F. Action Items

[1. Discuss and consider authorizing the City Manager to execute an agreement with Baker Tilly Advisors Group, LP in an amount not to exceed Sixty-Six Thousand, Nine Hundred Ninety-Five and No/100 Dollars ($66,995.00) to conduct a comprehensive compensation and classification study.]

IN THIS CASE, DISCUSS AND CONSIDER AUTHORIZING THE CITY MANAGER TO EXECUTE AN AGREEMENT WITH BAKER TILLY ADVISORS GROUP LP IN AN AMOUNT NOT TO EXCEED $66,995 TO CONDUCT A COMPREHENSIVE COMPENSATION AND CLASSIFICATION STUDY.

MS. NASH. WELL.

I THINK YOU'RE ON. AM I ON? YEAH. YOU'RE ON. OKAY. MAYOR AND COUNCIL, THIS ITEM BEFORE YOU TONIGHT IS AN ITEM THAT WAS DISCUSSED DURING THE 2024-25 BUDGET PREPARATION PROCESS, AND THAT BECAUSE WE HAVE NOT DONE AN EMPLOYEE COMPENSATION AND CLASSIFICATION STUDY IN ABOUT TEN YEARS, THAT IT WAS TIME FOR US TO GO AHEAD AND DO THAT AND UPDATE IT.

AND SO WE ARE BRINGING BACK TO YOU NOW A REQUEST AND A RECOMMENDATION FOR AWARD FOR THIS ITEM TO BAKER TILLY ADVISORS GROUP.

AND JANA VENTURA, OUR HR DIRECTOR WILL GO THROUGH A BRIEF PRESENTATION.

THE CONSULTANT IS HERE TO ANSWER ANY SPECIFIC QUESTIONS FOR THE CONSULTANT IF YOU HAVE THEM.

HELLO, MISS VENTURA. ALL RIGHT.

GOOD EVENING, MAYOR AND COUNCIL.

AS GINA MENTIONED, I AM HERE TO BRING BEFORE YOU A REQUEST FOR APPROVAL OF THIS COMPREHENSIVE COMPENSATION AND CLASSIFICATION STUDY.

[00:30:07]

AS WE GET STARTED, I'D LIKE TO GO OVER THE BACKGROUND OF WHY WE ARE REQUESTING THIS STUDY.

THE SCOPE OF SERVICES AND OUR RECOMMENDATIONS AND NEXT STEPS.

SO, AS YOU KNOW, THE CITY HAS MADE A CONCERTED EFFORT TO MAINTAIN MIDPOINT OF MARKET WITH OUR COMPARATOR CITIES IN TERMS OF COMPENSATION.

THE CITY HAS BEEN EXTREMELY PROGRESSIVE IN INTRODUCING LOW COST, HIGH IMPACT BENEFITS SUCH AS THE COMPRESSED WORKWEEK AND A MORE CASUAL DRESS CODE.

BUT AS AGAIN, AS GINA MENTIONED, IT HAS BEEN TEN YEARS SINCE WE'VE HAD A THIRD PARTY COME IN AND DO A STUDY, AND THOSE ANALYSIS HELP US HAVE REGIONAL RELEVANT RECOMMENDATIONS, WHICH WILL HELP US BETTER KEEP PACE WITH THE MARKET.

WE RELEASED AN RFP BACK IN LATE SEPTEMBER, AND IT CLOSED IN LATE OCTOBER, AND WE RECEIVED RESPONSES FROM NINE QUALIFIED CONSULTING FIRMS. AND BASED ON OUR RATING SYSTEM, BAKER TILLY WAS UNANIMOUSLY FAVORED AMONG THE SELECTION COMMITTEE.

YOU'LL SEE ON THIS SLIDE A LOT OF INFORMATION THAT I'LL SUMMARIZE IN THAT.

BAKER TILLY SPECIALIZES IN PUBLIC SECTOR COMPENSATION.

WHAT'S REALLY IMPORTANT IS THAT THEY UNDERSTAND THE NUANCES AND INTRICACIES OF PUBLIC SECTOR COMPENSATION, AND SPECIFICALLY IN ESPECIALLY PUBLIC SAFETY.

THEY HAVE OVER 4200 GOVERNMENT CLIENTS AND 7700 CLIENTS IN TEXAS, AND ONE OF THE MEMBERS OF THE PROPOSED PROJECT TEAM IS ACTUALLY LOCAL HERE TO DFW. SO AS WE LOOK AT THE SCOPE OF SERVICES, IT WILL OF COURSE BEGIN WITH SOME PLANNING MEETINGS, AND THEN WE WILL LAUNCH INTO COMMUNICATION MEETINGS.

AND THAT WILL INCLUDE CITY COUNCIL, SENIOR LEADERSHIP AND EMPLOYEES.

ONCE WE GET THROUGH THE COMMUNICATION COMPONENT UP FRONT.

BAKER TILLY WILL BEGIN COLLECTING OUR DATA AND GETTING AN UNDERSTANDING OF OUR UNIQUE POSITIONS AND OUR STRUCTURE.

ALL 81 TITLES WILL BE REVIEWED, AS WELL AS THE CORRESPONDING JOB DESCRIPTIONS, AND THEY'LL BE REVIEWED USING THEIR POINT FACTOR TOOL CALLED SAFE, WHICH STANDS FOR SYSTEMATIC ANALYSIS AND FACTOR EVALUATION.

AND IT WILL PROVIDE A MEASUREMENT OF THE POSITION AND NOT THE PERSON IN THE POSITION.

ONCE THAT HAS BEEN COMPLETED IN COLLABORATION WITH CITY COUNCIL, WE WILL THEN DETERMINE TEN COMPARABLE AND COMPETITIVE PEER ORGANIZATIONS.

THE SURVEY WORK WILL BEGIN WITH THOSE ORGANIZATIONS, AND 75% OF OUR POSITIONS WILL BE BENCHMARKED, INCLUDING A BENEFITS ANALYSIS AND CAREER LADDERS BASED ON THE DATA THAT IS MINED.

THEY WILL RECOMMEND EITHER A BRAND NEW OR A MODIFIED PAY STRUCTURE, AND THESE GRADES WILL BE.

WILL BE DEVELOPED BASED ON INTERNAL, EXTERNAL AND EXISTING EQUITY.

AND CITY COUNCIL WILL BE PROVIDED THREE SCENARIOS TO AID YOU IN ADOPTING A NEW SYSTEM.

YOU WILL RECEIVE A FINAL REPORT THAT WILL BE PRESENTED TO CITY COUNCIL AND EMPLOYEES, AND THEN MY TEAM WILL BE TRAINED TO ADMINISTER AND UPKEEP THE PLAN USING THAT SAFE JOB EVALUATION PROCESS THAT I ALREADY MENTIONED.

WE ANTICIPATE LOOKING AT THE PROJECT TIMELINE, THAT YOU WILL HAVE INFORMATION RELATIVE TO BUDGET PLANNING DECISIONS BY MARCH.

AND AS I MENTIONED, WE DO RECOMMEND THAT YOU APPROVE THIS AGREEMENT.

AND IT WAS INCLUDED IN THE FY 25 BUDGET.

AND JADA KENT IS HERE WITH BAKER TILLY TO ANSWER ANY QUESTIONS YOU MIGHT HAVE, AS WELL AS MY HR TEAM THAT SOME OF YOU MAY NOT HAVE MET RIGHT THERE.

SO HAPPY TO HAVE THEM HERE.

I DIDN'T NOTICE YOUR TEAM WAS HERE, SO THAT'S GREAT.

SO, JULIE TAYLOR AND KIMBERLY BURTON, I'M SURE THEY'RE THRILLED TO BE HERE.

I'M SURE THEY ARE THRILLED.

THANK YOU, MISS VENTURA. APPRECIATE THAT.

QUESTIONS FROM COUNCIL.

MR. MILLSAP.

I'VE GOT A QUESTION OR COMMENT.

YOU'RE ON YOUR SCOPE OF SERVICES USING THE PARKS.

ALL 81 TITLES WILL BE REVIEWED AND RECOMMENDATIONS FOR ADJUSTMENTS WILL BE.

BUT THEN YOU'RE GOING TO YOU'RE GOING TO REVIEW THEM.

BUT THEN ON THE SCOPE OF SERVICES 61 POSITIONS WILL BE INCLUDED AS BENCHMARKS.

SO IT SOUNDS TO ME LIKE I'M COMPARING THIS TO GOING TO THE SERVICE STATION AND BUYING A GALLON OF GAS.

AND THE GUY SAYS, WE'RE GOING TO SELL YOU A GALLON, BUT YOU'RE GOING TO ONLY GET THREE QUARTS OF IT.

BUT TRUST ME, WE'RE SELLING YOU THE WHOLE GALLON.

WHY AREN'T WE GETTING REPORT ON ALL 81 IF WE'RE PAYING FOR THEM? SO ACTUALLY, THE SCOPE OF SERVICES IS IF I CAN JUST GET YOU TO IDENTIFY YOURSELF.

OH, SURE. I'M JADA KENT.

I'M THE PRACTICE LEADER FOR THE CLASS AND COMP TEAM AT BAKER TILLY.

THANK YOU. SO FOR THE JOB EVALUATION PIECE, WE ARE GOING TO EVALUATE 100% OF YOUR TITLES.

[00:35:03]

AND THAT PROCESS IS GOING TO ESTABLISH A HIERARCHY OF YOUR POSITIONS BASED ON THE NATURE AND LEVEL OF WORK COMPLETED.

SO WE HAVE THAT HIERARCHY.

THE MARKET DATA IS HOW WE SET THAT HIERARCHY INTO YOUR PAY PLAN.

SO WE DON'T NECESSARILY NEED MARKET DATA FOR 100%.

AND FRANKLY IF WE TRY WE WON'T GET IT.

THERE ARE SOME POSITIONS REALLY UNIQUE TO YOUR ORGANIZATION THAT WE JUST WON'T FIND A LOT OF MATCHES FOR THAT WE HAVE A LOT OF CONFIDENCE IN, SO WE WANT TO TARGET THOSE POSITIONS.

I'LL USE AN ADMINISTRATIVE ASSISTANT TITLE AS AN EXAMPLE.

THAT'S A POSITION THAT'S GOING TO EXIST IN EVERY INDUSTRY.

WE KNOW WE'RE GOING TO GET LOTS OF STRONG MATCHES FOR THAT POSITION.

SO IF YOU THINK OF THE POSITION WHERE WE DON'T HAVE MATCHES, WELL, WE KNOW IT'S BELOW THIS ONE OR ABOVE THAT ONE.

IF WE HAVE REALLY GOOD STRONG DATA HERE, WE KNOW WHERE THE REST OF THEM FALL.

SO TO SURVEY EVERY POSITION IN THE MARKET IS NOT REALLY NECESSARY.

AND THE WAY THAT THE SCOPE WAS FRAMED FOR, YOU KNOW, WE COULD GO BACK AND AMEND THE SCOPE IF YOU DID WANT TO INCLUDE 100%, BUT THE PRICE WAS BASED ON ONLY DOING, I THINK THE 70 OR 75% OF THOSE TITLES.

LET ME SEE. WHAT AM I GOING TO SAY? BACK WHEN WE STARTED THESE COMPARISONS IN THE CITY, SOME 35, 38 YEARS AGO, THIS WAS ALL DONE IN HOUSE AND THIS IS $66,000.

THAT'S A SALARY FOR A STAFF FOR A YEAR IN BENEFITS.

I THINK WE COULD STILL DO IT IN-HOUSE.

WE HAVE ALL OF OUR STAFF HAVE CREDENTIALS.

THEY ALL HAVE DEGREES. THEY HAVE.

I FEEL VERY CONFIDENT WITH THEM AND I FEEL LIKE THAT WOULD BE A YEAR'S SALARY.

I DON'T THINK IT TAKES A PERSON A YEAR TO FIND OUT THE INFORMATION THAT WE'RE USED TO.

THE CITY COUNCIL USES TO SET THE SALARIES FOR OUR CITY MANAGER AND CITY SECRETARY.

AND THAT'S BASICALLY WHAT WE SEE OUT OF IT.

I KNOW THE CITY MANAGER USES THIS FOR OTHER INFORMATION, BUT I THINK WE DON'T SEE THAT.

AND I JUST FEEL LIKE IT'S A LOT OF MONEY FOR WHAT WE PARTICULARLY GET OUT OF IT.

AND I THINK IT COULD BE DONE IN-HOUSE.

IT'S MY FEELING IF YOU WANT TO COUNCILMAN MILLSAP, WE KIND OF TALKED ABOUT THIS DURING THE BUDGET PREPARATION PROCESS AS JANA INTRODUCED HER TWO STAFF MEMBERS.

WE HAVE A VERY LEAN HR STAFF HERE AND PRIMARILY WITH THEIR FOCUS IS ON IS ON HEALTH INSURANCE, BENEFITS, EMPLOYEE RELATIONS, EMPLOYEE ISSUES AND PAYROLL.

AND SO FOR US TO DO A STUDY LIKE THIS AS IN-DEPTH AS WHAT BAKER TILLY WOULD BE ABLE TO DO, FIRST OF ALL, I DON'T BELIEVE THAT WE HAVE THE TIME OR THE EXPERTISE IN-HOUSE TO BE ABLE TO DO THIS IN A WAY THAT WE COULD USE CURRENT DATA FOR THE BUDGET, IT WOULD TAKE THEM OFF OF THEIR EXISTING FUNCTIONS THAT THEY DO IN ORDER TO BE ABLE TO GET IT ACCOMPLISHED, AND THEN THE DATA WOULD NOT EVEN BE ACCURATE AT THAT TIME BECAUSE IT WOULD BE OLD.

AND SO WE WANTED, AS I RECOMMENDED, THROUGH THE BUDGET PROCESS, I FEEL LIKE USING A FIRM SUCH AS BAKER TILLY, WHO HAS THE EXPERTISE, THEY CAN GET IT DONE IN A MUCH MORE COMPRESSED AMOUNT OF TIME.

AND I THINK IT I BELIEVE THAT IT BRINGS CREDIBILITY TO THE PROCESS FOR EMPLOYEES THAT A THIRD PARTY IS GOING IN AND LOOKING AT IT, WHO ALSO LOOKS AT THESE TYPES OF PAY PLANS ACROSS THE COUNTRY, AND IT GIVES THE CONFIDENCE THAT WE ARE LOOKING AT THIS IN REALLY A IN A WAY THAT IS NOT SUBJECTIVE.

IT IS OBJECTIVE.

AND IF I MAY, WE'RE ALSO PROVIDING YOU WITH OUR PROPRIETARY JOB EVALUATION TOOL.

WE'RE GOING TO HAND THE MANUAL OVER TO HR, TEACH THEM HOW TO USE IT.

IT'S GOING TO BE THE BACKBONE OF THE NEW CLASS AND COMP SYSTEM THAT WE BUILD FOR YOU.

SO IF YOU HIRED SOMEBODY IN HOUSE, YOU'RE NOT GOING TO GET A JOB EVALUATION TOOL WITH IT, BUT WE'RE GOING TO GIVE THAT ONE TO YOU WITH THIS PROCESS.

MR. PRESTENBERG.

YES. THANK YOU.

THANK YOU FOR THE PRESENTATION.

I THINK AS OUR CITY MANAGER JUST SAID, YOU KNOW, DOING THIS, I WON'T SAY OUTHOUSE, BECAUSE THAT SOUNDS BAD, BUT OUT OF OUR NORMAL, YOU KNOW, GROUP OF FOLKS IT ALLOWS THEM TO FOCUS ON THEIR JOB.

AND ALSO, WHEN YOU THINK ABOUT IT, I MEAN, $67,000 OVER A TEN YEAR PERIOD IS ABOUT $500 A MONTH, GIVE OR TAKE 50 BUCKS OR SO.

I THINK THIS IS, YOU KNOW, THIS IS PERFECT FOR US TO, TO DO.

I DO HAVE SOME QUESTIONS, THOUGH.

WHEN YOU SAY WHEN I SEE ON HERE THAT, YOU KNOW, YOU ALL PROVIDE THREE SCENARIOS.

OKAY. CAN YOU JUST GIVE ME AN EXAMPLE OF, LIKE, JUST ADMIN ASSISTANT? I'M JUST MAKING UP A TITLE.

RIGHT. CURRENTLY HERE, IT SHOULD BE HERE, HERE OR HERE.

AND THESE ARE THE REASONS OR THIS IS WHAT ARE YOUR THREE SCENARIOS? IS IT COST? OKAY. SO WE'RE I MEAN, ONCE WE GET TO THE PAY PLAN DEVELOPMENT PHASE, IF YOU REALLY LIKE YOUR PAY PLAN, WE CAN KEEP IT INTACT, WE CAN KEEP IT MOSTLY INTACT, OR WE CAN BUILD A BRAND NEW ONE. SO WE'RE BUILDING A BRAND NEW ONE.

FOR AN EXAMPLE, WE'VE GOT TO SEE WHERE POSITIONS FALL INTO THE PAY PLAN AND THEN SEE WHERE PEOPLE FALL INTO THEIR NEW RANGE.

SO THOSE THREE SCENARIOS ARE THE SCENARIOS OF HOW DO PEOPLE GET INTO THIS NEW PAY PLAN.

[00:40:01]

THE FIRST SCENARIO FOR AN EXAMPLE IS WHO'S BELOW THEIR NEW MINIMUM? WE NEED TO AT LEAST GET EVERYONE ONTO THE PAY PLAN.

HOW MUCH IS THAT GOING TO COST? IT'S USUALLY THE LEAST FINANCIAL COMMITMENT TO ADOPTING THE PAY PLAN.

FROM THERE WE CAN LOOK AT COMPRESSION ISSUES.

IF YOU HAVE A PAY FOR PERFORMANCE TOOL, WE CAN LOOK AT WEAVING THAT IN OR WHATEVER YOUR PHILOSOPHY IS.

WE CAN KIND OF BAKE THAT INTO THE MATH AND JUST GIVE YOU SOME DIFFERENT OPTIONS.

OKAY. SO WHEN YOU WHEN YOU LOOK AT, LET'S SAY THE ADMIN ASSISTANT ROLE OR JOB TITLE, YOU'LL SEE THE JOB DESCRIPTION AND EVERYTHING.

WILL YOU BE MEETING WITH THAT INDIVIDUAL AT ALL TO SEE IF IT MATCHES WHAT THEY CURRENTLY DO, OR IF THERE'S OTHER THINGS THAT SHOULD BE ADDED TO IT? SO WE'RE GOING TO ASK THE EMPLOYEES TO FILL OUT A PAQ.

IT'S YOU KNOW, WE'RE LOOKING AT THEIR JOB DESCRIPTION, BUT ALSO WHAT THEIR PARK SAYS, IT'S WHAT THEY'RE TELLING US.

IS THE ACTUAL WORK COMPLETED IN THEIR ROLE CURRENTLY AND ACTIVELY, SO THAT IF THERE IS DISCREPANCIES FROM THEIR JOB DESCRIPTION BASED ON HOW OLD IT IS, AND THEN WE'RE VALUING THAT WORK. SO IF WE CAN'T FIGURE IT OUT, IF WE'RE HAVING ISSUES INTERPRETING THE PARK, WE JUST CAN'T GET OUR MINDS WRAPPED AROUND WHAT IS THIS JOB, NATURE AND LEVEL OF WORK? WHERE SHOULD IT FIT IN? THEN WE'LL GO AND TALK WITH THEM.

BUT BUILT INTO THIS PARK PROCESS IS ALSO A SUPERVISOR REVIEW.

BECAUSE THESE PARKS ARE A HUGE FOUNDATION, WE NEED TO MAKE SURE WE'VE GOT COMPLETE AND ACCURATE INFORMATION WHEN THE EMPLOYEE FILLS OUT THE PARK.

SO WE'RE GOING TO HAVE ALL OF THAT DOCUMENTATION AND WE'LL MEET WITH EMPLOYEES IF WE NEED TO.

BUT FOR THE MOST PART, THIS PROCESS CAPTURES WHAT WE NEED TO DO, WHAT WE'RE GOING TO DO.

OKAY. I'D RECOMMEND THAT AS YOU WHATEVER YOU'RE WHATEVER YOU ARE, YOUR FOUNDATION IS AND THEN WHAT YOU END UP WITH FROM A JOB DESCRIPTION, IF THERE IS DIFFERENCES, ESPECIALLY IF IT'S ADDING THINGS INTO THE JOB DESCRIPTION THAT MIGHT SHOW WHY.

EXCUSE ME, WHY WE'RE WANTING TO ELEVATE A SALARY OR SOMETHING LIKE THAT, OR THAT THAT'S ADDED OR HIGHLIGHTED SEPARATELY SO THAT WE WOULD KNOW AS WE'RE LOOKING AT IT, HEY, YOU KNOW, YOU'RE WANTING TO RAISE THIS SALARY FROM 40 TO 50 K, AND THIS IS WHY.

AND THESE ARE THE ADDITIONS. AND IT JUST HELPS FROM AN EXPLANATION STANDPOINT.

AND THEN COMPARATIVE CITIES, ARE WE GOING.

ARE YOU ALL EVALUATING THAT RIGHT NOW OR IS THAT PART OF YOUR OVERALL EVALUATION.

YEAH. WE'LL HELP YOU COME UP WITH THE LIST.

I WANT TO BE CAREFUL.

I'M NOT GOING TO TELL YOU WHO YOUR WHO YOUR TEN SHOULD BE.

WE PROBABLY HAVE A GOOD IDEA, RIGHT? WHO ARE YOU DIRECTLY LOSING EMPLOYEES TO OR GAINING THEM FROM? AND ALSO WHO DO YOU WANT TO BE WHEN YOU GROW UP? SO MAKING SURE YOU'VE GOT THAT COLLECTION.

AND THEN WE CAN PULL SOME RESEARCH.

WE ALSO LIKE TO DO DEPARTMENT HEAD QUESTIONNAIRES EARLY ON TO GET FEEDBACK ACROSS DEPARTMENTS, BECAUSE WHO YOU LOSE ACCOUNTANTS TO IS NOT WHO YOU LOSE POLICE OFFICERS TO.

SO MAYBE GETTING THE DIVERSE FEEDBACK THAT WE NEED TO MAKE SURE WE'VE GOT THE RIGHT LIST.

OKAY. SO THAT KIND OF LEADS ME TO MY FINAL QUESTION, THOUGH, IS IF YOU'RE LOOKING AT WHERE IF WE LOSE A POLICE OFFICER TO THESE SORT OF, YOU KNOW, DIFFERENT CITIES, ARE YOU THEN TAKING IS THAT WHERE YOU'RE DOING YOUR SALARY COMPARISON OR WHATNOT, OR TO MAKE SURE THAT THAT MIGHT BE DIFFERENT THAN YOUR ASSISTANT, YOU KNOW, COMPARATIVE CITIES OR ARE THEY ALL GOING TO BE THE SAME? RIGHT. ALL THE SAME. TEN.

ALL THE SAME. OKAY, OKAY.

ALL RIGHT. THANK YOU.

YEAH. MISS HOWARTH I THINK MOST OF MY QUESTIONS HAVE BEEN ANSWERED.

I JUST WANTED TO RESPECTFULLY DISAGREE WITH COUNCIL MEMBER MILLSAP AND THAT I DO THINK THIS NEEDS TO BE HANDLED OUTSIDE OF OUR REGULAR STAFF JUST FOR SHEER CREDIBILITY.

AND THAT DOESN'T LOOK LIKE, YOU KNOW, YOU'RE IN COLLUSION WITH THE PEOPLE THAT YOU WORK WITH TO SET SALARIES.

FROM A TAXPAYER STANDPOINT, I THINK HAVING A THIRD PARTY SAY THIS IS WHAT IT IS, IS MUCH MORE RELIABLE THAN WHAT COMING UP WITH SOMETHING BEHIND CLOSED DOORS IN HOUSE.

THAT'S MY $0.02.

MAYOR PRO TEM FRANKS.

MOST OF THAT I AGREE WITH.

SO THANKS FOR SAYING IT AGAIN.

SECONDLY, IT'S BEEN TEN YEARS SINCE WE'VE DONE A THOROUGH, FULL COMPENSATION STUDY.

WE'VE DONE BITS AND PIECES.

WE DID A PUBLIC SAFETY UPDATE.

WE'VE DONE SOME OTHER POSITIONS THAT WERE DRAMATICALLY BEHIND, AND WE'VE CAUGHT UP IN OTHER AREAS, BUT WE HAVEN'T DONE A FULL I THINK IT'S WAY PAST TIME, AS WAS PROVIDED IN THE PRESENTATION.

WE WERE SUPPOSED TO DO IT AROUND 2020.

AND AS YOU KNOW, EVERYTHING WENT TO CRAP THAT YEAR.

SO IT'S WAY PAST DUE.

AGAIN, GIVEN THAT THE VALIDITY OF THE THIRD PERSON RATHER THAN A THIRD PERSON, IF YOU WILL, DOING IT, I THINK IS MUCH MORE PALATABLE IF YOU AGREE OR DON'T AGREE WITH THE EVALUATION THAT WAS PUT ON YOUR POSITION.

AS FAR AS THE SCOPE OF SERVICE, I DON'T HAVE ANY REAL.

THIS IS YOUR EXPERTISE, NOT MINE.

SO I'M NOT GOING TO ARGUE WITH ANY OF THOSE.

COUNCILMAN PRESTENBERG SAID SOMETHING ABOUT, YOU KNOW, IF WE NEED TO ADD TO OR TAKE AWAY FROM JOB DESCRIPTION I WOULD THINK THAT WOULD BE IN CONJUNCTION WITH EITHER STAFF OR DIRECTORS RATHER THAN COMING JUST FROM Y'ALL.

[00:45:02]

I DON'T KNOW IF EVERY CITY, EVERY DEPARTMENT DOES THE SAME THING.

DOES THAT MAKE SENSE? I'M I WOULD HAVE TO CHECK.

I'M NOT SURE IF UPDATING DESCRIPTIONS IS PART OF THE SCOPE.

OKAY. BUT ALL THE PARKS DO BECOME YOUR PROPERTY.

SO WHEREVER THOSE UPDATES NEED TO HAPPEN.

PLUS SOME OF THE JOB EVALUATION FACTORS ARE THOSE MAJOR MEAT AND POTATO ASPECTS OF YOUR JOB DESCRIPTION LIKE THE EDUCATION, THE EXPERIENCE, THE SUPERVISION.

SO THEY'LL BE FAIRLY OBVIOUS AT THE END OF THE STUDY.

HERE'S THE MAJOR THINGS YOU NEED TO UPDATE.

AND THEN YOU CAN GO IN THERE AND REALLY REFINE THE WORDING.

YEAH, I THINK DOING IT ON OUR OWN OVER THE LAST COUPLE OF TIMES WE TRIED TO DO THIS.

WE STRUGGLED TO KEEP UP WITH THE MEAN OR MEDIAN OR WHATEVER WORD I'M SUPPOSED TO USE THERE.

SO HAVING A FULL COMPENSATION STUDY IS, IS THE WAY I'D LIKE TO GO.

MR. LINDSEY.

YEAH, THANKS FOR THE PRESENTATION.

YOU ANSWERED ALL MY QUESTIONS I HAD WHENEVER YOU WERE ADDRESSING MR. PRESTENBERG THERE. SO JUST TO CARRY ON FROM KIND OF WHAT HE WAS GETTING AT, JUST TO ADD TO JUST AS A COMMENT IS YOU KNOW, WHAT I'VE LEARNED SINCE BEING ON COUNCIL IN HERE IN THE CITY IS THAT IT OPERATES VERY MUCH LIKE A SMALL COMPANY.

AND I'VE SEEN SO MANY PEOPLE WITH, YOU KNOW, SOME RANDOM JOB TITLE DO SO MUCH MORE THAN WHAT THEY WERE EVER ASKED TO DO.

AND SO I JUST, YOU KNOW, EVERYTHING KIND OF LIKE GETS PUT INTO SOME KIND OF BUCKET.

AND I'M JUST HOPING THAT SOME WAY WE REALLY GET THE OPPORTUNITY TO LOOK AND SEE WHAT OUR PEOPLE ARE DOING FOR US.

I KNOW, LIKE, FOR EXAMPLE, IN THE FIRE SIDE, OUR PEOPLE HAVE MORE CERTIFICATIONS THAN WHAT ANOTHER CITY AROUND US MAY HAVE.

OUR COMMUNICATIONS OFFICERS.

SOME PEOPLE CALL POLICE DISPATCHERS, THEY DO JUST A MULTITUDE OF TASKS THAT IS NOT ORDINARY IN OTHER CITIES.

SO I'M JUST HOPING THAT THROUGH YOUR PROCESS, IT CAN KIND OF LOOK AT WHAT OUR PEOPLE ARE ACTUALLY DOING AND NOT JUST SAY, OH, THIS PERSON OVER IN CITY X DOES.

JUST BECAUSE THEY HAVE THE SAME JOB TITLE, THAT THEY'RE DOING THE SAME TASK.

SO, IF THERE'S ANY WAY TO INTEGRATE THAT INTO THE PROCESS, I WOULD DEFINITELY BE APPRECIATIVE.

YEAH, ABSOLUTELY. WHEN WE GET TO THE MARKET PIECE OF THIS, WE'RE NOT JUST GOING TO MAKE A TITLE MATCH, BECAUSE SOMETIMES YOU DON'T KNOW WHAT YOU'RE GOING TO GET WITH A TITLE.

WE ACTUALLY LOOK AT WHAT WORK IS PERFORMED TO SAY THAT IT IS A GOOD MATCH.

OKAY. FANTASTIC.

THANK YOU, MISS BUHLER.

THANK YOU FOR THE PRESENTATION.

I AGREE WITH MOST OF MY COLLEAGUES.

I LIKE THAT WE ARE DATA DRIVEN IN OUR POLICIES HERE, AND I THINK THAT'S GOING TO BE A GREAT TOOL FOR US TO USE JUST TO MAINTAIN THE TALENTED STAFF WE HAVE AND CONTINUE TO GIVE THE SERVICES THAT OUR CITIZENS EXPECT.

THANKS. THANK YOU.

WE DO HAVE A SPEAKER'S CARD, SO WE'LL LET YOU SIT DOWN FOR A SECOND AND WE'LL GET TO THAT.

MARTY. I'M GOOD.

THANKS, SIR. ANYONE ELSE IN THE AUDIENCE LIKE TO ADDRESS THIS ITEM? MAYOR? YES, MA'AM.

MISS NASH. LET ME GET YOU HERE.

THERE YOU GO. THANK YOU, MAYOR AND COUNCIL.

JUST SOMETHING I WANT TO POINT OUT THROUGH THIS.

WHEN WE TALK ABOUT COMPARATOR CITIES, BECAUSE I KNOW THIS HAS BEEN A BIG TOPIC, AS WE HAVE LOOKED AT ANY UPDATES THAT WE'VE MADE TO PAY PLAN OVER THE LAST NINE YEARS THAT I'VE BEEN HERE. THAT IS A POINT OF DISCUSSION OF POLICY THAT WE WILL BE HAVING WITH THE COUNCIL AT A POINT IN THIS PROJECT WHERE WHEN WE COME BACK WITH ALL THE RECOMMENDATIONS, BUT THE COMPARATOR CITIES, BECAUSE I KNOW IT IS A TOPIC THAT THERE'S A LOT OF TALK ABOUT, WE WILL COME BACK WITH THOSE TO BE ABLE TO SAY, WHAT ARE SOME POTENTIAL SCENARIOS THAT YOU COULD BE LOOKING AT, AND KIND OF THE REASONING BEHIND WHY YOU WOULD CHOOSE A CITY, ONE CITY OVER ANOTHER.

SO THE COUNCIL AS A WHOLE CAN MAKE THAT POLICY DECISION MOVING FORWARD, AND THAT WILL HELP US DRIVE ULTIMATELY, THE DECISIONS IN THE FINAL PAY PLAN.

THANK YOU, MISS NASH. YEAH, I WAS GOING TO SAY, AS MAYOR PRO TEM FRANKS ALLUDED TO, AND REALLY, MOST OF THE COUNCIL IS LONG OVERDUE.

2020 KIND OF THREW EVERYBODY OFF.

AND THE ONE QUESTION I WOULD HAVE FOR MISS KENT IS THAT BECAUSE NOT THROUGH ANY FAULT OF OUR OWN WITH COVID IN 2020, WHAT, IF ANYTHING, DOES THAT AFFECT AS FAR AS DOING A STUDY WITH SUCH A 9 TO 10 YEAR LAPSE? DOES THAT MAKE A DIFFERENCE AT ALL? I MEAN, FINANCIALLY IT MIGHT.

WELL, THAT'S KIND OF A GIVEN.

BUT WE I MEAN, THERE'S TRICKS OF THE MATH WE CAN DO ALONG THE WAY TO MAKE IT DIGESTIBLE SO THAT YOU CAN, YOU KNOW, I'VE SEEN LOTS OF DIFFERENT ORGANIZATIONS CHOOSE TO IMPLEMENT IT IN LOTS OF WAYS, LIKE CHOOSING THESE DEPARTMENTS AND THEN THESE DEPARTMENTS THAT NEVER WORKS.

SO WE HAVE SOME DIFFERENT WAYS TO KIND OF CHOP IT UP.

THAT WILL WORK.

THANK YOU, MISS KENT. YEAH. I WANT TO SAY A SPECIAL THANK YOU TO STAFF.

AS MISS NASH MENTIONED, THIS WAS A BUDGETED ITEM AND IT IS ALWAYS GREAT TO SEE THEY ALL GET HERE, BUT IT'S ALWAYS GREAT TO SEE THIS ONE GET HERE SO QUICK BECAUSE IT'S LONG OVERDUE. AND I WANT US NOT ONLY TO ATTRACT THE BEST EMPLOYEES, BUT TO KEEP THE BEST EMPLOYEES.

SO I THINK THIS WILL GO A LONG WAY IN DOING THAT.

WE DO THAT ALREADY, BUT THIS WILL HELP SOLIDIFY THAT.

OKAY, IF THERE'S NO OTHER COMMENTS, WE'LL ENTERTAIN MOTIONS.

MISS HOWARTH I'LL MAKE A MOTION THAT WE APPROVE.

ITEM F ONE.

AS PRESENTED. I HAVE A MOTION BY MISS HOWARTH TO APPROVE.

ITEM F ONE IS PRESENTED. DO I HAVE A SECOND? MR. PRESTENBERG SECOND.

SECOND BY MR. PRESTENBERG.

ANY FURTHER DISCUSSION? HEARING NONE. PLEASE CAST YOUR VOTE.

[00:50:15]

MOTION CARRIES WITH MR. MILLSAP VOTING NO.

NEXT ITEM ON THE AGENDA IS ITEM F TWO.

[2. Discuss and consider authorizing the City Manager to execute a professional services agreement for the design of West Creek Lane (BP-21-B02) between the City of Sachse and Binkley Barfield | DCCM in the amount of Two Hundred Eighty-Two Thousand, Four Hundred Fifty and No/100 Dollars ($282,450.00).]

DISCUSS AND CONSIDER AUTHORIZING THE CITY MANAGER TO EXECUTE A PROFESSIONAL SERVICES AGREEMENT FOR THE DESIGN OF WEST CREEK LANE PROJECT BP- 21-B02 BETWEEN THE CITY OF SACHSE AND BINKLEY BARFIELD, DCCM, IN THE AMOUNT OF $282,450.

MS. NASH.

MAYOR AND COUNCIL THIS IS THE FIRST OF TWO ITEMS TONIGHT ON THE AGENDA, AND THEN WE'LL BE DOING THE ACTUAL THE QUARTERLY BOND UPDATE AFTER THAT.

BUT FIRST OF TWO BOND 2021 ROAD PROJECTS THAT WE WILL BE YOU WILL BE DISCUSSING TONIGHT.

OBVIOUSLY BAILEY ROAD YOU'VE ALREADY AWARDED AND WE'RE MOVING FORWARD ON THAT ONE.

BUT THIS IS ONE OF TWO FOR TONIGHT, WEST CREEK LANE.

THE DESIGN TO GET THAT STARTED.

AND THEN I WON'T EVEN NEED TO INTRODUCE THE NEXT ONE.

WILLIFORD ROAD WILL BE THE SECOND ONE.

SO I'M JUST GOING TO WRAP IT ALL INTO ONE.

OKAY. MR. NESBIT, HOW ARE YOU? GOOD EVENING, MAYOR AND COUNCIL.

I'M GOING TO QUICKLY TURN THIS OVER TO CAMERON SERMON.