Embedding Service Equity into a Public Utility 2014 Governing for Racial Equity Conference
|
|
- John Carpenter
- 8 years ago
- Views:
Transcription
1 Embedding Service Equity into a Public Utility 2014 Governing for Racial Equity Conference Overview: In 2012 Seattle Public Utilities conducted a test of every other week garbage pick up in four demographically distinct neighborhoods. Today we will how intentional project design to measure potential disparate experiences helped seal the fate for citywide implementation in spite of an estimated 5 to 6 million dollar annual savings in operational costs, and increased residential recycling participation. The workshop will lead off with an equity planning exercise, a review of select equity planning tools, a power point presentation, and end with a group discussion. Learning Objectives, Intended Outcomes or Take Away Opportunities: Plan and design to capture disparate impacts and customer experiences Practice using equity planning tools to set the stage Apply elements of inclusive outreach or public engagement The call to collect demographic participant data The political benefits of having service equity policies and outcome data at your disposal Facilitators: Michael.Davis@Seattle.gov and Steve.Hamai@seattle.gov, Seattle Public Utilities Item Description Time Welcome and Opening Review of today s learning objectives and workshop agenda 15 minutes Remarks Table/Neighbor Introductions Identifying Inequitable and Unintended Impacts (group activity) SPU Equity Planning Tools Assignment Instructions (please work in teams of five or six) Complete activity worksheet Team report outs Discussion Quick review of select Seattle Public Utilities Equity Planning Tools Equity Tool Overview Diagram Master or Comprehensive Plans Summary Equity Memo Template Making the Grade Anti Racist Organization Continuum 40 minutes 20 minutes Every Other Week Garbage Power Point review of OLT Pilot 25 minutes Collection Service Equity Indicators Open Q & A Open Q & A 15 minutes Closing Closing remarks, review of today s learning objectives & workshop evaluation 5 minutes
2 SPU Equity Planning Toolkit Library Secure a Service Equity Subject Matter Expert Read Toolkit Instructions and FAQs Stakeholder Analysis Inclusive Outreach and Public Engagement Plan Development Equity Planning Memo Template Summarize: Next Steps Key Lessons Learned Identified Upstream Constraints Management Discussions and Decision Making Service, Project, or Program Development Master or Comprehensive Plan Development Policy, Procedure, Director's Rule, or Code Development
3 WELCOME! Embedding Service Equity into a Public Utility Project Design Steve.Hamai@seattle.gov Corporate Asset Management Michael.Davis@seattle.gov Environmental Justice and Service Equity March 27, 2014
4 Today s Workshop Take Aways Plan and design to capture disparate impacts and customer experiences Practice using equity planning tools to set the stage Apply elements of inclusive outreach or public engagement The call to collect demographic participant data The political benefits of having service equity policies and outcome data at your disposal
5 Group Activity Work in teams of five or six persons Complete activity worksheet Team report outs
6 Secure a Service Equity Subject Matter Expert Read Toolkit Instructions and FAQs SPU Equity Planning Toolkit Library Stakeholder Analysis Inclusive Outreach and Public Engagement Plan Development Equity Planning Memo Template Summarize: Next Steps Key Lessons Learned Identified Upstream Constraints Management Discussions and Decision Making Service, Project, or Program Development Master or Comprehensive Plan Development Policy, Procedure, Director's Rule, or Code Development
7 Stakeholder Analysis Sample Questions Does one stakeholder group Stakeholder carry more Analysis influence than another in regards to your policy, service, program, or project? If so, please explain why. How will you ensure under represented stakeholders have more equitable participation and influence in your outreach and engagement efforts? 5
8 Master or Comprehensive Plan Development Sample Questions How might your team s position, socio economic composition, perspective, or implicit bias influence the direction or intent of this planning effort? How will this plan be updated or developed to reduce or eliminate noted racial or other socio economic disparities or inequities? Prioritize your list (or actionable steps) along with expected outcomes. 6
9 Centering Activity Staff Discussion Before Answering Questions Briefly discuss the difference between equity and equality. Discuss ways we may unintentionally create or exacerbate racial and/or socio economic disparities though our policies, services, programs, or projects. 7
10 One Less Truck Key Findings by Neighborhood
11 One Less Truck Project Overview SPU believes that if every-other-week garbage collection were implemented citywide it would: Reduce neighborhood traffic, noise and pollution. Save $6.4 million a year through operational efficiencies. Reduce waste going to the landfill. A total of 793 single-family homes took part in the One Less Truck Project in four areas of the city from July 1 to December 31,
12 A tale of two (plus two) cities?
13 HH SR Pct. Dunlap/South % Highland Park/Southwest % Wedgwood/Northeast % Leschi/Central % % 11
14 Roughly translated.. Dunlap (South) = $ Highland Park (Southwest) = $$ Wedgwood (Northeast) = $$$ Leschi (Central) = $$$$ 12
15 Stipend Redemption Totals by Neighborhood South Southwest Northeast Central Total Stipend Redeemers Pilot Households % households that redeemed the stipend 59.7% 67.6% 81.9% 71.5% 69.6% In Central and Northeast Seattle, stipend returns were consistently collected at slightly higher rates than in South and Southwest Seattle. 13
16 OLT Post Survey Demographic Data by Neighborhood Age South Southwest Northeast Central 18 to 54 50% 70% 49% 38% 55 or older 44% 27% 47% 62% No answer 6% 3% 4% 0% 14
17 OLT Post Survey Demographic Data by Neighborhood Race South Southwest Northeast Central White only 50% 60% 83% 70% Black 10% 2% 0% 9% Asian 22% 18% 4% 12% Other 5% 3% 0% 0% No answer 13% 17% 13% 9% 15
18 OLT Post Survey Demographic Data by Neighborhood Language in Home South Southwest Northeast Central English 63% 78% 94% 96% Vietnamese 21% 10% 0% 2% Chinese 4% 0% 0% 0% Other 6% 2% 0% 0% No answer 6% 10% 6% 2% 16
19 OLT Post Survey Demographic Data by Neighborhood Number of Persons in Household South Southwest Northeast Central One or Two 51% 63% 62% 67% Three or Four 28% 25% 30% 29% Five or more 15% 10% 4% 2% No answer 6% 2% 4% 2% 17
20 OLT Post Survey Demographic Data by Neighborhood Household Income South Southwest Northeast Central < $50,000 40% 35% 17% 7% $50 $75,000 21% 14% 10% 6% $75, % 25% 41% 67% No answer 27% 26% 32% 20% 18
21 Perception of Neighborhood Impacts 39% reported that they did not notice any difference in their neighborhood during the project. Those respondents living in the Central (60%) and Northeast (49%) neighborhoods were more likely to say they did not notice any differences, as compared to those in the South (31%) and Southwest (22%). 36% said there were more overflowing garbage and recycling containers. Those respondents living in the South (49%) and Southwest (45%) neighborhoods were more likely to notice overflowing containers, as compared to those in the Northeast (24%) and Central (24%). 19
22 Perception of Neighborhood Impacts 20% said that their neighborhood looked messier. Those least likely to notice that the neighborhood looks messier live in the Northeast (7%) as compared to the Central (16%), Southwest (28%), and South (29%) neighborhoods. 16% said there was more litter and/or illegal dumping in the neighborhood. Those living in the South (18%) and Southwest (22%) neighborhoods were more likely to notice litter or illegal dumping, as compared to Northeast (11%) and Central (15%). 20
23 Before and During Pilot: Comparison of Neighborhood Appearance 100% South 80% Southwest 60% 60% Northeast 40% 20% 49% 31% 22% 49% 45% 46% 38% 35% 27% 24% 24% 29% 28% 29% 28% 20% 16% 11% 7% Central 0% No difference Overflowing containers Fewer trucks More cans at curb Messier 21
24 Impacts Rated a Major or Moderate Problem 100% South 80% Southwest 60% 56% 45% 51% 53% Northeast Central 40% 20% 15% 11% 27% 24% 30% 31% 30% 31% 21% 21% 16% 10% 0% Litter Overflowing containers Pests Odors 22
25 Engage in Behavior More Often with Every-Other-Week Garbage Collection South 60% Southwest Northeast 40% 39% 36% Central 20% 0% 26% 23% 30% 26% 23% 17% 18% 15% 13% 14% 21% 21% 17% 13% 10% 10% 10% 6% 9% 8% 6% 4% 12% 9% 1% 2% 23
26 Preference for City-wide Implementation of Every-Other-Week Garbage 100% 90% 80% 70% 60% 41% 44% 69% 56% Favor city wide implementation Oppose city wide implementation 50% 40% 30% 41% 38% 22% Don t know 20% 19% 10% 0% 19% 18% 22% 12% South Southwest Northeast Central 24
27 Seattle Mayor Shelves Every Other Week Garbage Collection SPU s Customer Review Panel recently recommended against pursuing every other week garbage. The environmental benefits and the 8% reduction in garbage costs for an average Seattle family (about $3.30 a month) do not outweigh a 50% reduction in service frequency. 45% of customers in citywide surveys oppose the program; and in lower income and more ethnically diverse neighborhoods, the rate of opposition is higher. Seattle has other immediate opportunities to boost its recycling numbers. 25
28 Public utilities and inequity? What do we know? What can we do? Identify our current customer interaction In what way(s) are we a customer complaint driven utility? And who complains? Tools and data (GIS, Customer Call Center Data, Demographic Participant Data, Focus Groups) Grasp the compounding nature of our work Doing the same thing, repeatedly The 4D s Design, Delivery, Data, Discussion Seek opportunities (and there may only be a few) Every Other Week Garbage Collection Pilot Hard Wire the Practice Continuum to become an anti racist institution Acknowledgement of current state of affairs 26
29 Discussion & Questions To access a copy of the One Less Truck Final Report: 27
30 SPU Equity Planning Toolkit Master or Comprehensive Plan Development To be completed by the staff team assigned to update or develop master or comprehensive plans (e.g. Water System Plan, Solid Waste Plan etc.). If warranted, seek assistance from a SPU Service Equity Subject Matter Expert. This tool should be used following application of the Equity Stakeholder Analysis. SPU Plan Title: Today s Date: In order to ensure thoughtful and thorough responses to the questions below: Briefly discuss the difference between equity and equality. Discuss ways SPU may unintentionally create or exacerbate racial and/or socioeconomic disparities though our policies, services, programs, or projects. With your team, in scoping the steps in this process: 1. List the names of project team members assigned to update or develop of this plan. 2. How might your team s position, socio-economic composition, perspective, or implicit bias influence the direction or intent of this planning development effort? 3. How will you draw upon and include the perspectives of persons or stakeholders who historically have NOT been involved in this planning process, including co-workers? 4. List racial or other socio-economic disparities or inequities that may have occurred as a result of past or most recent plans. 5. How will this plan be updated or developed to reduce or eliminate noted racial or other socio-economic disparities or inequities? Prioritize your list (or actionable steps) along with expected outcomes. 6. What is your plan to evaluate whether there are disparate or inequitable impacts, what data will you need to collect, and how frequently will evaluation occur? Page 1 of 3
31 7. Can the updating or development of your plan contribute to any of the following Race and Social Justice Initiative Best Practices? Assessing and documenting affected community conditions Creating goals to help reduce disparities (can be in addition to other policy goals) Expanding opportunity and access for all individuals Promoting racially inclusive collaboration and civic engagement Analyzing and changing policies which may perpetuate disparities Educating on racial issues and raising racial consciousness If no boxes were checked, please explain why: 8. As a result of answering the previous questions, identify next-step tasks and considerations to be taken as this plan moves through development. Be sure to incorporate these tasks into your overall timeline and project work plan. Task/Recommendation Description Intended Benefits of Described Task Staffing and Resource Needs* Who is Responsible? Target Completion Date or Reporting Timeline Next Steps: a. Using the Equity Planning Memo Template (below), prepare a summary memo to your immediate supervisor highlighting next steps as a result of this analysis. b. Attach a copy of this completed equity planning tool and the summary memo to your master planning documents. c. Send an electronic copy of this completed document and summary memo for review to SPU_EquityTeam@seattle.gov d. Incorporate new tasks into your overall timeline and project work plan, and update your Supervisor or Manager. *If resources are NOT available, what is your plan to accomplish this task or acquire requisite resources? Page 2 of 3
32 Memorandum Date: To: From: <<List all members of the management or governing body or group>> <<List all team members here>> Re: As a result of applying the Master or Comprehensive Plan Development Equity Planning Tool to the <<enter name of master plan here>> we have identified next-step follow-up tasks: Task Description Intended Benefits of Described Task Staffing/Resource Needs As a result of applying the Master or Comprehensive Plan Development Equity Planning Tool to the <<enter name of master plan here>>, the following items should be considered by appropriate upstream management or governing bodies: Recommendation & Brief Description How and when will this recommendation be presented to the appropriate upstream management or governing body? As a result of applying the Master or Comprehensive Plan Development Equity Planning Tool to the <<enter name of project, program or service here>>, key lessons were learned that should be applied to future updating of SPU Master or Comprehensive Plans: Lessons Learned cc. Page 3 of 3
33 MAKING THE GRADE Inclusive Public Engagement Tool Identify the target audience and assess the effectiveness of your print and website communication tools (e.g. flyers, poster, brochures, etc.). Note: This exercise does NOT assess the effectiveness of your outreach plan (in essence, how and who received the communication materials). Identify the Intended AUDIENCE What is the Draw/Incentive for the Audience? Based on Audience, give it a letter GRADE (A F) Why? In what way(s) are you qualified or unqualified to make an accurate assessment (grade)? Do you have to be part of (or have some representation from) the intended audience to make an accurate assessment? Consider the STAGE OF THE CULTURAL COMPETENCE CONTINUUM What stage does this communication tool fit into? Why? How might use of this communication tool intentionally or unintentionally further create inequity? What are your ideas to make this communication tool more effective, reach a broader audience, or reduce inequity? Copyright Equity Matters
34 Continuum on Becoming an Anti-Racist Multicultural Institution MONOCULTURAL ==> MULTICULTURAL ==> ANTI-RACIST ==> ANTI-RACIST MULTICULTURAL Racial and Cultural Differences Seen as Deficits ==> Tolerant of Racial and Cultural Differences ==> Racial and Cultural Differences Seen as Assets 1. Exclusive A Segregated Institution 2. Passive A "Club" Institution 3. Symbolic Change A Multicultural Institution 4. Identity Change An Anti-Racist Institution 5. Structural Change A Transforming Institution 6. Fully Inclusive A Transformed Institution in a Transformed Society Intentionally and publicly excludes or segregates African Americans, Native Americans, Latinos, and Asian Americans Intentionally and publicly enforces the racist status quo throughout institution Institutionalization of racism includes formal policies and practices, teachings, and decision making on all levels Usually has similar intentional policies and practices toward other socially oppressed groups such as women, gays and lesbians, Third World citizens, etc. Tolerant of a limited number of People of Color with "proper" perspective and credentials May still secretly limit or exclude People of Color in contradiction to public policies Continues to intentionally maintain white power and privilege through its formal policies and practices, teachings, and decision making on all levels of institutional life Often declares, "We don't have a problem." Makes official policy pronouncements regarding multicultural diversity Sees itself as "non-racist" institution with open doors to People of Color Carries out intentional inclusiveness efforts, recruiting "someone of color" on committees or office staff Expanding view of diversity includes other socially oppressed groups But "Not those who make waves" Little or no contextual change in culture, policies, and decision making Is still relatively unaware of continuing patterns of privilege, paternalism and control Growing understanding of racism as barrier to effective diversity Develops analysis of systemic racism Sponsors programs of anti-racism training New consciousness of institutionalized white power and privilege Develops intentional identity as an "antiracist" institution Begins to develop accountability to racially oppressed communities Increasing commitment to dismantle racism and eliminate inherent white advantage But Institutional structures and culture that maintain white power and privilege still intact and relatively untouched Commits to process of intentional institutional restructuring, based upon anti-racist analysis and identity Audits and restructures all aspects of institutional life to ensure full participation of People of Color, including their world-view, culture and lifestyles Implements structures, policies and practices with inclusive decision making and other forms of power sharing on all levels of the institutions life and work Commits to struggle to dismantle racism in the wider community, and builds clear lines of accountability to racially oppressed communities Anti-racist multicultural diversity becomes an institutionalized asset Redefines and rebuilds all relationships and activities in society, based on anti-racist commitments Future vision of an institution and wider community that has overcome systemic racism Institution's life reflects full participation and shared power with diverse racial, cultural and economic groups in determining its mission, structure, constituency, policies and practices Full participation in decisions that shape the institution, and inclusion of diverse cultures, lifestyles, and interest A sense of restored community and mutual caring Allies with others in combating all forms of social oppression Crossroads Ministry, Chicago, IL: Adapted from original concept by Baily Jackson and Rita Hardiman, and further developed by Andrea Avazian and Ronice Branding
35 The proposal and intent: Identifying inequitable and unintended impacts Your solid waste provider is proposing to have your residential garbage collected every other week, instead of the current weekly schedule. There are many reasons for this proposed change in service: lowers garbage hauler operating/labor costs lowers current garbage bills between 8 and 10% (if households are able to keep the same can size) increases compliance in the existing recycling program one-less garbage truck in streets and neighborhoods Brainstorm ideas on how this change in service might be inequitable, or lead to unintended positive or negative impacts. Others (list) Solid waste operations and employees The community at-large Commercial customers Residential customers
One Less Truck Project Report
One Less Truck Project Report June 28, 2013 Acknowledgements Eric Bird Deborah Caul Timothy Croll Srinivas Duggirala Rich Gustav Steve Hamai Luis Hillon Mike Mannery Craig Omoto Brett Stav Hans Van Dusen
More informationOregon Education Investment Board: Equity Lens
Oregon Education Investment Board: Equity Lens OEIB Vision Statement To advise and support the building, implementation and investment in a unified public education system in Oregon that meets the diverse
More informationRace and Social Justice Initiative (RSJI) in the Budget
(RSJI) in the Budget Introduction This chapter provides background and context for Race and Social Justice Initiative (RSJI) related budget additions throughout the 2015-2016 Proposed Budget. This is an
More informationRACIAL EQUITY. in SEATTLE
RACIAL EQUITY in SEATTLE Race and Social Justice Initiative Three-Year Plan 2012-2014 The Race and Social Justice Initiative is a citywide effort to eliminate racial disparities and achieve racial equity
More informationDEFINITIONS AND KEY CONCEPTS
DEFINITIONS AND KEY CONCEPTS Race: A social construct that artificially divides people into distinct groups based on characteristics, such as physical appearance (particularly color), ancestral heritage,
More informationCALIFORNIA PRELIMINARY ADMINISTRATIVE CREDENTIAL EXAMINATION (CPACE)
Education Code section 44270.5 allows an examination alternative to the Administrative Services preparation program as long as the examination is aligned with the current Administrative Services Program
More informationTrail- Blazing Digital Inclusion Communities
Trail- Blazing Digital Inclusion Communities November 2013 Written by: Angela Siefer Digital Inclusion Program Manager OCLC Table of Contents OVERVIEW 2 COMMUNITIES EN-ROUTE TO DIGITAL INCLUSION TRAIL-BLAZING
More informationRACE RELATIONS, CROSS CULTURAL UNDERSTANDING AND HUMAN RIGHTS IN LEARNING POLICY
RACE RELATIONS, CROSS CULTURAL UNDERSTANDING AND HUMAN RIGHTS IN LEARNING POLICY 1. GENERAL PRINCIPLES 2. DEFINITIONS 3. POLICY FRAMEWORK 4. CURRICULUM 5. INSTRUCTION 6. ASSESSMENT AND EVALUATION 7. GUIDANCE
More informationPress Releases PRESS RELEASE
Press Releases As you begin to develop and publicize your pay-as-you-throw program, coverage by local radio and print media outlets is likely. For MSW planners, this should be considered a public outreach
More informationRe: Draft Environmental Impact Statement & Growth and Equity Analysis for the Seattle Comprehensive Plan Update
June 18, 2015 City of Seattle Department of Planning and Development Attn: Gordon Clowers 700 5th Avenue, Suite 2000 PO Box 34019 Seattle, WA 98124 Re: Draft Environmental Impact Statement & Growth and
More information2015 CFPB annual employee survey
2015 CFPB annual employee survey December 2015 Introduction Interpretation of results More than 79 percent of the CFPB employee population responded to the fourth annual employee survey conducted by the
More informationUnderserved Student Success in High Impact Practices: A New Model of Retention Leadership
Underserved Student Success in High Impact Practices: A New Model of Retention Leadership Submitted by Carleen M. Vande Zande, Assistant Vice Chancellor of Curricular Affairs and Student Academic Achievement,
More informationCoalition of Communities of Color Julia Meier, Director 5135 NE Columbia Blvd. Portland, OR 97218. contact information
contact information Julia Meier, Director 5135 NE Columbia Blvd. Portland, OR 97218 Tel. (503) 288-8177 x295 Email: info@coalitioncommunitiescolor.org Website: www.coalitioncommunitiescolor.org : from
More informationSignature Leadership Series. Becoming a Culturally Competent Health Care Organization
Signature Leadership Series Becoming a Culturally Competent Health Care Organization June 2013 Resources: For information related to equity of care, visit www.hpoe.org and www.equityofcare.org. Suggested
More information2014 CFPB annual employee survey
2014 CFPB annual employee survey December 2014 Introduction Interpretation of results More than 83 percent of the CFPB employee population responded to the third annual employee survey conducted by the
More informationGetting Started: 10 Questions for Cities and Towns Considering Residential Curbside Composting
Getting Started: 10 Questions for Cities and Towns Considering Residential Curbside Composting In recent years, an increasing number of municipalities have begun to explore the economic and environmental
More informationParticipatory Budgeting at the City Level
Participatory Budgeting at the City Level Case Studies and Best Practices November 2013 A Policy Brief by The Participatory Budgeting Project 1 Executive Summary This brief outlines how participatory budgeting
More informationDear President Schill, Vice President Holmes, Vice President Coltrane and Vice President Henley,
To From SUBJECT DATE University of Oregon Administration Black Student Task Force List of Demands 11/17/2015 Dear President Schill, Vice President Holmes, Vice President Coltrane and Vice President Henley,
More informationDeveloping an Effective Extension Communications Plan
Developing an Effective Extension Communications Plan Think about how individual programs fit into the overall marketing plan. How do those local efforts fit into the overall outreach efforts of the University
More informationVision STRATEGY. Values. Mission
Vision STRATEGY Values Mission Introduction Girard City is 25 square miles with approximately 9958 for population. It is made up of 95.3% White, 5.2% African American, 0.7% American Indian and Alaska Native,
More informationRace and Social Justice Initiative Employee Survey 2012
Race and Social Justice Initiative Employee Survey 2012 RSJI is a critical initiative. I'm proud to work in a department that takes it so seriously and continues to push ourselves in our conversations
More informationA Great Organization Begins with its People. OHSU Healthcare Diversity and Inclusion Annual Report 2011
A Great Organization Begins with its People OHSU Healthcare Diversity and Inclusion Annual Report 2011 2 OHSU s commitment to diversity and inclusion Oregon Health & Science University (OHSU) is the state
More informationBELLEAIR BEACH CITIZEN OPINION SURVEY
BELLEAIR BEACH CITIZEN OPINION SURVEY GENERAL SATISFACTION 1. What do you like most about living in the City of Belleair Beach? 2. What do you like least about living in the City of Belleair Beach? 3.
More informationSanitation Pilot: Overview, FAQ and Mission Critical Path April 16, 2014
Sanitation Pilot Overview DeKalb County s 3 month Sanitation Pilot will begin April 28, 2014. The Sanitation Pilot is designed to test consolidating collections of all materials to one day per week. Items
More informationWealth Inequality and Racial Wealth Accumulation. Jessica Gordon Nembhard, Ph.D. Assistant Professor, African American Studies
Wealth Inequality and Racial Wealth Accumulation Jessica Gordon Nembhard, Ph.D. Assistant Professor, African American Studies Wealth Inequality Increasing Media attention World wealth inequality (UNU-
More informationSponsored by Council Members: Rennia, Webb, Motsavage, Berg, Mihalko. LOCAL LAW entitled A LOCAL LAW ADOPTING THE POLICE MODERNIZATION LAW
Legal Counsel Approval Introductory No. LL15-2 RL15-150 Permanent No. THE COUNCIL OF THE CITY OF BINGHAMTON STATE OF NEW YORK Date: September 9, 2015 Sponsored by Council Members: Rennia, Webb, Motsavage,
More informationSENATE BILL No. 625 AMENDED IN SENATE APRIL 4, 2013. Introduced by Senator Beall. February 22, 2013
AMENDED IN SENATE APRIL 4, 2013 SENATE BILL No. 625 Introduced by Senator Beall February 22, 2013 An act to amend Section 10601.2 of of, and to add Section 16521.6 to, the Welfare and Institutions Code,
More informationQUESTIONS AND ANSWERS ABOUT AUTOMATED COLLECTION
QUESTIONS AND ANSWERS ABOUT AUTOMATED COLLECTION March, 2009 1. Q. What is automated collection? A. Automated collection is a system where garbage, recycling, and yard waste carts are emptied using a mechanical
More informationThe San Francisco Immigrant Integration Project
The San Francisco Immigrant Integration Project Findings from Community-Based Research Conducted by the San Francisco Immigrant Legal & Education Network (SFILEN) 2014 San Francisco Immigrant Legal & Education
More informationRACIAL EQUITY STRATEGY GUIDE
DRAFT Portland City & Bureau Leadership RACIAL EQUITY STRATEGY GUIDE Presented by Portland s Partnership for Racial Equity PORTLAND S CHANGING DEMOGRAPHICS % People of Color 0 15 N 16 30 31 45 46 60 61
More informationResponse to the Ministry of Education s Consultation on Parent Engagement
Response to the Ministry of Education s Consultation on Parent Engagement November 2009 Elementary Teachers Federation of Ontario Fédération des enseignantes et des enseignants de l élémentaire de l Ontario
More informationThe InSinkErator City of Philadelphia. How Food Waste Disposers Can Benefit Municipalities
The InSinkErator City of Philadelphia P R O J E C T How Food Waste Disposers Can Benefit Municipalities BACKGROUND The InSinkErator City of Philadelphia P R O J E C T How Food Waste Disposers Can Benefit
More informationMinneapolis Resident Survey April 2011
Appendix III: Complete Set of Frequencies The following pages contain a complete set of survey frequencies. The number of respondents for each question is 1,172 unless noted otherwise. Question B How long
More informationSummary of Findings Senior Housing Research Project The John Marshall Law School Fair Housing Legal Support Center
Summary of Findings Senior Housing Research Project The John Marshall Law School Fair Housing Legal Support Center The John Marshall Law School Fair Housing Legal Support Center and Clinic ( JMLS ), through
More informationSTRONG LEADERS STRONG COMMUNITIES. Rainier Valley Corps Fellowship Program Application. 5623 Rainier Ave. S. Seattle, WA 98118
Rainier Valley Corps Fellowship Program Application 5623 Rainier Ave. S. Seattle, WA 98118 FELLOWSHIP PROGRAM APPLICATION The Rainier Valley Corps Fellowship Program develops, supports, and activates emerging
More informationProgramme for Cohesion, Sharing and Integration: A Summary Document and Aid to Dialogue
Programme for Cohesion, Sharing and Integration: A Summary Document and Aid to Dialogue Community Dialogue Steps into Dialogue Project Telephone: 028 9035 1450 admin@communitydialogue.org Website: www.communitydialogue.org
More informationTraining Module: Managing Diversity
Training Module: Managing Diversity Presented at the Annual Conference of the International Association of Schools and Institutes of Administration Athens, Greece July 2001 Prepared by: Yolande Jemiai
More informationAn Equity Profile of the Kansas City Region. Summary. Overview. The Equity Indicators Framework. central to the region s economic success now and
An Equity Profile of the Kansas City Region PolicyLink and PERE An Equity Profile of the Kansas City Region Summary Overview Across the country, regional planning organizations, community organizations
More informationSexual and Reproductive Justice: New York City s Approach
Sexual and Reproductive Justice: New York City s Approach George L. Askew, MD Deputy Commissioner of Health Division of Family and Child Health New York City Department of Health and Mental Hygiene Title
More informationExtracted from Strategic Planning for Political Parties: A Practical Tool International Institute for Democracy and Electoral Assistance 2013.
Extracted from Strategic Planning for Political Parties: A Practical Tool International Institute for Democracy and Electoral Assistance 2013. International IDEA, Strömsborg, 103 34 Stockholm, Sweden Phone
More informationCultural Competency Plan
Cultural Competency Plan Table of Contents Cultural Competency Overview What is Cultural Competency? Linguistic Competence: Definition Alliance s Mission, Vision and Values Background and the Agency s
More informationOFFICE FOR Equity, Diversity, and Inclusion. Unit Plan 2014 17
OFFICE FOR Equity, Diversity, and Inclusion Unit Plan 2014 17 Equity, Diversity, and Inclusion Built on collaboration and innovation, UC San Diego is a preeminent student-centered, research-focused, service-oriented
More informationFY 2015 Performance Accountability Report DC Office of Police Complaints
FY 2015 Performance Accountability Report DC Office of Police Complaints INTRODUCTION The Performance Accountability Report (PAR) measures each agency s performance for the fiscal year against the agency
More informationTransmittal Letter... 1. Objectives and Scope... 2. Approach... 3-7. Financial System... 8. Permitting Application... 9
Internal Audit Committee of Information Technology Risk Assessment Public Report Prepared By: Internal Auditors of Brevard County September 30, 2009 Table of Contents Transmittal Letter... 1 Objectives
More informationAdvantages of Network Marketing - Without Health Insurance
Bob Gardner WCH Network on Uninsured April 19, 2010 will discuss networks requirements for Conference Report will outline key themes get confirmation will set out key implications and possible directions
More informationWORKFORCE DEVELOPMENT
WORKFORCE DEVELOPMENT Creating Economic Opportunity through Pipeline Programs Commitment to providing access to jobs with family-sustaining wages, excellent benefits, and opportunities for advancement
More informationCambridge Judge Business School Further particluars
Cambridge Judge Business School Further particluars JOB TITLE: REPORTS TO: EXECUTIVE DIRECTOR OF CENTRE FOR ENDOWMENT ASSET MANAGEMENT (CEAM) DIRECTOR OF CAMBRIDGE JUDGE BUSINESS SCHOOL The role The primary
More informationResults: Statewide Stakeholder Consultation on Draft Early Childhood Standards and Indicators
Results: Statewide Stakeholder Consultation on Draft Early Childhood Standards and Indicators Prepared for Minnesota Department of Education and the Minnesota Department of Human Services February 2011
More informationUCPath Change Management Strategy for UC San Diego. July 2013
UCPath Change Management Strategy for UC San Diego July 2013 Overview Background Key Components Approach & Methodology Change Network Framework For Action Challenges Resources & Tools Summary Table of
More informationApplication Questions for Bush Foundation Community Innovation Grant
Application Questions for Bush Foundation Community Innovation Grant PROJECT NARRATIVE 1. Provide a two sentence summary of the proposed work (50 words max) E Democracy s Engagement Tech initiative, led
More informationStandards for Advanced Programs in Educational Leadership
Standards for Advanced Programs in Educational Leadership for Principals, Superintendents, Curriculum Directors, and Supervisors NATIONAL POLICY BOARD FOR EDUCATIONAL ADMINISTRATION Published January,
More informationComprehensive Diversity Plan for the Research Division
Comprehensive Diversity Plan for the Research Division Introduction In 1999, Cornell University developed its vision for a diverse and inclusive community, Open Doors, Open Hearts, and Open Minds: Cornell
More informationOffice of the Mayor (AA0)
(AA0) www.dc.gov Telephone: 202-727-1000 % FY 2013 FY 2014 FY 2015 from Description Actual Approved Proposed FY 2014 Operating Budget $12,193,975 $12,099,801 $12,233,168 1.1 FTEs 87.4 85.0 81.0-4.7 The
More informationMeasures that worsened by Measures that improved by >15% 10-14% 5-9% 5-9% 10-14% >15% Scotland 6 3 4 3 2 8 Highland 9 3 3 4 2 8
Highland Council Information on council performance comes from statutory performance indicators, value for money and other reports. All of these must be taken into account in considering how a council
More informationMaximizing Organics Diversion: A Comparison of Residential Food Waste Capture Rates
Maximizing Organics Diversion: A Comparison of Residential Food Waste Capture Rates U.S. Composting Council Conference Orlando, FL January 29th, 2013 Rhodes Yepsen Outline Background on Novamont The Need
More informationSeattle Music Commission WORKPLAN July 2014 June 2015
Seattle Music Commission WORKPLAN July 2014 June 2015 The Workplan of the Seattle Music Commission (SMC) sets out key areas of focus and action. This plan focuses on the SMC s fifth year, which will continue
More informationWorkforce Diversity Plan 2009-2011
Workforce Diversity Plan 2009-2011 The Department of Education and Training (the department) is committed to diversity and inclusion in providing high quality education and training services to our students
More information*Performance Expectations, Elements and Indicators
C o m m o n C o r e o f L e a d i n g : Connecticut School Leadership Standards *Performance Expectations, Elements and Indicators *For further information, visit: http://www.sde.ct.gov/sde/cwp/view.asp?a=2641&q=333900
More informationfamily wellness/breast and cervical cancer program
ywca greater miami-dade family wellness/breast and cervical cancer program hallmark area Racial Justice association information 1) Name: YWCA Greater Miami-Dade 2) Contact Person: Patricia Joassin Director
More informationThis page was left intentionally blank.
This page was left intentionally blank. Workforce Planning Model Steps What This Step Accomplishes 1. Define the Scope Determines our focus could be long or short term could be a specific business unit
More informationPRO-NET. A Publication of Building Professional Development Partnerships for Adult Educators Project. April 2001
Management Competencies and Sample Indicators for the Improvement of Adult Education Programs A Publication of Building Professional Development Partnerships for Adult Educators Project PRO-NET April 2001
More informationNortheast Behavioral Health Partnership, LLC. Cultural Competency Program Description and Annual Plan
Cultural Competency Program Description and Annual Plan July 1, 2010 through June 30, 2011 Table of Contents Mission Statement... 1 Cultural Competency Program Description Introduction... 2 What is Cultural
More informationPractice Transformation Task Force PTTF Meeting March 22, 2016
DRAFT Practice Transformation Task Force PTTF Meeting March 22, 2016 State Innovation Model Connecticut will establish a whole-person centered healthcare system that will Improve Population Health Promote
More informationState of Louisiana s Workforce Planning Model Right People, Right Skills, Right Jobs, Right Time
State of Louisiana s Workforce Planning Model Right People, Right Skills, Right Jobs, Right Time Table of Contents Introduction 2 What is Workforce Planning?...3 Why is Workforce Planning Important?.....3
More informationClark College. 2005 Affirmative Action Plan. Narrative
Clark College 2005 Affirmative Action Plan Narrative July 1, 2006 Submitted by Leann Johnson Director for Equity and Diversity Sue Williams Associate Director of Human Resources Linda Tuve Human Resource
More informationDiversity in the Senior Executive Service A 2009 Excel Workshop
Diversity in the Senior Executive Service A 2009 Excel Workshop PRESENTED BY: William L. Bransford Shaw, Bransford, Veilleux & Roth, PC General Counsel Senior Executives Association 1 The Problem 2003
More informationBusiness Opportunities workshop for consultants
Business Opportunities workshop for consultants Michael Davis, Division Director Human Resource and Service Equity Branch Environmental Justice and Service Equity Master of Ceremonies Welcome Linda De
More informationFINAL REPORT WATER AUDIT TRANSLATION SERVICES PROGRAM. SEATTLE PUBLIC UTILITIES (SPU) Contract No. C01-055, Amendment 2
FINAL REPORT WATER AUDIT TRANSLATION SERVICES PROGRAM SEATTLE PUBLIC UTILITIES (SPU) Contract No. C01-055, Amendment 2 By Jack Scannell Program Manager Environmental Coalition of South Seattle (ECOSS)
More informationDevelopment without Displacement RESISTING GENTRIFICATION IN THE BAY AREA
Development without Displacement RESISTING GENTRIFICATION IN THE BAY AREA Written by Causa Justa :: Just Cause with health impact research and data and policy analysis contributed by the Alameda County
More informationReflecting Our Communities. Building a Diverse BC Public Service
Reflecting Our Communities Building a Diverse BC Public Service Introduction British Columbia s history in many ways is a story of finding strength and opportunity through diversity. And our ability to
More informationDRAFT. Denver Plan 2014. Every Child Succeeds
Denver Plan 2014 Every Child Succeeds 100 80 Introduction Every child takes that first step into their first day of school with butterflies and talent, potential and dreams. It s the day that the door
More informationSchools Uniting Neighborhoods: Community Schools Anchoring Local Change
Schools Uniting Neighborhoods: Community Schools Anchoring Local Change By Diana Hall, Multnomah County Across the United States, communities are thinking differently about the challenges they face to
More informationAppendix H3 Public Outreach
Appendix H3 Public Outreach H3.1 Public Outreach Components There are a variety of components that will be needed in development of a comprehensive outreach campaign for the SMMP. Components will include:
More informationSTEP1 Equality Impact Assessment Team
Equality Impact Assessment Recording Form This is a new and important process that will require different perspectives to be considered and, in some cases, difficult decisions may need to be made about
More informationPERFORMANCE EXPECTATION 1: Vision, Mission, and Goals
PERFORMANCE EXPECTATION 1: Vision, Mission, and Goals PERFORMANCE EXPECTATION 1: Vision, Mission, and Goals Education leaders ensure the achievement of all students by guiding the development and implementation
More informationMetropolitan Community College (MCC) recognizes
We Pride Ourselves The institution is committed to excellence in hiring, staffing, retaining, and training for all staff. MCC celebrates diversity as reflected in college policies, practices, and employee
More informationConsulting with a Racial Equity Lens Tool
Consulting with a Racial Equity Lens Tool Consulting with a Racial Equity Lens tool is developed for internal and external consultants to support their process in working with clients and sponsors. There
More informationMarketing Plan. Achieving NECC Enrollment and Image Enhancement Goals. Supporting Existing College and Presidential Priorities Priorities 7/1/10
Marketing Plan 7/1/10 Achieving NECC Enrollment and Image Enhancement Goals Supporting Existing College and Presidential Priorities Priorities TABLE OF CONTENTS I. INTRODUCTION Page 3 II. ASSESSMENT: A.
More informationU.S. Railroad Retirement Board Annual Employee Survey Results, 2015 (Survey Administration Period 4/27/15-6/15/15)
U.S. Railroad Retirement Board 215 Federal Employee Viewpoint 844. Rush St. Chicago, IL 6611-292 Survey Results Phone: (312) 51-139 TTY: (312) 51-41 Web: http://www.rrb.gov U.S. Railroad Retirement Board
More informationGeneral recommendation No. 34 adopted by the Committee
United Nations Advance edited version Distr.: General 30 September 2011 CERD/C/GC/34 Original: English Committee on the Elimination of Racial Discrimination Seventy-ninth session 8 August 2 September 2011
More informationRecession Affects Black Women
Race, the Job Market, and Economic Recovery: A Census Snapshot September 2009 65 Broadway, Suite 1800, New York NY 10006 (212) 248-2785 www.centerforsocialinclusion.org New data show people of color are
More informationHow to Hire a Diverse and Hispanic Student in the Department of Texas
Texas State University Guidelines for Recruiting and Hiring a Diverse Faculty Ongoing Department Efforts: 1. Network: Continuously network in anticipation of the opening. Expand your opportunities to connect
More informationBias Related Incident Protocol: Reporting, Response, and Resources Guidelines for Student Affairs Professionals
Bias Related Incident Protocol: Reporting, Response, and Resources Guidelines for Student Affairs Professionals Virginia Tech Division of Student Affairs Updated February 2015 1 Bias Related Incident Protocol:
More informationMoving Beyond the Gap
Moving Beyond the Gap Racial Disparities in September 2014 Central Corridor St. Paul Hopkins Blake Rd Corridor Eastside St. Paul South Minneapolis September 2014 Overview This report is part of a larger
More informationIllinois State Board of Education Nutrition & Wellness Programs 800/545-7892 or 217/782-2491
Illinois State Board of Education Nutrition & Wellness Programs 800/545-7892 or 217/782-2491 www.isbe.net/nutrition Updated March 2016 Civil Rights Training This is intended for Summer Food Service Program
More informationLicensure Program Content Guidelines Matrix for Principal
Licensure Program Content Guidelines Matrix for Principal IHE: UW La Crosse Licensure Program: PRINCIPAL (51) ADMINISTRATION Category Certification Only Masters Program Content Standards PI 34.15 (2) (a)
More informationService Guidelines Task Force. 5. Social Equity
Service Guidelines Task Force 5. Social Equity a. Overview... 5.1 b. Map: Elderly Population... 5.5 c. Map: Youth Population... 5.6 d. Map: Foreign Born Population... 5.7 e. Map: Non-English Speaking Population...
More informationJackson State Community College Diversity Committee 1/10. Jackson State Community College Diversity Committee Master Plan
Jackson State Community College Diversity Committee 1/10 Jackson State Community College Diversity Committee Master Plan Submitted to Tennessee Board of Regents, June 11, 2008 Jackson State Community College
More informationDealing with prejudice and bias in work with newcomers
Company LOGO Dealing with prejudice and bias in work with newcomers Jewish Family Services of Ottawa Agenda Why Do We Need this Training? Helping Newcomers Canadian Values Racism, Bias, Prejudice, Stereotypes
More informationExamples of Diversity Programs at the University of Washington
Examples of Diversity Programs at the University of Washington Diversity Area Strategy Examples Diversity Blueprint Goal 1: Leadership & Commitment to Diversity Demonstrate commitment Diversity in mission
More informationCommunity socioeconomic status and disparities in mortgage lending: An analysis of Metropolitan Detroit
The Social Science Journal 42 (2005) 479 486 Community socioeconomic status and disparities in mortgage lending: An analysis of Metropolitan Detroit Robert Mark Silverman Department of Urban and Regional
More informationThe Diversity Life Cycle By Alden E. Habacon January 2015
By Alden E. Habacon January 2015 Overview is a framework that describes the interconnectedness between twelve groupings or stages of activity that organizations undertake to normalize diversity into its
More informationOrganizational culture
Note: We recognize that this discussion of organizational culture is based on a non-profit paid staff model of organization. We believe there are many ways to effectively and dynamically organize and that
More informationEXPANDING FACULTY DIVERSITY AT UMBC
EXPANDING FACULTY DIVERSITY AT UMBC FACULTY HIRING: UMBC STRIDE: (Committee on Strategies and Tactics for Recruiting to Improve Diversity and Excellence) is a faculty-led group that provides peer-to-peer
More informationStarting a Food Program
Starting a Food Program If you would like to establish a food program with the (Food Depository), there are some important things you should know. This packet will help you understand what is involved
More informationIs AmeriCorps VISTA Right for Your Organization?
Is AmeriCorps VISTA Right for Your Organization? A Guide to Becoming an AmeriCorps VISTA Project Sponsor Is AmeriCorps VISTA Right for Your Organization? Table of Contents About AmeriCorps VISTA 1 What
More informationINTRODUCTION GENESIS OF THE PROJECT
INTRODUCTION GENESIS OF THE PROJECT Across North America, issues regarding equitable educational experiences and outcomes are at the forefront of educational priorities. For example, in Ontario, the Ministry
More informationDeepening Social Justice Teaching
Deepening Social Justice Teaching by Christine E. Sleeter, California State University Monterey Bay The term social justice is so widely used that I have become concerned it may lose its meaning. Most
More informationEnhancing Law Enforcement Response to Victims:
Enhancing Law Enforcement Response to Victims: Strategy Implementation Checklist Enhancing Law Enforcement Response to Victims is a new professional standard developed by the International Association
More informationNATIONAL AERONAUTICS AND SPACE ADMINISTRATION. 2015 Annual Employee Survey Results
2015 Annual Employee Survey Results Public Law requires Federal agencies to administer an Annual Employee Survey (AES) every year and post the results for public access. NASA expands upon these requirements
More information