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• Hiring and Development <br /> o Employee and leadership demographics <br /> o Organization hiring and promotion practices <br /> o Barriers to recruiting, hiring,and retaining a diverse workforce <br /> o Development opportunities and investment into employee growth <br /> • Internal Culture <br /> o Identification of policies and practices that have a disparate impact on marginalized <br /> communities <br /> o Identification of policies and practices that are contributing to the success of people <br /> from marginalized backgrounds <br /> • Racial Equity Readiness <br /> o Evaluation of leadership racial equity acumen and sensitivity <br /> o Impact of staff and leadership self-awareness and implicit and explicit bias on <br /> organizational culture and the employee experience <br /> • Compensation Transparency <br /> o Transparent communications around seniority, pay-scale, and promotion requirements <br /> o Standardization of promotion requirements <br /> o Equity of benefits package <br /> • Human Resources Policies <br /> o Anti-discrimination <br /> o Formal and informal resources for employees <br /> o Harassment& Retaliation <br /> o Good Faith Efforts <br /> DELIVERABLES <br /> • Comprehensive set of policies, practice, documents and data points for review and analysis <br /> • A written analysis of existing organizational strengths and gaps with clear recommendations on <br /> how to best build upon strengths that will enhance equity throughout the organization <br /> 3.2 Analysis of Fire Department Talent Practices, Culture, Physical Space, and Equipment ($42,000) <br /> MGT will work with the Livermore-Pleasanton Fired Department leadership to establish a comprehensive <br /> list of policies and practices to be included in the DEI assessment. An equity lens will be applied to our <br /> analysis of the following topics: <br /> An equity lens will be applied to our analysis of the following topics: <br /> • Hiring and Development <br /> o Employee and leadership demographics <br /> o Organization hiring and promotion practices <br /> o Barriers to recruiting, hiring, and retaining a diverse workforce <br /> o 40-hour staff opportunities for sworn members <br /> o Development opportunities and investment into employee growth <br /> **'►*+ MGT PAGE 7 <br />