Personnel Commission - Regular Meeting

The lights, camera, and action. 05:05PM for the August commission meeting. Good evening, everyone. Welcome to the August commission meeting. Personnel commission is now holding in person meetings at City Hall in Conference Room 2 A.

Members of the public can now attend meetings in person or virtually via the Zoom platform. Now please join me for the pledge of allegiance. I pledge the allegiance the flag of The United States Of America and to the republic for which it stands, one nation under God, indivisible, with liberty and justice for all. Thank you. Let's get started. Candy, would you please take a roll call?

Yes. Thank you, chair Wright. Good evening, commissioners. As I read your name, please respond with here. Chair Wright.

Here.

Commissioner Grulne?

Here.

Commissioner Cortez? And Commissioner Parr?

Here.

Thank you, Chair Wright. I turn it back to you.

Thank you, Candy. It is now time for public comments. The Personnel Commission welcomes your comments and requests that speakers present their remarks in a respectful manner. Speakers wishing to address the Personnel Commission should limit their comments to three minutes. Now I will ask Candy Jackson to moderate the public comment portion of the meeting. At the end of public comments, we will address any questions that come up. Candy?

Thank you, Chair Wright. If you wish to speak and you are using the Zoom application, click the raise hand button and your name will be called. If you're dialing in, press 9 to raise your hand on the phone and press 6 to unmute yourself. Please mute all other audio before speaking. Your area code and last three digits of your phone number will be called when it is time for you to speak.

If there is disruptive feedback or excessive noise during the meeting, your audio will be disabled. When called to speak, please begin by stating your name and limit your remarks to three minutes. I don't see any live public comments at this time, Chair Wright. However, we just we received the one public comment via email that I shared with you and the commissioners, right before the meeting. I turn it back to you.

Thank you, Candy. Yeah. She shared that. It was from, Cordell, and he had submitted that, the personnel commission should consider planning a retreat for 2026 to go over the expectations. And, Cordell is also in full support to the items on the agenda. So if you're listening to us, Cordell, thank you very much. We always appreciate your comments. They're very constructive and respectful. Thank you very much. Let's move on to reports.

Item one is an informational item. In your packet, have the proposed twenty twenty five, twenty twenty six fiscal year agenda planning calendar, which lists the items that staff plans to bring to the commission. Are there any questions? Commissioner Park.

I was just wondering. I was noticing that one of the meetings is scheduled for March 12, and I will not be able to attend on March 12. Okay. I don't know if that's something to bring it now or not.

Well, that's fine. Yeah. Candy had mentioned to me that we're gonna be having, I think, four new commissioners coming on, so we'll be good. Okay. And you know what? Life life Yeah. It's good. Know? So is there anything else? Because we do just remember, about two weeks, yeah, we have the oh, that's gonna be a good one. Diversity statistics report, Thursday, September 11. Stay tuned. That's gonna be great. Is there anything else, commissioners, you see on this that you mister Burrow, you reviewing it? No. It's alright. Okay. K. We got alright. May I not be here at the line?

I'm good. So seeing none, we will now move on to the next item. Seeing no more questions, we move on to the consent items. Item five is pulled from the agenda and we brought to the commission at a future meeting. The next item on the agenda is a consent calendar. Are there requests to pull items from the consent calendar? And we said no. So we're gonna make a motion to approve the consent calendar. So can I hear a motion to approve the consent calendar from one of the commissioners? So moved. Okay. Commissioner Brouilles made made a motion. Do I have a

second? Second.

Okay. And commissioner Parr. Discussion?

We're

voting on the consent calendar.

I know. I think it's it's before since the motion's on the table before we vote, is it allowed to have discussion? Well, sure.

What would you like to discuss?

Well, I I didn't want to pull any items. I have to respect maybe staff and commissioner's time. But I noted throughout several of these job classifications, listings that the qualifications it calls for punctuation, excellent punctuation, and and grammar. However, I noticed that there is also an inconsistent use of, like, the Oxford comma and capitalization of common nouns throughout this. So maybe before they get posted, someone should go through and clean those up. That would be my suggestion.

You know what? That's a that's a grand comment. We have talked about that before in past meetings about the in the job descriptions that there's a consistency in the language of them. And so you're you're correct in that because we in fact, there's a couple tonight that would be a great example of what you're mentioning.

Alright? That's all. That's it.

Okay. Thank you. Staff staff has taken a note. Thank you.

Yeah. I mean, you know, not that we're wordsmithing them, but, you know, we talked before about the continuity.

Yeah. Chair Wright, may I ask two questions? Thank you. Yes. Yes. Okay. Thank you. Well, while we have deputy director Morales here, would you mind just giving us a quick overview of the housing specialist role and what the intent behind it is?

The intent behind the change to the

The the the. Yeah.

Yeah. So the housing specialist is responsible for implementation of our import affordable housing ordinance, which requires the acknowledge and understanding of the development process and also financial feasibility assessment of development of affordable housing projects. The change that we're proposing eliminates a very specific requirement to to that requires that the individual have investment analysis experience

k.

Which is not specific to housing. So we found in past recruitments, we have a lot of candidates that have finance experience, but not necessarily housing financial development experience. So we revised it so that the required, experience is directly related to the position that has to do with housing financial feasibility and investment and other aspects of housing development and monitoring long term affordability restrictions. Great.

Thank you for that. Thank you. And then my second question is, is someone online is able to help me understand the revisions to the deputy city clerk's role?

Well, that item has been pulled.

Has been pulled. Yes, sir. Understood. Okay. Thank you. Thank you, chair.

The deputy city clerk. City clerk has

been pulled. Yeah. Okay.

Okay.

Fine. Just for the sake of process, because it sounds like some of us are finding out about that right now. Right. When was that decided to be pulled, and what was the process for alerting chair?

Andy, do you have a timing time frame for alerting people?

Yes. The the item was simply pulled by the bargaining group, and I believe it was just the day before yesterday. I did confirm with the city clerk's office that we were able to mention it during this meeting that the item was pulled. So I did run this by the city clerk's office.

Understood. When you say bargaining group, were you referring to hang?

Yes.

Okay. And then just so we keep our commissioners in the loop, is there a standard reporting practice when the item gets pulled prior to the meeting?

There isn't a standard practice because it doesn't normally happen, But I I typically run these by the city clerk for advisement before I I do anything.

Okay. Got it. And would you appreciate a heads up prior to the meeting?

Or No. Yes. But Candy does note it in a revised script. Okay. I but I didn't capture exactly what that item was. So she did give me a notice when I got the script, but I didn't see it.

Okay. Thank you.

Just wanna

My my bad on that one. But with going back, circling back to Commissioner Parr, the continuity of the language, when you look through the different job descriptions that we have today, consistently except for one one job description, they have put in that business English including vocabulary, spelling, and grammatical usage, etcetera, is used. That's you that place in all of these, but it's been overlooked in the fire plans exam. So when you look in that one, they can all they say is communicate clearly, concisely, both orally and in writing, which is inconsistent with all the other job descriptions saying business English including vocabulary. It's not has been done in that particular fire plans examiner.

So that's what they try to catch, and it's not consistent. It's under job related essential qualifications.

Yeah. We'll take a note of that as well.

Thank you.

So we'll go back to we're gonna go back to have a motion to approve the consent calendar. And commissioner Gruel made a motion, and commissioner Park seconded. Candy, would you need a roll call vote on that, please?

Yes. Thank you. I will now move to a roll call vote. When I read your name, please respond with aye or no. Chair Wright?

Aye.

Commissioner Gruel Neff? Aye. Commissioner Par?

Aye.

Thank you. A motion to approve the consent calendar was made by commissioner Groleneff and seconded by commissioner Parr. The motion carries with three ayes. I turn it back to you, chairwright.

Thank you, Candy. The public is invited to comment on these consent items. And if you would just be please raise your hand. Did we have any public comments on that, Candy?

There are no public comments for the consent calendar.

Okay. And then we've already approved that, but did we make another motion to approve it? No. Okay. Thank you. Mhmm. We're gonna move on to action items. Just a reminder to the commissioners that staff will begin by presenting the agenda item. Once they are finished, if commissioners have questions or comments on the item, please raise your hand. I will then call on commissioners. Let's get started with our only action item this evening, item number 12, recommend to city council the adoption of revised salary plan for fiscal year twenty twenty six. Presenting this item is Valeria Cesares, human resource analyst. You're on.

Thank you. Good evening, commissioners. My name is Valeria Cesares, and tonight, I will be presenting the revisions to the fiscal year twenty twenty six salary plan. Next slide, please, Candy. So the first revisions to the salary plan include the addition of two new classifications.

So the first is fire plans examiner. The salary for this classification will be equivalent to plan checker. So in this case, the salary setting was provided by our consultant, Bryce Consulting. They first took a look at our survey agencies and determined that there were not enough, sufficient matches in the market to come up with a salary. And in cases where there's not a sufficient market data to create a salary, we look internally at our existing classifications to find one that has similar level of responsibilities, duties, education, experience.

In this case, it was determined that plan checker, another journey level classification responsible for plan review, was the most appropriate classification. So the fiscal impact for this new classification, this classification was included, in the approved and approved as part of the fiscal year 2026 budget. Therefore, there is no additional fiscal impact. The second classification that we're adding is the senior plan checking engineers. This, the salary for this new classification is still pending review.

For now, we're adding this to the classification plan and plan to present the salary to the personal commission at a later date. K. And salary adjustments. So pursuant to the negotiated terms of the MOU between the Hayward Police Management Unit and the city of Hayward that was approved, at the 06/27/2025 council meeting, HPMU represented classifications will receive an 11.82 salary adjustment to maintain internal alignment and equity with HPOA represented classifications. Fiscal impact for the adjustment to HPMU is an additional $294,762 to the general fund.

Next slide, please, Kenny. And finally, the last set of salary changes are related to the living wage ordinance. So salaries for the city's, interim classifications fall under section two article 14 of the city charter regarding the living wage ordinance. Salaries for these classifications are meant to upwardly adjust as changes in the Bay Area consumer price index occur. Based on the June 2025 c p a CPI data that's available, a 1.5% salary adjustment shall be applied to, the city's three intern classifications.

That's admin intern, IT intern, and technical intern effective 06/30/2025. The total fiscal impact for administrative intern and technical intern is $595 each to the super fund. IT intern is not currently budgeted, and, therefore, there is no additional fiscal impact to the fiscal year twenty twenty six budget. That concludes my presentation. I will turn it over to the commission for any questions. Thank you.

Thank you, Valeria. Commissioners? Still reviewing. Commissioner Clark?

I do have some questions, but thank you for the presentation. That was your your

Thank you. It's very, very good.

Let me so in terms of the, see, I'm going back to oh, the the police captain classification. And I see that this 1111.82%. It says equity increase. And I was wondering, I mean, I understand it's been negotiated, so we really don't have much say over this. But, hey. You raised several questions to me, especially since it's, like, such a huge impact on the budget. Like, one, how many police captains does Hayward have? Is this for one position or two positions?

We currently have four budgeted info positions in the police captain.

So the increase to the budget is 294,762. Does that cover all four? Okay.

That's it.

And this is this covers the 11.82%?

Correct.

Okay. Sorry about my voice. How does this compare to the average police captain salary in the Bay Area?

How comparable it is? Do you know? Has it been very steady?

The last time that I checked that we're competitive with all the departments were a little a little higher than what Fremont's paying, but when I inquired about it, I was told that, yeah, we will pay a little bit more because they feel like we can retain a higher level of talent and retain those positions. But we're very competitive in the Bay Area. In fact, probably a little above, which is good which is good if we can afford it.

Well, that's Well, that's kinda my question considering that, you know, the city is doing deficit spending. Right. To be doing such a high salary increase seems doesn't seem like that. Is

that negotiated by the union?

That is negotiated by the union. I do wanna specifically call out that that they have a term contract, and they while we were negotiating with them, they understood the upcoming challenges with with our fiscal situation. So they have closed the contract with no increases for next year. So

For the 2026 fiscal year? Correct. Correct. So Yeah. We're we're in 2026 right now.

The next the next.

So that'd be the 2027?

Correct.

Because 2026 started July 1. Correct? Okay. Alright. So we're what we're looking at on these salaries would be in the second half of this fiscal year, 2026. Currently. Oh, currently. Okay. Commissioner Park.

And and the report also says that these that this pay increase went into effect in June, so I'm not sure why we're looking at this at the August.

Yeah. So this is a timing and process question that we would like to address with this body. The council was on recess, so we have to take it to this body first before it goes to council. And now that council's back from recess, we're bringing forward to you to make a recommendation and then bring to council afterward. This was one of the kind of larger thought questions that we talked about during our retreat is what what does that look like process wise to to have to come to this body to make a recommendation to counsel and the timing of that.

So if if it's causing an administrative halt to a process, that that was one of the items that that we discussed and just putting on to a consent calendar. But we're open to more discussion. I I will just reiterate those subcommittees are still open, and that work is it has been a little bit paused at this point. So if if your commission would like to join any of those subcommittees for further discussion on amending the personnel rules and what that looks like and and the commission's role, we are open to further discussion on that.

So so when were these so when was the pay increases, when were when were those negotiated?

They were negotiated prior to this fiscal year. So prior to June sorry. Prior to July 1. Effective July 1. So but prior to is

pretty general. When when was the agreement made? I

believe it was approved in June.

June year?

Yeah. So there's a council motion to approve it. I didn't don't have a rate

That that that's alright. But I'm just so so it was approved in June, and the increase went into effect in June, the same

July July 1 in the new fiscal year.

Okay. Because it says, yeah, yeah, it says June. It's okay.

The pay period then contains July 1.

Yeah. It

says June 30 here.

Yeah. Acting director Texas is saying that it's the pay period that includes July 1, which is why it's. Right.

Okay. So I just And council goes on recess, what, in August?

First. To the August. No. I'm trying to align with the school year. Okay. Yeah. So

I'm just I'm just trying to figure out, like I mean so if we didn't approve it, it really does I mean, it's already going to effect.

We brought that we brought that up, like, in our retreat about this happening this way. Yeah. That it we felt that if we're gonna be of any body of responsibility, that it should come to us as opposed to being presented to us after the fact. Okay. But that's things that we have to change in some of the subcommittees that we really don't have right now to address that because we figure like, why if it's already been done?

Yeah. Yeah. That's kind of that was my Yes. I was looking at. I also was wondering on the I had a couple other questions. I don't hold these up. You're not. But I noticed under a lot of these job class ifications, a lot of manager jobs are classified, and I'm curious why they're not exempt.

When you when you say exempt, are you talking about FLSA overtime exempt? Or

Yeah. I mean, they are under this, it says service types, it's classified. And there are several Can give a specific one? I was surprised to look at well, I have the let's see. I did it because it's a small type, got bad vision. Well, for instance, the c just it just happens to be on the page. I'm not picking on it anyway. The senior assistant city attorney. That person has, supervisorial duties. So why are they listed as classified and not Yeah.

I'm sorry. Could you tell me what page you're looking at? Just so can

Page one one seven. That's not the only one. I just default that one. Normally, a physician is exempt. Are you looking

at service type? The column that says service type?

I'm looking

Yes.

Yes. Okay. So that just indicates it's a classified position as part of a city's class plan. That doesn't indicate it's exempt or nonexempt from FLSI.

Yeah. I have no idea, but I'm I'm completely confused. So it it is a classified position or not?

It it is a classified position in that it is part of the city's class plan, and it's covered by the personnel commission's purview.

What's a class plan?

The class plan is what we're reviewing. Anytime anytime we look at changes to the job descriptions, those job descriptions get placed into the classification plan. That's every single job description that we have sitting in. Okay.

So they're not listed as and except there. Was also noticing the police department. There were some that were listed extra, but forty hours surprised me also. Does does the do the negotiators I mean, or the council, do they review that? So

the salary plan listing on page one seventeen that you're gonna be referencing, this does not indicate exempt or nonexempt for overtime purposes for FLSA.

The job descriptions do. Each job description will

showcase at the very bottom. It's a exempt or nonexempt.

And so it was a little a little also a little difficult for me. I mean, because there's no compare there is no context here. There's no comparison to the previous showering schedule. I just have this one to look at. I'm like, okay. I don't know. I I mean, I mean, I'm not trying to attack them, but I'm just like, I have no idea if this is an increase, a decrease. I have no comparison.

Yeah. So we try to make it easier by getting the changes that are on there. The current salary plan you'll see posted on our website. See

it this summer or March that it is today.

Commissioner Barfat. What might be helpful is in the staff report itself. You're able to include the current number. That way you don't have to print out two versions of the salary plan or have our commission's or it if you're able to add it into the staff report itself.

Thank you. This suggestion would be great.

So I figured that we have a format to set these JDs in that that that format. Right? That's what I'm I was looking at it and seeing that your exempt is usually in the world. Exempt, nonexempt shows at the very beginning of the classification, the job title, the blah blah blah blah, exempt, not exempt. We are choosing it to do it at the bottom. Right? So for this her benefit, for the sake of her, we might need to understand how is this format set for for this type of questions that we have every time.

Okay. This sounds like a great topic for us to bring a training session for our March meeting. So in March, we have dedicated to bring certain topics to provide a broad overview so you see what we're seeing.

Mhmm.

And then he share with you the subject matter expertise and the review and analysis that we go through. And so we'll take note that this is one of those subjects that that you wanna review as a review.

We're gonna have new people again, and we're gonna go through the same questions, Gabe. We don't have a way to references that this is how it is. This is how it looks like. This is where your information is coming from, and how is it gonna be translated to.

Right. But, you know, the increases are usually brought to us. Right. But unfortunately, those increases had been after the fact Right. Because they had been negotiated with the unions. Right. And the negotiating with the unions is done a lot of times by these independent consultants. So if you read your emails I had requested from the last meeting, I wanted to know how much we're paying these consultants. And if you look at it, 2023 we paid 17,000, 2024 we paid 38,000. 2025, we're up to almost $80,000.

We're these mean, this is insane. Where is that money at? I mean, where where where in the budget are we budgeting for these consultants?

Why do we have commissioners in the whole body of HR for more consultants to do the work?

Well, what we've what we've brought up for is my issue is I don't the the independent consultant. Where is that money budgeted at?

Yeah. It's budgeted out of HR, which is part of general.

So it's it's out part of HR and the general fund. So how how do you collectively in your department know how much to budget when you're getting these type of increases every single year? How how do you know how do you know to budget that? I mean, how how much you budget?

Budget for the consultant or Budget for

the consultant.

Three or four or five years. How do

you So we make a projection. The reason why you see an increase for '20 the fiscal year 2025 is because that's when most of our contracts run.

So that's when it be okay. Because they're using, what, Two two two year contracts?

So right now, we have three three year and five year contracts. Three year

and five year. So so a peak for 2025. So in 2026, we're gonna see that come back down a bit.

Yeah. You'll see it come down

after this year. I see.

So yeah.

Okay. That's

that's my question. Well, but my my issue on it is also is that that I know I know you bring in an outside consultant to help on the negotiations, but also I think it'd be beneficial that once you get HR stabilized or, you know, that, you know, you just show the unions that here's the budget, here's the money, this is what we negotiate from. I know it sounds easy. Never mind. Councilman Sarr. I'd like

to clarify my own question. Well, let me rather clarify it. So you're saying the consultants that we use for negotiations in the HR budget, but not all consultants come from the HR budget. Correct.

Thank you for that clarification question. Yeah. HR does not pay for all consultants throughout the city just specific to that. Right.

Right. I knew that. I knew that. Yeah. That's that's what I had asked Candy for, and that's what she gave me. Yeah.

You

know, for that. Commissioner Park.

As we're as we're talking about future meetings, maybe it would also be helpful in terms of the consultants. And I'm sure it's somewhere in all the city documents. But who are the consultants, and what are they be you know, the the kind what are they being contracted for? Is it x number of hours, or is it per hour, for these negotiations?

Thank you, Yep. I,

you know, I believe we had an answer to that some time ago because there's something stuck in here about that. Because because I we contract the consultant, but I I don't think they're I think they're paid at the time during the negotiations, the fees. Right. Because some negotiations can go

on for quite some time, and some are very short. Right. So I that's why I'm just curious. Is it per hour or per session?

Is specifically for the numbers that we provided you via email. That consultant was made by them. That's the contract that we have. Okay. That's fair.

Thank you. Commissioner Parr, any other questions?

I think that'll do it.

Oh, Nelly, you're very thorough, and I appreciate that because that's what we're here for. Commissioner Rule.

Good. Okay.

K. We have we got through that discussion. The public is now invited to comment on this item. Please raise your hand if you wish to speak on this item. Anyone else? Counselor?

Alright. I don't I don't want it to be public comment if I in the formal sense, but I have comments later.

Okay. Alright. Okay. Seeing no more questions or comments, may I have a motion to recommend to city council the adoption of the revised salary plan for fiscal year 2026. I will make a motion to recommend the city council the adoption of the revised salary plan. Second. And commissioner thank you, commissioner Gruhl. A motion is made by chair Wright to recommend City Council adoption of the revised salary plan and seconded by Commissioner Gruel. Thank you, Candy. Please do a roll call vote.

Thank you. I will now move to a roll call vote. When I read your name, respond with aye or no. Chair Wright.

Aye.

Commissioner Gruel Neff? Aye. Commissioner Parr?

Abstain.

Did you say same?

Abstain.

Abstain.

Abstain.

Abstain.

Can you hear me better?

Yes. I can hear you. Sangita, does this this doesn't pass then if I have one abstention and two ayes? We have a majority pres the so we have two ayes and one abstention, right, out of the three people present. I I believe that it does pass. Thank you. Thank you. A motion to recommend to counsel the adoption of the revised salary plan for fiscal year twenty twenty six was made by chair Wright and seconded by commissioner Gruel Neff. The motion carries with two ayes and one abstention. I turn it back to you, chair Wright.

Thank you, Candy. We've had in the past meetings where the personnel commission has not collectively approved items that have gone to city council. But when it goes to city council, it gets approved. So I'm just letting you know that we can we can all, like, say no, and it's gonna go to council.

They're approve it anyway.

I understand. I understand.

But we we make a point by abstaining or just saying nay, and I support you in your decision. So thank you. Thank you. Thank you, Candy. We can move on to a Are we ready for announcements? Okay. She's lining her head. Okay. We're gonna move on to announcements by staff and the commission. The the first report, is from our city council of Asia and council member, Zara. I turn it over to you. Great. Thank you.

So you may have already heard the good news, but we have four new commissioners coming in. We had phenomenal applicants that we interviewed just this past Tuesday. It was actually quite hard to choose who to appoint. And not only do we have four new commissioners coming in, but we have two alternates coming in too. So Yay. So the question, of course, should hopefully be resolved for the foreseeable future, and I'm excited for you to have some new folks to work with. The second thing I wanted to know was that appreciate commissioner of our diligence around salary schedule. My comment is to never change, to continue to be diligent. Absolutely. We, as you heard, are experiencing budget deficit.

This city will be sharing more on that. And so asking the hard questions around whether or not we can afford some of these positions, I think, is going to become increasingly important, especially over the next year. So more details to come on that. I don't wanna get ahead of staff. But just I hope that we can encourage our new commissioners to have the same intensity on this commission and keep the culture here strong. And the last thing I just wanted add here is I don't know if the next meeting is appropriate, acting director, but you mentioned the subcommittees that exist on this commission. I think an introduction to the work that's currently happening on this commission would be really helpful. I can use the refresher myself too. And that way, we can see if of the new commissioners are eager to get plugged in and started on that. So those are my comments.

Thank you. And I I really appreciate this new format of consent and how good these meetings go now.

I have I have a question for councilmember Sarr. Yep. Has the city begun a search for a new city manager?

We have formally posted that job listing, I believe. Yes. Okay.

Another question. We we currently have an assistant city manager, Regina Youngblood. We have two assistant city managers.

Well, the other one quit. No. Mary Thomas is now the assistant city manager.

Oh, hi. Okay. I didn't know that. Okay. So by having that, why didn't we have one of them as the acting city manager instead of the librarian being the city acting city manager?

Yeah. I would say this is a more personal question. I'm happy to answer offline and not Well, no.

It's public. Appreciated.

No. I I understand. Yeah. But I think in terms of expressing my opinion more freely, I'd prefer to do this offline.

Okay. Yeah. Because, you know, people ask me too. Yeah. Commission, and I I don't know.

In in short, the council felt that she was the best paid for the moment and time that the city was in right now, and I'm happy to explore more

of my thinking under that. Do we have time frame on a goal on recruiting a new city manager?

I think that the council should make an announcement on that shortly. We have a contract with Jen T as our interim city manager that goes until, I believe, the December, if I'm not mistaken. So that gives us that timeline that we're trying to work around.

Okay. Yeah.

I just am not trying to make any statements that are my opinion or my perspective without staff or the rest of the council have you I respect that. Yeah.

I respect that. People had come up to me, and I just I didn't have an answer. I was just coming like, I don't know.

Yeah.

You know? Yeah. Jackie's done an amazing job writing the library, and contrary to what folks might think about the library being this, I don't know, relatively friendly institution, it deals with the most residents, I think, out of many of our city departments from all different kinds of backgrounds. So in terms of her ability to steward morale forward during this difficult period as well as her understanding of the plethora of services that our city provides, her department really interacts with almost every other department when you think about it. And so she just felt like the right for the job.

Oh, I'm not challenging.

Oh, it's fine. I'm not

challenging the the decision. I was just looking at the optics because when you, you know, you know that you have, like, assistant city managers, and

when you have something that occurred Yeah.

You just kinda look at the optics of that. So I'm not challenging her ability Yeah. At all. Understood. Commissioner Parr, any questions?

No. I just was going to say a quick thing that the k pop festival was very popular at library. Right. And I don't know. I think some of the credit goes to the friends at the library for some of the funding that I just learned about. A lot of these programs that have been coming online at the library recently, like the the symphony or the in in the park. Yeah. Yeah. Woah. All those have been, the Friends of the Library fanning dubs. So Kabaido say books and then books at Hilson.

Right. Okay. The next report is from the director I guess director? Acting. Acting. Acting. It's been had them acting, but I knew it was. The acting director of human resources. Acting director, Ian Texan, I turn it over to you.

Thank you, Tara Wright, and good evening, commissioners. So I have a couple of announcements. They're really just focused on this commission and and what the future looks like for us as a as a team together working in collaboration. I just wanna emphasize participation in the subcommittees. I mentioned it earlier in this in this meeting, but we would love your participation so we can work collaboratively to amend and think about how we work better together in in in these spaces.

And the and the last item I mentioned is if you have suggestions for training topics for for future meetings, I I think I heard we'd like a walk through of of what job spec looks like and the analysis and work that goes on from the HR perspective before it gets presented to you. That will be a topic that that we work on to bring to you in March. If there's any other specific topics that you would like to prioritize or move move more forward for training, please just let us know and then put something together for you.

And just to note to the commissioners that, being on a the subcommittee, you don't have to be here for the meetings. You can do that via Zoom. Zoom. Or Teams or whatever we're using. Okay? Anything else? No. That's it. I will

turn it back to you.

Thank I have a question. Are is the city of Hayward recruiting for a HR director?

So that recruitment, it has not been prioritized. Right now, we are we have an active recruitment for the director of finance. Right. And that recruitment closes on September 11. In the queue after that is gonna be the director of IT, and and that would be the next so we do not have an acting plan to open a recruiting for the agent director. Well, just keep acting.

You're doing a great job.

Thank you. Okay. Thank you.

Are there any questions for acting director Jackson? Alright. Are there any other announcements by the commissioners? We're almost done. Any announcements? You know, it's a holiday on Monday. Okay. I just a friendly reminder, the next regular personnel commission meeting will be held in two weeks on September 11. So, Candy, anything from your side? We're good?

We're good.

Okay. So it's 05:45PM,

and we are