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26
CITY OF MIAMI. FLORIDA
INTER -OFFICE MEMORANCUM
Honorable Mayor and Members
TO. of the City Commission
FROM; Cesar H. Odio
City Manager
February 20, 1987
BATE: FILE:
SUBJECT: Miami Tel e-Communications
Inc.: Affirmative Action
and Minority Procurement
REFERENCES:
ENCLOSURES: Memo
Following is an
analysis of the compliance
of the cable
television licensee
with the provisions
of Article
XI of the City
of Miami Cable
Television License
Ordinance
relating to
affirmative action,
local purchasing
and hiring,
and minority
business enterprise
participation. The
analysis uses
information
derived from Miami
Cablevision's Annual Report for 1986, dated
January 15, 1987.
(Effective January
16, 1987,
the licensee
became Miami Tele-Communications, Inc.)
Affirmative Action
Section 1103 (a) of the cable license ordinance requires that the
licensee make a positive and good -faith effort to hire
minorities, women and other protected groups if available and
qualified. The attached evaluation by Hattie Daniels, Assistant
Director, Department of Internal Audits and Reviews, finds that
although improvement occurred in the past year, serious
deficiencies still exist in a number of areas.
Miami Tel e-Communications, Inc. has stated its intention to
comply fully with the provisions of the cable license ordinance
and to correct problems that existed under previous management.
Therefore, Miami Tele-Communications, Inc. has been requested to
submit to the City Manager for approval, by April 1, 1987, a
written affirmative action plan in accordance with the provisions
of Section 1103. This plan should indicate how Miami Tele-
Communications, Inc. will achieve the requirement of the
ordinance that the percentage of each minority/sex group within
each level of employment (including top management, middle
management, and supervisory and technical positions) must
reasonably approximate or be equal to the racial and ethnic
composition of the City.
Miami Tele-Communications, Inc. has also been requested to
submit, in accordance with Section 1103 (d), the affirmative
action plans of its significant subcontractors, parents,
subsidiaries, and affiliates, covering their activities in Miami.
Ti'S G U SSi,4N
0
7
Honorable Mayor and -2-
Members of the City Commission
February 20, 1987
Additionally, Miami Tel e-Communications, Inc. has been requested
to provide reports reflecting its progress toward meeting equal
employment goals on a quarterly basis, supplementing its
required annual report. These reports will be made on forms
supplied by the City of Miami, and will make monitoring more
timely and effective.
Local Purchasing and Minority Business Enterprise Participation
Section 1101 of the cable license ordinance requires the licensee
to use firms located in the City, insofar as practicable.
Section 1106 requires reasonable and good faith efforts by the
licensee to procure from or use qualified minority business
enterprises for twenty (20) percent of the total dollar amount of
any and all contracted expenditures by the licensee (excluding
factory direct purchase terms or items purchased from a sole
source of supply), with the 20 percent equally allocated among
black and Hispanic minority business enterprises.
The licensee reports that in 1986 the total dollar amount of all
contracted expenditures (as defined in Section 1106 of the
license ordinance) was $1,032,189. Local purchases amounted to a
total of $564,897, with $410,543 going to local minority
businesses. Calculated as a percentage of the total dollar
amount, minority participation is 39.7%; calculated as a
percentage of the total local dollar amount, the percentage rises
to 72.7%.
With regard to the allocation of participation to black and to
Hispanic firms, 85%, or $350,233, of the company's purchases from
minority businesses went to local Hispanic businesses; 15%, or
$60,310, went to local black businesses.
The cable licensee has exceeded the goal of 20% procurement from
minority businesses. However, procurement from Hispanic and
black businesses is far from equally allocated.
The licensee's 1986 year-end unaudited financial statements were
used for this analysis, with additional information furnished by
Mr. Barry Kerr, System Manager, Miami Tele-Communications, Inc.,
regarding expenditures subject to the provisions of Section 1106
of the Cable Television License Ordinance. An independent audit
has not been performed.
RA
Honorable Mayor and -3-
Members of the City Commission
February 20, 1987
Spanol Communications
The Cable Television License Ordinance encourages minority
business enterprise participation and local hiring and
purchasing. To the extent that can be determined from the
licensee's reports presently available to the City, Miami Tele-
Communications, Inc. is currently in compliance with the 20%
minority business participation provision of the license
ordinance.
However, it should be noted that the contract with Spanol
Communications, a Hispanic business, accounted for 62% of the
licensee's reported minority participation. Without Spanol, if
all other minority business participation remained the same, the
percentage of minority participation would fall to 27% of total
dollar amount of local contract expenditures, and to 15% of the
total dollar amount of all contract expenditures.
As far as any breach of contract, it would be a matter between
Spanol Communications and Miami Tele-Communications, Inc.
CHO:MSS
3
CITY OF MIAMI. FLORIDA
INTER -OFFICE MEMORANDUM
TO. Sue Smoller
Cable Administrator
Hattie M. Daniels, s a.v�Dkctor
FROM- Department of Inter ai Audi is
and Reviews
DATE: February 19, 1987 FILE.
SUSPECT: Miami Cablevi Sion
Affirmative Action
Report - Evaluation
REFERENCES:
ENCLOSURES:
Chart I reflects a total employment of 145; 16 (11%) White, 40
(28%) Black and 89 (61%) Hispanic. These figures reflect equity
with the City of Miami population of 19% White, 24% Black and 60%
Hispanic. Chart II presents a profile of the department by
gender. Males represent 66% (95) and females 34% (50). Women
are underrepresented at 34% compared to 53% of the population.
Underrepresentation is defined as having less than seventy (70)
percent of the percentage of that minority group in the
population. For women 70% of 53 woul d be 37%. The number and
percentage of females have declined each year from 1984
representing 44% (85), 38%(57) and 34% (50) each year
respectively.
Section 1103, EEO, of the Cable license ordinance requires a
representative workforce wherein the percentage of each
minority/sex group within each level of employment must
approximate or be equal to the ethnic composition of the City.
An assessment of Miami Cablevisfon's achievement of this
requirement reflects an increase in minority representation in
the management/supervisory level. Blacks increased from 2 (12%)
to 6 (23%). Similarly, Hispanics increased from 6 (35%) to 11
(42%). Although the number of women increased from 5 to 7 their
percentage declined from 29% to 27%.
The category of professional includes 1 employee, a Hispanic
female, representing 100%. It was noted in last years report
that Chart I and Chart II were not consistent. The error was not
corrected in this years report. Again Chart I January 1986 shows
2 employees in the professional category and compared to 3 in
Chart II. An additional error appears in Chart II January 1987.
The total number of professionals should reflect 1 female.
Blacks represent 55% (18) of the employees in the technical
category, Hispanics 30% (10); and women 3% (1) unchanged from
last year. Although the percentage of Hispanics increased from
last.year 23% (8) to 30% (10) they along with women remain
seriously underrepresented in this category. The company
acknowledges that more intense affirmative action efforts are
needed to increase the female applicants flow in this area.
However, this is the same response as last year. It would be
I/
ISM
Sue Smoi ler
February 19, 1987
Page 2
more appropriate to address the specific actions taken in 1986-
1987 to achieve this objective. This would demonstrate a "good
faith effort" to increase female representation in the technical
category.
The clerical category is predominantly female 67%, 33 of 49
employees. Hispanics represent 67% (33) and Blacks 31% (15).
Blacks increased significantly from lop to 31% which corrects a
deficiency noted in last years report.
The sales category which referred to incorrectly as
paraprofessional exceeds the workforce representation for
Hi spani cs at 94. (34) . In contrast 81 acks 3% (1 ) and women 22%
(8) are underrepresented more seriously than, in 1986 at 8% (3)
and 32 (13) re-spectively.
The company reports no significant change and minority
representation is compatible with the City's population. Direct
Sales is a critical area in which Miami Cablevision should report
the steps taken during this year to increase Black and female
representation.
Most of the recommendations ma de by the Ci ty regarding
strengthening the affirmative action * reporting format of Miami
Cablevision appear to have been ignored by the company. Job
categories remain inconsistent with the Cable Communication
Policy Act of 1984 and City reporting procedures. Additional
documentation requested along with Affirmative Action Plans of
subcontractors were never submitted. Therefore the evaluation of
this report is based on the company's presentation on the status
of affirmative action.
In summary, the company has made progress in a number of areas.
Minority and female representation as a function of total
empl oyment approximates their complement in the population.
Improvement is also shown in the management/supervisory category
acid in achieving equity for Blacks in the clerical area.
The company is not in compliance with Section 1103 as it relates
to parity with the ethnic population within the technical and
sales categories. The percentage of Hispanics increased from
last year to 30% but remain underrepresented. Likewise women
hold only 3% of the technical positions which was unchanged from
last year. Similarly in the sales category, Blacks and women are
seriously underrepresented at 3% and 22% respectively.
The Ordinance further requires the Licensee to make a positive
and good -faith effort to hire minorities and women if available
5V
Sue Smoller
February 19, 1987
Page 3
and qualified. This requires that affirmative steps must be
taken to achieve this goal. It is unacceptable to merely state
that minorities and women are unavailable or unqualified. Other
than acknowledging that the problem exists no documentation was
submitted to demonstrate efforts to remedy the deficiency.
M
I
• ' ; MIM1I CAuLEVISION
EEO STATISTICAL REPORT'
- ,,JANUARY. 1981• .,
ANNUAL .. REPORT `UPDATE-'
i
J(jbCAll ORY
J A N U A R Y 1 9 8 6
C U R R E N T
W
B
U
TOTALS BY
JOB CATEGORY
N
B
II
TOTALS BY
JOB CATEGORY
I•fvI(S;SUPEI(V•
PRU1'tSSI0HAlS
'iKIMICIANS
9(537)
2(12y)
6(357)
17
9(357)
6(237.)
11(42%)
26 (:
-0-
1(50%)
1(50y)
2
-0-
-0-
1(10(A)
1
7(22%)
19(557.)
8(237.)
34
5(15%)
18(557.)
10(3(17.)
33
cinaLA1S
6(107)
14(25%)
37(657)
57
1(2%)
15(317.)
33(6r,)
49
PAi411' MiSSIONAL
3 (EY)
3 (M.)
: 35 (M7.)
41
1(37.)
1(37)
34 (91,%)
36
145000)
U1J'N�Y
C.di 1UlA1S
25(167.)
39(267)
87(587.)
151(1007..
'
40(287.)
89(61T)
. •J
4) 1
i
f
f ro
h CHART 11
MIAMI CABLEVISION
MAI.E/rENALE' STATISTICAL REPORT
iJANUARYJ987'' ,
ANNUAL REPORT UPDATE.
J A11 UAItY 1986
CURRENT i
1.1ALES
F EMALES
TOTALS BY JOB
CATMORY
NA1.ES
r ENAI.ES
TOTALS PER
JOBCATECOItY
?t
F
14
D
N
14
R
!1
It
F
s}xt
u;iLclbtY
F!
8
fi
ti
R
it
SUPERV.
7(41r.)
t(11',:}
3(17Y.)
2{Ill)
-0-
1(3T/.)
3(17''/)
1(331)
12
1
5
2
i7(277.)
-0-
5(1`%,)
-0-
7(277.)
-0-
2(37.)
-O-
1(47.)
-0-
4(157)
10007)
t9
-0 -
7
-0-
1
—
33
1
4077)
IR(557)
10007.)
1{37)
-0-
-0-
32
'tdJf
u0b.)
190� U)
8(23%)
I(A
-0-
-C-
ut7'i�Y
trim)
7{31r.)
It(19i:)
4(7l)
6(l(t/.)
26(46`/.)
20
36
_0_.1
4(Si7)
12(247)
'2(i(71"l.)
1(27)
11.('t2)
12l(4l7.}
_16
11I.
M4k _
Pout-*
3(74)
t(rv:)
23(5G/_)1
-0-
,,•
7( �)
1,21,-)
12(2%)
42{271}
28
1-3
1(3",'.)
1.{3%}
5S(377)
-0-
4(27_)
-0-
17(9'7)
8(227.)
2R
8
114217)
95(ffl)
uruiVlY
Willis
Iit(11'�)
31(2tt1.)
r ,
f5(2rG)
8(57.)
94(fi2%}
57(31l7)
12(9X)
2R(19%.)
COMPANY TOTALS 151' 1 .
C011PANY TOTALS 145
E