulatory
compliance.
Q
Q
In
order
to
do
this,
we
have
to
go
through
voluminous
data
application
files
from
not
only
an
organizational
standpoint,
but
also
from
a
key
personnel
standpoint.
So
if
you
are
a
part
of
an
operator
who
has
any
sort
of
authority
to
execute
your
judgment
or
make
decisions
that
impact
the
integrity
of
sports
wagering
operations,
you
are
vetted
just
like
the
organization.
Q
That
means
we
look
at
capitalization
access
to
funding
credit,
history,
parent
and
subsidiary
organizations,
business
projections,
prior
gaming
experience
anticipated
revenue,
tax
returns,
bank
statements
and
other
historical
financial
documents.
There
is
a
great
deal
of
review
that
goes
on
to
make
sure
that
we
are
welcoming
good
operators
to
our
state.
Q
You
might
imagine
that
there
are
some
complaints
that
are
made
often
when
players
lose,
they
have
the
obvious.
They
have
the
right
to
appeal
to
the
operator
and
if
they
are
not
resolved
in
a
way
that
they
believe
to
be
satisfactory,
they
file
a
complaint
with
our
office
and
stephanie
assists
them
with
resolving
it.
Q
Q
So
originally,
at
the
beginning
of
when
I
started
in
november
2021,
there
were
eight
operators
in
tennessee
generating
six
million
in
annual
licensure
fees
that
go
by
statute
to
pay
operational
expenses.
This
does
not
touch
any
of
the
privilege
tax
revenue.
All
of
that
goes
straight
to
the
areas
where
it's
by
statute
directed.
Q
We
now
have
13
approved
operators.
So,
of
course,
that's
more
like
10
million
dollars
we're
not
seeking
to
recognize
that
revenue
as
part
of
our
budget,
but
we
would
we
do
request
six
million
spend
or
our
we
want
to
recognize
six
million
dollars
and
have
that
as
our
budget
for
spending
on
our
operations
and
as
you
all
know,
whatever
is
not
spent
by
statute-
goes
to
the
tennessee
promise.
Q
I
wanted
to
point
out
that
the
nine
members
of
the
sports
wagering
advisory
council
are
not
paid.
They
are.
There
are
three
appointed
by
the
speaker
three
by
the
lieutenant
governor
and
three
by
the
governor.
Those
members
meet
we've
been
meeting
about
once
a
month,
but
by
statute
they're
required
to
meet
quarterly.
Q
Q
The
sports
gaming
act
authorized
the
council
to
hire
an
executive
director
and
statute
and
employees
that
were
deemed
necessary
to
carry
out
the
duties
of
the
council
in
this
request
for
a
total
of
19
additional
positions.
Those
10
that
have
already
been
hired
are
included
in
that.
So
it's
it's
not
29.
It's
19..
A
E
Thank
you,
madam
chair
director,
thomas
thank
you
for
your
work.
You,
you
have
definitely
started
on
the
ground
floor
and
building
this
as
you
go.
So
I
appreciate
your
willingness
to
do
that.
I
heard
a
lot
of
numbers
there
and
and
take
me
back
a
little
bit
the
75
or
750
000
licensing
fees
that
we
talked
about.
Did
you
say
that
we've
got
13
now?
What
were
the
original?
How
many
were
the
original
that
came
in
under
the
the
origination
of
the
of
the
plan?
E
How
many
have
come
in
recently
since
you've
taken
over?
I
think
that's
a
few
more
than
I
anticipated
hearing
13..
Can
you
tell
me
about
the
timeline
of
when
they
all
came
in
to
process
and
if
you
could,
as
you
discussed,
that
if
you
could
tell
us
what
is
that
process
is?
Does
the
board
vote
on
them?
Are
they
giving
recommendations?
If
you
tell
us
about
the
process.
Q
Yes,
thank
you,
so
the
lottery
licensed
nine
operators
in
2021
and
since
january
first
we
have
licensed
an
additional
four
with
three
being
licensed
in
the
last
two
weeks
and
the
process
for
that
is
after
we
go
through
all
of
the
vetting
that
I've
mentioned.
At
the
beginning
of
my
talk,
we
prepare
a
recommendation
for
the
council
members
and
send
that
to
them
in
advance
with
all
of
the
background
documentation.
E
Madam
chair,
do
we
have
an
idea?
How
high
could
this
number
get?
Do
we
know
nationwide?
How
many
operators
are
knowing
that
we
must
be
online?
There
must
be
a
an
individual
must
be
present
within
the
state
state
boundaries.
As
you
said,
the
geo,
the
geo
cache
search
by
some
of
your
professionals
is
very
important
because
you
must
be
in
the
boundaries
of
tennessee.
Is
there
a
potential
high
water
mark
that
we
can
look
at
for
for
this
process?.
Q
So
I'll
tell
you,
as
of
now,
colorado
has
25
operators
on
mobile
operators.
New
jersey
has
19,
iowa
has
18
michigan,
15,
pennsylvania,
13,
indiana,
12
and
virginia
10..
Tennessee
is
a
state
that
has
a
lot
of
interest
because
of
the
fact
that
we
don't
have
casinos
and
therefore
there's
not
a
requirement
that
an
online
operator
have
an
agreement
with
a
casino
to
provide
online
sports
an
online
sports
book
in
a
lot
of
states
that
have
casino
operations.
The
online
operators
are
not
only
paying
you
know.
E
Final
question.
Thank
you,
madam
chair,
and
I
know
we
all.
When
the
elections,
all
the
advertising
for
elections
stopped
in
november
of
2020
the
very
next
day
all
the
advertising
for
the
online
sports
betting
started
the
very
next
day
and
it's
not
stopped
since
so
every
other
ad
we
see
on
tv
and
the
billboards.
That's
wonderful!
That's
great!
There's
a
lot
of
peripheral
dollars
that
are
coming
from
that,
but
tell
me
a
little
bit
about
the
duties
of
the
council
staff
as
they
relate
to
the
registration
of
vendors.
Q
Thank
you
yes,
so
the
vendors
that
we
register
are
those
who
are
very
closely
connected
to
those
licensees,
so
platform
providers
or
geo-location
services
or
gaming
testing
labs
who
do
independent,
certifications.
Those
who
really
would
have
an
opportunity
to
be
involved
in
sort
of
the
meat
and
potatoes
of
the
operation
of
the
licensee,
and
we
are
doing
close
to
the
same
type
of
background
investigation
on
those
vendors
that
are
that
closely
connected
as
we
are
with
the
operators.
Now
they
do
not
pay
a
fee
and
they
also
by
statute.
Q
They
don't
pay
a
fee
and
they
also
do
not
receive
a
license.
They
are
registered
with
us
because
there's
not
a
licensing
mechanism
in
the
statute,
but
we
do
feel
like
it's
important
for
us
to
have
that
background
information
on
them,
because
they
can
influence
the
operators,
work
and
output
just
as
much
almost
sometimes
as
the
operators.
M
Q
We
have
received
several
disputes
to
the
council's
staff.
We
have
a
form
on
our
website
where
players
can
go
and
fill
out
complaints
about
the
operator
to
date.
We
have
been
able
to
resolve
those
by
working
with
the
operator
in
a
manner
that
was
satisfactory
to
both
the
operator
and
the
player,
so
it
was
never
appealed
to
the
council
for
resolution
by
rule.
It
goes
to
our
office
first
to
try
to
resolve
it.
So
nothing
has
been
appealed
to
the
council.
M
Q
I
think
really
the
volume
of
work
that
was
present
right
from
the
get-go.
There
were
several
operators
that
had
been
pending
for
a
while
in
2021
that
we
needed
to
get
we
needed
to
make
progress
on
by
staff.
The
statute
requires
licensure
within
90
days
of
a
completed
application,
so
that
was
our
number
one.
Priority
was
to
see
what
was
outstanding,
get
and
get
those
moving.
M
Q
So
after
the
transfer
over
from
the
lottery,
it
took
us
a
little
bit
to
get
the
accounting
function
set
up
and
to
make
sure
that
we
had
all
of
the
numbers
reconciled
from
the
lottery
and
from
the
operator's
viewpoint,
and
we
are
looking
now
at
the
the
calculations
submitted
by
the
operators
with
regard
to
all
of
their
wagering
data.
For
any
types
of
you
know,
perhaps
promotional
credits
or
other
deductions
to
make
sure
we're
comparing
everything
evenly
and
we
are.
Q
Q
That
is
a
great
question.
That's
actually
something
we're
looking
at
really
closely
to
see
what
the
appropriate
insurance
level
is,
because
you
know
from
a
player
protection
standpoint,
we
have
a
reserve
requirement
and
a
bond
requirement
so
that
any
player
funds,
whether
those
are
funds
that
are
on
deposit
or
funds
that
are
owed
as
winnings,
they
have
to
be
kept
available
in
a
reserve
and
that's
calculated
on
a
daily
basis,
and
they
can't
go
below
that.
So
to
me,
that's
the
big
insurance
issue
right
there.
Q
A
And
before
I
go
to
my
next
question
you
had
mentioned
in
your
remarks.
I
think
that
about
two
billion
dollars,
which
is
very
similar
to
the
amount
of
money
that
the
lottery
has
taken
in
the
past
year,
that's
how
much
has
come
through
the
sports
wagering,
but
the
lottery
is
a
different
animal.
As
we
all
know,
those
monies
go
direct
into
state
coffers.
How
much
money
has
actually
from
the
sports
wagering
to
date?
How
much
money
has
gone
into
the
state's
bank
account.
A
Thank
you
and
then
one
other
question
and
I'll
get
to
chairman
williams.
When
we
were
first
having
the
discussion
about
sports
wagering,
there
was
a
lot
of
discussion
about
geo-fencing
and
being
able
to
make
sure
that
folks,
geographically,
outside
our
state,
were
not
able
to
participate
in
tennessee
sports
wagering.
Can
you
speak
to
the
effectiveness
of
the
geo,
fencing,
that's
being
done?
What
sort
of
testing
is
being
done
to
make
sure
that
that's
working
as
we
want
it
to.
Q
And
if
you
know
our
statute
only
allows
you
to
have
one
account
with
an
operator,
and
so,
if
all
of
a
sudden
there
are,
you
know,
35
accounts
at
this
table
where
mary
beth
thomas
is
sitting
well,
that's
a
problem
for
a
bigger
reason,
but
let's
say
let's
say
otherwise:
yeah
they
they
can.
I
can
go
in
there
and
see
okay.
This
says
that
mary
beth
thomas
has
10
accounts
on
her
phone.
Q
G
G
Who
won
for
the
record
I
won,
but
the
yes.
I
also,
I
also
have
the
mic,
so
you
really
will
never
know,
but
I
I
appreciate
you
guys
coming
to
talk
to
me
about
the
recurring
revenues
as
it
relates
for
the
new
positions.
Obviously
we're
standing
up
a
new,
completely
thing,
complete,
completely
different
thing
here
in
tennessee
with
those
additional
positions.
G
If
you
look
at
the
3.7
million
dollars
recurring
you're
asking
for
for
those
positions,
I
think
there's
some
additional
money
for
operational
costs
and
those
positions
that
looks
to
be
like
a
pretty
high
per
job
number.
I
guess,
could
you
share
with
us
how
we
determine
what
that
cost
for
that
salary
is
going
to
be
and
the
expenses
associated
with
it
so
that
we
can
better
understand
because
it's
a
pretty
a
pretty
high
bar
as
it
relates
to
those
those
jobs.
Can
you
share
with
us
how
you
do
that?
Q
We
needed
to
hire
people
who
could
absolutely
get
in
and
start
and
hit
the
ground
running
and
be
regulating
as
of
january
1st,
and
that's
that's
what
we
did
with
the
positions
that
have
been
further
down
in
the
org
chart.
We
have
looked
to
what
other
state
government
salaries
provide
and
tried
to
stick
closer
to
that
range.
G
Q
G
Well,
for
the
record,
mr
boring,
we're
thankful
that
you're
here
today
and
director
gribble,
I
do
think
that
it
says
a
lot
about
your
abilities,
which
is
why
you're
there,
since,
when
your
previous
position,
you
never
got
a
no,
this
many
jobs
funded
recurringly
in
one
year.
So
I'm
sure
your
boss
is
thinking
wow.
How
did
she
do
that?
G
So
I'm
sure
he'll
call
and
ask,
but
thank
you
for
what
you're
doing
when
we
listen
to
what
the
original
fiscal
note,
what
we
thought
was
going
to
generate
for
the
state
versus
what's
happening
now,
it's
just
beyond
belief
really,
and
so
we
appreciate
the
hard
work
you're
doing
and
trying
to
stay
out
ahead
of
a
constantly
changing
enterprise.
Thanks.
A
Just
one
follow-up,
based
on
the
three-quarters
of
a
million
dollar
fee,
this
industry-
I
think
you
have
nine
now,
I'm
sorry
13
now,
one
pending
so
14
times,
750
on
a
recurring
basis.
If
we
don't
add
any
more,
but
is
this
industry
going
to
be,
I
have
many
vices.
This
doesn't
happen
to
be
one
of
them,
so
I'm
not
familiar
with
with
these
vendors
or
these
companies,
but
are
there
small
ones
that
might
be
eaten
alive
by
larger
ones?
Q
I
think
there
will
be
some
consolidation.
Yes,
but
you
know
the
industry
is
so
new
sports
betting
overall
online
sports
betting
overall
was
only
legal
in
the
states,
beginning
2018..
So
it's
really
difficult
to
look
at.
What's
happened
across
the
country
and
make
a
prediction
as
to
that,
but
I
think
there
will
probably
be
some
consolidation.
A
And
I
guess
one
additional
question
on
the
staffing
issue
to
chairman
williams:
point
the
number
the
budget
number
looks
large
compared
to
the
staffing
number
and
I
think
you've
explained
the
the
reasoning
behind
the
the
wage
level.
I
suppose,
but
when
we
compare
tennessee
with
other
states
that
maybe
have
been
up
and
running
since
2018
or
a
bit
longer
the
staffing
that
you're
proposing
these
19
positions,
20
total.
I
think
how
does
that?
A
Q
Well-
and
I
I
can
tell
you
ballpark
in
my
mind-
I've
had
these
discussions.
In
fact,
when
I
was
interviewing
for
this
job,
one
of
the
things
I
did
was
call
around
to
other
states
that
I'd
met
through
my
work
in
the
fantasy
sports
world
at
the
secretary
of
state's
office
and
asked
them
that
very
question
about
staffing
and
it's
difficult,
because
the
states
all
handle
it
in
different
manners.
Some
of
them
have
a
lottery
that
oversees
sports
betting.
Q
Some
of
them
have
a
gaming
commission
that
also
has
casino
oversight,
and
so
there
are
a
lot
of
positions
that
are
shared.
I
think
that
with
the
ones
wyoming
is
online
only
and
there's
one
maybe
virginia
is
online
only
and
I
I
believe
we
were
comparable
with
the
number
of
positions
between
15
and
20
of
what
they
had
allocated
to
their
regulatory
body
now
with
the
ones
you
know
like
illinois
keith,
you
can
tell
me
we
talked
to
somebody
in
illinois.
A
All
right,
thank
you
so
much
director
are
there
any
other
questions
seeing
none.
Thank
you.
We
look
forward
to
future
reports
and
I'm
hearing
about
the
additional
dollars
and
we
will
try
to
do
a
good
job
on
this
committee,
particularly
to
make
sure
that
we
use
those
dollars
well
in
tennessee
to
make
a
difference
for
tennessee,
and
so
thank
you
for
being
here
today
that
members
we
are
back
in
session
and
without
objection.