001Prior to the portion of the agenda, individuals will be addressing the full commission, not individual commissioners, and shall be asked to stand whenever possible while presenting their comments. For the record, any individual addressing the commission shall first state their full name. The commission has a policy limiting speakers to not more than three minutes. Um, we do have a card this evening. U, Mr. Gilbert size Jr., um, come on up and talk to us if you would like, please. >> Hi, my name is Gilbert size Jr. Um I'm just bringing up to the commission's attention that the seniority points. They're only being given for um merge list and open competitive but not for the promotional internal and promotional internal and open competitive. So I would like to uh bring that to attention to see if we
002can go ahead and get it back to being in the promotional internal and promotional internal and open competitive list. So that way people who have been here a while can get their points. Thank you. >> Thank you, sir. Um, we'll go on to reports, updates, and announcements. Um, commissioner reports, Mr. Sash, >> Mr. Chief, >> nothing. >> Um, and myself. The only thing I will ask is this was a conversation I think that we had a while back and stuff and if we can agendaize something on a future meeting to you know get an understanding of um the point privilege I guess you would call it >> clarification >> okay >> of the seniority points I believe it was called >> um >> so we we had that on our agenda a couple of >>
003sessions ago you want to >> let's do it again just to make sure we all understand cuz I remember having the conversation but now that it's being addressed let's get it very clear as to what it is and how it >> writing memory >> and then maybe some like history if anybody from um CSEA back in the day or something might have something to put in or >> yeah he's remember he just explained when they came the commission came back it was switched from here to there >> well let's reexamine it see what we can do we can use your expertise maybe some done from CSEA also. Okay. >> And figure out what we should do moving forward. >> Okay. >> All right. Let's get that agenda. Okay. >> Um CSA, let's >> me. >>
004That's you. >> I'm going to the podium. >> Oh, look at you. We have the fancy podium. >> To the podium. >> We have this beautiful podium now. We might as well >> test it out here before I have to do it at >> the next board meeting um in front of the board of trustees. But so short and sweet right now we are we have negotiation dates on the books for the district. Three of them confirmed. So the 21st, the 22nd and then the 29th. So just trying to get rolling. We are ready to present um quite a few items because our whole contract is open right now. So we're in our you know 25 28 whole contract. We have about 12 articles open. We have a couple of job descriptions we're working through.
005um back and forth with the district through email, but we're going to hopefully solidify those in the actual at the table meeting. Um so, we already have items that have been working through, but we want to sit down at the table and and be able to meet in person. So, we have three dates for that coming up. Um and I forgot the second item I had. Uh >> oh, happens to me all the time. Um, >> I believe they call them senior moments. >> They're called I'm working on five days of a migraine. Oh, >> trying to figure out what my other item was because I didn't write it down. Um, I think it was just that working through all the vacancies. Um, Mr. Ortiz has been really good about keeping me up to date
006on the vacancies. He just sent me a new list. Um, so getting through that and then I know we had a couple of interviews today. So hopefully offers were sent out and accepted and we should be working through some of the vacancies and I think that's what it was. So other than that that's all I've got. >> Good luck with the migraine. >> Yeah. Um nothing from the district I don't believe. Ah Mr. Ortiz your return. >> Okay. So we have two interviews in process. Uh three recruitments that are in the testing stage and one recruitment that is still open. Uh last week we interviewed for the senior OA position and uh those were offers were made and and should be filled. Uh subller uh there was still testing ongoing and that one has 103
007applicants. So I know the staff still working with that. And then we have three recruitments that closed today. We have the Jennet Parah I think is what is referred to just the regular parn and NSW2s. So all that closed today and then what else we have with some of the classifications uh for the campus safety uh interviews were already held and offers were made. So those were filled custodial. We we're carrying two part-time vacancies and those are the champions uh custodians. We still haven't filled those those uh that'll be coming up shortly. Um for the PART DKS uh we have interviews scheduled for next week. So that's another round of interviews um on the 15th and we do them in this room and we do four at a time. We have four stations and that's
008how we kind of move through the number of individuals to be able to select uh uh candidates or uh pairs. Um what else do we have? And today we had the director of FMO uh interviews, election interviews uh from 56 58 candidates. We had 11 that actually cleared minimal qualifications and two of them got other job offers which weren't actually top candidates. So they they withdrew. Uh there was a couple other movements there and then at the end of the day we provided um two very strong candidates to the district and they made a selection. So we're doing some of the um reference checks and they should be starting shortly. So they were very happy with their >> What does that stand for? The FM >> uh facilities maintenance and operations. >> Okay. That's what
009was Hooker. >> Yes. >> Okay. >> Yes, sir. >> So you're already getting ready to hire somebody. >> I made an offer today. accepted and we're doing the onboarding. >> They're going through all the uh references. >> Fingers crossed they pass all the stuff. >> Oh yeah. >> Yeah. >> And and the state does their job. >> Yes. >> Exactly. >> Uh what else do we have? Um nutrition services one interviews also completed. There was uh about 10 hirings over there. We open for the pair list again because the need is so great and we know that we start with a hundred and we're losing people at every stage and we end up with about 20 at the end. Right. So we have another 100 applicants u ready and oh good >> we got to
010test them again and so there's a drop. So from there there's a drop and then there's a drop again. Hopefully we get another 20 and then that's how we're going to keep chipping away at this. Um, I'm making use of the outside job postings, uh, the Zip Recruiter and Indeed, and that seems to be driving a lot more traffic to our to our, uh, job application. >> So, that's how we're getting more candidates. Um, we >> we got to keep those candidates because those are expensive candidates through those websites. >> Yeah, they are. >> Um, it comes with a price tag. >> Yes. So when we get them, let's cycle through them as quickly as possible before they get the opportunity to get a job somewhere else. >> Yes. Yes, sir. Yeah, you're correct. Um
011particularly some of some of the management positions if we're only getting 56 candidates, right? I mean the per per candidate cost is quite high as opposed to when we get 100. >> Um we have the nutrition services operation manager open. That's uh we have about 12 applicants so far. So that's still ongoing. That's the one that we have open the uh >> when does that close? >> Uh I believe that's closing on the next >> the 21st. Yeah. Okay. >> I have it, but let me look at it. I think I believe we have it open until the 21st, but we'll verify that. >> Um what else do we have? >> Maintenance worker one. We I reported that that was filled and completed. And we're also working on a job description for the medical billing
012that is needed over there at people services. So we're working on that as well. And right now the staff is conducting mainly onboardings for substitutes, lots of substitutes for new duty paras and nutrition service workers. >> And that's all I have. >> Um I will entertain a motion to adopt the agenda as presented. Motion second. >> Anybody want to pull discuss any other things? Okay. All in favor? >> I >> opposed. We'll go to the debrief of the attendance of the personnel commission association Southern California 1-day conference in Downey, California. I forgot my check. >> Oh, I forgot about it, too. >> Yeah, send me a text. >> Okay, sure. I'll give you a reminder. So this is the uh conference we this all the staff attended all the you know the our two two
013commissioners myself and our staff. I mean what is noteworthy is it took us so long to get back. There was a fire in the pass and you know side of the hill was on fire so it took us five hours to get back. But the uh information that we received was uh very relevant about uh the initial speaker was about uh ways that different generations communicate and their use of technology. And so that's very relevant on how we should we communicate with each other and sometimes we're we're crossing signals, right? Because method of communication or the ease of using technology is different for different generations. So sometimes we get upset with each other when really it's just the way we're delivering the message. So that was very relevant. Uh there was some other uh information
014about you know our merit system and and VCs and commissions in general. We had a um a presentation a round table over there with some of the experts from the LA County Office of Ed, etc. And I don't know if anybody else wants to chime in, but it was >> it was just I was it was interesting because she was saying that the average people get out of college nowadays that they stay at a job is just two years and then they move on. >> Yeah. She that's not like like us, you know, we start we stayed with these states. So she was giving us ways to maybe try to keep them on, but a lot of times they're just it that just it kind of sounds like that's what they push in the college.
015Just always try to move ahead, you know, go to another company, you know, where like us at least, you know, you're you're guaranteed a raise for the first five years, you know, so >> cost of living after that >> and plus the cost of living. Yeah. And >> but yeah, it was pretty interesting. >> I like that one handout they showed. They one district they gave a sample of a handout they give to each of their new new and it and it outlines kind of like the merit system and all the bullet points and what to expect. And I was going to show you item can buy my copy, but maybe Dan can show you. Maybe that's something we could do and show give hand out to our future recruits so they know exactly what
016the merit system how it helps. >> And that would be interesting and I don't know if we do that in on boarding or if we do that through the CSEA introduction to new employees and stuff like that. I I wouldn't know and I guess that's a good question. Do new hires know >> that there is a we're a merit system district? I couldn't tell you if they do or don't part of the onboarding. >> I know the status. >> Okay. But e even the the way it explains why it takes so long because a lot of people like you said go get a job someplace else because they think nothing's happening but you know way it takes two weeks to do this two two weeks to do that you know so >> well it sounds
017kind of like that would be good information also to go back out to already employed people to you know just explain you know that you're working hard and the girls are working hard and it just takes certain timelines to fill certain things. Um my only comment to is you know I own my own business you own your for me if I decide I have a need today I can fill that need by the end of the week and it used to be frustrating when I would sit on the other side and go well why does it take much different over here and especially when it comes to the classified side having to follow the rules and at the end of the day being on this side and understanding what it is now it is a
018good process but it is a tedious process and people just kind of have to remember that. Yes. Takes a minute to do it because >> well, like you said, people come from the outside. How come it takes so long? I put my thing in a month ago and it I haven't heard it. >> And the handout kind of explains you got to wait a week for this or wait for this. >> I'll look for that hand. I'll bring it back. >> I'll see if I got it too. I got >> Yeah. Find out what it is and maybe pass one. Email it to um Miss Gonzalez and maybe it's something she might, you know, be interested in also just to share the information. I'll looked it up. We'll looked it up. I wasn't able to
019attend the conference for those that were here. But it was funny because you guys came back from the conference and we had a special meeting and I started talking about a conversation that a friend of mine had literally that day about her daughter transferring, you know, every two years. And you guys are like, "Oh, we we just talked about that." >> But you know, she started at Yahoo, then went to Pinterest, then went to Yelp, then went or no, started Google, and then all these things. and she said, "Hey," told her mom, "If you stay in a job longer than 2 to 3 years, that means you're just unqualified." Yes, ma'am. >> A lot of the generation now is just looking at the money. They're not looking at that longevity of it. You know, not
020realizing that the cycle of the economy plays a big factor and doesn't necessarily mean that job's going to be there just because you're getting the big money now. You got to look at the long >> the long haul. They just they just don't I was like trying to talk to them about retirement. They don't want to talk about retirement. They're like >> Yeah. What's in my pocket and what's in my check today? >> What can I see right now right here? I mean >> school district job is you know it's always stable. >> It's stability and everything else especially on this side which is funny. They don't see the long run. her daughter ended up at Twitter and when Elon bought it out she was one of the middle managers was making a ton of
021money through all of her other thing but then she lost her job and you know started her own business and it's been sailing since then but yeah people don't understand the way of those economies interesting >> that's what the sorry I may the speaker told us that that traditionally I mean or the model when used to work at IBM for 50 years that that you had a career path like this and now people have to zigzag like this in different companies because there's no sometimes you're stuck. There's >> no upward mobility. >> You got to go like this. You got to keep hopping. Interesting. >> Yes. >> This is a good job. It's stable and it will always take care of the employee and put you know >> and the roof is pretty good too
022if you stay long enough. >> Exactly. That's exactly >> exactly. Um I'll entertain a motion for the consent agenda as presented. Pardon me, Mr. Chair. We have a >> Oh, the update on new um human resource technician division of duties. I apologize for missing something. Mr. Ortiz, >> apologize. Yes, sir. The um this is a discussion that uh some of the commissioners wanted to agendaize and this is uh regarding the new HR tech position in personnel. Uh I know discussion was had about uh this position being shared between both sides. uh the position is actually being paid by by certificated personnel right by on that side. It's it's not really uh a position that we paid or or something that we entered into an agreement a formal agreement to formally share. So I wanted to
023give an update on just duties that that position can do that are um pieces. >> It's not a shared position that is >> the correct >> the premise. Okay. Um but there are some duties that we are able to take advantage of. >> Yes. >> With HR's >> Consent and >> salary. Okay. >> So the um the things that we can uh utilize or or have access to is uh some of the onboarding new employees. So that's how it was presented to us. Uh some of the uh vector solution new employee trainings. So to to schedule those uh filing and also forwarded of forwarding of phones. So those are the four areas that that were presented to us. Uh I asked if we and we're still having this discussion if uh um we can also
024have or trade one of these for proctoring exams because that that would be a big help for us. um somebody can go and do the proctoring and do other work and and still, you know, uh get that work done and it would be a a big help to us and uh some of the um help with transcribing some of the meeting minutes. Uh so that's some of the things that are out there. We haven't gotten a response to that and truly since we have to work with the established schedule that is on the other side, we kind of have to work on what hours are available and when we can match that up. So, um, as far as the duties that we're, for example, the phones being forwarded, I mean, there's there's pros and cons
025to that, right? I mean, yes, somebody would would answer the phone, but for us, sometimes those uh questions are really technical, right? really technical questions to classified uh >> hopefully they take a very good detailed message to then pass along. >> Yes. So the >> also helps with the with Sorry speaking out. >> Okay. Okay. >> It helps >> you know my meeting style. You're more than welcome. >> It helps with employees, current employees and even the public as well, but current employees especially that feel like their phone calls aren't getting answered. So at least if somebody is physically answering the phone then they can say well you know I did talk to somebody and they said they would relay the message or they at least they had some general knowledge and could get that
026information there. And just so that you're aware she is actually here tonight. So >> so and speaking and hi there she >> so you know we always want to refer to the position but just so you guys know she is here tonight as well. This is Elise and she is the HR tech >> that was just hired. >> But yeah, it does it does help even with general just general information, but to know that somebody physically was talked to, you know, was >> you just hate getting dumped a voicemail when you want to do something. So it gets a person, >> right? >> Well, that's like me. I have people come up and ask me questions about somebody asked me about Hooker's job if it had been filled and I said I'll find out tonight.
027>> Yeah. >> Or if they tune in, they got the information. >> Yeah. So I tell them I'll I'll let them know. So yes, let them know now. >> And so um so I that's the update on the duties that can be performed. uh miss now that we know Miss Alise uh she's she did not attend our training. I know discussion was had as to whether she could attend the training that we all attended that was uh not approved. So therefore we we were the only ones that attended. >> Yeah. A lot of that I'll go even further with that. The invitation for training um that we do on this side and this is directed towards you. Um the invitation is always placed and I believe in you know knowing what one side does to
028the other. Every single one of the trainings that we have invited to we have been told no and thank you very much but no thank you. um that went as far the last time to even I reached out to or excuse me, Jason reached out to several of the trustees to attend training with us so they understood what the merit system was, what we do and all that other stuff. And again, um we were told no. Um not necessarily by the trustees, but by things that be. We will continue, you know, to reach out and try to be more inclusive, you know, with everybody on the other side so that there is some knowledge. >> CSEA did have a rep there because >> Well, no. No, no, no, no. And that was because I even
029made a point of that one yet. >> We haven't had our meeting yet to be um debriefed yet. So, but we did have representative >> and that wasn't things. because I remember asking you, "Hey, remember me?" Um, just from a clear standpoint and stuff, we used to always from the trustee side. Um, the board that I was party to 14 years ago started inviting CSEA um, BEA in every single training that we went to, the invitation was placed there. Not only trustee training, but um, some of the other stuff, I don't know if they still do it or not, we would go to BEA's little suare that they had um for a yearly thing. I always wanted to get to CSEA, but those are closed ranks. Always tried. Always tried. Wanted to see what was
030behind the curtain. >> Um but it's better that everybody knows what everybody's doing because it just works better that way. So, we will invite all of you guys again. Um we will also place the invitation and with the understanding at least from this commissioner that Mr. Rams is already there anyway, but anybody else can come also. at our expense of course. >> Yeah, of course. >> And I I brought up the training situation just because in order to feel some of the technical questions, somebody needs to be trained. And so my suggestion for this situation is you seem to have a very good rapport um with the director on the other side is to be able to talk and see what happens and see if we can, you know, tweak this to tweak that so
031that it's better utilized on our side. Of course, we're here to protect our side. Um, but you know, let's see if we can get a little help, you know, for you guys back there. >> Request >> really in the back over there. >> You are so far away. >> Yeah. I was like, where's she going? >> I know what happened.