Staff have had opportunities in any number of diversity-related trainings and events to date, but we have not formally instituted quarterly activities specific to teams, sections, and divisions. We continue to promote training, and ask that supervisors and managers attend sessions and encourage staff participation. Current plans are to host at least one brown bag presentation per quarter. Make diversity a component for the next PDD all-staff workshop. Postponed to the spring 2000 workshop because of the recent diversity-related trainings and events.
Performance evaluations Develop a diversity component for performance evaluations.
The committee has reviewed evaluation formats used in the department and from throughout the City organization, and has discussed the item with HRRS staff. In addition, we have discussed whether it is desirable to incorporate into the performance review an opportunity for staff to assess their own contributions to an inclusive environment and to note times they have not felt included because of who they are. The committee is scheduled to make a recommendation to the PDD management team by December 1999. PDD supervisors and managers work with HRRS on recruitment. Supplemental questionnaires and interview questions include a diversity component, and other steps are taken to broaden applicant pools.