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>> WELCOME TO CART. WE'LL START OFF WITH DOING OUR LANDING ACKNOWLEDGMENT THE CITY OF YELLOWKNIFE ACKNOWLEDGES THAT WE'RE LOCATED ON [INAUDIBLE] TERRITORY.
FROM TIME IMMEMORIAL IT HAS BEEN A TRADITIONAL LAND OF THE YELLOWKNIFE, FIRST NATION, AND MORE RECENTLY THE HOMELAND [INAUDIBLE].
WE RESPECT THE HISTORIES, LANGUAGES, AND CULTURES OF FIRST NATIONS, MATEY, AND ALL FIRST PEOPLES OF CANADA, WHOSE PRESENCE CONTINUES TO ENRICH OUR VIBRANT COMMUNITY.
FIRST UP ON CART WE HAVE DISCLOSURE OF PECUNIARY INTERESTS IN GENERAL NATURE OF ANY MEMBER HAVE A CANARY INTERESTS TODAY? [NOISE] SEEING NONE, THE SECOND PART HERE, WE HAVE A PRESENTATION REGARDING CITY'S HUMAN RESOURCES FRAMEWORK.
[2. A presentation regarding the City’s Human Resources Framework.]
I'M ASSUMING THAT MARIE WILL BE DELIVERING THIS.IT'LL BE ME, COUNCILOR PAYNE. THANK YOU.
OH, HI SHEILA. SORRY. YOU GO-AHEAD [INAUDIBLE] AWESOME. THANK YOU VERY MUCH FOR THIS.
REALLY APPRECIATE THIS, MR. CHAIR. THANKS VERY MUCH ALL COUNCIL MEMBERS WHO WERE AVAILABLE TODAY.
WE'RE REALLY THRILLED TO BE ABLE TO PROVIDE COUNCILOR MEMBERS TODAY WITH AN UPDATE ON THE NEW HUMAN RESOURCE FRAMEWORK THAT WE HAVE.
I'LL DIVE INTO THE PRESENTATION THEN.
MOVING TO THE SLIDE ON THE CITY'S TERMS OF EMPLOYMENT.
I JUST WANTED TO GIVE A SHOUT-OUT TO PAULA.
SHE'S STUCK WITH ME, AND I'M A LUDDITE, AND SHE RUNS ALL THE CONTROLS FOR PRESENTATION, SO THANK GOD FOR PAULA.
THE CITY'S TERMS OF EMPLOYMENT OVERALL, THERE ARE MANY THINGS THAT CONTRIBUTE TO OUR TERMS OF EMPLOYMENT.
CERTAINLY, LABOR LAW OVERALL WAS AN IMPORTANT PART OF IT.
THE COLLECTIVE AGREEMENTS THAT WE HAVE WITH EACH OF OUR BARGAINING UNITS.
THAT INCLUDES PSAC LOCAL X0345.
THAT INCLUDES OUR INTERNATIONAL ASSOCIATION OF FIREFIGHTERS LOCAL 28900.
IT INCLUDES AS WELL OUR, OH I SEE MY NOTES ARE UP THERE ON THE PAGE.
LOOK AT THAT. THAT'S WE'RE OKAY, PAULA, WE ACTUALLY CAN SKIP THE NOTES SECTION.
I THINK I MIGHT HAVE SOME INAPPROPRIATE THINGS IN THERE LATER ON.
[NOISE] WE ALSO HAVE OUR PSAC LOCAL FOR MED AS WELL.
THOSE ARE THE COLLECTIVE AGREEMENTS AND OF COURSE, COUNCIL HAS A ROLE IN SETTING THE BROAD TERMS FOR THOSE.
THERE'S ALSO OTHER THINGS THAT COUNCIL SETS, TYPICALLY THROUGH BYLAW OR BY APPROVING POLICIES.
OF COURSE, THERE ARE A NUMBER OF THINGS ON OUR CITY WEBSITE RIGHT NOW.
THERE ARE THROUGH BYLAW THERE ARE TERMS FOR MANAGEMENT AND EXCLUDED EMPLOYEES, BUT THERE ARE THE COUNCIL APPROVED BYLAWS FOR THINGS LIKE ETHICAL CONDUCT FOR CITY EMPLOYEES, AS WELL AS OUR CODE OF CONDUCT, THERE'S WHISTLEBLOWER POLICY, OUR RESPECTFUL WORKPLACE, AND ANTI-HARASSMENT POLICY.
TO NAME A FEW OF THE THINGS THAT REALLY GUIDE HOW IT IS THAT THE STAFF OF THE CITY OF YELLOWKNIFE UNDERTAKE THEIR WORK.
THESE THINGS APPLY TO ALL OF US, COLLECTIVE AGREEMENTS AS APPROPRIATE, OF COURSE.
BUT THEN THERE IS THE HR FRAMEWORK, AND THIS IS THE OPERATIONAL SET OF TOOLS AND DIRECTIVES THAT APPLY ACROSS THE BOARD TO ALL STAFF WITHIN OUR WORK CONTEXTS THAT HELP GUIDE US IN THE DAY-TO-DAY OPERATION OF HOW WE WORK AS A PUBLIC SERVICE AND HOW WE DELIVER THE SERVICES THAT WE DO.
WE ARE GOOD TO GO ONTO THE NEXT SLIDE.
JUST A LITTLE SIDEBAR ON CITY STAFF THEMSELVES.
COUNCILORS ARE QUITE FAMILIAR.
WE HAVE A LOT OF STAFF DOING A LOT OF REALLY DIFFERENT THINGS.
WHEN YOU LOOK AT THE TYPE OF WORK WE HAVE IN THE NATURE OF OUR WORKFORCE.
WE HIRE HIGH-SCHOOL STUDENTS FOR MANY EVENING AND WEEKEND FRONTLINE SERVICE DELIVERY POSITIONS, FOR EXAMPLE, AT THE POOL, THE FIELD HOUSE, THE LIBRARY, SOLID WASTE SITE.
WE HAVE MANY HEAVY STAFF THAT ARE DOING FRONTLINE SERVICE DELIVERY.
A LOT OF CONTACT WITH THE CITIZENS OF YELLOWKNIFE.
WE HAVE PEOPLE THAT ARE BEHIND THE SCENES DOING A LOT OF WORK, SO DIVERSITY OF FUNCTION IS GREAT.
WE HAVE THOSE HIGH-SCHOOL STUDENTS.
I'M ENORMOUSLY PROUD TO SAY THAT WE HAVE AN EMPLOYEE WHO'S BEEN WITH THE CITY FOR 51 YEARS.
HE STARTED WORKING FOR THE CITY IN 1970.
AGAIN, NOT JUST THE DIVERSITY OF WORK FUNCTIONS, BUT THE DIVERSITY OF STAFF THAT WE HAVE WORKING FOR THE CITY IS PRETTY IMPRESSIVE AS WELL.
RETENTION OBVIOUSLY WAS HIGHER DURING COVID BECAUSE OPPORTUNITIES TO MOVE ABOUT THE COUNTRY WERE A LITTLE LESS AND CERTAINLY PEOPLE WANTED TO HUNKER DOWN AND STAY SAFE AS MUCH AS THEY COULD.
AS THINGS ARE STARTING TO OPEN UP, WE'RE VERY AWARE THAT THERE MAY BE PRESSURE POINTS THAT PEOPLE FEEL.
THERE ARE A LOT OF OPPORTUNITIES THAT OPEN UP FOR STAFF AS WELL.
WE REALLY HOPE THAT THE GOOD TERMS OF EMPLOYMENT THAT WE HAVE AT THE CITY OF YELLOWKNIFE REALLY IS A GOOD RETENTION TOOL FOR US.
OF COURSE, LIVING IN YELLOWKNIFE DOESN'T GET BETTER THAN THAT, AS WE ALL KNOW.
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WE ALSO TAKE INTO ACCOUNT THINGS LIKE WE ENGAGEMENT SATISFACTION SURVEYS WITH OUR STAFF.THAT'S A REALLY IMPORTANT POINT FOR US TO BE ABLE TO LISTEN TO OUR STAFF, TO HEAR WHAT THEY HAVE TO SAY, AND TO BE RESPONSIVE ABOUT WORKING TO ADDRESS ANY ISSUES THAT ARE FLAGGED, AS WELL AS CELEBRATE THE POSITIVE THAT WE DO HERE FROM OURSELVES.
WHAT DOES THE HR FRAMEWORK? THIS INCLUDES OPERATIONAL EMPLOYMENT DIRECTIVES, PRINCIPLES, AND PRACTICES.
THESE ARE OPERATIONAL PROCEDURES THAT DRILL DOWN INTO THE DETAILS.
WE HAVE SOME DIRECTIVES THAT LAY OUT WHAT IT IS THAT WE DO WITHIN THE OPERATIONAL DETAIL COMING UNDER IT.
THESE APPLY ACROSS THE BOARD TO ALL STAFF.
EFFECTIVE JUNE 1ST, THEY CAME INTO EFFECT, AND THEY'VE REPLACED SOMETHING THAT WE'VE HAD AROUND FOR A LONG TIME.
WE'VE HAD THE HR POLICIES IN PLACE.
THESE WERE A CUMULATIVE SERIES OF GUIDELINES FOR STAFF, AND THEY INCLUDED SOME REALLY AWESOME HISTORICAL CURIOSITIES.
THERE WERE THINGS LIKE THE AIDS POLICY, DO YOU REMEMBER THAT? THERE WAS THE INFAMOUS DRESS CODE WHERE IT WAS VERY MUCH DICTATED THAT LADIES HAD TO WEAR NYLONS.
LOTS OF THINGS LIKE THAT THAT ARE IN OUR HISTORICAL PAST.
BUT WE REALLY NEEDED TO MODERNIZE THE HR FRAMEWORK FROM THOSE POLICIES THAT HAD BUILT UP OVER TIME.
COUNCIL MEMBERS WILL RECALL THAT YOU HAD GRACIOUSLY APPROVED $75,000 FOR THIS AN OPERATIONAL FUNDING IN BUDGET 2020.
WE HAVE PROCEEDED WITH USING AN EXTERNAL CONSULTANT TO COORDINATE A LOT OF THIS WORK.
I KNOW THE SMALL BUT MIGHTY HUMAN RESOURCE TEAM WITHIN THE CITY.
WE HAD HOPED THAT THEY WOULD BE ABLE TO DO THIS.
IT WAS ON THEIR TO-DO LIST FOR QUITE SOME TIME.
BUT YOU KNOW WHAT THE BROAD RANGE OF RESPONSIBILITIES, THE SCOPE OF RESPONSIBILITIES THEY HAVE.
THIS WORKS OUT ON THE CORNER OF THEIR DESKS, AND THEY JUST COULD NOT GET TO IT.
WE REALLY KNEW THE BEST WAY TO DO IT WAS TO HAVE AN EXTERNAL FACILITATOR HELP US GET THERE, DRAWING ON THE KNOWLEDGE BASE OF OUR HR EXPERTS, BUT ALSO BRINGING THE PERSPECTIVE OF BEST PRACTICES OF THINGS THAT ARE HAPPENING IN OTHER MUNICIPALITIES AND OTHER EMPLOYERS AROUND THE COUNTRY.
THANK YOU, PAULA. WE'RE GOOD TO GO TO THE NEXT SLIDE.
WHAT'S DIFFERENT AROUND THIS? WE'VE MODERNIZED OUR OVERALL HR FRAMEWORK.
THE FUNDAMENTAL DIFFERENCE FOR ME, IT'S REALLY A FOUNDATIONAL PIECE, IS THAT WE ARE GOING INTO THIS BASED ON THE ASSUMPTION THAT OUR EMPLOYEES ARE THE STRENGTH OF THE ORGANIZATION THAT EMPLOYS MAKE A DIFFERENCE IN THE LIVES OF YELLOWKNIFE RESIDENTS REGULARLY, EMPLOYEE CONTRIBUTIONS ARE HIGHLY VISIBLE.
FOR THAT REASON, IT'S VERY IMPORTANT FOR US TO MAKE SURE THAT UNDERSTANDING THAT OUR WORK IS VISIBLE.
WE ARE VISIBLE AS REPRESENTATIVES OF THE CITY AND TO ACT ACCORDINGLY.
WE ALSO KNOW THAT EMPLOYEES WILL THRIVE IN A WORK ENVIRONMENT THAT IS RESPECTFUL, THAT IS FREE OF DISCRIMINATION OF HARASSMENT OF ANY SORT.
THAT REALLY HELPS THEM TO BE THE MOST PRODUCTIVE THAT THEY CAN.
WE'VE TAKEN 60 OF THOSE POLICIES THAT WERE DEVELOPED OVER TIME AND HAD BEEN THE CUMULATIVE OPERATIONAL FRAMEWORK THAT THE CITY OPERATED WITHIN, WE STREAMLINED THEM INTO FIVE DIRECTIVES AND 21 PROCEDURES THAT ARE BASED ON THIS PHILOSOPHICAL FOUNDATION.
FIVE DIRECTIVES. THESE SET THE HIGH-LEVEL TONE OF WHAT IT IS THAT WE'RE SEEKING TO DO.
UNDERNEATH THEM THERE ARE DIFFERENT PROCEDURES THAT COME INTO EFFECT.
THE FIRST ONE, OF COURSE, SO WE'LL GO TO THE NEXT SLIDE, IS AROUND RECRUITMENT.
THE CITY REALLY WANTS TO BE A REPRESENTATIVE WORKFORCE.
THANKS, PAULA, FOR HEADING ON TO THE NEXT SLIDE.
BEING A REPRESENTATIVE WORKFORCE MEANS THAT WE REPRESENT THE DIVERSITY OF THE POPULATION THAT WE SERVE.
THERE'S A LOT OF ACADEMIC RESEARCH AROUND THAT REALLY VALIDATES THIS AS IT PROVIDES A REFLECTION OF THE POPULATION, AND IT ENSURES THAT THERE'S A REAL RICHNESS AND DIVERSITY OF PERSPECTIVE THAT GOES INTO PROGRAM DESIGN, POLICY DESIGN, THE WAY WE ORGANIZE OURSELVES, THE WAY WE DELIVER SERVICES.
IN ORDER TO DO THIS, WE ARE STARTING ON A PROCESS WHERE WE'RE LOOKING AT OUR HIRING PROCEDURE AND HOW WE RECRUIT PEOPLE TO COME TO WORK FOR THE CITY OF YELLOWKNIFE.
WHAT WE'RE DOING AND WHAT WE'RE IMPLEMENTING AS PART OF THIS IS WHEN PEOPLE APPLY FOR A JOB AT THE CITY, OUR JOBS ARE LISTED ONLINE AND THE PORTAL TO APPLY IS ALSO ONLINE.
PEOPLE CAN VOLUNTARILY CHECK A BOX THAT SAYS THAT THEY ARE A PERSON OF INDIGENOUS BACKGROUND.
THEY ARE A PERSON WHO IS A VISIBLE MINORITY, OR THEY ARE A PERSON WITH A DISABILITY.
IF PEOPLE OPT TO CHECK THAT BOX AND PEOPLE COME TO
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THE TABLE WITH THE CRITERIA THAT THEY NEED FOR THE JOB, THERE IS AN AUTOMATIC SCREENING AND THAT'S GOING TO HAPPEN.WE REALLY WANT TO MAKE SURE THAT WE'RE OPENING DOORS TO MAKE SURE THAT WE HAVE A REPRESENTATIVE WORKFORCE THAT REPRESENTS THE YELLOWKNIFERS AT LARGE.
THAT'S ONE OF THE BIGGEST CHANGES THAT WE'RE SEEING IN THIS HR FRAMEWORK.
WE ALSO WORK TO CONFIRM THAT THERE'S A UNIFORM EMPLOYEE ONBOARDING PROCESS, SO IT REFLECTS THE CORPORATE NATURE OVERALL AND THERE ARE THINGS THAT ARE DONE A WEEK BEFORE AN EMPLOYEE STARTS.
THERE ARE THINGS THAT ARE GOING ON THE FIRST DAY, THE FIRST WEEK, THE FIRST MONTH BECAUSE WE REALLY WANT TO SET A SOLID FOUNDATION AND EMPLOYEES COME TO US.
THEY GET A REALLY GOOD FOUNDATION, AND THEY START OFF ON THE RIGHT FOOT, UNDERSTANDING ALL THE THINGS THAT THEY NEED TO, AND THEY KNOW WHERE TO GO, AND THEY KNOW WHAT SUPPORTS ARE IN PLACE TO HELP THEM DO THE BEST JOB POSSIBLE.
WE ALSO HAVE IN HERE THINGS ON OUR CRIMINAL RECORD CHECK.
SORRY, I'M STILL ON THE FIRST SLIDE.
SLIDE NUMBER ONE, PAUL, MY APOLOGIES.
THIS IS A REALLY IMPORTANT ONE FOR US BECAUSE WE NEED TO MAKE SURE THAT THERE'S BOTH THE FLEXIBILITY FOR CANDIDATES.
JUST BECAUSE SOMEONE MAY HAVE A CRIMINAL RECORD 20 YEARS BACK, DOES NOT MEAN THAT THAT SHOULD BE SOMETHING THAT BLOCKS THEM FROM AN EMPLOYMENT OPPORTUNITY WITH THE CITY.
WELL, WE'VE GOT TO BE CAREFUL ABOUT THIS.
WE WANT TO MAKE SURE, FOR EXAMPLE, IF SOMEONE HAS A FRAUD CONVICTION, WE'RE PROBABLY NOT GOING TO HIRE THEM AS A FINANCE OFFICER.
BUT IF SOMEONE HAS A DUI 15 YEARS AGO, WE'RE GOING TO CONSIDER THAT PERSON FOR THE POSITION.
WE DO WANT TO LOOK AT THIS VERY CLOSELY.
BUT THE OTHER THING THAT'S REALLY IMPORTANT AS WELL, WE MUST DO VULNERABLE SECTOR CHECKS.
THAT'S VERY IMPORTANT BECAUSE WE HAVE A LOT OF STAFF THAT ARE WORKING WITH CHILDREN, THAT ARE WORKING WITH PEOPLE WHO ARE IN A VULNERABLE STATE, WHETHER IT'S AT THE POOL, THE LIBRARY, WE NEED TO MAKE SURE THAT THOSE SECTOR CHECKS ARE DONE AS REQUIRED FOR MANY OF OUR POSITIONS.
THAT LAYS OUT WHAT HAPPENS WHEN AND WHAT OUR DECISION-MAKING MATRIX LOOKS LIKE FOR WHEN WE DO A CRIMINAL RECORD CHECK AND FOR WHAT REASON.
WE'RE GOOD TO GO ONTO THE NEXT SLIDE THEN.
EMPLOYEE PERFORMANCE AND RECOGNITION IS REALLY IMPORTANT.
A KEY CHANGE THAT'S HAPPENING UNDER THIS DIRECTIVE IS AROUND HOW WE LOOK AT EMPLOYEE PERFORMANCE.
THE MANAGEMENT EXCLUDED STAFF ARE ALL ON A JANUARY TO DECEMBER CYCLE FOR MANAGING PERFORMANCE.
AT THE END OF DECEMBER, WE GO, "HEY, HOW DID EVERYTHING GO? LET'S TALK ABOUT PERFORMANCE." OTHER STAFF WHO ARE UNIONIZED ARE ON AN ANNIVERSARY OF HIRE DATE.
IF SOMEONE'S HIRED IN JULY THEIR ANNIVERSARY FOR THEIR PERFORMANCE OR REVIEW WILL BE THE NEXT JULY.
WE REALLY WANT TO MAKE SURE THAT THE PERFORMANCE EVALUATIONS WERE MODERNIZED.
WE HAD A FAIRLY LENGTHY FORM THAT WAS USED FOR ALL STAFF PREVIOUSLY, IT USED A NUMERICAL RATING SYSTEM WHERE FROM ZERO.
ZERO, I THINK YOU'RE JUST NOT DOING THE FUNCTION, ONE IS YOU'RE DOING IT VERY POORLY, TWO, YOU ARE UNDER-PERFORMING, THREE, YOU'RE DOING YOUR JOB, FOUR IS, YOU'RE PRETTY EXCEPTIONAL, FIVE, YOU SIT AT IT AT THE RIGHT HAND OF GOD.
A LOT OF MANAGERS INTERPRETED THESE NUMERICAL RATINGS DIFFERENTLY AND STAFF KNEW THIS.
WE KNOW IT'S A BEST PRACTICE AS WELL TO NOT INCLUDE NUMERICAL RATINGS.
WE'VE MOVED AWAY FROM THAT TO SOMETHING THAT'S A LOT MORE REALLY FOCUSED ON THE EMPLOYEE AND FOCUS ON MAKING THIS PROCESS AS USEFUL TO THE EMPLOYEE AND AS MANAGEABLE FOR MANAGEMENT AS POSSIBLE.
IT LOOKS AT SETTING OUT GOALS FOR THE UPCOMING YEAR.
IT'S A REFLECTION ON HOW THE GOALS THAT YOU HAD SET LAST YEAR, HOW DID YOU DO ON MEETING THOSE GOALS? THERE ARE NOTES ON PERFORMANCE OVERALL AND THAT'S A GREAT OPPORTUNITY FOR MANAGERS TO BE ABLE TO HIGHLIGHT, YOU DID THESE GREAT THINGS AND THAT'S AWESOME, AND WHERE THERE'S AREAS WHERE IT WOULD BE REALLY GREAT IF WE SPENT A LITTLE TIME IMPROVING ON X, Y, OR Z.
ULTIMATELY, THERE'S THE OPPORTUNITY FOR DEVELOPMENT GOALS FOR THE UPCOMING YEAR.
WHAT WOULD YOU LIKE TO DO? WE'LL GET INTO DEVELOPMENT THE NEXT DIRECTIVE.
BUT THAT'S REALLY LOOKING AT, IT'S JUST NOT SIMPLY A MATTER OF, "HEY, WE'RE GOING TO SEND YOU ON A CONFERENCE." FIRST OF ALL, WE CAN'T AFFORD TO DO THAT SO MUCH.
SECOND OF ALL, THAT'S NOT NECESSARILY THE BEST WAY TO DEVELOP PEOPLE SKILLSET.
WE REALLY WANT TO LOOK AT A VARIETY OF WAYS THAT REALLY SPEAK TO STAFF AND ENABLE THEM TO BE ABLE TO DEVELOP AND ENHANCE WHAT THEY DO AS PART OF THEIR GOALS FOR UPCOMING YEAR.
AS WELL WE LOOK AT ANOTHER PROCEDURE IN HERE IS AROUND EMPLOYEE RECOGNITION.
THIS IS A REALLY IMPORTANT ONE.
THERE ARE A LOT OF STAFF IN THE CITY THAT ARE DOING A LOT OF REALLY GREAT WORK AND SO WE REALLY WANT TO HAVE A CONTINUUM OF EMPLOYEE RECOGNITION, THAT INCLUDES A RANGE OF OPTIONS.
THAT CAN BE AN ABSOLUTE, SUPER INFORMAL ACKNOWLEDGMENT, THANKS FOR WHAT YOU DID, THAT WAS AWESOME.
UP TO THANK YOU AWARDS WHERE ANY EMPLOYEE, THE CITY CAN SAY, " HEY, I WANT TO THANK MY COLLEAGUE OVER HERE BECAUSE THEY DID SOMETHING REALLY SUPER." WE HAVE A STAR AWARD PROGRAM.
FORGIVE ME, WE USED TO CALL THEM STAR CARDS BUT IT'S STAR AWARD NOW,
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WHERE BASICALLY MANAGEMENT IS ABLE TO SAY SO-AND-SO DID A GREAT JOB AND YOU'RE GETTING SOME OF THOSE VERY EXCLUSIVE AND HIGHLY DESIRABLE PIECES OF CITY SWAG.THERE'S TEAM EXCELLENCE AWARDS.
THERE'S SIGNIFICANT ACHIEVEMENT AWARDS.
BUT WHAT WE KNOW IS IT'S VERY IMPORTANT TO BE VERY TRANSPARENT ABOUT WHAT THOSE AWARDS ARE AND HOW STAFF GET THEM.
WE WANT TO BE VERY CLEAR SO THERE ISN'T EVER A PERCEPTION OF, "I DON'T THINK I'VE EVER BEEN RECOGNIZED, WHY NOT?" THAT'S SOMETHING THAT THEY MIGHT TAKE REALLY SERIOUSLY AND I HOLD THE SENIOR LEADERSHIP TEAM ACCOUNTABLE FOR.
WE TALK ABOUT IT AT OUR DIRECTORS MEETINGS REGULARLY.
WHO'S REWARDED WHAT RECENTLY? WHAT STAFF RECOGNITION HAS HAPPENED? TELL ME ABOUT THE RECOGNITION THAT YOU'VE SEEN? BECAUSE IT'S A REALLY IMPORTANT PART OF THE WORK THAT WE DO.
JUST AS AN ASIDE, I GOT AN UPDATE THIS MORNING, AN EMAIL, ABOUT ONE OF OUR EMPLOYEES WHO WAS DRIVING A CITY TRUCK AND SAW SOMEONE, A RESIDENT [INAUDIBLE] WHO HAD DRIVEN OFF THE ROAD LAST WEEK, SOMETIME BY THE OLDER PORT ROAD IN FRANKLIN AVENUE AND CAM LAKE INTERSECTION.
THEY WENT OFF THE ROAD, THEY WERE IN THE TWO [INAUDIBLE].
OUR EMPLOYEE STOPPED, WENT OVER TO MAKE SURE THEY WERE OKAY, PUT THE LIGHTS ON THAT CHERRY CHOPS ON THE CITY TRUCK, WAS WORKING WITH THE PERSON TO HELP THEM TO MAKE SURE THAT THEY COULD GET THE VEHICLE OUT, THAT THEY WERE OKAY.
THAT WAS SEEN BY A NUMBER OF PEOPLE AND WE'RE REALLY PROUD OF THAT KIND OF THING.
WHEN A GUY LIKE GLENN WALSH DOES THAT FOR EVERYBODY, FOR RESIDENTS OF THE CITY, WE KNOW THAT THAT'S A GREAT EXAMPLE OF A CITY EMPLOYEE BEING AN AMBASSADOR AND WE REALLY WANT TO MAKE SURE THAT WE RECOGNIZE THAT BECAUSE THAT'S AN AWESOME THING TO DO.
ANOTHER PROCEDURE THAT WE HAVE IS, OF COURSE, OUR DEGREES OF DISCIPLINE PROCEDURES, WHICH REALLY OUTLINE IF THERE IS A POINT IN TIME WHERE THERE IS SOMEONE THAT WE'VE TAKEN CORRECTIVE.
THERE ARE PATHS TO BE ABLE TO TAKE CORRECTIVE ACTION WITH EMPLOYEES.
WE ALWAYS WANT TO START FROM THE POSITION THAT, IF SOMEONE HAS DONE SOMETHING THAT SEEMS REALLY LIKE, WAIT A MINUTE, WHAT WAS THAT? WE WANT TO INQUIRE WHAT'S GOING ON? TAKE STEPS TO BE VERY POSITIVE IN TERMS OF LET'S RECALIBRATE, GET THINGS BACK ON TRACK.
IF THAT EFFORT DOESN'T WORK THEN WE DO START TO LOOK AT WHAT'S BLOCKING YOU FROM DOING IT? ARE YOU NOT ABLE TO DO IT? ARE YOU DELIBERATELY NOT DOING IT? THERE IS A CONTINUUM OF STEPS TO BE FOLLOWED IF DISCIPLINE IS TO BE NEEDED OUT IN AN EMPLOYMENT SITUATION.
THOSE ARE THE THINGS THAT ARE INCLUDED UNDER EMPLOYEE PERFORMANCE AND RECOGNITION.
THE NEXT DIRECTIVE IS ON PROGRESSIVE WORKPLACE.
IT INCLUDES A NUMBER OF DIFFERENT PROCEDURES UNDER THERE.
HOW WE CLASSIFY OUR JOBS, THE DIFFERENT KINDS OF SUPPORT THAT WE PROVIDE TO EMPLOYEES THROUGH THE EFAP PROGRAM.
WE HAVE OUR OWN PROGRAM THAT WE BUY INTO AS A CITY AND OUR STAFF ALSO HAVE ACCESS TO AN EMPLOYEE ASSISTANCE PROGRAM UNDER OUR NORTHERN EMPLOYEE BENEFITS SYSTEM, WHICH IS WHERE OUR PENSION AND SOME OTHER BENEFITS ARE PROVIDED THROUGH.
THERE ARE TWO AVENUES THERE FOR OUR EMPLOYEES.
WE REALLY WANT TO FOCUS ON EMPLOYEE WELLNESS, AND THERE ARE A LOT OF COOL THINGS THAT SET THE CITY APART FROM OTHER EMPLOYERS.
FOR EXAMPLE, OUR REC ASSOCIATION, WHICH IS LEGISLATED BY COUNCIL, THERE IS A BYLAW THAT HIGHLIGHTS OUT WHAT THE REC ASSOCIATION DOES.
WE'RE SUPER-EXCITED NOW THAT WE SEE SOME OF THE LIMITATIONS ON OUTDOOR EVENTS BEING ALLEVIATED.
WE THINK THAT THE REC ASSOCIATION'S PROBABLY GOING TO BE GEARING UP TO HOST SOME THINGS AND WE REALLY LOOK FORWARD TO THAT.
WE KNOW OUR STAFF REALLY APPRECIATE THE DOGS IN THE WORKPLACE POLICY.
WE'VE GOT PARAMETERS AROUND THAT.
IT'S BEEN REALLY POPULAR AND WE REALLY LIKE SEEING DOGS, WELL-BEHAVED DOGS IN THE WORKPLACE, HENCE I DON'T BRING MY DOG.
OUR RETURN TO WORK PROCEDURES; IF SOMEONE HAS BEEN ILL OR OFF WORK, WE REALLY WANT TO MAKE SURE THAT WE CAN ACCOMMODATE THEM BECAUSE OFTEN COMING BACK INTO NORMAL LIFE, BACK TO WORK IS A BIG PART OF THE HEALING PROCESS.
WE REALLY WANT TO HAVE PROCEDURES LAID OUT, HOW WE BRING STUFF BACK AFTER INJURY OR ILLNESS IN A WAY THAT'S REALLY ACCOMMODATING.
WHAT IT IS THAT THEY WENT THROUGH AND WHERE THEY'RE AT IN THEIR HEALING JOURNEY, SO THEY CAN COME BACK TO WORK AND CONTINUE TO CONTRIBUTE MEANINGFULLY.
OUR WORKPLACE ACCOMMODATION IS VERY IMPORTANT BECAUSE OUR DUTY TO ACCOMMODATE IS LAID OUT IN THE HUMAN RIGHTS ACT.
THERE ARE A LOT OF LEGAL PARAMETERS THAT WE MUST UPHOLD, AND THAT WE WANT TO UPHOLD BECAUSE WE REALLY WANT TO RESPECT WHERE STAFF ARE COMING FROM VARIOUS PLACES.
SO WE DO WORK TO ACCOMMODATE PEOPLE IN THE WORKPLACE.
THEN THERE'S OUR ATTENDANCE PROCEDURE.
WE REALLY AFFIRM TO STAFF THAT, YOU ARE IMPORTANT, IF YOU DON'T SHOW UP, WE MISS YOU IN THE WORKPLACE BECAUSE YOU'RE DOING IMPORTANT STUFF.
IF THERE ARE ISSUES WITH ANY ABSENTEEISM OR ANY ISSUES WITH STAFF, WE'VE GOT A PROCESS IN PLACE THAT WE CAN WORK WITH THOSE STAFF TO HELP MAKE SURE THAT THEY'RE ABLE TO GET TO WORK AND BE ABLE TO PERFORM THEIR DUTIES IN A WAY THAT EVERYBODY CAN RELY ON.
OF COURSE, THIS SEEMS SO BIZARRE TO SAY RIGHT NOW.
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BUT [LAUGHTER] REMEMBER WHEN WE USED TO TRAVEL? REMEMBER THAT? ANYWAY, WE DO HAVE DUTY TRAVEL PROCEDURE FOR THOSE TIMES WHEN STAFF DO TRAVEL FOR WORK AND OF COURSE, WE UPDATED THAT AND MODERNIZED THAT AS WELL, FOR WHEN THAT TIME EVER COMES BACK.OUR FOURTH DIRECTIVE IS OUR LEARNING AND DEVELOPMENT DIRECTIVE.
AGAIN, WE REALLY ASPIRE TO BE A LEARNING ORGANIZATION THAT REALLY ENCOURAGES ONGOING LEARNING AND DEVELOPMENT BY OUR STAFF AND THERE'S A LOT OF THAT.
YOU'LL SEE OUR DISCUSSION SOMETIMES PEOPLE WILL SAY, "WHY SHOULD WE WASTE MONEY ON TRAINING PEOPLE? IF WE TRAIN THEM UP, THEY'RE JUST GOING TO LEAVE ANYWAY." YOU KNOW THAT IS A DEFINITE POSSIBILITY.
BUT THE ALTERNATIVE IS WE DON'T TRAIN PEOPLE AND THEY STAY AND THAT'S NOT GOOD.
WE REALLY WANT TO MAKE SURE THAT WE'RE INVESTING IN OUR STAFF.
THERE ARE SOME THINGS THAT WE REALLY RESPECT AND REALLY APPRECIATE THAT COUNCIL HAS SEEN THE IMPORTANCE, FOR EXAMPLE, OF SAFETY TRAINING AND OF SUPPORTING AND UPHOLDING SAFETY IN THE WORKPLACE.
YOU SUPPORTED US WITH A PERMANENT SECOND HR SAFETY OFFICER POSITION.
THAT'S ONE OF THE MANY AREAS OF TRAINING THAT WE DO THAT APPLY ACROSS THE BOARD FOR STAFF.
BUT THERE ARE OTHER THINGS AS WELL THAT ARE GOING TO BE VERY SPECIFIC AND UNIQUE TO SOME JOB FUNCTIONS, BUT THERE ARE GOING TO BE SOME AS WELL THAT ARE IMPORTANT FOR ENHANCING OUR ABILITY TO DO THINGS IN THE CITY AND THINGS THAT JUST MAKE US A GOOD EMPLOYER.
WE WILL CONTINUE TO LOOK AT THOSE.
AS I SAID, LEARNING AND DEVELOPMENT DOESN'T MEAN GETTING SENT ON A CONFERENCE, IT CAN MEAN A MYRIAD OF DIFFERENT THINGS, IT CAN BE TAKING ON A SPECIAL ASSIGNMENT, IT CAN MEAN A MENTORSHIP, IT CAN MEAN WORKING ON A FILE THAT YOU MAY NOT NORMALLY WORK ON.
IT MAY MEAN SUPPORTED LEARNING OUTSIDE OF THE ORGANIZATION.
IT MAY MEAN THE TRAINING TO DO THE JOB THAT MEETS THE SERVICE LEVELS THAT WE'VE SET OUT.
THERE ARE A LOT OF DIFFERENT WAYS THAT THIS PLAYS AND CERTAINLY THE DIRECTIVES IN THIS WILL OUTLINE WHAT THE PARAMETERS ARE AND HOW STAFF GO ABOUT ACCESSING TRAINING WHEN THEY WANT TO.
AGAIN, THESE ARE TIED BACK TO PERFORMANCE EVALUATIONS AND LAYING OUT GOALS FOR DEVELOPMENT THAT COME IN THE FUTURE.
[NOISE] THEN THE LAST ONE IS ON EMPLOYEE CONDUCT.
WE KNOW THAT BECAUSE OUR WHOLE HR FRAMEWORK IS PREMISED ON THE BELIEF THAT CITY EMPLOYEES ARE AMBASSADORS AND WILL PERFORM PROFESSIONALLY AND ETHICALLY.
WE HAVE A NUMBER OF THINGS THAT ARE IN PLACE THAT OPERATIONALIZE THE PROCESS FOR A NUMBER OF THOSE BROAD POLICIES THAT LAYOUT THE VALUES THAT COUNCIL HAS SET THAT WE UPHOLD VERY MUCH.
WE'VE GOT PROCEDURES FOR THE CODE OF CONDUCT.
IF SOMEONE IS FOUND TO BE IN VIOLATION OF THAT, WHAT DO WE DO? THE SAME THING FOR A RESPECTFUL WORKPLACE AND ANTI-HARASSMENT.
WHAT DO WE DO IF A COMPLAINT COMES IN? HOW WE INVESTIGATE COMPLAINTS.
WHAT WE DO WHEN A WHISTLEBLOWER COMPLAINT COMES IN.
OUR WORKPLACE CONDUCT PROCEDURE, OF COURSE, REALLY GETS AT SOME OF THE VERY OPERATIONAL THINGS.
WHAT'S THE APPROPRIATE CLOTHING AND PPE FOR PEOPLE WHO WORK? DO YOU NEED STEEL-TOED BOOTS OR NOT? THE USE OF INTERNET AND EMAIL AT WORK, HOW THAT GETS USED.
HOW YOU USE A CITY EMAIL ADDRESS, SMOKING AND VAPING AT WORK, OF COURSE, VERY IMPORTANT AS WELL, HOW WE SUPPORT PEOPLE IN DOING THAT ALTHOUGH THEY SHOULD ALL QUIT.
THEN OF COURSE IMPAIRMENTS IN THE WORKPLACE, REALLY IMPORTANT ONE AS WELL.
WE WEREN'T SURE WHERE THIS WAS GOING TO GO WITH THE LEGALIZATION OF CANNABIS.
NO ISSUES, BUT IT'S VERY IMPORTANT FOR US TO LAY THIS OUT FOR STAFF, OF COURSE.
THEN OF COURSE, ONCE YOU'RE IN A CITY VEHICLE, WE HAVE TO MAKE SURE THAT PEOPLE KNOW WHAT THE RULES ARE FOR WHEN YOU TAKE A CITY VEHICLE AS PART OF YOUR JOB, YOU'RE DOING THINGS WE DON'T EXPECT YOU TO BE BURNING DONUTS OR FLICKING CIGARETTE BUTTS OUT OF YOUR WINDOW.
[LAUGHTER] IT'S A WORKPLACE THAT [INAUDIBLE] , SO SMOKING CANNOT HAPPEN IN THERE.
BUT THERE'S A LOT OF GENERALITIES AROUND THAT AND THINGS THAT PEOPLE REALLY NEED TO KNOW, TO KNOW WHAT THE PARAMETERS ARE FOR USING THE CITY EQUIPMENT LIKE THOSE VEHICLES AND OTHER EQUIPMENT.
OUR NEXT STEPS AROUND THIS, WE HAVE IMPLEMENTED THIS ACROSS THE ORGANIZATION AS OF JUNE 1ST.
OF COURSE, WE WILL SEE THAT THERE'LL BE SOME LITTLE TWEAKS HERE AND THERE THAT WE NEED TO USE AS WE IMPLEMENT, OPERATIONALIZE THIS.
WE'LL CONTINUE TO REFINE IT AS NEEDED.
BUT OVERALL, WE REALLY SEE THAT THIS IS INTENDED TO PROVIDE CLARITY AND FRAMEWORKS FOR OUR STAFF.
NOW WE CAN MAKE SURE THAT WE'VE GOT TERMS OF EMPLOYMENT THAT ARE REALLY ATTRACTIVE AND THAT HELP US REALLY RECRUIT STAFF WHO REALLY WANT TO COME TO WORK FOR THIS CITY.
AGAIN, I CAN'T SAY IT ENOUGH, WE GET LOTS OF PEOPLE THAT ARE REALLY THRILLED ABOUT THE DOGS IN THE WORKPLACE PARAMETERS THAT WE HAVE.
WE KNOW THAT OUR PAY IS COMPETITIVE.
LITTLE LESS THAN SOME EMPLOYERS IN THE NWT, MORE THAN OTHERS.
OUR BENEFITS PACKAGE IS QUITE ATTRACTIVE.
WE KNOW THAT HAVING AN ACTIVE RECREATION ASSOCIATION MAKES A BIG DIFFERENCE AND THEY PLAN OUT SOME REALLY COOL EVENTS FROM COVID COMPLIANT THINGS LIKE BIRD COUNTS AND DOG SLEDDING,
[00:25:06]
TO SOME OF THE THINGS THAT THEY'VE BEEN KNOWN FOR IN THE PAST LIKE HORSESHOE TOURNAMENTS AND GOLF TOURNAMENTS.WE KNOW THAT OUR STAFF REALLY GAIN A LOT OF VALUE AND FEEL A LOT OF PRIDE IN BEING ABLE TO MAKE A DIFFERENCE FOR YELLOWKNIFERS.
THAT'S SOMETHING THAT WE REALLY WANT TO MAKE SURE THAT PEOPLE ARE AWARE.
YOU COME TO WORK FOR THE CITY, YOU'RE VISIBLE, AND WHAT YOU DO CAN REALLY HAVE AN IMMEDIATE IMPACT ON THE COMMUNITY THAT WE ALL LOVE SO MUCH.
AGAIN, THERE IS A BIG ONGOING FOCUS ON SAFETY ACROSS ALL WORKPLACES, WE'RE REALLY LOOKING AT THIS AS WE LOOK AT THE REOPENING PLANS AND WHAT WE CAN START TO DO TO GET BACK TO NORMAL.
SAFETY IS GOING TO CONTINUE TO BE REALLY IMPORTANT FOR US.
WE'VE PUT A COVID LENS ON THIS, BUT WE ALSO PUT THE LENS ON THIS, THAT SAFETY, AND WORKPLACE SAFE OPERATIONS, AND GUIDELINES ARE THINGS THAT ARE SUPER IMPORTANT FOR US, FOR SAFETY OF OUR STAFF AND SAFETY OF THE PUBLIC AS WELL.
WE'RE VERY PROUD OF THIS HR FRAMEWORK.
IT TOOK A LOT OF WORK TO GET TO THIS POINT.
WE'VE BEEN GOING THROUGH IT A FEW TIMES WITH THE HR TEAM, WITH SENIOR LEADERSHIP, WITH OUR MANAGEMENT TEAM, AS WELL AS SHARING IT WITH ALL EMPLOYEES.
WE'RE REALLY LOOKING FORWARD TO THIS BEING ABLE TO ROLL OUT IN A REALLY PRODUCTIVE WAY.
THANK YOU VERY MUCH, MR. CHAIR. HAPPY TO TAKE ANY QUESTIONS.
>> THANK YOU VERY MUCH, SHEILA.
THAT WAS A FANTASTIC PRESENTATION.
FIRST UP FOR QUESTIONS, WE HAVE COUNSELOR [INAUDIBLE].
>> THANKS, CAN WE GET THE FIRST SLIDE BROUGHT BACK UP, PLEASE?
>> ON THE RECRUITMENT DIRECTIVE, IS THAT THE ONE?
>> I'VE GOT TO SAY EVERY TIME I HEAR WE'RE ALREADY HIRING.
WHAT DOES THAT MEAN? I ALWAYS WANT TO HIRE THE BEST.
WHEN I HEAR THINGS LIKE, IT SOUNDED TO ME LIKE SOMETIMES WE'RE NOT GOING TO GO FOR THE BEST, WE'RE GOING TO GO FOR MINORITIES.
I DON'T KNOW WHAT THE CITY LOOKS LIKE IN TERMS OF GENDER.
MAYBE OUR PRIORITY IS GOING TO BE TO GET OUR WORKFORCE IN BALANCE BASED ON GENDER, BASED ON ALL SORTS OF THINGS.
I THINK THAT THE GNWT HAD THAT PRIORITY AND I DON'T THINK IT WORKED, FRANKLY.
WHEN PEOPLE ARE SELF-IDENTIFYING, WHAT DOES THAT MEAN?
>> WELL, THANK YOU. I [LAUGHTER] THOUGHT THAT WAS A RHETORICAL QUESTION.
THANK YOU VERY MUCH [INAUDIBLE] YOU'RE ABSOLUTELY RIGHT.
THIS IS NEW TERRITORY FOR US TO GET INTO.
BUT ONE OF THE THINGS THAT WE WANT TO DO, AND AGAIN, JUST TO STIPULATE WHAT WE'RE DOING WITH THIS IS, IF WE HAVE A JOB FOR A CITY PLANNER.
IF WE ARE ADVERTISING, WE ARE TRYING TO HIRE A PLANNER AND WE HAVE THAT ADVERTISED AND PEOPLE ARE APPLYING FOR THAT POSITION, PEOPLE WILL HAVE THE OPTION TO SAY, YES, I AM A VISIBLE MINORITY, YES, I'M AN INDIGENOUS PERSON OR, YES, I'M A PERSON WITH A DISABILITY.
IF THEY HAVE THEIR PLANNING DESIGNATION, AND THEY TICK THAT BOX, THAT MEANS THAT THEY ARE GOING TO BE AUTOMATICALLY SCREENED IN.
IF WE HAVE A 100 APPLICANTS FOR A PLANNING POSITION, AND IF 30 OF THOSE PEOPLE HAVE THE CIP DESIGNATION AND TICK THE BOX.
WE'RE THEN GOING TO PRIORITIZE BASED ON WHO'S LOCAL.
THAT'S GOING TO BE A VERY IMPORTANT ONE FOR US.
WE KNOW THAT OFTEN WE ARE WORKING TO ENSURE THAT PEOPLE WHO COME TO WORK FROM THE CITY, FROM ELSEWHERE REALLY UNDERSTAND HOW UNIQUE AND WONDERFUL OUR CITY IS.
SOMETIMES PEOPLE DO, SOMETIMES PEOPLE DON'T.
WE WILL TAKE THAT LENS ON IT AS WELL.
BUT WE'RE USING THIS AS SCREENING CRITERIA TO MAKE SURE THAT WE BRING DIVERSITY AND A REPRESENTATIVE WORKFORCE INTO THE CITY OF YELLOW.
>> I THINK THAT'S A LONG SLOW DOWNHILL RACE TO NOT THE BEST.
I WOULD RATHER THAT WE ASKED PEOPLE TO SUBMIT A RESUME' WITHOUT A NAME, WITHOUT A GENDER, WITHOUT ANYTHING OTHER THAN THEIR CREDENTIALS AND THEIR EXPERIENCE AND THEN WE PICK THE ABSOLUTE BEST REGARDLESS OF ALL THAT OTHER INFORMATION.
BECAUSE THEN I THINK THAT WE HAVE BETTER PEOPLE, BUT I THINK WHEN WE START BASING IT ON THIS, THAT WE DILUTE THE BEST.
THESE ARE IMPORTANT THINGS, ABSOLUTELY.
BUT ESPECIALLY WHEN WE'RE TALKING ABOUT SOMETHING LIKE PLANNERS,
[00:30:05]
WE WANT THE BEST PLANNER.WHEN WE TALK ABOUT SOME OTHER AREAS THAT PERHAPS DON'T REQUIRE THE SAME SKILL SET, SUMMER STUDENTS FOR SURE THROW THIS LENS ON THE SUMMER STUDENTS BECAUSE I THINK WE CAN TEACH ANYBODY TO WATER FLOWERS OR WHATEVER.
BUT WHEN WE START TALKING ABOUT THE VERY SKILLED PEOPLE THAT WE REQUIRE AS A CITY, FOR ME PERSONALLY, THE ONLY CRITERIA THAT WE SHOULD HAVE IS WE WANT THE BEST.
ALL THESE OTHER THINGS SHOULD BE SECONDARY IN MY OPINION.
THAT'S MY TWO CENTS WORTH ON IT.
THE OTHER THING THAT I DIDN'T REALLY SEE ENOUGH THING HERE IN MY OPINION, IS I DON'T THINK WE HAVE SOMEBODY 51 YEARS OR WHATEVER.
I REALLY HOPE THAT WHEREVER THEY CAME IN AND WHEREVER THEY ARE NOW, THEY HAVE HAD THE OPPORTUNITY TO HAVE TO RECEIVE PROPER TRAINING AND TO MOVE UP INTO POSITION, NOT BEYOND THEIR ABILITY, BUT AT THE TOP OF THEIR ABILITY.
BECAUSE I DO SEE THAT IN GOVERNMENTS AS WELL AND I WILL SAY THE CITY WHERE SOMETIMES WE PROMOTE PEOPLE TO WHAT I FEEL IS BEYOND THEIR ABILITY.
NOW THAT'S MY PERSONAL OPINION BASED ON SITTING AS A COUNCILOR, HIRING OF COURSE, AND ALL THAT STUFF THAT'S ALL ON SHEILA.
BUT YOU'RE PRESENTING THIS TO US SO WE GET THE OPPORTUNITY TO GIVE YOU OUR TWO CENTS WORTH.
RESPECTFULLY DISAGREE WITH THAT PRIORITY OF HIRING TYPE STUFF.
I GET IT, THAT IT'S COOL AND IT'S THE IN THING TO DO AND ALL THAT BUT WE WANT THE BEST, PERIOD.
ALL THE OTHER STUFF IS IMMATERIAL TO ME.
>> THANK YOU VERY MUCH AND SUPER APPRECIATE YOUR COMMENTS COUNCILOR KONGE.
CAN I ASK YOU, HELP ME UNDERSTAND WHAT YOU MEAN BY THE BEST?
>> I JUST GOT TO SEE WHO'S ALL IN ON THIS MEETING.
>> THANK YOU. THE BEST IS MANY DIFFERENT THINGS.
FOR SURE IF YOU MADE A COMMENT THAT IF WE CAN HIRE LOCALLY, THAT'S GOING TO BE BETTER FOR THE ORGANIZATION. I AGREE WITH THAT.
PEOPLE WHO ARE ALREADY IN YELLOWKNIFE, WHO KNOW YELLOWKNIFE WHO PERHAPS HAVE KIDS IN OUR SYSTEM THEY'RE GOING TO STAY HERE LONGER THAN IF WE BRING UP SOMEBODY WHO'S FRESH OUT OF SCHOOL FROM SOMEWHERE ELSE.
THAT IS SOMETHING THAT IS BEST.
BUT WHEN YOU TALK ABOUT PRIOR TO HIRING, I JUST THINK THAT PEOPLE'S CREDENTIALS ARE WATERED DOWN BASED ON THINGS.
I MEAN THEY'RE IMPORTANT. PEOPLE'S RELIGION IS IMPORTANT.
PEOPLE'S RACE IS IMPORTANT, PEOPLE'S GENDER IS IMPORTANT, BUT ARE THOSE REALLY THE MOST IMPORTANT THINGS WHEN YOU'RE HIRING FOR A POSITION? I BELIEVE THAT THOSE ARE SECONDARY.
ALL TAKE WHEN WE RAN LIKE I CAUGHT A LOT OF FLACK FOR SUPPORTING MAYOR ALTY BECAUSE SHE'S A WOMAN. HOW CAN YOU SUPPORT A WOMAN? WELL, I FIRMLY BELIEVED THAT SHE WAS THE BEST PERSON FOR THE JOB, AND THAT'S WHY I SUPPORTED HER RUN AS MAYOR.
THAT WAS REALLY NOT IMPORTANT TO ME.
HER ABILITY TO DO THE JOB WAS WHAT WAS MOST IMPORTANT.
I THINK THAT SHOULD BE THE FOCUS WHEN WE'RE TRYING TO HIRE PEOPLE AND TRYING TO ELECT PEOPLE BECAUSE I'M USING THAT EXAMPLE.
BUT THAT FOR ME IS HOW YOU GET THE BEST PERSON.
THESE OTHER THINGS ARE IMPORTANT FOR SURE BUT FOR ME THEY'RE SECONDARY.
>> BASSI-KELLETT DO YOU HAVE ANYTHING TO ADD?
>> THANK YOU VERY MUCH MR. CHAIR. I REALLY APPRECIATE THIS.
I THINK IT'S REALLY IMPORTANT TO UNPACK THIS.
I THINK TO MYSELF AROUND THE BEST.
BECAUSE I THINK THERE'S A DEGREE OF SUBJECTIVITY TO THAT ABOUT WHAT PEOPLE BRING TO A JOB.
BECAUSE THERE CAN BE PEOPLE THAT ARE REALLY, REALLY GOOD AT WHAT THEY DO.
YOU MIGHT HAVE AN ENGINEER THAT'S REALLY GOOD AT WHAT THEY DO, BUT THEY MAY NOT MANAGE PEOPLE WELL, AND THAT'S A BIG PART OF WHAT THEY DO.
LOOKING AT THE PACKAGE, I THINK TO MYSELF, I GRADUATED FROM QUEEN'S UNIVERSITY FOR MY UNDERGRAD, I WOULD LOOK AT PLANNERS THAT CAME OUT OF QUEENS AND THINK THEY'RE THE BEST.
I'M ONLY GOING TO HIRE THOSE PLANNERS THAT TOOK THE URBAN PLANNING AT QUEENS.
WELL THEN IF WE HIRED ONLY THOSE PEOPLE, WE WOULDN'T HAVE THAT DIVERSITY OF PERSPECTIVE THAT WE NEED TO BRING FORWARD AND SO IT'S REALLY,
[00:35:02]
WHAT I FUNDAMENTALLY BELIEVE IS IMPORTANT IS THE DIVERSITY OF PERSPECTIVE IN ANY GIVEN AREA THAT MAKES SURE THAT WE LOOK AT THINGS THROUGH A LENS THAT'S GOING TO REPRESENT THE COMMUNITY OVERALL AND MAKE SURE THAT WE HAVE DIFFERENT PERSPECTIVES THAT WILL CONTRIBUTE TO A PROGRAM DESIGN, A POLICY DESIGN AN ACTION THAT THE CITY IS TAKING AND THAT WE DON'T END UP JUST LOOKING AT IT THROUGH ONE LENS.I KNOW THAT WASN'T WHERE COUNCILOR KONGE WAS GOING, BUT THERE CAN BE TIMES THAT HAVING THAT DIFFERENCE AND HAVING PEOPLE IN AN ORGANIZATION THAT LOOK LIKE THE CLIENTS THAT WE REPRESENT YELLOWKNIFERS OVERALL WHO ARE A PRETTY DIVERSE BUNCH CAN BE A REALLY GOOD THING FOR US TO DO.
I UNDERSTAND THAT THERE'S LOTS OF NUANCES TO IT AND IT ISN'T JUST WE'RE GOING TO THROW OUT ALL OF THESE RESUMES OF PEOPLE THAT HAD THIS BUT WE ARE JUST GOING TO MAKE SURE THAT WE ARE GIVING PEOPLE WHO ARE TRADITIONALLY PERHAPS NOT HAD AS MUCH OF AN OPPORTUNITY TO BE ABLE TO ENTER INTO OR HAVE BEEN ATTRACTED TO POSITIONS OF THE CITY.
WE REALLY WANT TO GET THEM HERE BECAUSE WE THINK THEIR VOICE IS AN IMPORTANT CONTRIBUTION.
>> THANK YOU. NIELS, YOU HAVE A COMMENT?
>> YEAH. IF THAT'S WHAT WE'RE SHOOTING FOR, I CAN GET BEHIND THAT.
BECAUSE WE DO NEED TO REPRESENT OUR COMMUNITY, BUT I THINK THAT'S ALSO WHERE WE COULD DO BETTER IN TRAINING BECAUSE I'M A FIRM BELIEVER IN TRAINING.
I TRAIN LOTS OF KIDS WHO REALLY DIDN'T KNOW HOW TO WORK BEFORE THEY CAME HERE AND NOW THEY'RE RUNNING MULTI-MILLION DOLLAR JOB AND STUFF LIKE THAT.
THAT'S A TRAINING PROCESS TO GET PEOPLE TO WHERE THEY NEED TO BE THAT REPRESENTS EVERYBODY.
I DON'T WANT TO HAVE A POLICY THAT IS GOING TO MAKE IT SO THAT WE ARE HIRING LESS THAN THE BEST AND THE BEST LIKE YOU SAID, CAN BE LOTS OF THINGS.
YOU TAKE THE ENGINEER WHO CAN'T MANAGE, WELL, THEY'RE NOT THE BEST IF WE'RE LOOKING FOR AN ENGINEER WHO CAN MANAGE.
BUT THOSE OTHER THINGS THAT WE'RE GIVING THEM TO SELF IDENTIFY, THOSE DON'T NECESSARILY MEAN THEY CAN MANAGE ANY BETTER OR ANY WORSE THAN SOMEBODY ELSE EITHER.
NOW IT SEEMS LIKE IF THEY CHECK ONE OF THOSE BOXES OFF THEY NARROW NOW, THEY HAVE A BETTER CHANCE OF GETTING THE JOB OVER SOMEBODY WHO PERHAPS HAS THE EXPERIENCE DOING THIS, EVEN THOUGH THEY'RE BOTH ENGINEERS AND THAT IS THE PART THAT I WORRY ABOUT.
THAT MEANS THAT BECAUSE THEY CHECK THE CERTAIN BOX, THEY HAVE MORE OF AN OPPORTUNITY THAN SOMEBODY ELSE WHO COULD HAVE MORE EXPERIENCE DOING THE JOB AND THAT'S WHAT I DON'T WANT TO SEE.
>> THANK YOU. ANYTHING ELSE OR CAN WE MOVE ON? MAYOR ALTY.
>> THANK YOU. I JUST WANTED, SOMETHING PROMPTS PROVIDE A BIT OF CLARITY OR GET A CONFIRMATION.
IT'S JUST ABOUT ENSURING THAT WE'RE SCREENING CANDIDATES IN, SO IT'S EVERYBODY GETS THE OPPORTUNITY TO HAVE AN INTERVIEW, BUT IT IS THE BEST CANDIDATE WHO'S INTERVIEWED, WHO'S SELECTED.
IS THAT CORRECT MISS BASSI-KELLETT?
>> THANK YOU VERY MUCH, YOUR WORSHIP.
YEAH IT'S SCREENING PEOPLE IN WHO IDENTIFY SO THAT WE CAN CONTINUE TO BUILD A DIVERSIFIED WORKFORCE. YES.
>> YEAH AND ONE OF MY PREVIOUS EMPLOYERS, THE GOAL WAS TO INCREASE THE NUMBER OF WOMEN, AND THIS IS A KEY STEP IS TO ENSURE THAT THEY'RE GETTING SCREENED TO GET INTERVIEWED.
BECAUSE THERE IS THE CONFIRMATION BIAS OF PEOPLE SEE RESUMES AND END UP HIRING PEOPLE WHO LOOK OR SOUND LIKE THEM.
THIS IS THE ONE WAY TO OVERCOME THAT AND HAPPY TO CIRCULATE THE RESEARCH AROUND THIS.
I SAW IT FIRSTHAND, THERE WAS A JOB THAT WENT OUT FOR COMPETITION.
HIRING MANAGER WAS A MAN, HE STILL HAS SAID WELL NO, SORRY HE COULDN'T FIND ANY QUALIFIED FEMALES AND HE WAS LIKE, OKAY, WELL, WE'RE GOING TO GO BACK OUT TO COMPETITION THEN, AND HE SAID OKAY.
LOOKED AT THE RESUMES AGAIN AND SCREENS TO WOMEN AND TO GET INTERVIEWED, THEY ENDED UP COMING IN SECOND AND THIRD.
THEY DIDN'T GET THE JOB, BUT OUT OF THE FIVE, SIX CANDIDATES, ORIGINALLY HE THOUGHT THOSE WOMEN THAT CAME SECOND AND THIRD, SHOULDN'T HAVE EVEN BEEN IN THE PROCESS.
IT'S JUST BECAUSE WHEN WE LOOK AT RESUMES, WE CAN GET THAT CONFIRMATION BIAS, SO GETTING THE INTERVIEW IS THE FIRST STEP OFF.
[00:40:01]
FIRST STEP IS GETTING PEOPLE TO APPLY AT THE CITY, TO ENCOURAGE DIVERSITY.SECOND STEP IS GETTING PEOPLE TO THE INTERVIEW PROCESS AND THEN THE TRAINING, AND FOR THOSE THAT GET THEIR JOB, TO THAT MAKE SURE THAT THERE'S THE PROGRESSION AS WELL.
I DO THINK IT'S A GOOD FIRST STEP AND AGAIN, LOTS OF RESEARCH ON THIS, BUT THIS IS ONE WAY TO DO THAT, AND I THINK THERE IS A LOT OF FOLKS THAT JUST THINK LAW MEANS THAT IF YOU DON'T MEET ONE OF THESE MINORITY GROUPS THAT YOU'RE NOT GOING TO GET AN INTERVIEW AND THAT'S NOT THE CASE.
YOU STILL, IF YOU'VE GOT THE QUALIFICATIONS, CAN GET AN INTERVIEW, AND THEN IT'S EVERYBODY.
JUST WANTED TO PRIDE A BIT MORE EXPERIENCE THAT I'VE HAD WITH THAT TYPE OF POLICY AND HOW IT'S WORKED IN PRACTICE.
THANKS AGAIN FOR THE UPDATE AND THE STAFF ROLLING OUT ALL THESE NEW DIRECTIVES.
WE DEFINITELY HAD SOME ARCHAIC ONES.
I'M NOT ONE FOR WEARING DIALOGUES WITH MY DRESSES, SO APPRECIATE THAT.
TO BE CLEAR TO THE PUBLIC, WE DIDN'T DISCIPLINE ON THAT FOR YEARS.
THESE ARE JUST ARCHAIC POLICIES THAT SHOULD HAVE BEEN SCRAPPED FROM THE BOOKS YEARS AGO.
>> I'M HAPPY THAT I CAN'T WEAR NYLON SUIT COUNSEL, SO THAT'S A NEW STEP FORWARD.
WHAT WE'RE TALKING ABOUT TODAY IS MAKING SURE THAT EVERYBODY HAS THE SAME STARTING LINE IN THE RACE, THAT NOBODY IS GOING TO BE HELD BACK, NOBODY'S GOING TO BE PUSHED AHEAD.
EVERYBODY STARTS AT A GOOD PLACE AND EVERYBODY HAS AN EQUAL OPPORTUNITY TO SHOW WHAT THEY'RE MADE OF AND EARN THAT JOB ON THEIR OWN INSTEAD OF BEING ISOLATED OR NOT HAVE BEEN GIVEN THAT OPPORTUNITY.
[LAUGHTER] YOU AND YOUR NYLONS.
[LAUGHTER] I JUST WANTED TO SPEAK TO THAT POINT THAT COUNSELOR WITH POYME HAD MADE.
I'M [INAUDIBLE] WITH THIS ONE MYSELF, I'M NOT WITH THE AGREEMENT AND I'M NOT OPPOSED TO IT.
MY THING WITH THIS IS, I MEAN, THE GENE DBT HAS THAT WHOLE P1 CHEERING OF HIRING PEOPLE, WHICH HAS REALLY BECOME WATERED DOWN THROUGHOUT THE YEARS.
MYSELF HAVING EXPERIENCED YOU TAKE THAT BOX THAT YOU'RE INDIGENOUS DOESN'T MEAN YOU'RE GOING TO GET AN INTERVIEW.
IT MEANS YOU'RE GOING TO BE EXCLUDED.
THAT'S WHAT I'VE EXPERIENCED ON THIS POINT.
I MEAN, FOR ME WHEN I FIRST SAW THIS WHERE IT SAYS YOU'VE GOT TO DICTATE WHICH MINORITY YOU ARE TO ACCESS, IT'S A HINDRANCE IN THE EMPLOYMENT PROGRAM BECAUSE I DON'T WANT ANYBODY TO FACTOR IN THAT I'M INDIGENOUS.
THIS SHOULD MEAN THAT I SHOULD OR SHOULD NOT GET A WORK FOR POSITION.
I WANT MY CRITERIA, MY BACKGROUND, MY WORK ETHIC TO SPEAK FOR ME, NOT MY RE-GENDER, NOT MY ETHNICITY.
BUT I MEAN, IF YOU'RE LOOKING FOR DIVERSITY AND WE'RE ACTUALLY GOING TO ACTIVELY SEEK OUT A DIVERSE STAFFING AND EMPLOYMENT, THEN I'M ALL FOR IT, AND FOR ME DEFINITELY IS HIRING LOCAL.
WE HAVE A GREAT COMMUNITY, WE'VE GOT MANY PEOPLE THAT ARE SKILLED IN MANY SKILL SETS, AND IT'S THE MATTER OF GIVING THEM THE OPPORTUNITY TO SHOW US THAT THEY ARE BEST.
MANY TIMES, PEOPLE DON'T GET HIRED BECAUSE OF ONE WAY OR ANOTHER FOR JUST LIKE SHEILA SAID THE ZONES, SO 15 YEARS AGO HAD A DY AND WE DON'T WANT THEM BECAUSE THIS HAPPENED AGES AGO.
I MEAN, WE DON'T WANT THAT KIND OF DISCRIMINATION TO COME FORWARD.
YOU OFTENTIMES FIND PEOPLE WILL SURPRISE YOU.
I REALLY WANT TO SEE YOU LOCALS, DEFINITELY LOCALS BEING HIRED FOR THESE POSITIONS.
GOING BACK TO WHAT I WAS SAYING TO FIND BALANCE, TRYING TO WORK THIS [INAUDIBLE] HAD ALL THE GOOD INTENTIONS BUT THAT THE P1 STEPPING STONE TO EMPLOYMENT, BUT IT GOT WATERED DOWN AND I WOULD HATE TO SEE THAT WITH THE CITY.
>> THANK YOU STACIE. DO WE HAVE ANY MORE QUESTIONS OR COMMENTS? WE'RE NOT.
>> IF YOU WILL. I WAS ACTUALLY
[00:45:02]
DEBATING IF I WOULD AIR THESE COMMENTS THAT I HAVE.I HOPE THAT THE PUBLIC WILL NOT MISUNDERSTAND ME.
I JUST WANT TO MAKE SURE THAT AS A CITY WE'RE ABLE TO HIRE IN A VERY FAIR WAY.
I DO HAVE SOME EXPERIENCES IN THE GNWT'S, OBVIOUSLY, I'M ONE OF THE EMPLOYEES OF GNWT AND I'M ALL FOR IT, FOR LOCAL PEOPLE, I HAVE NOTHING AGAINST ANY RACE OR ANYTHING LIKE THAT, BUT IT'S JUST THAT I WANT TO MAKE SURE WE HAVE SOME FAIRNESS.
WHEN THEY PUT UP A COMPETITION, YOU NEED TO MENTION IF YOU'RE A P1 OR P2.
I REALLY STRUGGLED A LOT WITH THIS BECAUSE I WENT THROUGH THIS BECAUSE AT SOME POINT IN MY LIFE, I WAS NOT A PRIORITY.
I'M ALWAYS ON THE BOTTOM OF THE LIST BECAUSE I'M AN IMMIGRANT, I'M A GUY AND I WAS IN SCHOOL IN THE NORTH, SO I ALWAYS FEEL LIKE WE ALWAYS NEED TO BE ASSERTIVE SO THAT WE'RE ABLE TO GO AND BE INCLUDED IN THAT INTERVIEW.
I HOPE THAT WHEN WE DO THIS AND WE WILL ADOPT THIS SELF-IDENTIFICATION, I HOPE THAT WE'RE ALL IN FAIRNESS.
I KNOW THOUGH IN THE GNWT BECAUSE I ALSO DO HIRING NOW IN THE GNWT.
NOW IN TERMS OF A P1, P2, IF THERE'S AN APPLICANT, THEY'RE GOING TO GO THROUGH THE CRITERIA OF SCREENING AND ALL THAT, SO IF THEY WERE QUALIFIED, THEY ALL WILL BE ABLE TO GET AN INTERVIEW.
THE ONLY THING THOUGH, WHEN THEY START INTERVIEWING AND THEY START MARKING THE INTERVIEW PROCESS IF YOU ARE A P1 AND THROUGHOUT THE INTERVIEW BECAUSE THERE'S A PASSING CRITERIA, LET'S SAY FOR EXAMPLE, IN THIS INTERVIEW YOU SHOULD BE ABLE TO MAKE 60 PERCENT OF THIS INTERVIEW.
IF A P1 HAS 60 PERCENT, AND THERE IS A P2 OR ANYONE THAT'S ABLE TO MEET THE CRITERIA AND THEY WERE AT 95 PERCENT IN THE INTERVIEW, SAD TO SAY THAT WE NEED TO OFFER THE ONE THAT HAS THE 60 PERCENT BECAUSE THEY ARE P1.
THAT TO ME, I DON'T KNOW IF THAT'S FAIR BECAUSE AS COUNCILOR CONOR WAS SAYING, WE NEED TO GET THE BEST AND I BELIEVE AND I ALSO BELIEVE THAT WE NEED TO BE PRODUCTIVE, WE NEED TO BE PUTTING PEOPLE IN THE RIGHT PLACE WITH THE RIGHT EDUCATIONS AND ALL THAT.
SO WE HAVE THOSE IN THE GNWT PROCESS FOR HIRING.
I DON'T KNOW IF YOU ARE GOING TO BE THE SAME AS THEM, I JUST TO CLARIFY THAT TO THE ADMINISTRATION IF THAT'S THE WAY WE ARE GOING TO DO AS WELL.
>> THANK YOU. MS BASSI-KELLETT, DO YOU HAVE ANYTHING TO RESPOND AT ALL?
>> OKAY. THANK YOU VERY MUCH, COUNCILOR PAYNE AND THANKS VERY MUCH, COUNCILOR SILVERIO FOR RAISING THIS.
AGAIN, I ALWAYS COME BACK TO THIS PREMISE THAT WE ARE SEEKING TO DEVELOP A REPRESENTATIVE WORKFORCE THAT REPRESENTS THE DIVERSITY OF THE CITY OF YELLOWKNIFE, SO WHAT WE WILL DO, AGAIN, THE PROCESS WILL BE THAT IF SOMEONE'S APPLYING FOR A JOB, THEY CAN OPT TO SELF-IDENTIFY AS SOMEONE WHO IS A VISIBLE MINORITY AND INDIGENOUS PERSON, OR A PERSON WITH A DISABILITY AND IF THEY DO, WE WILL SCREEN THEM INTO THE INTERVIEW PROCESS, THAT THEY WILL BE SCREENED IN AS ONE OF THOSE CANDIDATES WE WANT TO LOOK AT.
THAT WILL INCLUDE OTHER CANDIDATES AS WELL, SO THE INTERVIEW PROCESS NEEDS TO GO AHEAD THEN, AND WE WILL GO THROUGH AND MAKE A SELECTION BASED ON THAT.
THERE'S A LOT OF CHECKS AND BALANCES IN HERE.
WE'RE NOT LOOKING AT A SIMILAR MODEL FOR THE GNWT, I KNOW YOU WORK WITH THAT COUNCILOR SILVERIO, YOU KNOW THAT THERE'S A LOT OF WARTS AND ALL WITH THAT PROCESS, SO WE'RE NOT ASPIRING TO DO SOMETHING LIKE THAT, BUT WE ARE LOOKING TO MAKE SURE THAT ANY UNCONSCIOUS BIAS THAT PEOPLE MAY HAVE, PEOPLE LIKE TO HIRE PEOPLE WHO LOOK LIKE THEM, AS MARILYN SAID, WE WANT TO MAKE SURE THAT AT THIS POINT WE'RE REALLY STRIVING TO MAKE SURE THAT THE MAKEUP OF THE CITY PUBLIC SERVICE REALLY DOES REPRESENT OUR COMMUNITY AND WE REALLY WANT TO ENCOURAGE THAT PEOPLE THINK ABOUT THE CITY AS A GOOD EMPLOYER AND ALL PEOPLE WITH ALL OF THEIR CREDENTIALS LOOK AT SEEKING EMPLOYMENT WITH THE CITY.
THAT TO US IS A REAL WIN. THANK YOU.
>> THANK YOU, MS. BASSI-KELLETT, DO WE HAVE ANY MORE COMMENTS? ROMMEL GO AHEAD.
>> NO, I JUST WANT TO THANK SHEILA FOR THE ASSURANCE.
YEAH, IT'S BEEN LIKE A PERSONAL TOUCH TO ME BECAUSE I STRUGGLE A LOT IN TERMS OF EMPLOYMENT WITH ALL THESE PRIORITIES AND ALL THAT.
AGAIN, I'M NOT IN A WAY OPPOSED TO GIVE ALL THE PEOPLE.
[00:50:04]
IT'S JUST THAT I'M JUST TRYING TO SAY ABOUT FAIRNESS AND BY THE WAY, I ALREADY EARNED I'M A PEOPLE NOW.I'VE ALREADY STAYED IN THE NORTH FOR HALF OF MY LIFE, SO I WAS QUALIFIED TO BE A PEOPLE NOW, BUT IT WORKED.
IT TOOK A LOT OF YEARS TO BE ON THIS POINT. THANK YOU.
>> THANKS ROMMEL. DO WE HAVE ANY MORE COMMENTS BEFORE WE MOVE AHEAD? WE HAVE NOTES FROM COUNCIL ADMINISTRATION ROUND TABLE OF MAY 13TH, 2021.
[3. Notes from Council Administration Round Table of May 13, 2021.]
IS THERE ANY ERRORS OR OMISSIONS? JULIAN?>> I'M JUST ASKING, MY UNDERSTANDING OF THESE MEETINGS ARE SOMEWHAT INFORMAL.
ARE WE KEEPING MINUTES AND APPROVING THE MINUTES FOR THESE THINGS? CAN WE JUST GET SOME CLARIFICATION ON THAT? I THOUGHT THE IDEAS WERE FIRST TO HAVE CHATS AND IF WE'RE APPROVING MINUTES, THAT SEEMS TO BE TAKING THINGS TO A MORE FORMAL LEVEL.
>> THANKS VERY MUCH. WE HAVE A VERY PROFESSIONAL CREW THAT WORKS IN THE OFFICE OF THE CLERK AND WE TRIED TO KEEP NOTES FOR OUR OWN REFERENCE GOING FORWARD AND FOR COUNCILORS JUST TO BE ABLE TO REMEMBER, "HEY, WHAT DID WE TALK ABOUT ON MAY? " OR WHATEVER AND SO THAT'S THE INTENT TO THEM.
THEY'RE NOT MEANT AS A FORMAL RECORD IN THE SAME SENSE THAT THEY'RE SIGNED OFF AND FORMALLY ENDORSED AS A RECORD OF THE CITY, THEY'RE JUST A TRACK OF WHAT THE DISCUSSION IS LIKE.
YEAH, WE'RE REALLY HOPING TO BE ABLE TO LOOK FOR THESE DISCUSSIONS TO BE A LOT MORE INTERACTIVE AND WE'RE HOPING THAT ONCE WE GET BACK TO IN-PERSON MEETINGS THAT IT CAN BE JUST LIKE THAT. THANK YOU VERY MUCH.
>> [OVERLAPPING] THANKS FOR THE CLARIFICATION. APPRECIATE IT.
>> I DON'T KNOW IF THIS IS TOO FORMAL, BUT CAN WE GET A MOTION TO ADJOURN MADE BY REBECCA AND SEEING NOBODY OPPOSED, WE CAN BE ADJOURNED. WE'LL SEE YOU GUYS SOON.
>> GOOD MONDAY.
* This transcript was compiled from uncorrected Closed Captioning.