New York State Senate Standing Committee on Civil Service and Pensions Public Hearing – 02/21/20

New York State Senate Standing Committee on Civil Service and Pensions Public Hearing – 02/21/20

February 27, 2020 0 By Stanley Isaacs


ALL RIGHT. GOOD MORNING EVERYONE. HOW’S EVERYBODY DOING? NICE SLEEPY FRIDAY MORNING. I HOPE EVERYBODY IS NICE AND TOASTY. IT’S FREEZING OUTSIDE. THANK YOU FOR BEING HERE. MY NAME IS SENATOR ANDREW GOUNARDES, REPRESENTING THE 22nd DISTRICT IN SOUTHERN BROOKLYN. I CHAIR THE CIVIL SERVICE AND PENSIONS COMMITTEE. WE ARE JOINED BY SENATORS THOMAS AND JACKSON. SENATOR STAVISKY, WHO IS HELPING WITH THIS HEARING COULD NOT MAKE IT. SHE HAD A SCHEDULING CONFLICT BUT SHE SENDS HER GREETINGS. TODAY IS KIND OF LIKE A LITTLE BIT OF A DIFFERENT HEARING. THERE IS NO BILL WE ARE MARKING UP, THERE IS NO ISSUE THAT WE ARE TRYING TO SOLVE. IT’S LIKE A LEGISLATIVE BOOK REPORT. REALLY TRYING TO EXPLORE THE IDEA OF CREATING A PIPELINE OR STRENGTHENING A PIPELINE THAT WE HAVE IN SOME DIFFERENT FORMS ACROSS THE STATE AND ACROSS THE CITY FROM OUR UNIVERSITIES, PUBLIC UNIVERSITIES, PRIVATE UNIVERSITIES, INTO THE PUBLIC SECTOR WORKFORCE. AND IT’S A TOPIC THAT I AM PERSONALLY VERY INTERESTED IN AS SOMEONE WHO, YOU KNOW,ENDED UP IN THE PUBLIC SECTOR RIGHT AFTER COLLEGE AND REALLY FOUND THE CALLING FOR MYSELF IN THIS WORK, EVEN BEFORE GOING INTO ELECTED OFFICE AND KNOWING THAT SO MANY OTHER PEOPLE DO THE SAME. I THINK THERE IS A LOT OF GREAT THINGS THAT ARE ALREADY HAPPENING THAT MAYBE WE DON’T KNOW ENOUGH AND THERE ARE SOME WAYS THAT WE CAN IMPROVE THAT PIPELINE AND CREATE MORE OPPORTUNITIES FOR STUDENTS TO SEE A CAREER IN GOVERNMENT IN SOME WAY, SHAPE OR FORM AS A GREAT CAREER OPTION FOR THEMSELVES. ALSO A GREAT PATHWAY INTO THE MIDDLE-CLASS ACROSS THE STATE. WE ALL KNOW THE VALUE OF HAVING A GOOD PUBLIC SECTOR JOB. BENEFIT, SALARIES, RETIREMENT, ET CETERA. IT REALLY IS A STEP UP FROM MANY PEOPLE WHO MAY NOT HAVE THAT OPPORTUNITY. I’M REALLY EXCITED ABOUT IT. ON A MORE GLOBAL LEVEL AT A TIME WHEN STILL TO THIS DAY IT’S POLITICALLY VOGUE TO ATTACK, YOU KNOW, THE PUBLIC SECTOR AND TO ATTACK THE PUBLIC WORKERS AND TO BLAME THEM FOR ALL THE ILLS IN THE WORLD, YOU KNOW, THIS IS A WAY FOR US TO SAY NO, LOOK, THERE IS ACTUALLY GREAT VALUE BEING CREATED AND REALLY IMPORTANT WORK BEING DONE BY PUBLIC SERVANTS, WHETHER THEY’RE CITY DOCTORS, ENGINEERS, ARCHITECTS, TEACHERS, CLERKS, YOU CUSS TOAD CUSTODIAL ENGINEERS. FROM THE PRESIDENT ON DOWN TO DOG CATCHER. EVERYONE IS A PUBLIC SERVANT AND THERE IS A LOT OF DIGNITY THAT COMES WITH THAT TITLE AND THIS IS A GREAT WAY FOR US TO TALK ABOUT THAT IN A REALLY POSITIVE WAY AND CREATE MORE OPPORTUNITIES FOR MORE PEOPLE TO BE ABLE TO CONTRIBUTE BACK. WITH THAT, WE HAVE HAD A SLIGHT REJIGGERING OF OUR TESTIMONY THIS MORNING. A FEW PEOPLE THAT WERE SCHEDULED TO TESTIFY ARE NOT ABLE TO JOIN AT THE LAST MINUTE. THEY’RE GOING TO SUBMIT WRITTEN TESTIMONY AND WE ARE STILL WAITING FOR THE CIVIL SERVICE COMMISSIONER TO JOIN US BUT WE ARE GOING TO GO AHEAD AND GET STARTED WITH OUR SECOND PANELIST AND THAT’S THE DEPUTY COMMISSIONER OF HUMAN CAPITAL AT THE NEW YORK CITY DEPARTMENT OF AND THAT’S BARBARA DANNENBERG.E DEPUTY COMMISSIONER, GOOD MORNING. THANK YOU FOR JOINING US.>>THANK YOU. YOU CAN BEGIN WHENEVER YOU ARE READY. SO GOOD MORNING. SENATE MAJORITIES GOUNARDES– SENATOR GOUNARDES AND MEMBERS OF THE PENSION COMMITTEE AND HIGHER EDUCATION COMMITTEE. GOOD MORNING SENATOR THOMAS AND SENATOR JACKSON. I’M BARBARA DANNENBERG, DEPUTY COMMISSIONER OF HUMAN CAPITAL AT THE NEW YORK CITY DEPARTMENT OF CITY WIDE SERVICES. THANK YOU FOR ALLOWING US TO DISCUSS SUCCESSFUL PIPELINES FOR OUR MUNICIPAL WORKFORCE. OUR EMPLOYEES ARE THE BACK BONE OF OUR THRIVING CITY. THE BREADTH OF SERVICES THE CITY OFFERS REPEAL VEALED A MYRIAD OF OPPORTUNITIES FOR PEOPLE SEEKING EMPLOYMENT WITH THE CITY OF NEW YORK. THIS ADMINISTRATION IS COMMITTED TO IMPROVING ACCESS TO CITY EMPLOYMENT AND APPLAUDS THE WORK OF THE COMMITTEE TO ENSURE ALL NEW YORKERS HAVE A PATH TO CITY SERVICE. OUR MUNICIPAL WORKFORCE IS AS DIVERSE AS THE CITY WE SERVE. PEOPLE OF COLOR COMPRISE 62% OF THE WORKFORCE AND WOMEN COMPRISE 59%. WE ARE PROUD OF THE DIVERSITY THAT WE HAVE ACHIEVED AND WE LOOK FORWARD TO CONTINUING THE RECRUITMENT AND RETENTION OF A DIVERSE TALENT POOL FOR FUTURE GENERATIONS. LOOKING AT OUR WORKFORCE STATISTICS, WE’VE NOTED TWO KEY TRENDS CLOSE TO ONE THIRD OF THE CITY’S WORKFORCE IS RETIREMENT ELIGIBLE WITHIN THE NEXT FIVE YEARS. SECOND, CLOSE TO ONE HALF OF ALL SEPARATIONS OCCUR WITHIN AN EMPLOYEE’S FIRST 10 YEARS OF SERVICE. TAKEN TOGETHER, WE BELIEVE WE NEED TO THINK THOUGHTFULLY ABOUT STRENGTHENING THE EMPLOYEE PIPELINE TO ESTABLISH A CONTINUOUS ON RAMP OF TALENT WITH FRESH INNOVATIVE IDEAS. AT THE SAME TIME THE CIVIL SERVICE SYSTEM BASED ON MERIT AND FITNESS WILL ENSURE EQUITY IN JOB PLACEMENT AND CAREER ADVANCEMENT FOR OUR EMPLOYEES. THE CITY HAS LONG STANDING PROGRAMS THAT HAVE DEVELOPED TALENT PIPELINES, INCLUDING THE PUBLIC SERVICE CORPS, URBAN FELLOWS AND MANY INTERNSHIP OPPORTUNITIES. MOST RECENTLY, WE LAUNCHED A NEW PROGRAM IN JANUARY OF 2019, THE CIVIL SERVICE PATHWAYS FELLOWSHIP. IN PARTNERSHIP WITH THE CITY UNIVERSITY EVER NEW YORK, CUNY, THIS TWO-YEAR FELLOW SHIP PAIRS RECENT CUNY COLLEGE GRADS WITH POSITIONS WITHIN CITY AGENCIES AND ALLOWS THEM TO TAKE CIVIL SERVICE EXAMINATIONS AFTER THEIR FIRST YEAR OF SERVICE IN ORDER TO OBTAIN PERMANENT STATUS. THERE ARE CURRENTLY 41 FELLOWS IN THIS PROGRAM ACROSS TWO COHORTS AND WE ARE IN THE MIDST OF RECRUITING FOR THE NEXT CYCLE CONNECTING THE CITY’S WORKFORCE WITH TODAY’S TALENT. ADDITIONALLY WE ARE SEEKING NEW ENGAGEMENT OPPORTUNITIES TO WORK WITH THE COMMUNITY AND EDUCATIONAL INSTITUTIONS TO ENSURE THE CITY OF NEW YORK EMPLOYS THE BEST TALENT TO SERVE THIS CITY. THE OFFICE OF CITY WIDE RECRUITMENT O.C.R. HAS PARTNERED WITH MANY TO HOST CIVIL SERVICE 101 INFORMATION SESSIONS AND PARTICIPATE IN CAREER AND RESOURCE FAIRS. OSM C.R. PARTICULARLY FOCUSES ON COMMUNITIES UNDERREPRESENTED IN CITY GOVERNMENT AND WE LOOK FORWARD TO GROWING OUR FOOTPRINT IN THIS AREA. TESTIFY BEFORE THE COMMITTEE TODAY AND I WILL NOW TAKE ANY QUESTIONS.>>THANK YOU VERY MUCH. WHAT WOULD YOU SAY, ONE THIRD OF THE WORKFORCE RETIREMENT ELIGIBLE AND ONE HALF WITHIN 10 YEARS. HAVE YOU NOTICED TRENDS IN CERTAIN POSITIONS OR TITLES OR AGENCIES WHERE YOU SEE THAT HIGHER THAN OTHERS? I MEAN DO YOU HAVE ANY DATA ON THAT?>>WE CERTAINLY HAVE DATA THAT IS THAT TRACKS OCCUPATIONAL GROUPINGS AND THE RECEPTION TENSION OF THOSE OCCUPATIONAL GROUPS. CERTAINLY THERE ARE CERTAIN CAREERS WITHIN THE CITY WHERE THE WORKFORCE IS GETTING OLDER, SUCH AS OUR TRADES TITLES, FOR EXAMPLE. AND THE OTHER DATA IS SPECIFIC TO OTHER OCCUPATIONAL GROUPS.>>OKAY. SO THE TRADE TITLES IS ONE. IS THAT PUBLISHED? YOU CAN SHARE THAT INFORMATION BASED ON THOSE? ARE THERE ANY OTHER AGENCIES OR ANY OTHER TITLES WHERE YOU’VE NOTICED THAT AS WELL? CAN YOU P TELL US MORE.>>DCAS PUBLISHED A WORKFORCE REPORT ANNUALLY AND YOU CAN FIND DATA REGARDING DIFFERENT OCCUPATIONS, SEPARATIONS, MEDIAN AGE OF EMPLOYEES, REALLY, REALLY INTERESTING STUFF. IN THIS WORKFORCE PROFILE REPORT, IT’S PUBLISHED ON OUR WEBSITE AMONGST OTHER PLACES. WITHIN THE REPORT YOU WILL FIND DATA CONCERNING THE DIFFERENT OCCUPATIONAL GROUPS AND ANY TRENDS THAT WE ARE SEEING OVER THE LAST YEAR COMPARED TO THE PREVIOUS 10 YEARS.>>WHICH TYPES OF POSITIONS DO YOU FIND THE MOST DIFFICULTY RECRUITING FOR, OR ATTRACTING OR RETAINING TALENT? IF YOU CAN GIVE US A SNAPSHOT FROM THAT REPORT?>>CERTAINLY. SO IT’S USUALLY AGENCY SPECIFIC I SHOULD SAY. I SHOULD PREFACE THAT. HOWEVER WE HAVE FOUND THAT CERTAIN JOBS SUCH AS THE ENGINEERING PROFESSIONS, YOU KNOW, JOBS WHERE PEOPLE NEED TO ENTER CITY SERVICE WITH A LOT OF EXPERIENCE PLUS EDUCATION, THOSE ARE THE HARDER TO RECRUIT AND THEN ALSO RETAIN EMPLOYEES. I WILL ALSO SAY THAT CERTAIN I.T.-RELATED JOBS ARE ALSO HARDER TO RECRUIT. ANYTHING THAT IS MORE SPECIAL SIZED IS A LITTLE MORE DIFFICULT TO RECRUIT AND RETAIN FOR CITY POSITIONS.>>WHAT WOULD YOU ATTRIBUTE THAT TO? EDUCATIONAL REQUIREMENTS OR SALARY?>>IT CAN BE A COMBINATION OF ALL OF THOSE THINGS. GOVERNMENT WORK IS FOR A DIFFERENT SUBSET OF FOLKS THAN SAY PEOPLE THAT CHOOSE TO WORK IN THE PRIVATE INDUSTRY FOR MOST JOBS YOU NEED TAKE AN EXAMINATION AND THERE IS A PROCESS TO HIRING. I FEEL THAT PROBABLY THE ENTIRE PACKAGE ITSELF, AND WHETHER OR NOT SOMEBODY IS REALLY COMMITTED TO SERVING THE PUBLIC IS PROBABLY A REASON.>>THE CUNY FELLOWSHIP THAT YOU TALKED ABOUT, THE 41 FELLOWS WHAT AGENCIES ARE THEY PLACED IN THE KIND OF WORK THEY’RE DOING? GIVE US MORE COLOR ON THAT.>>THEY’RE SPREAD OUT ACROSS MANY CITY AGENCIES. I THINK THERE ARE UP TO 20 THAT ARE NOW HOUSING FELLOWS AND IT’S CERTAINLY OUR GOAL TO GET A FELLOW IN EVERY CITY AGENCY. AND THEY ARE ACROSS THREE CAREER TRACKS SO THE FIRST TRACK IS PROCUREMENT AND FINANCE, DATA AND ANALYSIS AND POLICY AND ANALYSIS, SORRY. AND THE LAST IS DATA AND DIGITAL SERVICES.>>AND EACH OF THOSE ARE ACROSS DIFFERENT AGENCIES.>>CORRECT.>>GOTCHA. AND 41, THAT NUMBER, HOW DID YOU GHIES COME TO THAT NUMBER. HOW DID THAT PROGRAM GROW AND WHERE DO YOU SEE IT GROWING NEXT?>>CERTAINLY. WE BEGAN OUR FIRST COHORT URBAN COUNTIES WE CALL– WE ALL EACH CLASS A COHORT AND WE ARE RECRUITING FOR OUR THIRD COHORT WHICH WILL BEGIN IN THE END OF JUNE BEGINNING OF JULY OF THIS YEAR. THE PROGRAM STARTED IN JANUARY OF 2019 BUT BEFORE THAT, WE WORKED TOGETHER WITH CUNY, WITH OUR OTHER AGENCY PARTNERS IN ORDER TO ADDRESS PIPELINE ISSUE AND RECENT COLLEGE GRADS. TOGETHER WITH THESE PARTNERS WE CAME UP WITH A CIVIL SERVICE PATHWAYS FELLOW. WE PETITIONED THE STATE CIVIL SERVICE COMMISSION IN ORDER TO CREATE THE TITLE OF CIVIL SERVICE PATHWAYS FELLOW AND RECEIVED THAT LATER IN 2018 SO THANK YOU TO THE COMMISSION FOR THAT. AND WE WERE ORIGINALLY APPROVED FOR 100 POSITIONS. SO WE CAN HIRE UP TO 100 FELLOWSS ACROSS THE VARIOUS COHORTS OF THE FELLOWSHIP. OUR CURRENT 41 FELLOWS JUST INDICATE THE ACTUAL HIRING. SO AGENCIES NEED. SO THOSE 41 LINES ARE ALL SELF FUNDED BY OUR CITY AGENCIES. I THINK THAT IN AND OF ITSELF SHOWS THE COMMITMENT OF THE CITY AND OUR CITY AGENCIES TO THE THIS PROGRAM THAT THEY’RE USING THEIR RESOURCES IN ORDER TO FUND.>>AND THE THREE AREAS YOU TALKED ABOUT, THOSE WERE DEVELOPED HOW? BASED ON STUDENT INTEREST AND WHAT YOU SEE AS KIND OF THE NEEDS ACROSS THE CITY AS POTENTIAL AREAS OF GROWTH? CAN YOU EXPLAIN THAT PROCESS TO US, TOO?>>ABSOLUTELY. WE DID SOME RESEARCH TO SEE FOR ENTRY LEVEL JOBS WHAT ARE THE AREAS WHERE THE CITY HAS A HIRING NEED BECAUSE FELLOWSHIP IS ONLY AS GOOD AS THE PERMANENT JOBS IT PROVIDES AT THE END OF THE FELLOWSHIP. AND FROM DOING THAT RESEARCH, WORKING WITH AGENCIES, WE DEVELOPED THOSE THREE CAREER TRACKS AND MATCH THEM TO DEGREE AREAS THAT CUNY OFFERS. SO THE PARTNERSHIP STARTED THERE AND MOST OF OUR FELLOWS, WILL YOU SEE THAT THEY HAVE A WIDE RANGE OF DEGREE AREAS. BUT THE MAJORITY OF THEM COME FROM FINANCE, ECONOMICS SORT OF BACKGROUND.>>AND THOSE STUDENTS, I KNOW, WE DON’T HAVE THEM TO ASK, BUT I GUESS IN YOUR EXPERIENCE, WHAT IS DRIVING THEM TO WANT TO PURSUE THIS FELLOWSHIP AND WHAT INTERESTS DO THEY HAVE AND WHAT DO THEY HOPE TO GET OUT OF IT ASIDE FROM A FULL TIME PLACEMENT AND FULL TIME JOB, WHY THEM AND WHY THE FELLOWSHIP? DO YOU HAVE I ANY INSIGHT ON THAT?>>CERTAINLY. THE REASON WE DECIDED TO PARTNER WITH CUNY IS BECAUSE THE CUNY STUDENTS AND I THINK THE CUNY IS SPEAKING LATER SO THEY CAN SPEAK MORE TO THIS BUT CUNY STUDENTS LIVE IN THE CITY, THIS IS THE CITY THEY GREW UP IN FOR THE MOST PART. THEIR PARENTS LIVE HERE. AND SO WE FELT THAT THAT WAS A GOOD BASE FOR US TO RECRUIT FOR CITY GOVERNMENT SERVICE. AGAIN SERVING THE CITY THAT YOU LIVE IN. SO THAT WAS DEFINITELY ONE OF THE REASONS WHY WE SELECTED CUNY AND ALSO THE MAKEUP OF CUNY STUDENTS, YOU KNOW, MIRRORS WHAT THE CITY OF NEW YORK’S DEMOGRAPHICS LOOK LIKE SO AGAIN ANOTHER WONDERFUL PLACE FOR US IN ORDER TO HAVE OUR WORKFORCE MIRROR THE CITY WE SERVE LOOKS LIKE.>>I SEE.>>GOOD MORNING. THANK YOU FOR COMING IN AND I WAS VERY HAPPY TO HEAR YOU MAKE THE PRESENTATION ABOUT HOW MANY FELLOWS. YOU ARE IN YOUR SECOND COHORT AND, IN FACT, I WAS INTRODUCED BY MY CHIEF OF STAFF JOANNA GARCIA, WE HAVE A FELLOW, AND I DON’T KNOW IF IT’S DIRECTLY RELATING THERE. SHE IS AT JOHN JAY AND WE WERE INTRODUCING HER TO PEOPLE THAT WERE PART OF A MEETING. WE HAD TO INTRODUCE HER AS A FELLOW. SHE IS A FELLOW. BUT WHEN YOU TALK ABOUT THE TRANSITION FROM INTERNSHIP TO SENATE ASSISTANCE OR FELLOWS, IN FACT AS MY COLLEAGUE INDICATED, THE CHAIR, THAT I FIRST STARTED IN STATE SERVICE IN 1975, UNDER THE SETA PROGRAM. SOME OF YOU ARE HOLD ENOUGH TO KNOW THAT, THE COMPREHENSIVE EMPLOYMENT AND TRAINING ACT. HIRED AS AN ASSISTANT INVESTIGATOR FOR THE STATE OF NEW YORK P I TOOK THE EXAM AND BECAME PERMANENT INVESTIGATOR, INVESTIGATING FRAUD FOR FIVE YEARS AND MY UNION WAS THE NEW YORK PUBLIC EMPLOYEES FEDERATION IN WHICH ONE OF OUR LEADERS AND THE POLITICAL DIRECTOR WILL BE TESTIFYING LATER. AND SO JUST LIKE MY COLLEAGUE, I STARTED OFF IN STATE SERVICE AND CONTINUED IN STATE SERVICE. AND, IN FACT, STATE SERVICE, UNDERSTANDING THAT YOUR SALARIES AND INCREASES ARE BASED ON NEGOTIATIONS THAT TOOK PLACE BUT ALSO PENSION AND HEALTH INSURANCE, ALL OF THESE THINGS ARE VERY IMPORTANT AND PEOPLE MAKING DECISION WHERE THEY’RE GOING TO STAY AT AND HOW LONG THEY’RE GOING TO BE THERE THAT’S VERY, VERY IMPORTANT BUT I WANTED TO ASK YOU ABOUT, ARE YOU ONLY TALKING ABOUT CITY AGENCIES OR PUBLIC OFFICIAL OFFICES IN WHICH THE FELLOWS ARE INVOLVED WITH?>>OUR PROGRAM IS FOR EMPLOYMEN% WITH CITY AGENCIES. AND AGAIN THE THOUGHT BEHIND THIS PROGRAM WAS THAT IT WOULD GIVE RECENT COLLEGE GRADS AN OPPORTUNITY FOR PERMANENT CIVIL SERVICE STATUS. SO AFTER THE FIRST YEAR AND WE JUST HIT THAT ONE-YEAR MARK FOR THE FIRST COHORT, THE FELLOWS ARE REQUIRED TO TAKE A CIVIL SERVICE EXAMINATION IN EXPWRAN WE OFFERED SIX SEPARATE EXAMINATIONS FOR VARIOUS TITLES THAT THE CITY UNILATERAL LIESES AND WE ENSURED THAT THE FELLOWS QUALIFIED TO TAKE THAT EXAM. VERY HAPPY TROTTER THEY ALL TOOK AN EXAM AND WE ARE LOOKING FORWARD TO AFTER THEIR SECOND YEAR OF HAVING THEM. AND THOSE POSITIONS THEY TOOK THE EXAM FOR ARE CLASSIFIED POSITIONS THAT ARE REPRESENTED BY THE VARIOUS UNIONS I WOULD ASSUME.>>CORRECT.>>AND THEY MAY GO INTO MANAGEMENT AND BE PART OF THE LEADERSHIP OR DEPARTMENT. IS THAT CORRECT?>>ABSOLUTELY.>>THANK YOU FOR COMING IN. I APPRECIATE THE OPPORTUNITY TO HEAR YOUR PRESENTATION.>>THANK YOU.>>THANK YOU, SENATOR JACKSON. WHAT WOULD YOU– HOW WOULD YOU WANT TO SCALE THIS PROGRAM AND GROW THIS PROGRAM MORE, NOT JUST THE PROGRAM BUT WHERE DO YOU SEE LOOKING DOWN THE ROAD FIVE YEARS FROM NOW, 10 YEARS FROM NOW AS WE ARE FACING THIS RETIREMENT BUBBLE THAT AWE LEWDED TO, WHAT MORE DO YOU THINK YOU CAN BE DOING AND WHAT WOULD YOU ADVISE US TO HELP YOU DO THAT BETTER WITH? THERE ARE A LOT OF QUESTIONS PACKED IN THERE.>>YOU CAN REMIND ME IF I LEAVE SOMETHING OUT. SO AGAIN IT’S VERY EARLY. WE JUST HIT THE ONE-YEAR MARK FOR OUR FIRST COHORT OF THE FELLOWSHIP BUT WE ABSOLUTELY ENVISION FILLING ALL 100 POSITIONS THAT WE ARE ALLOCATED FOR HOPEFULLY WITHIN THE NEXT YEAR. AND YOU KNOW, TAKING IT FROM THERE AND AGAIN BEING ABLE TO TAKE A LOOK BACK AT THAT SUCCESS ONCE WE HIT THE TWO-YEAR MARK OF OUR FELLOWS ACTUALLY ROLLING OFF INTO PERMANENT STATUS. JUST TO SEE HOW, YOU KNOW, WHERE THEY WIND UP GOING, WHAT OTHER EXAMS THEY TAKE AND, OF COURSE, TO FOLLOW WHERE THEIR CAREER PATH TAKES THEM. SO WE ARE VERY INTERESTED. WE’VE HAD MANY CONVERSATIONS WITH CUNY ABOUT DIFFERENT TRACKS, MAYBE DIFFERENT TARGET POPULATIONS WITHIN THE SCHOOL IN ORDER TO EXPAND BUT AGAIN I THINK IT’S A LITTLE PREMATURE TO SAY EXACTLY WHERE WE WOULD GO WITH THIS, YOU KNOW, BEFORE WE ACTUALLY HAVE SOME SOLID DATA AND WE ACTUALLY FILL THOSE 100 POSITIONS THAT WE CAN MAKE A THOUGHTFUL– THIS PROGRAM WAS VERY THOUGHTFULLY DESIGNED AND WE WANT TO MAKE SURE WE HAVE CONTINUED SUCCESS FOR MANY YEARS TO COMES.>>SETTING ASIDE THE PROGRAM, WHAT OTHER RECRUITMENT EFFORTS DOES THE CITY MAKE? WHAT PERCENTAGE OF THE CITY WORKFORCE HAS POST-SECONDARY CREDENTIALS OF SOME KIND AND WHAT PERCENTAGE OF THE CITY WORKFORCE OR POSITIONS DO YOU THINK NEED SOME TYPE OF POST SECONDARY CREDENTIAL OF SOME KIND?>>TO ANSWER YOUR FIRST QUESTION, WE DON’T ACTUALLY TRACK EMPLOYEES EDUCATIONAL LEVEL. OBVIOUSLY MANY CITY JOBS HAVE BACCALAUREATE DEGREE REQUIREMENT. BUT EMPLOYEES ARE ABLE TO SELF REPORT WITHIN OUR PERSONNEL SYSTEM WHAT THEIR LEVEL OF EDUCATION ACTUALLY IS AND SOMEWHERE AROUND 45% OF OUR EMPLOYEES ARE SELF REPORTING THAT THEY HAVE A BACCALAUREATE DEGREE OR HIGHER. THIS IS NOT DATA THAT WE COLLECT BUT CERTAINLY MOVING FORWARD SOMETHING TO LOOK AT AND MAINTAIN INTEREST AND TO ANSWER YOUR SECOND QUESTION THE CITY’S CAREER TRAJECTORY COVERS– YOU NAME IT, WE HAVE A JOB. AND NOT EVERY JOB IS GEARED TOWARDS HIGHER EDUCATION. WE WILL CONTINUE TO MAINTAIN A VERY THOUGHTFUL APPROACH TO FILLING THE JOBS AND CERTAINLY POSITIONS THAT REQUIRE THAT HIGHER LEVEL OF EDUCATION WILL BE SEEKING TO RECRUIT FOLKS FROM LOCAL SCHOOLS AND TARGET THE REST OF THE POPULATION OF SKILLED WORK THAT THE CITY NEEDS IN ORDER TO RUN EFFECTIVELY WIN OF THE THINGS THAT WE WERE PREPARING FOR THIS HEARING. ONE OF THE THINGS THAT WE HEARD FROM A LOT OF PEOPLE WAS THAT IN SOME WAYS THIS PIPELINE NEEDS TO START AT THE HIGH SCHOOL LEVEL BECAUSE A LOT OF POSITIONS COME FROM, YOU KNOW, RIGHT OUT OF HIGH SCHOOL OR MAYBE AN ASSOCIATES EDUCATION AND MAYBE THE NEED FOR MORE APPRENTICESHIP PROGRAMS TO COME INTO THE CITY POSITIONS. THAT’S ONE AREA THAT I THINK MERITS MORE EXPLORATION, MAYBE IN SUBSEQUENT INQUIRY. WHAT OUTREACH EFFORTS AND RECRUITMENT EFFORTS DO YOU CURRENTLY DO ON COLLEGE CAMPUSES ACROSS THE CITY, CUNY AND OTHERWISE?>>SO OUR– I MENTIONED OUR OFFICE OF CITY WIDE RECRUITMENT. THEY WILL GO OUT AND THEY WILL HOST BETWEEN TWO AND THREE JOB FAIRS PER MONTH AND HOST TWO TO THREE INFORMATION SESSIONS PER MONTH WITH LOCAL COLLEGES AND UNIVERSITIES. NOT JUST CUNY SCHOOLS BUT N.Y.U. AND ST. JOHN AND OTHER SCHOOLS. AND OTHER COMMUNITY GROUPS, NOT NECESSARILY AT THE COLLEGE LEVEL BUT THEY TRY TO GET OUT THERE. THEY’RE OUT THERE EVERY WEEK, YOU KNOW, PUTTING INFORMATON OUT AND DOING TARGETED RECRUITMENT. SO IF THE CITY WHAT AN EXAM OPENING FOR FILING AND TAKING APPLICATIONS, THE OFFICE OF CITY WIDE RECRUITMENT WILL GO OUT AND SEEK THOSE POPULATIONS THAT QUALIFY FOR THOSE JOBS AND LET THEM KNOW, HEY, WE HAVE THOUGH THESE JOBS AND THIS IS WHAT CIVIL SERVICE IS AND GIVE THEM A LITTLE BIT OF INFORMATION BECAUSE AGAIN GOVERNMENT SERVICE IS A LITTLE DIFFERENT THAN PRIVATE INDUSTRY JOBS. SO JUST TO GIVE THEM THAT UNDERSTANDING AND BACKGROUND.>>GREAT.>>WITH REASONABLE TO– WITH RESPECT TO YOUR FIRST AND SECOND COHORT. WHAT IS THE DIVERSITY FACTOR IN THE COHORT AS FAR AS MALE, FEMALE, PEOPLE OF COLOR, YOU KNOW, WHAT IS THE DIVERSITY COHORT IN NUMBER ONE AND NUMBER TWO.>>LUCKILY I HAVE THE STATISTICS WITH ME.>>HOW MANY DID YOU HAVE IN THE FIRST COHORT.>>WE HAD 17 IN THE FIRST AND 24 FOR THE SECOND AND LOOKING TO GROW AGAIN FOR THE THIRD COHORT. THEY WERE SPLIT 50-50 BETWEEN MALE-FEMALE AND THEY’RE QUITE DIVERSE. THE VAST MAJORITY ARE NON-WHITE FOR BOTH COHORTS ACTUALLY. I’M LOOKING AT THE NUMBERS. WE ARE LOOKING AT BETWEEN 35-40% ASIAN, PACIFIC ISLANDER, 13% NON-HISPANIC BLACK, 13% HISPANIC AND WHITES NON-HISPANIC BETWEEN 4 AND 10%. A VERY NICE OVERVIEW OF WHAT THE CITY DEMOGRAPHICS ACTUALLY LOOK LIKE.>>WERE THESE SELF IDENTIFYING.>>YES.>>YOU INDICATED THE NAME OF THE PROGRAM IS PATHWAYS FELLOWSHIP. HOW MUCH ARE FELLOWS PAID IN THEIR FIRST YEAR BEFORE THEY ACTUALLY TAKE AN EXAM AND THEN ARE EMPLOYED BY THE AGENCY OR DEPARTMENT?>>SO THE STARTING SALARY FOR FELLOWS $42,000. AND THAT ALSO INCLUDED HEALTH BENEFITS OBVIOUSLY ENTRY INTO THE PENSION. VACATION TIME, YOU KNOW, SO FELLOWS ARE CITY EMPLOYEES AND THEY RECEIVE THE FULL RANGE OF BENEFITS OF CITY EMPLOYEES. WE ARE VERY PROUD OF THAT.>>AND THE FELLOWS YOU ARE IN THE SECOND COHORT RIGHT NOW STARTING THE PROCESS FOR THE THIRD. WHAT IS THE OVERALL COST FACTOR YEAR OR FOR THE TRIAL PERIODACH- WHETHER IT’S FIVE YEARS OR 10 YEARS? WHAT IS THE COST FACTOR.>>SO AGAIN THAT’S SOMETHING WE ARE LOOKING AT LONG RANGE THE CITY STARTED THIS PROGRAM ABOUT A YEAR AGO AND IT IS ALL SELF FUNDED SO DCAS AND OUR PARTNER AGENCIES. P SO THE AGENCIES PROVIDE THE VACANCY OR THE LINE, THE PERSONNEL LINE TO HIRE A FELLOW OR MULTIPLE FELLOWS AND DCAS RUNS THE PROGRAM UTILIZING OUR CURRENT RESOURCES WITHIN OUR LEARNING AND DEVELOPMENT BUREAU. SO CURRENTLY WE ARE, YOU KNOW, WE ARE USING OUR RESOURCES TO THE BEST OF OUR ABILITY AND DEFINITELY LOOKING TOWARDS IF THERE IS AN EXPANSION IN THE FUTURE, WHAT THAT WOULD LOOK LIKE AS FAR AS NECESSARY RESOURCE.>>IS THIS BEING LOOKED AT AS A PERMANENT PATHWAY OR IS IT FOR A CERTAIN PERIOD OF TIME.>>WE ARE ENVISIONING THIS PROGRAM, YOU KNOW, DEFINITELY OUTLASTING ME AND MY CITY TENURE. THIS IS SOMETHING THAT AGAIN THAT WE’VE ALL PARTNERED TOGETHER TO PUT TOGETHER AND WE THINK THAT, YOU KNOW, BASED ON JUST THE IMMEDIATE SUCCESS OF THE PROGRAM, OVER 300 PEOPLE APPLIED FOR SPOTS THE FIRST TIME AROUND, SO CLEARLY THIS IS AN AREA WHERE WE REALLY NEED TO TAP INTO THOSE RESOURCES. SO WE ARE DEFINITELY LOOKING FOR THIS PROGRAM TO BE LONG-TERM.>>AND OBVIOUSLY YOU ARE TRACKING EVERYTHING SO THAT YOU CAN PUT OUT A REPORT LATER ON THAT, IS THAT CORRECT?>>ABSOLUTELY. WE ARE VERY PROUD OF THIS PROGRAM AND, YOU KNOW, WE ARE VERY FORTUNATE THAT WE ARE ABLE TO TRACK IT FROM ITS INCEPTION.>>THANK YOU.>>THANK YOU, COMMISSIONER FOR COMING IN AND LEADING SUCH A WONDERFUL PROGRAM I’M CHAIR OF CONSUMER PROTECTION AND I HAVE A SPECIFIC FOCUS ON STUDENT LOANS AND HOW MUCH, YOU KNOW, STUDENTS ARE BURDENED BY IT ONCE THEY GRADUATE. SO THE FELLOWS THAT YOU DO GIVE A JOB TO, DO YOU HAVE ANY STATS ON HOW MUCH THEY’RE BURDENED BY STUDENT LOAN DEBT BY ANY CHANCE?>>I DO NOT. BUT THAT WOULD BE SOMETHING THAT WOULD BE INTERESTING TO KNOW.>>AND DO YOU OFFER ANY SORT OF– NOT YOU PERSONALLY, BUT THE AGENCIESCY, ANY SORT OF INCENTIVE FOR EMPLOYEES LIKE IF WERE YOU TO STAY WITH THE CITY AGENCY FOR X AMOUNT OF YEARS, THE X PART OF THEIR STUDENT LOAN WOULD BE FORGIVEN OR PAID? IS THERE ANY SORT OF PROGRAM LIKE THAT?>>CURRENTLY THERE IS NO PROGRAM SPECIFICALLY FROM THE CITY, BUT AS YOU KNOW, THERE IS A FEDERAL LOAN FORGIVENESS PROGRAM FOR FOLKS WHO ENGAGE IN CERTAIN TYPE OF GOVERNMENT WORK. THAT DOES APPLY TO SOME OF THE FELLOWS MOVING FORWARD BUT NO, NOT AT THIS TIME.>>DO YOU OFFER EMPLOYEES TUITION ASSISTANCE, FOR INSTANCE, THEY COME IN WITH A BACHELOR DEGREE, WANT TO GO TO SCHOOL WHILE WORKING. DO YOU OFFER TUITION ASSISTANCE IF THEY GO TO SCHOOL WHILE THEY’RE WORKING?>>CERTAINLY. SO THE CITY DOES HAVE SEVERAL SCHOLARSHIP PROGRAMS FOR CITY, CURRENT CITY EMPLOYEES OR CHILDREN OF CITY EMPLOYEES AND ALSO OUR LABOR PARTNERS HAVE SEVERAL DIFFERENT PROGRAMS FOR THEIR MEMBERS AS FAR AS TUITION REIMBURSEMENT. THEY ALSO HAVE PARTNERSHIPS WITH CUNY AND OTHER LOCAL COLLEGES WHERE THEIR MEMBERS GET A SEVERE DISCOUNT FOR CERTAIN COURSE WORK THAT THEY DO. THE CITY HAS SEVERAL DIFFERENT PROGRAMS FOR THAT.>>THANK YOU VERY MUCH. AS SOMEONE WHO IS IN THE FEDERAL PUBLIC SERVICE PROGRAM BUT NO EXPECTATION OF EVER BEING ABLE TO BENEFIT FROM IT, I’LL ECHO AND AMPLIFY SENATOR THOMAS’ INQUIRY AND CONCERNS OVER THAT. IT’S A PROBLEM THAT WE ARE GOING TO BE DOING ANOTHER EVENT ON THAT ISSUE SPECIFICALLY IN THE FUTURE. REALLY THINKING ABOUT HOW MANY PEOPLE IN NEW YORK ARE ENROLLED IN THE PROGRAM WORKING IN PUBLIC SERVICE WHETHER CIVIL SERVICE OR NON-PROFIT SECTOR AND, YOU KNOW, FOR LACK OF A BETTER DETERMINE, ARE GETTING SCREWED BY THE FAILURE OF THE FEDERAL PROGRAM BECAUSE MANY PEOPLE ARE, 3% APPROVAL RATE NATIONWIDE. THAT’S DISMAL. BUT THANK YOU VERY, VERY MUCH FOR YOUR TESTIMONY AND I REALLY APPRECIATE YOUR JOINING US THIS MORNING. THANK YOU.>>THANK YOU. ALL RIGHT. WE ARE NOW GOING TO GO BACK, TAKE A STEP BACK AND I BELIEVE WE HAVE BEEN JOINED BY THE ACTING COMMISSIONER OF NEW YORK STATE CIVIL SERVICE DEPARTMENT, LOLA BRABHAM.>>THANK YOU FOR JOINING US.>>THANK YOU FOR GICHG ME THE OPPORTUNITY, GOOD MORNING CHAIR GOUNARDES AND DISTINGUISHED MEMBERS OF THE CIVIL SERVICE COMMITTEE, I’M LOLA BRABHAM AND IT’S MY PLEASURE TO SERVE AS THE ACTING COMMISSIONER FOR THE DEPARTMENT OF CIVIL SERVICE. AS THE CENTRAL PERSONNEL AGENCY FOR STATE GOVERNMENT, THE DEPARTMENT OF CIVIL SERVICE IS RESPONSIBLE FOR THE ADMINISTRATION OF THE CIVIL SERVICE MERIT SYSTEM SERVING IN THIS CAPACITY, THE DEPARTMENT CLASSIFIED AND ALLOCATES POSITIONS AND DEVELOPS AND SCORES CIVIL SERVICE EXAMINATIONS, ESTABLISHES AND MAINTAINS ELIGIBLE LISTS AND PROVIDES POLICY ADVICE AND ASSISTANCE WITH RESPECT TO PERSONNEL RECRUITMENT AND PLACEMENT, DIVERSITY EFFORTS AND WORKFORCE RESTRUCTURING. SIMILAR SERVICES AND OTHER TECHNICAL ASSISTANCE ARE PROVIDED TO THE 94 MUNICIPAL AGENCIES THAT ARE RESPONSIBLE FOR 360,000 LOCAL GOVERNMENT EMPLOYEES. IN ADDITION, THE DEPARTMENT IS PLEASED TO ADMINISTER THE NEW YORK STATE’S STUDENT INTERN PROGRAM. THE STUDENT INTERN PROGRAM IS PART OF GOVERNOR CUOMO’S NEW NEW YORK LEADERS INITIATIVE WHICH FOCUSES ON ATTRACTING NEW AND HIGHLY SKILLED INDIVIDUALS TO STATE GOVERNMENT THROUGH BOTH INTERNSHIP AND FELLOWSHIP PROGRAMS. NEW YORK STATE IS PREPARING UNDERGRADUATE AND GRADUATE STUDENTS FOR PUBLIC SERVICE OPPORTUNITIES BY PROVIDING THEM WITH VALUABLE HANDS ON PROGRAM EXPERIENCE THAT WILL ASSIST THEM AS THEY BEGIN THEIR PROFESSIONAL CAREERS. AS YOU KNOW EMPLOYEES ARE ESSENTIAL TO THE SUCCESS OF GOVERNMENT AND THE DEPARTMENT OF CIVIL SERVICE IS PROUD TO PLAY A LEAD ROLE IN THE DIVERSE TALENT AGENCIES NEED TO PROVIDE CRITICAL SERVICES TO NEW YORK’S RESIDENTS AND CUSTOMERS. IN STATE GOVERNMENT, APPOINTMENTS, AND PROMOTIONS ARE MADE ACCORDING TO THE MERIT MANDATED BY THE STATE’S CONSTITUTION AND SINCE THE STATE’S WORKFORCE IS OVERWHELMINGLY COMPETITIVE, THE KEY MECHANISM USED TO FILL MOST ENTRY LEVEL AND PROMOTIONAL JOB OPPORTUNITIES. STATE AGENCIES AND LOCALITIES RELY ON THE DEPARTMENT FOR CONSISTENT AND TIMELY CIVIL SERVICE EXAMS TO ENSURE THEY CAN MEET THE STAFFING NEEDS AND EFFECTIVELY PERFORM THEIR CORE FUNCTIONS. TO THAT END, THE DEPARTMENT IS TAKING PROACTIVE MEASURES TO FURTHER STREAMLINE THE EXAMINATION PROCESS THROUGH THE USE OF TECHNOLOGY AND BUSINESS IMPROVEMENTS SO THAT OUR AGENCY PARTNERS CONTINUE TO HAVE A PIPELINE OF TALENT AVAILABLE TO MEET THEIR HIRING NEEDS WHEN THEY NEED IT THROUGH THE PROFESSIONAL CAREERS AND OPPORTUNITIES EXAM, THE DEPARTMENT IS ATTRACTING NEW TALENT TO THE STATE’S WORKFORCE BY PROVIDING THEM WITH THE UNIQUE OPPORTUNITY TO GAIN ACCESS TO A NUMBER OF REWARDING AND MEANINGFUL CAREERS WITH NEW YORK STATE THE PCO EXAM IS A CIVIL SERVICE EXAM USED TO FILL 100 DIFFERENT JOBS ACROSS A WIDE RANGE OF DISCIPLINES INCLUDING HEALTH AND HUMAN SERVICES, ENVIRONMENTAL CONSERVATION AND TRANSPORTATION, JUST TO NAME A FEW. IN 2017, THE PCO EXAM WAS EXPANDED TO INCLUDE COLLEGE JUNIORS AND SENIORS AND HELD AT LOCAL UNIVERSITIES FOR THE FIRST TIME, INCLUDING SECT SUNY AND CUNY CAMPUSED TO COMPLEMENT THE LARGER EFFORTS TO EXPAND TESTING VENUES AND REACH A MORE DIVERSE TALENT POOL. I’M PLEASED TO REPORT MORE THAN 3,000 JOB SEEKERS HAVE BEEN HIRED HIRE ADD CROSS VARIOUS STATE AGENCIES SINCE THE LAUNCH OF THE P.C.O. EXAM IN 2014. IN ADDITION, THE SUCCESS OF THE PCO EXAM PROGRAM HAS LAID THE FOUNDATION FOR THE EXPLORATION AND POTENTIAL USE OF OTHER INNOVATIVE TESTING NIRNTS MOVING FORWARD. THE DEPARTMENT HAS EXPANDED ITS EFFORT TO PROMOTE THE MANY EMPLOYMENT OPPORTUNITIES AVAILABLE THROUGHOUT STATE OVER THE PAST YEAR, THE DEPARTMENT PARTICIPATED IN MORE THAN 250 OUTREACH AND RECRUITMENT EVENTS CONNECTING WITH MORE THAN 26,000 JOB SEEKERS AT UNIVERSITIES, COMMUNITY ORGANIZATIONS AND JOB FAIRS. THESE OUTREACH EFFORTS COMPLEMENT THE MORE TARGETED RECRUITMENT EFFORTS OF STATE AGENCIES SEEKING SPECIFIC NEEDS AND SKILL SETS TO MEET THEIR WORKFORCE NEEDS: FURTHERMORE, THE DEPARTMENT HAS I AM EMPLOYMENT NEW STRATEGIC OUTREACH AND MARKETING INITIATIVES TO ENHANCE SOCIAL MEDIA EFFORTS DESIGNED TO BRAND NEW YORK STATE AS AN EMPLOYER OF CHOICE AND CREATE GREATER AWARENESS OF THE CIVIL SERVICE EXAM PROCESS. IS ACTIVELY ENGAGED IN ENHANCING EXAM PREPARATION MATERIALS AND RESOURCES TO FURTHER ENCOURAGE PARTICIPATION IN CIVIL SERVICE EXAMS AND BETTER PREPARE EXAM TAKERS FOR FUTURE SUCCESS. THE INITIATIVES I’VE HIGHLIGHTED TODAY UNDERSCORE THE DEPARTMENT’S ONGOING COMMITMENT TO SUPPORTING HIGH PRIORITY WORKFORCE NEEDS WHILE PROMOTING EQUAL OPPORTUNITY AND ACCESS FOR ALL NEW YORKERS OUR WORKFORCE IS STRONGEST WHEN EVERYONE IS ABLE TO PARTICIPATE AND ENSURING OUR STATE GOVERNMENT REMAINS ABLE TO ATTRACT, HIRE AND RETAIN A DIVERSE TALENT POOL IS KEY TO OUR CURRENT AND FUTURE SUCCESS. I LOOK FORWARD TO WORKING WITH YOU TO ADVANCE A SHARED VISION FOR A TOP TIER WORKFORCE TO DELIVER CRITICAL SERVICES TO THE STATE OF NEW YORK THANK YOU AGAIN FOR THE OPPORTUNITY TO APPEAR BEFORE YOU TODAY.>>I WANT TO START PIGGY BACKING OFF SOME OF THE INFORMATION WE JUST HEARD FROM THE CITY. DO YOU HAVE A SENSE OF WHAT PERCENTAGE OF OUR CURRENT STATE WORKFORCE IS RETIREMENT ELIGIBLE WITHIN THE NEXT FIVE AND 10 YEARS.>>ABOUT 20%. IN THE NEXT FIVE YEARS.>>WHAT PERCENTAGE OF OUR WORKFORCE DOES NOT STAY LONGER THAN SAY FIVE OR 10 YEARS?>>THE AVERAGE IS AROUND 14 YEARS.>>14 YEARS. GREAT.Y.>>CAN YOU EXPLAIN THE PCO EXAM? HOW IS THAT REGULAR FROM THE DIFFERENT CIVIL SERVICE EXAMINATION PROCESS? CAN YOU FLUSH THAT OUT A LITTLE BIT MORE.>>SURE. A REGULAR CIVIL SERVICE EXAM IS FOR ONE SPECIFIC TITLE, RIGHT? SO IF YOU ARE AN ENGINEER, YOU WANT TO TAKE THE JOB FOR THE ENGINEER, WHEN YOU TAKE THE EXAM YOU ARE ONLY BEING CONSIDERED FOR POSITIONS THAT BECOME AVAILABLE IN THE ENGINEERING TITLE. THE PCO EXAM IS ONE EXAM THAT COVERED OVER 100 DIFFERENT TITLES: SO ONCE YOU TAKE THE EXAM, YOU ARE SCORED, RANKED PUT ON THE ELIGIBLE LIST. YOU ARE THEN ELIGIBLE FOR CONSIDERATION IN ANY OF THOSE 100 PLUS TITLES.>>AND YOU MENTION THE STATE INTERNSHIP PROGRAM. HAS THERE EVER BEEN ANY CONSIDERATION OR DEVELOPMENT OF A SIMILAR PROGRAM THAT THE CITY GOT PERMISSION TO DO FROM THE COMMISSION? HAS THERE EVER BEEN– CAN YOU TUBING THAT A LITTLE BIT?>>WELL, WE DO HAVE THE NEW NEW YORK LEADERS PROGRAM WHICH IS REALLY A THREE PRONGED PROGRAM. SO THERE ARE THE STUDENT INTERNS AND WE OVERSEE THAT AND KIND OF DO THE MATCHING BETWEEN THE INTERNS AND THE STATE AGENCIES. HOWEVER, THE ADMINISTRATION ALSO HAS THE EMPIRE FELLOWS PROGRAM IN THE EXCELSIOR FELLOWS PROGRAM AND THOSE PROGRAMS ARE OVERSEEN BY THE DEPARTMENT OF STATE.>>INTERN PROGRAM IS AN UNDERGRADUATE PROGRAM, INDIVIDUALS GO TO THE WEBSITE, THEY’RE ABLE TO SEE THE VARIOUS INTERNSHIPS THAT ARE AVAILABLE THROUGHOUT THE STATE. SOME ARE PAID. SOME ARE NOT PAID. THEY’RE ABLE TO UPLOAD THEIR RESUMES AND EFFECT EFFECTIVELY MAKE A MATCH BETWEEN THEIR INTERESTS AND THE EMPLOYER IS DOING THE SAME THING AND THE INDIVIDUAL AGENCIES ARE ACTUALLY GOING IN AND HIRING THE INTERNS THAT FIT THEIR WORKFORCE NEEDS.>>SO HOW IS THAT PROMOTED AND MARKETED. IS THAT DONE BY THE INDIVIDUAL AGENCIES OR YOUR DEPARTMENT?>>IT IS MARKED BY INDIVIDUAL AGENCIES. WE NEVER MISS AN OPPORTUNITY TO TALK ABOUT IT WHEN WE GO OUT AND DO OUR RECRUITMENT EVENTS. WE HIGHLIGHT IT PROMINENTLY ON OUR WEBSITE. WE GO TOUT COLLEGES AND UNIVERSITIES AND TALK ABOUT, YOU KNOW, WE ARE OFTEN INVITED TO COME ON TO SUNY CAMPUSES. SOME CUNY AS WELL AND PRIVATE COLLEGES AND WE HIGHLIGHT THAT AS A PROGRAM OFFERED BY THE STATE. GREATEST RECRUITMENT NEEDS ARE FOR THE STATE WORKFORCE AS YOU CURRENTLY SEE IT TODAY?>>PROBABLY THE MORE DIFFICULT TO FILL TITLES WHICH FALL INTO THE ENGINEERING SECTOR, ALSO THE MEDICAL PROFESSIONS NURSES, DOCTORS, THE DIFFICULT TO FILL RECRUIT FOR TITLES.>>OKAY.>>THANK YOU, COMMISSIONER FOR JOINING US TODAY. WITH THOSE DIFFICULT TO FILL POSITIONS, WHAT ARE YOU DOING TO ATTRACT THE TALENT?>>SO WE DO A TARGETED RECRUITMENT FOR THOSE POSITIONS WHERE WE HAVE DRAFTED MATERIALS THAT SPEAK SPECIFICALLY TO THOSE JOBS OPPOSED TO JUST, YOU KNOW, COME AND WORK FOR THE STATE. SO WE TRY TO MAKE SURE THAT WE FOCUS ON THOSE WHEN INDIVIDUALS GO OUT AND DO RECRUITMENT. WE ALSO HAVE SOME OTHER TOOLS AT OUR DISPOSAL. THROUGH OUR OFFICE OF CLASSIFICATION AND COMPENSATION, THERE ARE SOMETIMES SOMETIMES THE ABILITY FOR AGENTED SIS TO REQUEST A SALARY DIFFERENTIAL BASED ON RECRUITMENT DIFFICULTIES SO IF THEY HAVE BEEN RECRUITING AND THEY’RE GETTING NO ONE, WE WILL DO SOME ANALYSIS, SOME MARKET ANALYSIS AND SAY IF WE ARE ABLE TO INCREASE THE STARTING SALARY FOR THESE INDIVIDUALS, WILL THIS BE A WAY TO BRING THEM IN THE SCORE? THAT CAN WORK FOR AN ENTIRE TITLE. OR IT MAY BE JUST FOR THE INDIVIDUAL WHO IS COMING INTO THE JOB.% THEY MAY HAVE A Ph.D. OR WEALTH OF EXPERIENCE OVER AND ABOVE WHAT IS REQUIRED AND THIS WOULD BE A WAY TO BRING THEM INTO STATE GOVERNMENT. AGENCIES CAN ALSO REQUEST TO PROVIDE A SALARY DIFFERENTIAL FOR THAT INDIVIDUAL AS A WAY TO RECRUIT THEM INTO STATE GOVERNMENT.>>IT’S NOT SOMETHING THATPEN? HAPPENS A LOT. IT’S A TOOL THAT IS AVAILABLE. IT’S NOT– WE DON’T… IT’S NOT A REGULAR THING THAT WE DO BUT IT IS A TOOL THAT’S AVAILABLE. I WOULD BE CORRECT WHEN I SAY LIKE THE SALARY AND THE PRIVATE SECTOR IS A LOT HIGHER FOR NURSES AND FOR ENGINEERS THAN IN THE STATE AGENCIES.>>AND PROBABLY FOR MANY JOBS OR MOST JOBS.>>ONE OF THE POINTS OF THIS HEARING IS TO TRY AND FIGURE OUT, YOU KNOW, IF WE ARE NOT OFFERING TOP SALARIES, WHAT CAN WE BALANCE OUT HERE TO STILL RETAIN THE TOP. I TALKED ABOUT THIS WITH THE LAST WITNESS THAT WE HAD AS WELL. STUDENT LOANS. A LOCALITY OF THEM COMING OUT OF SCHOOL, IF WE HAD A PROGRAM THAT WOULD BE ABLE TO PAY PART OF THEIR STUDENT LOAN IF THEY STAYED WITH AN AGENCY FOR X AMOUNT OF YEARS, I THINK WE CAN RECRUIT SOME TOP TALENT IN THIS STATE. FOR OUR AGENCIES VERSUS THEM GOING TO GOOGLE OR WORKING FOR PRIVATE HOSPITAL.>>I CAN’T DISPUTE THAT. I’M SURE YOU ARE RIGHT ABOUT THAT. UNLIKE THE PRIVATE SECTOR WHO CAN DO WHATEVER THEY WANT WITH THEIR MONEY, WE HAVE TO BALANCE THE TAXPAYER DOLLAR. SO WHILE WE WOULD LIKE TO BE ABLE TO OFFER TUITION ASSISTANCE OR LOAN FORGIVENESS FOR EVERYONE, THAT’S NOT SOMETHING THAT WE HAVE RIGHT NOW. SO WORKING WITHIN THE PARAMETERS THAT WE DO HAVE, WE ARE TRYING TO BE MORE CREATIVE AND REALLY UNDERSTAND THE TYPES OF THINGS THAT PEOPLE ARE LOOKING FOR WHEN THEY’RE DECIDING WHERE TO GO TO WORK AND YOU MENTION PLACES LIKE GOOGLE AND AMAZON AND PLACES LIKE THAT AND THEY’RE ABLE TO, YOU KNOW, PERHAPS OFFER FLEXIBLE WORK SCHEDULES AND FLEXIBLE WORK ENVIRONMENTS AND ALL OF THAT AND THAT’S SOMETHING THAT WE BELIEVE THAT WE CAN DO. IN FACT THERE ARE A NUMBER OF EFFORTS UNDER WAY RIGHT NOW TO LOOK AT ARCHTD THERE ARE SOME PILOTS UNDER WAY TO LOOK AT THE STATE OFFERING THE ABILITY TELEWORK, WHERE YOU ARE NOT, YOU KNOW, ACTUALLY– YOUR WORK SITE IS WHEREVER YOU HAPPEN TO BE AND DOING THAT FOR A NUMBER OF DAYS. FLEXIBLE WORK ARRANGEMENTS IN TERMS OF WHAT TIME THE WORK DAY STARTS AND ENDS. YOU KNOW, THINGS LIKE THAT MENTORSHIPS, THINGS THAT MAKE PEOPLE FEEL THAT THERE IS A PATH FORWARD WITH THE WORK THAT THEY ARE DOING. SO THERE ARE A NUMBER OF PILOTS UNDER WAY RIGHT NOW AND THINGS THAT WE ARE DOING THAT DON’T NECESSARILY COST MONEY THAT WE HOPE WILL MAKE THE WORKPLACE, YOU KNOW, MORE ATTRACTIVE. I KNOW THAT DOESN’T REPLACE THE OTHER TYPES OF MONETARY INCENTIVE BUT RIGHT NOW WE ARE NOT THERE.>>WHAT IS YOUR ANNUAL BUDGET? AT THE DEPARTMENT OF CIVIL SERVICE.>>$58 MILLION? HOW MUCH MORE DO YOU THINK YOU WOULD NEED.>>A WHOLE LOT MORE THAN THAT.>>I GUESS THAT’S FOR A DIFFERENT HEARING.>>YES.>>GOOD MORNING COMMISSIONER.>>GOOD MORNING.>>HOW LONG HAVE YOU BEEN ACTING? HOW COME YOU DON’T HAVE THE PERMANENT TITLE OF COMMISSIONER? SCH THAT’S GOING TO BE UP TO YOU ALL VERY SOON.>>I THOUGHT IT WAS UP TO THE GOVERNOR TO MAKE THE RECOMMENDATION.>>THE GOVERNOR HAS MADE THE RECOMMENDATION.>>YES.AS?>>WE SHOULD DEAL WITH THIS SOON. HOW LONG HAVE YOU BEEN IN CIVIL SERVICE? I CAME TO THE DEPARTMENT OF CIVIL SERVICE IN 2015.>>VERY GOOD. I HEARD YOUR RESPONSE FROM MY COLLEAGUE THE TITLE THE MOST DIFFICULT TO RECRUIT AND ALL OF THE ONES YOU MENTION ARE IN THE PSNT UNIT REPRESENTED BY P.E.F. AND I KNOW THERE ARE LIMITATIONS WITHIN THE DEPARTMENT OF CIVIL SERVICE BUT RECLASSIFICATIONS OR REALLOCATIONS ARE THE APPROPRIATE AVENUE TO PURSUE AND AS A FORMER EMPLOYEE OF P.E.F. FOR 23 YEARS, I KNOW WHERE TITLES ARE VERY HARD TO RECRUIT AND YOU CAN BRING THEM IN AT A HIGHER LEVEL, BUT I JUST THINK THAT WHERE YOU HAVE HARD TO RECRUIT TITLES, BE MORE APPROPRIATE TO REALLOCATE THE TITLES TO A HIGHER LEVEL SO THAT COMPETE WITH THE OUTSIDELS TO- AGENCIES, DEPARTMENTS, PRIVATE SECTORS. SO REALLOCATION TO HIGHER LEVELS YOU WILL PROBABLY BE ABLE TO RECRUIT MORE OVERALL AND ESPECIALLY LIKE NURSES AND DOCTORS AND OTHERS THAT ARE IN THE.>>AND IT IS SOMETIMES THE CASE THAT, BECAUSE PART OF THE CORE BUSINESS THAT WE DO IS, YOU KNOW, TO ANALYZE THE STATE TITLES AND MAKE SOME YOU ARE THAT THOSE JOBS REMAIN RELEVANT, NOT ONLY WITH REGARD TO THE SALARY BUT ALSO THE DUTIES AND RESPONSIBILITIES OF THE JOB. AND WE OFTEN DO GO OUT AND LOOK AT TITLES AND TIMES THEY’RE REALLOCATED AND SOMETIMES THE REALLOCATION IS AN UPWARD REALLOCATION AND IN VERY LIMITED INSTANCES, IT MIGHT BE A DOWNWARD REALLOCATION BUT THAT IS SOMETHING THAT WE DO.>>I JUST WROTE THIS DOWN. WHAT IS THE AVERAGE COST FOR AN INDIVIDUAL IN THE PSNT UNIT TO TAKE AN EXAM FOR WHATEVER TIGHT SNL AVERAGE?>>PROBABLY ABOUT $30, NO MORE THAN– I THINK THE HIGHEST I’VE EVER SEEN IS $40 FOR AN EXAM.>>ONE OF THE THINGS I WROTE DOWN AS FAR AS IS THERE A WAIVER, FOR EXAMPLE–>>THERE IS.>>OF CERTAIN TITLES THAT ARE HARD TO RECRUIT AND DO YOU HAVE PEOPLE IN THE UNIT, IN THE TITLES MAYBE BELOW THAT AND IF THE OTHER TITLES ARE HARD TO RECRUIT, TO GIVE THEM A WAIVER TO TAKE THEIR EXAM?>>NOT ALL PROMOTIONAL EXAMS– SOME PROMOTIONAL EXAM THERE THERE IS NO FEE TO TAKE THE EXAM. SO PEOPLE DON’T HAVE TO WORRY ABOUT THAT. THERE IS THE ABILITY FOR INDIVIDUALS TO ASK FOR A WAIVER FROM THE EXAM FOR VARIOUS REASONS, RIGHT WHETHER THAT YOU CAN’T AFFORD IT OR ARE NOT WORKING, YOU ARE RECEIVING UNEMPLOYMENT, RECEIVING PUBLIC ASSISTANCE, YOU ARE A VETERAN. WE’VE WAIVED THOSE FEES FOR ALL HONORABLY DISCHARGED VETERANS SO THERE ARE FEE WAIVER ARE AVAILABLE AND YOU KNOW, ONE THING ABOUT THAT IS THAT IN THE FEE WAIVER WAS ALWAYS AVAILABLE BUT I FOUND IT WAS NOT ALWAYS PROMINENTLY DISPLAYED ON THE PART OF THE APPLICATION WHERE SOMEONE WOULD SEE IT, YOU KNOW, A LOT OF PEOPLE YEARS AGO IT WAS BACK ON PAGE 4 WHEN IT SHOULD BE AT THE TOP OF PAGE 1 SO WE’VE MADE SOME CHANGES AROUND THAT. AND WE MAKE SURE WE GO OUT AND TALK ABOUT IT AND MAKE SURE PEOPLE ARE AWARE OF THAT.>>HAVE YOU EVER CONSIDERED HAVING A DIALOGUE OR COMMUNICATION OR ALL AND MAYBE YOU HAVE, WITH THE PSNT UNIT, THE PRESIDENT OF PEF AND THEIR TOP STAFF REGARDING THOSE HARD-TO-RECRUIT TITLES SO THAT YOU CAN HEAR FROM PEOPLE ON THE GROUND IN THOSE TITLES? AND THOSE HARD-TO-RECRUIT TITLES?>>WE DO HAVE DIALOGUE. IN FACT I THINK WE HAVE ONE COMING UP SOON. SOMETIMES WHEN THERE ARE ISSUES, YOU KNOW, AS YOU KNOW, PEF IS NOT SHY ABOUT REACHING OUT AND LETTING THEIR POSITION GO ON RECORD. OVER THE PAST SEVERAL YEARS WE’VE MET WITH THE PRESIDENT OF PEF, ALONG WITH HIS TEAM ON A NUMBER OF OCCASIONS TO TRY TO GET A BETTER UNDERSTANDING AROUND SOME COMPLEX ISSUES AND WILL CONTINUE DO THAT. I THINK IT’S IMPORTANT. SO, YOU KNOW, WE WILL CONTINUE ON THAT WE ARE ON THAT PATH AND WILL STAY ON IT.>>THANK YOU. WHAT IF ANY BARRIERS DO YOU SEE IN TERMS OF RECRUITING MORE INDIVIDUALS TO COME JOIN THE STATE WORKFORCE ASIDE FROM THE HARD TO FILL TITLES THAT WE TALKED ABOUT, ARE THERE ANY STRUCTURAL BARRIERS THAT YOU SEE THAT EXIST FOR THE RECRUITMENT PURPOSE?>>THERE ARE STRUCTURAL BARRIERS, PARTICULARLY WHEN YOU TALK ABOUT MILLENNIALS AND COLLEGE STUDENTS AND IT’S NOT JUST THE MILLENNIALS AND COLLEGE STUDENTS BUT THEY HAVE A DIFFERENT EXPECTATION, RIGHT FOR WORK SO MOST PEOPLE DON’T EXPECT THAT YOU KNOW, YOU ARE GOING GO OUT AND TAKE AN EXAM AND WE MAY CALL YOU NEXT YEAR FOR THE JOB BECAUSE YOU ARE LOOKING FOR THE JOB NOW, RIGHT? AND MOST PEOPLE CAN’T WAIT A YEAR UNTIL YOU KNOW, MAYBE YOU ARE FINALLY REACHABLE ON THE ELIGIBLE LIST SO WE SEE THAT AS A BARRIER TO BRINGING, YOU KNOW, ON BOARDING PEOPLE QUICKLY AND THAT’S SOMETHING THAT WE STRUGGLE WITH. ONE OF THE OTHER BARRIERS THAT I SEE IS EVEN FOR INDIVIDUALS WHO ARE CURRENTLY WORKING WITHIN THE STATE, YOU KNOW, BARRIERS EXIST, YOU KNOW, SUCH AS WELL I’VE TAKEN THIS EXAM BUT I HAVE TO BE HIRED OFF THE INTERDEPARTMENTAL LIST. I CAN’T BE CONSIDERED AT A DIFFERENT AGENT AGENCY AND THOSE THINGS BECAUSE IT IMPACTS CAREER MOBILITY AND AN INDIVIDUAL’S ABILITY TO SAY THAT PROMOTION IS NOT AVAILABLE AT MY AGENCY BUT I SEE THAT THEY NEED, YOU KNOW, SOMEONE IN THIS SAME POSITION FOR THE PROMOTION THAT I’M GOING FOR OVER AT ANOTHER AGENCY. BUT RIGHT NOW IT’S NOT AS FLEXIBLE AS IT PROBABLY COULD BE TO ALLOW PEOPLE TO MOVE BACK AND FORTH TO DIFFERENT AGENCIES AND I SEE THAT AS A BARRIER AS WELL BECAUSE PARTICULARLY YOU KNOW, NUMBER ONE TRYING TO UNDERSTAND ALL OF THIS COMING INTO THE STATE WORKFORCE AND THE SPEED AT WHICH ANY OF THIS STUFF CAN HAPPEN.>>IT’S FUNNY. I WAS HAVING A IMMPTION WITH SOMEONE EARLIER THIS WEEK WHO I MET AND HE SPENT 20 YEARS WORKING FOR THE STATE AND HE STARTED BECAUSE HE SAW FLYER IN HIS GRADUATE SCHOOL PROGRAM OFFICE AND YOU KNOW, HE NEEDED A JOB. HE GOT A MASTER’S DEGREE, GOT A JOB. I’LL APPLY. WHY NOT. SPENT 20 YEARS OF HIS CAREER WITH THE STATE WORKFORCE UP IN ALBANY AND IT STRIKES ME IN SOME WAYS IT’S SO SIMPLE. LIKE HAVING THAT ONE SPARK BUT IN OTHER WAYS IT CAN BE REALLY DIFFICULT. HOW ELSE CAN WE BE ACTIVELY PROMOTING AND RECRUITING AND MARKETING TO COLLEGE GRADUATES OR NON-COLLEGE GRADUATES FOR SOME OF THESE POSITIONS AND HOW MUCH, YOU KNOW, WHAT DO YOU THINK THE CAPACITY OR BANDWITH IS TO DO MORE TO HAVE MORE OF THOSE SPARKS OF INSPIRATION, LOOK, I NEVER THOUGHT ABOUT WORKING FOR OCFS OR WHATEVER?>>I THINK ONE OF THE THINGS THAT I HAVE BEEN TALKING ABOUT AND WHAT WE ARE TRYING TO DO AS CIVIL SERVICE IS TRY TO BE MORE IN TUNE WITH, YOU KNOW, KIND OF WHAT ARE THE CUTTING EDGE JOBS THAT PEOPLE ARE INTERESTED IN NOW. GO OUT, WE NEED TO LEARN ALL ABOUT CYBER SECURITY JOBS AND ABOUT THE TECHNOLOGY JOBS AND REALLY BE ABLE TO KIND OF SPEAK THAT LANGUAGE SO THAT WHEN WE GO OUT, WE CAN TALK TO PEOPLE ABOUT JOBS IN EMERGING FIELDS AND HOW DO WE BRIDGE THE GAP BETWEEN THE PRIVATE AND PUBLIC SECTOR BECAUSE WHEN YOUNG PEOPLE, WHEN THEY THINK ABOUT COMING TO WORK FOR THE STATE, THEY DON’T THINK WE HAVE THE CUTTING EDGE JOBS THAT THE PRIVATE SECTOR JOBS ARE. WE DO. WE MAY TALK ABOUT THEM DIFFERENTLY USING A BUREAUCRATIC LANGUAGE AND I THINK THAT THAT IS SOMETHING WE HAVE BEEN WORKING ON AT CIVIL SERVICE. LIKE MAKE IT SIMPLE AND JUST EXPLAIN TO PEOPLE WHAT THIS JOB IS, WHAT IT CAN SET YOU UP FOR IN THE FUTURE BECAUSE YOU KNOW, I FIND EVEN MYSELF, WHEN YOU LOOK AT SOME OF THE MATERIALS, YOU SAY, OKAY, BUT YOU DON’T REALLY UNDERSTAND, REALLY, WHAT PATH IS THIS SETTING ME ON, RIGHT? SO I THINK WE CAN DO A BETTER JOB OF EXPLAINING THAT. AND MODERNIZING THE WAY WE TALK ABOUT THESE JOBS AND THE BENEFIT, YOU KNOW, OF WORKING FOR THE STATE AND REALLY BRANDING AND MARKETING THE STATE AS AN EMPLOYER OF CHOICE SO THAT WE CAN COMPETE WITH THE PRIVATE SECTOR.>>LAST QUESTION I HAVE, I WANT TO PIGGY BACK OFF SENATOR THOMAS’ QUESTION ABOUT STUDENT DEBT. WE SPEND A LOT OF– YOUR POINT IS WELL TAKEN ABOUT PROTECTING TAXPAYER DOLLARS. THESE ARE ALL PUBLIC DOLLARS. WE SPEND A LOT, CITY, STATE, WHEREVER, YOU KNOW, ON RENTAL SUBSIDIES BECAUSE SOMEONE FELL BEHIND AND WE WANT TO MAKE SURE THEY DON’T FALL INTO A DEEP HOLE. THE CITY JUST LAUNCHED A NEW CHILD SUPPORT SUBSIDY. WE DON’T WANT PEOPLE TO FALL BEHIND IN THE HOLE BUT STUDENT DEBT IS THAT NEXT HOLE. THAT’S THE HOLE THAT PEOPLE ARE FIND IMPOSSIBLE TO DIG THEMSELVES OUT OF AND YOU KNOW, IT’S A GENERATIONAL CRISIS THAT HASN’T PEAKED YET BUT IS VERY WELL, WE ALL SEE THE CLIFF AND WE ARE ALL HURDLING TOWARDS IT. WHAT DO YOU THINK, IF WE FOUND A WAY TO PROVIDE MORE STUDENT LOAN SUPPORT FOR OUR CIVIL WORKFORCE OUR PUBLIC WORKFORCE OR CREATE, YOU KNOW, WE HAVE THE EXCELSIOR SCHOLARSHIP PROGRAM IF THAT WAS DIED TO WORKING IN THE PUBLIC SECTOR, IF YOU GIVE THE STATE 10 YEARS OF YOUR CAREER, WE’LL GIVE YOU DEBT FREE, PAY YOUR STUDENT LOANS BACK, STUDENT FORGIVENESS. ANY THOUGHTS ON STRUCTURING A PROGRAM LIKE THAT?>>MY THOUGHT IS IT WOULD BE A RECRUITMENT, A GREAT RECRUITMENT TOOL, RIGHT? BECAUSE WHO DOESN’T WANT TO HAVE LOAN FORGIVENESS OR ASSISTANCE WITH PAYING STUDENT LOANS. SO THAT CERTAINLY WOULD BE ANOTHER TOOL IN THE TOOL BOX FOR GOING OUT AND RECRUITING INDIVIDUALS TO COME AND WORK FOR THE STATE.>>AND YOU THINK, BASED ON THE CONVERSATIONS AND THE EXPERIENCE YOU HAVE ON THE GROUND, PEOPLE WOULD FIND THAT ATTRACTIVE? ARE WE HEARING THAT? OR IS IT JUST, YOU KNOW, ANECDOTAL? DO WE THINK THAT’S A BARRIER WE FACE RIGHT NOW WITH THE INABILITY TO BE COMPETITIVE ON THAT PARTICULAR POINT?>>I DON’T KNOW THAT WE HEAR THAT WHEN WE GO OUT AND DO RECRUITMENT. BUT I WOULD SAY THAT WE CAN ASSUME THAT THAT IS SOMETHING PEOPLE WOULD WANT. COMING IN AND SAYING WELL, IOPLE WOULD TAKE THIS JOB WITH THE STATE EXCEPT YOU DON’T HAVE LOAN FORGIVENESS SO I’M NOT ABLE TO TAKE IT. I DON’T THINK WE HEAR THAT A LOT. I DON’T THINK I CAN COMMENT ON THAT.>>AND DO WE, AND THE LAST QUESTION I HAVE, DOES THE DEPARTMENT TRACK AT ALL THE EDUCATIONAL ATTAINMENT OF THE STATE WORKFORCE AND WHERE THEY RECEIVE THEIR EDUCATION FROM?>>WE DON’T TRACK THAT BUT, YOU KNOW, COINCIDENTALLY, WE ARE WORKING ON A HUGH HUMAN RESOURCE MANAGEMENT SYSTEM THAT WE ARE TRYING TO PUT IN PLACE FOR THE STATE AND WITH SOME OF THE NEW TOOLS THAT ARE AVAILABLE WITH THE SOFTWARE TODAY THAT SOMETHING IN THE FUTURE WE WILL BE ABLE TO TRACK SO WE WERE JUST, YOU KNOW, TALKING ABOUT THAT THE OTHER DAY AND I THINK IT’S IMPORTANT. IT WOULD BE GREAT TO KNOW HOW MANY OF OUR STUDENTS ARE COMING FROM PRIVATE COLLEGES AND UNIVERSITIES OR PUBLIC COLLEGES AND UNIVERSITY AND WHAT LEVEL OF EDUCATION WE HAVE. NOW THERE ARE THERE ARE CERTAIN POSITIONS THAT REQUIRE PART OF THE MINIMUM QULFICATION IS THAT YOU HAVE A LATCH BORE DEGREE OR SOMETHING LIKE THAT. SO THE FOX IS KNOWABLE BUT THAT’S NOT SOMETHIN THAT WE TRACK RIGHT NOW FOR REPORTING PURPOSES.>>ONE OF THE INSPIRATIONS FOR THAT HEARING AND WE ARE NOT GOING TO BE HEARING FROM CUNY BECAUSE OF A SCHEDULING CONFLICT. HALF OF CITY SCHOOLTEACHERS COME FROM THE CUNY SYSTEM WHICH IS A STAGGERING AND IMPRESSIVE STATISTIC AND SOMETHING THAT I THINK IS PHENOMENAL. THERE ARE TEACHERS THAT COME FROM THE NON-CUNY SCHOOLS AS WELL BUT THAT SEEMS TO BE SOMETHING OBVIOUSLY IS WORKING IN THAT CONNECTION AND I THINK IF WE CAN UNDERSTAND THAT DIE NATIC BETTER FOR HOWEVER IT STARTED OR HOWEVER WE GOT TO THAT POINT, I THINK IT’S REALLY INTERESTING TO EXPLORE AND THERE MUST BE OTHER STATS LIKE THAT THAT ARE OUT THERE FOR SPECIFIC POSITIONS OR TITLES OR CAREER PATHWAYS OR AGENCIES OR THINGS THAT WILL HELP US UNDERSTAND THIS LARGER QUESTION A LOT BETTER SO I WOULD DEFINITELY ENCOURAGE AS YOU ARE DEVELOPING THIS NEW HUMAN RESOURCES PROGRAM TO THINK ABOUT WHAT INSIGHTS WE CAN GLEAN FROM COLLECTING THAT TYPE OF DATA BECAUSE THE NUMBERS SURPRISE ME IN SOME WAYS BUT DON’T SURPRISE ME. HOW MANY OF MY CLASSMATES ENDED UP BEING TEACHERS. WE CAN PROBABLY GLEAN A LOT OF INFORMATION FROM THAT DATA COLLECTION. WOULD I ENCOURAGE YOU TO CONSIDER THAT.>>I WAS LISTENING TO MY COLLEAGUES AND IT CAME TO MY MIND THAT IT’S ONE THING WHEN PEOPLE LOOK AT THE ENTIRE PACKAGE OF BENEFIT, SALARIES, HEALTH INSURANCE, PENSION, TIER 6 IS TERRIBLE. LET ME SAY IT AGAIN. TIER SIX IS TERRIBLE. RESPONSIBLE FOR THAT.>>YOU ARE THE COMMISSIONER. YOU TALK ABOUT HARD TO RECRUIT. PEOPLE LOOK AT THE ENTIRE PACKAGE. TIER 6 AGAIN IS TERRIBLE. IT NEEDS TO BE CHANGED. I SAY THAT TO YOU LOUD AND CLEAR.>>WE’LL PASS THAT ON TO THE OFFICE OFFICE OF THE STATE COMPTROLLER.>>TIER 6 IS TERRIBLE.>>THANK YOU VERY MUCH, COMMISSIONER.>>ALL RIGHT. MOVING RIGHT ALONG, OUR NEXT STEVE BELOAN BELLONE OUR NEXT PANEL IS THE SUFFOLK COUNTY EXECUTIVE STEVE BELLONE AND SUFFOLK COUNTY ACTING PERSONNEL DIRECTOR TOM MMELITO.>>GOOD MORNING.>>GOOD MORNING, SENATOR.>>THANK YOU, SENATOR GOUNARDES, MEMBERS OF THE COMMITTEE, THANK YOU FOR THE OPPORTUNITY TO SPEAK BEFORE THE COMMITTEE TODAY. I’M JOINED, AS YOU MENTIONED BY THE SUFFOLK COUNTY ACTING CIVIL SERVICE DIRECTOR TOM ME MMELITO. I’LL SPEAK MORE BROADLY ABOUT THE CIVIL SERVICE OFFICES NEGATIVE IMPACTS ON THE OPERATIONS OF COUNTY GOVERNMENT, THE ACTING DIRECTOR WILL DISCUSS SPECIFIC RECOMMENDATIONS DESIGNED TO ENHANCE THE VALUE, THE OFFICE BRINGS TO THE ORGANIZATION. I WANT TO MAKE CLEAR THAT MY COMMENTS HERE TODAY IN NO WAY REFLECT UPON THE FRONT LINE EMPLOYEES IN THE CIVIL SERVICE OFFICE, WHO ARE OVERWHELMINGLY HARD WORKING AND DEDICATED PUBLIC SERVANTS. SUFFOLK COUNTY DEPARTMENT OF HUMAN RESOURCES PERSONNEL AND EFFORTS TO ACHIEVE EXCELLENCEUR- BECAUSE OF ITS ROLE IN RECRUITMENT AND HUMAN RESOURCES MANAGEMENT. CIVIL SERVICE OFFICE CONTROLS HIRING FOR CITY GOVERNMENT AND LOCAL GOVERNMENTS THROUGHOUT SUFFOLK COUNTY. IN SUFFOLK COUNTY, THE CIVIL SERVICE OFFICE IS CHARGED WITH PROVIDING A CENTRALIZED HUMAN RESOURCES MANAGEMENT FUNCTION. IN 2012, I CAME INTO A COUNTY GOVERNMENT THAT WAS BROKEN AND DYSFUNCTIONAL. INITIALLY ASSUMED THIS WAS CAUSED PRIMARILY BY MISMANAGEMENT. I WAS WRONG. OVER TIME I CAME TO UNDERSTAND THAT THERE WAS A CORRUPT OPERATION IN SUFFOLK COUNTY GOVERNMENT WHOSE PRIMARY PURPOSE WAS SELF PRESERVATION. THIS CORRUPTION CENTERS IN THE DISTRICT ATTORNEY’S OFFICE UNDER THE FORMER LEADERSHIP, HAS HAD A CRIPPLING EFFECT ON THE OPERATIONS AND EFFECTIVENESS OF THE GOVERNMENT BY PROTECTING A BROKEN STATUS QUO. NEARLY FOUR YEARS AGO I STOOD ON THE STEPS OF FORMER DISTRICT ATTORNEY’S OFFICE AND CALLED ON HIM TO STEP DOWN FOR RUNNING A CRIMINAL ENTERPRISE OUT OF HIS OFFICE. IT WAS 18 MONTHS LATER WHEN THE U.S. ATTORNEY’S OFFICE FOR THE EASTERN DISTRICTED INDICTED THE FORMER DISTRICT ATTORNEY WHO WAS FOUND GUILTY OF CORRUPTION AND ABUSE OF POWER THIS PAST DECEMBER. THIS CORRUPTION HELPED TO PROTECT A RELATED CRONYISM THAT WE ENCOUNTERED IN THE LEADERSHIP OF THE CIVIL SERVICE OFFICE WHICH IS WHY JUST LAST YEAR WE FOUGHT ANOTHER BATTLE TO REMOVE THE ENTRENCHED HEAD OF THAT OFFICE WHO HAD HELD THE POST FOR 38 YEARS. IN SEEKING REAPPOINTMENT TO ANOTHER SIX-YEAR TERM, THIS INDIVIDUAL ARGUED THAT “I HAD TO REAPPOINT HIM BECAUSE HE WAS THE ONLY PERSON ON LONG ISLAND WHO MET THE QUALIFICATIONS FOR THE POSITION.” QUALIFICATIONS THAT HE HIMSELF HAD DRAFTED AND IMPLEMENTED YEARS EARLIER. HE MUSED THERE MIGHT BE ONE INDIVIDUAL FROM UPSTATE NEW YORK WHO COULD QA YOU WILL PHI BUT THEN EXPRESSED OUT THAT THIS INDIVIDUAL WOULD HAVE ANY INTEREST IN MOVING TO LONG ISLAND. THE NOTION THAT NO ONE ELSE COULD QUALIFY FOR SUCH A POSITION IN THE LARGEST COUNTY IN THE STATE OF NEW YORK IS, OF COURSE, ABSURD ON ITS FACE. IT WAS IMPORTANT THOUGH FOR HIM AND OTHERS THAT HE CONTINUE TO BE IN A POSITION TO WIELD THE POWER OF THE CIVIL SERVICE OFFICE, TO DOLE OUT FAVORS THAT, IN TURN, HELPED HIM TO RETAIN POWER. DESPITE SOME EXTREME EFFORTS TO KEEP THIS INDIVIDUAL IN POWER, WE WERE ULTIMATELY SUCCESSFUL IN MAKING A CHANGE. NOLING HIS REMOVAL, I APPOINTED AN ACTING DIRECTOR WHO LED A REVIEW OF THE STATE OF THE OFFICE IN COORDINATION WITH OUR DIRECTOR OF PERFORMANCE MANAGEMENT AND DEPUTY COUNTY EXECUTIVE MMELITO. THE REPORT RELEASED LAST DECEMBER MADE TWO CRITICAL FINDINGS. FIRST, IT HIGHLIGHTED AN ALMOST COMPLETE LACK OF DIVERSITY IN THE OFFICE, WITH JUST ONE PERSON OF COLOR AMONG 77 EMPLOYEES WITHIN THE DEPARTMENT. IT IS RELEVANT TO NOTE THAT MOST OF THE 77 EMPLOYEES WERE WOMEN, THOUGH THE TOP LEADERSHIP OF THE OFFICE WAS OVERWHELMINGLY MALE. SECOND THE REPORT CITED THIS REPORT, THE COMPLETE ABSENCE OF A CENTRALIZED HUMAN RESOURCES FUNCTION WITHIN THE DEPARTMENT. A DEPARTMENT THAT LITERALLY HAS THE TITLE HUMAN RESOURCES IN ITS TITLE HAD NO H.R. DIRECTOR. THIS REPORT LAID OUT IN STARK DETAIL WHAT HAD BEEN CLEAR TO ME FOR SOMETIME THAT THE DEPARTMENT OF CIVIL SERVICE MUST BE REFORMED IN ORDER FOR US TO ATTRACT, RETAIN AND EMPOWER TALENT IN THE WORKFORCE TO CREATE A CULTURE OF INNOVATION AND DIVERSITY THAT WILL ALLOW THIS GOVERNMENT TO REACH ITS FULL POTENTIAL AS YOU ARE FULLY AWARE HERE, THIS IS NOT AN ACADEMIC EXERCISE. EVERYTHING WE DO IN THIS GOVERNMENT HAS A REAL IMPACT ON THE LIVES OF 1.5 MILLION RESIDENTS IN SUFFOLK COUNTY. TO THE EXTENT THAT THIS GOVERNMENT OR ANY GOVERNMENT IS NOT OPERATING AS EFFECTIVELY AND EFFICIENTLY AS POSSIBLE, WE ARE CAUSIN REAL PARM AND DAMAGE TO THE PEOPLE AND THE COMMUNITIES THAT WE SERVE. BECAUSE OF THE CULTURE OF CORRUPTION THAT WE CONFRONTED AND THE BATTLES WE HAVE WON, WE HAVE THE ABILITY TO ACCELERATE REFORM IN THIS GOVERNMENT BUT THE TASK AHEAD IS ENORMOUS. WE ARE JUST NOW IN A POSITION TO IMPLEMENT BASIC PILLARS NECESSARY FOR ANY LARGE ORGANIZATION TO FUNCTION EFFECTIVELY. WE HAVE MORE THAN 500 DATA SYSTEMS THAT DO NOT COMMUNICATE WITH EACH OTHER. WE HAVE NO CENTRALIZED HUMAN RESOURCES FUNCTION TO HELP IDENTIFY AND NURTURE TALENT WITHIN THE ORGANIZATION AND TO CREATE ACCOUNTABILITY STRUCTURES THAT HELP TO ENHANCE PERFORMANCE. THERE IS NO CENTRALIZED TRAINING UNIT OR DIVISION TO WORK WITH DEPARTMENTS TO ADVANCE THEIR SKILLS, INCREASING THE PROFICIENCY AND VERSATILITY. WE LACK BASIC SYSTEMS IN THE GOVERNMENT LIKE MODERN PAYROLL SYSTEM OR PROCUREMENT SYSTEM. ALL OF THESE DEFICIENCIES DIRECTLY RELATE TO AND HAVE BEEN IMPACTED BY THE FAILURES OF THE CIVIL SERVICE OFFICE AND ITS LEADERSHIP. LET ME CITE JUST ONE EXAMPLE. IT TOOK NEARLY TWO YEARS, TWO YEARS FOR MY ADMINISTRATION TO CONVINCE THE CIVIL SERVICE OFFICE THAT WE NEEDED NEW TITLES TO BRING IN THE SPECIFIC TALENT NECESSARY TO TRANSFORM OUR I.T. INFRASTRUCTURE TO HELP CREATE ACCOUNTABILITY AND TRANSPARNCY WITHIN THE GOVERNMENT. AFTER SECURING THE TITLES, FINALLY, THE FIRST PERSON HIRED IN THE NEW TITLE TO HELP LEAD AN I.T. TRANSFORMATION IN THIS GOVERNMENT WAS EVENTUALLY FORCED OUT OF THE TITLE BECAUSE SHE WASN’T REACHABLE ON THE WRITTEN TAKE. IN OTHER WORDS, SHE DIDN’T SCORE IN THE TOP THREE ON AN EXAM THAT WAS NOT AN EFFECTIVE MEASURE OF WHO HAD THE RIGHT COMBINATION OF SKILLS AND QUALLS TO DO THAT JOB. SO WE WENT BACK TO CIVIL SERVICE TO PUSH FOR THE TITLE TO ALLOW FOR TIME AND EXPERIENCE EXAM TO PROVIDE SLIGHTLY MORE FLEXIBILITY IN IDENTIFY PG THE TALENT NECESSARY TO DO THIS CRITICAL WORK. SINCE MY REELECTION THIS PAST NOVEMBER, WE HAVE NOW BEEN RECRUITING TALENTED INDIVIDUALS TO FILL THESE TITLES AND TO DO THEY TENSION WORK– ESSENTIAL WORK BUT WE FACE CIVIL SERVICE CHALLENGES WITH RESPECT TO THE TITLES. P THE RESULT OF ALL THIS HAS BEEN DELAYS, PREVENTING THIS GOVERNMENT FROM IMPLEMENTING CRITICAL REFORMS AND IMPROVEMENTS. I CANNOT EMPHASIZE ENOUGH, AS YOU KNOW, THE IMPORT OF THE CIVIL SERVICE OFFICE TO THE OPERATIONS OF GOVERNMENT. REFORM IS ESSENTIAL AND WE ARE DOING THIS ON THE LOCAL LEVEL BUT WE CANNOT DO THIS ALONE WHICH IS WHY I’M GRATEFUL YOU ARE HOLDING THIS HEARING TODAY. WE NEED OUR PARTNERS IN THE STATE LEGISLATURE TO REVIEW CIVIL SERVICE LAWS AND REGULATIONS TO IDENTIFY THOSE THAT EXHIBIT EFFECTIVE ORGANIZATION MANAGEMENT AND TO WORK WITH US TO CREATE POSITIVE CHANGE. I WANT TO THANK YOU AGAIN, THANK THIS COMMITTEE, Mr. CHAIRMAN AND SENATORS, FOR WORKING WITH US TO PROVIDING THIS OPPORTUNITY AND, AGAIN, WORKING WITH US ON HOW BREAST TO RECRUIT TALENTED INDIVIDUALS INTO OUR WORKFORCE AND TO SUPPORT THEIR HEALTHY GROWTH AND DEVELOPMENT WITHIN THE ORGANIZATION. I LOOK FORWARD TO WORKING WITH MEMBERS OF THIS COMMITTEE TO ACHIEVE THESE GOALS. THANK YOU.>>SO GOOD MORNING. I’M TOM MMELITO, ACTING PERSONNEL OFF FOR SUFFOLK COUNTY AND I WANT TO THANK YOU FOR GIVING US THE OPPORTUNITY TO SPEAK BEFORE YOU TODAY. FOR THE LAST EIGHT YEARS I HELD A POSITION OF DEPUTY COUNTY EXECUTIVE IN SUFFOLK COUNTY AND AS OF JANUARY 3, I WAS APPOINTED TO THIS POSITION THAT I’M IN NOW. THANK YOU TO COUNTY EXECUTIVE STEVE BELLONE. THE MOST CRITICAL ASPECT OF ACHIEVINGS GOVERNMENTAL EXCELLENCE REVOLVES AROUND THE APPROPRIATE AND STRATEGIC MANAGEMENT OF THE ORGANIZATION’S TALENT BASE. THE COUNTY’S MOST PRECIOUS AND EXPENSIVE RESOURCE. AND THIS STARTS WITH RECRUITMENT. A FUNDAMENTAL CHALLENGE, ONCE EMPLOYEES HAVE BEEN RECRUITED IS TO COMBINE THE PRACTICE OF MANAGEMENT WITH FINDING WAYS TO KEEP PUBLIC EMPLOYEES ENGAGED, MOTIVATED, CHALLENGED AND COMMITTED. AND THIS, IN MY VIEW, REQUIRES AN INTERPLAY BETWEEN CIVIL SERVICE AND LOCAL HUMAN CAPITAL MANAGEMENT PRACTICES. THE WORK OF GOVERNMENT HAS CHANGED DRAMATICALLY OVER THE LAST 20 YEARS, ADDING COMPLEXITY TO WORKFORCE MANAGEMENT CIVIL SERVICE AND IT’S MEMBER MUNICIPALITIES BOTH NEED TO MORE FULLY UNDERSTAND THE COMPLEXITIES, TAKE THEM INTO ACCOUNT, PLAN FOR AND PUT STRATEGIES IN PLACE TO POSITION OUR ORGANIZATIONS MOST FAVORABLY WITHIN THE CONTEXT OF GOVERNMENTAL MISSION AND UNDERSTANDING OF REQUIRED EMPLOYEE ATRY ATTRIBUTES AND REQUIREMENTS OF THE LABOR MARKET WE ALL DEPEND ON. WE AGREE WHOLEHEARTEDLY WITH THE NEED TO ATTRACT HIGHLY SKILLED NEW COLLEGE GRADUATES. AND ACTUALLY SOME OF MY COMMENTS ARE GOING TO TOUCH UPON THINGS THAT HAVE BEEN DISCUSSED TODAY. WE PROPOSE CREATION OF A NEW JOB CLASSIFICATION TARGETED TO NEW COLLEGE GRADS. THESE POSITIONS WOULD REQUIRE NO INITIAL WRITTEN TEST WITH MER HAPPENS A TWO-YEAR TERM. CANDIDATES COULD BE RECRUITED AND PLACED WFN THE ORGANIZATION BY STUDY AREA SUCH AS MANAGEMENT TECHNOLOGY SCIENCE, ACCOUNTING, ETC., AND TO INCREASE THE CHANCES OF RETENTION, WE PROPOSE CREATING MENTORSHIP PROGRAMS TO USHER GRADUATES THROUGH THE PROCESS OF ACCLIMATING TO THE ORGANIZATION AND FORMING REPS THAT ARE LONG-TERM, LASTING AND VERY HELPFUL AND VALUABLE. P SIMILARLY WE WOULD LIKE GREATER FLEXIBILITY IN HIRING SENIOR MANAGEMENT AND EXECUTIVE TITLES. POLITICAL TURNOVER IN GOVERNMENT IS TRAINING THE ABILITY AT ALL LEVELS TO RETAIN THE TYPE OF KNOWLEDGE BASED EXPERIENTIALLY SEASONED CAPABILITIES NEEDED TO SUPPORT THE LONG-TERM HEALTH OF OUR PUBLIC ORGANIZATIONS. LIKE WITH NEW COLLEGE GRADUATES WE BELIEVE A NEW CLASSIFICATION OF SENIOR EXECUTIVE COULD PROVIDE SUCH FLEXIBILITY. WE WOULD LIKE TO CONSIDER OTHER IDEAS AND I MIGHT THAT MIGHT BE A LITTLE BIT MORE OUT THERE BUT SELECTING THE TOP CANDIDATES TO INCLUDE THOSE IN THE TOP THREE SCORING BANDS TO ALLOW FOR GREATER FLEXIBILITY IN IDENTIFYING TALENT AND MAKING HIRING DECISIONS. THIS WOULD PROVIDE AN ABILITY TO EVALUATE OTHER QUALITATIVE AT BEAUTIES ATTRIBUTES SUCH AS PROFESSIONALISM, EXPERIENCE, PAST PERFORMANCE P, EDUCATION, PROFESSIONAL EXPERIENCE, MATURITY AND CREATIVITY. IN SHORT, OUR PUBLIC INSTITUTION REQUIRE AN EFFECTIVE PARTNERSHIP TO INCLUDE CIVIL SERVICE AND LOCAL HUMAN CAPITAL MANAGEMENT THAT ALLOWS PUBLIC ORGANIZATIONS GREATER FLEXIBILITY TO ATTRACT AND RETAIN COMPETENT HIGH QUALITY CANDIDATES TO PUBLIC SERVICE WHILE PROVIDING A WORK LIFE EXPERIENCE THAT REFLECTS THE NEEDS OF THE BROADER LABOR MARKET THAT WE ARE ALL READING ABOUT TODAY AND REWARDS HIGH PERFORMANCE AND DEVELOPS AND UTILIZES TOP NOTCH LEADERSHIP AT ALL LEVELS. A STRONGER PARTNERSHIP BETWEEN NEW YORK STATE AND THE MUNICIPALITIES THE SERVES COULD OPERATE AS A TRUE SHARED SERVICE IN ACCORD WITH HUMAN MANAGEMENT, HUMAN CAPITAL MANAGEMENT SET OF POLICIES DESIGNED TO CREATE ACCESS TO THE LABOR MARKETS AND SUPPORT MUNICIPALITIES WHEN COMPETING FOR RECRUITING, INVESTING IN AND RETAINING TALENT. THIS COULD START BY ALLOWING MUNICIPALITIES TO FILE HUMAN CAPITAL MANAGEMENT PLANS WITH STATE, CIVIL SERVICE. ONCE REVIEWED AND APPROVED BY NEW YORK STATE AS TO THE DUE DILIGENCE EXISTED IN THE PLAN, GRANT ADDITIONAL FLEXIBILITIES IN MAKING DECISIONS AS DISCUSSED ABOVE. WE WOULD CERTAINLY APPRECIATE AN OPPORTUNITY AS COUNTY EXECUTIVE BELLONE HAS STATED TO CONTINUE A FORMAL DIALOGUE WITH NEW YORK STATE CIVIL SERVICE AND MUNICIPALITIES ACROSS THE STATE TO MORE FULLY VET SOME OF THESE IDEAS AND DEVELOP PROPOSALS FOR OTHERS: IN SHORT, WE IN THE PUBLIC SECTOR ARE LOSING THE NATURAL ADVANTAGES THAT WE HAD. AS SENATOR JACKSON NOTED, TIER 6 IS TERRIBLE. OUR BENEFITS ARE NOW NOT THAT MUCH BETTER THAN THE BENEFITS ASSOCIATED WITH PRIVATE SECTOR FIRMS. OUR PENSIONS ARE LESS BENEFICIAL, AS WE SAID. WE NEED TO CAPITALIZE ON THE INTRINSIC AND MORE MEANINGFUL ATTRIBUTES OF WORKING IN THE PUBLIC SECTOR. WHAT BRINGS PEOPLE TO THE PUBLIC SECTOR IS NO THE NECESSARILY DOLLARS. YOU DO NEED TO HAVE SOME RELATIONSHIP BETWEEN THE REAL WORLD AND WHAT WE PAY BUT FRANKLY WORKS VE TO WE HAVE TO MAKE OUR ORGANIZATIONS MORE ATTRACTIVE FOR PEOPLE TO COME AND WORK. THE YOUNGER PEOPLE COMING INTO THE WORKFORCE TODAY WE ARE FINDING ARE VERY MUCH INFLUENCED BY PERCEIVED OPPORTUNITIES FOR GROWTH OVER TIME, CONNECTIONS TO THE ORGANIZATION AND JUST CAREER PATH THAT GIVES THEM AN IS MEANINGFUL AND BETTER FOR SOCIETY. AND THOSE ARE THE THINGS I BELIEVE WE NEED TO WORK TOGETHER IF WE ARE GOING TO COMPETE AT ALL WITH PEOPLE IN THE PRIVATE SECTOR. THANK YOU.>>THANK YOU VERY MUCH. THANK YOU VERY MUCH BOTH OF YOU FOR YOUR TESTIMONY. YOU KNOW, I DID A TOUR EARLIER THIS FALL OF DIFFERENT CIVIL SERVICE ACROSS THE STATE. I WENT TO NASSAU COUNTY, SUFFOLK COUNTY, SYRACUSE, BUFFALO, ET CETERA AND I HAD A CHANCE TO MEET WITH SOME OF THE COUNTY WORKERS IN THE SECIAL SERVICES DEPARTMENT AND TO YOUR POINT, COUNTY EXECUTIVE, THEY WANTED TO BE THERE DOING GOOD WORK AND I ASKED EVERY SINGLE ONE. WHY ARE YOU HERE AND THEY SAID, YOU KNOW, I’M HERE BECAUSE I’M HELPING SOMEONE AVOID HOMELESSNESS. IT’S A POINT ECHOING WHAT I STARTED THIS HEARING BY SAYING WE DON’T SPEND ENOUGH TIME AND EFFORT, YOU KNOW, WE DON’T USE ENOUGH WORDS TO ELEVATE THE DIGNITY OF THE WORK PEOPLE ARE DOING IN THE PUBLIC SECTOR AND WHEN SOMEONE FEELS THEIR MISSION TO COME TO WORK EVERY DAY IS TO AVOID SOMEONE ELSE AVOID HOMELESSNESS, WE SHOULD ELEVATE AND CELEBRATE AND GIVE POSITIVE FOCUS TO.>>I COULDN’T AGREE MORE AND I THINK IT SPEAKS TO THE IMPORTANCE. THERE IS NOT ONE JOB THAT WE DO IN GOVERNMENT THAT IS NOT IN SOME WAY IMPACTING PEOPLE’S LIVES. AND THAT’S WHY, FOR ME, IT IS SO IMPORTANT THAT WE DO EVERYTHING WE CAN TO MAKE SURE GOVERNMENT IS OPERATING AS EFFECTIVELY AS POSSIBLE AND MY JOB AS FORMER TOWN SUPERVISOR AND AS COUNTY EXECUTIVE HAS GIVEN ME A REAL INSIGHT INTO HOW IMPORTANT CIVIL SERVICE IS IN THAT ROLE. PEOPLE COME INTO GOVERNMENT BECAUSE THEY DO WANT TO SERVE. THAT’S THE MAIN REASON PEOPLE COME TO THE GOVERNMENT BECAUSE THEY WANT LIFE– THEY HAVE SOMETHING INSIDE OF THEM THAT’S ABOUT SERVICE. BUT WE NEED TO MAKE SURE THAT WE HAVE SYSTEMS IN PLACE IN GOVERNMENT THAT ONCE THEY’RE THERE, AS WELL, ONCE WE HAVE RECRUITED THE TALENT, WHICH IS ABSOLUTELY CRITICAL, THAT IT NURTURES THE TALENT AND HELPS IT GROW AND PUTS IT IN AN ENVIRONMENT THAT’S ENRICHING AND FULFILLING THAT DESIRE TO SERVE AND CIVIL SERVICER PLAYS A BIG ROLE IN THAT. CAN YOU GIVE US–>>CAN YOU GIVE US A SENSE, GOING OFF THE QUESTIONS WE ASKED THE PREVIOUSLY PANELIST, A SNAPSHOT OF YOUR WORKFORCE. WHAT PERCENTAGE OF YOUR WORKFORCE TODAY IN THE COUNTY IS RETIREMENT ELIGIBLE. SAY NOW IN THE NEXT FIVE YEARS? AND WHAT IS THE AVERAGE TENURE OF A COUNTY WORKER? SO THE, IN TERMS OF IT VARIES BY AGENCY AS WAS NOTED EARLIER BUT ANYWHERE BETWEEN 40 TO 50% OF ALL WORKFORCE, DEPENDING ON WHICH AREA YOU ARE IN, ARE ELIGIBLE TO PROBABLY RETIRE OVER THE NEXT FIVE YEARS. WITH THAT AS AN ISSUE, RETENTION IN TERMS OF WHAT THEIR STAY IS, I I DON’T HAVE THAT BUT CAN I TELL YOU WE HAVE LOTS OF OLDER WORKERS WHO HAVE BEEN AROUND A LONG TIME AND ARE GETTING ELIGIBLE TO RETIREMENT TIRE SO THAT’S DEFINITELY AN ISSUE AND WE ARE HAVING LOTS OF ISSUES ASSOCIATED WITH GETTING YOUNGER PEOPLE TO BE INTERESTED IN COMING IN AND TAKING THOSE PLACES. KNOWING THAT YOU DON’T HAVE EVERYTHING IN FRONT OF YOU, DO YOU HAVE A SENSE OF WHERE THOSE WHERE THE BULK OF THOSE WORKERS ARE? IS IT CLUSTERED IN AGENCIES OR SPREAD ACROSS THE BOARD WITH VARIANCE?>>IT’S SPREAD ACROSS THE BOARD. OUR PUBLIC SAFETY AREAS IS PROBABLY ABOUT 30S%. TECHNOLOGY AREA IS HIGHER. THE TECHNOLOGY WORLD IS CHANGING SO DRAMATICALLY EVEN IN THE LAST TWO TO THREE YEARS WITH THE ADVENT OF INTELLIGENCE AND BUSINESS TYPES OF TOOLS, ET CETERA THAT THE SKILL SETS PEOPLE HAVE IN THE DEPARTMENT, BACK TO THE COBALT AND FORTRAN DAYS, THERE ARE NO LONGER OPPORTUNITY FOR PEOPLE TO DO THE WORK THEY HAVE BEEN DOING. WE ARE CREATING A NEW SIS SYSTEM. THE OLD SYSTEM WAS BUILT IN 1988. IT’S WRITTEN IN COBALT. NOBODY USES IT ANYMORE. SO IN TECHNOLOGY IT’S DRAMATICALLY CHANGING. WOULD I SAY PRETTY MUCH STRAIGHT ACROSS THE BOARD. WE HAVE A LOT OF PEOPLE THAT ARE LONG TENURED IN THE COUNTY APPROACHING RETIREMENT.>>AND YOU KNOW,.>>THE WAY THEY’RE TRYING TO ATTRACT OR FILL THE POSITIONS THAT ARE BEING VACATED, CUT ME MORE ABOUT YOUR EFFORTS TO RECRUIT THE NEXT GENERATION OF COUNTY WORKER? WHAT ARE YOU CURRENTLY DOING TO RECRUIT, ATTRACT, MARKET, YOU KNOW, MAKE GOVERNMENT SEXY AGAIN TYPE OF STUFF. WHAT ARE YOU DOING RIGHT NOW?>>LET ME JUST SAY, ONE OF THE CHALLENGES THAT WE FACE, SENATOR, IS THE LACK OF HUMAN RESOURCES CENTRALIZED HUMAN RESOURCES FUNCTION WHICH IS ONE OF THE PROBLEMS I TALKED ABOUT. AND IT’S BEEN ONE OF THE MORE FRUSTRATING THINGS FOR ME, THE INABILITY TO HAVE THAT ORGANIZATIONED RECRUITMENT EFFORT. SO WE ARE LITERALLY BUILDING THAT HUMAN RESOURCES FUNCTION NOW. SOME OF THE TECHNIQUES AND THE DEPUTY COUNTY EXECUTIVE IS GOING THROUGH THE CONFIRMATION PROCESS RIGHT NOW ACTUALLY BUT HE CAN TALK ABOUT THOSE THINGS.>>WE DO SOME OF THE NORMAL THINGS I’M FINDING AND AGAIN I HAVE BEEN IN THE OFFICE SIX WEEKS BUT WE DO PROBABLY 30 TO 50 EVENTS A YEAR GOING OUT TO COLLEGES, HIGH SCHOOLS, MOSTLY PEOPLE ASKING US TO COME IN RATHER THAN US PROACTIVELY GOING OUT AND DOING THAT. IN ADDITION, WE HAVE ALSO CREATED A DIVERSITY AND INCLUSION OPERATION WHICH STARTING AT RIGHT NOW, WE HAVE HIRED A PERSON TO DO THAT AND WE ARE HAVING DEVELOPING PLANS TO GO OUT AND BE MUCH MORE PROACTIVE IN TERMS OF DIVERSITY AND INCLUSION AND GETTING PEOPLE TO UNDERSTAND WHAT CIVIL SERVICE IS ALL ABOUT.>>FOR OUR PARTICULAR SITUATION, IT IS IMPORTANT THAT WE ARE ACTIVE AND I WANT THE CIVIL SERVICE OFFICE TO ACTUALLY BE GOING OUT INTO UNDER REPRESENTED COMMUNITIES IN OUR GOVERNMENT SO THEY’RE GOING TO THE PLACE WHERE PEOPLE ARE TO ACTIVELY RECRUIT THOSE INDIVIDUALS AND I THINK THAT IS THE MOST EFFECTIVE WAY THAT WE CAN INCREASE THE TALENT AND, YOU KNOW THE EFFECTIVENESS OF THE GOVERNMENT IS TO MORE DIRECTLY BE APPEALING TO THAT DIVERSE TALENT POOL THAT WE HAVE WITHIN THE COUNTY.>>THANK YOU FOR BEING HERE. I WANT TO COMMEND THE COUNTY EXECUTIVE FOR FIGHTING CORRUPTION ON SUFFOLK COUNTY AND MAKING IT MORE LIVABLE FOR PEOPLE ON LONG ISLAND. MY QUESTION IS WE HEARD FROM OTHER WITNESSES HERE ABOUT THE PROGRAMS WHERE THEY HAVE INTERNSHIPS AND FELLOWSHIPS WITH THEIR LOCAL SCHOOLS AND THEY THEN COME INTO THE CIVIL SERVICE AND KIND OF, YOU KNOW, GET PEOPLE WHO ARE ELIGIBLE TO RETIRE OUT AND DOES SUFFOLK HAVE A SIMILAR PROGRAM OR ARE YOU THINKING OF DOING SOMETHING SIMILAR TO WHAT THE CITY IS DOING? WE HAVE AN INTERNSHIP PROGRAM. IT’S NOT A FORMAL PROGRAM IN THE WAY THAT WE HAVE HEARD ABOUT OTHERS HERE WHICH I’M VERY INTERESTED IN LEARNING ABOUT QUITE FRANKLY BUT WE HAVE HAD DIFFICULTY, ONCE THE INTERNSHIP HAS ENDED AND THE PERSON WE DECIDED IS SOMEBODY WHO WOULD MAKE A GREAT MEMBER OF OUR TEAM, THE TESTING PROCESS HAS REALLY CAUSED A LIMITATION ON THEIR INTEREST IN CONTINUING FURTHER. THE LAST THING MANY OF THE COLLEGE STUDENTS WANT TO DO ONCE THEY’VE GRADUATED AND SPENT FOURS YEARS TAKING TESTS IS TO TAKE ANOTHER TEST AND THAT WE FIND IS INHIBITING FACTOR.>>HOW WOULD YOU LIKE TO CHANGE THE TESTING PROCESS?>>I WOULD LIKE TO– OH GEE LIVE.>>–>>IS THAT ANOTHER HEARING?>>I GUESS IN BROAD TERMS WOULD I LIKE TO MOVE AWAY FROM A HARD AND FAST WRITTEN TEST FOR ALMOST EVERY POSITION AND HAVING TO RECRUIT ONE OF THE TOP THREE SCORERS. I THINK WE NEED TO DO A BETTER JOB OF LINKING THE QUALITY OF THE TEST TO THE ACTUAL SKILL SETS NECESSARY TO DO THE JOB THAT WE V. I HAVE MANY EMPLES OF SITUATIONS WHERE WE HAVE GIVEN THE TEST AND IT’S JUST NOT REPRESENTATIVE OF WHAT SKILL SETS WE REALLY NEED AND THEN WE ARE STUCK. I MEAN IF I CAN GO ON WITH THAT…>>100%.>>ALL OF THEM. THE BEST LAWYERS ARE THE ONES…>>WE UNDERSTAND THE TESTING IS CRITICAL AND THERE FOR A VERY IMPORTANT REASON TO MAKE SURE THAT WE ARE ACTUALLY WORKING TO ATTRACT PROFESSIONAL PEOPLE INTO SOUR AND THERE IS NOT UNDUE INFLUENCE BUT THERE NEEDS TO BE A BALANCE AND PARTICULARLY BECAUSE WE ARE LIVING IN AND ENVIRONMENT, WHAT I WOULD URGE MORE THAN ANYTHING ELSE, OUR WORLD IS CHANGING MORE RAPIDLY THAN IT EVER HAS BEFORE AND LITERALLY YOU CAN MAKE THE STATEMENT EVERY DAY MOVING FORWARD AND IT WILL BE A TRUE STATEMENT, YOU KNOW, THINGS ARE CHANGING QUICKLY AND WHAT WE NEED MORE THAN ANYTHING ELSE AT A LOCAL LEVEL IS MORE FLEXIBILITY TO BE ABLE TO RECRUIT AND RETAIN THE KIND OF TALENT WE NEED AND HOW WE ACHIEVE THAT AND HOW WE GET THERE, WE WOULD LOVE TO HAVE CONVERSATIONS ABOUT THAT BUT THAT IS, I THINK, WHAT WE NEED MORE THAN ANYTHING ELSE IN A RAPIDLY CHANGING WORLD. GOVERNMENT HAS TO BE ABLE TO– IT’S DIFFICULT FOR GOVERNMENT TO KEEP UP WITH THE PRIVATE SECTOR SIMPLY BECAUSE THE PRIVATE SECTOR HAS A MOTIVE WE WILL NEVER HAVE, INCENTIVE WE WILL NEVER HAVE. THEY’LL GO OUT OF BUSINESS BECAUSE OF THE PROFIT MOTIVE. WE DON’T HAVE THAT SO WE HAVE THAT DIFFICULTY, BUT WE NEED TO, IN THIS RAPIDLY CHANGING WORLD, DO EVERYTHING WE CAN TO KEEP GOVERNMENT MOVING AND ADAPTING TO THAT WORLD AS QUICKLY AS POSSIBLE SO THAT WE CAN SERVE OUR RESIDENTS AS EFFECTIVELY AS POSSIBLE.>>THE CITY AND STATE COMMISSIONER FOR CIVIL SERVICE TALKED ABOUT SOME DIFFICULT TO FILL POSITIONS. THEY NAMED ENGINEERING AND NURSING. IS THAT THE SAME IN SUFFOLK COUNTY OR ARE THERE OTHERS THAT WE SHOULD BE LOOKING AT?>>SURE. THOSE ARE AREAS OF CONCERN. TECHNOLOGY IS THE BIGGEST ONE FOR US QUITE FRANKLY. IT’S CHANGING SO QUICKLY AND WE ARE REALLY HAVING TROUBLE WITH THAT.>>CAN YOU ELABORATE ON TECHNOLOGY? IS IT LIKE I.T. WORK OR BEYOND THAT?>>IT’S BEYOND THAT. IT’S MORE LIKE THERE ARE TWO THINGS. CYBER SECURITY IS ONE AREA. THE OTHER AREA IS WHAT WE CALL BUSINESS INTELLIGENCE SO THE SOFTWARE HAS GOTTEN SO POWERFUL TODAY THAT YOU CAN MPLEGHTS IF YOU HAVE A BASE OF DATA, YOU DON’T NEED TO BE A PROGRAMMER ANYMORE. AS A HUGHESER, YOU CAN JUST GO AND ASK QUESTIONS, DRILL DOWN ON DASHBOARDS AND GET INFORMATION. IN ORDER TO PROVIDE THAT ACCESSIBILITY, YOU NEED PEOPLE WHO UNDERSTAND TWO THINGS. THE TECHNOLOGY AND HOW TO GIVE IT THE INSTRUCTIONS TO ENABLE YOU TO DO THAT AND THEY HAVE TO BE AWARE OF HOW OPERATIONS IN THE GOVERNMENT OPERATE BECAUSE IF THY ARE TASKED WITH MELDING THE TECHNOLOGY WITH THE BUSINESS CASE SO THE STRONGER THE TECHNOLOGY– THE STRONGER THE SOFTWARE GETS, THE MORE FURTHER REMOVED THE USER LIKE YOU OR I GET FROM THAT COMPUTER, BUT YOU NEED PEOPLE THEN IN THE MIDDLE TO DO THAT. AND THAT IS, AND IT’S CHANGING LITERALLY EVERY YEAR IT CHANGES. THOSE ARE THE TWO THINGS. CYBER SECURITY AND THOSE THINGS AND WE ARE MOVING AWAY FROM THE OLD MAIN FRAME TYPES OF SYSTEMS LIKE THE PAYROLL SYSTEM WHERE HAD YOU FIVE PEOPLE MAINTAINING THE SYSTEM AND DOING MORE THINGS IN THE CLOUD WHICH IS MORE TECHNOLOGICALLY ADVANCED THAN THOSE THINGS IS IT SOMEONE TO TAKES A CLASS, A CERTIFICATE, A FOUR-YEAR COURSE OF STUDDIE?>>MOSTLY FOUR-YEAR COURSE OF STUDY AND SOMETIMES BEYOND THAT. IT’S A QUICKLY EVOLVING FIELD AND IT’S CHANGING EVERY DAY. BUT DEFINITELY YOU NEED A BACHELOR’S DEGREE AND YOU NEED A SERIES OF EXPERIENCES THAT ENABLE YOU TO UNDERSTAND THE LANGUAGE OF OPERATIONS AND BUSINESS AND TECHNOLOGY AT THE SAME TIME. WE ARE FIND SOMETHING RECRUITS OUT OF COLLEGE. AND WE HAVE TALKED TO THEM ABOUT, AND WE’VE HAD DISCUSSIONS WITH STATE CIVIL SERVICE ABOUT USING TIME AND EXPERIENCE TEST FOR THOSE KINDS OF SKILL SETS. AS STEVE MENTIONED, WE HAVE HAD EXPERIENCES WHERE WE HAD A WRITTEN TEST AND FRANKLY, CIVIL SERVICE AND I WOULDN’T EXFECT THAT THEY WOULD– EXPECT THAT THEY WOULD, THEY DON’T HAVE THE LEVEL OF EXPERTISE TO DEVELOP THESE TYPES OF TESTS AND GRADE THESE TESTS. IT’S CHANGING. IT’S A VERY SPECIFIC AREA.>>ONE OF THE WAYS THE STATE MIGHT BE HELPFUL IN PROVIDING MORE FLEXIBILITY WOULD BE TO ALLOW MUNICIPALITIES TO PRESENT DETAILED PLANS TO THE STATE ABOUT HOW THEY WOULD LIKE TO MOVE FORWARD WITH RECRUITMENT AND RETENTION AND DIFFERENT THINGS THAT MIGHT BE DIFFERENT THAN THE BOX THAT EXISTS RIGHT NOW. AND THEN GIVE APPROVAL FOR THOSE PLANS AND PROVIDE OVERSIGHT AS WELL WHILE THOSE PLANS– BECAUSE THAT WOULD ALLOW US TO BE INNOVATIVE AND GIVE THE STATE TIME TO LOOK AT IT AND SEE HOW IT WORKS AND PLAYS OUT. THE FLEXIBILITY TO CHANGE WHILE AT THE SAME TIME PROVIDING OVERSIGHT AND MAKING SURE THAT WE ARE STILL PROTECTING THE INTEGRITY OF THE SYSTEM.>>ONE PUN HERS– 100%. THAT’S WHY I SAID WE WOULD LIKE TO HAVE A RELATIONSHIP WITH THE STATE. P WE SUBMIT HUMAN CAPITAL MANAGEMENT PLAN WHERE WE IDENTIFY THE SPECIFIC NEEDS WE HAVE IN OUR WORKFORCE; WHERE OUR LIABILITIES ARE UNDERSTAND,ET CETERA AND WORK WITH THEM IN THE FRAMEWORK OF THE PLAN WHERE THEY WOULD BE ABLE TO MONITOR OUR ACTIVITIES BASED ON WHAT WE SAID WE WERE GROWING TO DO. SO 100% WANT TO MAINTAIN THE INNEGLECT AT THIS– INTEGRITY OF THE SYSTEM. WE ARE NOT SAYING ANYTHING AGAINST THAT. I JUST WANT TO GET BACK TO ANOTHER QUESTION. YOU TALKED ABOUT RECRUITING WITH OTHER TITLES. WE HAVE DIFFICULTY RECRUITING TRUCK MECHANICS, ALSO. BECAUSE THEY COME OUT OF TWO YEARS OF SCHOOL. A COMMUNITY COLLEGE, SUFFOLK COMMUNITY COLLEGE AND THEY CAN MAKE 20 OR 30% MORE OUT OF THE BOX WORKING FOR AVIS RENT A CAR OR SOMETHING LIKE THAT. IT RUNS THE GAMUT. WE ARE NEVER GOING TO BE ABLE, I BELIEVE, BASED ON MY 31 YEARS OF PUBLIC SERVICE, BE ABLE TO COMPETE EFFECTIVELY ONLY ON SALARY WITH THE PRIVATE SECTOR. THAT’S NOT GOING TO HAPPEN. SO THAT’S WHY I THINK WE NEED TO WORK ON THESE OTHER ATTRIBUTES THAT MAKES OUR ORGANIZATIONS MORE ATTRACTIVE FOR PEOPLE TO BE IN.>>GOOD POINT. THE YOU.>>FIRST LET ME THANK YOU FOR COMING IN AND GIVING TESTIMONY GIVING YOUR PRESENTATION AND I SEE THAT YOU GREW UP RIGHT IN THE COUNTY THAT YOU NOW ARE THE EXECUTIVE IN. MILITARY SERVICE AND COLLEGE, LAW SCHOOL. SO YOU ARE LIKE A LOCAL GROWN HERO. I NECESSITY INDIVIDUALS WHO HAVE BEEN INVOLVED IN LAW HER THEY COULD HAVE MADE A WHOLE LOT OF MONEY BUT THEY WERE INVOLVED IN LAWSUITS AND OTHER ACTIVITIES THAT IN WHICH IT WAS GOING TO HELP MILLIONS OF DHIRP AROUND THE STATE SO SERVICE IS VERY IMPORTANT AND OBVIOUSLY YOU SERVE OUR COUNTRY AND I THANK YOU FOR YOUR SERVICE IMAITIONED ON EVERYTHING YOU’VE PUT IN THE RECORD, GETTING RID OF THE BAD AND BRINGING IN NEW BLOOD IN ORDER TO CLEAN IT UP. THAT’S A GOOD THING. IN MY OPINION IF I WAS A RESIDENT OF SUFFOLK COUNTY, WOULD I SAY THANK YOU. OVER ALL, WHAT IS THE BUDGET OF SUFFOLK COUNTY? AND I ASK THAT QUESTION KNOWING WHAT YOU SAID ABOUT THE WHOLE PERSONNEL AND HUMAN RESOURCES AND EVERYTHING THAT YOU WANT TO DO DO YOU HAVE ENOUGH RESOURCES WITHIN YOUR COUNTY TO DO ALL OF THAT, UNDERSTANDING THAT THERE MUST BE A CERTAIN PERIOD OF TIMEFRAME THAT YOU WANT TO FIRST GET IT TOGETHER AND THEN CONTINUOUSLY UPGRADE IT. THAT’S MY QUESTION.>>WE HAVE NEARLY 10,000 EMPLOYEES, MER AROUND FULL-TIME EMPLOYEES AND 3.2 BILLION BUDGET SO IT IS A VERY LARGE– IT’S NOT AS BIG AS THE STATE BUDGET, BUT IT IS A VERY LARGE GOVERNMENTAL ORGANIZATION BY ANY STANDARDS ACROSS OUR COUNTRY. SO THE RESOURCES ARE THERE. IT’S A QUESTION OF HOW ARE THOSE RESOURCES BEST DEPLOYED TO SERVE THE PEOPLE OF THE COUNTY AND THE NEEDS OF THE ORGANIZATION AND THERE ARE CERTAIN POSITIONS WHICH WHICH I ASK IDENTIFY TODAY AND BE ABLE TO SAY, YOU KNOW, BECAUSE OF CHANGES IN THE WORLD, WE NEED FEWER OF THOSE POSITIONS, BECAUSE OF THOSE SAME CHANGES WE NEED MORE OF THESE POSITIONS AND HAVING THE FLEXIBILITY TO BE ABLE TO IN IN A RAPIDLY CHANGING ENVIRONMENT MAKE THOSE CHANGES IN A QUICKER FASHION IS SOMETHING THAT WOULD HELP US GREATLY. BUT THE MOST IMPORTANT THING THAT WE CAN DO IS IMPLEMENT SYSTEMS THAT REALLY ARE EMPOWERING THE PEOPLE WHO SERVE IN OUR GOVERNMENT. I’M PROUD TO SERVE ALONGSIDE DEDICATED PUBLIC SERVANTS, MORE THAN 9,000 AS I SAID EMPLOYEES FULL TIME. AND WE NEED TO HAVE RESOURCES THAT ARE SUPPORTING THEIR GROWTH AND DEVELOPMENT WITHIN THE ORGANIZATION BECAUSE OF THE THINGS THAT WE HAVE CONFRONTED UNFORTUNATELY BASIC PILLARS OF THAT GOVERNMENT DO NOT EXIST. BASIC THINGS LIKE CENTRALIZED HUMAN RESOURCES FUNCTION, WHERE WOULD YOU DO TRAINING, HANDLE RECRUITMENT AND PROFESSIONAL DEVELOPMENT AREN’T IN EXISTENCE AND WE ARE, IN REAL TIME TODAY, CREATING THEM, SENATOR.>>AND SO SOME OF THE CHANGES FROM CIVIL SERVICE POINT OF VIEW, ARE YOU SEEKING, DO YOU NEED PERMISSION FROM THE STATE CIVIL SERVICE COMMISSION IN ORDER TO GIVE YOU WHATEVER THE DIRECTION YOU ARE TRYING TO DO WITHIN THE SYSTEM?>>I THINK DEFINITELY YES AND THERE MIGHT BE, YOU KNOW, OPPORTUNITIES FOR CHANGES IN STATE LAW AS WELL. AND WHAT WE WOULD LOVE TO HAVE THE OPPORTUNITY TO DO IS TO CONTINUE THE CONVERSATION AND THE DISCUSSION ABOUT WAYS TO GIVE US THE FLEXIBILITY THAT WE NEED TO ADVANCE THE INTEREST OF THE ORGANIZATION AND THE PEOPLE THAT WE SERVE AT THE SAME TIME PROTECTING THE INTEGRITY OF THE SYSTEM.>>LAST YEAR I DID A TOUR OF SCHOOLS, MOST KNOWN MY INVOLVEMENT IN EDUCATION. YOU HAVE A STATE SENATOR THAT HANDLED THAT…>>BROOKS.>>AND IT’S PROBABLY LIKE 25 TO 35 MILLION UNDER THE FOUNDATION AID FORMULA AND IT’S IMPERATIVEFORD TO HAVE THE TYPE OF EMPLOYEES FROM SUFFOLK COUNTY WORKING FOR THE GOVERNMENT, THAT WE EDUCATE OUR CHILDREN SO THAT THEY HAVE THE SKILLS IN ORDER TO BE A PART OF THAT AND INCLUDE THE TYPE OF DIVERSITY THAT YOU TALKED ABOUT IN THE BEGINNING.>>AS TOWN TOWN SUPERVISOR AND COUNTY EXECUTIVE, I HAVE REPRESENTED THE COMMUNITY FOR YEARS. BACK IN 2002, I STARTED THE RISING INITIATIVE WHICH ULTIMATELY BECAME THE LARGEST COMMUNITY-BASED COMMUNITY REVITALIZATION EFFORT ON LONG ISLAND AND IT CONTINUES TO THIS DAY. AND WE HAVE AN OBLIGATION, SENATOR, NOT ONLY BECAUSE IT’S THE RIGHT THING TO DO, TO MAKE SURE THAT EVERY INDIVIDUAL AND EVERY COMMUNITY IN OUR COUNTY HAS THE OPPORTUNITY FOR SUCCESS. BUT IF WE WANT TO ENJOY SUCCESS AS A GOVERNMENTAL ORGANIZATION AND AS A REGION, THEN WE BETTER BE EMPOWERING AND ACCESSING THE TALENTS OF EVERYONE IN OUR COMMUNITY.>>I THANK BOTH OF YOU TO THE SUFFOLK COUNTY AND THE PEOPLE OF OUR STATE.>>THANK YOU VERY MUCH.>>WE ARE GOING TO SHIFT GEARS A LITTLE BIT HERE. I WANT TO INVITE UP AUSTIN OSTRO AND TIMOTHY HUNTER PRESIDENT OF THE CUNY STUDENT CENTER.>>FIRST I JUST WANT TO THANK YOU SO MUCH, SENATOR, FOR ACCOMMODATING TIM AND I’S HOME WORK SCHEDULE ALLOWING US TO MOVE UP A LITTLE BIT. I’M AUSTIN OSTRO AND I HAVE THE PRIVILEGE OF REPRESENTING SUNY’S 1.4 MILLION FULL AND PART TIME STUDENTS, AS PRESIDENT OF THE STUDENT ASSEMBLY AND BOARD OF TRUSTEES, WE REALLY APPRECIATED THE INVITATION TO BE PART OF THE CONVERSATION, PARTICULARLY ME PERSONALLY AS SOMEONE WHO IS GRADUATING IN THREE MONTHS, CONSIDERING MY OPTIONS, POST GRAD SCHOOL, BEING IN ALBANY AS A STUDENT AT U ALBANY AND SEEING ALL OF THE OPPORTUNITIES FOR PUBLIC SERVICE, IT CERTAINLY STRIKES A CHORD THAT OTHER OPPORTUNITIES DON’T. OUR GENERATION, AND I THINK TIM WOULD AGREE WITH THIS, IS VERY VALUES DRIVEN. WE’RE VERY PHILANTHROPIC. WE CARE ABOUT IMPROVING THE WORLD THAT WE LIVE IN. YOU SAW A VERY CLEAR MANIFESTATION OF THAT LAST YEAR WITH THE TREMENDOUS OUTPOURING OF STUDENT ADVOCACY ON CLIMATE CHANGE AND WE CONTINUE TO SEE THAT ON A MULTIPLE OF ISSUES THAT IMPACT OUR PRESENT AND FUTURE. THERE ARE MILLIONS OF STUDENTS IN NEW YORK STATE WHO WOULD LOVE TO PURSUE A VALUES DRIVEN CAREER IN PUBLIC SERVICE. WHY AREN’T THERE MILLIONS OF PEOPLE APPLYING FOR JOBS IN PUBLIC SERVICE? THE ANSWER, AT LEAST FROM THE STUDENTS I’VE HAD CONVERSATIONS WITH AND SOME OF THE DATA THAT WE’VE SEEN IS THE OVERWHELMING STUDENT DEBT THAT OUR STUDENTS FACE. WE HAVE THOUSANDS AND THOUSANDS OF STUDENTS ARE GRADUATING THOUSANDS AND THOUSANDS OF DOLLARS IN DEBT AND THAT LEADS TO TOUGH DECISIONS THAT STUDENTS NEED TO MAKE, PARTICULAR WILL I OUR MOST TALENTED STUDENTS ACHIEVING GRADUATE, POST GRADUATE DEGREES OR THE EXACT KIND OF TALENTED THINKERS AND DOERS THAT NEW YORK STATE AND OUR NATION NEED. THEY MA I HAVE, OVER THE COURSE OF ACCRUING TWO OR THREE CREDENTIALS, TENS OF THOUSANDS, IF NOT OVER $100,000 IN DEBT THAT THEY NEED TO START PAYING BACK WITHIN SIX MONTHS OF GRADUATION. AND AS WE ALL KNOW, WHILE THERE ARE A LOT OF BENEFITS FINANCIALLY TO ENTERING PUBLIC SERVICE, INCLUDING A MORE GENEROUS PENSION AND HEALTHCARE SYSTEM THAN PRIVATE SECTOR ENTRY EMPLOYEES HAVE ACCESS TO, THE SALARIES ARE SOMETIMES NOT SUPER COMPETITIVE AND VERY TALENTED STUDENTS IN A JOB MARKET AS STRONG AS THE ONE WE ARE ENJOYING CURRENTLY ARE PULLED IN DIFFERENT DIRECTIONS. SO IF BEE WANT TO CREATE A PUBLIC SERVICE PIPELINE IN NEW YORK STATE THAT BRINGS STUDENTS WHO HAVE THOSE CREDENTIALS WHO ARE INTERESTED IN A VALUES DRIVEN CAREER IN PUBLIC SERVICE, WE NEED TO GET SERIOUS ABOUT HOW WE OFFER INCENTIVIZE STUDENTS TO ENTER THE CAREERS BEARING IN MIND STUDENT DEBT AND THAT’S WHY PROGRAMS LIKE THE LOAN FORGIVENESS PROGRAM ARE SO ESSENTIAL BOTH AT THE STATE AND FEDERAL LEVELS TO INCENTIVIZING STUDENTS TO MAKE THE DECISIONS THAT ALIGN BEST WITH THEIR VALUES. SEE STUDENTS ARE WILLING TO SACRIFICE SOMETHING IN ORDER TO ENTER THE ROLLS. WE SEE IT ALL THE TIME. BEING IN ALBANY, SEEING MY FRIENDS WHO WHO GO TO WORK FOR THE LEGISLATURE, GO TO WORK FOR AN AGENCY DOING GOOD, OVER PRIVATE OPTIONS I KNOW ARE ON THE TABLE, I KNOW THE INCENTIVES, THE MORAL INCENTIVES REQUEST REGARDLESS OF THE ACTION ANYONE TAKES BUT AT THE END OF THE DAY, YOU HAVE TO JUSTIFY YOUR DECISIONS TO YOUR MOM OR DAD WHO WANT TO KNOW HOW YOU ARE GOING TO PAY BACK THOSE STUDENT LOANS SOME OF WHICH MIGHT HAVE BEEN TAKEN OUT IN THEIR NAMES. SO WE NEED TO PROTECT AND STRENGTHEN LOAN FORGIVENESS. WE NEED TO MAKE SURE THAT STUDENTS HAVE ACCESS TO LOAN FORGIVENESS AND DEBT RELIEF SO THAT THEY CAN MAKE THE SACRIFICES NECESSARY, MAKE THAT VALUES DRIVEN DECISION TO ENTER PUBLIC SERVICE. THANK YOU.>>THANK YOU, SENATOR GOUNARDES, SENATOR THOMAS AND SENATOR JACKSON FOR HAVING US TODAY. I’M TIMOTHY HUNTER, SCUN STUDENT TRUSTE AND I OFFER THE SAME SENTIMENT THAT MY PEER AUSTIN OSTRO IS SAYING THAT THERE ARE BARRIERS PREVENTING THE STUDENTS FROM SUCCEEDING IN THE PUBLIC SECTOR. I ALSO THINK THAT WE ALSO LACK THE JUST PROPER TRAINING. I ATTENDED A C.T.E. SCHOOL AND I’LL TAKE IT BACK TO HIGH SCHOOL BECAUSE IT REALLY STARTS IN NINTH-12th EDUCATION WHERE WE TEACH THESE STUDENTS THE TRADES AND OPPORTUNITIES AND CERTIFICATIONS THAT THE THEY NEED TO SUCCEED. SO IF YOU LOOK AT CAREER AND TECHNICAL EDUCATION IN NEW YORK CITY, I GUESS THROUGHOUT THE REST OF THE STATE IS THE BOCES SCHOOLS OR SCHOOLS THAT OFFER TRADE EXPERIENCE, THESE ARE ALSO PUBLIC SECTOR JOBS. IT’S NOT JUST LIKE YOU KNOW, GOVERNMENT OR JUST LIKE WORKING IN ALBANY OR WORKING IN CITY HALL. THERE IS ALSO WORKING FOR THE MTA OR THE DEPARTMENT OF ED, ALL THESE OPPORTUNITIES THAT, LIKE OUR HIGH SCHOOL STUDENTS ARE ACTUALLY GAINING REAL TIME EXPERIENCE. THE BEAUTY OF C.T.E. SCHOOLS I THINK FORMERLY KNOWN AS VOCATIONAL SCHOOLS AND THAT WAS KNOWN AS WHERE THE KIDS THAT MAY NOT BE AS ACADEMICALLY TALENTED OR INCLINED GO TO LEARN A TRADE TO MAKE ENDS MEET BUT THE CULTURE HAS NOW CHANGED AND NOW CURRENT TECHNICAL EDUCATION SCHOOLS ARE ADDING NOT ONLY INDUSTRY PARTNER BUT POSTSECONDARY PARTNER THAT ALLOW THEM TO PARTNER WITH THE CUNY OR SUNY SCHOOLS AND SEND STUDENTS DIRECTLY IN. I WAS ABLE TO BENEFIT FROM THAT AT A HIGH SCHOOL CALLED CITY POLYTECH NATIONAL HIGH SCHOOL FOR ARCHITECTURE AND ENGINEERING ASSOCIATE’ DEGREE WITH CIVIL ENGINEERING, ARC ARCHITECTURAL DRAFTING AND MANAGEMENT. THESE ARE THREE TRADES I CAN GO TO THE PUBLIC SECTOR WORKING FOR DASNY OR THE DEPARTMENT OF BUILDINGS, WHATEVER THE CASE WAS AND A LOT OF MY FRIENDS HAVE GONE ON TO DO SUCH THINGS. I THINK IT’S IMPORTANT TO DOUBLE DOWN THE FUNDING WE ARE GIVING TO THESE EDUCATION PROGRAMS BECAUSE WE GHETTO HOO– WE GET ON OR ABOUTA CERTIFICATION, THINGS YOU CANNOT GET WITH A LIBERAL ARTS DEGREES. OSHA. AND IF WE INCORPORATE THEM INTO OUR EDUCATION INTO OUR CURRICULUM, WE ALLOW OUR STUDENTS TO BE A LITTLE MORE SUCCESSFUL IN THE FUTURE. AND EVEN IF THEY DECIDE TO NOT PURSUE THAT IN THE PUBLIC SECTOR, AT LEAST THEY HAVE A JOB THAT THEY CAN WORK WHILE ATTENDING SCHOOL, WHICH I HAD I WAS FORTUNATE ENOUGH TO DO BY ATTENDING ANOTHER APPRENTICESHIP PROGRAM, THE SUCCESS APPRENTICESHIP PROGRAM, TEACHER TRAINING PROGRAM. YOU’VE HEARD FROM THE UNIONS ACROSS THE COUNTRY ARE EYEING THE TEACHER SHORTAGE. WHY CAN’T WE ENGAGE AND HAVE MORE STUDENTS BECOMING TEACHERS IN SO THIS PROGRAM WHICH HAS BEEN AROUND SINCE THE LATE 70s EARLY 80s, RECRUITS HIGH SCHOOL STUDENTS THAT WENT TO THESE CAREER AND TECHNICAL EDUCATION HIGH SCHOOLS, VOCATIONAL SCHOOLS AND RECRUIT THEM TO BECOME VOCATIONAL TEACHERS AND SIMULTANEOUSLY ATTENDING COLLEGE TO GET A BACHELOR’S DEGREE IN EDUCATION. NOW THIS IS A GREAT OPPORTUNITY BECAUSE WE GET PAID STARTING TEACHER SALARY. WE ARE ABLE TO HAVE UNION BENEFITS, LIKE, PROTECTED BY THE UFT NO MATTER WHAT AND AT THE SAME TIME WE ARE ABLE TO, I GUESS, DEVELOP THE SKILLS THAT WE NEED TO JUST UNDERSTAND WHAT IT IS LIKE IN COLLEGE AND CONVEY THAT TO OUR STUDENTS WHILE SIMULTANEOUSLY TEACHING AND GAINING PRIVATE SECTOR EXPERIENCE THROUGHOUT OUR FIVE-YEAR COURSE. SO I THINK THAT DOUBLING DOWN ON INVESTMENT AND LIKE HIGHER EDUCATION RELATED TO CAREER SERVICE PIPELINES IS IMPORTANT AND IMPERATIVE TO OUR SUCCESS BUT WE NEED TO MAKE SURE WE ARE GETTING THE STUDENTS INVOLVED AND EXPOSING THEM TO THESE THINGS EARLIER, NO THE JUST WAITING UNTIL THEY COME INTO COLLEGE AND FIGURING OUT WHAT IS NEXT BUT I THINK THE SENATOR MENTIONS, SOMEONE REALIZING THERE IS AN OPPORTUNITY TO GET INVOLVED THROUGH A POSTER. GUIDANCE COUNSELORS IN HIGH THIS IS AN OPTION. THEM KNOW YOU CAN DO THESE OTHER THINGS BECAUSE THERE IS A BUNCH OF PIPELINE PROGRAMS THAT EXIST BUT PEOPLE DON’T EVEN KNOW THEY EXIST BECAUSE THERE IS NOT ENOUGH PROMOTION DONE AROUND IT OR COMMUNICATION DONE AROUND IT SO AGAIN ECHOING THE SAME SENTIMENTS OF AUSTIN, MAKING SURE WE INCENTIVIZE IT AND INVOLVE THE SCHOOLS IN THE EDUCATION SYSTEM IN THIS PROCESS.>>THANK YOU BOTH VERY MUCH. CAN YOU, AS CURRENT STUDENTS NOW, CAN YOU TALK ABOUT WHAT YOU SEE HAPPENING ON EITHER YOUR SPECIFIC CAMPUSES OR THE CAMPUSES OF, YOU KNOW, THE STUDENTS THAT YOU PRESENT IN TERMS OF OUTREACH AND RECRUITMENT FROM PUBLIC SECTOR AGENCIES, EMPLOYMENT OPPORTUNITIES, ET CETERA AND HOW IT IS MARKETED TO GRADUATING STUDENTS?>>SURE. I WILL HEDGE BY SAYING I GO TO U-ALBANY, THE CAMPUS THAT IS MOSTLY DIRECTLY THE PUBLIC SERVICE PIPELINE BUT ALSO FROM BEING AROUND THE SYSTEM, I THINK THERE ARE CHANNELS FOR STUDENTS ENROLLED IN SPECIFIC PROGRAMS BUT STUDENTS DON’T FULLY COMPREHEND THE DIVERSITY PROFESSION AND SKILLS THAT ARE NEEDED IN PUBLIC SERVICE IN THE CIVIL SERVICE SYSTEM. SO AS A POLITICAL SCIENCE GRAD, MY COLLEAGUES IN PUBLIC POLICY, THOSE OPPORTUNITIES, I THINK, ARE BROUGHT TO THEM FOR APPLIED LEARNING FOR INTERNSHIPS BUT STUDENTS IN TECHNICAL PROGRAMS LIKE TIM AND THE PROGRAMS HE DESCRIBED, FROM MY EXPERIENCE SPEAKING TO THOSE STUDENTS, I THINK THEY’RE LESS INFORMED AND THERE IS LESS INFORMATION SHAREDDED WITH THEM ABOUT THE OPPORTUNITIES THAT EXIST. THERE IS A MISMATCH ON THE AREAS NEEDED PROFESSIONALLY AND ACADEMICALLY.>>I THINK THAT IN TERMS OF THE MARKETING OF IT, YOU ARE LUCKY IF YOU SEE A POSTER SOMETIMES. THERE IS A POSTER TO ARE MY MAJOR. I TELL EVERYBODY IT’S EDUCATION BUT IT’S CAREER AND TECHNICAL EDUCATION TEACHING. I TEACH ARCHITECTURAL DRAFTING. THERE IS A POSTER THIS THE SAYS DO YOU WANT TO BE A SHOP TEACHER? YOU CAN MAKE $40,000 A YEAR STARTING SALARY. PLEASE GO TO THIS ROOM. THAT’S THE EXTENT OF THE MARKETING TO THAT. A GREAT OPPORTUNITY, RIGHT, THAT YOU CAN GET SOMEONE THAT A MECHANICAL ENGINEERING MAJOR THAT ISN’T GETTING THROUGH IN CALCULOUS 2 BUT IS REALLY GOOD AT USING SOFTWARE, THAT COULD POTENTIALLY BE AN ENGINEERING TEACHER AT A HIGH SCHOOL AND GET UNIONIZED AND HAVE A REALLY SUCCESSFUL CAREER AND RETIRE AND MOVE TO FLORIDA OR WHATEVER IT IS.>>STAY IN NEW YORK.>>MOVE TO BUFFALO. IT’S IMPORTANT THAT WE TRY TO MARKET IT BETTER AND THE MARKETING THAT WE ARE SEEING IS NOT LIKE BOOTS ON THE GROUND. WE ARE NOT SEEING IT DONE THE WAY IT SHOULD BE DONE AND ALLUDING TO THE POINT I MENTIONED EARLIER, IT’S NOT JUST GOVERNMENT THAT’S PUBLIC SERVICE, YOU KNOW, LIKE WE NEED TO DEMOLISH THAT NARRATIVE AND IT’S– DON’T GET ME WRONG, I’M GLAD WE HAVE PEOPLE IN THE GOVERNMENT WILLING TO DO WORK AND DO PUBLIC SERVICE BUT THERE ARE OTHER MEANS TO GET INVOLVED. A GREATER MAJOR AT MY SCHOOL IS HUMAN SERVICES THAT ALLOWS PEOPLE TO GO TO A.C.S. OR H. RMPLET IN THE PRIVATE SECTOR OR STATE LEGISLATURE IF THEY WANT TO. BEING ABLE TO KIND OF DIVERSIFY THE PORTFOLIO, BUT THAT ONLY STARTS WE CANS POSE YOUR. LIKE THOSE– EXPOSURE. THOSE PEOPLE NEED TO BE TABLING AT OUR SCHOOLS AND BRINGING AWARENESS TO THE OPPORTUNITIES OR LOOKING AT SPECIFIC MAJORS AND FIGURING OUT HOW TO COME OUT WITH A ONE-YEAR PLAN BECAUSE PEOPLE IS TALKING ABOUT THE PIPELINE TO SUCCESS BUTS EYE A LEAKY PIPELINE. EVERYBODY FALLS THROUGH THE CRACKS BECAUSE THERE IS NO LIKE CONSTANTLY APPLIED PRESSURE TO MAKING SURE THAT OUR STUDENTS ARE ENGAGED AND INVOLVED AND IF I’M A COLLEGE STUDENTS WORKING FULL FULL TIME DOING RETAIL AND I’M TRYING TO FIGURE OUT HOW AIM GOING TO PAY FOR QLASES, THE LAST THING ON MY MIND IS HOW CAN I BECOME A PUBLIC SECTOR EMPLOYEE AND GET UNION BENEFITS AND LIKE I THINK WE KNOW THAT HERE BECAUSE WE DO OUR RESEARCH AND WE LOOK IT UP BUT IF NO ONE IS TELLING THEM THAT, THE PROFESSORS ARE NOT TELLING THEM THAT BECAUSE THEY’RE ADVOCATING FOR THEIR CONTRACT, AS THEY SHOULD, YOU KNOW, BUT I THINK THAT THERE NEEDS TO BE MORE ENGAGEMENT SOMEHOW LIKE WHETHER IT’S AN INITIATIVE OR CAMPAIGN OR MARKETING STRATEGY. BUT THERE NEEDS TO BE SOMETHING THAT ENGAGES OUR STUDENTS LOCALLY.>>I DON’T KNOW THE ANSWER TO. THIS USUALLY YOU TRY TO ASK THE QUESTIONS YOU KNOW THE ANSWER TO. DO YOU, IN YOUR COLLEGE CAREERS, HAVE TO GO FOR ANY MANDATORY ACADEMIC ADVISEMENT?>>SO STUDENTS NEED TO GO FOR ACADEMIC ADVISEMENT IN TERMS TO TAKE NEXT SEMESTER.’RE GOING THERE IS NO CHECK ANYWHERE IN THE PROCESS TO ENSURE THAT STUDENTS ARE ON A TRAJECTORY TOWARDS A PROFESSION AT THE END OF THEIR ACADEMIC CAREER. I THINK THAT’S A GAP.>>AND ALSO JUST AWHRUDDING TO THAT AS WELL. CAMPUS BY CAMPUS. THERE ARE SOME CAMPUSES THAT HAVE A MANDATORY WHEN YOU COME IN, HAVE YOU TO GO FOR THIS ADVISEMENT AND GO FOR THIS CLASS AND ALL THESE OTHER THINGS BUT BECAUSE THE ACADEMIC STRUCTURE ON EVERY CAMPUS VARIES SO MUCH BECAUSE OF COURSE LIKE YOU HAVE ACADEMIC SENATE AND UNLESS SOMEONE FROM THE TOP EXECUTIVE SAYS SOMETHING THERE IS NOTHING MANDATORY ACROSS THE BOARD AND WHETHER THAT’S LIKE AN ADVISEMENT SESSION OR A CORE STAT ACROSS SUNY AND CUNY THAT GIVES INFO SESSION ON PUBLIC SECTOR JOBS AND EMPLOYMENT, TAILORED TO SPECIFIC SCHOOLS BECAUSE I THINK YOU ARE GETTING WHERE CAN WE INJECT THIS INFORMATION TO OUR STUDENTS BUT I DON’T THINK THERE IS A CATCH ALL BECAUSE SOME STUDENTS– I NO SOME STUDENTS WHO HAVEN’T GONE FOR ADVISEMENT ALL YEAR AND ARE ABOUT TO GRADUATE. THEY LOOK AT CAREER WORKS AND APPLY FOR CLASSES. I THINK A SMALL TWO CREDIT COURSE LIKE MAYBE JUMPING AHEAD OF MYSELF HERE BUT THAT’S SOMETHING THAT IN MY OPINION, WOULD BE REALLY LIKE HELPFUL JUST LIKE GIVING THAT INFORMATION. I THINK THAT WOULD BE.>>YOU CAN DO THAT EVEN OUTSIDE OF THE PUBLIC SECTOR CONTEXT. I MEAN MAYBE SOME TYPE OF JUST CAREER COUNSELING CHECK-IN, RIGHT? LIKE WE DON’T HAVE TO PUT YOU ON THE PATH. MAYBE YOU KNOW WHAT THE PATH IS. WE JUST WANT TO CHECK THE BOX AND SAY DO YOU KNOW WHAT YOU NEED TO GET TO THE PATH AND SOME HAVE WAY TO HELP GUIDE THAT, YOU KNOW, THAT JOURNEY THAT EVERY STUDENT IS TAKING. SENATOR TOMTION.>>YOU ASKED ALL THE QUESTIONS I WANTED.>>THANK YOU FOR COMING IN, BOTH OF YOU SUNY AND CUNY, AS ALWAYS, AT HEARINGS TO MAKE SURE THAT WE, THE LEGISLATORS HERE, KNOW WHAT THE STUDENTS VOICE IS AND THAT’S VERY IMPORTANT. WHEN I LISTEN TO BOTH OF YOU HOW INTELLIGENT AND AR TICK ARTICULATE YOU ARE PUTTING FORWARD THE POSITION OF THE STUDENT BODY, I’M VERY PROUD OFF YOU AND OTHER REPRESENTATIVES THAT COME IN FRONT OF US KNOWING THAT YOU ARE GOING TO BE GREAT LEADERS– YOU ARE GREAT LEADERS RIGHT NOW, BUT EVEN MORE SO, YOU MAY BE THE GOVERNOR OR THE MAYOR OF NEW YORK OR WHATEVER YOU WANT TO DO. JUST CONTINUE TO WORK ON BEHALF OF THE [email protected] OF THE THINGG ABOUT REGARDING MAKING SURE THAT STUDENTS ARE AWARE OF ALL OF THE OTHER THINGS THAT ARE AVAILABLE AND I THOUGHT ABOUT THE STATE BUDGET OF $178 BILLION AND HOW SUNY AND CUNY ARE BASICALLY SCRATCH TRYING TO GET AS MUCH FUNDING FROM AN OPERATIONS POINT OF VIEW. AND IF THERE WAS MORE FUNDING TO PROVIDE THAT TYPE OF SERVICE ON A CONTINUOUS BASIS THEN BASICALLY YOU ARE GROWING WITHIN AND I DON’T KNOW, BASED ON WHAT I HEARD, THAT THAT IS THERE. IT MAY BE THERE IN SOME LITTLE RESPECTS BUT NOT AS COMPREHENSIVE AS, I GUESS, AS NEEDED SO THAT WE CAN GROW OUR OWN LEADERS AND RATHER THAN YOUNG PEOPLE LIKE YOURSELF GOING INTO THE PRIVATE SECTOR. SO I ASK YOU TO STAY INVOLVED IN THE BUDGETARY PROCESS SO WE CAN GET MORE MONEY FOR CUNY AND SUNY FROM AN OPERATIONS POINT OF VIEW AND FROM A CAPITAL POINT OF VIEW.>>THANK YOU.>>THANK YOU VERY MUCH FOR YOUR ADVOCACY. I SEE THAT YOU HAVE YOUR CUNY WRIST BAND ON. I’M GLAD.>>EVEN THOUGH I’M A SUNY ALUM.>>THAT’S COOL.>>I’M PRETTY SURE AUSTIN CAN GET YOU ONE.>>KING OF NEW PALTZ.>>IT’S SUPER IMPORTANT THAT WE STAY ACTIVE AND THE STATE LEGISLATURE CONTINUES TO REACH OUT TO US. IF THERE IS ANYTHING IN THE HEARING PLEASE LET US KNOW BECAUSE SOMETHING LIKE THIS, I THINK OUR INSIGHT IS ALSO IMPORTANT. OFTEN TIMES YOU ARE HEARING FROM THE BIG WIGS AND ALL THE EXECUTIVES AND DEPUTY COMMISSIONERS AND CHAIRS OF THIS AND CHAIRS OF THAT, BUT I THINK THAT HEARING FROM THE STUDENTS THAT IT DIRECTLY AFFECTS, FAR TOO MUCH WE MAKES DECISIONS ABOUT STUDENTS WITHOUT ANY STUDENTS BEING IN THE ROOM AND I THINK IT’S IMPORTANT THAT YOU CONTINUE TO LET US BE IN THESE SPACES. THANK YOU.>>I THINK THAT’S A POINT VERY WELL TAKEN AND I THINK IT’S A GOOD REMINDER TO US THAT, YOU KNOW, WE HAVE HEARD ABOUT SOME GOOD THINGS ALREADY HAPPENING THIS MORNING ALREADY BUT WE ALSO HEARD ABOUT THE INFORMATION GAP THAT, YOU KNOW, EXISTS ON SOME OF THE CAMPUSES THAT YOU REPRESENT AND HOW, YOU KNOW, AN OPPORTUNITY MIGHT BE GOOD BUT IF IT IS NOT AVAILABLE TO EVERYONE IN THE RIGHT WAY, WELL THEN IT KIND OF DIMINISHES HOW IMPACTFUL IT CAN POTENTIALLY BE. YOU HELPED HIGHLIGHT THAT FOR US IN A VERY REAL WAY. THAT’S ALL THE QUESTIONS I HAVE IN YOU COULD RECOMMEND TO US ONE THING YOU WOULD LIKE TO SEE US DO IN THIS AREA TO HELP MAKE IT EASIER FOR STUDENTS LIKE YOURSELF GOING DOWN THIS PATH, WHAT WOULD BE THE ONE RECOMMENDATION AND THE ONE ASK THAT WE COULD LOOK INTO AND PURSUE?>>FOR ME IT WOULD BE CONSIDERING HOLISTICALLY THE INCENTIVE STRUCTURE AND HOW YOUNG PEOPLE REACT DIFFERENTLY TO DIFFERENT INCENTIVES THAN THEY MIGHT HAVE IN THE PAST. I THINK FOR A PREVIOUS GENERATION, THOSE WRAP AROUND BENEFITS, PENSION, HEALTHCARE, WERE MORE VALUED IN THE DELIBERATIVE PROCESS OVER YOUR FIRST JOB OUT OF COLLEGE OR SECOND JOB OUT OF COLLEGE THAN THEY ARE NOW. PART OF THAT IS BECAUSE A LOT OF THE KIDS ARE STAYING ON THEIR PARENTS HEALTHCARE PLANS UNTIL 26 BUT IT’S ALSO A DIFFERENCE IN VALUES, A DIFFERENCE IN WHAT STUDENTS WANT TO GET OUT OF THEIR JOBS. CONVERSELY I THINK YOU WILL HAVE MORE AND MORE STUDENTS WHO ARE CHOOSING INTO PUBLIC SERVICE NOT BECAUSE THEY SEE THAT THE BENEFITS ARE SO GREAT BUT BECAUSE THEY REALLY, REALLY BELIEVE IN THE MISSION OF THE ORGANIZATION AND THEY WANT TO BE A PART OF DOING GOOD. SO WITH THAT IN MIND, LOOKING AT HOW THE STUDENT LOAN FORGIVENESS CAN BE STRENGTHENED, PARTICULARLY BECAUSE THE PROGRAM ON THE FEDERAL LEVEL IS IN SO MUCH JEOPARDY, THE PRESIDENT HAS MADE IT A REAL TARGET. STUDENTS SEE THAT. THERE IS NO GUARANTEE THAT WHEN A CURRENT FRESHMAN GRADUATES, IT WILL STILL BE IN PLACE, I THINK HAVING NEW YORK STEP UP IN THAT RESPECT AND OFFER GUARANTEES TO STUDENTS, TO SAVE SAY YOU ENTER INTO AN EDUCATION PROGRAM, IF YOU COMMIT TO BEING A TEACHER, TO 10 YEARS OF PUBLIC SERVICE, YOUR LOANS WILL BE EVENTUALLY FORGIVEN IF THEY GET THAT GUARANTEE DESPITE WASHINGTON.>>THE MACRO BUT IN TERMS OF THE SMALLER PICTURE AS WELL, YOU KNOW, I THINK INCENTIVIZING IS SUPER IMPORTANT AND A LOT OF THE PIPELINE PROGRAMS WHEN I SAT IN THE BACK AND HEARD THE QUESTIONS, IT’S BEING DONE ON SOME LEVEL AND I THINK THE STUDENT LOAN FORGIVENESS IS DEFINITELY A HUGE PART OF THE CONVERSATION BUT YOU I THINK THAT CONSULTING THE DIFFERENT STAKEHOLDERS. I WOULD LOVE TO SEE LIKE JUST A SMALL ROUNDTABLE DISCUSSION WITH THE CHANCELLOR– IN OUR CASE, IF CUNY AND THE CHANCELLOR OF THE DEPARTMENT OF ED AND FIGURING OUT WHERE THAT DOVE TAIL IS IN THAT CAREER PIPELINE SO WE CAN GET OUR STUDENTS A LITTLE BIT EARLIER. I THINK THAT THERE IS NO REASON WHY THAT IF THERE IS A SCHOOL IN LET’S SAY THE BRONX DOING AUTOMOTIVE THAT WE ARE NOT DIRECTLY TRYING TO PIPELINE PEOPLE INTO ANOTHER PROGRAM AT A COLLEGE OR CITY UNIVERSITY AND NEW YORK COLLEGE. IF ANOTHER GROUP IS DOING HUMAN RESOURCES OR HUMAN SERVICES, WHY DO WE NOT PIPELINE STUDENTS THERE INSTEAD OF APPLYING TO A DIFFERENT PLACE AND GET LOST IN THE PRIVATE SECTOR, TAKE OUT LOANS AND COME BACK AND SAY I’M DEFINITELY NOT DOING PUBLIC SERVICE. GIVE THEM THE THE UBT TO SAY THIS IS AN OPTION AND I’M GOING TO KEEP IT IN MY HEAD BECAUSE THIS IS A REALLY GOOD OPTION HERE. I THINK THE REASON I GOT INVOLVED IN PUBLIC SERVICE AND I ACTUALLY WORKED IN THE DEVELOPMENT OF ED FOR FOUR YEARS BECAUSE MY MOM IS A TEACHER. SHE TEACHES SPECIAL EDUCATION SO BECAUSE SHE KNOWS THERE ARE OPPORTUNITIES HERE, SHE IS LIKE HEY, TIM, THIS IS ANOTHER GREAT OPPORTUNITY YOU SHOULD TRY TO TAKE ADVANTAGE OF. IF THERE IS NOT ANYBODY THAT IS ON YOUR SHOULDER TELLING YOU THAT, THEN YOU ARE NEVER GOING TO APPLY FOR IT. YOU CAN’T APPLY FOR THINGS YOU DON’T KNOW EXIST. HAVING THAT ROUNDTABLE DISCUSSION WITH LIKE EDUCATIONAL LEADERSHIP ON BOTH SIDES, ESPECIALLY I THINK BRINGING IN SUNY AND YOU KNOW, WHATEVER THE STATE COUNTERPART IS, I’M NOT TOO SURE RIGHT NOW BUT I THINK THAT’S A CONVERSATION THAT NEEDS TO HAPPEN AS SOON AS POSSIBLE BECAUSE I KNOW THAT THE STATE LEGISLATURE RUNS ON TWO-YEAR CYCLES BUT THOSE PEOPLE ARE THERE FOR A LONG TIME AND MAY HAVE GOOD INFORMATION THAT WOULD BE ABLE TO HELP YOU ALL.>>GREAT, THANK YOU.>>JUST WANTED TO EXPRESS TO YOU HOW IMPORTANT IT IS. BOTH OF YOU ARE VERY YOUNG, PART OF THE MILLENIUM AGE AND WHEN I FIRST JOINED STATE SERVICE, I COULD HAVE JOINED THE PENSION AT TIER 2. BUT I NEEDED ADDITIONAL MONEY BECAUSE I HAD A FAMILY AND I DIDN’T JOIN RIGHT AWAY AND NO ONE TOLD ME, NO ONE EDUCATED ME THAT TIER 2 WAS BEING PHASED OUT AND TIER 3 WAS COMING INTO EFFECT. AND SO WHEN I BECAME A PERMANENT EMPLOYEE, I WAS AUTOMATICALLY IN TIER 3 IN WHICH THEY WERE TAKING OUT 3% OF MY GROSS SALARY EVERY PAY PERIOD. NO ONE TOLD ME. NO ONE EDUCATED ME. WHEN I WAS IN THE CITY COUNCIL, AND WE WERE MOVING FROM TIER 4 TO TIER 5, I TOLD ALL OF MY EMPLOYEES ABOUT 10 OF THEM IN THE CITY COUNCIL, AND THEY WERE MANAGEMENT CONFIDENTIAL. JOIN THE PENSION. AND ONE INDIVIDUAL DID NOT JOIN THE PENSION AND ONE WEEK BEFORE IT WAS BEING TRANSITIONED TO TIER 5, I TOLD THAT INDIVIDUAL IF YOU DON’T JOIN THE PENSION, I’M GOING TO FIRE YOU. THEY LOOKED AT ME WITH SHOCK. WAS I GOING TO FIRE THE INDIVIDUAL? NO. I WAS JUST TELLING THAT INDIVIDUAL WHAT WAS BEST FOR THEM AND RIGHT NOW THEY’RE NOT IN PUBLIC SERVICE. BUT IF THEY EVER GO BACK, THEY’RE IN TIER 4 VERSUS TIER 6. THOSE ARE THE TYPE OF EDUCATION THAT WE HAVE TO DO TO YOUNG PEOPLE AND OVERALL HAVE PEOPLE COMMUNICATING SO THEY KNOW WHAT THEIR OPTIONS ARE. THANK YOU, Mr. CHAIR. YOU’VE AWAY. TREMENDOUS AND HELPED ELEVATE THE VOICE OF STUDENTS IN A VERY, VERY, VERY POSITIVE WAY AND I THANK YOU BOTH FORE DOING THAT AND FOR BEING HERE TODAY. THANK YOU.>>THANK YOU SO MUCH.>>OKAY. WE’RE JUST HUMMING RIGHT ALONG HERE, AREN’T WE IN THANK YOU, EVERYONE, FOR YOUR PATIENCE AND INDULGENCE. OUR NEXT PANELIST IS THE EXECUTIVE DIRECTOR NOR NASSAU COUNTY CIVIL SERVICE COMMISSION MARTHA KRISEL.>>GOOD MORNING. MY NAME IS MARTHA KRISEL AND AS STATED I CURRENTLY SERVE AS THE EXECUTIVE DIRECTOR OF THE NASSAU COUNTY CIVIL SERVICE COMMISSION. I’M THE PAST PRESIDENT OF THE NASSAU COUNTY BAR ASSOCIATION, A PRACTICING ATTORNEY FOR CLOSE TO 40 YEARS, AND A RESIDENT OF NASSAU COUNTY SINCE 1986. WHILE WE’RE TALKING GLOWINGLY ABOUT SUNY, I WILL JUST TELL YOU THAT I AM A GRADUATE OF SUNY BUFFALO, BOTH COLLEGE AND LAW SCHOOL. MY LAW SCHOOL WAS A CHOSE A TOTAL OF $6,000 FROM WHICH MY MOM AND DAD WHO WERE NEW YORK CITY SCHOOLTEACHERS WERE ABLE TO HELP ME BECAUSE IT WAS $1,000 A SEMESTER. THAT WAS 1980 WHEN I RECEIVED THAT DEGREE. HAVING SAID THAT I’VE USED THAT $6,000-DEGREE EXTENSIVELY AND IT ALLOWED ME TO LAUNCH A CAREER IN NOT-FOR-PROFIT AND PUBLIC SECTOR. THE DEBT THAT STUDENTS CARRY NOW IS ABSOLUTELY STAGGERING. THE NASSAU COUNTY CIVIL SERVICE COMMISSION’S PORTFOLIO INCLUDES MORE THAN 50 NASSAU COUNTY AGENCIES, INCLUDING ITS HOSPITAL AND COMMUNITY COLLEGE, AS WELL AS TWO TOWNS, 64 INCORPORATED VILLAGES, SCHOOLS, LIBRARIES AND SPECIAL DISTRICTS. NASSAU COUNTY HAS APPROXIMATELY 1,000,358 RESIDENTS AND AN UNEMPLOYMENT RATE OF 13.4% ACCORDING TO THE NEW YORK STATE DEPARTMENT OF LABOR. IN ADDITION, ITS HOUSING COSTS, HOME OWNERSHIP ELL AS WELL AS RENTAL ARE EXTREMELY HIGH. THESE FACTORS CONTRIBUTE TO THE DIFFICULTY IN RECRUITING PUBLIC SECTOR TALENT. IN ADDITION, CIVIL SERVICE EXAMINATIONS MAY REQUIRE COLLEGE GRADUATION PRIOR TO THE APPLICATION PROCESS, BUT THE PRIVATE SECTOR CAN ACTIVELY RECRUIT JUNIORS AND SENIORS WHICH FURTHER CONTRIBUTES TO A SHORTAGE OF APPLICANTS, ESPECIALLY WHEN COUPLED WITH THE EXTREME BUDGETARY LIMITATIONS OF PUBLIC SECTOR SALARIES. YOU ASKED BEFORE THE OTHER SPEAKERS ABOUT WHICH SECTORS ARE THE HARDEST, AND I WILL TELL YOU THAT NASSAU COMMUNITY COLLEGE, FOR EXAMPLE, WILL BE TOLD BY WITHIN ROP HOSPITAL, WE WILL TAKE ALL YOUR RADIATION TECHNOLOGY GRADUATES THAT YOU HAVE, SIGHT UNSEEN, AND SALARIES ARE ALMOST THREE TIMES WHAT YOU CAN START AT MY DEPARTMENT OF HEALTH OR AT MY DEPARTMENT OF SOCIAL SERVICES. SO IT IS A SERIOUS, SERIOUS PROBLEM FOR US, ONE THAT AWAY DEAL WITH ALL THE TIME. RETURNING MORE TO THE PIPELINE, WHEN I CAME IN AS EXECUTIVE DIRECTOR, I WAS AWARE OF PRIVATE SECTOR RECRUITMENT ON CAMPUS, AND ONE OF THE THINGS THAT WE DID THAT I THINK IS INTERESTING AND I WOULD BE HAPPY TO SHARE FURTHER, OUR [email protected] WITH ONE OF OUR LARGEST AGENCIES, WHICH IS THE DEPARTMENT OF PUBLIC WORKS. AND WE DESIGNED TWO PATHWAYS TO ENCOURAGE COLLEGE STUDENTS TO ENTER THE PUBLIC SECTOR. AND THE FIRST IS WE CREATED INTERN TITLES FOR COLLEGE STUDENTS. ONE IS CALLED ADMINISTRATIVE INTERN WHICH IS PART-TIME EMPLOYMENT OPPORTUNITIES TO STUDENTS WHO ARE END HOLD ROLLED FULL-TIME. ICH JOB SPECIFICATIONS THAT AGAIN I WOULD BE HAPPY TO SHARE WITH ANYBODY THAT WOULD FIND IT HELPFUL. THE OTHER TITLE IS COOPERATIVE COLLEGE INTERN, AND THAT REQUIRES PARTICIPATION IN A COOPERATIVE EDUCATION PROGRAM, AND IT ALLOWS STUDENTS TO WORK IN A POSITION RELATED TO THEIR FIELDS OF STUDY. THE SECOND PATHWAY THAT WE ARE IMPLEMENTING NOW, ASIDE FROM THE INTERNSHIPS THAT I HAVE JUST DESCRIBED, IS TO HOLD EXAMS USING ANTICIPATED ELIGIBILITY. YOU HEARD A LITTLE BIT FROM SUFFOLK COUNTY ABOUT THE NEED TO HAVE A COLLEGE DEGREE TO SIT FOR SOME EXAMINATIONS. SO THE ANTICIPATED ELIGIBILITY ALLOWS STUDENTS WHO ARE APPROACHING GRADUATION TO PARTICIPATE IN EXAMS THAT HAVE TRADITIONALLY REQUIRED A DEGREE. THOSE CANDIDATES MUST SUBMIT PROOF OF COMPLETION OF THE COURSES BUT NOT UNTIL THEY’RE ELIGIBLE FOR APPOINTMENT AS OPPOSED TO BEFORE THEY CAN SIT FOR THE EXAM ITSELF. THESE TWO OPTIONS ARE INTENDED TO HELP PUBLIC SECTOR EMPLOYERS COMPETE WITH THE PRIVATE SECTOR IN RECRUITING COLLEGE STUDENTS ENTERING THE WORKFORCE. THE INTERN TITLES ALLOW STUDENTS TO GAIN EXPOSURE TO THE ENVIRONMENTS AND THE ADVANTAGES OF PUBLIC SECTOR EMPLOYMENT. AFTER EXPERIENCING THE BENEFITS AT THE PUBLIC SECTOR OFFERS WHICH HAVE BEEN TALKED ABOUT EXTENSIVELY TODAY, STUDENTS ARE MORE LIKELY TO OPT FOR FULL-TIME PUB SECTOR EMPLOYMENT AFTER COLLEGE, AND ALLOWING STUDENTS TO SIT FOR THE EXAMINATIONS MEANS THAT THE FULL-TIME EMPLOYMENT IS POSSIBLE AT THE TIME OF GRADUATION RATHER THAN MERELY SITTING FOR THE EXAM, AND THESE STRATEGIES HELP THE PUBLIC SECTOR COMMITTEE AGAINST THE PRIVATE SECTOR. THESE MAY SOUND LIKE NO-BRAINS ARE BUT THIS IS REALLY SOMETHING THAT WE’RE STARTING TO IMPLEMENT NOW YOU. HEARD NEW YORK CITY TALK A LITTLE BIT, AND IT’S TRUE, BUT INTERPLAY BETWEEN THE EXISTING COMPETITIVE LAST TITLES AND NON-COMPETITIVE INTERN TITLES. SO WE ARE FULLY AWARE THAT EVEN THOUGH A STUDENT MAY BE AFFORDED A WONDERFUL PROFESSIONAL EXPERIENCE AS AN INTERN, THAT EMPLOYMENT IS TEMPORARY, AND IT DOESN’T GUARANTEE THE FUTURE FULL-TIME BECAUSE UNDER THE COMPETITIVE CIVIL SERVICE SYSTEM, THE STUDENTS WHO WORK AS INTERNS AND CHOOSE TO TAKE AN EXAM ARE TAKING THESE — AND THEY DON’T HAVE AN ADVANTAGE OVER OTHER EXAM HELP TAKERS OTHER THAN THE FACT THAT THEY’VE BEEN EXPOSED TO THE PUBLIC SECTOR AND THEY UNDERSTAND THE VERY SPECIAL ENVIRONMENT THAT IT IS, BUT GOING FORWARD OUR COMMISSION IS FOCUSING ON THE DEVELOPMENT OF A LEGALLY SOUND TRANSITION IN COMPLIANCE WITH CIVIL SERVICE LAW, OF COURSE, FROM TEMPORARY NON-COMPETITIVE POSITIONS TO FULL-TIME COMPETITIVE POSITIONS. AND WE LOOK FORWARD SPECIFICALLY TO WORKING WITH NEW YORK STATE TOWARD THIS END. I WANTED TO MAKE ONE MORE NOTE, WHICH IS THAT THERE IS ON THE STATE LEVEL A PROFESSIONAL CAREER OPPORTUNITIES EXAMINATION THAT’S HELD EVERY FEW YEARS, AND THIS IS A GENERALIZED EXAM THAT DOES LEAD TO ENTRY LEVEL EMPLOYMENT OPPORTUNITIES IN A WIDE VARIETY OF FIELDS, AND THAT REQUIREMENT IS A BACHELOR’S DEGREE, BUT STATE DOES USE FOR THAT PARTICULAR EXAM ANTICIPATED ELIGIBILITY, ALLOWING STUDENTS WITHIN 18 MONTHS OR SO OF GRADUATION TO PARTICIPATE. SO ON BEHALF OF THE COMMISSIONERS THAT I REPRESENT, CHAIR ALLEN PRESENCEI, COMMISSIONER CALENDAR, COMMISSIONER GARY ACKERMAN AND, OF COURSE, ON BEHALF OF NASSAU COUNTY EXECUTIVE LAURA CURRAN, I’VE VERY GRATEFUL TO HAVE BEEN ASKED TO PARTICIPATE IN THIS. WE WORK VERY, VERY HARD AT OUTREACH. WE ATTEND ALL JOB FAIRS WHENEVER WE’RE INVITED. WE ALSO WORK VERY ACTIVELY WITH A NEWLY ESTABLISHED ASIAN-AMERICAN AGENCY IN NAS SHAW COUNTY, WITH THE HISPANIC AFFAIRS AGENCY, AND WITH MINORITY AFFAIRS. WE PROVIDE TWO DIFFERENT TYPES OF WORKSHOPS, ONE IS LITERALLY IN HAD A CLASSROOM WHERE WE HAVE COMPUTERS, WHERE WE SHOW PEOPLE HOW TO SIGN UP FOR THE EXAMINATIONS, HOW TO PROCESS THAT WHICH CAN BE VERY, VERY CONFUSING, AND WE ALSO TALK GENERALLY ABOUT THE MANY OPPORTUNITIES. I.T. IS VERY, VERY DIFFICULT. I.T. AGAIN WITH THE BOCES PROGRAM, THERE ARE EMPLOYERS OUT THERE THAT WE CANNOT COMPETE WITH, BUT MANY PEOPLE DO LIKE WORKING FOR GOVERNMENT, AND AS A RESULT, WE FEEL THAT IF YOU HAVE RECENTLY COME TO OUR COUNTRY AND YOU ARE NOT FAMILIAR WITH THE CIVIL SERVICE SYSTEM, WE NEED TO DO THAT TYPE OF OUTREACH AS WELL, AND WE’RE WIDELY AVAILABLE TO DO THAT. THANK YOU.>>GREAT. THANK YOU VERY MUCH. I’LL ASK YOU SOME OF THE SAME QUESTIONS I ASKED THE OTHER JURISDICTIONAL REPRESENTATIVES. CAN YOU GIVE US A SENSE, THE WORKFORCE YOU HAVE NOW AT THE COUNTY LEVEL, WHAT YOUR FIVE-YEAR RETIREMENT OUTLOOK LOOKS LIKE IN TERMS OF PERCENTAGES.>>I WAS LUCKY BECAUSE WHILE YOU WERE ASKING THE OTHER PEOPLE –>>SO IT WAS EASIER THE SOAKED THIRD TIME.>>I WAS eMAILING MY STAFF. AND WE HAVE — THE NUMBER THAT I GOT AND THE IMMEDIATE RETIREMENT IS ABOUT, WE’RE ANTICIPATING THIS YEAR ABOUT 350 EMPLOYEES. OUR COMPLETE WORKFORCE IS ABOUT 15,000. REMEMBER, THAT WE HAVE ABOUT 2,500 AT NEUMIC ORNAS SAW COMMUNITY, THE HOSPITAL WHICH IS A VERY LARGE EMPLOYER. AND THEN I ALSO DID GET SOME INFORMATION WHEN THE OTHER QUESTIONS WERE ASKED, AND I DON’T WANT TO, BUT BUT JUST TO GET THIS OUT THERE, I GOT INFORMATION ABOUT THE TIMES THAT WE DO WAIVE APPLICATION FEES. I CAN ELABORATE ON THAT OR I CAN SUBMIT ADDITIONAL INFORMATION JUST IN THE INTERESTS OF SAVING TIME, I CAN DO A ONE-PAGER, SHOOT THAT OUT TO YOU, THAT WOULD HAVE A COMPREHENSIVE FOLLOW-UP REPORT.>>THAT WOULD BE GREATLY APPRECIATED. I THINK IT HELPS HEARING FROM SOME OF THE OTHER PANELISTS WHAT THE NUMBERS LOOK LIKE. IT HELPS SHINE A LIGHT ON THE, ALMOST THE URGENCY OF TRYING TO ADDRESS THE CHANGING AND THE AGING WORKFORCE WE HAVE IN MANY LEVELS OF GOVERNMENT HAVE GOVERNMENT, AND SO IF — HAVE YOU HEARD SOME JURISDICTIONS SOME HAVE A HIGHER RATE, SOME HAVE LOWER, THAT HELPS GUIDE OUR EFFORTS, SO ANY INFORMATION YOU CAN SHARE ON THAT WOULD BE REALLY APPRECIATED. DO YOU HAVE EXISTING — YOU MENTIONED GOING TO CAREER FAIRS AND WHENEVER YOU’RE INVITED. DO YOU HAVE ANY EXISTING PARTNERSHIPS WITH INSTITUTIONS OF HIGHER EDUCATION IN THE COUNTY OR OUTSIDE THE COUNTY?>>YES.>>THAT YOU CAN TALK ABOUT?>>YEAH, WE DO. SO FOR ONE THING, SOME OF OUR COLLEGES DO OFFER EMPLOYEE TUITION DISCOUNTS TO THE EMPLOYEES. FOR ANOTHER THING, LET’S SAY WE HAVE A PARTICULAR NEED. WE HAD A CHANGE IN ADMINISTRATION THAT BEGAN AT THE BEGINNING OF 2018, AND WITH THAT COMES A LOT OF NEW IDEAS AND CONSOLIDATION AND ALSO SOME DIFFERENT INCENTIVES, AND WE WORK WITH THOSE COLLEGES BECAUSE NOW WE’RE LOOKING FOR AN ANALYTICS DEGREE OR WE’RE LOOKING TO OFFER AN IMMEDIATE OPPORTUNITY FOR PEOPLE TO COME IN AND WORK ON A SPECIFIC PROJECT OR WE’RE FINDING OUT MORE ABOUT THEIR MAJORS AND WHAT THEY DO AND TELLING THEM MORE ABOUT WHAT OUR NEEDS ARE OR WE’RE LISTENING TO OUR UNIONS TALK ABOUT THE FACT THAT CONTINUING EDUCATION IN REAL PROPERTY APPRAISAL IS NOT READILY AVAILABLE, AND THAT WOULD BE HELPFUL SO THAT WE CAN HIRE EMPLOYEES AND NOT HAVE TO USE OUTSIDE VENDORS WHO MIGHT HAVE PREVIOUSLY PROVIDED THAT TYPE OF INFORMATION TO US. SO WE HAVE A STRONG WORKING RELATIONSHIP THAT CAN ALWAYS BE IMPROVED. JUST FOR EXAMPLE, WHEN I TALK ABOUT THE DEPARTMENT OF PUBLIC WORKS HAVING THIS NEW COOPERATIVE, THAT TAKES WORK ON PART OF THE COLLEGES, ALSO. THOSE TWO THINGS TO HAVE DANCE TOGETHER AND THERE HAS TO BE GOOD COMMUNICATION, AND THAT’S WHY WE — WHAT WE SAY IN MY OFFICE, WHAT WE SAY AT THE CIVIL SERVICE COMMISSION IS WE TAKE OUR CUES FROM THE APPOINTING AUTHORITIES. THOSE ARE THE AGENCIES FOR WHICH WE ARE RESPONSIBLE. SO IF, FOR EXAMPLE, THE I LIBRARIES TELL US THAT THEY HAVE A PROBLEM BECAUSE — IF THEY HAVE TO WATER TO PEOPLE TO COMPLETE THEIR MASTER — WAIT FOR PEOPLE TO COMPLETE THEIR MASTER AREAS AND THEY SAY TO US IN ROCHESTER THEY’RE NOW DOING THIS, THAT’S THE KIND OF INFORMATION WE TAKE, AND WE ROLL THAT INTO OUR REVISED SPECIFICATIONS ON A REGULAR BASIS. WOO MEET FROM THE LIBRARIES. WE MEET WITH THE SCHOOLS. WE MEET WITH EVERY VILLAGE. YOU CAN BE A TINY SANITATION DISTRICT, BUT IF YOU HAVE A NEW NEED BECAUSE THEY’RE ABOUT TO PUT IN NEW WATER REGULATIONS THAT YOUNGER STAFF HAS NEVER BEEN TRAINED IN AND THEY NOW NEED A JOB SPECIFICATION TO REFLECT THAT, WE WILL REVISE THAT SPECIFICATION. WHEN I SAY “WE” THE STAFF DRAFTS IT, IT GOES TO OUR COMMISSION, AND FOR OUR LOCAL CIVIL SERVICE COMMISSION, AND THEN THERE IS THE INTERPLAY WITH NEW YORK STATE AS WELL BECAUSE CERTAIN DECISIONS THAT WE MAKE ARE APPROVED BY NEW YORK STATE WITH WHOM WE HAVE A VERY, VERY DAY-TO-DAY POSITIVE WORKING RELATIONSHIP. AND I JUST WANT TO THROW ONE LAST THING OUT THAT MIGHT BE HELPFUL TO YOU. WE HAVE A GROUP, AND IT’S OF ALL THE CIVIL SERVICE PROVIDERS FROM NEW YORK STATE, WHETHER YOU ARE OSWEGO COUNTY OR WHETHER YOU ARE NASSAU COUNTY OR WHETHER YOU ARE ANYTHING IN BETWEEN, AND WE TALK ALL DAY LONG. SO IF THIS STATE COMMITTEE NEEDS PARTICULAR INFORMATION ABOUT A PARTICULAR ISSUE, WE THROW THOSE QUESTIONS OUT TO EACH OTHER ALL DAY LONG AND THEN THERE’S IMMEDIATE, HOW MUCH ARE YOU PAYING? WHAT DID YOU DO ABOUT THIS? WHAT ARE BEE GOING TO DO ABOUT STATE? THE STATE IS DELAYING THIS. THERE’S A CHITCHAT ALL THE TIME. IT’S NOT BEHIND CIVIL SERVICE’S BACK AT ALL. IN FACT, THEY AT THE ANNUAL CONFERENCE, THE CIVIL SERVICE STAFF COMES AND PROVIDES THE TRAINING, SO IT’S A REAL WORK GOING GROUP. AND IN ALL THE YEARS I’M PRACTICING, IT’S PROBABLY THE MOST EFFECTIVE WAY OF REALLY GETTING THAT INFORMATION OUT. HOW DO YOU DO YOUR PHYSICAL FITNESS TEST? IS IT. THE MEDICAL? IS IT. THE PSYCHOLOGICAL. WE DO IT THIS WAY. GREAT IDEAS, OPEN EXCHANGE, IT’S A SAFE ENVIRONMENT TO JUST BRAINSTORM AND BRING OUT THE VERY BEST IN PUBLIC SECTOR EMPLOYMENT.>>THANK YOU, DIRECTOR, FOR COMING AND TESTIFYING. I MAY HAVE MISMISSED THIS IN YOUR OPENING REMARKS. HOW MANY STUDENTS DO YOU CURRENTLY HAVE, THE INTERNS.>>THE INTERNS ARE SPRINGED THROUGHOUT OUR DIFFERENT AGENCIES, AND A LOT OF OUR STUDENTS ALSO COME ON IN ON WHAT’S CALLED OUR SEASONAL PROGRAM, SO IT DEPENDS INVOLVEMENT TIME OF YEAR. THOSE SEASONAL EMPLOYEES MIGHT DO ANYTHING FROM BEING A LIFEGUARD TO BEING MORE OF A COUNSELOR OR TO COMING IN ON A PARTICULAR I.T.–SPECIFIC SPIC SUMMER EXPERIENCE, SO THE NUMBER WOULD REALLY VARY DEPENDING. WE WORK WITH THE SUMMER YOUTH EMPLOYMENT PROGRAM. WE WORK WITH SEASONALS. THE COUNTY EXECUTIVE WAS AN VOLUNTARY INTERNSIP PROGRAM. THE ONTARIO ATTORNEY WHERE I SPENT MANY, MANY OF MY YEARS, ALSO HAS STUDENTS CONSTANTLY FROM THE COLLEGES, FROM THE LAW SCHOOLS, FROM THE PARALEGAL PROGRAMS WORKING WITH US. I WOULDN’T EVEN BEGIN TO GUESS AT A NUMBER, BUT IT’S A VERY, VERY VIBRANT PART OF OUR STAFF.>>NOW, HOW MANY OF THOSE DO YOU OFFER A FULL-TIME POSITION TO?>>WE ENCOURAGE ALL OF THEM. ONE OF THE THINGS DO I DURING THE SUMMER IS I DO A PRESENTATION ON CIVIL SERVICE, AND WE ENCOURAGE THEM TO GO ON TO THE CIVIL SERVICE WEBSITE AND FILL OUT WHAT ARE CALLED INTEREST GUARDS SO THAT THEY’LL BE AUTOMATICALLY NOTIFIED. LET’S SAY WE HAVE A STUDENT WHO IS A SOPHOMORE, ACCOUNTING MAJOR, WE CAN’T OFFER THEM AN ACCOUNTING 1 POSITION UNLESS THEY’RE ON A LIST, IF THEY SIT FOR THE EXAMINATION, BUT WE DO PROACTIVELY NOTIFY THEM OF UPCOMING GUNSHOTS THAT’S A VERY IMPORTANT PART OF THE PROCESS. THE APPLICATIONS ARE TIME SENSITIVE. THE TERRACES NOT GIVEN ON A REGULAR BASIS — THE TESTS ARE NOT GIVEN A REGULAR BASIS. WE’RE REQUIRED BY NEW YORK STATE TO ISSUE MOST OF THE EXAMINATIONS, AND SO WE REQUIRE ANYONE INTERESTED, THAT’S THE FIRST THING WE TEACH THEM, IS THAT YOU PROACTIVELY IDENTIFY WHAT YOU WANT, AND THEN YOU’LL BE NOTIFIED SO THAT WE CAN MAKE THAT PART OF IT. AND IF YOU ARE INTERNING WITH US AND YOU KNOW WHAT YOUR PLANS ARE IN THE FUTURE, YOU’D BE PARTICULARLY INTERESTED IN THAT. THAT’S WHY I DON’T WANT TO WAIT UNTIL THEY HAVE COLLEGE DEGREES IF I DON’T HAVE TO BECAUSE I DON’T WANT TO LOSE THEM TO ERNST & YOUNG. I DON’T WANT TO LOSE ALL THE ENGINEERING STUDENTS TO THE PRIVATE SECTOR. IT’S A VERY BIG PART OF MY DAILY WORKING. AND THE OTHER IS TO PULL THOSE — THAT TALENT IN BEFORE IT’S TAKEN AWAY. THE OTHER ISSUE THAT WE’RE WORKING ON A LOT WITH OUR SCHOOLS IS THAT WE ARE SEEING DIFFERENT TYPES OF GRADUATES, AND THEY MAY NOT HAVE A TRADITIONAL HIGH SCHOOL DIPLOMA, THEY MAY NOT HAVE EVEN A GED, WHICH IS IDENTIFIED, BUT THERE ARE DIFFERENT TYPES OF SUPERINTENDENT’S DIPLOMAS THAT REFLECT SOME OF THE ESSENTIAL SPECIAL NEEDS STUDENTS, AND WE WANT TO MAKE SURE THAT STUDENTS WITH THOSE DIFFERENT TYPES OF DEGREES NOT EXCLUDED FROM THE LABOR POSITIONS, WHICH DO NOT NECESSARILY REQUIRE A COMPETITIVE EXAMINATION, AS WELL AS OR OPEN COMPETITIVE EXAMINATIONS. SO WE WORK PROACTIVELY IN BOTH OF THOSE REGARDS.>>WHAT KIND OF CHANGES DO YOU WANT TO SEE WITHIN THE SYSTEM SO YOU CAN RECRUIT TOP TALENT?>>I WANT TO SEE THE ABILITY TO COMPETE WITH THE PRIVATE SECTOR, SPECIFICALLY IN NOT LOSING THE TALENT POOL. I HEARD LOUD AND CLEAR WHAT THESE TWO LOVELY YOUNG MEN SAID ABOUT NOT EVEN KNOWING NECESSARILY ABOUT THE SYSTEM UNLESS YOU HAPPEN TO HAVE A DAD WHO WAS A POLICE SERGEANT OR, YOU KNOW, SO I WANT TO DO — I WANT THE STUDENTS TO GROW UP KNOWING THAT PUBLIC SECTOR IS A CAREER PATH. I ALSO WANT THE ENTIRE COUNTY OF NASSAU, WHICH IS INCREDIBLY DIVERSE AT THIS POINT, I WANT THEM TO UNDERSTAND, ALL THE STUDENTS TO UNDERSTAND THAT, FOR EXAMPLE, THERE’S CAREERS IN LAW ENFORCEMENT THAT EVERYBODY CAN APPLY FOR. AND FURTHERMORE, THAT LITTLE THING THAT WHAT YOU DO IN HIGH SCHOOL OR COLLEGE WILL BE REVIEWED IN YOUR LAW ENFORCEMENT APPLICATION, AND YOU CAN BE DISQUALIFIED BASED UPON ERRORS THAT LOTS AND LOTS OF STUDENTS MAKE, ESPECIALLY NOW AS WE KNOW THE STUDENT DEBT IS BECOMING A PROBLEM. SO I WANT PEOPLE TO GROW UP, UNDERSTANDING THE BEAUTY AND IMPORTANCE OF A PUBLIC SECTOR CAREER, WHAT IT HAS TO OFFER THEM BUT WHAT IT NEEDS TO DO, WHAT THEY NEED TO DO TO NOT BE EXCLUDED THERE FROM. THAT’S WHAT I WOULD LOVE TO SEE.>>YOU JUST TALKED ABOUT STUDENT LOAN AND IT BEING A FACTOR IN EXCLUDING CERTAIN INDIVIDUALS. LIKE FOR WHAT POSITIONS ARE YOU TALKING ABOUT?>>IF YOUR CREDIT HISTORY IS IN VERY BAD SHAPE WHEN YOU’RE EVALUATED FOR CERTAIN TYPES OF POSITIONS, UNDER NEW YORK STATE CIVIL SERVICE LAW WHERE YOU HAVE TO HAVE GOOD MORAL CHARACTER, THAT CAN BE A FACTOR. HAVING SAID THAT, THE APPLICANT INVESTIGATORS ARE VERY REPETITIVE TO YOU HAVING SOME TYPE OF A LOAN PAYMENT PLAN IN PLACE. AND SO MOST OF THE APPLICANTS WILL COME IN AND THEY’LL SAY, OH, YES, I DID OWE ADELPHI UNIVERSITY $8,000. I WAS IN DEFAULT OR ARREARS. HOWEVER, NOW I’M WORKING WITH THEM AND I HAVE A REPAYMENT PLAN. THAT’S NOT A PROBLEM. THE BIGGER PROBLEM IS NOT HAVING A PLAN GOING FORWARD BECAUSE THAT AFFECTS YOUR CREDIT HISTORY. IT WOULD NOT IN AND OF ITSELF DISQUALIFY YOU, BUT IT WOULD BE SOMETHING THAT I WOULD RECOMMEND IF YOU WERE APPLYING FOR A CAREER IN LAW ENFORCEMENT, THAT YOU GET THAT IN ORDER, AND THAT’S VERY DIFFICULT BECAUSE THE DEBT IS HIGH NOW. IT’S JUST A WHOLE DIFFERENT WORLD. AND IT’S SOMETHING THAT I THINK ABOUT A LOT, ESPECIALLY HAVING HAD THE ADVANTAGE OF A FULL PUBLIC EDUCATION. I GREW UP IN QUEENS. IT WAS A WHOLE DIFFERENT THING. IF THERE WERE PRIVATE SCHOOLS, I DIDN’T KNOW ABOUT THEM. IT JUST WAS A WHOLE DIFFERENT THING THAT WHAT I SEE HAPPENING NOW. AND SO IT’S EASY TO HAVE THAT DEBT, AND IT’S A LITTLE BIT HARDER TO MANAGE IT, AND I HAVE SEEN STUDENTS NOT QUALIFY FOR FINANCIAL AID AT THE GRADUATE LEVEL BECAUSE OF WHAT THEY EVEN HAVE FROM THE UNDERGRADUATE LEVEL. SO IT’S SORT OF LIKE, IT CUTS BOTH WAYS. I MEAN, THEY WANT TO ADVANCE IN ORDER TO GET THAT HIGHER SALARY, BUT ON THE OTHER HAND, BECAUSE NOW THERE’S MORE PRESSURE TO NOT JUST LOAN, LOAN, LOAN, THEY SAY THAT THE STUDENT DEBT IS GOING TO BE THE NEXT MORTGAGE FORECLOSURE CRISIS, AND THERE’S ALL THIS TALK ABOUT THAT, AND SO I THINK THE SCHOOLS ARE STARTING TO WORRY ABOUT THAT. ALSO, AS I SEE MY OWN CHILDREN WHO ARE WAY OUT OF SCHOOL, AS I SEE THEM WITH THEIR FRIENDS, THERE’S MORE AND MORE OF A DEMAND FOR GUARANTEES FOR YOUR RENT AND THEY’LL NOW START TO LOOK HAT THAT STUDENT DEBT WHERE I HAVE BEEN TOLD THAT IN THE PAST THEY DIDN’T CROSS-REFERENCE THOSE TYPES OF THINGS. THAT’S VERY CONCERNING AS WELL.>>I JUST WANT TO CLOSE OUT MY QUESTIONS BY SAYING STUDENT LOAN DEBT HAS NOTHING TO DO WITH ONE’S CHARACTER.>>RIGHT.>>THE PROGRAM WAS CREATED TO GET PEOPLE OUT OF POVERTY, AND THESE DAYS IT’S JUST KEEPING THEM IN POVERTY FOR DECADE AND EVEN UNTIL DEATH, AND WE NEED TO CHANGE THAT SYSTEM.>>I AGREE WITH YOU. THEY SAY THAT IT’S WORSE THAN DEBTOR’S PRISON 1 STUDENT LOAN DEBT NON-DISCHARGEABLE, AND AGAIN, A WELL-REASONED PLAN TO GET INTO A REPAYMENT PLAN GOES A VERY, VERY LONG WAY. THAT REALLY WHAT IS POINT I WAS TRYING TO MAKE.>>THANK YOU. I’LL ECHO SENATOR THOMAS’ COMMENTS COMMENTS. I HAD A LAW SCHOOL PROFESSOR WHO SAID TO YOU HALF JOKINGLY BUT HE WAS BEING VERY PONCE IF YOU DIE BEFORE YOU PAY OFF YOUR LOANS, YOU WIN.>>CORRECT.>>AND THAT IS THE MOST DEPRESSING AND BRUTALLY HONEST THING I THINK ANY OF MY PROFESSORS EVER TOLD ME IN SCHOOL AND IT’S A REALITY THAT MANY OF ARE CONFRONTING ON A DAILY BASIS AND IT IS A HUGE CRISIS. I THINK ONE THING WE DEFINITELY LEARNED FROM TODAY IS HOW MUCH MORE FOCUSED WE SHOULD BE ON THIS. SO I’M GLAD SENATOR THOMAS IS HERE, SOMETHING WE SHOULD TAKE A GOOD LOOK AT FOR SURE. I THINK YOU ANSWERED ALL MY QUESTIONS. I HAVE FOLLOW-UP. THAT WOULD BE REALLY HELP MANY AND I YOU THIS FOR YOUR WILLINGNESS AND WILLINGNESS TO BE HERE TODAY.>>I’M DELIGHTED ON BEING HERE AND I PLAN ON STAYING FOR THE REST OF THE DAY.>>GREAT. WE’RE COMING UP ON THREE HOURS AND SO WE’RE GOING TO TAKE A FIVE-MINUTE BREAK. PEOPLE MIGHT WANT TO STRETCH THEIR LEGS, USE THE RESTROOM OR WHATEVER, AND IT’S 12:37 NOW ACCORDING TO MY CLOCK. LET’S PLAN FIVE MINUTES BUT WE’LL REALLY START AT 12:50.>>ALL RIGHT. WE’RE GOING TO GET STARTED FIVE MINUTES EARLIER BECAUS I KNOW IT’S A FRIDAY AND WE’RE ALREADY IN THE AFTERNOON HOUR AND I KNOW PEOPLE WANT TO GO OUT THERE AND ENJOY THE BLISTERING COLD NEW YORK ENVIRONMENT. SO WE WILL GET STARTED. AGAIN, THANK YOU, EVERYONE, FOR STICKING WITH US THIS LONG. THE ADDED BENEFIT BEING HERE THIS LONG, THOUGH, IS NOW WE HAVE FEWER SENATORS THAT COULD STAY SO THAT MEANS FEWER QUESTIONS. SO HE WE HOPE. OUR NEXT PANEL ARE JOSH TERRY, EXECUTIVE DIRECTOR OF CSEA AND MATT D’AMICO COORDINATOR OF METROPOLITAN REGION CSEA.>>THANK YOU, SENATOR. I DO WISH SENATOR JACKSON WAS STILL HERE, THOUGH, SO I JUMP ON HIS TRAIN OF TIER 6 IS TERRIBLE BUT I’LL TELL HIM THAT ANOTHER TIME. SO THANK YOU FOR HAVING THIS HEARING. THIS IS A ISSUE THAT WE’VE BEEN SPEAKING WITH LEGISLATORS LIKE YOURSELF AND THE STATE AND LOCAL GOVERNMENT OFFICIALS FOR A LONG TIME. CE. SEA, YOU KNOW THIS, WE REPRESENT STATE GOVERNMENT WORKERS AS WELL AS LOCAL GOVERNMENTS THROUGHOUT THE WHOLE STATE. WE HAVE 1200 DIFFERENT BARGAINING UNITS IN EVERY COUNT. WE REPRESENT 50 OUT OF 57 NON-NEW YORK CITY COUNTIES, AND THOUSANDS OF MUNICIPALITIES UNDERNEATH THEM. AND SO WE LOOK AT THIS FROM A FEW DIFFERENT ANG ELSE. ONE YOU’VE GOT BROUGHT UP 5 WE HAVE RETIREMENTS HAPPENING. THAT’S A WORRY TO US. THE WORRY I WANT TO TALK ABOUT, THOUGH, TODAY IS WHO IS NOT COMING IN TO FILL THOSE JOBS RIGHT NOW, AND HOW — WHAT ARE THE BARRIERS TO ENTRY. AND YOU HAVE MY TESTIMONY SO I’M GOING TO GO OVER THIS BRIEFLY. THE ONE BARRIER TO ENTRY THAT IS NOT LISTED IN MY TESTIMONY IS CIVIL SERVICE LAW. AND I RESPECTFULLY DISAGREE WITH SUFFOLK COUNTY. I DON’T THINK EXISTING CIVIL SERVICE LAW IS STOPPING PEOPLE FROM ENTERING PUBLIC SERVICE. I’M NOT SAYING CIVIL SERVICE IS PERFECT, BUT TO ME THERE’S SO MUCH MORE THAT WE NEED TO FOCUS ON BEFORE WE WOULD LOOK AT THAT AS BEING THE BARRIER TO ENTRY. SO WHAT ARE THE BARRIERS? ONE ARE LACK OF YEAR PATHS WITHIN STATE GOVERNMENT AND LOCAL GOVERNMENTS. SO, FOR EXAMPLE, WE REPRESENT MENTAL HEALTH THERAPY AIDES AND DEVELOPMENTAL ASSISTANTS WITHIN OPERATEPWDD. USUALLY THEY TRADITION ALLY COME OUT OF HIGH SCHOOL OR IT IS A NEW CAREER, THEY DON’T HAVE A CERTIFICATION, THEY DON’T HAVE A LICENSE, AND THEY — A LOT OF PEOPLE DON’T COME INTO THOSE JOBS BECAUSE THEY’RE EITHER REALLY HARD BUT THERE’S NO REAL CLEAR PATH. @SO IF SOMEBODY COMES IN THAT WANTS TO BE IN HEALTH CARE AND THEY SAY SOME DAY I WANT TO BE A LPN OR A WANT TO BE A REGISTERED NURSE, THERE’S NO SET PATH THAT THE STATE SAYS, HEY, YOU COME IN AND WE’LL HELP PAY FOR YOUR TRAINING OVER THE NEXT FIVE YEARS OR TEN YEARS. WE WILL HELP YOU TO BECOME A REGISTERED NURSE. THAT PATH DOESN’T EXIST. SO PEOPLE DON’T SEE AN AVENUE OUTSIDE OF JUST BECOMING AND BEING A MENTAL HEALTH THERAPY AIDE, WHICH IS VERY VALUABLE WORK AND I’M NOT DOWNPLAYING THE WORK THAT THEY DID. THEY DO GOD’S WORK WITH PEOPLE WITH A MENTAL ILLNESS. BUT SOME PEOPLE DON’T WANT TO DO THAT. THEY DON’T SEE THE AVENUE. THEY DON’T ENTER STATE SERVICE BECAUSE THEY SAY, I COULD GO WORK FOR THIS HOSPITAL, A PRIVATE HOSPITAL THAT DOES HAVE THAT PATH AND THEY’RE GROWING TO PAY ME A LITTLE BIT MORE MONEY AND ALL THAT STUFF. SO THE STATE AND LOCAL GOVERNMENTS NEED TO BECOME BETTER AT BUILDING CAREER PATH AND IS LAYING THEM OUT AND ANNOUNCING THEM TO EVERYBODY, ANNOUNCING THEM TO COLLEGE STUDENTS ARE PEOPLE IN HIGH SCHOOL SAYING, YOU WANT TO BE AN RN? WE HAVE A PATH FOR AND YOU IT’S NOT GOING DO’S YOU A DIME BECAUSE HERE’S HOW WE’RE GOING TO TRAIN. YOU THE SECOND PART I WANT TO TALK ABOUT IS WE DO REPRESENT TITLES THAT COULD HAVE CERTIFICATIONS AND LICENSES, SO CNAs AND LPNs, BUT HOW DO WE ACCESS THESE PROGRAMS? THESE PLUMBERS LOT OF TIMES WE’VE TALKED ABOUT BOCES PROGRAMS AND COMMUNITY COLLEGE PROGRAMS. BOCES PROGRAMS ARE GREAT IF YOU ARE IN HIGH SCHOOL AND ARE ABLE TO ACCESS THEM THERE, BUT UNS WITH YOU YOU GRADUATE, IF YOU SIDE AFTERSCHOOLS HIGH SCHOOL THAT YOU THAN TOKE TO A CNA LONGER BE A TO TAKE THAT’RE NO PROGRAM FOR FREE, FOR LACK OF A BETTER TERM. YOU HAVE TO PAY THE TUITION. YOU HAVE TO PAY THE FEES. THE SAME THING IF YOU ARE AT A COMMUNITY COLLEGE. THOSE ARE NOT CHEAP COURSES. AND IF YOU ARE SOMEBODY WHO IS IN POVERTY OR ON THE CUSP OF POVERTY, THAT’S A BARRIER TO ENTRY, AND UNFORTUNATELY SINCE A LOT OF THOSE PROGRAMS ARE CERTIFICATION PROGRAMS, THEY DON’T QUALIFY FOR FINANCIAL AID. THEY’RE NOT CONSIDERED A EDUCATIONAL PROGRAM BY THE FEDERAL GOVERNMENT OR BY OUR STATE GOVERNMENT. SO YOU CAN’T GET A SUBSIDIZED LOAN. YOU’RE GOING TO TRY TO PAY OUT OF POCKET FOR THIS OR TAKE ON A HIGHER PRICED LOAN THAT’S GOING TO COST YOU EVEN MORE. WE NEED TO EXPAND OUR BOCES PROGRAM AND OUR COMMUNITY COLLEGE PROGRAMS. THEY’RE OUT THERE. WE NEED TURKEY MA THEM MORE ACCESSIBLE, AND IT WOULD BEHOOVE ME IF I DIDN’T LEAVE HERE WITHOUT TALKING ABOUT PUBLIC BENEFITS FOR OUR PUBLIC WORKFORCE. LABOR UNIONS NEGOTIATE PAY SCALES BUT WE DO NOT DETERMINE WHERE A JOB IS PLACED ON A PAY GRADE. AND A LOT OF TIMES WE LOOK AT WHERE THESE JOBS ARE PLACED AND BE WE’LL TALK ABOUT PEOPLE THAT WORK WITH A DEVELOPMENTAL DISABILITY. THEY’RE DOING THE HARDEST JOB POSSIBLE WITH CLIENTS WHO SOMETIMES THAT’S THE ONLY PERSON THAT THEY DEAL WITH. THEY MIGHT NOT HAVE FAMILY. WHEN WE LOOK AT WHERE THEY ARE IN THEIR PAY SCALE, WE’RE — THE STATE IS SHOWING US WHAT THE VALUE OF THAT WORKER IS, WHICH IS NOT MUCH. IT’S BARELY ABOVE THE STATE MINIMUM WAGE A LOT OF TIMES OF $15. WE’RE BARELY ABOVE PA THAT. EVEN WITH THE CONTRACTS THAT WE NEGOTIATE BECAUSE WE’RE NOT PLACE THAN JOB ON THE PAY GRADE. SO IF WE WANT TO GET SERIOUS ABOUT RECRUITING PEOPLE INTO STATE SERVICES, INTO HUMAN SERVICES, WE NEED TAKE A LOOK AT THE PAY, WE NEED TO LOOK AT WHERE ARE THESE JOBS PLACED. AND IT’S NOT COMPARING THEM TO THE PRIVATE SECTOR. PRIVATE SECTOR AND NON-PROFITS ARE, QUITE FRANKLY, NOT DOING ANY BETTER THAN THE STATE BECAUSE THERE’S NO PROFIT IN WHAT WE WERE DO, THERE’S NO WAY TO MAKE MONEY. IT IS IMPERATIVE FOR TO US LOOK AT THIS AND TRY TO MOVE THESE PEOPLE UP A PAY SCALE. AND THE BENEFITS. THERE USED TO BE A TRADEOFF. USED TO COME IN, MAKE LESS MONEY THAN THE PRIVATE SECTOR, ESPECIALLY IF YOU WERE A PROFESSIONAL. YOU HAD A REALLY SOLID PEAGES AND HAD GREAT INSURANCE, AND WE FLIPPED. THIS. WE FLIPPED THIS. IT IS A DETRIMENT TO PEOPLE COMING INTO STATE SERVICE. PEOPLE LOOK AT THAT AND SAY I CAN WORK AT OPWDD DOING SUPERDID I HAVE WORK, CARING FOR PATIENTS AND SIMONS I DON’T GET TO LEAVE ALL DAY AND MAKE JUST ABOVE MINIMUM WAGE AND I STILL HAVE TO PAY MORE FOR MY PENSION AND A LOT FOR HEALTH INSURANCE OR I CAN GO TO THE PRIVATE SECTOR IN NEW YORK CITY AND MAKE A LITTLE BIT LESS AND PEOPLE ARE TAKING THAT OTHER OPTION. SO I THINK THESE ARE THE THREE BARRIERS IN OUR MINDS THAT WE NEED TO START ADDRESSING THAT WE REALLY NEED TO LOOK AT AND WE LOOK FORWARD TO WORK ONE. THIS IS A LONG-TERM. IT’S BEEN A LONG-TERM PROBLEM THAT’S DEVELOPED AND IT’S NOT GOING TO BE SOLVED THIS SESSION OR NEXT YEAR, BUT I THINK WE CAN MAKE SOME REAL PROGRESS GROWING FORWARD.>>AT LEAST THAT TAKES SOME OF THE PRESSURE OFF ME WHEN YOU SAY WE’RE NOT GOING TO SOLVE THINK IT SESSION OR TWO YEAR.>>TWO YEARS.>>TWO YEARS P. THANK YOU VERY MUCH. MATT, DO YOU HAVE ANYTHING TO ADDSOME.>>NO, A LOT OF MY INFORMATION IS ANECDOTAL WITH WORKING WITH A LOT OF STATE WORKERS AND ALSO OUR NON-PROFITS HERE IN THE CITY. BUT AS JOSH SAID, A LOT OF THEM DO THIS WORK BECAUSE IT IS SOMETHING THEY REALLY BELIEVE IN, BUT I THINK WE DO HAVE TO DO A BETTER JOB OF MAKING SURE THAT THIS IS WORK THAT IS VALUED. WE ALSO HAVE TO DO A BETTER JOB OF REALLY SEEING WHAT WE CAN DO IN A CREATIVE WAY TO SIN OFIZE THIS WORK SO PEOPLE DID NOT LEAVE. THERE’S A VERY HIGH TURNOVER RATE. AND OUR WORKFORCE, AS AS HAIN BAE SAID, IS AGING. WE HAVE AN AGING WORKFORCE. BUT THE NEED IS NOT DECREASING. THE NEED FOR SOCIAL SERVICES AND THE NEED FOR A LOT OF THE WORK THESE STATE AGENCIES DO, WHICH AS I KNOW WHEN YOU MET ARE ALSO REVENUE GENERATING AGENCIES FOR THE STATE, SO IT BEY BEHOOVES THE STATE TO REALLY MAKE SURE THAT THESE AGENCIES ARE STAFFED AS BEST THAT THEY CAN.>>AND JOSH REALLY HIT ON SOME THINGS THAT I WE COLLABORATIVELY CAN COME UP WITH IDEAS THAT MAKES THIS STATE CIVIL SERVICE, LOCAL GOVERNMENT CIVIL SERVICE REALLY ATTRACTIVE TO A NEW GENERATION OF PEOPLE.>>I MET WITH SOME OF YOUR MEMBERS EARLIER IN THE FALL. IT STRUCK ME HOW SIMILAR TO WHAT I SAID ABOUT THE SUFFOLK COUNTY WORKERS THAT I MET, THEY REALLY ENJOYED WHERE THEY WERE WORKING, WHAT THEY WERE DOING BECAUSE THEY KNEW THEY WERE ADDING VALUE TO THE STATE AND TO THE FUNCTIONING OF THE STATE, AND THAT MORE THAN ANYTHING ELSE WAS THEIR DRIVER FOR WHY THEY WERE SO PASSIONATE AND COMMITTED TO THEIR JOB, WHICH I REALLY, REALLY APPRECIATED, AND I THINK SPEAKS TO WHY WE’RE EVEN HAVING THIS CONVERSATION IN THE FIRST PLACE. JOSH, YOU MENTIONED SOME OF THE PATHWAYS TO FIND PATHWAYS. EXPERIENCE, WHAT PATHWAYS CURRENTLY ARE DEFINED THAT YOU KNOW OF IN STATE GOVERNMENT THAT YOUR MEMBERS ARE ABLE TO TAKE ADVANTAGE OF, IF ANY?>>YEAH, I DON’T THINK THAT THERE’S ANY KIND OF OFFICIAL, FOR LACK OF A BETTER TERM, AVENUES ON HOW OUR MEMBERS ENTER. I WAS KIND OF CHUCKLE AT WHAT SOMEBODY SAID EARLIER, THE ONLY WAY YOU KNOW ABOUT A JOB IS BECAUSE OF A FAMILY MEMBER. WE HAVE GENERATIONS CSEA FAMILY MEMBERS THAT WORK WIN OPWDD OR OMH AND IT IS WORDS WORD OF MOUTH, AND THAT’S SOMETHING WE NEED TO GET BETTER AT. THERE ARE PEOPLE THAT LEAVE HIGH SCHOOL THAT DO NOT TO GO COLLEGE, AND THAT’S NOT A BAD THING, AND THAT’S OKAY. AND IF WE MARKET THE STATE TO THEM BECAUSE, QUITE FRANKLY, RIGHT NOW YOU COULD — IF YOU WENT TO ONE OF THE STATE CIVIL SERVICE WEBSITES, YOU COULD BE HIRED WITHIN A COUPLE WEEKS IN CERTAIN CBS, OMMH AND OPWDD WHERE WE HAVE HUGE STAFFING DEFICITS, BUT WE DON’T MARKET IT. WE DON’T TELL PEOPLE THESE JOBS ARE AVAILABLE. I THINK THAT’S PART OF OUR PROBLEM, SENATOR. WE TALK ABOUT THE PIPELINE. I DON’T KNOW WHAT WE HAVE HERE. IT’S JUST RANDOM PEOPLE COMING IN AT RANDOM TIMES TO MAYBE A WEBSITE OR SOMETHING LIKE THAT. AND THAT’S HOW WE GAIN ENTRY. I WISH THERE WAS MORE CONDENSED WAY TO DO IT. AND MAYBE THERE CAN BE. BUT I THINK WE DON’T — I DON’T THINK WE MARKET THIS PROPERLY. I DON’T THINK WE TELL PEOPLE WHAT’S AVAILABLE THEY COME OUT OF HIGH SCHOOL.>>THAT’S A POINT WELL TAKEN. I APPRECIATE THAT. DO YOU HAVE A SENSE, YOU KNOW, ONE OF THE BIG THEMES FROM TODAY, AS YOU’VE HEARD, HAS BEEN STUDENT LOANS AND DEBT. DO YOU HAVE A SENSE FROM YOUR MEMBERSHIP HOW MANY OF YOUR MEMBERS CARRY STUDENT DEBT? AND IF SO, WHAT THE LEVEL OF DEBT THAT BURDEN IS?>>I DON’T KNOW THAT ANSWER. WE DO KNOW — SO OUR MEMBERSHIP, MOST OF OUR JOBS DON’T REQUIRE A COLLEGE EDUCATION THAT ARE IN CSEA BARGAINING UNITS BUT WE DO KNOW ABOUT 50 PEST OR SO OF OUR MEMBERS HAVE A COLLEGE DEGREE OR SOME COLLEGE.>>POST-SECONDARY.>>EXACTLY. BUT IN TERMS OF THE DEBT LOAD THAT WE HAVE, WE DON’T KEEP TRACK OF THAT. THAT’S NOT SOMETHING WE KNOW. BUT IT IS SOMETHING THAT OUR MEMBERS TALK ABOUT, ESPECIALLY ONES THAT GO INTO JOBS LIKE SOCIAL WORK THAT ARE COMING OUT WITH A FOUR-YEAR DEGREE OR SOME OF THE MORE, YOU KNOW, REPRESENT.ALIZED JOBS THAT WE>>OKAY. YEAH, I’D BE — NOT JUST YOU, BUT EVEN WHEN I ASKED THE COMMISSION, NONIE HAS A REALLY GOOD SENSE OF THAT. BECAUSE I THINK THAT HELPS US NARROW DOWN, WE’RE TALKING ABOUT THIS BEING A PROBLEM REMEMBER HELPS US DRILL DOWN ON HOW BASIC PROBLEM IT ACTUALLY IS SO WE CAN THINK ABOUT TARGETED SOLUTIONS TO HELP THOSE FOLKS, WHETHER IT’S FORGIVENESS OR SOME OTHER AVENUE TO REALLY — BECAUSE I IMAGINE, TO YOUR POINT WEBSITES NOT EVERY STATE WORKER THAT HAS A COLLEGE DEGREE AND NOT EVERY STATE WORKER HAS A COLLEGE DEBT OR GRAD SCHOOL COURT LAW SCHOOL DEBT OR WHATEVER, SO REALLY HONING IN A SOLUTION THERE IS GOING TO BE CRUCIAL. WHAT — THERE WAS ONE KIND OF IMMEDIATE STEP OR TAKEAWAY THAT YOU WOULD PROPOSE OR RECOMMEND THAT WE SHOULD START THINKING ABOUT LIKE YESTERDAY, WHAT DO YOU THINK THAT WOULD BE?>>I THINK IT IS THE WHOLESALE MARKETING OF JOBS THAT ARE AVAILABLE. THERE ARE A TREMENDOUS NUMBER OF JOBS AVAILABLE TODAY, BUT THEY’RE BURIED. YOU CAN GO TO THE STATE CIVIL SERVES WEBSITE, AND THAT’S FINE. I MIGHT BE ABLE TO FIND IT BECAUSE I KNOW WHAT I’M LOOKING FOR. BUT WE NEED TO BE PROMOTING THESE JOBS. AND I WILL GIVE TO IT PLACES LIKE OMH AND OPWDD, THEY HAVE BEGUN TO START TRYING TO USE SOCIAL MEDIA TO CRANK UP THEIR RECRUITING, BUT I DON’T THINK IT’S ENOUGH. I MEAN, I DON’T THINK WE’RE TALKING ABOUT THIS AS OFTEN AS WE SHOULD BE.>>GREAT.>>AND CAN I JUST HONE IN ON ONE THING YOU SAID.>>YES.>>STUDENT LOANS, AND I AGREE WE NEED TO PROBABLY FIND A SOLUTION TO THE DESIGN IT LOANS, ESPECIALLY IN THE PUBLIC SECTOR, BUT ONE WAY WE CAN ADDRESS THIS ON THE FRONT END IF SOMEBODY COMES IN WITHOUT A COLLEGE DEGREE, AND THE STATE COMES IN, WE’LL PAY FOR IT YOU WANT TO, AN RN IS IF WE’RE GOING TO HELP OR PAY FOR IT IF YOU STAY WORKING FOR US. THAT WAY WE’RE PAYING OUR IMMEDIATE KNIFED DIRECT CARE WORKER AND FILL IN LATER ON WHEN WE NEED SOMETHING MORE FICKEL TECHNICAL OR SOMEBODY WITH MORE EDUCATION. HOPEFUL THEY’RE GOING TO STAY WITH THE STATE AT THAT POINT BECAUSE THEY LIKE WORKING HERE, THEY SEE THEIR PENSION, THEY HAVE HEALTH INSURANCE BE, ET CETERA. I THINK THAT’S ONE WAY LIKE WE CAN LOOK AT IT GOING FORWARD RATHER THAN JUST TRYING TO LOOK BACKWARDS ON THIS.>>I THINK THAT MAKES A LOT OF SENSE. IN MY MIND, I MENTION THIS HAD EARLIER, WE HAVE THIS EXCELSIOR @SCN THE STATE.MBER OF STUDENTS IN I WOULD MUCH RATHER SEE A PROGRAM LIKE THAT FOR ALL STUDENTS WITH A PUBLIC SERVICE COMPONENT ATTACHED TO IT. I THINK THAT’S A GREAT WAY OF INCENTIVIZING GETTING PEOPLE INTO THE PUBLIC SECTOR AND REALLY HELP — STUDENTS WHOY PROBABLY NEED THAT HELP THE MOST, FRANKLY, TAKE A CAREER THAT’S FULFILLING, WORTHWHILE, IMPORTANT, BUT ALSO NOT BURDENING THEM WITH FOUR LIFETIMES OF DEBT. THANK YOU VERY MUCH. REALLY APPRECIATE YOU BOTH BEING HERE.>>THANK YOU. YOU.>>OKAY. OUR NEXT PANELIST IS PRESIDENT OF THE COMMISSION ON INDEPENDENT COLLECTIONS COLLEGES AND UNIVERSITIES MARY BETH LABATE.>>GOOD AFTERNOON. GOOD AFTERNOON, SENATOR. THANK YOU FOR HOSTING THIS HEARING ON NEW YORK’S PIPELINE TO PUBLIC SERVICE AND FOR YOUR FOCUS ON MOVING THIS CONVERSATION FORWARD. A WAS IN PUBLIC SERVICE FOR 30 YEARS, AND I FEEL PASSIONATELY ABOUT HOW IMPORTANT IT IS TO ATTRACT YOUNG TALENT, AND SO I’M REALLY GLAD THAT THIS CONVERSATION IS HAPPENING. I’M MARY BETH LABATEY AND I’M PLEASED TO JOIN YOU AS PRESIDENT ON THE COMMISSION OF INDEPENDENT COLLEGES AND UNIVERSITIES REPRESENTING MORE THAN 100 PRIVATE NOT-FOR-PROFIT COLLEGES AND UNIVERSITIES AND NEARLY 5 00,000 STUDENTS ACROSS NEW YORK. WHEN WE TALK ABOUT CAREERS IN PUBLIC SERVICE, WE RIGHTLY THINK ABOUT CAREERS IN GOVERNMENT EITHER AS AN ELECTED OFFICIAL OE A STATE OR LOCAL AGENCY ON POLICY ISSUES, BUT WHAT THIS HEARING I THINK THAT IS REALLY BROUGHT OUT IS WE ALSO NEED TO THINK ABOUT IT IN CAREERS IN NURSING, TEACHING, ENGINEERING, AMONG OTHERS. PRIVATE — AND THAT’S WHERE THINK PRIVATE NOT-FOR-PROFIT COLLEGES CAN BE PARTICULARLY HELPFUL IN ENSURING A PIPELINE. WE’RE RESPONSIBLE FOR EDUCATING MANY OF THE MEN AND WOMEN WHO ENTER INTO PUBLIC SERVICE. WE CONFER 55% OF DEGREES IN POLITICAL SCIENCE AND GOVERNMENT, 65% OF ALL NURSING DEGREES IN THE STATE, 58 PERCENT OF DEGREES IN PUBLIC ADMINISTRATION AND ALMOST 60% OF ALL DEGREES IN TEACHING. WE HAVE 15 LAW SCHOOLS IN NEW YORK AND 13 OF THEM ARE NOT-FOR-PROFITS, AND I THINK WE KNOW THERE ARE SOMETIMES IN THE LEGAL CAREER, FOREIGN, THERE’S THIS BENT UNCOMFORTABLE THERE’S THIS BENT TO GOING IN THE PUBLIC SECTOR AND I THINK THAT’S A GOOD THING TO BUILD UPON. SO HOW CAN WE BUILD A STRONGER PIPELINE? I HAVE THREE QUICK RECOMMENDATIONS FOR YOU, AND MANY OF THEM YOU WILL HAVE HEARD THROUGHOUT THIS MORNING. I THINK STUDENTS WHO HAVE A NATURAL BENT TOWARDS PUBLIC SERVICE MUST BE GIVEN THE TOOLS TO GET THERE. TODAY I OFFER THREE SUGGESTIONS. A FIRST STEP IS TO PROVIDE FINANCIAL INCENTIVES. FINANCIAL AID TO INCENTIVE A STUDENTS TO PURSUE CAREERS IN PUBLIC SERVICE WHICH ARE SELL THOMAS LUCRATIVE AS PUBLIC-PRIVATE SECTOR CLEARS ACROSS. CURRENT NEW YORK SHERIFF’S OFFICE SEVERAL GRANT PROGRAMS DESIGNED TO ENCOURAGE GRADUATES TO ENTER CERTAIN CAREERS HOWEVER THEY ARE NOT WELL FUNDED NOR WELL PUBLICIZED. SO AS WE LOOK TOWARD THE FUTURE NEW YORK HAS AN OPPORTUNITY TO BE A NATIONAL LEADER AND TAKE A MORE COMPREHENSIVE APPROACH TO% INSTITUTING PROGRAMS THAT INCENTIVIZE STUDENTS TO ENTER PUBLIC SERVICE. WE’VE SEEN HOW OTHER STATES INCENTIVIZED STUDENTS INCLUDING A RECENTLY ANNOUNCED PROGRAM IN CALIFORNIA WITH THEIR CIVIC ACTION FELLOWSHIP LENDER STUDENTS UP TO 10,000 DOLLARS TO PUT TOWARDS THEIR COLLEGE COSTS IN EXCHANGE FOR ONE SEMESTER WORKING IN PUBLIC SERVICE. IN NEW YORK, I THINK WE HAVE A GOOD EXAMPLE OF AING EXISTING SCHOLARSHIP PROGRAM THAT’S DESIGNED TO ENCOURAGE MORE STUDENTS TO ENTER THE TEACHING PROFESSION. LAST YEAR, THE GOVERNOR VETOED A BILL THAT WOULD EXTEND THE EXISTING SCHOLARSHIP PROGRAM TO STUDENTS WHO ABANDON INTEND PRIEF COLLEGES DESPITE THE FACT THAT OUR INSTITUTIONS CONFER MORE TEACHING CREASE THAN ANY OTHER SECTOR. IF WE ARE GOING TO BE SERIOUS ABOUT PUBLIC SERVICE, WE HAVE TO TAKE A HOLISTIC APPROACH THAT INCENTIVIZES ALL STUDENTS, NOT JUST THOSE WHO ATTEND PUBLIC INSTITUTIONS. I THINK WHAT MAKES OUR STATE WORK GREATEST IS WHEN WE WORK AS ONE HIGHER EDUCATION ECOSYSTEM, SO WE’RE ALWAYS CONCERNED WHEN WE SEE DISCUSSIONS, BE INCENTIVES THAT REALLY FOCUS ON ONE OR THE OTHER SECTOR. WE ARE GREAT PARTNERS WITH SUNY AND CUNY. THEY’RE GREAT INSTITUTIONS. BUT WE KEAT-GATE 500,000 STUDENTS THAT I ALSO WANT TO PLAY A ROLE IN CIVIC ENGAGEMENT AND THAT’S WHERE WE HOPE THAT CONVERSATION WILL GO. A SECOND STEP IS TO PROVIDE EXPOSURE TO MEANINGFUL INTERNSHIP EXPERIENCES IN PUBLIC SERVICE. THESE INTERNSHIPS SHOULD BE PAID, THEY SHOULD HAVE A STRONGER MENTORSHIP COMPONENT, AND THEY SHOULD GIVE STUDENTS AN POSSIBILITY TO IAN ARRAY OF POSSIBILITY EVERYTHING FROM WORKING NOT-FOR-PROFIT TO WORKING AT THE STATE, CITY AND LOCAL LEVELS. FINALLY, I RECOMMEND REVIEWING THE CIVIL SERVICES SYSTEM, AS I THAT THOSE INTERESTS IN PUBLIC SERVICE HAVE ADEQUATE PATHWAYS IN, PARTICULARLY IF WE WANT TO ATTRACT PUBLIC SERVICE WORKFORCE TAT LOOKS LIKE THE PEOPLE THAT WE ARE SERVING. WE NEED TO LOOK PAST A ONE SIZE FITS ALL. TODAY’S YOUNG PEOPLE ARE NOT REALLY THAT KEEN ON SHOWING UP ON A SATURDAY MORNING TO TAKE A CIVIL SERVICE TEST IN ALL INSTANCES, AND I THINK THERE ARE THINGS THAT WE CAN DO AND THINGS THAT I KNOW THE STATE IS MOVING TOWARDS THAT PROVIDE MORE FLEXIBILITY SO THAT YOU CAN TAKE ADVANTAGE OF AND GIVE MORE CREDENCE TO EXPERIENCES AND OTHER FACTORS WHEN MAKING SELECTIONS IN CIVIL SERVICE. IT’S A DIFFERENT ERA THAN WHEN I CAME THROUGH THE CIVIL SERVICE SYSTEM. YOU TOOK A TEST, AND IF YOU GRADED WELL ON THE TEST, YOU WERE IN. THAT JUST DOESN’T RESONATE WITH YOUNG PEOPLE ANYMORE. AND WITH THAT, I’D BE GLAD TO ANSWER ANY QUESTIONS YOU HAVE, AND I REALLY DO APPRECIATE YOU TAKING UP THIS TOPIC.>>THANK YOU. THANK YOU VERY MUCH. I THINK JUST BASED ON MY LAST THOMPSON THE IDEA OF PUBLIC INVESTMENT IN SCHOLARSHIPS AND FELLOWSHIPS AND INCENTIVES, I LOVE THE IDEA, AND I’M REALLY INTRIGUED IN PROBABLY EXPLORING THIS IDEA MORE WITH YOURSELF AND A LOT OF THE OTHER PANELISTS WHO SPOKE EARLIER THOUED. I KNOW IT MIGHT BE HARD BECAUSE YOU REPRESENT A LOT OF DIFFERENT INSTITUTIONS, BUT DO YOU HAVE AR PERCENTAGE, EVEN IF IT’S A BALLPARK, OF GRADUATES FROM PRIVATE UNIVERSITIES OR POST-SECONDARY INSTITUTIONS END UP WORKING IN SOME FORM OF GOVERNMENTAL SERVICE OR ANY LEVEL OF GOVERNMENT?>>HAVE THAT. THAT’S NOT DATA THAT’S READILY COLLECTIBLABLE. THAT’S WHY I TRIED TO GIVE YOU A I SENSE OF DEGREES WE CONFER BECAUSE TO SOME EXTENT YOU CAN SEE THAT CERTAIN DEGREES WILL BE MORE LIKELY TO LEAD SOMEONE INTO PUBLIC SERVICE.>>I FIGURED THAT WOULD BE A HARD NUMBER TO GET. IT WOULD BE INTERESTING — TO YOUR POINT ABOUT WANTING TO HAVE ONE ECOSYSTEM OF HIGHER EDUCATION, AND I THINK THE FIRST STEP IN KIND OF ADDRESSING THIS QUESTION OR ANSWERING THIS QUESTION THAT WE’RE HERE TO EXPLORE IS KIND OF MAPPING OUT TO THE POINT I MADE EARLIER ABOUT HOW 50% OF CITY TEACHERS COME FROM THE CUNY SYSTEM. THAT’S A DATA POINT THAT WE SHOULD MAP OUT. I THINK WE NEED TO MAP OUT THE ENTIRE PARAMETERS OF THIS LANDSCAPE SO WE UNDERSTAND WHERE –>>AND THE DATA ON TEACHERS WHO ARE IN NEW YORK, THAT IS DATA THAT’S AVAILABLE, AND I THINK CUNY HAS ABOUT HALF AND I THINK PRIVATE NOT-FOR-PROFITS CONFER THE OTHERS.>>EXACTLY. OUTSIDE OF THE TEACHING CONTEXT, UNDERSTANDING WHERE WE ARE, WHERE WE’RE PULLING OUR PUBLIC WORKERS FROM AND WHETHER THEY ARE — ARE THERE PROGRAMS THAT ARE WORKING REALLY WELL AT THE SUNY LEVEL THAT A PRIVATE COLLEGE JUST DOESN’T KNOW ABOUT THAT COULD BE DEVELOPED ON THEIR END OR VICE VERSA, ARE THERE PIPELINES OR OPPORTUNITIES, MAYBE A GREAT PRIVATE UNIVERSITY HAS A GOOD RELATIONSHIP WITH THEIR LOCAL COUNTY GOVERNMENT AND THEY HAVE A FEEDER GOING RIGHT INTO THOSE POSITIONS, WHEREAS THE LOCAL PUBLIC INSTITUTION DOES NOT. SO I’D LOVE TO EXPLORE WITH YOU DOWN THE ROAD HOW WE CAN MAP OUT MORE DIRECTLY BECAUSE I THINK IT WILL HELP INFORM JUST WHERE WE TAKE THIS DISCUSSION AND HOW WE CAN STRENGTHEN WHAT’S EXISTING AND BUILD WHAT NEEDS TO BE BUILT ACROSS THE BOARD. DO YOU HAVE ANY INSIDER INFORMATION AS TO WHAT EXISTING PARTNERSHIPS MAY EXIST BETWEEN INDIVIDUAL PRIVATE INSTITUTIONS AND CERTAIN LEVELS GOVERNMENT? AGAIN, I KNOW YOU THE MIGHT BE ANECDOTAL BUT DO YOU HAVE EXAMS ELSE. OF GOOD PARTNERSHIPS THAT WE SHOULD LOOK AT AS PART OF THIS?>>ACTUALLY I WAS INTRIGUE BY THE PARTNERSHIP BETWEEN COMMUNITY AND CITY’S WORKFORCE DEVELOPMENT, ONE OF YOUR FIRST SPEAKERS. WE DO THAT EPISODICALLY ACROSS THE STATE, MOSTLY ONE-OFFENSE BETWEEN OURSELVES AND COUNTY — ONE-OFFS BETWEEN SERVICES AND COUNTY GOVERNMENTS, BUT I THINK WHAT’S REALLY IMPORTANT IS TO START HAVING THOSE DISCUSSIONS AGAIN ON A BROADER LEVEL. IT’S NOT ABOUT THE ECOSYSTEM. SO ONE OF THE FIRST THINGS I DID, ONCE BARBARA SPOKE, IS SAID LET’S HAVE THOSE DISCUSSIONS WITH SUNY, LET’S HAVE THOSE DISCUSSIONS WITH PRIVATE NOT-FOR-PROFITS, AND I DO THINK THAT’S A FORUM THAT THE STATE CAN PROVIDE FOR THAT. HOW DO YOU BRING TOGETHER EVERYONE TO MAKE CERTAIN THAT THERE ARE THOSE PATHWAYS SO THAT EVERYONE’S NOT KIND OF DOING THEIR OWN THING, WHICH CAN BE PRETTY INEFFICIENT.>>RIGHT. AND IT LEAVES IN SOME WAYS A SYSTEM BUILT ON EITHER INSTITUTIONAL RELATIONSHIPS, THE EXAMPLE IF THE HEAD OF CAREER DEVELOPMENTAL NYU KNOWS THE COMMISSIONER, I’M LIKE, OKAY WEEK WE NEED STUDENTS FOR THIS, AND IT’S BASED ON A RELATIONSHIP, BUT IT’S NOT CAPTURING THE FULL UNIVERSE OF STUDENTS THAT WE’RE TRYING TO SERVICE AND ATTRACT AND RECRUIT.>>CORRECT. SO WE DO CAREER FAIRS. EVERY ONE OF OUR SCHOOLS DOES MULT CAREER FAIRS AND WE ALWAYS HAVE GOVERNMENT PARTNERS THERE WITH US. BUT I DO THINK A BROADER UMBRELLA SO THAT IT’S MORE ORGANIZED WOULD BE REALLY BENEFICIAL.>>AND DO YOU THINK THAT THERE NEEDS TO BE MORE DONE — IT SOUNDS LIKE THERE’S A LACK OF COORDINATION IN TERMS OF, YOU KNOW, WHETHER IT’S FROM THE GOVERNMENT SIDE OR THE INSTITUTION SIDE, OF COORDINATING, MAKING SURE. ONE OF THE PANELISTS SPOKE ABOUT WE COME WHEN WE’RE INVITED TYPE OF THING. DO YOU THINK THERE NEEDS TO BE MORE PROACTIVE COORDINATING ON THE GOVERNMENT SIDE OR THAT THE HIGHER EDUCATION INSTITUTION SHOULD TAKE ON THAT KIND OF TRIAGING IS THE WRONG WORD, KIND OF SONSIATOR ROLE, IF YOU WILL — CONCIERGE ROLE, IF YOU WILL, IN BRINGING IN THE GOVERNMENTAL PARTNERS FOR CAREER FAIRS OR TRAININGS OR WORKSHOPS OR WHATEVER? WHERE DO YOU SEE THAT?>>MY EXPERIENCE WITH OUR CAMPUSES IS THEY ARE QUITE — THEY ARE VERY INTENT ON BRINGING IN GOVERNMENT TO CAREER FAIRS, MAKING CERTAIN THAT STUDENTS KNOW ABOUT OPPORTUNITIES THERE. WHAT I FEAR SOMETIMES IS THAT GOVERNMENT MIGHT NOT ALWAYS THINK ABOUT OUR STUDENTS JUST BECAUSE THERE IS SUCH A PROMINENCE OF, SAY, CUNY HERE OR MAYBE SUNY AND OTHER AREAS. SO I JUST THINK IT’S IMPORTANT TO BE PART OF THAT CONVERSATION BECAUSE WE KNOW WHEN WE ARE PART OF IT, THEN OUR GOVERNMENT PARTNERS SAY WELL, OF COURSE, THAT MAKES PERFECT SENSE. YOU HAVE TALENT TOO. IT’S SOMETHING THAT MAKES CERTAIN THAT THOSE CONVERSATIONS ARE HAPPENING THAT DON’T ALWAYS RELY ON AN INSTITUTION REACHING OUT TO GOVERNMENT AND SAYING WE WANT TO BE HELPFUL HERE.>>RIGHT. OKAY. THAT’S HELPFUL. AND LASTLY, DO YOU HAVE A SENSE — I’M SURE THIS DATA ISIBLE. AVAILABLE, I JUST DON’T KNOW IT OFFHAND — WHAT THE AVERAGE DEBT LOAD FOR A GRADUATE OF A PRIVATE INSTITUTION IN NO, IS?>>FOR A FOUR-YEAR, FOR UNDER GRADUATE DEGREE ABOUT 70% OF STUDENTS BORROW, AND THE AVERAGE IS ABOUT $32,000 FOR ALL FOUR YEARS.>>SO THEY GRADUATE WITH AN AVERAGE $32,000 DEBT LOAD.>>$32,000. IN CONTRAST, SUNY STUDENTS GRADUATE WITH ABOUT $27,000, ABOUT A SIMILAR PERCENTAGE OF SUNY STUDENTS GRADUATE WITH $27,000 OF DEBT. YOU HEAR A LOT ABOUT THAT FORGIVENESS, AND I JUST WANT TO PUT ONE DATA POINT ON THERE FOR YOU. I THINK WHEN YOU TALK ABOUT BORROWING, EVERYONE WANTS TO LIMIT THE A BORROWING, ABSOLUTELY — AMOUNT OF BORROWING. I THINK IF YOU’RE MAKING A CHOICE BETWEEN BORROWING FOR A CAR AND BORROWING FOR YOUR COLLEGE EDUCATION, I WOULD END COMING UP, BORROW FOR YOUR COLLEGE EDUCATION BEFORE YOU BUY THAT FIRST CAR BECAUSE WE KNOW THE RETURN ON INVESTMENT IS SIGNIFICANT. WHEN YOU LOOK AT THE REALLY I THINK MORE — THE MORE CONCERNING NUMBERS ON BORROWING, WHEN YOU LOOK AT THE STUDENTS WHO ARE BORROWING $100,000 OR MORE, THAT’S ABOUT 5% OF THE OVERALL STUDENT BORROWING POPULATION, AND WHAT WE SEE THERE, AND IT’S INTERESTING, THE 5% WHO BORROW OVER $100,000 OR TYPICALLY THOSE WHO HAVE GONE ON FOR GRAUD WORK, LAW SCHOOL, MEDICAL SCHOOL, ENGINEERING. THEY ARE ALSO THE HIGHEST PERCENTAGE TO REPAY BECAUSE THEIR INVESTMENT HAS PAID OFF. WOULD IT BE GREAT — AND THEY’RE PART OF THE HIGHEST QUINTILE FAMILY INCOMES. SO MORE ON THE NATIONAL STAGE, WHEN PEOPLE SAY LET’S RETIRE ALL DEBT, MOST EXPERTS WILL SAY TO YOU BE CAREFUL ABOUT THAT BECAUSE THERE ARE STUDENTS IN LOWER-INCOME SCALES WHO ARE REALLY STRUGGLING WITH BORROWING, BUT WHEN YOU SAY, LET’S RETIRE ALL DEBT, LET’S FORGIVE ALL DEBT, YOU’RE GOING TO BE BENEFITING PERHAPS HIRE INCOME FAMILIES THAN YOU MAY HAVE THOUGHT. I KNOW THAT’S NOT BEING DEBATED AT THE STATE LEVEL BUT I THINK IT’S JUST AN INTERESTING THING TO UNDERSTAND ABOUT STUDENT BORROWING. THERE ARE DEFINITELY POCKETS THAT STRUGGLE, AND WE SHOULD BE ADDRESSING, AND ONE WAY WE SHOULD BE ADDRESSING THEM IS PROVIDING MORE FINANCIAL AID, BUT THERE ARE ALSO POCKETS, THE MAJORITY OF FOLKS THANKFULLY ARE ABLE TO SERVICE THEIR LOANS, AND I THINK THAT SPEAKS TO THE VALUE OF A CUNY, SUNY AND A PRIVATE EDUCATION DEGREE.>>DO YOU KNOW HOW MANY STUDENTS YOU REPRESENT THAT WORK WHILE THEY ARE ENROLLED IN SCHOOL?>>I DON’T HAVE THAT NUMBER.>>I WONDER — I HAD THIS EXCHANGE WITH A CUNY CHANCELLOR AT OUR BUDGET HEARING A COUPLE WEEKS AGO. WE CAN SAY THAT X NUMBER OF STUDENTS GRADUATE DEBT-FREE OR MINIMAL DEBT, WHICH IS GREAT, BUT SOMETIMES — THAT DOESN’T MEAN THAT THEY HAVE FOUR YEARS SCOT-FREE WHERE THEY’RE NOT WORKING TWO OR THREE JOBS, RIGHT, IN ORDER TO MAKE THAT TUITION PAYMENT AND THAT RENT PAYMENT AND THAT ROOM AND BOARD PAYMENT OR WHATEVER. TO THE POINT THAT YOU RAISED ABOUT CREATING MORE EXPERIENTIAL OPPORTUNITIES, IF YOU ARE TRYING TO GRADUATE DEBT-FREE OR MINIMAL DEBT AND YOU HAVE TO WORK TWO JOBS, YOU MIGHT NOT HAVE THE ABILITY TO TAKE THAT INTERNSHIP THAT’LL GET ON YOU THAT — INTO THAT PIPELINE.>>RIGHT.>>SO I’D BE CURIOUS TO KNOW WHAT NUMBERS OF THOSE STUDENTS ARE ACTUALLY ABLE TO TAKE ON SPECIAL LEARNING IN THAT WAY AND WHICH PERCENTAGE, WHAT PERCENTAGE CAN’T BECAUSE THEY ARE STRUGGLING TO MAKE SURE THAT THEY DON’T TAKE ON THAT DEBT BURDEN.>>I THINK WHERE THOSE COULD MELD WELL IS TO CREATE PROGRAMS WHERE THAT ESSENTIAL LEARNING IS PAID. SO — EXPERIENTIAL LEARNING IS PAID, SO THEY HAVE THE BEST OF BOTH.>>GREAT. THANK YOU VERY MUCH. THANK YOU FOR BEING HERE.>>THANK YOU.>>ALL RIGHT. OUR NEXT PANEL WILL BE MICHAEL CASH NEL OH, MATTHEWES STEP AND JESSICA. THE MELISSA HIGHER EDUCATION PROGRAM AT THE COLLEGE OF STATEN ISLAND. YOU GUYS WAITED A WHILE. THANK YOU FOR YOUR PATIENCE.>>YOU’RE WELCOMEEVERYBODY READ. THANK YOU.>>SO WE’RE HERE FROM HRC MORK CITY AND SPECIFICALLY THE MELISSA REGIO HIGHER EDUCATION PROGRAM. AHRC IS THE LARGEST SERVICE PRESERVER IN STATE FOR PEOPLE WITH INTELLECTUAL AND DEVELOPMENTAL DISABILITIES. FIRST WE WANT TO START BY THANKING YOU, SENATOR FOR YOUR CONE ONGOING SUPPORT OF THIS COMMUNITY. WE KNOW YOU MET WITH OUR YOUNG E. STUDENTS, THE BROOKLYN BLUE FEATHER SCHOOL LAST MONTH AND HAVE MET WITH SEVERAL ON YOU ADVOCATES IN ALBANY LAST WEEK ON AN ONGOING BASIS. WE REALLY APPRECIATE THE SUPPORT THAT YOU’VE GIVEN. BUT IN TERMS OF EMPLOYMENT, THE SITUATION FOR PEOPLE WITH DISABILITIES IS PARTICULARLY STARK. WE’RE AT A BOYNTON POINT IN THEE ONLY 35% OF PEOPLE WITH DISABILITIES ARE ACTUALLY IN THE WORKFORCE. THAT’S LESS THAN HALF OF GENERAL POPULATION. THOSE THAT ARE WORKING ARE EARNING SIGNIFICANTLY LESS, ABOUT 20% LESS THAN THEIR NON-DISABLED COLLEAGUES, AND AS A RESULT THEY’RE MUCH MORE LIKELY TO BE LIVING IN POVERTY. WE’RE TRYING TO ADDRES THIS THROUGH EDUCATION IN THE MELISSA PROGRAM WHICH MICHAEL CAN TELL YOU A LOT MORE ABOUT.>>HELLO, SENATOR. NICE IS ON SEE YOU AGAIN.>>HOW ARE YOU?>>I’M WELL, THANK YOU. THE MELISSA REGIO HIGHER EDUCATION PROGRAM GAVE ME THE CHANCE TO SOAR TO NEW HEIGHTS. IT GAVE ME JOB AND I AM IT GAVE ME READINESS FOR THE REAL WORLD, READINESS FOR THE WORKFORCE, AND REALLY TAUGHT ME TO HOWE TO YOU COMMITTEE IN A REPETITIVE FIELD FOR JOBS. AND I JUST I TOOK A LOT OF COLLEGE CLASSES AND DID A LOT OF INTERNSHIP WHICH INCLUDED JOB TRAINING. I WORKED AT THE STATEN ISLAND PRIDE CENTER AND AT THE CSI LGBTQ RESOURCE CENTER THROUGH THE OFFICE OF STUDENT LIFE, AND I CURRENTLY HOLD A JOB AS A SIDELINED COMMUNITY PARTNERSHIP PROGRAM AMBASSADOR THREW THE NEW YORK FAMILY WHICH IS THE STATEN ISLAND COMMUNITY PARTNERSHIP PROGRAM. AND I DO WITH THE HELP AND SUPPORTIVE MY WONDERFUL MENTORS AND MY STAFF, INCLUDING THESE TWO ON EACH SIDE. AND IT’S A REALLY GREAT OPPORTUNITY GOING THROUGH THE PROGRAM, GET LIKE JOB SKILLS AND READINESS FOR THE WORKFORCE.>>HELLO. MY NAME IS JESS YEAH GIORGIO AND I’M THE PROGRAM DIRECTOR FOR MELISSA REGIO PROGRAM AT THE THE COLLEGE OF SIGNED AND ALSO BMCC DOWN THE PLOK. I JUST WANT TO GIVELY ALE OVERVIEW OF THE PROGRAM SO YOU CAN BETTER WANT YOU WE DO. THE MELISSA REGIO PROGRAM HAS BEEN AROUND FOR OVER THE PAST DECADE AND HAS SERVED OVER 184 STUDENTS. THE PROGRAM IS SEPARATED AT THE STRUCTURE IN FOUR DIFFERENT AREAS. ACADEMICS, WHICH IS REALLY IMPORTANT. STUDENTS ARE ON CAMPUS FOR FOUR YEARS AND SIT IN AS A NON-MATRICULATED BASIS IN TWO IMPORTANT TO HELP STUDENTSEALLY DEVELOP SOCIAL SKILLS AND NETWORK THEMSELVES AMONGST THEIR PEERS. SELF ADVOCACY, WHICH IS ANOTHER BIG TOOL THAT WE PUSH. AND LASTLY, CAREER EXPLORATION AND SELF-DISCOVERY. PEOPLE TO GO COLLEGE TO UNDERSTAND WHO THEY ARE AND WHAT THEIR PASSIONS ARE, AND THAT’S SOMETHING THAT IS VERY IMPORTANT IN OUR OWN CURRICULUM. AND ALL STUDENTS OR AT LEAST MOST STUDENTS GO TO SCHOOL BECAUSE THEY WANT SUPREME COURT THAT’S THE SAME FOR OUR STUDENTS. AND THAT’S — THEY WANT CAREERS. THAT’S THE GOAL THAT STUDENTS WILL ATTEND THIS POST-SECONDARY OPPORTUNITY, PARTICIPATE IN INTERNSHIPS IN THEIR FIELD OF CHOICE BOTH ON CAMPUS AND IN THEIR STUDENTS, AND LEAVE WITH THE SKILLS TO BE COMPETITIVE IN THE WORKFORCE AND HAVE A MEANINGFUL CAREER AFTER THEY GRADUATE.>>GREAT. THANK YOU. WHERE — SO YOU HAVE 184 STUDENTS YOU’VE SERVICED OVER THE LAST DECADE.>>TEN YEARS.>>THE PAST TEN YEARS.>>PAST TEN YEARS. HOW MANY INCIDENTS DO YOU HAVE ANY ANY GIVEN YEAR? HOW MANY STUDENT DO YOU HAVE RIGHT NOW IN YOUR PROGRAM?>>SO AT THREE CAMPUSES WE ARE A FOUR-YEAR PROGRAM AND ACCEPT FIVE STUDENTS PER COHORT AND AT BMCC WE’RE’S THREE-YEAR PROGRAM, SO WE ACCEPT FIVE STUDENTS PER YEAR AND WE GRADUATE FIVE STUDENTS.>>OKAY. GREAT. AND YOU HELP PREPARE FOR WORKFORCE DEVELOPMENT FOR ANY PROFESSION, NOT NECESSARILY JUST GOVERNMENT OR SOME FORM OF GOVERNMENT, IS THAT CORRECT?>>CORRECT.>>GREAT. AND HAVE YOU HAD ANY PLACEMENTS IN PUBLIC SECTOR POSITIONS OF ANY KIND, AT ANY LEVEL, AND CAN YOU SPEAK TO THAT A LITTLE BIT?>>SO WE’VE HAD OUR RELATIVELY LOW NUMBER OF PEOPLE WHO HAVE WORKED IN GOVERNMENT SECTOR JOBS, BOTH AS GRADUATES FROM THE MELISSA REGIO PROGRAM AND AS WELL IN THE SUPPORTED EMPLOYMENT PROGRAMS THAT WE OFFER OUTSIDE OF THE MELISSA REGIO PROGRAM. THERE ARE DEFINITELY SOME PROJECTS THAT PEOPLE THAT WE SPOTTER ARE WORKING IN BUT THEY’RE RELATIVELY SMALL IN NUMBER AND IT’S SOMETHING WE WOULD REALLY LIKE TO SEE INCREASED.>>WHAT, AS YOU SEE IT, WHAT ARE THE OBSTACLES OR BARRIERS THERE? IS IT A LACK OF COMMUNICATION WITH DIFFERENT PARTNERS IN GOVERNMENT? IS IT THE TRAINING THAT YOU ARE PROVIDING NOT MATCHING THE TRAINING THAT’S REQUIRED? WHERE DO YOU SEE THE ISSUES FROM YOUR PERSPECTIVE?>>WELL, JUST TO SPEAK ABOUT THE PROGRAM A LITTLE BIT, STUDENTS ATTEND ON A NON-MA TRICK PLATED LATED BASIS SO THEY’RE NOT LEAVING WITH A COLLEGE DEGREE, SO MAYBE MORE EDUCATION THAT MAYBE THE GOVERNMENT THAT WE HAVE PEOPLE THAT ARE SKILLED AND ALSO PROUD TO GO TO WORK AND EXCITED HAD? IN THE PAST STUDENTS WERE DEVELOPMENTAL DISABILITIES DID NOT HAVE THE OPPORTUNITY TO GO TO COLLEGE. HOWEVER, NOW THEY DO, SO GOING TO SCHOOL, HAVING A JOB GIVES PEOPLE IDENTITY, AND OUR STUDENTS WANT TO WORK AND WHEN THEY DO THEY ARE VERY SUCCESSFUL BECAUSE THEY’RE DOING SOMETHING HA THEY FEEL PASSIONATE ABOUT.>>WE HAVE A LOT OF STUDENTS IN OUR PROGRAM THAT WENT ON TO LIKE JOBS IN THE CITY, LIKE PAID INTERNSHIPS IN THE CITY. A LOT OF THEM DID VERY, VERY WELL.>>OKAY. SO WE HAVE TO FIGURE OUT A WAY TO KIND OF GET THEM PERMANENT PLACEMENTS IN THOSE JOBS I GUESS IS THE NEXT STEP.>>ABSOLUTELY.>>IN ADDITION TO THE ISSUES WITH THE COLLEGE DEGREE, MANY OF THE PEOPLE THAT WE SUPPORT GRADUATED WITH IEP DIPLOMAS OR OTHER ALTERNATE CREDENTIALS FROM HIGH SCHOOL, WHICH PUTS THEM AT A SIGNIFICANT DISADVANTAGE WHEN LOOKING FOR ANY KIND OF EMPLOYMENT, WHETHER IT’S IN THE PUBLIC OR PRIVATE SECTOR, AND MANY PEOPLE WIND UP APPLYING FOR JOBS, IF THEY DON’T HAVE THE ABILITY TO CHECK THAT BOX THAT SAYS I HAVE A HIGH SCHOOL DIPLOMA DUE TO AN ALTERNATIVE CREDENTIAL, THE DOOR IS CLOSED BEFORE THEY CAN MEET WITH A HIRING MANAGER OR GET AN INTERVIEW REGARDLESS OF WHAT OTHER SKILLS THAT PERSON MAY POSSESSION.>>INTERESTING.>>JUST TO PIGGYBACK ON WHAT MATT SAID, WE WORK REALLY WELL ALSO WERE SENATOR CARLUCCI TO PASS A LAW ABOUT HAVING — ACCEPTING AN IEP DIPLOMA AS A HIGH SCHOOL DIPLOMA TO GET INTO A JOB.>>SO I WANT TO CLARIFY. HE CREATED A BILL THAT CURRENTLY IS IN THE EDUCATION COMMITTEE S3890 WHICH WOULD ALLOW THAT IEP DIPLOMA TO SERVE FOR ENTRY LEVEL POSITIONS. IT HAS NOT BEEN PASSED. IN ALL HONESTY IT’S UNLIKELY TO LEAVE THE EDUCATIONAL COMMITTEE. IF IT DOES, WE WOULD REALLY APPRECIATE YOUR SUPPORT.>>OKAY.>>WE HAVE YOUR BACK ON THIS ONE.>>I WILL — I WOULD LIKE STAFF SITTING BEHIND ME TO ILL PULL THE BILL SO I CAN LOOK AT A WHEN I GET BACK TO MY OFFICE.>>SOUNDS WONDERFUL. THANK YOU.>>ABSOLUTELY. MICHAEL, LET ME ASK YOU, WHAT WAS THE BIGGEST BENEFIT FOR YOU FOR THE PROGRAM? AND WHAT WOULD YOU LIKE TO SEEKS PANNED OR MADE BETTER ABOUT THE PROGRAM?>>WELL, THE BIGGEST BENEFIT. THAT’S A REALLY GOOD QUESTION. IT’S A REALLY GOOD QUESTION. THE BIGGEST BENEFIT WAS HELPING ME FIND MY VOICE AND HELP ME FIND MY CAREER, FIND MY INTERESTS, EXPLORE OUTSIDE MY COMFORT ZONE, AND WOULD I LOVE TO SEE FOR FUTURE EXPANSION IS FOR OTHER STUDENTS LIKE ME TO STEP OUT OF THEIR COMFORT ZONE, FOR THEM TO BE COMFORTABLE WITH BEING UNCOMFORTABLE. AND FINDING THEIR CAREER, FINDING SOMETHING OUTSIDE WHAT THEY’RE KNOWN FOR.>>AND WOULD YOU EVER WANT TO WORK FOR THE CITY OR THE STATE OR, YOU KNOW, IN SOME CAPACITY IN SOME WAY, SHAPE OR FORM?>>HEY, I’M UP FOR A CHALLENGE.>>WHAT WOULD YOU WANT TO DO?>>I DON’T KNOW. LIKE MAYBE — MAYBE TEACH SPECIAL EDUCATION THEATER.>>OKAY.>>SO IT SEEMS WE NEED TO FIND A PATHWAY TO GET NEW THAT PLACEMENT.>>YES.>>GREAT. THANK YOU IS FOR BEING HERE. THANK YOU ALL FOR TESTIFYING AND REALLY ADDING AN EXTRA SHADE OF COLOR TO THIS DISCUSSION. I THINK IT’S REALLY IMPORTANT. SO THANK YOU VERY MUCH.>>THANK YOU.>>OKAY. NEXT UP WE ARE GOING TO HAVE ADEMOLA OLUWO AND LEAH GONZALEZ FROM THE PUBLIC EMPLOYEES FEDERATION.>>GOOD AFTERNOON. MY NAME IS ADEMOLA OLUWO. I HERE ON BEHALF MY UNION, THE PUBLIC EMPLOYEES FEDERATION, PEF. WE ARE AN ACCOUNTS LEADER AND EXECUTIVE BOARD MEMBER. I AM ALSO A STATE GOVERNMENT EMPLOYEE AT THE DEPARTMENT OF FINANCIAL SERVICES. I’VE BEEN WORKING FOR PUBLIC SERVICE FOR 32 YEARS. THANK YOU VERY MUCH, SENATOR GUINN ARDES, FOR THE THE IDEA OF ESTABLISHING A CIVIL SERVICE PIPELINE. GRADUATE STUDENTS ARE TRAINED FOR AND RECRUITED DIRECTLY INTO PUBLIC SECTOR JOBS. AS A LONGTIME PUBLIC SERVANTS AND A. OF THE PUBLIC SECTOR WORKFORCE MORE MORE THAN THREE DECADE WEEK I’M CERTAIN WE ARE AWARE AND I AGREE THAT THE PUBLIC SECTOR CAREER WITH THE STATE OF NEW YORK CAN BE REWARDING BOTH FINANCIALLY AND IN THE NATURE OF THE WORK. IN ADDITION, IT OFFERS JOB STABILITY, SECURITY, FLEXIBILITY, AND THE ABILITY TO RETIRE WITH A GOOD PENSION AND DIGNITY. I REPRESENT OVER 32,000 PROFESSIONAL, SCIENTIFIC AND TECHNICAL EMPLOYEES IN THE STATE’S WORKFORCE. MANY PEF MEMBERS ARE REACHING RETIREMENT AGE, AND WE ARE AGREED THAT AS THE STATE’S WORKFORCE AGES OUT, IT IS IMPORTANT TO ATTRACT YOUNG PEOPLE AND GIVE THEM A REASON TO CONSIDER PUBLIC SECTOR EMPLOYMENT. FOR EXAMPLE, PEF REPRESENTS ABOUT 9,000 PUBLIC SECTOR RNs WHO ARE WORKING AT SUNY HOSPITALS, OMH OR P OPWDD, OCFS AND DEPARTMENT OF CORRECTIONS FACILITIES. MOST FOLKS ARE KNOW ABOUT THE SHORTAGE AND THE PATIENTS-STAFFING RATIO. THE RN RECRUITMENT AND RETENTION PROBLEM IS EVEN WORSE FOR PUBLIC SECTOR NURSES DUE TO LOW SALARIES COMPARED TO PRIVATE HOSPITALS AND POOR WORKING CONDITIONS. SPECIFIC RN PIPELINE PROGRAM TARGETED TOWARD RECRUITING STUDENTS OUT OF HIGH SCHOOL AND COLLEGE THAT OFFER TUITION REIMBURSEMENT BENEFITS, LOAN FORGIVENESS AND THE OPPORTUNITY TO PURSUE ADVANCED NURSING DEGREES AT A LOWER COST COULD ATTRACT MORE YOUNG PEOPLE INTO THE NURSING PROFESSION. HOWEVER, INCREASING PUBLIC SECTOR RN SALARIES AND IMPROVING WORK CONDITIONS IS ESSENTIAL IN RESOARING NURSING RETALIATION STORING NURSING AS A CAREER PATH. WHILE WE WELCOME CREATING A PIPELINE, IDEAS TARGETED TO INCREASE THE CIVIL SERVICE AND STATE WORKFORCE, WE MUST GO ON RECORD ADAMANTLY OPPOSE INNING PLAN THAT WOULD CIRCUMVENT THE CIVIL SERVICE SYSTEM NON-COMPETITIVE APPOINTMENTS SHOULD BE MADE WHEN COMPETITIVE EXAM NOT PRACTICALLABLE. EXAMS SHOULD ONLY BE MADE WHEN A POSITION CANNOT BE COMPETITIVELA CONFIDENTIAL RELATIONSHIP EXISTS. SEVERAL YEARS AGO, GOVERNOR CUOMO IMPLEMENTED A PROGRAM KNOWN AS THE EMPIRE STATE FELLOWS PROGRAM. THE PROGRAM WAS ESSENTIALLY A TWO-YEAR FELLOWSHIP FOR YOUNG PROFESSIONALS AND RECENT COLLEGE GRADUATES. WE ARE THE END OF TWO-YEAR PROGRAM. THE FELLS OWES WILL BE GIVEN AN OPPORTUNITY TO SERVE AS PUBLIC POLICY LEADERS IN NEW YORK STATE GOVERNMENT WITHOUT HAVING TO TAKE A CIVIL SERVICE EXAM. WE BELIEVED THEN AND WE STILL BELIEVE NOW THAT PROGRAMS SUCH AS THE EMPIRE STATE FELLOWS DISREGARDS THE LONGSTANDING NEW YORK STATE CONSTITUTIONAL SAFEGUARD THAT CIVIL SERVICE POSITIONS WILL BE MADE ACCORDING TO MERIT AND FITNESS BY WAY OF A COMPETITIVE EXAMINATION. WE HAVE SEEN THE NEGATIVE IMPACT THIS HAS ON CURRENT, DILIGENT, DEDICATED, COMPETENT, KNOWLEDGEABLE AND HARD WORKING EMPLOYEES’ MORALE. DUE TO COMPLACENCY AND THE EVOLVING NATURE OF THE BUSINESS, IT TAKES AN AVERAGE OF FOUR YEARS BEFORE ANYONE CAN HAVE A BASIC UNDERSTANDING AND KNOWLEDGE OF THE WORK WE DO. PEF REPRESENTS EDUCATED, HIGHLY SKILLED PUBLIC SERVANTS WHO ARE PROUD TO HAVE END THE OPPOSITION THROUGH THE COMPETITIVE — EARNED FROM THE COMPETITIVE. FREE FROM COUNTYISM AND NEPOTISM AS SORBED WITH NON-COMPETITIVE APPOINTMENTS. WHILE WE WELCOME NEW YOUNGER WORKERS TO OUR UNION RANKS AND PLAN TO CIRCUMVENT THE CIVIL SERVICE SYSTEM WILL FURTHER ERODE THE VERY SYSTEM WE AS PUBLIC SERVANTS SUPPOSED TO BE WORKING UNDER. PEF HAS LOOKED AT WAYS TO BRING YOUR YOUNG PEOPLE INTO THE STATE WORKFORCE BY EDUCATING THEM ABOUT WHAT IT MEANS TO BE A MEMBER OF A UNION AND THE VALUE UNIONS BRING TO ALL THE COMMUNITIES IN NEW YORK STATE. WE ARE THE PEOPLE WHO PROVIDE VITAL PUBLIC SERVICES TO ALL NEW YORKERS. IN CLOSING, WE WERE WELCOME PARTNERING WITH YOU IN YOUR EFFORTS TO ATTRACT YOUNG PEOPLE TO THE STATE’S WORKFORCE, AS LONG AS IT IS TRULY A STUDY CIVIL SERVICE SYSTEM. THANK YOU AGAIN FOR THE OPPORTUNITY TO BE HERE TODAY AND I WILL TAKE YOUR QUESTIONS.>>THANK YOU VERY MUCH. YOU TALKED ABOUT WAYS THAT YOU LOOK TO BRING YOUNGER MEMBERS AND NEWER, THE NEXT GENERATION WORKERS INTO THE SYSTEM. CAN YOU TALK A LITTLE BIT MORE ABOUT THAT. WHAT EFFORTS DOES THE UNION DO TO ATTRACT AND MARKET TO YOUNGER MEMBERS, RECRUIT PEOPLE FOR POTENTIAL EMPLOYMENT IN GOVERNMENT? COULD YOU SPEAK A LITTLE BIT ABOUT YOUR ONGOING EFFORTS.>>IN THE LAST FEW YEARS, PEF HAS ENGAGED IN SEVERAL COMMUNITY OUTREACH. WE GO OUT TO THE DIFFERENT FAIRS. ANY TIME WE HAVE THE OPPORTUNITY TO GO TO THE COLLEGE CAMPUSES. WE ALSO HAVE SOME OF OUR MEMBERS. WE TALK TO THE STUDENTS ABOUT THE OPPORTUNITIES THAT ARE AVAILABLE OUT THERE AND IN TERMS OF WHAT THEY CAN DO TO REALLY JOIN THE RANKS. SO THESE ARE THINGS PEF HAS DONE AND WE CONTINUE DOOD FOR THE COMMUNITY.>>– CONTINUE TO DO FOR THE COMMUNITY.>>ONE OF THE THINGS WE HEARD FROM ONE OF THE STUDENTS WHO TESTIFIED EARLIER WAS THEIR DESIRE FOR MORE FLEXIBILITY IN HOW THEY APPROACH THEIR — WHAT THEY LOOK FOR IN A CAREER PATH AND WHAT THEY LOOK FOR IN CAREER OPPORTUNITIES. HOW DO YOU THINK WE CAN BALANCE THE CONCERNS THAT YOU RAISED VERSUS WHAT STUDENTS WHO ARE GRADUATING TODAY, LOOKING FOR IN EMPLOYMENT OPPORTUNITIES?>>I BELIEVE SOME OF THAT CAN BE DONE BY ALLOWING FOR OTHER ALTERNATIVES OF PRIVATE COMPANIES OF EMPLOYEES OUT THERE LIKE DALE COMMUTING, A WORK SCHEDULE THAT HAS MOW FLEXIBILITY IN TERMS — MORE FLEXIBILITY IN TERMS OF THE TIME AND THE HOURS THAT EMPLOYEES WORK, AND THESE ARE SOME THINGSE ENGAGED THE STATE ON AND WE ARE CURRENTLY, I BELIEVE THERE ARE SOME PROGRAMS OUT THERE FOR THE DEPARTMENT OF LABOR, THE DEPARTMENT OF TRANSPORTATION A I HAVE PILOT PROGRAM. WE ARE EXPLORING OF THIS SOME OF THESE AS WE SPEAK AND WE THINK THESE ARE THINGS THAT COULD ENCOURAGE YOUNG PEOPLE TO COME INTO THE PUBLIC WORKFORCE AS WELL.>>WHAT RETENTION ISSUES DO YOU SEE FACING THE WORKERS THAT YOU? THE WORKERS THAT ARE LEAVING, WHY ARE THEY LEAVING? IS IT JUST BECAUSE THEY’RE AGING OUT? AND WHAT CAN WE BE DOING STRUCTURAL TOW HELP RETAIN THOSE WORKERS THAT WE CURRENTLY HAVE?>>BECAUSE WE REGULATE THE INSURANCE AND BANKING INDUSTRIES, SOME OF OUR COUNTERPARTS, THEY SEE HOW MUCH THE FEDERAL GOVERNMENT PAYS THEIR EMPLOYEES. THAT’S NUMBER ONE. THEY ARE PAID MORE THAN THE STATE. AND WE FIND THAT IN RECENT YEARS WE HAVE SEEN A LOT OF OUR NON-COMPETITIVE POSITIONS ON FILLING THOSE JOB OPPORTUNITIES THAT WE REGULATE TO OUR MEMBERS. FOR A LOT OF EMPLOYEES WITNESS ONCE THEY START SEEING THAT, BELIEVE THERE ARE OPPORTUNITIES OR A CAREER IS KIND OF DONE, SO THEY LOOK HAT OTHER PLACES WHERE THEY CAN ADVANCE.>>DO YOU HAVE A SENSE FROM YOUR MEMBERSHIP, KIND OF THE SAME QUESTION I ASKED CSEA, HOW MANY OF THEM ARE COLLEGE GRADUATES AND WHAT THEIR DEBT LOAD, IF ANY, MIGHT BE FROM STUDENT LOANS? DO YOU KEEP THAT INFORMATON OR DO YOU HAVE ACCESS TO IT?>>I DON’T HAVE ACCESS TO THAT INFORMATION.>>I WOULD SAY THAT MOST, MOST OF OF OUR MEMBERS ARE ACTUALLY COLLEGE GRADUATES BY NATURE OF MEMBERSHIP IN PEF. WE REPRESENT PROFESSIONAL SCIENTIFIC AND TECHNICAL WORKERS IN STATE GOVERNMENT, AND MANY OF THE — MANY OF THE TITLES, IT’S OVER 3,000 TITLES REPRESENTED BY PEF, ACTUALLY REQUIRE AN UNDERGRADUATE DEGREE. NOW, AS TO DO WE HAVE A SENSE OF HOW MUCH THEIR STUDENT LOAN DEBT IS, I DON’T KNOW. WE CAN TAKE THAT QUESTION BACK AND TRY TO FIND OUT. I IMAGINE, AS SOMEONE WHO IS ACTUALLY NOT A MILLENNIAL BUT AS I GEN XER, I STILL HAVE UNDERGRADUATE DEBT WHICH I’M ONLY SEEING SORT OF LIKE I’M IN THE FINAL STRETCH. I THINK I’LL 59 HAVE IT PAID OFF IN THE NEXT YEAR OR TWO. SO I WOULD SUSPECT THAT A SUGGESTS NUMBER OF THEM DO. IN FACT, IT DOES COME UP OFTEN IN MEMBERSHIP MEETINGS, IS VARIOUS WAYS FOR STUDENT DEBT RELIEF. I WANTED TO JUST MAKE A FEW WICK POINTS.>>SURE.>>AS LONG AS –>>GO AHEAD.>>I NOTICED, YOU KNOW, THROUGHOUT THE MORNING THAT THERE WERE SOME FOLKS, SOME WITNESSES WHO WERE TESTIFYING ON BEHALF OF LOCAL GOVERNMENT WHO VIEW THE CIVIL SERVICE SYSTEM AND THE MERIT AND FITNESS SYSTEM AS AN OBSTACLE OR A CHALLENGE. I THINK THAT WE WOULD JUST — WE WOULD ARGUE THAT IT SHOULDN’T BE LOOKED AT AS AN OPEN STACK. IT SHOULD JUST BE LOOKED AT AS A TOOL, A PROVEN TOOL THAT PRODUCES A QUALIFIED, EXPERIENCES AND VALUES-DRIVEN CANDIDATE POOL. JUS VERY RECENTLY WE HAVE PEF MEMBERS, STATE FIREFIGHTERS THROUGH DISHES, THE DEPARTMENT OF HOMELAND SECURITY AND EMERGENCY SERVICES, WHO ASSISTED WITH THE RESPONSE TO FLOODING IN UPSTATE NEW YORK, AND IN FACT HELPED RESCUE AN INFANT WHO THEY THEN HANDED OFF TO THE GOVERNOR. WE REPRESENT SCIENTISTS AT WADSWORTH LABORATORIES WHO ARE WORKING VERY DILIGENTLY TO GET TO THE BOTTOM OF THE VAPING AND e-CIGARETTE DEATHS AS WELL AS, YOU KNOW, THE CORONAVIRUS. WE HAD RNS, SUNY R NS WHO TOOK THEIR OWN VACATION TIME TO VOLUNTEER IN THE AFTERMATH OF HURRICANE MARIA IN 2017. AND WE HAVE FIRE PREVENTION SPECIAL EXISTS BUILDING INSPECTORS WHO ARE IN PUERTO RICO NOW, OVER TWO DOZEN, I BELIEVE TAKING THEIR OWN VACATION TIME TO HELP THE RESIDENTS OF THE ISLAND IN THE AFTERMATH OF THE EARTHQUAKE. AND LAGSLY BECAUSE IT’S INCREDIBLY COURAGEOUS, THERE ARE CAREER CIVIL SERVANTS WHO ARE FIGHTING TO PRESERVE THE INTEGRITY OF THE U.S. DEPARTMENT OF JUSTICE EVEN AT THEIR OWN EXPENSE. SO I JUST HIGHLIGHT THESE EXAMPLES TO UNDERSCORE THAT THE SYSTEM WORKS IN PRODUCING EXPERIENCED AND INCREDIBLY DEDICATED PUBLIC SERVANTS.>>NO DOUBT FOR SURE THERE’S OBVIOUSLY VERY LARGE NUMBER OF OUR PUBLIC WORKERS WHO ARE DOING INCREDIBLE, INCREDIBLE WORK, AND JOBS THAT ARE ABSOLUTELY CRITICAL AND FUNDAMENTAL TO NOT JUST THE DAILY OPERATION OF THE STATE BUT JUST ADDRESSING MORE GLOBAL ISSUES AND CHRISTS AND HUMANITARIAN ISSUES AND WHAT NOT. THERE’S NO DOUBT ABOUT THAT. YOU HAD MENTIONED SPECIFICALLY NURSING AND CHALLENGES ARE RECRUITING AND RETAINING NURSES, ESPECIALLY AT THE PUBLIC LEVEL, AND YOU LAID OUT SOME OF THE CHALLENGES. IN YOUR EXPERIENCE OR TO YOUR UNDERSTANDING, IS IT — DO YOU FIND THAT THERE ARE NURSE CANDIDATES WHO DON’T WANT TO TAKE THE POSITIONS OR THERE IS A LACK OF AVAILABLE CANDIDATES TO EVEN RECRUIT IN THE FIRST PLACE?>>WOULD I SAY>>I WOULD SAY IT’S PROBABLY BOTH. SO WE’VE ACTUALLY HAD OUR RN LEADERS DISCUSS THESE ISSUES WITH THE DEPARTMENT OF HEALTH AS PART OF THEIR SAFE STAFFING STUDY THAT THEY’VE BEEN CONDUCTING, BUT THE PUBLIC SECTOR RN CIVIL SERVICE TITLE, INCLUDING THE GRADE AND THE JOB DESCRIPTION, HAS NOT BEEN UPDATED IN YEARS. SO WHEN WE MAKE REFERENCE TO THE FACT THAT ONE OF THE OPEN STACKS IS INCREDIBLY LOW PAY — OBSTACLES IS INCREDIBLY LOW PAY, I BELIEVE IT HASN’T BEEN UPGRADED LITERALLY SINCE THE ’80. SO THE RATE IS LOW. THE JOB DESCRIPTION HASN’T BEEN UPDATED. AND THE WORKING CONDITIONS ARE VERY CHALLENGING BECAUSE OF THE NATURE OF BEING SHORT-STAFFED AND, YOU KNOW, THE NATURE OF HAVING TO AT TIMES OFTEN WORK BACK-TO-BACK SHIFTS AND AT TIMES HAVING TO WORK OVERTIME AND AT TIMES NOT BEING ABLE TO EAT LUNCH OR TAKE BREAKS. SO WHAT OUR MEMBERS HAVE BEEN TELLING US IS THAT EVEN YOUNGER NURSES WHO ARE COMING IN AND SAYING, YOU KNOW, LET’S SAY AT SUNY STONY BROOK OR DOWNSTATE BECAUSE, YOU KNOW, BECAUSE THEY HAVE A JOB OFFER, THEY’RE COMING IN, THEY’RE SEEING HOW DIFFICULT THE JOB, THEY’RE OVERWORKED, THE PAY IS NOT GOOD, THE PAY IS BETTER AT NON-PROFIT HOSPITALS AND TEACHING HOSPITALS, AND THEY CAN’T PLAN FOR VACATIONS. THEY SOMETIMES HAVE TO WORK BACK-TO-BACK SHIFTS. SO SOME OF THEM DON’T STAY VERY LONG. THE TURNOVER IS VERY HIGH. AND THEN IT’S HARD TO GET R NS BACK IN THE DOOR. THE DEPARTMENT OF HEALTH THEMSELVES WHO HAVE RNS ON THEIR INSPECTOR TEAMS HAVE BASICALLY SAID LIKE WE KNOW, WE’RE EXPERIENCING THE SAME PROBLEMS IN TRYING TO GET RNS TO COME WORK FOR US. SO IT’S A COMPLICATED ISSUE.>>RIGHT.>>THAT IS NOT JUST SPECIFIC TO PUBLIC SECTOR NURSING BUT ACROSS ALL NURSING, AND, YOU KNOW, ANY KIND OF PIPELINE THAT CAN BE CREATED THAT CAN AT LEAST OFFER A BETTER QUALITY OF WORK LIFE LIKE PLANNED VACATIONS AND LIKE KNOWING, YOU KNOW, THAT YOU WON’T HAVE TO WORK OVERTIME ON CERTAIN DAYS BECAUSE COLLEAGUES ARE OUT SICK JUST BY VIRTUE OF THE FACT THAT THERE’S NOT ENOUGH NURSES, THOSE CAN GO A LONG WAY. AS WELL AS TUITION REMISSION AND TUITION ASSISTANCE WITH GETTING ADVANCED DEGREES. RNS IN NEW YORK STATE ARE NOW REQUIRED TO GET A BSN. THOSE COSTS ARE NOT NECESSARILY DEFRAYED.>>THANK YOU. THAT’S VERY, VERY HELPFUL. ONE OF THE REASONS I SAID, BECAUSE AS I UNDERSTAND IT, ONE OF THE PROBLEMS WE HAVE, ESPECIALLY WITH NURSING, IS THE LACK OF AVAILABLE CLINICAL SPOTS FOR NURSES TO GET THE CLINICAL TRAINING THEY NEED IN ORDER TO GET THEIR DEGREES, AND SO WE’RE SEEING A SHORTAGE OF NURSES ACROSS THE BOARD, WHICH I THINK THEN FURTHER EXACERBATES THE CHALLENGES YOU JUST IDENTIFIED BECAUSE NOW THEY’RE MORE IN DEMAND. AND SO WHEN YOU CAN’T BE COMPETITIVE ON SOME OF THE COMPENSATION OR WORK BALANCE FACTORS, IT MAKES THE CHOICE FOR THE NURSES THAT ARE LEFT A LOT EASIER TO GO TOWARDS THE PRIVATE SECTOR PLACEMENT THAN TO WORK IN THE PUBLIC SECTOR.>>EXACTLY. AND ACTUALLY ONE OF THE CONSEQUENCES, I WOULD BE REMISS IF I DIDN’T MENTION THIS ON BEHALF OF OUR RN LEADERS, IS THAT PUBLIC HOSPITALS AND EVEN PRIVATE HOSPITALS WILL THEN SORT OF DEAL WITH THE STAFFING CRUNCH BY BRINGING IN PRIVATE AGENCY RNS WHO ARE ESSENTIALLY LIKE PART-TIME PER DIEM, THEY’RE NOT CIVIL SERVICE, THEY’RE NOT UNION. THEY GET PAID HAD A LOT MORE THAN THE RANK AND FILE NURSES. AND THEY ARE NOT SUBJECT TO HAVING TO COVER DOUBLE SHIFTS OR NOT BEING ABLE TO TAKE VACATION, YOU KNOW, SO IT’S A REALLY FRUSTRATING SITUATION FOR OUR NURSES THAT HOPEFULLY SOMETHING CAN BE DONE ABOUT, TOO, AND AS WE A RATE THE STATE’S RN SAFE STAFFING STUDY.>>YOU’VE ANSWERED ALL MY QUESTIONS. THANK YOU VERY MUCH. REALLY APPRECIATE YOU BEING HERE.>>THANK YOU VERY MUCH. THANK YOU FOR INVITING US TO PARTICIPATE.>>ABSOLUTELY. THANK YOU.>>AND THEN THERE WERE TWO PANELS LEFT SO WE’RE GETTING THERE. OUR NEXT PANEL WILL BE LISA FUTTERMAN FROM THE WORKFORCE DEVELOPMENT INSTITUTE AND DAN CULLEN ALSO FROM THE WDI.>>GOOD AFTERNOON AND THANK YOU, SENATOR GUINN ARDES FOR THE INFORMATION TO APPEAR TODAY. MY NAME IS LISA FUTTERMAN AND I’M THE NEW YORK CITY REGIONAL DIRECTOR FOR IF WORKFORCE DEVELOPMENT INSTITUTE. WDI IS A STATEWIDE NON-PROFIT AND PARTNER TO ORGANIZED LABOR THAT ORKS TO GROW AND KEEP GOOD JOBS IN NEW YORK STATE. WE USE A RANGE OF STOOLS TO STILL FACILITATE PROJECTS THAT BUILD WORKFORCE STRENGTHEN PLIERS ABILITY TOW HIRE, PROMOTE AND RETAIN WORKERS. YOU’VE EXPRESSED AN INTEREST IN DEVELOPING A PIPELINE OF SKILLED WORKERS TO FEED NEW YORK’S PUBLIC SERVICE JOBS. I’D LIKE TO PROVIDE A FEW WORKFORCE TRENDS FROM THE FIELD THAT HAVE BEEN IDENTIFIED BY DWI AND ARE RELEVANT TO THIS DISCUSSION. ONE, IT’S A TIGHT LABOR MARKET. MANY EMPLOYERS ARE PROJECTING SIGNIFICANT RETIREMENTS WITHIN THE NEXT FIVE YEARS WITH BOTH THE PUBLIC AND PRIVATE SECTORS COMPETING FOR THE SAME WORKFORCE WORKFORCE. TWO, DESPITE THIS TIGHT LABOR MARKET THERE REMAINS A SIGNIFICANT POPULATION THAT IS EITHER UNDEREMPLOYED, AND THAT INCLUDES COLLEGE GRADS, OR HAVE STRUGGLED TO FIND QUALITY JOBS. THREE, THE PUBLIC IS LARGELY UNAWARE OF MANY CAREER OPPORTUNITIES AND THE EDUCATION OR EXPERIENCE THAT THEY REQUIRE. IN RESPONSE TO THESE TRENDS, DWI HAS SPENT A SIGNIFICANT AMOUNT OF TIME IN THE MANUFACTURING, CONSTRUCTION, I.T. AND HEALTH CARE SECTORS ON TWO TYPES OF INITIATIVES TO DEVELOP PIPELINES OF WORKERS. BOTH INITIATIVES HAVE PAID OFF. THE FIRST INITIATIVE IS EXPANSION OF CAREER AWARENESS AND EXPOSURE EVENTS AIMED A BOOSTING THE PROFILE GOOD JOBS THAT ARE GOING UNFILLED. WE HAVE PARTNERED WITH UNIONS AND EMPLOYERS TO CONNECT EDUCATORS AND STUDENTS TO INFORMATION ABOUT CAREER PATHS, INCLUDING THE EDUCATION REQUIRED TO PURSUE THEM. EMPLOYERS MUST BE VERY INVOLVED IN THIS EFFORT TO ENSURE ITS SUCCESS. WE BELIEVE THAT SIMILAR CAREER AWARENESS EFFORTS ANTED BOTH LOCAL COMMUNITIES AND AT COLLEGE CAREER CENTERS WOULD YIELD SIMILAR RESULTS FOR CIVIL SERVICE. AIMED AT. WE ALSO RECOMMEND THAT OUTREACH EFFORTS INCLUDE CURRENT CIVIL SERVICE WORKERS WHO CAN TALK ABOUT WHAT THEY DO, THEIR CAREER TRAJECTORIES AND HOW PUBLIC SERVICE JOBS HAVE LED TO FINANCIAL SELF-SUFFICIENCY. THE SEC INITIATIVE IS PRE-EMPLOYMENT TRAINING. NUR WORK DEVELOPING SKILLED WORKER PIPELINES WE HAVE ENCOUNTERED SITUATIONS WHERE EMPLOYERS HAVE REQUIRED PRE-EMPLOYMENT TRAINING OF CANDIDATES. IN THESE CASES, THE BEST PRACTICE IS TO DEVELOP CUSTOMIZED TRAINING IN RESPONSE TO INDUSTRY DEMAND. THIS IS DONE WITH A WIDE RANGE OF PARTNERS INCLUDING EMPLOYERS, UNIONS AND TRAINING PROVIDERS. IN DEVELOPING A PIPELINE OF WORKERS FOR CIVIL SERVICE, SIMILAR PRE-EMPLOYMENT TRAINING EFFORTS COULD BE HELPFUL, INCLUDING TEST PREPARATION AND/OR TARGETED TRAINING WHEN A SPECIFIC CERTIFICATION OR KNOWLEDGE IS REQUIRED. WE RECOMMEND THAT THESE EFFORTS BE CLOSELY ALIGNED WITH CIVIL SERVICE. IN CLOSING, WE BELIEVE THAT CIVIL SERVICE JOBS HOLD GREAT PROMISE IN TERMS OF CAREER GROWTH AND FINANCIAL SECURITY. WE AGREE WITH YOU THAT DEVELOPMENT OF A LARGE AND TALENTED POOL OF POTENTIAL PUBLIC EMPLOYEES IS AN EFFORT THAT IS BOTH TIMELY AND NECESSARY. WE WILL DO WHATEVER WE CAN DO HELP IN THIS EFFORT. THANK YOU.>>CAN YOU — AND I APPRECIATE THAT IN BOTH YOUR RECOMMENDATIONS YOU TALK ABOUT INCLUDING CURRENT CIVIL SERVICE WORKERS. CAN YOU KIND OF STECH OUT IN YOUR CONCEPTION WHAT THAT WOULD LOOK LIKE AND HOW WE CAN TAP INTO THAT.>>IF YOU DON’T MIND I WILL TAKE THAT ANSWER. BLYTHE ON WHAT WE HAVE DeMINT OTHER INDUSTRIES IS THAT LISA MENTIONED. SO OUR STAFF MOSTLY WORKS WITH — WE MEET WITH ABOUT 1,000 DIFFERENT ENTITIES ACROSS THE STATE IN A DIVEN YEAR. WE MOSTLY WORK IN THOSE OTHER SECTORS WITH EVERYTHING MANUFACTURING, CONSTRUCTION, I.T. AND HEALTH CARE AND WE HAVE FOUND THAT PEOPLE WANT TO SEE PEOPLE WHO LOOK LIKE THEM, FIRST OF ALL, IN THESE CAREERS. THEY WANT TO UNDERSTAND THAT THERE ARE PEOPLE WHO ARE MAYBE JUST A FEW YEARS OLDER THAN THEM THAT HAVE BEEN SITTING WHERE THEY ARE WHILE THEY’RE MAKING DECISIONS ABOUT CAREERS, WHO CAN TELL THEM WHAT THE ACTUAL FIRST YEARS LOOK LIKE. IT’S ONE THING TO TALK ABOUT WAGES. IT’S ONE THING TO TALK ABOUT RETIREMENT AND LONG-TERM BENEFITS. BUT IT’S ANOTHER THING TO TALK ABOUT LIFESTYLE. IT’S SOMETHING TO TALK ABOUT WHAT THIS ACTUALLY AFFORDS ME. A LOT HAS BEEN SAID TODAY ABOUT THE DIGNITY OF PUBLIC SERVICE, AND I FULLY AGREE AND SUPPORT THAT, AND I THINK THERE’S SOMEBODY TO GO SAID THERE, TOO, FOR YOUNG PEOPLE. MILLENNIALS HAVE BEEN ACCUSED OF KILLING A LOT OF THINGS. WE HAVE HAVE AWAY BEEN ACCUSED OF KILLING LAND LINES AND CHAIN RESTAURANTS, AND I DON’T WANT US TO BE THE GENERATION THAT KILLS PUBLIC SERVICE BY ANY MEANS.>>THAT’S GOOD. I LIKE THAT.>>YEAH. I THINK WE’VE BEEN ACCUSED –>>I’LL USE THAT ONE.>>THAT’S WHY I’M HERE TODAY, GIVE YOU WHATEVER YOU NEED. SO I DON’T WANT US TO MAKE — WE’VE ALSO BEEN ACCUSED OF BEING IDEALISTS IS WHERE I WAS GOING WITH THIS, AND STOP BEING A DREAMER, STOP THINKING YOU CAN CHANGE THE WORLD, AND PUBLIC SERVICE IS ABOUT THINKING I CAN CHANGE MY CORNER OF THE WORLD, AND WE NEED TO APPEAL TO THAT IN YOUNG PEOPLE. SO WHEN WE TALK ABOUT YEAR AWARENESS EVENTS, ACTUALLY BRING SOME OF YOUR YOUNG STAFF PEOPLE. DON’T BRING THE PEOPLE WHERE IT’S A DEFINITE BENEFIT, THEY’VE BEEN THERE FOR MANY, MANY YEARS WITH BE IT’S GOOD FOR THEM TO GET OUT FOR THE DAY, I BRING YOUNG PEOPLE WHO CAN TELL THAT STORY OR BETTER YET CREATE CONTENT THAT HELPS TELL THAT STORY, SOMETHING THAT CAN BE SHOWN ON SOCIAL MEDIA, SHORT VIDEOS. I’M TOLD THESE ARE CALLED THUMB STOPPERS. THINGS AS WE’RE SCROLLING THROUGH WE LOOK AT THEM AND MAYBE THEY’RE 30 SECONDS, MAYBE THEY’RE MAINTAIN, AND IT TALKS ABOUT NOT JUST WHAT MY JOB IS BUT WHO I AM, AND I BASE THIS ON SOMETHING I DID WI A SEMICONDUCTOR PLANT UP IN SARATOGA SPRINGS AREA. THEY MAKE COMPUTER CHIPS, AND IF YOU WALK ACROSS THEIR PARKING LOT YOU’LL HEAR FIVE DIFFERENT LANGUAGES. BUT PEOPLE IN THE SURROUNDING COMMUNITY WERE NOT. WHAT CAN WE DO TO HELP PEOPLE UNDERSTAND IT’S NOT JUST ENGINEERS OR PEOPLE WE’RE BRINGING IN FROM AROUND THE WORLD. WE HAVE PEOPLE WHO ARE MUSICIANS IN YOUR COMMUNITY, LIVING THEIR LIVES AND ENJOYING THEIR LIVES, AND THEY’RE ABLE TO DO THAT BECAUSE OF THE WORK THAT THEY DO AT THIS COMPANY. SO THEY CREATED A VIDEO SERIES WHERE IT BASICALLY WAS — IT LED AT” BLANK, AND IT TALKED ABOUTK- HOW, YOU KNOW, THE WORK THAT THEY DO HELPS TO AFFORD A CERTAIN LIFESTYLE, AND THESE ARE PEOPLE IN THEIR LATE 20s AT THE OLDEST I THINK TELLING THIS STORY, AND THOSE ARE SHOWN AT SCHOOLS, THOSE ARE ALSO AVAILABLE ONLINE.>>GREAT. THANK YOU. IN THE AREAS WHERE YOU WORKED ALREADY, MANUFACTURING, CONSTRUCTION, HEALTH CARE, I.T., HAS THAT BEEN — THAT IS HA BEEN MORE ON THE PRIVATE SIDE OR HAS THAT BEEN A HYBRID OF BOTH OR ARE YOU KIND OF JUST –>>MOSTLY PRIVATE SECTOR.>>SO LET ME ASK ANOTHER VERSION THAT OF QUESTION.>>SURE.>>WHAT IS YOUR EXPERIENCE IN PART BERG WITH THE PUBY CERTIFYING ON DEVELOPING THE EDUCATION AND CREDENTIALS AND SKILLS FOR THOSE SIMILAR POSITIONS ON THE OTHER SIDE OF THE TABLE?>>SO WHAT WE’VE BEEN ABLE TO DO SO FAR IS REALLY, IT’S MORE HELPING WITH THE INCUMBENT CURRENT WORKFORCE OF STATE GOVERNMENT AND LOCAL GOVERNMENT BY WORKING IN PARTNERSHIP WITH FOLKS LIKES CSEA WHERE WE HELP TO PROVIDE FUNDING AND ASSISTANCE IN DEVELOPMENT DES TEST PREPARATION MATERIALS FOR THEIR MEMBERS FOR PRO POTIONAL OPPORTUNITIES BUT I THINK THERE’S ROOM TO EXPAND THIS TO COMMUNITY ORGANIZATIONS THAT MIGHT NEED TEST PREP FOR THE PCL THAT WAS MENTIONED EARLIER TODAY. PEOPLE WHO HAVEN’T TAKEN A TEST IN A WHILE OR HAVE NEVER TAKEN A STATE AM PAV NO IDEA WHAT IT LOOKS LIKE AND THEY’RE NOT SKILL WAYS. THEY’RE LIKE SATs IF I REMEMBER CORRECTLY WHERE YOU HAVE TO KNOW YOU’RE LOOKING AT. IF YOU GO IN THERE BLIND, YOU’RE NOT GOING TO HAVE ANY CLUE EXACTLY WHAT YOU’RE LOOKING AT.>>I WOULD JUST ADD THE TO FOR EXAMPLE WE WORK WITH DC 37 HERE IN THE CITY, AND WE’RE CURRENTLY TALKING WITH THEM ABOUT HOW TO SUPPORT A NEW LEADERSHIP ACADEMY THAT THEIR DEVELOPING, AND THAT REALLY IS AIMED AT GETTING YOUNG PEOPLE AND MEMBERS FROM DIVERSE BACKGROUNDS INTO LEADERSHIP POSITIONS WITHIN THE UNION AND OUTSIDE OF THE UNION, AS WELL AS PREPARATION FOR RUNGE FOR PUBLIC OFFICE. SO DAN’S RIGHT, A LOT OF TIMES AROUND SUPPORTING EFFORTS AROUND TIN INCUMBENT WORKERS BUT THAT’S THEN MAKING SPACE FOR MORE YOUNG PEOPLE TOW COME IN AND FOR THE UNION IN THIS CASE TO REALLY BE THINKING ABOUT WHAT ARE GOING TO BE THOSE LEADERSHIP STEPPING STONES THAT THEY CAN HELP YOUNG PEOPLE TO EVOLVE TO THAT NOSE LEADERSHIP ROLES. — THOSE LEADERSHIP ROLES.>>THAT’S GREAT. THANK YOU. BASED ON YOUR EXPERIENCES, WHAT WOULD YOU IDENTIFY TO RAMP UP THE MOLD THAT YOU’RE TALKING ABOUT, WHAT ARE SOME OF THE ROADBLOCKS OR OBSTACLES THAT YOU SEE IN TERMS OF GETTING SOMETHING LIKE THIS OPERATIONAL? EVEN IN JUST AN INFORMAL SETTING. WHAT ARE SOME OF THE PARALLELS AND PITFALLS TO WATCH OUT OR THINGS TO BE COGNIZANT OF AS WE TRY TO MIMIC OR MIRROR WHAT YOU TALKED ABOUT?>>I MEAN, ONE OF THE THINGS IS WE GET INVOLVED IN A LOT OF PROJECTS PILOT BASIS SO WE’RE THERE TO HELP IT LAUNCH IDEALLY AND HELP IT PROVIDE OF PROOF OF CONCEPT THAT IT NEEDS TO CONTINUE, AND THEN WE ARE UNABLE TO CONTINUE FUNDING THESE THINGS YEAR AFTER YEAR AFTER YEAR IN MANY CASES SO THERE PROBE WOULD BE SOME NEED FOR ONGOING FUNDING WITH I WOULD IMAGINE. I DON’T KNOW IF YOU HAVE ANYTHING ELSE TO ADD THERE.>>NO, I WOULD AGREE WITH THAT. YEAH, I THINK WHAT DAN SAID IS ABOUT BRINGING IN PEOPLE THAT REFLECT THE YOUNG PEOPLE, SOMEONE THEY CAN IDENTIFY WITH. I THINK THAT’S REALLY TRUE, THAT IF YOU BRING IN PEOPLE THAT YOUNG PEOPLE AREN’T GOING TO IDENTIFY WITH, YOU’RE NOT GOING TO BE AS SUCCESSFUL. ONE PROGRAM THAT WE’VE SUPPORTED THAT’S BEEN REALLY SUCCESSFUL IS A PRE-APPRENTICESHIP PROGRAM HERE IN THE CITY CALLED “PATHWAYS TO APPRENTICESHIP.” AND THEY ARE ASSISTING PEOPLE THAT ARE COMING OUT OF PRISON, PEOPLE COMING OUT OF FOSTER CARE, PEOPLE THAT HAVE TRADITIONALLY HAVE HAD A LOT OF BARRIERS TO NOT ONLY JUST GETTING INTO EMPLOYMENT BUT ENTRY INTO A UNION APPRENTICESHIP PROGRAM, AND ALL OF THE TRAINERS THEY USE HAVE COME THROUGH THE PROGRAM AND REALLY REFLECT THE COMMUNITIES AND THE PEOPLE THEY’RE TRYING TO CONNECT ON THOSE CAREERS AND BE EXCITED ABOUT IT AND REALLY MAKE THAT COMMITMENT TO STAYING, AND IT JUST MAKES A HUGE DIFFERENCE WHEN THE PEOPLE COMING IN AND SPEAKING OR DOING THE TRAINING REFLECT THE FOLKS THAT ARE BEING SERVED.>>WE HAVE HEARD TWO DIFFERING VIEWPOINTS ON CREATING FELLOWSHIPS AND OPPORTUNITIES, KIND OF INTERIM POSITIONS THAT WAY. WHAT IS YOUR THOUGHTS? IS THAT A MODEL THAT IS WORTHWHILE? IS IT NOT? CAN WE IMPROVE THAT? CAN WE CONCEIVE IT IT IN SOME 1-800? WHAT DO YOU THINK?>>I THINK INTERNSHIP AND CAREER EXPOSURE, THE MORE IS BETTER ACROSS THE BOARD, WHETHER WE’RE TAKING ABOUT WHAT WE’RE SPEAKING ABOUT TODAY OR IF I WAS TAKING TO PROVIDED SECTOR BUSINESS. THE MORE OPPORTUNITIES PEOPLE TO HAVE BEFORE THEY BUY, AND I MEAN THAT FROM BOTH WAYS, BY THE WAY, FROM THE EMPLOYERS’ SIDE AND FROM THE EMPLOYEE’S SIDE. WE’RE IN A VERY TIGHT LABOR MARK WHERE WHEN YOU’RE INTERVIEWING SOMEBODY, THEY’RE INTERVIEWING YOU AS WELL, SO HAVING THEM SEE WHAT THE JOB REALLY LOOKS LIKE, THERE’S SOME VALUE WHEN PEOPLE ARE SELF-SELECTING OUT OF EMPLOYMENT AS WELL BEFORE THEY GET TOO DEEP IN IT AND THERE’S NOT SOMETHING ELSE THEY CAN DO. I’M ALL ABOUT THE MORE CAREER EXPOSURE THE BETTER, WHETHER IT’S SHORT-TERM THINGS LIKE FIELD TRIPPS, LITERALLY FIELD TRIPS OR THINGS LIKE A YEAR FELLOWSHIP, ABSOLUTELY WOULD SUPPORT THAT.>>YOU MENTIONED THE TIGHT LABOR MARKET BUT THEN ALSO THE UNDEREMPLOYMENT COMPONENT THAT OF. CAN YOU KIND OF FLESH THAT OUT A LITTLE BIT. FORGIVE MY IGNORANCE HERE. I DON’T QUITE SEE THE TWO GOING TOGETHER. CAN YOU WALK THROUGH THAT A LITTLE BIT.>>WE MIGHT HAVE APPROXIMATELY 4% UNEMPLOYMENT BUT THERE’S AT LEAST, BY A LOT OF ESTIMATES, 10% ABOVE THAT WHERE PEOPLE ARE MAYBE WORKING MULTIPLE JOBS. THEY’RE NOT SHOWING UP ON OUR UNEMPLOYMENT ROLLS, OF COURSE, BUT THEY’RE IN THE IN CAREER TRAJECTORY JOBS, THEY’RE NOT JOBS IN FIELDS THAT MAYBE THEY HAVE DEGREES FOR. MAYBE THEY ARE THE FOLKS WHO HAVE CONSIDERABLE COLLEGE DEBT AND ARE AT RISK OF DEFAULTING AND THEREFORE THEN LOSING OUT TO FUTURE OPPORTUNITIES, AS WAS EXPLAINED BY A PREVIOUS PANELIST. SO THEY ARE ALSO THE HARDEST GROUP OF PEOPLE TO FIND BECAUSE THEY’RE WORKING. IT’S HARD TO GET THEM TO — WITH THE BALANCE THAT THEY HAVE TO DO WITH THEIR FAMILY LIFE AND ONE OR TWO JOBS OR MORE, IT’S VERY HARD TO GET THEM TO BE ABLE TO DROP EVERYTHING AND TRY SOMETHING NEW, ESPECIALLY IF IT’S UNPAID, SO THE MORE OPPORTUNITIES THAT WE HAVE FOR PAID THINGS LIKE PAID INTERNSHIPS, PAID TRAINING, THAT CAN HELP SOMEBODY WHO IS JUST BARELY SCRAPING BY, NOT FOLLOW OFF A CLIFF FALL OFF A BENEFIT CLIFF IN ORDER TO BENEFIT THEMSELVES THROUGH EDUCATION AND TRAINING.>>I ALSO THINK ABOUT THE LARGE IMMIGRANT COMMUNITY HERE IN THE CITY, THERE ARE A LOT OF PEOPLE THAT HAVE DEGREES FROM THEIR NATIVE COUNTRY THAT ARE DOING JOBS THAT ARE WELL BELOW, YOU KNOW, THAT QUALIFICATION LEVEL, SO I THINK THAT MAKES UP A GOOD PERCENTAGE OF WORKFORCE HERE IN NEW YORK CITY. PROBABLY MORE PARTS OF THE STATE AS WELL.>>I’M JUST JOTTING THAT DOWN ACTUALLY BECAUSE THAT WAS — OKAY. I THINK THOSE ARE ALL THE QUESTIONS I HAVE FOR YOU. THANK YOU VERY MUCH FOR YOUR PATIENCE AND FOR BEING HERE AND FOR SHARING YOUR TESTIMONY. REALLY EARN E. APPRECIATE.>>IT THANK YOU.>>APPRECIATE THE INVITATION.>>OKAY. OUR NEXT AND LAST PANELIST IS TRUSTEE OF THE CITY OF UNIVERSITY OF NEW YORK, MICHAEL ARVANITES. MICHAEL, THANK YOU FOR CLOSING US OUT HERE.>>HAPPY HAPPY TO BE HERE. SENATOR, THANK YOU FOR LEGISLATE ME COME AND SPEAK TODAY ON THE ISSUE OF GREAT IMPORTANCE AND I KNOW SOMETHING THAT’S NEAR AND DEAR TO YOUR HEART. YOU CITED EARLIER THE MAJORITY OF TEACHERS AT BOARD OF DETERIATION CUNY GRADS. THAT’S AN EXCELLENT EXAMPLE OF THAT’S A DE FACTO PIPELINE. FOR INSTANCE, DOE HAS PLENTY OF OF POWER POSITIONS THEY CAN’T FILL, PLENTY OF SCHOOL SAFETY, PLENTY OF CROSSING GUARD POSITIONS THAT THEY HAVEN’T BEEN ABLE TO FILL THAT COULD BE DONE BY EITHER EXISTING STUDENTS OR STUDENTS LOOKING TO SUPPLEMENT INCOME SO THAT MIGHT BE A NATURAL CONNECTION WITH THE DEPARTMENT OF EDUCATION. YOU MIGHT NOT BE AWARE OF HHC ANDOMH ARE ACTUALLY JUST UNDER A MAJORITY OF NURSES AND NURSE PRACTITIONER ACTUALLY CUNY GRADS AND HAC ALSO NEEDS ORDER LIST AND THAT MIGHT BE SOMETHING OF A EXISTING DE FACTO PIPELINE THAT WE CAN PERHAPS TURN FROM A SPIGOT TO A GEYSER. SO THOSE ARE TWO INSTANCES WHERE WE HAVE EXISTING RELATIONSHIPS BETWEEN CUNY AND TWO FOR OR THREE EXISTING AGENCIES. ALSO, WE’VE CONCENTRATING TO GRADUATES, BUT PART OF RETENTION AND PART OF WHAT CUNY IS DOING NOW IS TRYING TO MAKE SURE WE CAN EMPLOY OUR STUDENTS WHILE THEY’RE WORKING. YOU’VE CORRECTLY POINTED OUT THAT ALMOST 70% OF THEM GRADUATE WITHOUT DEBT, AND THAT’S BECAUSE THEY’RE WORKING WHILE THEY’RE GOING TO SCHOOL. IF THEY COULD FIND EMPLOYMENT WITH THE CITY, STATE OR THE AUTHORITIES, THAT WOULD SUPPLEMENT AND RETAIN THEIR EXISTENCE AT CUNY AND WOULD CERTAINLY — WE HAVE NURSING PROGRAMS AT LEMAN YORK HUNTER WHERE I KNOW YOU’RE A PROFESSOR AND THE COLLEGE OF STATEN ISLAND WHICH DO PROVIDE ALMOST A MAJORITY OF THE NURSES NURSES THAT ARE AVAILABLE AT HHC. ONE THING THAT I CAME UP WITH THAT I FELT WOULD BE ADVANTAGEOUS IS ON CAMPUS TESTING. RECENTLY CSI OPENED AN ANNEX IN THE SAME BUILDING WITH THE TESTING CENTER AND THEN SUBSEQUENTLY A FULL COUPLE MONTHS DECAST MOVED TO ANOTHER BUILDING, UNFORTUNATELY, BUT IF THE STUDENTS SAW THE AVAILABLE TESTING ON CAMPUS AND HAD IT IN THEIR OWN ENVIRONMENT, THAT MIGHT BE AN OPPORTUNITY TO SHOW THEM THAT TAKING THOSE CIVIL SERVICE EXAMS, HAVING THE OPPORTUNITY TO SIGN UP FOR THEM WOULD BE ADVANTAGEOUS. THE CITY AND STATE LEGISLATURE DOES AN EXCELLENT JOB OF HIRING CUNY STAFF AND ALSO DISABLED — YOU HEARD FROM MELS A REGIO PROGRAM EARLIER. THE MAILROOM IN ALBANY, THE MESSENGER SERVICE IN THIS VERY BUILDING FOR THE CITY COUNCIL IS ALMOST EXCLUSIVELY STAFFED BY PEOPLE WITH DISABILITIES, PEOPLE THAT AREN’T CUNY GRADUATES OR SUNY GRADUATES BUT HAVE SOME COLLEGE, SOME CREDENTIALS, SOME STACKABLE CREDENTIALS I COME FROM A CONSTRUCTION BACKGROUND EVEN WHEN I WAS IN GOVERNMENT I WORK ON MEGA PROJECTS AND CAPITAL CONSTRUCTION PROJECTS. I HAVE MOI OSHA 30 AND MY SST CARD AND MY CONSTRUCTION FIRE SAFETY. THERE’S A FLY INNER MY TESTIMONY WHICH I HAVE DRIFTED FROM, THAT THE MTA IS DESPERATELY SEEKING ELEVATOR AND ESCALATOR MECHANICS. THEY JUST RECENTLY UPPED THE PAY TO $84.50 PER HOUR, WHICH IS BETTER THAN THE STATE SENATE PAYS. UNFORTUNATELY, AFTER A YEAR-LONG SEARCH THEY STILL HAVE 200 PLUS AVAILABLE POSITIONS, AND IT WOULD BRING ME PARTICULAR JOY AS BOTH A CUNY AND HIGHER EDUCATION ADVOCATE AND AS I DISABLED ADVOCATE IF PEOPLE WITH DISABILITIES COULD EARN THE STACKABLE CREDENTIALS TO MEET THE CITY, THEIR TRANSIT SYSTEM, WHICH I KNOW ASK NEAR AND DEER TO YOUR HEART, MORE ACCESSIBLE FOR THEMSELF AND THEIR FELLOW DISABLED PEOPLE. AND THESE MTA JOBS ARE THE TIP OF THE ICEBERG WITH ITS AUTHORITIES. I PEEL THAT’S FEEL THAT’S A GROU WILL SHOULD STILL, THE PORT AUTHORITY, FOUR AUTHORITY. THERE ARE A LOT OF JOBS THAT ARE NON-DEGREE, NON-COMPETITIVE THAT WE SEEM TO NOT BE ABLE TO FILL AND THEY MIGHT BE ABLE TO FIT IN EITHER EXISTING CUNY STUDENTS OR SOMEBODY WHO HAS A LITTLE BIT OF COLLEGE WHO ARE A STACKABLE CREDENTIAL. PRESENTLY LaGUARDIA HOSTS THOSE AND DINGS CUSSINGBORO COMMUNITY COLLEGE CONDUCTS STACKABLE CREDENTIAL COLLEGES AND CERTIFICATIONS FOR ALL KINDS OF CONSTRUCTION-RELATED WORK. THE CITY AND STATE WOULD BE REMISS IF THEY DIDN’T TAP INTO THIS POTENTIAL HIVE OF CUNY STUDENTS. THEY COULD SOLVE OUR INFRASTRUCTURE PROBLEMS WHILE SOLVING OUR OWN RETENTION PROBLEMS. HALF A MILLION CUNY STUDENTS, MOST OF WHOM ARE FIRST IN THEIR FAMILY TO GO TO COLLEGE, THEY LIVE HERE, WANT TO BUILD A LIFE HERE, THEY’RE NOT REALLY GOING ANYWHERE. WE SEE THAT WITH THE TEACHERS THAT WE DEVELOP FOR THE BOARD OF EDUCATION. LET ME LASTLY JUST SAY, SO IF THEY CAN TO GO SCHOOL AND PAY FOR SCHOOL WHILE THEY’RE DOING THESE STACKABLE CREDENTIALS, AND ACTUALLY IT’S PRETTY FAIRLY WELL PAID ORGANIZATION, BASIC LABOR ON A MEGA CONSTRUCTION SITE. YOU CAN MAKE $30 AN HOUR. A FLAGGER MAKES $17. THAT’S BETTER THAN THE BASELINE $17 — $15 PER HOUR MINIMUM WAGE. AND THERE ARE PEOPLE WITH DISABILITIES THAT CAN DO THAT. THERE ARE PEOPLE WHO ARE GOING INTO OTHER PROFESSIONS THAT CAN SEE. WE DON’T JUST — ON MEGA CONSTRUCTION SITES WE JUST DON’T HAVE ENGINEERS, ARCHITECTS, PEOPLE WITH ADVANCED DEGREES. THERE ARE PEOPLE THAT ARE STATE OF PROFESSIONALS LIKE MYSELF OR — STATE OF PROFESSIONALS LIKE MYSELF — SAFETY PROFESSIONALS OR AT ENTRY LEVEL INFORMATIONS FLAGGER. THEY CAN START THERE AND GO ANYWHERE THE IN CONSTRUCTION FIELD. CUNY ITSELF, HALF OF OUR BUILDS ARE OVER 50 YEARS OLD. WE’RE THE EIGHTH LARGEST REAL ESTATE OWNER IN THE CITY OF NEW YORK. WE’RE GOING TO BE REDEVELOPING MANY OF OUR OWN CAMPUSES, AND CURRENTLY AS WE HAVE SEEN IN KINGSBORO WE’RE DOING THAT PRESENTLY. IT WOULD BE ENDEARING TO ME IF WE COULD HAVE CUNY STUDENTS OR SOMEBODY WHO HAS A CREDENTIAL FROM CUNY ACTUALLY REBUILDING CUNY ITSELF. SO THOUGHERS JUST SOME OF THE THOUGHTS I WANTED TO SHARE TODAY. AND I CAN EL TELL YOU THE BOARD OF TRUSTEES IS 1,000 PERCENT BEHIND.>>YOU THANK YOU VERY MUCH. I REALLY APPRECIATE THE REALLY SPECIFIC DOLLARS WHY YOU HAVE COME TO US WITH. IT GIVES AS YOU LOT OF THINGS TO KNOCK OFF ON OUR PUNCH LIST RATHER ETHICAL AS WE’RE DIVING INTO THIS TO WHATY INTENT TO YOU KNOW CUNY IS ALREADY HAVING CONVERSATIONS WITH THE MTA, THE PORT AUTHORITY, NYPA? YOU MENTIONED MENTIONED THE BDOH IS A NATURAL.>>THAT CAME TOGETHER DOE AND HHS WITH THE NURSING PROGRAM EVEN THOUGH THAT COULD BE EXPANDED AS WELL. WE COULD ALSO SHIFT SOME OF THE PEOPLE THAT DON’T MAKE NIGHT THE NURSING PROGRAM INTO THE NURSE PRACTITION WERE NEE A PHLEBOTOMY SO THEY CAN SERVICE THAT INDUSTRY OR PERHAPS AN ORDERSLY OR SOME SORT OF HEALTH CARE PROFESSIONAL THAT THEY CAN GO NO. IF YOU WANT TO BECOME A NURSE BUT YOU DO NOT HAVE THE GPA OR THE TIME TO DO IT, THEN MAYBE YOU WANT TO BE IN THE HEALTH CARE FIELD AND THEN YOU CAN ADVANCE YOURSELF THROUGH IT AS YOU SEE FIT. THE AUTHORITIES, I FEEL LIKE THEY NEED TO STEP UP WITH WHAT THEY’VE DONE FOR OUTREACH. AS THE MTA — AS I SAID WITH THE MTA, THEY’RE DESPERATELY SEEKING ELEVATOR AND ESCALATOR MECHANICS AND THEY HAVEN’T COME ANY OF THE PEOPLE THAT ARE DOING THOSE CREDENTIALS, STACK ANKLE CREDENTIALS AND YES STACKABLE CREDENTIALS SO THAT’S LOW-HANGING FRUIT THEY COULD GO AFTER.>>WE CAN DEFINITELY FOLLOW UP WITH THEM ON THAT. I DIDN’T GET A CHANCE TO ASK THIS OF THE MELISSA REGIO PROGRAM BUT WHAT DO YOU THINK IT COULD WOULD TAKE TO SCALE THAT PROGRAM UP? IS IT PURELY A FINANCIAL COST IT? MORE THAN THAT? WHERE DO YOU SEE THE FUTURE OF THAT GOING?>>WELL, IT IS FINANCIAL BUT IT’S ALSO THINK ABOUT THE SAVINGS TO THE STATE. IF I HAVE A DISABLED PERSON WORKING FOR THE CITY OR STATE FOR CUNY OR FOR THE POWER AUTHORITY, THEY HAVE EXCELLENT BENEFITS, THEY’RE ACCESSING THOSE BENEFITS TO SOLVE THEIR OWN MENTAL OR INTELLECTUAL DISABILITIES OR THEIR PHYSICAL DISABILITIES. THEN THE STATE ISN’T LAYING THAT OUT FOR THEM THROUGH SSI OR THROUGH MEDICAID. SO IT’S NOT JUST FRONT END FINANCIAL PICTURE. IT’S ALSO WHAT ARE WE SAVING ON THE BACK END IF THIS PERSON CAN, FIRST OF ALL, THEY’RE EXCELLENT WORKERS. THEY SHOW UP ON TIME. THEY DO AN EXCELLENT JOB. BUT THE FACT THAT THEY CAN ACCESS THOSE BENEFITS AS A WORKER AS OPPOSED TO SOMEBODY WITH DISABILITIES WHO IS ACCESSING THE BENEDICT MEDICAID SYSTEM, THAT WOULD BE SAVING THE STATE. SO THE WAY TO RAMP IT UP IS HRC IS THE LARGEST IN THE STATE BUT THERE’S GOT TO BE HUNDREDS OF — I KNOW OF SEVEN ON STATEN ISLAND WHERE I LIVED MYSELF THAT COULD DO SIMILAR PROGRAM, NOT IN COMPETITION BUT COULD DO IT FOR THEIR OWN PROGRAM PARTICIPANTS, ESPECIALLY IF THERE WAS A DEDICATE JOHN WAITING AT THE END OF THE RAINBOW. HEAR, TAKE THESE TWO CLASSES, GET A CREDENTIAL. MAYBE WE’LL PUT OUR TRACK FOR AN ASSOCIATES DEGREE BUT THERE’S A JOB THE END OF THIS.>>RIGHT. RIGHT. WHAT OTHER — IF YOU CAN SPEAK, IF YOU HAVE ANY.>>>YES EMPLOYMENT STATISTICS FROM CUNY AT LARGE, YOU KNOW, WE WERE UNABLE TO HAVE THE WORKFORCE TEAM HERE TODAY, BUT DO YOU HAVE ANY UNDERSTANDING OR KNOWLEDGE OF THAT AND WHERE WE’RE CURRENTLY PLANINGS STUDENTS GLOBALLY, WHAT PERCENTAGE OF OUR STUDENTS ARE GOING INTO GOVERNMENT WORK VERSUS PUBLIC OR PRIVATE WORKER?>>WE DO AN EXCELLENT JOB WITH THE GOLDMAN SACKS, THE CHASES OF THE WORLD. WE’RE CURRENTLY TRAINING THE TELLERS THAT JP MORNING CHASE TAKES ON. I THINK WE COULD EASILY TRANSLATE INTO INTO PUBLIC SERVICE. AND SEVERAL SPEAKERS MENTIONED IT EARLIER. THIS GENERATION DOES SEEM TO ACTUALLY HAVE THAT IDEALISM THAT BOTH YOU AND I SHARE, AND WANT TO DO MORE FOR THEIR HOMETOWN AND THEIR, AND I I THINK IT’S EASILY TRANSLATABLE. IF WE CAN DO IT FOR CHASE AND WE CAN DO IT FOR GOLDMAN SACHS, WE CAN CERTAINLY DO IT FOR THE MTA OR –>>ANYONE ELSE. THANK YOU.>>BUT I DON’T KNOW WHERE WE ARE ON ANY OF THOSE.>>WE’LL FOLLOW UP. AND I THINK THE WORKFORCE TEAM IS GOING TO SEND US WORKER TESTIMONY THAT WE’LL DIVE DEEPER INTO. JUST KNOWING THAT YOU’RE THINKING ABOUT IT AND OTHER TRUSTEES IS THINKING ABOUT IT IS OBVIOUSLY VERY HELPFUL AS WE’RE TRYING TO COME UP WITH THIS DEEPER UNDERSTANDING OF THIS QUESTION REALLY OF HOW DO WE DO THIS AND HOW WE DO THIS THOUGHTFULLY AND PROPERLY AND SUSTAINABILITIBLY AND A WAY THAT GETS US WHERE WE WANT TO BE. THANK YOU VERY MUCH FOR BEING HERE. THANK YOU FOR WAITING TO THE VERY END, REALLY APPRECIATE IT AND AGAIN THANK YOU FOR THE SPECIFIC RECOMMENDATIONS FOR SPECIFIC PLACE PS WE’LL WORK ON THOSE. THANK YOU. AND WITH THAT I WILL SAY THANK YOU TO EVERYONE WHO STUCK IT OUT. YOU GUYS ARE TRUE CHAMPIONS. LITTLE THERE WILL BE COMPLEMENTARY FANNY PACKS GIFFEN OUT AS YOU LEAVE. THANK YOU FOR BEING HERE. WE’RE GOING TEAK WHAT WE’VE CLEANED GLEANED TODAY. FOLLOW UP ON SOME OF THE QUESTIONS THAT WERE RAISED AND REALLY WORK WITH OUR HIGHER EDUCATION NEAT COMMITTEE, CONSUMER PROTECTION COMMITTEE, AS WELL AS OTHERS, AND TRY TO COME UP WITH A REPORT THAT WE WERE ABLE TO BROAD STROKES PUT TOGETHER WHAT WE HAVE LENDER AS PART OF THIS PROCESS SEE WHERE WE GO FROM HERE. SO I THANK YOU ALL FOR PARTICIPATING.