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HomeMy WebLinkAboutItem #46 - Discussion Itemi '�iT� 1A1A1�ii1�'dA 69 1N"f904MCE MIND' RANii` UM Cesar did#o DAM May►i98i •i�lla City Manager suauaet.- Request to Appear at Ci ty Ctsnmi ssi ton Meeting offal*, 6utn6 Net Director Internal A its view 4epartnent eNe�o�u�ie�= The Affirmative Action Advisory Board would like to be included on the June 11, 1987 City Commission Meeting Agenda for the purpose of presenting its 1986-87 annual report of activities. The written report will be submitted to your office for distribution to the Commissioners prior to meeting date. Please advise me if this request will be granted, so that I may notify the Board members. cc: Aurelio Perez-Lugones ✓ ' Agenda Administrator G city of Rif 1986-1987 ANNOAL Upoil phis report, prepared by the City of Miami Affirmative ketion Advisory Board, is offered to the City of Miami Mayor, Cossissionerd, manager, btparteent of internal Audits and Reviews, and the cititens of the City of Hiasi, in an effort to comaunicate the activity and findings of the Advisory Board during 1986-19876 it is offered in the hopes that the time and energy contributed by the seebers of the Advisory Board will Prove positive, productive, and beneficial to all. During the early part of 1986, with the appointsent of a new City Manager, the Affirmative Action Office was incorporated within the newly created Department of internal Audits and Reviews6 to addition, several vacancies on the Advisory Board, along with poor attendance at board meetings, made it increasingly difficult for the board to conduct business. As a result, the board recommended a change in its by-laws', re -defining the quorum from 8 to b. This change Was approved by the City Commission, thus facilitating voting and decision -making at board meetings. The Advisory Board's major thrust during the first part of the year was the continuation of its probe into the Department of Public Works. A meeting occurred, and correspondence exchanged between the board and the director of the Department of Public Works. The board's concerns focussed on the recruiting, hiring, and promoting practices of the department. The board proceeded by corresponding with the appropriate Assistant City Manager. This was followed by a meeting of the Advisory Board which was attended by City officials. The board's concerns were discussed and recommendations put forward. The board suggested a more aggressive minority recruiting program, as well as a strong emphasis on in-service training for current employees to be better prepared to qualify for future promotions. A second thrust of the Affirmative Action Advisory Board was to explore the "99 System" within the Department of Solid Waste. Once again the appropriate department officials were invited to. attend an Advisory Board meeting to answer the board's questions. The Department of Solid Waste responded promptly, and explained the need for, and use of, the "99 System" to -the Advisory Board.. As a result, the board was satisfied with this practice, but did request further exploration as to departmental staffing formulas within the City of Miami. It seemed possible that the "99 System" was being relied upon too heavily, and that in fact the department was kept under -staffed in terms of full-time "toters" as a money -saving move. poring the latter part of 1186# a firefighter recruit Asked for a hearing before the Affirmative Action Advisory hoards leis request was granted, and his complaints vote heard* lie alleged to having been treated unfairly while in the fire College, to -suiting in his being asked to resign. Following this hearing, the board requested a very large quantity of data and records from the Fire department, and also requested that the appropriate officials from that department attend the next meeting# The Fire Department responded promptly by furnishing all the documents requested, and by attending the February 4j 1987 meeting of the board. After reviewing all of the information offered by both the complainant and the department, the Advisory hoard decided in favor of the department, finding that there had been no impropriety on the basis of national origin, race, sex, religious affiliation, ete, The board did, however, have some concerns regarding the Fire Colleges policies and procedures related to instruction, evaluation, supervision, and disciplinary actions These are being put forth in a statement of recommendations for the Fire Department. In the first quarter of 1987, Nora Hernandez Murrell was elected as Vice -Chairperson to the board. This facilitated the conducting of the meetings in the absence of the Chairperson. The Affirmative Action Advisory Board also became very active with regard to allegations brought forward by several minority firefighters who stated that they were being discriminated against and harassed on the job. Following a City Commission meeting which focussed on this issue, a press conference was held by the board, and a written statement was prepared. These efforts were made to inform the public and dispel any misinformation being disseminated throughout the community regarding affirmative action. In addition, a special hearing of the City Commission was held to address the concerns of the non -minority firefighters with regard to the City's procedures for promotions. Once again the board's presence was strong, and the non -minority firefighters' concerns were heard and considered in the board's recommendations to City officials. The Affirmative Action Advisory Board agreed to adopt a more proactive posture, and to become more visible in terms of its activities, findings, and recommendations for the coming year. Specifically, we will closely follow up recommendations and monitor those departments in which minorities are most seriously underrepresented and/or underutilized; Fire Rescue and Inspection Services, Public Works, Parks Recreation and Public Facilities. In this regard, on May 300 1987, the Affirmative Action Advisory Board joined other community groups in expressing our concerns regarding allegations of discrimination in the Fire Department before the national investigative panel at the Hyatt Regency_ Miami. 2 0 Vith hasit goals to guiding prineiples for future direction, the board hopes to function more effectively. Our mission is tlarified and strategies strengthened* tie can now become more useful to City officials as they strive to achieve their affirmative action goals* Among our newly defined roles are to explore; identifyl educate, informf and recommendo We do so with a seriousness of purpose, and a commitment to fairness, objettivity, and professional ethic worthy of the challenge and opportunity with which we have been entrusted on behalf of the citizens of the City of Miami.