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Buddy system <br />Some commissions have implemented a <br />recommendation by the HRIEC to assign a <br />current commissioner to be the “buddy” of <br />the newly appointed. This provides a <br />support network that can build relationships <br />and set a foundation for successful <br />experience as a commissioner. <br />20 <br />21 Although some of the outcomes from these various changes are hard to quantify, the city has seen an <br />22 increase in the number of applicants for certain commission vacancies (this could be attributed to a <br />23 variety of factors). Additionally, the feedback we continue to receive from our applicant experience <br />24 survey tends to reinforce some of the changes that were made, as well as guide us in continuous <br />25 improvement. Comments from the survey encompass a wide range of topics, but below issome <br />26 general feedback we have received. <br />27 Questions were very good & having them in advance seemed to aid Council as well as the <br />28 applicants. Very good experience. <br />29 This time around (applicant had interviewed previously) was more focused and relaxed. <br />30 Perhaps allow more time (15 minutes) for the interview (multiple responses have included <br />31 this) <br />32 <br />33 Since we implemented the survey in 2021 the overall rating of applicants’ experience in interviews <br />34 has increased. <br />35 <br />Question YearRating (out of 5) <br />Howwould you rate your 2021 3.9 <br />experience in the commission <br />2022 4.2 <br />interviews? <br />2023 4.7 <br />36 <br />37 As we continually look to improve our process and make it a valuable experience for applicants, <br />38 future commissioners, and councilmembers, it is important to have a well defined and executed <br />39 process in order to ensure good, timely communication for applicants and councilmembers and to <br />40 ensure steps are not missed in the process from year to year. <br />41 <br />42 Staff is seeking feedback from council regarding their experience with commission interviews. Some <br />43 of the topics to consider providing feedback on are: <br />44 <br />45 1. Commissioners seeking reappointments and how to handle applications/interviews <br />46 2. Location/Dates/Length of interviews <br />47 3. Interview questions <br />48 4. Selection process (e.g. extending application periods, desired qualifications) <br />49 <br />50 P OLICY O BJECTIVE <br />51 The city’s Strategic Racial Equity Action Plan (SREAP) has identified diversifying city <br />52 commissions as a high impact area of focus. Racially and ethnically diverse policy makers and <br />53 advisors are key to serving residents and other customers with excellence. <br />54 B UDGET I MPLICATIONS <br />55 None. <br />Page 3 of 4 <br /> <br />