Please put 30 seconds on the clock and start our video stream.

I'm Vice Chair, Tellalantase.

Here.

And I will lead us in the land acknowledgement.

Please rise for the opening acknowledgments and honor sacraments of Indigenous people and tribe the lands.

To the original people of this land, the Nisanan people, the southern Maidu, Valamplanes mewak, Patwamintus peoples, and the people of the Vultumontaria, sacraments only federally recognized track.

May we acknowledge and honor the Native people who came before us as to walk beside us today on these ancestral lands by choosing to gather together today in the act of practice of acknowledgement and appreciation for sacraments Indigenous peoples history, contributions, and lives.

Thank you.

Absolutely.

What?

I pledge allegiance to the flag of the United States of America and to the Republic for which it stands one nation under God in the visible with liberty and justice for all.

Thank you.

All right.

The consent calendar.

Gather mission to move consent.

Madam Chair, if there's no members of the public side of the speak.

I have no public comments on the consent calendar.

Thank you.

Thank you for a second.

Oh, second.

And all in favor?

Hi.

Hi.

Wonderful.

Thank you so much.

And moving along to item number two, our discussion calendar to a parish to our interim city auditor.

All right.

Good morning.

Members of the Budget and Audit Committee.

I'm first Rari, the interim city auditor.

With me today is Jordan Swini, who is primarily responsible for conducting this project.

The recommendation that is before you is to review our diversity review of city employment applications,

hires and separations from February 1st, 2021 through January 31st, 2024 and forward to the full city council for final approval.

And as you may recall, this is our second time performing this diversity assessment of applicants, hires and separations.

And we plan to conduct this type of analysis every three years.

The objective of this project was to assess the diversity of city job applicants, hired employees and separated employees as it compares to the diversity of city of Sacramento residents.

We reviewed applicants hires and separations data for a three year period, picking up where our previous analysis left off.

So this period for this report is from February 1st, 2021 through January 31st, 2024.

We worked with the Human Resources Department to identify hired employees.

And our analysis includes new hires, rehires, promotions, transfers, appointments from eligible lists and certain demotions such as voluntary and management appointments.

This is a bit different from the analysis we did in our previous report that had only included newly hired employees.

The information on this slide is what is included in our analysis.

Some applications, especially for executive recruitments and new paid positions, may not be in the new gov data.

So they were, they might not be included in our analysis.

For a reporting period, the city received more than 85,000 applications in new gov, including more than 60,000 for regular full time positions, nearly 6,000 for sworn police and police.

And fire positions, nearly 2,800 for management positions.

And these numbers include each time an applicant applied for a city position.

Therefore, applicants who applied for multiple positions within the period were counted for each application they submitted.

In the last year's report, the city had more than 6,800 hires.

And note that analysis counts individuals for each instance that they were hired, promoted or transferred.

Therefore, some individuals were counted multiple times in the analysis if they were newly hired and then promoted up into a different position.

And then we performed analysis on the entire hire pool as well as separate analyses on new hires and promotions.

There are more than 3,500 total separations, including 1200 for regular full time positions, nearly 400 for sworn and police and fire separations, and approximately 100 for regular full time management employee separations.

This slide analyzes the ethnicity and race of applications by a fiscal year and compares it to that ethnic and racial composition of city residents.

A decreasing percentage of the annual applications were submitted by individuals identifying as white and an increasing percentage were individuals identifying as black, African, American.

About 22% of the annual applications were submitted by individuals identifying as Hispanic or Latino, and about 12% were submitted by Asian applicants, while nearly 30% of the city's residents are Hispanic or Latino and more than 16% are Asian.

Compared to our previous three-year period report in our first analysis of the eligible applicants, this period more closely resembled the demographics of city residents.

So we've improved there on the applicants.

This slide analyzes the gender of all applicants by fiscal year and compares it to the gender composition of city residents.

The percentage of female applicants has decreased since fiscal year 2021, and applicants during this reporting period similarly resemble the demographics of city residents as they did in the previous report that we had conducted.