Thank you all for coming and uh again make my my other statement uh thank you to uh hang and team for opening up your facility as well as the others that we meeting with me at uh so thank you for that um and thank you all for attention I will be needing to leave at 430 today and so I'll turn over the uh meeting to uh met and uh we'll do the roll call uh jennifer thank you annette uh amanda and lieutenant hodgkins uh are not able to join and they did uh let us know in advance Patrick here thank you hang patrice here thank you uh martin here and Paula is supposed to be coming as is Rosa but maybe they'll join us shortly nice to have uh a larger group so we can still keep going so it's maybe six yep six do we need time so uh let's go ahead and approve our member absences so far so Amanda Lieutenant Hodgkins um could I have a motion to approve those absences or we'll give a second we will open up and discussion meeting motion second meeting okay so first by second by Hang uh any discussion nine um this one if we could say that all those in favor of uh of approval of the absence say aye aye raise your hand aye speaking as fast are there any objections or abstentions one extension from Patrick uh motion here okay all right uh approval for the minutes i for some so just to let you all know for some of them try not to necessarily do a roll call uh when we pass you can move to a little bit faster with reflection a major objectives if we think a little bit of time but some of these more uh like traditions and so forth that'll that will more okay um so approval of the minutes have uh folks been able to take a look at those and if not did anyone need any additional time yes more time okay all right okay how are you we're just looking at the okay sounds everyone has no time to look after minutes okay right all right so again I'll take a motion to approve in a second and then I'll open it for discussions to speak if any changes to that uh first to approve the minutes speak up when we speak up all right sorry about that can I be first to uh a motion to approve the minutes make a motion to approve the minutes okay so we have a motion by Jennifer is there a second okay hang is a second uh any discussion on the minutes and changes everything look fine hearing and seeing none uh roll call please okay jennifer yes thank you uh Annette abstain I was upstain okay and uh Patrick the same okay thank you hang yeah thank you patrice thank you uh martin yes thank you and Paula yes thank you okay function carry thank you all right um okay

to uh a motion to approve the minutes make motion to approve the minutes okay so we have a motion by jennifer is there a second okay hang is a second uh any discussion on the minutes and changes everything we'll apply hearing and seeing gun uh roll call please okay jennifer yes thank you uh annette abstain i was upstain okay and uh petrick okay thank you hang yeah thank you patrice thank you uh martin yeah thank you and paula yes thank you okay function carry thank you all right um okay do we have any public comment i would anyone anyone in here in the room from the public is there anyone online just not look like no so i'm sure you know but there's one name that is a top name and you'd like to put it uh that was not uh kinshallo in as well these are people that are invited they may not necessarily be in the meeting okay those are staff yeah those are staff okay okay all right uh hearing seeing no public comment we'll move on to uh item number five communication with the four uh from the eo at chair and the eo office so let's start with the office and if there's anything we do a report on the thing just to note that um troy givens uh director of community development is scheduled to come August 26th and then on September 23rd Stephanie Jackson our DEI officer uh and uh finance director Chad Ryn is uh both are going to be presenting on uh September 23rd could you repeat the first thing we didn't say three Troy givens givens but if you uh G uh no G I B B or G I B okay V A N and could you just go ahead and just repeat all that again like what offer and then what date please so uh speakers for August 26th Troy Gibbons he's gonna be speaking on the statistics yes okay we went over uh I believe it was 2022 and 2023 community development and then presenting September 23rd is uh Sephani Jackson our DEI officer as well as finance director Chad Brent thank you last name Chad you said like a uh it's r-i-n d e what's the date for him uh September 23rd definitely is the Sephanie Jackson is the DEI officer well classification I was like is that the HR someone I think she is yes one two three I believe yeah thank you that's great thank you uh email office uh for setting up these meetings that is uh something we've been requesting at least some of them uh that's great um are there any other items that you wanted to report on okay okay well yes that's terrific uh I want to know uh for Annette um I'm on that day I well excuse me the August 26th I I will not be type of the uh if your age of the chair okay great so I mean be on the town able to do that so my apologies for that but uh yeah good hands thank you for that um and we're the other part is uh uh we'll I want to thank the EEO EEO office for setting up the these meetings uh Stephanie that would be great I would imagine um you know after we hear from Stephanie we might have a little bit more uh insight or uh information on um you know when we're asking for our uh executive county executive uh David being away with the comment so I imagine that could be probably part of the the strategy there too so uh we'll probably have more time to formulate more questions maybe

Um, after we hear from 70, we might have a little bit more uh insight or uh information on um you know when we're asking for our uh executive county executive uh data view the way to come in.

So I imagine that could be probably part of the strategy there, too.

So uh we've probably got one time to formulate more questions, maybe something that we might have to answer while we answered from staff.

So but we will uh continue to keep that on the agenda.

Um that that's also uh noted in the minutes as far as uh we had very uh robust meeting, good discussion uh last month, I believe, with respect to uh who we wanted to hear from and some of those reasons, the rationale behind why we wanted to have them come in, and that's noted the minutes.

Um we'll have to uh keep that in mind.

Okay, all right.

So uh I don't have any anything else to report out on other than what we've mentioned everyone's uh making sure that uh we captured them with the remote.

I think that's we moved so keep your questions and your notes from what you had uh last time and last meeting and our last meeting, so that those will be available um in particular to September.

All right, okay.

Um I don't have any other reports, so uh we can move on to uh our unfinished business item number six, which would be the workforce statistics reports.

Okay, so in looking at the Department of Human Assistance 2022 workforce statistics report, and beginning with table one in looking at the workforce uh comparative analysis uh for 2017, the Department of Human Assistance total was 1991.

Uh minority representation was 1255 or 63 percent, and female representation was 1418 or 71.2 percent in 2022, uh Department of Human Assistance had 1760 of those uh 1197 or 68 percent were minority, and 1245 or 70.7 percent were female.

Moving on to table two for the job category comparison.

Uh the top three areas were professionals with 1272 of those 918 or 72.2 percent were female, and 870 or 68.4 percent were uh minority.

The next highest category was uh office clerical workers with 352 total employees of those 250 or 71 percent were female, and 257 or 73 percent were minority, and last uh paraprofessionals was the third highest with 71 total employees of those 43 or 60.6 percent were female, and 46 or 64.8 percent were minority.

And moving on to table 3.1 for new hires and rehires.

There were a total of 123 new hires of those 97 or 78.9 percent were minority, and 85 or 69.1 percent were female total new rehires was seven of those four or 57.1 percent were minority, and six or eighty-five point seven percent were female, and moving on to table 3.2 for terminations.

There were a total of 169 terminations of those 106 or 62.7 percent were minority, and 119 or 70.4 percent were female, and the highest reasons were terminated with 80 or 40 uh uh 47.3 percent were employee initiated or no reason given.

The next highest was retirements or disability retirement with 68 or 40.2 percent.

And moving on to table 3.4 for promotions and demotions, there were a total of 123 promotions of those 83 or 67.5 percent were minority, and 86 or 69.9 percent were female.

In looking at D motions, there were a total of 18, 10 of those, or 55.6 percent were minority, and 15 or 83.3 percent were female.

And looking at table four for discrimination harassment complaint activity, there were a total of 21 complaints.

When we when the term rehire comes up, that means they've left the department and came back to the department usually, yes.

Okay, within a small amount of time okay, but within three years, yeah.

Thank you.

Are we ready for 2023?

Oh, yeah, okay.

Any questions for 2022?

So I have questions on the rehirement uh real estate process.

I think what's partly and a couple of people that I didn't know didn't have any negative like me, but they weren't allowed to come back to the old and was it?

It was very pay.

But they need to be able to uh employ the reason.

So I hope I could file it, yeah.

Explain what that process is.

Okay, did um some people that's the first did those individuals file a complaint also?

Um it's big over after comparative.

Well, I think the man and female too.

She I think she did follow up complaining.

She will ask me to try to come back quicker than three years, and she had no bad record meeting her cases were good, you know, when she black, and they pretty much blocked her.

It seemed like so when but others come back, bounders come back.

No problem, no vote.

Okay.

We can get somebody to talk about the rehire process and what the rules are around it.

Um, but I just want to warn everyone that we can't talk about individual cases.

Uh meeting absolutely that's confidential.

Yeah, yeah.

I just want to make sure everybody understands we can't deal with individual cases because that were deals with confidential information review of personnel files.

So we can talk about general policies, type of process.

So like a process.

Okay, so um, and that was this.

I'm writing this down.

Let's uh we were looking at 2022.

Let's uh let's look at 2023, but what okay?

Yeah, okay.

So uh well, I'm gonna try to before you do that.

But what I want to do is make a note that we would like uh a person either um Ethan Dye the director or someone to come in and talk to us about what that process is for required.

I think the general kind of process or just that a pattern.