Sep 06, 2023 Commissioners Court Work Session

[00:00:04]

ALL RIGHT. GOOD MORNING.

WHAT'S THE DATE? TODAY IS SEPTEMBER THE 6TH, 2023.

I'D LIKE TO WELCOME EVERYONE TO THE BEXAR COUNTY COMMISSIONERS BUDGET WORK SESSION MEETING FOR SEPTEMBER 6TH, 2023.

I THINK I WAS THROWN OFF BECAUSE WE SPENT ALL DAY YESTERDAY TOGETHER IN A REGULAR MEETING.

AND SO, I'M LIKE, WHAT DAY IS TODAY? ALL RIGHT. SO ENOUGH FOR THAT.

WE HAVE A BUSY DAY.

[1. Communications, including citizens who signed the register to speak, and reports. ]

I AM GOING TO RESET OR I'LL DO THIS.

I AM GOING TO BE OUT FROM 11:30 TO 1:00 PM.

I'M LEAVING TO GIVE A SPEECH THAT I MUST GIVE.

AND SO, I WILL DEFER TO THE QUORUM.

IF THERE'S STILL A QUORUM, I DON'T KNOW WHO'S SCHEDULED TO STAY.

AND IF YOU ALL I WILL DEFER TO THE MAJORITY IF YOU WANT TO CONTINUE IT, BECAUSE I KNOW WE HAVE A BUSY DAY.

WE HAVE A BUSY DAY THAT MAY REQUIRE US TO GO TO THE END OF THE DAY.

AND THE REASON I'M TELLING YOU THIS IS BECAUSE WE HAVE ELECTED OFFICIALS.

BUT I THINK THE MAJORITY OF TODAY'S HEARING WILL BE THE BUDGET OFFICE AND THEIR PRESENTATIONS AND THEN ANY COMMENTS OR QUESTIONS OR DIALOG THAT MAY BE HAD ON THE BUDGET.

SO I'M EXPECTING THE BUDGET TO TAKE UP MOST OF THE TIME.

THIS MORNING WE WILL HEAR FROM THE SHERIFF'S OFFICE, WE WILL HEAR FROM THE DISTRICT CLERK, WE WILL HEAR FROM THE COUNTY CLERK, WE'LL HEAR FROM THE COUNCIL, PRECINCT THREE AND COMMISSIONERS IN THE CONSTABLE.

PRECINCT THREE HAS A COMMITMENT AND WE'LL TRY TO FIT HIM IN.

BUT I'M JUST FOREWARNING YOU.

THAT WILL AND THE BUDGET.

YOU MAY WANT TO HELP ME FIND A TIME TO LET COUNCIL PRECINCT THREE IN SO THAT HE CAN SO HE CAN MAKE HIS PRESENTATION.

AND FINALLY, THE MEDICAL EXAMINER.

SO I AM ALERTING THE ELECTED OFFICIALS THAT WE WILL GET TO YOU WHEN WE GET TO YOU.

SO, IF YOU WANT TO SIT AND LISTEN, YOU ARE WELCOME ALONG WITH ANY PUBLIC CITIZEN.

I UNDERSTAND THAT WE HAVE THE DISTRICT CLERK, THE COUNTY CLERK REPRESENTATIVE, THE COUNTY CLERK AND CONSTABLE THREE THAT HAVE SIGN UP FOR CITIZENS TO BE HEARD.

IT IS MY PROCEDURE TO GO AHEAD AND CALL YOU WHEN YOU HAVE YOUR BUDGET ITEM ON THERE, SO I'M NOT GOING TO CALL YOU SEPARATE AND THEN HAVE YOU COME AGAIN. I'LL HAVE YOU MAKE YOUR PRESENTATION.

I WILL NOT PUT THE CLOCK ON YOU AS ELECTED OFFICIAL.

I WILL ALLOW YOU TO MAKE YOUR PRESENTATION IN WHATEVER FORM OR FASHION YOU WISH.

AND THEN I BELIEVE WE HAVE ONE CITIZEN TO BE HEARD THAT I DO NOT BELIEVE IS ELECTED OFFICIAL.

AND SO I WILL CALL THEM PROBABLY UP RIGHT NOW.

AND SO AT THIS TIME, WITHOUT FURTHER ADO, LET US OPEN UP OUR BUDGET WORKSHOP AND I WILL ASK THAT.

CHRISTINE DRENNAN I THINK IT'S DR.

DRENNAN, ISN'T IT? GOOD MORNING. YOU HAVE THREE MINUTES, DOCTOR.

MY NAME IS CHRISTINE DRENNAN.

I'M THE PROFESSOR OF URBAN STUDIES AT TRINITY UNIVERSITY AND AM NOW SERVING AS THE EXECUTIVE DIRECTOR OF THE ALAMO COMMUNITY GROUP.

AND I AM HERE ON A BUDGET ITEM, AND I KNOW THAT I'M EARLY AND I'M KIND OF EXCITED ABOUT THAT SO I CAN GET ON YOUR RADAR AT THE VERY BEGINNING AND WILL PROBABLY HAUNT YOU AT THE END AS WELL.

ALAMO COMMUNITY GROUP HAS BEEN BUILDING AND MAINTAINING AFFORDABLE HOUSING SINCE 1990.

WE PROVIDE AFFORDABLE HOUSING TO OVER 1400 HOUSEHOLDS IN NEARLY 5000 PEOPLE.

OUR APARTMENT COMPLEXES ARE STRATEGICALLY PLACED THROUGHOUT THE COUNTY IN AREAS OF HIGH JOB OPPORTUNITY, WITH MULTIPLE TRANSPORTATION OPTIONS AND PUBLIC SPACES WHERE CHILDREN CAN PLAY, AND PEOPLE GATHER IN COMMUNITY.

WE'RE IN NEARLY EVERY SCHOOL DISTRICT, AND OUR CHILDREN EXCEL BECAUSE THEY HAVE A SAFE AND STABLE PLACE TO COME HOME TO EVERY NIGHT.

OUR RESIDENTS COME FROM ALL WALKS OF LIFE.

MANY TELL US STORIES OF PRIOR HOMELESSNESS BEFORE FINDING HOUSING WITH US.

MOST RECENTLY, WE'VE MADE A STRATEGIC DECISION TO BUILD CLOSE TO THE INNER CITY DUE TO THE RAPIDLY RISING REAL ESTATE COSTS AND THE FAIRLY STAGNANT WAGES IN THE SERVICE INDUSTRIES YIELDING AN UNSUSTAINABLE CONDITION FOR OUR SERVICE WORKERS, TRYING TO FIND HOUSING RELATIVELY CLOSE TO WORK TO AVOID TRANSPORTATION COSTS IN BOTH TIME AND MONEY.

OUR MOST RECENT PROJECT IS CALLED THE MUSEUM REACH AND IS 96 UNITS OF AFFORDABLE HOUSING IMMEDIATELY SOUTH OF THE PEARL ON SOME OF THE MOST EXPENSIVE REAL ESTATE IN THE CITY. 96 HOUSEHOLDS LIVE THERE NOW.

[00:05:03]

THERE IS A DEMAND AND WE ARE A SUPPLIER.

BUT WE CAN'T DO THIS ALONE.

AND NOR SHOULD WE.

WE MUST ALL PARTNER TOGETHER TO BUILD MORE AFFORDABLE HOUSING.

IF WE POOL OUR DOLLARS FROM VARIOUS SOURCES OF PUBLIC MONEY AND PRIVATE, WE CAN BUILD PROJECTS LIKE OURS THAT WILL BE PERPETUALLY AFFORDABLE.

AND WITH THIS IN MIND, I ASK YOU TO VOTE FOR THE ALLOCATION OF $4.8 MILLION TO THE PURCHASE OF LAND THAT WE WOULD LIKE TO CALL THE HAY STREET LOFTS.

THE LAND IS AT THE CONFLUENCE OF CHESTNUT HAYES AND BROOKLYN ON OUR VERY NEAR EAST SIDE.

AS WE ALL KNOW, OUR NEAR EAST SIDE NEIGHBORHOODS ARE THE HARDEST HIT BY GENTRIFICATION.

PROPERTY VALUES HAVE INCREASED BY OVER 300% AND SOME BLOCKS IN THE LAST TEN YEARS, MEANING SOME PEOPLE HAVE MADE REALLY GOOD INVESTMENT DECISIONS THAT WILL MAKE THEM VERY HAPPY IN THEIR HOMES TODAY AND POTENTIALLY VERY WEALTHY WHEN THEY SELL THEM IN THE FUTURE.

WE ALSO KNOW THAT THOSE PEOPLE ARE NOT THE SAME PEOPLE WHO LIVED IN THOSE BLOCKS 20 YEARS AGO.

THOSE FOLKS ARE GONE.

PUSHED THE NEIGHBORHOODS FURTHER FROM THE URBAN CORE, WHERE TRANSPORTATION DIFFICULTIES IMPACT THEIR ABILITY TO FIND WORK.

THE HAY STREET LOFTS JUDGE.

THE TIME HAS EXPIRED.

GO AHEAD AND WRAP UP. WE'LL INCLUDE 134 UNITS.

WE INTEND FOR PEOPLE MAKING 30 TO 60% OF THE AREA MEDIAN INCOME.

WE INTEND TO UTILIZE 4% LOW INCOME HOUSING TAX CREDITS AND THE TOTAL DEVELOPMENT COST IS ABOUT $35 MILLION.

SO THE PURCHASE OF THIS PROPERTY.

WE ASK YOU TO PARTNER WITH US TO KEEP THAT ONE PIECE OF LAND PERMANENTLY AFFORDABLE FOR OUR WORKING FAMILIES.

THANK YOU. THANK YOU.

[2. Discussion and appropriate action regarding the proposed Bexar County Fiscal Year 2023-24 Operating and Capital Budget to include: ]

THE FIRST ONE IS HUMAN RESOURCES COMPENSATION PLAN.

I UNDERSTAND THAT THE BUDGET OFFICE WILL BREAK THAT OUT INTO THREE SEPARATE PRESENTATIONS AS I HAVE BEEN BRIEFED.

WE WILL HAVE A DISCUSSION WITH MULTIYEAR COMPENSATION PLAN, EMPLOYEE BENEFITS.

AND WHAT WAS THE OTHER ONE? THIS IS ACTUALLY THE FIRST ONE WE'LL TALK ABOUT THIS MORNING.

TINA SMITH, DEAN WITH THE COUNTY MANAGER'S OFFICE.

GOOD MORNING. WE WHEN WE HIRED BAKER TILLY TO DO OUR MARKET STUDY, WE ALSO HIRED THEM TO DO A WHAT WE'RE CALLING AN EMPLOYEE DEVELOPMENT STUDY.

AND SO WE HAVE A REPRESENTATIVE HERE FROM BAKER TILLY TO PRESENT THE FINDINGS AND PRESENT A BLUEPRINT FOR US TO MOVE FORWARD.

SO WE'D LIKE TO START WITH THAT.

AND THEN ONCE HE'S FINISHED, I'LL GET UP AND COMPLETE THE OTHER TWO PORTIONS OF THE PRESENTATION.

COULD YOU COULD ALSO FOR THE NOT SO MUCH FOR THE COURT AND FOR THOSE IN ATTENDANCE AND OBVIOUSLY FOR THOSE IN THE PUBLIC THAT ARE WATCHING, CAN YOU BREAK DOWN WHAT IN MORE SIMPLE TERMS, WHAT YOU'RE GOING TO PRESENT SO EVERYBODY CAN UNDERSTAND? WE'RE GOING TO TALK ABOUT SOME VERY SPECIFIC ISSUES.

I THINK WE'RE GOING TO TALK ABOUT THE BAKER TILLY STUDY THAT WILL ADJUST THE SALARIES AGAIN IN THIS COMING BUDGET YEAR.

AND THEN WE'RE TALKING ABOUT COMPRESSION ISSUES AND HAVING THOSE ADJUSTED.

AND WAS IT EMPLOYEE BENEFITS? YES, WE'LL FINISH WITH THAT.

SO, YES. SO WE'RE GOING TO DO I THINK I DID YOUR JOB FOR YOU.

THANK YOU. DO I IS THERE ANYTHING ELSE YOU NEED TO ADD? NO, SIR. I JUST LIKE TO INVITE ISAAC BALES FROM BAKER TILLY TO PRESENT TO YOU THIS MORNING.

THANK YOU. BAKER.

TILLY, INTRODUCE YOURSELF.

GOOD MORNING. AS TINA MENTIONED, MY NAME IS ISAAC BALES, AND I'M A MANAGER WITH BAKER TILLY ON OUR PUBLIC SECTOR ADVISORY TEAM.

WOULD YOU SPEAK UP JUST A LITTLE? OH, YEAH, ABSOLUTELY.

I'M HERE THIS MORNING TO PRESENT ON THE EMPLOYEE DEVELOPMENT FRAMEWORK PROJECT, AS TINA MENTIONED.

AND SO WHAT I PLAN ON WALKING THROUGH THIS MORNING IS JUST GOING TO I THINK HE'S LEAVING.

I DON'T THINK THIS MOVING. IS THERE ANOTHER BUTTON TO MOVE THINGS ALONG? NOT WORKING. YOU JUST SAY, NEXT SLIDE.

OKAY, PERFECT. IF WE COULD JUMP TO THE AGENDA SLIDE, THAT'D BE GREAT.

WHAT I PLAN ON WALKING THROUGH THIS MORNING IS JUST A QUICK INTRODUCTION TO THE PROJECT, HOW THINGS WERE CONDUCTED, AND THEN DISCUSSING ANY OBSERVATIONS WE HAD THROUGHOUT THE PROJECT ARE ULTIMATELY OUR RECOMMENDATIONS FOR THE COUNTY AND THEN SOME JUST CONCLUDING THOUGHTS.

BUT IF ANYBODY HAS QUESTIONS THROUGHOUT, PLEASE FEEL FREE TO JUMP IN AND ASK AND I'LL DO MY BEST TO ANSWER THEM.

AND THEN ALSO I'LL LEAVE SOME TIME AT THE END FOR ANY QUESTIONS OR DISCUSSIONS.

[00:10:02]

SO FOR THE PROJECT INTRODUCTION, THE COUNTY ENGAGED US TO CONDUCT AN ASSESSMENT OF THE CURRENT STATE SORRY, THE NEXT ONE.

AFTER THAT CURRENT STATE OF THE EMPLOYEE DEVELOPMENT AND EVALUATION METHODS BEING PRACTICED ACROSS THE COUNTY.

ULTIMATELY, OUR GOALS WERE TO IDENTIFY WHAT CURRENT PRACTICES OR PROCESSES ARE BEING CONDUCTED BY ALL THE DIFFERENT OFFICES AND DEPARTMENTS, WHETHER THEY WERE CONSISTENT OR THERE WERE DIFFERENCES IN THEIR TRYING TO CLARIFY ANY NEEDS FOR EMPLOYEE DEVELOPMENT OR EVALUATIONS, AS WELL AS HOPING TO FIND ANY SORT OF REDUCTION IN ADMINISTRATIVE BURDENS OR INCREASING EFFICIENCIES FOR THE FRAMEWORK THERE.

AND SO IN ORDER TO ACHIEVE THIS, WE SET OUT TO GATHER AS MUCH INFORMATION AS WE COULD FROM COUNTY STAFF AND EMPLOYEES, WHICH CONSISTED OF CONDUCTING FOCUS GROUPS AND A COUNTY WIDE SURVEY, AS WELL AS LOOKING AT SOME BEST PRACTICE RESEARCH FROM INDUSTRY ORGANIZATIONS.

IF WE DON'T MIND JUMPING TO THE NEXT SLIDE.

AND SO FOR THE APPROACH, AGAIN, AS I MENTIONED, WE WERE REALLY LOOKING TO CONDUCT INTERVIEWS WITH AS MANY DEPARTMENTS AS WE COULD.

I'M SORRY, THE NEXT ONE THERE.

APPRECIATE IT. AND CONDUCTED FOCUS GROUPS.

WE CAME ON SITE FOR, I BELIEVE IT WAS THREE DAYS AND TALKED WITH 22 DIFFERENT COUNTY OFFICES AND DEPARTMENTS.

WE ALSO HELD KIND OF AN INITIAL INTERVIEW WITH THE HUMAN RESOURCES PERSONNEL AND PROJECT SPONSORS TO GET AN IDEA OF WHAT WAS CURRENTLY BEING PRACTICED AND WHAT WAS BEING DONE.

AND THEN AGAIN, WE ALSO ISSUED THE SURVEY TO ALL EMPLOYEES TO BE ABLE TO PROVIDE THEIR THOUGHTS AND FEEDBACK ON PERFORMANCE EVALUATION OR APPRAISALS AS WELL AS ANY DEVELOPMENT. AND SO WE GATHERED AS MUCH INFORMATION AS WE COULD AND THEN WENT BACK AND ANALYZED AND TRIED TO FIGURE OUT WAYS WHERE THERE MAY BE AN OPPORTUNITY FOR THE COUNTY TO IMPLEMENT A PROGRAM THAT MAY BE BENEFICIAL FOR ALL THE EMPLOYEES HERE.

AND SO ONCE WE DID THAT, WE TALKED WITH THE PROJECT SPONSORS TO KIND OF CONFIRM AND GET THEIR CONFIRMATION OF THE EFFECTIVENESS OF THESE RECOMMENDATIONS.

WE COULD JUMP TO THE NEXT SLIDE.

THIS SLIDE IS JUST THE LIST OF ALL THE DIFFERENT DEPARTMENTS, AS ARE OFFICES THAT WE WERE ABLE TO GET AHOLD OF.

AND WE REALLY APPRECIATE THEIR TIME AND EFFORT WHEN THEY CAME AND SPOKE WITH US IN PERSON.

COULD YOU MOVE THE MIC A LITTLE BIT CLOSER TO YOU? IT'S OH, YEAH, PERFECT.

THANK YOU. SORRY ABOUT THAT.

OH, NOW I CAN HEAR MYSELF TALK.

THAT'S BETTER. YEAH.

SO THESE WERE ALL THE FOLKS THAT WE TALKED TO IN FOCUS GROUPS, BUT I WON'T READ THROUGH ALL OF THEM.

I'LL LET YOU READ THROUGH THEM ON YOUR OWN.

YOU COULD JUMP TO THE NEXT ONE.

AND SO NEXT, WE'RE JUST GOING TO TALK THROUGH SOME OF THE OBSERVATIONS.

AND ON THAT OBSERVATION SUMMARY SLIDE, YOU'LL SEE SOME OF THE MAJOR OBSERVATIONS THAT WE HEARD THROUGHOUT OUR TIME ON SITE HERE AT THE COUNTY, AS WELL AS THINGS THAT WERE ECHOED IN THE EMPLOYEE SURVEY.

AND SO THE FIRST ONE THERE, JUST THE DEPARTMENTS AND OFFICES, MANY OF THEM ARE TRACKING THEIR PERFORMANCE APPRAISALS OR EVALUATIONS ON PAPER AND PDF, WHICH WE FELT LIKE COULD BE QUITE TIME CONSUMING, ESPECIALLY FOR SOME OF THOSE LARGER DEPARTMENTS.

SECOND ONE, THERE IS JUST, YOU KNOW, OVER TIME MANY DEPARTMENTS OR OFFICES HAVE GROWN TO CREATE THEIR OWN PERFORMANCE EVALUATION SYSTEMS. AND SO THERE WAS MANY DIFFERENCES VARYING BETWEEN THE DIFFERENT OFFICES AND DEPARTMENTS, AND THERE WERE ALSO SEVERAL THAT WERE NOT PERFORMING OR CONDUCTING ANY SORT OF PERFORMANCE EVALUATIONS. SO WE JUST SAW A GREAT VARIETY ACROSS THE BOARD ABOUT WHAT WAS BEING DONE HERE AT THE COUNTY.

ANOTHER GOOD THING THAT WE HEARD WAS THAT EMPLOYEES HERE OVERALL SEEMED VERY MOTIVATED TO DEVELOP THEMSELVES AND THEIR CAREERS.

YOU KNOW, THEY TALKED ABOUT OPPORTUNITIES THAT THEY HAVE AND ARE GIVEN FROM SUPERVISORS AND MANAGERS ON UP IN TERMS OF TECHNICAL TRAININGS AND POTENTIALLY SOME SOFT SKILL TRAININGS AS WELL.

AND SO IT FELT LIKE THAT WAS A BENEFICIAL OBSERVATION FOR THE COUNTY.

IT'S SOMETHING THAT THEY SHOULD CONTINUE TO FOSTER HERE.

THE LAST ONE THERE WAS JUST SORT OF A SOME THEMES OF SUBJECTIVE AND CONFUSING RATINGS BEING APPLIED ACROSS DIFFERENT DEPARTMENTS.

AND SO AS WE WENT THROUGH AND KIND OF MADE SOME RECOMMENDATIONS, WE WANTED TO MAKE SURE TO RECOMMEND SOMETHING TO KIND OF CLEAN THAT UP A LITTLE BIT.

AND THEN THE FINAL THOUGHT ON THE SUMMARY OF OBSERVATIONS WAS JUST EMPLOYEES BEING GIVEN THE OPPORTUNITY TO PROVIDE 360 DEGREE FEEDBACK, WHICH IS JUST A WAY OF SAYING PROVIDE SUPERVISORS WITH FEEDBACK.

AND SO I WAS ACTUALLY PLEASANTLY SURPRISED TO HEAR THAT SEVERAL OF THE OFFICES ENCOURAGED THAT AND SUPERVISORS ARE REQUESTING THAT AND FEEL LIKE THAT'S A REALLY GREAT ENVIRONMENT THAT THE COUNTY'S BEEN ABLE TO CREATE.

AND SO EVEN FOR SUPERVISORS THAT WEREN'T ACTIVELY DOING THAT, NOW, THEY DID MENTION THEY SAW THE BENEFIT AND POTENTIALLY DOING THAT IN THE FUTURE.

IF WE COULD HOP BACK TO THE FOCUS GROUP THEME SLIDE, SORRY, I THINK WE SKIPPED AHEAD A LITTLE BIT ON THIS SLIDE.

[00:15:07]

AND ONE THING WE DID HEAR SEVERAL TIMES WAS KIND OF THE LACK OF INCENTIVE OR MOTIVATION THAT EMPLOYEES OR DEPARTMENTS FELT FOR COMPLETING ANY KIND OF PERFORMANCE EVALUATION. I THINK THEY MENTIONED THAT STEMMED BACK FROM AROUND 2008 WHEN EVALUATIONS WERE NO LONGER TIED TO MONETARY COMPENSATION.

AND SO THEY DID MENTION THAT QUITE A BIT ABOUT CREATING SOME MORE BUY IN IN TERMS OF TYING THEIR COMPENSATION TO EVALUATIONS AND THEN THE LAST PIECE, JUST, YOU KNOW, CREATING A CONSISTENT VISION SEEMED AS THOUGH SOME EMPLOYEES WERE KIND OF UNCLEAR ABOUT WHAT THEIR HOW THEIR DEPARTMENT VISION OR MISSION POTENTIALLY FIT IN WITH THE COUNTIES.

AND SO FEELING LIKE ONE OVERARCHING SYSTEM MAY HELP KIND OF CREATE THAT COHESIVENESS THROUGHOUT THE ENTIRE COUNTY.

WE CAN HOP FORWARD TO THE EMPLOYEE SURVEY.

PERFECT. SOME OF THESE ARE JUST GRAPHICS THAT KIND OF DESCRIBE WHAT THEMES WE ALSO HEARD IN THE FOCUS GROUPS.

YOU KNOW, WE DID HAVE GREAT PARTICIPATION IN THE EMPLOYEE SURVEY, HAD 624 RESPONSES.

AND SO FOR THIS FIRST QUESTION, THIS WAS JUST TO KIND OF DEMONSTRATE, YOU KNOW, THAT A LOT OF EMPLOYEES ARE NOT OR OFFICES ARE NOT CURRENTLY PRACTICING OR GIVING ANNUAL PERFORMANCE EVALUATIONS.

YOU CAN SEE THERE THAT 78% OF EMPLOYEES INDICATED THAT THEY HAVE NOT RECEIVED A PERFORMANCE EVALUATION IN THE LAST THREE YEARS.

AND SO, I WASN'T SURPRISED TO SEE THAT FROM THE SURVEY RESULTS AFTER HAVING THE FOCUS GROUP DISCUSSIONS HOP FORWARD TO THE NEXT ONE.

THIS ONE HERE JUST KIND OF ECHOES THE SAME POINT THAT I WAS MENTIONING EARLIER, WHERE THE FOCUS GROUPS, EMPLOYEES MENTIONED THAT THEY FELT AS THOUGH THEY ARE ENCOURAGED TO PARTICIPATE IN LEARNING AND DEVELOPMENT OPPORTUNITIES AND AGAIN, THINK THAT'S GREAT.

THAT'S THE TYPE OF ENVIRONMENT THAT THE COUNTY HAS CULTIVATED HERE, AND THAT'S JUST DEMONSTRATED HERE.

YOU CAN SEE THAT AN OVERWHELMING MAJORITY SOMEWHAT AGREED OR STRONGLY AGREED WITH BEING ENCOURAGED TO PARTICIPATE.

WE DID ASK A FOLLOW UP QUESTION TO THIS, WHICH WAS IF THEY HAD HAD ANY KIND OF FORMAL PERFORMANCE OR COACHING AND DEVELOPMENT TYPE MEETING OR OPPORTUNITY AND THE LAST YEAR AND 80% SAID THAT THEY HAD NOT, WHICH AGAIN LINED UP PRETTY CLOSELY WITH THE 78% THAT HAVEN'T RECEIVED ANY PERFORMANCE EVALUATION AND HOP FORWARD TO THE NEXT ONE.

THIS ONE HERE AGAIN, THIS IS JUST THE 360 DEGREE FEEDBACK AND KIND OF DEMONSTRATING THAT A LOT OF EMPLOYEES.

THE 43% HAVE AN OPPORTUNITY OR INDICATED THAT THEY HAVE AN OPPORTUNITY TO PROVIDE FEEDBACK TO THEIR SUPERVISOR.

AND OF THOSE THAT DO NOT CURRENTLY HAVE THE OPPORTUNITY, 66% SAID THAT THEY WOULD ACTUALLY APPRECIATE THE OPPORTUNITY TO BE ABLE TO PROVIDE FEEDBACK.

UPWARDS. PERFECT RECOMMENDATIONS CAN JUMP FORWARD TO THE SUMMARY OF RECOMMENDATIONS THERE.

THESE WERE ALL THE RECOMMENDATIONS THAT WE LAID OUT IN THE REPORT.

I WILL NOT BE GOING THROUGH ALL OF THESE.

I KNOW WE HAVE A BUSY DAY.

I'M JUST GOING TO TOUCH ON THE FIRST FOUR HIGH PRIORITY ONES, WHICH ARE TO PROMOTE THE USE OF A COUNTY WIDE HUMAN RESOURCE INFORMATION SYSTEM.

REVISING AND RE IMPLEMENTING THE COUNTY WIDE PERFORMANCE EVALUATION PROGRAM.

RE ESTABLISHING A ROADMAP OR A CALENDAR FOR ANNUAL PERFORMANCE EVALUATIONS AND THEN MAKING RESOURCES FOR CONTINUING EDUCATION AND JOB GROWTH ACCESSIBLE.

SO WE CAN JUMP INTO THE FIRST RECOMMENDATION THERE.

THIS ONE REALLY TOUCHES ON THE FACT THAT MANY OF THE DEPARTMENTS ARE CURRENTLY USING PDF OR PAPER, AND WE FELT AS THOUGH IF WE'RE GOING TO BE ROLLING OUT A COUNTY WIDE PERFORMANCE EVALUATION PROGRAM, THAT MAY BE A LOT OF PAPER AND A LOT OF MAN HOURS THAT IT WOULD TAKE TO RUN THAT AND SO RECOMMENDED THAT A HUMAN RESOURCE INFORMATION SYSTEM BE UTILIZED FOR THAT.

AND ACTUALLY IN FURTHER DISCUSSIONS WITH THE PROJECT, SPONSORS CAME TO REALIZE THAT THEY HAVE A CURRENT EXISTING RELATIONSHIP WITH NEOGOV AND WILL BE EXPLORING USING THEM FOR THE PERFORMANCE MANAGEMENT COMPONENT OF THAT SOFTWARE SYSTEM.

I'M GOING TO JUMP FORWARD TO RECOMMENDATION TWO.

THIS IS PROBABLY THE MEATIEST OF THE RECOMMENDATIONS, I WOULD SAY, AND THIS WAS JUST TO AGAIN REVISE AND RE IMPLEMENT THE COUNTY WIDE PERFORMANCE EVALUATION PROGRAM.

THE I'LL JUST GO THROUGH MAYBE THE LIST OF OVERALL RECOMMENDATIONS IN TERMS OF CHANGES OR THINGS THAT ARE GOING TO BE DONE THROUGHOUT THE PROGRAM.

WE ARE RECOMMENDING SELF EVALUATIONS BEING COMPLETED BY EMPLOYEES GOAL SETTING ON AN INDIVIDUAL AND OR TEAM BASIS.

WE'RE KIND OF REQUIRING A FORMAL MID-YEAR CHECK IN AS A POINT FOR ANY SORT OF PERFORMANCE ISSUES TO BE ADDRESSED AND HOPEFULLY FIGURE IT OUT AND CREATE A PLAN TO HAVE THEM STRAIGHTENED OUT BY THE END OF THE YEAR.

OBVIOUSLY THE FORMAL ANNUAL PERFORMANCE REVIEW.

[00:20:02]

AND SO JUST ENCOURAGING THAT TO TAKE PLACE AND ENCOURAGING EVERYONE TO, AGAIN, COMMUNICATE OPENLY.

SOME OTHER CHANGES THAT WEREN'T ON THAT SLIDE ARE TRIMMING DOWN THE NUMBER OF COMPETENCIES THAT ARE CURRENTLY BEING USED TO RATE EMPLOYEES.

I THINK RIGHT NOW THE PREVIOUS SYSTEM EXCUSE ME HAD AROUND 14 AND WE WERE RECOMMENDING TRIMMING THAT DOWN TO FIVE FOR NON-SUPERVISORY EMPLOYEES AND SEVEN FOR SUPERVISORY EMPLOYEES.

RECOMMENDATION THREE THIS WE WERE JUST RECOMMENDING HAVING A CONSISTENT SCHEDULE FOR THE ANNUAL PERFORMANCE EVALUATIONS IN DISCUSSIONS WITH DIFFERENT DEPARTMENTS, WE NOTICED THAT SOME OF THEM MAY BE CONDUCTING THEM IN APRIL, SOME IN JUNE, SOME IN MAY, OTHERS MAY BE DOING THEM ON ANNIVERSARY DATE OF HIRE.

AND SO WITH ONE CENTRALIZED SYSTEM, WE WERE RECOMMENDING JUST HAVING A CONSISTENT CALENDAR THAT ALL EMPLOYEES ARE AWARE OF AND ARE COMMUNICATED ABOUT IN TERMS OF THEIR PERFORMANCE EVALUATIONS.

AND THEN THE GRAPHIC WAS JUST AN EXAMPLE.

BUT REALLY, WHATEVER TIME FRAME BEST FITS THE COUNTY'S NEEDS.

THE RECOMMENDATION FOR THIS YEAR WAS JUST A CONTINUING TO MAKE CONTINUING EDUCATION RESOURCES AVAILABLE TO EMPLOYEES AS THIS PROGRAM IS ROLLED OUT.

AGAIN, WE TOUCHED ON EMPLOYEES CREATING GOALS OR TEAMS CREATING GOALS AND SAW CONTINUING EDUCATION AS AN OPPORTUNITY FOR FOLKS TO CONTINUE TO DEVELOP AND GROW WITHIN THEIR ROLE OR POTENTIALLY GROW TO A POINT FOR STEPPING UP INTO A LEADERSHIP ROLE.

YOU KNOW, I THINK A LOT OF ORGANIZATIONS FOCUS ON THE TECHNICAL TRAININGS AND THAT IS IMPORTANT.

BUT THE KEY PIECE I KIND OF WANTED TO TOUCH ON THIS MORNING WAS JUST THE MANAGEMENT TRAINING PIECE.

YOU KNOW, THIS IS REALLY IMPORTANT FOR DEVELOPING YOUR WORKFORCE AND TO BE GREAT LEADERS.

SO HAVING SOME FORM OF MANAGEMENT TRAINING FOCUSED ON COMMUNICATION SKILLS, DEVELOPING COACHING AND COACHING YOUR EMPLOYEES, HOW TO GIVE AND RECEIVE FEEDBACK AND THINGS OF THAT NATURE.

SO I JUST WANTED TO RECOMMEND THAT GOING FORWARD.

ALL RIGHT. JUMPING FORWARD TO SOME FINAL CONCLUDING THOUGHTS HERE.

REALLY JUST WAS THINKING NEXT STEPS FOR THE COUNTY WOULD BE SETTING UP THAT COUNTY WIDE STRATEGY FOR EMPLOYEE DEVELOPMENT AND FEEDBACK AND ROLLING THAT OUT ACROSS THE BOARD, GENERATING AN EVALUATION PLAN THAT TIES IN WITH WHAT THE COUNTY'S LARGER STRATEGIC GOALS ARE SO THAT EVERYBODY'S UNDERSTANDING HOW THEY FIT INTO THE LARGER PICTURE.

AGAIN, HAVING A STANDARDIZED CALENDAR, A ROAD MAP FOR WHEN THINGS WILL BE DONE AND HOW THEY SHOULD BE DONE, AND THEN JUST CONTINUING TO INCREASE AWARENESS AROUND THOSE RESOURCES AND TRAININGS THAT EMPLOYEES HAVE ACCESS TO.

AND I THINK AS THE COUNTY, IF THE COUNTY ROLLS OUT A ORGANIZATION WIDE EVALUATION PLAN, JUST CONTINUING COMMUNICATION TO ALL THE LEADERS AND DEPARTMENT HEADS THROUGHOUT WOULD BE BENEFICIAL.

AND I WILL PAUSE THERE FOR ANY QUESTIONS, IF ANYBODY HAS ANYTHING.

ANY QUESTIONS? COMMISSIONER CLAY-FLORES NO, I DON'T HAVE ANY QUESTIONS AT THIS MOMENT.

I'LL BE WORKING WITH TINA FURTHER TO TALK FURTHER ABOUT IT WHEN IT'S TIME TO VOTE.

THANK YOU. OKAY.

COMMISSIONER RODRIGUEZ.

THANK YOU, JUDGE.

THANKS FOR THE INFORMATION.

SO LET ME ASK, I GUESS, MORE OF A IMPLEMENTATION QUESTION.

SO I MEAN, I WOULD IMAGINE SETTING UP SOMETHING COUNTY WIDE WITH RESPECT TO REALLY WHAT WOULD AMOUNT TO SOME KIND OF PERFORMANCE.

I DON'T KNOW IF PAY IS NECESSARILY INCLUDED IN THAT, BUT I WOULD IMAGINE IF YOU'RE GOING TO DO A SELF-EVALUATION, YOUR SUPERVISOR IS DOING AN EVALUATION.

THERE'S GOT TO BE SOMETHING TIED TO THAT.

WHAT ARE WE LOOKING AT IN TERMS OF A RUNWAY FOR THAT? I MEAN, IS THIS A PROCESS THAT TAKES SEVERAL MONTHS, A YEAR, 18 MONTHS? GIVE US AN IDEA OF WHAT THAT WOULD LOOK LIKE.

I WOULD SAY IT MAY TAKE UPWARDS OF SIX MONTHS TO A YEAR.

I WOULD SAY, YOU KNOW, AS YOU GO THROUGH AND ROLL OUT, HOPEFULLY A HUMAN RESOURCE INFORMATION SYSTEM KIND OF WORKING WITH THEM ON WHAT ALL THE CAPABILITIES ARE THERE AND HOW THAT FITS IN WITH THE PROGRAM THAT YOU'RE SEEING AND HOW LONG IT MAY TAKE THEM TO IMPLEMENT THAT SO THAT ALL THE EMPLOYEES HAVE ACCESS TO IT.

IT'S PROBABLY GOING TO BE YOUR BIGGEST KIND OF TIME EATER, I WOULD SAY.

I WOULDN'T BE SURPRISED IF IT WAS UPWARDS OF A OF A YEAR.

OKAY. AND WE DON'T HAVE FROM BUDGET WE DON'T HAVE COST ESTIMATES YET ON THIS, DO WE? SO, YES. SO WHAT WE HAVE WORKED WITH BCIT ON IS IMPLEMENTING A COMPONENT OF NEOGOV, WHICH IS OUR EMPLOYEE EMPLOYMENT APPLICANT TRACKING SYSTEM. THEY ALSO HAVE A PERFORMANCE MANAGEMENT COMPONENT TO IT.

AND SO THAT IS IN THE PROPOSED BUDGET, IT'S $120,000.

AND THIS IS JUST KIND OF A GAP STOP GAP SOLUTION UNTIL WE GET TO THE BIGGER PROJECT.

[00:25:04]

WHAT DO YOU HAVE IN THE BUDGET THAT ADDRESSES THIS ISSUE? WE HAVE $120,000 IN THE PROPOSED BUDGET TO IMPLEMENT THE PERFORMANCE MANAGEMENT COMPONENT OF NEOGOV, WHICH IS A SOFTWARE WE ARE ALREADY USING. AND HOW DOES IT WORK? IT'S BASICALLY DOING PERFORMANCE EVALUATIONS ON THE COMPUTER, BASICALLY.

I MEAN, TO SUM IT UP, YOU CAN CUSTOMIZE IT, I BELIEVE, TO TO YOUR NEEDS TO INCLUDE GOAL SETTING.

SO HOW DO I HOLD ALL THE ELECTED OFFICES AND APPOINTED OFFICERS ACCOUNTABLE TO DO THIS, OR IS IT STILL VOLUNTARY? IT WOULD BE VOLUNTARY IN A FEW MINUTES.

WELL, YOU'VE ANSWERED MY QUESTION.

IF I CAN JUST WRAP UP.

SO, I MEAN, I GUESS THE NEXT QUESTION IS YOU ALL HELPED WITH THE STEP PAY PLAN.

YOU DID COMPS, OTHER GOVERNMENT ENTITIES, COUNTIES, CITIES.

I WOULD IMAGINE YOU DO THE SAME THING WITH RESPECT TO A PERFORMANCE PAY METRICS.

I MEAN, DO YOU COMPARE IT TO THOSE OTHER ENTITIES, GOVERNMENT ENTITIES? ARE YOU LOOKING AT MORE OF A PRIVATE SECTOR MODEL? IS THERE A DISTINCTION? I WILL SAY I AM NOT PART OF OUR COMPENSATION TEAM.

I REALLY JUST HELPED DESIGN THIS PIECE.

I DO KNOW THAT THEY LOOK AT OTHER PUBLIC SECTOR ENTITIES WHEN THEY DEVELOP THAT AS WELL AS POTENTIALLY, I'M NOT SURE FOR THIS SPECIFIC STUDY, BUT PRIVATE SECTOR INDUSTRIES AS WELL FOR CERTAIN JOBS THAT HAVE HIGH COMPETITIVENESS WITH THAT.

ARE YOU ASKING ABOUT.

YEAH, I'M ASKING MORE ABOUT DEVELOPING A PERFORMANCE PAY SYSTEM.

AND IF YOU'VE DONE IT IN OTHER ENTITIES, OTHER GOVERNMENT ENTITIES, YES, YES, WE HAVE.

AND THAT'S, I GUESS WHAT I HAVE MIXED FEELINGS ABOUT PERFORMANCE PAY, RIGHT? I MEAN, I THINK IT CERTAINLY INCENTIVIZES, BUT IT ALSO CAN CAUSE SOME OF THE ISSUES THAT WE'VE SEEN WITH RESPECT TO COMPRESSION.

AND, YOU KNOW, YOU'VE GOT FOLKS WHO START MAKING A BUNCH MORE THE HIGH PERFORMERS.

I HAVE NO PROBLEM WITH REWARDING PEOPLE, BUT IT'S THE SAME ARGUMENT, I THINK PEOPLE.

IN THE EDUCATION FIELD, WRITE PERFORMANCE, PAY FOR TEACHERS.

SO I'M INTERESTED IN KIND OF LEARNING A LITTLE BIT MORE ABOUT WHAT THAT LOOKS LIKE WITH SOME OF YOUR OTHER CLIENTS, WHETHER IT'S COUNTIES OR CITIES, AND, YOU KNOW, IT'S WORTHY OF A DISCUSSION.

I JUST DON'T KNOW THAT WE'RE READY TO DO THIS TODAY.

BUT I THINK THAT'S NOT THE ASK, RIGHT? WE'RE JUST GETTING AN UPDATE AND WE'LL HAVE MORE DISCUSSION.

BUT IF YOU CAN GET US SOME INFORMATION ON WHAT THAT LOOKS LIKE IN OTHER SOME OF YOUR OTHER CLIENTS, YOUR COUNTIES, CITIES, THAT WOULD BE HELPFUL FOR ME TO DIGEST THAT. I APPRECIATE THAT. OKAY.

THANKS, JUDGE. COMMISSIONER MOODY, I JUST WANT TO MAKE A QUICK COMMENT.

LOOKING AT THE EMPLOYEE SURVEY AND THAT ONLY 20% SAID THEY GOT PERFORMANCE EVALUATIONS IN THE LAST THREE YEARS.

AND I JUST THINK IT'S REALLY IMPORTANT.

IT'S INCUMBENT UPON ALL OF US AS LEADERS WITHIN THE ORGANIZATION TO DO THAT WITH OUR EMPLOYEES, TAKE THAT TIME AND DO RIGHT BY THEM TO GIVE THEM THAT FEEDBACK, BUT ALSO ALLOW THEM THAT OPPORTUNITY TO PROVIDE US FEEDBACK.

AND SO, I'M LOOKING AT PAUL OVER THERE, BUT WE'LL DO THIS IN THE FOURTH QUARTER ON MY TEAM AND I HOPE AND ENCOURAGE EVERYONE ELSE IN THE COUNTY TO DO IT AS WELL SO WE CAN CONTINUE TO COMMUNICATE BETTER, WORK BETTER TOGETHER AND MOVE FORWARD.

THANK YOU. THANK YOU.

GOT SOME QUESTIONS.

SO YOU HELPED PUT THIS STUDY FRAMEWORK, YOU CALL IT, AND THE CONCLUSIONS AND THE RECOMMENDATIONS THAT CORRECT FOR THE EMPLOYEE PERFORMANCE EVALUATION.

EMPLOYEE DEVELOPMENT. YES.

RIGHT. SO HOW MANY OF THESE HAVE YOU DONE FOR OTHER GOVERNMENTAL ENTITIES, OTHER COUNTY ENTITIES? I WOULD HAVE TO LOOK AT GOVERNMENTAL ENTITIES.

THAT HAS THE SAME DYNAMIC.

I WOULD SAY LAST YEAR WE'VE DONE ABOUT 2 OR 3 OVER YOUR CAREER.

I WORKED WITH A NUMBER OF OTHER INDIVIDUALS THAT HAVE DONE MORE THAN ME.

BUT OVER MY CAREER I WOULD SAY ABOUT 2 OR 3.

DO YOU CONSIDER YOURSELF TO HAVE AN EXPERTISE IN THIS? I WOULD SAY SO.

OKAY, GREAT. I APPRECIATE THAT CONFIDENCE AND CANDOR.

SO TELL ME, HOW DO YOU RATE BEXAR COUNTY AFTER LOOKING THROUGH THIS SURVEY AND WHAT YOU'VE RECOMMENDED? HOW MUCH AND I'M NOT WANTING TO CALL OUT ANYBODY.

I DON'T WANT TO EMBARRASS ANYBODY.

I JUST WANT TO KNOW HOW MUCH WORK DO WE NEED TO DO IN BEXAR COUNTY TO MEET THE RECOMMENDATIONS AND STANDARDS THAT YOU HAVE PROPOSED? WE GOT A LOT OF WORK TO DO.

OR NO, JUDGE, YOU'RE EVERYTHING'S GOING WELL.

WELL, BECAUSE I'M GOING OFF COMMISSIONER MOODY SAYING WE GOT A LOT OF WORK TO DO.

[00:30:02]

SO WHICH IS REALLY WHERE IT ALL GOES TO IT, DOESN'T IT? COURT IT ALL REALLY GOES TO HOW MUCH PEOPLE ARE GOING TO GET PAID, WHO GETS THE BONUSES, WHO GETS THE PAY RAISES AND THE SALARY ADJUSTMENTS.

SO THIS THIS CONVERSATION IS VERY IMPORTANT TO ME.

I JUST DON'T WANT THIS TO BE ANOTHER STUDY TO GO ON A SHELF.

OTHERWISE, I BELIEVE I WASTED MONEY.

SO, I WANT AN HONEST ASSESSMENT.

THAT'S THE REASON WHY I WANTED TO TELL YOU.

I APPRECIATE YOUR CANDOR, YOUR COMPETENCE.

TELL ME WHAT WE GOT TO DO.

I MEAN, I THINK THERE'S PROBABLY A GOOD AMOUNT OF WORK.

WELL, THEN TELL ME WHAT WE GOT TO DO.

I APPRECIATE THAT.

SO I'M DIGGING DEEP JUST SO THAT YOU UNDERSTAND I'M A FORMER JUDGE, SO THESE QUESTIONS ARE GOING TO GET TOUGHER AND TOUGHER IF YOU DON'T GIVE ME THE ANSWERS IN TERMS OF NEXT STEPS.

I MEAN, I WOULD RECOMMEND IF YOU ONCE YOU START TALKING WITH NEOGA I'VE ABOUT WHAT THE CAPABILITIES ARE AND SEEING WHAT MIGHT BE AN EASY WAY TO START CREATING AN ENVIRONMENT WHERE THIS IS THE REGULAR PRACTICE OF GIVING PERFORMANCE EVALUATIONS AND COMMUNICATING WITH THE DEPARTMENT HEADS AS THAT'S GETTING ROLLED OUT ABOUT WHAT, OVER THE NEXT YEAR OR SO.

LET ME INTERPRET THAT FOR YOU.

PERFORMANCE EVALUATION, DISCIPLINE.

EVERYBODY'S GOT TO DO IT EVERY YEAR.

I WOULD SAY THAT A LOT OF AND THIS IS PROBABLY TRUE FOR WHAT WE HEARD IN SOME OF THE FOCUS GROUPS, BUT A LOT OF ORGANIZATIONS SEE PERFORMANCE EVALUATIONS AS JUST A DISCIPLINARY ACTION, WHEREAS I THINK THERE IS THE CULTURE ALREADY OF ENCOURAGING DEVELOPMENT AND GROWTH WITHIN YOUR ROLE ALREADY AT THE COUNTY, FROM WHAT I HEARD.

AND SO TRYING TO CREATE A SYSTEM THAT IS FOCUSED ON THE DEVELOPMENT ASPECT AND OBVIOUSLY THERE'S A REFRAME IT FOR YOU SO I CAN HELP YOU.

SO BASICALLY IF WE MAKE IT POSITIVE AND ASPIRATIONAL, IT HELPS JUSTIFY PAY INCREASES, IT HELPS JUSTIFY SALARY ADJUSTMENT, IT JUSTIFIES POSITIONAL CHANGES, DELETION OF POSITION.

CREATION OF NEW POSITIONS.

ADVANCING PEOPLE WITHIN THEIR DEPARTMENTS OR ELECTED OFFICES.

IS THAT ANOTHER WAY TO SAY IT? I BELIEVE SO. OKAY.

WHAT OTHER SUGGESTIONS DO YOU HAVE? PUT ME ON THE SPOT.

I CAN'T THINK OF ANY OTHER IMMEDIATE ONES OFF THE TOP OF MY HEAD.

OKAY. ALL RIGHT.

SO WOULD YOU SAY IN CONCLUSION AND I'M NOT TRYING TO REWRITE YOUR POWERPOINT AND YOUR GREAT PRESENTATION YOU MADE, BUT I PRESUME WHAT I HEAR IS WE HAVE A LOT OF WORK TO DO.

I THINK SO. FAIR ENOUGH.

ANY QUESTION OR COMMENT BY COURT? ALL RIGHT. WHAT'S NEXT, MISS TINA? THANK YOU. RIGHT.

OKAY. CAN WE GET THE MULTI-YEAR COMPENSATION PLAN? POWERPOINT UP, PLEASE.

ALL RIGHT. THIS IS THE SECOND COMPONENT OF THIS ITEM THIS MORNING.

THIS IS A MULTI YEAR COMPENSATION PLAN WE'RE GOING TO TALK ABOUT.

THIS IS THE WRONG ONE.

YOU'RE IN YOUR EMPLOYEE BENEFITS, AREN'T YOU? YEAH, THIS IS THE NEXT ONE.

COULD YOU BRING UP THE MULTI OUT AND GO TO MULTI YEAR COMPENSATION PLAN? OKAY, WELL, SO THE BAKER TILLY STUDY, THAT WAS THE MARKET STUDY THAT WAS IMPLEMENTED THIS YEAR WAS REALLY A FIRST STEP IN SEVERAL STEPS THAT WE NEED TO TAKE IN ORDER TO GET EMPLOYEE COMPENSATION UP TO DATE.

SO WHAT WE'RE GOING TO TALK ABOUT THIS MORNING IS KIND OF A TWO YEAR APPROACH TO CONTINUING ON THE PROCESS.

THE FIRST IS TALKING ABOUT COMPRESSION.

WE'LL GET INTO MORE DETAIL ABOUT WHAT THAT MEANS IN A MOMENT.

STEP, PLAY PLANS AND THEN PERFORMANCE PAY.

SO, PAY COMPRESSION IS WHEN YOU HAVE A LESS TENURED EMPLOYEE MAKING A VERY CLOSE OR SAME AMOUNT AS SOMEBODY WHO'S BEEN IN THEIR POSITION FOR A LOT LONGER.

AND SO WHAT HAD HAPPENED WHEN WE DID THE BAKER TILLY STUDY IS WE IMPLEMENTED IT TO MAKE SURE THAT WE STAYED WITHIN THE $15 MILLION BUDGET AND THAT ENDED UP CREATING

[00:35:04]

WE HAVE ALREADY ADDRESSED THE COMPRESSION THAT WAS CREATED IN THE FOR THE EMPLOYEES THAT ARE MEMBERS OF THE DCBC AND THE COMMISSIONERS COURT APPROVED THAT WHEN THEY APPROVED THE AMENDMENT TO THE CONTRACT.

SO THAT SECTOR OF EMPLOYEES HAS BEEN ADDRESSED.

SO WHAT WE'RE ASKING THE COURT TO CONSIDER IN THE PROPOSED BUDGET IS TO ADDRESS COMPRESSION IN FOR THE REST OF THE CIVILIANS, I GUESS NON CBA COVERED EMPLOYEES.

SO UNDER THE PROPOSAL THAT IS INCLUDED IN THE PROPOSED BUDGET, EACH EMPLOYEE WILL RECEIVE ONE HALF PERCENT INCREASE FOR EVERY YEAR IN THEIR CURRENT POSITION.

THIS IS WE TOOK THIS DATA FROM A POINT IN TIME, SO IT'S OBVIOUSLY GOING TO CHANGE AS PEOPLE COME AND GO, BUT THAT'S ABOUT 2300 EMPLOYEES AND THEY WILL RECEIVE AN AVERAGE INCREASE OF 2.3%.

THERE ARE ABOUT 1100 EMPLOYEES THAT HAVE BEEN IN THEIR POSITIONS FOR LESS THAN A YEAR.

SO THEY WOULD NOT RECEIVE AN INCREASE.

AND JUST FOR INFORMATION, THE AVERAGE TIME IN POSITION FOR THESE EMPLOYEES IS 3.3 YEARS.

AND AS I STATED, THE ANNUAL COST OF THIS IS $3.9 MILLION AND THAT IS IN THE PROPOSED BUDGET.

SO TINA, ANOTHER WAY TO READ THAT SLIDE IS WE ARE HAVING SUCCESS IN FILLING POSITIONS BECAUSE THE AVERAGE TIME IN POSITION HERE IS NOT THAT LONG.

SO WE ARE GETTING PEOPLE WANT TO WORK HERE AND WE'RE HAVING SUCCESS IN GETTING NEW EMPLOYEES IN THE DOOR.

SO WHAT YOU'RE SAYING, DAVE, IS WE'RE PROVIDING INCENTIVES IN ORDER FOR PEOPLE TO MAKE A CAREER OF BEXAR COUNTY? IS THAT WHAT YOU'RE SAYING? NO, WHAT I'M SAYING IS WE ARE HAVING SUCCESS IN RECRUITING NEW EMPLOYEES HERE.

NOW, WHAT WE NEED TO DO IS MAKE SURE WE KEEP THEM AND GIVE THEM AN OPPORTUNITY FOR PAY GROWTH IN PARTICULAR AND OR PROMOTION.

WELL, I THINK I SAID THE SAME THING.

IT'S ENCOURAGING PEOPLE TO STAY WITH BEXAR COUNTY.

THERE'S A REWARD, NOT A PUNISHMENT.

ALL RIGHT. CONTINUE.

MS. SMITH OKAY.

SO FOR FISCAL YEAR 24-25, SO NOT THIS YEAR, BUT NEXT YEAR.

WHAT WE WOULD LIKE TO DO IS TAKE THE NEXT YEAR TO WORK ON STEP PAY PLAN FOR EMPLOYEES WHO ARE NOT EXEMPT FROM THE FAIR LABOR STANDARDS ACT.

AND THESE KIND OF EMPLOYEES JOBS ARE MORE TRANSACTIONAL NATURE.

THEY DON'T REQUIRE AS MUCH DISCRETION OR JUDGMENT, AND THERE'S LESS AUTONOMY IN THESE JOBS.

SO WHAT WE ARE GOING TO DO OVER THE NEXT YEAR IS WORK ON DEVELOPING A STEP PAY PLAN FOR FISCAL YEAR 24-25.

OUR INITIAL THOUGHTS ARE THAT IT WOULD BE TEN STEPS WITH AN AVERAGE INCREASE OF 3% BETWEEN EACH STEP AND THE FACT THAT WE'RE ADDRESSING COMPRESSION. YES, SIR.

SORRY TO INTERRUPT, TINA, BUT I UNDERSTAND WE'RE TRYING TO WORK WITHIN THE BUDGET TO ADDRESS COMPRESSION AND EVERYTHING, BUT WE'RE TALKING ABOUT BUILDING A STEP PAY PLAN.

I THOUGHT THAT'S WHAT BAKER TILLY HAD ORIGINALLY DONE.

SO WHY ARE WE NOT, LIKE, WORKING TOWARDS THAT PLAN INSTEAD OF BUILDING A SEPARATE PLAN? AND IF WE ARE BUILDING A SEPARATE PLAN, THEN HOW IS THAT DIFFERENT THAN THE PLAN THAT THEY BUILT FOR US? SO WE'RE GOING TO BAKE WITH BAKER.

TILLY DID WAS UPDATED OUR PAY PLANS BASED ON THE MARKET AND THEN THEY CREATED A NEW ATTORNEY STEP PLAN.

SO WE ARE GOING TO WORK WITHIN THAT WITHIN THE PAY PLANS THAT THEY'VE ESTABLISHED.

BUT WE ARE GOING TO DIVIDE THE PAY DIFFERENTIAL BETWEEN THE MINIMUM AND THE MAXIMUM BY TEN AND ALLOW EMPLOYEES TO AUTOMATICALLY MOVE THROUGH EACH STEP.

SO WE'RE GOING TO USE WHAT THEY PROVIDED US AS A BASE AND THEN WE'RE GOING TO EXPAND ON THAT AND ALLOW PEOPLE SO THAT PEOPLE SEE THAT THERE IS AN OPPORTUNITY TO GET PAY RAISES.

CAN I JUST INTERRUPT AND ASK A QUESTION? SO ARE YOU SAYING IF AN EMPLOYEE HAS BEEN WITH THE COUNTY, SAY, SOME OF OUR LONGER TERM EMPLOYEES, SO 20, 30 YEARS, LET'S SAY 20 YEARS, THEN THEY'LL GET A 10% INCREASE IF IT'S BASED ON HOW LONG THEY'VE BEEN IN THEIR CURRENT POSITION.

SO THEY'VE BEEN IN THAT SAME POSITION.

YES. IF THEY'VE BEEN IN. SO THEN ARE WE GOING TO PUT A MAX ON PERCENT OF INCREASE FOR THOSE WHO'VE BEEN HERE FOR 30, 35 YEARS WITH THE WONDERFUL PINS WE GIVE THAT WE NEED TO DO SOMETHING BETTER FOR THOSE EMPLOYEES, WE DID NOT ESTABLISH A MAXIMUM.

SO, IS THAT SOMETHING WE CAN WORK ON? WE COULD, ABSOLUTELY.

ALL RIGHT. THANK YOU. DO YOU SEE THAT? JUST TO FOLLOW UP ON ON COMMISSIONER CLAY-FLORES QUESTION, DO YOU SEE THAT AS COMMONPLACE THAT SOMEBODY HAS BEEN IN THE SAME POSITION FOR

[00:40:01]

I MEAN, THERE ARE SOME THAT ARE YES, BUT I WOULD SAY GENERALLY PEOPLE EITHER GET PROMOTED OR THEY LEAVE.

BUT TO HER POINT, YOU KNOW, IT MIGHT BE HELPFUL JUST TO UNDERSTAND, LIKE HOW MANY EMPLOYEES WOULD BE IN THE 20 YEAR PLUS CATEGORY, 25-YEAR, 30 YEAR.

THANK YOU. SURE.

OKAY. SO THE FIRST THIS IS AN ESTIMATE BASED ON IMPLEMENTATION OF FISCAL YEAR 2425, JUST BASED ON THE NUMBERS WE HAVE TODAY, WE ESTIMATE IT WILL BE $3.5 MILLION. AND OF COURSE, ANYTHING THAT WE DID IN NEXT YEAR'S BUDGET PROCESS WOULD BE BASED ON THE AVAILABILITY OF FUNDS.

SO FOR THE EMPLOYEES THAT ARE EXEMPT FROM THE FAIR LABOR STANDARDS ACT, THOSE ARE THE MORE SPECIALIZED JOBS THEY REQUIRE, MORE INDEPENDENT JUDGMENT AND DISCRETION.

THERE'S A LOT MORE AUTONOMY THERE.

WE'RE PERFORMING. WE'RE GOING TO PROPOSE A PERFORMANCE PAY PROGRAM.

AGAIN, THIS IS IN FISCAL YEAR 2425.

INITIAL THOUGHTS OR A 5% MAXIMUM PAY RAISE BASED ON PERFORMANCE.

WE WOULD FUND IT AT 3% OF THE BUDGET.

SO THERE ARE GOING TO BE SOME EMPLOYEES THAT GET FIVE AND THEY'RE GOING TO BE SOME EMPLOYEES THAT DON'T GET ANYTHING.

IF IT'S IMPLEMENTED CORRECTLY, WE ESTIMATE THE COST OF THAT WOULD BE 3.2 MILLION.

AND AGAIN, THAT WOULD BE CONTINGENT ON AVAILABILITY OF FUNDS.

AND THAT TO YOUR QUESTIONS EARLIER, COMMISSIONER RODRIGUEZ, THE HUMAN RESOURCES DEPARTMENT IS GOING TO BE WORKING OVER THE NEXT YEAR TO IMPLEMENT A PERFORMANCE PAY PROGRAM BASED ON THE STUDY THAT BAKER TILLY DID.

AND SO THAT'S WHY WE INCLUDED FUNDS IN THE BUDGET FOR THE NEOGOV SOFTWARE.

THE HR BUSINESS PARTNERS WILL BE OUT MEETING WITH OFFICES AND DEPARTMENTS, MAKING SURE JOB DESCRIPTIONS ARE UP TO DATE, MAKING SURE WE HAVE THE RIGHT PERFORMANCE STANDARDS IN PLACE FOR DIFFERENT POSITIONS SO THAT WE'RE READY TO GO IN FISCAL YEAR 24, 25.

AND JUDGE SAKAI, THIS SORT OF GETS TO YOUR QUESTION ABOUT IS THIS MANDATORY OR VOLUNTARY? IF YOU ADOPT A PERFORMANCE PAY PROGRAM FOR THE EXEMPT PAY TABLE, THAT IS THE MECHANISM THROUGH WHICH EMPLOYEES CAN GET RAISES.

SO IF YOU DON'T DO PERFORMANCE APPRAISALS, YOUR EMPLOYEES WOULDN'T BE ELIGIBLE FOR UP TO 5%.

SO IT BECOMES AN INCENTIVE INCENTIVE TO PARTICIPATE IN THE PROGRAM.

AND FROM THE LAWYER IN ME WITHOUT PERFORMANCE EVALUATIONS, YOU'RE INVITING GRIEVANCES AND LITIGATION ON THESE TYPE OF DECISIONS, RIGHT? YES, SIR. SO I JUST SPOKE TO THIS REALLY LIKE I SAID, HR WILL BE WORKING WITH THE OFFICES AND DEPARTMENTS OVER THE NEXT YEAR.

I THINK I SAID THAT WE HAD FUNDING IN THE BUDGET FOR NEOGOV AND THEN WE ALSO PUT $50,000 IN THE PROPOSED BUDGET FOR EMPLOYEE DEVELOPMENT INITIATIVES THAT MAY COME UP AS WE'RE WORKING WITH OFFICES AND DEPARTMENTS.

AND SO THAT'S THIS PORTION OF THE PRESENTATION.

SO IF YOU COULD BRING UP THE EMPLOYEE BENEFITS.

SO TODAY WE'LL JUST GO OVER A REALLY BRIEFLY AN OVERVIEW OF WHAT OUR CURRENT EMPLOYEE BENEFITS LOOK LIKE, A PRESENTATION ON THIS AND A SUMMARY OF THE RESULTS OF AN EMPLOYEE BENEFIT SURVEY THAT WE CONDUCTED.

WE'LL LOOK AT COMPARISONS TO WHAT OTHER ENTITIES OFFERS AND OFFER, AND THEN WE'LL MAKE SOME RECOMMENDATIONS FOR CHANGES.

SO JUST THERE ARE A LOT OF SLIDES HERE ON THE CURRENT BENEFITS.

I'M NOT GOING TO GO OVER EVERYTHING IN DETAIL, BUT THE COUNTY CURRENTLY OFFERS FOUR HEALTH CARE PLANS.

WELLNESS AND PREVENTIVE CARE IS COVERED AT 100%, PROVIDED THAT THEY SEE AN IN-NETWORK PROVIDER.

ALL EMPLOYEES HAVE ACCESS TO THE HEALTH AND WELLNESS CLINIC, AND WE ARE ALSO WORKING WITH THE SHERIFF'S OFFICE TO HAVE AN EMPLOYEE HEALTH AND WELLNESS CLINIC OVER AT THE JAIL CAMPUS.

WE'RE HOPING TO HAVE THAT DONE THIS YEAR.

AND WE HAVE A VERY ROBUST WELLNESS PROGRAM.

WE HAVE A FITNESS CENTER THAT'S OPEN 24 OVER SEVEN.

ALL EMPLOYEES ARE COVERED BY COVERED FOR BASIC LIFE INSURANCE AND ACCIDENTAL DEATH AND DISMEMBERMENT, UP TO ONE I'M SORRY, DISMEMBERMENT UP TO ONE TIMES THEIR SALARY, UP TO $500,000.

ALL EMPLOYEES ARE COVERED BY THE TEXAS COUNTY DISTRICT RETIREMENT SYSTEM.

7% OF PAY GOES INTO THE RETIREMENT ACCOUNT.

THE COUNTY MATCHES IT 2 TO 1.

THERE'S A GUARANTEED RETURN ON THAT OF 7%.

THERE ARE VARIOUS VESTING OPTIONS THAT WE HAVE AND ELIGIBILITY TO RETIRE OPTIONS.

ALL EMPLOYEES RECEIVE LONGEVITY PAY AT AN AMOUNT OF $60 PER YEAR FOR EACH FULL YEAR OF CONTINUOUS EMPLOYMENT.

[00:45:02]

IN TERMS OF LEAVE, WE OFFER 13 PAID HOLIDAYS, EIGHT HOURS OF SICK LEAVE PER MONTH.

VACATION LEAVE IS ACCRUED AT 10 TO 18 DAYS, DEPENDING ON HOW LONG YOU'VE BEEN WITH THE COUNTY.

WE OFFER PERSONAL LEAVE, WHICH IS THREE DAYS.

IT'S PULLED OUT OF YOUR SICK LEAVE BALANCE.

WE HAVE SICK LEAVE, PAID PARENTAL LEAVE FOR EIGHT WEEKS, TUITION ASSISTANCE, EMPLOYEE ASSISTANCE PROGRAM.

AND THEN WE HAVE A BIG MENU OF VOLUNTARY BENEFITS THAT EMPLOYEES CAN SIGN UP FOR, INCLUDING DENTAL INSURANCE, LIFE INSURANCE AND OTHER KINDS OF ASSISTANCE.

SO WE ALSO DID AN EMPLOYEE BENEFIT SURVEY.

WE POSTED IT ON THE COUNTY WEBSITE.

BEXAR COUNTY SIDEKICK WEBSITE.

WE ASKED THEM TO ANSWER 16 QUESTIONS, EITHER WITH A RATING OR A FREE FORM ANSWER.

WE GOT 554 EMPLOYEE RESPONSES.

THE TOP FIVE MOST IMPORTANT BENEFITS, ACCORDING TO EMPLOYEES, ARE THEIR HEALTH INSURANCE RETIREMENT, THEIR DENTAL INSURANCE, LEAVE BENEFITS AND VISION INSURANCE.

AND I'VE ATTACHED A COPY OF A SUMMARY OF ALL THE QUESTIONS WE ASKED.

I'M JUST KIND OF NARROWING DOWN THIS PRESENTATION FOR TIME PURPOSES.

BUT ALL OF THE QUESTIONS WE ASKED ARE IN THAT BACKUP TO YOUR ITEM.

GENERALLY, WHAT WE WOULD SAY IS THAT EMPLOYEES ARE HAPPY WITH THEIR BENEFITS, THEY UNDERSTAND HOW THEY WORK, AND MANY ARE NOT LOOKING FOR ANY CHANGES.

HOWEVER, WHEN WE ASKED WHAT THEY WOULD CHANGE, OBVIOUSLY THEY WOULD LIKE LOWER COSTS.

SOME SAID NOTHING. THEY LIKE IT THE WAY IT IS.

THEY A LOT OF EMPLOYEES WOULD LIKE HIGHER LEAVE ACCRUAL RATES BETTER EXCUSE ME, BETTER DENTAL INSURANCE AND MORE COVERAGE, MEANING WE COVER MORE.

SO ANOTHER COMPONENT TO THE BAKER TILLY STUDY, WHICH WAS THE THIRD ONE, WAS WE ASKED THEM AS PART OF THEIR MARKET STUDY ON SALARY.

WE ALSO ASKED THEM TO ASK OTHER ENTITIES, PEER ORGANIZATIONS, WHAT THEIR EMPLOYEE BENEFITS PROGRAMS LOOK LIKE.

SO THEY SURVEYED THE SAME PEER ORGANIZATIONS.

AND GENERALLY WHAT WE CAN SAY IS BEXAR COUNTY IS EITHER THE SAME OR BETTER THAN THE PEERS THAT WERE SURVEYED IN TERMS OF HOW MANY PAID HOLIDAYS PER YEAR ON EACH OF THESE TABLES, THERE'S A NUMBER OF RESPONSES.

WE RECEIVED WHAT BEXAR COUNTY LOOKS LIKE THE LEAST REPORTED, THE MOST REPORTED, AND THE AVERAGE.

SO WE OFFER 13 HOLIDAYS.

THE AVERAGE IS 12.

ON A FLOATING HOLIDAY, WE RECEIVED TEN RESPONSES.

BEXAR COUNTY DOES NOT OFFER A FLOATING HOLIDAY.

FOUR DO SIX DO NOT.

IN TERMS OF TIME OFF, VACATION DAYS EARNED PER YEAR FOR NEW HIRES, WE OFFER OUR NEW HIRES TEN DAYS.

THE AVERAGE IS 11 VACATION CARRY OVER AND CASH OUT.

SO CARRY OVER.

MEANING YOU CAN TAKE IT, CARRY IT OVER FROM ONE FISCAL YEAR TO ANOTHER, CASH OUT.

MEANING WHEN YOU EITHER GET PROMOTED OR YOU LEAVE, YOU GET PAID OUT SOME OF YOUR LEAVE.

SO THOSE ARE THE COMPS THERE.

SO WE'RE KIND OF IN THE MIDDLE THERE WITH THOSE FACTORS.

IN TERMS OF SICK LEAVE, I CAN'T SEE THIS.

SICK DAYS EARNED PER YEAR.

WE DO 12, SO IT'S EIGHT HOURS PER MONTH.

THE AVERAGE IS 11.25.

SICK LEAVE, CARRYOVER AND CASH OUT.

WE DON'T OFFER IT FOR CASH OUT FOR SICK LEAVE.

BUT AND MOST OTHER ENTITIES DO NOT EITHER.

JUDGE, CAN I ASK A QUICK QUESTION? SURE. TINA, AS YOU GO OVER THESE, I'M WONDERING IF AS EMPLOYEES LEAVE, I ASSUME WE DO SOME KIND OF EXIT SURVEY OR IF WE'RE ASKED TO.

YES. OKAY. HAVE YOU ALL PERFORMED ANY KIND OF CROSSTABS WITH THIS? I MEAN, YOU LOOK AT THIS AND IT'S A PRETTY, PRETTY POSITIVE FEEDBACK, RIGHT, IN TERMS OF COMPENSATION BENEFITS.

AND I'M WONDERING IF YOU LAY THAT OVER SOME OF THE EXIT SURVEY, IF IT'S CONSISTENT OR INCONSISTENT WITH WITH SOME OF THESE FINDINGS.

BECAUSE I THINK, YOU KNOW, WE'D ALL AGREE THERE'S A PRETTY A PRETTY GOOD BENEFITS PACKAGE HERE.

I WOULD ASSUME MOST OF THE PEOPLE THAT DEPART, IT'S TYPICALLY FOR A HIGHER PAYING JOB.

IS THAT. YEAH, WE'VE HEARD.

FAIR TO SAY YES.

YEAH, I THINK THAT'S FAIR TO SAY.

AND I THINK THAT THAT WAS ANOTHER IMPETUS FOR THE BAKER TILLY STUDY.

AND I KNOW THAT'S BEEN A LONG ONGOING DEAL.

I JUST WONDERED IF WE'RE MISSING ANYTHING, RIGHT, WHEN IT COMES TO FRINGE BENEFITS.

YOU KNOW, IF YOU GET ANY FEEDBACK THAT YOU DON'T OFFER, MAYBE IT'S THE CHILDCARE BENEFIT OR, YOU KNOW, FOLKS HAVE TO PAY FOR PARKING.

IF THOSE KIND OF THINGS COME UP CONSISTENTLY.

I MEAN, I WANT US TO BE THE BEST PLACE TO WORK AND I THINK WE ARE UP THERE.

[00:50:02]

WITH WHY PEOPLE ARE EITHER STAYING OR GOING.

I MEAN, I DON'T KNOW THAT I CAN WE DON'T WE DO NOT DO EXIT INTERVIEWS ON A CONSISTENT BASIS.

SO WE DO IT VERY SPORADICALLY.

JUST IS THAT SOMETHING WE SHOULD CONSIDER? ABSOLUTELY. YEAH. I THINK THAT IS SOMETHING THAT WE SHOULD WORK ON OVER THE NEXT YEAR.

OKAY. JUST WANT TO MAKE SURE IT'S ON THE RADAR BECAUSE I THINK IT IS IMPORTANT AS WE TRY TO IMPROVE.

THANK YOU. YES, IT IS.

SO IN TERMS OF HEALTH INSURANCE PREMIUMS, WE WE OFFER VERY GOOD PREMIUMS. I THINK THE ONLY ONE THAT WE'RE MORE EXPENSIVE IS SIGNIFICANTLY MORE EXPENSIVE IS FOR OUR PREFERRED PROVIDER ORGANIZATION FOR THE EMPLOYEE AND THE FAMILY.

BUT WE'RE STILL IN THE MIDDLE, I WOULD SAY, IN TERMS OF DENTAL INSURANCE, WE HAVE VERY LOW PREMIUMS. THAT'S SOMETHING I WANT TO TALK TO YOU ABOUT AT THE END OF THE PRESENTATION.

AND THEN VISION EMPLOYEES REALLY LIKE OUR VISION INSURANCE.

WE HEAR REALLY GOOD THINGS ABOUT IT ALL THE TIME, AND IT'S NOT VERY EXPENSIVE IN TERMS OF RETIREMENT.

WE ARE KIND OF THE MIDDLE OF THE ROAD IN TERMS OF THE EMPLOYEE CONTRIBUTION AND THEN THE EMPLOYER CONTRIBUTION.

SO WE'RE IN PRETTY GOOD SHAPE THERE.

AND SO BASED ON THE SURVEY, BASED ON THE COMPARISONS, WE ARE GOING TO RECOMMEND THAT WE WORK ON SOME CHANGES.

WE ALREADY IN THE PROPOSED BUDGET ARE NOT PROPOSING ANY INCREASES TO HEALTH INSURANCE PREMIUMS OR YOUR OUT OF POCKET EXPENSES, SUCH AS CO-PAYS OR DEDUCTIBLES FOR DENTAL INSURANCE.

THE HUMAN RESOURCES DEPARTMENT IS CURRENTLY CURRENTLY IN THE PROCESS OF NEGOTIATING WITH A NEW DENTAL DENTAL HEALTH CARE PLAN PROVIDER FOR PLAN YEAR 2024. AND SO WHAT WE WOULD ASK FOR COURTS DIRECTION IS TO NEGOTIATE IMPROVED COVERAGE AT A LOWER COST TO EMPLOYEES AND COVER THINGS LIKE BRACES AND ENDODONTICS THINGS THAT WE DON'T COVER A LOT OF RIGHT NOW.

AND THEN WE WOULD BRING THAT FORWARD TO COMMISSIONERS COURT LATER, PROBABLY IN THE FALL, TO REQUEST APPROVAL.

IN TERMS OF EMPLOYEE LEAVE, WE WOULD RECOMMEND THAT FOR NEW HIRES, THEY EARN 12 DAYS OF LEAVE.

RIGHT NOW IT'S AT TEN.

IT'S KIND OF SO YOU EARN LIKE 6.3, THREE DAYS PER MONTH WHEN YOU'RE A NEW HIRE.

AND SO WE WOULD RECOMMEND THAT WE MAKE THAT 12.

WE WOULD ALSO RECOMMEND THAT WE ADD THREE PERSONAL DAYS, BUT WE ALREADY HAVE PERSONAL DAYS.

BUT YOU HAVE TO DEDUCT THAT FROM YOUR SICK LEAVE BALANCE THE WAY IT IS RIGHT NOW.

AND SO WHAT WE WOULD RECOMMEND IS WE JUST ADD THREE PERSONAL DAYS.

THESE ARE DAYS WHERE PEOPLE, EMPLOYEES CAN GO TAKE THEIR GO TO THEIR KIDS, YOU KNOW, CONFERENCE AT SCHOOL OR GO TO THE SHOWS OR WHATEVER.

BUT IT'S NOT SICK LEAVE.

AND SO WE WOULD PROPOSE THAT IT'S USE OR LOSE AND IT DOESN'T GET CARRIED OVER OR PAID OUT AT ANY POINT.

AND THEN ON THE PARKING ISSUE, WE DID GET A LOT OF FEEDBACK IN THE SURVEY ABOUT PARKING.

IT'S REALLY SPECIFIC TO THE DOWNTOWN AREA BECAUSE MOST OF THE OTHER EMPLOYEES IN THE COUNTY DO GET FREE PARKING.

AND SO WHAT WE ARE GOING TO DO IS WORK WITH THE FACILITIES MANAGEMENT DEPARTMENT ON A NEW PARKING POLICY AND POTENTIALLY LOOK AT WAYS THAT WE CAN LOWER THE COST TO THE EMPLOYEE.

SO I THINK WITH ALL OF THOSE CHANGES, WE'VE ADDRESSED A LOT OF THE ISSUES THAT THE EMPLOYEES POINTED OUT IN THE SURVEY.

AND AND I'VE ASKED THAT THE COUNTY JUDGE, ME AND MY STAFF BE PART OF THAT DISCUSSION ON PARKING.

YES, SIR. AND THAT'S THE END OF MY PRESENTATION.

QUESTIONS. YEAH, I HAVE A QUESTION.

SO HELP ME TO UNDERSTAND THIS.

AND I'M NOT SURE I FULLY UNDERSTAND IT, BUT I KNOW MY CONSTABLE'S, MY DEPUTY CONSTABLES HAVE TALKED TO ME ABOUT A CONCERN BECAUSE THEY WORK SO MUCH, NOT NECESSARILY, YOU KNOW, JUST PULL OUT AT 5:00, BUT OBVIOUSLY WE HAVE THINGS GOING ON IN THE PRECINCT.

THEY'VE BEEN VERY SUPPORTIVE OF DIFFERENT PROJECTS THAT WE'RE WORKING ON.

SO IS THERE ANY KIND OF INCENTIVE FOR THOSE PEOPLE WHO DON'T USE THEIR SICK LEAVE? DO WE GET THEM? DO WE ADD IT ON AS VACATION DAYS OR CAN THEY GET PAID OUT OR ANYTHING? BECAUSE AT LEAST WITH THE CONSTABLES WHO HAVE SHARED THAT WITH ME, THEY'RE LOSING SO MANY HOURS.

AND A LOT OF THEM HAVE BEEN WITH US FOR SEVERAL YEARS.

YES. SO AS IT STANDS NOW, EMPLOYEES ARE ABLE TO CARRY OVER 720 HOURS OF SICK LEAVE.

HOW MUCH? 720 HOURS OF SICK LEAVE EVERY YEAR.

OKAY. AND THAT JUST STAYS THERE UNTIL YOU HAVE TO USE IT.

MAYBE HOPEFULLY YOU HAVE SOME TRAGIC ILLNESS OR SOMETHING WHERE YOU HAVE TO TO START DIGGING INTO THAT.

BUT WHEN SOMEBODY LEAVES THE COUNTY, THEY ARE ELIGIBLE FOR UP TO 240 HOURS OF

[00:55:01]

SO THERE ISN'T ANYTHING ON AN ANNUAL BASIS THAT WE DO.

BUT, YOU KNOW, WE WANT TO ENCOURAGE OUR EMPLOYEES TO STAY HERE LONGER, RIGHT? SPECIFICALLY WITH OUR CONSTABLES AND LAW ENFORCEMENT IN GENERAL.

YOU KNOW, WE TALKED TO THE SHERIFF ALL THE TIME ABOUT BEING ABLE TO RETAIN OUR LAW ENFORCEMENT.

SO INSTEAD OF BEING LIKE, OH, I'LL JUST WAIT TILL I LEAVE TO ENCOURAGE THEM NOT TO LEAVE AND THEN GET PAID OUT.

IS THERE SOMETHING THAT YOU GUYS CAN WORK ON TO HAVE SOME KIND OF INCENTIVE WHERE WE CAN WORK ON PAYING OUT MAYBE ANNUALLY THE SICK LEAVE TO ENCOURAGE PEOPLE? YOU KNOW, OBVIOUSLY IF YOU'RE SICK, PLEASE STAY HOME, ESPECIALLY WITH COVID AND EVERYTHING.

BUT IF YOU'RE NOT USING YOUR SICK LEAVE, THERE SHOULD BE SOME KIND OF INCENTIVE, I WOULD THINK, AT LEAST, TO LOOK INTO IT AND SEE HOW MUCH THAT WOULD COST THE COUNTY.

YES. YES. I THINK ESPECIALLY WHEN IT DEALS WITH WITH OUR CONSTABLES AND OUR SHERIFF'S DEPARTMENT AND OTHER LAW ENFORCEMENT, WE OFTEN FORGET THAT ENVIRONMENTAL ALSO HAS LAW ENFORCEMENT. SO.

OKAY. THANK YOU, MR. RODRIGUEZ. COMMISSIONER MOODY.

I'LL JUST SAY SOMETHING HERE THAT'S PROBABLY NOT POPULAR, BUT I THINK IT SHOULD BE SAID.

I'M JUST TRYING TO DO THE MATH HERE.

BUT IF YOU GO TO 12 DAYS OF LEAVE FOR A NEW HIRE.

12 DAYS OF SICK TIME PER YEAR.

13 HOLIDAYS, CORRECT? YES. AND NOW THREE PERSONAL LEAVE DAYS.

SO IF I ADD ALL THAT UP, THAT'S 40 DAYS, WHICH WOULD BE EIGHT FULL WORK WEEKS FOR A INDIVIDUAL ON DAY ONE THAT THEY COULD TAKE OFF.

JUST WANT TO MAKE SURE WE'RE THOUGHTFUL ABOUT NOT GETTING TO THE POINT WHERE WHERE WE'RE LIMITING PRODUCTIVITY.

YOU KNOW, OBVIOUSLY, WE HAVE COSTS IN TERMS OF PAY AND EVERYTHING ELSE.

BUT ON THE OTHER SIDE OF THAT IS BENEFITS.

AND, YOU KNOW, IF FOLKS AREN'T IN THE OFFICE, THEN WE'RE POTENTIALLY PAYING OTHER INDIVIDUALS TO BE IN THE OFFICE.

SO I THINK IT'S SOMETHING WE NEED TO CONTINUE TO KEEP AN EYE ON.

OKAY. THANK YOU.

ALL RIGHT. NO QUESTIONS FROM ME.

ALL RIGHT. THAT'S MY PART OF THE PRESENTATION.

THANK YOU. ALL RIGHT. DOES THAT INCLUDE THE BUDGET OFFICE PRESENTATION? FOR NOW? FOR NOW, COMMISSIONER MOODY, YOU'VE ASKED AND I WILL OBLIGE.

YEAH. I BELIEVE OUR CONSTABLE PRECINCT THREE IS IN THE HOUSE.

MARK VOJVODICH.

AND I UNDERSTAND HE'S GOT A CONFLICT IN HIS HOUSE, AND SO I'M ALLOWING CONSTABLE VOJVODICH TO PRESENT.

YOU'VE ASKED TO SIGN UP.

YOU CAN. YOU'RE ALLOWED TO SPEAK AND MAKE WHATEVER PRESENTATION.

I ALSO UNDERSTAND THAT CONSTABLE RUBEN TEJEDA IS IN THE HOUSE AND I WILL HEAR FROM HIM AFTER THAT.

AND THEN, SHERIFF, YOU'RE NEXT.

GOOD MORNING, JUDGE.

COMMISSIONERS, THANK YOU FOR THAT LITTLE BOOST TO GET US IN HERE A LITTLE EARLIER.

I WANTED TO THANK EVERY ONE OF YOU.

WE'VE HAD A LOT OF CONTACT WITH YOU OVER THE LAST TWO YEARS, AND WE APPRECIATE EVERYTHING YOU'VE DONE AND THE SUPPORT THAT YOU'VE PROVIDED US.

WE ARE VERY MUCH INTERESTED AS WELL TO JUDGE WHEN WE HAD OUR MEETING AT THE CONSTABLE'S OFFICE WITH YOUR STAFF, WE WERE TALKING ABOUT THE PAY ADJUSTMENTS THAT WERE MADE TO THE PAY SCALES SEVERAL MONTHS AGO, WHICH BENEFITED OUR YOUNGER EMPLOYEES ARE LESS TENURED AND RESULTED IN THAT COMPRESSION ISSUE I HEARD THAT DISCUSSED TODAY.

WHAT WE HAVE DONE IS WE HAVE ALSO PRODUCED A STEP PAY SCALE THAT'S INCONSISTENT.

IT'S CONSISTENT WITH WHAT THE COUNTY IS TRYING TO DO FOR THE NEAR TERM FOR BOTH NON FSA AND FSA EMPLOYEES.

IT'S HIGHLIGHTED IN YELLOW.

WHAT WE'VE LOOKED AT IS WE USE ON THE VERY BOTTOM, THE YELLOW LINE ON THE BOTTOM SHOWS WHAT THE CURRENT PAY SCALE IS WITH THE ADJUSTMENTS THAT WE'VE HAD.

ABOVE THAT IS THE AREA THAT WE ARE SUGGESTING TO MOVE OUR STARTING PAY UP BY ABOUT $5,000 PER CATEGORY BECAUSE WHAT WE ARE FINDING IS WE ARE COMPETING WITH OTHER ENTITIES THAT ARE STARTING OFFICERS OUT STRAIGHT OUT OF THE ACADEMY AT 61,060 2000.

THAT DOES NOT SEEM LIKE IT'S A HUGE DIFFERENCE, EXCEPT WHEN YOU'RE TALKING TO THE PEOPLE THAT WE'RE TRYING TO RECRUIT, WHICH ARE YOUNGSTERS OUT OF THE ACADEMY.

THEY SEE A $5,000 DIFFERENCE.

THAT'S WHERE THEY'RE GOING TO GO TO.

IT ALSO IS A GREAT EXPENSE TO BEXAR COUNTY BECAUSE WE ARE HIRING PEOPLE AND THEY STAY WITH US FOR 5 OR 6 MONTHS.

THIS IS NOT UNCOMMON WITH AGENCIES IN BEXAR COUNTY AND THEN THEY LEAVE FOR A HIGHER PAYING JOBS.

THEY CAN LITERALLY CHANGE PATCHES AND GO TO ANOTHER ENTITY IN BEXAR COUNTY OR HAYS COUNTY OR COMAL COUNTY, WHICH ARE PAYING 62 FIVE FOR A DEPUTY CONSTABLE.

THAT RESULTS IN EXPENSES TO US BOTH IN RECRUITING EXPENDABLES THAT WE HAVE TO REPLACE LIKE UNIFORMS. IF WE HAVE FIVE OPENINGS RIGHT NOW AND WE LOSE FIVE PEOPLE, THAT MEANS WE HAVE TO REPLACE ABOUT $1,800 WORTH OF UNIFORMS AND MADE TO FIT GEAR SUCH AS BULLET

[01:00:07]

SO THAT'S AN ADDITIONAL COST TO US.

SO WE HAD RECOMMENDED AND THE CONSTABLES HAVE ALL AGREED TO THIS AND WE WOULD PREFER TO SEE THIS PAY SCALE COME IN FOR DEPUTY CONSTABLES AND TO BE EFFECTIVE FOR THIS YEAR'S BUDGET.

BELOW THAT, OUR INCENTIVE PAYS THAT WE WOULD LIKE TO LOOK AT DOWN THE LINE, WHICH IS CONSISTENT WITH OTHER ENTITIES IN BEXAR COUNTY, WHETHER IT'S A SHIFT DIFFERENTIAL OR THE TCOLE REQUIREMENTS FOR HAVING ADVANCED INTERMEDIATE OR A MASTER'S CERTIFICATION AS WELL AS AN AREA THAT'S LONG BEEN LACKING IN THE CONSTABLE REALM, WHICH IS PAY FOR SUPERVISORS.

WE DO NOT HAVE DEDICATED SUPERVISORS, LIKE MOST EVERY OTHER ENTITY, WHETHER IT'S LAW ENFORCEMENT OR A CIVILIAN OCCUPATION, THAT WE DON'T HAVE DEDICATED SUPERVISORS, ALL OF MY SUPERVISORS AND ALL THE CONSTABLE SUPERVISORS BASICALLY HAVE TO MAINTAIN A FULL WORKLOAD IN ADDITION TO THEIR SUPERVISORY DUTIES. NOW WE DO HAVE A CHIEF DEPUTY AND A CONSTABLE, AND WE DO.

SUPERVISION, BUT WE'RE DOING THINGS LIKE THE BUDGET AND WORKING TO INTERFACE WITH OTHER PARTS OF GOVERNMENT.

THE DAY TO DAY OPERATIONS IS FAIRLY CONSISTENT WITH WHAT I'VE HEARD TODAY, THAT A SUPERVISOR CAN MANAGE 5 TO 7 PEOPLE EFFECTIVELY.

AND WE HAVE ALSO PUT A STRUCTURE IN PLACE THAT COULD BE USED IN ANY CONSTABLE'S OFFICE WITH THE CHANGES, EACH CONSTABLE HAS A LITTLE BIT DIFFERENT VIEW, BUT YOU HAVE TO HAVE A STRUCTURE OF HOW MANY SUPERVISORS ARE YOU GOING TO HAVE, WHAT IS THEIR SPAN OF CONTROL BECAUSE THAT'S HOW YOU CONTROL YOUR COSTS.

SO WE WOULD APPRECIATE THE FACT THAT IF YOU WOULD LOOK AT THIS PARTICULAR BUDGET, IT ADDRESSES THIS PAY SCALE ADDRESSES THE COMPRESSION ISSUE.

IT SHOWS A LARGER PERCENTAGE INCREASE BECAUSE OF THAT $5,000 TO MAINTAIN US BEING COMPETITIVE WITH OTHER BEXAR COUNTY OR NEAR BEXAR COUNTY LAW ENFORCEMENT AGENCIES. BECAUSE EVEN AS OF YESTERDAY, I LOST APPLICANTS BECAUSE THEY LITERALLY LOOKED AT A $5,300 PAY DIFFERENCE BETWEEN ANOTHER COUNTY ENTITY AND OURSELVES.

I THINK IT'S A GOOD VALUE TO USE IT THAT WAY.

WE APPRECIATE THE EFFORTS THAT YOU ALL HAVE DONE.

YOU PROVIDE GREAT EQUIPMENT.

WE'VE HAD A GREAT RESPONSE WHEN WE'VE BEEN TALKING WITH YOU.

THIS IS SOMETHING, THOUGH, THAT'S VERY LONG OVERDUE IN THE CONSTABLE REALM.

I'VE SPENT ABOUT 14 YEARS IN THE SHERIFF'S ARENA AND ABOUT THAT SAME AMOUNT OF TIME NOW.

AND SO I'M PRETTY FAMILIAR WITH BOTH JOBS AND THE REQUIREMENTS AND PRETTY MUCH IN THE LAW ENFORCEMENT REALM, WE ARE ALL TCOLE CERTIFIED.

WE ALL FACE THE SAME DANGERS OUT ON THE STREETS AND AT THE SAME TIME, WE'RE NOT TRYING TO TAKE ANYTHING AWAY FROM OTHER AGENCIES.

WHAT WE DO WANT TO MAKE SURE THAT WE ARE COMPETITIVE SO THAT WE DON'T HAVE TO GO THROUGH AND HAVE THAT CHURN WHERE WE LOSE TWO, THREE, 4 OR 5 PEOPLE AND THEN WE HAVE TO COME BACK TO YOU ALL AND SAY, HEY, NOW I NEED ANOTHER $1,300 FOR UNIFORMS, BALLISTIC VESTS AND WITH RIFLE PLATES THAT COST SUCH A LARGE AMOUNT OF MONEY. AGAIN, WE'RE LOOKING AT THE THIS BUDGET BEING THIS PAY SCALE BEING INCLUDED IN THIS YEAR'S BUDGET.

IT'S CONSISTENT WITH WHAT'S BEING PROPOSED IN THE OTHER AREAS.

AND AT THE SAME TIME, IT ADDRESSES THE NEEDS THAT WE HAVE TO REMAIN REASONABLY COMPETITIVE.

IT DOESN'T TAKE US UP TO THE 61,060 2000 RANGE.

IT'S ABOUT 4000, 5000 UNDER THAT.

BUT IT'S COMPETITIVE BECAUSE WE ACTUALLY DO HAVE A GREAT PLACE TO WORK HERE IN BEXAR COUNTY.

I HAVEN'T HAD ANYBODY WHO COMES FROM OUTSIDE WHO COMES TO WORK FOR US.

THAT LEAVES BECAUSE THEY DIDN'T ENJOY THE AREA THAT WE POLICE.

IT'S ALWAYS A MATTER OF PAY AND THAT IS A SOLUTION THAT WE CAN ADDRESS.

AND WE'VE BEEN WAITING FOR THAT SINCE THAT FIRST INITIAL PAY ADJUSTMENT, WHICH WAS WELL APPRECIATED.

BUT WE REQUEST THAT YOU WOULD CONSIDER THIS AS WELL.

ANY QUESTIONS THAT I CAN ANSWER ON THIS OR [INAUDIBLE] MOODY.

MARK, THANKS FOR BEING HERE AND THANKS FOR LAYING THIS OUT.

AND, YOU KNOW, THANK YOU FOR YOUR SERVICE TO PRECINCT THREE AND FOR YOUR SERVICE TO THE COUNTY.

I DO THINK, YOU KNOW, WE WE MADE SOME HISTORICAL AND BADLY NEEDED ADJUSTMENTS ON THE DEPUTY SHERIFFS SIDE PREVIOUSLY THIS YEAR. AND I DO THINK THAT THERE'S IT'S IMPORTANT THAT WE ALSO ENSURE THAT OUR CONSTABLES ARE ALSO ADDRESSED.

YOU KNOW, COMPRESSION IS AN ISSUE.

AND, YOU KNOW, CONSTABLES ARE PART OF OUR LAW ENFORCEMENT SOLUTION IN THE COUNTY.

AND IF WE DON'T HAVE, YOU KNOW, A PAY SCALE THAT ADDRESSES COMPRESSION AND THAT ALLOWS US TO CONTINUE TO HIRE INTO THESE NEW CONSTABLE POSITIONS, RIGHT.

THAT ARE FOUR PER PER CONSTABLE.

IS THAT CORRECT? SO ULTIMATELY, WE NEED TO I THINK WE NEED TO ADDRESS THIS.

AND, YOU KNOW, I'M DEFINITELY GOING TO TAKE A HARD LOOK AT THIS, BUT I THINK IT'S ON THE RIGHT TRACK AND ULTIMATELY I HOPE IT'S SOMETHING THAT WE CAN GET DONE

[01:05:01]

MR. RODRIGUEZ COMMISSIONER CLAY-FLORES YEAH.

I JUST WANTED TO TAKE THE OPPORTUNITY TO THANK YOU BECAUSE I KNOW FROM MY CONSTABLE HE PRAISES HOW I THINK YOU'VE SAID, CONSTABLE, THAT THIS IS THE FIRST TIME IN ALL YOUR TENURE, WHICH HAS BEEN A LONG TIME, THAT ALL THE CONSTABLES HAVE BEEN ABLE TO WORK TOGETHER.

I KNOW CONSTABLE VASQUEZ IS HERE.

I HAVE A GREAT RELATIONSHIP WITH KAT BROWN AS WELL.

AND SO I JUST REALLY THANK YOU ALL FOR THE NEW, I GUESS, CAMARADERIE THAT YOU ALL HAVE.

AND BECAUSE THAT HELPS US TO GET THINGS DONE WHEN WE'RE JUST NOT FIGHTING FOR CONSTABLE FROM ONE PRECINCT.

BUT WE KNOW THAT IT AFFECTS ALL OF OUR CONSTABLES, EVEN THOUGH THERE'S FOUR DIFFERENT ELECTEDS.

SO THANK YOU FOR THE WORK.

THANK YOU FOR WORKING, WORKING SO WELL WITH MY CONSTABLE.

THANK YOU. THANK YOU, CONSTABLE.

CONSTABLE, I JUST WANT TO LET YOU KNOW I'M GOING TO LET CONSTABLE TEJEDA TALK.

AND THEN YOU SAID, CONSTABLE VASQUEZ.

WHERE ARE YOU AT? ALL RIGHT.

YOUR ELECTED OFFICIAL.

IF YOU WANT TO SPEAK, YOU CAN SAY A FEW WORDS.

BUT LET ME BUDGET FOR CONSTABLE VOJVODICH.

I'M GOING TO HAVE BUDGET HAS A PRESENTATION.

SO IF YOU WANT TO WATCH, WAIT AND WATCH THAT.

PLEASE DO SO. ALL RIGHT.

CONSTABLE TEJADA. GOOD MORNING.

I'M JUST HERE TO TRY TO EXPLAIN.

THROUGHOUT THE YEARS, ALL THE YEARS THAT I'VE BEEN CONSTABLE.

AT ONE TIME WE HAD TWO AND A HALF JP'S THAT I HAD TO TEND TO.

THEN IT CHANGED TO TWO TO JUSTICE OF THE PEACE.

THEN LATER ON IT WENT TO ONE JUSTICE OF THE PEACE.

AND NOW, OF COURSE, WE ONLY HAVE ONE JUSTICE OF THE PEACE FOR EACH OF THE CONSTABLES.

BUT YET THE POPULATION IN BEXAR COUNTY, IT'S BEEN INCREASING ALL THESE TIMES.

AND I THINK BECAUSE YOU HAVE ONE JP FOR ONE CONSTABLE, IT'S NOT ALLOWING MORE WORK TO BE FLOWED THROUGH THE COURTS. RIGHT NOW IT'S ONLY ONE.

JP SO AND OF COURSE IN SOME PLACES THE JP IS A NEW JP, SO THEY'RE HAVING THEIR DIFFICULTIES ALSO WITH THE COMPUTERS AND SO ON. BUT ALSO WITH THE JOB DESCRIPTION.

IT HASN'T BEEN UPDATED IN A VERY LONG TIME.

I THINK LIKE 2003 THEY SPOKE ABOUT THREE YEARS AGO THAT THEY HAVEN'T EVALUATED, BUT IT'S BEEN WAY MORE FOR THE CONSTABLES. AND OF COURSE THE JOB HAS CHANGED DRAMATICALLY.

WE DON'T DO TRUANCY ANYMORE.

WE DO THE DISTRICT COURTS, JUVENILE COURTS, SPECIAL COURTS, CIVIL COURTS AND SO ON THAT PAPERWORK.

NOW WE HAVE TO ADJUST OURSELVES AND GET TRAINED FOR AT THE SAME TIME WE HAVE THE JP THAT THEIR NUMBERS ARE STARTING TO INCREASE, ESPECIALLY FOR EVICTIONS AND ALL THAT, BECAUSE WHEN COVID CAME IN, EVERYTHING SLOWED DOWN.

AND IF YOU REQUESTED FOR A JURY TRIAL, THEY PUT IT IN THE BACK BURNER.

SO NOW ALL OF A SUDDEN THESE CASES ARE STARTING TO COME UP ALSO.

BUT AND ALSO ON THE WARRANTS AND STUFF, WE CONTINUE TO JUST SEND OUT WARRANT CARDS BECAUSE WE DON'T HAVE A SET AMOUNT OF OFFICERS TO DO WARRANTS OUT IN THE FIELD.

AND THE SITUATION RIGHT NOW WITH LIKE AT THE JAIL, IT'S NOT PERMITTED TO ARREST SOMEBODY ON A CLASS C MISDEMEANOR.

SO NOW YOU HAVE TO TAKE THOSE INDIVIDUALS INSTEAD OF TO JAIL.

YOU GOT TO TAKE THEM IN FRONT OF THE JUDGE.

SO THERE'S A LOT OF COMPLICATIONS LIKE THAT WE ARE GOING THROUGH AS CONSTABLES.

ONE THING ALL OUR STAFFS ARE VERY DEVOTED.

EVEN WHEN THE COVID HIT, EVERYONE, MY OFFICE, MY CLERKS, MY DEPUTIES, EVERYBODY WOULD COME TO WORK.

WE COULD NOT BE PERMITTED TO BE STAYING AT HOME OR WORK UNDER ZOOM OR STUFF LIKE THAT.

AND WE YOU KNOW, THEY'RE VERY DEVOTED.

AND I JUST WANT TO COMPLIMENT MY STAFF AND ALL THE STAFFS FROM THE OTHER PRECINCTS AND ALSO THE THE WORKLOAD. IF YOU INCREASE DEPUTIES, YOU'RE GOING TO INCREASE THE PAPERWORK THAT COMES IN AND IS ISSUED.

SO PLEASE CONSIDER TO AT LEAST HAVE 1 OR 2 MORE CLERKS FOR THE CONSTABLES, BECAUSE NOW WE'RE DEALING WITH ALL THE PAPERWORK FROM ALL THE COURTS, THE JP AND AND ANYTHING FROM OUT OF COUNTY.

SO THERE'S A LOT OF PAPERWORK THAT'S FLOWING THROUGH OUR OFFICES.

AND JUST IF YOU CAN JUST CONSIDER US ON THE SALARIES, BECAUSE I AGREE WITH CONSTABLE VOJVODICH

[01:10:03]

THE ONLY DISTINCTIVE SUPERVISOR IS, OF COURSE, THE CHIEF AND MYSELF, AND THAT IS IT.

SO WE NEED TO DEVELOP SOME SORT OF STRUCTURE.

WE HAVE THE STRUCTURE, BUT THEY'RE NOT GETTING PAID AS THAT SUPERVISOR.

SO PLEASE CONSIDER THAT.

AND I DON'T WANT TO TAKE MORE TIME THAN I KNOW YOU HAVE A BUSY DAY TODAY, BUT THANK YOU FOR YOUR TIME AND I APPRECIATE IT.

HOLD ON, CONSTABLE, DO WE HAVE ANY QUESTIONS? THANK YOU, CONSTABLE. AND I KNOW WE HAVE A MEETING LATER TODAY, SO I WILL SEE YOU LATER TODAY.

AREN'T THEY GETTING ARE THEY NOT GETTING TWO MORE CLERKS IN THE BUDGET THIS YEAR? THEY ARE, RIGHT. I'M SORRY.

WHAT DO YOU MEAN BY TEMPORARY POSITIONS? I THOUGHT THEY WERE GETTING I THOUGHT ALL THE COUNCILS WERE GETTING TWO MORE CLERKS.

SO THEY'RE GETTING ADMINISTRATIVE CLERKS, TEMPORARY PART TIME POSITIONS TO HELP THEM GET THROUGH THE AUDIT.

ISSUES. WE HAVE IT MEETING WITH EACH OF THEIR OFFICES TO TRY TO IRON OUT.

SO THE SAME THING THAT WE'RE DOING WITH THE JP'S, WE'RE APPLYING IT TO THE CONSTABLES AS WELL.

AND THEN ONCE WE GET THAT, WE'LL EVALUATE THE WORKLOAD.

OKAY, CONSTABLE. SO WE'RE GOING TO BE PASSING THAT IN THE BUDGET AND THEN WE'LL SEE HOW THAT WORKS.

CAN WE REEVALUATE THAT IN SIX MONTHS? YEAH, ABSOLUTELY. OKAY.

AND THEN WE'LL CONTINUE TO WORK ON THAT FOR YOU, SIR.

THANK YOU. THANK YOU FOR YOUR TIME.

YES. WELL, THANK YOU. HOW MANY YEARS OF SERVICE? BEXAR COUNTY CONSTABLE.

46. I WAS WITH THE SHERIFF'S OFFICE.

15. AND THEN OUT HERE, 30 SOME ODD.

YOU'RE STILL GOING STRONG? YES. YES, HE IS.

WOW. THANK YOU.

ALL RIGHT. WHEN I GROW UP.

THANK YOU. WANT TO BE LIKE CONSTABLE [INAUDIBLE].

I KNOW. ALL RIGHT, CONSTABLE VASQUEZ, I KNOW YOU DIDN'T SIGN UP, AND I KNOW EVERYBODY'S LIKE, BUT I WANTED TO GIVE YOU RECOGNITION.

AND IF YOU WANT TO SAY A FEW WORDS.

GOOD MORNING AND THANK YOU, JUDGE AND HELLO, COMMISSIONERS.

JUSTIN GOOD MORNING.

SO THANK YOU. I DON'T HAVE ANYTHING PREPARED, ANYTHING WRITTEN, BUT I DO WANT TO COME UP HERE AND SPEAK FROM THE HEART.

SO OCTOBER THE 9TH WILL BE FOUR YEARS THAT I'VE BEEN THAT I WILL BE CONSTABLE AT PRECINCT TWO AND BEHIND ME, I HAVE 25 YEARS AT THE AT THE SHERIFF'S OFFICE.

SO LOOKING AT THAT 11 OF THOSE YEARS I DID AS A PATROLMAN.

SO I SEE MY GUYS, MY DEPUTY CONSTABLES, PRETTY MUCH DOING EXACTLY WHAT I WAS DOING AS A PATROLMAN.

AND FOR THEM TO BE TREATED ANY DIFFERENTLY, IT KIND OF LIKE BUGS ME BECAUSE MY GUYS ARE JUST IN DANGER AND STUFF AND I WANT THEM TO BE LOOKED AT AS EQUAL.

THEY ARE PUTTING THEY ARE FLAGGED DOWN DAILY FOR CRASHES, FOR DISTURBANCES, ANYTHING THAT YOU WOULD THINK THAT WE I MEAN, ACTUALLY WE ASSIST LEON VALLEY ALL THE TIME.

WE ASSIST THE ZULU UNITS.

WE WORK VERY CLOSELY WITH THE SHERIFF'S OFFICE.

I DON'T WANT ANYBODY TO THINK THAT THE CONSTABLE'S THE DEPUTY CONSTABLE'S JUST SERVE PAPERS BECAUSE THE TIMES HAVE CHANGED.

AND I WANT THEM TO BE ACKNOWLEDGED AS LAW ENFORCEMENT OFFICERS.

THAT BEING SAID, I UNDERSTAND THAT THERE'S A PROTOCOL AND WE HAVE TO FOLLOW THAT.

BUT I DON'T THINK THAT OUR GUYS ARE DOING ANYTHING DIFFERENTLY.

I KNOW OUR DEPUTY CONSTABLES ARE NOT CALL DRIVEN BECAUSE WE'RE NOT ANSWERING CALLS.

BUT ON TOP OF THEIR WORKLOAD AS PAPERS, WE HAVE TO STOP AND HELP THE DA'S OFFICE.

WE I MEAN, WE DON'T HAVE TO.

WE DO BECAUSE THAT'S WHAT WE DO AS LAW ENFORCEMENT OFFICERS.

SO THESE GUYS BEHIND ME ARE THE VETERAN CONSTABLES, AND I FOLLOW THEIR LEAD.

AND I HAVE LEARNED A LOT FROM THEM.

AND OF COURSE, MY GUYS THAT HAVE BEEN THERE AT THE OFFICE.

SO I ASK FOR YOU ALL TO TAKE A LOOK AT THAT.

IN FACT, I KNOW I HAVE INVITED MOST OF YOU GUYS TO DO A RIDE ALONG AND I INVITE ANYBODY ELSE THAT WANTS TO COME AND RIDE ALONG WITH THE CONSTABLE SO THEY CAN SEE EXACTLY WHAT THEY DO. THOSE DAYS OF JUST KNOCKING ON THE DOOR AND HANDING A PIECE OF PAPER TO MISS DAISY IS LONG GONE, SO PLEASE CONSIDER THE DANGERS THAT MY GUYS ARE IN AND THE OTHER DEPUTY CONSTABLES AND ANYTHING THAT YOU CAN DO FOR US, I TRULY APPRECIATE IT.

YOU'RE WELCOME. THANK YOU.

ANY QUESTIONS? LET ME LET ME JUST THANK THE CONSTABLE FOR BEING HERE.

I KNOW WE HAD AN OPPORTUNITY SEVERAL WEEKS AGO TO TO GRAB BREAKFAST AND SPEND A LITTLE BIT TIME AT YOUR OFFICE.

YOU KNOW, YOU'RE DOING A GREAT JOB THERE, CONSTABLE.

YOUR LEADERSHIP, YOU DON'T NEED VALIDATION FROM ME.

I KNOW THE MEN AND WOMEN THAT WORK FOR, YOU KNOW THAT YOUR LEADERSHIP, YOU DON'T COME HERE OFTEN.

YOU DON'T YOU DON'T COMPLAIN MUCH, BUT YOU CERTAINLY ADVOCATE FOR YOUR DEPARTMENT.

AND I THINK I JUST WANT TO MAKE SURE THEY'RE AWARE.

I KNOW THEY ARE, THAT YOUR LEADERSHIP HAS MADE A BIG DIFFERENCE IN THAT OFFICE, AND WE APPRECIATE IT.

WELL, I APPRECIATE THAT.

THANK YOU. ALL RIGHT.

ANY OTHER COMMENTS? QUESTIONS? THANK YOU, CONSTABLE.

[01:15:01]

ALL RIGHT. OH, IT'S MISS TANYA.

GOOD MORNING, TANYA.

GUYS ON BUDGET AND FINANCE DIRECTOR WILL BE PRESENTING THE CONSTABLE PRECINCT THREE REQUEST FOR THE PROPOSED BUDGET CHANGES TO THE PROPOSED BUDGET.

IF YOU CAN, PLEASE BRING THAT POWERPOINT UP.

FOR THE SAKE OF TIME, I'LL GO AHEAD AND START.

I BELIEVE YOU HAVE COPIES IN FRONT OF YOU.

THE BUDGET DEPARTMENT REVIEWS THE CONSTABLE'S WORKLOAD SIMILAR TO THE JP'S ON A QUARTERLY BASIS, USING THE REPORTS FROM THEIR CASE MANAGEMENT SYSTEMS. THE INFORMATION IS USED BY THE CONSTABLE'S AS WELL, AND THE WORKLOAD FOR PRECINCT THREE SINCE FISCAL YEAR 2013 HAS DECREASED BY 43%.

THIS GRAPH RIGHT HERE SHOWS THAT STEADY DECLINE IN PRECINCT THREE AND IN FISCAL YEAR 2013, YOU'LL SEE THAT THE WORKLOAD WAS NEAR 35,000 AND IS STEADILY INCREASED IN THE LAST FEW YEARS FROM FISCAL YEAR 22 TO 23.

THIS TABLE SHOWS THE SAME DATA WITH THE ACTUAL WORKLOAD BY PRECINCT.

AS YOU CAN SEE, THE WORKLOAD PER DEPUTY RIGHT NOW IS AT 6300.

AT THE CURRENT LEVEL OF STAFFING.

IN FISCAL YEAR 2013, PRECINCT THREE WAS MANAGING OVER 33,000 PAPERS COMPARED TO THIS CURRENT FISCAL YEAR AT 18,000.

THE OFFICE IS REQUESTING TO ADD FOUR DEPUTY CONSTABLES ON TOP OF THE FOUR THAT WE PROPOSED FOR THE BUDGET AND ADD ONE PART TIME ADMINISTRATIVE CLERK TO THEIR OFFICE.

THEY'RE ALSO REQUESTING TO RECONSIDER SOME PROGRAM CHANGES, INCLUDING RECLASSIFYING ALL OF THEIR ADMIN STAFF FROM 03 TO 04 AND TO EXCUSE ME, FROM ADMIN STAFF TO 03 AND THEN AN 04 TO ADMINISTRATIVE SUPERVISOR.

THEY'VE ALSO SUBMITTED A PROPOSAL FOR THEIR NEW PAY SCALE THAT THE CONSTABLE'S JUST REFERRED TO TO RESTRUCTURE THEIR OFFICES BASED ON THEIR RANK AND DIVISION.

THE BUDGET DEPARTMENT DOES NOT RECOMMEND ADDING ANY MORE DEPUTIES AT A COST OF 588,194.

WE ARE PROPOSING TO ADD FOUR TO MANAGE TRAFFIC AND PROTECTIVE ORDERS AND AT THE CURRENT WORKLOAD OF 18,807, THE CASELOAD PER DEPUTY WILL NOW BE AROUND 1045, WHICH EQUATES TO FOUR PAPERS A DAY.

THE NEXT RECOMMENDATION IS NOT RECOMMENDING THE ADMIN CLERK.

THIS IS A PART TIME POSITION AT A COST OF 33,136.

THE OFFICE CURRENTLY HAS FIVE ADMINISTRATIVE STAFF.

THE OFFICE IS CURRENTLY ADJUSTING TO THE NEW ODYSSEY SYSTEM AND THEIR CIVIL SERVICE SYSTEMS, AND THIS WILL HELP THEM ADJUST TO HELP THEM WITH THE ADJUSTMENT.

WE ARE RECOMMENDING THOSE ADMIN CLERKS THAT WE MENTIONED EARLIER.

THESE ARE TWO PART TIME TEMPORARY POSITIONS.

THIS WAS PROVIDED FOR EVERY SINGLE CONSTABLE'S OFFICE THAT REQUESTED ADMIN ADMINISTRATIVE STAFF AND WE WILL EVALUATE THAT DURING THE FISCAL YEAR AS IT WILL BE MEETING WITH THEM ONE ON ONE. THE BUDGET DEPARTMENT DOES NOT RECOMMEND RECLASSIFYING AN 004 TO AN OFFICE SUPERVISOR AT A COST OF 5036. HR FOUND THAT THE DUTIES PROVIDED BY THESE OFFICE ARE WITHIN THE 004 JOB DUTIES, WHICH ARE TO SUPERVISE, LEAD AND TRAIN THE CURRENT CLERICAL STAFF. THE BUDGET DEPARTMENT DOES NOT RECOMMEND RECLASSIFYING THE VARIOUS ADMINISTRATIVE STAFF TO INCLUDE AN ADMINISTRATIVE CLERK ONE AND TWO AND A CRIMINAL WARRANTS PROCESSOR.

HR FOUND THAT THESE DUTIES ARE WORKING WITHIN THEIR CURRENT JOB DESCRIPTION, AND THIS DOES NOT JUSTIFY RECLASSIFYING THE POSITIONS.

HR IS RECOMMENDING INSTEAD TO RECLASSIFY TO ADMINISTRATIVE CLERK ONES.

ONE WILL BE TO A LEVEL TWO.

THIS POSITION IS WITHIN THAT LEVEL TWO PAY GRADE, WHICH PERFORMS DATA ENTRY FILES AND MAINTAINS REPORTS, RECORDS AND CORRESPONDENCE, AND ALSO PROCESSES MAIL BASED ON THE JOB DESCRIPTIONS PROVIDED BY THE OFFICE.

HR IS ALSO RECOMMENDING TO RECLASSIFY ONE OF THEIR ADMIN CLERKS TO AN 004 OR 083 RATHER.

THIS EMPLOYEE ANSWERS PHONE CALLS, PROCESSES, MAILS, TYPES, CORRESPONDENCE FOR THE OFFICE, MAINTAINS RECORDS AND PROVIDES SUPPORT FOR THE EXISTING CLERICAL STAFF.

THE OFFICE IS ALSO REQUESTING VARIOUS OPTIONS FOR THEIR CURRENT PAY STRUCTURES TO INCLUDE A STEP PLAN EDUCATION, PAY, SUPERVISORY PAY, CERTIFICATION, PAY AND RANKING OFFICERS.

THE NEW PEACE OFFICER PAY TABLE IS CURRENTLY BEING FINALIZED BY THE HR DEPARTMENT FOR ALL PEACE OFFICERS, NOT COVERED BY THE CBA, WHICH INCLUDE CONSTABLES, FIRE MARSHALS, DA INVESTIGATORS AND STORMWATER INSPECTORS.

HR HAS BEEN WORKING WITH EACH OF THE OFFICES TO RECEIVE THEIR INPUT AND THAT'S THE END OF MY PRESENTATION FOR CONSTABLE THREE.

ANY QUESTIONS? COMMISSIONER CLAY-FLORES? I DON'T HAVE ANY MORE QUESTIONS THAN WHAT I SAID PREVIOUSLY.

THANK YOU, MR. RODRIGUEZ.

COMMISSIONER MOODY? YES.

[01:20:02]

YOU MENTIONED THE NEW PEACE OFFICER PAY TABLE IN OUR DISCUSSIONS.

I HAVEN'T SEEN THAT OR.

AND I DON'T KNOW WHERE THAT CURRENTLY STANDS.

IS THAT SPECIFICALLY IN YOUR OFFICE OR WHERE CAN WE GET A LOOK AT IT? BECAUSE I THINK IT WOULD BE HELPFUL TO ITS DON'T BE DEVELOPED.

OKAY. WELL, IT WOULD BE HELPFUL TO TAKE A LOOK AT THIS AND SEE HOW IT COMPARES TO SOME OF THE FEEDBACK THAT YOU'VE ALREADY RECEIVED AND AND GET SOME FEEDBACK ON WHETHER THIS IS A GOOD WAY FORWARD.

UM, I'LL JUST PROVIDE A QUICK RESPONSE TO ONE OF THE FIRST REQUESTS SINCE CONSTABLE HAD TO STEP OUT, BUT I KNOW WHEN IT CAME TO THE FOUR DEPUTY CONSTABLES AND MAYBE PAUL CAN HELP ME OUT HERE, BUT MY UNDERSTANDING WAS THAT THEY WERE MAKING THAT REQUEST TO ADD THOSE INDIVIDUALS TO TRAFFIC AND THAT THEY WOULD BASICALLY PAY FOR THEMSELVES IN TERMS OF THE TICKETS AND FEES THAT WOULD COME WITH THAT.

BUT I JUST WANTED TO HIGHLIGHT THAT BECAUSE OBVIOUSLY THE ASK HERE LOOKS LIKE IT'S $600,000.

BUT MY UNDERSTANDING IF THEY DO, THEY ARE FOCUSED ON TRAFFIC WORK THAT MOST OF THAT IS IS RECOUPED.

I DON'T KNOW, PAUL, IF YOU WANTED TO MAKE ANY COMMENT ON THAT OR NOT.

THAT'S ALL I CAN. COME ON.

COME. OH, COME TO THE PODIUM.

I CAN'T HEAR YOU. IDENTIFY YOURSELF.

HELLO? PAUL [INAUDIBLE].

I'M A CAPTAIN OF THE PRECINCT THREE CONSTABLE'S OFFICE.

WHEN I STARTED WITH BRODOVITCH BACK IN 16, I WAS HIRED FOR TRAFFIC AND TO DO TRAFFIC.

THAT WAS MY STRICT JOB DUTIES WAS TO DO TRAFFIC.

THERE WAS, I THINK, 6 TO 8 OF US WORKING THAT.

WE HAD MOTORCYCLES THAT WENT OUT AND WORKED THE SCHOOL ZONES.

WE WERE VERY EFFECTIVE.

WE WOULD TAKE COMMUNITY CHALLENGES THAT CAME INTO THE CONSUL'S OFFICE.

WE WOULD GO HIT THAT BECAUSE JUST LIKE THESE LARGER DEPARTMENTS LIKE SAN ANTONIO AND BEXAR COUNTY SHERIFF'S OFFICE, THEY'RE STRETCHED THIN.

SO RESIDENTS WOULD SEEK OUT THE CONSTABLE.

WE WOULD GO HIT THAT NEIGHBORHOOD FOR THEIR TRAFFIC CONCERNS AND WE WOULD SOLVE THEIR PROBLEM.

IT WAS THOSE ISSUES THAT AFFECT EVERYONE ON A DAY TO DAY BASIS.

SO IN A SENSE, WE HAD THAT AMOUNT.

IT WAS TAKEN AWAY BACK IN 17 AND WE EFFECTIVELY LOST THOSE POSITIONS.

BUT YES, WE WERE PAYING FOR OURSELVES THROUGH.

AS YOU KNOW, YOU TRAVEL ALONG TO 81, 1604 I-10.

THERE ARE A LOT OF VIOLATIONS THAT GO BY THAT PEOPLE WISH THERE WAS A POLICE OFFICER TO STOP THEM.

JUST TODAY, I HEAR IN A PURSUIT THAT WAS GOING ON AT JUDSON AND STAHL THAT SAN ANTONIO WAS INVOLVED IN.

TRAFFIC IS A BIG, MAJOR PROBLEM IN THIS CITY, AND IT'S NOT BEING ADDRESSED THROUGH THOSE BIGGER AGENCIES BECAUSE THEY JUST DON'T HAVE THE MANPOWER.

SO, YES, THE TWO, I THINK, IS INADEQUATE.

BUT THAT'S WHAT YOU'RE GOING TO GIVE US.

I'M GOING TO GO. YES.

BUT I WISH WE WOULD BE BACK UP TO THE YOU KNOW, THE 6 TO 8 THAT WE HAD WHEN I STARTED HERE.

YEAH, I JUST WANTED TO MAKE THAT CLARIFICATION FOR THE COURT THAT THE FOUR YOU HAVE TWO THAT ARE SUPPOSED TO BE DEDICATED TO TRAFFIC, BUT THEIR REQUEST WAS SPECIFICALLY TO ADD THOSE ADDITIONAL OFFICERS TO TRAFFIC AND JUST WANT TO MAKE SURE THAT WAS CLEAR.

RIGHT, COMMISSIONER. AND ONE OF THE THINGS THAT WE WANT TO BE CAREFUL WITH IS ADDING POSITIONS TO GET REVENUE.

BECAUSE WHEN I FIRST STARTED AND WE HAD THE ISSUE OF YOU CAN'T CERTIFY REVENUE MINISTER.

LEO. LET ME ADD TO THAT.

YOU CAN. I BELIEVE IT'S ILLEGAL TO JUSTIFY ADDING LAW ENFORCEMENT BASED ON REVENUE PRODUCTION EXPLICITLY.

SO THE OTHER CAVEAT I'LL JUST PUT THIS OUT FOR THE COURT TO CONSIDER.

THE PREVIOUS COURTS MADE THE POLICY DECISION TO NOT FUND TRAFFIC OPERATIONS WITH THE CONSTABLES OFFICES. THIS COURT, IF YOU ADOPT THE RECOMMENDED BUDGET, AS IS MAKING THE POLICY DECISION TO GET THE CONSTABLES EXPLICITLY FUNDED FOR TRAFFIC OPERATIONS.

WHAT I WOULD RECOMMEND IS THAT LET'S SEE WHAT THESE TWO OFFICERS ARE ABLE TO PRODUCE BECAUSE NOT ALL THE REVENUE FROM A TICKET COMES TO BEXAR COUNTY. IN FACT, MOST OF IT GOES TO OTHER GOVERNMENTAL AGENCIES.

BUT LET'S SEE WHAT THE NET BOTTOM LINE IS.

AND NEXT BUDGET, IF YOU WANT TO JUMP WITH BOTH FEET INTO THE TRAFFIC BUSINESS FOR CONSTABLES, YOU CAN DO THAT, BUT YOU'LL HAVE THE DATA.

THAT'S MY 2 CENTS.

OKAY. I APPRECIATE IT.

JUST WANT TO SPEAK FOR FOR THE CONSTABLE SINCE HE WAS OUT.

AND THANK YOU, PAUL, FOR STEPPING UP.

ANY OTHER COMMENTS? QUESTIONS? ALL RIGHT.

THANK YOU. LET'S MOVE BACK TO THE SHERIFF.

SHERIFF, YOU HAVE THE FLOOR.

OH, LET ME LET ME SHERIFF, LET ME ASK BUDGET TO MAKE THEIR PRESENTATION AND THEN YOU CAN RESPOND ACCORDINGLY.

[01:25:06]

IF YOU CAN PLEASE BRING UP THE SHERIFF'S POWERPOINT.

ON APRIL 18TH, THE COURT DIRECTED STAFF TO WORK WITH THE BAKER COUNTY SHERIFF'S OFFICE TO DEVELOP A WORK BASED, WORKLOAD BASED STAFFING STUDY BASED ON ACTUAL WORKLOAD AND PERFORMANCE OBJECTIVES.

THE OBJECTIVES INCLUDED EXAMINING DISTRIBUTION OF THE PHONE CALLS EXCUSE ME, OF THE SERVICE CALLS OF SERVICE.

EXAMINING THE NATURE OF THOSE CALLS.

ESTIMATING TIME CONSUMED FOR THOSE CALLS.

CALCULATING AGENCY RELIEF FACTOR.

ESTABLISHING PERFORMANCE OBJECTIVES AND PROVIDING STAFFING ESTIMATES.

THAT SAME DAY, THE COURT DIRECTED STAFF TO INCLUDE 50 LAW ENFORCEMENT POSITIONS IN THE PROPOSED BUDGET, WHICH INCLUDED 36 DEPUTIES, EIGHT INVESTIGATORS AND SIX SERGEANTS AT AN ESTIMATED COST OF $3 MILLION.

PRIOR TO THE BEGINNING OF THE FISCAL YEAR, THE FOLLOWING SHOULD BE DOCUMENTED TO INCLUDE CURRENT RESPONSE TIMES, TARGET RESPONSE TIMES AND NEW RESPONSE TIMES.

WITH THE NEW PATROL DISTRICTS THAT WILL BE ADDED WITH THE POSITIONS.

INFORMATION FROM BCSO SHOULD INCLUDE A DUTY ROSTER WITH THEIR CURRENT ASSIGNMENTS, THE NUMBER OF NEW PATROL DISTRICTS TO BE CREATED AND THE NUMBER OF OFFICERS FOR EACH OF THOSE PATROL DISTRICTS.

IT'S ALSO RECOMMENDED THAT THE SHERIFF'S OFFICE DISCUSS ANY REDEPLOYMENT OF THOSE POSITIONS FROM PATROL WITH COMMISSIONERS COURT PRIOR TO MAKING THOSE CHANGES.

I WILL NOW DISCUSS THE BUDGET ISSUES THAT BCSO CURRENTLY HAS WITH THE PROPOSED BUDGET.

THEIR REQUEST IS $5.4 MILLION.

WE ADOPTED A BUDGET OF $156 MILLION THIS CURRENT FISCAL YEAR AND WE ARE PROPOSING ADOPTING ADOPTING A BUDGET OF 166 MILLION NEXT YEAR. THIS $5 MILLION INCLUDES FIVE FLSA PAYOUTS FOR DEPUTIES, THE ADDITION OF A LIEUTENANT FOR THE PUBLIC INFORMATION SECTION.

THE DELETION OF A DISPATCH MANAGER TO BE REPLACED BY A CAPTAIN AND UNFREEZING ONE CHANGE MANAGEMENT SPECIALIST POSITION.

THE OFFICIAL OFFICE ALSO WANTS TO RECLASSIFY ONE OF THEIR CHANGE MANAGEMENT TECHNICIANS TO A SPECIALIST FUNDING IN THE AMOUNT OF $1.1 MILLION FOR ADDITIONAL 20 VEHICLES FOR THOSE 50 POSITIONS AND CONTINGENCIES AND THE REGRADE OF ALL THEIR CIVILIAN DISPATCH POSITIONS.

THE BUDGET DEPARTMENT DOES NOT RECOMMEND FUNDING FLSA FOR LAW ENFORCEMENT OFFICER AT THIS TIME.

THE CURRENT POLICY, AS ADOPTED BY COMMISSIONERS COURT, REQUIRES OFFICES AND DEPARTMENTS TO SOURCE THEIR FUNDING WITHIN THEIR ADOPTED BUDGET FOR THEIR FLSA PAYOUTS.

THESE PAYOUTS ARE EARNED WITH COUNTY EMPLOYEES EXCEED THEIR MAXIMUM ACCRUAL OF OVERTIME HOURS, WHICH IS 240 FOR CIVILIANS AND 480 HOURS FOR LAW ENFORCEMENT, PUBLIC SAFETY POSITIONS.

THERE'S NO FUNDING FOR THIS IN FISCAL YEAR 2024.

THE IMPLEMENTATION OF THE STRAIGHT TO THE STREETS PROGRAM SHOULD RESULT IN A DECREASE IN THE NEED FOR OVERTIME.

THE OUTCOME OF THE STAFFING STUDY WILL DETERMINE WHAT IS DRIVING THAT NEED FOR OVERTIME.

THIS TABLE RIGHT HERE ON THIS POWERPOINT SHOWS THAT THE AMOUNT OF OVERTIME REQUESTED FOR LE AND THE AMOUNT THAT HAS BEEN SPENT EACH YEAR, WHICH HAS HOVERED AROUND 4 TO $5 MILLION EVERY YEAR. THE BUDGET DEPARTMENT IS NOT RECOMMENDING THE ADDITION OF THE LIEUTENANT FOR THE PUBLIC INFORMATION SECTION.

THE SECTION HAS ONE DEPUTY CHIEF WHO OVERSEES FIVE CIVILIAN POSITIONS AND PROVIDES SUPERVISED SUPERVISORY ROLE FOR THE SECTION.

NO PERFORM METRICS ARE PROVIDED WAS PROVIDED BY THE OFFICE TABLE FOR US TO BE ABLE TO JUSTIFY ADDING THIS FULL TIME POSITION AND ALL THE DESCRIPTIONS FOR THE JOB DESCRIPTION FOR THIS POSITION FALL WITHIN THEIR EXISTING STAFF.

THE BUDGET DEPARTMENT DOES NOT RECOMMEND THE ADDITION OF THE CAPTAIN FOR THE PUBLIC SAFETY COMMUNICATIONS CENTER, WHERE ALL THE DISPATCHERS AND THE OPERATORS ARE HOUSED.

IN FISCAL YEAR 2023, THE OFFICE WAS AUTHORIZED TO UNFREEZE THAT PUBLIC SAFETY COMMUNICATIONS MANAGER AT THEIR REQUEST.

THE OFFICE IS NOW PROPOSING TO DELETE THAT POSITION AND SHIFT THE DUTIES TO A CAPTAIN FOR A NET COST OF 47,575.

THESE DUTIES ARE RECOMMENDED TO BE COVERED BY THE EXISTING CIVILIAN, AS THIS DIVISION DOESN'T HAVE ANY UNIFORMED OFFICERS IN THAT SECTION.

THE BUDGET DEPARTMENT DOES NOT RECOMMEND UNFREEZING THE CHANGE MANAGEMENT SPECIALIST.

THIS OFFICE, THE OFFICE DID NOT PROVIDE ANY PERFORMANCE MEASURES JUSTIFYING THIS REQUEST.

THE OFFICE CURRENTLY HAS A DEPUTY CHIEF, ONE FILLED CHANGE MANAGEMENT SPECIALIST AND ONE OFFICE ASSISTANT.

THREE TO DO THESE FUNCTIONS.

[01:30:05]

THE CURRENT EMPLOYEE IS RESPONSIBLE FOR GRAPHIC DESIGNING, ELECTRONIC COMMUNICATION AND WEB BASED UPDATES.

THE MAJORITY OF THE EMPLOYEES POSITIONED OR EXCUSE ME, RESPONSIBILITIES ARE WITHIN THEIR CURRENT JOB SCOPE.

THE BUDGET DEPARTMENT DOES NOT RECOMMEND REGRADING THE PUBLIC SAFETY DISPATCHERS OR OPERATOR POSITIONS.

BAKER TILLY DID FIND THAT THESE THESE DISPATCHER POSITIONS WERE WITHIN THEIR MARKET AND IF APPROVED, THESE POSITIONS WOULD BE 18 TO 28% AHEAD OF THE MARKET.

REGRADING THESE POSITIONS WILL IMPACT OTHER OFFICES, INCLUDING THE FIRE MARSHAL AND FIRE CODE DIVISIONS.

THE BUDGET DEPARTMENT DOES NOT RECOMMEND FUNDING 20 ADDITIONAL VEHICLES FOR THE 50 POSITIONS IN CONTINGENCIES.

CURRENTLY, THERE ARE EIGHT VEHICLES BEING PROPOSED IN THE BUDGET IN ORDER TO EVALUATE THE NEED FOR MORE OF THESE VEHICLES.

THE BUDGET DEPARTMENT REQUIRES THAT AN UPDATED ROSTER OF ALL THE VEHICLES IS SHARED WITH THE WITH THE BUDGET DEPARTMENT TO INCLUDE THEIR ASSIGNMENTS.

AND CURRENTLY BCSO DOES HAVE A POOL OF VEHICLES FOR THEIR INVESTIGATORS AND THEIR SUPERVISORY PATROLMEN.

AND THAT'S THE END OF MY PRESENTATION FOR SHERIFF.

ANY QUESTIONS? COMMISSIONER RODRIGUEZ? THANK YOU, JUDGE TANYA.

I WANTED TO GO BACK TO ONE OF YOUR FIRST SLIDES.

I THINK IT WAS SLIDE THREE.

UM, I KNOW WE'RE GOING TO HEAR FROM THE SHERIFF IN A MINUTE, BUT I WANTED TO JUST MAKE SURE I'M CLEAR ON THE BIG PICTURE.

SO RIGHT NOW, WHAT'S BEING PROPOSED FROM BUDGET AFTER INPUT FROM THE COMMISSIONER'S COURT IS THE 50 ADDITIONAL POSITIONS MS AND THAT SHOWS AN ESTIMATED COST OF 3 MILLION FOR FOR THOSE.

OKAY. AND THEN I THOUGHT YOU SAID THAT OVERALL THE BUDGET FOR SHERIFF'S OFFICE WAS GOING FROM $156 MILLION TO 166 MILLION.

CORRECT. IT'S INCREASING BY 10 MILLION.

OKAY. AND THAT INCLUDES THE THREE.

IT'S NOT IT'S SEPARATE.

OKAY. SO I THINK MY MATH IS CORRECT.

THAT'S ABOUT A 7% INCREASE WITHOUT THE 3 MILLION INCLUDED IN THAT.

CORRECT. OKAY. I JUST WANTED TO MAKE SURE I HAD MY NOTES RIGHT.

OKAY. THAT'S ALL I'VE GOT, JUDGE.

THANK YOU. COMMISSIONER MOODY.

WELL, AND I'LL JUST GO AHEAD AND START HERE.

BUT WE'LL GET TO HEAR FROM THE SHERIFF IN A MINUTE.

I APPRECIATE YOU PUTTING A COUPLE OF THESE ITEMS IN HERE.

OBVIOUSLY DO WANT TO BETTER UNDERSTAND THE PATROL DISTRICTS AND THE LAY DOWN AND BE ABLE TO HAVE SOME MORE DATA WHEN IT COMES TO RESPONSE TIMES.

OBVIOUSLY, THAT'S THE GOAL, TO REDUCE RESPONSE TIMES AND MAKE SURE THAT WE'RE THERE FOR THE PUBLIC WHEN THEY NEED US.

UM, I GUESS THE ONE QUESTION, THE FLSA REQUEST, I'M JUST TRYING TO UNDERSTAND HOW THAT RELATES TO OUR DISCUSSIONS AROUND VACATION AND HOLIDAY TIME AND THE ROLLOVER.

SO WE'VE HAD DISCUSSIONS THERE.

MY UNDERSTANDING THAT WE WERE GOING TO MOVE FORWARD ON THAT, BUT I DON'T KNOW 8 IF THAT IS SEPARATE FROM THIS DISCUSSION OR NOT.

IT'S SEPARATE. SO VACATION AND HOLIDAY TIME IS A DIFFERENT BANK THAN FLSA.

OKAY. UM, COULD STAFF PROVIDE ANY KIND OF UPDATE ON THAT AT THIS POINT? ON THE ROLLOVER.

THE ROLLOVER. SO THE ROLLOVER IS A CONTRACTUAL ISSUE.

IT WAS NEGOTIATED IN THE CBA BY THE UNION AND AGREED TO BY THE COUNTY AND THE SHERIFF.

SO IT HAS CONTRACTUAL DOCUMENTATION REQUIREMENTS TO BE SUPPLIED BY THE SHERIFF'S OFFICE TO THE COUNTY AUDITOR IN ORDER TO ROLL THAT FORWARD.

AND I'LL I WOULD ASK LEO TO OPINE BECAUSE I'M NOT ACTUALLY IN CHARGE OF THAT.

IT'S HIM. HE'S THE ONE WHO'S GOT TO SEE WHAT DOCUMENTATION WAS PROVIDED ABOUT REQUESTED VACATION LEAVE BEING DENIED.

LEO. YES.

JUDGE COMMISSIONERS, TO DAVID'S POINT.

I MEAN, IT'S IN THE CBA CONTRACT.

WE RECEIVED NO DOCUMENTATION.

FROM MY UNDERSTANDING, A SIMPLE DENIAL DOCUMENTED WOULD HAVE SUFFICED, BUT WE RECEIVED NO DOCUMENTATION.

ALL RIGHT. WE'LL CONTINUE TO TALK SEPARATELY OFFLINE.

BUT OBVIOUSLY, THIS IS SOMETHING WE'VE DISCUSSED BEFORE.

WE TALKED ABOUT AN ACTUAL POLICY CHANGE HERE.

MAYBE THERE'S ANOTHER PATCH THAT WE CAN MAKE HAPPEN UNDER THE CURRENT CONTRACT.

BUT OBVIOUSLY, THE WHOLE IMPETUS BEHIND TRYING TO SOLVE THIS FOR DEPUTY SHERIFFS WHO ARE WORKING MANDATORY FORCED

[01:35:08]

AND SO THAT'S MY GOAL.

I THINK THAT'S JUST OUT OF A SENSE OF FAIRNESS THAT WE SHOULDN'T BE TAKING THAT TIME FROM THOSE INDIVIDUALS IF THEY'RE NOT ABLE TO TAKE IT.

I'M NOT, YOU KNOW, ABLE TO OPINE ON THE DOCUMENTATION OR ANY OF THE OTHER DETAILS HERE IN TERMS OF THE CBA.

BUT I JUST THINK AS A MATTER OF FAIRNESS, WE SHOULD TRY TO ADDRESS THIS AND FIX IT ONE WAY OR ANOTHER.

SO. COMMISSIONER CLAY-FLORES.

YEAH, I JUST WANT TO CONFIRM SOMETHING.

SO THE EXTRA 50 POSITIONS THAT WE'RE ADDING TO THE SHERIFF'S DEPARTMENT ARE THOSE SPECIFICALLY TO BE IN THE UNINCORPORATED AREAS OF OUR COUNTY? YES, THAT'S WHAT WE WOULD RECOMMEND.

I WOULD LEAVE THAT TO THE SHERIFF'S OFFICE TO DISCUSS THAT.

OKAY. DID WE TALK ABOUT THAT WHEN WE PASSED IT AT COMMISSIONERS COURT, SHERIFF? WE DID, CORRECT. OKAY.

SO I JUST WANTED TO CONFIRM THAT IT'S GOING TO BE IN THE UNINCORPORATED AREA BECAUSE I DIDN'T SEE THAT.

BUT, I MEAN, YOU WENT SO QUICKLY THROUGH THE PRESENTATION.

YEAH. I'M SORRY. THANK YOU. NO, I APPRECIATE IT.

PLEASE GO QUICKER. ALL RIGHT.

THANK YOU. ALL RIGHT.

THANK YOU. THANK YOU. SHERIFF, YOU'RE UP.

GOOD MORNING, JUDGE. COMMISSIONERS, THANK YOU ALL FOR ALLOWING US THE OPPORTUNITY TO COME UP.

LET ME START BY SAYING BCSO CAREERS.COM AND 210 THREE, FIVE JOBS.

WE'RE ALWAYS RECRUITING. WE NEVER MISS AN OPPORTUNITY FOR THOSE WATCHING FROM HOME KNOW, WE APPRECIATE THE OPPORTUNITY TO COME UP AND DISCUSS OUR BUDGET CONCERNS.

I'VE GOT SEVERAL MEMBERS OF MY COMMAND STAFF THAT SHOULD BE ABLE TO FILL IN BLANKS AS NEEDED, BUT I DID WANT TO SAY THAT THERE WAS A BIT OF OVERSIMPLIFICATION ON SOME OF THE POINTS BROUGHT UP BY BUDGET, SO I'D BE MORE THAN HAPPY TO DISCUSS SOME OF THOSE.

I'M GOING TO GO OVER POINT BY POINT WHAT WE INTEND TO DISCUSS, BUT ALSO, JUDGE, THE LAST TIME YOU AND I MET LAST WEEK, YOU MENTIONED THAT YOU WANTED TO SEE SOMETHING OR YOU MIGHT WANT TO SEE SOMETHING WITH REGARD TO HOW THE PATROL DISTRICTS WILL BE CUT UP.

WE'RE ACTUALLY CALLING THAT OUR PRAM MODEL PATROL REALIGNMENT MODEL.

AND WE'VE GOT INFORMATION ON THAT.

I THINK YOU'VE GOT A HANDOUT ON IT.

AND WE'RE PREPARED TO DISCUSS THAT AS WELL IF TIME PERMITS AND IF YOU ALL WANT TO TO TALK MORE IN DEPTH OR YOU CAN JUST RELY ON THE HANDOUT THAT WE'VE GIVEN YOU TODAY, THE POINTS THAT I'LL BE TOUCHING UPON FUNDING FOR OUR LAW ENFORCEMENT FLSA OVERTIME, SOME TRYING TO CORRECT SOME SPAN OF CONTROL SHORTFALLS WITH THE ADDITION OF A CAPTAIN AND LIEUTENANT AMONG THE 50 POSITIONS THAT WE'RE HOPING TO OBTAIN SOME CHANGES TO A VACANT MANAGEMENT POSITIONS VEHICLES FOR THOSE NEW LAW ENFORCEMENT POSITIONS.

AND OF COURSE THE VEHICLE TYPES WOULD BE SUBJECT TO WHATEVER TYPE OF PERSONNEL THEY'LL BE ASSIGNED TO.

AND I'LL ELABORATE ON THAT.

AN ADJUSTMENT TO OUR DISPATCHER PAY, WHICH I'M NOT SURE WHAT STUDY THEY RELIED UPON TO SAY WE WERE AT MARKET BOOTS ON THE GROUND.

REALITY IS THAT AT PRESENT OUR DISPATCHERS CAN LITERALLY WALK ACROSS THE ROOM, GO TO SAPD AND GET A SIGNIFICANT PAY BOOST.

JUST BY DOING THAT.

SO WE ARE LOSING SOME PERSONNEL THERE.

AND AGAIN, ALSO I'M PREPARED TO TALK ABOUT THE PRAM PATROL REALIGNMENT MODEL.

FIRST SLIDE WOULD BE THE FUNDING FOR THE FLSA OVERTIME IF WE COULD BRING THAT UP.

CURRENTLY OUR BUDGET IS ABOUT $60,000.

THAT ACTUALLY DOESN'T LAST VERY LONG.

AS YOU ALL KNOW IN LAW ENFORCEMENT, WHETHER WE LIKE IT OR NOT, OVERTIME IS INHERENT TO THE PROFESSION.

IT'S WHAT WE DO.

WE DON'T HAVE THE LUXURY OF SAYING, YOU KNOW, STOP CONFESSING TO THIS CRIME OR STOP RUNNING OR STOP GIVING US THE COMPLAINT OF WHAT WAS DONE TO YOU OR YOUR CHILD.

WE HAVE TO GO HOME AT 5:00.

WE DON'T HAVE THE LUXURY OF DOING THAT.

SO, AGAIN, IT'S INHERENT TO WHAT WE DO YEARLY.

WE DO EXPEND MILLIONS ON THIS.

AND UNFORTUNATELY, WHERE THAT CURRENT FLSA IS PAID OUT IS, IS USUALLY BY CANNIBALIZING OTHER PARTS OF OUR BUDGET ALREADY BUDGETED ITEMS THAT WE'VE WE'VE DEMONSTRATED A NEED FOR, NAMELY SOME OF THE THINGS THAT HAVE TO BE CUT BACK.

TRAINING, TRAINING, DOLLARS AND TRAINING IS ONE OF THOSE THINGS THAT WHILE SOME MAINTAIN THAT TRAINING IS A POLICE TRAINING IS A EXPENSIVE ENDEAVOR. I WOULD COUNTER WITH SAYING THAT LACK OF POLICE TRAINING IS EVEN MORE EXPENSIVE ENDEAVOR.

SO IT'S CERTAINLY NOT SOMETHING WE WOULD LIKE TO CLAW BACK AS WE NEED TO.

AND UNFORTUNATELY, WE'VE HAD TO COME TO THE COUNTY TO COVER AFTER WE'RE DONE CANNIBALIZING.

[01:40:01]

SO AGAIN, WE'RE ASKING FOR A MORE REALISTIC BUDGET NUMBER WITH IT.

WHEN IT COMES TO THE FLSA OVERTIME, IT'S SOMETHING THAT WE'VE INCLUDED IN OUR LAST SEVERAL BUDGET PRESENTATIONS OVER THE YEARS, TWO DIFFERENT COURTS AND WE'RE AGAIN ASKING FOR THAT, YOU KNOW, IN AN EFFORT TO STAY REALISTIC WITH WHAT WE'RE DOING OUT THERE.

THE NEXT SLIDE WOULD BE THE SPAN OF CONTROL SHORTFALLS.

WITH REGARD TO CAPTAIN AND LIEUTENANT, WHAT WE'RE HOPING TO DO IS WITH THE ADDITION OF THE 50 POSITIONS THAT WE'RE LOOKING TO OBTAIN, WE WOULD LIKE TO HAVE TWO OF THOSE BE A CAPTAIN AND LIEUTENANT.

WE FEEL THAT'S A FAIR NUMBER FOR US TO KEEP FROM.

RIGHT NOW, WE'RE A BIT OVERWORKED ON OUR SPAN OF CONTROL WITH OUR CURRENT CAPTAINS AND LIEUTENANTS.

SO WHAT WE'RE HOPING TO DO IS CORRECT THAT JUST A BIT BY ADDING TWO UPPER UPPER LEVEL MANAGERS TO THE MIX, AGAIN, TO INCREASE OUR TO HELP US OUT WITH OUR SPAN OF CONTROL.

IF YOU'RE GOING TO ADD THE NUMBER OF DEPUTIES THAT WE'RE HOPING TO ADD, YOU ABSOLUTELY HAVE TO HAVE MANAGERS UP THERE WITH A GOLD BADGE WHOSE JOB IT IS TO MANAGE THOSE NEW RESOURCES SHOULD WE BE BLESSED IN.

HAVE TO OBTAIN THEM.

SO THE ONE OF THE CAPTAIN'S JOB WOULD BE TO HE'D BE ASSIGNED TO.

DURING THE EVENING TO MANAGE OUR PATROL OPERATIONS.

HE WOULD ALSO MANAGE OUR DISPATCH.

HE OR SHE WOULD ALSO MANAGE OUR DISPATCH CENTER IN OUR EMERGENCY OPERATIONS CENTER DURING THE TIME OF CRISIS OR NATURAL DISASTER.

THE BUDGET IMPACT TO THAT WOULD, WE'RE PROJECTING TO BE ABOUT 56,000.

SO TAKING THE DIFFERENCE OF ONE OF THOSE 50 PATROL POSITIONS AND THEN CHANGING IT TO A CAPTAIN, THAT WOULD BE WHERE THAT BUDGET IMPACT OF $56,000 COMES IN AS THE DIFFERENCE BETWEEN THOSE TWO.

THE NEXT SLIDE WOULD BE OUR LAW ENFORCEMENT LIEUTENANT.

AGAIN, WE'RE HOPING TO CORRECT A CURRENT SHORTFALL IN SPAN OF CONTROL, THIS PERSON WILL ASSUME THE DUTIES CURRENTLY BEING PERFORMED BY DEPUTY CHIEFS AND ASSISTANT CHIEF DEPUTIES, THEREBY ALLOWING THEM TO, YOU KNOW, CONTINUE THE UPPER MANAGEMENT RESPONSIBILITIES THAT I'M TASKING THEM WITH ON A DAILY BASIS.

THIS LIEUTENANT WOULD BE RESPONSIBLE FOR GRANT RESEARCH, APPLICATION AND MANAGEMENT, SPECIALIZED EQUIPMENT, PURCHASE AND TRACKING, BODY ARMOR SHIELDS, FLEET MANAGEMENT, RESEARCH AND PLANNING, LEGISLATIVE UPDATES.

AND OF COURSE, THE OPERATIONS OF OUR THE OVERSIGHT OF OUR EXECUTIVE PROTECTION MANAGEMENT, EXECUTIVE PROTECTION BEING A POSITION THAT MORE AND MORE IS BEING DEMANDED OF US.

AND UNDERSTANDABLY, WE NEED SOME PEOPLE TO MANAGE THAT RESOURCE AS WELL.

AGAIN, WE'RE PROJECTING THE BUDGET IMPACT ON THIS TO BE ABOUT 44.5 THOUSAND.

AGAIN, THE DIFFERENCE BETWEEN THAT LIEUTENANT'S PAY AND WHAT WOULD HAVE WHAT WOULD BE A DEPUTY UNDER THIS NEXT BUDGET.

NEXT, I'D LIKE TO COVER THE CHANGES TO A VACANT MANAGEMENT POSITION.

CURRENTLY, WE HAVE A VACANT POSITION OF A CIVILIAN SAFETY COMMUNICATION, PUBLIC SAFETY COMMUNICATIONS MANAGER, WHICH WAS CREATED YEARS AGO.

AND QUITE FRANKLY, IT WAS A FAILED EXPERIMENT THAT OCCURRED BEFORE OUR TIME.

THE PERSON THAT WAS THERE JUST WAS NOT FULFILLING WHAT WE THEIR GOALS DID NOT ALIGN WITH OURS AS AN AGENCY.

AND IN THIS INSTANCE, I'M WORKING FROM A PLACE WHERE FOR MOST OF MY CAREER I WE WERE SERVED BY DISPATCH PERSONNEL THAT WERE OVERSEEN BY A LAW ENFORCEMENT MANAGER.

IT JUST STANDS TO REASON WHEN YOU'RE FULFILLING SUCH AN IMPORTANT LAW ENFORCEMENT FUNCTION, THERE REALLY NEEDS TO BE A GOLD BADGE MANAGER OVERSEEING THAT, WHICH AGAIN, WITH THE ADDITION OF THE CAPTAIN AND LIEUTENANT POSITIONS, IT WOULD ALLOW US TO DO THAT.

WE WOULD LIKE TO SEE TRANSFER OF SWORN PERSONNEL TO PREVENT EMPIRE BUILDING.

THAT COMES FROM HAVING A SINGLE MANAGER IN PLACE WITH NO WAY OF PROMOTING OR PURSUING A CHANGE IN CAREER.

SO ONCE AGAIN, WE WOULD LIKE TO FOLD THAT INTO OUR REQUEST FOR OUR CAPTAIN.

AND WHAT WE'RE HOPING TO DO IS THEN CONVERT THAT POSITION TO SOME OTHER CIVILIAN POSITIONS THAT WE HAVE SEEN A NEED FOR WITHIN THE AGENCY. WE WOULD LIKE TO ELIMINATE AN ALREADY BUDGETED THAT ALREADY BUDGETED MANAGER POSITION AND REDIRECT THE FUNDS TO CREATE A CHANGE MANAGEMENT SPECIALIST POSITION WHICH AND AN UPGRADE TO EXISTING CHANGE MANAGEMENT TECHNICIAN POSITION.

THAT CHANGE MANAGEMENT TECHNICIAN POSITION IS RIGHT NOW BEING HELD BY A YOUNG LADY.

SHE'S A BRILLIANT EMPLOYEE.

SHE HOLDS A MASTER'S DEGREE IN MARKETING AND SHE IS CURRENTLY FILLING A ROLE AS ONE OF OUR PIOS.

[01:45:03]

AND I'D BE LYING IF I SAID I WASN'T TERRIFIED TO LOSE HER TO ANOTHER AGENCY OR ANOTHER POSSIBLY A CITY ENTITY WHERE HER JOB SKILLS AND HER QUALIFICATIONS AND CERTAINLY HER EXPERIENCE THAT SHE GAINED WITH US ARE AN ABSOLUTELY IN HIGH DEMAND.

AND SO THAT WOULD BE ONE OF THE FOLKS THAT I'M HOPING TO PROMOTE UP AS A RESULT OF MAKING THESE CHANGES.

AGAIN, IN AN EFFORT TO TRY TO KEEP WHAT WE VALUE WHAT WE SEE AS A HIGHLY VALUED EMPLOYEE, WE'RE PROPOSING, WE ARE PROJECTING NO BUDGET IMPACT TO THIS AS IT WOULD JUST BE REDIRECTING FUNDS THAT ARE IN A POSITION THAT WE JUST WOULDN'T WOULD NOT SEE A NEED FOR.

SHOULD WE SHOULD WE BE ALLOWED TO MAKE THESE CHANGES AND ADDITIONS OF A CAPTAIN AND LIEUTENANT? NEXT SLIDE WOULD BE COVERED.

NEXT SLIDE WOULD BE COVERING THE VEHICLES FOR THESE NEW LAW ENFORCEMENT POSITIONS.

WE'RE PROPOSING EIGHT THAT RIGHT NOW, EIGHT VEHICLES ARE BUDGETED, BUT THESE WILL ONLY COVER ABOUT 12 OF THE PATROL DEPUTIES AND TWO SERGEANTS THAT WERE PREVIOUSLY APPROVED BY COMMISSIONERS. COURT VEHICLES AT THAT POINT WERE NOT APPROVED WITH THE ADDITION OF THE 50 NEW POSITIONS THAT WE THAT WE THAT WERE APPROVED.

AND WE WILL NEED ABOUT 20 NEW VEHICLES FOR THE.

36 OR 34 PATROL DEPUTIES THAT SHOULD WE SHOULD WE BE ABLE TO ADD THE CAPTAIN AND LIEUTENANT? WE WOULD NEED TO 12 A TOTAL OF 12 NEW PATROL TAHOES TO SERVE THEIR NEEDS.

FOR THE EIGHT INVESTIGATORS, WE WOULD NEED FIVE TRAVERSES OR SMALLER SUVS, WHICH IS WHAT MOST OF OUR INVESTIGATORS USE IN THEIR FLEETS. AND THEN FOR THE SIX SERGEANTS, WE WOULD NEED THE ADDITION OF THREE PATROL TAHOES OUTFITTED FOR SUPERVISORS.

SO IT'S A LITTLE BIT OF A DIFFERENT OUTFIT THAN WHAT YOU SEE IN THE ONES DRIVEN BY PATROL DEPUTIES.

BUDGET IMPACT. THEY'RE WE'RE EXPECTING TO BE ABOUT ABOUT $1 MILLION.

UM, SIR, REAL QUICK ON THAT.

UM, AND MAYBE I'LL ASK THE BUDGET STAFF WHEN THEY COME BACK UP, BUT YOUR UNDERSTANDING IS THE 50 POSITIONS THAT ARE BEING RECOMMENDED DO NOT COME WITH EQUIPMENT, AREN'T CORRECT, NAMELY VEHICLES TO PATROL? ABSOLUTELY. YES, SIR. THAT'S YOUR UNDERSTANDING? YES, SIR. THAT'S OUR UNDERSTANDING.

OKAY. THANK YOU.

THAT WILL BE EQUIPPED WITH RADAR.

BY THE WAY, SHOULD TRAFFIC ENFORCEMENT BECOME PART OF THEIR NORMAL DUTIES AS PATROL DEPUTIES? THE UP THIS NEXT GRAPHIC THAT YOU'LL SEE IS A LISTING OF THE DISTRICTS THAT THE VEHICLES WILL BE USED IN.

I KNOW THAT IT'S COLOR CODED AND IT'S NICE TO LOOK AT BUT IT'S BASICALLY A FOREIGN LANGUAGE IF YOU DON'T UNDERSTAND THE VERNACULAR THAT WE USE TO DESCRIBE OUR PATROL DISTRICTS.

SO AGAIN, WE'RE PREPARED TO TALK ABOUT OUR OUR PROGRAM TODAY.

AND ASSISTANT CHIEF RAUL GARZA WILL BE PREPARED TO COME UP AND SPEAK TO YOU ALL ABOUT THAT ON THE NEXT SLIDE.

WHAT WE'RE PROPOSING HERE IS AN ADJUSTMENT TO DISPATCHER PAY AGAIN, THE FURTHER ADJUSTMENT TO PAY OR INCENTIVES ARE NEEDED TO REMAIN COMPETITIVE WITH CURRENT LOCAL MARKET WAGES. SINCE THE SAN ANTONIO POLICE DEPARTMENT AND I BELIEVE SAN ANTONIO FIRE ARE ALSO IN OUR DISPATCH CENTER, WE SHARE REAL ESTATE.

IN OTHER WORDS, AT BEXAR METRO 911, WE HAVE BEEN LOSING FOLKS NOT JUST TO THE SAN ANTONIO POLICE DEPARTMENT.

I MEAN, THAT'S A GIVEN THAT ONCE THEY GET UP AND WALK ACROSS THE ROOM TO THAT OTHER AGENCY, THEY ARE GETTING A PAY BUMP WITH THAT.

BUT WE ARE ALSO LOSING FOLKS TO MANY OF THE OPERATIONS THAT RUN PHONE CENTERS LIKE USAA THAT WILL ALLOW THEM TO WORK FROM HOME AGAIN.

SO AGAIN, WE'RE ASKING TO INCREASE THE THE BUDGET IN ORDER TO INCREASE THEIR PAY, RATHER, IN ORDER TO TRY TO RETAIN SOME OF THOSE EMPLOYEES.

THAT'S A KEY POSITION FOR US.

DISPATCHERS ARE ABSOLUTELY CONSIDERED FIRST RESPONDERS AND WITH GOOD REASON.

AND SO WE'RE AGAIN ASKING FOR THAT AS WELL.

UM, THAT BASICALLY CONCLUDES OUR PRESENTATION.

AGAIN, JUST WE'RE HERE TALKING ABOUT FLSA OVERTIME, SPAN OF CONTROL SHORTFALLS, CHANGES TO VACANT MANAGEMENT POSITION VEHICLES FOR NEW LAW ENFORCEMENT POSITIONS AND ADJUSTMENT TO DISPATCHER PAY.

I'LL ANSWER WHATEVER QUESTIONS YOU ALL MIGHT HAVE FOR US.

COMMISSIONER RODRIGUEZ YEAH. JUST A QUICK FOLLOW UP, SHERIFF, ON THE QUESTION I JUST ASKED ABOUT VEHICLES.

DO EACH OF THE POSITIONS DEPUTY POSITIONS HAVE A VEHICLE ASSIGNED? NO, SIR. IT WOULD BE BASICALLY 3 TO 1.

IF 3 TO 1. AS WHEN YOU ADD LIKE, FOR EXAMPLE, WHEN YOU ADD A PATROL DISTRICT, WHAT THAT ACTUALLY TRANSLATES TO IS NOT ONE FOR ONE, IT TRANSLATES THREE FOR ONE BECAUSE SOMEBODY'S GOT TO WORK IT ON DAY, SHIFT, SOMEBODY ON EVENINGS AND SOMEBODY ON THE OVERNIGHT.

THEY WOULD IN ESSENCE, SHARE A PATROL CAR AND THEY WOULD WHAT WE CALL HOT SEAT A PATROL CAR.

[01:50:03]

AND IT'S ONE JUMPS OUT, THE NEXT ONE JUMPS IN, CHANGES OUT THEIR EQUIPMENT.

SO THAT NUMBER REFLECTS THAT.

OKAY. SO THE YOUR REQUEST FOR THE ADDITIONAL VEHICLES, WHICH I THINK TOTALS ABOUT $1 MILLION, IS FOR HOW MANY ADDITIONAL VEHICLES? THAT'S A TOTAL.

IS IT THE 3 TO 1 RATIO? 2020? BUT WE'RE ALSO FACTORING IN ABOUT A 20% DOWNTIME FOR MAINTENANCE, REPAIRS, THINGS OF THAT NATURE.

OUR CARS DO SOMETIMES, AGAIN, DESPITE OUR BEST EFFORTS, GET CRUNCHED OR, YOU KNOW, WHATEVER MAY HAPPEN MECHANICALLY THAT GOES WITH ANY OF OUR CARS, ESPECIALLY WHEN THAT'S BEING OPERATED 24 OVER SEVEN UNDER PRETTY RIGOROUS CONDITIONS.

BUT ADDITIONALLY, THE THING THINGS LIKE OIL CHANGES AND TRANSMISSION FLUID CHANGES COME ABOUT MORE OFTEN AS WE'RE RUNNING THE HECK OUT OF THESE PATROL CARS.

SO THAT 20 NUMBER THAT WE'RE ASKING FOR, FACTORS IN THAT 20% THAT WILL BE OUT AT ANY GIVEN TIME FOR REPAIRS OR MAINTENANCE.

AND THEN DID YOU SAY SOMEONE ELSE WAS GOING TO COVER THE PATROL DISTRICTS OR.

YES, SIR. OKAY. WE'RE PREPARED TO IF YOU ALL WOULD LIKE TO.

YEAH. I MEAN, I THINK IT MAKES SENSE IF WE'RE ADDING RESOURCES.

SURE. HOW ARE THEY GOING TO BE UTILIZED? AND THEY WILL ALL BE UTILIZED ON PATROL.

OF COURSE, WITH THE EXCEPTION OF THE INVESTIGATORS WHO WILL BE HANDLING CASES.

BUT THESE WILL ALL BE PATROL TYPE FOLKS, IF Y'ALL WOULD LIKE TO GO INTO THAT NOW OR NO, I THINK COMMISSIONER MOODY'S GOT SOME QUESTIONS.

COMMISSIONER CLAY-FLORES HAS A QUESTION.

COMMISSIONER MOODY. UM, JUST WHILE WE'RE TALKING ABOUT THE PATROL VEHICLES, I'D JUST LIKE TO ASK BUDGET WHAT RATIOS THEY USED IN NOT DETERMINING THAT 20 ADDITIONAL VEHICLES BECAUSE OBVIOUSLY THERE'S A DISCONNECT THERE.

WE USED ONE, TWO, THREE.

SO FOR EVERY PATROL DISTRICT WE PROVIDED, WE DIDN'T KNOW HOW MANY PATROL DISTRICTS THAT THEY WERE GOING TO HAVE.

I THINK IT'S CHANGED.

SO WE DID ONE, TWO, THREE, SO EIGHT VEHICLES FOR THE 36.

BUT WHAT YOU SAID, SHERIFF, WAS THAT THE EIGHT WAS BACKFILLING THE PREVIOUS EXPANSION, ALTHOUGH THAT WAS ONLY 12 INDIVIDUALS AND EIGHT VEHICLES.

SO OBVIOUSLY THE 3 TO 1 RATIO DIDN'T HOLD THERE.

SO ONE IS TRYING TO FIGURE OUT SO ONE OF THE THINGS THAT WE WANTED TO WORK WITH, ALONG WITH THE STAFFING STUDY FOR LHS TO UNDERSTAND WHERE THE VEHICLES ARE.

SO WE DON'T WE HAVE AN UNDERSTANDING THAT THEY HAVE ENOUGH VEHICLES, THEY HAVE A DIFFERENT ALIGNMENT OF VEHICLES.

SO WE WOULD LIKE TO WORK WITH THEM TO FIGURE THAT OUT.

SO WE'RE OPEN TO DOING THAT ALONG WITH THE STAFFING STUDY.

NO, I THINK THAT'S FAIR.

I THINK WE NEED TO HAVE GOOD COMMUNICATION HERE.

OBVIOUSLY, THIS COURT WANTS TO MAKE SURE THAT WE CAN FULLY UTILIZE THE PATROL OFFICERS THAT WE'RE PUTTING IN PLACE, BUT WE ALSO WANT TO BE MINDFUL OF THE IMPACT ON OUR BUDGET AND MAKE SURE THAT WE'RE NOT PROVIDING TOO MANY VEHICLES AND MAKE SURE THAT THE RATIO IS CORRECT.

SO, I MEAN, I WOULD JUST ASK THAT WE HAVE THAT COMMUNICATION AND WE BETTER UNDERSTAND LIKE THE VEHICLES THAT ARE CURRENTLY BEING USED, WHAT THAT RATIO IS AND WHETHER WE WERE IN FACT, BEHIND WHEN WE DEDICATED THOSE EIGHT VEHICLES.

YES, SIR. AND WE ALSO NEED TO.

DO THE STAFFING PIECE OF THAT AS WELL SO WE CAN UNDERSTAND WHERE ARE THE OFFICERS YOU BUDGET ARE BEING DEPLOYED AND AT FROM TANYA'S RECOMMENDATION.

SO BOTH THOSE THINGS NEED IN MY POINT OF VIEW, NEED TO HAPPEN.

WE NEED TO WORK WITH THE SHERIFF TO GET THAT INFORMATION.

AND WITHOUT IT, I'LL HAVE A HARD TIME ANSWERING YOUR QUESTIONS NEXT YEAR WHEN YOU HAVE THEM.

WITHOUT THAT INFORMATION, I UNDERSTAND.

AND THE RATIO OF 3 TO 1 ALSO, I MEAN, IN MY MIND DOESN'T TAKE INTO ACCOUNT THE FACT THAT YOU ACTUALLY HAVE TO HAVE, YOU KNOW, 4 OR 5 PATROL OFFICERS, RIGHT.

TO STAFF TO THOSE THREE POSITIONS, 24 OVER SEVEN.

RIGHT. SO, YOU KNOW, I DON'T KNOW HOW YOU THINK ABOUT THAT OR WHETHER YOU'RE FACTORING IN MAINTENANCE AND SOME OTHER FACTORS.

BUT ULTIMATELY, IT WOULD SEEM LIKE BASED ON THE NUMBER OF PATROL OFFICERS TO HOW MANY ACTUAL VEHICLES ARE ON THE ROAD AT ANY GIVEN TIME, IT WOULD BE LESS OR IT WOULD BE MORE PATROLMEN PER VEHICLE THAN 3 TO 1.

BUT YES, SIR. WELL, YOU JUST ARE YOUR WHAT YOU'RE ADDRESSING, I BELIEVE, IS THE RELIEF FACTOR.

SO THOSE THREE AREN'T GOING TO WORK 24 OVER SEVEN.

THEY'RE GOING TO TAKE VACATION, SICK LEAVE, WHATEVER IT MAY BE.

AND THEN THERE NEEDS TO BE AN EXTRA THAT HAS BEEN FACTORED IN.

IS THAT RELIEF FACTOR TO THE EXTENT POSSIBLE? COMMISSIONER CLAY-FLORES.

YEAH. SO, SHERIFF, AS YOU KNOW, EVEN BEFORE WE PASSED THE 50 NEW DEPUTY SHERIFFS, WE YOU AND I HAD BEEN TALKING ABOUT A NEW SUBSTATION IN PRECINCT ONE.

SO I'M EXCITED ABOUT THAT.

I'M EXCITED THAT WE PASSED THE 50 DEPUTIES SO WE CAN MAN THAT.

AND I KNOW WE'RE GOING TO BE DOING A RIDE ALONG WITH YOUR DEPUTY CHIEF, RAUL GARZA.

SO I'M REALLY LOOKING FORWARD TO THE RIDE ALONG TO MAKE SURE WE PUT IN THE RIGHT PLACE IN PRECINCT ONE.

[01:55:04]

BUT I'LL BE ADVOCATING TO MAKE SURE WE GET THE RIGHT AMOUNT OF FUNDING SO THAT WE CAN HAVE WHAT WE NEED THERE FOR OUR NEW SUBSTATION.

SO LOOKING FORWARD TO THAT. YES, MA'AM.

SO JUST A HEADS UP BUDGET.

THAT'S WHY I SAID THAT.

THANK YOU. YOU WANTED TO DO THE OTHER PRESENTATION ON PRAM? YES, SIR. I'LL BRING UP ASSISTANT CHIEF RAUL GARZA TO DISCUSS.

HE'S OUR CHIEF OF STAFF.

HE WILL. HE WILL DISCUSS THE PRAM AS HE'S PRETTY PROUD OF IT.

AND HE SHOULD BE. HE PUT A LOT OF WORK INTO THIS, AS DID CHIEF JAMES SERRATO.

BUT I'LL BRING HIM UP.

AND HE'S ALSO IN THE MIDST OF DOING.

HE JUST STEPPED UP AND REMINDED ME OF VEHICLE AUDIT TO ADDRESS SOME OF THE WEARS AND WHAT ARE WE DOING WITH IT TO RIGHTSIZE OUR FLEET.

BUT I'LL GO AHEAD AND BRING UP CHIEF GARZA NOW.

THANK YOU, SIR. GOOD AFTERNOON, EVERYBODY.

OUR NEXT SLIDE, I WANT TO TALK TO YOU TODAY ABOUT PRAM.

WHAT IS PRAM? PRAM IS A PATROL REALIGNMENT MODEL.

WHAT IT DOES, IT CREATES FOUR NEW PATROL DISTRICTS, TWO NEW DISTRICTS, TWO WEST PATROL, TWO NEW DISTRICTS, TWO EAST PATROL, AND IT COVERS A SUPERVISORY SPAN OF CONTROL.

PRAM CURRENTLY DICTATES THE CREATION OF FOUR NEW DISTRICTS WITH A FIVE YEAR PLAN INCORPORATED TO ADD ADDITIONAL NEW DISTRICTS.

AS WE LOOK FORWARD TO THE CONTINUED EXPANSION AND GROWTH IN THE COUNTY AND THE UNINCORPORATED PARTS OF OUR COUNTY CHANGE STAFFING LEVELS TO CERTAIN DISTRICTS BY INCREASING THE MINIMUM NUMBER OF DEPUTIES FROM 2 TO 3 DEPUTIES PER DISTRICT.

AS YOU KNOW, EACH DISTRICT NOW IS MANNED BY TWO DEPUTIES.

THERE ARE CERTAIN DISTRICTS THAT BECAUSE OF THE SQUARE MILEAGE SIZE, THEY HAVE A HIGHER CALL VOLUME.

IT MAKES SENSE TO ADD A THIRD DEPUTY TO THAT DISTRICT RATHER THAN TO CUT THAT DISTRICT ANY FURTHER.

THAT'S THEIR PROPOSED MAP YOU SAW A MINUTE AGO, AS THE SHERIFF ALLUDED TO, UNLESS YOU SPEAK THE LANGUAGE, WE SPEAK ALL THE TIME, IT KIND OF DOESN'T MAKE SENSE.

BUT I BREAK IT DOWN EVEN FURTHER IN THE NEXT SLIDES.

SO WEST PATROL, CURRENTLY THERE ARE EIGHT PATROL DISTRICTS AND ONE RE OK POSITION THAT HAS TO COME OUT OF WEST PATROL, THREE SHIFTS, SEVEN DAYS A WEEK, EIGHT PATROL DISTRICTS. I MEAN, SORRY, EIGHT PATROL DISTRICTS REQUIRE TWO DEPUTIES PER DISTRICTS, WHICH MEANS WE'RE PUTTING OUT 16 DEPUTIES AND ONE DEPUTY FOR THE ROCK AND ROCK IS THE DISPATCH CENTER THAT WE HAVE TO MANNED 24 OVER SEVEN WITH THE DEPUTY SHERIFF.

ALL THOSE COME OUT OF WEST PATROL THREE SHIFTS A DAY, TOTAL OF 17 MINIMUM IS REQUIRED RIGHT NOW PER SHIFT ON PATROL.

THAT IS JUST THE WESTERN PATROL DISTRICTS THAT COME OUT OF THE WEST PATROL SUBSTATION.

IF YOU LOOK AT DELTA TEN TO THE TOP LEFT ALL THE WAY DOWN TO CHARLIE, 40, DELTA TEN IS UP THERE ON I-10, A LITTLE BIT EAST OF I-10.

IT COVERS KIND OF WHERE OUR CAMP STANDS.

CAMP. CAMP BULLIS IS ALL THE WAY DOWN TO TO 81 SOUTH ON THE SOUTH SIDE.

THE PORTIONS IN THE MIDDLE ARE PORTIONS INSIDE THE CITY.

NEXT SLIDE.

I BREAK IT DOWN EVEN FURTHER ON THE NEXT SLIDE FOR YOU WHERE IT MAKES SENSE.

WEST PATROL DISTRICT RIGHT NOW COVERS 310MI².

AND THOSE SQUARE MILES ARE IN THE UNINCORPORATED BEXAR COUNTY.

THAT'S THE DISTRICTS THAT YOU SEE ON THE MAP BEFORE DELTA TEN, AS YOU CAN SEE, IS 86MI².

THE DISTRICTS WE'RE PROPOSING TO CUT ARE DELTA 30, DELTA 40, AND CHARLIE TEN.

AND I'LL EXPLAIN THAT TO YOU IN THE NEXT SLIDE.

SO THE PROPOSED NEW DISTRICTS, IF YOU LOOK AT THE MAP RIGHT NOW, IT SHOWS D ONE.

THAT'S THE NEW DISTRICT WHERE WE'RE GOING TO CREATE DISTRICT ONE.

WE DON'T KNOW WHAT WE'RE GOING TO CALL IT YET.

THAT'S SOMETHING WE'RE GOING TO LOOK AT, HOW WE'RE GOING TO CHANGE OUR CALL SIGNS.

BUT RIGHT NOW, IT'S AN ANIMAL RANCH AREA.

IT'S GOING TO BE CREATED BY REDUCING DELTA 40 AND DELTA 30.

DELTA 30 AND DELTA 40 ARE ON THE WEST SIDE AND SERVE AS THE ALAMO RANCH AREA COMBINED.

THESE DISTRICTS ARE 31MI² AND IT'S HEAVILY POPULATED WITH MORE DEVELOPMENTS COMING IN THE NEAR FUTURE.

BRENDAN AND HARLAN HIGH SCHOOLS, YOU KNOW, ARE HUGE.

HIGH SCHOOLS ARE LOCATED IN THOSE TWO DISTRICTS, ALONG WITH SHOPPING CENTERS TO INCLUDE MASSIVE HUBS, MOVIE THEATER COMPLEX, THE CASABLANCA EATERIES, SUBDIVISIONS AND MULTIPLE APARTMENT COMPLEXES ARE IN THOSE TWO DISTRICTS.

D TWO IS A NEW DISTRICT IN A HIGH CALL VOLUME AREA, HEAVILY POPULATED.

CHARLIE TEN AND YOU CAN SEE THAT MAP RIGHT NOW THAT CHARLIE TEN GOES PRETTY MUCH FROM INSIDE FOR TEN ALL THE WAY OUT TO THE COUNTY LINE ON WEST RIGHT NOW THAT'S BORDERED BY POTRANCO ON THE NORTH AND HIGHWAY 90 ON THE SOUTH.

THAT'S A MASSIVE AREA.

THAT SQUARE DISTRICT IS 26MI².

THE NEW DISTRICT WILL CUT THAT LITERALLY IN HALF.

IT WILL THE DISTRICT WILL BE CUT FROM GROSSENBACHER USING THE EASTERN BORDER OF GROSSENBACHER ALL THE WAY WEST TO THE COUNTY LINE, POTRANCO TO NORTH BORDER AND HIGHWAY 90 ON THE SOUTH BORDER.

SO RIGHT NOW, THAT APARTMENT COMPLEX THAT A NEW DISTRICT IS SEEING A POPULATION EXPLOSION WITH A LOT OF SUBDIVISIONS OFF OF HIGHWAY 211 POTRANCO ROAD, A LOT MORE EATING ESTABLISHMENTS.

NEW SUBDIVISIONS ARE BREAKING GROUND ALONG WITH APARTMENT COMPLEXES OVER THERE.

WE MOVE ON TO EAST PATROL.

SAME WITH EAST PATROL. CURRENTLY, THERE ARE EIGHT PATROL DISTRICT STAFF.

EAST SHIFT EAST EAST DISTRICT REQUIRES TWO DEPUTIES.

[02:00:03]

WHICH MEANS WE'RE PUTTING OUT AN AVERAGE OF 16 DEPUTIES PER SHIFT.

THAT IS MINIMUM REQUIREMENT.

THAT'S THE SAME THING FOR EAST PATROL.

I BROKE DOWN THE DISTRICTS. AS YOU CAN SEE, IT GOES ALL THE WAY FROM BLANCO ROAD UP NORTH, ALL THE WAY DOWN TO TO 81 ON THE SOUTH SIDE.

EAST DISTRICT RIGHT NOW HAS TWO DEPUTIES.

AND THE NEXT SLIDE WILL TELL YOU, THE SQUARE MILES EAST PATROL PATROL IS 277 MILES OF UNINCORPORATED BEXAR COUNTY, AND THAT'S BROKEN DOWN BY THE SQUARE MILES PER DISTRICT.

AS YOU CAN SEE, BRAVO TEN IS THE LARGEST AND EAST BEXAR COUNTY.

SOUTH EAST BEXAR COUNTY. AND THAT'S GOING TO BE ONE OF THE DISTRICTS WE'RE LOOKING AT CUTTING.

NEXT SLIDE, NEW DELTA THREE WILL BE UP NORTH.

THAT'S GOING TO TAKE PORTIONS OF ALPHA ONE AND ALPHA 20.

ALPHA TEN AND ALPHA 20 SERVICES.

THE NORTHERN PORTION OF BEXAR COUNTY FROM BLANCO ROAD TO THE WEST AND WAGON ROAD TO THE RIGHT, JUST BEFORE NACOGDOCHES ROAD, NORTH TO THE COUNTY LINE AND THE SOUTHERN BORDER WEAVES IN AND OUT FROM HARDY OAK BOULEVARD ON THE WEST TO EVANS ON THE EAST.

THESE AREAS HAVE A DENSE POPULATION AND DEVELOPMENTS CONTINUE NORTH OF BORGFELD AND TPC PARKWAY.

THAT AREA IS POPULATED WITH HIGH END HOMES AND THAT LARGE TPC GOLF COURSE.

NEXT SLIDE. THE NEW DISTRICT FOUR WILL TAKE THE NORTHERN PORTION OF BRAVO TEN FROM FM 1346 NORTH TO I-10 EAST AND THE AREAS BEHIND RANDOLPH AIR FORCE BASE AND EAST TO THE COUNTY LINE.

BRAVO TEN HAS SEEN AN EXPLOSION OF NEW HOUSING DEVELOPMENTS IN THE AREA SOUTH OF I-10 EAST AND AROUND SAINT HEDWIG.

NEW APARTMENT COMPLEXES, NEW SUBDIVISIONS, NEW EATERIES AND BUSY RANDOLPH AIR FORCE BASE.

TRAFFIC, AS WELL AS I-10 EAST ON THE EAST SIDE IS A MAJOR THOROUGHFARE THAT IS HEAVILY TRAVELED 24 DIVIDED BY SEVEN.

NEXT SLIDE. SUPERVISOR SPANNER CONTROL.

CURRENTLY, EAST SHIFT IS AUTHORIZED.

THREE SERGEANTS WILL ADD AN ADDITIONAL SERGEANT PER SHIFT.

THE SERGEANT WORKLOAD HAS DRAMATICALLY INCREASED OVER THE YEARS WITH REPORTS, BODY WORN CAMERA AND STAFFING.

AND LET ME ELABORATE A LITTLE BIT ON REPORTS WHAT THAT MEANS.

EVERY DAY THE SUPERVISORS MUST LOG ON TO MS. THAT'S THE REPORT MANAGEMENT SYSTEM.

THEY MUST LOG ON TO THEIR CRASH SYSTEM.

THEY HAVE TO REVIEW ALL THE CRASHES THAT THE DEPUTIES ON THEIR SHIFT DID, AND THEY HAVE TO MAKE CORRECTIONS, SEND THEM BACK TO THE DEPUTY, GET THEM BACK FROM THE DEPUTY BEFORE THEY CAN SUBMIT THOSE TO THE STATE.

SAME THING WITH MISS REPORTS.

EVERY REPORT THAT A DEPUTY RESPONDS TO EVERY CALL RATHER GENERATES AN INCIDENT NUMBER WHICH GENERATES A REPORT IN MISS.

EVEN THE SIMPLE INFORMATIONAL CALLS HAVE TO BE REVIEWED BY A SUPERVISOR AND SUBMITTED NOT JUST THOSE THAT RESULT IN ARRESTS.

THE BODY WORN CAMERA AXON SENDS VIDEOS THAT ARE MANDATORY FOR SUPERVISORS TO WATCH, AND AXON PICKS THE VIDEO.

THE SUPERVISOR DOES NOT GO IN THERE AND PICK THE SHORTEST VIDEO.

YOU CAN POTENTIALLY GET A 45 MINUTE VIDEO OR A THREE MINUTE VIDEO THAT YOU HAVE TO REVIEW FOR EVERY DEPUTY THAT WORKS IN YOUR SHIFT.

CURRENTLY, ALSO THE SUPERVISORS MUST RESPOND TO CERTAIN CALLS FOR SERVICE THAT REQUIRE A SUPERVISOR SUCH AS A CRITICAL INCIDENT LIKE A STABBING OR SHOOTING OR A MAJOR CRASH INVOLVING A DWI OR FATALITY OR SOMETHING LIKE THAT.

THE SUPERVISORS ARE ALSO REQUIRED TO MAKE CERTAIN SCENES WHERE FAMILY VIOLENCE HAS OCCURRED, AND THEY'RE REQUIRED TO TAKE PHOTOGRAPHS TO SUBMIT WITH THAT CASE JACKET TO CID.

SO THE SPAN OF CONTROL RIGHT NOW, WITH ONLY THREE SUPERVISORS FACTORING THE RELIEF FACTOR, THERE COULD BE DAYS WHERE YOU HAVE ONLY ONE SERGEANT ON DUTY.

OKAY. SO WE TALKED ABOUT THE PATROL REALIGNMENT MODEL.

IT CREATES FOUR NEW PATROL DISTRICTS, TWO EAST TO WEST AND SUPERVISORS SPAN OF CONTROL IF YOU HAVE ANY QUESTIONS.

ANY QUESTIONS? COMMISSIONER MOODY.

FIRST QUESTION D THREE.

IS THAT EAST OR WEST? THAT'S GOING TO BE EAST.

THAT'S IN YOUR SECTION RIGHT NOW.

THAT RIGHT.

THE WHAT WE'RE CALLING THE NEW DISTRICT.

THAT'S WHY I ASKED THE QUESTION BECAUSE THE NAME LOOKS LIKE IT'S WEST.

TALK TO US. TALK TO US.

I CAN'T HEAR YOU.

ALL RIGHT. SO D THREE IS IN THE EAST.

IT'S GOING TO BE IN YOUR PRECINCT, SIR.

YEAH, UNDERSTOOD.

IT'S IN MY PRECINCT. JUST DIDN'T KNOW BECAUSE THE NAMING LOOKED LIKE IT WAS NAMED TO THE WEST.

BUT IT OBVIOUSLY IS SHOWING UP ON THE EAST.

SO WE NAMED IT JUST FOR THE PURPOSES OF PUTTING THE PRIME TOGETHER.

CAN I JUST BREAK IT DOWN REAL SIMPLE? WE JUST GOT EAST AND WEST, RIGHT? THAT'S IT. THERE'S NO NORTH OR SOUTH.

SO EAST AND WEST HAVE MULTIPLE PRECINCTS.

RIGHT. PERHAPS NEXT TIME YOU TO HELP THE COMMISSIONERS, YOU NEED TO BREAK DOWN YOUR DISTRICTS INTO WHERE PRECINCT THEY'RE IN.

RIGHT. WHEN SHALL WE START THAT? THE NEW TWO DISTRICTS, D ONE AND D TWO ARE GOING TO BE IN A PRECINCT ONE.

RIGHT. JUST LET YOU KNOW.

I THINK THAT'S CAUSING SOME CONFUSION FOR ME.

ALL RIGHT, COMMISSIONER MOODY, WHAT ELSE? SUBSTATIONS. SO I DON'T HAVE A GREAT SENSE OF THE LAY DOWN OF TOTAL SUBSTATIONS.

SHERIFF, I KNOW WE CHATTED BRIEFLY ABOUT IT, BUT ALSO IN TERMS OF OPERATIONALLY WHAT RESOURCES ARE

[02:05:09]

AND IT MADE SENSE FOR ALL INVOLVED FOR US, IT THE DEPUTIES THAT USED TO PATROL THAT AREA THAT WERE UP IN THAT HIGH ON THE MAP UP IN THAT HIGH DISTRICT, FAR NORTH BURKE COUNTY, THEY USED TO COME FROM RANDOLPH NEAR RANDOLPH AIR FORCE BASE AT EAST PATROL SUBSTATION.

SO IT JUST MADE GOOD SENSE TO STASH A FEW DEPUTIES THERE, IF YOU WILL.

THE RESOURCES THAT ARE THERE WOULD BE THE PATROL CARS.

THAT'S WHERE THEY'RE KEPT.

THE DEPUTIES DRIVE THERE AT THE BEGINNING TO BEFORE THEIR SHIFT AND THEIR POV PERSONALLY OWNED VEHICLE LEAVE THEIR PERSONALLY OWNED VEHICLE THERE AND THEN DRIVE OFF IN THE PATROL CAR. THAT'S WHERE THE EXCHANGES ARE.

BUT ADDITIONALLY, COMPUTER TERMINALS FOR THEM TO DO THE REPORTS OR ANYTHING ELSE THAT MAY BE NEEDED.

IT'S A MINI SUBSTATION, SO IT'S GOT A FAIR AMOUNT OF THE AMENITIES THAT THAT THE MAIN PATROL SUBSTATION HAS.

BUT BEING AN OUTPOST, OF COURSE IT DOESN'T HAVE NECESSARILY A ROLL CALL ROOM, THINGS LIKE THAT.

AND THERE ARE ALSO WEAPONS LOCKERS THAT HAVE TO BE MAINTAINED.

THERE ARE DEPUTIES THAT HAVE PATROL RIFLES, FOR EXAMPLE, DO NOT TAKE THOSE RIFLES HOME WITH THEM.

THEY'RE SECURED INSIDE THE LAW ENFORCEMENT FACILITY.

SO THOSE ARE SOME OF THE THINGS THAT YOU'LL SEE PARKED AT THE VARIOUS LOCATIONS.

OKAY. AND I JUST WANTED TO MAKE A POINT BASED ON SOME OF THE DISCUSSIONS WE HAD.

AND FOR MY COLLEAGUES ON THE COURT, I THINK WE CAN START TO THINK ABOUT WHEN WE TALK ABOUT SUBSTATIONS.

AND I KNOW COMMISSIONER CLAY-FLORES JUST MENTIONED POTENTIAL FOR PRECINCT ONE SUBSTATION.

I KNOW WE'RE ALSO EXPLORING EXISTING ISDS OR NEW FIRE STATIONS, WHETHER WE COULD BUILD THOSE FOR MULTI USE WHERE THERE WOULD BE ADDITIONAL SPACE FOR A SHERIFF'S SUBSTATION AND OR IF WE BUILD ADDITIONAL SATELLITE OFFICES WITHIN OUR PRECINCTS, THAT WE COULD ALSO TRY TO TIE THAT IN WITH A SUBSTATION. AND JUST THINKING ABOUT UTILIZING OUR RESOURCES, OUR FINANCIAL RESOURCES SO WE CAN SUPPLY YOU WITH THE NEED AS WELL AS POTENTIAL OTHER GOVERNMENT AGENCIES.

LAST THING I JUST WANTED TO MENTION ON RESPONSE TIME, OBVIOUSLY YOU'RE KIND OF FOCUSED ON POPULATION, WHICH YOU HAVE TO BE.

WHERE THERE'S MORE POPULATION, THERE'S LIKELY GOING TO BE MORE CRIME.

BUT WHEN WE DO TALK ABOUT RESPONSE TIMES IN A LARGER GEOGRAPHY, THAT CAN BE A CHALLENGE, TOO.

I JUST, YOU KNOW, OBVIOUSLY LOOKING AT D TEN, IT'S ONE OF THE LARGEST IF NOT THE LARGEST.

THERE'S PARTS OF THAT ARE REALLY SPARSELY POPULATED, WHICH IS PROBABLY WHY IT'S SO BIG.

BUT WE HAVE TO THINK ABOUT HOW WE CAN COVER THAT IN AN ADEQUATE TIME, YOU KNOW, TO PROVIDE SUPPORT TO CITIZENS AS WELL.

SO I JUST WANTED TO MAKE THAT COMMENT.

YES, SIR. ABSOLUTELY. AND AS WE'RE LOOKING AT CUTTING UP DISTRICTS, WE TAKE INTO ACCOUNT NOT JUST THE LAND MASS, HOW BIG IS IT, BUT WHAT OTHER CONCERNS ARE THERE THAT MAY AFFECT RESPONSE TIMES? I CAN TELL YOU RIGHT NOW, ALPHA, 30 OF 40, SOME OF OUR SMALLER PATROL DISTRICTS IN THE COUNTY, BUT VERY BUSY, VERY ACTIVE VIOLENT CRIMES ARE UP IN THAT AREA. BUT ADDITIONALLY, THERE'S A BIG OLD RAILROAD TRACK THAT CUTS IT RIGHT INTO AND IF YOU HIT IT AT THE WRONG TIME, YOUR RESPONSE TIME IS GOING TO PLUMMET BECAUSE OR IT'S GOING TO RISE DRAMATICALLY, I SHOULD SAY, BECAUSE OF THAT TRAIN THAT'S THERE A LOT.

AND SO THOSE ARE SOME OF THE CONSIDERATIONS ARE THOSE ARE SOME OF THE CONDITIONS WE'VE TAKEN.

THE CONSIDERATION IN DECIDING HOW AND WHERE TO CUT DISTRICTS.

BUT AGAIN, I'VE WORKED WITH A LOT OF FOLKS THAT HAVE DONE THIS TYPE OF WORK OVER THE YEARS ON REALLOCATING DISTRICTS.

AND I CAN TELL YOU CHIEF GARZA IS ONE OF THE TOPS IN THE GAME AS FAR AS I'VE DEALT WITH IN MY 30 YEARS OF SOMEBODY THAT CAN REALLOCATE RESOURCES LIKE THAT FOR US.

SO A LITTLE SHOUT OUT TO HIM.

COMMISSIONER CLAY-FLORES.

SPEAKING OF CHIEF GARZA, I WAS JUST GOING TO SAY WHEN HE WAS TALKING EXPLAINING THE AREA IN MY PRECINCT, WHICH YOU ALSO LIVE IN, CORRECT? YES. NOW I KNOW WHY HE'S THE ONE WHO'S GOING TO DO THE RIDE ALONG.

SO I'M LOOKING FORWARD TO THAT.

THANK YOU. NO FURTHER QUESTIONS.

COMMISSIONER RODRIGUEZ. YEAH, JUDGE, I DON'T KNOW IF THE AB FOLKS CAN PUT THE PRESENTATION BACK UP BECAUSE WE JUST HAVE A BLACK AND WHITE COPY, SO THE MAPS A LITTLE BIT HARDER TO READ.

BUT ON THE PROPOSED AND SPECIFICALLY THE WEST PATROL DISTRICTS, I THINK IT'S SLIDE FOUR MAYBE.

YEAH, I THINK THAT'S IT.

SO I KNOW THIS IS AN AREA THAT KIND OF BORDERS PRECINCT ONE AND MY PRECINCT, PRECINCT TWO.

SO YOU MENTIONED IN YOUR SLIDE DECK HERE THAT I GUESS DISTRICT 30 AND 40, UM, IS AN AREA THAT'S GROWING.

[02:10:03]

SO I'M JUST TRYING TO UNDERSTAND HOW CREATING A NEW DISTRICT THEN DISPERSES YOUR RESOURCES.

CAN YOU KIND OF HELP ME WITH THAT? BECAUSE, I MEAN, THE DISTRICTS ARE KIND OF FOREIGN TO ME, BUT I WANT TO JUST MAKE SURE THE BOTTOM LINE IS TO OUR CONSTITUENTS IS THAT YOU ARE RESPONDING IN A TIMELY FASHION.

RIGHT. AND THAT'S NO ONE CARES ABOUT WHAT DISTRICT IT IS.

BUT I JUST WANT TO UNDERSTAND FROM YOUR PERSPECTIVE HOW THIS CREATING A NEW ONE HELPS WITH THAT RESOURCE ALLOCATION.

YES, SIR. SO RIGHT NOW, IF YOU LOOK AT THAT SAME MAP YOU'RE LOOKING AT WHERE A NEW D ONE IS AND D 30 IN ESSENCE, RIGHT NOW, THAT IS JUST DELTA 30 ALL BY ITSELF. OKAY. SO BY CUTTING THAT IN HALF, THAT'S GOING TO PUT ONE OF THE NEW HIGH SCHOOLS.

SOTOMAYOR STRICTLY AND DELTA 20, WHICH IS YOURS, THE HARLAN HIGH SCHOOL STRICTLY AND DELTA 40 AND BRENNAN HIGH SCHOOL STRICTLY, AND THE NEW DELTA ONE.

OKAY. SO I'M SORRY TO INTERRUPT YOU.

GO AHEAD. AND THAT'S GOING TO ADD TWO MORE DEPUTIES TO THAT IMMEDIATE AREA BY CREATING THAT NEW DISTRICT.

THEN THEIR RESPONSE, THEIR AREA OF RESPONSIBILITY SHRINKS.

AND IT COVERS WE HAD SOME ISSUES WITH ALAMO RANCH AREA A COUPLE OF YEARS AGO.

IF YOU GUYS REMEMBER THIS IS GOING TO REDUCE THE DELTA 30 SITS IN ALAMO RANCH RIGHT NOW.

IT'S GOING TO REDUCE THE AREA RESPONSIBILITY FOR THOSE TWO DEPUTIES, THUS INCREASING RESPONSE TIMES, ETCETERA.

AND THAT MAKES SENSE TO ME.

OKAY. THAT'S RIGHT.

DECREASE IN RESPONSE TIMES, RIGHT? YEAH. SO THE OTHER QUESTION I HAD IS HOW YOU DEFINE I THINK THERE'S A REFERENCE IN HERE TO HIGH CALL VOLUME, RIGHT? YOU KNOW, YOU'VE GOT DATA, I'M SURE, ON WHERE THE CALLS ARE COMING FROM, HOW QUICKLY YOU'RE ABLE TO GET SOMEBODY THERE.

IF YOU CAN GET THAT INFORMATION TO ME OR TO ALL OF US ON THOSE NUMBERS.

RIGHT. I WANT TO SEE SPECIFICALLY WE'RE GETTING A BUNCH OF NUMBERS OUT OF, YOU KNOW, THE C 20 AREA OR I JUST YOU KNOW, I'M ASSUMING THAT YOU ARE MAKING THESE ALLOCATIONS BASED ON DATA.

RIGHT. UM, SHERIFF, YOU WANT TO ADDRESS THAT? I JUST WANT TO SEE THE NUMBERS. YES, SIR.

ABSOLUTELY. WE'D BE MORE THAN HAPPY TO SHARE THOSE WITH YOU, COMMISSIONER.

BUT ALSO, ONE OF THE OTHER FACTORS THAT WE TAKE INTO CONSIDERATION IS HOW MANY OF THESE ARE TWO PERSON CALLS? SO IN OTHER WORDS, LIKE I MENTIONED, ALPHA 30, ALPHA, 40, YOU KNOW, ANYTHING THAT'S OF A VIOLENT NATURE IS GOING TO BE A 2 OR 3 DEPUTY CALL IN SOME INSTANCES IF THERE'S GUNSHOTS OR WHATEVER THAT MAY HAVE ALREADY OCCURRED BEFORE OUR ARRIVAL, YOU KNOW, OR WHEREAS A BARKING DOG MAY BE A ONE PERSON, OR MAYBE WE CAN HANDLE THAT BY PHONE WITH OUR CALL CENTER.

SO ABSOLUTELY, WE'LL PROVIDE ALL OF THAT.

AND THEN THE OTHER QUESTION MAYBE YOU CAN'T ANSWER TODAY IS, YOU KNOW, YOU HEARD FROM THE CONSTABLE'S EARLIER, HOW ARE WE COORDINATING RESOURCES SO THAT THOSE COMPLEMENT EACH OTHER? RIGHT? SO THAT IF YOU'VE GOT CONSTABLES IN A CERTAIN AREA, YOU KNOW, ARE YOU VISITING WITH THEM ON, HEY, WE'VE ALREADY GOT THIS COVERED OR, YOU KNOW, WE HEAR A LOT OF CALLS IN THOSE GROWING UNINCORPORATED AREAS, PARTICULARLY RELATED TO THE NEW SCHOOLS.

AND WHEN THE SCHOOL YEAR STARTS AND YOU'VE GOT SPEEDING.

AND I JUST WANT TO MAKE SURE THAT, YOU KNOW, AS WE MAKE THESE DECISIONS, WHETHER IT'S YOUR OFFICE OR THE CONSTABLE'S OFFICE.

IS THERE SOME COORDINATION ON WHAT ARE THE HIGHEST PRIORITIES IN TERMS OF PATROL? NOT JUST THE RESPONDING TO CALLS, BUT PROACTIVE PATROL? SURE. ARE YOU GUYS HAVING ANY OF THOSE DISCUSSIONS? WELL, WE CERTAINLY DON'T MIND HAVING THOSE DISCUSSIONS, BUT I KNOW THAT THEY'VE GOT, IN SOME INSTANCES A DIFFERENT MISSION.

AND SO IT'D BE HARD FOR ME TO COME TO LETTY, FOR EXAMPLE, AND SAY, HEY, I NEED HELP WITH THIS.

SHE'S GOT PAPERS TO SERVE.

SHE'S GOT HER OWN STUFF GOING ON.

BUT ABSOLUTELY, WE CAN HAVE THOSE CONVERSATIONS.

I JUST WANT TO MAKE SURE. THANK YOU, JUDGE.

SO WITH THESE NEW DISTRICTS, OBVIOUSLY SPECIFICALLY, I'M INQUIRING ABOUT PRECINCT ONE, BUT JUST IN GENERAL WITH THESE NEW DISTRICTS, HOW DO YOU THINK THAT'S GOING TO AFFECT RESPONSE TIME? HAVE YOU DONE LIKE A CALCULATION OR ARE YOU.

YES, MA'AM. BUT IT WHEN THE DEPUTIES AFTER ROLL CALL, THEY'RE IN THAT RESPONSE AREA, THEY'RE GOING TO BE AND IT'S HARD TO DICTATE WHAT TIMES THE RESPONSE.

TIMES ARE SLOW OR WHAT TIMES ARE FASTER.

IT DEPENDS ON THE CALL NATURE AND IT DEPENDS ON WHAT ELSE IS GOING ON.

CERTAIN TIMES OF THE DAY, THE DEPUTIES ARE TIED UP WITH CAR CRASHES, ETCETERA.

SO BY HAVING THE NEW DISTRICTS, HAVING THEIR RESPONSIBILITIES MADE A LOT SMALLER, THAT'S GOING TO DRAMATICALLY DECREASE THE AMOUNT OF TIME IT TAKES FOR US TO GET THERE.

AND I THINK, YOU KNOW, WE WERE TALKING ABOUT THE ISSUES THAT ALAMO RANCH AND OTHER AREAS HAVE HAD IN MY PRECINCT.

[02:15:03]

LIKE THEY'RE NOT THINKING ABOUT RESPONSE TIME AND ALL THAT.

I KNOW THAT'S Y'ALL'S LANGUAGE, BUT THEY'RE JUST THINKING ABOUT PRESENCE AND TO KNOW THAT THERE'S PRESENCE AND IT JUST MAKES THEM FEEL MORE A LITTLE BIT MORE COMFORTABLE.

SO THANK YOU. YES, MA'AM.

ALL RIGHT. I'M ABOUT READY TO CALL A RECESS, BUT LET ME ALERT MY COLLEAGUES ON THE COURT.

LET ME ALERT STAFF, LET ME ALERT THE PUBLIC AND ELECTED OFFICIALS IN THE ROOM.

AS I INDICATED EARLIER, WE ARE GOING TO RECESS AT 1130.

IS THERE ANY FURTHER QUESTIONS OR NEED FOR THE SHERIFF OR SHERIFF? DO YOU NEED TO COME BACK? BECAUSE I'M TRYING TO GET YOU BACK ON THE STREETS OR.

DAVID SMITH.

I DON'T NEED AN ANSWER RIGHT NOW.

BUT ONE OF THE ISSUES THAT COMES TO MIND RIGHT NOW IS WHEN WE DO THE STAFFING STUDY, I BELIEVE YOU ARE GIVING THEM 36 NEW PATROLMEN.

BY OUR MATH, IT'S FIVE PATROLMEN TO A DISTRICT.

AND APPARENTLY YOUR MATH IS DIFFERENT BECAUSE WE'RE ONLY GETTING FOUR NEW DISTRICTS.

I'M CALLING A TIMEOUT, SO I'LL EITHER CUT YOU OFF OR CUT YOU.

I'LL CUT SOMEBODY OFF BECAUSE I'VE GOT TO BE AT ANOTHER I'VE GOT TO GIVE A SPEECH.

SO IF ANYBODY WANTS TO KNOW, WHERE IS HE RUNNING TO? WHAT I AM GOING TO MAKE A COMMENT IS I APPRECIATE WHAT THE SHERIFF'S DEPARTMENT DO AND THE DEPUTIES THAT DO THEIR DAILY WORK TO PROTECT THE CITIZENS.

AND I APPRECIATE THE SHERIFF AND YOUR STAFF COMING UP WITH INNOVATIVE OUT OF BOX.

I HOPE IT'S INNOVATIVE OUT OF BOX IN REGARDS TO THE STRATEGY IN REGARDS TO PROTECT OUR CITIZENS SUCH AS YOUR PRAM.

WHAT MY TAKEAWAY IS AND YOU REALLY KIND OF GOING WHERE I'M GOING NOW, IT SOUNDS LIKE WE GOT MUCH MORE WORK TO DO BETWEEN BUDGET AND THE SHERIFF'S OFFICE AND WITH THE COURT TO GET ALL THE NUMBERS, TO GET ALL THE IMPACT.

AND I HEARD THE AUDITOR, MR. CALDERA, SAY, GIVE ME SOME DOCUMENTATION AND I WILL PAY WHATEVER BILLS ARE NECESSARY.

SO ALL I'M SAYING TO EVERYBODY IS I WOULD SUGGEST, AND IT'S A SUGGESTION, OBVIOUSLY IT HAS TO BE WITH APPROVAL, MAJORITY APPROVAL.

THIS IS A DISCUSSION THAT WE MAY NOT BE ABLE TO GET TO AN ANSWER BY THE BUDGET DATE THAT WE HAVE NEXT WEEK.

I'M GOING TO SUGGEST THAT WE CONTINUE THIS TALK BECAUSE I WANT TO MEET THE NEEDS OF THE SHERIFF, BUT I HEAR A LOT OF QUESTIONS OF WE NEED DOCUMENTATION, WE NEED NUMBERS.

WE PERHAPS NEED TO LOOK AT THE MAP AND REALLY GET A DEEP DIVE, BECAUSE I THINK EACH COMMISSIONER WANTS TO MAKE SURE THEIR UNINCORPORATED AREAS ARE PROTECTED.

AND THEN AT WHAT COST? WE GOT VEHICLES THAT MAY WELL BE JUSTIFIED WITH THIS NEW PLAN.

AND SO THAT'S THE REASON WHY AT THIS TIME, SHERIFF, OR I'M GOING TO GO AHEAD AND EXCUSE THE SHERIFF'S OFFICE AND I'M GOING TO ASK THAT BUDGET AUDITOR, SHERIFF STAFF ALL GET TOGETHER.

AND IF WE CAN COME TO AN AGREEMENT BY THE BUDGET HEARING NEXT WEEK, FINE.

BUT IF NOT, I'M WILLING TO TAKE THIS IN AND WE'LL CONTINUE THIS TALK.

WE'LL GET OUR BUDGETS, BUT LET'S GO.

WE'RE GOING TO HAVE TO FOCUS ON THE BUDGET OF THE SHERIFF AFTER WE GET A THOROUGH REVIEW.

DOES THAT MAKE SENSE? I'M NOT ASKING FOR ANY ACTION.

I'M JUST PUTTING IT OUT.

AND SHERIFF, I'M JUST PUTTING IT OUT.

IF YOU KNOW, IF YOU NEED TO HAVE AN ANSWER BY NEXT WEEK, WE'LL GET YOU AN ANSWER.

BUT I SUGGEST THAT WE.

WE HAVE FURTHER DISCUSSIONS.

THEY ARE VERY WELL INTENDED.

NOW, HAVING SAID THAT, LET ME ALERT DISTRICT CLERK, COUNTY CLERK, MEDICAL EXAMINER.

YOU'RE GOING TO HAVE TO COME BACK AFTER LUNCH.

SO I'M GOING TO RECESS AT THIS TIME AND WE'RE GOING TO COME BACK AT 1 P.M.

AND R 1 P.M.

OR AS SOON AS I'M BACK.

REALIZE THE COUNTY JUDGE IS NEVER LATE AND WE WILL TAKE UP FOR THE REST.

AND I BELIEVE WE HAVE BUDGET PRESENTATIONS BY STAFF AND I'M SURE WE GOT A LOT OF QUESTIONS AND COMMENT BY THE COURT.

SO UNLESS THERE'S ANY OBJECTIONS, WE'RE IN RECESS.

THANK YOU, JUDGE. THANK YOU, COMMISSIONERS.

[INAUDIBLE].

OKAY, LET'S RESUME OUR BUDGET WORK SESSION.

I THINK WE LEFT OFF.

THE SHERIFF HAS COMPLETED HIS PRESENTATION.

I'LL ASK THE BUDGET OFFICE TO MAKE THEIR PRESENTATION IN REGARDS TO THE DISTRICT CLERK AND I BELIEVE THE DISTRICT CLERK HAS IS PRESENT AND I WILL ALLOW HER TO SPEAK OR WHOEVER HER REPRESENTATIVE IS.

SO, MISS TANYA, IS THAT YOU TO START? GO AHEAD. CAN I PLEASE HAVE THE POWERPOINT FOR THE DISTRICT CLERK UP?

[02:20:05]

TANYA GAITAN, BUDGET AND FINANCE DIRECTOR.

I WILL BE DISCUSSING THE DISTRICT CLERK'S WORK SESSION ISSUES.

THE DISTRICT CLERK'S OFFICE IS REQUESTING TO RE TITLE 55 COURT CLERK POSITIONS TO THE DISTRICT COURTS FOR DISTRICT COURT SPECIALIST ONE AT NO COST.

THE BUDGET DEPARTMENT DOES NOT RECOMMEND THIS REQUEST AT THIS TIME.

THE OFFICE DID NOT PROVIDE NEW JOB DESCRIPTIONS FOR THESE NEW TITLES, FOR THESE POSITIONS.

BUT THE H.R. DEPARTMENT WILL CONTINUE TO WORK WITH THE OFFICE TO HELP MODIFY THE JOB DESCRIPTIONS AND WILL REVISIT THE RE TITLES LATER.

THE NEXT ITEM IS THE OFFICER'S REQUESTING TO ADD ONE OFFICE ASSISTANT FOR FOR A TOTAL COST OF $74,444.

$42. THIS REQUEST IS NOT RECOMMENDED.

THE JOB DUTIES CAN BE PERFORMED BY THEIR EXISTING OFFICE ASSISTANT FOR AN EXECUTIVE ASSISTANT THAT THEY HAVE WITHIN THEIR OFFICE BASED ON THE WORKLOAD PROVIDED BY THEIR OFFICE. THIS POSITION WOULD MANAGE JUST ABOUT 1100 INVOICES, REQUISITIONS AND PURCHASE ORDERS OVER THE NEXT FISCAL YEAR, WHICH EQUATES TO ABOUT FIVE TASKS PER DAY, WHICH DOES NOT JUSTIFY A BRAND NEW POSITION.

THE NEXT ONE IS THE DISTRICT CLERK IS REQUESTING TO ADD ONE HUMAN RESOURCE TECHNICIAN AT A COST OF $69,417.

THE BUDGET DEPARTMENT DOES NOT RECOMMEND THIS POSITION TO BE ADDED.

THE JOB DUTIES FOR THIS POSITION ARE ALREADY PERFORMED BY THEIR EXISTING HR ANALYST IN THEIR OFFICE.

THE EXISTING POSITION PERFORMS DUTIES THAT ARE MANAGED MOSTLY BY THE COUNTY WIDE HR DEPARTMENT, SUCH AS ONBOARDING AND FMLA PROCESSING.

THE WORKLOAD MEASURES PROVIDED BY THE OFFICE DO NOT JUSTIFY ADDING THIS POSITION.

CURRENTLY, THE HR ANALYST IN THE OFFICE ONBOARDS LESS THAN TWO EMPLOYEES A DAY AND PROCESSES ABOUT 34 ATTENDANCE RECORDS A DAY.

AND THAT'S THE END OF MY PRESENTATION.

THANK YOU. ANY QUESTIONS? COMMENTS FOR OUR BUDGET OFFICE? NO QUESTIONS. THANK YOU. ALL RIGHT.

MISS GLORIA MARTINEZ, ARE YOU PRESENT? THANK YOU FOR COMING BACK AFTER LUNCH.

AND YOU SIGNED UP FOR CITIZENS TO BE HEARD.

BUT YOU ARE FREE TO SPEAK AS LONG AS YOU NEED AND TO RESPOND IN WHATEVER YOU WAY IS APPROPRIATE.

I APPRECIATE THAT. JUDGE SAKAI AND COMMISSIONERS, THANK YOU FOR YOUR TIME AS YOUR NEWLY ELECTED CLERK.

I ASK OF THESE OUT-OF-CYCLE POSITIONS.

THERE WAS 16 POSITIONS THAT WERE ASKED FOR THAT WERE OUT OF CYCLE.

I DID RECEIVE FOUR POSITIONS.

NOW I'M ALSO ASKING FOR TWO MORE POSITIONS, WHICH IS GOING TO BE YOUR OFFICE ASSISTANT FOUR AND YOUR HUMAN RESOURCE TECHNICIAN.

WE NEED THESE POSITIONS.

THE DISTRICT CLERK'S OFFICE ONLY HAS ONE HUMAN RESOURCE ANALYST.

THAT HUMAN RESOURCE ANALYST TAKES CARE OF 220 EMPLOYEES A DAY.

SO REGARDLESS OF HOW MANY PEOPLE CALL IN, HOW MANY REQUESTS ARE TURNED IN AND WHAT NEEDS TO BE DONE BY THE HUMAN RESOURCE DEPARTMENT, IT'S ONLY DONE BY ONE INDIVIDUAL.

NOW, WE HAVE CAME ACROSS A TIME WHERE THIS INDIVIDUAL HAS GOTTEN SICK AND EVERYTHING HAS TO COME TO A HALT ONLY BECAUSE WE DON'T HAVE ANYONE ELSE HANDLING THAT MATTER.

NOW, IF THIS INDIVIDUAL, SHE ACTUALLY HAS HAD TO BE OUT FOR ABOUT A WEEK.

AND SO, LIKE I MENTIONED EARLIER, EVERYTHING HAS TO BE POSTPONED UNTIL SHE GETS BACK.

AND THAT SHOULD NOT BE THE CASE.

I HAVE EMPLOYEES OF 220, AND IT'S INEXCUSABLE THAT WE ONLY HAVE ONE HUMAN RESOURCE ANALYST.

SO WE ARE ASKING FOR THE HUMAN RESOURCE TECHNICIAN.

PLEASE ALSO CONSIDER THAT OTHER OFFICES HAVE MORE THAN ONE HUMAN RESOURCE ANALYST OR TECHNICIAN HANDLING THEIR OFFICES.

THIS IS AN OFFICE OF 220, SO PLEASE TAKE THAT INTO CONSIDERATION.

ALSO, AS FAR AS MY OFFICE ASSISTANT FOR MY EXECUTIVE IS MY EXECUTIVE TO BE ABLE TO TAKE CARE OF ALL MY NEEDS, WHETHER IT'S PHONE CALLS, WHETHER IT'S MY SCHEDULING, ANYTHING THAT IS HANDLED BY ME, ALL MY EMAILS AND WHATNOT.

THIS PERSON CANNOT HANDLE THE FRONT OFFICE BECAUSE THEY NEED TO HANDLE ALL OF MY EMAILS, ALL OF MY CALLS, EVERYONE THAT'S COMING IN, THE WHAT I CALL IT. WHENEVER WE DO INTERVIEWS, SHE HANDLES THE CALLING OF ALL THE PARTICIPANTS THAT ARE GOING TO BE INTERVIEWED.

SO PLEASE, YOU KNOW, CONSIDER ALLOWING US TO HAVE ANOTHER OFFICE ASSISTANT FOR THE SIZE OF THE OFFICE.

THAT DISTRICT CLERK'S OFFICE HAS THESE 200 INDIVIDUALS.

ONCE AGAIN, ONCE THE OFFICE ASSISTANT IS GONE, WE HAVE TO BORROW FROM OTHER PLACES.

LIKE AT THIS TIME, WE HAVE TO BORROW FROM THE CIVIL CLERKS, FROM THE CRIMINAL CLERKS, FROM ANYWHERE WE CAN GET ANOTHER CLERK.

[02:25:07]

BUT UNFORTUNATELY IT DOES.

IT'S HAPPENING ESPECIALLY TO MY OFFICE.

I'M NOT ASKING FOR A WHOLE LOT.

I ASK FOR 16 POSITIONS.

I GOT FOUR.

AS A NEWLY ELECTED OFFICIAL, MY UNDERSTANDING IS THAT I'M SUPPOSED TO BE ABLE TO GET A LITTLE BIT MORE TO MAKE SURE THAT OUR PROCESS IS HANDLED CORRECTLY, ACCURATELY ON TIME, AND WITHOUT THESE THINGS BEING DONE, WITHOUT THE ACCURATE AMOUNT OF EMPLOYEES, IT'S PRETTY HARD TO HANDLE THIS MATTER.

IT'S EXTREMELY IMPORTANT THAT WE HAVE THE ACCURATE AMOUNT OF EMPLOYEES TO.

UNDER THE OFFICE OF 220, WHICH WE ACTUALLY DON'T HAVE THE REQUIRED EMPLOYEES IN THIS COUNTY IS GROWING, AS YOU WELL KNOW. AND BUT THE OFFICE OF THE DISTRICT CLERK'S OFFICE SEGMENT, IT'S JUST THERE.

AND AS A NEW ELECTED OFFICIAL, I WANT TO MAKE THE OFFICE CHANGE, MAKING SURE THAT IT GOES FORWARD.

ANOTHER THING THAT WE ARE ALSO ASKING FOR THOSE POSITIONS BECAUSE WE ARE ACTUALLY TAKING OUT OUR PASSPORTS INTO THE COMMUNITY.

I'M NOT SURE IF YOU'VE HEARD OF THAT OR NOT, BUT WE'VE TAKEN OUR PASSPORTS INTO THE COMMUNITY.

THE FINANCE DEPARTMENT IS THE ONE THAT HANDLES OUR PASSPORTS.

I HAVE IMPLEMENTED CHANGES THAT HAS TAKEN OUR PASSPORTS INTO THE COMMUNITY.

I HAVE NAMED THEM THAT PUPS IS PUPS POP UP PASSPORT SERVICES.

NOW, THIS PROCESS HAS ACTUALLY BROUGHT IN $247,160 IN REVENUE.

THIS HAS HAPPENED BETWEEN THE FIRST AND THE SECOND SEMESTER.

I ASK YOU TO PLEASE CONSIDER I'M ONLY ASKING FOR TWO MORE INDIVIDUALS TO MAKE SURE THAT OUR OFFICE IS TAKEN CARE OF.

I KNOW AT THIS TIME, YOU KNOW OUR OFFICE IS NOT COMPLETELY TAKEN CARE OF.

SO THEREFORE, I'M HERE TO ASK YOU.

I'VE ASKED FOR A WHOLE LOT MORE.

I'VE GOTTEN TURNED DOWN.

SO AT LEAST IF NOTHING ELSE AT THIS TIME, I ASK FOR THESE TWO POSITIONS THAT ARE REALLY EXTREMELY IMPORTANT TO MAKE SURE THAT PROCESS, THE DUE PROCESS STANDS. THANK YOU.

GLORIA MARTINEZ, ANY QUESTION OR COMMENT? MR. RODRIGUEZ.

THANK YOU, JUDGE. MADAM CLERK, LET ME ASK YOU FIRST OF ALL, ON THE REQUEST FOR THE HUMAN RESOURCES STAFFER, UM, THE BUDGET OFFICE NOTED THAT SOME OF THESE RESPONSIBILITIES, SUCH AS NEW EMPLOYEE ONBOARDING, FMLA PROCESSING, ET CETERA, CAN BE PERFORMED BY THE HUMAN RESOURCES DEPARTMENT.

UM, WHAT DO YOU SAY TO THAT? OR ARE YOU UTILIZING THE RESOURCES OF THE HR DEPARTMENT FOR SOME OF THESE TASKS? OR WHY IS IT THAT YOU FEEL LIKE YOU NEED ANOTHER HUMAN RESOURCE POSITION WITHIN YOUR OFFICE? OH, I MEAN, IF THEY'RE WILLING TO COME OVER TO OUR OFFICE AND HANDLE OUR MATTERS, THAT'S NOT A PROBLEM.

WE DO REACH OUT TO THEM AS FAR AS QUESTIONS ARE CONCERNED AND AS FAR AS THE DO'S AND DON'TS ARE CONCERNED, WE DO REACH OUT TO THEM FOR THAT.

NOW, FOR THEM TO ACTUALLY DO OUR PAPERWORK, I DON'T THINK THEY THEY DO.

I MIGHT BE MISTAKEN, BUT IF THEY'RE WILLING TO COME DOWN TO OUR OFFICE AND TAKE CARE OF OUR PAPERWORK, GREAT.

COME ON DOWN. WELL, I'LL.

YEAH, MAYBE I'LL VISIT WITH BUDGET OFFICE ABOUT THAT.

I JUST ASSUME THAT SOME OF THE RESPONSIBILITIES ARE DONE BY HUMAN RESOURCES, YOU KNOW, AT A HIGHER LEVEL.

BUT IT SOUNDS LIKE YOU NEED SOMEONE TO PROCESS.

IS IT PAPERWORK WITH RESPECT TO PEOPLE TAKING OFF? IS IT PAPERWORK RELATED TO ONBOARDING? WHAT IS IT SPECIFICALLY, I GUESS, THAT IT WOULD REQUIRES A SECOND PERSON.

I'M SORRY, COMMISSIONER.

I DIDN'T MEAN TO. IT'S OKAY. I'M JUST TRYING TO UNDERSTAND YOUR NEED HERE.

OKAY. UM, THEY ACTUALLY HAVE TO HANDLE EVERYTHING.

LIKE I MENTIONED BEFORE, IF ONE IF THE INDIVIDUAL IS OUT THAT'S HANDLING EVERYTHING AT THIS TIME, WHICH IS THE ONBOARDING, WHICH IS MAKING SURE THAT EVERY INDIVIDUAL GOES AND GETS TESTED OR GOES FOR THEIR PHYSICAL GOES FOR WHATEVER THAT THEY NEED TO GO FOR, MAKE SURE THAT THEIR SICK LEAVE, THEIR OTHER LEAVE IS ACCURATE.

OKAY. THEY ALSO DO I'M TRYING TO REMEMBER EVERYTHING THEY DO.

SORRY ABOUT THAT. EVERYTHING THAT'S DONE BY THE HUMAN RESOURCE DEPARTMENT IS ONLY HANDLED BY ONE INDIVIDUAL THAT WE HAVE.

THAT'S 220 EMPLOYEES.

NOW, IF HUMAN RESOURCES BEXAR COUNTY HUMAN RESOURCE WANTS TO WHENEVER SHE'S OUT BECAUSE SHE'S GOT MEDICAL PROBLEMS, THEN THEY'RE MORE THAN WELCOME TO COME AND SIT IN HER CHAIR.

OKAY, SO IT SOUNDS LIKE THAT YOU'VE GOT A NEED, BUT THE WHAT YOU'RE SAYING IS THE NEED IS MORE RELATED TO WHEN YOUR CURRENT PERSON IS NOT AVAILABLE.

IS THAT ACCURATE?

[02:30:01]

I'M PUTTING IT MORE ON THAT.

BUT THE THING IS THAT WE ONLY HAVE ONE INDIVIDUAL THAT HANDLES THE 220, SO SHE'S CONSTANTLY BUSY DOING DIFFERENT TASKS.

AND WE WHAT WE NORMALLY DO IS WE JUST PULL SOMEONE FROM ANOTHER SECTION TO HELP.

OKAY, OKAY. I'M JUST TRYING TO UNDERSTAND THE NEED THERE.

AND WE'RE ALSO HAVING THE OFFICE ASSISTANT HELP AS MUCH AS THEY CAN WITH HUMAN RESOURCES AND MY EXECUTIVE AS WELL.

OKAY, THAT'S ALL I GOT.

JUDGE. THANK YOU, COMMISSIONER CLAY-FLORES.

I DON'T HAVE ANY QUESTIONS. THANKS.

ALL RIGHT, MADAM CLERK.

OKAY. THIS IS WHAT I'VE JUST HEARD.

I'M SORRY. MY QUESTIONS.

WHAT I JUST HEARD IS.

BECAUSE OF THE SIZE OF YOUR ORGANIZATION, THE WHOLE DISTRICT CLERK'S OFFICE, BECAUSE YOU HAVE SOME IMMEDIATE NEEDS FOR CERTAIN DUTIES.

YOU'RE ASKING FOR THESE ADDITIONAL AND YOU'VE MADE IT QUITE CLEAR, I'M JUST ASKING FOR TWO MORE.

SO I PRESUME THE CONCLUSION WOULD BE WHAT'S THE BIG DEAL? LET ME SO THAT YOU CAN UNDERSTAND HOW I OPERATE AS COUNTY JUDGE.

HAVING BEEN A FORMER JUDGE, DO YOU HAVE STATISTICS, DATA THAT DISPUTE THE DATA THAT THE BUDGET OFFICE HAS GIVEN? AND I'LL BE HONEST WITH YOU, I'M SURE YOU JUST SAW THIS JUST NOW.

AND SO IF YOU DO, I'D LIKE YOU TO SUPPLEMENT THE RECORD AND GIVE IT OVER TO BUDGET.

AND IF IT IS SUBSTANTIALLY DIFFERENT, I'M EXPECTING BUDGET TO EVALUATE AND RECONSIDER.

IS THAT FAIR OR.

YES, JUDGE, THAT WOULD BE EXTREMELY FAIR.

THANK YOU VERY MUCH FOR YOUR TIME.

OKAY, THANK YOU.

HAVE A GOOD DAY. YOU TOO.

ALL RIGHT. BELIEVE THE COUNTY CLERK IS NEXT.

I UNDERSTAND THAT THE COUNTY CLERK, MISS LUCY ADAME-CLARK, IS UNAVAILABLE.

I UNDERSTAND THAT WE HAVE TWO PEOPLE THAT HAVE SIGNED UP TO SPEAK.

PRISCILLA HERNANDEZ, I BELIEVE, IS AN EMPLOYEE OF THE CLARK COUNTY CLERK.

AND RAQUEL MONTALVO.

WHAT I'M GOING TO DO IS ALLOW THE BUDGET OFFICE TO MAKE ITS PRESENTATION.

I'M GOING TO INVITE BOTH OF YOU ALL TO SPEAK IN MS. CLARK'S BEHALF, AND I WON'T GIVE YOU A TIME LIMIT, BUT IF YOU ARE ASKING TO SPEAK INDIVIDUALLY AS CITIZENS TO BE HEARD, I WILL PUT YOU ON A THREE MINUTE CLOCK.

SO, MISS MONTALVO, MISS HERNANDEZ, I'M JUST TRYING TO GIVE YOU SOME DIRECTION AS TO YOUR PRESENTATION.

MISS TANYA, YOU MAY MAKE YOUR PRESENTATION.

THE COUNTY CLERK IS REQUESTING TO RECLASSIFY ONE TREASURY DIVISION DIRECTOR FROM E 11 TO A DIRECTOR OF ADMINISTRATION, TREASURY AND JUDICIAL AT AN E 13 AT A COST OF $24,285.

THE HR DEPARTMENT DOES NOT RECOMMEND THIS RECLASSIFICATION.

THE NEW JOB DUTIES ARE ALREADY INCLUDED IN THE CURRENT JOB DESCRIPTION OF THE EMPLOYEE AND MATCHES MAJORITY OF THE JOB DESCRIPTION.

THE RECLASSIFICATION WOULD ALSO CREATE EQUITY ISSUES ACROSS THE OFFICE WITH THE OTHER SENIOR DIVISION CHIEF.

THE POSITION WAS RECLASSIFIED FROM AN E NINE TO AN E TEN IN FISCAL YEAR 2020 DUE TO THE INCREASE IN THOSE EXACT RESPONSIBILITIES.

BAKER TILLY ALSO FOUND THAT THIS POSITION WAS GRADED BELOW THE MARKET AND WAS RECLASSIFIED TO THE EXISTING E 11 POSITION AT THIS CURRENT FISCAL YEAR.

SO IT ALREADY HAS BEEN RE GRADED.

THE NEXT ISSUE IS THE OFFICE IS REQUESTING TO RECLASSIFY ONE EXECUTIVE ASSISTANT TO A SENIOR EXECUTIVE ASSISTANT.

THE HR DEPARTMENT DOES NOT RECOMMEND THIS REQUEST SINCE THE JOB DUTIES ARE SHARED WITH THE JOB DUTIES ARE WITHIN THE CURRENT JOB DESCRIPTION.

THE POSITION WILL NOT SUPERVISE ANY STAFF AND IT'S GRADED APPROPRIATELY COMPARED TO OTHER POSITIONS IN THE OFFICE.

ONE OF THE DUTIES OF A SENIOR EXECUTIVE ASSISTANT IS TO SUPERVISE THE CLERICAL STAFF.

THEY ARE WORKING WITHIN THEIR ADMINISTRATIVE ASSISTANT JOB DESCRIPTION AND THE POSITIONS CURRENTLY SUPERVISED BY THE HR SUPERVISOR, WHICH IS CURRENTLY AT AN E FOUR.

THAT WOULD BE A GRADE LOWER THAN THE RECLASSIFICATION.

AND THAT'S THE END OF MY PRESENTATION.

ANY QUESTIONS? ARE YOU STILL THINKING? OH, I THOUGHT YOU WERE.

I THOUGHT YOU WERE JUST FORMULATING THAT QUESTION IN YOUR MIND.

SO I WAS JUST. I'LL WAIT AS LONG AS YOU NEED.

ALL RIGHT. THANK YOU.

UH, TANYA.

AND SO I WILL, I PRESUME.

WHO IS GOING TO SPEAK? BOTH OF Y'ALL WILL BE SPEAKING OR ONE OR BOTH.

GOOD AFTERNOON, JUDGE AND COMMISSIONERS.

[02:35:01]

I WILL BE SPEAKING ON BEHALF OF MISS ADAME-CLARK AND RAQUEL MONTALVO.

SHE IS THE CHIEF DEPUTY OF OPERATIONS.

SHE WILL BE SPEAKING IN CASE THERE'S ANY QUESTIONS AT THE END THAT YOU HAVE FOR EITHER ONE OF US.

ALL RIGHT. THANK YOU FOR CLARIFYING AND I WANTED TO LET THE RECORD REFLECT THAT MISS ADAME-CLARK UNFORTUNATELY COULD NOT BE HERE TODAY BECAUSE SHE HAS COVID.

SHE DOES WISH, OF COURSE, THAT SHE COULD BE HERE.

SO I'M VERY PRIVILEGED TO BE HERE REPRESENTING MISS ADAME-CLARK AND OUR OFFICE.

AT THIS TIME. MS. ADAME-CLARK KNOW THAT MY ALLERGIES ARE ALSO KILLING ME, SO.

AND NEXT SLIDE, PLEASE.

OKAY. TODAY WE ARE HERE TO DISCUSS THE FOLLOWING TWO PROGRAM CHANGES.

THE FIRST ONE IS TO MODIFY ONE TREASURY DIVISION DIRECTOR FROM A E11 TO THE DIRECTOR OF ADMINISTRATION, TREASURY AND JUDICIAL E13.

I DID WANT TO MAKE MAKE IT KNOWN THAT WE ARE REMOVING THE ADMINISTRATION TITLE FROM THE ADMINISTRATION PORTION FROM THE TITLE WE WANTED TO TO READ AS DIRECTOR OF TREASURY AND JUDICIAL AT THE E13.

AND THEN THE SECOND JOB IS WE'RE WANTING TO MODIFY IS THE EXECUTIVE ASSISTANT FROM THE E03 TO THE SENIOR EXECUTIVE ASSISTANT TO A E05, AND THAT IS THE ONE THAT JESSICA RUIZ CURRENTLY OCCUPIES.

NEXT SLIDE, PLEASE.

AND WE WANTED TO GIVE YOU MORE CONTEXT, AN OVERVIEW OF OUR DEPARTMENT.

THE POSITIONS IN YELLOW ARE THE ONES THAT WE ARE TRYING TO MODIFY SO YOU CAN SEE WHERE THEY FALL IN THE ORGANIZATIONAL CHART.

HERE TO THE LEFT YOU HAVE THE TREASURY AND JUDICIAL COURTS.

THAT'S THE ONE WE'RE GOING TO BE FOCUSING ON FIRST.

AND NEXT SLIDE, PLEASE.

SO JUST TO GIVE YOU MORE CONTEXT, THE TREASURY DEPARTMENT IS RESPONSIBLE FOR ALL DEPOSITS RECEIVED BY THE VARIOUS COUNTY OFFICES AND DEPARTMENTS, AND THEY'RE RESPONSIBLE FOR RECEIVING ACCOUNTING AND RESOLVING DISCREPANCIES FOR ALL PHYSICAL PHYSICAL FUNDS DEPOSITED.

THE ACH WIRE TRANSFERS RECEIVED AND REMOTE DEPOSIT INFORMATION TO ACCURATELY ACCOUNT FOR BEXAR COUNTY DEPOSITS AS A COUNTY TREASURER, INCLUDING, BUT NOT LIMITED TO THE DISTRICT CLERK'S OFFICE, THE DISTRICT ATTORNEY'S OFFICE, THE SHERIFF'S OFFICE AND BAIL BOND BOARD.

THIS POSITION, JUST TO CLARIFY, THE TREASURY DIVISION DIRECTOR, THEY HE DOES OVERSEE 109 EMPLOYEES CURRENTLY.

ANOTHER RESPONSIBILITY IS THE BOOKKEEPING DEPARTMENT, WHICH MANAGES OVER 4.7 MILLION IN MINOR TRUST FUNDS DEPOSITED TO INCLUDE MAINTAINING CERTIFICATE OF DEPOSIT ACCOUNTS IN AREA LOCAL BANKS AS A RESULT FROM PROBATE AND CIVIL CASES.

THEY ALSO ACCEPT DEPOSIT WITHDRAWAL AND OVERSEE OVER 17 MILLION IN DEPOSIT IN THE COURT REGISTRY RELATED TO CIVIL, PROBATE AND CRIMINAL CASES.

SO AS YOU CAN SEE, THIS IS A HUGE PORTION, A HUGE RESPONSIBILITY OF THIS POSITION.

HE IS ALSO RESPONSIBLE FOR MAINTAINING THE RECORDS IN THE 15 COUNTY COURT AT LAWS.

13 OF THOSE ARE CRIMINAL, TWO OF THOSE ARE CIVIL, AND THAT ALSO INCLUDES THE AUXILIARY JAIL COURT AND THE FAMILY VIOLENCE COURT.

WE ALSO HAVE PROBATE COURTS, ONE AND TWO THAT HE OVERSEES FOR THE RECORDS AND WITH THE NEWLY ESTABLISHED PROBATE COURT NUMBER THREE.

SO THAT'S AN ADDITIONAL DUTY AS WELL.

AND THEN WE HAVE ONE MENTAL HEALTH COURT, WHICH, AS YOU ARE AWARE, IS VERY CRITICAL.

JUST TO GIVE YOU A HISTORY OF THIS POSITION AND HOW WE INHERITED THE DUTIES OF THE TREASURER, BEXAR COUNTY IS ONE OF NINE COUNTIES THAT DOES NOT HAVE AN ELECTED COUNTY TREASURER'S OFFICE.

AND IN THE IMAGE THAT IS PROVIDED, ALL THE COUNTIES IN RED ARE THE ONES IN WHICH THE COUNTY TREASURER POSITION WAS ABOLISHED.

THE COUNTY CLERK SHARES THE CONSOLIDATED AND COMBINED DUTIES OF THE PREVIOUS COUNTY TREASURER POSITION, ALONG WITH THE COUNTY AUDITOR TO OVERSEE TRUST, ACCOUNTING, CENTRAL DEPOSITORY, ACCOUNTING AND OVERALL COUNTY DEPOSITS INTO THE TREASURY AS AUTHORIZED BY STATUTE.

SO I'M SORRY IF WE CAN GO BACK TO THE PREVIOUS SLIDE.

THE TREASURY DIRECTOR IS RESPONSIBLE FOR WORKING NOT ONLY WITH ALL OF THE COUNTY CLERKS, OFFICE STAFF, BUT ALSO THE COURTS MENTIONED TO INCLUDE THE JUDGES AND THEIR RESPECTIVE STAFF AND ALSO THE VARIOUS OFFICES THROUGHOUT THE COUNTY, LIKE THE SHERIFF'S OFFICE, THE CONSTABLE'S OFFICE, THE JP'S OFFICE.

ANY QUESTIONS THEY HAVE FOR US FOR FILINGS? I MEAN, THAT'S IMPORTANT THAT WE WORK WITH THEM AS PART OF MAINTAINING THE RECORDS.

THIS POSITION IS RESPONSIBLE FOR ENSURING ALL OFFICE OF COURT ADMINISTRATION REPORTS ARE SUBMITTED IN A TIMELY MANNER AS THIS CAN AFFECT GRANT FUNDING FOR THE COUNTY.

AND HE IS ALSO RESPONSIBLE FOR RECORDS RETENTION ACROSS ALL THESE DEPARTMENTS AND HAS BEEN RESPONSIBLE FOR OVERSEEING THE IMPLEMENTATION OF TYLER ODYSSEY WITH THE CIVIL TRACK

[02:40:01]

THERE'S STILL GOING TO BE ROOM FOR IMPROVEMENT.

I DID WANT TO HIGHLIGHT THIS POSITION IS VERY UNIQUE.

THERE IS NO OTHER COUNTY THAT'S COMPARABLE.

I KNOW THESE NINE COUNTIES, WERE THEY ABOLISHED THE TREASURER POSITION, BUT THERE'S ALL THE DUTIES WERE SPLIT UP IN DIFFERENT WAYS AMONGST THESE COUNTIES, RIGHT? SO WITH US WE INHERITED THESE TREASURER DUTIES, BUT THIS PERSON IS ALSO RESPONSIBLE FOR THE JUDICIAL COURTS.

SO LIKE I SAID, HE OVERSEES 109 EMPLOYEES.

AND THEN WITH BOOKKEEPING, WE'RE RESPONSIBLE FOR TAKING IN THOSE FINANCES RIGHT FROM VARIOUS OFFICES AS WELL.

SO IT'S NOT JUST THE 109 EMPLOYEES.

AFTER DISCUSSION WITH THE BUDGET DEPARTMENT AND H.R., THE COUNTY CLERK HAS RECONSIDERED.

WE INITIALLY WANTED THIS TO BE AN 813.

WE DID WANT TO TAKE INTO CONSIDERATION IF COURT AND BUDGET, IF WE PROPOSE A E 12, THAT IS SOMETHING THAT WE'RE WILLING TO COMPROMISE ON.

WE JUST WANT TO ENSURE THAT THIS POSITION IS COMPENSATED APPROPRIATELY FOR THE ADDITIONAL DUTIES THAT HAVE BEEN INHERITED OVER THE YEARS.

TAKING INTO CONSIDERATION WE'VE HAD PERSONNEL SAVINGS BY NOT CREATING ANOTHER MANAGER POSITION FOR THE BOOKKEEPING AND TREASURY DEPARTMENT.

THIS PERSON HAS TAKEN ON BOTH OF THOSE DUTIES OF THE JUDICIAL, TREASURY AND BOOKKEEPING DUTIES.

NEXT SLIDE, PLEASE.

THE SECOND MODIFICATION IS THE EXECUTIVE ASSISTANT E032 SENIOR EXECUTIVE ASSISTANT E05.

THIS PERSON IS RESPONSIBLE FOR PROVIDING SUPPORT TO THE COUNTY CLERK DIRECTLY RESPONSIBLE FOR COUNTYWIDE CONSTITUENT COSTS.

SO THAT INCLUDES ALL FOUR PRECINCTS FOLLOWING THROUGH IN RESPONSES FOR ALL SERVICES THAT THE COUNTY CLERK OFFICE PROVIDES ACROSS ALL DEPARTMENTS.

AND THIS PERSON ALSO SERVES AS A BACKUP FOR THE COMMISSIONERS COURT COORDINATOR.

BEFORE, IN THE PREVIOUS YEARS, WE HAD NO ONE REALLY DESIGNATE DESIGNATED TO BE THE BACKUP FOR THIS COMMISSION FOR ELIZABETH, WHO IS CURRENTLY THE COMMISSIONERS COURT COORDINATOR.

SO IT'S VERY IMPORTANT TO US THAT WE HAVE SOMEONE TO BE ABLE TO DO THAT.

AND WITH THE CURRENT EXECUTIVE ASSISTANT, SHE HAS TAKEN ON THIS RESPONSIBILITY AND WE WANT HER TO BE COMPENSATED ACCORDINGLY.

ONCE AGAIN, THERE'S NO OTHER COUNTY COMPARABLE BECAUSE OTHER COUNTIES ACTUALLY HAVE A DEPARTMENT WITHIN THE COUNTY CLERK'S OFFICE THAT IS RESPONSIBLE FOR THE COMMISSIONERS COURT. THEY HAVE MULTIPLE EMPLOYEES IN THIS CAPACITY.

WE ONLY HAVE ONE COMMISSIONERS COURT COORDINATOR.

SO IT'S VERY IMPORTANT THAT WE HAVE A BACKUP FOR THAT COMMISSIONERS COURT COORDINATOR AND THAT THEY'RE COMPENSATED.

THE EXECUTIVE ASSISTANT ALSO TRAINS THE ADMINISTRATIVE ASSISTANT AND ASSISTS WITH THE COUNTY CLERK WITH COMMUNITY OUTREACH, INCLUDING COORDINATING TRAINING SESSIONS FOR THE PUBLIC AND EDUCATION CURRICULUMS, TOGETHER IN PARTNERSHIP WITH COUNTY CLERKS ACROSS TEXAS.

AND AS MR ADAME-CLARK HAS PREVIOUSLY STATED, OUR SERVICES TOUCH MOST OF THE COMMUNITY RIGHT IN SOME FORM OF OR ANOTHER.

WE HAVE VARIOUS RECORDS.

WE HAVE OUR COURTS, WE HAVE OUR MBAS, OUR LAND RECORDS, OUR MARRIAGE LICENSES.

SO THESE ARE ALL VITAL SERVICES THAT FALL ON THE EXECUTIVE ASSISTANT HAVING TO SCREEN THESE EMAILS AND PHONE CALLS AND THE VARIOUS CALLS FROM CONSTITUENTS.

SO WE JUST WANT TO MAKE SURE THAT SHE IS COMPENSATED APPROPRIATELY.

AND BEFORE WE TAKE ANY NEXT SLIDE, PLEASE.

BEFORE WE TAKE ANY QUESTIONS, I WANTED TO TAKE THIS TIME TO THANK OUR SENIOR BUDGET ANALYST, JASMINE AND THE ENTIRE BUDGET TEAM, HUMAN RESOURCES AUDITOR'S OFFICE AND THE COUNTY CLERK'S LEADERSHIP TEAM FOR ALL THEIR HARD WORK ON THE PROPOSED BUDGET FOR THIS FISCAL YEAR 23-24.

I JUST WANT TO SAY I APPRECIATE YOUR THANKS.

YOU'RE THE FIRST PERSON THAT HAS THANKED THE BUDGET OFFICE, SO.

OH, SECOND ONE. OH, I'M SORRY.

WELL, SOMEBODY THANKED THOMAS.

OH, THOMAS. OH, NO, THAT THOMAS.

I'M LIKE, NO.

THAT THOMAS PROBATE THANKED THAT THOMAS.

I DON'T THINK ANYONE HAS THANKED THIS.

THOMAS, THANK YOU.

AND I THINK THOMAS CERTAINLY NOBODY'S THANKED DAVID SMITH.

ALL RIGHT. ANY QUESTIONS OR COMMENTS? COMMISSIONER CLAY-FLORES YEAH.

I WANT TO GO BACK TO THIS MAP THAT YOU WERE TALKING ABOUT.

YES. SO WHY WAS THE TREASURER, DO YOU KNOW WHY IT WAS ABOLISHED FOR THE ONE FOR BEXAR COUNTY OR FOR ALL OF THEM? WELL, I WAS WONDERING THE SAME. WAS IT NOT ONE AND THE SAME? WAS IT BECAUSE THEY WERE ALL ABOLISHED AT DIFFERENT TIMES? I BELIEVE I'M NOT FAMILIAR WITH THE OTHER COUNTIES.

[02:45:02]

I FORGOT WHAT. SO THE STATE ABOLISHED IT, CORRECT.

SO, YES, A LONG TIME AGO, I THINK IT WAS BACK IN THE 80S.

BILL FINK WAS ELECTED TREASURER AND HE RAN ON A PLATFORM OF ABOLISHING THE OFFICE.

I THINK IT WAS A CONSTITUTIONAL AMENDMENT RIGHT.

AND SO THAT'S WHY. OKAY, SO THERE'S NOT NOTHING WE CAN DO ABOUT IT? NO. OKAY. I WAS JUST WONDERING WHY IT WAS ABOLISHED.

ALL RIGHT. THANK YOU. I HAVE A COPY OF THE SENATE JOINT RESOLUTION, IF YOU WANT THAT AS WELL.

WE CAN PROVIDE YOU WITH THAT. I HAVE ENOUGH STUFF TO READ, BUT THANK YOU FOR OFFERING AND THANK YOU FOR BEING PREPARED.

YOU'RE WELCOME, COMMISSIONER.

COMMISSIONER RODRIGUEZ.

THANK YOU, JUDGE PRISCILLA, THANK YOU FOR THE OVERVIEW.

I WANT TO FOCUS ON ON, I GUESS, YOUR FIRST REQUEST, THE TREASURY DIVISION DIRECTOR.

DO YOU HAVE THE CURRENT SALARY FOR THAT POSITION? I'M TRYING TO UNDERSTAND WHAT THE PERCENTAGE INCREASE IS.

ALL I SEE IS WHAT YOU'RE REQUESTING THE.

YES, COMMISSIONER, I HAVE THE CURRENT THE CURRENT POSITION.

THE SALARY IS 96,240, 97, 96,240.

OKAY. AND SO THE INITIAL REQUEST WAS TO MODIFY FROM 11 TO 13, WHICH IS ABOUT A $24,000 A YEAR INCREASE.

THE 24,000 I CAN'T SPEAK ON THAT BUDGET IS BECAUSE THAT INCLUDES COMPENSATION.

SO THE STARTING PAY OF E 13 IS 114,960.

OKAY. BUT YEAH, I'M JUST GOING BY THE NUMBERS.

IT'S YOUR PRESENTATION, SO I DON'T KNOW.

YES. SO I'M SORRY, COMMISSIONER, JUST TO CLARIFY THAT SNIPPET THAT IS FROM THE BUDGET, FROM THEIR FROM THEIR ANALYSIS.

OKAY. SO THAT NUMBER THAT YOU SEE WITH THE 24,285, THAT IS THE NUMBER THAT THEY PROVIDED.

CORRECT. BUT ESSENTIALLY IT WOULD BE OVER A 20% ADJUSTMENT IF YOU IF WE WENT ALONG WITH YOUR REQUEST. ALTHOUGH LET ME ALSO NOTE, I THINK I HEARD YOU SAY YOU WOULD BE WILLING TO MAYBE COMPROMISE TO GO TO AN E 12 AS OPPOSED TO AN E 13 BUDGET.

DO WE KNOW WHAT THAT NUMBER WOULD BE, TANYA? SO WITH THE REQUESTED AMOUNTS.

THANK YOU. HE WOULD GET 114.

104. 12 AND ONE FOURTH TO THE MICROPHONE.

SORRY ABOUT THAT. E 12.

HE WOULD GET 104,000.

OKAY. AND THEN THE GRADE HIGHER AT A 13 TO 114.

OKAY. SO THE 24,000 INCLUDED BENEFITS AND INCLUDES BENEFITS? YES. OKAY. SO WE GET ABOUT A 98.

SAY THOSE NUMBERS ONE MORE TIME, 104, 104 AT AN E 12 AT AN E 13.

WHO WOULD BE AT 119.

OKAY. 14 EXCUSE ME.

SO THE E 12 WOULD INCREASE THE SALARY ABOUT 8000.

RIGHT. FROM 94, I THINK IS WHAT YOU SAID TO TWO I'M SORRY, FROM 96 TO 104.

YEAH. OKAY. BUT PLUS A LITTLE BIT FOR BENEFITS.

CORRECT. OKAY. ABOUT 20%.

OKAY. I JUST WANTED TO GET THOSE NUMBERS CLEAR AND CERTAINLY NOT COMMITTING TO ANYTHING YET, PRISCILLA, BUT I DO APPRECIATE THE FACT THAT, YOU KNOW, A LOT OF TIMES THESE BUDGETS ARE NEGOTIATIONS AND WE LOVE TO HAVE SOME COMPROMISE.

SO WE APPRECIATE YOU, AT LEAST I DO, BRINGING THAT UP.

I THINK THAT'S ALL THE QUESTIONS I'VE GOT FOR NOW.

THANK YOU, JUDGE. COMMISSIONER MOODY.

NO QUESTIONS. BUT IF I HEARD THOSE NUMBERS RIGHT, THE E 12 WOULD BE $10,000 LESS.

SO I'M ASSUMING THE TOTAL COST WOULD BE 14,000 MORE THAN CURRENTLY EXISTS IN THE BUDGET.

I'M SORRY. SAY THAT ONE MORE TIME.

THE SALARY WAS $10,000 LESS FOR E 12 VERSUS E 13.

SO JUST LOOKING AT YOUR BUDGET ITEM, $10,000 LESS THAN THE 24,000, I ASSUME IT WOULD BE AROUND $14,000 INCREASE.

OKAY. ANYTHING ELSE? THANK YOU. I HAVE A COMMENT.

IT'S NOT REALLY A WELL, IT IS ADDRESSING YOU AND ALL THE OTHER PRESENTATIONS MADE.

I HAVE A QUESTION TO THE BUDGET OFFICE.

THERE'S BEEN REFERENCE TO THE HR.

AND THAT THEY'RE MAKING RECOMMENDATIONS.

AND OBVIOUSLY WE HAVE DISPUTES OVER THESE RECOMMENDATIONS AND THIS COURT'S GOING TO HAVE TO DO THEIR DUE DILIGENCE.

ALSO TOO, THERE'S BEEN A REFERENCE TO THE H.R.

IN REGARDS TO THEIR HR NEEDS.

MY QUESTION IS, WHERE IS H.R.

AND WHY ARE THEY HERE? WOULD THEY LIKE TO RESPOND OR.

I'M ASKING THE BUDGET OFFICE.

THIS IS Y'ALL'S PRESENTATION.

YES, BUT THERE ARE QUESTIONS.

[02:50:01]

WHAT IS THE THIS IS THE BUDGET OFFICE PRESENTATION.

SO WHERE IT SAYS IT'S AN HR RECOMMENDATION OR ANALYSIS? ABSOLUTELY. SO WOULD THEY WANT TO AFTER I FINISH WITH THE COUNTY CLERK OR PERHAPS MEDICAL EXAMINER, IF THERE'S ANY HR ISSUES THERE, I WOULD LIKE THE HR DEPARTMENT TO RESPOND ACCORDINGLY.

OKAY, PERFECT.

OKAY. THANK YOU.

LET'S GO TO MEDICAL EXAMINERS OFFICE.

I ASSUME YOU ALL IN THE HOUSE.

THANK YOU FOR BEING HERE.

PROBABLY SINCE THIS MORNING ALONG WITH US.

MISS TANYA, YOU MAY PROCEED.

THANK YOU. THE MEDICAL EXAMINERS OFFICE IS REQUESTING AN ADDITIONAL $717,867 TO ADD TO RECRUITMENT AND RETENTION BONUSES, A REGRADE OF ONE LEAD TRANSCRIBER AND THE ADDITION OF ONE CHIEF FORENSIC ANTHROPOLOGIST POSITION.

COMMISSIONERS COURT HAS FUNDED SEVERAL SEVERAL INITIATIVES FOR THE MS OFFICE TO HELP WITH THEIR WORKLOAD TO INCLUDE ADDITIONAL FUNDING FOR RECRUITMENT AND RETENTION. NINE POSITIONS, INCLUDING TWO MEDICAL EXAMINERS, WERE ADDED IN THE AMOUNT OF $917,286.

COURT IMPLEMENTED AN OUT-OF-CYCLE MARKET STUDY, RESULTING IN A 16% SALARY INCREASE FOR THE MEN AND AN 18% INCREASE FOR THE CHIEF.

M AND IN FISCAL YEAR 2024, WE ARE RECOMMENDING $274,594 TO ADD ONE TOXICOLOGY LAB MANAGER, ONE FAMILY ASSISTANT SPECIALIST TO MAKE IT TO REGRADING VARIOUS MORE SPECIALISTS AND ADDING SHIFT DIFFERENTIAL PAY TO THEIR INVESTIGATORS.

A HIRING MATRIX WAS ALSO IMPLEMENTED SPECIFICALLY FOR THE MS OFFICE TO SIDESTEP THE PROCESS WHERE THEY HAVE TO ASK FOR PERMISSION TO HIRE ABOVE THE MINIMUM.

CONTINUING ON THE ADDITIONAL COMPENSATION FOR THE WORKLOAD RELATED TO THE UVALDI AND MIGRANT TRAGEDIES WAS AT A COST OF $90,610.

WE INCREASED THEIR COMPENSATION FOR THEIR LOCUM TENENS, WHICH ARE TEMPORARY MEMBERS FOR AND THE APPROVAL OF A SUPPLEMENTAL PAY OF $1,000 FOR THE MS WHO EXCEEDED THEIR RECOMMENDED WORKLOAD ACCORDING TO THE NAME REQUIREMENTS.

THE ME'S OFFICE IS REQUESTING TO ADD AN INCENTIVE PAY PLAN FOR A TOTAL COST OF 507,344.

THIS REQUEST WOULD APPROVE A $50,000 SIGN ON BONUS AND FOR THE NEW MS AND A TWO YEAR COMMITMENT FROM THEM TO THE COUNTY AND 50,000 FOR A PERFORMANCE PAY PACKAGE FOR THE EXISTING MS. THE BUDGET AND HR DEPARTMENT DO NOT RECOMMEND THIS REQUEST.

THERE ARE CURRENTLY 26 OPEN POSITIONS POSTED ON THE NAME WEBSITE, AND ACCORDING TO THE NATIONAL INSTITUTE OF JUSTICE, THERE ARE ABOUT 400 TO 500 PHYSICIANS WHO PRACTICE PATHOLOGY FULL TIME IN THE UNITED STATES WHEN THE NEED TODAY IS ABOUT 1000.

A SIGN ON BONUS OR A PERFORMANCE BONUS FOR ONE OFFICE IN THE COUNTY WILL CREATE DISPARITIES ACROSS THE COUNTY FOR OTHER OFFICES AND DEPARTMENTS.

AN ALTERNATIVE RECOMMENDATION IS TO ASSIST FOREIGN DOCTORS WITH THEIR VISA COSTS AND TO PROVIDE ON BOARD PRIVATE MEDICAL EXAMINERS AND FORENSIC PATHOLOGY OPTIONS.

WE DID SOME RESEARCH TO SEE AND IF THERE WAS OTHER OPTIONS TO HELP THE ME'S OFFICE WITH THEIR WORKLOAD.

AND WE FOUND VENDORS THAT WERE SPECIFI IN THIS FIELD.

AND WE ALSO FOUND THAT THERE WERE SOME SIMILAR ENTITIES, GOVERNMENTAL ENTITIES THAT USED THEM AS AN OUTSOURCE TO HELP THEM.

SO WE'RE JUST TRYING TO FIND SOLUTIONS FOR THEM TO HELP THEM WITH THEIR WORKLOAD IN THE MEANTIME UNTIL THEY'RE ABLE TO FILL THEIR POSITION.

SO WE WANT TO WORK WITH THE ME'S OFFICE TO DISCUSS THAT OPTION.

THE MEDICAL EXAMINER'S OFFICE IS ALSO REQUESTING TO REGRADE ONE LEAD TRANSCRIBER FROM AN ANY FOUR TO ANY ZERO FIVE AT A COST OF $5,036.

THE HR DEPARTMENT DOES NOT RECOMMEND THIS REQUEST.

BAKER TILLY FOUND THAT THIS POSITION WAS 11.6% AHEAD OF THE MARKET, AND IF THIS IS APPROVED, IT WOULD BE 32.7% AHEAD OF THE MARKET.

THE OFFICE IS ALSO REQUESTING A CHIEF FORENSIC ANTHROPOLOGIST FOR A TOTAL COST OF $178,280.

THE BUDGET DEPARTMENT DOES NOT RECOMMEND THIS POSITION.

WORKLOAD MEASURES WERE NOT PROVIDED TO SUPPORT THE ADDITION OF THIS POSITION, AND ACCORDING TO THE OFFICE, IT WOULD NOT SIGNIFICANTLY IMPROVE THE PROCESSING TIME.

THE DUTIES THAT THIS POSITION WOULD COVER ARE COVERED BY THE EXISTING STAFF.

AND THAT'S THE END OF MY PRESENTATION.

QUESTIONS. COMMENTS.

COMMISSIONER CLAY-FLORES.

UM, I DON'T NECESSARILY HAVE ANY QUESTIONS.

[02:55:01]

SO, NO, I DON'T HAVE ANY QUESTIONS AT THIS TIME.

THANK YOU. COMMISSIONER RODRIGUEZ.

JUDGE NONE FOR BUDGET STAFF AT THIS TIME.

I THINK I'LL WAIT TILL DR MOLINA COMES UP.

THANK YOU. COMMISSIONER MOODY.

ALL RIGHT. THANK YOU, MISS TANYA.

THANK YOU. THIS DR.

MOLINA WISH TO PRESENT TO THE COURT.

DOO DOO DOO DOO DOO DOO DOO.

JUDGE SACCHI AND COMMISSIONERS.

I'M DR. MOLINA.

DR. KIMBERLY MOLINA.

I'M YOUR CHIEF MEDICAL EXAMINER HERE IN BEXAR COUNTY.

I'M JUST HANDING YOU A COPY OF MY REMARKS AND PROBABLY WILL DEVIATE SOMEWHAT FROM THAT.

I DON'T HAVE A POWERPOINT PRESENTATION FOR YOU EITHER WAY.

I PROBABLY BORE YOU ANYWAY, SO I DO WANT TO THANK YOU FOR THE OPPORTUNITY TO COME AND SPEAK WITH YOU TODAY ABOUT THE ISSUES FACING THE OFFICE.

UNFORTUNATELY, IT IS NOT THE FIRST TIME THAT I'VE BEEN HERE TO SPEAK WITH YOU ABOUT THIS.

I DO ACTUALLY WANT TO THANK THE BUDGET OFFICE FOR ALL OF THEIR WORK WITH THIS BUDGET AND ACTUALLY IN WORKING WITH US FOR THE LAST THREE YEARS, AS WE HAVE FACED THESE STAFFING SHORTAGES AND STRUGGLES AS WELL AS HR, BECAUSE THEY HAVE WORKED WITH US AS WELL.

THE BUDGET OFFICE DID A NICE JOB KIND OF SUMMARIZING THE LAST THREE YEARS AND WHAT WE'VE ACCOMPLISHED.

BUT IF YOU ALLOW ME, I'LL JUST KIND OF KIND OF QUICKLY MOVE THROUGH SOME HISTORY OF WHAT BRINGS US HERE TODAY.

AS THE BUDGET ALREADY MENTIONED, QUITE SIMPLY PUT, THE NATION IS IN A FORENSIC PATHOLOGY CRISIS.

THERE ARE NOT ENOUGH FORENSIC PATHOLOGISTS IN THE NATION TO SUPPORT THE NEEDS OF THE NATION'S DEATH INVESTIGATION SYSTEMS. WITH THE SCARCITY SCARCITY OF THESE SPECIALIZED PHYSICIANS, WE FIND OURSELVES IN A POSITION WHERE WE'RE RECRUITING NOT ONLY LOCALLY BUT NATIONALLY.

SO WE ARE HAVING TO OFFER SIGNIFICANT ENTICEMENTS TO GET PEOPLE TO COME TO SAN ANTONIO, A PLACE WHERE THEY LIKELY HAVE NEVER LIVED AND PERHAPS HAVE NEVER EVEN VISITED. THESE ENTICEMENTS CAN INCLUDE THINGS LIKE THE BUILDING IN WHICH YOU WORK, THE WORKLOAD THAT YOU HAVE, THE AMOUNT OF ANCILLARY DUTIES THAT YOU'LL HAVE TO DO, AS WELL AS, OF COURSE, ALSO THE COMPENSATION THAT YOU WILL RECEIVE.

UNFORTUNATELY, THE MAJOR OFFICES IN THE STATE THAT WE'RE RECRUITING AGAINST HAVE NEWER BUILDINGS, MORE ANCILLARY STAFF AND LOWER WORKLOADS THAN OUR OFFICE CURRENTLY DOES, WHICH PUTS US AT A SIGNIFICANT DISADVANTAGE.

THE COUNTY WAS UNDERSTANDABLE TO THIS PLIGHT AND AGAIN, AS BUDGET OFFICE POINTED OUT THREE YEARS AGO, DID INCREASE THE SALARIES OF THE MEDICAL EXAMINERS, WHICH AT THAT POINT WERE ONE OF THE LOWEST IN THE STATE.

HOWEVER, AS SOON AS BEXAR COUNTY DID THAT, ALL OF THE OTHER MAJOR OFFICES IN THE STATE INCREASED THEIR SALARIES AS WELL.

THEY ALSO WE WERE ALSO TASKED OH, SORRY.

AFTER THOSE INCREASES, WE WERE TOLD THAT SALARY INCREASES WOULD NO LONGER BE AN OPTION AND WE WERE TASKED TO FIND OTHER CREATIVE SOLUTIONS FOR RECRUITMENT, WHICH WE HAVE DONE.

WE HAVE WORKED WITH BUDGET AND HR OVER THE LAST THREE YEARS TO COME UP WITH THESE IDEAS.

I AM PLEASED TO SAY THAT, AS BUDGET HAS MENTIONED, WE WERE ABLE TO INCREASE OUR ANCILLARY STAFF BY ADDING A FAMILY ASSISTANCE SPECIALIST POSITION IN EVIDENCE TECHNICIAN POSITIONS, WHICH DID HELP ALLEVIATE SOME OF THE ANCILLARY DUTIES OF THE MEDICAL EXAMINERS.

HOWEVER, THESE POSITIONS ALREADY EXISTED IN OTHER MAJOR OFFICES, SO RATHER THAN THIS BECOMING A RECRUITMENT TOOL, IT RATHER JUST KIND OF EQUALIZED THE DEFICIENCY OF OUR OFFICE WITH THE OTHER OFFICES.

THAT. THE BUDGET OFFICE ALSO APPROVED THE USE OF LOCUM TENENS OR TEMPORARY PHYSICIANS.

THESE PHYSICIANS HAVE BEEN AN INVALUABLE PROGRAM TO THE OFFICE AND IS ACTUALLY WHY THE OFFICE IS ABLE TO CONTINUE TO SUCCEED AT THIS POINT TODAY.

UNFORTUNATELY, HOWEVER, THESE PHYSICIANS ARE TEMPORARY, WHICH MEANS THEY DECIDE WHEN THEY WORK AND HOW MUCH WORK THEY DO, AND THEY ONLY PERFORM SELECT CASES THAT ARE STRAIGHTFORWARD CASES THAT THEY CAN COMPLETE, WHICH LEAVES THE MORE COMPLEX AND TIME CONSUMING CASES FOR THE FOR THE STAFF, MEDICAL EXAMINERS. IT IS ALSO IMPORTANT TO NOTE, WHICH I DON'T THINK THE BUDGET OFFICE COVERED AND I'M SORRY, I FORGOT AN INCENTIVE.

[03:00:03]

BOTH OF THESE PROGRAMS, HOWEVER, COME AT NO ADDITIONAL COST TO THE COUNTY.

WE HAVE FOUR OPEN POSITIONS, AND THOSE FOUR OPEN POSITIONS THAT ARE BUDGETED MORE THAN COVER THE COST OF BOTH THE LOCUM TENENS PHYSICIANS AS WELL AS THE INCENTIVE PROGRAMS THAT CURRENTLY EXIST.

THIS IS THE BACKGROUND THAT BRINGS ME HERE TODAY.

AND JUST TO ADDRESS THE TWO ITEMS, I'LL DO THE LEAD TRANSCRIBER LAST, THE FORENSIC ANTHROPOLOGIST PHYSICIAN THAT WE ASKED FOR IS AGAIN, ANOTHER POSITION THAT EXISTS IN OTHER MAJOR OFFICES THAT DECREASES THE ANCILLARY WORKLOAD FACED BY THE MES.

THIS INCLUDES REASSEMBLING FRAGMENTED REMAINS, TRAUMA EVALUATIONS, INJURY ANALYZES AND OTHER IDENTIFICATION ISSUES, AS WELL AS SKELETAL CASES.

WE WERE ASKED TO GIVE NUMBERS AS TO HOW MANY CASES THESE THIS ANTHROPOLOGIST WOULD BE ABLE TO DO, AND MY RESPONSE WASN'T NONRESPONSIVE TO NOT GIVE NUMBERS.

MY RESPONSE WAS WE DON'T HAVE ONE.

SO I DON'T KNOW.

WE PROBABLY HAVE ABOUT A DOZEN OR SO SKELETAL CASES A YEAR THAT ARE PURELY SKELETON.

HOWEVER, WE HAVE THIS SUMMER PROBABLY AN AVERAGE OF FOUR DECOMPOSED BODIES IN OUR MORGUE EVERY DAY.

AND FORENSIC ANTHROPOLOGISTS CAN ASSIST WITH THOSE CASES, BUT IT DEPENDS ON HOW DECOMPOSED THEY ARE.

THIS IS SOMETHING I CANNOT TRACK WITHOUT AN ANTHROPOLOGIST ON STAFF.

I'M NOT SURE WHAT THE ANTHROPOLOGISTS CAN DO WITH AN ANTHROPOLOGIST.

WE COULD CAPTURE THOSE NUMBERS, BUT WITHOUT ONE.

AGAIN, YES, THESE ARE ALL DUTIES THAT THE MES CURRENTLY PERFORM.

BUT IF WE'RE TRYING TO TAKE WORKLOAD AWAY, THIS IS A WAY TO DO THAT.

THE OTHER ISSUE THAT WE'RE ASKING FOR, RE EVALUATION IS PHYSICIAN COMPENSATION.

AND I REALIZE THAT BONUSES ARE NOT A FAVORITE WAY TO ADDRESS THIS.

BUT AGAIN, WE'VE ASKED MULTIPLE TIMES AND ASKED BUT WE'VE WORKED OVER THE LAST THREE YEARS IN TRYING TO PROPOSE CREATIVE WAYS TO ADDRESS PHYSICIAN COMPENSATION.

WE'VE PROPOSED A TUITION REPAYMENT PLAN SIMILAR TO WHAT MANY OTHER OFFICES OFFER NATIONWIDE TO DEFRAY THE OVER $200,000 OF DEBT THAT MEDICAL STUDENTS WILL COME OUT OF MEDICAL SCHOOL WITH.

WE'VE PROPOSED THE BONUS PLANS BEFORE.

WE'VE PROPOSED WORKING WITH HR ABOUT HIRING FOREIGN GRADUATES AND THEIR VISA REQUIREMENTS.

WE'VE PROPOSED THE FLEXIBLE USE OF UNPAID LEAVE TO ALLOW PHYSICIANS FLEXIBILITY TO WORK ON OTHER OFFICES AS OTHER OFFICES IN THE STATE.

AND UNFORTUNATELY, ALL OF THESE HAVE MET WITH RESISTANCE.

SO THIS YEAR WE DID PUT THE SIGN ON BONUS PLAN IN RETENTION BONUS PLAN INTO OUR BUDGET.

BUT AGAIN, IT IS IMPORTANT TO NOTE THAT EVEN THOUGH THE COST LOOKS HIGH, THIS PLUS THE COST OF THE LOCUMS AND THE OTHER INCENTIVE PROGRAMS IS MORE THAN COVERED BY THE FOUR VACANCIES WE HAVE IN OUR OFFICE.

SO WE'RE NOT ACTUALLY ASKING FOR ANY ADDITIONAL FUNDING.

WE'RE JUST ASKING FOR THE ABILITY TO USE THAT FUNDING TO CREATE A CREATIVE WAY TO INCENTIVIZE PHYSICIANS TO COME AND JOIN US IN SAN ANTONIO.

WITHOUT THESE CREATIVE KIND OF INCENTIVE PLANS.

SORRY. THE OTHER THING TO MENTION TOO, IS THAT PER OUR PREVIOUS AGREEMENTS, ONCE THE OFFICE IS FULLY STAFFED WITH EMS, ALL OF THESE INCENTIVE PLANS WILL END.

SO WE WON'T HAVE THE BONUSES ANYMORE, WE WON'T HAVE THE INCENTIVE PLANS PROGRAM ANYMORE AND WE WON'T HAVE THE LOCUMS ANYMORE BECAUSE WE'LL BE ACHIEVING OUR GOAL OF FULL STAFFING AGAIN, REALIZING THAT THESE ARE NOT THE EASIEST CONVERSATIONS TO HAVE.

THE ONLY OTHER OPTION WE'RE LEFT WITH AFTER ALL THESE YEARS IS SALARIES.

AND THAT BRINGS US BACK FULL CIRCLE.

WE DID REQUEST THE COUNTY'S SALARY SURVEY INFORMATION IN THE DATA UNDERPINNING THE RECOMMENDATIONS AS TO THE SALARIES AND DESPITE AND WE RECEIVED THE MOST MINIMAL OF DOCUMENTATION IN RESPONSE, DESPITE THE INACCURACY, INADEQUACY OF THE DOCUMENTATION, WE WERE ABLE TO ASCERTAIN THAT OUR DEPUTY POSITIONS WERE COMPARED TO ONLY FIVE OTHER OFFICES, WHICH IS LESS THAN HALF OF THE 11 OFFICES ALONE IN THIS STATE.

BUT AGAIN, THIS IS A NATIONWIDE PROBLEM.

FURTHERMORE, THEY APPEAR TO HAVE BEEN BLINDLY COMPARED WITHOUT REGARD TO ADDITIONAL FACTORS SUCH AS OFFICE WORKLOAD, CASE TYPES, PHYSICIAN ANCILLARY DUTIES OR

[03:05:10]

HOWEVER, JUST IF WE TAKE THE MARKET COMPARISONS OUT OF IT, WE JUST HAVE TO LOOK AT THE REALITY THAT SINCE 2021 AND THE POSTING OF OUR FIRST POSITION, WE HAVE HAD EIGHT PHYSICIANS EITHER DECLINE OUR OFFERS OF EMPLOYMENT OR WITHDRAW FROM CONSIDERATION BECAUSE THEY RECEIVED A MORE APPEALING OFFER FROM SOMEWHERE ELSE.

WE'VE ALSO HAD THREE OF OUR PHYSICIANS RECRUITED AWAY FROM OUR.

OFFICE FOR MORE APPEALING OFFICE, FOR MORE APPEALING OFFERS SOMEWHERE ELSE.

THUS, WE WOULD SIMPLY ARGUE THAT THE MARKET IS TELLING US WE ARE NOT COMPETITIVE.

I DO UNDERSTAND AGAIN THAT THIS IS A DIFFICULT ISSUE, BUT THE COUNTY NEEDS ONLY TO LOOK AROUND TEXAS TO SEE WHAT HAPPENS WHEN THE OFFICE FAILS.

IT CAN BE DEVASTATING TO LAW ENFORCEMENT, THE JUSTICE SYSTEM, PUBLIC HEALTH, THE FINANCES OF THE COUNTY, AND WORST OF ALL, TO THOSE FAMILIES AND CITIZENS OF THE COUNTIES THEY SERVE.

THE RIPPLE EFFECT OF THIS IS ALSO AFFECTING OUR SMALLER COUNTIES.

WE USED TO PERFORM THE DEATH INVESTIGATION DUTIES FOR OUR SMALLER COUNTIES, SURROUNDING COUNTIES THAT DON'T HAVE MEDICAL EXAMINER'S OFFICES.

THESE COUNTIES ARE STRUGGLING EVEN WORSE BECAUSE THEY HAVE NOWHERE TO TURN.

ALL OF THE OFFICES HAVE CLOSED THEIR DOORS LIKE WE HAVE TWO SMALLER COUNTIES AND THEY HAVE NOWHERE TO TURN.

AND UNLESS WE CAN ACHIEVE FULL STAFFING AND THEN PROBABLY EVEN MORE, WE WILL NOT BE ABLE TO REOPEN OUR DOORS TO THOSE COUNTIES IN THE NEAR FUTURE.

TO REITERATE, WE'VE TRIED TO BE CREATIVE.

WE'VE TRIED TO THINK OUTSIDE THE BOX.

WE'VE GONE TO EVERY NATIONAL MEETING IN THE LAST THREE YEARS TO RECRUIT.

WE'VE CONTACTED EVERY FELLOWSHIP DIRECTOR IN THE NATION TO TRY TO RECRUIT.

WE'VE CONTACTED EVERY CHIEF MEDICAL EXAMINER IN THE NATION TO TRY TO RECRUIT.

WE'VE GIVEN THEM INFORMATION ABOUT OUR OPENINGS.

WE'VE PROVIDED INFORMATION ABOUT OUR PAY STRUCTURE AND INCENTIVES.

WE HAVE WORKED WITH HR TO REVAMP OUR RECRUITMENT MATERIALS.

WE HAVE WORKED WITH LOCAL MEDICAL ORGANIZATIONS, ALL TO NO AVAIL.

WE ARE CURRENTLY EVEN EXPENDING VALUABLE MEDICAL EXAMINER TIME AND RESOURCES TO WORK WITH THE PUBLIC INFORMATION OFFICE TO CREATE A RECRUITMENT VIDEO TO TAKE TO OUR NATIONAL MEETING, WHICH IS, BY THE WAY, COMMISSIONERS NEXT MONTH.

SO WE NEED TO HAVE SOMETHING THAT WE CAN TAKE WITH US TO THAT MEETING TO RECRUIT.

HOWEVER, ALL OF THESE EFFORTS HAVE FOUND US NO CLOSER TO FULL STAFFING.

AND IN FACT, WE'RE ACTUALLY ONE MEDICAL EXAMINER LESS THAN WE WERE WHEN WE STARTED.

SO AGAIN, WE ARE SIMPLY ASKING THE COURT TO UNDERSTAND THE SITUATION AND TO ASSIST US IN TRYING TO ADDRESS THE PHYSICIAN RECRUITMENT ISSUE.

ONE THING ABOUT THE LEAD TRANSCRIBER POSITION THAT I WILL ADDRESS, WE ACTUALLY TOOK THAT OFF THE TABLE AND WE WEREN'T GOING TO DISCUSS IT TODAY SINCE BUDGET BROUGHT IT UP.

I WILL SAY THAT AGAIN WE DID RECEIVE THE SALARY SURVEY INFORMATION MINIMAL AS IT WAS, REGARDING WHY THAT POSITION IS CONSIDERED QUOTE UNQUOTE OVER MARKET.

AND WE HAVE TRANSCRIBER POSITIONS AND A LEAD TRANSCRIBER.

WE HAVE ONE LEAD TRANSCRIBER AND THREE FORENSIC TRANSCRIBERS AND THEN THE MARKET DATA THAT WE WERE GIVEN FROM H.R.

AND THE MARKET STUDY, FORENSIC TRANSCRIBERS ACTUALLY OUTRANKED OUR LEAD TRANSCRIBER.

SO I DON'T UNDERSTAND WHAT HAPPENED WITH THE MARKET SURVEY, BUT I FIND IT VERY DIFFICULT TO BELIEVE THAT THE SUPERVISORY POSITION CAME OUT BELOW THE LEVEL OF THE PEOPLE THEY'RE SUPPOSED TO SUPERVISE.

BUT AGAIN, THE DATA WE WERE GIVEN IS SO MINIMAL.

I HAVE NO IDEA HOW THAT COMPARISON WAS EVEN MADE, SO I CAN'T REALLY SPEAK TO IT.

IF YOU HAVE ANY QUESTIONS, I'M HAPPY TO ANSWER THEM.

MR. RODRIGUEZ. THANK YOU, JUDGE.

DR. MOLINA, THANK YOU FOR FOR BEING HERE.

I KNOW I SPENT SOME TIME WITH YOU AND YOUR TEAM EARLY IN THE SUMMER AND TOURED THE FACILITY.

I KNOW THERE'S PLENTY OF NEEDS, AND I KNOW WE KIND OF ASKED YOU.

I KNOW COMMISSIONER MOODY WAS ALSO WORKING WITH YOU AND YOUR TEAM ON THIS TO PRIORITIZE.

IT SEEMS LIKE THAT THE HIGHEST NEED AND YOU CORRECT ME IF I'M WRONG, IS THE RECRUITMENT AND RETENTION PIECE.

IS THAT ACCURATE? OKAY. CORRECT. AND I KNOW THAT THIS IS A VERY SPECIALIZED AREA.

ONE OF THE THINGS THAT IS DIFFICULT IS WHEN WE TALK ABOUT THE BONUS, WHETHER IT'S A RETENTION BONUS OR SIGNING BONUS, IS THAT WE DO HAVE OTHER EMPLOYEES THAT SAY, HEY, WHAT ABOUT ME? RIGHT? I MEAN, AND I UNDERSTAND THAT ARGUMENT.

[03:10:03]

AND SO I DID TALK BRIEFLY, JUDGE, WITH COUNTY MANAGER, I THINK I MENTIONED IT TO COMMISSIONER MOODY AND MAYBE WE DON'T HAVE TO GET THIS WRAPPED UP BY TUESDAY.

I KNOW IT WOULD BE HELPFUL FOR YOUR YOUR RECRUITMENT TO DO IT ASAP.

BUT ONE OF THE THOUGHTS THAT I HAD WAS USING SOME OF THE OPIOID SETTLEMENT LITIGATION, BECAUSE YOU'RE SEEING A LOT OF DEATHS AS A RESULT OF FENTANYL USE. SO THAT WAY IT DOES NOT IMPACT THE GENERAL FUND.

YOU KNOW, MAYBE WE COME UP WITH SOME PROGRAM, USE SOME OF THOSE DOLLARS TO HELP WITH EITHER RETENTION OR.

OR SIGN ON BONUS.

AGAIN, SOMETHING LIKE THAT MAY TAKE A LITTLE BIT OF TIME.

BUT I YOU KNOW, I THINK WE ALL WANT TO BE SUPPORTIVE AND HELPFUL.

THAT WAS JUST AN IDEA THAT I MENTIONED THAT MAYBE WE CAN WORK ON AGAIN.

I KNOW YOU'D LIKE TO GET IT WRAPPED UP BY NEXT WEEK, BUT SINCE IT'S NOT NECESSARILY GENERAL FUND DOLLARS, PERHAPS WE CAN TAKE A LITTLE BIT OF TIME OVER THE COURSE OF THE NEXT FEW WEEKS TO DEVELOP SOMETHING LIKE THAT, LOOKING AT WHAT OTHER COUNTIES ARE DOING ACROSS THE COUNTRY.

BUT I THINK, YOU KNOW, MY WILLINGNESS IS TO TRY TO HELP YOU GET THESE POSITIONS FILLED, BECAUSE I KNOW THE TIME, THE TOIL, THE EFFORT THAT YOU ALL GO THROUGH, NOT JUST IN THOSE INSTANCES LIKE UVALDE AND THE MIGRANT TRAGEDY, BUT ON A DAILY BASIS.

SO THE OTHER THING I THINK WE DID EARLY ON, YOU HAD SOME ISSUES WITH CONNECTING WITH UT HEALTH.

UM, I KNOW THAT I VISITED WITH DR.

HEINRICH BRIEFLY ABOUT GETTING YOU GUYS BACK INTO THE MEDICAL SCHOOL SO YOU CAN DO SOME RECRUITMENT.

HAS ANY PROGRESS BEEN MADE IN THAT REGARD? SO TO BE PERFECTLY HONEST, COMMISSIONER, HE BASICALLY REDIRECTED US TO THE DEPARTMENT OF PATHOLOGY, AND THAT'S WHO I'VE BEEN WORKING WITH OVER THE LAST FIVE YEARS TO TRY TO GET BACK INTO THE MEDICAL SCHOOL.

AND SO WE DID MEET WITH THEM.

THEY WERE INITIALLY SUPPORTIVE, BUT WE'VE HEARD NOTHING BACK FROM THEM.

AND THEY HAVE BASICALLY MADE IT CLEAR THAT THERE IS NO WAY WE WILL GET LECTURE TIME WITH MEDICAL STUDENTS, THAT WE CAN COME IN AND BASICALLY TEACH REGULAR PATHOLOGY, BUT THERE IS NO LECTURE TIME TO GIVE.

OKAY, JUDGE, MAYBE THAT'S SOMETHING YOU CAN FOLLOW UP WITH DR.

HEINRICH. CERTAINLY WILL.

COMMISSIONER MOODY, THANKS.

WELL, I APPRECIATED THE TIME YOU GAVE MY TEAM COMING IN TO YOUR OFFICE AS WELL AND SHARING SOME OF THE CHALLENGES THAT YOU'RE FACING.

I WANTED TO GET GET A LITTLE MORE DETAILED ON A FEW ITEMS. FIRST OF ALL, WHEN WE TALK ABOUT THE LOCUM TENANT'S PAY, WHAT DOES THAT LOOK LIKE OVER THE LAST THREE YEARS? DOES THAT CONTINUE TO INCREASE? DO YOU HAVE KIND OF WHAT THAT LOOKS LIKE? SO, YES, SO LOCUM TENENS PHYSICIANS.

AGAIN, THESE ARE PHYSICIANS.

THESE ARE FORENSIC PATHOLOGISTS WHO COME IN AND WORK FOR US ON A CASE BY.

THEY GET PAID ON A CASE BY CASE BASIS.

SO WE PAY A $1,000 PER AUTOPSY.

SO I CAN TELL YOU THAT SINCE THE PROGRAM STARTED IN FEBRUARY OF 2021, THE APPROXIMATE TOTAL COST OF THAT PROGRAM IS 580,000 SINCE SINCE FEBRUARY OF 2021.

AND THAT INCLUDES TRAVEL, BECAUSE WE DO A LOT OF THEM HAVE TO COME FROM OUT OF TOWN.

WE PAY THEIR TRAVEL, WE PAY THEIR HOTEL WHILE THEY'RE HERE AND THEN PAYING FOR CASES.

BUT AGAIN, IT'S ALSO IMPORTANT TO UNDERSTAND THAT THEY'RE DOING THE SIMPLEST CASES THAT THEY BRING IN SO THEY'RE NOT COMING IN.

JUST YESTERDAY, WE HAD A POLICE INVOLVED SHOOTING WHERE THE DECEDENT WAS SHOT OVER 19 TIMES.

THAT'S GOING TO BE ONE OF US.

AND THAT CASE IS NOT SOMETHING THAT I CAN WRAP UP IN A DAY.

ARE THERE ADDITIONAL THOSE SIMPLE CASES THAT COULD BE OUTSOURCED TO THE LOCUM TENANTS GOING FORWARD? OR ARE YOU KIND OF CAPPED OUT IN TERMS OF WHAT YOU CAN OUTSOURCE AT THIS POINT IN TERMS OF THOSE SIMPLE CASES? WE ARE ESSENTIALLY TAPPED OUT.

I MEAN, ESSENTIALLY THEY CAN DO THEY ARE DOING ALL THE CASES THAT WE CAN GIVE THEM AND THE CASES THAT ARE LEFT ARE GOING TO HAVE TO BE DONE BY US.

I AM MORE THAN HAPPY TO WORK WITH BUDGET AND HR ABOUT THIS IDEA OF BRINGING IN THESE PRIVATE ENTITIES, ALTHOUGH I KNOW WHO THESE PRIVATE ENTITIES ARE.

I MEAN, THIS IS A VERY SMALL COMMUNITY AND THAT ESSENTIALLY IS WHAT LOCUM TENANTS ARE.

I MEAN, ESSENTIALLY THAT'S WHAT WE ALREADY HAVE IN THE LOCUM TENENS PROGRAMS. THE OTHER PROBLEM IS THAT SOME OF THESE ENTITIES SAY THAT THEY'RE GOING TO BRING IN FORENSIC PATHOLOGISTS AND THEY DON'T.

THEY BRING IN, SAY, PHYSICIAN ASSISTANTS THAT WE ARE NOT ALLOWED TO USE BY ACCREDITATION STANDARDS AND THE BONUS PAY FOR DOING MORE THAN 300 CASES.

HOW MANY OF THE CURRENT MS ARE UTILIZING THAT, I GUESS, IS THERE BECAUSE WHEN THERE'S OVERTIME BONUSES, SOME FOLKS

[03:15:07]

HOW DOES THAT KIND OF STAND IN TERMS OF EVERYONE DOING MORE THAN 300 CASES, CERTAIN INDIVIDUALS ON YOUR TEAM? SO LAST YEAR WE PAID OUT APPROXIMATELY AND I'M SORRY, I'M GOING TO DEFER.

I'M TRYING TO DO MATH, MENTAL MATH IN MY HEAD.

346 SO.

581. I BELIEVE IT'S.

OH, HANG ON. I HAVE IT ON THIS.

WE PAID OUT APPROXIMATELY $150,000 IN INCENTIVE PAY TO OUR PHYSICIANS FOR DOING EXTRA CASES.

SORRY. WHAT WAS THAT NUMBER? $150,000 TO OUR PHYSICIANS FOR DOING EXTRA CASES.

AND THAT WENT TO ALL OF OUR PHYSICIANS WHO WERE FULL TIME.

WE'VE HAD ONE PHYSICIAN WHO DIDN'T HIT THAT NUMBER, AND THE ONLY REASON IS PROBABLY BECAUSE HE WAS ON EXTENDED MEDICAL LEAVE DURING THE 12 MONTH PERIOD.

OKAY. AND THAT'S ON TOP OF.

SO DURING THAT YEAR, WE HAD LOCUMS, BUT OUR REGULAR PHYSICIANS STILL DID BASICALLY 150 MORE.

YEAH. NO, I THINK THAT'S GOOD DATA THAT WE ALL NEED TO HEAR AND UNDERSTAND.

I WANTED TO MOVE TO THE FORENSIC ANTHROPOLOGIST THAT YOU ASKED FOR.

SO DO YOU SEE THAT AS POTENTIALLY EASIER TO HIRE FOR? I DON'T KNOW ENOUGH ABOUT THIS SPACE TO BE ABLE TO SAY THAT YOU KNOW, OBVIOUSLY WE'RE STRUGGLING WITH BEING ABLE TO HIRE MEDICAL EXAMINERS.

WOULD THAT BE EASIER? SO ACTUALLY, THAT'S ONE OF THE REASONS WE'VE ASKED FOR THE FORENSIC ANTHROPOLOGISTS, IS, YES, THAT IS A COMPLETELY DIFFERENT TYPE OF TRAINING.

THAT IS A PHD DOCTORATE LEVEL TRAINING.

AND WE FEEL LIKE WE CAN HIRE THIS POSITION AND WE FEEL LIKE THIS POSITION, WHILE IT CAN'T INDEPENDENTLY DO CASELOAD OTHER THAN SKELETAL CASES, WHICH IS REALLY ONLY A HANDFUL OF CASES, IT CAN TAKE OFF SOME OF THE MORE TIME CONSUMING DUTIES THAT PHYSICIANS HAVE.

SO, FOR EXAMPLE, I DON'T WANT TO BE OVERLY GRAPHIC, BUT FOR EXAMPLE, WE HAD A CASE RECENTLY WHERE THERE WAS A GREAT DEAL OF HEAD TRAUMA AND THE BODY ITSELF WASN'T SKELETAL, BUT THE HEAD WAS.

AND THERE WAS A GREAT DEAL OF HEAD TRAUMA AND BONY FRAGMENTATION.

OUR PHYSICIANS RIGHT NOW ARE IN THE MORGUE TWICE A WEEK EVERY WEEK.

SO TWO DAYS A WEEK, YOU'RE GOING TO BE IN THE MORGUE DOING CASES THAT LEAVES THREE DAYS A WEEK FOR YOU TO FINISH THOSE CASES AND DO THE PAPERWORK, GO TO COURT, MEET WITH FAMILIES, DO ANY OTHER ADMINISTRATIVE DUTIES THAT YOU HAVE.

SO IN A CASE LIKE THIS, THE BONY FRAGMENTATION HAS TO BE PUT BACK TOGETHER AND THAT TAKES ANOTHER GOOD TWO DAYS. SO THIS PHYSICIAN IS NOW IN THE MORGUE FOR FOUR DAYS OUT OF THE WEEK INSTEAD OF JUST TWO, LEAVING ONE DAY PROBABLY FOR COURT AND NO TIME FOR PAPERWORK OR COMPLETING OTHER CASES OR ANYTHING LIKE THAT.

IF WE HAD A FORENSIC ANTHROPOLOGIST WHILE THE PHYSICIAN IS STILL RESPONSIBLE FOR THAT CASE, THE FORENSIC ANTHROPOLOGIST CAN SPEND TWO DAYS PUTTING THE FRAGMENTED, FRAGMENTED REMAINS BACK TOGETHER.

FOR US THEN TO LOOK AT AND WORK WITH THE ANTHROPOLOGIST ON.

SO IT REALLY DOES DECREASE OUR WORKLOAD, BUT THERE IS NO WAY FOR ME TO MEASURE THAT.

I CAN'T GIVE BUDGET A NUMBER BECAUSE CURRENTLY WE'RE ALREADY DOING IT.

SO DO YOU HAVE HIGH CONFIDENCE OR WHAT LEVEL OF CONFIDENCE DO YOU HAVE THAT YOU WOULD BE ABLE TO KEEP A FORENSIC ANTHROPOLOGIST FULLY EMPLOYED WITH THOSE SPECIFIC CASES AND BEING ABLE TO SUPPORT TYPICAL CASES? I HAVE SUCH CONFIDENCE IN THAT.

AND THAT WE CALLED THIS POSITION A CHIEF FORENSIC ANTHROPOLOGIST VERSUS JUST AN ANTHROPOLOGIST, MEANING I AM FORESEEING THAT WE'RE GOING TO NEED MORE THAN ONE DOWN THE LINE. BUT I ABSOLUTELY THINK THAT THIS WOULD BE A FULL TIME POSITION, BOTH IN OUR SKELETAL CASES AND ASSISTING THE MDS WITH CHILD DEATH CASES, TRAUMA CASES, THESE FRAGMENTARY REMAINS, DECOMPOSED CASES, BUT ALSO IDENTIFICATION.

IDENTIFICATION IS PART OF OUR DUTIES THAT PEOPLE DON'T UNDERSTAND BECAUSE IT'S NOT REALLY PART OF THE AUTOPSY.

BUT WE HAVE TO SPEND A GREAT DEAL OF TIME TRYING TO FIGURE OUT HOW TO GET INDIVIDUALS IDENTIFIED.

CHASING DOWN MEDICAL RECORDS, MAKING MATCHES BETWEEN MEDICAL HARDWARE AND SINUSES, DENTAL IDENTIFICATIONS, IN WHICH CASE OUR FORENSIC ANTHROPOLOGISTS WOULD BE ABLE TO HANDLE ALL OF THAT AS WELL.

SO GIVEN THE FACT THAT YOU HAVE THE FOUR EXISTING POSITIONS THAT ARE UNFILLED, WOULD YOU BE COMFORTABLE WITH SWITCHING ONE OF THOSE POSITIONS FOR THIS FORENSIC ANTHROPOLOGIST POSITION GOING FORWARD AND BEING ABLE TO RECRUIT FOR THAT? SO WE THOUGHT ABOUT THAT.

AND THIS IS A PROBABLY NOT THE ANSWER THAT YOU WANT.

WE COULD DO THAT GOING FORWARD, BECAUSE I'LL BE HONEST, I DON'T THINK WE'RE GOING TO RECRUIT FOUR DOCTORS THIS YEAR.

[03:20:01]

HOWEVER, WE ARE A 10 TO 11 DOCTOR SHOP, SO WE PROBABLY NEED 11.

SO ONCE WE RECRUIT TO NINE, I'M GOING TO COME BACK AND ASK FOR TEN.

EVEN WITH THE FORENSIC ANTHROPOLOGIST AND I'M GOING TO SAY I CANNOT LET THE OTHER INCENTIVE PROGRAMS LAPSE, WHICH MEANS IF YOU TAKE ONE OF THE DOCTOR POSITIONS FOR THE FORENSIC ANTHROPOLOGIST, I NEED TO KEEP THE LOCUMS. WE WILL NOT SURVIVE WITHOUT THE LOCUMS AND THE OTHER PROGRAMS THAT WE HAVE IN PLACE.

UNDERSTAND. NO, I JUST THINK THAT'S SOMETHING MAYBE WE SHOULD DISCUSS AND EXPLORE WITH WITH STAFF AND WITH MY COLLEAGUES ON THE COURT.

I THINK FROM A BUDGET PERSPECTIVE, THEN IT BECOMES MORE OR LESS BUDGET NEUTRAL.

AND OBVIOUSLY WE UNDERSTAND THAT THERE'S A DEFICIT.

BUT TO YOUR POINT, IT'S HIGHLY UNLIKELY THAT YOU'RE GOING TO GO FIND FOUR EMMYS IN THE NEXT 12 MONTHS.

IF YOU DID, THEN MAYBE WE SHOULD JUST GRAB THEM.

BUT I THINK THAT MAYBE A PATH FORWARD THAT MIGHT MAKE IT EASIER ON THE BUDGET.

BUT I'LL LET THEM SPEAK TO THAT SEPARATELY.

LAST THING I'D JUST LIKE TO MENTION AND I KNOW WE TALKED ABOUT IS THE FOREIGN EMMY VISAS AND IS THERE AN OPPORTUNITY IS THERE ANYTHING THAT WE CAN DO TO KIND OF SUPPORT THAT? I KNOW WE DISCUSSED IT, BUT I CAN'T REMEMBER IF THERE WAS AN ACTION ITEM THAT THAT THE COURT COULD TAKE ON THAT OR PUSH THE STATE LEVEL TO TRY TO OPEN THAT UP.

SO PHYSICIANS, THAT'S A COMPLICATED QUESTION IN THAT PHYSICIANS MOST OFTEN COME TO THE UNITED STATES ON WHAT'S CALLED A J-1 VISA, WHICH THEY COME FOR TRAINING UNDER THEIR RESIDENCY. THE LAWS FOR THE UNITED STATES SAY THAT ONCE THEY COMPLETE THEIR RESIDENCY AND THEIR TRAINING, THEY HAVE TO GO BACK TO THEIR HOME COUNTRY FOR TWO YEARS UNLESS THEY CAN GET WHAT'S CALLED A J-1 VISA WAIVER IN THE US.

FOR PHYSICIANS, THIS IS DIFFERENT, BUT THIS IS THE WAY PHYSICIANS HAVE TO DO THIS IN THE US.

EVERY STATE IS GRANTED 30 OF THESE WAIVERS.

SO TEXAS HAS 30 WAIVERS AND THE STATE DECIDES HOW TO USE THOSE WAIVERS.

THE GOVERNMENT, THE FEDERAL GOVERNMENT HAS SAID THAT 20 OF THE WAIVERS MUST BE USED FOR PRIMARY CARE AND MENTAL HEALTH IN MEDICALLY UNDERSERVED AREAS.

BUT THE STATE CAN USE TEN OF THOSE WAIVERS AS THEY SO DESIRE.

SO THEY'RE CALLED FLEX WAIVERS.

THAT MEANS IF THE STATE HAS A NEED FOR NEUROSURGEONS OR, I DON'T KNOW, FORENSIC PATHOLOGIST, THEY CAN DECIDE TO SAY THAT THAT MEETS THE NEED FOR THAT WAIVER.

TEXAS REFUSES TO DO THAT.

TEXAS USES ALL 30 OF ITS WAIVERS ONLY FOR MEDICALLY UNDERSERVED AREAS, IN WHICH CASE SAN ANTONIO DOES NOT QUALIFY.

SO WE CANNOT HIRE DOCTORS WHO NEED J-1 VISA WAIVERS.

WE DID WORK WITH MELISSA SHANNON TO TRY TO FIND OUT WHO MADE THESE RULES AND HOW TO GO ABOUT GETTING THEM CHANGED.

AND WHAT WE DISCOVERED IS THAT APPARENTLY IT WILL TAKE A LEGISLATIVE SOLUTION.

AND MY UNDERSTANDING FROM HER IS THAT IT WOULD TAKE THE COURT TO DIRECT HER TO WORK ON THAT LEGISLATIVELY.

SO I THINK THAT'S SOMETHING WE CAN WE CAN TRY TO WORK ON.

IF IT REQUIRES A LEGISLATIVE FIX, THEN OBVIOUSLY WE'RE GOING TO HAVE TO HAVE TO WAIT FOR A WHILE ON IT.

BUT I DON'T KNOW IF IT COULD BE AN EXECUTIVE.

WELL, YOU KNOW, I WASN'T CLEAR.

I KNOW WE TALKED ABOUT THIS DOCTOR MOLINA, AND I WASN'T CLEAR AFTER VISITING WITH MELISSA IF SHE EVER HEARD BACK FROM I THINK IT WAS THE DEPARTMENT OF HEALTH, WHETHER IT WAS AN ADMINISTRATIVE EXECUTIVE TYPE ORDER OR IT NEEDED A LEGISLATIVE FIX.

I THINK WE GOT THAT ANSWER AFTER YOU DID HAD MET AND WE DISCUSSED AND WE RECENTLY WERE TOLD BY DHHS THAT APPARENTLY IT WOULD BE A LEGISLATIVE SOLUTION.

IT WOULD. OKAY. AND WHEN WE ASKED FOR THEIR ASSISTANCE OF WHAT THIS WOULD LOOK LIKE, THEY SAID WE CAN'T GET INVOLVED IN LEGISLATIVE MATTERS.

RIGHT? YEAH.

SO WE CAN DO THAT.

NO, WE CAN. ABSOLUTELY.

BUT I THINK THE DEPARTMENT WAS HESITANT TO GET INVOLVED, BUT WE CAN DO THAT.

THE ONLY PROBLEM IS WE HAVE TO WAIT TILL 2025.

CORRECT. ANYWAY, THE OTHER ISSUE WOULD BE THERE'S A RARE PHYSICIAN WHO'S HERE ON AN H-1B VISA, AND THOSE ARE VERY RARE.

WE'VE HAD ONE PHYSICIAN CONTACT US WHO'S INTERESTED IN COMING HERE IN TWO YEARS WITH AN H-1B VISA.

AND MY UNDERSTANDING FROM H.R.

IS THAT AT THIS POINT WE AS A COUNTY CANNOT SUPPORT THAT, BUT THEY ARE WILLING TO INVESTIGATE HOW WE COULD SUPPORT THAT.

SO THAT'S A COUNTY POLICY CHANGE THAT WOULD HAVE TO ALLOW FOR THAT OR THAT'S.

NO, IT'S NOT A POLICY.

IT'S JUST WE DON'T KNOW HOW TO DO IT, SO WE NEED TO RESEARCH IT.

YEAH. OKAY. SO WE'LL TRY TO EXPLORE THAT FROM THE COUNTY SIDE.

WE'LL CONTINUE TO EXPLORE THE STATE SOLUTION.

BUT IN THE MEANTIME, YOU KNOW, I OFFERED SOME THOUGHTS ON A COUPLE OF THOSE ITEMS AND MAYBE WE CAN HAVE SOME MORE DISCUSSION.

[03:25:06]

CAN YOU GUYS GIVE HER AN ANSWER? SHE SAID SOMETHING ABOUT THE SUPERVISOR IS PAYING PAID MORE.

DO YOU KNOW WHAT I'M TALKING ABOUT? DR MOLINA? TRANSCRIBER YEAH.

AND SHE SAID SHE DIDN'T GET ENOUGH INFORMATION.

CAN YOU GUYS JUST PROVIDE THAT WITH HER OR DO YOU KNOW THE ANSWER TO THAT? SO I JUST CHECKED RIGHT NOW AND CORRECT ME IF WRONG, DOCTOR MOLINA, IT'S THE LEAD TRANSCRIBER AND THE FORENSIC TRANSCRIBERS THAT YOU'RE REFERRING TO.

CORRECT. SO THEY'RE CURRENTLY THE LEAD TRANSCRIBER IS ONE GRADE ABOVE THE FORENSIC TRANSCRIBER.

SO I'M NOT CLEAR ON I GUESS WHAT I'M REFERRING TO AND I CAN SHOW TANYA HERE IS WE DID AN OPEN RECORDS REQUEST FOR THE SALARY SURVEY RESULTS, AND THAT'S WHAT THESE LEVELS WERE BASED ON.

AND IF YOU LOOK AT THE SALARY SURVEY RESULTS OF LEAD TRANSCRIBER VERSUS FORENSIC TRANSCRIBER, THE FORENSIC TRANSCRIBER, WHICH IS BELOW THE LEAD TRANSCRIBER, ACTUALLY COMES OUT ABOVE THE LEAD TRANSCRIBER.

SO I WHY DO YOU NEED TO DO AN OPEN RECORDS REQUEST FOR SOMETHING YOU CAN JUST WORK WITH BUDGET AND H.R.

WITH? I'M CONFUSED BECAUSE THEY WOULDN'T GIVE US THE DATA.

OKAY. SO I'M ASKING THEM NOW.

CAN YOU GET IT? SO THE DATA THAT.

YES. SO LET ME SPEAK TO THE FIRST ISSUE ON THE ONLY THING I CAN THINK OF ON THE TRANSCRIBER ISSUE IS ONE OF THE THINGS THAT WE DISCOVERED DURING THIS WHOLE MARKET STUDY WAS THAT WE NEED TO WORK ON OUR JOB DESCRIPTIONS.

SO IF YOU REMEMBER BAKER TILLY, WHEN THEY LOOKED AT COMPARABLES, IF THEY FOUND A JOB DESCRIPTION THAT WAS A 75% MATCH, THEY CONSIDERED THAT A GOOD MATCH.

SO MAYBE THAT'S SOMETHING WE NEED TO WORK ON IN TERMS OF, YOU KNOW, A LEAD TRANSCRIBER VERSUS A TRANSCRIBER.

OKAY. SO THERE'S THAT ISSUE.

AND THEN AS FAR AS THE DATA REGARDING THE BAKER TILLY STUDY, WE DIDN'T GET A LOT OF THEIR BACKGROUND DATA BECAUSE IT'S THEIRS, RIGHT? SO WE COULDN'T PROVIDE THE INFORMATION THAT THEY WERE ASKING FOR.

AND SO MY UNDERSTANDING IS YOU PUT IN AN OPEN RECORDS REQUEST.

SO WE COMPILED THE DATA THAT WE COULD AND WE SENT IT OVER.

SO THE DATA YOU HAVE IS LIMITED ANYWAY, AND YOU GAVE HER WHAT YOU HAD.

OKAY. YEAH, WE DIDN'T GET IT. AND YOU KNOW, WE RECOGNIZE THAT IN THIS STUDY, IT WASN'T LIKE IT DIDN'T SOLVE EVERYTHING.

AND AS THINGS ARE BROUGHT TO OUR ATTENTION, WE TALKED TO TINA ABOUT IT AND THEY'VE BEEN WORKING DEPARTMENT BY DEPARTMENT OR EMPLOYEE BY EMPLOYEE, AND THEY ARE WORKING, WORKING ON THAT. SO I DON'T KNOW HOW ELSE TO GIVE YOU INFORMATION IF BECAUSE THEY GAVE YOU WHAT THEY HAD, RIGHT? YES. WE BASICALLY WE BASICALLY TOOK AN ENTIRE REPORT AND CONDENSED IT DOWN TO THE MEDICAL EXAMINER'S OFFICE.

SO IS THERE ANYTHING THAT CAN BE DONE FOR THIS? BECAUSE YOU'RE TALKING ABOUT COMPRESSION ISSUE, CORRECT? NO, THIS IS NOT COMPRESSION.

THE THE LEAD TRANSCRIBER IS GRADED ONE GRADE ABOVE THE EMPLOYEES THAT THEY SUPERVISES.

YES. SO AT THIS TIME, YES.

BUT THE LEAD TRANSCRIBER ALSO SUPERVISES THE O FOURS IN OUR OFFICE AND THE O FOURS ARE AT EQUAL POSITIONS WITH THE LEAD TRANSCRIBER.

SO THE LEAD TRANSCRIBER CAN ALSO NO LONGER LEAD TRANSCRIBERS TITLES.

RIGHT. SO SHE'S THE LEAD TRANSCRIBER, BUT.

SHE'S ALSO OUR ASSISTANT RECORDS PERSONNEL, SO SHE DOES OPENS RECORDS REQUESTS FOR OUR OFFICE.

SHE OVERSEES THE CLERICAL STAFF AND THE OFFICE, WHICH INCLUDES O.R., FOR WHICH HE IS NOW EQUAL TO WHEN SHE USED TO BE ONE STEP ABOVE.

SO SHE COULD SUPERVISE.

AND THEN SHE'S ALSO THE ASSISTANT TO THE CHIEF MEDICAL EXAMINER.

SO SHE HAS IS THAT SOMETHING THAT YOU GUYS CAN WORK WITH HER? IT SEEMS LIKE THAT NEEDS TO BE SOME TWEAKING.

SURE. IN THE DEPARTMENT WE WORK ON THAT TO FIX.

OKAY. THANK YOU. GOOD AFTERNOON, DR.

MOLINA. HELLO, JUDGE.

I DON'T THINK HE EVER CAME TO MY COURTROOM.

DID YOU? I HAVE BEEN IN YOUR COURTROOM.

OH, YOU HAVE? DID YOU HAVE TO TESTIFY? YES, SIR. WAS THAT A PLEASANT EXPERIENCE? ALWAYS. OH, THANK YOU.

I ALWAYS TRY TO AIM TO PLEASE.

UH, DR. MOLINA, LET ME MAKE SOME POINTS, AND THEN I KIND OF WANT TO SET THE STAGE, SO TO SPEAK, TO REALLY ESTABLISH WHAT I WOULD CONSIDER A BASELINE OF WHAT YOUR NEEDS ARE AND WHAT JOB YOU HAVE AND HOW IMPORTANT YOUR OFFICE IS.

SO LET'S START WITH THIS.

FIRST OF ALL, ALTHOUGH YOUR DEPARTMENT IS MOSTLY DOCTORS AND SUPPORT STAFF, ONE THING THAT MY STAFF AND MYSELF WERE DOING WAS TO VISIT ALL THE COUNTY DEPARTMENTS.

I DON'T BELIEVE WE GOT TO YOU.

I MIGHT. THAT MIGHT HAVE BEEN WHEN I GOT INJURED AND JUST YOU GOT OFF LINE, SO TO SPEAK.

AND WE DIDN'T GET TO YOUR OFFICE, DID WE? NO, SIR. THAT MEANS, STAFF.

WE NEED TO GO BY AND VISIT.

NOW, I WANT TO CLARIFY.

[03:30:02]

OKAY? I WANT TO JUST TALK TO YOU AND YOUR.

I SAW ONE. YOU SAW ONE? YEAH. ANATOMY IS ONE OF MY FAVORITE.

WELL, SEE, NOW I UNDERSTAND YOU NOW BETTER, COMMISSIONER CLAY-FLORES.

YOU CAN BE LIKE MR. SMITH.

HE DOESN'T LIKE TO GO DOWNSTAIRS EITHER.

BUT ALL SERIOUS ASIDE HERE, DR.

MOLINA, YOU'RE.

ALTHOUGH YOUR DOCTORS AND SUPPORT STAFF, YOU'RE AN INTEGRAL PART OF THE CRIMINAL JUSTICE SYSTEM IN THE BULK OF THE WORK DURING AUTOPSIES AND FINDINGS FOR THE CRIMINAL CASES THAT INVOLVE HOMICIDE OR HOMICIDES.

RIGHT. OR. HELP ME UNDERSTAND HOW IMPORTANT COG YOU ARE IN OUR CRIMINAL JUSTICE SYSTEM.

WELL, WE ARE AN IMPORTANT COG IN THE CRIMINAL JUSTICE SYSTEM.

BUT I ALSO WANT TO STATE THAT WE'RE A VERY IMPORTANT COG IN THE PUBLIC HEALTH SYSTEM OVERALL.

THINGS LIKE THE FENTANYL AND OPIATE EPIDEMIC, THOSE CAME OUT OF MEDICAL EXAMINER'S OFFICES.

I MEAN, WE ARE ON THE FOREFRONT OF DETERMINING HOW AND WHY PEOPLE ARE DYING.

BUT ABSOLUTELY IN PART OF CRIMINAL JUSTICE, WHEN SOMEONE IS THE VICTIM OF A HOMICIDE OR A CRIMINAL ACT AND THEY DIE AS A RESULT OF THAT, WE ARE THE ONES THAT GO AND TESTIFY.

WE ARE THE ONES THAT GIVE A VOICE TO THAT PERSON TO BRING JUSTICE FOR THEM.

AND THE REASON I RAISE THAT ISSUE IS HOW CONNECTED ARE YOU TO OUR CRIMINAL JUSTICE DEPARTMENT IN ORDER TO TRY TO GET SOME ASSISTANCE OR SUPPORT FOR YOUR NEEDS IN THE CRIMINAL JUSTICE SYSTEM? OR PERHAPS HAVE I STARTED THAT CONVERSATION JUST NOW? IT WAS. I SEE.

DR. GREENFIELD'S HERE.

YEAH. AND ALSO TO YOU'VE ALSO RAISED THE PUBLIC HEALTH, WHICH IS GOING TO BE DR.

GUAJARDO. AND THE REASON I'M SAYING THAT IS WE GOT RESOURCES IN THOSE DEPARTMENTS, SO TO SPEAK, SO PERHAPS WE CAN FIGURE OUT HOW TO LEVERAGE AND PERHAPS PROVIDE ASSISTANCE TO YOU BY FOCUSING ON CRIMINAL JUSTICE OR PUBLIC HEALTH, WHATEVER IT MAY BE. NOW, THIS GOES TO MY MANY YEARS OF BEING IN THE COURT AND YOU'VE BEEN IN MY COURTROOM.

ISN'T THERE AN OPPORTUNITY, WHETHER IT'S CRIMINAL JUSTICE, PUBLIC HEALTH, TO GET GRANTS TO HELP SUPPORT YOUR OFFICE? AND THEN MY QUESTION, FOLLOW UP QUESTION TO THAT IS THAT SOMETHING YOU'RE UNABLE TO DO BECAUSE YOU'RE LIKE, JUDGE, WE JUST GOT TO DO AUTOPSY, WE JUST GOT TO GET THE WORK OUT. BUT I'M TRYING TO SEE FROM A CONVERSATION WITH BUDGET, H.R.

AND EVERYBODY IN THE ROOM HAVE YOU HAD THOSE CONVERSATIONS? AND IT HASN'T GONE ANYWHERE BECAUSE, I MEAN, I JUST HEARD SOMETHING TODAY.

I GO TALK TO UT HEALTH SCIENCE CENTER.

I'LL GO TALK TO DR.

HEINRICH AND I'M GOING TO GO, WE NEED HELP.

BUT I ALSO HAVE TO BE VERY SPECIFIC WHAT THAT MEANS.

SO THAT'S WHY I'M KIND OF DRILLING DOWN TODAY BECAUSE I HAVEN'T HAD THAT CONVERSATION WITH YOU OR YOUR STAFF.

AND I'M USING THIS OPPORTUNITY TO SEE IF I CAN GIVE DIRECTION.

SO TO ANSWER THE TWO POINTS, IF YOU WANT TO DRILL DOWN ON THE HEALTH SCIENCE CENTER, I WOULD LIKE AN HOUR IN FRONT OF MEDICAL STUDENTS AND I DON'T CARE WHEN IT IS.

IT CAN BE 6:00 AT NIGHT ON A TUESDAY AND I'LL BRING.

OH NO THAT'S ALL I IT'LL PROBABLY BE BETWEEN 8 A.M.

AND 5 P.M. BUT, BUT REALLY IT DOESN'T HAVE TO BE A FORMAL LECTURE TIME.

IT MEDICAL STUDENTS ARE NOT INTRODUCED TO FORENSIC PATHOLOGY AT ALL DURING MEDICAL SCHOOL.

AND WE'RE JUST ASKING FOR A TIME WHEN WE CAN DO THAT TO DRILL DOWN FOR MY FIRST.

BECAUSE WASN'T THAT A DYNAMIC FOR A HUGHES? I THINK THAT THE MEDICAL SCHOOLS DEALT WITH CHILD ABUSE IN THE SAME WAY.

THEY DIDN'T REALLY RECOGNIZE IT AND THEY FOUND OUT IT WAS SUCH AN EPIDEMIC THAT THEY HAD TO TRAIN THEIR DOCTORS, ESPECIALLY PEDIATRICIANS AND THE NEONATAL DOCTORS, THAT THEY NEED TO KNOW HOW TO RECOGNIZE CHILD ABUSE.

AND THAT THE SAME DYNAMIC SORT OF I TAUGHT IN THE MEDICAL SCHOOL FOR MANY YEARS, PROBABLY MY FIRST TEN YEARS HERE.

WE HAD LECTURE TIME IN THE MEDICAL SCHOOL IN FRONT OF THE MEDICAL STUDENTS, TEACHING THEM ABOUT DEATH CERTIFICATION AS WELL AS FORENSIC PATHOLOGY WHEN THEY REVAMPED OR REORGANIZED MEDICAL EDUCATION, THAT'S WHEN IT BECAME MORE DIFFERENT.

DIFFICULT BECAUSE THERE REALLY ISN'T LECTURE TIME IN MEDICAL SCHOOL ANYMORE.

IT'S ALL DONE IN KIND OF CASE BASED SMALL GROUP DISCUSSIONS, WHICH IS WHY THERE REALLY ISN'T LECTURE TIME TO GIVE.

THE ISSUE WE'VE RUN INTO IS THAT THESE CASE BASED SYSTEMS, LET'S SAY YOU'RE STUDYING THE HEART RATE, FOR INSTANCE, OR DOING A CASE BASED SYSTEM ON HEART ATTACKS.

OUR POINT IS, LET'S TAKE IT ONE STEP FURTHER.

THAT HEART ATTACK CAN KILL YOU.

THAT'S THE STEP WE SEEM TO BE MISSING IN MEDICAL EDUCATION.

WE GO RIGHT UP TO DEATH.

BUT NO ONE TALKS ABOUT DEATH.

[03:35:02]

RIGHT. OKAY. WHAT ABOUT THIS? WHAT ABOUT THE SECOND POINT OF GRANTS? THE OTHER POINT ABOUT THE GRANTS IS, YES, I ROUTINELY WATCH THE NATIONAL INSTITUTES OF JUSTICE AS WELL AS THE NATIONAL INSTITUTES OF HEALTH.

I'M ON BOTH OF THOSE EMAIL LISTS AND I CONTINUALLY WATCH FOR GRANTS THAT WE CAN USE TO HELP THE OFFICE AND TRY TO GET FUNDING.

HAVE YOU GOTTEN ANY GRANTS? WE GOT A GRANT FIVE YEARS AGO FOR TO FUND A FORENSIC ONE OF OUR FELLOWSHIP POSITIONS, BUT THAT'S SOMETHING WE SHOULD BE ABLE TO WORK ON AND GIVE YOU FOCUS.

YEAH, THESE GRANTS A LOT OF TIMES ARE FOR REDUCING BACKLOG.

THE ISSUE WITH US IS WE DON'T HAVE BACKLOG AND THAT'S THE WHOLE REASON WE'RE HERE FIGHTING FOR THIS IS TO NOT HAVE BACKLOG, RIGHT? BECAUSE IF YOU HAVE BACKLOG WITH AUTOPSIES, THAT'S A WHOLE SITUATION THAT I DON'T WANT TO BE UP HERE TELLING THE COURT ABOUT, BUT THAT'S WHAT WE'RE LOOKING AT.

IF WE DON'T HAVE DOCTORS, WE'RE GOING TO GET TO BACKLOG, IF THAT MAKES SENSE.

AND THAT'S WELL, THE REASON WHY I MAKE REFERENCE TO CRIMINAL JUSTICE, BECAUSE I THINK THERE'S A JUSTIFICATION THAT YOU NEED SUPPORT TO MOVE CASES IN ORDER TO MOVE CASES AND MOVE CASES IN THE COURTROOM SO THAT CASES AREN'T RESET.

AND THE MORE CASES MOVE FORWARD IS, THE MORE CASES GET DISPOSED OF, WHICH HOPEFULLY CAN RESULT IN LESS PEOPLE BEING HOUSED IN OUR JAIL SYSTEM. BECAUSE I DON'T THINK IT'S YOU, BUT I WOULDN'T WANT THE ENEMY TO SAY I'M NOT READY AND THE CASE NEEDS TO GET RESET.

SO FROM A PUBLIC HEALTH STANDPOINT, I REALLY THINK YOU SHOULD BE AN INTEGRAL PART WITH OUR NEW DEPARTMENT OF PUBLIC HEALTH.

AND WHAT ENVIRONMENTAL SERVICES IS THAT OUR NEW NAME? BECAUSE I THINK YOU COULD GIVE US SOME REALLY FORENSIC EVIDENCE OF HOW WE CAN MOVE FORWARD IN OUR AND THE UNIQUENESS OF OUR COMMUNITY.

AND THEN TO THE OTHER PART OF THAT, JUDGE, I WILL BE HONEST, IS THAT I WOULD ABSOLUTELY LOVE TO BE PART OF THE PUBLIC HEALTH.

I'D LOVE TO WORK WITH CRIMINAL JUSTICE.

AS FAR AS I KNOW, I DON'T SEE DOCTOR GUAJARDO TODAY, BUT WE'LL LET HER KNOW.

I WON'T SAY WE HAVE NEVER NOT TESTIFIED TO A CASE WHEN WE'VE BEEN CALLED, SO WE HAVE ALWAYS GONE AS FAR AS PUBLIC HEALTH.

THE ISSUE WE HAVE RIGHT NOW, TO BE PERFECTLY HONEST, IS THAT WE HAVE SIX DOCTORS.

WE NEED TEN.

RIGHT. AND BOTH MYSELF AND THE DEPUTY CHIEF ARE IN THAT SIX.

SO WE ARE DOING CASES.

SO WE ARE DOING CASES FULL TIME.

I AM A FULL TIME ME RIGHT NOW.

I AM NOT CHIEF ME.

AND WHEN WE TALK ABOUT OTHER INITIATIVES, PUBLIC HEALTH AND WORK AND OUTREACH, YES, WE NEED TO HAPPEN.

YES, THAT'S AN INTEGRAL PART OF OUR JOB.

AND THEN I'M GOING TO SAY, BUT I DON'T HAVE ANYONE TO DO IT.

BUT THERE'S A UNIQUENESS IN YOUR ASK AND THAT IT WE CAN LOOK AT THE LEGISLATIVE, THE ADMINISTRATIVE AND SOME OF THE OTHER THINGS THAT THE IMMIGRATION REGULATIONS THAT IMPEDE YOUR HIRING OF QUALIFIED DOCTORS, CORRECT? YES. SO LET'S HAVE A GREAT CONVERSATION, WHICH TAKES US BACK.

I THINK I ASKED COMMISSIONER RODRIGUEZ AND COMMISSIONER MOODY AS THE LIAISONS FOR THE MEDICAL EXAMINERS.

SO I'M GOING TO EXPECT YOU ALL TO COME BACK AND GIVE ME SOME SUGGESTIONS.

ALL RIGHT. THANK YOU, DOCTOR MOLINA, FOR YOUR PROFESSIONALISM.

DID YOU FOLLOW DOCTOR DIMAIO? SO DOCTOR DIMAIO IS MY MENTOR.

YES. I CAME HERE TO TRAIN WITH HIM.

I KNEW HIM VERY WELL.

SO, YES, HE CAME TO COURT VERY OFTEN.

HE WAS QUITE A CHARACTER.

YES, HE WAS.

ALL RIGHT. THANK YOU, DOCTOR. THANK YOU.

ALL RIGHT. I THINK THAT CONCLUDES THE WORK SESSION.

BUDGET IS THERE.

I WANT TO ASK.

AND BUDGET. YOU CAN MAKE THE CALL.

DOES HR WANT TO COME? UP AND EXPLAIN HOW THEY'RE INVOLVED WITH THE BUDGET OFFICE AND SOME OF THE RECOMMENDATIONS OR DOES THE BUDGET OFFICE JUST WANT TO SPEAK FOR THEM? I THINK FOR THIS BUDGET PROCESS, BECAUSE THEY'RE NEW, THAT WE JUST LET THEM WATCH BRAND NEW.

YES. NO, WE CAN'T DO THAT TO THEM TODAY, CAN WE? NO. WELL, WE MAY DO IT NEXT.

WE'LL DO IT NEXT WEEK.

HOW ABOUT THAT? ALL RIGHT.

AT THIS TIME, I UNDERSTAND THAT WE'RE GOING TO MOVE TO ADJOURN AND OUT OF PROTOCOL AND PROCESS.

WE DO SO IN THE NAME OF THOSE THAT HAVE DEPARTED, I UNDERSTAND, AND ARE BEING ASKED THAT WE RECOGNIZE THOSE THAT WE WISH TO RECOGNIZE, BUT THAT WE FORMALLY NEED TO MOVE TO ADJOURN.

AND I NEED A SECOND AND WE NEED TO VOTE ON IT.

AND AT THE END AND I DON'T THINK WE'VE BEEN DOING THAT.

SO I WANT TO GET BACK ON TRACK.

SO YOU MEAN WE'RE STILL IN YESTERDAY'S MEETING? IT DOES FEEL LIKE GO THERE, DAVID SMITH, DON'T GO THERE.

IT DOES FEEL LIKE THAT. WE'RE FILLING YESTERDAY'S MEETING.

I MOVE TO ADJOURN.

ALL RIGHT. DO YOU HAVE ANYBODY YOU WANT TO RECOGNIZE? I'LL SAY. YEAH, OKAY.

I WANT TO RECOGNIZE LARRY HORTON, WHO'S THE FATHER OF JUDGE CHRISTINE HORTON, WHO'S THE JUDGE OF THE 245TH DISTRICT COURT AND A NAVY VETERAN.

[03:40:08]

HE ALSO IS AN AIR FORCE VETERAN AND A LEONARD CHARLES KESTENBAUM AND SO THERE'S BEEN A MOTION BY COMMISSIONER CLAY-FLORES, A SECOND BY COMMISSIONER MOODY.

ALL THOSE IN FAVOR SIGNIFY BY SAYING AYE.

AYE. ANY OPPOSED? MEETING ADJOURNED.

WE'LL SEE YOU MONDAY.

* This transcript was compiled from uncorrected Closed Captioning.