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I CALL THIS MEETING TO ORDER AT
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5:00 PM AND STATE THAT THE NOTICE OF THE SPECIAL CITY COUNCIL MEETING WAS DULY POSTED.THERE WILL NOW BE A ROLL CALL OF CITY COUNCIL AS I CALL YOUR NAME.
PLEASE STATE HERE ARE PRESENT.
MAYOR PRO TEM PRESTON PRESENT COUNCIL MEMBER EDWARDS COUNCIL MEMBER EDWARDS.
COUNCIL MEMBER STERLING PRESENT COUNCIL MEMBER BONEY PRESENT.
COUNCIL MEMBER EMORY COUNCIL MEMBER EMORY PRESENT COUNCIL MEMBER MEROLA'S.
PRESENT COUNCIL MEMBER EDWARDS.
THERE WILL NOW BE A ROLL CALL OF CITY STAFF AND MEETING PRESENTERS.
AS I CALL YOUR NAME, PLEASE STATE HERE OR PRESENT INTERIM CITY MANAGER, BILL ATKINSON, ASSISTANT CITY MANAGER GLEN MARTEL, CITY ATTORNEY JOYCE
PRESENT CITY SECRETARY MARIA JACKSON.
IS SHE ON DOUG? I HEARD HER EARLIER.
OKAY, I'LL COME BACK TO THOSE PEOPLE THAT ARE, THAT HAVEN'T SAID.
PRESENT DIRECTOR OF COMMUNICATIONS, STACY WALKER, PRESENT DIRECTOR OF FINANCIAL SERVICES, ELENA PORTIS, PRESENT VALLEY VIEW CONSULTANTS.
SUSAN ANDERSON, PRESENT DIRECTOR OF COMMUNITY RESEARCH, ETC.
INSTITUTE JASON MAROTTA, PRESIDENT, DIRECTOR OF HUMAN RESOURCES AND ORGANIZATIONAL DEVELOPMENT.
MARTIN RUSSELL, MARTIN RUSSELL, PURCHASING MANAGER.
BAKER TILLY, EDWARD WILLIAMS AND SHUTTER FLOOR.
THEY'RE ALL HERE BUT I PUT THEM IN A BREAK ROOM.
JENNIFER AND DOUG, ARE THEY HERE TO DUCK? YES MA'AM.
SARA MCKEE, IS SHE IN THE BREAK ROOM ALSO? YES MA'AM.
UH, THE COUNCIL MEMBER EDWARDS COME BACK ON.
AND DID WE GET COUNCIL MEMBER IN RURAL MARULA? YES, I THINK SO.
I THINK I HEARD HIM SAY PRESIDENT COUNCIL MEMBER MOTOROLAS.
UM, IS THERE ANYBODY WHO I MISSED OR I DID NOT CALL YOUR NAME? DID MARTIN GET ON DOUG PRESENT.
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DISCUSSING, CONSIDER ACCEPTING THE QUARTERLY INVESTMENT REPORT FOR THE QUARTER ENDING ON MARCH 31ST, 2020 GOOD EVENING MAYOR AND CITY COUNCIL THIS EVENING WE HAVE SUSAN ANDERSON WITH VALLEY VIEW CONSULTING TO PRESENT OUR QUARTERLY INVESTMENT REPORT FOR THE QUARTER ENDED ON MARCH 31ST, 2020 I'LL TURN IT OVER TO SUSAN NOW.AGAIN, THIS IS SUSAN ANDERSON WITH VALLEY VIEW CONSULTING HERE TO PRESENT THE QUARTERLY REPORT FOR THE PERIOD ENDED MARCH 31ST OF 2020 I HOPE YOU HAVE A COPY OF THE REPORT IN FRONT OF YOU ON PAGE ONE.
THAT'S THE SUMMARY PAGE AT THE TOP.
YOU'LL SEE THAT AT THE END OF DECEMBER YOU HAD 116.5 MILLION INVESTED BY THE END OF MARCH THAT HAD RISEN TO 145.8 MILLION OR 29 AND A HALF MILLION HIGHER.
THAT'S DUE TO TAX REVENUES FLOWING IN DURING THAT PERIOD.
WE DID MANAGE TO INVEST ALL OF THAT BEFORE INTEREST RATES REALLY STARTED TO SLOPE OR SLUMP.
BUT I'LL GO THROUGH THAT AND JUST A FEW PAGES LATER.
UH, THE TOTAL PORTFOLIO AT THE END OF THE QUARTER WAS AT ONE POINT 85%, UH, THAT COMPARES TO 2.31% AT THE END OF THE PREVIOUS QUARTER.
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IT HAD DECLINED 46 BASIS POINTS.UM, WE CAN GO OVER THE UH, ECONOMY AND KIND OF WHAT CAUSED THAT.
AND JUST A FEW MINUTES, JUST TO GIVE YOU SOME PERSPECTIVE THOUGH, IF YOU LOOK AT THOSE RATES DOWN BELOW THE CURRENT THREE MONTH, TREASURY BILL WAS A ONE SIX ONE 17.
AT THE END OF THIS QUARTER, IT IS CURRENTLY 8.1.
THE SIX MONTH TREASURY WAS 1.3900000000000001% AT THE END OF THE QUARTER.
AND THE SIX MONTH IS CURRENTLY 0.1% TEXT POOL WAS 1% AT THE END OF THE QUARTER AND IT IS NOW 0.32%.
SO YOU CAN SEE THAT RATES HAVE DROPPED SIGNIFICANTLY OVER THE QUARTER.
YOU HAD INTEREST EARNINGS OF 710,000.
AND AT THE END OF THE PREVIOUS QUARTER, YOU HAD 669,000, SO YOU WERE UP A BIT, YOUR BALANCES WERE UP EVEN THOUGH INTEREST RATES HAD DROPPED A LITTLE BIT, YOU STILL BROUGHT IN, UM, SIGNIFICANT INCOME.
ON PAGE TWO, WE TALK ABOUT TYPICALLY THE UPPER LEFT HAND CORNER GRAPH THAT SHOWS HOW MUCH INTEREST RATES HAVE CHANGED SO DRAMATICALLY OVER THE QUARTER AND THE YEAR.
THE DOTTED RED LINE AT THE TOP IS WHERE THE INTEREST RATES WERE AT THE END OF A YEAR AGO, MARCH 31ST OF 2019.
IT DOESN'T LOOK LIKE A NORMAL YIELD CURVE.
A NORMAL YIELD CURVE WOULD HAVE THE SHORTER TERM RATES LOWER THAN THE LONGER TERM RATES AND YOU WOULD HAVE A GENERAL UPWARD SLOPE.
UH, THIS ONE WAS STARTING TO SAG IN THE MIDDLE.
WE WERE STARTING TO HAVE SOME CONCERNS ABOUT THE ECONOMY ALREADY SEEING, UH, A POSSIBLE DIP IN THE ECONOMY EVEN BEFORE THE CORONA VIRUS HIT.
UH, WE HAD THE THREE MONTH AGO, RIGHT AT THE END OF DECEMBER.
THAT GREEN LINE, A LITTLE BIT OF A UPWARD SLOPE, BUT VERY, VERY FLAT.
AND YOU CAN SEE THAT THE SHORT TERM RATES, THE WHOLE CURVE HAD REALLY DROPPED ABOUT A HUNDRED BASIS POINTS BY THAT TIME.
AND THEN GOING DOWN TO THE VERY BOTTOM LINE IS WHERE WE WERE AT THE END OF MARCH.
UH, WE DO HAVE A UH, UPWARD SLOPE IF YOU WANT TO CALL IT A SLOPE BETWEEN OVERNIGHT AND 10 YEARS, BUT THE OVERNIGHT RATE RIGHT NOW, UM, IS 0.04.
AND UH, THE TENURE RATE IS 0.634.
THAT'S CURRENT READ OFF OF BLOOMBERG.
WHAT'S GONE ON, AS YOU ALL KNOW, IS THE CORONA VIRUS HAS CAUSED A SIGNIFICANT CHANGE IN THE ECONOMY.
THE FED HAD STARTED TO MAKE SOME MOVES TO TRY TO KEEP THINGS FROM GOING COMPLETELY OFF COURSE ON MARCH THE THIRD, THEY CAME IN WITH AN EMERGENCY DECLINE DECREASE OF 50 BASIS POINTS IN THE FED FUNDS RATE.
AND THEN JUST, UM, TWO WEEKS LATER ON MARCH 15TH, THEY LOWERED IT BY AN ADDITIONAL A HUNDRED BASIS POINTS.
SO THE CURRENT FED FUNDS RATE BY SOMEWHERE BETWEEN ZERO TO 0.25% IS THE RANGE THAT THEY SET.
AND I CAN TELL YOU THAT A PUBLIC FUND PORTFOLIO WOULD TYPICALLY YIELD SOMEWHERE BETWEEN THAT OVERNIGHT RATE AND A TWO YEAR TREASURY.
SO WITH THE OVERNIGHT RATE BEING 0.04 AND THE TWO YEAR TREASURY BEING A 0.18, YOU CAN TELL THAT THAT THAT IS A NOT A VERY GOOD FORECAST FOR WHAT'S TO COME IN THE INTEREST RATE ENVIRONMENT.
NOW THE NICE THING FOR YOUR PORTFOLIO IS THAT STAFF HAS BEEN VERY REACTIVE TO KEEPING THINGS INVESTMENT THIS DID AND NOT LEAVING IT LAY IN CASH WITHOUT, YOU KNOW, TAKING OF WHAT YOU HAVE AND OBLIGATIONS TO PAY.
UH, SOME OF THE MONEY MARKET ACCOUNTS THAT WE'VE, UM, IDENTIFIED TO YOU ARE PAYING BETTER RATES THAN WHAT WE'RE SEEING IN THE OVERNIGHT MARKET.
BUT STILL WE'RE TRYING TO KEEP CASH AS LOW AS POSSIBLE.
ON PAGE THREE, THIS IS THE LISTING OF YOUR PORTFOLIO HOLDINGS.
UH, EVERYTHING ABOVE THAT BLANK ROW IS YOUR CASH POSITIONS AT THE END OF MARCH.
EVERYTHING BELOW THAT ARE THE CASH OR THE LADDER POSITIONS THAT WE'VE PURCHASED OVER TIME.
AND IF YOU LOOK AT THE YIELD COLUMN ON THE FAR RIGHT, YOU CAN SEE PARTICULARLY THOSE ITEMS BELOW THAT BLANK ROW.
YOU'VE GOT, UH, SOME VERY NICE YIELDS THAT WILL HOLD ON FOR AT LEAST A LITTLE BIT LONGER.
YOU'VE EVEN GOT A 3% HANDLE THERE, UM, THAT WE'LL BE ROLLING OFF LATER THIS YEAR.
UM, THE NEWER INVESTMENTS THAT WE'RE SEEING OUT THERE IN THE MARKET WITH CDS
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STILL BEING THE BEST WOULD RANGE BETWEEN A 0.5 FOR A ABOUT A ONE SIX MONTH, A 0.6 FOR A ONE YEAR AND ABOUT A 0.7 2.8 FOR A TWO YEAR.SO WE'RE NOT SEEING ANYWHERE NEAR THE 1% OR 2% RANGE THAT WE HAD BEEN SEEING, UM, IN PREVIOUS QUARTERS.
THE, UM, AGAIN, THE NICE THING THOUGH IS THAT YOU'VE BEEN ABLE TO LOCK IN WHEN RATES WERE GOOD AND KEPT YOUR CASH AS LOW AS AS YOU CAN, UH, STILL NEEDING TO PAY YOUR OBLIGATIONS.
NOW, MANY OF OUR CLIENTS HAVE BEEN STILL LOOKING AT DOING NEW INVESTMENTS EVEN IN THIS ENVIRONMENT.
BUT THE OTHER CONSIDERATION THAT, UM, THEY'RE ALL KEEPING IN MIND IS THIS NEW ENVIRONMENT THAT WE'VE ENTERED WHERE YOU'RE REALLY STARTING TO THINK A LITTLE BIT HARDER ABOUT WHAT KINDS OF REVENUES YOU'RE GOING TO HAVE, WHAT KINDS OF EXPENSES YOU'RE GOING TO HAVE WITH THE COVE IT OUT THERE.
AND SO WE REALIZE THAT THAT MANY OF YOU MAY WANT TO KEEP THINGS A LITTLE BIT MORE LIQUID.
JUST I'M THINKING ABOUT POSSIBLE SALES TAX IN DOWNTURNS OR, UH, PROPERTY TAX, MAYBE NOT BEING PAID AS SWIFTLY AS IN THE PAST.
BUT, UM, WE STILL LOOK AT THE LADDER.
WE ADVISE THE, UM, THE STAFF THAT YOU HAVE THERE ABOUT WHERE WE WOULD SEE THE NEXT INVESTMENTS TAKING PLACE.
BUT, UM, ALL OF THE FINAL DECISIONS ON ANY NEW INVESTMENT HAVE TO KEEP IN MIND WHAT KIND OF CHANGES YOU'RE GOING TO SEE IN YOUR ECONOMIC ENVIRONMENT THERE.
PAGE FOUR IS THE LAST OF THE MORTGAGE PORTFOLIO THAT YOU HAVE.
YOU HAVE ONLY ABOUT 3 MILLION THERE RIGHT NOW.
UH, WE HAVE NOT BEEN BUYING ANYMORE MORTGAGES.
THESE WERE BOUGHT, THEY WERE VERY LONG TERM MORTGAGES.
UM, YOU TAKE A LOT OF RISK WHEN YOU HAVE LONGTERM MORTGAGES, UH, IN CERTAIN TYPES OF MARKET ENVIRONMENTS NOW WOULD DEFINITELY NOT BE A GOOD TIME TO BUY MORTGAGES BECAUSE THEY'LL DO WELL WHEN INTEREST RATES ARE FALLING, BUT THEY DON'T DO SO WELL WHEN INTEREST RATES START TO RISE.
SO IN ANTICIPATION THAT WE'RE AT PROBABLY THE LOWS RIGHT NOW, UH, CHANCES OF THINGS GOING HIGHER OR ARE MUCH GREATER THAN THEM GOING LOWER AT THIS POINT.
UH, YOUR CURRENT INVESTMENT POLICY ONLY ALLOWS YOU TO GO OUT TWO YEARS.
SO THAT MAKES IT REAL DIFFICULT TO BUY ANYMORE MORTGAGES.
AND THAT'S, THAT'S PROBABLY A GOOD FOR THE RISK PARAMETERS THAT WE THINK THAT YOU NEED TO HAVE IN YOUR PORTFOLIO.
PAGE FIVE, THESE ARE THE GRAPHICS OF THE PORTFOLIO.
THE PORTFOLIO COMPOSITION IN THE UPPER LEFT HAND CORNER, UH, SECURITIES AND CDS MAKE UP 58% OF THE PORTFOLIO AT THE END OF MARCH.
THAT WAS UP A LITTLE BIT FROM 56% AT THE END OF THE PREVIOUS QUARTER AND YOUR CASH EQUIVALENTS, THOSE BEING THE POOLS OF MONEY MARKET ACCOUNTS, NOW ACCOUNTS AND THEN DEMAND ACCOUNTS, UM, ARE DOWN JUST A LITTLE BIT FROM WHERE THEY WERE PREVIOUSLY.
UH, SO GIVEN ALL THE MONEY THAT SHE BROUGHT IN AND TAX REVENUES, I THINK HOLDING PRETTY STEADY, UH, WAS A GOOD THING.
THOSE, UH, POOL MONEY MARKET ACCOUNTS AND NOW ACCOUNTS ARE STILL PAYING, UH, BETTER THAN, UH, SOME OF THE, UM, CD THAT WE COULD SHOW TO YOU AT THIS PRESENT TIME.
UH, AND THEN FINALLY THE PERFORMANCE GRAPH AT THE BOTTOM.
YOURS IS THE DARK BLACK LINE AT THE TOP.
YOU HAVE STARTED TO GO DOWN JUST LIKE EVERYONE ELSE, YOU TOOK A LITTLE BIT OF A DIP BECAUSE YOU BROUGHT IN SO MUCH CASH AT THE END OF THE PREVIOUS QUARTER DUE TO THE TAX REVENUES INVESTING IN A LOWER RATE ENVIRONMENT.
UM, SO THAT'S, THAT'S THE DIFF THAT YOU'RE SAYING.
THE NEXT, THE REPORT THAT YOU SEE FOR, UM, THE QUARTER IN JUNE, YOU'RE LIKELY TO SEE THOSE OTHER LINES OF COMPARISON REALLY FALL QUITE A BIT MORE WHERE YOUR SHITS HOLD PRETTY STEADY, UH, OVER THE NEXT QUARTER OR SO.
ON PAGE SIX, UM, THIS IS THE PAGE WHERE WE HIGHLIGHT THE NEW PURCHASES THAT WERE MADE DURING THE QUARTER.
UH, IF YOU LOOK UNDER THE PURCHASES COLUMN AND ALL OF THE LARGER NUMBERS WOULD BE YOUR NEW INVESTMENTS.
THE SMALLER NUMBERS ARE INTEREST PAYMENTS THAT CAME IN ON, UM, COMPOUNDING CDS THAT JUST ROLLED INTO PRINCIPLE.
SO THE ONES WE'LL FOCUS ON ARE THERE LARGER, THEY TOTAL ABOUT 30 MILLION.
UH, THE VERY TOP ONE IS A LITTLE UNIQUE.
ONE OF THE THINGS THAT WAS HAPPENING EARLY ON IN THIS DOWNTURN
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WAS THAT BANKS WERE TRYING TO RAISE SOME, UM, CASH.WE HAD A LOT OF CORPORATIONS THAT REALLY, UH, STARTED DRAWING ON THEIR LINES OF CREDIT IN ANTICIPATION THAT THEIR REVENUES WERE GOING TO BE PRETTY, PRETTY UGLY.
SO BANKS HAD TO PUMP UP THEIR CASH POSITIONS TO FUND THOSE, UM, UH, CREDIT DRAWS.
AND ONE OF THE THINGS THAT THEY WERE DOING WERE SELLING MUNICIPALS, STATE, LOCAL GOVERNMENT, UM, POSITIONS THAT THEY HAD IN THEIR INVENTORY.
AND YOU WERE ABLE TO GET SOME REALLY GOOD YIELDS OUT OF THOSE.
YOU HAD TO REACT REALLY SWIFTLY WHEN SOMETHING CAME UP TO THE SURFACE.
UM, YOUR, YOUR, UH, STAFF WAS ABLE TO GIVE THE GO AHEAD TO BUY A 5 MILLION STATE OF TEXAS TRANSPORTATION BOND.
UM, IT WAS, UH, PAYING A ONE 90 FOR JUST A FIVE MONTH POSITION, WHICH IS, WAS INCREDIBLE, VERY HIGHLY RATED, TOP RATED, UM, FOR A MUNICIPAL ISSUE.
I WISH I COULD HAVE FOUND A LOT MORE OF THOSE KINDS OF THINGS, BUT AS I MENTIONED, IT WAS VERY, VERY COMPETITIVE.
AND THEN YOU HAD SEVERAL OTHER CDS THAT WERE PURCHASED, UH, THROUGHOUT THE QUARTER.
ALL OF THEM AT RATES, UH, AROUND 1.7 WE BUILT OUT YOUR LADDER.
UH, THE MATURITIES RANGED ANYWHERE FROM RUN ONE YEAR OUT TO 22 MONTHS, UH, TO LOCK ALL OF THOSE IN.
UH, ONE OF THE THINGS THAT STAFF AND I DO IS WE LOOK AT YOUR CASH FLOW FORECAST, WE LOOK AT YOUR MATURITY LADDERS AND MAKE SURE THAT WE UH, MATCH UP THOSE MATERIALS WITH ARE THOSE OBLIGATIONS WITH MATURITIES.
AND THAT WAS THE FUNCTION, UM, THAT WE WERE KEEPING IN MIND WHEN WE WERE INVESTING ALL OF THESE POSITIONS.
AND THESE ALL TOTALED UP TO JUST A LITTLE OVER 30 MILLION.
NOW SINCE THE QUARTER WAS OVER, YOU WERE ABLE TO FIND A COUPLE MORE OF THOSE MUNI ISSUES THAT WILL SHOW UP ON YOUR NEXT RECORD.
UH, BOTH OF THEM WERE WITHIN THE STATE OF TEXAS.
ONE OF THEM WAS A CITY OF ARLINGTON, UH, GENERAL OBLIGATION.
IT WAS A 1.4 MILLION POSITION THAT MATURES IN AUGUST OF 2021.
IT WAS ALSO A AAA RATED BOND AND THEN YOU PURCHASED A 1.5 MILLION ROUND BROCK UTILITY BOND, UH, THAT ALSO MATURED IN AUGUST OF 21 THAT ALSO ADD A 0.95, ALSO RATED AAA.
SO THOSE TWO WILL, UM, YOU KNOW, GIVE YOU A PRETTY GOOD RETURN FOR A LITTLE OVER A YEAR FROM NOW AND THAT'S, THAT'S GOING TO HELP HOLD YOUR POSITIONS UP A LITTLE BIT.
AND THEN FINALLY ON PAGE EIGHT, THESE ARE THE TWO PAGES THAT STAFF AND I PAY A LOT OF ATTENTION TO.
ONE OF THE THINGS THAT WE WANT TO DO IS LOOK AT ALL OF YOUR POSITIONS BY FUND AND WE WANT TO MAKE SURE THAT YOU'VE GOT ENOUGH CASH WITHIN EACH FUND TO PAY YOUR ANTICIPATED APPLICATIONS.
BUT THEN WE ALSO WANT TO SEE THAT LADDER, EVERYTHING BELOW THAT BLANK ROW, WE WANT TO SEE THINGS LADDERED OUT OVER TIME BECAUSE THAT'S WHERE YOU LOCK IN YOUR, YOUR BEST RETURNS.
AND YOU CAN SEE THAT ON IN EACH OF THE CASES, UH, THE POOL FUNDS HAS A LITTLE BIT MORE LIQUIDITY, BUT THAT'S WHERE YOU PAY THE BULK OF YOUR OBLIGATIONS.
YOU ALSO HAVE, UM, SOME OF YOUR UM, CAPITAL IMPROVEMENT PROJECT BONDS THAT, UH, WHEN WE INITIALLY RECEIVED THOSE FUNDS, WE BUILT THE, UM, THE LADDER, UM, AND KIND OF MATCH THE PROJECT MANAGERS ESTIMATES OF WHEN THEY WOULD NEED THOSE FUNDS.
SO AS THOSE ARE BEING CONSTRUCTED AND BEING PAID DOWN, YOU'RE GOING TO SEE THE FUNDS BELOW THE BLANK ROW OF THE LADDER.
AS THEY MATURE, THEY'RE GOING TO REPLENISH YOUR CASH AND THEN GET SPENT FOR PROJECT, UM, PAYMENTS.
SO THAT'S, THAT'S THE, THE MAIN THRUST OF THE QUARTERLY REPORT FOR MARCH.
IF YOU HAVE ANY QUESTIONS THAT BLEND TO ENTERTAIN THEM.
ARE THERE ANY QUESTIONS? ALL RIGHT.
IS THERE A MOTION TO APPROVE THE QUARTERLY REPORT? MOTION TO APPROVE COUNCIL MEMBER PRESTON.
WE HAVE A MOTION AND A SECOND.
IS THERE, ARE THERE ANY MORE QUESTIONS? IF NOT, I WILL GO AHEAD AND DO A ROLL CALL VOTE.
MAYOR PRO TEM MADE THE SECOND, UH, COUNCIL MEMBER COUNCIL
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MEMBER EMORY MADE THE MOTION.COUNCIL MEMBER EDWARDS ARE PRO COUNCIL MEMBERS.
STERLING ROOM COUNCIL MEMBER BALI.
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WE WILL MOVE ON AND THANK YOU.WE WILL MOVE ON TO POOPY PRESENTATION OF THE ETC.
INSTITUTE 2020 MISSOURI CITY COMMUNITY SURVEY.
MAYOR MOVIE'S COUNCIL STILL ATKINSON.
AND, UH, AS YOU KNOW, WE HAD, UH, BEEN DOING THE COMMUNITY SURVEY IS A THIRD TIME THAT WE HAVE DONE IT, THREE TO SAY PREVIOUS TO THAT WE USE A DIFFERENT CONTRACTOR.
UH, BUT WHAT WE HAVE WITH ACC IS, UH, WE HAVE NOW BEEN ABLE TO BUILD A LEVEL OF HISTORY IN ORDER TO SEE THE PROGRESSION OF THE ANSWER'S SERVICES AND, UH, SATISFACTION OF SERVICES THAT WE PROVIDE TO THE COMMUNITY AND GET THEIR FEEDBACK.
AND THIS SURVEY HAS DONE EVERY TWO YEARS.
AND SO, UH, WE DID IT IN 16, 18 AND NOW 20 AND JASON MORADO IS ON THE LINE TO, UH, TAKE YOU THROUGH THE SURVEY, UH, THE INFORMATION FROM IT AND ANSWERING QUESTIONS YOU MAY HAVE.
SO I'LL TURN IT OVER TO JASON.
THIS IS JASON MORADO WITH ETC INSTITUTE AND ETC.
IS A MARKET RESEARCH FIRM BASED IN OLATHE, KANSAS, WHICH IS IN THE KANSAS CITY AREA.
AND THE THING THAT WE SPECIALIZE IN IS DOING COMMUNITY SURVEYS FOR CITY AND COUNTY GOVERNMENTS ALL ACROSS THE COUNTRY.
AND THIS PAST SPRING, AS BILL SAID, FOR THE THIRD TIME, WE CONDUCTED A COMMUNITY SURVEY, THE CITY OF MISSOURI CITY.
UH, THIS SURVEY WAS CONDUCTED, CONDUCTED IN THE MONTH OF MARCH, PRETTY MUCH FROM THE VERY BEGINNING UNTIL THE VERY END OF MARCH.
NOW, IF YOU'VE SEEN THE FULL REPORT, IT'S VERY DETAILED AND COMPREHENSIVE.
SO TODAY WHAT I'M GOING TO GO THROUGH IS REALLY THE HIGH LEVEL KEY FINDINGS FROM THE SURVEY.
IS BASED IN THE KANSAS CITY AREA, BUT WE'RE A NATIONAL LEADER AND PROVIDING MARKET RESEARCH FOR LOCAL GOVERNMENTS.
WE'VE BEEN DOING THIS TYPE OF WORK FOR OVER 35 YEARS AND IN THE LAST 10 YEARS ALONE WE'VE CONDUCTED SURVEYS AND MORE THAN 900 COMMUNITIES IN 49 STATES.
AND THAT INCLUDES A LOT OF WORK THROUGHOUT THE STATE OF TEXAS.
SO THIS IS REALLY THE TYPE OF WORK THAT WE SPECIALIZE IN.
THIS IS JUST A QUICK RUNDOWN OF WHAT I'LL GO THROUGH TODAY.
I'LL GO OVER THE PURPOSE AND METHODOLOGY OF THE SURVEY.
UH, WHAT I CALL THE BOTTOM LINE UP FRONT IS OUR MAIN CONCLUSIONS FROM THE SURVEY.
UM, BOIL DOWN TO ONE POWERPOINT SLIDE AND THEN I'LL GO THROUGH THE MAJOR SURVEY FINDINGS TO SHARE HOW WE CAME TO THOSE CONCLUSIONS.
AND OF COURSE I'LL BE HAPPY TO ANSWER ANY QUESTIONS AS WELL.
SO THERE'S SEVERAL REASONS TO CONDUCT A SURVEY LIKE THIS.
ONE IS TO GET AN OBJECTIVE ASSESSMENT OF HOW SATISFIED RESIDENTS ARE WITH THE DELIVERY OF MAJOR CITY SERVICES.
THE SURVEY IS ALSO A GREAT WAY TO HELP DETERMINE WHAT RESIDENTS FEEL ARE THE TOP PRIORITIES FOR THE COMMUNITY.
AND THEN ALSO WITH THE SURVEY, WE'RE ABLE TO MEASURE TRENDS FROM THE PREVIOUS SURVEYS.
AS WE MENTIONED, THIS IS THE THIRD TIME THAT WE'VE CONDUCTED THE SURVEY AND EACH TIME WE TWEAK THE SURVEY A LITTLE BIT, BUT MOST OF THE QUESTIONS REMAINED THE SAME.
THAT WAY WE CAN MEASURE THE TRENDS OVER TIME.
AND THEN ALSO WITH THIS SURVEY WE'RE ABLE TO COMPARE YOUR RESULTS WITH OTHER COMMUNITIES ACROSS THE COUNTRY.
SO THIS SURVEY IS SIX PAGES LONG AND THAT'S A TYPICAL LENGTH FOR ONE OF OUR COMMUNITY SURVEYS.
WE SURVEY WAS ADMINISTERED BY COMBINATION OF MAIL AND ONLINE TWO RANDOMLY SELECTED RESIDENTS THROUGHOUT THE CITY.
AND THAT'S OUR STANDARD METHODOLOGY FOR THESE TYPES OF SURVEYS.
OUR GOAL IS TO GET AT LEAST 400 COMPLETED SURVEYS AND WE ACCOMPLISH THAT.
WE ENDED UP WITH 420 COMPLETED SURVEYS.
AND ONE THING WE ALWAYS DO WHEN WE CONDUCT THESE SURVEYS IS AS WE'RE COLLECTING THE DATA, WE CHECK THE DEMOGRAPHICS OF SURVEY RESPONDENTS TO MAKE SURE IT REFLECTS THE ACTUAL POPULATION OF THE CITY.
SO WE MAKE SURE WE HAD A GOOD REPRESENTATION BY KEY DEMOGRAPHIC AREAS SUCH AS AGE, GENDER, RACE, AND ETHNICITY.
AND THE RESULTS OF THE 420 SURVEYS AT THE 95% LEVEL OF CONFIDENCE HAS A MARGIN OF ERROR PLUS OR MINUS 4.8% SO ESSENTIALLY THAT MEANS THAT IF WE CONDUCTED THE SURVEY THE SAME WAY A HUNDRED TIMES, 95 TIMES, THE RESULTS WOULD BE PLUS OR MINUS 4.8% FROM WHAT WE'RE REPORTING.
SO THE RESULTS AREN'T PERFECT,
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BUT REALLY IT'S A VERY SMALL MARGIN OF ERROR.THE RED DOTS ARE HOUSEHOLDS THAT COMPLETED THE SURVEY.
SO WE HAD A GOOD REPRESENTATION THROUGHOUT THE CITY AND THIS DISTRIBUTION IS SIMILAR TO WHAT WE HAD ON PREVIOUS SURVEYS.
OKAY, SO HERE'S OUR MAIN CONCLUSIONS FROM THE SURVEY ON THAT.
RESIDENTS HAVE A VERY POSITIVE PERCEPTION OF THE CITY.
UH, 91% OF RESPONDENTS RATE A MISSOURI CITY AS AN EXCELLENT OR A GOOD PLACE TO LIVE.
85% RATE OF MISSOURI CITY AS AN EXCELLENT OR A GOOD PLACE TO RAISE CHILDREN AND BOTH CASES, THAT'S A 5% INCREASE IN SATISFACTION FROM THE LAST SURVEY.
WE ALSO FOUND THAT SATISFACTION RATINGS OVERALL ARE SIMILAR TO WHAT THEY WERE A COUPLE OF YEARS AGO ALSO OVERALL OR SIMILAR TO 2016 UM, WE'LL LOOK AT THAT IN A LITTLE MORE DETAILED A LITTLE BIT.
AND THEN ALSO WE'VE FOUND THAT THE SATISFACTION WITH CITY SERVICES IS MUCH HIGHER IN MISSOURI CITY THAN IT IS IN OTHER COMMUNITIES.
YOU RATED ABOVE THE U S AVERAGE AND 57 OUT OF THE 76 AREAS THAT WE COMPARED AND ABOVE THE TEXAS AVERAGE AND 56 OUT OF THOSE 76 AREAS THAT WE'LL LOOK AT SOME OF THAT IN MORE DETAIL AS WELL.
AND ONE OF THE AREAS THAT REALLY STANDS OUT, SATISFACTION WITH CUSTOMER SERVICE, THEY'RE YOU RATED AT 19 PERCENTAGE POINTS ABOVE THE U S AVERAGE 17% ABOVE THE TEXAS AVERAGE, SO MUCH, MUCH HIGHER THAN OTHER COMMUNITIES WHEN IT COMES TO PROVIDING CUSTOMER SERVICE TO RESIDENTS.
AND THEN WE'VE FOUND THAT THE TOP PRIORITIES FOR THE COMMUNITY ARE MAINTAINING THE CITY STREETS, SIDEWALKS, THE INFRASTRUCTURE, COMMUNICATION WITH THE PUBLIC, AND THEN POLICE AND FIRE SERVICES.
SO FIRST WE'LL LOOK AT JUST SOME GENERAL PERCEPTIONS THAT RESIDENTS HAVE ON THE CITY.
SO THIS WAS THE VERY FIRST QUESTION ON THE SURVEY HERE WE ASKED RESIDENTS TO WRITE THEIR PERCEPTIONS OF MISSOURI CITY AND A NUMBER OF DIFFERENT WAYS.
AND HERE YOU CAN SEE THE DARK BLUE ARE RESIDENTS WHO IN EACH AREAS EXCELLENT.
THE LIGHT BLUE IS GOOD, THE YELLOW IS NEUTRAL, AND WE INTERPRET NEUTRAL AS MEETING EXPECTATIONS.
SO RATING OF A THREE ON A FIVE POINT SCALE AND THEN THE PINK OR THOSE WE GAVE A RATING OF BELOW AVERAGE RAPPORT.
STILL, IF YOU LOOK AT THE TOP OF THIS CHART, YOU CAN SEE THAT MOST RESIDENTS RATED MISSOURI CITY AS AN EXCELLENT OR A GOOD PLACE TO LIVE AND TO RAISE SHOW.
UM, REALLY, REALLY OUTSTANDING RATE.
SO HERE'S SOME MORE PERCEPTIONS OF THE CITY.
ONE OF THE THINGS THAT REALLY STANDS OUT HERE, IF YOU LOOK AT THAT TOP ROW, OVER 75% OF RESPONDENTS RATE THE QUALITY OF LIFE IN THEIR COMMUNITY IS EITHER I GAVE RATING BEING EITHER VERY SATISFIED OR SATISFIED.
THAT'S COMPARED TO ONLY 7% WHO ARE DISSATISFIED.
SO HERE WE ASKED RESIDENTS TO RATE MAJOR CATEGORIES OF CITY SERVICES.
SO HERE WE'RE ASKING RESIDENTS TO RATE THESE ITEMS AT THE BIG PICTURE DEPARTMENTAL LEVEL.
AND THEN LATER ON IN THE SURVEY WE ASK ABOUT SOME MORE SPECIFIC AREAS WITHIN SOME OF THESE CATEGORIES.
SO ONE OF THE THINGS THAT STANDS OUT HERE IS HOW FEW RESIDENTS ARE DISSATISFIED WITH THESE DIFFERENT AREAS BACK.
THERE'S ONLY TWO AREAS WHERE MORE THAN 20% OF RESIDENTS ARE DISSATISFIED AND THOSE TWO ARE MAINTAINED STREETS, SIDEWALKS AND INFRASTRUCTURE.
AND THEN OVERALL COMMUNICATION.
AND EVEN FOR THOSE AREAS THOUGH, WHICH ARE THE LOWEST RATED AREAS, UH, YOU STILL HAVE FAR MORE RESIDENTS WHO GAINED POSITIVE RATINGS THAN NEGATIVE.
IF HAD TO GO TO THE TOP OF THIS CHART, YOU CAN SEE THE HIGHEST RATED AREAS ARE POLICE AND FIRE SERVICES, TRASH AND YARD WASTE AND PARKS AND RECREATION.
SO HERE WE HAVE A MAP OF THE CITY AND WHAT WE DID HERE IS BROKE THE RESULTS DOWN BY CENSUS BLOCK GROUP.
SO THESE ARE VERY SMALL AREAS AND WHAT THIS DOES IS IT TELLS US IF RESIDENTS IN DIFFERENT PARTS OF THE CITY HAVE DIFFERENT PERCEPTIONS OF THE CITY AND OUR RATING SERVICES DIFFERENTLY.
WE CREATE A MAP LIKE THIS FOR EVERY QUESTION ON THE SURVEY ASKED THEM A FIVE POINT SCALE.
SO THERE'S OVER 80 MAPS IN THE REPORTS.
I'VE GOT JUST A COUPLE OF HERE.
THIS SHOWS HOW RESIDENTS RATED MISSOURI CITY AS A PLACE TO, AND YOU CAN SEE THE ENTIRE MAP IS BLUE.
AND IN FACT, A LOT OF IT IS DARK BLUE, WHICH IS THE HIGHEST POSSIBLE RATING.
SO THIS TELLS US THAT RESIDENTS THROUGHOUT THE CITY ARE OUR RETINA, MISSOURI CITY AS AN EXCELLENT OR A GOOD PLACE TO LIVE.
AND IN THIS MAP SHOWS THE RESULTS FOR MISSOURI
[00:30:01]
CITY AS A PLACE TO RAISE CHILDREN.AGAIN, THE ENTIRE MAP IS BLUE ALIVE, THAT EVEN DARK BLUE BEING THAT RESIDENTS THROUGHOUT THE CITY FEEL LIKE MISSOURI CITY IS AN EXCELLENT OR A GOOD PLACE TO RAISE CHILDREN.
AND WE'LL TAKE A LOOK TO SEE HOW YOUR RESULTS COMPARE TO OTHER COMMUNITIES.
AND YOU'LL SEE AS WE GO THROUGH THESE, UM, THAT IN MOST AREAS YOUR RATINGS ARE MUCH HIGHER THAN OTHER COMMUNITIES.
SO FOR THESE NEXT FEW SLIDES, THE BLUE BAR ARE MISSOURI SENIOR RESIDENTS WHO ARE EITHER VERY SATISFIED OR SATISFIED THAT CATEGORY.
THE RED ARE THE SATISFACTION RATINGS FROM RESIDENTS FROM ALL ACROSS THE U S AND THEN THE YELLOW ARE THE SATISFACTION RATINGS FROM RESIDENTS THROUGHOUT THE STATE OF TEXAS.
SO THIS FIRST CHART IS FOR PERCEPTIONS OF THE CITY.
AND YOU CAN SAY THAT YOU RATE MUCH HIGHER THAN OTHER COMMUNITIES AS A PLACE TO LIVE AS A PLACE TO RAISE CHILDREN.
AND AS A PLACE TO RETIRE FOR EACH OF THOSE YOU'RE MORE THAN 20 PERCENTAGE POINTS ABOVE THE REGIONAL, THE TEXAS AVERAGE, YOU'RE A LITTLE ABOVE, UH, THE COMMUNITIES AS A PLACE TO WORK.
AND AS FAR AS MOVING IN THE RIGHT DIRECTION, YOU RATE A LITTLE BIT LOW AS A PLACE TO VISIT.
YOU'RE PRETTY MUCH ON PAR WITH THE COMMUNITIES IN THAT AREA.
SO THESE ARE COMPARISONS FOR MAJOR CATEGORIES OF CITY SERVICES.
SO AGAIN, THIS IS WHERE WE'RE ASKING THE RESIDENTS TO RATE THESE AREAS AT THE KIND OF BIG PICTURE DEPARTMENTAL LEVEL AND FOR JUST ABOUT EVERY SINGLE CATEGORY YOU RATE SIGNIFICANTLY HIGHER THAN OTHER COMMUNITIES.
THE ONLY AREA WHERE YOU'RE NOT SIGNIFICANTLY HIGHER IS COMMUNICATION, WHICH IS THAT BOTTOM ROW.
BUT EVEN FOR THAT, AND YOU CAN SEE YOU'RE PRETTY MUCH ON PAR WITH THAT.
THE COMMUNITIES, THE AREAS WHERE YOU'RE ALREADY INTO, THE FARTHEST ABOVE THE REGIONAL AND NATIONAL AVERAGE IS POLICE.
AND FIRE SERVICES, UM, TRASH AND YARD WASTE, PARKS AND RECREATION, AND THE CUSTOMER SERVICE.
SO THIS SHOWS COMPARISONS FOR PUBLIC WORKS.
YOU CAN SEE THERE'S FIVE AREAS WHERE YOU RATE SIGNIFICANTLY HIGHER THAN OTHER CITIES, WHICH INCLUDES, UH, STREET SIGNS AND TRAFFIC SIGNALS.
UH, THE CONDITION OF MAJOR STREETS REALLY IS SIGNIFICANTLY ABOVE OTHER CITIES.
YOU HAVE A 71% SATISFACTION RATING.
THE REGIONAL NATIONAL AVERAGE IS BELOW 50%.
YOU ALSO RATE MUCH HIGHER THAN OTHER CITIES WHEN IT COMES TO MOWING AND TREE TRIMMING ALONG STREETS, NEIGHBORHOODS, STREETS AND SIDEWALKS.
THERE ARE A COUPLE AREAS WHERE YOU RATE A LITTLE BIT BELOW WHERE THE COMMUNITIES AND THAT INCLUDES STREET LIGHTING AND THEN ANIMAL SERVICE ENFORCEMENT.
AND HERE ARE THE COMPARISONS FOR POLICE, FIRE AND EMERGENCY SERVICES FOR ALL 11 AREAS RATE ABOVE THE NATIONAL AVERAGE.
AND THERE'S SEVEN AREAS THAT ESPECIALLY STAND OUT.
SO THAT INCLUDES THE OVERALL QUALITY OF FIRE SERVICES, HOW QUICKLY FIRE PERSONNEL RESPOND TO EMERGENCIES, OVERALL QUALITY OF POLICE, HOW QUICKLY POLICE RESPOND TO EMERGENCIES, UH, FORCING TRAFFIC LAWS, UH, THE VISIBILITY OF POLICE IN NEIGHBORHOODS AND THEN POLICE SAFETY AWARENESS PROGRAMS. NEXT SLIDE.
AND THEN HERE ARE COMPARISONS FOR CUSTOMER SERVICE.
THIS IS BASED ON RESIDENTS WHO HAVE CONTACTED THE CITY IN THE PAST YEAR AND IN ALL FIVE AREAS YOU RATE AT OR ABOVE THEIR NATIONAL REGIONAL AVERAGE.
THE AREAS THAT ESPECIALLY STAND OUT IS THE COURTEOUSNESS OF CITY STAFF, THE ACCURACY AND ASSISTANCE, THAT INFORMATION THAT YOU'RE PROVIDING TO RESIDENTS AND THEN HAVE OUR RESIDENTS BE LIKE THEIR ISSUE WITH HIM.
SO NOW WE'LL TAKE A LOOK AT SOME TRENDS, HOW THESE RESULTS COMPARE TO PREVIOUS YEARS.
UM, SO IF YOU LOOK AT THIS NEXT SLIDE, SINCE 2018 SATISFACTION RATINGS HAVE INCREASED AND WE ATE THE 87 AREAS THAT WE COMPARED STAY THE SAME IN SEVEN OF THOSE AREAS AND THEN DECREASE IN 32.
SO THIS CHART SHOWS THE COMPARISONS FOR MAJOR CATEGORY OF CITY SERVICES.
UH, SO THE BLUE LINE SHOW, THE SATISFACTION RATINGS FOR 2020 SURVEY GRAY IS 2018 AND THEN THE PAINTERS 2016.
SO IN MOST AREAS THAT SAYS FACTS, YOUR RATINGS ARE PRETTY SIMILAR TO WHAT WE SAW A COUPLE OF YEARS AGO.
THERE ARE TWO AREAS THAT HAVE HAD A DECREASE OF 5% OR MORE SINCE THE LAST SURVEY.
THAT INCLUDES EFFORTS TO ENSURE THE COMMUNITY'S PREPARED FOR EMERGENCIES AND THEN OVERALL COMMUNICATION FROM THE CITY.
AND THEN WE DO HAVE ONE AREA THOUGH THAT'S HAD A INCREASE OF AT LEAST 5% SINCE THE LAST SURVEY, WHICH IS OVERALL TRAFFIC
[00:35:01]
FLOW.AND THAT WAS ONE OF THE TOP PRIORITIES IN THE SURVEY A COUPLE OF YEARS AGO.
YOU CAN SEE THE SATISFACTION'S INCREASED BY 5% GOING BACK TO 2018 UP BY 9% GOING BACK TO 2016 OKAY, SO NOW WE'LL TAKE A LOOK AT SOME OF THE TOP PRIORITIES FOR THE COMMUNITY.
SO THIS IS WHAT WE CALL THE IMPORTANT SATISFACTION RATING.
AND YOU MIGHT REMEMBER THIS FROM PREVIOUS SURVEYS.
THIS IS A TOOL THAT WE USE TO HELP COMMUNITIES SET PRIORITIES AND DETERMINE WHAT ARE THE MOST IMPORTANT.
SO THIS ANALYSIS IS BASED ON TWO QUESTIONS ON THE SURVEY.
FIRST WE ASKED RESIDENTS HOW SATISFIED THEY ARE WITH SERVICES.
AND THEN THE FOLLOWUP QUESTION IS WHICH SERVICES ARE THE MOST IMPORTANT FOR THE CITY TO EMPHASIZE OVER THE NEXT COUPLE OF YEARS.
SO THE IDEA HERE IS THAT THOSE AREAS THAT HAVE A COMBINATION OF A LOW SATISFACTION RATING BUT ARE ALSO RATED AS THE MOST IMPORTANT SHOULD BE THE HIGHEST PRIORITIES.
SO THIS FIRST TABLE IS FOR MAJOR CATEGORIES AND SERVICES.
UH, THE NUMBER ONE PRIORITY IS MAINTAINING STREET SIDEWALKS AND INFRASTRUCTURE RESIDENTS RATE.
THAT IS THE MOST IMPORTANT AREA TO FOCUS ON.
AND WE SAW THAT THE SATISFACTION IS MUCH HIGHER THAN OTHER COMMUNITIES WHEN IT COMES TO STREET SIDEWALKS AND INFRASTRUCTURE, BUT STILL AT RATE AT NIGHT THAT HAVE 10 ITEMS FOR THIS QUESTION.
AND THEN THE SECOND HIGHEST PRIORITY IS COMMUNICATION.
UM, AND THEN THIRD IS OVERALL TRAFFIC FLOW.
SO THIS TABLE SPECIFICALLY FOCUSED ON PUBLIC WORKS.
THE TOP FOUR PRIORITIES ARE ADEQUACY OF STREET LIGHTING, SIDEWALKS, NEIGHBORHOOD STREETS, AND THEN STRAIGHT STREET DRAINAGE.
SO HERE'S THE TABLE FOR PUBLIC SAFETY HERE.
THERE'S TWO PRIORITIES THAT REALLY STAND OUT.
UM, JUST GENERAL EFFORTS TO PREVENT CRIME.
AND THEN VISIBILITY OF POLICE AND NEIGHBORHOODS.
THEN HERE ARE THE TOP PRIORITIES FOR CODE ENFORCEMENT HERE.
THERE'S FOUR AREAS THAT STAND OUT, WHICH IS IN 40 CLEAN THEM, JUNK AND DEBRIS ON PRIVATE PROPERTY, ENFORCING, MOWING AND CUTTING OF WEEDS AND GRASS AND PRIVATE PROPERTY AND THEN ENFORCING THEM TO EXTERIOR MAINTENANCE, BOTH RESIDENTIAL PROPERTY AS WELL AS BUSINESS PROPERTIES.
AND THEN FOR PARKS AND RECREATION, THE TOP PRIORITIES ARE SENIOR CITIZEN PROGRAMS AND THEN THE QUALITY OF FACILITIES AT CITY PARKS.
SO I'VE GOT A FEW OTHER VARIOUS FINDINGS TO TAKE A LOOK AT.
AND THIS QUESTION WE ASKED RESIDENTS WHICH OF THESE SERVICES ARE THE MOST IMPORTANT? AND THEY WERE ABLE TO PICK THEIR TOP THREE CHOICES.
SO THE ONE RATED AS THE MOST IMPORTANT WAS LAW ENFORCEMENT, PERSONNEL PROGRAMS AND ACTIVITIES.
SECOND WAS FIRE AND LIFE SAFETY PERSONNEL PROGRAMS AND ACTIVITIES.
AND THE THIRD WAS FLOOD CONTROL.
SO THIS QUESTION IS WHEN WE ASKED ON THE SURVEY FOR THE FIRST TIME ON THIS YEAR SURVEY, SO WE ASKED RESIDENTS TO RANK THE IMPORTANCE OF THE SIXTH CITY COUNCIL STRATEGIC PRIORITIES.
BUT ONE BEING THE MOST IMPORTANT, SIX IS THE LEAST IMPORTANT.
SO THIS SHOWS A BREAKOUT OF WHAT PERCENTAGE OF RESIDENTS EAST PRIORITY AS A ONE, TWO, THREE, FOUR, FIVE OR SIX.
AGAIN, ONE IS THE MOST IMPORTANT, SIX IS THE LEAST IMPORTANT.
UH, BEATIFICATION IS THE ONE THAT HAD THE HIGHEST PERCENTAGE OF RESIDENTS RATED AS EITHER THE FIRST OR MOST OR SECOND MOST IMPORTANT PRIORITY.
AND FOR THE OTHER FIVE PRIORITIES, THE MEAN RATING, UH, WAS VERY, VERY SIMILAR.
UM, IF YOU LOOK AT PARTNERSHIPS AND INFRASTRUCTURE, THEY HAD A HIGHER PERCENTAGE OF RESIDENTS WHO WERE RATED AS A ONE, TWO OR THREE AND LIKE EMPLOYEES OR ECONOMIC DEVELOPMENT.
BUT THEN THEY ALSO HAD A LOT MORE RESIDENTS WHO RATED IT AS A SIX, WHICH IS THE LEAST PRIORITY.
SO IF YOU LOOK AT THE AVERAGE RATING IS VERY, VERY SIMILAR FOR PARTNERSHIPS, INFRASTRUCTURE, FIRE DEPARTMENT, EMPLOYEES AND ECONOMIC DEVELOPMENT AND REDEVELOPED.
WE ASKED WHICH SOURCES RESIDENTS USE TO GET INFORMATION ABOUT THE CITY.
AND THIS HAS BEEN CONSISTENT OVER THE OTHER TIMES WE'VE CONDUCTED THE SURVEY, THE TOP SOURCES OF INFORMATION ARE THE LOCAL NEWSPAPER, CITY'S WEBSITE, RESIDENTS, HOA.
AND THEN TV NEWS CHANNELS, NEXT SLIDE.
AND THEN HERE WE ASKED RESIDENTS TO RATE THE IMPORTANCE OF VARIOUS REASONS FOR LIVING IN MISSOURI CITY.
UM, SO THE DARK BLUE MEANS THAT'S A VERY IMPORTANT REASON.
[00:40:01]
IMPORTANT.UH, THE YELLOW IS NOT SURE, THEN THE PINK MEANS.
THAT'S NOT REALLY AN IMPORTANT REASON.
UM, SO THE MOST IMPORTANT REASONS THAT RESIDENTS ARE LIVING IN MISSOURI CITY INCLUDE SAFETY AND SECURITY, ACCESS TO QUALITY SHOPPING, TYPES OF HOUSING, THE AVAILABILITY OF RETAIL SHOPPING, ACCESS TO RESTAURANTS AND ENTERTAINMENT, AND THEN THE QUALITY OF PUBLIC SCHOOLS.
SO THAT'S SO JUST REALLY, THAT'S EVERYTHING THAT I HAD.
JUST A QUICK RECAP, SAW THAT RESIDENTS HAVE A POSITIVE PERCEPTION OF THE CITY, UM, VERY HIGH RATINGS AS A PLACE TO LIVE AND AS A PLACE TO RAISE CHILDREN.
OVERALL, THE SATISFACTION RATINGS ARE SIMILAR TO PREVIOUS SURVEYS AND GENERALLY OVERALL IT'S A GOOD THING BECAUSE ONCE AGAIN, YOUR RATINGS ARE MUCH HIGHER THAN OTHER COMMUNITIES.
ONE OF THE ONES THAT ESPECIALLY STANDS OUT AS CUSTOMER SERVICE, BUT AS WE SAW THERE ARE A LOT OF OTHER AREAS ALSO WHERE YOU ATE AT MUCH HIGHER THAN OTHER COMMUNITIES.
AND THEN THE TOP PRIORITIES ARE MAINTAINING STRING SIDEWALKS, INFRASTRUCTURE, COMMUNICATION WITH THE PUBLIC AND THEN POLICE AND FIRE SERVICES.
SO THAT IS EVERYTHING THAT I HAD.
UM, DOES ANYONE HAVE ANY, ANY QUESTIONS OR COMMENTS?
UM, ONE MORE TIME, ONE LAST CHANCE.
DOES ANYONE HAVE ANY QUESTIONS FOR JASON? ALRIGHTY.
WE WILL MOVE ON TO ITEM TWO C PRESENTATION OF POTENTIAL EXECUTIVE SEARCH FIRMS FOR THE POSITION OF CITY MANAGER.
UM, WE HAVE THE TOP THREE EXECUTIVE SEARCH FIRMS FROM THE COUNCIL'S EVALUATION MATRIX SCORING, WHICH WERE, WILL BE BAKER TILLY, SGR AND GOV H UH, WILL PRESENT THEIR PROPOSALS TONIGHT TO THE CITY COUNCIL.
EACH FIRM WILL HAVE 20 MINUTES TO PRESENT THEIR PROPOSAL AND COUNCIL WILL HAVE 15 MINUTES TO ASK FOLLOW UP QUESTIONS FROM EACH EXECUTIVE SEARCH FIRM.
AT THE END OF THIS PROCESS, COUNCIL WILL VOTE ON THE TOP FIRM THAT WILL REPRESENT THE CITY AND IT SERVES FOR THE NEXT CITY MANAGER.
UH, IF WE DON'T HAVE ANY QUESTIONS, THE FIRST FIRM UP WILL BE BAKER TILLY AND THE REPRESENTATIVE WILL BE EDWARD WILLIAMS. OKAY, EVERYBODY GIVE ME ONE MOMENT WHILE I GET YOU TO THE BREAK ROOM.
[00:45:23]
OKAY.YOU WERE SUPPOSED TO BE IN THERE WITH THEM.
YOU AND MARTIN BOTH OR JUST YOU AND ME AND MARTIN? BOTH.
YES, THEY ARE SUPPOSED TO BE IN AN OPEN MEETING SO EVERYONE SHOULD BE ABLE TO HEAR WHAT'S GOING ON.
[00:50:07]
AND DOUG, JUST TO LET YOU KNOW, THE REST OF US IN THE BREAKOUT ROOM SESSIONS, UH, GOT TIMED OUT SO WE HAD LOVED COMING BACK INTO THE MAIN SESSION.IF YOU WANT TO PUSH US BACK TO A BREAKOUT SESSION, I WILL.
SO, UH, WE SHOULD, WHAT'S HAPPENING COUNCIL MEMBER RULE IS, IS THAT AS THE FIRMS ARE PRESENTING THERE, THEY SHOULD BE COMING OUT, UP, OUT OF THE BREAKOUT ROOM AND JOINING US.
SO THE FIRMS THAT ARE NOT PRESENTING SHOULD STILL BE IN THE BREAKOUT ROOMS. OKAY.
AND AGAIN, JUST GIVE ME ONE MORE.
I WANTED TO LET YOU KNOW, I STILL CAN'T HEAR ANYTHING.
YOU CAN, IF YOU COULD START OVER, I WOULD APPRECIATE IT.
CAN EVERYONE HEAR OKAY? YEAH, THIS IS MAYOR FORD.
[Item 2C]
WHAT I NEEDED TO, I NEEDED TO BEFORE THE PRESENTERS STARTED PRESENTING.I NEEDED TO LET EVERYONE KNOW THAT THE PRESENTERS HAVE A HARD 20 MINUTE PRESENTING TIME.
AT THAT TIME I WILL YELL, PLEASE STOP.
I'LL GIVE YOU A FIVE MINUTE WARNING AND THEN FOLLOW UP.
COUNSEL WILL HAVE 15 MINUTES TO ASK QUESTIONS.
I WILL ALSO GIVE YOU A FIVE MINUTE WARNING.
WE WANT TO ENSURE THAT ALL THE FIRMS HAVE EQUAL TIME TO PRESENT AND FOR COUNCIL TO HAVE A FOLLOWUP QUESTION.
NOW, WHENEVER THE FIRM IS READY TO PRESENT, JUST LET ME KNOW AND I WILL START THE TIMER.
ALL RIGHT, I BELIEVE WE'RE READY.
UH, YOU MIGHT HAVE A GOOD EVENING CHUCK ROAR WITH BAKER TILLY AND ALSO I HAVE ON THE LINE DR. EDWARD WILLIAMS, WHO'S KNOWN TO MANY OF YOU IN MISSOURI CITY.
ORDINARILY YOU WOULD HAVE PENNY HEMIN OVER, UH, SHARING THIS PRESENTATION WITH EDWARD, BUT SHE HAD AN UNAVOIDABLE CIRCUMSTANCE THAT AROSE.
SO I'M STEPPING IN FOR THE EVENING AND GOING FORWARD, YOU WILL WORK WITH EDWARD AND PATTI IF YOU WERE TO HONOR US BY SELECTING US.
BUT THEN I WOULDN'T BE A PART OF THE PROCESS AS PART OF THE TEAM.
[00:55:01]
ENVIRONMENT.UH, TO RESPECT THE, CAN WE GO BACK ON? YEAH.
LET ME TALK BRIEFLY ABOUT, UH, WHAT WE WOULD LIKE TO SHARE WITH YOU.
I'LL BE SHARING ABOUT HALF THE SLIDES AND I'LL PASS IT OVER TO EDWARD.
UH, WE DO KNOW YOU HAVE A TIMELINE, WE'LL TRY TO BE RESPECTFUL OF THAT, BUT IF THERE'S ANY AREAS WHERE YOU NEED ADDITIONAL INFORMATION, PLEASE I ASK, UH, WE'D LIKE TO TALK ABOUT BAKER TILLY AS A FIRM, HOW WE LIKE YOU OR RESPONDING TO THE COBIT 19 AND DAMMIT, I WANT TO TALK A LITTLE BIT ABOUT OUR TEAM AND OUR EXPERIENCE AND OUR RECORD OF ACCOMPLISHMENT.
AND THEN I'LL TURN IT OVER TO EDWARD AND THEN WE'LL, AND I'LL STEP BACK IN AND PARTNER WITH EDWARD ON ADDRESSING YOUR QUESTIONS.
UH, OUR CLIENTS AND WE AS A FIRM HAVE BEEN STRONGLY IMPACTED BY THE COBIT 19.
I THINK THIS VIRTUAL INTERVIEW IS, IS EMBLEMATIC OR SYMPTOMATIC OF WHAT IS GOING ON.
ORDINARILY YOU MIGHT CHOOSE TO DO THESE BRING FIRMS IN, IN PERSON, WHICH WE UNDERSTAND, BUT, UH, WE HAVE FOUND WAYS OF DEALING WITH VIRTUAL INTERVIEWS EFFECTIVELY WHILE ALSO HONORING PUBLIC RECORDS, OBLIGATION, PUBLIC MEETING OBLIGATIONS.
WE KNOW SOME OF OUR CLIENTS HAVE LAYOFFS, FURLONG FURLOUGHS, HIRING FREEZE.
WE HAVE ASSISTED CLIENTS WHEN THEY'VE GOTTEN DOWN TO A FINAL CANDIDATE.
AND FOR WHATEVER REASON THAT CANDIDATE CAN'T COME TO THE COMMUNITY.
WE'VE HELPED SET UP VIRTUAL TOURS, NOT ONLY INTERVIEWS BUT TOURS OF THE CITY.
SO WE DO HAVE SECURE PASSWORD PROTECTED INTERVIEW ENVIRONMENTS, UH, AGAIN, WHICH MEET PUBLIC RECORD RESPONSIBILITIES.
WE THINK WE'RE FAMILIAR WITH THE CITY OF MISSOURI CITY.
UH, I'VE BEEN INVOLVED IN THE EXECUTIVE RECRUITMENT AND NATIONALLY FOR 20 PLUS YEARS, ALMOST 25.
UH, I HAVE INTERVIEWED WITH THE CITY OF MISSOURI CITY BEFORE OUR WORK.
OUR CITY HAS WORKED, UH, FOR THE CITY OF MISSOURI BEFORE AND EXECUTIVE RECRUITMENTS.
AND I THINK, UH, DR. WILLIAMS, UH, KNOWLEDGE AND TRACK RECORD WITH THE CITY SPEAK FOR ITSELF.
WE ALSO UNDERSTAND THAT, UH, MISSOURI CITY IS ONE OF THE MOST DIVERSE AND RACIALLY, CULTURALLY, ETHNICALLY, UH, COMMUNITIES IN THE HOUSTON AREA.
WE UNDERSTAND THAT, AND WE'LL CONDUCT THE RECRUITMENT ACCORDINGLY.
IT'S NOW GROWN OVER 4,000 EMPLOYEES, BUT I CAN ASSURE YOU THAT WHILE IT'S A HUGE FIRM, UH, RELATIVELY SPEAKING, UH, YOU'RE GOING TO DEAL WITH THE SAME INDIVIDUALS THAT BEFORE WE JOINED BAKER TILLY, UH, WE WERE SPRAYING STEP WATERS.
PRIOR TO THAT, WE WERE WATERS.
WE HAVE THE SAME STAFF, THE SAME TRIBE IMPROVE PROCESSEES.
SO YOU'RE DEALING WITH A RELATIVELY SMALL NUMBERS.
THOSE INDIVIDUAL WHO ARE BACKED UP BY THE RESOURCES OF A LARGER, UH, GLOBAL FIRM ACTUALLY, UH, IN THE UNITED STATES ARE A LITTLE OVER 4,000 EMPLOYEES WORLDWIDE.
THERE'S OVER 30,000, UH, THEY ARE EMPLOYEES WHO DEAL IN THE PUBLIC SECTOR.
WE OFFER MANY, MANY YEARS OF PUBLIC SECTOR EXPERIENCE OF SUCCESSFULLY COMPLETING RECRUITMENTS.
AND IN THE LAST FIVE YEARS OR SO, WE HAVE CONDUCTED
[01:00:01]
OVER A THOUSAND EXECUTIVE RECRUITMENTS FOR A VARIETY OF CLIENTS, CITIES, COUNTIES, SPECIAL DISTRICTS, UH, NATIONWIDE.WE HAVE OFFICES ALL OVER THE UNITED STATES, UH, UH, IN TEXAS.
UH, IN THE AUSTIN AREA, HOUSTON AREA, UH, DALLAS, FORT WORTH.
UH, THEN WE ALSO HAVE OFFICES MAXIMALLY.
UH, THE VALUE OF THAT IS THAT WE HAVE CONTACTS ACROSS THE NATION AND WE HAVE CONDUCTED RECRUITMENTS IN OVER 38 STATES, WHICH GIVES US A BROAD, BROAD AND DEEP NETWORK OF INDIVIDUALS.
IF WE WANT TO DISCUSS THE POTENTIAL FOR CANDIDATES IN A CERTAIN AREA AND WE HAVE THE RESOURCES AND THE CONTACTS AND THE NETWORK TO DO THAT, IF WE WANT TO VET CANDIDATES, WE'D HAVE THE RESOURCES AND THE NETWORK TO DO THAT, ALL OF WHICH WOULD BE OF VALUE TO THE CITY OF MISSOURI CITY PROCESS.
WELL, I THINK I'VE ALREADY PRETTY WELL ADDRESSED THAT.
SO IN THE INTEREST OF TIME, LET'S MOVE ON TO THE NEXT SLIDE.
UH, I HAVE THE HONOR OF DIRECTING THE PUBLIC SECTOR RECRUITMENT STAFF.
UH, WE HAVE FIVE RECRUITERS, ALL HAVE A PUBLIC SECTOR BACKGROUND, ALL HAVE GRADUATE DEGREES, ALL HAVE EXPERIENCE IN MUNICIPAL OR COUNTY ENVIRONMENT, SO THEY UNDERSTAND THE PUBLIC SECTOR.
I UNDERSTAND WHERE THE RUBBER MEETS THE ROAD, SO TO SPEAK.
UH, WE HAVE ART DAVIS AND KANSAS CITY ART IS A FORMER CITY MANAGER, UH, PATTY, HIM AND OVER IN ST PAUL I DISCUSSED MS HEMIN OVER EARLIER.
SHE'S A FORMER SCHOOL SUPERINTENDENT, UH, SHARON CLUMP AND ST PAUL WHO'S A FORMER FINANCE DIRECTOR.
SHE'S ALSO MANAGED A LARGE A NOT FOR PROFIT ORGANIZATION, STAY MONITOR IN RICHMOND.
VIRGINIA HAS A VERY INTERESTING BACKGROUND AND HE'S BEEN A COUNTY MANAGER AND ALSO A COUNTY ATTORNEY.
AND THEN I THINK MANY OF YOU KNOW, EDWARD, HE BRINGS A 20 YEARS OF EXPERIENCE IN HUMAN RESOURCES AND ORGANIZATIONAL DEVELOPMENT.
WE, UH, WE HAVE CONDUCTOR RECRUITMENTS AS I SAID EARLIER, ALL OVER THE NATION.
I THINK THERE IS A MORE EXHAUSTIVE LISTING IN OUR, UH, IN OUR PROPOSAL.
UH, SOME OF OUR RECENT CITY MANAGER RECRUITMENTS, THE CITY OF PARIS, TEXAS, UH, PORT ARTHUR, TEXAS, BEEVILLE, TEXAS, UH, CHIEF FINANCIAL OFFICER OF CITY OF PALACE.
WE RECENTLY COMPLETED A CITY ATTORNEY SEARCH FOR SCOTTSDALE, ARIZONA.
AND RIGHT NOW WE'RE CONDUCTING TWO RECRUITMENTS FROM FORT COLLINS, COLORADO, CHIEF FINANCIAL OFFICER, AND ALSO THE CHIEF.
SO WE HAVE A BROAD UNDERSTANDING OF THE PUBLIC SECTOR ENVIRONMENT, THE VARIOUS SKILLS INVOLVED, THE, THE NETWORK AND THE PROCESSES TO GET YOU THERE.
I'D LIKE TO MOVE ON TO THE NEXT SLIDE AND TURN IT OVER TO EDWARD PLEASE.
GOOD EVENING AGAIN, MAYOR AND COUNCIL.
UM, WHEN IT COMES TO A CITY MANAGER, I THINK WE ARE, UM, VERY CLEAR THAT IN MOST INSTANCES CITIES ARE LOOKING FOR WHAT WE CALL THE IDEAL CANDIDATE.
THIS INDIVIDUAL MUST PRESENT, UM, THE LIST SIMILAR TO THE ONE, AGAIN IN THE INTEREST OF TIME, BUT WE'RE LOOKING FOR SOMEONE.
UH, MOST CITIES WOULD WANT TO FIND SOMEONE THAT HAS THE RIGHT EDUCATION, THE RICE ABILITY, THE RIGHT TEMPERAMENT, THE ONE THAT GETS ALONG WITH THE COMMUNITY, GETS ALONG WITH ALL OF THOSE THINGS LISTED.
[01:05:01]
THAT INDIVIDUAL MUST HAVE A SENSE OF HUMOR.UH, SO LET'S GO TO THE NEXT SLIDE AND WE'RE GOING TO TRY TO MOVE THROUGH THIS A LITTLE QUICK.
THEY HAVE TO ENSURE THAT WE CAN GET ALL THE, UM, SO THE QUESTION THEN BECOMES, WHERE DO YOU FIND THAT INDIVIDUAL? LET'S GO TO SLIDE 19, DOUG.
UM, THE QUESTION BECOMES HOW DO WE FIND THAT INDIVIDUAL WHO HAS ALL OF THOSE TRAITS THAT WE MENTIONED WHO UNDERSTANDS THE BUSINESS OF CITY MANAGER? LET'S GO TO THE NEXT SLIDE PLEASE.
WE ASKED THE COUNCIL, AND THIS IS PART OF OUR PROCESS.
WE SIT WITH EACH COUNCIL MEMBER INDIVIDUALLY AND ASK SPECIFIC QUESTIONS ABOUT THE EDUCATION, THE EXPERIENCE, THE TYPES OF CITY, THE TYPES OF SERVICES, THE PROXIMITY TO METROPOLITAN AREA, THE SPECIFIC CREDENTIALS, EXPERIENCE, ALL OF THOSE THINGS WE ASK ABOUT LEADERSHIP, ATTRIBUTES, MANAGEMENT STYLE, COMMUNICATION, PREGNANCY.
UM, AND THEN WE DISCUSS SOME OF THE ISSUES THAT ARE OFTEN NOT DISCUSSED.
AND THOSE ARE THE, UM, ENVIRONMENTAL CHALLENGES OR OPPORTUNITIES.
UM, BASED ON THAT INFORMATION, UM, WE START CREATING.
WE START CREATING OUR MARKETING, RECRUITING AND OUTREACH PLAN.
ONCE WE HAVE THAT, WE GO BACK AND RETWEAK REREVIEW AGAIN AND WE LOOK AT THE CITY OF STRATEGIC PLAN.
WE LOOK AT YOUR VISION, YOUR MISSION, YOUR VALUES, GOALS, COUNCIL PRIORITIES.
WE LOOK AT ALL OF THE THINGS THAT ARE ESSENTIAL AND DEVELOP A PROFILE THAT IN OUR MIND IS YOUR IDEA OR YOUR VIEW OR DESIRE OF THE CITY MANAGER YOU SEEK.
ONCE WE'RE DONE WITH THAT, THEN WE LODGE A NATIONAL OR LOCAL SURVEY.
SOME CDS WILL TELL US WE WANT A UM, STATE SPECIFIC SURVEY.
SO I'M SAYING LET'S GO DO A NATIONAL SEARCH AND WE BASICALLY FOLLOW THAT DIRECTIVE IN TERMS OF THE SCOPE OF OUR SEARCH.
UM, AND ONCE WE'RE DONE WITH THAT, WE START A VERY AGGRESSIVE MARKETING RECRUITING AND OUTREACH CAMPAIGN.
YES, THERE IS THE TRADITIONAL ANNOUNCEMENT ON THE PROFESSIONAL WEBSITES SUCH AS TML AND THE IC AMA OR WHEREVER THE TYPE OF PROFESSIONAL WE SEEK.
IN THIS CASE, CITY MANAGERS ARE OFTEN AT TML OR I SEE A MAY.
THEN IN ADDITION TO THAT, WE ACCESS OUR DATABASE.
IT PROVIDES US WITH ACCESS TO A NUMBER OF INDIVIDUALS WHO MAY OR MAY NOT BE LOOKING, BUT WHO BASED ON OUR RELATIONSHIP, WE KNOW THAT WE MAY BE ABLE TO ENTICE THEM WITH THE RIGHT OPPORTUNITY.
I THINK WE'RE DOWN TO FIVE MINUTES SO I'M GOING TO RUN REAL FAST THROUGH THIS AND THEN WE'LL COME BACK.
BUT BASICALLY WHAT WE DO IS WE USE ALL OUR RESOURCES.
WE REACH OUT TO AN INDIVIDUAL, WE GATHER RESUMES FROM ALL OF THE INDIVIDUALS WHO MEET THE CRITERIA BASED ON THE PROFILE WE'VE DEVELOPED AND CREATED A BROCHURE FOR THAT PURPOSE.
AND WE BASICALLY THEN GO TO SLIDE 26 PLEASE.
WE BASICALLY THEN PROVIDE A SEMIFINALIST REPORT WHICH BASICALLY PROVIDES ANSWERS, DUE DILIGENCE QUESTION QUESTIONS.
BUT IT'S NOT ONLY THE ANSWERS TO THE WRITTEN QUESTIONS, WE ALSO PERFORMED SPECIFIC.
IT'S KIND OF LIKE A WRITTEN INTERVIEW THAT WE CONDUCT.
WE THEN DO, UM, UH, AES, WE GIVE YOU A SEMIFINAL LIST OF THE INDIVIDUALS WHO APPLY FOR THE POSITION.
UM, AND WE PROVIDE YOU WITH A RATIONALE FOR WHY WE'RE MOVING THEM FORWARD OR NOT.
PROBABLY ONE OF THE MOST CRITICAL PIECES IS BASED ON THAT PROFILE.
WE'VE DEVELOPED A SERIES OF QUESTIONS WHICH WE FORWARD TO EACH APPLICANT SO THAT WHEN WE PROVIDE YOU WITH A SEMIFINALIST REPORT, YOU ALSO HAVE ACCESS TO THE INDIVIDUAL SO YOU CAN SEE HOW THEY ANSWER THE SPECIFIC QUESTION.
LONG STORY SHORT, YOU GET TO MAKE FIVE MINUTES.
YOU GET TO DECIDE WHO TO INVITE FOR THE FINAL INTERVIEW.
UM, AND I'M GOING TO BASICALLY SKIP THROUGH AND BRING IT BACK TO CHUCK.
UM, ONCE WE HAVE COMPLETED WHAT WE CALL IS AN EXHAUSTIVE BACKGROUND, WHICH WE'LL ANSWER MORE IN DETAIL.
SO LET'S GO TO SLIDE 31 AND CHUCK, PLEASE TAKE OVER.
I'D BE GLAD TO, UH, SAY A LITTLE
[01:10:01]
FURTHER PLEASE.UH, ONE OF THE UNIQUE ASPECTS OF OUR, UH, PROCESS IS UTILIZATION OF A MANAGEMENT STYLE ANALYSIS, WHICH IS AN ONLINE INSTRUMENT.
WE ASK THE HIRING AUTHORITIES, IN THIS CASE, THE CITY COUNCIL TO COMPLETE THE ONLINE INSTRUMENT.
IT TAKES YOU ANYWHERE FROM 40, 45 MINUTES OR SO.
UH, WE GIVE YOU AN ONETIME USERNAME AND PASSWORD.
AND THEN IF WE HAVE A MAJORITY OF THE CITY COUNCIL, FIVE OR MORE THAN WE CAN CREATE A VALIDATED BASELINE FOR THE CITY OF MISSOURI CITY.
UH, THE INSTRUMENT LOOKS AT HOW, WHAT YOUR PRIORITIES ARE OR THE BEHAVIORS AND COMPETENCIES FOR YOUR NEXT CITY MANAGER.
AND THEN WE HAVE THOSE, THE FINALIST INDIVIDUALS, THE FINAL THREE, FOUR, FIVE, SIX EVER HAVE ANY JEWS REFERRING THE MISSOURI CITY FOR THE INTERVIEW PROCESS? WE HAVE THEM COMPLETE THE SAME INSTRUMENT.
AND THEN WE CAN COMPARE WHAT YOU SAID YOU WERE SEEKING.
WE HAVE YOUR BASELINE, NOT A TEXAS, NOT A NATIONAL, BUT YOUR BASELINE.
AND WE CAN COMPARE THOSE CANDIDATES AND WHERE THERE'S GAPS, UH, WHERE THEY MAY FALL SHORT IN SOME AREAS THAT MAY BE STRONGER THAN OTHERS.
YOU CAN SEE A SAMPLE REPORT ON THE RIDE.
THIS CANDIDATE HAD ONE ISSUE IN ONE AREA INDICATED BY THE RED, BUT GENERALLY POSITIVE.
SO THERE'S NO PERFECT CANDIDATE, BUT WE CAN GET AS CLOSELY AS POSSIBLE UTILIZING THAT ANSWER.
WE'VE PRIVATE GIVE YOU A RELATIVELY RAPID, YOU HAVE OUR PROCESS.
WITH YOUR PERMISSION, I'D LIKE TO TURN IT OVER TO YOU FOR QUESTIONS YOU MIGHT HAVE FOREVER OR FOR ME.
COUNSEL, YOU HAVE 15 MINUTES FOR QUESTIONS.
THIS IS COUNCIL MEMBER MARULA IN YOUR RFP YOU STATED THAT THERE WAS AN EXCEPTION TO SECTION 7.5.
UM, HOW DO WE WORK THROUGH THAT? WHERE IS THAT STILL THE CASE? UH, NONE.
I HAVE TO PULL UP THE PROPOSAL IF YOU CAN.
THAT'S THE SECTION REFERRING TO THE LEGAL FROM LEGAL REQUIREMENT, I THINK.
YEAH, OUR UH, OUR FIRM HAS LEGAL REVIEW ALL OF THE STANDARD CONTRACT REQUIREMENTS IN ADVANCE.
THEY SOMETIMES ISSUE A POTENTIAL EXCEPTION FOR, THERE MIGHT BE SOME DISCUSSION.
I'M TRYING TO GET THAT REAL QUICKLY SO I CAN RESPOND DIRECTLY TO YOUR QUESTION.
AND THEN MY LAST QUESTION, THE SECOND QUESTION IS, IS THAT, UM, CAN YOU TELL ME A LITTLE BIT MORE ABOUT YOUR PREDICTIVE ANALYSIS TOOL? THAT REALLY CAUGHT MY ATTENTION.
I LIKE TO LEARN MORE ABOUT IT.
ALL RIGHT, WELL THAT'S THE, THAT IS THE, UH, MANAGEMENT STYLE ANALYSIS THAT I WAS DISCUSSING IS WE ACTUALLY UTILIZE A PRODUCT UNDER LICENSED TTI, SCOTTSDALE.
THEY'RE ONE OF THE LARGEST EDUCATIONAL AND EVEN DEVELOPMENT CORPORATIONS IN THE COUNTRY.
THEY HAVE OVER A 30 YEAR TRACK RECORD AND IS SOMEWHAT BASED ON DISK.
UH, BUT I WOULD REFER THIS DISC ON STEROIDS CAUSE THERE'S A LOT MORE TO IT THAN SIMPLY A DISC PROFILE.
AND IT GIVES US A, IT DOES A COUPLE OF THINGS.
ONE, IT HELPS MATCH PEOPLE TO SITUATIONS.
THEN ALSO WE BELIEVE IT INCREASES THE POTENTIAL FOR LONGEVITY.
UH, SOMETIMES IT'S, I WOULDN'T SAY IT'S EVER SIMPLE, BUT SOMETIMES YOU CAN FIND INDIVIDUALS WITH THE HARD SKILLS NEEDED FOR THE JOB, BUT THEY DON'T HAVE THE PEOPLE SKILLS.
AND, UH, WE FOUND OVER TIME THAT WHEN PEOPLE DON'T WORK OUT IN JOBS, IT'S SELDOM BECAUSE THEY DON'T HAVE THE TECH PAST BECAUSE THEY DON'T HAVE PEOPLE'S SKILLS.
AND THAT'S REALLY WHAT WE'RE TRYING TO EVALUATE, MEASURE AND
[01:15:01]
PREDICT.UH, HAD A QUESTION AS FAR AS, UH, THE SOURCES THAT YOU RELY ON WHEN YOU ARE LOOKING FOR CANDIDATES.
AND OF COURSE YOU INDICATED THAT YOU HAD A, UM, UH, I GUESS A, A DATABASE OF INFORMATION, UH, FOR PEOPLE WHO, UH, I, I GUESS OVER, UM, YOUR MANY SEARCHES, UH, YOU'RE ABLE TO COLLECT THEIR INFORMATION.
YOU HAVE ANY KIND OF A PERCENTAGE OF HOW MANY OF THE, UH, CANDIDATES THAT YOU FILL A POSITION WITH COMES FROM YOUR, UH, YOUR DATABASE AS OPPOSED TO, UH, FROM LINKEDIN.
ARE SOME OF THE OTHER, UH, I GUESS MORE COMMON PLATFORMS THAT ARE OUT THERE? WELL, I CAN RESPOND THIS WAY.
UH, WHEN WE DO, WHEN WE EVALUATE CANDIDATES, THOSE THAT WE ASKED TO COMPLETE QUESTIONNAIRES, GO A LITTLE FURTHER IN THE PROCESS.
ONE OF THE QUESTIONS WE ASKED THEM IS, HOW DID YOU HEAR ABOUT THE VACANCY? AND, UH, PROBABLY 30 TO 40%, SAY FROM A MAILING OR A DIRECT CONTACT FROM OUR FIRM.
AND THEN ANOTHER 15, 20%, WE'LL PROBABLY SAY THEY SAW IT AND PML OR ICM OR ANOTHER ONE PUBLICATIONS.
AND THEN, UH, SOCIAL MEDIA IS BECOMING MORE AND MORE PROMINENT.
AND THEN WE HAVE ANOTHER HIM 12% WHO SAY, UH, THEY GOT IT, THEY SAW IT ON LINKEDIN OR THEY, UH, THEY SAW IT.
UH, SO ALL OF THAT COMES INTO PLAY.
THEN THERE'S ALSO A DIRECT CONTACT.
WE GO TO CONFERENCES DURING HER RECRUITMENT AND WE'RE GONNA, WE'RE GOING TO HAVE YOUR RECRUITMENT BROCHURES.
WE'RE GOING TO BE TALKING TO CANDIDATES, ALTHOUGH IN THIS COVEN ENVIRONMENT THAT'S REALLY CHALLENGING, BUT WE'RE GOING TO, WE'RE GOING TO GET THE WORD OUT JUST AS STRONGLY AS POSSIBLE.
AND YOU HAVE PEOPLE WHO HEAR ABOUT IT MULTIPLE WAYS WE CALL THEM, BUT THEY'VE ALREADY SEEN IT.
NICE CMA AND HOW THEY RESPOND TO THE SURVEY.
UH, SOMETIMES YOU CAN'T PREDICT HOW THEY'LL DO THAT.
LET ME, LET ME JUST ADD ONE ADDITIONAL THING COMES FROM IT.
ONE OF THE THINGS THAT I WANT TO HIGHLIGHT AT THIS TIME, OUR DATABASE IS SUCH THAT IT INCLUDES INDIVIDUALS.
UM, I'D SAY JUST ABOUT, UH, ABOUT 20%, 20 TO 25%.
UH, BECAUSE THIS IS A DATABASE OF INDIVIDUALS WHO HAVE APPLIED AND WHO HAVE ASKED US TO KEEP THEM IN MIND FOR OTHER POSITIONS.
THEY ARE TIME WHEN PEOPLE ARE NOT ACTIVELY LOOKING, BUT MANY OF US RECEIVE FROM TIME TO TIME.
UM, THE EMAIL, DO YOU KNOW ANYONE WHO MAY BE INTERESTED IN THIS POSITION? CAN YOU SHARE THIS WITH THEM? AND SO WE HAVE THAT RESOURCE ABOUT 20 TO 25% OF THE TIME.
WE CAN ACTUALLY DRAW FROM THAT TO FILL POSITIONS OR GET REFERENCES WITH SPECIFIC OR EVEN INVITE INDIVIDUALS DEPENDING ON THE LOCATION AND THE POSITION AND THE OPPORTUNITY.
THERE ARE SEVERAL FACTORS THAT INFLUENCES THAT NUMBER ITSELF.
HI, THIS COUNCIL WILL THE STERLING, I HAVE A QUESTION.
YOU MAY HAVE ALREADY ASKED IT, BUT I'M REALLY IMPRESSED WITH YOUR UH, YOUR MANAGEMENT STYLE ANALYSIS.
SO IS THIS SOMETHING IN HOUSE OR IS THIS THE DATABASE THAT YOU USE AND WHAT IS THE VALIDITY AND RELIABILITY OF IT? UH, WE FIND IT QUITE VALID.
WE WOULD BE HAPPY TO SEND YOU IF YOU WOULD LIKE A SAMPLE REPORT.
AND THEN ALSO TTI HAS A NUMBER OF WHITE PAPERS ON ITS WEBSITE AND DISCUSS THE RELIABILITY AND THE VALIDITY.
BUT HAVING SAID THAT, LET ME ALSO SAY IT IS NOT A PASS FAIL INSTRUMENT AND WE DON'T MAKE DECISIONS SOLELY BASED ON THAT INSTRUMENT.
UH, IT'S OUR BELIEF THAT WHEN YOU'RE MAKING A HIRING DECISION, ABOUT 50% OF THE DECISION SHOULD BE FROM THE RESUME AND THE CANDIDATES, PREVIOUS EXPERIENCE, ABOUT 25% OF THE DECISION SHOULD BE, UM, TESTING OR OTHER INDICATORS OF FUTURE PERFORMANCE.
AND ABOUT 25% SHOULD BE BASED ON WHAT REFERENCES
[01:20:01]
IF THEY'RE WELL DONE, BUT THE, UH, PROFESSIONAL REFERENCES THE SET ABOUT HIM OR HER OVER THEIR CAREERS.SO IT'S ONE TOOL AMONG OTHERS, BUT WE THINK IT'S A VERY IMPORTANT PIECE OF OUR PROCESS.
OKAY, KELLY AND I HAVE KIND OF A TWOFOLD QUESTION.
UM, ONE, WHAT IS THE UPSIDE OF, OF A CITY, UH, LIKE OURS OR ANY CITY UTILIZING AN EXECUTIVE SEARCH FIRM? UH, AND IN THIS CASE YOURS.
AND WHAT ARE THE DOWNSIDES OF NOT USING A SEARCH FIRM? YOU A TABLE COUNCILMAN? I THINK IT'S, IT'S ALWAYS AN INTERESTING QUESTION.
UM, THE DOWNSIDE IS THAT THERE IS COST ASSOCIATED WITH AN EXECUTIVE SEARCH.
UM, AND AS MY DAD ALWAYS SAID, YOU GET WHAT YOU'RE PAID FOR.
UM, THE GOOD SITE IS WE ACTUALLY HAVE A PROCESS THAT WILL PRETTY MUCH GUARANTEE PLACEMENT.
SO DIFFERENTLY IF WE, IF YOU SELECTED OUR FIRM AND YOU, UM, AND WE PLACE OR YOU HIRE THE INDIVIDUAL, ONE OF SEVERAL INDIVIDUALS, WE PRESENT FOR YOU TO MAKE THE DECISION.
UM, IF YOU, IF THAT INDIVIDUAL WINS THE LOTTERY AND MOVES TO BEVERLY HILLS OR DO WHAT HAVE YOU, WE WILL REPLACE THAT INDIVIDUAL WITHIN A CERTAIN PERIOD OF TIME, UM, AT NO PROFESSIONAL COSTS TO YOU.
SO YOU WOULD BE PRETTY MUCH RESPONSIBLE ONLY FOR PAYING, UM, FOR MARKETING AND PRINTING MATERIAL, WHICH IS REALLY IN THE NEIGHBORHOOD OF, UM, EASILY UNDER $5,000 AS OPPOSED THROUGH THE SENDING PROFESSIONAL FEE FOR AN EXECUTIVE SHIRT SEARCH.
ONE, THE UPSIDE IS THIS IS WHAT WE DO.
WE ARE ONE SOLE DEDICATED PURPOSE IS EXECUTIVE RECRUITING WHEREBY WE CAN UM, TAKE ADVANTAGE OF THE RESOURCES THAT WE HAVE FOR THAT, SUCH AS OUR DATABASE SUCH AS OUR NETWORK, SUCH AS THE PROFESSIONAL EXPERIENCES OF THE INDIVIDUALS WHO MINUTES, EDWARDS, WHO WERE PART OF OUR NATIONAL NETWORK.
SO I HOPE I ANSWERED THAT FOR YOU.
I'D BE MORE THAN HAPPY TO PROVIDE YOU WITH ADDITIONAL JUST IN THE INTEREST OF TIME IF YOU'D LIKE.
AND LET ME ADD ONE THING TO THAT.
UH, IF YOU LOOK AT HEY, TWO POTENTIAL DOWNSIDES, UH, COME TO MIND AS FAR AS UTILIZING EXECUTIVE RE RECRUITMENT FIRM, IT COULD INCREASE YOUR POOL OF APPLICANTS, BUT IT ALSO MIGHT WEED OUT SOME APPLICANTS BECAUSE WE HAVE A PANEL THAT IN SHORT INDIVIDUAL BEFORE WE, EVEN IF THEY HAVE BAGGAGE SO TO SPEAK, WE KNOW THAT THEY'RE GOING TO BE RELUCTANT TO APPLY IF AN EXECUTIVE RECRUITMENT FIRM IS INVOLVED.
UH, AND EDWARD MENTIONED THE COSTS, BUT I WOULD OFFER A BALANCE AND COMMENT ON THAT.
IF YOU DO THIS, RECRUITMENT IN HOUSE IS STILL GOING TO COST YOU MONEY BECAUSE YOUR STAFF IS GOING TO BE DOING THAT INSTEAD OF SOME OTHER, THERE'S AN OPPORTUNITY COST OTHER TIME, LIKE COULD BE DOING OTHER THINGS FOR THE ORGANIZATION.
SO, UH, IN SOME CASES I'M ALMOST SEEING A WASH.
FINANCIALLY, YES, YOU DO PAY A PROFESSIONAL FEE, BUT YOU HAVE A GUARANTEES AND THEN YOU ALSO HAVE A NETWORK AND THE EXPANDED RESOURCES OF PEOPLE DEDICATED YOUR RECRUITMENT.
SO, UH, THERE ARE UPSIDES AND POTENTIAL DOWNSIDES, SO REALLY MEANT THAT.
ARE THERE ANY OTHER QUESTIONS THERE? THREE MINUTES REMAINING? WELL, SINCE WE GOT THREE MINUTES, AND THIS IS FLOYD EMORY, UH, WE TALKED ABOUT, UH, PULLING TOGETHER, UH, A SEMIFINAL GROUP.
UH, UH, AS YOU, AS YOU'VE GONE THROUGH ALL YOUR VETTING AND PULLING OF AFRICANS, UH, NORMALLY WHAT WOULD YOU SEE AS THAT, UH, SEMIFINAL GROUP CONSISTING OF HOW MANY, HOW MANY, UH, INDIVIDUALS ACTUALLY THAT, UH, THAT IS REALLY DRIVEN BY THE CLIENT.
[01:25:01]
WHEN THEY'RE MAKING A HIRING DECISION, THEY TELL US, WE DON'T WANT TO TALK TO A LOT OF PEOPLE.SO THEY MIGHT WANT TO ONLY DEAL WITH A RELATIVELY SMALL SEMIFINAL GROUP, SIX, SEVEN, EIGHT IN MOST CASES, THE SEMIFINAL GROUP WHERE WE'RE GOING TO GATHER QUESTIONNAIRES AND THEN DO THE VIDEO INTERVIEWS AND ALL OF THAT.
IF WE MAKE ASSESSABLE TO YOU, WE RECOMMEND THAT WE TEND TO 12, PROBABLY 14 MOST.
UH, AND THEN BASED ON YOUR VIEWING THE INTERVIEW, SHE LOOKED AND IN OUR INTERVIEW NOTES OUR DISCUSSION.
UH, THEN YOU CAN GET THAT DOWN TO YOUR ACTUAL INTERVIEW GROUP.
AND AGAIN, LESS DEPENDING ON THE CLIENT.
WE'VE HAD CLIENTS WHO ONLY WANT TO TALK TO THREE OR FOUR.
WE'VE HAD OTHERS WHO WANT TO TALK TO FIVE, SIX, SEVEN.
PERSONALLY, I DON'T LIKE TO SEE, IN MY EXPERIENCE, I THINK TO GET DOWN TO ONLY THREE, YOU'RE POTENTIALLY SETTING YOURSELF UP FOR AN ISSUE BECAUSE IF YOU ONLY TALKED TO THREE, ONE OF MY, FOR WHATEVER REASON, EXCEPT THE JOB BEFORE YOU ACTUALLY GET A CHANCE TO INTERVIEW THEM.
OR RIGHT AFTER YOU INTERVIEW THEM, THEY MAY ACCEPT SOME OTHER JOB.
YOU MIGHT HAVE ONE PERSON COME IN AND SAY, WELL, I THOUGHT I WOULD LIKE MISSOURI CITY, BUT I DON'T LIKE IT.
PICK YOUR PROBLEMS THAT YOU MAY BE DOWN TO A DEFAULT POSITION.
SO WE LIKE TO SEE YOU INTERVIEW FOUR TO FIVE, REDUCE FROM A SIM SEMIFINAL ROOT OF 10 TO 12 IS IS THE NORM.
THERE ARE ACTUALLY ONLY ABOUT FIVE SECONDS LEFT, SO TIME IS UP.
WELL, THANK YOU FOR THE OPPORTUNITY.
ALRIGHTY, JUST GIVE ME ONE MOMENT.
OUR NEXT PRESENTER WILL BE A SGR AND DOUG THOMAS WILL BE THE REPRESENTATIVE FROM SGR.
JUST GIVE ME ONE SECOND AND THEN WE'LL GET STARTED.
HELLO DOUG, THIS IS SHANNON PLEASANT.
THEN FOR CHAIRMAN AND RISK MANAGER.
LIKE, UH, JUST LIKE TO LET YOU KNOW THAT YOU HAVE A HARD 20 MINUTES TO PRESENT.
I'LL GIVE YOU A FIVE MINUTE WARNING.
THIS WILL ENSURE THAT ALL THE FIRMS HAVE THE SAME AMOUNT OF TIME, UH, IMMEDIATELY FOLLOWING MAYOR AND COUNCIL WILL BE ABLE TO ASK YOU A FOLLOW UP QUESTIONS FOR AN ADDITIONAL 15 MINUTES AND I WILL ALSO GIVE A FIVE MINUTE WARNING.
LET ME KNOW WHEN YOU'RE READY TO START.
I WAS GOING TO SAY WE ACTUALLY HAVE TWO OF US.
JENNIFER FADDEN IS ALSO ONLINE.
AND JUST BEFORE WE GET STARTED I WANT TO MAKE SURE YOU CAN SEE AND HEAR ME FIRST.
AND JENNIFER DO YOU WANT TO CHECK ON YOUR END AND THEN I'LL, I'LL TURN IT OVER TO YOU TO START AND I'LL JUMP IN AFTERWARDS.
EVENING, THIS IS JENNIFER FADDEN.
CAN EVERYONE HEAR ME IF I CAN LET ME KNOW WHEN YOU'RE READY TO START.
[01:30:02]
THANK YOU ALL SO MUCH.GOOD EVENING MAYOR AND CITY COUNCIL.
I'M PRESIDENT OF EXECUTIVE RECRUITMENT AND INTERIM MANAGEMENT SERVICES FOR SGR AND WE ARE THRILLED TO BE HERE TONIGHT TO INTERVIEW WITH YOU, UM, AS A POTENTIAL SEARCH FIRM FOR YOUR NEXT CITY MANAGER SEARCH.
WE ARE VERY FAMILIAR WITH MISSOURI CITY.
UM, WE'VE DONE SEVEN SEARCHES OR YOUR COMMUNITY IN THE LAST 10 YEARS AND UH, WOULD BE THRILLED TO HAVE THE OPPORTUNITY TO WORK WITH YOU AGAIN.
UM, YOU HAVE OUR, OUR FORMAL PROPOSAL AND YOU LIKELY HAVE HAD THE OPPORTUNITY TO LOOK THROUGH THAT PROPOSAL.
UM, I WOULD SHARE WITH YOU THOUGH IF A FEW HIGHLIGHTS HERE AND THEN DOUG'S GOING TO VISIT WITH YOU ABOUT OUR PROCESS SPECIFICALLY, UM, AND HOW HE GOES ABOUT, UH, CONDUCTING EXECUTIVE RECRUITMENTS.
BUT FOR OVER 20 YEARS, SGR HAS FOCUSED ON THE SUCCESS AND INNOVATION OF LOCAL GOVERNMENT.
OUR FIRM IS DIFFERENT BECAUSE OUR TEAM IS MADE UP OF FORMER LOCAL GOVERNMENT PROFESSIONALS WHO INTIMATELY UNDERSTAND THE CHALLENGES THAT ELECTED OFFICIALS AND CITY STAFF FACE.
DOUG AND I ARE BOTH FORMER CITY MANAGERS.
UM, AND SO WE UNDERSTAND THOSE IMPORTANT PRIORITIES THAT COMMUNITIES WILL BE LOOKING FOR, PARTICULARLY IN AN IN A CITY MANAGER RECRUITMENT.
UH, WE FOCUS VERY HEAVILY ON OUR CORE VALUES OF CUSTOMER SERVICE INTEGRITY, PHILANTHROPY, CONTINUOUS IMPROVEMENT, FLEXIBILITY.
WE'RE GOING TO TALK A LITTLE BIT ABOUT, UH, THAT RIGHT IN A MOMENT AS WE TALK ABOUT COBIN 19 AND THE WORLD THAT WE LIVE IN NOW.
UM, BUT WE ARE A FULL SERVICE FIRM.
WE SPECIALIZE IN EXECUTIVE RECRUITMENT AND LIVE AND TRAINING PRETTY MUCH ANYTHING THAT A LOCAL GOVERNMENT NEEDS.
UH, IN TERMS OF PUTTING EMPLOYEES FIRST AND PUTTING LEADERSHIP, UM, IN THE DRIVER'S SEAT.
UH, WE, WE DO WHATEVER WE CAN TO FULFILL THOSE NEEDS.
SO AS I MENTIONED, IF YOU'LL GO TO THE NEXT SLIDE PLEASE.
UH, DOUG THOMAS IS THE PROPOSED RECRUITER FOR THIS ENGAGEMENT AND DOUG WILL BE WORKING WITH YOU DIRECTLY IN AN INTIMATE WAY, UH, VISITING WITH YOU ON AN INDIVIDUAL BASIS LEADING THIS ENGAGEMENT FOR YOU.
AND SO WITH THAT, DOUG, I'D LIKE TO HAND IT OVER TO YOU TO TALK SOME MORE ABOUT THAT.
AND WE ARE CERTAINLY PLEASED AND HONORED TO BE WITH YOU.
I'LL BE AT REMOTELY THIS EVENING GIVEN THE CIRCUMSTANCES OR THE ENVIRONMENT WE FIND OURSELVES IN.
BUT JUST TO PICK UP THE PIECES FROM WHERE JENNIFER LEFT OFF, MY BACKGROUND IS IN CITY MANAGEMENT.
I'VE WORKED IN CITY MANAGEMENT FOR OVER 35 YEARS AND I'M PROBABLY THE BEST POSTER CHILD COMMERCIAL FOR SGR BECAUSE I HAD ACTUALLY HIRED SGR TO DO SOME EXECUTIVE RECRUITMENTS FOR THREE DIFFERENT DEPARTMENT HEADS THAT I HAD, UH, WHEN IN MY LAST COMMUNITY AS CITY MANAGER IN LAKELAND, FLORIDA.
AND, UH, I WAS SO IMPRESSED WITH THE PROCESS FROM A CLIENT'S STANDPOINT OF HOW WELL A SDR HANDLED THE, THE VARIOUS CANDIDATES AND THE PROCESS AND THE TOUCH POINTS AND THE QUALITY OF THE SEARCH THAT WENT FORWARD.
UH, AND THEN AS I GOT TO LEARN MORE ABOUT SGR, ABOUT ALL THE OTHER SERVICES WE PROVIDE, I THINK IT, IT, IT CREATED A UNIQUE RELATIONSHIP BETWEEN THE PRINCIPAL OF THE FIRM, RON HOLIFIELD, MYSELF, AND I WAS HELPING HIM TRY TO GET PLUGGED IN WITH FRIENDS AND COLLEAGUES, NOT ONLY IN FLORIDA BUT ELSEWHERE ACROSS THE COUNTRY AS I'VE DEVELOPED MY, MY PROFESSIONAL BACKGROUND AND ONE THING LED TO ANOTHER AND RON EVENTUALLY SAID, HEY, DO YOU EVER WANT TO WORK FOR A BUNCH OF CITIES RATHER THAN JUST ONE? I SAID, WELL, WHEN I RETIRE, YES, BUT I WASN'T QUITE READY TO RETIRE.
AND HE SAYS, NO, THAT'S NOT, I'M TALKING ABOUT THAT.
DO YOU WANT TO COME ON BOARD AS A FULL TIME BASIS? AND YOU CAN PLAY ON ALL THE DIFFERENT SANDBOXES THAT SDR DOES A B TO HELP OUT OR AN OPERATION.
SO AFTER ABOUT TWO TO THREE MONTHS, I SAID A LOT OF YES, NOS AND MAYBES AND OUTREACH.
I TOLD RON I'D GIVE HIM A TWO YEAR COMMITMENT.
IF I DIDN'T LIKE IT, I'D GET BACK INTO THE GAME.
SO NOT ONLY DID I, I LIKE THIS COMPANY SO MUCH AND BELIEVE SO MUCH IN ITS VALUES AND ITS PRINCIPLES AND THE FORWARD THINKING APPROACH THAT WE BRING TO ALL OUR SERVICES, NOT JUST EXECUTIVE RECRUITMENT.
I ACTUALLY DECIDED TO RETIRE EARLY, UH, AND JOINED STR A FULL TIME BASIS.
SO, UH, WITH THAT, THAT'S A LITTLE BIT OF MY BACKGROUND, THAT NOT ONLY GUY, I APPRECIATE THIS FROM, I FELT SO STRONGLY JOINED THE FIRM ON A REGULAR BASIS.
SO I WANT TO WALK THROUGH AS THAT SLIDE LOADS.
UH, WHOEVER YOU SPEAK WITH THIS EVENING OUT THERE, WE'RE ALL GONNA HAVE OUR PROCESSES.
SOME OF THOSE ARE GONNA LOOK SIMILAR.
SOME OF THOSE ARE GONNA LOOK DIFFERENT, BUT THE BOTTOM LINE IS I WANT TO GIVE YOU AN INSIGHT.
WE'RE, WE'RE A LARGE FIRM, ONE OF THE LARGEST EXECUTIVE RECRUITMENT FIRMS IN THE COUNTRY, CERTAINLY ONE OF THE LARGEST PROBABLY IN THE STATE OF TEXAS
[01:35:01]
IN TERMS OF THE NUMBER OF SEARCHES WE DO IN TEXAS, AND I WANT TO HIGHLIGHT THAT WE HAVE ABOUT FIVE KEY PROCESSES THAT WE USE AND I'LL WALK YOU THROUGH THAT IN A VERY HIGH LEVEL.I'M NOT GOING TO GO THROUGH THE DETAILS BECAUSE THEY HAVE BEEN OUTLINED IN GREATER DETAIL IN YOUR PROPOSAL, BUT I ALSO WANT TO STRESS THE POINT THAT DESPITE THE FACT THAT WE TYPICALLY USE THESE, THESE PRINCIPLES AS WE DO OUR SEARCHES, WE'RE ALSO VERY MUCH A BOUTIQUE FIRM.
EVERY CITY THAT I DO A SEARCH IN, THERE'S ALWAYS A TWIST OR TURN OR THEY WANT TO DO SOMETHING DIFFERENT.
WE'RE HERE TO HELP YOU GET THROUGH THAT.
NOW WE CAN CERTAINLY ADD INSIGHT TO WHAT WORKS AND WHAT HASN'T WORKED AND GIVE YOU SOME PERSPECTIVES THAT IF YOU WANT TO DO SOMETHING THAT'S DIFFERENT, THIS IS THE WAY WE THINK IT CAN WORK OUT BEST.
BUT I WANT TO STRESS THE FACT THAT THIS IS YOUR SEARCH.
WE HAVE A PROCESS AND WE'LL TRY TO OVERLAY OUR PROCESS WITH WHAT YOUR EXPECTATIONS WOULD BE.
AND SO I'LL WALK THROUGH THESE VERY QUICKLY.
OBVIOUSLY WE CAN GO TO THE NEXT, THE NEXT SLIDE AS WE GO FORWARD AND I'LL JUST KIND OF WALK YOU THROUGH THOSE STEPS.
SO THE FIRST PART OF WHAT WORKS AND, AND I WILL TELL YOU AS SOMEONE WHO SAT ON THE DAY S WITH COUNCIL MEMBERS OVER A VARIETY OF COMMUNITIES OVER 35 PLUS YEARS, IS THAT THE FIRST AND FOREMOST EFFORT, THIS IS THE MOST IMPORTANT, IF THE MOST, IF NOT ONE OF THE MOST IMPORTANT DECISIONS YOU MAKE AS ELECTED OFFICIALS, THE PERSON YOU SELECT AS YOUR MANAGER WILL HELP YOU INDIVIDUALLY AND COLLECTIVELY TRY TO ACHIEVE THE GOALS, ASPIRATIONS, EXPECTATIONS, AND MANAGE YOUR DAY TO DAY OPERATION IN A MANNER THAT'S ACCEPTABLE AND PLEASING TO YOUR DIRECTION.
UH, YOU DON'T OFTEN GO THROUGH A PROCESS OF HIRING A MANAGER AND MOST COUNCILS AS A BOARD RARELY HIRE A MANAGER OR DO IT THEMSELVES BECAUSE IT'S A NEW PROCESS.
AND SO WE'RE HERE TO HELP YOU WORK THROUGH THAT.
AND SO PART OF OUR EFFORT IS TO FIRST AND FOREMOST SPEND TIME WITH EACH OF YOU AS ELECTED OFFICIALS.
WE ALSO SPEND TIME WITH ALL OF YOUR SENIOR STAFF, THE DIRECT REPORTS WE TYPICALLY ASK YOU WHO ELSE IN THE COMMUNITY FROM STAKEHOLDERS, WHETHER THEY'RE YOUR CHAMBER OF COMMERCE, YOUR ECONOMIC DEVELOPMENT FOLKS OR COUNTY FOLKS, YOUR REPRESENTATIVES.
IT COULD BE NEIGHBORING JURISDICTIONS, WHATEVER THE CASE WOULD BE, COULD BE NEIGHBORHOOD ASSOCIATIONS, WHATEVER THAT SOCIAL GROUP OR WHATEVER THOSE CONTEXTS WILL BE.
WE'LL ASK YOU TO HELP IDENTIFY THOSE FOLKS.
AND WE WILL SPEND AS MUCH TIME AS WE NEED TO WITH NOT ONLY YOU INDIVIDUALLY AND ALSO YOUR STAFF AND THEN ALSO YOUR COMMUNITY FOLKS.
AND THAT REALLY REPRESENTS THREE CIRCLES BECAUSE WE'RE TRYING TO UNDERSTAND WHOEVER GETS HIRED HAS TO CLICK WITH YOU AS A COUNCIL.
THEY'VE GOT TO CLICK AND UNDERSTAND THE DNA AND THE CULTURE OF YOUR ORGANIZATION.
AND THIS IS A PUBLIC POSITION SO THEY ALSO HAVE TO FIT INTO THAT ORGANISM, THAT COMMUNITY AS A WHOLE.
AND WHERE THOSE THREE CIRCLES OVERLAP IS WHERE YOU WILL FIND YOUR IDEAL CANDIDATES FOR YOUR CONSIDERATION.
SO ARMED WITH THAT TYPE OF BACKGROUND INFORMATION, WE'LL DEVELOP A BROCHURE THAT WE WILL HELP MARKET THE POSSESSION AND I'VE INCLUDED HERE THE NEXT SEVERAL SLIDES AND I'LL WALK YOU THROUGH THAT.
BUT BASICALLY FIRST AND FOREMOST WE'RE MARKETING YOUR COMMUNITY BECAUSE MANY OF THE COMMUNITY OR MANY YOUR PROSPECTIVE CANDIDATES MAY NOT HAVE EVER BEEN TO MISSOURI CITY.
SO FIRST AND FOREMOST WE WANT TO TALK ABOUT WHAT THE COMMUNITY IS LIKE, WHAT'S YOUR LIFESTYLE AND THE QUALITY OF LIFE AND THE THINGS THAT TAKE PLACE.
SO WE'LL GET A LOT OF INFORMATION AND WE'LL CAPTURE FROM THE CITY.
WE WILL ALSO SPEND SOME TIME TALKING ON THE BROCHURE AND WE'LL GET INFORMATION ABOUT WHAT YOUR VISION AND YOUR VISION, YOUR MISSION, YOUR VALUES, YOUR PRINCIPLES, YOUR STRATEGIC PLANNING.
I DO A LOT OF STRATEGIC PLANNING WORKS AND SO WE ALWAYS WORK WITH OUR COMMUNITIES TO UNDERSTAND WHAT ARE YOUR PRIORITIES.
SO THERE'LL BE INFORMATION ABOUT WHAT IS IMPORTANT TO YOU AND WHOEVER COMES INTO THIS POSITION IS GOING TO HAVE TO, THEY'LL HAVE HIS OR HER FINGERPRINTS ON THE THINGS YOU DO, BUT THEY'RE GOING TO BE INHERITING WHERE YOU ARE AT THAT POINT IN TIME WHEN HE OR SHE IS ULTIMATELY HIRED.
SO THERE'LL BE INFORMATION ABOUT THE BUDGET AND SOME OF THE NUMBER OF EMPLOYEES AND TAX RATES AND ALL THE OTHER TYPES OF THINGS ABOVE AND BEYOND THAT EXCELLENT PLACE.
WE'LL ALSO FROM ARMED WITH THE INFORMATION OF OUR DISCUSSIONS AND WE'RE GOING TO BE LEARNING A LOT ABOUT WHAT YOU FEEL ARE THE IDEAL ATTRIBUTES OF THE CANDIDATE.
UH, AND, AND SPEAKING TO ALL OF YOU, IT'S LIKE A WORD CLOUD SEVERAL, IF NOT MANY OF YOU WILL HAVE THE SAME THEMES OF THE THINGS THAT YOU WANT TO SEE IN THIS, IN YOUR HIGHER, BUT THERE WILL BE SOME OUTLIERS AS WELL.
SO WE'LL HAVE TO WORK WITH YOU TO GET AN UNDERSTANDING.
SO THE COLLECTIVELY THE SEVEN OF YOU AS THE HIRING AUTHORITY HAVE AN AGREEMENT ON WHAT, WHAT ARE THE ATTRIBUTES OF SKILL SETS AND SOFT SKILLS AND HARD SKILLS AND THINGS OF THAT NATURE.
IN THAT PROCESS, WE'LL TALK ABOUT GOALS AND OBJECTIVES AND ISSUES AND OPPORTUNITIES AND CHALLENGES THAT WE'LL INCORPORATE.
WE'LL CERTAINLY INCORPORATE WHAT YOUR EXPECTATIONS WOULD BE AN EDUCATION, EXPERIENCE, COMPENSATION AND BENEFITS.
UH, AND, AND REALLY PROVIDE A, A WEALTH OF INFORMATION TO PROSPECTIVE CANDIDATES AS THEY START TO GRAB INFORMATION ABOUT YOUR ORGANIZATION, YOUR COMMUNITY.
I THINK YOU CAN FLIP THAT SLIDE IF YOU WORK PLACE.
THE GOAL HERE IS TO REALLY MARKET THE POSITION.
AND THIS IS A SLIDE MOVING ON.
AND THEN OBVIOUSLY THE LAST PIECE IS HOW TO APPLY INFORMATION, THINGS OF THAT NATURE.
BUT AS YOU'LL SEE IN THE BOTTOM, THERE'LL BE A VARIETY PIECE ON RESOURCES.
THERE'LL BE LINKS AND INFORMATION THAT'S PROVIDED.
[01:40:01]
SO THE IMPORTANT POINT ON THIS IS THAT WE WILL WORK WITH YOU ON WHERE WE RECOMMEND YOU HAVE PLACEMENTS IN ADS.BUT I WILL TELL YOU THAT MANY OF THE CANDIDATES THAT YOU'RE GOING TO BE INTERESTED IN TALKING WITH ARE GOING TO BE WHAT WE CALL PASSIVE CANDIDATES.
THIS IS JUST A SNAPSHOT TO GIVE YOU AN IDEA THAT A GOOD PORTION OF INDIVIDUALS THAT ARE MAY APPLY TO THIS POSITION MAY NOT EVEN BE THINKING ABOUT MISSOURI CITY'S CITY MANAGEMENT OPPORTUNITIES.
SO IT'S OUR JOB AS YOUR RECRUITER TO PUSH THIS PROCESS OUT.
SO THIS GIVES YOU AN IDEA JUST IN SERVE SOME STATISTICS, BUT EACH PLATFORM WE USE WILL LOOK AND FEEL DIFFERENT IN TERMS OF THE SOCIAL MEDIA COMPONENTS, WHETHER IT'S OUR 10 AND 10, OUR LINKEDIN PAGES, INSTAGRAM, THE TARGETED OUTREACH, THINGS OF THAT NATURE.
AND WE'RE ONE OF THE FEW FIRMS THAT HAVE SOMEONE THAT'S DEDICATED TO HELPING YOU IN THAT, THAT OUTREACH FOR SOCIAL MEDIA, REACHING THOSE, THOSE PASSIVE.
THE REASON THAT'S IMPORTANT IS THAT AS YOUR CANDIDATES COME INTO OUR PROCESS, UH, WHAT YOU'RE GOING TO FIND IS CERTAINLY WE'RE GOING TO RECOMMEND YOU DO SOME STATE NATIONAL ADVERTISING.
BUT AS YOU'LL SEE HERE, THOSE ARE ONLY GOING TO GET YOU ABOUT 10%, UM, FROM THE, UH, THE STATE ADVERTISEMENTS AND SOMEWHERE AROUND 15% IN THIS CASE, TYPICALLY THE INTERNATIONAL CITY COUNTY MANAGEMENT ASSOCIATION, AND YOU'RE GOING TO GET ABOUT 10% THAT COME IN FROM OTHER SOURCES, FROM FRIENDS AND THINGS OF THAT NATURE.
BUT WHAT WE HAVE FOUND IN OUR, WE GO BACK AND LOOK AT ALL THE CONTACTS FOR OUR SEARCHES THAT ALMOST TWO THIRDS, ALMOST 66% OF OUR CANDIDATES THAT ARE IDENTIFIED AS SEMI-FINALISTS BY OUR COMMUNITIES HAVE HEARD ABOUT THE POSITION THROUGH SOMETHING SDR HAS NOT THROUGH DIRECT OUTREACH AND THINGS OF THAT NATURE.
AND JENNIFER'S GOING TO TALK A LITTLE BIT ABOUT SOME OF THE THINGS WE DO IN THAT REGARD.
WE'LL ALSO TALK A LITTLE BIT ABOUT, WE'RE IN A UNIQUE ENVIRONMENT AND WE'RE UNIQUE.
UH, THE ENVIRONMENT IS CERTAINLY A CHALLENGE FOR RECRUITERS AS WELL AS EMPLOYERS AT THIS POINT.
BUT WE HAVE, AS JENNIFER MENTIONED, THE FINANCE AND WE PIVOT PRETTY QUICKLY.
WE'RE USED TO DOING THINGS REMOTELY.
WE HAVE A LOT OF VIRTUAL OFFICES AROUND THE COUNTRY.
I HAPPEN TO BE IN FLORIDA, BUT I'M REGULARLY IN CONTACT WITH THE TEAM AND THE TEAM THAT WORKS WITH ME ON MY SEARCHES EITHER THROUGH VIDEO OR OTHERWISE EVEN BEFORE COVERT 19 WAS AN ISSUE.
BUT WE HAVE CERTAINLY PIVOTED AND USED OUR PLATFORMS THAT WE'VE USED INTERNALLY AND EXTERNALLY TO ALLOW TOTAL VIRTUAL PROCESS IF THAT'S WHERE THE COUNCIL WANTS TO GO FROM THE TIME THE SEARCH STARTS TO THE TIME ULTIMATELY GOING THROUGH INTERVIEWS.
WE'VE ACTUALLY GOT A ANOTHER COMMUNITY IN TEXAS THAT WAS ABOUT TO GO THROUGH A FINAL INTERVIEW PROCESS ENTIRELY VIRTUALLY AND MAKE AN OFFER THAT PROCESS STILL UNFOLDING.
SO WE CAN DO THAT, BUT WE CAN ALSO PIVOT AND WORK WITH YOU, UH, THROUGH ANY POINT TO, TO MAKE THIS PROCESS WORK RELATIVE TO WHATEVER THE CDC TRAVEL RESTRICTIONS AND SOCIAL DISTANCING RESTRICTIONS TO ACCOMMODATE WHAT YOU'RE TRYING TO ACCOMPLISH THERE.
IN A HIGH LEVEL, OUR PROCESS, I WANT TO TALK A LITTLE BIT ABOUT TIMETABLE.
NOW ONCE WE ARE ENGAGED TO DO THE WORK, UH, AND WE SCHEDULE THE PROCESS TO SIT DOWN WITH YOUR, YOUR YOU AS ELECTED OFFICIALS AND YOUR SENIOR STAFF AND APPOINTED OFFICIALS, THINGS IN YOUR COMMUNITY REPRESENTATIVES IS THAT PROCESS WRAPS UP.
IT'S TYPICALLY FROM THE TIME YOU SAY GO AND WE LAUNCH A POSSESSION TO THE TIME WE HAVE CANDIDATES EITHER IN TOWN INTERVIEWING ONSITE OR IN TERMS OF DOING SOMETHING REMOTELY AS ABOUT A ABOUT A 12 WEEK PROCESS.
IT CAN GO A LITTLE QUICKER, IT CAN GO A LITTLE SLOWER.
THERE'S TRADE OFFS BOTH EITHER WAY YOU GO, BUT THE BOTTOM LINE IS THE FIRST 30 DAYS IS US DOING OUR THING, MARKETING THE POSITION, MOVING FORWARD AND OUTLYING, TRYING TO RECRUIT THE BEST CANDIDATE POOL.
AND THEN THE NEXT TWO THIRDS OF THAT PROCESS IS THE PROCESS OF NARROWING DOWN FROM YOUR CANDIDATE POOL TYPICALLY TO ABOUT EIGHT TO 12 FOLKS WHO ARE SEMI-FINALISTS AND WE'LL HELP YOU WITH THAT PROCESS.
BUT YOU'RE ALWAYS IN CONTROL OF THAT.
THOSE EIGHT TO 12 FOLKS WILL BE INVOLVED IN PRERECORDED VIDEO INTERVIEWS, A PRETTY DETAILED QUESTIONNAIRE.
SO YOU'LL LEARN MORE ABOUT THEM THAN WHAT YOU WOULD JUST SEE IN THEIR COVER LETTER, THEIR RESUME.
WE START STAGE ONE MEDIA SEARCHES, WHICH ARE HIGH LEVEL MEDIA SEARCHES THAT WE'RE STARTING TO GET SOME BACKGROUND INFORMATION ON THE PROCESS AND THEN AS WE COMPLETE THAT INFORMATION, TURN THAT BACK OVER TO YOU AND GIVE YOU SOME TIME TO REVIEW IT AND WE'LL WORK WITH YOU TO NARROW THAT POOL DOWN TO TYPICALLY SOMEWHERE BETWEEN THREE TO FIVE OR THREE TO SIX FOLKS THAT YOU WOULD LIKE TO CARRY ON AS FINALISTS.
AND THAT PROCESS THEN INVOLVES UM, TYPICALLY PSYCHOMETRIC ANALYSIS.
UH, WE USE A COUPLE OF DIFFERENT INSTRUMENTS THAT ARE AVAILABLE TO YOU.
UH, WE ALSO ASK THEM TYPICALLY TO RESPOND TO WHAT'S CALLED A FIRST YEAR GAME PLAN, WHICH IS A WRITTEN DOCUMENT OF HOW THEY'LL ACCLIMATE THEMSELVES TO THE POSITION THE COMMUNITY IN THE FIRST 30, 60, 90 AND 180 DAYS AND BEYOND.
SOMETIMES YOU'LL WANT TO HAVE POWERPOINT PRESENTATIONS AS PART OF YOUR INTERVIEW PROCESS.
WE WILL FACILITATE INTERVIEW PROCESSES WITH YOU, THE SENIOR STAFF, THE EDDY COMMUNITY STAKEHOLDERS.
WE'LL HELP YOU WORK THROUGH, MEET AND GREETS, WHATEVER THAT LOOKS AND FEELS LIKE IN THAT PROCESS.
UH, THOSE FINALISTS WILL GO THROUGH A MORE FORMAL STAGE, TWO MEDIA SEARCHES, WHEREVER THEY WORKED AS AN ADULT.
AND WE HAVE TYPICALLY EIGHT TO 12 HOURS PER CANDIDATE.
[01:45:01]
MINUTES.UH, AND THEN WE'LL ALSO COMPLETE THE BACKGROUND.
UH, FIRST CHECK, WE'LL COMPLETE CRIMINAL HISTORY, CREDIT, ALL THE DATABASES, ALL THAT.
AND THEN, UH, ABOVE AND BEYOND THAT WILL BE FORMALIZED REFERENCE CHECKS.
OUR JOB, AS JENNIFER SAID, WE'RE BOTH CITY MANAGERS.
UH, WE NEVER WANT TO CATCH A CITY COUNCIL OFF OFF BY SURPRISE.
AND SO OUR WORK IS CERTAINLY TO MAKE SURE THAT WE, UH, WERE ABLE TO COMPLETE THAT TASK AND GO THROUGH EVERYTHING TO YOUR SATISFACTION.
SO YOU'RE READY TO BE IN A HIRING MODE.
ASIDE WITH THAT, I'LL GO TO THE NEXT LINE.
I THINK JENNIFER'S GONNA PICK UP A COUPLE OF SLIDES TO WRAP THINGS UP.
UM, YOU HAVE A VERY DIFFICULT QUESTION AND DECISION IN FRONT OF YOU, MIRA COUNCIL.
AND SO WE WANT TO LEAVE YOU WITH WHAT MAKES SGR DIFFERENT.
UH, WE ARE THE NATIONWIDE RECOGNIZED THOUGHT LEADER IN LOCAL GOVERNMENT.
I TALKED ABOUT HOW WE, UH, FOCUS ON THE PRIORITIES OF COMMUNITIES.
ABOUT SIX WEEKS AGO, WE COMPLETELY PIVOTED OUR BUSINESS, UM, AND HAVE DEVELOPED A SERVANT LEADERSHIP LEADERS WEBINAR SERIES FOCUSED ON, UH, LEADERSHIP CONCEPTS IN A TIME OF CRISIS AND UNCERTAINTY THAT SO MANY OF OUR COMMUNITIES ARE FACING THAT'S BEEN, IT'S NOW AVAILABLE ON OUR WEBSITE TO OUR CLIENTS.
WE PUT TOGETHER A PANDEMIC, A BEST PRACTICES MANUAL, AND IN DEALING WITH THE PANDEMIC, HELPING COMMUNITIES DEVELOP CONTINUITY OF OPERATIONS PLANS IF THEY DON'T ALREADY HAVE THOSE.
AND SO OUR FOCUS IS TRULY ON HELPING LOCAL GOVERNMENT.
UH, WE WERE NOT INVOLVED IN ANY OTHER TYPES OF INDUSTRIES OR BUSINESSES.
OUR LEADERSHIP TEAM IS OUT AND VISIBLE AND LOCAL GOVERNMENT.
UH, WE HAVE A SUBSCRIBER OPT IN, A DATABASE OF APPROXIMATELY 50,000 PEOPLE WHO WANT TO KNOW WHAT SGR THINKS.
UH, EVERY WEEK WE PUBLISH A 10 AND 10, UH, LEADERSHIP SERVANT LEADERSHIP NEWSLETTER WITH 50,000 PEOPLE.
GETTING THAT ON A WEEKLY BASIS, YOUR POSITION WILL BE SEEN BY THOSE 50,000 PEOPLE.
WE WILL PROMOTE THE POSITION IN THAT NEWSLETTER.
WE ALSO HAVE AN ADDITIONAL DATABASE OF ABOUT 4,000 PEOPLE THAT ARE ALSO OPT IN SUBSCRIBERS WHO ARE INTERESTED IN CITY COUNTY MANAGEMENT POSITIONS SPECIFICALLY.
SO IN ADDITION TO ALL THE AMA ADS AND ANYTHING ELSE TML WHERE ELSE, WHEREVER ELSE YOU MAY WANT TO PROMOTE THIS POSITION, IT WILL HAVE A HUGE REACH JUST THROUGH SDRS NETWORK.
UM, WE ALSO HAVE THE SECOND LARGEST JOB BOARD IN THE COUNTRY WITH ABOUT 16,000 OF VISITORS PER MONTH, 1600 JOBS AT ANY GIVEN TIME AND ABOUT 15,000 VISITORS PER MONTH.
WE LOOK AT THIS AS A MATCHMAKING PROCESS.
UM, IT'S EASY FOR A RECRUITER TO LOOK AT RESUMES AND SAY, YES, THESE PEOPLE ARE QUALIFIED.
BUT WHAT IT REALLY COMES DOWN TO IS WHO IS THE BEST FIT FOR YOUR COMMUNITY.
AND AS DOUG MENTIONED, HE'S GOING TO BE SPENDING A LOT OF TIME WITH YOU UNDERSTANDING WHAT THAT PROFILE LOOKS LIKE AND ENSURING THAT AS WE GO THROUGH THE PROCESS, HE IS REALLY LOOKING FOR FIT AND HE'S LOOKING FOR THE MATCH.
UM, THAT'S GOING TO BEST SERVE MISSOURI CITY LONGTERM.
IF WE COULD GO TO THE NEXT SLIDE PLEASE.
I WANT TO LEAVE YOU WITH SOME INFORMATION AGAIN.
UH, I WANT TO SHARE WITH YOU A SURVEY REPORT THAT WAS CONDUCTED BY THE NATIONAL RESEARCH CENTER ON BEHALF OF SGR IN 2018, THE NATIONAL RESEARCH CENTER ASKS ALMOST 4,000 CITY MANAGEMENT PROFESSIONALS.
THEIR OPINION ON 14 DIFFERENT EXECUTIVE SEARCH FIRMS AND SGR RECEIVED THE HIGHEST OVERALL RATING AS WELL AS THE HIGHEST RATINGS FOR EACH SPECIFIC MEASURE OF QUALITY.
THIS SAYS THAT OUR COLLEAGUES RESPECT THE WORK THAT WE DO AND WE THINK THAT THAT RESULTS IN AN OVERALL HIGHER VALUE AND BETTER RESULT FOR OUR CLIENTS.
SO IF THAT, DOUG AND I ARE HAPPY TO ANSWER ANY QUESTIONS THAT YOU MAY HAVE ABOUT OUR PROPOSAL OR OUR PRESENTATION HERE TONIGHT.
AND THANK YOU SO MUCH FOR CONSIDERING SDR.
THANK YOU MAYOR AND COUNCIL, YOU HAVE 15 MINUTES NOW FOR FOLLOWUP QUESTIONS.
THIS IS COUNCIL MEMBER EDWARDS.
UM, I WANTED TO KNOW WHAT CITY MANAGERS AND OTHER CITIES HAVE YOU IDENTIFIED THIS YEAR WITH YOUR SUCCESSFUL SEARCHES? THAT IS, THAT'S A GREAT QUESTION MA'AM.
UH, WE, IN 2020, WE HAVE PLACED THE CITY MANAGER, CITY ADMINISTRATOR AND VENUS, TEXAS.
WE'VE PLACED THE CITY MANAGER IN DESOTO, TEXAS AND WE
[01:50:01]
ARE ABOUT TO, UH, ANNOUNCE THE PLACEMENT OF THE CITY MANAGER AND BERNIE, TEXAS.THOSE ARE OUR TEXAS SEARCHES THUS FAR THIS YEAR.
THE ASCA, SAME QUESTION I ASKED, UM, OTHER FIRMS, UH, WHAT, UH, WHAT DO YOU CONSIDER TO BE THE UPSIDE OF CHOOSING AN EXECUTIVE SEARCH FIRM AS A CITY LIKE OURS? AND WHAT ARE THE DOWNSIDES OF NOT SELECTING AN EXECUTIVE SEARCH FIRM? THANK YOU.
THIS IS COUNCIL MEMBER CALL ME, BY THE WAY.
DOUG, WOULD YOU LIKE TO FEEL THAT ONE? SURE.
I THINK I MENTIONED DURING MY PIECE OF THE PRESENTATION THAT THAT IN THE MIDST OF EVERYTHING YOU DO AS, AS COUNCIL MEMBERS, AS A GROUP, UH, HIRING A MANAGER IS NOT SOMETHING YOU DO ON A REGULAR BASIS AND YOU'RE ALL GONNA COME TO THE TABLE WITH WHATEVER BACKGROUND EXPERIENCE SHOULD WE HAVE FROM YOUR PRIVATE SECTOR EXPERIENCES AND OTHERS.
UH, IN TERMS OF THE WORK THAT YOU BRING TO THE TABLE, BUT IT'S NOT SOMETHING THAT YOU ROUTINELY DO.
AND SO THAT'S PROBABLY THE BIGGEST EFFORT YOU'LL, YOU'LL WORK WITH IF YOU DO IT, YOU'LL BE WORKING WITH YOUR STAFF, WHICH IS VERY COMPETENT.
AND I ACTUALLY WORKED WITH, UH, WITH MARTIN ON A SEARCH THAT, UH, HE WAS HR DIRECTOR WHEN I WAS IN PADUCAH, KENTUCKY FOR EXAMPLE.
SO HE SAID A CHANCE TO SEE OUR WORK IN ACTION AS A CLIENT, AS WELL AS AS YOUR HR DIRECTOR NOW IN MISSOURI CITY.
BUT THE BIGGEST CHALLENGE IS THE FACT THAT IT'S NOT SOMETHING YOU DO REGULARLY AND IT'S ALSO NOT SOMETHING YOUR STAFF DOES REGULARLY AS IT RELATES TO WHO ULTIMATELY WILL BE THEIR SUPERVISOR.
AND SO THE BENEFIT OF BRINGING SOMEONE TO THE TABLE LIKE US IS THAT, NUMBER ONE, WE DO THIS AND I STRESS THE FACT THAT I THINK WE'RE BETTER RECRUITERS BECAUSE WE ARE A FULL SERVICE LOCAL GOVERNMENT FIRM.
CLEARLY EXECUTIVE SEARCH IS ONE OF OUR LEADING BUSINESS LINES.
BUT THE FACT THAT WE WORK WITH COUNCILS AND DO ALL THE OTHER TYPES OF WORK, I THINK WE'RE BETTER RECRUITERS BECAUSE WE TO TRULY UNDERSTAND THE DYNAMICS AND THE CULTURE OF WHAT'S GOING ON IN LOCAL GOVERNMENT.
SO I THINK YOU BRING THAT TO THE TABLE.
BEYOND THAT, WHEN WE SPOKE EARLIER ABOUT THE OUTREACH, YOU CERTAINLY WILL USE YOUR, IF YOU DO IT INTERNALLY, YOU'LL DO THE NATIONAL AND THE STATE ASSOCIATIONS AND YOU'LL GENERATE SOME CANDIDATES.
SO DON'T GET ME WRONG ON THAT EFFORT, BUT WHAT YOU'RE NOT GOING TO LIKELY REACH AS MANY OF THOSE PASSIVE CANDIDATES THAT I SPOKE ABOUT WHEN I TALKED ABOUT THE IMPORTANCE OF SOCIAL MEDIA, THE OUTREACH EFFORTS, JENNIFER SPOKE ABOUT OUR TENANTS HAD 50,000 PEOPLE CR OUR STUFF EVERY, EVERY WEEK, EVERY TUESDAY MORNING THAT GOES OUT AND WE FEATURE UPCOMING SEARCHES AND CURRENT SEARCHES.
SO YOUR, YOUR WILL BE PART OF THAT EFFORT.
BUT THE OUTREACH OF THE SECOND LARGEST JOB BOARD AND ALL THE OTHER THINGS THAT THE SGR DOES WILL GET YOU FURTHER PENETRATION AND EXPOSURE TO THIS POSITION, ESPECIALLY LOWS, PASSIVE CANDIDATES THAT IF THEY'RE NOT LOOKING AT A JOB ABS NOW, YOU MAY NOT EVEN BE AWARE YET THE POSITION THAT'S OPEN.
AND THAT'S SO CRITICAL AS YOU, AS YOU SAW, TWO THIRDS OF OUR SEMIFINALIST TYPICALLY ARE SELECTED AND THEY HAVE HEARD ABOUT THE POSITION THROUGH SOMETHING THAT STR HAS DONE.
SO THAT'S, THAT'S CERTAINLY AN OUTREACH THAT YOU WON'T LIKELY GET BY YOUR OWN REGARDLESS OF WHATEVER YOUR, YOUR SOCIAL MEDIA COMPONENT WILL BE.
AND THE OTHER EFFORT IS TO HELP YOU THROUGH THE WHOLE PROCESS TO UNDERSTAND WHERE WE WORK BECAUSE WE HAVE A FORMER CITY MANAGER WORKING WITH YOU, UNDERSTANDING INDIVIDUALLY AND COLLECTIVELY WHERE YOU'RE AT AND UNDERSTANDING THAT FIT, GET SOMETHING THAT WE CAN DO AS AN OUTSIDE FACILITATOR AND ABOVE AND BEYOND THAT, AS SOMEONE WHO'S BEEN IN CITY MANAGEMENT FOR A LENGTHY PART, FOR HIS PROFESSIONAL CAREER, THAT'S A SKILLSET THAT YOU PUT YOUR STAFF IN A UNIQUE POSITION TO TRY TO UNDERSTAND THAT FIT, WHICH IS OFTEN INTANGIBLE.
AND SO THAT'S THE OTHER BENEFIT WE GET.
AND THEN WE CAN HELP YOU MANAGE THIS ENTIRE PROCESS FROM THE VERY START ALL THE WAY THROUGH, UP THROUGH NEGOTIATIONS AND THROUGH THE PROCESS.
AND THE OTHER ELEMENT THAT I WOULD SAY IS WE HAVE A GUARANTEE IF THE PERSON DECIDES TO LEAVE OR SEPARATES OR FOR WHATEVER REASON MOVES ON TO SOME OTHER OPPORTUNITY WITHIN 18 MONTHS AFTER THEY'VE COMPLETED THE PROCESS, WE REDO THE SEARCH WITHOUT ANY PROFESSIONAL FEE.
AND SO IF YOU GO THROUGH THAT YOURSELF, YOU HAVE AN EXPOSURE THAT IF YOU, IF IT DOESN'T WORK OUT, UM, THEN YOU'RE STARTING THE WHOLE PROCESS OVER IT.
YOU CERTAINLY WON'T INCUR COSTS, UH, INTERNALLY, WHETHER EXTERNALLY.
SO THERE'S A GUARANTEE THAT SITS, STANDS BEHIND OUR PROCESSES AS WELL.
HOPEFULLY THAT ADDRESSES YOUR KIND OF HIGH LEVEL OF THE PROS AND CONS THAT I THINK YOU FACE.
INTERNAL VERSUS EXTERNAL SEARCH PROCESSES.
THIS IS COUNCIL MEMBER EDWARDS.
I HAVE A QUESTION AND ANOTHER QUESTION.
UM, SINCE YOU GUYS WERE VERY PROMINENT AND INSISTENT WITH OUR LAST CITY MANAGER SEARCH, WHAT WOULD YOU POSE WILL BE DIFFERENT FROM THIS SEARCH AND WHAT ARE SOME PROS AND CONS THAT YOU GUYS LEARNED FROM THE LAST SEARCH THAT WILL BE BENEFICIAL WITH THIS SEARCH? YOU DON'T WANT JENNIFER? I KNOW, I'M
[01:55:01]
NOT SURE.I DON'T RECALL OFF THE TOP OF MY HEAD ON JENNIFER.
PROBABLY RECALLS WHO WAS INVOLVED IN YOUR LAST SEARCH.
I MEAN I WOULD CERTAINLY WANT TO TALK WITH, WITH THOSE OF YOU, I DON'T KNOW.
I KNOW THAT THERE ARE SEVERAL OBVIOUSLY DIFFERENT COUNCIL MEMBERS THAT WERE IN PLAY NOW THAT WEREN'T IN PLACE THEN WE WOULD CERTAINLY WANT TO GET A HANDLE OF, OF WHERE YOU MAY BE AND HOPEFULLY THE W WE HAVE A STATEMENT OF THIS BUSINESS THAT MANAGERS ARE HIRED AND FIRED WITH ENTHUSIASM OR RARELY BY THE SAME BOARD.
UH, THE PROCESSES THAT FOR WHATEVER REASON, BOARDS CHANGE IT SINCE THE NATURE OF THIS, THIS PROFESSION.
AND WE RECOGNIZE THAT AS, AS PROFESSIONAL MANAGERS THAT SOMETIMES THOSE PROCESSES DON'T WORK OUT BECAUSE BOARDS CHANGE.
SO I WOULD WANT TO TALK WITH, WITH THE SEVEN OF YOU AS ELECTED ARE WHERE YOU'RE AT AND THE CONCERNS.
I ALWAYS WANT TO UNPACK WHAT'S UP PLACE RELATIVE TO YOUR PREVIOUS MANAGER.
UH, I'VE ONLY SEEN WHAT I'VE SEEN IN THE MEDIA, BUT CERTAINLY THERE'S ALWAYS STORIES BEHIND THE STORY IF YOU WILL.
AND WE'D WANT TO UNDERSTAND THAT.
AND IF ANY OF YOU WERE INVOLVED IN THE PREVIOUS SEARCH, UH, THINGS THAT WORKED WELL IN YOUR BEHALF OR DIDN'T WORK WELL.
UH, WE MENTIONED EARLIER ABOUT OUR PROCESS BEING PRETTY SEAMLESS.
UH, WE ALSO EVALUATE AT THE END OF EVERY SEARCH WE DO AN EVALUATION, BOTH OF OUR FINALISTS AS WELL AS OUR CANDIDATE ARE OUR CLIENTS.
AND SO OUR PROCESSES CHANGE BASED UPON FEEDBACK AND DIRECTION AND INSIGHT.
AND I MENTIONED EARLIER ABOUT THE BOUTIQUE APPROACH THAT WE USE.
SO I WOULD WANT TO FIND OUT WHAT WORKED AND WHAT DIDN'T WORK.
UH, AND CERTAINLY WHAT THE EXPECTATIONS, ESPECIALLY OF COUNCIL MEMBERS THAT WERE NOT PART OF THE PROCESS IN THE PAST.
UH, AND THEN WE WOULD TAILOR OUR SEARCH ACCORDINGLY.
THE ONLY THING I MIGHT ADD TO THAT, UM, ANSWER, UH, DOUG, MIKE TANNER IS THE RECRUITER THAT WORKED WITH YOU ALL IN 2015 ON YOUR LAST CITY MANAGER RECRUITMENT.
HE IS STILL PART OF THE SGR TEAM AND UM, CERTAINLY CAN ADD INSIGHT AND INFORMATION TO THAT CONVERSATION.
I THINK THE FACT THAT WE'VE DONE SEVEN OTHER, YEP.
I'M SORRY, I JUST GOT AN ERROR MESSAGE THAT ZOOM QUIT.
I APOLOGIZE IF I CUT OUT THERE.
UM, I THINK THE FACT THAT WE'VE DONE OTHER SEARCHES WITH YOUR COMMUNITY MOST RECENTLY, UH, WORKING TO HELP PLACE PART IN THERE, UM, REALLY GIVES US THE ABILITY AND SORT OF THE LEG UP THAT WE UNDERSTAND YOUR COMMUNITY, UM, AND THE, THE PRIORITIES THAT YOUR COMMUNITY IS CURRENTLY CONSIDERING REGARDLESS OF WHERE YOU WERE IN 2015.
AND I WHOLEHEARTEDLY AGREE WITH DOUG THAT, UM, ANY LESSONS LEARNED FROM 2015 WE'LL CERTAINLY TAKE THOSE INTO CONSIDERATION, BUT THIS IS FIVE YEARS LATER AND, AND REALLY WE WANT TO FOCUS ON TODAY IN MISSOURI CITY AND WHAT YOUR PRIORITIES ARE TODAY AND WHAT YOU'RE LOOKING FOR.
WE'VE ALREADY BEGUN, UM, COLLECTING RESUMES.
UH, WE HAVE READ THROUGH THEM SORT OF KIND OF RACKED AND STACKED IF YOU WILL.
HAVE YOU, HAS YOUR FIRM WORKED WITH ANOTHER CITY THAT'S DONE SOMETHING SIMILAR AND IF SO, HOW HAS THAT WORKED OUT? WE, WE HAVE, UM, THERE, THERE HAVE BEEN ANY NUMBER OF OUR EXECUTIVE RECRUITMENT CLIENTS WHO FOR VARIOUS REASONS STARTED A PROCESS ON THEIR OWN AND THEN ENGAGED SGR TO ASSIST THEM GOING FORWARD.
AND SO, UH, WE WILL, WE WILL RECEIVE ALL OF THOSE APPLICATIONS IF THERE ARE SOME THAT YOU ALL WOULD CHOOSE NOT TO CONTINUE IN THE PROCESS THAT'S PERFECTLY AS WELL.
BUT UH, WE'LL RECEIVE THOSE APPLICANTS AND WE WILL TAKE THEM THROUGH THE PROCESS THAT WE WOULD TAKE THROUGH, UH, WITH APPLICANTS THAT CAME STRAIGHT TO SGR.
THEY'LL, DOUG WILL TALK WITH THEM.
UM, THEY'LL GO THROUGH OUR CANDIDATE EVALUATION PROCESS.
UH, THERE'LL BE TRIAGED ALONG WITH ANYONE ELSE THAT, UH, WOULD, WOULD APPLY FOR THE POSITION.
DOUG, DO YOU WANT TO ADD ANYTHING TO THAT? NO, I, I KNOW IN THE INTEREST OF TIME THAT'S, THAT WE'VE DONE THAT ON A NUMBER OF OTHER SEARCHES.
WE JUST WANT TO GET THEM INTO OUR SYSTEM.
AND THEN WHAT WE TRY TO DO IS WORK ON WHATEVER YOUR CUTOFF DATE IS SO THAT WE'RE NOT RUNNING PARALLEL SEARCHES WHERE WE'RE STILL PROCESSING CANDIDATES AND YOU'RE PROCESSING CANDIDATES.
SO IF WE WERE SELECTED, WE JUST KIND OF WORK WITH YOU AND DO THAT TRANSITION AND MAKE SURE THAT'S A SEAMLESS CUTOFF AND THEN WE WOULDN'T HANDLE THE OUTREACH TO THOSE CANDIDATES EITHER ALL OF THEM, IF THAT WAS YOUR WISH OR JUST THOSE THAT YOU HAD EXPRESSED SOME LIMITED INTEREST IN SO WE CAN GET THEM THROUGH OUR PROCESS.
I WANT TO PIGGYBACK BACK ON MY FIRST QUESTION.
UM, THE QUESTION BASICALLY ASKING WHAT OTHER CITY MANAGERS IN TEXAS, I GUESS THAT YOU GUYS HAVE WORKED WITH AND YOU MENTIONED THAT YOU WORK WITH THREE.
HOW DO THOSE CITIES BASICALLY COMPARE OR HAVE SIMILARITIES THAT WE HAVE AS A CITY, MISSOURI CITY?
[02:00:04]
THAT'S A GREAT QUESTION.UM, I THINK THAT THE THREE THAT WE'VE PLACED SO FAR IN 2020, UM, IN TEXAS, UM, I THINK THERE ARE A LOT OF SIMILARITIES TO DESOTO.
YOU SAW THE BROCHURE THAT DOUG PRESENTED IN OUR SLIDE DECK HERE.
UH, IT WAS THE DESOTO CITY MANAGER.
RECRUITMENT DOES, SOTO IS A SUBURB OF DALLAS.
AS YOU MAY BE AWARE, IT'S A FIRST STRING SUBURB AND, UM, IT HAS, UH, A VERY, IT'S A VERY DIVERSE COMMUNITY, UH, HAS THE TYPICAL CHALLENGES OF, UM, A COMMUNITY WITH DIVERSE NEEDS AND POPULOUS.
UM, AND SO THE COMMUNITY WAS REALLY LOOKING FOR DIVERSITY IN THAT CANDIDATE POOL, WHICH WE PUSHED HARD FOR, UM, THROUGH ADVERTISING AND OUR OUTREACH TO PASSIVE CANDIDATES.
UM, AND, UH, THEY DID A LOT OF COMMUNITY ENGAGEMENT AND STAKEHOLDER ENGAGEMENT AS PART OF THEIR PROCESS, ULTIMATELY BRINGING IN TWO INDIVIDUALS TO HAVE A MEET AND GREET WITH THE COMMUNITY.
UM, BUT WE, WE JUST WENT THROUGH THAT PROCESS EARLIER THIS SPRING AND I THINK THERE'S A LOT OF SIMILARITIES BOTH SIZE, LOCATION, UH, DEMOGRAPHICS, GEOGRAPHY, UM, VERY SIMILAR TO MISSOURI CITY I'D ADD AS WELL.
JUST A COUPLE OTHER DEMOGRAPHIC ISSUES.
OBVIOUSLY YOU'RE A PRETTY DIVERSE COMMUNITY IN TERMS OF YOUR POPULATION GROUPS OF AFRICAN AMERICANS, HISPANICS AND THE CULTURAL, CULTURAL COMPONENTS, UH, AS, AS A, AS A NEIGHBORING COMMUNITY TO TO HOUSTON, UH, MANY OF THE SEARCHES THAT I DO, LARGER COMMUNITIES, 75,000 TO WELL OVER A HUNDRED THOUSAND.
SO THE COMPLEXITIES THAT COME WITH A COMMUNITY OF THAT SIZE, MY LAST CITY WAS WELL OVER A HUNDRED THOUSAND FULL SERVICE CITY, INCLUDING ELECTRIC GENERATION AND DISTRIBUTION, BUT ALSO INVOLVING WATER, UTILITIES, WASTEWATER, UTILITIES, THINGS OF THAT NATURE.
SO THE DYNAMICS OF CANVAS THAT WE'RE LOOKING FOR, NOT JUST MEET THE SIMILARITIES TO YOUR, YOUR COMMUNITY AS A KIND OF A LIFESTYLE, BUT WE BE ALSO TALKING TO A NUMBER OF CANDIDATES THAT HAVE BEEN IN LA OF SOMEWHERE, OTHER SEARCHES THAT HAVE BEEN THE LARGER COMMUNITIES, UM, BE IT IN TEXAS OR ELSEWHERE, BUT ALSO BECAUSE THE NATURE OF YOUR OPERATION BEING A FULL SERVICE CITY, INCLUDING WATER, WASTEWATER AND THINGS OF THAT NATURE.
UH, THOSE WOULD BE FULL SERVICE CITY.
SOMETIMES CITIES IN SMALLER AND SOMETIMES CITIES EVEN OF YOUR SIZE DON'T NECESSARILY SUPPLY ALL OF THOSE SERVICES.
AND SO THAT WOULD BE A, CERTAINLY A COMPONENT THAT WE'D BRING TO THE TABLE, NOT THAT THEY'RE RUNNING PLANTS AND WASTEWATER PLANTS, BUT THEY HAVE TO HAVE A WORKING KNOWLEDGE OF RATES AND PROGRAMS AND ALL THE FINANCIAL INTERFACES THAT TOOK PLACE THERE.
SO THE FACT THAT THE SERVICE MIX THAT YOU GOT WOULD BE SOMETHING THAT WORKS REGARDLESS OF JUST LOOKING AT A TEXAS AREA BUT ALSO ACROSS THE COUNTRY.
AND THOSE WOULD BE CANDIDATES WE WOULD REACH OUT TO AS PART OF OUR PASSIVE CANDIDATE OUTREACH.
COULD YOU SPEAK A LITTLE BIT ABOUT, UH, YOUR OUTREACH TO, UH, THE CITIZENS AND THE BUSINESSES, UH, AS YOU GO THROUGH THIS PROCESS? CERTAINLY.
UM, WELL IT STARTS AT THE FRONT END WITH US ASKING YOU TO IDENTIFY WHO YOU'D LIKE US TO MEET WITH, UH, FIRST AND FOREMOST.
AND THAT CAN BE DONE EITHER, YOU KNOW, IF WE'RE IN PERSON OR VIDEO OR PHONES, WHATEVER, WHATEVER THE METHOD IS INVOLVED IN THAT.
SO WE WANT TO GET THAT, THAT CONNECTION.
SO IT STARTS AT THE FRONT END.
AND THAT'S IMPORTANT FOR YOU AS ELECTED OFFICIALS BECAUSE NOW YOU'RE ALSO REACHING OUT TO YOUR COMMUNITY AND STAKEHOLDERS BECAUSE THEY'LL WANT A PIECE OF THIS PROCESS IN SOME WAY, SHAPE OR FORM.
SO DOING IT AT THE START ACTUALLY SETS THE TONE IF YOU WILL.
WE HAVE ALSO WORKED WITH A NUMBER OF COMMUNITIES I'VE WORKED WITH, NUMBER OF MY CLIENTS THAT HAVE WANTED TO DO, UM, CITIZEN SURVEYS, UH, THAT WE WORK WITH.
WHATEVER PLATFORM YOU GOT AND HELP YOU CRAFT QUESTIONS AND COORDINATE THAT SO THAT YOU CAN GET SOME ADDITIONAL FEEDBACK ABOUT THE TYPE OF CANDLELIT AND BACKGROUND AND INFORMATION THAT IS IMPORTANT TO, TO THEM AS, AS CITIZENS.
UH, THAT TYPE OF INSIGHT IS SOMETHING WE CAN WORK WITH YOU ON.
AS I SAY, THAT'S SOMETHING I'VE DONE WITH A NUMBER OF MY CLIENTS WHEN WE WORK WITH YOU ABOUT THE INTERVIEW PROCESS, WHATEVER THAT LOOKS AND FEELS LIKE AS WE GET THROUGH THIS EFFORT, AS WE CLOSE TO THE LAB, WE'LL TALK A LOT ABOUT THAT.
BUT PART OF THAT WILL BE WHAT'S THE, WHAT? WHAT'S YOUR EXPECTATIONS? IS IT, IS IT SESSIONS JUST FOR THE COUNCIL? IS IT SESSIONS WITH YOUR SENIOR STAFF? MANY COMMUNITIES THAT I'VE WORKED WITH, ESPECIALLY LARGER COMMUNITIES WILL HAVE CITIZEN PANELS AND ALTHOUGH ULTIMATELY THE FINAL DECISION IS AS YOURS AS A COUNCIL FOR HIRING THE INDIVIDUAL, MANY TIMES YOU'RE GOING TO WANT TO HAVE FEEDBACK AND I'VE FACILITATED A VARIETY OF OF SEARCHES WHERE IN SOME CASES I'VE HAD AS MUCH AS THREE TO FIVE DIFFERENT CITIZEN PANELS THAT HAVE BEEN INVOLVED.
UH, WE CAN MAKE IT AS A LABORATORY.
WE CAN, WE CAN CERTAINLY, WE HELP YOU ALL THROUGH IT AND, AND, AND THROUGH THE INTERVIEW PROCESS AND TYPICALLY MEET AND GREETS AS WELL TO TRY TO ENCOURAGE OUTREACH FROM THE START ALL THE WAY TO THE FINISH.
[02:05:04]
ALL RIGHT.LAST BUT NOT LEAST, SO WE'LL BE GOV HR AND SARAH MCKEAN WILL BE THE REPRESENTATIVE FROM THE HR.
THE PROCUREMENT AND RISK MANAGER FOR MISSOURI CITY.
WANTED TO LET YOU KNOW YOU HAVE 20 MINUTES TO PRESENT.
I WILL GIVE YOU A FIVE MINUTE WARNING AND THIS IS TO ENSURE THAT ALL OF THE FIRMS HAD THE SAME AMOUNT OF TIME TO PRESENT.
IMMEDIATELY FOLLOWING YOUR PRESENTATION, YOU, UH, COUNCIL AND A MAYOR AND COUNCIL WILL HAVE 15 MINUTES TO GIVE THE FOR QUESTIONS AND ANSWERS.
AND I WILL ALSO GIVE A 15, I'M SORRY, A FIVE MINUTE WARNING AFTER THE, UM, DURING, DURING THAT TIME AS WELL.
AND WHEN YOU ARE READY TO START, GO AHEAD AND LET ME KNOW.
I MEAN, IT APPEARS THE PRESENTATION'S UP, SO I'M READY TO START.
THANK YOU MAYOR AND COUNCIL MEMBERS.
WE APPRECIATE THE OPPORTUNITY AND FEEL HONORED TO BE ABLE TO PRESENT OUR PROPOSAL TO YOU.
UM, AS SOME OF YOU KNOW, WE WERE ABLE TO DO A SUCCESSFUL SEARCH FOR YOU, FOR YOUR RECENT, UH, ASSISTANT CITY MANAGER POSITION.
AND SO WE FEEL HONORED THAT WE WERE ABLE TO COME BACK AND OFFER OUR SERVICES AGAIN AND SPEAK WITH YOU ABOUT THOSE THIS EVENING.
SO A LITTLE BIT ABOUT OUR PHILOSOPHY IN THE TERMS OF HOW WE PARTNER WITH THE COMMUNITY AND WE FEEL THAT IT TRULY IS A PARTNERSHIP.
UH, WE FEEL THAT, UH, GETTING TO KNOW THE COMMUNITY, UNDERSTANDING WHAT'S HAPPENING IN THE COMMUNITY, UH, THROUGH, UH, INTERVIEWS WITH EACH OF THE COUNCIL MEMBERS, THROUGH INTERVIEWS WITH RESIDENTS, UH, COMMUNITY STAKEHOLDERS, WHATEVER THAT PROCESS MIGHT BE.
WE DO FEEL LIKE IT IS A PARTNERSHIP.
WE WANT THINGS TO BE OPEN AND HONEST BETWEEN OURSELVES AND, AND OUR FIRMS SO THAT WE CAN UNDERSTAND WHAT YOU'RE LOOKING FOR AND THE TYPE OF PERSON THAT YOU'RE LOOKING FOR TO FEEL, UH, YOUR NEXT CITY MANAGER ROLE.
AND SO THROUGH THAT WE HONOR THROUGH THAT INTEGRITY TO DELIVER OUR SERVICES ON TIME AND THOROUGHLY AND PROFESSIONALLY AND OBVIOUSLY ENCOURAGE YOU TO SPEAK TO ANY OF OUR PREVIOUS CLIENTS AS WELL.
UM, ONE OF THE THINGS WE REALLY TALK ABOUT AS A TRUE HONEST ASSESSMENT OF THE CANDIDATES AND THINGS THAT WE'LL TALK ABOUT A LITTLE BIT LAYER THAT WE'VE LEARNED THROUGH OUR VIDEO CONFERENCES WITH THEM IS, UH, YOU KNOW, THE, THE STRENGTHS AND WEAKNESSES THAT THEY BRING TO THE TABLE AND HOW THAT WILL MESH WITH THE STRENGTHS AND WEAKNESSES THAT YOU'RE LOOKING FOR IN A CANDIDATE.
YOU KNOW, WHETHER THAT'S SOMEBODY WHO HAS A STRONG ECONOMIC DEVELOPMENT BACKGROUND.
AND THEN WE CAN HONESTLY ASSESS THAT AND DETERMINE, FOR INSTANCE, IF THEY'VE JUST NOT HAD THAT EXPERIENCE.
AND SO THOSE TYPES OF THINGS, WE WANT TO MAKE THAT FIT IN THAT PROCESS EQUAL A PLATFORM FOR ALL THE CANDIDATES, BUT ALSO TO BE ABLE TO BRING FORTH THE ONES THAT HAVE SOME OF THE STRONGER, UH, CHARACTERISTICS AND SKILLSETS THAT YOU'RE LOOKING FOR IN YOUR NEXT CITY MANAGER.
UM, AND OBVIOUSLY WITH RESPECT TO THAT, UH, AS A FORMER CITY MANAGER, OUR FIRM IS OWNED BY FORMER CITY MANAGERS.
ALL OF OUR RECRUITERS, UH, OUR FORMER CITY MANAGERS, ASSISTANT CITY MANAGERS OR DEPARTMENT HEADS, WHICH WHICHEVER THEIR SPECIALTY, RIGHT, GREEN.
AND SO WE THINK WE OBVIOUSLY BRING THAT CREDIBILITY ALONE, WITNESSED.
AND WITH THAT WE ONLY DO WORK IN MUNICIPAL GOVERNMENTS.
UH, WE DON'T GO INTO THE PRIVATE SECTOR WHATSOEVER.
FOR INSTANCE, WE WERE UNFORTUNATE ENOUGH TO BE SELECTED TO DO THE RECRUITMENT PROCESS FOR ICMS LATEST EXECUTIVE DIRECTOR A COUPLE OF YEARS AGO.
AND SO WE THINK THAT CREDIBILITY THAT SAYS THE INTERNATIONAL CITY COUNTY MANAGEMENT ASSOCIATION CHOSE OUR FIRM TO DO THAT RE RECRUITMENT.
AND WE SEE THAT AS THE ABILITY OF OUR PEERS TO HONOR US WITH THAT, WITH THAT PROCESS.
OBVIOUSLY LIKE OTHER FOLKS THAT YOU'RE SPEAKING WITH TONIGHT, WE ARE SPREAD ACROSS THE COUNTRY.
WE'VE DONE SEARCHES IN MULTIPLE STATES ACROSS THE COUNTRY.
UM, MULTIPLE RECRUITMENTS THROUGHOUT THE YEARS WE'VE BEEN IN EXISTENCE.
THE FIRM'S ACTUALLY BEEN IN EXISTENCE SINCE 1973.
UH, IT'S BEEN GOV H R SINCE 2009 AND SO IT'S HAD A COUPLE OF OWNERSHIPS BUT SOME OF THE OWNERS STAYED THE SAME AND SOME OF THEM ARE STILL ON OUR STAFF.
AND SO THROUGHOUT THOSE YEARS, UH, WE HAVE CHANGED NAMES A COUPLE OF TIMES, BUT WE STILL HAVE BEEN, OUR
[02:10:01]
FOCUS IS ON EXECUTIVE RECRUITMENT AND OTHER, UM, HR SERVICES.BUT EXECUTIVE RECRUITMENT IS STILL OUR, ONE OF OUR TOP PRIORITIES IN THAT WE WANT TO SEE EVERYONE SUCCEED IN LOCAL GOVERNMENT.
BEING ABLE TO PLACE PEOPLE IN CERTAIN ROLES IS AS A PART OF THAT PROCESS.
JUST A LITTLE THING ABOUT, YOU KNOW, OUR CONSULTANTS, THERE'S 20 OF US ON STAFF THAT BRING A FULL LINE OF DISCIPLINES TO LOCAL GOVERNMENT AND WE FEEL THAT OUR CLIENTS RESPECT THAT AND WE SEE THAT FROM THE REPEAT CUSTOMERS THAT WE'VE HAD, SUCH AS YOURSELF, AND THEN HAVE THOSE REPEAT CUSTOMERS OVER 40% OF 46% OF THOSE WHO'VE DONE MORE THAN TWO RECRUITMENTS TO OUR PROCESS.
AND WE THINK THAT SPEAKS A LOT TO THE PROCESS AS WELL AS OUR ABILITY TO PLACE QUALIFIED, WELL FIT CANDIDATES INTO POSITIONS NEXT WEEK PLEASE.
HERE'S OUR TEXAS EXPERIENCE JUST SINCE 2016 WE GO WELL BEYOND THAT BACK IN FURTHER YEARS.
UM, I, I DIDN'T REALIZE THIS WHEN I PUT THIS SLIDE TOGETHER, BUT I DIDN'T MEAN TO LEAVE MISSOURI CITY LAST, BUT IT JUST HAPPENED TO BE CHRONOLOGICAL OR ALPHABETICALLY HOW IT WORKED OUT.
THAT'S JUST HOW IT HAPPENED TO BE ON THE SLIDE THERE.
SO TALKING THROUGH OUR TAILORED PROCESS MIXED BECAUSE THAT IS A VERY BIG PART OF OBVIOUSLY WHY YOU'RE HIRING US TO DO THIS.
AND SO UNDERSTANDING, COMING INTO INTERVIEWING, EACH OF YOU, TALKING WITH EACH OF YOU, TALKING WITH DEPARTMENT HEADS, TALKING WITH STAKEHOLDERS, TALKING WITH COMMUNITY MEMBERS WHO, WHOMEVER YOU WANT US TO SPEAK WITH ABOUT WHAT YOU WANT TO SEE IN THE NEXT CITY MANAGER.
WE WANT TO DO THAT FROM THE VERY BEGINNING BECAUSE WE NEED TO HAVE AN UNDERSTANDING OF WHAT'S HAPPENING IN MISSOURI CITY.
UH, WHAT ARE SOME OF THE CHALLENGES, WHAT ARE SOME OF THE OPPORTUNITIES, WHAT'S THE CULTURE OF THE ORGANIZATION? UH, WHAT, WHAT TYPES OF SKILL SETS, QUALIFICATIONS AND SO ON THAT YOU'RE LOOKING FORWARD.
SO THAT RECRUITMENT BROCHURE IS NOT JUST AN ADVERTISING PIECE, BUT IT'S, IF YOU WILL, IT'S KIND OF OUR MARCHING PAPERS BECAUSE IT SAYS WHAT YOU'VE TOLD US YOU EXPECT FOR US TO FIND IN YOUR NEXT CITY MANAGER.
AND SO WE NEED TO HAVE A THOROUGH UNDERSTANDING OF THAT.
UH, THAT'S WHY WE, WE DEVOTE A LOT OF OUR INITIAL TIME UPFRONT TO THAT PROCESS TO MAKING SURE WE TRULY UNDERSTAND WHAT YOU'RE LOOKING FOR.
WHILE WE KNOW THAT THAT COULD BE DIFFERENT IN TWO DIFFERENT COUNCIL MEMBERS, WE STILL THINK THAT THERE'S A LOT OF COMMON GROUND THERE THAT WE NEED TO SEARCH OUT FROM YOU TO FULLY UNDERSTAND WITH THAT BROCHURE.
OBVIOUSLY THROUGH OUR JOB BOARD, WHICH HAS 6,000 OR SO HITS EVERY MONTH ON IT, UH, OUR SOCIAL MEDIA OR EMAILS OR CAREER CENTER WEBSITE, UM, OTHER VARIOUS WEBSITES THAT WE HAVE, UH, JUST ALL OF OUR SOCIAL MEDIA MARKETING TOOLS THAT WE DO.
UH, WE SEND OUT EMAILS EVERY POTENTIAL.
WE UNDERSTAND THAT THERE'S, THERE'S A FRIDAY DIFFERENT WAYS THAT PEOPLE LOOK FOR POSITIONS AND WAM, MOST OF THEM WILL COME THROUGH OUR WEBSITE WHERE I SEE MAE'S WEBSITE.
THERE COULD ALSO BE OTHER ONES THAT WE KNOW ABOUT THAT ARE IN THE AREA LOOKING THAT WANT TO BE, MAYBE THEY WANT TO BE IN THE AREA, MAYBE THEY WANT TO BE IN MISSOURI CITY.
AND SO THOSE ARE THE THINGS THAT WE WILL LOOK THROUGH THROUGH OUR DATABASES TO SEE, UH, WHERE ARE WE, WHERE ARE WE GOING TO DRAW OUR PROCESSES FROM SIDE PLEASE.
UH, AGAIN, THROUGH OUR CANDIDATE OUTREACH WE HAVE POTENTIAL.
WE ALSO DO FOLLOW UP PHONE CALLS.
WE DO PERSONAL CONTACT IF THAT SEEMS TO BE ONE OF THE DIRECTIONS THAT WE NEED TO GO THROUGH THE OTHER PROCESS THAT WE USE.
AND YOU CAN GO INTO THE NEXT SLIDE PLEASE.
THE ONLY THING THAT WE DO IS BECAUSE THERE ARE SEVERAL OF US IN THE FIRM, NOT NECESSARILY DO I KNOW WHAT ANOTHER RECRUITER MIGHT BE WORKING ON.
SO ONCE WE'VE DEVELOPED WHAT WE WOULD CALL OUR FINALIST OR SEMI-FINALIST LIST, THAT LIST IS GIVEN TO THE OTHER RECRUITERS IN THE FIRM FOR THEM TO BE ABLE TO COMMENT ON A PARTICULAR CANDIDATE.
MAYBE THEY WERE A STRONG CANDIDATE IN SEARCH, THEY JUST HAD, MAYBE THEY ARE A CANDIDATE THAT WASN'T VERY, THAT THEY THOUGHT WAS STRONG BUT HAD SOME ISSUES WITH A GOOGLE SEARCH OR WHATEVER THE CASE MAY BE.
WE SHARE THAT AND SO WE'RE ALWAYS GETTING CONSTANT INFORMATION FROM THE OTHER RECRUITERS WITHIN THE SEARCH FIRMS. SO WHILE IT JUST BE ME THAT YOU'RE IN CONTACT WITH, YOU WILL BE SHARING THAT WITH THE OTHER RECRUITERS THAT WE HAVE IN THE ORGANIZATION.
UM, THE OTHER THING WE DO IS OBVIOUSLY MAKE SURE THAT, UH, THE CANDIDATES KNOW THAT WE'VE RECEIVED THEIR APPLICATION MATERIALS.
UH, WE, WE ALSO HAVE A CONSTANT COMMUNICATION WITH THEM.
WE THINK CONSTANT COMMUNICATION WITH YOU AS IMPORTANT.
THE CONSTANT COMMUNICATION WITH OUR CANDIDATES IS IMPORTANT AS WELL.
UM, INITIAL SCREENING OBVIOUSLY VERY IMPORTANT PART OF THE PROCESS TO MAKE SURE WE DO THAT INITIAL GOOGLE SEARCH TO SEE WHAT'S OUT THERE, WHAT, WHAT MIGHT BE IN THE PAPERS THAT ANYONE ELSE
[02:15:01]
COULD BE ABLE TO FIND AS WELL AS DO A COUPLE OF OTHER DEEP DIVES THAT WE'RE ABLE TO DO THROUGH SOME, UH, DIFFERENT TYPES OF WEBSITES THAT WE USE TO DO THAT INFORMATION.AND THEN WE OBVIOUSLY START TO MATCH THEM TOWARD THOSE CREDENTIALS IN THE RECRUITMENT BROCHURE THAT YOU'VE OUTLINED.
THE OTHER THING THAT WE DO THAT, UH, MAYBE IT A LITTLE BIT DIFFERENT THAN SOME OF THE OTHER ONES IS WE ACTUALLY HAVE A, ONCE WE HAVE, UH, THE FIELD OF CANDIDATES, YOU WILL, I'LL PERSONALLY GO THROUGH AND START TO NARROW THOSE DOWN AND WE'LL IDENTIFY TYPICALLY SOMEWHERE AROUND 15 TO 20 APPLICANTS THAT WE FEEL LIKE MIGHT MEET THE MAJORITY OF THINGS THAT YOU'RE LOOKING FOR IN THE NEXT DAY MANAGER.
AND SO I'LL ACTUALLY DO A ZOOM INTERVIEW WITH THEM.
AND SO, UM, WE'LL TALK ONE WAY, TALK TO WAY JUST LIKE WE'RE DOING NOW AND BE ABLE TO TALK ABOUT, YOU KNOW, WHAT THEY SEE MOVING FORWARD FOR THEM, WHAT THEIR ASPIRATIONS ARE AND GIVES ME A FEEL OF WHAT I'LL BE ABLE TO TALK TO YOU ABOUT WHEN I PRESENT THE CANDIDATES TO YOU.
AND SO WITH THAT, WE ALSO CAN DO A ONE WAY VIDEO RECORDED ONE, WE CAN DO A QUESTIONNAIRE, WE CAN DO THAT.
WE JUST FEEL THAT THAT IF YOU WILL, AND THE DAY OF COLVIN, THE PERSON TO PERSON AS WE GET TO RESUME, UH, IT GIVES US A CHANCE TO BETTER UNDERSTAND AND ALSO GIVES US A KIND OF AN INSIGHT INTO SOME OF THEIR INTERVIEWING SKILLS AS WELL.
SO ONCE WE'VE IDENTIFIED WHAT WE WOULD CALL OUR SOMEWHAT SEMI-FINALIST LIST, THEN WE WILL SEND THOSE IN A BOOK.
AND THEN OBVIOUSLY WITH COLLEAGUE 19, WE HAVE TO DETERMINE HOW THAT WORKS GOING FORWARD.
AND WE HAVE THE, ALL THE ABILITIES TO DO THAT FROM THE GROUP ZOOM INTERVIEW AS THIS ONE IS TWO ONSITE INTERVIEWS, HOWEVER YOU WOULD LIKE THEM TO GO AS WELL.
WE'LL ALSO HAVE DONE REFERENCE CHECKS BY THE TIME WE PRESENT THOSE TO SIDE PLEASE.
THEN OBVIOUSLY LIKE ANY OF THE OTHER FIRMS, I'M SURE YOU SPENT WITH, WE'LL GO THROUGH A PROCESS OF HELPING YOU FACILITATE THOSE FINALISTS INTERVIEWS.
UH, WE'LL PREPARE, UM, INTERVIEW QUESTIONS FOR YOU AS WELL AS, UM, EVALUATION SHEETS THAT YOU CAN USE AS PART OF THE PROCESS.
BUT THAT WILL DO ANY TYPE OF OTHER, UH, LIKE TO GO THROUGH, INCLUDING STAKEHOLDER INTERVIEWS, DEPARTMENT HEAD INTERVIEWS, ANY OTHER PANELS YOU WANT THEM TO HAVE, UH, TO GO THROUGH THAT PROCESS WITH, UH, THE PANEL INTERVIEW PROCESS AND THEN WE WOULD AID IF NEEDED WITH THE NEGOTIATION OF THE CONTRACT THAT YOU OFFER.
AS I MENTIONED BEFORE, WE THINK THE PATH TO SUCCESS, IT'S REALLY ABOUT COMMUNICATION AND BEING IN CONSTANT CONTACT WITH WHOEVER YOUR LIAISON IS WITH THE CITY THERE WE TRY TO PROVIDE A COUPLE OF UPDATES THROUGHOUT THE PROCESS, GIVING, STATING SOMETHING TO THE EXTENT OF WE'VE HAD SO MANY APPLICANTS AND OF THOSE THAT HAVE THE KIDS WITH MOOD, WE FEEL THAT MANY OF THEM ARE QUALIFIED OR HOW MANY OF THOSE MIGHT BE QUALIFIED.
THE OTHER THING WE LIKE TO TALK ABOUT IS OUR COMMITMENT TO DIVERSITY INTO THE PROFESSION.
UH, WE ON NUMEROUS OCCASIONS SPEAK TO MANY OF THE OTHER, UH, ORGANIZATIONS, NOT JUST ICME, BUT THE NF BPA, WHICH IS THE NATIONAL FORUM FOR BLACK ADMINISTRATORS, UH, THE ASIA PACIFIC, UM, ORGANIZATION FOR CITY MANAGERS, ALL OF THOSE AREAS.
THE HISPANIC NETWORK OBVIOUSLY IS A STRONG ONE AS WELL.
AND SO WE ADVERTISE ON THOSE SITES, WE'RE MEMBERS OF THOSE ORGANIZATIONS AND WE WANT TO SUPPORT THOSE ORGANIZATIONS.
AND SO THROUGH THAT WE FEEL LIKE THAT WE CAN GET A TRUE GROUP OF VERY DIVERSIFIED CANDIDATES THAT WE WOULD BE BRINGING IT TO YOU, UH, AS SEMI-FINALIST.
AGAIN, THAT CONSTANT COMMUNICATION WITH YOUR STAFF, UH, ALWAYS AVAILABLE BY EMAIL, PHONE CALL, TEXT, WHATEVER THAT PROCESS MIGHT BE.
WE WANT TO MAKE SURE THAT THAT COMMUNICATION IS ALWAYS OPEN, UH, BETWEEN YOU, THE CLIENT AND BETWEEN US AND BETWEEN US AND THE CANDIDATES.
WE WANT THE CANDIDATES TO ALSO FEEL LIKE THEY'RE A PART OF THIS PROCESS AS WELL.
AND SO BEING ABLE TO COMMUNICATE WITH THEM WHERE THEY ARE IN THE PROCESS, IF THEY'RE MOVING FORWARD OR IF THEY'RE NOT, UNFORTUNATELY MOVING FORWARD WILL HELP US TO DETERMINE THAT.
UM, WE DO OFFER A ONE YEAR GUARANTEE.
UM, AND UH, WITH THAT, UH, OBVIOUSLY WE WOULD GO OUT AND SEARCH FOR DIFFERENT ADDITIONAL CANDIDATES.
ALSO THAT IS, YOU KNOW, IF WE GET TO A POINT WHERE WE'VE BROUGHT SEMI-FINALIST IN AND WE'VE COME DOWN TO SOME FINALISTS AND YOU'RE STILL NOT, UM, UH, ACCEPTING OF THOSE CANDIDATES AND FILL IT, THEY'RE NOT THE BEST ONES.
WE WILL GO OUT FOR ADDITIONAL CANDIDATES IF THAT'S WHAT THE COUNCIL WISHES TO DO FOR THAT POINT.
AND SO THAT IS A GUARANTEED THROUGH THE PROCESS.
AND THEN WE HAVE OUR ONE YEAR AFTER NEXT.
AGAIN, OUR COMMITMENT TO THE PROFESSION WHERE WE'RE ALWAYS, UM, HAPPY TO VOLUNTEER OUR SERVICES FOR
[02:20:01]
SPEAKING AT, UH, VARIOUS EVENTS THROUGHOUT THE UNITED STATES, WHETHER THAT'S AT STATE OR NATIONAL ASSOCIATIONS.WE ALSO AS A FIRM DO MOCK INTERVIEWS AND RESUME REVIEWS.
WE DO THAT ESPECIALLY IN TIMES LIKE THESE WHERE WE HAVE A LOT OF PEOPLE WHO MAY BE GETTING LAID OFF AND WE DO THAT AT ALL LEVELS, NOT JUST AT THE MANAGER LEVEL.
UH, WE SEE A LOT OF MBA MBA STUDENTS RIGHT NOW AND WE JUST DON'T KNOW WHAT'S GOING TO HAPPEN IN THE NEXT FEW YEARS OR THE NEXT FEW MONTHS AS THEY'RE GETTING OUT OF SCHOOL AND OF WE'RE REALLY STARTING TO WORK WITH THEM AND HELP THEM DEVELOP INTERVIEWING TECHNIQUES AND, AND HELPING EVEN MANAGERS AND TRANSITION THAT THAT MAY NEED SOME, SOME HELP WITH THAT AS WELL.
IT'S JUST ANOTHER WAY THAT WE'RE ABLE TO FIELD UPON, UH, THE CANDIDATE POOL THAT WE HAVE, IF YOU WILL, AND IN OUR POCKET AND FOR US TO BE ABLE TO TALK WITH OTHER CANDIDATES, KNOW A LITTLE BIT ABOUT THEM, KNOW THAT THEY'RE OUT THERE, MAYBE THEY'RE SEARCHING AGAIN, MAYBE WE KNOW SOMEBODY THAT WANTED TO BE IN TEXAS.
AND THE REASON WE KNOW THAT IS BECAUSE WE'VE HAD THOSE OUTREACH CONVERSATIONS WITH HIM.
SO PART OF THAT IS ALSO BEING ABLE TO CALL THEM UP AND DETERMINE, SOMETIMES WE MAY KNOW THAT THEY HAVE AN ASSISTANT THAT'S READY TO MOVE UP INTO THE MANAGER ROLE.
AND SO IS THAT TIME FOR THEM TO MOVE INTO THAT POSITION.
AND SO THERE'S, THERE'S VARIOUS DIFFERENT REASONS THAT WE DO THAT.
OUR COMMITMENT TO THE PROFESSION OF CITY MANAGEMENT.
UM, AS I MENTIONED, WE'VE, WE'VE ALL BEEN IN THOSE ROLES, WE'VE ALL GONE THROUGH THESE PROCESSES AND WE WANT THEM TO BE SUCCESSFUL.
UM, THE OTHER THING WE WE LIKE TO TALK ABOUT IS, UH, INVOLVING ANY OTHER ORGANIZATIONS THAT YOU WANT US TO REACH OUT TO AS WELL.
IF THERE'S SOMETHING SPECIFIC, UH, SOMETIMES WE HAVE MUNICIPALITIES THAT SPECIFICALLY WANT US TO DO, UH, WHETHER IT'S THE, OBVIOUSLY WE WOULD DO THE TEXAS CITY MANAGERS ASSOCIATION, BUT MAYBE THE TEXAS NEWEST MUNICIPAL LEAGUE, WHICH WE'VE BEEN A PART OF AS WELL.
AND SO THOSE ARE AREAS THAT WE WOULD LOOK FOR YOU TO PERHAPS GUIDE US IF THERE WERE CERTAIN PLACES THAT YOU'D WANT THIS TO SPECIFICALLY ADVERTISE OR OTHER WEBSITES OR OTHER SOCIAL MEDIA SITES THAT YOU WANTED TO JUST TO LOOK AT THE NEXT SITE PLEASE.
ONE OF THE REASONS WE TALK ABOUT, AGAIN, OUR DEPTH OF EXPERIENCE IN EXECUTIVE RECRUITMENT AS A REASON, KNOWLEDGE AND COMMITMENT TO DIVERSITY AND COMMUNICATION.
UH, THE, OUR EXCELLENT REPUTATION THAT WE HAVE THROUGHOUT THE UNITED STATES OBVIOUSLY WOULD ENCOURAGE YOU TO CONTACT ANY OF OUR REFERENCES.
AGAIN, UH, THE EXTENT OF OUTREACH THAT WE THINK WE DO THROUGH, UH, OUR CANDIDATE OUTREACH.
NOT JUST, UH, NOT JUST SENDING THEM AN EMAIL SAYING, HEY, WE'VE GOT THIS POSITION AVAILABLE.
WE PICK UP THE PHONE, WE TALK TO PEOPLE, WE REACH OUT TO THEM.
SOMETIMES IT MIGHT START WITH AN EMAIL, BUT IT'S GOING TO END UP WITH AN ACTUAL CONVERSATION ABOUT WHERE WE FEEL LIKE THE, THAT CANDIDATE MIGHT FIT INTO THIS OR WHAT THAT CANDIDATE WE FEEL LIKE WE'LL BRING.
UM, WE, WE THINK THAT WE OFFER A GOOD ARRAY OF KNOWLEDGE IN LOCAL GOVERNMENT.
AS I MENTIONED, UH, THE RECRUITERS THAT WE HAVE ON STAFF HAVE EXTENSIVE KNOWLEDGE, LOCAL GOVERNMENT, MYSELF AS A CITY MANAGER, FORMER CITY MANAGER, AND A PUBLIC WORKS DIRECTOR, AND UNDERSTANDING HOW ALL THESE FUNCTION AND HOW THEY WORK AND HOW THEY OPERATE AND HOW COUNCILS WORK TOGETHER TO ENSURE THAT WHAT'S GOING FORWARD FOR THE CITY IS THE BEST THAT IT POSSIBLY CAN BE.
WITH THAT, WE WOULD LOVE THE OPPORTUNITY TO WORK WITH THE CITY OF MISSOURI.
AGAIN, IT'S IMPORTANT RECRUITMENT AND I BELIEVE WE HAVE TIME FOR SEVERAL QUESTIONS.
THANK YOU MAYOR AND COUNCIL, YOU HAVE 15 MINUTES FOR QUESTIONS NOW.
I WANT TO INTERJECT REALLY QUICK.
UH, ONCE WE FINISHED THIS 15 MINUTES, UH, WE'RE GOING TO HAVE TO RECESS AND GO TO OUR REGULAR MEETING.
SO WE'LL DO THAT IMMEDIATELY AFTER THE 15 MINUTE QUESTION SESSION FOR COUNCIL.
UM, ONE OF THE THINGS I NOTICED IN YOUR RFP WAS THAT THERE WAS AN OPTIONAL ASSESSMENT CENTER AND YOU GUYS HAD A LOT OF DIFFERENT OPTIONS.
CAN YOU TALK A LITTLE BIT MORE ABOUT THAT PLEASE? SURE, ABSOLUTELY.
SO THE ASSISTANT CENTER, WE BASICALLY GIVE YOU A CHOICE OF THREE OPTIONS, UM, THE THREE EXERCISES, IF YOU WILL.
AND SO THOSE EXERCISES CAN BE ANYWHERE FROM A BUDGET PREPARATION TO A PRESENTATION.
UM, IT CAN BE ROLE PLAYING AND HOW PEOPLE REACT TO DIFFERENT RESIDENTIAL OR EMPLOYEE SITUATIONS, UM, JUST DIFFERENT THINGS THAT A MANAGER MIGHT ENCOUNTER.
AND SO THAT ASSESSMENT IS TYPICALLY, UM,
[02:25:01]
A FULL DAY.UM, WHAT WE'LL DO IS BRING IN, UH, ASSESSORS, UH, THEY'RE FAMILIAR.
PERHAPS WE CAN FIND SOME MANAGERS THAT ARE WILLING TO DO THAT IN THE AREA.
IF NOT, WE HAVE SOME OTHER ASSESSORS THAT WE CAN BRING IN.
WE PUT THEM THROUGH THOSE EXERCISES AND WE GIVE YOU THEN A FULL ASSESSMENT OF HOW WE FEEL THE CANDIDATES DID IN TO THE OTHER CANDIDATES.
WHAT, WHAT THAT BROUGHT OUT THEIR WEAKNESSES AND THEIR STRENGTHS RELATED TO THE EXERCISES THAT YOU POOLED.
WE ALSO HAVE THE ABILITY, IF YOU SO CHOSE TO HAVE OBSERVERS THROUGH THAT CON THROUGH THOSE ASSESSMENTS, THEY'RE NOT WILLING TO, THEY'RE NOT ABLE TO PARTICIPATE, BUT IT WOULD IF FOR INSTANCE, YOU DESIGNATED A COUNCIL MEMBER THAT WAS ABLE TO SIT THROUGH AND OBSERVE THEM, THAT IS ALSO A PART OF THE ASSESSMENT CENTER.
AND SO THROUGH THAT WE'RE ABLE TO PROVIDE A FULL REPORT OF HOW WE FEEL THEY DID THROUGH THE ASSESSMENTS THAT YOU IDENTIFY THAT YOU WANTED TO PUT THE FINALISTS FOR IT.
THE, UH, THE DOWNSIDE OF NOT HIRING AN EXECUTIVE SEARCH FIRM.
STICKING WITH THE DOWNSIDE, WE THINK THAT, UM, OBVIOUSLY YOUR, UM, HUMAN RESOURCES DEPARTMENT IS VERY BUSY, MAYBE EVEN MORE SO DURING THESE TIMES.
UM, AND SO WE FEEL LIKE THAT, UH, A DOWNSIDE WOULD BE NOT HIRING A FIRM WOULD NOT PROVIDE YOU THE OUTREACH THAT WE HAVE THE ABILITY TO DO, NOT THAT YOUR HUMAN RESOURCE DEPARTMENT IS NOT CAPABLE OF DOING IT, BUT IT'S THE TIME THAT THEY WOULD HAVE TO DEVOTE TO IT.
WE HAVE THOSE PROCESSES IN PLACE.
UM, SO BEING ABLE TO PROVIDE, UH, THE OUTREACH TO THE, THE, UH, DIVERSITY OF CANDIDATES THAT WE CAN FOR THOSE NETWORKS THAT WE HAVE THROUGH OUR, OUR JOB BOARDS AND OUR MEDIA SITES AND ALL THE MIGRANT OF THINGS THAT WE BRING TO THE TABLE.
UM, I THINK PROVIDES A BETTER OPPORTUNITY TO FIND A BETTER FIT.
AND WITH THAT, I THINK THAT'S AN UPSIDE.
THE OTHER THING I THINK IS UM, YOU KNOW, ONE OF THE THINGS THAT YOU WOULD BE HIRING US TO DO IS TO CALL OUT, IF YOU WILL, SOME OF THE APPLICANTS FOR THE POSITION.
AND IMAGINE IF YOU, IF YOU WILL, YOUR COUNCIL MEMBERS AND EVEN IF YOU DESIGNATED A FEW OF YOU TO BE ON A SEARCH COMMITTEE OR HOWEVER YOU WANTED TO DO IT, YOU'RE GOING TO BE LOOKING THROUGH AT LEAST 60 OR 70 RESUMES.
AND SO THAT'S PROBABLY NOT SOMETHING YOU HAVE THE TIME TO DO.
IT IS SOMETHING THAT WE HAVE THE TIME TO DO.
AND THAT'S WHAT YOU'RE HIRING IS THROUGH.
AND SO IT'S JUST SOMETIMES IT'S A TIME FACTOR.
SOMETIMES IT'S A MATTER OF THAT BEING ABLE, US BEING ABLE TO REACH OUT TO THE NETWORK THAT WE HAVE.
AND SO I THINK THOSE ARE SOME OF THE THINGS THAT WE CAN BRING TO THE TABLE THAT THEN ALLOW YOU TO COME IN ONCE WE'VE MADE THE INITIAL CALL AND THEN YOU'RE STILL GOING TO BE ABLE TO WIN.
WHEN I BRING A TO YOU OF THE CANDIDATES, THERE'S PROBABLY GOING TO BE 12 OR 15 IN THERE AND THEN YOU'RE GOING TO BE ABLE TO REDUCE THOSE IN FURTHER TO THOSE THAT YOU WOULD LIKE TO ACTUALLY BRING ON SITE FOR INTERVIEWS IF THAT'S WHAT YOU'RE SUPPOSED TO DO.
SO I THINK IT'S NOT REALLY ELIMINATING YOU'RE OFF IN THE PROCESS, IT'S JUST A HAND, YOUR ABILITY TO BE ABLE TO PROVIDE THE BEST CANDIDATES BRINGING FORWARD TO YOU AND BEING ABLE TO HAVE THAT OUTREACH AS WELL.
I'M GOING TO POSE THE SAME QUESTION THAT I POSE TO THE OTHER COMPANIES.
UM, HOW MANY OTHER CITY MANAGERS HAVE YOU GUYS IDENTIFIED THIS YEAR? AND WE'RE ADULTS TO A SEARCH FIRM FOR CITY MANAGER, UM, THROUGHOUT OUR, UM, COMPANY THIS YEAR.
UM, JUST IN TEXAS OR ANYWHERE.
UM, TEXAS PARTICULAR, WELL, IN ALL HONESTY, THE ONLY ONE WE HAVE GOING IN TEXAS RIGHT NOW IS THE PUBLIC HEALTH MEDICAL DIRECTOR IN TEXAS AND AUSTIN, TEXAS.
UM, BUT AS FAR AS CITY MANAGERS THROUGHOUT THE UNITED STATES, WE PROBABLY HAVE WELL PLACED 15 OR 20 SO FAR THIS YEAR.
AND SOME OF THEM HAVE ACTUALLY BEEN BY, UH, VIDEO.
WE'VE DONE A COUPLE IN THE LAST FEW WEEKS THAT THEY WANTED TO CONTINUE IN THE PROCESS AND WE'D FINISHED THEIR MIND BY A VIDEO.
IS THAT IN THE EARLIER PART OF THE YEAR OR RIGHT, CORRECT.
[02:30:01]
I THINK WE INCLUDED OUR CURRENT EXECUTIVE RECRUITMENTS THAT WE HAVE AS A MARCH THE 20TH, SO YOU CAN SEE ON THEN THERE'S QUITE A WIDE VARIETY OF THOSE.UM, HOW DO THOSE CITIES THAT YOU GUYS HAVE SECURED THE POSITION OF A CITY MANAGER COMPARED TO MISSOURI CITY AS A, AS A SIZE AND OUR DEMOGRAPHICS AND DIVERSITY AND DIFFERENT THINGS OF THAT NATURE? UM, I THINK SOME ARE PRETTY SIMILAR.
UM, FOR INSTANCE, I, UM, I'VE DONE A LOT OF WORK IN FAYETTEVILLE.
I'VE DONE MANAGER AND SEVERAL SPECIFIC CITY MANAGERS THERE.
UM, THE OTHER ONES THAT WE'VE LOOKED AT SIMILAR IN SIZE PROBABLY, UM, WOULD BE SOME OF OUR ONES ON THE EAST COAST.
AND THEN, UM, SOME OF THE ONES WE HAVE IN THE, UM, CHICAGO LAND AREA, SOME OF THOSE GET UP TO CLOSE TO A SIMILAR SIZE AS MISSOURI CITY AS WELL.
UM, AND ALSO I THINK A LOT OF TIMES WE ARE CHOSEN BECAUSE OF THE DIVERSITY OF CANDIDATES THAT WE ARE ABLE TO BRING.
AND I THINK PART OF THAT IS, UH, AGAIN, SIMILAR TO MISSOURI CITY AND THE DIVERSITY AND DYNAMIC MAKEUP OF THE RESIDENTS THERE.
AND I THINK THAT'S PART OF THE REASONS WE'RE HIRED.
FOR INSTANCE, THE VIRGINIA BEACH CITY MANAGER SEARCH, THAT'S THE NUMBER ONE REASON THEY CHOSE US WAS BECAUSE OF THE DIVERSITY OF CANDIDATES THAT WE BRING.
AND SO SOME THINGS LIKE THAT THEY, THEY SEEK OUT AND THAT'S WHAT THEY'RE LOOKING FOR IS THAT THAT TYPE OF ORGANIZATION THAT BRINGS THOSE DIVERSIFIED CANDIDATES.
ANTHONY, WE'VE ALREADY STARTED COLLECTING RESUMES AND HAVE SEVERAL ON FILE.
HAVE YOU WORKED WITH ANOTHER CITY THAT'S DONE THE SAME NECESSARILY? HOW DID THAT WORK OUT? ABSOLUTELY.
AS A MATTER OF FACT, UM, I'M CURRENTLY DOING THE CITY OF CATER ALABAMA'S DIRECTOR OF DEVELOPMENT SERVICES AND THEY HAD CHOSE TO TRY AND DO THAT SEARCH ON THEIR OWN ORIGINALLY.
AND SO WHEN THEY WERE NOT GETTING THE CANDIDATES, THEY FELT LIKE THEY WANTED, THEY DID REACH OUT TO US.
AND SO, YOU KNOW, LIKE, UM, WE WOULD JUST TAKE THOSE RESUMES, DISCUSS WITH THEM.
UH, IN THIS INSTANCE I DISCUSSED WITH THE ONES THAT THEY HAD ALREADY, UH, THOUGHT ABOUT BRINGING IN TO INTERVIEW AND THE ONES THAT THEY'D ALREADY CALLED OUT.
AND SO WE WOULD INCLUDE THOSE TWO THROUGH OUR PROCESS, PUT THEM THROUGH THE SAME VETTING REQUIREMENTS.
ADDITIONALLY, UH, THE ONE THING I DIDN'T MENTION EARLIER, UM, IF YOU WERE TO HAVE INTERNAL CANDIDATES, WE ALSO PUT THEM THROUGH THE SAME PROCESS THAT WE WOULD ANY EXTERNAL CANDIDATES.
UM, AND SO WE PUT THEM THROUGH THE SAME PROCESS AS WE WOULD, UH, UH, GIVEN THE INFORMATION YOU MIGHT HAVE ABOUT THEM, WHERE YOU WOULD STILL DO OUR SOCIAL MEDIA, WE WOULD DO OUR OUTREACH TO THE REFERENCES, TREAT THEM JUST THE SAME AS WE WOULD, UM, AND THEN UH, ALSO DISCUSS WITH YOU WHY YOU FELT LIKE THEY WEREN'T QUALIFIED AND THEN THAT WOULD GIVE US SOME INSIGHT INTO PERHAPS OTHER CANDIDATES THAT DIDN'T MEET THOSE SAME QUALIFICATIONS.
I'M NOT HEARING ANY FURTHER QUESTIONS FOR GOV HR.
SO WE WILL GO AHEAD AND RECESS AND UH, RETURN BACK TO FINISH THE, UH, COUNCIL DISCUSSION.
THANK YOU SARAH SO MUCH FOR YOUR PRESENTATION.
IF I CAN GET A MOTION TO RECESS SO THAT WE CAN GO TO THE REGULAR MEETING AND THEN WE'LL COME BACK TO DISCUSS, UH, WHO WILL MOVE FORWARD ON, IS THERE A MOTION TO MOVE FORWARD TO RECESS THIS MEETING? MAYOR FORD, I HAVE A QUESTION FOR YOU.
THIS IS COUNCIL MEMBER BONING.
I NOTICED THAT WE WERE TO HAVE THE MCDA MEETING AND IN THAT
[02:35:01]
MEETING THERE WERE SEVERAL ITEMS THAT ARE GOING TO APPEAR ON THE REGULAR AGENDA THAT WE HAVE TO HAVE THAT MEETING FIRST OR CAN WE MOVE FORWARD WITHOUT DOING SO? YES MA'AM.YOU ALL CAN TAKE THAT, UH, THOSE ITEMS UP AFTERWARDS.
THEY ARE, UH, RELATED TO THE REGULAR MEETING AGENDA ITEMS, BUT THERE'S NO REQUIREMENT THAT THEY BE TAKEN UP FIRST OR NO, THEY CAN OCCUR.
WELL, I THINK, UH, WHAT COUNCIL MEMBER BONEY IS SAYING THAT WE MIGHT NEED THE DISCUSSION SO THAT WE CAN ALL MAKE A, UM, YOU KNOW, EDUCATED VOTE ON THOSE MEETINGS AND THE REGULAR AGENDA AND THE REGULAR MEETING.
UM, I GUESS WITH THAT BEING SAID, WE'RE RUNNING SO FAR BEHIND, ARE WE OKAY LEGALLY AT THIS POINT WITH YES, MA'AM.
WITH CONTENT, WITH GOING ON TO THE NEXT MEETING, STARTING OTHER MEETINGS LATE? YES MA'AM.
SO I'LL, I'LL LET COUNSEL MAKE THE DECISION.
DO YOU, UM, SO IF YOU GUYS WANT TO GO TO THE MCDA MEETING, UH, BEFORE THE REGULAR MEETING, I'LL LET, I'LL LET YOU ALL MAKE THE DECISION.
ANY SUGGESTIONS? UM, I MEAN I, I, I THINK IT WAS SLATED TO ONLY BE ABOUT A 15 MINUTE MEETINGS.
SO I THINK THAT IT WOULD PROBABLY MAKE SENSE TO GO AHEAD AND HAVE THAT MEETING PRIOR BECAUSE OF THOSE ITEMS. BUT UH, I DEFER TO MY COLLEAGUES IF THAT'S NOT THE BODY.
WELL I'M ONLY HEARING THOSE THAT ARE FOR MOVING TOWARDS DOING THE MCDA MEETINGS.
SO WE'LL GO AHEAD AND TRY TO GET THROUGH THAT MEETING VERY QUICKLY TO GET TO THE REGULAR MEETING CAUSE I THINK UH, WE MAY HAVE SOME PEOPLE WAITING ON THE REGULAR MEETING.
SO, UM, LET'S GO AHEAD AND LET ME PULL UP THAT AGENDA REAL QUICK.
DID I GET A MOTION TO RECESS, THE SPECIAL MEETING? MOVE TO RECESS.
IT CAN I GET A SECOND? ANTHONY? MARULA SECOND AND I WILL GO AHEAD AND DO A ROLL CALL VOTE.
COUNCIL MEMBER STERLING HERE AT BOTH COUNCIL MEMBER BONY MADE THE MOTION COUNCIL MEMBER RULE IS MADE.
THE SECOND COUNCIL MEMBER EMORY.
CAN YOU HEAR ME? I CAN HEAR YOU NOW.
ARE YOU DOING RECESSING THE SPECIAL MEETING? UH, YES.
AND THE MAYOR PRO TEM GET BACK ON THE LINE OR IS HE ON THE LINE? OKAY.
SO WE, WE ARE ABLE TO MOVE FORWARD.
UM, MARIA THAT YOU GET THE, THIS IS MAYOR FOR YES, UH, TO RECESS THE MEETING.
SO WE'LL GO INTO THE MISSOURI CITY DEVELOPMENT AUTHORITY.
MARIA, DID YOU GET ALL THOSE VOTES? ARE YOU OKAY MARIA? WELL, HOPEFULLY SHE'LL GET 40 LONG.
THE TIME IS NOW NINE 28 AND WE WILL NOW RECONVENE OUR SPECIAL MEETING AND WE LEFT OFF ON AGENDA ITEM C PRESENTATION OF POTENTIAL EXECUTIVE SEARCH FIRMS FOR THE POSITION OF CITY MANAGER.
SO NOW WE WILL GO INTO A COUNCIL DISCUSSION ON HOW WE WOULD LIKE TO MOVE FORWARD WITH THOSE SEARCH FIRMS. ANY SUGGESTIONS, COMMENTS? MARTIN AND SHANNON, ARE YOU GUYS THERE? MARTIN? THIS IS MARTIN ROSA.
WOULD YOU LIKE TO KIND OF SUMMARIZE WHERE WE ARE AT THIS POINT? YES.
UM, FROM OUR LAST CITY COUNCIL
[02:40:01]
MEETING AND FROM OUR RECOMMENDATION AFTER HEARING THE PROPOSALS TODAY FROM THE THREE EXECUTIVE SEARCH FIRMS, UM, IT WAS RECOMMENDED THAT HE ALSO MAKE A, UH, RECOMMENDATION ON A, UH, FOR THEIR EXECUTIVES THAT WILL CONDUCT UNDER SEARCH.ARE THERE ANY RECOMMENDATIONS? MAY I, THIS IS ANTHONY MURALISTS, UM, ALL INTERVIEWS WHERE WE'RE GOOD.
UM, SOME PACKETS WE RECEIVED IN OUR BOXES, UH, KIND OF REPRESENTED WHAT WE HEARD.
I PARTICULARLY LIKED SGR, SO, UM, THAT'S MY MOTION IS TO GO WITH SGR.
WE HAVE A MOTION AND A SECOND FOR SDR.
ARE THERE ANY COMMENTS WHEN WE DISCUSS? UM, I'M SORRY, COUNCIL STERN, UM, TO BE ON, CAN WE, THIS IS UP FOR DISCUSSION OF WE NEED TO VOTE.
NO, THIS IS ALL FOR DISCUSSION OF ME AND THERE'S A MOTION IN A SECOND, BUT NOW YOU CAN DISCUSS.
UM, I GUESS MY CONCERN IS THAT EITHER ONE OF THEM, AS YOU SAW IN ALL OF THE PRESENTATIONS, UH, THEY ALL ARE GONNA GIVE YOU THE ALCOHOL WITH THE SAME PROCEDURE.
UM, NOT THAT I'M A GURU ON, UM, FIRMS THAT I'VE BEEN ON.
I'VE SERVED ON HUNDREDS AND HUNDREDS OF COMMITTEES DEALING WITH, UH, SEARCH FIRMS. THEY ALL GOING TO GIVE YOU THE SAME THING.
UM, MY QUESTION TO MARTIN IS, CAUSE IT'S REALLY BASICALLY MARTIN, WE JUST ABOUT DONE ALL THE WORK.
UM, AND AS YOU, AS YOU HEARD ON EVERY ONE OF THE PRESENTATIONS THAT THEY DO BASICALLY THE SAME THING.
I MEAN LAST WEEK I WORKED OVER 50 APPLICANTS.
SO MY QUESTION TO YOU, MARTIN IS BASICALLY THE ONLY THING THAT IS LEFT IS TO ACTUALLY, UM, TO REALLY LOOK AT THE EVALUATIONS, ANY GETTING QUESTIONS AND ALSO TO DO THE BEDDING.
UM, SO DO WE NEED A FIRM TO DO ALL OF THAT MORE THAN, THAN I GUESS I NEED TO DIRECT THAT TO YOU BECAUSE, AND I'M SAYING IF WE DON'T THEN, AND IF WE DO, UH, WE CAN LIMIT OUR SCOPE, UM, FOR THE WORK THAT THEY NEED TO DO AND AS WELL AS HOW MUCH THE COSTS, UH, FOR WHAT THEY'LL DO.
SO I'M ASKING YOU MORE, UM, GIVE ME YOUR TAKE ON THAT PLACE.
COUNCIL MEMBERS, COUNCIL MEMBERS, STERLING.
UM, WE ACTUALLY HAVE NOT FULLY REACHED OUT OR IN THIS CASE, ADVERTISE THE POSITION TO WHERE WE ARE ABLE TO OTHER CANDIDATES THAT COUNCIL MIGHT CONSIDER FOR THAT POSITION BASED UPON THE RESOURCES THAT WE HAVE IN PLACE TO ADVERTISE FOR THAT POSITION.
AND WHEN YOU'RE TALKING ABOUT A EXTENSIVE VETTING PROCESS, UM, IT WILL INCLUDE MORE THAN WHAT WE ARE ABLE TO DO WHEN IT COMES TO BACKGROUND CHECKS AND OR SOCIAL MEDIA SEARCHES.
THEY GO MORE IN DEPTH WITH THAT TYPE OF A ASSERTION, WHICH WOULD BE VERY, UH, UH, IN MY CASE, UH, OR IN THE CASE OF THE CITY BENEFICIAL, ESPECIALLY WHEN YOU'RE TALKING ABOUT THIS POSITION AND YOU'RE LOOKING TO FEEL, UM, THESE FIRMS SPECIALIZE IN, IN THIS TYPE OF RESEARCH AND THAT TYPE OF VETTING AND THAT TYPE OF INTERVIEWING PROCESS TO WHERE THEY'RE ABLE TO FILTER THROUGH BASED UPON COUNCIL'S, UM, INPUT ON WHAT THEY'RE LOOKING FOR AS FAR AS THE SKILLS, THE BEHAVIOR, WHATEVER THE CASE MAY BE FOR THAT NEXT CITY, FOR THE NEXT CITY MANAGER FOR THAT POSITION.
IN ADDITION TO THAT, THEY'RE GIVEN, IN SOME CASES A GUARANTEE.
IF THAT PERSON DOES NOT FIT THAT ROLE WITHIN A CERTAIN PERIOD OF TIME, THEY'RE ABLE TO COME BACK IN WITHOUT ANY ADDITIONAL COST TO THE CITY TO CONDUCT ANOTHER SEARCH FOR THAT POSITION.
I THINK IT'S VERY BENEFICIAL THAT WE TAKE THIS OPPORTUNITY AS FAR AS THIS INVESTMENT THAT CAN ACTUALLY VERY BENEFICIAL AND LONG TERMS FOR THE CITY AS A WHOLE AND, AND MORE THAN I CONCUR WITH YOU.
UM, BUT, AND AS YOU NOTICE, EACH ONE OF THE FIRMS STATED THAT THEY WERE DOING THE BASIC THINGS THAT WE ACTUALLY DID LAST WEEK, 50 TO 60 APPLICANTS.
SO MY QUESTION IS, AND I DON'T HAVE A PROBLEM GOING WITH, UH, WHICH ONE DID
[02:45:01]
YOU RECOMMEND? ANTHONY SRG, SPR, SGR.I KIND OF HAD SOME QUESTIONS ABOUT SDR, BUT I'M OKAY WITH EITHER ONE OF THEM.
UM, I HAD SOME CONCERNS, BUT HERE AGAIN, LIKE I SAY, THEY ALL GOING TO DO THE SAME THING.
SO BASICALLY IF WE'RE GOING TO USE SGR, MAYBE, PERHAPS, UH, I'M NOT SURE YOUR EMOTION, BUT MAYBE SELECTIVE SERVICES BECAUSE WE DON'T NEED ALL OF THEIR SERVICES.
AND I JUST A MARTIN GOING BACK AGAIN.
I MEAN USING FIRMS IF THEY'RE GOING TO DO A CRIMINAL BACKGROUND CHECK BUT YOU'RE PROBABLY GOING TO HAVE TO DO A TAN AND THEY'RE GOING TO DO A REFERENCE CHECK, WHICH I FIND, BUT I ALSO LIKED THE PART I'M GOING TO GO BACK AND UH, UM, PUT YOU MENTIONED ANTHONY, IT'S ABOUT THE ASSESSMENT AND I WOULD LIKE TO DO THE ASSESSMENT BECAUSE I LIKE TO SEE DEFINITELY THERE IS A GOOD FIT BECAUSE I DON'T CARE WHAT YOU PUT ON PAPER.
WE ALL LOOK GOOD ON PAPER AS YOU KNOW, WE CAN MAKE OURSELVES TO DO AN ASSESSMENT.
I LIKE THIS IDEA OF AN ASSESSMENT TO SEE WHETHER OR NOT IT'S A GOOD FIT.
AND SO THAT'S, THAT'S MY CONCERN IF WE DECIDE TO GO WITH THE APARTMENT HERE AGAIN, NO, NO, NOT IN THE FRONT TO YOU OR TO HR.
BUT I JUST THINK THAT A LOT OF THIS, WE'VE, WE'VE DONE BASICALLY ALL THE LEG WORK.
AND THEN AS I LISTENED TO THE PRESENTATIONS, I WAS TAKING NOTES AND IT'S REALLY NOT MUCH THEY DON'T NEED TO DO.
I WOULD LIKE TO GO JUST SAY WITH A SELECTIVE OF PERHAPS SOME OF THE SERVICES AS DETERMINED BY THE COUNCIL AS OPPOSED TO JUST GOING TO PIN ALL THE MONEY FOR THE FARM AND SEE IF THIS COMMITMENT.
I THINK THAT'S BASICALLY WHAT WE LOOKED AT THE COST ON LAST WEEK.
AND SO THAT'S, THAT'S JUST MY RECOMMENDATION.
WELL, WELL, WHAT WE COULD DO SO THAT WE DON'T, YOU KNOW, DRAG THIS OUT TONIGHT SINCE IT'S ALREADY AFTER NINE 30.
WE CAN GO AHEAD AND VOTE ON COUNCIL MEMBER ROULETTE'S MOTION AND THEN IF THAT'S YOUR MOTION COUNCIL MEMBER STERLING, IF KATHERINE REMEMBER RULE IS MOTION DOESN'T PASS, THEN WE CAN MOVE ON TO THE SECOND MOTION.
I HAVE SOME, SOME DISCUSSION ON THE MATTER.
I'M NOT PREPARED TO JUST VOTE ON IT JUST YET, BUT I WILL SAY THAT, UM, I JUST WANNA UH, RESPECTFULLY DISAGREE WITH MY COLLEAGUE, COUNCIL WOMAN STERLING.
I DON'T BELIEVE THAT WE ALREADY DONE ALL OF THE LEG WORK AND WE'VE ALREADY DONE EVERYTHING TO VET, PROPERLY VET AND IDENTIFIED CANDIDATES.
I WAS VERY PLEASED WITH ALL THREE OF THE FIRMS. HIS RESPONSE TO MY QUESTION, WHICH WAS WHAT WERE THE UPSIDES AND DOWNSIDES OF SELECTING A FIRM OR NOT SELECTING AN EXECUTIVE SEARCH FIRM? AND IN ALL OF THEIR RESPONSES, PRIMARILY THEY STATED THAT, UH, YEAH, THERE ARE CERTAIN, UM, THERE ARE CERTAIN PLACES THAT THEY WOULD IDENTIFY CANDIDATES AND SOME OF THOSE PLACES ARE THE PLACES THAT WE'VE ALREADY SEARCHED, BUT THEY ALSO INDICATED, I THINK ONE OF THEM STATED THAT 60 SOME ODD PERCENT, MAYBE 66% OR TWO THIRDS OF THEIR, UH, IDENTIFIED POTENTIAL CANDIDATES CAME FROM THEIR INTERNAL DATABASE ALONE, NOT FROM THESE OTHER FIRMS. SO I'M NOT ONE WHO'S GOING TO, UH, GET MARRIED JUST BECAUSE I WENT ON THE FIRST DATE WITH SOMEBODY RIGHT AWAY.
I BELIEVE THAT IT'S IMPORTANT THAT WE SEARCH FOR ANY AND ALL POTENTIAL CANDIDATES THAT ARE OUT THERE BECAUSE WE WANT THE VERY BEST.
AND JUST BECAUSE WE RECEIVED 40 OR 50 APPLICATIONS BECAUSE OF OUR EFFORTS, DOESN'T MEAN THAT THAT IS ALL OF THE PEOPLE THAT WOULD HAVE AN INTEREST.
AND JUST LIKE SOME OF THE OTHER FIRMS STATED THAT SOME PEOPLE MAY NOT HAVE, MAY NOT HAVE EXPRESSED INTEREST AS OF YET.
SO IF WE'RE JUST GOING TO TRY TO LIMIT OURSELVES BASED OFF OF THE LIMITED NUMBER OF CANDIDATES OR APPLICATIONS, AND I MEAN, I SAY JUST CANDIDATES, APPLICATIONS THAT WE RECEIVED AS FAR.
I THINK THAT WE'RE CHEATING OURSELVES AND I DON'T UNDERSTAND WHY WE WOULDN'T WANT TO DO EVERYTHING IN OUR POWER TO ENSURE THAT ACROSS THIS UNITED STATES THAT WE IDENTIFY OR AT LEAST TRY TO LOCATE AND FIND THE POTENTIAL BEST PERSON THAT GOING TO BE OUR CITY MANAGER.
A LONGTERM OF THE OTHER THING THAT I WANT TO SAY.
AND THAT THEY ALSO INDICATED THAT ONE OF THE DOWNSIDES, UH, AND I THINK THAT IT'S, IT'S TIME FOR US TO REALLY START LISTENING TO THE EXPERTS, THE PEOPLE THAT WE ASK QUESTIONS TO OR THAT WE HAVE SPEAK TO US.
UH, THEY, THEY GIVE US KEY INFORMATION, DATA, INFORMATION, FEEDBACK.
AND IF WE, IF WE DON'T LISTEN TO THE EXPERTS AND WHAT THEY SAY, THEN, YOU KNOW, IT'S ALMOST LIKE WE'RE FLYING BY THE SEAT OF OUR PANTS AND I DON'T, I'M NOT GOING TO DO THAT.
AND SO I'M NOT WILLING TO JUST DO SOME SELECTIVE, UH, YOU KNOW, UH, APPROACH TO IF WE ARE GOING TO HIRE A CITY, EXCUSE ME.
IF WE'RE GOING TO HIRE AN EXECUTIVE SEARCH FIRM, I WANT US TO HIRE AN EXECUTIVE SEARCH FIRM AND WE KEEP TALKING ABOUT ALL OF THE MONEY.
WE JUST, WE JUST, UH, ENDED UP PAYING OUT OVER $300,000 TO A CITY MANAGER THAT WE ABRUPTLY FIRED.
SO WE REALLY ARE NOT IN A POSITION THAT STARTED TALKING ABOUT THE TYPE OF MONEY THAT WE'RE LOOKING TO SPEND ON STUFF WHEN IN FACT, WE'VE ALREADY, UM, YOU KNOW, SPIT $300,000
[02:50:01]
FOR ABRUPTLY, UH, TERMINATING OUR, OUR, OUR CITY MANAGER, UH, WITHOUT, YOU KNOW, THINKING ABOUT THAT.SO WE'RE TALKING ABOUT NO MORE THAN 25 TO $30,000 FOR AN EXECUTIVE SEARCH FIRM TO MEET AS A PROPER INVESTMENT TO MAKE FOR THE FUTURE OF OUR CITY.
I'M NOT IN A RUSH OR DESPERATE TO JUST PICK THE FIRST PEOPLE THAT I SEE TO BE THE CITY MANAGER JUST BECAUSE THOSE ARE THE ONLY APPLICATIONS THAT I RECEIVED.
I'M GOING TO FORWARD, UH, ALL OF THE APPLICATIONS THAT WE RECEIVED, UH, TO THE SEARCH FIRM.
UH, IF WE SELECT THEM AND THEN WE MOVE FORWARD TO HAVE THOSE INDIVIDUALS COME BEFORE US AS SEMI-FINALS AND THEN WE MAKE THE PROPER DECISION.
BUT NOBODY'S BEEN ABLE TO TRULY EXPLAIN TO ME WHY DOING IT INTERNALLY OURSELVES WHEN WE HAVE AN HR DIRECTOR THAT JUST TOLD US SEVERAL TIMES BEFORE, EVEN TODAY THAT THEY DON'T HAVE THE BANDWIDTH OR MANPOWER OR RESOURCES TO DO IT.
UH, AND JUST LIKE THE FIRST FARM THAT SPOKE TO US AND ANSWERING THE QUESTION, THEY STATED THAT IS PROBABLY A WASH WHEN YOU THINK ABOUT IT WHEN IT COMES TO US HIRING A SEARCH FIRM VERSUS HR BECAUSE OF THE AMOUNT OF TIME AND RESOURCES THAT THEY HAVE TO DEVOTE AND DEDICATE TO IT.
SO, UH, I'M AGAIN WILLING TO VOTE AND MOVE FORWARD ON SELECTING A PARTICULAR SEARCH FIRM, BUT I DON'T BELIEVE THAT WE NEED TO DO IT SOLELY OURSELVES.
I JUST HAVE TO COME IN SOMETIMES.
YOUR FIRST DATE, IS YOUR LOAN YOUR LONGEST LASTING MARRIAGE, BUT I JUST WANTED TO COME IN ON ONE OR THE THING AS IF YOU LIVE, IF YOU LISTEN TO ALL THE CIRCLES, THEY HAVE GONE TO JUST BASICALLY ALL OF THE ORGANIZATIONS THAT I THINK WAS PUBLISHED THROUGH OUR COMMUNICATIONS DEPARTMENT.
AND IF YOU'RE LISTENING AND YOU TAKE NOTES, I MEAN, I MEAN I TOOK COPIOUS NOTES AND IT SAYS WE'VE ALREADY DONE THE FINGERPRINTS OF FOR EVERYTHING THAT WE NEED AND ANY FROM WHAT WE USE, WE HAVE TO GIVE THEM THE INFORMATION.
WE SET THE PARAMETERS OF WHAT WE WANT.
AND I THINK ALL THREE OF THEM SAID THAT.
THEY TALKED ABOUT THE OUTLIERS.
THEY TALK ABOUT THE GOLDEN OBJECTIVES.
WE, WE TELL DELL EXACTLY UPFRONT WHAT WE WANT.
WE GIVE THEM THE MARCHING ORDERS.
I MEAN THAT DOESN'T TAKE AN EXPERT TO DO THAT.
SO MY QUESTION TO YOU IS, IS THAT, SURE, YEAH.
WERE YOU RIGHT? WE'RE SPINNING OUT ALL OF THIS MONEY, BUT YES, THE HR BANDWIDTH AND IT HERE AGAIN AND IT'S NO UPRIGHT TO THE HR MODEL.
MY QUESTION IS, AND I'VE DEALT WITH HR, IF YOU DON'T HAVE THE BANDWIDTH, THEN MY QUESTION IS WHAT'S WHAT IS ACTUALLY GOING ON? ONLY THING YOU'RE DOING IS HIRING A PR PERSON THAT YOU NEED TO BET AND YOU NEED TO AND YOU'RE GOING TO BET ALL LEVEL.
I'M NOT SAYING, I'M JUST SAYING TO DO IT IN SELECT THE SERVICES.
I MEAN IF YOU WANT TO GO PAY FOR ANOTHER FIRM TOO, WE'VE ALREADY ADVERTISED WHICH IS GO BACK AND ADVERTISE AGAIN.
I MEAN I THINK THAT THAT'S A MUTE POINT BUT HERE AGAIN, I JUST HAD THIS COMMENT ON THAT SO I JUST WANT TO BE CLEAR THAT I'M NOT SAYING THAT WE HAVEN'T DONE SOME WORK ON OUR END.
WHAT I AM SAYING IS AS A CITY, WHAT I AM SAYING IS I HEARD CLEARLY FROM ALL THREE FIRMS THAT THEY HAVE OTHER POTENTIAL CANDIDATES.
THEY HAVE OTHER DATABASES OUTSIDE OF THE PLACES THAT WE'VE GONE THAT WE, THAT THEY ARE GOING TO ACCESS AND PROVIDE US POTENTIALLY WITH OTHER CANDIDATES OTHER THAN THE ONES THAT WE, WITH OUR LIMITED RESOURCES AND EFFORTS HAVE BEEN ABLE TO GENERATE.
SO WHY WOULD WE WANT TO LIMIT OURSELVES? AGAIN, THE QUESTION I POSE, WHY WOULD WE WANT TO LIMIT OURSELVES WITHOUT HAVING, UH, REACHED OUT AND FOUND POTENTIAL, UH, CANDIDATES THAT ARE OUT THERE THAT PROBABLY HAVEN'T EVEN HEARD ABOUT THE POSITION AS OF YET.
SO I DON'T WANT TO LIMIT MYSELF ON POTENTIAL OPPORTUNITIES TO FIND THE BEST CANDIDATE THAT'S OUT THERE BY JUST LIMITING OURSELVES TO OUR EFFORTS ON SOCIAL MEDIA AND GOING THROUGH THESE OTHER FIRMS. I THINK THAT WE NEED TO USE AN EXPERIENCED DEDICATED EXECUTIVE SEARCH FIRM.
WE'VE USED A COUPLE OF THESE FIRMS IN THE PAST FOR OTHER KEY POSITIONS.
WHY WOULDN'T WE WANT TO DO THAT FOR THE EXECUTIVE, FOR THE TOP EXECUTIVE OF OUR CITY, IT BAFFLES ME.
MARIN IS ANTHONY, WE TALKED ABOUT COPIOUS NOTES.
ONE THING THAT I DIDN'T MAKE NOTE ABOUT SDR IS THEY HAVE A NEWSLETTER WITH ABOUT 50,000 SUBSCRIBERS.
THEY HAVE AN EMAIL DISTRIBUTION WITH ABOUT 4,000.
SO THEY WERE RANKED THE SECOND LARGEST JOB BOARD.
UM, THE OTHER THING THEY DO MENTION IS THAT THEY HAVE A BOUTIQUE TYPE OFFERING WHERE THEY CAN BASICALLY TAKE QUOTES AND DIFFERENT TWISTS AND TURNS.
THIS COUNCILMAN AT EMORY, UH, LET ME, UH, ALSO ADD THAT, UH, A POINT THAT, UH, COUNCILMAN BONEY MADE IS THAT SGR SAID THAT THEY SELECT, UH, THEIR, UH, CANDIDATES FROM ABOUT 65% OF THOSE COME FROM THEIR OWN INTERNAL, UH, DATABASES
[02:55:01]
AND, UH, UH, AREAS THAT, UH, THAT THEY MAINTAIN THE POTENTIAL, UM, CANDIDATES.AND UH, BUT THEY ALSO SAID THAT THEY WOULD TAKE THE OUT OF THE 40 OR SO, UH, APPLICATIONS THAT WE RECEIVED AND THEY WOULD RUN THEM THROUGH THE SAME PROCESS.
NOW, YOU KNOW, WE HAVE NOT DONE, IN MY OPINION, WE HAVE NOT DONE THE VETTING AND ALL OF THE WORK THAT NEEDS TO BE DONE UPFRONT ON THOSE, UH, THOSE 40 OR 50 CANDIDATES, UH, APPLICATIONS THAT WE'VE RECEIVED.
SO, UM, FOR ME, YOU KNOW, I, I DON'T WANT TO START, UH, MAKING SELECTIONS BASED ON, YOU KNOW, A, A, A PROCESS THAT, UH, THAT HASN'T BEEN FULLY, UH, FULLY, UH, INITIATED OR, UM, BEEN ABLE TO, UH, UH, COME UP WITH, UH, YOU KNOW, WHO I WOULD THINK WOULD, UH, WOULD BE A GOOD CANDIDATE FOR A CITY MANAGER.
SO, UH, AGAIN, YOU KNOW, I SECOND THE MOTION AND, UH, I, I WILL STAY WITH THAT, THAT WE OUGHT TO USE SGR AND UH, AND GO FORWARD WITH, UH, UH, THE PROCESS THAT THEY'VE LAID OUT.
ARE THERE ANY OTHER COMMENTS? YES MA'AM.
THIS IS COUNCIL MEMBER PRESTON.
I JUST WOULD LIKE TO STATE I REALLY APPRECIATE ALL OF THE FIRMS AND FOR THEIR PRESENTATIONS THIS EVENING.
UM, PERSONALLY I LIKE BAKER TILLY.
UM, AND SO I JUST WANTED TO PUT THAT OUT THERE.
I APPRECIATE ALL THE FIRMS WITH BAKER TILLY KIND OF STOOD OUT ABOVE THE REST IN MY OPINION THIS EVENING.
THOSE, THAT CONCLUDES MY COMMENTS.
ANY OTHER COMMENTS? WELL OUT, I WILL MAKE ONE COMMENT AND THEN WE'LL TAKE A VOTE ON A COUNCIL MEMBER RUELAS MOTION.
UM, ONE ANYBODY, IT IS IN MY OPINION THAT ANYBODY WE DO DECIDE TO LOOK AT THAT OR WHATEVER THAT THEY DO TAKE THE MANAGEMENT ASSESSMENT THAT ALL OF THE FIRMS OFFERED AS WELL AS, UH, OF COURSE THEY VET THOSE CANDIDATES.
UM, BUT I DON'T BELIEVE WE NEED TO ANALYZE THEM FOR THE ENTIRE SEARCH.
WE'VE ALREADY GOT CANDIDATES FROM ALL OVER THE UNITED STATES.
UH, THIS HAS BEEN POSTED ON THE, UM, ICMI WEBSITE, WHICH IS THE PROFESSIONAL ORGANIZATION FOR, UH, CITY MANAGERS.
IT'S BEEN POSTED ON PROBABLY EVERY IN ANY JOB OR SOCIAL MEDIA, UH, LINKEDIN.
I COULD JUST KEEP GOING AND GOING.
AND YES, THEY DO HAVE THEIR OWN PERSONAL LISTS, BUT I'M SURE A LOT OF PEOPLE WHO ARE MOST PEOPLE ON THAT LIST, UM, ARE ON THESE OTHER JOB BOARDS ALSO.
UM, AND I WILL ADDRESS ONE OTHER THAT WE JUST SPENT IN WASTED $300,000 ON A CITY MANAGER BY LETTING HIM GO.
AND THAT'S NOT TRUE EITHER, IN MY OPINION, BECAUSE NOT ONLY AT THIS MEETING THAT WE DISCUSSED $50,000 BECAUSE OF MISMANAGEMENT OF A CONTRACT, IT WASN'T THE CITY MANAGER I'M TALKING ABOUT.
AND THEN ALSO WE'VE ALSO DISCUSSED AT THE LAST MEETING WHERE THERE WAS A CONTRACT THAT ONCE AGAIN WENT OVER THE LIMITS OF APPROVAL.
SO FROM THERE I WILL NOW TAKE A VOTE.
SO THERE'S A MOTION AND THERE'S A SECOND.
I STILL HAVE THE DISCUSSION OR THE BORDER.
I'VE CALLED FOR A VOTE, COUNCIL MEMBER EDWARDS.
UH, IF I MAY, UM, IF THEY'RE STILL A MEMBER, UNLESS THERE IS A MAJORITY THAT WANTS TO MOVE FORWARD WITH THE VOTE, THEN THE DISCUSSION HAS TO CONTINUE PURSUANT TO ROBERT'S RULES OF ORDER.
UH, I JUST WANT TO MAKE SURE I WAS CLEAR.
WE TALKED ABOUT $50,000 OF INTEREST THAT IS GOING BACK INTO AN ACCOUNT.
UH, UH, AND THAT HAD TOOK PLACE IN 2013.
UM,
I AM GIVING OUT THE CORRECT INFORMATION AND IF ELENA WAS STILL ON THE LINE, SHE COULD VERIFY THAT THE PAYMENT WAS TO BEGIN IN TWO 2014, UH, NOT IN 2016 OR 2017 AND SHE INDICATED THAT IN HER PRESENTATION, UH, AND SO 2013 IS WHEN THE CONTRACT WAS INITIATED AND
[03:00:01]
2014 AND INTEREST IS WHEN IT WAS SUPPOSED TO BEGIN BEING PAID OUT.UH, AND SO THAT IS ACCURATE BASED OFF OF WHAT ELENA SAID.
AND IF SHE IS STILL ON THE LINE, HOPEFULLY SHE CAN VERIFY THAT ATLANTA IS ATLANTA ON THE LINE? THIS IS 20TH.
THIS IS ALLIE AND I AM ON THE LINE.
UM, THE INTEREST WAS TO BEGIN IN, UH, 2014 UPON PAYMENT, BUT THE REIMBURSEMENTS WERE TO START JANUARY 1ST, 2016.
BUT, BUT THE, BUT THE INTEREST, I JUST WANT TO BE CLEAR THAT THE INTEREST WAS TO BEGIN IN 2014.
I JUST WANTED TO MAKE SURE I WAS CLEAR ON THAT BASED OFF OF WHAT WAS PUT FORWARD AS FAR AS THE OTHER, UH, ITEM RELATIVE TO, UH, THE HOT TAXES THAT WERE, UH, TO BE VOTED ON AT THE LAST MEETING.
THAT, UH, THAT WAS THE DECISION THAT WAS MADE BY THE EMPLOYEE, UH, YOU KNOW, NOT BY THE CITY MANAGER.
UH, IT, IT, IT'S TRUE, IT WAS ASKED, IT WAS ASKED OF THE EMPLOYEE WHO MADE THE DETERMINATION AND A D THE EMPLOYEE STATED THAT THEY MADE THE DETERMINATION AND IT WAS ASKED WHO APPROVED IT OR WHO THEIR SUPERVISOR WAS.
AND THEN OF COURSE, THAT'S WHEN IT WAS STATED THAT THEIR SUPERVISOR WAS THE CITY MANAGER.
UM, AND WE'RE GOING DOWN A RABBIT TRAIL.
I GUESS MY POINT THAT, AND SO THAT, BUT, BUT WHAT MY POINT THOUGH IS WHEN YOU SAY THAT'S NOT ENTIRELY NOT TRUE, WHAT I'M SAYING IS WE MADE A DECISION OR A DECISION WAS MADE BY THE MAJORITY OF THIS COUNCIL TO TERMINATE EARLY THE CONTRACT OF THE CITY MANAGER, WHICH CAUSED RESIDENTS OF THE CITY OF MISSOURI CITY TAXPAYERS THREE OVER $300,000.
SO ALL I'M SIMPLY STATING IS THE FACT MAYOR THAT WE AS A, AS A COUNCIL, THE MAJORITY OF THIS COUNCIL DECIDED TO TERMINATE THE CONTRACT OF THE EXHIBIT OF THE, OF THE CITY MANAGER AT THAT TIME EARLY.
AND IT COST THE TAXPAYERS OF MISSOURI CITY OVER $300,000.
AND SO AS WE'RE STARTING TO TALK ABOUT A 20,000, $30,000 AS IF THIS IS SOME, A BIGGER ALLIANCE SHARE OF MONEY, ALL I'M SAYING IS THIS IS AN INVESTMENT THAT WE NEED TO MAKE FOR THE FUTURE OF OUR CITY.
AND I'M ABSOLUTELY CERTAIN THAT THE RESIDENTS OF MISSOURI CITY WOULD APPRECIATE US MAKING THE DECISION, NOT SOMETHING THAT WE, UH, ARE DOING AS SOME EXPERIMENT, BUT THAT WE DO THE VERY THINGS THAT WE'RE ELECTED TO DO AND REPRESENT THEM AND REPRESENT THEIR TAX DOLLARS IN A WAY THAT IS RESPONSIBLE FISCALLY AND THAT WE DO THE THINGS THAT ARE GOING TO PUT US AS A CITY IN THE BEST POSSIBLE POSITION.
AND I WANT TO STATE ALSO LASTLY IS THAT WE DON'T KNOW WHO ALL ELSE MAY HAVE AN INTEREST IN THIS POSITION.
SO I'M NOT SATISFIED THAT WE JUST BECAUSE WE HAVE UTILIZED OUR MEAGER EFFORTS HERE IN MISSOURI CITY, UH, TO, TO, TO REACH OUT TO INDIVIDUALS THAT, UH, ALTHOUGH THAT IS VERY MODEST FOR US TO DO, IT IS NOT ALL OF THE INDIVIDUALS THAT MAY HAVE AN INTEREST IN SERVING THIS GREAT CITY.
AND SO I JUST WANT US TO BE CLEAR AS WE MAKE OUR VOTE THAT WHEN WE TALK ABOUT DECIDING A CITY, EXCUSE ME, AN EXECUTIVE SEARCH FIRM, THIS IS NOT A WASTE OF DOLLARS.
AND THIS IS NOT SOMETHING THAT COMPLIMENTS SOMETHING THAT WE REALLY, ALL WE DID WAS LOOK AT APPLICATIONS, UH, ON PAPER.
WE HAVEN'T VETTED THESE INDIVIDUALS OR ANYTHING.
SO TO TRY TO UTILIZE AFFIRM MINIMALLY JUST BECAUSE WE WANT TO QUOTE UNQUOTE SAVE MONEY WITHOUT DOING OUR FULL DUE DILIGENCE I THINK IS A DISRESPECT TO OUR CITIZENS.
AND I THINK IT'S THE WRONG DECISION.
AND WITH THAT I'M DONE AND WE CAN GO WITH YOUR VOTE MAN.
AND IF WE LOOK AT ALL THE MISMANAGEMENT, I'M SURE THAT NUMBER THAT WE'VE COST THE CITIZENS CITIZENS IS WAY MORE THAN THAT.
AND YES, WE WILL STILL USE THE EXECUTIVE SEARCH FIRMS TO VET THESE APPLICANTS AS WELL AS TO DO ANY TYPE OF BACKGROUND SEARCH TO DO ANY TYPE OF ANALYSIS.
SO IT'S NOT THAT WE ARE NOT GOING TO UTILIZE.
I WOULD SAY IT'S NOT THAT WE WILL BE USING THE EXECUTIVE SEARCH FIRMS BECAUSE WE WILL, AND THIS IS AN EXPERIMENT.
WE MAKE DECISIONS ON MILLION DOLLAR PROJECTS.
SO AT THE END OF THE DAY, I THINK WE ARE ALL VERY INTELLIGENT AND WE CAN HANDLE THIS.
NOW I'LL CALL MAYOR PRO TEM PRESTON.
[03:05:01]
EDWARDS COUNCIL MEMBERS.STERLING COUNCIL MEMBER BONEY YES.
MY RULE IS MADE THE MOTION COUNCIL MEMBER EMORY MADE THE SECOND AND MAYOR PRO.
COUNCIL MEMBER STERLING, DO YOU WANT TO MAKE YOUR MOTION? YES.
I JUST REALLY WANTED TO MAKE A MOTION THAT SO THEY CAN SERVICE IT.
I DON'T SEE WHY WE NEED TO BEAT A DEAD HORSE.
UH, GOING BACK, REINVENTING THE WHEEL WITH THINGS HAVE ALREADY, THE WHEEL HAS ALREADY TURNED.
UH, SO HERE AGAIN, UM, THE BUS, THE TRAIN HAS ALREADY LEFT THE STATION SO WATCH PULL BACK.
SO I'M JUST WANTING TO GO BACK AND JUST SAY, HEY, IF WE PROVIDE, I'D LIKE TO MAKE A MOTION FOR SELECTIVE SERVICES.
IF WE GO WITH EITHER ONE, I WOULD LIKE TO BUILD WITH US.
SELECT THE SERVICES AS DETERMINED BY THE COUNCIL.
WHICH FARM THOUGH WOULD YOU LIKE TO GO WITH? UH, HERE AGAIN, I MEAN I WOULDN'T HAVE A PROBLEM EITHER FARM CAUSE THEY ALL GAVE YOU THE SAME THING, THE SAME THING.
UH, HERE AGAIN, I DIDN'T SEE ANY SIGNIFICANT DIFFERENCE BETWEEN THE THREE FIRMS THEY GAVE YOU THE PLATFORM IS MOST FIRMS DO THAT.
SO I MEAN, I'M NOT REALLY, UM, I LIKED TEALEAF BETTER THAN I DID EITHER ONE OF THEM, BUT I MEAN, I COULD GO WITH THE SPR, BUT I JUST WANTED TO DO, SELECT THE SERVICE.
I DON'T THINK WE NEED TO GO BACK AND GIVE THEM WHAT WE ALREADY GOT PAID FOR, WHAT WE KNOW THAT WE WANT TO GIVE TO THEM AND WE HAVE TO PAY THEM FOR THE INFORMATION ANYWAYS.
DO YOU WANT BAKER TILLY OR DO YOU WANT SGR FOR THE MOTION? FOR THE SELECTED SERVICES? EITHER ONE.
THE SGR PRESIDENT, PRESENTER SPECIFICALLY SAID BOUTIQUE TWIST AND TURN.
THOSE WERE HIS SPECIFIC WORDS.
BUT THOSE WERE HIS WORDS, SO I DON'T KNOW WHAT'S DIFFERENT FROM YOUR MOTION TO WHAT MY MOTION IS.
MY MOTION IS JUST FOR THE SELECTIVE SERVICES.
I DON'T THINK WE NEED TO GO BACK AND GET THE AND DO EVERYTHING, BUT HERE AGAIN, ALL THREE OF THEM SAID THAT YOU KNOW, WE'D DONE ALL THE FOOTPRINT.
I MEAN WE'VE DONE THE OUTLIERS, WE'VE DONE THE FRONT WORK, WE TELL THEM WHAT WE WANT AND THAT'S IT.
WHOEVER THE CLIENT IS, YOU TELL THEM SPECIFIC, THEY'RE GOING TO DO EXACTLY WHAT YOU TELL THEM TO DO.
I DON'T THINK WE NEED THE WHOLE GAMBIT.
I THINK WE JUST NEED CERTAIN SERVICES THAT'S AVAILABLE TO US THAT WE NEED AND THAT'S IT.
I JUST DON'T SEE THAT GOING BACK.
HAVING TO DO BROCHURES OVER AGAIN, HAVING THEM GO BACK ON WEEKEND, GO BACK TO TML, GO BACK AND DO EVERYTHING THAT HAS ALREADY BEEN DONE.
I'M JUST SAYING, THEY SAID THIS IS YOUR SEARCH.
WE WERE OVERLAPPING OUR SEARCH AND WE TELL THEM IN ANY SEARCH AND YOU TELL THE SEARCH BAR OF WHAT YOU WANT.
THAT'S, I REMEMBER STERLING COUNCIL MEMBER STERLING, THIS WAS COUNCIL MEMBER PRESTON.
IF I COULD, ONE OF THE REASONS BAKER TILLY REALLY STOOD OUT FOR ME SAW FROM THEIR CREDENTIALS.
UM, DURING THE PRESENTATION THEY HIGHLIGHTED THE FACT THAT THEY REALLY WANTED TO MAKE SURE AT THE OUTSET THAT THEY GOT THE SENTIMENT AND THE PULSE FROM COUNCIL.
UM, THAT REALLY STOOD OUT TO ME DURING THE PRESENTATION.
AND SO I JUST WANT TO REMIND YOU OF THAT AS I HEAR YOUR REASONING.
UM, BAKER TILLY REALLY DID MAKE A POINT OF DRIVING THAT MESSAGE HOME.
AND IF YOU RECALL, AND IF EITHER ONE OF YOU RECALL, I ASKED THE QUESTION ABOUT THEIR ASSESSMENT CAUSE I WAS REALLY IMPRESSED WITH THEIR ASSESSMENT.
UM, AND THAT WAS ASKING, THAT'S THE REASON I ASKED FOR THEIR VALIDITY AND RELIABILITY AND WANTING TO KNOW IF IT WAS IN HOUSE.
AND NOW BECAUSE I WAS MORE IMPRESSED WITH THEM.
BUT HERE AGAIN, THEY ALL DO THE SAME THING.
SO MY MOTION IS JUST TO GO WITH SELECT THE SERVICES AS WELL.
WE NEED A FIRM, WE NEED A FIRM.
I MEAN WE NEED TO VOTE ON A FIRM.
THAT'S WHAT THE AGENDA ITEM IS YET, AND YOU CAN ADD THAT ON.
I MEAN, YOU CAN DO ALL THREE FIRMS IF YOU WANT, BUT YOU NEED TO MAKE THE MOTION.
WELL, THEN I MAKE A MOTION FOR THE TWO FIRMS THEN, AND LET'S TAKE FERTILITY AND IS TO SUPERBAD SELECTIVE SERVICES AS DETERMINED BY THE COUNCIL.
[03:10:03]
MY QUESTION IS H.I JUST HAVE A CONCERN BECAUSE EVERY FIRM IS GOING TO DO THE SAME THING.
THEY ALL WANT TO DO THE SAME THING.
I MEAN, EVERYBODY'S GOING TO GIVE A PRESENTATION, THEY'RE GOING TO DO A LITTLE BIT MORE THAN THE OTHER, BUT THEY ALL, BASICALLY, THE PROCESSES AND PROCEDURES FOR EVERY FIRM IS BASICALLY THE SAME.
THAT'S TO GATHER INFORMATION, LOOK AT TWO SIMILAR FILES, DO THE INTERVIEWS, DEVELOP THEM, AND GET IT RIGHT BACK TO YOU, WHATEVER YOU REQUEST.
SO MY QUESTION IS THIS, IF WE GO WITH ONE FIRM, WE'RE BUILDING A ONE FIRM, RIGHT? PROVIDED AS DETERMINED BY THE COUNCIL.
I'M WANT TO MAKE SURE I'M CLEAR.
SO YOU NEED TO, THE MOTION IS TO DECIDE ON THE FIRM, BUT IF YOU WANT TO PUT ANY TYPE OF I GUESS GUIDELINES, YOU CAN MAKE THAT AS PART OF THE MOTION.
WELL MY, MY MOTION IS TO GO WITH, I'LL GO WITH IT CAUSE I WAS IMPRESSED WITH VACANCY IN THEIR ASSESSMENTS AND PROVIDED THAT WE HAVE SELECT THE SERVICE AS DETERMINED BY THE COUNCIL.
THIS IS COUNCIL MEMBER PRESTON.
WE HAVE A MOTION AND A SECOND WE'LL TAKE A VOTE.
SO COUNCIL MEMBER PRECEDENT MADE THE SECOND, THE MOTION WAS BY COUNCIL MEMBERS.
STERLING COUNCIL MEMBER EDWARDS.
IS NO COUNCIL MEMBER EMORY? NO.
[Item 2D]
ITEM D.CONSIDER AUTHORIZING STAFF TO CONTACT CERTAIN CITY MANAGER APPLICANTS FOR ADDITIONAL SCREENING.
SO I PUT THIS ITEM ON HERE SINCE THERE WASN'T A AGREEMENT ON LAST WEEK, UH, ON HOW WE WERE GOING TO MOVE FORWARD, UM, WITH THE APPLICANTS WHO HAD APPLIED.
UM, THERE WAS A CLEAR OUT OF SAKE OF NOT PROVIDING TOO MUCH INFORMATION FROM THE EXECUTIVE SESSION THERE, THERE WASN'T A UNANIMOUS AGREEMENT.
SO I ASKED THAT THIS WAS PUT ON THE AGENDA TO ACTUALLY HAVE A MOTION.
SO WITH THAT BEING SAID, UM, BASICALLY WE HAVE NOW COLLECTED RESUMES AND APPLICATIONS AND OR APPLICATIONS FROM OVER 50 APPLICANTS FOR THE CITY MANAGER POSITION.
WE HAVE REVIEWED, UM, MOST OF THOSE THAT HAVE, THAT CAME IN BEFORE THE MEETING ON LAST WEEK AND THERE IS A DESIRE TO MOVE FORWARD WITH SCREENING, UH, THE TOP FIVE PEOPLE WHO'VE COME IN.
SO, UM, I NEED A MOTION THIS FLOYD EMORY, I'LL MAKE A MOTION THAT WE ALLOW THE SEARCH FIRM TO DO ALL OF THE SCREENING.
WE HAVEN'T DONE ANYTHING CLOSE TO THE SCREENING, THE, UH, CANDIDATES AND I'M NOT GOING TO BE THE ARBITRARY OF THOSE PARTIES THAT ARE THROWN BY THE WAYSIDE BECAUSE WE SELECTED THREE OR FIVE, UH, CANDIDATES THAT, UH, LOOKED GOOD ON PAPER SECOND THAT I'LL SECOND THAT MOTION.
WHO WAS THAT COUNCIL MEMBER? BONEY SECOND.
SO BONNIE SECOND AND UM, KATHY MEMBER, EMORY MADE THE MOTION.
ARE THERE ANY OTHER STATE, ANY OTHER DISCUSSION? CAN YOU REPEAT THIS MOTION AGAIN? I'M SORRY.
CAN YOU REPEAT THE MOTION? I ASKED THE UH, UH, EGYPT TO READ IT BACK OR MARIA, THIS IS JOYCE.
I BELIEVE THE MOTION WAS TO ALLOW SEARCH FIRMS TO SCREEN APPLICANTS OUT OF WITHOUT, UM, I GUESS ALL OF THE APPLICANTS THAT HAVE BEEN SUBMITTED.
SO ALL THE SEARCH FIRM ONLY TO DO THE SCREENING OF THE APPLICANTS.
AND WE HAVE A SECOND BY COUNCIL MEMBER.
ANY OTHER DISCUSSION? I STILL BELIEVE
[03:15:01]
THAT WE SHOULD TAKE OUR TOP FIVE APPLICANTS, SO, OKAY.WELL WE HAVE A MOTION AND A SECOND ON THE TABLE RIGHT NOW, SO WE NEED TO DO A VOTE ON THAT FIRST.
MAYOR PRO TEM PRESTON COUNCIL MEMBER EDWARDS COUNCIL MEMBER STERLING COUNCIL MEMBER BONEY COUNCIL MEMBER REALIST AND COUNCIL MEMBER EMORY MAKE A MOTION.
WHAT WAS, WHAT WERE YOU SAYING? I'M ON TO MAKE A MOTION TO AUTHORIZE STAFF TO CONTACT THE CITY COUNCIL'S TOP FIVE CITY MANAGER APPLICANTS AS DETERMINED BY THE SUBMISSION OF THE CITY MANAGER CANDIDATES NAMES BY THE MAYOR AND EACH CITY MANAGER.
I'M SORRY, EACH CITY COUNCIL MEMBER, SO THE HR DIRECTOR TO ADDITIONAL SCREEN FOR THE DATES OF MAY 8TH THROUGH MAY 15TH STAFF NEEDS TO ALSO PROVIDE COUNCIL WITH THOSE CANDIDATES NAMES BY MAY 6TH, THE END OF THE BUSINESS DAY.
MARTIN, DO YOU PRETTY MUCH UNDERSTAND? SO HAVE YOU ALL COME UP WITH THE TOP FIVE OR ARE THOSE NAMES SUPPOSED TO BE SENT TO HR? HOW, HOW WAS THAT GONNA WORK? UM, PRETTY MUCH THE, HOW THE PROCESS SHOULD WORK IS EACH COUNCIL MEMBER SHOULD SIT IN THEIR TOP FIVE BY TOMORROW, NOON, O'CLOCK, NOON AND UM, THE TOP THREE CANDIDATES WHO GET THE MOST VOTES SHOULD BE SENT OVER.
AND FOR YOU TO MAKE YOUR DECISION BY TOMORROW, BY MAY SIX, I'M SORRY, END OF BUSINESS DAY COUNSEL.
I THOUGHT WE, EVERYBODY WAS SUPPOSED TO SEND IN THEIR TOP FIVES AND THEN MARIA WAS SUPPOSED TO GET A CHART TOGETHER IN A MORE THAN A MINUTE.
THEY WOULD DETERMINE WHO WOULD THE TOP SIX I MEAN TOP FIVE.
NO, NO, THAT'S NOT CORRECT BECAUSE WE COULDN'T GET A CONSENSUS.
SO THAT'S WHY IT'S ON THE AGENDA NOW FOR US TO DO THAT.
TO ACTUALLY HAVE ACTUAL MOTION IN PLACE.
COUNCIL MEMBERS, IT COULD SEEM LIKE WE WERE JUST GOING AROUND IN CIRCLES.
I THOUGHT, WELL WE NEVER HAD A CLEAR UNDERSTANDING.
EVERYONE HAD THEIR IDEAS OF HOW IT SHOULD BE DONE.
THAT'S WHY I'M PROPOSING THAT ACTUALLY EVERYONE SIT IN THEIR TOP FIVE.
SO EVEN IF COUNCIL MEMBER, I'M SUCH AND SUCH, HE DECIDED TO SEND EVERYONE THAT THEY WANT TO SEND IN.
IF YOU'RE VOTING FOR YOUR TOP FIVE, WHOEVER HAS THE MOST VOTES, THE LAST SIN IN MY TOP FIVE IMMEDIATELY THAT NIGHT.
SO I THOUGHT THAT'S WHY WE'VE GONE.
SO MY FIVE IS OKAY, SO OTHER COUNCIL MEMBERS SHOULD SIT IN THERE AND THERE'S IN BY TOMORROW NOON.
I'VE MADE REALLY CLEAR AT THE LAST MEETING THAT I WAS SUBMITTING ALL UH, CANDIDATES.
I DON'T, I MY TOP FIVE I COULD NOT FIND TO HAVE SOME CONCLUSIVE NUMBER.
I WANTED ALL OF THOSE CANDIDATES TO BE SPRAYED BY THE SEARCH FIRM.
AND SO I STILL HAVE THAT SAME POSITION.
SO MARTIN, I'LL MAKE IT EASY ON YOU.
AND THIS IS THE JOYCE, IF THERE'S GOING TO BE A DETERMINATION, I RECOMMEND THAT THE SUBMISSION OCCUR AT AN OPEN MEETING.
WELL, I GUESS WE NEED TO DECIDE IF, IF THE MOTION IS GOING TO PASS FIRST.
UM, IF THE MOTION PASSES THEN WE CAN, UM, DO IT AT A, AT THE WEEKEND, SCHEDULE A MEETING FOR THOSE ACTUAL, I MEAN, BUT HE ENJOYS IF SHE'S ASKING FOR THE TOP FIVE TO BE SUBMITTED, UM, TO STAFF.
I MEAN, WHEN MARTIN HAD TO DETERMINE WHAT THOSE TOP FIVE ARE, ONCE WE SUBMIT ALL THOSE TO HIM, HE WOULD BE ESSENTIALLY TAKING LIKE A VOTE OF COUNCIL TO DETERMINE THE TOP FIVE.
SO FOUR OF YOU POSSIBLY OR A MAJORITY WOULD HAVE, YOU KNOW, THE TOP ONE, TWO, THREE, FOUR, FIVE.
AND SO IT'S, IT'S ALMOST AS IF HE'S VOTE TAKING, BUT HE WOULDN'T BE DOING IT AT A PUBLIC MEETING.
SO MY CONSERVATIVE RECOMMENDATION IS TO HAVE HIM COLLECT THAT AND MAKE THAT DETERMINATION AT AN OPEN MEETING.
AND I CONCUR WITH YOU, HE AS HR SHOULD PLAY A VERY KEY ROLE IN THIS.
AND THAT'S WHEN YOU SIT IN THE TOP THAT YOUR TOP CANDIDATES, THAT'S THEIR RESPONSIBILITY TO COME UP WITH THE,
[03:20:02]
WITH SOME TYPE OF AGREEMENT FOR THE COUNSELING STUFF.I GUESS MY CONCERN IS HOW IS HE, IF WE SEND IN THE TOP FIVE, UM, OUR TOP FIVE CANDIDATES OR WHATEVER, UM, HE HAS TO LOOK AT THOSE TO SEE COLLECTIVELY, YOU KNOW, WHO ALL, WHO RANKED OUT OF ALL OF US TOGETHER, THOSE TOP FIVE CANDIDATES, HOW ARE WE GOING TO DO THAT AT A MEETING? CAUSE HE NEEDS TO LOOK AT THOSE PEOPLE AND TALLY EVERYTHING.
THIS IS THE JOYOUS, I WOULD THINK THAT IF THAT INFORMATION WAS COLLECTED AT THE BEGINNING OF A SPECIAL MEETING, THEN THAT ITEM COULD BE CONSIDERED AT THE END OF A SPECIAL MEETING.
AND YOU COULD TAKE ON, I MEAN THERE'S, YOU KNOW, THERE ARE TONS OF THINGS THAT YOU ALL REVIEW EVERY, AT EVERY MEETING SO YOU COULD CONSIDER OTHER ITEMS. AND THEN AT THE END OF THAT MEETING HE COULD COME UP WITH WHAT THAT DETERMINATION IS.
I JUST HAVE SOME CONCERN THAT, UH, YOU KNOW, UM, THAT OTHERS MIGHT HAVE CONCERNS ABOUT HOW THE TALLY WAS, WAS MADE.
WE'LL SCHEDULE A SPECIAL MEETING.
UH, COUNCIL MEMBER EDWARDS WITH, WITH YOUR MOTION.
SO OUR EGOS, DO YOU HAVE HER MOTION? IS IT STILL COMES FROM EMORY'S ARE STILL OPEN FOR QUESTIONS? WELL, WE HAVE A MOTION.
I WAS TRYING TO GET COUNCIL MEMBER CAUSE WE KIND OF STOPPED HER BEFORE SHE FINISHED EVERYTHING AND WE GOT A SECOND.
I JUST WANNA DO A AGAIN, UH, CONFIRMED THAT, UH, I'M NOT GOING TO BE THE ARBITRARY ROOM WHO THOSE TOP FIVE ARE, UH, OUT OF THOSE 40 OR 50 THAT WE HAVE.
SO WHAT I'M GOING TO BE DOING IS SENDING OVER TO HR, THE, UH, 40 APPLICANTS THAT, UH, I THINK, UH, NEED TO GO UP THROUGH THE, UH, THE SEARCH FIRM AND BE VETTED AND, UH, THEM COME BACK TO LET US KNOW WHO'S THE RIGHT PEOPLE AND THEN WE DO THE SCREENING OF THEM.
SO I'M NOT SURE THAT, UH, I, YOU KNOW THAT, UH, I CAN TAKE THAT.
I WILL, I WILL TAKE THAT ACTION.
COUNCIL MEMBER EDWARDS OR, YES MA'AM.
CAN YOU EAT JOYCE'S? SHE DIDN'T GET YOUR MOTION.
CAN YOU REPEAT YOUR MOTION? I MAKE A MOTION TO THE RISE STAFF TO CONTACT THE CITY COUNCIL'S TOP FIVE CITY MANAGER APPLICANTS AS DETERMINED BY THE SUBMISSION OF THE CITY MANAGER CANDIDATES NAME BY THE MAYOR AND EACH COUNCIL MEMBER TO THE HR DIRECTOR FOR ADDITIONAL SCREENING FOR THE DATES OF MAY A THROUGH MAY 15TH STAFF NEEDS TO ALSO PROVIDE COUNCIL WITH THOSE CANDIDATES NAMES BY MAY SIX END OF BUSINESS DAY.
I GUESS I HAVE A QUICK OH, I'M SORRY.
DO YOU NEED TO GET A SECOND? POTENTIALLY.
SO IS THERE A SECOND? OKAY, WE HAVE A MOTION AND A SECOND.
ARE THERE ANY QUESTIONS OR DISCUSSION? YES, I HAVE A QUESTION.
UM, IN LISTENING TO THE MOTION THAT WAS JUST MADE, I DIDN'T HEAR ANYTHING ABOUT THE SEARCH FIRM THAT WAS JUST VOTED UPON FOR SELECTIVE SERVICES.
WHAT SELECTIVE SERVICES ARE GOING TO BE USED BY THE SEARCH FIRM OR WHAT, WHAT'S WHAT, WHAT'S SELECTIVE SERVICES OF THE SEARCH FIRM ARE GOING TO BE USED IF HR IS GOING TO BE CONTACTING THESE, UM, SUPPOSEDLY FIVE TOP CANDIDATES.
IF THERE HAPPENS TO BE OUT OF THOSE TOP FIVE CANDIDATES THAT WE SCREEN, IF ANY OF THOSE CAN'T, THOSE CANDIDATES ARE SOMEONE THAT WE ARE INTERESTED IN MOVING FORWARD ON, THEN THOSE CANDIDATES WILL BE SENT TO THE SEARCH FIRM FOR THEM TO DO THE TESTING MANAGEMENT TESTING ANALYSIS AS WELL AS FOR THEM TO VET THOSE CANDIDATES AND TO DO ANY TYPE OF OTHER IN HOUSE TESTING THAT THEY WOULD PROVIDE.
AND THEREFORE I JUST LIKE TO ADD TO THAT, THAT THEY, THEY HAVE TO DO THE CRIMINAL CHECK AS WELL AS THE TECHS AS WELL.
ANY OTHER QUESTIONS OR CONCERNS? SO
[03:25:01]
THE MOTION? I BELIEVE SO.I BELIEVE THE MOTION WAS TO AUTHORIZE STAFF TO CONTACT THE CITY'S CITY COUNCIL'S TOP FIVE, UH, CITY MANAGER APPLICANTS AS DETERMINED BY THE SUBMISSION OF A RANKING OF NAMES TO, UH, BY THE MAYOR.
AND EACH COUNCIL MEMBER TO THE HR DIRECTOR, UH, FOR ADDITIONAL SCREENING BETWEEN MAY 8TH AND MAY 15TH.
ALL RIGHT, MARTIN, ARE YOU GOOD? YES.
JOYCE, THE FINAL VERSION OF THAT.
UM, GOT A QUICK QUESTION FOR YOU AND YOUR COUNSEL.
UM, WOULD IT BE A GOOD IDEA TO MAKE SURE YOU HAVE A CONTRACT IN PLACE WITH BAKER TILLY ON THE SERVICES THAT YOU ARE GOING TO PROVIDE OR THEY'RE GOING TO PROVIDE TO YOU? SO MAKING SURE THAT WE'RE ALL ON THE SAME PAGE OF WHAT THEY'RE GOING TO PERFORM FOR THE CITY.
UH, AS FAR AS THE, UH, AND MAKE SURE WE HAVE A SIGNED AGREEMENT BECAUSE I DON'T, BASED UPON SOMETIMES THEY MIGHT HAVE A UH, CONTRACT, UH, UH, THERE MIGHT BE SOME, A DISAGREEMENT OR HOW THAT CONTRACT IS INISH ARE FINALIZED BASED UPON THEIR SERVICES.
CAUSE I KNOW SOME OF THEM ARE IN A PACKAGE DEAL AND YOU HAVE TO GET ADDITIONAL SERVICES IN ORDER TO, UH, SELECT, UH, SOME OF WHAT THEY ARE GOING TO, UH, PROVIDE FOR THE CITY.
MAY I RECOMMEND THAT YOU POST THIS ITEM FOR THE NEXT MEETING SO THAT THERE CAN BE A DISCUSSION ABOUT THE SERVICES THAT ARE DESIRED WITH, UM, I'M SORRY IF, CAN YOU EXPLAIN HOW YOU DO IT? YES MA'AM.
THIS DISCUSSION, I, THERE'S A MOTION AND A SECOND ON THE FLOOR REGARDING AUTHORIZING STAFF TO CONTACT, UH, APPLICANTS FOR ADDITIONAL SCREENING.
THE QUESTION THAT WAS JUST BROUGHT FORTH BY THE HR DIRECTOR IS REGARDING A CONTRACTUAL DISCUSSION BETWEEN, UH, PUTIN OR BETWEEN THE UM, BURN THAT WAS JUST VOTED ON IN THE IDA BEFORE.
IF THERE ARE DISCUSSIONS ABOUT WHAT NEEDS TO BE IN THAT CONTRACT THAT NEEDS TO BE POSTED FOR DISCUSSION.
SO, BUT IF WE ARE LOOKING AT RIGHT DOWN, WE'RE LOOKING AT ACTUALLY GETTING AFFIRMED AND BEING ABLE TO UTILIZE THEIR SERVICES AS WE NEED THEM.
SO I DON'T WANT TO LOCK IN JUST SPECIFIC SERVICES CAUSE THAT'S THE WHOLE POINT THAT WE NEED A FIRM TO UTILIZE WHATEVER SERVICES WE NEED BECAUSE WHAT IF WE DON'T EVEN LIKE THE TOP FIVE AFTER WE INTERVIEW THEM
SO I DON'T WANT TO LOCK IN ON JUST THOSE SERVICES BECAUSE IF THOSE TOP FIVE DON'T WORK OUT, THEN WHAT GOT IT.
SO STAFF JUST NEEDS TO NEGOTIATE A CONTRACT WITH THE LIST NOW.
JUST A POINT OF CLARIFICATION, WHAT IS ENTAILED IN ADDITIONAL SCREENING AND WHO'S GOING TO DO THAT? ADDITIONAL SCREENING APPLICANTS COUNCIL IS, THEY'RE NOT DOING IT.
THEY'RE GOING TO DO THE SCREENING.
AND WHAT ARE THEY GOING TO SCREEN? I MEAN, WHAT ARE THEY GOING TO BE LOOKING FOR? UH, YOU WILL ASK THEM MANAGEMENT INTERVIEW QUESTIONS DURING THE SCREENING IF ANYONE NEEDS, IF ANYONE NEEDS ANY, UH, ANY OF THAT INFORMATION.
I HAVE A WHOLE PACKET FROM SGR HERE.
WE HAVE A MOTION AND A SECOND ON THE TABLE.
UM, WITH THAT MOTION, UH, THE CITY ATTORNEY HAS ASKED THAT WE RECONVENE, UM, TO, I GUESS FOR MARTIN TO TALLY OUR TOP
[03:30:01]
FIVE SO THAT IT'S DONE IN A MEETING AND I DON'T HAVE A PROBLEM WITH THAT.UH, COUNCIL MEMBER STERLING SAID SHE WAS OKAY WITH THAT.
SO WE CAN SCHEDULE A MEETING IMMEDIATELY FOR HIM TO TALLY THOSE TOP FIVE, BUT WE CAN STILL MOVE FORWARD WITH YOUR EMOTION IF YOU'RE OKAY WITH THAT.
I HAVE A QUESTION IF WE'RE, IF SHE WANT TO MAKE IT EASY, JOYCE WANTS TO ALLOW US TO PUBLICLY TALLY WHOEVER THE CANDIDATES ARE.
UM, IS THERE ANY PROBLEMS WITH THEIR IDENTITY OR ANYTHING LIKE THAT? WELL, I WOULD HOPE THAT ONCE MARTIN GETS THOSE NAMES THAT HE WOULD CALL AND CONFIRM THAT THOSE PEOPLE WOULD LIKE TO MOVE FORWARD AND THEY'VE BEEN PUT ON OUR, OUR TOP FIVE LISTS.
YOUR MOTION WAS TO GET THOSE NAMES OVER TO HIM.
THE COUNCIL MEMBER GETS THOSE, MOST OF THOSE NAMES OVER TO HIM TOMORROW, CORRECT? CORRECT.
SO HE WILL HAVE PLENTY OF TIME TO CALL THOSE TOP FIVE AND THEN WE'LL RECONVENE IN THE MEETING SO THAT THOSE TOP FIVE CAN BE ANNOUNCED COPY.
UM, IF I MAY MAYOR, MY RECOMMENDATION WAS THAT HE COLLECT THEM AT AN OPEN MEETING.
IS THAT REQUIRED? BECAUSE THOSE PEOPLE NEED TO BE ADVISED THAT THEY WILL, THEIR NAMES WILL BE PUT OUT THERE.
I MEAN THAT'S MY RECOMMENDATION IS THAT HE COLLECT THEM AT AN OPEN MEETING.
THAT WAY THERE'S NOT A QUESTION AS TO WHETHER HE RECEIVED INFORMATION FROM A QUORUM OF COUNCIL OUTSIDE OF A PROPERLY POSTED MEETING.
I THINK THAT'S WHY INITIALLY WE ASKED FOR THEM TO BE CODED.
THIS IS CIRCLES, CIRCLES, CIRCLES.
IS THAT REQUIRED? ANY JOYCE IS THE CODING REQUIRES NO.
UM, FOR THEM TO BE FOR THAT TALLY TO BE DONE AT AN OPEN MEETING.
AND WHY YOU TAKE IT? I'M SO SORRY ABOUT THAT.
IT'S THE SAME COURSE IN GEORGE.
WHY? BECAUSE I DON'T IF IT'S MY RECOMMENDATION BECAUSE WHEN A QUORUM OF MEMBERS SUBMIT INFORMATION OR SUBMIT THEIR, ESSENTIALLY THEIR VOTES TO THE STAFF MEMBER THERE, IT SHOULD BE DONE AT AN OPEN MEETING BECAUSE IT COULD BE CONSIDERED A DELIBERATION OF THE BODY.
AND SO DELIBERATIONS OF PUBLIC BODIES HAVE TO OCCUR AND OPEN MEETINGS UNLESS THEY FALL WITHIN THE SPECIFIC CATEGORIES OF ACCEPTS THE EXCEPTION.
SO WITH THAT BEING SAID, I GUESS THEN, UM, WE CAN DO THAT AND THEN MARTIN WOULD JUST NEED TO CALL DURING THE MEETING CALL AND SEE IF HE COULD CONTACT THOSE PEOPLE DURING THE MEETING TO VERIFY THAT THEY WOULD LIKE TO MOVE FORWARD.
DID YOU HEAR MY QUESTION? I DIDN'T KNOW.
I DIDN'T, I DIDN'T KNOW THAT IT WAS A QUESTION.
SO YOU, YOU SUGGESTED THAT UM, DIRECTOR RUSSELL CAN CALL PEOPLE.
THAT'S NOT, I MEAN THAT'S SOMETHING THAT HE COULD CERTAINLY DO.
WELL WE'LL HAVE TO MOVE FORWARD LIKE THAT.
IF, IF YOU'RE SAYING THAT THAT COULD BE, UM, CAUSE I DON'T WANT TO VIOLATE ANY OPEN MEETING RULES.
UM, CAN YOU GET AN OPINION FROM US FROM TML ON THIS? CERTAINLY I CAN CONTACT THEM UP TONIGHT.
WE'VE SENT AN EMAIL, I'M SURE NOBODY WILL GET BACK TO ME TONIGHT, BUT SEND AN EMAIL, THAT'S FINE.
UM, I JUST WANT TO MAKE SURE THAT THE UH, APPLICANTS ARE NOTIFIED PRIOR TO THEIR NAMES BEING PUT OUT TO THE PUBLIC AROUND.
SO I'M SURE THERE HAS TO BE A WAY OF, OF DOING THAT.
UM, SO LET'S MOVE FORWARD AND I GUESS WITH THAT, UH, COUNCIL MEMBER EDWARDS, ARE YOU OKAY WITH US HAVING THE MEETING AND ADJUSTING YOUR MOTION FOR THE MEETING ON, I GUESS THE EARLIEST WE CAN HAVE A MEETING? IS IT FRIDAY?
[03:35:02]
CORRECT? I BELIEVE SO, YES MA'AM.WE HAVE TO POST A, PROVIDE 72 HOURS NOTICE.
SO COUNCIL MEMBER EDWARDS, ARE YOU OKAY WITH MOVING FORWARD? YES MA'AM.
GO AHEAD, COUNCIL MEMBERS, DARLING, GO AHEAD.
LET'S JUST ASK THEM TO RESTATE OUR MOTION.
SO I THOUGHT IT WAS MOVED AND SECONDED IT ALREADY AND SHE JUST ASKED HER TO CHANGE SOMETHING.
IF I HEARD YOU CORRECTLY, THE MAYOR, I APOLOGIZE THIS TO SEE JOYCE, THE MAYOR ASKED TO HAVE THE DATE CHANGE TO FRIDAY SO THAT IT COULD BE AT A PROPERLY POSTED MEETING INSTEAD OF MAY SIX.
CAN WE VOTE PLEASE? YEP, WE'VE GOT A MOTION AND A SECOND.
AND BEFORE WE, BEFORE WE, CAUSE I WANT TO MAKE SURE EVERYBODY UNDERSTANDS HOW WE'RE MOVING FORWARD HERE.
SO MARTIN, ARE YOU CLEAR? YES.
THE COUNCIL IS SUPPOSED TO, EACH COUNCIL MEMBER IS SUPPOSED TO SEND ME THEIR TOP FIVE CANDIDATES BOTH TO KELLY THOSE SCORES.
UH, AND MAKE SURE THAT I GUESS AT THE NEXT OPEN MEETING, THOSE TOP FIVE AT THE MEETING? YES.
UM, COUNCIL MEMBER AIR WAS MADE.
THE MOTION COUNCIL MEMBER STERLING MADE THE SECOND COUNCIL MEMBER BONEY COUNCIL MEMBER REALIST COUNCIL MEMBER EMORY.
[Item 2E]
CONSIDER AND DISCUSS CITY BOARDS COMMITTEE COMMISSION MEMBER APPOINTMENTS AND REAPPOINTMENTS.CAN YOU HEAR ME OKAY? YES, WE CAN HEAR YOU.
OKAY, SO I JUST WANT TO CONFIRM THAT YOU GUYS ARE READY TO MOVE FORWARD WITH THIS AGENDA ITEM OR DO YOU WANT TO PUSH IT TO THE NEXT MEETING? IF DO, DO WE STILL HAVE TIME? THE AGENDA IS POSTED ON THE AGENDA BUT I WASN'T SURE BECAUSE OF THE TIME IF COUNCIL IS READY TO GO SPEED OR IF YOU WANT TO, I MEAN BUT ARE WE ON ANY DEADLINE FOR GETTING ANY, ANY OF THE, I KNOW PEOPLE CAN STAY OVER UNTIL WE APPOINT, BUT I KNOW THE CHARTER REVIEW, DOES THAT HAVE TO BE DONE THIS MONTH OR CAN IT, I THINK IT'S JUNE.
THE APPOINTMENTS OF THE CHARTER YOU CONDITION THE APPOINTMENT FOR THE CHARTER REVIEW COMMISSION NEED TO BE MADE IN JULY.
SO TODAY'S PRESENTATION, WHICH IS AN OVERVIEW OF WHERE WE ARE AT THIS TIME AND WHO HAS AGREED AND WHO HASN'T AGREED TO SERVE THE VARIOUS BOARD COMMITTEES AND COMMISSIONS.
IF YOU WANT ME TO GO THROUGH IT VERY QUICKLY, I CAN GO AHEAD AND DO THAT.
FOR THE COMMUNITY AND DEVELOPMENT ADVISORY COMMITTEE TO POSITIONS WHERE THEY'RE TURNING UP TO THEIR TERMS ARE UP TO EXPIRE ON JUNE 30TH AND THEY BOTH AGREED TO CONTINUE SERVING.
THIS IS JUST A LIST OF THE OF THE CANDIDATES OF THE NEW CANDIDATES THAT WE RECEIVED THAT ARE INTERESTED IN SERVING THE COMMUNITY DEVELOPMENT ADVISORY BOARD.
SHOULD COUNCIL, UH, WISH TO APPOINT SOMEONE NEW OR JUST KIND OF A COUNCIL'S DISCRETION AND HOW YOU WANT TO MOVE FORWARD WITH IT WITH THE CANDIDATE APPLICATION.
THE CONSTRUCTION BOARD OF ADJUSTMENT AND APPEALED.
WE HAVE ONE CANDIDATE THAT AGREED TO CONTINUE SERVING.
WE HAVE ONE CANDIDATE THAT HAS NOT RESPONDED TO THE CITY'S REQUEST AS TO WHETHER OR NOT HE WOULD LIKE TO CONTINUE SERVING.
WE'VE CALLED HIM MULTIPLE TIMES AND AN EMAIL WHO ELSE HAS SENT HIM A CERTIFIED LETTER? THAT CERTIFIED LETTER CAME BACK AS RECEIPT AND HE HAS NOT YET RESPONDED.
UH, ROGER MORRIS AND THEN WE HAVE ONE VACANCY FOR AN ALTERNATE POSITION.
AND WE DON'T HAVE ANY NEW APPLICATIONS TO SERVE THAT BOARD FOR THE ELECTRICAL BOARD.
HAVE ONE CANDIDATE WHOSE TERM IS EXPIRING AND HE AGREED TO CONTINUE SERVING.
UH, FOR THE PARKS BOARD, WE HAVE THE MAJORITY OF THE PEOPLE LISTED IN GREEN AGREED TO CONTINUE SERVING AND WE HAVE ONE CANDIDATE THAT CHOSE NOT TO CONTINUE, UH, AFTER HER TERM EXPIRES THIS YEAR.
THIS IS JUST THE BOARD, UH, THE PARKS BOARD ATTENDANCE LIST FOR 2019.
YOU CAN SEE ON THE RIGHT HAND SIDE A
[03:40:01]
LIST OF THE TOTAL MEETINGS.THE PURPLE ROW COLUMN ARE THE LIST OF EXCUSED ABSENCES.
UH, THE ORANGE COLUMN R IS A ROW OF PEOPLE THAT WE'RE ASKING FROM THE MEETINGS.
AND THEN THE LAST COLUMN IS ALYSSA TOTAL MEETINGS FOR THE POX BOARD IN 2019.
UM, AND THIS IS JUST A, THE SAME BUT THE SAME, UH, UH, OVERVIEW OF THE, OF THE OTHER SLIDE OF, UH, OF THE BOARD.
SO A YEAR YOU CAN SEE A FEW MEETINGS THAT THEY'VE HAD THIS YEAR, EXCUSE ABSENCES, AND HOW MANY, UM, UH, WE'RE ASKING FOR THE PARKS SPORTS.
HERE WE HAVE A LIST OF VARIOUS CANDIDATE CANDIDATES THAT HAVE AGREED TO CONTINUE OR HAVE A GREAT OF, HAVE LIMITED AN APPLICATION TO SERVE THE PARKS BOARD, UH, FOR UH, ANY OF THE POSITIONS.
THE PLANNING AND ZONING COMMISSION, YOU CAN SEE THE PEOPLE NOTED IN GREEN AGREED TO CONTINUE SERVING AND WE HAVE ONE CANDIDATE THAT DID NOT AGREE TO CONTINUE SERVING.
THIS IS JUST A LIST OF FISCAL YEAR 20, THE LIST OF THE PARKS BOARD MEMBERS AND THEIR ATTENDANCE LISTS.
UM, HERE ON THE RIGHT HAND SIDE YOU CAN SEE, UH, THE TOTAL MEETINGS ATTENDED.
LIKE THE FIRST ONE YOU CAN SEE A POSITION ONE, SHE ATTENDED 10 MEETINGS AND THERE WERE NO ABSENCES.
AND FOR THE POSITION TWO, THERE WERE 10 MEETINGS AND FIVE WERE WERE ABSENT.
AND HERE ARE THE LIST OF THE PART OF THE PLANNING AND ZONING COMMISSION CANDIDATE APPLICATIONS THAT WE CURRENTLY HAVE ON FILE.
THE ZONING BOARD OF ADJUSTMENT AND APPEALS.
AGAIN, THE PEOPLE NOTED, INGRAIN, AGREED TO CONTINUE SERVING AND WE HAVE ONE CANDIDATE WHO UH, DIDN'T NOTIFY THE CITY AS TO WHETHER OR NOT THEY WOULD LIKE TO CONTINUE SERVICE.
SO WE HAVE THEM HERE IS IN RED.
AND AT THIS TIME WE ONLY HAVE ONE APPLICATION FOR A CANDIDATE WHO WISH TO CONTINUE TO BE CONSIDERED BY CITY COUNCIL FOR THE ZONING BOARD OF ADJUSTMENT APPEALS.
IT'S LIKE THE TAX INCREMENT REINVESTMENT ZONE.
WE HAVE ONE VACANCY FOR POSITION NUMBER THREE THIS TERM.
THIS POSITION EXPIRES DECEMBER 31ST, 2021.
WE CURRENTLY HAVE TWO CANDIDATES THAT ARE INTERESTED IN SERVING THIS POSITION FOR THE CHURCH.
UM, AND BOTH OF THEM WERE OUT THERE.
THEY BOTH AGREED TO THE SURFACE, SO ISSUES WITH COUNCIL WISH TO REAPPOINT THEM.
THIS IS JUST MAP OF THE TAX INCREMENT REINVESTMENT ZONE.
YOU CAN SEE IN PURPLE IS A VITAL NUMBER, A TAX INCREMENT REINVESTMENT ZONE.
FOR THE MISSOURI CITY PARKS FOUNDATION.
WE HAVE QUITE A FEW RED UH, INDIVIDUALS THAT UH, EITHER LEFT THEIR POSITIONS ALREADY OR DON'T WANT TO CONTINUE THEIR SERVICE.
EVERYBODY ON THE UH, MISSOURI CITY PARKS FOUNDATION, THEIR TERMS EXPIRE ON JUNE 30TH OF THIS YEAR.
THIS IS AN ATTENDANCE LAW AND WAS THEIR CITY PARKS FOUNDATION NEXT SIDE AND WE CURRENTLY DON'T HAVE ANY NEW APPLICANTS FOR THEM WITH OUR CITY PARKS FOUNDATION.
AND HERE WE HAVE THE CHARTER REVIEW COMMISSION.
UM, THE MAYOR AND COUNCIL MEMBER STERLING BOTH SUBMIT A RECOMMENDATION AND WE ALSO HAD CANDIDATES FROM THE CITY AND THE RESIDENTS OF MISSOURI CITY WHO WOULD LIKE TO BE CONSIDERED.
AND THIS IS, THIS IS JUST THE LIST OF PREVIOUS MEMBERS THAT HAVE SERVED THE COMMISSION.
MARIA, WE HAVE THIS IN A DROPBOX.
THE THE PRESENTATION OR THE APPLICANTS? YES.
NO, I WAS JUST TRYING TO GET CLARIFICATION ON YOUR QUESTION.
NOW I'M SENDING YOU WENT THROUGH IT RATHER RAPIDLY.
I WAS JUST WONDERING IF I CAN HAVE A CHANCE TO REVIEW IT.
I CAN PUT THE, UH, THE POWERPOINT PRESENTATION IN DROPBOX WITH THE COVER MEMO SHOULD BE PRETTY MUCH UPDATED.
AND THINK LAST FRIDAY WE RECEIVED TWO NEW APPLICATIONS, BUT I CAN GO AHEAD AND PUT THIS INFORMATION IN DROPBOX.
UH, CAN YOU PUT THIS, UH, ITEM ON THE MEETING FOR FRIDAY ALSO? YES, MA'AM.
IS THERE THAT, IS IT, UH, YOU JOYCE, DO WE HAVE EXECUTIVE SESSION OR WAS THAT IT? NO, MA'AM.
IF THERE'S NO FURTHER BUSINESS, WE ARE ADJOURNED.