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3 <br /> <br />Consultant’s philosophy is designing solutions that work for our clients, which is why we custom tailor <br />our approach to fit our clients’ needs. <br />Consultant believes in a collaborative engagement and coordination process with Client, which includes <br />regular communication via phone, Zoom, email and text, as well as scheduled update and status <br />meetings. <br />Consultant will assign a Lead Consultant that will be the primary contact for the Client. The Lead <br />Consultant will be a Senior Consultant with extensive experience working with government agencies. <br />Scope of Work <br />Consultant proposes that the scope of work include assessment and facilitation leading to development <br />of a City Equity Plan in Phase One and an Equitable Policing Plan in Phase Two. <br />Activity One: Due Diligence Timeline: Oct 2020 – February 2021 <br />Due diligence is a practice and process that will be used at the beginning of the engagement to assess <br />the policies, practices, programs, structures, culture and norms of the Client. The assessment will be <br />based on Consultant due diligence that involves a combination of interviews, surveys, focus groups, <br />review of relevant Client internal documents, data and resources, and use of other assessment tools to <br />achieve Client outcomes. <br />The due diligence phase will produce both qualitative and quantitative data as a result of the Consultant <br />activities listed below, which will subsequently help inform the development of the City Equity Plan. <br />The due diligence activities detailed below are the first step in the assessment process and the <br />activities can proceed concurrently. <br />1. Individual Interviews <br />Consultant proposes to conduct individual interviews with a sampling of Client council members, senior <br />staff, union leadership, and other internal and external stakeholders identified in collaboration with <br />Client. Interviews provide a baseline for understanding how existing norms, practices, attitudes, <br />organizational culture, structure and ways of operating impact: <br />• Hiring, development, promotion and retention of staff <br />• Decision-making <br />• Organizational structure <br />• Community engagement and empowerment; and <br />• Safety and well-being <br />The interviews also uplift organizational strengths, challenges, desired outcomes, and opportunities for <br />innovative change. <br />Interviewees will be asked to allocate an hour for their interview and will not be asked to prepare in <br />advance. Interviews will be conducted by phone or Zoom, and will be held confidential by Consultant, <br />with only broad themes being reported that more than one interviewee stated during their interview.