E911 Authority - Regular Meeting

started here. So, I'll call this meeting of the E9 Lake County E91 Authority to order. Uh, today's uh July 11th, 2025, and it is 10:07 in the morning. Um, does anyone have any changes to the agenda? No. All right. And did we hear back from Jackie officially? Will she be here at 11:30?

Yes, she will be here at 11:30. Um, there's just some traffic issues on I7. Surprise, surprise. Okay, I I'm going to make a couple uh suggestions here to move item four up to item three. Um which would move item three down to four. Oh, good. And then um

well, we'll just move item 3 A to 4 A. Then we can go into so we're not pausing or holding up Nick if Nick want needs to head down afterwards and then we can go into our our updates and then wait for Jackie to arrive. Um so that would move 4B to 6A which extends item six to item seven. Clear as mud. M

we're so basically we're going to talk with Nick. We will move our updates and trainings after we talk with Nick and then we'll do director reports. Uh I was going to move director reports up to uh before new business and discussion. Uh it's been our normal flow and I didn't catch that before. And Nick can stick around for the whole thing. I think it'd be great to hear what Jackie has to say. Jackie um is with uh 911 Solutions and I don't know if you ever worked with them before, but I know she's she's in all our meetings. Oh,

okay. So, basically she's in traffic running behind. We don't want to inter interfere with your schedule today. It'd be great if you stick around, but if not, we want to make sure we get to you first. I'm in no rush. So, okay, great. Good. That's magic. How you do that? All right. Any uh any other changes? We can spice this up a little more. Okay. Um All right. So, I'll entertain a motion to approve today's agenda. I'll second it. Any further discussion? Hearing no further discussion. All in favor of today's agenda. I I

All right. Agenda is approved. Public comment. Um, anybody who wish to speak speak on anything not on the agenda? Uh, now's the time. All right. Hearing none, we'll go to director reports. Um, I'll start off. The only thing I wanted to bring up was uh actually a question for Paul. Are you guys keeping up with the um what the county is doing with the evaluation process? Yes. Okay. Gotcha. You guys all set up with that? I just wanted to make sure because they have a different how you and Jeremiah has set that up for in July. Mhm. They're doing it in August. Right. Right.

So, just want to clarify if that was still that we're following county and not what you It's Yeah, it's all new. So, uh following county seems like the easiest option. Okay. So, we'll just fall in line with with them with what the county has. Okay. Great. um employee evaluations. Yeah. Yeah. So, the county has a new software system that they're they're using and they're getting those trainings out and getting everybody in. That's the first year and whatnot. So, yeah, everyone has it and they have had a couple already.

Okay, perfect. Um, also just want to clear up u I heard from a citizen that they were confused on uh fire bands uh within our county um and that they heard different information from different dispatchers. Um so if you don't mind getting with the dispatcher so they know where to go to make sure that they're uh looking if they're not sure about what the fireband conditions are. Um in our county they know how to find that information. So getting the same information out. They were told by one dispatcher we are in a fire band and the next one that they were not. So it was just confusing. We were just trying to get that all situated also.

And you can always um the OEM page has the fire danger link on it. So you can always go to that and that's updated and that has links for service BLM counties and then if there's red flag information on there as well that goes on there. Are those links working yesterday? I know we we looked because the links some of the links were not working. So, um, when you tried to get on there, but I have told them to look at OEM. We're looking at the forest service and um Oh, nope. So, that one's not right. Try clicking on the uh

No, I think um as we were going making the site um compliant, maybe one of those links disappeared. Okay, so BLM is working. Um, and then this is uh the Pike San Isabel forest. That one's working. Um, this is just a general one. And then Colorado. So, fire restriction Colorado counties. I'll update that one. Okay. Yeah. So, yes, we go and I told them to refer to this one and to click on the links so they all are aware of that.

Cool. And if they're if we're having problems like that, they can just, you know, take it through the chain of command, find the appropriate answer before giving a guess is is it's better to seek that actual answer. And I did let them know unless someone comes and tells us that we're in a fire band, we are not in a fire band because we that comes from BC. That comes from Yeah. That comes from Yeah. Right. And unless we have that info from you guys, then we are not in a fire. Yeah. And you be one of our primary first contacts be like, "Hey, guess what? Okay. Um, and then there is also if people need a reference, so here's the chart down here because it's compliant with new um, accessibility standards, but um, there's the chart on there as well if people need to know what's allowed and what.

All right, that's all I had. Daily, I don't really have an update. I I do need to give you back uh, the policies that you gave me. I did take a look at those. Um, I didn't read it to its entirety, but um, I got to like page 80 something and I really like this. So, I think that we should probably talk more about that on how we could pro possibly take what they have and recreate something that makes sense for our dispatch. Right. I I I think that looking at that content, it was very informative and very easy to follow.

Yes. So simplicity on that would be great. Yeah. So I'll I'll um get those back to you and then you have those electronically. Mhm. Okay. I found them. Yeah. Okay. And then if I need to get um cuz I know that Captain Sleski wants to be kind of in that process as well. So I might ra him in also. And this is you know we're creating the operational manual for for you know dispatch. So, not to take away from policy policy, but this is this will help with with all of that and and if I need to reach out as we do that, I will for sure appropriately. What I gave you were SOPs. So, like not not policy but following each thing that we do.

Procedural things, right? Yeah. But if it falls under policy, right? Okay. Okay. I think that's it. Cool. My part on that clear. Yeah. Um, I think one thing I wanted to bring up, um, I noticed we went to, well, I can leave it for later, too, but I noticed we went to Mac 9 for a call, and I wanted to kind of work through why we went to a state channel instead of a mutual aid channel for that trailer flip over. Um, so we can dig into that one later, maybe in one of the sections. Um, wanted to talk through that a little bit. Um the other thing I um am sad to announce I um will be leaving Lake County. What

um I have accepted a job with Jefferson County OEM. Um my last day with the county will be July 24th. Um so yeah, that's very emotional. Um we were expecting full speech. Full speech. No. Um I, you know, just finished meeting with, uh, County Manager Candace Bryan, discussing that transition. Um, so I'll have some more conversations with you all about how we'll move forward with the OEM seat on the board. Um, but thank you all for the time here and we'll talk more about all that later through transition. Oh, yeah. It's not approved. Sorry.

I mean, yeah, it's been a true honor to work with you, Claire. I've learned a lot from you and I enjoy our conversations and meetings. Um, you will be very much missed. Um, and hopefully you can continue to serve on the board on a part-time basis. Just saying. Just saying. I want a stipend at that point. Work it out. But, um, it's one of those bittersweet things for me. I know it's been all those things I just said and I'll I'll miss you dearly. Um, but at the same time, I'm happy to see career progression for yourself and something um that you want to do. And so it kind of stinks when those two things don't light up. So, we're happy for you.

Good luck. Who's going to do this? Zoom. I think it's freak out. Um, I did have some brief conversations with Liz Miller, our county operations director. Um, while we're working through the OEM vacancy, we'll see if we can get the board in contact with Sandra Pettis, who manages all the board's agendas, um, and logistics and be able to work out some partnership there. Okay, that sounds good. Does she know the book? Yes, she does. She's very good at She manages the board of county commissioners, so she's really good at all right. I think it's Claire.

Yeah. When Liz gets back from hiking Italy, I'll talk with her if she comes back. if she comes back. All right, Jeremiah. Uh, I don't have any updates or anything either. Uh, just one question as well. Is there a reason that we keep paging out non-emergent lockouts? Um, you know, I understand if it's a child involved or something like that that we page that out. But yesterday again was a some animals, I guess, but animal control was already on and it was paged out. Is that a fire department request? Is that something we're doing now? Is that if they request it. Yeah, we do.

Yeah, I think it's I think it's probably just uh um so non-emergent non-emergent lockouts. I don't see any reason why we would do that. And and that's my thing is I that could have been a call to the captain's phone instead of a page out. And I, you know, again, if there's a child in the vehicle, there's a life threat. By all means, page it and let's go. But, um, I I don't understand why that could have been a call to the captain's phone to say, "Hey, you know, animal control is requesting you guys down there for a non-emergent lockout, whatever it was." Um, this is sort of the second time we've paged for a non-emergent lockout in a couple weeks. And I I just don't understand.

Jeremiah, so I don't I'm not sure about the first one, but that last one with animal control, um, we put that on the sheriff's office. Um she she's not fully trained in all the understanding all that. Sure. That was her request. Um so that I'll I'll swing back around with her so she understands the difference between an emergent non-emergent lockout. So if she has that type of situation again, she can handle it a little better. Um but not first one. Yeah. Not not trying to place blame. More just, you know, can we work on a workflow within dispatch so that it doesn't really matter who calls in or who knows what, but dispatch knows the proper sort of thing. You know, again, if it's a kid in the vehicle, it's one thing. If it's, you know, some other situation, it's another another process.

And I I'll follow up with my officers and see if they're requesting that as an emergency. Sure. They, you know, I mean, if it's a child locked in, a ve, you know, obviously an animal on this hot day, etc. I think that that probably warrants, but if it's just a non-emergent lockout, we shouldn't be responding to all our units to include your that's why you're asking because if we get toned out, you're going also and and that was that was yesterday's issue was the crew was confused. They're like, do we need to go? Do we not need to go? Like and you know, they called dispatch and figured it out. But um just just some sort of workflow in there so that you know it happens the same way every time. Okay. Yep. Great. Anything else?

No, sir. All right. Nothing.

Um, I do have some a little bit of so you guys can see some calls and what we've done this year for you guys. Um, and uh our how we've been answering calls 911, how much we've gotten and our admin calls. Just so you guys are aware of that. Um, I did find that our WPH2 with our wireless coming in, it's not spelling into our CAD correctly. Um, called Motorola. Motorola is like they had no clue. They have to deep do a deep dive into it because our calls I give our dispatchers are doing great on getting these knowing the address and really getting you know asking questions to people who are calling in because it is not working correctly.

It's bigger than what even Motorola thought as to why we're not getting our addresses into our CAT system. we're relying on other things asking questions. Dispatchers are really getting, you know, answers from people calling in. Um I have not heard back from them. Um just because they had to involve other entities in it. So I'm asking just be patient. We are doing the best that we can with what we have and we are asking those questions and getting it as quickly as possible. Um, so it is a huge problem and but we're working on it. So

any timeline associated with that right now? No. Not yet. It's it's seems like it's always a slow process because of everybody who has to get be involved. Mhm.

And getting them all together to work together. So you know that's kind of a hard thing to do. So um I found this out about a week and a half ago or so. So my eyes on it. dispatch knows and so um they're really working hard making sure that people are getting we're answering it and getting those calls out as quickly as possible to the right location. So just so you guys are aware I think it might even be a little bit worse with all the people coming into town for the races because then it's going to clog up our towers. So

Paula, is this are you getting responses enough for this or is this something we need to get involved in to make things happen a little more or

I was in contact with Motorola which Motorola is our CAD in our call works system. Um we do have Tally coming in next week who is with Motorola, one of our top Motorola guys. If any of you would like to meet with him, he'll be here next Wednesday. So, um, if anyone's available, by all means, come in and see, you know, if that'll help. You know, I guess they're only the thing is that they're relying on the other outside companies also. So, we have no I guess that push or whatever really. They're going to do what they want kind of. Is it something we can push up to the state level either through like the PUC or like the larger group or CCOA?

Maybe that could be a possibility. Maybe we did it for Kirkland.

Yeah, she's really good about all that stuff. Um I think they need to identify where it's at. He had no clue. Um when I called in and told him about it, he was like, "Oh, no, not our problem." I said, "No, look at this. This is I'm getting this." I gave him examples and I showed him and he was like, "Oh, this is bigger than what I thought." And he said, "Probably." So, I need some guidance. Here's some help from you. So, he said he was going to reach out to the other companies to see what was going on. And it's our wireless um called WPH2. What connects into to get those numbers in our address. Right now, we're only getting coordinates and those coordinates are not even accurate. So, we're relying on Rapid SOS, which they're awesome. They're great. Um, but we don't pay into it. It's a free service. So, also, we get what we get, right? What we pay for. So, um, I think we're doing the best that we can with what we have. And so far, they're really asking questions and getting that information. But just so everyone is aware, And um what else?

Just working in trainings. We're doing a lot of trainings. We're trying to everyone wants to, you know, really know what they're very enthusiastic about things and getting accurate information and um being really involved in I appreciate that from our dispatchers, you know, and being involved with each and every one of you I think is great. So, did they were sitting on the fire yesterday and learning what not to do and what to do? We No, you didn't listen. We didn't listen to the guitar. I don't think we have TV.

Our our radio is not programmed for TV. Oh, it's not. No, we didn't listen in on there, but we were busy with Were you guys on TV? Well, yeah. main operations on JV Mac and fire operations on that part three. Okay. I don't know that. Yeah. We were in constant contact with JB though getting information from them and stuff like that. Um we did not listen in. We were busy. We had a lot of calls coming in asking about sure

about it and the smoke and all that and Claire called in. Uh we were not aware that Twin Lakes was without power until Claire called in. So um getting all that and making sure that everybody knew what the process was when people called in. So we were on it on that end. So I think it worked out.

Yeah. No, we did have Yeah. Kelsey Maxi over in public health um really got things organized if anyone down in Twin Lakes needed support. We didn't have any requests, but we were ready. Um and then Sammy and Adam Ducharm and a lot of other people stepped up for Katrina. Katrina, thank you. Um sorry, just for record, I was down in Chaffy last night, so I'm a little off this morning. Um but yeah, a lot of good public information went out, so I hope that took some effort off you guys once we were able to get that out. Um so yeah, good things from that end. Yeah. Yeah. Cool. And I enjoyed working with the net last night. That's awesome. She's wild. I love her.

She did a lot a lot a lot of good years over there. It's cool that she was able to jump in and still help out. Yeah. Yeah. It seemed like a really quick reaction. Got a lot of resources out there. And you know, I don't know if you needed more from Lake County, but it was cool to hear a lot of Lake County resources being sent down there making phone calls to see if anybody needed help and just uh it seemed like pretty cool operation when it came to uh how the relationship is with like county and Chaffy County. I thought that went pretty well from my perspective at least. Yeah. And PBlo and her agency just jumped in and things for us. So that's awesome. Great. Um, their under sheriff has a puppy, however, so I like him better than you guys. I already have pressure. Thanks for reminding me.

It's a very cute. A very cute puppy. Yes. Oh, okay. Uh, anything else, Paula? Uh, we are going to go to EM. Thank you, Chief. You're welcome. That's awesome. Love it. Um, for our dispatchers, we have four going and then we'll next time we'll do the other. Okay. So, loving it. Okay. Awesome. Good deal. All right. Well, we'll move on to

Sorry, I have one thing I forgot. Um, so OEM did acquire a Starlink through the Homeland Security Grant. Um, that is operational. It's living over in the annex. Um, the service does need to be turned on. That's super quick and easy to do. Um, but that service is also grant funded per month. Um, so if anybody needs a Starlink, um, please reach out to OEM or we'll figure out the transition planning for that. Um, but that Starlink is available for any first responder agency to use. Um, additionally, we were also able to get a little mini um, battery generator with it um, that has solar panels as well. Um, so the Starlink does not need to be connected to mobile command. If we're in a search and rescue situation and they want to set it up in the field and they can hike in that mini generator, they're welcome to do that.

Um, the generator also has solar panels and by rough math calculations, the Starlink alone, it should be able to run for about 17 hours without the solar panels. Um, that include, but you can also obviously charge anything else in that as well. It's just a little tiny jackeri. It's pretty durable for what it I was curious about the make. Yeah. Um have I can we can swing by the annex. I can show it to you. Um but if anybody needs that um we'll figure out a way to get that out to you all, but that is available. Are I know we only have a little bit of time left here, but are you is there going to be a policy related to how to order that? It's going to be like through dispatch or it's just kind of a call to OEM.

It'll be a call to OEM. Yeah. My I'll talk with Liz Miller since it's kind of a piece of tech. I think it's going to go live with operations for a while. Maybe we can talk about it living with the sheriff's office. I'd be open to that. Um, yeah. And with every grant, there's an end to those. When's the end of this one? So, we have 12 months worth of Rome unlimited service. Um, we can do that on a month-by-month basis. So, we've used one month, so we can set it up and test it and everything. Um, it's 165 a month. that goes through a reimbursement to the city of Colorado Springs. We have until 2027 to use those 12 months. Okay.

So, it is up to us if we just want to turn it on and run it. I would advise against that. Um cuz I think it'll just sit there for a bit. Um or we turn it on, run it for a month, shut it off after that month, get the one month reimbursement, and then continue until 2027. Is it scheduled to be used right now for the 100 run? Um it is not. Andrea and I talked briefly about that. Um, I did request since it is grant funding and that race series is a private corporation that we be reimbursed for the one month of service for that if we were to turn it on. Okay.

Um, now if something happens the week before and we have an incident and it's turned on and it's turned on, I'm not worried about it. Um, but if we're turning it on specifically for race series, I would like to see that 165 university. I wonder if an interesting use would be to uh bring it out during events where we struggle with reception. There's so many people here and just like maybe we even with boom days coming up maybe we give it a try for whatever level of operations and then we don't have to rely on it worth a shot.

Absolutely. Um, and then our IT department did also order, so right now it's just kind of the standalone Starlink. Um, but they did order a car mount and another stand to boost it off the ground a little bit. So that's still in progress, but if somebody wants to put a car mount on Cool. One more thing. One more thing. I don't know. Sorry. We do have one person who is going through the hiring process now too. So we're just wait I'm just waiting for okay them to get through and then and we can we we can talk about that when we get into recruitment stuff. So if you want to give a full update on that that's fine. We'll give you more opportunities to talk.

Um all right. I'm not going to ask if anybody has anything else. We're going to move on to new business and discussion. Um so item a we have discussion with Nick Huffman regarding a part-time director position with the Wake County uh communication center. So Nick is here with us today. Came up from Chaffy County. I figured we'd start off with uh he's met a couple of us. Um let's do a quick round of introductions and see who this scrub is over here first. I'm Dan Dailyaly. I'm a fire chief. Nice to meet you, Nick. You too. Is that Leadville? Leadville Lake County Fire Rescue. Okay. We only have one. Okay. Yeah. Well, that's easy. Just one fire entity here in Le County.

Okay. A little background. A little background. Okay. Well, how far back you normally go? Uh, let's just set it off at 13 and a half years. All right. So, chief for about that time frame. Um, I've been here for 20 though. And um and um I love Lake County. I love this uh area and you know the the agency here. If you do decide to take this part time, I'm looking forward to working with you on what our needs would be for um uh dispatch and um I'll just get with you and we can sit down and have a cup of coffee and we'll talk more. Okay. Okay, sounds good. Sounds great.

All right. Appreciate it. Yeah, we we've met um the sheriff here and uh so I've been the sheriff since May of 2022. Before that, I was a state trooper here and um been all over the place before that, but that's a little bit of my background. I don't think we had a chance to discuss that. What you have for us? I'm Dean Trout. I'm the uh police chief in Leadville. I've been here eight months and I came from Iowa. I've only been doing this a year. I'm a rookie. But you background also because you had some board experience.

Yes. Um uh I I started my career in in Weld County, Colorado. Ended up in Wisconsin for 20 years. Came up through the ranks uh to ultimately be named the chief at the agency and I sat on a 911 board there. Um I got bored because it was a tourist community. So I ended up in Waterl, Iowa, uh 80 to 100 shootings per year, half a dozen homicides per year. Sat on a 911 board there. And uh a year before I retired from law enforcement, I got elected to the county board and again sat on the 911 board as an elected official and came here in the middle of my uh second term from Iowa.

Claire, I'm Claire. I'm the emergency management director for two more weeks. I've been with the county for three years in EM for two and a half of those. I was in the county manager's office prior. Um, I was a firefighter for a little bit. Um, I worked for Colorado Parks and Wildlife doing a variety of things. Um, and yeah, that's all I got. Cool. Thanks, Jeremiah. Yeah.

Hey, Jeremiah. We met the other day as well, ambulance director for St. Vincent Health. Uh, been the director since 2019. Uh, been with St. Vincent's uh, since 2009. Uh, and in Lake County since 2007. Yeah. So, a lot of awesome experience here around the country. Um, some different touch points. It really helps us. Um, but yeah, just give everybody a quick background. Um, we've had uh September of 23 is when this board was restated. Um, and one of the items that we need to accomplish is to appoint a director for the E91. um board to have that uh direct point of contact with. Um we've been unsuccessful. We've had a couple applicants that were um had some experience um even in the director capacity um from out of state and I you probably the same struggles anytime you get an out of state applicant they're they turn out to be not very reliable and we've both been no shows for any sort of future interviews. Um so we've had some discussion. Um so basically what we do is we're a working managing board. We rely on on supervision in um dispatch with Paula and we try to share a lot of the director roles. So um you can see that we're the heads of agencies that are the primary users of dispatch. So as you can imagine we have uh our own jobs to do

and so we're we take on additional uh roles here. Um, so we started thinking about, well, what does it look like to have somebody who's part-time, temporary, and to and while we continue to search for a full-time person? Um, and that's where we had that discussion with you a little bit about where we're going, uh, where we're trying to go with that. And, um, in a recruitment effort said, "Hey, do you know anybody?" Yeah.

And, uh, I literally saw a light bulb click off in your your head that at that moment. And fast forward, here we are today. So, um, we a little more background. I've been communicating with our county HR to get this position posted, leaning towards posting it twice or in two two different capacities. One is this in this temporary role uh, in a part-time capacity and then one is the full-time director. So, we can still continue to try to pursue that position while we're working through this um, temporary situation. Um I I think it's largely agreed upon that um any sort of help in a part-time capacity is going to help us with an additional person here. Um and looking for obviously somebody with experience um so so we can kind of hit the ground running. Um and again that's why we're here today. So uh if you don't mind introduce yourself to the group.

Definitely you guys let kind of go over the the prime points here. I'm Nick Huffman. Um, I've been in dispatch for 12 years. Basically my entire adult life I've been dispatching. Um, started off in college. Um, went e business and web design, but started dispatching for my college campus in Ohio. Did a large agency there for Knox County, Ohio. Moved to Colorado. Dispatched for Squatch County Sheriff's Office for quite a while. Um, similar I got pretty bored. Uh it is a tiny town down there, smaller than Jaffn Lake as far as population. So saw an opportunity up in Jaffy. I've been with them for just shy of six years now. Um about a year into working there. I took over as 911 coordinator. That's really what got me passionate about um getting us part of committees and learning how things are evolving and nextgen 911 and how we can kind of evolve ourselves to to grow as technology gets into 911 and we finally catch up to the private sector. Um took supervisor about a year after that and then I've been I've only been in the manager role for about six months now. We're a little bit different as we set up. I'm underneath the sheriff's office. Um, so instead of reporting directly to a board, I report to under sheriff and sheriff as my chief command. Um, which is my manager and not director.

Um, but yeah, I I'm definitely learning a lot within my role. I feel like I inherited a pretty good thing from Annette who had been there for pretty years I think. Um, so there was definitely a great foundation there. Since taking over, I think there's been a huge movement toward technology. That's something that I'm I'm really pushing forward. Um, not saying we were extremely far behind, but just a lot of agencies that wanted more efficiency, more technology, more information coming from CAD, from 911, from dispatch that wanted more streamlined um, operating procedures. And we use something called a call reference guide that kind of walks people through and might solve some of your problems as to okay under what case do I page a responder for a lockout and what case don't I and here's kind of a call flow for that kind of thing. So rebuilding call reference guides and things like that kind of get us into the modern era for river incident figuring out how responses work. I can ramble all day. Um, so yeah, that's that's kind of my background with this. I would say I'm just passionate and I like to learn and um I have no problem digging into problems and figuring out what the core of it is and um finding ways to politely push people to get done what they need to get done and be accountable and working with all these genders is probably one of the hardest things and she's definitely going through that right now. So I think I could probably be a little bit helpful on that. Um,

yeah. My my biggest question to you guys are, and I don't want to like delve into the dirt of all of this, but what do you what do you think are your primary issues? What are the things that you've worked on? What do you kind of see this role fulfilling? Because I I don't see myself coming in as a full-time employee for you, and I just I do want to come and help. But what's that look like?

Yeah. Yeah. That's uh so that's I'd say today we can get into the weeds a little bit. um mainly having a discussion. I think it um it also could appear like we're having an interview at this moment, but we're really just having a discussion. Um this is something new that we brought to the table and you know, you're a potential candidate. Um obviously, and and so I think this is a good opportunity to have that back and forth discussion on you know, we can talk about what we're looking at. each one of us can bring to the table um some different experiences and different hopes um and then to see what your capacities are um and you know see how close we are to moving forward with with this part-time type of role. Um so yeah, let's just have a discussion on it. Um we'll we'll in our next uh item we're going to go over uh updates and discussions on current operations. Um, so we've we've pulled different things from the main job description to say these are important things for us to focus on right now. And I think that's what we're really going to eventually ask of you and to say, you know, we we're going to have to learn first of all because some of these I imagine we're still going to have to help out with um especially if this is a part-time type of role. Um, and so we can dive into those. But yeah, sorry had something. Well, that's what I was going to suggest is that we pull up that list that we have and we can do that and we'll go we don't have to go into the update on these items just we're all on the same page. We can update uh go through the updates on these specific items in our next agenda item. Um but what we have here Yeah. Thanks. I'll let him

you guys are watching me again. Um so these these are items we've been working through um that would be very helpful to have a director take the lead on these items to keep us afloat to keep try to you know work towards some progression. Um but you can see here what we are focusing on is training uh recruitment and retention policy project management oversight supervision and budget. Then what we went through was a little rock paper scissor episode of who's going to take on which additional task. And all along even though her name's not on here, Paula has a touch point on all those. Um and so uh Dan Dailyaly here has uh been assisting with um training. Um so do you want to talk a little bit about what you've done in the past was you go into the updates right now but just kind of some of the things that would be helpful for temporary position.

Yeah. So when uh when we first met what we realized right out right out the gate was that there wasn't a lot of consistency across the board. when uh a new hireer would come on, uh some people would be training in this way or this is the way that we used to do it and they would have this manual. And um so one of the things that we discussed and there's been a couple of new trainers um that are on board and very passionate about moving forward with creating a training manual for everybody to be consistent. Um and that is in currently the works right now. So, we want to do two things with the training. We want to have a training manual that everybody trains off of and continue to add to that, of course, because that's a fluid um document, of course.

Uh and then and then have an operational sense to what that means, and have another manual of some kind, whether it be electronic or hard copy, to where, say, if it's a wildland fire, you just go wildfire. Boom. Now, here's my here's my procedure. There you go. Bingo. Yes. Um and that that is what we need to create as well. So those two things go hand in hand. Do you guys have any software for that right now? No. Okay. We don't um we do have our flex where we can ask some questions right off of that and put them in and integrate them into a

we have so that so that's kind of where we're at. We're we're at the beginning. I don't know in years past where all of that went. Um, you know, and then for your trainers, are you are you doing ACO or NINA for certification? And do you do with the standard score system of like 1 through five and the documentation on those? We have one through seven. Yes. Right now. And we're following APCO standards. Okay. Yeah, good. That that's what we use as well as ACO. I'm exploring two new trainers right now. We're putting them through the NINA course to see what the difference is there. We're going to go to they're going to Oh, cool. Yeah. Yeah. Um

and we're sending people to trainings like that. I've went Paula's went uh couple of dispatchers getting ready to go. We might be sending people to the same class. Yeah. Yeah. Yeah. Yeah. Cool. Yeah. Um so right now I'll say we transitioned recently over to a program called Virtual Academy. It's kind of a two-part thing. Um, one part of it does Oh, you do have that? Yeah, we've had it over a year. Oh, yeah. I signed up for that like a year ago. Okay. Do you have the CTO portion of that? Yes. Okay. So, well, virtual academy. Yeah. No, we don't have the CTO, but we do have virtual academy that we've been using and I've been giving um

out the trainings that they do. So, those are great trainings. It's good time builds for when you don't have the budget or the time to pull people out of the center and send them in person. I think that's awesome. They have a specific module for CTO which breaks down makes all your dos digital. You can do checklists within all of that. Um we have an actual training manual that really like in paper breaks it down. We're not even printing those anymore. We've gotten so far over to the

digital version within the CTO module of virtual academy. Um makes it a lot easier to track. makes it really easy for every trainer to read through everything and sign off so that if you're passing a trainee between multiple trainers, they're up to date with what's been going on. Gives you good score averages. You can kind of see how the training is developing. Um, probably the nicest part is just like we build into phases for our training. So like phase one you're watching. Phase two you're answering admin lines. Phase three you're answering 911 and the airing calls. Phase four you're learning how to operate the radio and be the primary radio person. Um, and then each one of those sections, those phases have a breakdown of checklists of while you're in phase one, you need to read policy and sign off on disclaimers and blah blah blah. And phase two, you're answering phones, and these are the things that you need to know of how to do a vent inspection, how to call out for a lockout, and um how to use the call reference guide to walk yourself through different calls if you're not sure how to do it. Um, so I would say that's a

as far as training goes, you already have virtual academy. It's just a paid for module within that that makes all that digital made us a lot cleaner. How long is your CTO? Six months. That's a six months. We do six months of training. Six months. Yeah.

And usually like that one week of sitting in um usually four weeks of admin lines. um at least four probably eight of admin and 911 also within that phase you start airing your own calls but you're not really interacting with the officers much you're just airing and then the radio person takes over that's a bit of a difference between I think the way our centers work we're always double staff you have a phone person and a radio person obviously if it gets busy it's a grab what you grab freeforall but the way it should work is one person's answering all the radio transmission one person's taking the calls and airing their own calls that they're taking, which I know that's a little different than large agencies, but if she's a call taker, then the radio person also airs the call, but I think that the call flow works better if the person that took the call is also wearing the information, so you don't miss things. I always thought that was not that large agency.

Um, yeah. So, from there, you you get a handful of weeks as pure radio operator. toward the end of your training, you start bouncing half and half days, half on the radio, half on the phones, just kind of get you adjusted to that. And then usually by the fifth month, we're saying like we can start using you as a second if you're with a strong dispatcher. Um, we'll start scheduling you without a trainer here and there. That's out of necessity sometimes just because we've got currently I have three trainees and one on admin leave. So keeping that double coverage is like pretty tough at the moment. Um, yeah, that's that's kind of how our training program works in a very condensed nutshell.

Cool. Yes. And I could see that your your expertise on that would be an added benefit. Yeah, I was a CTO as well. Yeah. Um, so I I've taken the course. I did training for a couple of years before coming into my current role. And I still sit at the console and train. I've got somebody that's a little uncomfortable on radios and we think that she's really ready, but she's not feeling great. So I just sat with her two nights in a row and worked until 11:30 with her and built her confidence and yeah part of that still got to be hands on you know and I think that's the whole thing with these small agencies and I think that's where we kind of do wake up a little bit is there's a similar we might be a slightly what's your population here maybe 500 roughly

total. Okay. Yeah. So we're like just over 30,000 so but still not a huge difference. Um we're just kind of we're going to double the staff as you I think we have two that we work with. Gotcha. So that's kind of what our kind of issue has been cuz we did notice that for the training that I saw that how we were training we have our main person and our CTO trying to train a new person on the other console and it just wasn't working. Yeah, it's not efficient. Yeah. Have you seen you haven't seen our discussion? I haven't. Okay. Tour after this.

Definitely. Yeah. Yeah. Anything else? No. Can you think of anything else? Uh I know that, you know, we want to send people to, you know, training whenever we can. Thank you again for the EMD training uh that'll come up. And we we do would like we would like to uh send our dispatchers also to do ride alongs. Mhm. Uh because I think that outside agencies and them getting that exposure would be great uh just to see how you know other agencies out there.

Yeah. I think it's a healthy thing for a dispatcher to get out of the center too. So I think that what are my people learning from the ride alongs? M you know I don't sometimes they just sit in the EMS bay all day and chitter chatter but I think it's healthy too though to get dispatchers out of that nearly windowless room in our case and get them to meet people and get to have conversations and then we do the same thing opposite too. I encourage every single one of my agencies to send their people in to dispatch and sit with us so they know when the fan

um what we're going through and that every single person's important but there's priority there as a dispatcher you have to prioritize. So I think vice versa that's a nice thing too. Yeah we invite the dispatchers to do ride alongs with us our all and then our new personnel um to sit with them. Cool. Yeah.

Yeah. I think we'll just uh roll through this flow of going through these different items like this and we'll just keep it to historically what we've done and then we'll get into updates later. But um so yeah, the next thing we focus on um shared is the recruitment and retention of staff members. Um we found this was a lot of work for just one person to do um to take in the application review and do reference checks and interviews and testing and all that. So, um, Dantrella and Jeremiah Grantham have been assisting with that process. If you guys want to chat a little bit about what you've done in the past.

Yeah, we, uh, we we've had a consistent flow of candidates, which surprised me, but makes me happy and good candidates. Uh, so hopefully they keep coming. Hopefully people keep applying. And I don't know why uh we have this consistent uh desire from candidates to come work and dispatch, but we do. We're not going to take it for granted. Where's your staffing level right now? What's full staff and what are you doing? Yeah. So full staff is behind you. I got a little uh chart there. Um so we're we 11 is full staff for us.

Okay. And that includes the director, two supervisors, and four operators per set of the week. Um, right now with Hunter, we got six. Is that right? 5.5. So, we do have a part-timer right now is going to school. So, we have six employees, five full-time, one part-time. That's plus a supervisor. County. Yes. You have 6.5. You work the console. Yeah. What's what's your hiring process look like? What if you're getting a good flow of candidates then why 6.5 and not 11 12?

Uh it might touch more on the retention side of things. Um we've had some turnover. I mean even with people while they're in training. Um so I don't know if that's pointing towards our um process that maybe we're missing some key markers to say, you know, why are we hiring these people and they're not making it through training? Um, so it's either it's probably a touch of both is my opinion. Paula probably has, you know, closer touch on that, what's going on and why we're not fully staffed, receiving applicants. What's your thoughts, Paul? I believe that it's a process, right? It takes time

to hire and to go through everything that we require to get them on board. And a lot of them uh we had two that uh we had interviewed and everything and I had one accept the position and then an hour later she declined it because she received another offer that she could start sooner. Sorry, I'm just migrating here. No, that's why. So I think it's sometimes like that, you know, that they're looking for something and they want it quick. But through our process, we have a process that we have to go through. How long does that take? Because that's that's been thing in courses I've taken, manager courses I've taken, saying cut that down

like and I'm down to 3 weeks now for when I give you an offer when you're hired and it's made a difference. Do you do psychological? That was one of those physical too. Uh physical we do physical and hearing. Um and that hearing is honestly my biggest hold up because the hospital is just slow. So that's something I've got HR working on right now of like we need we need at least two or three offices that they can schedule with because my last two candidates would have started within a week and a half if not for a hearing test. So what is your process?

Um so we are through county HR. Um pretty much as soon as you're given an offer we're working on full background. It's our jail commander that does that. She usually has those done within a week. Obviously, it's the respons responsiveness of the candidates, right? People um so sometimes there's fly and and you notice that off of a good candidate, too. If you get that candidate that's really stepping up and calling all of their people and saying, "Hey, these emails are coming out. Get on top of this." Then you know they've got some passion toward that. My best candidates have had their background checks done in days

because they're reaching out to their parents and their friends and their references from previous jobs and they're saying, "Hey, get on this for me." And then I I just recently hired one. His background check took three weeks and he was not a good candidate in the end and we had to let him go. So, um I think that kind of shows a little something right there. Um so we do that background check, hearing test, vision test. That's HR orientation and you're in the door. Big is the psychological especially if they have any previous medical

issues. Yep. Then that takes even a lot longer. That's that's our biggest hold up. It could take anywhere from 4 to 6 weeks to even get that going through. Um my opinion, I'd like to move away from that. Mhm. Well, incor I think you can incorporate a little bit of that into your interview questions too to just I mean we're not psychologists, but that being said, we can ask some of those questions that that really get the candidate talking and make you kind of a little bit more comfortable with what they have to say. Yeah, that's great. A more robust interview process would make us all feel more comfortable.

Do you do testing in interviews? That's as well is you do a typing test. I I do something called zone testing that plays things like um one of the tests it'll it'll just spit at you colors, numbers, and letters and you have to like sit there and and write it out and decipher and then those get scored. Um which kind of gives your multi-listening skills a challenge. Um but it's like a it's a six-part test. We use five modules of it. Uh it takes about half an hour. All the candidates can do it at the same exact time. So, it's really not much of a time sync.

Um, and that gives a really good insight into are you able to keep up with two radio channels in a phone call and your coworker yelling at you. Yeah. So, I think that's been really useful for sorting out a couple of my candidates and the typing test. Just like a hey, if you can't type 35 words a minute, you ain't going to cut it. You've got to be able to navigate keyboard. Okay. This one I think we talked about it. I think a little bit. Yeah. But I I think that kind of helps sort out your candidates, too. Yeah. Okay. Jeremiah, any thoughts?

No, I think that sums it all up pretty well. Um, so yeah, we see that as a key item that would we'd like some help with. Um if there's nothing else on that front, we'll move on to policy. Um this is where um Claire and Jeremiah have been uh the points along with Paula again on policy development and I think there's been some overlap with training too. Um so there's kind of a lot of different hands in this policy mix. Um but I think it's still an ongoing project that we've identified as as still needs um a lot of attention.

Okay. Any thoughts on policy on what we're what we've done in the past or you want to give them an update? Yeah. So Paula got me access to front line. Yeah. Um so I kind of went through that a little bit too. It doesn't look like we have much built out in there in our end, but it was cool to kind of go through and see all the different things that were in that system. Um I think for my office specifically, um what I really want to kind of nail into is iPod and just emergency alerting in general. We use Everbridge um which you all use as well. Yeah.

Um Yeah. Yeah, and you guys did really great with that eye pause messaging yesterday. I got it as soon as I drove into Guav Vista. My phone went off and everything. Um, it was underneath my thigh, so that was a little jarring, but that worked out really well. Um, but yeah, I think that's the big thing from our end. Um, and I think that's something that we need to work on, too, as public safety agencies with dispatch is just how to order those alerts, who can order what, what authorities, how do we send them out. Um, and just really kind of nailing down that policy is the big thing from my office. We do we do monthly tests on that where I do simulation testing just to the admins because I think that it's an uncomfortable thing like when you know you're about to send a message out to thousands of people and random people driving down the road.

It's it does not feel good as a dispatcher to be managing 30 things and be like okay this thing. Yeah. Um, so that's probably goes into the training part too, but that's yeah, definitely a huge liability on that program and it's scary from dispatch from a manager standpoint. It's freaking scary. No, easy enough to find. Good. Hi, how are you? I'm good. I made it over the past. Good, good, good.

Yeah, I think that's the big thing from u my office that I would like to see moving forward is just more practice and touch points on those systems. And you do have individual policy for like you're not under another agency's policy procedure. You have your own board dispatch. We do not have a policy just yet, but um we are working on it

um to do that. We we've dived in a lot more here lately. So we are working on it starting this factory before. have never done the practice simulation. So we're going to start doing that on a monthly basis or November maybe that's the monthly testing. So it was never into dispatch but we are got getting there. So you have no current policy for Everbridge, but you do have I don't even know how you call it policy. Actually, I share that with you. Okay.

Okay. I mean, it's it's a howto. It's an SOP more than Gotcha. Yeah. Okay. That's all I got. Jeremiah, you have anything else? No, I think they're similar. just dividing between actual policy and SOPs um and just setting setting some of that that we just we just don't have.

Yeah. So I I think what works well in my world is you have a policy which is like how you adhere to your job with orals and all that good stuff. You have SOPs, which is generally how the processes work. And you have call reference guides, which are and that are here's the questions you need to ask. Here are the people you need to page. Here's the person to notify. Here's the number for this and the number for that if you need to do, you know, and I mean that's even a work in progress. All right. And yesterday they were like, "Clear the skies. Call the FAA." And I'm like, "Yeah, never done that before." We figured it out, but man, it's not in our car. got that much.

I was wondering if it was now that twice I think with our plane crashes crashing. Yeah. Well, we kind of learned it by at the seat of your like what? Yeah. Yeah. Your agency did outstanding job by the way out there that fire. It was the perfect storm for us. Like having all the dispatchers in there and me already being in dispatch was just like it was luck. It it was partially luck. But thank you. Yeah.

Um so next uh we've identified uh project management as an important aspect that myself and Jeremiah have um been identified to assist with. Again Paula has touch point. Uh we went through some major projects. Um you know dust is still settling on some of them. Uh motor I switched to Motorola. We had new Motorola equipment purchased um with new software. Uh we had a radio tower that was um installed. We were talking about this yesterday. We figure out a time frame on when that started. Five, six years ago. Do you recall when that tower project started?

I mean that was under Josh Adamson and Kaylee. So that would have been 2019ish 2020, I believe. 2020.

Yeah. So we had uh a new state tower come in. Um it it wasn't organized and ran the best. Um, and so there was a lot of issues with like permitting and and then this then the state um not very happy with us and how we went about that process, threatening to take the equipment and it was just this it turned into a massive project. Um, fast forward to today we're pretty much done with it. Um, and Claire has really ran with that. Um, you know, she she's had a touch point with that I would say prior to us reorganizing things and who was doing what. associate has the most institutional knowledge on that project. So, you'll have to download that before you leave, please.

Okay. Um, but yeah, they the trench was uh recently taken care of, so we're pretty much there with that. No, we can talk about that a little more later, but yeah, sorry. Um, but that's those those have been the major projects. Paul, am I missing anything on project front? Um some projects have not been completed yet. Our back haul to get connected to the state DTR. So that is um working on it. It's almost complete. Almost complete. So we're almost there. That's against all of our radios.

So we have an August 7 date. We're hoping Lumen will be here for that. So, but that they've been scheduling dates back starting in February. Oh, yeah. January. January was when we were first hoping and here we are now with an August date. Um, so just because I don't have to connect also to Grand Junction. So, it's getting those the state with um Grand Junction and Grand Junction's going to be complete next week 15th. Okay. So,

okay. even getting close to some of these, but it's been yeah, it was quite the storm that we had to go through with these different projects. Um, so we that's why we identified it as something that was important for us to work on. Um, but as they start to close out, I think it's just um, you know, from a a temporary director standpoint, it's just uh, updating yourself on what has happened and making sure that we're keeping a close eye on these like last few steps because I can see these easily forgotten and not included. There's no clear thing. Hey, the trench is filled. All right, thanks. Equipment is being delivered to Golden. Yeah. Don't know when or when we'll get to here, but getting close.

Jeremiah, anything to add to that? Uh, project management. N you covered everything in the academic. um GIS very huge our introdu [Music] so our yeah and it's going to be very needed very soon yeah so um yeah working with that and um just a GS like you said and everything how it works in our systems getting it all accurate I think is huge very huge you need that so later you know and working with entities outside dispatch also county and new person.

Yes. Sorry. Yeah.

Okay. Uh next oversight and supervision. Uh this is myself and Chief Dailyaly. Um you want to kick off some of the background that you've done in the past with with this one? Well, I mean capacity is an issue. Um, we don't have a lot of capacity to meet continuously to have that proper oversight. I think um we mostly talk about a lot of things during our meetings on Wednesdays when we can meet for training and if there's any concerns or scheduling or anything that we need to go over, time off, etc. Then we go over it then. But for the most part, um I really feel like that's kind of a lacking on my end um because of capacity.

Yeah. And same confession for me is there hasn't been I think we had one meeting where we tried to set up a routine and that kind of fell apart. So um I see this as a pretty big hole of where we're not filling in, but we also identified it as a priority. Um so there's not a lot of history there unfortunately to cover. Um, and that's where we're sitting there. So, really rely on Paula to do do a lot of that and schedule dayto day. No, no.

And we're having dispatch meetings every other week now just because I think there's so much information that needs to be passed on and if we're all on the same page, you know, and if there's other things that emails go out, but I really like to have that connection with face to face. So, we're having meetings every other week. Good on you. Yeah, you know better on that than I am. All staff meetings are tough to schedule sometimes. They are, but I let them call in and stuff, too, just because we have some, you know, that live from BB that live in BB. So, I really like that connection. Got that every two weeks,

keeping up to date. Well, and if you if you do build around that that SOP and the reference guides, then it's easier to update those things because I think one of the biggest issues that we have in dispatch is um fire chief a over here. It's just like, hey, you need to start paging me using this this thing and he's like, "Okay, now whenever you get this, that needs to be a tone one call for law enforcement." And it's like every day you're just like, "Hey staff, do this different. Hey staff, do this." Then you can't do that to them and expect them to digest all of it. So getting that into standard operating procedures and reference guides to where they can just, oh, I know something changed. I'm going to flip to the lockout thing and be like, oh, I'm not supposed to page that anymore.

I do a lot of read receipts also. Just to make sure. Yeah. Yeah. So that's our thing, you know, and just everyone being informed and just meeting up with them. I stay later to meet with our uh the night dispatchers also. I work late to do that to have that connection with them. All of them. Can you give me the dates that you meet? Um so we're going to have one next Thursday. Do we change sporadically because of schedule or is it Well, because I'm finding on Wednesdays is too chaotic. So on Thursdays is a little bit easier to manage everybody.

But do you send out an invite to everybody? Yeah, I turn invite. Can you attach me to that invite and I'll come if I can come? Yes, if I can make it. I just wasn't sure if I can invite all of you and all of you show up. Do you know what I mean? And that aspect a little tight in there too. You can't do that. That's we'd be breaking laws. So that's why Well, daily. Yeah. So yeah, I guess I don't like both of you or whatever. Yeah, the sheriff. Don't look at me. Yeah. No. Yes. who I was like you could put me on the invite. I won't be able to attend to all of them but right, you know, every once in a while I'd like to be able to do that.

And then yeah, with that also um I am starting to one of our dispatchers doing notes, taking notes so that we all have what we talked about and all that just because I think sometimes it's just we forget, right? Yeah. and taking those notes and like calling to action to actually put things into a place where people are going to be able to Right. It just doesn't get filed. Right. So, yeah.

Yeah. And from, you know, the supervision standpoint, it's really where we're sitting with our staffing levels is for Paula is to provide her some expectations, standards, guidance. Um, and and so it's not to really step on her toes with supervising her staff. We've trusted her to do that. it's more have so Paul can have a go-to person because there's been confusion on that like what do I do if I want to go on vacation things like that so

um and then the final item that we've identified as an important point for us that we've shared with is uh the budget um so it's myself and Jeremiah on this one also and um so a little background on this once we developed the the uh authority board uh we have our own separate budget from the county now but we use the county system to process everything. Um, so we submit our our uh budget to DOA. Um, and there's a lot of crossover to the county, not just for using their systems, but also following their policy on their their financial policies. And so, uh, currently this year, we budgeted to try to staff that. Um, and we're not there yet, obviously, halfway through the year. Um, and that's just something that we try to follow county policy timing with, but making our own decision on the board with where we're at there. Um, we've essentially identified the main users um to split the bill based off of percentage of use and um that's after subtracting um the uh etc. And so that's I guess a grand overview of our our budget um process without really getting too much into the weeds. Um but that's another thing that we need, you know, help with and that's a big ticket item for the director to to be involved with um and to bring some creativity to it. Uh because it is a pretty big strain for all the user agencies to pay so much into it, you know. So, we've had some conversations about increasing our ETC to soften that blow um to a paper dispatch. Um so, that's part of the conversation, but uh we've looked into a little bit. As far as I'm aware, none of us have experience with going to the PUC

for an increase in the ETC. Um just some basic Google research. Yeah. Um kind of the same thing on my end. Well, I've reached out a little bit more, but um we're looking to do the same thing to fund our new building. So, right now, my application's on hold just until I can get some firm numbers on what the dispatch portion of the building cost and then I'm moving forward with that. So, okay. We can learn together if we get there.

All right. And Claire's the current treasurer, so anything you want to add to the budget? that we've just been doing. Um I think the big thing for us is like I don't and Paula's been really great about this, but just how do we plan for future expenditures in dispatch? What is truly aging? Um how can do we balance what we payola for um in terms of like maintenance instead of this and like what is outside scope that we need to budget for? Do you guys have it? The county does. Yes, we have. How are they like responding to you? Um

Oh, sorry. No, no. I was going to clarify too that we have um there's still some overlap on this this being under the sheriff's office with our IT because the sheriff's office contracts their IT with another company which means they were our main go-to for dispatch also. So, I'd call that a transition item right now really. We have a third party vendor still helps with dispatch, right? And but then we also have county IT. The goal is to get it to county IT completely and the countyy's pursuing additional uh IT um positions um because right now it's it's one of those things where people wearing multiple hats to keep us going on that. So that's kind of where we're sitting. Sorry, apologies. That was a huge change for us when we don't have designated IT, but one of the IT team leads is kind of like really on top of the sheriff's office stuff, particularly the dispatch. So, getting that responsibility or that response for us is massive for us.

I think that hands-on support is super important for dispatch, like that hands-on person. And not having that as a third party is you want it to be something that's like in the office next to you. Yeah. Yes. Yes. when you don't constantly get those excuses of, well, have you tried this and this and this and this? Turn it off and turn it back off. Oh, no. It's we did not.

I mean, I see the budget really lying still with the board moving forward. I think we owe that to our IGA partners to really be involved in that process. But what I kind of expect moving forward is just like really being able to get that subject matter expertise knowledge from dispatch to go to our RGA partners and explain any type of increases or changes to our budget. Um yeah, we've just been raising the ETC to the permissible PU limit. Um so you guys get to pull letters this year. Um, so yeah. Yeah. Jeremiah, anything on the budget?

No, sir. All I was going to say was Claire's been doing a lot more than I have thus far, so I was going to kick it to her anyways. Okay. Um, so a again, uh, Nick, those are the areas that I think we'll continue to push forward to identify as this is what we need help with. And, um, and that I think goes back to your original question of like what we're looking for. Yeah.

And um, but then also I want to keep I want to keep the conversation going. It's got to be flexible um, as we go. And then also just for today, is there anything from your experience as a director that you feel like we're missing as big ticket items, something that we need to really put a lot of focus into? Um I think that um I think your categories are awesome. I think as far as project management goes, projects that you could add one um I know you guys are getting EMD certified. I think it's a little bit more than just certification. It's also like implementation. There's a lot of policy that there's a chunk of our policy that goes into EMD call reviewing things like that.

QA QA. Um yeah, and QA is always everybody hates QA, but like it's a lot and especially when you have new younger dispatchers, you have to have some sense of just and not QA to punish, QA to learn and like help them.

Um and that's huge with the MD just because there is that like medical liability side of things. Right now we don't have that with our recording system but hoping to either we get more uh we upgrade it or we purchase a new one to get that QAQI cuz that's where it's coming from from our recording system where it can pull different things and instead of me having to look for it's so tedious. It is it and it takes a lot of work, you know, for that. So,

we're we're looking I'm really really pushing to get comm's coach for us coming into next year, which is automated QAQI using um what's my word? Artificial intelligence. and it will listen to every single one of your calls and you can put in parameters and it will identify like this is a call for um a CPR call and it and you put in the questions and it'll say all of these questions were answered. It will it will notify you of tone of voice. It will notify you of if they're in a traumatic call and you need to check in because they just listen to somebody shoot themselves and you didn't hear about it for two more weeks. Actually, I think I have a I have a meeting with them.

It's actually it's one of the coolest things I've ever done. Yeah, they're doing a demo with with me that if they want if anyone wants it, you're more than welcome. I'll let you know. Yeah.

Awesome program. And then they also do for training side of things. AI will run phone calls with you. So, you can just type in, hey, I want to I want to do a CPR call and you'll say 911. Where's your emergency? And you'll go through an entire call flow with AI. And it's like sounds like a normal person. It'll throw in random questions. You can like just type in things like halfway through the call, throw in a huge distraction of a gunshot and then see if your dispatcher identifies that gunshot and addresses it. And just like training to QA seems really neat. Just as a side note there, that's something cost on that.

Is there a cost associate? I mean, of course there is, but I do I do free to Lake County. Is that free to Lake County? Free. It was something like 20,000 a year. And that was like a that was their like if you do it right now, it's going to cost more if you don't figure this out soon. So that in Yeah, you have to do it right now to get this deal. And that was that was locked in for five years with an up to 5% raise per year, I think, is how that read. Cool. So, that's a The other thing that I'll throw on to you, you guys are like one of the blips on the map for no text to 911.

Yeah. Um, and I know it's the solutions that go into making text to 911 work are weird. And I know we're coming up on all this next gen 911 stuff. We're not red anymore. Oh, you got it. We're greener. There's only a couple of Yeah, we have it. You guys know that. Yeah. And the only time that we don't get it is when we're on the cusp of like Aspen might get it when we're at that Yeah. boundary kind or Chaffy will get some New Yorks or you get some of ours. That's fantastic. Sorry. Yeah. Apologize for that. No, it's okay. That's all right.

All right. Yeah. I I think sense of category breakdown is okay. Good. I mean, it's a lot when you break it all down, right? It is. Yeah. And I think we're all too on board with continuing to help as much as as we need to to keep things going, especially as we're considering this like as a part-time position. We realize it's a full-time position. These are full-time requirements. Um, so yeah, I don't see it as like we kick all these things to a part-time position and we expect all this back and so, um, but yeah, so I'm curious on um, capacity for you. Um, all things considered,

yeah, I am I am full-time down there. I am a new into my position as is down there. Um, summer is freaking busy. Yeah. Um, kind of the things I was going to come to you with were we have a concert in August, concerts are all hands. That's a huge deal for us. Um, as far as like start date, I would look at like September 1st if if that was part of the discussion. Um, I just think that'll let me get through all the summer concerts and stuff. We'll come into winter when I have a lot more free time and I'm not working the console so much either. also lets me get a couple of trainees out of training so not having to sit in dispatch as much.

Um, so that's kind of my my start date there. I don't know how you guys feel about like running this for a while and re-evaluating it after a period of time. We're doing like a maybe a six-month thing where start me September 1, run me for six months from there, re-evaluate on your guys' behalf. How am I doing on my behalf? can I keep up with this through the summer while still maintaining my job down there? Um because that was the biggest thing from from HR down in Chi County was like, "Hey, you're this is great. Go help them. Go get them, but don't slack here. Like don't let your job fall here." And I realized that it's

I've been putting in 60 70 hour weeks down there. So, um I just want to be able to not promise you guys something, not be able to deliver. And um in my mind, the best way to do it part-time would be to set like a monthly hour goal. That way, if I have a week where I've got three people out sick and 911 drops down and I just I can't work hours here. Yeah. Then I'm trying to meet a monthly goal and not a weekly goal. Okay.

As far as hours go. and maybe set that with on like a minimum maximum of like an absolute minimum of 30 hours per month and a maximum of 80 hours per month. And that's the where I try to stay in between the four-week period. That just seems an easy way to do that. So if I have priorities elsewhere, that makes sense. I'm not trying to hit a weekly goal. Yeah, we could probably dial that into to count our county systems, you know, to make sure we're align with like payroll and whatnot and and work what works well for you and all these other potentials that we're concerned about.

Um, from a county policy standpoint, we do have uh an employee classification temporary and that actually tops out at 5 months. Um, and so that's something we can consider. Um, but we can also call it regular part-time. Um, that would require a little more of a routine schedule. um without an end date. I'm leaning towards the temporary um one because it it feels appropriate for what we're discussing, but two it also if two three months into this we have somebody that is able to take on it this position full-time. Um you know we can talk about what that transition looks like. I'd love to see an overlap. That's something rare we see in employment is the ability to have overlap and hand a really good hand off of the baton. This gives us that potential as a temporary classification. So, um, and then if we hit the five month or we're getting close to five month, we can re-evaluate it as you said. Um, so it's pretty close to your six month suggestion. Lines up fairly well with county policy.

Um, and so that sounds good to you. That's what I'll push for from our HR department to post this as a temporary part-time position as its official classification. That makes sense to me. I I like that. Yeah. And I totally agree. If you guys find the right person to come in full-time, Yeah. I'll stick around for a few weeks and help that transition make it smooth and I'm out if you guys got your thing. I really do feel like I want to be here to help you guys. I want to stay within my capacity of ability there and and if you guys find something that's the right fit for you, then I won't feel hurt one bit when you're like, "Hey,

we need you to pass the baton and get out of here." You're like, "I'll be down and chase you if you need me." Yeah. from mutual aid and partnerships. That's what I'm saying too. Like this is this is kind of a beautiful thing and maybe maybe I can learn things along the way here too. I I think that's where this is mutually beneficial is definitely the goal is for me to help you guys, right? But that's not to say my agency doesn't benefit from this by me getting involved in some of these projects and learning different CAD systems and phone vendors. And I mean there's a there's a benefit for us there as well in J County. I

agree. Well, any other thoughts on this agenda item, Nick or anybody else? And no, very fruitful. Thank you. And you know, just again, great job yesterday. I was listening to JP Mack on the drive down and that and just great job yesterday. Yeah, we have a kickass team. Yeah, that's cool. Again, by all means, if you can stick around, please do. No, I'm still here. I'm here. Um Jackie, I assume. Is that fair? Hi. Hi. My name is Jackie Louise. Jackie Marie Louise, the girl that took away. Um, I'm glad to be here. I did meet with uh Paula Mhm.

about some of the needs you guys were discussing and um I came up with this couple work after our conversation. I'm guessing you all have seen that. Um, so I wanted to make sure that um that we kind of went through and see if that I captured what Paula said that you may need from outside help for now. I mean, as you were just talking with Nick, you know, I can see you've got a lot going on right now and the state has a lot going on. He has a lot going on. There's going to be a lot of changes coming up with 911. Um, and so some of the most important things I think I put in there was I did a um, let's see, I could look at like IGA for other authority boards. You can kind of determine what you like, what you don't like, you know, and then I can make recommendations. You guys would totally choose. I probably give you a couple choices. This is what this one looks like. This is what this one looks like.

Um, set priorities in a fiveyear plan, I think, is really important. um especially right now and you were talking about raising your etc. I have done that in the past. Um it can be a little bit daunting but it also can be made fairly simple and I think Nick if you're going through the process that's you know really important to look at. Um so some of the stuff that I also put in is you know make suggestions for any improvements that you would guys would have on the budget process. You know how that works. Obviously the board isn't um the ultimate of the budget. Mhm.

Um, however, there are sometimes I see with boards, I don't know anything about your board, so this is it. But some boards there's a disconnect between what's happening in the communication center and what the board's budgeting.

And so, you know, that's what I mean by budget process. It's just sit down and see what the process is, see how we best handle the communication center as well as other needs of the board because the board has needs. They have administrative needs. they, you know, they have a lot of needs. Um, so we need to look at your process just to kind of make sure that you guys have a good handle on it and you choose the process that works best for you. Um, I've got, you know, the aset tariff amendments are coming up. Um, I can provide all the information. I am the chair of the what am I? the 911 advisory task force legislative committee chair.

That's quite the title. And so I do a lot with legislation and I do a lot with tariffs um in my regular duties with other authorities. And just so you do know, I do work for several other authorities and I do similar things here. Um a lot of things I do is I take all in your ATC line counts and look at them and see what companies are providing. um your local search charge and what aren't. Um that's what aren't because you can't tell but what are and then if there's any really weird anomalies I'll kind of touch base with them and say hey what are you doing?

Why did you have 20 one month and zero the next or whatever it looks like right? Um I know that we talked Paul and I talked about your purchase of the 7500s. There's been change. Yay. I did call Lane. As soon as I heard that, I was like, "Excuse me, Lane. What are you doing?" So, I can thank you for that. Certainly. And Lane's going, "Oh, no. We're going to fix that." Okay. Okay. Good. Yeah. So, that's underway. Yes.

Okay. Perfect. Um I can review your current GIS and MSAC procedures. One of the things that is coming up um with the state Ezette is we are waiting for a rural change to be complete and then Lummen is planning on filing another tariff amendment. That tariff amendment will have geospatial routing. We'll have what they call TDMS, which is a they're calling it an optional service, but I would suggest everybody take it. But it's basically a transitional period to check your data against the data that they're using to do GIS and it verifies things on a periodic basis. So, it keeps verifying. That's what I like about TDMs. It's not like a one and done. So, if you don't get TMDMS, they'll check it first time. you got to fix all the GIS and then they'll be done and they won't do it again. And so you'd have to have somebody really dedicated to GIS who knows 911 to really keep that up. So the TDMS is kind of a transitional thing that will help you with that. And the third optional thing is text to 911. The difference between the text to 911 you guys have now is over the top. It comes in on either a separate system or whatever. If it comes to the Ezet, it will come in on your call handling system. Um, and that is an optional service because some people are very happy with their text to 911 and don't want to change it. So, that's coming up. Um, and they're supposed to be filing that within the next few weeks, we hope. Um, the search charge increases are going to happen. The proceeding will open in August and the decision will be made October. Thank you.

I think it was just yesterday. Anyway, um and so basically what they're going to do is they will increase the state search charge by however much they need to to cover these services that Lumen wants to provide because that um all Lumen services right now are covered by the state search charge. Um they also have the enterprise board who is going to be presenting a budget to them on what they think they can help with on a statewide basis and um being hooked into that enterprise board. If you need anything, radio consoles or dispatch for Michael,

uh, those kind of things, get hooked in with the enterprise board because I think they're going to budget for some grant monies for boards that can't pay for those outright um because that's one of the things they know are coming up. Anyway, so that's all happening in the next couple months. Um, moving moving pieces. Um, so you know, I could help review the cent's priorities again, kind of put together this plan. This is what you need to think about when you're prioritizing your money. Um, because as we know, we don't have much. You know, it's a limited amount. And um, so and then, you know, looking at the voluntary training standards, the state is working on voluntary state training standards. Um, most people meet them. They are voluntary. You do not have to use them. Um but they are there. And then um update the board on the newest um legislation that might impact 911 centers. Um and that I do for several boards. So it's, you know, one of those things that I do um and I keep track of. Um, and just so you know, as of our yesterday's meeting, the task force did approve the legislative committee to draft language to change the definition of prepaid virus. The reason behind that is, as you know about when we got the statewide, the year we got the statewide, which was 2020, so it started in 2021, we started receiving statewide um money and then your prepaid wireless went up. And the reason it went up was in that same bill as the statewide we changed the way prepaid wireless had to remit their fees. Um they remit to do um because the retailers need to remit. At any rate, um last year sometime or

this year, whenever when we were talking about all this in legislation, the DR issued a letter to one company that basically said, um they weren't defined as a freebie and didn't have to pay it. And so that's going to kind of snowball on us. Um, and so the legislative committee is working on language to update the definition of prepaid because basically what they said is their units or minutes don't decline. Therefore, they don't think they're prepaid,

but because they're unlimited, but you still have to buy it monthly. So, you have to buy an unlimited plan for a month and then the next month you have to buy another unlimited plan. So in our minds it does increase with use and in our minds if they aren't paying prepaid which was done last year on another legislation. It basically kind of says if they're not a prepaid company they're um etc company. So they need to pay one or the other. I'm not sure how that flushes out, but anyway, this private letter ruling that Dr. put out kind of goes against the grain and um could um cause a huge impact financially to authority boards and piece. So, we're going to be working on that legislation. Um right now, the PC is trying to see if there's any way they could counteract the letter before it goes to legislation. Um, so, um, any questions for me? Anything you like to take away, add, anything? I'm happy to. Like I said, I sat down with Paula and kind of made up this list. So,

um, I didn't get to meet with the board, so I didn't do Let me let me let me interrupt for a second. Course correct a little bit. Sorry. Jumped right into our next agenda item. So, just for the record, we're we moved our agenda around a little bit. We weren't sure what time you're going to show up. I appreciate Um, so we're knee deep in this conversation. This is uh, so we're moving on to what the original item be for new business was discussion with you and uh, from 911 solutions regarding a drafted statement for work uh, Lake County Communication Center. So just for the record, I apologize everyone. I kind of missed that as that that transition. Uh, but basically when we introduced you is when we started that new agenda item. Um, but I'm good to continue the conversation. Yeah. Thank you.

Thank you. And I appreciate your patience traffic. I'm glad you got here safely. I got to Aspen. I was like, whoa, what happened here? Um, yeah, I'll start off with um maybe I'll give a we introduced ourselves to Nick. Maybe we can do that quickly. We don't have to do as as long so you understand who we are. But go ahead. I'm Dan Dailyaly. I'm the fire chief. And I'm Heath Specman. I'm the sheriff. I'm Dan Trok. I'm Leadville's police chief. Okay. I'm Claire Halfway. I'm the director of OEM for two more weeks. Two more weeks. Yeah. And I'm leaving. Yeah. I'm leaving the county. Yeah. Oh, wow. We we all heard this today. I just I just say this so you know not to look to me too much.

And Jeremiah. Um yeah, Jeremiah director for St. Vincent Health. Oh, hi Jeremiah. Yes. And so that's the board.

Thank you. Um and and also a little more background too is uh I think you're you're picking up on a lot of the things as we were discussing here. I know you've already had conversations with Paula. Um and we wanted to hear from you and what you have to offer. Um we you know personal opinion is I can kind of see a joint effort here. like let's establish some of these things here. Gives um Nick or or whoever else in the future kind of a um a path forward of some of these things we're missing and then hopefully whatever you find could you know you can be you can share with you if you count me to and so this is consideration. We're not making a decision today. We're just having a discussion on this and see what you what what you have to offer.

Um you know cost consideration is part of the discussion today which I see is in the last paragraph there. Um so that'll be my first question is I uh yeah very detailed with the the time and the travel given us an approximate of what this total cost would be. Um my first question is how long does that 94 or 93 hours do you expect that to take? Is that a month, two months? So uh um I would expect to be able to get something finished by December if we started in September. So three month four months. Okay. Um just so that you have some reports in front of you and know which way you want to go.

Okay. Right. Um and the um so yeah that's that's what I would do with that. Okay. is just make sure that of course I would need to gather all kinds of data from you initially and then put together the reports come to you with the reports in a draft form because you would have decisions and choices to make and then we can finalize those reports and put them in a final position to where you guys can say okay we're going with this or that. Okay. Um, any other questions?

I really like kind of the model that we're pursuing here. Um, just in the idea of like creating this road map, right? And kind of setting us up for the future, but also like these are things that I think have been on the board's agenda, especially like the bylaws and the IGAs. And it's great to hear that you have experience with other authorities to kind of let us know how we line up. Um, working on like that legislation piece of it. um giving us that roadmap which I think would allow a temporary director to come in and work on maybe some of those operational pieces we were talking about like the response protocols um and kind of be able to take this off the plate but also kind of give the board the expertise to move forward because we're not dispatchers and this isn't our language all the time. So I really like this kind of model, this kind of two-headed approach that we're pursuing. I like the concept of it and I think the scope of work um really aligns with what the board needs for sure.

Sure does. Awesome. Well, like I said, I'm happy to provide all that. We can move forward whenever you guys are ready. Obviously, no, I didn't expect the decision today. It would have shocked me if you Okay. I make the checkout, too. You do need help though. Yeah. And I'm happy to do that. Did you take money order? I've been in business for I don't know 22 years or something now. Um I started in Summit County. Okay. Um I worked every position in Summit County. My background a little bit.

And then I've been working with authority village for the last 22 years. Um, one of the things that were that you kind of walked into was our analysis of the situation and not having a director in place that were again a working board working with Paula and we're all taking on a ton of additional tasks. Um, as you heard, we're all the leaders of different agencies and so we all have our own primary responsibilities and then we're taking these on as like, well, we need to not only keep our head above water, but we do want to progress. We do want to improve our dispatch center. This uh, you know, the advancements within dispatch can is happening daily, I imagine, and if we're not looking ahead at all, we we're just going to be buried in no time. So, we are taking on a lot of additional tests. Um so what we did was we have identified six different items um that that we that you walked into as like we let's work together focus on these and and so um that's what we had this long discussion about with Nick and and what our focus was. So um our if you have time we're going to stick around um if you stick around that'd be great. We're going to go u we don't have to do this right now but we're going to go into discussing these items again. more as an update of where we're at with certain things. It might be a little bit of a shorter discussion, but I think it would be really good for you to hear what what we think is a priority. Um, and if I can make this request that you after listening to those things, after um knowing that we have an update to the 70 7500s to the access um that you uh draw in a new quote for us.

Absolutely. Um, we're meeting again in August and I can see this as a potential decision item in August for us if we have all the information and after our discussion today. Awesome. Um, and then from there we can also continue that, you know, um, discussion on a start date. Maybe we talk about that a little bit today. I know you mentioned September. I don't know what your capacity level is, if that's as early as you can start or you're ready any time or or you're sitting with it. I'm ready any time to gather data. That would be the initiation. So yes, the initiated gathering data. Um it's a little bit more tricky because I just took on another contract, but it's a little bit more tricky in August to do reports. So September or October would be easier for me to kind of try to

digest the data. Okay. And that seems um in line with kind of where we're at. Okay. Um so that's my only request. Thank you. Yeah. Do you guys have any other thoughts or questions or requests? Hello, Jeremiah. Thank you. Thank you. Yep. Nothing for me. Okay. All right. Well, thank you guys both. Uh we're going to move on to our next agenda item, which is updates and discussions on current operations and topics. Um we've been over this a few times today, but we'll just focus more on updates if you guys have them. And we'll plug down the list. So, the first one is with training.

I don't have any updates. Um I really don't. We just we need to meet uh our our schedule's been our schedules have been conflicting. So we just need to meet to talk about where we're at with those manuals and and just Yeah. And also the front line. We do have CTO front. Have you ever heard that? No.

We do have that for front line for CTO and we have different modules that we use in frontline for different things. Um, it's just it's gathering their information and because you can make anything to fit your agency, you know, when you purchase. So, that I think that's just been one of the things is not having the time to go in there and really Yes. It's really neat and that's one of the things we have it, but we it's the building process of it. Yep. So the training um are we on a long-term contract with Frontline? It's every year.

It's once a year. Where what's that year for us when it expires now? I believe in September. I think we got virtual academy and uh frontline people about the same time. So it's coming up on a renew. Okay. And I think the virtual academy CTO is 2,000 a year. Um ours is a little bit less is less. Mhm. just maybe that's what I was going to say is before we renew maybe we can it's almost all of what we have for front line is about 3,000 for all for all four models we use

okay anything else on the training front no I think we're just trying to establish more of a training in what we what we see the lack of and what we have found out with our training you know like I said is like are really our CTO sitting with that person and not screaming oh answer the phone you know that doesn't work so that's what we're finding and that's just changes and following the APC standards and we just have Hunter in training right now yeah she is she is ready to get off how long she been in that position

she's been since May 29th. She has picked it up. Sometimes you just get those rocks. Good. Yeah. You know, and you don't really you need to keep them in something if they're progressed. You know, if they're there. Yeah. Yeah. I think the biggest obstacle to that in my opinion is like the repetition portion of it cannot be understated. Like you can be an absolute boxer of a dispatcher, but if you just don't haven't done reps and you haven't hit some of those situations that only happen once every 6 months, then they can still hit you hard sometimes. Yeah. So, yeah, that's where we are with training that I

Great. Thank you. Um, all right. Move on to uh staff recruitment and retention. Any updates there? You mentioned a job offer was made to a candidate to accept it and she uh tends to be one of a more mature candidate, more seasoned work. She did work in chap. She worked in the detentions. Who? Um Army candidate Vivian. She worked at before my time. Yeah, she worked there. She was at DNC. So, okay. I really have good. Okay.

Anything else on recruitment retention? Nope. I would I would just like to see if maybe how we can talk about us moving. There are some agencies that still use like some do collees, some there's so many different avenues that you can take for that hiring process, but I'm kind of with Nick. The sooner we can get them in and hired because people are looking for employment quicker or else they're going to take other jobs and we can look at that as a whole to see how we can shorten that process. That'd be all right. any policy updates?

No. Um, as I said, Polo has access to front lines. So, just kind of uh through that. Um, we can talk more just in general about transition in the coming days. Um, I think the only thing I would request is just a review of that overturned hat trailer car. Um, and the usage of Mac 9. Um, so Mac 9, I don't know if we requested that from the state or not, but that's a hailing channel of our state mutual aids. Um, and it sounds like this was simply um, Chaffi Law talking to our law. So, I don't know why we went Mac 9 when we could have used Chaffy Mac or Lake Mac for either one of those things. Um, and that's not the first time we've jumped to Mac 9. Um, this was before your tenure. Um, but we did use Mac 9 for a SWAT incident and again that's not the right use of that channel. Um, so maybe if we could just kind of tighten up um our usage of MAC channels and making sure that we're following all state policies for state channels. Um, but I think a review of that call would be warranted.

Okay. And Jeremiah, we're running short on time here, so we're just punching away. If you have anything to say online, please speak up at any moment. Sounds good. Thanks. Okay. Uh, project management, this is the most exciting news of the entire meeting. His dirt has been placed back in the hole. [Music] We were Claire and I were close to putting ski mask on and going out there and doing the job ourselves. Thankfully, I didn't go that far. I actually did take a shovel up and I think I did like two attempts at it before I was like absolutely not. Um unfortunately after getting the bill for it, I wish I had done that. Um so that's a conversation I'm going to have with Candace and public works on that bill.

Yeah. Um yeah, we could touch on that in budget maybe a little bit. Oh, sorry. So, no, that's okay. No, that's okay. Um, that's all I have for project management. Um, other than what was already discussed that we have Lumen coming uh uh August 7th for backall hopefully. Um, anything else in project management, right? Oversight and supervision. Only thing I had listed uh there was to touch on the E valves, which we which we I jumped the gun on that one. I already talked about that. Um, but I don't have anything unless you do.

There was a dispatcher also yesterday in the fire for the initial channel. Uh, the responding unit from here had to ask multiple times what the the MAC channel was cuz they kept saying KM Chaffy or or KS Chaffy or MS Chaffy or something like that. And I was like, "What what is what channel is that? I don't I don't recognize that channel." So, it it kept going over like it came out on the radio a few different times. So, I don't I don't know who the dispatcher was, but um and you know, then it became Chaffy Mack. So, that was the actual original.

I was in there. I didn't hear that. I didn't because we didn't know the channel and they said Chaffy Mac. I think we couldn't get in contact with um 601 like we tried and then we had to call the station to get a phone number and we got a phone number but it went straight to voicemail. So, we were trying to relay that over uh radio and the radio was not working that great and we couldn't get to them, you know. So, but it was to be mapped is what we told them. Okay. Cuz that's what it said even on the if you want the notes I can print the notes for you cabinets. Yeah. That's okay. So

I just heard it I must have heard it differently but they that's why I think what they I think they may have been hearing it maybe or something we got also for that. So just I just wanted to bring that to you know to mention if it was a a miscommunication just to be able be able to relay those because that radio channel is really important. Right. Right. Because they did ask and then we did call and told us it was chap. Other than that, I don't I don't have anything.

Okay. Um and our final item for updates is budget. Um we're waiting for the county to present a new process. Um or updated, I should say, process. Um but I think we'll be braced um for whatever that may be with our own numbers and understanding of where we're trying to go into 2026. Uh 2025. Again, we didn't post for all the positions. We're not looking for any sort of massive growth in our budget in 26 thankfully. Um, but there will be some slight increases of course. Um, and then also one thing to keep in mind too as we talk about the evaluation process with the county, they have a merit program. We had a step program for trying to get in line with the county. Makes sense to use their merit as it's associated with the evaluation. Um, I don't think it takes any major changes in our budget, especially with our vacancies to to go ahead and just fall right in line with that. Um, but just something to be aware of. And trench.

Yeah. So, the trench was filled. Um, I made the request to public works to have that filled after doing two shovels and saying absolutely not. Um, we did get a bill from Joey Feders, who was the person that dug the original trench, uh, that came to $1,500. Um, so I do want to talk a little bit more with public works and Candace about um, who is responsible for that bill. Um, it was not communicated that it would be a $1,500 fee to fill that trench. Um, and I was under the impression it was something public works could handle. Um, but just know there may be a bill for $,500 coming our way.

Yeah. And just for background, um, this is related to the tower, the backup generator, having fuel source, trench, all that stuff to make this tower live at some point. And this was one of our when you're waiting for Lumen to back off. Yeah. Yeah. We're getting close. Built the trench for $1,500. I probably would have just done it myself. Happy to go take care of that. So now the next step is just to get lumin I believe. So yeah there's more.

Yeah. So state has the DTR equipment ordered um that is supposed to be delivered to their shop in Golden. Um they did not get a delivery date for when it would make it to Golden or when it would make it from Golden to here. Um but that was the update as of July 10th. Okay. No, sorry. June June 20th. Something like that. I sent you the email last month. Yeah, it was late June. It was about two I think it was about two weeks ago. Okay. All right. And Rich has been our contact for that. I don't know if you work with him, Jackie. I'm sure you have. Anything else on budget?

Um, I keep my own budget thing that I keep track of because the counties is not what we have. Yeah. So I have our own budget that I do and I keep track of that I have on Excel. So I have that the accurate what we have up to date. Yeah. Yeah. The to accurate to date budget. So and we have really the line items and that. So I have that.

Okay. All right. Move on to item number six. minutes and bills. I'm going to approve the minutes from June 6, 2025 for my regular meeting. So moved. Second. All right. Any further discussion? Hearing no further discussion. All in favor? I. Cool. Um uh next meeting set for August 1st 10 a.m. to 12:00 p.m. Curious if we should move this because the boom days uh starts that day. I don't have the boon day schedule. I know it starts Friday though. You think this is a bit much? As long as there's not too much on the agenda,

it should be okay. Any other thoughts on changing it or just keep it and roll with it for August first? Historically, people will start showing up at, you know, vendors and everything. So, I think I think we just keep it. Keep it. Okay. I'm good with that. So, our next meeting will be Friday, August 1st. Yeah. 2025 from 10 to noon. We'll adjourn this meeting at 12:02 today. Fit it all in one day. Thanks everyone. Thanks guys. Yes. Thank you. He was pleasing me.