[CALL TO ORDER] [00:00:09] LET THE RECORD SHOW COUNCIL MEMBER NORBY IS ABSENT. COUNCIL MEMBER ACOSTA HERE. COUNCIL MEMBER BHAT-PATEL HERE. MAYOR PRO TEM BLACKBURN. PRESIDENT MAYOR HALL HERE. LET THE RECORD SHOW THAT FOUR OF US ARE PRESENT AND MR. NORBY IS STILL ON VACATION. ANNOUNCEMENTS OF CURRENT MEETINGS FOR TONIGHT. THE CITY COUNCIL IS SERVING AS THE CARLSBAD MUNICIPAL WATER DISTRICT BOARD OF DIRECTORS CONSENT CALENDAR ITEM NUMBER THREE. SO NEXT, IF, MR. BLACKBURN, IF YOU COULD LEAD US IN THE PLEDGE. IF WE COULD ALL PLEASE RISE. PLEASE JOIN ME IN THE PLEDGE TO OUR FLAG. I PLEDGE ALLEGIANCE 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. WE DO NOT HAVE ANY MINUTES TONIGHT, BUT CITY ATTORNEY, IF YOU WANT TO REPORT OUT ON CLOSED SESSION. THANK YOU, MAYOR. THERE WAS NO REPORTABLE ACTION. OKAY. AND THEN NEXT, WE'LL MOVE TO PRESENTATIONS, A PROCLAMATION AND RECOGNITION OF FRED BRIGGS FOR SERVICE ON THE BEACH PRESERVATION COMMISSION. [PRESENTATIONS] AND MR. BLACKBURN IS GOING TO GIVE THIS PROCLAMATION. BUT, FRED, WHERE'S FRED AT? COME ON UP TO THE PODIUM, IF YOU WOULD. BUT I JUST WANT TO PERSONALLY SAY THANK YOU. NOT ONLY FOR MYSELF, BUT ON BEHALF OF THE COUNCIL. ONE OF THE THINGS THAT WAS MOST MEMORABLE IS WHEN YOU GAVE THAT PRESENTATION ABOUT WHAT OUR COASTLINE COULD LOOK LIKE. AND I WILL ALWAYS REMEMBER THAT, AND HOPEFULLY SOMEDAY THAT DREAM WILL COME TRUE. SO THANK YOU. WITH THAT, I'LL TURN IT OVER TO MR. BLACKBURN. MATT STOLE MY THUNDER. I DID WANT TO ACKNOWLEDGE I THINK IT WAS ABOUT EIGHT OR TEN YEARS AGO. YOU WENT UP AND DOWN THE COAST AND TOOK PICTURES OF SOME OF THE BEST LOOKING BEACH BEACH FRONTS AND BROUGHT THEM BACK AND DID A SLIDE SHOW FOR US. AND WE KNOW YOU PUT A TON OF TIME INTO THAT AND IT JUST SHOWS HOW MUCH YOU CARE ABOUT OUR BEACHES. SO FOR THAT, I'LL ALWAYS REMEMBER THAT. THANK YOU. I GET TO READ THE PROCLAMATION AND IT SAYS, FRED BRIGGS HAS SERVED EIGHT YEARS ON THE CARLSBAD BEACH PRESERVATION COMMISSION WITH DEDICATION AND DISTINCTION. WHILE SERVING ON THE BEACH PRESERVATION COMMISSION, FRED WAS INSTRUMENTAL IN REVIEWING THE AGUA HEDIONDA LAGOON MAINTENANCE, DREDGING PROJECTS AND THE BATIQUITOS LAGOON MAINTENANCE DREDGING PROJECT. DURING FRED'S TENURE, THE BEACH PRESERVATION COMMISSION PARTICIPATED IN THE 2014 AND 2015 FRAZEE AND TAMARACK BEACH CLEANUP FESTIVITIES AND THE NORTH BEACH CLEANUP EVENT IN 2021. ADDITIONALLY, DURING FRED'S TENURE, THE BEACH PRESERVATION COMMISSION REVIEWED THE FRAZEE AND TAMARACK STATE BEACH COASTAL BLUFF RESTORATION PROJECT AND THE OCEAN STREET BEACH ACCESS IMPROVEMENTS PROJECT. FRED ALSO PARTICIPATED IN THE REVIEW OF LOCAL COASTAL PROGRAM SEA LEVEL RISE ANALYSIS IN 2015 AND THE LOCAL COASTAL PROGRAM LAND USE UPDATE IN 2021. THEREFORE, ON BEHALF OF THE ENTIRE CITY COUNCIL, WE HEREBY RECOGNIZE FRED BRIGGS FOR HIS EIGHT YEARS OF DEDICATED SERVICE ON THE BEACH PRESERVATION COMMISSION. THANK YOU FOR YOUR SERVICE, FRED. WELL, THANK YOU. THANK YOU. I APPRECIATE THE RECOGNITION. I LOVE THIS CITY. I DIDN'T GROW UP HERE. I GREW UP IN NEW YORK CITY AND A COMPLETELY, COMPLETELY DIFFERENT ENVIRONMENT. AND ONE THAT I KNEW FROM THE TIME I WAS A VERY SMALL CHILD WAS NOT MY PLACE. I CAN REMEMBER BEING NINE YEARS OLD AND LOOKING OUT THE WINDOW AND SAYING, OH, GOD, DOESN'T IT EVER STOP RAINING HERE? AND TO THIS DAY, THE WORD FEBRUARY STILL MEANS TO ME SLUSH OVER THE TOP OF MY SHOES. SO IT WAS MY JOB TO HAVE TO FIND A PLACE THAT WAS HOME. I CAME HERE. OVER 40 YEARS AGO. AND FOUND THE PLACE THAT I WAS LOOKING FOR. AND I HAVEN'T BUDGED SINCE I ENJOYED MY TIME ON THE BEACH PRESERVATION COMMISSION. IT WAS VERY INFORMATIVE. IT WAS A LOT OF INFORMATION THAT I HOPE TO PUT TO GOOD USE. AS YOU ALL KNOW, YOU HAVE APPOINTED ME TO THE GROWTH MANAGEMENT COMMISSION. I INTEND TO TAKE THE EXPERIENCE THAT I'VE GAINED THROUGH THE PREVIOUS SERVICE TO THE CITY AND USE IT TO GOOD EFFECT THERE. [00:05:05] I'D LIKE TO DO EVERYTHING THAT I CAN TO HELP MAKE SURE THAT THAT THAT EFFORT, WHICH IS A CONSIDERABLE EFFORT, THAT'S A BIG, BIG, BIG GROUP AND A BIG CHALLENGE, PROVIDES TRULY USEFUL INFORMATION AND INPUT ON THE CITIZENS, RESIDENTS IMAGES OF WHAT THIS CITY SHOULD CONTINUE TO LOOK LIKE. SO I THANK YOU FOR THAT OPPORTUNITY AND I'LL BE LOOKING FORWARD TO PARTICIPATING IN THAT REGARD. SO YOU HAVEN'T SEEN THE LAST OF ME YET. THANK YOU. NEXT, WE MOVE ON TO PUBLIC COMMENT. [PUBLIC COMMENT] THE BROWN ACT ALLOWS FOR ANY MEMBER OF THE PUBLIC TO COMMENT ON ITEMS, NOT ON THE AGENDA. PLEASE TREAT OTHERS WITH COURTESY, CIVILITY AND RESPECT. MEMBERS OF THE PUBLIC MAY PARTICIPATE IN THE MEETING BY PROVIDING COMMENTS AS PROVIDED ON THE FRONT PAGE OF THIS AGENDA. THE CITY COUNCIL WILL RECEIVE COMMENTS AS REQUESTED UP TO A TOTAL OF 15 MINUTES IN THE BEGINNING OF THE MEETING. ALL OTHER NON AGENDA PUBLIC COMMENTS WILL BE HEARD AT THE END OF THE MEETING IN CONFORMANCE WITH THE BROWN ACT. NO ACTION CAN OCCUR ON THESE ITEMS. WE WELCOME CLAPPING DURING THE CEREMONIAL CEREMONIAL PART OF THE MEETING BEGINNING OR JUST WHAT WE'VE DONE. HOWEVER, WE ASK THAT YOU REFRAIN FROM CLAPPING DURING THE BUSINESS SECTION OF THE MEETING, STARTING WITH NON AGENDA PUBLIC COMMENT. THIS WILL HELP MAKE SURE THAT PEOPLE'S BUSINESS CAN BE CONDUCTED EFFICIENTLY AND THAT THIS CHAMBER IS A PLACE WHERE ALL POINTS OF VIEW ARE WELCOMED AND RESPECTED. SO WITH THAT, DO WE HAVE SPEAKERS TONIGHT? YES, MAYOR. THE FIRST SPEAKER IS MARY LUCID, FOLLOWED BY BOB EMBRY. COUNCIL, HOW ARE YOU? I'M FLABBERGASTED BECAUSE I JUST GOT A REPLY FROM THE PARK AND REC DESIGNATED POINT PERSON ABOUT WHY THEY CAN'T SERVE SALAD TO SENIORS. AS IN ALL CASES, YOU HAVE TO EXAMINE THE RESPONSE. THEY SAID, CHERYL FROM AGING AND INDEPENDENT SERVICES DOESN'T ALLOW ME TO BRING IN FOOD. BUT AGING AND INDEPENDENT SERVICES DOES ALLOW THE SENIOR CENTER TO BUY SALAD AND SUPPLEMENT. BUT THEY'RE TOO CHEAP. WHO DOESN'T WANT TO SERVE SALAD TO SENIORS? IT'S NOT LIKE CAVIAR. AND THEY HAVE CERTIFIED FOOD HANDLERS WHO CAN CUT OPEN A STERILIZED BAG, HOPEFULLY, AND SERVE SALAD. SO I'M NOT SURE. WHY? YOU ALL IN THE CITY COUNCIL AND THE HIGHER UPS IN PARKS AND REC CANNOT GIVE SENIORS SALAD THREE TIMES A WEEK LIKE YOU USED TO. DO YOU NOT LIKE SENIORS? ARE YOU USING THE SALAD YOURSELF OR SPENDING IT ON OTHER THINGS? NOT FOR THE BENEFIT OF SENIORS. I LOVE THE STORY WHEN THEY SAY, YOU KNOW. WHAT CAN WE DO? THE PEOPLE JUST AREN'T SHOWING UP. WELL, FOR YOUR SALARY, IT SEEMS TO ME THAT YOU SHOULD BE ABLE TO INVESTIGATE WHAT TO DO AND TALK TO THE SENIORS. WHERE IS THE LEADERSHIP? DON'T YOU LIKE SENIORS? DON'T YOU WANT TO DO ANYTHING FOR THEM? IS IT? I'LL TAKE, TAKE, TAKE. CITY COUNCIL, PARKS AND REC, WHY AREN'T YOU DOING MORE FOR SENIORS AT THE SENIOR CENTER INSTEAD OF ACCEPTING, OH, WE CAN'T DO IT? OH, I DON'T KNOW WHY. WELL, FIGURE IT OUT OR ASK PEOPLE WHY THEY'RE NOT HAPPY WITH YOUR SENIOR CENTER. WHY DON'T YOU STEP UP YOUR GAME INSTEAD OF BEING MEDIOCRE? AND WHERE IS THIS CITY COUNCIL ON TRYING TO IMPROVE THE CENTER FOR SENIORS. WHAT ARE YOU DOING? MATT HALL, YOU'RE A SENIOR. DON'T YOU LIKE SENIORS? PLEASE, PLEASE, PLEASE GET TOGETHER AND SHOW PARKS AND REC HOW TO OPEN A BAG OF SALAD BY CERTIFIED [00:10:02] FOOD HANDLERS AND GET SOME. TEACH THEM HOW TO USE THE DISHWASHER SO THAT WE CAN HAVE REAL FLATWARE, NOT PLASTIC. I THOUGHT YOU HAD A THING. AND WE THANK YOU VERY MUCH. THE NEXT SPEAKER. THE NEXT SPEAKER IS BOB EMBRY, FOLLOWED BY MARK KERWIN. LADIES AND GENTLEMEN, MY NAME IS BOB EMBRY. I'M A 36 YEAR RESIDENT OF CARLSBAD. MY WIFE AND I CURRENTLY LIVE ON TAMARACK BETWEEN SUNNY HILL AND PARK PLACE WITH OUR YOUNG 15 MONTH OLD DAUGHTER. I'M A FIREFIGHTER PARAMEDIC FOR THE ORANGE COUNTY FIRE AUTHORITY FOR TEN YEARS, AND I HAVE 15 YEARS IN PUBLIC SERVICE. I'M HERE TODAY TO TALK ABOUT THE RATE OF TRAFFIC AND HOW FAST PEOPLE GO IN THAT SECTION OF THE NEIGHBORHOOD AND PUBLIC SAFETY. THE OTHER EVENING, A YOUNG MAN WHO ADMITTEDLY WAS DRIVING TOO FAST LOST CONTROL OF HIS CAR IN FRONT OF A COUPLE OF OUR NEIGHBORS HOUSES AND TOOK OUT AN STG&E BOX SIX CARS AN RV AND A TRAVEL TRAILER. I WAS FIRST ON SCENE SEEING THAT IT WAS IN FRONT OF MY HOUSE. HE SAID, I'M SORRY, I WAS DRIVING TOO FAST. I'M SORRY I WAS DRIVING TOO FAST. I LOST CONTROL OF THE VEHICLE. I'VE REACHED OUT TO MULTIPLE MEMBERS OF THE CITY ABOUT SEEING IF WE COULD DO ANYTHING TO SLOW TRAFFIC. AND I HAVEN'T GOT RESPONSES FROM TOO MANY, BUT LINDY PHAM DID GET BACK TO ME WHICH WAS VERY NICE AND SHE SAID THEY WERE GOING TO DO A SPEED BASICALLY ASSESSMENT, BUT FOUR MONTHS LATER I REACHED BACK OUT TO MRS. PHAM. NOTHING HAD COME OF IT. SO MY NEXT THING I STARTED TALKING TO THE POLICE OFFICERS OF CARLSBAD AND I TALKED TO A MOTOR OFFICER AND I ASKED HIM IF HE'D LIKE TO COME SIT IN FRONT OF OUR HOUSES. AND HE SAID, NO, THAT'S OKAY. BUT JUST SO I WAS AWARE THAT THE DA AND THE JUDGES WON'T ASSIGN A FEE TO A TICKET UNLESS SOMEONE'S GOING OVER 42 MILES AN HOUR. SO HE SAID, I'M SORRY, I'M GETTING NO BACKING BECAUSE THEY HAVE TO BE GOING AT LEAST 13 MILES AN HOUR OVER THE POSTED SPEED LIMIT IN A NEIGHBORHOOD WHERE MEN, WOMEN AND CHILDREN LIVE AND THAT WE HAVE A SCHOOL THERE. YOUNG BOYS AND GIRLS WALK TO SCHOOL EVERY DAY AND KIDS RIDE E-BIKES UP AND DOWN THE HILL. SPEED BUMPS, ROUNDABOUTS, STOP SIGNS, ANYTHING TO SAVE A LIFE. I'VE IN MY TEN YEARS AS A MEDIC, I'VE BEEN ON MULTIPLE PEOPLE HIT BY CARS AND IT HAUNTS ME. CHILDREN ARE THE WORST AND EVEN WORSE IS SEEING THE MOM AND DAD WHOSE KID HAS BEEN HIT AND WATCHING THEM LOSE IT TO THINK THEIR KID MIGHT NOT COME BACK OR POSSIBLY THEIR KIDS ARE NEVER GOING TO LIVE THE SAME LIFE BECAUSE SOMEONE WAS SPEEDING AND HIT THEIR CHILD. ALL I'M ASKING FOR IS IF WE COULD SLOW TRAFFIC DOWN TO HOPEFULLY SAVE A LIFE. THANK YOU, GUYS. EXCUSE ME, SIR. YES, SIR. OVER HERE IS ASSISTANT CHIEF CALDERWOOD. BEFORE SHE WAS AN ASSISTANT CHIEF, SHE RAN OUR TRAFFIC DIVISION. I THINK SHE'LL BE A WEALTH OF INFORMATION FOR YOU. AWESOME. THANK YOU VERY MUCH. THE NEXT SPEAKER IS MARK KERWIN, FOLLOWED BY TIM MORGAN. HI. MY NAME IS MARK KERWIN. I'VE BEEN ON TAMARACK FOR 22 YEARS. I'VE BEEN CARLSBAD SINCE I THINK 1971. I'M ON TAMARACK. IT WAS MY CAR THAT WAS FIRST HIT ON THIS ACCIDENT. THEN MY MOTOR HOME. THIS IS BEFORE THAT. HE HIT AN IN-GROUND TRANSFORMER. MY MOTOR HOME SLOWED HIM DOWN A LITTLE BIT, POPPING THEM OVER TO THE OTHER SIDE OF THE STREET, HIT BOB'S CAR, POPPED HIM BACK INTO HIS DRIVEWAY, HIT TWO OF HIS CARS IN THE DRIVEWAY, THEN POPPED THEM OUT IN THE BACK OF HIS TRUCK. KIDS ARE GOING DOWN THAT STREET AND UP AND DOWN IT MORE AND MORE. AND WITH THEIR ELECTRIC BIKES AND WALKING. AND IT'S DANGEROUS. IT'S BEEN DANGEROUS. I HEAR THEM AT NIGHT. SPEEDING. IT'S GETTING CRAZY. PEOPLE ARE GETTING CRAZY ANYWAY, SEEING, YOU KNOW, PEOPLE RUN LIGHTS, RUN, STOP SIGNS. IT'S JUST SEEMS MORE OF THE NORM THESE DAYS. AND THEY'RE NOT, AND I DON'T KNOW. I THINK SOMETHING NEEDS TO BE DONE WITH THIS. SPEED BUMPS. A ROUNDABOUT. ANYTHING TO SLOW THESE PEOPLE DOWN BECAUSE YOU'RE NOT GOING TO SLOW THEM DOWN WITH SIGNS OR ANY OTHER STUFF. WE'VE HAD THEM UP THERE. THEY PUT THEM UP TILL THE SPEED LIMIT. THEY DON'T CARE. YOU KNOW, IT'S CRAZY. AND I'M JUST HERE FOR THE KIDS, MORE OR LESS. STUFF IS STUFF. IT'S CARS. THEY GET HURT, BUT KIDS GET HURT OR ANYBODY GETS HURT. STUFF IS FLYING OFF MY TRUCK SO FAST AND IT WENT RIGHT THROUGH MY MOTOR HOME. I MEAN, PEOPLE MOVE ON THE STREET WAY TOO FAST. SPEED BUMPS, EASY, CHEAP WAY TO SLOW PEOPLE DOWN. KEEP THEM THINKING WHETHER THEY'RE DRIVING OR WHATEVER. SOMETHING'S GOT TO HAPPEN BECAUSE IT IS CRAZY. AND THERE ARE KIDS AND THAT'S WHAT I'M HERE FOR ANYWAY. THANK YOU. THE NEXT SPEAKER IS TIM MORGAN. GOOD EVENING, CITY COUNCIL MAYOR. [00:15:01] YOU KNOW ME BY NOW. I'M HERE WEEK AFTER WEEK TALKING ABOUT THE HYBRID SIGNAL ON TAMARACK AND VALLEY. WEEK AFTER WEEK, I COME HERE AND I TELL YOU GUYS, SUPPORT CONTINUES. THE SUPPORT CONTINUES. AND I CAME HERE TODAY. I WAS A LITTLE UNDERNEATH THE WEATHER LAST WEEK, SO I DIDN'T HAVE MUCH PREPARE. BUT I CAME HERE TODAY TO SUPPORT BOB, MY NEIGHBORS, BOB AND MARK, WHO JUST SPOKE. AND AS YOU COULD SEE THIS, THERE'S SOMETHING THAT NEEDS TO BE DONE IMMEDIATELY REGARDING THIS SPEEDING ON TAMARACK AVENUE. LAST WEEK, JUST TO RECAP, THE TRAFFICKING COMMISSION MOBILITY RECOMMENDED THAT STAFF COME UP WITH A PLAN AND PRESENT TO THE CITY STAFF, A PLAN ON HOW ON TRAFFIC COMING FROM SKYLINE TO ADAMS, WHICH INCLUDES THE BALL BELTS AND THE HAWK SIGNAL. WE'RE MOVING ON THE BALL BELTS AND THE HALF SIGNAL THE CORNER OF TAMARACK AND VALLEY. TWO, AS OF TODAY, WE RECEIVED INITIAL COMMUNICATION FROM STAFF AND LET ME READ IT. WE'VE ALREADY STARTED PLANNING THE PROCESS THAT THE PROJECT WILL UNDERGO BECAUSE TAMARACK FUNCTIONS AS A COLLECTOR STREET AND CONNECTS EL CAMINO REAL TO THE I-5. THE PUBLIC INPUT PROCESS WILL BE MORE EXTENSIVE THAN A NEIGHBORHOOD RESIDENTIAL STREET THAT HAS MUCH FEWER STAKEHOLDERS. YOU AND OTHER RESIDENTS WILL BE NOTIFIED WHEN THE NEIGHBORHOOD MEETING HAS BEEN SCHEDULED. THIS IS IN OUR EYES. THIS IS THAT WAS THE PERVADE AND WHAT THE STAFF COMMUNICATED TO TO ONE OF OUR NEIGHBORS TODAY. IT'S A GOOD START. WE JUST ASK THAT YOU INVOLVE THE STAKEHOLDERS, WHICH I ASSUME THE ENGINEERS IS US, IS THE COMMUNITY, IS THE RESIDENTS AROUND, WHICH IS GOOD. BUT I ASSUME THAT'S IN A GOOD DIRECTION. RIGHT. SO AS AGAIN, OUR SUPPORT CONTINUES FROM NEIGHBORS TO CROSSING GUARDS TO POTENTIAL POTENTIAL CITY COUNCIL MEMBERS OUR SUPPORT JUST CONTINUES TO GROW AS A STATE OVER WEEK AFTER WEEK. YOU KNOW, WE, I LIVE AROUND THAT AREA AND I SEE IT EVERY DAY. I SEE THE SPEEDERS COME DOWN, PEDESTRIANS ALMOST GETTING HIT, THE POLE BLOCKING VIEWS OF PEDESTRIANS AND CARS. WE'RE JUST ASKING FOR CITY COUNCIL TO ADD IT TO THE AGENDA ITEM IN THE FUTURE. VOTE TO TAKE DOWN THE THE HAWK, SIGNAL THE BALL BELTS, AND TO IMPLEMENT SPEEDING ALTERNATIVES ALL THE WAY FROM SKYLINE TO ADAMS. APPRECIATE YOUR TIME. THAT CONCLUDES ALL OF OUR SPEAKERS, MAYOR. OKAY. THANK YOU. MOVING ON, CONSENT CALENDAR ITEMS ONE THROUGH EIGHT. [CONSENT CALENDAR] DOES ANYONE WISH TO PULL AN ITEM MOTION MOVE APPROVAL OF CONSENT CALENDAR ITEMS NUMBER ONE THROUGH EIGHT. SECOND, PLEASE VOTE. LET THE RECORD SHOW THAT ALL FOUR OF US PRESENT VOTE UNANIMOUSLY FOR THE CONSENT CALENDAR. [9. CALIFORNIA PUBLIC EMPLOYEES’ RETIREMENT SYSTEM CONTRACT AMENDMENT –] MOVING ON TO ORDINANCES FOR INTRODUCTION CALIFORNIA PUBLIC EMPLOYEES RETIREMENT SYSTEM CONTRACT AMENDMENT CLARIFICATIONS TO LIFEGUARD EXCLUSIONS. MR. CHADWICK? YES, SIR. THANK YOU SO MUCH. AND MAKING OUR PRESENTATION TODAY IS OUR HUMAN RESOURCES MANAGER, LAURA SHAWNLEY. LAURA ? TRY THAT AGAIN. ALL RIGHT. A LITTLE CLOSER. A LITTLE CLOSER. ALL RIGHT. THANK YOU. THANK YOU FOR YOUR TIME THIS AFTERNOON. I APPRECIATE IT. MY NAME IS LAURIE SHAWNLEY. AS MR. CHADWICK SAID, I'M ONE OF THE HUMAN RESOURCE MANAGERS HERE AT THE CITY. I'M HERE TO INTRODUCE AN ORDINANCE TO AUTHORIZE AN AMENDMENT TO THE CITY'S CONTRACT WITH CALPERS. THE PURPOSE OF THE CONTRACT AMENDMENT IS TO CLARIFY WHICH PART TIME CITY POSITIONS ARE EXEMPT FROM CALPERS MEMBERSHIP. THIS IS A PRETTY STRAIGHTFORWARD UPDATE. AND JUST ON THE FRONT END, I'LL LET YOU KNOW THAT THERE ARE NO COSTS, FEES OR PENALTIES ASSOCIATED WITH THIS UPDATE. OUR 1993 CONTRACT AMENDMENT NAMED THE CLASSIFICATION OF SENIOR INSTRUCTOR LIFEGUARD AS EXEMPT FROM CALPERS MEMBERSHIP. OUR WORKFORCE AND OPERATIONS HAVE EVOLVED SUCH THAT WE NOW HAVE FOUR DISTINCT CLASSIFICATIONS IN THE LIFEGUARDS AND AQUATICS INSTRUCTOR JOB FAMILY. CALPERS REQUIRES THAT WE EXPLICITLY NAME EACH EXEMPT JOB TITLE IN THE CALPERS CONTRACT, AND LISTING EACH TITLE DOES NOT CHANGE ANY EXISTING PRACTICE OR HOW WE MANAGE THOSE POSITIONS. THEY'RE ALREADY TREATED AS EXEMPT. [00:20:06] SO FOR ACTION TODAY WE REQUEST YOUR APPROVAL ON THE INTRODUCTION OF THE ORDINANCE AND IT IS ANTICIPATED THAT THE FINAL ORDINANCE WILL BE PRESENTED TO THE COUNCIL FOR APPROVAL AT THE AUGUST 23RD COUNCIL MEETING. DO YOU HAVE ANY QUESTIONS FOR ME? SPEAKERS. WE DO NOT HAVE ANY SPEAKERS, MAYOR. QUESTIONS? CITY ATTORNEY INTRODUCE? YES, MAYOR. THANK YOU. THIS IS AN ORDINANCE OF THE CITY COUNCIL. I'M SORRY. THE CITY COUNCIL OF THE CITY OF CARLSBAD, CALIFORNIA, AUTHORIZING AN AMENDMENT TO THE CONTRACT BETWEEN THE CITY COUNCIL OF THE CITY OF CARLSBAD AND THE BOARD OF ADMINISTRATION OF THE CALIFORNIA PUBLIC EMPLOYEES RETIREMENT SYSTEM. AND I DID WANT TO LET THE COUNCIL KNOW, NORMALLY WE WOULD BRING BACK AN ORDINANCE. YOU'RE A VERY NEXT COUNCIL MEETING. THERE IS INCLUDED IN THIS ITEM A RESOLUTION OF INTENTION. THAT RESOLUTION OF INTENTION HAS TO SORT OF BE OUT THERE FOR A MINIMUM MINIMUM PERIOD OF TIME. SO THE AUGUST 23RD MEETING WOULD BE THE EARLIEST THIS WOULD COME BACK, BUT IT COULD COME BACK AFTER THAT. BUT THERE IS MORE OF A WAITING PERIOD THAN YOU'RE ACCUSTOMED TO. QUESTIONS. COMMENTS. MR. BLACKBURN. MOVE INTRODUCTION OF THE ORDINANCE CONTAINED AN AGENDA ITEM NUMBER NINE. SECOND. PLEASE VOTE. AND LET THE RECORD SHOW THAT ALL FOUR PRESENT VOTE IN FAVOR OF AGENDA ITEM NUMBER NINE ORDNANCE FOR ADOPTION. [10. ORDINANCE NO. CS-426 – DENSITY BONUS ORDINANCE AND LOCAL COASTAL PROGRAM –] ITEM NUMBER TEN. ORDINANCE NUMBER CS-426. DENSITY BONUS ORDINANCE AND LOCAL COASTAL PRAYER PROGRAM. CITY ATTORNEY. YES. MAYOR. BEFORE I TITLED THAT ITEM, THERE WAS A SECOND ITEM WITH NUMBER NINE. THAT WAS THE APPROVAL OF A RESOLUTION OF INTENTION. MOVE ADOPTION OF THE RESOLUTION CONTAINED AN AGENDA ITEM NUMBER NINE. SECOND. PLEASE VOTE. AND IT PASSES UNANIMOUSLY. CITY ATTORNEY ITEM TEN. THANK YOU, MAYOR. THIS IS AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF CARLSBAD, CALIFORNIA, ACKNOWLEDGING RECEIPT OF THE CALIFORNIA COASTAL COMMISSION'S RESOLUTION OF CERTIFICATION, INCLUDING SUGGESTED MODIFICATIONS FOR LCPA 2020-005 AND APPROVING THE ASSOCIATED SUGGESTED MODIFICATIONS TO THE ZONING ORDINANCE AND LOCAL COASTAL PROGRAM SPEAKERS. THERE ARE NO SPEAKERS FOR THIS ITEM OR THE PREVIOUS ONE. I'M SORRY, THERE ARE NO SPEAKERS FOR THIS ITEM OR THE PREVIOUS ONE AS WELL. OKAY. QUESTIONS. MR. BLACKBURN. MOVE ADOPTION OF THE ORDINANCE CONTAINED AN AGENDA ITEM NUMBER TEN. SECOND. PLEASE VOTE. IN ITEM TEN PASSES UNANIMOUSLY. [11. ORDINANCE NO. CS-427 – ZONING ORDINANCE AND LOCAL COASTAL PROGRAM – Adoption of] ITEM 11, ORDINANCE NUMBER CS-427 ZONING ORDINANCE AND LOCAL COASTAL PROGRAM. CITY ATTORNEY. THANK YOU, MAYOR. THIS IS AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF CARLSBAD, CALIFORNIA, ACKNOWLEDGING RECEIPT OF THE CALIFORNIA COASTAL COMMISSION'S RESOLUTION OF CERTIFICATION, INCLUDING SUGGESTED MODIFICATIONS FOR LCPA 2020-006 AND APPROVING THE ASSOCIATED SUGGESTED MODIFICATIONS TO THE ZONING ORDINANCE AND LOCAL COASTAL PROGRAM. OKAY. SPEAKERS. THERE ARE NO SPEAKERS FOR THIS ITEM. OKAY. ANY QUESTIONS? MR. BLACKBURN MOVE. ADOPTION OF THE ORDINANCE CONTAINED AN AGENDA ITEM NUMBER 11. SECOND, PLEASE VOTE. LET THE RECORD SHOW THAT ALL FOUR PRESENT VOTE FOR SUPPORT THE ORDINANCE IN ITEM NUMBER 11. NO PUBLIC HEARINGS TONIGHT. DEPARTMENTAL AND CITY MANAGER REPORTS THE ANNUAL CARLSBAD SISTER CITY PROGRAM UPDATE. [12. ANNUAL CARLSBAD SISTER CITY PROGRAM UPDATE – Receive the annual update on the programs,] AND MR. CHADWICK, YOU'RE GOING TO MAKE THE INTRODUCTIONS. YES, SIR. AND JOINING US TONIGHT IS TOM HASSAN, THE PRESIDENT OF THE CARLSBAD'S SISTER CITY AMBASSADORS PROGRAM. SIR. I HAVE ONE. THANK YOU VERY MUCH. GOOD EVENING AND WELCOME FROM THE CARLSBAD CITY AMBASSADORS. WE HAVE FOUR OF OUR BOARD MEMBERS HERE TONIGHT, ALSO. TO ENJOY THIS MOMENT, WE ARE REQUIRED TO GIVE YOU AN ANNUAL REPORT ON WHAT WE'VE DONE IN THE PAST YEAR. AND ALSO OUR FINANCES. OUR FINANCES I HAVE AS A HANDOUT, WHICH I HOPE THEY'VE BEEN GIVEN TO YOU FOR THE PAST 12 MONTHS. AND AS FAR AS THE SLIDES GO, LET ME GO INTO OUR ACTIVITIES. WE HAVE OUR MEMBERS OF SISTER CITY INTERNATIONAL AND THAT IS A AMERICAN BASED ORGANIZATION WITH OVER 500 COMMUNITIES IN AMERICA AND 2000 INTERNATIONAL PARTNERSHIPS IN 140 DIFFERENT COUNTRIES. WHAT WE'VE GOT TO WE'LL GET A LITTLE BIT MORE INTO THOSE TWO IN A MOMENT. AND WE'RE ALSO A MEMBER OF SOCAL SOUTHERN CALIFORNIA SISTER CITIES REGION, WHICH JUST IN SOUTHERN CALIFORNIA HAS GOT 170 CITIES AND 50 DIFFERENT COUNTRIES. [00:25:01] SO WE'RE PRETTY WELL CONNECTED WITH FRIENDS AROUND THE WORLD HERE IN CARLSBAD. ONE OF OUR SISTER CITIES, THE ONE IN JAPAN, FUJITSU. THOSE OF YOU WHO HAVE HEARD MY PRESENTATION BEFORE MAY RECALL THAT IT WAS FOUNDED THROUGH MR. YOSHIRO FUJIMURA MEETING WITH BUDD LEWIS BACK IN THE DAY. NOW, AN INTERESTING QUOTE I CAME UP WITH TODAY ABOUT MR. FUJIMURA FROM THE BOOK PEACE CONSPIRACY SAYS HE WAS A JAPANESE NAVAL COMMANDER WHO CONSPIRED WITH A HANDFUL OF OTHER REALISTIC LOYALISTS IN THE SPRING OF 1945 TO PLOT JAPAN'S EARLY EXIT FROM WORLD WAR TWO. THIS HISTORIC, NEARLY SUCCESSFUL INITIATIVE COULD HAVE SAVED MILLIONS OF LIVES AND AVOIDED THE HIROSHIMA AND NAGASAKI TRAGEDIES. A TRUE MAN OF PEACE. HE LOVED CARLSBAD, EVEN THOUGH HE WAS WORKING IN LOS ANGELES WITH HIS BUSINESS AT THE TIME AND RECOMMENDED TO BUDD THAT WE BECOME SISTER CITIES. AND WE'RE HONORED TO CONTINUE THAT TRADITION. THE SECOND MOMENT OF PEACE IS WITH OUR OTHER SISTER CITY, KARLOVY VARY, WHICH WAS FOUNDED BY HOLY ROMAN EMPEROR CHARLES, THE IV WAY, WAY BACK IN 1370, EVEN BEFORE MY TIME. AND IN 1989, THE NONVIOLENT VELVET REVOLUTION FREED THE CZECHOSLOVAKIA PEOPLE FROM THE SOVIET REGIME AT THE TIME. WITHIN A MONTH AFTER THAT, FREEDOM. ON DECEMBER 29TH, 1989, A THEN YOUNG MAN CALLED JIRI SLACH, EASY FOR ME TO SAY, GOT 85 SIGNATURES FROM THE PEOPLE IN CARLSBAD IN THOSE DAYS, NOW CALLED KARLOVY VARY. AND SENT THEM THROUGH THE US EMBASSY. HE FOUND OUT ABOUT CARLSBAD AND SAID, WE'D LIKE TO LEARN ABOUT YOU PEOPLE. WE'VE BEEN BEHIND THIS IRON CURTAIN FOR A LONG TIME. WE DID BECOME SISTER CITIES TWO YEARS WELL, A YEAR AND A HALF LATER, BECAUSE OF THAT INITIATIVE OF THE FREEDOM THAT THEY WERE EXPERIENCING PEACE FOR THE FIRST TIME IN THEIR LIVES. AND I MET JIRI SLACH THIS LAST MAY IN KARLOVY VARY WHEN WE WERE HONORED WITH OUR 40 YEAR ANNIVERSARY THAT WE HAD WITH KARLOVY VARY. SO HE'S STILL AROUND AND HE WAS SO HONORED TO BE REMEMBERED. SO ANOTHER MOMENT OF PEACE, WHICH GETS TO THE THEME THAT I'LL BE GETTING TO AT THE VERY END HERE. SO LET ME MOVE ON TO THE NEXT SLIDE. THAT WAS FUJITSU AND I MENTIONED YOUR SHARE OF FUJIMURA AND HERE ARE SOME BEAUTIFUL PICTURES OF OUR LOVELY SISTER CITY, KARLOVY VARY CARLSBAD FOR 1000 YEARS. AND I WANTED TO MENTION ALSO THAT LUDWIG GRIGORAS ESCAPED FROM CARLSBAD, THE CARLSBAD WATER PROPERTY OWNER, ALKALINE WATER. HE ESCAPED FROM THE CZECHOSLOVAKIAN WHILE IT WAS BEHIND THE IRON CURTAIN TO COME HERE AGAIN, TIED IN WITH PEACE AND FREEDOM. NOW. WHAT ARE WE DOING? WELL, AMONGST OUR ANNUAL PROGRAMS, WE HAVE THE YOUNG ARTISTS AND AUTHORS SHOWCASE. I'LL GET INTO A LITTLE BIT MORE DEPTH ON EACH ONE OF THESE. OUR JUNIOR AMBASSADOR PROGRAM HAS A COUPLE OF COMPONENTS THE GLOBAL CITIZEN YOUTH LEADERSHIP AND SPONSORED TRIPS TO OUR TWO SISTER CITIES, AND THE RINGING OF PEACE BELLS, WHICH I WILL GET INTO IN A MOMENT, TOO, THE THEME IS PEACE TONIGHT. AND FINALLY, IT'S SOME COMMUNITY OUTREACH THAT WE'VE DONE. SO THE YOUNG ARTISTS AND AUTHORS SHOWCASE IS A SISTER CITY INTERNATIONAL PROGRAM WHERE WE GET LOCAL ARTISTS AUTHORS TO SHOWCASE THEIR STUFF WITH SISTER CITIES INTERNATIONAL, GIVE A $1,000 AWARD TO THE FIRST PLACE WINNER. AND WE WENT FROM SEVEN LAST YEAR TO 14 CARLSBAD YOUTH THIS YEAR PARTICIPATING. THE JUNIOR AMBASSADORS PROGRAM CONNECTS OUR HIGH SCHOOL KIDS WITH KIDS IN OTHER COUNTRIES. AND IT DOES THIS CURRENTLY, OF COURSE, ONLINE AND IN PERSON STARTING NEXT YEAR AGAIN. AND ALTHOUGH IT'S A YOUTH INITIATIVE, WE'RE VERY, VERY INTERESTED IN GETTING EDUCATORS IN CARLSBAD TO JOIN US SO THAT THEY CAN HAVE THEIR KIDS IN THEIR CLASSROOMS, CONNECT WITH THE KIDS THAT WE CAN FIND OVERSEAS. OUR GLOBAL CITIZEN YOUTH LEADERSHIP PROGRAM. WE'VE HAD OUR KIDS CONTACTING KIDS IN 15 COUNTRIES THIS PAST YEAR, A TOTAL OF 110 STUDENTS ON EIGHT GLOBAL ISSUES. SO IN JANUARY, WE HOSTED THIS VIRTUAL STEM MENTORSHIP PROGRAM. SCIENCE, TECHNOLOGY, EDUCATION AND THE MX MEANS SOMETHING OR ENGINEERING. I THINK IT IS BETWEEN THE ROBOTIC TEAM IN CARLSBAD HIGH SCHOOL AND STUDENTS IN HONG KONG. WE'RE ALSO GOING TO BE DOING TRIPS AGAIN NEXT YEAR. [00:30:01] JAPAN, AS YOU KNOW, HAS BEEN VERY, VERY CLOSE DOWN AND PROTECTIVE. AND SO THEY'VE SAID, YES, COME NEXT YEAR, BRING YOUR KIDS AND LET'S LET'S DO THE RIGHT THING. IN 21 AND 22, WE HAVE ACCEPTED THIS INVITATION YOU JUST MENTIONED. AND ALSO THIS YEAR WE'VE PARTICIPATED IN OUR CHAMBER OF COMMERCE GREEN EXPO AT THE FLOWER FIELDS, AS WE DID LAST YEAR. AND IN JULY, WE SHOWCASED OUR YOUTH ARTIST PIECES AT THE 76TH ASSEMBLY DISTRICT EXHIBITION. SO OUR KIDS ACTUALLY GOT TO HAVE THEIR LITERATURE AND THEIR ART ON DISPLAY HERE, TOO. NOW THE RINGING OF PEACE BELLS. TANYA, COULD I HAVE THAT BELL? BEHOLD BEFORE YOU A REAL JAPANESE PEACE BELL. I FOUND THIS ON AMAZON AND I WILL BE RINGING IT AT THE EVENT COMING UP THAT WE'LL BE HOSTING. YOU CAN REGISTER. IT'S ON AUGUST 5TH. WE DID HAVE KEITH WAS A MEMBER LAST YEAR AND I DON'T KNOW DR. PATEL, I DON'T KNOW IF YOU WERE OR NOT. BUT WE WELCOME ALL OF YOU, PLEASE, TO JOIN US AND OUR FRIENDS IN FUJITSU AND OUR FRIENDS FROM THE UKRAINIAN HOUSE DOWN IN BALBOA PARK TO RING THESE BELLS 77 TIMES TO COMMEMORATE 77 YEARS OF INTERNATIONAL PEACE WITH JAPAN SINCE HIROSHIMA AND NAGASAKI. SO THAT EVENT WILL BE AGAIN INTERNATIONAL. PLEASE REGISTER ON OUR WEBSITE. WE'LL SEND PERSONAL INVITATIONS TO EACH OF YOU AS WELL. WE WOULD LOVE LOVE TO HAVE YOU AGAIN. WE HAVE A COUNCIL MEMBER FROM FUJITSU WILL BE SPEAKING ALSO AS PART OF THEIR END OF THIS EVENT AGAIN. AND OUR 30TH YEAR ANNIVERSARY. WE HAD THE HONOR OF SEVERAL OF YOU THERE, THREE OF YOU, WHERE WE HAD THE CZECH DANCERS PERFORMING FOR US HERE TO CELEBRATE OUR 30 YEARS. I SAID 40 YEARS PREVIOUSLY, BUT IT'S A 30TH YEAR ANNIVERSARY THAT WE HAD. AND THEN WHEN ONE OF MY BOARD MEMBERS JOINED ME IN KARLOVY VARY THIS YEAR, THIS MAY, WE BROUGHT A STATUE WHICH YOU CAN SEE THE MEMORIES OF KARLOVY VARY UNVEILING. IT'S NAMED ELEGANCE. THE SCULPTOR IS ONE OF OUR BOARD DIRECTORS, LAURENN BARKER, WHO IS HERE THIS EVENING. SHE KINDLY DONATED THAT STATUE. IT'S A BRONZE. IT'S A BEAUTIFUL STATUE TO COMMEMORATE OUR 30 YEAR ANNIVERSARY. AND IN TURN, THEY GAVE US, WHICH I WILL BE ASKING FOR A PRESENTATION AFTER I FINISHED THIS. THAT RATHER LARGE CIRCULAR PIPE LINED WITH ARGONITE. THOSE OF YOU WHO MAY RECALL THE STORY OF KARLOVY VARY, IT'S THEIR WATER THAT GOT OUR NAME HERE. THEIR WATER BACK WITH HOLY ROMAN EMPEROR CHARLES THE IV THE HEALED HIM OF WHATEVER ISSUES HE HAD. AND THERE WERE APPARENTLY MANY BECAUSE THEY KEPT ON GOING BACK AND DRINKING MORE WATER AND TAKING MORE BATHS. AND HE SAYS, YOU KNOW, THIS IS MY PLACE. AND IT WAS CHARLES'S BATHS, OR CARLSBAD WAS THE NAME OF IT. THAT WATER, THAT MINERAL WATER IS THE SAME THERE. WELL, NUMBER NINE THERE, THE SAME MINERAL PROFILE AS THE WATER DOWN HERE AT LUDWIG' GRIGORAS' ALKALINE WATER. AND THAT'S WHERE WE GOT OUR NAME. SO THAT PIPE IS LINED WITH CARLSBAD AND THEY GAVE US A SLICE OF IT. IT'S MOUNTED AND WE'LL BE ABLE HOPEFULLY HAPPILY PRESENTING IT TO THE CITY TONIGHT. UPCOMING EVENTS. WE ARE SPONSORING, WE'LL BE SENDING THIS NOTICE. I SENT YOU A LITTLE NOTE ON THIS, MATT, JUST A DAY OR TWO AGO. SISTER CITIES INTERNATIONAL IS DOING A CROSS-BORDER US-MEXICO EVENT AGAIN THIS YEAR WITH THE MAYORS FROM MEXICO AND THE MAYORS FROM THIS AREA. WE'RE COLLABORATING WITH THE CITY OF SAN DIEGO ALSO. SO WE'RE SO HOPEFUL THAT WE CAN HAVE A CARLSBAD PRESENTATION. AND THEN THE SECOND AND OTHER BIG ITEMS. SO HAPPY TO SAY PEACE IN IRELAND HAS BEEN AN ELUSIVE ITEM FOR A LONG, LONG TIME. AND WE HAVE BEEN GIVEN THE OPPORTUNITY TO JOIN THE FIRST TIME EVER. THE SISTER CITY INTERNATIONAL IS HAVING REPRESENTATIVES FROM AN AREA OF THE REPUBLIC OF IRELAND AND REPRESENTATIVES FROM THE IRISH OF THE NORTHERN PART, WHICH IS THE ENGLISH PART CROSS BORDER, THE LITTLE CONTIGUOUS COMMUNITIES. THEY'RE GOING TO FORM A CATHOLIC PROTESTANT CONNECTION WITH THE GREATER SAN DIEGO REGION, OF WHICH CARLSBAD IS PART, AND I THINK CHULA VISTA, TOO. SO I'M IN DISCUSSIONS NOW WITH THE HONORARY CONSUL FOR THE REPUBLIC OF IRELAND TO GET US TO HAVE A FRIENDSHIP RELATIONSHIP. NOW, IT'S LESS FORMAL THAN A SISTER CITY. IT JUST TAKES PEOPLE OF GOODWILL TO WORK TOGETHER, AND WE'RE TAKING STEPS ON IT. IT'S A SLOW PROCESS DEALING WITH THOSE FOLKS OVER THERE BECAUSE ALL THOSE LEPRECHAUNS CONFUSE THINGS ALL THE TIME. [00:35:01] LEPRECHAUNS DO THAT. AND BUT ANYWAY, WE'RE WORKING ON IT AND WE'LL KEEP YOU UP TO DATE AS WE MAKE PROGRESS. AND THAT'S IT. SO THANK YOU SO MUCH. IF THERE ARE ANY QUESTIONS, I'D BE HAPPY TO ANSWER THEM. DO WE HAVE ANY SPEAKERS ON THIS? NO, WE DO NOT, MAYOR. OKAY. QUESTIONS? OKAY. ALL RIGHT. COULD I MAKE THE PRESENTATION? GET A GROUP PHOTO? ALL RIGHT, LET'S DO IT LATER. WE HAVE ONE MORE AGENDA, THEN WE'LL GO OUTSIDE, BABY. FANTASTIC. THANK YOU. YES. COMMENTS JUST A SECOND TIME. YES, I'D LIKE TO MAKE A COMMENT. NOT A QUESTION, BUT I WANTED TO THANK THE SISTER CITY'S ORGANIZATION FOR ITS HARD WORK. I HAVE ALWAYS BELIEVED IN THE POWER OF LEARNING ABOUT OUR NEIGHBORS AND NOT JUST NEXT DOOR TO US, BUT THROUGHOUT THE STATE, THROUGHOUT THE WORLD. WE HAVE SO MUCH IN COMMON AS A GREATER HUMAN FAMILY THAN YOU WOULD EVER BELIEVE IF YOU DIDN'T EXPLORE AND LEARN ABOUT IT. YOU CAN, IF YOU CAN'T PHYSICALLY TRAVEL TO OTHER PLACES, YOU CAN READ. YOU CAN LEARN THROUGH OTHER MEANS ONLINE OR THROUGH THROUGH BOOKS. BUT IT'S SO IMPORTANT TO LEARN ABOUT OTHER CULTURES, OTHER PEOPLE ALL OVER THE WORLD. AND I LOVE THAT WE HAVE THIS PROGRAM. I'M VERY FORTUNATE TO HAVE BEEN TO KARLOVY VARY BEFORE, AS YOU KNOW, AND I'M VERY PROUD TO SUPPORT YOU. I JUST THINK THAT WE HAVE SO MUCH TO LEARN WHEN WE AS COMMUNITY LEADERS LOOK AT WHAT OTHER COMMUNITIES ARE DOING ALL OVER THE WORLD. YOU KNOW, THERE'S THAT SAYING IT'S THINK GLOBALLY, ACT LOCALLY, USE THAT BIG PICTURE MENTALITY WHEN YOU'RE THINKING ABOUT SOLVING PROBLEMS AND LOOK FOR INNOVATION AND BE THOUGHTFUL AND CREATIVE, BUT ACT LOCALLY. DO YOUR WORK RIGHT HERE, GRASSROOTS IN THE COMMUNITY. AND I THINK THAT THAT'S SOMETHING THAT I BELIEVE DEEPLY AND I'M SO PROUD TO SUPPORT YOU. SO THANK YOU. THANK YOU. DOCTOR? COMMENT? YES, THANK YOU. I ALWAYS AM INSPIRED TO SEE THAT YOU ALL ARE WORKING WITH OUR STUDENTS SO CLOSELY AND JUST ENRICHING THEIR EXPERIENCES. I COMPLETELY AGREE WITH COUNCIL MEMBER ACOSTA. JUST HAVING THE ABILITY TO LEARN FROM ALL THE DIFFERENT CULTURES IS REALLY, I THINK, SOMETHING THAT I KNOW OUR STUDENTS LOOK FORWARD TO. I THINK I HAD AN OPPORTUNITY TO TALK TO ONE OF YOUR STUDENTS BEFORE AND THEY SHARED THAT THEY'VE BEEN HAVING A GREAT THEY HAD A GREAT EXPERIENCE DURING THEIR TIME. AND I'M LOOKING FORWARD TO HEARING MORE STORIES FROM YOU ALL. SO THANK YOU. I'M THE ONE HAD NOTHING TO ADD. THANK YOU. I JUST WANT TO ECHO MY COLLEAGUES AND JUST SAY WHAT YOU DO FOR THE COMMUNITY. PEOPLE REALLY NEED TO GET TO KNOW YOU AND YOUR ORGANIZATION, BUT YOU DO SO, SO MUCH AND THE CROSS TIES YOU'VE BUILT IN ALL OVER THE WORLD IS JUST UNBELIEVABLE. AND IF THERE ARE SOMEBODY IN THE AUDIENCE OR PERHAPS WATCHING THAT WANTS TO GET INVOLVED WITH YOUR GROUP, TELL US THE BEST WAY TO DO THAT. CARLSBADAMBASSADORS.ORG. CARLSBADAMBASSADORS.ORG. AND YOU'LL HAVE A JOIN US BOX RIGHT IN THE FRONT ON THE HOME PAGE. AND I CAN'T STRESS ENOUGH THE CHILDREN AND WHAT YOU DO WITH THE YOUTH IS REALLY, REALLY ADMIRABLE. SO THANK YOU. THANK YOU FOR ALL THAT YOU DO. AND WE LOOK FORWARD TO PERHAPS TRAVELING WITH YOU IN THE FUTURE. OH, THAT WOULD BE MY GREATEST DELIGHT ANY AND ALL OF YOU WILL FALL IN LOVE YOU ALREADY HAVE WITH KARLOVY VARY. AND NOW THAT JAPAN IS OPENING UP FOR ME, IT'S THE MOST. GRACIOUS SOCIETY I HAVE EVER EXPERIENCED. AND MY FATHER WAS KILLED IN WORLD WAR TWO BY A KAMIKAZE. SO I HAD A HURDLE TO OVERCOME. AND THOSE PEOPLE HAVE CAPTURED MY HEART. THEY'RE JUST LOVELY. SO THANK YOU ALL FOR YOUR SUPPORT. AGAIN, THANK YOU. OKAY. WE HAVE ONE MORE ITEM. [13. 2022 EMPLOYEE ENGAGEMENT SURVEY RESULTS – Receive a report on the results of the 2022] ITEM 12. I'M SORRY. ITEM 13, EMPLOYEE ENGAGEMENT SURVEY RESULTS. MR. CHADWICK. YES, THANK YOU. AND AS I'M GOING TO KICK THIS OFF A LITTLE BIT, AS WE HAVE JUDY AND DAVID COME TO THE STAFF TABLE, BUT AGAIN, THANK YOU. THE NEXT ITEM THAT YOU HAVE BEFORE ME AND AGAIN, MY APOLOGIES FOR WEARING THE MASK, BUT WE'VE SEVERAL OF US UP HERE HAVE WERE EXPOSED. AND UNDER THE RULES, YOU HAVE TO WEAR YOUR MASK FOR TEN DAYS, WHETHER YOU HAVE SYMPTOMS OR NOT. SO WE'RE JUST EXECUTING SAFETY. SO THAT SAID, IT IS A LITTLE DIFFICULT TO TALK ON THIS, THOUGH. SO LET'S FACE IT, THIS ORGANIZATION IS POWERED BY THE PEOPLE WHO WORK HERE EVERY DAY TO DELIVER EXCELLENT SERVICE TO THE COMMUNITY. TO DELIVER THIS SERVICE, THOUGH, WE NEED ONE, RESOURCES TO ACHIEVE THE CITY'S GOALS, POSITIONS THAT ARE COMPETITIVE WITH THOSE IN THE WIDER LABOR MARKET, A CULTURE OF TEAMWORK AND COLLABORATION, AS WELL AS CONTINUOUS IMPROVEMENT, AND A WORKFORCE THAT'S ENGAGED IN CONTINUING OR CONTRIBUTING THAT ARE ULTIMATELY VALUED. NOW, WHAT DO I MEAN? ENGAGED? ENGAGED EMPLOYEES ARE THOSE WHO BELIEVE THAT THEY'RE CONTRIBUTING TO THE ORGANIZATION IN ITS GOALS. [00:40:04] THEY ALSO FEEL SATISFIED, VALUED AND APPRECIATED IN THE WORKPLACE. THE INFORMATIONAL ITEM BEFORE YOU TODAY IS PART OF OUR ONGOING EFFORT TO ATTRACT, CULTIVATE AND SUPPORT THE PEOPLE WHO ARE DELIVERING THAT EXCELLENT CUSTOMER SERVICE THAT TO OUR NOT JUST OUR COWORKERS, BUT IT'S, TOO, YOU KNOW, THE BROADER POPULATION, OUR RESIDENTS OR VISITORS. THE EMPLOYEE ENGAGEMENT SURVEY IS JUST ONE TOOL THAT PROVIDES THE ASSESSMENT OF THE EMPLOYEE SENTIMENT AND ENGAGEMENT. IT IS A SNAPSHOT IN TIME AND NOT THE ONLY TOOL THAT WE USE TO ENGAGE WITH OUR EMPLOYEES OR ASSESS THEIR PERSPECTIVE ON A VARIETY OF ISSUES. IN THIS CASE, THE SNAPSHOT WAS TAKEN AFTER TWO YEARS OF DEALING WITH A ONCE IN A CENTURY PANDEMIC, A VOLATILE ECONOMY, A COMPETITIVE LABOR MARKET WHICH HAS MADE HIRING TOUGH AND A GENERAL HANGOVER FOR MANY PEOPLE WHO HAVE FACED THIS UNCERTAINTY. FRANKLY, THERE ARE A LOT OF TOUGH CHOICES THAT WERE MADE IN US BEING ABLE TO MOVE FORWARD WITH THE SURVEY AND QUITE FRANKLY, WE DID DELAY A LITTLE LONGER THAN USUAL. OUR PLAN WAS TO A SURVEY EVERY TWO YEARS, BUT BECAUSE OF COVID, WE DID HIT THE PAUSE BUTTON IN 2020 AND WE DID NOT MOVE FORWARD WITH THE FUNDING SOURCES FOR THE SURVEY. SO WE DID DELAY THAT INTO THE LAST BUDGET CYCLE. AND ULTIMATELY WE DID SURVEY OUR EMPLOYEES. WE HAD A PRETTY GOOD PARTICIPATION RATE, I THINK IT WAS 76% THAT PARTICIPATED IN THE SURVEY. BUT REALLY WHAT'S IMPORTANT IS WE WANT TO SHARE THIS NOW UNDERSTAND THIS FALLS UNDER KIND OF MY BAILIWICK AND NOT COUNCIL'S. BUT WE DO WANT TO BE TRANSPARENT BECAUSE WE THINK THAT IT'S IMPORTANT THAT EVERYONE UNDERSTANDS WHAT THE SENTIMENT IS FOR THE ORGANIZATION, HOW IT'S RECEIVED, THE ITEMS THAT ULTIMATELY MAKE OR COULD IMPROVE EMPLOYEE SATISFACTION. SO AGAIN, THERE'S A LOT OF DATA THAT'S CONTAINED IN THIS REPORT. I'M NOT GOING TO GO INTO TOO MUCH DETAIL WITH IT, BUT I WILL GO AHEAD AND TURN IT OVER NOW TO JUDY AND DAVID. AND THEY'RE GOING TO GO THROUGH A LITTLE MORE DETAIL. BUT I JUST I REALLY WANTED TO THANK THE EMPLOYEES THAT PARTICIPATED, AS WELL AS THE CITY COUNCIL FOR GIVING US THE OPPORTUNITY AND THE FUNDING TO BE ABLE TO MOVE FORWARD ON THIS. AS A FORMER AGAIN AS THE FORMER HR DIRECTOR, OUR ACTIONS AND ATTITUDES SPEAK LOUDLY FOR THE ORGANIZATION. AND IF YOU DON'T KEEP YOUR FINGERS ON THE PULSE OF YOUR ORGANIZATION, BAD THINGS CAN HAPPEN. SO I CAN'T EMPHASIZE ENOUGH AND JUST HIGH LEVEL, YOU WOULD THINK THAT THERE WOULD BE A SIGNIFICANT DEGRADATION IN SERVICES, OR AT LEAST IN THE OVERALL OPINION, BECAUSE WE JUST WENT THROUGH A ONCE IN A LIFETIME PANDEMIC. BUT IF YOU ACTUALLY LOOK AT THE DATA, IT TELLS AN ABSOLUTELY DIFFERENT STORY. AND AGAIN, WE REALLY THE DEGRADING IN SERVICES, THE DEGRADING IN OVERALL JOB SATISFACTION DIDN'T OCCUR. IN FACT, IN MOST CASES WE ENDED UP SEEING IMPROVEMENTS. AND SO THAT'S WHERE I'M REALLY IN CASE YOU CAN'T TELL, I'M PRETTY FIRED UP ABOUT THIS. I'M EXCITED ABOUT THIS. I WAS BUMMED THAT WE HAD TO KICK THIS FOR A COUPLE OF MONTHS, UNFORTUNATELY, DUE TO SOME STAFFING ISSUES. HOWEVER, BEFORE TODAY, I'LL GO AHEAD AND TURN IT OVER TO DAVID AND JUDY. TAKE IT AWAY. THANK YOU VERY MUCH. AND SCOTT SAID THESE ARE THE RESULTS FROM THE EMPLOYEE ENGAGEMENT SURVEY THAT WAS DONE. WE ARE GOING TO DO A HIGH LEVEL OVERVIEW FOR YOU. ATTACHED TO THE STAFF REPORT IS MORE INFORMATION FOR YOUR CONSIDERATION. BUT REALLY THESE ARE CONNECTED TO WHAT TYPES OF ACTIONS SHOULD THE ORGANIZATION BE TAKING, WHAT ARE THE CONSIDERATIONS TAKING INTO ACCOUNT IN THE SURVEY? AND THEN WHAT'S NEXT? SO THE SURVEY WAS COLLECTED BY A THIRD PARTY CONSULTANT JANUARY 11TH THROUGH THE 31ST, AND IT WAS CONSISTENT WITH THE SAME CONSULTANT THAT HAD. DONE THE SAME WORK IN 2018 2015. HOWEVER, WITH DIFFERENT PRIORITIES, SOME QUESTIONS WERE THE SAME SO YOU COULD MEASURE YEAR OVER YEAR. OTHERS WERE NOT. BECAUSE THERE ARE CHANGING PRIORITIES WITH THE ORGANIZATION AND NEW CHALLENGES, FRANKLY, TO FACE AND OPPORTUNITIES TO TAKE ADVANTAGE OF. AND YOU, WHEN YOU LOOK AT THE PERIOD OVER A PERIOD OF CONDITIONS, I'M CERTAIN THAT ALL OF YOU CAN TELL THE DIFFERENCES BETWEEN WHAT 2018 WAS LIKE VERSUS 2022. THERE HAVE BEEN ORGANIZATIONAL CHANGES, PANDEMIC IMPACT, ECONOMIC VOLATILITY. ALL THE THINGS THAT WE'VE EXPERIENCED SINCE 2018 HAVE A DIRECT IMPACT ON THE WORKFORCE AND THE PERIOD OF TIME IN WHICH THE DATA WAS COLLECTED. NOW A 76% RESPONSE, EVEN WITH ALL OF THOSE THINGS, IS INCREDIBLY HIGH. IT WAS EVEN AN INCREASE OF 20 POINTS FROM 2018. WHAT WE SAW ACROSS MOST OF THE DATA, AND YOU CAN SEE THAT IN THE BACKUP, IS IT WAS PRIMARILY PRETTY STABLE FROM THE SENTIMENT IN 2018, WHICH IS FAIRLY SHOCKING GIVEN EVERYTHING THAT PEOPLE HAD TO WRESTLE WITH, WHETHER PROFESSIONALLY, PERSONALLY OR OTHERWISE DURING A ONCE IN A LIFETIME PANDEMIC. WHEN USING THE CONSULTANTS INFORMATION AND DATA FROM OTHER FOLKS OR BENCHMARK DATA, WE FOUND THAT THE CITY EITHER EXCEEDED OR WAS FAIRLY CONSISTENT WITH THAT BENCHMARK DATA. WHAT DO I MEAN BY BENCHMARK DATA? WELL, GP STRATEGIES ALSO WORKS WITH OTHER ORGANIZATIONS, 55 OF WHICH SURVEYING OVER 115,000 PEOPLE IN TOTAL. [00:45:08] AND SO WHEN YOU SEE THE TERM BENCHMARK OR BEAM ON HERE, THAT REFERENCE, IS THEIR DATA FROM OTHER GOVERNMENT ORGANIZATIONS THEY'VE PREVIOUSLY SURVEYED. A FEW THINGS TO CONSIDER ABOUT WHAT THIS MEANS BECAUSE ONE COULD TAKE DATA AND SAY, WELL, WE HAVE TO DO THIS OR THAT WITH IT. FIRST AND FOREMOST, AND THIS WAS SOMETHING THAT WAS IMPRESSED UPON US BY OUR CONSULTANT, THIS IS NOT A HAPPINESS ASSESSMENT. IT'S NOT INTENDED TO BE SO. WE'RE TAKING INTO ACCOUNT THREE DIFFERENT BIG CORE AREAS, 22 OF THOSE THOSE SPECIFIC ITEMS, TO SEE WHAT THE INDIVIDUAL'S OPINION IS OF THE ORGANIZATION, WHAT THEIR OPINION IS OF THEIR MANAGER, AND THEN EXECUTIVE LEADERSHIP. IT'S ALSO NOT A REPORT CARD IN CERTAIN. MANY OF YOU WERE QUITE GOOD IN SCHOOL. YOU'RE NOT GOING TO TAKE A 90% TO BE AN A OR A 60% TO BE A D. IN THIS PARTICULAR CASE, THESE ARE INSIGHTS TO PROMPT DIALOG AMONGST OUR LEADERS AND EMPLOYEES. IT PROVIDES INSIGHTS TO SHAPE THE DECISIONS AND ACTIONS TO ENGAGE ON SATISFACTION AND CONTRIBUTION, ULTIMATELY LEADING TO THAT ORGANIZATION THAT THE CITY MANAGER DESCRIBED THAT IS DELIVERING INCREDIBLE SERVICE TO OUR RESIDENTS, VISITORS AND BUSINESSES. LET'S TALK FOR A MINUTE ABOUT WHAT THE SURVEY RESULTS WERE ON THE ORGANIZATIONAL CULTURE. HOW DID PEOPLE FEEL ABOUT THIS PLACE CALLED THE CITY OF CARLSBAD? WELL, 73.5% OF THEM BELIEVED AND ARE INSPIRED BY WHAT THE ORGANIZATION IS TRYING TO ACHIEVE. THEY'RE REALLY BOUGHT IN ON THE MISSION OF THE ORGANIZATION, WHICH IS HIGHER THAN THE BENCHMARK VARIANT OF OTHER ORGANIZATIONS AND PRETTY CONSISTENT WITH THE SAME INFORMATION FROM 2018. DOES THE ORGANIZATION CARE FOR ITS EMPLOYEES? YES. 65% OF OUR EMPLOYEES SAID THE ORGANIZATION DOES CARE ABOUT THE PEOPLE THAT WORKED FOR IT AND THAT REMAINED CONSISTENT WITH 2018. BUT LET'S GO A LITTLE DEEPER WHEN WE BEGIN TO CONSIDER HOW YOU ENGAGE WITH EMPLOYEES AND WHAT DOES EMPLOYEE ENGAGEMENT MEAN? HOW COMMITTED ARE THEY TO THE ORGANIZATION AND HOW ARE THEY FEELING ABOUT THEIR SATISFACTION AND CONTRIBUTIONS? THIS X MODEL IS A MODEL THAT IS USED AGAIN BY THE CONSULTING FIRM WHICH LAYS OUT TWO BIG AXES. FIRST, THAT OF CONTRIBUTION. SO PEOPLE WHO FEEL LIKE THEY ARE GIVING MAXIMUM CONTRIBUTION. AND THE OTHER SATISFACTION HERE, YOU'LL SEE THAT 92% OF OUR EMPLOYEES FELT THEY WERE GIVING A DISCRETIONARY EFFORT. 85% FELT THEY WERE CLEAR ON THEIR WORK AND ORGANIZATION PRIORITIES. 90% ON THE SATISFACTION SIDE, LIKE THE WORK THAT THEY WERE DOING, AND 79% WERE SATISFIED TO WORK HERE. SO WHEN YOU LOOK AT THESE QUESTIONS OF REALLY THAT PERFECT COMBINATION OF PEOPLE WHO ARE SATISFIED WITH THE WORK THAT THEY'RE DOING AND THE ORGANIZATION COMBINED WITH WHAT THEY'RE CONTRIBUTING, YOU CAN SEE THAT A SIGNIFICANT NUMBER OF OUR EMPLOYEES, VAST MAJORITY OF THEM, ARE FEELING AS IF THEY LIKE THE WORK. THEY'RE SATISFIED IT'S A GOOD JOB FIT AND THAT THEY'RE GIVING AND CONTRIBUTING SIGNIFICANTLY TO THE SUCCESS OF THE ORGANIZATION. NOW, WHEN YOU BEGIN TO PUT ALL OF THESE FACTORS TOGETHER, THIS IS WHERE WE BREAK DOWN THIS QUESTION OF THOSE WHO ARE HIGHLY ENGAGED AND THOSE WHO POTENTIALLY MAY BE AN ENGAGEMENT RISK. WHAT DO I MEAN BY HIGHLY ENGAGED? WELL, 70% OF OUR EMPLOYEES ARE CONSIDERED HIGHLY ENGAGED. THEY KNOW THE PRIORITIES OF THE ORGANIZATION. THEY'RE GIVING DISCRETIONARY EFFORT. THEY'RE REACHING THEIR PERSONAL SUCCESSES. HERE, THE CITY EXCEEDS THE BENCHMARK DATA BY ALMOST NINE PERCENTAGE POINTS, AND THERE IS SOME SLIPPAGE SINCE 2018 DATA, WHICH IS NOT A SURPRISE AT ALL GIVEN EVERYTHING THAT PEOPLE HAVE GONE THROUGH OVER THOSE YEARS SINCE 2018. AND HERE IN LIES A FOCUS AREA WHERE THE CITY'S ACTIONS, WHICH ARE BOTH CONTINUING AND NEW, CAN HELP TO MOVE PEOPLE FROM THAT PLACE OF NOT BEING ALIGNED, PERHAPS BURNING OUT, PERHAPS NOT FEELING LIKE THEY ARE ACHIEVING SUCCESS. LET'S FACE IT, VOLATILITY CAN BE PRETTY SIGNIFICANT IN AFFECTING THOSE THINGS, WHETHER HERE IN THE WORKPLACE OR AT HOME. AND SO THIS IDENTIFIES A POPULATION THAT WE CAN HELP BRING INTO THOSE AREAS OF THAT HIGHLY ENGAGED POPULATION BY VARIOUS DIFFERENT INTERVENTIONS, PROGRAMS AND THE LIKE. WHAT DO THEY MEAN OVER ALL ABOUT THIS X MODEL? WELL, IT'S REALLY ABOUT FEELING LIKE YOU HAVE THOSE GREAT DAYS AT WORK, YOU'RE CONTRIBUTING AND YOU FEEL LIKE YOU'RE VALUED. SO WE ALSO IN THE SURVEY INCLUDED WHAT PEOPLE COULD WRITE IN THEMSELVES. AND SO WHAT WERE THEY SAYING AS KIND OF A COLLECTION? I'LL GIVE YOU A COUPLE OF HIGHLIGHTS THAT IDENTIFY SOME OF THE. BIG AREAS THAT EMPLOYEES THOUGHT WERE WORKING WELL. THIS PARTICULAR EMPLOYEE FELT SUPPORTED, APPRECIATED AND VALUED BY THE ORGANIZATION. THEY'D NEVER BEEN A PART OF SUCH A GREAT TEAM. WE SAW MANY OF THESE SENTIMENTS THAT WOULD BE POSITIVITY AROUND WORK, GROUP AND TEAM EFFORTS. THE NEXT, ANOTHER INDIVIDUAL SAID THEY FELT THERE WAS A PRIVILEGE TO GET TO WORK FROM HOME. IT HAD BEEN LIFE CHANGING FOR THEM, WHICH IS ONE OF THE REASONS THEY WANT TO STAY WORKING FOR THE CITY. HERE IS THE WORKING CONDITIONS AND FLEXIBILITY THAT WERE ALSO OPPORTUNITIES THAT MANY EMPLOYEES SAID WAS WORKING WELL HERE AT THE CITY. AND THEN FINALLY THE CITY IS OPEN TO PROVIDING THE TOOLS TO PERFORM WORK MORE EFFICIENTLY. HERE IS THE QUESTION OF WHETHER OR NOT THE CITY IS PROVIDING RESOURCES. [00:50:01] AND THESE ARE ALL RIGHT IN NOT SELECTING ONE THROUGH FIVE OR YES AND NO. THIS IS WHAT VOLUNTARILY EMPLOYEES WERE SAYING WAS WORKING WELL HERE AT THE CITY. SO LET'S BREAK THIS DOWN TO WHAT THEY CODED IN A LOT OF THIS INFORMATION. WELL, WHAT WERE THE AREAS THAT THEY FELT COULD IMPROVE THAT JOB SATISFACTION? HERE YOU'LL SEE THAT PROFESSIONAL DEVELOPMENT AND HAVING THE OPPORTUNITY TO GROW AND DEVELOP IN THEIR CURRENT POSITION WAS AN AREA THAT THEY FELT WOULD IMPROVE THEIR JOB SATISFACTION AND IMPORTANT TO THEM. AND REALLY THAT IS PRETTY WELL THE STANDOUT HERE. WHEN ASKED WHAT COULD IMPROVE JOB SATISFACTION HERE, YOU CAN SEE A LITTLE BIT OF A VARIANCE, BUT FAIRLY CONSISTENT WITH WHETHER OR NOT THEY FELT EMPLOYEES ACROSS THE BOARD THAT THEY HAD THE OPPORTUNITY TO GROW AND DEVELOP IN THEIR CURRENT POSITION AND WHETHER OR NOT THEY FELT THEY HAD CAREER OPPORTUNITIES HERE. IT WAS ACTUALLY UP A LITTLE BIT, ALTHOUGH NOT AS STRONG OF NUMBERS. AND THAT'S KIND OF NO SURPRISE WHEN YOU THINK ABOUT THE SIZE OF THE ORGANIZATION, THE PACE AT WHICH PEOPLE MAY WANT TO BE PROMOTING OR MOVING INTO NEW POSITIONS. AND THE CITY HAS TAKEN ON A NUMBER OF ACTIONS WHICH MS. VON KALINOWSKI WILL COVER AROUND HELPING TO DEVELOP PEOPLE WHILE IN THEIR CURRENT JOBS. ONE PLACE THAT THERE'S DEFINITELY A STRENGTH IS THIS QUESTION OF TEAMWORK. AND ACROSS THE BOARD, ALMOST 67% OF OUR EMPLOYEES FELT THERE'S GOOD TEAMWORK AND COOPERATION ACROSS THE DEPARTMENTS AND ORGANIZATIONS THAT IS NEARLY 12% HIGHER THAN OTHER SIMILAR ORGANIZATIONS. SO TEAMWORK IS REALLY A STRENGTH HERE AT CARLSBAD. LET'S TALK A BIT ABOUT RETENTION NOW. YOU KNOW THAT WE AGGRESSIVELY ATTRACT AND TRY TO BRING PEOPLE INTO THE ORGANIZATION BY BEING COMPETITIVE WITH THINGS LIKE PAY, ET CETERA, BENEFITS, FLEXIBILITY OF WORK. THINK ABOUT THE DOWNSIDE THOUGH WHEN PEOPLE DEPART. GOING THROUGH RETENTIONS CAN COST BETWEEN 3000 TO $50000 TO DO A RECRUITMENT EFFORT. IT CAN ALSO BE SIGNIFICANT DISRUPTION IN THE WORK THAT IT TAKES. MOST EMPLOYEES TAKE UP TO A YEAR JUST TO KIND OF FIGURE OUT WHERE THE BATHROOMS ARE AND HOW TO DO THEIR WORK. AND SO RETENTION IS REALLY AN AREA THAT WHEN FOCUSED UPON CAN BE BOTH A SAVINGS BUT ALSO A WAY OF VALUING THAT LONG TERM EXPERIENCE THAT PEOPLE HAVE AT THE CITY. THIS SURVEY ASSESSED THE FLIGHT RISK AND WE BROKE IT DOWN BETWEEN BOTH FULL TIME AND PART TIME EMPLOYEES. AN IMPORTANT AREA TO BEGIN TO DIG INTO. AND WHAT YOU FIND IS CITYWIDE, 73.2% ARE PLANNING ON REMAINING THROUGH THE NEXT 12 MONTHS, WHICH IS VERY STRONG. AND ONLY 5% SAID THEY PLAN ON DEPARTING THE CITY IN THE NEXT 12 MONTHS. SOMEWHERE IN THE MIDDLE IS THAT 21.8% AN AREA OF OPPORTUNITY TO HELP SHIFT THOSE FOLKS WHO PROBABLY MAY BE HERE THROUGH THE NEXT 12 MONTHS INTO THAT GREEN CATEGORY TO KEEP THEM. NOW, IN LOOKING AT THE FULL TIME SO THOSE WHO ALREADY ARE HERE WORKING FULL TIME JOBS, IT'S A HIGHER RATE THAN CITY WIDE. SO THERE YOU HAVE ONLY A 4.5% OF PEOPLE WHO ARE PLANNING ON DEPARTING IN THE NEXT 12 MONTHS AND ONLY 18.8% WHO MAY POTENTIALLY DEPART. AND SO THESE ARE FAIRLY STRONG NUMBERS AS IT RELATES TO RETENTION WITH, OF COURSE, PART TIMERS WHO YOU WOULD EXPECT TO BE TURNING OVER ON A REGULAR BASIS, STILL ALSO REPORTING VERY HIGH NUMBERS OF PLANNING ON BEING HERE THROUGH THE NEXT 12 MONTHS. WHAT WOULD THE FACTORS BE AND WHY WOULD PEOPLE CONSIDER LEAVING? WELL, THERE'S TWO DIFFERENT POPULATIONS TO LOOK AT ALL EMPLOYEES AND THEN THOSE WHO ARE IN THAT RISK OF ENGAGEMENT AND THOSE THAT MAY POTENTIALLY BE LEAVING THE ORGANIZATION. AND HERE YOU SEE THAT 24.4% HAD NO DESIRE TO LEAVE WHATSOEVER, OR IF THEY DID, WOULD ONLY DO IT FOR PERSONAL REASONS. THAT'S OVER 40% OF FOLKS THAT REALLY THE CITY HAS NO LEVERS IN WHICH TO TRY TO PULL OR PUSH TO KEEP THEM HERE. BUT COMPENSATION AND CAREER WERE TWO OTHER AREAS WHERE ALL EMPLOYEES SAID, IF I COULD GET PAID MORE OR I COULD ADVANCE MY CAREER, PERHAPS I WOULD CONSIDER LEAVING. BUT IF YOU LOOK AT THOSE NUMBERS, THEY'RE QUITE LOW FOR THOSE THAT ARE HIGHER RISK OF POTENTIALLY LEAVING HERE. THE MAIN REASON THAT THAT COULD BE FAR AND AWAY WAS THE POTENTIAL FOR CAREER ADVANCEMENT, INDICATING THAT THERE'S A LOT OF STRENGTH IN THE ORGANIZATION AND WHAT IT'S DOING AND NO SURPRISE TO ADVANCE ONE'S CAREER. IF THOSE OPPORTUNITIES ARE NOT HERE THROUGH FACTORS THAT WE CANNOT CONTROL, THEN THEY MAY NEED TO ADVANCE THEIR CAREER THROUGH OTHER METHODS. NOW, LET'S TALK ABOUT WHAT THE OPINIONS WERE OF THE OF THE EMPLOYEES REGARDING THEIR LEADERS. SO THIS WOULD BE SUPERVISORS, MANAGERS AND THE EXECUTIVE TEAM WHEN IT RELATES TO YOUR DIRECT SUPERVISOR, THREE ALMOST THREE FOURTHS OF EMPLOYEES SAID THAT THEY HAD A POSITIVE RELATIONSHIP WITH THEIR MANAGER, AND THAT IS HIGHER THAN THE BENCHMARK. THAT IS EVEN HIGHER SLIGHTLY THAN 2018 AS IT RELATES TO THE EXECUTIVES AS WELL. DO THEY TRUST THE LEADERSHIP HERE? 60.8% SAID THEY DID. THAT IS HIGHER THAN 2018 AND HIGHER THAN THE BENCHMARK. AND IN FACT, THERE WAS SIGNIFICANT MOVEMENT IN THIS QUESTION ABOUT WHETHER EXECUTIVE LEADERSHIP IS CREATING A HIGH PERFORMING ENVIRONMENT AT ALMOST 58% OF FOLKS SIGNIFICANTLY MOVING AHEAD OF BOTH THE BENCHMARK AND 2018. AND SO PEOPLE ARE CONTRIBUTING LEADERSHIP IS WORKING TOWARDS A HIGH PERFORMING ENVIRONMENT AND EMPLOYEES ARE RESPECTING. [00:55:04] THAT IS WHAT THE SURVEY RESULTS HERE SAY. NOW, WHEN YOU LOOK AT JOB PERFORMANCE, WHAT COULD CONTRIBUTE TO PEOPLE'S JOB PERFORMANCE HERE? IT REALLY IS REALLY TWO FACTORS ADDITIONAL STAFF AND RESOURCES. THOSE ARE THE TWO THINGS, WHETHER IT'S EFFICIENCIES, TECHNOLOGY TOOLS OR ADDITIONAL PEOPLE TO HELP DELIVER THE WORK. THERE ARE MYRIAD OF NEW PROGRAMS AND SERVICES THAT HAVE BEEN BROUGHT ON BY THIS CITY, AND THERE HAVE BEEN RESOURCES THAT HAVE BEEN ADDED, AND THIS IS THE OPINION OF THE EMPLOYEES REGARDING WHAT COULD HELP THEM IMPROVE THEIR JOB PERFORMANCE. EVEN BETTER, FINALLY, ROUNDING THE HORN WITH THE DIVERSITY, EQUITY AND INCLUSION QUESTIONS. 70% OF OUR ORGANIZATION'S POLICIES FELT THAT THE POLICIES PROMOTE EQUITABLE TREATMENT OF EMPLOYEES AND THAT THE ORGANIZATION IS PROGRESSING TOWARDS GREATER DIVERSITY, EQUITY AND INCLUSION. THAT STOOD AT 64%. AND THIS IS WITH JUST ONLY RECENTLY HAVING THE DIVERSITY EQUITY AND INCLUSION COMMITTEE FORMED AND ALSO THE WORK PLAN APPROVED. AND SO THESE ARE GOOD STARTING POINTS TO CONTINUE WORKING ON THESE AREAS. AND WHAT ABOUT WHETHER PEOPLE FEEL THAT THEY BELONG? CAN THEY BE ABLE TO EXPRESS THEIR VIEWS? 60% FELT COMFORTABLE WITH SHARING THEIR THOUGHTS, OPINIONS INCLUDING CONTRARY VIEWS, AND 54.4% FELT THAT THEY WERE SAFE TO SPEAK UP AND SHARE THEIR THOUGHTS AND OPINIONS. SO STILL OVER A MAJORITY. AND THESE ARE AREAS THAT, AGAIN, THE DEI COMMITTEE IS FOCUSED ON AND THAT MANAGEMENT IS FOCUSED ON MAKING SURE THAT PEOPLE FEEL THAT THERE'S OPENNESS, THE ABILITY TO COMMUNICATE AND DIALOG ACROSS THE ORGANIZATION. SO WHAT'S NEXT? WHAT DO WE DO WITH THIS INFORMATION? THAT'S REALLY WHAT THIS COMES DOWN TO, NOT WHAT THE SNAPSHOT IN TIME SAYS, BUT WHAT SHOULD WE DO WITH IT? WELL, IT IS JUST A STARTING POINT. CLEARLY, WE'LL CONTINUE TO EVALUATE EXISTING PROGRAMS, ENGAGE OUR EMPLOYEES, USE NEW AND DIFFERENT WAYS, INSTEAD OF JUST TAKING A SURVEY EVERY SEVERAL YEARS TO CONSISTENTLY COLLECT INFORMATION TO INFORM OUR TALENT, ATTRACTION, RETENTION AND ORGANIZATIONAL CULTURE EFFORTS. STARTING EVEN TOMORROW, WE'LL BE WORKING ACROSS. ALL LEVELS OF THE ORGANIZATION TO PROVIDE INFORMATION AND DATA ABOUT PEOPLE WITHIN THEIR PARTICULAR AREA THAT COULD HELP THEM DEVELOP INSIGHTS TO ENGAGE ON KEY AREAS AND TO TAKE ADVANTAGE OF OPPORTUNITIES AND THEN ADDRESS THE CHALLENGES THAT WERE IDENTIFIED, AS YOU MAY HAVE SEEN THROUGH THE DATA HERE AND IN THE ATTACHED REPORT TO TALK ABOUT SOME OF THOSE EFFORTS. I'LL NOW TURN THINGS OVER TO JUDY VON KALINOWSKI. THANK YOU, DAVID. WELL, GOOD EVENING, EVERYONE. THIS IS, BEFORE WE MOVE FORWARD WITH WHAT WE'VE BEEN DOING, I JUST WANT TO THANK OUR EMPLOYEES BEFORE WE MOVE FORWARD. IT'S SO IMPORTANT. OUR EMPLOYEES ARE EVERYTHING. THEY'RE OUR BIGGEST INVESTMENT. THEY'RE OUR GREATEST ASSET. AND WE WOULDN'T THEY ARE WHO WE ARE. THEY THEY REPRESENT THE CITY OF WHAT WE DO, EVERYTHING WE ARE. SO I JUST REALLY WANT TO TAKE THE OPPORTUNITY TO SAY THANK YOU TO THEM AND ALSO THANK YOU TO COUNCIL AND THE CITY MANAGER. SO MUCH OF WHAT WE DO AND WHAT WE'RE ALLOWED TO DO AND GIVEN TO DO IN CARLSBAD IN THIS AREA IS BECAUSE OF YOU. WE COULDN'T GET STARTED. JUST AS SCOTT SAID, THE FUNDING STARTS WITH YOU ALLOWING US TO MOVE FORWARD. ONE OF THE ITEMS, ONE OF THE THINGS THAT WAS SO CRITICAL TO ME WHEN I ACCEPTED THIS JOB WAS THE ATTRACTION OF THE ENGAGEMENT OF THE EMPLOYEES, WHAT WE DO, HOW WE INVEST HERE, AND IT ONLY GETS BETTER AND BETTER. SO I'M EXCITED TO TELL YOU WHAT WE'VE BEEN DOING AND THEN WHAT'S ON THE HORIZON. WE'RE NEVER GOING TO GET TO 100%, BUT THAT'S NOT GOING TO STOP US FROM STRIVING TO GET TO 100%, ESPECIALLY IN THE AREA OF BELONGING. SO I'LL TELL YOU A LITTLE BIT ABOUT WAYS WE'RE GOING TO GET THERE. THAT'S BEYOND D AND D IS SO CRITICAL. SO FIRST, WHAT WE'RE DOING NOW, WE HAVE OVER 100 LIVE AND VIRTUAL TRAININGS. I JUST WANT TO FOCUS ON THE VIRTUAL TRAININGS. WHEN COVID FIRST HIT, I WILL TELL YOU, WE WERE ABLE TO SWITCH SO QUICKLY TO ENGAGE, KEEP OUR EMPLOYEES ENGAGED THROUGH THE TRAININGS, THROUGH THE WORKSHOPS, AND KEEP THEM IN TOUCH WITH WHAT'S GOING ON. WE ALSO HAVE THE LEARNING MANAGEMENT SYSTEM, JUST AS DAVID MENTIONED, IS CALLED LEARN CARLSBAD. CARLSBAD LEARN. WE'RE GOING TO BE ROLLING THAT OUT TOMORROW. AND IT'S JUST REALLY QUITE IRONIC THAT WE'RE HERE TONIGHT AND IT'S BEING ROLLED OUT TOMORROW. THE CITY MANAGER ANNOUNCED THAT WE ALSO HAVE LEADERSHIP AND MANAGEMENT, ACADEMY SUPERVISOR MANAGEMENT GROUPS AND COACHING AND COUNSELING, COACHING AND COUNSELING. WHEN IT FIRST STARTED, IT WAS ONLY FOR LEADERSHIP. AND WE SAID, YOU KNOW, WE REALLY NEED TO EXPAND THAT. WE NEED TO EXPAND THAT TO SUPERVISORS, TO MANAGERS, TO EMPLOYEES WHO ARE LOOKING TO PROMOTE, WHO ARE GETTING LEAD POSITIONS. AND WE'VE DONE THAT. AND I HAVE TO TELL YOU, THAT HAS BEEN JUST PHENOMENAL TO SEE THE GROWTH OF OUR EMPLOYEES THROUGH BOTH THOSE PROGRAMS. THEN WE HAVE EMPLOYEE SATISFACTION. IT'S THE EMPLOYEE ENGAGEMENTS AND SATISFACTION. WE HAVE REWARDS AND RECOGNITION PROGRAMS THAT COMES FROM OUR PURE AND DISCRETIONARY LEAVE AND THEN ALSO DEPARTMENT RECOGNITION. WE ALSO HAVE THE FLEXIBLE AND REMOTE SCHEDULES. THIS I WANT TO FOCUS ON THIS STARTED WITH COVID. AND I HAVE TO TELL YOU, THIS IS ONE OF THE BIGGEST TOOLS TO RETAIN EMPLOYEES AND TO RECRUIT EMPLOYEES. EMPLOYEES HAVE FACED SO MANY OBSTACLES WITH COVID. [01:00:02] IT'S JUST NOT THE PANDEMIC. IT'S COMING TO WORK TRYING TO WORK AT HOME WITH KIDS. I'M SURE YOU ALL KNOW THAT THE HEALTH OF THEIR FAMILY AND FRIENDS AND HAVING BOTH OF THOSE PROGRAMS, I WILL TELL YOU, WE HAVE BEEN ABLE TO RETAIN THE BEST EMPLOYEES HERE AND WE HAVE BEEN ABLE TO ATTRACT EMPLOYEES. SO I CAN'T SAY ENOUGH ABOUT THOSE TWO PROGRAMS. AND THANKS TO THE CITY MANAGER AND COUNCIL FOR BEING PROGRESSIVE AND KNOWING HOW IMPORTANT THAT WAS, WE ALSO HAVE OUR EMPLOYEE ASSISTANCE AND RESOURCE PROGRAMS. WE HAVE OUR REGULAR STUDIES, SALARY STUDIES, AND LET'S TALK ABOUT OUR DIVERSITY AND EQUITY AND INCLUSION. WHEN THE SURVEY WAS TAKEN AND WE GOT THE RESULTS, IT WAS AROUND MARCH OF THIS YEAR. THAT WAS THE SAME MONTH THAT COUNCIL APPROVED THE WORK PLAN AND WE WERE ALREADY SO FAR AHEAD IN DEI. WE STILL HAVE A LONG WAY TO GO. WE HAVE THE COMMITTEE WHO'S WORKING ON IMPLEMENTING THE PLANS, BUT I WILL TELL YOU, OUR GOAL IS TO HAVE, YOU KNOW, WE HEARD ABOUT THE BELONGING EMPLOYEE WANT THEY WANT MORE OPPORTUNITIES TO HAVE TO SPEAK ABOUT THEIR VIEWS, ABOUT THEIR IDEAS. I WILL TELL YOU WHAT DEI AND THE WORKSHOPS THAT WE HAVE, WE'RE PROVIDING THAT OPPORTUNITY AND WE'RE ALSO PROVIDING THAT THROUGH OUR LISTENING CIRCLES. AND LISTENING CIRCLES ARE AN OPPORTUNITY FOR A GROUP AND EMPLOYEES TO COME TOGETHER. SOMETIMES THERE'S A SUBJECT, SOMETIMES THERE'S NOT. AND YOU HAVE AN OPPORTUNITY TO JUST TALK. LET ME HEAR YOUR VIEW. LET ME HEAR YOUR IDEAS. AND I HAVE TO TELL YOU, IF YOU EVER GET AN OPPORTUNITY TO ATTEND ONE OF THOSE, THEY'RE REALLY A BEAUTIFUL OPPORTUNITY TO HEAR WHAT OTHERS HAVE TO SAY. THE NEXT SLIDE. WE DO KNOW THERE'S MORE TO DO. WE ABSOLUTELY KNOW WE'VE GOT TO DO MORE. WE FEEL WE HAVE A STRONG FOUNDATION, BUT IT DOESN'T STOP US FROM KNOWING THAT WE HAVE TO EXPAND TO ATTRACT MORE EMPLOYEES INTO PARTICIPATING IN ENGAGEMENT. AND AGAIN, WE'RE GOING TO EXPAND OUR TRAININGS. WE'RE GOING TO ROLL OUT LMS, WE'RE GOING TO HAVE MORE FOCUSED DEPARTMENT TRAININGS. AND WHAT THIS MEANS IS WE HAVE CITYWIDE TRAININGS, BUT WE REALLY FOUND EMPLOYEES WANT HOW CAN I GET TRAINING IN PUBLIC WORKS? HOW CAN I GET TRAINED IN AN HR, IT, FINANCE? SO WE'RE DEVELOPING THOSE TRAININGS AND WE'RE ALSO GOING TO ENCOURAGE MORE OPPORTUNITIES FOR COLLABORATION. THE ONE THING WE REALLY LEARNED THROUGH THE SURVEY, TWO THIRDS OF OUR EMPLOYEES HAVE SAID, LOOK, WE LOVE THE COLLABORATION, WE LOVE WORKING TOGETHER. AND WE REALLY FOUND THIS OUT THROUGH COVID. WHEN COVID FIRST STARTED, WE HAD NO LESSON. I WOULD SAY SIX DEPARTMENTS COME TOGETHER OVERNIGHT, ROLL OUT COVID, PUT A TASK FORCE TOGETHER, AND NOT ONLY BENEFITED OUR EMPLOYEES, BUT IT BENEFITED OUR COMMUNITY. AND I CAN'T SAY ENOUGH ABOUT THAT. OUR EMPLOYEES WANT THAT. WE CAN DO IT. AND WE'RE GOING TO ENCOURAGE MORE OF THAT. WE'RE GOING TO ALSO REGARDING LEADERSHIP AND TEAM, WE'RE GOING TO ROLL OUT WORKSHOPS. WE'RE NO LESS IN QUARTERLY FOR OUR LEADERSHIP. WE'RE GOING TO GO IN AND LEARN WHAT'S HAPPENING WITH OUR EMPLOYEES. WHAT ARE THEY SAYING? WE WANT TO HEAR ABOUT IT AS WELL AS OUR MANAGEMENT. EXPAND COACHING AND COUNSELING, WHICH I TALKED ABOUT A LITTLE BIT EARLIER. WE'RE ALSO GOING TO WE HAVE A PLAN TO LOOK AT THE COMPENSATION. OUR EMPLOYEES DID SAY THAT WAS SOMETHING THAT THEY WANT MORE OF. THEY WANT TO LOOK AT THAT. WHAT ARE SOME PLANS? WHAT ARE SOME STRUCTURES? WHAT ARE SOME STEPS? WE ARE PUTTING TOGETHER A PLAN AND THAT PLAN WILL COME BEFORE COUNCIL AT A LATER DATE. ONE OF THE TAKEAWAYS THAT WE FOUND FROM THE SURVEY, ALTHOUGH WE ARE VERY COMMITTED TO DOING THEM 2015, 2018, 2022, WE FOUND THAT JUST WASN'T ENOUGH. THAT JUST WASN'T ENOUGH TO HEAR FROM OUR EMPLOYEES. WE NEED TO HEAR FROM THEM MORE. SO WE'RE GOING TO START DOING PULSE SURVEYS. AND WHAT THAT BASICALLY IS, IS WE ROLL OUT SHORT SURVEYS, VERY SNAPSHOTS IN TIME, AND WE COULD HEAR WHAT IS GOING ON RIGHT NOW, TWO, THREE OR FOUR QUESTIONS, THINGS THAT WE CAN REACT WITH RIGHT IN THE MOMENT. SO WE'LL BE ROLLING THOSE OUT AND WE'LL BE WORKING WITH INNOVATIONS AND HR WILL PARTNER WITH THAT. AND THEN DIVERSITY AND INCLUSION. ONE OF THE ITEMS THAT WE'RE HAVING HERE, IT'S CALLED LET'S CONNECT. AND IT'S NOT A PERFORMANCE PLAN WHATSOEVER. IT'S MORE OF A TIME FOR SUPERVISOR AND EMPLOYEE TO SIT DOWN, HAVE ONE ON ONE TIME, GET FEEDBACK, FIGURE OUT STRATEGIC GOALS. THIS WILL ADDRESS WHAT EMPLOYEES YEARN FOR, THEY'RE YEARNING FOR. WHERE IS MY CAREER? WHERE CAN I? HOW CAN I GET THERE? TELL ME HOW I WORK WITH ME. THERE'S ONE PART OF THE LET'S CONNECT THAT'S IN THERE WHERE WE'RE GOING TO BE ABLE TO HEAR FROM EMPLOYEES. AND THERE'S A QUESTION IN THERE THAT SAYS, WHAT ARE WE DOING? WELL, WHAT AM I DOING? WELL, WHAT CAN WE DO BETTER? AND THAT QUESTION WILL BE IN AND THAT WILL GIVE AN OPPORTUNITY, A CARVED OUT TIME FOR THE EMPLOYEE AND SUPERVISOR TO HAVE THAT CONVERSATION. SO WE'RE LOOKING FORWARD TO THAT. AND THEN I JUST WANT TO END AGAIN WHERE I STARTED. ONE OF THE THINGS THAT REALLY ATTRACTED ME TO CARLSBAD IS REALLY THE ROBUST PROGRAM THAT WE HAVE IN TRAINING AND ENGAGEMENT, AND WE'RE GOING TO CONTINUE TO DO THAT. IT'S IMPORTANT TO US, AND I CAN'T THANK YOU ENOUGH FOR ALLOWING THAT TO HAPPEN AND ALSO FOR OUR EMPLOYEES. AND AND WITH THAT, THAT CONCLUDES OUR PRESENTATION. WE ARE ON THE ROAD TO A STRONG ORGANIZATION. HAVE GREAT INSIGHTS FROM THIS PARTICULAR SURVEY, A GAME PLAN TO CONTINUE TO ENGAGE. [01:05:04] AND WE LOOK FORWARD TO THE THE SERVICE AND THE OPPORTUNITIES THIS INCREDIBLE GROUP OF PEOPLE CAN DELIVER FOR THE PEOPLE OF CARLSBAD. DO WE HAVE SPEAKERS? NO, WE DO NOT HAVE ANY SPEAKERS. MAYOR. QUESTIONS? DOCTOR? YES. THANK YOU FOR THE PRESENTATION AND THIS IS ALWAYS EXCITING FOR ME TO HEAR ABOUT AS WELL. I KNOW THIS IS UNDER THE PURVIEW OF THE CITY MANAGER, BUT JUST HELPFUL FOR US TO BE ABLE TO GET SOME INFORMATION AND INSIGHT INTO AS WE'RE THINKING ABOUT WAYS THAT HOPEFULLY WE CAN ALSO HELP CONTRIBUTE IN TERMS OF EMPLOYEE SATISFACTION. AND SO I DO HAVE A FEW QUESTIONS. WELL, ACTUALLY, MORE THAN A FEW QUESTIONS. SO I'LL TRY TO GO THROUGH THEM AS QUICKLY AS POSSIBLE. BUT I WAS JUST CURIOUS, DO WE END UP BREAKING DOWN ANY OF THIS DATA BY DEPARTMENT OR GATHER ANY TYPE OF DEMOGRAPHIC AND UNIDENTIFIED DEMOGRAPHIC DATA TO REALLY DRILL DOWN A LITTLE BIT MORE AND UNDERSTAND HOW WE COULD ADDRESS IT? SOME OF THEM MAY BE ISSUES OR CONCERNS. ABSOLUTELY. WE HAVE THAT IN EACH DEPARTMENT. DIRECTOR WAS GIVEN THE RESULTS OF THE SURVEY FOR THE DEPARTMENT. WE WILL BE ROLLING THIS OUT TO THE SUPERVISORS AND MANAGERS, THE RESULTS OF THE SURVEY TOMORROW. SO THEY WILL GET IT. THEY'LL BE ABLE TO TIME TO ASSESS IT, LOOK AT IT. AND WITH THAT IS A PORTAL OF WHAT DO YOU DO WITH THIS INFORMATION NOW? HOW DO WE ROLL IT OUT? AND THERE'S DETAILED INFORMATION THERE, BUT WE WILL ALSO BE WORKING WITH THE EMPLOYEES' HR. WE'RE FIGURING OUT A GAME PLAN, WHAT TYPE OF TRAINING IS NEEDED, WHETHER IT BE THE DEPARTMENTAL. AND THAT'S WHAT WE REALLY LEARNED IS EMPLOYEES REALLY WANT DEPARTMENTAL TRAINING, SOMETHING THAT'S GOING TO HELP ME PROMOTE WITHIN MY DEPARTMENT AND LOOK AT THEM INDIVIDUALLY. SO, YES, THERE WILL BE A ROLLOUT. WE HAVE A PLAN. AND AGAIN, WE'LL BE ROLLING THAT OUT TO THE LEADERSHIP TEAM TOMORROW AND THEN EACH OF THE SUPERVISORS AND MANAGERS WILL HAVE ACCESS TO THE PORTAL. OKAY, COOL. YEAH, THAT'S GREAT. BECAUSE OF COURSE WE SEE AN AGGREGATE AND THEN FOR ME, I'M LIKE, OKAY, WELL, DOES EACH DEPARTMENT GET TO KNOW HOW THEY'RE FUNCTIONING AND WHAT HOW TO ADDRESS THAT SPECIFICALLY? SO THAT THAT SOUNDS GREAT. AND I KNOW YOU MENTIONED I HAD JOTTED DOWN DO WE PLAN TO KEEP DOING THIS EVERY OTHER YEAR? BUT IT SOUNDS LIKE WE'RE ALSO GOING TO DO THE PULSE SURVEY SO THAT WE'RE DOING SOMETHING A BIT MORE FREQUENTLY TO CHECK IN AND THEY'RE GOING TO BE SHORTER ONES. WITH REGARDS TO THAT, I'M ASSUMING IT'LL BE IF IT'S MORE FREQUENT, IT'S SHORTER, IT'LL BE COST EFFECTIVE BECAUSE I KNOW IT SOUNDED LIKE THIS IS $40,000, THIS ONE SPECIFICALLY. SO JUST WAS CURIOUS AROUND THAT. ALSO, YOU'RE ABSOLUTELY RIGHT. WE WILL BE PARTNER HR WILL PARTNER WITH INNOVATIONS. AND THE PULSE SURVEYS REALLY ARE JUST FOCUSED AND THESE SURVEYS ARE DONE EVERY 2 TO 3 YEARS. AND THEY'RE VERY IMPORTANT. THEY GO VERY DEEP, THEY'RE VERY IN-DEPTH, AND THEY ARE EQUALLY AS IMPORTANT. BUT THE PULSE SURVEYS WILL BE DONE IN HOUSE, SO WE'LL HAVE A HUGE COST SAVINGS THERE. WE'VE SHOWN THAT WE CAN CONDUCT OUR OWN SURVEYS AND DO A LOT WITH OUR OWN INNOVATIONS GROUP IN HR AND COMMUNICATIONS. AND IF I COULD JUST ADD BRIEFLY, THAT WAS ONE OF THE POSITIONS THE COUNCIL ENDED UP ADDING. AND SO AS A RESULT OF THAT, WE ARE IN AN ACT OR AT LEAST WILL BE HOLDING INTERVIEWS FOR THAT TO BE ABLE TO HIRE THAT INDIVIDUAL. BUT YEAH, WE DO WANT TO DO A LOT OF THESE SURVEYS MORE IN-HOUSE GOING FORWARD. IF I MAY ADD, THE SURVEYS THAT WE CONDUCT, IT'S JUST AS IMPORTANT TO FIND OUT WHAT ARE WE DOING WELL, WHAT ARE WE DOING? GOOD, WHAT'S WORKING? AND I GOT TO TELL YOU, SOMETIMES IT'S JUST AS HARD TO SUSTAIN GOOD THINGS. YOU KNOW, YOU GET TO A LEVEL AND THEN IT'S LIKE, WE'VE GOT TO SUSTAIN THIS. BUT THEN WE ALSO NEED TO HEAR WHAT'S NEW. WHAT WHAT CAN WE DO A LITTLE BIT BETTER? IT'S NOT THAT YOU'RE NOT DOING IT GOOD. IT'S LIKE THINGS CHANGE, THINGS EVOLVE. AND, YOU KNOW, WE TALK ABOUT EVOLUTION, BUT WE'RE REALLY A DYNAMIC CHANGE ENVIRONMENT RIGHT NOW WITHOUT NOTICE. SO IT'S GOING TO REALLY ALLOW US TO KEEP A PULSE, AS THE CITY MANAGER MENTIONED, ON WHAT'S GOING ON WITH OUR EMPLOYEES BECAUSE IT IS IMPORTANT. THE ENGAGEMENT. YEAH, THAT'S THANK YOU. THAT'S THAT'S HELPFUL. THE CLARITY ON THAT. AND THEN LET'S SEE, I'M GOING TO GO THROUGH THE LIST AGAIN. ONE OF. I KNOW ONE OF THE THINGS THAT YOU MENTIONED WAS THAT 73.5% BELIEVE IN THE MISSION. AND THEN WE HAD ABOUT 65% THAT SAID, THAT BELIEVED THAT THE ORGANIZATIONS CARES ABOUT THEM. AND SO I WAS JUST CURIOUS. CARING IS SUBJECTIVE, OF COURSE. AND SO I'M JUST CURIOUS, HOW DO WE INCREASE THAT? BUT THEN ALSO, HOW IS CARING QUANTIFIED IN SOME WAY? IF IT IS, BUT IF NOT, I GUESS IT'S JUST IT MUST BE MORE OF AN OPEN ENDED QUESTION REALLY AROUND HOW MAYBE SOMEBODY FEELS THAT THEY CARE. BUT I WAS JUST CURIOUS HOW YOU WOULD FIGURE OUT HOW TO INCREASE THAT. AND I'M GUESSING SOME OF IT WAS ANSWERED BASED ON SOME OF THOSE ONE ON ONE CONVERSATIONS AND SENSE OF BELONGING. CORRECT. CARING WOULD BE HOW IS EMPLOYEE THE ORGANIZATION TAKING OR TAKING CARE OF YOU? WHAT ARE THEY PROVIDING YOU? HOW THEY AS DAVID JUST PULLED THIS UP, YOU KNOW, HOW ARE THEY INSPIRING YOU? ARE THEY LISTENING TO YOU? AND THAT'S WHERE THE PART COMES IN, WHAT WE WANT OUR EMPLOYEES TO HEAR. WE WANT TO HEAR THEIR VOICES. [01:10:01] WE WANT TO HEAR WHAT THEY HAVE TO SAY. AND THAT'S THE CARING PART. AND THAT'S A PART THAT I TOOK AND I'M SPEAKING FOR MYSELF, IS WE WANT TO GIVE EMPLOYEES EVERY OPPORTUNITY TO SHARE THEIR IDEAS, THEIR FEELINGS. AND WE ARE WE WE'RE NOT JUST HAVING A ONE AVENUE. WE'RE GOING TO CREATE DIFFERENT ENVIRONMENTS FOR OUR EMPLOYEES, WHETHER IT BE THE LISTENING CIRCLES, THE LET'S CONNECT THE DEPARTMENTAL MEETINGS, THE TRAININGS. WE ARE ALSO. PART OF OUR ENHANCED TRAINING PROGRAM. NOW, COVERT HAS PUT HAS STALLED AND HAS CEASED A LOT OF OUR IN-PERSON TRAINING. IT'S SO IMPORTANT WHERE WE DO HANDS ON, WE DO ACTIVITIES, WE DO EXERCISES WHEN THEY START UP AGAIN AND THEY'RE READY TO GO. AS SOON AS WE GET THE CLEAR ON THAT, IT WILL TEACH MANAGERS, SUPERVISORS HOW TO ENGAGE IN THOSE CONVERSATIONS SO EMPLOYEES WILL CAN VOICE. MY CARE IS DIFFERENT, MAYBE DIFFERENT THAN DAVID'S. SO WE COULD HEAR WHAT DIFFERENT IDEAS, DIFFERENT FEELINGS FROM EMPLOYEES. OKAY, GREAT. AND. LET'S SEE. I KNOW YOU DID GO INTO A LITTLE BIT ABOUT WHY FOLKS MIGHT BE LOOKING FOR ANOTHER OPPORTUNITY OR WHAT MIGHT BE NEXT. AND I KNOW THAT THAT SOUNDED LIKE WE ASKED IT OF EVERYONE, REGARDLESS OF HOW THEY ANSWERED THE QUESTION, DID WE ALSO HAVE SOMETHING WHERE WE COULD SEE FOR THOSE THAT SAID THEY WOULD BE LEAVING OR THEY MIGHT BE LEAVING, WHY THEY'RE POTENTIALLY CONSIDERING LEAVING SPECIFICALLY? I BELIEVE, DAVID. YES, WE DID. IN FACT, THAT WAS THE SECTION RIGHT HERE FOR THE TURNOVER POPULATION. WE CAN PULL THAT UP RIGHT NOW. IF YOU LOOK AT THE RED BOX, THE MAIN THINGS FOR THE TURNOVER POPULATION WERE CAREER ADVANCEMENT AND THEN FOLLOWING UP OVER 10% POTENTIALLY SUPERVISOR BUT FAR AND AWAY IT REALLY WAS ABOUT CAREER ADVANCEMENT BEING THE MAIN REASON WHY THEY WOULD WISH TO DEPART THE ORGANIZATION. OKAY. AND I REMEMBER SEEING THAT AS THE PROFESSIONAL DEVELOPMENT PIECE WAS SOMETHING THAT NOT ONLY WAS TOP OF MIND FOR FOLKS IN TERMS OF WHAT WE COULD IMPROVE UPON, BUT THEN ALSO SOMETHING THAT WE'RE GOING TO BE FOCUSING ON HOPEFULLY IN TERMS OF ROLLING OUT MORE AVENUES SO THAT MAYBE THAT WOULD BE SOMETHING THAT WOULD WE WOULD POTENTIALLY SEE AN INCREASE IN IN TERMS OF SATISFACTION NEXT TIME. SO I APPRECIATE THAT. AND THEN LET'S SEE HERE. OH, YEAH. THIS THIS MIGHT BE MY LAST QUESTION BECAUSE I THINK I'VE ASKED MOST OF THE OTHER ONES, BUT IS THERE A WAY THIS IS JUST FROM A DATA PERSPECTIVE TO DO A COHORT ANALYSIS SO THAT WE KNOW IF THERE WERE SPECIFIC FOLKS THAT HAVE REPLIED THAT CONTINUE TO REPLY. YOU KNOW, OBVIOUSLY HAVING A UNIQUE IDENTIFIER, BUT JUST SEEING, YOU KNOW, SATISFACTION, WHETHER IT CONTINUES TO STAY THE SAME OR NOT. AND OBVIOUSLY, IF SOMEBODY DROPS OFF, THEN WE KNOW THAT THEY'VE LEFT THE ORGANIZATION. BUT I WAS JUST CURIOUS IF WE'RE KIND OF FOLLOWING ALONG TO SEE HAVE WE, YOU KNOW, INCREASED A PERSON'S SATISFACTION WITHOUT KNOWING EXACTLY WHO IT IS, BUT AT LEAST SEEING, YOU KNOW, FROM A PERSPECTIVE OF WHAT WE'RE UTILIZING AND THE TOOLS THAT WE'RE UTILIZING, WHETHER OR NOT THEY'RE EFFECTIVE. AND THE SHORT ANSWER FOR THAT IS YES. AND THAT'S ALSO THE INTENT BEHIND THE PULSE SURVEYS THAT WE'LL BE DOING. OKAY, GREAT. THAT'S ABSOLUTELY CORRECT. AND WE WANT TO KEEP AN ONGOING CONVERSATION, ONGOING KNOWLEDGE WHERE OUR EMPLOYEES AT. PERFECT. THANK YOU. COUNCIL MEMBER ACOSTA? YES, THANK YOU SO MUCH FOR THE PRESENTATION. I HAVE TWO QUESTIONS AND THEY'RE BOTH KIND OF BROADER. THE FIRST ONE IS ABOUT THE BENCHMARK. SO WE TALKED ABOUT OUR RESULTS VERSUS A BENCHMARK. CAN YOU DESCRIBE A BIT MORE ABOUT WHAT THE BENCHMARK IS? CERTAINLY SO THE BENCHMARK WAS IS DEVELOPED SPECIFICALLY BY THE CONSULTANT BASED UPON OTHER ORGANIZATIONS THAT THEY SURVEY. SO 55 OTHER ORGANIZATIONS REPRESENTING 115,000 EMPLOYEES, THAT'S WHAT THEY USE AS THE BENCHMARK RELATED TO OTHER GOVERNMENTAL ORGANIZATIONS. AND JUST TO JUST TO GO OVER THAT ONE MORE TIME, OUR HIGH ENGAGEMENT POPULATION WAS AT 69.6% AND THE BENCHMARK WAS AT 61% IS WHAT I SAW. SO IT LOOKS LIKE COMPARED TO THE BENCHMARK IN MOST AREAS, WE'RE DOING REALLY WELL. THAT'S CORRECT. OKAY, GREAT. WELL, I HAVE SEEN SOME OTHER ENGAGEMENT SURVEYS FROM OTHER ORGANIZATIONS RECENTLY. THEY DID NOT LOOK THIS GOOD. SO I'M SO EXCITED ABOUT THIS. MY SECOND QUESTION RELATES TO SOMETHING I LEARNED WITH THE OTHER ONE AS WELL, WHICH IS THAT A LOT OF THESE RESULTS ARE AFFECTED BY THE PANDEMIC, BY THE TOGGLING ON AND OFF OF DIFFERENT KIND OF RULES AND POLICIES AND PEOPLE FEELING CONFUSED AND UNSURE OF WHAT THEIR WORK RELATIONSHIP WAS AND WHETHER THEY WERE GOING TO HAVE TO GO IN, BE SAFE, EVEN JUST UNHAPPINESS AT HOME IF THEY HAD TO BE AT HOME WITH A FAMILY AND CHILDREN AND TRY TO JUGGLE ALL OF THAT, DO WE HAVE ANY SENSE OF HOW MUCH THESE RESULTS WERE AFFECTED BY KIND OF THOSE FACTORS, PANDEMIC WORKING FROM HOME FACTORS OVER THE LAST LITTLE WHILE? [01:15:04] BECAUSE I KNOW WE DID COMPARE TO LAST YEAR, BUT WE DIDN'T REALLY SHOW PREVIOUS RESULTS OR I'M JUST WONDERING HOW MUCH OF A FACTOR THE COVID TOGGLING ON AND OFF WAS FOR THEM? AND, COUNCIL MEMBER, THANK YOU SO MUCH FOR THE QUESTION BECAUSE WE DID PUT THE SURVEY RESULTS IN THE COLUMN FROM THE PREVIOUS ONE. THAT WAS THE 2018 CYCLE AND THEN WE INCLUDED THEN THE MOST RECENT VERSION. SO WE DID WANT TO PROVIDE THAT COMPARISON ALONG WITH THE BENCHMARK DATA AS WELL. SO WE DID TRY AND INCLUDE. IN SOME OF THEM? IN SOME, YES. NOW ONE OF THE OTHER THINGS, FOR INSTANCE, WE DIDN'T HAVE OUR, WE HAD NOT STOOD UP A DEI PROGRAM AT THIS POINT. SO THERE WOULD NOT BE A LOT OF THE INFORMATION. WE WERE TRYING TO KEEP A LOT OF THE QUESTIONS THE SAME SO THAT WE HAD A GOOD COMPARISON. AND SO NOW THAT WE'VE GOT THE DEI LANGUAGE AS WELL, THEN WHAT WE'LL BE ABLE TO DO AS WELL AS THE QUESTIONS. THEN ON A GO FORWARD BASIS, THIS RESULT WILL ESTABLISH THE BASELINE AND THEN WE'LL BE ABLE TO MEASURE FROM THAT. OKAY. SO IF THE LAST IF THE LAST PERIOD ENDED IN 2018 AND WE DID THE SURVEY THEN AFTER THAT. IN 2020 OR IN JANUARY OF 22. SO IN 2018 THERE WAS A SURVEY EVERY QUESTION WHERE THE SIMILAR THE QUESTION WAS WORDED IN THE SAME WAY WE INCLUDED THE BENCHMARK. WE INCLUDED THE VARIANCE BETWEEN 2018 DATA AND THE JANUARY 2022 DATA. OKAY. SO WHEN PEOPLE ARE ANSWERING IF THERE'S LIKE THAT PERIOD AND IT'S NOT LIKE ANNUAL, BUT THERE'S A LITTLE BIT MORE WHEN PEOPLE ARE ANSWERING THE QUESTIONS FOR THIS TIME, ARE THEY ANSWERING IT FOR RIGHT NOW, THIS MOMENT IN TIME, OR ARE THEY ANSWERING IT FOR THIS PAST PERIOD OF TIME? ANSWERING FOR THAT. IT'S A SNAPSHOT IN TIME TAKEN DURING THAT FIRST WEEK OR THE WEEK IN JANUARY OF 22. IT WAS JANUARY 11TH. YEAH, JANUARY, JANUARY 11TH. AND IT WAS OPEN FOR TWO WEEKS WAS WHEN THE SURVEY WAS CONDUCTED. SO DURING THAT TIME WE KNEW AS CITY MANAGER OPENED UP WITH WE KNEW IT WAS THE PANDEMIC. WE HAD THE GREAT RESIGNATION, STARTING INFLATION WAS WE'RE HEARING ABOUT INFLATION. THOSE WERE REALLY THE TOP THREE FACTORS AND WE STILL DID IT. AND, YOU KNOW, WE HAD 20% HIGHER RESPONSE RATE ON THIS SURVEY. WE RATE IT 78, 79% OF OUR EMPLOYEES ARE SATISFIED. AND JUST TO GO OVER, WE DO KNOW I WANT TO STRESS COUNCIL MEMBER THAT WE DO KNOW THERE'S AREAS THAT WE'RE GOING TO CONTINUE TO STRIVE TO IMPROVE ON. BUT WE COULDN'T HAVE BEEN MORE PLEASED WITH THIS SURVEY. YOU KNOW, 90 WE TALKED ABOUT THE DISCRETIONARY EFFORT. THIS IS 92% OF OUR EMPLOYEES ARE SAYING THEY GO BEYOND THEIR JOB TO GET IT DONE. THAT'S REALLY IMPRESSIVE THAT EMPLOYEES DO THAT ON THEIR OWN. THAT IS ABOUT ENGAGEMENT. THAT TELLS YOU THEY ARE SATISFIED, THEY'RE HAPPY, THEY HAVE OWNERSHIP IN THE WORK THAT THEY DO. WE COULDN'T BE MORE PROUD OF OUR CITY FOR THAT AND OUR EMPLOYEES FOR THAT. THEN WE HAD, AS WE MENTIONED, TWO THIRDS OF OUR EMPLOYEES WHO ENJOY WORKING TOGETHER. AND SO A LOT OF OUR PERCENTAGES WERE EITHER CLOSE TO OR EVEN HIGHER. THE AREAS THAT WE DEFINITELY SEE THAT THERE MAY BE A LITTLE BIT OF SLIGHT. YOU KNOW, WE COULD ONLY ASSUME THAT IT WAS THE CHALLENGES THAT WE'VE BEEN FACING, BUT WITH THAT, IT WAS SO MINOR THAT WE THOUGHT WE'RE IN A REALLY GOOD WE HAVE A GOOD BASIS HERE IN THE CITY FOR OUR EMPLOYEES. YEAH. YEAH. WELL, THANK YOU FOR ANSWERING THE QUESTIONS. I MEAN, IT REALLY LOOKS GREAT. IT'S VERY UNEXPECTEDLY AWESOME. SO THANK YOU. AND I'M SO PLEASED TO SEE ALL OF THIS, THESE GREAT RESULTS. AND THANK YOU AGAIN TO OUR CITY MANAGER FOR BEING AT THE HELM AND TO TO ALL OF OUR DEPARTMENTAL LEADERS FOR THE HARD WORK THAT THEY DO TO KEEP EMPLOYEES ENGAGED. THANK YOU AND THANK YOU. BUT JUST AS A REMINDER, IT IS A TRUE TEAM EFFORT. SO. MR. BLACKBURN, ANY QUESTIONS? JUST COMMENTS. OKAY. WHEN WE THINK OF THESE OPPORTUNITIES AND WE LOOK AT IT AS AN ORGANIZATION, DO WE SPEND AN HOUR A MONTH WITH EACH EMPLOYEE, 2 HOURS A MONTH? WHEN YOU PUT ALL THIS TOGETHER, HOW DO YOU QUANTIFY THE TIME THAT WE INVEST IN THIS? WELL, IT'S AN EMPLOYEE DEVELOPMENT COMPONENT WHERE WE'RE TRYING TO ENSURE THAT OUR EMPLOYEES HAVE THE TOOLS NECESSARY TO BE SUCCESSFUL. SO IT'S WHEN YOU TALK ABOUT HOW HOW MUCH TIME DO WE SPEND SURVEYING OUR EMPLOYEES, I THINK TO ACTUALLY GO THROUGH THE SURVEY PROBABLY TOOK ABOUT 15 MINUTES. SO FOR EMPLOYEES TO PARTICIPATE IN THAT, AGAIN, AS A REMINDER, THIS WAS CONDUCTED BY AN OUTSIDE FIRM. SO THAT WAS WHAT THE FUNDS WERE USED FOR. BUT THEN FROM AN EMPLOYEE TIME PERSPECTIVE, TO PARTICIPATE IN THIS, IT TOOK ABOUT 15 MINUTES TO COMPLETE THE SURVEY PER EMPLOYEE AND I WASN'T REALLY LOOKING AT THE SURVEY, BUT THE OPPORTUNITIES THAT WE HAVE GOING INTO THE FUTURE. IS THAT SOMETHING WHEN YOU THINK WE'RE WORKING WITH EMPLOYEES, TRAINING THE EMPLOYEES, LISTENING TO THE EMPLOYEES, THE IN TRAINING AND SO ON, I WAS JUST TRYING TO GET SOME PERSPECTIVE OF WHAT THE OPPORTUNITY MIGHT BE AS FAR AS THE TIME, YOU KNOW, MONTHLY TIME SITUATION. [01:20:02] SO WELL THE TIME WILL VARY, BUT WE HAVE I'LL GIVE AN EXAMPLE THE LET'S CONNECT THAT WE'RE GOING TO BE ROLLING OUT AND THAT AGAIN IS JUST A ONE ON ONE TIME CARVED OUT WHERE WE HAVE 45 MINUTES TO SPEND WITH AN EMPLOYEE. YOU SPEND WITH AN EMPLOYEE TWICE A YEAR, ONCE A YEAR. OF COURSE, YOU'RE GOING TO TALK WITH AN EMPLOYEE ON A REGULAR BASIS. BUT THIS IS THE TIME WHERE IT'S ABSOLUTELY ONE ON ONE TIME CARVED OUT TIME. YOU TALK ABOUT, YOU KNOW, WHERE WHERE DO YOU SEE YOU'VE DONE WELL. YOU HAVE GOAL SETTING. WHERE ARE YOUR PRIORITIES? HOW CAN I HELP YOU? WHERE CAN WE WHAT CAN WE DO TO HELP YOU TO ACHIEVE YOUR GOALS AND PRIORITIES WITH THE WORK THAT YOU DO ON A DAY TO DAY BASIS? SO I WOULD SAY, YOU KNOW, ONCE OR TWICE A YEAR, YOU HAVE ABSOLUTELY CARVED OUT TIME THE ONE ON ONE. AND OTHER THAN THAT IS REALLY HARD UNLESS YOU WANT TO JUMP IN WITH YOUR INNOVATIONS BACKGROUND. IT VARIES THE TRAININGS THAT WE'RE GOING TO OFFER, THE DEPARTMENTAL TRAININGS. BUT AGAIN, EVERY DEPARTMENTAL TRAINING THAT WE HAVE WILL BE FOCUSED ON WHAT CAN WE PROVIDE THE RESOURCES AND TOOLS TO THE EMPLOYEE SO THEY CAN DO A BETTER JOB. THEY ARE MORE THEY HAVE BETTER RESOURCES TO COMPLETE EVERY JOB THAT THEY DO AND TO TO MOVE US FURTHER AND FURTHER ALONG. OKAY. THAT GETS SORT OF CLOSE TO IT. YEAH, IT'S DIFFICULT. AND DAVID, PLEASE JUMP IN. IF YOU. I MEAN, YOU HAD A PAGE YOU HAD A PAGE OF TO DOS AND WHAT YOU WERE HOW YOU WERE GOING TO WORK WITH AN EMPLOYEE. AND I JUST TRYING TO PUT THAT IN PERSPECTIVE, YOU KNOW, FROM A TIME COMMITMENT, YOU KNOW, WHAT ARE WE IN INVESTING TO ACCOMPLISH THAT PAGE OF TASKS? SO I'LL GIVE YOU AN EXAMPLE. SO THE DATA TRAININGS THAT WE'RE DOING AROUND TABLEAU OR HELPING EMPLOYEES BE ABLE TO USE DATA BETTER, THOSE ARE ACTUALLY SAVINGS OF TIME OVER THE LONGER PERIOD OF TIME WHEN THEY'RE ABLE TO USE CERTAIN TOOLS, USE THE LMS TO USE DIFFERENT TOOLS OR NEW APPROACHES AND LOOK FOR EFFICIENCIES. AND SO YOU'RE BOTH GROWING THEIR ABILITY AND THINGS LIKE CUSTOMER SERVICE AND THE USE OF DATA AND OTHER TYPES OF SKILLS THAT THEN WILL MAKE THEM BETTER AT THEIR JOB AND ALSO MORE EFFICIENT AT THAT, WHILE ALSO HOPEFULLY IN HAVING THAT TEAMWORK ATTITUDE COMING THROUGH ALL OF IT. YEAH, AND THAT WAS THAT'S WHERE I WAS HEADED. SO YOU'RE GOING TO INVEST, YOU KNOW, 10 HOURS A MONTH, 10 HOURS A YEAR. WHAT'S THE INVESTMENT? YOU KNOW, HOW MUCH TIME DO YOU SAVE? HOW MUCH MORE EFFICIENT? AND HOW ARE YOU GOING TO TRACK THAT? ABSOLUTELY. AND THAT'S ONE OF THE NEW THINGS THAT WE'RE WORKING ON WITH BOTH THE STRATEGIC PLAN AND ALSO HOW WE WOULD ASSESS TIME AND VALUE AND MONEY OF SAVINGS THERE. THAT IS ALWAYS A GOAL MEASURE, THOUGH. IT'S HOW IT CAN DO IT MORE EFFICIENTLY, MORE EFFECTIVELY FOR I THINK EVERYONE INVOLVED. SO WILL BE WORKING CLOSELY WITH INNOVATIONS ON THAT. THANK YOU. GOT IT. SO FINAL COMMENTS. MR. BLACKBURN? I LEARNED A LOT LISTENING TO THIS, AND I ALSO LEARN A LOT THAT THINGS CHANGE OVER TIME. WHEN I WAS A NEW EMPLOYEE HERE, THE SUPERVISORS DID THINGS MUCH DIFFERENT THAN I DID. AND NOW IT SEEMS LIKE TOMORROW'S LEADERS ARE DOING THINGS MUCH DIFFERENT. AND WHEN I'M WATCHING, I'M LISTENING TO A LOT OF THIS ORGANIZED COMMUNICATION AND CARVING OUT TIME TO DO THINGS. AND I JUST REMEMBER AS A SUPERVISOR, WE COMMUNICATED WITH OUR EMPLOYEES ON A REGULAR BASIS. IT WASN'T CARVED OUT TIME. IT WASN'T A CERTAIN AMOUNT OF HOURS. IT WAS JUST DEPENDING ON WHAT THE CIRCUMSTANCES ARE, WHAT THEY WANT TO GET ACCOMPLISHED, WHAT OPPORTUNITIES ARE COMING UP. SO THIS IS THIS IS VERY NEW TO ME, BUT I WILL ACCEPT IT. I LOOK AT LIKE FORD, THEIR JOB IS TO MAKE CARS. APPLE THEIR JOB IS TO MAKE ELECTRONICS. AND THEIR THEIR MEASURE FOR SUCCESS IS USUALLY BASED ON PROFITS. WELL, WE AS A CITY, ALL WE PROVIDE IS SERVICES AND PEOPLE TO PROVIDE THOSE SERVICES. ONE OF THE THINGS I TOOK FROM MY COLLEGE DAYS IN BUSINESS SCHOOL WAS THE QUOTE THAT YOUR EMPLOYEES WILL EITHER MAKE OR BREAK YOUR ORGANIZATION. SO I'M LISTENING TO TO THIS AND I KNOW THAT OUR WE'RE FORD AND APPLE LOOK AT PROFITS. WE LOOK AT SATISFACTION FROM OUR RESIDENTS. AND I THINK THAT THE BEST WAY FOR US TO GET THOSE HIGH SATISFACTION MARKS FROM OUR RESIDENTS IS TO BE SURE OUR EMPLOYEES ARE SATISFIED AND DOING A GOOD JOB. WHAT DO THEY SAY? IF YOU ENJOY YOUR JOB, YOU DO IT MUCH BETTER. SO I'M HOPING THAT IN THIS PARTICULAR CASE, I SHOULDN'T SAY HOPE AND AM CONFIDENT THAT OUR CITY MANAGER IS GOING TO USE THIS INFORMATION TO CONTINUE TO IMPROVE THE ORGANIZATION, WHICH THEN RESULTS IN HIGHER SATISFACTION FROM OUR COMMUNITY. SO BECAUSE OF THAT, I ACCEPT THIS, I WILL SUPPORT IT, BUT IT IS DIFFERENT THAN WHAT I GREW UP WITH. COUNCIL MEMBER ACOSTA? YES. I PREVIOUSLY KIND OF SHARED A LITTLE BIT OF COMMENTS BECAUSE I EXPRESSED MY GRATITUDE AND APPRECIATION TO TO YOU ALL. BUT I DID WANT TO POINT OUT ALSO THAT I'M REALLY PLEASED THAT WE'RE ALWAYS LOOKING FOR CONTINUOUS IMPROVEMENT. WE'RE LOOKING FOR WAYS THAT WE CAN DO EVEN BETTER. [01:25:02] ALTHOUGH THESE RESULTS ARE FANTASTIC ALREADY, HOW CAN WE REACH THE GROUP THAT IS POTENTIALLY AT RISK OF LEAVING? AND HOW CAN WE MAKE PEOPLE EVEN MORE HAPPY? AND WE KNOW WE CAN'T GET TO 100%. BUT LIKE MS. VON KALINOWSKI SAID, WE'LL TRY. EVEN IF WE CAN'T, WE CAN'T GET TO ALL OF THEM. WE'RE GOING TO TRY. AND I THINK THAT THE DEI PROGRAMING IS VERY CLEARLY HELPING BUILD OUR CULTURE. IT'S HELPING PEOPLE FEEL MORE WELCOME AND INCLUDED. AND THE FACT THAT WE'VE PUT A SPOTLIGHT ON IT AND WE'RE SHOWING THAT THIS IS IMPORTANT TO US, THAT EVERYBODY FEEL WELCOME AND EMBRACED IN THE CITY, AND THAT WE'RE ALL A FAMILY TOGETHER. I THINK THAT IS A GREAT THING THAT WE HAVE DONE, AND I'M SO PLEASED TO SEE HOW IT'S WORKING. THANKS. COUNCIL MEMBER ACOSTA OR COUNCILMAN OR DR. BHAT-PATEL? YEAH. THANK YOU. LIKE I SAID EARLIER, THIS IS ONE OF THE THINGS THAT I LOOK FORWARD TO HEARING ABOUT, I THINK, FROM THE PERSPECTIVE OF WHAT WE'RE HEARING. THIS WAS RIGHT AROUND THAT TIME THAT YOU MENTIONED WITH REGARDS TO A LOT OF DYNAMIC SHIFTS, WHETHER IT WAS THE GREAT RESIGNATION, ETC.. AND I THINK JUST KNOWING WHERE PEOPLE ARE AT AND UNDERSTANDING WHAT WE CAN CONTINUE TO DO TO MAKE SURE THAT WE'RE PROVIDING NOT ONLY OPPORTUNITIES BUT ROOM FOR HOPEFULLY SOME PROFESSIONAL DEVELOPMENT SUCCESS. AND OBVIOUSLY A PLACE WHERE THEY FEEL THAT THEY BELONG IS REALLY IMPORTANT. I THINK ANY PERSON WHO'S IN A JOB WANTS TO FEEL LIKE THEY BELONG IN THEIR PARTICULAR ORGANIZATION. AND I THINK, AGAIN, LIKE COUNCIL MEMBER ACOSTA ALSO MENTIONED AND LIKE MAYOR PRO TEM BLACKBURN MENTIONED, IF AN EMPLOYEE IS SATISFIED AND THEY'RE EXCITED ABOUT WHAT THEY'RE DOING, THEN OF COURSE, THAT REFLECTS IN THE ORGANIZATION'S OUTPUT IN TERMS OF THE SERVICES THAT WE PROVIDE. SO I AM, OF COURSE, VERY EXCITED TO CONTINUE TO SEE US GROW IN THAT PARTICULAR REALM, AND I THINK I'M HOPING TO HEAR ABOUT WHENEVER THAT HAPPENS, THOSE PULSE SURVEYS ALSO. SO YEAH. THANK YOU. OK. WE THANK YOU VERY MUCH. SO WE JUST RECEIVED THE REPORT, CORRECT? NO MOTION NEEDED. SO FINAL COMMENTS. [COUNCIL COMMENTARY AND REQUESTS FOR CONSIDERATION OF MATTERS:] COUNCIL MEMBER ACOSTA? THANK YOU. I WASN'T TOO MUCH READY TO GIVE MY COMMENTS TONIGHT BECAUSE THIS MEETING HAS GONE BY SO QUICKLY. I JUST WANTED TO REMIND EVERYBODY I DO STILL HAVE OFFICE HOURS. EVERY THURSDAY AFTERNOON PEOPLE CAN CALL ME. THE INFORMATION IS ON THE CITY WEBSITE. YOU JUST LOOK UP MY NAME AMONGST ALL THE COUNCIL MEMBERS AND YOU'LL SEE MY CELL PHONE AND MY EMAIL ADDRESS AND YOU'RE WELCOME TO CALL ME. STAY COOL. I'VE BEEN READING A LOT ABOUT THE HEAT WAVES AND THE WILDFIRES. WE ARE DEFINITELY IN FIRE SEASON, SO PLEASE TAKE GOOD CARE OF YOURSELF. THANKS. DR. BHAT-PATEL? YES. I WILL ALSO REMIND FOLKS THAT I HAVE OFFICE HOURS WEDNESDAYS FROM 3 TO 5. SO WHENEVER YOU WOULD LIKE TO REACH OUT, SIMILARLY, YOU CAN CALL OR EMAIL AND I HAVE AN EMAIL. YOU CAN EMAIL AT ANY TIME CALL. YOU CAN ALSO CALL IT ANY TIME AND I'LL USUALLY GIVE YOU A CALL BACK DURING EITHER OPEN OFFICE HOURS OR WHENEVER I GET A CHANCE. BUT OPEN OFFICE HOURS ARE ALWAYS A GREAT WAY, TOO, IF YOU NEED TO GET ME DURING A REAL SCHEDULED TIME, THAT'S THAT TIME THAT I'LL BE AVAILABLE. SO THANK YOU. MR. BLACKBURN? OK THE ONLY ANNOUNCEMENT I HAVE FOR THIS EVENING IS THAT NEXT TUESDAY, JULY 26TH AT 3:00 PM, WE WILL HAVE THE CITIZEN OF THE YEAR CEREMONY AND I'LL BE RIGHT HERE IN THESE COUNCIL CHAMBERS AT 1200 CARLSBAD VILLAGE DRIVE. AGAIN, THAT'S NEXT TUESDAY AT 3 P.M. MR. CHADWICK? CITY ATTORNEY. MS. MCMAHON? NOTHING FOR ME EITHER. THANK YOU. CITY CLERK? NOTHING. THANK YOU. WE STAND ADJOURNED AND HOPEFULLY WE'LL GET A PICTURE. DO YOU GUYS WANT TO BE PART OF A PICTURE? * This transcript was compiled from uncorrected Closed Captioning.