City Council Meetings– San Gabriel City Council - Regular Meeting

There were

Yeah. Okay. The flyer and then switch to which perfectly fine. There you go.

Uh that's uh it'll be part of the motion that the council to include the changes and it was all put on the website yesterday. because that's kind of what I requested. So that's good. Oh, thank you. Such an honor. And if you believe that I got some property for you.

Oh yes. Yeah, we're ready. Okay. Welcome to the San Gabriel City Council regular meeting. Today is Tuesday, May 5th, 2026. The meeting is called to order at 6:34 p.m. Pledge of Allegiance led by Council Member Herrera Aila.

Please rise. Place your right hand over your heart. Ready, begin. I pledge algiance to the flag of the United States of America and to the republic for which it stands. One nation under God, indivisible, with liberty and justice for all.

Clerk, uh, roll call, please. Mayor Chan, here. Vice Mayor Ding, here. Council member Herrera Aila, present. Council member Menaka, here. Council member Woo, here. All right. And then our next item is closed session report. Our city attorney will now give the closed session report from the special meeting held earlier tonight.

The board met in close session on the board met in close session on one item anticipated litigation pursuant to government code section 549 56.9D4. the board uh excuse me, the city council authorized commencement of litigation. This concludes council's close session report. Okay. Thank you. We will now have some announcements from our chief city clerk.

Tonight's meeting is livereamed on the city's online platforms. If you wish to address the city council during tonight's meeting, we request that you please complete a speaker card and hand it to the clerk at this time. When speaking, please state your name for the record. Please note that interactions between the city council, city staff, and the public during meetings are subject to the city's rules of decorum.

All right. Thank you. Approval of agenda order. Are there any objections to the agenda order? Okay. Hearing none, the agenda order is approved. Okay. Next item, please.

Presentations. The full text of the proclamations is available on the city's website. Military appreciation month. Mayor Chan will make the presentation and Michael Cervantes of the St. Gabriel Veterans Memorial Coalition will accept the proclamation. We invite Mr. Cervantes to come to the podium at this time. just rolled up.

All right. Hello, Mr. Svantes. Um, Military Appreciation Month honors the current and former members of the United States Armed Forces, including those who have died in the pursuit of freedom. On this month and throughout the year, citizens of St. Gabriel express our gratitude and commitment to St. and Gabriel service members, veterans, and their families who have dedicated their lives in defense of our freedoms. I, Eric L. Chan, mayor of the city of St. Gabriel, California, on behalf of the city council, do hereby com proclaim May 2026 as Military Appreciation Month in the city of St. Gabriel and encourage the community to join me in this observance. Mr. Cvantes, would you like to say a few words? I do. Um, first of all, I wish to thank the city council for recognizing the veterans who have served our country over many years. Many of them are here today. Uh, we have worked together uh not only uh in military service but in community service as well. Um many of them are very dedicated family members and all of us uh appreciate that the city council and the city government uh recognizes the efforts that they've made over over time. Uh we also appreciate the fact that the city council has recognized their importance by establishing a future monument at Plaza Park. And we're hoping that all people here will be in attendance on that day when we start the monument. Um many people here have dedicated many years in in uh efforts to see the monument built

and at the same time they have worked very hard to become productive members of the community. So we appreciate that you recognize us and that you recognize all veterans who are unable to come today. Thank you.

Thank you, Mr. Cvantes. At this time, I would like to uh invite my colleagues and uh your group to take a group photo with the proclamation. I'm sorry. Okay, ready everybody. One, two, three. Okay.

Thank you. I don't know. Okay, Madam Clerk, next item, please.

Asian-American and Pacific Islander Heritage Month and Mental Health Day. Mayor Chan will make the presentation and a Asian Youth Center direction of director of programs and clinical supervisor Diana Chung and Chinatown Service Center director of programs Carrie C2 will accept the proclamation. We invite them to come to the podium at this time. Good evening, ladies. St. Gabriel's population is approximately 60% AsianAmerican and Pacific Islander and includes devoted community members who contribute to the numerous sectors such as artists, business le business leaders, educators, health care professionals, legal practitioners, including lawyers and judges, clergy, first responders, and members of the armed forces. And and St. Gabriel is home to over 2,300 local businesses with a significant uh proportion owned and operated by members of the AAPI community. In addition, raising awareness about the mental health of AAPI communities will foster safe pla spaces for discussions and about self-care, conflict resolution, and coping strategies and encourages professional interest in health and human services professions. Now, therefore, I, Eric L. Chan, mayor of the city of San Gabriel, California, on behalf of the city council, do hereby proclaim May 2026 as Asian-American and Pacific Islander Heritage Month and May 10th, 2026 as Asian-American and Pacific Islander Mental Health Day in the city of St. Gabriel and urge the citizens of

St. Gabriel to join me in these special observances. Would our recipients like to say a few words? Thank you, Mayor Chen. Thank you to the the city council for granting CSC this meaningful um proclamations and um we are very excited for this opportunity as we are getting ready for tomorrow to attend the uh mental health expos hosted by the city and and um this is the third year that we are entering the service agreement with the city for the referral services and I would also want to u bring the good news to the city council that we are ready to uh launch our mental health departments in within the city on the 526 Lasers for uh uh Avenue. Yeah. Thank you so much again uh on behalf of uh our CEO Peter Ing as well as all the colleagues in CSC we're very gracious to for to accept this proclamation. Thank you.

Thank you.

Thank you. Um I'm Diana Chung with Asian Youth Center and along with our um my colleague here at Chinatown Service Center, we're very thankful for this proclamation to really dedicate and pre uh provide a focus for mental health and the AAPI community on May 10th. Moving forward, uh we know that healing happens uh behind closed doors in therapy spaces, but also in the community and in relationships with one another. So moving forward, we are so excited to be able to continue to doing this programming at AYC in partnership with other CBOS like Chinatown Service Center to bring um healing and unity to um community members in St. Gabriel. Thank you.

Thank you. At this point, at this time, I would like to invite my colleagues up to uh take a photo with you with the proclamation. where I'm going to sit here. up. Ready? One, two, three. What?

Okay, Madame Clerk. Next item, please. Historic Preservation Month. Mayor Chan will make the presentation and the city's Historic Preservation and Cultural Resource Commission Chair Sena Lubisich and Commissioners Eric Urena and Eric Weekes will accept the proclamation. We invite them to come to the podium at this time. Good evening friends. The city of St. Gabriel as the birthplace of Los Angeles is home to a wide range of significant cultural resources that reflect our shared heritage and history. The St. Gabriel community continues to demonstrate its commitment to preservation as it grows and develops through the integration of historic elements with redevelopment and the recognition recognition protection, rehabilitation and restoration of its historic properties. Now therefore, I, Eric L.chan, mayor of the city of St. Gabriel on behalf of the city council do hereby proclaim May 2026 as historic preservation month in the city of San Gabriel and encourage the community to join in this observation. Would our comm commissioners like to say anything? Your words, please.

I would. Thank you. Good evening, Mayor Chan and members of the council. It's always a pleasure and an honor to represent the historic preservation and cultural resource commission in your proclamation for preservation month. I also want to acknowledge that much of the work that happens in the city is done by our volunteers at the San Gabriel Historical Association as well. And this year we have much to celebrate and much to recognize. Building on the work of the historic context statement and citywide survey this past year we saw the completion of our inventory of potential historic districts. The final phase of a project that was fundamental to the establishment of our commission. Preservation requires action and these three tools provide us with a blueprint to speak for and to preserve the structures that have defined the character of San Gabriel literally over the centuries. A claim that few California cities can make. I hope that in recognizing National Preservation Month, the council will also recognize that preservation work is a year-round commitment. St. Gabriel has much work to do beyond identifying the important places and people in our city. We also need to do the work of ensuring that their legacies are recorded and preserved. I feel confident in speaking for my fellow commissioners and saying that we are waiting and ready to do more. And so looking into the months to come, in 10 short months, literally to the day, we will reach the 100th anniversary of the opening of the San Gabriel Mission Playhouse. On March 5th, 1927, the LA Times wrote, "All the color, glamour, and romance of early Californian days will live again in the old San Gabriel tonight with the opening performance in the beautiful new Mission Playhouse of John Steven McGuard's famous Mission Play." The article went on to note that more than two million people had already seen the mission play, but that tonight, March 5th, 1927, the spectacle would be performed in a theater that at the time cost $650,000, if you can imagine, designed

specifically for the play itself. Right. Popular tourism pamphlets from the time period noted that in California, there were three sites not to be missed. Mount Wilson, Catalina Island, and the Mission Playhouse. and scholars from the time period noted the entire history of California could be seen in an afternoon. To this day, walking at Mission Street provides visitors with a visible tour of more than two centuries of history. While performances of the mission play itself are also relegated to history, the structures that have defined the march of our city from the mission to the modern remain. And in receiving this public pro proclamation tonight, I hope that our council, the commission, and our community can continue to move purposely forward in doing the work to preserve the truly unique and rich history of our city. Thank you.

Thank you, Miss Lubes. Um, at this time, I would like to invite my colleagues up to take a photo. Ready? Here we go. Is there a quota?

Yeah, exactly. Okay, madame clerk. Next item, please. Public comment. This is the time set aside for members of the public to address the city council on consent calendar items and on items of interest that are not on the agenda but are within the subject matter jurisdiction of the St. Gabriel City Council. Mr. Mayor, I have one speaker card. Denise Scotch. Good evening. Um, Mayor Chan, Vice Mayor Ding, Council members, Attorney, and City Clerk. On behalf of the veterans group, again, thank you so much for recognizing Veterans Month for all the military members that are currently serving and for past members that are serving. This weekend will be our last time to purchase a flag for the field of honors. And so far, we've had a tremendous outpouring from the community because we've opened it up to any military veteran in any state. So, that opened it up wide for more flags. So, we're really proud of that. Also, we filling up hopefully the a the playhouse for the United States Air Force Band. So, anybody that has not signed up May 18th, please do so. And also, I am still accepting applications for veterans to go on the memorial once it's built. So, once again, thank you for all your support for our veterans group and all the veterans throughout the United States. Thank you. Thank you, Miss Goch. Um, next item, please.

Consent calendar. All items listed under the consent calendar are considered routine and recommendations will be approved in one motion unless a member of the city council requests separate discussion. Staff requests that item 4C be approved with the revisions to exhibit 1 posted and provided to council and the public yesterday. Would any council member like to pull any item for separate discussion? I'll just move to approve. Okay. Motion by uh Councilwoman Manaka. I'll second.

Second by Councilman Woo. All right. Please vote. Motion passes by a vote of 5-0. Okay. All right. Next item, please. Public hearing. Compliance report pursuant to Assembly Bill 2561. Okay.

I'm sorry. Uh, good evening, honorable mayor. Oh, I'm sorry. Oh, sorry. I now open the public hearing. Human resources risk management director MSAS will make the staff presentation.

Thank you, mayor. Good evening. Good evening, uh, mayor, uh, vice mayor, city council. uh very pleased tonight to present uh the city's compliance report in regards to its vacancies for the last uh year. Uh this report is in compliance uh with AB2561 which went into effect last January 1st uh of 2025. This report tonight given to you is not uh possible without the hard and dedicated uh work of your HR team. Uh most notably my Lamb, your human resources manager, Carla Gomez, your human resources specialist, and Kimber Gutierrez, our human resources management uh uh assistant. Um without the dedicated work of them, none of this would be possible tonight. Uh tonight's presentation will cover AB2561, give a brief uh background and u of the actual bill and its requirements. Um give a just a brief overview of the employee groups that are subject to AB2561. Um and then give you a brief overview of the year-over-year vacancy reports for both 2025 and 2026. uh give you a year-over-year summary uh review of the recruitment and staffing outcomes for the city over the last year and then we will give uh ongoing recruitment and retention efforts. Just an update on what our ongoing recruitment and retent retention efforts have been over the past year. Uh and then we'll give an update on what continues to be uh really what our challenges and obstacles to the recruitment process um that we experience and most likely that other agencies experience as well. Um tonight uh there is a uh an item there for unit presentations but I've been informed that none of the units have any interest uh tonight given a presentation they are satisfied with the report and with uh

really the outcomes over the last year. Um and then obviously uh we will conclude with council questions and and and uh public comment if there's any public comment. So just a brief background on uh AB22561. Uh the California legislature developed and passed uh Assembly Bill 2561 because at the time it determined that staffing vacancies in the public sector had become a statewide issue adversely impacting public services. Uh the issue is particularly significant uh for public safety positions. On September 22nd, 2024, Governor Nuome signed AB2561 into law, amending the Myers Billis Brown Act by creating a new obligation for public agencies to publicly report the status of their position vacancies on an annual basis. Uh AB2561 went into effect January 1st, 2025. The requirements for AB2561 uh are to annually report the status of all full-time position, which would be FTEES, full-time position vacancies for each recognized bargaining unit and employee group. Um for units with a vacancy rate of 20% or more at the time of the report, uh these specific efforts uh that were uh the these specific efforts that were made during the year to uh to reduce the unit's vacancy rate must be disclosed publicly. Um the report uh report uh the requirements also require us to report recruitment and retention efforts for the year uh challenges experienced and any standing policies, procedures and or practices that may be hindering uh the employee hiring and retention process. Uh the requirements also uh we're also required to present the report during a public hearing as we are doing now uh sometime prior to the adoption of the agency's budget again of which we are

doing currently. So we we have not adopted the budget yet. And then lastly it requires all allowing it requires the city to allow all bargaining units to make a presentation at the hearing. But as noted earlier um none none have have any interest in making that presentation tonight. The five employee groups that we have and that are subject to this bill are the firefighters association, fire management group, the police officers association, uh the police management group, and then also our unrepresented full-time employee group. So, I thought it would be prudent to take a look back uh for a year. We're technically not required to show the 200525 report, but I thought it would be important to actually show um where we've been and where we've come. So, uh April 2025 uh April 25th, 2025, all of the bargaining units um were at this point uh in terms of vacancies. So, for our fire association, fire the FFA, 30 FTEES total, uh we had one vacant pos position at that point in time. um for one operational vacancy and for a 3.3% vacancy rate well below the 20% threshold. Uh this year at this time the fire management group had three authorized FTEEs zero vacancies hence and also therefore zero vacancy rate. Police officers association your POA 30 39 authorized FTEES. At this time last year, we had five vacant FTEEs, three underfilled FTEEs for an operational vacancies total of eight, giving it uh a vacancy rate of 20.5% at that point in time. Police management group uh had 12 FTEEs, two vacancies at that point in

time, uh uh resulting in a 16.7% vacancy rate at this time last year. And then with our unrepresented group, we had 120 FTEEs with 12 vacant positions uh resulting in a 10% vacancy rate. Um at this time uh last year, again, falling well below the uh 20% threshold. The only group exceeding that 20% threshold this time last year was the actual POA. Uh and then our citywide vacancy rate was 11.3% at this time last year. Again, well below that 20% threshold. As we move forward a year, so April 24th, 2026, the firefighters association still maintaining uh 30 authorized FTEES. Um at this time, they have three vacant positions resulting in a 10% vacancy rate at this point in time. Um again, well below that threshold. Uh fire management group, three FTEEs, still zero vacancies with a 0% vacancy rate. uh the police officers association still uh 39 authorized FTEEs. Uh but at this time uh we have two vacant FTEEs with one underfilled FTE uh resulting in three operational vacancies uh and also resulting in a 7.7% vacancy rate u well below the 20% threshold. And then the police management group uh still with 12 authorized FTEES uh zero vacancies at this point in time uh hence uh with a 0% vacancy rate. And then our unrepresented group uh 120 authorized FTEES currently 10 vacant FTEEs uh resulting in an 8.3% vacancy rate at this point in time. And then as you see uh a total of 205 FTEES citywide uh 15 are currently vacant. One is currently underfilled resulting in uh

16 operational vacancies citywide. And that also results in a 7.8% vacancy rate citywide for the entire city. So again, well under that 20% threshold. And then just to kind of summarize what I just went over with a little bit more detail, uh the year-over-year recruitment and staffing outcomes from 2025 to 2026. Um slight year-over-year increase in FFA vacancies as we saw which increased from 3.3% in 2025 to 10 point uh to 10% uh in 2026 um currently. Uh so but the current vacancy rate for FFA still falls well below that 20% benchmark. Uh significant year-over-year decrease in POA vacancies which decreased from 20.5% in 2025 to 7.7% in 2026. Uh the current vacancy rate for the POA falls well below the 20% thresh established by the bill. And then significant year-over-year decrease in PM PMG vacancies which decreased from 16.7% in 2025 to again 0% in 2026. And then overall a year-over-year decreases uh in citywide vacancy rate and the citywide vacancy rate which means all positions uh which would decrease from 11.3% in 2025 to 7.8% in 2026. though 3 and a half% reduction. So our ongoing recruitment and retention efforts um we continue to identify and address obstacles in the recruitment process including outdated and flawed practices. So we recognize that you know there's always room for improvement. Uh we continue to utilize the the government jobs proprietary network and NEOGV online application system. Excuse me. This streamlines and automates the

application and hiring process. Um, it also increases the applicant pool accessibility and participation. And not noted up here, but uh really important, it also increases the satisfaction rate for applicants. It's just a much more um it's it's just a seamless way of going through the process and it's easier on applicants. So, it does increase that satisfaction rate for applicants. uh the efforts al we also continue to utilize evidence-based online assessment methods for entry level and lower mid-level positions. Uh this increases accessibility for applicants at that level. It increases their participation at that level and it also increases the overall applicant pool for those entry level and lower mid-level positions. um increases assessment effect uh efficacy. Uh red reduces uh adverse impacts and also it's just a more efficient and cost-effective way of processing and assessing your applicant pool for entry level and those lower mid-level positions. Uh more ongoing recruitment and ret retention efforts. Uh we continue to review and update work workplace policies and practices. Uh we continue to explore and develop compensation and benefit alternatives. Uh we continue to explore and utilize untapped labor markets. Uh we continue to gather feedback through stay and exit interviews for employees. Uh we continue to assess the performance and outcome of each recruitment and apply findings and lessons learned to all subsequent recruitments. That's an ongoing practice for our staff. uh we continue to assess the outcome of each new hire and apply findings and lessons to all subsequent hirings. So we we recognize that not every hire is going to be the perfect hire and we also know that not every every recruitment is going to work as well as we wanted to but we definitely learn from those lessons and we apply those lessons moving forward each and every time.

ongoing challenges and obstacles. Um we there there still continue to be challenges and obstacles. I think there will always be challenges and obstacles to hiring and retention. Um scarce applicant pools and highly competitive labor markets uh particularly for public safety positions. It's always going to be challenging and and there's going to be obstacles for police, fire in particular. um external pressure from labor and special interest groups to incentivize and speed up their hiring process. Um as you know, we're a public agency, so it's really really difficult for us to incentivize hiring. You know, we we have a lot of constraints in terms of the way we utilize our funding and the way we incentivize positions and hiring. Uh maintaining due diligence and merit in a highly competitive and pressurized market. uh when the when the market is very pressurized, when there's a lot of special interests, when there's just a lot of pressure to hire, it does lead um to, you know, us exploring practices that might not be best practices or unproven practices. So, we have to be very careful with that. Again, an ongoing challenge um ongoing environmental, political, regulatory, and economic challenges, those always impact our ability to recruit and retain. So, um, obviously the economy has a big has a lot to do and has a big big impact on our ability to recruit and retain employees. Excuse me. And then another uh challenge, outdated workplace policies and requirements that could have unintended impacts as I've stated earlier. So in in in conclusion, the human resources department is committed to continuous improvement and will continue to be strategic, data-driven, and innovative in the city's recruitment and retention efforts. Um that really does conclude our presentation. Uh as I mentioned earlier, the bargaining units

won't be making a presentation. We we can open this up to either public comment or um any technical questions. I'm not exactly sure on the the process for that. Okay. Thank you, Mr. Director MSAS. Um, so at this point, do any of my council member colleagues have any uh questions for staff? Any clarific clarifying questions? I I can wait till after public comment, but uh if no one else has any other questions. Councilman Herrera Aila.

Yes. So, just one quick question. Um when we go back to the numbers for 2025, if we can go to that slide and then 2026, but we can keep it in 2025. Um for the police officers association, I know we approved about nine, eight positions. Are those reflective of these numbers at all or were they categorized as a as a different code? And I kind of want to have the public understand how that's going, that whole process is going and how it's actually benefiting our numbers. Now,

that's a great question. Um, so it was five overhires and there are temporary overhires that council has authorized this the city to um, uh, hire for. So, as a technicality, those overhires aren't our authorized FTEEs. And what council has given staff the authority to do temporarily is to hire above that number 39 up to 45 or 44, I'm sorry, 44. So we you have five overhires. We can hire up to 44, but they're not counted in this report because they're temporary FTEES and our authorized full-time positions are 39. There have been points in time when we've actually hit all 44. Um, but as we have discussed before, you know, the retention rate for entry level police officers is going to be um a lot lower than for other nonsworn positions. It's just a more challenging testing process. It's a more challenging um uh probationary period, the training that's required, and sometimes, you know, unfortunately, new hires do not work out. But there have been points in time where we have actually hit that 44 mark. And that all that really meant was is that we were not just 100% full at that position, but it was 110% or whatever that percentage is, but it was it was it was on top of 100%. But those numbers, you're correct. They're not reflected here again because they're temporary and they're not the authorized permanent FTEEs for the city. So would you say that having that five or four or four overhead bodies available has it been beneficial and has it is the workforce feeling it would you say?

I think it's been very beneficial. It it has helped us better anticipate for subsequent retirements and things of that nature. and it's helped us get more trainees trained up and ready to step into the fulltime police officer role. And so I think it has been very beneficial. Um does it come with a little bit of a cost? It does, but I think the benefit far outweighs the cost in terms of the temporary overhiring. Um so it has helped us and I think in large part as you see when we look at we take the year in advance we look at 2026 in large part the reason why we were able to significantly reduce the vacancy rate from year-over-year is because the city council has allowed staff to do the overhire. Although you know you can see we're not at 44 right now in terms of full vacancies or full staffing. Um, it's still getting that extra those extra five positions, even if they're just temporary, has s has definitely had an impact on our ability to bring down the vacancy rate uh year-over-year for for the police officers association in particular

because do Thank you. I appreciate those five is it four or five? I don't It's five. Is it five? Okay. those five vacancies have to still go or not vacancies, those five positions. Um, they still have to go through the academy and all the whole process

unless we actually hire somebody that is what we call pre-ervice that's already completed the academy or in the very very rare cases, very rare, we'll hire a lateral, but typically it'll be an entrylevel police officer recruit. And if it was a police officer recruit, we would be showing it as an underfilled FTE and as an operational vacancy because a police officer recruit doesn't fill an actual shift out on the street. And so we want to recognize that even though we have someone hired, we think it's more fair and more transparent to show it as an operational vacancy if someone's not actually fulfilling a shift.

They're hired. They're technically working for us, but they're going through training. They're at the academy. They're not working anymore. They're not at the full capacity. That is correct. Thank you. I appreciate that. Anyone else? No. Okay. At this time, uh, Chief City Clerk, do we have any public comment? I have no speaker cards, mayor. Okay. Thank you. Um, I now close the public hearing. Um, it's now time for council discussions. Does anyone want to start? I'll start. Good.

So, Edward, um, I wanted to ask you, you talked about outdated workplace policies and requirements. Uh, and, um, I just wanted to know, can you be more specific? I I know certain employee groups like the firefighters, you mentioned that, but what would be some outdated workplace policies and why haven't we updated them? That's a great question. I think one I I an example I can give you um something like a shift rotation uh for both even police and fire. Um, shift rotations are historically been seniority based and so newer employees when they come into the organization, they will get rotated and scheduled on the least favorable schedules at a greater rate and frequency than the more senior employees. And that may have worked 20, 30 years ago as an organizational culture, as a culture within the the fire services and the police services. But clearly um the sentiment for the public and any aspiring police officer or firefighter today, they'll look at that as being an equity issue. And so coming into these sworn services like police work and our firework, they'll see how like the shift rotation, it's encoded in theou. It's an administrative policy. It's a practice. It can be um a bit of a disincentivizing um issue for for new prospects and it can be a bit demoralizing for newer prospects. um they they you know the newer employee the newer generation the younger generation that's coming up to replace you know all of us they have different expectations in terms of workplace policies and practices and really the equity that goes with that and so that would be I think one one of the better examples of an outdated policy and it's not um as simple as us just changing that policy it would become a meet and confer because it has

become an entrenched practice not just an entrenched practice but it's codified in theus and in other administrative policies that we would have to undo through meet and confer. But that is one of those things that that that that's I think one of the better examples of an outdated policy that has that type of effect. What about the unrepresented group with some outdated policies there that you can be more specific?

Um scheduling. So they they'll want more flexibility in terms of scheduling um and how we can or how we can uh mesh that scheduling and still provide um responsive services not that don't make sure making sure the flexibility doesn't disrupt really good public service. And so that balance of trying to be more flexible, more equitable in terms of how schedules are divvied out, we have to make sure at the same time it doesn't have an impact on our our ability to provide public services. And so there is a fine line and it it is a balancing act. But again, I think a lot of those old policies that we're trying to really update and make more employee friendly moving forward and hence making us more competitive and a more desirable employer. Um, it comes down to us balancing public service, the interests of public service, and making sure that we do our due diligence and that we're showing up to work and doing the work that we need to do while at the same time giving employees that flexibility to manage family time, to manage other things outside of work, and to make it fair and equitable across the board. So it's not just the senior employees that get to take the time off or get the most favorable schedules all the time that it's divvied out across the entire organization equitably.

I think when you're a smaller city, you're kind of a a jack or jackalin of all trades. So I think it's a little harder to work from home um like some other industries uh because we are serviceoriented. So hopefully we keep moving towards that. And I think more and more to be competitive, we're going to need to move, you know, maybe slowly, but we need to get start moving that way because I know other cities are. So hopefully we continue to be on that path. And then my my last question is um you know, I understand that uh everyone who applies needs to go online and apply. Um and no one should be none of us should be involved. I mean, we shouldn't be getting applications and passing them along. You know, maybe that was a practice in the past, but everyone's got to get on online, apply, and go through the process through your department and and your staff. And I understand that you had mentioned um in the previous conversation that you can get from 5,000 applicants to as much as 10,000 applicants depending on the year. But one of the things I've gotten um feedback from and maybe my colleagues have too is that I've talked to people who I think are extremely qualified and not that they were selected but I think one of the comments I get a lot is they never heard back. We just kind of like we just they submit the application, they get a confirmation that they got it, but they never get feedback or or just, you know, close that loop. Just say, you know, you uh we you're not a good fit or or you know, we found someone else or just close the loop in some way. And I'm just wondering with the new systems that we have in place that we're investing in, is there a way to make sure that whether it's 5,000 or 10,000 that everyone gets some type of

response because it just leaves, you know, not a good, you know, impression about our city and especially when they're residents and they really want to work here and I think they understand that it's competitive. I think they understand that. It's just the fact that they never hear back. And I just wanted to know are are we working towards that to make sure everyone gets some kind of response? Um because I know we're trying to automate as much as we can. I know that they get a response at the application submitted, but is there a way of tracking just to say, "Okay, this person didn't make it to the final or to semi-final, whatever, and poof, there we go. Here's a response." you know, we're we're we're not proceeding. Thank you very much. You know, you know, just something cordial. Do you have a response either one of you?

I do on that. Okay. It's a it's a great question and it's a concern that we have as well. Um I I will say that prior to NEOGV that probably was a more common um issue. Uh I'm sorry. C can you um say when that was play put into place? I forgot NEOGV. Uh we completed NEOGV about two and a half maybe three years ago. Okay. Well, I have gotten to to be honest response was even within the last three years that we're not responding. So anyway, go ahead.

Understood. With that being said, um I would surmise that the communications because of NEOGV have significantly improved. With that being said, I'm sure that with the volume of applicants, um, an email has been missed and or a notification has been missed, but it is the exception rather than the rule. Um, and with every notification um or with every recruitment, a an applicant at the very least will receive two or three notifications. First notification would be receive receipt of application and second notification could possibly be a rejection notice because they just were immediately rejected for various reasons. Second notice could be you're on hold or we're we're processing you and you there'll be an interview or a test. And then quite possibly the third notice would be, you know, unfortunately you didn't make it through the process up to possibly five or six notices depending on how far along they go in the process. Anybody that's not hired as a practice and as the system is built, anybody that ultimately does not get a job offer um does ultimately get a final notice of disposition. Um, and each and every notice that is sent to a candidate or an applicant. Each and every notice has staff's contact information. So, they're always encouraged to call if they have any questions or if they feel like they haven't gotten any feedback or any responses. So, the information is there in each and every email. Um, but you know, again, we always look at that as as something that can be improved, the communications. Um, and I can tell

you staff is the most critical about those communications. I can tell you your staff, your HR staff takes that more seriously than anybody. And so if anybody were to come to us and and I invite each and every one of you to call us if a constituent reaches out to you and they they feel like they've had a communication issue because we want to hear it or or direct that constituent directly to us because we want that feedback and we want to be able to figure out and diagnose um where the loss of internal control was if there was any loss of internal control because we're again as we mentioned earlier continuous improvement is a principle that this department has totally embraced. And as mentioned earlier in the presentation, we critique each and every recruitment from beginning to end. We and we take all of the things that went really really well and we try to re emulate them again in the future. But we also take those things that we know didn't go as well as we wanted them to and we make sure that they're lessons learned applied to future recruitments. And the same with hires. We evaluate each and every hire. Did they make probation? Did they not make probation? Why are there things that we need to change? Things that we need to look at differently. So each and every recruitment, each and every hire, we do scrutinize and really give a critical eye to because we do want to continuously improve.

So I I guess I I'm just trying to understand you have such a small department and they're doing multiple things. Hiring is just one part of the pie. And so actually my question is are we automating it? Because when you say emails, I'm hoping, you know, you don't have one of your staff sending out emails because if you're looking at 10,000, which is I know is the high. Um, is there a way of automating this so they're not stuck just sending emails to every applicant? Because I know there are many applicants that don't qualify, but you know, they're hungry for a job. They're going to see something and there we go. But that starts consuming our staff. So, are we trying to automate it? So, you know, if they don't fulfill, let's say, an education, you know, right away they get an a notice. But I'm talking about people that are towards the end who which are really qualified people and when and I've had at least three people in the last year comment, I don't like to get involved with the hiring practice for a variety of reasons. And so, you know, I did say go back to them, but then they feel like, well, maybe they'reounding you or for a variety of reasons. But I guess for me it just um I don't want them to feel like, you know, we don't care or you know, we're not serious about our hiring. And these are people that are aren't complainers. You know, they're qualified. They just didn't make it, which happens to everyone. And so I'm just just want to make sure that we're looking at best practices from the perspective of automating. I don't want staff to have to be, you know, all-encompassing. I mean, I think well, anyway, all all of your staff is involved with hiring, but I'm just trying to find ways that we could be more efficient and um you know, the stuff that they need to do that really is more critical thinking um versus, you know, having I don't know, AI just sent out an email. I'm just kind of asking

that question. Are are we trying to automate some of this? Because we only have four people in HR. That's a that's not a lot of people considering everything they have to do.

That's a great question. I'm sorry, Mark. That that's that's a great question. So, it it is automated. The the email communications are 100% automated. that there's a little bit of a moral hazard with that as well though because you get to a certain point in a recruitment and you don't want it to feel automated anymore. And and we do want it to feel a little bit more personal when we're getting down to the last legs of a of a recruitment. And there is a little bit more of an outreach at that point in time. But everything for the most part is automated from the application submittal through the process because you're right, we wouldn't be able to manage all of the communications going back and forth. Hence why I I brought to your attention the prior system to neo gov that was not automated. That was a very that was almost 100 that it was a 100% manually based communications. Hence why I know prior to NEOGV I know that our communications and feedback with applicants was was at best 70% on point and probably a 30% failure rate. Hence why we needed to adapt and implement NEOGV probably 10 years ago rather than just three years ago. But I'm glad and I think we're all glad in the room that we finally did that because it has really enhanced and improved our recruitment process, has made it more applicant friendly, has made us more better recruiters. At the end of the day, it's made us more effective. Um, but again, because it's so automated, it can we don't want it to be so automated that at the end it feels totally automated and not personal anymore when we're getting really close to making a hiring decision because we are trying to get at that

point we're trying to get to know a candidate on a more on a deeper more significant level. And so there's kind of a trade-off at the end. And then when we hand off a list, a hiring list to a department, we don't expect them to go through neo gov and send them automated notifications. We do expect the departments to kind of make it more personal and called candidates directly to set up those selection interviews because we do at that point want it to be more personal. So if there's maybe any control point that might be open to failure, it's probably more at the end of a process where it starts to get more personal because we're we're we've whittleled down. We've gone from a 100 applicants down to the final five. And maybe at that point maybe an email is missed because it's no longer automated. It's more of an exchange of information either over the phone or through a more personal email.

Okay. Mark, I know you and I have had conversations and not only not getting bringing closure, but also the length of time that people have to wait um to to hear back from us. Maybe you can chime in.

I'd be happy to. And and the short answer is we'll absolutely look at the process and how long it takes for each of those communications. But I think Edward hit it on the head, that last part that he just mentioned. When it gets to the departments and somebody gets a list of four or five candidates or however many that that department gets to to interview, that is sometimes where that process lingers because we may be doing a background check for the prime candidate and we don't necessarily want to tell candidate number two that you're not candidate number one. We want folks to still feel like they're in the process. And so we probably Edward and I probably need to come up with a a way um to work with the departments to standardize that so that we have a a more timely conversation with those folks. But my guess is that's when you're hearing about it because they've had um interviews. They are on a short list and then it could be uh several weeks before they hear back and maybe we can do ticklers where we say, you know, we're still in the process. You know, hold tight with us. We haven't made a decision. Things like that. Um and that my guess as Edward said at the end of his comments that's where this needs some tightening up.

Well, thank you so much. Obviously, um changes have made been made. We got our numbers. We're we're not at 20% at any level. So, so that's good to see. And uh I appreciate being receptive and and open to just continuing on and finding ways to to have um good hires and um review our policies. So, I I know it's a tough it's a tough one. And I thank your staff because again, I see those four well three beautiful faces. You're Yeah, you got a face, too. But but it's just such a small group and the numbers are just so it's just like the city clerk where they're doing 4,000

certificates. Um you know we have such a small group in each of the division. I'm just really conscientious about you know making sure that the um resources are being used at the best possible way and um and so we whatever we can automate would be wonderful. Thank you. Let's hope my didn't hear that comment. Thank you. All right. Anyone else uh like any uh further discussion? Seeing none, then uh do I have Okay. Vice Mayor Ding.

So, yeah. Uh just follow up the council member the mach. So, yeah, it's normally the way hiring processing take how long? It it all depends. Uh, Vice Mayor, uh, it depends on the type of recruitment. Um, so for a police officer is going to be it's going to probably take upwards of 90 to 120 days. um a more uh a civilian position

maybe up to 90 days and that would be on the longer end but more than likely I think as of recently we have been averaging probably from 70 to 80 days for a hire which in the hiring industry that that that is a very short turnaround and and again it it really has to do with the coordination the way staff coordinates the recruitments And but again, it changes and it's different with each recruitment. Sometimes we actually will pause a recruitment at the request of the department or or the the city for whatever reason. Um things will will will arise that were unanticipated and so we'll pause a recruitment. Um, so that could elongate u a recruitment's timeline, but typically like a nonsworn position, a regular position,

70 to 90 days. A sworn position from 90 to 120 days. If it's over 120 days, there's some type of anomaly that occurred that slowed down the recruitment. Maybe it's a background check that's taking longer to get back to us. It's a medical exam that's taking us longer to get back to us. And quite frankly, sometimes applicants aren't as timely completing their own um pre-employment process. So they'll they'll cancel or they'll it'll take them longer to actually show up to the city's doctor to complete the physical, show up to the city's doctor to complete the psychology exam, show up to the city's um polygraph examiner. So a lot of the things that happen in terms of a timeline are also out of the city's control because an applicant may actually have scheduling issues with their own pre-employment process which elongates that process.

So the the right now it's every position how many applicant will be apply the swani officer or unrepresented the the associate. Yeah. another it it really does matter. It does it just it just depends. Police officers typically were not going to get more than 10 15 applications and Kimber what would you say? Yeah, about 10 to 15 with umalally even less but up to Okay. Okay. And then for your entry level positions upwards of 150 to 200 applications

250. So again, you see the disparity between the type of position, the nature of the position and the applicant pool. Um, so again, each each recruitment and the type of position you're recruiting for has an impact on the timeline and the complexities for that particular recruitment as well. Okay. But if 200 like you say so so we processing also like automatic automatic to processing to like uh uh finalize maybe if 100 people you kneel down like a 20 people so what's the guideline you do the automation to do that or just manually review everybody the application

again neog gov that's the whole reason why we adopted it does help us automate a portion of the screening process. Okay. But there still is a human element, a human judgment part of it that is really really important.

Um to make and and to be quite honest, uh NEO gov sometimes the parameters that we'll set up, we have to make sure that they're not accidentally screening out someone that maybe should actually be included in the pool and we have to make sure that it's not allowing someone in the pool that should have been screened out. So there's still an element of human oversight that has to go into it, but the program does facilitate the screening process significantly and it does help again with the efficiencies and the effectiveness of staff's ability to screen such a high volume of applicants because prior to NEOGV we would never receive 200 applications for any position. Okay. Oh

no, nowhere near that. I think it's really helped to the outreach is there but but with that being said a vast majority a high volume of applicants are not qualified but it still increases that pool of qualified applicants which is still going to be a smaller pool but it still increases that pool by enough to make it um a cost or or or benefit to the city that far outweighs the cost of yog.

Thank you. Another last question I want to asking. So is it we can like I think the council member Machanga is willing like is it we can like do something like uh especially if they same person same qualification if they are like Sabia resident have the priority or not we can set up this guideline or we don't need it or we already had do this. Yeah. So, I just want to clarify. Yeah. I can tell you that if two people have the same qualification and one of them is a San Gabriel resident, they're more than likely going to stand out because they're going to have that connection to the community as they give their responses, as they talk about why they want to have that job. So we don't have a preferential hiring for local candidates but I can tell you that if if that situation arises that local candidate is usually going to come out on top because of their skills not not because of that local so it's have this kind of uh the factor you can change put on that they are it's our the San Gabriel citizen or not too right

when they fill out when they fill out the application we can do that um I would recommend that we don't do that because don't do that and the reason being is

is do do you really do we want to disincentivize anybody that doesn't live in San Gary Bill because if someone sees that as a preference on an application as even a preference it it may discourage them from actually applying because they're going to it could increase the likelihood that they assume that we're not going to take their time into consideration their application into consideration and we certainly don't want to do that we we do need to maintain an open border so to speak so that we are competitive and that we're not shutting out anybody that might be really really highly competitive and a great quality

applicant. Okay. Okay. I understand. So Mark said that does mean something when we see someone that lives locally that has gone through the entire process it does actually mean something.

Yeah. Thank you for clarify because the constituents they sometimes they asking to if they I think they are one of the applicant they they they feel willing they say hey I'm resident I should be have the priority to do that but I agree that you say you have a more opening if if we first of all to consider it's maybe finally maybe we can like like uh the mark say that yeah okay thank you clarify thank you mayor Thank you, Vice Mayor Ding. Um, at this point, can I have a motion to receive and file this report? I motion or do we need any?

I second. What? Who? Sorry. Who is uh Oh, you need a reading. No, no, Councilman Woo uh made the motion. Oh, you want to make a motion? Oh, okay. Sorry. Okay. Vice Mayor Ding made the motion. Who would like to second? I second. Councilman Herrera Abila seconds and uh please vote.

Motion passes by a vote of 5-0. Okay. Thank you. Councilman um you sure you Okay. Um, next item is a city manager report, please.

Thank you, Mr. Mayor, members of the council. Just two quick items for my report. First of all, um, Saturday is fire service day. So, I'd love to invite the community to come on out to fire station 5110 a.m. and, um, meet your firefighters and we'll have other departments there as well. It's a very uh hot ticket for folks to come out. So, come on out. And then second of all, uh a little less hot ticket is the community budget meeting next week uh Thursday the 14th 6 p.m. at Blossom Market. I do invite seriously I do invite everybody to come out, learn a little more about the community and how we spend your funds. So, thank you very much.

Okay. Thank you, Mr. City Manager. Uh, next will be uh Oh, I guess sorry I went out of order a little. Sorry. We we don't have any continued business. Correct. And we do not have any new business. Is that correct? Okay, now I'm caught up. Thanks. Um, next will be council comments and conference meeting reports. Who would like to begin?

Okay. Councilwomana. Okay, there we go. I went back to the old way. Well, first of all, before I forget, I wanted to say happy Mother's Day to me and to all the other mothers. Uh, it's this Sunday, so don't forget. And um and it's all to everyone to all those who are also motherly figures. Um so happy Mother's Day to all mades since today is Cinco de Mayo and so um wanted to start there. Uh wanted to again thank the economic development team for the farmers market. Another successful weekend. Um and um I am very impressed the fact that it's still going. You know, it's really like really really active. I thought maybe it would kind of die down a little bit, but this past week was really good and and the operators, you know, they keep bringing new vendors and so it's exciting. So, it looks like people are making it their Saturday routine. I've gotten comments that um it's even better than some of our fellow um other cities. So, it's always compliment neighbors

for being our neighbors. Yeah. Awesome.

Yeah. So, that's really good. Um on Friday we had Cinco de Mayo Marcato the ninth year. Next year will be the 10th which is amazing to think about that. Um you know it's a partnership with Demundo 52 and um just wanted to thank community services. Um it was really well attended, great performances and it was just another just a really nice family event. Um and um yeah, I I just wanted to to mention that um on um there's a show on um CBS. It's it's uh with Deman Desmond Shaw. He's usually in the helicopter, but he has a certain segment where he highlights uh certain um uh uh was it treasure treasures in um in all of LA. And last week he picked our very own Mission Playhouse. And so if you have a chance to look at it, it is so different when you do an aerial view, but he adds um the history, some fun facts that I didn't even know about. And so it's just um it was just really nice to see the St. Gabriel Mission Playhouse being highlighted. And then let's see. Um we did have a couple um grand openings uh baking with I ish which is kind of it confused people but what he did is he moved from that little place when you first walk into Blossom Market to to right next door um used to be called I think etc. and they had um so now they're able to have hot foods. So you can go to Blossom Market and he's got pancakes. Um he's got chicken and waffles. Um and I'm I'm sure he's got some other items, but those were the two that came to mind. So we did a grand opening at no cost to them and uh it was well attended. I thought it was your first grand opening, right?

Yeah, it was great. Yeah, I thought it was great. And we're all happy for Ish. He is very very talented. He does more than just that. Um he's been featured in LA magazine. So we're very fortunate to to have him there. And um I think that's all I have for now. So thank you. All right. Thank you, Councilwoman Mchucka. Who would like to go next? Oh, okay. Okay. Oh, Tony, I'll go after Go ahead. I'll go after the vice mayor. Okay. Okay. Oh, I'll keep it simple, too. Oh, man.

You only get five. Remember, we have policy. We have actual policy. Five minute max. I'll time them for you. I'll give him my three minutes. I'm kidding. I'm kidding. Just joking. Joking. Just a joke. I also went to uh to the baking with uh grand opening. Thought it was really

really good that we were doing that. And I know we have we don't have a chamber, but our city is still continuing to with that tradition normally is the job of a chamber to do that typically across the different cities and our neighbors, but I'm glad that our city stepping up and engaging with these businesses. I saw the faces of the of the mom and their families. They were very excited. So, I'm glad that we're doing that. Um, and then I also got a chance to visit the the farmers market and it looks like we got it right. We got it right this time. The vibe feels perfect in the streets. I like how how they're set up right on top of the sidewalk. So, it gives like whoever's sitting there or whoever has a booth there, it gives them like a a raised plateau and then with the perfect silhouette of the playhouse and and just the landscape that we have. And I also got really good feedback about it not being in the parking lot or ventilo. So, kudos to to the city team for for working on that. And that's all I have. I yield back.

Thank you, Councilman Herrera. Aila. Um, Vice Mayor Ding, you're up.

All right. Okay. I will use the council member Wood five minutes total of 10 minutes. Just kidding. Just kidding. All right. Uh actually just reported last actually after last meeting we uh we have the also council together have the budget study meeting and uh on the 22nd and the 23rd I have my individual study the meeting too. It's really helpful to u to to me to like uh we prepare the next next year budget right and uh it's uh on the like uh uh April 25th have a lot of event morning and the first event the hero Christian center every year have the prewalk song uh and I have the opportunity with the council member together to to join them. It's they are traditional. It's really help our community. And one thing is just when we walk uh on the street and people automatically find that some some property it's not really clear. Okay. So people I think some it's already reported to the the city to correct it. So we want to safety and this the city looks like good and and then uh I have chance back to the our farmers market. It's really impress. It's totally difference to the previous and the street clothes. It's really help too. So and and uh it's more variety. I I really like it. And uh also by the way with the all the like uh mayor and the council member with the baking with the issue grand opening and

by the way the cross street are called I think the mom cafe they are same days it's soft opening too I have chance to go moon yeah moon okay it's hard to pronounce it's a lot of the even just one time I can see a lot of things happen in our city it's It's really uh uh good for our community you know. Okay. And uh the evening have the chance to join the called the sees the 20 64 years uh the anniversary. Usually they are in in our city the Hilton but this time they go to the Aadia Hilton. I I I recruit them to come back again. Okay. and grab him back.

All right. And uh Tony, it's I have cho with uh with the council member changing the Sabio mission house strategy the the on the zoom meeting. So uh I think hopefully the future soon later we can have the strategy plan to to prepare our centonio the the mission playhouse. So I I feel it's it's a good strategy. So so hopefully rest of company member to like it. Okay. And uh then okay it's a single de Maya for the Friday. Okay, it's yeah I don't want to repeat it but that happy single admire today's okay then I want to do the some advertising for the for the main nine we have the called the uh like maybe four such a lot of different group together put together have the sanctua we we will be honor our the veteran and honor our PD PD and the fire. So, and and thanks the the PD and fire have the honor guard to join us too. Okay. I hope the our city manager and the boss chief can on the stage to re receive our uh organization the kind of donation too and uh uh not just the this ceremony but the ceremony this this year also include 250 years the anniversary for the United States where we have the good performance too. I hope you like it but I put on a secret. Okay, you will be finding something.

And uh outside have the the the chaos care it's we have the like uh uh almost near to the 40 different booths and include the China health service center. I think probably near to the 20 the MD or Chinese medicine do doctor to have this everything is free. Oh, it's by the way for the San Gabriel Line Club have the order the IM mobile. It's a free I exam. So welcome to use this opportunity. So that's why I want a little Okay. Now you tell me I just had one I had to pay for.

Yeah. Afternoon have the AAPI heritage month celebration. So all the not just the city our Sun City resident near to the Sun Valley. It's welcome to attend this uh freedom also. Yeah, by the way, we want to thank the city to support it to help to the this event. If without the city support, it's I don't think this will be successful. Thank you.

Thank you, Vice Mayor Ding. All right, I'm up last, so I'm gonna make this quick. Um, as my colleagues have mentioned, uh, I was also at the grand opening ribbon cutting for Baking with Ish in the Blossom Market Hall. I think we all agree it was a great event. And congratulations to I is he it's welld deserved. He's very talented. On May 1st, uh, I also attended the San Gabriel Cinco de Mayo Merc. And thank you to everyone who came out to celebrate. And thank you to especially to St. and Gabriel City staff for running yet another successful city event. On May 2nd, I attended the Iris interactive event at the Grapevine Arbor and it it had to do with it was a interesting interactive event uh relating to the fans of a of something called Nikke. It's a It's an Asian video game and it's kind of like Comic-Con and where a lot of people came dressed as their favorite characters and it's a it was a real fun fun uh interesting cultural event. So, um that's all I have. So, I will now make my final announcements. Uh let's see. Close session, secondary close session. We have none. And so, it's about time for adjournment. The next regularly scheduled city council meeting will be held on Tuesday, May 19th, 2026 at 6:30 p.m. This meeting is adjourned at 7:55 p.m.