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organizations <br />Progress ReportProgress Report <br />during 2019-2020 <br />R:\\Administration\\Users\\Rebecca\\GARE\\Action Plan\\FINAL\\2019-20 Racial Equity Priorities <br />under 'Minimum Qualifications' <br />GARE team is identifying positions to review <br />Racial Equity statement is included on all jobs <br />Job postings are targeted to specific professional <br />Discussion between HRIEC & Council 6/3/19HRIEC developing strategies for engagement HRIEC developing a draft Best Practices document for engagementStrategic Communications plan <br /> is in final drafting stage (8/22) <br />HRIEC is working on event to increase outreach to the Hispanic community that would include opportunity to identify "Ambassadors" (approved by council 7/22/19) <br />reviewed/revised <br />Develop a Strategic <br />reached communities <br />review job descriptions <br />Performance MeasuresPerformance Measures <br />methods to engage under- <br />for Engagement document <br />Number of job descriptions <br />identified and reached out to <br />Process is defined on how to <br />Number of community leaders <br />Communications Plan including <br />Development of a Best Practices <br />2019-2020 <br />(Who)(Who) <br />HRIEC <br />GARE Team GARE Team <br />City Manager City Manager <br />AccountabilityAccountability <br />Human Resources <br /> Racial Equity Priorities <br />Assistant City Manager Assistant City Manager <br />ЋЉЊВΏЋЉЋЉ wğĭźğƌ 9ƨǒźƷǤ tƩźƚƩźƷźĻƭ Ώ tğŭĻЊ <br />(When)(When) <br />TimelineTimeline <br />2019-On-going2019-On-going <br />(What & How)(What & How) <br />Outcomes & ActionsOutcomes & Actions <br />Measurable proxies for feelings of 1.Discussion between HRIEC andCouncil on role of HRIEC indeveloping relationships andconnections in communities of color2.Communications staff beginsdiscussions <br /> on how to further developrelationships in under-reachedcommunities through micro-communication efforts.3.Strategic communications plan,along with engagement and outreachbest practices <br /> are developed.Roseville's applicant pool and 1.Specific positions are identified forreview2.A process for reviewing jobdescriptions using a racial equity lensis developed <br />: (#4) Develop a network of contacts in : (#1) Job descriptions are reviewed <br />Outcome: welcomeness, inclusion and respect are developedActionscommunities of colorOutcome: workforce is representative of the overall percentage of people of color living in RosevilleActionsand <br /> revised using a racial equity lens <br />Community IndicatorA.Roseville's residentsstate they feel welcome inthe community,regardless of backgroundor demographicsCommunity IndicatorB.Roseville's workforcereflects the diversity <br /> ofthe community across thebreadth and depth of theorganization <br />GOAL: All people of Roseville are welcomed, included and respected <br /> <br />