This plan will replace Civil Service Pay Plan 4.1 and amend Civil Service Pay Plan 4.2. With the implementation of the pay matrix, some of the previously approved adjustments to firefighter salaries will be rescinded. In May 2022, the council voted to approve an ordinance to increase the pay for all city employees over a three year period. Staff in the fire deparment would have received a 3% increase in January 2023, followed by a 2% increase in January of 2024 and 2025.
Shanel Thomas recently joined the LaGuardia Airport Team as the Community Outreach Manager for the LaGuardia Redevelopment Program. In this role, Ms. Thomas serves as the public information liaison on the redevelopment program by developing and maintaining working relationships with elected officials, businesses, and community leaders. Her responsibilities include keeping the public informed on the progress of the program, informing the public of available opportunities during and after redevelopment (e.g. employment and contract opportunities), and monitoring consumer activities to improve customer experiences, as well as support the communities surrounding the airport. Ms. Thomas brings over fifteen years of experience in community development, capacity building, sales, business development, event production, program execution, and media relations. A life-long resident of East Elmhurst Corona, Ms. Thomas has served on several local boards, including the Kiwanis Club of LaGuardia Airport, Elmcor Youth & Adult Activities, Inc., Neighborhood Housing Services of Queens CDC, Neighborhood Housing Services of New York City, 115th Precinct Council, and Community Board 3. Ms. Thomas has a BA in International Business with a concentration in marketing and holds her Masters in Public Administration from Howard University. Ms. Thomas has also studied abroad at the Sorbonne in Paris, France, and the Cultural Institute in Oaxaca, Mexico.
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Finally, the project covers five main types of relationships, which fall on a spectrum from allies to adversaries, with favorable, complicated, and unfavorable between these poles. The project takes the approach that relationships are not stagnant and will move along the spectrum. The matrix also attempts to be as timeless as possible and will be updated in response to any substantial relationship changes.
Our Integrated Talent Management Strategies class recently had the pleasure of hosting Norm Celotto as a guest speaker on managing talent in matrix organizations. Norm is a senior leadership advisor on enterprise transformation and effectiveness. Prior to a 20-year tenure at Hay Group/Korn Ferry, Norm held roles in internal consulting and management with HSBC, Digital Equipment Corp., Hancock Natural Resource Group, and the State University of New York. His work has spanned several sectors, including financial services, manufacturing, health care, bio-pharmaceutical, technology, retail, FMCG, fashion, hospitality, professional services, transportation, food, communication, and entertainment.
Norm took the students through a discussion of the challenges and opportunities in managing talent in complex, matrix organizations. He shared the historical context of the evolution of organizational structure, from Function-based in the 1950s and 1960s, to Market-based in the 1970s and 1980s, and eventually Matrix-based structures emerging in the 1990s as a compromise of implications from the previous two. It was very insightful for our students to hear about how in the recent decade, there has been an increased focus on organizations encouraging employees to define what they can do in their roles, given the various complex forces interacting with the roles.
Key takeaways from Norm's discussion include: be457b7860
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