and the mayor should speed up the method for hiring ict personnel. finding number 25. city technology culture is based on the belief that departments work on individual missions in expense of city wide needs. partially disagree. while few departments say their needs should trump city wide concerns bureaucratic turf has created this culture and not promote cooperation. finding number 26. the cooperative attitude among departments and dt previously founded by earlier civil grand jury has faded and what i have said to that i would actually disagree with that. i think in the last few years there has been improvement and cooperation between departments but still a good chance to achieve. i will say partially disagree. finding number 27, a department first perspective, not the city wide perspective, intended in the administrative code has resulted in lack of coordination and communication between the departments and for this i would state agreed. the fact that these projects have taken so long to take forward is the attitude that perminates city agencies. next i also agree a

we propose console daitd ict management asset system for these purposes. we propose a data base for personnel. maybe we have enough data but we're not collecting the right useful data. everyone agrees that hiring for technology needs to be improved. technology is a highly dynamic and ever changing field. no one can predict the five years of technology or what talent will be required. of your cell phone. the administrator requires a staffing plan. doesn't exist. there maybe hurdles to overcome but hiring as permanent exempt is better than the traditional civil service for technology. it reduces time to hire. it raises proakt of attracting top talent. it means hiring mistakes can be corrected easily. it's done elsewhere in the city. lawyers and our attorney departments do have at will status for the same reasons as we find with technology. isn't it worth the effort to match talent with what is needed? culture is a mighty force. it provides comfort in it's traditions. it's a safe haven u because it's tried and accepted. it's reinforced because it's troublesome to change but culture all blinds to

we propose console daitd ict management asset system for these purposes. we propose a data base for personnel. maybe we have enough data but we're not collecting the right useful data. everyone agrees that hiring for technology needs to be improved. technology is a highly dynamic and ever changing field. no one can predict the five years of technology or what talent will be required. of your cell phone. the administrator requires a staffing plan. doesn't exist. there maybe hurdles to overcome but hiring as permanent exempt is better than the traditional civil service for technology. it reduces time to hire. it raises proakt of attracting top talent. it means hiring mistakes can be corrected easily. it's done elsewhere in