[0:00] they totally tiny all small Department
[0:02] you guys were all excited like
[0:06] toally last night honestly my leg and I
[0:09] didn't eat before we came and I was you
[0:13] here oh my God it was so
[0:20] [Music]
[0:22] cold I got sweater I haven't like I got
[0:25] to pull out all my sweaters I got to
[0:27] pull out all my sweaters ah car oh so
[0:30] we're
[0:32] [Music]
[0:33] good is
[0:38] it I have a tab of all the
[0:41] department so I will just go from the to
[0:43] right down and
[0:58] clear who wants to go
[1:01] first I'd like
[1:04] to I'd like to call to order the city
[1:06] council committee meeting for Friday
[1:10] October 13th 2023 and turn to M ven
[1:14] thank you once again and this evening
[1:17] well I would like to call recall finance
[1:20] committee to order and we'll continue
[1:23] our final budget hearing for
[1:27] 2024 with uh regards to the department
[1:30] heads and this evening we'll go straight
[1:32] into human resource and I have um Derek
[1:35] just give us a brief and then have
[1:37] department head few key num tell us
[1:39] what's going on few Key Resources Cod
[1:44] 1430 uh the adopted budget for 2023 we
[1:49] looking at $ 58,4
[1:51] 24 the 24 proposed budget open at$
[1:54] [Music]
[1:56] 38454 24% decrease for Le that also a
[2:00] three aill decrease uh from the 23
[2:04] adopted
[2:05] budget very good follow the years to
[2:08] give us a summary what's happening in
[2:09] your department and anything that we
[2:11] need to know yep of course I want to say
[2:13] thank you all for taking your time out
[2:15] have your busy Fridays to sit with us
[2:17] here today um uh I'm Maryanne I'm the
[2:21] Human Resources Director for the city um
[2:24] I have been in my position for about two
[2:25] years now um overseeing peral benefits
[2:28] which are all
[2:30] um so right now we are doing fairly okay
[2:34] we are down one staff member um but
[2:37] that's just for Civil Service rules we
[2:39] have to wait until um we are able to
[2:42] hire off a list from an exam that um
[2:45] took place over the summer we now know
[2:47] that we can post for that position
[2:48] provisionally so I am posting for the
[2:51] pero audit clerk position which is
[2:53] currently vacant um so that will be
[2:56] filled hopefully in the next few weeks
[2:59] um you know given that we find the
[3:02] appropriate and that qualified
[3:04] candidate um you know just going through
[3:07] our budget here um you know we went
[3:10] through it thoroughly um the only thing
[3:13] that I see that might be a discrepancy
[3:14] and you know I asked for initially um
[3:17] was our payroll manager salary um we
[3:20] have our payroll manager currently
[3:22] budgeted for six 56 to 65 but if you
[3:26] look just below we have our personel
[3:28] benefits cler thinking a little bit more
[3:30] than our Peril manager um so I I ask
[3:33] that we if you can consider um you know
[3:37] thinking about putting that payroll
[3:39] manager at 60k straight um Britney
[3:42] cogman is currently in that position she
[3:44] has exceeded abundantly in her duties
[3:47] and everyday
[3:48] responsibilities um I think she's well
[3:50] deserving of that salary requirement um
[3:54] and that's just all I ask for today I
[3:57] just I just want to add to that that
[3:58] Britney's management and and the the
[4:00] benefit clerk is uh csca what happened
[4:04] was that the csca besides getting all
[4:06] their Races they also had steps where
[4:08] management doesn't have steps so so even
[4:10] though she supervised them she'll be
[4:12] making less to them so we're trying to
[4:14] get get her to be a little bit overhead
[4:16] you know so if we were to increase the
[4:19] payable management it wouldn't affect
[4:21] the Union at all no no he would just
[4:24] continue to move up in his steps as he
[4:26] normally would um whereas you know she's
[4:30] she she just gets the management just as
[4:33] a reminder that's not um that's not
[4:36] name just
[4:39] for to protect employees um
[4:43] confidentiality um let's not attaching
[4:45] into any staffing position or we can
[4:48] talk generically about the position yeah
[4:51] go ahead
[4:52] please go ahead please I was just
[4:54] wondering if the three positions um that
[4:56] were not uh filling were they filled
[4:59] before or have they been vacant yes so
[5:02] the three that were I think they were
[5:04] recently budgeted for 2023 um fairly new
[5:08] they have been vacant we haven't filled
[5:09] it the HR
[5:11] administrator or the HR assistant
[5:14] ips3 um with all of our staff changes we
[5:17] just hadn't had a chance to fill that
[5:18] one um we would have had to create a
[5:21] position with civil service specifically
[5:24] for the HR assistant so we didn't move
[5:26] forward with that one the other two were
[5:29] um
[5:30] the affirmative action office those were
[5:33] never fulfilled um provided that I've
[5:37] you know given the affirmative action
[5:39] officer multiple candidates to hire off um we did not hire for those
[5:45] position and I I don't have an answer
[5:47] for you time that's you know well I
[5:49] think what Ryan is is just not ready for
[5:51] that step yet you know okay yeah were
[5:54] these uh were these candidate qualified
[5:56] yes yeah so they pass all the
[5:58] requirement rules
[6:01] well I gave him a pool to choose from so
[6:04] usually what we do is he'll give me his
[6:06] top two three candidates R through by
[6:08] service before moving forward with
[6:10] interviews sure yeah um yeah so um I
[6:14] understand that process what I don't
[6:16] understand is that we wrote it out of
[6:17] the budget because um and this I'll just
[6:20] for general information we have other
[6:21] place other positions that are not build
[6:24] and then we don't write them out of the
[6:25] budget so I'm not clear why we're
[6:26] writing these out of the budget um I'm
[6:28] not entire sure CU they they've been
[6:31] vacant for the whole year so we're just
[6:33] you know we're you know we're looking
[6:35] for cost savings this because they
[6:38] they're not filling his positions we're
[6:39] like okay it's you know they it's not
[6:42] needed yet he's not ready for it yet
[6:44] yeah but we have other positions that we
[6:46] haven't filled no I know caring them and
[6:49] caring said Ron's not ready for these
[6:50] positions yet for the supervisor is
[6:52] basically saying you doesn't need them
[6:54] right now right now he doesn't Okay so
[6:57] he's not here go was saying he he will
[7:00] yeah the other vacancies have been
[7:02] pre-existing those positions have been
[7:04] embedded in the Departments for years
[7:06] and those are our top need fill
[7:09] positions whereas these positions are
[7:11] newly created we've given the
[7:13] affirmative action officer 10 plus
[7:15] months at this point to fill those
[7:17] positions with multiple candidates um
[7:20] and we didn't see anything being moved
[7:22] forward so I I assume that as well we
[7:24] cut it out of the
[7:26] budget that's my guess so you had
[7:29] conversation with the
[7:32] um a while back with did
[7:34] yeah um so is he aware of those
[7:37] positions have been cut I think that's
[7:38] important to never well I I told him it
[7:40] was going to happen you know so I don't
[7:42] know if he went to the mayor did he come
[7:44] to you
[7:46] guys so obviously
[7:50] yeah okay just so you know everybody
[7:53] knows I am ask him about that because at
[7:56] least I'm going to ask
[7:58] him
[8:00] no it it is something that we asked for
[8:03] because look at all the work that the
[8:05] projects getting all the workload that
[8:06] he is getting in the office and can he
[8:09] keep up with the work that he getting
[8:11] and can he administer the contracts and
[8:13] to make sure that people are submitting
[8:15] their mwb and being compliance for a one
[8:18] person to function in this this whole
[8:21] what I would say a
[8:22] department it's hard well I I think he
[8:25] wanted more of this the staff
[8:27] for uh the Empowerment
[8:31] Center and not for what he you know what
[8:33] he does regularly yeah but um I don't
[8:36] that's not what that was not our intent
[8:38] filling that that that was our intent
[8:39] was for him to do the work that you know
[8:41] with the city to make sure all the
[8:43] contracts is Mr M said that was our
[8:44] intent he's doing that so well that that
[8:48] yeah exactly that was the intent for
[8:49] people to help him to review the
[8:51] contract so he focus on the top level
[8:53] stuff and have a system to help him
[8:55] along with the contract like you says
[8:56] you know we've gave him you know plenty
[8:58] of uh things to hire from you know it's
[9:01] not like we H them unaccountable well
[9:05] say we should hold every to the same
[9:07] standard because this has happened in
[9:08] other departments as well so let's just
[9:10] yeah well this you know Ron's a good
[9:12] friend of mine list list I I don't want
[9:14] you I don't want you think that no look
[9:16] this has nothing to do with
[9:17] relationships I just want to make sure
[9:18] that we're doing this on a consistent
[9:20] basis so you going to ask yes I can we
[9:23] ask that we have a Wednesday yes can we
[9:27] please yes have r explain us to us why
[9:30] because we he had to cut it and then he
[9:33] we were asked to put this in and all of
[9:34] us supported it because of the workload
[9:36] he was getting because of the many
[9:37] contract arpa contract cdbg general
[9:40] contract across the board he asked for
[9:43] help we provided help and now cutting it
[9:46] like I said we
[9:47] provide we hear from him so Wednesday
[9:49] we'll hear from him and then forward and
[9:51] I just want to note that we did also
[9:53] have an HR assistant physician also in
[9:56] the same situation it was vacant for so
[9:58] long cutting it because we did not fill
[10:00] it so it's been only vacant a year the
[10:02] other one that you cut uh all three have
[10:05] been vacant so the HR System would have
[10:08] been you know within the HR department
[10:10] same duration as the clerical aid for
[10:12] attor of action as well as the program
[10:14] coordinators so we're keeping it uniform
[10:16] across the board it's not you know I
[10:18] mean just in your department I mean no
[10:20] yeah I mean I I have to say this this is
[10:24] the only Department I'm seeing the
[10:25] vacancies that is not fill is getting
[10:28] cut
[10:29] other department there are vacancies and
[10:32] we adding more more open position on top
[10:35] of it I think I think the big difference
[10:37] is that these these uh uh positions were
[10:40] never in the books before whereas the
[10:42] other P positions were in the books
[10:44] before and that's why they always try to
[10:46] get them on so we're just saying that
[10:49] you know because they're not being
[10:51] filled with figur you know not need them
[10:54] but when they are needed we'll fill them
[10:57] no I understand you know I've said that
[11:00] many many years on this I'm just letting
[11:02] you know what every department is vital
[11:05] for the city to survive and when we're
[11:08] cutting and cutting people out and
[11:10] bringing them well there's nobody was
[11:11] ever there so we're not really cutting
[11:12] them out cuz nobody was ever there we
[11:14] need to fill
[11:15] them well let's hear from Ron because
[11:17] maybe he'll say we don't need to fill
[11:19] them so I think that's an important can
[11:21] you please touch on the part salary just
[11:23] below that Y what is our comprise um we
[11:26] currently have someone she's been in
[11:27] this position for about a year and a
[11:29] half almost two years now um and it's
[11:31] just her part-time clerk she is very
[11:34] much a support staff um and much needed
[11:36] since we've been at of the heral audit
[11:38] clerk um our part-time clerk has been
[11:43] you know kind of assuming some of those
[11:44] duties as far as running payroll and you
[11:47] know all that great stuff so um she's
[11:50] very much
[11:52] needed Keep Her On go ahead please was
[11:55] she's not interested in like one of the
[11:56] full-time the full-time position that
[11:58] you had that was open she's not
[11:59] interested she she's a unique case she's
[12:01] already retired so this is kind of like
[12:03] a part time yeah so she's already um
[12:06] this is just kind of for fun but we she
[12:09] really is we're trying to
[12:11] help yeah no she is no we want her to
[12:14] work yeah y she's she's awesome she's
[12:18] been great yeah all right any other
[12:20] question for go ahead please uh just as
[12:23] a point of clarity that HR assistant
[12:25] that you said is being removed from the
[12:26] budget is that able to be like a
[12:29] effectively absorve back into your
[12:30] workload um yeah I mean I I've been
[12:34] doing my job and more for the past two
[12:37] years so it was really more so for
[12:39] someone to handle the day-to-day things
[12:41] like phone calls and emails and going
[12:43] through applications which I still do
[12:46] today um just so I can lessen my
[12:49] workload but you know it's doable I can
[12:51] continue doing it try to do the best
[12:53] that I can um but if you know what's
[12:56] needed for the Department right now I
[12:58] think is is going back to the Peril
[13:01] manager um just kind of foring that
[13:05] 60k if
[13:08] possible so when you said doing a work
[13:10] are you doing daily work on top of
[13:13] monitoring as part yes sir I am when you
[13:17] say HR I am HR you're
[13:21] also yeah so you know it's been working
[13:25] I think you've been doing a great job
[13:27] and I enjoy what I do you all right yeah
[13:31] any other questions for this department
[13:34] we don't have anything capital for this
[13:36] see no questions thank you very much
[13:39] have a good evening and a good weekend
[13:41] yes you too thank you thank
[13:44] you
[13:47] [Music]
[13:52] you okay so this is page
[13:56] five and then we ask give us assessment
[14:00] Cod
[14:01] [Music]
[14:03] 1355 the adoped budget 2023
[14:08] 24583 proposed 24 budget looking at 3
[14:12] 4,538 only 7%
[14:18] increase give us a summary what's going
[14:20] on um
[14:23] so trying to remember what I um the
[14:27] expenses for
[14:30] membership uh sorry going down to 402
[14:33] line 402 I mean salary I guess I'll
[14:36] start with salary see start from salary
[14:38] and then work the B I don't know I had
[14:41] asked for a certain amount I'm not sure
[14:44] what was put in by I I don't know what
[14:48] was put in by Anthony I I had passed a
[14:50] test 4% 4% can never gave I I think I I
[14:54] asked for a little bit more than that I
[14:55] had put in or I had taken a test um this year that I passed on the first try
[15:00] which most assessors don't do and it's
[15:03] it gives me by the board of regions the
[15:05] top level of um I have the highest
[15:08] certification I can have as an assessor
[15:10] in the state of New York so I I think I
[15:13] asked for a little more than the 4% um
[15:16] I'm fine with whatever I just I feel
[15:18] like I have done a pretty decent job for
[15:21] the city and I'm you know I mean so I
[15:24] guess I was looking for that um I also
[15:27] put in a little more for Nancy
[15:29] um she
[15:37] is let's not put them on his spot to the
[15:39] public sorry um real property analyst
[15:42] she's the only other management position
[15:44] so when I'm out of the office there's a
[15:46] little more responsibility for her um
[15:49] and so I I wanted to try to honor her in
[15:51] that way um she's getting to the point
[15:54] where she's considering retirement in
[15:55] the next couple of years so I just you
[15:57] know again it was is more of a you've
[15:59] done a great job thank you for covering
[16:01] when I've been out of the
[16:03] office um the rest of it the the other
[16:05] three positions in the office we do have
[16:07] the deputy assessor line um and there's
[16:10] nothing in there I don't want to take
[16:11] that necessarily out of the budget
[16:13] because at some point for succession
[16:15] planning that's a really optimal thing
[16:19] to have in there for someone else to
[16:21] come in it's not in there it's there's
[16:24] okay there's a sorry there was a line in
[16:26] mine but it doesn't have any I I was it
[16:29] doesn't have any money yeah there's no
[16:32] salary but I don't want to take it out
[16:33] of there so is that a new theut the
[16:36] position has it been there for years no
[16:38] it's been there since so that's how I
[16:40] came into the position that was how I
[16:42] was hired so that because I didn't have
[16:46] necessarily I had I needed six months of
[16:48] experience so that was what happened I
[16:51] had the six months as a deputy assessor
[16:54] at the time I came in so that I
[16:56] fulfilled the requirements wasn't it's
[16:58] not a civil service thing but it is it's
[17:01] kind of a civil service thing so I just
[17:04] I apologize it's it's in my line here it
[17:06] doesn't have any salary in it so I don't
[17:09] we just just clean it up yeah it's not
[17:11] in our budget here so that it's removed
[17:13] from our so um so that's the salary
[17:16] stuff the rest the the rest of the
[17:18] positions are um civil service positions
[17:22] so they have the steps and those are
[17:23] already added in here um I do want to
[17:26] ask about the data collector sure
[17:31] Mr Ferrari that looks like it's a little
[17:32] bit more than 4% yeah but I think she
[17:34] also get a step too she get a step at
[17:36] the
[17:38] 4.4% she gave step plus we'll take a
[17:40] look at it but I'm PR sure that's what
[17:42] it is you think that's what that is yeah
[17:44] double check okay can you also look at
[17:46] the real property appraiser also the
[17:49] what appraiser the one above that yeah that could be also steps
[17:57] and step and 4% 4 I don't know if it's a
[18:00] step and four I I just 44% the numbers
[18:03] that I was given so for those go ahead
[18:07] please is the real property analyst also
[18:10] a um is it management or is it um real
[18:13] property analyst is actually management
[18:15] yes and so the real property at
[18:18] appraiser is that person um at a higher
[18:21] level then thank you and there there's
[18:24] licensure requirements for that position
[18:27] gotcha
[18:30] so the City Assessor and the real
[18:32] property analyst is management position
[18:34] cor and all the rest falls on the csca
[18:38] yes go ahead please so I wouldn't want you to disclose those
[18:42] amounts for your requested uh position
[18:44] and that of the real property analyst
[18:46] how do we get
[18:47] those like your recommended figure um we
[18:51] have copies so you provided so can i'
[18:54] like if you can email that to us please
[18:56] all the
[18:57] members
[18:59] oh yeah miss m get a distribute to thank
[19:03] you um so the next let's see longevity I
[19:07] think is is what it is that's there's no
[19:10] question there um and then equipment is
[19:14] the same um the so our Parcels have gone
[19:18] down we've managed to like merge a lot
[19:20] of the parcels that we have so uh New
[19:22] York State requires us to pay for the
[19:25] system that we use so that they can I
[19:28] mean it's crazy but so that they
[19:30] understand how many Parcels we have in
[19:32] the city and all the information that we
[19:34] have here we've gone down in par so we
[19:53] [Music]
[19:57] lost
[19:58] [Music]
[21:27] think
[21:32] [Music]
[21:57] is