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HomeMy WebLinkAboutOCTOBER 12, 2021 WORKSHOP MINUTES t ms s' _. r c qr BK aeg3 ri VIRGINIA BEACH CITY COUNCIL Virginia Beach, Virginia October 12, 2021 Mayor Robert M. Dyer called to order the CITY COUNCIL WORKSHOP in the City Council Chamber City Hall, on Tuesday, October 12, 2021, at 2:30 P.M Council Members Present: Michael F. Berlucchi, Mayor Robert M. Dyer, Barbara M. Henley, N. D. "Rocky" Holcomb, Louis R. Jones, John D. Moss, Aaron R. Rouse, Guy K. Tower, Vice Mayor Rosemary Wilson and Sabrina D. Wooten Council Members Absent: None 2 CITY MANAGER'S BRIEFINGS FEDERAL LOBBYIST INTRODUCTION 2:30P.M. Mayor Dyer welcomed Debra M. Bryan, Legislative Affairs Liaison. Mrs. Bryan expressed her appreciation to City Council for their continued support and introduced Anthony Bedell,Lead and Alfanso Lopez,Co-Lead—Becker&Poliakoffi Becker Becker&Poliakoff Prepared for: City of Virginia Beach Here is an overview of the Becker&Poliakoff Law and Lobbying Firm: • Law & Lobbying Firm Founded in 1973 • 15 Offices: Washington, DC, THE Florida, New York, New Jersey Becker • Diverse and bipartisan team of Virginia lobbyists • Local knowledge. Regional ties. ADVANTAGE National reach. • Named "Top Performing Lobbying Firm" by Bloomberg Government. October 12, 2021 3 CITY MANAGER'S BRIEFINGS FEDERAL LOBBYIST INTRODUCTION (Continued) Here are the Federal Lobbying Team members: YOUR FEDERAL LOBBYING TEAM kaa 1. ANTHONY BEDELL ALFONSO LOPEZ LEAD LOBBYIST CO-LEAD LOBBYIST ,a c OMAR FRANCO AMANDA WOOD CLARENCE WILLIAMS Becker TEAM MEMBER TEAM MEMBER TEAM MEMBER Becker&Polleko" Anthony Bedell is the Lead Lobbyist: ANTHONY BEDELL • Former Deputy Assistant Secretary for Congressional and Intergovernmental Affairs at U.S. Department of Transportation • Also served in key roles at U.S. Department ' of Labor and U.S. Small Business ., ► Administration • Over 24 years of federal,state, and local government experience • Called "Influential lobbying firepower"— Politico Becher Becker&Poliakoff October 12, 2021 4 CITY MANAGER'S BRIEFINGS FEDERAL LOBBYIST INTRODUCTION (Continued) Alfonso Lopez is the Co-Lead Lobbyist: ALFONSO LOPEZ • Over 25 years of Federal and Virginia legislative experience • Former Senate staffer and Assistant Administrator of the U.S. Small Business Administration for Congressional& Intergovernmental Affairs during Obama Administration • Extensive experience representing public entities including Miami-Dade County, Fairfax Water, and Virginia Beach (2001-2005) • Majority Whip and five-term member of the Virginia House of Delegates—49th District (Arlington & Fairfax) Becker Becker&Pol iaket Here are the Current Priorities: CURRENT PRIORITIES • Top Priority-Comprehensive Regional Coastal Storm Risk Management Study("3x3x3") Inclusion in the FY 2022 Army Corps Work Plan as a "New Start"and $1.5 Million Funding Match • Highway, Intermodal, Bridges,Transit and Rail Issues/Funding- Including the RAISE Grants • Infrastructure Bill • Reconciliation Bill • Stormwater, Resiliency& Flooding Relief • Homeland Security& FEMA r Becke • Local Military HQ&Oceana Becker& October 12, 2021 5 CITY MANAGER'S BRIEFINGS FEDERAL LOBBYIST INTRODUCTION (Continued) Here are Potential Issues: LOOKING AHEAD: POTENTIAL ISSUES • Opportunity Zones Funding or Equivalent HUD Funding • U.S. Department of Justice Opportunities • Opioid Abatement Programmatic Funding and Support • Museum & Library Funding 4111 • K-12 Schools Programmatic Funding Support Becher I3c rkcr&Pcl iak, Here are a few possible Opportunities: LOOKING AHEAD: PURSUING OPPORTUNITIES • Army Corps'Annual Work Plan • Harbor Maintenance Trust Fund _ • Surface Transportation Reauthorization . • BUILD and DOT Grantsa ) • National Defense Authorization Act • Beach and Water Infrastructure `' s Funding • Water Resources Development Act Becker Reauthorization October 12, 2021 6 CITY MANAGER'S BRIEFINGS FEDERAL LOBBYIST INTRODUCTION (Continued) Here are some Community Project Funding sources: LOOKING AHEAD: COMMUNITY PROJECT FUNDING • Commerce,Justice, Science, & Related Agencies Appropriations Act • Energy &Water Development, & Related Appropriations Act • Labor, Health and Human Services, Education, and Related Appropriations Act • Transportation and Housing& Urban Development Appropriations Act • Infrastructure Legislation Becker becks;b Pc ckc, Mayor Dyer expressed his appreciation to Mrs. Bryan, Mr. Bedell and Mr. Lopez for the presentation. October 12, 2021 7 CITY MANAGER'S BRIEFINGS MAY315T RECOVERY UPDATE 2:52 P.M. Mayor Dyer welcomed Melissa Zibutis, Assistant to the City Manager, Roseanne Foggin, Coordinator- Virginia Beach Strong Center(VBSC),Regina S. Hilliard, Director-Human Resources, Danielle Progen, Director and Michael Freeman, Security Program Manager- Office of Emergency Management. Mrs. Zibutis expressed her appreciation to City Council for their continued support: —! ! - LI LI ElMay 31 ' V ToRe«e Recovery & - �, © `•� Resiliency `()`E FOR, Update 4 w . --..r._.+-.. :_,,k;',,,, - City Council Briefing • October 12,2021 Here are the Recovery and Resiliency Key Focus Areas: Recovery and Resiliency: Key Focus Areas • 5/31 Permanent Memorial • • VB Strong Center Update P • Hillard Heintze Recommendations 14"14.- • Human Resources:Centralization and 10 a Enhancements • Emergency Management:Security Improvements and Staffing 2 City Manager a Office I Mel ssa Z ia.As October 12, 2021 8 CITY MANAGER'S BRIEFINGS MAY3IsT RECOVERY UPDATE (Continued) Kearns& West is the consultant hired to assist with the 5/31 Permanent Memorial: 5/31 Permanent Memorial Applications Being Accepted for • Kearns&West: consultant hired to: 5/31 Memorial Committee pIX Y'yWa erereged MI*pima tC serve or the S 31 YMMW Corrratee • Serve as family and survivor liaison p.wesadrcw ea d app'osedn are now avabde Woe. • Facilitate 5/31 Memorial Committee Clkk here br the apple Wen • Create multiple opportunities for people Both are clue to anar,genes the UtyClerk by anv.t MI to provide input 'r.Lee tat h=m:enwmnp exm Kearns I.vier to runwe tee rneryw • Those interested in serving on Committee a.-erna(mess "p""'h"West.were as the °r'"`"°°""°� IKYastene Cremona Conmetee.and create m.dbpre pppOfOK+pIS for the must complete questionnaire and Talent Bank leerwes 5,nvors and tomfnuheytaprpaae input p,amemp.MOW^na application omen Aterappr<at"mesand'ercayma'Mangan have been 'edac:d iM dueSt.Maree wd'be rMlwed by me bm'y artl WMdr • Applications due November 1, 2021 to the cone'"erecoe^d.e""`��e`heym.rry ut o<b^de'1 ar.the Co✓rtt City Clerk at abarnes(a vbgov.corn www.loveforvb.com 3 Guttural AM..I Emily sprule L.bowe Mrs. Zibutis turned the presentation over to Ms. Foggin to provide an overview of the VB Strong Center (VBSC)Services: VB Strong Center (VBSC): Services Community connectedness • Case Management & 1-to-1 Support • Psychoeducational Classes Available Risk and • First Responder Services: resources vulnerabttit • Park Bench • De-identified Program Planning and procedures - Sl KOY6,.:� _ ENTE. 4 Sentare I Rosanne Foppm — • - October 12, 2021 9 CITY MANAGER'S BRIEFINGS MAY31sT RECOVERY UPDATE (Continued) Here are some of the VBSC Challenges: VBSC: Challenges • AEAP grant funds are limited in time and scope • COVID-19 restrictions and mental health implications • Complexities of navigating multi-agency approach to recovery • Need for a trauma-informed approach to workforce development, recovery and resiliency • Greater need to engage community partners to connect clients to resources as people exit City workforce 11 5 Sentara i Rosanna Fopy,n , The next two (2)slides provide an overview of the VBSC Transition of Services: VBSC: Transition of Services Sentara Hampton Roads NAM!—Coastal - Catholic Behavioral Trauma Informed Virginia. Charities Health Access Community Center Network provide continued referrals, mental health mental health , to create cost- psychoeducation service support services effective classes and provided to close to many program for the peer support VBPD COVB offices workforce groups on location in and COVB precincts customers \'J: 6 Sentare'Rosamx Fowl October 12, 2021 10 CITY MANAGER'S BRIEFINGS MAY 3Is''RECOVERY UPDATE (Continued) VBSC: Transition of Services • City Manager's Office has assigned staff to assist with continued resiliency programming and coordination of services related to unmet needs • Improvements to include: •Adding a trauma informed lens to programs and engaging with staff and the community •Creating a more collaborative approach to navigation of services,resource and benefits •Continuing to accelerate positive mental health outcomes and post-traumatic growth •Partnering with community providers to assist with future psychoeducational and mental health programming 7 City Manager Office I Melissa Zrbues Ms. Foggin turned the presentation over to Ms. Hilliard to provide information on the Phased implementation of centralized functions: Human Resources Phased implementation of centralized functions • Phase I —HR Liaison support • Phase II—All investigations and management consultations • Phase Ill—Centralized employee relations support 8 Hunan Rewarded I Repine Hillard October 12, 2021 11 CITY MANAGER'S BRIEFINGS MAY 31sT RECOVERY UPDATE (Continued) Human Resources new issue reporting platform is referred to as, R.E.S.P.E.C.T— Reporting Employee Situations Promptly to Enable Change Together: Human Resources • New issue reporting platform CIL 9 Human Resources Repine HillarC "' "` "" Human Resources All workplace violence allegations are investigated by Employee Relations • Multidisciplinary approach to managing internal threat assessment • Human Resources—Employee Relations and Occupational Safety&Health • Department Leadership • Police • Office of Emergency Management Security Division 1Q Human Resources I Regina H,I'lard October 12, 2021 12 CITY MANAGER'S BRIEFINGS MAY 31 sT RECOVERY UPDATE (Continued) Ms. Hilliard turned the presentation over to Ms. Progen who introduced Mr. Freeman. Mr. Freeman provided an overview of the OEM Security Division: OEM Security Division 113 • New Security Program Manager • Centralized security oversight and planning ittk • Immediate goals: • Security risk assessments&workforce perceptions '. `• reitiwt. • Build Security Division staffing } • Establish security incident response&reporting process 11 Emergency Management'Danielle Progen 8 Mike Freemen The next two (2)slides provide an overview of OEM Security Division: OEM Security Division -„, • Physical security policies, planning, trainings, &exercises • All hazards readiness posture with public safety • Threat intelligence&analysis • Threat assessment teams • Security technology platforms • Monitoring & notifications 12 Emergency Management l Mike Freemen October 12, 2021 13 CITY MANAGER'S BRIEFINGS MAY31sT RECOVERY UPDATE (Continued) OEM Security Division FBI-Developing Emergency Operations Plans(03/18) itp • Research shows it is highly unlikely law enforcement officers will beryl ' present when a shooting begins;therefore,those present must decide44, t what to do. F , 37 '` i • No single response fits all active shooter situations;making sure everyone t' knows the options for response can save valuable time and lives. • FBI 20-Year Review 2000-2019-Active Shooter Summary • Incidents:333-Wounded:1,789-Killed:1,062 Preparation and • Mass Killings(2021):Incidents:470 Wounded:1,927 Killed 482 Prevention is a Collage 13 Emergency Management Mike Freemen Thank You If you or someone you know needs assistance: NAMI Hotline: 1-800-950-NAM! (6264) or www.thevbstrongcenter.org 24-HR Crisis Hotline:757-507-7200 We're all in this together. C7VB Mayor Dyer expressed his appreciation to Mrs. Zibutis, Ms. Foggin, Ms. Hilliard, Ms. Progen and Mr. Freeman for the presentation. October 12, 2021 14 CITY MANAGER'S BRIEFINGS PERSONNEL VACANCIES UPDATE 3:34 P.M. Mayor Dyer welcomed Regina S. Hilliard, Human Resources — Director. Ms. Hilliard expressed her appreciation to City Council for their continued support and distributed the presentation, attached hereto and made a part of the record. Mayor Dyer expressed his appreciation to Ms. Hilliard for the presentation. October 12, 2021 _ ,Pk......!_,-; , . . . ,.. . , ' a — - ) ,...._. . i 1 --. .....,-- . . ,.. ..,41• ... II , -- a'. ..: ... . „, ,ft1 III, i . , .. ,..) C • • (13 e C) L13 01613°_ . 11 (TS= C 0 MI ,aW ' C\J as c:4 N c`' •—,,, CN C 1-- C'43 'acr, En n 0 SIM 4."*. 0 • 0 of employers globally report difficulty finding ���� the talent they need 790/g O Source:ManpowerGroup,"ManpowerGroup Employment 70.2% — _ Outlook Survey",Q4 2021 COUNTRY AVERAGE COUNTRY AVERAGE 44.3% COUNTRY AVERAGE HIGH DIFFICULTY AVERAGE DIFFICULTY LOWER DIFFICULTY India. Romania. Singapore. Bulgaria, France. Japan, Mexico. Netherlands, Poland. Slovakia. U.S.. Australia. Czech Republic. Portugal. Slovenia. Belgium. Germany, South Afnca. Italy, Spain Canada, Greece. Ireland, Hong Kong. U.K., Croatia. Switzerland, Brazil. Guatemala, Argentina, Finland, Hungary. Sweden, Austria, Turkey, Peru. Costa Rica, Panama. Colombia. China Norway. Taiwan. Israel Human Resources I Regina Hilliard 2 • United States employment in February 2021 was 8.5 million less than in February 2020, a COVID-19 pandemic caused a sharp one-year decrease In labor force participation among women and men loss that could take more than 3 years to e�ofworaenond men either employed or actt vcly looking for work,February 020 and February 2021 recoup assuming job creation proceeds at Feb.2021•Feb.2020 COVtD-19 low point roughly the same monthly rate as it did from M 6L3-°-{63.3 60.0 . ............................... 2018 to 2019. Wesson—66.9 67.9-- — 54.4 men 67.1 69.0 ---- 65.9 Estimates refer to people ages 16 and older and are not seasonally adjus.s.:. Pew Research Center analysis of 2020 and 2021 Current Population Survey monthly • The decrease in the labor force participation PEW RESEARCH CENTER rate for workers overall exceeds that seen in Source: Pew Research Center,"U.S. Labor Market the Great Recession and ranks among the Inches Back from the COVID-19 Shock,but Recovery is Far from Complete", April 2021 largest 12-month declines in the post-World War II era, according to Bureau of Labor Statistics data. Human Resources Regina Hilliard 3 The Great American Labor Shortage - Virginia Business Due to a phenomenon some are calling the WANTED Great American Labor Shortage, businesses across Virginia both small and large are being y forced to cut back on hours and services to stay open. A g* la )01 Human Resources I Regina Hilliard .,.. The City of Virginia Beach's experience mirrors the larger context. 5 9 P ' . Pie1111H eui6aa I saaJnosaH uewnH Pallid .:: aen Id LZOZ OZOZ 61.OZ 91.0Z 0 %Z '0.. %6 0001 0007 000C 175Z :6uvv\e! ualul 61.Z :6u!sipanpy - 000v 99 :6uipued Jag° 0009 sTy6ily6!H A3ueOen awR-IInd IZOZ 0009 000Z 0009 uoSL1ed wo A3U3eA� Retirements Actual Retirements 2021 Retirement Eligibility Unreduced Retirement Percentage • 2018: 218 (30+ Years of Service) Breakdown • 2019: 229 Non-Sworn 316 87% • LEO 49 13% 2020: 201 Total 365 100% • 2021 : 164 (9/1 /2021 ) 7 Human Resources I Regina Hilliard Recruitment Stats Number of Requisitions 1 ,456 981 1 ,385 Number of Applications 54,089 25,368 31 ,818 Average Number Applications 37 26 23 per Requisition Human Resources I Regina Hilliard 8 Nationally, infrastructure, medical, mental health, and social work positions are difficult to fill. • Behavioral Health •Emergency Medical Services Eligibility Professionals • • Family Services Professionals • Emergency Communications & Citizen Services • • Human Services Electricians • Engineering • Public Works • Inspectors • Planning and Community Development • Groundskeepers • Public Utilities • Maintenance Workers • Parks and Recreation • Motor Equipment Operators • Telecommunicators • EMS Volunteers Human Resources I Regina Hilliard " ' 9 Emergency Medical Services ( EMS ) Total Limited Key Points and/or Service CAREER Authorized Active Dut Vacancies Impacts Paramedics 48 44 1 3 • Calls for services increasing OLUNTEER Total AICs Active AICs AIC Active AIC • Ambulance staffing down Vacancies Vacancies by at least 1 .5 units per 8 Ambulance 406 324 __ __ day from 2019 Crews • Response times Current Level 465 381 -- increasing 10 Ambulance • Increased workload on Crews 507 406 42 25 crews is becoming unsustainable 12 Ambulance 608 487 143 106 Crews 14 Ambulance 710 567 245 186 Crews Historical Voluntee. Peak (2013): 562 AICs/450 Active Emergency Medical Services I Ed Brazle 10 EMS Specific Actions to Address Interim Stop Gaps Long-term Need • Shifted most career medics from • Additional investment in volunteer zone car to ambulances recruitment, training and retention • Increased reliance on VBFD for ALS runs • Longer ALS response times • Sustains our valuable volunteer base • Greater reliance on mutual aid • Long timeline to recruit and qualify new partners members • Not sustainable • Unrealistic way to cover all staffing needs • Shifting inter-facility calls to private • Hire additional career staff ambulances when feasible • Not consistent • Proven model to provide staffing as well as sustaining our volunteer service • Creative volunteer staffing • Immediate impact on ambulance staffing • Maximizes limited personnel pool Emergency Medical Services I Ed Brazle ECCS Vacancy ■Filled 160 Key Points and/or Service Impacts 140 • Call volumes going up 120 � • Application numbers are down from previous years 100 = 62% 76°,0 o 111 75% • More difficult to reach call answer 80 79% iimmomm sow standards 60 Greater potential for call answer delay 40Nimma 38% 20 25% mismom — 0 — 2018 2019 2420 2021 Emergency Communications and Citizen Services I Jada Lee 1 2 4^, ECCS Specific Actions to Address • Recently streamlined the onboarding process • Implemented recruitment and retention bonuses • Reclassification of positions to emergency call taker designation to reduce training length • Undergoing a study to review staffing standards • Cross-trained 3-1 -1 to take on more non-emergency calls Emergency Communications and Citizen Services I Jada Lee , 13 Human Services ( HS ) Vacancy Filled Key Points and/or Service Impacts 1400 • Key DHS Programs may need to 1200 reduce capacity and/or pause 1000 m __� admissions INIIIMINM $oo IIIIIIII p • Considering closure of certain 81% 600 87% liNI 87% MENEMONI 87% programs to redirect staff �_ resources 400 MOMMENI 200 • Difficulty recruiting and retaining 13% staff to meet state required 0 services (e.g., Emergency 2018 2019 , • 40 2021 Services, Marcus Alert) Human Services I Aileen Smith 4 HS Specific Actions to Address • Increased use of hiring bonuses for critical mandated programs for certain hard to fill positions • Retention bonuses for key positions in DHS • Initiate shift differential compensation for staff in the 24/7 programs and key areas where shift work is required to meet standards • Utilization of alternative recruitment advertising methods Human Services I Aileen Smith 15 Public Works Vacancy ■Filled Key Points and/or Service Impacts 1200 • Increased federal spending on infrastructure and housing boom creating 1000 - _ strong competition for infrastructure labor. moms mom. 800 =MOM • Most difficult to fill project management mismi mmmi and program management positions Immo 600 - • Over 120 staff members eligible for 88% 86% 90% retirement at end of fiscal year = 89% mom. imm• 4no =MEM 111M11111111 • Maintenance and construction contractors Immo experiencing same labor shortages Nommi .�■ • Project delays and increased costs 19% 14°' 2020 1 Public Works I LJ Hansen 16 PW Specific Actions to Address • Solid Waste Apprenticeship Program • Commercial Drivers License (CDL) coursework. • 26 students have completed the program. 24 of the 26 remain with the City. Public Works I LJ Hansen 17 Planning Vacancy ■Filled Key Points and/or Service Impacts • Increased federal spending on infrastructure and housing boom creating strong competition for infrastructure labor. • Since 2019, significant key leadership and supervisory positions turnover 80 89% 89% 87% • Difficulty retaining plan reviewers and 91% 60 engineers • Increased times for site plan reviews and 40 permit processing • Inspections and monitoring is more 20 = reactive than proactive due to staffing 2020 2021 Planning and Community Development j Bobby Tajan , 1 8 Public Utilities Vacancy■Filled 450 Key Service Impacts 400 • Customer Service 350 • Operational Maintenance 300 p 250 87% mmimm 840,0 81% • Storm Recovery 88% � o immem 200 weimee immemmi lommam 150 � mmmmmmmm 100 _ _ �_ 50 n 190/ 16/o - Nomilmoit 2018 2019 ' .I 2021 Public Utilities I Bob Montague 19 Public Utilities Solutions Customer Service Operational Maintenance Storm Response & • Prioritization of customer • Increased use of overtime Recovery service orders to complete maintenance . Prioritization of (emergency orders, start required b mandates •or Consent Order response effort service, stop service, etc.) • Some routine • Reassignment of staff • Work queues are maintenance has been to address needs managed with overtime deferred flushing program • Hiring temps to cover and valve exercising (when available) • After hours emergency response is covered with • Reassignment of staff to standby and skeleton cover emerging priorities crews (Biller shifts to CSR role) Public Utilities l Bob Montague 20 Parks & Recreation Key Service Impacts Vacancy Filled FT FTE 600 • Delayed mow cycles and routine park repairs • 200+ PT vacancies severely impacting services 500 =mom mom. • Rec Centers still unable to resume normal hours of operation & services (reduced hours, no drop- 400 � MIN= mom= in child-care, etc. due to staffing shortages) • Numerous impacts to fall & winter athletic 300 .� ° leagues (ex: most youth basketball leagues 90% s9% 90°,° s4�° cancelled) mow.200 • Child-care sites being reduced/consolidated due • to vacancies • Pool hours may need to be reduced 100 • Vendors and contractors (landscaping, athletic • 11°i° 10°,° 16°% officials, Abacus temp. agency, etc.)facing 0 same challenges 2018 2019 2020 2021 Parks and Recreation I Michael Kirschman 21 "A full recovery for the labor market appears distant." - Pew Research Center 22 Social Media Strategies for Recruitment • Recruitment brand: SUPERHEROES are real. We call them EMPLOYEES. • Videos and posters of various positions highlighting current employees • Posted on Facebook, Linkedln, Instagram, VBgov.com/Careers and local job sites • Created HR Facebook page for We are hiring: IT SYSTEMS ENGINEER recruitment (INFORMATION SECURITY) • Ads for various jobs, especially hard-to-fill (using our vi workforce in some ads); Also post these on Linkedln, c Instagram and shared on various local job sites =.� • Employee "stories" about why they love working at — SUPERHEROES are real. We call them EMPLOYEES. +' the City Superhero videos Bring your superpowers to do good things! • APPLY AT WWW.VBGOVCAREERS.COM NBIlumun Recnur(l, one ECCS/311 act: 9,625 peopled reached; 656 engagements; 600 post clicks So far this year (thru 9/18/21): 43,584 peopled reached '- 2,678 peopled reached; 546 engagements; 253 post clicks 23 online Strategies for Recruitment • VBgov/Careers web page Spotlight On • Scroll hard-to-fill jobs • Spotlight various jobs compiled by work ra.�'CUnicaVNuaing Trade/CDL± _F�� •(a+ertlpc farmr MaNraranraYfmkar a Sfa�j�ycnl+viu ldG4lti,'rk,sNenulllutiwil wnYS$•em v.ta0a • [ .MC nr'FOW!`mant Opts bj area Engineering T Seasonal/Part-Time • •Created easy step-by-step hiring "" • .a,ati� � ▪Eryaine..,l,tl�Rraraomvt'on samlect Marxga�ti. .Bova cm+ss�vrrt •Emir. aL9ffi�`+IG!�pYI:N: •5ei'Ril!42p3SiL3�CI�i1L�1:Ltt1S. process instructions Technology Professional/Admin. •Svatm•Matyyp,�p�gyyyq�� n�ratNrs wna9Y: • Created annual Work Life by the :SY :� ra��„m° a rt ..� •r„,pn,,,ra s Mrpw•tam� Numbers Report to highlight data about the City: continuous City tenure Yew;Applyf°r • Fpur a °° re, ��. °°rk�ebt�,e , Jobs � Bnxfits '�{A (� � Numbers lgl0 demographics, job advancements, Applicant r City rsra ee in ery:Gren Assistance Page FacebonA Page Inctageam Page 0 average compensation, etc. • FT benefits document it • Employee videos 24 We are implementing and exploring similar tools being used by competitors, as well as VB specific strategies . City of Virginia Beach • Top Incentives Offered to Attract & Retain In-Demand Talent Classroom and virtual training • Tuition Reimbursement 41% 39% 31% 28°/� • Mentoring Program • Flexible work schedule& remote workplace 41.1 OFFER TRAINING, 0jj) OFFER MORE OFFER MORE �7�;� _J INCREASED Q 41.1 SKILLS DEVELOPMENT FLEXIBLE WORK tiyA FLEXIBLE WORKING OR MENTORING SCHEDULES WAGES C�'� •LOCATIONS FY22: 4.5% raises for general workforce; 8.5%for public safety; Police longevity pay and education • Removing unneeded obstacles in hiring process 23% 20% 20% 9% • Hiring and Retention/Performance Bonuses S _ OFFER INCENTIVES OFFER MORE NON. rr SS? LOWER JOB SKILLS (��', ELIMINATE JOB "�` I JOINING BONUSES) 0 Q• FINANCIAL BENEFITS riff OR EXPERIENCE y �_SCREENING OR • Evaluating positions that have not been filled for (VACAT10N1 rill REQUIREMENTS ��'/ DRUG TESTS significant periods of time for repurposing Source: ManpowerGroup,"ManpowerGroup Employment Outlook Survey",Q4 2021 Human Resources I Regina Hilliard 25 Other Recruitment and Retention Efforts Recently Implemented Under Consideration • 3 Flexible Holidays • Increased PTO • Total compensation and market • Maternity/Paternity/Adoption salary survey results Leave • Define FT exempt has 80 hours • Parental Leave • Stipends for certifications over two-week period (CDL, automotive, safe driving, • Student Loan Assistance paramedic) • PW CDL Apprenticeship program • Modification of Shift Differential • Flexible Workplace • Childcare • Increased marketing • Transitional jobs program • Increased holidays • Pandemic Bonus • Restructuring health insurance • Targeted media buys tiers Human Resources I Regina Hilliard p- ^ ,; 26 Summary • Virginia Beach experience is not unique • Departments continue to provide services while juggling staffing challenges • The City has implemented a variety of tools and considering more to address recruitment and retention Human Resources Regina Hilliard 27 1•7'"'"759, _ . • . •toktty,',.. Aminwp. • • - MEN -•-• •- OPV151111 - . • ' Organizational Vacancies October 12, 2021 trginia Beach 15 CITY MANAGER'S BRIEFINGS 17t STREET REGIONAL STORMWATER FACILITY 5:14 P.M. This presentation was postponed. October 12, 2021 16 CITY COUNCIL DISCUSSION/INITIATIVES AMERICAN RESCUE PLAN ACT(ARPA)FUNDS ALLOCATION 5:15 P.M. Mayor Dyer advised several Members of the Body requested to defer this discussion and asked if there was any objection. Council Member Henley advised she does not object to deferring the discussion but would like to request a complete list of how funding from the government, including the ARPA and CARES Act, has been spent. City Manager Duhaney advised none of the ARPA funding has been allocated and will provide allocation information for the CARES Act in the Friday Package. Mr. Duhaney explained a significant portion was used to reimburse employee salaries and support nonprofit organizations. October 12, 2021 17 CITY COUNCIL DISCUSSION/INITIATIVES PROPOSED LEGISLATIVE AGENDA 5:18 P.M. Mayor Dyer welcomed Mrs. Bryan to open the discussion. Mrs. Bryan advised the purpose of this discussion is for her to gather the Body's general comments based on the proposed legislative information provided in the October 86 Friday Package. Mrs. Bryan will use information from this discussion to update the Proposed Legislative Agenda and post on the City website in advance of the Public Comment scheduled for October 19`h. Mrs. Bryan advised the Public Hearing is a legal requirement since changes to the City's Charter are proposed and will be held on November 9`h. Council Member Henley expressed concern that the draft is written with "City Council"supporting each item and feels it is too broad. Mrs. Bryan advised there will be a category for legislative items the Body initiates that will be sponsored and drafted by a specific delegate and another category for general policy issues where the Body is not requesting a change to the law but rather support for something, such as the Preservation and Expansion of Tree Canopies item. Mrs. Bryan advised it will be up to the Body if the Legislative Agenda is adopted as a whole or if each item will be voted on. Council Member Holcomb asked when will the Agenda be finalized and when can measures be discussed? Mrs. Bryan advised the items listed are ones that have been requested and can be discussed now. Council Member Holcomb referenced the item to Amend State Code to, "Prohibit Public Employees to Hold Public Office";requested by Council Member Rouse,and requested the Body reject this item. Council Member Holcomb believes the proposed amendment is an indictment on more than 17,000 city and school employees and sends the message they are underestimated, undervalued and marginalized. Council Member Holcomb advised he hears so much about inclusion and diversity, adding diversity includes experience and background. Council Member Holcomb believes equality is a human right, not a political issue and voters should be the ones who decide who serves. Council Member Rouse advised the amendment was requested based on feedback from members of the community who are concerned with conflicts of interests such as, a city employee serving as a Member of the Body and dictating what the budget should. Council Member Rouse agreed if someone wants to run for office, they should be allowed to but if someone wants to serve on this Body, they should not have the perception of having a conflict of interest. Council Member Rouse read the background information: "This statute limits the ability of a locality to enact restrictions upon political activities of employees when the employees are off duty, out of uniform, and not on the premises of their employment. Included in the list of political activities is "becoming a political candidate." After the General Assembly enacted this statute, the City Council repealed language in the City Code that had previously prevented city employees from being candidates for the office of mayor or member of the City Council." October 12, 2021 18 CITY COUNCIL DISCUSSION/INITIATIVES PROPOSED LEGISLATIVE AGENDA (Continued) Council Member Rouse advised the amendment would answer the public's concern. Council Member Holcomb advised he submitted a letter requesting the opinion from the Commonwealth Attorney and advised when a conflict of interest arises, there is a conflict of interest statement that can be filed. Vice Mayor Wilson advised this issue has come up before and asked City Attorney Stiles to comment. City Attorney Stiles advised there used to be a City Council Ordinance that prohibited city employees from running for office, but the General Assembly enacted a law that currently mandates localities allow their employees to run for political office which includes City Council. Mr. Stiles advised if the Body wants to go back to the previous law, it first must ask the General Assembly to eliminate the provision. Mayor Dyer asked for clarification if a Constitutional Officer is considered a city employee? City Attorney Stiles advised Constitutional Officers are considered a distinct legal entity elected by the public and his or her employees are employees of the Constitutional Officer although this Body does provide some funding for those positions. Council Member Rouse advised the Body sets the budget for Constitutional Officers and therefore it is a conflict of interests. Council Member Rouse advised if it is the will of the Body not to accept this then he will have sponsors in the Senate and General Assembly to carry this bill. Council Member Holcomb asked if that is going to be the approach, then why have a Legislative Agenda? Council Member Wooten recalled the Body having this same discussion about a city employee during the time of selecting a Kempsville Council Member and there were concerns of that employee having a conflict of interest and advised Council Member Rouse is answering that issue. Council Member Berlucchi advised having a conflict of interest does not disqualify someone from service, there are a variety of conflicts Members of this Body have had and is their responsibility to recuse themselves from deliberations on those matters. Council Member Berlucchi believes it would be discriminatory to cause someone to surrender their ability serve their community because a conflict exists. Council Member Moss advised he worked for the Department of Defense for forty-one(41)years and could not serve in either Congress or Senate due to potential conflict of interests and explained his reason to share that is not because he agrees or disagrees but to show there is no judicial precedence of it being unconstitutional. Council Member Henley advised in the past the Body recognized in order to having legislation successfully passed, the Body needed to prioritize items. Council Member Henley recommended the Body be strategic in selecting items that are the most important. October 12, 2021 19 CITY COUNCIL DISCUSSION/INITIATIVES PROPOSED LEGISLATIVE AGENDA (Continued) Vice Mayor Wilson asked Mrs. Bryan to confirm the timeline for submitting the Legislative Agenda. Mrs. Bryan advised next Tuesday, October 19th, there will be a Public Comment followed by the Public Hearing and vote scheduled for November 9`h. Council Member Jones asked when will bills be introduced? Mrs. Bryan advised the time period to introduce bills is between November 1 S`h and December 30`h. Council Member Jones recommended the Mayor and Vice Mayor set up a meeting with delegates after the November 2"d election to inform them of the items the Body is submitting to try and seek their support. Council Member Jones advised if the items do not have a sponsor in the General Assembly, they will not pass. October 12, 2021 20 ADJOURNMENT Mayor Robert M. Dyer DECLARED the City Council Workshop ADJOURNED at 5:43 P.M. Tern . eli Chief Depu City Clerk nda es, C City Clerk City of Virginia Beach Virginia October 12, 2021