E911 Authority - Regular Meeting

Just the three of us. Oh, okay. All right. Keep rolling now. Um, so I'll call this meeting of the Lake County E91 Authority to order at uh 10 11 hours. Um, does anyone have any changes to the agenda? Nope. All right. I'll make a motion to approve today's agenda. So moved. Any further discussion? Hearing no further discussion, all in favor? I I I. The agenda is approved. Uh move on to public comment. Any public comment in the room? No. Online. Yes, sir.

All right. Okay. Well, thanks for your patience, everyone. Uh it's just going to be the three of us today. So, we'll start with the director reports. Um I'll kick that off with uh just an update on the uh recent meeting with the architects. Uh we they were uh in our county facility on the 30th and 31st going through uh mainly talking through jail renovations um so and it's uh it's going to be hard to ignore dispatch. So um there's going to most likely be there's it's going to affect dispatch one way or the other. Noise, movement, temporary location. Uh we're not sure exactly how that's going to look quite yet. Um, so we're just I guess waiting for initial drawings to see how that's going to affect dispatch, but just want to keep that on everybody's radar that there's going to be some movement and change there. Um, Chief Dy's not here. Claire Claire's not here either, but she prepared a a memo that I'll pull up and and read for her updates. U, so Claire had an update that she wrote out as Dola has approved our 2025 budget and that is uploaded into the portal. Um, Lake County government has completed the 2023 audit and the E911 information has been sent to the state. Uh, the audit findings are in the packet for reference. Um, all I payments have been received and processed by the uh, treasurer's office with I believe one payment still hasn't been processed yet, but they've all been received at this point. So, we're good there on receiving those. So, thanks to everyone. Um the tower project is progressing smoothly. Um per an email from Rich Mum on 1625. The generator is working and testing every Tuesday automatically. Uh there may be need to tweak uh for some tweaks on the generator regulator but that is being coordinated between and oper speaks in abbreviations.

I don't I'm not sure office of something uh something to do with the radios. Okay. I don't remember exactly what it stands for but um but that's being worked out. The microwave link between Hagermanerman and Leadville is working with no issues and uh the Motorola DTR digital equipment is ordered. No delivery date at this time. Rough estimate is April. Office of Public Safety Communications.

Thank you. That was close. I got off. Um the last county responsibility is to fill the propane trench uh which is a challenge with this time of the year with ice and snow. Uh but it will be complete completed when conditions allow. Um, I have the recommendation of maybe putting a CLA handprint in that. She's done this whole project, so she can put CLA was here and, uh, she she ran with that tower thing to get that completed. So, um, and then on the OEM side of things, uh, she had some feedback on recent calls from OEM, uh, support on incident for dispatch. Um, so Paul, I guess this looks like a note for you guys. Uh, while OEM is a public safety department, uh, they are not first responders. Uh lately when receiving dispatch calls, it seems to be under the assumption that OEM is already aware of the call and monitoring. Uh this is not always the case. U when calling Claire or other OEM staff, please provide a description of the call in the location, which is fair. Did she talk to you about that?

They're just calling her and being like, "Hey, um fire marshall is requesting a scene." And that's it. And she's like, "What scene? What's happening? What's going on?" She has no idea. out of town, whatever it is. So, if they could just kind of set up the scenario before they tell her what's going on or I mean anyone for that matter if they're calling they're calling me. Same same thing there. Right. Cool. Um and this is being recorded. Claire's going to listen in and catch up. So, if she has any followup on any of that, she she'll reach out to whoever she needs to or if you guys have questions for her about any of those items, please reach out to her. Um Jeremiah, uh I don't have anything that's not on other agenda items. Okay, perfect.

Me either. Okay, let's let's get rolling then uh with new business and discussion. Uh we'll start off with um item A discussion and consideration uh for the 2025 pay scale and incentive program for the Lake County Emergency Communication Center. And so we'll pull up a presentation. Jere Jeremiah and I worked on so everybody can see it. You'll have to share first. Okay.

Sure. I I definitely don't have a license to to operate this. Yeah. Okay. in my Now now he pull up the poweroint was you want you want to drive

I think it was the e 911 links email that was it the one you went to earlier and pulled Where did [Music] We're doing awesome. Oh, go back to that one.

That was that links. If you go back to that email. Um, yeah, 911 links as well where was that? That's that. Yeah. Good lord. All right. Um yeah, speaking to payroll incentives for 2025 and beyond. You can keep going out, sir. Um yep. So I appreciate the uh conversation around this last time. I do think this is something that uh the whole board should be involved in in making a decision. Uh Jeremiah sent this out yesterday so everybody can get eyes on it. I was able to speak to Claire for a little bit. Uh initial views is she'd like a little more time to really digest all of this. However, she's good with the initial numbers being presented so we can have some movement and making sure we're not holding back um the pay potential for what we budgeted for in 2025. So this represents what was submitted to Dola. Um but then now we're going to get into the weeds a little bit on what this actually looks like to put in place. Um, just for a little bit of background, um, the the, uh, incentive and retention pool is based off of something that I created for the sheriff's office. And with dispatch being underneath the sheriff's office for so long, this was adopted for them also. But now in transition, this is giving us a starting point that um, uh, this is what was created and happy to hear input on how we can adjust this. Um, but we can talk through first the incentive side of things. Um, and that's what this chart represents. So, we put in um names, uh, initial salary, uh,

estimated pay for the vacancy positions just to kind of get a rough idea of what total cost would end up being. Um, so that that first, um, column would represent is it column? Yeah,

column on salary would represent that again estimations for the vacancies. Um the other ones are uh the actual uh 2025 pay scale for each one of those people. Uh the first four columns in the incentive side of things as you can see would be um um post-secondary education. So associates, bachelor's, masters, and then a PhD uh level. Um so you you receive your highest level. So if you have a bachelor's degree, it's an additional 3% on top of your base salary. And um if you end up receiving a master's degree, then you're bumped up to the 4 and a.5%. And then after that, those are other categories that benefit the dispatch center quite a bit. Um but they're beyond the job description. So the first one is a being a training officer or CTO as they call it in dispatch as a communication training officer and and that's where you receive certain training. you have certain level experience where we believe that you can help the next person in line and then they provide that training to uh create the next dispatcher and so that is extra work um extra responsibility and uh and it's set at an additional 2%. Um besides the education these all these can be accumulated as you can see in some of these uh different categories. Uh the next three are Spanish specific um and and being able to uh assist the dispatch center with those abilities. Um which I can use Paul in this room as an example. Her entire time at the sheriff's office and in dispatch is something that we help um that she's been able to help with translation services. Spanish is obviously the most prominent um second language in our county. And and what we're looking for here isn't really to have to be a certified translator where your translation can help in a court case

like that. We're not looking for that. We have somebody on the phone who's bleeding, needs immediate help, and they're speaking Spanish. All help us. And it's very beneficial. So we've split that up into uh three different categories of um uh speaking which can also be like slash listening um writing and reading um and the most valuable of those would be the speaking that's why it's a little higher percentage and then one thing we've discussed um is having a night shift differential um where where we'd add 2% for that. Now uh back to how this can uh be accumulated is if we look at uh Daniela for example she has an associates degree and fluent in Spanish as I believe that was her first language. Is that fair to say for Daniela?

Um so she's pretty pretty good with that. And you can see how that accumulates for a total of just over $3,000 on top of her uh base salary. Um which gives a total salary in the in the far right column. Um, this is fairly accurate. The one thing I threw in there is because it's part of the job requirement for the the director position was the bachelor's degree. Um, so even though that position is not hired, this kind of gives us a rough idea of what this total cost would be um at the end of the year. Now, so to backtrack a little bit, I appreciate uh HR, finance, payroll personnel being here today. Thank you guys for coming because I think you guys can really help us work through some of this uh to make sure that we're all on the same page. So, we come up with this and you're like, "Wo, it won't work that way or maybe this way." So, um would really like to hear your input on there. So, one of the questions I had on this uh for you guys was on the retirement side. So, we budgeted for the retirement which we use um as an estimation of 6%. Um on top of base salary um because we have that flexibility of what people can select for anywhere from 3 to 9% and so we average at six. Um would would incentive pay in that GL code um would retirement money be moved on that one?

All funds all wages paid are subject to retirement withholdings. Absolutely. So yes. Okay. So it's included in that. Are we missing anything on that bottom right chart? should point out. Um, so that top line of the 17 just shy of $18,000, that would be the total. Again, if you follow the right column, uh, second to far right column all the way down the incentive totals, we're at $17,795. Uh, and then applying FICA, Medicare, retirement, and unemployment. Are we missing anything there? All of the deductions. So, there are employer side costs to all of the health insurance, dental, vision, and that applies to incentives, too. All same. Okay. So, we need to add that in there.

Yeah. Well, and those those amounts are actually set amounts. So, they're not based like retirements. It's not a percentage point. It is not a percentage. So, this doesn't we shouldn't include that in here. We've already accounted for each individual for their um health insurance. If you've already accounted for the health insurance, dental, and vision, then then yes, you would not need to account for it again because it's not a percentage based. It's a flat flat fee. Yeah. So, um, couple notes Jeremiah wrote here. Um, Yep. So, we got that one. Oh, yeah. The potential cap to

Yeah. And part of the discussion today I was hoping for on that side of things was the u do we want to place a cap on this. We don't have a a whole lot. So, like maximum level in this scenario, I think it was 14%. um if that's yeah 14% would be the maximum an employee can earn extra with this with no cap and so that was what I was hoping to discuss today was there any thoughts feelings on that I think quite kind of like we discussed I think has somebody has a PhD and all those things and they're you know a to speak Spanish and they're working night shift then they sort of deserve that% extra um but I think I I think that probably is the gap to me.

I don't see much more that we can offer otherwise unless you have any other ideas but to offer more for something. I think the biggest thing is like a night shift differential and just as a training officer and I think everything else is pretty much included. Good.

Um, one question I had, we kind of discussed night shift the the 2% here. Um, sheriff was telling me that that that may need to be a percentage based on the HR program, the payroll program. Joshua, I don't I've never used Joshua. I don't know. But, um, Tyler Joshua some guy name I don't know. Tyler guy name um, you know, the the way we would do a night shift would be a differential to an hourly pay so that whatever they're clocked into, they're doing that. If we're doing this as an incentive, they're getting a night pay incentive no matter what they work, whether they're working night shift or night shift or not. Um,

but we would have them clock into a different pay code and do a differential that way so that if they're working at shift, they get it. If they're not working night, they don't. I didn't know if that was a potential with Tyler or not Joshua. Um, maybe Joshua it is. Yeah, exactly. Yeah, maybe Joshua. Um I didn't but it sounds like sheriff was saying that needs to be a percentage base to come out of the correct pool of money. Yeah. Well, as long as [Music] it's just easier to receive it that way so we can enter into the system. Um because we want that come out of the writing fund. Um that's why the request has a percentage.

Um because either way we would just have to convert the amount to percentage, right? Um, yeah, but we just rather get it from you guys. Just enter it into the system rather than guessing. Do you want to round up? I don't like rounding. Well, but then something else we could do is create a new drop down that's night shift specific by employee. So then if they're doing their night shift, they would need to make sure they select the correct dropdown. So salary, wage, night shifts and then it would have we could set it up two ways. We could set it up for the difference

because of the night shifts or we can set it up that they would record it all kind of like the in excess of 12 hours. Okay, a new drop down for it. Okay. So, I think that there's definitely opportunity because I would rather you guys be able to track it after the fact with reporting, right? So, the more we pair down on it, the better your reports

will be. So, I think there's definitely an opportunity to do something like that for you guys. see maybe a drop down or whatever like you're saying just because like if somebody comes in sick or vacation or anything like that that person's still on vacation or whatever but they're not going to pay get paid that night time differential correct you know person covering yeah would get it so I think doing with that then we can track that better and it's easier for you yes when I'm on the back end because then we don't have to go backwards and say oh you didn't work this day but you did work that day but you did work this day Or if you have someone that switches from night shift to dayshift, we don't have to work that out. They just plunge into that code a little bit,

right? Yeah. No manual manipulation is really our our inner goal that we're getting to. So doable. Yes. It's going to take some setup on the back side, but I think we can accomplish that. But our our intention would be to pull that differential from this this GL code though. Yep. That that would be doable. That would be doable. Yeah. Okay. Yeah. I think that's that would be ideal. Um because the way it's written now is we have those two assigned to night shifts right now. But as Paula said, if um if Martha takes a vacation for a week and Paula fills in for that, it' be nice for Paul to get that night shift differential just for that week she's working in nights, right?

And if there's a way to set that up or that extra money that she makes that night is pulled from the correct Yeah. Okay. So, is that something we can sit down and figure out how to make? And does that does it matter because obviously we have different pay ranges um here that that drop down would that affect is that like a set pay rate that we would use? I have flexibility in that. So, I can depend on the person. Mhm. I mean, well, we'll need to know what the differential dollar amount is. Not a problem, I'm sure. And then we would just be specific to each employee. Okay. and put the correct rate for each employee that potentially is going to be subject to the night shift differential.

That makes sense. Just because you have to do that right now with everything else that we work. Exactly. Okay. So, do you guys feel it's fair to remove that from as a set percentage to the assignment? If we can do that as a as a per hour differential versus an incentive as a percentage, I would much rather do it that way. I think it'd be a lot easier on the back end for all of that and easier for the employees. Awesome. That's what we want. Yeah, whole dollar amounts are fine. It's just the back side of things. We do percentages, so you know, but Okay. Yeah. Cool. We'll take that off. Any other thoughts or questions on the incentive that anybody in the room, please, if you guys So, I have concerns about your numbers for your FICA and Medicare. Okay.

Um, so FICA actually that term is inclusive of both Social Security and Medicare. So, just an FYI, FICA should be changed to Social Security. um just a word. But these are you using these numbers for your budgeting because those numbers do not represent your liabilities on the 662,000. Okay. Sorry. Yeah. So I'll clarify that. That was a question that I think you brought up also. The the far right column, the 662

is is is pro I can probably remove that. Um it it since we're talking two different pools of money, we're talking the incentive totals is coming out of our incentive uh budgetary budgetary item uh the GL code for that and then the the so if you minus the 16,000 from the 662 that is the um amount that we budgeted for for total salaries and wages and then that figure included the proper numbers for the for the salaries wages. So it's intentional that you only want to know what your liabilities are on your incentives. Okay. Just wanted to make sure that would be sign. Yes. It's accounted for. Yeah. Yeah. Good question.

Yeah. It probably be best honestly to remove that. I think I put that in there initially just to put eyes on, you know, what we're looking at, but it doesn't really matter honestly. So cool. Thoughts, questions? All right. Uh let's see. I didn't account for Okay. Zoom boxes.

All right. Yeah. So, um, what this one is mainly for again you guys with payroll and HR. This goes back to the percentage talk that that we discussed. So, I want to make sure that we're on the same page here that this if this top um five six rows or so represents the years total. We can't see all those on our screen. I wonder if we can maybe minimize it. other meal. Um, so, uh, with a little bit of history. So, we have our 2024 numbers. So, we can skip over to 25 what we budgeted for for that person. We just use Danielle as an example. Um uh then then with the uh beginning of the year cola increase uh the July 7th one which we'll jump jump into a little more to explain that is the the step increase for her year of experience. uh the incentives that are included incentive totals uh what that would look like at the beginning of the year and then at in the midyear too since it's percentage based it will adjust as the sal base based salary increases. Um and if you can can you scroll that bar back up a little bit for me please. Uh, so the new year, so where we're at now, um, if we just kind of skip to where it says J, uh, salary GL code percentage and incentive GL code percentage, this is what what I put together is what would be good for you guys, and correct me if I'm wrong here. So, we have the uh the 11125 total for that first first one is $58,6827. And so for us to say we want uh $55,623 of that to be paid out of salaries, that comes to 94.79%. And then the other 5.21% comes out of that GL code for our salaries. And at the end of that, that should give us

constant tracking of where we're at with our salaries or with our incentive and salaries separated, even though it's one total. Does that work for you guys? Yeah. what you sent worked beautifully. Does it? Okay. This is the same thing. Yeah. Okay. And so um and then for the board also and Paula to see this breakup. This is basically after working with um the three in this room right now to come up with what works best for your systems and to confirm that works. And then that's why this is broken up that way. And so reason why the percentages are weird. Um Sarah Sarah and I were butting heads trying to figure out what what's going on here. We're you know we I only broke his computer.

Yeah. Yeah. She she did break my computer. Uh but if we go back to like the uh incentive is 5.5%. Why is it 5.21%? It's because we're working with a higher total now. So that's why it looks funky, but it lines up. The math works. The math works sometimes. Anthony, any questions on that? Use the base multiplication. It does make sense. Carry the two. All right. Yeah, it it makes sense eventually. The first time I saw it, I was like, what is this? This is not

I forgot to hit that.

Okay, so what what this is again, sheriff's office stuff carrying over into dispatch. um totally open for new ideas and thoughts. I do bring this with Jeremiah today to say this is I feel like a good starting point for us, something we can potentially just say we uh adopt for 2025. We did budget for this for 2025. And as we continue out through this year, if we want to change this, we can. I think u I I really don't want to get too held up on this to slow down uh initiating our cola increase for 2025 too much so um and also when it comes to where we're at with how long people have been employed here compared to what we have set up here we have another year to kind of look things over. So uh again some history here. So pulling back numbers from 23 what the salary ranges were in these different positions 24 what they were in 24 we did a a pretty good jump to 7% to try to play some catch up there and in 25 we've looked at a 3% and just um threw a 3% coal increase um all the way out to 2029 with it which kind of lines up with our long range u budget plans that we have created um last year. the the step program represents an annual increase. Um it's kind of a pain to manage, but it has been set to do uh that it's not lined up with a calendar year essentially. It's set up to line up with a uh January 1st um

uh not January, July 1st, excuse me. So kind of a midyear deal. Um part of the intention was to offer employees uh potential of two increases throughout the year. So at the beginning of the year would be represent cola and then the midpoint of the year would represent your year of experience in that position as a step increase. Um and part of the policy that needs to be developed still with these step increases is exactly what are we looking for to qualify for that step increase. Um so there there is some association with performance. um if there's, you know, if somebody is on a performance improvement plan or they're receiving disciplinary actions, things like that would remove them from that ability to step up. Um so we want to acknowledge not just the years of experience, but that it was a useful year year of experience where there was some uh growth in that position. Um I think it's fair to even call it a promotion that you're promoting within that position as you increase in experience. So even though you're not promoting from communication officer to communication supervisor, a step three communication officer has more experience than a step one or two. So it's kind of an internal promotion. So that's where the idea of this really was established. Um what you'll see is each one of those uh steps is a 3% increase. Um so from from step one um to step two is 3% etc. Um and it's not a set percentage from that probationary period to step one. It's a lower amount. So discussionary things today is um is really you know one just that g the general idea of this program if there's any other ideas that we feel like we need to implement for this year or we continue this into our 2025 meetings for discussion. Um but yeah any initial thoughts on the program in general? This is only the cola. This is not the July in

correct. Is that right? Yes. So July. So yeah. So your step. Yeah. So the incentives would be evaluated at the step promotion time. So somebody comes in April finish the finishes their thing June their training but they haven't completed six months. So they don't get the seven the the July. Right. How you're thinking? Yeah. I I And you wait until the next year too. Correct. That's why you have to probation period, isn't there?

I guess it's it's post that is how I was assuming it was correct. Um yes. So it's after they finished their probation period and we say that they're good to go then it would be that next year. So if they came in kind of at a weird time of the year, a well and then they get that next year so that it's not you know you get that two months. That one. Yeah. Yeah. I was thinking correct. But they would still be subject to the cola increase in January based on the same scenario. So they're out of FTO at that point. Correct. Yes. Y So they would still Yeah. Okay.

But you would still start them off with that step one anyway with that 3%. If if they were new then it would be still the FTO probationary depending on when they start or at what level. like if they came in with experience, we've acknowledged that's something too to discuss is we've offered people higher step increases if they, you know, we've had people who used to be dispatchers even here for 2 years and we'd start them off at the step two. But yeah, step one would be completing that 50 the 5696 is your starting pay and then you go after 6 months and then the following year is when you get that 3% to add plus in July,

right? And some of the other ideas we brought up is extending that out. Um, you know, is this something do we want to lower the percentage of step increase and make it a 10 year 15 lifetime. Um, and I bring in some, you know, the thoughts of that come from my military experience where it's like in the military it's every year. um you get that it's and and my memory of it is uh it was it was just an automatic thing. You got a year you went up to this step and it's a more complex pay chart. Um but you know we're we're really in that fiveyear range. We have uh one of our dispatchers who's been a dispatcher for over five years now, right? So over five for Sarah.

Mhm. So she's kind of tapped out now. So, so somebody who's tapped out in this current setup would just kind of uh, you know, once a year with the hope of we can afford a cola increase, they would receive that, but there's no more increases within that position. So, again, something I don't think we really need to decide on today, but I think we should start thinking about that for long longerterm retention. I have a question for you guys. What do you guys see as an increase in benefits each year? Do you know what I mean? Like each year you guys see an increase of um our

talking about the benefit side the famous so that increase is it compatible to 3% cola or is it more average? Yeah. Um it's been changing um in my time here. We did absorb it this year. The county did absorb the extra 11% it was um but I project is going to be great. It was 11% from last year. Yeah, that's a significant increase. Well, and I do know that we are going to market this year to see if we can get So,

what we can tell you right now is we don't know. We're going to market and then we will be able to give you more realistic ideas just like even from past just you know what your guys think has employ no increased change to either the employee or employer side of deductions for benefits 24 to 25 they're identical. Okay. Good to know you know. Yeah, is huge. That is huge.

Yeah. Um, as far as the steps, at least for the uh the normal disastering positions, Paula, I'd love to see you come up with those steps and make them substantial what they Yeah. what they need to get that step increase. Um, you know, step one obviously is graduating probate is graduating FTO, but then two, three, four, five. What is that?

I see that as pretty substantial to be able to get those. It can't just be I've worked here for 5 years, I'm getting five step increases. It's got to be I'm meeting certain metrics. I'm getting certain things. I'm meeting certain, you know, and they have to do that plus a good evaluation to be able to get that step increase. So, we're getting some productivity out of it, too. It can't just be I've been here for a year, so I get a step increase. So I think the board should probably go with the supervisor and the director ones. Yeah. To me anyways. Yeah. But I think Paul if you the dispatch ones to what what things you have to meet to get each step would be our project to take on and eventually kick that responsibility to the director for the supervisor expectations. Yeah. But as it's vacant, we can do that. Correct.

Yeah. The one thing that's off a little bit that I'll point out is the uh the director in 2025. You can see I just wrote in it's it was we just reset the salary range to what we thought was appropriate um for a director ro position and then so that's why that's that way but then after that the 3%'s listed throughout. Any other thoughts or questions on the the step deal for this year? It looks good. Get us through this year, right? Uh so to continue on with the uh incentive and retention pool of money, uh we budgeted for uh $40,000 this year. And if you can recall back to the uh the chart that we had in place before, we were spending about half of that on the incentives. The goal with it is to utilize the incentives first and and to for for good reasons. We want um to incentivize people who are doing more than the job description requires. They're offering more assistance to us. That's that's that we want people if they're close to, you know, learning the Spanish language and passing the test, then we're encouraging that as first. Let's use that first. And then the re the remaining funds, the idea of that 40,000 is use it all. And so whatever is remaining, we give back at the end of the year as a as a bonus. Um, and then again, this stuff adopted from the sheriff's office, happy to change it, is uh just kind of play around with the we use it as a monthly bonus for the end of the year, and it's based off of your full months of employment for that year. Um, so if you have somebody who's hired in December 15th of that year, they're not going to receive anything. Um, if they're hired in the middle of November, they'll get one month worth. uh if they're there for the whole year, they get 12 months worth. And so this this

chart is a simple one just to play around with what that monthly bonus could potentially look like. And so we pre-entered a number. So based off of our projections for 2025 out of the incentive pool, we have about half of that to use at the end of the this year for the end of the year retention bonus. And this is roughly what it would look like. uh put nine in there for the vacant positions in the hopes that we can hire those positions threequarters of the year into it. The total cost will be on the far right column there to represent what each person receives. And then um forgot to include the uh um the additional cost associated with that again. So this now I guess question back to what I asked earlier is uh are bonuses used for um um retirement also. Okay. So we

gift cards are used for retirement essentially. So anything that you are paying in is going to be subject to that. Absolutely. Okay. And we didn't include that math in here too, which would give us that use of $40,000. So again, this is just an example, but a pretty close example of what the potential of this year. Yeah. So really 17 going to employees becomes 20 to

correct. Yeah. Yeah. So that kind of balances us out pretty close to that 40 range. Gives us give or take. Um so this this is and this is the reason why when we want to use that separate GL code for the incentive. So by the end of the year we can say okay we have $23,000 left. Let's see how you know what this equates to to give back at the to each employee at the end of the year. And so that's why I'm excited that we're finally figuring out how to get all that in there. So totally my fault I'm delaying figuring that out. I appreciate you guys' patience, but um so any thoughts or questions on on fully executing that incentive and retention pool?

No, I think if we can this is great. I think if there's years that we're you know tight or can't for whatever reason, then oh well at least we have to something to pull from. But I think if we can that's a it's a great idea. Looks good. Yeah. Good starting point.

All right. And uh back to that we don't have to click back but back to that last slide. What I've done in prior years is uh just basically essentially submitted this to you guys um to to issue out that end of the year bonus. Is this a fair way of communicating that to you guys? So at the end of the year um maybe we can add in the GL code just so you know where to pull that from. GL code would be great um for an extra line on that. The way you submitted the bonus information for year and this year worked beautiful. Okay. We'll just add the GL. Yeah. Yeah. GL. Yeah. Adding the extra cost here. So, we're seeing it for them.

Yep. Yeah. So, I came up with like $1,300 in taxes and then your 6%. It's like another $1,000. Those numbers seem low, but that's what my thing says. my adding machine. Um, so you're, you know, 1,500, $2,500, which lands us right about 20. Correct. Yeah. So, just an estimate, but it's pretty close like for us to say this is this is what 2025 might look like. You took it out in the front end anyway, right? With the total of the 40,000, you took it out in that breakdown.

No, just for the incentives. So, the incentives was about this amount. So, I only pulled it from the incentives, not not the 40,000 total. Yeah. Okay. No. Yeah, we didn't want to add it add it in. Okay. Thanks.

Yeah. Um, and this just kind of brings into picture the uh the totals. Um, so like in 2025 for our salaries, we uh budgeted for that 614771. Yeah, there was one thing. Oh, the one thing I wanted to point out here was we did budget for an overtime increase in 26 and beyond for and I don't recall why to be honest. Um, you know, we have 50,000 budgeted for in 2025. Um, but as staff increases, hopefully overtime decreases as we're able to fill those those a lot of those vacancies in. So, just something that I thought I'd point out on this chart. This is something that we pulled from our long range um planning. And uh the other the other thing I uh I'd want to double check on this chart is um I think the FICA Medicare the retirement unemployment are being pulled from that salary number.

I was just going to say they're not mapping. They're not mapping. Yeah. So the cares about those at all. Yeah. We we accounted for those in the incentive and bonus. So I don't think we need to remove that. But I think I need to move the overtime up. And so we're I don't think we budgeted for those numbers according to uh uh with the overtime included. Okay. Yeah. Because when I'm running the numbers, I'm coming up with 40 thou 47,029 should be your FICA total for both your FICA and Medicare line for the 614,000 and the 40,000 incentive. So I have So to me I'm not sure it's including the 40,000 and for sure not the 50.

Yeah. So what we'd want to do is include the 50 onto the 614 and not and make sure that your spreadsheet is also taxing the this incentive. Yeah. And we're taxing the incentive within the incentive. Oh that's apples and oranges and it's going to mess your spreadsheet up. M you'll have to take those out. Yeah. So I'll have to double check that. Just something to So anything that's paid has to be subject to those. So we have to and it's being paid out has to be included in that one number and then broken down. Yeah. Honestly, I think the only thing that's missing over time, right? Yeah. have you break it out and look different.

That's what you said. Little spreadsheet manipulation. Super simple. Yeah. Yeah. Yeah. So again, thanks for being here, guys. This is really helping us. Uh was that the last one? That's the last one.

Okay. Well, uh, any other thoughts or questions on getting this rolled out for 2025? Um, I know we have some work to do in our future budgeting years. Um, and, uh, I guess what we need to consider is if you want to go back to the, um, second page, I think, or yeah, this is, um, I guess the next one. This is what I'd really like to get approved today. um the board's comfortable with this um so we can submit the payroll change forms uh for the current employees and so basically this is that middle chart that we're looking to approve today um this would include the incentives the 2025 cola so it's including both I'll make a motion to approve I'll second uh any further discussion I hear no further discussion all in favor of improving approving the 2025 coal incentive for current employees. I

I All right. So, we'll get that rolled out, get that submitted to you guys. Um, it's not a lot, but you can still do it in a chart format if that works for you guys. Uh, on one sheet or individual payroll change forms for all five. I think I do for all five. It breaks my heart when we're not consistent. So, if you don't mind doing the individual, I I took the spreadsheet, but if you would. Well, that was 25 and which I did print out 25. But then there's paperwork to back it up, too. And that's just it. I put it in every single employee profile and that way it's we'll do Yeah. individual ones. Yes, please.

No problem. I appreciate everybody's input on that. All right. Move on to item B is discussion and consideration of the Lake County E91 Authority uh job director director job description and recruitment strategy lead by Chief Troka and Director Grant. All right. I I mean I got the latest copy of the job description and I think it looks great. Yeah, I agree.

Yeah, the job d job description I have no problem with. Um, and Sheriff and I kind of discussed it when we were discussing this kind of stuff. I The only thing I see to add to the posting would be some sort of bonus or moving incentive or something to try and get some. I don't know. I We didn't post it with anything last time. We just posted with the old salary and nothing else. We got zero bites on it. Zero legitimate bites on it. Yeah. And I uh I communicated with people that I thought would be interested and there's sadly no interest. Everybody I've talked to as well that's in a position to take that job already has the job they want. Everybody I talked to is retired and they don't Yeah.

Yeah. So I I think I mean you know we kind of talked about it and if we're going to approve it in March anyways to work with KW K. Um then there's not really a harm in posting it now with some sort of bonus to me. That's the only way I can see that we might get some bites on it. Um, you leaving it up for a month, I don't see any harm in that. Leaving it up for six months or a year, I see harm in, but leaving it up for a month and then signing off with KW, I don't see a ton of harm. I agree. Are you guys caught up on this situation at all? I think mainly Sorry, got a little explain first.

Yeah. Yeah, I know you know you're the HR master here with with this with this stuff and I don't know if you're caught up on what we've done. You want to explain that to For sure. Yeah. So, we we had posted um the director position last year. Um and then I think it it went out to a bunch anyways. I don't know was like what you guys used to to send it out, but we had literally zero bites on it on that direct position with the old salary. So, we're just trying to find some way of getting

more bites for that and trying trying to find somebody. We jump with KRW. Um they wanted to wait till more summertime. Um so, we're thinking if we approve that in March for them to go into April that um that that may work better as a spring and summer sort of thing for them to get candidates. Um but we kind of talked about maybe posting it now so that there's at least maybe something in between. We get some sort of bite in between it. But I don't know if that's my only question with that is if we post it and then take it down and then they post it, does that sort of harm their ability to find candidates? I don't know.

Um I think we can open it just so we have that additional candidates. Um the way that our portal works is that we can add a candidate very easily. So if they already apply, say um they apply now, we can pass that information on to them. Um it's pretty to do online. Um, and then what I can do is also add the bonus stuff um, specifically to your needs. Um, so that's a possibility too. And then other language. I know we've like too lack of last year, right?

Yeah. And we up the up the pay range which is appropriate. Uh what do you feel is a decent bonus on that? I had 10k in mind. But is that too much do you think for a director of the position? Yeah, I would have to check it over some um but yeah, I would say it can be um I know we've done 500 in the past which is very different for different positions. And that's and that's my point is like where does it become worth it to be able to do it, right? Is is somebody going to care about $500 or is it going to make a difference? So, we're gonna get better candidates with a better bonus. The market's so weird right now.

It is weird. I mean, it could open up where we I mean, I'm been impressed with the number of people interested in being a dispatcher, but u I'm kind of surprised that there's a lack of interest in this position. Sure. or do you have any tips or tricks of things that we can listen to? I I just did a quick Google search and according to Google, Blackhawk did a $3500 signing hiring incentive for their communications dispatch supervisor. And in Denver, signing bonus was 4,000 paid out over two installments. So just

so yeah, maybe four or five is more of the range. Yeah, something like that. But would you have any other things that we can We can look at specific job boards around the world or get posted um J counties nearby. Um I'm currently looking into doing that county manager position. Um so that's You mean like through their paper or how? Yeah, through their paper they have like online magazines classified as um options. Is KRW a recruiting firm? Yeah, that's who that's who the city used to get to truck actually.

So, we had a discussion with them as well. Uh, but they really felt like it was December that we had a discussion with them. Yeah. They really felt like waiting until spring or summer was going to be way better than over the winter for weather conditions. Um, I'm of the mind that if they're going to have to live here in winter anyways, it doesn't matter. But they were they were very serious about no, we should wait till spring. We'll get more candidates in spring and summer. We can get people up here to see the town, get in the good conditions. It'll it'll be better. And we're like, okay, we'll trust you on that one. So, we can trick them. That's why we got you. Yeah. Kind of what I'm thinking is if you bring someone in the spring or summer and they make it through like the really beautiful months. Sure.

And then they get that bonus. Sure. Yeah, that's that's a really good point. Really good point for sure. Beautiful and bonus. Yes, that's beautiful and bonus. I like it. Okay. So then then yeah, I guess I would be fine with post reposting the position with as many closes as we can with some good ideas at a4 to $5,000 bonus, right? Yeah. Maybe installments and then so we did um you know last year we approved spending I think it was 12 or 14,000. No, it was 12 to begin with. We thought we have to pay more, but

maybe a little more, but we budgeted for KRW. So, recruitment efforts and that's the that's where the bonus idea is coming from. Like maybe if we try it again on our own with the new salary range, a slightly reworked job description uh to include a bonus and then we hire it then we don't have to use KRW. Um and then maybe if we um you know I think I think reaching out to surrounding counties is a great idea. you know, Summit County has posted in our paper, uh, which I went through and shredded all of them sometime. I'm just kidding. But but I, you know, we can post a Summit Eagle like all our surrounding counties and spread, you know, in their papers. I think that Are they still hiring for that position? What's that? Are they still hiring for that position? It was a patrol deputy. Oh, okay.

Yeah. Um, but yeah. Okay. So, so what are we good with pursuing that has u posting the job? Yeah, I think the job description as is um posted with a do you want four or five? What do you think? Um I lean towards the five. All right. Yeah, we need a motion. I think so. I'll make a motion that we repost it with a bonus of $5,000.

Second. All right. All right. Any further discussion? hearing none. Um, vote on um reposting the E901 Authority job um with a new pay scale, new job description, and a $5,000 bonus. All in favor? I I Okay, move on to item C. And um I think happy to keep you guys around, but I think we if you uh wanted to leave, you you could at this point. Um but I know this is exciting. So I'm so happy. You're on the edge of your seat. Thank you.

Thank you. Sorry. I realize I was be holding so many people up. They they'll take care of you later. Don't worry. Thanks, guys. I really appreciate you. Thank you. All right. All right. So, item C, discussion of the future staffing schedule for the emergency communication center led by Paula.

Yes. So, looking at the schedule and this has been um having eight people on that we want 247 coverage. I was looking at it and so we only have two workstations that people are can work off of and doing that and looking at the overtime and budget. It just I want more, how should I say, so we're not eating into the overtime budget so much. How we can manipulate the hours or get a good schedule for eight people to work. You want flexibility

that and so that with that, okay, we have two employees that have always had overtime,

you know, because we do a four 43 schedule. So there's always one week that someone's going to get overtime, eight hours. So we cut that in half because the next the opposite week is 36 hours. So if you have four hours of overtime, that's going to be accounted for eight people every pay period. So totaling that by everyone's pay who works, that adds up, you know, into our overtime. And it might be a little bit better with the 50,000 incentive for the overtime. But my thing is to get instead of overtime, maybe a good work schedule with maybe a higher pay

is what I'm thinking. So with that being said, I was looking at different ways we can do a schedule or whatever having full-time people. And I think it was because you wanted two people on at all times for EMD, right? I think I think even without MD it's just a safer option if we can ever get that you know um and and that's the thing that you know dispatchers want it they really want it because it is hard to not get medical advice if you're not trained and it takes a toll on your mental also

because you know that oh man I know how to do CPR and if that's you're holding back even though you know it it's a very mental thing that you take on as a dispatcher. Oh yeah. Yeah. Again, I think even beyond the MDE, I think it just it would be able to output a better product when things, you know, when a lot of things happen at once. If you have somebody working on one thing and somebody working on a different thing, it's better than one person working on everything, everything, right? So, I think it's, you know, even beyond EMD, I think it's just a better idea to have two special at all times.

And I was looking at calls by day by where higher our high call volume is. Um I printed out that um calls by hour and day if you guys want to look at it of where we're at like on our Sunday Mondays it looks like honestly our Sundays and Saturdays are a little bit lower for volume and you know just looking at that and where we're at you know in different schedules maybe some would like to wear tens maybe some would like to wear twelves and we can do that you know by not having that over time, but at least giving them higher pay,

you know, because a lot of them do like having three, four days off. And it does help when you're working 12 to have those days off. 12's are our hard schedule,

you know. So, looking at that, I just want food for thought for you guys, you know. Um, I don't mind coming up with the schedule, what it looks like. We're not there fully staffed, but we do have Mariana who started. Then we have Kate who's in the process right now who will probably get an offer letter next week. And so and then we have another one another person in the works. So we're getting there. We're this is going to happen sooner than later. So just to be ahead of the game, I'd rather be ahead of the game than trying to figure it out last minute.

So that's my food for thought for you guys. How you like to see it, what your thoughts are. I like the idea of the the 410s for the for them also. Um provides some overlap, provides training opportunities. Um we can it provides a day where we can have some some adjustment. But I I think we need to um lower that 12-hour shift just for health reasons. Um and then also it would reduce our overtime budget um needs. Um yeah. Do you guys get Have you looked at the schedule? Do you know what they're doing right now? Yeah,

I just want to see the times change. 4:45 is awful. Imagine have to come in or leave at 4:45. And the only reason why we have that is because shift change with the other ones with everybody else. Yeah. You know, we were trying to like everybody doing shift change at once was kind of hard for dispatch because they're calling on, calling off, right? you know, so we could always do it a half hour early, a half hour later, you know, or if you if you staggered when people were coming in, especially on 10 hour shifts, probably have to do that to keep you keep them on anyways. Have someone come at 8, have someone come in at 10:00, have someone leave at whatever else, you know? So, you stagger your shifts a little a little.

We can stagger that with just looking at it though, we have two consoles. So, we can't we have to stagger it as to only two people are on at a time or not. Yeah. just um with that, you know, but I'm leaning more towards tens also, you know, and um giving them as much time as possible that is needed. Yeah, they lose their 40 days off at that point, but I think a better shift would make up for that for sure. Get a few hours back for a week. So, and then my concern is just like they're used to getting those that four hours of paid time and a half. that's, you know what I mean, in their pay.

So, that's what I was looking at also. And how if we if we manage to get most of the overtime taken care of, then maybe we can add, right? Some money to their pay or something to not so they don't feel that they're losing money. Mhm. Cuz you never want to take money away from people. Yeah, we would. Like if we swapped to 10our shifts today, their paychecks would be smaller. Yes, most definitely. They're automatically getting overtime every single paycheck as it sits now. And that's what they're used to right right now.

Yeah. If you take away the overtime is one thing. Changing shifts though, you just change pay rates to make up for that. Then they're going to make you know what they're going to make per year. You just, you know, change what they're going to make per hour to make up for that. So they lose out on the overtime, but that's what's best for the department. But that's okay though, right? Yeah. But they don't lose out on any actual pay just because they change shifts. Yes. That's what I'm That's what I was saying. Yeah. Yeah. So, we just change pay rates at that point and it comes up to the same thing. But I just wanted to bring that to you guys's attention because as we get there, it's going to be sooner than later. Sure. Mhm. And if that's going to affect what we just did.

Y um I I mean I would say shifts are great. I think if that's what the staff wants and that's what most people are going to want in this position, then let's do that. I would say come up with a couple different options and present that to us next month, two months. How much time do you think you need? Um, well, probably in two months just because I don't know what the radio situation is going to look like totally. Yeah. Yeah. It's not We're not going to be fully fully staffed in the next few months here anyway. So, I'm fine with two months when they're out on their own off of MTO, but we will have a while. Yeah. So, April April meeting would be good. April. Yeah.

Okay. Yeah. So, if you could come up with a, you know, full on presentation bringing us some options that we can see and look at. Um, Daniel, that helpful for you, Paul. Is that the main point you were trying? Yeah, I was trying to see what you thoughts were and what you know. Yeah, I have my thoughts on

Yeah. No, I think you have your ground on that one, so I'm not going to again the board isn't here to tell you what to do dayto-day necessarily. So, or shouldn't be anyways. We kind of are at the moment, but um shouldn't be anyways. I think, you know, if you and the staff have some ideas on on what that's going to best look like, um, especially moving forward into the future that we're going to be able to better recruit, better retention, you know, better keep people with a better schedule. So, yeah, bring us a few options and what you guys are thinking and we'll go from there. Great. Sounds good. All right. Anything else, Paula? Um, not off of that. No, I was just going to do my report. Okay. Yeah, we're get to that.

Yep. We'll have um yeah so we'll move on to um item D's updates and discussions on current operation topics and this is where we split up a lot of the director roles and responsibilities amongst us uh to help manage until we get a director. Um, and so Paula, you're you're you have a piece in each part of this. So speak up if you feel related to any of these topics. If that's a good way to break out your report and if you have if we get to the end and we miss something that you wanted to talk about, please do. And I should have included you earlier on. So I apologize for that. Um, Chief Dy's leading the the training aspect, not here today. Um, anything on the training you'd like.

Training he has contacted Daniela and uh, Mary. They're in the process. We have all of the I send all of our training stuff to summit so they could look at it. And what we're finding is that it's so redundant that training that we're looking to revamp that and make it more how should I say more that they're getting the training that they need and not having so much redundancy in it. So revamping that and the training. Um I signed up Mary and Daniela to go to CTO training in Avon. Mhm.

Which I think is awesome. When did you say this is in July? Okay. Instead of uh I couldn't get them into the one in Colorado Springs, but this one works out better. They can go and come back home. Mhm. Um there. So um I got them signed up for that. Communication training officer. Yes. I had them. I would like to train people to go to that too if that's possible. Yeah. Like to see what they're training. But if we can if we can bring up Mary and Daniela Yes. and you can trust them at some point to run things while you're gone, then we can do that for sure. Yeah. Yeah. And well, the good thing is it's in Avon. That's good. So it's it's not that far. You know, you come home. No, three days. Three days from there. Yeah, it's three days. Monday, Tuesday, Wednesday.

Oh, that's not too bad. Okay. I think it goes like two weeks. Yeah. No, no, it's three days. Yeah. So, um I have them already signed up for that for the training. So, um I think Chief was going to the one in Springs. I don't know. I let him know already that I signed them up for the one in Avon. So, okay. I'm not too sure what he did with that, but I let him know. Not sure. And um as far as that, I we're just all working together to get the training program and see what it looks like and how we can have a better training program and see if we need 12 weeks of where we're at with individuals. Sure.

And do a modified one also for people who have some some experience where they need. So that's good news. I'm glad we're working the summit. Anything else on the training front? Um um actually, yeah, I applied for a grant and I got $1,000 for training. Nice. It's helpful. Well done. So, okay. Yeah. And I'm going to use that for the training for them for CTO. Okay. And we'll receive that money next week. That's quick. That's another train. Was that going towards something specific or Um, it was through CH actually.

I just mean like what did you like is it going towards something specific or for training? I asked for training. Okay. Or training like any kind of CTO training or EMD training. Any kind of training. Sure. You didn't have to put something specific on the application. It's just that's rare. Usually they want to be like, what is the thing? Yeah. No, I just training, but I was specific as to what kind of training. Yep. So, yeah. So, we got $1,000 for that. Yes. Great. You feel comfortable with the management of that? Whatever requires pretty simple one. Yeah, it's a very simple one. So, yeah, no worries. Um, we just make sure it's added to the budget correctly and then taken out of budget correctly. Yeah. Right. To get it and how we can disperse it. Yes. Cool. Got it.

Yeah. If you just communicate that with our HR finance. Yeah. So, they're in the loop. Yep. I just found about it found out about it yesterday. So, yeah. on on our our P&L it has an income there's we have a grant line item line item that we can we can pull out a different one so if we can do that with ours too yeah and I know that there's different they're asking for different things for grants and stuff so I'll get with them and make sure that we're all on the same page and it's put in correctly and how we use it is

excellent Anything else on the train? Um, for training, well, I don't know if it's so much training of or what I'm doing. Mhm.

Um, so I am accessing training that we never had before for dispatchers through our CCIC MCIC practice modules and all our flex modules that we could go in and practice which we've never had before, never utilized. So I got that all going for trainings for people. [Music] And I think um that's it for the training though.

Okay. Move on to u staff recruitment and retention by these two gentlemen. Any updates outside? No, we've been doing regular interviews. Sounds like we're all on the same page with one applicant that recently applied. Um do you have any other potential candidates we're going to be interviewing? Um, no, not yet. I um there was one that had applied but kind of went to patrol. She was a lot more well suited for patrol. So, yeah. So, um and I think he is

Yeah, I think she's still maybe on either side depending on what she wants out of her life. So, yeah. And, um still potential. How many vacant positions do we have right now? Two. That's what I was asked. So we have one in a conditional offer and one who started. So conditional offer she takes that after everything she's passed then we'll have two for dispatchers. Okay. And then still one supervisor, one director. So four total. Four total. Four total.

Yeah. We had a young lady apply the from what California the Grand Canyon lady. She took the job of Loveland, which is disappointing, but that's that's the way it is. She'll regret it. Definitely.

I guess that's all we had on staffing and recruiting, huh? Yeah. Yeah. I The interviews have been going great. I think it's it's nice to have some input in that and be involved in that. So, it's been awesome. I appreciate it. totally in your guys's inputs and stuff like that, you know. Yeah, it's suck to suck to lose out on her, but Michelle Michelle, I think that would have gone really really well. But yeah, wasn't meant to be. I did talk to her though and I did say, "Hey, do you ever change your mind?" Cool. Yeah. Yep. You know, we're still we're still here, right? Yep. Be busy.

That's not a bad thing. Yeah. goes up there and changes her mind for some reason, then I'll be a fallback. Um, yeah. Anything else on that side of things? All right, move on to policy. Um, Jeremiah, did you have a chance to look over the iPod policy that Claire sent? Okay. Um, we can just leave it at, uh, it's in the packet. U, it'd be good to review and start, um, throwing in some ideas. Paul, did you see that too? I didn't see that from I don't know why. I don't know if I got that. All I saw was the agenda.

Okay, so it's in the it's in the packet. Uh Claire developed a um a draft policy here. Um looks pretty good after the first reading. There's a few things to uh check off if you want to scroll down a little bit. I think she left some notes in there for us to look into. I think a couple other things would be um you know how silver and amber alerts are sent out um training suggestions that you have Paula um for Everbridge stuff to be qualified and and what the policy does is it identifies who who can use it who can approve it um it's all listed out in this um the training requirements I think um as a starting point this is a great great starting point a couple things to work on like I said

and there's some laws that are changing that are coming down icons and all that. We'll have to keep a close eye on that in July.

In July. Yeah. So, we might want to think about those, whatever that may be, and making sure that we're not um shooting ourselves in the foot with this policy with potential law changes and if we can account for it or whatnot. But, um yeah, a lot of it was um so yeah, if you keep scrolling down, there's the a list of approvers. Um so, it could be anybody on that list. Uh we could talk about that if we want to add or take away from that. um and then kind of using a two-part authentication process um through the messaging to make sure there's no typos, make sure that we're getting the message out that we have the approver and the requesttor and all that. So, that's what this policy addresses. Um one of the things we'll have to discuss eventually is the uh overall account manager, you know, if it's are we talking is it going to be the director of dispatch? I think right now it's it's under dispatch. Um but OEM is um controlling it to some level. Claire can explain that better. Um, but to make sure that we're on the same page with who who that overall manager is of the account, there's a couple things. So, um, and then there's she also has a memo attached to this um, kind of point out some of those key key parts that we're going to look at. So, address to us and Paula um, so you guys get a chance to read through this from CLA. We don't have much to add on to that other than just we had a little bit of homework to do.

Yeah, I don't think so. What are the potential law changes? I don't know. We didn't we don't So, um coming coming down from uh state and stuff is how we send out messages. Sure. They want it to be your like what's your second language in your county to send out also if it's Spanish then we need to send it out in Spanish also. So accessibility stuff. Yeah. Just on there cuz either you're making one huge long icons or you're doing multiple which isn't good either. Interesting. Okay. Yeah. I I have the law so I download the house didn't bring it this time just because I didn't want to get in two weeks with it.

Totally. Is it is it more how they're sent out or more what is the substance of the eyeballs? How they're sent out. Okay. So then that shouldn't with the English and Spanish like that would be ours. Okay. Because of the majority of the language the second language that is spoken. Is that going to be the biggest change? Um yeah, and it's rewarding also how the hospital is worded now and how um E911 wants it worded as because they're grouping things together that probably should not be grouped together.

So it won't be final just yet, but it's coming down to the wire where it will be and I can send that all to you just so you guys are aware of that if you guys want that house bill. Sounds good. So, do we want to first support in March or do we want to wait for that to come out? Yeah, I think we have more discussion in March. Um, and then hopefully have a a proper policy in place by April that everybody's aware of and knows how to use and train on.

And I think I like the one who has the authority. I think that's our thing and I think our interpretation of IPO is how we use bridge we see it as citizen alert instead of IPOS right so making those just so that our dispatchers know yeah this is what you're really accessing but we call it this right those kinds of things yeah well that's where this comes into is what trainings we're doing based around this so that nobody's or everybody's on the same page and

there's been a lot of trainings coming out and stuff like that and as soon as I see them I'm making sure that our dispatchers are taking those trainings and myself so that we are up to date on any changes or anything they come yeah and I agree with Claire here on the we can make it like an annual basis and something they have to do like refresh on every single year and we just make it a competency is what we would call it um then that would be appropriate as well because we don't have a whole lot of eye positives coming out totally which is yeah it's it's a high consequence low frequency scale so

and right with our uh amber alerts silver alerts and stuff like that that's in our training program now as to where it was at before so those steps coming along All right. No. Move on from policy to project management. Um I don't I don't have any updates. Do you from project? No, nothing besides the incentive that we did. Yeah. And then but uh Paul, if do you have some notes on like radios and all that stuff?

Our back haul that should be done on the 14th um the 14th 15th because we need an install. Um, we needed a higher voltage in the room, which that's done, completed. We just need them to come in and install the APC. Okay. Which that's won't take nothing at all. I'm sorry. What was the 1415 to finish the back haul for the DTRs from us to Grand Junction, which is the last piece of the puzzle to get our new radios going. Yes.

Mhm. So, um, that should all be done. I just received an update. More rule is all informed with everything. They're up to date on everything that we have and what's going on on Grand Junction side. Um, so if you guys want me to include you on emails like that, I know you guys have lots of emails all the time and you're going to look at it and be like, I don't even know what is happening. I think I Yeah, I don't. Okay. They're going to do it on a Friday and Saturday. Well, I think it was the 14th. They said by the 14th. So, maybe that week of they're going to try to get them installed. I was the 14th is the Friday. I'm like that's weird. Okay, cool. It's a state.

Yeah, that's that's why I was like, they're not going to work on a Saturday like that's not going to happen. So, as long as it's by the cool So, we should have that all done and then has us all where they come in. They're going to come in at the end of the month around the last week and install the MC7500 radios and then we will do the training for that. Um, get that all done. Um, and Image Trend, I know Chief's not here, but Jeremiah, you are. So, we're almost there. We are almost there with Image Trend. They're they're testing it and it almost works. Perfect. So hopefully

to be able to so that that's to be able to send the um it's our interface with trend to flex. So that is almost completed. Um cool. And I am also working with our Marshall one for a possible grant for rapid SOS and our building outlay to have geoc that whenever we get a 911 call in we can see um it'll show us where that person is calling like say T grand we get a 911 we can know exactly where they're calling from what apartment and the outlet of outly of all the apartments and all the buildings.

How does that work? I've already talked to Geoc. I thought we had it. It's magic. So, even if they install it, it's a GIS. Even if they're calling from a cell phone, you can tell exactly where they are. Mhm. How does that work? I'll leave. I don't know. But yeah, you and I have both. I'm like, huh? Yeah. If anything in a building, they can locate that. Really? and I have it already in rapid SOS, but I didn't realize when I asked for it and I got the coordinates and everything that we needed to interface with them. So now, yes, it costs money, but I don't think that it's a substantial cost, but that's what uh fire was dealing with. I said, "Hey, I already talked to Geoc, right?

We could probably do this together." And fire marshall was like, "Yes, just give me a price." So, I do have a meeting set up with GeoCom to get that price for them and see if that's the route we want to go. We get the money. Okay. Is that that's new? We'd have to approve that. Correct. Through a grant. That wouldn't be a budget. Oh. Oh, okay. It's a grant through the fire department, but to to collaborate with us. Cool. Okay. As dispatch. Sounds good. So, um, working on that. I'm hoping just get that done into fire marshall as soon as possible. So um I think that is all.

Okay. Um I'm going to go out of order order. I know I'm missing one right now, but I'm my uh computer's restarting so I can't recall the last one. Actually, if you don't mind pulling the uh agenda up real quick, we can do it that way. Um that was the last one, I believe. Yeah. So, oversight, supervision on budget.

Oh, yeah. Supervision. Yep. So, we can do Yep. So, we'll move on to that one. The only note I had on that one I already talked to Paula about is keeping an eye on her overtime since she's doing multiple jobs at once. Um, we want to make sure that we're not exhausting our overtime budget in the first quarter of a year. So, it's and it's for your own good, too. Like, u, so I already talked to her about making sure we're keeping an eye on her schedule. If there's mandatory things that we really need to get done, then we can talk about that. But, we'll got to keep closer Paul's overtime. That's all I have there. And, uh, Chief D is not here, but any thoughts? over time. Um, is what I was thinking also because I work every Monday

and our holidays are landing on every Monday. You're covering shift on Mondays. Okay. So, my thought process to help the movie that that you're not paying the highest paid person in the department that overtime. I switch Daniela's schedule. I'm more flexible with her. Give it to her. Okay. I will take on another shift throughout the week. So, that's one of my plans also. Yeah. to implement to alleviate some of that. That's good. Um, yeah, there's also, I mean, if you can throughout the week to, you know, if you can leave early at some point or take a day off if you work a shift at some point, something like that and and things will not fall apart, right?

That's fine. Or if you need to do that and something still needs to get done, that's where you bring us in to say, "Hey, look, this needs to get done, but I'm watching over time, but I'm we'll help you kind of manage that as well." And I'm looking at scheduling most things on Wednesdays and Thursdays. So I I would have a heavy day on Wednesdays and Thursdays to get things done. I appreciate doing that. Um budget, we talked a lot about that today. I don't have anything additional to add.

All right, Paul, did we miss anything? Um, no. I wrote down my stuff here. And um, for policy though, I did talk to Lexipool. It's just a Lexapool is a management tool for policy. We don't give you policy. So policy is still a top priority um, for me to get. And I know that that's hard because yes, we could take away from another agency and stuff like that, but there's still work that has to get done changing things and how we do that. So, sure. Yeah. And let we can help with that, too. I don't I know we just said this several times, but I'm going to give myself a link to

I have it now. I figured it out and I have to send you a link and a password and once you get that, then you will sign up for it and you can see everything on that. Okay, perfect. I'll get that out to you. Yeah. Yeah. But again, if that's things that like, you know, things that are more pressing, if that needs work on that you don't have time to do, let me Right. And right now I think once we get everything installed and we're still working on getting like kinks out of flex out of call works there's there's things that I've discovered that were never implemented and that need to be implemented as to where our applications and stuff like that to work better for dispatch

and so I'm working on those because I think those things are needed now. you know, we're utilizing applications and stuff like that, but we're not utilizing them to their potential as to where we should have been. Cool. So, that's what I'm working on and seeing that those get done and but unfortunately I have to wait for it a lot too.

So, that's my thing now. And then once we get those then that is our redundancy is huge for me also in our interoperability to still function when something happens. I never want to go through that week again that we went through. So those are what I see.

All right. Well, that concludes that portion. We'll uh move on to the minutes from January 3rd, 2025. Any adjustments or comments on that? Make a motion to approve. I have a second. Any further discussion? Hearing no further discussion. All in favor of approving the minutes from January 3rd, 2025. I

All right. Uh next meeting will be March 7th, 2025. at uh 10 am back in this room. So, thanks to everyone and all our efforts to to get this established during the meeting. Um 11:38 a.m. I'm never able to get on the Wi-Fi here. How do I get on the Wi-Fi in the courthouse? No, we blocked all city employees. Guest, right? Yeah. Is that where you're at? Yeah. Um I need your name and password. Who do I get that from? Tim. I know it if he's still on.