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HomeMy WebLinkAboutAgenda - 09-09-2004 - 10b} ORANGE COUNTY BOARD OF COMMISSIONERS ACTION AGENDA ITEM ABSTRACT Meeting Date: September 9, 2004 Action Agenda Item No. ~ ~' b SUBJECT: Report on the Functions and Responsibilities of the Orange County Department of Human Rights and Relations DEPARTMENT: County Manager PUBLIC HEARING: (YIN) No ATTACHMENT(S): Cover Memo and Formal Report (Under Separate Cover) INFORMATION CONTACT: Gwen Harvey, Assistant Co. Mgr., Ext. 2307 Milan Pham, Acting Director, HRRD, 960-3875 Elaine Holmes, Personnel Director, Ext. 2552 TELEPHONE NUMBERS: Hillsborough 732-8181 Chapel Hill 968-4501 Durham 688-7331 Mebane 336-227-2031 PURPOSE: To present for comment and direction from the BOCC the results of a staff review of the functions and responsibilities of the Department of Human Rights and Relations. BACKGROUND: What is known today as the Department of Human Rights and Relations had its genesis in 1978 as the Commission for Women. The BOCC created the Commission for Women (CFW) following a series of actions and recommendations by the N.C. Council on Women drawing attention to the status of women throughout the state. In 1987, the Human Relations Commission (HRC) was established by the BOCC to study and make recommendations concerning problems in the field of human relationships, including the promotion of goodwill and harmony among groups in the County and the monitoring of complaints involving discrimination. The HRC held a series of public hearings during 1990 and over the next four years engaged the BOCC, County management, and citizens at large in a discussion of a draft Civil Rights Ordinance and the potential for a Human Rights Office within County government. On December 20, 1994, the BOCC authorized the creation of the Commission of Women/Human Rights Commission Department to become known as the Department of Human Rights and Relations, and charged the new Department with conducting pro-active tasks for the promotion of community relations. Later in 1994, the BOCC enacted the Orange County Civil Rights Ordinance that provided: t "It is the purpose of this Ordinance and the policy of Orange County to promote the equal treatment of all individuals; to prohibit discrimination in Orange County based on race, color, religion, sex, national origin, familiar status, and veteran status; to protect resident's lawful interests and their personal dignity so as to make available to the County their full protective and creative capacities, and to prevent public and domestic strife, crime and unrest within Orange County. It is the further purpose of this Ordinance to carry out in Orange County the policies provided for in the various federal rules, regulations, and laws prohibiting discrimination in, among other areas, housing, employment and public accommodations." The County in February 1996 was awarded a contract from the Equal Employment Opportunity Commission (EEOC) and became certified as a Fair Employment Practices Agency (FEPA), meaning any employment discrimination complaint covered by the Orange County Civil Rights Ordinance could be deferred to the Human Rights and Relations Department for investigation. In August that same year, the Department was certified by the U.S. Department of Housing and Urban Development (HUD) as a "substantially equivalent" Fair Housing Assistance Program (FHAP), which similarly allowed Human Rights and Relations to investigate housing discrimination complaints. Because of these agreements, Human Rights and Relations had the ability to generate offsetting Federal funding for every case closed. (At one point Federal reimbursements were as high as 63% of the Departmental operating budget; in recent years revenue has leveled at about 25%.) In November 2000, the Human Rights and Relations was enjoined from conducting employment investigations and by June 2003, the employment section of the Orange County Civil Rights Ordinance had been declared unconstitutional by the IVC Supreme Court in its decision in Williams v. Blue Cross Blue Shield v. Orange County. The County Attorney informed the BOCC during the spring and fall of 2003 of his initial review and assessment of the Court's decision and its impact on the Ordinance via confidential memoranda. Since 2000, the Human Rights and Relations Department has continued to receive and investigate fair housing cases and re- focused its efforts on proactive prevention and referral to the Raleigh office of EEOC all employment cases. The purpose of the Memorandum and Report attached is to provide the BOCC with a comprehensive review of how the Department of Human Rights and Relations has evolved through the years in response to a changing legal, cultural and social environment -from an emphasis on investigation and enforcement to preventive education, outreach, and consultation. The Report also presents an overview of the Departmental staffing structure - how positions are currently being utilized and the restructuring envisioned to better effect a redefined plan for functions and responsibilities. FINANCIAL IMPACT: There is no financial impact associated with the receipt of this Report. RECOMMENDATION(S): The Manager recommends that the Board provide feedback and direction as may be desired on the Report on Functions and Responsibilities of the Human Rights and Relations Department. Memorandum To: Board of County Commissioners Through: John Link, County Manager From: Milan Pham, Acting Director RE: Department of Human Rights and Relations Functions and Responsibilities Date: September 1, 2004 Attached are summaries of the proposed functions and staffmg plan for the Department of Human Rights and Relations appended by more detailed information. This plan reflects a change in focus resulting from the 2003 North Carolina Supreme Court ruling enjoining the Department from enforcing the employment section of the Orange County Civil Rights Ordinance. The shift of focus allows the Department to concentrate on the work of preventing discrimination rather than reacting to it. These changes are contemplated in accordance with the Board's original vision for the Department, analyzed by my staff and I, and developed with support and guidance from the Assistant County Manager and Human Resources Director. I believe the proposal presented herein adheres to the civil rights philosophy, that while discrimination remains a reality, enforcement exists as a necessary corollary to prevention through education, dialogue, and appropriate intervention. As the Department has expanded its focus to include the important work of preventing discrimination, the evidence has been mounting that an appropriate response to current discrimination is as significant as the work of preventing discrimination. Examples of reported discrimination brought to the Department's attention recently are highlighted below along with the resolution. Names have been omitted to maintain confidentiality and Department staff are prohibited from providing further information by the Ordinance: Enforcement/Fair Housing • A resident from Bangladesh seeks to refinance his home in Chapel Hill. The mortgage lending company refuses to refinance because they suspect he is a terrorist. They tell him he is on a list of terrorists issued by the Department of Commerce. When he comes to the Department of Human Rights, he does so in great fear because he works for a government agency and his employment is contingent on his ability to maintain national security clearance. He explains that he is the only support for his wife and their two children. The Department found Cause in this case and is in the process of conciliating. Several Mexican families live in a Carrboro apartment complex and complain that in their complex the management puts all Mexicans and African Americans in certain buildings and then fails to maintain those buildings. However, the portions where Caucasians are directed are well maintained. The families complain that roaches are crawling in their beds at night and sewage leaks through their ceilings and they must use pots to catch it. The families report they are afraid to complain because the landlord threatens them with deportation. The Department is investigating. Education and Outreach • A Mexican immigrant complains that he works in a major chain restaurant for several months and is refused pay because he is not a documented immigrant. He is the sole supporter for his wife and children. He fears for his safety and worries that he will be deported and is unable to make ends meet without being paid. The Department through our project developed for El Centro Latino connects him to the Department of Labor Wage and Hour Bureau for Spanish speaking assistance. He is paid for his hours worked. Information and Referral A woman complains that she was terminated without warning from her position in a male-dominated field because she is too outspoken. Her immediate predecessor was a man who was put on a four-year performance improvement plan prior to being terminated. She, on the other hand, was told her performance was unacceptable and terminated in the same day. She has since moved to another city and works for another company in the same field. The Department assisted her in filing a complaint with the EEOC. Her case is being investigated. These examples are just a few of the many complaints and incidents to which the Deparirnent responds either through formal investigation, training, education and outreach and/or referral. The Department's work is sensitive, important, and deemed challenging given the difficulty in identifying and quantifying the complaints and needs of diverse communities who might otherwise choose silence. Attachments: 1) Summary of Key Changes in Departmental Functions & Responsibilities - 2004 to Present 2) Human Rights and Relations Departmental Plan 3) Organizational Chart (as of September 2004) 4) Staffing Plan 2 Attachment 1 Kev Chansles from 1993 to the Present Department of Human Rights Maior Functions & Responsibilities Function Commissions: Ke Chan a Increase assistance to the Commissions Exam le Both Commissions currently have substantive projects Women in developing community connections involving women's rights and human rights, in Human Relations and in accomplishing Commission addition to their regulazly scheduled activities, goals on more substantive projects. including; "Where My Feet Have Gone Where My Feet Are Taking Me," The Vagina Monologues, Marriage Equality Discussions etc. Enforcement Incorporate intake and referral to the Processed four-employment discrimination intakes EEOC rather than in-house based on gender and sent them to the EEOC since the enforcement efforts while continuing to inception of the program in 2004. Implemented enforce housing and public education initiative at Ei Centro Latino that has accommodations portions of the resulted in four fair housing complaints since May Ordinance. Increase education on fair 2004 and 13 inquiries from individuals who report housing and equal employment being too fi-ightened to complain. 0 ortuni Education and Implement new efforts toward Currently developing program with El Centro Latino Outreach education and outreach to increase educating advocates on employee rights under Fair awareness of other civil rights Labor Standards Act, Wage & Hour, Occupational protections and issues. Safety & Health Act, Title VII, Immigration Reform and Control Act etc. This program has provided successful resolution for eight Latino families since it's inception May 2004. Training Implement new training initiatives to Recently created training to Dismantle Oppression in address issues of racism, sexism, conjunction with the Dispute Settlement Center classism, and homophobia proactively. entitled, "Closing the Achievement Gap by Uncovering Power Prejudice and Privilege." Trained teachers at New Hope Elementary and Orange County Schools Administrators during Leadership Retreat. Reseazch Provide in-depth reseazch on civil and Commissions have expressed interest in conducting human rights issues as identified by the research on topics the e, fJects of racism and Commissions and the BOCC. immigration, aging and discrimination on Orange County populations. Policy Provide guidance or technical At the request of a local nonprofit, provided technical Guidance/Technical consultation on civiUhuman rights assistance on compliance with the Americans With Consultation related issues at the request of the Disabilities Act, specifically regarding requirements BOCC, Orange County Departments to reasonably accommodate disabled employees. At and community based agencies. the request of a local nonprofit, provided assistance with Boazd Development. Limited English Develop program, policies and At the request of the Director's of the Department's of Proficiency procedures to improve access to Social Services and Health, began process of government services for Limited developing a certification standard for interpreters and English Proficient communities. translators in conjunction with CHICLE and the County Manager's Office. Information and Develop a comprehensive civil human Many individuals call the Department with civil and ' Referral rights information and referral system human rights related concerns. The Department staff` including personal contacts and is working on developing relationships with mechanism for regular updating. appropriate state and federal agencies to successfully refer clients. The Department staff is in the process of identifying agencies, their services and bilingual contacts for civil rights referrals. Administration Same Same Items in italic font are examples of antrcrpatea worx. hems rn regurar r~rrr aic o~cauiyio~ ~~ .:~~~.~~ w.,.n. 3 Attachment 2 provides a comprehensive review and comparison of all Departmental functions. Attachment 2 Human Rights and Relations Departmental Plan PROLOGUE: The Human Rights and Relations Department exists to promote respect and equality for all residents of Orange County by providing education on issues of equality, discrimination, laws and advocacy, creating coalitions among groups, providing necessary assistance to community based partners, providing staff assistance and consultation to citizen advisory boards, investigating alleged cases of discrimination, enforcing fair housing and public accommodations laws and serving as a referral service for discrimination related issues. The Department's services travel a broad spectrum with respect to degree and manner of intervention, ranging from "proactive" to "reactive". While prevention through education is the primary focus of the Department, enforcement is a necessary and related A corollary in those areas where Human Rights and Relations has jurisdiction. `~ 0 When the Department of Human Rights was created in 1994, it was created in order to enforce the Ordinance and staff the Commissions. In addition, the Department was charged with conducting community education and outreach, advocating for women's needs and providing information and referral about existing community services. During the Department's early years and well into the 21St century, the Department focused primarily.on Civil Rights Ordinance enforcement while prevention efforts took a back seat to reactive interventions. During much of that time, the Department had a backlog of aged employment cases and was building its capacity to receive and investigate housing cases. In November 2000, the Department was enjoined from conducting employment investigations pending a determination on the constitutionality ofthe employment section of the Ordinance. At the time the Department was enjoined, there were approximately 12 employment cases in the Department that were returned to the Equal Employment Opportunities Commission for completion. In June 2003 the employment sector of the Civil Rights Ordinance was declared unconstitutional. The Department continued to investigate fair housing cases and increased its efforts towards education on fair housing issues. 2 Today the Department continues to investigate fair housing and public accommodations cases; has increased outreach to immigrant communities; has increased educational efforts in the community with regards to equal opportunity; has increased efforts to reduce racial; ethnic and gender tension in the community; has increased efforts to partner with community based agencies who work to further the Department's mission; has increased efforts to assist other Orange County Departments with civil rights related issues such as Title VIl access issues and provides staff support and consultation to the two Commissions. The Department's shift in focus is consistent with the desire to prevent discrimination through increased education and outreach rather than focus on reacting to discrimination through enforcement. The chart that follows is an overview of the Department's duties when it was first created in comparison to the current and proposed duties of the Department. ~ Title VI of the Civil Rights Act requires that individuals with Limited English Proficiency be provided with meaningful access to government services. 3 Original (1993) z 2004 and Onward Human Relations Commission (HRC) "The role of the Human Relations Commission includes: studying and making recommendations concerning problems in the field of human relationships; anticipating and discovering practices and customs most likely to create animosity and unrest and to seek solutions to problems as they arise; making recommendations designed to promote goodwill and harmony among racial, ethnic, religious and other groups in the County; monitoring complaints involving discrimination; addressing and attempting to remedy the violence, tensions, polarization, and other harm created through the practices of discrimination, bias, hatred, and civil inequality; and promoting harmonious relations within the County through hearings and due process of law." The Commission continues its role making recommendations concerning problems in the field of human relationships; anticipating and discovering practices and customs most likely to create animosity and unrest and to seek solutions to problems as they arise; making recommendations designed to promote goodwill and harmony among racial, ethnic, religious and other groups in the County; monitoring complaints involving discrimination; addressing and attempting to remedy the violence, tensions, polarization, and other harm created through the practices of discrimination, bias, hatred, and civil inequality; and promoting harmonious relations within the County through hearings and due process of law. With staff assistance, the HRC provides a pulse on the current atmosphere of the community with regards to human rights. The Commission also serves as a leadership training ground for resident members who come to them with little or no advocacy experience and networking and partnering with related groups Examples of Commission activities include; 1) Human Relations Month 2) Pauli Murray Awards 3) One Book One Community Project 4) Social Justice Watch Program Staff seeks to keep the BOCC liaison to the Commission informed of current issues as they relate to the Commission z Excerpted from "Civil Rights Ordinance -Administrative Options For Staffing and Structure" 4 Original (1993) 2004 and Onward ~ Commission for Women (CFW) ~ "The role of the Commission for Women is to promote the growth and development of all Orange County women by serving as the advisory board on the status, needs, and issues of concern to women in Orange County. Functions include studying and making recommendations concerning problems affecting women; increasing public understanding of the needs and abilities of women; and serving as a referral center for existing county services as a clearinghouse for information regarding the problems of women" The Commission continues to promote the growth and development of all Orange County women by serving as the advisory board on the status, needs, and issues of concern to women in Orange County. With staff assistance, the CFW provides a pulse on the current atmosphere of the community with regard to women's rights. The Commission also serves as a leadership training ground for resident members who come to them with little or no advocacy experience and provides them with opportunities to network and partner with related groups. Examples of Commission activities include; 1) Women's History Month 2) Women's Agenda Assembly 3) Women's Advocacy Day 4) Women's Forum on the Budget 5) Biennial Report on the Status of Women Staff seeks to keep the BOCC liaison to the Commission informed of current issues as they relate to the Commission. 5 Original (1993) 2004 and Onward Enforcement "Human Relations functions would include responsibility for Human Rights and Relations provides education on and enforcing the Human Rights Ordinance...Functions would enforcement of antidiscrimination laws over which the include: Department has jurisdiction and which promote an equal • Investigation of alleged discrimination; opportunity environment for all Orange County residents. Enforcement related responsibilities include but are not limited • Conciliation and enforcement of ordinance violations; to: • Provision of technical assistance; and 1) Housing and Public Accommodations Case Intake and • Community education and outreach." Investigation 2) Mediation/Conciliation of formal housing and public accommodations discrimination cases for Respondents and Complainants. 3) Fair Housing and Equal Employment and Employee Rights Training to residents and the general public in order to build their capacity to recognize and self-monitor around issues of fair housing and public accommodations. 4) Employment discrimination case intake and referral to the Equal Employment Opportunities Commission. 5) Continuing staff training as mandated by the United States Department of Housing and Urban Development. 6) Support and consultation to the County Attorney on issues of Fair Housing Litigation and Ordinance related issues. Original (1993) 2004 and Onward Key Change: The Department no longer addresses employment discrimination cases through investigation. The Department now conducts intake and refers cases to the Equal Employment Opportunity Commissions regional office in Raleigh, North Carolina. Commensurate with a reduction in cases, the Department has increased proactive efforts towards prevention through equal employment and fair housing trainings. Q Original (1993) 2044 and Onward Education/Outreach "Staff would work together on providing educational programs and technical assistance on issues involving civil rights, equal opportunities, or human relations. This would include providing information and interpretations of the various civil rights laws, and workshops and seminars for employers, employees and realtors." Through the Department's education and outreach efforts the Department will provide education on issues that are pertinent to human relations and social justice in the community. These efforts are designed to keep the Department informed of community needs and to increase the capacity of individuals and nonprofit organizations in the community that work to further social justice and equal opportunity for all residents of the County. The Department is concerned with promoting goodwill and harmony in Orange County by working with organizations that further the mission of the Department and individuals who may be impacted by discrimination. The Department pursues a comprehensive education and outreach plan through; 1. Commissions a. Human Relations Commission Programming b. Commission For Women Programming 2. Special Projects Examples include.• a. One Book One Community Book Discussions b. Youth Voices Summer Leadership Program c. Fair Housing Month Activities 3. Assistance to nongovernmental organizations through community partnerships and networking to build capacity and promote understanding of civil rights 8 Original (1993) 2004 and Onward. related issues as they serve their clients. Community Partners include: a. El Centro Latino, Inc. b. Advocacy for North Carolina Asian Pacific Americans, Inc. c. The Dispute Settlement Center of Orange County d. The Orange County Rape Crisis Center Key Change: In the past the Department has provided assistance when called upon. These efforts were sporadic and contingent upon residents lrnowing individuals in the Department. Today the Department has a comprehensive outreach plan that has been initiated to improve our reach and effectiveness in the community. The Department's efforts are part of a new focus on prevention of discrimination rather than reaction to discriminatory incidents. This greater attention to outreach and education allows the Department to remain abreast of the latest societal changes as they pertain to civil rights and social justice related issues and allows the Department to focus its efforts at prevention. 'Original (1993) z 2004 and Onward Training "Staff would work together on providing educational programs and technical assistance on issues involving civil rights, equal opportunities, or human relations. This would include providing information and interpretations of the various civil rights laws, and workshops and seminars for employers, employees and realtors." Examples of training for community groups are shown below; The Department of Human Rights will provide training on various anti-discrimination laws in order to educate its residents about their rights and to enable residents of Orange County to better understand their rights. 1) Fair Housing Training 2) Anti-discrimination Law Training (examples include) Age Discrimination in Employment Act Americans with Disabilities Discrimination 3) Fair Employment Training 4) Other Trainings designed to educate residents about stereotyping, racism, sexism etc. Key Change: The Department has increased community based training. hi the past, the Department conducted Fair Housing Training approximately once a quarter. The Department offered no fair employment trainings and limited trainings on other issues at the initiative of individual staff members. Today the Department incorporates community based training as a part of a comprehensive training agenda that includes many different civil and human rights topics. Trainings are scheduled to regularly occur approximately four times a month and then additionally upon request. ._.- W 10 Original (1993) 2004 and Onward Research The Department conducts research for Commission for Women The Department will provide research on pertinent social justice issues and in preparation for the Biennial Report issues. This research will serve as a resource for individuals serving underrepresented populations, information for the general public and for underrepresented communities. Research will involve statistical analysis of social justice issues for position papers, reports and issue briefings. Examples of possible research issues include; - Women's Issues like Economic Equity and the Status of Women in Orange County -People of Color Issues like Interethnic Conflict and Communities of Color in Orange County - Lesbian Gay Bisexual and Transgendered (LGBT) Issues like Bullying and LGBT Youth in Schools Key Change: The Department will increase research on traditionally underrepresented Orange County communities as part of .its efforts to educate the community on human rights and relations issues in the County. While the Department has been doing some of this type of research for the Status of Women Report it has not researched issues affecting other communities facing discrimination, economic hardship or other inequality. 11 Original (1993) 2004 and Onward Policy Guidance/Technical Consultation As community needs arise or as Commissioners request, the This duty was not addressed in the original proposal for the Department will monitor human relations issues and concerns in Department. the community and respond with the assistance of one or both Commissions. The Department response ensures that individuals who have been voiceless are represented. Examples include: - Civil Rights Goals and Guidelines for Access to Public Services and Public Access - Limited English Proficiency compliance under Title VI and Executive Order - Resolution Against Deportation (Erika Cruz Romero) - Development of a Social Justice Goal - Racial Profiling against Asian Americans after 9-11 - Patriot Act Key Change: The Department has increased its efforts to give policy guidance and technical consultation on social justice related issues in response to rapidly changing demographics of the area and in keeping with the Board of County Commissioners increased focus on social justice related issues. 12 -OriginaC (1993) 2004 and Onward Limited English Proficiency This duty was not addressed in the original proposal for the Department staff lead and coordinate County-wide efforts to Department. eliminate or reduce to the maximum extent possible limited English proficiency as a barrier to accessing or using Orange County government services or benefits, and understanding and exercising their rights in relation to governmental programs and services. Responsibilities include developing, implementing, monitoring, and evaluating the County's Limited English Proficiency Policy and Action Plan. Key Change: The Departmental position originally charged with ESL duties has been studied and recommended by County staff for reconstitution as a Limited English Proficiency (LEP) Coordinator. s 13 Original (1993) 2004 and Onward Administration "Originally this proposal [for the Department] was focused solely on the necessary staffing and administrative structure to Department staff provides administrative support for support the Civil Rights Ordinance. However, in studying Departmental work including enforcement, education and other human relations commissions and considering the outreach, training, resource and referral and Commission different models, it became clear that the staffing and structural support. options can best be assessed in conjunction with the issue of possible sharing of functions, staff, and resources with the " Administrative duties include• Commission for Women. ' 1) Business Administrative Duties 2) Budget Administrative Support 3) HUD Administrative Duties 4) Other Grant Administrative Duties 5) BOCC Follow Up Items 6) Personnel Administrative Duties 7) Ordinance Administration 8) Limited English Proficiency Administration Key Change: Administrative assistance in the form of part-time, temporary, or student intern help may need to be leveraged to support LEP project activities. -~ 14 Original (1993) 2004 and Onward. Information and Referral This duty was not addressed as part of the original proposal for The Department will provide resources and referrals when the the Department. Department cannot provide direct community assistance. The Department provides information and referral resources within its field of antidiscrimination to other agencies and individuals such as the Equal Employment Opportunities Commission, the Department of Labor Wage and Hour Bureau, and North Carolina Occupational Safety and Health among others. Information and referral resources include: 1) Community Library • 2) Individual referrals 3) Referral materials from related agencies Key change: The Department has added resources to its resource and referral services including a resource library on civil rights and social justice related books and service materials. Additionally, the Department has developed a specific referral program for people seeking assistance with employment related issues such as failure to pay wages. These issues have been increasing in frequency and as a result the Department has developed a program to assist community leaders in referring to the appropriate agencies. This program is being piloted at El Centro Latino. 15 Attachment 3 Department of Human Rights and Relations Organizational Chart As Of September 2004 Acting Director, (Departmental Management & Leadership) Milan Pham Intake Specialist (Program Services Manager), (Administrative & Budget Support, Program Implementation Assistance) James Spivey ~q LEP Coordinator (Program Consultation & Resource Development to Remove Service Barriers) Recruitment Pending Civil Rights Specialist, (Primary program staff for the Commission for Women, Civil Rights Training & Investigation) Pamela Pagan Civil Rights Specialist, (Community Relations Specialist), (Conflict Resolution, Community Education & Outreach) Recruitment Pending Bold italics indicate how the position is envisioned under the proposed Department Plan. Attachment 4 Staffing Plan Overview ao The Human Rights and Relations Department presently has the full time equivalent of 4.75 positions. This does not include one position -the position occupied by Annette Moore -that has been reassigned to assist in addressing mental health reform by serving as Special Counsel for Mental Health Reform to the OPC Area Mental Health Director. Senior Civil Rights Specialist Milan Pham has assumed the role of Acting Human Rights and Relations Director. Outlined below are the responsibilities of the current 4.75 positions.. These staff would be assigned to carry out the "Major Functions" in the Human Rights and Relations Plan. Below is a summary of each position's major job duties. The functions described in the Human Rights and Relations Plan can be successfully accomplished with this staffing level. Positions Responsibilities Director Responsible for planning, directing and managing all department operations, including enforcement of the County's civil rights ordinance, managing staff1 creating comprehensive education and outreach programs on issues of civil and human rights, designing and implementing training related to civil and human rights, maintaining inter and infra agency communication on issues of civil rights, researching and reporting on issues of civil and human rights, designing and implementing training related to civil and human rights, serving as the County liaison to local, state, regional and national civil rights agencies and organizations, providing guidance and support to the Human Relations Commission and the Commission for Women and other regular Department head duties or other duties. as the BOCC and management require. Knowledge required: Knowledge of Title VI, Title VII and Title VIII, knowledge of administrative proceedings, knowledge of principles of statutory construction and analysis, knowledge of the legislative process, clear understanding and knowledge of civil and human rights issues, knowledge of structure and operations of federal, state and local government, knowledge of mediation and conciliation techniques and methods, ability to manage and supervise, ability to conduct legal and scholastic research, ability to gather and analyze complex data, skill in oral and written communication, skill in public and interpersonal relations. Civil Rights Specialist Responsible for assisting in the enforcement of the civil rights ordinance, conducting training on civil rights issues, providing information on civil rights related issues, assisting the implementation of outreach and education efforts, serving as a liaison between the Attachment 4 o~ County and underrepresented communities, serving as the primary program staff for the Commission for Women. Knowledge required: Knowledge of Title VII and Title VIII, knowledge of women's rights issues, knowledge of legal research and writing, knowledge of Roberts Rules of Order, knowledge of community resources, ability to conduct investigations, ability to conduct training on a variety of civil rights issues, ability to use computer software, ability to communicate clearly in writing. Program Services Manager (currently Intake Specialist) Responsible for conducting intake for all complaints brought under the Civil Rights Ordinance, responding to supplemental services requests, providing administrative and clerical support to the Department and the Human Relations Commission and the Commission for Women, maintaining Departmental records, responding to inquiries of the Department in written and oral form, assisting in preparing and administering the Department Budget, overseeing expenditures, revenues and reimbursements of the Department budget, maintaining civil rights lending library and establishing procedures for its use, negotiating contracts with service providers, and developing procedures to streamline Department administration, providing support to community based agencies which further the Department's mission through organizational development assistance, researching and preparing grant applications for programs which further the Department's mission, assisting the Director in filing reports to fenders (i.e. HUD, other foundations). Knowledge required: Knowledge of local government budget and finance, knowledge of a myriad of computer software including but not limited to Word, Excel, Access and page layout software, knowledge of Robert's Rules of Order, knowledge of organizational development, knowledge of community resources, ability to communicate with a diverse constituency, skill in written and oral communication. Attachment 4 as LEP Coordinator Responsible for leading and coordinating County-wide efforts to eliminate or reduce to the maximum extent possible limited English proficiency as a barrier to accessing or using Orange County government services. Assesses the needs in collaboration with operating departments and develops plans and programs; identifies resources to address needs. Serves as central staff resource to engage and support County efforts to assist and support community members for whom language can be a barrier to accessing services, benefits, and understanding and exercising their rights in relation to government sponsored programs and opportunities. Knowledge required: Knowledge of Title VI, knowledge of limited English speaking communities, knowledge of special issues related to limited English proficient communities, ability to conduct research and leverage organizational and community resources, ability to build relationships and sustain relationships with immigrant communities, ability to analyze programs and make recommendations for improvement. Grant writing ability preferred. Knowledge and understanding of statutory construction and interpretation preferred. Community Relations Will be responsible for developing conflict/dispute resolution Specialist (currently procedures for civil rights related crisis', responsible for coordinating Civil Rights Specialist) with the Director appropriate community conflict resolutions for civil rights related crisis', developing relationships with underserved populations, identifying communities that need assistance in the field of civil and human rights, providing education to the community on a myriad of civil rights related issues, responding to community inquiries into civil rights related issues, planning, developing and implementing outreach and education strategies, providing information and referral to underserved communities on issues of civil and human rights, serving as the primary program staff for the Human Relations Commission. Knowledge required: Knowledge and understanding of civil and human rights issues, knowledge of dispute resolution methods and techniques, knowledge of ability to conduct trainings and facilitate meetings, knowledge of Robert's Rules of Order, ability to conduct research and analyze information, ability to write grant proposals, ability to skill in written and oral communication.