2/20/25 Weekly Email

Hi All, 

I don’t have a lot of updates this week so I wanted to just provide a summary of our Q+A with Rosa at today’s member meeting. I’ve attached the full meeting minutes but this email will have a little more detail on the questions that were asked. I have sent Rosa the list of questions we didn’t get to and will send her responses out as soon as I receive them. 

1. Can you describe some of the projects you're working on right now as City Manager?

1. Big picture - Rosa is focused on improving the services that the City provides, making sure people feel safe in the community, and keeping smaller neighborhoods engaged with local government decisions. 

2. Her main project right now is implementing the Segal market study (more below).

3. Sub projects include:

1. Figuring out a use for the 46 acres Tempe has at Priest and Rio Salado that did not go to the Coyotes - there are competing business interests at play and the City is interested in making sure their last large plot of land is developed appropriately. 

2. Figuring out solutions for the hole the rental tax repeal has left in Tempe’s budget ($20-21 million per year). They are also predicting that the food tax will be repealed in the next year, which would be another $7 million. Tempe is looking for suggestions - Rosa invited people to touch base with ideas. 

1. One possibility may be a “public safety” tax, but this is one of many possible solutions and nothing is set in stone. 

3. Developing the north side of Tempe Town Lake - creating a Master Plan for new projects and amenities

4. Developing a plan for the proposed McCain Library on Curry and Mill Ave - Possible library for John McCain’s records (similar to Presidential libraries) and event space for future presidential debates

5. Trying to sell the 525 Building downtown

6. Expediting Streets projects with the additional funding from the November bonds. 

2. When will employees receive results from the Segal market study? Does the City have enough money to implement the Segal study? If not, how do you plan to roll things out?

1. Lisette fielded some of these questions - I did not record who said what. 

2. The City originally set aside $5 million for the market study. Segal has said they anticipate it may take $8.5 million to implement the recommendations. Admin has authorized both the increase in funds and a full implementation as of July 1st.

1. UAEA comment - this is great! We were originally told they may need to partially delay implementation due to budgetary concerns - this is very encouraging to hear. 

3. Segal will be doing presentations to directors to help them set their budgets for the coming year. Employee groups will have access to some of this data - everyone in the City should have access by late April to early May.

1. UAEA comment - every employee group is pushing for this data to be available asap. We would like it to be sooner than late April but one limitation is that Segal needs to take their model and plug in data that is up-to-date - their original data was based on Tempe employee data from 2023. This is a top priority for us and we’re not going to relent. 

3. Other Valley cities like Mesa are switching to a 4-day schedule each week. Has Tempe considered following suit?

1. Rosa believes Tempe has some unique qualities that prevent us from doing this. One big thing is that our population literally doubles in size throughout the day when employees from businesses and students commute in. Constant customer service and accessibility is one of the only ways we can stay on top of projects and be responsive to community needs. 

2. The other thing is political. Tempe citizens love interacting with staff and always value our response times. It’s hard to transition away from that and demand for specific services like 311 has only risen over time. 

4. Can you explain the reasons for the 9x80 schedule change and why it isn't being applied to all employees? 

1. Lisette answered most of this. Internal audit determined that the existing payroll system cannot properly track the 9x80 schedule which means it is difficult to prove payroll and overtime (OT) compliance. There were also concerns with our compatibility with FLSA standards. This could potentially be reviewed once our new system is in place and we see what schedule systems it can support. 

1. Lisette said she would send me a Friday packet that covered this in more detail. 

2. This change only is needed for non-exempt (hourly) employees. Salaried employees can still work the 9x80 schedule because they have completely different schedule and OT standards. 

5. The City of Tempe has 2-months out of the year and sometimes 3-months where we have 3-paycheck a month. How can we get that 3rd paycheck with no deductions (ex: No Medical, Dental, etc.)?

1. UAEA Response - We did not ask Rosa this. The person who asked this didn’t provide an email so we couldn’t get clarification on what they intended. That said, all wages are taxed by the state and federal government. Taxes are based on the pay of employees, not how frequently they get paid. Let us know if you intended something different or needed more information 

6. Would the City ever consider annual performance reviews and bonuses based upon them? 

1. UAEA Response - We did not have time to get to this. One note - Mesa has a similar program. It is our understanding (someone please correct me if I’m wrong) that they do not have an annual COLA so the opinion of a supervisor is what dictates how much of a raise (if any), an employee gets. We like the idea that performance could potentially impact employee pay but we probably won’t endorse the idea until we get ironclad protections to prevent abuse. 

7. What is the process that determines how discipline is issued? What stops a supervisor or a manager with a grudge from overdisciplining an employee?

1. UAEA Response - We did not have time to get to this. In theory every discipline should start with a supervisor reaching out to HR, informing them of their concern, and asking for how similar past cases have been handled. In practice, supervisors sometimes are midway through the process before informing HR, something we would like to see change. Reforming the disciplinary process is an ongoing project for our team. We are crafting some proposals to simplify the process and mandate alternatives like coaching and additional training for minor offenses. Our hope is that UAEA has certain opportunities like our monthly LMC meetings or our quarterly meetings with Rosa to highlight examples of abuse if we encounter them. 

8. Smaller workgroups like mine (Parks) don't get a lot of opportunities to interact with management. How can we get more frequent interactions with you or your team?

1. UAEA Response - We did not have time to get to this. We strongly encourage employees to reach out and ask Rosa directly. UAEA can pass along your requests but it is much more meaningful if you reach out personally. Rosa is very good at making time to talk with different workgroups but needs to hear from them that there’s a need. 

Thank you everyone who submitted and asked questions at today’s meeting. I appreciate you showing up - Rosa and her team were surprised by our attendance numbers. I also am deeply grateful for everyone who ate and cleaned up afterwards - the Council Chambers were spotless when we left which makes it very easy for us to request the space in the future. 

All best,