We will call the uh meeting of the human resources committee order.

Um morning.

So happy to see everybody.

It's the first meeting we've had in like nine months.

Okay.

Fantastic.

All right, the first thing on the agenda is to approve the meeting minutes from the May 16th, 2025 meeting.

Seconds.

Second.

Is Maiman uh or someone else?

Maiman.

Um, so we'll take your roll call.

All right.

Jeff Gather?

Aye.

Oh, this is for the meeting minutes for going right.

Yes.

Okay.

Yes.

Jeff Gaither?

Aye.

Steve Dallinger?

Aye.

Maybe powers.

Aye.

Eric Dozier?

Aye.

And approval.

Great.

Order review.

The next thing on our agenda is to review the annual charter.

The human resources committee has several responsibilities throughout the year.

This quarter, the responsibility is to report regularly to the board.

In Q1, the report was submitted to this the senior leadership team and will be submitted to the board of directors in April.

You will also have the responsibility to evaluate and approve the executive director's performance review and upcoming merit increase.

And you have the opportunity to review any of the executive director direct report performance reviews as well.

There's nothing to do in this section.

It's just a review of what our charter responsibilities are every year.

Go on to the next agenda item, which is discussion and approval of the executive director's annual performance review.

Remember that we had an executive session uh last month where we went through that.

And so all I really want now is a motion to approve um director's evaluation.

Correct.

Second.

Uh it is his performance review and his merit increase, which is in line with the annual budget.

All right.

Any other questions?

All right, let's take a look.

You have a first motion by Steve Dillinger, second motion by Eric Dozier.

Uh Jeff Gaither?

Aye.

Steve Dillinger?

Aye.

Eric Dozier?

Aye.

Maybe powers.

Fantastic.

Thank you.

Next on the agenda is the staff performance bonus.

The Airport Authority gives a bonus of 250 to employees that receive a 1.8 or higher on their performance reviews.

This bonus is for all employees under the executive level and has been given out every year for the last 12 years.

We ask the committee to approve the payment of this bonus to employees that receive that score on their performance.

All right.

Okay, uh discussion.

Questions.

When does this get paid actually?

Uh second April and April.

All right.

Um stay roll call.

You have a first motion by Eric Dozier.

Second motion by Ma'am Powers.

Jeff Gaither?

Aye.

Keith Dillinger?

Aye.

Eric Dozier?

Aye.

Maim and Powers.

You have approval.

Next up on the agenda is the employee policy handbook recommended revisions.

In partnership with the general counsel's office and outside the council.

The HR team has completed a comprehensive review and update of its employee handbook to ensure compliance with current laws, enhance clarity, and strengthen organizational policies.

These updates strengthen our compliance with federal and state regulations, promote equity and inclusion, clarify employee rights and responsibilities, and reinforce organizational standards for professionalism and safety.

There really were no major changes here.

It was a lot of updates to language, making sure that we are in alignment with expectations.

So there was no uh substantive changes.

Uh very little in the way of anything but language changes and making sure that what we are actually doing in practice matches what's in the there was a list of all of the revisions in the packet that was sent out.

Other questions, comments?

You have a first motion by Steve Gallinger, second motion by Eric Dozier.

Steve Gallinger?

Eric Dodger?

Aye.

Thank you.

I do have a curve.

Next up on the agenda, is there just a review of the updated succession plan?

We're required to provide that to you every couple of years to make sure that you uh understand our succession plan.

Um as we can navigate an increasingly complex and fast-paced business environment, long-term success and resiliency of our dependent our organization depend not only on current leadership, but on our ability to ensure continuity as a well-structured leadership succession plan is not merely a contingency, it's an imperative.

Succession planning ensures we're proactively identifying and most importantly, developing the next level of leadership to prepare them for those responsibilities.

Any questions for Rachel on that is I saw the plans you put out.

Um I don't have any back on that specifically.

But it'd be it'd be good to know like your overall like strength.

Is this different plan for you yellow?

Uh obviously the key one is Marnels plan.

I think it's green.

Okay, right.

Yeah, so I'm fairly confident with what we have put together.

Yeah, there are a lot of questions.

By the way, this wasn't negative P.

I'm just saying, I just want to make sure I love the conversation.

Um I feel that there is a lot of development that needs errors to keep up with this plan, and we need to stay on track with that.

And part of employee performance reviews, not only is that look back for what last year was, but the discussion with the employee should also be a feed forward.

So what what is the development?

What are their gaps potentially, and how can we prepare you for if you've been identified for?

It's a structured process that's part of that.

So it makes me really comfortable that there is a process in place.

This document's just a result of that process.

I don't have any this makes sense to me.

See, that the only other suggestion I was gonna have um beyond just submitting the plan, it'd be good to have a discussion at the committee at some point time on a regular basis talking the way to date, especially around our position.

Crucial.

So at least having that discussion dates on the development.

And that development would be.

And along those lines, for instance, in a given position, you have identified someone as a likely successor to that person.

Uh what exactly does that mean?

Well, does that mean that if um if we're talking about Mario, if something bad happened to Mario, uh he got a new job or he got sick.

Uh does that mean that you don't do a search that you just automatically go to the next person?

What what is the process?

What does it mean to be labeled the second person uh as opposed to it being a whether it's done deal or something else?

Obviously, the search has to do with the board.

Board has to rescue that direction if they want, but we're tasked with putting together a succession plan just in case anything happens.

In the unlikely event that I get hit by a bus, you've got keys right down the road that can take over, and then there's a longer term plan that we're looking at internally, which doesn't necessarily mean that the board needs to go by the plan.

It just means that we've developed a succession plan that's solid, right?

So and the board will have that plan and that option, right?

To initiate that plan.

It isn't the end all de all.

No expectation.

So was that both you accidental or not?

And it did it again.

Yeah.

So it is intended or be good.

This I think we should just have a at some point on an annual basis on the submission of plan, some sort of discussion at a committee.

I think that's report you or how you're doing it.

That's great.

What we have submitted is really what helps us drive development for our staff.

It is not a set in stone.

We are very communicative to staff that there are no expectations and no golden key, right?

There's a development plan.

And if you're not following the development plan, that can change directions, right?

So there are a lot of nuances to it.

All this stuff on that.

Oh, that was good work.

Thank you.

You're good to have that discussion in your problem with a similar process that we following.

So I'll look at work on microscope.

I think more discussions, but I think that's great.

Anything else on succession.

All right.

Um I just uh just a reminder.

Is it every three years we the answer you to do this or two years?

I can't remember.

It's on the charter for every year that it's on paper.

Uh I've only been asked to actually provide it every couple of years.

But we always have some nuance of that plan in generation.

I was asking Maymen that to me, I think we should have a discussion of this every year, actually.

I mean the P4, the most important component of this airport.

If we're not talking about the succession leadership, I don't think the board's doing its job properly.

So at least we ought to be it's your team that developed the people and growth if we should kind of help support you and be able to be aware of it.

So that's fair.

It's just it's just good hygiene and it forces the good discussion and forces that make sure we're thinking about it.

And Brian's not here right now, but I mean I wouldn't assume that would be an executive session meeting, uh, because it's a like personnel management.

It seems to be that we'd have an executive session meeting only on that topic, or that would be the topics with the other, so we should probably try to do that.

So you think at this year uh before the end of the year.

That'd be great.

Yeah, I would agree with the executive session.

It's me, that um HR uh allows us to have the executive session, right?

When you're so to have a healthy discussion, I think it would be executive session.

Okay.

All right, well, let's do that then.

Got it.

Uh so there's nothing else on the agenda, is that right?

That is it, or no.

No, I want to make a comment.

We I'm ahead of HR for Hamilton County, and last month we held a seminar with all the cities in Hamlin County, Carmel, Westfield, Fishers, Noblesville, and we invited uh major.

She was sick, but she said uh lake.

And they were sharing all the different HR things and procedures that each city and town did, and I think it was very, very beneficial.

We'll probably be doing it every year, so and getting input from like what we do at the airport, what other people are doing for the airport.

So our director of human resources, Vicky Wims was at that session and thought it was a fantastic sharing of information.

It was a really good session.

I was there.

All right, our next meeting May 15.

With that, we're adjourned.

Thank you.