Is in the committees but all tht are those committees, because if them. I think that members of tn who is leading the committees ag and the participation. I say ths participating somewhat in the aa committee. And some of these th, they get dormant depending upone work. So again, its a structurs going to be improvement within. If i may, i can have more inh the guidelines and also the posd the members of the committees s. Theres an email that came out. I appreciate that. And for mm the commission in this setting s of the officers and command forn terms of other levels of offices really no occasion, unless the r theres an occasion of interactp it gets to be greater. I call is and the chief as you visit evert tradition is something that we , because theres just no better s members, have dinner, have some, theres been a lot of changes ie members i had interaction are nf the new members have come in, un know who they are and i bet youm either, right . So what im sayit for me to have that kind of invr committees or affinity groups, s do in terms of participation wid again, the more we know, the beg coaching and basketball, i knowe black firefighters have their pr things that other groups do bute have, because then it engages te members are doing because priore department. But the other part y service, just to build rapport. E Succession Plan. And im glad t, because in my mind it sounds gos what part of the succession plau tell the officers then it becomn chiefs, captains, lieutenants, f this for myself is to be part or officers you got to have members who want to take tests and wanto advance themselves in the deparw membership thats coming in, i, because im concerned about gaps there a way to encourage membere tests, to think of promotions. N there where one has to get educs about becoming an officer. And s department, i met a lot of quale just members of the department,s of Succession Plan and ranks, ia reflection of the membership ad, 30s, to assistant batallion chin examination and employment but n employment as well to get in tht because were a department knowo see that continue as a diversity because that to me is a good sus makes sense, chief. Im just kis particular point but im tryings that we are looking at. So i gea Succession Plan. The last part k up from interviews. Myself, imf that many of our veteran firefie starting to retire. And i thinkn as to our workforce. But i thinn as to how young our workforce if experience within the department kind of information that in thee retirement hits a certain pointo is coming in. When mayor lee was department we had as much as klo different fiscals on a sixyearn to two classes, i believe. One. Okay. One a year. One a year. So just that alon terms of succession, in terms oe department, that workforce withe training and ability of experied again, im glad you are doing t. Okay. Thats my little spielt stimulate myself. Sorry, chief. No, no, i agree with your po. All right. Im done. Commisss point . No. Thank you very much, chief. Madame secretary. Item 5, commission report. Ry since last meeting on september. Commissioners, ill call fors item. Commissioners is there ane commissioners in terms of this. Just a point of information, cor grand jury report was accepted. T with you. With our recommendatit to acknowledge the command forct us and the director and the com . Item 6, agenda for next and n meetings. Commissioners. I think we have next meeting. Right. We have a brief presentationt meeting we have a closed sessioe evaluation. Right. Other than that, theres the. And again as a point of informay from christmas, meaning that no, november 13th. And one meeting o according to our agenda, i juste that this month of october woulf occasion if we want to get a mae latter part of the year. Just a, commissioners. Madame secretaryc comment on that . Yes. May i have Public Comment ong none, Public Comment is closed. Item 7, adjournment. I need a motion. So moved. Vice president covington. Thank you very much. [role call] we are all here. This is the first time that we are meeting as a full fivemember commission. This is a watershed moment. Agenda item number two, Public Comment on matters appearing or not appearing on the agenda. No Public Comment, we will go on to agenda item number three. Draft minutes for the august 16, 2019 regular meeting. Can i get a motion to approve . So moved. The minutes are unanimously approved. General item number four, im sorry we didnt do Public Comment on that. Call for Public Comment on agenda item number three. There is none. Agenda item number four, discussion of multi staff and enforcement report, including a briefing by the department of Human Resources staff on outside employment of city and county employees and an update on various programmatic and operational highlights of the enforcement programs activities since the last monday meeting. Thank you. The first subset of this enforcement report is a response to a request that the commission made at the june meeting. He will remember at that that the enforcement report had presented to use information about a meeting that the department of Human Resources, Client Services team had held to discuss with our consultants, how the city and county handles secondary employment. I attended that meeting by invitation. My capacity of the director of enforcement alongside the chair of the whistleblower program. The lead attorney at the time i presented that information to you, i got a lot of questions. We got a lot of questions from the commission. He did his best to feel those questions. You will remember that he process basically every one of his responses with well, i dont want to speak on behalf of the department of Human Resources. At the conclusion of that discussion, commissioner lee requested that the department of Human Resources speak on behalf of the department of Human Resources. Very kindly, to members of the department have come to address your questions today. They will begin with a brief presentation. I think they have some sense already, of the kinds of questions that arose in that previous conversation. They will welcome additional questions. The two members are hannah and shawn. Hannah is the Deputy Director of employment services. She oversees the Public Safety examination team. Their selection and hiring resources team, which consists of citywide recruitments on testing, centralized operations. She does the hiring Modernization Project team. Finally, the Client ServicesConsulting Team which is seans team. Sean, again is the Client Services consulting manager. He oversees dhrs Client Services team which consist of supervisory and seniorlevel professionals who provide fullservice hr support for more than 20 departments of the city and county. That includes the ethics division. The services are provided as well, to more than 1600 employees. He also provides consultative hr support to 40 additional city departments. His role includes administering the citys request for additional employment, which is the subject of todays conversation. I will handed over to him. Thank you. Good afternoon commissioners. Sean with the department of Human Resources. Thank you, jeff, for that introduction. And i was actually taking notes, said you do all of that. I expect we will be in discussions on the walk back as well. The commission is providing you with an opportunity to give a general overview of the additional employment request process. Referring to it as secondary employment as well. Campaigning Government Finance code, the Civil Service rules i will speak to the process that governs employees having outside employment from the city. The other thing, because the presentation is very quick, very much a highlevel overview, i would be happy to take any questions that the commissioners may have. The director of the department of Human Resources, Nikki Callahan works through me to administer this program. The rules section and all four volumes of the Civil Service rules are the conflict of interest provision, and it speaks to a form that the director of the department of Human Resources provides for any employees who are seeking outsider secondary employment. We put that form out, and we update it regularly. Where in the process of updating it, at this moment, as well in consultation with Ethics Commission and the City Attorneys Office and the whistleblowers department. I believe the commissioners have hardcopies as well. Im going to go ahead and proceed. We do not have hardcopies, no. Again again, from a highlevel level overview. The things that the department sees and plays work for, that the then checks for her to really make sure that the additional employment does not interfere with the performance of their regular job. This is any employee, does it matter if theyre temporary, permanent, exempt, it is any employee of the city. We want to make sure that that doesnt impede their performance. An example of which is, a firefighter working outside maybe has another job somewhere else. I want to make sure when they come to work one that they are available, maybe their oncall. But also that they have adequate sleep before shift as well. The other thing is we want to make sure that the outside employment or additional employment isnt inconsistent, incompatible or conflict with their current duties. This is where we really work in partnership with the Ethics Commission in many cases we are advising departments to get an advanced determined written written determination where they would seek their own department and Department Head, if its a deputy, or commissioners, we advise that department to work in partnership with the Ethics Commission. That really is probably the one that is of most interest to the commissioners. We want to make sure that we are not approving employment that has any conflict with the persons responsibilities. Whether thats procurements, whether that is contracting. Those are really the big ticket items that we are concerned about how we work with the departments to make sure they are fully vetted. We also want to make sure that the additional employment is not contrary to the interest of the city. And would not lead the city in a repute. We would not want to approve employment, necessarily have a great example, and i dont want to be put on record for that. Things that would involve moral turpitude are things we would not approve. The other thing, and this has really come out of years of us reviewing these is wanting to make sure that the outside employment doesnt impede or affect the employee, this case the City Employees regular work schedule. I highlighted an example yet earlier where we would not want a firefighter, or somebody that works in a safety sensitive job to have worked all night on a grave shift and then come in i work a regular city shift. We have a strong belief that that would impede their ability to perform the functions of their job. The other thing that has come up that we are working actively with departments on is, it would be in conflict if an employee was going to take vacation, or in worst Case Scenario take sick leave and then work outside employment. Those are things we are working primarily with with apartments on, but also with the City Attorneys Office. The Whistleblowers Office will get complaints that somebody is working an outside job that somebody called in sick and i saw them driving an two uber vehicle. That may be an example that comes up. Those are the primary factors we are looking at. We are not really in the business of approving outside improvement retroactively. These things should be prospective. Employees need to get all of the approvals and acknowledgments from an outside employer that this is a City Employee and their work must be secondary to the citys employment. There schedule again, that we have an understanding of that, this comes up like i said before with the firefighters wanting to make sure theres adequate time before shifts. We are also interested in the amount of compensation. Not that that is a black and blackandwhite factor in this, but it drives further conversation. If we see somebody is getting a significant amount of compensation for consultative services, it is going to require us, and the department, to look a little bit deeper. What is it exactly you are consulting on. What are your services . Who are your clients . What are the hours that you are working . Is any of that were going to take place during city time . That would not be allowed. And then lastly, it seems sort of obvious, but that we give the appointing officer, or appropriate designee for the department to approve these. Director callahan and i, are the only one that approve them for the department of Human Resources. We the department are also reviewing these at each department. Believe it or not, that sometimes has been a challenge. As things come up either through the Ethics Commission, or a whistleblower complaint, i think it is in everyones interest that an appropriate Department Head or designee is the one that is reviewing these. And then, im not going to go through this too much, partly because it is pretty straightforward, but also because we are updating it. We can get a flavor for what the questions are on the forms that have been developed by dhr. We require all of this information to be completed. It becomes a Public Document for the Ethics Commission if they want to look at it for the Whistleblowers Office, they regularly contact us on the City Attorneys OfficeInvestigative Unit as well. And then, the acknowledgment which is just the bottom half of the form are what an outside employer would sign, section 2. They have to acknowledge the compatibility of the outside employment with the employees current city employment. The officer must sign, and the last piece director callahan were her designees there was another slide. Im not sure what happened to it . It was all of the resources that we provide to departments, links to the applicable Civil Service rules, the memorandum of the governments additional employment, the form itself, to the Ethics Commission staff who can help departments and advise them what the right path of what an advanced written determination. To the statement of incompatible activities. We also partner with each departments assigned deputy city attorney. There are questions that sometimes come up that need and require the City Attorneys Office to be involved and then obviously all of the consultants on my team are a little mini experts on this process as well. Miraculously, there they are. That is my brief presentation. I think there are questions that maybe i can answer. I will look at hannah if i cannot answer them. Actually, i have couple of questions and then i invite my fellow commissioners to also ask questions. Just broadly, you know, with the advent of the economy, and the sharing with lyft and uber becoming options for people. Have you seen an uptick in the number of requests for advanced written approval for the secondary employment . Second, as a followup question. What if someone does not receive advanced written approval and they are identified because they called in sick, and someone saw them driving for uber, what happens then . Right. The first question, yes we have seen an uptick with the economy, the uber, the lyft, if someone is actually running a business with an airbnb and they are conducting it, theyre not having somebody else do it, those are all things that would require additional employment approval. I have seen quite a number of those over the last 23 years. We continue to reach out to departments, and by extension to their employees to remind them of this obligation. We are starting to embed this in our onboarding processes and our annual updates about the time people are receiving performance evaluations. They might be reminded about a number of policies. This is one that we are actively reminding employees that they need to complete. Part of the updates that we are making to the form are to make it quite clear that Something Like working in the big economy, may be an independent contractor, contractor that requires you to complete the additional employment request form. The other question can you repeat it again real quick . What happens if an employee does not receive the advanced determine employment employment determination . Is he identified as someone who may be driving door dash mac or something. The department is advised that they have an employee that is not in compliance with the Civil Service rules. A lot of times it is the Whistleblowers Office that is advising them. For example if you looked at the whistleblowers Quarterly Report log you will notice, one of the biggest things that they are advising on, is that they received