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HomeMy Public PortalAbout030-2021 - HR - Professional Consulting Associates - Deversity Consulting & Training PROFESSIONAL CONSULTING SERVICES AGREEMENT THIS AGREEMENT made and entered into this a day ofT// , 2021, and referred to as Contract No. 30-2021, by and between the City of Richmond, Indiana, a municipal corporation acting by and through its Board of Public Works and Safety (hereinafter referred to as the "City") and Professional Consulting Associates, P.O. Box 9626, Columbus, Ohio, 43209-9626 (hereinafter referred to as the"Contractor"). SECTION I. STATEMENT AND SUBJECT OF WORK City hereby retains Contractor to provide professional consultation advisory and training services in connection with diversity and implicit bias coaching for various departments and employees as needed and identified by the Mayor's Office and the Human Resources Department. The proposal of Contractor, received on February 24, 2021, is attached hereto as Exhibit "A", which Exhibit consists of twelve (12) pages, and is hereby incorporated by reference and made a part of this Agreement. Contractor shall perform all work and provide all services described on Exhibit"A." Should any provisions,terms, or conditions contained in any of the documents attached hereto as Exhibits, or in any of the documents incorporated by reference herein, conflict with any of the provisions,terms, or conditions of this Agreement, this Agreement shall be controlling. Contractor shall perform all work herein in a timely manner, conforming to all applicable professional standards. The Contractor shall furnish all labor, material, equipment, and services necessary for the proper completion of all work specified. No performance of services shall commence until the following has been met: 1. The City is in receipt of any required certificates of insurance; 2. The City is in receipt of any required affidavit signed by Contractor in accordance with Indiana Code 22-5-1.7-11(a)(2); and 3. A purchase order has been issued by the Purchasing Department. SECTION II. STATUS OF CONTRACTOR Contractor shall be deemed to be an independent contractor and is not an employee or agent of the City of Richmond. The Contractor shall provide, at its own expense, competent supervision of the work. Contract No. 30-2021 Page 1 of 6 6 SECTION III. COMPENSATION City shall pay Contractor a total sum.anticipated not to exceed Thirty-three Thousand Dollars and Zero Cents ($33,000.00) for the consulting and training services and for the complete performance of all work described herein in a satisfactory and proper manner. Actual payment shall depend on number of employees who will participate in the training and coaching. SECTION IV. I'hRM OF AGREEMENT This Agreement shall be effective when signed by all parties shall continue in effect until December 31,2021. Notwithstanding the term of this Agreement, City may terminate this Agreement in whole or in part, for cause, at any time by giving at least five (5) working days written notice specifying the effective date and the reasons fOr termination which shall include but not be limited to the following: a. failure, for any reason of the Contractor to fulfill in a timely manner its obligations under this Agreement; b. submission of a report, other work product, or advice,whether oral or written,by the Contractor to the City that is incorrect, incomplete, or does not meet reasonable professional standards in any material respect; c. ineffective or improper use of funds provided under this Agreement; d. suspension or termination of the grant funding to the City under which this Agreement is made; or e. unavailability of sufficient funds to make payment on this Agreement. In the event of such termination, the City shall be required to make payment for all work performed prior to the date this Agreement is terminated, but shall be relieved of any other responsibility herein. This Agreement may also be terminated, in whole or in part, by mutual Agreement of the parties by setting forth the reasons for such termination, the effective date, and in the case of partial termination, the portion to be terminated. • This Agreement may also be terminated by the City if a force-majeure event occurs and the results or aftereffects of said event causes the performance of this Agreement to become impossible or highly impracticable. Said event or results or aftereffects of said event would include events or effects which the parties to this Agreement could not have anticipated or Page 2 of 6 controlled. Examples of a force-majeure event, or its results, would include, but would not be limited to, events such as an Act of God, an Act of Nature, an Act of Law, or an Emergency Act of Executive Enforcement of the Federal government, the State of Indiana, or local government. SECTION V. INDEMNIFICATION AND INSURANCE Contractor agrees to obtain insurance and to indemnify the City for any damage or injury to person or property or any other claims which may arise from the Contractor's conduct or performance of this Agreement, either intentionally or negligently; provided, however, that nothing contained in this Agreement shall be construed as rendering the Contractor liable for acts of the City, its officers, agents, or employees. Contractor shall as a prerequisite to this Agreement, purchase and thereafter maintain such insurance as will protect it from the claims set forth below which may arise out of or result from the Contractor's operations under this Agreement, whether such operations by the Contractor or by any sub-contractors or by anyone directly or indirectly employed by any of them, or by anyone for whose acts the Contractor may be held responsible. Coverage Limits A. Worker's Compensation&Disability Requirements Statutory B. Employer's Liability $100,000 C. Malpractice/Errors & Omissions Insurance $1,000,000 each occurrence $2,000,000 each aggregate SECTION VI. COMPLIANCE WITH WORKER'S COMPENSATION LAW Contractor shall comply with all provisions of the Indiana Worker's Compensation law, and shall,before commencing work under this Agreement, provide the City a certificate of insurance, or a certificate from the industrial board showing that the Contractor has complied with Indiana Code Sections 22-3-2-5, 22-3-5-1 and 22-3-5-2. If Contractor is an out of state employer and therefore subject to another state's worker's compensation law, Contractor may choose to comply with all provisions of its home state's worker's compensation law and provide the City proof of such compliance in lieu of complying with the provisions of the Indiana Worker's Compensation Law. SECTION VII. COMPLIANCE WITH INDIANA E-VERIFY PROGRAM REQUIREMENTS Pursuant to Indiana Code 22-5-1.7, Contractor is required to enroll in and verify the work eligibility status of all newly hired employees of the contractor through the Indiana E-Verify program. Contractor is not required to verify the work eligibility status of all newly hired employees of the contractor through the Indiana E-Verify program if the Indiana E-Verify program no longer exists. Prior to the performance of this Agreement, Contractor shall provide Page 3 of 6 1 to the City its signed Affidavit affirming that Contractor does not knowingly employ an unauthorized alien in accordance with IC 22-5-1.7-11 (a) (2). In the event Contractor violates IC 22-5-1.7 the Contractor shall be required to remedy the violation not later than thirty (30) days after the City notifies the Contractor of the violation. If Contractor fails to remedy the violation within the thirty (30) day period provided above, the City shall consider the Contractor to be in breach of this Agreement and this Agreement will be terminated. If the City determines that terminating this Agreement would be detrimental to the public interest or public property, the City may allow this Agreement to remain in effect until the City procures a new contractor. If this Agreement is terminated under this section, then pursuant to IC 22-5-1.7-13 (c) the Contractor will remain liable to the City for actual damages. SECTION VIII. IRAN INVESTMENT ACTIVITIES Pursuant to Indiana Code (IC) 5-22-16.5, Contractor certifies that Contractor is not engaged in investment activities in Iran. In the event City determines during the course of this Agreement that this certification is no longer valid, City shall notify Contractor in writing of said determination and shall give contractor ninety (90) days within which to respond to the written notice. In the event Contractor fails to demonstrate to the City that the Contractor has ceased investment activities in Iran within ninety (90) days after the written notice is given to the Contractor, the City may proceed with any remedies it may have pursuant to IC 5-22-16.5. In the event the City determines during the course of this Agreement that this certification is no longer valid and said determination is not refuted by Contractor in the manner set forth in IC 5- 22-16.5, the City reserves the right to consider the Contractor to be in breach of this Agreement and terminate the agreement upon the expiration of the ninety (90) day period set forth above. SECTION IX. PROHIBITION AGAINST DISCRIMINATION A. Pursuant to Indiana Code 22-9-1-10, Contractor, any sub-contractor, or any person acting on behalf of Contractor or any sub-contractor shall not discriminate against any employee or applicant for employment to be employed in the performance of this Agreement, with respect to hire, tenure, terms, conditions or privileges of employment or any matter directly or indirectly related to employment, because of race, religion, color, sex, disability,national origin, or ancestry. B. Pursuant to Indiana Code 5-16-6-1,the Contractor agrees: 1. That in the hiring of employees for the performance of work under this Agreement of any subcontract hereunder, Contractor, any subcontractor, or any person acting on behalf of Contractor or any sub-contractor, shall not discriminate by reason of race, religion, color, sex, national origin or ancestry against any citizen of the State of Indiana who is qualified and available to perform the work to which the employment relates; Page 4 of 6 2. That Contractor, any sub-contractor, or any person action on behalf of Contractor or any sub-contractor shall in no manner discriminate against or intimidate any employee hired for the performance of work under this Agreement on account of race, religion, color, sex, national origin or ancestry; 3. That there may be deducted from the amount payable to Contractor by the City under this Agreement, a penalty of five dollars ($5.00) for each person for each calendar day during which such person was discriminated against or intimidated in violation of the provisions of the Agreement; and 4. That this Agreement may be canceled or terminated by the City and all money due or to become due hereunder may be forfeited, for a second or any subsequent violation of the terms or conditions of this section of the Agreement. C. Violation of the terms or conditions of this Agreement relating to discrimination or intimidation shall be considered a material breach of this Agreement. SECTION X. MISCELLANEOUS This Agreement is personal to the parties hereto and neither party may assign or delegate any of its rights or obligations hereunder without the prior written consent of the other party. Any such delegation or assignment, without the prior written consent of the other party, shall be null and void. This Agreement shall be controlled by and interpreted according to Indiana law and shall be binding upon the parties, their successors and assigns. This document constitutes the entire Agreement between the parties, although it may be altered or amended in whole or in part at any time by filing with the Agreement a written instrument setting forth such changes signed by both parties. By executing this Agreement the parties agree that this document supersedes any previous discussion,negotiation, or conversation relating to the subject matter contained herein. This Agreement may be simultaneously executed in several counterparts, each of which shall be an original and all of which shall constitute but one and the same instrument. The parties hereto submit to jurisdiction of the courts of Wayne County, Indiana, and any suit arising out of this Contract must be filed in said courts. The parties specifically agree that no arbitration or mediation shall be required prior to the commencement of legal proceedings in said Courts. By executing this Agreement, Contractor is estopped from bringing suit or any other action in any alternative forum, venue, or in front of any other tribunal, court, or administrative body other than the Circuit or Superior Courts of Wayne County, Indiana, regardless of any right Contractor may have to bring such suit in front of other tribunals or in other venues. Any person executing this Contract in a representative capacity hereby warrants that he/she has been duly authorized by his or her principal to execute this Contract. Page 5 of 6 In the event of any breach of this Agreement by Contractor, and in addition to any other damages or remedies, Contractor shall be liable for all costs incurred by City in its efforts to enforce this Agreement, including but not limited to, City's reasonable attorney's fees. In the event that an ambiguity, question of intent, or a need for interpretation of this Agreement arises, this Agreement shall be construed as if drafted jointly by the parties, and no presumption or burden of proof shall arise favoring or disfavoring any party by virtue of the authorship of any of the provisions of this Agreement. IN WITNESS WHEREOF,the parties have executed this Agreement at Richmond, Indiana, as of the day and year first written above, although signatures may be affixed on different dates. "CITY' "CONTRACTOR" THE CITY OF RICHMOND, PROFESSIONAL CONSULTING INDIANA by and through its ASSOCIATES Board of Public Works and Safety P.O. Box 9626 Columbus, OH 43209-9626 qita � .,iEy: By: Vicki Robinson, President By: Printed: &steel"' S• Ron' G Emily Palmer,Member By: fl Title: Matt Evans, Member APPROVED: I Date: . S or Date: © i 0 VI-7) Z r Page 6 of 6 P#7t 3 s. Fti? yfsi� �1 f°r PCA Professional Consulting Associates www.inspireservelead.com P.O. Box 9626, Columbus, OH 43209-9626 Taxpayer ID Number: 31-1619219 DUNS Number: 079097943 CAGE Code: 6YZD2 GSA Contract Number: 47QREA18D0011 Sean Ross, Ph.D. Chief Operating Officer 614 863 6646 ext. 2 info@pca-1.com MS°IOCIXI1i1E0 f m1~ t4;° `.- ' Y' GSA Schedule ri y.' Comrac[47OREA7800011 LEXHIEIT A' PAGE l OF 12-j 1 The offerings and prices presented in this document, excluding any leasing quotes or rates, shall remain valid for a period of 90 days from the document (revised submission) date. Professional Consulting Associates, LLC. (PCA) is an Ohio Limited Liability Company. PCA is a certified minority-owned (MBE/EDGE) and certified Service-Disabled Veteran-Owned Small Business (SDVOSB),specializing in providing consulting, coaching,training,organizational development, and strategic communication solutions to government and private organizations across the country. PCA accomplishes customer goals by establishing partnerships with clients to successfully develop customized programs, with measurable outcomes,that significantly add value to the clients' overall mission and vision. In addition to more than 30 years of experience as consultants, PCA principals have more than 50 years of leadership experience in the training and development realm. All of this means PCA is intimately familiar with the many challenges facing the staff, including the agency leaders, managers, and supervisors as PCA's experiences can attest. PCA is confident that the services being provided will exceed expectations as there is great pride in the work deliverables and ongoing relationships built as a result. As such, many of the past clients have become trusted advisors for PCA. PCA does not believe in a 'One-size fits all' approach to training and development. Instead, before recommending activities such as coaching or training, PCA will often conduct an organizational climate assessment and seek to develop a baseline to help establish collaborative outcomes for realizing the vision of accomplishing agency goals. PCA's approach is designed to capitalize on current employees at all levels, helping to ensure buy-in, collective efficacy, and strengthen the position from which to launch targeted training solutions, while fostering ownership in the organization's objectives and direction. PCA is confident in the ability to develop and maintain an excellent relationship with the customer and welcomes new and exciting opportunities to grow alongside new customers. PCA is excited about the possibilities to work with an organization that not only appreciates but has a clear vision on how to achieve goals set for the staff and in turn the communities being served. Bridging Relationships & Building Leadership is PCA's passion and we look forward to providing an unparalleled experience for the staff and the people being served by your organization. EXHIBITA_PAGE �-- OF_� City of Richmond,IN 2 On March 11, 2020 the Novel Coronavirus Disease, COVID- 19, was declared a pandemic by the World Health PCA has a 25-year track Organization. On March 13, 2020 a national emergency was declared in the United States concerning the COVID-19 record of designing and Outbreak.This outbreak caused concern among us: who is implementing customized positive and who is negative? Quite similarly to the AIDS pandemic of the 1980s,the stigma around individuals with learning tools: Leadership COVID-19 soon started. development, strategic During the pandemic, on May 25, 2020, George Floyd, a 46- communication planning year-old Black American man,was killed in Minneapolis, Minnesota, during an arrest for allegedly using a counterfeit and training, conflict bill.The events after this across the nation - protests, management, and culture demonstrations, and political discussions-started a movement to examine diversity, racism, and unconscious enhancements - we bias. provide real solutions PCA salutes the City of Richmond, IN for bringing this to real challenges. training to the forefront, and we look forward to the exciting possibility of training those who serve the most vulnerable individuals in our country. INSPIRE. SERVE. LEAD. To meet the objectives,we look at the fact that 90 percent of how individuals are different are things that cannot be seen. Our course model is probably the most honest, least politically correct model of its kind.We will examine the individual prejudices we all carry, how and why stereotypes were created, and how to interact with people as individuals, instead of members of a certain group. In today's world, diversity in the workplace is no longer a "nice-to-have," but a must-have.To achieve sustainable diversity, and to align it with business goals, diversity needs to be not merely an end in itself, but a business strategy and a means to better customer service. Diversity has become a part of every workforce and is challenging the way organizations in the United States do business. Employees representing all levels —from executive to frontline staff— are becoming more aware of the impact that culture has on interpersonal communication, decision making,team building, individual management, community interactions, training, and learning styles. LEE3EHII3iTK A PACE 3 OF lg. I City of Richmond,IN 3 Addressing diversity issues in the workplace and our communities is a challenging and complex task to undertake. We have only recently discovered that treating everyone as if"they are all the same" is not always equitable. Further,we have learned that unexamined assumptions and beliefs about persons representing various racial, ethnic, gender, age, sexual orientation, socioeconomic status, etc, may inadvertently contribute to problems with employee recruitment, retention, overall employee job performance and community relations. Misinformation about cultural norms and styles can also harm the overall relations among employees at all levels as well as on those in the communities we serve. Unconscious bias is usually known as prejudice or unsupported judgments in "One of the most infor- favor of or against one thing, person, or 1 group as compared to another, in a way mative and enjoyable that is usually considered unfair. training sessions I have PCA proposes a slightly modified one- attended in a long time. day Diversity Conflict Communication course, shortened to four hours.This I wish we would have course is designed to help participants found you all before we better understand the impact culture has on intra-and intercultural spent time and money communications. Participants will learn with other organizations." how basic communication skills and processes are influenced by working and DR. DIANE MCDANIEL, thriving in a multicultural environment Indiana Wesleyan University which specifically targets diverse culture. Additionally, participants will have opportunities to explore the impacts of cultural differences on both verbal and nonverbal communication processes and behaviors and how these behaviors can be interpreted or misinterpreted by others and escalate into interpersonal conflicts. Participants will be introduced to several culturally adaptive communication skills to utilize when interacting with others. EXHIBIT Pc PAGE_,_®F 12- City of Richmond,IN 4 Meeting with the City Richmond Leadership Team Upon award, PCA will virtually meet with the City of Richmond leadership team to discuss specific training expectations.This meeting will be facilitated by Mr. Robert Ross, affectionately known as BoB, our CEO,founding member, and lead consultant for PCA. Working with leaders at virtually all levels in large, small, public, and private sector organizations, BoB's approach is based on collaborative leadership principles and an engaging, compelling, and highly effective working methodology. In this working session,we will seek to discover a targeted focus: Discovery Analysis 3 weeks Discovery -Identify current state prior to any PCA will work to ensure the -Critical state for execution of performance scheduled proposed professional tasks training development sessions, meet -Visioning &optimal goal state session(s) and align with the City of Richmond expectations and -Identifying obstacles -Planning &establish goals intended outcomes. PCA Research&Analysis(if necessary) would meet with City identified -Historical data review(prior PD sessions) and selected individuals to -Recognize and set the strategic solution ensure the professional -Categorize strategic challenges& development process is as targeted and tailored to the advantages (i.e. staff challenges) City's vision. Primary Purpose: The primary intent in Discovery will be to recognize existing gaps or barriers to achieving the overall objective of an integrated Professional Development plan, and to conduct any necessary analysis as it relates to the City of Richmond's overall mission. The discovery phase will all assist PCA in the appropriate recommendation(s)for training and development objectives. This discovery is done in preparation for the initial professional development session and weaved throughout each of the proceeding sessions. Who is Involved: PCA will staff will work directly with the City of Richmond's identified team; i.e. Department Heads, Identified Supervisors and Identified Informal Leaders. This will include as needed; one-three (1—3) on-site visits (dependent upon client agreement and COVID-19 protocols), email, phone and/or video conversations with identified staff as needed. Anticipated Timeline: 3 weeks prior to any agreed upon scheduled training session(s) LH1T. A PAGE 5 OF lad City of Richmond,IN 5 Curriculum Design, Development,and Delivery The instructional design is experiential and concentrates on developing awareness and building skills that can be used in both personal and professional environments. Participants of our workshops are engaged as experts with respect to their own cultural,age, and gender experiences.Thus, they become aware of the complexity and diversity of cultures, gender, and experiences within the group and thereby learn from each other.The workshops and seminars are designed to address the specific concerns of the group.The participants are provided with guidelines for handling different types of cultural encounters, such as responding to ethnic slurs and jokes on or off the job. In today's increasingly dynamic environments, public organizations must respond to the changing needs by providing relevant knowledge and skills to the employees; benefiting the communities being served. With this idea in mind, PCA is proposing a series of Professional Development solutions for the City of Richmond. The summary below is a recommendation from PCA and represents a process that has been beneficial to similar cities. Below is a recommended framework for PCA's approach to delivery: ,�U'fJL a e s� ¢ . ��• L4[. • .'jI-N •°S •.a '�l'•3tWit;�5` .4 ig r-:1}7Vi�'".1- :6 ,1 ti .s r • s s i ti L*e` y st sanl..a__�4 y Jn__k .c,_,_..��_._.., ..:. .#.s<.+f;S_"'___.._ Diversity,Conflict,& • To increase your sense of Session 1— Communication—This session understanding and Diversity Focus will take on perspectives, appreciation for the talents, backgrounds, and cultural skills, and value that individuals (4 hours) awareness related to inclusivity from different backgrounds and equity in the workplace and bring to a multicultural (2 PCA trainers) implicit bias. PCA will present the workplace. topics as scheduled to identified • To broaden your perceptions of Session 2—Implicit participants for the City of how diversity awareness, Bias Focus Richmond. conflict and communication styles overlap and impact our (4 hours) daily lives. • To provide introductory tools, (2 PCA trainers) skills, and techniques that when utilized will promote a more harmonious multicultural working environment. 1EXHIBIT A PAGE to OF- ' City of Richmond,IN 6 • To provide a "safe" and non- threatening learning experience where you can engage in discussion and gain new insights of diversity, conflict and communication issues from different perspectives and other's point of view. Summary Sessions If deemed necessary, PCA would As needed, meet individually with a select identified, and group of identified City of agreed upon by the Richmond staff to provide City of Richmond summaries and recommendations and PCA for overall organization health and growth toward identified outcomes and goals. Seeking Results Through the years we have found few tools as objective and as effective as the Kirkpatrick model. Using the four outlined areas has helped us quantify the impact our training has made in a variety of organizations over the years. Below we illustrate the impact of our training as defined in the 4 levels of the evaluation model.The tools we have developed to support the training and development are aligned to measurable outcomes. Conceptually, we believe our training is designed for maximum impact. Primarily because we understand the importance of moving a concept to concrete action, as demonstrated in the table below by a sampling of greater than 10,000 participants in the last three years: LEVEL 1 I LEVEL 2 REACTION + LEARNING 9554.of participants report !! 97%report that goals were the training was acutely t clearly defined&presented relevant to their issues as practical"how-to's"during and well worth their time r the training and effort 92%demonstrate increased 90%report tangible take f personal&professional aways from the training growth LEVEL 3 LEVEL 4 SEHAVIIOR II RESULTS 92`'report a greater level of I 88%of executive officers enthusiasm and cooperation report a reduction In staff in the work environment turnover&increased retention 90%report broader& r 90%of executive officers sharper leadership and team report more effective building skills among all who communication participated In the training l 1EXHIBIT A PAGE —7 OF City of Richmond,IN -- -- 7 Virtual Courses Using polls,games, breakout rooms, hands-on collaboration, and interactive facilitators, we're able to create a classroom-like experience that keeps participants engaged and focused on the course content. With the current work-from-home environment,we all experience distractions during the day that may keep us from full focus and dedication to our work. Our classes are presented by expert instructors with experience in interactive engagement, and genuinely keep our participants focused on the course content. Virtual training sessions, if agreed upon,will be hosted by PCA via Zoom. After Action Report After each course,the instructor will provide the City of Richmond leadership with a summary of the conversation and any action items that come out of session. PCA is agile and able to change content after feedback from participants, as we consistently welcome feedback, especially to improve our courses. Course surveys issued at the end of each training session will provide valuable feedback on what is working and what isn't-and how training can improve. Recorded Session (no audience, if agreed upon) PCA looks forward to providing a recorded version of the training content with 508 compliance. This training will cover the course content, as well as provide a completed slide deck for review during the recorded training. • Close Out Meeting Archiving documentation at the completion of a project is the primary method of knowledge retention and transfer.The project management office research conducted by Business Improvement Architects of more than 750 global organizations reveals that two-thirds of the respondents are responsible for archiving documentation, although few organizations do so. At • our closeout meeting, PCA will discuss lessons learned from the training classes, and what we've heard from each training session, how to document what was discussed and create lasting change.The closeout meeting will be led by Mr. BoB Ross. 1EXHIBFT A PAGE g OF I'a- City of Richmond,IN 8 PAST PERFORMANCE PCA provides the following three references for recent trainings in culture, diversity and unconscious bias: Client Name &Contact Information Dates City of Charleston All Depts. Human Resources, City of Charleston WV Office 304.348.8015 2016—2018 Charles Thompson Defense Logistics Agency Division Chief Workforce Development 614.692.9561 2005—Present James H. Motley Ill James.Motlev@dla.mil Columbus Metropolitan Housing Authority Human Resources Manager 614.421.6238 2017- Present Betty Dye BDye@cmhanet.com Canal Winchester City Schools Assistant Superintendent 614.837.4533 2019—2020 khunt@cwls.us E3tIiIBIT A PAGE ' OFF City of Richmond,IN 9 PRICING Business classifications: 27 27-Small Disadvantaged Buain 2X 2X-For-Profit Organization W W-Limited Liability Company OY OY-Black American Owned OF OF-Svo-Related Disabid Vet O A5 A5-Veteran Owned Businean Suggested Budget Allocation: Product(s) Costs Delivery Discovery: $3000.00 TBD • 1—2 hours discovery working session • • • Content alignment • Session development • Client feedback communications Training sessions: $2250.00/per session (4 hour TBD sessions, 25 people max) • Dates, number of participants (not to exceed 25 per session), exact times to be determined by the City of Richmond and PCA Summary: $1500.00 Post sessions as needed & • determined by the Client • Feedback surveys • Summary reports • After action meetings, • as determined by the City of Richmond • EXHIBIT pi PAGE I o OF 19 City of Richmond,IN 10 ATTACHMENT 1—City of Richmond Non-Discrimination Statement 'CITY pFRICHMONb TITLE VI NON''DISC:RIMINATIO'N`NOTICE`.&''POLIC`Y' . - k The City of Richmond values each individual's civil rights and wishes to provide equal opportunity and equitable service for the citizens of this state. As a recipient of federal funds, the City conforms to Title VI and all related statutes, regulations, and directives, which provide that no person shall be excluded from participation in, denied benefits of, or subjected to discrimination under any program or activity receiving federal financial assistance from the City of Richmond on the grounds of race, color, age, sex, sexual orientation,gender identity, disability, national origin, religion, income status or limited English proficiency.The City of Richmond further assures every effort will be made to ensure nondiscrimination in all of its programs and activities, regardless of whether those programs and activities are federally funded. It is the policy of The City of Richmond to comply with Title VI of the Civil Rights Act of 1964; Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e;Age Discrimination Act of 1975, 42 U.S.C. §§ 6101-6107; Uniform Relocation Assistance and Real Property Acquisition Policies Act of 1970,42 U.S.C. §§4601-4655; 1973 Federal Aid Highway Act, 23 U.S.C. § 324;Title IX of the Education Amendments of 1972, Pub. L. No. 92-318, 86 Stat. 235;Section 504 of the Rehabilitation Act of 1973, 29 U.S.C. §§ 701 etseq; Civil Rights Restoration Act of 1987, Pub. L. No. 100-259, 102 Stat. 28; Americans with Disabilities Act of 1990,42 U.S.C. §§ 12101 et seq.; Title VIII of the Civil Rights Act 1968,42 U.S.C. §§ 3601-3631; Exec. Order No. 12898, 59 Fed. Reg. 7629 (1994) (Federal Actions to Address Environmental Justice in Minority Populations and Low-Income Populations); and Exec. Order No. 13166, 65 Fed. Reg. 50121 (2000) (Improving Access to Services for Persons with Limited English Proficiency). The Civil Rights Restoration Act of 1987, Pub. L. No. 100-259, 102 Stat. 28, broadened the scope of Title VI coverage by expanding the definition of terms "programs or activities"to include all programs or activities of federal-aid recipients, subrecipients and contractors/consultants, regardless of whether such programs and activities are federally assisted. Pursuant to the requirements of Section 504 of the Rehabilitation Act of 1973, Pub. L. No. 93- 112, 87 Stat. 355,The City of Richmond hereby gives assurance that no qualified disabled person shall,solely by reason of disability, be excluded from participation in, be denied the benefits of or otherwise be subjected to discrimination, including discrimination in employment, under any program or activity that receives or benefits from this federal financial assistance. EXHIBIT A PAGE it OF )2,1 City of Richmond,IN r 11 The City of Richmond also assures that every effort will be made to prevent discrimination through the impacts of its programs, policies and activities on minority and low-income populations. In addition,the City of Richmond will take reasonable steps to provide meaningful access to services for persons with limited English proficiency(LEP).The City of Richmond will, where necessary and appropriate, revise, update and incorporate nondiscrimination requirements into appropriate manuals, directives and regulations. Whenever the City of Richmond distributes federal-aid funds to a second-tier subrecipient,the City will include Title VI language in all written agreements. The following individual has been identified as City of Richmond's Title VI and ADA Coordinator and is responsible for initiating and monitoring Title VI activities, preparing reports and performing other responsibilities, as required by 23 C.F.R. § 200 and 49 C.F.R. § 21. Imani Murphy Title VI/ADA Program Manager 50 North 5th Street Richmond, IN 47374 imurphy@richmondindiana.gov 1EXHIBIT A PAGE 12-(3F 1 a City of Richmond,IN