* This transcript was created by voice-to-text technology. The transcript has not been edited for errors or omissions, it is for reference only and is not the official minutes of the meeting.
           
          [Call to Order]
          [00:00:07]
. 
          GOOD EVENING, LADIES AND GENTLEMEN. 
          THANK YOU SO MUCH FOR JOINING US FOR THE DECEMBER 2ND, UH, 2025 ORDER SUPERVISORS MEETING. 
          UH, CALL THE MEETING TO ORDER. 
          AND THE ROLL CALL, PLEASE. 
          MR. . 
          HERE. 
          MRS. NOLL. 
          HERE. 
          MR. DREWRY. 
          PRESENT. 
          MR. ROME? HERE. 
          MR. SHEPHERD. 
          HERE. 
          MADAM CHAIRMAN, YOU HAVE A QUORUM. 
          THANK YOU VERY MUCH. 
          [1. Presentation of the FY 2025 Annual Comprehensive Financial Presentation. Receive a report from Danielle Nikolaisen, Director, Brown, Edwards & Company, L.L.P.]
TONIGHT WE'VE GOT THREE PRESENTATIONS. 
          THE FIRST ONE IS GOING TO BE THE PRESENTATION OF THE FY 20, UH, 25 ANNUAL COMPREHENSIVE FINANCIAL PRESENTATION. 
          AND THERESA OWENS, DIRECTOR OF FINANCE, I THINK YOU'RE THE ONE WHO'S SUPPOSED TO SPEAK AT THIS. 
          I'M UP. 
          YEAH. 
          GOOD EVENING. 
          'CAUSE TONIGHT IS THIS ON? IT'S NOT ON. 
          THEY'LL PICK YOU UP. 
          UP THERE. 
          GO PICK ME UP. 
          OKAY. 
          SORRY. 
          UM, TONIGHT WE'VE GOT WITH US, DAN YOUNG, NICK LYON FROM, UH, BROWN EDWARD, AND SHE IS THE PARTNER IN CHARGE OF THE AUDIT, UM, FOR US. 
          BUT BEFORE SHE COMES UP, I DO HAVE TO GIVE A HUGE THANK YOU, UM, TO THE STAFF OF THE ACCOUNTING AND FINANCIAL REPORTING. 
          THEY'RE OVER HERE. 
          CAROLYN, UM, CATHERINE, AMY, AND HEIDI AND KATIE COULDN'T BE HERE TONIGHT, BUT THEY SPEND HOURS AND MONTHS ON THE AUDIT AND EVERY DAY GETTING ALL THE TRANSACTIONS RECORDED CORRECTLY. 
          SO I, I NEED TO GIVE THEM A SPECIAL THANK YOU FOR THAT. 
          SO, WITH THAT, WITH THAT, UM, DANIELLE IS HERE TO PRESENT, UM, THE AUDIT OR FINDINGS, ANY FINDINGS AND REQUIRE COMMUNICATION TO THE BOARD. 
          THANK YOU, DANIELLE. 
          THANK YOU. 
          AND IT'S OKAY IF I THANK YOU. 
          UM, YES. 
          SO YOU ALL SHOULD HAVE IN FRONT OF YOU THE ANNUAL COMPREHENSIVE FINANCIAL REPORT, AS WELL AS THE REQUIRED COMMUNICATION. 
          UM, I AM TODAY JUST GONNA GO OVER A HIGH LEVEL, THE AUDIT PROCESS AND, UM, THE RESULTS OF OUR AUDIT REPORTS THAT ARE EMBEDDED IN THE BIG FINANCIAL DOCUMENT. 
          THE, UM, UNFORTUNATELY, THE NICE GLOSSY DOCUMENT THAT YOU HAVE IN FRONT OF YOU. 
          WE HAVE NOTHING TO DO WITH . 
          UM, SO I WON'T BE TALKING ABOUT THAT TODAY. 
          EVEN THOUGH IT IS, IT IS MUCH MORE READER FRIENDLY, USER FRIENDLY AND READABLE THAN, THAN WHAT THE ACT FOR PRESENTS. 
          BUT THAT'S THE PURPOSE. 
          YEAH, IT IS THE PURPOSE OF IT. 
          YES. 
          UM, SO YES. 
          UM, THIS IS OUR THIRD YEAR WORKING WITH THE COUNTY. 
          UM, IN ADDITION TO OUR AUDIT OF THE COUNTY, WE ALSO AUDIT THE SCHOOL DIVISION, THE ECONOMIC DEVELOP DEVELOPMENT AUTHORITY, AND THE MARQUEE, UM, CDA. 
          AND SO ALL THREE OF THOSE ENTITIES ARE ACTUALLY, UM, INCLUDED IN THE ACT FOR DOCUMENT THAT REQUIRED TO BE REPORTED AS COMPONENT UNITS OF THE COUNTY FOR FINANCIAL REPORTING PURPOSES. 
          SO YOU'LL SEE THE INFORMATION IN THE ACT FOR, FOR ALL FOUR ENTITIES. 
          THERE JUST A HIGH LEVEL OVERVIEW OF THE AUDIT PROCESS. 
          WE ACTUALLY START, UM, AUDIT PLANNING IN LATE SPRING, MAY, MAY, JUNE TIMEFRAME. 
          UM, THAT'S WHEN WE ARE CONDUCTING OUR INTERVIEWS WITH MANAGEMENT. 
          WE ARE WALKING THROUGH FINANCIAL REPORTING PROCESSES, AND WE'RE ALSO EVALUATING INTERNAL CONTROLS OVER FINANCIAL REPORTING. 
          SO WE USUALLY SPEND SOME TIME ON SITE WITH THAT. 
          UM, WE ALSO PERFORM AN ANNUAL RISK ASSESSMENT. 
          UM, WE CONSIDER ANY CHANGES THAT OCCURRED DURING THE YEAR IN KEY PERSONNEL CHANGES IN SYSTEM NEW FUNDING SOURCES, NEW GRANTS, NEW COMPLIANCE REQUIREMENTS. 
          UM, AND THAT'S WHEN WE ALSO MAKE OUR FEDERAL PROGRAM AUDIT DETERMINATION. 
          UH, WE COME BACK OUT IN THE SUMMER, USUALLY AROUND THE JULY TIMEFRAME FOR INTERIM TESTING. 
          SO THAT'S WHEN WE DO A LOT OF OUR STATE AND FEDERAL COMPLIANCE TESTING. 
          AND THEN WE ALSO PERFORM THE TESTING REQUIRED OVER THE VIRGINIA RETIREMENT SYSTEM COMPLIANCE REQUIREMENTS. 
          SEPTEMBER IS WHEN WE PERFORM THE AUDIT OF THE SCHOOLS AND THE, THE TWO OTHER COMPONENTS, THE EDA AND THE MCDA. 
          AND THEN FINALLY IN OCTOBER, NOVEMBER, WE'RE OUT HERE FOR THE ONSITE FIELD WORK FOR THE COUNTY AUDIT. 
          UM, SO AS YOU CAN TELL, THIS IS QUITE A LONG, COMPREHENSIVE PROCESS. 
          AND SO I WOULD JUST LIKE TO, UM, REITERATE, THERESA'S THANKS TO THE FINANCE TEAM. 
          YOU GUYS HAVE A REALLY GOOD TEAM HERE. 
          AND, UM, THEY REALLY ALLOW US TO GET IN AND OUT AND DO WHAT WE NEED TO DO WITHOUT COMPLAINING. 
           TOO MUCH. 
          SO , UM, THEY'RE, THEY'RE WONDERFUL TO WORK WITH HERE. 
          UM, SO OUR AUDIT IS REALLY BROKEN DOWN INTO THREE PIECES. 
          WE HAVE THE FEDERAL PROGRAM AUDIT. 
          WE HAVE A STATE COMPLIANCE AUDIT, AND THEN WE HAVE THE CORE FINANCIAL STATEMENT AUDIT. 
          UM, THE FEDERAL PROGRAM AUDIT IS WHAT WE CALL A SINGLE AUDIT. 
          UM, IT'S ACTUALLY COMBINED BETWEEN ALL FOUR ENTITIES. 
          UM, THE EDA AND THE MCDA DON'T REALLY HAVE FEDERAL PROGRAMS, SO IT'S REALLY JUST THE SCHOOLS AND THE COUNTY. 
          UM, THIS YEAR, THE MAJOR, THE MAJOR FEDERAL PROGRAM THAT WAS SELECTED FOR TESTING WAS ACTUALLY JUST ONE PROGRAM WITH THE SCHOOLS BECAUSE OF THE LARGE DOLLAR AMOUNTS INVOLVED. 
          IT WAS THE IMPACT AID. 
          UM, 
          [00:05:01]
SO THAT WAS THE PROGRAM THAT WE TESTED THIS YEAR. 
          UM, FEDERAL PROGRAMS ARE OVER A CERTAIN THRESHOLD, ARE REQUIRED TO BE AUDITED ONCE EVERY THREE YEARS, UM, UNLESS SOMETHING HAPPENS THAT WOULD THROW THEM INTO THE MIX MORE OFTEN THAN THAT. 
          AND THEN WE HAVE TO PERFORM A RISK ASSESSMENT OVER ALL OF THE REMAINING PROGRAMS ON AN ANNUAL BASIS. 
          AND SO WE'RE LOOKING AT ALL OF THE FEDERAL PROGRAMS ANNUALLY. 
          WE'RE ASSESSING RISK, BUT WE DON'T NECESSARILY TEST THEM ON AN ANNUAL BASIS. 
          UM, THE SECOND CORE PIECE OF OUR AUDIT, UM, IS THE STATE COMPLIANCE AUDIT. 
          AND SO ANNUALLY, THE, UM, STATE AUDITOR OF PUBLIC ACCOUNTS HAS QUITE A LONG LIST OF, UH, AUDIT REQUIREMENTS THEY PUT OUT. 
          AND SO WE AUDIT, UM, WE GO TO THE TREASURER'S OFFICE, WE LOOK AT UNC UNCLAIMED PROPERTY. 
          WE GO TO THE COMMISSIONER'S OFFICE, AND WE LOOK AT ABATEMENTS AND EXONERATIONS. 
          WE LOOK AT CONFLICTS OF INTEREST. 
          UM, THERE IS A, ON PAGE M THREE, THERE'S A WHOLE LISTING OF STATE CODE REQUIREMENTS THAT THEY REQUIRE US TO TEST TO. 
          AND SO THAT'S PART OF OUR STATE COMPLIANCE AUDIT. 
          UM, ADDITIONALLY, WE ISSUE TWO SEPARATE REPORTS, AGAIN, REQUIRED BY THE A PA ON THE SHERIFF'S OFFICE INTERNAL CONTROLS, AND ALSO ON THE COUNTY'S COMPLIANCE WITH THE VIRGINIA RETIREMENT SYSTEM COMPLIANCE REQUIREMENTS, MAKING SURE THAT YOU'RE DOING EVERYTHING THAT YOU'RE SUPPOSED TO DO FOR THE RETIREMENT PLAN PARTICIPATION. 
          AND THOSE HAVE BOTH BEEN ISSUED. 
          UM, AND THOSE WERE ESSENTIALLY CLEAN, NO FINDINGS AS PART OF THOSE REPORTS. 
          AND THEN THE LAST PIECE OF THE AUDIT IS, OF COURSE, THE FINANCIAL STATEMENT. 
          UM, THE, THE AUDIT OF THE BASIC FINANCIAL STATEMENTS THEMSELVES. 
          THIS IS WHERE WE'RE AUDITING THE BALANCES THAT ARE REPORTED IN THE STATEMENTS, AS WELL AS THE TRANSACTIONS THAT ARE REPORTED. 
          UM, WE VOUCH BALANCES TO THIRD PARTY SUPPORTING DOCUMENTATION. 
          WE CALL THE INDEPENDENT VERIFICATION OF BALANCES. 
          WE LOOK AT INVOICES, WE PERFORM ANALYTICS. 
          SO IT'S A, IT'S A WHOLE PROCESS. 
          UM, THERE'S, THERE'S A NICE SEGREGATION OF DUTIES IN VIRGINIA LOCAL GOVERNMENT BETWEEN THE TREASURER, THE COMMISSIONER AND FINANCE. 
          AND SO WE DO A LOT OF CORROBORATION BETWEEN THE THREE. 
          AND SO, UM, IT'S, IT'S A FULL SCOPE WE'LL SAY. 
          UM, SO JUST GETTING TO OUR AUDIT REPORTS, THE, UM, AUDIT REPORT IS FOUND ON PAGE B ONE OF THE LARGE BOUND DOCUMENT THAT YOU HAVE IN FRONT OF YOU. 
          THE FIRST PARAGRAPH OF THAT JUST NOTES EXACTLY WHAT WAS INCLUDED IN THE SCOPE OF OUR AUDIT. 
          SO OUR OPINION IS ON THE BASIC FINANCIAL STATEMENT. 
          SO THERE'S QUITE A LOT INCLUDED IN THIS DOCUMENT. 
          UM, AND IF YOU LOOK AT THE TABLE OF CONTENTS, IT'S BROKEN DOWN NICELY INTO DIFFERENT SECTIONS. 
          OUR AUDIT IS ON THE BASIC FINANCIAL STATEMENT PORTION OF THAT. 
          THAT'S WHAT OUR OPINION COVERS. 
          UM, AGAIN, WHERE'S, WHERE'S THAT PART? IF YOU LOOK AT THE TABLE OF CONTENTS FIRST PAGE, THAT'S WHERE IT NORMALLY IS. 
          THERE'S A , THERE'S A SECTION FOR THE BASIC FINANCIAL STATEMENTS. 
          AND THEN IT DETAILS OUT ALL OF THE STATEMENTS AND THE NOTES THAT ARE INCLUDED UNDER THE BASIC STATEMENTS. 
          THAT'S THE CORE OF OUR AUDIT. 
          UM, EVERYTHING ELSE IN THIS DOCUMENT, WE, UM, WE LOOK AT AND WE REVIEW AND WE PERFORM VARIOUS LEVELS OF ASSURANCE ON THOSE SECTIONS. 
          BUT OUR CORE OPINION IS ON THOSE BASIC STATEMENTS THEMSELVES. 
          AND SO THE SECOND PARAGRAPH OF OUR AUDIT REPORT, WHICH FLIPPING BACK TO PAGE B ONE, UM, IS IN THE SECOND PARAGRAPH. 
          AND SO IN OUR OPINION, THE FINANCIAL STATEMENTS ARE PRESENTED FAIRLY IN ALL MATERIAL RESPECTS. 
          SO THIS IS A CLEAN UNMODIFIED AUDIT OPINION ON THE BASIC FINANCIAL STATEMENTS. 
          UM, OUR AUDIT REPORT THEN GOES ON TO DESCRIBE THE BASIS FOR OUR OPINIONS, AND THAT'S GENERALLY ACCEPTED AUDITING STANDARDS, GOVERNMENT AUDITING STANDARDS, AS WELL AS THE, THE STATE SPECIFICATIONS AUDIT SPEC SPECIFICATIONS. 
          I WILL POINT OUT, THERE WAS A CHANGE IN ACCOUNTING PRINCIPLE THAT WAS IMPLEMENTED THIS YEAR. 
          UM, THERE, THERE WAS A NEW ACCOUNTING STANDARD THAT WAS IMPLEMENTED, AND AS A RESULT OF THE IMPLEMENTATION OF THAT, IT REQUIRED THE RESTATEMENT OF SOME BALANCES. 
          AND SO, WHENEVER NUMBERS ARE RESTATED FROM WHAT THEY WERE IN A PRIOR YEAR, WE LIKE TO POINT OUT THAT, THAT IT'S OKAY. 
          IT'S NOT BECAUSE THERE WAS AN ERROR, IT WAS BECAUSE THERE WAS A NEW ACCOUNTING STANDARD THAT WAS REQUIRED TO BE IMPLEMENTED. 
          AND THE EFFECT OF THAT RESTATEMENT IS DESCRIBED IN NOTE 16. 
          IT'S ALL THE WAY AT THE BACK OF THE, UM, OF THE NOTES. 
          UM, IT'S RELATED, IT'S TO COMPENSATED ABSENCES. 
          IT'S, IT'S HOW YOU VALUE THE LEAVE THAT'S BEEN EARNED, BUT NOT YET TAKEN BY YOUR EMPLOYEES. 
          AND NATIONWIDE, IT'S JUST MADE THIS LIABILITY FIGURE LARGER, UM, AND REQUIRES SOME ESTIMATES INTO WHAT'S MORE LIKELY THAN NOT TO BE TAKEN BY YOUR EMPLOYEES. 
          SO, UM, I WILL SAY IT'S BEEN QUITE A TASK FOR ACCOUNTANTS THIS YEAR TO TRY TO ESTIMATE THOSE FIGURES. 
          A LOT OF TIME AND EFFORT WENT INTO THE DEVELOPMENT OF THOSE ESTIMATES. 
          UM, AND SO WE HAVE AUDITED AND DETAIL THOSE 
          [00:10:01]
SCHEDULES, AND WE HAVE FOUND THEM TO BE, UM, MATERIALLY CORRECT. 
          AND WE TAKE NO EXCEPTION TO ANYTHING IN THERE, BUT IT WAS QUITE A TASK THIS YEAR TO, TO IMPLEMENT THAT NEW STANDARD. 
          WHO SET THAT STANDARD? THE GO GOVERNMENT ACCOUNTING STANDARDS BOARD. 
          THAT'S A GUESS. 
          YOU DO THAT TO SCREW AROUND WITH PEOPLE OR WHAT THEY GENERALLY THINK THAT LOCALITIES ARE NOT REPORTING LIABILITIES ENOUGH. 
          SO THE PAST SEVERAL SET OF STANDARDS THAT THEY HAVE PUT OUT, JUST ADD LIABILITIES TO THE BALANCE SHEET. 
          GENERALLY SPEAKING, THAT'S JUST SCREWING AROUND WITH PEOPLE. 
          , IS THAT, IS THAT A STATE BOARD OR A FEDERAL BOARD? IT, IT IS. 
          UM, I, IT'S NOT STATE. 
          UM, I, I WOULD SAY IT LEANS MORE TOWARDS FEDERAL THAN, THAN STATE. 
          SO, UM, OUR AUDIT REPORT THEN GOES ON TO DESCRIBE MANAGEMENT'S RESPONSIBILITIES FOR THE FINANCIAL STATEMENTS, OUR AUDIT, OUR RESPONSIBILITIES FOR THE AUDIT OF THE STATEMENTS. 
          AND THEN, AS I MENTIONED, UM, THERE'S A COUPLE SECTIONS RELATED TO THE LEVEL OF ASSURANCE THAT WE ARE PROVIDING FOR THE OTHER SECTIONS THAT ARE, UM, IN THE ACT FOR DOCUMENT. 
          AND SO THERE'S DIFFERENT PIECES AND PARTS, AND HERE WE DESCRIBE THE LEVEL OF ASSURANCE THAT WE'RE PROVIDING OVER THOSE SECTIONS. 
          AND THEN FINALLY, AT THE END OF OUR AUDIT REPORT, WE MAKE REFERENCE TO THE SECOND REPORT THAT WE HAVE IN THE BACK OF THE ACT FOR DOCUMENT. 
          AND THAT'S OUR REPORT ON INTERNAL CONTROLS AND COMPLIANCE. 
          UM, AS PART OF OUR AUDIT, WE, UM, CONSIDER MANAGEMENT'S INTERNAL CONTROLS OVER FINANCIAL REPORTING FOR THE PURPOSE OF DESIGNING OUR AUDIT PROCEDURES. 
          AND SHOULD WE NOTE ANY MATERIAL WEAKNESSES AND INTERNAL CONTROLS, WE WOULD REPORT THOSE HERE IN THIS REPORT, OR WE WOULD DESCRIBE THOSE HERE IN THIS REPORT. 
          AND YOU'LL SEE IN THE, UM, OH, IT'S ACTUALLY ON THE SECOND PAGE OF OUR REPORT. 
          IT'S A CLEAN UN ESSENTIALLY A CLEAN REPORT ON OUR FINDINGS OF OUR TESTING OF INTERNAL CONTROLS. 
          SO WE NOTED NO MATERIAL WEAKNESSES, INTERNAL CONTROLS TO BE REPORTED TO YOU ALL. 
          ADDITIONALLY, UM, THE SECOND PART OF THAT REPORT IS THE REPORT ON COMPLIANCE. 
          HAD WE NOTED ANY INSTANCES OF NON-COMPLIANCE WITH REGARD TO ALL OF THAT TESTING WE DO WITH GRANT REQUIREMENTS AND STATE CODE REQUIREMENTS, WE WOULD DESCRIBE THOSE IN THAT REPORT. 
          AND THERE WERE NONE. 
          SO WE HAVE NO COMPLIANCE FINDINGS TO REPORT TO YOU ALL. 
          SO ESSENTIALLY THE CLEAN ON MODIFIED VERSION OF THE REPORT ON INTERNAL CONTROLS AND COMPLIANCE. 
          AND I WILL SAY THAT, UM, NORMALLY THERE IS A THIRD REPORT ON FEDERAL PROGRAM. 
          OUR FEDERAL PROGRAM AUDIT, LIKE I MENTIONED, WE AUDITED THE, UM, THE SCHOOL'S IMPACT AID GRANT PROGRAM ANNUALLY. 
          THE FEDERAL GOVERNMENT PUTS OUT WHAT THEY CALL UNIFORM GUIDANCE, AND THAT'S WHAT ALL FEDERAL PROGRAM AUDITS ARE SUPPOSED TO BE CONDUCTED TO IN THAT YEAR. 
          UM, THAT PUTS OUT THE GUIDANCE THAT WE'RE SUPPOSED TO FOLLOW FOR THE AUDIT BECAUSE IT'S FEDERAL. 
          UM, THAT DIDN'T COME OUT UNTIL LAST WEEK. 
          SO WE PERFORMED OUR TESTING BASED ON A DRAFT THAT THEY HAD ISSUED A FEW MONTHS AGO. 
          UM, WE HAVE THUS FAR, HAVE, HAVE NO FINDINGS AS A RESULT OF THAT TESTING. 
          RIGHT NOW, WE HAVE PEOPLE IN OUR FIRM COMING THROUGH THE, THIS NEWLY RELEASED DOCUMENT AND MAKING SURE THAT WE'VE DONE EVERYTHING THAT WE NEED TO DO. 
          UM, AND THEN WE EXPECT TO BE ABLE TO ISSUE THAT REPORT IN THE NEXT COUPLE OF WEEKS. 
          BUT AGAIN, WE DO EXPECT THAT TO BE A CLEAN REPORT ON FEDERAL PROGRAM COMPLIANCE FOR THE, UM, FOR THE IMPACT AID AUDIT THIS YEAR. 
          ALRIGHTY. 
          GOOD. 
          AND THAT'S IT. 
           WONDERFUL FOR ANOTHER YEAR. 
          BUT LET'S SEE. 
          THERE ARE ANY QUESTIONS YOU HAVE. 
          ANYBODY HAVE ANY QUESTIONS ON THIS? GOT A COUPLE QUESTIONS. 
          I'M SURE YOU WOULD GO AHEAD, . 
          OF COURSE. 
          I WOULD. 
          UH, SO FIRST OF ALL, CONGRATULATIONS, UH, ALWAYS, UH, NICE TO HAVE A CLEAN UNMODIFIED, UH, REPORT. 
          MM-HMM . 
          SO THRILLED TO HEAR THAT QUESTION FOR YOU IS, DO WE HAVE FULL, UNFETTERED AND UN UNRESTRICTED ACCESS TO ALL THE DATA AND ALL THE PERSONNEL THAT YOU NEEDED THROUGHOUT THE AUDIT PERIOD? ABSOLUTELY. 
          YES. 
          THAT'S MY STANDARD QUESTION. 
          OKAY. 
          , I DON'T SEE THE CDA MENTIONED. 
          I'VE BEEN THROUGH THE OKAY. 
          INDEX. 
          AND IS THERE A SECTION ON, ON THE CDA, WERE THERE ANY FINDINGS ON THAT? UH, WE SHOULD BE AWARE THERE, THERE WERE NO FINDINGS. 
          THE, THE INFORMATION FOR THE CDA ARE KIND OF EMBEDDED THROUGHOUT THE DOCUMENT. 
          SO LIKE, IF YOU'RE LOOKING AT A CAPITAL ASSET DISCLOSURE, IT BREAKS IT OUT BETWEEN COUNTY SCHOOLS, E-D-A-M-C-D-A. 
          UM, THERE IS ALSO, UM, IF YOU LOOK AT THIS D ONE AND D TWO, THEY HAVE, UM, SEPARATE ROWS AND COLUMNS BROKEN OUT FOR THE ENTITIES. 
          AND SO YOU'LL SEE SEPARATE COLUMNS FOR THE COUNTY AND THE SCHOOLS AND THE EDA AND THE M CDA. 
          BUT NOTHING OF CONCERN, UH, WITH THE NUMBERS REPORTED OR THE, UH, I CAN'T HEAR YOU. 
          I SAID CONCERNS 
          [00:15:01]
ON THE CDA WITH RESPECT TO WHERE THEY ARE VERSUS LAST YEAR. 
          SO FOR THE CDA, WE, WE DO ISSUE SORT OF A MODIFIED OPINION WITH REGARD TO THE STATUS OF THEIR BONDS. 
          YES. 
          UM, AND THEIR STATUS OF REPAYMENT. 
          UM, THAT DOESN'T AFFECT THE COUNTY'S AUDIT REPORT. 
          UM, BUT WE DO ISSUE SEPARATE STATEMENTS, A SEPARATE AUDIT REPORT FOR THE MCD. 
          WE ISSUE SEPARATE AUDIT REPORTS FOR ALL THREE OF THOSE COMBINED ENTITIES. 
          UM, AND THE AUDIT REPORT FOR THE MCDA GOES INTO MORE DETAIL FOR THEM, SPECIFICALLY BECAUSE THEY ARE SO SMALL COMBINED COMPARED TO THE COUNTY AS A WHOLE. 
          THEY'RE NOT NECESSARILY HIGHLIGHTED ANYWHERE, BUT SOME OF THE MORE SENSITIVE DISCLOSURES, ESPECIALLY WITH REGARD TO THE BONDS AND THE, THE STATUS OF THE DEBT REPAYMENT, THOSE ARE INCLUDED IN THE DEBT FOOTNOTE OF THESE STATEMENTS. 
          OKAY. 
          SO THEY'RE THERE. 
          THANK YOU. 
          MM-HMM . 
          THANK YOU VERY MUCH FOR ANOTHER YEAR. 
          AHA. 
          GOT ANOTHER QUESTION. 
          GO FOR COUPLE. 
          REAL QUICK, JUST FOR CLARITY, EVERYONE'S CLARITY, WHEN WE TALK ABOUT THE ANNUAL REPORT, WE'RE TALKING ABOUT THE FISCAL YEAR FROM JULY 1ST, 2024 TO JULY. 
          YES, SIR. 
          JUNE 30TH. 
          YES. 
          OF, OF THIS YEAR. 
          YES, SIR. 
          UH, SECOND MY STANDARD QUESTION. 
          UM, ARE THERE ANY OPPORTUNITIES FOR IMPROVEMENTS IN OUR PRACTICES THAT YOU MIGHT RECOMMEND FROM, FROM YOUR, FROM YOUR AUDIT? SO, WHEN WE'RE OUT HERE FOR FIELD WORK AND WE COME ACROSS THINGS THAT WE, WE FEEL LIKE COULD POTENTIALLY BE DONE DIFFERENTLY OR WE MIGHT HAVE SUGGESTIONS, WE PROVIDE THOSE TO MANAGEMENT IN REAL TIME. 
          WE DON'T NECESSARILY CONSOLIDATE THEM AND, AND ISSUE THEM IN WRITING. 
          UM, I, I CAN CERTAINLY SORT OF LOOK THROUGH OUR FILES AND SEE WHAT WE COMMUNICATED TO THEM, BUT THERE WAS NOTHING THAT WE NOTED THAT WAS INAPPROPRIATE OR, UH, EXCESSIVE OR, I, I WOULDN'T, I WOULDN'T EXPECT A CLEAN AUDIT IF, IF, IF WE HAD IT. 
          BUT THERE'S ALWAYS OPPORTUNITIES FOR IMPROVEMENT. 
          SO WHEN, WHEN YOU HAVE THE OPPORTUNITY, IF YOU COULD JUST GIMME A SUMMARY AS LIKE, GET A SUMMARY OF MM-HMM . 
          OF THAT, THAT'D BE GREAT TO HAVE. 
          SURE. 
          YEAH. 
          KNOW, SO, MM-HMM . 
          THANK YOU. 
          YEAH. 
          OKAY. 
          THANK YOU VERY MUCH. 
          WE'LL SEE YOU NEXT YEAR, HOPEFULLY. 
          I HOPE SO. 
          THANK YOU. 
          OKAY. 
          THANK YOU. 
          CONGRATULATIONS OF THE TEAM FOR CLEAN AND WHAT, WHAT'S, WHAT'S THE TERM? CLEAN AND CLEAN UNMODIFIED. 
          CLEAN UNMODIFIED. 
          UN GOOD JOB MODIFICATION. 
          I THINK THEY HAVE A FINE REPUTATION FOR THAT FOR OVER THE YEARS THAT I'VE BEEN A BOARD. 
          SO I COME TO EXPECT TO HEAR THAT VERY HONEST WHATSOEVER. 
          WHAT, WHEN WE GET A REPORT AND YOU HAVE THE, THE TRIPLE CROWN OF FINANCIAL REPORTING. 
          SO IT'S, YOU HAVE A VERY, I WILL SAY, YOU GUYS HAVE A VERY GOOD TEAM HERE. 
          THEY TRIPLE CROWN. 
          YOU WANNA EXPLAIN THAT , THEY, THEY, THEY TAKE A LOT OF CARE IN WHAT THEY DO FROM AN AUDIT PERSPECTIVE. 
          WE, WE ENJOY WORKING WITH THEM. 
          THE, WHO'S WEARING THE CROWN , I'M NOT SURE IF THAT'S, SO YOU WON'T TALK ABOUT GOVERNMENT MESSING WITH YOU . 
          DON'T LET THEM GET TO YOU. 
          YEAH. 
          THANK YOU. 
          THANK YOU. 
          AND ENTER VERY MUCH. 
          UH, 
          [2. VDOT Quarterly Update. Receive a presentation from Rossie Carroll, Residency Administrator]
OKAY. 
          OUR NEXT PRESENTATION IS THE V DOT QUARTERLY UPDATE. 
          ROSSI, CARROLL, IT'S GOOD TO SEE YOU. 
          GOOD EVENING, MADAM CHAIR. 
          OTHER DISTINGUISHED MEMBERS OF THE BOARD. 
          GOOD TO BE WITH YOU TONIGHT. 
          YOU YES. 
          WHAT ABOUT ME? YOU WERE ONE OF THEM. 
          . 
          ALRIGHT, SO, UM, START THINGS OFF. 
          THE CUSTOMER SERVICE. 
          THE CUSTOMER SERVICE, UH, DATA IS FROM PERIOD AUGUST 1ST TO OCTOBER 31ST. 
          WHEN I HAD PUT THIS TOGETHER WAS ACTUALLY IN NOVEMBER. 
          SO I NEEDED A CLEAN MONTH. 
          SO IT'S BACKDATED JUST A LITTLE BIT. 
          HOWEVER, THE, THE CUSTOMER SERVICE CENTER, UH, CUSTOMER CONCERNS COME IN WHERE FOR THOSE THREE MONTHS WERE 451. 
          UH, WE FINISHED, UH, COMPLETED 377 OF THOSE. 
          THE BIG TICKET ITEMS WERE, UH, OBVIOUSLY DRAINAGE, DITCHING, THAT TYPE OF THING. 
          UH, SURFACE PATCHING. 
          AND, UH, THIS TIME OF YEAR, DEAD ANIMAL REMOVAL. 
          SO THEY WERE THE BIG THREE. 
          UM, THEY CAME IN THROUGH OUR, UH, OUR CUSTOMER SERVICE CENTER. 
          UM, WITH THAT WAS 83.6%, UM, COMPLETION RATE. 
          WE ALSO CREATE OUR OWN WORK ORDERS, UH, THROUGH OUR HMMS SYSTEM, THE HIGHWAY MAINTENANCE MANAGEMENT SYSTEM. 
          UH, WE CREATED 146. 
          UH, A LOT OF TIMES IF WE SEE THINGS OR HAVE GONE OUT AND DONE INSPECTIONS AND HAVE TO SCHEDULE WORK, WE PUT THOSE IN THE SYSTEM. 
          UH, AND WE ENDED UP DOING A HUNDRED AND COMPLETING 145 OF THE 146 THAT WE PUT IN THERE. 
          SO 
          [00:20:01]
ALTOGETHER WAS 597 WORK ORDERS COMPLETED. 
          522 OF THOSE, THERE'S 75 OUTSTANDING WITH A 87% COMPLETION RATE. 
          UM, WE ALWAYS TELL PEOPLE TO, UH, YOU KNOW, CALL OUR HOTLINE OR OUR, UH, YOU KNOW, ONE 800 ROAD FOUR ROADS, UM, IF THEY HAVE ANY CONCERNS OR SEE ANYTHING. 
          IT ALLOWS US TO GO OUT AND RESPOND TO THINGS QUICKER VERSUS, YOU KNOW, US FINDING IT ON OUR OWN. 
          SO IT'S GREAT, GREAT, GREAT TOOL. 
          UH, A FEW HIGHLIGHTS IN THE AREA. 
          WE DID SOME TREE TRIMMING, WATERVIEW ROAD DROP INLET REPAIRS ON PROVIDENCE LANE. 
          UH, TREE TRIMMING ON, UH, YORKTOWN ROAD. 
          UH, CONCRETE DITCH REPLACEMENT ON CARLTON DRIVE. 
          UH, HAD A DRAINAGE PROJECT OVER ON COVINGTON, UH, DRIVE PAVEMENT REPAIRS ON WESTON ROAD. 
          UH, DRAINAGE PROJECT ON QUARTER MARSH DRIVE. 
          WE DID TREE AND BRUSH TRIMMING ON 17 AND ROUTE 2 38. 
          UH, WE DID DRAINAGE AND SHOULDER REPAIR PROJECT ON 17 AT ALEXANDER ALEXANDER HAMILTON ROAD. 
          UM, AND I'LL ALSO SAY IN THAT TIME PERIOD, TOLLS WERE LIFTED,  OFF THE COLMAN BRIDGE. 
          SO SOME OF THE PLAN WORK WE HAVE COMING UP FOR MAINTENANCE IS ROUTE 17 NORTH BETWEEN, UH, 1 7 73 AND 1 0 5 IS A, UH, DITCHING PROJECT. 
          UM, HOWEVER, WE ARE COORDINATING THAT WITH THE UTILITY RELOCATIONS THAT ARE GOING ON OUT THERE IN THE OTHER PROJECT. 
          'CAUSE WE DON'T WANT TO ADD TO THE QUEUING AND TRAFFIC BACKUPS THAT ARE ALREADY PRESENT, UM, WITH ALL THE CONSTRUCTION GOING ON IN THE AREA. 
          SO, UH, IT'S IN OUR PLANS. 
          WE DO HAVE FUNDING FOR THAT. 
          UM, WE'RE JUST TRYING TO FIT IN WITH EVERYTHING ELSE THAT'S GOING ON. 
          UH, BARLOW ROAD, WE HAVE A DITCHING AND BIKE PIPE CLEANING PROJECT COMING UP. 
          SKIMMING A ROADWAY PATCHING PROJECT. 
          DAWSON'S CRESCENT, UH, DRAINAGE PROJECT THAT'S SUPPOSED TO HAVE STARTED, UH, YESTERDAY. 
          BUT WITH THE RAIN AND EVERYTHING, IT'LL PROBABLY NEXT WEEK BEFORE WE GET OUT THERE, UH, TO START THAT PROJECT. 
          ALSO, HAMPTON HIGHWAY, BETWEEN 1500 AND OWENS DAVIS, WE GOT A DITCHING PIPE CLEANING AND TREE REMOVAL, TREE TRIMMING. 
          NOW THE DITCH LINES, UH, PROJECT COMING UP, THAT'S PROBABLY AROUND MARCH 1ST. 
          AND THEN CRAWFORD ROAD. 
          WE HAVE TREE TRIMMING AND DITCH WORK, UM, SCHEDULED FOR THAT AS WELL. 
          UH, VDOT ADMINISTERED PROJECTS. 
          WE HAVE SOME ON CALLS. 
          WE HAVE THE, UH, GUARDRAIL PROJECT CURRENTLY. 
          UH, UM, WE HAVE COMPLETED 47 OF THE 50 HITS THAT WE REPORTED, OR TASK ORDERS THAT WE'VE SUBMITTED TO THAT PROJECT. 
          UM, THERE'S A PROJECT ON ROUTE 1 43 OVER, UH, 64. 
          THAT'S A ON-CALL BRIDGE REPAIR THAT HITS, THAT STARTED, UH, NOVEMBER THE 17TH. 
          UH, THEY'RE DOING ABUTMENT WORK NOW, HOWEVER, NEXT WEEK THEY'RE GONNA START THE ANCHOR BOLT REPLACEMENT, WHICH WILL PUT THEM ON THE 64 SIDE OF THE BRIDGE, THE BOTTOM OF THE BRIDGE. 
          MM-HMM . 
          UM, SO YOU'LL SEE A SHIFT IN THAT, AND THEY'LL BE WORKING ON THAT FOR THE NEXT TWO OR THREE MONTHS. 
          UH, PENMAN ROAD, GOVERNMENT ROAD ROADWAY IMPROVEMENTS, THAT'S PROJECT IS COMPLETE. 
          UH, THE WITH CREEK ROAD PROJECT, I KNOW IT'S, UH, IN SOLELY IN PICOS AND, BUT IT, IT INCLUDES CARIES, CHAPEL ROAD, THOSE TYPE OF THINGS. 
          UM, IT IS CURRENTLY UNDER CONSTRUCTION. 
          UM, YOU SAY, WHEN ARE YOU GONNA SHUT THAT ROAD DOWN? UH, FOR HOW LONG? SO I DON'T HAVE IT IN MY NOTES, BUT I I DID, I DID PROVIDE IT TO YOU. 
          SO I KNOW I CAN GO BACK TO MY NOTES. 
           DAMN . 
          OKAY. 
          I'LL HAVE TO GO LOOK AT MY STUFF. 
          UM, BUT YEAH, I, I'LL LOOK BACK AS WELL. 
          BUT, UH, CERTAINLY IT'S GONNA BE CLOSED DOWN FOR, FOR A BIT TO TRY TO CONNECT INTO THE BRIDGE, UH, WHERE CARRIES CHAPEL CONNECTS INTO THE BRIDGE THERE ABOUT A YEAR, SIX MONTHS OR MORE. 
          UH, SIX, EIGHT MONTHS, I BELIEVE IT WAS. 
          TRY A YEAR, YEARS MORE? NOT, I DON'T THINK IT'S A YEAR. 
          OKAY. 
          YEAH. 
          BUT I'LL LOOK BACK AND SEE. 
          I'M GONNA PUSH YOU AROUND LIKE THAT. 
           UH, THE CONSTRUCTION FOR THIS PROJECT IS SCHEDULED TO COMPLETE AUGUST 8TH, 2027. 
          UM, WHAT THAT IS AUGUST 8TH, 2027. 
          CONSTRUCTION COMPLETION OF, THAT'S THE IMPORTANT DATE OF 'CAUSE I WANNA TALK ABOUT OF WHAT I MISSED IT. 
          COMPLETING WHAT? THE PROJECT WITH CREEK PROJECT. 
          OH, WITH CREEK. 
          AUGUST 8TH. 
          AUGUST 8TH, 2027. 
          OH, 27TH. 
          THANK YOU. 
          SO THAT IS AN IMPORTANT DATE BECAUSE I'M GONNA DISCUSS SOME PROJECTS THAT ARE IN DESIGN OR WE'RE TRYING TO SCOPE NOW, AND WHERE THOSE CONNECT BECAUSE OF THE, THE ROAD OR, YOU KNOW, THE TRAFFIC IMPACTS. 
          UH, ROUTE 1 34 OVER 17. 
          UH, BRIDGE DECK REPLACEMENT THAT'S ONGOING RIGHT NOW. 
          UH, THAT STARTED 6 22 25. 
          THE FIXED COMPLETION DATE FOR THAT IS, UH, 12 26 26. 
          UM, CURRENTLY, UH, WE'RE BACKFILLING THE ABUTMENTS. 
          [00:25:01]
UM, THIS IS A PHASED PROJECT. 
          SO THEY'RE DOING HALF, THEN THEY'RE GONNA CONVERT THE TRAFFIC ONTO THE NEW DECK AND THEN DO THE OTHER HALF. 
          SO IT'S TWO PHASES TO THIS PROJECT. 
          THEY'RE STILL IN PHASE ONE. 
          UM, UPCOMING MAJOR ACTIVITIES, THE SUBSTRUCTURE REPAIRS AT THE ABUTMENT AND PIERS, UM, FORMING ABUTMENT AS AND BS APPROACH SLABS. 
          AND THEN, UH, THEY'RE DOING STIFFENER REPAIRS, UH, PAVING SCHEDULE FOR 2026. 
          UM, WE ARE LOOKING AT DOING 1 34 EASTBOUND. 
          GREAT. 
          UM, JUST SOUTH OF, UH, VICTORY BOULEVARD OUT TO THE WEST, ABOVE IT AT BRICK KELEN CREEK BRIDGE. 
          AND THEN 1 34 WESTBOUND FROM BIG BETHEL ROAD TO THE BRICK KELEN CREEK BRIDGE. 
          I'M TRYING TO GET THAT DONE PRIOR TO FUTURE PROJECTS. 
          UH, WE ALSO HAVE 14TH MONTH ASPHALT SCHEDULE THAT DOES GRAFTON DRIVE ARMORY LANE, OLD WILLIAMSBURG ROAD, SPRINGFIELD TERRACE, SPRINGFIELD DRIVE, OAKMONT CIRCLE, RIDGECREST CIRCLE, AND HICKORY HILLS DRIVE. 
          MM-HMM . 
          14 MONTH, YOU MEAN EVERY, DO YOU DO IT EVERY TWO YEARS? SO I HAVE, I HAVE, WE DID A PROJECT, IT WAS SORT OF A PILOT THIS YEAR, SO 14 MONTH PROJECT. 
          SO INSTEAD OF HAVING NOVEMBER THE 20TH IS THE COMPLETION DATE. 
          YEAH. 
          OR FIXED COMPLETION DATE. 
          THEY CAN EITHER DO IT THIS YEAR OR THEY CAN DO IT IN THE SPRING. 
          SO IT'S, YOU HAVE A 14 MONTH WINDOW. 
          KIDS IN A 14 MONTH WINDOW. 
          THEY HAVE CHOSEN TO DO IT NEXT SPRING. 
          SO, UH, THAT'S WHEN THE WORK WILL BE COMPLET. 
          THAT'S A 14 MONTH. 
          OKAY. 
          SORRY ABOUT THAT, ROSS. 
          I DIDN'T HEAR PHEASANT SPRINGS ON THAT LIST. 
          IT IS NOT PARTICULAR ANSWER. 
          WHY? UM, I CAN ONLY SAY THAT WE DO EVALUATIONS EVERY YEAR AND IT'S BASED ON CONDITION INDEXES. 
          HOW MANY, HOW MANY TIMES DO YOU HAVE TO RIP IT UP BEFORE YOU CONSIDER IT TO BE UNSATISFACTORY? I DON'T KNOW. 
          , YOU'RE TALKING ABOUT THE, THE PAVING? YEAH. 
          YEAH. 
          FIVE TIMES IT'S BEEN UNDER REPAIR THIS YEAR. 
          YEAH. 
          WELL, I, I WOULD SAY THAT I WOULD LOVE TO PAVE ALL OF IT. 
          UM, OKAY. 
          BUT, UH, WE DO HAVE CMAC FUNDING PROJECT, THAT'S THE UBC, UH, THE VICTORY BOULEVARD SHARE USE . 
          UH, THE SCOPE IS TO CONSTRUCT A 0.97 SEGMENT, UM, SHARED USE PATH APPROVED PEDESTRIAN ACCESS AT TAB HIGH SCHOOL IN THE COMMUNITY ATHLETIC FACILITIES. 
          UM, WE SHOULD CLOSE SCOPE SOMETIME IN DECEMBER OF THIS YEAR. 
          UM, PUBLIC, UH, WILLINGNESS PERIOD CLOSED IN NOVEMBER. 
          UH, THERE WERE NO REQUESTS FOR PUBLIC HEARING. 
          UH, WE'LL GO INTO F FI PHASE WITH A ADD DATE OF 9 14 27, WHICH IS AFTER THE COMPLETION OF WITH CREEK THAT VICTORY BOULEVARD PROJECT. 
          OKAY. 
          WE ALSO ARE GONNA BUNDLE THIS WITH ANOTHER PROJECT THAT I'LL TALK ABOUT HERE IN JUST A SECOND. 
          UM, AND THAT IS THE CAPACITY ENHANCEMENTS BETWEEN 1 34 AND ROUTE 600. 
          BIG BETHEL. 
          THAT BETHEL ROAD, THAT'S, YEAH. 
          THERE'S INTERSECTION, TURN, LANE AND SHOULDER IMPROVEMENTS WITH SHARED USE PATH ALONG VICTORY BOULEVARD. 
          UM, AND THEY'RE LOOKING AT THAT AD DATE, SAME AD DATE, 9 14 20 27. 
          SO WE'RE GONNA BUNDLE THOSE TWO PROJECTS. 
          THEY HAVE SOME LIKE SCOPE WITH THE PEDESTRIAN, UM, EVEN THOUGH THEY'RE FUNDED WITH SEPARATE TYPES OF FUNDS. 
          UM, BUT SORT OF LIKE WE DID WITH THE PROJECT THAT'S UNDER CONSTRUCTION RIGHT NOW, WHICH WAS THE VICTORY BOULEVARD WIDENING. 
          I WAS GONNA ASK QUESTION EASTBOUND, BUT WE ALSO BUNDLED THE KILN CREEK, UH, TURN LANE EXTENSION WITH THAT PROJECT AS WELL. 
          UM, SO THAT CURRENTLY IS UNDER CONSTRUCTION. 
          THAT'S HAS A FIXED COMPLETION DATE OF 4 29 26. 
          UM, THE TURN LANE? NO, BOTH OF THEM. 
          BOTH OF THEM? YEAH. 
          SO THE TURN, THE TURN IS PRETTY MUCH FINISHED. 
          IT'S PRETTY MUCH FINISHED BUT NOT OPEN. 
          YOU STILL HAVE THE BALLOT. 
          RIGHT. 
          BUT IT'S PRETTY MUCH FINISHED. 
          BUT WE HAVE SOME, SOME PUNCH LIST ITEMS AND STUFF OF THAT NATURE. 
          THEY WILL OPEN THAT UP. 
          THEY'RE STARTING CONSTRUCTION OR NOT STARTING, BUT THEY'RE WORKING ON THE EASTBOUND SIDE NOW. 
          YES. 
          UM, SO THEY'RE, THEY'RE CLEANING AND GRUBBING. 
          UM, WELL, UPCOMING ACTIVITIES, EXCAVATING FOR THE NEW ROAD, DEMOLITION OF THE PAVEMENTS WHERE THEY EXTENDED THE PAVEMENTS. 
          UM, THEY'LL, THEY'LL START EXCAVATION FOR THE NEW ROAD, UH, START EXCAVATION FOR THE DRAINAGE DITCHES AND THEN START INSTALLING THE STORM SOAR. 
          WHAT ABOUT THE LANDSCAPING? UM, THERE'S A TIME OF YEAR THAT THAT HAS TO GO DOWN. 
          UM, SO IT'S, BUT IT'S, IT'S NOT A LOT OF LANDSCAPING, YOU KNOW THAT IT IS JUST A FEW MAGNOLIA TREES THAT ARE LEFT IN THERE MAGNOLIAS. 
          YEAH. 
          BUT IT'S, IT'S JUST A FEW. 
          WELL, IT'S A VERY SMALL BUSHES THAT THEY PUT OUT . 
          YEAH, THAT'S WHAT THEY ARE THOUGH. 
          THEY'RE MAGNOLIAS THEY GROW IN 20 YEARS. 
          OKAY. 
          WELL THEY'RE, THEY'RE ACTUALLY DWARF MAGNOLIAS. 
          [00:30:01]
THEY'RE NOT 'CAUSE OF THE ROADWAY. 
          YEAH. 
          SO WHAT SHOULD I, HOW TALL WOULD THEY, HOW TALL WOULD THEY GET IF THEY'RE DWARF? I WOULD SAY SIX TO EIGHT, 10 FOOT. 
          OKAY. 
          IN A HUNDRED YEARS. 
          AS LONG AS IT FILLS IN. 
          YEAH, IT'LL FILL IN. 
          THEY GROW THE WAY HE IS NOT TELLING YOU ON THERE SAID VICTORY BOULEVARD. 
          WHAT HE JUST TALKED ABOUT BEFORE. 
          HE JUMPED OVER, THEY'RE GONNA SHUT DOWN VICTORY BOULEVARD WHEN THEY STARTED DOING THE WHY. 
          SO THE QUESTION IS HOW LONG ARE YOU GONNA SHUT DOWN? 'CAUSE I, WHEN I MENTIONED THAT THE OTHER NIGHT AT THE HOMEOWNER ASSOCIATION, I, HE WAS A COLLECTIVE GROAN FOLLOWED BY HE SO A B***H . 
          I MEAN HE WAS, THEY WERE BLAMING ME FOR THE ROAD. 
          SO HOW LONG ARE YOU GONNA SHUT VICTORY BOULEVARD DOWN WHEN THEY STARTED? SO WE'RE STILL SCOPING THE PROJECT . 
          UM, WE'RE STILL LOOKING AT DETOUR ROUTES. 
          THE, THE, WHAT WE'RE LOOKING AT RIGHT NOW IS EASTBOUND DIRECTION WILL NOT SHUT DOWN. 
          IT WILL JUST BE THE WESTBOUND DIRECTION. 
          EIGHT FOOT SIDE WHEN THEY DO THAT. 
          YEAH. 
          WHILE THEY'RE CONSTRUCTING BOTH SIDES. 
          SO THEY WILL PUT TRAFFIC ON ONE SIDE OF THE ROAD, PUT THE EASTBOUND TRAFFIC ON THE OPPOSITE SIDE OF THE ROAD. 
          OKAY. 
          AS THEY PHASE DO THAT. 
          SO EASTBOUND, WHAT THEY'RE LOOKING AT IS EASTBOUND GOING THROUGH FOR THE FULL LENGTH OF THE PROJECT. 
          UM, AND THEN THEY'RE LOOKING AT, SO HOW DO WE HAVE A MEETING FOR IMPACT ANALYSIS? DO THAT, I KNOW YOU SHUT DOWN ONE SIDE OF VICTORY BOULEVARD BECAUSE YOU'RE PUTTING EIGHT FEET OVER ON THAT SIDE AND THAT'S THE SIDE YOU'RE TALKING ABOUT SHUTTING DOWN. 
          BUT, BUT WHAT ARE YOU GONNA, WHY ARE YOU PUTTING DOWN TWO FEET ON THE OTHER, ON THE, WHAT IS THAT BE? SOUTH SIDE I GUESS, OR THE WEST? IT'S EAST AND WEST, YEAH, THE WEST SIDE. 
          OKAY. 
          WHY, WHY, WHY TWO FEET? THAT'S WHAT IT CALLS FOR. 
          I GUESS YOU TO WIDE UP TO GET ENOUGH SHOULDER PEOPLE SUPPOSED TO WALK DOWN THERE OR SOMETHING OR WHAT? NO, THE PEDESTRIAN PATH IN THERE IS SEPARATED. 
          I KNOW IT'S ON THE OTHER FURTHER UP ON THE, I MEAN IT'S ON THE OTHER SIDE. 
          WE'RE TALKING ABOUT THE WIDENING OF THE SHOULDER IT ELECTRIC BIKE. 
          IT'S MY UNDERSTANDING THAT THE REASON THAT THAT ISSUE DONE IS TO ALLOW FOR AN EVA AN EXTRA EVACUATION LANE IN THE EVENT OF A HURRICANE OUTCO. 
          WELL, IT GIVES YOU 10 FOOT TOTAL. 
          CORRECT. 
          THAT'S WHAT IT DOES. 
          YEAH. 
          IS THAT FOR THE BOATS FLOATING ? YEAH, THAT, YEAH. 
          50 BOULEVARD SUPPOSED TO BE A RIGHT FOR THAT PURPOSE, MY RECOLLECTION OF IT. 
          SURE. 
          SPEAKING THAT GIVES YOU 10 FOOT TOTAL. 
          BUT THEY DIDN'T PUT 10 FOOT ON ONE SIDE. 
          IT'S EIGHT AND TWO. 
          EIGHT AND TWO. 
          YEAH. 
          SPEAKING OF TURN LANES OF VICTORY. 
          DID, DID YOU, I LOST TRACK. 
          DID YOU TALK ABOUT THE TURN LANE ON VICTORY AND THE KILN CREEK? WAS THAT, DID YOU COVER THAT? I DID THAT. 
          THAT WAS A PROJECT THAT SHE WAS TALKING ABOUT. 
          THAT'S WHAT YOU TALKING ABOUT. 
          I LOST TRACK OF THIRD LANE, BUT THERE'S TWO PROJECTS THERE WITHIN ONE. 
          YEAH. 
          SO I KIND OF BUNDLED THEM TOGETHER. 
          THE, THE ADDITIONAL LANE EASTBOUND FROM 17 TO 1 34 YEAH. 
          IS ALSO INCLUDED IN THAT SAME PROJECT. 
          SAME CONTRACTOR, SAME, YOU KNOW, SAME MM-HMM . 
          TIMELINE. 
          YOU GO WRAP BOTH PROJECTS UP TOGETHER THEN? CORRECT. 
          OKAY. 
          HOWEVER, THE, THEY STARTED ON THE KE CREEK EXTENSION FIRST. 
          MM-HMM . 
          AND IT IS, WE'RE JUST GOING THROUGH PUNCHLESS ITEMS. I HADN'T SEEN A LOT OF ACTIVITY THERE. 
          SO LIKE I FEEL LIKE YOU, ARE YOU ALL GETTING CLOSE? VERY CLOSE, YEAH. 
          OKAY. 
          SO THAT WILL OPEN BEFORE OBVIOUSLY THE EASTBOUND DIRECTIONS. 
          CORRECT. 
          SO WHEN YOU START DOING IT, UH, WIDE, THE EXPANSION, IT'S NOT ALL, THAT'S NOT GONNA HAPPEN UNTIL 27. 
          PRETTY MUCH BASED ON WHAT I THINK I'M HEARING. 
          SO YOU'RE SPEAKING OF 1 34 TO NO, I'M SPEAKING OF, UM, WHEN YOU GO DOWN THERE AND START PUTTING IN A USE PATH, UH, WIDENING THE PUTTING IN THE TURN LANES AND LEFT HAND TURN LANES. 
          AND SO PUT 1 34 TO SIX, IT'S ALL GONNA BE, IT'S ALL GONNA HAPPEN IN 2027. 
          THAT'S CORRECT. 
          THIS DOESN'T GO TO ADD UNTIL 2027. 
          IT MAY NOT START UNTIL 2028. 
          OH, OKAY. 
          GREAT. 
          LOVE. 
          LET KEEP THIS PAIN GOING FOREVER HERE, . 
          UM, SO THAT'S, THAT'S THAT PROJECT LIVING THE WRONG DISTRICT. 
          YEAH. 
          WE ALSO HAVE SMART SCALE 22 PROJECT, WHICH IS THE AIRPORT ROAD, MOTOWN ROAD, RICHMOND ROAD IMPROVEMENTS. 
          UM, ADVERTISEMENT DATE SCHEDULE FOR THAT IS, IS A LONG WAYS OUT. 
          BUT THAT, YOU KNOW, THAT COULD, COULD BE CLOSER IS LIKE 20 33, 12, 20 30. 
          UM, BUT THERE ARE STARTING, UM, I'VE HAD A FEW MEETINGS ON THAT. 
          SO THAT PROJECT IS KICKED OFF. 
          IT IS IN PRELIMINARY ENGINEERING. 
          IT HAS BEEN SOME DISCUSSIONS. 
          UH, THERE IS A CONSULTANT WORKING ON SOME DESIGN FOR THAT PROJECT. 
          SO IT'S MOVING ALONG. 
          UH, SGR FUNDING, THAT'S THE, UH, 1 43, UH, OVER AT QUEENS CREEK BRIDGE REPLACEMENT. 
          UM, , THAT'S CURRENTLY IN THE SCULPING PHASE. 
          WE HAVE A SCOPE MEETING COMING UP. 
          SOME OF THE THINGS THAT WE'RE DISCUSSING IS, UH, UM, LOOKING AT STAGING CONSTRUCTION. 
          YEAH. 
          STAGE CONSTRUCTION VERSUS NON STAGE CONSTRUCTION. 
          UM, LOOKING AT TRAFFIC IMPACTS NOW WE LOOKED AT TIME, YOU KNOW, WHAT, WHAT IT DOES WITH THE TIME. 
          UM, ALSO 
          [00:35:01]
DOES WITH COST CONSTRUCTION, ALL THOSE COST. 
          NOW WE'RE LOOKING AT, UM, TRAFFIC IMPACTS, YOU KNOW, WHAT, YOU KNOW, THE INTERSECTIONS BEFORE. 
          SO SOME OF THESE ROADS ARE MANAGED BY THE CITY OF WILLIAMSBURG. 
          SO WE'RE TRYING TO GET ALL THAT INFORMATION TOGETHER BEFORE WE BRING THEM, UH, IN TO DISCUSS AS WELL. 
          THERE IS SOME SAVINGS THAT WE FOUND, BUT THAT STILL DOESN'T SAY THAT IT'S WORTH IT, UM, UNTIL WE GET ALL THE DATA BACK. 
          UH, TRAFFIC IMPACT ANALYSIS, WHEN WOULD YOU EXPECT PUBLIC, UH, SESSION ON THAT ONE? UH, IT IS GONNA BE A WAYS OUT. 
          UM, I'M GONNA SAY SOMETIME IN 27. 
          PROBABLY IS PUBLIC HEARING FOR THAT. 
          MAYBE 20 EARLY, LATE 26. 
          UH, THAT'S HOW FAR OUT WE ARE. 
          UM, BUT OKAY. 
          UM, WE WILL HAVE MANY DISCUSSIONS BETWEEN NOW AND UM, ON WHAT THAT DATA IS. 
          UH, SOME OF THE, WE DID A LOT OF TRAFFIC ENGINEERING STUDIES OVER THAT TIMEFRAME. 
          UH, I'M JUST GONNA GO OVER THE ONES THAT WERE SOME CHANGES. 
          UH, STOP SIGN REQUESTS FOR NELSON DRIVE AND BRUTON DRIVE ENDED UP INSTALLING A YIELD SIGN THERE. 
          THAT INTERSECTION DID A CROSSWALK REVIEW AT, UH, OLD YORK HAMPTON HIGHWAY. 
          UM, WE DID INSTALL, UH, TWO PEDESTRIAN WARNING SIGNS. 
          UM, WE HAD A LOT OF SPEED STUDIES THAT DID NOT HAVE RECOMMENDATIONS. 
          UM, WE DID THE ROUTE 1 43 AT 1 9 9 RAMP SIGNING AND PAVEMENT MARKING REVIEW. 
          UM, AND THEN AND ADDED SOME YIELD REFRESHED SOME EXISTING PAVEMENT MARKINGS. 
          UM, DID SOME EDGE LINE MARKINGS AND, UH, REPLACED THE DO NOT ENTER SIGNS WITH BIGGER SIGN. 
          UM, WE DID A SPEED STUDY OVER ON 10 50 FORT S BOULEVARD ON THIS SIDE OF 17. 
          UM, WHICH REDUCED THE SPEED FROM THE STATUTORY 55 45 TO UM, 2 45 MILES AN HOUR. 
          AND LANGLEY HUNT MILITARY COMMUNITY CROSSWALK REVIEW, WE COMPLETED THAT. 
          UM, I NEED TO GET WITH YOU WITH THAT, BUT, UH, IT'S A HOUSING THAT'S MILITARY HOUSING THAT IS, UM, WE RECOMMEND RETROFITTING SOME PEDESTRIAN, SOME RF, SOME RAPID FLASHING, UH, RECTANGULAR RAPID FLASHING BEACONS, SOME CROSSWALK STUFF. 
          HOW MUCH STUFF, HOW MUCH YOU THINK ALL THAT COST? UM, THERE'S, I THINK WE CAN GET A LOT OF IT DONE IN HOUSE. 
          UM, BUT, BUT WE'RE GONNA HAVE TO LOOK AT IT AND GET A TRUE ESTIMATE. 
          BUT PROBABLY 300,000. 
          PROBABLY. 
          HOW MUCH? 300. 
          OKAY. 
          I MEAN IT'S NOT, NOT TERRIBLE, BUT WE DO HAVE TO DO A LANE SHIFT. 
          UM, 'CAUSE YOU HAVE TO HAVE A REFUGE. 
          SO, UM, BUT IT'S ALL DOABLE I THINK. 
          GOOD. 
          I MEAN THE, UM, BASE COMMANDER DOWN THERE, THEY'VE BEEN AFTER THIS FOR OVER PROBABLY 15 YEARS NOW. 
          YEAH. 
          I DID A STUDY ON IT, PROBABLY AT LEAST FIVE OR SIX, MAYBE EVEN 10. 
          I HAVEN'T BEEN AROUND TOO LONG. 
          BUT IT'D BE NICE TO, IF IT WOULD HELP OUR MILITARY. 
          IT HELPS, ESPECIALLY THE DEPENDENTS. 
          YOU KNOW, WHEN THE, 'CAUSE WE HAVE A LOT OF THE MILITARY LEAVE AND GOING REMOTES AND STUFF LIKE THAT AND THEY LEAVE OUR FAMILY THERE AND THEY'VE GOTTA WALK FROM ONE SIDE ACROSS BIG BETHEL ROAD TO GET OVER TO THE OTHER SIDE. 
          AND IT'S JUST DONE. 
          YOU KNOW, CERTAINLY IMPROVED SAFETY. 
          YEAH. 
          PEDESTRIAN. 
          GREAT. 
          UH, ROUTE 6 46 NEWMAN ROAD. 
          UM, SPEED LIMIT. 
          UH, WE ADDED, UH, SPEED LIMIT SIGN THERE AT FIRE STATION FIVE FOR THAT STATUTE DIDN'T CHANGE, BUT WE ADDED SOME SPEED LIMIT SIGNS, UH, CROSSOVER TRAFFIC CONTROL AT 1 34. 
          UH, WE INSTALLED THE MEDIAN PAVEMENT MARKINGS, UH, FOR POSITIVE TRAFFIC CONTROL. 
          WE STOPPED, UH, STOP IN A ONE-WAY SIGNS AND STOP BARS ON BOTH SIDES OF THE MEDIAN ACCORDING TO THE M-U-T-C-D AND THEN AT MOUNT VERNON ELEMENTARY SCHOOL PEDESTRIAN SAFETY REVIEW. 
          UM, WE, LEMME SEE. 
          SEE BASED ON THE RECOMMENDATIONS, WE REALLY RELOCATED THE HIGHEST, THE SCHOOL SIGN AND THE SCHOOL PAVEMENT MARKING CLOSER TO THE SCHOOL AT MOUNT VERNON DRIVE. 
          RELOCATED NORTHBOUND APPROACH SCHOOL SIGN OF VILLA WAY CLOSER TO 94 40 AND ADD TO SCHOOL PAYMENT MARKINGS ON THE NORTH AND SOUTH APPROACH. 
          INSTALLED SCHOOL SIGNS AND SCHOOL PAYMENT MARKINGS ON 1558, WHICH IS COACHMAN DRIVE AND LAWSON DRIVE. 
          AND I INSTALL STOP SIGN AT COACHMAN DRIVE. 
          IF NOT LOT YOU CAN DO DOWN THERE. 
          YEAH. 
          THANKS. 
          THANKS. 
          THANKS FOR THE IMPROVEMENTS TO TAB, UH, TAB METAL VILLA WAY. 
          DIDN'T SEE WHERE PUTTING FLASH IN PEDESTRIAN CROSSING LIGHTS WOULD BE HELPFUL THERE. 
          WE CAN LOOK AT IT AND SEE. 
          I MEAN IT'S WHAT TROUBLE IS WHERE YOU GONNA PLUG THEM IN. 
          I UNDERSTAND. 
          BUT YEAH, WE CAN LOOK AT IT AND SEE IF THAT'S THE THING WITH KIDS CONGREGATE TO CROSS THAT LANE. 
          CROSS THAT LANE. 
          BECAUSE 
          [00:40:01]
THE, THE, THE CONCERN FOR ME AND IF FOLKS AROUND THERE WHEN YOU COMING FROM 1 34 GOING UP YORKTOWN ROAD, YOU GOT THAT DIP. 
          MM-HMM. 
          AND HE, HE'S JUST NOT SEEING THREE FOOT TALL, TALL KIDS. 
          IF YOU'RE NOT PAYING ATTENTION. 
          HOPEFULLY THE LIGHTS LET PEOPLE KNOW. 
          THERE'S SOMEBODY THERE CONGREGATING WANNA CROSS, YOU KNOW, WOULD ADD SOME SAFETY TO IT. 
          BUT THANKS FOR THE SURE. 
          OTHER STUFF Y'ALL ALREADY TACKLED THERE AS USUAL THOROUGH REPORT. 
          THE INFORMATION, UH, THE, UH, WE'VE GOT A LOT GOING ON, UH, IN BETWEEN THE DISTRICT FOUR, WELL, THREE DISTRICTS A LOT AND, AND VICTORY BOULEVARD. 
          PEOPLE ALL OVER THE HAMPTON ROADS HAVE HEARD ME HARPING ABOUT, UH, WE GOTTA DO SOMETHING ABOUT ALL THE TRAFFIC. 
          AND UH, IT'S PRETTY AMAZING THE AMOUNT OF TRAFFIC THAT GOES ON THAT ROAD. 
          UM, OH, IT'S JUST ABSOLUTELY ASTOUNDING. 
          AND UM, UM, BUT I APPRECIATE ALL THE HARD WORK. 
          WE GOTTA DO IT WHEN WE GET THE MONEY. 
          YOU GOT THE MONEY COMING IN NOW. 
          SO I REALLY DO APPRECIATE THE WORK AND, AND I WILL SAY THAT WE'VE MADE SOME THOROUGH, UM, ANALYSIS MM-HMM . 
          AND TRYING TO MAKE THE BEST DECISIONS. 
          UM, ONE TO MAKE SURE THAT WE'RE SPENDING THE MONEY WI MONEY WISELY AND ALSO TRYING TO CREATE AS LESS IMPACT AS POSSIBLE. 
          CONSTRUCTION HAS IMPACTS. 
          UM, THERE ARE QUEUING OF TRAFFIC AND STUFF OF THAT NATURE THAT THAT'S GONNA IMPACT PEOPLE AROUND, THAT RUNS THROUGH THOSE CORRIDORS WHERE I HAVE ON THE CONSTRUCTION. 
          UM, BUT I JUST, ALL I CAN ASK IS JUST SAY, YOU KNOW, PLEASE BE PATIENT AND UH, ONCE WE GET FINISHED, WE'LL, WE'LL ALL REAP THE BENEFITS OF THE, OF THE PROJECTS. 
          AS YOU KNOW, ROSSI VICKY BOULEVARD IS, IT'S ALMOST, IT'S BUMPER TO BUMPER. 
          I, I KNOW. 
          I SEE IT. 
          AND IT'S NOT A THING WE CAN REALLY DO TO FIX THAT. 
          IT'S NOT. 
          ALRIGHT, WELL THAT CONCLUDES MY REPORT. 
          ANY OTHER QUESTIONS, COMMENTS? I DO, I DO ASK MORE TOO, BUT GO. 
          SO, UM, SPEAKING OF QUEUING, UH, I TRAVEL ON 17 A LOT DORM DOWN GOING TOWARDS GLOUCESTER. 
          AND IT JUST SEEMS LIKE THE QUEUING ON THE STOPLIGHTS IS HORRENDOUS. 
          LIKE, UM, DEBY BOULEVARD 17 GETS LOCKED UP THERE ALL THE TIME IN THE AFTERNOON, ESPECIALLY AROUND EVERYBODY GOING HOME. 
          UM, EDGEHILL THAT GETS LOCKED UP BUT WORSE UP BY THE INTERMEDIATE SCHOOL GETS BACKED UP ALMOST THROUGH THE HIGH SCHOOL SOMETIMES BECAUSE THEY'RE TRYING TO FUNNEL COMING THROUGH 2 30, 2 43 AS I GUESS IT IS. 
          AND I, I JUST THINK QUEING THERE IS OFF. 
          I I THINK WE ARE NOT LETTING ENOUGH OF THE MAIN FOUR LANE TRAFFICS GO TO BRING IN TWO LANES OF TRAFFIC OR ONE LANE OF TRAFFIC. 
          SO IN THE PM PEAKS, A LOT OF THAT AROUND MBY IS DUE TO THE CA LOT OF THE CARRYOVER FROM THE QUEUING THAT'S HAPPENING DURING THE DAY FOR THE UTILITY RELOCATIONS FOR THE 17 WIDENING PROJECT. 
          YEAH. 
          YOU KNOW, VNGS OUT THERE. 
          VERIZON'S OUT THERE, THEY'RE THE WORST ONES. 
          'CAUSE THEIR UTILITY IS ACTUALLY UNDERNEATH THE PAVEMENT OR IN THE ROADWAY. 
          UM, SO THEY'RE RELOCATING, THEY'RE GETTING VERY CLOSE. 
          SO IT'S GONNA IMPROVE. 
          WE HAVE ADJUSTED THE TIMING AT TIMB KUMA NECK TO TRY TO LET MORE THROUGH. 
          BUT THERE IT'S ONLY ONE LANE AND YOU GOT THE TURN LANE. 
          SO YOU KNOW, THAT'S QUEUING UP EVEN WORSE. 
          UM, BUT THAT IS GETTING CLOSE FROM THIS POINT. 
          YOU KNOW, WE GOTTA GIVE US A COUPLE WEEKS THEN IT'S GONNA BE SOME TEMPORARY LANE CLOSURES FOR WHEN THEY'RE GOING. 
          OTHER UTILITIES, FOUR MORE UTILITIES OUT THERE IS THEY'RE, YOU KNOW, GOING UNDERNEATH THE PAVEMENT OR GOING, YOU KNOW, FROM ONE SIDE TO THE OTHER. 
          THOSE IMPACTS WILL HAPPEN. 
          UH, THANK YOU VERY MUCH. 
          I WE HAVE A LITTLE OF A BIT OF A PROBLEM. 
          WE'RE GONNA TAKE A RECESS RIGHT NOW WITH THE BOARD. 
          WE WILL BE BACK SHORTLY. 
          OKAY. 
          THANKS ROSS. 
          DO, DO YOU NEED ME ANY, ANY FURTHER? NO, I DON'T. 
          YOU ANYMORE. 
          OKAY. 
          WELL, I'LL TALK TO YOU IN, I'LL TALK TO YOU IN RECESS. 
          HAVE STATE, HOWEVER, I YOU'RE, YOU WELCOME. 
          YOU CAN ASK YOU ABOUT YOUR, THANK YOU SO MUCH. 
          YEAH, I'LL TALK TO HIM AT RECESS HERE. 
          JUST THE EQUIPMENT UPSTAIRS, HAVING ISSUES WITH THE RECORDING AND EVERYTHING ELSE. 
          OKAY. 
          I DIDN'T GET EVERYTHING RECORDED. 
          THAT'S PROBABLY WHY THEY'RE REBOOTING EVERYTHING. 
          SO WORKING UPSTAIRS, DO I NEED TO MAKE A COMMENT ON WHAT HAPPENED? YES. 
          ALSO JUST TECHNICAL DIFFICULTY. 
          WHAT TECHNICAL DIFFICULTY. 
          YES. 
          UM, WE'RE, WE'RE BACK IN SESSION LADIES AND GENTLEMEN. 
          WE HAD A LITTLE BIT OF A TECHNICAL DIFFICULTY, BUT NOW WE WILL RESUME OUR BOARD SUPERVISORS MEETING FOR DECEMBER THE SECOND. 
          UH, WE'VE DONE THE PRESENTATION ON THE FINANCES. 
          WE'VE DONE THE QUARTERLY UPDATE BY  AND 
          [3. Compensation Study Report. Receive a presentation from Dr. Russell Campbell, Senior Vice President and Project Manager for the York County Compensation Study, Management Advisory Group.]
NOW WE'RE GOING TO HEAR FROM 
          [00:45:01]
ROSS ROSE MCKINNEY DIRECTOR HUMAN RESOURCES, WHO WILL INTRODUCE OUR SPEAKER FOR THE COMPENSATION STUDY REPORT. 
          ROSE SPEAKING. 
          COME ON UP, SIR. 
          SO IF WHAT WE RECALL BACK IN APRIL AS WE WERE, UM, CONTEMPLATING THE CURRENT BUDGET, WE HAD A CONVERSATION. 
          MS. MCKINNEY GAVE A PRESENTATION ON, UH, BENEFITS AND COMPENSATION FOR THIS BUDGET YEAR. 
          AND WE MADE SOME COMPARISONS TO SOME OF OUR NEIGHBORS, UH, FOR SIMILAR JOBS. 
          AND AS A RESULT OF THAT COMPARISON, THE BOARD ASKED US TO, UH, CONDUCT A, UH, MARKET EVALUATION. 
          AND WE HAVE DONE THAT. 
          DR. CAMPBELL IS HERE WITH US TONIGHT AND HE IS PREPARED TO SHARE THE RESULTS. 
          BUT BEFORE WE TURN IT OVER DIRECTLY TO HIM, I THINK ROSE WANTED TO DO A, A PROPER INTRODUCTION. 
          YES, SIR. 
          THANK YOU MR. VALE. 
          MADAM CHAIR, MR. VICE CHAIR, MEMBERS OF THE BOARD. 
          UM, IT IS MY DISTINCT PLEASURE TO INTRODUCE YOU ALL TO DR. RUSSELL CAMPBELL. 
          UH, DR. CAMPBELL, BEFORE GETTING INTO THIS LINE OF WORK, UH, HE SERVED OUR COUNTRY IN THE UNITED STATES AIR FORCE. 
          UM, AFTER THAT, , AFTER THAT HE DECIDED TO SERVE IN THE LOCAL GOVERNMENT ARENA, UM, WHERE HE HELD SOME EXECUTIVE ROLES AND THEN DOVE INTO MANAGEMENT CONSULTING, WHICH HE'S BEEN DOING FOR THE LAST 25 YEARS. 
          HE'S CURRENTLY WITH MANAGEMENT ADVISORY GROUP, OTHERWISE KNOWN AS MAG, UM, WHICH WAS THE VENDOR AWARDED TO DO THIS COMPENSATION STUDY FOR THE COUNTY. 
          UM, HE IS THE SENIOR VICE PRESIDENT AT MAG AND HE HAS BEEN OUR PROJECT MANAGER FOR THIS STUDY. 
          UM, HIS EXPERTISE HAS BEEN INVALUABLE TO THE COUNTY. 
          UM, AND IT IS MY HONOR TO TURN IT OVER TO YOU, SIR, NOW THAT THEY KNOW YOU. 
          SO HERE YOU GO. 
          YOU TOO. 
          TIME SHOWTIME. 
          IT'S SHOWTIME,  AND THERE'S A LOT OF SIMILARITIES BETWEEN COMBAT AND WORKING GOVERNMENT. 
          THANK YOU FOR THAT. 
          MADAM CHAIR, VICE CHAIR BOARD MEMBERS ON BEHALF OF, UH, THE STAFF AT MANAGEMENT ADVISORY GROUP AND OUR PRESIDENT, DR. 
          DON LONG, WE APPRECIATE THE OPPORTUNITY TO ASSIST THE COUNTY WITH THIS MOST IMPORTANT PROJECT. 
          WHAT I'D LIKE TO ACCOMPLISH THIS EVENING IS TO SHARE WITH YOU THE PROCESS, UH, THAT'S UTILIZED TO CONDUCT THESE TYPES OF STUDIES. 
          THERE ARE CERTAIN THINGS THAT ARE UNIVERSAL, IN OTHER WORDS, THE CONSULTANT AND THE COMPANY HAVE TO ADDRESS IN ORDER TO DEVELOP A STUDY, UH, THAT'S BOTH DEFENSIBLE, UH, AND ASSIST YOU IN MAKING SURE THAT YOU'RE IN A COMPETITIVE POSITION, UH, WITH RESPECT TO COMPENSATION. 
          AND THEN THERE'S SOME THINGS THAT ARE UNIQUE TO MANAGEMENT ADVISORY GROUP AND HOW WE APPROACH THINGS. 
          AND SO TWO THINGS, UH, REALLY STOOD OUT TO ME AS I FIRST STEPPED ON SITE HERE IN YORK COUNTY. 
          NUMBER ONE, THE NUMBER OF EMPLOYEES WITH 25 PLUS, UH, YEARS OF SERVICE, THE NUMBER OF, OF EMPLOYEES WITH, WITH THAT TYPE OF SERVICE WAS, WAS EXCEPTIONAL. 
          I HADN'T SEEN THAT IN A LONG TIME. 
          AND NUMBER TWO, THE EMPLOYEES HERE MAY WEAR MANY HATS. 
          EVERYBODY HAS A PRIMARY ROLE OR RESPONSIBILITY. 
          BUT DURING THE SHORT TIME I'VE BEEN HERE FOR THE PAST, UH, PROBABLY THREE MONTHS WORKING ON THIS PROJECT, UH, THERE HAVE BEEN INSTANCES WHERE ONE EMPLOYEE HAS BEEN CALLED TO STEP UP AND STEP INTO A, A TEMPORARY ROLE. 
          AND THEY DO SO CONTINUOUSLY WITHOUT, UH, HESITATING. 
          AND I THINK THAT SPEAKS TO THE LEADERSHIP AND THE CULTURE OF THE ORGANIZATION. 
          JUST BRIEFLY ABOUT OUR FIRM, UH, OUR CORPORATE OFFICE, UH, OFFICES ARE LOCATED IN, UH, FAIRFAX, VIRGINIA. 
          OUR HR STAFF ARE SPLIT BETWEEN NORTH CAROLINA, SOUTH CAROLINA, AND FLORIDA. 
          WE ARE A PUBLIC SECTOR MANAGEMENT CONSULTING FIRM. 
          ALL OUR CLIENT BASE ARE GOVERNMENT ENTITIES, WHETHER IT'S A MUNICIPALITY, COUNTY SCHOOL DISTRICT, OR PUBLIC SAFETY, UH, ENTITY. 
          AND WE'VE DONE OVER 600, UH, STUDIES DURING OUR 25 YEARS OF EXISTENCE, A NUMBER OF WHICH ARE IN THE STATE OF VIRGINIA. 
          YOU CAN SEE THERE ARE SEVERAL COUNTIES AND CITIES HERE IN THE HAMPTONS ROADS AREA THAT WE'VE WORKED FOR, UH, OVER THE YEARS. 
          UH, I HAVE PERSONALLY DONE OVER 350 OF THESE CLASSIFICATION STUDIES IN MY ALMOST 25 YEARS, UH, IN THE BUSINESS. 
          THE PROJECT SCOPE FOR THIS PARTICULAR, UH, PROJECT, AND I'M NOT GONNA READ EACH BULLET VERBATIM, THIS INFORMATION COMES DIRECTLY OUT OF YOUR REQUEST FOR PROPOSAL. 
          UH, THERE'S APPROXIMATELY 338 UNIQUE JOB CLASSES OR TITLES ASSOCIATED WITH THE STUDY. 
          THERE WAS JUST UNDER 865 EMPLOYEES, WHICH MADE UP BOTH FULL-TIME AND PART-TIME POSITIONS. 
          AND IF I COULD SUMMARIZE THOSE SIX OR SEVEN BULLETS THERE, THE OBJECTIVE WAS TO ASSIST THE COUNTY WITH COMING UP WITH A COMPENSATION PHILOSOPHY. 
          TAKE A LOOK AT THE EXISTING COMPENSATION SYSTEM, IDENTIFY AREAS THAT NEEDED TO BE, UH, IMPROVED UPON. 
          UH, MAKE SURE OVERALL THAT, UH, ALL CLASSIFICATIONS ARE COMPETITIVE TO ALLOW THE COUNTY TO RECRUIT AND RETAIN TOP FLIGHT STAFF, UH, TO WORK WITHIN THE COUNTY. 
          UH, MAKE SURE THAT WE PROVIDED, UH, POLICIES AND GUIDELINES TO SUPPORT, UH, THE NEW COMPENSATION SYSTEM AND STUDY, CONDUCT A MARKET, UH, ASSESSMENT 
          [00:50:01]
OF SURROUNDING JURISDICTIONS TO LOOK AT COMPENSATION LEVELS AND THOSE JURISDICTIONS. 
          AND NOT ONLY LOCAL GOVERNMENT, BUT ALSO COLLECT DATA FROM THE PRIVATE SECTOR AS WELL. 
          UM, THERE'S CERTAIN WAYS YOU HAVE TO GO ABOUT COLLECTING THE PRIVATE SECTOR DATA THAT DIFFERS A LITTLE BIT FROM THE, UH, PUBLIC SECTOR, BUT WE WERE ABLE TO, UH, ACCOMPLISH THAT. 
          UH, WE ALSO WERE ASKED TO OPINE ON TWO THINGS. 
          UH, WHAT WOULD BE THE MOST, UH, EFFECTIVE STRUCTURE IN TERMS OF THE COMPENSATION SYSTEM FOR THE COUNTY? SHOULD YOU CONTINUE WITH THE OPEN RANGE SYSTEM, WHICH YOU'RE CURRENTLY UTILIZING, OR WOULD YOU BE BETTER SERVED TO GO BACK TO THE STEPPING GRADE SYSTEM THAT YOU HAD IN THE PAST? AND THEN THE SECOND ITEM WE WERE ASKED TO OPINE UPON WAS, WHAT ABOUT IMPLEMENTING A MERIT OR PERFORMANCE BASE, UH, PAY SYSTEM, EITHER NOW OR SOMETIME IN THE FUTURE? SO I'M GONNA ADDRESS ALL THOSE ITEMS AS I GO THROUGH MY PRESENTATION HERE. 
          UH, STEPS TO SUCCESS. 
          THERE ARE ROUGHLY, UH, SEVEN STEPS ASSOCIATED WITH, UH, A COMPENSATION CLASSIFICATION STUDY. 
          UH, PROJECT INITIATION OF COURSE, IS STEP ONE WHERE WE CONTACTED HR AFTER WE WERE AWARDED THE CONTRACT. 
          WE CONVENED FOR A PLANNING MEETING TO LOOK AT SCHEDULES AND TIMELINES, UH, MAKE ARRANGEMENTS TO MEET WITH DEPARTMENT LEADERSHIP, UH, AND THEIR TEAMS, UH, TO IDENTIFY THE, UH, UH, PEER ORGANIZATIONS THAT WERE GOING TO BE SURVEYING. 
          UH, ALL THOSE THINGS WERE WORKED OUT IN STEP ONE. 
          AND THEN STEP TWO, WE ACTUALLY CAME ON SITE, STARTED MEETING WITH DEPARTMENT LEADERSHIP AND THEIR KEY PERSONNEL TO TALK ABOUT RECRUITMENT AND RETENTION ISSUES IN THEIR RESPECTIVE DEPARTMENTS. 
          WERE THEY PLANNING ON DOING ANY RESTRUCTURING OR MAKING ANY CHANGES THAT WOULD AFFECT THE COMPOSITION OF POSITIONS WITHIN THEIR RESPECTIVE DEPARTMENTS? UH, MET WITH, UH, UH, SENIOR COUNTY LEADERSHIP. 
          TALK ABOUT THEIR EXPECTATIONS AS WELL AS SOME OF THE CHALLENGES THEY'VE OBSERVED OR HEARD ABOUT FROM THE DEPARTMENTS WITH RESPECT TO THE NEED TO ENHANCE THE COMPENSATION SYSTEM, UH, HERE, UH, IN, IN THE COUNTY. 
          UH, STEP THREE WAS MORE OF A DIAGNOSTIC ASSESSMENT OF YOUR CURRENT, UH, COMPENSATION SYSTEM WHERE WE WERE ABLE TO IDENTIFY THAT ACROSS THE BOARD, UH, ACROSS ALL DEPARTMENTS. 
          THERE WERE POSITIONS WHERE THE COMPENSATIONAL LEVELS HAD FALLEN BEHIND THE MARKETPLACE AND WAS MAKING IT DIFFICULT FOR DEPARTMENT LEADERS TO RECRUIT, UH, AND RETAIN STAFF. 
          WE IDENTIFIED, UH, SITUATIONS SUCH AS, UH, SALARY COMPRESSION, WHERE YOU HAD, UH, CLUSTERS OF EMPLOYEES WITH VARYING USE OF TENURE, KIND OF CLUSTERED AROUND THE LOWER END OF THE PAY STRUCTURE. 
          AND SALARIES ARE ONLY SEPARATED BY A FEW HUNDRED DOLLARS OR MAYBE A THOUSAND DOLLARS OR SO. 
          AND SO WE FORMULATED PLANS TO ADDRESS ALL THOSE THINGS THAT WE IDENTIFIED IN THE DIAGNOSTICS ASSESSMENT SO THAT WE COULD MAKE SURE THE NEW PLAN WAS FREE OF THOSE TYPE OF ISSUES. 
          UH, IN STEP FOUR, UH, WE DRAFTED, UH, A CUSTOMIZED, UH, SURVEY INSTRUMENT. 
          UH, IT WENT OUT TO, UH, MULTIPLE, UH, ORGANIZATIONS, WHETHER YOU CALL THEM COMPETITORS OR PEERS, WHERE WE WERE COLLECTING INFORMATION ON THEIR PAY STRUCTURES. 
          UM, I'LL SHARE WITH YOU THOSE ORGANIZATIONS AS I GO THROUGH THE PRESENTATION HERE MOMENTARILY. 
          UM, AND AS WE COLLECTED THAT INFORMATION TO DETERMINE THE AVERAGE ANNUAL SALARY FOR WHAT WE CALL THE BENCHMARK POSITIONS IN THIS PROCESS, THERE'S A TWO COMPONENT, UH, METHOD, UH, METHODOLOGY IN TERMS OF DEVELOPING A NEW COMP AND CLASS STUDY. 
          UM, METHOD ONE OR THE FIRST COMPONENT IS TO LOOK AT THE ORGANIZATION POSITIONS ON THEIR STUDY TO RANK THE JOBS ON THE STUDY BASED ON SOME TYPE OF DEFENSIBLE CRITERIA OR JOB FACTORS SO THAT YOU CAN RANK THE JOBS BASED ON DUTIES, RESPONSIBILITIES, AND THE QUALIFICATIONS NEEDED TO HOLD THE POSITIONS. 
          IF YOU DID NOT DO THIS CRUCIAL STEP IN THE VERY BEGINNING, YOU WOULD NOT BE ABLE TO JUSTIFY THAT CERTAIN JOBS BASED ON THE NATURE OF THE WORK THAT A JOB ENTAILS. 
          AND THE QUALIFICATIONS NEEDED TO HOLD A JOB, WHETHER IT BE A CERTAIN TYPE OF DEGREE, A LICENSURE OR CERTIFICATION, UH, YOU WOULD NOT BE CONCERNED ABOUT DIFFERENTIATING BASED ON PAY. 
          YOU'D PAY EVERYONE ON ONE SIGNIFICANTLY ELONGATED SALARY RANGE. 
          AND IF YOU DID THAT, YOU'D OVERPAY FOR SOME JOBS AND UNDERPAY FOR OTHERS. 
          AND ONE OF THE RULES THAT YOU ADHERE TO IN COMPENSATION IS NOT ALL JOBS SHOULD BE PAID THE SAME. 
          SOME ARE MORE COMPLEX, MORE DIFFICULT, SOME REQUIRE GREATER LEVELS OF, OF FORMAL, UH, UH, EDUCATION AND TRAINING. 
          SO BY ASSESSING THE JOBS BASED ON OUR 14 JOBS FACTORS, WE WERE ABLE TO RANK THE POSITIONS WITH THE, WITHIN THE ORGANIZATION USING A QUANTITATIVE POINT SCORING SYSTEM WHERE WE WERE ABLE TO SHOW THE MOST COMPLEX JOB AND THEN IN DESCENDING ORDER ALL THE OTHER JOBS IN THE ORGANIZATION DOWN TO THE VERY, UH, LEAST COMPLEX POSITION. 
          AND WE CALL THIS INTERNAL EQUITY, MAKING SURE THERE'S FAIRNESS WITH RESPECT TO THE DIFFERENT JOBS THAT COMPOSE COUNTY, THE COUNTY WORKFORCE. 
          THAT'S STEP ONE. 
          ANY ORGANIZATION OR CONSULTANT IN THIS LINE OF BUSINESS MUST HAVE SOME TYPE OF CRITERIA AND PROCESS TO DISTINGUISH THE DIFFERENCES BETWEEN THE DIFFERENT JOBS. 
          SO YOU WERE ABLE TO DRAW A DISTINCTION BETWEEN 338 JOBS? YES, SIR. 
          WE WOULD. 
          RIGHT. 
          AND THEN THE SECOND COMPONENT OR SECOND STEP 
          [00:55:01]
IS TO TAKE THAT MARKET DATA. 
          AND REMEMBER, WHEN WE'RE COLLECTING THE MARKET DATA, WE'RE NOT LOOKING AT WHAT PEERS AND OTHER ORGANIZATIONS THAT ARE, UH, WORKING IN THE SAME TYPE OF JOB CLASSIFICATION. 
          UH, WE'RE LOOKING AT WHAT THE ORGANIZATION'S PAY STRUCTURE VALUES, THAT POSITION ACT, BECAUSE THIS PROCESS IS ABOUT THE VALUE OF THE POSITION, NOT THE VALUE OF THE PERSON. 
          SO YOUR ACTUAL SALARY IS ABOUT YOU AS AN INDIVIDUAL BASED ON YOUR CREDENTIALS, YOUR QUALIFICATIONS, YOUR EXPERIENCE AND WHERE YOU STARTED WITHIN THE PECKING ORDER OF THE COMPENSATION PLAN AND ORGANIZATION YOU WORK FOR. 
          SO WE DO NOT LOOK AT PERSONAL ATTRIBUTES OR PERFORMANCE ATTRIBUTES. 
          WE'RE LOOKING AT, UH, THE VALUE OF THE JOBS FROM AN INTERNAL AND AN EXTERNAL PERSPECTIVE. 
          SEPARATELY. 
          THE DATA DOESN'T MEAN A WHOLE LOT. 
          YOU'VE GOT THE QUANTITATIVE POINT SCORE FOR ALL THE POSITIONS AND YOU'VE GOT THE ANNUAL PREVAILING SALARY FOR A LIST OF BENCHMARK JOBS, WHICH ARE THE DRIVERS OF THE STUDY. 
          WE DO THE INTERNAL REVIEW ON EVERY POSITION. 
          WE TAKE A SAMPLE FOR THE MARKET SURVEY. 
          WE TAKE THOSE TWO SETS OF DATA AND WE USE LINEAR REGRESSION TO LOOK AT THE FIT BETWEEN THE TWO SETS OF DATA TO CREATE A PAY TABLE. 
          AT THAT JUNCTURE, WE HAVE THE PAY TABLE THAT HAS ALL THE PAY GRADES LISTED, SALARY RANGE ASSOCIATED WITH, UH, THE PAY GRADES. 
          AND THEN BASED ON THE INDIVIDUAL POINT SCORE FOR EACH CLASSIFICATION, IT'S ASSIGNED TO A PAY GRADE ON THAT PAID TABLE. 
          AND SO THERE'S NOTHING MANUAL ABOUT DETERMINING THE VALUE OF THE JOB. 
          IT'S ALL DRIVEN IN A SOFTWARE APPLICATION THAT WE DESIGNED SPECIFICALLY FOR THIS PUR PURPOSE THAT USES AN ALGORITHM TIED TO LINEAR REGRESSION TO COME UP WITH THE VALUE. 
          SO YOU DIDN'T, YOU'RE NOT TAKING INTO ACCOUNT THE EXPERIENCE LEVEL OF THE PERSON IN THE JOB, NOT THEIR INDIVIDUAL EXPERIENCE, BUT WHAT IS CONSIDERED, UH, NECESSARY FOR THE JOB ITSELF FROM A BEST PRACTICES OR OR OR CLASS PERSPECTIVE. 
          WHAT'S CONSIDERED THE MINIMUM EDUCATION EXPERIENCE RIGHT. 
          NEEDED FOR THE POSITION WAS, WAS THE SCOPE FOR YOUR MARKET STUDY JUST PUBLIC SECTOR OR DID YOU INCLUDE THE PRIVATE SECTOR AS WELL? WE INCLUDE THE PRIVATE SECTOR AS WELL. 
          UM, VIRGINIA, LIKE THE OTHER 49 STATES, THERE ARE STATUTES GOVERNING, UH, PUBLIC INFORMATION FOR YOUR REQUESTS. 
          SO WE CAN FOR YOU, THOSE LOCAL GOVERNMENT ENTITIES AND THEY ARE COMPELLED TO PROVIDE THAT DATA TO US. 
          PRIVATE SECTOR IS NOT COMPELLED BY THOSE, THOSE STATUTES. 
          SO WE HAVE TO TAKE KIND OF AN INDIRECT ROUTE TO GET THE PRIVATE SECTOR DATA AND WE GO THROUGH THE BUREAU OF LABOR AT THE FEDERAL LEVEL, THE BUREAU OF LABOR STATISTICS, WHICH COLLECTS THAT INFORMATION AND WE GET THE PRIVATE SECTOR DATA FROM THERE. 
          THAT MAKES SENSE. 
          'CAUSE THAT'S PART OF THE COMPETITIVE MARKETPLACE. 
          YES SIR. 
          JUST OTHER JURISDICTIONS, BUT PRIVATE SECTOR AS WELL. 
          EXACTLY. 
          AND SO, UH, THAT, WHAT, THAT'S WHAT WE DO WITH, UH, THE MARKET DATA AND THE INTERNAL REVIEW, USE LINEAR REGRESSION TO CREATE THE NEW STRUCTURE. 
          UM, THEN WE START DEVELOPING THE NEW STRUCTURE. 
          IN THIS CASE WE DEVELOP, UH, THREE DISTINCT PAY PLANS FROM THE SAME STATISTICAL TREE. 
          WE DEVELOP A PLAN FOR JUST PUBLIC SAFETY POSITIONS. 
          AND PUBLIC SAFETY IS A SHERIFF'S OFFICE, THE FIRE DEPARTMENT AND E NINE ONE COMMUNICATIONS. 
          UH, THEN WE DEVELOPED A PAY STRUCTURE FOR THE EXECUTIVE LEADERSHIP POSITIONS, WHICH ARE GENERALLY THE DEPUTY DIRECTORS AND ABOVE WITH SOME CHIEFS IN THAT MIX AS WELL. 
          UH, AND THEN ANYONE WHO'S NOT IN PUBLIC SAFETY, NOT IN EXECUTIVE LEADERSHIP WILL BE ON THE UNIFIED PLAN, WHICH IS WHERE YOU HAVE THE GREATEST AMOUNT OR GREATEST NUMBER OF JOBS AND POSITIONS, UH, WITHIN YOUR ORGANIZATION. 
          AND SO AS WE LOOK TO SEE THE, UH, UH, IMPACT OF THE RECOMMENDATIONS AND THE NEW STRUCTURE, WE RAN MULTIPLE, UH, IMPLEMENTATION SCENARIOS, UH, TO COME UP WITH THE ONE THAT WAS MOST EFFECTIVE IN TERMS OF ALLOWING THE COUNTY TO COMPETE, UH, FOR, UH, UH, STAFF THROUGHOUT THE ORGANIZATION REGARDLESS OF, OF, OF POSITION, UH, SO THAT IT COULD PUT THE COUNTY IN, I WOULD SAY, A FAVORABLE POSITION IN THE LOCAL, UH, LABOR MARKET. 
          CAN YOU, CAN YOU JUST REAL QUICK DESCRIBE THE LINEAR REGRESSION YOU'VE MENTIONED SEVERAL TIMES AND YOU HAD A LINEAR REGRESSION. 
          CAN YOU EXPLAIN THAT? SURE. 
          IF YOU GO BACK TO, UH, BASIC ALGEBRA, UH, WE ARE LOOKING AT X AND Y AXI POINTS. 
          UH, X WOULD BE THE QUANTITATIVE POINT SCORE FOR THOSE INDIVIDUAL BENCHMARK POSITIONS. 
          Y WOULD BE THE AVERAGE ANNUAL MARKET VALUE OF THE POSITIONING. 
          MM-HMM . 
          AND SO THROUGHOUT THAT X AND Y AXIS, WE'RE GONNA HAVE, UH, POSITIONS VARIED AT DIFFERENT LEVELS. 
          DOTS ON THE CHART, DOTS ON THE CHART. 
          AND SO THE RE LINEAR REGRESSION MODEL LOOKS AT WHERE THERE'S THE BEST RELATIONSHIP, CLOSEST FIT BETWEEN THOSE TWO SETS OF DATA. 
          AND THEN IT TURNS THAT INTO NUMERICAL DESIGNATIONS TO CREATE A PAY PAY TABLE. 
          AND THEN OF COURSE, WE TURN THESE OUT, UH, WITH A MINIMUM OF 92% ACCURACY IN TERMS OF THE TWO SETS OF DATA IN THE RELATIONSHIP FOR THIS PARTICULAR ST STUDY. 
          UH, THE, UH, HYPOTHESIS TEST GENERATED AT 93.5%, MEANING, SO HOW DO YOU, SO WE WERE 93.5, SO WE GONNA GET, WE'RE GONNA GET TO THE NUMBERS, BUT WHEN YOU TALK ABOUT THE ACCURACY, HOW DO, HOW DO YOU DETERMINE ACCURACY STATISTICAL TESTING? 
          [01:00:01]
OKAY, THAT'S ENOUGH . 
          GOOD QUESTION. 
          YEAH, MY QUESTION. 
          I'VE ASKED MY STATISTIC QUESTIONS, HE WAS ANSWERED. 
          OKAY. 
          AND THEN, OF COURSE, UH, WE, WE PRESENTED THE REPORT, UH, TO THE COUNTY ABOUT A WEEK AGO. 
          UH, AND THEN OF COURSE, WE'RE HERE TONIGHT, STEP SEVEN, TALKING ABOUT THE RESULTS. 
          UH, NOT ONLY IN THE, IN THE COMPENSATION PIECE, BUT SOME OF THE OTHER, UH, RECOMMENDATIONS AND FINDINGS THAT WERE A PART OF THE STUDY. 
          EVERYTHING WE DO, INCLUDING THE, UH, LINEAR REGRESSION ANALYSIS, IS DONE IN THIS SOFTWARE APPLICATION CALLED CLASSIFICATION MANAGER, WHICH IS PROPRIETARY SOFTWARE OF THE COMPANY. 
          THESE ARE THE JOB FACTORS THAT WE USE TO RANK THE POSITIONS OR TO GRADE THE JOBS, UH, WITHIN THE ORGANIZATION. 
          THERE ARE 14, UH, JOB FACTORS. 
          WHEN THESE WERE DEVELOPED, WE EMPLOYED A BODY OF INDIVIDUALS THAT RANGE FROM THE PSYCHOLOGISTS TO INDUSTRIAL ENGINEERS, UH, HUMAN RESOURCES PROFESSIONALS, COMPENSATION EXPERTS, TO COME UP WITH FACTORS THAT WERE UNIVERSAL. 
          THEY WOULD APPLY TO ANY POSITION, WHETHER IT WAS MANAGEMENT OR NON-MANAGEMENT, UH, WHETHER IT WAS IN A UNION OR NOT IN A UNION. 
          AND THESE ARE THE FACTORS THAT WE USE, STARTING WITH DATA, WHICH LOOKS AT THE DIFFERENT TYPES OF DATA, WHETHER IT BE, UH, PREPARATION OF CERTAIN REPORTS, RECORDS, OR DOCUMENTS. 
          WHAT DOES THE, UH, THE EMPLOYEE DO WITH THOSE DOCUMENTS AND REPORTS AS THEY PUT THEM TOGETHER? DO THEY SIMPLY PUT THEM TOGETHER AND PASS THEM ON FOR FURTHER REVIEW IN ANOTHER DEPARTMENT? OR DO THEY REVIEW THEM IN AN EFFORT TO ACHIEVE, UH, THE JOB DUTIES AND RESPONSIBILITIES THEY HAVE? WE LOOK AT JUDGMENT, UH, PEOPLE, RESPONSIBILITY IN TERMS OF LEVEL OF SUPERVISION OR COORDINATION BASED ON THE DATA PEOPLE RESPONSIBILITY. 
          WE ARE ABLE TO ASSESS THE COMPLEX COMPLEXITY OF THE POSITION. 
          WE LOOK AT ASSET RESPONSIBILITY, WHETHER IT'S A BUDGET, UH, RESPONSIBILITY OR CUSTODIAN OF EQUIPMENT OR MATERIALS. 
          WE'RE ABLE TO LOOK AT, UH, IMPACT OF DECISIONS, WHETHER, UH, THERE COULD BE LOSS OF LIFE OR INJURY TO A COUNTY, EMPLOYEE, COWORKER, PUBLIC CITIZEN. 
          COULD THERE BE LEGAL LIABILITY EXPOSURE, UH, TO THE COUNTY BASED ON THE WORK THAT THE INDIVIDUAL IS DOING IN THAT POSITION? EDUCATION EXPERIENCE, NOT WHAT THE EMPLOYEE PERSONAL HOLDS, BUT WHAT'S CONSIDERED, UH, INDUSTRY STANDARD IN TERMS OF THE MINIMUM LEVEL EDUCATION EXPERIENCE. 
          UH, WE LOOK AT THE, UH, EQUIPMENT THAT'S UTILIZED, WHETHER IT'S COMPUTER EQUIPMENT, DIAGNOSTIC EQUIPMENT, ANY PHYSICAL REQUIREMENTS REQUIRING LIFTING, TOTING, CARRYING, COMMUNICATION. 
          WHO ARE THEY INTERACTING WITH INSIDE THE ORGANIZATION AND OUTSIDE? UH, COULD BE OTHER AGENCIES, STATE AGENCIES, OR OTHER LOCAL GOVERNMENTS. 
          WE LOOK AT MATHEMATICAL COMPUTATION OR STATISTICAL ANALYSIS IN THE POSITION. 
          UNAVOIDABLE HAZARDS IS THE EMPLOYEE EXPOSED TO CERTAIN THINGS THAT COULD CAUSE HIM OR HER HARM AS THEY FULFILL, UH, THEIR PART OF THE EMPLOYMENT, UH, UH, AGREEMENT, SAFETY, RESPONSIBILITY. 
          AND SO THESE THINGS ARE WEIGHTED. 
          SOME CARRY MORE WEIGHT THAN OTHERS. 
          I HAVE A PATENTED, UH, SCORING MANUAL THAT ALLOWS ME TO REVIEW THE JOB DESCRIPTION AND ASSIGN A DEGREE RATING THAT RANGES FROM ONE TO 10 IN EACH ONE OF THOSE CATEGORIES. 
          AS I DO THAT, THE SOFTWARE APPLICATION KEEPS THE SCORE, AND THEN I CAN PRINT THAT REPORT SHOWING ME THE MOST COMPLEX JOB, WHICH IS GONNA BE THE HIGHEST SCORING POSITION BASED ON THE QUANTITATIVE SCORE. 
          AND THEN IN THE SENDING ORDER, ALL THE OTHER POSITIONS IN THE ORGANIZATION. 
          YOU DON'T HAVE TO BE A CONSULTANT, FIGURE OUT THAT THE TOP RANK, UH, RANK, JOB, OR MOST COMPLEX POSITION IS GONNA BE THE HIGHEST LEVEL OF LEADERSHIP. 
          SO IN THIS CASE, THAT WAS A DEPUTY COUNTY ADMINISTRATIVE POSITION THAT WAS THE HIGHEST, UH, OR LEVEL OF LEADERSHIP POSITION EXPOSED IN THE STUDY. 
          UH, LOWEST LEVEL, GENERALLY, YOU CAN FIGURE THAT OUT. 
          IT'S PROBABLY GONNA BE A JOB THAT HAS A LOT OF MANUAL LABOR ASSOCIATED WITH IT, OR VERY LOW END, UH, UH, CLERICAL POSITION. 
          BUT HOW THOSE OTHER JOBS SHAKE OUT IN BETWEEN IS LIKE SPLITTING HAIRS IN TERMS OF DETERMINING WHAT'S A FAIR COMPETITIVE VALUE FOR THAT JOB, UH, WITHOUT ANY BIAS, UH, ONE WAY OR THE OTHER. 
          AND THIS IS WHERE THIS PROCESS GIVES YOU THAT CREDIBILITY IN TERMS OF HOW THE JOBS WERE VALUED. 
          AND SO THOSE ARE THE FACTORS THAT WE USED. 
          THE ORGANIZATIONS THAT WERE SURVEYED ARE THERE IN FRONT OF YOU NOW. 
          UH, JAMES CITY COUNTY, GLOUCESTER COUNTY OUT OF WRIGHT COUNTY, HANOVER COUNTY, CHESTERFIELD COUNTY, HENRICO, CITY OF NEWPORT NEWS, CITY OF HAMPTON, CITY OF WILLIAMSBURG, CITY OF NORFOLK. 
          AND THEN, OF COURSE, AT THE BOTTOM IT SAYS, NOTE O NET. 
          THAT'S WHERE WE'RE ABLE TO GO ONLINE AND PULL THE INFORMATION FROM THE FEDERAL DEPARTMENT OF LABOR, BUREAU OF LABOR STATISTICS. 
          THERE'S ABOUT 25 MILLION RECORDS IN THAT DATABASE. 
          AND SO WE WERE ABLE TO MANEUVER IN THERE AND COLLECT INFORMATION ON JOBS THAT EXIST WITHIN THE COUNTY AS WELL AS THE REGIONAL PRIVATE SECTOR. 
          IF I KNEW YOUR, UH, ZIP CODE, I COULD TELL YOU THE MEDIUM INCOME ON YOUR STREET. 
          UH, BY GOING THROUGH THOSE RECORDS, I, I GUESS I'M SURPRISED CI CITY POCOS WASN'T IN YOUR SCOPE. 
          NO, IT WAS NOT. 
          UH, THE CITY OUTLINE IN ITS RFP, THE, UH, JURISDICTIONS THAT WE WERE TO COLLECT THE DATA FROM. 
          UH, AND SO AFTER SOME CONCERNS THAT WE RAISED ABOUT PSIN, WHICH WAS INITIALLY ON THAT LIST, UH, WE REPLACED PSIN WITH 
          [01:05:01]
CITY OF NORFOLK. 
          'CAUSE WE HAD NO PRESENCE FROM THAT PARTICULAR AREA OF THE STATE. 
          BUT JUST BECAUSE WE SURVEYED THE DATA DOES NOT MEAN THE FINDINGS WERE BASED TOTALLY ON THAT DATA, BECAUSE WE HAD TO DO SOME COMPARATIVE ANALYSIS LOOKING AT SIZE OF WORKFORCE AND, AND SIZE OF COMMUNITY, UH, UH, AVERAGE INCOME IN, IN THE AREA. 
          BUT WE COLLECTED DATA FROM ALL THOSE JURISDICTIONS THAT ARE THERE IN FRONT OF YOU. 
          IT'S MORE LIKE SAMPLING, RIGHT? YEAH, EXACTLY. 
          MM-HMM . 
          OKAY. 
          AND SO WHAT DID THAT MARKET DATA TELLS US? WELL, IT PAINTS A PICTURE, NOT A VERY BEAUTIFUL PICTURE. 
          IT'S NOT A MONET OR MONA LISA, BUT IT'S A PICTURE. 
          UH, FOR EXAMPLE, DEPUTY SHERIFFS ON AVERAGE, UH, IN TERMS OF STARTING SALARIES, WERE ABOUT 10% BEHIND THE MARKET. 
          BUILDING INSPECTORS WERE ABOUT 10.2% BEHIND THE MARKET. 
          UTILITY CONSTRUCTION WORKERS WERE ABOUT 11%. 
          BEHIND THE MARKET. 
          PARALEGALS ABOUT 13% BEHIND THE MARKET. 
          A MASTER FIREFIGHTER WAS ABOUT 13.4%. 
          BEHIND THE MARKET ON AVERAGE, FIRE LIEUTENANTS WERE ABOUT 17.6%. 
          AND THE TAX COLLECTION SPECIALIST POSITION WAS ABOUT 23.2%, UH, BEHIND THE MARKET. 
          BASED ON YOUR CURRENT COMPOSITION OF, OF JOBS AND THE SALARY RANGES OR VALUES OF THOSE POSITIONS, YOU'RE ROUGHLY AT THE 50 PERCENTILE. 
          ANYTIME YOU'RE AT THE 50 PERCENTILE OR BELOW AT THE 50TH PERCENTILE, YOU'RE IN THE MIDDLE OF A LAKE. 
          WHETHER IT'S A HUNDRED FEET DEEP OR 25 FEET DEEP, THE WATER IS ABOUT TO YOUR NOSTRILS. 
          WHEN YOU GO BELOW 50%, YOU'RE UNDERWATER. 
          SO 50% AND BELOW IS NOT WHERE YOU WANT TO BE IF YOUR GOAL IS TO ATTRACT HIGH CALIBER, WELL QUALIFIED INDIVIDUALS TO COME AND BE A PART OF YOUR WORKFORCE. 
          OKAY. 
          FOR THE LISTENING PUBLIC THOUGH, I THINK, UM, TO CLARIFY THAT A LITTLE BIT, IF WE LOOK AT THESE JOB POSITIONS THAT YOU'RE, YOU'VE DESCRIBED AND PERCENTAGE WISE, OKAY. 
          UM, ESSENTIALLY YOU'RE LOOKING AT THEIR PAY BEING AND ALL THESE CITIES SAMPLES, THEY'RE IN THE MIDDLE, IS WHAT YOU'RE SAYING. 
          YOU'RE, YOU'RE ROUGHLY IN THE MIDDLE. 
          YOU'RE IN THE MIDDLE. 
          YES. 
          LOOK AT ALL, WHICH IS, WHICH DOESN'T MAKE YOU COMPETITIVE. 
          NOT AT ALL AGAINST THE OTHERS. 
          NOT AT ALL. 
          RIGHT. 
          IN FACT, IT KIND OF MAKES YOU UNCOMPETITIVE. 
          IT DOES. 
          VERY MUCH SO. 
          ALRIGHT. 
          SO IS THAT, DOES, DOES THAT MEAN TO SAY THAT HALF OF THE SAMPLE SIZE, THEIR SURVEY HALF AND SAMPLE SIZE ARE ABOVE YOU, BUT OTHER HALF BELOW US, RIGHT. 
          YOU WERE IN THE BELOW GROUP RIGHT IN THE MIDDLE. 
          RIGHT. 
          BUT I GET YOU. 
          OKAY. 
          AND, AND WAS THIS, AND YOU SAID, DOES THIS STARTING SALARIES, IS THIS REFLECT, START, THIS IS STARTING SALARIES, ALL RIGHT. 
          FOR EACH OF THOSE POSITIONS? YES, SIR. 
          AND SO, MOVING TO FINDINGS AND RECOMMENDATIONS, AND I'M GONNA TALK ABOUT THE FINANCIAL IMPACT AND WHERE YOU NEED TO BE GOING FORWARD, IF YOU WANT TO BE AN EMPLOYER OF CHOICE FINDING NUMBER ONE, WHAT'S THE SIGNIFICANCE OF THAT STATEMENT, THAT STATEMENT? EMPLOYEE EMPLOYER OF CHOICE? GOOD QUESTION. 
          COMPENSATION TAKES TWO FORMS. THERE'S DIRECT COMPENSATION, WHICH IS YOUR ANNUAL SALARY OR WHATEVER FINANCIAL INCENTIVES WAS. 
          UH, PERFORMANCE INCENTIVE. 
          HAVE YOU, THAT'S DIRECT COMPENSATION. 
          INDIRECT COMPENSATION ARE THOSE THINGS THAT ARE PAID FOR ON YOUR BEHALF BY THE EMPLOYER. 
          HEALTH INSURANCE, YOUR VACATION, SICK TIME OFF, UH, TRAINING. 
          ALL THOSE THINGS ARE PART OF INDIRECT COMPENSATION. 
          IF YOU WANT TO BE AN EMPLOYEE OF CHOICE, YOU'VE GOT TO MAKE SURE THAT YOUR COMPENSATION LEVELS IDEALLY ARE AT LEAST, ARE AT LEAST AT THE 70TH PERCENTILE. 
          70TH, 70TH, SEVEN ZERO. 
          AND YOUR BENEFITS ARE IN LINE WITH THE SURROUNDING MARKETS AND JURISDICTIONS THAT YOU COMPETE WITH. 
          YOUR BENEFITS ARE ACTUALLY REALLY GOOD. 
          UH, THEY'RE SOLIDLY IN LINE WITH, UH, THE OTHER LOCAL GOVERNMENTS, UH, IN THE AREA. 
          IT'S YOUR DIRECT COMPENSATION WHERE YOU HAVE SOME ISSUES. 
          OKAY. 
          DO YOU PUT, UM, A PERCENTILE ON YOUR, WELL, WE CALL IT, I USED TO CALL IT SALARY RELATED. 
          UH, COST. 
          OKAY. 
          SO DO YOU PUT A, UM, A PERCENTILE FOR OUR SALARY RELATED COST HERE IN THE COUNTY? TYPICALLY IN LOCAL GOVERNMENT? UH, UNLESS THERE THE, THERE'S A UNION ENVIRONMENT. 
          UH, THE COST OF, OF, OF, OF LABOR FROM A FRINGE BENEFIT PERSPECTIVE CAN BE AS LOW AS ABOUT 20%, AND AS HIGH AS ABOUT 60%. 
          WELL, I'M THINKING OF PERCENTILE. 
          WE'VE, I MEAN, I WANNA MAKE SURE WE'RE DOING APPLES AND APPLES HERE. 
          SO I'M TALKING ABOUT BENEFITS, NOT SALARY. 
          OKAY. 
          SO I'M LOOKING AT PERCENTILES AS BOTH. 
          IF, IF IT'S, IF IT'S A SALARY ONE SIDE AND YOU'RE DOING A RANGE AMONG THESE GOVERNMENTS MM-HMM . 
          OKAY. 
          THAN ON THE SALARY RELATED COSTS, YOU'RE DOING A COMPARISON OF THESE GOVERNMENTS, IT'S A LITTLE HARDER TO COME UP WITH ACTUAL PERCENTILES FOR THE BENEFIT ITEMS. OKAY. 
          UM, HOW DO YOU VALUE VACATION STATE LEAVE? ARE YOU LOOKING AT, WELL, HOW MUCH DO YOU, HOW MUCH DO YOU GET IN THAT POSITION THOUGH? I MEAN, 
          [01:10:01]
HOW MANY DAYS DO YOU GET, BUT YOU CAN'T TIE VALUE TO HOW MANY DAYS YOU GET? BECAUSE THAT'S GONNA VARY BY INDIVIDUAL. 
          I GUARANTEE I CAN VALUE MAYBE BY THE HOURLY RATE YOU COULD DO IT THAT WAY. 
          BUT IT, IT'S MORE OF LOOKING AT THE, THERE'S A STANDARD CORE LIST OF BENEFIT ITEMS. EVERYTHING FROM HEALTH INSURANCE, UH, TO THE, THE LEASE. 
          WELL, WE SPEND, IF WE SPEND $2,600, FOR EXAMPLE, UM, I'LL USE, WE'LL USE OUR SCHOOL BOARD IN US. 
          OKAY. 
          THAT'S A GOOD COMPARISON. 
          SO IF THE SCHOOL BOARD AT ONE TIME WAS GETTING $2,600 MORE ON SALARY RELATED COSTS, OR SALARY RELATED YEAH. 
          SALARY RELATED COSTS, THEN THE COUNTY EMPLOYEES, YOU WOULD SAY, WOW, THERE'S A BIG DIFFERENCE. 
          BUT IT'S GONNA BE A ROUGH ESTIMATE. 
          IT'S NOT GONNA BE VERY PRECISE, BECAUSE IF YOU WORK IN PUBLIC SAFETY, YOUR BENEFIT COSTS ARE HIGHER THAN SOMEONE THAT WORKS IN PUBLIC WORKS. 
          SO YOU COMPARING APPLES AND ORANGES WHEN YOU TALK ABOUT, OKAY. 
          THAT SORT OF THING. 
          I THINK YOU WORTH FOR THAT. 
          YEAH, YEAH. 
          YEAH. 
          I'VE DONE THIS FOR A WHILE. 
          WE'RE MORE CONCERNED WITH MAKING SURE THAT WHAT'S BEING OFFERED IN TERMS OF BENEFIT LINE ITEMS, THAT YOU HAVE THOSE SAME TYPE OF BENEFITS HERE OF VARYING, WELL, AS YOU'VE SAID, THAT OUR BENEFITS ARE PRETTY GOOD. 
          YES. 
          AND, UM, OVER THE YEARS, WE DID NOT FIND ANY OUT THERE THAT YOU'RE NOT OFFERING. 
          RIGHT. 
          O OVER THE YEARS, PEOPLE HAVE WORKED FOR THE COUNTY SIMPLY FOR THE BENEFITS, BECAUSE, I MEAN, THEY GOT A SALARY OUT OF IT. 
          BUT IF THE SALARY'S AT 50 PERCENTILE, THE BENEFITS ARE REALLY GOOD. 
          YOU KNOW, AND A BIG ONE'S HEALTH INSURANCE. 
          YEAH. 
          OKAY. 
          SO THERE'S MOTIVATION THERE. 
          SO I MEAN, WE AL WE HAVE TO ALWAYS CONSIDER THIS. 
          YEAH. 
          PEOPLE IN MY GENERATION, IN FACT, DID CARE A GREAT DEAL ABOUT JOB SECURITY, UH, AND BENEFITS. 
          BUT TODAY'S WORKFORCE, PARTICULARLY, UH, MILLENNIALS, THEY'RE NOT CONCERNED WITH BENEFITS. 
          'CAUSE THEY THINK THEY'LL ALWAYS BE HEALTHY AND THEY'LL NEVER AGE. 
          THEY'RE CONCERNED ABOUT THEIR TAKE HOME PAY 'CAUSE THEY GOT STUDENT LOANS AND THEY WANT TO MOVE OUTTA MOM AND DAD'S BASEMENT. 
          RIGHT. 
          AND SO YOU HAVE TO RECRUIT THOSE INDIVIDUALS DIFFERENTLY. 
          THEY'RE NOT CONCERNED ABOUT BENEFITS FROM ABOUT SALARY AND TIME OFF PRIMARILY. 
          AND SO YOU HAVE TO BE COGNIZANT OF WHAT THE WORKFORCE LOOKS LIKE. 
          AND IS THAT A PARTICULAR GENERATION? IT'S GENERATIONAL. 
          IT'S GENERATIONAL. 
          OKAY. 
          MOST OF US, AND, AND I'M IN MY MID FIFTIES ARE, ARE STILL, UH, UH, TIED TO THE WORLD WAR II GENERATION AND, AND BENEFITS AND, AND THE IMPORTANCE OF THOSE, I THINK I'M TIED TO WORLD WAR I  BETTER THAN THE CIVIL WAR. 
          DR. CAMPBELL, IF YOU COME BACK ON THE 70TH PERCENTILE. 
          AND HOW DO YOU, HOW DO YOU DEFINE THAT AS THE SWEET SPOT? BECAUSE IT'S PROBABLY NOT CLEAR TO, TO US PUBLIC. 
          I, I'LL TRY TO MAKE IT AS SIMPLE AS I CAN. 
          IF WHEN YOU ASSESS ALL THE OTHER PEER ORGANIZATIONS THAT YOU COMPARE THE ORGANIZATION TO, AND YOU RANK AT LEAST AT THE SEVENTH PERCENTILE, AND YOUR BENEFIT OFFERINGS ARE CONSISTENT WITH WHAT'S BEING OFFERED IN THOSE PEER ORGANIZATIONS, YOU CONSIDERED AN EMPLOYER OF CHOICE. 
          CHOICE. 
          OKAY. 
          FROM THOSE TWO PERSPECTIVES. 
          ALRIGHT. 
          DIRECT AND INDIRECT COMPENSATION. 
          AND I, AND IMAGINE I MAY BE GETTING AHEAD OF IT. 
          IMAGINE RECOMMENDATION IS TO GET US FROM 50 TO 70. 
          YOU GOT IT. 
          OF COURSE, OF COURSE. 
          WELL, I WANNA MAKE SURE IT WAS A 50 TO A HUNDRED . 
          YEAH. 
          LET'S GET THE, THAT SIDE. 
          UH, JUST BRIEFLY ON THE FINDINGS. 
          UH, CURRENT COMPENSATION LEVELS, UH, NEGATIVE IMPACT, NEGATIVELY IMPACT RECRUITING AND RETENTION. 
          SALARY COMPRESSION EXISTS THROUGHOUT THE CURRENT COMPENSATION SYSTEM. 
          UH, THE ORGANIZATION HAS A LOT OF LONG-TERM EMPLOYEES, WHICH I ALLUDED TO AT THE BEGINNING. 
          UH, OVER THE NEXT 10 YEARS, THIS ROOM COULD LOOK A LOT DIFFERENT IN TERMS OF WHO'S SITTING IN HERE AND WHO'S HOLDING THOSE POSITIONS. 
          SO YOU NEED TO FORMALIZE A SUCCESSION PLAN FOR KEY LEADERSHIP POSITIONS SO THAT YOU CAN PREPARE AND DEVELOP THAT NEXT WAVE OF LEADERSHIP TO HAVE THE, UH, TRAINING AND EXPERIENCE NEEDED TO ROLL INTO THOSE JOBS. 
          IF YOU DON'T HAVE AT LEAST THREE OR FOUR VIABLE CANDIDATES FOR A TOP LEADERSHIP POSITION IN AN ORGANIZATION, YOU'RE NOT DOING SOMETHING RIGHT. 
          THAT'S THE DISTINCTION PRIMARILY BETWEEN PUBLIC AND PRIVATE SECTOR. 
          IN THE HISTORY OF FORD MOTOR COMPANY, THEY'VE ONLY BROUGHT IN, I THINK, THREE OR FOUR CEOS FROM THE OUTSIDE. 
          NOW, MOST OF 'EM HAD THE LAST NAME FORWARD, BUT THE POINT BEING THEY DEVELOPED LEADERSHIP FROM RIGHT. 
          AND SO COUNTY GOVERNMENT NEEDS TO DO THAT, UH, AS WELL. 
          UH, WE PROVIDED SOME BEST PRACTICES, GUIDELINES IN TERMS OF, UH, UH, UH, UH, POLICIES ON HIRING, UH, RECLASSIFICATION PROMOTIONS, INTERIM ASSIGNMENTS, MAKING SURE THAT'S CONSISTENTLY IN TERMS OF HOW YOU VALUE EXPERIENCE WHEN YOU HIRE NEW PEOPLE. 
          WE CREATED A MATRIX, FOR EXAMPLE, IF YOU HAVE AT LEAST ONE YEAR OF EXPERIENCE, BUT LESS THAN THREE, YOU COME IN AT THE PAY GRADE MINIMUM. 
          BUT IF YOU HAVE AT LEAST, UH, UH, THREE BUT LESS THAN FIVE, YOU COME IN AT 3% ABOVE THE MINIMUM. 
          SO IT'S CONSISTENT THROUGHOUT THE COUNTY AND ALL THE DEPARTMENTS. 
          SAME FOR PROMOTION, RECLASSIFICATION, AND INTERIM ASSIGN. 
          YOU ALSO ADJUST BENEFITS TO THAT BENEFITS LIKE VACATION TIME AND SUCH. 
          WITH, WITH EXPERIENCE. 
          ROSE CAN SPEAK TO THAT MORE. 
          MORE. 
          OKAY. 
          WELL, BASED ON HOW LONG YOU'VE BEEN WITH THE, WE'LL GET TO THAT LATER, BUT YOU CAN ASK. 
          YEAH. 
          OKAY. 
          UH, EXPAND THE EMPLOYEE RECOGNITION PROGRAMS 
          [01:15:01]
USING THE EMPLOYEE COMMITTEE. 
          UH, IN ADDITION TO MEETING WITH THE DIRECTORS AND DEPUTY DIRECTORS, I HAD THE PLEASURE OF SPEAKING WITH THE EMPLOYMENT. 
          MM-HMM . 
          EMPLOYEE COMMITTEE WAS A VERY KNOWLEDGEABLE GROUP OF PEOPLE, UH, VERY VESTED WITHIN THE COUNTY. 
          I THINK THEY WOULD BE A GREAT RESOURCE, UH, TO SPEAK ON BEHALF OF THEIR COLLEAGUES AND THEIR RESPECTIVE DEPARTMENTS ON WHAT RECOGNITION PROGRAMS THAT THEY THINK THE EMPLOYEE WORKFORCE WOULD LIKE TO SEE, UH, WOULD MAKE A DIFFERENCE. 
          UH, CURRENT BENEFITS ARE COMPETITIVE, AS I SAID, AND WE WOULD, WE ARE NOT RECOMMENDING ANY CHANGES WITH YOUR CURRENT BENEFITS. 
          WE CANVAS BENEFITS AS WELL AS THE, THE COMPENSATION LEVELS OF THOSE PEER ORGANIZATIONS. 
          AND YOUR BENEFITS ARE CONSISTENT WITH WHAT WE FIND IN THE OTHER PLACES. 
          CONTINUING WITH FINDINGS AND RECOMMENDATIONS. 
          WE SUGGEST, AS THE BOARD MEMBERS SAID, THAT YOU IMPLEMENT TO THE 70TH PERCENTILE, UH, AS RECOMMENDED RIGHT NOW TO GET YOU TO THE 70TH PERCENTILE, UH, IS $8,040,546. 
          AND THAT INCLUDES THE MARKET ADJUSTMENTS, ADJUSTMENTS TO THE MINIMUM, AND TO ADDRESS, UH, THE MOST EGREGIOUS FORMS OF SALARY COMPRESSION. 
          UM, NEXT FINDING AND RECOMMENDATION HAS TO DO WITH STEPPING GRADE VERSUS OPEN RANGE COMPENSATION SYSTEMS. AS I TALK WITH STAFF AND EMPLOYEES, THERE'S A CONTINGENT OF FOLKS WHO WOULD LIKE TO SEE THE COUNTY GO BACK TO, UH, A STEP IN GRADE APPROACH. 
          BUT OUR RECOMMENDATION IS THAT WOULD BE A, UH, REGRESSIVE MOVE GOING BACKWARDS. 
          UM, IT'S MORE, UH, COST EFFECTIVE. 
          IT'S MORE EXPENSIVE TO OPERATE A STEPPING GRADE SYSTEM BECAUSE IT GUARANTEES A CERTAIN LEVEL OF PAY INCREASE. 
          IT ALMOST BECOMES AN ENTITLEMENT, UH, TYPE OF SCENARIO. 
          UM, IT MAKES IT DIFFICULT TO MOVE TO PAY FOR PERFORMANCE BECAUSE EVERY TIME SOMEONE GETS AN INCREASE, THEY'VE GOTTA FALL ON A FINITE STEP. 
          CAN'T FALL IN BETWEEN STEP ONE AND STEP TWO. 
          SO YOU ALWAYS GOTTA ROUND UP TO CLOSE THE STEP TO MAKE SURE THEY FALL ON A FINITE STEP. 
          UH, THERE'S SOME OTHER, UH, SYSTEMATIC ISSUES ASSOCIATED WITH STEPS, WHEREAS WITH THE OPEN RANGE SYSTEM, IT'S MORE COST EFFECTIVE, GIVES YOU GREATER FLEXIBILITY IN TERMS OF DETERMINING HIRING RATES, UH, PROMOTIONAL INCREASES. 
          AND THERE'S A DIRECT LINKAGE BETWEEN PERFORMANCE AND PAY OUTCOMES. 
          WHEN YOU USE AN OPEN RANGE SYSTEM, AND WHEN I SAY OPEN RANGE, I MEAN EVERY JOB HAS A PAY GRADE WITH A MINIMUM SALARY, A MIDPOINT, AND A MAXIMUM. 
          THAT'S AN OPEN RANGE SYSTEM. 
          AND SO SCHOOL DISTRICTS ARE FAMOUS FOR THE STEP GRADE SYSTEM. 
          THAT'S WHERE THEY ORIGINATED ACTUALLY. 
          UH, LAST ITEM UNDER STEP GRADE VERSUS OPEN RANGE, THE ABILITY TO RESPOND QUICKLY TO MARKET PRESSURES AS THE GREATER ECONOMY CHANGES. 
          SO DOES THE ORGANIZATION IN, IN TERMS OF ITS RESPONSE TO BEING ABLE TO RECRUIT AND RETAIN. 
          AND YOU CAN DO THAT A LOT QUICKER WHEN YOU HAVE A SYSTEM THAT IS OPEN RANGE BASED AND NOT A STEP SYSTEM THAT IS TRAINED IN TERMS OF YOU HAVE TO SPECIFICALLY, I'M STRUGGLING WITH THIS OPEN RANGE THING. 
          OKAY. 
          THE TERMINOLOGY. 
          IT SOUNDS LIKE IT'S, UM, IT'S PRETTY MUCH WHAT WE'RE SORT OF TRYING TO DO OR WE'RE DOING AS YOU'RE DOING NOW, AS A RESULT OF THE FACT THAT WE DON'T HAVE, WE'RE NOT IN A, WE WE'RE NOT COMPETITIVE ON SOME POSITIONS. 
          WE FIND OUT, UH, THROUGH THE HARD WAY THAT WE CAN'T GET CANDIDATES TO COME OVER AND APPLY. 
          SO WE THEN START JACKING UP THE COST OR THE, THE SALARY, AND THEN WE GET, YOU KNOW, WE THROW ENOUGH SUGAR OUT THERE, YOU CATCH THE FLIES, RIGHT? THAT'S RIGHT. 
          SO DOES THAT OPEN RANGE? NO, THAT, THAT, THAT'S A PRODUCT OF, OF FRUSTRATION RECRUITMENT. 
          UH, AND, AND WHAT DOES IT TAKE TO GET PEOPLE TO APPLY FOR THE JOBS? RIGHT NOW, THE PAY RANGES OR PAY LEVELS ARE SO LOW THAT WHEN YOU POST A JOB, SOME PEOPLE WILL LOOK AT THAT AND SAY, WELL, THEY MAY BE WILLING TO NEGOTIATE TO SOME DEGREE, BUT IF YOUR JOB'S 15, 20% BEHIND THE MARKET, MOST FIGURE YOU'RE NOT GONNA, YOU APPLY. 
          THEY'RE NOT GONNA APPLY. 
          THEY'LL JUST, THEY'LL JUST . 
          UH, AND, AND SO THAT'S SOMETHING THAT WE'RE GOING TO ADDRESS WITH THIS NEW, UH, PAY SYSTEM THAT WE WE'RE ADVOCATING THAT, YOU KNOW, YOU MOVE TOWARD. 
          BUT TO ANSWER YOUR QUESTION, ON STEPPING GRADE, 70% OF CITIES AND COUNTIES USE OPEN RANGE, 70%. 
          WHEREAS 95% OF SCHOOL DISTRICTS USE STEPPING GRADE. 
          IT'S TIED TO TEACHER PAY. 
          IF YOU GO IN ANY SCHOOL DISTRICT IN THE COUNTRY AND YOU GO UP TO A TEACHER AND SAY, HOW LONG HAVE YOU BEEN HERE? IF THAT TEACHER SAYS 20 YEARS, YOU GO TO HR, YOU LOOK AT THEIR PAY GRADE, UH, AND STEP POSITION, IT'S GONNA BE AT WHATEVER PAY GRADE THE JOB IS, AND THEN AT STEP 22 OR STEP 20. 
          RIGHT. 
          IT MATCHES THEIR USE OF SERVICE. 
          SO THAT'S WHERE YOU'RE GONNA SEE THAT TYPE OF SYSTEM PREDOMINANTLY. 
          WELL, THESE DESCRIBED AS OPEN RANGE. 
          YEAH. 
          WHAT I'M USED TO IN THE CORPORATE WORLD WHERE YOU, WHERE WE HAVE BANDS OF, OF JOB CLASSIFICATIONS, UH, HIGH ENTRY, HIGH EDUCATION, MIDPOINT. 
          YEP. 
          UM, AND THEN THAT, THAT FLOWS WITH THE MARKET TYPICALLY UP. 
          I DON'T REALLY SEE IT GO DOWN, BUT TYPICALLY UP EXACTLY RIGHT. 
          BUT, UM, YOU HAVE A VERY, VERY WELL DEFINED RANGE OF SALARIES FOR A GIVEN POSITION, DEPENDING UPON TENURE AND EXPERIENCE AND, AND ALL THE THINGS, OH, PERSONAL CHARACTER. 
          I JUST, I JUST HAVEN'T HEARD OF IT CALLED OPEN RANGE BEFORE. 
          [01:20:01]
YEAH. 
          IT'S THE SAME THING THAT I'M USED TO. 
          SO, BUT IT'S, BUT IT'S, UM, BUT YOU CAN BRING SOMEBODY IN AT VARIOUS PAY SCALE OR VARIOUS PAY INSIDE THE OPEN. 
          THE OPEN RANGE, YES. 
          OKAY. 
          YES. 
          BUT THERE'S A FIXED BOUNDARY OF LOW END AND HIGH END THAT EXACTLY. 
          THAT THE, THE PROSPECTIVE EMPLOYER AS WELL AS THE COUNTY KNOWS THEY'RE GONNA FIT WITHIN THAT BOX. 
          SO, YOU KNOW, THAT GOING, GOING IN, THAT'S CURRENTLY WHAT WE HAVE, MR. SHEPHERD. 
          WE CURRENTLY HAVE THAT SYSTEM, WHAT DR. CAMPBELL WAS PROPOSING THAT WE INCREASE STAY WITH, INCREASE THOSE RANGES. 
          GOTTA, IT'S NOT GOTTA GO UP. 
          IT'S GOTTA BE ADJUSTED. 
          YES, SIR. 
          TO KEEP THEM COMPETITIVE. 
          YOU DO HAVE AN ADJUST THEM, YOU KNOW, ON AN ANNUAL BASIS. 
          SO, SO IN WHAT RANGE, TELL ME HOW COMPRESSION WORKS IN THE OPEN RANGE. 
          UM, LET'S SAY FOR EXAMPLE, WE'VE GOT THREE EMPLOYEES. 
          ONE HAS FIVE YEARS WITH THE ORGANIZATION, MAYBE ONE HAS 10 AND ONE HAS 15 YEARS, BUT THEIR SALARIES ONLY SEPARATED BY 800 BUCKS. 
          IN OTHER WORDS, THE FIVE YEAR EMPLOYEE IS ONLY MAKING, UH, 500 BUCKS LESS THAN THE 15 YEAR EMPLOYEE. 
          RIGHT. 
          THEY'RE CLUSTERED TOGETHER. 
          WHERE YOU WOULD THINK BASED ON 10 YEAR LONGEVITY, THE 15 YEAR EMPLOYEE WOULD BE A LOT FURTHER ALONG WITHIN THE RANGE IN THE RANGE ITSELF. 
          BUT THE RANGE HAS TO BE ELEVATED THOUGH, TO MAKE IT MEANINGFUL FOR EVERYBODY THAT'S INVOLVED. 
          YES. 
          AND YOU, YOU ADJUST THE RANGE ON AN ANNUAL BASIS. 
          WELL STEP, YOU SEE, YOU GET STEP COMPRESSION ALSO IF YOU DON'T, IF YOU DON'T, IF YOU DON'T ADJUST THE RANGE STEPS. 
          THAT'S RIGHT. 
          BECAUSE WE ELIMINATED STEPS FOR A WHILE AND SO WE ONLY HAD LIKE NO STEPS. 
          YEAH. 
          AND THEN WE HAVE ONE OR TWO STEPS AND UH, OKAY. 
          GOT IT. 
          I THINK THE THING YOU'RE GONNA GET TO HERE NEXT IS MERIT PAY AND PAY FOR PERFORMANCE. 
          YEP. 
          THAT'S THE NEXT SLIDE. 
          THAT'S, THAT'S WHERE WE NEED TO BE. 
          YEAH. 
          AND THAT TO ME IS WHERE ALL EMPLOYEES NEED TO BE. 
          WE ARE, WE ARE WHOLEHEARTEDLY, UH, PROPONENTS OF, OF MERITAL PERFORMANCE PAY. 
          BUT TO GO DOWN THAT ROAD WITHOUT LAYING THE FOUNDATION AND DOING THE WORK TO MAKE SURE IT'S SUCCESSFUL, UH, CAN CREATE A LOT OF LONG-TERM EMPLOYEE PROBLEMS THAT NEGATIVELY IMPACT MORALE. 
          UP UNTIL 2024, THE COUNTY WAS NOT DOING PERFORMANCE REVIEWS OF EMPLOYEES. 
          YOU JUST STARTED THAT LAST YEAR. 
          SO THE GO FROM THAT TO NEXT YEAR TRYING TO IMPLEMENT PAY FOR PERFORMANCE WOULD BE, IN MY OPINION, TOO AGGRESSIVE OF A SCHEDULE. 
          BECAUSE A, YOU'VE GOT SOME PEOPLE WHO'VE BEEN PROMOTED TO SUPERVISION FOR THE FIRST TIME IN THEIR LIVES. 
          AND REGARDLESS OF WHAT SOME PEOPLE MAY THINK, THE HARDEST JOB YOU EVER HAVE IS TO MANAGE PEOPLE. 
          AND YOU DON'T COME OUT OF THE WOMB, LEARN HOW TO MANAGE PEOPLE. 
          SO THOSE FOLKS AREN'T GONNA KNOW HOW TO DO THE NUANCES OF APPRAISING SOMEBODY'S PERFORMANCE. 
          THEY NEED TO BE TRAINED AND TAUGHT. 
          DEPENDS ON IF YOU HAVE LITTLE BROTHERS , THAT MAY HELP TOO. 
          YOU'RE RIGHT. 
          AND SO THERE NEEDS TO BE MORE TRAINING OF EMPLOYEES AND MANAGERS ON HOW TO DO IT, HOW TO DO IT, UH, FAIRLY, HOW TO MITIGATE BIASES. 
          YEAH. 
          WE'RE BEHIND THE EIGHT BALL. 
          THERE'S NO QUESTION. 
          AND THEN THE SYSTEM ITSELF, YOU GOTTA MAKE SURE THAT YOU, ONE THING ABOUT LOCAL GOVERNMENT, THERE'S A GREAT DIVERSITY OF JOBS. 
          JOBS. 
          YOU HAVE MECHANICS, YOU'VE HAD PARALEGALS, YOU'VE GOT IT PEOPLE. 
          OKAY. 
          IT'S NOT A MANUFACTURING WHERE YOU MAY HAVE 2000 PEOPLE, BUT THERE'S ONLY FOUR JOB TITLES, SOME TYPE OF ENGINEER. 
          SO YOU GOTTA MAKE SURE THAT THE CRITERIA THEY'RE BEING APPRAISED BY FITS WITH THE JOB OR THE DUTIES THEY HAVE. 
          AND SO THAT NEEDS TO BE LOOKED AT. 
          THERE NEEDS TO BE POLICIES WRITTEN, UH, TO SUPPORT THAT. 
          UH, THERE NEEDS TO BE ENFORCEMENT. 
          UH, WHAT HAPPENS IF A DEPARTMENT DOESN'T SUPPORT THIS INITIATIVE WHERE THEY'RE NOT SCRUTINIZING THE REVIEWS OF THE SUPERVISORS UNDERNEATH THEM. 
          THEY'RE JUST LETTING THEM GIVE EVERYBODY THE LOWEST SCORE OF THE HIGH SCORE. 
          SO MY POINT IS, BEFORE YOU GO DOWN THAT ROAD, WHICH WE THINK IS A ROAD, JUST TRAVEL, YOU'VE GOTTA DO THINGS LIKE THE TRAINING AND LOOK AT THE SYSTEM, MAKE SURE THAT'S, THAT'S APPROPRIATE. 
          SO WE'RE SAYING YOU NEED TO TAKE AT LEAST TWO YEARS TO GET EVERYTHING TOGETHER, THEN GO DOWN THAT ROAD. 
          AND THEN IF YOU'RE GONNA GO DOWN THAT ROAD AFTER YOU'VE DONE THOSE THINGS I JUST TALKED ABOUT, YOU'VE GOTTA MAKE SURE YOU PUT TEETH INTO THE PROGRAM. 
          IF I, I KNOW THERE'S A, A, A, A MUNICIPALITY HERE IN THE HAMPTON ROADS WHERE IF YOU'VE GOT A SUCCESSFUL, UH, PERFORMANCE APPRAISAL, YOU GOT AN EXTRA 1%. 
          WELL ONCE, DON'T YOU PAY TAXES ON THAT? YOU MAY WIND UP WITH $25 EVERY TWO WEEKS. 
          SO YOU'VE GOT TO PUT TEETH IN IT WHERE SOMEONE GENUINELY UNDERSTANDS IF THEY GIVE 120%, THERE'S SOMETHING AT THE END OF THAT EFFORT. 
          AND SO SOMETIMES IT'S HARD TO MAINTAIN THAT BECAUSE LOCAL GOVERNMENT, YOUR REVENUES COME FROM A VERY FINITE SOURCE. 
          YOU CAN'T JUST GO OUT AND MANUFACTURE MORE REVENUE BY, YOU KNOW, OFFERING SOME TYPE OF NEW PRODUCT OR, OR SERVICE. 
          AND SO GIVING YOURSELF TWO YEARS OF BREATHING ROOM WORK WITH THE EMPLOYEE COMMITTEE ON TRAINING AND MAKING SURE CRITERIA REFLECTS THE NATURE OF THE JOBS, AND THEN ROLL IT OUT WHERE YOU GOT POLICIES TO SUPPORT IT, THEN THE LIKELIHOOD OF SUCCESS ARE TREMENDOUS. 
          WELL, I'VE SEEN CITIES AND COUNTIES GO DOWN THIS ROAD, AND THEN 
          [01:25:01]
AFTER A COUPLE OF BAD CYCLES AND PEOPLE START COMPLAINING, AND I'VE HAD, I GOT A CLIENT RIGHT NOW, TO BE QUITE FRANK, IN NORTH CAROLINA, UH, PEOPLE IN YOUR POSITION ARE GETTING CALLS FROM EMPLOYEES 'CAUSE THEY DON'T THINK IT'S FAIR, AND THEY THINK IT'S, IT'S BEING POLITICALLY DRIVEN, DETERMINING WHO GETS WHAT. 
          AND SO YOU MINIMIZE THOSE THINGS BY MAKING SURE THAT WHEN YOU ROLL IT OUT, YOU'VE DONE ALL THE HEAVY LIFTING AND, AND EVERYTHING. 
          EVERY I'S BEEN DYED AND EVERY T HAS BEEN CROSSED. 
          SO WE'RE SAYING GO DOWN THAT ROAD, BUT YOU NEED TO GIVE YOURSELF TWO YEARS TO DO, UH, TWO YEARS FROM NOW. 
          YES. 
          OTHER KEY CHALLENGES, AS I SAID, UH, SUBJECTIVITY AND EVALUATIONS, THAT'S A HARD ONE TO OVERCOME BECAUSE WE HAVE OUR PERSONAL VIEWS AND VALUES MM-HMM . 
          AND THOSE FILTER IN WHEN WE, UH, WE, WE RATE ANOTHER PERSON'S PERFORMANCE. 
          SO WE REALLY HAVE TO PUSH, UH, PEOPLE TO UNDERSTAND, TO TRY TO MINIMIZE THAT. 
          AND THEN THE SYSTEM ITSELF NEEDS TO HAVE BUILT IN CHECKS AND BALANCES TO MINIMIZE THAT. 
          AND THEN CULTURAL RESISTANCE, YOU KNOW, SOME PEOPLE, UH, MAY VIEW MERIT PAY, UH, AS, UH, NOT, UH, EQUITABLE FOR WHATEVER REASON. 
          MM-HMM . 
          UH, THEY MAY THINK THAT FAVORITISM PLAYING A ROLE BECAUSE THEY DON'T UNDERSTAND HOW IT WORKS. 
          SO A LOT OF EDUCATION, USER, EMPLOYEE COMMUNITY TO HELP EDUCATE THE RANK AND FILE, UH, HOW TO, HOW TO, HOW TO MAKE IT WORK WELL. 
          AND THAT CAN HAPPEN, YOU KNOW, IT, IT CAN BE INEQUITABLE AND CAN BE POLITICALLY IT SWAYED. 
          AND SO THERE HAS TO BE STOPS IN PLACE, UH, FOR THAT. 
          UM, I KNOW YOU HAVEN'T FINISHED, BUT I'M JUST CURIOUS OF, UM, STEP LADDERS, UH, CAREER LADDERS, CAREER LADDER. 
          I UNDERSTAND THAT. 
          YEAH. 
          WE DID, UH, WE THINK THAT'S A GREAT THING IN TERMS OF ADVANCING SKILLSET. 
          YOU HAVE SOME IN, IN, IN MANY DEPARTMENTS. 
          SOME OF THOSE DEPARTMENTS THAT DIDN'T HAVE SOME OF THEM WE RECOMMENDED PUTTING SOME OF THOSE IN. 
          YEAH. 
          I THINK PEOPLE NEED TO KNOW WHAT THEY ARE CAPABLE OF MAKING IT TOO. 
          YEP. 
          YOU KNOW, YOU GIVE A MOUSE A PIECE OF CHEESE, HE KNOWS WHAT HE'S GOING TO GET. 
          BUT IF YOU DON'T GIVE ANY CHEESE, THE MOUSE JUST RUN ON THE WHEEL. 
          YOU'RE EXACTLY RIGHT. 
          SO DR. CAMPBELL, THAT GOES TO YOUR COMMENT EARLIER ABOUT SUCCESSION PLANNING AND KNOWING MM-HMM . 
          WHO'S, WHO'S IN A POSITION TO TAKE THE NEXT ROLE. 
          EXACTLY. 
          NEXT MAN UP. 
          AND WE HAVE, WE HAVE SOME ISSUES, I THINK WITH THAT. 
          AND WE DON'T HAVE ENOUGH PEOPLE IN PLACE THAT WE ARE REALLY GONNA HAVE TO STUDY. 
          I THINK THAT WAS A COMMENT HE MADE AT THE BEGINNING. 
          UH, AND, AND YOU KNOW, WE ALWAYS DO OUR HOMEWORK BEFORE WE COME INTO A NEW COMMUNITY THAT, THAT WE HAVEN'T DONE ANY, ANY WORK IN. 
          AND SO THIS IS MY, I'VE DONE A LOT OF WORK IN THE HAMPTON ROSE AREA, BUT I'VE NEVER DONE ANY WORK SPECIFICALLY FOR, UH, FOR YORK COUNTY. 
          THIS IS A, A HIGH VALUE COMMUNITY IN TERMS OF, OF LIVABILITY. 
          IT'S A GREAT PLACE. 
          IT'S BEAUTIFUL. 
          UM, YOU WANNA PROTECT THAT MM-HMM . 
          AND, AND PART OF THE WAY YOU PROTECT THAT IS BY DELIVERING QUALITY SERVICE. 
          WELL, YOU GOTTA HAVE GOOD PEOPLE TO DELIVER QUALITY SERVICE. 
          AND SO THE WORST THING CAN HAPPEN IS YOU INVEST IN, IN, IN TRAINING AND, AND, AND, AND HIRING PEOPLE ONLY TO SEE THEM STOLEN AWAY OVER $3,000 EXTRA A YEAR TO ONE OF THE NEIGHBORING JURISDICTIONS. 
          AND WHEN YOU LIVE IN AN URBAN AREA, PEOPLE CAN OFTEN CHANGE JOBS WITHOUT HAVING TO PHYSICALLY RELOCATE. 
          THEY JUST CHANGE THE DIRECTION OF THEIR COMMUTE. 
          MM-HMM . 
          AND SO THAT'S HAPPENING IN SOME, SOME DEPARTMENTS. 
          SURE. 
          YEAH. 
          AND SO PAY ALONE WILL NOT BE THE ONLY REASON WHERE SOMEONE EITHER COMES TO WORK FOR AN ORGANIZATION OR STAYS. 
          BUT I USED TO DO QUALITY OF WORK LIFE ASSESSMENTS OF ORGANIZATIONS BASED ON MASLOW THEORY OF HIREABLE NEEDS. 
          PAY IS ALWAYS IN THE TOP THREE. 
          SOMETIMES ADVANCEMENT MAY BE NUMBER ONE, JOB SECURITY COULD BE NUMBER ONE, BUT PAY WILL ALWAYS FALL IN THE TOP THREE HERE. 
          AND THE, AND THE LIVABILITY OF WHERE YOU LIVE. 
          EXACTLY THAT. 
          THAT'S ALWAYS IN THE TOP. 
          EXACTLY. 
          AND, AND SO IN A NUTSHELL, THAT IS WHAT WHAT WE HAVE. 
          AND, AND JUST TO QUICKLY RECAP, UM, WE'D LIKE TO SEE THE COUNTY GO FROM THE 50TH PERCENTILE TO THE 70TH PERCENTILE TO BECOME AN EMPLOYER OF CHOICE. 
          WHEN YOU FACTOR IN, UH, THE QUALITY OF THE BENEFITS THAT ARE BEING OFFERED, THE ONLY MISSING COMPETE COMPONENT RIGHT NOW IS COMPETITIVE PAY. 
          YOU ADD PAY TO THAT MIX. 
          THIS IS A DYNAMIC PLACE TO WORK THAT THE CULTURES REALLY SOUND. 
          THERE'S A REALLY BLUE COLLAR WORK ETHIC ACROSS THE BOARD. 
          UH, A LOT OF TEAM, UH, UH, TEAM, UH, TEAMWORK. 
          IT'S A GREAT PLACE TO WORK. 
          AND SO ONCE YOU GET THE PAY IN LINE, UH, THEN I THINK, UH, YOU'RE GONNA FIND THAT THERE ARE A LOT OF PEOPLE THAT WOULD LOVE TO COME TO THIS COMMUNITY AND LIVE AND BE A PART OF IT. 
          MM-HMM . 
          I AGREE. 
          QUESTION. 
          YES, SIR. 
          QUESTION I HAVE NOW I'VE, I'VE LIVED THROUGH ABOUT THREE OF THESE, UM, UM, PROGRAMS. YES. 
          OKAY, SIR. 
          I MEAN, IN MY EXPERIENCE IN MY LIFE. 
          ALRIGHT. 
          AND YOU KNOW, I, I KNOW WE'VE, WE'VE, YOU'VE, YOU'VE MENTIONED THERE'S A LOT OF WORK'S GOTTA BE DONE. 
          AND I I, I CAN TELL YOU RIGHT NOW, IF YOU HAVEN'T DONE THIS, IT IS A LOT OF WORK. 
          YES. 
          A LOT OF EDUCATION. 
          IT'S GOT TO MAKE IT WORK. 
          OKAY. 
          SO, BUT THE ONE, SO FOR, FOR A, AN ORGANIZATION THIS SIZE, DO YOU, YOU KNOW, BECAUSE YOU TALKED ABOUT THE TEETH AND THE TEETH IS MONEY. 
          YES. 
          OKAY. 
          MOTIVATION, MONEY. 
          ALRIGHT, SHOW ME THE MONEY. 
          [01:30:02]
AND SO DO YOU JUMP OUT THERE WITH MONEY FIRST AND THEN BUILD A PROGRAM UNDERNEATH IT? OR DO YOU BUILD A PROGRAM AND THEN JUMP OUT WITH THE MONEY? WELL, YOU, YOU BUILD THE BASE VALUE OF THE JOBS FIRST. 
          AND THEN IF YOU WANT TO GO TO MERIT PAY OR PERFORMANCE PAY, THEN YOU PUT THE TEETH INTO THAT PROGRAM. 
          THERE ARE MULTIPLE PROGRAMS THAT NEED FUNDING. 
          RIGHT. 
          MERIT PAY IS, IS A PROGRAM UNTO ITSELF. 
          BUT RIGHT NOW THE FOCUS IS TO GET THE, THE JOB VALUES WHERE THEY NEED TO BE TO BE COMPETITIVE AND THEN VALUE. 
          OKAY. 
          YEAH. 
          THE VALUE OF THE JOBS. 
          WELL THAT HAS TO BE IN PLACE FIRST. 
          YES, YOU HAVE THEN YOU CAN, MY CONCERN YOU CAN BRANCH OUT DIFFERENT PROGRAMS. MY CONCERN IS, I MEAN THE STUDY, THE STUDY, THE STATE TELLS US WHAT PRETTY MUCH WE ALREADY KNOW. 
          OKAY. 
          I MEAN, IT'S PRETTY OBVIOUS. 
          WE TALKED TO THE EMPLOYEES, THE ALL THE EMPLOYEES WILL TELL YOU THIS. 
          UM, AND I HAVE SEEN THESE THINGS GET SO SCREWED UP BECAUSE THE LACK OF EDUCATION ON HOW THEY, HOW THEY WORK, THAT IT ACTUALLY HAS A REAL NEGATIVE EFFECT. 
          ALRIGHT. 
          UM, 'CAUSE THEIR EFFECTS ARE CAREERS AFFECTS WHAT THEY WANT TO DO. 
          AND THEY GET TIRED OF THE, THE RUNNING AROUND. 
          AND THEN THEY JUST GO SOMEWHERE ELSE. 
          THE, THE, THE OTHER SIDE OF THIS IS HOW LONG DO YOU, YOU KNOW, HOW LONG DO YOU STAGNATE IN A STUDY? OKAY. 
          I WOULD SAY STAGNATE THE RESULTS. 
          YOU DON'T KNOW THIS TYPE OF STUDY. 
          YOU GET THE STUDY, YOU'RE TELLING US WHAT WE GOTTA DO. 
          WE, YOU GIVE US A NICE NUMBER, $8 MILLION, THAT'S THE MONEY. 
          THAT'S NOW MONEY. 
          YES. 
          BECAUSE TWO YEARS FROM NOW, IT'S GONNA BE MORE, I GUARANTEE YOU. 
          SURE. 
          UNLESS THERE'S SOMETHING HAPPENS. 
          AND SO THE QUESTION THAT ALWAYS BUGS ME ON THESE THINGS IS WHEN I TALK ABOUT GOING IN FIRST, YOU CAN SIT HERE AND BUILD A GREAT, BEAUTIFUL PUZZLE. 
          MM-HMM . 
          OKAY. 
          OF, WELL, THIS IS WHAT THE JOB LOOKS LIKE. 
          THIS IS THE PARAMETERS OF THE JOB. 
          AND, AND THEN THIS IS THE, THE MID RANGE FOR SALARIES AND ALL THIS STUFF. 
          AND THEN HE SAYS, OKAY, GET, GET US THE MONEY SO WE CAN MAKE IT WORK. 
          AND THEN STALL OUT. 
          BECAUSE YOU KNOW, YOU START HEARING THE, WHAT ARE YOU DOING WITH MY TAXES? WHERE ARE YOU GETTING THIS MONEY FROM, YOU KNOW, AND ALL THIS STUFF. 
          AND THEN YOU GOTTA TRY TO, YOU KNOW, YOU TRY TO SELL IT TO THE COMMUNITY TO UNDERSTAND THAT, TO GET TO B YOU GOTTA GO THROUGH A AND THAT'S HOW YOU IMPROVE YOUR OPERATIONS FOR THE EMPLOYEE. 
          THEY'RE SITTING HERE GOING, OKAY, GREAT. 
          WE'RE GONNA, WE'RE GONNA BE EVALUATED, WE'RE GONNA DO THIS. 
          WE'RE GONNA LIVE ALL THROUGH THIS PERSONNEL SYSTEM. 
          THE BOTTOM LINE THOUGH, I HOW LONG BEFORE I START SEEING THE MONEY? AND SO THE QUESTION TO ME, FOR ME AND FOR THE EMPLOYEES IS WE GOTTA DO SOMETHING FOR PAY NOW. 
          YES. 
          AND THAT. 
          YEAH. 
          YEAH. 
          AND, AND I THINK WE'RE CONFLATING TWO DIFFERENT THINGS FOR THE, THE PAY. 
          WE'RE SAYING DO THAT AS QUICKLY AS POSSIBLE FOR THE PERFORMANCE OF MERIT PAY THAT CAN WAIT. 
          WELL THAT, WHEN I WAS TALKING ABOUT JUMPING OUT THERE WAS THE PAY. 
          YEAH. 
          I'M TALKING ABOUT THE PAY NOW. 
          YES. 
          AND LET'S GET THE PROGRAM BEHIND IT BECAUSE THEN THE PEOPLE ARE, YOU KNOW, THEY GOTTA BUY, YOU KNOW, BEANS PUT ON THE TABLE AND INSURANCE AND ALL THAT STUFF. 
          OKAY. 
          SO WE, AND WE'VE GOTTA BE COMPETITIVE. 
          WE'VE GOT PEOPLE THAT REACH RETIREMENT. 
          YOU KNOW, AS YOU POINTED OUT, WE GOT A BUNCH OF FOLKS WHO'VE BEEN AROUND FOR A LOT OF YEARS. 
          AND GUESS WHAT, THIS IS NOT NEW IN THIS COUNTY. 
          WHEN I CAME ON 25 YEARS AGO, WE HAD PEOPLE WHO HAVE BEEN HERE 50 YEARS. 
          ALRIGHT? AND SO, AND, AND IT WAS LIKE, OH MY GOD, WE'RE GONNA LOSE ALL THESE WONDERFUL PEOPLE. 
          AND WE DID, BUT SOMEHOW WE FOUND MORE WONDERFUL PEOPLE TO COME IN. 
          BUT TO PAY SINCE THEN HAS BEEN A LITTLE SCREWED UP. 
          IT'S BEEN LAGGING THE FIGHT. 
          SO THAT, MY POINT IN THIS IS THAT WE NOW ARE GONNA HAVE TO FIND THE $8 MILLION. 
          ALRIGHT? AND THAT $8 MILLION IS THE 70TH PERCENTILE. 
          YES SIR. 
          RIGHT. 
          BUT WE GOTTA BASE THAT ON SOMETHING OTHER THAN WE'RE BEHIND THE CURVE. 
          AND THAT'S ALL THE DATA YOU'RE TALKING ABOUT. 
          SO WE CAN SUSTAIN THAT BECAUSE THAT'S 70% TODAY, WE GOTTA DO 70% TOMORROW. 
          I MEAN, YOU GOTTA BE THAT PERCENTILE. 
          'CAUSE EVERYBODY ELSE, WE, WE PUT OUR 70 PERCENTILE OUT THERE, GUESS WHAT? YOU'RE GONNA GET YOU FOUR NEWS HAMPTON AND EVERYBODY ELSE JUMPING AT 70 PERCENTILE AT 70TH PERCENTILE THAT WILL POSITION YOU. 
          AND WE KNOW THAT WHEN WE GO INTO JURISDICTION AND DO THIS TYPE OF WORK, SOME OF THE OTHER JURISDICTIONS WILL WANNA FOLLOW CITY AND DO A STUDY. 
          JAMES CITY COUNTY, THEY IMPLEMENTED A STUDY, UH, RECENTLY AT THIS, AT THE, UH, ABOUT THE 65TH OR 68 PERCENTILE, SOMEWHERE ALONE THERE AT THE 70TH PERCENTILE. 
          THIS GIVES YOU ENOUGH OF A CUSHION TO WHERE YOU'RE GONNA BE FINE, AS LONG AS ON AN ANNUAL BASIS YOU ADJUST THE RANGES BASED ON SOME TYPE OF INDEX LIKE THE CPI OR THE EPI, WHICH ONLY MOVES IT UP INCREMENTALLY OVER TIME. 
          SO, AND THEN YOU DON'T WANNA DO ANOTHER STUDY FOR ANOTHER THREE TO FIVE YEARS. 
          OKAY. 
          THE REALITY THAT WE FACE HERE IS THAT WE'VE GOTTA RAISE, SO EIGHT RAISE $8 MILLION IS 
          [01:35:01]
ABOUT JUST ROUGHLY 8 CENTS ON THE TAX RATE. 
          MM-HMM . 
          OKAY? SO THIS BOARD'S GOTTA SUCK UP. 
          IT IS GOTTA BE STEP UP, SAY WE'RE GONNA RAISE 8 CENTS, OR WE GONNA DO 4 CENTS THIS YEAR AND 4 CENTS THE NEXT YEAR. 
          I MEAN, WE GOTTA, THAT'S WHERE THE TEETH IS. 
          SO IT'LL MAKE THIS COUNT AND YOU JUMP UP AND YOU GO, WELL, I DON'T KNOW IF WE CAN DO IT. 
          AND YOU GET TO, INSTEAD OF THE 70TH PERCENTILE, YOU GET TO THE 60TH PERCENTILE. 
          OKAY. 
          SO THAT'S THE TROUBLE THAT WE HAVE TO, THAT'S THE REALITY WE HAVE TO FACE. 
          YEAH. 
          YEAH. 
          AND, AND, AND I UNDERSTAND I'M NOT AN ELECTED OFFICIAL HERE AND I'M NOT HELD ACCOUNTABLE BY THE CONSTITUENTS HERE, BUT I CAN TELL YOU THIS, IF YOU DON'T FIGHT THAT BULLET NOW YOU'RE GONNA BE IN PERPETUAL CATCH UP MODE. 
          AND, AND 8 MILLION IS GONNA GO TO 10 11. 
          IT'S JUST GONNA GET BIGGER. 
          AND I THINK MOST PEOPLE IN THE COMMUNITY ARE RATIONAL ENOUGH. 
          THEY UNDERSTAND EVERYTHING GOES UP. 
          LABOR'S A COMMODITY JUST LIKE ORANGE JUICE AND GASOLINE. 
          EVERYTHING GOES UP. 
          WHAT WE'RE SAYING IS THIS IS A MODEST COST FIGURE TO GET YOU TO WHERE YOU CAN STOP SOME OF THE HEMORRHAGING IN SOME OF THE DEPARTMENTS. 
          IT, YOU SHOULD NOT HAVE TO GO MORE THAN 45 DAYS TO FEEL A VACANT JOB WHEN IT'S POSTED. 
          SOME OF YOUR JOBS ARE TAKING 60, 65 DAYS. 
          'CAUSE YOU CAN'T GET AN APPLICANT OF QUALIFIED PEOPLE. 
          SO WHAT DO YOU DO IN, IN THE ABSENCE OF THAT, YOU WIND UP PUTTING PEOPLE IN JOBS THAT HAVE TO LEARN ON THE JOB. 
          RIGHT. 
          AND A LOT OF 'EM DON'T WORK OUT. 
          SO THERE'S A LOT OF COMPELLING REASONS TO WHY, AS YOU SAID, YOU GOTTA FIND THE 8 MILLION. 
          WELL, I, THAT'S, I I, I AGREE WITH YOUR ASSESSMENT. 
          I THINK, I THINK THE, THE, UH, THE PEOPLE IN THIS COMMUNITY, MOST OF THE PEOPLE, THE MAJORITY OF THE PEOPLE WILL UNDERSTAND THAT THE, THE SIGNIFICANCE OF HAVING THE RIGHT, HAVING US GET THE RIGHT PEOPLE AND THE JOB AND TO GET THE RIGHT PEOPLE, A BIG PIECE OF THAT'S GONNA BE THE PAY. 
          AND WE'RE SEEING IT, WE'RE SEEING IT RIGHT NOW AS WE SPEAK. 
          OKAY. 
          AND MY FINAL, UH, COMMENT IS IF YOU IMPLEMENT THE STUDY AS WE'VE LAID IT OUT AT THE 70 PERCENTILE MM-HMM . 
          THE LOWEST PAYING POSITION, WHETHER IT BE FULL-TIME OR PERMANENT PART-TIME WOULD BE $20 AND 4 CENT PER HOUR. 
          SAY THAT, SAY THAT AGAIN. 
          THE LOWEST PAYING POSITION, NO POSITION WOULD PAY, PAY LESS THAN $20 AND 4 CENT PER HOUR. 
          RIGHT. 
          THAT'S THE BASE VALUE LABOR IN THE ORGANIZATION. 
          IF YOU IMPLEMENT THE STUDY AS WE PUT TOGETHER, NO JOB WOULD PAY LESS THAN $20 AND 4 CENTS PER HOUR. 
          I THINK ALSO TO MAKE PEOPLE, NOT MAKE PEOPLE, BUT ALLOW PEOPLE TO UNDERSTAND, AND FOR US TO COMMUNICATE THIS IN AN OPEN GOVERNMENT, UH, YOU KNOW, WHEN WE WERE TALKING ABOUT WHERE WE END UP WITH AN ANNUAL ASSESSMENT AS OPPOSED TO EVERY TWO YEAR ASSESSMENTS. 
          BECAUSE WHAT YOU DO THEN IS THE INCREMENTAL INCREASES ARE SMALLER. 
          MM-HMM . 
          AND, UH, THE THINGS THAT AFFECT IT, SUCH AS GROWTH AND, AND, YOU KNOW, UH, INFLATION AND STUFF ARE SMALLER AND PEOPLE SEE, OKAY. 
          I MEAN WE'VE, THAT EXAMPLE, WAS IT HANOVER COUNTY I BELIEVE, OR WAS IT HENRI ONE OF THOSE ANYWAY, IT WAS THAT PEOPLE COULD SEE WHAT THEIR MONEY WAS GOING FOR. 
          WHY WOULD, WHY DID, WHY DID IT? UH, IF OUR VALUES ARE GOING UP 10 TO 12% OKAY. 
          WE, WE'D MAKE SOME ADJUSTMENTS ON THAT. 
          BUT IT SHOWS IF WE DO THIS, INSTEAD OF IT BEING 10, 10 OR 12% EVERY TWO YEARS, IT WOULD BE 6%. 
          OKAY. 
          ROUGHLY. 
          SO, I MEAN, THAT'S AN ARGUMENT FOR DOING THIS. 
          IT'S KIND OF GET TO THE TEETH PART. 
          IT'S VERY INTERESTING AS ASSESS, WE, WE'VE IGNORED THIS FOR TOO LONG AND, AND WE'VE HAD TROUBLES HIRING PEOPLE FOR A LONG, LONG TIME. 
          AND YOU KNOW, YES, IT IS A, A BIG CHUNK, BUT I THINK WE NEED TO, WE NEED TO DO THIS. 
          SO THAT INCREMENTALLY IT'S JUST GONNA BE A COST OF LIVING ADJUSTMENT A LITTLE BIT AS THE YEARS GO BY. 
          THIS, WE'VE BEEN BEHIND THE EIGHT BALL FAR TOO LONG ON THIS. 
          AND I THINK, I THINK WE HAVE PEOPLE THAT, WE HAVE PEOPLE WHO WILL COMPLAIN ABOUT THE FACT THAT WE'RE DOING THIS. 
          THAT'S A GIVEN. 
          RIGHT. 
          BUT I THINK WE HAVE A WHOLE BUNCH OF PEOPLE WHO WILL SAY IT'S ABOUT TIME AND WE'VE GOT FAMILIES TO DEAL WITH AND WE'VE GOT LOYAL EMPLOYEES TO DEAL WITH. 
          AND I THINK, YOU KNOW, THE, WE, WE'VE BEEN DOING IT ON A SHOESTRING AND WE WILL CONTINUE TO DO IT ON A SHOE STRING, BUT OUR EMPLOYEES SHOULD NOT HAVE TO DO THAT. 
          WE SHOULD TAKE CARE OF THEM. 
          AND I, I, I, YOU KNOW, I THINK PUSH COMES TO SHOVE. 
          I THINK, I THINK IT WAS, I WAS HAPPY THAT WE HAD THIS COMPENSATION STUDY DONE BECAUSE WE KNEW WE NEEDED IT. 
          AND I HAVE TO TELL YOU THAT I THINK, DOCTOR, YOU HAVE DONE AN EXCELLENT JOB ON THIS AND YOU'VE LAID IT OUT IN A, A VERY NON-JUDGMENTAL WAY. 
          UM, 
          [01:40:01]
NOT AN EMOTIONAL WAY, BUT FACTS, FACTUAL, FACTUAL STEP BY STEP BY STEP THAT PEOPLE SHOULD UNDERSTAND. 
          AND I CAN'T THANK YOU PERSONALLY ENOUGH FOR DOING THIS. 
          AND ROSE, UH, YOU KNOW, THIS HAS BEEN COMING AND I YES MA'AM. 
          I THINK IT'S, IT'S WELL BEYOND THE TIME. 
          YES. 
          WEAM NEEDED TO DO THIS. 
          WELL, I THINK THIS IS FAR, IT SHOULD HAVE BEEN DONE LONG AGO. 
          WE'RE, WE'RE FALLING BEHIND. 
          WE'VE BEEN FALLING BEHIND YEAR AFTER YEAR. 
          I KNOW THAT, YOU KNOW, BITS AND PIECES DON'T DO IT. 
          THIS IS A BIG CHUNK, BUT THIS WILL GET US TO THE LEVEL THAT WE NEED TO BE IN. 
          OUR EMPLOYEES DESERVE TO HAVE US AT THAT LEVEL. 
          WELL, GETTING THERE THAT, SO WE HAVE THE EVALUATION, WE HAVE THE RECOMMENDATION. 
          WHAT'S THE ROADMAP LOOK LIKE? BOTH IN COMPENSATION AND IN, UM, WE'LL COME TO THAT. 
          WE'LL GET TO IT BECAUSE WE GOT COMPENSATION ALSO GETTING, GET INTO THAT MERIT, THE MERIT BASED, UM, COMPENSATION THAT'S COMPENSATION BASED UPON MERIT. 
          UM, AND TWO YEARS DOWN THE ROAD THAT, THAT, THAT HURTS MY FEELINGS. 
          SO, BUT, BUT I'D LIKE TO SEE THAT ROADMAP. 
          SO HOW DO, HOW DO WE GET THERE? SO THEN TWO DOESN'T COME THREE AND THREE DOESN'T COME FORWARD, THAT'S GONNA TAKE TIME. 
          THAT'S WHY YOU, I, I THINK YOU GOTTA HAVE THAT SET UP. 
          YOU CAN'T TAKE GIANT, I MEAN, WE TAKE ONE GIANT IT AT TIME. 
          IT CAN BE ANY CHINKS IN THE ARMOR. 
          WE NEED TO GET THIS ONE AND GET IT, BECAUSE IF IT IS, YOU'RE GONNA HAVE A MESS ON YOUR HANDS. 
          I, I, I UNDER UNDERSTAND THAT PROBABLY THAT NEEDS TO BE A SPRINT AND NOT, NOT A JOG. 
          IF I COULD STEP IN ONE MORE QUESTION FOR CLARIFICATION FOR DR. CAMPBELL. 
          WE HAD INITIALLY 10 COUNTIES LISTED AS THE BASIS FOR DOING THE COMPARISON. 
          WE ENDED UP WITH SEVEN. 
          MM-HMM . 
          UH, COULD YOU EXPLAIN THAT? UH, DISCUSSION AS I OPENED AT, WHEN I STARTED TALKING ABOUT THE MARKET DATA, AS WE STARTED TO PEEL BACK THE ONION AND LOOK AT SOME OF, UH, THE COMMUNITIES AND, AND THE CHARACTERISTICS OR TRAITS OF SOME OF THOSE COMMUNITIES, THREE COMMUNITIES REALLY STOOD OUT. 
          UH, HENRICO, UH, CHESTERFIELD AND HANOVER, THEY, THEIR COMPENSATION LEVELS, I DON'T KNOW HOW THEY'RE FUNDED IT, BUT THEY'RE DATA CENTERS, CENTERS, YEAH. 
          , THEIR FUND, THEIR COMPENSATION LEVELS WERE SIGNIFICANTLY HIGHER THAN ANYONE ELSE IN, IN THE REGION. 
          AND SO WE DIDN'T THINK IT WAS FAIR TO KEEP THEM IN THAT MIX WHEN THOSE COMMUNITIES ARE DIFFERENT IN A NUMBER OF RESPECTS. 
          AND I'M NOT GONNA GO THROUGH ALL OF THE REASONS THEY'RE DIFFERENT, BUT, BUT THEY'RE DIFFERENT. 
          AND SO THE CONVERSATION AND, AND THANKS TO THIS GENTLEMAN HERE, HE SAID WE SHOULD FOCUS ON THE COMMUNITIES THAT ARE LIKE US, THAT WE COMPETE WITH, WE COMPETE WITH. 
          SURE. 
          AND SO WHEN WE HEARD THAT AND WE SAW WHAT THE IMPACT, THOSE THREE, WE PULL THOSE OUT OF THE REGRESSION MODEL, STATISTICALLY IT DIDN'T LINE UP. 
          THEY WERE TOO MUCH ON IT. 
          DIDN'T LINE UP WITH THOSE IN THERE. 
          KEEP ON LEAVING COUNTY TO GO TO HENRICO. 
          SO THE 70 PERCENTILE AS IT'S PRESENTED TO YOU, THESE ARE REALLY YOUR PEERS. 
          YES. 
          THESE ARE YOUR PEERS. 
          WHICH I THINK COMES BACK TO YOUR QUESTION. 
          WE'VE TRIED TO DO THE ANALYSIS ON THE LOCAL MARKET. 
          MM-HMM . 
          WE HAVEN'T REACHED OUT, WE HAVEN'T TAKEN THE VERY HIGH PRICE COUNTIES AND MIXED THAT IN AND GOTTEN AN INFLATED NUMBER. 
          THIS IS, THIS IS THE SEVEN COUNTIES AROUND US. 
          I THINK THIS IS AN ACCURATE NUMBER WE COULD COMPETE WITH OUR PEOPLE ARE COMPETING WITH TO COMPETE WITH. 
          YES. 
          RIGHT. 
          AND LIKE, AND LIKE YOU OBSERVED, THE COMPETITION ISN'T, ALRIGHT, IF I TAKE THIS JOB, I GOTTA PICK UP AND MOVE MY FAMILY. 
          YOUR COMPETITION IS INSTEAD OF GOING NORTH TO WORK, I'LL JUST GO TURN AND GROVE SOUTH TO WORK. 
          SO THAT'S, WELL, PART OF IT'S GONNA BE, UM, TO, I JUST, YOU KNOW, THE REALITY IS THAT WE'RE GOING TO HAVE TO EDUCATE OUR, UH, CONSTITUENCY ON WHY WE'RE DOING THIS. 
          AND THEY NEED TO UNDERSTAND, UH, WE GOTTA HAVE SOME FACTS. 
          UH, I, IF I RECALL, UH, THERE WAS, UH, I DON'T KNOW, SOMETHING LIKE 30 SOME OPENINGS IN, IN OUR FIRE DEPARTMENT. 
          I MEAN, WE HAD TROUBLE, WE WERE STRUGGLING AND, AND BECAUSE OUR FIREFIGHTERS WERE GOING TO A PLACE WHERE THEY GOT GREATER SALARY, THAT'S A GREAT PRIMARY EXAMPLE IF YOU'RE TALKING ABOUT JUST FIREFIGHTERS TALKING ABOUT, UH, MPS AND, YOU KNOW, OUR EMTS AND ALL THAT KIND OF STUFF. 
          SO, UH, IT ALL HAS AN EFFECT ON QUALITY OF LIFE IN OUR, IN OUR COMMUNITY. 
          I'M SORRY, WHEN YOU INVITED ME HERE, THEY SHOULD HAVE TOLD YOU, I LIKE TO TALK AND I LIKE TO EXPRESS AN OPINION. 
          ONE OF THE THINGS I'D LIKE TO SEE, AS SOON AS YOU HAVE YOUR DISCUSSIONS ABOUT THE FUNDING MECHANISMS AND, AND, AND ROLLING IT OUT, I THINK IT WOULD BE INCREDIBLY POWERFUL IF THE BOARD PUT OUT A STATEMENT SAYING, WE UNDERSTAND THAT FAMILIES IN OUR COMMUNITIES ARE HURTING, EVERYTHING'S GOING UP. 
          YOU KNOW, WE'VE HEARD A LOT ABOUT THE COST OF EGGS AND MILK AND BUTTER. 
          WE KNOW WE'VE GOTTA DO SOMETHING AS ONE OF THE LARGER EMPLOYERS IN THIS AREA MM-HMM . 
          TO HELP OUR PEOPLE. 
          AND THAT'S WHY WE COM COMMISSION AN UNBIASED STUDY FROM AN OUTSIDE FIRM. 
          THIS WASN'T SOMEONE INTERNALLY, YOU KNOW, TRYING TO ELEVATE PAY. 
          THIS WAS AN OUTSIDE FIRM WITH I'M NOT PAID ON COMMISSION. 
          SO, YOU KNOW, 
          [01:45:01]
UH, THIS, THE NUMBERS ARE WHAT THEY ARE AND I THINK IF YOU PUT OUT SOMETHING, GET OUT IN FRONT AND PUT SOMETHING OUT THERE MM-HMM . 
          RATIONALIZING WHY YOU DID IT. 
          ROSE HAS DONE A PHENOMENAL, PHENOMENAL JOB. 
          HER OUR STAFF UNDER MARK'S LEADERSHIP LOOKING AT THESE ISSUES. 
          AND THERE'S TONS OF INFORMATION THAT IS ALREADY HERE AS TO WHY THIS IS NEEDED AND WHY NOW'S THE TIME TO MAKE IT HAPPEN. 
          AND I THINK A UNITED FRONT, PUTTING OUT A FORMAL STATEMENT SUPPORTING THIS, I THINK WILL GO A LONG WAY. 
          UH, EASING, UH, ANY, YOU KNOW, NEGATIVE FEEDBACK FROM ANY CONSTITUENTS. 
          STILL, SOME PEOPLE YOU'RE NOT GONNA MAKE HAPPY NO MATTER WHAT YOU DO. 
          THAT'S RIGHT. 
          SO WHEN I COME IN, I TELL THE EMPLOYEES, THE ONLY THING I CAN GUARANTEE YOU IS EVERYBODY'S GONNA BE TREATED FAIRLY. 
          I'M NOT HERE TO MAKE YOU HAPPY. 
          AND SO I THINK YOU GET OUT IN FRONT OF IT, YOU MAKE YOUR CASE TO THE PUBLIC AND LET THE CHIPS FALL WHERE THEY MAY. 
          WELL THAT'S MY, ACTUALLY, MY BIG CONCERN IS, UM, I I WANT THE CITIZENS TO TRULY UNDERSTAND WHY WE'RE DOING. 
          THEY MAY NOT LIKE IT, SOME OF 'EM MAY NOT LIKE IT, BUT THERE'S A RATIONALE FOR US DOING IT. 
          AND THERE'S A REAL REASON THAT, YOU KNOW, WE WE'RE IN THIS JOB HERE TO, UH, MAKE SURE THAT WE'RE TAKING CARE OF OUR CITIZENS AND OUR COMMUNITY AND THERE'S A RIGHT WAY AND A WRONG WAY TO DO IT. 
          UM, WE'RE NOT GONNA COLLAPSE OUR, OUR ECONOMY, UH, OUT OF POOR, OUT OF POOR DECISIONS. 
          AND, UM, SO WE'RE LOOKING, THIS IS A FUTURE DOWN THE ROAD KIND OF THING THAT WE'RE WORKING ON NOW TO FIX IT. 
          SO, UH, SOMEWHERE IN HERE WE'RE GONNA, WE, WE ARE GOING TO HAVE TO TALK ABOUT HOW THIS, HOW TO IMPLEMENT IT AND, AND, AND, AND THAT'S THE THING. 
          IT'S, IT'S NOT THE WHY I THINK EVERYBODY CAN IS ON BOARD WITH THE WHY. 
          IT'S GONNA BE THE HOW AND THAT'S GONNA BE THE CHALLENGE. 
          HOW ARE WE GONNA MAKE THIS HAPPEN? AND THAT'S WHAT WE'LL, WE'LL WORK ON. 
          WELL THAT, THAT EIGHT $8 MILLION NUMBER SHOULD PROBABLY COME DOWN IF WE'RE TAKING THOSE OTHER LARGER THREE MUNICIPALITIES OUT CAME DOWN, CAME ON 10TH, IT'S NOT GONNA COME. 
          SO, UM, SO THIS IS GONNA BE ALL INCORPORATED. 
          I MEAN, I, I SEE THIS HERE. 
          I DON'T KNOW. 
          YES. 
          WE, WE GOT ALL THE INFORMATION WE NEED FOR IMPLEMENT THIS THING. 
          BUT CAMPBELL, THANK YOU VERY, VERY MUCH SHEILA FOR THIS. 
          SHEILA. 
          SHEILA, OKAY. 
          I MAY ASK HIM A QUESTION HERE. 
          OKAY. 
          THAT WE NEED TO KNOW IN THIS DISCUSSION. 
          SO THE COUNTY ADMINISTRATOR'S GOTTA TELL US HE CAN IMPLEMENT THIS. 
          MM-HMM. 
          WELL, WHAT, SO WHAT'S WHAT? TALKING WELL, WHATEVER THIS, WHATEVER THIS. 
          I JUST SAW IT. 
          HOLD ON. 
          ONE STEP AT A TIME. 
          ALRIGHT. 
          FIRST OF ALL, I'D LIKE TO THANK DR. CAMPBELL VERY MUCH FOR, I DON'T WANT GO LEAVE. 
          I STAY HERE ALL NIGHT AND TALK TO . 
          SAY LIKE, TALK IN YOUR LIP. 
          , I'M SORRY YOU'VE COME A LONG WAY AND I, I KNOW IT. 
          THE HOURS ARE GETTING LATE AND I REALLY WANNA SAY THANK YOU AND HAVE A SAFE TRIP HOME. 
          THANK YOU MA'AM. 
          I APPRECIATE IT. 
          THANK YOU. 
          THANK YOU. 
          THANK YOU ALL. 
          IT'S BEEN A PLEASURE. 
          YEP. 
          WHERE ARE YOU FROM? UH, I LIVE IN SOUTH CAROLINA. 
          OH, WOW. 
          NOT TOO FAR AWAY. 
          COLUMBIA. 
          ABOUT FIVE HOURS. 
          RIGHT. 
          YOU HAD BACK MIKE. 
          HE FLIES OUT EARLY, EARLY ONE MORNING. 
          OH, OKAY. 
          OKAY. 
          ARE YOU FLYING OUT? OKAY. 
          VERY GOOD. 
          YES SIR. 
          THANK, WE'LL TALK SOON. 
          ALRIGHT. 
          ALRIGHT. 
          THANK YOU. 
          ALRIGHT, THANK YOU. 
          YEAH, THANKS FOR COMING OUT. 
          I APPRECIATE IT. 
          YEP. 
          THANK YOU. 
          THANK YOU SIR. 
          THANK YOU. 
          OKAY. 
          NOW, NOW THAT WE'VE HAD ENOUGH DISCUSSION, I THINK I'M GONNA CALL ON MR. ROY TO SPEAK ABOUT THE PROPOSED RESOLUTION THAT YOU HAVE BEFORE YOU. 
          SO WE'RE WE'RE, UM, LOOKING FOR A MOTION ON THIS RESOLUTION. 
          IT'S A RESOLUTION TO AUTHORIZE THE COUNTY ADMINISTRATOR TO IMPLEMENT A COUNTYWIDE COMPENSATION STUDY AT THE 70TH PERCENTILE LEVEL. 
          SO WHEREAS THE FULL YEAR, FISCAL YEAR 2026 BUDGET PROCESS, THE BOARD OF SUPERVISORS DIRECTED THE COUNTY ADMINISTRATOR TO HAVE A COMPREHENSIVE COMPENSATION STUDY CONDUCTED. 
          AND WHEREAS AFTER FORMAL SOLICITATION PROCESS FOR REQUEST FOR PROPOSAL MANAGEMENT ADVISORY GROUP, MAG WAS SELECTED TO COMPLETE THE COMPENSATION STUDY. 
          AND WHERE AS THE RESULTS OF THE STUDY HAVE REVEALED THAT THE COUNTY EMPLOYEE SALARIES SIGNIFICANTLY LAGGED THE CURRENT MARKET WITH OVERALL COMPENSATION ALIGNING AT APPROXIMATELY THE 50TH PERCENTILE. 
          AND WHERE IS THE BOARD OF SUPERVISORS DESIRES TO ENSURE THAT YORK COUNTY MAINTAINS A COMPETITIVE AND SUSTAINABLE COMP COMPENSATION PLAN THAT ATTRACTS SUPPORTS AND RETAINS A HIGH QUALITY WORKFORCE. 
          NOW THEREFORE, IT BE RESOLVED BY THE YORK COUNTY BOARD OF SUPERVISORS THAT THE COUNTY ADMINISTRATORS HEREBY AUTHORIZE TO TAKE ALL ACTIONS NECESSARY TO IMPLEMENT THE RECOMMENDATIONS OF THE COMPENSATION STUDY AT THE 70TH PERCENTILE LEVEL WITHIN THE FISCAL YEAR 26 AND FISCAL YEAR 27 BUDGETS. 
          SO THE PROPOSAL IS WE WOULD CLOSE THE $8 MILLION GAPS BY LATE 26, EARLY 27. 
          OKAY. 
          WOULD YOU THE RESOLUTION, OH, WAIT, WAIT, WAIT, WAIT. 
          WE GOT A QUESTION HERE. 
          DOES THIS NEED TO BE ADVERTISED? NO. 
          [01:50:01]
HUH? IT'S JUST A RESOLUTION. 
          THE QUESTION IS YOU DON'T NEED TO HAVE A PUBLIC HEARING ON THIS. 
          CORRECT. 
          OKAY. 
          THAT WAS GONNA BE, MAKE SURE YOU'VE, YOU'VE SEEN THIS, I'M AWARE OF IT IS OUR ATTORNEY. 
          ARE YOU, ARE WE OKAY WITH THIS? YES, HE'S OKAY WITH THIS. 
          ALL RIGHT. 
          OKAY. 
          SO MY QUESTION IS HOW WE'RE GONNA GET THERE FINANCIALLY, I WILL ASK MS. GOODWIN TO TALK TO THAT. 
          OKAY. 
          BECAUSE BEFORE WE AUTHORIZE THIS, WE NEED TO KNOW WHAT WE'RE AUTHORIZING, NOT JUST, I'M NOT SIGNING ANYTHING UNTIL I FIGURE OUT HOW WE'RE GETTING THERE. 
          RIGHT. 
          AND SO WE'VE WORKED, UM, WITH, UH, ROSE AND HER TEAM AND THERESA AND HER TEAM TO LOOK AT DIFFERENT SCENARIOS OF HOW WE COULD IMPLEMENT THIS IN AN AFFORDABLE WAY. 
          SO ONE THING YOU'LL RECALL IS EACH YEAR WE HAVE USUALLY HAVE A CARRYOVER OF, OF SURPLUS FROM ONE YEAR TO THE NEXT. 
          WE JUST FINISHED FY 25. 
          AND WHEN WE'VE BEEN LOOKING AT ESTIMATING WHAT THAT, UH, CARRYOVER WOULD BE, OF COURSE, FIRST WE HAVE TO ADDRESS THE FUND BALANCE POLICY, OUR 12% POLICY, BUT THEN ANYTHING REMAINING WE CAN ALLOCATE TO PROJECTS OR SPECIAL IN INITIATIVES. 
          AND SO EACH YEAR WE, YOU KNOW, MARK MEETS WITH EACH OF YOU TO TALK ABOUT WHAT THOSE THINGS ARE. 
          UM, WE'VE BEEN HOLDING, UM, UH, $3 MILLION OF THAT SURPLUS WAITING ON THE RESULTS OF THIS. 
          MM-HMM . 
          THIS STUDY. 
          SO RIGHT OUT THE GATE, WE HAVE $3 MILLION. 
          NOW IT'S ONE TIME FUNDING BECAUSE IT'S A CARRY FORWARD, UM, TO ADDRESS TAKING THE INITIAL BITE OF THIS APPLE. 
          UM, WE THINK THAT WE COULD DO THIS IN STEPS, MAYBE THREE TO FOUR STEPS. 
          ONE IS, YOU KNOW, DO SOMETHING IN, IN THE NEAR TERM, YOU KNOW, MAYBE IN THE SPRING OF THIS YEAR DURING FY 26, UTILIZING THE $3 MILLION THAT WE HAVE AVAILABLE, THEN WE COULD LOOK AT, UM, NEXT YEAR SURPLUS AS WELL. 
          UM, OR, UM, YOU KNOW, WE KNOW THAT WE HAVE A REASSESSMENT IN 27, SO THERE IS GOING TO BE ADDITIONAL REVENUE JUST AT, BECAUSE OF THE REASSESSMENT THAT COULD BE APPLIED TOWARD THIS TOO, RIGHT OFF THE TOP. 
          SO THE FULL IMPLEMENTATION COST, WE PROBABLY WOULDN'T FEEL UNTIL 28 BECAUSE WE HAVE THIS ONE TIME MONEY THAT CAN, CAN BE APPLIED TO THE FIRST, THE FIRST CHUNK OF IT. 
          HOW DOES IT MEAN THE, THE FIRST CHUNK RIGHT NOW, WHEN YOU TALK ABOUT CHUNKS? SO YOU'RE TALKING ABOUT THE WHOLE $8 MILLION CHUNK OR ARE YOU TALKING ABOUT HALF OF IT? NO, I, I WOULD, WE WOULD DO IT IN STAGES. 
          ALRIGHT. 
          WHAT, WHAT, OKAY. 
          STAGES. 
          IS IT BY A YEAR STAGE OR A BUDGET STAGE OR, OR EVERY THREE MONTHS STAGE? HOW DO WE, I MEAN, I DON'T KNOW. 
          THE EFFECT ON THE COMMUNITY FOR US IS THE BUDGET. 
          OKAY. 
          THAT'S THE ANNUAL BUDGET. 
          OKAY. 
          WE CHANGE THAT. 
          SO, SO WE ARE, WE ARE COOKING IN ON THIS, OKAY. 
          A CHA A MID CHANGE OF EVERY TWO YEARS. 
          WE KNOW WE DO A BUDGET AND WE HARDLY ADJUST IT MUCH, BUT, SO NOW IN THE SECOND YEAR, WE'RE GONNA MAKE ANOTHER BUDGET ADJUSTMENT THERE. 
          THERE'LL BE NO CHANGE. 
          WE'RE AS, AS GOODMAN JUST SAID, WE'RE, WE'RE SITTING ON $3 MILLION, WHICH WE SET ASIDE FOR THIS VERY PURPOSE. 
          OKAY, SO WE'RE GONNA STEAL $5 MILLION. 
          YES SIR. 
          IT IS. 
          AND, AND I THINK SHE, COUNTY INFLATION, SHE, SHE ADDRESSED THE REST OF IT AS WELL. 
          SO WHAT WE'RE THINKING RIGHT NOW IS, IS THAT WE WOULD START OFF DOING THIS RAISE AND COMPENSATION MARKET ADJUSTMENT, RATHER THIS MARKET ADJUSTMENT IN STAGES AND THE FIRST STAGE WOULD EXTEND INTO THE NEXT BUDGET YEAR. 
          SO IT'S NOT GONNA, IT'S NOT GOING TO, IT'S NOT GONNA AFFECT 26 A YEAR WE'RE IN NOW. 
          IT WILL ONLY START TO SEE AT EFFECT IN 27. 
          NOT IN WHOLE. 
          AND AS SHE JUST SAID, YOU WOULD NOT SEE THE FULL IMPLEMENTATION UNTIL 28 FINANCIALLY. 
          SO IT IS GONNA BE SPREAD ACROSS THREE YEARS. 
          OKAY. 
          BUT I, I, BUT I MEAN, PLANNING ON USING YEAREND EXTRA FUNDING DOESN'T SEEM TO BE A SMART MOVE FOR DELIVER PLANNING. 
          WELL, I MEAN, WE DON'T HAVE TO DO THAT. 
          IT'S, IT'S, IT'S JUST AN OPTION. 
          BUT I MEAN, WE, IF WE'RE GONNA DO THIS SERIOUSLY, YOU WOULD, YOU WOULD BUILD IT INTO YOUR BUDGET AND SAY, THIS IS, WE'VE GOT THAT SAY SO. 
          ABSOLUTELY. 
          AND THAT'S WHAT WE'LL BE DOING IN 27. 
          SO WE'RE GONNA, SORRY. 
          SO WE'RE GONNA DO THIS OVER THREE YEARS. 
          SO YOU'RE LOOKING AT $3 MILLION A YEAR TO GET YOU TO YOUR EIGHT. 
          NOW I'M, I'M GONNA CLARIFY THAT. 
          SO, SO, UH, MR. BELLAMY DID TALK ABOUT OVER THREE BUDGET YEARS, THIS IS GONNA HAVE AN IMPACT. 
          SO, BUT OUR INTENTION WOULD NOT BE TO, TO PAY THIS $8 MILLION OVER THREE YEARS. 
          WE WOULD LOOK TO TRY TO INCORPORATE THIS IN YEAH. 
          WITHIN THE YEAR. 
          AND SO WHAT, HOW WE WOULD DO THAT IS IN FY 26, WE WOULD USE THAT CARRYOVER FUNDING OF $3 MILLION TO TAKE OUR FIRST BITE AT THE APPLE. 
          WHETHER THAT'S AN ACROSS THE, UH, BOARD, YOU KNOW, PERCENT INCREASE OR WHATEVER TO KIND OF GET US TO IT. 
          WE'RE NOT GONNA BE ABLE TO MAKE THAT STEP ALL AT ONCE. 
          RIGHT. 
          OKAY. 
          THEN COME INTO FISCAL YEAR 27. 
          UM, WE, WE DON'T, 
          [01:55:01]
BECAUSE WE'RE ALREADY SO FAR INTO 26, WE WON'T HAVE FULL 12 MONTHS OF THAT SALARY. 
          $8 MILLION IS 12 MONTHS. 
          MM-HMM . 
          FULL VALUE OF ALL THE ANNUAL SALARIES. 
          RIGHT. 
          SO IF WE IMPLEMENT 26, LET'S SAY WE IMPLEMENT IN, YOU KNOW, APRIL OR MAY, YOU ONLY HAVE A COUPLE MONTHS WORTH OF THAT NUMBER. 
          OKAY? SO THAT'S NOT GONNA EAT MUCH OF THAT 3 MILLION WHEN YOU COME JULY ONE, YOU MAYBE MAKE ANOTHER ADJUSTMENT. 
          AND WE STILL HAVE THE BALANCE OF THE $3 MILLION TO APPLY. 
          SO WE'RE NOT GONNA FEEL THAT FULL EFFECT, UM, IN THE BUDGET UNTIL 28. 
          SO IN 27, WE ARE GOING TO HAVE TO, ONE OF THE THINGS THAT COMES OFF THE TOP, WE COME TO YOU AND WE TELL YOU THIS, IS THESE ARE THE BUDGET DRIVERS OFF THE TOP OF ANY NEW REVENUE WE NEED TO FUND INCREASES IN CONTRACTUAL SERVICES, INCREASES IN SALARY. 
          A PART OF THAT IS GONNA BE THE IMPLEMENTATION OF THIS COMPENSATION STUDY. 
          THERE'S NO QUESTION ABOUT THAT. 
          BUT BECAUSE WE HAVE THAT ONE TIME MONEY WE CAN APPLY TO IT, THE HIT ON THE 27 BUDGET WON'T BE AS LARGE. 
          ALRIGHT. 
          SO MY QUESTION IS, WHERE ARE WE CUTTING THE BUDGET TO GET HERE? BECAUSE IN THREE YEARS, WE'RE GONNA HAVE TO HAVE AN EXTRA 8 MILLION, $9 MILLION EVERY SINGLE YEAR AFTER THAT. 
          SO HOW ARE WE GONNA MAKE THAT UP AND WHERE ARE WE CUTTING THE BUDGET TO MAKE THIS HAPPEN INSTEAD OF SURPLUS? WE CAN'T JUST KEEP THROWING SURPLUS AT IT EVERY YEAR. 
          THERE COULD BE THERE, THERE COULD BE BUDGET REDUCTION TO COVER THIS. 
          IT HAS TO BE, BUT TRADITIONALLY WE HAVE GROWTH EVERY YEAR. 
          SO YOU'LL, THE GROWTH, I MEAN, UNLESS WE HIT A BIG HICCUP, WHICH WE HAVE THE ABILITY TO THROW ON THE BRAKES IF WE'RE NOT GONNA PAY IT ALL OUT AT ONE TIME, WHICH WE ARE NOT SUGGESTING. 
          SO WE HAVE THE ABILITY TO THROW ON THE BRAKES IF WE, IF WE SEE A DOWNTURN. 
          UH, SO IT DOESN'T NECESSARILY HAVE TO BE A REDUCTION IN SERVICES SOMEWHERE WHERE THERE'S A NATURAL GROWTH IN, IN REVENUE YEAR TO YEAR. 
          YEAH. 
          BUT THAT, THAT, THAT, I UNDERSTAND YOUR GROWTH PART, BUT THAT VERY, THAT'S SOMETIMES THAT'S REALLY UNKNOWN BASED UPON, UNLESS YOU BUILD A BUNCH OF HOUSES OR BUSINESSES OR SOMETHING LIKE THAT. 
          SO WHERE'S THIS EXTRA MONEY GONNA COME FROM? IT'S GONNA, IT'S GONNA BE ON A TAX INCREASE. 
          IT'S BE YEAR OVER YEAR. 
          THAT'S WHAT I'M SAYING. 
          WELL, THERE'S GONNA BE A TAX INCREASE, A TAX RATE INCREASE, OR A TAX INCREASE. 
          I WHAT CATEGORY YOU PUT IT IN AS MORE, MORE REVENUE COMING IN. 
          YOU GOTTA HAVE MORE REVENUE COMING IN THAN YOU GOT TOTAL EVERY YEAR. 
          SO YOU CAN CANCEL ASSESSMENTS COMING UP. 
          I KNOW WHAT YOU'RE TALKING ABOUT. 
          PART OF REVENUE CUTTING THINGS. 
          OKAY. 
          YOU, YOU STILL GOT, JUST AS AN EXAMPLE, MR. SHEPHERD AS AN EXAMPLE. 
          SO I'LL, I'LL TALK A LITTLE BIT IF YOU'RE OKAY WITH THE, THE REAL ESTATE ASSESSMENT. 
          YES. 
          I'LL TALK A LITTLE BIT ABOUT THAT. 
          MM-HMM . 
          SO, YOU KNOW, IN OUR LAST ASSESSMENT, UH, I, I KNOW YOU REMEMBER IT 'CAUSE THERE WAS, IT WAS QUITE A CONVERSATION OVER IT. 
          SO AT THAT POINT WE HAD A, IN MANY CASES FOLKS HAD A 20% CHANGE IN REAL ESTATE VALUES. 
          MM-HMM . 
          IT WILL NOT BE LIKE THAT THIS YEAR WHEN THE BILLS GET SENT OUT LATER THIS MONTH, LIKE NEXT YEAR. 
          RIGHT. 
          SO PROBABLY SOMEWHERE WE'RE NOT DONE YET. 
          THERE'S STILL SOME TWEAKING TO BE DONE. 
          BUT WHAT WE BELIEVE IS GONNA HAPPEN IS SOMEWHERE BETWEEN 10 TO PROBABLY 13% FOR THE TWO YEARS. 
          SO THAT WOULD EQUATE TO THAT 6%. 
          MM-HMM . 
          SIX, 7%. 
          I WANT AN ANNUAL THAT'S ASSESSMENT AND WE'RE GONNA WORK ON THAT FOR YOU. 
          'CAUSE WE ALL LIKE THE IDEA TOO. 
          SO THAT'S, THAT IS THE CASE. 
          BUT IT WOULD, IT WOULD HAVE TO START IN 28. 
          UM, SO THE REVENUE THAT YOU'RE TALKING ABOUT, IT'S NOT A WISH, IT'S A REALITY. 
          YOU'RE GETTING READY TO GET IT IN YOUR MAILBOX. 
          SO UNLESS IT SUPPORTS, WE'RE GONNA GET IT. 
          WE'RE YEAH, I UNDERSTAND WHAT YOU'RE SAYING. 
          OKAY. 
          BUT THERE'S ONE PIECE IN HERE THAT WE HAVEN'T TALKED ABOUT. 
          WE WE'RE GONNA SEE THE NUMBER. 
          OKAY. 
          THE, EVERY, EVERY CONSTITUENT'S GONNA SEE THE NUMBER AND, AND, UM, AND THEY'RE NOT GONNA SEE THE WHOLE BUDGET. 
          AND UNTIL WE GET THROUGH THE BUDGET, WHICH WILL REFLECT BACK ON THIS, THIS, UH, TAX ASSESSMENT OR NOT ASSESSMENT, BUT THE VALUE OF, OF THE HOMES, WHICH IS ASSESSMENT. 
          I GUESS WHAT'S, WHAT'S VERY, VERY IMPORTANT THAT WE HAVE A CAPITAL PLAN IN OUR, OUR BUDGETING CYCLE. 
          AND WE'RE GONNA DO THINGS LIKE PUTTING $45 MILLION ON TAB HIGH SCHOOL AND WE'VE GOT ALL THESE SCHOOLS THINGS WE'VE GOTTA DO. 
          WE STILL GOT DITCHES TO FIX. 
          WE STILL GOT CARS AND TRUCKS TO BUY AND WE STILL ALL, WE STILL HAVE TO DO THAT BECAUSE YOU CANNOT JUST WALK AWAY FROM THAT STUFF BECAUSE THEN YOU END UP WITH ANOTHER PROBLEM. 
          SO IT, THERE'S ALL THIS IS GONNA BE TIED TOGETHER. 
          ALRIGHT. 
          AND SO WE'RE NOW ADDING, AGAIN, $8 MILLION OR IF YOU WANNA DO IT 6 MILLION OR 3 MILLION, HOWEVER YOU WANNA DO IT OVER TIME. 
          IT IS, IT IS THERE. 
          OKAY. 
          I'M NOT SAYING DON'T DO THIS. 
          I'M JUST SAYING JUST BE AWARE OF IT. 
          'CAUSE WE GOTTA TALK. 
          [02:00:01]
I MEAN, PEOPLE ARE WATCHING THIS ON TV AND THEY'RE GONNA, THEY GOTTA KNOW WHERE THIS MONEY IS COMING FROM AND WHERE WE'RE GONNA GET IT FROM THEM IN ONE FORM OR ANOTHER. 
          RIGHT. 
          AND WE HAVE TO BE ABLE TO TELL 'EM WHY WE'RE DOING THIS. 
          NOT JUST SAYING, WELL WE NEED A 70 PERCENTILE ON OUR, OUR SYSTEM. 
          WE'VE GOTTA BE ABLE TO REALLY SHOW HOW, HOW AND WHY THIS IS NEEDED. 
          THAT'S WHY I GAVE OUT THAT EXAMPLE OF THE FIREFIGHTERS. 
          OKAY. 
          'CAUSE THAT WAS THAT YEAR. 
          LAST YEAR I THINK IT WAS LIKE 30 SOME FIREFIGHTERS WERE HOLES HAD TO BE FILLED AND THOSE WE CAN'T FIND A TAX ASSESSOR, YOU KNOW? THAT'S RIGHT. 
          UNTIL WE JACK THIS STUFF UP OF WHICH WE NEEDED TO BE ABLE TO MAKE OUR GOVERNMENT WORK. 
          THESE ARE THINGS THAT ARE IMPORTANT. 
          BUT THIS, THIS IS NOT GOING TO BE SMOKE AND MIRRORS. 
          THIS IS GONNA BE VERY OPEN UP TO THE PUBLIC. 
          IT'S GONNA BE VERY CLEAR THAT WHAT WE'RE DOING. 
          UM, THE ONE THING TO THIS KIND OF, I'M REALLY KIND, WE'RE GONNA, YOU KNOW, THIS WOULD BE GREAT. 
          ALRIGHT, THE PROBLEM IS HOW ARE WE GOING TO IMPLEMENT THIS IN TERMS OF WHO'S GETTING THE FIRST BITE OF THE APPLE? RIGHT NOW WHAT WE'RE THINKING IS IT'LL BE ACROSS THE BOARD RAISE . 
          IT HAS TO BE. 
          I WOULD THINK SO. 
          WE CAN'T LEAVE ANYBODY OUT. 
          NO. 
          THAT IS NOT OUR ATTENTION. 
          OKAY. 
          I JUST WANNA KNOW. 
          I MEAN THAT'S, IT HAD TO BE A PROBLEM BECAUSE WE ALL THE EMPLOYEES, SO OF COURSE WE WOULD HAVE TO BE ACROSS THE BOARD. 
          WE'RE NOT GONNA SEPARATE ONE GROUP FROM ANOTHER GROUP. 
          THAT DOESN'T MAKE SENSE. 
          HERE'S WHAT I'D LIKE TO SEE. 
          I'D LIKE TO SEE IF WE'RE GONNA, WE'RE GONNA IMPLEMENT THIS THAT WE TAKE, WE GET $4 MILLION OUTTA SURPLUS OVER THE NEXT SIX TO EIGHT 10 MONTHS, AND THEN WE GET 4 MILLION OUT OF THE BUDGET. 
          WE TRIM THE BUDGET $4 MILLION AND YOU MAKE IT HAPPEN. 
          THAT'S MY TAKE. 
          I THINK THERE'S TWO WAYS OF LOOKING AT IT. 
          AND YOU'VE ALREADY HEARD THE REVENUE SIDE AND PART OF IT IS THE TAX ASSESSMENTS WILL OFFSET AND GIVE US THAT ADDITIONAL REVENUE. 
          SO WE CAN AFFORD THIS, WE CAN AFFORD IT BY NEXT YEAR. 
          MM-HMM . 
          AND THEN THE QUESTION IS, DO WE NEED TO TRIM ELSEWHERE ON OUR CAPITAL SPENDING, ET CETERA, UH, TO BE ABLE TO BALANCE A BUDGET. 
          AND THAT'S BACK TO TOM'S POINT. 
          WE NEED TO BALANCE BUDGET BY MAY OF NEXT YEAR. 
          RIGHT. 
          THAT ADDRESSES THIS INCREASE IN COMPENSATION. 
          WE'VE GOTTA PAY, PAY OUR EMPLOYEES. 
          YOU DON'T HAVE A COUNTY IF YOU DON'T HAVE EMPLOYEES. 
          A HUNDRED PERCENT AGREE. 
          SO IT'S, IT'S ABSOLUTELY IMPERATIVE THAT WE MOVE FORWARD AND WE HAVE THE JOB TO THEN BALANCE BUDGET AND THAT'S OUR JOB BY NEXT MINUTE AND TO GO THROUGH THAT CYCLE. 
          AND SO I, I CAN'T, I CAN'T SAY HERE WE CAN CUT ANYTHING. 
          I, YOU KNOW, I'M, WE ALWAYS LOOK TO CUT STUFF OUT OF THE BUDGET. 
          I MEAN, WE'VE BEEN PRETTY LEAN. 
          WE GOT A HISTORY OF DOING THAT. 
          THIS IS JUST A HUNK OF PIE. 
          WE'RE GONNA HAVE TO EAT HERE AND IT'S GONNA BE, OR THE PIE'S CHANGED A LITTLE BIT. 
          SO WE'RE GOING TO STILL HAVE OUR BUDGET AND WE ARE STILL GOING TO HAVE TO TAKE CARE. 
          WE GOTTA STEP UP. 
          IT'S TIME TO STEP UP AND TAKE CARE OF OUR EMPLOYEES. 
          AND, UM, THE ISSUE WE'RE GONNA HAVE, WE'VE KNOWN SINCE LAST SPRING THAT WE HAVE AN EMPLOYEE ISSUE. 
          SURE. 
          WE DO. 
          RIGHT. 
          SO JUST EVEN BEFORE THEN. 
          IT WAS EVEN BEFORE THEN ROSE MADE IT VERY CLEAR TO US DURING BUDGET DISCUSSIONS LAST SPRING, BUT TO ME, WE'RE TALKING ABOUT EATING $8 MILLION EVERY SINGLE YEAR AFTER THIS. 
          YES. 
          MM-HMM . 
          THAT'S WHAT I'M TALKING ABOUT. 
          I UNDERSTAND. 
          YOU'RE EITHER GONNA GET IN REVENUE, YOU'RE GONNA GET IT IN TAXES OR YOU OR YOU WILL FUND. 
          YES. 
          YOU TRIM THE BUDGET. 
          SO, AND MAKE IT HAPPEN. 
          WAIT A MINUTE. 
          WAIT. 
          ARE WE SAYING WE NEED TO ADJUST THE SALARY BANDS BY $8 MILLION EVERY YEAR? YEAH. 
          NO, THAT'S WHAT IT'S GONNA BE. 
          NO, NO, NO. 
          THAT'S, THAT'S, THAT'S, THAT'S WHAT I'M THINKING. 
          I DON'T THINK WE NEED TO DO THIS. 
          WHAT'S BUDGET? I DON'T THINK WE NEED TO. 
          IT'S GONNA BE $8 MILLION MORE EVERY YEAR. 
          IT'S ALL 'CAUSE OF THIS. 
          IT'S GONNA BE EIGHT. 
          WE'RE GONNA SET $8 MILLION. 
          OKAY. 
          THEN WE'RE GONNA ADJUST IT BY TWO 3% THIS YEAR. 
          IT'S NOT GONNA BE ANOTHER EIGHT ON TOP. 
          COST OF LIVING GONNA BE PART THE BASE BUDGET BE IS THAT WHAT YOU WERE THINKING OR NOT? COST OF LIVING IS GONNA BE EVERY YEAR. 
          YEAH. 
          YEAH. 
          BUT WE'RE NOT ADDING $8 MILLION ON TOP. 
          THAT'S NOT GONNA BE 60. 
          THAT'S THAT'D BE PART OF THE BASE BUDGET AT THIS POINT. 
          OKAY. 
          WE JUST, WE JUST GET TO THAT 70TH THAT TO CPI OR WHATEVER WE DECIDE AFTER THAT. 
          OKAY. 
          UM, AS FAR AS THIS GOES, I REALLY NEED TO UNDERSTAND THE ROADMAP OR THE PROJECT PLAN OR HOW WE'RE GOING TO IMPLEMENT BEFORE I CAN APPROVE SEGO IMPLEMENT. 
          I NEED TO KNOW HOW WE'RE GONNA DO IT. 
          WE TALKED ABOUT IT A LITTLE BIT HERE ABOUT START OUT WITH THE $3 MILLION FROM HERE. 
          AND SO, BUT I, I NEED SOMETHING MORE CONCRETE THAT I CAN STUDY TO GO YES, GO DO THIS OR NO, DON'T DO THIS OR WHATEVER THE CASE IS. 
          I CAN'T JUST SAY, JUST GO AND LEMME KNOW WHAT YOU DID, HOW YOU FIGURED IT OUT AFTERWARDS. 
          I I DIDN'T EVEN KNOW WHAT WE'RE GONNA DO. 
          I THINK THAT'S BECAUSE, 'CAUSE I CAN'T BUY, I CAN'T PUT, I CAN'T PUT MYSELF IN A POSITION OF APPROVING TO DO GO DO SOMETHING. 
          THEN YOU COME BACK AND GO, WELL, YOU TOLD ME TO GO DO IT. 
          SO YOU YOU HAVE TO DO IT NOW. 
          SO WHAT DO WE AUTHORIZE THE COUNTY ADMINISTRATOR TO PULL THAT PLAN TOGETHER AND EXECUTE? I, I AGREE. 
          BUT THAT'S NOT WHAT THIS SAYS. 
          IT SAYS TO, IT SAYS TO IMPLEMENT THE COMPENSATION STUDY. 
          IT DOESN'T SAY, IT DOESN'T SAY PUT A PLAN TOGETHER OR HOW ARE YOU GONNA DO IT? IT SAYS GO DO IT. 
          NO, IT SAYS ACROSS FISCAL YEAR 26 
          [02:05:01]
AND 27. 
          OKAY. 
          HOW AGAIN, HOW AGAIN, HOW HOW ARE GONNA DO, IT'S HIS JOB TO DO THAT. 
          HOW WE, HOW WE DO THAT IS THROUGH THE BUDGET APPROVAL PROCESS. 
          YES. 
          MM-HMM . 
          THAT'S, THAT'S SIMPLY HOW YOU DO IT. 
          OKAY. 
          IT GONNA GET TO YOU GOTTA, YOU KNOW WHAT THE END GAME HAS GOTTA BE. 
          OKAY. 
          HOW YOU GET THERE IS THAT HE'S NOW GOTTA GO BUILD A BUDGET THAT INCORPORATES THIS. 
          YES. 
          RIGHT? OKAY. 
          IT IS, WE'RE GIVING HIM BUDGET GUIDANCE IS WHAT WE'RE DOING WITH THIS, WITH THIS RESOLUTION. 
          THAT'S WE'RE DOING. 
          UN UN UNDERSTAND. 
          LET'S, LET'S JUST, LET'S JUST THROW A, LET'S JUST THROW THIS OUT. 
          WHAT IF, WHAT IF THE PLAN COMES BACK AND GO, OH, IN ORDER TO DO THIS THAT YOU TOLD ME TO GO, DO YOU, YOU NEED TO APPROVE A, UH, A 10, 10 CENT INCREASE ON THE REAL ESTATE TAX RATE. 
          I'M GONNA GO NO, BUT, BUT YOU SAID BUT BUT YOU SAY, BUT YOU SAY, GO DO THIS. 
          I DON'T WANNA GET, I DON'T WANNA BE IN THAT BUY WE TOLD 'EM TO IMPLEMENT IT. 
          OKAY. 
          A BUDGET PUT IT IN THE BUDGET. 
          SO HE HAS TO COME BACK WITH A BUDGET. 
          AND WHETHER WE APPROVE THE BUDGET OR, OR DISAPPROVE THE BUDGET, IT'S GONNA BE THIS, WHO'S GONNA BE IN IT? BECAUSE WE'RE SAYING TO IMPLEMENT, WE IMPLEMENT THE, UH, THE STUDY. 
          I MEAN, IT'S NOT GONNA GET ANY BETTER. 
          AND I UNDERSTAND EXACTLY WHAT YOU'RE SAYING BECAUSE THAT'S WHAT MY CONCERN IS. 
          YEAH. 
          IT'S GOING END UP WITH A 10 CENT INCREASE IN THE TAX RATE AND IT CAN'T, SO IT IS GONNA, IT IS GONNA HAVE TO 'CAUSE WHERE YOU GONNA GET THE MONEY FROM THIS IS, YOU KNOW. 
          WELL, AND, AND THAT'S WHERE I WANTED, THAT'S WHY SOMEBODY EXPLAINED IT TO ME. 
          LET HIM GO FI LET HIM DO HIS JOB AND GO FIND THE MONEY. 
          LET HIM LET HIM COME BACK WITH A PROPOSAL IF WE LIKE IT OR WE DON'T LIKE IT. 
          OKAY. 
          BUT THAT'S HOW YOU IMPLEMENT IT. 
          AND I DON'T LIKE TENCENT INCREASE. 
          SO, UM, THAT'S EIGHT OR SIX. 
          IT'S NOT TENCENT INCREASE. 
          WELL, I, I MEAN, WE'RE TALKING ABOUT AN INCREASE. 
          WE, WE KNOW THAT THE VALUE, WE'RE PUTTING $8 MILLION IN HERE. 
          OKAY. 
          WE'RE TOLD HIM TO GO IMPLEMENT A STUDY. 
          OKAY. 
          AND ALL HE'S GOTTA DO NOW IS COME BACK WITH A BUDGET PROPOSAL THAT YOU, WITH THE RECOMMENDATIONS TO STUDY HOW HE'S GONNA DO IT. 
          THAT THAT'S ALL IT IS. 
          THAT'S HOW YOU IMPLEMENT THIS. 
          SO AS WE'RE CLEAR, THAT'S WHAT WE'RE, THAT'S WE'RE DOING. 
          THE DIRECTION IS THERE'S NO OTHER WAY TO THIS, NO OTHER WAY TO IMPLEMENT THIS. 
          WE'RE NOT GONNA GO WRITE A CHECK FOR $8 MILLION OR WAIT TILL THE END OF THE BUDGET CYCLE AND COME OUT WITH OUR HAT IN HAND AND GIVE US 3 MILLION OR WHATEVER. 
          SO I UNDERSTAND WHAT YOU'RE DOING HERE. 
          OKAY. 
          AND, AND WE'RE ALL, I THINK IN AGREEMENT THAT OUR EMPLOYEES NEED TO BE PAID. 
          BE PAID. 
          I THINK WE HAVE, WE GOTTA, WE GOTTA TAKE CARE OF OUR PEOPLE. 
          RIGHT. 
          SO I MOVE 25 DASH ONE SEVENTY SEVEN. 
          YES. 
          ROLL CALL PLEASE. 
          WAS THERE ANY DISCUSSION AFTER THE MOVE? WE JUST DID, WE HAD THE DISCUSSION THEN YOU R 25 DASH 1 77 BY MR. HOL IS TO APPROVE THE PROPOSED RESOLUTION R 25 DASH 1 77 TO AUTHORIZE THE COUNTY ADMINISTRATOR TO IMPLEMENT THE COUNTYWIDE COMPENSATION STUDY AT THE 70TH PERCENTILE. 
          MR. ROY? YES. 
          MR. DRURY, WHAT NAME DID YOU CALL? MR. DREWRY? MR. DREWRY. 
          I'M THINKING HOW WE GET THERE. 
          I'M GONNA SUB SUSTAIN MR. ROONE. 
          YES. 
          I WANNA SEE WHAT THE PLAN IS. 
          MR. SHEPHERD. 
          YES. 
          MRS. NALL. 
          YES. 
          MOTION CARRIED. 
          YOU ARE THE ONE TALKING ABOUT A PAY RAISE. 
          I I WANT THIS PAY RAISE, BUT WELL, WHY DID YOU, WHY DIDN'T YOU NOT? HEY, HEY, DON'T, DON'T BADGER A GUY OVER HIS VOTE. 
          HIS VOTE IS HIS VOTE. 
          MM-HMM . 
          OKAY. 
          IT IS WHAT IT IS. 
          OKAY, LET'S MOVE ON. 
          UM, OH, WE WE'RE 
          [CONSENT CALENDAR]
DOWN TO THE, THAT CALENDAR AND WE'VE GOT BOARD POLICIES. 
          THAT'S ITEM NUMBER FOUR, PROPOSED REVISIONS AND ADDITIONS. 
          UH, NUMBER FIVE IS THE OLD COUNTY PERSONNEL POLICIES THAT HAVE BEEN BROUGHT UP TO DATE. 
          ITEM NUMBER SIX IS THE EMPLOYEE OF THE QUARTER. 
          THIRD QUARTER IS SUSAN . 
          ITEM NUMBER SEVEN IS LAKESIDE DRIVE, YORKTOWN ROAD, SIDEWALK PROJECTS, WHICH EVERYBODY'S INTERESTED IN. 
          UH, IS THERE ANYTHING THAT YOU WOULD LIKE TO SEE PULLED ANY MEMBER? OKAY. 
          DISCUSSIONS. 
          NO DISCUSSION, THEREFORE. 
          SO I'LL ASK FOR A MOTION TO, I MOVE, I MOVE THE CONSENT CALENDAR. 
          THANK YOU VERY MUCH. 
          ROLL CALL PLEASE. 
          A MOTION MADE BY MR. SHEPHERD IS TO APPROVE YOUR CONSENT CALENDAR AS SUBMITTED. 
          MR. DREWRY? YES. 
          MR. ROME. 
          YES. 
          MR. SHEPHERD. 
          YES. 
          MRS. MAY. 
          YES. 
          MR. HOR. 
          YES. 
          MOTION CARRIED. 
          OKAY. 
          [OPEN DISCUSSION]
SO NOW IT'S TIME FOR OPEN DISCUSSION. 
          DOES ANYBODY HAVE ANYTHING THEY'D LIKE TO DISCUSS? JUST REAL BRIEFLY, I WANTED TO GO, UH, THE HR T HAS HAMPTON ROADS 
          [02:10:01]
TRANSPORTATION ACCOUNTABILITY COMMISSION. 
          UH, BEEN IN THE PROCESS OF HIRING A NEW, UH, EXECUTIVE DIRECTOR. 
          OH, UH, UH, THAT'S GREAT. 
          KEVIN PAGE HAS, UH, SUBMITTED HIS, UH, TIME TO RETIRE AND IT'S GONNA BE EFFECTIVE ONE JANUARY. 
          MM-HMM . 
          AND, UH, WE HAVE A, UH, KIND OF AN ACTING, UH, HE'S THE ASSISTANT, IT'S TODD HALLEY. 
          HE GOT A LOT OF  EXPERIENCE. 
          ANYWAY, SO TODAY WE WENT THROUGH THE, UH, HIRING PROCESS. 
          UM, UH, STARTED THE HIRE, WELL, WE WENT THROUGH THE HIRING PROCESS. 
          OKAY. 
          AND WE LOOKED AT SOME, UH, SOME VARIOUS FOLKS. 
          INCREDIBLY TALENTED INDIVIDUALS. 
          OH MY GOSH. 
          IT'S AMAZING. 
          SO WE'RE DOING THAT. 
          AND, UM, JUST LETTING YOU KNOW THAT'S GOING ON. 
          THAT'S GREAT. 
          THANK YOU. 
          AND MR. UM, SHEPHERD, WAS THERE ANY UPDATE FROM LAST HR TECH MEETING ON THE, THE, UH, COUNTY ADMINISTRATORS GETTING TOGETHER TO REVIEW THE ONE PROPOSAL FOR THE GENERAL ASSEMBLY? I, AT THIS MEETING WE HAD, UH, WE, WE WERE ONLY OUR, OUR COMMITTEE WAS A HIRING COMMITTEE. 
          OKAY. 
          THAT'S ALL IT WAS. 
          OKAY. 
          MS. NOLL, IF I MAY, YES. 
          UM, MR. HOWORTH, TO YOUR POINT, THE, IF YOU RECALL THAT, I THINK WE'RE TALKING ABOUT THE THREE-TENTHS OF 1 CENT TAX. 
          YES. 
          YES. 
          SO IF YOU RECALL, THAT WAS GOING TO BE SENT BACK TO THE CAO COMMITTEE WITH THE PDC. 
          THAT MEETING WILL BE HAD TOMORROW AND I WILL BE IN ATTENDANCE. 
          THANK YOU. 
          YES, SIR. 
          BE INTERESTED TO HEAR HEADACHE TURNS ON. 
          THAT'S WHAT I WAS ASKING ABOUT. 
          YES, SIR. 
          STEVEN, DO YOU HAVE ANYTHING? I, I DO. 
          I'D LIKE TO CHAT WITH MARK HERE REAL QUICK. 
          I WAS LOOKING AT THE RADIOHEAD MATERIAL ABOUT THE, UM, WHAT'S THAT, WHAT'S THAT THING CALLED? THE, UM, THE NON, HOLD ON, I GOTTA GET THE TERM RIGHT HERE. 
          THE NON-COMPETITIVE LETTER PREVENTION AND RECYCLING GRANT. 
          UM, SO A GOOD CHUNK OF CHANGE THERE FOR, FOR THAT. 
          HAVE WE, YOU KNOW, THOUGHT ABOUT HOW WE'RE GOING TO UTILIZE THAT OR WE GOING TO THE BEAUTIFICATION OF THE COMMITTEE IS GONNA RUN WITH THAT OR WE TOO EARLY TO ASK THAT QUESTION YET? I THINK IT'S A LITTLE BIT EARLY. 
          OKAY. 
          I'D HAVE TO GET WITH SAM, SHE'S ON THE COMMITTEE AND SEE HOW THE MONEY ALL PLAYS OUT AND WHICH MUNICIPALITIES GET OKAY. 
          ALRIGHT. 
          GLAD TO SEE WE GOT SOMETHING TO WORK WITH. 
          AND A LOT OF THE MONEY, YOU KNOW, IS RESTRICTED TO CERTAIN TYPES OF ACTIVITIES. 
          RIGHT. 
          'CAUSE RIGHT. 
          WE GOT, UH, FULL LITTER PREVENTION AND RECYCLING AND, AND THE POLY STYRENE CAMPING. 
          SO , IT'S ENOUGH TO SAY YES. 
          OKAY. 
          UH, TODAY I ATTENDED THE HAMPTON ROADS CAUCUS, UH, OVER REVERSIBILITY BUILDING. 
          AND THAT'S OF COURSE THE, THE PEOPLE WHO SERVE ON THE GENERAL ASSEMBLY, WHETHER THEY'RE SENATORS OR, OR DELEGATES. 
          AND THE PURPOSE OF THAT REALLY WAS FOR ORGANIZATIONS, LOCAL ORGANIZATIONS TO COME BEFORE THEM AND MAKE REQUESTS. 
          UH, ONE OF THE ONES THAT I WAS MOST INTERESTED IN, AND I I, I LEFT MY PAPERWORK OUTSIDE, HAD TO DO WITH THE, UH, VETERANS TAX RELIEF. 
          AND, UH, THE, UH, HAMPTON ROAD, HAMPTON CITY MANAGER MADE AN EXIT PRESENTATION ON THAT. 
          AND I WILL GIVE YOU THE, THE PAPERWORK WHEN I GET IT RE COPIED, BUT SHE MADE SOME EXCELLENT POINTS AND HOW MUCH IT IS COSTING THE VARIOUS JURISDICTIONS AND ASKING FOR HELP FROM THE GENERAL ASSEMBLY. 
          SOME STATES HAVE DIFFERENT RULES THAN WE HAVE OURS. 
          OURS APPROVED AT DOWN TO THE LOCAL GOVERNMENT 100%. 
          WHEREAS OTHER STATES HAVE HAVE DIFFERENT COMPENSATION METHODS. 
          AND NOT THAT WE WOULD SUPPORT ONE OR THE OTHER. 
          THE MAIN THING WAS TO MAKE SURE THAT THE, THOSE OF THE GENERAL ASSEMBLY UNDERSTOOD WHAT IT'S COSTING US ALL ON OUR TAX RATE TO BE ABLE TO SUPPORT THIS. 
          AND OF COURSE WE WANNA, WE, WE PLAN ON SUPPORTING IT, BUT THAT THEY NEED TO UNDERSTAND THAT WHEN THEY PASS A BILL LIKE THIS, I MEAN, EVERYBODY VOTED FOR IT, BUT THEN THEY PASS IT ON DOWN TO US WITHOUT ANY MONEY COMING FROM THE STATE OR ANY, ANY SUPPORT FROM THE STATE OR ANY QUALIFICATIONS FROM THE STATE ON HOW YOU COULD LIMIT IT. 
          AND THERE WAS A TALK ABOUT SOME PEOPLE WHO ARE A HUNDRED PERCENT DISABILITY ARE STILL WORKING, BUT BECAUSE OF THE KIND OF DISABILITY THEY HAVE, THEY CAN CONTINUE TO BE IN THE WORKFORCE, WHICH PUTS THOSE OUT, YOU KNOW, AS FAR AS THE AMOUNT OF MONEY THAT THEY'RE MAKING. 
          AND SO THAT HITS US IN THE TAX ROLLS. 
          SO ANYWAY, THAT WAS, TO ME, THAT WAS THE BIGGEST THING BECAUSE THAT WAS THE ONE THAT I WAS MOST INTERESTED IN ON, ON THAT SCORE. 
          BUT DIVERSIBILITY IS AMAZING 
          [02:15:01]
WHAT THOSE PEOPLE DO AND HOW THE TRAINING THAT THEY JOINED, AND ALSO WE'RE TALKING ABOUT BUSINESSES COMING INTO THE AREA, AND WE HAVE, THERE'S SEVERAL BUSINESSES THAT ARE IN LINE TO COME IN, BUT THEY NEED WORKERS AND VERSATILITY IS ACTUALLY TRAINING PEOPLE TO WORK LIKE THE SHIPYARD AND, AND DIFFERENT AREAS. 
          AND THE WORD REALLY NEEDS TO GET OUT TO FAMILIES WHO HAVE SPECIAL NEEDS, UH, CHILDREN THAT THERE ARE OPPORTUNITIES FOR THEM TO WORK AND, AND THEY WANNA WORK. 
          BUT THEY, SOME OF THEM NEED TRAINING. 
          SO THEY NEED TO KNOW THAT THERE IS TRAINING AVAILABLE REGARDLESS OF WHAT FIELD IT IS, IF THEY WOULD APPLY A, A CONTACT VISIBILITY BECAUSE IT'S AMAZING WHAT THEY CAN ACCOMPLISH. 
          UH, I WAS REALLY IMPRESSED WITH THAT PRESENTATION TODAY, SO I WON'T GO INTO ALL THE OTHERS BECAUSE OF THE HOUR. 
          WE ARE DEFINITELY GOING TO GO INTO CLOSED SESSIONS. 
          SO THAT'S ALL I HAVE TO SAY. 
          MR. JOY, DO YOU HAVE ANYTHING YOU'D LIKE TO DISCUSS AT THIS POINT? NO. 
          OKAY. 
          IF NOT, WOULD YOU PLEASE TAKE IT? YOU DO. 
          I DO. 
          , UH, ONE ITEM, PLEASE. 
          IT WAS A DISCUSSION ON FLORIDA VACATION RENTALS, AND I HAD FORWARDED, UH, A NOTE TO EACH OF YOU, UH, ON THAT TOPIC. 
          IT WAS A ARTICLE ON SCRIPPS NEWS REGARDING THE INCREASE IN THE NUMBER OF CHILD RELATED DROWNINGS AT, UH, VACATION RENTALS IN FLORIDA OVER A FOUR YEAR PERIOD. 
          AND FROM 2021 THROUGH 24, 4 43 CHILDREN DROWNED AT VACATION RENTAL UNITS. 
          UH, TOTAL DROWNINGS PER YEAR OF CHILDREN IN FLORIDA IS ABOUT A HUNDRED PER YEAR. 
          NOW THERE'S A LOT OF, A LOT OF SEACOAST IN FLORIDA, SO THAT'S NOT MM-HMM . 
          COMPLETELY A SURPRISING NUMBER. 
          BUT TO HAVE 40 OVER, OVER FOUR YEARS, UH, DIE IN, UH, VACATION LEN, UH, RELATED POOLS, THAT'S, THAT'S DISTURBING. 
          FLORIDA SENATOR IS PLANNING TO INTRODUCE A BILL DURING THE UPCOMING, UH, GENERAL ASSEMBLY TO REQUIRE POOL SAFETY FEATURES. 
          THE BILL WOULD REQUIRE THOSE SEEKING A NEW SHORT-TERM RENTAL LICENSE OR A LICENSE RENEWAL TO HAVE AT LEAST ONE OF THESE POOL SAFETY FEATURES IN PLACE. 
          IF THE PROPERTY HAS A POOL OPTIONS WERE FIVE OPTIONS INCLUDED. 
          A SAFETY FEATURE THAT INCLUDED AN EXIT ALARM ON ANY DOORS OR WINDOWS LEADING TO THE POOL, OR A SAFETY POOL COVER, OR A SWIMMING POOL WATER ALARM, OR A SELF LATCHING DEVICE ON DOORS LEADING TO THE POOLS AND A BARRIER THAT FENCES AND SURROUNDS THE SWIMMING POOL. 
          CURRENTLY, THE STATE RESIDENTIAL POOL SAFETY LAW IN FLORIDA REQUIRES AT LEAST ONE POOL SAFETY FEATURE TO BE APPLIED ON PROPERTIES BILLED AFTER 2000, UH, WHEN THE LAW WAS ENACTED. 
          BUT THE SENATOR'S BILL WOULD EXPAND THOSE REQUIREMENTS TO ALL VACATION PROPERTIES SEEKING SHORT-TERM RENTAL LICENSES REGARDLESS OF WHEN THE PROPERTY WAS BUILT. 
          SO WITH THE BOARD'S AGREEMENT, I'D LIKE TO HAVE OUR PLANNING GROUP LOOK AT THIS PROPOSED FLORIDA BILL AND JUST DETERMINE IF THERE'S ANY CHANGES NEEDED ON OUR BOARD POLICY ON ST TO MODIFY, UH, FOR THIS PARTICULAR TOPIC, I WOULDN'T WANT TO BE BEHIND THE EIGHT BALL AND HAVE CHILD RELATED DROWNINGS BECAUSE WE HADN'T TAKEN ACTION. 
          MM-HMM . 
          WE CAN LOOK AT THAT. 
          BUT I CAN TELL YOU RIGHT NOW, THE NUMBER ONE WAY TO PREVENT DROWNING IS TEACH THE KIDS TO SWIM. 
          THAT'S TRUE. 
          OKAY. 
          I TALK BACKYARD SWIM. 
          THE, WELL, THE, THE YMCA HAS A TEACH, WANTED TO TEACH ALL SECOND GRADERS HOW TO SWIM, BUT THIS, BUT THIS IS PEOPLE COMING IN VACATIONING. 
          SO THEY'RE, WELL, I MEAN, YEAH, YOU PUT ALL, YOU PUT ALL THESE THINGS UP, KIDS WILL GROW OVER WALLS. 
          THEY CAN DO ALL KINDS OF THINGS. 
          IN FACT, THE FENCING REQUIREMENTS HERE ARE KIND OF A JOKE, BUT, UH, IN STATE OF, UH, VIRGINIA. 
          BUT, UM, YOU, I MEAN, IF WE WANTED TO DO STUFF, WE WOULD HELP THE YMCA FUND A SPECIFIC PROGRAM TO TEACH ALL OUR SECOND GRADERS TO SWIM. 
          OKAY. 
          AND I DON'T CARE IF IT'S A VACATION GUYS COMING IN OR THE PEOPLE LIVING HERE, WE NEED TO TEACH 'EM HOW TO SWIM. 
          AND, UH, JUST AMAZING. 
          UH, WE, IN FACT, ONE OF THE, I THINK ISLA WHITE HAS A PROGRAM WHERE THEY HAVE THE YMCA TEACH ALL THE SECOND GRADERS AND ISLA WHITE TO SWIM. 
          WHY AREN'T WE DOING SOMETHING LIKE THAT? THE RED CROSS USED TO HAVE A BACKYARD SWIM PROGRAM, BUT WE DON'T HAVE THAT HERE. 
          RIGHT. 
          BUT FOR YMCA DOES OFFER SWIM LESSONS TO ANYBODY IN THE COUNTY REGARDLESS OF, UH, INCOME. 
          SO THAT'S POINT, POINT, LOOK TO YOUR VICTORY YMCA FOR HELP WITH THAT. 
          MM-HMM. 
          BOTH YMCAS. 
          I JUST, I JUST KNOW VICTORY, SO THAT'S RIGHT. 
          OKAY. 
          WE GOTTA PULL. 
          THERE'S NO MORE DISCUSSION IF THE BOARD SUPPORTS THAT. 
          YEAH. 
          LOOK AT CAN YOU THE CLOSED SESSION PLEASE. 
          ALRIGHT. 
          FULL THIS SESSION. 
           PIECE OF PAPER IN ACCORDANCE WITH SECTION 2.2 DASH 3 7 1 1 A, ONE OF THE CODE OF VIRGINIA AND MOVE BOARD OF SUPERVISORS CONVENE IN CLOSE MEETING TO CONSIDER PERSONAL MATTER INVOLVING THE APPOINTMENT OF INDIVIDUALS TO BOARDS AND COMMISSIONS. 
          ROLL CALL MR. BROWN. 
          YES, MR. YES. 
          MR. ROY? 
          [02:20:01]
YES. 
          MR. DREWRY? YES. 
          MRS. NOLL? YES. 
          MOTION. 
          CARRIE, THANK YOU VERY MUCH. 
          SHE CUT.
* This transcript was created by voice-to-text technology. The transcript has not been edited for errors or omissions, it is for reference only and is not the official minutes of the meeting.