ESJ 2018-07-11 Minutes - Laserfiche WebLink

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changing the way we do business. Ms. Gierloff agreed that it’s easy to rely on legacy policies and processes. The group wants to make Tukwila better than they found it. Mr. Cline said it is mostly a question of funding for a consultant. Ms. Roeland expressed a desire for the Commission to have a role in selecting a consultant. Addressing the Human ResourcesDirector Departure Ms. Roeland stressed that in her experience, it’s important to partner with a search organization who has a diversity lens, and a proven track record in recruiting diverse candidates that are also committed to diversity and inclusion in order to have a successful recruitment. Ms. Page asked how much time the process generally takes, and stressed that it’s important for the City to do everything with an equity lens. All Tukwila residents need to feel safe and protected, not just he wealthy portion. Mr. Busch talked about how the online application requirement makes our jobs inaccessible to very good workers who may just not have the English or computer skills necessary to apply. Ms. Page talked about having navigators help people apply for jobs and otherwise interact with the City. Mr. Cline shared the process the City is undertaking to address the HR Director’s departure. Ms. Gierloff and Rick Still are doing outreach to employees to ask about how the City should go about moving the City’s HR function forward. The City recognizes the importance of HR in implementing the equity lens. City-wide online survey for all employees, and a short list of employees to have one-on-one conversations, representative sample of all departments and layers of the organization. The City has not made a decision about whether or not the City will use a search firm. The City has filled director positions with and without search firms in the last few years. Ms. Page stressed the importance and uniqueness of the HR role, and a new process will be needed to get a new kind of candidate that can help move the City’s equity work forward. Ms. Roeland indicated that the City does not need to hire a candidate with public sector experience, and expressed concern about the last firm the City used, Prothman, that it would not likely give the City the results we are looking for. Mr. Cline shared that the City has also used various community and employee involvement in hiring processes, and that this is a good time to share the Commission’s desire to be part of the interview process. Ms. Page stressed the importance of including people in the process that are not normally included. Mr. Draganov talked about the importance of having the community contribute to developing the job description, and then being true to the job description, rather than just checking the box. Ms. Roeland stressed the need for the City’s hiring practices to change, and that process starts with the HR Director. Vision, Mission, Goals. The group talked about the idea of starting with City mission, vision, values, goals. Ms. Page expressed the importance of ensuring that the community and the Commission can support/agree with the statements. Mr. Draganov suggested that we come up with action words/verbs as a starting place. Mr. Cline suggested focusing on the first part of the vision statement, “The city of opportunity…”