HomeMy WebLinkAboutSummary Form FR/SRAGENDA ITEM SUMMARY FORM
FILE ID• Q % —0If,
Date: 7/13/2009 Requesting Department: Employee Relations on behalf of City
Manager Law Department
Commission Meeting Date: 7/23/2009 District Impacted: ALL Matter ID No.
Type: ❑ Resolution XX❑ Ordinance ❑ Emergency Ordinance ❑ Discussion Ite
❑ Other
Subject: Office of Equal Opportunity and Diversity Programs — Reporting Structure and Role of Office
Purpose of Item:
To amend Chapter 2, Article IV of the Code of the City of Miami, Florida as Amended, entitled
"Administration, Departments," by repealing Code Sections 2-581 through 2-582 in their entirety and repealing
Section 2-693 and 694 in their entirety, and substituting in lieu thereof a new Division 15, which creates a new
office to be known as the Office of Equal Opportunity and Diversity Programs and be a separate and
independent office; providing for the appointment of the Equal Opportunity and Diversity Programs (EODP)
Administrator by the City Manager; Designating the EODP Administrator as the City's Equal Opportunity
Officer a/k/a Affirmative Action Officer; containing for a severability clause and providing for an effective
date.
Background Information:
In November 2008, The Equal Opportunity Advisory Board recommended to the City Manager that the Office
of Equal Opportunity and Diversity Programs, which is currently a division of the Department of Employee
Relations (formerly known as the Department of Personnel Management, and Department of Human
Resources), be established as an office separate and apart from any operating Department and only report to the
City Manager. The Equal Opportunity Advisory Board expressed the view that the effectiveness of the office'
would be improved if the Office had direct access to the head of the organization. Given the City's
commitment to equal employment opportunity and diversity within its workforce, the City Manager agreed to
present legislation to effectuate the request made by the Equal Opportunity Advisory Board.
Chapter II, Article IV, Division 14 of the City Code outlines the functions of the Department of Personnel
Management, now referred to as the Department of Employee Relations, and formerly named the Department
of Human Resources. Within the description of the functions of the Department of Employee Relations rested
that of affirmative action, the achievement of equal opportunity in employment, and maintenance of a work
environment free of unlawful discrimination.
As opposed to the City's current structure in which the Office of Equal Opportunity and Diversity Programs is
a division of the Department of Employee Relations, the proposed ordinance follows the federal government's
model in that it will place the Office of Equal Opportunity and Diversity Programs in a direct reporting
relationship with the head of organization. This restructuring highlights the importance of equal employment
opportunity to the mission of the City of Miami, and ensures that the EODP Administrator, who shall serve as
the City's Equal Opportunity Officer (aka Affirmative Action Officer) and Executive Secretary to the Equal
Opportunity Advisory Board, is able to act with the greatest degree of independence and impartiality.
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Budget Impact Analysis
NO Is this item related to revenue?
Is this item an expenditure? If so, please identify funding source below.
General Account No:
Special Revenue Account No:
CIP Project No:
NO Is this item funded by Homeland Defense/Neighborhood Improvement Bonds?
Start Up Capital -Cost:
Maintenance Cost:
Total Fiscal Impact: 0
Final Approvals
(SIGN AND DATE)
CIP Budget
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Grants - Risk Man
Purchasing Dept. Dina
Chief City man,
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