i would ask kate howard if you have any comments. if not, please introduce the hawkins company. >> thank you. i'm kate howard. i'm happy to be back with you today. i'm deputy director at d.h.r. today i have the executive recruitment team from hawkins with me. we're here to provide update on the stakeholder process. i will invite ms. byers to take the floor and provide the update. >> good evening president maxwell and commissioners. we are happy to be back here with you again to give you an update on where we are with the stakeholder engagement process for the general manager recruitment. at your request, we have begun scheduling conversations with the leadership team to ascertain from them some expectations and priorities and role of the general manager moving forward. we also do some additional outreach with the staff. we have also deployed a employee survey. that survey launched on monday. it will conclude on the first. it's why for all employees to review and take. so far we received about 300 responses. in addition to that, we wi

kate howard. happy to answer your question and i'll try to make it brief. so, as you know, director has been prioritizing and trying to identify ways to speed up our time to hire and reform our exam programs. ideally in partnership with labor. we are -- we have been looking into the idea of an examine ovation and delivery team to pilot some reforms around our civil service exams, in particular looking at the administrative analyst series, looking at the use of remote testing, continuous testing and other rule changes that would allow departments to have access to qualified candidates more rapidly. and be able to then hire permanently more quickly. as you mentioned chair haney, we are also eager to support the department of public health as we did in the nurse hiring project to continue to support them in any exams that they may need additional resources to conduct. we're also working closely to address conversion of exempt positions to permanent civil service and need to conduct a number of civil service exams to complete that work. as you mentioned, we hav

i'm kate howard here with the department of human resources. >> well, good evening commissioners andnt maxwell. it's so great to see you all again this evening. i'm going to move forward with sharing my screen. i prepared little powerpoint to review with you so you can see highlights of the discussions that we had. thank you so much for this opportunity to present to you this evening. as you all know, we were asked by the commission to engage in a stakeholder conversation to meet with some of the most invested internal and external stakeholders with sfpuc to get a great understanding of what the ideal candidate quality is and expectations and critical priorities that the next general manager will need to possess and address coming into this new position as the new general manager. over the last three weeks, we met individually with internal stakeholders and external stakeholders who are the most invested in the p.u.c. to get their feedback. we deployed all staff survey that was open for about a week and resulted in 398 responses. here is the feedback. consistent themes that we heard