[1. Call General Session to Order] [00:00:02] GOOD MORNING AND WELCOME TO HUMAN RESOURCES AND GOVERNANCE COMMITTEE. I'M PEGGY HAGUE, COMMITTEE CHAIR. I HEREBY CALL THIS MEETING TO ORDER. BEFORE WE PROCEED, I'D LIKE TO HIGHLIGHT THE ANTITRUST ADMONITION AND SECURITY MAP THAT'S DETAILED IN YOUR MATERIALS. THE FIRST ORDER OF BUSINESS IS AGENDA ITEM TWO. NOTICE OF PUBLIC COMMENT, IF ANY. TODAY'S MEETING AGENDA ITEM WAS POSTED PUBLICLY ON APRIL 13TH AND PROVIDED INSTRUCTIONS FOR THE PUBLIC TO PARTICIPATE. TO DATE, NO ONE HAS EXPRESSED AN INTEREST IN SPEAKING. IS THAT CORRECT, CHAD? THAT IS CORRECT. THANK YOU. [3. February 9, 2026 General Session Meeting Minutes] NEXT IS AGENDA ITEM THREE, WHICH IS THE DRAFT. FEBRUARY 9TH, 2026 GENERAL SESSION MEETING MINUTES OF THE HUMAN RESOURCES AND GOVERNANCE COMMITTEE. THERE'S A DRAFT OF THE MINUTES IN YOUR MATERIALS. DOES ANYONE HAVE ANY COMMENTS OR WISH TO MAKE A MOTION? KATHLEEN MOVES TO APPROVE. THANK YOU. CHRIS. SECONDS. ALL IN FAVOR? AYE. ANY OPPOSED? ABSTENTIONS. THE MOTION WAS UNANIMOUSLY PASSED. [4. Human Resources Operations Report] THE NEXT ITEM IS AGENDA ITEM FOUR, WHICH IS THE HUMAN RESOURCES OPERATIONS REPORT DON HERMES IS PRESENTING. DON. GOOD MORNING. DON HERMES, DIRECTOR OF HR OPERATIONS. THE HR OPERATIONS REPORT WILL PROVIDE YOU WITH AN UPDATE ON HR STATISTICS AND TRENDS, AS WELL AS KEY STAFFING STATISTICS THROUGH THE END OF FEBRUARY OF 2026. AS ERCOT CONTINUES TO ADVANCE THE TRANSFORMATION EFFORTS WITH A STRONG FOCUS ON OPERATIONAL EXCELLENCE, SYSTEM RELIABILITY AND MODERNIZATION TECHNOLOGY. HR OPERATIONS DEMANDS REMAIN ELEVATED TO ATTRACT TOP TALENT, ENHANCE EMPLOYEE EXPERIENCE, AND DELIVER EFFECTIVE DEVELOPMENT AND TOTAL REWARDS PROGRAMS. HR CONTINUES TO FOCUS ON STRATEGIC OBJECTIVE THREE, WHICH IS TO ADVANCE IRKUT, INC. AS AN AN EMPLOYER OF CHOICE BY FOSTERING INNOVATION AND INVESTING IN OUR PEOPLE AND EMPHASIZING THE IMPORTANCE OF OUR MISSION. THIS SLIDE PROVIDES AN OVERVIEW OF EMPLOYEE LABOR BUDGET TO ACTUALS. THE AMOUNTS SHOWN EXCLUDE SOME ASPECTS OF LABOR BUDGET. INCLUDES VACANCY SAVINGS REDUCTIONS AS OF THE END OF FEBRUARY, THE ACTUAL LABOR SPEND IS ON TARGET WITH THE YEAR TO DATE BUDGET. THE FORECASTED 2026 TOTAL BUDGET COSTS ARE ANTICIPATED TO BE SLIGHTLY LOWER THAN THE BUDGETED TOTAL. THE EMPLOYEE LABOR BUDGET IS PROJECTED TO INCREASE 13.24% FROM 2025. AS OF THE END OF FEBRUARY, THERE WERE 1030 EMPLOYEES AND 49 CONTRACTORS. THE CHART ON THE LEFT SHOWS THE ANNUAL EMPLOYEE HEADCOUNT COMPARED TO THE BUDGETED HEADCOUNT, AS WELL AS THE CONTRACTOR COUNTS, HEADCOUNT INCREASED 7.07% FROM FEBRUARY 25TH TO FEBRUARY 2026. WE ARE CURRENTLY 142 POSITIONS BELOW THE BUDGETED HEADCOUNT FOR 2026. THE CHART ON THE RIGHT SHOWS THE HEADCOUNT BY BUSINESS AREA AND THE PERCENTAGES FOR EACH. OPERATIONS AND TECHNOLOGY ACCOUNT FOR 78.8% OF THE EMPLOYEES AND 75.5% OF THE CONTRACTORS. HR HAS ONBOARDED 37 NEW FULL TIME EMPLOYEES THROUGH THE END OF THIS FEBRUARY. THIS IS AN 85% INCREASE COMPARED TO THE AMOUNT ONBOARDED AS OF FEBRUARY 2025. THE CHART ON THE RIGHT INDICATES THE NEW HIRE COUNT AND PERCENTAGES BY BUSINESS AREA. OPERATIONS AND TECHNOLOGY ACCOUNT FOR 78.4% OF NEW HIRES. AS OF THE END OF FEBRUARY, HR HAS RECRUITED FOR 43 POSITIONS. THE CHART ON THE RIGHT SHOWS THE NUMBER OF OPEN POSITIONS BY BEING RECRUITED BY BUSINESS AREA OPERATIONS AND TECHNOLOGY ACCOUNT FOR 58.14% OF THESE OPEN POSITIONS. THE REMAINING 142 BUDGETED POSITIONS WILL BE STAGED THROUGHOUT THE YEAR AS BASED ON THE BUSINESS NEEDS. DON, DO YOU STILL IS THE STRATEGY STILL INTENDED TO FILL THE 142 BUDGETED POSITIONS THIS YEAR? YES, MA'AM. YEAH, IT'LL JUST BE BROKEN OUT IN STAGES BASED ON HOW THE BUSINESS CAN APPROPRIATELY STAFF UP. [00:05:07] OKAY. AS OF THE END OF FEBRUARY, THE TIME TO FILL HAS INCREASED TO AN AVERAGE OF 91 DAYS, UP FROM 70 DAYS IN 2025. SOME OF THE POSSIBLE REASONS FOR THIS INCREASE COULD BE THAT CANDIDATES WERE WAITING FOR THEIR BONUS PAYOUT IN Q1. SOME SOME OF THE MANAGERS HAVE MULTIPLE OPENINGS. AND SO THEY'RE BEING RECRUITED AT THE SAME TIME, WHICH DELAYS IDENTIFYING GOOD CANDIDATES. AND RECRUITERS HAVE AN INCREASE IN OPEN JOB RACKS. THERE WERE 72 NEW JOB REQUISITIONS BEING RECRUITED FOR AS OF MARCH 17TH. 80% OF THE OPEN POSITIONS ARE FILLED BY EXTERNAL CANDIDATES, WHILE 20% ARE FILLED BY INTERNAL CANDIDATES. LEADERSHIP ROLES ARE FILLED 50% EXTERNALLY AND 50% INTERNALLY. IRKUT CONTINUES TO ATTRACT A DIVERSE APPLICANT POOL. 59% OF NEW HIRES WERE IN A DIVERSE RACE OR ETHNICITY GROUP. 20% OF NEW HIRES WERE FEMALE. 78% OF APPLICANTS WERE DIVERSE BY RACE OR ETHNICITY, AND 29% WERE FEMALE. LOOKING BACK OVER THE LAST 12 MONTHS, ATTRITION HAS BEEN TRENDING DOWN. AS OF THE END OF FEBRUARY, THE TOTAL ATTRITION RATE WAS 7% AND VOLUNTARY ATTRITION WAS 5.6%. ERCOT'S TOTAL ATTRITION IS ABOUT 80% LOWER THAN THE BROADER TEXAS MARKET AS OF THE END OF 2025. THE BUREAU OF LABOR STATISTICS REPORTED AN AVERAGE ATTRITION RATE OF 25.9% FOR TAXES AND A TOTAL ATTRITION RATE OF 39.3%. THE CHART ON THE LEFT SHOWS THE TERMINATION. I'M SORRY, HOW DOES IT COMPARE TO OTHER ISOS? I CAN GET THAT INFORMATION FOR YOU. I'M SORRY. ONE OTHER QUESTION. YES. SO HOW MUCH OF OUR RECRUITING OF NEW EMPLOYEES IS FOR VERY EARLY STAGE AND CAREER VERSUS MORE EXPERIENCED AND TENURED PEOPLE? DO WE HAVE PROGRAMS WHERE WE BRING NEW GRADS, FOR INSTANCE, IN INTO THE ORGANIZATION? YES. WE HAVE SEVERAL DEVELOPMENT PROGRAMS. THE LARGEST IS THE ENGINEERING DEVELOPMENT PROGRAM, WHERE WE'LL HAVE TEN RECENT GRADS. AT ONE GIVEN TIME, THEY GO THROUGH A SERIES OF MODULES. IT USUALLY TAKES ABOUT A YEAR AND A HALF, ALMOST TWO YEARS TO COMPLETE EVERYTHING BEFORE THEY BECOME AN ENGINEER. TWO IN THE BUSINESS. WE ALSO HAVE A THEY CALL IT A GDP PROGRAM. IT'S THE GRID DEVELOPMENT PROGRAM UNDER THE MS. DEPARTMENT, AND THEY'RE CURRENTLY ABOUT SIX PARTICIPANTS, I THINK IT IS. AND THEN WE'RE ALSO LOOKING AT OPENING UP FOR CLIENT SERVICES TO HAVE A FEW AS WELL. WE HAVE BEEN LOOKING AT IT TO SEE IF WE CAN MAKE THAT WORK AGAIN. WE DID IN THE PAST, BUT, YOU KNOW, IT IS ANOTHER PROGRAM WE'RE LOOKING AT. I DON'T HAVE THE EXACT PERCENTAGES OF BREAKDOWNS FOR THE LOWER LEVEL JOB VERSUS THE HIGHER REC, BUT IT IS GETTING MORE PREVALENT WHERE WE'RE BRINGING IN A YOUNGER WORKER FRESH OUT OF SCHOOL, MAYBE WITH 2 TO 3 YEARS OF EXPERIENCE, JUST GIVING THEM THAT OPPORTUNITY TO GROW THEM UP WITHIN THE COMPANY. EXCELLENT. I'M VERY GLAD TO HEAR THAT. THE CHART ON THE LEFT SHOWS THE TERMINATION COUNT BY YEAR, AND AS OF FEBRUARY OF EACH YEAR, WE SEE THE TERMINATION TOTALS FOR THE END OF FEBRUARY OF EACH YEAR WAS FAIRLY CONSISTENT EXCEPT FOR 2024. WHEN I WENT BACK AND LOOKED AT THE DATA, THE ONLY UNIQUE EVENT THAT I COULD SEE THAT MAYBE COULD HAVE ATTRIBUTED TO THIS IS ERCOT'S FIRST PAYOUT OF THE STI. SO WE SAW A LOWER TURNOVER, I THINK PARTLY BECAUSE OF THAT. WE SEE THAT THE TERMINATION THROUGH FEBRUARY OF THIS YEAR WAS 13. FIVE OF THEM ARE CLASSIFIED AS REGRETTABLE. A REGRETTABLE TERMINATION IS A PERSON WHO HAS A NINE BOX RATING OF 6 TO 9 HAS NO PERFORMANCE ISSUES. AND THE TERMINATION REASON WAS NOT FOR RETIREMENT OR DEATH 69.23% OF THE TERMINATIONS AS OF THE END OF FEBRUARY HAD A TENURE OF THREE YEARS OR LESS. THE PRIMARY REASON FOR TERMINATION AS OF FEBRUARY WAS BETTER OPPORTUNITY, FOLLOWED CLOSELY BY PERSONAL HR AFFORDED 13 EMPLOYEES THROUGH FEBRUARY [00:10:10] 11TH MORE VOLUNTARY AND TWO WERE INVOLUNTARY. THE CHART AT THE RIGHT SHOWS THE TERMINATION COUNTS BY BUSINESS AREA. AND THIS CONCLUDES DON. GOING BACK TO THAT LAST SLIDE. YES, MA'AM. SO WE HAD 46.15% OF THE TERMINATIONS WERE IN OPERATIONS. HOW MANY PEOPLE ARE DO YOU CLASSIFY IN OPERATIONS. I KNOW YOU'VE GOT AN APPENDIX ON THIS SLIDE, BUT WHEN I LOOK AT IT IT'S ABOUT 500 500. OKAY. SO WHEN YOU LOOK AT THE APPENDIX, SLIDE 12. WHAT WHAT GROUPS DO YOU CONSIDER AN OPS THERE? THE SYSTEM OPERATIONS SYSTEM PLANNING AND WEATHER. AND THEN THE COO. THAT DIDN'T GET CLOSE TO 500. IS COMMERCIAL OPS IN. YEAH. OKAY. IT IS. THEY HAD ONE. OKAY. THANK YOU. DID YOU HAVE ANY QUESTION KATHLEEN, OR COMMENT? YES. THANK YOU. IF WE COULD JUST GO BACK A BIT ON SLIDE FIVE WHEN WE'RE TALKING ABOUT OPEN POSITIONS. MOST OF THEM ARE IN OPS OR IN THE COO ORG. AND THEN WHEN I LOOK AT SLIDE. I GUESS THREE WHERE WE'RE SHOWING THE DATA BETWEEN BUDGET AND ACTUAL HEADCOUNT BY YEAR. THIS YEAR, THE GAP JUST SEEMS VERY WIDE AND MOST OF THE GAP SEEMS LIKE IT'S COMPARED TO PRIOR YEARS. AND IT LOOKS LIKE MOST OF THE GAP IS IN OPERATIONS. AND I JUST WONDER IF YOU COULD GIVE US FIRST IS MY READ CORRECT? AND THEN SECOND JUST SOME COLOR ON THE TYPES OF POSITIONS THAT ARE OPEN. ANY CONCERNS AROUND FILLING THEM IN TIME FOR THE. THE NEED THAT WE ANTICIPATE FOR THOSE ROLES. SO THE MAJORITY OF OPENINGS ARE IN OPERATIONS WITH THE DIFFERENT TECHNOLOGY COMING UP AND THE DIFFERENT TYPES OF LOADS WE'RE PLANNING FOR AND THE NEW DEPARTMENTS THAT HAVE BEEN CREATED SINCE JANUARY. THAT'S WHERE WE'RE FOCUSING MOSTLY ON. MOST OF THEM ARE POWER SYSTEMS ENGINEERS OR ANALYSTS. THEY ARE HEAVILY FOCUSED ON CREATING DATA ANALYSIS AND TOOLS FOR THE ENGINEERS AND THE CONTROL ROOM. SO I WOULD SAY MOST OF THEM ARE GOING TO FALL ON THE POWER SYSTEMS ENGINEER. RIGHT NOW, RECRUITING FEELS VERY CONFIDENT THAT THEY ARE ON TARGET TO FILL THOSE POSITIONS BY THE END OF THE YEAR OR CLOSE TO IT. YOU KNOW, WE HAVE TO DEAL WITH ATTRITION AS WELL. SO THEY ARE, BUT THEY ARE, HAVE A PLAN IN PLACE WITH THE BUSINESS TO SAY HOW MANY RACKS CAN THEY HANDLE AT A TIME. AND THEY ARE STAGING THOSE. SO THEY'RE ACTIVELY WORKING WITH THE BUSINESS ON THAT MODEL. OKAY. THANK YOU. THAT'S HELPFUL. YEAH. I THINK ON OPERATIONS, WE'D LIKE TO CONTINUE TO ENGAGE IN THE DIALOG WITH YOU ON THAT, BECAUSE WE'VE BEEN HEARING FOR A WHILE THAT IT'S A CHALLENGE, AND WE WANT TO MAKE SURE THAT WE'RE ANALYZING THE NEED IN THE MARKET CORRECTLY FOR THOSE POSITIONS. AND SO THAT WE ARE ABLE TO GET THE PEOPLE WE NEED TO RUN THE SYSTEM. YEAH. AND OUR TEAM IS ALSO WORKING WITH THE BUSINESS TO WORK ON DEVELOPMENT TOOLS AND TRAINING TO HELP THOSE GET UP TO SPEED THAT NEED TO BE, OR TO RECLASSIFY PEOPLE IN JOBS WHERE THEIR SKILL SET IS BETTER TO HELP THE BUSINESS. OKAY. ANY OTHER COMMENTS OR QUESTIONS ON THIS ITEM? THANK YOU DON. THANK YOU. THE NEXT ITEM IS AGENDA ITEM FIVE, ANNUAL STATUS REPORTS. [5. Annual Status Report] AND THE MEETING MATERIALS ARE TWO REPORTS FOR AGENDA ITEM 5.1, WHICH IS ANNUAL STATUS REPORTS FOR RETIREMENT PLAN COMMITTEE AND AGENDA ITEM 5.2 THE ANNUAL STATUS REPORT ON HEALTH AND WELFARE ACTIVITIES. THE REPORTS WERE INCLUDED IN YOUR MATERIALS FOR REVIEW PRIOR TO THE MEETING. WOULD ANY COMMITTEE MEMBER LIKE TO DISCUSS THE STATUS REPORTS OR HAVE ANY QUESTIONS FOR DON ON THE REPORTS. THANK YOU. IF THERE ARE NO FURTHER DISCUSSION, WE'LL MOVE ON TO THE NEXT ITEM. [6. Objectives and Key Results (OKRs) – 2025 Final Results and New 2026 OKRs] IN THE MEETING MATERIALS INCLUDE A REPORT FOR AGENDA ITEM SIX OBJECTIVES AND KEY RESULTS 2025 FINAL RESULTS AND [00:15:06] NEW 2026 OKRS. THE COMMITTEE PREVIOUSLY REVIEWED THE COMMITTEES RESULTS FOR 25 IN THE NEW 2026 OKRS. ARE THERE ANY FURTHER QUESTIONS FOR PABLO ON THIS? HEARING NONE, WE'LL MOVE ON TO THE NEXT ITEM. [7. Annual Review of the Company’s Governing Documents] NEXT UP IS AGENDA ITEM SEVEN, AN ANNUAL REVIEW OF THE COMPANY'S GOVERNING DOCUMENTS. THERE ARE TWO SUB ITEMS. THE FIRST IS AGENDA ITEM SEVEN. 1.1 ANNUAL REVIEW OF AIRCRAFT CERTIFICATE FORMATION AND BYLAWS IN BRANDON. BRANDON GLEASON HAS A STATUS UPDATE. BRANDON. GOOD MORNING CHAIR. THIS ITEM WAS INCLUDED IN OUR DECEMBER AGENDA, AND WE DEFERRED ANYTHING BASED ON THE ONGOING LITIGATION REGARDING THE BYLAW APPROVAL. I'LL SECOND. JUST REAL QUICK. THIS MEETING OF THE PUBLIC UTILITY COMMISSION OF TEXAS WILL COME TO ORDER TO CONSIDER. MATTERS HAVE BEEN DULY POSTED WITH THE SECRETARY OF STATE FOR APRIL 20TH, 2026. OKAY. THANK YOU BRANDON. THANK YOU. THIS ITEM WAS INCLUDED IN DECEMBER, AND THE COMMITTEE CHOSE NOT TO TAKE ANY ACTION REGARDING THE ONGOING LITIGATION REGARDING BYLAW APPROVALS. THE ITEM IS APPEARING HERE AGAIN IN APRIL DUE TO SOME SCHEDULING SHIFTING THAT WE DID THAT LITIGATION IS STILL ONGOING. ERCOT AT THIS TIME DOESN'T MAKE ANY RECOMMENDATIONS FOR ACTION GIVEN THE PENDENCY OF THAT LITIGATION. OKAY. ARE THERE ANY QUESTIONS FOR BRANDON ON THAT? THANK YOU. NEXT IS AGENDA ITEM 7.2, A VOTE ON A RECOMMENDATION REGARDING ANNUAL REAFFIRMATION OF THE ERCOT BOARD AND POLICIES. CHAD, DID YOU WANT TO RAISE ANY ADDITIONAL CONSIDERATIONS REGARDING THE POLICIES AND PROCEDURES OR THE TIMING OF ANY CHANGES TO THE POLICIES AND PROCEDURES? SURE. IT'S VERY CONSISTENT WITH WHAT BRANDON JUST TOLD THE COMMITTEE. WE KNOW WE NEED TO DO SOME CHANGES IN THE BOARD POLICIES AND PROCEDURES. WE PREVIOUSLY HIGHLIGHTED WORKING WITH OPEC ABOUT A POSSIBLE CHANGE TO THE TAC COMPENSATION STRUCTURE BECAUSE, BUT BECAUSE EVERYTHING IS KIND OF LINKED BETWEEN THE BOARD BYLAWS AND THE BOARD POLICIES AND PROCEDURES, IT'S THE SAME POSTURE AS HOLDING OFF TO SEE WHERE THE LITIGATION ENDS UP BEFORE WE ULTIMATELY MOVE FORWARD WITH ANY PROPOSED RECOMMENDATIONS. OKAY. CAN YOU REMIND THE COMMITTEE WHERE PROCEDURALLY THAT LITIGATION STANDS? SO THAT'S IN THE 14TH COURT OF APPEALS. ALL THE BRIEFING HAS BEEN DONE IN ARGUMENTS. SO WE'RE REALLY JUST WAITING FOR THE COURT TO MAKE A DECISION. AND THEN AT THAT POINT, THEN ANY PARTY CAN DECIDE WHETHER TO APPEAL IT UP TO THE TEXAS SUPREME COURT. SO WE'RE AT THE INTERMEDIATE APPELLATE COURTS RIGHT NOW. IS IT POSSIBLE TO ESTIMATE A TIMELINE, CHAD? WELL, WE ESTIMATED THAT WE WOULD HAVE ONE ALREADY, AND WE DON'T. SO WE'RE OFF. THIS IS A THIS IS A NEW COURT. AND I THINK THEY'RE JUST MANAGING THEIR OVERALL DOCKET. SO I REALLY CAN'T PUT. THERE'S NOT A HISTORICAL TREND ANALYSIS FOR THIS NEW COURT ON HOW THEY HANDLE THESE ISSUES. SO WE KIND OF LOOKED AT PREVIOUS TIMELINES FOR APPELLATE COURTS. BUT CLEARLY THE COURT IS NOT READY TO COME OUT WITH A DECISION YET. SO WE HAVE NO INDICATION OF WHEN IT MAY MAY COME OUT. YEAH. AND TED, JUST FOR THE COMMITTEE'S BENEFIT, EXPLAIN. I BELIEVE THIS IS CORRECT, BUT I MAY HAVE IT WRONG. BUT COMING OUT OF THE LAST LEGISLATIVE SESSION, WAS IT THAT THERE WAS THIS NEW BUSINESS COURT SYSTEM CREATED IN THIS CASE IS IN THAT THEY HAD TO APPOINT JUDGES. AND IT'S IT'S JUST NOT MOVING AS FAST AS THE REGULAR COURT SYSTEM. IS THAT RIGHT? YES, THAT IS CORRECT. BENJAMIN, I THINK THE BUSINESS COURT WAS SET UP IN 2001, AND SO IT PROBABLY STARTED THEN. HOWEVER, IT'S TAKEN A WHILE TO SET THAT UP. YEAH. THANK YOU. ANOTHER QUESTION FOR CHAD JUST QUICK. ARE THERE ANY SIGNIFICANT IMPLICATIONS TO THE, YOU KNOW, THE LACK OF MAKING CHANGES, THINGS THAT WE SHOULD BE CONSIDERING BEFORE WE BEFORE WE MOVE FORWARD? I THINK WITH THE LIST THAT WE'VE COMPILED, IT'S MORE ALIGNMENT WITH CURRENT STATUTORY REQUIREMENTS THAT CAME OUT OF PREVIOUS LEGISLATION. SO THOSE OBVIOUSLY ARE IN CONTROL RIGHT NOW. AND MOST OF THESE I WOULD CHARACTERIZE AS KIND OF SMALL TO MEDIUM CHANGES. OF COURSE, THE ONE ABOUT, YOU KNOW, MAYBE ADJUSTING THE TAC COMPENSATION FOR THE RESIDENTIAL CONSUMER IS MORE OF A POLICY DISCUSSION AMONG THE BOARD, BUT IT IS TIED TO THE BYLAWS, SO IT KIND OF HINDERS US FROM MOVING FORWARD WITH THAT CHANGE. BUT I WOULDN'T SAY ANYTHING IS DETRIMENTAL NOW TO THE BOARD, BECAUSE WE'RE NOT MOVING FORWARD WITH ANY CHANGES TO THE BYLAWS. THANK YOU. THANKS, CHAD. I'VE INCLUDED A DECISION TEMPLATE IN THE MEETING MATERIALS THAT THE COMMITTEE RECOMMEND TO THE BOARD THAT THEY, THE BOARD REAFFIRM THE POLICIES AND PROCEDURES WITH NO CHANGES AT THIS TIME, UNLESS THE COMMITTEE MEMBER HAS ANY FURTHER ISSUES THEY'D LIKE TO DISCUSS ON THIS. [00:20:04] I'D LIKE TO ENTERTAIN A MOTION TO RECOMMEND ANNUAL REAFFIRMATION OF THE ERCOT BOARD POLICIES AND PROCEDURES. SO MOVED. THANK YOU CHRIS. THANK YOU. KATHLEEN. SECONDS. ALL IN FAVOR? AYE. ANY OPPOSED? ABSTENTIONS. THE MOTIONS UNANIMOUSLY PASSED. NEXT AGENDA ITEM EIGHT. [8. Future Agenda Items] FUTURE AGENDA ITEMS. CHAD SEALY WILL PRESENT THIS THIS MATTER. OKAY, FOR JUNE, THERE'S TWO SLIDES HERE REGARDING THE THE NEXT FUTURE AGENDA ITEMS FOR THE COMMITTEE. YOU'LL SEE THE THREE NOTED HERE. DEAL WITH OUR STRATEGIC PLAN, OUR COMMUNICATIONS STRATEGY AND OUR GOVERNMENT RELATIONS EFFORTS. THOSE WILL ALL BE PUBLIC DISCUSSIONS ON THE NEXT SLIDE. YOU'LL ALSO KNOW THAT FOR JUNE, WE'LL BE LOOKING AT THE SELF-ASSESSMENT QUESTIONNAIRE AND KIND OF GETTING THAT READY FOR DEPLOYING LATER INTO THE FALL OF 2026. SO THOSE ARE THE MAIN ITEMS FOR THE COMMITTEE SELF-ASSESSMENT, CORRECT? THAT'S IT. THANK YOU CHAD. WE APPRECIATE THE LOOK AHEAD AT THIS TIME. THE COMMITTEE WILL THE LAST ITEM IS BEFORE WE GO INTO EXECUTIVE SESSION IS AGENDA ITEM NINE. OTHER BUSINESS. IS THERE ANY OTHER BUSINESS ANY COMMITTEE MEMBER WOULD LIKE TO RAISE? [Convene Executive Session] HEARING NONE AT THIS TIME, THE COMMITTEE WILL RECESS GENERAL SESSION AND MOVE INTO EXECUTIVE SESSION. THERE IS ONE VOTING ITEM THAT ANTICIPATED FOLLOWING EXECUTIVE SESSION. SO GENERAL SESSION WILL RECONVENE AT THE CONCLUSION OF EXECUTIVE SESSION. GENERAL SESSIONS HEREBY RECESS. CHAIR GLEASON, I BELIEVE YOU NEED RECESS. THIS MEETING OF THE PUBLIC UTILITY COMMISSION OF TEXAS WILL STAND IN RECESS. ALL RIGHT, WE'RE READY. OKAY. THE GENERAL SESSION OF THE HR COMMITTEE IS NOW RECONVENED. [10. Vote on Matters from Executive Session] THIS OPEN MEETING. WE HAVE ONE VOTING ITEM FROM THE EXECUTIVE SESSION. I'LL ENTERTAIN A MOTION TO RECOMMEND BOARD APPROVAL OF THE PERSONNEL MATTER DISCUSSED DURING EXECUTIVE SESSION UNDER AGENDA ITEM ES 2.3. THANK YOU. CHRIS. MOVE. IS THERE A SECOND? I'LL SECOND. KATHLEEN SECOND. ALL IN FAVOR? AYE. ANY OPPOSED? ABSTENTIONS. HEARING NONE. THE MOTION WAS UNANIMOUSLY PASSED. THANK YOU. THIS MEETING IS NOW ADJOURNED. * This transcript was compiled from uncorrected Closed Captioning.