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OR NO, WE'RE AT MAY 28TH.WE'RE DELIGHTED TO HAVE HR PRESENT FIRST, AND THANK YOU TO MY COLLEAGUES, UM, COUNCIL MEMBER FRED FLICKINGER FOR BEING HERE AND STAFF FROM COUNCIL MEMBER ABBY CAYMANS, MARY NAFF, HUFFMAN'S, DISTRICT G UH, JOHN MOSS WITH JULIA MARIA RAMIREZ'S OFFICE.
STEVEN WITH COUNCIL MEMBER EVAN SHABAZZ'S, OFFICE FROM DISTRICT D.
AND I SEE VERONICA COMING IN FROM LETITIA PLUMMER'S OFFICE AT LARGE FOUR.
AND WE WILL GET STARTED WITH THE HUMAN RESOURCES FY 2025.
I'D LIKE TO WELCOME ONLINE AND COUNCIL MEMBER CARTER IS ONLINE.
HELLO, TWILA AND STAFF FROM DISTRICT J IS ALSO, UM, ONLINE AND WELCOME ALL, AND I AM HAPPY TO HAVE HUMAN RESOURCES DEPARTMENT DIRECTOR JANE CHEEKS AND ASSISTANT DIRECTOR, CHIEF FINANCIAL OFFICER, CARLA COLEMAN, TO PROVIDE THE FY 2025 BUDGETS.
THANK YOU CHAIR AND VICE CHAIR AND ALL THE COUNCIL MEMBERS FOR ALLOWING US TO PRESENT THIS AFTERNOON.
I ALSO WANTED TO BRING TO YOUR ATTENTION BEFORE I GET STARTED, THAT ON THE COVER, THOSE ARE ALL ACTUALLY HR PROFESSIONALS THAT ARE ON YOUR COVER PAGE.
AND ALSO, IF YOU WOULD ALLOW ME TO PLEASE INTRODUCE MY EXECUTIVE STAFF BEHIND ME IF THEY WOULD STAND.
I WANNA THANK THEM FOR THEIR SUPPORT AND THEIR UNWAVERING DEDICATION TO THE HR DEPARTMENT.
I HAVE A SPECIAL SHOUT OUT TO CARLA COLEMAN AND THE HR FINANCIAL AND ACCOUNTING MANAGEMENT TEAM, HR FAM, AS WE CALL THEM.
I WANNA THANK ALL OF YOU ALL FOR YOUR HARD WORK AND EVERYONE THAT HELPS OVER HERE, IF YOU ALL WILL STAND.
I ESPECIALLY WANT TO THANK EVERYONE IN THE HUMAN RESOURCES DEPARTMENT FOR ALL THE THINGS THAT THEY'VE DONE TO ENSURE OUR SUCCESS AND TO ASSIST IN THE COMPLETION OF OUR 2020 TO 2025 PEOPLE STRATEGY.
WE WILL CONTINUE WITH THE CADENCE OF THE PRESENTATION WITH THE TABLE OF CONTENTS.
THIS WAS A REMINDER LAST YEAR AS WE REIGNITED OURSELVES AS A MANAGEMENT TEAM, WE STARTED TO SEE THE WORKFORCE SHIFT.
WE BEGAN EVEN MORE CONCENTRATING ON A RETENTION PLAN AND RETAINING OUR EMPLOYEES.
WE MUST INVEST IN OUR EMPLOYEES.
WE MUST MOVE FORWARD WITH A FOCUS AND COMMITMENT TO ALL OUR EMPLOYEES THAT THEY FEEL INCLUDED, HAVE ACCESS TO MORE TRAINING AND CIVILITY WHILE AT WORK.
AS YOU CAN SEE, OUR STRATEGIC GUIDANCE ALIGNMENT HAS SEVERAL STRATEGIES.
WE WILL CONTINUE TO ENHANCE TALENT ACQUISITION.
WE WILL CULTIVATE, AND I THINK THIS IS VERY IMPORTANT, A CULTURE OF LEARNING WHERE EMPLOYEES, SUPERVISORS, MANAGERS, AND EXECUTIVE LEADERS HAVE A MINDSET, A SKILLSET, AND A TOOL SET TO POSITIVELY IMPACT THE ORGANIZATIONAL GOAL, INVOLVE AND EVOLVE.
OUR EMPLOYEE ENGAGEMENT HAS HAD A PROFOUND IMPACT.
EMPLOYEES, WE HEARD YOU AND WE HOPE TO SHOW YOU THAT AS WE BUILD UPON INFORMATION YOU'VE PROVIDED TO US, WE LOOK FORWARD TO SEEING THE RESULTS AT OUR NEXT ENGAGEMENT SURVEY.
OUR ZIP PROGRAM, ZERO IS POSSIBLE, IS IN FULL THROTTLE.
EMPLOYEES ARE PAYING ATTENTION TO THEIR SAFETY.
WE HAVE THE DATA TO PROVE THAT, AND THEY ARE ACTIVELY PARTICIPATING IN ALL TRAINING.
OUR WELLNESS PROGRAM CONTINUES TO BE ON THE CUTTING EDGE WITH CONCENTRATIONS.
NOW, NOT ONLY ON THE PHYSICAL, BUT ON OUR MENTAL HEALTH.
WITH THE SUPPORT OF THE ADMINISTRATION, WE ARE CONTINUING TO ENHANCE DIGITAL LITERACY.
WE ARE ALSO WORKING ON A COHORT OF LEARNING FROM BEGINNING TO ADVANCE IN ANALYTICS.
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TRAINING PROGRAM IS ON THE HORIZON.WE'RE UTILIZING OUR PARTNERSHIP WITH COLLEGES AND UNIVERSITIES TO ASSIST US WITH OUR SUPERVISORY EDUCATION.
ALL OF THESE PROGRAMS WILL HELP TO UPSKILL OUR WORKFORCE BY PROVIDING THE NECESSARY TRAINING AND EN AND ENHANCE CIVILITY AND DECREASE TENSION.
AS ALWAYS, I THANK EACH AND EVERY ONE OF YOU ALL FOR THE CONTINUED SUPPORT, AND I LOOK FORWARD TO SHARING OUR COLLABORATIVE 2025 TO 2030 HR PEOPLE STRATEGY.
I WILL NOW TURN THE PRESENTATION OVER TO MY CFO, CARLA COLEMAN.
THANK YOU, DIRECTOR CHEEKS, AND GOOD AFTERNOON, EVERYONE.
SO, ON THIS SLIDE YOU WILL SEE THE EXPENDITURES BY PROGRAM FOR HR.
WE HAVE SEVEN PROGRAMS, AND WE OPERATE OUT OF FIVE FUNDS.
WE HAVE A GENERAL FUND, TWO CHARGEBACK FUNDS, WHICH IS THE CENTRAL REVOLVING FUND AND WORKERS' COMPENSATION.
AND WE ALSO HAVE TWO INTERNAL SERVICES FUND LONG-TERM DISABILITY AND THE HEALTH BENEFIT FUND.
SO WE'RE PROPOSING A BUDGET FOR 25 OF $531 MILLION, WHICH IS 1% OVER THE 24 BUDGET.
THERE'S A FEW KEY DRIVERS THAT ARE CONTRIBUTING TO AN INCREASE.
UH, MAINLY YOU'LL SEE PERSONNEL COSTS RISING.
UH, WE ARE CONSOLIDATING HAS AND, UH, SOLID WASTE SAFETY FUNCTIONS WITH HR.
SO THAT IS, UH, PROVIDING A INCREASE.
WE'RE ALSO REDUCING THE VACANCY FACTOR IN THE HR CLIENT SERVICES, UH, PROGRAM TO MEET OUR STAFFING NEEDS IN ORDER TO BE ABLE TO SERVICE THE DEPARTMENTS WITH THEIR VACANCIES.
UM, WE ALSO HAVE BENEFIT INCREASES IN ADDITION TO THAT.
ON THE OTHER, UM, LINE ITEMS, WE HAVE INCREASES IN THE TALENT AND ORGANIZATIONAL DEVELOPMENT, UH, BUDGET BECAUSE WE ARE MOVING NEXT YEAR IN FY 25.
SO THERE'S GOING TO BE LEASE EXPENSES AND RELOCATION EXPENSES, UH, THAT ARE CONTRIBUTING TO THAT INCREASE.
THEN IN ADDITION TO THAT, WE HAVE CONTINGENT WORKFORCE UTILIZATION.
UM, SO WE INCREASED OUR BUDGET TO MEET THE DEMANDS OF THE CITY DEPARTMENTS, AND WE'RE ALSO PURCHASING FIVE VEHICLES FOR THE RISK MANAGEMENT PROGRAM.
AND THEN OFFSETTING THIS INCREASES, WE HAVE, AS YOU SEE IN THE CHART, A REDUCTION IN THE RISK MANAGEMENT PROGRAM FOR WORKERS' COMP CLAIM REDUCTION.
WHEN WE LOOK AT OUR PROPOSED BUDGET FROM 25 AND COMPARE IT TO THE 24 BUDGET, THERE'S ASSUMPTIONS IN THE 24 BUDGET RELATED TO COVID THAT ARE NOT MATERIALIZING AND THEREFORE NOT INCLUDED IN THE 25 BUDGET.
SO THAT'S WHAT THAT 5% REDUCTION MAINLY REPRESENTS.
AND THEN WE ALSO HAVE A REDUCTION IN THE SUMMER YOUTH PROGRAM.
THIS PROGRAM WAS, UH, PARTICIPANT OF THE 5% REDUCTION FOR THE GENERAL FUND DEFICIT.
AND, UH, IT ALSO WENT DOWN IN POSITION.
SO WE USED TO HAVE 509 POSITIONS.
SO THIS SLIDE IS THE REVENUE COMPARISON, UM, OF OUR PROGRAMS. SO I HAVE TO SAY THAT HR IS NOT A TRUE REVENUE GENERATING DEPARTMENT.
HR RECOVERS THEIR EXPENSES THROUGH COLLECTIONS, CHARGEBACKS AND COLLECTIONS OF PREMIUMS TO THE EMPLOYEES AND THE HEALTH BENEFIT PROGRAMS. BUT THIS CHART IS DIFFERENT THAN THE EXPENSES BECAUSE IT CAN COMPARES THE 25 PROPOSED BUDGET WITH THE 24 ESTIMATE.
AND WHEN WE DO THAT COMPARISON, THERE IS AN INCREASE OF 5% WHEN WE LOOK AT, THERE'S NO INCREASES, THERE'S NO REVENUE COLLECTION FOR THE GENERAL FUND.
BUT WHEN WE LOOK AT THE HR CLIENT SERVICES, THERE'S A 7% INCREASE, AND THE DRIVERS ARE PRETTY MUCH THE SAME AS WE'VE, WE SEE IN THE EXPENSES SIDE, UNIQUELY TO THIS BUDGET.
THIS YEAR, WE HAVE THE, UH, FIRE RANKING OFFICER EXAMS FOR CAPTAIN AND SENIOR CAPTAIN, AND, UH, WE ALSO HAVE PERSONNEL AND ADDITIONAL RECRUITING EXPENSES.
WE'RE ADDING MORE BUDGET TO SUPPORT JOBS, FAIR ADVERTISING OF POSITIONS TO MAKE SURE THAT WE HAVE, UM, THE RESOURCES AND THE FUNDING AVAILABLE FOR THAT IN CONTINGENT WORKFORCE.
THERE'S A SLIGHT REDUCTION IN THERE WHEN WE COMPARE TO THE ESTIMATE.
THE ESTIMATE IS HIGHER AT THE TIME THAT WE CREATED THE BUDGET.
UM, AS A WHOLE, THE FUND IS OKAY, BUT THERE IS, THERE HAS BEEN A SPIKE IN DEMAND IN THE CONTINGENT WORKFORCE FOR CERTAIN DEPARTMENTS.
SO, UM, FOR NEXT YEAR, I'M, I'M HOPING THAT WE CAN STAY WITH ALLOCATION, BUT THAT WAS NOT THE STORY FOR 24.
THEN WHEN WE SEE THE TALENT AND ORGANIZATIONAL DEVELOPMENT, WHICH IS A 32% INCREASE, THE MAJORITY OF THAT IS THAT LEASE EXPENSE THAT I WAS
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SAYING ABOUT RELOCATION.IN ADDITION TO SUPPORTING, UM, MORE ENGAGEMENT ACTIVITIES LIKE THE INVOLVE AND EVOLVE, THAT WAS REALLY A SUCCESS THIS YEAR.
SO WE PUT MORE FUNDS TO SUPPORT THAT.
AND THEN ON THE RISK MANAGEMENT, WHICH IS DIFFERENT THAN WHAT WE SAW.
SO HERE WE HAVE REVENUE COMPARISON.
SO WHEN WE COMPARE THE 25 BUDGET TO THE 24 ESTIMATE, AGAIN, THE 25 BUDGET, UH, THE 24 ESTIMATE INCLUDED COVID RELATED, YOU KNOW, CLAIM ASSUMPTIONS THAT ARE NOT MATERIALIZING EVEN TODAY IN 24.
SO THAT, THAT'S WHY THAT ESTIMATE IS LOW, AND IT'S NOT INCLUDED IN 25.
BUT IN 25 REVENUE, WE HAVE A COMPONENT, UH, FROM THE LEGAL DEPARTMENT, THE DEDICATED UNIT OF THE LEGAL DEPARTMENT TO WORKERS' COMP.
WE RECOVER THOSE EXPENSES THROUGH THIS REVENUE.
SO THERE'S A PORTION INCREASE IN THERE TOO.
BUT WE ALSO HAVE TO PUT, UM, NEW CLAIMS, ANTICIPATION FOR NEW CLAIMS. AND THE MATURITY FOR CATASTROPHIC, YOU KNOW, ARE, IT'S NOT NORMAL, BUT CATASTROPHIC CLAIMS. THAT'S WHERE THAT 10% INCREASE IS ALLOCATED TO.
THEN WHEN WE LOOK AT THE HEALTH BENEFIT, UH, ON THE EXPENSE SIZE, THERE'S ONLY 1% INCREASE FROM, UM, BUDGET TO BUDGET THE EXPENSES.
AND, UM, THE EXPENSES HAS A SLIGHT DECREASE.
BUT WHEN WE LOOK AT THE REVENUE, WHICH IS TIED TO THE ENROLLMENT, ENROLLMENT ACTUALLY HAS GONE DOWN IN ASSUMPTIONS.
SO WHEN WE COMPARE THE ESTIMATE TO THE 24 ESTIMATE TO THE 24 BUDGET, THERE'S A SLIGHT DECREASE IN THERE TO AN ENROLLMENT, UH, ABOUT A 3% DECREASE.
AND THEN WHEN WE COMPARE THE 25 PROPOSED BUDGET TO THE 24 ESTIMATE, WE INCREASED THAT ASSUMPTION SLIGHTLY.
AND, YOU KNOW, IN, IN BEING IN LINE WITH, UM, THE DEPARTMENTS THAT ARE STARTING TO HIRE MORE POSITIONS THAN WHAT THEY HAD AN FY 24 ESTIMATE, WHICH INCLUDES A LOT OF VACANCY SAVINGS FOR PRETTY MUCH EVERYBODY IN THE CITY.
SO THAT'S WHERE THAT 4% IS INCREASED LONG-TERM DISABILITY.
THAT 11,000 IS REALLY RELATED TO INTEREST INCOME.
WE HAVE A STRONG, UH, CASH BALANCE.
SO THAT'S WHERE THAT INCREASE, UM, IS RELATED TO.
PLEASE LET ME STOP FOR JUST A SECOND.
SO WE HAVE COUNCIL MEMBER ABBY CAYMAN JOINING US IN CHAMBER.
WE HAVE ONLINE COUNCIL MEMBER CAROLINE EVAN SHABAZ, COUNCIL MEMBER TIFFANY THOMAS, AND MAYOR PRO TEM MARTHA CASTEX TATUM AND STAFF FROM, UM, COUNCIL MEMBER TASHA JACKSON'S OFFICE DISTRICT B.
AND I JUST SEE WALKING INTO THE CHAMBER IS COUNCIL MEMBER WILLIE DAVIS.
SO, WELCOME ALL, AND PLEASE CONTINUE.
OH, AND ONE THING I FORGOT TO MENTION ON THE RISK MANAGEMENT THAT WE'LL, YOU'LL SEE AGAIN ON A FEW SLIDES LATER, IS THAT WE INCREASE THE PROGRAM FEE FROM 1231 TO 1641.
SO THOSE REVENUES COLLECTIONS ARE HIGHER.
SO IN THIS SLIDE, SUMMER YOUTH PROGRAM, UH, FUNDED OUT OF THE GENERAL FUND IS LESS THAN 1% OF HRS TOTAL BUDGET.
AND IT FUNDS 382 POSITIONS, 375 INTERNS AND SEVEN CAREER COACHES FOR A PERIOD OF EIGHT WEEKS BETWEEN THE AGES OF 16 TO 24.
SO THE FOCUS IS TO EXPOSE THIS YOUNG POPULATION TO, UH, THE GOVERNMENT WORKFORCE.
UM, THIS PROGRAM DECREASED ABOUT 75,000, AND IT DECREASED 125 POSITIONS, AND THE MEASURES THAT WE HAVE AROUND THIS PROGRAM ARE RELATED TO PARTICIPATION IN JOB READINESS.
THE HR CLIENT SERVICES IS FUNDED OUT OF CENTRAL SERVICE REVOLVING FUND.
THE BUDGET IS 26.3 MILLION, AND IT BUDGETS 182 POSITIONS.
UH, THE FOCUS OF THIS PROGRAM IS TO FACILITATE THE EMPLOYEE LIFE CYCLE.
SO FROM THE HIRING PROCESS ALL THE WAY TO THE SEPARATION, AND PER, EXCUSE ME, THE PERFORMANCE MEASURES THAT WE HAVE IMPLEMENTED FOR THIS PROGRAM FOCUSES AROUND THE HIRING PROCESS AND, UM, SEPARATION.
THE LIFE CYCLE, AND ONE PERFORMANCE MEASURES THAT WE WILL NOT BE TRACKING NEXT YEAR IS THE VETERANS.
AND IS THIS SELF-REPORTED? NEXT SLIDE, PLEASE.
CONTINGENT WORKFORCE IS ALSO FUNDED OUT OF THE CENTRAL SERVICES REVOLVING FUND.
UH, THE BUDGET IS FOR 21 MILLION, AND IT HAS TWO POSITIONS IN THIS PROGRAM THAT MANAGES THE WHOLE PROGRAM.
THE FUND FOCUSES ON PROVIDING, UH, TEMPORARY STAFFING FOR SPECIAL PROJECTS, DISASTER EVENTS, AND FOR SHORT TERM SPECIALIZED POSITIONS.
AND IT'S REALLY DRIVEN BY DEPARTMENT UTILIZATION.
AND AS YOU CAN SEE IN THIS SLIDE, THE DRIVERS
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OF THIS PROGRAMS ARE HEALTH DEPARTMENTS, SOLID WASTE, H-P-D-H-P-W, AND THEN, YOU KNOW, PRETTY MUCH EVERYBODY, UH, AT ONE POINT OR ANOTHER PARTICIPATES, BUT AT A SMALLER PERCENTAGE.AND THE PERFORMANCE MEASURES, UH, THAT WE HAVE IN PLACE ARE FOCUSED ON THE NUMBER OF CONTINGENT WORKFORCE AND THE ALLOCATION SPENDING.
AS THIS FUND HAS LIMITED FUNDS, UH, IT'S VERY RESTRICTED, SO WE WANNA MAKE SURE WE STAY WITHIN THAT BUDGET.
OTHERWISE, UH, YOU WILL SEE ME HERE AGAIN ASKING FOR MORE MONEY.
SO, UM, THEN WE HAVE NEXT SLIDE, PLEASE.
TALENT IN ORGANIZATIONAL DEVELOPMENT.
THIS IS THE LAST PROGRAM THAT IS FUNDED OUT OF THE CENTRAL SERVICE REVOLVING FUND, AND IT HAS A BUDGET OF $3.3 MILLION, AND IT FUNDS 19 POSITION.
AND, UM, LIKE DIRECTOR CHEEKS WAS SAYING IN HER OPENING REMARKS, THIS IS, UM, A PROGRAM THAT IS FOCUSING ON TRAINING SOLUTIONS AND ORGANIZATIONAL STRATEGIES, UH, EVOLVE AND EVOLVE, INVOLVE AND EVOLVE, EXCUSE ME, HAS BEEN A REALLY SUCCESS.
SO WE'RE LOOKING FORWARD TO, UM, REALLY SUPPORTING ADDITIONAL STRATEGIES AROUND THE EMPLOYEE ENGAGEMENT.
NOW, THE BUDGET HIGHLIGHTS, LIKE I MENTIONED, IS ADDING ADDITIONAL, UH, FUNDS FOR THESE TYPE OF STRATEGIES, LEARNING AND ORGANIZATIONAL DEVELOPMENT.
BUT THE, THE BIG DRIVER IS THE MOVE THAT WAS GONNA HAPPEN IN 25.
NOW, THE PERFORMANCE MEASURES ARE FOCUSED ON EMPLOYEE ENGAGEMENT, LEARNING, APPLICATION TRAINING HOURS, AND WE HAVE A NEW ONE, WHICH IS LIKELINESS TO RECOMMEND, UM, A TRAINING OR AN ORGANIZATIONAL, UH, DEVELOPMENT, UH, SESSION.
THE OTHER CHARGEBACK FUND THAT WE HAVE IS, UH, WORKERS' COMPENSATION FUND.
AND THIS ONE WE HAVE THE RISK MANAGEMENT PROGRAM.
WE'RE PROPOSING A BUDGET OF 41 MILLION, AND IT HAS A POSITION COUNT OF 70.
SO THE FOCUS OF THE RISK MANAGEMENT IS, UH, ELIMINATING WORKPLACE HAZARD AND LOSS CONTROL.
WE HAVE TWO SECTIONS THAT REALLY TAKE PRIDE IN WHAT THEY DO AND MAKING SURE THAT THE WORKFORCE, UH, HAS A, A WORKPLACE THAT IS SAFE, AND THAT AT THE SAME TIME THAT WE AVOID INJURIES, WE BRING THE EMPLOYEES BACK AS, AS HEALTHY AS POSSIBLE.
SO THE PERFORMANCE MEASURES ARE CENTERED AROUND RETURN TO WORK AND WORKPLACE SAFETY.
SO, AND THEN THE HIGHLIGHTS OF THE BUDGET FOR THIS PROGRAM IS REALLY CENTERED AROUND THE CONSOLIDATION OF THOSE CENT SAFETY FUNCTIONS FROM, UH, SOLID WASTE AND HAS, AND THEN ALSO, UM, INCREASE OF THE PROGRAM, UM, THE, THE PROGRAM ADMINISTRATIVE COST AND THE VEHICLE PURCHASE.
WE'RE PURCHASING FIVE VEHICLES THIS YEAR.
BENEFITS ADMINISTRATION IS A PROGRAM FUNDED OUT OF THE HEALTH BENEFIT FUND, AND IT IS PROPOSED AT 40 437 MILLION WITH, UH, 47 POSITIONS INCLUDED.
AND THE FOCUS OF THIS, UH, PROGRAM IS TO IMPROVE THE PHYSICAL AND MENTAL HEALTH AND EVERYTHING IN BETWEEN, YOU KNOW, UM, AS A EMPLOYEE AS A WHOLE.
SO THE BUDGET HIGHLIGHTS FOR THIS YEAR AND THE BENEFIT ADMINISTRATION IS INCREASES IN THE MEDICAL INSURANCE AND INCREASES IN SUPPLEMENTAL.
THERE WERE ENROLLMENT ASSUMPTIONS THAT WE INCREASED, UH, TO DO THE BUDGET THIS YEAR FOR BENEFIT ADMINISTRATION.
SO THE PERFORMANCE MEASURES ARE CENTERED AROUND PARTICIPATION AND TRAINING IN ORDER TO DRIVE, UH, THOSE STRATEGIES FORWARD.
THE LAST PROGRAM IS THE LONG-TERM DISABILITY PROGRAM THAT PRETTY MUCH IS STAYING FLAT AND IS FUNDED OUT OF THE LONG-TERM DISABILITY FUND.
AND IT HAS ZERO, UM, OVERHEAD POSITION COUNT, AND IT REALLY JUST BUDGETS FOR CLAIMS AND ACTUARY FEES.
UM, THEN THE HIGHLIGHTS IS THAT IT BUDGETS FOR 99 CLAIMANTS, WHICH DECREASED.
UH, LAST YEAR WE HAD 106 CLAIMANTS, SO OUR PERFORMANCE MEASURES ARE FOCUSED ON THE NUMBER OF CLAIMANTS, WHICH ARE IN TURN TIED TO CLAIM COST.
SO THE NEXT FEW SLIDES ARE GONNA CONCENTRATE ON, UH, PERSONNEL VERSUS OTHER EXPENSES.
I'LL START BY SAYING THAT HR PERSONNEL IS ABOUT 7% OF THE TOTAL BUDGET, THE COMBINED BUDGET, AND THE 93, THE REMAINING BALANCE IS 86% RELATING TO CLAIMS HEALTH BENEFIT OR WORKERS' COMP.
AND THE REMAINING 14% IS EVERYTHING ELSE.
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CONTRACTUAL, RESTRICTED ACCOUNTS, CONTINGENT WORKFORCE, UM, AND, UM, LEARNING AND, AND AND DEVELOPMENT COURSES AND TRAINING BUDGET.THE FIRST ONE THAT YOU SEE IS THE GENERAL FUND, WHICH IS LESS THAN 1% OF THE TOTAL BUDGET.
AND PERSONNEL COSTS REPRESENT 98% OF IT.
IT FUNDS 375 INTERNS AND SEVEN COACHES.
NOW, OTHER EXPENSES ARE BROKEN DOWN.
BASICALLY IS, IS A SMALL BUDGET, MISCELLANEOUS FACILITY RENTAL TO HOLD THE JOB READINESS.
UM, MISCELLANEOUS EXPENSES THAT INCLUDE ANYWHERE BET, YOU KNOW, FROM SUPPLIES TO, UH, SHIRTS AND THE MILEAGE FOR THE COACHES THAT HAVE TO TRAVEL FROM FACILITY TO FACILITY.
THEN WE HAVE THE CENTRAL REVOLVING FUND, WHICH IS BUDGET AT 51, UH, MILLION DOLLARS.
AND IT COVERS THREE PROGRAMS, THE CLIENT SERVICES PROGRAM, CONTINGENT WORKFORCE, AND, UM, OFFICE OF TALENT AND, UH, ORGANIZATIONAL DEVELOPMENT.
UM, OUR CLIENT SERVICES IS OUR OPERATIONS IS OUR BIGGEST BUDGET, BUT COMBINED THE PERSONNEL IS 44% OF THE TOTAL BUDGET.
AND THE REMAINDER IS OTHER EXPENSES.
AND AS YOU CAN SEE FROM THE CHART, CONTINGENT WORKFORCE IS AT THE TOP OF THOSE EXPENSES, YOU KNOW, TAKING 74% OF THAT OTHER EXPENSES BUDGET, AND THEN THE REST IS DIVIDED INTO, UM, EMPLOYEE MISCELLANEOUS.
THE TRAINING, THE GROWTH EQUIPMENT, UM, INNER FRONT CHARGES ARE 2.2, AND THEN THE REMAINING HAS TO DO WITH THE OTHER ITEMS THAT I MENTIONED BEFORE, THE, UH, CAPTAIN AND SENIOR CAPTAIN RANK AND EXAM, AND THE OTOD, UM, RELOCATION EXPENSES.
THEN OUR OTHER CHARGEBACK FUND IS THE WORKERS' COMPENSATION FUND.
THIS FUND REPRESENTS 8% OF A CHARGE, TOTAL BUDGET, 79% OF THE BUDGET IS PERSONNEL, AND 21, I'M SORRY, 21% IS PERSONNEL, AND 79% IS OTHER BUDGET.
SO AS YOU CAN SEE, UH, THE MAJORITY OF THE BUDGET IS RELATED TO CLAIMS AND TPA EXPENSES.
WHEN YOU LOOK AT THE CHART WITH THE NUMBERS, 30 MILLION, UH, YEAH, $30 MILLION.
THAT REPRESENTS 95% OF THE TOTAL OTHER BUDGET.
AND THEN THE REST HAS TO DO WITH THE INCREASES THE VEHICLE INTER FUND CHARGES.
BUT WE ALSO ALLOCATE FOR TPA AUDITS, ACTUARIAL STUDIES FOR OUR CLAIM EXPERIENCE AND OTHER ITEMS AS WELL.
THEN THE LAST TWO, UH, CHARTS HERE ARE THE INTERNAL SERVICES FUND.
THE HEALTH BENEFIT IS OUR LARGEST BUDGET, AND IT REPRESENTS 32% OF A CHART'S TOTAL BUDGET.
IT FUNDS 47 POSITION, BUT EVERYTHING ELSE THAT 99% IT HAS TO DO, UH, WITH MAINLY PLAN.
SO OUT OF THIS $431 MILLION, WHEN YOU LOOK AT THE NUMBERS, 426 OR 427 MILLION OF IT IS HEALTH BENEFIT PLAN.
THAT'S MEDICAL AND SUPPLEMENTAL, LIKE DENTAL, VISION, UH, DEPENDENT CARE, AND, YOU KNOW, ALL THE OTHERS, UM, INTER FUND EXPENSES TAKE A BIG CHUNK.
AND THEN, UH, THE OTHER ITEM THAT WE BUDGET FOR CONTRACTUAL INCREASES ACTUARIAL STUDIES AND TPA AUDITS AS WELL.
THIRD PARTY ADMINISTRATIVE AUDITS.
AND THE LAST FUND THAT WE HAVE IS THE LONG-TERM DISABILITY FUND.
ALL OF IT IS OTHER EXPENSES, AS YOU CAN SEE OF THE CHART.
87% OF THAT $1.2 MILLION IS RELATED TO CLAIM EXPENSES, AND THE REST IS TPAS AND ACTUARY FEES.
THERE'S NO MISCELLANEOUS CATEGORY IN THIS FUND.
SO, AS, UM, WE END THE PRESENTATION, YOU CAN SEE THAT HEALTH BENEFIT IS THE LARGEST, UH, EXPENSE AND THE LARGEST BUDGET THAT WE HAVE.
IT REPRESENTS 82% OF HRS TOTAL BUDGET, FOLLOWED BY, UH, CENTRAL REVOLVING FUND, WHICH IS 10% OF HRS TOTAL BUDGET IN WORKERS' COMPENSATION FUND, WHICH IS 8% GENERAL FUND.
AND LONG-TERM DISABILITY ARE LESS THAN 1% OF THE TOTAL BUDGET.
UM, SO I DIDN'T EVEN MAKE IT TO THE CHART.
AND THEN THE REVENUE IS, LIKE I SAID, WE'RE NOT A, A REVENUE GENERATING DEPARTMENT.
WE COLLECT OUR REVENUES, UH, FROM THE DEPARTMENTS THROUGH CHARGEBACKS AND EMPLOYEES FROM THEIR PREMIUM CONTRIBUTIONS.
AND, UH, AND IT HAS THE SAME BREAKOUT HEALTH BENEFIT IS 82% OF OUR REVENUES CENTRAL SERVICE REVOLVING FUND 10%, AND WORKERS' COMPENSATION 8%.
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AND THEN, UH, THE REVENUES THAT WE COLLECT FROM LTD AND, UH, IS STILL ONE LESS THAN 1% OF HRS TOTAL BUDGET.SO AS WE CONCLUDE, THE REVENUE HIGHLIGHTS, THE MAIN DRIVERS STILL APPLY, BUT WHEN WE LOOK AT IT AS, UM, A FUND, SO IN CENTRAL, UH, REVOLVING FUND, WE HAVE HR CLIENT SERVICES, UH, THE OTOD OFFICE AND CONTINGENT WORKFORCE.
SO THERE IS, UM, INCREASE IN UTILIZATION FOR CONTINGENT WORKFORCE, THE RELOCATION LEASE, THE CAPTAIN AND SENIOR CAPTAIN RANKING EXAM FOR, UM, HFD AND, UH, UH, CONTRACTUAL EXPENSES TOO.
IN THE WORKERS' COMPENSATION, WE HAVE, UH, INCREASES FOR HISTORICAL AND NEW CLAIMS. WE HAVE THAT PORTION OF THE LEGAL DEPARTMENT THAT IS INCLUDED IN OUR REVENUE.
AND THEN WE ALSO INCREASED OUR PROGRAM FREE FROM 1231 TO 1646.
AND ON THE HEALTH BENEFIT, THE INCREASES ARE FOR MEDICAL AND SUPPLEMENTAL INSURANCE.
WE CHANGE OUR ASSUMPTIONS TO INCREASE OUR ENROLLMENT COUNT FOR, UH, 25 WHEN WE COMPARE IT TO THE 24 ESTIMATE.
AND THE LONG-TERM DISABILITY IS ENTRANCE INCOME AND IS DUE TO HIGHER THAN EXPECTED CASH BALANCE.
WE HAVE A, UM, WE HAVE A GOOD BEGINNING BALANCE, AND THAT CONCLUDES OUR PRESENTATION.
I WILL GO NOW TO COUNCIL MEMBER QUESTIONS.
FIRST I SEE IN THE QUEUE IS COUNCIL MEMBER THOMAS ONLINE.
EVERYONE CAN HEAR ME? YES, YES, YES.
UM, WE'RE BACK TO THE GOOD OLD DAYS WHERE WE CAN BE HYBRID AND MULTITASK AND LISTEN ON THAT.
SO I, I APPRECIATE YOU MAKING, UH, THIS, UH, BUDGET WORKSHOP AVAILABLE ONLINE AS WELL.
UM, I SUPPORT THE HR DEPARTMENT, YOU KNOW, THAT.
AND I JUST WANNA, UM, SHOUT OUT MS. WELCH AND HER TEAM, UH, THE ROUTINE CHECK-INS WITH COUNCIL OFFICES, UM, JUST TO MAKE SURE THAT WE, UM, HAVE WHAT WE NEED IS, IS, UH, GREATLY APPRECIATED.
SO I WANTED TO ACKNOWLEDGE, UH, YOUR LEADERSHIP, YOUR TEAM MEMBERS LEADERSHIP, AND I GUESS WE'RE STORMING, UH, AROUND THAT.
I DO WANNA POINT TO, UH, THE SUMMER JOBS PROGRAM AND THE DECREASE, UM, OF THE 500 TO THE 3 24.
WE KNOW WE'VE WORKED, UM, IN TI I MEAN, TIRELESSLY OVER THE LAST FEW YEARS, THESE SUMMERS TO MAKE SURE THAT THESE KIDS HAVE PLACES TO GO IN TERMS OF CAREER READINESS.
AND I LIKE TO DEFINE, UH, WORK EMPLOYMENT AS PUBLIC SAFETY.
UM, AND AS WE, UH, GO INTO A SUMMER THAT WE KNOW IS GONNA PROBABLY BE 108 DEGREES, UH, LIMITED RESOURCES.
UM, WHAT'S THE ADMINISTRATION? AND I CONSIDER CITY DEPARTMENTS AND DIRECTORS, THE ADMINISTRATION.
WHAT, WHAT'S THE, WHAT'S THE PLAN TO COVER THE $75,000? I KNOW WE'VE WORKED WITH CORPORATIONS AND HAD PREVIOUS SPONSORS TO COVER THE GAP TO MAKE SURE WE HAVE CLOSE TO 15,000 YOUNG PEOPLE, UM, WITH SUMMER JOBS.
UM, IS THERE, UH, A CONVERSATION HAPPENING TO BRIDGE THAT I WOULD HATE TO, UM, LOSE THOSE POSITIONS AND NOT HAVE YOUNG PEOPLE OR WITH A PLACE TO GO AT THE CITY OR WITH ONE OF OUR CORPORATE OR NONPROFIT PARTNERS? WELL, WELL, FIRST OF ALL, COUNCIL MEMBER, THANK YOU AGAIN FOR YOUR SUPPORT.
UM, I WANNA TELL YOU THAT WE HAVE STARTED TO HAVE THOSE DISCUSSIONS.
UH, SO I WANNA ENSURE THAT, UM, THAT WAS SOMETHING THAT WAS, UH, THAT WAS HARD FOR US IN HUMAN RESOURCES, UH, BECAUSE WE REALIZED JUST LIKE YOU DO THAT OUR SUMMER YOUTH THAT IS OUR FUTURE LEADERS, IT'S IMPERATIVE THAT WE ARE ABLE TO PROVIDE THEM, UM, THE, TO SEE WHAT THE WORKFORCE REALLY LOOKS LIKE.
UM, I AM COMMITTED, AND SO IS MY TEAM TO CONTINUE TO WORK WITH THE ADMINISTRATION SO THAT WE CAN, UM, UH, FILL THAT VOID, UH, WITH THE, WITH THE ONES THAT WERE CUT.
HOLD ON JUST A MOMENT, DIRECTOR.
IT LOOKS LIKE WE'RE HAVING SOME ISSUES.
UM, COUNCIL MEMBER THOMAS, CAN YOU STILL HEAR? CAN YOU HEAR NOW? OKAY.
AND WE, WE ARE COMMITTED TO CONTINUE TO WORK WITH THE ADMINISTRATION TO FILL THAT GAP.
UM, IT WAS, IT WAS, IT WAS A SUDDEN THING AS, AS ALL OF THE BUDGETARY, UH, CUTS ARE FOR, FOR DIFFERENT REASONS.
BUT, UH, YOU HAVE THE COMMITMENT FROM THE HUMAN RESOURCES DEPARTMENT THAT WE WILL TRY OUR BEST TO GET AS MANY KIDS EMPLOYED DURING THE SUMMER AS WE POSSIBLY CAN.
I CAN PUT YOU BACK IN COUNCIL MEMBER THOMAS, IF YOU HAVE MORE QUESTIONS.
AND I JUST, UM, AND JUST, YEAH, JUST TO, THAT I WANTED, I WANNA SUPPORT THAT.
SO HOWEVER I CAN LEVERAGE, UM, RELATIONSHIPS TO COVER THAT $75,000 GAP, UM, ALLOW ME
[00:30:01]
TO BE A PARTNER WITH YOU IN THAT.I THINK IT'S CRITICALLY IMPORTANT AS WE ENTER THIS SUMMER, UM, THAT WE HAVE THIS AS A RESOURCE, WE CAN REDIRECT THOSE YOUTH.
AND, AND ALONG THOSE SAME LINES, HOW MANY JOBS, UM, ARE, ARE EXPECTED OUTSIDE OF THE CITY? I MEAN, DO, ARE, DO WE HAVE A KIND OF GOAL THAT WE'RE GOING TO, BESIDES WORKING FOR THE CITY IN OUR SUMMER JOBS PROGRAM WITH OUR PRIVATE PARTNERS, UH, PRESENTLY WHEN WE STARTED TO WORK ON JUST THE SUMMER HIRES, THE HUMAN RESOURCES DEPARTMENT IN TOTAL TRANSPARENCY WAS JUST FOCUSED ON THE HIRES THAT WERE HERE AT THE CITY.
AND THEN, UH, WE DID NOT ANTICIPATE UNTIL LATER THAT WE WOULD NOT HAVE THE FULL 500 THAT WE NORMALLY HAD.
UH, WE WILL AGAIN, CONTINUE TO PARTNER WITH, UM, THE ADMINISTRATION ON ADDING THE ADDITIONAL INDIVIDUALS THAT WERE, UH, IN OTHER COMPANIES, UH, AND THINGS LIKE THAT.
WE'LL CONTINUE TO WORK WITH THEM.
SO I, I, I WILL, I WILL CONTINUE TO DO THAT.
UM, YARI WITH, UM, COUNCIL MEMBER CAYMAN'S OFFICE.
THANK YOU SO MUCH FOR THIS PRESENTATION.
UM, I KNOW THE CO COUNCIL MEMBER HAS BEEN WORKING WITH YOUR DEPARTMENT AND YOU HAVE DONE SO MUCH FOR CITY EMPLOYEES.
UM, SO VERY APPRECIATIVE OF, UH, HRS WORK.
UM, WE ASKED THIS QUESTION PREVIOUSLY AT A HRS PRESENTATION, BUT I WANNA CHECK IN ON IT AGAIN.
UM, FIRST, DOES HEALTH COVERAGE INCLUDE THINGS LIKE IVF TREATMENT FOR THOSE WHO WOULD LIKE TO START OR GROW THEIR FAMILY? UM, SECOND, HAVE THERE BEEN ANY CHALLENGES WITH THE STATE'S ABORTION BAN WHERE CITY EMPLOYEES HAVE HAD SERIOUS PREGNANCY COMPLICATIONS AND HEALTH INSURANCE HAS NOT PROVIDE D AND C OR OTHER NECESSARY PROCEDURES TO PROTECT THE HEALTH OF THE MOTHER? THOSE TWO? YES.
SO, UM, FIRST OF ALL, THERE IS A PORTION OF IN VITRO THAT OUR CONTRACT DOES, UH, COVER, AND WE WILL MAKE SURE THAT YOU ACTUALLY GET THAT VERBIAGE.
UM, I DON'T HAVE IT RIGHT OFF THE TOP OF MY HEAD, BUT THERE IS A, A PORTION, UH, WE DO NOT COVER IT ALL, AND I HAVE TO SAY THAT, THAT THAT IS BECAUSE OF THE COST.
UM, AS FAR AS TO OUR KNOWLEDGE, UH, WE HAVE NOT BEEN NOTIFIED THAT ANYONE HAS HAD ANY PROBLEM WITHIN THE CITY OF HOUSTON.
UH, WOULD'VE WOULD'VE, WITH RESPECT TO THE NEW ABORTION BAN, WE HAVE NOT BEEN NOTIFIED.
UM, YOU'VE GOT 103 DAYS IN 24 TO FILL A VACANCY.
HOW MANY OF THOSE DAYS ARE DEVOTED TO ACTUALLY IDENTIFYING THE EMPLOYEE AND HOW MANY OF 'EM ARE DEVOTED TO ONBOARDING THE EMPLOYEE? SO, UH, COUNCIL MEMBER, UM, THERE'S, THERE'S ACTUALLY THREE PARTS TO THAT, IF YOU DON'T MIND ME SAYING.
SO, THE, THE RECRUIT RECRUITMENT OF THE EMPLOYEE IS ONE THING.
IT IS US GOING INTO THE SYSTEM ENSURING THAT WE HAVE, UH, CHOSEN THE, THE TOP TALENT TO REFER TO THE DEPARTMENTS.
UM, THE MIDDLE PART OF THAT IS THE ACTUAL INTERVIEW PROCESS THAT IS WITHIN THE DEPARTMENT, THEM ACTUALLY CHOOSING THE PERSON.
AND THEN THERE IS THE PROCESS OF THE PERSON.
NOW, UM, UNDER OUR NORMAL, UH, CIRCUMSTANCES, UM, WE WOULD NORMALLY TAKE ANYWHERE FROM 12 TO MAYBE 24 DAYS WITH RESPECT TO LOOKING THROUGH THE, UH, OUR ACTUAL APPLICANT TRACKING SYSTEM TO, UH, GET THE EMPLOYEE.
THEN AFTER IT'S BEEN REFERRED, IT NOW IS ON THE DESK OF THE HIRING MANAGER.
THEN WHEN THE HIRING MANAGER HAS MADE THEIR SELECTION, UH, I WANT TO TELL YOU, DEPENDING ON, UH, HOW LONG IT TAKES US TO GET THE BACKGROUND CHECK DONE, AND, UH, TO ENSURE THAT WE HAVE DONE THE APPROPRIATE JOB, UH, I'M SORRY, DRUG TESTING THAT COULD TAKE ANYWHERE, SIR, FROM SEVEN DAYS AS LONG AS, AGAIN, MAYBE ANOTHER 24 DAYS.
IT TRULY DEPENDS ON THE BACKGROUND CHECK AT THE END.
SO THE MOST OF THE TIME THAT IS ALLOTTED IS, IS WITHIN THE HIRING MANAGER'S HANDS.
SO WE HAVE THE TWO ENDS AND WE ARE WAITING FOR THE HIRING MANAGER TO MAKE THE SELECTION.
NOW, PLEASE KNOW THAT THIS IS NOT THE CASE IN WITH EVERY EMPLOYEE THAT WE HIRE.
IT'S THE CASE WITH SOME, BUT A HIRING MANAGER WHO IS READY TO
[00:35:01]
DO THE INTERVIEWS, GET EVERYTHING DONE, THAT COULD TAKE JUST A 30 DAY PERIOD.BUT THAT'S, THAT'S, THAT'S WHERE WE ARE TODAY AND WE ARE DOING OUR BEST.
WE'RE LOOKING AT, UM, CHANGING AND WE'RE, WE'RE RUNNING A PILOT RIGHT NOW WHERE WE'RE LOOKING AT ANYWHERE FROM A 45, UH, DAY, UH, PERIOD TO ACTUALLY BE, UM, TO HIRE SOMEONE ONBOARD THEM.
UH, BUT WHAT WE'VE DONE IS WE'VE ACTUALLY LIMITED THE TIME THAT WE ARE ALLOWING THE HIRING MANAGER TO DO THEIR INTERVIEWS.
SO IT'S A PILOT, I'LL LET YOU KNOW HOW IT GOES, BUT, UM, IT IS POSSIBLE TO, TO, TO MAKE THOSE DAYS LESS.
CAN I GET ONE QUESTION TO FOLLOW UP ON THAT? I ASSUME YOU HAVE AVERAGES FOR THOSE THREE BUCKETS? YES, SIR.
CAN, COULD YOU SEND THOSE TO ME? YES, SIR, WE CAN.
COUNCILMAN FLAKE, ANDER, THOSE WERE MY QUESTIONS TOO THAT I I DO LIKE THAT THE NUMBER'S GOING DOWN AND THAT YOUR TARGET'S GOING DOWN.
UM, I, I DIDN'T HEAR WHAT YOU SAID ABOUT ON THE BACKEND.
YOU SAID 12 TO 24 DAYS, SIFT THROUGH THE APPLICATIONS AND EVERYTHING, THEN IT GOES TO THE HIRING MANAGER, THEN SE ON THE BACKGROUND CHECK AND DRUG TESTING AND ALL THAT.
IT'S SEVEN TO HOW MANY DAYS IT COULD GO SEVEN TO 24.
THAT'S, AND THAT'S WITH THE BACKGROUND CHECK.
AND THAT IS, THAT IS EXTREME BECAUSE SOMETIMES IT'S, IT COULD BE AN OUT-OF-STATE BACKGROUND.
WE ACTUALLY, UH, HAVE A CONTRACTOR THAT'S DOING THE BACKGROUND CHECKS MM-HMM
SO, UM, THE, THE, THE EASY PART OF IT IS JUST, YOU KNOW, CHECKING YOUR DRIVER'S LICENSE AND DOING ALL THAT.
BUT WHEN WE HAVE TO LOOK AT THE CRIMINAL BACKGROUND, THAT IS WHAT TAKES MOST OF THE TIME.
AND I, YOU KNOW, I, YOU KNOW, ME COUNCIL MEMBER, I JUST WANNA BE TRANSPARENT.
AND THAT IS, THAT IS WHAT TAKES A WHILE.
'CAUSE YOU KNOW, THAT'S SOMETHING WE'VE BEEN, WE'VE BEEN TRYING TO GET, GET GOING AS, AS WE HIRE PEOPLE, PEOPLE CAN'T WAIT THAT LONG TO, TO GET HIRED.
SO YEAH, I THINK YOU'LL BE WHATEVER WE CAN DO, WHATEVER WE CAN DO AS A COUNCIL TO KIND OF HELP, YOU KNOW, WHATEVER KIND OF CONTRACTS YOU NEED OR WHATEVER TO KIND OF SHORTEN UP THAT PERIOD I, I'M ALL IN FOR.
AND, UM, UM, ANOTHER QUESTION I HAVE ON THE HEALTH BENEFITS SLIDE, UM, THE $436 MILLION, THE MOST OF WHICH IS ATTRIBUTED TO PLAN.
SO TELL ME WHAT ALL ENCOMPASSES PLAN THAT'S CLAIMS THAT'S THE CITY'S PORTION OF PEOPLE'S PREMIUMS. I MEAN, WHAT, WHAT ALL IS INVOLVED IN THE, WHEN YOU SAY PLAN? YES.
SO, SO WE HAVE CIGNA MEDICAL DENTAL, WE HAVE LIFE INSURANCE, HEALTH FLEXIBLE SPENDING, VISION DEPENDENT CARE.
SO THAT'S NOT THE CLAIMS, THAT'S, THAT'S OUR PAYMENT.
SO ALL OF THAT IS, IS WHAT WE, WHAT WE BUDGET FOR WITHIN THE CIGNA MEDICAL PLAN.
THEN YOU HAVE YOUR, YOUR CLAIMS AND YOU HAVE TWO PORTIONS.
YOU HAVE YOUR EXPENSES AND YOUR REVENUES.
THE REVENUES IS WHAT WE COLLECT FROM THE CITY DEPARTMENTS AND FROM OUR EMPLOYEES FOR THE MEDICAL PLAN, WHICH IS A CONTRIBUTION SHARED SUPPLEMENTAL, AND EVERYTHING ELSE IS EMPLOYEE FUNDED.
AND THEN ON THE EXPENSE SIDE, THEN WE HAVE THE CLAIM EXPERIENCE FOR THOSE.
YES, IT'S ALL BUNDLED IN THERE.
WHEN YOU SAY IT DEPENDS ON WHICH SIDE OF THE INCOME STATEMENT YOU'RE LOOKING AT, REVENUES OR EXPENSES.
WHERE, WHERE Y'ALL MOVING IN 2025? I DIDN'T KNOW YOU GUYS WERE MOVING THAT, THAT'S
SO, UM, WHAT HAS OCCURRED IS THAT, UH, AS YOU ARE AWARE ABOUT THE, AND I DON'T WANNA SAY ANYTHING WRONG ABOUT THE 45 EXPANSION, THE, THE SUBSTATION THAT IS LIKE IN THE MIDDLE OF THAT, UH, IS, IS GOING TO BE BOUGHT BY T.
UM, THEREFORE, AND, UH, THE HOUSTON POLICE DEPARTMENT HAS CHOSEN THE EB KATE CENTER AS A PLACE TO MOVE.
SO THEREFORE, UH, IT'S ALREADY THERE.
THEY'RE GONNA MAKE A FEW MODIFICATIONS, BUT THAT THEN MEANS THAT I HAVE TO FIND SOMEWHERE FOR OUR CITY EMPLOYEES TO DO THEIR LEARNING.
AND SO WE ARE NOW WORKING WITH THE GENERAL SERVICES DEPARTMENT TO ACTUALLY START LOOKING FOR A NEW LOCATION TO ACTUALLY, THAT IS STILL, UM, UM, CENTRALIZED FOR OUR EMPLOYEES TO COME IN AND DO THEIR TRAINING AND THEIR LEARNING, AND THEN ALSO SOMEWHERE, 'CAUSE WE REALLY DO NOT WANT THEM TO HAVE TO PAY FOR PARKING OR ANYTHING LIKE THAT.
SO IT IS, IT IS VERY, VERY, UH, UH, THAT'S GONNA BE ONE OF THE THINGS THAT WE ARE VERY, VERY COGNIZANT OF BECAUSE WE WANNA MAKE SURE THAT WE ARE NOT ADDING AN EXPENSE TO THEM.
IT'S SOMETHING THAT, THAT HAPPENS.
UH, AS I TALKED TO DIRECTOR MESSIAH, HE HAS MADE IT CLEAR THAT THIS IS LIKE, UH, ANOTHER TWO YEARS, BUT YOU KNOW, YOU HAVE TO START EARLY.
SO, UH, WE WANNA MAKE SURE THAT WE'RE OUT OF THE WAY, UH, WHEN, UH, THE HOUSTON POLICE DEPARTMENT DECIDES THAT THEY WANT TO MOVE.
SO THAT IS WHY WE INCREASE OUR BUDGET.
H HOW MANY PEOPLE DO YOU HAVE AT EBK WORKING THERE? 19.
UM, BUT IT'S USED A LOT BY ALL THE CITY.
I, I ASK THIS AND I'LL PUT IT IN WRITING.
I ASK THIS EVERY YEAR, BUT IF YOU KNOW IT
[00:40:01]
OFF THE, UM, TOP OF YOUR HEAD, WHAT, WHAT'S KIND OF THE ALL IN COST OF A CITY EMPLOYEE, MUNICIPAL, AND ALL IN AS A, UM, FOR A CLASSIFIED, I STARTED PREPARING IT FOR YOU.THAT'S ALWAYS AN INTERESTING NUMBER TO KNOW.
UM, JOHN MOSS WITH COUNCIL MEMBER RAMIREZ'S OFFICE.
UM, JUST A COUPLE QUICK QUESTIONS TO FOLLOW UP ON THE SUMMARY YOUTH PROGRAM.
THE GENERAL FUND, THE 1.4 MILLION THAT IS TO PAY FOR THE WAGES FOR THE, THE PROGRAM.
AND IN YEARS PAST, DIDN'T, WEREN'T Y'ALL WORKING WITH THE PRIVATE SECTOR TO COME UP WITH GRANTS? AND I, I HEARD YOU TOUCH UPON Y'ALL BECAUSE I KNOW Y'ALL USED TO PLACE OR WORK WITH LARGER COMPANIES HERE IN TOWN TO PLACE YOUTH, IS IT ACTUALLY WAS TWO DIFFERENT PROGRAMS. SO WE WORKED IN, IN TANDEM WITH, UM, WITH THE, THE PREVIOUS, WITH THE DIRECTOR OF EDUCATION WITH RESPECT TO, THEY WERE DOING ONE PART OF IT WITH JUST PRIVATE SECTOR AND THE CITY OF HOUSTON'S HR DEPARTMENT WAS DOING THE CITY OF HOUSTON'S DEPARTMENTS.
SO IT'S, IT'S TWO TOTALLY DIFFERENT PROGRAMS. SO AS WE, UM, AGAIN, WE WERE NOT EXPECTING, UM, TO, TO HAVE THAT PARTICULAR BUDGET CUT.
BUT AS, AS I'VE COMMITTED TO, WE WILL, WE WILL WORK WITH THE ADMINISTRATION TO SEE WHAT WE CAN DO WITH RESPECT TO HAVING SOME OF THOSE YOUTHS ACTUALLY STILL WORK WITH OTHER ORGANIZATIONS.
SO Y'ALL ARE STILL PURSUING, UH, PLACING YOUTH IN PRIVATE SECTOR JOBS.
IS THAT CORRECT? SO, I, I DON'T WANNA SAY THAT WE ARE PURSUING, I, I, I SAID
SO I WANNA SAY I'M COMMITTED TO GETTING WITH THE ADMINISTRATION TO TALK ABOUT THE PRIVATE SECTOR EMPLOYEES.
AND NEXT QUESTION, UM, ON SLIDE 10, REGARDING THE VEHICLES FOR, UM, UH, SIGNIFICANT BUDGET ITEMS ON RISK MANAGEMENT.
SO WHAT ARE THE VEHICLES GONNA BE USED FOR? OH, GO AHEAD.
THOSE ARE OUR VEHICLES FOR THE SAFETY TEAM.
SO WE ACTUALLY, THE, THE, WE HAVE ALL OF THE SAFETY FOR THE CITY OF HOUSTON.
SO THE VEHICLES ARE, UH, QUITE OLD AND OUTDATED.
AND I'M NOT SAYING THAT'S, THAT'S JUST LIKE A LOT OF THE VEHICLES IN THE CITY OF HOUSTON.
EVERYONE, UM, I, YOU KNOW, IS WORKING TO, TO REPLACE VEHICLES.
AND, AND THAT'S WHAT THOSE ARE, THOSE ARE OUR SAFETY VEHICLES.
THE ONE THAT WE GO OUT INTO THE FIELD GOING TO THE DIFFERENT DEPARTMENTS.
SHE'S, I'M STILL CONFUSED WITH SAFETY.
SO, SO WE, OUR RISK MANAGEMENT PROGRAM HAS TWO DIVISIONS.
THE SAFETY, SO THE SAFETY, THE SAFETY, UM, EMPLOYEES GO AND AROUND ALL THESE CITY DEPARTMENTS, AND WE HAVE THEM DEPLOYED IN ALL DIFFERENT DEPARTMENTS.
SO THESE VEHICLES ARE FOR THEM TO BE ABLE TO GO FROM ONE LOCATION TO ANOTHER LOCATION, OR READILY ANSWER ANY DISASTER.
LIKE THESE PAST ONE THAT WE HAD, WE HAD, UH, FOUR EMPLOYEES THAT WERE ON THE READY TO, UM, GO TO ANY LOCATIONS THAT ARE NEEDED TO, UH, AFFECT ANY DISASTER, UM, RELIEF.
SO THESE ARE NOT TAKE HOME VEHICLES, THESE ARE THE VEHICLES THAT ARE THAT ASSIGNED SPECIFICALLY TO HR SAFETY TEAM.
ON SLIDE 10, YOUR MEASUREMENTS, DO YOU NOT MEASURE INCIDENTS? IS THAT RISK STILL RISK MANAGE? YEAH.
YEAH, SO WE, WE DO TRACK THE INCIDENTS.
SO, AND WE DO HAVE, UM, WE DO HAVE INTERNAL METRICS TO MAKE SURE THAT OUR PROGRAMS ARE, UM, IN PLACE TO CURTAIL THOSE INCIDENTS, BUT A LOT OF THEM ARE TIED TO COST.
SO WE, YOU KNOW, THE ZIP, I'M SORRY, TIED TO WHAT TO COST, RIGHT? ALL OF OUR INCIDENTS ARE TIED TO COST, BUT OUR ZIP PROGRAM, WHICH IS IN ADDITION TO WHAT WE HAVE HERE, RIGHT.
SO THAT COVERS ALSO MAKING SURE THAT WE HAVE THE TRAINING ENVIRONMENT TO DECREASE THE INCIDENTS.
IF THAT, WHAT'S WHAT YOU'RE SAYING, IF THAT'S WHAT YOU'RE ASKING.
IF YOUR TRAINING IS FOCUSED ON REDUCING INCIDENTS, SHOULDN'T MEASUREMENT BE INCIDENTS? WELL, I MEAN, THAT WOULD TELL YOU WHETHER OR NOT YOUR TRAINING'S ANY GOOD POSSIBLY MM-HMM
I, I MEAN, JUST TO SAY THAT, HEY, I'VE TRAINED PEOPLE, IF YOUR INCIDENTS GO UP, WHAT DIFFERENCE DOES THAT MAKE? WELL, OUR INCIDENTS ARE, ARE ACTUALLY COMING DOWN AND WE CAN'T PROVIDE THAT.
ALL I'M SAYING IS THAT IT OUGHT TO BE A PERFORMANCE MEASUREMENT.
I MEAN, ULTIMATELY THAT IS THE GOAL IS TO REDUCE INCIDENTS.
THE INCIDENTS ARE TIED TO THE MONEY.
SO, I MEAN, I, I DON'T UNDERSTAND HOW THAT CAN NOT BE ONE OF THE PERFORMANCE MEASURES.
[00:45:01]
AND WE, AND WE DO, AND I GUESS WE WANTED TO SHOWCASE OTHER THINGS THAT WE WERE DOING IN THE DEPARTMENT FOR IT, BUT WE CAN PROVIDE YOU, UM, YOU KNOW, THE, THE PAST FIVE YEARS, HOW THE INCIDENTS HAS GONE DOWN.AND MAYBE, YOU KNOW, IT'S BEEN PART OF OUR EVERY DAY TO, TO BE IN THAT CULTURE OF SAFETY THAT WE, WE TRACK IT INTERNALLY, BUT IT, IT IS DEFINITELY SOMETHING WORTH TO SHOWCASE, NO DOUBT.
I I MEAN IT JUST SEEMS TO ME YOU OUGHT TO ADD 'EM AS A PERFORMANCE MEASURE AND, AND IF THEY'RE GOING DOWN, THAT IS A GREAT STORY TO TELL.
UM, AND, AND YOU'RE RIGHT, THEY'RE TIED TO THE DOLLARS.
I MEAN, I USED TO BE RESPONSIBLE FOR RISK MANAGEMENT IN MY DIVISION, AND WE WERE ALWAYS TOLD THAT FREQUENCY DRIVES SEVERITY.
AND YOU GOTTA GET THE NUMBER OF INCIDENTS DOWN IN ORDER TO GET THE DOLLARS DOWN.
UM, ONE OTHER THING, AND I DON'T KNOW IF WE'LL HAVE ENOUGH OR I HAVE ENOUGH TIME, KEEP GOING, KEEP GOING.
WE'VE HEARD MULTIPLE CONVERSATIONS, NOT JUST DURING THE BUDGETING, BUT YOU KNOW, THROUGHOUT THE FIVE MONTHS I'VE BEEN HERE THAT WE'RE HAVING DIFFICULTY COMPETING WITH THE PRIVATE SECTOR FROM A COMPENSATION STANDPOINT.
DO Y'ALL BELIEVE THOSE RESPONSES ARE, ARE FAIRLY ACCURATE? OR, OR IS SOMEBODY JUST USING THAT AS A CRUTCH OR SO TO ANSWER THAT QUESTION, UM, THE CITY'S COMPENSATION IS DEFINITELY NOT, UM, LIKE THE PRIVATE SECTOR.
UH, AND WHEN WE COMPARE OURSELVES, WE ACTUALLY COMPARE OURSELVES TO OTHER GOVERNMENTAL ENTITIES.
SO, SO, SO WITH RESPECT TO THE PRIVATE SECTOR, THAT STATEMENT IS CORRECT.
SO SOMEBODY COMING IN AND SAYING, HEY, I'M HAVING PROBLEMS KEEPING MY PEOPLE, THEY'RE GOING TO THE PRIVATE SECTOR 'CAUSE THEY'RE PAYING MORE MONEY.
WE WERE IN HERE LAST WEEK AND THEY TALKED ABOUT EXIT COST AND I ASKED SOME QUESTIONS ABOUT THAT, DID NOT HAVE ANY IDEA THAT THAT'S THE WAY IT WORKED.
GOT SOME POLICY, YOU KNOW, BACK FROM HR ON VACATION AND HOLIDAYS AND ALL THAT KIND OF STUFF.
UH, I TOOK THAT, I WENT TO THE FEDERAL GOVERNMENT'S BLS WEBSITE, BUREAU OF LABOR AND STANDARDS.
AND I COMPARED US FROM A VACATION STANDPOINT, SICK DAYS, UH, THE ABILITY TO, UH, ROLL THOSE SICK DAYS AND VACATION DAYS OVER.
AND, UH, FOR EXAMPLE, THE HOLIDAYS, WE GIVE 11 PAID HOLIDAYS.
WE ALSO HAVE A PERSONAL DAY THAT WE GIVE OFF.
AND WE ALSO GIVE A HEALTH WELLNESS DAY THAT WE GIVE OFF.
THE PRIVATE SECTOR AVERAGE IS 7.8.
WE'RE ALMOST DOUBLE THE PRIVATE SECTOR, UM, VACATION.
AND, AND I'M SORRY I DIDN'T BRING IT WITH ME 'CAUSE I WASN'T PLANNING ON TALKING ABOUT THAT TODAY.
VACATION, I THINK WE WERE 23 OR 24% HIGHER THAN THE AVERAGE OF THE PRIVATE SECTOR.
AND THEN IN FIVE YEARS, 10 YEARS, 15 YEARS, THAT PERCENTAGE INCREASED.
IN FACT, I THINK AT 15 YEARS WE WERE LIKE 50% HIGHER THAN THE PRIVATE SECTOR.
I MEAN, IT WAS A HUGE DIFFERENCE.
UM, OUR FAMILY LEAVE AND PRENATAL, UH, WE'RE PROBABLY IN THE TOP 1% COMPARED TO THE PRIVATE SECTOR.
UH, I MEAN, IF YOU WORK FOR THE CITY FOR SIX MONTHS, YOU CAN GET THREE MONTHS OFF FOR PRENATAL AND FAMILY LEAVE.
AND MY CONCERN IS THAT WE'RE SPENDING A LOT OF MONEY ON, LET'S JUST CALL 'EM BENEFITS FOR BETTER LACK OR LACK OF A BETTER WORD.
I'M NOT SURE OF THE EMPLOYEES THAT WE CAN'T RETAIN AND WE CAN'T RECRUIT.
SEE THAT, I THINK MAYBE WE'RE PUTTING MORE EMPHASIS ON THAT THAN WHAT THEY DO.
AND THERE'S A DISCONNECT THERE.
BUT IF YOU, IF YOU WILL ALLOW ME JUST SO WHEN WE LOOK AT COMPENSATION, WE LOOK AT TOTAL COMPENSATION AND YOU AND YOU ARE CORRECT.
UM, WHEN YOU ARE TALKING ABOUT THE PRIVATE SECTOR AGAIN AND NOT GOVERNMENT, YOU'RE SEEING IT TOTALLY DIFFERENT.
WHAT I WANNA SAY IS THAT WHEREAS WE ARE NOT NECESSARILY IN LINE WITH THE PUBLIC SECTOR, BUT OUR TOTAL COMPENSATION IS OUR TOTAL COMPENSATION TO INCLUDE OUR BENEFITS AND OUR VACATIONS AND THOSE TYPE THINGS.
'CAUSE WHAT YOU'RE SAYING IS YOU WANNA SHIFT.
WELL, WHAT I'M SAYING IS I COMPLETELY AGREE WITH YOU.
BUT I THINK THE PROBLEM IS THE PROSPECTIVE EMPLOYEES AND THE SIGNIFICANT NUMBER OF THE EXISTING EMPLOYEES DON'T SEE THAT.
THEY SEE, WELL, I CAN'T SPEND MY BENEFITS, I CAN'T SPEND THAT DAY OFF.
[00:50:01]
GROCERIES FOR THAT EXTRA DAY OFF.I CAN'T PAY MY RENT FOR THAT EXTRA DAY OFF.
AND I THINK WE REALLY NEED TO LOOK AT SHIFTING, NOT REDUCING, BUT SHIFTING WHAT WE'RE PAYING OR HOW WE PAY IT.
MAYBE REDUCE SOME OF THE BENEFIT SIDE AND GO OVER TO THEIR SALARY THAT THEY GET EVERY TWO WEEKS IN THEIR CHECK.
THANK YOU, UH, ARI WITH COUNCIL MEMBER CAYMAN'S OFFICE.
UM, I DO WANNA GO AHEAD AND FOLLOW UP ON THE SUMMER JOBS.
UM, I WAS ACTUALLY PART OF IT FOR WELL TWICE AND IT OPENED MANY DOORS FOR ME.
UM, I DID WANNA KNOW HOW MANY, UM, SPOTS DID WE HAVE PREVIOUSLY COMPARED TO NOW? UH, FOR THE, FOR THE SUMMER PROGRAM FOR THE CITY, WE HAVE ALWAYS HAD 500.
THIS HAS BEEN THE FIRST TIME WE'VE ACTUALLY HAD A REDUCTION IN THAT NUMBER.
AND, UM, DID WE TURN ANY STUDENTS AWAY DUE TO THE BUDGET? HOW MANY APPLIED VERSUS HOW MANY COULD WE ACCEPT? UH, I I CAN, I, I BELIEVE THAT I CAN SPEAK THAT WE HAVE NOT TURNED ANYONE AWAY THAT HAS APPLIED FOR, UH, A SUMMER JOB.
AND SO WE HAVE NOT TURNED ANYONE AWAY.
AND I'LL BE GLAD TO PROVIDE YOU AND THE COUNCIL MEMBER WITH THOSE, UH, WITH THAT DATA.
THANK YOU FOR YOUR PRESENTATION.
A COUPLE OF QUESTIONS ON THE SIDE OF THE BENEFITS AND, AND, YOU KNOW, SALARY.
HOW MUCH OF THAT IS NEGOTIATED BY WAY OF THE UNIONS? DO THEY, YOU KNOW, I KNOW THE QUESTIONS CAME UP ABOUT THE NUMBER OF DAYS OF BENEFITS THAT'S OFFERED IN COMPARISON TO CORPORATE.
SO WE DO KNOW THAT MANY OF THE EMPLOYEES ARE, THEY HAVE A UNION.
SO HOW MUCH OF THAT COMPLETION OF THE WHOLE PROGRAM, SALARY PLUS BENEFITS DID YOU HAVE TO NEGOTIATE WITH IN REGARDS TO THE UNIONS OR THAT'S BY WEALTH ADMINISTRATION AND YOU, FROM WHAT I KNOW, IT, IT'S ACTUALLY, IT'S ACTUALLY BOTH WITH RESPECT TO THE COMPENSATION, THE COMPENSATION IS NEGOTIATED AND PRESENTLY WE ARE IN NEGOTIATION, UM, WITH THE UNION.
AND THAT IS A NEGOTIABLE, UH, THAT IS NEGOTIATED.
UH, WITH RESPECT TO THE BENEFITS.
THE BENEFITS, LIKE MOST BENEFITS FOR ANY GOVERNMENTAL ENTITY.
UH, WE CREATE A SCOPE BASED ON WHAT THE NEEDS ARE FOR, UH, THE CITY OF HOUSTON EMPLOYEES THAT IS BID OUT THROUGH A PROCUREMENT PROCESS.
AND THAT IS HOW WE SECURE OUR BENEFITS.
SO THAT IS NOT A PART OF, UH, THE NEGOTIATION.
AND, AND, AND, AND VERY GOOD QUESTION.
AND, AND IN REGARDS TO THAT, UM, THEY GENERALLY GOING TO COMPARE THAT TO WHEN THEY'RE DISCUSSING THOSE BENEFITS IN PARTICULAR ON SALARY, THEY ARE GOING TO SOMETIMES I'M SURE THE UNION IS GOING TO NEGOTIATE THAT THROUGH BASED UPON WHAT THE CORPORATE, YOU KNOW, WHAT THE PUBLIC SALARY IS VERSUS THE GOVERNMENTAL SIDE.
YOU KNOW, YOU'RE NOT COMPARING IT WHEN YOU GET THE NEGOTIATION.
IT'S GENERALLY GONNA BE LIKE, WHAT IS COST OF LIVING BASED UPON, YOU KNOW, PEOPLE THAT, DO THEY FIELD OF WORK ON A PUBLIC CORPORATE NUMBER? IS THAT GENERALLY WHAT YOU'VE EXPERIENCED? UH, YES SIR.
SINCE I'VE BEEN WITH THE CITY, WE ARE, WE ARE ALWAYS GOING TO BE COMPARED EXACTLY.
UH, TO, TO THE, TO THE PRIVATE SECTOR.
THAT IS JUST, THAT IS JUST HUMAN NATURE.
UM, BUT AT, BUT AT THE END OF THE DAY, WE HAVE A BUDGET THAT WE ACTUALLY HAVE TO STAY WITHIN MM-HMM
AND WE DO OUR BEST TO, TO GIVE TO OUR CITY OF HOUSTON EMPLOYEES WHAT IS WELL WITHIN THAT BUDGET.
I MEAN, I DO APPRECIATE THAT QUESTION BECAUSE A LOT OF THE EMPLOYEES, UM, TALK ABOUT THEIR DIFFERENT, UM, UM, ACROSS THE BOARD INCREASES AND THOSE TYPE THINGS, AND THOSE ARE PURELY NEGOTIATED, UM, THROUGH THE UNION.
UM, OTHER THINGS WITHIN THE DEPARTMENT, THEY STILL RELY ON THE DOLLARS THAT ARE BUDGETED FOR THE DEPARTMENT AND THAT, AND THAT'S, THAT IS JUST, UH, LIFE AS IT IS TODAY.
UM, BUT I JUST WANNA MAKE SURE I I, I BRING OUT THAT POINT.
TO FOLLOW UP ON, ON SOME THAT, SOME THAT COUNCIL MEMBER FLICK AND JORDAN, COUNCIL MEMBER DAVIS WERE TALKING ABOUT THAT UNDERSTOOD THAT THE HEALTH BENEFITS ARE NOT NEGOTIATED WITH THE UNIONS.
[00:55:01]
THAT'S STANDARD ACROSS THE CITY FOR ALL THREE EMPLOYMENT STUFF.BUT WHAT ABOUT TERMINATION PAY, SICK LEAVE, THOSE ARE ALSO THINGS THAT ARE KIND OF, THOSE ARE CITYWIDE POLICIES OUTSIDE OF THE UNION CONTRACTS OR IS TERMINATION PAY AND, AND, UM, ROLLOVER POLICIES FOR VACATION AND, UH, NUMBER OF SIX DAYS IS THAT STANDARD ACROSS THE CITY EMPLOYEES? HOW, HOW ARE THOSE, ARE THOSE POLICIES NEGOTIATED WITH ANY UNION CONTRACT OR OUTSIDE OF A UNION CONTRACT? WELL, WELL OUTSIDE, A LOT OF THOSE ARE GOVERNED BY THE ORDINANCE.
THAT'S ARE BOB DONE BY ORDINANCE, RIGHT? YES, THEY'RE DONE BY ORDINANCE.
SO THAT'S NOT, THAT'S NOT SOMETHING THE ONLY THING NEGOTIATED.
UM, AND WE KNOW A LOT OF THINGS ARE NEGOTIATED IN THE, IN THE UNION CONTRACTS, BUT PRIMARILY SALARY RELATED ITEMS. YES.
ALL OF THE THINGS COUNCIL MEMBER FLICKINGER WAS DISCUSSING ARE ALL, UM, ORDINANCE.
UM, ARI, DO YOU HAVE ANOTHER ONE? YES.
WELL THAT IS ALL I SEE FROM, WE DO HAVE A PUBLIC SPEAKER, BUT THAT THANK YOU VERY MUCH, DIRECTOR MS. COLEMAN.
WE'RE VERY GRATEFUL FOR ALL THE WORK AND FOR ALL OF YOU AT HR.
THANK YOU FOR EVERYTHING YOU DO.
UM, AND I WILL CALL UP OUR FIRST PUBLIC SPEAKER.
HE WAS VIRTUAL ARMANDO POLANCO.
THANK YOU SO MUCH FOR THIS, UH, FOR ALL THE MEMBERS.
UH, AND I'D LIKE TO SPEAK TO YOU, I, WHAT I DON'T KNOW IS IF YOU HAVE SLIDES, IF YOU HAVE ANY INFORMATION BEFORE YOU, OTHERWISE I'LL JUST, UH, GO AT IT REALLY QUICK.
DO YOU HAVE ANY SLIDES FROM APOLLO VANGUARD? OH, I'M SORRY.
WE DO NOT THAT THE SLIDES FOR YOUR PUBLIC COMMENT.
UM, WHEN YOU LOOK AT HEALTH INSURANCE, AND I KNOW WE'RE TALKING ABOUT THE EMPLOYEE BENEFITS, UM, MOST OF THE DOLLARS THAT THE, UH, THAT GOES INTO YOUR PLANS ARE ACTUALLY GONNA BE FROM DOCTORS, HOSPITALS, AND PHARMACEUTICALS.
OF THE THREE, THE MOST, THE ONE THAT TAKES UP MOST OF THOSE DOLLARS IS ACTUALLY PHARMACEUTICALS.
AND THAT'S BEEN POSTED FROM NA, NATIONAL PUBLICATION.
UH, WHEN YOU, WHEN YOU LOOK AT THE, THE PHARMACEUTICAL END OF IT, UM, A GOOD CHUNK OF THAT IS ACTUALLY GOING TO, SPECIALTY MEDS WAS CONSIDERED SPECIALTY.
AND I KNOW YOUR HR TEAM ALREADY KNOWS THAT THEY'VE ALREADY GONE THROUGH THOSE NUMBERS AS WELL.
UH, THIS IS A PROGRAM THAT'S ALREADY BEEN CODIFIED, APPROVED BY THE STATE OF TEXAS.
UH, IT'S CALLED THE WHOLESALE PRESCRIPTION DRUG IMPORTATION ACT.
SO I'VE GONE ON TO VET, UH, A PHARMACY FROM CANADA, AND THIS IS AN ONGOING PROGRAM THAT'S ALREADY BEEN ESTABLISHED.
MATTER OF FACT, UH, WHEN YOU LOOK AT THE COUNTY NEXT DOOR TO YOU, JEFFERSON COUNTY, THEY'RE SAVING OVER A MILLION DOLLARS.
UH, AND I'D BE HAPPY TO GET THE BUSINESS RISK MANAGER THERE TO SPEAK TO ANYONE THERE.
UH, NEXT WEEK, FRIDAY, I WILL BE MEETING WITH BEAUMONT BECAUSE THEY WANNA BE ABLE TO IMPLEMENT THIS STARTING JULY 1ST.
I'VE BEEN TO EL PASO AND THEY'RE ON BOARD, UH, SOME ORGANIZATIONS THERE, UH, PUBLIC ORGANIZATIONS TO START THE PROGRAM AS WELL, IT SEEMS AS, AS WE'RE GOING THAT DIRECTION.
UM, SO I'M SO SORRY ON THE THREE MINUTES.
I DON'T KNOW WHERE MY TIME IS, SO IF SOMEBODY CAN LET ME KNOW, THAT'D BE GREAT.
UH, MOVING FORWARD, THE, UM, IT'S ALSO BEEN IMPLEMENTED, OR IT STARTED ACTUALLY IN 2020 WITH, UH, PRESIDENT TRUMP.
IT, IT'S BEEN ALSO PUSHED BY PRESIDENT BIDEN, ALSO PUSHED BY SENATOR, UH, BERNIE SANDERS.
SO ALL THESE THINGS HAVE BEEN, UM, MOVING FORWARD AGAIN, THE CONVOCATION OF THE STATE PROGRAM WAS SIGNED AND EFFECTIVE SEPTEMBER ONE OF LAST YEAR.
UH, SO THAT'S THE, UH, THE, THE, THE LAW RIGHT NOW THAT'S BEING ALLOWED TO BE, TO, TO ALLOW FOR THE, UM, UH, IMPORTATION FROM CANADA.
UH, YOU, I HEARD EARLIER, $136 MILLION ON THE, UH, BENEFITS SIDE, EMPLOYEE BENEFITS.
AND I CAN SAFELY SAY, UM, I'M ALMOST GUARANTEEING THAT AT LEAST 10%, AT LEAST MINIMUM 10% OF THAT CAN BE SAVED ON JUST THIS ONE PROGRAM ITSELF.
I'LL BE HEADING TO BEAUMONT NEXT YEAR, I'M SORRY, NEXT WEEK ON FRIDAY.
I'D BE VERY, VERY HAPPY TO MEET WITH ANYBODY FROM THE COUNCIL MEMBERS TEAM OR MAYBE THE HR TEAM TO DISCUSS FURTHER.
I KNOW I'M RUNNING OUT OF TIME, SO I JUST WANTED TO KIND LET YOU KNOW THAT THAT'S THE PROGRAM THAT I HAVE TO OFFER AND I'VE BEEN REALLY BUSY WITH THAT.
THANK YOU VERY MUCH, MR. POLLO.
ANY, ANY EFFORT TO SAVE THE CITY MONEY ON A BIG BUDGET DRIVER LIKE HEALTH BENEFITS IS APPRECIATED.
YOUR INFORMATION HAS BEEN SHARED WITH THE HUMAN RESOURCES DEPARTMENT, ALSO WITH ALL COUNCIL MEMBERS.
I APOLOGIZE WE DIDN'T HAVE THE ABILITY TO GET IT UP ON THE SCREEN, BUT IT HAS BEEN SHARED WITH EVERYBODY AND CERTAINLY, UM, SOMETHING THAT, UM, WORTH LINKING INTO.
SO LOOK FORWARD TO HEARING FROM YOU AGAIN ON THAT.
THANK YOU MUCH VERY MUCH FOR BEING HERE.
DO WE HAVE ANY OTHER PUBLIC SPEAKERS SIGNED UP FOR THIS WORKSHOP? OKAY.
DIRECTOR CHEEKS, MS. COLEMAN, Y'ALL DID A GREAT JOB AND THANKS TO EVERYONE AND, UM, HAVE A GREAT REST OF YOUR DAY.
I DON'T KNOW, HOPEFULLY YOU CAN GET ACROSS BACK OVER TO SIX 11
[01:00:01]
WALKER.COUNCIL MEMBER MARYANNE HUFFMAN.
SHE'S BEEN HERE, THE WHOLE OH, YES, YES.
COUNCIL MEMBER THOMAS MEDICARE.
ARE WE STAYING ON THE CALL FOR THE NEXT PRESENTATION? YES, LEGAL.
WE'LL BE GETTING ABOUT FIVE MINUTES.