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Home My WebLink About1983-06-13 Info PacketCity of Iowa City MEMORANDUM DATE: June 10, 1983 TO: City Council FROM: City Manager RE: Informal Agendas and Meeting Schedule June 13_ 1983 7:30 - 9:30 P.M. Conference Room 7:30 P.M. - Special Council Meeting - Separate agenda posted 7:35 P.M. - Executive Session 7:50 7:55 P.M. P.M. - City Attorney's Opinion on - Discuss Central Junior High Property 8:20 P.M. proposal by Clear - Discuss allocation of Jobs Creek Investment Company Bill 8:50 9:05 P.M. - P.M. Review Affirmative Action funds Task Force Report - Discuss tree maintenance and removal policy C" 7:30 P.M. - Special Informal Council Meeting - Conference Room Discuss Central Junior High Discuss New Zoning Ordinance: Priorities and Process for Adoption PENDING LIST Priority A: Priority B Priority C: 1 Iowa -Illinois Utilities Franchise Transit Fare Subsidy Program Discuss City Council Majority Voting Requirements Contract for Sewerage Systems Alternatives Study Housing Inspection Funding Policy Housing Market Analysis Recommendations MECCA Funding Request Shamrock/Arbor Drive Drainage Area Lower Ralston Creek Parcels - Use and Configuration North Dubuque Street Improvements Meet with Broadband Telecommunications Commission Discuss Amendments to Non -Discrimination Ordinance Meet with Design Review Committee regarding recommendations Traffic Signals - Flashing Mode Mandatory Parkland Dedication (Fall 1983) Appointments to Board of Library Trustees and United Action for Youth Board - June 21, 1983 Appointment to Riverfront Commission - July 5, 1983 Appointments to Planning and Zoning Commission and Airport Commission - July 19, 1983 j MICROFILMED BY 'JORM MICROLAB CEDAR RAPIDS-DES-MOINES� r //Sa AGENDA SPECIAL COUNCIL MEETING JUNE 13, 1983 7:30 P.M. CONFERENCE ROOM Item No. 1 - MEETING TO ORDER. ROLL CALL. Item No. 2 - CONSIDER SETTING A PUBLIC HEARING ON JULY 5, 1983, ON AN ORDINANCE AMENDING THE AIRPORT OVERLAY ZONES. Comment: The proposed ordinance, attached to this agenda, to amend the airport overlay zones of the Zoning Ordinance would prohibit certain uses characterized by a high degree of usage or residential occupancy within the clear zones. The Planning and Zoning Commission is expected to act on the subject ordinance at its meeting of June 16, 1983. 7 Action: E Item No. 3 - ADJOURN TO INFORMAL SESSION. I i I 1 I { j { I j 1 I { I r�. 1 • t I I. MICROFILMED BY I 11 vfi JORM MICROLAB r jl _1 CEDAR RAPIDS•DES'W NU r June 9, 1983 Iowa State Commerce Commission Lucas State Office Building Des Moines, Iowa 50319 R.P.U. #83-22 Dear Commissioners: I Recently you received a request from the Iowa -Illinois Gas & Electric Company, Davenport, Iowa, to permit their increase of electric utility rates by an average 35.5% beginning June 27, 1983. An alternative proposal in the same request, entitled the Louisa Phase - In Clause, would establish a 16% first-year increase with similar adjustments in the succeeding seven years to amount to a 40+% total rate adjustment. We understand that this increase is to recapture S the cost of constructing the Louisa generating station due on line R this fall. } We hope that any decision of the Commission on this rate increase - proposal would be based on indepth scrutiny of: (1) the financial impact on customers, businesses, and overall area economic j stability, (2) the appropriateness of the original decision to build the generating facility and the information considered in that decision, and (3) an assessment of the equity in cost sharing between Company and customer for a level of service which is questionably needed at present. The local, municipal economic impact of this rate proposal will require the City of Iowa City's electrical budget to approach $1,000,000 instead of $720,000 planned for Fiscal Year 1984. Because the FY84 budget has already been adopted, with matching revenue levels, the alternative will be $280,000 less for other needed City services and programs. This impact virtually eliminates the accomplishments of a municipally sponsored, six-year old, aggressive energy conservation program. Regionally, such an increase will deter general economic recovery. Additionally, the City of Iowa City is presently negotiating renewal of an electrical franchise with the Iowa -Illinois company. It is of paramount concern that this renewal guarantee the most efficient and affordable service possible to the Iowa City public. A 15% to 30% annual rate increase will not promote affordable service. //S,z ilk i ,MICRDFILMED BY I 'JORM MICR_OLAB I CEDAR RAPIDS -DES HOINES r i J. s _1 June 9, 1983 Page 2 In light of these factors, the City of Iowa City strongly objects to any rate increase which (a) does not equitably reflect the usefulness of the Louisa generating station to local economic demand, and (b) does not represent an equitable sharing of the risk between Company and customer. Sincerely, I June 9, 1983 Same letter to Senator Jepsen The Honorable Charles Grassley U.S. Senator Room SH125 Washington, D.C. 20510 Dear Senator Grassley: Since Senate Bill 66 was first introduced by Senator Goldwater in January of this year, it has undergone several changes. The issues that are pertinent in this bill now are the same ones that have concerned us in the past - those of local control. There have been significant improvements made in the current 5.66 as proposed. However, there are two major issues outstanding. They are the most important issues in this bill, for they deal with the very core of local government's ability to oversee, monitor and enforce any provision and any franchise agreement or contract with a cable company. These issues are listed below: 1. Section 609 of 5.66 on franchise renewal reverses the standard practice of agreement or contract renewal p g provisions by reversing the burden of proof. In the proposed bill local i government must, in effect, prove why a cable company should not have a renewal of its franchise. In addition, a local government cannot consider franchise proposals from competitors until it has accepted or denied the current franchise holder's proposal for renewal. The burden of proof should clearly fall on the cable company to demonstrate its merits for renewal. This stipulation, and #2 below dealing with rate regulation, cut the heart of the local franchising authority's two most valuable enforcement tools, the authority to grant franchise renewals and to regulate rates. 2. Section 607 of 5.66 curtails the authority of local governments to set basic rates. Power to automatically increase cable rates is granted to cable companies by this legislation. Section 607 is tantamount to the complete loss of local basic service rate regulation of any kind in every major city in the United States (major cities defined by those with a population of at least 50,000). That loss may not be incurred immediately, but will inevitably be lost by the end of these cities' franchising agreements. �J MICROFILMED BY JORM MICROLAB I CEDAR RAPIDS -DES MOINES r W 0 2 Basic rate regulation has been traditionally and quite effectively negotiated on the local level between cities and companies. Section 607 cuts away the local government's last threads of enforcement power to which cable companies will respond. Without local government authority to deny rate increases or franchise renewals based on unmet franchise provisions or requirements, there will remain little impetus for cable companies to meet such requirements. Two other issues concern us. 5.66 does not protect third party (public, educational and library) access to cable systems. Government access is specifically protected and in fact can be required (in sections 606, 609 and 614). Such assurance should also extend to third party access. j Section 614 states that cable television cannot be regulated as a common carrier or a public utility. The argument for not regulating cable as a common carrier or utility is that there are several competitors like DBS, SMATV, STV and the like. Such systems are not comparable. 5.66 is an amendment to the original Communications Act. One primary purpose of this act was to create and plan for an organized, national telecommunications system with an emphasis on localism to operate in the public interest. This section is not i consistent with those interests. The issues here all involve local determinism. There is no doubt some legislation regarding cable is badly needed, and this bill is the best one to date. However, the issues discussed above must be i considered and addressed immediately. I hope this information will prove helpful to you. Since a formal vote on 5.66 is quickly approaching, please study these issues carefully. I urge you to oppose 5.66 unless the issues referred to above are resolved. Sincerely, i Mary C. Neuhauser Mayor cc: City Council bdw/sp i //-5-z MICROFILMED BY 'JORM MICR_OLAB I .CEDAR RAPiDS•DES MOINES�r- 11 J 1 ■ r 5 City of Iowa City MEMORANDUM Date: June 6, 1983 To: Department Heads From: City Manager�l Re: City Council Meeting with Developers/Builders On May 31, the City Council met with developers and builders to receive ideas concerning how City requirements might encourage lower cost housing alternatives. The meeting was quite productive. Attached to this memorandum is a list of issues/suggestions from the meeting. This information will be discussed at the staff meeting of June 8. It is being sent to all department heads because it is expected some of you "non- builder/planner types" may have suggestions. At the staff meeting specific topics will be assigned to individual departments. An interim report will be prepared for discussion at informal Council session within the next several weeks, so give some thought to theissues before the staff meeting and review this information with members of your department. cc: City Council bj4/8 C i......� MICROFILMED RY t� JORM MICROLAB I CEDAR RAPIDS•DES'MOINES //53 P 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. Informal City Council Meeting of May 31, 1983 with Developers and Builders List of Issues/Suggestions Adoption of zero lot line ordinance. Why does tree ordinance prevent first 20 feet of front Yard from being used as parking? Why can't garage connect two duplexes? Energy audit. Is there a more efficient certification? Currently, builders must pay $q5 - certification, way to provide $60 for engineering Building permit fees. Some cities charge a single fee which covers all aspects of the project, i.e., structural What are advantages/disadvantages to Cit system vs. single fee. Plumbing and HVAC. City and builder of current Compatibility of tree and parking ordinances. le dIs it evelopedPossibated o reduce parking requirements in densely Hospitals? adjacent to CBD, University and University Can bus be rerouted to use Amhurst, Oberlin and Washington instead of Hastings and Westminster? Is it desirable to increase percentage of allocated to small cars7 Parking lot spaces Organize new zoning ordinance with all requirements for location or prepare user guide which organizes the information in that manner, a zone in one 11. What is status large trees for of tree ordinance review. Particularly smaller ornamental trees? y substituting is 12 If aprovidedroprlate time for requiring permanent easements on plats? would be shown. Plat when improvements are accepted, actual easements 13. Present PAD process works well. Is it possible standards which would permit continuing use of than adoption of new OPD- to add flexible H classification? Present PAD rather 14. Develop and time reduction scheme for Planning Plats, PAD s, etc. i. advantages 15. Are there eProcess, bonds to ages to City/developers for using special assessment fund subdivision improvements? MICROFILMED BY ,JORM MICROLAB I CEDAR RA PIDS•DES*MOINES r //S3 -J { ■ r 5 2 16. Rather than adopting new zoning ordinance, provide greater flexibility in existing zoning ordinance, particularly in areas by providing for greater mix of uses. housing 17. Continue to use present zoning classifications for developed area of City and use new zoning classifications for undeveloped land. 18. Using new zoning classifications, ask land owners preference for classification and integrate with City needs. 19. Re-examine all construction standards re: cost/benefit ratio, including plastic instead of cast iron water main, 24 foot instead of 28 foot residential streets, stormwater storage costs, roll-over curbs instead of curb cuts, tree ordinance, romex versus conduit, sidewalks on both side of the street. cc: City Council j MICROFILMED BY kJORM MICRO_ LAB CEDARRAPIOS•DE5 MOlNES� r I ■ i City of Iowa City MEMORANDUM DATE: ,June 10, 1983 TO: Nayor, Council and City Dlanager FROM: Robert 11, Jansen, City Attorney RE: Central Jr. High Site You have asked that I examine the legal adequacy of the School Board's proposal of Dlay 25, 1983, offering to pay $50,000.00 in exchange for the City's relinquishing its reversionary interest to the site. TJIL matter uandlthe respective with claims Ofgthe SchoolDistrict andtheal H0 Hever, in considering whether or not to dispose of the City's that the Ci interest on a cash settlement basis, it is important to point out os site unless titcreceivesgadequatepconsiderationbased on the interest the market value of that interest. Section 364.7(3) of the Iowa Code provides that "a city may not dispose Of real property by gift except to a governmental body for a public Purpose". The question then is whether or not the money offered is in a sufficient amount to avoid being considered as for less than fair market value, in other words, a gift. The term 'IreaI property" as used in this statute probably includes interests in real less than a fee title such as property that are here. the reversionary interest that is involved As I told the Council recently, it would be very difficult to obtain an appraisal of the City,s reversionary interest. This is due to the fact that the Cityls interest is a contingent reversionary interest that may never vest back in the City, This, of course, is because the School District may decide not to dispose of the property and continue to use it for school or school -related purposes indefinitely. If, for in example, the property was scheduled to revert back to the City and vest to estimate199e fairnthe marketnvaluetatould thosertimesybe whenmvesting woultrying occur. In fair market value terms, the Cityls offer to accept 10%, of the pro- ceeds realized from any sale is, in my opinion, easier to defend since the value of the City's interest would be determined by an actual sale K MICROFILMED BY ,�f `.JORM MICROLAB CEDAR RA PI DS•DES'I401ME5 r 1 Psy 1� I J. A Mayor, Council and City Manager RE: Central Jr. High Site June 10, 1985 Page 2 which legally establishes the fair market value of the property. The School Board's $50,000.00 offer would likely turn out to be substantially less. For this reason I cannot recommend acceptance of the Board's offer. In the event the Council is inclined to seriously consider the $50,000.00 offer and put this matter to rest, there are other alternatives available which, when coupled with the $50,000.00 cash offer, would then approach or reach the level of what could be deemed to be adequate consideration for the Cityls interest. Rather than detail these alternatives in this memorandum, these will be presented for your consideration at Monday's informal Council meeting. rl. I � , RiCROFILNED BY f.JORM MICROLAB -,.CEDAR RANDS•DES MOINES r - :M I I i I i i i I j I I i Mayor, Council and City Manager RE: Central Jr. High Site June 10, 1985 Page 2 which legally establishes the fair market value of the property. The School Board's $50,000.00 offer would likely turn out to be substantially less. For this reason I cannot recommend acceptance of the Board's offer. In the event the Council is inclined to seriously consider the $50,000.00 offer and put this matter to rest, there are other alternatives available which, when coupled with the $50,000.00 cash offer, would then approach or reach the level of what could be deemed to be adequate consideration for the Cityls interest. Rather than detail these alternatives in this memorandum, these will be presented for your consideration at Monday's informal Council meeting. rl. I � , RiCROFILNED BY f.JORM MICROLAB -,.CEDAR RANDS•DES MOINES r - :M IN THE IOWA DISTRICT COURT FOR JOHNSON COUNTY CITY OF IOWA CITY, IOWA, ) Plaintiff, ) LAW N0. VS. ) SHELLER -GLOBE CORPORATION, ) PETITION AT LAW�-`m-, Defendant. ) IMTP ciao ia .w n COMES NOW, the Plaintiff and for its petition states: IMR s '1• tom:: DIVISION I Sor w sc- NEGLIGENCE 1. Plaintiff is a municipal corporation organized and existing under the laws of the State of Iowa and located within Johnson County, Iowa, hereinafter referred to as "City." 2. Defendant is a corporation organized and existing under the laws of the State of Ohio and doing business within the State of Iowa, including the operation of a plant located along Highway 6 East in Iowa City, Johnson County, Iowa, hereinafter referred to as "Sheller -Globe." 3. As part of the manufacturing processes at said plant, Sheller - Globe uses and/or has used a chemical known as Di-iso-nonyl phthalate (hereinafter referred to as DINP) as a plasticizer. 4. D!wP is a member of a family of chemicals referred to as Phthalate Esta : which are classified by the United States Environmental Protection Aget . as toxic pollutants on said agency's priority pollutant list. 5. Sheller -G). was aware of said classification of DINP as a toxic pollutant and had ass d the City that the DINP used at Sheller -Globe's plant didn't get into th 'ity's sewer system. 6. During the last pa. ' May and/or the first part of June, 1981, a heat exchanger owned by and unu he control of Sheller -Globe at its Iowa City plant leaked a large amount al 'P. 1. For several days after u d leak developed Sheller -Globe willfully and wantonly discharged a la. amount of the leaked DINP into the City's sanitary sewer system witi.wt notifying the Cfty of said discharge. B. As a result of the wrongful discharge, said DINP was naturally exposed to aerobic conditions and biodegraded into various byproducts, one of which was 1-nonyl alcohol. MICROFILMED BY �.JORM MICROLAB CEDAR RAPIUS;OES. MOIN ES _.y r 7 -2- 9. 1-nonyl alochol is toxic to the bacteria which are essential to the operation of and contained within the City's anaerobic digesters at the City's pollution control Plant in Iowa City, Iowa. 10. Sheller -Globe was negligent in the following respects: a) Failure to properly maintain and/or inspect the heat exchanger to prevent the leak of DINP therefrom. i b) Failure to immediately shut down the leaking heat exchanger when Sheller -Globe became aware of said leakage. C) Failure to provide adequate measures to confine the leaked DINP within Sheller -Globe's plant thereby Preventing its discharge into the City's sewer system. d) Failure to prevent the discharge of the leaked DINP into the City's sanitary sewer system• i e) Failure to immediately notify the City when ShellerGlobe i + knew or should have known that the leaked DINP was discharged into Che City's sanitary sewer system. I 11. As a proximate result of Sheller -Globe's negligence, said DINP and its degradation byproducts invaded the City's pollution control plant and caused the failure of three of the City's anaerobic digesters thereby damaging the City in that the three failed digesters were inoperative for several months, they had to be cleaned out and restarted, and sludge which normally is stabilized by anaerobic processes had to be stabilized by alternate processes during the time that said digesters were inoperative. 12. The actual cost to the City to repair the above-described damages has been in excess of $100,000. WHEREFORE, the City prays the court to award actual damages against Sheller -Globe in an amount proper to compensate the City together with interest from the date of filing of this Petition and the costs of this i action. 1 Further, City prays the court award punitive damages against Sheller -Globe in amount of $500,000. i ,r- S� „ MICROFILMED BY ,JORM MICR( fj CEDAR RAPM-IIES-MOINES - 1r f Jr --7 f' ,y .3 - DIVISION II STRICT LIABILITY 1. The City realleges the allegations contained in Paragraphs 1 through 9 of Division I. 2. As a proximate result of said discharge, said DINP and Its degradation byproducts invaded the City's pollution control plant and caused the failure of three of the City's anaerobic digesters thereby damaging the City in that the three failed digesters were inoperative for several months, they had to be cleaned out and restarted, and sludge which normally is stabilized by anaerobic processes had to be stabilized by alternate processes during the time that said digesters were inoperative. 3. The actual cost to the City to repair the above-described damages has been in excess of $100,000. A., The use of DINP by Sheller -Globe on its property was Inherently and unreasonably dangerous and likely to do damage to City's property if allowed to escape from Sheller -Globe's property. 5. Sheller -Globe is strictly liable or liable without fault for said damages incurred by the City which were the proximate result of said discharge of the DINP. WHEREFORE, the City prays the court to award actual damages against Sheller -Globe in an amount proper to compensate the City together with Interest from the date of filing of this Petition and the costs of this action. Further, the City prays the court award punitive damages against Sheller -Globe in the amount of $500,000. DIVISION III NUISANCE I I I 1. The City reallege ,he allegations contained In Paragraphs 1 through 2 of Division 11. 2. The above-described wrongful condition, created by said discharge of DINP by Sheller -Globe, constituted a nu'sance to the City in 1 that it was destructive to the city's property and caused the above- I described damages. i r MICROFILMED BY iJORM MICROLAB. CEDAR. RAPIDS -DES -MOINES ' r J - t ■ I AM M C a .4- 3. Sheller -Globe created the nuisance aforesaid with a reckless disregard for the rights of the City. 4. The City's damages from the nuisance aforesaid are in excess of 5100,000. WHEREFORE, the City prays the court award actual damages against Sheller -Globe in an amount proper to Compensate the City together with interest from the date of filing of this Petition and the casts of this action. Further, the City prays the court award punitive damages against Sheller -Globe in the amount of $500,000. CITY OF IOWA CITY, IOWA Ry:U i Je W, an sen City Attorney 410 E. Washington St. Iowa City, `Iowa 52240 By: 7 av d rown istant City Attorney 410 E. Washington St. Iowa City, Iowa 52240 ATTORNEYS FOR PLAINTIFF C { NICROFILHEO BY I JORM MICROLAB t ' CEDAR BAPIDS.IIES.M0INES r - J City of Iowa City MEMORANDUM Date: June 9, 1983 To: City Council From: Anne Carroll, Director of Human Relations Re: Report of the Affirmative Action Task Force Attached please find the report of the City Affirmative Action Task Force, earlier submitted to the City Manager. The Task Force was charged with a one-time review of the City's progress in implementing the Affirmative Action Policy approved by Council in January 1981. In completing its review one of the Task Force recommendations was that their report and a tive report of Affirmative Action progress since the adoption of the Affirma- ith scheduledion for Your yinforma�lbe s meeting wMondascussion has been y�uJunel3, t u. hais t which time I hope to answer any questions You may have with regard to implementation of Affirmative Action within the City of Iowa City workforce. The third quarter FY83 report on Affirmative Action goal accomplishment is attached for your review and you will note that minority representation within the City workforce has increased from 3.0% in FY81 to 4.3% in FY83, a figure which is more than double the 2% minority representation in our recruiting area. bj4/6 //Sb S i MICROFILMED BY I !.JORM MICRO_ LAB CEDAR RAPIDS•DES MOINES 1 1 ■ City of Iowa City MEMORANDUM Date: September 8, 1982 To: Neal Berlin, City Manager From: Affirmative Action Task Force Re: Review of the City of Iowa City Affirmative Action Plan On January 12, 1981, the City of Iowa City Affirmative Action Policy drafted by the Affirmative Action Task Force was approved by the City Council. At that time the Affirmative Action Task Force also recommended a one time review of the Affirmative. Action Plan 18 months after the Policy's adoption. With City Council approval, the Task Force was charged with a review of the Affirmative Action Plan as it relates to the Affirmative Action Policy and submission of a report of its findings to the City Manager. Review of the Affirmative Action Plan was accomplished by the Task Force on August 19 and this report was prepared which addresses the types of continuing efforts needed to maintain an effective and viable Affirmative Action program. As reported by the Human Relations Director, the majority of the Affirmative Action Plan elements required by the Affirmative Action Policy have been successfully implemented, and workforce minority representation has increased from 3.0% to 3.9% (33 permanent and temporary employees) over the past year. Minority group member turnover has slowed considerably, and to a level below that of non -minority employees. The City's image as an affirmative action employer seems to have improved greatly since adoption of the Affirmative Action Policy. However,. the Task Force feels that the following areas warrant increased attention: 1. The City Council should continue to be made aware of Affirmative Action efforts, and it is recommended that a report of the last 18 months' accomplishments and this Task Force report should be discussed with the City Council in the near future. By the Affirmative Action Policy, City Council is charged with the responsibilities, "To provide sufficient resources for the development and implementation of the Affirmative Action Plan and program," and "To evaluate all Council decisions in terms of their impact on Affirmative Action objectives." The Task Force recommends that the City Council consider Affirmative Action goals when allocating funds for employee training and that in all decisions involving procurement, construction, or modification of City facilities, providing for handicapped employee accessibility be given high priority. The Task Force also recommends that a discussion of the City AA policy be included in the orientation of all new City Council members. 2. The Task Force recommends that City Boards and Commissions be made aware of the City's Affirmative Action policy either by receipt and discussion of the Policy or through a presentation at the Council's annual meeting with Boards and Commissions. //5-6 i5f I MICROFILMED BY '.JORM MICROLAB j CEDAR RAPID S -DES MOINES r J ., 3. It is the recommendation of the Affirmative Action Task Force that the City should, while maintaining its Affirmative Action recruitment/employment efforts, direct more attention through Affirmative Action goals to the training and promotion of current minority and female employees, as well as to continue to educate and sensitize all City employees to our Affirmative Action philosophy. These efforts should include: Training/Promotion A. Continue to provide adequate external and internal training opportunities that will permit minority group members and females to qualify for promotions. B. Fund an educational assistance program that would provide at least a portion of tuition and book expenses for employees enrolling in college, community college, or technical school, for course work related to the employee's immediate position or promotional opportunities with the City. C. Career counseling opportunities should be made available to all City employees either through their departments or by the Human Relations Department. Sensitization A. The Affirmative Action Task Force recommends that the Affirmative Action Policy, section III Responsibility, Department Heads, 2, (page 4) describing department head's responsibility for "Conducting discussions at least quarterly with all employees concerning the Affirmative Action program..." be changed to, "Conducting discussions regu1arly, and not less than once year with all employees concerning the Affirmative Action program... The Task Force felt that quarterly meetings were counterproductive to the goal of ensuring that employees understood Affirmative Action policy and procedures because there was little of substance to discuss on that frequent a basis, and especially in times of limited employment and promotional activity. B. The Task Force recommends that the meetings which are held be designed to function as more substantive training opportunities for employees, and may include speakers and films. Use of cable TV as a communications tool was also discussed. C. Discussion of the Affirmative Action Policy should play an expanded role in new employee orientation. 4. Evaluation of cooperation with the Affirmative Action program should be included in the performance evaluation of all Administrative employees. All progress towards attainment of Affirmative Action goals should be discussed, however, employees should be evaluated generally based on /SSG KJ MICROFILMED BY I M '.JORM MICROLAB, f CEDAR RAPIDS•OES MOIRES r ;r s 3 "Participation in, and support of Affirmative Action," because frequently no activity in the employment/promotion areas will be possible. Evaluations should include activities in training and developing minority and female employees, conducting effective meetings with employees, working to prevent affirmative action problems within the department, etc. 5• In the area of selection, the Human Relations Department currently identifies minority applicants and recommends that careful consideration of their qualifications be given. Closer monitoring of the selection process by Human Relations is recommended, especially in identifying the reasons why minority group members are not selected for interview, or if interviewed, not hired. Consideration may be given to conducting training sessions in interviewing skills for those involved in employee selection. 6• Although both of the Affirmative Action reports prepared by Human Relations were considered to comprehensively supply the necessary information to monitor the Affirmative Action Plan, in measures of applicant flow it is suggested that the number of applicants in each category be included along With the percent figures now given. Measures of training opportunities should be refined and categorized by occupational group, if possible. Generally, the Affirmative Action Policy as written and the Affirmative Action Plan as implemented seem to be functioning well in furthering the objectives of served as Affirmative Action within the City workforce. We have been pleased to have in the future forour fasslistancativee inlon the City'ssk oAffirmaltiase feel ve Action efforts all upon us Submitted September 8, 1982. Affirmative Action Task Force Bette Meisel Lolly Eggers Mike Kucharzak Bob Keating Harvey Miller Dale Helling Phyllis Williams Anne Carroll Carla Marcus Dick McCartt j Rusty Barcelo Dianne Gill Arletta Orelup bj/sp i cc: Civil Service Commission Human Rights Commission i I i //S4 r, l' MICROFILMED BY �JORM MICROLAB I CEDAR RAN DSOES'MOINES J. 1 ■ i V City of Iowa City MEMORANDUM Date: May 18, 1983 To: Neal Berlin From: Anne Carroll Re: Affirmative Action Goals - 3rd Quarter FY83 As is required by the City Affirmative Action Policy, attached please find the affirmative action goals established by all City departments for FY83 and the record of progress towards goal accomplishment during this period. Overall measures of the City of Iowa City's progress include the following: 1st 2nd 3rd FY81 FY82 Qtr Qtr Qtr. Applicant Pool Minority Representation: 8.6% 6.7% 6.5% 6.0% 6.2% Workforce Minority Representation: Permanent Employees 3.0% 3.8%* 4.0% 4.0% 4.4% Temporary Employees N/A 4.1%* 5.8% 6.0% 4.2% Combined 3.0% 3.9%* 4.7% 5.0% 4.3% *4th Qtr. FY82 Statistics Johnson County (SMSA) Labor Force 2% Minority Representation Minority Representation** **Source: Johnson County - Employment Status by Sex and Minority Status for 1980 - taken from Labor Market Information for Affirmative Action Programs 1981. During the third quarter of FY83 minority representation in the City permanent workforce increased to 4.4%, continuing to exceed the minority representation of the SMSA labor force - at two percent. Decreases in minority representation among temporary employees were responsible for the decrease in overall minority representation in the City workforce this quarter. Overall the continued low level of employment activity adversely affects some departments' and divisions' ability to accomplish the goals set for this quarter - in many areas in which the goals were set little or no employment activity occurred or openings were filled internally by current employees with no public posting possible. However, the continued trend to hire minorities despite slightly fewer opportunities to do so, is a mark that Affirmative Action efforts continue to be successful. A number of specific measures of individual departments' progress towards achievement of affirmative action goals follow. MICROFILMED BY sJORM MICRO[ AB r I{p CEDAR RAP1D5•bE5 MOINES J J/4c-/- MICROFILMED 6 i CITY OF IOWA CITY AFFIRMATIVE ACTION GOALS FY83 /1 Administration - City Manager and City Clerk Offices, Legal and Human Relations Department Goal: Administrative Departments will take Affirmative Action in continuing to provide leadership and assistance to all other City departments in furthering their accomplishment of Affirmative Action goals, in the day-to-day operations of the Affirmative Action program, and in fulfillment of the responsibilities specified under the Affirmative Action policy. First Quarter: Ongoing. During the 1st quarter, the FY82 year end statistical report was prepared, the Affirmative Action Task Force completed a one-time review of the Affirmative Action policy and program and Affirmative Action goals for FY83 were established. Second Quarter:During the second quarter research was done on use of more appropriate labor market representation statistics for Affirmative Action goalsetting purposes. Third Quarter: Ongoing. Goal: Administrative Departments will continue to provide leadership in promoting the City as an Affirmative Action employer. Ongoing. Goal: Administrative Departments will strive to maintain representation of women and minority group members in professional and administrative positions at levels above those found in the labor market. Ongoing. i Goal: As professional vacancies arise, Affirmative Action will be taken to recruit women and minority group members on a national basis, utilizing minority skills banks where possible. First Quarter: Two professional vacancies occurred - Assistant City Attorney and Energy Coordinator and were filled by white males. One Legal intern's vacancy occurred and was filled by a white female. Second Quarter: One temporary Personnel Assistant's vacancy occurred and was filled locally by a white female. Third Quarter: Two vacancies occurred - City Clerk and Deputy City Clerk and were filled internally by white females. One Legal intern's vacancy occurred and was filled by a minority female. Goal: As clerical vacancies arise, Administrative Departments will take Affirmative Action to recruit and hire minority group members into such Positions. First Quarter: One minority female was hired through the Mayor's Youth Program. //S4 4i i MICROFILMED BY ':.JORM MICROLAB t CEDAR RAPIDS -DES MOINES - _i r• Affirmative Action Goals - FY83 Page 2 Second Quarter: No clerical vacancies occurred during this quarter. Third Quarter: One white female was hired through the Mayor's Youth Program. Goal: Administrative Departments will take Affirmative Action to employ the Physically and mentally handicapped. First Quarter: Ongoing. No hires reported. Second Quarter: Ongoing. No hires reported. Third Quarter: Ongoing. No hires reported. I�. NICROFILMEm BY [JORM MICROLAB t CEDAR RAPIDS -DES MOINES a Affirmative Action Goals - FY83 Page 3 Finance Department Accounting, Treasury, Purchasing, Word Processing Divisions Goal: The Finance Department will take Affirmative Action to recruit and hire minority group members into temporary and entry level permanent clerical positions. First Quarter: No permanent clerical vacancies occurred. Two white females were hired through the Mayor's Youth Program. Second Quarter: No permanent clerical vacancies occurred. One mentally handicapped white male and one mentally handicapped white female were hired through the Work Experience Program. Third Quarter: No permanent clerical vacancies occurred. Two mentally handicapped white females were hired through the Work Experience Program. Goal: The Finance Department, working in conjunction with the Human Relations Department, will plan and provide training in conducting career counseling for current department supervisory staff. First Quarter: Ongoing. Second Quarter: Ongoing. Third Quarter: Ongoing. Goal: The Finance Department, working in conjunction with the Human Relations Department, will provide career counseling and skills training to enable current female employees to become interested in and qualify for promotional opportunities. First Quarter: Ongoing. Training being planned for second quarter. Second Quarter: Courses offered included "English Refresher" and "Conducting Effective Meetings" and "Making an Effective Oral Presentation." Third Quarter: Courses offered included "Business Writing", "Conducting Effective Group Meetings", and "Employee Discipline." Parking Division Goal: The Parking Systems Division will take Affirmative Action to recruit and hire women, minority group members and the mentally handicapped as temporary and federally funded employees in maintenance worker positions. jFirst Quarter Hired: 33% minority female, 65% white male. Second Quarter Hired: 100% white male including two mentally handicapped white males. Third Quarter Hired: 100% white male including one mentally handicapped white male. i Ki I MICROFILMED BY !JORM MICROLAB fj CEDAR RAPIDS•DES MOINES `-1 1 ■ r,-) Affirmative Action Goals - FY83 Page 4 Goal: The Parking Systems Division will continue to take Affirmative Action to recruit and hire women and minority group members into entry level positions. Entry level position representation - Cashier, Parking Enforcement Attendant, Maintenance Worker I 1st 2nd 3rd Quarter Quarter Quarter White Male 28.6% 28.6% 28.6% White Female 52.4% 52.4% 52.4% Minority Male 14.3% 9.5% 9.5% Minority Female 4.8% 9.5% 9.5% �:- MICROFILMED BY ;.DORM MICROLAB' iCEDAR BAPI DS�DES MO1NE5-- r 1 l j i i i 1 r• Affirmative Action Goals - FY83 Page 5 Equipment Service Division Goal: The Equipment Service Division will take Affirmative Action to recruit and hire women and minority group members as temporary and federally funded employees (CETA). First Quarter: No temporary or CETA openings occurred during this quarter. Temporary Employee Representation: 100% white male including one physically handicapped employee. Second Quarter:Temporary Employee Representation: 50% mentally handicapped white male and 50% minority male. Third Quarter: One temporary opening occurred and was filled by a white male. Temporary Employee Representation: 100% white male including one physically handicapped employee. Goal: The Equipment Service Division will take Affirmative Action to recruit and hire women and minority group members into Maintenance Worker III positions (entry-level mechanic positions). First Quarter: No Maintenance Worker III vacancies occurred this quarter. Second Quarter: No Maintenance Worker III vacancies occurred this quarter. Third Quarter: No Maintenance Worker III vacancies occurred during this quarter. MICROFILMED BY .JORM MICROLAB :CEDAR RAPIDS4ES'M0INES - 1 5 Affirmative Action Goals - FY83 Page 6 Parks and Recreation Department Goal: The Parks and Recreation Department working in conjunction with the Human Relations Department, will take Affirmative Action in recruitment to increase the pool of minority applicants for positions with the Parks and Recreation Department to 6%. First Quarter Applicant Representation: Permanent: No vacancies occurred during this quarter. Temporary: 11.2% minority (Parks -18.2%, Cemetery -16.7%, Recreation -10.0%) Second Quarter:Permanent: No vacancies occurred during this quarter. Temporary: 2.6% minority (Recreation - 2.6%) Third Quarter: Temporary: 7.9% minority (Parks 7.7%, CBD - 2.8%, Forestry - 18.2%, Cemetery - 6.5% Goal: The Parks and Recreation Department will take Affirmative Action in hiring to increase the representation of minority group members hired as temporary employees to 4%. First Quarter: 6.4% (minority male and female) Second Quarter: 5.4% (minority male and female) j Third Quarter: 4.8% (minority male and female) Goal: The Parks and Recreation Department will take Affirmative Action to recruit and hire increased numbers of women and minority group members for Maintenance Worker positions with a goal of 2% minority group members and 3.5% female representation. Female Representation MWIII/ MWI/II Total Maintenance Sr. Main. Wkr. Worker Represent. First Quarter Second Quarter i Third Quarter j Minority Representation First Quarter: No minority group members employed as Maintenance Workers currently. No Maintenance Worker vacancies occurred during i, this quarter. Second Quarter: No minority group members employed as Maintenance Workers currently. No Maintenance Worker vacancies occurred during this quarter. Third Quarter: No minority group members employed as Maintenance Workers currently. No Maintenance Worker vacancies occurred during this quarter. 4i ( .MICROFILMED DY JORM MICROLAB j CEDAR RAPIDS•DWMOINES r J1 _ 1 J _.I 1 ■ f Affirmative Action Goals - FY83 Page 7 Goal: The Parks and Recreation Department will take Affirmative Action to employ the physically and mentally handicapped. First Quarter: No hires reported. Second Quarter:No hires reported. Third Quarter: One mentally handicapped white male was hired through CETA. Goal: The Parks and Recreation Department will work through of current women through public relations, educational endeavors, and by increasing the public v and minority group employees; to promote the entry of women and minority group members into park and recreation training programs and careers. Ongoing. MICRDFILMED BY (JORM MICROLAB I CEDAR RAPIDS•'DE5 -MOINES t1r //S� A ■ a --1 y i Affirmative Action Goals - FY83 Page 8 Police Department Goal: The Police Department will take Affirmative Action, within the Iowa City community and surrounding areas, to vigorously recruit women and minority group members for the position of Police Officer, with a goal minority representation. of 11% female and 5% First Quarter: 10.3% female, 5.1% minority Second Quarter: 10.5%* female, 5.3%* minority. Third Quarter: 10.5% female, 5.3% minority. *Increase due to the reinstatement of a police officer to sergeant status. Goal: The Police Department will take Affirmative Action to provide training opportunities to current minority and female Police Officers to enable them to qualify for promotional opportunities. Training is ongoing. Two female officers certified as eligible for j promotion to Sergeant. 1 Goal: The Police Department will take Affirmative Action to hire minority 99ers into the position of Clerk/Typist-Front Desk to assist in Promoting good + , relations with the minority community. Y group j ( t j First Quarter: No vacancies occurred during this quarter. 1 I Second Quarter: No vacancies occurred during this quarter. 1 Third Quarter: No vacancies occurred during this quarter. I i Goal: The Police Department will work through public relations, educational t efforts and the ride -along program to promote the interest and entry of female ! and minority group members into the law enforcement field. Ongoing. Goal: The Police Department will take Affirmative Action to employ the j physically and mentally handicapped in clerical support areas. First Quarter: No clerical support vacancies occurred during this period. f Second Quarter: No clerical support vacancies occurred during this period. I Third Quarter: No clerical support vacancies occurred during this period. t I I MICROFILMED BY LJORM MICROLAB I CEDAR RAPIDS.DES'MOINES f Affirmative Action Goals - FY83 Page 9 Fire Department Goal: As Firefighter vacancies arise, the Fire Department will continue to assist in a vigorous recruitment campaign to encourage applications from women and minority group members. Vacancies are currently being filled from the existing Civil Service lists established following a vigorous recruitment campaign in Spring, 1983, Goal: Prior to the employment of a women or minority group member as Firefighter, or by May 1, 1983, a training session for all department employees will be planned and conducted which will provide a forum for discussion of Affirmative Action issues. Goal: Prior to the employment of a woman or minority group member as a Firefighter, special training sessions will be conducted by the Human Relations Department with all Fire Department command staff, to acquaint them with their special Affirmative Action responsibilities. No women or minority group members are eligible for hire in the immediate future. During the 3rd quarter, Carl Holmes, formerly Deputy Fire Chief for Oklahoma City and one of the highest ranking black officers in the nation, conducted 2's days of supervisory training for all Iowa City fire officers with some of the firefighters also in attendance. During the training the role of women and minority group members in the fire service was addressed in depth. 4_ MICROFILMED BY 'JORM MICROLAB CEDAR RAPIDS•bE5�M01.US 7r I 1 ■ I Affirmative Action Goals - FY83 Page 10 Public Works Department Engineering Division Goal: The Engineering Division will take Affirmative Action to recruit and hire minority group members into Engineering Technician positions, as vacancies may arise. First Quarter: No Engineering Technician vacancies occurred during this quarter. Second Quarter: No Engineering Technician vacancies occurred during this quarter. Third Quarter: No Engineering Technician vacancies occurred during this quarter. Goal: The Engineering Division will take Affirmative Action osit on during FY83hire one woman or minority group member into a summer temporary p First Quarter: No temporary vacancies occurred during this quarter. Second Quarter:No temporary vacancies occurred during this quarter. Two temporary vacancies occurred during this quarter and were filled by returning employees, both white males. Third Quarter Water Division Goal: The Water Division will continue to take Affirmative Action to maintain or exceed 25% female representation in Assistant Treatment Plant Operator and Treatment Plant Operator positions. First Quarter: Female representation - 20.0%* Second Quarter: Female representation - 25.0%* Third Quarter: Female representation - 20.0%* *Changes due to differences in numbers of MWII, Assistant Treatment Plant Operators and Treatment Plant Operator positions. Goal: The Water Division will take Affirmative Action to recruit and hire women and minority group members into Maintenance Worker I and II positions and Assistant Treatment Plant Operator as vacancies arise. First Quarter: No Maintenance Worker I, Maintenance Worker II, or Assistant Treatment Plant Operator vacancies occurred during this quarter. Second Quarter: Maintenance Worker I vacancies occurred and were filled internally by one white female and one minority male. Two Maintenance Worker II vacancies occurred and were filled internally by two white males. Two Assistant Treatment Plant Operator vacancies occurred and ae a filled internally by a white male and externally by e male who was a Veteran. ..w MICROFILMED BY t+` :JORM MICROLAB CEDAR RAPIDS -DES MOINES r 1 i ■ Affirmative Action Goals - FY83 Page 11 Third Quarter: One Assistant Treatment Plant Operator's position occurred and was filled externally by a white male Veteran from previous Certified List. Pollution Control Goal: The Pollution Control Division will take Affirmative Action to recruit and hire women and minority group members into Maintenance Worker II, Assistant Treatment Plant Operator, and Treatment Plant Operator positions as vacancies arise, with a goal of 11% female or minority group representation. First Quarter: No Maintenance Worker II, Assistant Treatment Plant Operator or Treatment Plant Operator vacancies occurred during this quarter. Second Quarter: No Maintenance Worker II vacancies occurred during this quarter. One Assistant Treatment Plant Operator vacancy occurred and was filled internally by a white male. One Treatment Plant Operator vacancy occurred and was filled externally by a white male from a previously certified list. Third Quarter: No Maintenance Worker II or Assistant Treatment Plant Operator vacancies occurred during this quarter. Goal: The Pollution Control Division will take Affirmative Action to recruit women and minority group members into part-time Laboratory Technician positions as vacancies arise. First Quarter: One part-time Laboratory Technician vacancy occurred this quarter and was filled by a white female. Representation: 50% white male, 50% white female. Second Quarter: No part-time Laboratory Technician vacancies occurred during this quarter. Representation: 50% white male, 50% white female. Third Quarter: One part-time Laboratory Technician vacancy occurred this quarter and was filled by a minority male. Representation: 50% white male, 50% minority male. f; r MICRDFILMED BY I .JORM MICROLAB (� .CEDAR RAMS•DES-MOINES r i J. 1 ■ r Affirmative Action Goals - FY83 Page 12 Streets/Sanitation Goal: The Streets/Sanitation Division will take Affirmative Action to recruit and hire women and minority group members as temporary employees with a goal of 5% female and 5% minority group representation. First Quarter: Two white males were hired through CETA and 1 white male was hired through the Mayor's Youth Program. Temporary Employee Representation: 100% white male. Second Quarter: Two white males were hired through CETA. Temporary Employee Representation: 100% white male. Third Quarter: One minority male was hired through CETA. One white male was hired as a temporary. Temporary Employee Representation: 50% white male, 50% minority male. Goal: The Streets/Sanitation Division will take Affirmative Action to continue to hire mentally handicapped employees under federally funded programs. First Quarter: One physically/mentally handicapped white male was hired through the Mayor's Youth Program. i Second Quarter:No hires reported. i Third Quarter: No hires reported. iGoal: The Streets/Sanitation Division will continue to provide training and } I career counseling to current female employees to enable them to qualify for promotional opportunities. i First Quarter: Ongoing. Second Quarter:Current female employee attended a one day session on supervisory practices. Third Quarter: Ongoing. r Traffic Enaineering Goal: The Traffic Engineering Division will take Affirmative Action to recruit and hire female or minority group members into Maintenance Worker II positions, as vacancies arise. First Quarter: No Maintenance Worker II vacancies occurred during this quarter. Second Quarter: No Maintenance Worker II vacancies occurred during this quarter. Third Quarter: No Maintenance Worker II vacancies occurred during this quarter. Ils-4e MICROFILMED BY t}� !JORM MICROLAB CEDAR RAPIDS -DES MOINES j. Affirmative Action Goals - FY83 Page 12 Streets/Sanitation Goal: The Streets/Sanitation Division will take Affirmative Action to recruit and hire women and minority group members as temporary employees with a goal of 5% female and 5% minority group representation. First Quarter: Two white males were hired through CETA and 1 white male was hired through the Mayor's Youth Program. Temporary Employee Representation: 100% white male. Second Quarter: Two white males were hired through CETA. Temporary Employee Representation: 100% white male. Third Quarter: One minority male was hired through CETA. One white male was hired as a temporary. Temporary Employee Representation: 50% white male, 50% minority male. Goal: The Streets/Sanitation Division will take Affirmative Action to continue to hire mentally handicapped employees under federally funded programs. First Quarter: One physically/mentally handicapped white male was hired through the Mayor's Youth Program. i Second Quarter:No hires reported. i Third Quarter: No hires reported. iGoal: The Streets/Sanitation Division will continue to provide training and } I career counseling to current female employees to enable them to qualify for promotional opportunities. i First Quarter: Ongoing. Second Quarter:Current female employee attended a one day session on supervisory practices. Third Quarter: Ongoing. r Traffic Enaineering Goal: The Traffic Engineering Division will take Affirmative Action to recruit and hire female or minority group members into Maintenance Worker II positions, as vacancies arise. First Quarter: No Maintenance Worker II vacancies occurred during this quarter. Second Quarter: No Maintenance Worker II vacancies occurred during this quarter. Third Quarter: No Maintenance Worker II vacancies occurred during this quarter. Ils-4e MICROFILMED BY t}� !JORM MICROLAB CEDAR RAPIDS -DES MOINES j. Affirmative Action Goals - FY83 Page 13 Transit Division Goal: The Transit Division will strive to maintain a position of leadership in the utilization of women and minority group members as Transit Drivers and Maintenance Workers. Transit Driver: lst 2nd 3rd Quarter Quarter Quarter White Male 71.7% 69.6% 69.6% White Female 17.4% 19.6% 19.6% Minority Male 8.7% 8.7% 8.7% Minority Female 2.2% 2.2% 2.2% Goal: The Transit Division will take Affirmative Action to recruit, hire and retain women and the handicapped as night crew maintenance workers. Race/Sex of lst 2nd 3rd MWI & II Quarter Quarter Quarter White Male 100% 75% 75% White Female 0 25% 25% i Minority Male 0 0 0 Minority Female 0 0 0 First Quarter: One white female was hired as a temporary on the night maintenance crew. One Maintenance Worker I vacancy occurred and it was filled internally by a white male. No report of handicapped status among current employees. Second Quarter:One white male was hired as a temporary on the night maintenance crew. No Maintenance Worker I vacancies occurred during this quarter. No report of handicapped status among current employees. i j Third Quarter: Three white males were hired as temporaries on the night i maintenance crew. One white male was initially hired through external advertising and then replaced by a white male through CETA. One white male was hired through the Mayor's Youth Program. No Maintenance Worker I vacancies occurred during this quarter. No reports of handicapped status among current employees. Goal: The Transit Division will continue to take Affirmative Action through staff training to serve the public courteously and efficiently without regard to race, creed, color, sex, ancestry, religion, age, sexual orientation, marital i status, mental or physical handicap or disability. Ongoing. First Quarter: During the 1st quarter all transit drivers attended public relations training sessions designed to assist them in handling relations with all of the diverse segments of the Iowa City community. Second Quarter:Ongoing. Third Quarter: Ongoing. //Sb S� MICR OFILMEDBY �y ''JORM MICROLAB t CEDAR RAPIDS- DES MOINES -.1 i J_ 1 ■ I- Affirmative Action Goals - FY83 Page 14 Plannino and Prooram Development Department Goal: The Planning and Program Development Department will take Affirmative Action to provide internship opportunities to women and minority group members with a goal of 30% female representation and 5% minority representation. Intern Representation: lst 2nd 3rd 7 interns 4 interns 6 interns employed employed employed Goal: As vacancies arise, the Planning and Program Development Department will take Affirmative Action to recruit women and minority group members for Associate Planner, Sr. Planner, and Coordinator positions on a national basis, utilizing minority skills banks where possible. First Quarter: One Human Services Coordinator vacancy occurred and was filled by a white female. One Associate Planner vacancy occurred and was filled by a white female. Second Quarter:No Associate Planner, Sr. Planner or Coordinator vacancies occurred during this quarter. Third Quarter: No Associate Planner, Sr. Planner or Coordinator vacancies occurred during this quarter. Goal: The Planning and Program Development Department will continue to provide career counseling and training including attendance of workshops, seminars and University courses to enable current female employees to qualify for promotional opportunities. First Quarter: Ongoing. Second Quarter: Ongoing. Third Quarter: Ongoing. Goal: The Planning and Program Development Department will take Affirmative Action to employ the physically and mentally handicapped. Ongoing. No hires reported. - — 7-4 J)t" X. �I ( MICROFILMED BY t 'JORM MICROLAB: CEDAR RAPIDS•DES*M01NES r I i Quarter Quarter Quarter White Male 42.9% 75% 66.7% White Female 42.9% 25% 33.3% Minority Male 0 0 0 Minority Female 14.3% 0 0 7 interns 4 interns 6 interns employed employed employed Goal: As vacancies arise, the Planning and Program Development Department will take Affirmative Action to recruit women and minority group members for Associate Planner, Sr. Planner, and Coordinator positions on a national basis, utilizing minority skills banks where possible. First Quarter: One Human Services Coordinator vacancy occurred and was filled by a white female. One Associate Planner vacancy occurred and was filled by a white female. Second Quarter:No Associate Planner, Sr. Planner or Coordinator vacancies occurred during this quarter. Third Quarter: No Associate Planner, Sr. Planner or Coordinator vacancies occurred during this quarter. Goal: The Planning and Program Development Department will continue to provide career counseling and training including attendance of workshops, seminars and University courses to enable current female employees to qualify for promotional opportunities. First Quarter: Ongoing. Second Quarter: Ongoing. Third Quarter: Ongoing. Goal: The Planning and Program Development Department will take Affirmative Action to employ the physically and mentally handicapped. Ongoing. No hires reported. - — 7-4 J)t" X. �I ( MICROFILMED BY t 'JORM MICROLAB: CEDAR RAPIDS•DES*M01NES r I i i J I Affirmative Action Goals - FY83 Page 15 Housing & Inspection Services Department Goal: The Housing & Inspection Services Department will take Affirmative Action to recruit and hire qualified minority group members into positions as Housing or Building Inspectors, as vacancies arise. First Quarter: No Housing or Builing Inspector vacaiicies occurred during this quarter. Second Quarter: No Housing or Building Inspector vacancies occurred during this quarter. Third Quarter: No Housing or Building Inspector vacancies occurred during this quarter. Goal: The Housing & Inspection Services Department will take Affirmative Action to recruit and hire minority group members into clerical and paraprofessional assistant positions in the Housing Division. First Quarter: One secretarial vacancy occurred and it was filled internally by a white female. Second Quarter: One clerical vacancy occurred and it was filled externally by a white female. Third Quarter: No clerical or paraprofessional assistant vacancies j occurred during this quarter. i Goal: The Housing & Inspection Services Department will continue to encourage The professional development of female paraprofessional and technical employees through attendance of workshops, seminars and University courses to enable them to qualify for promotional opportunities. Ongoing. On-the-job training and external training seminars are provided. Goal: The Housing & Inspection Services Department will take Affirmative Action To—employ ploy the physically or mentally handicapped and minority group members in temporary or contractual positions. First Quarter: Ongoing. One minority female is employed in a Leased Housing contractual position. Second Quarter:One non -handicapped white male and one minority female are I employed in Leased Housing contractual positions. i Third Quarter: Ongoing. No hires reported during this quarter. I Goal: The Leased Housing Division will continue to maintain offices and public housing facilities which are accessible to potential handicapped employees and members of the public. Ongoing. I I 1 •.r Y i�j MICROFILMED V Etfi sJORM MICROLAB i CEDAR RAPIDS�DES MOINU r J: 1. Affirmative Action Goals - FY83 Page 16 SeniorCel Goal: The Senior Center will continue to encourage the professional development of current female professional staff through attendance of workshops, seminars, and University of Iowa courses. Ongoing. Goal: The Senior Center will take Affirmative Action to recruit and hire members of protected age categories into Positions. temporary and permanent clerical First Quarter: No clerical vacancies occurred during this quarter. Second Quarter: No clerical or temporary vacancies occurred during this quarter. Third Quarter: One white female was hired through the Mayor's Youth Program. Goal: The Senior Center will take Affirmative Action to recruit and hire females or minority group members into temporary maintenance positions. First Quarter: No temporary vacancies occurred during this quarter. One minority male currently is employed as the only temporary maintenance worker. Second Quarter: No temporary vacancies occurred during this quarter. One minority male currently is employed as the only temporary maintenance worker. Third Quarter: One temporary maintenance worker vacancy occurred which was initially filled by a white male and then by a white female. rr' Ci MICRDFILMED BY !.JO RM MICROLAB CEDAR RAPIDS -DES MOINES.' 1 1. I Affirmative Action Goals - FY83 Page 17 Goal: The Iowa City Public Library will take Affirmative Action to increase the representation of minority group members on the library staff. Ongoing. Goal: As professional vacancies arise, Affirmative Action will be taken to recruit minority group members on a national basis. Ongoing. No professional vacancies occurred during this quarter. Goal: As clerical and para -professional vacancies arise, administrative staff will take Affirmative Action, to recruit and hthe library ire minority group members into such positions. Second Quarter: One Sr. Library Clerk vacancy occurred during this quarter and was filled internally by a white female. Third Quarter: No clerical or paraprofessional vacancies occurred during this quarter. Goal: Because of the frequency of transfers and recruitments from temporary an volunteer d recruit and hire minority groups into t 1 nteer jobs to permanent positions, the Library will make special efforts to hese positions. Second Quarter: One temporary white female was transferred to a permanent Position of Sr. Library Clerk. Third Quarter: Two white males were hired as temporaries and one minority I !� male was hired through CETA. Goal: The Library will take Affirmative Action to employ the physically and mentally handicapped. I Second Quarter: No hires reported. Third Quarter: One physically handicapped white male was hired into a temporary position. Two mentally handicapped white females were hired into volunteer positions. MICROFILMED BY 1JORM MICROLAB .cCEDAR RAPIDS-DES'NOINES r //S6 F i City of Iowa City MEMORANDUM Date: June 9, 1983 To: City Council From: A Jim Hencin, CDBG Program Coordinator Re: Proposed Neighborhood Exterior Paint Program During the City Council's informal discussion about the Jobs Bill CDBG proposals on June 6, some questions were brought up concerning the costs for the Neighborhood Exterior Paint Program. It was stated at that time that 12 houses would be painted using the recommended allocation of $45,000. In actuality, 12 houses would be the least number of houses to be painted based upon a maximum estimated cost per house. Current cost estimates for painting in the Housing Rehabilitation Program indicate a range of $1500- $4000 per house; some houses may be done for as low as $1000. Some of the variables in determining actual cost include the age and size of the house, the condition of its siding and trim, and whether there are porches or attached garages. On this basis, the proposed Neighborhood Exterior Paint Program should involve 12-30 houses. The specifications for painting under the Housing Rehabilitation Program (which would serve as a model for the Neighborhood Exterior Paint Program) require scraping, sanding and washing all siding and trim; replacing rotted or damaged siding and trim; reputtying all windows and replacing broken glass; applying one coat of primer to all bare wood and metal; and applying two top coats of paint. It is estimated that a well-done job, using these specifications, may last 8-10 years. bdw/sp MICROFILMED BY :JORM MICROLAB (CEDAR RAPIDS•DES MOINES r 1157 J - IE City of Iowa City MEMORANDUM Date: June 8, 1983 To: City Council and Neal Berlin From: Denny Gannon D3 Re: Removal and Replacement of Summit Street Kirkwood Avenue paving north of Summit Street, at the Kirkwood Avenue intersection, has, for Years, been difficult to traverse due to several the grade differential between d Avenue . In addition, the intersection radii Summit Street and Kirkwoo are too small for bus turning movements. Of The Engineering Division recommends removing and replacing a 75' section ood Avenue in order Pavement eSummit Street r toimprove driving dforsvehicularrt north oftraffKirklic, especially City buses. The section of pavement proposed to be removed and replaced measures 75' long x 31' wide with the radii at the intersection of Summit Street and Kirkwood Avenue enlarged from 30' to 35'. Construction of the project shall require the closure of Summit Street between Walnut Street and Kirkwood Avenue along with the implementation of a detour route. (See attached detour scheme.) The closure of this block of Summit Street and the subsequent detour is estimated for a period of two (2) weeks. Personnel from the Streets Division will perform the work. The estimated material costs for this project is $4,200. bdw3/3 MICROFILMED BY tai' !:JORM MICROLAB CEDAR RAPIDS -DES 1401NES //500 I ■ i ---------------------------- BOWERY STRUT TRAFFIC SIGNING DIAGRAM SUMMIT & KIRKWOOD MICROFILMED BY tlj ,JORM MICROLAB RAPIDS -DES MOINES I _J, r• 5 IY ( MICROFILMED BY sJORM MICROLAB !j !CEDAR .RAPIDS;DES"MOINES ,' EST/MAT£0 OUANT/Tl£S—� MOIL! <� I •n� Rr-1 UNIT WUL <. \ S r JIJ 1 SIDCW❑l+, P C CONCREr£, A" S r i 1 I � �._+'E.rO..c c • L I M1 1 � ti JJa 1 ♦ 0 1—_ '4- _ .. • , ._ 1 v..-. 0 ie ._tib ".00 SI ^._✓vv,' i AI` A. a, I 1 I W I N 1 „ 1 O p I Q IYarw (nrmp �)S'A I t 1 I e W � b . a a d Q x IF 'anoL_ C C p C 0 O p PLAN ANO PROF/L£ /PROPOSED ORAO£S,I ( MICROFILMED BY sJORM MICROLAB !j !CEDAR .RAPIDS;DES"MOINES ,' EST/MAT£0 OUANT/Tl£S—� IDEM -� UNIT WUL / PAVEMENT, STANDARD, PC CO/JC, B" S r JIJ 2 SIDCW❑l+, P C CONCREr£, A" S r 2J �._+'E.rO..c • L Jr £x15 r,.,G COb£RFTE_- Sr JJa ( MICROFILMED BY sJORM MICROLAB !j !CEDAR .RAPIDS;DES"MOINES ,' I FLa MY MJ EX/STING PLAN (17SMOVAU MICROFILMED BY IJ60M MICROLAB 'CEDAR RAPibs--DES'MOINES ,l II FLa MY MJ EX/STING PLAN (17SMOVAU MICROFILMED BY IJ60M MICROLAB 'CEDAR RAPibs--DES'MOINES ,l I OUTLINE TREE POLiCY_FOR CITY -OWNED TREES Section A. Removals. ,a ,( 6—Y3 83 IL) �7 Trees will be cut down when the following conditions are present. 1. The tree is dead or more than 505 of the tree is dead. 2. The tree is weak structurally and dangerous to people and property. The forester will declare these trees an "eminent peril". No trees will be removed unless absolutely necessary. Every care and precaution will be exercised to preserve existing valuable trees. Section B. Tree Trimming. Criteria for determining priorities. 1. We will trim younger, healthy trees first. 2. Trim other healthy middle-aged and specimen trees, of a desirable Species and favorably located, so that they have an excellent chance of achieving maturity, will he second priority. 3. Lowest priority to all other trees. Trees which are obviously deteriorating and dying should not have trimming money spent on them. Exceptions may Lie made for a dangerous limb, etc. Section C. Tree Planting, We should start a systematic long-range tree replacement program using the following criteria. A. Older sections of Che city which have had many trees removed per block, and have wide parkings (12' to 16'), Careful consideration will be given to planting the proper species for the location. factors to be considered include: 1. Species of existing trees in the block, and in the surrounding area. 2. ilo more than IVI of any species of tree should he planted because of' possible future epidemics (such as Dutch Elm disease, Oak Wilt, etc.). 3. Size and shape of mature tree, root characteristics and susceptibility to salt damage, and other factors contributing to Turban stress" will be considered. Examples of trees which would fit the above criteria are: a. Sugar and Norway ilaple b. Red and `Cdl']eL Oak j c. European and American Linden d. While Ash (perhaps Green Ash) i e. Ilackber•ry ! f. Some, of I.he hybrid Locusl:s } 9 c MICROFILMED BY IJORM MICROLAB > CEDAR RAPIDS-DESMOINES r J I Tree Policy for City-O�-. !l Trees, Pn9e ? 9. Ginkgo h. Dutch Elm resistant hybrid Lillis B. Older sections of the city where Lhe parking is B' or ruder which need more shade. The same criteria as listed in Section A will still apply. i ExamPles of trees which should be planted are: a. Sugar and Norway Maple b. European Linden c. White Ash or Green Ash d. Scarlet Oak - e. Hackherry f. Hybrid Locust g. Ginkgo h. Bradford Pear i. Selected varieties of flowering Crab I C. All other sections of the city where the parking is at least B' wide and few street trees are present. The sante criteri's as listed in Section A will still apply. Specific five-year plans showing projected planl:ings will he forthcoming, if this policy is accepted. MICROFILMED BY �:JORM MICROLAS I CEDAR RAPIDS•DES•MOINES�,.r I J1 E X E C U T I V E S E S S I O N JUNE, 13, 19 8 3 EXECUTIVE SESSION: June 13, 1983, 7:50 P.M. in the Conference Roan at the Civic Center. COUNCIirMMRS PRESENT: Balmer, Dickson, Lynch, McDonald, Neuhauser, Perret. Absent: Erdahl. STAFENlFMRS PRESENT: Berlin, Jansen, Karr. TAPE-RECORDED ON Reel #29, Side 1, 1-241. Moved by Perret, seconded by McDonald to adjourn to executive session under Section 28A.5(b) to discuss strategy with counsel in matters that are presently in litigation or where litigation is imainent where its disclosure would be likely to prejudice or disadvantage the position of the goverimlental body in that litigation. The affirmative roll call vote unanimous, 6/0, Erdahl absent. The Mayor declared the motion carried. Moved by Balmer, seconded by Dickson to adjourn, 8:15 P.M. The Mayor declared the motion carried, 6/0, Erdahl absent. MICROFILMED BY 1y i:JORM MICROLAB t '.CEDAR RAPIDS•DES'MOINES ' r