SERVES LABOR AND ECONOMIC
DEVELOPMENT COMMITTEE MEETING OF
SEATTLE CITY COUNCIL WILL NOW
COME TO ORDER. IT IS 9:32 A.M.,
FRIDAY, FEBRUARY 20th, 2026, I
AM COUNCIL MEMBER MERCEDES
RINCK, WILL THE CLERK PLEASE
CALL THE ROLL AND LET THE RECORD
REFLECT COUNCIL MEMBER JUAREZ IS
EXCUSED?
>>
>> CHAIR MERCEDES RINCK.
>> PRESIDENT.
>> VICE CHAIR FOSTER.
>> HERE.
>> COUNCIL MEMBER HOLLINGSWORTH.
>> PRESENT.
>> COUNCIL MEMBER SAKA.
>> HERE.
>> CHAIR, THERE ARE FOUR MEMBERS
PRESENT, ONE EXCUSED.
>> THANK YOU. WE WILL NOW MOVE
TO APPROVAL OF TODAY'S AGENDA,
IF THERE IS NO OBJECTIONS, THE
AGENDA WILL BE ADOPTED. HEARING
NO OBJECTION, THE AGENDA IS
ADOPTED. WELCOME, THANK YOU FOR
BEING HERE. WE HAVE A PRETTY
ROBUST AGENDA TODAY, SO I WILL
KEEP MY REMARKS VERY BRIEF. JUST
A QUICK OVERVIEW OF TODAY'S
AGENDA. WE WILL BE VOTING ON THE
WESTLAKE PLANNING RESOLUTION WE
WERE BRIEFED ON DURING FEBRUARY
6th MEETING, WE WILL HEAR FROM
THREE HUMAN SERVICE PROVIDER
WAGE EQUITY RELATEED BRIEFINGS
FROM CENTRAL STAFF, CITY
SERVICES DEPARTMENT AND KING
COUNTY'S DEPARTMENT OF
COMMUNITY AND HUMAN SERVICES.
THEN WE WILL END WITH A ROUND
TABLE FROM SMOF OUR LOCAL HUMAN
SERVICES PROVIDERS TO HEAR FROM
THEM DIRECTLY ABOUT WAGE EQUITY.
WITH THAT, WE WILL OPEN THE
HYBRID PUBLIC COMMENT PERIOD,
PUBLIC KAULT SHOULD RELATE TO
ITEMS ON TODAY'S AGENDA OR
WITHIN THE PURVIEW OF THE
COMMITTEE. CLERK, HOW MEN
SPEAKERS ARE SIGNED UP FOR
TODAY?
>> CURRENTLY WE HAVE THREE IN
PERSON SPEAKERS AND ONE REMOTE
SPEAKER SIGNED UP.
>> WONDERFUL. EACH SPEAKER WILL
HAVE TWO MINUTES AND WE WILL
START WITH IN-PERSON SPEAKERS
FIRST. CLERK, COULD YOU PLEASE
READ THE PUBLIC COMMENT
INSTRUCTIONS?
>> THE PUBLIC COMMENT PERIOD
WILL BE MODERATED IN THE
FOLLOWING MANNER, THE PUBLIC
COMMENT PERIOD IS UP TO 60
MINUTES, SPEAKERS WILL BE CALLED
IN THE ORDER IN WHICH THEY ARE
REGISTERED. PLEASE BEGIN BY
SPEAKING YOUR NAME AND THE ITEM
YOU ARE ADDRESSING. SPEAKERS
WILL HEAR A CHIME WHEN THEY HAVE
10 SECONDS LEFT ON THEIR TIME.
SPEAKERS MICs WILL BE MUTED IF
THEY DO NOT END COMMENT WITHIN
ALLOTTED TIME TO. THE PUBLIC
COMMENT PERIOD ISOPE SXN WE WILL
BEGIN WITH THE FIRST SPEAKER ON
THE LIST, WE WILL BEGIN WITH THE
IN-PERSON SPEAKERS AND THEN MOVE
TO REMOTE.
>> THANK YOU. OUR FIRST
IN-PERSON SPEAKER IS AMIRA.
S
>> HELLO. GOOD MORNING, CHAIR
MERCEDES RINCK AND VICE CHAIR
FOSTER AND MEMBERS OF THE
COMMITTEE, MY NAME IS AMRIRA, A
UNION REPRESENTATIVE AT LPIEU8.
WE REPRESENT WORKERS AT HOUSING
AND HUMAN SERVICES NON-PROFITS
ALL ACROSS THE REGION INCLUDING
LOW INCOME HOUSING INSTITUTE,
LIFE WIRE, SOLID GROUND,
PLYMOUTH HOUSING, CRISIS
CONNECTIONS, COMPASS LINES AND
SEVERAL OTHERS. THESE
ORGANIZATIONS ARE ON THE FRONT
LINES OF THE CITY'S RESPONSE TO
HOMELESSNESS AND DOMESTIC
VIOLENCE AND GENDER-BASED
VIOLENCE EVERY DAY. I WANTED TO
START BY THANKING THE COUNCIL
FOR YOUR CONTINUED LEADERSHIP ON
WAGE EQUITY. THE INVESTMENTS YOU
HAVE MADE, $5.1 MILLION IN 2024,
AND OVER $7 MILLION PRESERVED IN
THE 2026 BUDGET, THEY ARE
MEANINGFUL. THEY MATTER TO THE
WORKERS THAT WE REPRESENT. YOU
BACKED UP RESOLUTION 32094 WITH
REAL DOLLARS AND OUR MEMBERS
RECOGNIZE THAT. THANK YOU. BUT
THE WORK ISN'T DONE. THE UW
STUDY FOUND 37% WAGE GAP AND WE
ARE STILL CLOSING IT
ININCREMENTALLY. OUR MEMBERS ARE
SHELTER STAFF, CASE MANAGERS,
DOMESTIC VIOLENCE ADVOCATES, AND
HOUSING NAVIGATORS. THEY DO SOME
OF THE HARDEST, MOST EMOTIONALLY
DEMANDING WORK IN THE CITY, AND
MANY STILL STRUGGLE TO AFFORD TO
LIVE HERE. I ALSO WANT TO RAISE
TWO POINTS, FIRST, ENFORCEMENT.
NOT EVERY HUMAN SERVICES
PROVIDER HAS A UNION SITTING AT
THE TABLE TO HELP NEGOTIATE WAGE
INCREASES, AND WE NEED
MECHANISMS TO INSURE THAT WHEN
THE COUNCIL INVESTS THESE
DOLLARS INTO WAGE EQUITY, THAT
THE DOLLARS ARE ACTUALLY
REACHING THE FRONT LINE WORKERS
IN THEIR PAYCHECKS. SECOND, THIS
INVESTMENT HAS A REGIONAL RIPPLE
EFFECT, SO WHEN SEATTLE RAISES
THE BAR ON HUMAN SERVICES WAGES,
IT SETS A STANDARD ACROSS KING
COUNTY. PROVIDERS BASED IN OTHER
AREAS IN KING COUNTY, BASICALLY
RISING TIDES LIFT ALL BOATS. WE
THANK YOU. WE URGE THE COUNCIL
TO CONTINUE--
>> THANK YOU, AMIRA.
OUR NEXT SPEAKER FOR TODAY IS
TINA.
>> GOOD MORNING. THANK YOU VERY
MUCH Y. AM HERE TO TALK ABOUT
RESIDENT VOICES IN THE PROCESS
OF SEATTLE, SPECIFICALLY,
WESTLY, TRANSIT HUB. I WANT TO
ACKNOWLEDGE THIS STRONG VISION
FOR THE WEST LAKE TRANSPORTATION
HUB, ACCESSIBILITY, SAFETY, AND
WELCOMING PUBLIC PLACE. HARD TO
ARGUE WITH ANY OF THAT. THEY
MATTER, AND IT IS APPRECIATED.
WITH NO DISRESPECT TO THE WORK
OF THE WESTLAKE CIVIC COMMITTEE,
I WANT TO OFFER A REMINDER AND
CALL OUT A GAP. DOWNTOWN
RESIDENTS ARE ALSO KEY
STAKEHOLDERS. DOWNTOWN RESIDENTS
ARE NOT REPRESENTED IN THIS
COMMITTEE. MEANINGFUL
RESIDENTIAL INVOLVEMENT HAS BEEN
EXTREMELY LIMITED AND IT IS A
LOST OPPORTUNITY. DOWNTOWN
RESIDENTS ARE SUBJECT MATTER
EXPERTS IN LIVED EXPERIENCE IN
DOWNTOWN. WE UNDERSTAND HOW OUR
SPACE FUNCTIONS, HOUR BY HOUR,
DAY, NIGHT, AND THAT PERSPECTIVE
STRENGTHENS PLANNING DECISIONS.
THIS HUB ISN'T ONLY A REGIONAL
GATEWAY, OR ECONOMIC CATALYST.
IT IS THE FRONT YARD OF THE
PEOPLE WHO LIVE HERE. ALL AGES,
ALL ETHNICITIES, ALL INCOME
LEVELS, WE LIVE HERE 24/7,
INCLUDING RESIDENTS AND EARLY
EXPLORATION AND PLANNING BRINGS
A LIVED PERSPECTIVE THAT
STRENGTHENS DECISIONS AND BUILDS
SOLUTIONS THAT COMMUNITY CAN
TRULY SUPPORT. ENGAGING
RESIDENTS DOESN'T SLOW
PROGRESS, IT STRENGTHENS OUTCOME
AND LONG-TERM SUCCESS. I
APPRECIATE THE WORK THAT HAS
GONE INTO THE EFFORT AND HOPEFUL
THE FUTURE PROJJECTS REFLECT
MORE INTENTIONAL WITH THE
COMMUNITY. THANK YOU.
>> THANK YOU, TINA. OUR LAST
IN-PERSON SPEAKER IS BIROOM.
BYROM.
>> GOOD MORNING, COUNCIL
MEMBERS. MY NAME IS BIROOM
SIMPSON, ALONG WITH MY
COLLEAGUE, AMIRA, I WORK FOR
LOCAL 8 AS A UNION
REPRESENTATIVE Y. AM NOT GOING
TO REPEAT EVERYTHING SHE SAID
BUT I WANT TO SPEAK TO MY
EXPERIENCE COMING UP AS A
WORKER. I WAS PROUD TO BE A
UNIONIZED WORKER AT PLYMOUTH
HOUSING WORKING AS CASE MANAGER
ON THE FRONT LINES AND HAVE
FIRST-HAND EXPERIENCE WITH THE
DIFFERENCE IT MAKES FOR WORKERS
WHEN THE CITY INVESTS REAL
DOLLARS INTO OUR WAGES. THE
MAJORITY OF THE PEOPLE DOING THE
WORK ON THE FRONTLINES AT THESE
AGENCIES CANNOT AFFORD TO LIVE
IN THE CITY OF SEATTLE. I,
MYSELF, LIVE IN FEDERAL WAY, BUT
I WORK IN SEATTLE. MANY OF MY
COLLEAGUES, NOW MY MEMBERS,
QUALIFY FOR THE SAME SERVICES
THAT THEY PROVIDE. THIS MONEY IS
IMPORTANT. IT MAKES A REAL
DIFFERENCE. THE INVESTMENT THAT
WAS MADE A FEW YEARS AGO THROUGH
THE INFLATIONARY FUNDING MADE
THE REAL DIFFERENCE, BUT THERE
IS MUCH WORK STILL TO BE DONE.
THE COST OF LIVING CONTINUES TO
INCREASE, AND THE CRISIS THAT
OUR MOST VOLNERABLE CITY
RESIDENTS ARE FACING, BECOME
MORE COMPLEX AND HARDER FOR OUR
WORKERS TO NAVIGATE. ALEXIS, YOU
WERE ONE OF THE FIRST, IN FACT,
THE FIRST PERSON THAT I HEARD
THANK A SOCIAL SERVICE WORKER
FOR THEIR SERVICE, AND RECOGNIZE
IT AS FRONT LINE SERVICE, AND SO
THANK YOU FOR CONTINUING TO DO
THIS WORK, TO INSURE THAT THAT
EMERGENCY FRONTLINE SERVICE WORK
IS HONORED, RESPECTED, AND PAID
EQUITABLY. THANK YOU.
>> THANK YOU. THAT CONCLUDES OUR
IN-PERSON SPEAKERS FOR TODAY. WE
ARE GOING TO MOVE TO OUR REMOTE
SPEAKERS AND FIRST REMOTE
SPEAKER IS DAVID HANES. DAVID,
PLEASE PRESS STAR 6 WHEN YOU
HEAR THE PROMPT, YOU HAVE BEEN
UNMUTED.
>> ALL RIGHT. DAVID, I AM NO
LONGER SEEING YOU ONLINE. GIVE
ME JUST ONE EXTRA MOMENT. OKAY.
WE THEN HAVE NO ADDITIONAL
REGISTERED SPEAKERS, I WANT TO
THANK EVERYBODY FOR PROVIDING
YOUR PUBLIC COMMENTS TODAY.
THANK YOU FOR ENGAGING WITH THE
WORK OF THIS COMMITTEE. AND WE
WILL NOW PROCEED TO ITEMS OF
BUSINESS. MOVING TO OUR FIRST
ITEM, WILL THE CLERK PLEASE READ
ITEM 1?
>> RESOLUTION 32191 IDENTIFYING
THE OPPORTUNITY TO DEVELOP A
REGIONAL TRANSPORTATION HUB
ADJACENT TO WESTLAKE PARK
CREATING A VISION FOR HOW THE
HUB WILL INTIGATE AND SETTING
FORTH DIRECTION FOR
FUNCTIONALITY, SAFETY, AND URBAN
COMPATIBILITY, GUIDING
PRINCIPLES FOR THE PUBLIC
PROJECT PLAN DISCUSSION AND
POSSIBILITY VOTES.
>> WELCOME. INTERIM DIRECTOR
TEEL, IF YOU COULD INTRODUCE
YOURSELF BY STATING YOUR FULL
NAME AND ORGANIZATION INTO THE
MICROPHONE FOR THE RECORD.
>> THANK YOU.
>> ALICIA TEEL, INTERIM
DIRECTOR, SEATTLE OFFICE OF
ECONOMIC DEVELOPMENT.
>> PLEASE PROCEED.
>> THANK YOU SO MUCH FOR
CONSIDERING THIS RESOLUTION IN
COMMITTEE TODAY, AS WE NOTED AT
THE BRIEFING TWO WEEKS AGO, THIS
WAS DEVELOPED THROUGH INPUT FROM
THE WESTLAKE CIVIC COMMITTEE
WHICH MEANT OVER THE COURSE OF
LAST YEAR OVER SEVERAL MEETINGS,
IT WAS ALSO, THE WORK INFORMED
BY STAKEHOLDER INTERVIEWS THAT
WE DID WITH FOLKS, INCLUDING
RESIDENTS IN THE AREA. I DO WANT
TO ACKNOWLEDGE EACH OF THE
PROJECTS INVOLVED, THE MONT RAIL
UPDATE, PARK RENOVATIONS, AS
WELL AS SOUND TRANSIT THREE, ALL
WILL HAVE THEIR OWN PUBLIC
PROCESSES ASSOCIATED WITH IT,
AND SO WE REALLY SEE TODAY'S
RESOLUTION AS THE BEGINNING, NOT
THE END, OF HOW WE ARE THINKING
ABOUT HOW THE PROJECTS MOVE
TOGETHER.
>> COLLEAGUES, ANY QUESTIONS ON
THIS RESOLUTION? I KNOW WE WERE
BRIEFED DURING THE LAST
COMMITTEE MEETING ON THIS.
AND THE WORK ON THIS PROCEEDED
THE FORMATION OF THIS COMMITTEE.
BUT ARE THERE ANY QUESTIONS FOR
TODAY? I THINK I WILL NOTE, I
APPRECIATE, DIRECTOR, YOU
SPEAKING TO JUST SOME OF THE,
WHAT INFORMED THIS PROCESS, BUT
CAN YOU SPEAK TO, AGAIN, YOU
MENTIONED THIS IS THE BEGINNING
OF ADDITIONAL ENGAGEMENT
PROCESSES, HOW ARE YOU INTENDING
TO INCORPORATE RESIDENT VOICE
INTO THESE PROCESSES?
>> OF COURSE. SO, I THINK A LOT
OF THAT WILL BE DONE IN
PARTNERSHIP WITH OTHER
DEPARTMENTS. SO, OED IS NOT THE
LEAD DEPARTMENT ON ANY OF THOSE
THREE PROJECTS. IN FACT, IN THE
CASE OF THE SOUND TRANSIT THREE
STATION, CROSS AGENCY
COLLABORATION WITH OUR PARTNERS
AT SOUND TRANSIT, BUT IN
COLLABORATION WITH OTHER
DEPARTMENTS, SUCH AS OFFICE OF
PLANNING AND COMMUNITY
DEVELOPMENT, WHICH DID HOLD AN
EXTENSIVE DOWNTOWN SUBAREA
PUBLIC ENGAGEMENT PROCESS, AND
THIS PROJECT, WEST LAKE, AND THE
POSSIBILITIES ASSOCIATED WITH IT
ROSE UP IN THE DOWNTOWN SUB AREA
PLAN AS WELL. SO, WE ARE SEEING
LOT OF CONSISTENCY IN THIS
TWO-BLOCK AREA BEING A PLACE FOR
INCREASED CIVIC INVESTMENT AND
POSSIBILITY. I WOULD ALSO NOTE
THAT AS SEATTLE CENTER CONSIDERS
UPDATES TO THE MONTARAIL WE HAVE
PUBLIC WITH THAT AND PHASE ONE
WESTLAKE PARK RENOVATIONS, OUR
PARTNERS AT SEATTLE PARKS AND
RECREATION AS WELL AS PARKS
FOUNDATION, HELD NUMEROUS
COMMUNITY MEETINGS IN THE LEAD
UP TO HOW CONSTRUCTION BEGAN AND
IF THERE ARE FUTURE CHANGES TO
THE PARK, I COMPLETELY
ANTICIPATE THAT THERE WILL BE
SOME MORE ENGAGEMENT HELD.
>> THANK YOU FOR SPEAKING TO
THAT. WANTED TO REFLECT THE
PUBLIC COMMENT TODAY AND IT
SOUNDS LIKE LOT. THERE IS A LOT
TO COME. THANK YOU FOR SHEDDING
LIGHT ON THAT. AND EXCITED TO
SEE HOW THIS PROGRESSES.
>> IF THERE IS NO ADDITIONAL
QUESTIONS ON THIS, GOING ONCE,
GOING TWICE, I MOVE THAT THE
COMMITTEE MOVE FORWARD WITH
VOTING TO PASS RESOLUTION 32191,
IS THERE A SECOND?
>> SECOND.
>> IT IS MOVED AND SECONDED TO
RECOMMEND A PASS RESOLUTION. ANY
FINAL COMMENTS? SEEING NONE,
WILL THE CLERK PLEASE CALL THE
ROLL ON COMMITTEE RECOMMENDATION
TO PASS THE RESOLUTION?
>> CHAIR MERCEDES RINCK.
>> YES.
>> VICE CHAIR FOSTER.
>> YES.
>> COUNCIL MEMBER HOLLINGSWORTH.
>> YES. COUNCIL MEMBER SAKA.
>> AYE.
>> THERE ARE IN FAVOR, ZERO
OPPOSED.
>> THE MOTION CARRIES AND
RECOMMENDATION TO PASS THE
RESOLUTION WILL NOW BE SENT TO
THE MARCH 3rd FULL CITY COUNCIL
MEETING. THANK YOU.
>> THANK YOU SO MUCH.
>> WONDERFUL. WE ARE GOING TO
MOVE ALONG TO ITEM 2, WILL THE
CLERK PLEASE READ ITEM TWO?
>> WAGE EQUITY FOR HUMAN SERVES
CONTRACTS, BRIEFING AND
DISCUSSION.
>> WONDERFUL. WE WILL GIVE OUR
FANTASTIC CENTRAL STAFFER A
MOMENT TO GET SETTLED IN. IF YOU
CAN PLEASE INTRODUCE YOURSELF
BEFORE BEGINNING, THAT WOULD BE
GREAT.
>> WILL DO.
>> DO I SHARE THIS? YES. I AM
OUT OF PRACTICE, I GUESS.
LET ME PUT THIS IN PRESENTATION
VIEWISM GIVE ME ONE MOMENT.
ALL RIGHT. GOOD MORNING, COUNCIL
MEMBERS. MY NAME IS JENNIFER
LABRECQUE, CITY COUNCIL CENTRAL
STAFF WORKING ON HOUSING AND
HOMELESSNESS AND HUMAN SERVES
ISSUES. I AM HERE TODAY JUST TO
PROVIDE YOU WITH SOME BACKGROUND
AND CONTEXT FOR WAGE EQUITY AND
TO SUMMARIZE SOME OF THE ACTIONS
THE CITY HAS TAKEN IN THE LAST
SEVERAL YEARS REGARDING AGE
EQUITY FOR HUMAN SERVICES
CONTRACTS. BEFORE I BEGIN THE
PRESENTATION, I WANT TO MAKE A
DISTINCTION BETWEEN INFLATIONARY
ADJUSTMENT FOR HUMAN SERVICES
CONTRACT VERSES WAGE EQUITY.
SMC, 3.20, 3.20.060 REQUIRES--
WAGE EQUITY INCREASES ARE NOT
REQUIRED UNDER THE CODE,
ALTHOUGH THEY HAVE BEEN PROVIDED
IN SEVERAL BUDGETS, WHICH WE
WILL TALK ABOUT, AND WAGE EQUITY
INCREASES ARE INTENDED TO
INCREASE WAGES BEYOND SIMPLY
ADJUSTMENTS FOR INFLATION. THAT
WILL BE AN IMPORTANT DISTINCTION
AS WE TALK THROUGH A COUPLE OF
THESE SLIDES. SO, IN 2002 CITY
COUNCIL PROVIDED 600,000 FOR
COMPARABLE WORTH OF HUMAN
SERVICES JOBS AS COMPARED TO
SIMILAR JOBS IN DIFFERENT
FIELDS. OF THAT 600,000, 500,000
WAS USED FOR A WAGE EQUITY
STUDY, WHICH WE WILL TALK ABOUT
HEREX WHICH WAS ADMINISTERED BY
THE HUMAN SERVICES DEPARTMENT
AND 100,000 SUPPORTED THE
SEATTLE HUMAN SERVICES COALITION
TO STAFF THIS EFFORT. IN 2022,
HSD CONTRACT WOULD THE
UNIVERSITY OF WASHINGTON TO
CONDUCT A WAGE STUDY FOR
NON-PROFIT HUMAN SERVICE
WORKERS, AND THAT STUDY WAS THEN
PUBLISHED IN FEBRUARY OF 2023.
KEY FINDINGS FROM THE UW WAGE
STUDY INCLUDED THAT MEDIAN
ANNUAL PAY FOR HUMAN SERVICE
WORKERS IN THE NON-PROFIT
SECTOR, IS 30% LOWER THAN A
NON-CARE INDUSTRY, WORKERS WHO
LEAVE THE HUMAN SERVICES
INDUSTRY FOR A JOB IN A
DIFFERENT INDUSTRY SEE A NET PAY
INCREASE OF 7% A YEAR LATER,
RELATIVE TO WORKERS WHO STAY IN
HUMAN SERVICES. WOMEN ARE OVER
REPRESENTED IN THE HUMAN
SERVICES INDUSTRY, MAKING UP
ALMOST 80% OF HUMAN SERVICE
WORKERS, AND BLACK AFRICAN
AMERICAN WORKERS ARE ALMOST
THREE TIMES AS LIKELY TO WORK IN
HUMAN SERVICES AS THEY ARE TO
WORK IN NON-CARE INDUSTRIES. IN
2023, FOLLOWING THE PUBLICATION
OF THE STUDY, CITY COUNCIL
PASSED RESOLUTION 32094, WHICH
STATED COUNCIL'S INTENT TO
RECOGNIZE THE SHORT-TERM AND
LONG-TERM RECOMMENDATIONS IN THE
UW WAGE EQUITY STUDY WITHOUT
NECESSARILY COMMITTING TO
IMPLEMENTING ALL OF THEM. KEY
RECOMMENDATIONS INCLUDED
INCREASE HUMAN SERVICES WAGES BY
AT LEAST 7%, BY 2025,
SUBSTANTIALLY INCREASE WAGES FOR
NON-PROFIT HUMAN SERVICE WORKERS
TO ALIGN WITH THOSE OF WORKERS,
DOING COMPARABLE WORK IN OTHER
SECTORS AND INDUSTRIES BY 2030,
ESTABLISH SALARY GRADE SYSTEM
AND MINIMUM PAY STANDARDS BASED
ON JOB CHARACTERISTICS, AND USE
PUBLIC CONTRACTS TO FURTHER
ADVANCE WAGE EQUITY. THE
RESOLUTION ALSO RECOGNIZED
COLLABORATION WITH OTHER PRIVATE
AND PUBLIC FUNDERS IS NEEDED TO
MAKE JOINT PROGRESS ON WAGE
EQUITY. IT REQUESTED A PLAN FROM
HSD, OR HUMAN SERVICES
DEPARTMENT, ON HOW THE
DEPARTMENT WOULD INCORPORATE
WAGE EQUITY INA TO THE
APPLICATION EVALUATION AND
CONTRACTING PROCESS IN ORDER TO
HELP INSURE THAT INCREASES IN
CONTRACTS FOR THE PURPOSE OF
WAGE EQUITY WERE USED TO
ACTUALLY INCREASE WORKERS WAGES.
AND IT REQUESTED THAT THE
EXECUTIVE CONSIDER WAGE EQUITY
INCREASE FOR HUMAN SERVICE
CONTRACTS ADMINISTERED BY
DEPARTMENTS OUTSIDE OF HSD, AND
PROVIDE A REPORT WITH
INFORMATION ON THOSE CONTRACTS.
THAT JUST ACKNOWLEDGES, YES, THE
MAJORITY OF THE CITY'S HUMAN
SERVICES CONTRACTS ARE
ADMINISTERED AS ONE WOULD
SUSPECT, BY THE HUMAN SERVICES
DEPARTMENT, BUT T█HAT THERE ARE
CONTRACTS HELD BY OTHER
DEPARTMENTS WHICH COULD ALSO
LIKELY BE CONSIDERED HUMAN
SERVICES, BUT THERE ISN'T A
GREAT UNDERSTANDING OF HOW MANY
OF THOSE THERE ARE, WHAT THE
DOLLAR AMOUNT IS. IN 2024, IN
THE 2024 ADOPTED BUDGET, THERE
WAS A 2% WAGE EQUITY INCREASE
FOR HUMAN SERVICE CONTRACTS
ADMINISTERED BY HSD, PLUS A
HANDFUL OF CONTRACTS
ADMINISTERED BY THE DEPARTMENT
OF EARLY LEARNING AND THE
DEPARTMENT OF NEIGHBORHOODS.
TOTAL WAGE EQUITY INCREASE WAS
$4.6 MILLION. THE 2026 ADOPTED
BUDGET INCLUDED ANOTHER 2% WAGE
EQUITY INCREASE FOR HUMAN
SERVICES CONTRACTS, ADMINISTERED
BY HSD, FOR TOTAL OF $5 MILLION.
COUNCIL ADOPTED ORDINANCE
126963, REQUIRING THE HSD SUBMIT
REPORT ON THE USE OF WAGE EQUITY
FUNDING PROVIDED IN THE 2024
ADOPTED BUDGET. HSD SUBMITTED
THE REPORT IN DECEMBER OF LAST
YEAR, AND THEY ARE HERE TODAY TO
TALK ABOUT THE RESULTS, OR
FINDINGS FROM THAT REPORT.
ALTHOUGH WE ARE HERE TO TALK
ABOUT THE HUMAN SERVICES
DEPARTMENT, I DID WANT TO TAKE A
MOMENT TO TALK ABOUT THE
WORKFORCE STABILIZATION FUND FOR
PERMANENT SUPPORT OF HOUSING.
THIS MONEY IS ADMINISTERED BY
THE OFFICE OF HOUSING, BUT
DIRECTLY IMPACTS THE WORKFORCE
IN PSH, CONSIDERED HUMAN SERVES
WORKERS, SO I THINK IF WE WANT A
FULL PICTURE OF HOT THE CITY IS
DOING IN THIS REGARD, IT IS
IMPORTANT TO ADDRESS THIS, 2023
USING COMLENATION HOUSING LEVY
FUNDS TO SUPPORT PROJECTS.
ELIGIBLE USES OF THE FUNDS
INCLUDE VARIETY OF OPERATIONAL
AND INFRASTRUCTURE NEEDS, WHICH
ALLOWS PROVIDERS TO SHIFT
RESOURCES TO BOLSTER STAFF
COMPENSATION, OR PROVIDE OTHER
SUPPORTS THAT RESULT IN
IMPROVEMENT TO HIRING AND
RETENTION. I WOULD SAY THE GOAL
OF THE PROGRAM IS THAT ALTHOUGH
IT DOES ALLOW FUNDING TO BE USED
FOR NON-STAFF PURPOSES, OH'S
EXPECTATION IS OVER TIME
PROVIDERS WILL INCREASINGLY USE
IT TO SUPPORT WORKER WAGES. IN
2024, TOTAL WSF AWARDS WERE $26
MILLION FOR 11, PSP PROVIDERS,
AND MORE THAN HALF OF PROGRAM
FUNDS SUPPORTED STAFF
COMPENSATION, WS FUNDS SUPPORTED
WAGES AND BENEFIT 975 FRONT LINE
PSH STAFF, OVER THE COURSE OF
THE YEAR, THEIR WAGES INCREASED
BY 1.32 PER HOUR, $1.32 PER
HOUR, REPRESENTING APPROXIMATELY
4.2% INCREASE IN OUTPACING 2.9%
RATE OF INFLATION. THE RATIO
OPEN POSITIONS TO FILLED
POSITIONS DECREASED FROM 11% IN
2023, TO 72% BEGINNING OF 20 24.
TURNOVER REMAINS HIGH IN 2024,
ORGANIZATIONS RECEIVING WSF
COLLECTIVELY HAD A TURNOVER RATE
OF 32.4%. I WILL STOP THERE FOR
ANY QUESTIONS.
>> THANK YOU FOR THAT
PRESENTATION, JENNIFER.
COLLEAGUES, WE WANED TO START
WITH THIS PRESENTATION BEFORE
HEARING FROM THE HUMAN SERVICES
DEPARTMENT AND KING COUNTY AND
PROVIDER TO GROUND US IN THE
LEGISLATIVE HISTORY BEHIND THE
WORK CHT THERE R THERE ANY
QUESTIONS? SEEING COUNCIL MEMBER
FOSTER, PARDON ME, VICE CHAIR
FOSTER.
>> THANK YOU SO MUCH, CHAIR.
THANK YOU SO MUCH, JEN, IT CAME
UP DURING MY PRESENTATION SO I
WILL ASK IT, I WILL PREFACE WITH
SAYING I HAVE MS SHGS WITH,
GRADUATED WITH PEOPLE SEVERELY
UNDERPAID AND THIS IS AN ISSUE I
CARE DEEPLY ABOUT. BUT I ALSO
KNOW THAT NOT JUST IMPACTS THE
INDIVIDUALS IN THE FIELD, BUT IT
IMPACTS THE CLIENTS THAT FOLKS
ARE WORKING TO SERVE. SO,
SOMETHING THAT STICKS OUT TO ME
IS A 32.4% TURNOVER RATE. CAN
YOU SPEAK TO THE IMPACT THAT A
TURNOVER RATE THAT HIGH MAY HAVE
ON OUR ABILITY TO PROVIDE
EFFICIENT AND EFFECTIVE SERVICES
FOR CLIENTS?
>> I AGREE, I THINK HAT IS A
GREAT QUESTION FOR THE PROVIDER
PANEL AS WELL. BUT I WOULD SAY
THAT, AS I RECALL SOME OF THE
RESEARCH THAT WENT INTO
SUPPORTING RESOLUTION THAT, YES,
TURNOVER HAS IMPACT ON THE
ABILITY TO SERVE CLIENT
SUCCESSFULLY, RIGHT? BOTH FROM
RESEARCH AND DATA AND STORIES
WHERE YOU HAVE A PERSON THAT
SPENT A LONG TIME BUILDING A
RELATIONSHIP WITH SOMEONE, THEN
THEY HAVE TO LEAVE BECAUSE THE
JOB DOESN'T PAY ENOUGH. THAT
REALLY INTERRUPTS PROVISION OF
SERVICES, ONE OF MY FAVORITE
QUOTES IS HUMAN SERVICEICIZE THE
WORK OF ONE HUMAN PROVIDING
SERVICES TO ANOTHER HUMAN OR
HELPING ANOTHER HUMAN. THAT IS
ALL ABOUT RELATIONSHIP. HELPING
PEOPLE BE ABLE TO STAY IN THEIR
JOB AS PART OF HOW WE
SUCCESSFULLY HELP A PERSON AND
ACCOMPLISH THE GOALS OF WHATEVER
THE PROGRAM IS.
>> THANK YOU.
>> THANK YOU, VICE CHAIR.
COLLEAGUES, ANY ADDITIONAL
QUESTIONS BEFORE WE HEAR FROM
THE NEXT PRESENTATION AND HUMAN
SERVICES DEPARTMENT? NOT SEEING
ANYTHING, WITH THAT, I WILL SAY
THANK YOU, AGAIN, JEN, FOR THE
PRESENTATION TODAY. WE ARE GOING
TO MOVE ON TO ITEM THREE ON OUR
AGENDAISM WILL THE CLERK PLEASE
READ ITEM THREE INTO THE REPORT?
>> HUMAN SERVES DEPARTMENT, 2024
PROVIDER PAY ROR, BRIEFING AND
DISCUSSION.
>> WONDERFUL. AS YOU GET
SETTLED, PLEASE TAKE A MOMENT
AND INTRODUCE YOURSELF, FULL
NAME, ORGANIZATION, INTO THE
MICROPHONE FOR THE RECORD.
>> OKAY. GOOD MORNING, I AM
TANYA KIM WITH HUMAN SERVICES
DEPARTMENT.
>> OKACHLT THANKS. OWEN KAJFASZ,
RESEARCH AND EVALUATION MANAGER
AT THE HUMAN SERVICES
DEPARTMENT.
>> OKAY. I WILL KICK US OFF
WHILE WE ARE WAITING FOR THE
DECK TO COME UP AND LOOK AT THAT
MAGIC. THANK YOU.
I WANT TO SAY, FIRST, THANK YOU
FOR HAVING THIS, I THINK, REALLY
WELL-STACKED AGENDA. I THINK IT
IS VERY BALANCED AND APPRECIATE
JEN GOING OVER THE CONTEXT
BECAUSE THAT CUT MY TALKING
POINTS BY 80% DOWN, SO, THIS IS
FANTASTIC. I DO WANT TO JUST
SHARE ANECDOTEALLY THAT THIS IS
VERY DEAR TO ME . I WORKED OVER
A DECADE IN COMMUNITY AT
COMMUNITY-BASED ORGANIZATIONS,
PROVIDING SERVICES AS WELL, AND
IN VARIOUS ROLES. I THINK THE
REASON WHY THE RESEARCH IS
IMPORTANT IS IT IS NOT ONLY JUST
ABOUT FRONT LINE WORKERS, IT IS
NOT ONLY ABOUT COMPARING WAGES
AMONGST THE NON-PROFITS, BUT IT
IS ABOUT, AS A SOCIETY, AND AS A
SYSTEM, WHAT ARE WE VALUING FOR
THE SKILLED SERVICES THAT ALL
BEING PROVIDED? SO IT IS REALLY
DEAR TO ME, TOO. WITH THAT, WE
HAD A FULL AGENDA THAT WE ARE
GOING TO GO OVER, LIKE YDZ, WE
ARE GOING TO REALLY SKIP THROUGH
A COUPLE OF THESE PRETTY QUICK
BECAUSE JEN HAS ALREADY COVERED
THAT. SO WE WILL MOVE ON TO JUST
AN INTRODUCTION TO THE VIEWING
PUBLIC OF WHO THE HUMAN SERVICES
DEPARTMENT IS. I ALWAYS JUST
START HERE BECAUSE WE DO HAVE
OTHER DEPARTMENTS WHO OFFER
SERVICES FOR PEOPLE, BUT HSD IS
THE EXECUTIVE BRANCH THAT OFFERS
AND INSURES WE ARE CONNECTING
PEOPLE TO SERVICES AND
RESOURCES, PARTICULARLY DURING
TIMES OF NEED. YOU CAN SEE ONE
THROUGH SIX, EVERYTHING FROM
PREPARING YOUTH FOR SUCCESS, TO
PROMOTING HEALTHY AGING. WHEN
YOU THINK ABOUT OUR KIDDOS, OUR
SENIORS WHO ARE STAYING IN
PLACE, THE WORK WE ARE DOING,
ALL IN BETWEEN, AGAIN, YOU
ALREADY HEARD FROM OUR PUBLIC
COMMENTERS IT IS A RANGE OF
REALLY CRITICAL SERVICES. WE DO
THIS IN TWO IMPORTANT WAYS, WE
OFFER DIRECT SERVICES, BUT WE
ALSO OFFER CONTRACTS AND THAT IS
WHAT WE ARE HERE TO TALK ABOUT.
IN TERMS OF SCALE, WE HAVE ABOUT
360 CONTRACTS. THOSE ARE 360
CONTRACTS THAT WE ARE DIRECTLY
CONTRACTING WITH ORGANIZATIONS
AND SOME OF THE ORGANIZATION
HAVE SUB CONTRACTORS, WE HAVE
CONTRACTS WITH PUBLIC HEALTH,
CONTRACTS WITH DCHS, WHO IS
PRESENTING NEXT, AND WE HAVE
CONTRACTS WITH THE KING COUNTY
REGIONAL HOMELESSNESS AUTHORITY
SO WE HAVE OTHER SUB CONTRACTORS
THAT BENEFIT FROM THIS. THERE IS
A BROADER NET. WITH THAT, THERE
ARE OVER 200 INDIVIDUAL
ORGANIZATIONS THAT BENEFIT FROM
THIS. HERE IS A SLIDE THAT WE
ARE GOING TO SKIP. I WILL SAY,
THOUGH, VERY QUICKLY, THAT WE
SELECTED THE UNIVERSITY OF
WASHINGTON THROUGH A COMPETITIVE
PROCESS, AND SO THERE WAS A
PROCESS IN THAT. THE SEATTLE
HUMAN SERVICES COALITION,
UNIVERSITY OF WASHINGTON, AND
THE MEMBER ORGANIZATIONS WITH
THESE GROUPS DID AN EXCELLENT
JOB OF EDUCATION, SO PART OF
THAT WORK, JEN TALKED ABOUT
600,000, 500,000 TO RESEARCH,
100,000 TO THE EDUCATION. THESE
ARE SOME OF THE HEADLINES, JUST
SOME. THIS IS IMPORTANT, I KNOW
MY PARTNERS WHO ARE GOING TO
COME UP IN A MOMENT WILL ALSO
UNDERSCORE THIS, IT IS NOT THE
RESPONSIBILITY, THE SOUL
RESPONSIBILITY FOR THE CITY OF
SEATTLE. WE NEED ALL FUNDERS TO
BE AT THE TABLE LIFTING UP
WAGES, BECAUSE ORGANIZATIONS,
AGAIN, I WAS A PART OF DIFFERENT
ORGANIZATIONS, MOST NON-PROFITS
HAVE MULTIPLE FUND SOURCES, SO
WE NEED THE TIDE TO LIFT
TOGETHER AND THEN THAT WAY IT
BENEFITS, BECAUSE OTHERWISE YOU
CAN CREATE INTERNAL EQUITY
ISSUES, IT IS REALLY SLOW PACED.
PEOPLE MIGHT RELY ON THE CITY TO
BE THAT DRIVER. IT IS IMPORTANT
THAT WE ARE LEADERS IN THE SPACE
BUT NEED OTHERS TO COME IN,
REALLY HAPPY TO SEE OUR
COLLEAGUES FROM THE COUNTY
JOINING THE TABLE AS WELL. WITH
THAT, HERE ARE SOME NUANCES THAT
JEN COVERED AND I REALLY THINK
SHE COVERED EVERYTHING HERE, SO
I AM GOING TO HAND IT OVER TO
OWEN, WHO CAN GO MORE DEEPLY
INTO THE REPORT THAT WE ARE
GOING TO SHARE. SO, WE HAD THE
RESEARCH STUDY THAT REALLY MOVED
US FORWARD, GAVE
RECOMMENDATIONS, AND THEN HSD IS
RESPONSIBLE FOR FOLLOWING UP ON
THE IMPLEMENTATION OF,
SPECIFICALLY THE 2024, SO, THAT
WAS THE WORK THAT WE DID IN 2025
AND SUBMITTED A REPORT. SO, NOW
I AM GOING TO HAND IT OVER TO
OWEN WHO WILL GET NERDY WITH US
FOR A MOMENT.
>> THANK YOU, DIRECTOR. I AM NOT
GOING THROUGH ALL OF THE WORDS
HERE BUT A FEW THINGS I WILL
LIFT UP, SUMMARY OF WHAT THIS
REPORT HAS FOCUSED ON TODAY, A,
LIST OF ALL THE ORGANIZATIONS
WHOSE CONTRACT INCLUDED
APPROPRIATED MONEY, AMOUNT OF
SUCH MONEY INCLUDED IN THOSE,
ALSO THE ORGANIZATION DECLINED
THAT FUNDING. THANK YOU.
NARRATIVE, HOW SUCH APPROPRIATE
MONEY WAS USED BY PROVIDERS, AND
DESCRIPTION OF INFLATIONARY
ADJUSTMENTS PROVIDED TO STAFF.
SECTION A, I AM NOT GOING TO GO
THROUGH THE WHOLE LIST OF
ORGANIZATIONS ASK CONTRACTS
BECAUSE THERE WERE 244 CONTRACTS
THAT RECEIVED THE FUNDS. 13 OF
THE CONTRACTS, SUBCONTRACTS WITH
VARYING NUMBERS. YOU CAN FIND A
FULL LIST IN APPENDIX B OF THE
REPORT. THE AMOUNT OF SUCH
APPROPRIATED MONEY INCLUDED IN
EACH OF THE ORGANIZATION'S
CONTRACTS AMOUNTED TO TOTAL OF
$4.2 MILLION, ROUGHLY, EXCUSE
ME, $4.2 MILLION ADED TO THE
CONTRACTS IN 2024 WHICH
REPRESENTS 2% INCREASE FROM THE
BASIC CONTRACTS. AGAIN, YOU CAN
FIND THAT ON THE CONTRACT LEVEL
IN APPENDANCE B OF THE REPORT.
TO THE RIGHT, THOUGH, WE GROUPED
THESE CONTRACTS AND THE PROVIDER
PAY INCREASES INTO GROUPS, BASED
ON HOW MUCH EACH OF THEM
RECEIVED IN THEIR CONTRACTS. AND
YOU WILL NOTE THAT FOR SOME OF
THESE CONTRACTS, MAJORITY OF
THEM, THIS WAS LESS THAN $4,000
ADDED TO THEIR CONTRACTS. SO
SIGNIFICANT RESPONSE TO WHAT WE
ARE TRYING TO SOLVE ON PROVIDER
WAGE INCREASES, BUT WORTH NOTING
THE RANGE THAT WE SEE. YEAH.
SORRY, GOT A LITTLE LOST IN MY
CONTRACT.
>> THAT IS OKAY. WHILE YOU FIND
THAT PLACE, I THINK YOU MADE AN
IMPORTANT POINT WHICH, PERHAPS,
WE DIDN'T UNDERSCORE OR CLEARLY
ARTICULATE BEFORE, WHICH IS THAT
THIS IS A 2% INCREASE FROM 2024
IN THE BASE, WHICH IS REALLY
IMPORTANT. SO THAT CARRIES
FORWARD. IT IS NOT A ONE-TIME,
IT IS THE BASE, AND THAT MEANS
SOMETHING BECAUSE WE WILL TALK
ABOUT, LATER ON A, ADDITIONAL
INCREASE AND WHERE WE WANT TO
GO. THIS IS SUPPOSED TO BE
ONGOING BUDGET IMPLICATION.
>> THANK YOU FOR THAT, DIRECTOR
KIM. NEXT ORGANIZATIONS THAT
DECLINED THE FUNDINGS. WE
INCORPORATE FUNDS AUTOMATICALLY
INTO THE 2024 CONTRACTS AND NO
AGENCY DECLINED THAT FUNDING.
NOW, FOR SECTIONS D-F, WE
REQUIRED A LITTLE BIT MORE
DETAIL THAN WHAT WE HAD FOR THE
FIRST THREE SECTIONS. I WANT TO
WALK YOU THROUGH, REALLY
QUICKLY, HOW WE GOT THAT
INFORMATION. SO, RATHER THAN
SERVING ALL 244 CONTRACTS, HSD
WAS APPROVED FOR A SAMPLING
TECHNIQUE TO SURVEY PROVIDERS
THAT RECEIVED MORE THAN $4,000,
AND TO DO A SUB SAMPLE OF THOSE
AT LEAST 30%. WHAT THAT MEANS IS
WE WENT FROM 244 TOTAL CONTRACT
TO RECEIVE 2% PROVIDER PAY DOWN
TO 119 RECEIVED MORE THAN
$4,000, THEN WE OVER SAMPLED TO
MAKE SURE WE GOT AT LEAST A
MINIMUM OF 30% OF THOSE 119, WHO
WE THEN SURVEYED. 44 CONTRACTS
WERE REPRESENT ED IN THAT ACROSS
43 AGENCIES. WE USE THAT TO
ANSWER QUESTIONS SUCH AS HOW
SUCH APPROPRIATED MONEY WAS USED
BY PROVIDERS AND WE SEE ACROSS
THE 43 SURVEYED AGENCIES, WE HAD
455 POSITIONS THAT WERE FUNDED
AT LEAST IN PART BY THEIR HSD
CONTRACT. OF THOSE 455, 342 OR
75% OF THEM RECEIVED A WAGE
INCREASE. AGENCIES REPORTED
AVERAGE WAGE INCREASE OF 8%, AND
WE CAN SEE MORE OF A BREAKDOWN
OF THAT HERE. MOST WAGE
INCREASES WENT TO LOWER-PAID
POSITIONS, WHAT THIS TABLE IS
TELLING US, WITH 74% GOING TO
POSITIONS EARNING UNDER $4, NOT
$4, EXCUSE ME, $40 AN HOUR.
SECTION E OF THE REPORT ASKS TO
PROVIDE DESCRIPTION OF OTHER
FUNDING SOURCES CONTRIBUTED TO
INCREASES IN HUMAN SERVICES,
WORKER'S AGES, WHEN LOOKING
ACROSS THE AGENCIES WE FOUND 38
AGENCIES USED PROVIDER PAID
FUNDS TO INCREASE WORKER PAY, 32
AGENCIES LEVERAGED ADDITIONAL
FUND SOURCES TOWARDS WORKER PAY,
NOT JUST 2% HSU IS PROVIDING. WE
DID FIND FIVE AGENCY USE
PROVIDER PAY FUNDS TO SUPPORT
STAFF INCLUDING MAINTAINING PAY
FOR EXISTING STAFF DUE TO
DECREASES IN FUNDING, HEALTH,
DENTAL, ADDING POSITION. HERE WE
SEE MOST, EXCUSE ME, LET ME
DESCRIBE THE TABLE. ON THE
RIGHT, YOU CAN SEE THE NUMBER OF
CONTRACTS USING OTHER FUND
SOURCES IN ADDITION TO HSDs TO
INCREASE WORKER PAY. YOU CAN SEE
THE NUMBER ONE SOURCE FOR AGENCY
WAS FUNDRAISING. THOUGH, CLOSE
BEHIND, WE HAD STATE GOVERNMENT,
COUNTY AND FEDERAL GOVERNMENT,
TO DIRECTOR KIM'S EARLIER
POINT, IT SHOWS HSD IS NOT THE
ONLY ONE CONTRIBUTING TO THIS
SOLUTION, THERE ARE MANY
PARTNERS AT THE TABLE HERE AND
ALL OF US NEED TO STEP FORWARD.
SECTION F FOCUSED ON
INFLATIONFLATION. WE HAD
INFLATION. WE HAD 342 THAT
RECEIVED A WAGE INCREASE.
AGENCIES REPORTED SEPARATE FROM
TOTAL WAGE INCREASES AND ONLY
158 OF POSE POSITIONS AND MANY
DID NOT DISTINGUISH WAGE
INCREASE ARIBUTED TO INFLATION
VERSES OTHER FUND SERVICES. HERE
WE CAN SEE WHAT AGENCIES
REPORTED REGARDING INFLATIONARY
ADJUSTMENT VERSES OTHER WAGE
INCREASES, YOU CAN SEE TO THE
RIGHT WE BROKE THOSE DOWN INTO
GROUPS OF, BASED OFF HOW MUCH
FOLKS WERE ADDING FOR INCREASES
BY POSITION AND PERCENTAGE
POSITION. WHAT I WILL LIFT UP IS
AGENCY THAT DID INCLUDE
INFLATIONARY ADJUSTMENT 2%-4%.
WITH THEREAT, A FEW KEY PIECES
TO LIFT UP, IN 2024 WITH THE
PPRO-VIDING PAY INCREASES WE SAW
75% OF STAFF WORKING WERE
CONTRACTED PROGRAMS, RECEIVED A
PAY INCREASE, AND THOSE STAFF
RECEIVED AVERAGE INCREASE OF 8%.
MOST WAGE INCREASES WENT TO
LOWER-PAID POSITIONS, AS WE SAID
EARLIER, 74% OF WAGE INCREASES
WENT TO POSITION EARNING UNDER
$40 AN HOUR. WE ALSO SEE MOST
AGENCIES ARE LEVERAGING OTHER
FUND SOURCES IN ADDITION TO HSD
HUMAN SERVICES WORKER WAGE
INCREASES, WITH TOP SOURCES I
INDICATED EARLIER, FUNDRAISING
STATE, COUNTY, FEDERAL
GOVERNMENTS. WITH THAT, I PASS
IT BACK TO DIRECTOR KIM.
>> WE ARE GOING TO CLOSE OUT BY
CIRCLING BACK TO SOME OF THE
INFORMATION THAT JEN HAS ALREADY
SHARED. SO, THAT WAS OUR REPORT
OUT FOR THE IMPACTS ON THE 2024,
2% INCREASE FOR WAGES, AND THEN
IN 2026, THERE WAS AN ADDITIONAL
2% PROVIDER PAY INCREASE, SO, OF
COR, THAT IS 4% TOTAL SINCE
2024. THEN ON HERE WE DO ALSO
NOTE VER SEPARATE, THE ANNUAL
INCREASES FOR INFLATIONARY ALL
TOGETHER SINCE 2024 FOR OUR BASE
CONTRACTS THAT WERE ELIGIBLE. WE
HAD 18.5% INCREASE SINCE THAT
TIME. BUT, YOU KNOW, IT IS
IMPORTANT TO KNOW HOW THE BASE
CONTRACTS HAVE INCREASED IN
TERMS OF THEIR BUDGET, BUT IT IS
ALSO IMPORTANT TO DISTINGUISH
THE DIFFERENCE BETWEEN WHAT IS
EQUITABLE WAGES, AGAIN, GOING
BACK TO THE STUDY, IN COMPARISON
TO OTHER SECTORS, VERSES
INFLATIONARY COST. SO, THERE IS
RENT, FOOD, ALL OF THE THINGS
THAT I KNOW YOU ARE FAMILIAR
WITH, INSURANCE, ET CETERA. SO,
WANTED TO FLAG THAT INCREASE AND
UNDERSCORE THERE IS MORE WORK TO
DO. IN ADDITION TO THAT, WE DO
ALSO WANT TO ACKNOWLEDGE THE
AMOUNT OF WORK THAT IS GOING IN,
PARTICULARLY WITH THE HUMAN
SERVES COALITION, THEIR
LEADERSHIP, TO ORGANIZE, WAS
THERE WAS ROUND TABLES AND
PRESENTATIONS TO GET OTHER
FUNDERS TO CONTRIBUTE TO THIS
SPACE. IT IS GREAT THAT THE CITY
IS LEADING AND WE CONTINUE TO
PARTNER MOVING FORWARD. THAT IS
IT. HAPPY TO TAKE ANY OF YOUR
QUESTIONS OR YIELD THE TIME.
>> THANK YOU FOR THE
PRESENTATION. COLLEAGUES, ANY
QUESTIONS?
VICE CHAIR FOSTER?
>> THANK YOU SO MUCH. I JUST
HAVE A QUICK CLARIFYING
QUESTION. SO THE SMC REQUIRES
THE INFLATIONARY ADJUSTMENT,
SOMETHING ELSE I HEARD, I
BELIEVE JEN SAY EARLIER, WAS WE
HAVE-- I KNOW THIS, WE HAVE
MULTIPLE DIFFERENT HUMAN
SERVICES CONTRACTS THAT LIVE IN
DIFFERENT DEPARTMENTS ACROSS THE
CITY. DOES THAT SMC INFLATIONARY
INCREASE APPLY ACROSS DIFFERENT
DEPARTMENTS?
>> IT DOES NOT. IT IS SPECIFIC
TO CONTRACTS, MOST CONTRACTS
ADMINISTERED BY THE HUMAN
SERVICES DEPARTMENT.
>> OKAY. UNDERSTOOD. SO THERE IS
A HUMAN SERVICES CONTRACT THAT
IS HELD BY, I DON'T KNOW, FAS,
OH, SOMEBODY ELSE, THE EXISTING
SMC DOES NOT REQUIRE
INFLATIONARY ADJUSTMENT TO THOSE
CONTRACTS?
>> THAT IS CORRECT.
>> THANK YOU.
>> THANK YOU FOR THAT QUESTION,
VICE CHAIR FOSTER. COLLEAGUES,
ADDITIONAL QUESTIONS? MAYBE
WHILE FOLKS ARE THINKING, I WILL
GO INTO ONE. THANK YOU FOR THE
PRESENTATION, IT IS CLEAR THE
DEPARTMENT SPENT REAL THOUGHT IN
A THOUGHTFUL APPROACH TO HOW TO
ASSESS THE IMPACTS OF WAGE
EQUITY, I AM WONDERING, MAYBE
THIS IS FOLLOW UP, BUT THINKING
ABOUT WHAT-- HOW WE CAN MEASURE,
UNDERSTAND THE IMPACT FOR OUR
SUB CONTRACTORS, AS WELL. I
DON'T KNOW IF THERE IS ANYTHING
YOU WOULD WANT TO SPEAK TO ON
THAT MATTER BUT I HOPE WE CAN
HAVE A CONVERSATION AND FUTURE
REPORTING AND HOW WE MEASURE
IMPACT FOR OUR SUB CONTRACTORS.
>> THAT IS SOMETHING I THINK WE
ARE READY TO DO NOW. WE NEEDED
TO DEVELOP A PROCESS BY WHICH WE
COULD GET THE INFORMATION BACK
FROM OUR COLLEAGUES, WE CAN
CERTAINLY-- THERE IS ACTUALLY A
LIST OF THINGS WE NEED TO
CONTEMPLATE AND FIGURE OUT WITH
OUR COMPETITIVE FUNDING
PROCESSES, CONTRACTS, HOW THERE
WAS A COMMENT ABOUT ENFORCEMENT.
THAT IS PROBABLY NOT HSD BUT IN
TERMS OF CONTRACT MONITORING AND
MORE INFORMATION, WE CAN IMPOSE
OUR CONTRACTORS TO MONITOR FOR
COMPLIANCE AND THAT WOULD BE
PART OF THIS. BUT CERTAINLY WE
COULD, NOW IN A BET PORSITION,
TO EVEN SURVEY THOSE AGENCIES AS
WELL. SO, BUT WE HAD TO START
WOUR BASE.
>> CERTAINLY, YES, THIS IS THE
FIRST REPORT.
>> IT IS THE FIRST REPORT, AND
WE ARE LOOKING AT THE FREQUENCY,
DOES IT MAKE SENSE? ONLY WHEN
THERE IS AN ADDITIONAL ADD? WHAT
WOULD THAT LOOK LIKE? IT IS
BALANCE OF NOT OVER BURDENING
ORGANIZATIONS AND IF THINGS ARE
STATUS QUO, THEN WOULD WE RETURN
BACK TO THAT SURVEY? I DON'T
KNOW HOW USEFUL THAT WOULD BE.
>> HAVE WE GOTTEN FEEDBACK FROM
PROVIDERS ON APPROXIMATELY HOW
MUCH TIME WAS SPENT
PARTICIPATING IN THE SURVEY?
>> ANECDOTEALLY I HEARD GOOD
PARTNERSHIP AND NOT OVER
BURDENSOME, AT HAD LEVEL WE
PROVIDED. CERTAINLY THEY WILL
LET YOU KNOW IF IT WAS--
>> YES. IF IT WAS TOO DIFFICULT.
>> WELL, THANK YOU FOR THISYISM
AM NOT SEEING ANY ADDITIONAL
HANDS, SO I AM GOING TO MOVE US
ALONG IN THE AGENDAISM THANK YOU
TO COLLEAGUES IN THE HUMAN
SERVICES DEPARTMENT FOR GIVING
US THIS GROUND WORK.
>>> WITH THAT, WE MOVE ON TO OUR
NEXT AGENDA ITEM, PLEASE READ
ITEM FOUR INTO THE RECORD.
>> OVERVIEW OF VETERANS,
SENIORS, AND HUMAN SERVICES
WORKFORCE INVESTMENT BRIEFING
AND DISCUSSION.
>> WONDERFUL. THANK YOU. I
BELIEVE OUR PRESENTERS ARE
VIRTUAL TODAY FROM KING COUNTY.
>> JUST CONFIRMING THAT FOLKS
CAN HEAR ME OKAY.
>> YES, MR. BAILEY, WE CAN HEAR
YOU.
>> AWESOME. AND CONFIRMING THAT
YOU CAN SEE MY SCREEN.
>> THAT, AS WELL. WE ARE GOOD TO
GO. THANK YOU FOR BEING HERE.
PLEASE TAKE A MOMENT TO
INTRODUCE YOURSELF FOR THE
RECORD BEFORE STARTING YOUR
PRESENTATION.
>> ABSOLUTELY. GOOD MORNING,
EVERYBODY, FOR THE RECORD, MY
NAME IS MICHAEL BAILEY, SERVING
AS THE DIVISION DIRECTOR FOR THE
ADULT SERVICES DIVISION HERE AT
THE KING COUNTY DEPARTMENT OF
COMMUNITY AND HUMAN SERVICES.
THAT SAID, GOOD MORNING, MADAM
CHAIR, MADAM VICE CHAIR, AND
MEMBERS OF THE COMMITTEE. IT IS
CERTAINLY A PLEASURE AND
PRIVILEGE TO HAVE THE
OPPORTUNITY TO JOIN TODAY'S
DISCUSSIONS, AS A RESULT I DO
BRING GREETINGS FROM COUNTY
EXECUTIVE, GREETINGS FROM OUR
INTERIM DEPARTMENT DIRECTOR, DR.
SUSAN MCGLAUFLEN AND I, MYSELF,
IF EXCITED TO HELP CONTRIBUTE TO
AN IMPORTANT CONVERSATION. WE DO
BELIEVE ADVANCING WAGE EQUITY IS
CRITICAL TO IMPROVING THE HUMAN
SERVES SECTOR AND AS A RESULT,
HOPING TO SPEAK FURTHER TO THAT
AS I MOVE THROUGH MY BRIEFING
TODAY. FOR THOSE WHO MAY NOT BE
AWARE, THE KING COUNTY
DEPARTMENT OF COMMUNITY AND
HUMAN SERVICES ALSO KNOWN AS
DCHS, HELPS TO SUPPORT CLOSE TO
500,000 INDIVIDUALS EVERY
YEARISM WE DO SO BY STEWARDING
INVESTMENTS AND HOUSING
STABILITY, BEHAVIORAL HEALTH,
EMPLOYMENT, AND FINANCIAL
EMPOWERMENTMENT, VETERAN
SERVICES, DOMESTIC VIOLENCE
PREVENTION, AGING ASUPPORT,
DISABILITY SUPPORT AND SO MUCH
MORE. WITH A POPULATION OF
APPROXIMATELY 2.3 MILLION
RESIDENTS, IT IS INTERESTING TO
THINK ABOUT KING COUNTY AT A
STATE SCALE. WE ARE, IN FACT,
LARGER THAN SEVERAL U.S. STATES,
INCLUDING HAWAII, NEBRASKA, WEST
VIRGINIA, AND EVEN NEW MEXICO.
SO, IN MANY WAYS WE DO OPERATE
AT THAT SCALE AND LEVEL OF
COMPLEXITY, BUT WITH THE BENEFIT
OF HAVING LOCALLY SOURCED FUNDS
TO HELP SUPPORT LOCALLY DESIGNED
SOLUTIONS. THAT SCALE ALSO MEANS
DCHS IS NOT SIMPLY ADMINISTERING
CONTRACTS, WE ARE WORKING TO
STEWARD PUBLIC TRUST THROUGH TO
COORDINATE CROSS CITIES AND WITH
COMMUNITY-BASED ORGANIZATIONS,
WHILE ALL INSURING LOCALE
SOURCED RESOURCES REACH THE
RESIDENTS OF KING COUNTY. THIS
ALIGNS WITH OUR MISSION TO
INSURE WE ARE PROVIDING
EQUITABLE OPPORTUNITIES FOR
PEOPLE TO BE HEALTHY, HAPPY,ER
AND CONNECTED TO COMMUNITY. THE
DEPARTMENT LEVERAGES FIVE
DIVISIONS TO HELP ADVANCE THIS
WORK. THE DIVISION I AM HERE TO
DISCUSS TODAY IS ADULT SERVICES
DIVISION. LIKE MANY OF THE
DIVISIONS WITHIN DCHS, THE ADULT
SERVICES DIVISION, WHICH IS THE
DIVISION I AM RESPONSIBLE FOR
DIRECTING, IS RESPONSIBLE FOR
MANAGING ONE OF SEVERAL MAJOR
INITIATIVES. FOR EXAMPLE,
BEHAVIORAL HEALTH AND RECOVERY
DIVISION, B-HEARD, MANAGES THE
CRISIS CARE CENTERNISHATIVE,
HOUSING AND COMMUNITY
DEVELOPMENT DIVISION, REFER TO
AS ACD, RESPONSIBLE FOR MANAGING
THEIR HEALTH THROUGH HOUSING
INITIATIVE, WITHIN THE ADULT
SERVICES DIVISION, OUR PRIMARY
INITIATIVE IS THE VETERAN
SENIORS AND HUMAN SERVICES LEVY.
WHILE VETERANS AND SENIORS ARE
EMBEDDED IN THE TITLE, I DO WANT
TO STRESS THE LEVY SERVES FAR
MORE THAN JUST THOSE TWO
POPULATIONS, IN FACT, EVERY DAY
THE LEVY HELPS TO SUPPORT
RESIDENTS ACROSS KING COUNTY,
REGARDLESS OF VETERAN STAT, AGE,
BACKGROUND. THE RESIDENTS
INCLUDE LOW TO MODERATE INCOME
FAMILIES, PARENTS, IMMIGRANTS
FROM ROUGH OOENLUGEYS,
COMMUNITIES OF COLOR,
INDIVIDUALS REENTERING THE
COMMUNITY AFTER INCARCERATION,
SURVIVORS OF DOMESTIC AND
GENDER-BASED VIOLENCE, AND
OTHERS WHO ARE NAVIGATING
VARIOUS TYPES OF INSTABILITY.
TOGETHER, THESE COMMUNITY
MEMBERS, ALONG WITH VETERANS AND
SENIORS, REPRESENT OUR THREE
PRIORITY POPULATION GROUPS OF
THE LEVY. WHILE NOT FORMALLY
DESIGNATED AS PRIORITY
POPULATION, THE LEVY ALSO MAKES
SIGNIFICANT INVESTMENTS AND
STRENGTHENING OUR NON-PROFIT
PROVIDER NETWORK, IN FACT,
THROUGH WORK FORCE STABILIZATION
EFFORTS AND TECHNICAL ASSISTANCE
STRATEGIES, IT EVEN CAPACITY
BUILDING SUPPORTS, WE ARE
WORKING TO INSURE OUR
COMMUNITY-BASED ORGANIZATIONS
HAVE THE INFRASTRUCTURE AND
SUPPORT NEEDED TO DELIVER
HIGH-QUALITY AND CULTURALLY
COMPETENT SERVICES AT A SCALE
THAT HELPS SUPPORT THE REGION. I
HEARD DIRECTOR KEN SPEAK TO THE
SCALE OF INVESTMENTS WITHIN THE
LEVY, WE ARE FOSTERING
APPROXIMATELY 550 MILLION WORTH
OF SERVICES AND SUPPORTS THAT
SPAN 2024 TO 2029, WE HAVE NORTH
OF 200 PROVIDERS AND CLOSE TO
400 CONTRACTS.
>> TO ADVANCE THE PRIORITY
POPULATIONS AND HUMAN SERVICES
SECTOR, I MENTIONED 550 MILLION
IN INVESTMENTS, THESE
INVESTMENTS ARE ORGANIZED AROUND
FIVE COMMUNITY-DIRECTED RESULT
PERIOD, ESSENTIALLY DESIGNED TO
HELP DISRUPT DESPAIRTIES AND
HELP IMPROVE OUTCOMES. FOR THE
SAKE OF TIME, I WILL QUICKLY
HIGHLIGHT THEM HERE, WE HAVE OUR
HEALTHY LIVING RESULT AREA,
WHICH IS COMPRISED OF MULTIPLE
STRATEGIES, MANY EXECUTED IN
PARTNERSHIP WITH THE SEATTLE
KING COUNTY DEPARTMENT OF PUBLIC
HEALTH. THIS RESULT AREA ALSO
HELPS SUPPORT BEHAVIORAL HEALTH,
PREVENTION SERVICES, AND ACCESS
TO HEALTHCARE FOR CERTAIN
POPULATION. FINANCIAL STABILITY
WHICH INCLUDES WORKFORCE
DEVELOPMENT INVESTMENT WHICH WE
WILL TALK ABOUT SHORTLY, THIS
HELPS TO SUPPORT EMPLOYMENT
SUPPORTS AND ALSO HELPS TO FUND
NATIONALLY RECOGNIZED KING
COUNTY VETERAN'S PROGRAM, AND
IN DOING SO, IT AIDS US IN
HELPING VETERANS, BUT ALSO EVERY
DAY RESIDENTS WITH ACHIEVING
ECONOMIC SECURITY. OUR HOUSING
STABILITY RESULT AREA, WHICH IS
IMPLEMENTED IN CLOSE PARTNERSHIP
WITH OUR HOUSING AND COMMUNITY
DEVELOPMENT DIVISION, WORKS TO
PREVENT AND REDUCE HOMELESSNESS
WHILE ALSO INCREASING ACCESS TO
STABLE, AFFORDABLE HOUSING, OUR
SOCIAL ENGAGEMENT RESULT YAIRZ
FUNDS PROGRAMS THAT ULTIMATELY
HELP TO COMBAT SOCIAL ISOLATION
AND PRESERVE CULTURAL IDENTITY
IN OUR SERVICE SYSTEM ACCESS
IMPROVEMENT FOCUSES ON IMPROVING
THE ECO SYSTEM, IT IS THROUGH
THE RESULT AREA WE ARE ABLE TO
DEPLOY MOBILE OUTREACH AND
EMPLOYMENT TEAMS TO HELP CONNECT
RESIDENT DIRECTLY TO SUPPORT AND
OPPORTUNITIES. WE ARE LEVERAGING
TO HELP INVEST IN SYSTEM LEVEL,
MAKING MORE RESPONSIVE. ONE OF
THE SERVICE IMPROVEMENT
INVESTMENT ALLOWS US TO FUND
NON-PROFIT WORKFORCE SURVEYS
ADMINISTERED IN PARTNERSHIP WITH
501 COMMENTS. THIS COLLABORATION
HELPS TO PROVIDE CRITICAL DATA
TO INFORM WORKFORCE
STABILIZATION STRATEGIES,
COMPENSATION INVESTMENTS, AND
OTHER IMPROVEMENTS. IN FACT, IT
IS THROUGH THIS DATA THAT WAS
COLLECTED THAT WE ARE ABLE TO
FURTHER VALIDATE THE PROBLEM OF
WAGE AND EQUITY HERE WITHIN THE
REGION. SO, MUCH LIKE COLLEAGUES
AT THE SEATTLE HUMAN SERVICES
DEPARTMENT, WE APPLY RESULTS,
BASIC ACCOUNTABILITY FRAMEWORK
TO GUIDE OUR WORK. THIS
FRAMEWORK CHALLENGES US TO BEGIN
EVERY ENDEAVOR WITH FUNDAMENTAL,
BUT OFTEN OVERLOOKED QUESTION,
WHAT IS THE PROBLEM THAT WE ARE
TRYING TO SOLVE? I BELIEVE
TODAY'S AGENDA MAKES CLEAR WE
ARE WORKING TO ADDRESS WAGE
EQUITY. HOWEVER, BEFORE MOVING
THROUGH OUR SOLUTIONS, I THOUGHT
IT IMPORTANT TO FURTHER DEFINE
THE NATURE OF THE PROBLEM AND
MUCH LIKE OTHER PRESENTERS YOU
WILL HEAR FROM TODAY, I BELIEVE
A SHARED UNDERSTANDING HELPS
INSURE THE STRATEGIES WE DESIGN
AND CODESIGN ARE TARGETED,
MEASURABLE, AND RESPONSIVE TO
THE ROOT CAUSES, RATHER THAN
JUST THE SYMPTOMS. THROUGH OUR
2025 501 COMMENT WORKFORCE
REPORT, AND IN LOOKING AT PRIOR
ADDITIONS, WE ARE ABLE TO SEE
CONSISTENT PICTURE OF CHALLENGES
OF HUMAN SERVICES RELATED TO
RECRUITMENT AND RETAINMENT OF
STAFF. THE DATA SHOWS 18%
TURNOVER RATE AMONG FULL-TIME
EMPLOYEES, AND 20% TURNOVER RATE
AMONG PART-TIME STAFF, IN
ADDITION, IT ALSO SHOWS A 29%
RESPONDENTS SHARING THAT THEY,
THEMSELVES, BELIEVE THEY ARE
UNDERPAID FOR THE WORK THAT THEY
PERFORM. AS MANY OF TODAY'S
PANELISTS WILL LIKELY AGREE
WITHOUT A STABLE WORKFORCE, WE
ARE UNABLE TO INSURE THE
CONTINUITY OF CARE TO MAINTAIN
INSTITUTIONAL KNOWLEDGE, TO
DELIVER SERVICES AT THE SCALING
THAT OUR RESIDENTS DESERVE. I
HEARD OUR VICE CHAIR SPEAK TO
THAT EARLIER WITH SOME OF HER
QUESTIONS, TURNOVER, ESPECIALLY
HIGH TURNOVER, OFTEN DISRUPTS
RELATIONSHIP WITH CLIENTS. IT
INCREASES ONBOARDING AND
TRAINING CAUSE FOR PROVIDERS,
SLOWS DOWN PROGRAM
IMPLEMENTATION, AND ULTIMATELY
IT WEAKENS OUTCOMES. THAT SAID,
WORKFORCE INSTABILITY IS NOT
JUST AN HR ISSUE, IT IS
FUNDAMENTALLY A SYSTEM
PERFORMANCE ISSUE, AND IF WE ARE
SERIOUS ABOUT DISRUPTING
DESPAIRTIES, WE HAVE TO BE
SERIOUS ABOUT STABILIZING THE
WORKFORCE THAT DELIVERS THE
SERVICES DESIGNED TO ADDRESS
THOSE DESPAIRTIES. ADDITIONAL
DATA FROM THE SURVEY HIGHLIGHTS
SPECIFIC RETENTION STRATEGIES
THAT NON-PROFIT ORGANIZATIONS
ARE USING TO SUPPORT THEIR
WORKFORCE. THE SAME 2025 REPORT
AS THE ORGANIZATIONS WHICH
PROGRAMS AND POLICIES ARE YOU
USING TO IMPROVE EMPLOYEE
RETENTION AND ENGAGEMENT? YOU
WILL SEE THAT 84% OFFER
FLEXIBILITY AROUND WORKING FROM
HOME, 81% CONDUCT REGULAR WAGE
AND BENEFIT COMPARISONS WITH
SIMILAR ORGANIZATIONS, 8 WUB%
PROVIDE TRAINING AND
PROFESSIONAL DEVELOPMENT
OPPORTUNITIES INCLUDING
MENTORING AND COACHING, 80%
OFFER FLEXIBLE WORK SCHEDULES,
67% CLEARLY COMMUNICATE THEIR
COMPENSATION PHILOSOPHY TO
EMPLOYEES, 62% HAVE DEFINED PAY
RANGES AND COMMUNICATE HOW THOSE
PAY RANGES ARE SET. 50%
IMPLEMENT WORKPLACE INCLUSIVE
PROGRAMS, 44% OFFER EMPLOYEE
WELLNESS PROGRAMS, 43% MAINTAIN
CAREER DEVELOPMENT PLANS FOR
STAFF, AND 41% USE SOME TYPE OF
EMPLOYEE RECOGNITION PROGRAM.
WHEN YOU REVIEW THESE TOGETHER,
THE DATA MAKES IT SUGGEST THAT
WHILE ORGANIZATIONS ARE
IMPLEMENTING FLEXIBILITY AND
PROFESSIONAL DEVELOPMENT
STRATEGIES, THERE IS STILL
OPPORTUNITY TO FURTHER INVEST IN
STRUCTURAL RETENTION PRACTICES
THAT CONNECT DIRECTLY TO
SUSTAINABLE CAREERS, BUT ALSO
WORKFORCE SUSTAINABILITY AS
WELL.
SO, NOW THAT WE HAVE ATTEMPTED
TO PAINT A CLEARER PICTURE OF
THE PROGRAM, OR THE PROBLEM, AND
TO A DEGREE, LOOK AT THE DATA
THAT VALIDATES BOTH THE SCALE
AND PERSISTENCE OF THAT PROBLEM,
I WANTED TO CLOSE OUT BY TALKING
ABOUT ONE OF THE SOLUTIONS WE
HAVE IDENTIFIED IN PARTNERSHIP
WITH COMMUNITY TO HELP SOLVE FOR
THAT PROBLEM. THROUGH TARGETED
INVESTMENTS WITHIN VETERANS,
HUMAN SERVICES LEVY, I WANT TO
STRESS THAT WE ARE NOT ONLY
WORKING TO ACKNOWLEDGE THE WAGE
EQUITY CHALLENGE, BUT WE ARE
ACTIVELY WORKING TOWARDS
ADDRESSING IT. ONE SUCH
INVESTMENT IS OUR HUMAN SERVES
WORKFORCE STABILIZATION
STRATEGY. OUR STRATEGY,
IDENTIFIED WITHIN OUR
IMPLICATION IMPLEMENTATION PLAN
6 IS INTENDED TO ADDRESS
RECRUITMENT AND RETENTION
CHALLENGES I DISCUSSED EARLIER.
OVER THE 2024-2029 LEVY LIFE
CYCLE, IT IS INTENDED TO SUPPORT
A TOTAL INVESTMENT $57 MILLION
WITH FUNDS STRATEGICALLY GOING
TOWARDS CO-DESIGNED WORKFORCE
STABILIZATION STRATEGIES. AS WE
WORK TO IMPROVE RECRUITMENT AND
RETENTION, WE RECOGNIZE WAGES
MATTER, INCREASE COMPENSATION IS
IDENTIFIED AS ELIGIBLE AND
RECOMMENDED EXPENSE WITHIN THE
IMPLEMENTATION PLAN AND BEYOND
WAGES, THE STRATEGY SUPPORTS
IMPROVED BENEFITS, INITIATIVES
THAT HELP REDUCE COST OF LIVING
PRESSURE SO PAYCHECKS CAN
STRETCH FURTHER, AND INVESTMENTS
WITHIN PROFESSIONAL DEVELOPMENT.
I DO WANT TO STRESS THESE
PROFESSIONAL GROWTH
OPPORTUNITIES ARE DESIGNED NOT
ONLY TO BUILD SKILLS, BUT ALSO
TO CREATE PATHWAYS TO
HIGHER-PAYING ROLES, IDEALLY,
WITHIN THE SAME HUMAN SERVICES
ECO SYSTEM THAT WE ARE WORKING
TO STRENGTHEN.
TO DESIGN THE STRATEGY, OUR
DIVISIONS POLICY AND COMMUNITY
ENGAGEMENT TEAM LED A SERIES OF
LISTENING SESSIONS WITH
PERSPECTIVE APPLICANTS TO BETTER
UNDERSTAND WHAT TYPES OF
INVESTMS WOULD BE MOST MAIN
MEANINGFUL AND USEFUL TO THE
PROVIDERS. WE HOLD MULTIPLE
DEFINITIONS OF COMMUNITY, WHILE
PRIORITY POPULATIONS, THOSE
FURTHEST FROM OPPORTUNITIES AND
GREATEST NEED OF SERVICES ARE,
IN FACT, OUR PRIMARY COMMUNITY,
WE RECOGNIZE THE NON-PROFIT
COMMUNITY IS, ITSELF, EQUALLY
IMPORTANT COMMUNITY. THESE
ORGANIZATIONS ARE ESSENTIAL
PARTNERS IN DELIVERING SERVICES,
AND WE BELIEVE THEY DESERVE A
MEANINGFUL VOICE IN SHAPING THE
INVESTMENTS INTENDED TO SUPPORT
THEM. FOLLOWING THE CO-DESIGN
PROCESS WE LEASED THREE ROUNDS
PROCUREMENTS IN 2025, AGAIN,
2025 WAS THE FIRST YEAR WE
LAUNCHED THIS TYPE OF WORKFORCE
STABILIZATION INVEST MENT. THIS
PHASED APPROACH ALLOWS US TO
INCORPORATE COMMUNITY FEEDBACK,
TEST ASSUMPTIONS, AND WORK
TOWARDS BUILDING A FUNDING
STRUCTURE THAT REFLECTS BOTH THE
LEGISLATIVE INTENT, BUT ALSO THE
REAL WORLD OPERATIONAL NEEDS.
AS A DIVISION, I OFTEN ENCOURAGE
OUR TEAM, PARTNERS, COMMUNITY
SUPPORTERS TO DREAM ABOUT
BOUNDARIES, AND RATHER THAN
FOCUSING ON THE BARRIERS OF THE
PAST, WE OFTEN ENCOURAGE PEOPLE
TO ASK, YOU KNOW, WHAT COULD BE
POSSIBLE IF WE DESIGNED THE
SYSTEM DIFFERENTLY? SOMETIMES
THIS EXERCISE IS A LITTLE BIT
EASIER TO PARTICIPATE IN WHEN WE
TAKE THE TIME TO INTENTIONALLY
EXPOSE FOLKS TO WHAT IS
POSSIBLE. IN THAT SPIRIT, WE ARE
WORKING TO CREATE PATHWAYS FOR
OUR CONTRACT MANAGERS, TO SHARE
SIMILAR PROGRAMS AND OUTCOMES
WITH THEIR PROVIDERS, WE ARE
USING EVIDENCE-BASED
INTERVENTIONS AND LESSONS
LEARNED FROM OTHER WAGE EQUITY
EFFORTS SO WE CAN MAINTAIN A
STATE OF CO-DESIGN AND
COLLABORATION ASK LEARNING WITH
OUR PROVIDERS. I HAVE SHARED
SOME INTERVENTIONS WITH
INCREASED WAGES AT TOP. YOU SEE
THEY ARE KECKED TO OUTCOMES
RECORDED BY SIMILAR HUMAN
SERVICES ORGANIZATIONS, THESE
MEASURABLE OUTCOMES INCLUDE
THINGS LIKE DECREASED TURNOVER,
AND DECREASED VACANCY RATE.
AGAIN, THIS HELPS TO PAINT THE
PICTURE OF WHAT IS POSSIBLE. AS
I MENTIONED EARLIER, WE RELEASED
THREE ROUNDS OF FUNDING IN 2025,
THE DATA YOU SEE HERE REFLECTS
ROUNDS ONE AND TWO, WITH ROUND
THREE DATA SCHEDULED TO BE
INCORPORATED NEXT MONTH IN
MARCH. WHAT STANDS OUT
IMMEDIATELY IS THAT AT THE TOP
OF CATEGORY SELECTED, WE SEE
THAT FOLKS ARE SELECTING A
DESIRE TO INCREASE WAGES AND
BONUSES, THESE ARE ALL INTENDED
TO HELP SUPPORT RECRUITMENT AND
RETENTION, BUT WHAT IS REALLY
MEANINGFUL IS THAT WHEN FOLKS
WERE SUBMITTING APPLICATIONS, WE
REQUIRED ORGANIZATIONS TO MAKE
THESE SELECTIONS IN PARTNERSHIP
WITH STAFF. MANY PIORINIZED
RIGHT COMPENSATION STATGIES AS
MOST IMMEDIATE AND IMPACTFUL
SOLUTION TO WORKFORCE AND
STABILITY, AND, AGAIN, I BELIEVE
THIS REINFORCES WHAT WE HAVE
HEARD CONSISTENTLY THROUGHOUT
LISTENING SESSIONS AND WORKFORCE
SURVEY DATA, WHICH IS THIS,
COMPENSATION REMAINS CENTRAL TO
STABILIZING THE NON-PROFIT
WORKFORCE.
AS PART OF OUR EFFORTS TO
OPERATIONALIZE THE WORKFORCE
STABILIZATION PROGRAM, WE
CONDUCTED PROVIDER CHECK INS TO
UNDERSTAND HOW IMPLEMENTATION
WAS PROGRESSING. BECAUSE THIS IS
A FAIRLY NEW INVESTMENT IN A
FAIRLY NEW STRATEGY, WE DON'T
YET HAVE LONG-TERM PERFORMANCE
DATA TO FORMALLY EVALUATE THE
OESHALL EFFECTIVENESS. HOWEVER,
WE DO HAVE PROVIDER FEEDBACK, WE
HAVE TESTIMONY, AND WE HAVE
PERCEPTION DATA. IN WORKFORCE
STABILIZATION DATA, PERCEPTION
MATTER. IF EMPLOYES AND EMPLOY
EERS PERCEIVE IMPROVEMENT, THE
PERCEPTION ITSELF CAN OFTEN
INFLUENCE RETENTION, MORALE, AND
ALSO ORGANIZATIONAL STABILITY. I
AM EXCITED TO STATE THAT EVEN AT
THIS EARLY STAGE, WE ARE SEEING
PROMISING INDICATORS, FOR
EXAMPLE, ON STAFF RECRUITMENT,
28% OF PROVIDERS REPORTED
DECREASES IN VACANCY RATES AFTER
RECEIVING THE WORKFORCE
STABILIZATION FUNDS, WHILE 17%
REPORTED MODERATE IMPROVEMENTS,
AND WHILE 29% INDICATED NO
IMPACT YET, THE DATA SUGGESTS
THAT 29% OF PROVIDERS, FOR THOSE
PROVIDERS, THINGS HAVE NOT
GOTTEN WORSE. STAFF RETENTION,
THE SIGNALS ARE STRONGER. SO,
40% OF PROVIDERS REPORTED
DECREASES IN TURNOVER IN NEARLY
HALF REPORTED MODERATE TO
HIGH-IMPACTS ON REDUCING STAFF
ATTRITION. ADDITIONAL 29%
REPORTED SOME IMPACT INDICATING
EARLY STABILIZATION SUCCESS
ACROSS THE ORGANIZATION. SO
WHILE VACANCY AND TURNOVERS
RATEVISE NOT SHIFTED UNIVERSITY,
THE DIRECTIONAL TREND IS
ENCOURAGING, AND THESE EARLY
RESULTS SUGGEST THAT TARGETED
INVESTMENTS IN WAGES, BONUSES,
AND WORKFORCE SUPPORTS ARE
BEGINNING TO MAKE A MEASURABLE
DIFFERENCE AMONG OUR PROVIDERS.
AS WE CONTINUE TO ADMINISTER THE
PROGRAM, WE ARE CONTINUOUSLY
ASSESSING HOW TO IMPROVE THE
OPERATION OF THAT STRATEGY. PER
THE IMPLEMENTATION PLAN, WE ARE
REQUIRED TO EVALUATE THE FIRST
PHASE OF INVESTMENTS, WHICH ARE
INVESTMENTS MADE PRIOR TO 2027,
AND THEN USE THAT DOTA TO DESIGN
A MORE ROBUST AND RESPONSIVE
PROGRAM FOR THE REMAINING YEARS
OF THE LEVY, WHICH CONCLUDES IN
2029. I AM SHARING THIS DATA
BECAUSE IT MAY BE HELPFUL AS YOU
CONTINUE YOUR WAGE EQUITY
DISCUSSIONS, WHICH WE ARE HOPING
AND EXCITED TO PARTICIPATE IN IN
COLLABORATION WITH THE SEATTLE
HUMAN SERVES DEPARTMENT. ONE OF
THE CLEAREST THEMES WE HEARD
FROM PROVIDERS WAS THE NEED FOR
PREDICTABLE MULTI-YEAR FUNDING.
STABILITY AND FUNDING,
ESPECIALLY IN WAYS, IN A WAGE
BOOST, WILL ALLOW NON-PROFITS
THE TIME NECESSARILY TO RECAL
BAIT THEIR INTERNAL SYSTEMS,
AND, IN SOME CASES, IT WILL GIVE
THEM TIME TO THOUGHTFULLY
REDESIGN PAY SCALES. SHORT-TERM
FUNDING CAN PROVIDE RELIEF BUT
ULTIMATELY MULTI-YEAR COMMITMENT
IS WHAT IS NEEDED TO HELP
SUPPORT STRUCTURAL CHANGE. WE
ALSO HEARD STRONGER APPRECIATION
FOR FLEXIBILITY IN THE USE OF
FUNDSIC RECOGNIZING WORKFORCE
CHALLENGE VARY SIGNIFICANTLY BY
SIZE, SERVICE MODEL, AND THE
COMMUNITY SERVED. THERE WERE
EXMRIS CALLOUTS REGARDING
BONUSES, WHICH, IN SOME CASES,
WERE PREFERRED OVER PERMANENT
WAGE INCREASES. I DO WANT TO
CALL OUT THAT THIS PREFERENCE
EMERGED PRIMARILY AS A RESULT OF
THE WORKFORCE FUNDING, OR AT
LEAST THE FIRST PHASE OF IT,
ENDING IN 2026. A LOT OF OUR
ORGANIZATIONS EXPRESS CONCERNS
ABOUT COMMITTING TO PERMANENT
SALARY INCREASES WITHOUT
SUSTAINED FUNDING TO SUPPORT
THOSE INCREASES LONG TERM. IN
FACT, WE SAW SOME ORGANIZATIONS
CHOOSE NOT TO APPLY FOR FUNDING
DUE TO THE LIMITED DURATION OF
THAT INVESTMENT.
BECAUSE WE ARE OPERATING WITH
FINITE RESOURCES, BUT ALSO A
CLEAR LEGISLATIVE DIRECTION, WE
HAD TO MAKE HARD DECISIONS ON
WHAT ELIGIBLE USES WE WOULD
PERMIT WITH THIS FIRST ROUND OF
FUNDING. AT THE SAME TIME, WE
BELIEVE IN CONTINUED IMPROVEMENT
AND AS PART OF THAT, WHAT WE
ATTEMPTED TO DO WAS TO COLLECT
FEEDBACK FROM PROVIDERS. WE ASK
THIS QUESTION, WHAT CURRENTLY
UNLOWABLE EXPENSES WOULD FURTHER
SUPPORT YOUR WORKFORCE
STABILIZATION EFFORTS? BY ASKING
THAT QUESTION, WE SAW SEVERAL
THEMES EMERGE. AT THE TOP OF THE
LIST, WHICH YOU WILL SEE HERE,
WE SAW FUNDING FOR NEW STAFF
SALARIES, PROVIDER SHARE THAT
BEING ABLE TO HIRE ADDITIONAL
STAFF WOULD ALLOW THEM TO MEET
GROWING CLINE DEMAND, WHILE ALSO
EASING PRESSURE ON EXISTING
EMPLOYEES, AND IN SOME CASES,
CREATING ROOM FOR INTERNAL WAGE
ADJUSTMENTS. WE SAW STRONG
INTEREST IN CAPACITY BUILDING
SUPPORTS, WHICH IS ACTUALLY
ANOTHER STRATEGY WITHIN THE
VETERAN SENIORS AND HUMAN
SERVICES LEVY. THERE WERE
REPEATED REQUESTS FOR EXPANDED
SALARY SUPPORT FOR CURRENT
STAFF, WHICH, AGAIN, REINFORCES
THE ONGOING IMPORTANCE OF WAGE
STABILITY, OTHER COST-SAVING
MECHANISMS WERE ALSO IDENTIFIED
AS WELL INCLUDING SUPPORT FOR
STUDENT LOAN REPAYMENT, FUNDING
FOR INTERNS AND VOLUNTEERS, AND
ASSISTANCE THAT WOULD ULTIMATELY
REDUCE OVERHEAD PRESSURES. THERE
WAS AN OTHER CATEGORY THAT WAS
ALSO USED BY ABOUT 12% OF
PROVIDERS THAT RESPONDED TO THIS
ASSESSMENT, THOSE OTHER CATEGORY
INCLUDE TEMPORARY WORK COVERAGE
TO REDUCE OVER TIME AND PROTECT
WORK/LIFE BALANCE, TUITION
REIMBURSEMENT FOR LICENSED
STAFF, ADDITIONAL LOAN REPAYMENT
MODELS BUT ALSO SOFTWARE AND
ADMIN INFRASTRUCTURE COSTS. MANY
OF THESE REQUESTS SHARE A COMMON
THREAD AND EVEN IF THEY ARE NOT
DIRECTLY LABELED AS SALARY
INCREASES, EACH OF THEM, IN SOME
SHAPE OR FORM, SEEK TO FREE UP
ORGANIZATIONAL RESOURCES OR
REDUCE FINANCIAL STRAIN IN WAYS
THAT ULTIMATELY SUPPORT
COMPENSATION, MORALE, AND
RETENTION. AS I MENTIONED WHEN
STARTING TODAY'S PRESENTATION,
THE VETERAN SENIORS AND HUMAN
SERVICES LEVY IS ONE OF SEVERAL
MAJOR INITIATIVES WITHIN THE
KING COUNTY DEPARTMENT OF
COMMUNITY AND HUMAN SERVICES. AS
VOTERS CONTINUE TO IMPROVE NEW
LEVYS, COMMUNITIES ARE
INCREASINGLY CALLING FOR
STRATEGIES THAT ADDRESS
WORKFORCE SUSTAINABILITY AND
WAGE EQUITY MORE DIRECTLY. WE
ARE BEGINNING TO SEE THAT
REFLECTED IN OTHER COUNTY
INVESTMENTS. FOR EXAMPLE, THE
CRISIS CARE CENTER LEVY INCLUDES
TARGETED WAGE ENHANCEMENT
PROGRAMS DESIGNED TO STRENGTHEN
THE BEHAVIORAL HEALTH WORKFORCE.
ITEMS INCLUDED INCLUDES THINGS
SUCH AS PAID INTERNSHIPS,
SUPPORT FOR CLINICAL
SUPERVISION, COST OF
LICENSESURE, WORKFORCE WELL
BEING, AND EXPANDED CLINICAL
TRAINING. THESE ARELER CHRONICLE
BUT NECESSARY SUPPORTS THAT HELP
PEOPLE ENTER, STAY, AND ADVANCE
WITHIN THE BEHAVIORAL HEALTH
FIELD. THE CRISIS CARE CENTER
IMPLEMENTATION PLAN AND VETERAN
SENIORS AND HUMAN SERVES LEVY
IMPLEMENTATION PLAN WERE
DESIGNED FOR SLIGHTLY DIFFERENT
WORKFORCE NEEDS, BUT THEY WORK
TOGETHER AND ARE VERY MUCH
COMPLIMENTARY OF ONE ANOTHER IN
MULTIPLE WAYS. OUR DIVISIONS ARE
COORDINATING CLOSELY TO INSURE
PROVIDERS CAN ACCESS FUNDING
WITHOUT CONFUSION, OR
DUPLICATION, AND THAT TOGETHER
THESE INVESTMENTS CAN HELP
STRENGTHEN THE OVERALL HUMAN
SERVES ECO SYSTEM. SO, IN
CLOSING, I HOPE THAT THIS
DISCUSSION CONTRIBUTES
MEANINGFULLY TO YOUR ONGOING
WORK AROUND WAGE EQUITY AND
HIGHLIGHTS ADDITIONAL
OPPORTUNITIES FOR PARTNERSHIP,
TO FURTHER SUPPORT THE
PARTNERSHIP I WOULD WELCOME THE
OPPORTUNITY TO BRIEF INDIVIDUAL
MEMBERS OR COMMUNITY MEMBERS WHO
MIGHT BE LISTENING IN ON THE
BROADER RANGE OF SERVICES AND
PROGRAMS AVAILABLE THROUGH THE
VETERANS, SENIORS, AND HUMAN
SERVES LEVY. ONE OF MY GREATEST
CONCERNS IN THIS ROLE IS SOMEONE
WILL CHOOSE NOT TO REACH OUT.
NOT BECAUSE THEY DON'T WANT
HELP, BUT BECAUSE THEY ARE
UNAWARE THAT THAT SUPPORT
EXISTS. I DO SEE IT AS OUR
RESPONSIBILITY TO HELP REDUCE
THAT GAP AND AWARENESS AND WITH
YOUR PARTMERSHIP I BELIEVE WE
CAN DO JUST THAT FOR KING COUNTY
RESIDENTS AND COMMUNITY MEMBERS.
THE LEVY HAS OVER 55 STRATEGIES
AND SUB STRATEGIES. THESE ARE
ULTIMATELY YOUR SERVICES, AND
EVERYBODY DESERVES TO HAVE
ACCESS TO THEM. SO, THANK YOU
AGAIN, MADAM CHAIR, MADAM VICE
CHAIR, HAPPY TO TAKE ANY KWEGS
YOU OR OTHER COMMITTEE MEMBERS
MAY HAVE.
>> I WANT TO EXPRESS MY
APPRECIATION, TO HAVE COUNTY
PARTNER SHARING THIS WORK AS WAS
EXPRESSED EARLIER, YOU KNOW,
THIS-- WE ARE ABLE TO MAKE
PROGRESS ON OUR SHARED GOALS OF
ACHIEVING WAGE EQUITY WHEN WE
HAVE DIFFERENT LEVELS OF
GOVERNMENT WORKING TOGETHER.
SWIMMING IN THE SAME DIRECTION.
IT IS TRULY APPRECIATED THAT THE
COUNTY IS PARTICIPATING IN
TODAY'S DISCUSSION, AND THANK
YOU FOR THIS VERY DETAILED
PRESENTATION. I KNOW I HAVE A
COUPLE OF QUESTIONS BEUTI WANT
TO ALLOW MY COLLEAGUES FIRST TO
ASK THEIRS. WHAT KIND OF
QUESTIONS DO YOU HAVE FOR OUR
COLLEAGUES AT THE COUNTY?
VICE CHAIR FOSTER.
>> FIRST OF ALL, I WANT TO ECHO
MY APPRECIATION. THAT WAS A
FANTASTIC PRESENTATION IN LEVEL
OF DEPTH AND DETAIL AND CARE.
SO, THANK YOU SO MUCH, DIRECTOR
BAILEY. I DID NOT WRITE DOWN
SLIDE NUMBERS, BUT THERE WAS
ARSLIDE WHERE YOU SHOWED DATA ON
TURNOVER RATES, AND I BELIEVE IT
SHOWED 18% FOR FULL TIME, 20%
FOR PART TIME EMPLOYEES. SO,
JUST NOTING, I THINK THAT IS
EVEN HIGHER TURNOVER RATE IF WE
COMBINE THAT FOR A COMBINED 38%
TURNOVER RATE THAN WE TRACKED IN
OUR STUDY, WHERE I BELIEVE OUR
STUDY HAD 32.4%. I AM WONDERING
WHETHER YOUR TAKEAWAY IS OUR
STUDY WAS COMPLETED EARLIER AND
THERE ARE INCREASED TURNOVER
RATES, OR JUST IF THERE IS
ANYTHING WE SHOULD BE GLEANING
FROM THOSE TWO NUMBERS.
>> ABSOLUTELY. AGAIN, THE DATA
THAT WAS PROVIDED TO YOU WAS
THROUGH OUR PARTNERSHIP. IT IS
AN ASSESSMENT OF THE REGION AND
FOR A LOT OF THE PROVIDERS THAT
WE CONTRACT WITH, IT IS A
REQUIREMENT. SO, IN SOME CASES
THE DATA POINTS COULD BE
REPRESENTATION OF RESPONSE RATES
FROM THE TWO DIFFERENT SURVEYS,
ULTIMATELY I THINK TO GET AT
YOUR QUESTION, I THINK IT INVITE
AS DIALOGUE. WE ARE VERY MUCH
AWARE THERE IS AN ISSUE OF
RETENTION, ISSUE WITH
RECRUITMENT, I BELIEVE NEXT
STEPS WOULD BE TO HAVE
INTENTIONAL DIALOGUE AND
CONVERSATIONS WITH PROVIDERS TO
SEE WHAT IS NECESSARY TO HELP
REVERSE THOSE TRENDS. WE HAVE
STARTED SOME CONVERSATIONS WITH
OUR WORKFORCE STABILIZATION
EFFORT AND COMMUNITY ENGAGEMENT
WE DID PRIOR TO RELEASING THE
FUNDS, BUT I BELIEVE DIRECTOR
KEN MAKES A CRITICAL POINT IN
THE FACT THAT THERE IS POWER IN
CONVENING BOTH THE COUNTY, LOCAL
JURISDICTIONS, BUT ALSO PERHAPS
OUR STATE PARTNERS TO REALLY
LOOK AT THE PROVIDERS THAT WERE
ALL LIKELY FUNDING TOGETHER TO
SEE HOW WE CAN MOVE THAT WORK
TOGETHER INSTEAD OF IN SILOS. IF
I NEED TO EXPOUND ON THATT
RESPONSE Y AM HAPPY TO DO SO,
BUT TO RESPOND VERY CANDIDLY, I
THINK IT INVITES DIALOGUE AND
WOULD LOVE TO BE PART OF THAT
CONVERSATION.
>> THANK YOU SO MUCH Y. THINK
THAT IS A PERFECTLY COMPLETE
RESPONSE. THE ONE THING I WOULD
ADD, I APPRECIATED THIS IN THE
DATA AND SORT OF IN MY FORMER
CAREER WORKING AS FUNDER, IS WE
ARE TALKING ABOUT LOCAL, STATE
GOVERNMENT, BUT THERE IS ALSO A
ROLE FOR PHILANTHROPIC
INSTITUTIONS OR OTHER FOLKS,
SEEING HOW MUCH OF A SIGNIFICANT
SOURCE OF INCOME AND RESOURCES
FUNDRAISING IS FOR THESE
PARTNERS. SO, AS WE-- CHAIR, AS
WE CONTINUE ON THIS PROCESS, I
AM LOOKING FORWARD TO THE WAY
YOU SET UP THE FOLLOWING
PRESENTATIONS, I HOPE THAT WE
GET AN OPPORTUNITY TO GO EVEN
FURTHER ON THAT DIALOGUE AND
THINK ABOUT THOSE OTHER FUNDERS
IN THE REGION. THANK YOU.
>> THANK YOU FOR THAT, VICE
CHAIR.
>> CERTAINLY CAN MAKE SPACE FOR
THAT DISCUSSION IN COMMITTEE.
>> THANK YOU.
>> COLLEAGUES, ANY ADDITIONAL
QUESTIONS BEFORE I GO INTO MINE?
I AM GOING TO PIVOT AND GIVE
FOLKS TIME TO FORMALIZE THEIR
QUESTIONS IF THEY HAVE ANY. I
WANTED TO, AGAIN, THANK YOU,
DIRECTOR BAILEY, AND I WANTED TO
DIG INTO A LITTLE BIT ABOUT THE
SURVEY. I UNDERSTAND IF I ASK
QUESTIONS THAT MAYBE REQUIRE
FOLLOW UP BUT I WANTED A QUICK
REFRESHER BECAUSE I THINK THE
FINDINGS FROM THIS SURVEY ARE
REALLY INTERESTING AND
POTENTIALLY INFORMATIVE ON HOW
WE DO THIS WORK MOVING FORWARD.
I WOULD LIKE TO UNDERSTAND A
LITTLE MORE JUST AS REFRESHER
FOR THIS SURVEY. WHO WERE THE
PRIMARY RESPONDENTS? WHAT WAS
THE SAMPLE SIZE?
>> ABSOLUTELY. I AM HAPPY TO GET
ADDITIONAL DATA IF I COULD
CLARIFY WHICH SURVEY YOU ARE
REFERRING TO, THE 501S COMMONS
SURVEY?
>> YES. THERE IS NO PAGE
NUMBERS, I APOLOGIZE, I AM
LOOKING THROUGH, LETS SEE
IMPLEMENTING STRATEGY FOR CHANGE
SECTION.
>> ABSOLUTELY.
>> THIS IS-- WHEN WE LOOK AT THE
DATA, WE ARE OFTEN LOOKING AT
PERFORMANCE DATA, WHICH IS KIND
OF OUR MORE EXPLICIT OUTCOMES,
HOW DID THE PROGRAM PERFORM AT
THE END OF A PARTICULAR
STRATEGY? WE ALSO TRY TO
SEGREGATE THAT DATA, OPERATIONAL
DATA, WHICH ALLOWS US TO
CONTINUOUSLY IMPROVE AS
ADMINISTERING . AS FUNDERS, IT
IS IMPORTANT THAT WE DON'T JUST
GIVE THE FUNDING, AND THEN STEP
AWAY, WE VERY MUCH SEE THIS AS A
PARTNERSHIP. AS PART OF THE
PARTNERSHIP, WE REACHED OUT TO
ALL OF THE FUNDED PARTNERS WHO
WERE FUNDED THROUGH PHASE ONE,
WHICH INCLUDES ROUNDS ONE, ROUND
TWO, ROUND THREE. BECAUSE ROUND
THREE HASN'T OFFICIALLY KICKED
OFF, LOT OF PROVIDERS FROM ROUND
ONE AND ROUND TWO TWHUR
PROVIDERS RESPONDED, SO, WITHIN
THE FIRST ROUND OF FUNDING, IT
WAS EXCLUSIVELY CONTRACTS
ASSOCIATED WITH THE VETERAN
SENIORS AND HUMAN SERVICES LEVY.
AS WE ENTERED INTO THE SECOND
ROUND, WE THEN EXTENDED
CONTRACTS TO ALL DCHS PROVIDERS.
REGARDLESS OF REVISION, LEVY,
FUNDING SOURCE, IF YOU DO, IN
FACT, HAVE A CONTRACT WITH DCHS,
YOU ARE ELIGIBLE TO APPLY. SO WE
REACHED OUT TO THOSE PROVIDERS,
WE HAD A RELATIVELY STRONG
RESPONSE, BUT IT WAS AN
OPPORTUNITY TO GET FEEDBACK ON
HOW THE PROGRAM IS GOING, AGAIN,
BECAUSE THE PROGRAM IS
RELATIVELY NEW, IT WAS MORE SO
ASSESSMENT OF PERSE, BUT ALSO
INVITATION TO SAY, HEY, THIS IS
NEWARK WE WANT TO MAKE SURE THIS
IS MEANINGFUL, AND WOULD LOVE
YOUR FEEDBACK ON HOW WE CAN
CONTINUE TO IMPROVE THE PROGRAM.
SPECIFICS,IER AM HAPPY TO FOLLOW
UP WITH YOUR OFFICE ON NUMBER OF
PROVIDERS REPRESENTED. WE DID
TRY CAPTURE THE CATEGORY IN
WHICH THEVIDERS WORKED IN
BECAUSE THAT WAS THEIR REQUEST
FROM ONE OF OUR HUMAN SERVICES
COALITIONS, SO, IN AN ATTEMPT TO
HONOR THAT, I THINK WE ACTUALLY
HAVE RICHER DATA THAN PRESENTED
HERE. AGAIN, HAPPY TO FOLLOW UP
DIRECTLY WITH YOUR OFFICE AND
WITH ANYBODY ELSE HERE WHO HAS
THE SAME INTERESTISM
>> FABULOUS. APPRECIATE THE
OFFER AND WILL BE TAKING YOU UP
ON THAT. I AM CURIOUS FROM
RESPONDING PERSPECTIVE, IF WE
ARE HEARING FROM ORGANIZATIONAL
LEADERSHIP, I AM THINKING WORK
URSPECTIVE. SAMPLE SIZE, THEN
THERE IS OUTSTANDING QUESTION OF
OVERLAP, GIVING THE CITY AND
COUNTY INVESTMENT. I WILL TAKE
YOU UP ON THE OFFER TO UNPACK
SOME OF THAT AND HOPEFULLY CAN
DO THAT WORK TOGETHER. I AM
CURIOUS, THERE IS A LIST YOU
IDENTIFIED ON OTHER AREAS
PROVIDED, IS THE COUNTY THINKING
NEXT STEPS OR HOW TO INVESTIGATE
FURTHER? OR HOW YOU MIGHT BE
MEETING THAT NEED?
>> ABSOLUTELY. THERE IS GOING TO
BE TWO PRONG-APPROACH, ONE,
TRYING TO REACH OUT TO FOLKS WHO
INDICATED THEY HAVEN'T SEEN
SIGNIFICANT CHANGE TO TRY TO
IMPACT THAT. SAYING WE WANT THIS
CITY MEANINGFUL. ARE THERE
PIVOTS TO HELP SUPPORT YOU AND
THE ORGANIZATION? THOSE
CONVERSATIONS ARE HAPPENING NOW.
I BELIEVE IMPLEMENTATION PLAN
GIVES US AN AMAZING LICENSE TO
REVISE THE PROGRAM HALF WAY. AS
COLLECTING FEEDBACK THROUGH THE
FIRST PRONG AND SECOND PRONG,
WHAT UNALLOWABLE EXPENSES DO WE
NEED TO CONVERT TO FURTHER THIS
WORK? WE ARE HOPING TO SEE WHAT
TYPES OF SUPPORTS WE CAN ADD TO
OUR NEXT PHASE OF WORKFORCE
STABILIZATION, OUR GOAL IS THE
SECOND PHASE IN 2026 WITH
CONTRACTS LIKELY TO BEGIN IN
2027. AND TO PIGGY BACK OFF YOUR
PREVIOUS POINT, I-THINK THERE IS
AMPLE OPPORTUNITY FOR US TO
PROVIDE A LIST OF PARTNERS TO
SEATTLE SERVICES DEPARTMENT AND
IN THE EVENT WE ARE CO-FUNDING
THE SAME ORGANIZATIONS, SOLICIT
THEIR HELP IN HELPING TO
ADVERTISE THE OPPORTUNITY FOR
FOLKS WHO ARE INELIGIBLE.
>> THANK YOU FOR THAT, DIRECTOR
BAILEY. AGAIN, APPRECIATE YOU
COMING TO SHARE THIS INFORMATION
WITH US TODAY AND HOPEFULLY WE
CAN BUILD SOME BRIDGES IN THIS
WORK MOVING FORWARD. THANK YOU.
I AM NOT SEEING ANY ADDITIONAL
QUESTIONS. LAST CALL. IF NOT I
AM GOING TO MOVE TO ITEM 5 SO WE
CAN HEAR FROM OUR AMAZING
PROVIDERS NOW. CLERK, WILL YOU
PLEASE READ ITEM FIVE INTO THE
REPORT? THANK YOU AGAIN, MR.
BAILEY.
>> HUMAN SERVICES PROVIDER ROUND
TABLE, BRIEFING AND DISCUSSION.
>> ALL RIGHT. GIVE OUR FOLKS,
OUR PANEL A CHANCE TO COME ON UP
TO THE TABLE AND GET SETTLED IN.
I KNOW WE HAVE BEEN TALKING A
LOT ABOUT THE INCREDIBLE AND
HARD WORK THAT OUR PROVIDER
AGENCIES DO AND NOW THIS IS OUR
OPPORTUNITY TO HEAR DIRECTLY
FROM A HANDFUL OF THEM AS WELL
AS THE SEATTLE HUMAN SERVES
COALITION.
>> TAKE YOUR TIME AND ONCE YOU
GET SETTLED IN, IF YOU CAN
INTRODUCE YOURSELF BY SAYING
YOUR FULL NAME AND ORGANIZATION
INTO THE MICROPHONE FOR THE
RECORD AND THEN FEEL FREE TO
BEGIN. THANK YOU FOR BEING HERE.
REALLY APPRECIATE IT.
>> GOOD MORNING, I AM JANICE, I
AM EXECUTIVE DIRECTOR OF
NEIGHBORHOOD HOUSE, CO-CHAIR OF
WAGE EQUITY LEADERSHIP TEAM AS
PART OF SEATTLE HUMAN SERVES
COALITION.
>> GOOD MORNING, MY NAME IS
MARISSA PEREZ, I AM EXECUTIVE
DIRECTOR OF THE SEATTLE HUMAN
SERVICES COALITION.
>> GOOD MORNING, MY NAME IS--
GOOD MORNING, MY NAME IS KAREN
LEE, CEO OF THE PERMANENT
HOUSING IN SEATTLE.
>> MY NAME IS LIZ VIVIAN AND
SERVE AS INTERIM EXECUTIVE
DIRECTOR OF AURORA COMMONS.
>> THANK YOU FOR BEING HERE,
PLEASE, PROCEED WITH YOUR
PRESENTATION.
>> GOOD MORNING, AGAIN, SO, WE
HAVE GOT A COUPLE OF SLIDES AND
THE FIRST ONE WE GOING TO REALLY
BRIEFLY TOUCH ON BECAUSE IT HAS
BASICALLY BEEN-- DISCUSSED,
REALLY FOCUSING ON THE PAST FEW
YEARS AND THE CHANGES AND THE
POLICY WINS AND THE PROCESS OF
THE LAST FEW YEARS. SO, SHSC HAS
BEEN A CRITICAL PART OF THE WAGE
EQUITY WORK FROM THE BEGINNING,
WORKING WITH COUNCIL MEMBER LISA
HERBLED TO LAUNCH THE STUDY IN
2022 AND THAT WAS COMPLETED IN
2023. THAT STUDY CONFIRM ED 37%
WAGE GAP, THERE IS A TYPO ON THE
SLIDE. MY APOLOGIES. IT SHOULD
BE JUST 37%, NOT 30. WHAT
HASN'T BEEN MENTIONED IS ONE OF
THE KEY FINDINGS OF THE STUDY
WAS THAT IT IS GOING TO TAKE 52%
INCREASE IN ORDER TO MEET THAT
GAP. TAKING INTO ACCOUNT CHANGES
IN INFLATION, AND CHANGES IN
COST OF LIVING AND ALL OF THE
OTHER THINGS, 37% IS NOT THE
GOAL. WE ARE REACHING TOWARDS.
THAT IS THE GAP. THE GOAL WE
REACHING FOR 52% WAGE EQUITY
INCREASE EVERY CONTACT, CITY OF
SEATTLE, KING COUNTY, AND
PRIVATE PHILANTHROPY. AT THE
TIME, SHSC CONVENED WAGE EQUITY
LEADERSHIP TEAM WHICH HAD
PHILANTHROPIC AND FUNDER
REPRESENTATION FROM CROSS THE
STATE, AND ACROSS THE REGION
THAT JOINED ON TO THE EFFORT
COORDINATING AND SIGN ON
LETTERS, URGING THATTOP IS A,
YOU KNOW, MULTI-PRONGED
APPROACH, LIKE WE SAID, NOT JUST
THE CITY, THERE IS PHILANTHROPIC
PARTNERS HAVE BEEN INVOLVED IN
THE CONVERSATION FROM THE
BEGINNING. IN 2024, AFTER THAT
FIRST RECOMMENDATION, WHICH WAS
INITIALLY 7% IN THE NEXT TWO
YEARS, WE HAVE FAILED TO MEET
THAT, WE HAVE ONLY RECEIVED 2%,
OR, 2% PER YEAR, 4% TOTAL. THAT
INCLUDES 2% IN 2024, AND 2% IN
2025. THE KEY TAKE AWAY FROM THE
SLIDE IS THAT WE ARE NOT KEEPING
PACE WITH WHAT IS REQUIRED AND
THAT 52% THAT I TALKED ABOUT
EARLIER IS JUST GOING TO KEEP
GROWING, THE LONGER WE TAKE TO
ACHIEVE IT. THAT IS KIND OF THE
TAKE AWAY HERE, IS THAT THIS
REPORT CONFIRMED, GAVE US DATA
THAT BACKED UP WHAT ANECDOTEALLY
OUR AGENCIES HAVE TOLD
EVERYWHERE THAT THEY ARE
UNDERPAID AND WE CAN TALK ABOUT
SOME OF THE REASONS FOR THAT.
SURVEY, SURVEY, SURVEY, SO, WE
ALSO DID A SURVEY ABOUT WAGE
EQUITY. OUR PROVIDERS, WITH
JUGGLING ACT WITH SURVEYS LAST
YEAR, AND WE FOCUSED MORE ON THE
INTANGIBLE, SO YOU ARE NOT GOING
TO SEE A LOT OF NUMBERS ON THIS
SLIDE, YOU ARE GOING OO SEE SOME
THINGS THAT MY COLLEAGUES TO THE
RIGHT AND LEFT ARE GOING TO
DISCUSS IN A BIT, THAT HOW THE
WAGE EQUITY AND WAGE INEQUITY
AFFECTS SERVICE DELIVERY, AND
HOW IT AFFECTS COMMUNITY AND
WHAT THE AFFECTS ARE OF JUST
THAT 2% INCREASE, WHICH, FOR
SOME PROVIDERS, WAS NEGLIGIBLE,
FOR OTHER PROVIDERS IT WAS
SIGNIFICANT, AND FOR SOME
PROVIDERS THEY WERE ABLE TO TAKE
THAT INFORMATION THAT IS ANOTHER
BIG PIECE OF THIS, YOU-- THE
AGENCIES CAN TAKE THIS
INFORMATION BACK TO THEIR OTHER
FUNDERS AND SAY, LOOK, CITY OF
SEATTLE IS DOING THIS THING,
THEY ARE INCREASING WAGES, WE
NEED YOU TO ALSO DO THE SAME
THING. RIGHT? SO, THIS SLIDE
DISCUSSES SOME OF THOSE
INTANGIBLES, BUT THE TAKEAWAY IS
THAT WAGE EQUITY INCREASES NO
MATTER HOW SMALL OR LARGE THEY
STRENGTHEN WORKFORCE STABILITY
AND SUPPORT SERVICE CONTINUITY,
WHICH ARE KEY ASPECTS OF WHAT
HUMAN SERVICES AGENCIES DO. ONE
THING I WANT TO POINT OUT IS
THAT THE CITY OF SEATTLE HAS
MADE A DELIVERERATE CHOICE TO
NOT KEEP ALL OF THE HUMAN
SERVICES IN HOUSE. THEY MADE A
DELIBERATE CHOICE TO OUTSOURCE
AND CONTRACT ALL OF THE HUMAN
SERVICE, MOST OF THE HUMAN
SERVICE DELIVERY TO
COMMUNITY-BASED ORGANIZATIONS
WHICH MEANS WE ARE DOING THIS
WORK FOR YOU, THE CITY OF
SEATTLE GOVERNMENT, WHICH MEANS
THERE SHOULD NOT BE A PAY
DESPAIRTY BETWEEN WHAT THE HUMAN
SERVICE AGENCIES MAKE AND WHAT A
VICTIM ADVOCATE MAKES AT THE
CITY. WE HAVE DOCUMENTED
INCIDENTS OF THAT HAPPENING.
ADVOCATES AND CASE MANAGERS AND
OTHERS THAT WORK FOR THE CITY
MAKING SUBSTANTIALLY MORE THAN
HUMAN SERVICE AGENCY, HUMAN
SERVICE AGENCIES ARE NOT A CHEAP
WAY TO GET SERVICES TO THE
PEOPLE OF SEATTLE. WE ARE NOT A
COST CUTTING MEASURE FOR YOU,
THE CITY OF SEATTLE, WE ARE THE
EXPERTS AND DOING THE WORK THAT
YOU CANNOT DO BECAUSE YOU ARE A
GOVERNMENT. WE ARE THE ONES THAT
ARE EXPERTS IN OUR COMMUNITY AND
WHAT THEY NEED, SO THIS IS
REALLY COMING BACK TO WHAT WE
VALUE AND WHAT TYPE OF WORK WE
VALUE AND WHO WE VALUE IN OUR
COMMUNITY. I WILL PASS IT ON TO
JANICE AND MY OTHER COLLEAGUES
HERE, ANDIER-- WELL, BEFORE I DO
THAT, ARE THE ANY QUESTIONS?
>> COLLEAGUES, ANY QUESTIONS?
>> MICROPHONE DROP MOMENT. NO
WONDER THERE ARE NO QUESTIONS.
>> THANK YOU. PLEASE.
>> ILL-WITH GO NEXT, I AM JANICE
WITH NEIGHBORHOOD HOUSE AND SO
JUST A LITTLE BIT OF BACKGROUND,
NEIGHBORHOOD HOUSE IS A HUMAN
SERVES ORGANIZATION, WE SERVE
13,000 PEOPLE IN SEATTLE AND
KING COUNTY. WE SERVE PEOPLE
FROM BIRTH, END OF LIFE, EARLY
LEARNING, DEVELOPMENT,
EMPLOYMENT, HOUSING STABILITY,
AND AGING DISABILITY SERVICES.
WE ARE IN THE RELATIONSHIP
BUSINESS, SO THAT IS WHY IT IS
SO IMPORTANT THAT WE MINIMIZE
OUR TURNOVER BECAUSE THE WORK WE
DO IS REALLY CRITICAL THAT WE
HAVE MEANINGFUL, CULTURALLY
RESPONSIVE RELATIONSHIPWISE THE
COMMUNITY MEMBERSED THAT WE
SERVE. OUR CASE MANAGERS, OUR
TEACHERS, HOME VISITORS,
ESPECIALLY RIGHT NOW, THEY ARE
PROVIDING COMFORT, PROVIDING
RESOURCES TO THE PEOPLE THAT ARE
SUFFERING, ESPECIALLY BEING
TARGETED BY THIS ADMINISTRATION.
WE HAVE 350 STAFF, OUR STAFF
SPEAK 40 LANGUAGES AND ABOUT 2/3
OF THE PEOPLE THAT WE SERVE ARE
IMMIGRANTS, REFUGEES. SO THE
PEOPLE WE ARE SERVING ARE REALLY
AFRAID RIGHT NOW. SO IT IS SO
IMPORTANT THAT WE RECOGNIZE THE
IMPORTANT WORK OUR STAFF ARE
DOING, THEY, THEMSELVES, ARE
WITNESSING THINGS PEOPLE
SHOULDN'T HAVE TO WITNESS, THEY
ARE DEALING WITH THEIR OWN
SECONDARY TRAUMA OR PRIMARY
TRAUMA FROM HAVING TO RELIVE
THINGS. I WANTED TO PIGGY BACK
ON WHAT MARISSA SAID ABOUT THE
CITY, THE CITY OF SEATTLE. I
JUST WANT TO SAY THANK YOU FOR
GIVING US THIS OPPORTUNITY AND
FOR LISTENING ABOUT THE WAGE
EQUITY BEING AN ISSUE. IT
REALLY, REALLY MEANS A LOT Y. AM
SO GRATEFUL TO HAVE THIS
OPPORTUNITY TO TALK ABOUT IT.
THE ADDITIONAL $4 MILLION, 2%,
THAT AMOUNTED TO $16,000 FOR
NEIGHBORHOOD HOUSE FOR TWO
CONTRACTS. WE ARE $37 MILLION
ORGANIZATION WITH 13,000 CLIENTS
AND 350 STAFF. WE DID USE THAT
MONEY TO PAY ADDITIONAL COSTS OF
OPERATING. BUT ONE THING THAT
THIS ORDINANCE DID NOT APPLY TO
IS SOMEF OOUR CONTRACTS THROUGH
MEDICAID TRANSFORMATION AND
LONG-TERM CARE. WE RECEIVED
ABOUT $5 MILLION FROM THE CITY
OF SEATTLE AGING DISABILITY
SERVICES TO PROVIDE MEDICAID
SUPPORT FOR PEOPLE THAT WOULD
OTHERWISE BE IN A NURSING HOME,
RESOURCE NAVEIGATION, CAREGIVER
SUPPORT, AND WE ARE ASKING FOR
PARODY WITH OUR CASE MANAGE SXRZ
THE CASE MANAGERS THE CITY
EMPLOYS. TO GIVE YOU AN EXAMPLE,
PAY RANGE FOR CASE MANAGERS FOR
THE SAME PROGRAM IS $30.24 TO
$40.81. FOR THE CITY, WE WERE
MADE AWARE WHEN THE STAFF MEMBER
BROUGHT THE JOB ANNOUNCEMENT
LAST YEAR THE RANGE FOR CITY
POSITION FOR THE EXACT SAME
DUTIES WAS $42.55 TO $50.42. THE
PAY DESPAIRDY IS 40.5%, 40.5%
PAY DESPAIRDY BETWEEN THE CITY
OF SEATTLE AND NEIGHBORHOOD
HOUSES DOING THE EXACT SAME JOB.
SO WE, WE APPLAUD THE CITY FOR
PAYING PEOPLE WHAT THEY SHOULD
BE PAID. BUT WE WOULD LIKE TO BE
PAID THE SAME. WE WOULD LIKE OUR
STAFF TO BE RECOGNIZED FOR
CULTURAL COMPETENCE, LANGUAGE
ABILITY, ROOTED IN THE
COMMUNETHY TAY BRING TO IT
ROLESISM MANY OF OUR STAFF HAVE
THE SIMILAR LIVED EXPERIENCE AS
THE COMMUNITY MEMBERS THAT WE
SERVE. SO THAT IS ONE THING, I
KNOW I AM REALLY APPRECIATIVE,
BUT IT DOESN'T APPLY TO
EVERYTHING, WE ALSO HAVE
CONTRACTS WITH OFFICE OF
IMMIGRANT AND REFUGEE AFFAIRS
AND SUPPORTING PEOPLE THAT ARE
TRYING TO APPLY FOR CITIZENSHIP
AND THINGS LIKE THAT. THOSE
CONTRACTS WERE NOT CONSIDERED IN
THAT ADJUSTMENT I THANK YOU FOR
THE OPPORTUNITY ANDIER ASK YOU
TO DO MORE. THANK YOU.
>> THANK YOU.
>> GOOD MORNING COUNCIL MEMBERS,
MY NAME KAREN LEE, CEO OF
PLYMOUTH HOUSING. WE HAVE ABOUT
14 PROPERTIES WHERE WE SERVE,
PROBABLY, I AM JUST THINKING
OVERALL, BECAUSE WE DON'T
DIVIDE OUT ALL OF OUR RESIDENTS
THAT WE SERVE HERE, BUTEE HAVE
ABOUT 400 EMPLOYEES AND WE ARE
QUITE THANK FUL FOR THE
WORKFORCE STABILIZATION FUNDS WE
HAVE RECEIVED. I COMPLETELY
AGREE WITH MY COLLEAGUES WITH
RESPECT TO UGWAGE EQUITY WITH
THE CITY. I WILL JUST ADD
ADDITIONAL COLOR TO THE
CONVERSATION. THE FUR THING I
WOULD LIKE TO TALK ABOUT IS THAT
THE WORKFORCE STABILIZATION
FUNDS WE RECEIVED WERE
EXCLUSIVELY FOR FRONT LINE
STAFF. THAT IS INCREDIBLY
IMPORTANT, BUT WE ALSO HAVE TO
CONSIDER THAT WHEN FRONTLINE
STAFF ARE UNDERPAID, THAT
RIPPLES THROUGHOUT THE ENTIRE
ORGANIZATION, SO THAT MEANS THAT
ALL OF THE PEOPLE THAT SUPPORT
THE FRONT LINE STAFF ARE
UNDERPAID AS WELL. SO, FOR
EXAMPLE, AN ACCOUNTANT THAT WE
HAVE BECAUSE THAT IS CONSIDERED
AN ADMINISTRATIVE POSITION, THEY
ARE PAID WITH THE SAME
PHILOSOPHY AS FRONT LINE STAFF.
IF FRONT LINE STAFF ARE
UNDERPAID, ACCOUNTANTS ARE
UNDERPAID. THEN OUR MIDDLE
MANAGERS ARE UNDERPAID. SO, AND
IT IS IMPOSSIBLE TO RUN AN
ORGANIZATION WHERE YOU HAVE
FUNDING FOR YOUR FRONT LINE
STAFF BUT DON'T HAVE
APPROPRIATE FUNDING FOR MIDDLE
MANAGEMENT AND ADMINISTRATORS,
AND I SPEAK ABOUT THE
ACCOUNTANTS AS AN EXAMPLE
BECAUSE OF ALL THE RIGOR WE ARE
REQUIRED TO PROVE THAT FUNDS WE
RECEIVED WERE BEING USED
APPROPRIATELY. AT THE SAME TIME
THAT WE ARE UNDERPAID FOR, OUR
STAFF, WE ARE BARELY REIMBURSEED
FOR ADMINISTRATIVE STAFF, WE
HAVE EXISTENTIAL REQUIREMENTS TO
DOCUMENT ALL THE WORK THAT WE
DO. SO IT IS ONE OF THE THINGS
THAT REALLY IMPACTS ALL OF THE
NON-PROFIT SECTOR. IN ADDITION,
I WANT TO TALK ABOUT
COMPENSATION GENERALLY. NOW, ALL
OF US HAVE ARE IN LEADERSHIP
POSITION SO WE ARE ALLOW WE HAVE
CASH, AND NON-CASH. WHEN WE HAVE
NON-CASH BENEFITS TO EMPLOYEES
THEY STILL TAKE CASH FROM THE
ORGANIZATION, WHILE WE HAVEN'T
TALKED ABOUT THE BENEFIT DEFICIT
THAT MANY OF OUR NON-PROFIT
ORGANIZATIONS HAVE, I WOULD LIKE
TO HIGHLIGHT THOSE, SO I DON'T
HAVE TO REPEAT THE GOOD WORK OF
MY COLLEAGUES. IF I TAKE A LOOK
AT THE BENEFIT PACKAGE THAT YOU
RECEIVE AND THE EMPLOYEES FROM
THE CITY OF SEATTLE, THAT IS NOT
THE SAME BENEFIT PACKAGE THAT WE
EXTEND TO OUR EMPLOYEES, WHETHER
IT IS HEALTH, WHETHER IT IS THE
403B CONTRIBUTION THAT THE
ORGANIZATION MAKES ON THEIR
BEHALF, WHETHER IT IS THE
EMPLOYMENT BENEFITS, OR THE
EDUCATIONAL, PLYMOUTH DOESN'T
EVEN OFFER TUITION REIMBURSEMENT
FOR EXAMPLE. WHEN WE TALK THE
ENTIRE COMPENSATION PACKAGE THAT
WE PAY TO OUR EMPLOYEES, IT IS
SIGNIFICANTLY LESS THAN WHAT
COULD BE MADE IN ANOTHER
INDUSTRY. AND WHEN OUR
ADMINISTRATION AND SUPPORT
EMPLOYEES, THEY MOVE TO GO WORK
TO A LAWFIRM, FOR EXAMPLE, YOU
KNOW, THEIR WORK MIGHT BE EASIER
THAN THE WORK THEY DO AT THE
NON-PROFIT. SO, WE ARE IN THE
HOUSING SPACE, PLYMOUTH IS NO
DIFFERENT THAN OUR PEERS AT
DESC, OUR BALANCE SHEET IS HALF
A BILLION DOLLARS. SO TO RUN
THAT ORGANIZATION AND DELIVER
HAD SERVICES, WE HAVE TO HAVE
THE SAME SOPHISTICATION IN ALL
STAFF, FROM FRONT LINE ALL THE
WAY UP TO OUR EXECUTIVES, IN
ORDER TO DO THE WORK THAT IS SO
DIFFICULT TO DO FOR THIS CITY
AND FOR THIS COMMUNITY. MY
REQUEST IS WE CONTINUE TO USE
THE FUNDS MORE INTENSIVELY THAN
THEY HAVE BEEN IN THE PAST, SO
THAT WE CAN HAVE 7% PAY
INCREASES EVERY YEAR, AND THEN
ONE-TIME FUNDING OR SOME OTHER
TOOL SO THAT WE CAN TAKE A LOOK
AT OUR BENEFIT PACKAGES AND MAKE
THEM ELIGIBLE FOR MANY OF THE
FUNDING SOURCES, AND THEN ALSO
TO CONSIDER THE ADMINISTRATION
OF THE ORGANIZATION AND THERE IS
A NUMBER OF WAYS THAT WE CAN
APPROACH THAT THAT I CAN SPEAK
WITH BOTH OF YOU AT A LATER
DATE. WITH THAT, I AM OPEN TO
ANSWERING ANY OF YOUR QUESTIONS.
THANK YOU.
>> GOOD MORNING, AGAIN, MY NAME
IS LIZ VIVIAN AND I SERVE AS
INTERIM EXECUTIVE DIRECTOR OF
AURORA COMMONS. AT THE COMMONS,
WE ARE CULTIVATING BELONGING AND
COMMUNITY TO FOSTER HEALTH AND
HEALING AMONG OUR NEIGHBORS IN
NORTH SEATTLE THAT ARE
EXPERIENCING HOMELESSNESS, AND
POVERTY AT 90th AND AURORA. AT
THE COMMONS, WE TALK ABOUT THE
WORK THAT WE DO WITH AND FOR
PEOPLE WE SERVE AS OUR
NEIGHBORS, THE WAY OTHER
ORGANIZATIONS MIGHT TALK ABOUT
CLIENTS OR PARTICIPANTS, SO THAT
YOU KNOW, AS I TALK ABOUT OUR
NEIGHBORS, THAT IS WHO I AM
TALKING ABOUT. OUR NEIGHBORS
DESCRIBE THE COMMONS AS THEIR
LIVING ROOM. IT IS A REALLY
ENGAGING, COMFORTABLE THIRD
SPACE FOR PEOPLE WHO AREN'T
WELCOME IN THE OTHER THIRD
SPACES IN OUR COMMUNITY AND OUR
NEIGHBORS PLAY A KEY ROLE IN
SHAPING WHAT WE OFFER, WHICH
INCLUDES A WARM WELCOME, AND
ACCESS TO COMMUNITY AND
FRIENDSHIP. WE OFFER HEALTHCARE
THROUGH OUR ON SITE CLINIC THAT
WE RUN IN PARTNERSHIP WITH THE
UNIVERSITY OF WASHINGTON AND
HARBOR VIEW. WE OFFER ACVICACY
LEGAL COMPLEX, LEGAL, SOCIAL,
SAFETY NET, EDUCATION, AND
HOUSING SYSTEMSP. SO WE ARE
WALKING ALONGSIDE PEOPLE ON
THEIR JOURNEY TOWARD HEALTH AND
HEALING, HELPING PEOPLE
IMPLEMENT THEIR PRIORITIES, WHAT
IS IMPORTANT TO THEM THEN WE
OFFER BASIC NEEDS, A COUPLE OF
COFFEE AND PAIR OF SHOES, ACCESS
TO RESTROOMS AND WATER AND
NARCAN AND ALL THE THINGS PEOPLE
ARE NEEDING IN OUR NEIGHBORHOOD,
THE COMMONS IS A SAFE AND
SUPPORTIVE PLACE FOR WOMEN
EXPERIENCING GENDER-BASED
VILEEN, COMMERCIAL SEXUAL
EXPLOITATION. WE WERE FOUNDED BY
A GRASS ROOTS GROUP OF FRIENDS
WHO CAME TOGETHER SAYING WHAT
ARE WE GOING TO DO FOR PEOPLE
EXPERIENCING SEX TRADE AND
HOMELESSNESS ALONG AURORA? THAT
CONTINUES TO BE A PIECE OF WORK
WE DO WHERE WE GET SUPPORT FROM
THE CITY OF SEATTLE. WE
APPRECIATE THE CONTRACTS THAT WE
HAVE THAT HELPS US PROVIDE THOSE
SERVICES, MOBILE OUTREACH, THE
ACCESS TO EMERGENCY HOUSING FOR
WOMEN FLEEING AND MAKING
DIFFERENT CHOICES IN THEIR
LIVES. WE RECEIVED THE CITY'S
2% INCREASE, WHICH HELPED US
GIVE 3.5 % INCREASE TO STAFF IN
JULY OF 2024, WE APPRECIATE
THEREAT BOOST BUT ARE IN THE 85%
OF ORGANIZATIONS THAT RECEIVE
LESS THAN $10,000, WITH A STAFF
OF 20 AT THE TIME, $2 MILLION
BUDGET, IT WAS HELPFUL AND NOW
IT IS TIME FOR THE NEXT STEP, WE
ARE EXCITED TO BE PART OF THAT
AS WELL. I WANT TO ECHO
EVERYTHING ELSE MY COLLEAGUES
HAVE SHARED. I SAY AGAIN, FROM A
COMMONS PERSPECTIVE, OUR
MISSION, ON PURPOSE STARTS WITH
BELONGING IN COMMUNITIES RELIES
ON STABLE, WELL TRAINED, SKILLED
STAFF, OINERED TO BUILD THE
RELATIONSHIPS SO THAT WE CAN DO
THE OTHER PIECES OF OUR
COMMISSION, STAFF, COMMUNITY
ENGAGEMENT SPECIALISTS, WHO DO
OUR WORK WITHIN FOUR NEIGHBORS,
IN ADDITION TO FUNDRAISING STAFF
AND ADMINISTRATIVE STAFF, ARE
ALL MAKING BETWEEN $27 AND $38
AN HOUR. I THINK WE WOULD ALL
AGREE THAT IN SEATTLE THAT IS
NOT ENOUGH, AND ONE OF THE
THINGS I WANTED TO OFFER IS THAT
HALF OF OUR STAFF DOESN'T LIVE
IN THE CITY. THEY ARE LIVING IN
SHORELINE, EVERETT, SPENDING AN
HOUR COMMUTING, WHICH IS PRETTY
ARDUOUS WHEN YOU THINK ABOUT
DOING THAT BY PUBLIC
TRANSPORTATION. FROM OUR
PERSPECTIVE, THIS IS, LIKE AS A
SMALL BUSINESS, WE THINK ABOUT
THIS IN TERM S OF OUR COST OF
TURNOVER, WE THINK ABOUT THIS IN
OUR COST OF LIFESTYLE, AND CAN
OUR STAFF SHOW UP REGULATED AND
CALM AND READY TO DO THE WORK,
VERSES STRESSED BY TAKING AN
HOUR TO GET TO OUR SITE? THANK
YOU. I AM GOING TO STOP THERE. I
AM HAPPY TO ANSWER QUESTIONS AS
WELL.
>> THANK YOU TO OUR PANEL. ALL
OF YOU SPOKE VERY DIFFERENT
ELEMENTS, AREAS OF
CONSIDERATION. SOME NEW TO ME,
THANK YOU FOR PARTICIPATING.
COLLEAGUES, WHAT QUESTIONS DO
YOU HAVE FOR OUR PANEL? VICE
CHAIR FOSTER.
>> THANK YOU SO MUCH, CHAIR. I
WILL START OFF WITH AN
APPRECIATION FOR EACH OF YOU.
WHAT YAUNT TO SAY IS THANK YOU
FOR THE WORK YOU DO IN YOUR
ORGANIZATIONS, BUT ALSO THANK
YOU FOR SHOWING UP AND LIKE
KEEPING IT REAL WITH US, AND I
KNOW YOU ARE LIKE, OKAY, THANK
YOU FOR 2%, BUT, LOOK, I HEAR
YOU. SOMETIMES IT IS A LOT
EASIER AND MORE STRUCTURALLY SET
UP IN A WAY WHERE PROVIDERS GO,
GREAT, THANK YOU. I WANT TO
APPRECIATE YOU ALL FOR BEING
DIRECT AND HONEST WITH US, AND
OKAY, THAT IS A STATEMENT. I
HAVE ANOTHER STATEMENT AND THEN
QUESTION. THE UTH THING I WANT
TO SAY IS WE HEAR YOU AND WE ARE
NOT KEEPING PACE. I WANT TO SAY
TO YOU, WE HEAR YOU. I WANT TO
ASK A QUESTION OF KAREN. YOU
SPOKE, DIRECTOR LEE, YOU SPOKE
DIRECTLY ABOUT NOT JUST THE LACK
OF THE FINANCIAL RESOURCES IN
THE CONTRACTS BUT I BELIEVE IT
WAS YOU THAT SPOKE ABOUT THE
REPORTING REQUIREMENTS, AND I
WONDER IF YOU CAN SHARE A LITTLE
BIT MORE WITH US THERE, AND
ALSO, YOU KNOW, NOT JUST ABOUT
MAYBE WHAT WE ARE DOING, BUT IF
YOU ARE SEEING OTHER GOLD STARS,
GOLD STARS? GOLD STANDARDS IN
THE FIELD, WHEN IT COMES TO
REPORTING REQUIREMENTS, BECAUSE
I CAN APPRECIATE THE AMOUNT OF
TIME THAT MAY TAKE YOUR TEAM AND
THAT TIME IS ALSO A RESOURCE.
>> ABSOLUTELY. SO, THANK YOU,
COUNCIL MEMBER. THE REPORTING
REQUIREMENTS RR ARDUOUS AND THE
GOOD NEWS IS THAT THE CITY OF
SEATTLE IS PROBABLY THE BEST OUT
OF ALL OF OUR FUNDERS, BUT ONE
OF THE THINGS THAT WE HAVE TO
DO, FOR EXAMPLE, OFFICE OF
HOUSING WAS WHERE MOST OF OUR
GRANTS COME THROUGH FROM THE
CITY OF SEATTLE. IT JUST
RECONTRACTED WITH US FOR 2026,
AND WHAT WE HAVE TO DO IS FOR
EVERY INDEPENDENT PROPERTY KEY
HAVE, WE HAVE TO TELL THE CITY
WE GET THIS MUCH FROM THE FEDS,
WE ARE GOING TO RAISE THIS MUCH,
THE STATE WILL GIVE US THIS
MUCH. WE HAVE TO OUTLINE EVERY
FUND SOURCE AND THEN EVERY
SINGLE EXPECTED COST, PRIOR TO
THE CITY, DELIVERING OR OFFERING
A GRANT, THEN WHEN WE HAVE A
SIGNIFICANT CHANGE THE PROCESS
HAS TO BE DONE AGAIN. SO,
SOMETHING HAS TO HAPPEN AND THEN
WE HAVE TO REQUEST THE FUNDING.
THAT TAKES TIME FROM ACCOUNTING
TEAM AND I MADE THE, YOU KNOW,
MY COLLEAGUES REALLY SPOKE TO
THE WORK OF THE FRONTLINE STAFF
AND I DON'T-- THE ONES THAT
ENABLE US TO DELIVER ON OUR
MISSION, AND THEIR RELATIONSHIPS
ARE VERY IMPORTANT WITH THE
RESIDENTS THAT WE SERVE.
HOWEVER, TO SUPPORT THE FRONT
LINE STAFF, YOU HAVE TO HAVE
HUMAN RESOURCES DEPARTMENT,
SOMEBODY THAT DOES THE PAYROLL.
SO, I BROUGHT UP THE ACCOUNTANTS
IN PARTICULAR BECAUSE THEY ARE
EXCLUDED FROM THIS CONVERSATION,
BUT THE ACCOUNTANTS THAT ARE
COMING IN ARE BARELY-- THEY ARE
MAKING LESS THAN OUR CASE
MANAGERS. SO, I SAY THAT SO I AM
VERY SERIOUS WHEN I SAY THAT LOW
WAGES WILL RIPPLE THROUGHOUT THE
ORGANIZATION, AND THESE ARE
PROFESSIONAL POSITIONS IN OUR
HUMAN RESOURCES AND IN OUR
ACCOUNTING AND PAYROLL WHERE
THAT IF THEY, YOU KNOW, THEY ARE
EXCEEDINGLY IMPORTANT TO US AND
WE ARE NOT ABLE TO PAY THEM THE
WAGES THAT THEY DESERVE SO THAT
THEY CAN THEN SUPPORT THE FOLKS
ON THE FRONT LINE, BUT WE HAVE
I.T. JUST LIKE YOU DO. WE HAVE
SOFTWARE NEEDS JUST LIKE EVERY
OTHER AGENCY, SO, LONG STORY
SHOR, IT IS INCREDIBLY
BURDENSOME, THE ADMINISTRATIVE
WORK WE HAVE TO DO, AND THE
LEVEL OF PROFESSIONALISM THAT IS
NEEDED IS QUITE HIGH. THANK YOU.
>> SOMETHING THAT I THINK IS NOT
ALWAYS DISCUSSED IS NOT PROFIT
AGEANYS ARE SMALL BUSINESSES.
THEY HAVE THE SAME REGULATIONS
AND REQUIREMENT ON ADMIN
PERSPECTIVE THAT A SMALL
BUSINESS DOES. THE ONLY
DIFFERENCE IS THAT WE CANNOT
PASS ON THE PROFITS OF OUR
ORGANIZATION TO OUR EMPLOYEES.
SO, IF WE MAKE MORE MONEY, ALL
WE HAVE TO-- WE DON'T GET TO
KEEP IT, WE DON'T GET TO TURN
IT INTO PROFIT. THAT IS NOT HOW
A NON-PROFIT WORKS BUT WE ARE A
SMALL BUSINESS. SO, TREATING US
LIKE LESS THAN YOU WOULD TREAT A
SMALL BUSINESS IS WHERE SOME OF
THE PROBLEM LIES, AND AS SOME OF
YOU KNOW, THE REST OF YOU WILL
GET TO KNOW, I AM ONE OF THOSE
STRAIGHT TALKERS. WE DO THIS
EVERY YEAR. WE HAVE THIS
CONVERSATION EVERY YEAR, EVERY
YEAR I SIT WITH EVERY SINGLE
COUNCIL MEMBER AND I TRY TO
CONVINCE THEM OF THE WORTH AND
THE VALUE OF OUR HUMAN SERVICE
STAFF AND WHY THEY DESERVE TO
HAVE EQUITABLE WAGES. EVERY
SINGLE YEAR. AT SOME POINT IT
JUST NEEDS TO BE, ONGOING
FUNDING, A NATURAL PART,
EXPECTED PART OF THE CITY
BUDGET. THERE WILL BE EQUITY
WAGE INCREASE IN ADDITION TO,
NOT REPLACE, NOT BEHIND, GNAW
LOWERED BECAUSE OF, THE
INFLATION ADJUSTMENT IT NEEDS TO
BE PART OF THE STANDARD BUDGET
IN ORDER TO PUT OUR MONEY WHERE
OUR MOUTH IS. THE CITY OF
SEATTLE GOVERNMENT, AS ENTITY T
CANNOT FUNCTION WITHOUT HUMAN
SERVICE WORKERS. YOU CANNOT DO
THE WORK, YOU CANNOT COME UP
HERE WITH BIG CAMPAIGN PROMISES
ABOUT HOMELESSNESS AND HOUSING
AND CRIME AND PUBLIC SAFETY AND
TRAFFICKING AND, AND, AND,
WITHOUT HUMAN SERVE STAFF. WHY
DO I HAVE TO HAVE THIS
CONVERSATION EVERY YEAR, MY
COLLEAGUEVISE TO CONVINCE YOU
ALL ARE WORTH BEING PAID OUR
VALUE?
>> I APPRECIATE YOU. I WILL JUST
SAY THANK YOU FOR THAT. AND WE
HAVE LOT OF WORK TO DO. AND I
THINK YOU LAID IT OUT VERY
CLEARLY AND PROBABLY LAID IT OUT
FOR US VERY CLEARLY LAST YEAR
AND THE YEAR BEFORE THAT AND THE
YEAR BEFORE THAT. SO, THANK YOU
FOR CONTINUING TO SHOW UP.
>> THANK YOU, VICE CHAIR FOSTER.
>> COLLEAGUES, ADDITIONAL
QUESTIONS?
ALL RIGHT. I WILL GO INTO A
COUPLE OF-- I WANT TO REPEAT
BACK A COUPLE OF KEY THINGS I
HEARD, BECAUSE, AGAIN, EACH YOUF
TOUCHED ON DIFFERENT ELEMENTS I
WANT TO EXPRESS APPRECIATION FOR
INTERIM DIRECTOR LIZ, JUST
SPEAKING TO THE FACT THAT MANY
OF THE FOLKS CARRYING OUT THIS
CRITICAL WORK CAN'T AFFORD TO
LIVE IN THE CITY OF SEATTLE.
THERE IS A CERTAIN KIND OF IRONY
THAT WE HAVE FOLKS WHO ARE
COMING INTO DAY DO SOME OF THE
HARDEST WORK, AND THEY,
THEMSELVES AT LIVING AT HAD
MARGINS OR NOT THE CITY OF
SEATTLE. THERE IS A CRUEL IRONY.
I WANT TO THANK YOU. QUESTION TO
THE PANEL, DO WE UNDERSTAND THE
LEVEL AT WHICH WE ARE TALKING
ABOUT WHEN WE ARE THINKING-- I
HAVE HEARD ANECDOTES, I
UNDERSTAND ANECDOTEALLY THIS IS
AN ISSUE BUT DO WE HAVE DATA,
HOW MANY HUMAN SERVICES DON'T
LIVE IN THE CITY OF SEATTLE?
MAYBE THAT IS A QUESTION FOR
MARISSA, OR IF ANYTHING FOLKS
CAN SHARE ABOUT WHAT THEY
UNDERSTAND ABOUT THEIR
RESPECTIVE ORGANIZATIONS.
>> WE CAN PROVIDE YOU WITH THAT
INFORMATION, BUT I WOULD SAY
THAT A SIGNIFICANT, I WOULD SAY
JUST TOP OF MY HEAD MOST
EMPLOYEES DO NOT LIVE IN THE
CITY. WE HAD A EMPLOYEE LEAVE TO
GO WORK ELSEWHERE AND THEY GOT
PARKING IN THEIR NEW POSITION,
THAT IS SOMETHING I DON'T-- I
CAN'T IMAGINE A NON-PROFIT
WOULD HAVE THAT PARTICULAR
BENEFIT. SO, IT IS, YEAH, WE
HAVE SOME PEOPLE THAT
COMMUNICATE, SORRY, THAT COME
FROM PIERCE COUNTY TO WORK EVERY
DAY. WE CAN GET YOU THAT
INFORMATION AS WELL, COUNCIL
MEMBER.
>> CERTAINLY Y. AM THINKING
ABOUT CONNECTING THE DOTS. THIS
YEAR AND WANT TO RECOGNIZE STEPS
COMMITTEE CHAIR SAKA IN THIS, AS
WELL, THIS YEAR WE WILL BE
TAKING SEATTLE TRANSIT MEASURE
TO FUND MUCH OF OUR BUS SERVICE
BUT WHAT IS OFTEN NOT TALKED
ABOUT, IMPORTANCE OF SEATTLE
TRANSIT MEASURE IS IT ALSO FUNS
ACCESSIBLE MEASURE SUCH AS ORCA
LIFT PROGRAM AND FUNDS
ADDITIONAL BUS SERVICE ON EQUITY
PRIORITY BUS ROUTES, SO,
PROVIDING EXTRA LATE NIGHT
SERVICE TO ROUTES TRANSPORT SOME
OF THE PEOPLE IN THE ENTIRE
STATE, SOME OF OUR BUSIEST BUS
ROUTES. THINKING HOW WE CONNECT,
TRANSPORTATION, UNDERSTANDING IF
PEOPLE ARE TAKING MULTIPLE BUSS
TO GET TO WORK, OFTEN AT LATER
HOURS AT NIGHT TOO, HOW CAN WE
MAP THE STRATEGIES TOGETHER? NOT
TO PUT YOU ON THE SPOT, CHAIR
SAKA, IN THAT WAY, BUT I AM
THINKING IMPORTANT CONNECTIONS
TO OUR WORKING TRANSPORTATION
FOR THIS YEAR. I DON'T KNOW IF
THERE ANYTHING YOU WANT TO ADD
BUT I WANTED TO PUT THAT ON THE
RECORD TO KIND OF CONNECT THOSE
DOTS.
>> HI, COUNCIL MEMBER SAKA,
PLEASE.
>> THANK YOU, CHAIR FOR THE
ACKNOWLEDGMENT. NO, I APPRECIATE
THE ACKNOWLEDGMENT ON THE
INTERSECTION BETWEEN THE WORK
HERE, SO, I THINK YOU SAID IT
WELL. THANK YOU.
>> THANK YOU SO MUCH, CHAIR
SAKA. WITH THAT, TOO, I WANTED
TO REPEAT A COUPLE OF PIECES I
HEARD, HEARING THE NOTE ABOUT WE
HAVE TARGETED SOME OF THE
INVESTMENTS IN TERMS OF PAY
EQUITY THROUGH HSD, AND THROUGH
OH, BUT HEARING ALSO
HIGHLIGHTING THAT THIS IS NOT
CONSISTENT ACROSS THE CITY, SO
THINKING ABOUT OIRA, I TOENT
KNOW IF YOUR ORGANIZATIONS
RECEIVED FUNDING THROUGH
DEPARTMENT OF EARLY LEARNING AND
EDUCATION, I AM NOT AWARE IF
THIS IS A POLICY,.
>> WE DON'T. WE HAVE LARGE
EARLY LEARNING PROGRAM BUT EARLY
LEARNING IS PARENT CHILD PLUS,
WE GET MONEY FOR PARENT CHILD
PLUS, I BELIEVE THROUGH EARLY
LEARNING THROUGH UNITED WAY OF
KING COUNTY. SERVE I THINK 200
CHILDREN, TODDLERS, TWO AND
THREE-YEAR-OLDS IN HOME VISITING
PROGRAM BUT VAST MAJORITY IS
THROUGH FEDERAL FUNDS HEAD
START. WE HAVE NOT HAD INCREASE
IN HEAD START FOR THREE YEARS SO
WE HAVE HAD TO REDUCE THE NUMBER
OF CHILDREN TO BE SERVED IND
ORDER TO RETAIN OUR STAFF, EVEN
IN THE FACE OF HAVING INCREASE
BEHAVIOR CHALLENGES IN THE
CLASSROOM, STAFF BURNOUT, SO, IT
HAS REALLY AFFECTED OUR ABILITY
TO PROVIDE SERVICES AND MAINTAIN
HIGH QUALITY, SO, THERE IS ALL
OF THESE DIFFERENT PRESSURES,
AND WE HAVE ABOUT 70-PLUS
DIFFERENT GRANTS WE ARE MANAGING
THAT ARE FEDERAL, STATE, COUNTY,
CITY, AND OTHER JURISDICTIONS,
OTHER CITIES AS WELL. SO, I
CERTAINLY APPRECIATE THE WORK
THAT THE CITY IS DOING AND THE
PLATFORM THAT WE HAVE TO TALK
ABOUT IT TO THEN BRING OTHERS
ALONG, LIKE COUNTY AND OTHER
JURISDICTIONS.
>>BRUSH THAT. I HOPE DIRECTOR
BAILEY IS STILL ON THE LINE. I
DON'T THINK HE IS BUT HEARING
THE POINT ABOUT CITY AND COUNTY
CONNECTING ON THIS WORK, AND
MORE, REALLY APPRECIATE IT.
THANK YOU. ALSO HEARING VERY
CLEARLY ARTICULATED THE ISSUE
AROUND PARODY BETWEEN CITY ROLES
AS WELL.
>> I WANT TO POINT OUT WHAT WAS
ADDRESSED AND REITERATE THE
INFLATION ADJUSTMENTS MANDATORY
DO NOT APPLY OUTSIDE OF HSD AND
WAGE EQUITY DO NOT APPLY OUTSIDE
OF HSD. MY COLLEAGUE TO THE
RIGHT HERE AND OTHERS WHO HAVE
OH CONTRACT, SECI CONTRACTS, ALL
OF THOSE DOING HUMAN SERVES DO
NOT GET THIS INCREASE. SO, THAT
IS A HUGE GAP THAT HAS NOT BEEN
FILLED, DESPITE ADVOCACY EFFORTS
FOR THE LAST SEVERAL YEARS, THAT
IS ANOTHER THING I WOULD LIKE TO
FLAG AS WE MOVE INTO CITY BUDGET
SEASON, HOW ARE WE INSURING THE
EQUITY APPLIES TO THOSE WHO
DON'T FALL UNDER HSD'S
UMBRELLA?
>> OKAY. THANK YOU.
>> THOSE DO FALL UNDER HSD'S
UMBRELLA WITH MEDICAID
TRANSFORMATION PROGRAM AND
LONG-TERM CARE, THOSE, THE
MUNICIPAL CODE DOES NOT APPLY TO
THOSE GRANTS. I ALSO ASK
ADDITION TO PARODY, TRANSPARENCY
AND HOW THE RATES ARE SET, THE
CITY CONTRACTS WITH THE STATE,
AND THERE IS, YOU KNOW, HOW DO
THOSE FUNDS FLOW? HOW ARE RATES
SET? HOW ARE THE PAY RATES SET?
HOW MUCH IS BEING USED? HOW IS
IT BEING USED? HOW MUCH IS
GETTING TO CONTRACTORS LIKE US?
>> IT WOULD BE INCREDIBLE IF THE
CITY'S HEALTH BENEFIT WERE
OFFERED AS PART OF THE
CONTRACTING TO NON-PROFITS
BECAUSE IT IS A SIGNIFICANT
DIFFERENCE IN THE LEVEL OF
BENEFITS THAT WE CAN OFFER.
>> WOW. WHAT AN IDEA. I LOVE
THAT IDEA. YES, THANK YOU. YEAH.
>> WE ARE IN COLLECTIVE
BARGAINING RIGHT NOW. SO, I KNOW
IT IS IMPORTANT TO ALL OF OUR
MEMBERS. APPRECIATE YOU ALL
FIGHTING FOR YOUR MEMBERS HERE
AT THIS TABLE. CERTAINLY
APPRECIATE THAT. JUST LOOKING
ACROSS, I WANT TO OFFER,
COLLEAGUES, ANY ADDITIONAL
QUESTIONS FOR OUR PANEL TODAY
BEFORE I OFFER CLOSING REMARKS?
THANK YOU AGAIN FOR YOUR
PARTICIPATION.
ALL RIGHT. WITH THAT, I WANT TO
THANK YOU ALL FOR BEING HERE
TODAY, AND FOR THE WORK THAT YOU
DO FOR COMMUNITIES, I WANTED TO,
AS CHAIR, I FELT IT PARTICULARLY
IMPORTANT WE ADVANCE THE
CONVERSATION AROUND WAGE EQUITY
AND CONSIDERING MY OWN WORK IN
THE SECTOR, THERE IS SUCH A
FOCUS ON OUTCOMES IN HUMAN
SERVICES: SOMETIMES WE FALL
SHORT OF DESIRED OUTCOME BECAUSE
WE DON'T HAVE THE PERSON TO
CARRY OUT THE WORK BECAUSE OF
TURNOVER. IT WAS EMPHASIZED
CLEARLY BUT I WILL VOICE HUMAN
SERVES WORK RELIES ON HUMAN
HELPING ANOTHER HUMAN AND
RELATIONSHIP ASPECT OF THIS
CAN'T BE UNDERSTATED.
>> FOLKS HAVE VOICED TO ME THAT
THEY HAVE HAD 20 DIFFERENT CASE
MANAGERS AND THEY HAVE LOST
FAITH IN GETTING HOW STAND HAVE
A GREAT DEAL OF SKEPTICISM ABOUT
HOW WE CAN SUPPORT THEM. THAT IS
HEARTBREAKING TO HEAR. IN THOSE
CONVERSATIONS, THEY UNDERSTAND,
THEY HAVE EXPRESSED TO ME THE
CLOSE KNIT RELATIONSHIPS THEY
HAVE HAD AND HAVE UNDERSTOOD WHY
THEY -- IT DOES NOT CHANGE THE
FACT WHY PEOPLE'S TOP LOSING
FAITH IN THEIR ABILITY AS A CITY
IN THE REGION TO SUPPORT THEM
AND GETTING INTO STABILITY. I
WANT TO THANK EVERYONE WHO WAS A
PART OF TODAY'S DISCUSSION.
THANK YOU ALL AGAIN FOR BEING
HERE. I KNOW YOU ORAL ARE VERY
BUSY. I HOPE YOU HAVE A FABULOUS
WEEKEND. I HOPE YOU HEAR THAT IT
IS CLEAR THAT WE HAVE SOME WORK
TO DO ON THE CITY SIDE TO TRY TO
ADDRESS SOME OF THESE MEASURES.
I KNOW WE ARE NOT IN BUDGET
SEASON BUT WE ARE IN BUDGET
SEASON.
>> BUDGET SEASON NEVER REALLY
ENDS. LOOKING FORWARD TO
CONTINUED WORK. I WANT TO
RECOGNIZE OUR FOLKS THAT CAME
OUT FOR PUBLIC COMMENT TODAY,
LOCAL EIGHT. I WANT TO THANK YOU
FOR BEING HERE AND MAKING OUR
VOICES HEARD. IT HAS BEEN A REAL
PLEASURE AND A TREAT TO WORK
WITH ALL OF YOU AND I'M LOOKING
FORWARD TO WORKING TOGETHER.
WITH THAT , I AM GOING TO MOVE
US TO THE FINAL BIT OF OUR
AGENDA. THANK YOU, AGAIN.
COLLEAGUES, WE HAVE REACHED THE
END OF OUR AGENDA. IS THERE ANY
FURTHER BUSINESS TO COME BEFORE
THE COMMITTEE BEFORE WE ADJOURN?
WONDERFUL. THE NEXT HUMAN
SERVICES LABOR AND ECONOMIC
DEVELOPMENT COMMITTEE MEETING IS
SCHEDULED FOR MARCH 6, 2█026.
HEARING NO FURTHER BUSINESS, WE
ARE ADJOURNED. IT