>>> THIS IS A SPECIAL MEETING
OF OUR CIVIC DEVELOPMENT,
PUBLIC ASSETS, AND NATIVE
COMMUNITIES COMMITTEE . IT IS
WEDNESDAY, JUNE 19, 2019 . THE
TIME IS 2:00 P.M.
THANK YOU COUNCILMEMBER
GONZALEZ FOR JOINING ME.
I AM COUNCILMEMBER BAGSHAW.
I AM USUALLY VICE CHAIR OF
THIS COMMITTEE BUT I AM CHAIR
TODAY.
I AM JOINED BY COUNCILMEMBER
GONZALEZ . THANK YOU ALL FOR
BEING HERE.
IF THERE IS NO OBJECTION, THE
AGENDA WILL BE REORDERED TO
CONSIDER AGENDA ITEM 2 BEFORE
ITEM 1. HEARING NO OBJECTION
THE AGENDA IS AMENDED AND THERE
IS NO OBJECTION THE AGENDA WILL
BE ADOPTED AS AMENDED.
I AM VERY GRATEFUL THAT WE ARE
GOING TO HEAR TO WONDERFUL
REPORTS TODAY. THIS IS OUR RSJI
, 2018 RACE AND SOCIAL JUSTICE
INITIATIVE FROM PARKS AND
SEATTLE CENTER.
TWO OF MY FAVORITE DEPARTMENTS.
WE WILL ASK JESC
JOIN US AT THE TABLE AND ANY OF
YOUR TEAM MEMBERS.
IS OR ANYBODY IN THE BACK WHO
HAS PUBLIC COMMENTS?
IF NOT WE WILL MOVE RIGHT INTO
THE PRESENTATIONS.
SINCE THE PARKS HAS BEEN ASKED
TO GO FIRST, ONCE YOU GET
SETTLED IN WE WILL MOVE FORWARD
AND ALL OF YOU WHO ARE HERE AT
THE TABLE, IS EVERYBODY MOVING
DOWN?
TRULY I SHOWERED THIS MORNING.
>> WE ARE ALL SCARED OF YOU
ALL.
>> IT LOOKS KIND OF SCARY.
GREAT, WOULD YOU LIKE TO START
26? ALL RIGHT, SHE WILL READ
SOMETHING IN THE RECORD FOR ME.
>> WELCOME.
WE HAVE ITEM NUMBER 2, 2018
RACE AND SOCIAL JUSTICE
INITIATIVE FOR THE SEATTLE
DEPARTMENT OF PARKS AND
RECREATION .
>> THANK YOU.
JESUS WOULD YOU LIKE TO START
THE INTRODUCTIONS AND IDENTIFY
YOURSELF? WHAT PART OF THE
PARKS DEPARTMENT YOU ARE
WORKING IN?
AND A QUICK HALF SECOND
SENTENCE ABOUT WHAT YOU'RE
DOING FOR PARKS.
>> MY NAME IS SEATTLE
CONSERVATION CORPS AND I AM THE
SUPERINTENDENT OF THE SEATTLE
PARKS AND RECREATION.
I AM BIANCA HILL, THE
STRATEGIC ENGAGEMENT ENVIRONMENT
.
>> I AM JASON VINING-NAKAMURA
AND I WORK IN THE NORTHEAST
DISTRICT AS A MAINTENANCE
LABORER.
>> I AM BELINDA CHIN AND I AM
THE URBAN FOOD SYSTEMS PROGRAM
COORDINATOR.
>> WOULD YOU SEE SAY IT IS
BELINDA?
>> YES.
>> I WOULD LIKE TO KNOW MORE
ABOUT THE WORK YOU'RE DOING AND
BEFORE YOU LEAVE TODAY, PLEASE
TALK TO ME BECAUSE WE HAVE AN
IDEA FOR ANOTHER URBAN FOOD
FOREST IN BELLTOWN.
WE JUST GOT THE APPROVAL TO GO
AHEAD WITH THE MAYOR TODAY SO
YOU MAY BE BUSY. OKAY, DON'T
GET SCARED.
>> I AM AISLING QUINN-FLEMING
AND I WORK WITH PLANNING AND
DEVELOPING IN THE SEATTLE PARKS
AND RECREATION.
>> THANK YOU.
DID YOU HAVE SOMETHING ELSE YOU
WANTED TO ADD RIGHT NOW?
OKAY, JESUS, ALL YOUR SPECS, WE
ARE GOING TO UPDATE YOU ON OUR
2018 RSJI INITIATIVE.
I WILL DO SOME TAGTEAM HERE.
WE HAVE FOLKS FROM OUR CHANGE
TEAM HERE AS WELL IN THE
AUDIENCE AND THEN WE WILL TALK
THROUGH SOME OF THE OTHER WORK
AS WELL.
BY WAY OF CONTEXT, THE SEATTLE
DEPARTMENT OF PARKS AND
RECREATION IS A LARGE AGENCY.
WE HAVE A SIGNIFICANT PORTFOLIO
AS FAR AS AMENITIES IN THE
PROGRAM THAT WE PROVIDE TO THE
RESIDENTS OF SEATTLE.
WE FOCUSED REALLY ON THREE
THINKS.
HELPING PEOPLE BE HEALTHY,
ENSURIN THEIR ENVIRONMENT IS
HEALTHY AND STRONG COMMUNITIES
THROUGHUT THE CITY.
AS A LARGE AGENCY, OBVIOUSLY
EQUITY BOTH IN TERMS OF OUR OWN
WORKFORCE AS WELL AS OUR
PROGRAMMING AND THE WAY THESE
ARE DISTRIBUTORS IS REALLY
CRITICAL FOR US.
I WANT TO TALK ABOUT OUR STAFF.
THIS WILL BE A BROAD LOOK AT OUR
GENDER BREAKDOWN.
THESE ARE EMPLOYEES, 1500
EMPLOYEES.
WE ARE A COMPLETED AGENCY
BECAUSE WE HAVE GOT SOME FULL-
TIME STAFF, INTERMITTENT
TEMPORARY STACKER PART-TIME
STAFF, SO DURING THE YEAR WE
SORT OF EBB AND FLOW IN TERMS
OF THE STAFF THAT ARE WORKING
ON BEHALF OF THE RESIDENCE.
THIS CHART REFLECTS ESSENTIALLY
OUR PERMANENT FOLKS WHICH IS
1800 FOLKS.
EXCUSE ME, FULL-TIME FOLKS.
PERMANENT AND TO SOME
INTERMITTENT STAFF THAT ARE
FULL-TIME.
>> YOU WENT PAST THE FIRST
SLIDE REALLY QUICKLY.
THIS IS WHERE I WANT TO TAKE
OFF MY HAT TO ALL YOU IN PARKS
AND RECREATION.
LOOK AT THIS, 6400 ACRES OF
GREEN SPACE YOU ALL CARE FOR
AND ATTEND FOR THE BENEFIT OF
THE REST OF US IN THE CITY.
THE FACT THAT THERE ARE 485
PARKS AND NATURAL AREAS, THAT
IS A LOT FOR ANY CITY WHETHER
OUR SIZE OR LARGER.
BUT THERE IS ALSO 27 COMMUNITY
CENTERS IF YOU COUNT THE ONE IN
LAKE CITY.
CERTAINLY COUNCILMEMBER JUAREZ
WOULD WANT US TO MAKE SURE D5
IS REPRESENTED HERE, IT IS A
HUGE DEPARTMENT.
YOU DO REALLY GREAT WORK AND I
LOOK FORWARD TO YOU TELLING US
WHAT YOU HAVE DONE THIS YEAR.
THAT. NK YOU FOR HIGHLIGHTING
WITH A GREAT TEAM THAT DOES A
LOT OF WORK.
TO DO IT EVERY SINGLE DAY TO
MAKE SURE WE ARE SERVING
EVERYONE.
I WAS CORRECTED THE OTHER DAY.
I WOULD LIKE TO PUSH MYSELF AND
SAY WE HAVE 27th BUT THEY SAY
WE HAVE 26 BECAUSE EVEN IF YOU
COUNT LAKE CITY, WE DON'T HAVE
BELLTOWN SO WE ONLY HAVE 26.
>> DID BELLTOWN CLOSED ALREADY
OR THE END OF THE YEAR?
>> FOR THOSE OF US WHO LIVE
NEAR BELLTOWN WE CAN SAY THANK
YOU FOR SETTING IT UP AND WE
ARE LOOKING FORWARD TO THE NEXT
ONE WHICH I KNOW IS COMING.
>> THANK YOU.
BACK TO OUR STAFF, WE HAVE
ROUGHLY 61% OF OUR STAFF
IDENTIFIES AS MALE AND 39.2% IS
FEMALE.
AND WE DIG INTO A LITTLE BIT
MORE IN TERMS OF THE ETHNICITY
BY RACE AND WE HAVE THE
MAJORITY OF OUR STAFF
IDENTIFIES AS OF COLOR.
24% IS BLACK OR AFRICAN-
AMERICAN, 16.4% IS ASIAN, 6.1%
LATIN, NATIVE HAWAIIAN OR OTHER
PACIFIC ISLANDERS 1.6%,
AMERICAN INDIAN OR ALASKA
NATIVE, 2%.
OTHER RACES IS 1.9% AND 48.1%
IDENTIFIES AS QUITE.
THERE'S A LOT GOING ON ON THIS
CHART BUT I THINK IT HELPS US
GROUND WHERE SOME OF OUR WORK
NEEDS TO GO IN TERMS OF OUR
STAFF.
THE BAR ON THE FAR LEFT SHOWS
US, REPRESENTS IN BAR FORMAT
WITH THE PIE CHART SHOWED YOU
IN THE BEGINNING.
ROUGHLY 52% OF OUR STAFF
IDENTIFIES AS PEOPLE OF COLOR.
THEN AS YOU MOVE TO THE RIGHT,
THE SUPERVISORS COPIES OF THE
TOP 25% OF OUR SUPERVISORS,
THESE ARE FOLKS, HR DOES AN
ANALYSIS IN TERMS OF PEOPLE AND
INDIVIDUALS WHO SUPERVISORS OF
THE TOP 25%, THIS IS THE SPAN
OF CONTROL OF THE AGENCY,
PEOPLE OF COLOR REPRESENTED
35.6% OF THAT GROUP ARE PEOPLE
OF COLOR.
ON THE RIGHT, IT LOOKS AT OUR
WAGE EARNING AND OF THE TOP 25%
WAGE EARNERS, 39.9% IDENTIFY
AVENUE AS PEOPLE OF COLOR.
ON THE DOTTED LINE, THE GREAT
DOTTED LINE SHOWS WHERE THE
PUBLISHING OF SEATTLE IS IN
TERMS OF BREAKDOWN AND THE
DARKER LINE ON TOP SHOWS THE
KING COUNTY BREAKDOWN.
CERTAINLY IT SHOWS WE HAVE A
DIVERSE AGENCY BUT WE HAVE SOME
WORK TO DO PARTICULARLY AROUND
OUR SUPERVISORY EMPLOYEES AND
ENSURING WE CONTINUE TO
DIVERSIFY THAT TEAM AS WELL AS
THE FOLKS WHO ARE MAKING THE
MOST OR HIGHEST WAGES IN THE
AGENCY.
>> FOR THE RECORD HERE, THE
DARKER BLUE BAR REPRESENTS
PEOPLE WHO IDENTIFY AS WHITE.
IT DOES NOT COME ACROSS ON OUR
CHART.
YOU CAN'T READ IT HERE.
IT IS BLUE ON BLUE.
SO THE NEXT TIME YOU WANT TO
PRINT THIS YOU MIGHT JUST
RECOGNIZE THAT THAT IS THE
ISSUE.
>> I APPRECIATE THAT.
SORRY ABOUT THAT.
SO WHAT I WOULD LIKE TO DO NOW
IS GO INTO SOME OF OUR
INITIATIVES AUTOMATICALLY
DURING 2018 AND YOU WILL RECALL
I WAS NOT HERE IN 2018 SO I
WILL RELY ON OUR FOLKS, IF I
SAY ANYTHING I SHOULD SAY THEY
WILL CORRECT ME AND IF YOU HAVE
A QUESTION I CAN'T ANSWER THEY
WILL ANSWER IT ON MY BEHALF.
BUT BECAUSE OUR WORK IS SO VAST
WE TRY TO FOCUSING ON THOSE
AREAS, HELPING THE ENVIRONMENT
AND COMMUNITIES.
THE FIRST ONE IS AROUND HEALTHY
PEOPLE AND BECAUSE WE'RE
TALKING ABOUT RACE AND SOCIAL
JUSTICE WE KNOW THAT LOWER
INCOME FOLKS AND PEOPLE OF
COLOR EXPERIENCE INCIDENTS OF
THINGS LIKE FOOD INSECURITY,
CHRONIC ILLNESS SOMETHING LIKE
THAT AT HIGHER RATES.
AS PART OF OUR WORK IS TO MAKE
SURE WE CAN COMBAT THAT.
THE TWO PROGRAMS I WILL
HIGHLIGHT HERE, THE FIRST ONE
IS CALLED
THIS IS AN INITIATIVE THAT WE
USED ESSENTIALLY TO BRING
RECREATION INTO COMMUNITIES
THAT HAD DISSIPATED IN SOME OF
THESE INITIATIVES.
THIS IS SPECIFIC TO HEALTHY
LIVING SO THESE ARE PHYSICAL
WITNESS ACTIVITIES.
WE FOCUS ON LOWER INCOME
COMMUNITIES THAT DON'T HAVE AS
MANY OF THESE ACTIVITIES.
WHAT WE DID IS WE WENT OUT AND
PARTNERED WITH OTHER
ORGANIZATIONS, TOOK ADVANTAGE
OF OTHER EVENTS ARE HAPPENING
AND BROUGHT RECREATION TO THEM.
A REALLY EXCITING PROGRAM AND
THROUGH THIS PROGRAM WE REACHED
1400 INDIVIDUALS.
AGAIN THESE TEND TO BE FOLKS
THAT ARE NOT NECESSARILY ONES
THAT ARE COMING INTO OUR
COMMUNITY CENTERS AND
PERSISTING IN SOME OF THESE
PROGRAMS.
IT WAS AN EXAMPLE OF US TRYING
TO RETHINK THE WAY WE DO SOME
OF THIS AND BRING RECREATION
INTO OUR COMMUNITIES.
>> DO YOU ACTUALLY CLOSE
STREETS AND INVITE PEOPLE TO
COME INTO CLOSED STREETS OR YOU
SAID YOU WENT INTO YOUR OWN
PARKS.
>> THESE WERE IN THE PARKS.
BUT PART OF WHAT MAY BE THE
NEXT ITERATION OF THIS IS WHAT
YOU ARE TALKING ABOUT WHETHER
IT IS CLOSING STREETS ARE
BRINGING THESE ACTIVITIES INTO
SOME OF THE HOUSING PROJECTS,
THIS IS WE DON'T NECESSARILY
HAVE PARKS AND RECREATION
AMENITIES WE WANT TO START
BRINGING THEM IN.
>> I KNOW IS NOT A NUMBER OF
YEARS AGO HAD A STREET PROGRAM
WHERE PEOPLE COULD CLOSE THEIR
STREETS AND I THINK AFTER LIKE
330 IN THE AFTERNOON THEY
ENCOURAGED THAT NEIGHBORS TO
CLOSE SO THE KIDS COULD GO OUT
AND PLAY KICK THE CAN OR
WHATEVER THEY ARE DOING.
I DON'T WHETHER THE KNOW
WHETHER OR THAT IS CONTINUING
OR NOT BUT I WOULD LIKE TO PUT
A PLUG IN FOR A COORDINATE
EFFORT BETWEEN YOU AND SDOT.
THERE ARE GREAT OPPORTUNITIES
THE NEIGHBORHOODS HAVE HAD.
I HAVE TALKED TO SOME PEOPLE IN
PORTLAND AND VANCOUVER, BC THAT
HAVE DONE THAT AND IT IS NOT
NECESSARILY AN ORGANIZED EFFORT
BUT WHETHER IT IS A SKATEBOARD
OR WHATEVER THEY ARE DOING TO
HAVE FUN IN THE STREETS BUT IT
BRINGS THE STREET BACK FOR
PEOPLE IN THEIR NEIGHBORHOODS.
>> I THINK THAT IS RIGHT.
I LOVE THAT IDEA.
TAKE INTO A LARGER SCALE AND
THERE ARE PLACES LIKE BOGOTC
COLOMBIA WHERE THEY CLOSE MAJOR
STREETS EVERY SUNDAY FOR THE
FULL DAY TO BRING THE COMMUNITY
OUT AND BE ACTIVE.
TO HAVE BANDS, BICYCLES, YOU
NAME IT.
IT'S THIS WHOLE CULTURE OF
LET'S GET OUTDOORS.
ON SOME LEVEL WE SHOULD BE
DOING THINGS LIKE THAT.
THE SECOND PROGRAM I WANT TO
HIGHLIGHT IN THIS AREA IS OUR
THIS IS ONE WHERE IS PART OF
OUR ANALYSIS THAT WE DID IN OUR
REGISTRATION NUMBERS ACROSS THE
CITY WE FOUND A DISCREPANCY IN
SOUTHEAST SEATTLE.
WE LOOKED AT PHYSICALLY THE
PERCENTAGE OF THE POPULATION IN
THAT AREA THAT WAS ACTUALLY
REGISTERED FOR PROGRAMS.
WHEN WE LOOKED ACROSS THE CITY
WE FOUND THAT IN SOUTHEAST
SEATTLE WE HAD ROUGHLY 2% OF
THAT POPULATION REGISTERED
VERSUS I THINK WE HAD UP TO 31%
IN NORTHEAST SEATTLE AND 20% IN
BOTH SOUTHEAST I'M SORRY, NORTH
AND SOUTHWEST.
THERE WAS A DISCREPANCY AS WE
DUG INTO IT AND WE IDENTIFIED
THAT THE CAUSE WAS PART OF THE
ISSUE.
SO WE PILOTED A PROGRAM IN THE
GARFIELD COMMUNITY CENTER WHERE
WE DID A COUPLE OF THINGS.
WE GET A COUPLE PROGRAMS WHERE
WE CHANGED THE SCHOLARSHIP
PROGRAMS SO ANYBODY WHO
QUALIFIED FOR 80% WE GAVE HIM
HUNDRED PERCENT.
SO WE MET THAT 20% OUT.
WE DID SIGNIFICANT AVERAGE INTO
THE COMMUNITY TO BRING FOLKS
IN.
WE TARGETED THE FOLKS WHO ARE
ON WEIGHT LISTS AND WERE ABLE
TO MORE THAN DOUBLE THAT
REGISTRATION IN THAT PROGRAM.
AS A PILOT WE ARE REALLY
EXCITED ABOUT HOW IT TURNED UP.
HE WILL GROW THAT IN 2019.
WE ARE PLANNING ON DOING IT AND
CONTINUING TO DO IT AND WE JUST
RECEIVED A GRANT FROM AMAZON IN
COLLABORATION WITH THE ALLIANCE
FOR EDUCATION TO GROW THIS
PROGRAM. WE GOT A $250,000
GRANT TO CONTINUE TO MORE OF
THIS.
>> DO WE STILL HAVE THE PROGRAM
THAT ENCOURAGES WOMEN WHO
PREFERRED, THEY CALL THEMSELVES
WOMEN OF COVER, TO HAVE TIMES
WHERE THEY CAN SWIM IN THE POOL
AND IT IS CLOSED TO MEN SO THEY
HAVE THE FREEDOM THAT THEY WANT
AND THE PRIVACY THAT THEY
XPECT?
IS THAT STILL GOING ON?
>> I BELIEVE THAT IT IS.
WE ARE GETTING SOME HEAD NODS
THROUGHOUT THE TABLE.
>> THERE WAS A PERIOD OF TIME
WHERE WE WERE HEARING THAT IT
WAS SOMETHING THAT PEOPLE
WANTED TO HAVE MORE ON THAT AND
I JUST DIDN'T KNOW WHETHER WE
WERE PROCEEDING WITH THAT OR
NOT.
>> WE ARE.
AS ANYTHING THAT IS GOOD
SOMETIMES, THERE IS OPPOSITION
SO WE ARE WORKING THROUGH SOME
OF THAT. WE WILL MAKE SURE WE
CONTINUE TO DO THAT BUT THERE
ARE OTHER ISSUES THERE BUT WE
WILL KEEP WORKING ON IT.
MOVING ON TO THE ENVIRONMENTAL
SIDE OF THINGS, AGAIN, WE KNOW
THE FOLKS WE ARE TARGETING ARE
THOSE WHO HAVE BEEN
DISPROPORTIONATELY EXPOSED TO
THINGS THAT HARM THEIR HEALTH
AND SO WE TRY TO COMBAT THAT
AND IN OUR WORK WE TEND TO AT
LEAST IN THE EXAMPLES I WILL
BRING UP, WE FOCUS ON OUR
YOUTH.
THE TWO EXAMPLES HERE, WE HAVE
THIS REALLY EXCITING USE
IMPLEMENT AND TRAILS PROGRAM
THAT IS BOTH A PROGRAM THAT
HELPS OUR TRAILS AND MAKES SURE
WE ARE MAKING THEM ACCESSIBLE
TO FOLKS BUT IT ALSO TEACHES
THE YOUTH SKILLS AND WE ARE
BUILDING AND CONVERTING IT TO A
JOB DEVELOPMENT PROGRAM SO WE
ARE CREATING A PIPELINE FOR
OURSELVES.
WE HAD 12 YOUNG PEOPLE INVOLVED
IN LEARNING HOW TO MAINTAIN THE
TRAILS THAT WE WERE ABLE TO
CONVERT FIVE OF THOSE TWO FULL-
TIME EMPLOYEES AT THE PARKS AND
RECREATION FOR.
WE WILL FIND WAYS TO GROW THAT.
IS A GREAT WAY TO CONTINUE TO
BUILD A PIPELINE AND TO
DIVERSIFY OUR STAFFING.
>> I ALSO WANT TO EXTEND MY
THANKS TO ALL OF YOU THAT WERE
WORKING ON THE THE GREEN AREA.
THE AREA CAME TOGETHER AND WAS
REALLY NOTING THAT AND THE KIDS
OF GOTTEN OLDER AND THEY STILL
HAVE OWNERSHIP OF THAT IS THER
TRAIL AND THE CONNECTIONS
BETWEEN BEACON HILL AND DOWN TO
THE LIGHT RAIL STATION.
THAT HAS IMPROVED BUT ALSO THAT
YOUNG PEOPLE HAVE LEARNED A LOT
BUT I WANT TO ACKNOWLEDGE THE
WORK YOU HAVE DONE IN ANOTHER
NEIGHBORHOOD.
>> THINKING.
THE SECOND PROGRAM WE WILL
HIGHLIGHT HERE IS ONE OF
BELINDA'S PROGRAM, THE URBAN
FOOD SYSTEMS PROGRAM.
THIS IS A GREAT INITIATIVE WE
WORKED ON IN SOUTH PARK TO
CREATE THE GARDEN SQUAD
PROGRAM.
THESE ARE SUMMER YOUTH
EMPLOYMENT FOR BOTH THE SUMMER
AND THE WINTER WHO ARE INTEGRAL
PRODUCE AND THEY LEARNED HOW TO
HAVE APPROPRIATE DIETING AND
HANDS-ON SKILLS THERE AND HOW
TO PREPARE MEALS AND THEY WERE
ABLE TO CATER SOME FOOD AT THE
COMMUNITY CENTER.
A GREAT PROGRAM FOR YOUTH.
ON THE STRONG COMMUNITIES SIDE
OF THINGS THERE ARE A COUPLE OF
ITEMS HERE THAT WE WILL
HIGHLIGHT.
I THINK YOU'RE BOTH FAMILIAR
WITH OUR SEATTLE CONSERVATION
CORPS WHICH IS IMPORTANT THAT
úWE HELP FORMERLY HOMELESS OR
HOMELESS PEOPLE DEVELOP SKILLS
AND GET THE SUPPORT THAT THEY
NEED AND BECOME EMPLOYED.
IN 2018 WE HAD 46 OF OUR
DISPENSE ACTUALLY GRADUATE FROM
THE SEATTLE CONSERVATION CORPS
AND GAIN FULL-TIME EMPLOYMENT.
WE ALSO HAD 41 OF THOSE WHO
ALSO WERE ABLE TO SECURE STABLE
HOUSING.
IT SHOWS BOTH SIDES OF THAT
PROGRAM.
THE OTHER PIECE THAT IS REALLY
IMPORTANT, WE HAVE NOW
CONVERTED THE SEATTLE
CONSERVATION CORPS INTO AN
OFFICIAL APPRENTICESHIP PROGRAM
SO THESE FOLKS NOW COME TO WORK
WITH US BUT NOW WE ARE TRYING
TO SPELL THAT OUT SO THEY CAN
PRCCIPE IN OTHER AGENCIES.
THE RECREATION OPPORTUNITIES
FOR ALL PROGRAM IS ONE THAT WAS
ESTABLISHED DURING THE PARK
DISTRICT AND THIS WAS AN IDEA
OF BRINGING RECREATIONAL
OPPORTUNITIES TO COMMUNITIES WE
ARE NOT REACHING OR WASN'T
COMING TO US.
THIS IS A GRANT PROGRAM THAT
HELPS US GET FUNDING TO
COMMUNITY-BASED ORGANIZATIONS
WHO THEN CREATE DRUMS ON OUR
BEHALF.
IT HAS GREAT IMPACT IN TERMS OF
THE PEOPLE THAT WAS HER BUT
ALSO HELPS US LEARN HOW TO DO
SOME OF THOSE PROGRAMMING AND
SOME OF THE KEY LEARNINGS WE
HAVE TAKEN IS THAT SOME OF THE
ENGAGEMENT WE HAVE HIRED
INVESTORS THAT GO OUT AND
ENGAGE IN THE COMMUNITIES BASED
ON SOME OF THE WORK WE HAVE
SEEN SOME OF THESE
ORGANIZATIONS DO.
I WILL HIGHLIGHT THIS PROGRAM.
ON THE PICTURE HERE, IT'S A
PROGRAM THAT WE GRANTED, WE
CREATED A GRANT FOR THE EAST
AFRICAN ELDERS THROUGH THE LENS
OF COEXISTENCE.
IT'S SUCH A POWERFUL PROGRAM
WE HAD YOUTH INTERVIEWING THE
ELDERS ABOUT THEIR EXPERIENCES
AND DOCUMENTING THAT AND CREATE
THIS NOT JUST CULTURAL BUT
INTERGENERATIONAL PROJECT AND
VIDEO WHICH IS REALLY EXCITING.
THROUGH THE RECREATION FOR ALL
PROGRAM WE WERE VERY SPECIFIC
IN TERMS OF DEALING WITH
COMMUNITIES THAT WE DON'T
NECESSARILY ALWAYS ARE
SUCCESSFUL AT DEALING WITH.
>> IS THAT VIDEO PROJECT
COMPLETED?
IS IT ONLINE NOW?
WITH THE ETHIOPIAN ELDERS?
>> I WOULD IMAGINE THAT IT IS.
I DON'T KNOW WHERE IT IS.
>> IS SOMEBODY COULD LOOK INTO
THAT, AND GET BACK TO ME, I
WOULD LOVE TO SEE IT IF IT IS
ACTUALLY POSTED.
>> I WILL MOVE ON AND I WILL
TURN IT OVER TO BEA .
>> IN REGARDS TO OUR CONSULTING
PRODUCING UTILIZATION WE ALMOST
MET OUR PURCHASING GOAL WITH A
20% ACTUAL VERSUS A 25% STATED
GOAL.
OUR TOTAL WMBE PURCHASING
AMOUNT WAS 2.8 MILLION WHICH
WAS AN INCREASE OF 21%.
THIS IS THE HIGHEST WMBE
PURCHASING DATA COMPARE TO
PREVIOUS YEARS.
>> DO YOU HAVE A BREAKDOWN OF
WHAT THEY WERE DOING? MY REAL
OBJECTIVE OF THE YEARS HAS BEEN
WHATEVER THE BUSINESSES ARE,
MAKE SURE THEY ARE ENGAGED IN
SOMETHING WHERE THEY ARE USING
THEIR SCHOOLS SKILLS AND COULD
YOU TELL ME WHAT WE KNOW ABOUT
THEIR ENGAGEMENT WITH US?
>> WE'RE STILL LOOKING INTO THE
DATA.
WE ARE STILL DOING AN ANALYSIS
TO SPEAK TO THAT SPECIFIC DATA
THAT YOU ARE REQUESTING AND
WORKING WITH SAS TO IDENTIFY
THAT DATA.
WE NEED TO DO A MORE ROBUST
DATA ANALYSIS TODAY TO THE
DETAILS TO BE ABLE TO GIVE THE
DOCUMENTATION.
>> THE POINT I AM MAKING IS
THAT WHEN THE WMBE PROGRAM
STARTED IN 19 84 OR 1985,
THERE WAS AN AWFUL LOT OF
FLOATERS SO THE WMBE'S MY BE
FINE FOR ONE, THEY FLOW THROUGH
THEIR BUSINESS AND THEN
DISTRIBUTE BUT THEY WERE NOT
REALLY USING THEIR SKILLS.
WE WANTED TO MAKE SURE THAT
THESE BUSINESSES WERE GETTING
THAT CAPACITY THAT WE ARE
ALWAYS TALKING ABOUT AND
STANDING ON THEIR OWN FEET SO
THEY DON'T FEEL LIKE THEY ARE
JUST A PASS THROUGH.
THEY ARE REALLY ENGAGED AND
REALLY INVOLVED AND I WANT TO
MAKE SURE THAT IN PARKS WE ARE
DOING THIS IS THAT THE
INDIVIDUALS ARE DEEPLY ENGAGED
AND THAT THE EMPLOYEES ARE ALSO
PART OF SOMETHING THAT IS
ROBUST.
>> SO AS WE MOVE FORTH WITH
CONSULTING THOUGHT WE EXCEEDED
OUR CONSULTING GOAL OF 48%
ACTUAL VERSUS 21% STATED GOAL.
DURING 2018, THERE WAS AN
INCREASE IN WOMEN OWNED
BUSINESS CONSULTING CONTRACTS
SPECIFICALLY IN PLANNING AND
DEVELOPMENT AND ALTHOUGH THE
TWO LARGEST CONTRAST TOTALLY
$2.5 MILLION WERE ONE-TIME
PROJECTS WE RECOGNIZE THE
IMPORTANCE OF HOW SPR'S WMBE
EFFORTS WORKED TO LEVERAGE THE
CITY'S PURCHASING POWER TO
INCLUDE AND BUILD THE CAPACITY
OF WOMEN AND MINORITY OWNED
BUSINESSES.
WE DO FIND IT IMPORTANT TO NOTE
THAT AS I STATED, WE ARE
CONTINUING TO ANALYZE AND WORK
THROUGH DATA COLLECTION AND
REPORTING METHODS DO TO THE
MIGRATING FINANCIAL SYSTEM.
THROUGH THIS CONTINUED
MONITORING THROUGH FAS OUR WMBE
DATA MAY SEE AN INCREASE IN
TOTALS FOR 2018.
AS WE BEGIN TO LOOK FORWARD TO
2019 AND BEYOND, HAVE THE SAME
UTILIZATION GOALS AS LAST YEAR.
WE WILL CONTINUE OUR KNOWLEDGE
AND RESOURCE BUILDING EFFORTS
FOR STAFF AND DECISION-MAKERS,
IMPLEMENT AN EMPLOYEE ADVOCATE
SERIES GOT CONTINUE TO
PARTICIPATE IN CITYWIDE
OUTREACH EVENTS TO INCLUDE SPR
HOSTED EVENTS, BUILD OUR
INTERDEPARTMENTAL PARTNERSHIPS
AND WORK INTERNALLY TO EXPLORE
OUR SYSTEMS AND PROCESSES SO
THAT INFORMATIVE DATA ANALYSIS
IS USED TO SET FUTURE
UTILIZATION GOALS.
>> MOVING ON IN TERMS OF THE
SURVEYS AND OUR OWN THINKING
INTERNALLY ABOUT HOW WE CAN
CONTINUE TO MOVE THIS WORK
FORWARD, WE ARE WORKING TO TRY
TO BUILD OUR OWN INTERNAL
CAPACITY AND I WILL HIGHLIGHT A
COUPLE OF THESE.
ONE OF WHICH IS HIRING BEA . BUT
ONE REALLY EXCITING ASPECT OF
THIS THAT WAS DONE LAST YEAR
WAS AN AGENCYWIDE RETREAT WHERE
WE CLOSE ALL OF OUR FACILITIES
DOWN AND BROUGHT EVERYONE INTO
THE HANGAR TO HAVE THESE DEEPER
CONVERSATIONS ABOUT RACIAL AND
SOCIAL JUSTICE AND CREATE A
FOUNDATION TO CONTINUE THOSE
DISCUSSIONS AND FURTHER THIS
WORK.
WE WERE ABLE TO GET 84% OF OUR
EMPLOYEES TO ATTEND AND ALL OF
THEM WERE IN THE LARGER
SESSIONS AND THEN WE HAD
SEVERAL WORKSHOPS ON THE BIAS
AND THEY WERE ABLE TO ATTEND.
A GREAT START FOR THIS ONGOING
COME SESSION.
WE ARE ALREADY WELL INTO
PLANNING A SECOND VERSION THAT
WE WILL DO NEXT YEAR AND WE
WOULD INVITE BOTH OF YOU TO
ATTEND IF YOU ARE INTERESTED.
IT IS THE WORK OF CONTINUING TO
PROVIDE BOTH OUR STAFF WITH THE
TOOLS TO HAVE THIS CONVERSATION
SO AS WE START TO CONTINUE TO
MAKE DECISIONS WE ARE DOING IT
THROUGH THE RACE AND SOCIAL
JUSTICE LENS.
>> JUST A QUICK QUERY ON THIS.
WHAT HAS THE REACTION BEEN?
WHEN YOU GET 84% OF YOUR
EMPLOYEES ATTENDING, DID YOU DO
ANY FOLLOW-UP?
WHAT ARE PEOPLE SAYING ABOUT
IT?
AND WHAT ARE YOU SEEING AND
DEFINING AS SUCCESS?
>> I WILL LET FOLKS CHIME IN.
I THINK WHAT I HAVE SEEN
CERTAINLY COMING INTO THIS IS
THAT THERE CERTAINLY HAS BEEN
AN ELEVATED LEVEL IN TERMS OF
THE CONVERSATION OF THE AGENCY
FROM WHEN I WAS THERE PRIOR TO
THIS.
SO THERE IS A YEARNING FOR MORE
OF THESE CONVERSATIONS.
PART OF WHAT WE ARE TRYING TO
DO WITH THE NEXT SESSION IS
MAKE SURE THAT WE BUILD ON THAT
AND THESE ARE HARD
CONVERSATIONS.
WE WANT TO GIVE FOLKS, THE
TOOLS AND THE RESOURCES TO HAVE
THEM AND CONTINUED CONTINUE TO
WORK.
BUT I DON'T KNOW IF BEA WANT TO
TALK MORE ABOUT WHAT SHE IS
SAYING.
>> SINCE TRANSITIONING INTO THE
POSITION IN FEBRUARY AND
WORKING CLOSELY WITH DIVISION
LEADERSHIP AND ALSO FRONTLINE
STAFF AND WORKING AT ALL LEVELS
WITH STAFF IN THE DEPARTMENT,
THERE IS A MOMENTUM.
THERE IS A DESIRE TO LEARN AND
TO GROW AND TO DEVELOP AND TO
TRULY, NOT ONLY JUST TALK ABOUT
IT BUT TO WALK THE TALK.
I AM VERY EXCITED AND IT HAS
BEEN A GREAT EXPERIENCE THUS FAR
IN SEEING THE LEVEL OF
ENGAGEMENT THAT WE HAVE FROM
EMPLOYEES AND ALSO FROM THE
COMMUNITY, IT'S NOT ONLY
INTERNAL.
THIS IS EXTERNAL OUTREACH AND
ENGAGEMENT WE ARE DOING ALSO.
SO IT'S VERY EXCITING TO SEE
EMPLOYEES REALLY REACHING OUT
AND SAYING, WE ARE READY TO
GROW AND DEVELOP AND WE ARE
REALLY READY TO ADVANCE RACE
AND SOCIAL JUSTICE.
>> THANK YOU BEA.
I FEEL VERY OPTIMISTIC JUST BY
YOUR ENERGY.
IF I MAY I WOULD LIKE TO ADD
REGARDING YOUR QUESTION
REGARDING THE FOLLOW-UP. THERE
WERE FOLLOW-UP SESSIONS TO
CAPTURE THE EMPLOYEES WHO WERE
NOT AVAILABLE FOR THE INITIAL
TRAINING AND THERE WAS AT LEAST
TWO FOLLOW-UPS WITH MID AND
HIGHER-LEVEL MANAGEMENT TO
INCREASE THE DEPTH OF
ACCOUNTABILITY AND
UNDERSTANDING ABOUT WHAT THAT
ACCOUNTABILITY LOOKS LIKE.
>> THANK YOU.
>> MORE TO COME ON THAT AND WE
WILL SEND YOU THAT INFORMATION
ON THE SEPTEMBER 19 EVENT AND
WE WOULD LOVE TO HAVE YOU
PRODUCE FATE IF YOU ARE
AVAILABLE.
CONTINUING ON THIS INTERNAL
CAPACITY BUILDING, WE TOO ARE
EXCITED BY BEA'S ENERGY AND SHE
HAS COME ON AS THE FIRST RSJI
ADVISOR FOR THE AGENCY AND SHE
REPORTS DIRECTLY THROUGH MY
OFFICE SO SHE REALLY IS ONE
THAT IS LEADING THE STRATEGY ON
THIS AND HELPING ADVISING ON US
AS TERM OF THEOF THE DEPARTMENT
AND HOW WE WORK WITH OUR
PLOIDY ENGAGEMENT AND
EXTERNALLY WITH CUSTOMER
ENGAGEMENT.
A LOT OF WORK TO COME ON THAT.
ANOTHER PART OF BUILDING THE
CAPACITY IN 2018, WE ALWAYS
LEAD TO OUR TOOLKITS BUT WE DID
WANT TO GET ON THE STRATEGIC
DINING BUSES AND THAT JUST
LUNCH BUT WE DID SOME PRE-WORK
IN 20 TEEN TO GET READY FOR THE
ENGAGEMENT THAT HAS JUST
LAUNCHED IN 2019.
PART OF THAT WAS GAINING MORE
INFORMATION.
WE DID SOME SURVEYS IN MULTIPLE
LANGUAGES.
WE LOOKED AT THE DATA THAT IS
AVAILABLE FOR THE CITY IN TERMS
OF DISPLACEMENT AND OTHER RACE
AND SOCIAL JUSTICE DATA TO HELP
INFORM THE PLANNING FOR THE
PLAN I GUESS I SHOULD SAY.
THEN WE HAVE BEGUN AND
CONTINUED TO USE THESE
COMMUNITY ENGAGEMENT
AMBASSADORS THAT WILL GO OUT
AND DO SOME ON THE GROUND
ENGAGEMENT AND LET FOLKS KNOW
ABOUT THE ACTIVITIES WE HAVE.
ANOTHER THING BEA HAS HELPED US
TO HIS WE DID SOME TRAINING FOR
OUR PARK BOARD AND OUR PARK
DISTRICT OVERSIGHT COMMITTEE.
THEY WILL MAKE THE DEGRADATION
TO US FOR SOME OF THE FUNDING
THAT WILL COME OUT OF THE
STRATEGIC PLANNING.
IT'S IMPORTANT FOR US TO ENSURE
THAT THEY HAD THAT AFFIRMATION
AND THAT TRAINING.
THEN ANOTHER FINAL PIECE HERE
IN TERMS OF OUR OWN CAPACITY
BUILDING, THAT TECHNOLOGY, WE
HAVE HAD A REGISTRATION SYSTEM
THAT IS VERY OLD.
PROBABLY 15 YEARS OLD.
NOT VERY EFFECTIVE.
ONE OF THE CHALLENGES WE HAD
WITH THAT BOTH FOR MUSCLE
POLICY STANDPOINT, WE WERE NOT
ABLE TO COLLECT GRAPHIC DATA
FOR FOLKS THAT ARE PURCHASED IN
OUR PROGRAMS AND WE SAW THAT AS
A GAP IN TERMS OF OUR ABILITY
TO MAKE DECISIONS ABOUT HOW TO
OFFER THOSE PROGRAMS.
WE HAVE LAUNCHED THIS AFTER A
PRETTY SIGNIFICANT TECHNICAL
EXERCISE BUT HAVE ALREADY SEEN
SOME IMMEDIATE BENEFIT HERE.
JUST TO SHOW YOU, OF THE 73% OR
THE FOLKS WHO ARE NEW IN THE
SYSTEM, WE HAD 73% OF THESE
FOLKS WHO ACTUALLY OPTED TO
PROVIDE THE EMPATHIC
INFORMATION.
WE GAVE HIM A CHOICE AND THAT
WAS PRETTY HIGH IN TERMS OF
THEIR OPTING IN.
IN ONE TINY BIT OF DATA THAT
SHOWS OTHERS REGISTRANTS THE
DIVERSITY MATCHES WHAT THE CITY
OF SEATTLE IS DOING SO WE ARE
REACHING THE SAME PROPORTION OF
PEOPLE.
NOW HAVE ESTATE AND CAN START
TO BE MORE TARGETED AS WE LOOK
AT WHERE THEY ARE AND HOW WE
CAN USE THIS DATA TO BETTER
SERVE OUR RESIDENTS.
>> I AM SUPPOSED TO INTERRUPT
THIS FOR A PUBLIC SERVICE
ANNOUNCEMENT.
FOR ONE MINUTE.
APPARENTLY, SINCE IT IS NOW 2:00
, I AM SUPPOSED TO TELL YOU
THAT THE SPECIAL MEETING
PORTION OF THIS MEETING HAS
CONCLUDED AND WE ARE NOW
CONTINUING INTO THE REGULARLY
SCHEDULED CIVIC DEVELOPMENT
PUBLIC ASSETS AND NATIVE
COMMUNITY COMMITTEE MEETING FOR
JUNE 19, 2019.
AND OF PUBLIC SERVICE
ANNOUNCEMENT.
PLEASE PROCEED.
IT'S REALLY IMPORTANT.
YOU WOULD WANT TO MISS THAT
ONE.
WE ARE BACK TO THE BEGINNING.
HOW ABOUT IF WE GET TO THE
CHANGE IN TEAM ACCOMPLISHMENTS?
>> LET'S GO THERE NOW.
I AM REALLY PROUD OF OUR AGENCY
AND PART OF THE FOLKS THAT NOT
NLY DO THEY DO THEIR VERY
IMPORTANT DAY-TO-DAY JOB, THEY
PUT SO MUCH EFFORT INTO THIS
WORK SO I WANT TO THANK THEM
PUBLICLY AND THE PHOTO HERE AS
WELL AS PART OF THE CHANGE TEAM
FOR ALL THE WORK YOU DO TO KEEP
US ACCOUNTABLE AND HELP US DO
THIS WORK.
I WILL CLICK IF YOU WANT OR
JUST NOD.
>> THANK YOU JESUS.
I WANT TO ACKNOWLEDGE AND THANK
THE PARKS AND RECREATION CHANGE
TEAM FOR THEIR SUPPORT AND FOR
A FEW OF OUR MEMBERS AS JESUS
JUST RECOGNIZE ARE HERE.
I WOULD LIKE TO SAY THANK YOU
FOR BEING HERE.
EVERYBODY WAVE.
WE ARE PROUD THAT OUR CHANGE
TEAMS REPRESENT NEARLY EVERY
DIVISION AND STAFFING LEVEL IN
THE DEPARTMENT.
A QUICK SHOUT OUT TO OUR
RECENTLY RETIRED SUE GOODWIN,
FORMER CHANGE TEAM CO-LEAD.
UNFORTUNATELY SHE DID NOT BE
HERE WITH US TODAY.
REGARDING CHANGE TEAM
ACCOMPLISHMENTS AND CHALLENGES,
2018 OFFERED OPPORTUNITIES TO
INCREASE THE CHANGE TEAMS
ENGAGEMENT AT STRATEGIC LEVELS.
SO FOR INSTANCE, JESUS
MENTIONED THE ALL STAFF
FOUNDATIONS OF CHANGE OF OUR
APARTMENT TRAINING CAR NEARLY
ALL OF THE CHANGE TEAM MEMBERS
PARTICIPATED IN THAT AS
FACILITATORS OF THE CURRICULUM
THAT DAY.
THEN ALSO DISSIPATED IN FOLLOW-
UP SESSIONS. RELATED TO THE
DEPARTMENT STRATEGIC PLAN, THE
RACIAL EQUITY TOOLKIT
SPECIFICALLY, CHANGE TEAM
REVIEWED AND OFFERED A
FRAMEWORK OF GUIDING QUESTIONS
AND RECOMMENDATIONS TO TAKE THE
THINKING OF THAT TOOLKIT TO A
DEEPER LEVEL OF CONSIDERATION.
IN THIS ERA OF CLIMATE CHANGE,
THE CHANGE TEAM RECOGNIZES THAT
WE CANNOT HAVE ENVIRONMENTAL
SUSTAINABILITY WITHOUT EQUITY
AND SO WE HAVE BEGUN PUTTING
TOGETHER AN ENVIRONMENTAL
JUSTICE CURRICULUM THAT WILL BE
USED FOR STAFF TRAINING IN THE
FUTURE.
>> THAT IS GREAT.
I JUST WANT TO UNDERSCORE HOW
IMPORTANT THAT IS AND HOW MUCH
I APPRECIATE THE WORK YOU'RE
DOING.
I HOPE YOU WILL SHARE IT WITH
COUNSEL BECAUSE THIS IS
SOMETHING THAT WE WOULD BE VERY
INTERESTED IN AS WELL.
>> WE WOULD BE MORE THAN HAPPY
TO DO SO.
REGARDING THE OPPORTUNITY TO
HIRE, THE DEFERMENTS FIRST EVER
RSJI STRATEGIC ADVISOR, THANK
YOU BEA, THE CHANGE TEAM
CONTRIBUTED KEY
CHARACTERISTICS AND
QUALIFICATIONS ALONG WITH THE
BACK OF FRONTLINE STAFF TO THE
JOB DESCRIPTION. WE ARE VERY
PLEASED WITH THE RESULTS.
MY COLLEAGUE, JASON, WILL SPEAK
TO ADDITIONAL ACCOMPLISHMENTS
AS WELL AS CHALLENGES.
THANK YOU.
>> THANK YOU LINDA.
>> THE CHANGE TEAM WORKED HARD
TO FACILITATE THE PROCESS OF
NORMALIZING CONVERSATIONS ABOUT
RACE.
THROUGHOUT SEATTLE PARKS AND
RECREATION.
WE ASKED FOR FEEDBACK FROM THE
EXPANDED EXECUTIVE TEAM ABOUT
THEIR PERCEIVED BARRIERS
COPIERS, AND CONCERNS RELATED
TO HOLDING OUR SJ
CONVERSATIONS.
WE USED THIS FEEDBACK TO CREATE
A DOCUMENT WHICH CAN BE
REFERENCED BY STAFF TO HOLD
THESE CONVERSATIONS.
WE ALSO HAVE EDUCATION TO
INCLUDE FRONTLINE STAFF AND
EXECUTIVE LEVEL TRAININGS AND
WORKSHOPS SO THEIR BOSSES AND
OPINIONS COULD BE HEARD
DIRECTLY.
THIS INCLUSION TOOK PLACE ON
SEVERAL OCCASIONS AND IS STILL
CONTINUING INTO 2019.
NEXT SLIDE PLEASE.
NOW WE WOULD LIKE TO ADDRESS
SOME OF OUR CHALLENGES.
RACE AND SOCIAL JUSTICE IS A
HARD TEMPTATION TO HAVE.
IS A LONGTIME STRUGGLE WITHIN
THE DEPARTMENT. WHERE DO WE
START?
HOW DO WE INJECT THIS GOAL WORK
INTO STAFF?
IT STARTS WITH ME AND IT STARTS
WITH EVERYBODY IN THIS ROOM.
LET'S BE A PART OF OUR CORE
WORK.
HOW DO WE NORMALIZE
CONVERSATIONS ABOUT RACE?
WE MUST EMBED RSJ INTO ALL
LEVELS AND INVITE EVERYBODY TO
BE IN THE CONVERSATION.
WE NEED TO BE CONSISTENT AND
FOLLOW UP.
>> THE FOUNDATIONS OF CHANGE
EVENT HELPED OUR DEPARTMENT TO
GET AN IDEA OF WHERE OUR
STUFFINGS WE FIT ON THE
CONTINUING AND THAT BECAME JUST
ABOUT THAT MIDWAY PART.
MAKING EFFORTS TO BECOME AN
ANTI-RACE CONTINUUM, WITH THAT
BEING SAID, THE PARKS AND DECK
RECREATION IS CONTINUING THIS
WORK.
INCREASING ACCESS TO EVENTS AND
ACCOUNTABILITY STORE FOR STAFF
COMMITMENTS.
WE ARE TRYING TO INCREASE
SOLUTIONS.
ACCOUNTABILITY AT THE EXECUTIVE
LEVEL AND MID-LEVEL MANAGEMENT
IS A CHALLENGING ELEMENT OF OUR
WORK.
IN 2018 THE CHANGE TEAM ASKED
DIVISION DIRECTORS TO CREATE
PERSONAL ACTION PLAN TO OUTLINE
WHAT THEY ARE GOING TO DO TO
MOVE US TOWARDS BECOMING AN
ANTIRACIST ORGANIZATION.
IMPORT OUR SUPERINTENDENT'S
OFFICE AND HR ARE CONSIDERING
MORE PRODUCTIVE WAYS TO HOLD
MANAGERS ACCOUNTABLE TO THEIR
COMMITMENTS TO RSJ.
LAST THING IS STREAMLINING THE
DISTRIBUTION OF INFORMATION
ACROSS A BODY OF STAFF WITH
WIDE-RANGING WORKING CONDITIONS
HAS BEEN A CHALLENGE.
WHERE CONTINUING TO LOOK AT
MORE OPTIONS TO BRING THAT RSJ
INFORMATION AND INFORMATION TO
OTHERS.
>> TELL US WHAT KIND OF
CONVERSATIONS EMERGED FROM
THAT?
>> WE BROUGHT A SUMMARY
INITIATIVE OF THE THINGS EACH
DIRECTOR BROUGHT.
>> I WOULD LOVE TO SEE THAT.
>> PERSONALLY I ONLY WORK IN
ONE DIVISION SO I WOULD PASS
THAT OVER TO BEA TO GIVE US
MORE INFORMATION .
>> THIS WAS DEEMED TO BE A GOOD
FIRST START.
THERE WERE 3-4 POINTS THAT EACH
HAD AGREED THAT THEY WOULD DO.
>> THIS WAS AN EXERCISE THAT
WAS PART OF OUR CHANGE TEAM AND
EXECUTIVE LEVEL STAFF RETREAT.
IT WAS MEANT TO GET THE WHEELS
TURNING IN TO GET THEM THINKING
ABOUT IT.
IT WAS MORE OF A TOOL FOR THEM
TO USE THAN IT WAS A OFFICIAL
DOCUMENT TO SEND OUT TO
SEPARATE IT WAS A GOOD PLACE TO
START.
THEN WE FOLLOWED THAT UP WITH,
WE HAD EVERY RIGHT DOWN THERE
DIFFERENT CONCERNS AND THE
THINGS THEY PERCEIVED AS
BARRIERS TO HAVING THESE
CONVERSATIONS AND WE CREATED A
DOCUMENT THAT THEY COULD
REFERENCE TO HELP THEM GET
ALONG IF THEY GOT STUCK AND
THEY CAN LOOK AT THINGS PEOPLE
HAD SUGGESTED ARE DIFFERENT
WAYS TO START THE CONVERSATION.
>> THOSE OF YOU IN THE GROUP
AND THOSE OF YOU IN THE
AUDIENCE, DO YOU HAVE A SENSE
THAT OVER THE LAST YEAR AND A
HALF THAT PROGRESS IS BEING
MADE?
DO YOU SEE STUMBLING AREAS?
MAYBE THE QUESTION IS, ARE YOU
GIVING EACH OTHER ROOM FOR
GRACE?
YOU MAKE A MISTAKE AND PICK IT
UP AND START AGAIN?
CAN YOU TALK A LITTLE BIT ABOUT
THAT?
>> ONE OF THE THINGS CHANGE
TEAMS LIKE TO SAY IS THERE IS
NO PERFECT ANSWER.
YOU DON'T HAVE TO BE AN EXPERT
TO START THESE CONVERSATIONS.
IF YOU DO SOMETHING THAT IS OUT
OF LINE, ASK FOR FEEDBACK.
LOOK FOR DIFFERENT WAYS TO
ADDRESS THAT AND LEARN.
I WOULD SAY AT LEAST IN OUR
DIVISION, MY DIVISION I COULD
SAY, I AM DEFINITELY SEEING
CHANGE. I HAVE SEEN A LOT OF
EFFORTS THAT I HADN'T SEEN
BEFORE.
>> I THINK MAYBE THAT IS
GETTING WHAT I WAS LOOKING AT.
ARE THERE EFFORTS?
ARE PEOPLE TRYING?
SO WE ALL STUMBLE BUT WE PICK
OURSELVES UP AND YOU ASK FOR
FORGIVENESS OR CLARITY AND MOVE
FORWARD.
YOU ARE FEELING THAT THERE IS
THAT CHANGE IN PARKS?
>> I FEEL IT HAS STARTED,
DEFINITELY PICK
>> I WOULD LIKE TO SPEAK TO
OFFERING GRACE IN MYSTICS.
AND RECOGNIZING THAT MISTAKES
WILL HAPPEN.
THIS WORK IS NOT ALWAYS COME
TRIPLE AND IT WILL BE
UNCOMFORTABLE AND IF YOU LEAN
INTO THAT DISCOMFORT, THERE IS
STILL THIS PLACE OF GRACE WHILE
YOU ARE IN THAT DISCOMFORT TO
LEARN, TO GROW, TO DO A SELF-
ASSESSMENT AND TO DO THE WORK
TO GET TO THE PLACE THAT YOU
NEED TO BE.
I FEEL WE USE THAT AS A KEY
MESSAGE AND IT'S PERMEATING
THROUGHOUT THE DEPARTMENT.
AS WAS MENTIONED, THE
CONVERSATION STARTED AND THE
DIVISION TO THE SHIP WORKS WITH
ME TO DEEPEN THE CONVERSATION
AND DEEPENING THE SELF
ASSESSMENTS IN THEIR WORK TO BE
LEADERS AND TO LEAD US THROUGH
THIS ORGANIZATIONAL CHANGE, A
SHIFT WITH EQUITY AT THE
FOREFRONT.
EQUITY WOVEN THROUGHOUT.
>> COUNCILMEMBER GONZALEZ?
>> ONE OF THE THINGS THAT I
NOTICED A LOT IN OUR RSJ
PRESENTATIONS FROM MULTIPLE
PARTIES, NOT JUST THIS ONE, IS
THAT OFTEN TIMES IT IS A
PRESENTATION THAT IS REALLY
SQUARELY FOCUSED ON INWARD
AN ORGANIZATION, HOW ARE WE AS
TREATING EACH OTHER AS
COLLEAGUES, HOW ARE THE
STRUCTURES OF INSTITUTIONAL
RACISM BLEEDING INTO
PROGRAMMATIC WORK OR POLICY
WORK THAT WE ARE DOING AND
SERVICE OF OTHERS, AND WHAT I
DON'T SEE A LOT OF IS THE
REALITIES OF HOW RACE IMPACTS
THE WORK OF EMPLOYEES IN PUBLIC
FACING AGENCIES LIKE THE
SEATTLE PARKS AND RECREATION.
I HAVE HEARD SOME STORIES ABOUT
SOME REALLY DISGUSTING
EXPERIENCES OF ENCOUNTERING
BOLDFACED RACISM BY SEATTLE
PARKS AND RECREATION EMPLOYEES
IN INTERACTION WITH THE GENERAL
PUBLIC AND THEY WATCH GET AN
UNDERSTANDING OF HOW A CHANGE
TEAM AND JESUS CALL YOU AND
OTHERS ARE TAKING ABOUT HOW TO
ADDRESS SOME OF THOSE REALLY
HOSTILE, TOUGH EXPERIENCES THAT
OUR EMPLOYEES, WHO ARE
INTERACTING WITH THE GENERAL
PUBLIC, I.E.
NOT OTHER CITY EMPLOYEES, IN
SORT OF THEIR DAY-TO-DAY WORK
AND WHEN THEY HAVE THOSE KINDS
OF EXPERIENCES, HOW ARE WE
SUPPORTING OUR EMPLOYEES AND OUR
WORKERS TO DEAL WITH THOSE
REALLY TRAUMATIZING EXPERIENCES
FOR MANY PEOPLE OF COLOR?
>> JUST TO MAKE SURE I
UNDERSTAND, YOU ARE SPEAKING TO
SORT OUT THE BEHAVIOR THAT OUR
EMPLOYEES ARE SUBJECTED TO BY
MEMBERS OF THE PUBLIC?
>> RIGHT.
I MEAN THERE IS ONE THING ABOUT
MICRO AGGRESSIONS, AGGRESSIONS
IN THE WORKPLACE THAT ARE
COMING FROM YOUR SUPERVISOR,
YOUR COLLIE, WHATEVER THE CASE
MAY BE, BUT IN ORGANIZATIONS
AND AGENCIES LIKE SEATTLE PARKS
AND RECREATION WHERE PEOPLE ARE
IN A POSITION OF CAUGHT YOUR
JOB FUNCTION IS TO INTERACT
WITH THE GENERAL PUBLIC, HOW
ARE WE ADDRESSING AND CENTERING
THOSE EXPERIENCES AS PART AND
PARCEL OTHER RACE AND SOCIAL
JUSTICE WORK?
I KNOW HERE AT THE CITY COUNCIL
WE HAVE BEEN TRYING TO TAKE A
HARDER LOOK AT THE TYPES OF
INTERACTIONS OUR OWN
LEGISLATIVE DEPARTMENT
EMPLOYEES ARE HAVING IN THE
COURSE OF INTERACTING WITH THE
GENERAL PUBLIC BECAUSE IT CAN
BE VERY HARSH AND REALLY
IMPACTFUL AND I WAS WONDERING
IF YOU COULD ADDRESS THAT
PARTICULAR POINT?
>> IT IS A GREAT POINT AND I
WILL TELL YOU, IT'S NOT
SOMETHING THAT SPECIFICALLY I
CAN POINT TO INITIATIVES AND
FOLKS OF THE TABLE MIGHT BE
ABLE TO.
I THINK WE DO A LOT OF WORK
WITH OUR EMPLOYEES AND HELPING
THEM BOTH EMPOWERING THEM AND
IN TERMS OF HOW WE MAKE SURE
THEY ARE SAFE, STILL GIVING US
FEEDBACK IN TERMS OF THE
SITUATIONS WE PUT THEM IN
WHETHER IT'S FOLKS IN THE
FRONTLINE STAFF IN OUR SEATTLE
PARKS AND RECREATION DIVISION
WHO ARE HELPING US WITH
DIFFERENT THINGS OR PEOPLE IN
THE COMMUNITY CENTERS WHO ARE
INTERACTING WITH THE PUBLIC AND
OTHER THINGS.
SO PART OF IT IS JUST AN
EMPLOYEE SAFETY PIECE BUT I
THINK YOU ARE RIGHT.
WE NEED TO DIG MORE DEEPLY INTO
THESE SPECIFIC TYPES OF ISSUES
IN TERMS OF WHAT THE EMPLOYEES
DEAL WITH.
I THINK PART OF THE
CONVERSATION WE ARE HAVING
ACROSS THE AGENCY WITH REGARD
TO RACE AND SOCIAL JUSTICE IS
EMPOWERING THEM WITH THAT
INFORMATION WITH THE ABILITY TO
HAVE THOSE TYPES OF
CONVRSATIONS.
I THINK WE NEED TO ADD MORE
STRUCTURE TO THAT.
IS A GREAT QUESTION, ONE I HAVE
NOT THOUGHT THAT MUCH ABOUT.
>> IF I COULD ADD COTTAGE WITH
18 WE DID NOT PUT THIS IN OUR
ACCOMPLISHMENT BECAUSE WE
DIDN'T MOVE MUCH BEYOND THE
CONVERSATION STAGE.
BUT WE DID SPEAK WITH
CHRISTOPHER WILLIAMS WHO HAS
BEEN ACTING AS SUPERINTENDENT
ABOUT MAYBE CREATING SOMETHING
LIKE A LISTENING CIRCLE OR A
HEALING CIRCLE, THAT KIND OF
THING TO ACKNOWLEDGE THAT HER
WAS DONE.
AND TO TRY TO GIVE THEM MORE
RESOURCES THAN JUST A FEW DAYS
OFF IF SOMETHING TRAUMATIC
HAPPENS.
THAT CONVERSATION HASN'T GONE
MUCH BEYOND THAT BUT IT IS
DEFINITELY SOMETHING WE WANT TO
PURSUE AND COME UP WITH
TANGIBLE SOLUTIONS TO TRY TO
HELP AND SUPPORT OUR STAFF.
>> I THINK PARTICULARLY FOR
AGENCIES THAT HAVE FRONTLINE
STAFF THAT INTERACTS FREQUENTLY
WITH PEOPLE IN THE PUBLIC, IT
IS REALLY IMPORTANT TO HAVE
THAT ADDITIONAL LAYER OF WORK BE
PART OF THIS.
EMPLOYEES WILL IN SOME CASES
FEEL THAT IT'S PART OF THEIR
JOB TO TAKE THAT ABUSE AND THAT
BEHAVIOR AND THEY BELIEVE THAT
BECAUSE THEY ARE GOOD PUBLIC
SERVANTS FIRST AND FOREMOST BUT
ALSO BECAUSE THEY MAY NOT HAVE
YET BEEN A CULTURE ESTABLISHED
THAT ALLOWS THOSE EMPLOYEES AND
THOSE WORKERS TO FEEL LIKE THEY
ARE EMPOWERED TO SAY TO THE
GENERAL PUBLIC, YOU CAN'T TREAT
M THAT WAY.
SO I THINK IT'S REALLY
IMPORTANT FOR US TO HAVE
LEADERS AND SUPPORTERS WITHIN
AGENCIES PARTICULARLY THOSE WHO
INTERACT WITH THE PUBLIC WHO
ARE REALLY COMMITTED TO
CULTIVATING THAT TYPE OF
CULTURE FOR THE OVERALL HEALTH
OF OUR WORKFORCE.
>> THAT'S A REALLY GOOD POINT,
THANK YOU FOR BRINGING THAT UP.
WE MIGHT REACH OUT TO SOME OF
OUR COMPANION ORGANIZATIONS.
I AM THINKING SPECIFICALLY
ALASKA AIRLINES.
I KNOW THEY HAVE INDIVIDUALS
WHO ARE TRAINED TO DO THIS AND
TO HELP THEIR EMPLOYEES WHO
HAVE TO DEAL WITH IRATE
CUSTOMERS.
SO IF YOU WOULD LIKE TO GIVE ME
THE NAME OF AN INDIVIDUAL TO
FOLLOW-UP I WOULD LOVE TO.
IT'S A REALLY GOOD POINT.
I THINK OFTEN TIMES WE JUST
NEEDED.
WE TAKE ALL THIS INCOMING FLACK
AND WE THINK WE HAVE TWO.
WE DON'T HAVE TO.
SO WELL DONE.
THAT'S A GOOD POINT.
>> I THINK ONE SORT OF PLACE
HERE WE CAN START T
STATION IS WE ARE WORKING WITH
OUR FRIENDS AT SEATTLE CENTER
AND LIBRARIES AND HELPING OUR
EMPLOYEES UNDERSTAND, HOW DO WE
CONSISTENTLY ADDRESS SOME OF
THESE ISSUES BUT TURNING THAT
AROUND IS REALLY REALLY
POWERFUL WAY TO DO IT.
>> THAT'S A GREAT IDEA.
GOOD FOR YOU, ANYTHING ELSE YOU
WOULD LIKE TO ADD BESIDES YOUR
LAST SLIDE?
>> WE HAVE ABOUT 13 MORE
SLIDES.
JUST KIDDING.
>> ROBERT IS REALLY IN ENJOYING
LISTENING TO ALL OF MY
QUESTIONS.
>> LOOKING FORWARD TO 2019, I
MENTIONED OUR STRATEGIC AND.
THAT'S PROBABLY THE MOST
IMPORTANT INITIATIVE WE WILL DO
IN THE NEXT COUPLE OF YEARS
BECAUSE IT WILL DETERMINE THE
POSITIONING OF THE SEATTLE
PARKS AND RECREATION IN THE
NEXT 12 YEARS.
PART OF THAT IS THE PARK
DISTRICT BUT JUST GENERALLY
WITH EVERYTHING ELSE.
WE ARE REALLY WORKING HARD IN
TERMS OF THE ENGAGEMENT AND
REALLY MAKING SURE IT IS
ANCHORED IN EQUITIES WORRIED
ARE DOING A LOT OF THOSE
CONVERSATIONS.
MORE TO COME IN 2019.
WE ARE CONTINUING WITH OUR
INITIATIVE PATHWAYS TO EQUITY
WHICH IS OUR COMMITMENT TO RSJI
AND CANDIDATE IS LEADING US
AND WE CAN HAVE HER TALK A
LITTLE BIT MORE ABOUT THAT.
FINALLY I HAVE ALREADY
MENTIONED, CONTINUING THE
CONVERSATION AGENCYWIDE IN
TERMS OF THE FOUNDATION OF
CHANGE TRAINING 2.0 AND WE WILL
KEEP WORKING ON THAT.
>> WERE YOU GOING TO ADD
SOMETHING BEA?
>> I WAS JUST GOING TO ADD MORE
ABOUT PATHWAY TO A WITTY.
IT IS SPR'S COMMITMENT TO THE
RACE AND SOCIAL JUSTICE
INITIATIVE.
WE UTILIZE THE FOLLOWING
PILLARS TO MOVE SPR ALONG THE
PATHWAY TO INSTITUTIONAL AND
STRUCTURAL REMOVING RACISM.
THOSE PILLARS ARE ORGANIZING
AND ADVOCACY, INFRASTRUCTURE,
BUILDING TOOLS AND TRAINING,
APPLICATION AND ACCOUNTABILITY,
AND ULTIMATELY TO RECOGNIZE
DIVISION.
>> NICE.
WELL-DONE.
>> WE ARE LOOKING FORWARD TO
ANOTHER GREAT YEAR.
>> I AM REALLY IMPRESSED.
WHAT HAPPENED OVER I ALMOST 10
YEARS HERE ON COUNSEL, IS THE
WAY WE ARE APPROACHING THIS
STRIKES ME AS BEING REAL.
IT IS GENUINE.
IT'S NOT JUST DATA AND
STATISTICS.
HOW IS THIS IMPACTING EACH ONE
OF US.
I THINK YOU HAVE BROUGHT A VERY
REFRESHING TONE TO THIS AND
ALSO I LIKED WHAT YOU SAID,
MANY OF US WILL TRIP ON
SOMETHING UNINTENTIONALLY BUT
HAVING THE OPPORTUNITY TO COME
BACK AND MAKE IT RIGHT WITH AN
INDIVIDUAL, I AM VERY
RESPECTFUL OF THAT.
SO THINGS TO ALL OF YOU.
ONE MORE PITCH, LINDA, YOU AND
I WILL BE TALKING.
MY BEST NEW GIRLFRIEND HERE.
I AM EXCITED ABOUT WHAT WE WILL
BE UP TO OFFER BELLS ON.
PEOPLE FORGET BELT ON.
SOMEHOW THEY THINK IT'S A VERY
WEALTHY AREA, THAT THERE'S ALL
THIS STUFF HAPPENING, BELLTOWN
IS A NEIGHBORHOOD THAT REALLY
WANTS TO GROW.
IT'S AT THIS INTERSECTION NOW
BETWEEN THE ARENA AND DOWNTOWN
BUT IS ONE OF THE FASTEST
GROWING NEIGHBORHOODS WITH VERY
LOW INCOME FAMILIES AND
INDIVIDUALS SO AS WE ARE
LOOKING AT MAKING PARTS, I'M
SORRY THAT THE BELLTOWN
COMMUNITY CENTER CLOSED BUT IT
WAS A LEASE WE UNDERSTOOD THERE
WAS NO PROMISE IT WAS BE THERE
FOREVER.
BUT I WANT TO BE WORKING WITH
YOU IN PARKS TO HELP THIS IDEA
ABOUT THE BELLTOWN BOB.
IT STANDS FOR BELLTOWN ORCHARD
AND MACN IS REAL FOR PEOPLE.
ENCOURAGING THE NEIGHBORS TO BE
ABLE TO PICK UP AND DESIGN IT.
HEY ALREADY HAVE THE DE
THEY JUST WANT THE SUPPORT TO
BE UP TO GO FORWARD.
AS I MENTIONED EARLIER, THE
MAYOR TODAY SAID SHE WILL
SUPPORT ME IN THIS EFFORT SO
THERE IS SO MUCH GOOD THAT CAN
COME FROM THAT.
WELL GO PARKS AND RECREATION!
THANK YOU.
NEXT, DO I HAVE ANYTHING ELSE
TO READ IN?
>> I WILL INVITE OUR FRIENDS
FROM SEATTLE CENTER TO JOIN US.
>> ITEM NUMBER 1, 2018 RACE
AND SOCIAL JUSTICE INITIATIVE
FOR SEATTLE CENTER.
>> PRESENTATION TO SEATTLE CITY
COUNCIL AND CREW , IT'S GOOD TO
HAVE YOU HERE.
>> WE HAD ONE PERSON SIGN IN.
IS THERE IS ANYTHING YOU WOULD
LIKE TO ADD? WE HAVE ONE PERSON
WHO SIGNED IN BUT SINCE WE HAD
SORTED A SQUIRREL HE START, WE
WILL GO AHEAD CATHERINE AND
PROVIDE YOU WITH TIME.
TAKE WHICHEVER MICROPHONE
APPEALS TO YOU.
WE WILL SIGN YOU UP FOR TWO
MINUTES AND THERE.
PLEASE INTRODUCE YOURSELF.
WE HAVE YOU SIGNED IN.
>> HELLO.
MY NAME IS CATHERINE AND THANK
YOU COUNSEL FOR THE OPPORTUNITY
TO TESTIFY TODAY.
I AM A VOLUNTEER WITH 350
SEATTLE WHICH IS A CLIMATE
JUSTICE ORGANIZATION,
GRASSROOTS ORGANIZATION.
YESTERDAY WITH GOT GREEN, IN
PARTNERSHIP WITH GOT GREEN, WE
PRESENTED THE SEATTLE GREEN NEW
DEAL WHICH IS A RACE AND EQUITY
ISSUE AS WELL.
WE PRESENTED A LETTER TO MAYOR
JENNY DURKIN AND TO THE COUNSEL.
I REALLY JUST WANTED TO TAKE
THIS OPPORTUNITY TO ASK YOU ALL
TO READ THE LETTER OR TO LOOK
FOR THE LETTER.
IT WAS ENDORSED BY OVER 100
BUSINESSES AND ORGANIZATIONS.
THIS CAMPAIGN HAS JUST STARTED
AND WE ARE REALLY EXCITED ABOUT
IT.
WE ARE READY FOR BIG CHANGE IN
THE CITY TO REDUCE OUR CLIMATE
POLLUTION BY 2030.
I WOULD APPRECIATE SO MUCH THAT
I WAS ABLE TO LISTEN TO THIS
HEARING. WE KNOW THAT CLIMATE
ISSUES ARE RACE AND EQUITY
ISSUES AND WE KNOW THAT CITIES
NEED TO BE THE FACE OF MAKING
THESE CHANGES.
SO I REALLY APPRECIATE BEING
HERE.
I APPRECIATE EVERYTHING THAT
EVERYONE IS DOING AND PLEASE
LOOK OUT FOR THE SEATTLE GREEN
NEW DEAL.
THANK YOU.
>> THANK YOU FOR COMING DOWN.
ALL RIGHT, ROBERT NELLAMS, DO
YOU WANT TO START
INTRODUCTIONS?
>> I AM TRAVERTINE, DIRECTOR OF
SEATTLE CENTER.
>> MY NAME IS CHRIS ZHANG, I
COME FROM SEATTLE CENTER
SUPERVISOR.
I WILL ALSO BE WITH THAT CHANGE
TEAM FOR SIX YEARS AND RECENTLY
WAS APPOINTED AS A CO-LEAD.
HAPPY TO BE HERE TODAY.
>> REGULATIONS.
>> 15, I WORK IN THE
REDEVELOPMENT DIVISION.
I AM ALSO THE TRENTON CO-LEAD
AS OF THIS YEAR.
>> THANK YOU BOTH.
>> I BROUGHT CHRIS AND JUST
COME WITH ME, THEY ARE THE
NEWLY APPOINTED COCHAIRS OF OUR
CHANGED TEAM AND I PROMISED
THEM THEY WOULD NOT HAVE TO SAY
ANYTHING.
>> THEY DON'T HAVE TO BUT WE
WANT YOU TO!
>> VERY GOOD.
SO I WILL GO THROUGH AND I WILL
START WITH THE 2018
ACCOMPLISHMENTS.
I WILL WALK THROUGH THIS.
FIRST OFF, WE HAVE OVER 16,000
EVENTS AT SEATTLE CENTER AND
OVER 500 PUBLIC PROGRAMS AND
EVENTS THAT WE PRODUCE.
WE START BY MAKING SURE THAT AT
ALL OF OUR EVENTS WE
ACKNOWLEDGE THE FACT THAT WE
ARE ON INDIGENOUS LAND AND
TRADITIONAL TERRITORIES OF THE
CO-SAILORS PEOPLE AND WE TRY TO
GET THAT SO EVERYONE DOES THAT.
IT'S THE FIRST STEP IN MOVING
ON BUT THAT IS A WAY THAT WE
START ALL OF OUR EVENTS AND
HOPEFULLY WE ARE LEADING BY
EXAMPLE AND MODELING THE WAY
FOR OTHERS TO START TO
ACKNOWLEDGE THE PLACE THAT WE
RESIDE.
THAT IS A SMALL THING ON ONE
HAND BUT A BIG THING ON ANOTHER.
THAT WAS IN OUR EQUITY AREA OF
ARTS AND CULTURE.
IN OUR EQUITY AREA OF HEALTH WE
PRODUCED OUR FIFTH HEALTH
CLINIC IN THE ARENA AND THAT
WAS IN 2018.
WE WERE BLESSED TO BE ABLE TO
DO THAT.
WE MOVED IT UP TO SEPTEMBER SO
WE COULD GET IT DONE BEFORE THE
ARENA WAS TURNED OVER TO OBG
FOR THE CONSTRUCTION OF A NEW
ARENA.
WE ARE REALLY HAPPY AND PLEASED
TO ANNOUNCE AND WE HAVE MADE IT
CLEAR TO A NUMBER OF PEOPLE
THAT WE ARE GOING TO DO OUR
NEXT CLINIC IN FEBRUARY 2020 AT
SEATTLE CENTER.
>> THANK YOU FOR DOING THAT.
>> ON THE JOBS AND ECONOMIC
DEVELOPMENT PEACE, WE SPENT,
BECAUSE OF THE CLOSING OF KEY
ARENA WE SPENT A LOT OF TIME
AND ENERGY AND EFFORT WORKING
ON MAKING SURE THAT SOME OF OUR
FULL AND PART-TIME STAFF AT KEY
ARENA WOULD BE ABLE TO
TRANSITION FROM THOSE JOBS ONCE
THE ARENA WAS CLOSED TO
MAINTAIN GAINFUL EMPLOYMENT
GOING FORWARD.
WE ARE VERY HAPPY TO REPORT
THAT ALL 31 MEMBERS OF THE FULL
AND PART-TIME TEAM THERE WERE
ABLE TO EITHER GAIN OTHER CITY
EMPLOYMENT OR CHOOSE TO RETIRE
ON THEIR DISCRETION.
WE PLACED ALL HUNDRED PERCENT
OF PEOPLE WHO WANTED TO HAVE
JOBS AND SO FORTH AND A COUPLE
IN OTHER DEPARTMENTS, A NUMBER
IN HOURS COUPLE WE ARE VERY
HAPPY ABOUT THAT.
THE CLOSING OF THE ARENA WAS A
HUGE CULTURAL AND EMOTIONAL
ISSUE FOR OUR ORGANIZATION. WE
ARE GOING TO HIGHLIGHT
DIFFERENT THINGS THAT WE HAVE
DONE THROUGHOUT AS PART OF OUR
RSJ WORK INTERNALLY.
UNDER SERVICE EQUITY, THERE IS A
PODCAST THAT I WOULD LIKE TO
STEER YOU THROUGH AND IT IS UP
THERE, WE WILL SEND THE LINK IN
THE PRESENTATION, BUT IT IS A
PODCAST CALLED YES AND.
WE ARE USING THE NARRATIVE OF A
NUMBER OF PEOPLE OF COLOR IN
OUR COMMUNITY TO EXPAND THE
SEATTLE CENTER FESTC PROGRAM.
RIGHT NOW IT SAYS THERE ARE
FOUR PODCAST BUT THERE ARE NOW
SEVEN BECAUSE THERE IS ONE DONE
EACH MONTH.
THE FIRST FOUR WERE ABOUT OUR
STORY, THE SECOND WAS TO CHOOSE
THE LIFE WE LIVE, THE CREATIVE
HUSTLE IN SEATTLE, THE THIRD
ONE WAS ABOUT LATINS IN SEATTLE.
THE NEXT ONE WAS ON
HOMELESSNESS IS AND TALK TO
PEOPLE ABOUT THE CIRCUMSTANCES
IN YOUR LIFE THAT MAY CHANGE
THAT WOULD CREATE A SITUATION
WHERE THAT COULD HAPPEN.
THAT IS SOMETHING THAT WE ARE
VERY PROUD OF AND THE YOUNG LADY
THAT IS WORKING AND BRINGING
ALL THOSE PEOPLE TOGETHER IS
JUST FANTASTIC.
TO PIN IT ON ANOTHER THING, OUR
NEXT LUNCH AND LEARN OUR
COCHAIRS ARE PUTTING TOGETHER
IS ON HOMELESSNESS AND THE
PANEL THEY ARE PUTTING TOGETHER
WILL BE MEMBERS FROM THAT
PODCAST.
SO IT IS SOMETHING THAT WE DO.
THEY DO A FANTASTIC JOB SO WE
INVITE NOT JUST OUR OWN STAFF
BUT STAFF FROM ALL OF THE
ORGANIZATIONS ON THE CAMPUS AND
WE SHARE DIFFERENT TYPES OF
INFORMATION WITH THEM.
>> WHEN IS YOUR
HOW MIGHT YOU DO THINGS A
LITTLE DIFFERENTLY?
WE'RE STARTING TO TURN OVER
THOSE ROCKS SO AS WE GO FORWARD
THE WORKS WILL BE AS INCLUSIVE
AS POSSIBLE SO WE WILL BE ABLE
TO BE FAR MORE COMPLIANT AS WE
MOVE FORWARD.
>> MAYBE IT'S SOMETHING YOU'RE
ALREADY WORKING ON BUT GETTING
INTO THE ARMORY WITH SOMEBODY
WHO HAS WALKING DIFFICULTIES IS
A MAJOR CHALLENGE WHETHER YOU
COME AS CLOSE AS THE SPACE
NEEDLE OR THE END OF HARRISON.
DO YOU HAVE ANY MOBILE ASSIST
LIKE THE LITTLE GOLF CARTS THAT
CAN PICK PEOPLE UP OR ANYTHING
LIKE THAT?
WE DO NOT HAVE THAT YET.
WE ARE DEFINITELY STARTING TO
HAVE THAT CONVERSATION.
SOME OF OUR RESIDENT
ORGANIZATIONS HAVE STARTED THAT
PROGRAM.
I BELIEVE OTHERS DO THAT AS A
LITTLE SHUTTLE TO THEIR THEATER
OR THEIR EVENTS IN THE EVENING
AND WE ARE LOOKING OUT THE
POSSIBILITY OF MAYBE
PIGGYBACKING THAT.
THE KEY TO THAT IS WHEN TO DO
THAT AND HOW OFTEN.
YOU DON'T WANT TO SET UP AN
EXULTATION THAT YOU CAN'T MEET
SO BEFORE I MAKE THIS LEAP INTO
SOMETHING I WANT TO MAKE SURE
THAT IT IS SOMETHING THAT WILL
WORK.
>> I AM THINKING ABOUT THAT
FROM AN ALL AGES AND ABILITIES
APPROACH.
IF THERE WAS EVEN A NUMBER THAT
SOMEBODY COULD CALL IN ADVANCE
AND SAY CAN I MEET YOU AT THIS
CORNER AT 7:00 FOR A PICKUP TO
GO TO THE ARMORY
>> NOT TO GO TOO CRAZY OR WHAT
HAVE YOU BUT FOR STAFF WHO MAY
HAVE SOME ISSUES EITHER
MOBILITY OR EVEN A SAFETY
ISSUE, OUR EMERGENCY SERVICES
STAFF CALL YOU CAN CALL THEM
AND THEY WILL ESCORT YOU TO
YOUR BUS STOP OR YOUR MODE OF
TRANSPORTATION TO COME TO OR
FROM.
WE HAVE NOT TRANSITIONED THAT
OR INCREASED THAT SERVICE FOR
THE GENERAL PUBLIC BECAUSE WE
HAVE BEEN A LITTLE FEARFUL BUT
WE MIGHT BE A LITTLE
OVERWHELMED.
>> YOU MIGHT GET A LOT OF CALLS
EVERY NIGHT BUT I APPRECIATE
THE FACT, THIS IS A
CONVERSATION WE OFTEN HAVE BUT
PART OF THE SOCIAL JUSTICE
EXPANDS TO THOSE WITH
DISABILITIES AND ALL AGES,
THANK YOU FOR PUTTING IT INTO
YOUR NEXT FIVE-YEAR PLAN.
>> MAY I JUST ADD A LITTLE BIT?
BECAUSE I WORK IN CUSTOMER
SERVICE, WE OFTEN GET CALLS
ABOUT CONCERN OF HOW TO GET
HERE, WHERE IS THE CLOSEST
PLACE.
WE WILL DIRECT THEM TO CERTAIN
HOURS WHEN THE GATES OPEN
BECAUSE WHEN THERE ARE LOTS OF
PEDESTRIANS WERE CONCERNED
ABOUT HOW THE PEDESTRIANS HAVE
SAFETY, WE DIRECT THEM TO THE
RIGHT PLACE.
THEY CAN UNLOAD AND ENTER THE
BUILDING RIGHT AWAY.
WE ALSO HAVE WHEELCHAIRS IN
CUSTOMER SERVICE.
SOMETIMES WE WILL RING A
WHEELCHAIR TO MEET THEM AT THE
GATE WE TALKED ABOUT AS A
GROUP, EMPLOYEE INVESTOR
SERVICES.
CAN WE HAVE A CAR TO TRANSFER
PEOPLE AROUND AND THERE IS
SAFETY ISSUES WE HAVE NOT
WORKED OUT YET.
IT SOUNDS TO ME LIKE THE CITY
HAS SOME CONCERN WHEN YOU USE A
CITY VEHICLE TO TRANSPORT
PEOPLE.
THERE MIGHT BE LIABILITY
ISSUES.
>> THOSE ISSUES ARE RESOLVABLE.
WE CAN TALK ABOUT METRO TRANSIT
AS AN EXAMPLE.
THEY HAVE, ONE THING IS, THAT'S
WHY WE HAVE INSURANCE BUT THE
OTHER IS THAT THERE ARE WAYS TO
MAKE IT SAFER FOR INDIVIDUALS.
I WOULD ASK, I WOULD REALLY
ESPECIALLY ASK, DON'T LET
LIABILITY ISSUES ALONE STOP US
FROM DOING SOMETHING THAT WILL
MAKE IT ACCESSIBLE FOR
EVERYONE.
>> WE WON'T.
WE DON'T DO THAT.
SO JUST OTHER CHALLENGES AND
LESSONS LEARNED, TO GET TO A
POSITION WHERE WE CAN ACTUALLY
DO A CLINIC IN FEBRUARY 2020,
WE HAVE TO FIGURE OUT WHERE TO
PUT IT.
WITHOUT THE ARENA THAT HAD ALL
THE AMENITIES THAT WE NEEDED,
WE ARE COBBLING TOGETHER A
NUMBER OF THINGS AND THINGS FOR
THE PARTNERSHIP, OTHERS
OFFERING THEIR LOBBY.
ANOTHER HALL WILL BE A PART OF
THAT AND THE FISHER PAVILION
WILL BE PART OF THAT.
OTHERS CALLED THE UPPER HIS NEW
SPACE, THEY SAID IF THERE'S
ANYTHING YOU NEED WE WILL DO
THAT.
SO I JUST WANTED TO SAY THAT IS
FAR AS THOSE TYPES OF THINGS
EVERYONE WAS ALL IN.
THEN THE FUNDERS WHO ARE HELPING
DO THAT ARE ALL KIND OF
LIGHTNING BACK UP AND THE
PARTNERSHIPS AND SO FORTH SO
ARE WE ARE REALLY EXCITED.
THE ORIGINAL LESSON WAS CUT WE
DIDN'T KNOW WHERE TO PUT IT.
WE TRY TO LOOK AT GOING OFF-
SITE TO ANOTHER PLACE.
BUT THAT DIDN'T WORK OUT.
WE WERE CHALLENGED AND
ETERNALLY ONE OF OUR STAFF
NUMBERS SAID WE HAVE TO COME
BACK TO SEATTLE CENTER AND MAKE
SURE WE CAN DO THIS.
SO WE DID.
I'M JUST REALLY PROUD THAT
FOLKS REFUSED TO GIVE UP AND
THAT WAS GOOD.
THE OTHER THING I MENTIONED,
THESE TWO ARE CONTESTED AND OUR
CHANGE TEAM IS IN TERMS OF
LUNCH AND LEARN SERIES.
WE HAVE TACKLED ALL SORTS OF
THINGS.
THEY ARE WILLING TO PUT IN
FRONT OF OUR STAFF THE MOST
DIFFICULT ISSUES, WORKFORCE
EQUITY, WHATEVER IT IS, THEY
WILL PUT IT TOGETHER AND WE
WILL HAVE A CONVERSATION ABOUT
IT.
LIKE I SAID, WE INVITE THE
WHOLE CAMPUS TO JOIN US AND WE
TRIED TO DEVELOP SOME GROWTH
AND OPPORTUNITIES FROM THAT.
IS NOT JUST THAT WE HAVE A
CONVERSATION, WE TRY TO GIVE
PEOPLE SOME PATHWAYS TO SAY
THAT FOR INSTANCE, IF YOU ARE
LOOKING FOR A WAY TO ADVANCE
YOUR CAREER, HERE ARE SOME
STEPS YOU NEED TO TAKE.
IF YOU ARE LOOKING FOR GETTING
SOME HELP IN HOW YOU MIGHT
NAVIGATE THIS AS A PERSON OF
COLOR AND YOU DON'T BELIEVE THAT
THERE ARE PATHWAYS OR AVENUES
FOR YOU, HERE ARE SOME THINGS
TO LOOK AT WITH PEOPLE WHO HAVE
ALREADY DONE THAT BUT I COULD
BE HAPPIER WITH THE WORK THAT
THEY ARE DOING AND THEY COME TO
ME LIKE ON THE HOMELESSNESS
LUNCH AND LEARN THAT'S COMING
UP NEXT MONTH, THEY ASKED ME IF
THEY COULD DO THAT AND I SAID
SURE.
INTACT, LET'S GO FORWARD.
PEOPLE DON'T WANT TO TACKLE
DIFFICULT ISSUES. THESE GUYS
DO.
SO I WANT TO SAY, THANK YOU FOR
THAT.
TALKING ABOUT A LOT OF
HIGHLIGHTS IN WHAT WE ARE
DOING, THIS IS MORE AT A
LOWLIGHT.
I JUST WANT TO BE CLEAR ABOUT
THAT.
WE SPENT MOST OF LAST YEAR WITH
OUR EYE ON THE PRICE OF DEALING
WITH OUR STAFF AND OUR EMPLOYEES
AND I TAKE FULL RESPONSIBILITY
FOR THE FACT THAT WE DID NOT DO
AS WELL IN OUR PURCHASING AND
CONSULTING AS I WOULD HAVE
LIKED BECAUSE OUR I WAS NOT ON
THIS PRIZE.
SO YOU CAN LOOK AT THE NUMBERS.
WE ALWAYS BREAK THEM DOWN BY
DIFFERENT ETHNIC GROUPS AND SO
FORTH SO HE COULD SEE WHAT
EXACTLY IS HAPPENING.
AS WE GOT THESE NUMBERS EARLIER
THIS YEAR WE SAID, THIS IS NOT
WHO WE ARE.
SO WE HAVE BEEN WORKING
INTERNALLY TO MAKE SURE THAT WE
ARE TRAINING OUR STAFF AND
UNDERSTANDING HOW TO USE OUR
SYSTEM, WHERE THINGS ARE, WHERE
TO FIND THE PURCHASING
CONTRACTORS OR THE CONSULTANTS,
ETC.
, AND WE ARE WALKING PEOPLE
STEP BY STEP BY STEP THROUGH
THE PROCESS TO MAKE SURE THEY
UNDERSTAND THIS.
I AM NOT GOING TO SIT HERE AND
TRY TO DEFEND THINGS ONE WAY OR
THE OTHER.
I COULD HAVE GROUPED ALL THESE
THINGS TOGETHER AND TRIED TO
SAY THAT WE ARE NOT DOING THAT
úBAD.
BUT THAT'S NOT HOW WE DO IT.
WE WANT TO SHOW YOU EXACTLY
WHERE WE ARE AND WHAT WE ARE
DOING.
AS A COLLECTIVE, OUR EXECUTIVE
TEAM AND OUR LEADERSHIP TEAM,
ARE DISAPPOINTED IN EACH OTHER
AND WHERE WE ARE, WHAT HAPPENED
IN 2018 AND WE WILL MAKE SURE
THAT WE DO FAR BETTER GOING
FORWARD.
I WILL NOT TRY TO SUGGEST THAT
THERE IS SOMETHING HERE THAT IS
NOT HERE.
I WILL NOT SUGGEST THAT WE DID
BETTER THAN WE DID.
>> FAIR ENOUGH.
>> ANOTHER THING THAT I HAVE
BEEN ASKED IS TO DO THE PROMPT
PAYMENT PERFORMANCE.
THIS IS SOMETHING I CAN SAY WE
ARE DOING WELL AT.
I WILL JUST LEAVE IT AT THAT.
THIS IS A COUPLE OF YEARS AGO.
WE WERE NOT DOING AS WELL.
WE GOT SOME INTERNAL PROCESSES
IN PLACE AND NOW WE ARE DOING
FINE.
>> I WOULD SAY YOU ARE DOING
FINE.
IF YOU WERE ABLE TO PAY AN
AVERAGE OF EIGHT DAYS AFTER
RECEIVING AN INVOICE, THAT IS
EXTRAORDINARY.
IT USED TO BE THAT IF YOU COULD
GET IT WITHIN 30 DAYS, THAT WAS
CONSIDERED THE NORM BUT NOW YOU
HAVE MOVED IT DOWN TO EIGHT.
THAT IS REALLY EXCELLENT AND
YOUR PERCENTAGE OF LATE
PAYMENT, I KNOW YOU WOULD NOT
LIKE THAT 6% BUT IT'S LESS THAN
OTHER DEPARTMENTS BY A GREAT
DEAL AND I KNOW YOU WILL
CONTINUE TO WORK ON THAT.
>> YES YOU WE WILL.
JUST VERY CLEAR, THE PERSON WHO
IS RESPONSIBLE FOR TURNING THAT
ROUTE IS SITTING RIGHT THERE.
THAT IS JUST.
>> JESSICA, WELDON.
WHAT IS YOUR DAY JOB WHEN
YOU'RE NOT WORKING ON THIS?
>> I AM, WHAT IS MY TITLE?
ADMIN STAFF ANALYST AND
REDEVELOPMENT.
I'M SURE YOU KNOW JULIA. I
SUPPORT THE PROJECT MANAGERS.
>> SO HOW DID YOU DO THIS?
WHAT DID YOU PERSONALLY
INDIVIDUALLY DO TO CHANGE THE
SYSTEM SO YOU ARE ABLE TO PAY
VENDORS IN THIS KIND OF A
TIMELINE?
>> A LOT OF THE CONSULTING
COMES FROM OUR IMMEDIATE WORK
GROUP. SO WE ARE JUST
CONSTANTLY ON EACH OTHER.
DID YOU GET THAT INVOICE? LET'S
TAKE INTO ACCOUNT IN.
THEY NEVER SITS ON ANYONE'S
DESK FOR MORE THAN A DAY.
>> THAT IS THE KEY.
THE KEY BEFORE WHEN WE WERE
STRUGGLING WAS THINGS SAT ON
PEOPLE'S DESKS.
NOW JESSICA DOESN'T ALLOW
THINGS TO SIT ON ANYONE'S DESK.
NOT FOR MORE THAN A DAY.
IT IS VERY CLEAR.
>> THAT IS GREAT.
THAT INCLUDES ME.
>> YOU SAY YES MA'AM.
GOOD FOR YOU.
>> SO I JUST WANT TO GIVE YOU A
COUPLE OF EXAMPLES OF OUR USE
OF THE TOOLKIT.
WE'RE TRYING TO EMBED THE TO
GET MORE AND MORE INTO WHAT WE
DO SO EVERYTHING THAT COMES UP,
HAVE WE RUN IT THROUGH THE
TOOLKIT PROCESS SO THAT MUSCLE
IS EXERCISED OVER AND OVER.
ONE OF THE THINGS THAT WE
RECOGNIZE IS WE GET A LOT OF
INCIDENT REPORTS AND DATE OF
FROM PEOPLE WHO OUR SECURITY
STAFF DEAL WITH AND WE DON'T
HAVE ANY REAL INFORMATION ABOUT
THEM ONE WAY OR ANOTHER.
ADJUST THAT THE NUMBERS ARE
HERE AND IF THERE IS A SPIKE
NOBODY KNOWS WHY OR WHAT IS
GOING ON.
SO WE USED THE TOOLKIT TO SAY
LET'S COLLECT SOME MORE DATA TO
MAKE SURE THAT WE KNOW WHO WE
ARE DEALING WITH AND WE KNOW WE
ARE NOT DEALING WITH A CERTAIN
POPULATION MORE THAN WE ARE
DEALING WITH OTHERS AND THAT
THERE IS AN EQUITY ACROSS
DEALING WITH ALL OF THEM GOING
FORWARD.
SO WE STARTED THIS YEAR
COLLECTING DATA ON WHO SOME OF
THE DEMOGRAPHICS ARE, WHO WE
ARE DEALING WITH TO MAKE SURE
EVERYBODY IN SEATTLE CENTER
FEELS THEY ARE WELCOMED,
HONORED, AND TREATED FAIRLY.
SO THAT IS SOMETHING WE ARE
LOOKING FORWARD TO BE ABLE TO
SHARE INFORMATION GOING
FORWARD.
IT'S SOMETHING WE ARE STARTING
AT THIS TIME.
THE OTHER THING THAT WE USE THE
TOOLKIT ON IS STAFF TRANSITION
PLAN WE HAVE TALKED ABOUT
BEFORE.
THAT WAS TO MAKE SURE THAT AS
WE TRANSITION PEOPLE FROM THE
KEY ARENA, THAT THEY HAD A
CLEAR PATHWAY TO ONGOING GAINFUL
EMPLOYMENT WITH THE CITY AS WE
WENT FORWARD.
I WOULD LIKE TO SAY THAT I AM
VERY PROUD OF THE WORK WE DID
BUT THERE IS A GAP THAT WE
COULDN'T DEAL WITH AND THAT WAS
LIKE JESUS REMARKS.
WE HAVE A LARGE AMOUNT OF
INTERMITTENT STAFF.
ALL THOSE STAFF ARE EVENT-BASED.
WITHOUT THE KEY PROVIDING THE
IMMENSE THERE IS NO WORK FOR
THEM.
WHAT WE ARE DOING NOW TO MAKE
SURE THAT WE MAINTAIN CONNECTION
WITH THEM IS WE ARE TRAINING IN
DOING THINGS ON A QUARTERLY
BASIS TO MAKE SURE THAT WE KEEP
IN CONTACT WITH THEM, IN FACT
WE'LL HAVE OUR NEXT QUARTERLY
MEETINGS NEXT MONDAY AND
TUESDAY.
THAT IS A Q AND A WITH ME AND
SOME TRAINING.
SO WE ARE MAKING SURE THAT THE
STAFF WHILE THEY ARE GOING
THROUGH THIS TRANSITION FROM A
PUBLIC RUN ARENA TO A PRIVATELY
RUN ARENA, THEY DO NOT LOSE
CONTACT WITH THE ORGANIZATION
THEY HAVE BEEN SUPPORTING FOR
YEARS.
THIS IS MORE INFORMATION ON THE
EMERGENCY SERVICES TOOLKIT AND
THE USE AND THE THING WE TALKED
ABOUT THAT WE ARE PILOTING AND
WE WILL HAVE INFORMATION AND
THIS IS THE TRANSITION PLAN FOR
KEY ARENA AND THE TOOLKIT WAS
USED TO IDENTIFY SPECIFIC
WORKFORCE EQUITY AND THE WORK
FROM THIS TOOLKIT AND THE
WORKFORCE EQUITY CONCERNS THAT
WERE RAISED ACTUALLY LED TO US
CHANGING OUR STRATEGIC PLAN.
GOING FORWARD, BUT WE ARE
LOOKING AT IN WORKFORCE
PLANNING IS AS WE START TO,
BECAUSE OUR STAFF IS AGING, AS
WE START TO REPLACE PEOPLE WHO
ARE RETIRED, ETC., WE ARE
LOOKING AT IT THROUGH THIS LENS
OF HOW DO WE MAKE SURE OUR
STAFF REFLECT THE MAKEUP OF OUR
COMMUNITY AND HOW DO WE MAKE
SURE THOSE OPPORTUNITIES ARE
SPREAD THROUGHOUT?
THAT WAS NOT SOMETHING THAT THE
EXECUTIVE CAUGHT ME, OR MY TEAM
OR IN BUT HE DID.
THAT WAS SOMETHING THAT THE
STAFF AT HR SAID, THIS IS WHAT
WE SHOULD DO AND NOW THEY ARE
THE THAT EFFORT TO MAKE SURE IT
HAPPENS. OUR HUMAN RESOURCES.
THAT IS INTERNAL TO US.
THEY ARE LEADING THAT.
I TIP MY HAT TO SASHA AND HER
TEAM FOR SAYING THIS IS WHAT WE
ARE GOING TO DO.
>> CONGRATULATIONS AND THANK
THEM FOR US.
>> THAT IS IT.
>> COUNCILMEMBER GONZALEZ, ANY
OTHER QUESTIONS?
>> I REALLY AGAIN SAY THANK
YOU.
ROBERT, YOU HAVE BEEN LEADING
THE CHARGE ON THIS, I THINK
OTHER DEPARTMENT HABIT WATCHING
YOUR WORK.
THANK YOU BOTH JESSICA AND
CHRIS FOR JOINING US.
IT IS GOOD TO MEET YOU AND I
APPRECIATE ALL YOU HAVE DONE.
I AM VERY EXCITED ABOUT THINGS
GOING ON AT SEATTLE CENTER.
>> THANK YOU.
I AM AMAZED BECAUSE THIS IS THE
QUIETEST IS TO HAVE EVER BEEN.
>> WOULD YOU TWO LIKE TO ADD
ANYTHING?
>> DURING THE PARKS
PRESENTATION, YOU ASKED ABOUT
IF ANY OF THE VENDORS WERE
BEING PUSHED OR BEING ABLE TO
DO THE WORK AND IMPROVE THEIR
SKILL. SO OFF THE TOP OF MY
HEAD I HAVE TWO VENDORS FOR
EITHER PURCHASING OR CONSULTING
THAT DID AN EXCELLENT JOB WITH
US LAST YEAR, ONE OF THEM WAS A
CONSTRUCTION FIRM AND IT WAS A
LINK IT CONTRACT FOR SERVICES
TO HELP BUILD OUT WHAT IS NOW
THE HOME OF NORTHWEST FOLK
LIGHT INSIDE THE ARMORY.
SO THAT WAS ONE OF THEM.
THE OTHER ONE WAS WE HAD AN
ARCHITECT WHO DESIGNED THE
BUILDOUT FOR TURNING THE NEXT
PAVILION INTO CENTER PARK.
CENTER PARK MAINTENANCE
FACILITY.
SO BOTH FOLK LIFE AND PARK PLACE
WERE HOUSED IN THE GARAGE AND
ANOTHER PART OF THE ARENA
DEVELOPMENT.
I JUST WANTED TO ADD THAT.
>> GREAT.
THANK YOU.
THAT IS GOOD FEEDBACK.
>> I WANT TO SAY SOMETHING.
I HAVE BEEN WITH THE CHANGE
TEAM FOR MANY YEARS AND WE ARE
THE ONES ACTIVELY PUSHING RSJI
INITIATIVES BUT WE ALSO GET A
MESSAGE FROM THE DEPARTMENT
ESPECIALLY THE AUDIT DIRECTOR,
THIS IS FOR THE WHOLE SEATTLE
CENTER.
IT COULD BE INGRAINED IN OUR
CULTURE AND IT IS HAPPENING.
I CAN FEEL THAT THE CULTURE IS
SHIFTING.
THIS IS THE MOST EXCITING TIME
TO BE LEADING THIS WORK.
EVEN JUST THE FACT THAT TWO OF
US ARE PEOPLE OF COLOR, FEMALE,
RELATIVELY INEXPERIENCED, AND
GETTING TRUSTED WITH SUCH A
HEAVY, IMPORTANT ROLE.
THAT MAKES US SO PROUD AND
FEELING THAT THE DEPARTMENT IS
REALLY HOLDING UP THIS PROMISE.
THEY ARE NOT JUST DOING THE
TALKING.
THEY ARE WALKING THE TALK.
>> THANK YOU VERY MUCH FOR
THAT.
KUDOS ONCE AGAIN FOR ALL OF
YOU.
THANK YOU FOR COMING.
THAT IS THE LAST THING ON OUR
AGENDA SO OUR MEETING IS
ADJOURNED.
>> [MEETING ADJOURNED]