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HomeMy WebLinkAbout2015-01-08 Info Packet1 � i III s �r®1�� CITY COUNCIL INFORMATION PACKET CITY OF IOWA CITY www.icgov.org January 8, 2015 IPI Council Tentative Meeting Schedule JANUARY 10 WORK SESSION IP2 Work Session Agenda JANUARY 12 WORK SESSION IP3 Work Session Agenda JANUARY 13 WORK SESSION IP4 Work Session Agenda I135 Memo from Asst. City Manager, Police Chief, and Equity Dir.: January 13th City Council Work Session IP6 Diversity Implementation Form (DIF) 2013-2014 IP7 Copy of Equity Report 2013 (without attachments) IP8 Copy of email from Council Member Botchway: Actions City Council Can take Regarding Diversity and Equity IP9 Copy of email from Council Member Throgmorton: New City Council Action Concerning Equity and Diversity Issues Articles from City Manager: Race, the Police and the Propaganda; When Will the North Face Its Racism? [Distributed as late handout 1/12/151 Email from Harry Olmstead: Work Session on Racial Equity and Diversity IStaff response included] Distributed as late handout 1/12/15 MISCELLANEOUS IP10 Memo from Parks & Rec. Dir. and Supt. of Parks: Proposed Snow Route Maintenance changes IPI 1 Memo from City Clerk: Joint Meeting Agenda Items for January 26 IP12 Police Department Bar Check Report— December 2014 IP13 2014 Building Statistics January 2, 2014 Information Packet (continued) 2 DRAFT MINUTES IP14 Charter Review Commission: January 6 IP15 Housing and Community Development Commission: November 20 A �00Al i� CITY COUNCIL INFORMATION PACKET CITY OF IOWA CITY www.icgov.org January 8, 2015 IPI Council Tentative Meeting Schedule JANUARY 10 WORK SESSION IP2 Work Session Agenda IP3 Work Session Agenda UARY 12 WORK SFESSION JANUARY 13 WORD SESSION IP4 Work Session Agenda IP5 Memo from Asst. City Manager, P is Work Session IP6 Diversity Implementation Form (DIF) IP7 Copy of Equity Report 2013 (without IP8 Copy of email from Council Member B Diversity and Equity IP9 Copy of email from Council Member Equity and Diversity Issues IP10 Memo from Parks & Rec. Dir changes IP11 Memo from City Clerk: Joint IP12 Police Department Bar C cl IP13 2014 Building Statistics Chief,/and Equity Dir.: January 13th City Council 342014 ments) V: Actions City Council Can take Regarding CELLANEO Supt. of Parks: New City Council Action Concerning eting Agenda Items for Jan Report — December 2014 DRAFT MINUTES Snow Route Maintenance IP14 Charter Review Commission: January 6 IP15 Housing and Community Development Commission: November 20 CITY OF IOWA CITY Date Saturday, January 10, 2015 City Council Tentative Meeting Schedule Subject to change January 8, 2015 L---o1=68-15- IP1 Time Meeting Location 8AM-5PM Special Budget Work Session Emma J. Harvat Hall (Department Presentations) Monday, January 12, 2015 1:00-7:OOPM Special Budget Work Session Emma J. Harvat Hall (CIP Presentations) Tuesday, January 13, 2015 5:00 PM Special Work Session Emma J. Harvat Hall (racial equity and diversity issues) Tuesday, January 20, 2015 5:00 PM Work Session Meeting Emma J. Harvat Hall 7:00 PM Formal Meeting Monday, January 26, 2015 4:30 PM Joint Meeting / Work Session Emma J. Harvat Hall Monday, Feburary 9, 2015 5:00 PM City Conference Board Meeting Emma J. Harvat Hall Work Session Meeting 7:00 PM Special Formal Meeting Monday, February 23, 2015 5:00 PM Work Session Meeting Emma J. Harvat Hall 7:00 PM Special Formal Meeting Monday, March 9, 2015 5:00 PM City Conference Board Meeting Emma J. Harvat Hall Work Session Meeting 7:00 PM Special Formal Meeting Monday, March 23, 2015 5:00 PM Work Session Meeting Emma J. Harvat Hall 7:00 PM Formal Meeting Tuesday, April 7, 2015 5:00 PM Work Session Meeting Emma J. Harvat Hall 7:00 PM Formal Meeting Tuesday, April 21, 2015 5:00 PM Work Session Meeting Emma J. Harvat Hall 7:00 PM Formal Meeting Tuesday, May 5, 2015 5:00 PM Work Session Meeting Emma J. Harvat Hall 7:00 PM Formal Meeting Tuesday, May 19, 2015 5:00 PM Work Session Meeting Emma J. Harvat Hall 7:00 PM Formal Meeting I r j ®� IP2 Al CITY OF IOWA CITY 410 East Washington Street Iowa City, Iowa 52240-1826 (3 19) 356-5000 (319) 356-5009 FAX www.icgov.org City Council BUDGET Work Session Agenda Saturday, January 10, 2015 Emma J. Harvat Hall - City Hall 410 E. Washington Street 8:00 AM * 8:00 Budget Overview and Highlights -City Manager's Office & Finance 9:30 BREAK General Government Proaram Budaets: City Attorney City Clerk City Manager Finance Public Safety Program Budgets: (1 hour) Police Department Fire Department Culture & Leisure Program Budgets: (1 hour) Library Parks & Recreation Senior Center 12:00 Noon LUNCH 1:00 Community & Economic Development Program Budgets: 0 hour) Neighborhood Development Services Metropolitan Planning Organizations of Johnson County (MPO) 3:00 BREAK Business -type Funds: (1 hour) Transportation Services (Parking & Transit) Airport Public Works Program Budgets: 0 hour) Discussion wrap-up 5:00 Scheduled ending time *Times noted are estimates r U-15 A �*' - IP3 iO®rtoo- CITY of IOWA CITY 410 East Washington Street Iowa City, Iowa 52240-1826 (319) 356-5000 (319) 356-5009 FAX www.tcgov.org City Council BUDGET Work Session Agenda Monday, January 12, 2015 Emma J. Harvat Hall - City Hall 410 E. Washington Street 1:00 PM * 1:00 Review of Saturday's work session 1:30 Capital Improvement Projects (2 hours) 3:30 BREAK Discussion wrap-up 7:00 Scheduled ending time *Times noted are estimates CITY OF IOWA CITY 410 East Washington Street Iowa City, Iowa 52240-1826 (3 19) 356-5000 (319) 356-5009 FAX www.icgov.org City Council Work Session Agenda Racial Equity & Diversity Issues January 13, 2015 Emma J. Harvat Hall - City Hall 410 E. Washington Street 5:00 PM * • Staff Presentations • Community Input (5:15-6:15*) • Council Discussion (6:15-7:00*) *Times noted are estimates r ' CITY OF IOWA CITY IP5 MEMORANDUM Date: January 8, 2015 To: Tom Markus, City Manager From: Geoff Fruin, Assistant City Manager Sam Hargadine, Police Chief Stefanie Bowers, Equity Director Re: January 13th City Council Work Session In June of 2012, the City Council appointed an ad-hoc Diversity Committee to review law enforcement and transportation services as they relate to minority populations, and to review the policies and procedures of the Citizens Police Review Board. Since that time, the City has made progress on the recommendations that were offered by the ad-hoc Diversity Committee. The City Council and public can track progress on the various efforts through periodic update reports that are distributed to Council and archived by the City Clerk, or by visiting the Diversity Initiative webpage at http://www.icgov.org/?id=2281. In recent months, high-profile national events have heightened community conversation about racial disparities locally. While we are pleased with both the short and long-term steps that we as a City have taken in the last two years to address disparities, it is clear that we have more work to do. In preparation for the City Council's January 13th work session, we would like to offer a framework for the Council to use as they consider the requests the City has recently received from the public in various forms (e.g. emails, phone calls, public comments, media interviews, etc.) and determine the best path forward for the community. The framework would not replace what we have started in our responses to the ad-hoc Diversity Committee recommendations. Rather it would supplement that effort and focus on building relationships and communication channels. Specifically, the framework focuses on the five areas of conversation, accountability, outreach, training and justice. Conversation: We feel it would be very beneficial to ensure that conversations are being facilitated at all levels of the city organization. City Council meetings and work sessions may not be the most effective forums as the structure, agenda limitations, time and physical set-up can sometimes prevent healthy dialogue. To better facilitate community conversation with staff, city management and elected officials, we are suggesting the following actions: 1. City Council Listening Posts: The Council should consider holding listening posts in various locations in the community during 2015. Two Council members can rotate at each post. Key city staff could also be present. We recommend that each post focus on specified concerns articulated by the community, such as police matters, housing, employment and transportation. 2. Staff Roundtables: The City Manager, Assistant City Manager, Police Chief and Equity Director should consider convening small regularly scheduled roundtable discussion with the chair or director of local community organizations that focus their efforts on eliminating racial disparities. Examples of such groups may include the Black Voices Project and the Center for Worker Justice. 3. Expanded Coffee with a Cop: The Police Department launched its version of Coffee with a Cop in 2014. The department would like to expand this initiative in 2015 and will rotate to different areas of the community. These events give residents and officers an opportunity to Interact and connect with each other in a setting that is more conducive to building relationships. January 8, 2015 Page 2 Accountability: Accountability has been a term widely used across the country in recent months. It was also the focus of much discussion with the ad-hoc Diversity Committee. Iowa City is the only community in Iowa that has a Citizens Police Review Board (CPRB). While the CPRB is subject to limitations imposed by state and federal law, it undoubtedly adds a layer of accountability to the public. Similarly, Iowa City is one of a relatively small number of cities and counties in Iowa that has a standing Human Rights Commission and full-time staff focused on discrimination and diversity issues. To expand the City's accountability to the community we are recommending three specific actions beyond the recommendations in the ad-hoc Diversity Committee report to be completed in 2015: 1. Investigate emerging technology and equip all officers with body cameras 2. Continue to engage the service of St. Ambrose University to quantify racial disparities in vehicle stops, citations and searches, and commit to publicly presenting that data to the City Council annually. The goal of this unique partnership and public review process is to reduce disproportionate minority compact 3. Have the City Council review the metrics reported on in the 2013 Equity Report and specify any new measures by which the city shall be accountable for in the coming years Outreach: Since the formation of the ad-hoc Diversity Committee it has been a top priority of the Police Department to conduct more outreach to minority and underrepresented populations in the community. Examples of such outreach include: • Collaboration with the Youth Leadership Program and Children of Promise to launch the Badges for Baseball program • Participation in community events such as the Latino Festival, Party in the Park events, National Night Out, Juneteenth, and miscellaneous neighborhood meetings and picnics • Launching of the first Youth Police Academy and actively partnering with The Dream Center and Diversity Focus to bolster minority population in the second offering of that program • Partnering with local schools to promote positive interactions with officers and students, including participation in a newly created 3 on 3 basketball program at South East Junior High School • Became the first Iowa police department to appoint LGBTQ liaisons to help foster positive relations • Concerted efforts to bolster neighborhood foot patrols and other community oriented policing strategies • Individual officers serve in various capacities with many local organizations and non-profit agencies, including on the Board of Directors of organizations such as The Dream Center and Systems Unlimited The department is working diligently to build and expand on these current efforts. We hope these efforts are helping to build awareness and strengthen relationships with youth, neighborhoods and key organizations in the community. To expand on these outreach efforts and develop new opportunities we recommend that the City Council: 1. Support the requested labor and financial resources in the Police Department's budget to carry out these activities 2. Council members continue to actively participate in these outreach activities when appropriate and feasible. Recent elected official attendance with city staff at the Iowa City Mosque and the Pheasant Ridge neighborhood cookout are good examples of engagement that can be expanded. January S, 2015 Page 3 Training: Each year police officers are exposed to multiple training sessions that focus on specialized topics. In the past year, all officer trainings have been conducted focusing on positive police interactions with: • Foreign nationals • Persons with disabilities who utilize service animals • Individuals covered under the American with Disabilities Act • LGBTQ populations • Persons with mental health disorders The next two all officer training sessions are scheduled in January and March of 2015. One will focus on Civil Rights and the second on bias -based policing and racial profiling. The last all officer training specifically on diversity was held in 2013. The above-mentioned trainings are held in addition to state mandated trainings on topics such as CPR and hazardous materials / blood borne pathogens. In addition to those in the Police Department, other city employees also receive diversity training. In 2014, Transportation Services conducted six employee training sessions entitled "Building Diversity Skills in the Transit Workplace". Additionally, two training sessions for all employees on diversity and inclusion were held city-wide in 2014. Another organization -wide diversity training opportunity is scheduled in February 2015. To properly focus employee training on community needs our recommendation is that the City Council: 1. Authorizes the funds necessary for these trainings 2. Communicates any ideas or perceived needs for training of any city employee group to the City Manager's Office 3. Consider participating firsthand in future diversity training sessions that are offered to all City employees Justice: While the City does not manage the justice system in Johnson County, it certainly can play a role in advancing key initiatives. There are several continuing efforts the city is focusing on: • The Police Department has been a lead collaborator with the Iowa City Community School District, Johnson County Juvenile Court Services, and other key organizations in developing a program to address racial disparities in referrals to juvenile court for first time offenders charged with disorderly conduct. We are optimistic that this program will reduce disparities and lay the groundwork for other similar efforts. • The Department has been working closely with the Iowa Department of Human Rights (IDHR), which is reviewing sample juvenile arrest reports and offering feedback to improve our police services • The Department implemented a community service program in lieu of municipal infractions in downtown Iowa City and is looking for ways to build participation • The City remains a strong supporter of the community ID program that is being led by Johnson County Staff recommends the following role for the City Council to facilitate desired changes in the Justice system: 1. Be supportive and provide resources for the City's involvement in a regional community ID program, which aims to open access to law enforcement and other municipal services The Council should continue to be represented on the Criminal Justice Coordinating Committee. More frequent updates from the Council representative on the committee and regular review of meeting minutes will help the entire Council stay engaged with this committee, and its various subcommittees. January 8, 2015 Page 4 The racial disparity issues being discussed across the country and in Iowa City are incredibly complex. Solutions will require a commitment and collaboration between all local governments, community organizations, neighborhoods and residents. We believe the above -outlined framework will help further the needed work needed to move the community forward in a positive and productive manner. IP6 � r ! CITY OF IOWA CITY Diversity Implementation Form (DIF) 2013-2014 In June 2012, the City Council (hereinafter "Council') established the Ad Hoc Diversity Committee (hereinafter "Committee") to study City law enforcement and transportation services as they relate to minority populations and to review the policies and procedures of the Citizens Police Review Board. From September 2012 to March 2013, the Committee reviewed and investigated the departments and the CPRB. The Committee then developed a set of recommendations. The recommendations, which follow, are separated out between the Police Department, Transportation Services, and the CPRB. To view the entire Diversity Implementation Form including all recommendations made by the Committee as well as staff response to the recommendations visit www.icgov.org/?id=2281. This form only shows those recommendations that required additional staff action. Police 1. Changes should be made in the Department to create a more positive culture that focuses on a "Protect and Serve" approach. 2. Increase understanding between police officers and the minority community. Citizens Police Review Board 1. Increase public awareness of the Citizens Police Review Board and how the complaint process works. 2. Change the process and procedure for the Citizens Police Review Board to address the issue of public distrust. 3. Respond to the pending recommendations to Council from the Citizens Police Review Board. Transportation Services 1. Look into providing additional transit options. 2. Look into additional options for educating the community on behavioral expectations and procedures while riding the bus. 3. Increase community outreach efforts. 4. Improve the overall environment of the downtown interchange and high volume bus stops/shelters. 5. Improve communication between other transit providers in the Iowa City/Coralville vicinity. town erg APOIJCZ Department: Police Summary: The Committee identified assorted policies, practices and procedures and generated recommendations to address diversity related matters. Recommendation A: Create a more positive culture that focuses on a "Protect and Serve" approach. Sub Recommendation Staff Recommendation Status Al. Replace the police recruitment Continue work to develop a new Fall 2013- New recruitment video has been completed and is in use. video. video. RECOMMENDATION COMPLETED. A2. Encourage more relationship- Continue efforts to develop Youth Leadership Program building activities with police connections between the Summer 2013- The Youth Leadership Program (YLP)' of Johnson County officers and members of the public. Department and the community. implemented the BadgesforBaseballPrograminthesummerof2013.The Badgesfor Baseball program is a collaboration between YLP, Children of The Department will implement Promise' and the Department. The program focuses on teaching youth healthy the Badges for Baseball living skills and conflict resolution through sports. YLP expanded the program to program and a Graffiti Cleanup also include components of the Alternative to Violence project. Program in partnership with Juvenile Court Services and Thirty-six area youth were served by the program. The Department joined YLP Mayor's Youth Empowerment every Wednesday for an active portion of the summer camp. The camp had six Program'. themes, healthy living, team work, science, community, nature, and fun. The ' Hereinafter "MYEP". z YLP serves Johnson and Linn Counties and is a positiveyouth development initiativethat serves at -risk middle and high school youth. The program operates in both Linn and Johnson counties duringthe summer months, but primarily in Linn County duringthe school year. ' The Department, in August 2013, entered into an agreement with Community Corrections Improvement Association's Children of Promise Mentoring program in Johnson County. The Children of Promise program agreed to provide volunteer opportunities for the Department. The Department agreed to volunteer at the Children of Promise YLP summer enrichment program through June 2014. Children of Promise is operated by the Community Corrections Improvement Association whose mission is to support community based corrections with community involvement, acceptance and financial resources to Sub Recommendation Staff Recommendation Status YLP staff and kids had positive things to say about the police officers who participated in the camp. The Department hopes to continue this collaboration in the future. Youth who participated in Badges for Baseball, were nominated into the program by ICCSD personnel and can participate from 9th grade thru to high school graduation. They are nominated based on their leadership potential combined with emerging needs or concerns such as challenging behaviors at school or struggling with home issues. All youth who are in junior high and a part of the Children of Promise One on One Mentoring program also are invited to participate in the program. Thirty-six youth participated in the Badges for Baseball. Summer 2014- The Department is participating in Badges for Baseball. Forty-eight area youth are participating. Juneteenth Celebration June 2013- Administrative staff, patrol and investigators both on and off duty attended theluneteenth Celebration at Mercer Park. Juneteenth is an annual event that celebrates the end of slavery in the United States. The Department will work toward National Night Out incorporating Street Officer August 2013- Three neighborhoods in Iowa City participated in the 30th Annual participation in crime prevention National Night Out (NNO) crime and drug prevention event. The events were activities specifically in the held at Wetherby Park, Lindeman Estates, and at Sandusky & Cherry Streets. attendance of meetings with Activities included block parties, cookouts, visits from the police, contests, and Immigrant Voices and the youth activities. In an effort to expand this opportunity and to increase diverse Neighborhood Centers. participation, the Department reached out to the Center for Worker Justice asking for their participation. Officers participated in the parties to meet neighbors and handout safety information. Officers also handed out special gifts to children, provided by Target and Crimestoppers. National Night Out is designed to: (1) heighten crime and drug prevention awareness; (2) generate support for, and participation in, local anticrime efforts; (3) strengthen neighborhood spirit and police community partnerships; and (4) send a message to criminals letting them know neighborhoods are organized and fighting back. establish and embrace pro -active programs that break the cycle of crime. 0 Sub Recommendation Staff Recommendation Status Additional outreach activities will Party in the Park be conducted at Forest View and Summer 2013 -The Neighborhood Response Officer participated in the Parks & Cole Trailer Courts. Recreation Party in the Park program, attending seven events. Encourage membersof minority Latino Festival communitiesto participate in the August 2013- Officers attended the Iowa City Latino Festival. Ride Along Program. Grant Wood Neighborhood Meeting Fall 2013- In responseto concerns in the area, Neighborhood Response Officers and representatives from Housingand Inspection Services and Neighborhood Services met with the Grantwood Neighborhood Association to seek resolutions to challenges within their area. Shop with a Cop December 2013 -Officers accompanied local youth on shoppingtrips. Participants were able to spend one-on-one time with officers and also buy items eitherfor themselves or their family. Afterthe shoppingtrip Officers rode a school bus back to the Police Substation where youth wereableto color and watch holiday movies. Santa made an appearance as well. Other Activities December 2013- Administrative staff", investigators and patrol officers attended the Homeless Children's Trust Party at The SPOT. January/February 2014 -Community Officer J. Baileys developed curriculum for the Youth Police Academy (YPA) and is researching a Cadet program. Spring 2014- The curriculum for the YPA was presented to the Restorative Justice group to determine where it fits in the summer youth schedule. March 2014- The Department collaborated with Southeast Junior High School to participate in a weekly 3 -on -3 Basketball League with students. The program ran from Mid -March thru the end of April 2014. March 2014— Sergeant 1. Bailey met with staff of the 6th Judicial District to Administrative staff would include the Chief, Captains and Sergeants. 5 Community Officer J. Bailey was promoted in the spring of 2014 to Sergeant, hereinafter "Sergeant J. Bailey". Sub Recommendation Staff Recommendation Status discuss Badges for Baseball. May 2014—Crime Prevention Officer Mebus attended a Congolese Refugee planning meeting. Crime Prevention Officer Mebus will continue to be a part of future meetings. June 2014— Officers' attended Send a Kid to Camp Fundraiser at New Creations International Church. March 2014—The YPA will start in August. YPA will target youth between the ages of thirteen -seventeen. Crime Prevention Officer Mebus is in charge of YPA. June 2014- Administrative staff, patrol and investigators attended the Juneteenth Celebration at Mercer Park. Winter 2014- The Department has made 118 visits to schools. ONGOING. A3. Research the viability of Continue to search for Pedestrian Mall Time for Fine Payments restructuring the Department to adopt opportunities to expand Fall 2013- The Department developed a program offering regular community a community policing model. community policing efforts. service hours in responseto a variety of unpaid finesfor violations in the Pedestrian Mall. A history of participation in community policing and Foot Patrol Outreach community relationship building Fall 2013 -The Department has conducted at least 183 foot patrols since June, will be a strong factor for specifically concentrating efforts in the residential areas with higher consideration in employment and concentrations of minority populations (This numberdoes not includethe promotions within the foot patrols in the downtown or near -downtown areas). T h e Neighborhood Department. Response Officer is workingas a point of central contact to help identify and resolve neighborhood issues and make referralsto other City Departments when appropriate. A "neighborhood issues' letter was distributed to residents of the Shady Glen area (the majority of the distribution was completed in-person) providing contact information for the Neighborhood Response Officer. Spring 2014 —The Department has conducted at least 229 foot patrols. Winter 2014—The Department has conducted 915 foot patrols. ONGOING. Recommendation B: Develop understanding between officers and the minority community. Sub Recommendation Staff Recommendation Status Bl. All officers receive information Continueto provide diversity Training Bulletin /education so they are less Iikelyto related training opportunities. Summer 2013- A training bulletin was disseminated to all officers providing make assumptions regarding minority information on the Committee recommendations, response and populations. The Department has and will implementations of the recommendations. Additionally, the bulletin sought continueto ensurethat diversity inputfrom officersto identify means or programsthey believe would improve training is given a high priority. the level of communication and build relationships with diverse communities. The Department has committed Police Legal Science Training (PLS) to participating in the 2013 June 2013- Subject matter: Persons with disabilities who use service animals. Reducing Racial and Ethnic Disparities in Juvenile Justice July 2013- Subject matter: Americans with Disabilities Act. Certificate program at the Center for Juvenile Justice Reform at October 2013- Subject matter: Arrest and detention of foreign nationals with Georgetown University a focus on provisions of the Vienna Convention. (September 23-27, 2013). January 2014 — Subject matter: Civil Rights Training. The Johnson County team includes a representative from the Juvenile March 2014 -Subject matter: Bias -Based Policing/Racial Profiling. Court System, a District Court Judge, and the Coordinator for the Education/Training/Research Johnson County Disproportionate Fall 2013 - Investigator K. Bailey participated in the Georgetown University Minority Contact Committee. JuvenilelusticeCertificate Program "Reducing Racial and Ethnic Disparities in Juvenile Justice" and continues to work with other participants of the program Additionally, the Department is to implement the Capstone Project. The Capstone Project is a collaboration working with Dave Kuker, with the between the Department, the ICCSD, and Juvenile Court Services to address Iowa Department of Human the disproportionate referrals to juvenile court from the ICCSD for disorderly Rights, Division of Criminal and conduct. Juvenile Justice Planning in an effort to identify alternatives to July 2013- Administrative staff participated in "Creating Self -Aware & arrests, specifically related to low- welcoming Communities", sponsored by Diversity Focus. level, public order allegations. July 2013- The Department implemented the Police Chaplin program, which includesfive Chaplin'sfrom different denominations across the city. October 2013- Administrative staff, investigators and patrol officers attended the Conference on Racial Justice & Disproportionate Minority Incarceration held in Iowa City. Alternativesto Arrest The Department has been working with Dave Kuker, who is with the Iowa Department of Human Rights, Division of Criminal and Juvenile Justice Planning. Mr. Kuker has been provided with random samples of juvenile arrest reports for evaluation in an effort to identify areas where police services could improve. Additionally, Mr. Kuker is researching and seeking information on successful programs that have been instituted across the country that have identified alternatives to arrests. Summer 2014- Department Sergeants and Investigators participated in the Resolving Racial Disparities in Johnson County's youth Serving Systems Community Forum. Winter 2015 — All Officers including Sergeants, Lieutenants, Captains and Chief will receive Cultural Competency Training conducted by Diversity Focus. ONGOING. B2. Officers need to handle situations Continue to pursue the highest Supervisors conduct in-car camera and body camera recording reviews of consistentlyfor all community degree of expectations from officer interactions in complaints alleging "use of force'. Supervisors also members. This expectation needs to be officers. randomly review recordings to evaluate and address any officer behavioral clearly communicated and officer concerns. behavior needs to be monitored. ONGOING. Recommendation C: Opportunities to educate the public on rights and responsibilities. Sub Recommendation Staff Recommendation Status Cl. Additional education and Continue efforts to develop Summer/Fall 2013- Sergeant J. Bailey worked on the information needsto be provided to relationships with various minority following improvements: members of the minority communities communities in Iowa City. for them to gain an understanding of 1. Updatingthe existing Department websiteto highlight new and their rights and responsibilities. Recommended publishing efforts existing programs, including the new specialty position within the already occurring. Department (i.e.... Neighborhood Response).The new position alongwith contactinfonTotionwas highlighted on the website and a press release The Department will actively was issued; recruit minority members of the community to participate in the 2. Highlighting the programming offered by the Department using its Citizens Police Academy. Facebook page and website; The Department will expand 3. Producinga summary handout, detailing all the Department's outreach efforts by educating the programming for public distribution; public on the availability of speakers and presenters for public 4. Collaborating with the Communication's Office to create a Public meetings and educational Service Announcementto air on the City Channel; activities. 5. Including an article in the Neighborhood Services Newsletters that provided information about two new grant positions in the Department. September 2013- An introduction of Officer Derek Frank, assigned as Neighborhood Response Officer and Officer David Schwindt, the Downtown Liaison Officer was posted on the website and on Facebook. Both officers were also included in the Neighborhood Association Newsletters for the month. September 2013- Sergeant J. Bailey and Investigator K. Bailey led a panel discussion on youth Crime in the U5. Approximately 35 students from UAY and Kirkwood Community College participated. The event was held in the Council Chambers at City Hall. Panel topics discussed included child abuse, child sex abuse, racial disparity, violent crimes, gun crimes, the court system, prevention models, and the restorative justice model. 10 11 Spring 2014- The Department will use existing electronic endeavors. The cost/benefit analysis was high due to constant updating, printing & distribution March 2014- Sergeant J. Bailey presented Know your Rights at The Spot. Approximately 40 members of the community attended. A representative from the Universityof Iowa Student Legal Services also presented from the defense perspective. ONGOING. C2. Strengthen community partnerships Continue efforts and determine Department ad ministration met with a representative from UAY.The with community and neighborhood ways to enhance communication discussion included the Department and UAY working togethertoward organizations to provide educational efforts. The Department will work community based collaborative projects. Specifically considering anYPAand opportunities, and disseminate toward incorporating street possibly expanding youth diversion programsto include minorjuvenile information. officer's participation in crime offenses. prevention activities and See Recommendation Status A2 For Further Information. community outreach programs. Summer 2013- The Department hosted two student interns from the University of Iowa Center for Diversity & Enrichment. March 2014 -The Department met with Hispanic and Sudanese representatives from the Center for Worker Justice to address questions/concerns re: police interaction and to discuss ways to collaborate on future programs and outreach. A Department contact and brochure will be produced on what to do when you come in contact with the police. March 2014- Administrative staff met with Pheasant Ridge Apartments management to discuss options for neighborhood stabilization in wake of recent shootings in that area. ONGOING. C3. Develop partnerships with Continue efforts with community Fall 2013- City staff is engagingwith different stakeholders regardingthe the schools and community youth agenciesto develop a Police program and will pursuethe program with stakeholders in the community in groupsto implementa Police Cadet Cadet program. FY 14. program, which introduces youth to the field of law enforcement. Develop a grant program Summer 2014 -The Youth Police Cadet Program was held in the summer of modeled after the PI N grants to 2014. provide learning opportu nities for younger residents. Fall 2014 - The Department is partnering with The Dream Center and Diversity Focus on the Youth Police Cadet Program for the summer of 2015. RECOMMENDATION COMPLETED. 11 Recommendation D: Pending recommendations from the Human Rights Commission to the Council. Sub Recommendation Staff Recommendation Status Ad Hoc supportsthis Reviewthe issue and return to Summer 2013 -City staff reviewed other cities and counties across the country recommendation: Council with a recommendation that have implemented municipal identification cards. The Human Rights Commission would Fall 2013- City staff met with University of Iowa College of Law Associate support the City in pursuing a Professor Stella Burch Elias and her students who expressed an interest in municipal issued identification card, researching the implementation ofa municipal identification card for the City. implemented in a manner to protect the safety of undocumented persons.6 January 2014- Report on Municipal Identification Cards was submitted to Council along with a staff recommendation. Council requested the Human Rights Commission (HRC) review the report along with the staff recommendation. The HRC reviewed the report and recommended for Council to support Municipal Identification Cards (Community Identification Card -CID) and upon adoption of the CIDs for the City to formally recognize the validity of the CID. Fall 2014 -Johnson County is implementing a Community Identification Card. City staff are working with Johnson County on the implementation. 6 Recommendation made December 18, 2012. 12 CITIZENS POLICE REVIEW BOARD (CPRB) Recommendation A: Increase public awareness of the CPRB and the process by which one could file a CPRB complaint. Sub Recommendation Staff Recommendation Status Al. Distribute literature regardingthe Continueto provide updated and September 2013 - Information was updated following passage of the amended CPRB in the community so that pertinent informationto the public ordinance, by-laws, and standard operating procedures by Council. information is readily availableto the regardingthe CPRB. public. Fall 2013- Information is being distributed in multiple locations, with Access to relevant information will ongoing exploration of more locations and use of social media. be improved on the City website and promoted. Spring 2014- Brochures translated into Spanish and beingformatted at printers. Awaiting final review. Translations in Korean and Chinese still pending. Fall 2014 — Brochures in Spanish are available. Translations into additional languages have been placed on hold while the City explores whether to continue use of the word "citizen." A2. Prepare a video City staff will develop a public Summer 2013 - In conjunction with the Cable Division an educational video on to be shown to a variety of local information video regardingthe the CPRB will be produced. organizations and on the City Cable CPRB. City staff will then airthe Channel. video on City Channel and Spring 2014- Video production is completed. The video is currently being online. The video will be edited. recorded in a way that allows for the reuse of the video at Fall 2014— Video is completed. different points in the future. RECOMMENDATION COMPLETED. A4. The Human Rights The Equity Director is available to Fall 2013- The Equity Director provides information to the complainant Coordinator should serve as an provide informationto the about the CPRB investigative process. assistant and provide education complainant about the CPRB about the process when a process and to assistthe complaint has been received. The complainant in understanding Human Rights Coordinator will send the process. It is not a letterto the person filingthe recommended that the Equity complaint to offer support Director participate in the 13 throughout the investigative complainant's interviewwith the process. The Human Rights Police Department as the Equity Coordinator will beavailableto Directorshould not be put in the RECOMMENDATION COMPLETED. address any questionsor concerns actual or perceived position of that the complainant may have and advocatingfor the complainant. will extend an invitation to accompany them in the interview with the Police Department. A5. It is recommended forthe City The City Manager will participate Fall 2013- The City Manager is participating in the interviews with the involved Managertoparticipate in the in the interview process with the officer(s) on CPRB complaints. interview with the Police officer(s) involved in a CPRB TO BE REVIEWED IN THE SUMMER OF 2015 PER STAFF COMMENT. Departmentand the officer(s) allegation. The participation by involved in the allegation. the City Manager will be reviewed in two years to ensure the practice is producing its intended result. A6. The complainant will be offered an Develop a survey tool for the Fall 2013 — A complainant has the option of filling out a survey after the exit survey. complainant to fill out at the end investigation is complete and a decision has been rendered. of the CPRB investigative process. RECOMMENDATION COMPLETED. A7. Terms for the CPRB should be The Council should determine if Fall 2013- The Council recommended no change. limited to two four-year terms. changes to terms are necessary. RECOMMENDATION COMPLETED. 14 Recommendation B: Pending recommendations from the CPRB to the Council. Sub Recommendation Staff Recommendation Status Bl. Change the name from the Police Staff recommends an ordinance Fall 2013 — Name changed. Citizens Review Board to Citizens Police change if the desired outcome is a RECOMMENDATION COMPLETED. Review Board.' name change. B2. To remove the language regarding Staff recommends an ordinance Fall 2013 - Language regard ingformal mediation within the city code and from formal mediation within the City Code change. the standard operating procedures has been removed. and from the Standard Operating RECOMMENDATION COMPLETED. Procedures! B3. No change in the CPRB's 45 -day Staff recommends an ordinance September 2013 - Changes made in ordinance and standard operating reporting period as it may impact change. procedures by Council reflect the 90 day reporting period. thetimeto process a complaint.' RECOMMENDATION COMPLETED. ' Recommended June 12, 2012. a Recommended June 12, 2012. ' Recommended change to 90 -days from the CPRB October9, 2012 15 Iowa City Transportation Services Department: Transportation Services Summary: The Committee identified assorted policies, practices and procedures and generated recommendations to address diversity related matters. Recommendation A: Should work on providing additional transit options. Sub Recommendation Staff Recommendation Status Al. Sunday service options Develop a report to outline Fall 2013- Transportation Services is in the process of evaluating different assessing the free downtown Sunday service options to include transit models as part of a system wide approach to providing public transit. shuttle as a potential revenue costs, estimated rides and This includes evaluating differences between City wide services vs. demand route to offset additional bus alternative transportation driven services. Sunday service, Saturday and evening expansion as well as services or researching how to solutions. This will be submitted in route start times are being evaluated as a part of this process. develop a free shuttle service in a report as a part of a system wide other areas. evaluation. Summer 2014- Report is in the process of being sent to the Council for its review. Winter 2014— Report is completed and is scheduled for a Council Work Session. RECOMMENDATION COMPLETED. A2. Expand times on Saturday. Evaluate service needs for Summer 2014- Alternative models are being evaluated for providing Saturdays. This will involve a transportation on night and weekends. This includes voucher programs for community outreach piece to employment transportation. gatherfeedbackon transportation needs. This will Winter 2014— Report is completed and is scheduled for a Council Work be submitted in a report as a part Session. of a systemwide evaluation. RECOMMENDATION COMPLETED. A3. Increase start times for Enhance outreach efforts to Fall 2013- Transportation Services is compilinga list of businesses along Heinz weekday services, specifically for businesses along Heinz Road and Road, Scott Blvd., and other major employers in that area to determine transit certain routes and service areas industrial areas in Iowa City to needs and evaluating service models. where there are swing shifts such as evaluate needs of businesses. the Heinz Road area. Further Spring 2014— Initial discussions with businesses in industrial areas will be suggests that Transit contact Information received will develop completed by June 2014. management of the businesses in the outline of proposed that area to surveythe busing solutions/recommendations for Winter 2014— Report is completed and is scheduled for a Council Work 16 Sub Recommendation Staff Recommendation Status needs of employees. any necessary service Session. enhancements. RECOMMENDATION COMPLETED. A4. Recommend the central The purchase and installation of Fall 2013 -Transportation Services has installed a digital atomic clock in the bus facility use an atomic clock to an atomic clock for the downtown interchange. Plans are underway to incorporate time display on BONGO sync its clocks. Transit is placing interchange is underway. Once monitors throughout Iowa City, Coralville and the University of Iowa campus. clock at the downtown interchange installed, a policy will be that syncs with a clock posted on implemented for drivers to Spring 2014 — Only 50% of monitors have the capability to display the atomic BONGO and the City website. This routinely display the time. clock time. Transportation Services is working with the University of Iowa's would allow drivers and ridersto Information Technology Department (ITD) to upgrade remaining monitors. routinely sync their watches, etc. with transit time. 17 Recommendation B: Look into alternative ways to notifying the public about acceptable behavior and procedures while riding the bus. Sub Recommendation Staff Recommendation Status Bl. Recommend creatinga Transportation Services is in the Summer 2014- Presentations have been conducted at United Action for Youth document/pamphlet outlining process ofdevelopingabrochure (LAY). Document is currently beingtranslated into languages other than English the procedure followed by the outlining proper conductfor users including Spanish and Mandarin. The finished materials will be provided to the Departmentwhen there is an incident of the transit system. This will be Iowa City Community School District (ICCSD) at the beginning of each semester on the bus. This information should be coordinated with the City as well as incorporated into outreach presentations. displayed on the bus, website, Attorneys Officefor review and be ONGOING. downtown interchange, and at area implemented with the assistance schools. of the Communication's Department. B2. Create youth liaisons by Transportation Services will Fall 2013- Transportation Services will be reachingoutto the ICCSD to develop a partneringwith local schools to find engage the ICCSD to discuss protocol for distribution of materials and presentation of transportation related students in leadership mechanismsto dispense information. rolesto help driverswith information about behavior, safety, incidents involving other youth. regulations and policies related to Fall 2013- Transportation Services staff has been in discussions with ICCSD Youth liaisons can be rewarded use of the public transit. This will administration to outline goals for the outreach program. T In e first outreach with free bus passes and/ or other include grades K-12. presentation is planned for the middle of February, 2014 and will reach out to incentives to help maintain order on students in grade school, middle school and high school. The presentation will the bus during school times. Youth also be part of the orientation held with students in the Youth Empowered to liaisons would be trained in peer Serve (YES) program sponsored by Johnson County. mediations and de-escalation techniques and bus safety Spring 2014- Two presentations at Shimek Elementary have been completed protocols. Youth liaisonsshould be and presentations at Longfellow Elementary are scheduled. Presentations have current youth riders. been provided to Hoover Elementary 3rd Graders and thirty-one youth who are participating in the YES program. Will continue to engage with youth groups and the public. ONGOING. In Recommendation C: Increase community outreach efforts. Sub Recommendation Staff Recommendation Status Cl. Create a video with local Develop a media campaign to Fall 2013 - Transportation Services is reaching out to younger riders to develop youth/community members that promote and educate community an informational video on the expectations when using public transportation. explain how to appropriately use members on the use of public The video outline has been completed. transit services. transit. This will include school age users as well as other age groups. Spring 2014 - This is scheduled to be completed in the summer of 2014 for dissemination in the fall of 2014. Fall 2014 — Looking for ways to encourage student participation in the video. C2. Provide an interactive Includethis idea as a part of the Fall 2013- Transportation Services has been monitoring the progress of CDSP to informational kiosk at the upcoming City Downtown implement an interactive kiosk. downtown interchange. Streetscape Project (CDSP). Spring 2014—Transportation Services is working with the University of Iowa ITD on mechanism for the display. C3. Connect with local schools, Develop a transit outreach Fall 2013 —Transportation Services staff will reach out to ICCSD's neighborhood associations, program to include administration. etc., to informthe community of neighborhoods, schools, social ongoing changes and improvements service agencies, the Senior Center Spring 2014- Two presentations at Shimek Elementary have been in transit services. and other area businesses. completed. Presentations have been scheduled for Longfellow Elementary. Scheduling at Grant Wood Elementary is pending. Fall 2014 — Presentations to groups of youth at UAY. ONGOING. C4. Recommend Department staff Transit is in the process Fall 2013- Transportation Services staff has been in communication with the NTI participate in ongoing culturally and of setting up a training program trainer responsibl e for this program. NTlhas indicated that ajoint training linguistically appropriate diversity with the National Transit Institute between Iowa City, Coralville & Cambus can be accommodated. trainings. (NTI)to provide transit specific diversity training. This will be Summer 2014- Training took place in May 2014. Six total sessions were held. ongoing training. The training was entitled Building Diversity Skills in the Transit Workplace. Winter 2014— Scheduling a customer service training for the spring/summer of 2015. ONGOING. C5. Recommends the Department Develop a survey mechanism to Winter 2013 -The survey iscompleted and is currently beingtranslated into create a survey addressing current evaluate the transit system languages otherthan English. Once translations are completethe survey will be transportation needs of the including current gaps in distributed online, through the neighborhood committees, on the bus and on 19 Sub Recommendation Staff Recommendation Status community. Specifically, the transportation services and future the City website. Copies will also be available at City Hall, Transportation Committee recommends questions needs as it relates to public Services Office, Iowa City Public Library, Senior Center and Neighborhood assessing: transit. This will be done in Centers. O Community needs for Sunday and extended Saturday service. O Community needsforextending service both AM & PM on weekdays. O Assessing needs for low-income areas O Broad outreach and publicizing of survey. In addition, consideration must be made for individuals not able to access the survey electronically (access to hard copy) and translation needs for different languages and email distribution. Note: This survey needs to be implemented and analyzed in 2013. Subsequent surveys should be completed every two years. All survey results should be accessible to the cooperation with the Metropolitan Planning Organization of Johnson County. The survey will be distributed in multiple formats in an effort to maximize access. These formats will include, web, neighborhood committees, mailings and hard copies distributed on the bus. Hard copies will be made available in multiple languages to provide access to those that have limited English proficiency. Transportation Services is also interested in investigating the implementation of a "Mind Mixer' type system for collecting input from the community. Spring 2014- Communication's staff is working on producing hard copies for distribution. Electronic version of survey is available on Survey Monkey. The link is available on the City website. Distribution of hard copies will commence in the near future. Fall 2014 —Survey should begin distribution in February 2015. Recommendation D: Improve overall environment of Downtown Interchange and high volume bus stops/shelters. Sub Recommendation Staff Recommendation Status The Committee proposesthe Create a Transit Facility Plan to Fall 2013- Transportation Services has implemented a weekly condition Department work on providing include current amenities, outline assessmentas a part of its maintenance plan. The plan includes evaluation of additional transit needs as specified of future installations (short and damage, replacement of worn parts and weekly routine cleaning and upkeep. below: longterm) and establish a Transportation Services also monitorsthe conditions of the interchanges and o Pursue additional seating in maintenance plan documentfor sheltersto address maintenance/safety concerns. downtown interchange. ongoing maintenance. o Increase number of shelters. Spring 2014 -Discussions with Old Capital Mall staff for additional seating for o Increase frequency of maintaining bus passengers is ongoing. Two bus shelters have been added. Two additional bus stops (e.g. litter, overall sites are currently being evaluated. Upgraded amenities at bus stop locations appearance). will be ongoing. ONGOING. 21 Recommendation E: Improving communication between other transit services in Iowa City/Coralville vicinity. Sub Recommendation Staff Recommendation Status The Committee proposes the Continue ongoing communications Fall 2013- Transportation Services staff has been investigating mechanisms to Department work on providing with Coralville, Cambus and establish a communication plan with Coralville Transit. Staff representatives additional transit needs as specified Johnson County to continue to from Iowa City, Coralville, and Cambus have met with University of Iowa ITD below: find ways to improve staff to establish a timelinefor development and implementation of a trip communications, coverage and planner system to be incorporated into the BONGO website. The three transit o Establish radio communication efficiencies as it relates to agencies are putting togethertime point data for all bus stops within the with the other transit services providing public transit services to community. in order to provide transfer the community. options. Spring 2014- Coralville transit is on a different radio system and currently o Trip planner to include all local Plans are in process for the next unable to cross over. Trip planner is 90% complete. Iowa City and Coralville transit services and assist evolution of BONGO to include a have all data entered and are working out the bugs. Cambus has completed riders to travel throughout the trip -planner function for utilizing 80% of their route information. Links have been developed on the BONGO Iowa City/Coralville area. Iowa City, Coralville or University website as well as the mobile application that will go live when the Trip o Review current services for of Iowa transit systems. Planner is complete. This will have a soft roll out in June 2014 and will be streamlining and/or duplication ready for the fall 2014 semester. of services with other transit services. o Consideration should be given to social and cultural needs when making changes to the transit system. 22 Mechanism used to report out. Sub Recommendation Staff Recommendation Status Recommend for the City Manager to The "Diversity Implementation Fall 2013- The annual equity report that will be provided to the Council provide an annual report to the City Form (DIF)" will be the reporting regarding various reports under the context of diversity is in the planning Council and the public concerning the mechanism for the diversity stages. status of law enforcement, public recommendations. The DIF will be transportation, and other City services provided annually. The reports Spring 2014- Reports are being gathered and the report is currently being or programs as these City services cited in the staff response will be drafted. relate to the needs and concerns of provided together annually, with the City's racial/ ethnic minority, the DIF. Summer 2014- 2013 Equity Report released August 28, 2014. immigrant, juvenile, elderly, disabled, ONGOING. poor, veteran, and other special populations. This annual report of the City Manager shall be called "The City of Iowa City Annual Equity Report." pal previously distrbuted 8-28-2014 1. Just and fair inclusion. An equitable society is one in which all can participate and prosper. The goals of equity must be to create conditions that allow all to reach their full potential. In short, equity creates a path from hope to change. i J Prepared by: Stefanie Bowers Equity Director City of Iowa City 410 E. Washington Street Iowa City, IA 52240 Please send any comments concerning the 2013 Equity Report to humanrights@iowa-city.org The definition of equity is from Policy Link Policy Link is a national research and action institute that advances economic and social equality. For more information please visit www.policylink.org City of Iowa City "�.a� Iquif.yP.eport SECTIONI: INTRODUCTION............................................................................................................................. 2 BACKGROUND................................................................................................................................................... 3 CITYCOUNCIL MEMBERS & STRUCTURE............................................................................................................. 5 TERMINOLOGY................................................................................................................................................... 6 DEMOGRAPHICS................................................................................................................................................ 8 SECTION11: ANALYSIS OF REPORTS....................................................................................................................13 POLICE DEPARTMENT TRAFFIC STOP DEMOGRAPHICS BY AGE, RACE AND SEH...........................................67 HUMANRIGHTS COMMISSION..........................................................................................................................14 POLICE DEPARTMENTYOUTH REPORT ......................................................................................................69 POLICEDEPARTMENT............................................................... ........................................................ ................. 17 HUMANRESOURCES.........................................................................................................................................30 78 CITIZENSPOLICE REVIEW BOARD.......................................................................................................................37 POLICE DEPARTMENT SCHOOL INCIDENT LOCATION REPORT.................................................................... DEMOGRAPHICS OF BOARDS & COMMISSIONS.................................................................................................39 6: SECTIONIII: CURRENT INITIATIVES....................................................................................................................42 JUVENILE JUSTICE SYSTEM IMPROVEMENT PROJECT.........................................................................................43 POLICE DEPARTMENT INCIDENT BASED REPORTING REPORT...................................................................194 ST. AMBROSE STUDY ON POLICE TRAFFIC STOPS...............................................................................................45 8: WORKFORCEEQUITY........................................................................................................................................46 INTERNATIONALSTUDENT OUTREACH..............................................................................................................48 HUMAN RESOURCES DEPARTMENT EE04 REPORT SURVEY YEAR 2013 ....................................................206 WEBREDESIGN.................................................................................................................................................48 30: COMMUNITYOUTREACH..................................................................................................................................48 SECTIONIV: FUTURE INITIATIVES.......................................................................................................................50 POLICE CITIZENS REVIEW BOARD ANNUAL REPORT FY 13........................................................................223 ACTIONPLAN....................................................................................................................................................3i ACTION PLAN FOR POLICE DEPARTMENT TO REDUCE RACIAL/ETHNIC DISPARITY..............................................53 CONCLUSION....................................................................................................................................................55 APPENDICES......................................................................................................................................................56 1: HUMAN RIGHTS COMMISSION ANNUAL REPORT FY 13.............................................................................57 2: POLICE DEPARTMENT TRAFFIC STOP DEMOGRAPHICS BY AGE, RACE AND SEH...........................................67 3: POLICE DEPARTMENTYOUTH REPORT ......................................................................................................69 4: POLICE DEPARTMENT SCHOOL VISIT REPORT............................................................................................ 78 5: POLICE DEPARTMENT SCHOOL INCIDENT LOCATION REPORT.................................................................... 89 6: POLICE DEPARTMENT ARREST REPORT BY CHARGE, RACE, GENDER AND AGE..........................................133 7: POLICE DEPARTMENT INCIDENT BASED REPORTING REPORT...................................................................194 8: POLICE DEPARTMENT DISCIPLINE SUMMARY REPORT.............................................................................195 9: HUMAN RESOURCES DEPARTMENT EE04 REPORT SURVEY YEAR 2013 ....................................................206 30: HUMAN RESOURCES DEPARTMENT EMPLOYEE STATISTICS.....................................................................213 11: POLICE CITIZENS REVIEW BOARD ANNUAL REPORT FY 13........................................................................223 12: DIVERSITY IMPLEMENTATION FORM (DIF) AS OF 7/15/14.......................................................................227 SECTION Is Introduction Background City Council Members & Structure Terminology Demographics BACKGROUND On May 15, 2012 the Council passed a resolution of intent to establish an ad hoc committee to study City law enforcement and transportation operations as they relate to minority populations with a view toward promoting just and harmonious interaction between local government and minority segments of the community. On June 19, 2012 the Council passed a resolution establishing the Ad Hoc Diversity Committee.' DIVERSITY COMMITTEE MEMBERS: Bakhit Bakhit (resigned 1/31/13) Kingsley Botchway, Chair Joe Dan Coulter Donna Henry (resigned 9/17/12) LaTasha Massey -DeLoach (started 9/24/12 replacing Donna Henry) Cindy Roberts (Vice Chair) Orville Townsend, Sr. Joan Vanden Berg The Diversity Committee held 22 meetings from September 2012 -March 2013 and hosted several public information gathering sessions that specifically sought input from historically underrepresented groups in the community including persons of color and individuals from the immigrant community. The public information gathering sessions were held at the Iowa City Public Library, Pheasant Ridge Neighborhood Center, West High School, Hy -Vee (Waterfront location), City High School, and The Spot2. The Diversity Committee also did outreach to minority youth in the area to get a better understanding of their views and beliefs concerning City operations with emphasis on the Police Department and Transportation Services. in addition, the Diversity Committee spoke with staff of City Departments and Divisions to discuss City policies, services, operations and programs. The City Manager, City Attorney, and City Clerk, staffed the meetings. The Diversity Committee concluded that the City could improve its services, programs and operations as they relate to minority populations and developed a set of recommendations for the Council to consider. One of the recommendations requested the City to provide an annual report to the Council and the public on the status of law enforcement, public transportation, and other City services or programs as these services relate to the needs and concerns of the City's racial/ethnic minority, immigrant, juvenile, elderly, disabled, poor, veteran, and other special populations. The Diversity Committee's last meeting was held on March 4, ' Source: Resolutions 12-260 & 12-320. 2 See https://www.facebook.com/pages/The-Spot/214255521969364. 2013. The recommendations were presented to the Council in a March 7, 2013 Information Packet and at a Council Work Session held on April 9, 2013.3 City staff reviewed and offered feedback on the recommendations from the Diversity Committee as requested by the Council. Council accepted staff recommendations on June 18, 2013 and requested that staff provide the Council with annual updates regarding progress on the recommendations as adopted and produce an annual report on equity. The recommendations are outlined in the Diversity Implementation Form or DIF. The DIF is reviewed and updated quarterly by the DIF Team." The DIF Team includes representation from the following departments: Police, City Attorney, City Clerk, City Manager, Transportation Services, Human Rights and Communications. The reports approved by Council for staff to include in the annual Equity Report are: the Human Rights Commission Annual Report, the Police Department Traffic Stop Demographics by Age, Race and Sex, the Police Department Youth Report, the Police Department School Visit Report, the Johnson County Incarceration Reports the Police Department School Incident Location Report, the Police Department Arrest Report by Charge, Race, Gender, and Age, the Police Department Incident Based Reporting Report, the Police Department Discipline Summary Report, the Human Resources Department EEO4 Report, the Human Resources Department Employee Statistics, and the Police Citizens Review Board Annual Report. 6 All reports provide data from the calendar year 2013 unless otherwise noted. a Source: Resolution No. 13-217. ° Sogrce: Resolution No. 13-217. 5 This report was replaced with the Iowa City Police Department Arrest Report by Charge, Race, Gender and Age (January 1, 2013 -December 31, 2013). The Johnson County Incarceration Report references all law enforcement agencies within Johnson County. 6 Based on a recommendation from the Ad Hoc Diversity Comtnittee the Police Citizens Review Board name was changed in the fall of 2013 to Citizens Police Review Board. This report will hereinafter refer to it as the Citizens Police Review Board or the CPRB. CITY COUNCIL MEMBERS & STRUCTURE Iowa City is governed by an elected Council of 7 members: 4 Council members at large and 3 District members .7 As a body of elected officials the Council establishes local laws, sets policy, approves programs, and appropriates funds. As elected representatives, the Council is responsible to all of the residents of Iowa City, and as such devotes its energies to making decisions which are in the best interest of the public welfare. Each Council member serves a four-year term, while the Mayor is elected by the Council from within its membership and serves a two-year term. The organizational structure of the city government is of the City Council -City Manager form. The Council appoints the City Manager, City Attorney and City Clerk. The City Manager is the chief administrator for the City. The City Manager implements policy decisions of the Council and enforces City ordinances. In addition, the City Manager appoints and directly supervises the directors of the City's operating departments and supervises the official conduct of City employees including their training, compensation, reclassification, discipline and discharge.8 7 Pictured this page 2014 City Council (L to R) front rota: Kingsley Botchway (At -large), Matt Hayek (Mayor), Jim Throgmorton (District C), Rick Dobyns (District A). Second row: Susan Mims (Mayor Pro Tem), Terry Dickens (District B), Michelle Payne (At -large). 9 c..-, ro«....c i-- r; .o r.v...rn rm.,aidzta uonrlhry k ndav 2n14• itratactr Plan Rnnnrt. 2012-2013. TERMINOLOGY Cultural Competency: Is a set of congruent behaviors, attitudes, and policies that come together in a system, agency, or among professionals that enables effective work in cross-cultural situations. 'Culture' refers to integrated patterns of human behaviorthat include the language, thoughts, communications, actions, customs, beliefs, values, and institutions of racial, ethnic, religious, or social groups. 'Competence' implies having the capacity to function effectively as an individual and an organization within the context of the cultural beliefs, behaviors, and needs presented by consumers and their communities? Diversity: Refers to human qualities that are different from our own and those of groups to which we belong; but that are manifested in other individuals and groups. Dimensions of diversity include but are not limited to: age, ethnicity, gender, physical abilities/qualities, mental abilities/qualities, race, sexual orientation, educational background, geographic location, income, marital status, military experience, parental status, religious beliefs, work experience, and job classification. Diversity as a concept focuses on a broader set of qualities than race and gender. In the context of the workplace, valuing diversity means creating a workplace that respects and includes differences, recognizing the unique contributions that individuals with many types of differences can make, and creating a work environment that maximizes the potential of all employees to Ethnic Group: A group of people who share a common religion, color, or national origin. Irish - Americans, Mexican -Americans, German -Americans, Italian -Americans, Hindus, Moslems, and Jews are examples of ethnic groups. Some members of ethnic groups participate in the customs and practices of their groups, while others do not." Inclusive Community: Does everything that it can to respect all its residents, gives them full access to resources, and promotes equal treatment and opportunity." Minority: The smaller part of a group; a group within a country or state that differs in race, religion or national origin from the dominant group. According to Equal Employment opportunity Commission guidelines, in the United States minority is used to mean four particular groups who share a race, color or national origin. These groups are: American Indian or Alaskan Native. A person having origins in any of the original peoples of North America, and who maintain their culture through a tribe or community; s Citing: Toward a Culturally Competent System of Care, Cross, T. et al (1988,1989). i° Citing: http://hr.fhda.edu/diversity/. 31 Citing: http://www.archives.gov/eeo/terminology.fitml. 12 c:.:..... ti .... r/r,, ,.,.,I,.la..Hehlc_..a-rnnrcnrJru lruro/mdri ira!-mmnatenre/inclusive-communities/main. • Asian or Pacific Islander. A person having origins in any of the original people of the Far East, Southeast Asia, India, or the Pacific Islands. These areas include, for example, China, India, Korea, the Philippine Islands, and Samoa; • Black (except Hispanic). A person having origins in any of the black racial groups of Africa; • Hispanic. A person of Mexican, Puerto Rican, Cuban, Central or South American, or other Spanish culture or origin, regardless of race. 13 Race: The term race refers to the concept of dividing people into populations or groups on the basis of various sets of physical characteristics (which usually result from genetic ancestry). 14 "Citing: http://www.archives.gov/eeo/terminology.htmi. 14 Citing: http://www.diffen.com/difference/Ethnicity vs Race. IOWA CITY DEMOGRAPHICS POPULATION. SEX & AGE Iowa City's population was 67,862 in 2010.15 The estimated population for 2013 was 71,591.16 The median age in 2010 in Iowa City was 25. There were slightly more females (50.3%) residing in Iowa City in 2010 than males. 17 BREAKDOWN OF AGE Is Under 5 4.6% 5 to 9 3.7% 10 to 14 4.2% 15 to 19 12% 20 to 24 24.2% 25 to 34 16.5% 35 to 44 8.8% 45 to 54 9.9% 55 to 59 4.3% 60 to 64 3.8% 65 to 74 4.2% 75 to 84 2.5% 85 &Over 1.5% --- 30 -- 25 — —" 20 15 --- 10 - -- 5�0 �q o ,yb ,yoi ,Lb .fib Ab yb hoi �b .fib ab ,el Jca° h� 11 w 1�1 liplt� ���o byc° y�c° 6�c0 byc° �yc° $y0 PLACE OF BIRTH The number of Iowa Citians born outside the United States was estimated at 7,814 persons or 11.4% between the years of 2008-2012. Of this number 1.26% were born in Europe, 6% in Asia, 2% in Africa and 1.88% in Latin America.19 LANGUAGE SPOKEN AT HOME Over 16% of the Iowa City population spoke a language other than English at home from 2008- 2012. Asian and Pacific Islander languages were the highest at 5.19%, Spanish second at 4.79%, other Indo-European languages was third at 4.10%, followed by other at 2.37%.20 15 Source: US Census 2010 Data. 16 Source: Iowa City, Iowa QuickFacts from the US Census Bureau 2014. 12 Based on ACS 2008-2012 Data. " Based on ACS 2008-2012 Data. 19 Source: US Census 2008-2012 Data. 20 0. A — Arc inn4-9n17 nor. EDUCATIONAL LEVEL The percentage of persons 25 years of age or older with a high school diploma or higher Is 95.6% in Iowa City. The percentage of persons 25 years of age or older with a Bachelor's Degree or higher is 58.5% in Iowa City. Statewide, the percentages are estimated at 90.7% & 25.3% respectively. 21 VETERAN & DISABILITY STATUS 2,842 veterans resided in Iowa City from 2008-2012. Individuals with disabilities were numbered at 5,218 or 7.7% of the Iowa City population from 2008-2012.22 SOCIAL CHARACTERISTICS 23 RACE & ETHNICITY In 2010,82.5% of Iowa City's population identified as White, 5.8% Black or African American, 0.2% American Indian and Alaska Native, 6.9% Asian, 0% Native Hawaiian and Pacific Islander, 2.5 % individuals of two or more races24, and 5.3% Hispanic or Latino 2s Race & Ethnicity ■ White ■ Black *American Indian and Alaska Native ■Asian ® Native Hawaiian and Pacific Islander ®Two or More Races * Hispanic or Latino .2% 6.998.5%5.3% 21 Source: US Census Bureau. American Factflnder 2008-2012 Data. 22 Based on ACS 2008-2012 Data & Iowa City, Iowa QuickFacts from the US Census Bureau 2014. 23 Source: US Census Bureau. American Factfinder 2008-2012 Data. 24 Individuals who chose more than one of the six race categories are referred to as the Two or more races population, or as the group who reported more than one race. For example, respondents who reported they were "White and Black or African American" or "White and American Indian and Alaska Native andAsian" would be Included in the Two ormore races category. Citing http://www.census.gov/prod/2001pubs/c2kbrol- 6.pdf. Iowa City State of Iowa Married Couple Family 33.4% or 9,116 52% or 635,714 Average Household Size 2.24 2.41 Average Family Size 2.87 2.96 Householder Living Alone 35.6% 28.6% RACE & ETHNICITY In 2010,82.5% of Iowa City's population identified as White, 5.8% Black or African American, 0.2% American Indian and Alaska Native, 6.9% Asian, 0% Native Hawaiian and Pacific Islander, 2.5 % individuals of two or more races24, and 5.3% Hispanic or Latino 2s Race & Ethnicity ■ White ■ Black *American Indian and Alaska Native ■Asian ® Native Hawaiian and Pacific Islander ®Two or More Races * Hispanic or Latino .2% 6.998.5%5.3% 21 Source: US Census Bureau. American Factflnder 2008-2012 Data. 22 Based on ACS 2008-2012 Data & Iowa City, Iowa QuickFacts from the US Census Bureau 2014. 23 Source: US Census Bureau. American Factfinder 2008-2012 Data. 24 Individuals who chose more than one of the six race categories are referred to as the Two or more races population, or as the group who reported more than one race. For example, respondents who reported they were "White and Black or African American" or "White and American Indian and Alaska Native andAsian" would be Included in the Two ormore races category. Citing http://www.census.gov/prod/2001pubs/c2kbrol- 6.pdf. INCOME The median household income from 2008-2012 was at $42,220 (State of Iowa $51,129).26 Individuals below the poverty level from 2008-2012 was at 27.9% (State of Iowa 12.2%).27 MEDIAN HOUSEHOLD INCOME BY RACE & ETHNICITY 29 RACE IOWA CITY IOWA U.S. Black $19,233 $26,607 $35,564 American $22,214 $29,484 $37,469 Indian, Alaska Native Asian $37,375 $57,596 $71,709 White $44,163 $52,137 $56,203 Native $22,214 Hawaiian & Other Pacific Islander Hispanicor $44,319 $38,780 $41,994 Latino LOW & MODERATE INCOME AREAS The following table presents information regarding low and moderate income (LMI) persons in Iowa City. LMI persons, as determined by The Department of Housing and Urban Development (HUD), have incomes at or below 80% of the median family income (MFI).29 HUD defines an LMI census tract or block group as one in which 51% or more of the population have incomes of 80% or less of the MFI. According to these criteria, 13 of the city's populated census block groups qualify as LMI areas. In Iowa City, the number of LMI persons includes university students who are living away from home while attending college (i.e., living in Iowa City for the purpose of attending college). The census counts these individuals in the location of their "usual residence." Usual residence is the place where a person lives and sleeps most of the time. This place is not necessarily the same as the person's voting residence or legal residence. Also, non -citizens who are living in the U.S. are included, regardless of their immigration status 30 Details on the LMI status of each census block group appear in the following tables .31 26 Among communities where college students make up at least 10 percent of the population, median household income would be 6 % higher on average if student households Were excluded. Source: AStudy in Poverty, or How College Towns Skew Census Data. See http://www.policvblognh.org for further information. 27 Source: US Census Bureau. American Factfinder 2008-2012 Data. 21 Based on ACS 2008-2012 Data. zs Iowa City FY 15 Annual Action Plan Neighborhood and Development Services. ao Iowa City FY 15 Annual Action Plan Neighborhood and Development Services. 31 Imma r'ity FY 11; Annual Artinn Plan NPiwhhnrhnnd and DPVPInnmPnt SPm1rP5. All IMIIn AC nCDcnMC DV DI nrV GOr)11P )nnq LUVV/ Census Block Tract Group Number of LMI Persons Percent LMI Persons Census Tract Block Group Number Percent of LMI LMI Persons Persons 1 (part) 1 684 28% 15 2 448 38.8% 1 (part) 2 916 46% 16 1 2,874 81.6% 4 (part) 1 2,886 54.3% 16 2 2,747 96.7% 5 (part) 1 0 00 17 (part) 1 340 35% 5 (part) 2 2,449 42.2% 17 (part) 2 279 38.4% 6 1 2,163 71.1% 17 (part) 3 691 56.2% 11 1 1,191 74% 18 (part) 1 2,184 57% 11 2 1,534 84.1% 18 (part) 2 1,866 57.4% 12 1 241 28.3% 21 1 27 100% 12 2 326 32.5% 21 2 1,091 90.3% 13 1 315 17.79/. 23 1 354 40.1% 13 2 284 20.5% 23 2 796 50.7% 14 (part) 1 177 26.5% 23 3 0 0% 14 (part) 2 519 31.7% 104 (part) 4 699 60.5% 14 (part) 3 866 39% 105 (part) 1 188 23.4% 15 1 760 52% Iowa City 29,895 53.2% Note: Data includes all city residents." 32 Source: US Department of Housing and Urban Development as appeared in Iowa City FY 15 Annual Action Plan Population by Race, Hispanic Origin by Census Tract, 2010 census Total White Black Am. Intlla Iaskanl Native. Asiai/PaciOc Islander I Other I petsonsof Two or More Rarer I Perso,sbf Hispanic Origin Trail Papulation # % # % # % # % # % # % # % 1 (part) 5,816 4,846 83.3% 172 3.0% 12 0.2% 358 6.2% 262 4.5% 166 2.9% 526 9.0% 4 (part) 6,566 4,167 63.5% 704 10.796 14 0.29G 1,394 21.2% 82 1.2% 205 3.1% 208 3.2% 5(partl 6,134 4,929 80.4% 307 5.0% 15 0.2% 657 10.7% 70 1.1% 156 2.5% 249 4.1% 6 3,001 2,322 77.4% 171 3.7% 7 0.2% 402 13.4% 29 1.0% 70 2.3% 109 16% 11 3,934 3,577 90.9% 77 2.0% 9 0.2% 155 3.9% 28 0.7% 88 2.2% 140 3.6% 12 1,928 1,830 94.9% 26 1.3% 4 0.2% 39 2.0% 10 0.5% 19 1.0% 59 3.1% 13 3,006 2,753 91.6% 74 2.5% 6 0.2% 73 2.4% 31 1.0% 69 2.3% 76 2.5% 14 (part) 4,587 3,988 86.9% 329 7.2% 18 0.4% 103 2.2% 44 1.096 105 2.3% 146 3.2% 15 2,553 2,304 90.2% 126 4.9% 9 0.4% 35 1.4% 17 0.7% 62 2.4% 73 23% 16 7,267 6,631 91.2% 139 1.9% 14 0.2% 288 4.0% 51 0.7% 144 2.0% 221 3.0% 17(part) 2,814 2,480 88.1% 153 5.4% 1 0.9% 35 1.2% 57 2.0% 86 3.1% 144 5.1% 18 Block 1 4,601 3,216 69.9% 736 16.0% 6 0.1% 218 4.7% 281 6.1% 144 3.1% 529 115% 18 Block 3,790 2,490 65.7% 634 16.7% 12 0.3% 210 5.5% 291 7.7% 153 4.0% 632 16.7% 21 3,784 3299 87.2% 102 2.7% 4 0.1% 271 7.2% 24 0.6% 84 2.2% 159 4.2% 23 4,510 3,943 87.4% 92 2.0% 7 0.2% 330 7.3% 48 1.1% 90 2.0% 176 3.9% 104(part) 475 376 79.2% 28 3.9% 1 0.2% 3 0.6% 51 103% 16 3.4% 120 253% 105(part) 3,096 2,853 92.2% 42 1.4% 5 0.2% 137 4.4% 19 0.6% 40 1.3% 60 1.9% Source: U.S. Census 2010 Summar/ SECTION II: Analysis of Reports Human Rights Commission Police Department Human Resources Citizens Police Review Board Demographics of Boards & Commissions HUMAN RIGHTS COMMISSION The Iowa City Council established the Human Rights Commission on August 20, 1963. Original members were Mon! Constantino, Reverend Father Lawrence Soem, Emit Trott, S. Strauss, Helen Lemme, Irene Kenney, and Richard Sidwell. Iowa City was the third city in Iowa to create a board to specifically look at unfair treatment and discrimination. The City of Des Moines established the first Commission in the state of Iowa in 1955 followed by Davenport in 1962.33 Currently the Commission is a 9 member advisory board to the Council. The Commissioners, all committed to civil rights, reflect a broad cross section of the community, thus ensuring diversity of ideas and interests. 34 In the appointment process consideration is given to individuals of various racial, religious, cultural, social and economic groups within the City. The Commission educates the public on illegal discrimination, and provides the enforcement necessary to further the goals of the Human Rights Ordinance.35 Commission staff investigates complaints alleging discrimination in violation of the Human Rights Ordinance. The Commission staff includes 1 full-time Human Rights Coordinator and 1 full-time Human Rights Investigator. Commission staff also provides learning experiences to University of Iowa College of Law students each semester in the form of internships. 33 Source: Council Minutes Regular Meeting of September 3, 1963. 34 FY 14 Human Rights Commission Annual Report will be available for viewing in the fall of 2014. 35 C___ u........., oL.M, n,Ainen— [TiHo 7 rife rndei FY 13 COMPLAINTS_BY AREA OF DISCRIMINATION 30 25 20 ■ Credit (1) 15 ■ Education (0) m Employment (27) 10 ■ Housing (4) 5 ■ Public Accommodation (20) 0 Employment is the area most cited for where the alleged discriminatory conduct took place with a total of 27 filed complaints in FY 13. Public Accommodation followed with 20, Housing with 4, and Credit with 1. In FY 12 Employment (30) was also the most cited area for the alleged discrimination followed by Housing (14), Public Accommodation (12), and Education (0). In FY 13 the reason for the alleged discriminatory treatment is most often cited as race at 21, followed by disability at 15, and sex at 14. In FY 12 the reason most cited for the alleged discriminatory treatment was disability (22), followed by race (19), and age (15). FY 12&FY 13 COMPLAINTS BY REASON FOR DISCRIMINATION 25 20 1s 10 -- — 5 ■ FY13 0 _ , ■ FY12 PWJto�°�`teeaay'��a'`Jacw` ��a`JOceo4y°z°�@e 4, °o`aL°c `'e+a�`Oo d PoyzVJS°J �e;Qz`a\ Fa QJ FY 13 COMPLAINT RESOLUTIONS Of the 52 complaints filed in FY 13, 5 were mediated, 9 were found to have no probable cause, 9 were administratively closed, and 3 were closed for lack of jurisdiction. Not all complaints filed within FY 13 were resolved by the end of that fiscal year creating the difference in numbers between those opened and closed. In FY 12 there were 59 complaints filed. FY 13 COMPLAINANT DEMOGRAPHICS 36 National Origin: Age: American 6 Over 21 21 Chilean 1 Over 60 8 Honduran 1 Belgian 1 Sexual Orientation: Sex: Homosexual 1 Female 15 Male 19 Marital Status: Disability: 6 Single 2 Race/Ethnicity: White 16 Black/African-American 13 American Indian 1 Hispanic 3 Asian 2 36 This information is provided voluntarily; therefore not all complainants provide the information requested. Those who do may not answer all questions, resulting in the responses not equaling total number of complaints POLICE The Police Department responds to citizen -generated requests for service; investigates reports of criminal offenses and provides tours, talks, and various public/community relations services. The Department consists of two divisions: Administrative Services Administrative Services is responsible for the Records Division, Computer Operations, Planning and Research, Training and Accreditation, Evidence Custodian, School Crossing Guards, budgetary fiscal management, and vehicle fleet. Field Operations Field Operations includes the Patrol and the Investigative Divisions. The largest section within the department is Patrol and each of the three shifts is led by a Watch Commander. The Investigative Unit is responsible for preparing criminal cases for prosecution that the Patrol Division refers or does not have time to devote adequate follow-up. Subsections of the Investigative Unit include Street Crimes Action Team (SCAT) and Narcotics Task Force Officers 37 COMMUNITY OUTREACH The Police Department initiates various community engagement activities. One such activity to promote positive community relationships is to make visits to local schools. The above chart outlines area schools that Day Watch Patrol Officers visited in 2013. Officers are encouraged to interact with students during these visits. A total of 312 school visits occurred. Southeast Junior High had the most community engagement with Day Watch Patrol Officers at 55 total visits, followed by West High School at 31. Tate High and Roosevelt Elementary had the least visits at 8 and 9 respectively.38 37 Source: City of Iowa City Council Candidate Handbook, May 2013. 38. The Police Department's diversity related engagements, activities and meetings within the last year are noted in 60 50 40 30 20 10 - 0_ �ecKa��c'ak�c�a�ec�'§ �cs�e��a�ec�a�a�ec�a o�',•f '�`Fec;aF�c�aey4,•F�c�t, L` k\:, k�01 40 �`ed` deb` ��F ���� ���d` e� �Je 00 o�c �e vc� d \off cPe ate° ��� z �ay� ar oee o°a � �QF 6� �� ep ose Sr`� Jar qst �e ya roc ro So 37 Source: City of Iowa City Council Candidate Handbook, May 2013. 38. The Police Department's diversity related engagements, activities and meetings within the last year are noted in CALLS FOR SERVICE JUINIUR & SENIUK HlbH SI.HUULS IN LU13 School Number of Primary Reason Number of Secondary Number of Calls for Service Total Calls for for Calls for Calls for Reason for Calls for Service Service Primary Calls for Secondary Reason Reason Service Reason City High 178 Alarm/Burglary 20 Out for 16 Suspicious/Act/Pers/Veh 10 each Invest/Follow & Extra Patrol total 20 up39 West High 165 Theft 20 Narcotics 11 Tate High 51 Theft & 6 each total 18 Dist/Fight In 5 Test EMS (tie) total 9 Juv/Genera140 & 59 Progress 19 Extra Patrol Requested 6 Narcotics41 (tie) Patrol South East 68 Juv/General 10 911 Hang Up 8 Junior High 6 Roosevelt 53 Juv/General 20 CALLS FOR SERVICE ELEMENTARY SCHOOLS IN 2013 School Number Primary Number Secondary Reason for Number of of Total Reason for of Calls Calls for Service Calls for Calls for Calls for for Secondary Service Service Primary Reason Reason Wood 127 Alarm/Burglary 14 Suspicious/Act/Pers/Veh 10 each & Extra Patrol total 20 Requested 42 (tie) Horn 90 Tr/School 68 Assault & Juv/General & 3 each Patro143 Test EMS (tie) total 9 Weber 59 Tr/School 19 Extra Patrol Requested 6 Patrol & F1 EMS44 Lucas 58 811 Hang Up 9 Medical Response Law" 6 Roosevelt 53 Juv/General 20 Missing/Juvenile 15 Hoover 49 F1 Info 8 E1 Med Gen Code 346 6 Longfellow 48 Tr/School 11 Juv/General 10 Patrol Lincoln 147 Tr/Schoo 22 Fllnfo47 4 39 Follow-up or further investigation on a pre-existing case. 40 Involves a juvenile but not for a specific case. 41 Narcotics found and requesting service. 4z Request for extra patrol. For example, criminal mischief has been reported in the area. 43 Extra patrol for speeders. 44 Code used for any medical care call. 45 Code used when responding to call for medical care. 46 Code used by Fire Department when responding to need for medical care. 47 r.,ae ,.end ti., i. int rnmmnniraflnne r pnt.r fnr infnr nflnn nniv nn resnonse is needed. The demographic information on total minority population at a particular school within the Iowa City Community School District shows Grant Wood Elementary (Wood) as the largest total minority percentage with 70.2%, followed by Kirkwood Elementary at 64.72%, Tate High School at 60.43%, and Mark Twain Elementary (Twain) at 60.23%.49 Fnrnllment % lv Student Fthnic Backaround 2013/14 Building European Americgn %6 Total Patrol City High 66.950/6 1555 33.050/6 Twain 40 Tr/School Patrol 6 Animal/Call General 5 Shimek 27 Alarm/Burglary 7 Info/Ali Other Info46 & Tr/School Patrol (tie) 4 each total 8 Mann 20 911 Hang Up 5 Suspicious/Act/Pers/Veh 3 The demographic information on total minority population at a particular school within the Iowa City Community School District shows Grant Wood Elementary (Wood) as the largest total minority percentage with 70.2%, followed by Kirkwood Elementary at 64.72%, Tate High School at 60.43%, and Mark Twain Elementary (Twain) at 60.23%.49 Fnrnllment % lv Student Fthnic Backaround 2013/14 Building European Americgn %6 Total Minority %6 City High 66.950/6 1555 33.050/6 West High 70.020/ 1951 29.98% Tate High 39.570/. 139 60.43% South East 59.920/6 781 40.080% Hoover 79.660% 349 20.34% Horn 60.47% 468 39.537. Lemme 74.440/. 399 25.56% Lincoln 70.39% 233 29.610% Longfellow 85.710% 315 14.29% Lucas 50.230/. 428 49.77% Mann 52.110/6 261 47.890% Shimek 88.33% 240 11.670/. Twain 39.770/. 352 60.230/ Weber 56.770/. 495 43.23% Wickham 78.261/6 483 21.74% Wood 29.790/ 564 70.2176 District Total 65.40% 13170 34.65% 48 Information only. 49 Enrollment %by Student Ethnic Background 2013/14 provided by the Iowa City Community School District on lune tr. )n1A TRAFFIC STOPS BY AGE, RACE/ETHNICITY & SEX IN 2013 In 2013 drivers were more likely to be stopped by the police if between the ages of 20-29 regardless of gender or race/ethnicity. A driver was least likely to be stopped if over the age of 60 for any race/ethnicity or gender. 2500 2000 I --- 1500 } — ---- 1000 I - Soo 0 Under 16-19 20-29 30-39 40-49 50-59 60+ 16 FEMALE BY AGE & RACE/ETHNICITY ■Asian/Pacific Islander ®Black/African AmericanE3Caucasian ■Latino/Hispanic ® Native American ■Other 61 Unknown ■Total Overall Caucasian females and males constitute the largest number of drivers stopped for all age categories. However, disproportionality exists if you look at the total number of female drivers stopped (4577) by the total number of Black/African American female drivers stopped (618). Black/African American female drivers were 13.5% of all females stopped. Black/African 3500 3000 2500--- ---- 2000 1500 - 1000 500 0 Under 16-19 20-29 30-39 40-49 50-59 60+ 16 MALE BY AGE & RACE/ETHNICITY ■Asian/Pacific Islander ■ Black/African American 0Caucasian ■Latino/Hispanic ■NativeAmerican pother *Unknown ■Total Overall Caucasian females and males constitute the largest number of drivers stopped for all age categories. However, disproportionality exists if you look at the total number of female drivers stopped (4577) by the total number of Black/African American female drivers stopped (618). Black/African American female drivers were 13.5% of all females stopped. Black/African American male drivers when compared to the total number of male drivers stopped represent 14.9%; Black/African American male drivers compared to all drivers stopped represent 9.1%.50 Total Number of 618 Total Number of 1088 Black/African Black/African Amer. Female Amer. Male Drivers Stopped Drivers Stopped Total Number of 4577 Total Number of 7260 Female Drivers Male Drivers Stopped Stopped Percentage of 13.5% Percentage of 14.9% Black/African Black/African Amer. Female Amer. Male Drivers Stopped Drivers Stopped to Total Number to Total Number of Female of Male Drivers Drivers Stopped Stopped Total Number of 11,837 Total Number of 11,837 Drivers Stopped Drivers Stopped Percentage of 5.2% Percentage of 9.1% Black/African Black/African Amer. Female Amer. Male Drivers Stopped Drivers Stopped to Total Number to Total Number of Drivers of Drivers Stopped Stopped ENFORCEMENT ACTIVITIES In 2013 the Police Department responded to 424 calls for service specifically classified as juvenile related complaints. This number does not encompass all juvenile related calls for service, as the original call for service may not have been classified as involving juveniles. In 2012 police responded to 386 complaints. In 2011 police responded to 437 calls classified as juvenile complaints. In 2010 police responded to 386 juvenile complaint calls for service. In 2013 the Grantwood and Wetherby neighborhoods had the highest numbers of juvenile related complaints with 51 each. so Hispanic or Latino male drivers represent 5.086 of all male drivers stopped which could indicate disproportionality. It is unclear given the percent margin of error on the 2010 US Census for Hispanic or Latino. Asian/Pacific Islander male drivers between the ages of 20-29 are 7.3%of the male drivers stopped within that age category. It is unclear given the percent margin of error on the 2010 US Census for Asian/Pacific Islanders whether disproportionality exists. See Analysis of Impediments to Fair Housing Choice 2014, p.35 citing US Census Aureau American Factfinder. TOP 6 NEIGHBORHOODS FOR JUVENILE RELATED COMPLAINTS IN 2013 Neighborhood 2013 2012 2011 2010 **Grantwood 51 65 95 83 "Northwesel 30 38 33 22 **Wetherby 51 35 36 29 *Southeast 24 27 28 12 *Downtown 33 26 39 62 *Miller Orchard 33 15 07 13 `Designates LMI Block Groups, ** LMI Block Groups and Tracts with a Minority Concentration." The most common crime juveniles were charged with in 2013 was Theft 5u' Degree, with 86 charges. In total there were 407 criminal charges referred to Juvenile Court in 2013, compared to 485 in 2012, 459 charges in 2011 and 467 charges in 2010. JUVENILE CURFEW CONTACTS The Juvenile Curfew Ordinance prohibits persons under designated ages from being in any public place between set hours. The focus of this ordinance is to address the issue of unsupervised Juveniles becoming the victim of a crime and/or becoming involved in problems during the overnight hours. The month with the most contacts in 2013 is June, with 8; there were no contacts for curfew violations in October or November: Contacts occurred in the Downtown area most often with 10 contacts followed by 7 contacts in the Grantwood neighborhood. Twenty-two of the 31 juveniles cited/warned by the police for curfew violations were not residents of Iowa City. sr Northwest refers to the Bartelt/Westwlnds/Robert Road area. sz Southeast is designated by anything south of Court Street, east of Muscatine Avenue, west of Scott Boulevard, and north of Highway 6. 53 LMI individuals include university students who are living away from home while attending college (i.e., IMng in Iowa City for the purpose of attending college). The census counts these individuals in the location of their "usual residence." Usual residence is the place where a person lives and sleeps most of the time. This place is not necessarily the same as the person's voting residence or lega I residence. Also, non -citizens who are living in the U.S. are included, regardless of their immigration status. Among communities where college students make up at least 10 percent of the population, median household income would be 6 % higher on average if student households were excluded. Source: A Study in Poverty, or How College Towns Skew Census Data. See http,//www.i)olicvblognh.ora for further information. JUVENILE CURFEW CONTACT DEMOGRAPHICS IN 2013 CITATIONS WARNINGS TOTAL Contacts 30 1 31 Male 21 1 22 Female 9 0 9 White 26 0 26 Black 4 1 5 White/Hispanic 3 0 3 Other/Asian 0 0 0 Unknown 0 0 0 The majority of youth cited in 2013 for violating the Curfew Ordinance were Caucasian males at 21 total. The overall number of youth cited including male and female is 30. Black youth were cited 4 times in 2013 representing about 13% of the whole. Hispanic youth were cited 3 times representing 10% of the whole. The numbers for Black and Hispanic youth indicate an overrepresentation or disproportionately that needs to be monitored over several years to determine trends. OVERALL ARRESTS BY RACE/ETbfNICITY & GENDER IN 2013 Total Number of Arrests=6,405 Total by Race White= Black= Asian/Pacific Islander= American Indian/Alaskan= Unknown= Totals by Ethnicity Hispanic= Non -Hispanic= Unknown= Totals by Age Group Age 0-17= Age 18-25= Age 26-35= Age 36-45= Age 46-55= Age 56 or Older= 553 5,804 48 425 3,702 1,171 466 468 171 Total by Gender 4,419 Male= 5,00054 1,867 Female= 1,405 84 Unknown= 0 9 26 Totals by Race & Gender White Male= White Female= Black Male= Black Female= Asian/PI Male= Asian/PI Female= Ameri.lnd/Alsk. Male= Ameri.lnd/Alsk. Female= Unknown Male= Unknown Female= PERCENTAGE OF TOTAL ARRESTS BY RACE/ETHNICITY IN 2013 White= 69% Black= 29%* Asian/Pacific Islander= 1% American Indian/Alaskan= .0% Unknown= .0% Hispanic= 9%* *Disproportionality to race/ethnic population for Iowa City. 3,517 902 1,389 478 63 21 I 22 4 54 The percentage of all males arrested (nearly 80%) is disproportionate to the male population for Iowa City which LIST OF TOP 5 OFFENSES CHARGED BY RACE/ETHNICITY IN 2013 White Offense Black White Hispanic Asian/Pac.lsl. Amer.ind/Alsk. Public 132 790 90 6 2 Intoxication Possession of 22 388 22 7 0 Alcohol Underthe 160 233 37 2 0 Legal Age 132 790 90 6 2 Operating 75 334 42 8 0 While Under 96 102 17 2 0 the Influence Disorderly 32 240 12 4 1 House Theft 5th 160 233 1 37 2 1 0 Black Offense Black White Hispanic Asian/Pac.lsl. Amer.ind./Alsk. Driving While 162 190 59 7 0 License Under Suspension Theft 5th 160 233 37 2 0 Public 132 790 90 6 2 Intoxication Disorderly 96 102 17 2 0 Conduct Possession 93 182 26 4 0 Marijuana 4cinn/Parifir ldanripr Offense Black White Hispanic Asian/Pac.lsl. Amer.ind/Alsk Operating 75 334 42 8 0 While Under the Influence 39 42 10 2 1 Driving While 162 190 59 7 0 License 6 9 1 0 1 Under Suspension Domestic 62 72 19 7 0 Abuse Assault Possession of 93 182 26 7 0 Alcohol Underthe 85 130 20 4 1 Legal Age 21 111 5 1 1 Public 132 790 90 6 2 Intoxication American Indian/Alaskan Native Offense Black White Hispanic Asian/Pac.lsl. Amer.ind/Alsk Public 132 790 90 6 2 Intoxication Assault Causing 39 42 10 2 1 Injury Assault on a 6 9 1 0 1 Police/Fire/EMT Personnel Criminal 73 77 5 0 1 Trespass Disorderly 32 240 12 4 1 House Interference 85 130 20 4 1 Possess Open 21 111 5 1 1 Container in Public Place simple Assault 136 40 6 0 1 Offense Black White Hispanic Asian/Pac.isl. Amer.ind/Alsk Public Intoxication 132 790 90 6 2 Driving While License 162 190 59 7 0 Under 357 1 420 Suspension/Canceled Operating While 75 334 42 8 0 Underthe Influence Theft 5`h 160 233 37 2 0 Possession 93 182 26 4 0 Marijuana LIST OF TOP 5 INCIDENT BASED REPORTINGS IN 201355 The 5 most incident based reports were for Simple Assault, Drug/Narcotic Violations, Destruction/Damage/Vandalism to Property, Theft from Building, Shoplifting and Burglary/Breaking & Entering. Crimes with no incident based reports for 2013 were Assisting or Promoting Prostitution, Bribery, Murder/Non-Negligent Manslaughter, Negligent Manslaughter, Operating Gambling, Pornography/Obscene Material and Purse Snatching. Group A Crimes are identified and defined by the federal government as major crimes. The Police Department is required to provide these statistics yearly to the federal government. GROUP A CRIMES 2013, 2012 Simple Assault 543 497 Drug/Narcotic Violations 543 423 Destruction/Damage/Vandalism to Property 542 581 Theft From Building 483 406 Shoplifting 403 1415 Burglary/Breaking &Entering 357 1 420 INTERNAL DISCIPLINE SUMMARY In 2013 the Police Department investigated 26 complaints, alleging 55 conduct violations of its officers. 56 These complaints were investigated through the formal Internal Affairs process. Eleven of the internal investigations were initiated externally,57 either through a complaint filed directly with the Police Department or through the CPRB. These complaints alleged 28 conduct violations. The investigations by the Police Department found 6 allegations to be ss The National Incident Based Reporting System (IBRS) is an incident -based reporting system in which agencies collect data on each single crime occurrence. Source: http://www.fbi.gov/about-us/cjis/ucr/frequently-asked- questions/nlbrs fags. 55 Two complaints with a total of 10 allegations were administratively rejected by the CPRB because they were filed after the 90 day deadline. 57 External complaints start from a source outside the Police Department. External complaints can be filed verbally, through the Police Department complaint form, or with the CPRB complaint form. unfounded S8 and 4 to be not sustained.59 Ten allegations were not sustained, 2 were exonerated60 and 4 were unfounded. None of these allegations resulted in any discipline. One complaint was lodged against 2 non -sworn police personnel alleging 2 conduct violations. Both allegations were sustained 61 resulting in one letter of reprimand and one 2 day suspension. Fifteen of the internal investigations were initiated internally by Police Staff. These investigations alleged 24 conduct violations. Three other conduct violations were identified during externally generated complaints. One allegation was not sustained. One was withdrawn and the investigation suspended when the officer decided to retire prior to the start of the investigation. The other 25 were sustained -noncri min a 1.62 This resulted in 7 written warnings, 2 letters of reprimand, and 6 suspensions for a total of 18 days. Two investigations were conducted on the same officer and that officer resigned prior to any discipline in either case. The 1 not sustained allegation did not result in any discipline. The types of investigations follow in the chart below. TYPFS nF CONDUCT INVESTIGATIONS IN 2013 Differential Treatment Violation of Civil Rights Violation of Evidence Handling Negligent Taser Discharge Harassment Failure to Supervise Missed Court Improper Arrest Improper Action Improper Demeanor Insubordination Use of Force Assault Denial of Medical Care Failure to Body Camera Improper Conduct Withholding Evidence Failure to Complete Report Property/Evidence Collection Failure to Record Car Recorder In 2013 the Department received 32 external verbal complaints. The 32 external complaints differ from the internal complaints and/or complaints filed directly with the Department in that these complaints are considered "informal." The person reporting the alleged conduct is notifying the Department of behavior they believe should be reported but are not expecting personal notification or follow up from the Department as to outcome. The complaints are handled by a Watch level and are documented with a Report of Inquiry.63 Complaints ranged from minor general order violations like rudeness to failure to secure a residence after completing a search warrant. sa The investigation indicates that the act(s) complained of did not occur or did not involve police personnel. 59 The investigation fails to discover sufficient evidence to clearly prove or disprove the allegation(s) made in the complaint. so The complained of act(s) did occur, but werejustified, lawful, and proper. 63 The investigation disclosed sufficient evidence to clearly prove the allegation(s) made in the complaint. 62 An example of "sustained -noncriminal" would be a department policy violation. 63 When possible and appropriate a minor issue with an Officer is handled bytheir immediate supervisor. These .......,.. ............., a­...,e.,red — . oennrt of Inmdni form and cant to the Gntainc fnr review. In 2013 Supervisors and Officers reported 53 internal violations. The complaints, which are handled on a Watch level, are documented with a Report of Inquiry. The violations ranged from failure to activate a car recorder to improper handling of evidence. HUMAN RESOURCES/PERSONNEL Human Resources administers a full range of personnel services to all City departments, including employee recruitment and selection, employee compensation plans and benefits, personnel policies and practices, employee training, collective bargaining contract administration, maintenance of personnel records, and a variety of supportive services to employees. The City of Iowa City is the Sth largest employer in Iowa City. ANNUAL SALARIES OF CITY EMPLOYEES BY RACE/ETHNICITY, GENDER & CLASSIFICATION" OFFICIALS and ADMINISTRATORS Jobs classified as Officials and Administrators include Senior Building Inspector, a Senior Planner, and an Administrator or Director. 30 25 20- 'LEE 15 10 ■ $43k-54.9 5 ■ $55k-69.9 0 N$70k-Plus dt- 40 a Fe ac• Fe �.c..�e ,yQac arc �Nb 'S `dao \a�a ? aati ,L, a,,Q av 4e �a \ave �a 64 Source: City of Iowa City Council Candidate Handbook, May 2013; Iowa City Area Development (ICAD). es Data on salaries is from June 30, 2013. PROFESSIONALS Jobs included within the class of Professional are Librarians I & II, a Program Specialist, an Assistant City Attorney, a Battalion Chief or Police Lieutenant. 20 18 16 14 - 12 - 10 - 8 6=-aE. ■$43k-54.9 4 2■$SSk-69.9 0 —i $70k -Plus tie FeQa \° & Qe b. ke ate. Qe ap c S� 2• ��yQ Qav c�a P \ay ' Qy ac h` P TECHNICIANS Technician positions include ITS Support Specialists, Systems Engineers, Police Sergeants and 30 25 20 15 10 5 0 ATNC a Poe e e aQ \SacD �� ac\Q \Qac• P Pas • PS` Sac P ■ $43k-54.9 ■ $55k-69.9 U $70k -Plus PROTECTIVE SERVICE WORKERS Protective Service positions include but are not limited to a Fire Captain, a Fire Fighter, a Police Officer and an Animal Service Otficer. 30 25 20 15 10 ■$43k-54.9 5 ■$55k-69.9 0 —� —T '�—�—T` 14$70k -Plus et`a�C`a\a �'\e ,-bo \t�ae �a�e tae eCae �a\e Fa F0 b- �ce �rti we `41 ars` 0��\z� �yac Baca S� ,T �a PARAPROFESSIONALS Jobs classified as Paraprofessional could include a Buyer II, a Library Clerk, a Legal Assistant, or a Housing Program Assistant. 14 12 10 --' -- g - 6 ■ $33k-42.9 4 ■ $43k-54.9 2 0 [t $55k-69.9 aea�e aim aye adz adz aha aye ■ $70k -Plus �rr�e `Qac ac�G 0���a� �yac Baca y ? has 3� ,Z, a�SQ Qav ��•, Pa \aS ' a P`'�ac\ yac\e P P ADMINISTRATIVE SUPPORT Positions within the Administrative Support description are SR Clerk Typist, Cashier — Parking, 25 20 15 10 5 0 uerK Hssisiani. \a lana -\e '\0 baa �a\e �a\a \Z 4-01 4~51ac ,�� R`'�a��a \Qao• P Pas ac ■ $33k-42.9 ■ $43k-54.9 * $55k-69.9 ■ $70k -Plus SKILLED CRAFT WORKERS Examples of Skilled Craft Workers are a Maintenance Operator - Wastewater, a Facilities Manager, an Assistant Superintendent - Streets, and an Equipment Shop 30 25 20 15 30 ■ $33k-42.9 5 ■ $43k-54.9 0 ■ $55k-69.9 a\e \ya'0 ame a\e d`a\e tS`a\e a�e ■$70k -Plus afa aIk � ��ar\es \Qaa P Pa qac P Supervisor. SERVICE MAINTENANCE Service Maintenance job titles include Custodian, Temp Minute Taker/Transcriber, Mass Transit Operator and Seasonal Cemetery Mower Operator. 70 — 60 50 40 -- -- — 30 ■ $25k-32.9 20 - ■$33k-42.9 10 ® $43k-54.9 a�aa�e ate¢ ale ale a�¢ aye a�0 ale awe �eK�f�tt ae4 etc a�et �eF iA570k-Plus ,yQnp apN 0 &. \yap ' \apo- s pati. ap 2013 EMPLOYEE STATISTICS THROUGH LAST PAY PERIOD All Employees (includes Permanent, Administrative, Confidential, AFSCME, Fire, Police, Temporary/Seasonal) FEMALES 425 13 7 13 3 461(41%) MALES 606 17 19 8 1 651(59%) TOTAL 1031 30� 26 21 4 1112 92.72% 2.70% 2.34% 1.89% .36% White males comprise the highest number of City employees both permanent and temporary. White females comprise the next highest number. Blacks represent the highest number of minority employees at the City. However, minorities are underrepresented among City staff. Blacks make up only 2.70% of all City employees. The percentage numbers continue to decrease for Hispanics at 2.34%, Asians 1.89% and American Indians with the lowest at .36%. /_Tallel AVERAGE AGE 39 TOTAL EMPLOYEES 1112 OLDEST EMPLOYEE 82 YOUNGEST EMPLOYEE 15 MALE AVERAGE 40 AGE 461 TOTAL 651 EMPLOYEES 15 OLDEST 82 EMPLOYEE 2 YOUNGEST 16 EMPLOYEE 1 FEMALE AVERAGE AGE 36 TOTAL EMPLOYEES 461 OLDEST EMPLOYEES 79 YOUNGEST EMPLOYEES 15 RACE/ETHNICITY/GENDER PERMANENT EMPLOYEES VS. RACE/ETHNICITY/GENDER TEMPORARY/SEASONAL EMPLOYEES In comparing the racial and gender demographics of permanent employees to that of temporary/seasonal employees, female temporary employees are more diverse than permanent hires. CHART OF RACE/ETHNICITY OF TEMPORARY EMPLOYEES COMPARED TO THAT OF PERMANENT EMPLOYEES BLACK ACK HISPANIC ASIAN NATIVE TEMP. FEMALE 253 8 6 10 2 PER. FEMALE 172 5 1 3 1 TEMP. MALE 195 7 4 5 1 PER. MALE 411 10 16 3 0 DEMOGRAPHICS FIRE DEPARTMENT RACE/ETHNICITY & GENDER RACE/ETHNICITY & GENDER WHITE BLACK HISPANIC ASIAN NATIVE TOTAL FEMALES 4 0 0 0 0 4 MALES 52 1 0 0 0 53 TOTAL 56 1 0 0 0 57 DEMOGRAPHICS FIRE DEPARTMENT AGE Average Age: 41 Total Employees: 57 Oldest Employee: 63 Youngest Employee: 22 DEMOGRAPHICS POLICE DEPARTMENT RACE/ETHNICITY & GENDER RACE/ETHNICITY & GENDER WHITE BLACK HISPANIC ASIAN NATIVE TOTAL FEMALES 4 0 0 0 0 4 MALES 51 2 2 2 0 57 TOTAL 55 2 2 2 0 61 DEMOGRAPHICS POLICE DEPARTMENT AGE Average Age: 37 Total Employees: 61 Oldest Employee: 57 Youngest Employee: 26 CITIZENS POLICE REVIEW BOAR® The Iowa City Council established the 5 member Citizens Police Review Board (CPRB) in 1997. The CPRB was established to review investigations into claims of police misconduct, and to assist the Police Chief, the City Manager, and the Council in evaluating the overall performance of the Police Department by reviewing the Police Department's investigations into complaints. The Police Department regularly provides the CPRB with monthly Use of Force Reports, Internal Investigation Logs, Demographic Reports and various Training Bulletins. The Police Department also provides various General Orders for the CPRB's review and comment. A senior member of the Police Department routinely attends the open portions of the CPRB's meetings, and is available for any questions CPRB members have regarding the reports .66 The CPRB is also required to maintain a central registry of complaints of police misconduct. The CPRB holds at least one community forum each year for the purpose of hearing residents' views on the policies, practices and procedures of the Police Department. Iowa City is the only city in the State of Iowa to have a Citizens Police Review Board. Other Midwestern cities that have police civilian review boards include Chicago, Illinois (established 1974), Kansas City, Missouri (established 1970), and Minneapolis, Minnesota (established 1965).67 FY 13 COMPLAINTS BY NUMBER & ALLEGATION Of the 16 allegations made in FY 13, none were sustained. The 5 complaints involved a total of 8 officers. The CPRB made a comment and/or recommendation for improvement of police policy, procedures, or conduct in one of the reports: #12-01 The CPRB sees the need for more education on an individual's rights and responsibilities when responding to police officers' directions. The CPRB in FY 13 also reviewed the internal investigation logs provided by the Chief of Police. " FY 14 CPRB Annual Report will be available for viewing in the fall of 2014. 67 Source: City of Iowa City Council Candidate Handbook, May 2013; Police-science/civilian-review-boards-police— FY 13 LIST OF COMPLAINTS BY CASE NUMBER. ALLEGATION & OUTCOME FY 13 COMPLAINANT DEMOGRAPHICS " Category/Number of Complainants Aoe: National Oflt;W Color: Under 21 American 1 White 2 Wer 21 3 Unknown 4 Black Unknown 2 Unknom3 Sexual Orientation: Allegation Outcome A22-01 Excessive Force Not Sustained Harassment Not Sustained Male Violation of Civil Rights Not Sustalned False Arrest Not Sustained R12-03 Improper Action Unknovm 4 Jeopardizing Safety of Child Not Sustained Religion: improper Conduct Not Sustained Single 2 Improper Demeanor of Officers Not Sustained P32-04 Illegal Search Not Sustained R32-05 Harassment by Officer Not Sustained Harassment by Officer Not Sustained Physical DisabililK Threatened by Officers Not Sustained Officers Contact Potential Employers to Warn not Hire Complainant Not Sustained Harassment by Officers Not Sustained Unknovm 4 Retaliation by Officer toward Complainant for filing with CPRE Not Sustained R12-00 Excessive Force. Not Sustained filegal Search Not Sustained FY 13 COMPLAINANT DEMOGRAPHICS " Category/Number of Complainants Aoe: National Oflt;W Color: Under 21 American 1 White 2 Wer 21 3 Unknown 4 Black Unknown 2 Unknom3 Sexual Orientation: Gender identity: Sex: Heterosexual Female Female 1 Unknown 5 Male Maio 2 Straight I Unknovm2 Unknovm 4 Marital Status: Religion: Mental Disability: Single 2 Unknosm 4 No Married 1 Christian I Yes I Unknovm 2 Unknown 4 Physical DisabililK No Yes 1 Unknovm 4 Information is reported as presented by the person completing the form DEMOGRAPHICS OF BOARDS & COMMISSIONS The City currently has 131 seats for the 19 established boards/commissions and 1 council. The 19 boards and commissions are: Airport Commission, Airport Zoning Board of Adjustment, Airport Zoning Commission, Board of Appeals, Assessor's Examining Board, Board of Adjustment, Board of Review, Charter Review Commission, Citizens Police Review Board, Civil Service Commission, Historic Preservation Commission, Housing & Community Development Commission, Human Rights Commission, Board of Library Trustees, Parks and Recreation Commission, Planning and Zoning, Public Art Advisory Committee, Senior Center Commission, and Telecommunications Commission. Eighty responses were received or 61% of current board, commission and council members responded to the voluntary survey. The results of those 80 responses report the following demographics of the current boards, commissions and council. Sixty-seven individuals identify as Caucasian, 53 are married, 51 identify as heterosexual, 30 report being over the age of 65, and 38 report an annual household income of over $100k. Forty-three males responded to the survey and 35 females responded .68 ANNUAL HOUSEHOLD INCOME FOR BOARDS/COMMISSION MEMBERS GS Responses were self-reported and may as a result be incomplete. Surveys were completed between the months RELIGION Catholic and "no" religion tied at 15 each, followed by Christian at 8, and Lutheran & Protestant both with 4. AGE 35 30 25 20 10 AGE 18-25 26-35 36-45 46-55 56-65 65+ RACE/ETHNICITY ® Caucasian (67) Li Black/African American (6) ■ White, Parc Mexican (1) Ki Mohawk (1) a Cherokee (1) 3 Euro -American (1) L1 American Indian (1) SECTION III: CURRENT INITIATIVES juvenile justice System Improvement Project St. Ambrose Study on Police Traffic Stops Workforce Equity International Student Outreach Web Redesign Community Outreach JUVENILE JUSTICE SYSTEM IMPROVEMENT PROJECT The Reducing Racial and Ethnic Disparities in Juvenile Justice Certificate Program is an intensive training designed to support local jurisdictions in their efforts to reduce racial and ethnic disparities in their juvenile justice systems. The program is operated jointly by the Georgetown Center for Juvenile Justice Reform and the Center for Children's Law and Policy. The three primary goals of the Certificate Program are to help jurisdictions reduce: 1. Overrepresentation of youth of color in the juvenile justice system; 2. Disparate treatment of youth of color as compared to white youth within the juvenile justice system; and 3. Unnecessary entry and movement deeper into the juvenile justice system for youth of color. While the program primarily addresses disparities in the juvenile justice system, it also includes a focus on the relationship between disproportionality in the juvenile justice system and disparate treatment in other child serving systems, including child welfare and education 69 Police Investigator Kevin Bailey participated in the Certificate Program at Georgetown University in Washington DC in the fall of 2013. The weeklong training focused on racial and ethnic disparity in the juvenile justice system. Other area participants who attended the training with Investigator Bailey represented the Iowa City Community School District, Johnson County Juvenile Court Services, the Sixth Judicial District, and Johnson County Health & Social Services. The training included mandatory readings and data gathering prior to participants arriving in DC. The premise of the program is to increase participant's understanding of the dynamics of the system, including evaluating disparity using data as a foundation to see if changes need to be made. The Certificate Program requires the participants to complete what is referred to as a "Capstone Project," before certification is granted. The Iowa City Delegation created a diversion program for 1st offense disorderly conduct charges as its Capstone Project. Research shows that a majority of juveniles cited for J." offense simple misdemeanors achieve success when these offenses are handled informally. Historically, the local system has been post -charge. Achieving consensus between multiple organizations (including the school district, police, juvenile court, etc.) with differing operations and functions requires an enormous amount of courageous discussion. Diversion has sometimes been misunderstood and seen as not holding the juvenile offender accountable. Investigator Bailey believes that the diversion program must have the same or greater consequences than the current formal juvenile court process. The model Investigator Bailey proposes requires the juvenile to complete community service, a written impact letter, and thinking errors cognitive learning 70 before graduating from the program. These requirements represent more intensive services than a juvenile offender currently receives for a 1st offense simple misdemeanor. Under this system, juveniles who reoffend or fail to complete the diversion process would be referred to juvenile court. 71 The goal is for the program to be operational by the beginning of the 2014/2015 school year. J0 Thinking errors are thoughts people exhibitor demonstrate during irresponsible behavior. This thinking leads to and brings on self-destructive behavior. This self -destructiveness leads to and brings on criminal behaviors. Source: http://www.corrections.com/news/article/23055-what-are-thinking-errors-; See also http://www.eriecounty.oh.gov/ legal resources forjuvenile court programs thinking -errors. 71 c,.__ nn�..,.. f....., 1..,,e�rt��m. vo,.. R, lcv cnhmiticA nn luno in 7n1a to tha Human Rights Office. ST. AMBROSE STUDY ON POLICE TRAFFIC STOPS In response to community concerns of racial profiling, the Police Department started to collect demographic data on traffic stops in July of 1999. The results were analyzed in a January 2004 report titled "Traffic Stop Practices of the Iowa City Police Department: January 1— December 31, 2002." The research team was from the University of Louisville and this report was frequently referred to as the Louisville Study. In the year of 2006 the Police Department Command Staff was approached by Dr. Christopher Barnum, Associate Professor of Sociology and Criminal Justice and Director of Graduate Studies Masters in Criminal Justice at St. Ambrose University in Davenport, Iowa. Dr. Barnum was familiar with the Louisville Study and became interested in analyzing police traffic stop data. The methodology used included observational baseline studies. Over 20 trained observers were stationed at various locations within Iowa City to determine the racial makeup of Iowa City's drivers. These surveys occurred at different times of the day and over multiple years. Dr. Barnum was provided with data for the years 2005, 2007, 2010, 2011 and 2012.7 Throughout this partnership with Dr. Barnum, officers were not advised of the study due to the potential of changing behavior patterns. Based on the community conversation generated by the Diversity Committee, Police Chief Sam Hargadine worked with Dr. Barnum to incorporate more traffic stop data and conclude his analysis. Dr. Barnum's report discusses at length the difference in disproportionality from the data in 2005 — 2007 and 2010 — 2011. Dr. Barnum's report indicates a notable increase in the disproportionate contacts in particular on the South East side from 2008 through 2010. The Police Department reviewed Dr. Barnum's report with officers and reiterated that bias based policing is illegal, immoral and if discovered will lead to discipline which can include termination. Supervisory staff members will also randomly review the videos of officers throughout the year for indications of unprofessional, bias based or even unsafe habits. Any violations of policy require documentation and at a minimum corrective counseling. 73 It has been recommended that Dr. Barnum be hired to analyze 2013 traffic stop data and compare the data with previous years. These future studies should be conducted to ensure that measures put in place are effective and the disproportionate statistics lower. This will help demonstrate to the community the City's commitment to the issue and hopefully will show meaningful progress in the years to come. "A transition to anew data management system resulted in conversion problems that prevent data from 2008- 2009 00&2009 to be analyzed. 73 Officers receive legal training once per year specifically on race based traffic stops which outlines the legal and civil penalties they could be exposed to if an officer engages in racial profiling. Officers have also received diversity training provided by Chad Simmons, Executive Director of Diversity Focus within the last year. In June, 2014 officers including members of the Street Crimes Action Team (SCAT) attended cultural competency training for City staff presented by Helen Jamison of Culture Friendly Consulting, LLC. WORKFORCE EQUITY In August 2013, the City began a 2 semester collaboration with University of Iowa College of Law Professor Leonard Sandler and the Law and Policy in Action Student Legal Team to evaluate ways the City could enhance the diversity of the City's applicant pool and workforce to eliminate current racial disparities and increase racial equity. Professor Sandler and the Legal Team presented their findings on May 6, 2014 to members of the DIF team. The meeting offered several helpful insights that will assist the City in ongoing efforts to have a workforce that reflects the community demographics. Prior to the May 6, 2014 meeting the City had initiated an overhaul of both the employment application and www.icgov.org website. In keeping with the recommendations put forth by Professor Sandler and the Law and Policy in Action Student Legal Team the City plans on considering the recommendations as the City progresses with these important projects including the following. 1. Employment Application Review: For the last several months, the City has been preparing to move to a paperless employment application process. The conversion to a new application management system provides a host of benefits for both the City and applicants. The conversion also provides the City with an opportunity to review the application tool and make changes as needed. Changes to application and survey language include fewer detailed legal and policy statements, reordering of required application information, and general statements to applicants about the City's value of diversity in the workplace. The City recently removed the criminal history portion from its employment applications.74 The City will plan to make further modifications after the conversion has been completed and an administrative policy has been adopted that requires any disqualification from employment based on a criminal conviction to be job related and consistent with business necessity. 75 2. Website Redesign: The City is in the initial stages of a website redesign process. The City can do a better job of expressing its values through use of imagery that portrays the diverse community. 7' No federal law directly addresses employment discrimination against people with criminal backgrounds. Yet, since 1987, the Equal Employment Opportunity Commission (EEOC) has maintained that, with some exceptions, an employer's policy or practice of excluding individuals from employment on the basis of criminal arrest and conviction records maybe unlawful under Title VII as disparate impact discrimination. The EEOC maintains that because statistics show that African-American and Hispanic males are arrested and convicted at rates disproportionate to their numbers in the population, background checks work to their special disadvantage to limit their employment. Citing: http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm:. J5 Existing hardcopy applications that currently ask for criminal history will be modified when the employment This will be a goal of the website redesign process. Another objective is to meet the latest accessibility standards, which was mentioned in the presentation by Professor Sandler and the Law and Policy in Action Student Legal Team. Finally, the City will review the text of its diversity related pages and look for ways to more effectively express community values, as opposed to placing the primary focus of the website on the City's actions to achieve goals set by the Council and its appointed boards and commissions. There are a number of factors, including collective bargaining agreements and Civil Service laws that play a significant role in the City's hiring process. The combination of these and other factors influences the pool of candidates that may be interested and/or eligible for specific positions within the City. Regardless, it is believed that the projects and current actions being put forth will help improve the likelihood of securing a more diverse applicant pool for many City positions. Finally, the City has pursued professional networks, conferences and training opportunities to help bolster the cultural awareness of the City workforce. This has been and will continue to be an ongoing focus. In June 2014 the City sponsored cultural competency training for City employees who as a regular part of their work assignments visit residents in their homes. The goal of the training was to increase successful home visits between City staff and Iowa City's diverse communities. The training, facilitated by Helen Jamison, founder and manger of Culture Friendly Consulting, LLC, was based on a developmental approach to increasing cultural competency and included simulation exercises to learn cultural communication styles and increase understanding of the challenges faced by non-English speakers. After the training participants completed evaluations to track the progress of the learning outcomes. These types of trainings will continue and the City will continue to look for other opportunities to learn from communities across the globe. INTERNATIONAL STUDENT OUTREACH Each year the University of Iowa hosts International Student Orientation the week before classes start. All new international undergraduate and graduate students are required to attend. In the spring of 2014, the staff of the Communication Department began working with the University of Iowa International Student and Scholar Services (ISSS) Office to participate in the Orientations beginning in the summer and fall of 2014. Communication staff will present to all of the students in attendance for 15 minutes, followed by a Q&A session. There are also volunteer opportunities at community events in the evenings and City staff will be working with ISSS to provide City representation at these events as schedules allow. This will allow City staff to interact with students in a comfortable, friendly setting and establish a positive relationship. WEB REDESIGN The Communications staff is working with the University of Iowa Information Technology Services Development Team to create a website that is compliant with the American with Disabilities Act (ADA), meeting the Web Content Accessibility Guidelines (WCAG) 2.0, and Section 508 specifications. 76 Following WCAG guidelines will make content more accessible to a wider range of individuals with disabilities, including blindness and low vision, deafness and hearing loss, learning disabilities, cognitive limitations, limited movement, speech disabilities, and photosensitivity. Following these guidelines when redesigning the City webpage will make web content more usable to users in general. In tandem with the web redesign, the City will upgrade its current document repository system, Laserfiche. The City will create accessible web forms throughout the City site, as well as link documents from the repository to greatly reduce the number of inaccessible PDFs that currently exist on the website. This will not only help with ADA compliance, but will also benefit community members with slower internet connections by eliminating the need to download large documents and cumbersome forms. COMMUNITY OUTREACH Welcoming Cities and Counties. This 21st century partnership encourages cities and counties to create inclusive and friendly environments for immigrant communities with a focus on economic growth and cultural vitality. The partnership also encourages municipalities to learn from each other and share ideas. 77 76 Section 508 is a federal standard that requires federal agencies' electronic and information technology to be accessible to individuals with disabilities. Section 508 was enacted to eliminate barriers in Information technology, open new opportunities for persons with disabilities and encourage development of technologies that will help achieve these goals. Section 508 provides employees who have a disability and also members of the public access to information that is comparable to access available to others. Source: http://wwvv.section508.gov/summary-section5O8-standards. 17 Source: http://www.welcomingamerica.org/about-us/cities/. _ Mayors for the Freedom to Marry. A non-partisan group of mayors who want to end marriage discrimination.78 Cadet Program. Instituted by the City Fire Department in March 2014. International Welcoming City. A collaboration between the City, the University of Iowa, Iowa City Area Development Group and the Iowa City Downtown District that places banners around downtown that express the diverse population of Iowa City and provides a welcoming feeling to all students and residents. The banners use real photos of local residents and express the word "welcome" in multiple languages.79 �B Source; http://www.freedomtomarry.org/pages/mayors-for-the-freedom-to-marry. SECTION M uUilre 1n Aiatives Action Plan Action Plan for Police Department to Reduce Racial/Ethnic Disparity Conclusion ACTION PLAN 1. Train and educate employees on cultural competence inclusion and the value of diversity. A firm knowledge of these concepts and how explicit and implicit biases create inequities will assist the City in being able to better carry out present and future initiatives and ultimately provide better customer service. Initial trainings will concentrate on employees that have direct interaction with consumers. Staff will complete pre and post evaluations to ensure training goals are met. The outcomes will be measured by feedback received from the community on interactions with City staff with specific emphasis on feedback from minority consumers. 2. Increase diversity of boards/commissions to better reflect the demographics of the community. City boards and commissions play a pivotal role of influencing future policy through recommendations to the Council. Having advisory boards that reflect the diverse community has several benefits for the individual and the City overall. Staff will track the demographics (race, national origin, etc.) of individuals who apply for vacancies on boards/commissions through a voluntary survey. Demographical information will be analyzed and compared to the current demographics of boards and commissions. This should allow for a better understanding of whether minorities and those from historically underrepresented groups are applying for vacancies but are not getting appointed by Council or if a lack of interest or lack of knowledge of the vacancies exists on the part of minorities and those from historically underrepresented groups. Staff will also evaluate the process used for appointments to boards/commissions and look at best practices to engage all community members to participate in this form of civic leadership. Eventually this action plan will expand to include increasing the number of persons from historically underrepresented groups and the immigrant communities who participate in the Citizen's Police Academy. Increasing the knowledge and understanding of daily police operations can assist in building relationships and trust between the police and minority groups in the community. 3. Work with and encourage other municipalities and government entities within Johnson County to collect data and report on the status of equity within their jurisdiction. Local governments can work together to address disproportionality strategically by joining Cedar Rapids (April 2014) and Iowa City (August 2014) in publishing an annual Equity Report. 4. Create workforce equity to eliminate racial and ethnic disparities in the workforce by increasing outreach. Staff will collect and analyze demographical data on individuals who apply for employment with the City and compare that data to who is ultimately hired by the City.80 As a part of this process staff will collect data from historically underrepresented groups to ascertain how notice of City job vacancies might be better made available to members of ethnic and minority groups, and also what prevents or serves as a barrier to minorities who wish to 80 The ability to collect this information will be implemented with the full conversion to the online Munis Employment Application System. Munis allows for more concise statistical information to be collected and apply for employment with the City. once trends and factors have been evaluated over a course of time, staff may expand future action plans to include other potential barriers to minority employment with the City. 5. A Statement of Commitment from the Council. A resolution by the Council that states it is working to eliminate disparities within the City government. The Council must support opportunity to achieve equity and create a more inclusive community. The resolution would include for the Council to evaluate the effects that local policies and laws have on minorities and individuals from historically underrepresented groups through the use of a disparity impact analysis when voting on matters that come before it. at "A racial equity impact statement is an analysis of how different racial and ethnic groups are affected by a proposed action, policy, or decision. A racial equity impact statement seeks to identify ways to maximize equity and inclusion while minimizing adverse and unanticipated impacts on different racial and ethnic groups. ACTION PLAN FOR POLICE DEPARTMENT TO REDUCE RACIAL/ETHNIC DISPARITY The police are the first and most visible agents of the criminal justice system. Police are charged with responding to calls for service, monitoring citizens' behavior in public, intervening with warnings, referrals, or arrests when violations of law are suspected or observed, and assembling evidence for the prosecution of cases resulting in arrest. The Police Department will engage in the following 6 strategies to temper racial disparity at this level of the criminal justice system. 1. Engage in the community: The Police Department will actively seek community participation opportunities and look for innovative ways to build relationships with minority populations. 2 Increase diversity within the police force: A diverse police force increases creativity and problem solving, attracts and retains talent, builds better relationships in the community that result in more confidence and effective service, and allows for a broader range of information for decision making and a wider range of solutions. 3. Require cultural competency training: Police officers often work in areas that are culturally different from their own. In the absence of a more specific orientation to the language, norms, values, and traditions of other cultures, officers can misunderstand residents' attitudes as disrespectful of law enforcement. As a result, relations between the police and the community can become seriously impaired. ongoing cultural competency training of police officers can help in this situation by: increasing respect and mutual understanding among those involved; increasing creativity in problem -solving through new perspectives, ideas, and strategies; decreasing unanticipated consequences that might slow progress; and increasing trust. 4. Conferences/Forums/Trainings: Officers will attend conferences, forums, and trainings regarding cultural competency. 5 Monitoring for indicators indicative of racial Profiling: Interaction between officers and residents is subject to close and effective supervision to assure compliance with Department guidelines. Specific to monitoring for behavior of racial profiling, the Department will survey the community every 3 years by randomly surveying every 100th individual involved in a call for service and randomly review the videos of officers throughout the year for indications of unprofessional or bias based behavior. 6 Increase awareness of the complaint process: The Department recognizes the benefits of an effective complaint process. An effective complaint process offers empowerment; a better understanding of policing, and accountability. The Department will work towards increasing community awareness of how an individual can initiate a complaint against the Department. Currently a person has 4 options: 1) oral, written, or email report to a Supervisor; 2) written complaint submitted to the Department; 3) CPRB complaint filed with the City Clerk; or 4) complaint filed with the Human Rights Office. CONCLUSION The City of Iowa City is committed to creating a welcoming and inclusive community and correcting the disparities cited in this report. The City plans to correct these inequalities through concrete goals and initiatives that can be measured and monitored on a yearly basis with the end goal being to create systemic change within our daily delivery of services, programs and operations. As the first and only municipality in Johnson County to produce and present an Equity Report, we realize the importance of effectively implementing the action plans in the preceding pages. These plans, which are influenced by the data contained in this report, are very specific thereby allowing the City to track and monitor the results. Over the next few years the City will be learning, it will need to evaluate what works well and what may need to be changed or modified to better correct a disparity. The City will need to evaluate whether policies or practices including daily operations inadvertently affect certain populations more than others and if so what the City can do to correct the unintended result and address the institutional and structural barriers to achieving equity. It should be noted that systemic change takes time. The action plans contained in this first annual Equity Report are based on those specific areas set forth by Council in its Resolution No. 13-217 and do not cover all City services, programs or operations where disparities may exist. It is projected for the 2014 Equity Report to be released in the spring/ summer of 2015. The change to this release date is to make the most efficient use of data which is analyzed as part of the report. previously distributed 12-1-2014 M Marian Karr From: Kingsley Botchway <kbotchwa@co.Johnson.ia,us> Sent: Monday, December 01, 201412:03 AM To: Marian Karr Subject: Actions City Council Can Take Regarding Diversity & Equity Hello Marian, Please add the below message to the council packet for this upcoming Tuesday (late handouts). Thank you. Actions City Council Can Take Regarding Diversity & Equity 1. Publicly acknowledge we have racial inequities and disparities in our city and have strategic planning session to develop actions the city council can take to eliminate or minimize these Issues 2. Add public oversight or inclusion in the Diversity Task Force 3. Use Seattle Racial Equity Toolkit or modified racial equity toolkit in budget decisions & council actions 4. Develop different ways to engage and incorporate the minority community -Council Throgmorton brought up having council meetings at different locations -identifying key minority groups and designating a council member to each group -arranging for child care during council meeting work sessions and/or formal meetings -arrange transportation route/loop to council meeting work sessions and/or formal meetings -online submittal process for complaints & applications -increase budget in communications to engage community 5. Work with other governmental bodies on racial equity (i.e. The County) -work on creating a shared data gathering tool or software across the metro work on developing programs to reduce jail population& give Iowa City residents a better quality of life -provide financial assistance in working with the county on reducing racial/ethnic disparity 6. Follow through with overall action plan and action plan for police department to reduce racial/ethnic disparity Kingsley Botchway II Deputy Auditor of Elections, Johnson County Sent from my Wad previously distributed 12-1-2014 New City Council Actions Concerning Equity and Diversity Issues City Council. Member Jim Throgmorton During our Nov 18 work session, Stefanie Bowers skillfully summarized information contained in the 2013 Equity Report and the National League of Cities Institute for Youth, Education & Families' 2012 action guide City Leadership to Promote Black Male Achievement. At the end of her presentation, Stefanie identified several possible topics I—OU for City Council/staff action. We council members discussed her summary and briefly suggested some specific steps to take. Kingsley, for example, recommended that we schedule a follow up work session in which we could explore the possible actions more thoroughly. Mayor Matt Hayek suggested that we submit our suggested courses of action to the Council as a whole. My suggestions follow. Stefanie began her presentation by noting that the Equity Report exists primarily because of recommendations made by the Ad Hoc Committee on Diversity Issues. She's right, of course, and it is important not to lose sight of the fact that we created that committee primarily in response to events surrounding the shooting of Trayvon Martin and concerns expressed by black members of the Iowa City community about their experiences of living in Iowa City. We have taken several good steps since that committee was created, including producing the Equity Report and initiating all the other actions highlighted in Stefanie's report. They deserve more attention and credit they have received But a great deal more remains to be done. I want to offer three specific suggestions. Build Stronger Bonds Based on Mutual Trust The Equity Report presents a great deal of data. The data are enlightening, sometimes quite troubling, and necessary for managing the City staffs actions efficiently. Although having good data is important for management and policy-making purposes, it is not sufficient as a response to public concerns. Building trust throughout the community is at least as important. Stefanie pointed out some good steps the Police Department has made this year to improve community relations. These steps constitute an excellent start. But we City Council members have a particularly important role to play. We need to get out of City Half; go into the various communities of this city, and meet with people who currently feel little reason to trust local government. It is especially important that we meet with lower income, black, and Hispanic residents of the city in places they feel most comfortable What I specifically recommend is an action that Susan Mims and I discussed a few months ago. I believe we need to schedule a regular series of community conversations in which Council members and key staff members meet with diverse members of the public away from City Hall. I would suggest that we conduct quarterly forums at night in schools or equivalent settings (e.g., the Center for Worker Justice's office, the Broadway and Pheasant Ridge Neighborhood Centers, Uptown Bill's, The Spot, The Senior Center). In light of legal constraints, and because most of us are very busy with our day jobs, I would further suggest that only two or three council members attend each of these forums, and that we establish a rotating schedule of attendance, somewhat like we currently do with KXIC. The primary purpose of these interactive meetings would be to develop stronger bonds of mutual trust between the City Council and diverse parts of the Iowa City community. This means we would have to listen actively to what residents tell us. But it also means that we would be able to share with the public (in a very informal setting) what we know about what the City is doing, and why. In other words, we would conduct these forums very differently from how we conduct our "public discussion" periods or public hearings. Given the events that led to us creating the Ad Hoc Committee on Diversity, I think it is especially important that we find ways to improve mutual understanding and trust with young, lower-income black men and women. To do this, I think we need to identify black adults who come from lower-income backgrounds and who already have established strong bonds of trust with younger people. People like Fred Newell. Royceann Porter, and Henri Harper come to mind. Those adults could be enormously important intermediaries or liaisons. Address Deeper Inequities My second recommendation concerns the race -related disparities in education, employment, income, traffic stops, arrests, incarceration, etc. presented in Stefanie's two reports. The data concerning those disparities do not explain themselves. People might agree that the data show large disparities and inequities, and yet differ dramatically about what they think produces the disparities and hence what should be done in response. On this point, I note that our Equity Report focuses almost exclusively on internal City operations and pays virtually no attention to the deeper inequities identified in the NLC report about black male achievement. I think, therefore, that future versions of the Equity Report should focus more attention on those deeper inequities, especially with regard to lower-income black members of the Iowa City community. More important, we need to devise actions that will reduce those deeper disparities. This leads to my third suggestion. Identify Ways to Use Future LUST Funds to Reduce Inequities Given State -mandated reductions in commercial property tax rates, it appears very likely that we will have to find new sources of revenue or else out services. The voters chose not to approve the Local Option Sales Tax (LOST) proposal we placed on the ballot earlier this month. Given the financial situation, however, I think it is very likely we will have to return to the voters with a new version of the tax, one that will warrant a yes vote from a majority of voters in the five contiguous cities. I have already sent the Mayor, Mayor Pro -tem, and City Manager specific suggestions about how to do that. Here I simply want to note that the NLC report provides us with some good ideas about how to allocate part of any future LOST revenues. We need to devise some community based programs —funded with LOST revenues and devised collaboratively with community members — that would increase employment opportunities and practical hands-on educational opportunities far our lower income residents, especially those of color. I am especially intrigued by the NLC report's discussion about "YouthBuilds" in Footnote 6. People like Joe Williams at Northwest Mutual and Chad Simmons at Diversity Focus might be especially helpful in designing such programs. In sum, I propose that we take three actions: (1) build stronger bonds based on mutual trust, (2) address deeper inequities, and (3) devise programs that could potentially be funded with LOST funds. I look forward to discussing these ideas with you, and to engaging your own ideas about what we should do. Race, the Police and the Propaganda - NYTimes.com FROM THE CITY MANAGER �e 1'e�tr atk�ia ie http://nyti.rns/1FE3orB SundayRevnew I OP-ED COLUMNIST Race, the Police and the Propaganda JAN, 10, 2015 Nicholas Kristof Page I of 4 WELCOME visitors to New York City! This has been the best time ever to urinate on a street, sneak onto the subway or run a red light, for the police force has been on a virtual strike. Police officers may be making a point for contract negotiations. But many also are genuinely frustrated and., along with millions of other Americans, seem sympathetic to an argument that goes like this: The real threat to young black men isn't white cops. It's other Black men. Police officers are numerous in black neighborhoods not because they want to hang out there, but because they're willing to risk their lives to create order on streets where too many residents have kids outside of marriage, or collect government benefits but disdain jobs. Instead of receiving thanks for their efforts, cops have been cursed and attacked. Hate -mongering led by President Obama built a climate of animosity that led to the murder of two of New York's finest. And where are the street protests denouncing those racist murders? Don't blue lives count? Rudy Giuliani, the former mayor of New York and de facto spokesman for that viewpoint, put it this way in November when he was asked about Ferguson, Mo., on "Meet the Press": "I find it very disappointing that you're not discussing the fact that 93 percent of blacks in America are killed by other blacks. We're talking about the exception here." "What about the poor black child that is killed, by another black child?" he added.. "Why aren't you protesting that?" After the assassination of the two New York police officers, Giuliani declared: "We've had four months of propaganda, starting with the president, that everybody should hate the police." http://www.nytimes.com/2015/01/1 1 /opinion/sunday/nicholas-kristof-race-the-police-and-the-pro... 1/12/2015 Race, the Police and the Propaganda - NYTimes.com Page 2 of 4 That view has gained traction, creating an astonishing impasse in America's largest city. In one week in late December, the number of police citations, summonses and arrests in some categories fell by go percent from the same week the previous year. That's not "a few bad apples." That's the apple basket. Most of us understand that police officers are often in an impossible position, and we appreciate their courage and good work. When they work. So let's examine the narrative that Giuliani and others have spread. Take the argument that police killings are a red herring because the biggest threat to blacks is other blacks. The latter part is true. Where the perpetrator has been identified, 93 percent of murderers of blacks are also black. Then again., it's equally true that 84 percent of murderers of whites are fellow whites. So? How would we feel if we were told: When Americans are killed by ,Muslirrt terrorists, its an exception. Get over it. Some offenses are particularly destructive because they undermine the social system. Terrorism is in that category, and so is police abuse. Unfortunately, there's evidence that such abuse is too common. In 2012, an African-American detective in the New York City Police Department, Harold Thomas, hobbled from a nightclub to his car (he had been shot a year earlier by a would-be armed robber). Other police officers didn't recognize him and, according to Thomas, slammed his head into his vehicle, threw him to the ground and handcuffed him. He is suing the city. Thomas, who retired last year after 30 years, admires the police force but says the racial bias is ingrained — caused by a small percentage of officers who "make everyone look bad." Reuters interviewed 25 African-American male police officers, some retired, in. New York City and said all but one reported having been subjected to unwarranted incidents — from stop -and -frisks to being thrown into prison vans. Five said they had had guns pulled on them. A 2010 New York State task force report on police -on -police shootings identified 1.4 officers around the country killed by fellow officers over the previous 15 years in mistaken identity shootings. Ten of the 14 were officers of color. http://www.nytimes,com/2015/01/1 I /opinion/sunday/nicholas-kristof-race-the-police-and-the-pro... 1/12/2015 Race, the Police and the Propaganda - NYTimes.com Page 3 of 4 Then there's a ProPublica investigation that found that young black men are shot dead. by police at 21 times the rate of young white men. It's true that some on the left who are aghast at racial profiling are sometimes prone to career profiling: We should stereotype neither black youths nor white cops. Some extremist protesters turned. to the slogan "arms up, shoot back," or to chants of "What do we want? Dead cops." That was inexcusable. But, of course, that's not remotely what Obaina was saying. PunditFact reviewed all of Obama's statements and found that he never encouraged hostility toward police; it labeled that Giuliani assertion as "pants on fire." Good. for Obama and, other politicians — including Mayor Bill de Blasio — for trying to shine a light on inequality in law enforcement. "Many of my peers were deeply racist," Redditt Hudson, a former St. Louis cop, wrote in The Washington Post last month. He described seeing force used unnecessarily, particularly against blacks, such as the time a boy who couldn't walk was punched, handcuffed and dragged by his ankles from. his home to a car. Hudson said that the fundamental need is an end to impunity. "Cops aren't held accountable for their actions, and they know it," he wrote. "These officers violate rights with impunity. They know there's a different criminal justice system for civilians and police. Even when officers get caught, they know they'll be investigated by their friends, and put on paid leave." Race is a nettlesome issue, and I recognize that I'm calling for more diversity and accountability in police forces even as my own institution — the press — doesn't look like America either. We can all do better. Put yourselves in the shoes of the family of Tamir Rice, the black 12 -year-old boy shot dead in November in Cleveland. A 911 call had reported someone carrying a "probably fake" gun, and Tamir was carrying a pellet pistol. A white police officer, who had previously been judged unprepared for the stresses of the job, shot Tamir. A video released a few days ago shows the boy's 14 - year -old sister rushing to her fallen brother — and then tackled by police, handcuffed, and placed in a police car a few feet from her dying brother. The officers stood around and gave him no medical aid. To those who see no problem in policing, just one question: What if that were your son or daughter? http://www.nytimes.com/2015/01/11/opinion/sunday/nicholas-kristof race -the -police -and -the -pro... 1/12/2015 Race, the Police and the Propaganda - NYTimes.com Page 4 of 4 1. invite VOLT to viSit my blog, On the Ground. Please also join nie on Facebook and Google+, x-vatch. int- YouTube videos and f« llovv [ne on Twitter. A version of this op-ed appears in print on January 1. 1., 2015. on page SO]. of the; New York edition with the headline: Race. the: Police and the; Propaganda. © 2015 The New York Times Company http://www.nytimes.com/2015/01 /11 /opinion%sunday/nicholas-kristof-race-the-police-and-the-pro... 1/12/2015 When Will the North Face Its Racism? - NYTimes.com FROM THE CITY MANAGER I_9hQ.J0� ,%V J10*4;J=$ http://nyti.ms/1COjtSw SunduyReview i OPINION When Will the North Face Its Racism? By ISABEL WILKERSON JAN. 10, 2015 M'-.. Page 1 of 4 ATLANTA — THE groundswell of protests over police brutality in the closing days of 2014, when people dropped to the marble floor of Grand Central Terminal and shut down the Brooklyn Bridge, blocked Lake Shore Drive in Chicago and chanted "I Can't Breathe" from Boston to Oakland, summoned ghosts not only of the marches of the civil rights era but of the larger forces that led to the arrival of so many African- Americans in the big cities of the North and West in the first place. Dozens of cities would ultimately join in these demonstrations of discontent. But a map of the largest protests those first nights, and of the high-profile cases of police violence in recent months, lit up like a map of the Great Migration: New York, Chicago, Cleveland, St. Louis, Philadelphia, Washington, Los Angeles, Oakland, all of them the major receiving stations of the movement. These were the places to which generations of African-Americans fled to escape the state -sanctioned violence their descendants have now faced. in the North and West. In hatters of racial injustice, the South. has been the center of attention since before the time of the Civil War. But the North, with its shorter history of a mass black population, has only more recently dealt with the paradox of an enlightened ideal coexisting with racial disparity. The protests have become a referendum on the black condition since the Great Migration. "The protests are beginning to wake people up to the idea that the problems are not only there but have been obvious all along," the historian Taylor Branch told me. "It feels like the South in the 1950s." It was because of the Great Migration — six million black Southerners fleeing Jim Craw from World War I to the 1970s — that African-Americans now live in every state of the union. They were seeking political asylum within their own country in what was, in effect, one of the nation's largest and longest mass demonstrations against injustice. It was barely recognized for what it was at the time, arising as it -did http://www.nytimes.com/2015/01/1 1/opinion/sunday/when-will-the-north-face-its-raeism.html?pa... 1/12/2015 When Will the North Face Its Racism? - NYTimes.com Page 2 of•4 organically, rather than from a single leader, much like the protests today. Both. migrants and. protesters were pleading with the world to take notice that something was terribly wrong in the places where they lived. In the early decades of the loth century, a caste system ruled the South with such repression that every four days an African-American was lynched for some perceived breach or mundane accusation — having stolen 75 cents or made off with a mule. Those conditions forced most every black family to consider the best course of action to feel safe and free. "Where can we go," a black woman in Alabama wrote in 1902, "to feel that security which other people feel?" Generations later, police killings of African-Americans occur as often as twice a week for at times mundane infractions and at three times the rate as for whites, according to conservative estimates from recent studies. What happens in the moments after these encounters reveals a disregard for black life as disturbing as the shootings themselves. In the case of Tamir Rice, a 12 -year-old with a toy gun who was shot within seconds of a squad car's arrival at a Cleveland park, new video released this week showed officers wrestling the boy's 14 -year-old sister to the ground and handcuffing her as she appeared to run toward her bleeding brother. Such cases force black families again to consider. how to safeguard their children and themselves from the violence they suffer at a disproportionate rate at the hands of authorities assigned to protect them. They are still giving a version of the same talk their ancestors gave their children back in the old country of the South, about answering yes, sir, and no, sir, and watching how they comport themselves around the upper caste and the police. Now, as then, those kitchen table discussions signal a painful coming to terms with one's tenuous condition in one's own land. What was little understood at the time of the migration was that the refugees from the South shared the same dreams as the immigrants who stepped off the ships at Ellis Island, huddled masses yearning to breathe free. One of the few contemporaneous studies in the early years of the migration, published. by the Chicago Commission on Race Relations in 1922, surveyed Southern migrants to determine why they had come north and what they had hoped to find. The migrants responded: "Freedom in voting and the conditions of the colored people here." "Freedom and chance to make a living." "Freedom and opportunity to acquire something." http://www.nytimes.com/2015/01/1 I/opinion/sunday/when-will-the-north-face-its-raeism.html?pa... 1/12/2015 When Will the North Face Its Racism? - NYTimes.com Page 3 of 4 "Freedom of speech, right to live and work as other races." "Freedom of speech and action. Can live without fear, no Jim Crow." Those desires went little noticed. Indeed, it was resentment toward the Southerners' arrival and obstacles to their entering the mainstream of Northern life that helped create the current conditions. Northern cities had had. limited exposure to African-Americans. These cities were ill-prepared to absorb large numbers of asylum seekers who stood out from the rest of the population. And so the newcomers were met with suspicion. Often recruited as strikebreakers, they were denied access to some unions and trades and were paid the lowest wages for the dirtiest work. They were roped off into overcrowded ghettos by means of redlining and periodic firebombings of homes purchased by black residents who breached the de facto wall of segregation. Unlike the immigrants from Europe, they could not shield themselves from the assumptions about their heritage or blend into the majority just by Anglicizing their names or mastering the senator's English. They stood out as the children of enslavement and Jim Crow, unable to escape the burden of a pained history. It was a measure of how dire conditions were in the South that the Great Migration continued. into the 1970s. When it began, go percent of all African- Americans were living in the South. By the time it ended, nearly half of all African- Americans lived elsewhere. Notably, however, high profile -cases of police brutality have recently come to be associated. with the North rather than the South. And it is in the South that two recent cases of police shootings of unarmed black people resulted in more vigorous prosecution. Last month, as protests raged over the deaths of Michael. Brown in Missouri, Eric Garner in New York and John Crawford and Tamir Rice in Ohio, Randall Kerrick, a police officer in Charlotte, N.C., made his first court appearance on a charge of voluntary manslaughter in the 203.3 death of Jonathan Ferrell. Mr.. Ferrell was an unarmed black motorist who was shot io times as he sought help after a car accident. In September, Sean Groubert, a South Carolina state trooper, was fired after shooting an unarmed man, Levar Jones, during a traffic stop over a seatbelt violation. In a widely circulated video of the incident, Mr. Jones asked the trooper with humbling composure, "What did I do, sir?" Then: "Why did you shoot me?" He survived his injuries. The trooper was arrested and charged with aggravated assault and battery, a felony that carries a possible 20 -year prison term. http://www.nytimes.com/2015/01/11 /opinion/sunday/when-will-the-north-face-its-racism.html?pa... 1/12/2015 When Will the North Face Its Racism? - NYTimes.com Page 4 of 4 The nation still has far to go, but this, at least, seems cause for hope. It suggests that the South, after decades of wrestling with its history, is now willing to face injustice head on. And. it suggests that the North, after decades of insisting that it was fairer and more free, could eventually do the same. It is not known what will come of the current upheaval in the North. The protests are a response to unprosecuted police brutality but are also a plea for recognition of. African-Americans' humanity. How can success be measured when the goals are so basic and enduring? History tells us that enough people acting together can have an impact beyond what could be imagined. The Great Migration changed American culture as we ]snow it, produced jazz and Motown, playwrights and novelists, and transformed the social geography of most every city outside of the South. At the start of the movement, one of its chroniclers pert the migrants' aims in perspective. "If all of their dream does not come true," The Chicago Defender newspaper wrote, "enough will come to pass to justify their actions." If the events of the last year have taught us anything, it is that, as much progress has been made over the generations, the challenges of color and tribe were not locked away in another century or confined to a single region but persist as a national problem and require the commitment of the entire nation to resolve. Isabel Wilkerson is the author of "']'he Warmth of Other Suns: Tlie Epic Stour of America's Great Migration" and a former national correspondent and. bureau chief for The New York `rimes. A version of t:hi5-. on -ed cippr',ri':3 in nrirsl on.R_lnuaE't 11. 2015, c:m page SR6 of the New York edition with the headline: When Wifl the Nodh taco Its Radsri?. © 2015 The New York Times Company http://www.nytimes.com/2015/01/1 I/opinion/sunday/when-will-the-north-face-its-racism.html?pa... 1/12/2015 Marian Karr From: Simon Andrew Sent: Monday, January 12, 2015 9:24 AM To: Marian Karr Cc: Tom Markus Subject: FW: Work Session on Racial Equity and Diversity For info packet. Thank you. From: Stefanie Bowers Sent: Monday, January 12, 2015 8:15 AM To: 'Harry Olmstead' Cc: Jim Throgmorton; Tom Markus; 'Kingsley Botchway' Subject: RE: Work Session on Racial Equity and Diversity Harry, The Human Rights Commission can participate. That is why I sent the notice to the Commission so that each of you would know about it and attend. Stefanie From: Harry Olmstead [mailto:Harry03@aol.com] Sent: Friday, January 09, 2015 3:32 PM To: Stefanie Bowers Cc: Jim Throgmorton; Tom Markus; Kingsley Botchway Subject: Fwd: Work Session on Racial Equity and Diversity Why weren't the Human -Rights Commission invited? Isn't this an area the Iowa City Council asked us to concentrate in? Why even have a Human Rights Commission? -------- Original Message -------- Subject: Work Session on Racial Equity and Diversity From: HumanRights <HumanRights@iowa-city.org> Sent: Friday, January 9, 2015, 3:25 PM To: HumanRights <Human Rights@iowa-city.org> CC: The City Council will hold a work session on Racial Equity and Diversity on Tuesday, Jan. 13 starting at 5 pm at City Hall, 410 E. Washington Street, in Emma J. Harvat Hall. The work session will include a discussion on the current diversity initiatives at the City and provide time for community input. To view the agenda and information packet for the work session visit http://www.icgov.org/docs/auto/council/l - 8-2015 InformationPacket.pdf 01 -US -15 -�_ CITY OF IOWA CITY IP10 MEMORANDUM Date: January 5, 2015 To: Tom Markus, City Manager From: Michael Moran, Director of Parks and Recreation Zachary Hall, Superintendent of Parks Re: Proposed Snow Route Maintenance changes In reviewing the method in which we remove snow from trails in the Iowa City Parks system, we would like to propose a trial run of not removing snow from non-essential recreational routes. This is generally being considered to save costs from staff overtime, fuel costs and machinery wear and will also help focus staff efforts on more timely removal of more essential locations. Attached maps include the areas staff has identified to be discontinued from our regular snow removal operations; sites include: Benton Hill Park, Upper and Lower City Park, Hunter's Run, Peninsula Park, Sycamore Greenspace, Water Works, Willow Creek and Windsor Ridge. We are only talking about portions of trails in these areas not the entire location. Areas in red identify current maintenance that will continue and areas highlighted in yellow identify the proposed changes. The majority of these areas are nonessential recreational trails and includes some parking lots. These recommendations are based on the Strava labs Global Heat map, which according to Kris Ackerson has 1,500 members in Johnson County. Strava is a company which uses member sourcing data to create heat maps identifying the greatest used routes in particular areas. Members who include walkers, runners and bikers, log their trips/use and Strava adds the data in to capture user frequency. Currently, we do not have winter user trail count data for these areas, therefore the Strava data is the best information we have upon which to base our recommendations. Our winter trail clearance policy will focus on trails used by multi -modal commuters that connect to schools and essential service areas. Recreational loops and trails that are not connected to these services will be discontinued. In the event of a "snow emergency" all of the parking lots in Lower City Park will be cleared. Areas in red identify trails that will not be maintained and areas highlighted in yellow identify on-going trail maintenance. All trails will be signed appropriately to indicate no maintenance will be done during the winter. We have currently maintained this policy at Terry Trueblood Recreation Area to enhance and encourage additional winter activities that may take place along the trail such as snow shoeing and cross country skiing. Based on public comments, we will evaluate and maintain these trails as necessary for the duration of the winter. cc: Parks and Recreation Commission City Council mi MI- 11 z o Z, n, Cyd rtii,a. :r T N O pi 4- - m t+ d P 41, i � t �C A F Y { t$ s t' # ©I M -. L�! m IL NE N LL ^L, W U) ■ �1 144| § ,: �. �. III .Y, Strava Metro offers an entirely new way of collecting and analyzing cycling and running route preference data by leveraging the activity uploads of millions of Strava members worldwide. Here's how it works: • Step 1 Strava users track their rides and runs with the Strava apn on a smartphone or with a GPS device. • Step 2 To create a Strava Metro data service for a geographic area, Strava processes the data to remove all personal information linked to the user and structures it for compatibility with classic geographical information systems (GIS) environments. • Step 3 Strava Metro data enables DOTS and advocacy groups to perform detailed analyses and glean insights into cycling and running patterns dissected by time of day, day of week, season and local geography. Anyone can now access high-resolution heatmap visualizations of the data free of charge at Strava Labs. r �•�.= CITY OF IOWA CITY p11 S— N=� 04 X - Or � 4' MEMORANDUM Date: January 8, 2015 To: Mayor and City Council From: Marian K. Karr A Re: Joint Meeting Agenda Items for January 26 The next joint meeting with City Councils of Johnson County municipalities, the Johnson County Board of Supervisors, the Iowa City School District and neighboring school districts will be held on Monday, January 26, 2015. The meeting will be hosted by Iowa City. Please let me know of any agenda items you would like to include on that agenda at your January 201h work session. A complete agenda and meeting date confirmation will be available in your packet preceding the January 26th joint meeting. Business Name `` 3 i i Occupancy (occupancy loads last updated Oct 2008) = University of Iowa Monthly Totals Bar Checks Under2l PAULA Prev 12 Month Totals Bar Under2l PAULA Checks Under2l PAULA Ratio Ratio (Prev 12 Mo) (Prev 12 Mo) 2 Dogs Pub 120 1 0 0 8 0 0 0 0 Airliner 223 0 0 0 40 7 14 0.175 0.35 American Legion 140 0 0 0 2 0 0 0 0 Atlas World Grill 165 0 0 0 Bardot Iowa 0 0 0 5 1 0 0.2 0 Baroncini- 0 0 0 Basta 176 0 0 0 Blackstone- 297 0 0 0 2 0 0 0 0 Blue Moose- 436 0 0 0 62 2 2 0.0322581 0.0322581 Bluebird Diner 82 0 0 0 Bob's Your Uncle 260 0 0 0 Bo -James 200 1 0 0 32 0 1 0 0.03125 Bread Garden Market & Bakery 0 0 0 Brix 0 0 0 Brothers Bar & Grill, [It's] 556 3 0 0 227 26 49 0.1145374 0.2158590 Brown Bottle, [The]- 289 0 0 0 Buffalo Wild Wings Grill & Bar 189 0 0 0 2 0 0 0 0 Cactus Mexican Grill 0 0 0 Caliente Night Club 498 1 0 0 12 0 0 0 0 Carl & Ernie's Pub & Grill 92 0 0 0 8 0 0 0 0 Carlos O'Kelly's- 299 0 0 0 Chili Yummy Yummy Chili 0 0 0 Chipotle Mexican Grill 119 0 0 0 (Clarion Highlander Hotel 0 0 0 (Clinton St Social Club 0 0 0 4 0 0 0 0 IClub Car, [The] 56 0 0 0 1 0 0' 0 0 Wednesday, January 07, 2015 Page 1 of 5 .. a ..,,. s ;. Business Name Occupancy (occupancy loads last updated Oct 2008) = University of Iowa Monthlv Totals Bar Checks Under2l PAULA Prev 12 Month Totals Bar Checks Under2l PAULA Under2l PAULA Ratio Ratio (prev 12 Mo) (Prev 12 Mo) Coach's Corner 160 0 0 0 8 0 0 0 0 Colonial Lanes— 502 0 0 0 3 0 0 0 0 Dave's Foxhead Tavern 87 0 0 0 11 0 0 0 0 DC's 120 3 0 0 198 51 15 0.2575758 0.0757576 Deadwood, [The] 218 0 0 0 31 0 0 0 0 Devotay— 45 0 0 0 Donnelly's Pub 49 0 0 0 6 0 0 0 0 Dublin Underground, [The] 57 0 0 0 15 0 0 0 0 Eagle's, [Fraternal Order of] 315 0 0 0 Eden Lounge 0 0 0 26 0 0 0 0 EI Banditos 25 0 0 0 EI Cactus Mexican Cuisine 0 0 0 1 0 0 0 0 EI Dorado Mexican Restaurant 104 0 0 0 EI Ranchero Mexican Restaurant 161 0 0 0 Elks #590, [BPO] 205 0 0 0 Englert Theatre— 838 0 0 0 Fieldhouse 178 1 0 0 144 21 7 0.1458333 0.0486111 FilmScene 0 0 0 1 0 0 0 0 First Avenue Club— 280 0 0 0 8 0 2 0 0.25 Formosa Asian Cuisine- 149 0 0 0 Gabes— 261 1 0 0 23 0 0 0 0 George's Buffet 75 0 0 0 11 0 0 0 0 Givanni's— 158 0 0 0 Godfather's Pizza 170 0 0 0 Graze— 49 0 0 0 1 Grizzly's South Side Pub 265 1 0 0 23 0 0 0 0 Wednesday, January 07, 2015 Page 2 of 5 Business Name Occupancy (occupancy loads last updated Oct 2008) = university of Iowa Monthly Totals Bar Checks Under2l PAULA Prev 12 Month Totals Bar Checks Under2l PAULA Under2l PAULA Ratio Ratio (Prev 12 Mo) (Prev 12 Mo) Hilltop Lounge, [The] 90 0 0 0 12 0 0 0 0 Howling Dogs Bistro 0 0 0 IC Ugly's 72 1 0 0 25 0 0 0 0 India Cafe 100 0 0 0 Iron Hawk 0 0 0 9 0 0 0 0 Jimmy Jack's Rib Shack 71 0 0 0 Jobsite 120 0 0 0 25 0 0 0 0 Joe's Place 281 3 0 0 63 0 0 0 0 Joseph's Steak House— 226 0 0 0 Linn Street Cafe 80 0 0 0 Los Portales 161 0 0 0 Martini's 200 4 0 0 85 13 8 0.1529412 0.0941176 Masala 46 0 0 0 Mekong Restaurant— 89 0 0 0 Micky's— 98 0 0 0 17 0 0 0 0 Mill Restaurant, [The]— 325 0 0 0 1 0 0 0 0 Moose, [Loyal Order of] 476 0 0 0 Motley Cow Cafe 82 0 0 0 Noodles & Company— 0 0 0 Okoboji Grill— 222 0 0 0 Old Capitol Brew Works 294 0 0 0 1 0 0 0 0 (One -Twenty -Six 105 0 0 0 (Orchard Green Restaurant— 200 0 0 0 I Oyama Sushi Japanese Restaurant 87 0 0 0 ]Pagliai's Pizza— 113 0 0 0 ] Panchero's (Clinton St)— 62 0 0 0 2 0 0 0 0 Wednesday, January 07, 2015 Page 3 of 5 FV C C C C C C C C C C C E E C C E C C C E C E F C L C Business Name Occupancy (occupancy loads last updated Oct 2008) = University of Iowa Monthly Totals Bar Checks Under2l PAULA Prev 12 Month Totals Bar Checks Under2l PAULA Under2l PAULA Ratio Ratio (Prev 12 Mo) (Prev 12 Mo) Panchero's Grill (Riverside Dr)— 95 0 0 0 Pints 180 0 0 0 82 12 2 0.1463415 0.0243902 Pit Smokehouse 40 0 0 0 Pizza Arcade 0 0 0 1 0 0 0 0 Pizza Hut— 116 0 0 0 Players 114 0 0 0 3 0 0 0 0 Quinton's Bar & Deli 149 0 0 0 9 0 0 0 0 Rice Village 0 0 0 Ridge Pub 0 0 0 Riverside Theatre— 118 0 0 0 Saloon— 120 0 0 0 2 0 0 0 0 Sam's Pizza 174 0 0 0 ISanctuary Restaurant, [The] 132 0 0 0 (Shakespeare's 90 0 0 0 6 0 0 0 0 (Sheraton 0 0 0 1 0 0 0 0 (Short's Burger & Shine— 56 0 0 0 IShort's Burger Eastside 0 0 0 (Sports Column 400 0 0 0 146 32 30 0.2191781 0.2054795 (Studio 13 206 1 0 0 34 0 0 0 0 (Summit. [The] 736 3 2 9 129 40 46 0.3100775 0.3565891 ISushi Popo 84 0 0 0 ISzechuan House 0 0 0 ]Takanami Restaurant— 148 0 0 0 ]Taqueria Acapulco 0 0 0 1TCB 250 1 0 0 85 4 0 0.0470588 0 ]Thai Flavors 60 0 0 0 Wednesday, January 07, 2015 Page 4 of 5 Business Name Occupancy Monthly Totals Prev 12 Month Totals Under2l PAULA (occupancy loads last updated Oct 2008) = University of Iowa Bar Checks Under2l PAULA Bar Checks Under2l PAULA Ratio Ratio (prev 12 Mo) (Prev 12 Mo) Thai Spice 91 0 0 0 Times Club @ Prairie Lights 60 0 0 0 Trumpet Blossom Cafe 94 0 0 0 Union Bar 854 5 0 6 162 13 50 0.0802469 0.308642 VFW Post #3949 197 0 0 0 Vine Tavern, [The] 170 1 0 0 12 1 0 0.0833333 0 Wig & Pen Pizza Pub— 154 0 0 0 Yacht Club, [Iowa City]— 206 0 0 0 29 0 1 0 0.0344828 Yen Ching 0 0 0 IZ'Mariks Noodle House 47 0 0 0 31 2 15 1855 223 227 0.1202156 0.122372 Totals Off Premise 0 0 1 0 0 150 0 0 Grand Totals 16 377 * includes outdoor seating area exception to 21 ordinance Wednesday, January 07, 2015 Page 5 of 5 HCL ui ^ O r O rl 0 a M O C z 0 z W 0 O n DD (0 U) W M V N n O O U) N n O N n O N O O N O n Co N n U) N M M n �- O N O O U) O N N M O O n V' (D r O) N W O M O O O Lo M O O U) M n �- � U) N n H n O O W co 0) n v U) Cl) Cl) O Cl) N n 0 M n (A N O V C W n a T N h O V N M nN N N N 00OD 00 01 n r 0 O N O -T y a 0 O 0 00 N rn O W O O O W M O 0 0 O N T wN u - caoo cq N w O V 0 d' N O .- O O �- O U) W O O N O U) aD O M O N O N V a N` o r- O O CL o v_ rn rn cc r E N N O O M 0) On N a O N 01 O O n O Z N N .� N n N c) N 00 00 .- O O Cl) O 0) O O O U) n d N o o 0 0 0 t0 0 O C p Ul Oi N 0 00 N 00 N 0) U7 N 0) 0 OD O V N n N T 0 N 0J O O M O O N O �-- O �- O O V O t0 M N W O O O f0 O f0 N n g (0 .- aD O o O O 01 O O n LQ O o O O O rn LR 0D o n Ey N m UOi n no O °' 0 O m IQ W M 0) a (No M NNON O.-� 1 004111 N O N 000 O ONON O OD U) w O O aD O M N V N O O d' n CN7 c M M O C') O n h C ¢ U) ID N O 00 O ? a N .�-- a (00 - 0 o O c� (n_ O T 7 M O) 0 U) O U) OD M N U) N U) N M (D N n (0 O �- O .- N N O) O O M ID MD U) a0 .- W (0 (OD X LQ OD- C Mw 00 00 co T O CD N N N N OD cq N p r O OD W V N n N O O U) N U1 n N p aD Q O N N N U) O O N UJ r2 N O 00 O1 V) O N O O M 00 0) n Cl) M OD M M O 0) N Co � _ CL a7 (MO V N N ¢ Lo 7 N OD U) 04 N O r O V V N N O '- d'CD N V N 00 O O r 0 t O p O O (O N O O) ai M v N Cl) C N O O n v O 0 O n N N M O U) '4 U) N Cl) M 00 On N N U) 00 0) 0 00 0 n N �o o O rn�n oD a N N O p N o vi N r U) M a) O 0 LL � t7 O 0 p O 00 n O N '- 0— 0 O (D OD M O O 0 O OD N d M OD 0) C N O � 7 � N O 0 H v N N € N oNN �_H N€a (y> N€d (qwC w{ h ad N (L O€) CL a)pC aN€) CL d€ a a a€. ` a� ) 1 a+aEffij a 2�`aNod LL, `o `o `o dam ' Y`2o o E la d E 0�ad y ii d $ J a `o -QE LL a �a Ha vfaa7a h a d o� E d da E o a E m E' u L E 2a¢w E> a 0 -' E > E > E a(} d m 4 E 'E E o E a y o a E (» E , > y) E° > E m E ,6 = E w ' -z E E (» > > � a U a > > J J ��z(nz z Z E E E =Z ,aZ ' Zy m yZ z zUz 2Z -z d Z d ,Z d �Z¢¢ d LL 0 D z �? 1 a Z E m H 3 w -°o otl 0 0 0 0 0 O O a) x c a E d a v `o F 3 a ° Z x Z o r 2 v 0 n aE aE aE 2S > o' n 2 U 5 N x° IL n n i a X a 01-08-15 Charter Review Commission IP14 January 6, 2015 Page 1 MINUTES DRAFT CHARTER REVIEW COMMISSION JANUARY 6, 2015 — 7:45 A.M. HELLING CONFERENCE ROOM, CITY HALL Members Present: Steve Atkins, Andy Chappell, Karrie Craig, Karen Kubby, Mark Schantz (via telephone), Melvin Shaw (arrived 7:47), Anna Moyers -Stone, Adam Sullivan, Dee Vanderhoef Staff Present: Eleanor Dilkes, Marian Karr RECOMMENDATIONS TO COUNCIL: (to become effective only after separate Council action): None CALL TO ORDER: Chairperson Chappell called the meeting to order at 7:45 A.M. CONSIDER MOTION ADOPTING CONSENT CALENDAR AS PRESENTED OR AMENDED: a. Minutes of the Meeting on 12/23/14 — Vanderhoef moved to adopt the Consent Calendar as presented. Kubby seconded the motion. The motion carried 8-0, Shaw absent. REPORTS FROM MEMBERS AND STAFF: None. DISCUSSION OF THE PUBLIC FORUM (January 7, Iowa City Public Library, 6:00 P.M. Chappell stated that they need to discuss a few items prior to tomorrow's forum. He suggested the Commission break into four groups with two Members in each group. This way there is a Commission Member to guide the discussion and another to take notes during the discussion. Chappell then spoke to the amount of time spent on each topic, stating that previously (10 years ago) they did 25 minutes per topic, with four distinct topics. He added that this seems excessive to him. He would like to plan for 20 minutes per topic and asked what the other Members would like to do. Vanderhoef asked how well the conversation went during the 25 -minute period last time and if it tapered off quickly. Chappell stated that he really does not remember too well how it went, but that the discussion was good and those in attendance appeared to be very appreciative of being able to offer their opinions. Kubby stated that 20 minutes should be sufficient and others agreed. Chappell then spoke to the introduction time, noting that he does not see this taking 15 minutes. He would like to do a brief introduction as to where the Commission is in the process, what they have done so far, and where they are headed, and then do an introduction of the first topic. Kubby stated that it would probably be a good idea to introduce the process once they break into small groups. Chappell then asked Members how long overall they would like this forum to Charter Review Commission January 6, 2015 Page 2 be. With the specific topics they have in mind, they would use up an hour and a half with 20 minutes per topic. Kubby stated that she believes 8:00 P.M. would give them plenty of time and others agreed. Kubby added that it would be helpful if someone could come around to the groups when they have approximately five minutes left and let them know that their time is almost up. She stated that it can be hard to keep track of time when involved in these discussions. Sullivan stated that he hates to give a set end time, especially if someone comes to the forum wanting to share their thoughts and things become rushed. Kubby stated that they could advertise 8:00 P.M. as the end time, but if discussion is still ongoing, they can always stay. Karr asked if Members want a timeframe for comments put on the meeting agenda. Chappell and others stated that most people come with the knowledge of having five minutes to speak. Dilkes stated that if there is not going to be an actual end time, they really should not put this on their agenda. She suggested they not put anything if they are going to leave it open to continue. Members continued to discuss this issue, with Karr noting that if they put 8:00 P.M. and no one comes after 7:30, they do have to stay until 8:00. Chappell suggested wording to the effect of `up until 8:00' or something similar. Kubby suggested they state this in the introductory remarks that they hope to end around 8:00 P.M. After further discussion, Members agreed that there would be no set ending time and no notation on length of comments on the agenda. Chappell concluded that Members should be the ones reporting out at the end on each topic. Chappell then spoke to the `facilitator tips' that Members received, asking Members if they have any questions regarding these. He reviewed how they can keep people focused on the specific topic. There was agreement to have copies of the Charter and press release available for people to review during the forum. Karr stated that one issue that came up last time was people wanting to speak on one topic in particular and not being able to stay for the entire session. She asked if Members are willing to deviate somewhat for this type of situation. Chappell stated that he is sure Members can work with individuals should this arise. Shaw asked how they plan to break into pairs for the forum as they have an odd number of Members. Chappell responded that Schantz will not be able to attend, leaving them with an even number of Members. He then suggested the pairings of Kubby and Atkins, Moyers -Stone and Shaw, Sullivan and Vanderhoef, and Craig and Chappell. Chappell added that Members can decide themselves who will facilitate and who will take notes. He suggested that topics be introduced, comments then heard, and that then Members try to challenge people's reactions to see if they can see any downside to possible amendments. Atkins asked if they would be pushing negative aspects by doing this early on. Chappell stated that his sense is they are just asking people if they see any, that they are not introducing them into the discussion necessarily. Shaw asked if their notes from the forum will be typed prior to their next meeting, and Karr stated that these notes will be typed and become part of the minutes. Sullivan asked if there will be nametags available. Karr stated that they can have these pre - made for Commission Members. She asked if they also want temporary ones for the public to use and Members stated that they would like to have these. Members continued to discuss how best to take notes during the forum, with Chappell stating that his general sense is that they do not need to single out people by name for reporting purposes; as much as needing to get the ideas down that come out of their group. Members continued to talk about the forum. Questions were also asked about how the reporting -out process is expected to go. Discussion was also held on room set-up and how this Charter Review Commission January 6, 2015 Page 3 is expected to be handled. Members then spoke to group formation and how they want to handle this aspect. This led to a brief discussion of the availability of tables, and whether they would be round or rectangular. Karr stated that one issue that may come up is 'what's next' for the group. She asked if the group is agreeable to the meeting schedule that Chappell suggested at the last meeting and if another forum is going to be held, adding that the public is interested in what is happening next. Kubby noted that they had talked about having another forum after they have a final draft to share. PUBLIC COMMENT: None. TENTATIVE THREE-MONTH MEETING SCHEDULE (7:45 AM unless specified): Chappell spoke to the meeting schedule and the possibility of shooting for the redlined draft and final public hearing at the end of February. He asked what schedules are like during the spring break period, and several Members noted they would be absent. Chappell asked if February 17 or 24 would work for the next forum. Members will check their calendars and staff will check room availability. Atkins will be gone for two weeks starting February 18. Chappell asked that everyone check their calendars. He also suggested they add an extra meeting on March 3, in addition to their March 10 and 24 meetings. January 7 (FORUM) January 13 January 27 February 10 February 24 March 3 March 10 March 24 (Commission work completed no later than April 1, 2015) ADJOURNMENT: Sullivan moved to adjourn the meeting at 8:35 A.M., seconded by Shaw. Motion carried 9-0. Charter Review Commission January 6, 2015 Page 4 Charter Review Commission ATTENDANCE RECORD 2014 Key: X = Present O = Absent O/E = Absent/Excused NM = No meeting --- = Not a Member at this time TERM o o O o 0 0 o O O O o j A At Q1 M -I W W W W to O O NAME EXP. o w -4 0 N ry os W w o 00 o cn Ah A � ab � 06 4/1/15 X X O/ X X X X X X X X X X X X Steve E Atkins Andy 4/1/15 X X X X X X X X X X X X X X X Chappell Karrie 4/1/15 X X X X X X X X X X X X X X X Craig Karen 4/1/15 O X X X X X X X X X X X X X X Kubby Mark 4/1/15 X X X X X X O/ X X X O/ X O/ X X Schantz E E E Melvin 4/1/15 X X X X X X X X X X X X X X X Shaw Anna 4/1/15 X X X X X X O/ X X X X X O/ X X Moyers E E Stone Adam 4/1/15 X X X X X X X X X X X X X X X Sullivan Dee 4/1/15 X X X X X X X X X X X O/ X X X Vanderhoef E Key: X = Present O = Absent O/E = Absent/Excused NM = No meeting --- = Not a Member at this time Charter Review Commission January 6, 2015 Page 5 Charter Review Commission ATTENDANCE RECORD (cont.) 2014/2015 Key: X = Present O = Absent O/E = Absent/Excused NM = No meeting --- = Not a Member at this time TERM j 0 0 NAME EXP. O N w O rn O A. � 0 01 4/1/15 X X X Steve Atkins Andy 4/1/15 X X X Chappell Karrie 4/1/15 X X X Craig Karen 4/1/15 X X X Kubby Mark 4/1/15 X X X Schantz Melvin 4/1/15 X X X Shaw Anna 4/1/15 X X X Moyers Stone Adam 4/1/15 X X X Sullivan Dee 4/1/15 X X X Vanderhoef Key: X = Present O = Absent O/E = Absent/Excused NM = No meeting --- = Not a Member at this time IP15 MINUTES PRELIMINARY HOUSING AND COMMUNITY DEVELOPMENT COMMISSION NOVEMBER 20, 2014 — 7:00 PM DALE HELLING CONFERNCE ROOM, CITY HALL MEMBERS PRESENT: Peter Byler, David Hacker, Jim Jacobson, Dorothy Persson, Christine Ralston, Angel Taylor, Rachel Zimmermann Smith MEMBERS ABSENT: Michelle Bacon Curry, Andrew Chappell STAFF PRESENT: Marcia Bollinger, Tracy Hightshoe OTHERS PRESENT: Kyra Seay • iI M ► III-INfiel ► ►[91� HCDC recommends the City Council approve the 2016-2020 Consolidated Plan with the following changes: Employment Training and Transportation be included as public service priorities, the same public service priorities be used for public facilities, and as opposed to a $50,000 minimum award for public facilities the language be changed to no more than two public facilities shall be awarded funding per funding round. The Commission also recommends that the preference under the economic development set-aside shall be for micro -enterprise assistance. • •;. The meeting was called to order at 6:30 PM. ':• • W, 1 __1 I Jill z1flial Ralston moved to approve the minutes of the September 18, 2014 meeting with minor edits. Persson seconded. A vote was taken and the motion carried 7-0. There were none. STAFF/COMMISSION COMMENT: Hightshoe introduced Marcia Bollinger, staff member in Neighborhood Services who will be the lead contact for the Aid Agency projects. REVIEW OF THE DRAFT 2016-2020 CONSOLIDATED PLAN (a.k.a. CITY STEPU Zimmermann Smith stated that the review of the draft consolidated plan is something fairly new to many members of the Commission so Hightshoe will guide the Commission through the document. It is a HUD mandated document, so there is not a lot of changes the Commission can make in regards to formatting. Hightshoe explained that the Consolidated Plan is a five-year plan to guide the City on how to spend the CDBG and HOME dollars received each year. The Plan includes an estimate of the funds we anticipate receiving; however the actual amounts are determined by the program income received during the 5 -years and annual approval of a budget by Congress. Hightshoe stated they anticipate the allocations will likely go down over the next 5 -years given the federal climate. Therefore, when Hightshoe mentions an amount, it will be estimates, subject to change. In the five-year plan there is a lot of data. The consultant, per HUD guidance, pulls much of the data from Community Housing Authority System (CHAS) and the 2010 Census. Hightshoe asked the Commission to focus on the priorities identified and the set -asides. She distributed two documents for discussion. The first was the proposed set-aside activities and amounts. In the last Plan, the Council established set -asides for rehabilitation, economic development, etc. by Council resolution. In this Plan, the set -asides are directly identified. A separate Council action will not be needed. Set -asides means funds are directly allocated to that activity, typically administered by City staff. Set asides include rehabilitation, economic development, public infrastructure (neighborhood amenities), Aid to Agencies and administration. The Commission will recommend allocations for the entire Aid to Agencies budget under a different allocation process in January. The other set -asides will be administered by staff. The CDBG public service allocation is limited by HUD rules to no more than 15% of the CDBG entitlement plus last year's program income. The set -asides also support the Owner -Occupied Housing Rehabilitation program. In the previous Council resolution, 13% of the CDBG and HOME entitlement plus CDBG rehab program income was allocated to rehabilitation. With federal entitlements going down, it was not sufficient to maintain our existing program. In the last few years, the City has applied for and been awarded additional funds through the competitive process. The rehab. set-aside is now set so that the City can continue to complete about 20 — 25 homes per year. Economic development used to be 15% of the CDBG entitlement but in this proposed plan it is lowered as more businesses have greater access to credit than they did in 2008/09. The amount has been dropped to $50,000 and the oversight is done by the City Council Economic Development Committee. To align with the City's Strategic Plan we have introduced a new set-aside for public infrastructure for neighborhood improvements in the amount of $75,000. This will grant greater flexibility in responding to neighborhood needs and efforts to assist with neighborhood stabilization. Staff will survey neighborhood needs, get feedback from neighborhoods and/or neighborhood representatives and work with Public Works staff to price and bid projects such as sidewalk connections, neighborhood parks improvements, increased lighting, and streetscape improvements in low income census tracts that are not primarily student dominated. Improvements to the downtown neighborhoods are possible if for a specific low -moderate income household (must be income certified) such as sidewalk replacements. Byler asked about the $235,000 in CDBG and $90,000 in HOME for rehab. and how it was calculated. Hightshoe clarified that amount is based on number of projects per year that the City hopes to complete (20-25) and to cover the administrative costs to complete the projects. The HOME set-aside for $90,000 for owner -occupied housing rehabilitation should be stated with the CDBG set -asides for clarification, it was omitted by mistake. Hightshoe stated that once the CDBG set -asides are removed there is approximately $80,000 available each year for public facilities and/or housing activities. There will be approximately $298,000 available for HOME eligible housing activities. In the application, it states the minimum award is $50,000. With $80,000 available, staff recommends the wording be changed to no more than two CDBG projects in each funding round to grant some flexibility on the amount allocated to one or two projects. Byler asked who set the $50,000 project minimum amount. Hightshoe stated it was administration's preference to start making a larger impact with our limited funds and factoring administrative time to complete the projects. Hightshoe stated that in total, what will be allocated out in March with CDBG/HOME funding awards is about $378,000. There will be $80,000 in CDBG eligible projects and $298,000 for HOME projects. The Aid to Agency budget includes $100,000 in CDBG funds. HCDC will be recommending the budget for the entire Aid to Agency pool of funds that includes an additional $278,000 in City general funds in January. In total, the Commission makes a budget recommendation for approximately $756,000 in federal and local funds to eligible projects annually. Jacobson asked if the CDBG/HOME budget for competitive allocations (approx. $378,000) is consistent with other years, because it seems low. Hightshoe confirmed that it was lower due to the set -asides. Hightshoe stated that HCDC can make recommendations to Council about set -asides, both the activity and the amount of funds allocated to it. Council has final approval, but will consider HCDC recommendations. The second item Hightshoe wished to point out to the Commission from the Plan is the priorities. In 2011 — 2015 all eligible activities were listed and were prioritized as high, medium, low or no need. Any activity could be funded, except no need, without a Consolidated Plan amendment. In the 2016-2020 Plan an activity may only be funded if identified as a priority. If not a priority and Council wishes to fund, a Consolidated Plan amendment must be done. Hightshoe suggested HCDC review the priorities. The Commission has the ability to edit the list, expand it, or shorten it. Hightshoe pointed out the priority changes from the 2011-2015 plan (high priorities) to the new 2016-2020 plan. Byler commented that the economic development committee reviews the facade improvements and small business assistance (including micro -enterprise), but some of these activities such as facade improvements don't necessarily assist extremely low, low income or moderate income households. That seems to be a lot of money spent on an activity that could be better used to benefit the extremely low or low income community. Hightshoe explained that 70% of the CDBG activities must benefit low -moderate income (LMI) persons. There are some eligible activities that don't require a LMI benefit. Facade improvements are a CDBG eligible activity in an urban renewal area that doesn't require a LMI benefit. It would be considered as preventing slum and blight. Iowa City has various urban renewal areas founded on slum and blight in addition to the City -University, such as the Towncrest Urban Renewal Area. Persson asked if within the economic development set-aside could it be limited to only loans for small businesses? Hightshoe confirmed it could. There was discussion regarding the funds going to downtown businesses. Hightshoe stated that to be eligible the business has to hire primarily LMI persons without requiring advanced degrees or certifications or be considered a micro -enterprise (5 or fewer employees and/or employees, 51 % of which are LMI). The City Council Economic Development Committee reviews the economic development activities. The consensus of HCDC was to recommend that this set-aside focus on micro - enterprise assistance and, if necessary, that fagade improvements be limited to areas of town that really need revitalization. Hightshoe explained a new partnership with MidWestOne bank regarding loans for business owners under 80% median income. Applicants will apply to the City, the City will approve or deny and forward loan approvals to MidWestOne. MidWestOne will enter a loan agreement, provide the funds and service the loan, including collection if the borrower is delinquent. The City will guarantee the loan amount. Having MidWestOne service the loan provides better collection services and also provides the opportunity for the borrower to establish a line of credit with a commercial lender and provides a lending history that can be used to obtain credit at other banks. HCDC discussed the priorities in the draft CITY STEPS Plan. Jacobson commented on the listed priorities, and questioned the omission of transportation. Hightshoe stated in the 2011- 2015 plan it was a high priority, but in the 2016-2020 plan is was not identified as a priority. Hightshoe stated the consultants may not have included as the cost for transportation services often exceeds the amount of CDBG funds available, such as the costs of an additional bus line, etc. CDBG funds could assist with a taxi cab voucher program that requires much less funding. Ralston stated that it's best to have as much on the priority list as possible since that is the only way to receive funding. Zimmermann Smith questioned why employment funding is not listed as a priority, as well as crime prevention. Jacobson asked if the Commission was limited to the number of priorities. Hightshoe replied that there is no limit to the number of priorities, but there is only $100,000 of funds in public services to be allocated and about $80,000 for public facilities/housing with CDBG funds. Zimmermann Smith requested that employment training be added as a public services priority. Discussion on crime prevention, financial literacy, transportation and elder services priorities. Ralston questioned what would be an example of an activity that would fall under the public facilities realm. Hightshoe stated that the way the draft Plan is worded any activity that benefits low income households would be eligible. Hacker recommended keeping the priorities general and allowing the greatest flexibility. The Commission questioned the statement of "large family" as one of the desirable recipient groups. Hightshoe stated the Plan's definition of a large family is a household of five or more people where at least one person is related to the household by blood, marriage or adoption. Members of the Commission discussed having different priorities for Public Services and Public Facilities and found that to be inconsistent and suggested the same priorities be used for both. Persson moved to have HCDC recommend that City Council approve the draft 2016-2020 Consolidated Plan with the following changes: Employment Training and Transportation be included as public service priorities, the same public service priorities be used for public facilities, and as opposed to a $50,000 minimum award for public facilities the language be changed to no more than two public facilities shall be awarded funding per funding round. The Commission also recommends that the preference under the economic development set-aside shall be for micro -enterprise assistance. Jacobson seconded the motion. At vote was taken and the motion carried 7-0. Jacobson questioned if HCDC should review the Affordable Housing Location Model at an upcoming meeting as it is included in the Consolidated Plan as well. Hightshoe gave a brief background about how the location model was developed and what reasons prompted the model. Byler stated certain neighborhoods already have a high concentration of affordable housing; however it should be noted that many of the newer neighborhoods are too pricy for affordable housing and a barrier to building affordable housing. The Commission all agreed this was an important topic to discuss at an upcoming meeting to see if there are any recommendations the Commission should make to City Council as it relates to disbursing affordable housing throughout Iowa City and in terms of policies to help create affordable housing in city assisted residential developments. Will place as an agenda item in late spring or early summer after the allocation process. NEW BUSINESS: Hightshoe discussed the FY16 CDBG/HOME Funding Process Timeline stating it was similar to previous years. Applications will be due on January 16, the question/answer session will be February 19, and review and budget recommendations scheduled March 5 and March 12. Following the March meetings the FY16 Action Plan will be drafted to be presented to Council at their May 5 meeting. Persson stated that March 5 might be a problem as that is the Big 10 basketball tournament. Zimmermann Smith felt the decisions could be made in one meeting, so possibly the only meeting needed is March 12. There was a consensus to remove the March 5 date from the timeline. Review and Approve FY 16 CDBG/HOME Application Materials. Materials reviewed. There were some changes to the evaluation criteria. Jacobson questioned the statement that "funds are not available for public service eligible activities such as operations or salaries". Hightshoe stated that those funding requests are considered under the United Way Joint Funding Process. We no longer have extra funds for a funding round separate than the United Way Joint Funding Process that includes about $100,000 of the City's CDBG funds. Persson moved to approve the funding process timeline, as amended (removal of the March 5 meeting date), the application materials with the amendment to state as opposed to a $50,000 minimum award for public facilities the language be changed to no more than two public facilities shall be awarded funding per funding round. Taylor seconded the motion. A vote was taken and motion carried 7-0. Discuss and Review FY16Aid to Agency Funding Process & Timeline. Hightshoe reviewed the timeline. Applications were due August 28. Applications from those agencies applying for Iowa City funds will be distributed in December. The City Council will adopt CITY STEPS at their December meeting that will outline the priorities for the next five years. Since the applications were due before the City could adopt priorities, agencies will be allowed to submit an addendum to state how their application fits into the priorities identified in CITY STEPS. On January 15 HCDC will formulate a budget recommendation to City Council. Hightshoe reported that previously the Commission asked for the average score ranked vs. what was allocated. An analysis was completed and submitted to members. Hightshoe asked if the Commission wanted to tie the Aid to Agencies awards to CITY STEP priorities. That decision does not have to be decided on at this time, but the Commission felt CITY STEPS priorities should be used as a guiding principle. MONITORING REPORTS: Zimmermann Smith stated she was unable to complete her reports, FY15the Housing Fellowship-CHOO & FY15 Crisis Center -Aid to Agencies. Hacker also stated he was unable to complete his report, FY1 5 Shelter House- AidtoAgencies. Persson worked with Brian Loring on the FY15 Neighborhood Centers -Aid to Agencies report. Loring gave her a tour of the facilities on Halloween, showing the playground HCDC had funded, also the drainage solutions they had been able to correct. It was also encouraging to hear how they were partnering with other agencies to look for programs to aid children. Overall it was a good visit and the improvements they have made are all great. ADJOURNMENT: Jacobson moved to adjourn. Ralston seconded the motion. A vote was taken and motion carried 7-0. p U W w W U z 0 Z W H Q r 0 N 0 N II II II II w � jax 0-00 O O X X X X X X X co X X X X x X x X os co X X X X O x p O x X X X X X X X X M X x X X X X X X NX X X X X X X N x X X X X X X r 0 N X X X X x X X X r r N x x x X x x x o x 0 0 X X X 0 0 x x X r x x 0 X x 0 x X w w O CL X LO � M CO CD CO r- LO r— 0 r� 0 N 0 N 0 N 0 N 0 N 0 N 0 N 0 N 0 N 0 N 0 N 0 N W rn rn m rn rn rn m rn rn rn M rn t` - W J J W U W Z H Z W p W W H N w J W rA Q J Q a G W = O Z U W U J = U p O 0 vi W z O Q. Z W J w= W O a Y m = m O Z U m Q 0 Wp 0 p U = Q W m } m J Q H Q NCC II II II II w � jax 0-00