>> I WOULD LUBE TO CALL THE MEETING OF THE EDUCATION WORKFORCE TO ORDER.
[1. Roll Call - Announcement of a Quorum]
[00:00:13]
WE HAVE A QUORUM OF THE BOARD PRESENT.THIS MEETING CALLED TO ORDER AND MEMBERS, YOU WILL BE GIVEN FIVE MINUTES TO SPEAK.
WE HAVE TO CITIZENS WISHING TO ADDRESS THE COMMITTEE TODAY?
[2. Certification of Notice Posted for the Meeting]
>> WELL, WE HAVE ON THE AGENDA TWO COMMITTEE PRESENTATIONS AND SADLY, WE'RE GOING TO DEFER DUE TO SOME TIME CONSTRAINTS AND AT THE REQUEST OF THE CHANCELOR, THE FALLÂ ENROLLMENT UPDATE.
>> THERE ARE A NUMBER OF THINGS TO DO AND GIVE AN UPDATE AS WE'RE LOOKING AT A
[4.2. Faculty Evaluations and Contracts: A Dallas College Model Presenters: Sherri Enright, Shawnda Floyd, Tricia Horatio]
NEWÂ WORKING WITH A NEW EVALUATION SYSTEM AND TALKING ABOUT THAT AND ISSUES RELATED TO FACULTY CONTRACTS THAT ARE OUT THERE, SO THIS IS A PREVIOUS REQUEST AND WE WANTED TO PROVIDE THIS UPDATE TO WHERE WE ARE AND TO SEE IF I CAN GET YOUR FEEDBACK MOVING INTO THIS AND A TIMELINE TAKING ON THIS ISSUES.TODAY WEAR HERE TO PROVIDE AN UPDATE ABOUT THE FACULTY EVALUATION AND PERFORMANCE AS WELL AS THE FACULTY CONTRACT AND THIS PRESENTATION IS IN RESPONSE TO SEVERAL INQUIRIES MADE AND ONE ABOUT FACULTY EVALUATION AND SOME INFORMATION ABOUT THE CONTRACT.
SO I'LL ADDRESS AT THE OUTSET, THE EVALUATION SYSTEM AND TO REPRIZE THAT AND WE WILL GET INTO COLLEGE EMPLOYEE, AS WELL AS MORE SPECIFICS AND ON THE CONTRACTUAL ISSUES AND TRISHA WILL LEAD US IN THE DISCUSSION OR INTO TALKING POINTS ON THE CONTRACTS SPECIFICALLY AND SOME OF OUR LOCAL POLICY AND WRAP UP IN RESPONSE TO THE SPECIFIC QUESTION, I THINK FROM TRUSTEE RITTER, AT THE TIME, THE UTILITY OF A THREE CONTRACT FOR FACULTY.
BY WAY OF BACKGROUND AND DISCUSSION, THE CURRENT SYSTEM THAT WE'VE HAD IN PLACE HAS BEEN IN PLACE SINCE AT LEAST 1984.
DALLAS COLLEGE RIGHT NOW, SINCE WE'VE JUST RECENTLY CONSOLIDATED, WE'RE ACTIVELY ENGAGED IN POLICIES TO ENSURE THEY'RE ALIGNED WITH OUR ORGANIZATIONAL STRUCTURE AND THIS IS A RIPE TIME FOR US TO LOOK AT THE FACULTY PROCESS AND TO MAKE SURE THAT IT'S STILL RELEVANT AND PERTINENT OUR ORGANIZATION.
THE BOARD HAS MADE INQUIRIES AND THE LINK THAT IT HAS TO ANY EVALUATION SYSTEM AND YOU MAY RECALL IN AUGUST WE HAD A BOARD MEETING WHERE OUTSIDE COUNCIL CAME IN AND SPOKE ABOUT A LOT OF ISSUES, A MYRIAD OF ISSUES SURROUNDING THE DOMAIN OF CONTRACTS AND EVALUATIONS.
>> SO THANK YOU FOR THE OPPORTUNITY TO SPEAK WITH YOU TODAY AND AS YOU MAY RECALL WHEN I PRESENTED TO THIS BOARD IN APRIL OF 2021, WE TALKED ABOUT FOUR KEY STRATEGIC RESOURCE AREAS AND THINGS WE WANTED TO ADDRESS AND ONE WERE PERFORMANCE EVALUATIONS AND AN APPROACH ABOUT THE METHODOLOGY.
SO WE ARE INCORPORATING THAT NEW APPROACH AS WE MOVE FORWARD WITH ONE ROLE WHICH MANY OF HAVE HEARD ABOUT THIS.
OUR EMPLOYEE EVALUATIONS HAVE SOME GENERAL STATEMENTS ABOUT HOW WELL AN EMPLOYEE DOES THEIR JOB AND HOW WELL THEY COMMUNICATE AND IT'S NOT DRIVEN BY
[00:05:04]
PERFORMANCE BASED AND HOW WELL ARE YOU PERFORMING YOUR JOB, WHAT ARE YOU DOING WITHIN YOUR JOB? SO WHAT WE WOULD LIKE TO DO IS INTRODUCE A METHODOLOGY BASED ON PERFORMANCE BASED COMPETENCIES AND WE EXPECT THIS FROM EVERY EMPLOYEE, AS WELL AS THEN JOB FAMILY SPECIFIC COMPETENCIES AND SPECIFICALLY TIED TO A MERIT BASED PAY APPROACH.>> THAT LAST PIECE WILL BE A SEPARATE DECISION MOVING FORWARD AND AS REQUESTED, WE ARE TAKING THAT INTO CONSIDERATION.
>> THANK YOU FOR THAT CLARIFICATION.
>> WE TALKED ABOUT THAT IN GENERAL AND THAT APPROACH WILL COME BACK.
BUT WE BELIEVE THE MOVE TO THE COMPETENCY'S MODEL AND APPROACH WILL ENSURE THIS IS ALIGNED SPECIFICALLY WITH THE MISSION, VISION AND GOALS AND EVEN MORE SO, THE BOARD PRIORITIES AND IN ORDER TO ENSURE THAT FACULTY ARE ALIGNED WITH THIS PROCESS, DR. FLOYD HAS CONVENED A GROUP TO LEAD THIS INTO THE PORTION TO FALL INTO THE JOB SPECIFIC COMPETENCIES AND WHEN THAT WORK IS DONE, IT CAN BE BUILT IN AND BACKING UP JUST ONE AND SO IN TERMS OF A TIMELINE, FIRST, OBVIOUSLY, WE WOULD LIKE TO IDENTIFY OR NEED TO IDENTIFY THE CORE BEHAVIORAL COMPETENCIES, AS WELL AS ONCE WE MOVE IN THE JOB FAMILY, DEPENDING ON THE FAMILY FAMILY I'M IN, I MAY HAVE TO HAVE DIFFERENT COMPETENCIES AND FOR INSTANCE, IF I'M A FACULTY MEMBER BEEN I NEED A CERTAIN SET THAT ARE TIED TO MY CONTRACT AND MY JOB DESCRIPTION.
IF I AM IN, FOR INSTANCE, FACILITIES, I MAY NOT NEED THE SAME JOB COMPETENCIES, BUT THERE'S A CERTAIN TYPE THAT IN MY ROLE, IN THAT DEPARTMENT, I DO NEED.
SAME COULD BE SAID, FOR INSTANCE, IN IT, PERHAPS THERE'S MORE TECHNICAL SKILLS IN THAT JOB FAMILY.
SO I WANT TO BREAK DOCUMENT TO ENSURE THAT AS WE'RE LOOKING AT EMPLOYEE PERFORMANCE, IT'S RELATIVE TO THE JOB THAT THEY PERFORM AS WELL AS TO THOSE OVERALL GOALS.
SO WE WILL BE DOING THAT WORKING WITH EXECUTIVES, WITH THE LEADERSHIP TEAM, KEY STAKEHOLDERS TO IDENTIFY THOSE AND MOVING FORWARD, OBVIOUSLY GETTING THAT INPUT FROM CAN'T STAKEHOLDERS AND THEN ENSURING WE'RE ALIGNING WITH THE BOARD PRIORITIES, MISSION, VISION AND GOALS AND INCORPORATING THE V2 MOM PROCESS AND THEN FINALLY, WHATEVER APPROACH WE BRING TO YOU IN THE BOARD.
>> THE CORE COMPETENCES AS TRANSCENDED, HAVE THEY BEEN DEFINED AND WOULD THEY BE THE SAME FOR FACULTY AS WELL AS STAFF?
>> THEY HAVE NOT BEEN DEFINED AS YET AND, YES, THOSE ARE BEHAVIOR CORE COMPETENCIES.
SO FOCUSED ON EMPOWERED EMPLOYEE AND A CUSTOMER STUDENT FOCUS TYPE OF A THING AND SO REGARDLESS OF WHAT EMPLOYEE GROUP YOU'RE IN, FACULTY, WHETHER YOU'RE, YOU KNOW, REGARDLESS, ADMINISTRATOR, STAFF, ANY WORKFORCE, YOU WOULD BE EXPECTED TO SUBJECT CORE, BEHAVIOR COMPETENCIES.
THE PROCESS I ENVISION IS PRESENTING A LIST OF 10, 15, 20 OF THOSE TYPES OF COMPETENCIES, GETTING INPUT FROM CAN'T STAKEHOLDERS AND LEADERSHIP AND SAY, OK, WHAT ARE THEFOUR OR FIVE THAT WE NEED ALL OF OUR WORKFORCE TO EXHIBIT AND NAIL DOWN ON THOSE? THEN THE JOB FAMILY COMPETENCIES WOULD BE THE SAME.
>> THE FACULTY GROUP THAT I SPECIFICALLY MENTIONED IS THAT ON THAT JOB PIECE AND REALLY DEFINING HOW THEIR JOB PERFORMANCE WILL BE MEASURED AND ENGAGED.
THE CORE COMPETENCIES, WE WANT ALL INPUT FROM ALL IN THAT REGARD.
MOVING TO THE CONTRACT UPDATE, WE HAD SOME DISCUSSIONS IN AUGUST ABOUT
[00:10:05]
THE THREE YEAR ROLLING CONTRACTS AND THE NUMBER OF FACULTY CURRENTLY ON THOSE, WE HAVE 337 FACULTY ON THREE YEAR ROLLING CONTRACTS WE HAVE 115 FACULTY ON ONE YEAR CONTRACTS AND I DO WANT TO CAUTION THAT THESE NUMBERS ARE A BIT PROXIMATE AS WE ARE STILL IN THE STAGES OF, FOR INSTANCE, OF HIRING FULL TIME FACULTY AND THAT ONE YEAR CONTRACT NUMBER MAY GO UP AND THIS IS A POINT IN TIME NUMBER AND THAT POINT IN TIME IS AS OF THE END OF AUGUST.SO AS YOU LOOK AT, OBVIOUSLY, THE BULK ON A THREE YEAR, ARE NOT UNUSUAL, BUT THE PROVISION OF THE THREE YEAR ROLLING CONTRACT IS, IN FACT, UNIQUE TO DALLAS COLLEGE AND TRISHA WILL WALK US THROUGH THE ASPECTS BEHIND THAT.
I'LL WALK YOU THROUGH THE LEGAL REQUIREMENTS AND UNLIKE PUBLIC SCHOOLS, FACULTY IS NOT HIGHLY REGULATED AND THERE ARE TWO MAN PROVISIONS AND ONE OF THEM IS BEFORE YOU, 51, THAT 943 AND THE OTHER ONE RELATES TO NONDISMISSAL AND IS NOT A PART OF THIS CONVERSATION.
AND SO 51943 IS UNEQUIVOCAL AND TEACHING FACULTY MUST RECEIVE WRITTEN CONTRACTS FOR AN ACADEMIC YEAR AND INSTITUTIONS MAY ADDITION CORRECTION ONONE YEAR AND RIGHTS AND EMPLOYMENT DO NOT EXTEND BEYOND THE CONTRACT TERM.
NOW, DALLAS COLLEGE POLICY CURRENTLY GOES BEYOND THAT AND THE POLICY WAS ESTABLISHED IN WHAT WE BELIEVE TO BE 1987, AT THAT'S WHAT OUR RECORDS SHOW, WITH THAT COULD BE AS EARLY AS 1965 AND PROVIDES THAT AFTER COMPLETION OF THREE CONSECUTIVE ONE YEAR CONTRACTS, FACULTY MAY BE OFFER ADD THREE YEAR CONTRACT PERFORM AND THEN AFTER COMPLETION OF THE FIRST YEAR OF A THREE YEAR CONTRACT, THEY MAY BE OFFERED A SUCCESSOR THREE YEAR CONTRACT AND THAT IS, IN FACT, THE ROLLING THREE YEAR CONTRACT.
SO IN PRACTICE, THAT PROVIDES AT THE END OF EACH ACADEMIC YEAR, A SUCCESSOR THREE YEAR CONTRACT THAT GOES INTO GRATUITY FOR A LENGTH OF THE INDIVIDUAL'S EMPLOYMENT AND NOT WITHOUT DUE PROCESS HEARING.
THIS MANUAL IS UNDER REVIEW AND WE WILL BRING THAT TO THE BOARD.
>> KIND OF TO YOUR POINT, I WOULD GUESS INITIALLY, WHERE THERE WAS AN OPTION, NOT NECESSARILY DONE ROUTINELY AND HAS EVOLVED INTO A ROUTINE EVENT.
SO LOOKING AT OUR PEER INSTITUTIONS, WE ARE VERY MUCH ALONE, SO WHILE MOST OF THEM OFFER A THREE YEAR CONTRACT, WE'RE ALONE IN TERMS OF THE ROLLING THREE AND NO OTHER INSTITUTION THAT WE'VE LOOKED AT OFFERS A CONTRACT.
SO LOOKING AT COLLIN, FOR EXAMPLE, THEY OFFER A THREE YEAR CONTRACT.
LONE STAR OFFERS THREE ONE YEAR TERMS AND THEY DO OFFER TEN YEAR, BUT ON CONDITIONS UNIQUE TO THE INSTITUTIONS AND SO, TERRENT OFFERS FOUR YEARS OF PROBATIONARY SERVICE AND THAT'S AGAIN FOR ONE YEAR TERMS AND EL PASO OFFERS FIVE YEARS OF PROBATION AND LONE STAR PREVIOUSLY HAD A TEN YEAR POLICY.
HOWEVER, IT IS CURRENTLY SUSPENDED AND UNDER REVIEW.
AND SO, YOU CAN'T SPEAK ON WHAT THEY'RE OFFERING.
[00:15:03]
>> IS THERE A UTILITY IN A THREE YEAR CONTRACT? THERE IS ABSOLUTELY UTILITY TO IT AND THIS IS A GREAT WAY TO ACKNOWLEDGE AND MAINTAIN HIGH PERFORMING FACULTY WHO EXCEED EXPECTATIONS ROUTINELY AND GO ABOVE AND BEYOND IN THEIR SUPPORTIVE STUDENTS.
AND A THREE YEAR CONTRACT IMPACTS MORALE AND THIS IS A WAY TO IMPACT OUR FACULTY IN THE RIGHT WAY, LETTING THEM KNOW WE SUPPORT THEIR EFFORTS IN THE CLASSROOM AND A THREE YEAR CONTRACT WITH LINE UP PRACTICES WITH COLLEGES THAT OFFER MULTIYEAR AND OPPORTUNITIES, BUT IT GIVES US OPPORTUNITY TO COMPETE IN THAT SPACE MOVING INTO THE BACK OF THE ARENA, TO MAKE SURE, AGAIN, WE'RE ATTRACTING AND RETAINING THE FACULTY WHO ARE THE HIGHEST PERFORMERS AND MAKING IMPACT IN THE CLASSROOM, SINCE WE ARE OFFERING BACCALAUREATES.
>> THIS WOULD BE FIRST POLICY AND WE HAVE TWO POLICY, DCA AND DLA.
(PLEASE STAND BY) SINCE WE ARE OFFERING BACHELOR ATES, WE'LL BE COMPETING WITH OTHER FOUR YEARS.
WE NEED AND WANT TO BE IN THESE SPACES FOR OUR STUDENTS.
>> SO THE NEXT STEPS IN AFFECTING THESE CHANGES FOR REVISIONS THAT WE'VE DISCUSSED TODAY, WOULD BE FIRST POLICY.
WE'VE GOT TWO POLICIES, DCA, WHICH I REFERRED TO.
AND DLA, WHICH DEALS WITH THE FACULTY EVALUATIONS -- ACTUALLY EVALUATIONS FOR CONTRACTUAL EMPLOYEES.
DLA SPEAKS TO IT VERY GENERALLY, THE ACTUAL BOLTS OF IT ARE IN THE REGULATION.
WE WOULD NEED TO MAKE UP DATES TO THOSE POLICIES TO GET IT IN LINE WITH WHATEVER DECISION THE BOARD MAKES.
THER CURRENT CONTRACT SINCE WE'VE BEEN OPERATING UNDER ROLLING THREES.
WE HAVE INDIVIDUALS IN FIRST YEAR OF THREE-YEAR CONTRACT AFTER THE ISSUANCE OF THE 2021-2024 CONTRACT.
WE WANT TO HONOR THE CONTRACTS THROUGH THE EXPIRATION OF THEIR TERM.
CEASE OFFERING NEW ROLLING CONTRACTS UNDER WHATEVER POLICY WE'VE ADOPTED AT THE TIME.
AND THEN, UPON EXPIRATION START ANEW WITH THE POLICY IN EFFECT AT THE TIME.
>> WHICH WOULD BE IN ACCORDANCE WITH THE TIME FRAME WE'RE LOOKING AT THAT TOOL....
>> EACH FACULTY MEMBER WOULD HAVE A SEPARATELY DEFINED EVALUATION MATRIX IN THEIR CONTRACT? OR ARE YOU DOING IT BY GROUPS AND WORK GROUP AREAS?
WE'LL WORK WITH THE FACULTY COMING UP WITH A COMMON INSTRUMENT THAT WOULD --
THAT PORTION WHERE WE TALKED ABOUT JOB FAMILY COMPETENCIES -- TO DR. MAY'S POINT.
>> YEAH, THEY WOULD BE A SPECIFIC JOB FAMILY FOR WHICH THEY WOULD PROVIDE INPUT ON HOW THEY WOULD BE MEASURED THAT WOULD GO INTO THAT EVALUATION TOOL.
>> IN TERMS OF UTILIZATION OF THE EVALUATION TOOL, YEAH, THERE'S -- I PERCEIVE A CERTAIN INTEGRITY IN TERMS OF FACULTY OVERSIGHT AND REVIEW.
THAT'S THE THEORY OF THE ACADEMIC STRUCTURE WITH THE PROGRAMS AND THE DEANS OF THE SEPARATE COLLEGES OVERSEEING -- SO THIS EVALUATION TOOL, THE FACT THAT THEY'RE GOING TO HELP DESIGN IT AND BASICALLY BE ADMINISTERING IT, THE FACULTY ADMINISTRATIVE LEADERSHIP IS GOING TO BE OVERSEEING THIS.
>> I DON'T THINK LEADERSHIP WILL OVERSEE THE PROCESS OF IMPLEMENTING THE FACULTY EVALUATION TOOL.
BUT I'M IMPRESS WID THIS GROUP.
I WANT TO SHOUT-OUT MY FACULTY COUNSEL WHO IS BEHIND ME WHO CAME TOGETHER TO PROVIDE A LIST OF FACULTY NAMES TO SERVE ON THIS COMMITTEE.
CURRENTLY, THE COMMITTEE IS 25 MEMBERS.
IT WAS REALLY QUICK WORK THAT THEY DID.
SO IT GOES TO THE SERIOUSNESS THAT THE FACULTY GROUP IS TAKING THIS ISSUE.
THEY WANT TO BE ENGAGED IN THE PROCESS.
AND THEY'VE PROVIDED AN AGGRESSIVE TIMELINE THAT THEY'RE STICKING TO TO GET THIS WORK DONE.
SO THANK YOU TO THE FACULTY COUNCIL FOR CO-LEADING THAT EFFORT, PROVIDING FACULTY NAMES AND THE WORK THAT'S BEEN DONE TO DATE TO PROVIDE THAT GROUP OF PEOPLE WHO ARE GOING TO START MEETING SHORTLY.
I SENT AN EMAIL LAST WEEK ANNOUNCING THE FORMATION OF THE COMMITTEE.
WE HAVE A WEBSITE THAT'S ALREADY BEEN LAUNCHED ON SHAREPOINT FOR ALL EMPLOYEES.
I'VE SHARED IT WITH THIS GROUP.
I'M TALKING ABOUT WORK THAT'S BEEN DONE THE LAST TWO AND A HALF, THREE WEEKS.
A BIG SHOUT-OUT TO THE GROUP OF FACULTY.
WHILE CERTAINLY HISTORY I'VE WORKED WITH EIGHT FACULTY COUNCILS SINCE MY ARRIVAL AT DALLAS COLLEGE.
[00:20:01]
THIS ISSUE HAS BEEN ON THE AGENDA AT EVERY ONE OF THOSE COUNCILS OVER THE YEAR.AND I THINK THAT OBVIOUSLY, THERE'S ALWAYS A LITTLE BIT OF CONCERN ABOUT WHEN YOU OPEN SOMETHING UP.
I ALSO HAVE HAD PERCEIVED THAT THERE'S A REAL INTEREST IN MAKING SURE WHAT WE'RE DOING REALLY ALIGNS WITH THE NEEDS OF FACULTY AND TODAY'S STUDENTS.
>> SO MY UNDERSTANDING IS THAT CURRENTLY, THE STUDENT EVALUATIONS THAT ARE DONE ON THE FACULTY MEMBERS AT THE END OF EACH SEMESTER ARE -- WHETHER IT'S SEMESTER OR EIGHT-WEEK COURSE ARE NOT REALLY TAKEN INTO ACCOUNT WHEN DOING THE INDIVIDUAL FACULTY EVALUATION? SO IN THE NEW EVALUATION THAT'S BEING DEVELOPED, THAT REALLY HAS TO BE A FACTOR IN THERE.
WE CAN'T ASK FOR STUDENTS TO EVALUATE THE FACULTY MEMBER AND THEN TOTALLY IGNORE WHAT IT IS THEY'RE TELLING US.
FROM WOULD EXPECT TO SEE THAT IN THERE.
BECAUSE AGAIN, WE'RE TALKING ABOUT THE STUDENT.
AND THREE-YEAR, THANK YOU FOR RESPONDING TO INQUIRY BY THE BOARD ABOUT THE ROLLING THREE-YEAR.
IT'S STILL WHAT WE NEED IN THIS DAY AND AGE WHEN WE'RE GOING TO DALLAS COLLEGE.
I APPRECIATE THE CONTEXT THAT YOU ALL HAVE PROVIDED IN TERMS OF STATE LAW, WHAT OTHER PEER INSTITUTIONS ARE DOING.
I'M IN FAVOR OF GETTING OFF THE ROLLING THREE-YEAR FOR MANY DIFFERENT REASONS.
AND YOU'RE GOING TO ASK US TO CONSIDER? IF I UNDERSTOOD YOU CORRECTLY, IF WE GO THIS ROUTE TO AMENDMENT THE POLICY TO END THE ROLLING THREE-YEAR, A FACULTY MEMBER ON A CURRENT THREE-YEAR, ONCE THOSE THREE YEARS EXPIRE, THEY WOULD GET ANOTHER CONTRACT TO TAKE THEM OFF OF THE ROLLING, BUT WOULD GEE THE A ONE-YEAR CONTRACT AND THEN A THREE-YEAR CONTRACT?
>> IT DEPENDS WHAT THE BOARD DETERMINES.
I WANT TO THANK THE FACULTY FOR BEING INVOLVED IN THIS PROCESS WITH RESPECT TO EVALUATION.
AND ALSO, THE FACULTY WILL ALLOW THIS TRANSITION TO ONE COLLEGE.
BECAUSE WE'VE HEARD FROM YOU, AND WE WANT TO KEEP HEARING FROM YOU.
FACULTY IS THE PRIDE OF DALLAS COLLEGE.
YOU'RE THE ONE TEACHING OUR STUDENTS.
YOU'RE THE ONE THAT ARE TOUCHING OUR STUDENTS.
AND I FEEL A COMMITMENT ON THIS BOARD TO STRUCTURE EVALUATION COMPENSATION AND AWARD IN SUCH A WAY WE CAN RETRACT TRACT AND RETAIN THE BEST EDUCATORS OF ANY COLLEGE DISTRICT IN THE COUNTRY.
THERE'S A LOT OF THINGS TO BE BALANCED, TRADED OFF AND CONSIDERED IN THAT PROCESS.
THAT'S THE PURPOSE OF THIS WORK GROUP.
AND THE OTHER DISCUSSIONS THAT WE ARE A PART OF.
THANK YOU FOR BEING PART OF THAT.
AND WHAT YOU WILL DO IN THE FUTURE.
WE LOOK FORWARD TO HAVING THIS COME BACK.
IT'S ONE OF THE MOST IMPORTANT POLICY DISCUSSIONS WE'RE HAVING ON THE BOARD NOW.
ANY COMMITTEE NOTES IN YOUR PACKET? WITH WORK FORCE COMMITTEE IS ADJOURNED.
(SOUND OF GAVEL)
* This transcript was compiled from uncorrected Closed Captioning.