Personnel Commission - Regular Meeting

Go ahead.

Good evening. Welcome to the December 11 Personnel Commission meeting. Personnel Commission is now holding in person meetings at City Hall in Conference Room 2A. Members of the public and residents can now attend meetings in person or virtually via the Zoom platform. Now, please join us all in saying the pledge of allegiance.

I pledge allegiance to the flag

just Wait. Wait. One moment. Did we get the sound figured out?

Yes. Give me one second.

I'm gonna try to

get rid of that echo.

I can't even see your sound that is on here. There's a mute.

I'm done. Right now? Okay.

So Audio recording.

I don't wanna view the recording.

Do the output. Is it coming from

the laptop, or is it Yeah.

It's coming from my laptop. Even she's on mute, but I have it on top. So I don't know why.

All the

way down. All the way down. She has it on mute.

You can proceed. I'm gonna try to help with this.

Let's get started.

The Yeah. So we're gonna.

Well, those will be Katie and Will.

You guys ready for a roll?

Uh-huh. There we go.

Good evening, commissioner. As I read your name, please respond with here. Here. We will now. Commissioner Farfar? Here. Commissioner Mel McCall? Here. Commissioner Moore.

Here.

Commissioner Tendencia. Here. Commissioner Varlach. Here. Here. And commissioner Diaz. Here. Here. You. I turn it back to you, commissioner Park.

Thank you. It's now time for public comments. The personnel commission welcome to your comments and reflect and request that speakers present their remarks in respectful manner. Speakers wishing to address the personnel commission shall limit their comments to three minutes. Now I will ask miss Jackson to moderate the comment portion by the meeting. At the end of the comments, we will address any questions that come up. Jackson? Give me one second.

Thank you, commissioner. If

you wish

to speak and you are using the Zoom application, please click the raise hand button and your name will be called. If you are dialing in, press 9 to raise your hand on your phone and press 6 to unmute yourself. Please mute all other audio before speaking. Your area code and last three digits of your phone number will be called when it is time for you to speak. If there is disruptive feedback or excessive noise during the meeting, your audio will be being decided. When called, speak, please begin by stating your name and limit your remarks to three minutes. Are

there any public speakers?

There are no public comments. I turn it back to you, commissioner.

K. Thank you, miss Jackson. Let's move on to reports. Reports. Item number one is an informational item. In your packet, you have the proposed 02/2006 fiscal year agenda planning calendar, which lists the items that staff can experience the ambitious meeting. Are there any questions? I have questions. Does anybody else I don't wanna jump in. I was noticing on the March 12, there are several potential staff positions then for for the personnel commission to get over.

And in light of the the city's hiring freeze, are these just ones that are going to be reviewed by us and recommended to the council on a standby basis, or is the intent to fill those positions?

So I will leave a little bit of space for Slanto for us to speak more specifically on this, but, generally, these could just be updates to the job specification without the intent to fully hire. So it could be a combination in here. You'll see a number of classifications open, but some of these I'm seeing will touch our enterprise fund, which is not part of our general fund, which will continue for.

Thank you. Any other questions? Seeing that, you will now move on to consent items. The next item on the agenda is the consent calendar. Okay. Yeah. Wait a minute. Let's see. Do we accept questions from the commission first? Okay. Does anyone have any comments or questions concerning the consent calendar? Which is pretty short. Okay. So okay. There.

Let's see. We have a motion to approve? Oh, I'm sorry. Public comment. Any public comment on the minutes on the calendar? Okay.

We have no public comments for that item.

Okay. Thank you. Alright. We I can entertain a motion to approve the minutes from the September 11 regular meeting. I have a I'm sorry. I'm a second. Miss Jack, may we have a phone call, please?

Thank you. I will now move to a roll call vote. When I read your name, please respond with aye or no. Commissioner Barr. Aye. Commissioner Mellenfeld. Aye. Commissioner Moore. Aye. Commissioner Tadensia. Aye. Commissioner Varlach. Aye. And Commissioner Diaz? Aye. Thank you. A motion to approve the minutes of the regular meeting on September 11 was made by Commissioner Tandencia and seconded by Commissioner Melnikov. The motion carries with six ayes. I turn it back to you, Commissioner Barr.

Thank you. Now let's move on to the next item on the agenda. Next, we have the personnel commission reform and subcommittee up to presenting this item is human resource director. Mister Jackson. Am I am I pronouncing that correctly? Jackson. Jackson. Okay. Good.

Thank you. Appreciate that. Alright. So this is gonna be a presentation overview. So we'll give you a high level overview of a retreat that happened in 2023. We recognize that all commissioners weren't were not there for the for this community. So it it'll be a good idea to get a baseline of what happened at that retreat, some of the identified key items that we identified for change, and then that's really what's gonna notify the work that we'll ask you to participate in. So without further ado, we can get started into here, and then we'll look at our agenda first.

Okay.

Okay. Yeah. I think that's fine. They're everything you can see. Yeah. Let us know if you want us to zoom in at all. Mhmm. Or yes. Alright. So just a quick overview of the agenda. We'll go over the personnel commission retreat that happened in 2023. I'll give you a high level overview, and then we'll look at the action plan that came from that retreat along with our top strategic topics. And then we'll take a slight preview on the potential future for the RACI diagram and the role changes. I'll explain more what that means in that slide, and take a look at our current action plan and the efforts and completed tasks that have already occurred. With that, we'll get started.

So here's some general high level background. In August 2023, the human resources department sought input from the personnel commission to develop and define the role of the personnel commission through a collaborative process, which resulted in creating a retreat. So I just wanna know that retreats are not common. This is something that, at the time, the city had the funding for to bring in that consultant, and we were able to work through that process to really gain some deep insight from each member of the commission as to what they thought was important regarding this work. So the personnel commission retreat took place on 11/07/2023.

During the retreat, the group collaborated to research and define the current issues and develop solutions and pathways forward for HR staff and the personnel commission to work together toward common goals for the future. In November 2023, the PC summarized findings from this process, finalized the report, developed an action plan with an implementation timeline that spanned one to three years. So you all were provided the full report. If if you wanted some light reading, you're able to to move through the questions. Okay.

Next slide. So that what what resulted from that was an action plan. So short term in one year, what we tried to accomplish in that first leg of the adventure is to align and approve and implement processes, establish a PC reform committee, develop a meeting schedule, prototype the consent calendar, draft and adopt a final mission statement, document the PC processes, and then create the personnel subcommittee. Long term goal is we will be looking to update the municipal code as it relates to the responsibilities for the personnel commission and then approve the onboarding experience with with personnel commissioners and then update and possibly make a little more robust the personnel commission website. So I'll speak a little more to a few of these things on here, but here's a visual.

So the visual timeline for the action plan, it's kinda small in there, but you'll see a bigger version in the electronic copy that you received in your emails. So this just kind of aligns a lot of the work that's got initiated within that first year, and then we're continuing to work through those items here. As we have a new commission, I'll be asking you towards the end, for your participation to see if you're interested in any of those subcommittees. And then I will hand it to Selena to just talk a little bit about our strategic topics. Cool.

Okay. Good evening. So these are these are the top five strategic topics that were identified based on feedback from the food free in a survey. These topics will be addressed on an ongoing basis and are as follows. Recruitment and hiring strategies. This includes hiring goals, strategy, identifying a road map, and reviewing compensation philosophy on an ongoing basis. Diversity, equity, and inclusion. We have agreed to review data on the diversity of our applicants, new hires, as well as separations, and we make a presentation to

the

PC on a yearly basis with that information. We've also made a commitment to be in alignment with the values and guiding principles of Hayward's inclusive, equitable, and compassionate community task force. And then shaping personnel rules. As we continue to work through reviewing the personnel rules, they will be establishing an annual review by an ad hoc committee. And activating community presence, that means that the HR department continues to work within the community to develop partnerships that we can be present at through recruiting efforts and outreach in the community.

And then we have vacancies and turnover and retention. This is where we will continue to report on vacancy data as a as well as data related to employment engagement surveys as they occur.

Okay. So we'll talk a little bit about roles and responsibilities for the commission. During the retreat, we talked about this potential future RACI diagram, including what how roles could possibly change. The group was introduced to the RACI framework to help navigate future conversations on how and where to shift the roles between HR and the personnel commission. I'll speak a little bit about what RACI stands for. So it's an acronym. R stands for responsible. That really refers to the person or or body or group that's responsible for carrying out the work. A stands for accountable. That's the ultimate responsibility, whoever is ultimately accountable for that work moving through.

Consulted means if that's your role or just coming to that group for subject matter expertise. And then informed just means you will be kept updated on on that piece. So that's what RISI stands for, and we're looking at the roles and responsibilities of the commission versus the staff to see where those where those lie with a lot of these items that we granted the PC. So some legal tools to consider while we're making these rule changes were the city charter because a lot of the responsibilities the main responsibilities are baked into the charter. The municipal code further defines what those responsibilities are for the commission, and then the personnel rules are something that this commission oversees.

So here's just a quick visual. You'll also see the full version, in the electronic packet that was provided to you. This was an exercise that the commission undertook along with staff, at at the retreat. So it it was a physical exercise. It was a giant poster that was printed out, and then everyone had a number of stickers.

So the point is put the sticker where you feel like that role should fall. So you will see a few of these categories is the job descriptions. So part of the rules commission according to the municipal code or the charter is to review job descriptions. So the exercise for that line was put your sticker where you want the commission to have their responsibility. So do you want to be informed only? Do you want to be consulted on these? Do you want to be responsible for it, or do you wanna have the final decision and approval? So those were kind of the options based on the RACI format. And if, Katie, we could go to the next slide. Here's an of the actual, here's a sample of what the actual

Mhmm.

Depiction was. So you'll see there was, two colored stickers. So red was to indicate, I don't want this. And then creating was to indicate, yes. I'm supportive of this type of role.

And I think there's just a little bit of confusion with the with all the participants about where do I put these, but, ultimately, that's that's where we ended. So you'll see there's a lot of there's some heavy agreement in some of those boxes as well. Alright. So with the current action plan and efforts, we took what was the most consensus from that exercise, and then we established three groups here. So one was establishing a personal commission reform subcommittee.

The second one was establishing a personal rules subcommittee. And the third one was establishing a municipal subcommittee. We'll talk a little bit about each one. Okay. So the first committee that we established was the personal commission reform subcommittee.

This was former, chair rights and then former commissioner Sadiki. So the purpose of this committee was to partner with HR staff, and this committee would be responsible for implementing facets of the final action plan developed through the retreat process. This group is accountable for implementing and maintaining an action plan, including determining the upcoming personnel commission meeting agendas and topics, planning and prototyping the consent calendar, working towards immediate reforms that can be made, such as changing roles for eligibility list or other types of approvals that this commission would see, and then revisiting and approving current processes, and then finalizing the personal commission mission statement. Okay. And then you'll see on this next slide here, here's what that committee was able to accomplish.

So the mission statement was, voted on by the group on 03/14/2024. The consent items, we started testing that, and I think we've been rolling it rolling through that process. Thank you to commissioner Par for flagging that there's actual language in either the municipal code or the charter that says we actually have to take the salary plan to public. So we're technically pulling that out of consent until we're able to change, that or this group decides that should be something that should be changed. And then we're able to have a planning calendar.

So this calendar is kind of like a format. At the end of this, I wanna open up for discussion to see if this body would like to have a different cadence for what those subjects are or if we wanna move those around. But the initial plan was in March since we have quarterly meetings, That would be a training on consent items. So we would talk about what is an eligible list, what are minimum qualifications, and we take a a piece of everything that's on the consent calendar and showcase for you, here's the work that we do, and here's the importance of of what your role is with the work. In June, we were looking at doing a debrief of the employee engagement survey and vacancy reporting.

We don't have a current update for the next employee engagement survey. So I believe if we were to move forward with the same calendar, we would focus more on vacancy reporting for that that topic. In September, we're planning to do the diversity statistics. If for those of you that started over here for the last meeting, that was that robust presentation that Selena was able to to do. So we'll plan to do that on an annual basis in the September meeting.

And then December is open for discussion for this group. They're I believe the last time we we potentially talked about bringing someone from finance in to talk about the financial state of the city, due to the current state of the city, that team is very, very busy. So that's still open for discussion to see if that is a topic you would like for next year. We can see how we can talk about. So the next steps for that committee is, one, we'd like to gauge your interest to see if any of you would like to come into that committee because this committee would collect feedback on the consent calendar and how that's been going.

I think we've had at least three or four meetings with the consent process. And then we will also look at commission subcommittee assignments. So that committee would decide based on the interest who gets assigned to the other subcommittees. Prioritization of personnel rules updates. So that means the the committee that is working on the personnel rules, you would help decide which one of those rules should be tackled first so we can do those edits as a group, which ones are most important to this body.

And then the commissioner orientation process, definitely open to any feedback on what that looks like. I know it's kind of if you were here for the big orientation, that was that was something that that's handled kind of sitting wide with the other task force and commissions. But if you weren't, you most likely will or have gone a one off orientation, which included a binder and then maybe a quick presentation. So we're open to what that looks like from your perspective. So that that would be the work that would form some company.

And then the yeah. Okay. So

now we're gonna shift focus to our next initiative, which which was to establish a personnel role subcommittee. This subcommittee is composed of various HR team members from from our recruitment team, employee relations, the HR director, and as well as a personnel commissioner. When we first began this work, former commissioner Thompson was assigned to this committee. However, since then she's departed, so we will need to fill this vacant seat. The purpose of the committee is to review and update the personnel rules to make sure that they are up to date and in alignment with current and best practices that reflect the values, needs of the city, its employees, and the community.

We identified this work and broke it out into two phases. The first phase was to focus on immediate revisions that could be made to the personnel roles. And the second phase was to focus on meeting on a regular and ongoing basis to review the roles and identify the areas for improvement or revisions. And during the last year, we've made significant progress. We've been working through the rules and making changes to the following sections.

Section three, which is classification of positions. That focuses on job descriptions and classification work. Section eight is eligible list relating to recruitment and how those eligible lists are established. Section nine focuses on methods of filling the vacancies once the candidates are on that list. And section 18.2, we reviewed employee grievances and complaints.

So as we've been reviewing and revising these sections, we also review the municipal code and the charter rules on in tandem to ensure that the changes are aligned with its guiding regulations that we have. So our next steps for the personnel rules subcommittee would be to assign a new commissioner or commissioners to our working group since commissioner Thompson has left. And then our goal is to reconvene the working group with making edits and revisions and changes to the personnel votes. This concludes our presentation. I will hand it back to you, commissioner Park, for any questions. Thank you.

Are there any questions? I don't have a question. Hello. I guess I'm so I don't know what person was with the button. Oh, it's fine. Because I think it's so commissioner Bartlec, I heard about the municipal subcommittee. Is that still around, or is that subsumed in what we talked about?

Yeah. So thank you for bringing that up. You'll notice that there wasn't a slide or group of slides to explain that. So that work really takes place after we get the first two groups to decide what's the primary for the change because that'll be the deeper work that we'll have to take back to council to get changes to the nasal code.

Okay. So that's

the one I wanna do, but, I mean,

I'm willing to work.

I got the other ones, but I'm.

It's Mhmm.

It's still open. Yeah.

That was my question. Great question. I have some questions. Now you mentioned these subcommittees. How often do they meet? When do they meet? Etcetera.

Okay. Yeah. So after this meeting, what we'll do is we'll send a summary of each group. So you'll see all three groups in there, including the municipal subcommittee, and we'll explain to you how we would schedule this. So, really, we would like to meet at your convenience because we recognize this is a volunteer committee. So we're open to doing that during work hours if between nine and five. If that's more convenient for you, we can do that virtually. Can set up a Teams meeting, virtually, or if you want to come in person, we can set up a space to meet in person as well. We can also do it, after hours if you're available to work up until six. That's something that we're open as well.

And about how often?

So it would depend on just on all participants of the subcommittee, how often you're able to meet, but also how how often we would need to meet to get the changes depending on how fast you wanna move through them. I have a question. Don't know. When do you want to fill these positions? Do you have a deadline, like, March 3 or June 5 or whatever?

Something like that? So right now, we're pretty open. We started to work on some of these items as as you've seen, and there's there are plenty of things going on in the city. So if if it's something that you wanna move faster on, we're happy to move faster on. But the next time we meet, which is gonna be in March, is when we'll have the the chair slides the groups on.

So what we'll do is we'll gauge interest. We'll send you the summaries of what each group does. And then between then and our next meeting, if you can think about if you wanna join any of those groups, and then you can kind of put your name in to to chair for consideration, and then she will specifically and formally assign you to that that group of. Yes. So in the past, we've

had a hard time getting insurance for some of these subcommittees or the commissioners have been retired. And, I mean, this is a fresh path, so I'm hoping that I'm hoping there is interest today. If there's less than let's say, if there's three or less, which doesn't violate the Brown Act, would it be better for staff to just have one subcommittee that kind of does this work together and brings it back to the full commission rather than trying to juggle two subcommittees? I'm just wondering if you feel like the work warrants two separate bodies that you have to manage scheduling around. And if there is plenty of interest,

then we would wanna have two subcommittees.

I just wanna get a sense of your capacity.

Yeah. That is a great suggestion. Thank you for bringing that up. I think we're open to that because the work will collapse. Yeah. So what we would have to do is just identify what's the priority and then how do we move through that as a.

K. I have a question. Should I hand it over to our very capable long term view to Okay. Do they have any other questions? So you want us to let you know by the next meeting. Is that correct?

Yeah. So what will happen either tonight or tomorrow is I'll send an email out to this whole group with the description of each group. And what we did last time, I think we did a survey.

Yeah. Right?

We'll we'll do a survey so that way you could just click through it, engage if you're interested or not, and then we'll share those results with charitable amount.

Okay. So the deadline to responding to your email is what? I I really work on deadlines.

Yeah. Okay. Yeah. We can we can make the deadline within two weeks, and it sounds like you're already considering.

I think January. January? Yeah.

We'll come back. Yeah.

Closer to that time if if people haven't taken the survey. Is that

That works. Anything else for your timeline? Yeah.

I have one more follow-up. As part of that survey, you know, you just showed a lot of the thinking and considerations of a previous iteration of the commission. So for this survey, I'll also allow our commissioners submitting rank with ACS important within these committees? Because there's the two subcommittees, but I'd like to know how they're prioritizing some of the work that's happening in these committees, and that may help focus what subcommittees work on.

I think we can build those into the survey. Okay. We'll we'll take a look at it. If we can do it, we'll we'll just roll it out with a survey. But if we can't, we'll share it out. So I'm

interested in making sure that the the new perspective is included in how and when this work is getting done and what worked.

I do have a a quick just a procedural question. Now I do appreciate receiving the the email that had this survey, and that was a lot to try and consume in, like, a day or two. I I unfortunately, did not have time to spend the time that I wanted to with it because there's a lot in there. And it's great report. But I was also wondering, I was on the city's website, there's noticing under agenda and minutes for various commissions and committees and the council that there is not this is not this report is not I couldn't find it in there.

I know there is a a category for items presented after the agenda is issued. I don't know if there are either plans to send that. I guess that's up to the city clerk's office. I'm not sure who handles that. What are you asking that's not posted? On on on the on the city's website, under agendas and minutes, it's for all the commissions and council, etcetera. There's, you know, there's the agenda. There's the minutes. There's video, and there's items received after the agenda

Mhmm.

Is posted. And I did not see this particular report in there. So I'm just Oh. So I don't know if this is available. It was there, the report that

you I

didn't But, yeah, I saw it.

You did? Okay. I didn't see it on that part of the website. But maybe I'm just I Yeah.

I need a link. The items that are usually posted there are the public comments that we receive Mhmm. Up until the day of the meeting.

Yeah. Sometimes with the council, they are they are staff reports. Okay. And we

don't have actual staff reports usually published after our agenda packet.

I'm just wondering where where residents can can find this to look at it. If it is on on the agenda, I'm I'm not criticize. I'm just doing as a point of curiosity. Yeah.

The full retreat report is what you're looking for. Okay. I think what we could probably do is attach it to the next meeting. Yeah. So that way it's public.

Be a part of that. Yeah.

Yeah. Yeah. Thank you. That was just a year ago.

Thank you. Appreciate it.

Just make a note here. Can you click?

Thank you, director Jackson. Yeah. Any other questions? Alright. Let's move on to the announcements. We're getting it. Yeah. We're moving. Nice. And the first clerk is from our city council liaison.

On. Nothing new to report. I just want to say welcome to our new commissioner. Congratulations to our new HR director. Yay. The the role is our director, and congratulations for the chair. Could

transitions. I just

wanted to wish everyone here a very happy holidays. I'm really excited to see these changes to the personnel commission take shape. I'm excited for a new crop of leadership. And I everyone here different than the first time I first walked into this discussion. Mhmm. So I'm excited to see the energy that you bring to the table in this group.

Yeah. Larger group. It's a

large group. Yes. We have had a hard time meeting for them for a long time, so I have seven people filled out here. Okay. It's definitely a side store office. Okay.

Alright. So thank you. So now let's see. Are there any questions for council member Saad?

You grill me.

Yeah. Okay. Thank you. The next report is from the director of human resources. Director Jackson.

Yes. Thank you. I just wanna give a very big thank you to former commissioner, chair Wright, for his service here and a very big welcome to new commissioner Diaz. Welcome. And, yes, it's a this is a brand new commission. The combination of people that we have here, I think, gonna take us into the next level of work that we do with this body and with the city. So very appreciative of everybody that's here. So I just wanna announce we have a business closure for the city for the full week of Christmas and the full week of New Year's. Services will resume on January 5. We have a new city manager that started on Monday, December 8, so she's four days in.

It's been a very busy time for for the city. And with that, I just wanna give kind of an announcement. We've offered a voluntary separation incentive program to employees, which closed earlier today. The purpose of that was to really capture people who were either on retirement or on their way out to looking for a new job to help close our fiscal gap. Because we are looking at a structural budget deficit, And as many positions as we could have vacant, we'll contribute to that savings.

We're also engaged with discussions with unions about possible concessions, but that's gonna be a long term discussion at this point of what that looks like structurally. And, yeah, we're we're we're hopeful that now that we have an official new finance director who also started in a couple months ago or maybe one month ago at this point, we're really looking at those processes to be in line with best practices as we help the city move forward. So I just wanna thank you all for your work. This is important work as you're reviewing these items as part of the personnel commission, and that all just contributes to the overall picture of of what we're doing here in the city. And with that, I'll turn it back over to the commissioner for.

Anyone does anyone have any questions? I do, just briefly. So our acting city manager, does she stay in the department, or has she gone to know of opportunities?

So she came she will revert back to her position as the director of libraries.

Okay. Here. So the whole I just Yes.

She's a.

And I see that the library volunteers are very happy to do that. Wow. Okay. Sure. I have some questions. You mentioned former commissioner Wright. And one thing that he brought from the previous commissioner, I'm not here, but there was the question about the nepotism policy. And it was very much something that he wanted very much and I did not see that on the planning calendar. I should have asked him about this early. I might have noticed. The progress of it. Right?

Of course. Thank you. So I was able to discuss with our new senior manager on where that falls in line with priorities right now because there's so much going on with with the budget and trying to get that in line. We're gonna be discussing what that looks like for her priorities in January.

Okay. Yes. I'm hoping at some point, it will be on the planning calendar that it just won't be forgotten because somehow noted somehow that this is an ongoing process.

Yeah. We can definitely do that. We'll give a little bit of background, and you may have more background than I do about share rates, concerns from

Right. Right. As an HR person, most likely, my recommendation will be that as you as an HR director to do something and then make a presentation, you know, and then have a consensus on that matter. You know, draft something, put it together, and and and from then on, you know, we'll be more proactive rather than reactive.

Yeah. Appreciate that. It will be taken under consideration. I will

have to review that with

the new city manager to see where it falls in line

with your a great policy

to have. Yeah.

You know? We should not be keep on waiting for it.

So we we do have policies in some departments. Like, police department has a department policy specific to that. We also have a a generic charter, provision that talks about nepotism for for the council. But understood and heard citywide citywide policy is a request from the commission.

We wanna be fair with the not just some departments.

Any other questions? I just wanted to

add the comment that I know that the financial deficit in cities experiencing looms large. I'm happy to have conversations about how it might be arrived at this place. And, you know, director Texan is also available to answer all the ways in which we're trying to address it. The staff is working around the clock to try to resolve this structural deficit, not just for this year, but the years to come. And, you know, in a nutshell, what we're wrestling with was, you know, years of looser financial controls than they should have been and decisions that were made by the council that I'm part of with incomplete financial information. We found ourselves in a very difficult position, but we do have the tools we need to get ourselves out of it. So I'm always happy to chat about it. I want people to feel like it's being covered over.

Thank you. Thank you. I was curious if you were if the council has decided to follow former mayor Sweeney's recommendation to have monthly reviews.

I'm also a member of the Budget and Finance Committee, and we are constantly not just having reviews of our fiscal position of the Budget and Finance Committee, but as the council's having discussions around how to work with our labor partners to drive down the deficit, we're we're constantly revisiting the numbers and demanding and requesting more information. And it's a balancing act because every single report we're demanding is time taken away from our staff to actually go and resolve the crisis. Right?

So we're

we absolutely need the information. Our staff has done a great job of providing that information, and they're now acting on that information, but we're we're getting frequent updates.

You. And I know that if you're offering essentially buyouts that your department, I'm sure, is very, very busy just dealing with that on on individual basis. So appreciate the time to take for us. And so I I know you're not putting us on the back burner, but I know that you've got a

lot going on. I appreciate that. Thank you.

You're doing good. Anything else? Any other questions?

I

think I'm I think we're almost there, folks. I can shift this. Right? Okay. Any announcements from the AV commissioners?

Okay. The next regular personnel commission meeting is scheduled for 03/12/2026. Unless otherwise advised, we wish you all a joyous holiday season, apparently. Merry Christmas. And just and I as I mentioned earlier, I will not be at the March 12. Able to attend. Sorry. I better make on time. Yes. Not that I do not wanna be here. So with no with no further comments or questions, this meeting is adjourned. That's an example. The time is 06:17. Thank you.

Oh, thank you. Thank

you, Candy. Thank you. Drop in the tray.