Make sure we have the microphone up close because it's due in the transcribe so we can have record of the meetings.

Um thank you all for coming out today.

Thanks for sending over that information this morning.

Um we have a presentation we're gonna run through.

We can pull that up.

Technical difficulties that's why I had avocado toast.

Sure, thank you.

So the presenters today, I guess so they can introduce yourself themselves and let you know what where they're from and what department they're from.

I think we've got a couple of new faces.

Sure.

I'm Monica Kretchmar.

I work in Central HR under Mary Wiggins, the Chief Human Resources Officer.

Hello everyone, Randy Marker.

I'm with the fire department, been with the department for 13 years.

Hi, good afternoon, Sasha Andonoski.

I'm with the Office of Management and Budget, and I will be presenting a couple of slides today.

Good afternoon, Robert Cortinas, Chief Financial Officer and Deputy City Manager.

I assume that's a deputy city manager.

James Younger, uh thirst third vice president of local 51.

Secretary Treasurer Local 51.

Jay Nicholson, President Local 51.

Jesse Estherline, second vice president, local fifty-one.

Trey Megason, uh Steward local 51.

Welcome and thank you for coming in today.

Thank you for having us.

Get this up shortly.

Yeah, thank you.

So real quick, I'm gonna just go over the agenda before I pass it on.

We're gonna do the recap of what you proposed last week.

We didn't include anything you sent over this morning, so to just be catching up from last week.

We're gonna have OMB go over the estimated cost of that proposal that you brought in last week.

We're gonna go have uh the team go over turnover recruitment and retention, and then some of the comparative analysis we've done with the with the comparative cities and the EIR ERI formula and what how they used it and how they got to that point.

And then there'll be a city proposal, and then we'll pass it on to you all for what you submitted this morning if you'd like to go over that.

Okay, thank you.

Okay, again, Sasha Andonosky, Office of Management and Budget.

Uh so this is uh the proposal that you uh gave us uh on uh 4-7 2026.

And I will just go quickly uh over your uh request.

Uh so number one was uh compensation or call increases of 7.5 percent uh for every year uh for the uh for the life of the of the next contract, which is 150 percent uh over the current contract, the current contract calls for three percent of uh colour.

Uh then we have uh increase of paramedic assignment pay from five percent to ten percent, uh field training officer pay at uh five percent uh above normal pay.

Uh you're asking for bilingual pay of 500 per year, medical mentor pay at uh five percent above normal salary by participating, communications assignment pay five percent, increase above normal pay, uh education pay increase uh for all levels by fifty dollars per month, uh increase to longevity pay uh from five dollars to ten dollars per month.

Uh Texas commission on fire protection certification pay by $50 per month.

Uh you're asking for fed uh uh flight medical and critical care paramedics incentive pay of uh PUP for five percent plus plus five percent for a total of ten percent while working on a ground critical care transport unit unit and pay of PUP five percent plus ten percent for a total of fifteen percent while working uh as a paramedic on an aircraft transport unit.

Uh speciality teams incentive space increased from 75 per month to 100 per uh dollars for per month and adding critical care paramedics and peer support members uh stuck at maximum of two teams for potential maximum for total of 300 dollars.

And uh last uh uh request uh ask is increase uh for working out of class pay uh to 10 percent.

Next slide.

So we did uh estimation of the variance uh for the proposal.

And uh so I can explain the way how this slide works.

So this is showing the variance from the previous year.

So uh the year the the date that you see that you see there, 9-1 2026 is the beginning of our fiscal year, uh, which corresponds with fiscal year 2027.

Uh so that number that you see there uh compares with our projection for fiscal year 2026 that will end of on August 31st, 2025, 2026.

And then we go forward 91 2027 corresponds with our fiscal year 2028, 91 2028 correspond with our fiscal year 2029, and 91 2029 corresponds with our fiscal year 2030.

Uh so we said we separated uh the the variances by categories.

Uh we are including cola and the fire step increases in the separate categories uh for better visibility, and then we in we are including incentive pay and and earnings in a separate category.

And at the bottom you do have uh the benefits uh uh the benefits variance.

Uh so we are looking at at total for the first year of variance of 16.6 million dollars, uh, which includes call out 7.5 percent.

As I mentioned, uh current cola is three percent uh which is 150 percent increase from the from the current contract.

Uh the first year has uh the highest uh variance because uh as you can see the the incentives right now uh we are we the is usually the incentives are uh we are calculating them based on the current contract.

So when you compare previous years with versus uh next year, the biggest variance will be in the first year.

So then when we go to the next years, you you already have the base and then year to next uh year to year.

Uh first uh uh second year of the contract, we are seeing increase of 14.2 million dollars, and then it will it will slightly start increasing again.