D WELCOME. MY NAME IS ROBIN WONSLEY, AND I'M THE CHAIR OF THE ADMINISTRATION AND ENTERPRISE OVERSIGHT COMMITTEE. I'M TBOIK O-GOING TO CALL TO
ORDER OUR REGULAR MEETING FOR JULY 14, 2025. I WANT TO OFFER A FRIENDLY REMINDER TO ALL THAT THESE MEETINGS ARE BROADCAST LIVE TO ENABLE GREATER PUBLIC PARTICIPATION. THESE BROADCASTS INCLUDE REAL TIME CAPTIONING AS
A FURTHER METHOD TO INCREASE THE ACCESSIBILITY OF OUR PROCEEDINGS TO THE COMMUNITY. THEREFORE ALL SPEAKERS NEED TO BE MINDFUL OF THE RATE OF THEIR SPEECH SO THTHAT OUR CAPTIONERS CAN FULLY CAPTURE AND TRANSCRIBE ALL COMMENTS FOR THE BROADCAST. WE
ASK ALL SPEAKERS TO MODERATE THE SPEED AND CLARITY OF THEIR COMMENTS, AND WITH THAT, I'LL ASK THE CLERK TO CALL THE ROLL. >> CLERK: COUNCILMEMBER VETAW. >> PRESENT. >> ELLISON IS ABSENT. CASHMAN. >> PRESENT. >> CHUGHTAI. >> PRESENT.
>> VICE CHAIR PALMISANO. >> PRESENT. >> CHAIR WONSLEY. >> PRESENT. >> THERE ARE FIVE MEMBERS PRESENT. >> LET THE RECORD REFLECT WE HAVE A QUORUM. I'LL ALSO REMIND MY COLLEAGUES THAT WE'LL BE USING SPEAKER MANAGEMENT TODAY, SO PLEASE MAKE SURE TO SIGN IN AND IF YOU HAVE ANY NEEDS FOR
ASSISTANCE, PLEASE REACH OUT TO OUR CLERKS WHO ARE HERE. THERE ARE 17 ITEMS ON THE CONSENTED AGENDA, I'LL READ FOR THE PUBLIC RECORD. THE FIRST IS A GIFT ACCEPTANCE FROM LOCAL PROGRESS OF REGULAR CONCENTRATION, TRAVEL, AND LODGING EXPENSES. AND I AM DOING SOME PUBLIC
SHAMING AS OF THIS IS HAPPENING AFTER THE DATE OF TRAVEL FOR COUNCILMEMBER ELLISON. AND WE USUALLY LIKE TO GET THOSE IN AHEAD OF THAT. SO LITTLE BIT SHAMING FOR HIM. NUMBER TWO IS A COLLECTIVE B BARGAINING
AGREEMENT AFSCME GENERAL UNIT. THREE IS A COLLECTIVE BARGAINING AGREEMENT MINNEAPOLIS BUILDING AND CONSTRUCTION TRADES COUNCIL AFL-CIO. FOUR IS A CONTRACT WITH VARIOUS VENDERS FOR INTERPRETING AND TRANSLATION
SERVICES. FIVE IS CONTRACTS WITH VARIOUS VENDORS FOR THE 2025-2028 VIOLENCE PREVENTION. SIX IS CONTRACT WITH TWIN CITIES HABITAT FOR HUMANITY, INC. FOR HOMEOWNER REPAIRS ASSISTANCE
PROGRAM. SEVEN IS CONTRACT WITH METERE, LLC. EIGHT IS A CONTRACT AMENDMENT FOR THE 2022CIPP. ALSO KNOWN AS CURED IN PLACE PIPE MATERIALS
CONTRACT. NINE IS A CONTRACT AMENDMENT WITH UMOJO, INC. IN SUPPORT OF STAGE ONE OF THE S.M.A.R.T., STRENGTHENING MOBILITY AND REVOLUTIONIZING TRANSPORTATION GRANT PROGRAM. 10 IS A CONTRACT AMENDMENT WITH
STANTEC CONSULTING SERVICES INC. FOR ENGINEERING AND DESIGN SERVICES FOR THE PERSHING-FULTON RESIDENTIAL NEIGHBORHOOD RECONSTRUCTION PROJECT. 11 IS A LEASE AGREEMENT WITH
MNJC CROSSTOWN, LLC FOR WAREHOUSE AND OFFICE SPACE AT 415 60th STREET WEST. 12 IS A BID FOR LEAD SERVICE RESTORATION PROJECT YEAR TWO. 13 IS A BID FOR THE CONSTRUCTION OF THE SECOND PHASE OF THE BIVMENT
IOCHAR PRODUCTION FACILITY. 14 IS A BID FOR PLANTINGS,ED SO, AND MAINTENANCE FOR FIRST AVENUE SOUTH. 15 IS A LEGAL SETTLEMENT WORKERS' COMPENSATION CLAIM OF DANIEL DREWS. 16 IS A LEGAL SETTLEMENT OF MINNEAPOLIS
BICYCLE COALITION. AND 17 IS MINNEAPOLIS ADVISORY COMMITTEE ON AGING APPOINTMENTS. THAT SAID, I'LL MOVE ALL ITEMS FOR APPROVAL ON THE CONSENT AGENDA. AND WE'LL CHECK TO SEE IF WE
HAVE ANYONE IN QUEUE. AND I SEE COUNCILMEMBER ELLISON HAS JOINED US. I SHAMED YOU, YOU SHOULD BE AWARE. [ LAUGHTER ] AND I SEE COUNCILMEMBER CASHMAN IN QUEUE.
>> LOTS OF GREAT THINGS ON THE CALENDAR TODAY INCLUDING THE COLLECTIVE BARGAINING AGREEMENTS. AS WELL AS THE RECYCLING AWARENESS CAMPAIGN CONTRACT. AND THE BIOCHAR PRODUCTION FACILITY BID, WHICH
I'M EXCITED ABOUT. I HAD A COUPLE OF QUESTIONS ABOUT THE TWO COLLECTIVE BARGAINING AGREEMENTS. ITEMS TWO AND THREE, IF WE CAN PULL THOSE, JUST FOR A COUPLE OF QUESTIONS. >> YEP. WE CAN PULL THOSE FOR SEPARATE CONVERSATION. AND WE DO HAVE OUR LABOR RELATIONS
DIRECTOR HERE, AS WELL. SO WE'LL HAVE THEM SPEAK TO THAT AFTERWARDS. SO SEEING NO ONE ELSE IS IN QUEUE TO SPEAK TO ANY OF THE ITEMS, I'M NOT SEEING IT. I'LL MOVE APPROVAL FOR ALL ITEMS ON THE CONSENT AGENDA.
EXCEPT ITEMS TWO AND THREE. I'M SORRY, WAS THAT CORRECT, COUNCILMEMBER CASHMAN. >> YES. >> WITH THAT -- ACTUALLY, A VOICE VOTE. ALL THOSE IN FAVOR OF ITEMS -- WELL, ALL ITEMS ON THE CONSENT AGENDA MINUS TWO AND
THREE SAY AYE. THOSE NOT. AYES HAVE IT AND THOSE MOVE FORWARD. TWO AND THREE, I'LL INVITE OUR DIRECTOR OF LABOR RELATIONS COME UP. COUNCILMEMBER CASHMAN, YOU CAN PROCEED WITH ANY QUESTIONS YOU HAVE.
>> THANK YOU, CHAIR. THANK YOU, DIRECTOR. I WAS LOOKING AT THE COST OF LIVING ADJUSTMENT FOR '25, '26, AND' 27. 4% FOR 2025,
4% FOR 2026, AND 3% FOR 2027. WILL THAT BE APPLIED RETROACTIVELY IN THE FORM OF BACK PAY. >> COUNCILMEMBER CASHMAN, THAT'S CORRECT. ONCE THE CONTRACT IS COMPLETE, AND ON TO IMPLEMENTATION, THE CONTRACT'S BACK PAY WILL BE RETROBACK TO
THE BEGINNING OF THE CONTRACT, WHICH WILL BE ONE MONTH '25. >> THANK YOU. HOW DID YOU LAND ON 3% FOR '27? I NOTICED IT WAS A DIP IN THE INCREASE IN COST OF LIVING. AND I'M ACTUALLY CONCERNED THAT OUR COST OF LIVING IS GOING TO GO UP EVEN
DRAMATICALLY GIVEN ECONOMIC CONDITIONS. IF THERE'S ROOM FOR RENEGOTIATION IF COST OF LIVING CHANGES BY THAT DATE. >> COUNCILMEMBER CASHMAN. I'M TRYING TO FIGURE OUT HOW TO ANSWER YOUR QUESTION. FOR 3%, LABOR RELATIONS SURVEYS ARE PEER JU JURISDICTIONS. THE
MARKET CONDITIONS ARE AFFORDABILITY AND THE POPULATION AND SUCH. THERE'S A LOT THAT GOES INTO COST OF LIVING. IT JUST ISN'T -- IT HAS INCREASED OVER THE YEARS, SO WHAT YOU'RE SEEING IN 3% IS EVEN AN INCREASE IN RECENT YEARS. AND SO IF CONDITIONS DO CHANGE THAT WE
NEED TO ADDRESS THROUGH A LABOR RELATIONS NEGOTIATIONS, THAT'S SOMETHING WE WILL ADDRESS AT THAT TIME. NORMALLY IT'S IN CONTRACT NEGOTIATIONS. >> UH-HUH. OKAY. THANK YOU FOR THE RESPONSE. I'M JUST GLAD TO SEE, ESPECIALLY WITH ASFCE THE
GRANT HERE. I KNOW IT WAS YEARS IN THE WORKS. CONGRATULATIONS ON THAT AND THANK YOU. I'LL MOVE BOTH THESE FOR APPROVAL. >> ALL RIGHT. I WILL SECOND THAT. SO WE CAN DO A VOICE VOTE ON ITEMS TWO AND THREE. ALL
THOSE IN FAVOR SAY AYE. OPPOSED -- ALL RIGHT. AYES HAVE IT AND THOSE WILL BE FORWARDED TO FULL COUNCIL. NEXT WE HAVE OUR SECOND QUARTER UPDATE FROM THE RACIAL EQUITY INCLUSION AND
BELONGING DEPARTMENT. I'LL ASK DIRECTOR CORBETT TO COME UP AND START THEIR PRESENTATION FOR US.
>> GOOD AFTERNOON CHAIR WONSLEY AND COUNCILMEMBERS. DIRECTOR PRINCE CORBETT. PROVIDING AN UPDATE AROUND QUARTER 22025, WHICH INCLUDES SOME OF THE PROGRAMS THAT WE HAVE EXECUTED
IN 2025. AS WELL AS FUTURE WORK WE HAVE COMING UP IN THE 2025 THAT WE'LL BE WRAPPING UP. SO I START THESE PRESENTATIONS OFF WITH A REMINDER OF THE CHAPTER 21 OF THE CITY ORDINANCES. ESTABLISHING THE
DUTIES OF THE DEPARTMENT. IT PROVIDES A DEFINITION FOR RACIAL EQUITY, THE DEFINITION FOR THE RACIAL EQUITY ACTION PLAN, ESTABLISHES THE DUTIES OF THE REIB DEPARTMENT AS WELL AS THE DUTIES OF ALL THE OTHER DEPARTMENTS WITHIN THE CITY WITH REGARDS TO RACIAL EQUITY IN THE
CITY OF MINNEAPOLIS. SPECIFICALLY WITHIN CHAPTER 21, THERE ARE TWO MAJOR DUTIES OF THE REIB DEPARTMENT, WHICH IS DEVELOPING AND ADAPTING A RACIAL EQUITY FRAMEWORK THAT PROVIDES VISION, PURPOSE, AND DEFINITIONS TO GUIDE DEPARTMENTS. AS WELL AS COORDINATING AND SUPPORTING
EFFORTS BY ALL DEPARTMENTS TO INCREASE RACIAL EQUITY IN ALL THE CITY DOES. SO UNDER SECTION TWO, THERE ARE 12 SPECIFIC DUTIES AND RESPONSIBILITIES THAT OUR DEPARTMENT IS RESPONSIBLE FOR. SO HERE ARE THE FIRST SIX. WHICH IS ASSISTING AND
COLLABORATION WITH PERTINENT DEPARTMENTS. I DO NOTE THAT FOR DUTY NUMBER TWO, AROUND INCREASING COMMUNITY ENGAGEMENT EFFORTS, THAT'S A POTENTIAL CONFLICT WITH NEIGHBORHOOD AND COMMUNITY RELEASES D RELEASE -- RELATIONS DEPARTMENT. THEY DO A LOT WITH COMMUNITY
RELATIONS. A LOT OF OUR WORK WE FOCUS ON IN 2025 AND 2026 IS PRIMARILY WORKING WITH HR DEPARTMENT AND DESIGNING THERE'S A BROAD TRAINING AND CAPACITY-BUILDING CURRICULUM FOR ALL CITY EMPLOYEES ACROSS THE ENTERPRISE. AS WELL AS
ASSISTING ALL DEPARTMENTS IN THEIR EQUITY PRINCIPLES AND DEVELOPING ANALYTICAL TOOLS TO SUPPORT ALL DEPARTMENTS. SO THESE ARE THE FIRST SIX OF THE DUTIES. THEN THE FINAL SIX, WE DO HAVE A LOT. I'M NOT GOING TO GO IN DEATH WITH -- DETAIL WITH ALL OF THEM.
WORKING ON AND SUPPORTING OF AN ANALYZING DATA. IDENTIFICATION OF OPPORTUNITIES. THESE ARE JUST 12 OF THE MANY DUTIES OUR DEPARTMENT IS RESPONSIBLE FOR. SO JUST SOME GENERAL PROGRAMMING
UPDATES THAT WE HAVE FOR YEAR 2025. THIS IS ONE THAT I FORGOT TO INCLUDE IN OUR LAST UPDATE. THE NATIONAL DAY OF RACIAL HEALING, WHICH IS -- WHICH WAS JANUARY 21, 2025. NATIONAL DAY OF RACIAL HEALING IS THE TUESDAY
AFTER MARTIN LUTHER KING DAY. AND THIS YEAR WAS THE TUESDAY AFTER PRESIDENT TRUMP'S INAUGURATION DAY, AS WELL. WE HAVE A COLLABORATIVE EFFORT THAT WAS STARTED IN 2022, WITH MULTIPLE LOCAL JURISDICTIONS ACROSS THE TWIN CITIES AREA.
CITY OF MINNEAPOLIS, SAINT PAUL, BLOOMINGTON, BROOKLYN PARK, HENNEPIN, AND RAMSEY COUNTY. AND HOW WE STRUCTURE THESE EVENTS FOR NATIONAL DAY OF RACIAL HEALING, IN THE PAST, IS THAT THERE'S AN EMPLOYEE EVENT THAT WE OFFER VIRTUALLY TO ALL EMPLOYEES WITHIN THE JURISDICTIONS IN THE AFTERNOON.
AND THEN IN THE EVENING, WE HOST A COMMUNITY VIRTUAL EVENT THAT IS OPEN TO ANY RESIDENT. AND THIS YEAR, WE HAD 221 EMPLOYEES FROM THOSE JURISDICTIONS REGISTERED. 165 WHO ATTENDED. AND THEN FOR THE COMMUNITY EVENT, 461 REGISTERED AND 40 A
ATTENDED. ALL TOGETHER SLIGHTLY OVER 450 INDIVIDUALS WHO ATTENDED THIS ONE-DAY EVENT. THIS YEAR WE HAD, FOR 2025, OUR FEATURE SPEAKER WAS A PROFESSOR OF OJIBWE STATE UNIVERSITY. WE
DID A SURVEY ART THAT AND HAD 138 RESPONDENTS. AND SOME OF THE DATA IS THERE FOR YOU TO SEE. SO OVERALL, MOST PEOPLE SATISFIED WITH THE OVERALL EVENT. AND THEN THE LENGTH OF THE EVENT. AND SOME OF THE FEEDBACK WAS AROUND COMMUNICATING THE EVENT TO THEN
SATISFACTION WITH EVENT MARKETING. THIS WAS BECAUSE LAST YEAR WE HAD A LATE START IN PLANNING. BUT THE JURISDICTIONS THAT ARE PARTICIPATING, INCLUDING RACIALTY EQUITY, WITHIN THOSE JURISDICTIONS. WE HAD THE 2026 KICKOFF MEETING
LAST WEEK. SO WE'RE PLANNING AHEAD AND EARLY FOR A COLLABORATIVE 2026 EVENT. AND, ALSO, OUR DEPARTMENT IS RESPONSIBLE FOR HOSTING OR PLANNING A GEORGE FLOYD REMEMBRANCE EVENT FOR EMPLOYEES WITHIN THE CITY OF MINNEAPOLIS.
AND THIS YEAR WE HAD A PANEL DISCUSSION FEATURING THE POLICE ON BLACK MEN PROJECT. THE POLICE AND BLACK MEN PROJECT WAS STARTED IN 2017. AND THE MISSION IS A GROUP OF MINNEAPOLIS POLICE OFFICERS, PRIMARILY FROM THE FOURTH
PRECINCT, AND BLACK COMMUNITY MEMBERS, BUILDING RELATIONSHIPS OF TRUST TO PROMOTE COMMUNITY SAFETY. SO THIS YEAR WE HAD A VIRTUAL EVENT THAT WAS OPEN FOR EMPLOYEES. WE HAD 184 CITY MINNEAPOLIS EMPLOYEES WHO R
REGISTERED AND 131 WHO ATTENDED. AND THE PANEL DISCUSSION FEATURED SOME OF THE OFFICERS FROM THE PRECINCT FOURTH PRECINCT WHO WAS INVOLVED IN THE PROJECT AS WELL AS SOME COMMUNITY MEMBERS. UMM, OVERALL, AH, THE FEEDBACK -- WE DID A SURVEY AFTERWARDS AND
PEOPLE APPRECIATED THE AUTHENTICITY OF THE EVENT. PEOPLE REALLY WANTED TO SEE MORE ENGAGEMENT OR SHARING OF DIFFERENT INITIATIVES, LIKE THIS, HAPPENING THROUGHOUT THE CITY. AND WE HAD THE EVENT THAT WAS JUST ON TEAMS. IT WAS
EASIER TO DO VIRTUALLY. BUT, ALSO, FEEDBACK ON PEOPLE WANTING HYBRID LIKE IN-PERSON AND VIRTUAL OPTION, AS WELL. AND SO FOR THE POLICE AND BLACK MEN PROSPECT, AS WELL, ONE OF THE THINGS HIGHLIGHTED IS AN OPPORTUNITY FOR MEMBERS OF THE
PROJECT WHO WENT DOWN TO MONTGOMERY, ALABAMA IN DECEMBER OF LAST YEAR TO TOUR THE LEGACY MO MUSEUM, THE ROSA PARKS ME SEUM. WE WENT TO FIRST
BAPTIST CHURCH. WE HAD A LOT OF CONVERSATION AROUND IMPACTS OF RACISM, CIVIL RIGHTS, AND POLICE. AND IT WAS AN EYE-OPENING EXPERIENCE FOR A LOT OF OFFICERS THAT WENT DOWN THERE. SO THAT WAS SOME OF THE THINGS WE TALKED ABOUT OVER THE PANEL DISCUSSION FEATURED FOR
THIS YEAR. AND, IN ADDITION, ONE OF THE REQUESTS WE GOT FROM 3-1-1 DEPARTMENT. TO FACILITATE BURNING SPACE CONVERSATIONS FOR SOME OF THEIR STAFF PEOPLE THE WEEK OF MAY 25th. SO WE
FACILITATED THREE RACIAL HEALING SAFE EMBRACE SPACE CONVERSATIONS WITH ABOUT 47 STAFF FROM 3-1-1 AND THEN FACILITATING ANOTHER SERIES COMING UP LATER THIS MONTH AT REQUEST. AND SO I ALSO
SHARED A QUOTE FROM THE 3- 3-1-1 DIRECTOR I RECEIVED AFTERWARDS OF FACILITATING CONVERSATIONS. I WANT TO THANK YOU FOR FACILITATING THE SAFE SPACE CONVERSATIONS WITH OUR STAFF. I'VE HEARD SUCH MEANINGFUL REFLECTIONS FROM STAFF. YOUR PRESENCE TRULY MADE
A DIFFERENCE. CREATING ROOM FOR HONESTY, VULNERABILITY, AND CARE IS POWERFUL WORK. YOUR ABILITY TO GUIDE US THROUGH THESE CONVERSATIONS WITH EMPATHY AND THOUGHTFULNESS HELPED OUR TEAM FEEL SEEN, HEARD, AND SUPPORTED. THESE MOMENTS OF CONNECTION STAY WITH PEOPLE. THEY STRENGTHEN TEAMS, AND HELP BUILD
A MORE COMPASSIONATE AND INCLUSIVE CITY. ALSO, AS REMINDER AND CONNECTING TO THE ORGANIZATIONAL ASSESSMENT REPORT, OR THE ORGANIZATIONAL ASSESSMENT WE DID WITH RESEARCH AND ACTION LAST YEAR. ONE OF THE RECOMMENDATIONS FROM THE REPORT IS FOR OUR DEPARTMENT TO
FACILITATE RESTORATIVE JUSTICE SICKLES FOR CITY EMPLOYEES ORGANIZATION. WE'RE BUILDING ON AND CONNECTING TO THE ASSESSMENT REPORT. THOSE ARE JUST SOME OF THE HIGHLIGHTS OF DIFFERENT INITIATIVES INTERNALLY FOR STAFF
PEOPLE. AND, ALSO, INCLUDING AN UPDATE AROUND OUR PROJECT AND INITIATIVE. SO STORY CORPS. IS A NATIONAL NONPROFIT ORGANIZATION, AND THEY WORK TO CAPTURE INDIVIDUAL STORIES AND
COLLECTIVE STORIES THROUGH AT THE AMERICAN FOLK LIFE CENTER AT THE LIBRARY OF CONGRESS. WITH STORY CORPS. THEY'RE NATIONALLY RECOGNIZED. THEY CENTER COMMUNITY VOICE AROUND DIFFERENT INITIATIVES AND THEY HAVE RECORDED MILLIONS OF STORIES OF FOLKS FROM ALL OVER THE COUNTRY.
THIS WAS PART OF OUR TRUTH HEALING AND RECONCILIATION EFFORT AND RECOGNIZING THAT ONE OF THE FOUR STEPS, THE FOUR-STEP PROCESS AROUND TRUTH, HEALING, AND RECONCILIATION IS TRUTH TELLING AND SEEKING TO UNDERSTAND. THIS GAVE COMMUNITY MEMBERS AND PEOPLE AN
OPPORTUNITY TO SHARE THEIR VOICE AROUND THE MURDER OF GEORGE FLOYD, THE AFTERMATH THAT HAPPENED WITH THE CIVIL UNREST, AND THEN THE REACTIONS AROUND POLICE REFORM. SO WITH THIS INITIATIVE WE HAVE, COMMUNITY MEMBERS, AT ANY TIME, CAN GO ON
TO STORY CORPS.'S WEBSITE AND RECORD THEIR INTERVIEWS OR STORIES. INTERVIEW FRIENDS, FAMILIES, AND LOT OFFED ONES AND HAVE THEIR STORIES PERMANENTLY CAPTURED. WE HAD A LAUNCH EVENT MARK 12 AT THE CAPRI THEATER WITH 61 PEOPLE WHO ATTENDED.
AND THAT EVENT IN MARCH LAUNCHED OUR TELLING OF OUR PARTNERSHIP. PROVIDED AN OVERVIEW OF STORY TELLING, AND INTRODUCED STORY CORPS.'S METHODOLOGY. LATER THAT WEEK, WE HAD A RACIAL LITERACY WORKSHOP. WE HAD
DR. HOWARD STEVENSON, WHO WAS IN ATTENDANCE AT THE WORKSHOP. THE 42 PEOPLE ATTENDED. AND THE CONTENT AROUND STORY TELLING, IDENTITY MAPPING, AND DISCUSSIONS ON RACE, SYSTEMS, AND POWER. SO PART OF THE WORK WE HAVE WITH
STORY CORPS. IS THAT FOR MAY 13 THROUGH THE 23rd, THEY HAD THE MOBILE AIR STREAM BOOTH. INDIVIDUALS COULD HAVE SIGNED UP FOR -- WE HAD 50 INTERVIEW SLOTS FOR INDIVIDUALS TO SIGN UP FOR. WE HAD 79 INDIVIDUALS WHO COMPLETED THE INTEREST FORMS.
AND 50 INTERVIEWS SCHEDULED. AND OF THOSE, 38 INTERVIEWS WHO WERE COMPLETED AND UPLOADED FROM THE 50 THAT WERE A SCHEDULED. AND RIGHT NOW WE'RE IN THE PROCESS OF WORKING WITH STORY CORPS. TO DEVELOP THREE AUDIO CARDS. FROM THOSE 38
INTERVIEWS, WE'RE NARROWING DOWN TWO THREE OF THE MOST COMPELLING INTERVIEWS THAT ALIGN TO THE THEMES AROUND OUR STORY CORPS. INITIATIVE. THEY'LL TAKE THOSE INTERVIEWS, ANYWHERE FROM 30 TO 40 MINUTES, AND CUT THEM DOWN TO THREE-MINUTE AUDIO CARDS. AND WE'LL HAVE THREE THAT WE'LL BE
ABLE TO SHARE. AND COMING UP, MID TO LATE SEPTEMBER, WE'LL HAVE A COMMUNITY LISTENING EVENT. WE'LL BE DEBUTING THE AUDIO CARDS FOR THE COMMUNITY AND PUBLIC. AND I'LL SAY, ONE OF THE THINGS WITH STORY CORPS. IS THAT OUR WORK AROUND STORY TELLING, ALLOWING PEOPLE TO
SHARE THEIR TRUTH, DOES NOT STOP ONCE THE LISTENING SESSION IS DONE. THERE'S A PERMANENT ONLINE ARCHIVE WHERE INDIVIDUALS, ANY RESIDENT, CAN RECORD THEIR INTERVIEW, THEIR STORY WITH THEIR FRIEND, FAMILY MEMBER, ORLOVED ONE. AROUND THE IMPACT OF THE MURDER OF GEORGE
FLOYD, THE CIVIL UNREST, AS WELL AS POLICE REFORM. ON STORY CORPS.'S WEBSITE AT ANY TIME, IN PERPETUITY, SO LONG AS THE WEBSITE IS STILL ACTIVE. AND THEN THE FINAL UPDATE IS AROUND OUR TRUTH, HEALING, AND
RECONCILIATION TRAINING AND LEARNING AND DEVELOPMENT SESSION UPDATES. SO I WANTED TO START, THIS IS ACTUALLY A SLIDE FROM WHEN WE HAD TO DO OUR BUDGET UPDATE. IT WAS AROUND TRUTH, HEALING, AND RECONCILIATION CURRICULUM. AND, REALLY, THE ACTIVITIES WERE DESIGNED, IMPLEMENTING LEARNING
SESSIONS FOCUSED ON REPAIRING HARM, THOUGHTFUL CONFRONTATION, AND THEN WE INCLUDED THE GENDER AND RACIAL EQUITY IMPACT ASSESSMENT. THE REPAIR HARM MODEL IS THE PROCESS. IT'S A FOUR-STEP PROCESS THAT I'LL GO THROUGH A LITTLE BIT LATER. AND
THIS INFORMATION WAS TAUGHT TO DIRECTORS THROUGH THE METAMORPHOSIS ANTIRACIST LEADERSHIP PROGRAM. SOME OF THE FEEDBACK FROM EMPLOYEES AROUND METAMORPHOSIS IS THAT LEADERS ACROSS THE ORGANIZATION, IT'S GREAT THEY'RE GETTING LEARNING AND DEVELOPED BUT NEEDED TO BE
CASCADED DOWN TO THE EMPLOYEES. AND THE LEARNING AND DEVELOPMENT SESSIONS WILL BE AVAILABLE FOR ALL CITY OF MINNEAPOLIS EMPLOYEES AS WE GET CLOSER TO ROLLING OUT AND LAUNCHING. SO OUTCOMES AND PERFORMANCE METRICS ARE THE NUMBER OF TRAINING SESSIONS CONDUCTED,
ATTENDANCE RATES, WE GO ONED ASSESSMENTS FOR EACH LEARNING MODULE. WITH THOUGHTFUL CON CONFRONTATION MODEL, IT IS A PHASED APPROACH AIMED AT
REDUCING AND STOPPING RACIALIZED HARM. THOUGHTFUL CON CONFRONTATION CAN BE USE UTILIZED WHEN RACIAL HARM IS HAPPENING. WHEN BIAS IS AT PLAY. MICROAGGRESSIONS OR POWER
AND BALANCES PREVENT INDIVIDUALS FROM ADVOCATING FOR THEMSELVES. THOUGHTFUL CONFRONTATION IS NOT ABOUT CALLING PEOPLE OUT. IT'S ABOUT INTERRUPTING HARMFUL PATTERNS OF LEARNING AND ACCOUNTABILITY. AND THIS IS THE FOUR-STEP THOUGHTFUL CONFRONTATION MODEL FOR EMPLOYEES THAT WE'LL BE SHARING
WITH EMPLOYEES THROUGHOUT THE ORGANIZATION. CLARIFYING, CO-CREATING, CALLING IN, AND THEN CONFRONTING. IT'S ABOUT WHEN THINGS ARE HAPPENING IN THE MOMENT, HOW DO WE AS INDIVIDUALS, PEOPLE, LEADERS CONFRONT THE ACTS OF RACISM, SEXISM, AND CLASSISM AS THEY ARE
HAPPENING IN THE MOMENT. AND THIS IS THE REPAIR HARM MODEL A FOUR-STEP PROCESS. SO RACIALIZED HARM REFERS TO WAYS IN RACIAL BIAS, RACISM, AND
SYSTEMIC INEQUITIES MANIFEST IN WORKPLACES AND ORGANIZATIONAL SETTINGS. IT TALKS ABOUT OVERT RACISM, COVERT RACISM, STRUCTURAL RACISM, AND CULTURAL RACISM ARE SOME OF THE CONTENT THAT INDIVIDUALS LEARN ABOUT. HARM SHOULD BE REPAIRED WHEN IT IS ACKNOWLEDGED. WHEN THERE IS READINESS ON BEHALF OF THOSE
BEING HARMED TO HAVE -- WHEN PEOPLE SHOULD NOT BE FORCED INTO HARM REPAIR. PEOPLE HAVE THE HARM WANT TO ENGAGE, AND WHEN SYSTEMIC CHANGES ARE POSSIBLE. AND ALWAYS NOTE THIS IS NOT A LINEAR PROCESS. AT THE BOTTOM. SO WE MAY START WITH TRUTH
TELLING, MOVE TO SEEK TO UNDERSTAND, AND MOVE BACK TO TRUTH TELLING. THIS IS THE FRAMEWORK WE'LL BE SHARING IN TRAINING DIFFERENT EMPLOYEES ACROSS THE ENTERPRISE ON. I WANTED TO SHARE A HIGH-LEVEL TIMELINE. THIS WAS SHARED LAST TIME. WE'RE DIRECTLY ON TIME.
QUARTER THREE OF 2025 WHICH STARTS THIS MONTH. WE'RE LAUNCHING OUR TRAINER SESSION. WE'LL HAVE A WEB-BASED LEARNING GOING LIVE LATER THIS QUARTER. AND THEN START A PHASE ROLLOUT IN-PERSON TRAINING WORKSHOPS FOR EMPLOYEES THROUGHOUT THE
ORGANIZATION IN Q4 OF 2025. WITH THESE LEARNING CONTENT MODELS, WHAT'S INCLUDED IS A READINESS ASSESSMENT. SO THROUGH A WEB-BASED MODEL, EMPLOYEES WILL BE ABLE TO ANSWER A SIMPLE QUESTIONNAIRE THAT TELLS THEM -- ASSESSES THEM AT WHICH MODULE THEY SHOULD START
AT. ONE, TWO, THREE, OR FOUR. THERE'S ASYNCHRONOUS LEARNING CONTENT, WORKSHOP FACILITATION MATERIALS. SO THE TRAINER-TO-TRAINER IS THE WORKSHOP MATERIALS THAT INDIVIDUALS GOING THROUGH THE TRAINING WILL HAVE. AND THEN
THERE'S THE AT-A-GLANCE, AND MEETING-IN A-BOX. THE MEETING IN A BOX IS FOR LEADERS WHO ARE EMPLOYS ACROSS THE ORGANIZATION CAN HAVE SOME TRAINING AROUND THEY FACILITATING HARMS
AROUND RAY RACE AND RACISM. THEY CAN DOWNLOAD MATERIAL AND FACILITATE A THOUGHTFUL CONVERSATION. FOR THEIR OWN TEAMS. SO WITH THE LEARNING CONTENT,
ALWAYS HAVE TO HAVE THE LEARNING GOALS AND OBJECTIVES. SO WITH THE REPAIR HARM AND THOUGHTFUL CONFRONTATION, LEARNING GOALS AND OBJECTIVES. HERE YOU SEE THE LEARNING GOALS AND OBJECTIVES FOR THE REPAIR HARM AND THOUGHTFUL CONFRONTATION LEARNING MODULES. I WANT TO TAKE A MOMENT TO SHARE WITH YOU ONE OF THE FOUR CASE STUDIES
INCLUDED IN THE MODULE THAT EMPLOYEES MAY GO THROUGH WHEN THEY ARE GOING THROUGH THE LEARNING EXPERIENCE. AND THIS IS A CASE STUDY, IT'S FICTIONALIZED. ALL NAMES, EVENTS, AND SITUATIONS HAVE BEEN FABRICATED. THIS IS JUST ONE OF
FOUR. SO THE PROBLEM: DURING A COMMUNITY ADVISORY BOARD MEETING, A NEW CITY INFRASTRUCTURE PROJECT REPRESENTATIVES FROM THE DEPARTMENT OF PUBLIC WORKS WERE DISCUSSING CONTRACTING AND HIRING STRATEGIES FOR THE UPCOMING YEAR. A SENIOR PROJECT CONSULTANT RESPONDED TO A
QUESTION ABOUT WHY THERE ARE SO FEW MINORITY AND WOMEN-OWNED BUSINESSES WORKING ON CITY PROJECTS. WE HEARD THE BEST CONTRACT IS FOR THE JOB. AND WE IF WE START FOCUSINGEN RACE AND GENDER TOO MUCH, WE'LL END UP LOWERING OUR STANDARDS. THE
NUMBERS ARE WHAT THEY ARE WAS THE RESPONSE FROM THE REPRESENTATIVE. THE COMMENT LANDED POORLY IN THE ROOM. SOME COMMUNITY MEMBERS SHIFTED UNCOMFORTABLLY WHILE OTHERS VOICED THEIR FRUSTRATION. THE REPAIR HARM MODEL AND THOUGHTFUL
CONFRONTATION INDIVIDUAL LEARNERS GO THROUGH THE CASE STUDY AND HAVE A DEEPER UNDERSTANDING ABOUT HOW TO APPLY THE REPAIR HARM AND THOUGHTFUL CONFRONTATION MODEL TOLL SCENARIOS LIKE THAT. SO THEY ENGAGE IN CONVERSATION, THEY GO THROUGH THE MOMENT OF CONFRONTATION, THE IMMEDIATE RESPONSES AND ESCALATION,
ADDRESSING HARM, AND ACCOUNTABILITY MEASURES. AND THEN LONG-TERM IMPACT AND CHALLENGES. AND INCLUDED IN THE TRAINING, WE WILL HAVE THE GENDER AND RACIAL EQUITY IMPACT ASSESSMENT. AND THESE ARE SOME OF THE LEARNING GOALS AND OBJECTIVES AND OUTCOMES FROM
THAT LEARNING MODULE. SO THE GENDER AND RACIAL EQUITY IMPACT ASSESSMENT IS MORE THAN AN ASSESSMENT TOOL. IT'S A PROACTIVE APPROACH TO EMBEDDING EQUITY INTO OUR SYSTEMS AND INSTITUTIONS. THROUGH IT, WE ASSESS HOW POWER AND PRIVILEGE
INFLUENCE OUTCOMES, ENSURING OUR DECISIONS DO NOT INADVERTENTLY REENFORCE EXISTING DISPARITIES. IT'S A STRUCTURED FRAMEWORK DESIGNED TO ASSESS THE IMPACT OF POLICIES, PROGRAMS, AND DECISIONS ON DIFFERENT GENDER AND RACIAL GROUPS. AND IT IS A
FOUR-STEP PROCESS OF DETERMINING OUTCOMES AND STAKEHOLDERS, LOOKING AT THE NUMBERS AND NARRATIVES, MEASURING BENEFITS AND BURDENS, AND EVALUATING AND BEING ACCOUNTABLE. SO THERE'S A WHOLE SEPARATE LEARNING MODULE
FOR THE GREIA. WE ARE LAUNCHING TRAIN THE TRAINER OR TQ COMPONENT. THIS EMPLOYEES THROUGHOUT THE ORGANIZATION WHO WILL -- BEING TRAINED TO FACILITATE LIVE IN-PERSON WORKSHOPS. WE HAVE REPRESENTATIVES, ALL STAFF FROM
REIB IN ASSISTANCE. REPRESENTATIVE FROM HR LEARNING AND DEVELOPMENT, THE HEALTH DEPARTMENT, REG SERVICES, AND PUBLIC WORKS. ALL TOGETHER ABOUT 17 EMPLOYEES. WE HAD THE FIRST TQ SESSION JULY LAST WEEK. THE PAST MONDAY. AND THE FINAL DISCUSSION IS SCHEDULED TO WRAP
UP AT THE END OF AUGUST. SO THIS COMPREHENSIVE TRAINING IS A SUPPORT STAFF IN DEVELOPING LIVE WORKSHOPS. AND THIS TRAINER COMPONENT CONSISTS OF TWO -- SIX TWO-HOUR TRAINING SESSIONS. AND INCLUDES DETAILED GUIDANCE ON
THE THOUGHTFUL REPAIR MODEL, GENDER AND RACIAL EQUITY IMPACT ASSESSMENT. AND THE FINAL PIECE I HAVE FOR YOU ALL IS JUST A QUICK WALK THROUGH AROUND THE COMPONENTS
AND THE ASYNCHRONOUS LEARNING. ALL THE T THE CONTENT IS THE IN THE LEARNING LAB. EVERY EMPLOYEE HAS ACCESS TO THIS. IT'S VIDEOS THAT ARE A PART OF THE LEARNING LAB. THERE'S THE
INDIVIDUAL MODULE. SO THE JOURNEY STARTS HERE WITH MODULE ONE, TWO, AND THREE. THERE'S REPAIRING HARM, THOUGHT ABOUTFUL CONFRONTATION. THERE'S A SEPARATE LEARNING MODEL ON THE GENDER AND RACIAL EQUITY IMPACT
ASSESSMENT. IT INCLUDES FOUR STUDIES. THERE'S "AT A GLANCE." MODELS IN A GLANCE. THERE'S FAQS. UNDERSTANDING THAT SOME EMPLOYEES -- SOME PEOPLE MAY HAVE QUESTIONS. WE GATHERED SOME FREQUENT I WILL ASKED FREQUENTLY ASKED.
THIS IS AN INTERACTIVE MODEL. ALL EMPLOYEES HAVE ACCESS. AND THEN FOLKS FROM OUR DEPARTMENT WILL BE ABLE TO OFFER LIVE IN-PERSON FACILITATED TRAINING SESSIONS. SO AFTER EMPLOYEES MAY GO THROUGH THE WEB-BASED CONTENT, THEY CAN CALL OUR
DEPARTMENT UP AND REQUEST A LIVE IN-PERSON TRAINING. THERE MAY BE SOME OPPORTUNITIES WHERE WE CAN FACILITATE TO THE BROADER EMPLOYEES. SOME TRAINING SESSIONS. SO THERE'S WEB-BASED LEARNING AND LIVE IN-PERSON
TRAINING. THIS IS AN INSIDE LOOK AT THE INTERWORKINGS OF THE REPAIR HARM MODULE. SO THINGS INDIVIDUALS WILL COVER ON THE
ASYNCHRONOUS LEARNING. THIS WILL BE THE FINAL SLIDE. WITH THAT, I'LL STAND FOR ANY QUESTIONS. >> THANK YOU, DIRECTOR CORBETT. JUST LOOKING, FIRST, TO SEE IF THERE'S ANY BEFORE I GET -- OH,
I SEE VICE CHAIR PALMISANO. >> THANK YOU, MADAM CHAIR. THANK YOU, DIRECTOR CO CORBETT, FOR THE PRESENTATION. I RECALL YOU SAYING LAST YEAR AND THE BEGINNING HERE THAT THE FOCUS OF REIB IS TO BE INTERNAL
FACING. CHANGING THE CULTURE AND THE NORMS OF OUR ENTERPRISE, RIGHT, TO THEN GO AND ADDRESS RACIAL CHALLENGES AND REPAIR IN ALL THE THINGS THEY DO. >> UH-HUH. >> AND I TRULY DO SEE THIS HAPPENING. I TRULY DO SEE THIS
HAPPENING IN THINGS LIKE THE 3-1-1 CONVERSATIONS, IN THE METAMORPHOSIS TRAINING, AND THE GEORGE FLOYD REMEMBRANCE, AND THE TRAIN THE TRAINER WORK. BUT I SEE SOME OF THESE ACTIVITIES, LIKE STORY CORPS. IS KIND OF THE
EXAMPLE YOU GAVE ARE PARTIALLY OR ALMOST ENTIRELY EXTERNAL FACING. AND SO I'M JUST CURIOUS HOW DO YOU SEE THAT AS THE HEAD OF THIS DEPARTMENT? DO YOU FEEL YOUR WORK IS BEING PULLED IN TWO
SEPARATE DIRECTIONS? OR DO YOU FEEL LIKE THIS IS EFFECTIVE? LIKE, DOES IT MEET YOUR VISION STATEMENT WHEN YOU GO BACK TO IT? BECAUSE I FIND YOU TO BE VERY GROUNDED IN HOW YOU START AND PRESENT THE WORK OF YOUR DEPARTMENT. DO YOU FEEL
PULLED IN TWO DIFFERENT DIRECTIONS OR AM I SEEING IT WRONG? >> THANK YOU CH. BACKGROUND AROUND STORY CORPS. STORY CORPS. WE STARTED THE PROJECT AND INITIATIVE. CONVERSATIONS
STARTED LAST APRIL OR MAY. IT WAS CONNECTED TO THE PUBLIC SAFETY FUNDS THAT REIB RECEIVED FOR TRUTH, HEALING, AND RECONCILIATION. THERE WAS PARAMETERS HOW THE PUBLIC SAFETY FUNDS CAN BE UTILIZED. HAS TO BE CONNECTED TO PUBLIC SAFETY AND COMMUNITY ENGAGEMENT AND
TRUTH, HEALING, AND RECONCILIATION. TRYING TO FIND THE BEST WAY TO FIND SOMETHING FOR COMMUNITY MEMBERS THAT ENGAGES COMMUNITY. LIKE AROUND THE PUBLIC SAFETY FUNDS IS WHY THAT IS EXTERNAL FACING. AND SAY, I DON'T HAVE ANY MAJOR
PLANS OF DOING A LOT OF EXTERNAL KIND OF EVENTS FOR COMMUNITY. THIS WILL PROBABLY BE THE LAST ONE, BESIDES THE NATIONAL DAY OF RACIAL HEALING AS THE ONE WE'RE PARTNERING WITH OTHER JURISDICTIONS. SO I WILL SAY, BEGINNING TO MAKE THIS SHIFT
FROM DOING AT LOT OF EXTERNAL-FACING THINGS OUR DEPARTMENT HAD BEEN DOING, TO BEING MORE INTENTIONAL WITH SUPPORTING ALL THE DEPARTMENTS AND EMPLOYEES WITHIN THE ORGANIZATION. WHY IS YOU SEE MORE INTERNALLY. STORY CORPS. WILL PROBABLY BE THE LAST MAJOR EXTERNAL INITIATIVE WE PLAN ON DOING.
>> NOW I TOTALLY UNDERSTAND. THE PSA MONEY. SO THANK YOU FOR THAT. THANK YOU FOR THE EX EXPLANATION. >> UMM, I DID PUT MYSELF IN QUEUE. AND, ACTUALLY, VICE CHAIR PALMISANO, YOU TEED UP --
WELL, A COMMENT. AND THEN HAVE A QUESTION. UMM, BUT DEFINITELY IN THIS PRESENTATION SEE THE TRUTH, HEALING, AND RECONCILIATION WORK, WHICH I KNOW MY OFFICE HAS BEEN PART OF THIS COUNCIL IN REALLY DEDICATING A LOT OF OUR TIME TO FUND AND ADVANCE THIS AT THE
REQUEST OF OUR RESIDENTS. TO SEE THIS THROUGH AND SEEING IN THIS PRESENTATION OF THE YEAR IT'S ABSOLUTELY FOCUSED FORWARDS THE INTERNAL, UMM, ENTERPRISE SIDE OF THINGS. AND I THINK THAT CORRELATES WITH REIB'S ALSO
CHANGING ORIENTATION TO FOCUS MORE ON INTERNAL. AND I ABSOLUTELY DO SEE, AGAIN, IN THIS PROCESS, THE EXTERNAL PIECE BEING NEGLECTED. I HAD TO GO BACK AND LOOK AT THE ORIGINAL TRUTH AND RECONCILIATION WORKER RECOMMENDATIONS. THEY NAMED --
THEY WANTED AN EXTERNAL PROCESS. AND THERE WAS, ACTUALLY, CONFLICT AROUND WHETHER OR NOT THE CITY SHOULD HAVE A ROLE IN LEADING THAT PROCESS. AND I WILL NAME THAT'S ACTUALLY SOMETHING THAT I REGRET IN THIS WORK OF SUPPORTING THIS BEING
MOSTLY INTERNAL FOCUSED AND K NEGLECTING THE EXTERNAL. ONE OF THE RECOMMENDATIONS HAVING A TRUTH AND RECONCILIATION COMMISSION TO HAVE THAT VEHICLE FOR RESIDENTS. REGULAR RESIDENTS TO ACTUALLY BE PART OF THE PROCESS OF HAVING THE CITY COME TO TERMS. NOT JUST ONGOING
HARMS COMMITTING BUT PAST. AND I WILL NAME THAT IS SOMETHING THAT I LOOK FORWARD TO WORKING ON USING OUR REFORM ABC PROCESS. THEY'RE CLEAR IN THE ASK. IT DID GET OVERLAPPED IN SOME OF THIS. I GET STAFF NEEDING
TRAINING. IT DOES FEEL LIKE AN HR PROCESS MORE THAN ANYTHING HOW TO GIVE THEM TO A PLACE WHERE MAYBE THEY COULD, "YES, WE DID RACIST THINGS AND STILL ARE." THOSE ARE MANIFESTED IN
THE PRESENTATION. AND PARTICULARLY THE DISPARITIES THAT IS SEEN THROUGHOUT THE PROGRAMS. THAT'S BEING LED OR INITIATED THROUGH THE CITY OF MINNEAPOLIS. OR THE PROGRAMS WE ALSO DO WITHIN THAT IMPACTS OTHER EMPLOYEES OF COLOR. SO I WILL NAME THAT'S A GAP THAT I'M
SEEING IN THIS WORK. I FEEL LIKE I'VE ALWAYS NOTED THAT AND WANTED TO SEE MORE EXTERNAL, UMM, LEADERSHIP ON THIS PROCESS. AND RECOGNIZING OUR OWN INTERNAL KIND OF GAPS. AND I'M -- UMM, I JUST WANTED TO REGROUND, ALSO, THE CONVERSATION
OF, LIKE, PSA IS A PIECE OF IT. BUT IT CAME FROM 2021 WHERE THE CITY AND VICE CHAIR PALMISANO, YOU WAS HERE FOR THE PROCESS, WHERE THE CITY BROUGHT TOGETHER RESIDENTS TO SAY "HOW SHOULD WE LEAD THE PROCESS" AND GAVE A PRESENTATION WITH RECOMMENDATIONS. AND JUST
LOOKING ALMOST FOUR YEARS LATER, NOT ALL OF THOSE HAVE BEEN ENACTED. SO WANTED TO NOTE THAT. THIS IS AN ONGOING CONVERSATION HOW WE CAN REVAMP. AND ONCE AGAIN, IT FEELS LIKE AN HR MATTER OF MORE TRAINING FOR
STAFF. I'M INTERESTED OF HOW THIS CAN ACTUALLY BE INTEGRATED INTO THE RCA PROCESS. I THINK THIS IS SOMETHING WE'VE HAD CONVERSATIONS WITH OUR LEGISLATIVE DEPARTMENT ON. SPECIFICALLY OVERSIGHT AND EVALUATION. TO SAY HOW WE CAN START TRACKING THAT IS WHEN STAFF FILLS OUT THE RCA FOR
PROGRAMS AND PROSPECTS AND CONTRACTS THEY'RE ASKING THE BODY TO CONSIDER TO SEE HOW THEY'RE BEING INTENTIONAL OF HOW THEY'RE ADDRESSING RACIAL AND ECONOMIC AND GENDER DISPARITIES. ARE YOU HAVING CONVERSATIONS WITH THE LEGISLATIVE DEPARTMENT HOW WE CAN FORMALIZE THIS? IN ADDITION
TO THE MORE TRAINING ACTIVITIES THAT YOU ALL ARE HONING IN ON WITH EMPLOYEES. >> AH, YES, CHAIR WONSLEY. UMM, SO, YES. I AM IN A COMMUNICATION WITH THE CLERK'S OFFICE. WE JUST MET A COUPLE OF
MONTHS AGO WITH REGARDS TO THE RCA AND THE REIA, AS WELL. SO I UNDERSTAND THAT THE CLERK'S OFFICE IS JUST KIND OF BEGINNING TO LOOK AT REVAMPING THE PROCESS. LIKE WITHIN THE RCA. ONE OF THE PIECES OF FEEDBACK
THAT WAS SHARED, LIKE, AROUND THE CURRENT REIA FOR THE RCA IS MANDATORY PROCESS. KIND OF IN PLACE AROUND THE REIA. WHEN IT COMES TO CHANGES AROUND THIS IS WHAT WE DISCUSSED WITH THE CLERK'S OFFICE. IF THERE'S CHANGES THAT NEED TO BE DONE
ABOUT THE CURRENT PROCESS. LIKE, IT HAS TO COME FROM THE CLERK'S OFFICE. UNDERSTANDING WITH LIMS, ET. CETERA. WE ARE WORKING ON THAT. AND THERE'S A WAY OF TAKING THE GREIA PART OF THIS AND INCORPORATING THAT IN THE CHANGES THAT THE CLERK'S OFFICE IS WORKING ON. AND I
WILL SAY, IN ADDITION, UMM, I'M WORKING ON GETTING OUR ORGANIZATION TO UNDERSTAND. SO A REIA IS A RACE EQUITY TOOL. THE TOOL IS JUST A SET OF QUESTIONS TO HELP INDIVIDUALS THINK THROUGH THE RACIAL EQUITY
IMPACTS OF A DECISION. AND IT SHOULD BE A RACIAL EQUITY IMPACT STATEMENT INSTEAD OF, LIKE, FORCED QUESTIONS THAT PEOPLE HAVE TO ANSWER. AND THE QUESTIONS HELP GUIDE PEOPLE TO WHAT SHOULD GO, LIKE, IN THE STATEMENT. SO WORKING ON SOME, LIKE, ORGANIZATIONAL CULTURE
CHANGE AROUND UNDERSTANDING FOR EMPLOYEES WITHIN THE ENTERPRISE, LIKE, A RACIAL EQUITY IMPACT NOTE OR STATEMENT. VERSUS A RACIAL EQUITY TOOL. SO WE HAVE LEARNINGS AND TRAININGS COMING UP P AND THIS TRAINING, AS WELL, IS SOMETHING THAT WE CAN FACILITATE FOR INDIVIDUALS WHO
HAVE TO WRITE THE RCAS. SO THERE'S CONNECTING PIECES AND, YES, WE ARE WORKING WITH THE LEGISLATIVE BODY AND THE CLERK'S OFFICE. >> AWESOME. AND THEN, UMM, I'LL MAKE SURE TO FOLLOW UP WITH, UMM, CLERK KARL, TOO, TO SEE HOW WE CAN SUPPORT IN THAT WORK. I
THINK THIS HAS BEEN A MULTIYEAR, UMM, DESIRE IN TERMS OF, UMM, HAVING MORE -- AND I WOULD SAY, ACTUALLY, THE QUESTIONS HAVE BEEN HELPFUL AND USUALLY THE QUESTIONS HAVE STEMMED FROM OUR STRATEGIC PLANS. WHERE WE SET GOALS AROUND DISPARITIES. AND
NOW WE'VE HAD RECENT LEGAL DECISIONS, ARE FROM OUR CITY'S ATTORNEY'S OFFICE HAS PUT THE PROCESS IN QUESTION. SO I THINK THERE'S GOING TO BE A LOT OF QUESTIONS THAT COME -- OR CHANGES THAT IS GOING TO ACCOMPANY NOT JUST THE REVAMP, BUT IF WE'RE INTEGRATING
COMPONENTS FROM THE GREIA INTO THAT, TOO. SO INVITATIONS OPEN FOR COLLEAGUES WHO WANT TO BE PART OF THE PROCESS OR THOSE CONVERSATIONS WITH OUR CLERK'S OFFICE, TOO. SO WITH THAT, I'M NOT SEEING ANYONE ELSE IN QUEUE. THANK YOU, DIRECTOR CORBETT, FOR THE PRESENTATION. I WILL
ASK THE CLERKS TO RECEIVE AND FILE THAT PRESENTATION. WE'LL GO TO THE LAST ITEM, WHICH IS A CLOSED SESSION. SPECIFICALLY REGARDING OUR LABOR NEGOTIATIONS
INVOLVING THE POLICE OFFICER FEDERATION. AND BEFORE I MOVE TO CLOSE THE MEETING, I WILL RECOGNIZE THE CITY ATTORNEY TO PROVIDE THE LEGAL BASIS FOR THE REQUESTED CLOSED SESSION. >> THANK YOU, CHAIR WONSLEY. THE NEXT ITEM ON THE AGENDA IS CONSIDERATION OF STRATEGY FOR
LABOR NEGOTIATIONS INVOLVING THE MINNEAPOLIS POLICE OFFICER'S FEDERATION. CONSIDERATION OF NEGOTIATIONS STRATEGIES OR DISCUSSION AND REVOULEZ BOAR NEGOTIATION PROPOSALS MAY BE HELD IN A CLOSED SESSION UNDER MINNESOTA STATUTES SECTION 13D03. IN ORDER TO CLOSE THE
MEETING TO THE PUBLIC, MAJORITY OF THE COMMITTEE MUST VOTE TO CLOSE THE MEETING. AND DECIDING WHETHER TO CLOSE THE MEETING FOR LABOR NEGOTIATION STRATEGY, THE COMMITTEE SHOULD WEIGH THE RIGHT OF THE PUBLIC TO KNOW WHAT THE GOVERNMENT IS DOING, AGAINST THE NEED OF THE CITY TO RESERVE THE CONFIDENTIALITY OF ITS LABOR
NEGOTIATION STRATEGY. . >> >>: THANK YOU, CITY ATTORNEY. I WILL NOW MOVE THAT OUR PUBLIC MEETING BE CLOSED, AS AUTHORIZED UNDER THE PROVISIONS OF THE OPEN MEETING LAW, SPECIFICALLY MINNESOTA STATUTE SECTION 13D.03 FOR THE PURPOSE OF RECEIVING
THIS BRIEFING ON THE STRATEGY FOR LABOR NEGOTIATIONS INVOLVING THE POLICE OFFICER'S FEDERATION. WITH THAT, WE'LL -- CAN I HAVE A SESSION ON THE MOTION? ALL RIGHT. THAT MOTION HAS BEEN SECONDED. ALL THOSE IN FAVOR SAY AYE. OPPOSED SAY NAY. ALL
RIGHT. THAT MOTION CARRIES. AND WE WILL NOW CLOSE THE PUBLIC PORTION OF OUR MEETING. AND CONVENE IN CLOSED SESSION FOR THE VIEWING PUBLIC, I'LL NOTE THAT THE BROADCAST OF THIS MEETING WILL CONTINUE. AND THE ADMINISTRATION AND ENTERPRISE OVERSIGHT COMMITTEE WILL
RECONVENE IN PUBLIC AFTER WE'VE CONCLUDED THE CLOSED SESSION. WITH THAT, BE PATIENT, AND THANK YOU. ALL RIGHT.
[ MINNEAPOLIS ADMINISTRATION AND ENTERPRISE OVERSIGHT COMMITTEE IS IN A CLOSED SESSION, THIS MEETING WILL RESUME WHEN THE
CLOSED SESSION ENDS ]
[ MINNEAPOLIS ADMINISTRATION AND ENTERPRISE OVERSIGHT COMMITTEE IS IN A CLOSED SESSION, THIS MEET WILLING RESUME WHEN THE
CLOSED SESSION ENDS ]
[ MINNEAPOLIS ADMINISTRATION AND ENTERPRISE OVERSIGHT COMMITTEE IS IN A CLOSED SESSION, THIS MEETING WILL RESUME WHEN THE
CLOSED SESSION ENDS ]
[ MINNEAPOLIS ADMINISTRATION AND ENTERPRISE OVERSIGHT COMMITTEE IS IN A CLOSED SESSION, THIS MEETING WILL RESUME WHEN THE
CLOSED SESSION ENDS ]
ALL RIGHT. THE TIME IS 3:06, AND THE ADMINISTRATION AND ENTERPRISE OVERSIGHT COMMITTEE HAS RECONVENED IN OPEN SESSION FOLLOWING THE CLOSED SESSION. I WILL ASK THE CLERK TO CALL THE ROLL TO PROVIDE AND VERIFY THE PRESENCE OF A QUORUM.
>> CLERK: COUNCILMEMBER HA VETAW. >> PRESENT. >> ELLISON IS ABSENT. CASHMAN. >> PRESENT. >> CHUGHTAI. >> PRESENT. >> PALMISANO IT >> PRESENT. >> AND WONSLEY. >> PRESENT. >> WE HAVE A QUORUM. WITH THAT, WE HAVE CONCLUDED ALL BUSINESS
THAT HAS COME BEFORE COMMITTEE TODAY AND WITH THAT AND IF THERE'S NO OBJECTIONS, WI I MOVE TO ADJOURN.