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» I 0 INTRODUCTION AND BACKGROUND Section 10 (a) of _the Demonst~ation and Metropolitan Development · Act of 1966 requires the Model Cities to provide "maximum opportunities for employing residents of the area in all phases of the p rogram and enlarged opportunities for work and training," and to develop programs which will result in "marked progress in reducing u nderemployment and enforced idleness." In a letter to City Demonstration agencies, the Department of ' Housing and Urban Development (HUD) has outlined specific requirement s for implementation of this provision. The City o f Atlanta, as City Demonstration Agency (CDA) for the Atlanta Mo del Cities Program, has been approved for a grant o f more than seven million dollars for t he current program year. The HUD employme nt requirements are applicable to the Atlanta CDA and all other agenc ies participating in the Atlanta Model Citie s Pr ogram. At prese nt, there are thir ty-three ( 33 ) such agencies in a dd i tion to the CDA. Exi s t ing local pol icy on Model Cities e mp l oyme nt is conta ined in a res oluti on approved by the Model Cit ies Executive Commit tee and adopted by the Mayor and Boa r d of Al dermen of the City of Atlan ta. While more lim ited in scope t han the HUD re qui rements, the resolution provides that "a ffir mative action be taken to insure that residents of the Model Neighborhood Area ar e given max imum opportunity for training and employment, " and tha t "The Mode l Cities Program and �" -2 - its contracting agencies be encouraged to develop compre he nsi ve s y stems for progressivel y t raining a n d upgrading workers at all levels .... " The present need is for a c omprehensive employment program wh ich will fulfill the HUD requirements, as well as those set forth in the Executive Committee and Aldermanic resolutions. II . DEFINITION AND SCOPE OF THE PROPOSED PROJECT William Grant Te r ry Associates (WGTA) proposes to develop for the CDA and its contracting agencies a comprehensive employment -1 per sonnel management program which will comply with the requirements des c r ibed above. We fu rthe r pr op o se to develop and recommend the necessary a dministrative machinery for coordinating, implementing, monitoring , e valuating, rep or ting and enforcing the policies and procedures included in this program, and to provide technical assistance and tra ining to make possible a dynamic ongoing p rogram after termination of our servic es . The project will emphasize r ap idly-achievab le goals which incorporate invo lvement of the contracting agencies and Model Citie s area residents, with the work perf ormed in three phas e s during a six-month period. III. WORK TO BE PERFORMED A. PHASE ONE - Anal y sis and Development (four months) �- 3- Du r i ng the i nitia l phase of the proj e ct, WGTA proposes to provide the following services: 1. Analyze and evaluate the existing personnel policies and practices of the CDA and contracting agencies. This will include a review of hiring, training, promotion and grievance procedures. The immediate goal will be to identify and eliminate impediments to employment and upgrading of the disadvantaged. 2. Analyze and revise job classifications for the 350 to 400 • job clas ses now in use , reducing their number to a minimum, providing program-wide standardization, and eliminating inconsistencies, duplication, overlap and conflicts_ 3. Analyze salary schedules and develop a standardized guide t o job pric i ng. 4. De ve l op a standard procedure for processing job orders. 5. Develop a prototype personnel management system for the CDA and contracting agencies, plus broad minimum guide lines within which agencies may submit their own policies to fit individua l circumstances. a. Items covered will include recruitment and selection, position and compensation, employee benefits, work schedules, in-service and cross service training, career development, performance evaluation, employee-management relations and nondiscrimination policies. �- 4» b. Specia l attent ion will be given to opportunities for upward mobility through cross-service promotion and the transferability of qualifications and credits for experience among the agencies involved. 6. Develop internal and external communication systems to: a. Inform employees of promotion , training and other advancement opportunities in their own and other agencies. b. Inform Model Cities area residents of employment • opportunities generated by the program. 7. Develop a system for reviewing and amending the employment program and for resolving disagreements. The emphasis will be on procedures to enable area residents, including those employe.d in the program, to: 8. a. Review policies and programs. b. Negotiate for adjustments. c. Participate in resolution of disagreements. Identify the relationships link ing the employment program with o ther supportive programs and services of the overall Model Cities Program, and recommend appropriate adjust ments in these relationships. 9. Devel op a plan for applying the HUD employment require ments to all construction and rehabilitation work in the Model Cities area. This will include : �- 5» a. Recommendat i on s for trades uni o n parti c ipa ti o n a nd/o r a l t er nat i ve me t h o ds o f a ssu r ing i mpr oved employ ment o pportunities f o r t h e disadvantaged. b. Desi gn of a recruiting a nd training program to p re pa re area residents for work on construction a nd re habilitation projects. c. Pr o jec t i o n of tradesmen nee d ed. d. Devel o pme nt and recommendation o f policies g i v ing preference in all construction and r~ h a bilitati o n wor k to Mo d e l Neighborhoodbased contractors, designe r s, planne r s, arch i tects a nd surv e y ors, and/ o r those empl oy i ng si g nificant numbers of a rea r esidents . B. PHA SE TWO - Pr es en t a ti o n and Ad opti on ( on e month) The s econd pha s e of t h e p r ojec t will b e devote d to p r esentation o f t h e e mpl oyment p l a n to the ap p r opr i a t e b od i es and agencies fo r their revi e w, a me n d men t and adoption . Committee resolution, Ame ndme n t of the Exe cu tive i f ap p r opr i ate, a l so wil l be sche duled in this ph ase. WGTA's role during the sec o nd phase will be to prov i de technical assistance to the CDA in the orientat i on, presentation, c l arification , discussion and revision involved in the a pproval and adoption proce ss. Technical assistance will also be provided to the contracting agencies for establishment of goals and commitments. While scheduled for �- 6- o ne mo nth , · the actua l dur at ion of this phase ma y be l o nger or shorter, depending on time necessary for meetings, etc. C. PHASE THREE - Implementation (one mo nth) The third and final phase of the project provides for implementat i o n o f t he program developed during phase one and approved during p hase two. It is during this period that the necessary administrative machinery will be put into operation to implement, enforce, evaluate a nd report o n the empi oyment program. During this phase, the role of WGTA will be to serve in the ' capacity of trainers and technical advisors, and to provide liaison between the CDA and the contracting agencies. �ATTACHMENT 1 STAFF COST AND ESTIMATE As stated in the proposal, we propose to complete this project within six months of its. inception. This will require a greater concentration of professional consultants than would be required i f t h e t i me for completion could be extended. We envision essential- ly three (3) full-time personnel. Our special billing rate for Federally funded programs is $100 per d ay per man. Your atte r, tion is invited to Section III, "Work To Be Performed" " on pages 2, 3, 4, and 5 of our proposal. You will observe that ex tensive vi s itation in the 33 contracting a g encies will be mand a tory. Fur t hermore, considerable time will be required in job evaluation and t he wr iting o f job descriptions. The developme nt of plans and systems wil l requi r e s u ffi cient rese a rch in or der to acquire t he s p ecific designs necess a ry to assure feasibility. Our f ee f or the complete project will be $39,000. This is a n all- inclu sive q u ota t ion f o r pro ~essiona l con s ul ting a nd research time, s ecretar i a l and other cle r ica l costs, d e sig n and re production of for ms, questionnaires , e t c . The fee does not i nclude t h e cost of printing and art work, since t h e volume of such work will be determined by Model Ci tie s . We render our bills monthly during an assignment. We shall appreciate a n opportunity for further discussion of this subject. �