Inclusive Dubuque CFGD Contracted Service Agreement for FY20 Copyrighted
June 17, 2019
City of Dubuque Consent Items # 29.
ITEM TITLE: Inclusive Dubuque Contracted ServiceAgreementfor
Fiscal Year 2020
SUMMARY: CityAttorney recommending execution of the Contracted
Services Agreement with I nclusive Dubuque for Fiscal Year
2020.
SUGGESTED DISPOSITION: Suggested Disposition: Receiveand File;Approve
ATTACHMENTS:
Description Type
City Attorney Memo Staff Memo
Staff Memo Staff Memo
FY20 Inclusive Dubuque Contracted Service Supporting Documentation
Agreement
THE CITY OF Dubuque
�
DT T� � sll•AmericaCily
U t '
Mnsterpiece on the Mississippi D
2007•2U]?•2013•2017
TO: The Honorable Mayor and City Council Members
FROM: Crenna Brumwell, City Attorney
SUBJECT: Contracted Services Agreement— Inclusive Dubuque
DATE: June 11, 2019
The adopted Fiscal Year 2020 operating budget reflects a payment of $75,000 to
Inclusive Dubuque, for financial assistance to engage and coordinate a network of
leadership from diverse communities within Dubuque to support a coordinated,
collaborative approach to supporting a more inclusive community. Inclusive Dubuque
furthers the City of Dubuque Goal: Partnership for a Better Dubuque: Building our
community that is viable, livable and equitable.
Director of Finance and Budget Jennifer Larson is recommending execution of the
attached contract with Inclusive Dubuque.
I concur with the recommendation and respectfully uest M and City Council
approval.
Crenna Brumw
CB/jml
Attachment
cc: Paul Duster, Community Foundation of Greater Dubuque
Mike Van Milligen, City Manager
Cori Burbach, Assistant City Manager
Teri Goodmann, Assistant City Manager
Jennifer Larson, Director of Finance and Budget
Dubuque
THE CITY OF �
DT T� � All-AmericaCity
�
Masterpiece on the Mississippi 1 I I I I�'
�oa�.�o��.zo,3.�o�;
TO: Crenna Brumwell, City Attorney
FROM: Jennifer Larson, Director of Finance and Budget
SUBJECT: Contracted Services Agreement — Inclusive Dubuque
DATE: June 11, 2019
Attached for City Council approval is the Contracted Services Agreement with Inclusive
Dubuque for Fiscal Year 2020. Inclusive Dubuque furthers the City of Dubuque Goal:
Partnership for a Better Dubuque: Building our community that is viable, livable and
equitable.
The adopted Fiscal Year 2020 operating budget reflects a payment of $75,000 to
Inclusive Dubuque, for financial assistance to engage and coordinate a network of
leadership from diverse communities within Dubuque to support a coordinated,
collaborative approach to supporting a more inclusive community.
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 Inclusive Dubuque, and authorizes the Mayor to execute the
contract on behalf of the City.
JML
Attachment
J
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ATTACHMENT C
INSi1RANCE SCHEDULE J
1 she I furris�a sigred rzKi:i�=e'e o}:nsuranoe to[he Ciry o!��6uque lowa}or
[he w'�e+eae req�i•ed in E:nioit I prwr to wmmenany work and ei IF.e en6 c}y�e projecl if[F.e
Ierm o}work n lanqer man E9 6�ys Con[raclors presennnp annual cert�csles s��ll prcsenl•
ce�cate �f[M end o}each projecl wrth fhe Tin�1 Mllina. E�ch c�rtificate s��ll 6e prep�rM on
the mosl current ACCRO}orm approve6 hy the lowa�epartrnent o[Insurance or �n equrcalent
•p proved 6y tl.e Pirec[or o}Finance and 9udae[. Each ce�ca��sh�N include� st�lement�nder
�escfipoon o}ppenhons as io why fhe oertific�te w�s issuM.� Pmject■ or Projece
Lo-c�tion a1 w consvucbon o[
2 AI!Qol.cies W insunnce rc¢u ind hereunder Shall be wieh an insurer�uthortxed Io do 6��iness in
Icwa�rW�N insunrs shaN h�ve a ra6np o}A or 6etler in the curreM A.M 6esS's R�tir�p Guide.
�
3 Erch oerofic�h shall6e fumished ta th�Finanoe Ilep�rtmenl o}y�e Chy o}pu6upue.
i Failurc to proride caverrpe req�ied 6y Nis Inwrance Scheduk shaN no1 he deemed a waiver oT
Ihese requiro-menls 6y ehe City o[�u6uqve. F�iWre to oht�in or mainl�in the req�kW nwr�nce
sh�ll6e considercd�m�tenal6nach oT1hu �preemmt.
5 Cvnvaclors sh�11 req�in aX suhcunsuk�nes arW wbsu6conwkines to o61�in�nd m�intun during
Ihe pertormance o}work nwnnce for fhe oovenQes descriMd in th�s Insur�nce Schedule �nd
sh�ll o6i�in certiM1c�hs olirs�rances hom�II surli subconsull�ntsand sutrsu6consuk�n4.
Convaclors�pree N�t Mey shall6e Ir6k for Ne T�iurc o}a subconsu Il�nt and suL-
subconsuk�nt Io oLhin �rW m�iM�in such caver�pes.The City m�y rcquest a copy o}such
cerhf�cates}rom fAe ConSraceor.
C AN requred endorsemanh s�ap 6e an�-chW Io oerfific�h o[inwrance.
7 WMenwer a epeciUc I5�fortn is li-shd, rc¢uind S�e currcnS cdihon o[the[orm must 6e used,or
�n eq�ivakne form may be suhsh[uted if�pproved 6y V.e�keclor o}Fin�nc�and 9udpet�nd
subjecl io llie contr�clor identi[yinp�nd ks[inp in wreirQ�tl 6eviations�nd exc/usians Trom the
45O Torrn.
8 Cvnvaclors�h�ll be requ�rcd to carry the mn�mum coveraQa7imies.or pnaler if nquired 6y taw
w o[her lep�]�preement,in E�ihR I. I}y�e con}raclofs limi4 0!Ir6iiry�re hipher th�n[he
required mirimum timas then Ihe pro»defs limRs shall 6e thJs rpreemerTs nquired limrts.
9 Contractor sha�6e responsiCle for deducli6les�nd selFnwred nhMion.
Pe�;e 1a!: Fche7u�eJP�efe;s�ena:5e^ti�=es 1.�aJ=�:d
10
��ity or 7��uc_ia �=_.irance ?ec�. •=_r-=_ i[a r�i Pio'=_=_ai:
IN5IJRANCE SCHEQULE J {continued]
Echi6itl
A� CDMMERCIAL GENERRL LIRBILITY
General P.gQr=_Qa[e Limit 52.C7�C�CC
Produc�-Cor�ple[ed Opers-ions Aggregete Liri- y'.C7�C�CC
Pe�sonal andAdverti=_na Injury Limit 5-.C7�C�CC
Each Owurrence y'.C7�C�CC
Fire Damage Lim�[;anyone occunence] �5�C�CC
I.'ec ical 'a�r e n� 55 C�C C
1j Corerege shall 6e written on an occurrence, nol cls m=_ mece,form The peneral
I�e6ili[y coverege ehall be wri[ten i n ar�rd wilh ISG f�•m�G CC�- or 6usinese�
owners form 6P 0��2. All devislions from tM1e standerc I5� �cmmerciel general
lie6ili[y form CG��01, or 6ueiness orrners Form 9P�0 G2,=_hal 6e clearl�
ident�ed.
2] Incluce I5�erdorsemenl Form CG 25 04'�esignated Loce[ion[s]Generel
Agpreaefe Limi['or�G 'cE�75'Cesignated Cons7uction Prcject is]Generel
Agpreasle LimiC as aF�pmpria-e.
3] Incluce =_nccrsemenl indi�sling[Fat�verege is primery and non-�n[rhufory.
�] Incluce P•eserva[ivr cf 3v�az:nmental Immunities Endvrsemen[. i5amp e
atte�hec;.
5] Incluce sdci[ivral insuredendvrsemer[fv•:
The Cty af 3uh�que,including sll i[s elec[ed snc eppoin[ed oniciels. all i�
empluyees and volunteers,sll i[s hoa:da, acm--�i=aicna andfvrauthvri[ies and
[heir6oerd memhers. employees and'sa unleers. Jse I50 form CG 2fl 2d.
4] Pclicy shall inGude Wa iver vF Riphl[v Recvver irv--�4thers endv�seman[.
BF Al1TDMOBILE LIA6ILRY
�em5inec Eirgle Limd y'.C7�C�CC
C� WORNERS'COMPEH5ATIOH 8 ENIPLDYER5 LIA8ILITY
Sta[�[cry Bene55 covenng all emplcyees injured on [he jc6 6y ecc d=_n[cr ciseese aa
prescrih=_d 6y lowa Code Chapter 85.
Covera�e.4 Sta[utcry—Sts1e of lowe
Coverage B Emplo�era L a5ilily
EacF Rccident $'Ifl�.00�
EacF Emplayee-Disease $'Ifl�.00C
Pcli��y Limd-�isease $E7�C�CC
Policy shall include Wai'r=_•cf 3i�ht4�Re�a'�e•from �thera e�ders=_rent.
Coverage B limi[s shall he great=_•iFrecuir=_d hy[h=_•�m6rella:exces=_ naurer
OR
I.ene eoticn af L^icrkers'Corpen=_s1io�er=mplcyers L a5ili-}'Ccverege•�rder Ic'a•a
�ede szc. 07.22.Cample[ed form mua[he e[ts�h=_d.
Page 2 of 4 Schedule J Professionel Services Maq 2919
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INSLIRANCE SCHEDULE J {continued]
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policies included he•ein [General Lia6iITy,Automo6ile,Workers Compenseticn:�.
E] PROFE5510HAL LIA6ILITY y1.C7�C+CC
Provide eviden�e o`co•rerageio•5'yeara afler �ample[ior cf ora.eot.
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Page 3 oF 4 Schedule J Professional5ervices May 2i119
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PRESERWATION OF G�VERiJMENTAL IMMUNIl1E5 ENDORSEMEHT
1 �lonw'a:verof Goremmen�sl Imm..niN Tne i�s�rerexp�essl'! egrees antl ste'es:F.�tme purch�se
vf Nis pvlwy�nd[hs mGv�dinq af[hs Giry v!Duauque, luw��s �n A7drtivn�i Insurrd dvrs nui w�irs�ny
of Ne delenses of povemmenlel MnmunRy�v�da6le to fhe City of�utuque,low��nder Cotle of lowa
Secbvn C70.+as d is nvw exises�nd as rt may he arnrnded hvm ame Ia time
2 C4imsGvverafle ThrmsurerhMerapneslh�tNepvhcyu}insunncrsh�NcvrervrlyCwsr
rJaims not su6jec!Io the de}ense olqovernment�]immurity urvder the Code vT low�Secoon 67fl.i�s R
nvw smses�nd as it may he amrndeu}rom ame Io time Thvse Gaims nos suh�rct to Cude u}Ivw�
Secbon 6:D.i shall6e covercd hy tM1e Ierms�rW canniuons oTtha in»rance po&cy.
3 Assertion of Govemmenf�m muriN The CiFj o}pu6uque, low�shaN 6e nsqonsbk!or asserlirp
any dehn3e o[povemmen[�]h+.�+�,�a�.,,�may do w a��ny time and sha�do sn upon tlx timely wrinen
reqves!oT the inwn r.
i. Non-Oenial W CoveraQe.7he�nsurer shall no1 deny carenpe urWer ihis policy aM llie irs�nr
shap no!dmy�ny o!the nQhts �nd CeneF�accr�ir.0 to Ilx City o!�v6i.que.lowa under lliiis policy fw
re�sons oT Qovemmenl�l immunity unkss�nd unfil�oouA of compehrl jurud irAan h�s rulM in}�vor o}
Uie dehrse{s)o}yovemmentd immunity �sserted 6y the City oT�u6uque, low�.
Hq p�hRr Chan9e in PqIiG-y.The a6ave preserv�uon o}aovemm�n}il immuni6es shall no1 otherwise
chenQe or �1[er the cover�qe av�ila6le under tfie policy.
SPECINIEl�T
�6EPARiMEHT AIAHAGER: FILL IN ALL BLAHNS AH6 CHECIC BO](ES}
- . _ __.- .� • i = ' .. ' _ . . . . . , . . .
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ATTACHMENT D
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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What is Inclusive Dubuque?
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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.indusivedbq.org.
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The Indusive Dubuque network works�ollaboratively to eliminate bias in our
�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:
• providing data and information to inform decisions
• supporting equifij education opportunities
• creating and sharing equifij tools
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
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. . �
•
Gathering of Implementation Cityjoins Government Race and Equity
Partners IncWsive�u6uque Alliance on Race 5 Equity Training through
• Launched (6ARE) 6ARE
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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 Herald 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-leaming session Oct:Best Practices 6egins
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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
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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
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to identify priorities, measurable indicators and r
partners and programs that can be engaged to
affect change. ���-�; � .
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
r ��Lus��� dubuque
Connecting People•Strengthening Community
Inclusive Dubuque is facilitated by the Community Foundation of Greater Dubuque.
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.��.Y i'rl'I.�'�i�.��1'.�{...i������
The City af Dubuque's team of Intercultural Facilita[ors offers two leaming and
devalopment workshaps for City emplayees and partner organiaations:
• A 10.5 hourfounda[ians workshop that is designed for individual deve]apment
and facuses an raising awareness, iastering impraued underslanding, and
pra�iding kaals thal can he used la puild individual skill al na�iyating differenCes.
- A 32 hour appliCatipn wark5hpp th8t is design�d far leams whp 8re interested in
developing a plan foraA�ancing equity artd inclusian goals within their team ar
organizaGon.
8ath workshaps are gmunded in an intereultural appr�ach �at is evidenee informed
and de�elopmen[al. It is important[o understand what our[raining is and is nal:
• First, the intercultural approach adcnowledges race and racial issues bu!do�es
noi limit its focus [o these issues. Ra[her, lhe focus is on culture as a broad
can�ep[that encompasses all peaple, and on the various aspects of�ultural and
s8ci81 ida�r�ilies th8t rnsy mak�8 diHOr`enCe wller� we sre intera�ti�rg with 8�se
anather.
• Secand, the gaal is nok ta Change h8liefs pr beliei systems. The gpal is to build
skills so lhat people are efFective interacting across cultural differences.
• Third, d�e facus is on a bmad sel of skills that can be applied across cultures [a
impro�e communi�a6on and undersiand�ng. The irain�ng does notfocus an
culture speCiFic details and inTprmation,
• Four[h, allhough training employees�an he a very produ�live lool, depending
salely on Uaining �a fnster acaeptance and the skills ne�ded �a make suslainable
change is se�erefy limi[ed. There must 6e suslainable eRaRs ta suppaA slaFf in
applying newly acquired skills_ We dorr't expecl la 6e compe[en[in a sporlaflera
few pra�tice sessians. similarEy we ca�nat expect to 6e competen[working wifh
cultures other tha n our own aFter a few workshops.
• Finally, lhere is a recognilion [ha[any skills learned mus[6e applied in con[ext,
and that training is only one piece of a largerappraach that includes assigning
resaurces and develaping a Ivng-term straoegy to ident'rfy barciars affe�ting
certairt graups and la create an inclusive and equitaGle work en�ironmenl.
10.5 Haur Warkshap: Intercultural Campeten�e and Equity
06jectives of the warkshop are to
- Es[ablish a cammon language and understanding regarding an in[ercultural
approach [o equity and inclusion
• Reinforce the impor[ance of cantinuing to develop the skills needed to work and
li�e in a culturally diverse community
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DUB �`'� �I..JE .
Mrteh'r��iece'a��RirrViie9isdl��pf . �. .
• 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
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