[1. Call General Session to Order]
[00:00:07]
GOOD MORNING.I'M PEGGY HAGG, CHAIR OF THE HUMAN RESOURCES AND GOVERNANCE COMMITTEE, AND I WANNA WELCOME YOU TO THE APRIL 7TH, 2025 HUMAN RESOURCES AND GOVERNANCE COMMITTEE.
I HEREBY CALL THIS MEETING TO ORDER THE MEETINGS BEING WEBCAST LIVE TO THE PUBLIC ON OUR CLUB'S WEBSITE.
UH, I'VE CONFIRMED THAT A QUORUM IS PRESENT IN PERSON.
BEFORE WE PROCEED, I'D LIKE TO HIGHLIGHT THE, TO THE COMMITTEE MEMBERS ANTITRUST, ADMIN MUNITIONS, A ADMIN ADMINISTRATIVE SECURITY MAP, WHICH IS UP ON THE SCREEN.
AND BEFORE GETTING STARTED, I ALSO LIKE TO WEL WELCOME S CORNELIUS TO THE, TO THE COMMITTEE.
WE WERE VERY EXCITED TO HAVE YOU ON THE COMMITTEE, AND, UH, ALTHOUGH JOHN'S NOT HERE NOW, I WANT TO THANK JOHN SWAINSON FOR HIS SER SERVICE ON THE COMMITTEE LAST FEW YEARS.
THE FIRST ORDER OF BUSINESS ON TODAY'S, UH, AGENDA IS ITEM TWO.
NOTICE OF PUBLIC COMMENT, IF ANY.
UH, I UNDERSTAND THAT, UH, NO ONE HAS INDICATED A, A, UH, DESIRE TO SPEAK AT THE MEETING.
IS THAT STILL CORRECT, CHAD? THAT IS CORRECT.
[3. February 3, 2025 General Session Meeting Minutes]
NEXT IS AGENDA ITEM THREE, THE FEBRUARY 3RD, 2025, GENERAL SESSION MEETING MINUTES, UH, DRAFT IS IN YOUR, THE, YOUR MATERIALS.DOES ANYBODY HAVE ANY COMMENTS ON THE, THE MINUTES OR WISH TO MAKE A MOTION? I'LL MAKE THE MOTION.
ANY OPPOSED, ANY ABSTENTIONS? THE MOTION UNANIM, MS. LEE PASSED
[4. Human Resources Operations Report]
NEXT MARCH BACK WILL PRESENT AGENDA ITEM FOUR, HUMAN RESOURCES GOV, HUMAN RESOURCES OPERATIONS REPORT.MARA SPAC, VP OF HR HERE AT ERCOT.
I'LL PROVIDE YOU A YEAR TO DATE UPDATE WITH OUR 2025 HR OPERATIONAL STATISTICS THROUGH FEBRUARY, AND THEN ALSO GIVE YOU A PREVIEW OF SOME OF THE WORK THAT WE'VE BEEN DOING YEAR TO DATE, WHICH ALIGNED TO OUR COMPANY STRATEGIC PLAN.
THIS FIRST SLIDE PROVIDES YOU AN OVERVIEW OF OUR EMPLOYEE LABOR BUDGET TO ACTUALS, AND AS OF FEBRUARY, WE'RE RUNNING JUST SLIGHTLY UNDER BUDGET AT 1.8 MILLION.
LOOKING AT OUR HEAD COUNT, THERE ARE 960 EMPLOYEES AND 43 CONTINGENT WORKERS.
THE CHART ON THE LEFT HAND SIDE GIVES YOU THE ACTUAL EMPLOYEE HEAD COUNT PER YEAR, AND IT COMPARES IT TO WHAT WAS BUDGETED.
SO AS OF THE END OF FEBRUARY, WE WERE RUNNING JUST BELOW BUDGET BY 61.
NOW WE'RE ACTUALLY SOURCING 34 OF THOSE POSITIONS.
THE REMAINING POSITIONS HAVE EITHER BEEN FILLED WITH FUTURE START DATES BY CANDIDATES, OR THE BUSINESS IS OPTING TO OPEN THOSE POSITIONS AT A LATER DATE IN THE YEAR.
WE ONBOARDED 20 NEW FTES THROUGH FEBRUARY.
AND THE CHART ON THE RIGHT HAND SIDE OF THIS SLIDE INDICATES THE DIFFERENT BUSINESS AREAS THAT THOSE NEW HIRES JOINED US.
MARK, CAN CAN YOU GO BACK TO SLIDE FIVE? SO, UM, 61 BELOW BUDGET OF WHICH 34 ARE ACTIVELY BEING SOURCED? CORRECT.
WHAT ABOUT THE, THE REMAINDER? SO THE REMAININGS ARE THOSE WITH FUTURE START DATES BY CANDIDATES THAT HAVE ALREADY ACCEPTED, OR THE BUSINESS IS HOLDING ONTO THOSE POSITIONS AND THEY'RE STRATEGICALLY OPENING THEM UP LATER ON IN THE YEAR.
POTENTIALLY REORGS OR THEIR REPURPOSING POSITIONS AND CHANGING THEIR STRUCTURE AROUND.
WE'VE OFF BOARDED 14 EMPLOYEES THROUGH FEBRUARY 11 OF WHICH ARE VOLUNTARY, THREE INVOLUNTARY.
AND THEN ON THE RIGHT HAND SIDE, YOU SEE THE LENGTH OF TENURE OF THESE EMPLOYEES WHEN THEY EXITED THE COMPANY OUT OF THE 14 EMPLOYEES, SEVEN HAD 10 YEARS LESS THAN THREE YEARS, TWO HAD TENURE BETWEEN THREE AND NINE YEARS, AND FIVE HAD 10 YEAR OF MORE THAN 10 YEARS AT ERCOT.
IF YOU LOOK BACK AT OUR LAST 12 ROLLING MONTHS AT ERCOT OR ATTRITION IS RUNNING HIGH.
IT'S THE HIGHEST IT'S BEEN IN THE LAST 12 MONTHS.
NOW THAT SAID, A TOTAL ATTRITION IS NINE, VOLUNTARY ATTRITION IS 7.2.
THAT SAID IT IS RUNNING BELOW WHAT WE SEE IN THE MARKET.
THE BLS IS CITING, IF YOU LOOK BACK OVER THE LAST 12 MONTHS AT TEXAS ATTRITION, THEY'RE RUNNING A TOTAL ATTRITION RATE OF 40% AND VOLUNTARY 27%.
AND THEN ALSO LOOKING AT THE HIGH TECH
[00:05:01]
INDUSTRY, THEY'RE RUNNING AROUND 13 TO 15%.THE TOP REASON THAT WE'RE SEEING EMPLOYEES LEAVE YEAR TO DATE IN 2025 IS FOR RETIREMENT, FOLLOWED CLOSELY BY OTHER OPPORTUNITY AT ANOTHER EMPLOYER.
MARA, THE ATTRITION RATE, HOW DOES THIS COMPARE SINCE WE'RE TICKING BACK UP TO WHERE WE WERE POST YEAR? IT IS BELOW, I BELIEVE THE HIGHEST ATTRITION WE HAD POST YEARY WAS AROUND 17%.
AND BY NOW YOU'RE VERY FAMILIAR WITH THIS SLIDE.
IT LISTS THE THREE MAIN PILLARS IN OUR 20 24, 20 28 STRATEGIC PLAN.
NOW, HRS WORK DOES SUPPORT ALL OF THE PILLARS TO MAKE SURE THAT WE'RE STAFFED APPROPRIATELY AND WE HAVE, UM, RECRUITING AND RETENTION EFFORTS GOING ON TO SUPPORT ALL THE EFFORTS IN THE FIRST TWO PILLARS.
BUT MOST OF OUR WORK ALIGNS WITH THE THIRD PILLAR.
SO I WANNA GIVE YOU AN OVERVIEW OF SOME OF OUR 2025 MAIN OBJECTIVES WITHIN THE HR TEAM, WHICH SUPPORT THE WORK IN THAT PILLAR.
AND SO FIRST WE'LL BE LAUNCHING NEW SOFTWARE AND THIS IS GONNA ALLOW US TO REALLY CONTINUE TO EXPAND OUR SUCCESSION PLANNING ACTIVITIES.
LAST YEAR WE KICKED OFF A NEW SUCCESSION PROGRAM AND WE PILOTED THE EXECUTIVE TEAM.
AND THEN IN THE COMING YEARS, WE'LL BE ROLLING THAT OUT MORE AND MORE INTO THE MANAGEMENT LEVELS TO MAKE SURE THAT WE ARE ALWAYS PREPARING FOR THOSE CRITICAL ROLES.
AND SO THAT SOFTWARE IS REALLY GONNA ALLOW US TO REALLY, UM, ENHANCE AND BROADEN OUR SUCCESSION CAPABILITIES AS WELL AS WORKFORCE PLANNING AND REALLY OFFER INDIVIDUAL DEVELOPMENT PLANS SO EMPLOYEES CAN DOCUMENT AND TRACK AND KNOW HOW THEY'RE TRACKING FOR THEIR INDIVIDUAL DEVELOPMENT GROWTH.
WE'RE ALSO LOOKING AT CONDUCTING A DEEP DIVE ON THE EMPLOYEE EXPERIENCE AND CREATING A ROADMAP OF WHAT THAT LOOKS LIKE.
UM, I MENTIONED PREVIOUSLY A COUPLE OF SLIDES AGO THAT THE, UM, 50% OF OUR EMPLOYEES THIS YEAR THAT HAVE LEFT THE COMPANY HAVE A 10 YEAR OF LESS THAN THREE YEARS.
AND WE'RE STARTING TO SEE OVER THE LAST SEVEN YEARS THAT THAT'S, THAT'S A REOCCURRING TREND.
SO WE'RE REALLY LOOKING AT THIS YEAR OF CREATING OR TRYING TO GET A BETTER IDEA OF WHAT DOES THAT EMPLOYEE EXPERIENCE LOOK LIKE IN THAT LOWER TENURE GROUP.
AND THEN PUTTING TOGETHER SOME SHORT TERM AND NEAR TERM PLANS ON HOW TO, UM, COMBAT THAT.
AND I'LL BE TALKING ABOUT THAT A LITTLE BIT MORE HERE IN A MINUTE.
AND THAT WORK ALSO ALIGNS WITH ONE OF OUR 2025 ERCOT OKRS, WHICH IS TO PROMOTE BETTER TALENT IDENTIFICATION AND ACCLIMATION INTO THE COMPANY.
SO WE BELIEVE THAT EMPLOYEE EXPERIENCE IS CRITICAL IN, IN LOOKING AT HOW WE CAN HELP RESOLVE SOME OF THAT.
AND THE NEXT GOAL LOOKS AT HOW WE INCORPORATE AI INTO THE HR FUNCTION.
AND WE BELIEVE INCORPORATING AI AND CREATING A ROADMAP ON HOW WE'LL, UM, CREATE MORE OPPORTUNITIES FOR AI WITHIN OUR HR GROUP, IT'LL CREATE OPERATIONAL EFFICIENCIES AND IT'LL ALSO ELEVATE THE WHOLE EMPLOYEE EXPERIENCE BECAUSE WE'LL BE ABLE TO BETTER SEARCH AND SOURCE RESOURCES AND ANSWER QUESTIONS.
AND ALSO WE'RE LOOKING AT THE OPPORTUNITY FOR THEM TO USE AI TO REALLY BUILD OUT AND MAP OUT A, A VERY TARGETED CAREER PATH FOR THEMSELVES WITHIN ERCOT.
AND THEN FINALLY, WE'RE GONNA CONTINUE OUR WORK ON LOOKING AT NON-MONETARY RECOGNITION PROGRAM.
SORRY, LINDA'S GOT A QUESTION.
I HAVE A SORT OF PHILOSOPHICAL QUESTION HERE.
AND WHEN I GO BACK TO THE, THE TOTAL ATTRITION, THE TOTAL 14 OF THAT TOTAL ATTRITION ONLY FOUR FOR OPPORTUNITIES.
SO WE'VE ONLY LOST FOUR FOR COMPETITIVE REASONS.
I JUST POINT THAT OUT AND, AND ASK THE QUESTION AS WE, YOU KNOW, AS WE GO TO TRY TO RETAIN PEOPLE.
THOSE ARE THE FOUR WE'RE TRYING TO RETAIN BECAUSE PEOPLE THAT ARE RETIRING, UH, PERSONAL REASONS, RELOCATION, THOSE THINGS ARE USUALLY NOT BECAUSE OF THE JOB, THIS PARTICULAR JOB.
SO I JUST COMMENT BECAUSE WE, YOU KNOW, WE OVERREACT.
DO YOU HAVE ANY COMMENTS ON THAT, MA OR NO, BUT IT'S A GOOD POINT.
I THINK IT'S, I'M NOT ASKING A QUESTION.
I'M JUST MAKING AN OBSERVATION COMMENT.
AND THE OTHER THING THAT WE'RE SEEING IS THAT IT'S COMMON OUT THERE.
IT'S A NATIONAL TREND THAT'S DECREASING.
HISTORICALLY YOU WOULD SEE A LOT LONGER TENURE AND NOW IT'S RUNNING CLOSER TO LIKE TWO OR THREE YEARS.
SO IT'S A NATIONAL TREND THAT WE'RE ALSO HAVING TO COMBAT.
AND THEN FINALLY WHERE WE'RE LOOKING AT INCREASING OUR WORK OR CONTINUING OUR WORK IN THE NON-MONETARY RECOGNITION PLATFORM, AND WE'RE EXCITED HERE, WITHIN THE NEXT MONTH WE'LL BE LAUNCHING A NEW RECOGNITION PLATFORM.
WE REALLY WANT TO ENCOURAGE A CULTURE OF RECOGNITION.
UM, IT CREATES A HIGHER LEVEL OF ENGAGEMENT AND IT GIVES US THE OPPORTUNITY TO REWARD EMPLOYEES FOR THE REALLY STRATEGIC WORK THAT THEY'RE DOING THAT ALIGNS TO OUR STRATEGIC PLAN AND OUR IMPORTANT WORK ACROSS THE COMPANY.
AND THEN IN ADDITION TO THAT, UM, IN OUR EMPLOYEE ENGAGEMENT
[00:10:01]
SURVEYS OVER THE LAST COUPLE OF YEARS, TWO OF OUR LOWER SCORING CATEGORIES WERE EMPLOYEES SAYING THAT THEY DIDN'T FEEL VALUED OR WERE NOT BEING REWARDED FOR THEIR WORK.NOW THEY WERE STILL LIKE 50TH PERCENTILE SCORES.
UM, BUT STILL THERE'S THE OPPORTUNITY WITH THIS NEW RECOGNITION PLATFORM TO REALLY, UM, INCREASE THOSE SCORES IN THOSE AREAS.
SO WE TALKED ABOUT THAT EMPLOYEE EXPERIENCE.
SO WHAT WE'VE DONE SO FAR IN 2025 IS WE CREATED A TASK FORCE.
AND THAT TASK FORCE IS MEETING REGULARLY AND THEY'RE LOOKING AT ALL KINDS OF DATA, DIFFERENT TRENDS ACROSS THE COMPANY, DIFFERENT HIRING GROUPS, AND THEY'RE LOOKING AT FEEDBACK FROM DIFFERENT NEW HIRE OFFBOARDING SURVEYS, ENGAGEMENT SURVEYS.
AND THEY'RE REALLY LOOKING FOR OPPORTUNITIES OF IDENTIFYING, YOU KNOW, WERE THERE SKILLS MISMATCHES, WERE THERE EXPECTATIONS THAT WERE MISMATCHED AND ANY KIND OF OPPORTUNITY.
AND THEY'RE GONNA CREATE A SHORT AND NEAR TERM PLAN FOR US TO COMBAT THAT RETENTION.
AND THEN FINALLY, THIS IS A CONTINUATION OF SOME OF OUR WORK IN 2024 AS WELL.
UM, IN 2024, WE HAD MUCH MORE TARGETED WORKFORCE PLANNING, UM, DIFFERENT PLANS AND ACTIVITIES.
AND ONE OF THOSE WAS WE LAUNCHED IN NOVEMBER A SURVEY TO ALL MANAGEMENT AND WE ASKED THEM TO REALLY LOOK AT THEIR CURRENT WORKFORCE AND THEN LOOK AT THE WORK THAT'S COMING IN AND THE SKILLS THEY NEEDED AND TELL US SOME OF THEIR CHALLENGES OR SOME OF THEIR ANTICIPATIONS.
AND SO IT'S A WHOLE LOT OF DATA THAT WE'RE GOING THROUGH AS AN HR TEAM NOW.
IT'S REALLY INTERESTING TO LOOK THROUGH IT.
UM, AND OUR NEXT STEP WILL BE TO MEET WITH THE HR BUSINESS AREA, OR NOT THE HR, BUT THE BUSINESS AREAS ACROSS THE COMPANY AND START TALKING ABOUT STRATEGIES AND PUTTING PLANS IN PLACE TO MAKE SURE THAT WE'RE PREPARED FOR THE FUTURE.
MARA, ON THIS POINT, I KNOW LISA, I WOULD IN THE FUTURE LIKE TO HEAR A LITTLE BIT MORE ABOUT THE ROLES THAT WE ARE FINDING THE MOST CHALLENGING TO FILL, UH, AND HOW, HOW WE'RE APPROACHING THAT, WHAT WE'RE DOING ABOUT IT.
ONE OF THE FIRST ACTIVITIES THAT WE CONDUCTED LAST YEAR WAS WE MET WITH THE TALENT ACQUISITION AND THE DIFFERENT BUSINESS LEADERS.
AND THERE WERE, THERE WERE PARTICULARLY GROUPS IN OUR GMS, OUR MMS GROUP AS WELL AS SAY OUR MARKET ENGINEERS AND OUR DIFFERENT ENGINEERING GROUPS, UM, PLANNING ENGINEERS THAT WERE PARTICULARLY HARD TO FIND.
UM, AT THE TIME THE HIRING WAS BACK ON TRACK AND WE WERE ABLE TO FIND SUCCESSFUL CANDIDATES, BUT THOSE ARE TWO AREAS THAT WE IDENTIFIED LAST YEAR.
AND SO THIS IS JUST KIND OF A SAMPLE I WANTED TO SHOW YOU SAMPLE OR TWO QUESTIONS THAT ARE SAMPLES COMING OUTTA THAT SURVEY.
AND IT WAS A VERY EXTENSIVE SURVEY.
UM, WE ASKED MANAGEMENT ABOUT THEIR WORKLOAD IN THE COMING ONE TO THREE YEARS, AND THEY WERE PRETTY HIGH AND CONSISTENT IN SAYING THAT THEY EXPECTED A SIGNIFICANT WORKLOAD INCREASE AND THAT THAT WAS DUE TO TECHNOLOGY GRID TRANSFORMATION AND REGULATORY REQUIREMENTS.
AND SO WE WANNA DIG DEEPER INTO THIS.
WE MEET WITH THE BUSINESS AREAS, BUT THE TECHNOLOGY'S INTERESTING AND I THINK IT TELLS A STORY HERE WITHOUT REALLY DIGGING INTO THE DATA AND TALKING TO THE BUSINESS ABOUT HOW THE NEXT ONE TO THREE YEARS, THERE IS A LOT OF TECHNOLOGY THAT WILL BE BRINGING ON THE GRID AND INTO ERCOT, BUT THAT TAKES TIME AND IT TAKES WORK TO PREPARE.
AND THEN THE NEXT QUESTION, WHEN THEY LOOK PAST THREE YEARS, THE ANTICIPATED WORKLOAD WAS ACTUALLY DECREASING.
AND THEN THIS IS ANOTHER QUESTION, IT TALKED ABOUT OR ASKED MANAGEMENT, MANAGEMENT ABOUT SIGNIFICANT CHALLENGES THAT THEY ANTICIPATED FOR FILLING VACANT ROLES ON THEIR TEAM.
AND SO THESE ARE THE DIFFERENT REASONS AS THEY CITED.
AND ONE OF THE THINGS THAT WE DID IN HR IN MARCH WAS WE REALIGNED AND RESTRUCTURED AND WE MOVED OUR TALENT ACQUISITION TEAM WITH OUR TALENT MANAGEMENT TEAM.
AND THAT IS ALL UNDER OUR ORGANIZATIONAL DEVELOPMENT UMBRELLA.
AND SO THAT REALLY GIVES US THE OPPORTUNITY FOR THAT TALENT ACQUISITION TEAM TO WORK, UH, STRATEGICALLY AND LOOK AT THE WORKFORCE PLANNING RESULTS AND START PLANNING WITH THE BUSINESS TO MAKE SURE THAT WE'RE REALLY, YOU KNOW, BEING CREATIVE AND ON TRACK WITH THE HIRING TEAM ABOUT FINDING THE, THE RESOURCES THAT THEY NEED AS WELL AS DEVELOPING INTERNAL TALENT FOR THOSE CRITICAL ROLES.
AND THAT COMPLETES MY PRESENTATION TODAY AND I'LL OFFER ANY TIME FOR QUESTIONS.
I JUST HAVE ONE, UH, GOOD PRESENTATION.
IF, IF WE DO EXPERIENCE A RECESSION, LIKE SOME PEOPLE ARE THINKING ABOUT, AND I KNOW RECESSIONS ARE, CAN BE REGIONALLY SPECIFIC AND MAY NOT AFFECT AUSTIN, BUT DO YOU HAVE ANY THOUGHT ON HOW A RECESSION MAY IMPACT PARTICULARLY LIKE THE MARKET COMPETITION? WELL, IN SOME WAYS THAT HELPS US QUITE A BIT IF THERE IS A RECESSION BECAUSE IF, IF OTHER EMPLOYEES ARE LEAVING
[00:15:01]
OTHER COMPANIES OR THERE ARE LAYOFFS, THEN THAT'S A GOOD OPPORTUNITY FOR US TO GO IN AND IDENTIFY CANDIDATES.ANY OTHER QUESTIONS OR COMMENTS? UH, I, I'D LIKE TO JUST MENTION THAT, UH, AFTER PABLO CAME ON BOARD, HE ENCOURAGED MARA TO, UH, ENGAGE A, A THIRD PARTY TO LOOK AT THE OVERALL HUMAN RESOURCE FUNCTIONS AND THE PROGRAMS AND THINGS WE'RE DOING.
UH, AND SHE SHARED WITH ME THE LAST WEEK OR TWO, UH, A REPORT BY HAM THAT CAME IN AND CONDUCTED AN ASSESSMENT AND, UH, VERY POSITIVE GRADES ON THE, UH, THE PROGRAMS AND THE HUMAN RESOURCE FUNCTION THAT ERCOT HAS.
I'LL TAKE THAT BACK TO THE TEAM AS WELL.
[5. Benefits Update]
ITEM IS AGENDA ITEM FIVE, BENEFITS UPDATE AND THE MEETING ARE TWO REPORTS FOR AGENDA ITEM FIVE, UH, ITEM 5.1, ANNUAL STATUS REPORT FROM RETIREMENT PLAN COMMITTEE AND ITEM 5.2, ANNUAL STATUS REPORT ON HUMAN HEALTH AND WELFARE ACTIVITIES.UH, AN EFFORT TO STREAMLINE THE MATERIALS WHEN PRESENTATIONS ARE NE NOT NECESSARY.
THE REPORTS ARE JUST INCLUDING AT THE MEETING MATERIALS, UH, THAT PRESUMABLY EVERYONE IS REVIEWED.
SO, UH, IF THERE ARE NO, THERE'S NO FURTHER QUESTIONS ON THESE ITEMS, WE CAN MOVE ON.
[6. Recommendation regarding Reaffirmation of the Board Policies and Procedures]
NEXT IS AGENDA.ITEM SIX IS A VOTE ON THE RECOMMENDATION REGARDING REAFFIRMATION OF THE BOARD POLICIES AND PROCEDURES.
AND CHAD SEALEY IS PRESENTING YES AS A SHORT DECISION TEMPLATE.
UH, THE COMMITTEE CHART ON THE BOARD PROCEDURES REQUIRES ANNUAL REVIEW OF THIS DOCUMENT, INCLUDING THE BOARD'S COMPENSATIONS AND EXPENSES ALONG WITH THE COMPENSATION AND EXPENSES OF THE TAC RESIDENTIAL CONSUMER.
ALL THAT'S PART OF THE APPENDIX TO THE BOARD POLICIES AND PROCEDURES.
WE'RE NOT RECOMMENDING ANY CHANGES AS NOTED IN THE DECISION TEMPLATE AT THIS TIME.
UH, BUT WE DO NEED A VOTE FROM THE COMMITTEE TO RECOMMEND THE BOARD APPROVE THE BOARD POLICIES AND PROCEDURES FOR THIS YEAR.
UH, UNLESS THERE'S SOME DISCUSSION, I'LL ENTERTAIN A MOTION.
YEAH, BILL MAY OR LINDA MOVES BILL SECONDS.
THE, THE MOTIONS UNANIMOUSLY PASS AND THIS IS THE ONLY, UH, VOTING ITEM THAT WE'LL HAVE WHEN WE GO BACK INTO THE BOARD MEETINGS FROM HRG, CORRECT? FOR TOMORROW? YES.
[7. 2024 Objectives and Key Results (OKRs) Final Results and New 2025 OKRs Report]
MEETING MATERIALS, UH, INCLUDE A REPORT FOR AGENDA ITEMS SEVEN, WHICH ARE THE 2024 OBJECTIVES AND KEY RESULTS, FINAL RESULTS FOR 2024, EXCUSE ME, AND THE NEW 2025 OKR REPORTS.WE HAVE GONE OVER THESE MATERIALS, UH, EXTENSIVELY, SO I SUGGESTED THAT WE NOT GO OVER THEM AGAIN AND WE JUST INCLUDE 'EM IN THE MATERIALS FOR THE PUBLIC'S, UH, BENEFIT IT
[8. Future Agenda Items]
MAR PLEASE PROCEED WITH AGENDA ITEM EIGHT, FUTURE AGENDA ITEMS. THE NEXT COMMITTEE MEETING IS SCHEDULED FOR JUNE 23RD.THERE ARE TWO CHARTERED ITEMS SCHEDULED FOR DISCUSSION ON THAT DAY.
FIRST IS A REVIEW OF THE ERCOT CERTIFICATE OF FORMATION AND BYLAWS, AND THEN SECONDLY, AN UPDATE ON THE STRATEGIC PLAN FOR YOU.
[9. Other Business]
LAST ITEM BEFORE WE MOVE INTO EXECUTIVE SESSION IS AGENDA ITEM NINE, OTHER BUSINESS.IS THERE ANY OTHER BUSINESS ANY COMMITTEE MEMBER WISHES TO RAISE, HEARING
[Convene Executive Session]
NO FURTHER BUSINESS? THE COMMITTEE WILL RECESS GENERAL SESSION AND CONVENE AN EXECUTIVE SESSION.NOVO VOTING ITEMS ARE ANTICIPATED FOLLOWING EXECUTIVE SESSION, SO GENERAL SESSION WILL NOT RECONVENE AFTER THE CONCLUSION OF THE EXECUTIVE SESSION.
GENERAL SESSION IS HEREBY ADJOURNED AND THE WEBCAST WILL BE CONCLUDED.