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.

The slide identifies the number of hires during the period by higher type. Nearly half of the hired employees were hired for temporary positions, additionally of the 6,816 hires, 2,939 were for part-time positions.

Temporary positions are filled on a temporary basis, generally lasting less than 12 months, and the part-time positions are those where the work schedule calls for less than the normal 8 hours per day.

So we focused the majority of our hires analysis on the 3,441 regular full-time employees hired between February 1st, 2021 and January 31st, 2024.

Employees hired to fill part-time or temporary positions have been removed from the bulk of our analysis here.

This slide analyzes all hired regular full-time employees, ethnic and racial composition by fiscal year, and compares it to the ethnic and racial composition of city employees and city residents.

It appears employees of two or more races are hired at a greater percentage each fiscal year than the current ethnic composition of regular full-time employees.

So that's where the blue bars for two or more races in the chart is greater than the yellow bar.

And because our first analysis of hires in the three years prior to this period only contained the new hires, we can't comment on how the ethnic composition of all hires has changed since 2018, but we can look at the new hires only and appears that the composition of the new hires is trending towards that of city residents.

This slide analyzes the ethnic and racial composition of regular full-time employees hired during our reporting period by department and note that office of public safety and accountability are in the mayor council department.

Hires for youth parks and community enrichment mayor council finance department and HR appeared most closely resemble that of the city residents.

And this slide analyzes the city's hired regular full-time employees gender composition by fiscal year hired and compares it to the gender composition of city employees and city residents.

Female employees were generally hired at a greater percentage each fiscal year than the current gender composition of the city's regular full-time employees.

So again the blue bars are higher than the yellow bar.

This slide analyzes the gender composition of all regular full-time hired employees during our reporting period by department.

This slide analyzes the gender and ethnic composition of all police and fire departments worn employees hired during the period.

This slide analyzes the gender composition of all regular full-time employees in part time and temporary employees in analysis of sworn employees as police officer recruit and fire recruit positions are temporary but once these employees graduate the academy they may become regular full-time employees.

Our analysis showed that the police department hired females at a greater percentage than female applicants which was less than 20% while the fire department hired females at a slightly lower percentage than female applicants which was still less than 5%.

When looking at new hires only percentages of female hires increased from our previous report for both the police and fire department additionally when looking at new hires only the ethnic composition of new hires more closely resemble that of city residents than in our previous three or period report.

This slide identifies the regular full-time employees separations by fiscal year and ethnicity and race and compares it to regular full-time city employees and city residents.

As a reminder fiscal year 21 and 24 are partial years in this analysis fiscal year 21 includes February 1st 2021 through June 30th 2022 and fiscal year 24 includes July 1st 2023 through January 31st 2024.

Separations during this reporting period similarly resemble the demographics of city residents as they did in the previous period too so not a lot of change in the separations.

This slide analyzes the ethnic and racial composition of all regular full-time employees separations by reason for separation of the employees who retired from city service more than 67% of them were white in addition 22% of the employees who were released from probation were Black, African, American and nearly 78% of the employees who were laid off were Hispanic or Latino.

More than 51% of regular full-time employees who separated from city employment during our reporting period were white which is similar to the makeup of white employees in the city's employees right now.

The slide analyzes all regular full-time employee separations by fiscal year and gender and compares it to regular full-time employees and city residents.

There was a higher percentage of female employees leaving city employment each fiscal year than the current gender composition of the city's employees.

Separations during this period similarly resemble the demographics of city residents as they did in our previous report as well.

This slide identifies the gender and reason for separation for all regular full-time employees separations. Nearly 69% of employees released from probation are more than 76% of employees released from city service were male.

Males also made up nearly 73% of those that retired from the city.

The slide identifies the gender and ethnic and racial composition of all police and fire department sworn employee separations between our during our reporting period.

Again, we included part time and temporary employees in this analysis because of the fire and police officer recruit positions.

For the police department sworn employee separated at a lower rate than sworn female hires which if you may recall from a previous slide was 23.3%.

And that's similar to the separation rate for the previous report as well. For the fire department sworn female separated at a higher rate than the sworn female hires which if you recall was 3.9%.

However, this separation rate dropped nearly 10 percentage points from the previous report that we had.

The slide analyzes the ethnic and racial composition of all city employees as of February 1st 2021. All applications received in yoga of between February 1st 2021.

Through January 31st 2024 all employees hired during that time frame all separations all employees as of February 1st 2024 and city residents as of the American community survey for 2022.

So you can see all that information in one chart. For some ethnic and racial categories the ethnic and racial composition of all applicants were not consistent with the ethnic and racial composition of city residents.

Additionally for some ethnic and racial categories the ethnic and racial composition of the hires were not consistent with that of the applicants.

However, the current composition of city employees appears to more closely resemble that of our city residents than the composition when we first started our previous report in 2018.

This slide analyzes the same information for gender.

The female applicants made up 48.6% of the applicants for regular full time positions and they made up only 32.4% of the higher regular full time employees.

And the current overall gender composition of city employees appears to have remained the same as the gender composition of the city employees when we first started our first assessment in 2018.

So it also summarizes the ethnic and racial analysis of city applicants hires and separations.

It appears that Hispanic or Latino applicants are the most underrepresented when compared to city residents and it's similar to the results that we had in our previous three year report.

White employees compose the higher percentage of separated employees in each category.

They also compose the higher percentage of hired employees and the city's current employee composition, which is similar to our previous report as well.

And this slide summarizes the gender analysis of the city applicants hires and separations for applicants that appears the gender composition of regular full time applicants most closely resembles the composition of city residents where we see the most deviation from the composition of city residents is forced worn positions which appear to have the lowest rates of female hires.

However, this period saw some increases in sworn female applicants and an increase in female new hires for sworn police department positions compared to our previous report.

Additionally, as previously noted, the fire department experienced a decrease of almost 10 percentage points in female separations over the previous three year report.

So I know that's a lot of data.

This report only analyzes the data and highlights some interesting information for the council and management to assess to determine whether the city's various efforts to increase diverse city are working.

The causes of the highlighted information was not in the scope of our audit and would require a deeper dive to assess.

We included the analysis that we thought would be most interesting for the council management in the public. However, this data can be sliced and diced in a million other ways.

So we are actually currently working on creating a dashboard that's similar to the current employee diversity dashboard that we have, which will allow anyone to analyze the data whichever way they fill is important.

And we hope to get that done by the time we come to council or in the next month or two.

This concludes my presentation and I'm available to answer any questions you may have.

Thank you so much. I'm not so clear because there are any public comment on the item. I have no members of the public to speak on the item. Wonderful. Thank you so much.

Thank you very much. Maybe if I can ask, I generally will have an opportunity for the staff or the department to respond. I don't know if there's anything in particular to highlight for them to respond before I may go and do the model log.

I am staff for the department. We've got folks in deposition so they're unable to be here, but we'll be here during council. And we are, you know, we look at the data as a positive as the auditor said we're starting to see things turning in the right direction. This is like taking a worship and turning it a few degrees at a time as you can.

We see is that our initial steps to increase diversity through inclusive recruitment have been effective and are actually resonating with a really diverse audience.

We are starting to see those numbers that we that we really want to see which is diversity of applicants diversity of higher.

I find myself struggling with some of the gender numbers, but we also understand at the pandemic and 21 and 22 we saw a lot of women leaving the workforce.

I think we have anomalies of things that skew something when you have a class in the fire department that has a lot of women and then all of those women reach retirement age and they leave, then it skews those numbers for that year because it's generally they're not they're not going to stay any longer than they need to when they've reached retirement age.

So we've done a lot of things we've done blind applications proactive recruiting diversity in hiring panels is required now we have training for hiring panels we have a very substantial training around racial and gender equity within the city now.

I think all of these things are really starting to affect the way we treat recruitment and retention efforts and termination will always be termination if you're not performing at the city you're not going to work at the city because we have those standards.

And so that's one thing that may be out of our control, but on the whole I think we're seeing positive things and we're only going to continue to ramp up our efforts to change these numbers.

And I apologize I forgot to mention that management did provide a response to the very detailed and thorough response that's I think like 15 pages long and it's at the end of this report so.

And they did identify the efforts that they're going through as well.

And and thank you for ishta for I mean you have the present effects and what your findings were and it is our job to be able to respond and then we can ask questions to keep the city moving forward.

Great thank you thank you madam vice chair appreciate that one.

A couple of points here one.

Yes I think the numbers particularly when we asked that we start tracking okay what's past history versus beginning February 2021 that's about the time actually was 20 2019 but 2021 is about the real mark where we said okay here's the path where we want to change and then let's look at what's the what's the change here.

In the last three to four years and how much have we how we've been changing in that in that target and I think those numbers are extremely positive I think they're very positive couple highlights though that I do think where where I worry about concerns where I haven't seen as much change and one that is on the positive we've seen a significant number in our black and African American.

And I think that's a lot of identified applicants and hires that is I think well in a higher number than the population but it's different than pre 2021 so we see a significant change there where we still see a leg and I brought this up the last time we we did the corrected audit at council was both in Latino Latino Hispanic and Asian Pacific Islander category we still see a lot of people.

We still see a lag in applicants there compared to the other populations and so what we do when I guess that that goes to our point of outreach and in many in some of these cases it could be both a language and culture could be either those or it could be our way we communicate to those communities I know the effort that we're doing on our language access ordinance may improve that but I still I worry about that.

We haven't made that stride about the other piece that I worry about here and it could have been an anomaly but I'd like to find out when it comes to council where in which departments the the Latino Hispanic layoffs were that was a particularly high number at 77% and and so I wonder where you know those more terminations I think to assist in city management middle signs point

termination determination for conduct or whatever or what it what it might be the cause but I'd like to find out what what was the source of the layoff in which departments and then the final piece which you know affects all genders but primarily female applicants and hires and I would I would wage a way that that a big reason of that is that I would like to do that.

I would like to find out why we saw not only not only an increased number of separation but if we noticed on the applicant side the reduction every year in in numbers for female applicants is reducing so our

applications increasing in our reduction is in our application numbers are reducing so I now the pool is what it is and and the competitive may keep us in in a positive track on the higher side and on the overall

completely unpredictable and it makes it difficult for for families to manage those those needs particularly right now when we are in a two-income household environment and even the younger

families given the cost of housing and inflation a two-income household is almost necessary for their economic growth to happen and to provide for their kids and so I I want to highlight that piece

because this this isn't just about our our department that's looking at our hiring and processing but it's like okay what are the things that we need to be doing on the outreach side and then should be well one I'm very grateful for

of the city of Sacramento. So and and if we can't be competitive for the talent pool, they are going to go to places where they are more competitive. So those those those are I think my big takeaways and things that I'd like staff to consider and I'd like to see some kind of response to that when we come to Council. And with that Madam Vice Chair, I will go ahead and move the item to accept the report and move it to the Council.

Thank you so much, Councillor McGuera.

Councillor Irving?

Thank you, Mayor Pro Tem.

I just wanted to take this moment to thank for the staff and for their hard work to get

us to this moment.

This audit is incredibly important because it helps us as Mayor and Council to see how

we're doing in terms of our hires, our separation, and if our staff is truly reflective of the

city.

Really appreciate Councillor McGuera giving us some context of where we've begun and where

we are now and that we're improving in the past couple of years.

I think something I just want to point out is that while we've made improvements in

the hiring and I really appreciate all the departments actually providing feedback and

sharing all the various outreach strategies and the DEI strategies that they've implemented

in the department, I thought Laney thought that was really great and really great to see

our departments doing their very best to outreach to our communities.

One thing though I will say is that the audit did reveal inconsistency in the diversity

of separating employees.

And so while we've done a really great job improving the hiring practices, there's still

a lot of opportunities in terms of the workplace environment and figuring out how we can continue

to retain all of our workers.

And so that's really important.

The last piece I'll just touch on and I know I'm beginning this work with the City Clerk

and I really appreciate her being first to do this is that I know if I've mentioned really

looking at different ways in which we collect data and I know we're limited in terms of

resources when we collect even data on Asian Americans, we do it by subcontinent or

countries and really figuring out how collectively I know we're going to start with the City Clerk's

Office but how do we do that Citywide to collect that disaggregated data.

So I just really just wanted to uplift that.

I know we're just going to begin conversation in the City Clerk's Office and I really appreciate

Mindy actually saying hey councilwoman I'm all in.

What do you recommend right at starting there first but we'll love to see this happen Citywide.

And so I know that we're limited in terms of how we collect data but I think ensuring

that we allow folks to to opt in and report whether you're a monger Vietnamese that's

really key as well.

And so I just wanted to uplift that because that's something that I will probably working

on and be proposing Citywide for us to do as we're looking at just demographics in terms

of our staff.

And with that I will second council member Gareth's motion and forward this to the full council

for approval.

Wonderful.

Thank you so much councilman Vang and thank you for your report and to our City Manager's

Office for explanation behind some of the data.

We're going to continue working together as a city to move us along and make sure that

we're being equitable and that we're meeting our DEI goals and that we're really using

the input from the racial equity committee and working together.

So thank you so much.

You know I also you know I want to mind of my chair sorry for this but I did want to

thank I attended the the Academy graduation this last week and I think I mean it we it's

important to recognize how much of how many how much strides our police department has

gone in not only the increased in gender but just diversity overall in that represents

our city and watching that cadet those cadets graduate the Academy and seeing the diversity

was amazing.

I mean it really underscored why the numbers are so significant there.

The other piece that I wanted to also recognize is that a big chunk of a grad graduating the

Academy and the realms of Sac State so maybe that's a that's a highlight here as well.

But anyways all that to say stinger's up.

Thank you.

As an Aggie council member.

Can you call the role please.

Thank you.

Council member Aguera.

Aye.

I remember being.

Yes.

And by Mr. Elemente's aye.

And is there any committee comments ideas questions saying that and there is no public

comment so this meeting is adjourned at 1136.