Dismissal, dismissal at zuckerberg, theres only blacks and asians that were dismissed. Laguna seems to be kind of consistent. You see three for filipino, but we also know last year there was a patient abuse scandal, and it did affect a number of people who were filipino. That may be why that number seems to be higher than the others. But i think that we still need to do more work in terms of where the disparity is in terms of blacks, asians not so much asians, but dispanics. It goes back to the other slide in terms of theres an offset bases on the amount of people that are in the workforce and the amount of discipline that goes along with that. So in terms of disciplinary, i have some suggestions that go along with that. What im heard from my chair perso person, rhonda simmons, the disciplines are for coming to work late and those kinds of issues. But releasing in probationary period, and i have some suggestions where we can talk more about that where we and im not saying h. R. Where we as a department need to think a different way, when we have a new person coming in, how do we make them feel successful in the workforce, other than plunking them down, sitting them down and saying, okay, let me give you the tools because your failure in probation is not only a reflection on you as a person but as me as a supervisor. Its not something that h. R. Can just put a program on paper and say you just do this, so well talk more on that. This particular next slide, when we talk about payroll, i had a problem of understanding the quarters, the first, second, and third quarters and why the numbers were going down, and so this didnt make any sense to me because the First Quarter would have been, lets see, july to september. So when we get to the last quarter, why is it going down . Well, when you talk about the july to september, i understand from payroll that when people are retiring, which they retire in june, that theres the lumpsum payments that go out in the First Quarter of the fiscal year. Thats why the numbers start going up there. When you get to the last quarter, this is now where am i . April to june it just so happened in the last fiscal year from april to june, we were hiring a lot more not entry level, but new nurses. They werent hired at the top of the range, they were hired at the lower of the range, so that explains why that number went down. It may have some other implications, as well, but today, that was the best explanation i got from payroll that made sense. When we look at employee compensation, this is a new one for h. R. I have little Historical Data that i can share with you, and im going to try to enforce that when we do the next report, i would like to have all my managers come and do a report and have a more thorough explanation about some of the problems that theyre having, some of the plans that theyre anticipating implementing, but in this particular case, we know that for Workers Compensation, there were 875 claims filed and 468 were defensible. And heres the amount we paid out in claims, but it was an increase of 6. 3 . Why . I have no data from osha at this point because they said they were just at the beginning of getting their data. They didnt have more information to actually give a more thorough report to you. So im hoping in december, if im coming back in december to report before you, that we would have more information to provide, especially for the Workers Compensation and such. 34 claims, 10 accepted, 17 documentation, and five denied and two under evaluations. Theyre talking about some of their accomplishments. Theyre redoing o. S. H. I know theyre reviewing documentation and going to different sites to make sure theyre in compliance in terms of social distancing, making sure that if they had open spaces, that there were some kind of way that we would mitigate that. But each site for instance, this is not to be confused with the Occupational Health and safety. Theres another function which is specific to, for instance, zuckerberg or laguna, which is not o. S. H. , its occupational i always get it confused. Occupational health and safety, they have a health and Safety Officer, which is different than Occupational Safety and health. Many people are asking o. S. H. To do something when it should be the Safety Officer coming out. One of the challenges that theyre having right now is their chaff seems to be leaving and taking other assignments. I dont know if thats because of burnout or if thats because of other reasons, so were still trying to research that and also trying to give them support in terms of filling their vacancies. I know of two people that are out right now, and one not working at the moment. So now, we go to our Workforce Development. They have done an excellent job in creating Training Programs last fiscal year, and were still working on doing some new. For instance, a training on managing remote teams during Uncertain Times or Effective Communications or diverse teams, advancing diversity, inclusion, and equity at d. P. H. , and theyve trained over 500 managers and staff last fiscal year, and theyre still continuing with that training and developing training. We will be also this is not on here, but we will also be working on our pulse survey. I know i had asked to delay it because we were in the middle of covid19, but i think its important to get that information to know where we were even in the midst of where we are. So i think that is going to be going out in october, the health survey, and we will be reporting on that. We have developed an h. R. Resource center. We have a website where people can go and get information on things coming up with department of Human Resources and Public Health department. If they dont see the email that came from d. P. H. , if they dont see the email that came out from me or grant, it should be on the website for them to access, and the phone center is taking phone calls from people, helping them access that stuff in the world of covid19. We have a biweekly news letter that goes out, as well. So heres where i get to be creative, and i welcome comments from you, as well. So some of the things that ive been working on to find ways that have a fair and equitable hiring process, its strange to me where we are using the same type of hiring process for every hire, and i think we could be more creative on that in terms of what we need. Some of the things that i things ive been talking about with the Diverse Health commission. If were using the data and the metrics to drive that, that would be a clear reason why we would use a promotion only exam process. I want to pmake sure that peope understand how to use it as a tool to start making the next level diverse and so on as we go forward. I want to talk about language that we put on announcements. For instance, if were looking for people that are going to be serving in a community lets say its the Latin Community latinx community, and we want to know this person in behavioral health, what is your Life Experience in working in this population, you dont have to be hispanic, but whats your Life Experience . Life experience means not only your work experience, but your Life Experience. What are you volunteering to do in this community . How do you relate to this population . When i think about this as the hiring manager, i need to think about different things. Not just because they did the best on the interview questions, im also thinking about how im going to diversefy my workforce, and whos the best person to put in the situation. When we do the exam, everybody thats on the eligible list thats qualified. Everyone thats reachable that just came before you is all on equal ground. So as a hiring manager, im thinking about how am i going to diversefy my workforce . How am i going to find somebody that can relate to the clientele that we serve . How can i make the best decision . So when i hire a person, i dont say im hiring a person because theyre latino, im hiring the person because theyre the best for that position. Im changing that conversation, and im having conversations to change policies so we can add something to our Job Announcement to change that, as well. The post referral process, it doesnt have to be based on the calculation of a score, because what you just do is you create another exam, and you lose a lot of people that are minority that dont know how to speak well or present themselves well, but they may be the best person for working in that community. And you have to say you, hiring manager or supervisor, have to have the call in what is the best fit rather than who got the highest score in the managing process. Those are some of the things that im thinking of. The other thing is we are now engaged in working on a new application application system. What is it called . Smart recruiter d. H. R. Has already adopted. They started their i guess their first meetings on friday and monday to launch it, and smart recruiters going to take over job apps. Some of the things that theyre asking is what do you want to see in the creation of this . And i think one of the questions that the commissioners had is how do we recruit for or how do we have recruitments to show that were hiring for lgbtq communities . And i think we dont do enough in the data gathering process to gather that data. And here is the opportunity to put something in so when were going through the entire application process not even hiring, just the application process, that they have the ability to disclose if they want to, that they are a member of the lgbtq community, and theyre looking for a job, and we can kind of keep track of that. The other thing is theres a person by the time of portia bumton, bumton, i think it is. She is the recruiter i think it came out from a directive from the mayor that she wanted d. H. R. To have a dedicated recruiter. I just listened to her presentation today. Shes very motivated and excellent, and shes getting most of the departments h. R. Staff to take best practices theyre setting up a centralized location where you can get recruitment information, find out where job fairs are, all kinds of good things are being put together as a tool for anyone who looks for recruitment. The next discussion is going to be how do we recruit in the will go go lgbtq community. Id like to hear more about that. We need to be more proactive in our department in engaging some of these activities. Here name you may meet him the next time we have our discussion, shivini mapp, and shes our recruiter. Also, developing this new system, they asked me about what about metrics and data and information . I said we are at the infancy stages of gathering that data, and we need to know what to do in terms of motivating, selection date, and Holding People accountable. We also have to hold people accountable. Im sorry. Im going on. I get very excited. Where it is not a matter of d. H. R. Or h. R. Coming up with a magic solution. We are going to hold people accountable who have that ability to do hiring, that, one, they are going to be responsible looking at their own metrics and deciding how theyre going to have a diverse workforce, and if theyre not doing it, theyre going to be asked, what did you do to effectuate change . What did you do to ensure that you have a Diverse Group . So im going to be involved with a subject Matter Expert in something that shows that you are actively making a change to do something and taking it as your responsibility to do that. You, not h. R. The hiring managers, they need to be involved. The second part is once we get people in, what do we do to make them successful . We have perceptorship programs. A perceptor should also be a mentor, and they should also be using it for the whole probation program, not just for the 12 or six weeks. What are we doing for that whole time to develop skills that are needs and successful . I strongly believe that the success rate of probationary employees is the onus of the supervisors or managers that are doing the hiring. How do we make them feel successful, how do we make them feel part of the organization as we go forward. Im going to stop there no, im not going to stop there. You had questions, and im going to see if i can answer your questions. The first question i had now, c can our e. E. O. Officer was not able to give me that information, but i did contact the department of Human Resources, and just as today, linda simon said that she can work with us in giving us more information in trying to prepare a better report in answer to that question. So i dont have it today, but i can work on that, giving you something. I think i just answered your question on that. Also, how do we track lgbt to ensure these groups are represented adequately, and i addressed that kind of in terms of whats coming up. I think we can also do our own surveys in part of whats coming up already, and that can be through our pulse survey or people that are interested in volunteering that. So and use that from the voluntary basis as to what people are providing as we look forward in terms of our recruitment to see what people are doing to prepare for that, as well. Are nurses and r. N. S who move to [inaudible] i think i understood the question. So the answer is, haha, we count the movements, called reassignment as retained. So its not counted as a vacancy. The vacancy count does not change with these movements. Its just a vacancy count by the department they moved from, but not the overall vacancy count. On four, were there any layoffs or furloughs reflected in the data, and i think that has to do with the ambulatory care data. So no, there was no layoffs or furloughs, and so i think i addressed that, and i think this question is okay to bypass. As we review the e. E. O. And a. D. A. Data, it would be helpful to know the location of each employee for context. My e. E. O. Manager says they do not collect data that way. Im going to look at some way to do that, but right now, we dont have the data to provide. Number six, as we review the personnel actions, which actions most commonly generate disciplinary actions, and i think i responded to that in terms of the interpersonalpersonal conflicts is more popular in terms of what we need to address. I do want to also add to that, d. H. R. Has a person of j. J. , and i dont remember her last name. She is the equity person for d. H. R. She is going to be working and i had wonderful conversations with her. She is going to be working on e a mediator programs, where departments have volunteers who want to go through this mediation process, and they will get a certificate once theyve been trained, and they will be dispatched to other departments to help resolve these interpersonal kinds of conflicts and these will help address issues coming out of e. E. O. Complaints that do not rise to the level of skrim napgs, but theyre personalality conflicts or some other type of conflicts moving on. Therell be a written contract of how theyre going to apply this, so of course, they only work if people agree to participate because they wont be forced to participate. But right now, were looking at possibly having people, maybe have two days not two days, two or three hours a week, or maybe two weeks relief time to do that if they agree to participate in this program, and were using existing staff, not new staff to do that as we launch the program. I dont know how soon shes going to get it off the ground, but thats in discussion right now. So thats all i have today for my brief presentation, so do you have any questions for me . Thank you so much for your energy and your analysis and your creativity and in particular the progress thats been made in just the short tenure that you and your team have been made. The progress is remarkable. We have to compliment you on your hiring successes that only a year and a half ago seemed impossible, and the diversity that youre spearheading is critical to us all. Its great that such energy came almost at the end of the meeting, and commissioner comments or questions oh, Public Comment, first. I dont see any hands. I want to remind folks on the Public Comment line, you can press star, three to raise your hand. All right. It looks like we dont have any Public Comment, but i do see commissioner chungs hand . Yes. Thank you, michael, for your presentation, and i think that it really is an eye opener for some of us, you know, to look at, you know, like some of the inequity, like, you know, in terms of the some of the disciplinary actions in terms of the some of the various racial ethnic backgrounds. I have a couple of questions. The first one is in the forprofit world these days, there seems to be a trend in creating, you know, like, a certain profession, and they call that either people culture or workplace cull enteture, an really look at, like, developing a strategy to i guess you know for lack of a better word, you know, to ensure, like, harmonies in organizatio organizations, you know, like from top to bottom. Would Something Like that [inaudible] i wouldnt even know how to ask it, yeah. So how do we address, you know, like that people culture aspect of it . You know, we talked a lot about, like, interpersonal conflict and, you know, like, different racial diversity, and i think that, like, you know, the elements like, that engaged, you know, like, staff in the more vigorous way is to really talk about culture, the differences in, you know, the total backgrounds and also, you know, how to create work cultures where everybody can work in harmony and hand in hand, so thats the first question that i have, and then, i have a second question. So i see you richard has joined me. I didnt know that you were going to be there. I dont know if you had some comments that you were going to make. But i know that our Workforce Development is actively working on courses, and theyre not necessarily going to be in person. I think were trying to develop doing some zoom meetings and expanding what we can do even in this in this time of covid19. And you may have some things some specif