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9 11 | , 201 quarter Page th -2020 August 12 traditional and 4 Working on rd traditional - Approved Update provided 3/18/19 other non Progress report is being reviewed -10 year recruiting plan to build up In February, 2019 staff participated in rriculum is developed for all staff. troduce non-traditional candidates to public Develop a 5a reliable, wide base of contacts that can assist with recruitment of diverse candidate pools.Develop diverse pipeline of future employees through connections at high schools, colleges, trade schools, and avenues.the Wunderkammer job fair targeted toward students. Have begun recruiting through National Minority Update for public safety and other avenues. Look for ways to develop non-applicants (i.e. internships, mentoring, apprenticeships, etc.) that will get applicants “in the door” and keep them. establishing partnerships and relationships with KOM and other groups to develop apprenticeship programs to diversify and inworks careers. Provide Update to City Council on staff’s GARE participationThe Strategic Racial Equity Action plan is updated with specific actions, timelines and performance measures for the 2019priority itemsby Strategy Team.Baseline racial equity knowledge training cu Sessions are offered during 3 and Beyond Quarter, 2019 Quarter, 2019 Quarter, 2019 Quarter, 2019 stndrdth 2020 1234 GARE team, Department Human Rights, Inclusion and City Manager, Assistant City City Council Staff Lead:Manager Supporting Staff:Heads Commissions:Engagement Commission Others: A Attachment Racial equity is established as an on-going, sustainable and integrated priority of the city organization, elected and appointed leaders.