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BAAB Backup Documents 03/11/1992 Backup Black Affairs Advisory Board Meeting March 11, 1992 nrC",!('- ",' ," c :"1:';::" ,--, . rt; ._ BLACK AFFAIRS ADVISORY BOARD MARCH 11, 1992 6:30 P.M. 1:1, t,~~'7 _ ~ ~~,' . ...... ",',,, ,) ':' ('. "I.. EAST NAPLES LIBRARY 8787 TAMIAMI TRAIL EAST NAPLES, FL. AGENDA I. APPROVAL OF MINUTES II. CHAIRMAN' S REPORT III. WORKSHOP: PROPOSAL FOR CREATION OF THE COLLIER COUNTY DEPARTMENT OF EQUAL OPPORTUNITY A) Request for Endorsement B) Finalize Language of Proposal C) Plan for Submittal To Commissioners VII. NEXT A. B. C. MEETING Location Date & Time Agenda BOARELBrKcBLL~t~ScBB~fyO~6M~~~~~ONERS MINUTES OF MEETING FEBRUARY 12, 1992 MEMBERS PRESENT: Larpy Wo'pd Robe'pt Walke"p Clayton Hodge Jackie B'pown Claudette Gillings Henry Tribble Al be'pt Lee Willie Brice MEMBERS ABSENT: Herbert Cambridge STAFF PRESENT: Margaret Bowles, Staff Liaison to Black Affairs Advisory Board Leo Ochs, Administrator, Administrative Services, Collier County Govt GUESTS Pf,ESENT: Mary Morgan, Supervisor of Elections Mary Marnell, Women's Political Caucus Pam Cox, Women's Political Caucus Natalie Word, Sickle Cell Foundation The meeting of the Black Affairs Advisory Board was held in the Commissioners Meeting Room, Bldg 'F' at the County Government Complex. Chairman Larry Word called the meeting to order at 6:45 p.m. 1. APPROVAL OF MINUTES OF 01/07/92. passed unanimously to approve the minutes, meeting of the Board. A motion was made, seconded and as read, of the January 7, 1992 2. GUEST SPEAKERS A. Mary Morgan, Supervisor of Elections solicited suggestions from thE Board on improving voter registration within the black community. Per Ms. Morgan there are currently 900 black active registered voters. She would like to increase this number before the October 3rd registration deadline for the Novemeber election. In addition to the Presidential election, the School Board is considering the placement of Single Member Voting Districts on the ballot. Suggestions from the Board included (1) establishing an ad hoc committee which would work directly with the Election Supervisor and (2) deputizing all members of the Board as registrars. A motion was made, seconded and passed unanimously to deputize all memebers of the Black Affairs Advisory Board as official voting registrars. Robert Walker will coordinate the date, time and location with Ms. Morgan. B. Leo Ochs, Administrator of Adnlinistrative Services sut)mitted to the Board the staffing cost estimates for the proposed Equal Employment Oppo'ptunity DepaTtment. (see attached). He advised the BoaTeI of the 3 poss~ble criterias of the Commiss~oners in establishing the EEO department: 1. Policy Parameters 2. Funding 3. Potential Legal Liability Mr. Ochs advised the Board to consider these criterias and be prepared to address them with alternatives. Also statistical data supporting the EEO proposal may be an addditional requirement of the Commissioners. A motion was made, seconded and passed unanimously to contact the Hispanic Advisory Board, ADA and all other groups which would benefit from the EEO department for the purpose of solociting input and support of the proposal. A workshop will be held on March 11, 1992 at 6:30 p.m. in the 3. SUBCOMMITTEE REPORTS. A. Housing - Albert Lee. Mr. Lee commented on his dissatisfaction with the County's existing Affordable Housing plans and goals. A report will be submitted at the next scheduled meeting. B. Education - Claudette Gillings. Ms. Gillings commented on the importance of suporting the Children's Services Council which will be on the March 10th ballot. Per Ms. Gillings, if passed the CSC could provide funding fo'(' tutorial pT'og'rams aT' afteT' school ca"pe prog"rams fo'C' "at-'riskll children within the black community. Additional information was requested by the Board (see attached). 4. NEXT MEETING. The next meeting of the Black Affairs Advisory Board is scheduled fo"c Wednesday, March 11, 1992 at the East Naples Library 8787 Tamiami Trail East 6:30 p.m. There being no further busines of the Board, the ~eeting was adjourned at 8:30 p.m. Respectfully Submitted, Jackie D. Brown, Recording Secretary APPROVED BY THE ADVISORY BOARD ON , 1992 LARRY WORD, CHAIRMAN PROPOSED DOE STAFFING COST-ESTIMATE *phase I - EEO Director, Administrative Assistant, Director.(COTEA) Clerical Secretary'I (COTEA) Base Salaries $ 33,534 22,038 30,380 14,643 $100,595 x EEO Director Administrative Assistant Director COTEA Secretary I .38% Fringes $138,821 * Does not include offices, telephones, computers and related costs. Phase II - Director, Compliance, DBE Specialist Base Salaries $ 30,380 25,558 $ 55,938 x Director Compliance DBE Specialist .38% Fringes $ 77,195 Phase III - Internal EEO Specialist, External EEO Specialist Secretary I (Compliance) Base Salaries $ 23,733 25,558 14,643 $ 63,934 x Internal EEO Specialist External EEO Specialist Secretary I .38% Fringes $ 88,228 phase IV - Secretary I (Receptionist/Clerk), Fair Housing Specialist Base Salaries $ 25,558 14,643 $ 40,201 x Fair Housing Specialist Secretary I .38% Fringes $ 55,477 $ 25,558 x Phase V - COTEA Specialist (if needed) 1.38% Fringes $ 35,270 phase I phase II phase III Phase IV Phase V $138,821 77,195 88,228 55,477 35,270 $394,991 The above does not include offices, furniture, operating expenses, telephone, electricity, etc. TCW:dg/7422 , BXBCUTIVB SUMMARY CBlLDBU'S SBBVlCBS COUNCIL The Board of County ('.......n1...d..n"'n of CnJH.... County. in recog- nhring the growing .....'1C8rJl8 of the COIIIIIIunity for ita ..hndren and : young people, have an ext:nlordiDary opportwUty to provide an eul1j(hteued reapn'1" to OlU' ..hn".-.m'1I ,,-sa. An ordinance providing for the creation of The Children's 8ervlcea Council of CoWer County and adoption of a rellOl.ution dlrecting the superriaor of eJectIoDa to place the following queation upon the ballot for September. UlllO. "Shall the Children's Services Council of CoWer County be granted the authority to fund the improvement of children's developmental, health and other juvenile welfare services by the levying each year of an ad valorem tax not to exceed one-half (1/2) mill for services for children?" wi11:be.an llA~y powerful and AnHpteDed reapoaae. In 1986, the FJorlda Legislature made it pqeodhle for every county in Florida to create a .......h.nf.... to addreaa the need for providing juvenile welfare services for their ..hndren, .. p1nnll.. County baa done for 40 years, by enacting 8ectioD 125.801 of the FlorIda Statutes. The Children's 8ervlcea Council fa a group of ten indlviduala, five of whom are appointed by the Governor, and five who are selected be- cause of their offl,.;.1 position. By Jaw, a county .......ml.ainn~r, the Superintendent of s.-lwols, a School Board Member, the District Admin- istrator of U. R. S. and a luveulle ludge compose the group designated by position. Some of the potential fuDctiona of the Children's ServJcea Council 1ri1l be to: I~ Research what the problema lIN. Who, bow many and where are the children Deeding help. II. To plan bow beat p:rnhlAno. caD be lIOlved. III. To coordinate exiatlng programs to ensure that fragment.tinn of services and "nnecessary duplication is prevented. IV. To evaluate U a program is heJping ..hndren as intended. V. To train and support prote,IJio".1. who help cbildren. VI. To addreas publfc policy lasuea perUining to ..hi1(tren and f'AmfHA8. VII. To create a central focus for ..hUdren and 'amlHnll. VIlI. To .....lIAhnrate with funding sources to developing a comprehensive, community wide reapnngoQ to the needa of ..hi1(tnm. IX. To provide funding for juvenlle welfare services through an independent speclal byfnlr dlatrict for ..hn,,-.en. , . o 8p-1.1 cUatdcta p-l-.8 . un-hw of adTuatapa: -TbeJ" IIN iDauJ&tecl from tbe npriea of feden1, &tate Gld loc8l polJ~ Gld tvvdlnr ~. .TbeJ' en paz -W":t. . '. ,'"'" r j._.'>/~. ...~.~- . -Tb8y An.hle the ..UlIIbIT of . Cl:ritIaG .... of taleDt ezperta In the n-m. of P1IfIdraD. -Tb8yU'e .~, fuDctIoaIDe In lIIUly w.ys like fouD...tinn.. -They U'e publlaly _tabla. . -Beat of ell, they An.h" loc8l CllIIIIIIUDitlea to solve loc8l prob- lema with loc8l daUan. . , It baa been aaid that f'vndl"r for prevenUve programa for children is the only "",n\lerv.Uve f'In.nPl.I approech. Those who 19uore the problema of Infants, ..hlldren IIDd teeoagen U'e actu.Illy the big spenders. Their inactivity will require lIIuch larger InvestmenU In sute AnPi.1 and .....m..... programs IIDd tbe priaoD ~~ In Coll1er County, . county with 30,118 phll(Jren under age 18, there U'e 6,95'1 ..l1ildren living below the poverty level; there were 326 births to teenagers In 11189, 140 of which were low birth weight; there were 1,104 children on chfld care waiting Hats; 1,361 children were re- ported abused or neglected; 203 ..hildren p1aced In elll81'geDCy shelters; '18 in foster care. Of the 18,321 public APhnol student population, 1,264 students dropped out; 4,454 students were suspended either in ....hnnlor out of APhnol. luv..niles PnmmiUed apprnTimptely 35\ of ell crimes in Cnlli"r County; apprnTim.te1y 11,230 crimea. Of this total, 159 of the III08t active juvenile offenders Pnmmitted8,560 crimea in ('.n1\ier County. There were 1,123 juvenile arrests. The total coat In 11188 of repeated grades of 1,143 students was $3,'101,034; a 4 UIOnth average stsy at Naples Community Hospital for a single coeAine baby coats $325,000; coats IIN currently $50,000 to $60,000 per year for a child to be cared for by the state. The final coat of neglecting ('....rn...'s ..hlldren is staggering. In dollars, in wasted opportunities, In "'Am,,&'8 to the human s~t. Prevention, education, IIDd early Intervention U'e the keys to pre- venting UIOre lI8r1oua d1t1Icu1Ues for pblldren who will Deed expenaI.ve mental health, alcohol, and drug abuse aervicea or extensive criminA' justice services should those Interventions not be available. There is currenUy almoat DO funding for prevention, education and early inter- vention for alcohol, drug abuse, and ID8Dtal health In ('....IH.... County. The argument for creation of the Children's Services CouncU of Cnlli"r County is both moral and practical. Moral, because government baa DO duty more basic than to protect and provide for chfldren. Practical because failure to create preventive strategies that direct children toward healthy and productive livea costa aociety dearly in the long run. TO: FROM: AARP AAUW Black Betterment Committee Collier County NAACP Collier County Housing Authority Collier United for Rights ~ Equality Department of Veteran SErviCEs Disabled Veterans Evening Optimists of Naples Handicapped in Action Hispanic Affairs Advisory Board Las NaciDoes League of Women Voters of Collier County Minority Educators Caucus National Council of Jewish Women Women's Political Caucus .-il-c- ~'/'J Hecrrr'iC.Gfribb12! Memoer Black Affairs Advisory Board, Collier County DATE: February 19, 1992 RE: Proposal for Creation of the Collier CDunty Deportment of Equol Opportunity 1) RE.quest for Endorsement 2) Invitation to Attend Meeting to Finalize P.aposal - March 11~ 1992 While I rEoret using this uform letter" approach to communicating with you, the essenCE and availability of time dictate that I do so. Attached is a copy of the second drdft proposdl of the Collier County Bldck Affairs Advisory BOdrd (BAABl for the creation of a Collier County Department of Equal Opportunity. This second draft incorporates and responds to many ideas, commeotsJ and suggestions that have been made by organizational representatives and county staff personSa Further comments are encouraged. It is anticipated that this proposal will be finalized at the March 11, 1992 meeting of the BAAB. We request that you review and present this draft to your governing body for endorsement as soon as possible. Written endorsements, comments, and reservations will be appreciated, and would facilitate our ability to include or forward them to the County Commissioners. Your endorsement, with or without comment or reservations, is reqUEsted bv March 20. 1992. Mailing Address: Henry C. Tribble 980 Huron Courtl #403 Marco Isla~d1 Fl 33937 WE would also appreciate your attendance at our March , , ", 1992 ffi2Etiilg - Where: East Naples Library 8787 Tamiami Trail East March 11, 1992 6:30 p.m. Date: Time: :'.' We have attempted to identify and contact all organizations that might havE a positive interest in our proposal. If you know of other organizations (in addition to those addresssEd in this lettEr) which might bEnEfit by thE crEation of the proposed Department of Equal Opportunity! please share this information with them. Please call me at 642-4759 to let me know if you will have representation at the meeting or havE comments or reservations regarding the proposal~ c: Commissioner Burt L. Saunders MargarEt B. Bowles Leo O[hs~ Jr. Blac~ Affairs Advisory Board Members -: TO: FROM: DATE: SUBJECT: PRIMARY OBJECTIVES: S E CON D D R AFT Revised 2/lb/92 ThE Collie~ County Board of County Commissioners Larry Word, Chairperson Collier County Black Affairs Advisory Board February 19~ 1992 REcommendation for the Establishment of a Collier County Department of Equal Opportunity 1. To insure that all citizens in Collier County's increasingly diverse population are afforded equal opportunity and non- discrimination as defined by applicable Federal and Florida laws, in emplOyment, public accommodations (PA), housing, the provision nf Collier County serviCES, participation in Collier County programs and the procurement of goods and services by Collier County. 2. To establish effectiVE laws and CEntralized administrative resources to effectuate ObjectiVE Number 1 and those below. The laws to be Established would prohibit discrimination based on race, color, religion, national origin, sex~ handicap!disability~ marital status: and age. The term Pprotected groupsP, when used herein, applies to the above categories. The types of discrimination prohibited will include employment, housing, accessibility and the prevision of services and programs relative to Collier County Government. Employment, housing, public accommodations and accessibility discrimination will be ~rohibited by the public sector. The laws matching protected groups with types of discrimination should generally parallel present state and Federal laws. Therefore, not all protected groups will be covered in all types of prohibited discrimination. ~. To provide a centralized vehicle for effectively anticipating, preventing and resolving intergroup relations problems which are bound to exist and occur in a rapidly growing~ increasingly dive,sified community such as CGllier County. 4. To provide staff support, coordination and liaison relative to the Collier County Hispanic and Black AdvisQry Boards, organizations representing the disabl2d community, women~ and those protected by laws prohibiting discrimination based on age~ and other present and future bodiES of Q simil;r nature. 5. To provide effective laws and mEchanisms to insure compliance with e~istino state and Feder;l laws. BACKGROUND, b. To reduce the occurrences of unrest, state and Federal administrative actions and litigation relative to allegations of legally prohibited discrimination, and to provide professional expertise and resources to effectively resolve such activities that do occur, in a manner that reduces human and financial costs to Collier County citizens and government. 7a To provide TEchnical Education and AssistanCE (TEA) to all elements of the community relative to what is and is not required relative to county, state and Federal equal opportunity and non- discrimination laws. This pro-active objectiVE will greatly help potential respondents who truly desire to udD the right thing" and to avoid costly complianCE actions. It is also important to provide community outreach (CO) to educate protected group memoers to insure that they know their rights undEr the law(s) and also know when matters do not mEet the tests of those laws~ 8. To provide d centralized mechanism for AmEricans with DisabilitiES Act (ADA) rElated education and activities~ 9. Such other objectives that are determined to be appropriate. As you are aware, this Board has taken great pains and deliberatiVE efforts to seek obiectivE data on which to form conclusions and to ma~e recommEndations~ We began our tasks by requesting substantial data from county agencies in ordEr to ascertain the status of equal opportunity and non-discrimination, primarily in Collier County governmEntal operations, and in the private sector of Collier County. County staff and agencies haVE generally beEn responsiVE and helpful relatiVE to our rEquests~ In fact, some staff persons haVE been extremely helpfu14 As an advisory body, composed of volunteers with primary professional and family responsibilities, we have devoted our maximum time and efforts at reviewing the information provided~ By virtue of our diverse backgrounds and coordination with the Hispanic Affairs Advisory Board, NAACP and other minority, disabled and women's organizations, we also bring and obtained important information and perspectives from much of the county's protEcted group population. This combination of information and oersoectives serves as thE primary bases for the Findings, Conclusions and Recommendations which follow. " L FINDINGS: Our findings will be succinct. We have endeavored to obtain comments and suggested corrections from appropriate county staff and others as a means of increasing the accurancy and objectivity of this document. This does not necessariJy impJy that those persons wholeheartedJy endorse aJl of our positions. The primary elements of our findings are as follows: I. EquaJ EmpJoyment Opportunity - GeneraJly A. There are no county laws which insure equal opportunity and non-discrimination in the employment practicES of governmental or private sector EIDployers in Collier County. Therefore, e~ployers and protected group members must wait on state Of Federal agencies in Washington, D.C., Atlanta, Miami or TallahasseE to obtain determinatiDns and resolutions of complaints and issues. Education and technical assistanCE dfE scarce or nonexistent from such agencies. B. Collier County Government 1. Generally, there is significant under-representation of minorities and protected groups employed by the County, Especially in oon-traditional middle and upper echelon positions. The applicant flow is also under-representative of such groups~ 2. Some affirmative action and equal opportunity policies and procedures have been or are being put into pl~CE (e.g., Department of Human Resources and the Collier County Sheriff's Department). It does not appear as of this time that they have resulted in significant success. C. Private Sector EmpJoyment While WE do not have hard data in this segment of employmentt it is a given that employment discrimination is a significant phenomenon in this nation and state. There is therefore every reason to beliEVE it is one of significance in the Collier County private sector, esoeciallv in light of the absence of locally enforced laws, rapid increases in the ~umbers of minorities and other protected groups, bad economic times, and the non-existence of local technical assistance and education on what legally constitutes discriminatory practices. II. Public Accommodations While it is hoped that in 1992 this is not generally a major problem in Collier County~ mechanisms and lews do not exist to address the hopefully relatively few instances which may occur. , ~ III. Housing There is a County Fair Housing Ordinance which prohibits discrimination in housing and provides for the filing of "informal complaints". As of this date we have not obtained a complete copy of that ordinance for Evaluation. HowEver, there is little, if any, enforcement of which we are or havE been made aware. Additionally, an MinformalM complaint process is not sufficient to enforCE non-discrimination. IV. County Services We are not aware of any county laws or formal mechanisms which are geared to insure equality and non-discrimination, relative to generally designated Uprotected ~rQUpSuf in the delivery of county services. Federal law (e.g. ~ Title VI of the Civil Rights Act of 1964} requires non-discrimination in the provision of s?fvices that are funded in whole or part by Federal funds. Basic constitutional principals allow for judicial remedies if there is discrimination or the denial of Equality relatiVE to Pprotected groups". V. Participation in County Programs There appears to be an absence of county la~s and mechanisms as indicated for county serviCES above. There are probably more Federal funds used for programs than serviCES and therefore greater legal responsibility to insure non-discrimination and equal opportunity relative to participation in county programs. VI. County Procurement of Goods and Services There are no county laws or formal mechanisQs to insure that protected group individuals and businesses are afforded equal opportunity in obtaining contracts to provide goods and serviCES to the county. We understand there are informal activities that are aimed at increasing the participation of such groups in the procurement process. Providing true equal opportunity and affirmative action in this area has extremely far reaching implications beyond the primary individuals who may be the beneficiaries. It can greatly enhance the econoQic viability of those groups and communities who historically and presently are essentially left out of the economic mainstream. Additionally, Florida Statute; Chapter 287 requires counties to have goals for contracting with protected group ~embers. The use of some state and Federal funds brings similar mandates. Failure to have appropriate mechanisms and results will subject the county to higher riSKS of litigation and loss of badly nEeded funds. 4 SUMMARY: CONCLUSIONS: VII. Americans with Disabilities Act (ADAl The compJexity and demands of this JegisJation transcends all of the above. The sweeping requirements on aJI segments of our society, governmental and private sector, places astounding technical, legal and operational demands which few are adequately prepared to meet. These requirements will readily and greatly impact on Collier County because of its rapid growth and sizeable elderly population. While we did not specifically look at what mechanisms E~ist to deal with this legislation, it is our guess that apparatus to comprehensively and effectively respond to the requirements do not e~ist. We understand there are informal mechanisms and liaison with disabled organizations, but such activities alone can hardly meet the strenuous mandates of the ADA. Centralized effectiVE mechanisms, based on Collier County laws and professionalized resourCES, do not exist to insure equal opportunity and non-discrimination in Collier County for the Upratected groups" as defined by applicable state and Federal laws. Without appropriate laws, concEntrated and coordinated organizational and professional efforts, dedicated resources and cOffiffiittment, education, technical assistance, enforcement apparatus, etc., there cannot and will not be equal opportunity and non-discrimination in the operation of Collier County governmental or private SEctor arenas. This is especially true in light of the rapid increaSE in the number of minorities and protected group persons in the County aDd during these bad Economic times. While there are equitable, moral .and constitutional principals which generally require such efforts by . local governmental bodies, there are existing state and Federal laws and agencies that spEcify areas of co~pliance, for which failure to achieVE can mEan the loss of revenues available to the county. The county also has greater exposures to liabilities for discrimination based on individual and class action complaints and litigation. There are also the comprehensive requirements of the ADA! Lastly, and hopefully most important to you, there is the resDonsibilitv (which each member of the Collier County Board of County Commissioners made great efforts to obtain) to insure equal opportunity, non- discrimination and the economic and social development and well being of all persons and groups governEd by you. In every other major area of governmental concern, Collier County has devoted the resourCES, centralized and coordinated organizational mechanisms and weight of county law in order to effectively address the requirements of each area. There must be equitable devotion to the concerns addrEssed herein, and such efforts are in the best interest of all cd Collier County. We believe that state and Federal laws ooerationallv require the actions WE request. c ~, RECOMMENDATIONS: We strongly recommend the expeditious establishment of the Collier County Department of Equal Opportunity (OED). With reasonable diligence, the creation of the Department and hiring of the Director can be completed by May I, 1992. Initially, the OED should report directly to the County Manager because of the sensitiVE nature of its mission and its having oversight or liaison responsibility relative to most other county agencies. We also recommend exploring the possibility, during phase IB or later, of establishing a lay Commission on Equal Opportunity (CEO). This commission could serve as the body for policy making, appeals of DED dEcisions, and other functions. The Florida and Kentucky Human Rights Commissions, among others, are organized in such a fashion. The role and scope of the OED should be to implement andlor ~oordinatE the abOVE Objectives and other activities deemed appropriate by the Board of County Commissioners. A recommended Organizational Structure and approximate time periods for phased implementation are indicated in Attachment A. While it is our desire to provide as much background information as possible, it is not within our resourCES of available time and monEY to present more than is contained herein. Attachments C - contain some lnformation which should be helpful. We believe that your consultation with county legal, human resourcEs! program~ services and procurement staffs will quickly and easily verify and validate the essentials of our findings! conclusions and recommendations. The phasing of DEO is geared to allow for the deliberate fashioning of each legal and organizational component, to insure thQt it appropriately captures the requirements of applicable Federal and state laws, and is done so commensurate with the special nuanCES of Collier County. 6 F I seAL IMPACT: Proposal Prepared By As an advisory body with limited time and resources, we are not in a position to be able to accurately identify the costs that may be associated with implementing the objectives indicated above. We are mindful of the present financial constraints upon the county government and believe that phased staffing and utilization of Federal funds for staffing will greatly reducE the immediate fiscal impact of this activity, and for the near future. We also believe that, despite presEnt financial constraints, it is imperatiVE that this activity begin immediately. An uneducated gUEsstimate is that $10,(100 - $15,000 per filonth ffiE..Y. be required during FY 1992. In any Event, a reasonable cOffimittment will require the Expenditure of a reasonable amount of funds. The commitment of such funds can easily outweigh the costs of lost state and Federal monies, as well 2S administration and judicial actions, which are more likely to occur by not making such a commitment. Subsequent to our first draft of this proposal, county staff provided us with some Estimates of staffing costs. These estimated staffing costs are indicated in Attachment B. Lastly, Even at its maximum funding level, the cost for the DEO is minuscule relative to the total county budget. The expenditure of such a relatiVEly small sum is minute for the purpose of insuring that 70-80r. of the County population is treated fairly and in compliance with Florida and Federal laws. From our perspective, money is not dn operational issue when you consider that approximately $65,000 during FY 91/92 is only ____% of the $_________ County budget for the YEar. This also holds true for all funding phases of the OEO. Date Henry C. Tribble, Member Black Affairs Advisory Board 7 ...... A T T A C H MEN T A COMMISSION ON EQUAL OPPORTUNITY BOARD Of COUNTY COMMISSIONERS COUNTY MANAGER , , ,--------, COUNTY ATTORNEY :ADMINISTRATIVE SERVICES: Human Resources Purchasing Sves I' ^' !H' DIRECTOR DEPT. OF EQUAL OPPORTUNITY: [IBJ [4 J ADMINIS:TRATIVE ASSI:STANT RECEPTIONIST CLERK [IBJ (B) ASST. DIRECTOR - DEO [2J DIRECTOR COMMUNITY OUTREACH! TECH ED ~ ASSISTANCE COTEA - DEE DIVISION COMPLIANCE DIVISION [2] [3J CLERICAL (8) :-----------: CLERICAL [5J [3J [2] (4 ] [3J C 0 TEA: INTERNAL: EED DBE FAIR HOUSING ~~ P A EXTERNAL EEO 8 I. The bracketed numbers indicate the phase in which staff will be hired. 2. The dotted line to the CA indicates liaison with and review and advice by the CA regarding legal matters. 3. The dotted line to Administrative Services indicates liaison relative to internal EEO and DBE activities. DBE, Disadvantaged Business Enterprises, includes Minority Business Enterprises (MBEJ and Women Business Enterprises (WBEs), and possibly others who own small businessEs and are determined to be socially and Economicably disadvantaged. 4. (Bl = Bilingual (Spanish) capability reouired. This capability will be sought for other positions Dn an as needed basis. 9 '. ORGANIZATIONAL PHASES PHASE ONE - May 1, 1992 - September 30, 1992 MAJOR ACTIVITIES STAffING 1. Establishing Office and Procedures (1) Director, DEO (2) Administrative Assistant (3) Director, COTEA 2. Drafting Ordinance and Administrative Codes Relative to: A. DBE Provisions B. COTEA Provisions C. Internal EEO Provisions D. Liaison with Advisory Boards E. Commission on Equal Opportunity ~. Establishing Liaison and Procedures with Advisory Board(s) 4. Establishing Liaison and Procedures with Administrative Services regarding Internal EEO 5. Same As Above regarding DBE Programs and Disparity Analysis 6~ Board of County Commissioners Passes Ordinance and Amendments to the Ordinance 7. TEA Conducts a Needs Assessment in the Business Community B. Establishing Procedures for Equal Opportunity Review of County Programs 9. locating Federal, State and local Sources for Funding (EEOC ~ HUD Compliance Agencies, and other Federal grants). 10. Establishing liaison with State and Federal Equal Opportunity Agencies 11. Plan Training for the Board of County Commissioners, Department of Equal Opportunity Staff, County Attorney Staff, Administrative Services Staff, Other County Officials, Minority Community Leaders, Business Community Leaders. 12. Develop DBE Certification Application and Procedures 13. Assessing Present and Future Organizational Development of the DED. 10 PHA.S!:: TWO - Odober I, 1992 - March 30, 1993 MAJOR NEW ACTIVITIES I. Drafting Compliance Amendments to the Ordinance and County Administrative Code Relative to: A. EEO Provisions B. Fair Housing Provisions C. Public Accommodations Provisions D. Equal Opportunity in County Programs and ServicEs 2. Developing Posters ~. Developing DED Brochures 4. Locating Federal and State Sources for Funding 5. Maintaining Liaison with State and Federal Equal Opportunity Agencies b. Implementing Training (#11 Phase 1) 7. Developing DED Compliance SOPs 8. Implementing DBE Program A. DEE Identification and Certification B. DBE Capability Assessment C. DBE. Training Regarding Collier County Procurement Processes D. Identification of Special DBE Procurements E. Enhancement of DBE Capabilities f. Identification and Removal of Barriers to Contracting with DBEs, Where Appropriate. G. Establishing Goals for Contracting with DBEs H. Institute DBE Goals, If Feasible I. Explore Mentor-ProtogeE Program 9. Developing Complaint forms A. Internal EEO B. External EEO C. Housing D. Public Accommodations 10. ASSEssing Present and Future Organizational Development of the DED 11 NEW STAFfING (1) Dire~tor - Compliance (2) DBE Specialist (3) Secretary - COTEAfDBE PHASE THREE - Apr i I I, 1993 - September 30, 1993 MAJOR NEW ACTIVITIES 1. Determine DBE Goals for fV ~ <.. Institute DBE Goals for fV ~. Explore or Implement Mentor-Protogee Program 4. Plan Second Annual County-Wide Equal Opportunity Workshop Conducted by Federal, State and Other Officials 5. Continue Seeking Federal, State and Local Funding SourCES 6. ASSESS Present and Future DevelopmEnt of All DED Operations 7. Implement Equal Opportunity in Programs and ServicEs PHASE FOUR - October 1, 1993- March 30, 1994 MAJOR NEW ACTIVITIES 1. Review and Refine Operations 2. Ascertain Need for Expanded COTEA Program ~. ASSESS Present and Future Organizational Development of the DEO PHASE fIVE - April I, 1994 - September 30, 1994 MAJOR NEW ACTIVITIES 1. Expand COTEA, if nEeded 2. ASSESS Present and Future Organizational Development of the DEO 12 NEW STAFFING (I) E.ternal EEO Specialist (2) Internal EEO Specialist (3) SEcrEtary - Compliance NEW STAFFING (1) Receptionist/ClErk (2) fair Housing ~ P A NEW STAFFING (1) COTEA Specialist '. ATTACHMENT B PROPOSED DOE STAFFING COST ESTIMATE Phase I - EEO Director, Administrative Asasistant, Director (COTEA) Base Salaries :$ 33,534 22,038 30,380 (1) 85,952 EEO Director Administrative Assistant - A lower grade position may suffice DirectDr COTEA .38% Fringes . $118,614 5 me = $49,423 Phase II - Director, CompliancEf DBE Specialist, Clerical Secreta.ry I Base Salaries :t 30~380 25,558 14,643 :$ 70,581 X DirectDr Compliance DBE Specialist Secretary I .38:1. Fringes $97,402 Phase III - Internal EEO Specialist, External EEO Specialist, Secretary I ([Dmpl i ance) Base Sal ari"2S $ 23,733 25,558 14,643 $ 63,934 x Internal EEO Specialist External EEO Specialist Secretary I .387. Fringes $88,228 Phase IV - Secretary I (Receptionist/Clerk) f Fair Housing Specialist Base Salaries :$ 25,558 14,643 $" 401201 x Fair Housing Secretary i ",., . -1" {.. ;:'l-'eCl d.l 1 SI.. .38i~ Fringes $55,477 PhaSE ',,! - COTEA Speci al i st Base Sa 1 arv -$ 25~558 x ~38!. Fringes $35,270 (Continued on N~xt Paqe) YEARLY BASIS FY 91/92 fY 92/93 FY 93/94 FY 94/95 ------ -------- -------- -------- -------- ------ -------- -------- -------- -------- 'Phase 1 $118,614 49,423 118,821 118,821 118,821 PhasE II 97,402 97,402 97,402 97,402 PhaSE III 88,228 (3) 44,114 88,228 88,228 Phase IV 55,477 (3) 27,739 55,477 Phase V 35,270 (3) 17!635 ------- ------- ------- ------- ------- (1) (2) 394,991 (I) 49,423 (I) 260,337 (1) 332,190 (1) 377,563 The above data does not include offiCES, furniture, operating Expenses, telephone, electricity, etc. (1) This sum is based on ~ indicated employees being on the payroll effective the first day of the indicated Phase. (2) FY 95/96 (3) 1/2 Year. We thank the Collier County Department of Administrative Services for providing the figures for estimated base salaries and fringe benefits. ENDOR'SEMENTS: (Selow are endoresments or the names of persons and organizations from whom we expect endorsements (EA = endorsement anticipated). An indication of EA does not guarantee such, and is not a representation of the formal position of such entity relative to this proposal.] We endorse the above proposal. Any exceptions or additional comments will be addressed by a separate letter. Date Chairperson, HISPANIC AFFAIRS ADVISORY BOARD Date PrEsident, COLLIER COUNTY NAACP Date LULAC Date DISABLED VETERANS OF COLLIER COUNTY Date HANDICAPPED IN ACTION Date WOMEN'S POLITICAL CAUCUS OF COLLIER COUNTY Date AMERICAN ASSOCIATION OF UNIVERSITY WOMEN Date LEAGUE OF WOMEN VOTERS Date EVENING OPTIMISTS OF NAPLES Date NATIONAL COUNCIL OF JEWISH WOMEN Date AARP Date Date 13 f/ fl. C!~\ (~ LA. J.Ji UL-. '- \ P d ~. - PCI ills .' TO: AARP AAUW Black BettermEnt CommitteE coutm ;AGfR ROUTING DATE . "'11 JY '-' J' ACTION: Collier County NAACP Collier County Housing Authority Collier United for Rights & Equality Department of Veteran ServiCES Disabled Veterans Evening Optimists of N;~lE5 Handicapped in Action Hispanic Affairs Advisory t.o~rd Las Naciones LeagUE of Women Voters of Collier County Minority Educators Caucus National CouncIl of Jewish Women Women's Political Caucus --L/~ C. ~";'2.., He1rfy C.urrl bbl E. MemoEr Black Affairs Advisory Board, Collier County INFO: FILE: STAFF FILE: - BY: '\,.,0 p".) :::.\': n c::Jc) "";;1 -"1"1 -'0.,':-' \ I:f\ i "~'\ "'r;!'" ,':,':1 ~.~ :')':' .'.1 ..'\ 1 ",", fROM: 1:.)1 DATE: February 1'1, 1992 RE: Proposal for Creation of the Collier County Department of Equ21 Opportunity 1) HE.quest for EndDrsefilent 2) Invitation to Attend Meeting to FinaliZE Proposal - March 11~ 1992 While I rEoret using this uform letterU approach to communicating with you~ the essence and availability of time dictate that I do SOa Attached is a copy of the secDnd draft proposal of the Collier County Black Affairs Advisory Board (BAAB) fDr the creation of a Collier County Department of Equal Opportunity. This second draft incorporates and responds to many ide~s: (ommeots~ and suggestions that have been made by organizational representativEs and county staff personsa Further comments are encouraQEd. It is anticipated that this proposal will be finalized at the March 11, 1992 meeting of the BAAB. We request that you review and present this draft to your governing body for endorsement as soon as possible. Written endorsements, comffiEnts, and reservations will be apprEciated, and would facilitate our ability to include or forward them to the County Commissioners. Your endorsement, with or without comment or reservations, IS requested bv March 20. 1992. Mailing Address: Henry C. Tribble 980 Huron Courtf #403 M2rco Isla~d~ FL 33937 W2 would also appreciate your attenda~CE at our March 11. tqq? meeting - E,4~r /V/J,If?LES ,u(3,u:,1fC7 8757 7APlNUttl ~/"- Where: '- ~ D.;.. t 2: Tim2: MarCil 11, 1992 6:30 p.m. '-'. . We have attempted to identify and contact all organizations that might havE a positivE interest in our proposal. If you know of other organizations (in addition to those addresssed in this letter) which might benefit by the creation of the proposed Department of Equal Opportunity! pleaSE share this information with them. Please call me at 642-4759 to let me know if you will have representation at the meeting or have comments or reservations regarding the proposal. c: Commissioner Burt L. Saunders Maroaret B. 80wles Leo OCh5~ Jr. Black Affairs Advisory Board Members TO: FROM: DATE: SUBJECT: PRIMARY OBJECTIVES: SEe 0 N D D R AFT Revised 2/16/92 The Collier County Board of County Commissioners Larry Word1 Chairperson Collier County Black Affairs Advisory Board February 19, 1992 REcommendation for the Establishment of a Collier County Department of Equal Opportunity 1. To insure that all citizens in Collier CountY~5 increasingly diverse population are afforded equal opportunity and non- discrimination as defined by applicable Federal and Florida laws, in employment, public accommodations (PAl, housing, the provision .of Collier County services, participation in Collier County programs and the procurement of goods and serviCES by Collier County. 2. To establish effEctiVE laws and centralized administrativE resources to effectuate ObjectiVE Number 1 and those below. The laws to be established would prohibit discrimination based on race, color~ religion, national origin, sex, handicap/disability, marital status, and age. The term "protected groups"~ when used herein, applies to the above categories. The types of discrimination prohibited will include employment, housing, accessibility and the prevision of services and programs relative to Collier County Government. Employment, housing, public accommodations and accessibility discrimination will be -prohibited by the public sector. The laws matching protected groups with types of discrimination should gen2rally parallel prEsent state and Federal 1 aws. Therefore, not all protected groups will be covered in all types of prohibited discrimination. ~. To provide a centralized vehicle for effectively anticipating, preventing and resolving intergroup relations p~oblems which are bound to exist and occur in a rapidly growing~ increasingly diversified cDmmunity such as Collier County. 4. To provide staff support, coordination and liaison relative to the Collier County Hispanic and Black Advisory Boards, organizations representing the disabled community, women~ and those protected by laws prohibiting discrimination based on aqe~ and other present and futurE bodiES of a similar nature. 5. To provide effectiVE laws and mechanisms to insure compliance with EAistino state and Federal laws. BACKGRDUND: 6. To reduce the occurrences of unrest, state and Federal administrative actions and litigation relative to allegations of lEgally prohibited discrimination, and to provide professional e~pertise and resources to effectively resolve such activities that do o~cur~ in a manner that reduces human and financial costs to Collier County citizens and government. 7. To provide Technical Education and Assistance (TEA) to illl elements of the community relative to what is and is not required relatiVE to county, state and Federal equal opportunity and noo- discriminatio~ laws, This pro-active objectiVE will grEatly help potential respondents who truly desire to "do the right thing" and to avoid costly compliancE actions. It is also important to provide community outreach (CO) to educate protected group members to insure that they know their rights under the law\s) and also know when matters do not meet the tests of those laws. 8. To provide a centralized mechanism for Americans with Dis~bilities Act (ADA) related education and activitiES. 9, Such other objectives that are determined to be appropriate. As you are aware, this Board has taken great pains and deliberative efforts to seek obiectivE data on which to form conclusions and to make recommendations. We began our tasks by requesting substantial data from county agencies in order to ascertain the status of equal opportunity and non-discrimination, primarily in Collier County governmental operations, and in the private SEctor of Collier County. County staff and agencies have generally been rEsponsiVE and helpful relative to our requests. In fact, 50m2 staff persons haVE bEEn extremely helpful. As an advisory body, composed of volunteers with primary professional and family responsibilities, we have devoted our maximum time and efforts at reviewing the information provided. By virtue of our diverse backgrounds and coordination with the Hispanic Affairs Advisory Board, NAACP and other minority, disabled and women~s organizations, we also bring and obtained important information and perspectives from much of the county IS protected group population. This combination of information and oersoectives serves as the primary baSES for the Findings, Conclusions and Recommendations which foIl c,w, ~ k FINDINGS: Our findings will be succinct. We have endeavored to obtain comments and suggested corrEctions from appropriate county staff and others as a ~Eans of increasing the accurancy and objectivity of this document. This dOES not nECEssarily imply that thoSE persons wholeheartedly endorse all of our positions. The primary elements of our findings are as follo,;5: I. Equal Employment Opportunity - Generally A. There drE no county laws which insure equal opportuni ty and non-discrimination in the employmEnt practiCES of governmental or private SEctor employers in Collier County. Therefore, employers and protected group members must wait on state or Federal agencies in Washington, D.C., Atlanta, Miami or TallahassEE to obtain determinations and resolutions of complaints and issues. Education and technical assistance are scarCE or nonexistent from such agencies. B. Collier County Government 1. Generally, there is significant under-representation of minorities and protected groups employed by the County, especially in non-traditional middle and upper echelon positions. The applicant flow is also under-representativE of such groups. 2. Some affirmatiVE action dod equal opportunity policies and procedures haVE been or are bEing put into plaCE (e.g'1 Department of Human ResourCES and the Collier County Sheriff~s Department). It dOES not appear as of this time that they haVE resulted in significant SUCCESS. C. Private Sector Employment WhilE WE do not haVE hard data in this segment of employment, it is a given that employment discrimination is a significant phenomEnon in this nation and state. There is therefore Every feason to belieVE it is one of significance in the Collier County private SEctor, esoEciallv in light of the absenCE of locally enforced laws~ rapid increases in the numbErs of minorities and other PfotEcted groups, bad Economic times, and the non-existenCE of local tEchnical assistanCE and education on what legally constitutes discriminatory practiCES. II. Public Accommodations While it is hoped that in 1992 this is not generally a major problem in Collier County, mechanisms and laws do not E~ist to address the hopefully relatively few instanCES which may occur. , III. Housing There is a County fair Housing Ordinance which prohibits discrimination in housing and provides for the filing of "informal complaints". As of this date we haVE not obtained a complete copy of that ordinancE for evaluation. However, there is little, if any, enforcement of which we arE or have been made aware. Additionally, an "informal" complaint process is not sufficient to enforCE non-discrimination. IV. County ServiCES We are not aware of any county laws or formal mEchanisms which are geared to insure equality and non-discrimination, relatiVE to generally designated "protected groups", in the delivery of county serviCES. Federal law (e.g. ~ Title Vi of the Civil Rights Act of 1964; requires non-discrimination in the provision of services that are funded in whole or part by Federal funds. Basic constitutional principals allow for judicial remedies if there is discrimination or the denial of equctlity relative to I'protected groups". V. Participation in County Programs There appears to be an absence of county laws and mechanisms as indicated for county services above~ There are probably more Federal funds used for programs than serviCES and therefore greater legal responsibility to insure non-discrimination and equal opportunity relative to participation in county programs. VI. County ProcuremEnt of Goods and ServiCES There are no county laws or formal mechanisms to insure that protected group individuals and businesses are afforded equal opportunity in obtaining contracts to provide goods and services to the county. We understand there are informal activities that are aimed at increasing the participation of such groups in the procurement process. Providing trUE equal opportunity and affirmative action in this area has Extremely far reaching implications beyond the primary individuals who may be the beneficiaries. It can greatly enhance the Economic viability of those groups and communities who historically and presently are essentially left out of the Economic mainstream. Additionally~ Florida Statute; Chapter 287 requir2~ counties to have goals for contracting with protected group members. The use of some state and Federal funds brings similar mandates. Failure to haVE appropriate mechanisms and results will subject the county to higher risks of litigation and loss of badly needed funds. 4 SUMMARY: CONCLUSIONS: VII. Americans with Disabilities Act (ADA) The comple.ity and demands of this legislation transcends all of the above. The sweeping requirements on all segments of our society, governmental and private sector, places astounding technical, legal and operational demands which few are adequately prepared to meet. These requirements will readily and greatly impact on Collier County because of its rapid growth and sizeable elderly popul.tion. While we did not specifically look at what mechanisms exist to deal with this legislation, it is our guess that apparatus to comprehensively and effectivelv respond to the requirements do not exist. We understand there are informal mechanisms and liaison with disabled organizations, but such activities alone can hardly meet the strenuous mandates of the ADA. Centralized effective mechanisms: based on Collier County laws and professionalizEd resources, do not exist to insure equal opportunity and non-discrimination in Collier County for the "protected groups~ as defined by applicable state and Federal laws. Without appropriate laws, concentrated and coordinated organizational and professional efforts, dedicated resources and committment, education, technical assistance, enforCEment apparatus, etc. f there cannot and will not be equal cpportunity and non-discrimination In the operation of Collier County governmEntal or private sector arenas. This is especially trUE in light of the rapid increase in the number of minorities and protected group persons in t~e County aDd during theSE bad Economic times. While there are equitable, moral and constitutional principals which generally require such efforts by local governmental bodies, there afe existing state and Federal laws and agencies that specify area; of co~pliance, for which failure to achieve can mean the loss of revenUES available to the county. The county also has greater e~posures to liabilities for discrimination based on individual and class action complaints and litigation. There are also the comprehensivE requirements of the ADA! Lastly, and hopefully most important to you, there is the resoonsibilitv (which each member of the Collier County Board of County Commissioners made great efforts to obtain) to. insure equal opportunity, non- discrimination and the economic and social development and well being of all persons and groups governed by you. In every other major area of governmental concern, Collier County has devoted the resourCES, centralized and coordinated organizational mechanisms and weight of county law in order to effectively address the requirements of each area. There must be equitable devotion to the concerns addressed herein, and such efforts are in the best intere~.t of all of Collier County. We believe that state and Federal laws ooerationallv require the actions we reqUEst. 5 RECOMMENDA T IONS: We strongly recommEnd the expeditious Establishment of the Collier County Department of Equal Opportunity (DEOI. With reasonable diligencE, the creation of the Department and hiring of the DirEctor can be completed by May 1, 1992. Initially, the DED should report dirEctly to the County Manager bEcaUSE of the sensitiVE nature of its mission and its having oversight or liaison responsibility relative to most other county agencies. We also recommend Exploring the possibility, during phaSE IB or later, of Establishing a lay Commission on Equal Opportunity (CEOl. This commission could SErVE as the body for policy making, appeals of DEO decisions, and other functions. The Florida and Kentucky Human Rights Commissions, among others, are organized in such a fashion. The role and scope of the DEO should be to implement andlor ~oQrdinatE the above Objectives and other activities deemed appropriate by the Board of County Commissioners. A recommendED Organizational Structure and appro~imate time periods for phased implementation are indicated in Attachment A. Whil2 it is our desire to provide as much background information as possible, it is not within our resources of available time and money to present more than is contained herein. Attachments C - contain some i.nformation which should be helpful. We believe that your consultation with county legal, human resourCES, program~ services and procurement staffs will quickly and easily verify and validate the essentials of our findings~ conclusions and recommendations. The phasing of DEO is geared to allow for the deliberate fashioning of each legal and organiza.tional COlJ'lpOnent, to insure that it appropriately captures the requirements of applicable Federal and state laws, and is donE so commensurate with the special nuances of ColliEr County. 6 FISCAL IMPACT: Proposal Prepared By As an advisory body with limited time and resourcEs, we are not in a position to be able to accurately identify the costs that may be associated with implementing the objectives indicated above. We are mindful of the present financial constraints upon the county government and beliEve that phased staffing and utilization of Federal funds for staffing will greatly redUCE the immediate fiscal impact of this activity, and for the near future. We also believe that~ despite present financial constraints, it is imperative that this activity begin immedi~tely. An uneducated guesstimate is that $10,000 - $15~OOO per month ~ be required during FY 1992. In any event, a reasonable committment will require the expenditure of a reasonable amount of funds. The commitment of such funds can easily outweigh the costs of lost state and Federal monies, as WEll as administration and judicial actions, which are ~ore likely to occur by not making such a commitment. Subsequent to our first draft of this proposal, county staff provided us with SOIDe estimates of staffing costs. These estimated staffing costs are indicated in Attachment B. Lastly, eVEn at its maximum funding level, the cost for the DED is minuscule relative to the total county budget. The expenditure of such 2 relatively small sum is minute for the purpose of insuring that 70-801. of the County population is treated fairly and in complianCE with Florida and Federal laws. From our perspectivEl monEY is not an operational issue when you consider that approximately $65,000 during FY 91/92 is only ____% of the $_________ County budget for the YE2r. This also holds true for all funding pn2sEs of the DEO. Date Henry C. TribblE', Member Black Affairs Advisory Board 7 A T T A C H MEN T A COMMISSION ON EQUAL OPPORTUNITY BOARD OF COUNTY COMMiSSIONERS COUNTY MANAGER COUNTY ATTORNEY :ADMINISTRATIVE SERVICES: Human Resources Purchasing Byes (. ^' lH' DIRECTOR DEPT. OF EQUAL OPPORTUNITY: (IB] [4] ADMINIS:TRATIVE ASSI:STANT RECEPTIONIST CLERK [IB] (B) ASST. DIRECTOR - DEO (2] DIRECTOR COMMUNITY OUTREACH/ TECH ED ~ ASSISTANCE COTEA - DBE DIVISION COMPLIANCE DIVISION [2] (3] CLERICAL (8) CLERICAL [5] [33 [2] (4J (3J C 0 TEA: INTERNAL: EEO DBE FAIR HOUSING t-- P A EXTERNAL EEO 8 '. I: ~. The bracketed numbers indicate the phase in The dotted line to the CA indicates liaison regarding legal matters. The dotted line to Administrative Services indicates liaison relative to internal EEO and DBE activities. DBE, Disadvantaged Business Enterprises, includes Minority Business EnterprisEs (NEE) and Women Business EnterprisEs (WBEs), and possibly others who own small businesses and are determined to be socially and economicably disadvantaged. (BI = Bilingual (Spanishl capability required. This capability will be sought for othEr positions on an as needed basis. which staff will be hired. with and review and advice by the CA ~ ~. 4. 9 ORGANIZATIONAL PHASES PHASE ONE - May 1, 1992 - September 30, 1992 ilAJOR ACTIVliIES STAFFING 1. Establishing Office and ProcedurEs (1) Director, DEO (2) Administrative Assistant (3) Director, COTEA 2. Drafting OrdinanCE and AdministrativE Codes Relative to: A. DBE Provisions B. COTEA Provisions C. Internal EEO Provisions D. Liaison with Advisory Boards E. Commission on Equal Opportunity ). Establishing Liaison and Procedures with Advisory Board(s; 4. Establishing Liaison and Procedures with Administrative Services regarding Internal EEO 5. Same As Above regarding DBE Programs and Disparity Analysis 6. Board of County Commissioners Passes Ordinance and Amendments to the OrdinanCE 7. TEA Conducts a Needs Assessment in the Business Community 8. Establishing Procedures for Equal Opportunity Review of County Programs 9. Locating Federal, State and Local Sources for Funding (EEOC ~ HUD ComplianCE Agencies, and other Federal gr.;nts). 10. Establishing Liaison with State and Federal Equal Opportunity Agencies 11. Plan Training for the Board of County Commissioners, Department of Equal Opportunity Staff, County Attorney Staff, Administrative ServiCES Staff, Other County Officials, Minority Community Leaders, Business Community Leaders. 12. Develop DEE Certification Application and Procedures 13. AssEssing Present and Future Organizational Development of the DED. 10 pHASE TWO - October 1, 1992 - March 30, 1993 MAJOR NEW ACTIVITIES 1. Drafting CompliancE Amendments to the Ordinance and County Administrative COd2 Relative to: A. EEO Provisions B. Fair Housing Provisions C. Public Accommodations Provisions D. Equal Opportunity in County Programs and Services 2. Developing Posters 3. Developing DEO Brochures 4. Locating Federal and State SourCES for Funding 5. Maintaining Liaison with State and Federal Equal Opportunity Agencies 6. Implementing Training (#11 Phase 1) 7. Developing DEO Compliance SOPs 8. Implementing D8E Program A. DBE Identification and Certification B. DBE Capability Assessment C. DBE. Training Regarding Collier County Procurement PrOCEsses D. Identification of Special DBE Procurements E. Enhancement of DBE Capabilities F. Identification and Removal of Barriers to Contracting with DBEs, Where Appropriate. G. Establishing Goals for Contracting with DBEs H. Institute DBE Goals, If Feasible 1. Explore Mentor-Protogee Program 9. Developing Complaint Forms A. Internal EEO 8. External EEO C. Housing D. Public Accommodations 10. Assessing Present and Future Organizational Development of the DED 11 NEW STAFfING (lJ Dire~tor - ComplianCE (2) DBE Specialist (3) Secretary - COTEA/DBE PHASE THREE - April 1, 1993 - September 30, 1993 MAJOR NEW ACTIVITIES I. Determine DBE Goals for FY ~ .. Institute DBE Goals for FY 3~ Explore Dr Implement Mentor-Protogee Program 4. Plan Second Annual County-Wide Equal Opportunity Workshop Conducted by Federal, State and OthEr Officials 5. Continue Seeking Federal~ State and Local Funding Sources 6. Assess Present and Future Development of All DED Operations 7. Implement Equal Opportunity in Programs and Services PHASE fOUR - October I, 1993- March 30, 1994 MAJOR NEW ACTIVITIES 1. Review and Refine Operations 2. Ascertain Need for Expanded COTEA Program ~. Assess Present and Future Organizational Development of the OED PHASE FIVE - April I, 1994 - September 30, 1994 MAJOR NEW ACTIVITIES 1. Expand COTEA, if needed 2. Assess Present and Future Organizational Development of the DEO 12 NEW STAFFING (I) External EEO Specialist (2) Internal EEo Specialist (3) Secr2tary - Complianc2 NEW STAFFING (1) Receptionist/Clerk (2) Fair Housing & P A NEW STAFFING (1) COTEA Specialist ATTACHMENT B PROPOSED DOE STAFfING COST ESTIMATE Phase I - EEO DirEctor~ Administrative A5a5istant~ Director (COTEA) Base Salarie!:- $ 33,534 221038 30, :.80 (1) 85!952 EEO Director Administrative Assistant - A lower grade position may suffice Director CDTEA .;;; .381. Fringes .:.. 5 me = $49,423 $118~614 Phase II - Director, Compliance, DBE Specialist, Clerical Secretary I Base Salaries $ 30~38(l "'II:" 1:"1:"0 ~...I !...'...''''' 14,643 '$ ]0,581 x Director Compliance DBE Specialist Secretary I .38:1. Fringes $97,402 Phase III - Internal EED Specialist, External EEO Specialist, Secretary I (CQfTlplia.nce) Base Salaries $ 23,733 25,558 14,643 $ 63,934 >: Internal EEO Specialist External EEO Specialist Secretary I .381. Fringes $88,228 Phase IV - Secretary I (Receptionist/Clerk), Fair Housing Specialist Base SalariE's $ 25,558 14,643 $: 40,201 x Fair Housing Specialist Secretary I .38% Fringes $55,477 PhaSE V - COTEA SpEcialist Base Salary $ 25,558 x . 38;~ Fringes $35,270 {Continued on Next Page} YEARLY BASIS FY 91/92 fY 92/93 FY 93/94 FY 94/95 -------- -------- -------- -------- -------- -------- -------- -------- 49,423 1181821 118,821 118,821 97,402 97,402 97,402 (3) 44,114 88,228 88,228 (3) 27,739 55,477 (3) 171635 ------- ------- ------- ------- (1) 49,423 (1) 260,3:.7 (1) 332,190 (1j ""!""7-r r'":' ,-'; I ,_'0...' ------ ------ Phase I Phase II Phase III PhasE' ]" y Phase V $118,614 97,402 88,228 55,477 35,270 (1) (2) 394,991 The above data dOES not include officEs, furniturE, operating ExpenSES, telephone, electricity, etc. (1) This sum is based on ill indicatEd employeEs bEing on the payroll effective the first day of the indicated Phase. (2) FY 95/96 (3! 1/2 Year We thank the Collier County Department of Administrative ServiCES for providing the figures for estimated base salaries and fringe benEfits. Ef<IlqRSEMENTS: [Below are endoresments or the namES of persons and organizations from whom we expect endorsements (EA = endorsement anticipated). An indication of EA does not guarantEE such, and is not a representation of the formal position of such entity relative to this proposal,] We endorse the above proposal. Any exceptions or additional comments will be addressed by a separate letter. Date Chairperson, HISPANIC AFFAIRS ADVISORY BOARD Date President, COLLIER COUNTY NAACP Date LULAC Date DISABLED VETERANS OF COLLIER COUNTY Date HANDICAPPED IN ACTION Date WOMEN'S POLITICAL CAUCUS OF COLLIER COUNTY Date AMERICAN ASSOCIATION OF UNIVERSITY WOMEN Date LEAGUE OF WOMEN VOTERS Date EVENING OPTIMISTS OF NAPLES Date NATIONAL COUNCIL OF JEWISH WOMEN Date AARP Date Date 13