[Call to Order] [00:00:06] >> GOOD AFTERNOON. I WOULD LIKE TO CALL THE FT. PIERCE UTILITIES AUTHORITY REGULAR MEETING SEPTEMBER 21ST, 2021 TO ORDER. PLEASE STAND FOR THE PRAYER AND PLEDGE OF ALLEGIANCE. >> WE THANK YOU FOR THIS MEETING ON TODAY WHAT WE THANK YOU FOR YOUR WORD AND THE AWESOMENESS OF IT. I ASK YOU GIVE THE LEADERS THE INTEGRITY AND UNDERSTANDING AND SPIRLT OF WISDOM AND COUNCIL AND MITE TO GOVERN WELL AND DO THAT WHICH IS IN THE BEST INTEREST OF THE PEOPLE IN THE CITY. WE THANK YOU FOR THAT. YOU GAVE US THE REASON WHY THAT WE MIGHT LIVE PEACEFUL QUIET LIVES IN ALL GOD LEVELNESS AND HONESTLY. THANK YOU. GOD BLESS YOU FOR THE PEOPLE STANDING BEFORE US. GOD BLESS YOU. AMEN. >> AMEN. >> I PLEDGE ALLEGIANCE TO THE FLAG OF THE UNITED STATES STATES OF AMERICA AND TO THE REPUBLIC FOR WHICH IT STANDS ONE NATION UNDER GOD, INDIVISIBLE, WITH LIBERTY AND JUSTICE FOR ALL. >> PLEASE CALL THE ROLL. [A. SET THE AGENDA] >> AND DO WE HAVE A MOTION TO SET THE AGENDA? >> SO MOVED. >> SECOND. >> PLEASE CALL THE ROLL. [B. APPROVAL OF MINUTES] >> NOW HAS EVERYBODY HAD A CHANCE TO REVIEW THE MINUTES FROM THE LAST MEETING? >> YES. >> ANY CHANGES? >> I WILL MOVE APPROVAL. >> I WILL SECOND. >> PLEASE CALL THE ROLL. FROM THE PUBLIC IF THERE ARE PLEASE COME TO THE PODIUM AND YOU CAN STATE YOUR FAME AND ADDRESS AND YOU HAVE THREE MINUTES TO SPEAK. DOESN'T LOOK LIKE WE HAVE [D. CONSENT AGENDA] MANY COMMENTS FROM THE PUBLIC. WE WILL BE MOVING ON TO ITEM NO. D THE CONSENT AGENDA. >> MOVE APPROVAL. >> SECOND. >> PLEASE CALL THE ROLL. [ROLLCAL] >> AND DO WE HAVE ANY LETTERS OF APPRECIATION? NO WE DON'T. IS THERE ANY OLD BUSINESS YOU WOULD LIKE TO DISCUSS? >> OKAY. [G.1. Approve Natural Gas Purchases for Resale from Florida Gas Utility (FGU), of Gainesville, Florida, in an amount not to exceed $2,000,000 for FY 2022 with an additional $10,000 for membership fees.] THERE BEING NONE WE WILL MOVE ON ITEM G, NEW BUSINESS. >> THANK YOU, MR. CHAIRMAN. THE FIRST TWO ITEMS THIS AFTERNOON ARE REQUESTING APPROVAL FORKED OR NATURAL GAS AND ELECTRICAL FOR RESALE. BARBARA WILL MAKE THE PRESENTATION ON BEST OF THESE ITEMS. >> THANK YOU, MR. TOMPECK. CHAIRMAN AND BOARD MEMBERS. GOOD AFTERNOON. THIS ITEM BEING BROUGHT TO YOU TO THE BOARD THIS AFTERNOON FOR APPROVAL IS FOR NATURAL GAS PURCHASES FOR RESALE FROM FLORIDA GAS UTILITY OF GAINESVILLE, FLORIDA. IN AN AMOUNT NOT TO EXCEED 2 MILLION DOLLARS FOR FISTIA YEAR 2022. THE TABLE INCLUDED IN THE AGENDA PACKET SHOWS THE ACTUAL HISTORICAL PROJECTED NATURAL GAS COSTS. THE PROJECTION FOR FISCAL YEAR 2021 AND '2 # 2 WERE PREPARED BY STAFF. THIS REQUEST FOR THE APPROVED AMOUNT OF THE FISCAL YEAR '22 BUDGET AND WILL BE SPENT FOR NATURAL GAS PURCHASES ONLY AS THEY ARE BILLED. THE RECKISITION INCLUDES $10,000 FOR FLORIDA GAS FLORIDA MEMBERSHIP FEES THAT DURING THE COURSE OF YEAR WILL GET BILLED ALONG WITH PURCHASES FOR THAT MONTH. THIS $10,000 IS INCLUDED IN THE APPROVED BUDGET FOR 2022. AND STAFF IS ASKING APPROVAL FROM THE BOARD FOR THE 2022 NATURAL GAS PURCHASES FOR RESALE FROM FLORIDA GAS UTILITIES OF GAINESVILLE, FLORIDA. IN THE AMOUNT NOT TO EXCEED 2 MILLION DOLLARS WITHIN AN ADDITIONAL $10,000 FOR ANNUAL MEMBERSHIP FEES. >> THANK YOU. ANY QUESTIONS? >> I HAVE A QUESTION. HOW DOES THIS FIT IN WITH D-1 AND D-5. D-1 NATURAL GAS PURCHASES FOR RESALE 200,000 AND D-5 IS BUDGET TRANSFER FOR NATURAL GAS REVENUES TO TO CLOSE OUT FISCAL YEAR 2021. IS THAT ALL INCLUDED IN THIS [00:05:04] AMOUNT? >> THAT IS IN ADDITION TO THE ITEM D-1 TO COMPLETE THIS FISCAL YEAR BECAUSE THE BUDGET AMOUNTS NOT SUFFICIENT TO PAY THE SEPTEMBER BILL. SO WE HAVE -- WE NEED AN ADDITIONAL PURCHASE RECKISITION TO PAY UP TO WE WE DON'T KNOW THE AMOUNT UNTIL WE COMPLETE SEPTEMBER. THAT NUMBER D-1 IS FOR THE ADDITIONAL FUNDING FOR THE GAS PURCHASES FOR FISCAL YEAR 2021 TO CLOSE IT OUT. >> RIGHT. >> AND D-5? >> THAT WAS TO COVER THE INSUFFICIENT BUDGET. WE HAD TO TWO A BUDGET TRANSFER TO PROVIDE FOR THESE FUNDS IN THE -- THAT'S NOT IN THIS AT ALL? EITHER ONE OF THOSE AMOUNTS >> NO. THIS WHAT I'M ASKING APPROVAL FOR FOR NEXT YEAR. THIS IS TO CLOSE OUT THIS YEAR. >> OKAY. GOT IT. THANK YOU. >> ANY OTHER QUESTIONS FROM THE BOARD. >> MOVE APPROVAL. >> SECOND. >> PLEASE CALL THE ROLL. >> I WOULD LIKE TO ADD ONE QUICK NOTE TO THIS, OBVIOUSLY WHEN WE GENERATED THE BUDGET BACK IN APRIL AND MAY WE DID THE ESTIMATE OF HOW MUCH GAS WAS GOING TO COST US. THAT ESTIMATE IS MUCH DIFFERENT TODAY THAN IT WAS THEN. SO CHANCES ARE YOU'LL -- WE'LL PROBABLY COME BACK LATER ON IN THE YEAR AND ASK FOR AN AMENDMENT TO THIS SO WE CAN PAY OUR GAS BILLS. >> IS THAT BECAUSE THE GAS FOR PRICE IS INCREASING? [G.2. Approve Electric Purchases for Resale from Florida Municipal Power Agency (FMPA), of Orlando, Florida, in an amount not to exceed $44,000,000 for FY 2022.] >> UH-HUH. >> OKAY THIS NEXT ITEM THAT IS BEING PRESENTED WE'RE REQUESTING APPROVAL FOR ELECTRIC PURCHASES FOR RESALE FROM FLORIDA MUNICIPAL POWER AGENCY OF ORLANDO, FLORIDA. IN AMOUNT AN AMOUNT NOT TO EXCEED 44 MILLION FOR NISCAL YEAR '22. THE TABLE SHOWS ACTUAL AND PROJECTED COST FOR ELECTRIC PURCHASES FOR RESALE FOR THE PAST FIVE YEARS. THE PROJECTION FOR FISCAL YEAR 2022 BASED UPON PROJECTION FROM CONSULTANT WITH THE INFORMATION ABOUT. THE PROJECTED AVERAGE RATE PER MEG AWAT AREA $74.58. BASED ON APPROVED BUDGET AND ONLY USE FOR THOSE BILLED. WE ASK FOR ELECTRIC PURCHASES FOR RESALE FROM THE FLORIDA MUNICIPAL POWER AGENCY OF ORLANDO, FLORIDA IN AN AMOUNT NOT TO EXCEED 44 MILLION FOR FISCAL YEAR '22. >>> ANY QUESTIONS FROM THE BOARD? >> MORE CLARIFICATION. THIS IS THE AMOUNT -- THIS IS WHAT WE APPROVED IN THE BUDGET? >> YES, MA'AM. THE NATURAL GAS PRICES FROM $77.59 FOR THE 2021 BUDGETED AMOUNTS UP FROM $68.76 A YEAR AGO? OR TWO YEARS AGO? >> I THINK WE'RE HEADED IN THE SAME DIRECTION WITH THIS ONE AS WITH NATURAL GAS. I SUSPECT AS THE GAS PRICES CREEP UP OBVIOUSLY THE WHOLESALE ELECTRIC WILL CREEP US AS WELL. THIS WAS ALSO BASED ON AN ESTIMATE WE DID BACK IN APRIL, MAY TIME FRAME. >> RIGHT. >> BAD NEWS. >> $10 PER MEGAWATT PER HOUR. >> WE'LL TALK ABOUT THAT JUST A LITTLE BIT LATER IN THAT'S OKAY. >> ANY OTHER QUESTIONS? >> THAT'S A LOT PER HOUR. >> MOVE APPROVAL? >> SECOND. >> PLEASE CALL THE ROLL. [G.3. Approve Post Budgeted Project/Budget Request for S. 5th Street Roadway Improvement Project in the amount of $305,000.] NEXT ITEM REQUEST APPROVAL OF POST BUDGET PROJECT REQUEST FOR WORK ASSOCIATED WITH THE SOUTH FIFTH STREET ROADWAY PROJECT. >> THANK YOU MR. TOMPECK. GOOD AFTERNOON CHAIRMAN FEE AND MEMBERS OF THE BOARD AS MR. TOMPECK INTRODUCED I AM SYDNEY THE ENGINEER IN CHARGE OF COMMENCEMENT PROJECT OVERSEEN BY ELECTRIC AND GAS ENGINEERING DEPARTMENT. THIS THE A COMPLETE RECONSTRUCTION AND INCLUDING PAVEMENT. SIDEWALKS CURBS TRAINAGE CROSSWALKS ALONG WITH THE ADDITION OF STREET LIGHTING IRRIGATION AND LANDSCAPING. AS PART OF IMPROVEMENT THE CITY REQUIRES ALL UTILITY WITH THE FACILITIES ABOVE GROUND TO RELOCATE THOSE UNDER GROUND THAT INCLUDE FPLA, COMCAST AND AT&T. THIS WILL REQUIRE FROM FPLA [00:10:03] THE REPLACEMENT OF TRANSFORMERS AND 8500 FEET OF UNDERGROUND CABLE. THEY SHALL PROVIDE POLLS, FIXTURE AND ASSOCIATES ALONG WITH THE CABLE AND CONDUIT ASSOCIATED WITH THAT STREET LIGHTING CIRCUIT. THE ESTIMATED BUDGET COST FROM BOTH WERE 305,000 WITH THE FOLLOWING BREAKDOWN. 247,000 FROM RATES, 58,000 FROM CIA WHICH SO BE REIMBURSED ONCE THE PROJECT IS COMPLETE. STAFF REQUESTING THE BOARD APPROVE THIS POST BUDGET PROJECT REQUEST TO ALLOCATE THE NECESSARY FUNDING FOR OCTOBER 1ST WITH ESTIMATED COMPLETION DATE OF DECEMBER 2021. I APPRECIATE YOUR ATTENTION TO THIS AND I WILL TAKE ANY QUESTIONS YOU HAVE? IS >> ANY QUESTIONS OF THE BOARD? >> I HAD ONE TIME PRESENTED TO THE CITY COMMISSION TO INCLUDE 7TH STREET AND 6TH IN THAT AS WELL. HAS THERE BEEN ANY DISCUSSION WITH YOU TO EXPAND SO THAT WE DO ALL THIS AT ONE TIME? RATHER THAN GOING BACK AND DOING IT AGAIN? >> NO, MA'AM THESE PROJECT PROVIDED TO US AS-NEEDED BASIS. WE WILL BE MADE AWARE FT. PIERCE ENGINEERING. >> OKAY. >> MR. CHAIRMAN, IT MIGHT BE ON THE SURTAX SCHEDULE THAT WE PUBLISH WHEN WE PASS THE SURTAX. I CAN CHECK ON THAT. I DON'T REMEMBER THAT BEING THERE. BUT IT MIGHT BE. >> ANY OTHER QUESTIONS? >> THANK YOU. NICE PRESENTATION. >> GOT O PAUK A MOWING. MOVE APPROVAL. >> PLEASE CALL THE ROLL. [G.4. July 2021 Financial Operating Results – For Information Only] FINANCIAL OPERATING RESULTS AND BARBARA MICHAEL WILL MAKE THE PRESENTATION. >> GOOD AFTERNOON. I WOULD LIKE TO PRESENT TO YOU THE FINANCIAL OPERATING RESULT FOR THE MONTH OF YEAR TO DATE ENDING JULY 2021. THE FINANCIAL HIGHLIGHT OF THE 10 MONTH TO DATE FOR FISCAL YEAR '21 YEAR TO DATE OPERATING REVENUES THROUGH JULY WERE 84.8 MILLION DOLLARS. AND THAT BROUGHT INCREASE OF 2.7 MILLION OVER THE SAME TEN MONTH PERIOD FOR FISCAL YEAR 2020. THE EXPERIENCED INCREASES FOR GAS AND OPERATING SYSTEMS, AND INCREASES THE AMOUNT OF WASTEWATER UNIT BILLS DURING JULY WHICH REDUGS ANOTHER 46 #,000. OUR OPERATING EXPENSES INCREASED IN COMPARISON FIRST TEN MONTHS FISCAL YEAR '21.2.7 MILLION. MOST OF THE MAIN CONTRIBUTORS WERE OUR PURCHASES FOR RESALE. ABOUT HALF A MILLION DOLLARS. DEPRECIATION EXPENSES IN EXCESS 800,000. ADDITIONAL EXPENSE OF 230,000. OUR MAINTENANCE CONTRACTS AND CONTRACTS ON MAINTENANCE FOR EQUIPMENT AND BUILDING WAS ABOUT 500,000. AND WE HAD ADDITIONAL PROFESSIONAL FEES THAT WERE ABOUT 160,000. OUR CONTRIBUTIONS FOR THE FIRST TEN MONTHS OF FISCAL YEAR '21 WHERE GREATER THAN THE GREATER THAN THE PRIOR YEAR BY 295,000. THERE WAS 34,000 UNCREASE IN THE MONTH OF JULY FROM THE PREVIOUS MONTH. AND THEN THE ANNUAL DISTRIBUTION TO THE CITY WHICHES PAID IN APRIL OF 6.3 AFTER ADJUSTING FOR TWO MONTHS OF EXPENSE FOR YEAR TO DATE INCREASE IN OUR NET 6,422,000. >>> OPERATING REVENUE COST OF PURCHASE POWER AND COMPARISON TO CONSUMPTION [00:15:03] FOR FISCAL YEAR 2020 CONSUMPTION WAS DOWN. BY 2% IN COMPARISON TO 2019 WITH ADJUSTED REVENUE JUMP 23%. RENEW WAS CONSUMPTION WERE UP BY 3% WHEN COMPARED TO FISCAL YEAR '22, MOSTLY THAT WAS ATTRIBUTED TO GENERAL SERVICE SALES AND INCREASES. WHY WHILE THE COST OF PURCHASE POWER FOR 2020 WAS SAVING OF 2.4 MILLION OVER 2019, THE COST COMPARISON OF ELECTRIC PURCHASES FOR RESALE FOR CURRENT YEAR IS ON BAR FROM LAST YEAR. THE FISCAL YEAR 2020 WATER SERVICES BILL COMPARED AND OPERATING REVENUE WERE UP NICELY FROM FISCAL YEAR '19 WITH CITY INCREASES IN BOTH UNIT SALES AND REVENUES. FISCAL YEAR '21, 2021 YEAR TO DATE SERVICES BILLED AND OPERATING REVENUE CONTINUE TO TREND UP WITH CONSUMPTION HIGHER BY 5% AND OPERATING REVENUE UP BY 6%. WHEN COMPARED TO FISCAL YEAR 2020. INCREASES WERE MOSTLY IN THE AREA GENERAL SERVICE SALE AND RETAIL. WASTEWATER FISCAL YEAR 2020 WASTEWATERMENT OPERATING REVENUE 6% LOWER THAN THE PRIEST YEAR. APPROXIMATELY 700,000, ACCOUNTS FOR INCREASE IN THAT TOTAL RUFF NOOILT. INCLUDED WOULD BE FLAT COMPARED 2020. JUST A LITTLE BIT OFF BALANCE FROM THE CRC. IN CURRENT YEAR INCREASED 7% WITH OPERATING REVENUES GREATER IN THIS COMPARISON BY 626,000 WHICHES THE 6% INCREASE IN REVENUES OVER FISCAL YEAR 2020. AGAIN THAT WAS MOSTLY IN GENERAL SERVICE SALES. >> NATURAL GAS OPERATING REVENUE LESS THE COST OF GAS AND COMPARISON TO CONSUMPTION FISCAL YEAR 2020 NATURAL GAS OPERATING REVENUES ADJUSTED FOR THAT COST IN THE CURRENT FISCAL YEAR 2021 REVENUE AND CONSUMPTION ROSE OVER THE PRIOR YEAR. ADJUSTED GAS REVENUES WERE GREATER BY 6%. WITH THE YEAR TO DATE CONSUMPTION BY 100%. 32% OF THE TOTAL L YEAR OVER YEAR INCREASE IN TOTAL GENERAL SALES. TOTAL GENERAL SERVICE SALES ABOUT ONE THIRD OF IT WAS INCREASE FROM GAS. THE GAS SYSTEM. THE COST OF GAS PURCHASE FOR THE 10 MONTH PERIOD REPORTING EXPERIENCING 9% SAVING IN THE COST OF PURCHASE GAS IN FISCAL YEAR '20 AS COMPARED THE PREVIOUS YEAR. COT OF GAS PURCHASED FOR THIS YEAR HAS CREPT BACK UP WITH INCREASE 438,000 FOR 16% OVER LAST YEAR. OUR DEBT SERVICE SERVICE COVERAGE RATIO THE RATIO OF TWELVE-MONTH AVERAGE TO OUR CURRENT DEBT SERVICE. THE 12 MONTHS ENDING JULY 2021 OR DEBT SERVICE RACIAL YOU WAS 3.25 TIMES. AND OUR BOND PUBLIC REQUIREMENT WE MINIMUM RATIO OF 1.25. WE'RE WELL WITHIN COMPLIANCE OF THAT AS WELL. THIS IS AN INFORMATION ITEM ONLY. I WILL ADDRESS ANY QUESTIONS. >> ANY QUESTIONS OF THE BOARD? >> SEEING NONE, THANK YOU. [G.5. Approve a 4% cost of living adjustment (COLA) for FPUA employees not to exceed the budgeted amount of $682,404 for Fiscal Year 2022, effective October 4, 2021, which includes an amount of $50,000 that will be used as an incentive pay pool intended to award outstanding performance.] >> NICE PRESENTATION. >> THANK YOU. >> THE NEXT REQUEST YOUR APPROVAL OF THE 4% COST OF LIVING ADJUSTMENT FOR PFUA EMPLOYEE EFFECTIVE OCTOBER 4TH 2021 AND LOIS WILL MAKE THE PRESENTATION. >> THANK YOU MR. TOMPECK. CHAIRMAN FEE MEMBERS OF THE BOARD. I'M HERE TO REQUEST AN ANNUAL COST OF LIVING INCREASE OF 4% FOR FPUA EMPLOYEES NOT TO EXCEED THE BUDGETED AM OF D 86 FOR [00:20:02] FISCAL YEAR 202. THIS AMOUNT INCLUDES $50,000 APPROVAL THAT'S INTENDED TO BE USED AS AN INCURRENTY PAY POOL FOR RECOGNIZING OUTSTANDING PERFORMANCE. THIS INCREASE WAS A BASED UPON RECOMMENDATION BY OUR COMPENSATION CONSULTANT WHO DOES IS FELLY AWARE OF WHAT'SING ON APRIL CROSS THE JUNT. HE DID WORK FOR ORALL TIT IDEA. WHAT ARE YOU SIGNING ACROSS THE UNITED STATES ON AVERAGE INCREASES ARE AS MUCH AS HIGH AS 10% ACROSS INDUSTRIES IN THE UNITED STATES. THERE'S A TREMENDOUS AMOUNT OF COMPETITION. RIGHT NOW WITH QUITE A BIT OF JOB OPENING AND SHRINKING LABOR POOL. WE ENDEAVOR TO REMAIN COMPETITIVE. FOR STAFF THAT PRETTY MUCHED A THIS POINT EVERYONE IS STRUGGLE FOR. WE HAVE HIGHLY SKILLED PERSONAL TO PROVIDE THE SERVICES TO THE COMPLURNT EITHER WELL AS THE FACT THAT WE HAVE FATES COMPETITION. WITH AGING WORKFORCE POTENTIAL FOR INCREASED RETIREMENTS THROUGHOUT 2025. WE YOU KNOW STRIVE TO REMAIN COMPETITIVE. WE HAVE MADE GREAT SMALL STRIDES ALONG THE WAY TO MAINTAIN THAT COMPETITIVE. WE WOULD LIKE TO SAY THIS OUR IMMROES DIDN'T HAVE INCREASE BECAUSE OF COVE. IT WAS DELAYED UNTIL MARCH 1ST OF THIS YEAR. THEY WERE ONLY GIVEN HALF OF THAT BUDGETED AMOUNT. THEY ACTUALLY WENT YEAR AND FIVE MONTHS WITHOUT ANY INCREASE. EMPLOYEES WORK REALLY VRT HARD GOING THROUGH YEAR AND ALL OF THE CHALLENGES THAT WE FACED WITH I LOOK FOR APPROVAL. THIS MONEY WAS I PATROLLED FY-'22 BUDGET. IT WOULD BE HAPPY TO ANSWER ANY QUESTIONS YOU MAY HAVE. >> I HAVE A QUESTION MR. CHAIRMAN. YOU SAY 160,000 IS THE AMOUNT OF THE BENEFIT COST. IS THAT INCLUDED IN THIS 682? >> NO THAT'S ADDITIONAL. >> OVER AND ABOVE. >> CORRECT. >> AND SO WHAT DOES THAT INCLUDE IT'S PENSION. THE PRE-MARLY PENSION THINGS LIKE SMALL INCREASE FOR THINGS LIKE LIFE INSURANCE. >> HEALTH INSURANCE. IS NOT IN THERE. THAT'S A SEPARATE LINE ITEM? IS HEALTH INSURANCE NOT IN THERE? >> 160,000? >> THAT'S OVERALL BENEFITS AND THE COST ASSOCIATE ASSURANCE RENT YOU PROPOSE EVERYBODY GET A 4%. >> IT'S DONE AS WE EVERY YEAR THE WAY WE PROCESS THESE IS BY A BRACKET PERCENT OOIL. IT'S 4% OF THE BUDGET, THE PAYROLL COST, BUT THE WAY IT'S GIVEN THESE LOWER END OF THE PAY GRADE UP THROUGH THAT. IT COULD END UP BEING ANYWHERE FROM 3.82 TO 4.05. 4.4 DEPENDING WHERE THEY FALL >> WHAT IS DEERED. AND MARCH WHAT MROIPEE GOT BE MOINT OO EMDID YOU TEAR IT? >> YES. IT'S ALWAYS A P THERE WAS PAY INCREASE IN 2020. I MEAN 2020. IT WAS OCTOBER OF 2019. >> WHAT WAS THAT? PERCENTAGE? >> THAT WAS ALSO 3.5, IF I RECALL CORRECTLY. >> IT SHOUKT WAS THEY COULD GO OFF AS HIGH AS FOUR. WITH THE INCENTIVE. RIGHT. >> THERE WAS A MAX ON THE AMOUNT THEY CALMED GET WITH THE INCENTIVE TO 3.5. >> GO AHEAD. >> WITH FPUA AND FPUA STAYING WITH THE COMPETITIVE [00:25:06] PEOPLE AROUND US, IT SAID IT GOES UP AS HIGH AS 10%. AM I CORRECT? WITH -- THAT'S WHAT YOU SAID; RIGHT? >> THAT'S FROM THE COMPENSATION CONSULTANT THAT ACROSS THE UNITED STATES LOOKING AT COMPENSATION STUDYINGS AND WHAT INL TO CROSS THE UNITED STATES BECAUSE OF THE COMPETITION FOR LABOR AND THEN MULTITUDE OF JOB OPENINGS. HE HAS FOUND THAT SOME OF THE INCREASES HAVE BEEN AS HIGH AS 10%. >> RIGHT. BECAUSE THE STANDARD THAT I LOOKED INTO WAS AT 5%. I'M LOOKING AT THAT I DIDN'T KNOW THAT THERE WAS -- I'M LEARNING THAT THERE'S A LIGHT SCALE THAT PEOPLE WITH GET 3. -- WITH THIS INCREASE. THE WAY WE DO IT. INDIVIDUALS COULD GET ANYWHERE 3 POINLT 8 TO 3.9 UP OVER TO SAY 4.4, 4.56 DEPENDING THEY HAVE TAKE EVERY POSTION SLOTTED IN A PAY GRADE. >> RIGHT. >> I'M NOTICING THAT A LOT OF PEOPLE ARE GOING AS HIGH IN OUR AREA ON THE TREASURE COAST 5%. IF WE ARE GOING TO STAY COMPETITIVE, WE'RE AT 4 AND PEOPLE ARE AT 3.#. WHY DON'T WE GIVE EVERYONE 4%? AND THEN WE WILL BE WITHIN THAT -- WE WILL BE COMPETITIVE WITH EVERYONE ELSE. >> IF WE HAVE PEOPLE GETTING 3.8, SOMEONE GETTING 4.5. I MEAN -- >> SHOW ME HOW THAT WORKS. >> IT'S JUST A FAIR DISTRIBUTION. AND BY PORE OF THE INDIVIDUALS. THEY WOULD GET THE FOUR PLUS BECAUSE OF WHERE THEY FALL. WE DON'T LOOK ALTERNATE IT GIVENING A STRARTH ARE WE LOOK AT REALLY THAT BUCKET OF MONEY AND HOW WE CAN EVENLY DISTRIBUTE THAT IN THE FAIREST WAY BASED ON WHERE INDIVIDUALS ARE ALONG THAT PAY GRADE. THAT'S ONE OF OUR BIGGEST CHALLENGES. >> IT'S BASED ON THE COMPENSATION STUDY AND SOME EMPLOYEES CLASSIFICATIONS. THEY ARE BELOW THEIR PAY GRADE. THEY ARE TRYING TO LIFT THOSE EMPLOYEES UP TO THE RIGHT AMOUNT AND SLIDE THEIR PAY GRADE. >> IN YEARS OF SERVICE DO COME INTO PLAY WITH IT. OKAY. ONE OF THE CHALLENGES WE'VE ALWAYS DEALT WITH IS THE EMPLOYEE WHO HAS BEEN HERE 20 YEARS AND IS NOT AT THE TOP OF THEIR SCALE. IT'S A LITTLE BIT OF CHALPART OF THE CHALLENGE IS AS WE GO THROUGH OUR PAY STUDIES WE WE DO EVERY TWO YEARS WE AN TIME HAVE TO IJUST THAT SCALE AS WELL. EVERYONE IS OF MOOING ALONG THAT SAME SCALE AND STAYING SOMEWHAT IN THAT SAME SPOT. AND THIS ALLOWS PEOPLE TO MOVE. BECAUSE THE CRITICISM WILL BE AGAIN AS I SAID I'VE BEEN HERE IF IT'S FACED WELL THEY MAY IN FACT ONLY BE AT THE FIRST QUARTER. APPORTIONING THE INCREASE IN THIS WAY GETS THOSE INDIVIDUALS WHO ARE LOWER ON THAT SCALE TO WHERE THEY NEED TO BE. >> AND THAT PRETTY BEEN THE WAY IT'S DONE BEFORE I GOT HERE. A VERY FAIR METHOD BECAUSE QUITE FRANKLY 4% ON YOU KNOW 35 AN HOUR IS DIFFERENCE 4% ON $25 AN HOUR. TO GO ACROSS THE BOARD AND DO 4% CERTAINLY SKEWS IN FAVOR OF THOSE AT THE HIGHER END OF THE PAY SCALE. AND SO WE'RE MOVING INDIVIDUALS UP NOT BASED ON JUST A STRAIGHT ACROSS-THE-BOARD INCREASE BUT WHERE THEY SHOULD BE BEEN THEIR GRADE. AND THEN IF THERE'S WARRANTED CHANGES IN THE GRADE, OUR CONSULTANT LOOKS AT THAT. HE HAS A LOT OF EXPERIENCE IN THETILITY INDUSTRY AND IN FACT HE'S BEEN RETAINER WITH A LOCAL AUTHORITY FOR MANY YEARS. [00:30:03] HE KNOWS AND CAN WATCH THAT TREND AND FOLLOWS HOW MAKES THE RECOMMEND TAKES. YOU PROBABLY HEAR THE 5% BECAUSE THE CONSUMER PRICE INDEX AT 5.3 AND 5.4% ALL YEAR. THAT KEEPS PACE WITH INFLATION. >> OF COURSE THEY SAY THAT'S TRANSTORY. >> IT'S KIND OF LIKE INFLATION. MR. CHAINMAN,I'M GOING TO ASK MR. TOMPECK THIS. WE ARE HOPING NOT TO HAVE DRASTIC RATE INCREASES BUT WE DO HAVE PRESSURE OF COST OF OUR GAS AND OUR ELECTRIC. AND THEN WE HAVE RATE INCREASES. I JUST WANT TO MAKE SURE ON A 4% RATE -- COST OF LIVING ADJUSTMENT, WHATEVER YOU WILL CALL IT. RAISE. WE ARE NOT GOING TO PULL OF SEVERAL IN THE BOND AND THE PROJECTIONS HERE. >> THERE'S NO INTENTION OF DOING THAT. WHEN YOU LOOK AT THE DIFFERENCE BETWEEN 3 AND 4% HERE OR WHATEVER IT'S MINUSCULE COMPARED TO 100 MILLION TOTAL GROSS RE-S RE-SEATTLE RECEIPTS. IT'S A VERY VERY SMALL NUMBER. THIS, THIS WON'T PUT PRESSURE ON THE RATES. >> IT'S ASSURED WHEN IT COMES TO THAT TIME, WE DO HAVE -- YOU KNOW WHAT I MEAN? THE MONEY IS THERE. AND OF COURSE, I CON VENTURE TO SAY THEY NEVER ASK FOR LESS THAN BUDGETED. THAT JUST BECAUSE WE PUT IT IN THE BUDGET DOESN'T MEAN WE HAVE TO DO. MOST OF THE GOVERNMENT ENTITIES I'M ON BOARDS OF ARE DOING SOMEWHERE BETWEEN 3 AND 4%. CITY OF FT. PIERCE DIDN'T TAKE A PAY RAISE IN 2020 JUST LIKE THE UA. AND THEY REEVALUATED THE BUDGET. WE EVALUATED THE -- IN MIDYEAR WHICH WAS APRIL. IN MAY WE DID A TEARED APPROACH. AND OUR LOWEST WAS 4%. WE'RE ALSO ANTICIPATING THE FACT THAT THE 15 MINIMUM WAGE; $15 MINIMUM WAGE IS GOING TO BE COMING DOWN OUR WAY. EVERYONE HAS TO ADJUST TO THAT. I JUST SHARE THAT WITH YOU FOR YOUR INFORMATION. WE ALSO HAVE VERY GENEROUS BENEFITS HERE. VERY GENEROUS HEALTH CARE BENEFITS AND PENSION BENEFITS. THAT HAS TO BE FACTORED INTO -- IN MY OPINION TO THE WHOLE DECISION MAKING. AND EVERY TIME THERE'S A RAISE THERE'S AN INCREASE IN BENEFIT COST. WE HAVE TO RECOGNIZE THAT. THE BENEFIT IS VERY GOOD. IT'S A VERY GOOD. IT'S A GOOD RETENTION TOOL. I WOULD SAY IT'S A GOOD RETENTION TOOL FOR THE CITY OF FT. PIERCE. IT'S THE STRONGEST THING WE'VE GOT IN OUR POLICE DEPARTMENT. BUT I DOESN'T ALWAYS WORK. YOUNG POLICEMAN WANT MORE MONEY TO TAKE HOME THAN TO PUT IN THE PENSION PLANS. IT'S JUST ALWAYS YOU HAVE TO TAKE IN THE WHOLE CONSIDERATION OF THE WHOLE PACKAGE THE WAGES AND BENEFITS. >> I HAVE ONE QUESTION. THE LAST TIME WE GAVE THE COST OF LIVING ADJUSTMENT IN MARCH OF '21. >> CORRECT. MARCH 1ST. >> THAT WAS FOR 3.5? >> 5%. NOW WE'RE ALSO GIVING ANOTHER ONE OF PERHAPS DEPENDING ON WHAT THE BOARD'S DECISION IS UP TO 4%. THAT WOULD BE 7.5 FOR THE YEAR 2021 WHICH WOULD DEFINITELY PUT US ABOVE THE CPI. >> WELL THAT'S PRETTY CLOSE. THAT'S '21 AND '22. >>> AND '20 THERE WAS NONE. '20 WAS ALSO COVID. AND EVERYONE WAS HAPPY TO [00:35:02] HAVE A JOB IN HEALTHCARE. >> IT WAS JUST AN UNUSUAL TIME. >> THIS ADJUSTMENT WILL GO IN EFFECT WHEN? >> OCTOBER 4TH. >> THE REMAINDER OF THIS YEAR AND SEPTEMBER OF 2022. >>> NOW THE $50,000 HOW WILL THAT BE DISTRIBUTED? >> WE ARE LOOKING AT THAT PROCESS NOW CHANGING IT FROM WHAT WE HAD DONE IN THE PAST. WE -- WE HAD DONE AN INCENTIVE POOL PROGRAM BUT SENIOR LEADERSHIP WE ARE NOW DISCUSSING HOW THAT WOULD BE DISTRIBUTED. PROBABLY BASED ON DEVELOPING SOME CRITERIA. AND BASED UPON EVALUATION AND REALLY SELECTING OUT AND LOOKING FOR THOSE INDIVIDUALS WHO HAVE GONE ABOVE AND BEYOND. AND YOU KNOW, SHOULD BE RECOGNIZED FOR THAT OUTSTANDING PERFORMANCE. WE WOULD LIKE TO KEEP SOME KIND OF INCENTIVE PROGRAM IN PLACE. IT'S NOT QUITE AS LARGE AS ITS IN THE PAST. STILL SOMETHING THERE. AND WE ARE LAYING OUT PLANS FOR DOING THAT. THAT WOULDN'T HAPPEN UNTIL DECEMBER. AND THAT WOULD BE AS A LUMP SUM INCENTIVE. >> WILL IT BE BY DEPARTMENT OR -- >> PART OF THE ONE OF THE OPTIONS WE ARE LOOKING AT DEFINING A CERTAIN AMOUNT BY DEPARTMENT OR IN FACT GETTING NOMINATIONS, OR RECOMMENDATIONS BASED ON A DEPARTMENT -- ON THE DEPARTMENT BASIS. LOOKING AT NUMBERS WITHIN THE DEPARTMENTS, A PROGRAM THAT WOULD LOOK SOMETHING LIKE THAT. >> ONCE WE AGREE ON THE CRITERIA. I WILL SEND IT ALL TO YOU BEFORE WE IMPLEMENT THE PROGRAM SO YOU KNOW WHAT WE ARE DOING. >> AGAIN IT'S INCLUDED IN THAT MONEY. IT'S NOT ADDITIONAL. >> MR. CHAIR, I HAVE A QUESTION. >> I WANT TO MAKE SURE BASICALLY A BONUS IN DECEMBER, THEN? >> THAT'S NOT GOING TO BE LIKE RECURRING THING. >> ONE-TIME INCENTIVE. UH-HUH. >> OVER A NUMBER OF INDIVIDUALS. >> RIGHT. UH-HUH. >> I LIKE THAT. >> UH-HUH. >> I THINK IT GIVES A LITTLE BIT OF EXTRA LEEWAY FOR MANAGEMENT TO HELP GIVE THE STAFF THAT ABOVE AND BEYOND. >> IT DOES. >> ANYONE CARE TO MAKE A MOTION. >> I'LL MAKE A MOTION TO APPROVE THE 4% RAISE OR 4% COST OF LIVING ADJUSTMENT. >> AND I WILL SECOND. >> CALL THE ROLL. [G.6. FPUA Director and Attorney Compensation Package for possible action by the FPUA Board and there is no staff recommendation.] THANK YOU. >> NEXT ITEM FPUA DIRECTOR AND ATTORNEY COMPENSATION PACKAGE FOR YOUR REVIEW AND DISCUSSION. MR. TOMPECK, I DON'T HAVE A COMPENSATION PACKAGE OR ANYTHING. >> IT'S JUST A DISCUSSION. I PROVIDED YOU OTHER BACK UP IN AN E-MAIL. >> VIA E-MAIL. I HOPE ALL THE BOARD MEMBERS HAD A CHANCE TO REVIEW THEIR E-MAILS. >> MR. CHAIRMAN, I GOT IT TODAY. I KNOW IT WAS THE DATED SEPTEMBER 17TH. BUT I'M NOT EXACTLY SURE WHAT HAPPENED. I JUST GOT IT THIS AFTERNOON. BUT YOU KNOW, I GUESS MISS CAVALCANTE AND I WERE THE OBVIOUSLY ONE HERE WHEN MR. TOMPECK BECOME DIRECTOR. WE STEPPED IN. WE HAD A SITUATION WHERE WE TERMINATED CONTRACT. AND WE -- THERE WAS A LOT OF DRAMA AND WE NEEDED SETTLING DOWN FOR FPUA. AND MR. TOMPECK STEPPED IN AND WAS GOING TO BE INTERIM BUT ASKED TO BE PERMANENT EXECUTIVE DIRECTOR. HE THOUGHT HE COULD DO MORE AS WITHOUT THE INTERIM. SOMETIMES INTERIM ARE TEMPORARY. BUT AND HE WAS GOING TO SERVE I THINK IN OUR CONVERSATION WE HAD KIND OF [00:40:03] TALKED ABOUT TWO YEAR. ARE YOU IN YEAR FIVE YET? MR. TOMPECK? >> ARE YOU IN YEAR FIVE? >> YES, ASNM. >> HE'S OF COURSE ALREADY SHARED WITH US THAT HE IS GOING TO SQUEAL RETIREMENT EARLY NEXT YEAR. I KNOW HE'S ASKING IN HIS E-MAIL FOR AN INCREASE OF 6 TO 8%. AND HE'S PROVIDED SOME PRETTY GOOD ACHIEVEMENTS. AND ALSO I READ YOUR E-MAIL, REREAD IT FROM SEPTEMBER OF 2019. WHEN YOU ASKED FOR SOMETHING SIMILAR. ITS MY FEELING AT THAT TIME. I FELT LIKE THE DIRECTOR OUGHT TO HAVE THE SAME AMOUNT AS THE STAFF. AND I THINK HE'S DONE AN OUTSTANDING JOB. I THINK ALL OF OUR STAFF HAVE DONE. I VERY MUCH APPRECIATE THE STAFF. I APPRECIATE THEM STAYING WITH US. AND APPRECIATE EVERYTHING THAT MR. TOMPECK HAS DONE. THIS IS NOT LACK OF APPRECIATION. BECAUSE HE'S DONE A LOT OF GOOD THINGS FOR US. I'M OF THE OPINION THAT WHAT STAFF GETS THE DIRECTOR GETS IN THIS PARTICULAR CASE. ALSO LOOK THIS OVER. I FEEL THE SAME THAT THE DIRECTOR NEEDS TO GET THE SAME AS THE STAFF. BECAUSE I SAW HERE THAT YOU SHOWED US WHAT THE OTHER DIRECTORS. IT'S KEY WEST AND WE WERE CLOSE TO KEY WEST YOUR SALARIES CLOSE TO KEY WEST BUT I MEAN 6 TO 8 PERCENT WE'RE GIVING AND THEN WE'RE GIVING THE STAFF -- MEAN THE EMPLOYEES, BETWEEN 3.8 AND 4. I JUST THINK EVERYONE SHOULD GET THE SAME THING AN ACROSS-THE-BOARD SO THAT WE WON'T RUN INTO DIFFICULTIES DOWN THE LINE OF GOING OVER OF WHAT WE NEED TO BE EXPENSED OUT. ALSO IT SAYS IN HERE THAT WE WERE LOOKING TO HAVE THE NEXT PERSON COME IN AT THAT PARTICULAR YOU KNOW RATE TO HAVE THEM BE ABLE TO BE VERY COMPETITIVE. MY THING IS THIS. WE PRESENT AN OFFER AND SEE WHAT WE CAN GET AND IF THEY WANT TO COME IN AT THE SALARY THAT WE HAVE PUT FORTH, THEN WE CAN GO FROM THERE. BECAUSE I FEEL THAT YOU KNOW WE HAVE PEOPLE IN THE COMPANY RIGHT NOW THAT WE MAY WANT TO LOOK AT. AND SAY, HEY, YOU KNOW, ARE THESE PEOPLE WILLING TO MOVE UP TO THAT POSITION AND THAT WILL BE A GREAT INCREASE FOR THEM TO BE ABLE TO MOVE UP TO THAT PARTICULAR SALARY. I THINK WHAT EVER EMPLOYEES STAFF IS GETTING THE DIRECTOR NEEDS TO GET THE SAME. THAT'S JUST MY OPINION. >> I TEND TO AGREE WITH THAT. I DON'T THINK WE'VE EVER GIVEN THE DIRECTOR MORE THAN THE STAFF IN THE WHOLE EIGHT YEARS I'VE BEEN HERE. I DON'T REMEMBER A TIME OF DOING THAT. >> ME NEITHER. I'M IN AGREEMENT. I THINK WE SHOULDN'T TIER IT TOO MUCH. JUST BECAUSE IT -- I ALSO RUN A BUSINESS. I'M THE ONE THAT TAKES THE FOOD LAST. I GUESS IF I WILL PUT IT THAT WAY. THERE WE GO. EVERYBODY GETS A BONUS ACCEPT FOR ME. >> I THINK PROBABLY GOING TO BE ONE OF THE RARE MOMENTS. I WILL DISAGREE WITH THE OTHER MEMBERS. THE DIRECTOR IS THE LEADER. HE CARRIES THE GREATEST AMOUNT WEIGHT FOR THE UA. AT THE END OF THE DAY HIS DECISION -- IT ALL FALLS ON HIM. WHEN EMPLOYEE DOES SOMETHING WRONG IT'S NOT THE EMPLOYEES FAULT. IT FALLS ON THE DIRECTOR. THE LAST TWO YEARS HE'S DONE A GOOD JOB. I READ THE E-MAIL. AND HE DID A GOOD JOB DURING A CRISIS. [00:45:06] I THINK IF THERE'S ANYTIME THAT DIRECTOR DESERVES ENHANCEMENT, THIS WOULD BE IT. IN EIGHT YEARS THE BOARD HAS NEVER DONE SO BUT EXCEPTIONS COULD BE MADE. I THINK AN EXCEPTION COULD BE MADE IN THIS INCIDENCE. IF WE WANT TO ATTRACT TALENT IN A GOOD LEADER. THAT PERSON NEEDS TO UNDERSTAND HE WILL GET REWARDED FOR A GOOD JOB. TREATING HIM JUST LIKE ANOTHER EMPLOYEE. IT'S NOT LIKE HE GETS A PART OF THE $50,000 RESERVED THERE FOR OTHER EMPLOYEES TO INCENTIVIZE THEM. WHAT WE WILL DO TO INCENTIVIZE THE DIRECTOR? WE NEED TO SET A PRECEDENT. WE WILL INCENTIVIZE DIRECTOR FOR DOING A GOOD JOB. >> WITH THAT SAID; WHY CAN'T IT BE SOMETHING MORE LIKE A BONUS THEN INSTEAD OF PAY INCREASE? WHEN YOU PAY INCREASE YOU ARE LOCKED INTO THAT RATE. AND THEN THEY ARE GOING TO EXPECT THAT EVERY YEAR. >> I DON'T DISAGREE WITH THE BONUS OR SOMETHING OF THAT NATURE. BUT THERE NEEDS TO BE SOMETHING DONE TO INCENTIVIZE. I THINK HE EARN INCENTIVE PAYMENT THIS TIME. HOW THAT COMES ABOUT MIGHT NEED TO BE A SFURT ZUGSZ. SEPARATE DISCUSSION. >> I WISH I HAD ENOUGH THOUGHT TO PRINT IT OUT AND BRING IT. I DID NOT. I DON'T KNOW FROM A STRUCTURAL MEANS HOW THEY WOULD FORMAT A BONUS FOR HIM. HOW TO DETERMINE IT. THAT'S SOMETHING I THINK -- THAT'S SOMETHING WE DETERMINE OR IT NEEDS TO BE SUGGESTED TO US. I THINK YOU KNOW WE NEED TO -- THERE NEEDS TO BE SOMETHING DONE. >> WITH SAYING THAT. CAN THE BONUS COME OUT OF THE 50,000? >> I THINK -- I THINK ONE NEEDS TO BE SET ASIDE. THAT ONE IS FOR EMPLOYEES. THAT'S TO INCENTIVIZE OUR MIDDLE MANAGEMENT, BOOTS ON THE GROUND FOR DOING A GOOD JOB. THEY NEED TO KNOW THEY ARE BEING WATCHED. AND WHEN THEY DO A GOOD JOB THERE'S SOMETHING EMENT THAT FOR EVERYONE. IF YOU STAY STAGNANT HERE, WHEN WE AWARD ONE GROUP OPPOSED TO THE OTHER, IT'S GOING TO HAVE A HARD TIME FOR US TO FIND A NEW DIRECTOR THAT'S WILLING TO STEP INTO THE SHOES AND TAKE ON HARD JOB GOING FORWARD. ESPECIALLY IN THIS TIME WHEN WE'RE THINKING ABI ABILITY -- ABOUT DOING SOMETHING RISKY. REMOVING THE PLANT. GETTING A NEW PLANT. IT WILL TAKE A SPECIAL CALIBER PERSON TO BE ABLE TO KEEP EVERYTHING TOGETHER AND MOVING IN RIGHT DIRECTION. I THINK HE'S DONE A GOOD JOB THUS FAR. I THINK THERE'S DEFINITELY A BOUNUS THAT NEED BE THOUGHT ABOUT. WHAT THAT AMOUNT IS MAYBE IT'S SOMETHING WE WILL DISCUSS IN A DIFFERENT MEETING. I DON'T WANT TO TAKE THE POSITION THAT NO, YOU ARE NOT ENTITLED TO ANYTHING. >> I HAVE A QUESTION. >> HOW DO BONUSES IMPACT PENSION? I KNOW IF THERE'S PAY INCREASE. IF THERE'S A BONUS HOW DOES THE BONUS ALSO IMPACT THAT? THE OVERALL ANNUAL WAGES. >> I HAVE A QUESTION MR. TOMPECK. WHEN THE $50,000 BONUS GET DECIDED, $50,000 TOTAL, I KNOW IT'S ALL PUBLIC RECORD SO TO SPEAK. CAN IT BEGIN TO THE BOARD AS TO WHO GOT OUT MUCH. AND THEY CAN USE THAT AS THE GUIDE TO KNOW ON THE I AM ASSUMING TO KNOW WHAT RANGE YOU SHOULD BE IN? >> WE CAN CERTAINLY GET THAT INFORMATION TO YOU. WHAT WE WERE THINKING IT WOULD PROBABLY BE STANDARD NUMBER FOR A CERTAIN NUMBER OF PEOPLE. FOR INSTANCE WE MAY THINK ABOUT 20 PEOPLE GETTING 2500 OR 2500 PETE GELLING -- >> THAT GIVES THEM A GUIDE TO GO BY FOR A BONUS FOR YOU. >> OKAY. >> GOING FORWARD WE NEED TO DISCUSS THIS, THOUGH. >> OH, YEAH. >> WE WILL HAVE TO DISCUSS IT. >> THIS -- WE'RE GOING TO -- A FOOD FOR THOUGHT. IF THIS IS SOMETHING THAT WE WANT TO DO AND WE WANT TO DO [00:50:02] BONUSES IN LIEU OF PAY INCREASES OR WHATEVER, WE NEED TO MAKE GATES FOR WHOEVER IS GOING TO BE REPLACING BOMB PACK WE HAVE CLEAR LINES HOW THEY CAN GET THOSE. >> I THINK WHAT WE ARE SAYING WE ARE GIVING THE 4%. AND BECAUSE OF ALL OF THE THINGS THAT HAVE GONE ON OVER THE LAST YEAR THERE MIGHT BE A BONUS IN THERE AS WELL AT ANOTHER DATE. IT WOULD BE WILLING TO MAKE THE MOTION FOR THE 4% INCREASE. ARE YOU MAKING THE MOTION? >> YOU WANT ME TO SECOND IT WITH A COMMENT. I JUST WANT THE GO BACK TO WHAT YOU SAID MR. FEE. AND BECAUSE ONE OF THE THINGS THAT HAPPENS IS THAT YOU ONE SOMEONE COMES IN AS DIRECTOR. THEY LOOK AT THE HISTORY THAT'S WHAT HAPPENED THIS -- THE DIRECTOR KNOWS THAT, THAT IS THE NORM. RIGHT? SO IT'S OUT SIDE OF THE NORM FOR THE DIRECTOR TO GET MORE THAN THE STAFF IN THIS PARTICULAR ORGANIZATION. I'VE BEEN WATCHING THIS SINCE ABOUT 2011. IT'S NOT THAT -- LIGHTS -- IT'S PARLIAMENT OF THE GAME. I THINK IN PARTICULAR INCIDENCE WE ARE SUGGESTING GIVING SOMETHING TO SOMEONE FOR APPRECIATION FOR WHAT THEY HAVE DONE. IT DOESN'T NECESSARILY MEAN GOING FORWARD. >> THIS IS BECAUSE OF UNUSUAL TIMES. YEAH. >> AND GOING FORWARD WHOEVER IS NEW DIRECTOR WE NEGOTIATED. I JUST WANTED TO PUT THAT ON THE RECORD FOR -- >> OKAY. WE HAVE A MOTION. DO WE HAVE A SECOND? . >> >> I THINK I SECONDED WITH A DISCUSSION. >> PLEASE CALL THE ROLL. >> NEXT PART DISCUSSION OF MR. KOBLEGARD COMPENSATION. THAT'S PART OF THIS ITEM. MR. CHAIRMAN FOR THE RECORD I DON'T PARTICIPATE IN THIS DISCUSSION NOR DO I VOTE. I NEED A PIECE OF PAPER TO SIGN. THERE'S A MOTION IS THAT A MOTION? >> MAKE A MOTION? >> I WILL SECOND IT. PLEASE CALL THE ROLL. >> WHO MOTIONED AND SECONDED ON THAT? >> THE MOTIONS -- YOU ABSTAINED. >> I'M RECUSING MYSELF. THANK YOU SO MUCH. >> MOTION MADE BY MISS GIBBONS AND SECONDED BY MISS BENNETT. >> I HAVE TO STATE MY REASON. I HAVE CONFLICT OF INTEREST BECAUSE MR. KOBLEGARD IS MY BROTHER-IN-LAW AND THEN I FILL OUT A PIECE OF PAPER THAT JILL WILL GIVE ME. [G.7. Discussion of search process for new Director of Utilities – For Information Only] >> NEXT ITEM. >> NEXT ITEM BOARD DISCUSSION ON THE SEARCH PROCESS FOR A NEW DIRECTOR OF UTILITIES. I PROVIDED IN YOUR PACKAGE AN E-MAIL I SENT TO ALL OF YOU DISCUSSING ONE POTENTIAL WAY TO DO THE SEARCH. AND ALSO INCLUDES SOME INFORMATION ON JERRY HOFNER AND THE PROPOSAL HE'S GIVEN US. THIS IS JUST I WILL SAY IT UP FRONT. THIS YOUR PROCESS. WHATEVER YOU WANT IT TO BE. WE JUST THOUGHT WE WOULD SET UP A POTENTIAL PROCESS TO GO THROUGH AND HOPEFULLY IT WILL WHAT YOU ARE LOOKING FOR. I THINK YOU'RE IN A GREAT POSITION HERE TO START WITH A BLANK PAGE. YOU KNOW YOU ARE NOT UNDER ANY PARTICULAR STRESS TO GET IT DONE IN A MONTH OR TWO. YOU GOT PLENTY OF TIME. YOU CAN REALLY DO A COMPLETE JOB AND I'M HOPING THAT I'M SURE WHAT YOU WANT IS WHEN YOU ARE FINISHED WITH THIS AND HAVE NEW DIRECTOR WHEN THE PROCESS IS FINISHED YOU WILL FEEL COMFORTABLE YOU DID EVERYTHING YOU WANT TO DO AND YOU LOOKED AT ALL THE OPTIONS AVAILABLE. I THINK WHAT -- WHAT I SUGGESTED HERE MIGHT HELP YOU DO THAT. >> MR. CHAIRMAN. I THANK YOU FOR DOING THIS, JOHN. BECAUSE YOU KNOW EVERYBODY HAS TO DO THE FIRST DRAFT. HAS TO THROW THE IDEA OUT THERE. AND GETS YOU THINKING.RAND I APPRECIATE YOU PUTTING IN THE JOB DESCRIPTION. BECAUSE NOW EVERYBODY CAN READ AND SEE WHAT THE JOB DESCRIPTION ENTAILS. THERE MIGHT BE SOME TWEAKING [00:55:01] ON THAT. I WANT TO TAKE A LITTLE BIT OF A DIFFERENT TACT ON AND LIKE YOU SAID IT'S OUR PROCESS. I WOULD LIKE TO SUGGEST TO THE BOARD ONE OF THE THINGS -- PLAYING OFF WHAT MISS BENNETT SAID EARLIER. WE MAY HAVE INTERNAL CANDIDATES. WE MAY HAVE INTERNAL CANDIDATES THAT WE WANT TO GIVE THAT OPPORTUNITY TO BE ABLE TO SPEAK TO THEM AND KNOW WHAT WE HAVE HERE. AND IF -- WHAT I WOULD LAKE TO SUGGEST IS THAT -- AND I DO THINK WE WANT THE PROCESS OF CHOOSING THE NEW DIRECTOR OUTSIDE OF THE HIERARCHY OF THE INTERNAL FPUA. OUTSIDE OF MR. TOMPECK. AND HUMAN RESOURCES BECAUSE IT'S A SMALL LITTLE TOWN, FPUA IS. IT NEEDS TO BE OUTSIDE THAT PROCESS IN MY OPINION. AND SO WHAT I WOULD LIKE TO PROPOSE IS THAT WE ASK FOR INTERNAL CANDIDATES TO PREPARE A LITTLE OF INTENSE AND RESUME AND PRESENT TO MR. KOBLEGARD; MR. KOBLEGARD IS OUR OUTSIDE DOWN COUNSEL. HE'S FAMILIAR WITH FPUA AND WHAT NEEDS TO HAPPEN HERE. BUT HE WOULD HAVE ABSOLUTELY NO INFLUENCE ON WHO IS PICKED. BUT HE WOULD JUST BE A HANDLING THE PROCESS FOR US. AND THAT THE LETTERS -- I KIND OF PREPARED A TIME LINE THE LETTERS COULD BE SUBMITTED BY THE END OF THE DAY ON SEPTEMBER 27TH WHICH IS A MONDAY. AND THEN HE CAN SET UP INDIVIDUAL INTERVIEWS WITH BOARD MEMBERS AND THE CANDIDATES. AND THAT WOULD PROBABLY EVEN BE IN HIS OFFICE. I DOESN'T INTERFERE OR DISRUPT ANYTHING HERE OR ADD TO DRAMA. THEN THE LAST WEEK IN SEPTEMBER, OR EARLY OCTOBER, THEY COULD BE COMPLETED MAYBE BY OCTOBER 12TH. AND THEN WE COULD HAVE A SPECIAL MEETING ON OCTOBER 13TH, 14TH OR 15TH, TO REVIEW THE INTERNAL CANDIDATES AND CHOOSE ONE. OR NOT CHOOSE ONE AND THEN IF WE DON'T, WE CAN DECIDE TO GO OUTSIDE. I WENT THROUGH THAT AND WORKED OFF WHAT THE WAY MR. TOMPECK PRESENTED IT. AND IT HELPED ME WITH HIS FIRST DRAFT TO COME UP WITH THAT I KNOW WE WERE TALKING ABOUT THE NEW BOARD MEMBER. NOW THE NEW BOARD MEMBER. THE CITY OF FT. PIERCE WILL NOT APPOINT THE NEW BOARD MEMBER IN TIME FOR THE FIRST MEETING IN OCTOBER. BY THE TIME WE'LL HAVE A NEW BOARD MEMBER, MAYBE BY THE SECOND MEETING IN OCTOBER. WE WILL HAVE THAT -- WE WILL BE MOVING ALONG IN THE PROCESS. SEEING WHAT WE HAVE HERE. I AGREE WITH THE MAYOR. ANY OTHER COMMENTS? >> I HAVE A COMMENT. I WILL SAY THAT THE BIGGEST MISTAKE THAT WE MADE IN 2015 WAS WE DID NOT ENTERTAIN IN-HOUSE CANDIDATES. WE WENT DIRECTLY TO A SEARCH FROM OUTSIDE THE AREA AND IT WAS A TERRIBLE MISTAKE ON OUR CHOICE. WHAT HAPPENED AND I WILL SAY I'VE BEEN VERY GRATEFUL TO MR. TOMPECK WHO HAS STEPPED IN SINCE 2017 IN-HOUSE CANDIDATE THAT HE WAS. AND I THINK THAT STARTING AT LEAST WITH AN IN-HOUSE CANDIDATE IS WAY WE SHOULD HAVE DONE IT THE FIRST TIME. MR. TOMPECK, I DON'T KNOW IF YOU WOULD HAVE PUT YOUR NAME IN THE HAT THAT FIRST TIME. BUT I WOULD HAVE APPRECIATED IT IF YOU HAD. >> I AGREE. BECAUSE I THINK WE HAVE AN EXCELLENT STAFF THAT KNOWS FPUA INSIDE AND OUT. AND IF THEY KNOW IT INSIDE AND OUT WE NEED TO AT LEAST GIVE THEM A CHANCE FIRST AND THEN IF WE DON'T FIND ANYTHING OR WE HAVE CANDIDATES THAT DON'T WANT TO APPLY, THEN WE GO OUTSIDE. BECAUSE TO PAY SOMEONE TO DO WHAT WE ALREADY HAVE THAT'S AN EXPENSE THAT WE DON'T NEED. I MEAN, WE HAVE SOME EXCELLENT PEOPLE HERE. AND I KNOW IF WE GET SOMEONE [01:00:02] FROM OUTSIDE, THE PEOPLE THAT ARE INSIDE ARE STILL GOING TO NEED TO DO THE TRAINING. BECAUSE THEY DON'T KNOW THE AREA. THEY DON'T KNOW THE BUSINESS. WE NEED TO LOOK AT PEOPLE INSIDE FIRST AND THEN GO OUT. >> MR. KOBLEGARD YOU AND I HAVE HAD A PRELIMINARY CONVERSATION. IS THIS AGREEABLE TO YOU? >> YEAH. CERTAINLY. WHAT ABOUT QUESTION AIR. PEOPLE THAT WANT TO APPLY AS FAR AS JUST ANSWERING SPECIFIC QUESTIONS AND FILLING THAT OUT SO THE BOARD WOULD HAVE THAT BEFORE THE MEETING. >> THAT'S A REAL GOOD IDEA. >> MAYBE THE BOARD MEMBERS CAN SEND THOSE QUESTIONS TO YOU. THAT WAY WE HAVE A COMPILATION OF ALL THE BOARD'S QUESTIONS. >> EACH OF US PUTS TOGETHER ALL OF THE QUESTIONS YOU MAY WANT TO ASK THE CANDIDATES. WHETHER THEY ARE INTERNAL OR EXTERNAL CANDIDATES. BUT WE'LL START WITH INTERNAL. HAMMY TO DO THAT. >> OKAY. THAT'S OUR HOMEWORK. >> MR. TOMPECK, DO WE NEED TO GIVE INSTRUCTIONS TO YOU? >> NO. IT SOUNDS LIKE YOU KNOW WHAT YOU WANT TO DO. IF YOU NEED HELP WE WILL BE GLAD TO ASSIST. >> THE IDEAS THAT WE WILL OPEN IT UP TO INTERNAL PROSPECTS FIRST. HOW LONG DO WE WANT TO SPEND 60 DAYS? >> 90 DAYS? 30 DAYS? >> SPEND WHAT? >> FOR INTERNAL EMPLOYEES -- >> I'M SAYING THEY'VE TURNED IN THEIR RESUME SEPTEMBER 27TH. THAT'S NEXT WEEK. THEN WE SET UP APPOINTMENTS IN THE NEXT TWO WEEKS. GET THEM DONE BY OCTOBER 12TH. >>> WE THINK ABOUT HAVING ALL THE RESUMES IN APPLICATION FROM INTERNAL EMPLOYEES IN AND REVIEWED OCTOBER 12TH. AND INTERVIEWS ALREADY. AND INTERVIEWS BEFORE OCTOBER 12ST WITH IDEA OF MAKING A DECISION -- WHEN NEXT BOARD MEMBER COME ON? >> SECOND MEETING IN OCTOBER IS EARLIEST. THE 19TH. >> I HAVE A QUESTION ON COORDINATION OF THIS. INTERNAL CANDIDATES GET THIS TO WHERE. THEY GET MR. KOBLEGARD? >> SOMEONE INSIDE YOUR ORGANIZATION NEEDS TO ANNOUNCE IT TO BE MISS WOLF DO THIS. ANNOUNCE IT TO ANYONE OUT THERE WHO IS WANTING TO BE A CANDIDATE; CORRECT? >> YES. I'M TRYING TO REALLY UNDERSTAND THE MECHANICS OF WHAT YOU ARE LOOKING AT FOR. AND I THINK YOU ARE -- YOUR TIME SCHEDULE IS DIFFICULT TO MEET THE SCHEDULE. AND IT SOUNDS IKE YOU WANT TO GO AHEAD AND AGAIN RAILT GENERATE THE QUESTIONS YOURSELF. IF YOU NEED HELP WITH THAT. WE WILL DO THAT. I DON'T KNOW IF YOU WANT TO MAKE ADJUSTMENTS TO THE JOB DESCRIPTION OR NOT. YOU HAVEN'T MENTIONED THAT. >> HOW DO YOU DO IT INTERNALLY? >> YOU POST IT I ASSUME. >> I WANT EVERYONE IN FPUA WHO WOULD BE A POTENTIAL CANDIDATE FOR DIRECTOR TO HAVE KNOWLEDGE NOW AS OF TOMORROW MORNING THAT THIS JOB WILL BE DECIDED UPON AT SOME POINT SOON. CORRECT? >> YES. >> THAT WOULD BE THROUGH HR. I'M ASSUMING. YES. >> OKAY. >> MY CONCERN IS WE HAVEN'T TALKED ABOUT THE JOB DESCRIPTION YET. WE HAVEN'T FORMALIZED TO APPROVE THAT. IS THAT WHAT WE WANT TO MOVE FORWARD WITH. OR ARE THERE QUESTIONS ON THE CURRENT JOB DESCRIPTION. THAT NEEDS TO WITH TIGHTENED UP BEFORE WE CAN OPEN IT UP FOR APPLICATIONS, IN MY EYES, ANYWAYS. >> I THINK WE NEED TO LOOK AT THE JOB DESCRIPTION, COME UP WITH WHAT THE JOB ENDALES AND THEN I MEAN FORWARD WITH POSTING THE POSITION SO THAT THE CANDIDATES WILL KNOW WHAT THE JOB DESCRIPTION ENTAILS. AND THEN SET THE DATE OF WHEN THE PROCESS BEGINS. >> AND THEN I THINK IT NEEDS TO BE AT THE WEEK AT LEAST. >> YES. >> WE'VE HAD EMPLOYEES AT THE WEEK AT LEAST FOR TURN AROUND TIME. >> RIGHT, CORRECT. IF YOU LOOK AT THE [01:05:02] ATTACHMENT, DIRECTOR SEARCH PROCESS. [INAUDIBLE] THAT'S KIND OF GIVING YOU SOMETHING TO WORK WITH. >> THAT'S WHAT I WAS THINKING. >> I REVIEWED THAT. AND I MEAN, IT MIGHT NEED A LITTLE BIT TWEAKING. IT'S PRETTY COMPREHENSIVE. >> I WANT TO MAKE SURE BEFORE -- >> WE MAY WANT TO EMPHASIZE THINGS MORE THAN OTHERS. IT'S PRETTY -- IT'S REALLY ALL OF THAT AND THEN ANYTHING ELSE THE BOARD SAYS TO DO. >> THAT COULD BE INCLUDED IN THE QUESTIONNAIRE. THE ADDITIONAL ITEMS YOU WANT COVERED. >> IF WE ARE GOING TO DO THIS. WE GIVE THEM A WEEK. I'M JUST TRYING TO UNDERSTAND. WE NEED TO THEN GET QUESTIONS OVER TO KOBLEGARD, BUT THAT IS FOR INTERVIEW PURPOSES. >> RIGHT. >> BUT WE'RE TALKING TWO WEEKS ALMOST FROM TODAY OF HAVING WELL THREE WEEKS FROM TODAY; RIGHT? OF HAVING THAT INTERVIEW PROCESS DONE. >> THERE'S ONLY ONE MEETING BETWEEN NOW AND THEN. >> RIGHT? >> THERE'S DEFINITELY FEELING YOU WANT TO TWEAK THE JOB DESCRIPTION. >> NO. I THINK IT'S PRETTY COMPLETE. BUT I HAVE ONLY READ IT A COUPLE OF TIMES. >> I WOULD ASK THE DIRECTOR TO CALL INDIVIDUAL BOARD MEMBERS AND ASK IF THEY WANT ANYTHING ADDED TO JOB DESCRIPTION. AND TRY TO HAVE THAT ACCOMPLISHED BY FRIDAY OF NEXT WEEK. AT THE LATEST IF YOU TRY TO GET THIS THING OUT THAT QUICKLY. >> BEFORE -- DOES ANYONE KNOW HOW IT WAS HANDLED. WHO WAS INTERNAL. WAS IT DONE MORE SIMILAR? >> HE WAS THE DIRECTOR. HE WAS PICKED INTERNALLY AND I THINK THEY ACTUALLY DID A SEARCH. THE THAT RIGHT? I SHOULD REMEMBER. BUT I'M NOT SURE. >> I THINK THEY DID DO A SEARCH AND ENDED WITH MR. TIESE. HE WAS AN INTERNAL CANDIDATE. >> OBVIOUSLY I WOULD PREFER HAVE SOMEONE THAT'S IN INTERNAL. I BELIEVE THAT YOU DON'T KNOW WHAT YOU DON'T KNOW. I WOULD LIKE TO HAVE ALL THE CANDIDATES AT ONE TIME. WE DON'T KNOW IF THERE'S SOMEONE THAT MIGHT BE A BETTER FIT. THAT'S WHERE I KIND OF -- AM SWAYING A LITTLE BIT. >> I THIS POINT HERE IF YOU ARE NOT SATISFIED WITH THE INTERNAL CANDIDATES, THEN YOU MOVE ON. BUT IT'S A LOT OF MONEY. >> RIGHT. >> THERE WAS A LOT OF MONEY THE LAST TIME. >> MORE MONEY THE LAST TIME TOO; RIGHT? I THINK IT WAS MORE THAN HE'S ASKING. I THINK IT WAS 35 OR $40,000. >> ANYWAY, YEAH. AND YOU HAVE TO FLY CANDIDATES IN FROM CALIFORNIA. WINE AND DINE THEM. >> AND WINE AND DINE THEM. >> RIGHT. >> AND SPEND YOUR TIME WINE WINING AND DINING THEM. WE HAVE SOMEONE HERE. THIS EXPENSE WE WOULD BE ABLE TO SAVE THAT MONEY. BECAUSE WE HAVE POTENTIAL CANDIDATES HERE. I JUST FEEL THAT. I DEFINITELY AGREE. I WANT TO MAKE SURE WE LOOK AT ALL REVENUES RATHER THAN NARROW -- NARROWING OUR PERSPECTIVE. I JUST WANT WHAT'S BEST FOR -- >> WE'RE ARE NOT REALLY NARROWING. IF WE GO THROUGH THIS PROCESS AND WE SAY, YOU KNOW, LET'S NOT -- THAT'S NOT QUITE RIGHT. >> I KNOW WHAT YOU ARE SAYING. AM I CUTTING MYSELF OFF FROM THE PERFECT PERSON THAT IS OUT THERE THAT WE DON'T KNOW ABOUT? SOMEONE WITH ANNOUT SIDE-VIEW POINT. SOMEONE WITH A DIFFERENT PERSPECTIVE. ISN'T ALWAYS BAD. FRESH EYES ON SOMETHING ARE ALWAYS. ARE ALWAYS GOOD. I MEAN THAT -- THAT'S A VERY GOOD CONSIDERATION. I DO BELIEVE THIS TIMETABLE I THINK THIS TIMETABLE CAN BE DONE. IT'S UP TO THE BOARD WHATEVER YOU WANT YOUR TIMETABLE TO BE. I THINK WE OUGHT NOT TO IF WE CONTINUE TO SAY WE'LL WAIT UNTIL THE NEW BOARD [01:10:01] MEMBER. THEN WE GET INTO THE HOLIDAYS. AND THEN BELIEVE ME NOTHING HAPP HAPPENS IN DECEMBER. >> IF WE AGREE WITH THAT, THAT THIS IS THE JOB DESCRIPTION THAT WE WANT TO GO WITH, ASSUMING THERE'S MILD TWEAKS TO IT AND THEN WE OPEN IT UP TO THE FPUA EMPLOYEES, FOR RESUMES, MAYBE WE GIVE THEM I WOULD LIKE TO SEE AT LEAST A WEEK. AND THEN -- THEY POST IT TOMORROW. THEY HAVE WEEK TO GET IT INTO MR. KOBLEGARD'S OFFICE A WEEK FROM TOMORROW. WHAT DATE IS THAT? >> 29TH. >>> ALL RIGHT. WHATEVER DAY OF THE WEEK THAT IS. I DON'T KNOW. >> AND MR. KOBLEGARD'S SCHEDULES INTERVIEWS. WE SEND THIS OVER NOW. RIGHT. >> WE CANNOT MEET TOGETHER WITHOUT IT BE NOTICED. WE WOULD INDIVIDUALLY MEET WITH THE CANDIDATES. THAT'S ONE ON ONE. WHICH IS -- AND THEN -- WHICH IS SOMETHING I WANT. IT'S A ONE ON ONE. >> AND BUT ALL OF THIS THE PUBLIC RECORD. >> RIGHT. >> SOMEONE SENDS A LETTER OF INTENT OR RESUME OVER. WHATEVER YOU SEND QUESTIONS OVER TO -- THIS ALL PUBLIC RECORD. >> RIGHT. >> WHAT TYPE OF QUESTIONS ARE YOU GUYS WANTING TO SEE ON THE QUESTIONNAIRE. >> WHATEVER YOU WANT TO ASK. >> THIS WILL BE INTERVIEW QUESTIONS. >> THESE WILL BE INTERVIEW QUESTIONS. WE'RE ALL GETTING THE ANSWERS TO SAME QUESTIONS. THAT'S THE POINT. >> UH-HUH. >> I THINK IN ANY INTERVIEW WITH YOU SPECIFICALLY YOU ARE GOING TO COME UP WITH ALL KINDS OF THINGS. >> THERE ARE CERTAIN I THINK CRITERIA LIKE YOU KNOW, I SEE THAT YOU HAVE A DEGREE IN ELECTRICAL ENGINEERING. WHAT MAKES YOU THINK THAT YOU CAN DO THIS JOB? WHY IS IT THAT YOU ARE BETTER THAN OTHER CANDIDATES WHO APPLIED. >> WHOEVER APPLIES. I'M JUST ASKING THE QUESTIONS. SO I UNDERSTAND IT. AND ALSO THEY UNDERSTAND IT WHEN THEY COME IN. THEY WILL HAVE LET'S SAY WE ALL COME UP WITH ONE QUESTION. THERE'S FIVE QUESTIONS ON THE THINGS. I WOULD THINK THERE'S A LOT OF QUESTION. THEY WILL HAVE TO REPEAT THAT FIVE TIMES? >> YES. >> WHAT YOU EMPHASIZE AND I EMPHASIZE MIGHT BE DIFFERENT. I MIGHT EMPHASIZE MONEY. SOMEONE ELSE MAY EMPHASIZE BUDGET OR TRANSFORMER. >> JUST SEND YOUR QUESTIONS. LET THEM FILL OUT THE REDUNDANT ONE AND CREATE ONE QUESTIONNAIRE FOR THE EMPLOYEE? >> WE'RE GOING TO SEND THEM TO MR. KOBLEGARD. HE WILL TAKE ALL THE QUESTIONS AND MAKE SURE THEY DON'T REPEAT THEMSELVES. MAKE ONE QUESTION. >> THEY HAVE THAT ANSWERED. >> GET THEIR REST PEAR. I THINK THAT ARE JUST GOING TO PRAER PAIR IT. THAT'S WHY I'M ASKING THE QUESTIONS. HE WAS ASSUMING. I ASSUME THEY WOULD FILL IT OUT AND SEND IT BACK. THEY OUGHT TO FILL OUT AND LET US LOOK AT THE ANSWERS. FOLLOW UP WITH MORE QUESTIONS IF NEEDED. >> I DON'T THINK THAT'S THE EXTENT OF THE QUESTIONS. JUST LIKE IN ANY INTERVIEW, YOU COME UP WITH. THIS IS KIND OF A GUIDE, PERIOD. IN MY OPINION. I THINK IT'S GOING TO CONSUME A LOT OF TIME IF YOU ASK THEM TO FILL OUT THE QUESTIONNAIRE AHEAD OF TIME. >> THAT'S WHERE I'M HEADED NOW. >> MAYBE IN OUR INTERVIEWS WE DON'T ASK ALL 50 QUESTIONS. WE MAYBE WE ASK THAT FIVE QUESTIONS. >> THAT'S WHY THEIR FOUR WORD MEMBERS BECAUSE WE ALL COME AT IT FROM DIFFERENT PERSPECTIVE. >> THEY WILL HAVE A GENERAL IDEA OF WHAT THE QUESTIONS ARE. WE MAY NOT ASK ALL OF THEM IN THE INTERVIEW. >> WE MAY NOT EVEN ASK ANYONE. >> THIS IS A GUIDE TO GO BY. >> I LIKE THAT. >> I ANY IT'S TRANSLATABLE IF WE GO OUTSIDE TOO. >> THIS THE LIKE A REHEARSAL. >> DOES THAT SOUND DOABLE MR. KOBLEGARD? >> MR. TOMPECK, DO YOU NEED ANYTHING ELSE FROM US? >> IF THERE'S ANYTHING YOU WANT ME TO DO. >> I'M NOT SURE IF THERE'S A LOT OF IDEAS. DO YOU WANT ME TO DO ANYTHING OR DO YOU WANT ME [01:15:01] ALL POUT TOGETHER A SFIEM LINE SOMETHING MAYBE YOU AND MR. KOBLEGARD COULD WORK ON TOGETHER. >> E-MAIL NEEDS TO GO OUT TO ALL OF THE EMPLOYEES TOMORROW POSTING THE JOB. THE JOB DESCRIPTION. >> YEAH. DEPENDING ON HOW MANY CANDIDATES THERE ARE. 2 OR 3 OR 6, 7, 8. >> I AGREE. >> GOOD POINT. >> OKAY. WHAT I'M HEARING IS THAT THE JOB WILL BE POSTED ON TOMORROW. >> OKAY AND THEN EMPLOYEES HAVE A WEEK TO GET THEIR RESUMES TO MR. KOBLEGARD. >> IS THERE ANYTHING ELSE I NEED TO DO? >> POSTING. SOMEONE HAS TO MAKE SURE THAT HAPPENS. [I.1. FPUA Resolution 2021-12 A Resolution of Fort Pierce Utilities Authority in Appreciation of the Services of Glynda Cavalcanti.] >> >> I THINK WE'RE MOVING ON TO RESOLUTIONS. YES, THE NEXT ITEM ON THE AGENDA IS FPUA RESOLUTION 2021-12 WHICH IS RESOLUTION TO APPRECIATION OF THE SERVICES OF LINDA CAVALCANTE FPUA BOARD MEMBER OVER THE LAST EIGHT YEARS. ON BEHALF OF FPUA I WOULD LIKE TO THANK LINDA FOR HER SERVICE AND WISDOM FOR FINANCIAL BACKGROUND CRITICAL TO THE SUCCESSION OF FPUA OVER THE LAST EIGHT YEAR AND FINANCIAL EXPERTISE WILL BE MISSED. THANK YOU FOR YOUR JOB WELL DONE. IF ANY BOARD MEMBERS WOULD LIKE TO COMMENT GO AHEAD AND THEN WE WILL READ THE RESOLUTION AFTER YOU FINISH. >> ANY COMMENTS FROM THE BOARD? >> I SAY THANK. >> THANK YOU. >> YOU'RE WELCOME AND THANK YOU. >> THANK YOU ALL FOR YOUR HELP. >> GLYNDA YOUR KNOWLEDGE HAS BEEN INVALUABLE. >> PLEASE READ THE RESOLUTION. >> RESOLUTION UA2021-12 A RESOLUTION OF FT. PIERCE UTILITIES AUTHORITY IN APPRECIATION OF THE SERVICES OF GLYNDAJ. CAVALCANTE. HE HAS SERVED AS THE MEMBER OF FORT PORT UTILITY AUTHORITY OCTOBER 1ST, 2013 UNTIL SEPTEMBER 30TH, 2021. AND WHEREAS MISS KA KAV SERVED AS DEPUTY SECRETARY FROM 2013 TO 2017. AND SECRETARY FROM 2017 TO 2021. AND WHEREAS DURING HER 8 YEARS IN OFFICE MISS CAVALCANTE HAS DEVOTED MANY HOURS AND WHEREAS MISS CAVALCANTE HAS BEEN A GREAT SOURCE OF INSPIRATION, COUNSEL, SUPPORT AND WISDOM FOR THE DIRECTOR OF UTILITIES AND WHEREAS MISS CAVALCANTE HAS SERVED WITH GREAT DISTINCTION AND DISPLAYED A COMPASSION TO SENSE OF MORALAL INTEGRITY AND VISION WHEN ADDRESSING BOTH CUSTOMER AND APPLIEE RVRLT RELATES ISSUE. WHEREAS MISS CAVALCANTE HAS ALL TIME ABLY REPRESENTED THE POSITION AND INTEREST OF FT. PIERCE UTILITIES AUTHORITY IN DEALING WITH OTHER ENTITIES. NOW THEREFORE BE IT RESOLVE BAD FORT PETER UTILITY AUTHORITY OF THE CITY OF FT. PIERCE FLORIDA IN REGULAR SESSION THAT ON BEHALF OF THE BOARD MEMBERS OF FT. PIERCE UTILITIES AUTHORITY THE PEOPLE OF THE CITY OF FT. PIERCE AND FT. PIERCE UTILITIES AUTHORITY DEPARTMENT HEADS AND STAFF HEREBY ACKNOWLEDGES WITH THE DEEP SENSE OF GRATITUDE THE SERVICES OF GLYNDA W. CAVALCANTE AS THE FT. PIERCE UTILITIES AUTHORITY. A COPY OF THE RESOLUTION BE PRESENTED AND SPREAD UPON THE MINUTE OF FT. PIERCE UTILITY AUTHORITY AS PERMANENT RECORD OF THEIR APPRECIATION. A ADOPTED THIS 21ST DAY OF SEPTEMBER 2021. >> THANK YOU. >> THANK YOU. NEED A MOTION ON THAT. >> YOU NEED A MOTION? >> YES. WE DO. >> MOVE APPROVAL. >> I WILL SECOND IT. >> PLEASE CALL THE ROLL. [J. DIRECTOR] ATTORNEY? >> NOT AT THIS TIME. >> THE DIRECTOR ANY REPORT? >> JUST A COUPLE OF QUICK ITEMS. FIRST A QUICK UPDATE ON COVID 19. THE NUMBER OF CASES HAS DROPPED WITHIN FPUA. OVER THE MOST OF THE CASES HAVE BEEN RELATIVE I WILL MILD OVER THE LAST TWO MONTHS WE HAD 60 OF OUR EMPLOYEES THAT HAVE BEEN EFFECTED. BUT AS OF TODAY WE ALL BUT THREE HAVE RETURNED TO WORK. WE'VE BEEN VERY LUCKY. [01:20:03] ONE LAST ITEM AT THE LAST MEETING DURING OUR DISCUSSION ON THE POWER COST ADJUSTMENT WE TALKED A LITTLE BIT ABOUT THE PRICE OF NATURAL GAS. THE PRICES CONTINUE TO CLIMB OVER THE $5 MARK TO THE POINT WHERE IT'S THE HIGHEST IT'S BEEN IN THE LAST EIGHT YEARS. AND THE FUTURE SHOW THAT LEVEL OF PRICING AT LEAST THROUGH MARCH. AND THAT'S THE THING THAT WORRIES ME AND DISTURBS ME THAT THE FUTURES ARE ALSO HIGH. THAT FUTURES PRICING WILL CAUSE FMPA RATE PROJECTION TO INCREASE TO PROBABLY 80 OR MORE PER MEGAWATT HOUR. WITH OUR LAST INCREASE PCA WE ARE $6 LET'S THAN 79.52 BASELINE FOR CALCULATING THE PCA. YOU CAN DO SOME PRETTY QUICK MATH IN YOUR HEAD AND FIGURE OUT WHERE WE ARE HEADED. STAFF WORKING ON PROJECTION THAT WILL BRING TO THE BOARD AS SOON AS POSSIBLE. BUT IT'S LIKELY WE WILL NEED TO MAKE A SIZABLE ADJUSTMENT TO PCA IN NOVEMBER. >> JUST TO GIVE YOU HEADS UP. >> THAT'S ALL THE GOOD NEWS I HAVE FOR TODAY. >> THANK YOU THAT WAS [L. COMMENTS FROM BOARD MEMBERS] COMFORTING. >> ANY COMMENTS FROM THE BOARD? >> I HAVE ONE. I TALKED TO MR. TOMPECK ABOUT IT. I WILL WILL GIVE MY WORD OF WARNING ON THIS. I HAD NOT READ WHAT MAYOR HUDSON READ THE LAST TIME AND THOSE E-MAILS THAT MR. TOMPECK SENDS TO US. I HAD NOT HAD A CHANCE TO READ IT ON THE POLICIES AND PROCEDURES AND MAYOR HUDSON BROUGHT IT UP AND I WENT BACK THEN AND READ IT AFTER SHE BROUGHT IT UP. AND I JUST WANT EVERYBODY TO BE AWARE OF THOSE HOW IMPORTANT THOSE E-MAILS ARE. I WAS NEGLIGENT. HAVING READ THAT ESSENTIALLY AND I REALIZE THAT IT'S NOT PAST AND IT'S GOING TO BE FURTHER DISCUSSED. I'M NOT CERTAIN HOW MUCH IT WAS GOING TO FURTHER DISCUSSED HAD MAYOR HUDSON NOT BROUGHT IT UP AND AS THE BOARD BLINDLY JUST APPROVING IT. THAT WAS A VERY SIGNIFICANT DOCUMENT THAT TOOK AWAY BASICALLY MOST OF THE RIGHT OF THIS BOARD. I WOULD SUGGEST TO YOU -- THINK ABOUT IT. DO YOU GUYS WANT TO BE LETTING THE DIRECTOR PICK YOUR ATTORNEY? WHO REPRESENTS YOU AS THE BOARD? I DON'T THINK SO. OKAY. I MEAN THERE WERE SOME VERY SIGNIFICANT ITEMS ON THERE THAT I THINK WERE DANGEROUS TO THIS BOARD. YOU ARE BASICALLY GOING TO BE A PUPPET BOARD. I CAN ONLY SAY HOW MUCH I APPRECIATE THAT MAYOR HUDSON BROUGHT TO OUR ATTENTION. I REALIZED IT WAS FOR DISCUSSION. BUT EVEN SO MANY TIMES, THAT GETS EITHER PUT ON A RESOLUTION OR PUT ON A CONSENT AGENDA WITHOUT A WHOLE LOT OF DISCUSSION. I'M JUST SAYING I'M GOING OFF THE BOARD. YOU NEED TO READ ALL THIS STUFF. AND I WAS NEGLIGENT MYSELF ON IT. OKAY. >> ANY OTHER COMMENTS? >> * This transcript was compiled from uncorrected Closed Captioning.