Crescent Community Health Center Contracted Services Agreement FY20 Copyrighted
June 17, 2019
City of Dubuque Consent Items # 23.
ITEM TITLE: Crescent Community Health Center Contracted Services
Agreementfor Fiscal Year2020
SUMMARY: City Manager recommending execution of the Contracted
Services Agreement with Crescent Community Health
Center for Fiscal Year 2020.
SUGGESTED DISPOSITION: Suggested Disposition: Receiveand File;Approve
ATTACHMENTS:
Description Type
MVM Memo City Manager Memo
Staff Memo Staff Memo
FY20 Crescent Community Health Center Contracted Supporting Documentation
Services Agreement
Dubuque
THE CITY OF �
DT T� � All-AmericaCity
�
Masterpiece on the Mississippi 1 I I I I�'
�oa�.�o��.zo,3.�o�;
TO: The Honorable Mayor and City Council Members
FROM: Michael C. Van Milligen, City Manager
SUBJECT: Contracted Services Agreement — Crescent Community Health Center
DATE: June 13, 2019
During the Fiscal Year 2020 budget process, the Mayor and City Council provided
$25,000 to Crescent Community Health Center for financial assistance to cover
operating expenses of that organization and $25,000 for the services performed at
Engine House #1.
Director of Finance and Budget Jennifer Larson is recommending execution of the
attached contract with Crescent Community Health Center.
I concur with the recommendation and respectfully request Mayor and City Council
approval.
��� �N"r���i����
Michael C. Van Milligen
MCVM/jml
Attachment
cc: Brooke Gomez, COO/Interim CEO, Crescent Community Health Center
Crenna Brumwell, City Attorney
Cori Burbach, Assistant City Manager
Teri Goodmann, Assistant City Manager
Jennifer Larson, Director of Finance and Budget
Mary Rose Corrigan, Public Health Specialist
Dubuque
THE CITY OF �
DT T� � All-AmericaCity
�
Masterpiece on the Mississippi 1 I I I I�'
�oa�.�o��.zo,3.�o�;
TO: Michael C. Van Milligen, City Manager
FROM: Jennifer Larson, Director of Finance and Budget
SUBJECT: Contracted Services Agreement — Crescent Community Health Center
DATE: June 11, 2019
Attached for City Council approval is the Contracted Services Agreement with Crescent
Community Health Center for Fiscal Year 2020. Crescent Community Health Center
furthers the City of Dubuque Goal: Partnership for a Better Dubuque: Building our
community that is viable, livable and equitable. Crescent Community Health Center
utilizes these funds to provide access to primary medical and dental care to
underserved community members.
The adopted Fiscal Year 2020 operating budget reflects a payment of $25,000 to
Crescent Community Health Center, for financial assistance to cover operating
expenses of that organization and $25,000 for the services performed at Engine House
#1.
The reporting requirements are as follows:
1. Progress reports will be submitted quarterly.
2. Quarterly reports will be submitted using a form on the City's website.
3. Quarterly reports will include equity and inclusion reporting.
4. Audit reports are due within 60 days of audit completion.
It is my recommendation that the City Council approves the attached Contracted
Services Agreement with Crescent Community Health Center, and authorizes the Mayor
to execute the contract on behalf of the City.
JML
Attachment
AGREEMENT
BETWEEN
THE CITY OF DUBUQUE, IOWA
AND
CRESCENT COMMUNITY HEALTH CENTER
THIS AGREEMENT, dated for reference purposes the 1 st day of July, 2019, is made and
entered into by and between the City of Dubuque, Iowa (City) and Crescent Community Health
Center (Agency).
WHEREAS, City desires to engage the service of Agency to provide access to primary
medical and dental care to underserved community members; and
WHEREAS, Agency is willing to provide such services to City upon the terms and
conditions set forth herein.
NOW THEREFORE, the parties hereto agree as follows:
Scope of Service
Agency shall:
a) further the City of Dubuque Goal: Partnership for a Better Dubuque: Building our
community that is viable, livable and equitable;
b) provide access and affordable medical care to underserved community members
and comply with City Council goals and priorities set forth in Attachment A; and
c) support the City's efforts to be a viable, livable, and equitable community, and to
advance equity and inclusion.
2. City Responsibilities
City designates the Public Health Specialist to act as its representative with respect to the
work to be performed under this Agreement, and such person shall have authority to
transmit instructions, receive information, interpret and define City's policies and provide
decisions in a timely manner pertinent to the work covered by this Agreement until Agency
has been advised in writing by City that such authority has been revoked.
City will provide opportunities to demonstrate this support by inviting the Executive Director
of the Agency and any employees working on services covered by this agreement to
participate in the following professional development opportunities and supporting
activities:
a) The opportunity to be active and engaged participants in Inclusive Dubuque peer
learning opportunities and strategic efforts;
b) The opportunity to attend intercultural and equity workshops offered by the City,
including workshops that focus on developing an intercultural team with a strategic
plan for advancing equity and inclusion within the Agency and through the Agency's
work;
c) Assistance in creating semi-annual status reports that demonstrate the ways in
which the Agency's efforts are advancing equity and inclusion; and
d) Access to the City's equity toolkit.
3. Time of Performance
The term of this Agreement shall be from July 1, 2019 through June 30, 2020.
4. Compensation
City shall pay Agency $25,000 as compensation for the services provided by Agency,
which payment shall constitute full and complete compensation for such services.
City shall pay Agency $25,000 as compensation for the services related to programs
provided by Agency at Engine House #1, which payment shall constitute full and complete
compensation for such services
The compensation shall be paid by City to Agency upon receipt by City of a requisition for
such sum from Agency.
5. Audit and Evaluation
Inasmuch as the funds to be provided to Agency by City are public funds, the Agency
agrees that it will maintain books of account in accordance with Generally Accepted
Accounting Standards togetherwith necessary documentation to support all expenditures.
The records of Agency, including payroll accounts and other records of disbursements and
receipts, and other records relating to the performance of the activities herein specified,
shall be made available for inspection by City or any Certified Public Accountant acting on
its behalf, in order to ascertain performance of Agency under this Agreement. Agency
agrees to retain such records for not less than three (3) years.
6. ___ Reporting and Monitoring
Agency shall comply with the City of Dubuque's Reporting and Monitoring
requirements by using the following link to submit quarterly online reports
detailing Agency activities related to the use of City funds provided to Agency:
httl2s•//www.cityofdubuque.org/FormCenter/City-Form-Templates-22/Contract-
and-Grant-Reporting-195
The online quarterly reports shall be due on October 15th, January 15th, April
15th, and July 15th. Such reports shall include a performance report on the
program(s) supported by City funds and a financial report on the use of City
funds.
If Agency has an annual audit performed, Agency shall provide City a copy of the
E
annual audit report within 60 days of audit completion. The Audit shall be submitted
as either an electronic or paper document to the Public Health Specialist.
7. Discrimination
In carrying out the services under this Agreement, Agency shall not discriminate against
any employee or applicant for employment because of race, creed, color, sex, age,
national origin, religion, sexual orientation, gender identity, or disability. Agency shall take
affirmative action to ensure that applicants for employment are employed and that
employees are treated during employment without regard to race, creed, color, sex, age,
national origin, religion, sexual orientation, gender identity, or disability. Such action shall
include, but not be limited to, the following: employment, upgrading, demotion or transfer;
recruitment or recruitment advertising; layoff or termination; rates of pay or other forms of
compensation; and selection for training, including apprenticeship. Agency assures that all
qualified applicants will receive consideration for employment without regard to race, creed,
color, sex, age, national origin, religion, sexual orientation, gender identity or disability.
Agency agrees and will undertake whatever affirmative measures are necessary so that no
person shall be excluded from participation in, be denied the benefits of, nor be subjected
to discrimination under any program or activities funded in whole or in part with any of the
funds made available to Agency under the terms of this Agreement because of race, color,
creed, religion, sex, national origin, age, sexual orientation, or disability.
8. Termination of Agreement
If, through any cause, Agency shall fail to fulfill in a timely and proper manner its
obligations under this Agreement, or if the Agency shall violate any of the covenants,
agreements or stipulations of this Agreement, City shall thereupon have the right to
terminate this Agreement by giving written notice to Agency of such and specifying the
effective date thereof not less than thirty days before the effective date of such termination.
If Agency shall fail to cure its default to the satisfaction of City in City's sole discretion
within such thirty -day period, this Agreement shall be deemed terminated at the end of
such thirty -day period without further action of either party.
Upon termination of this Agreement, Agency shall return to City all unexpended funds
and/or any funds utilized for purposes other than stated in the Agreement.
9. Assignability
Agency shall not assign any interest in this Agreement without the priorwritten approval of
City.
10. Insurance
At the time of execution of this Agreement by Agency, Agency shall provide City copies of
Agency's insurance certificates showing compliance with the insurance requirements of
Insurance Schedule D, included as Attachment B.
3
CITY OF DUBUQUE, IOWA
A�wv,
Roy D. Bu , Mayor
Witness:
CRESCENT COMMUNITY HEALTH CENTER
Brooke Gomez
COO/Interim CEO
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ATTACHMENTB
IN5i1RANCE SCHE�ULE J
1 she I furris�a sigred rzrti:i�=e:e oT nsurence to[he�i`yr o!��h�q�e lowa}or
[he�o'�e•aae req�.i-ed�n Ex�i��t I prwr[o ccmmen�ira work artl a1 tFe eno c}�e projecl if[Fe
[erm of v.'ork rs kn9erman Bfl c�Ys Cvr[raclors yreununa annual cert�ca�es sh�ll presen�•
cer4Tcate ef[he ena o}each projecl wrth fhe Tin�] Mllmq. E�ch c�rtifiwte s��ll 6e prep�rM on
the mos�currentACCRO}orm approvea hyMe Imva�epartrnent o[Insurance or �n equrcalent
approved 6y th�P'aeclor o}Finance and 9udpet. Each cert�cale sh�N include� st�fement�nder
�escfipoon o}Openfions as !o why fhe oerofic�te w�s inuM.� Pmject■ or Projece
Lo-c�tion a1 w consvucbon o[
2 All Qolwies W insunnce rc¢u ind hereunder Shall be wieh an insurer�uNorixW Io do 6��iness in
lowa�nd�p insurcrs shaN h�ve a ra6np o}A or hetter ii Ihe curreM A.M 6esS's R�tir�p Guide
�
3 Erch oerofic�h shall6e fumished ta th�Finance Dep�rtmenl o}y�e Chy o}pu6upue.
i Fai]urc to pro�.ide caver�ye req�ied 6y Iliis Ins�rance Scheduk ahaN no1 6e deemed�waiver oT
these requiremenls 6y Lhe City o[�u6uque. F�ilure to ohfiin or mainl�in Ne req�kW nwr�nce
sh�l[6e oonsidercd�m�tenal6nach oTlhis �preement.
5 Cvnvaclors sh�11 req�in ap suhcunsuk�nes arW wbsu6conwkines Io o61�in�nd m�intun d�ri�g
the pertormance o}work inwnnce for fhe ooveraQes descriMd in th�s Insurance Scliedule �nd
sh�ll o6t�in certific�tes olirs�rances Fom�II surli subconsull�ntsand sutrsu6consuk�n4.
Convaclors�qree Nat Mey shall6e Ir6k for Ihe TWurc o}a subconsu Il�nt and suL-
subconsuk�nt Io oLlain �rW m�irt�in such mver�pes.The City m�y rcquest a copy o}such
cerUf�cates}rom fAe Contraceor.
C AN requred endorsemanh s�ap 6e an�ched Io oe rfific�h of in��nnce
7 WMenwer a epeoUc I5�fortn is lishd, requind the curnnS edifion o[the[orm mus!6e usW,or
�n eq�ivakne Tortn may be suhsh[uted if apprrned 6y tA��ireclor o}Fin�nc�and 9udpeS�nd
subjecl io llie contr�clor identi[yinp�nd tisGnp in wrilinQ�11 deviaSions�nd exc/usions hom the
45O Torrn.
8 Cvnvaclors�h�ll be requ�rcd to carry the minimum ooverape7imies.or pnaler if nquired 6y hw
w oNer lep�!�preement,in E�ihR I. If 1he oontrrclofs limib of Ir6ili[y�re hipher Shm Ihe
required mirimum Gm3�Shen Ne pmridefs limRs shal[6e Shis�preemeM's nquired limus.
9 Convaclor sha�6e responsiCle for deduGi6les�rvd selFinwnd nhrSion.
Pape 1 0!i Scheduk J Professional Services Hay 2Q7 9
9
'�It� �f �L]llC_li 311CP �PC'. "_I""'_ l[i f]I Pf�f3351.1'
INSLIRANCE SCHEDULE J {continued]
Exhi6itl
A� CDMMERCIAL GEHERRL LIRBILITY
General Aggregate Limit y2.C7�C�CC
Produc�-Comple[ed Opers-ions Aggregat=_Liri- y'.C7�C�CC
Personal andAdverti=_n�3 Injury L mt y'.C7�C�CC
Each Owurrence y'.C7�C�CC
Fire Camage Lim@[anyone occunence] �5�C�CC
I.'ec ical 'a�r e n5 55 C�C C
1j Corerege shall 6e written on an occurrence, no-cls m=_ made,form. The peneral
I�e6ili[y corerege shall 6e wri[ten i n ac�rd wi-h ISC fa•m CG 0��1 or 6usiness�
owners form 6P 0��2. All devislions from tM1e slardarc I50 commerc7el general
lie6ili[y Form CG��01, or 6usiness owners Fortn BP��7 02,shall he clearly
idenfiFed.
2] Incluce I50 endorsemeM Form CG 25 04'�esignated Locetion[s]Generel
Agpreaete Limit'or�G �E�75'Cesignated Cons6ucfion Prcject is}Generel
Agpreaete Limi['as appmpna-e.
3] Incluce =_ndo-rsemenf indiceting tFaf�verege is primery and non-�ntrihufory.
i] Incluce Preserva[ion of Gorernmentel Immundies Endorsemen[. i5amp e
akechec;.
5] Incluce sdci[iaral insuredendorsemer[far:
The C�ty af�u6�que,including sll its elected and eppointed ofFciels. all i�
employees ard volunteers,sll i[s 6oerds, commissicna endlorauthori[ies end
their6oerd memhers. employees and volun�ers. Use I50 form CG 2fl 20.
Bj PelicyshellincudeWeiveroFRia�-[cRecoveriror�0[Fersendorseman[.
8� Al1T6M061LE LIA8ILITY
�em6inec £irgle Limit $'.C7d C�CC
C� WORICERS'COMPENSATI6N 8 E6APL6YER5 LIABILITY
Statuiory 6eneRG covenng all employees injured on the joh 6y ecc d=_nt cr ciseese aa
prescrihed 6y lowa Code Chapter 85.
CoverageA Sta[utcry—Sts1e of lowe
Coverage 6 Emplo�era L a6ilily
EacF Rccident $'Ifl�.00C
EacF Emplayee-6isease $'IGd.00C
Pcli��y Limd-�isease $E�J�C�CC
Policy s�ell in�l�'de Waire•cf 3ightto Recove•from Othersenders=_nent.
�e•rerage B imi[s shall6e greater iFrequired hythe umhrellslexcess insurer.
OR
I.ene eoticn af L^icrkers'Corpen=_s1io�er=mployers' Lie6ility Coverage under lowa
Code sec. 0'.22.Completed form must 6e aHeched.
-3�_E � ]"= �^"E:"I ?� � 'f?==1Cf3 �?'•�1=?= . _, _.. _
10
��ity or]��uc.ia -�=_.irance ?ec�. •. [a r�i P�o'=_=_aiona Sei�:i=aa
INSLIRRNCE SCHEDLILE J {continued]
�� IJIABRELLA7EXCESSLIABILITY .£".C]�C�CC
Umhrells'zecess liahilitgcoverape mus[he a[ IEas[fo I��w n�3`c�r w�lh Ihe undErlyirg
policies included he-ein [General Lis6il ty,Automo6ile,VJorkers Co mpensetic n:�.
E] PRDFE5510HAL LIA6ILITY y1.0���CC
Provide evidence o=co•rerage fo•5 'yeara afler�ample[ior cf ora.eot.
FF CYBERLIRBILITY y'.C]�C�CC
_ yes _rc
�e•rerage for F�.�r o��rr���n a o.w lie6i i[�i�c uding 6ut no[limited to lost da[a end
f�5[CfE[IOfI, �655 61 IfIC6ffle fffli�C}�hel h'Q 9�h�]"IllfOfR19tl6fl.
Page 3 vF 4 Scheduk J Prvfessivnal5ervices May Z979
11
PRESERVATI4M OF G�VERiJMEMTAL IMMUNITIES ENDORSEMEHT
1 �la�v.'a.ver c� Goremmenl�l Imm�:ri:v Tne i�s•:rerexp•essl'! egrees ara ste'es'Fa[t�e purcFase
oflF.is policy end the•nJ�.dirp o!!he City ol��buque. lows es en AddRion�l Insu�ed does noiw�ive �ny
of Ihe delenses of povemmenlal immunRy�v�ila6le to fhe Crty of�utuque,iow��nder Co6e of[owa
SecEon 67i}.�as il is now e�oists �nd as i4 m�y 6e amended from 6me!o fime
2 C��ims Coveraoe.ih�insunr furlher aprces lh�4lhe polrcy of insunnce sh�N cover only tho�e
cJ�im� not sv6ject Io the dehnse olqorernment�]immurity uMer the Code o}low�Secbon 6T0.4�s B
now ewi�ts�r�d as i4 m�y 6e amended irom bme !o kime TFose claims noS suhpcf 4o Code of low�
SecLon 67fl.i shall6e covercd hy the Ierms�r�d candiuon3 oltM1��ine�rance pofcy.
3. Assert�on of Govemmsnt�mmurilv The Crty o}Ou6uqua, low�shap 6e nspansihk!or assertinQ
any dekns�o[pa+,rmmene�]im.n„�+s++ •�m�y dn sa�I any time�nd sh�N da so upon tlulim�y writle�
reqves!olthe insurer.
i Non-Oenial o} Coverane.7he msurer shall no1 deny carenpe urW er ihis policy arW llie ins�nr
sh�p na!deny�ny o![hi n�h}s�nd 6en�F��ccruinp la!he Cily oS�u6�qu�.low�und�r fhis poticy for
re�sons of povemmenlal immun:ty unkss�nd u nfil� oourt of compehrl jurudicoan h�s rulM in}�vor o}
Ihe diiense[s]oT poyernmenl�l immunRy�ss�rt�d 6y thi CRy oi�u6uqu�, law�.
Ho 0lh�r Chane�in Policv The a6ava preserva6on o}qowmm�n}il immunifi�s sh�ll no! n}h�nvise
ch�np�w�ker the covenqe�v�ih6le under 1he poiicy.
SP� �IIVIEN
(UEPAR71AEqT MAqAGER: FILL IH RLL 9LRiJICS AqO CHECN 6�%ES]
Peae a o!: �cr.e7��e J P_cfe;sicra.5e-ri�es A�a�=�'�d
12
ATTACHMENT C
iNc�us�v� dubuque
Connecting People•Strengthening Community
Inclusive Dubu ue
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A local network of community leaders from faith, labor, education and government
organizations dedicated to advancing justice and social equity in our community.
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13
What is Inclusive Dubuque?
. .. . �
. . . -
Inclusive Dubuque is a peer-learning network of partners
committed to creating an informed, equitable and indusive � '
community where all people are respected,valued and � � _ � �
- �- - . . .
engaged. The network is comprised of more than 50
• . �
organizations across sectors induding faith, government,
nonprofit, business, education and more.To see a complete "
listing of organizations,visit www.inclusivedbq.org. ' "`` "'
- . -
The Indusive Dubuque network works�ollaboratively to eliminate bias in our a. . . +_ _
�ommunity.While this goal would be diffi�ult for a single organization or
individual to a�hieve,ea�h network member�an�ontribute to an
effe�tive out�ome by:
• providir�g data and information to inform decisions
• supporting equifij education opportunities
• creating and sharing equifijtools
These goals are a��omplished by supporting partner-led se�tor grou�s and peer-learnin�opportunities.
Sector Groups
Community and network members lead these groups to address bias within the seven fo�us areas of the equity profile.
Se�tor groups are supported by a data team and guided by the expertise and lived experien�e of their members;data to
learn and tra�k their progress;and the use of a ra�ial/so�ial equity lens to help guide de�ision-making.
Peer-Learning
Indusive Dubuque offers peer-learning opportunities—induding edu�ation,training and resour�es—to network partners
to improve personal and organizational understanding of all types of bias and promote ra�ial and so�ial equity.
Earty Warning Community Mobilization CVB integrates
' Business leaders and Planning @ cultural competency My Brother's Keeper
� identifyopportunity Cham6er�iversitySummit intotrainingmodules initiativeforms
. . �
•i i i
•
Gathering of Implementation Cityjoins Government Race and Equity
Partners IncWsive�u6uque Alliance on Race 5 Equity Training through
• Launched (6ARE) 6ARE
•: • �
14
I'm a Dubuquer Campaign
�
Winner of a 2017-18 Dubuque Silver ADDY Award and a 2018 '
Dubuque 365 Community Impact Award,the "I'm a Dubuquer" . - -. .. -
campaign was part of a local partnership between the Network and " '"
•. . - .
the Telegraph Hera�d to redefine a term deeply embedded in the . , . �
Dubuque community from something used to draw a line between - • �� ��� � - �- -
insiders and outsiders into one that welcomes all who call ' ' -
.. - . .. .. -
Dubuque home. _ , _ , ,
Learn more about the campaign at www.imadubuquer.com.
Best Practices
Last year,the Network launched"Best Practices in Diversity, Equity
and Inclusion,"a nine-month, peer-learning work-shop series.
Organized by the network's Peer-Learning Council(PLC),the series
gives participants the opportunity to learn about and engage in best
practices for diversity,equity and indusion.Sessions took place on a
monthly basis and cover such topics as leading organizations
through change, meeting organizational goals, communication,and
recruitment strategies.The series will wrap up in June with
presentations by participants demonstrating how they will apply the
skills they have learned to support their organizations'equity and
indusion goals.
Sector groups leam
Community Equity ��Y�NICC expands minority outreach Results-Based Restorative Strategies 1une:I'm a Du6uquer
Profile 6egins Aug:GDDC Implements Entrepreneur Strategy Accounta6ility peer-learning session Oct:Best Practices 6egins
i i i i i i
i . i i :
Network workshop Sept:Cham6er launches Minority Business Council Develop Racial Best Practices
with author Oct:Community Equity Profile complete Equity Toolkit (continued)
MadeleineTaylor Nw:SectorgroupsformaroundEquityProfilepriorities
�
15
The Network at Work
Network and community members have joined � • - � •• ,• � • •�� -
partner-led working groups to address new _ _ _ � � � � �
challenges and bring the racial/social equity lens to � -� • - �
existing programs and efforts in education, arts and �� ' � `' '"`" � ' °�'''
culture and our neighborhoods.These groups work
�,..
to identify priorities, measurable indicators and r -
partners and programs that can be engaged to
affect change. F, n- m �P_�F - °
Se�tor groups are utilizing a pro�ess�alled Results-Based A��ountability in an effort to better understand how we�an tra�k
our progress.Sin�e De�ember 2015,more than 90 people have joined se�tor groups and that number�ontinues to grow as
members identify voi�es missing from the�onversation.
In addition to parti�ipating in se�tor groups and Best Pra�ti�es,network partners are already taking steps in their own
organization.These network-owned a�tions help�ontribute to�reating an equitable and indusive�ommunity where all
people feel respe�ted,valued and engaged.Here are just a few of the ways our"network is at work":
• Economic Wellbeing:Northeast lowa Community • Higher Education:Loras College has implemented
College and Greater Dubuque Development Corporation �ultural�ompeten�y training as part of the Honors
have implemented an outrea�h strategy to engage Student Program�urri�ulum.
minority�ommunity members in Opportunity Dubuque.
• Government:The City of Dubuque has joined the
• Business:The Dubuque Chamber of Commer�e has Government Allian�e on Ra�e and Equity and is
�reated a Minority Business Coun�il with a mission to implementing a ra�ial equity toolkit.
guide minority and under-represented business owners
toward lo�al resour�es. • Health:Mer�y Medi�al Center,Cres�ent Community
Health Center,University of Dubuque,Dubuque's
• Education:The Dubuque Community S�hool Distri�t is Human Rights Department,and others are in�reasing
disaggregating data regarding Grade-Level Reading, health�are a��ess for the Marshallese population
attendan�e and graduation rates to help improve out- through a�ommunity health program that helps remove
�omes for all students. barriers to�are.
TO LEARN MORE AND FIND OUT HOW YOU CAN GET INVOLVED,VISIT WVJVJ.INCLUSIVEDBO.ORG
1N�Lusi��. dubuque
Connecting People•Strengthening Community
Inclusive Dubuque is facilitated by the Community Foundation of Greater Dubuque.
16
'ri m cin'nr� . .". .
DuB ��� UE �
Mn.h'r��ie'tre�i fhe ivtidtissippi
� �
The City of Dubuque's team of Intercultural Facilitators offers two learning and
development workshops for City employees and partner organizations:
• A 10.5 hour foundations workshop that is designed for individual development
and focuses on raising awareness, fostering improved understanding, and
providing tools that can be used to build individual skill at navigating differences.
• A 32 hour application workshop that is designed for teams who are interested in
developing a plan for advancing equity and inclusion goals within their team or
organization.
Both workshops are grounded in an intercultural approach that is evidence informed
and developmental. It is important to understand what our training is and is not:
• First, the intercultural approach acknowledges race and racial issues but does
not limit its focus to these issues. Rather, the focus is on culture as a broad
concept that encompasses all people, and on the various aspects of cultural and
social identities that may make a difference when we are interacting with one
another.
• Second, the goal is not to change beliefs or belief systems. The goal is to build
skills so that people are effective interacting across cultural differences.
• Third, the focus is on a broad set of skills that can be applied across cultures to
improve communication and understanding. The training does not focus on
culture specific details and information.
• Fourth, although training employees can be a very productive tool, depending
solely on training to foster acceptance and the skills needed to make sustainable
change is severely limited. There must be sustainable efforts to support staff in
applying newly acquired skills. We don't expect to be competent in a sport after a
few practice sessions, similarly we cannot expect to be competent working with
cultures other than our own after a few workshops.
• Finally, there is a recognition that any skills learned must be applied in context,
and that training is only one piece of a larger approach that includes assigning
resources and developing a long-term strategy to identify barriers affecting
certain groups and to create an inclusive and equitable work environment.
10.5 Hour Workshop: Intercultural Competence and Equity
Objectives of the workshop are to:
• Establish a common language and understanding regarding an intercultural
approach to equity and inclusion
• Reinforce the importance of continuing to develop the skills needed to work and
live in a culturally diverse community
17
n�rr�r .�. � . .
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h9irltr��iece'e��Rir rViiegi<,:I��{�f . _... _ .
• Understand how we process diversity related information to form perceptions
about ourselves and others
• Examine some of the foundations of culture
• Examine personal identity and its relationship to culture
• Examine how language, non-verbal communication, and values can interfere with
communication
• Begin to unpack inclusion and equity issues in individual organizations using an
intercultural approach
• Understand employee roles in contributing towards an inclusive organizational
culture
32-Hour Developing Equity Frameworks through Intercultural Methods
This workshop is best suited for those working on teams seeking to advance equity and
inclusion. Participants will use an intercultural framework to collectively explore
individual, institutional, and systemic opportunities. The program includes opportunities
for participants to practice using the tools they have received, working together to
identify dilemmas facing their organizations, to develop strategies for addressing issues,
and to create action items.
Objectives for the four-day program are to:
• Understand fundamental concepts related to an intercultural approach to
inclusion and equity using individual, institutional, and structural levels
• Learn tools and skills that can be applied to influence organizational change
• Recognize inclusion and equity issues to advance action plans to stabilize equity
and inclusion in the organization
• Identify equity needs of your community through your organization's lens and set
goals to influence a positive impact in the community
• Identify inclusion and equity issues and begin to develop an action plan to
advance equity and inclusion in participant organizations or groups
• Create an all-encompassing environment based on trust for:
o Effective team building
o Healthy workforce culture
o Active strategic planning
18