Okay. And the recording has begun.
>> Fantastic. Good evening everyone and
thank you for joining this evening's
equity board meeting. I'd like to call
the meeting to order this evening at
6:32 p.m. [clears throat]
And Dale has already shared with me that
we have some excused absences, but looks
like we have a quarum board hearing this
evening.
Our next item is public comment.
I don't see we have any members of the
public here in person with us. Do we
have any online?
>> We do not. And we did not receive any
public comment ahead of tonight's
meeting.
>> Fantastic. Thank you, Dale.
Our next business item is the approval
of the minutes from the April 8th
meeting of the equity board. if
everyone's had an opportunity to review
them or if you want to take a moment to
do so and then we will vote on them.
[snorts]
Do we have a motion to approve the
minutes of the April 8th meeting of the
equity board as presented?
>> Yes.
>> Okay. So, we have a first. Do we have a
second or excuse me, discussion
>> before that or I did it incorrectly?
>> That's okay. I'm getting it.
>> Move it right.
>> Okay. Thank you.
>> Do we have a second?
>> I second.
>> Okay. All in favor to approve the uh
board meeting minutes as um presented.
Leslie, any discussion?
>> Oh. Oh, sorry. Any discussion? I knew a
part was coming in. Any discussion?
Okay. Hearing none.
Like to vote to approve the minutes of
the April 8th meeting. All say I.
>> Thank you. [clears throat]
>> Okay. The next one is me as well, which
is the chair report and the opening
question for this evening. So, I thought
I'd have a little fun and light
question. So, you have two minutes to
grab two things from your house.
What are you grabbing and why?
>> So, who would like to go first?
>> Grab two things.
>> You have two minutes to grab two things
from your house. What are you grabbing
and why?
>> Inanimate things.
It could be anything you can grab in two
minutes and exit your home with.
>> Okay.
>> Is it an emergency situation? Like we're
never coming back, things on fire. Need
more info.
>> It's not an emergency. You just have to
get out of the house in two minutes and
you can only grab two things.
>> So, what is it going to be and why?
>> Okay. So,
I have three [clears throat] pets, but
One of them you don't like so much.
>> Well, [laughter]
there's one I don't like so much, but
there's one that's too big for me to
carry. So, I would do my two little
pets. So, one cat and one dog.
>> Okay. And I'm assuming because you love
them dearly, that's the reason why you
would do that.
>> Yeah.
>> Okay.
>> Yeah. One of them. [laughter]
So, who wants to go next?
>> I'll say I'm just going to run with this
and I'll say my wallet and my passport.
>> Just so I can, you know, pay to travel
somewhere.
>> Yeah. Yeah.
[clears throat]
>> My phone and my watch.
>> Why your watch?
>> Uh because I got it as a gift from my
sister.
>> Oh, okay.
I'll go next. It's real simple. I
thought about this and I'm like, I'm
going to grab my glasses because without
them, I'm absolutely useless. I'm
middle-aged and proud. So, I will
[laughter] grab my glasses and and
because I'm not original, but it's
essential. My powerful handheld
computer, otherwise known as my phone.
>> Yeah.
>> Essential.
>> Yeah.
>> I'm going to go phone and car keys so I
can go somewhere.
>> Get away.
>> Mhm.
Hopefully my kids run and come with
[laughter] me. Have to grab them if
they're old enough. But yes, breathe the
room right?
>> You see me run, run, too.
>> I'll I'll take my mom's wallet and
[laughter]
my mom's wallet probably has more money
than mine. And I'll take a pillow cuz if
I had to sleep on the streets, I it'd be
really uncomfortable sleeping without a
pillow.
>> That's true.
>> There you go.
>> Good god.
>> Practical. I see that. Mom's wallet.
Mom's wallet.
>> Smart.
I can go next. I'm gonna assume I'm
heading to a lake for a swim.
>> So, I'm going to take a towel and a can
of coconut water.
>> I love the story you're building around
that. That's great. [laughter]
>> I'm going to cheat and pretend that my
bag has everything I need to do.
[laughter]
So, this way I have my phone and my
wallet and my glasses
and then uh my cat
>> and it has all of your name tags in it.
>> [laughter]
>> So, you just have a go bag at the door.
I like that. Paired woman.
[clears throat]
>> I'll go. Um, my dog, of course. And
then, um, my phone cuz it's my wallet,
too.
>> I assume my husband can make it out by
himself.
>> Yes. He's reading the room. He's going
to follow you.
>> Yeah, absolutely.
>> I'll go. My bag has everything and it's
I store everything in. So, my phone goes
in there, everything. So, I'll just grab
my bag and I'll grab my computers
because then I can get all my paperwork.
>> Done.
Anyone else?
I like that we got everyone in the room.
And do we have any folks online with us
or
>> We do not.
>> All right. Fantastic. We got a whole
bunch of practical folks that uh know
exactly what they're going to grab in
two minutes. Thank you. That was fun.
All right. So, our next agenda item
belongs to Dale.
>> It does. I have a very brief um staff
report statement um on things that have
happened since our last meeting a month
ago. Uh one is around the park rules and
regulations uh topic which I presented
on at our last meeting. We've moved
forward with that and we're in the
process of putting together um the the
actual full chapter right now is in
draft. The feedback from the board which
is captured in these notes um and
centered on a sort of human first
approach to enforcement um is something
that's been incorporated into the
enforcement matrix which is going to the
park board on Monday night um before
going into the draft and then the draft
of the code will come back to this board
um at our I believe our July meeting. Um
so the whole draft will come back to you
for review um before going to the
council committee. The second item as
followup from our last meeting is
actually the topic of tonight's meeting.
Um, and so at the previous meeting, the
board uh voted not to or voted to not
approve
didn't vote to approve I don't know the
exact terminology of what action was
taken, but didn't vote to approve the
work plan um in order to have a
discussion about an item the board felt
was left off the work plan. Um, that
item is tonight's main item. So, and
that is that summarizes my uh report on
progress since our last meeting.
>> Fantastic. Thank you, Dale. So, with
that being said, we have our next agenda
item and um we'll let uh Tisha introduce
herself and talk about our main item of
discussion this evening and then we'll
kind of uh reconvene as our group and
talk about what our next steps were
going to look like.
>> Thank you. I do have a few visuals to
help me stay focused. So, let me share
my screen here. All right. So, um my
name is Tisha Geyser. I'm the city clerk
in Isiqua and I have a our office has a
number of responsibilities, but one of
those is to uh attend city council
meetings, help prepare their agenda
materials, and to facilitate the
appointment process. And so Dale asked
me to come tonight to just talk to you a
little more about that. I know we put a
lot of information out in our council
packets about the process. So just bear
with me if you know some of this. Um but
I'll I'll keep the presentation short.
Um so these are our last five vacancies.
Uh you can see that there's a little
gap. We had two kind of clustered
together in 2018 2019 and then a
six-year gap. Um, and then we've kind of
had a slew of vacancies recently, um,
which the middle three vacancies were
all due to our isqua city council
members moving into the state
legislature, which um, don't know all
the reasons behind that, but I do feel
like Isizakqua has been very well
represented
um, as far as district 5 and district 41
go. Primarily district 5. So, and then
the most recent vacancy we had in March
was due to a council member um having
some ongoing health issues and feeling
like she wasn't in a position to
continue serving.
So, um these are kind of the and I'm
sorry the screen is small. Um but the
these are kind of the requirements for
when a vacancy occurs. State law says
that the city council has 90 days to
fill the vacancy. And if they don't do
that, then the uh appointment goes to
the King County Council who has an
additional 90 days to make an
appointment. And then if they don't make
an appointment, then the governor um
makes it. And then there's some minimum
requirements for the person who is
appointed. Um so they have to be 18.
They have to be a resident of Isiqua for
one year at the time of appointment and
they need to be in our city limits. Um,
interestingly with this last vacancy, we
actually had a number of folks reach out
who were interested in applying but who
unfortunately were outside of the city
limits. Um, and then you need to be a
registered voter. And then the depending
on when the vacancy happens, the
appointee generally serves until the
certification of the next general
election in an oddnumbered year. So
there's only elections for our city
council and mayor in odd years. So
because of this vacancy we just hit at
the beginning of 2026, they're not that
position is not going to be on the
ballot until November 2027. So the
appointment they just made was for about
a two-year term. That depends on a
couple factors. There's a candidate
filing period in May. So if depending on
when a vacancy occurs, there could be
the potential that that seat is on a
ballot fairly soon. Um so you know,
timing matters. As you can see, the
timing of the recent vacancies have
tended to be at the beginning of the
year. So, they've been serving for a
while uh or like a minimum of a year,
almost a year. All right. So, those are
a few of the basics. You know, I was
thinking a little bit about, you know,
so these are the requirements s I've had
some observations
um as the council I've seen the council
go through this process three times. Um
there's some other things that they tend
to think about. Um I know that they feel
that there's a you know often a pretty
significant learning curve with people
coming on the council. So often they're
also thinking about are these is this
person interested in continuing and
willing to consider running for a
position. Um they have a number they
have three standing committees on the
council that cover different topic areas
in the city and then there they also
have uh seats on things like our east
side fire and rescue board and cafe
water alliance. And then they have
regional seats where they serve on
various topic uh boards and commissions
and committees with folks from other
east side cities or other King County
cities. And so one of the other things
they seem to be looking for is kind of
like what subject area are they a little
weak in or they have did the prior
council member who vacated have so now
we're missing someone with an
environmental focus or public health
focus or so that tends to be something
that they're um that I've observed that
they're looking at it as well. And then
the last thing I wanted to mention here
that I've seen be a factor in the last
three vacancies um there the council has
three main sort of planning um retreats
a year. One of them is in the first two
or so months of the year. And so these
last few vacancies they've been eager to
get someone seated in time for that
first full day retreat because it's when
they're given a lot of information about
the city's budget, the work plan. So
those are um that's been a a timing
consideration. So I just wanted to share
a couple things. They I'm sure
individually have other factors um but
those tend to be some themes.
So let me just walk through the process
uh quickly with you and then I'll um
just have a few more slides here. So the
first step when someone announces their
vacancy is you know they give us a
resignation date and then uh I prepare
uh we call it an agenda materials for an
upcoming city council meeting at
[clears throat] which I ask the council
for input on the process and timeline
for that vacancy. They have rules of
procedure that outline some of this, but
this is an opportunity for them to
potentially they could do something
different if they wanted to or provide
some refinement. So they they have some
their policy says that they might choose
to do certain things and you know that
gives some parameters but this is the
meeting at which they give the specific
timeline. So um in the last three cases
I come to them with a proposed timeline
based on my best guess as to what they
might be um thinking and then they
provide input on on kind of the schedule
as well as do they want you know like a
meet and greet with the community do
they want anformational session um for
people who interested in applying um do
they want changes to the application you
know things like that so that's the
first step the second step is to open
the online application. We use a web
form um for this. Uh the third step is
been a factor in the last three
vacancies. The council has requested and
we've held it in this room in fact um
the last two times, but they've
requested a session where people can
come and learn more about the role
[clears throat]
and to understand if they might be
interested in applying. And I've been
really impressed with our community. the
we've had three in fairly close
succession and we've had you know like
20 people at each event which has been
really wonderful to see. Uh sometimes
some board and commission members have
come but often we've actually had a
number of people come who have had no
involvement with the city of Isiziqua
and are just interested in volunteering
and learning more. And so um it's it's
been a great experience and it the
council members or mayor will just share
you know some basics about the role and
uh their experience.
So the fourth step is uh the application
closes and I screen them to make sure
that everyone who's applied meets the
minimum qualifications and then I share
the full uh application materials with
the city council.
Step five, um sort of a redacted version
of those materials are put in a p public
uh agenda and the applicants are given
an amount of time uh ranged from 3 to 10
minutes uh at which they'll be able to
provide a verbal presentation at a
future meeting.
Uh after the verbal presentations are
given that recently because of the
number of applicants, the council's then
chosen to narrow the number of
applicants. Um, that's usually happened
at the same meeting as step five. That's
usually also happened after a closed
session. The council's allowed to go
into a closed sort of private session
for a handful of reasons under state law
and one of them is to review
qualifications of appointment. So,
usually they've done a close session and
then they've chosen to narrow the number
of folks who move to the step seven,
which is another council meeting,
usually a week or two later, which is
the second round of interviews. And the
last few times, they've asked uh
questions, the same questions of each
applicant, and they've had some amount
of time to answer them. And then at that
same meeting, they've usually gone into
another closed session and then come out
and made an appointment, voted,
nominated and voted. Yeah, usually it's
been on multiple people, but not
necessarily. Um, and then someone is
sworn in at that time. I was I was
looking at the timing of this for the
last five vacancies and it seems is
often someone's appointed within one to
two months as seems to be the kind of
typical overall time, right?
>> When we have three months We have three
months as I uh yeah correct they have 90
days and they've typically been making
appointment. Now sometimes they might
have more notice of the resignation. So
that's starting that clock from the date
of the resignation to when the seats
fill.
So I wanted to talk about uh just a few
changes that were made in this recent
kind of suite of vacancies that have
occurred. Um I I feel that these are
positive changes. Um so the first one is
this informational session where the
council kind of invites people to come
learn more about the role. As I said
we've had really great turnout. Um and I
think it's been helpful to people to
understand the time commitment. Um you
know the compensation things like that.
um they've significantly trimmed the
written application and like cut it in
half
>> [clears throat]
>> um
for they just felt like it was more 10
questions was more than what they
needed. So feel like they've been
looking closely at the uh questions. Uh
they've also really been trying to get
the word out that they'd like applicants
to connect with them individually during
this process. this is something that
they're allowed to do. And I think they
feel like it's a beneficial for both the
applicant and for them to get to know
these folks. And so it's been a little
challenging to convey this to all the
applicants. We put it in all the printed
material. Um but that's been something
they've wanted highlighted. Um they've
also asked for us to try and promote all
of the benefits that come with this
role. So there is some compensation.
Currently it's around 1,800 a month. Um,
but they also there's a low-inccome
stipend, you know, there's a few other
things that they can are eligible to
participate in our retirement uh program
to some extent. So, they wanted that
featured and we've been trying to do
that. Um, and then they've also wanted
to, you know, communicate the time
commitment. This seems to be something
people are really interested in too when
they apply. They want to know what am I
looking at here? So, these are some of
the things we've been trying to be
better about communicating.
And then these were some specific
changes that were largely made after the
first. So I showed you we've had three
recent vacancies. The first one um was
the first one in six years. And so a lot
of the council members who were part of
that process were new. And there were a
little a few bumps in that process. Um
there were some people who applied who
um were vocal about not uh loving all
the elements of that experience. And so
the council asked um the clerk's office
to survey everyone who'd applied and got
some feedback and based on that feedback
the council made some changes. And so
these these are them.
So they put this first one might sound a
little confusing here. Basically they're
trying to be more uh intentional about
parts of the process in advance. So now
there's a list of things that the clerk
is supposed to ask them at that first
meeting I talked about when they're
working on their timeline and process
because they felt like a few things
could have been a little tighter uh
particularly with the second interview.
Um and that's been working well to get
more feedback. Um they also in the rules
really emphasize they want a commitment
of staff that all applicants get the
same information and that all applicants
are encouraged to meet individually with
council members andor the mayor. Um they
also formalized a process for narrowing
applicants. they it's recently they've
been getting high numbers of applicants
over nine nine and plus and so that they
have been choosing to kind of reduce the
group between that first and second
interview and they wanted that to be
more spelled out so there's they've got
a process for that now um also 10
minutes per person they had 14 people
apply um recently so having 10 minutes
per person was a long presentation so
they wanted some flexibility so now that
that shifts that that duration's
communicated three I think three to five
days in advance. Uh and then they there
were I don't want to get all you know
too detailed here but there was a little
discomfort um in that uh 2025
recruitment. A lot of a number of uh
applicants got nominated and then had to
kind of be in multiple rounds of voting.
So the council basically wasn't able to
make a decision on a first round of
voting. So then they had to go through
and revote on the people who'd been
nominated. As you can imagine, that's
kind of an uncomfortable thing when
you're one of the people who's been
nominated. And so, and the council felt
uncomfortable with it, too. So, now they
have a rule saying basically two council
members have to agree to put someone
sort of on the ballot. Prior it was one
one any one person could put someone on
the ballot. So, they've these might
sound like small things, but I do think
the the um cumulative impact has been to
make the experience improved. And then
the last one I actually think has maybe
made the biggest difference and that was
that they got some feedback that first
vacancy in 2025 um they had folks
sitting like this and they had the they
had seven finalists and they had them go
from you know starting with Dale was the
one to respond to the first question you
know then coming through Lorna Laur so
Lorna had all this time
>> and then Lorna was the first one to
speak with the next question and they
went back and there's a lot of feedback
back that it wasn't fair.
>> Um, and so, uh, the council has now
asked, and we have to, it has to be an
option because we can't exclude people
from our public meetings, but they're
now asking the applicants to sit in a
room off to the side where they can't
hear and come in one at a time. And they
are now settling on the questions. They
have all the applicants go into the
other room and then they settle on the
questions. They're kind of uh, the
council leadership provides them in
advance. The other council members get
to weigh in. They finalize them, they
call them in one at a time. After you've
interviewed, you can sit and stay. And
that has seemed to work much better. Um,
so with that, that's just an overview of
how uh my uh perspective on how this has
gone recently and some of the changes
that has been made have been made and I
anticipate more iterations um in the
future. But I'm also hoping that we
don't have any vacancies for a while
because there sure has been a flurry.
>> That concludes my presentation.
>> Great. Thank you, Tisha.
I know Tisha's here for questions and I
think then plans to stick around to hear
the discussion of the group. Um but
Leslie, I'll turn it back over to you.
>> Absolutely. So, thank you very much for
the the presentation. I think it
certainly um provides some context in
terms of what the um the city's process
is and how um deliberate it is and um
the the step process. Um I think we all
appreciate that. Um, I think with that
being said, um, I have a couple of
questions and I'm not sure, um, if
they're going to sound a whole bunch
like our our conversation later and I
suspect it will, but um,
the concerns that were have been shared
with me and I also um, share the same
concerns about the uh, selection process
is that it seems to be uh, fairly narrow
in terms of the recruitment. Um and it
um caused me to to wonder um listening
to your presentation and also prior
conversations which is how do people
find find out about uh the availability
of these these openings? Is is it just
that it is uh relegated to just a email
from the city or how is it that we're
working towards making sure that we're
utilizing those communications to touch
as many diverse types of backgrounds and
viewpoints, professional and
non-professional experiences to, you
know, to really have someone that is not
fit into kind of a bit of a a box that
they represent what is. What is that
process?
>> Sure. Yeah. So, the city council members
have had some input on that process too.
So, the recruitment process has been
very similar to when we do the board and
commission recruitment. So, it's
featured in the isquata insider which is
the newsletter that goes out every
Friday from the city um once or actually
I think it's been twice um for some of
the recent recruitments but at a minimum
once. Um there's a news item that goes
on the website. So when you open the
website there, it's one of the things
that's kind of stuck on the bottom. So
you see it, you know, anytime you're
visiting the um city's website. Then
there's been some um social media. I I
could not tell you which of our social
media platforms have been utilized, but
I I could certainly get you that
information if that was helpful. Um and
then the council's also asked uh that we
share the opportunity with any of our
nonprofit partners. So that's include
included our any of our human services
partners. So the agencies that we grant
to or have a relationship with our arts
partners in the arts realm, our economic
development partners, and they've also
asked us to outreach to the homeowners
associations in the area. Um, and then
you've probably gotten an email from me
if you were on the boards or
commissions. I I have typically sent a
communication to all board and
commission members which actually have
been a really robust I mean I've I've
really seen uh yet another value of our
boards and commissions because the last
two applicants have come from a border
commission um and have stepped into
their roles very uh kind of seamlessly
on the city council. So those um those
are some of the avenues. I will say just
an observation at the last um event we
had here, the city council elected
official event. What was surprising to
me as I shared is we had a number of
people who were sort of new to
interacting with the city. So it um you
know and they I I didn't I don't know
how all of them found out about the
event. We were promoting that as part of
promoting the opportunity. But I took it
as a positive sign that we were reaching
some people who hadn't yet, you know,
engaged with us. Um, so that's that's
how
>> Okay, I appreciate that. Thank you. know
I think my my my last question and then
I don't want to dominate the the
conversation but um
I was some of the feedback that I had
been given is that during this process
there are some individuals that were
given what was perceived to be
additional access or time with either
council members or within the process
that was certainly perceived as giving
them a bit of a a leg up in terms of the
selection process that that opportunity
was informal,
known about by certain individuals, but
ultimately um it was beneficial to them
and thus not beneficial to those that
did not know about the extra opportunity
to maybe have facetime with a council
member or some other individual that
could perhaps promote them or support
them in a way to move forward
successfully. So, um I know that we
discussed that. I'm sure it'll come up
this evening during the time that we
have our fuller discussion about this as
a board, but I just wanted to get kind
of your your
view on that.
>> Yeah. So, the council has had some
concern about that too because I think,
you know, I was thinking about it. It's
different when you apply for a job. You
don't think it's appropriate to reach
out to the hiring manager and say, "Can
we get coffee before the interview?"
Like, that's just not something you do.
In the case of these positions, it is
allowable and by our city, our elected
officials, it is encouraged. They want
everyone who applies to have met with
multiple of them before the interviews.
I think our challenge is communicating
that. Now, their cell phones and emails
are all on the website. So, I think
access to them is that's not like, you
know, you don't need to contact me to
get that information. That's out there.
But I think the harder thing is
communicating with people. you know, we
want you to do this. Now, folks who came
to those elected official events, the
council members were there and they were
telling them that um it was in the
written materials and has been, but you
know, it's hard. You're we just skim
things, right? So, um I think
[clears throat] it's still trying to
figure out I mean, with this last round
when we had a few people apply early and
I I um you know, reminder, reach out if
you haven't. So I'm in you know and if
there anyone has ideas think that's a
challenge is how do we make sure
everyone knows that now whether or not
people choose to utilize that I don't
know but I imagine that could be helpful
to them right and I think the idea is to
a two-way communication it's they can
kind of you know pitch themselves to
that individual but I think also they
can get some candid information about
what it's really like to serve you know
and ask some questions so I hopefully
it's beneficial to both parties
I think that's valuable, but I think
when it comes down to it that it it
needs to be built in my opinion into
more of a formal process that everyone
is aware of because I don't think any of
us that in our professional lives or our
volunteer lives have put our names
forward to do any number of things. And
the way that it goes, you may get
selected, you may not. But everyone, I
think if especially if you don't get
selected, you want to come away from the
process knowing that you were given
every opportunity to show yourself in
your best light that if you had an
opportunity to speak to individuals that
would help you either improve a pitch or
what have you. Any of those things along
the way to where you eventually were
told that you were not selected, please
try again, what have you. that you were
afforded every benefit, equitable
benefit to that process. And I think
this area that we've been discussing, I
think, is one that could use some
formality added to it to where I think
people would walk away from the
experience understanding that they were
given an equal shot across the board.
Leslie questions.
>> Yes. Are there any questions in regards
to what we just talked about? Thank you.
Sorry, I need to sit up. Uh, I have to
leave right now, but will will the
meeting minutes be handed out by email
or the video recording?
>> It'll be recorded and we'll have the
minutes that'll be available.
>> All right. Thank you so much. I'm so
sorry.
>> Good luck on your test.
>> Good. Good luck.
>> Computer science it up for us.
[laughter]
>> See you next month. Cash.
>> Thank you. Thank you so much.
>> So, you did have a question.
>> I did. Um, they're actually pretty
similar to yours. Uh my question is I I
was reading on one of the slides where
you said the information session was
optional. So my question around that is
what information is typically um shared
in that session and then what are we
doing to ensure that applicants who
don't attend that still receive the same
information and then I guess kind of on
that third end is why is it optional?
Um yeah, so I mean this is um the city
council are the ones who make the
appointment, right? So um I it's
optional because they they get to decide
um whether they direct us to to schedule
that event and they have wholeheartedly
been wanting that event. I mean, we had
one vacancy where the application um
period was most of December and um they
were insistent it didn't matter if it
was mid December. They wanted to have
that opportunity and so I expect it will
continue. It's just not, you know, it's
not mandated in their rules. Um so, uh
the information that's shared there is
available. I mean, I'm not exactly sure.
I've had folks email me and say, "I
can't attend. can I have the content?
And I send them the content. Um, you
know, as far as other people out there
who might be interested that we just
don't know who they are that, you know,
there's got to be some kind of some way.
Um, I'm trying to remember if I've added
the presentation to the uh the website
calendar because we did feature on our
website calendar and I can't that would
be another option, an avenue we could
take. Um, but we have shared it with
anyone who's reached out. I've emailed
them the the slides and and it cover has
covered some really useful things. The
our council members have to go through a
very rigorous financial disclosure
process. So, it talks a little bit about
that. It talks about some of the things
that they will be asked to vote on. It
goes over their compensation. It goes
over some of those regional
opportunities. It goes over please reach
out to them um during this process and
um some other things that I'm probably
missing. But those are some of the
basics. And then I just have one more
question. Um,
in regards to who applies, is there any
data available around who applies and
typically who is appointed? And I don't
mean necessarily like gender and race,
but u again like you were talking about
right like professionals um right like
disability just other um other
demographics. In addition to that,
Isiqua has
what I like to call
>> [laughter]
>> um a very strong like civic engagement
pipeline. And so again, right, when you
have people who are interested in
serving on council who maybe don't have
as much, right, um familiarity with like
boards and commissions who have never
served, are they typically looked at as,
you know, strong and viable candidates
or does it typically default to
individuals who have those
relationships?
>> Yeah. Well, looking at the last three
appointments, you know, one of the three
was not on a board or commission. The
other two were. I do think they're they
are thinking about just like you would
if you were a hire hiring manager, you
know, how quickly is this person going
to be able to get up to speed on our
capital improvement plan, on our land
use code, on, you know, our sewer rate
update, like all these things. C. I
think it helps because you know coming
from the equity board too you know a lot
of city speak you know a lot about how
our city works and so that the step in
is so I think it's a factor but it also
hasn't seemed to totally preclude
someone from being appointed it's
possible um it's possible count the
person I mentioned she may have served
on a short-term task force so she may
have had some city involvement did she
okay so she had been on a a task force.
So I guess yeah that that is a uh that
does seem to be something that they
value
>> and it doesn't take away right from like
what they bring right because I'm sure
that they bring valuable experience and
you know other but I'm curious to know
if right there's an opportunity for
people with you know a fresh set of eyes
right or different lens to learn you
know what I mean to step into those
roles so yeah [snorts]
>> just follow up real quick we are now
collecting some demographic information
we realized it was a little bit of a gap
We have incorporated that into our board
and commission application and we head
into our council application. So we are
now starting to get a little bit more um
information. Thank you.
>> All of it being it should be noted all
of it being optional.
>> It's all optional.
>> Yeah. So no one no one has to disclose
just any of their demographics.
>> Lorna Oh. So I think I saw Chris Lorna
and Kelly.
>> Okay. Um, when someone applies to the
job, right, you mentioned that you
emailed them back a confirmation that
you received their application.
>> They my uh they get a a confirmation. I
believe they get a copy of the form once
they submit it.
>> Yeah.
>> Um [clears throat] and then um what's
the next step? So the next step is then
confirming they've met the requirements
and then the then their next the next
communication to them is giving them
information about that next meeting
where they're going to be giving a
verbal presentation. So um and then they
start getting a lot of emails.
[laughter]
>> So I guess that goes into when they
apply is there a reason the whole
process isn't shared with them from the
start? Like I've been on a few hiring
panels at work and what we typically do
is um let's say I apply for a job. Then
what I get is thanks we got your
application. Yes, you meet the
requirements and then here's everything
start to finish. You could be knocked
out obviously between round one and
round two, but here's every the process
that we're going to go through. Here's
what you can do as far as like go meet
with these people, go call them. like
you just outline that whole process from
the start and that way it's like now on
them, right? Ownership's on them to
actually go and do that, to reach out,
to be engaged because now it's not, you
know, then it's I guess fair for
everyone to be there and do that. That's
kind of like the only thing I was
thinking if we do that or not.
>> We do. Okay.
>> We do. Um, so the if you were to look at
the um news item, that's the technical
term we call them on our website, it
said it, you know, they I had the that
list that I showed you. I, you know,
created a document with all of the the
benefits a council member has. That's
one of the the another bolded sentence
was reach out to your council members.
This is where you get their contact
information and then here's the
timeline. So, we have tried to
communicate all those things. Again
though, I do think that sometimes, you
know,
people are just busy and it's
>> I just wanted to make sure we're telling
them at the start about everything.
>> Yes.
>> Okay.
>> Oh, Lana.
>> Okay. So, you had mentioned that when a
council member Kates, the council is
looking for certain key strengths in the
possible candidates. So, for example,
when Marsha Michelle left, I know she's
really involved and has a lot of hands
and many pies. And so, I I can't I don't
remember what commission she worked
with. I'm assuming equity and human
services, baby. And so, um, were was
that highlighted in the opening for the
person so they know what to emphasize in
the application and their resume to make
them more marketable as the other
council members reviewed and looked at
them and there were two places that I
saw it could have fit in and I'm
wondering if it was put in both of those
places.
>> Yeah, that's a great question. It hasn't
been put anywhere. Um, I think that that
is um one of those things that has
uh
[sighs] so there's there's uh you know
the council has the discretion and
ultimate decision on making the
appointment and I so so I'm doing my
best to rep try and represent what how
they might think about that. I think
while they are certainly looking for
someone that has strengths to augment
the other six of them, I also get the
sense that there there's some amount of
openness. So, I would imagine um they
might not feel like they might eliminate
someone from applying who may not bring
that expertise. I'm just making it this
is my best.
>> In my job, and most of our other jobs,
I'm [clears throat] sure the same thing
happens, but they usually say
preferable, optional, lovely little
words. they put in parentheses after
that just to make sure you realize
that's not going to exclude you. But
hey, consider because to me that really
[clears throat] a long way in building
your resume and making yourself someone
you know that you want to sell to. And
also [clears throat]
if you had that then maybe I wonder if
they would have gone to the human
services website and done some research
just to study more as to what could
possibly they might need to do. And
[snorts]
>> so if I could just piggy back off of
Laura's comment here, I think it also
privileges someone who is savvy about
the process and they know, oh, the
council's going to look to fill the gaps
that council member uh Dim Michelle, you
know, vacated and they're going to know
that and they're going to prep for that
to be more successful. So, it kind of is
an insider knowledge. It feels like it
could be something like that
>> which you know is the for those who've
chosen to take advantage of that
interaction with the council members you
know that's where that can be helpful.
Um but yes understood.
>> Is the meeting recorded
the optional meeting?
>> The optional meeting has not been
recorded yet.
>> No but we've we've done three. They've
been great. We've I feel like we've been
improving the content that's delivered
at them. They haven't been recorded yet.
>> And that information that you're
providing during that meeting, is it
listed in this meeting is going to
explain blah blah blah. It's critical
information that
>> So,
>> yeah, we've so we've included it as
we've promoted the position. Basically
saying if you want to learn more, if
you're interested and want to learn
more, consider attending this event.
It's not mandatory. or you don't have to
attend to to be um
>> considered
>> considered. So um there's probably some
additional ways we could highlight the
event or try and make that information
um you know more paramount
but
yeah I don't know if I answered your
question
>> and I get both sides. It just feels it's
very a big wonder for me why someone
would choose not to attend that meeting
if it's so critical
>> and I wonder if members who attended or
members who what kind of feedback
everyone gets through this process just
for them to learn sometimes after job
interview someone will reach out to us
and say hey you know I'm really
interested here what could I do to be
more marketable
in the future like a learning but then
again we're education so we're always
trying to teach people so what are the
educational opportunities embedded
within the system
>> I want to make sure we get Kelly's
comment
>> oh sorry no no questions Kelly's
question
>> questions
>> my question
I'm trying to frame it as a question um
when I hear it all when I put it all
together it is all at the will of the
council and and I understand that that's
what they do but what they are doing is
selecting a council member from our comm
community community and the entire large
community who comes with a varied
experiences on how to how to even manage
something like this and what I what I
the feeling I get is that it's all from
the council's perspective and it's not
looked at it from a regular community
member who is trying to navigate. So for
example through this I tried to look at
the procedures. I realize there's
procedures for the you know for the
organization on everything. I look at
what the procedures are for um
uh you know making an appointment and
there are none literally there's like
two and none of them say anything that
you just said literally in the
procedures unless I just put it in or
I'm looking at an old procedures because
I looked. So what I'm telling you is I'm
not alone out there. So if you think
it's there and I don't think it's there
and I know I looked,
that's the problem, right? And that the
framing needs to change. So that's what
I'm trying to say is that I'm just
wondering how can we get the city
council to see it as an opportunity to
bring in a diversity and I mean
diversity in viewpoint, in diversity in
experience, in diversity and people who
they don't know, right? Literally,
literally, it is an opportunity to bring
in people they don't know. Which gets me
to my second point. One is how do we get
them to
think like a community
person and how they would enter into
this? And the second thing I want them
to
try to Well, now I lost my train of
thought.
>> It'll come back to me.
Mostly it's the viewpoint. It's it's it
at least needs to be written down in a
place that's public that we can all see
it, not just candidates. And it should
be the same every single time. Why does
it have to change every single time? I
want to make sure that we're getting the
most out of Tisha's time here and asking
the clarifying questions that you all
need to ask in order to have the
discussion that both Kelly and and
Leslie have started to have. I want to
make sure though that before that
conversation happens and sort of Tisha
and I take a bit of a backseat um that
you get the information you need on the
front end because opinions are great but
questions that are going to help you
form an opinion together as a board.
This is the time to ask those.
>> Okay. So Melissa, sorry. So Melissa and
then
Quan. Okay, got it. What would it look
like [clears throat]
if when the council or whomever is
notified of an upcoming vacancy, just
holds a public information session?
Because I feel like the information
session, even though it's optional, only
happens after an application period.
Just have it open for the community. And
I don't know if this is just like we've
explored this already. I have no idea,
right? So, I don't want to, you know,
knock on maybe a conversation you guys
have already had, but why wouldn't like
what would that look like to just say,
"Hey, community, right? Like, there's a
board vacancy getting ready to happen
and we're going to drop the application
on, I don't know, June 1st, whatever,
May 28th, right? Come to the Isiqua
Community Center for an open to the
public information session about what's
happening, right? how to apply, what to
expect like
what what does that look like? That way
it builds public trust, right? It speaks
to transparency, right, from the council
and it attracts people that they don't
even know are here in the community. You
know what I mean? That could be
interested and could lend a whole lot
more to this, right? It solves the
problem of meeting with your council
members individually, right? Because
maybe there's an opportunity to
socialize. like what does it look like
to just hold that meeting publicly prior
to the application process and then
maybe during the application process
maybe there's something else that
happens you know what I mean for those
candidates that have moved on to maybe
the second interview but if yeah what is
that possible
>> yeah definitely so um and to be clear
the event was is open to the public it
was just you know anyone come come if
you're um interested at all
>> they have to know about it right
>> well They yes, they'd have to know it
was happening. So, it's honor you. We
know it was noticed similar to how we
notice other events, though we probably
could have done more promotion. There's
always more promotion you can do. Um, my
memory is that the
>> my memory is that it was the goal was to
try and get the session towards the
beginning of the application process.
Usually, there's a four to six week
application process. So, they wanted it
to happen as early as possible. My
memory is with this last one, it was a
little bit more midway. Some of that is
just just what Saturdays are, you know,
the other six council members free. Some
of it's like just some logistics. So,
but that's, you know, that's some good
input. I don't think there's anything
precluding that from happening earlier.
>> Perfect. Christy.
>> Yeah. So, Tisha, thanks so much for
sharing all this information. Um, had a
specific question around the application
process because from what I recall, it's
online. and there's an online form to
complete and um I'm wondering to what
degree you can share maybe your your
thought on how accessible it might be to
um folks who speak other languages or uh
maybe um our older community members who
aren't so comfortable with technology or
maybe people who need uh screen readers
and other types of supports. So I I'm
just trying to think any in the spirit
of getting as many diverse candidates as
possible. Are are there barriers for
them to apply or what kind of supports
are available?
>> Yeah.
>> People Yeah. Other languages. Yeah.
>> We could we could I'm sure we could do a
better job. The things they've really um
the council members have encouraged is
they want to make sure that someone can
access the complete application before
they begin it. And so there's, you know,
at the top there's like a PDF that could
also be printed. Um, so you can see
every question you'll be asked in it
before you kind of enter formland,
right? Online formland. Um, the we do
have uh Google translate on our website.
So which should given that it's a web
form embedded in our website should
work. Um, and we actually recently
because of some federal requirements
will be needing to meet um do now have
some screen reading capabilities
embedded in our website. Um, that's new.
I'm not even sure if that was in place
at for this last application. But I also
think we could add some language. You
know, um, we would print the form. We
would we would accommodate if asked, but
we could probably be better about
putting some more information
proactively out there, letting people
know that.
And I'm thinking a little bit later in
the process with, you know, the the
presentation and interviews. Are there
accommodations for folks who aren't
comfortable speaking English to make
that possible? I mean, I think, you
know, there could be accommodation, but
how welcoming is that
communicated at the front of the
process? Because I can imagine some
folks feeling discouraged when
attempting.
>> Yeah. I mean, and the other thing about
this process, which is part of why I've
been so impressed at the number of
people who've applied, is it's very
public, right? And is aqua, we have a
high value a high level of transparency
here. We put, you know, I was telling
Dale, I looked at another city, nearby
city was going through a similar process
and they actually released very little
information about even I I my memory is
I didn't even see the names of the
people they were considering. we include
in our public facing content. You know,
the names they're complete applications
redacting sensitive information.
>> Yeah, they I mean I attached
>> Yeah.
>> recent ones for this packet for these
guys to look at.
>> Yeah. So, I think I actually think that
in itself can be a barrier to people. Um
but as far as the you know they are
expected to make a verbal presentation
in English presumably. Um we don't we
you know we could provide translators.
We could certainly adjust if a request
was made, but I would say at this point
we don't have that sort of built in. I
think another challenge with this
process and um a comment made about it
changing. It's I mean you saw we had a
six-year gap where there wasn't one, you
know, with our board and commission
recruitment. We do it every year and one
of the benefits of that is we learn
things, we tweak, we adapt, we get
input. this has been harder because it's
so it you know it's the frequency
changes and the the people running the
process change. So then um
so no beyond the application
we have not made accommodations nor have
we been asked to but it's not been
something we've addressed.
>> Okay. Thank you.
>> And then Quan had a comment or a
question?
>> Question. Questions. I have a couple
questions. Yes. No comments. Um, okay.
Uh, my first question is I hear you.
You're talking about um, you know,
community members, folks should reach
out to council members to get to know
them, understand the process. What is
there any internal guidelines regarding
um, council members actually reaching
out to individual members in the
community? And I speak like my
perspective about this is if you know
you're encouraged to meet but you can't
meet it but you have a personal
connection and I think this ties into
Kelly's and um Leslie's perspective but
you have a personal connection you know
you're you're volunteering but you're
not quite on the the boards and
commissions yet um and you just happen
to know people and so you get a text
from council member hey you should apply
for this and then you get a leg up you
know like so is there any like does
council members have any internal
guidelines regarding reaching out to
folks to encourage applying. I guess
that's my question.
>> None that I'm aware of.
>> Okay. Um and that regarding your slide,
could you share your slide again? I
think I have a I just have a quick
question about process.
>> Um I think I saw it was like you apply
then you present and then you go to
second interviews. Is that what I just
need to double check here real quick?
>> Yeah. Well, there's one. Okay.
>> So, yeah. So here's the verbal
presentation. Here's the step six is and
this depends they recently because of
the number of applicants at that first
meeting the council's chosen to select a
few to move to the second interview.
>> And is this process like an internal
document or like guidelines? Because I
don't like as someone who just recently
went through the process I do not feel
like that was a first interview. If I'm
doing a verbal presentation, it's like
you're you're not being asked questions.
And so I don't think it's fair to be
like
>> your next step is sec second interviews
because I never got interviewed. I'm
presenting. They took the information.
They went into executive counsel
to review qualifications, you know, like
so those are things I don't know. Is
there any internal documents about this?
>> Well, you're also making me so I added
the word interview. [laughter]
>> I that's how I your your point. Thank
you for making that point because you're
absolutely right. They if you look so
the the council has adopted rules of
procedure and they have a section on
council vacancies. They are not as
detailed as what I'm sharing with you.
They touch on some of these points not
all of these points. Um and they they do
refer to the verbal pres they do include
the verbal presentation. They do include
the Q&A as optional. And sometimes in
the past uh I think actually the 2019
process if I my memory is right the
council actually didn't do the Q&A from
what I can tell looking back at the
records they just went from the
presentations they made a selection so
this there has been some variance this
process the m most of it is um in their
rules but as I was also explaining um
the step one is where they really kind
of direct exactly what they're looking
for in,
you know, this year's process. Um, and
so there can be variations from year to
year. Um, but the their rules, and I'm
sorry I don't have like an excerpt. This
is kind of a summary. Their rules do
cover the things that are they've chosen
to kind of enshrine, and one of those is
that verbal presentation.
My last question is when someone does a
verbal, is there a minimum amount that
passes into second rounds or is there
were they are they usually capped at
two? So the council talked about that.
So they that first vacancy process this
first cluster so in 2025 they you know
received some um criticism over the fact
that they moved I think they may have
had 14 apply maybe two withdraw so 12
that presented and then they actually
chose seven people to move forward and
there was some criticism that that was
too many that if they were you know only
going to pick one in the end they should
have narrowed it down. Um I think uh so
I think they've been had that in
mentally, you know, in mind for these
next two processes and they've narrowed
it this last time to two and I think the
time prior it might have been to three.
There is nothing in their rules. They
debated whether they should put a
number. They just didn't feel like that
was going to be helpful. What they did
instead is say because of that first
one, one of the reasons there were seven
is because any council member could make
an unlimited number of nominations and
only one of them could basically put
someone on that list. And they were
like, maybe that's too open-ended. So
now it's two council members have to
agree to kind of put someone on that
list to move forward and then they vote
on the group.
>> That's helpful. Thank you. Any other
questions for Tisha?
Okay. I'd like to thank Tisha for her
time and coming to speak to us and and
uh receive our our comments and answer
our questions very thoughtfully. Um, I
think that, um, the fact that you're
here having this conversation with us
shows that there is a desire and a good
faith effort on the council's part to
consider
adding a a broader equity lens to this
this process because I think that that's
ultimately what we're we're getting at
and what our next aspect of our
discussion is going to be. Uh from my
perspective, um I think this process
simply needs to have a heightened lens
of equity applied to it because access
is ultimately what the consideration is
in in in my humble opinion in terms of
if there's anyone that's interested in
stepping into um city government as a
volunteer and it is a huge it's a yman's
task um that
everyone in the diversity of our
community is given that access to the
entire process. And just from our
questions, our our comments, I think
that there is an opportunity for us to
draft a letter um to the mayor and to
the council to really bring some um some
recommendations in terms of how we can
add more of a a broader equity lens to
this process because I I think that it's
it's necessary and and I I'm hopeful
that um at the end of what we put
together and present to the council um
and the mayor that it's going to be
something that's going to be strongly
considered because when the next opening
happens, I I think that all of us in
this room really want to know as members
of the equity board that um equity was a
consideration in the entire process.
So, thank you.
So, now you have time for discussion. Um
and and the way that I I'm not going to
structure this a lot. I think this group
has an opportunity to figure out how you
want to move forward with this letter.
Um, I think one thing I would encourage,
and I'm happy, Leslie, since you're
going to facilitate this, I'm happy to
sort of watch who's who's spoken, who
hasn't had a chance to speak. Um, it's
also 7:33. You can say we can stay here
as long as we want. Keep this recording
going as long as you want to. Um, but
would encourage you all to figure out
what plan you want around this letter.
Um, I imagine part of that work will
happen tonight. Part of that work will
probably have to happen by members of
this group, a subset of this group
outside of this and bring it back. So I
would make sure that we spend some
amount of time determining who has the
time, capacity, and interest on working
on this outside of this uh meeting and
is ready to come back in June with a
draft. Um because that's how our time
flows here is in months unfortunately.
Um, and I wouldn't want too much time to
pass uh from now. Though, as as Tisha
suggested, hopefully you have a long we
have a long time before our next vacancy
comes around. Um, I still think this is
a time feels timely. Um, and so, you
know, I would just encourage you all to
have a conversation about how you want
to do this and what ideas and topics are
on everyone's mind now that you've got
some more information from Tisha.
>> Okay. Absolutely. I I agree 100%. I I
guess let's just kick it off. One of the
things I I made a comment on on my own
is um based on Tish's presentation and
all of the discussion, does anyone want
to lay out what their concerns still may
be at this point that we can start
incorporating into a thoughtful letter
to the mayor and the council?
Oh, can I
>> I'm wondering if expectation my question
about is it clear as to what the council
is looking for especially now that I
realize the verbal presentation is it
it's not an interview and so the people
applying really need to make sure that
that verbal presentation is super
powerful and it's all of the different
aspects. So I know that step one was it
says what the process is
but to me it's all marketing and how do
you sell yourself? So what is in what is
the job description as to what city
council because city council is looking
for someone spec like general people but
they have things that they also want. So
how detailed is that or even if they're
saying preferable but what is that step
one that'll guide the key part when they
decide like what are they giving people
must haves do like what is the look for
what should people put in that interview
in that verbal presentation because
there is no interview
>> like what's weighted what's weighted
more heavily is it your experience is it
your neighborhood that you live in is Is
it an industry you're from or is it, you
know, your ideas of translating city
code into some sort of policy and and
terms that you needed to talk about
during the presentation? Like I think
also related to that like what the kind
of the job description is, the preferred
qualifications and is that actually who
they end up with. Are they consistent
with um evaluating candidates with that
upfront criteria
>> or [clears throat]
do they land on someone who doesn't
quite fit that?
>> I think in terms of who we are and what
we represent for the city, what our
concerns should be, and I don't want to
kind of close off conversation, but
what's the equity lens of our concerns?
So if we have questions or concerns that
we want to put forward as we put them in
a letter, what is the equity lens in
regards to anything that we would bring
up in conversation that we are bringing
into this letter saying please consider
this particular concern or we have a
question about this. How does that
dovtail to what we do as a equity board?
I think related to that, uh, what I see
is there's, I think, a distinct issue
around access. You know, for certain
populations, there may not be, um, as
much welcoming language to make them
feel like they're included and they're
welcome to apply and there's a lot of
um, support to help them along the way.
So, you know, and I think there are
certain groups, I kind of mentioned them
in my question. So I think there's
access issues and then I think parts of
this process just feel like
they're
maybe overburdening people who don't
have the time the luxury of time to
schedule appointments with all these
council members when maybe there should
be an open forum like a speed dating
session with all the council members
there. you just show up and you have
that because right now and I also think
like to Quan's point around maybe
texting and stuff like that I think it
priv there's a privilege thing here so
it's it's access for some people and
then it favors people who have
experience
uh existing relationships with council
members. So there's also this uh side
around who is being privileged in this
process and those things reinforce
oh it's it's another board or commission
member or someone who's been on a task
force you know like the last three
times. So it's not really creating you
know fair openings
>> and my point was also that access. So if
you don't know what to do, what to ask,
how to do it, you're never going to get
in because you weren't in the privileged
group of in the no. And I think that's
what to me what the equity part is
because most many families tell me I
don't even know how to start or what to
access. So how do I make a video if I
don't know what they're looking for?
Because I'm not in that privileged group
of knowing these specific people. So
>> it's like access to power.
>> If you don't have it and you've never
had it, how do you get that door open to
it?
I think the um
the ability to meet with council members
needs to be more outfront in the
application process and formalized. Um
while it it likely exists now in some
form, I think because that's been seen
to be problematic in um kind of removing
access to certain individual individuals
and providing much of it to others that
that particular process is more uh
publicized in some way. So, and I I love
Melissa's suggestion about having kind
of an open house aspect where I mean
that is absolutely it. Come as you are,
get the information and then with an
open uh application process, you could
then move forward. So, um I like that as
an idea. I think it's excellent.
I heard a lot of like discretion talk.
It was a lot of like well the council
gets to decide that and that's like what
the coun you know what I mean? And so
it's just kind of like maybe not in this
letter, maybe not, you know, maybe so, I
don't know, but it's a lot of yeah, just
processes, you know, and I think my mind
just naturally goes to what is it about
that process that
that's sticking that way? You know what
I mean? It's always the why. Oh, we've
done this, you know, forever and like
that's okay. Like we get to like change
things, right? But it just seems like um
I think it was Kelly who maybe said it
where it was just kind of like we're at
essentially like
their beck and call. You know what I
mean? Like they don't want to do it or
if they haven't done it or if they
choose to do it a certain way. It just
it just is what it is and we have to
deal with it. And I don't think that
that's again access right equitable.
It's it's I don't know. It's very
limiting.
I don't know how else to to verbalize
it, but it just seems very
>> I will add though that that it is their
that is their privilege as council
members like they they're I think it's
important to remind the board that we
are an advisory board. So you can advise
them but you know they are elected and
and in this case for some of them now
appointed but many of them have been
elected after being appointed like that
is their privilege as the elected
leaders of our community. So just know
that like part of the process of
representative government is that
they're allowed to set rules and make
these processes.
>> So keep that in mind like the there are
elections every four years for each of
their seats. Um you know many of them
run unopposed. Um
>> Oh absolutely. I think it was just more
about the things that are like not
formalized, right? Or the things that
are kind of just like questionable or,
you know, live somewhere but nobody
knows where or when, you know, just
those things that are
>> uh just bring up more questions. But
absolutely, you know, they're they're
here to make those decisions.
>> I think that's a good point to to to
remind and to let us know basically
exactly what their what their position
is. I think for for for myself it's
really about having the transparency in
the process and then also making sure
that the process is inclusive not
exclusive to individuals that may be in
the know or connected through
relationships in some way to where they
don't have that equal access. So, I
think we honor those folks on the the
council and the mayor and what they do
and how they were elected and trust that
they do the things that they do as
elected leaders in good faith. The other
aspect of it is that with all of that
responsibility given, I think that we as
a advisory board have a unique
opportunity to shine a light on those
things that they can do better as our
representatives to make sure that this
is an inclusionary process. So, I think
that that's kind of the the the the
focus that um I'd like to see our letter
go into to, you know, be grateful for
the the service and respect that
service. But, however, uh we want to
make sure that we are kind of shaking
the tree, so to speak, and bringing
things to the four that, you know, will
make them better as our as our
representatives.
>> Absolutely. I just wanted to remind the
group of like what you do and do not. I
mean you can say whatever you want in
this letter but in terms of
>> reaching an outcome that you would like
to see I think there there some
reminders around sort of positionality
that are important
>> of course
>> I think um
the open what is it the meeting session
was like only one event right Tisha
>> it was one event
>> yeah okay I like obviously there's
positive intent people are using their
free time but we assumed that people
would be free on a weekend we don't
assume you know I think that that's
where barrier and the lack of
transparency is it's like you think
everybody's free. Someone might be
working at a double job. Someone might
be working exclusively on weekends or
they have kids to care about or they
have needs and things to where they
cannot make it. And so I think the ask
would be if you want to be transparent
about it and you're you want to be
inviting then we have to change the
perspective of the information that
we're sharing. So if you're like we
can't be there in person then you know
these suggestions recording or maybe you
create the newsletter with a YouTube
video of like a three minute thing of
what does it mean to be city council and
is so that everyone who's on YouTube or
like can share or you can post the link
a QR code to be like if you would like
to know more so that you can be set up
for success whether it's a vacancy
position or a general election to put
your name in the ballot if you have
interest in it. So, I think that's where
the ask of how we can reach
transparency. We're not asking city
council to be like changing a bunch of
things or like going against whatever
rules they're setting. I think it's
we're finding barriers and there's not a
mutual understanding of what those
barriers are. And so, that's kind of
what we're I think we're trying to
achieve here.
>> Um, so if we had I I think that's an
excellent comment. You just actually uh
made me think of a question I wanted
just to kind of throw out there for you
all. Um, if we had a a theme for our
letter, what would that be? If we had a
theme overall, I know my answer. And
then also, this letter is written,
everyone's happy, it's ready to go.
What's our goal ultimately in delivering
this letter to the council on there?
What's our goal? So, what's our theme of
the letter and what's our goal?
>> Access.
>> Do we still want to do a letter? I guess
first question.
>> What
>> do we still want to do a letter after
we've heard everything that
she's told us?
>> Yeah.
>> Is the first question. I
>> think that's an excellent question. Uh
my answer would be yes. I still want to
do a letter. I think what Tisha has
shared with us is very informing. it uh
provides uh great context and uh kind of
a daylight into the situation, but
ultimately I think that from my
perspective, the letter is still
necessary because I think there are some
equity access issues that can really
make this process better. And I think
we're uniquely positioned to shine that
light.
>> I think the letter, as you noted,
Leslie, should have recommendations,
some maybe some specific
recommendations. So, one of the outcomes
I could see is having some continued
adjustments to the process that
create some of that opening for access.
And I do I think there's a better way of
phrasing it, but I think I see
I think as Tisha indicated like the last
three times
the process is reproducing what feels
like it might be the same a similar
outcome in terms of the profile of the
person appointed. And so
to me, that's also kind of how
the process is reproducing itself. And
maybe that's the intention because it's
it's it's producing a predictable
result.
>> Exactly.
>> And Exactly.
>> And it's reinforcing like privilege
status. So, and I that can get a little
complicated to communicate, but I think
we also want to make sure that is
undone. It's not just access on the
front end. It's actually success on the
the outcome side in terms of getting
more of those diverse candidates
successfully through and into
appointments. And I mean I know we can't
control that, but that's also like if
you start unpacking the process and
making it more equitable, we should
expect to see a more diverse outcome.
I think it would be helpful because I
think it would be helpful to clear to to
say very clearly what you see as being
reproduced. Um I think that you will
find that there are council members that
do not feel that that is the case. Um,
and if the thing that you feel like is
being reproduced is a privileging of
current board commissioner involved
folks who have been involved in city
process, I want to let you know that I
think you will hear from current council
members that they like that that's the
case and they would not want to move
away from that. So just just so you
know, you'll need to make a strong
argument as to why it would be valuable
to move away from that. If there's
another
characteristic or identity marker that
you feel like is being overprivileged in
the process, again, I think I would
state it.
>> Yeah.
>> Um given that if if you were to look at
sort of race and gender, um our last
three appointments have been two women
and two people of color.
>> Yeah. No, I know it's a trickier it's a
trickier statement.
>> It's a trickier statement to make.
>> Um
>> I think for me it's more people knowing
what to expect and what the whole
situation is. So even the idea of
recording what the expectation is and so
you kind of know what to look for in
your job description. If I know that to
be a city council and maybe it seems a
no-brainer to some people but to some
people new to the political environment
they might not know that you know join a
board join a commission work for two or
three hours get to know people and to me
like you kind of have to do that. That's
how you do all jobs. So that's why I can
see the city council would disagree that
privilege of information and data. So I
agree with that and how do we how do we
grow
>> leaders is I think my question.
>> Yeah. And I think that would be a more
viable approach because um I certainly
don't want us to come across as being
unnecessarily pugilistic but more of we
are shining light on what we are viewing
as some inequities in a process that in
good faith is intended to get a diverse
set of leaders but may need a lens that
only we can uniquely present that can
help improve this process. process. So I
think that would be more of a in my
opinion a sustainable way to approach
this where I think our job as an
advisory board is to challenge and to to
question but to be collaborative in
doing both of those things.
>> I think something Lorna just said jumped
out to me as maybe a title or at least a
framework for growing leaders like
within our community. You know what I
mean? I think that was just it just
jumped out you know and I think it it
can be communicated in a way where we
talk about right how do we give access
to individuals right who don't come from
right the civic engagement background
already and they can as well right and
continue to grow in that leadership kind
of sphere and also right how do we
attract individuals who don't know
what's happening so growing leaders
right or something right um to that
effect.
>> I don't know. It jumped out to me.
>> I think it's fantastic.
>> Okay. I think that's a very powerful
frame. Yeah.
>> So, is our theme possibly access slash
um growing uh leaders in the community?
>> Is that like growing leaders through
access, you know, or something like
that? You know,
>> to provide access for everyone in the
diverse community.
>> So, I think we we've done related work.
So remember with that Evans skull um
project that they did and it was looking
at how to bring more like a diversity
analysis of the boards and commissions
and so there were also recommendations
there for
>> recruiting diverse community members
into diverse
>> or into Yeah. So it if this is in fact a
pipeline that council's happy about
we're that's also you know where we're
trying to get you know if
recommendations from that you know
project were carried forward then that
pipeline is starting we would be seeing
it in the boards and commissions which
would also feed into the council
appointments. So yeah it's not this
isn't just like the one area that we're
also trying to grow leaders in.
And also what is the minimum age
requirement to apply is what 18.
>> You could speak to that as well, right?
Transitioning folks out of you know you
know high school have done other things
you know and and maybe that's not like
the target age range but if that's going
to be the minimum age requirement right
that too could speak to the growing
leaders. So, we just had a high school
fresh,
>> right? We have, right, high school
representatives on our boards and our
commissions, right, in order to, right,
introduce them into what local
government and civic engagement looks
like. These could be the ones, right,
going into those seats. So,
>> and I will make a statement that our
city council is diverse in age.
>> Yes.
>> Because we had a very young person and
you know, yeah,
>> huge gambit of ages. So I really
appreciated that of our city council.
Yeah,
>> it got it it's become very it's become a
lot younger in the last year and a half.
I think the average age has decreased
significantly. Um kind of wild.
So it looks like we have a working
theme.
Is our goal still to, and I just
captured this in notes, make
recommendations on how to add
more equity to the overall process, the
overall city council appointment
process.
>> Yeah. I mean, I'm hearing that we were
honing in on maybe equitable access.
Maybe that could be like the area to
start, but I don't know if folks think
it should be broader than that.
So, three people are going to volunteer
to do this, right?
>> And then bring back a draft by next one
that we can all look at.
>> Yes, I think that is the general plan. I
think that makes sense.
>> Sounds good.
>> Yeah, you can have you can have up to
four. That's less than corona. So, if
there are four people interested, but I
think with the Just want to do a quick
time check. We got about five minutes of
our regular meeting time left.
>> Um, it sounds I'm taking a hot shot
here. Sounds like definitely Leslie
wants to work on this letter. Um Leslie,
I don't know if you want to recruit
three [laughter] other people.
>> Absolutely. I mean, I would certainly
like to recruit at least two other
people, maybe three to work on the the
the letter
with the goal to bring back a strong
draft next month.
>> Yes. In two weeks.
>> Okay. In two weeks. Looks like we have
[laughter]
two important points.
>> Yes. Yes. Yes. Yes. I'm just letting you
know our next meeting is on June 3rd.
So,
>> Oh my goodness. That's right.
>> That is in two weeks because it's a
special meeting.
>> Okay.
>> Because we had to reschedule because of
my vacation.
>> Do we have any volunteers to assist in
this effort?
>> I would volunteer, but I am gone next
week.
>> Okay.
>> Otherwise, I would have been there. I
would be there the second week.
>> Okay. Will you be able to consult and
review the maybe the final product
because I know that you wrote a very
strong letter.
>> Help after next week. Perfect. Okay,
fair enough. So, any takers?
>> All right, Brity. Awesome. All right, we
have two.
Anyone? Anyone? I want to help. I just
don't want to overcommit myself. I'm in
school and work, you know what I mean? I
don't want to drop the ball. I want to
help, but I don't want to
>> not show up fully.
>> Fair enough.
So, Quan, what are you what are your
thoughts? [laughter]
>> We haven't finished the other work yet.
>> No, we haven't. But we are
[clears throat] getting priorities. I
mean,
>> well, you all you all voted to not
approve your work plan in order
>> Exactly. That's kind of why we're we're
here because we have um set aside our
our work plan to prioritize and I think
this is a strong priority for us.
>> Okay. Well, I can help.
>> Okay. two weeks and then we had all
three. [laughter]
>> Okay. Fantastic.
>> Yes. Trying to avoid eye contact.
>> I know. I know. It's awful. As I'm
looking around, you have heavy eye
contact at everyone. So, what it sounds
like is Quan and Printy and Leslie are
going to draft um something next week.
Share it with with Kelly for feedback
the following week and then you'll
you'll get that to me pro like by the
time I need meeting materials. So,
Leslie, I'll touch base with you on
that.
>> Sounds good. Um, and then what will
happen is it'll come to the board for
discussion. Um, I can decide when Leslie
and I connect about the agenda, Leslie
Carick and I, we can decide if it will
be for discussion or for action or maybe
both. Um, at our June meeting and
that'll be an opportunity. I think I
thought your question was well put. Do
we still feel like a letter is
warranted? And so the board, similar to
when you chose not to vote to or you
chose to vote again, you didn't vote,
you didn't approve the work plan, um we
could also see a situation in which
there are people here that don't vote to
send the letter. Um and so I think
[clears throat] the task of the
subcommittee is to come up with a draft
letter that the full board feels like
they can vote on. Um, I will say as
individual members, I've always
emphasized this to this group, as
individuals, as members of this
community, you do not need to always go
through the equity board if you have
opinions and perspectives that you feel
need to be heard. Um, I know Kelly has
reached out directly to both our former
and current mayor, um, evidence of which
she sent to everyone. Uh, but also our
city council members, you know, they
have regular meetings. uh they have
committees of a whole. I was just there
on Monday night and we had an not the
most people we've had in the last few
months, but we had many people there to
make public comment. Um and so I really
encourage you to to take time to look at
the council agendas and see the topics
on the agendas. And you know, equity
doesn't just happen in this room. This
is not the one way you advise the city
on equity. You can show up to any single
public meeting. You can contact council
members at your will to let them know
your your perspectives on the work the
city does. So,
>> can I clarify something?
>> If we do, are we as individuals? Okay. I
just want to make sure.
>> Yeah. You you you can tell them that
you're a member of the equity board.
Absolutely. But you're not speaking on
behalf of the equity board. Um, and they
know that you can we had issues with the
former members of the equity board going
to school district meetings and having
it be misconstrued that they're
representing the city. Our council
members are familiar with all of you.
They approved your appointment to this
board. Um, and so you can remind them,
I'm a member of the equity board and I'm
here speaking um, from my own opinion,
not as a representative of the equity
board's opinion. And I wanted to throw
out not for we don't have to decide or
discuss today, but to just noodle the
idea that a couple of us go and meet
with each of the city council members
before we present the letter.
>> Oh, it's relationship wise wiser
usually.
>> Yeah.
>> Like to vote on it again before we send
it.
>> Absolutely [snorts] we will. We
absolutely have to. That's part of our
process. Yeah. Don't you worry.
Okay, Leslie. Um, anything else on this
topic before you can uh adjourn our
meeting?
>> Um, I do not have anything uh for the
good of the order. So
>> there there isn't even and there is no
other business this evening because it's
a special meeting.
>> Fantastic. Um, if there are another uh
no other uh questions, comments,
discussion items, then I'd like to close
the uh May 13th uh meeting of the equity
board at 8:00 p.m.
>> Wow.
>> Time.
>> All right, we are
>> Thank you. Thank you.