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9 13 | , 201 HRIEC Page August 12 Approved ion efforts. Presented to Council November 4, Have not updated the Commission All staff participated in the training either going efforts to communicate with, engagement and outreach - umber of applicants of color for jobs, Communications staff begins discussions on how to further develop relationships in under-reached communities through micro-communicatStrategic communications plan, along with engagement and outreach best practices are developed. 2019Ondevelop, and maintain relationships outside the boundaries of City Hall are continued. submitted Engagement Best Practices document for review by staff. DEI consultant will review as part of agreement. Training for key staff members in best practices for and Beyond Quarter, 2019 Quarter, 2019 rdth 342020 At this time this metric may need to be changed as this is difficult to *Note that these numbers are generalized and may need further ised using a racial equity lens n ill plan to update it for upcoming recruitment. (22%) Need to update our tracking dashboard to include interviews In 2020, 663 out of 2,021 volunteers self-reported their ethnicity. 1,354 did not identify 4 of 18 olunteering with City -reporting, 168 identified as BIPOC, (25%) and 499 identified as white (75%). self : umber of job descriptions reviewed and/or revumber of applicants of color hired umber of staff trained on the baseline knowledge concept of the GARE principles umber of connections made within communities of color umber of persons of color vumber of applicants of color applying for and being appointed to City Commissions number of applicants of color interviewed A of Success s Track nTrack n application at this time to track this information. W Applicants of color = 395 Total applicants = 1,439 Percent of applicants of color = 27.4%Track Track nTrack n in person or online. Track n quantify.Track n descriptive identifiers to fully understand.* their ethnicity. Of the 663 Attachment Measure