they totally tiny all small Department
you guys were all excited like
toally last night honestly my leg and I
didn't eat before we came and I was you
here oh my God it was so
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cold I got sweater I haven't like I got
to pull out all my sweaters I got to
pull out all my sweaters ah car oh so
we're
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good is
it I have a tab of all the
department so I will just go from the to
right down and
clear who wants to go
first I'd like
to I'd like to call to order the city
council committee meeting for Friday
October 13th 2023 and turn to M ven
thank you once again and this evening
well I would like to call recall finance
committee to order and we'll continue
our final budget hearing for
2024 with uh regards to the department
heads and this evening we'll go straight
into human resource and I have um Derek
just give us a brief and then have
department head few key num tell us
what's going on few Key Resources Cod
1430 uh the adopted budget for 2023 we
looking at $ 58,4
24 the 24 proposed budget open at$
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38454 24% decrease for Le that also a
three aill decrease uh from the 23
adopted
budget very good follow the years to
give us a summary what's happening in
your department and anything that we
need to know yep of course I want to say
thank you all for taking your time out
have your busy Fridays to sit with us
here today um uh I'm Maryanne I'm the
Human Resources Director for the city um
I have been in my position for about two
years now um overseeing peral benefits
which are all
um so right now we are doing fairly okay
we are down one staff member um but
that's just for Civil Service rules we
have to wait until um we are able to
hire off a list from an exam that um
took place over the summer we now know
that we can post for that position
provisionally so I am posting for the
pero audit clerk position which is
currently vacant um so that will be
filled hopefully in the next few weeks
um you know given that we find the
appropriate and that qualified
candidate um you know just going through
our budget here um you know we went
through it thoroughly um the only thing
that I see that might be a discrepancy
and you know I asked for initially um
was our payroll manager salary um we
have our payroll manager currently
budgeted for six 56 to 65 but if you
look just below we have our personel
benefits cler thinking a little bit more
than our Peril manager um so I I ask
that we if you can consider um you know
thinking about putting that payroll
manager at 60k straight um Britney
cogman is currently in that position she
has exceeded abundantly in her duties
and everyday
responsibilities um I think she's well
deserving of that salary requirement um
and that's just all I ask for today I
just I just want to add to that that
Britney's management and and the the
benefit clerk is uh csca what happened
was that the csca besides getting all
their Races they also had steps where
management doesn't have steps so so even
though she supervised them she'll be
making less to them so we're trying to
get get her to be a little bit overhead
you know so if we were to increase the
payable management it wouldn't affect
the Union at all no no he would just
continue to move up in his steps as he
normally would um whereas you know she's
she she just gets the management just as
a reminder that's not um that's not
name just
for to protect employees um
confidentiality um let's not attaching
into any staffing position or we can
talk generically about the position yeah
go ahead
please go ahead please I was just
wondering if the three positions um that
were not uh filling were they filled
before or have they been vacant yes so
the three that were I think they were
recently budgeted for 2023 um fairly new
they have been vacant we haven't filled
it the HR
administrator or the HR assistant
ips3 um with all of our staff changes we
just hadn't had a chance to fill that
one um we would have had to create a
position with civil service specifically
for the HR assistant so we didn't move
forward with that one the other two were
um
the affirmative action office those were
never fulfilled um provided that I've
you know given the affirmative action
officer multiple candidates to hire off um we did not hire for those
position and I I don't have an answer
for you time that's you know well I
think what Ryan is is just not ready for
that step yet you know okay yeah were
these uh were these candidate qualified
yes yeah so they pass all the
requirement rules
well I gave him a pool to choose from so
usually what we do is he'll give me his
top two three candidates R through by
service before moving forward with
interviews sure yeah um yeah so um I
understand that process what I don't
understand is that we wrote it out of
the budget because um and this I'll just
for general information we have other
place other positions that are not build
and then we don't write them out of the
budget so I'm not clear why we're
writing these out of the budget um I'm
not entire sure CU they they've been
vacant for the whole year so we're just
you know we're you know we're looking
for cost savings this because they
they're not filling his positions we're
like okay it's you know they it's not
needed yet he's not ready for it yet
yeah but we have other positions that we
haven't filled no I know caring them and
caring said Ron's not ready for these
positions yet for the supervisor is
basically saying you doesn't need them
right now right now he doesn't Okay so
he's not here go was saying he he will
yeah the other vacancies have been
pre-existing those positions have been
embedded in the Departments for years
and those are our top need fill
positions whereas these positions are
newly created we've given the
affirmative action officer 10 plus
months at this point to fill those
positions with multiple candidates um
and we didn't see anything being moved
forward so I I assume that as well we
cut it out of the
budget that's my guess so you had
conversation with the
um a while back with did
yeah um so is he aware of those
positions have been cut I think that's
important to never well I I told him it
was going to happen you know so I don't
know if he went to the mayor did he come
to you
guys so obviously
yeah okay just so you know everybody
knows I am ask him about that because at
least I'm going to ask
him
no it it is something that we asked for
because look at all the work that the
projects getting all the workload that
he is getting in the office and can he
keep up with the work that he getting
and can he administer the contracts and
to make sure that people are submitting
their mwb and being compliance for a one
person to function in this this whole
what I would say a
department it's hard well I I think he
wanted more of this the staff
for uh the Empowerment
Center and not for what he you know what
he does regularly yeah but um I don't
that's not what that was not our intent
filling that that that was our intent
was for him to do the work that you know
with the city to make sure all the
contracts is Mr M said that was our
intent he's doing that so well that that
yeah exactly that was the intent for
people to help him to review the
contract so he focus on the top level
stuff and have a system to help him
along with the contract like you says
you know we've gave him you know plenty
of uh things to hire from you know it's
not like we H them unaccountable well
say we should hold every to the same
standard because this has happened in
other departments as well so let's just
yeah well this you know Ron's a good
friend of mine list list I I don't want
you I don't want you think that no look
this has nothing to do with
relationships I just want to make sure
that we're doing this on a consistent
basis so you going to ask yes I can we
ask that we have a Wednesday yes can we
please yes have r explain us to us why
because we he had to cut it and then he
we were asked to put this in and all of
us supported it because of the workload
he was getting because of the many
contract arpa contract cdbg general
contract across the board he asked for
help we provided help and now cutting it
like I said we
provide we hear from him so Wednesday
we'll hear from him and then forward and
I just want to note that we did also
have an HR assistant physician also in
the same situation it was vacant for so
long cutting it because we did not fill
it so it's been only vacant a year the
other one that you cut uh all three have
been vacant so the HR System would have
been you know within the HR department
same duration as the clerical aid for
attor of action as well as the program
coordinators so we're keeping it uniform
across the board it's not you know I
mean just in your department I mean no
yeah I mean I I have to say this this is
the only Department I'm seeing the
vacancies that is not fill is getting
cut
other department there are vacancies and
we adding more more open position on top
of it I think I think the big difference
is that these these uh uh positions were
never in the books before whereas the
other P positions were in the books
before and that's why they always try to
get them on so we're just saying that
you know because they're not being
filled with figur you know not need them
but when they are needed we'll fill them
no I understand you know I've said that
many many years on this I'm just letting
you know what every department is vital
for the city to survive and when we're
cutting and cutting people out and
bringing them well there's nobody was
ever there so we're not really cutting
them out cuz nobody was ever there we
need to fill
them well let's hear from Ron because
maybe he'll say we don't need to fill
them so I think that's an important can
you please touch on the part salary just
below that Y what is our comprise um we
currently have someone she's been in
this position for about a year and a
half almost two years now um and it's
just her part-time clerk she is very
much a support staff um and much needed
since we've been at of the heral audit
clerk um our part-time clerk has been
you know kind of assuming some of those
duties as far as running payroll and you
know all that great stuff so um she's
very much
needed Keep Her On go ahead please was
she's not interested in like one of the
full-time the full-time position that
you had that was open she's not
interested she she's a unique case she's
already retired so this is kind of like
a part time yeah so she's already um
this is just kind of for fun but we she
really is we're trying to
help yeah no she is no we want her to
work yeah y she's she's awesome she's
been great yeah all right any other
question for go ahead please uh just as
a point of clarity that HR assistant
that you said is being removed from the
budget is that able to be like a
effectively absorve back into your
workload um yeah I mean I I've been
doing my job and more for the past two
years so it was really more so for
someone to handle the day-to-day things
like phone calls and emails and going
through applications which I still do
today um just so I can lessen my
workload but you know it's doable I can
continue doing it try to do the best
that I can um but if you know what's
needed for the Department right now I
think is is going back to the Peril
manager um just kind of foring that
60k if
possible so when you said doing a work
are you doing daily work on top of
monitoring as part yes sir I am when you
say HR I am HR you're
also yeah so you know it's been working
I think you've been doing a great job
and I enjoy what I do you all right yeah
any other questions for this department
we don't have anything capital for this
see no questions thank you very much
have a good evening and a good weekend
yes you too thank you thank
you
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you okay so this is page
five and then we ask give us assessment
Cod
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1355 the adoped budget 2023
24583 proposed 24 budget looking at 3
4,538 only 7%
increase give us a summary what's going
on um
so trying to remember what I um the
expenses for
membership uh sorry going down to 402
line 402 I mean salary I guess I'll
start with salary see start from salary
and then work the B I don't know I had
asked for a certain amount I'm not sure
what was put in by I I don't know what
was put in by Anthony I I had passed a
test 4% 4% can never gave I I think I I
asked for a little bit more than that I
had put in or I had taken a test um this year that I passed on the first try
which most assessors don't do and it's
it gives me by the board of regions the
top level of um I have the highest
certification I can have as an assessor
in the state of New York so I I think I
asked for a little more than the 4% um
I'm fine with whatever I just I feel
like I have done a pretty decent job for
the city and I'm you know I mean so I
guess I was looking for that um I also
put in a little more for Nancy
um she
is let's not put them on his spot to the
public sorry um real property analyst
she's the only other management position
so when I'm out of the office there's a
little more responsibility for her um
and so I I wanted to try to honor her in
that way um she's getting to the point
where she's considering retirement in
the next couple of years so I just you
know again it was is more of a you've
done a great job thank you for covering
when I've been out of the
office um the rest of it the the other
three positions in the office we do have
the deputy assessor line um and there's
nothing in there I don't want to take
that necessarily out of the budget
because at some point for succession
planning that's a really optimal thing
to have in there for someone else to
come in it's not in there it's there's
okay there's a sorry there was a line in
mine but it doesn't have any I I was it
doesn't have any money yeah there's no
salary but I don't want to take it out
of there so is that a new theut the
position has it been there for years no
it's been there since so that's how I
came into the position that was how I
was hired so that because I didn't have
necessarily I had I needed six months of
experience so that was what happened I
had the six months as a deputy assessor
at the time I came in so that I
fulfilled the requirements wasn't it's
not a civil service thing but it is it's
kind of a civil service thing so I just
I apologize it's it's in my line here it
doesn't have any salary in it so I don't
we just just clean it up yeah it's not
in our budget here so that it's removed
from our so um so that's the salary
stuff the rest the the rest of the
positions are um civil service positions
so they have the steps and those are
already added in here um I do want to
ask about the data collector sure
Mr Ferrari that looks like it's a little
bit more than 4% yeah but I think she
also get a step too she get a step at
the
4.4% she gave step plus we'll take a
look at it but I'm PR sure that's what
it is you think that's what that is yeah
double check okay can you also look at
the real property appraiser also the
what appraiser the one above that yeah that could be also steps
and step and 4% 4 I don't know if it's a
step and four I I just 44% the numbers
that I was given so for those go ahead
please is the real property analyst also
a um is it management or is it um real
property analyst is actually management
yes and so the real property at
appraiser is that person um at a higher
level then thank you and there there's
licensure requirements for that position
gotcha
so the City Assessor and the real
property analyst is management position
cor and all the rest falls on the csca
yes go ahead please so I wouldn't want you to disclose those
amounts for your requested uh position
and that of the real property analyst
how do we get
those like your recommended figure um we
have copies so you provided so can i'
like if you can email that to us please
all the
members
oh yeah miss m get a distribute to thank
you um so the next let's see longevity I
think is is what it is that's there's no
question there um and then equipment is
the same um the so our Parcels have gone
down we've managed to like merge a lot
of the parcels that we have so uh New
York State requires us to pay for the
system that we use so that they can I
mean it's crazy but so that they
understand how many Parcels we have in
the city and all the information that we
have here we've gone down in par so we
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lost
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think
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is