HomeMy WebLinkAboutMinority Construction Employment Plan•
•
ONYX 2
MAJOR USE SPECIAL PERMIT
MINORITY CONSTRUCTION EMPLOYMENT PLAN
June 7, 2004
• DEPARTMENT .OF
BUSINESS DEVELOPMENT
August 28, 2003
Willy A. Bermello
Bermello-Ajamil & Partners, Inc.
2601 Bayshore Drive, I0th Floor
Miami, FL 33133
Re: Affirmative Action Plan (No. 0094-0194)
Dear Mr. Bermello:
Your firm's Affirmative Action Plan has been approved. A copy of your Declaration of Policy is
enclosed for display in a conspicuous location within your facility.
Your Affirmative Action Plan approval is effective until August 31, 2004. This expiration date
coincides with your current Pre -Qualification Certification expiration date as mandated by Miami
Dade County Administrative Order 3-33.
In the future, in order to ensure the timely processing of your A/E PQC renewal, please submit
complete renewal package containing the following items: (1) an updated Affirmative Action
Plan; (2) List of Approved Technical Certification Categories; (3) Bus,iness ,Entity Registration;
and (4) Technical Certification Supplement.
Please submit the above -listed documents, by no later than July 31, 2004 to the following
address:
Department of Business Development
175 N.W. First Street, 28`h Floor
Miami, Florida 33128
Attention: Fredric Toney
Pre -Qualification Certification Unit
If you have any questions regarding this matter, please contact Fredric Toney, Pre -Qualification
Certification Unit at (305) 349-6186 or via e-mail at Ftoney(imiamidade.aov .
cereiy,
Marsha E. Jac an. Director
Department of Business Development
Enclosure
MIAMI-0ACE
•
•
9ERMELLO•AJAMIL
&PARTNERS•INC
ARCHITECTURE- • ENGINEERING PLANNING • INTERIORU E S.I G • AWITECTURE
DECLARATION OF POLICY
In accordance with Miami Dade Resolution No. 1.049-93, Ordinance 82-37, and Ordinance No. 98-
30 amending Section 2-10.4 (5.) (d) and Section 2-8.1.5 respectively, of the Miami Dade County
Code, BERMELLO, AJAMIL & PARTNERS, INC. affirms its commitment to submittal of an Affirmative
Action Plan for the purpose of maintaining equal employment and prornotional opportunity for the
minority workforce in Miami Dade County by programmatic activities as well as subcontracting.
Willy A. Berri ello
Chief Executive Officer
BERMELLO, AJAMIL & PARTNERS, INC.
Luis Ajamil
Executive Vice President
BERMELLO,,AJAMIL & PARTNERS, INC.
f,
1
• Date
Date
LIAO. -? / 3 0 03
Hilda Morello ate
Affirmative Action Officer
BERMELLO, AJAMIL & PARTNERS, INC.
Miami Dade County R
eventing Authority Date
26il1 SOUTH 9AYSHORE.DRIVE • 10TH FLOOR • MIAMI FL 33)33 • USA A 1.3a5-85.2050.• FAX 1.305-859-S638
www.amiami.cam
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BERMELLO•AJAMIL
P A R T N 5 R S• i N C
APCMITECTU R E • E N G I N E E R€ N G • • DESIGNLANDSCAPE A RC H I T E C T U R E•
July 31, 2003
Ms. Hilda. Cuglievan
Affirmative Action Plan Coordinator
Department of Business Development
Court House Center Building
175 NW First Avenue
28' Floor
Miami, FL 33128
RE: BERMELLO, AJAMIL & PARTNERS / AFFIRMATIVE ACTION
CERTIFICATE NO. 94-0194
EXPIRATION DATE - 8/31/03
Dear Ms. Cugiievan:
Attached is the following information to update our Affirmative Action Certificate, which expires on
August 31, 2003:
A. Declaration of Policy
B. Memorandum to All Employees Re: Affirmative Action Policy
C. Workforce Analysis
D.' Programmatic Activities and Goals
E. Utilization of Local Black Businesses
F. Grievance Procedure
G. Program Reporting
Sincerely,
KLL
WiIA. Bern-\ello
President
2501 SOUTH 5AYSHORE SKIVE • 10TH FLOOR • MIAMI FL 33133 USA • E-3(15-359-2 50 • FAX 1.SC5-953-5533
www.'lama mi.;9;n
A AClooilt . FAeacilal
BERMELLO, AJAMIL & PARTNERS, INC.
Architects, Engineers, Planning, interior Design & Landscape Architecture
MIAMI-DADE COUNTY
AFFIRMATIVE ACTION PLAN•
AUGUST 2003
2601 South Sayshore Drive, Suite 1000, Miami. Florida USA 33133 Telephone: (305) 859-2050 Fax: (305) 859-9638
DEPARTMENT OF BUSINESS : DEVELOPMENT
AFFIRI IATIVE ACTION •PLAN S G'1 ON
Pursuant to ,'Miami -Dade County's Ordinance No. 98-30, Section 2-8.1.5, entities with annual gross revenues in
excess of S5,000,000 seeking to contract with the County shall, as a condition of receiving a County contract, have:
1) a written affirmative action plan which sets forth the procedures the entity utilizes to assure that it does not
discriminate in its employment and promotion practices; and 2) a written procurement policy which sets forth the
procedures the entity utilizes to assure that it does not discriminate agairst minority- and women -owned businesses
in its own procurement of goods, supplies and services. Such affirmative action plans and procurement policies
shall provide for periodic review to determine their effectiveness in assuring the entity does not discriminate in its
employment, promotion and procurement practices. The foregoing not withstanding, corporate entities whose board
of directors are representative of the population make-up of the nation shall be presumed to have non-discriminatory
employment and procurement policies, and shall not be required to have written affiiiitative action plans and
procurement policies in order to receive a County, contract. The foregoing presumption may be rebutted. The
requirements of this section may be waived upon written recommendation of the County Manager that it is in the
best interests of the County to do so and approval of the County Commission by majority vote of the members
present.
Based on the above, please check the appropriate box below, complete the affidavit as directed, and return the
executed affidavit along with a cover letter in your firm's letterhead paper, showing the address, phone and fax
numbers, and any required documents, to this Office:
Miami -Dade County Department of Business Development_,
175 N. W. PI Avenue, 2844 Floor
Miami, Florida 33123
X My firm provides engineering, architectural, landscape architectural, land surveying and mapping services.
Therefore, enclosed is our firm's affirmative action plan for review.
My firrn has annual gross revenues in excess of S5,000,000. Therefore, enclosed is our firm's affirmative
action plan and procurement policy for review.
{ My firm has annual gross revenues less than S5,000,000. Therefore, Ordinance No. 98-30 is not
applicable.
If at any time the Department of Business Development (DBD) has reason to believe that any person or firm has
willfully and knowingly provided incorrect information or made false statements, DBD may refer the matter to the
State Attorney's Office and/or other investigative agencies. DBD may initiate debarment and/or pursue other legal
remedies in accordance with Miami -Dade County policy and/or applicable federal, state and local laws.
The undersigned swears that the foregoing statements are true and correct. If after executing this affidavit there are
any changes in the information submitted, the undersigned agrees to immediately inform DBD of such changes in
writing.
Sworn before me
This
Executed by:
c)V . Day af > 0 3
Notary Public Kadny
` :.r , Michelle CDDt fl EXPIRES
r„ i^ .: grit la. 1006 ucE4rc
-'- ^.-,.., ',ICY C A!N ItdS'JRA�
BOMGED
.....
Bermello, Ajamil & Partners, Inc.
Narne o Firm
Willy A. Bermello
Printed Name of Affiant
President
Title
1 �1
BERMELLO•AJAMII
& P A RTN EAS•I N C
A A C H I T E C T U A E • E N GINEE RING • Pi. A N Al I MT • EOA 0 E SIR M • 4 A N CSC APE A A CH I TECTU RE
DECLARATION OF POLICY
In accordance with Miami Dade Resolution No. 1049-93, Ordinance 82-37, and Ordinance No. 98-
30 amending Section 2-10.4 (5) (d) and Section 2-8.1.5 respectively, of the (Miami Dade County
Code, BERMELLO, AJAMIL & PARTNERS, INC. affirms its commitment to submittal of an Affirmative
Action Plan for the purpose of maintaining equal employment and promotional opportunity for the
minority workforce in Miami Dade County by programmatic activities as well as subcontracting.
\A1V
Willy A. Berello
Chief Executive Officer
BERMELLO, AJAMIL & PARTNERS, INC.
Luis Ajamil
Executive Vice President
BERMELLO"AJAMIL & PARTNERS, INC.
Date
Date
)_
HildaIlia) 730
Morello 03
ate
Affirmative Action Officer
BERMELLO, AJAMIL & PARTNERS, INC.
Miami Dade County Representing Authority Date
Z501 SOUTH BAYSH°RE °RIVE - 1OTH FLOOR MIAMI FL 33133 • USA • 1-335-352-2050 • FAX 1.305-353-4533
HER MELL6•AJAMIL
Zip ARTN ER S• 1 N C
AREHITEDIURE• E N G 3N EERISE •P: A I•fN i N G • I N T E R 3 D R DESIGN • LANDSCAPE ARCHITECTU R E
July 31, 2003
MEMORANDUM
TO: All Employees
FROM: Willy A. Bermello
RE: AFFIRMATIVE ACTION PLAN AS OF AUGUST 1, 2003
EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT:
It is the policy of BERMELLO, AJAMIL & PARTNERS, INC. to base employment on merit,
qualifications and competency and that its personnel practices will ndt,, e influenced by an
applicant's or employee's race, color, place of birth, religion, national origin, sex, age, marital status,
veteran or handicapped status.
One of the management duties of all principals at BERMELLO, AJAMIL & PARTNERS., INC. is to
ensure that the following personnel practices are being satisfied:
Take every necessary affirmative action to attract and retain qualified employees.
2. Maintain equitable principles in the recruitment, hiring, training, compensation and
promotion of employees.
Monitor and review personnel practices to guarantee •that equal opportunities are being
provided to all employees.
•
BERMELLO, AJAMIL & PARTNERS, INC. is committed to take affirmative action and aggressively
pursue activities that will serve to enhance our total participation, in good faith, and enable qualified
employees and applicants the opportunities available throughout this organization.
Declaration of Policy Regarding affirmative action.
In accordance with Miami Dade Resolution No. 1 049-93, Ordinance 82-37, and Ordinance
No. 98-30 amending Section 2-10.4 (5) (d) and Section 2-8.1.3 respectively, of the Miami
Dade County Code, BERMELLO, AJAMIL & PARTNERS, INC. affirms its commitment to
submittal of an Affirmative Action Plan for the purpose of maintaining equal employment and
promotional opportunity for the minority workforce in Miami Dade County by programmatic
activities as well as subcontracting.
2601 SOUTH 9AYSHDRE DRIVE • 1CTH FLOOR - MIAMI FL 33133 • USA • i-2O5.354.205O • FAX 1-365-E59-9633
www Haminmi rnm
Page 2
Affirmative Action Memo
B&A's Affirmative Action Plan Officer
BERMELLO, AJAMIL & PARTNERS, INC. has assigned Ms. -Hilda Morello, in charge of
Personnel, as the Affirmative Action Director to monitor all activities of this program.
3. Availability and location of Affirmative Action Plan
The affirmative action plan is distributed as a memorandum to all employees on an annual
basis. We ask that employees maintain this memorandum for their records. In addition, this
plan is located in the employee manual within the Human Resources Department.
4. Procedures to Publicize Plan Internally
a. The Affirmative action plan is distributed on an annual basis in the form of a
memorandum. Employees are asked' to maintain the plan in their personal file for
future reference.
b. A copy of the plan is also kept with the staff manual in the Human Resources
Department.
5. Procedures to Publicize Plan Externally
a. All employment advertising will include a statement of Equal Employment
Opportunity. In addition, advertising will utilize Hispanic'a'n'd Black media (e.g.
Miami Times).
With respect to use of part-time college students, efforts have been made to include
minority, women and African -American, candidates in the interview/hiring process
(e.g. Florida Memorial College and other Black colleges). We have also printed up
two brochures to distribute to colleges indicating our commitment to hire minorities.
Bermello, Ajamil & Partners' Affirmative Action Plan, as approved by Miami Dade County, and
established by the principals of the firm, is revised as the minimum effort that the firm will expend
in promoting the use of disadvantaged and minority business in this community, and providing
economic/opportunities. The firm is and will continue to exceed the plan goals and objectives.
The Affirmative, Action Plan is based on the principals' belief that our Miami Dade County
community can only improve if the lifestyles of every single disadvantaged group in the community
is advanced. A commitment exists from our firm that as it grows and matures, special emphasis will
be sought to find and provide opportunities for professional, managerial and partnership opportunities
for especially Black minorities. The firm has made positive strides in this endeavor, As one of South
Florida's most diversified architectural/engineering firms, B&A has an ethnic and gender balance in
the workforce that is a model for the industry: 68% of its workforce is Hispanic, 7% is African -
American, and 43°/0 is female, with many in senior positions.
In addition, the partners of the firm practice what they preach" by participating in community
activities which are designed to promote the above stated objectives. Mr. Bermello is currently
Chairman of the City of Miami's Urban Development Review Board. He was elected Chairman of
The Latin Builders Association in 1997. Mr. Bermello served as Chairman of the Florida
Page 3
Affirmative Action Memo
Commission on Human Relations, State of Florida, where in 1997 he received the Civil Rights
Advocacy Award for his participation in the Florida Civil Rights Act, while Mr. Ajamil has been
elected to Black Economic Development Team Miami of the Beacon Council_ The firrn continues to
support functions such as the Miami Negro College Fund and the Cuban American National
Foundation.
One of the most important things that the firm has been doing is actively seeking women and African -
American professionals in the fields of expertise that the firm is practicing.
Sincerely,
Willy A. Bermello, AIA, MCP
President
•
AFFIRMATIVE ACTION POLICY
FOR
EQUAL EMPLOYMENT OPPORTUNITY
AFFIRMATIVE ACTION/
EQUAL EMPLOYMENT OPPORTUNITY.- POLICY STATEMENT
it is the policy of BERMELLO, AJAMIL & PARTNERS, INC. to base its hiring and promotions on meet,
qualifications and competency and that its personnel practices will not be influenced. by an
applicant's or employee's race, color, place of birth, religion, national origin, sex, age, marital status,
veteran and handicapped status.
One of the management duties of all principals at BERMELLO, AJAMIL & PARTNERS, INC. is to
ensure that the following personnel practices are being satisfied:
1. Take every necessary affirmative action to attract and retain qualified employees, regardless
of race, color, place of birth, religion, national origin, sex, age, marital status, veteran and
handicapped status.
2. Maintain equitable principles in the recruitment, hiring, training, compensation and
promotion of employees.
3. . Monitor and review personnel practices to guarantee that equal opportunities are being
provided to all employees, regardless of race, color, place of birth, religion, national origin,
sex, age, marital status, veteran and handicapped status.
BERMELLO, AjAMIL & PARTNERS, INC. is committed to take affirmative action and aggressively
pursue activities that will serve to enable all employees and applicants opportunities available
throughout this organization.
Clearly, the above actions cannot be accomplished as a secondary duty for any individual despite
the full support of management. And so, to monitor our efforts, BERMELLO, AJAMLL & PARTNERS,
INC. has assigned one of its Associates as the Affirmative Action Director to monitor all activities of
this program.
Employees may contact Hilda Morello at 305/859-2050 regarding this Affirmative Action Policy.
DATE: luiv 31. 2003
(Signature/Title) J&) LL., ,,A.A.,,,_.;
�.J
Willy Berm clo, President
8 E; L 0 AJ A M k 'L.
PAR
TNERS INC
•
STATISTICAL WORKFORCE ANALYSIS
WORK FORCE COMPOSITION (ETHNICITY AND GENDER)
ANGLO
`'BLACK
HISPANIC
OTHER
COMBINED TOTALS
JOB CATEGORY
MALE
FEMALE_..
MALE
FEMALE
MALE
FEMALE
MALE
FEMALE
ANGLO
BLACK
HISP
OTHER
Principals and
Managers
4
2.26%
1
0.56%
2
1.13%
0
0.00%
9
5.08%
2
1.13%
0
0.00%
0
0.00%
5
13.89%
16.67%
2
11
8.94%
0
0.00%
Registered
Professionals
(Not. Incl. above)
5
2.82%
2
1,13%
0
0.00%
0
0.00%
6
3.39%
3
1.69%
0
0.00%
0
0.00%
5
13.89%
0.00%
0
10
8.13%
1"
16.67%
Other Professionals
8
4.52%
2
1.13% .
0
0,00%
2
1.13%
5
2.82%
6
3.39%
0
0.00%
0
0.00%
10
27.78%
2
16.67%
11
Ei.94%
0
0.00%
Para Professionals
8
4.52%
3
1.69%
2
1.13%
2
1.13%
37
20.90%
24
13.56%
4
2.26%
1
.
0.56%
11
30.56%
4
33.33%
61
49.59%
5
83.33%
Office and Clerical
0
0.00%
5
2.82%
1
.56%
3
1.69%
8
4.52%
22
12,43%
0
0.00%
0
0.00%
5
13.89%
4
33.33%
30
24.39%
0
•0.00%
Others
0
0.00%
0
0.00%
0
0.00%
0
0.00%
0
0.00%
0
0.00%
0
0.00%
0•
0.00%
0
0.00%
0
0.00%
0
0.00%
0
0.00%
TOTAL
BREAKDOWN
25
14.12%
13
7.34%
5
2.82%
7
3.95%
65
36.72%
57y
32.20%
4
2..26%
1
0.56%
36
20.34%
12
6.78%
123
69.49%
6
3.39%
TOTAL
EMPLOYEES.
177
•
BERMELLO, AJAMIL & PARTNERS, INC.
dik
Natrtp of�A
Signature of 1uthortzed 3c presentative
Willy A. Bermelio, President
Name of Principal
July 31, 2003
Date
PROGRAMMATIC ACTIVITIES AND GOALS
RECRUITMENT/ADVERTISING
All employment advertising will include a statement of Equal Employment Opportunity. In addition,
advertising will utilize Hispanic and Black media (e.g. Miami Times).
With respect to use of part-time college students, efforts have been made to include minority, women
and African -American, candidates in the interview/hiring process (e.g. Florida Memorial College and
other Black colleges). We have also printed up two brochures to distribute to colleges indicating our
commitment to hire minorities.
2. HIRING PROCEDURES
All positions will be filled without regard to race, .color, religion, sex or national origin. BERMELLO,
AJAMIL & PARTNERS, INC. is dedicated to a policy of equal employment opportunities for minorities.
3. PROMOTION PROCEDURES
BERMELLO, AJAMIL & PARTNERS, INC. maintains equitable principals in the promotion of
employees as stated in the Affirmative Action Plan.
The Affirmative Action Plan is based on the principals' belief that our Da,e,County community can
only improve if the lifestyles of every single disadvantaged group in the community is advanced. A
commitment exists from our firm that as it grows and matures, special emphasis will be sought to find
and provide opportunities for professional, managerial and partnership opportunities for ail
minorities. The firm has made positive strides in this endeavor. As .one of South Florida's most
diversified architectural/engineering firms, B&A has an ethnic and gender balance in the workforce
that is a model for the industry: 70% of its workforce is Hispanic, 6.8%• is African -American, and 43%
is female, with many in senior positions.
Three women are currently Partners in the firm; two women have been promoted to Senior Associate
level; and nine women have been promoted to Associate. We also hired a woman in April, 2001 as
Directo-r of Marketing. We continually monitor and review personnel practices to guarantee that
equal opportunities are being provided to all employees, regardless of race, color, place of birth,
religion, national origin, sex, age, marital status, veteran and handicapped status.
TRAINING
BERMELLO, AJAMIL & PARTNERS, INC. provides training and continuing education opportunities
to all of its employees regardless of their race, color, religion, sex or national origin.
5 PUBLICITY
B&A has developed and printed an Affirmative Action brochure which we are sending to colleges
throughout the country to show our commitment to hiring of minorities. In all external publicity
materials, an Affirmative Action statement will be included with the printed material. In addition,
where pictures are used, minorities will be included.
E E a M_ L L e
M i I. & ? A- , N E a 5 NC
6. PROCUREMENT POLICIES
The entity of BERMELLO, AJAMIL & PARTNERS, INC., earns gross revenues in excess of $5 million
annually. The firm has substationa-1 workforces and utilizes Minority and Women -owned firms for
printing, photography, public. relations, advertising, promotion, and professional consultant services.
To assure that we do not discriminate against minority and women -owned businesses in the
procurement of goods, supplies and services, we utilize the Minority Business Enterprise Directory
published by the County. Minority businesses are selected from the Directory according to the goods,
supplies and services needed for projects the firm is awarded.
B&A has and continues to solicit minority firms to bid on contracts for services. Attached is a listing
of such minority entities...
B E R M E . L 0 AJ AM
_ P A e7 TNER S I N C
UTILIZATION OF LOCAL MINORITY BUSINESSES
BERMELLO, AJAMiL & PARTNERS, IN.C. endeavors to utilize Minority/Women-owned firms for
printing, photography, public relations, .advertising and promotion, and will continue to solicit
minority firms to bid on contracts for services. (See attached listing)
The following lists some of our contributions to minority entities:
• 7% Of B&A'S Stab is Black
• B&A has contributed the following Pro -Bono work:
• Overtown Advisory Board - Computerized presentation of Overtown Redevelopment Plan (10.
shows)
• Space Planning for City of Miami's N.E.T. office in Overtown
• Douglas Apartments District Task Force - Computerized presentation
• Offered mentoring and proposal coordination to Architectural Design Consortium (a Black
architecture company) for the African -American Library project. Support included:
- guidance with structure/composition of the team
- guidance regarding doing associatedhomework; visiting site and personnel to determine
important issues to address
format and content of the initial submittal
- support/training the office person producing the submittal; frequent phone
conversations
review of the submittal with suggestions for edit; actual edit of cover letter
guidance/support of technical submittal; suggestions on formatting; what/how to request
info from subs; actual hands-on production and editing support
guidance on presentation content and personal presentation skills
designed and produced the multimedia presentation with our personnel and equipment
provided personnel and equipment on site for multimedia presentation
• B&A Advertises in the Miami Times
B&A Participates in the SER-JOBS Program for On -The -Job Training of Minorities in entry-level
positions
• B&A Recruits Annually at Florida A&M's College of Architecture
• Professional Consultants - Over the years, B&A has retained the services of the following Black
professionals:
B E R M E L L 0 A.-) A MI
P AR TNERS ; N C
Black Professional Consultants
George Knox, Attorney •
Darryl S) arpton, CPA
PAWA Complex
Unison Consulting
PEER Consultants
Architectural Design Consortium
Hammond & Associates-
Nifah & Partners, Inc,
Hispanic Professional Consultants
Louis Aguirre & Associates
Hufesy-Nicolaides-Garcia-Suarez
Rafeal Pena
Women -Owned Professional Consultants
Alina T. Ferrer
Susan Holland Associates
Weidener Surveying & Mapping
Judson & Partners
Jimmie Alien
Williams Russell Johnson
Dickey Consultants
Civil -Card, Inc.
Joseph Middlebrooks & Assoc..
JJ Sosa & Associates
Donnell, DuQuesne & Albaisa
Manuel Vera & Associates
Fraga Engineers
San Martin & Associates
• Willy A_ Bermello Endowed Teaching Chair
Miami Dade Community College/Black or -Hispanic Teacher -
Fine Arts Endowment .45,000.00
• Commissioner, Florida Human Relations Commission
Willy A. Bermello served (7) years as Commissioner, Florida Human Relations
Commission, elected Chairman in 1992 and awarded the 1992 Civil Rights Award.
• From 1997 to present, B&A has contributed to the following civic organizations / entities:
Cuban American National Foundation
Latin Builders Association, Chairman
City of.Miami Urban Development Review Board
Civil lights Advocacy Group
. Children's Psychiatric Center - Christmas Gift Foundation
March of Danes
Camillus House
Miami -Dade Christian Coalition
Boys & Girls Club
Multiple Sclerosis Foundation
United Way of Miami Dade County
Hospice NE Hadlow
Anti -Defamation League
• In 1999, B&A promoted one African -American to a Director position.
• At present, B&A has promoted six women to Senior Associate level; ten women to Associate
positions; and three women to the Partner level.
EER M E _ L C A J r M € t,
P A a T N -c S S INC
•
IZATION OF LOCAL MINORITY BUS
DES ON MIAMI DADE COUNTY WOR
Firm Name: OE-RMELLO, AJAMIL & PARTNERS, INC.
Amounts Paid to Minori_ty Firms
Description of
Contract
L
Date
Awarded
-
Contract
Amount
Authorized
Work
Expiration
Date
Minority
Firm Type
Minority Finn Name
01/1997 - '12/1997
01/1998 -
12/1998
01/1999 - Present
Award
Paid
Award
Paid
Award
Paid
DCAD -
Concourse A
7/7/92
$5.8
million
y'
Mechanical �'
& Electrical
7/99
Hispanic
SDM Consulting
—
$t6O,171
_
$210,168
_
$74,82)
Structural
Hispanic
Donnell, DuQuesne &
Albaisa
$68,309
$104,437
_
$25,292
FIU Minor
Project
6/96
varies
tyied,anical
and Electrical
11/99
-
Hispanic
-
Hufsey-Nicolaides-
Garcia -Suarez.
_
25%
25%
_
25%
Structural Eng.
Hispanic
Donnell, DuQuesne &
Albaisa
_
1 5%
1 /
1 i%
Miami Beach
Beautification
7/97
$5461<
Surveying
12/98
Woman
Weidener Surveying
_.
—
—
113,192
_
$1-1,660
Landscaping
Woman
Curtis & Rogers
—
$9,2I0
—
$4,732
—
$13,11.5
Venetian
Causeway
AA -- First Class /
Consular Lounge
1/97
5/98
$2.8
minion
$210K
Surveying
9/99
Woman
Weidener Surveying
$5,408
$114,877
$33,803
Public
Relations
t..tispanic
- David Fierru
,,.._
$28•264
_._
.�...-
Underwater
Inspectors
Native
American
Infrastructures
$23,025
$23,r904
Mechanical &
r1ectrtcal-
3/99
Hispanic
Hufsey-Nicolaicles-
Garcia -Suarez
$3o,900
structural
Hispanic
4
Donnell, DuQusne &
Albaisa
__,_
--
___
__
$6,000
$5,770
$1,330
University of
Miami School of
Business
3/98
$204,000
Structural
continuous
Hispanic
Donnell, DuQuesne &
Albaisa
Doral Country
Club- (Marriott
Arch
2/99
$1.32
million
mechanical &
electrical
2/07
Hispanic
Hufsey-Nicolaicles-
Garcia -Suarez
_
1121,400
$12,300
Structural
Hispanij
Donnell, DuQuesne &
Albaisa
_
_
_
_
$177,000
- 0 •
Advanti & Associates (Printing)
Contact: Glenn Diston
5624 NW 79th Ave.
Miami, FL 33166
477-6010
RC Enterprises*
Contact: Rick Riley
Ft. Lauderdale, FL
954/340-7585
PFAFFCO
Kimberly Pfaff
759 N.W. 24th Street
Miami, FL 33127
635-0986
Bugdal Group, Inc.***
Contact:
7308 SW 48 Street
Miami•, FL 33155
•665-6686
Curtis, Rogers Design Studio***
Contact: Aida Curtis.
2982 Grand Avenue, #301
Coconut Grove, FL 33131
442-1 774 /
Nancy Robinson Watson ***
Photographer
609 Ocean Drive +7-H
Key Biscayne FL 33149
361-9182
*
Black.
Hispanic
Female
Minority Vendors (Partial List)
Williams, Russell .& Johnson*
Contact: Tyrone Williams
3900 NW 79t_Street, Suite 501
Miami, FL 33166
599-1666
Metropolitan Printing
Contact: Hector Infante
3399 N.W. 72nd Ave.
Miami, FL 33122
471-9826
Original Impressions **
Contact: Luis Rodriguez
12900 S.W. 89th Court
Miami, FL 33176
233-1322
Pat McNeese Environmental***
Contact: Pat McNeese
Key West, FL 33054
303/453-5362
Ja-Mar Creations., Inc. ***
Toner Cartridge Specialists
3178 Pembroke Road
Hallandale, FL 33009
961-3233
Judson & Partners*
Contact: Clyde Judson
2730 SW 3'6 Avenue, #203
Miami, FL 33129 .
858-7070
BERMELLO
U k L
FAR TN e R 5
INC
GRIEVANCE PROCEDURE
It is the Firm's desire to maintain the pleasant relationship .that has always existed between •all
members of the staff, striving to make B&A a worthwhile place at employment, Our Employee
Personnel Manual states that if any misunderstanding arises,. or any complaints about the condition
• of employment, wage rate, promotions, or any other problems should be discussed immediately with
Hilda Morello, Personnel Director, located on the iOth floor, or any of the Associates.
a
BEA M _
A 3 A v1 € & P A R , N ER 5 E N C
PROGRAM REPORTING
All employment and other related statistics and/or other records relative to the Affirmative Action Plan
will be available for inspection during normal working hours to appropriate County government
representatives.
Please contact:
Ms. Hilda Morello, Personnel Director
Bermello, Ajamil & Partners, Inc.
2601 South Bayshore Drive
loth Floor
Miami, Florida 33133
(305) 859-2050
Location of Records and Contact Person
All emptoy.ee personnel records and files are in the custody of Hilda Morello, Personnel Director and
Affirmative Action Director.
-a E e_ L A J A M€
P A Ri i N "c R 5 PI C