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HomeMy WebLinkAboutHuman Relations Commission - Minutes - 06/27/197340 to M I N U T E S FORT COLLINS HUMAN RELATIONS CObMIISSION June 27, 1973 A special meeting of the Fort Collins Human Relations Commission was held in the City Council Chambers, 300 LaPorte Avenue, on June 27, 1973, at 7:30 p.m. Members present: Dr. James Baird Mr. Wilbur Scarborough Dr. Parker Preble Mrs. David Moore Mrs. Walter Atherly Mr. John McGraw Members absent: Mr. Luke Long Mr. David Osborn Mr. Seymour Graham Mr. Jerry Templer The meeting was called to order by Chairman Baird who read a note saying that Jerry Templer was excused from the meeting. He then advised that this meeting was called to consider candidates to recommend to the City Council to fill vacancies on the Human Relations Commission. A list of volunteers was read and discussed. Several were selected under some of the following areas of representation: Business community Education community Housing, construction, Employment agency Student and youth Minority community Elderly Women Public relations Law enforcement renting, etc. Much discussion followed and members added their choices to the list. No final decisions were made. Chairman Baird said he would ask the City Council for two more weeks to compile the final list. He then requested another special meeting to be held July 2, 1973, at 7:30 p.m., after which the meeting adjourned. Respectfully submitted, Mrs. Walter Atherly Acting Secretary ` M i M I N U T E S FORT COLLINS HUMAN RELATIONS C0MMISSION June 14, 1973 The monthly meeting of the Fort Collins Human Relations Commission was held in the City Council Chambers, 300 LaPorte Avenue, on Thursday, June 14, 1973, at 7:30 p.m. Members present: Mrs. David Moore Mr. Wilbur Scarborough Mr. Luke Long Mr. David Osborn Mrs. Walter Atherly Dr. Parker Preble Mr. John McGraw Members absent: Dr. James W. Baird Mr. Seymour Graham Mr. Jerry Templer Visitors: Mr. Walter Ehmann Mr. Mike Butler Mr. Jim Bergew Mr. Dale Shipley Mr. Joseph O'Donnell Mr. 4 Mrs. David Moore, Jr. Mrs. Sonia Nornes, observer from League of Women Voters In the absence of Chairman Baird, the meeting was called to order by Vice Chairman Luke Long. Visitors introduced themselves and stated their interest in the Human Relations Commission due to articles in the paper. They also had questions and some meaningful suggestions during the meeting. Some volunteered to serve on the Commission if appointed. Commission members discussed at length whether or not the Commission should consist of fewer members. Some suggested ten, twelve, and twelve to fifteen. Since the newspaper article two weeks before had stated there were five vacancies and had asked people to volunteer to fill them, it was decided this was not the time to suggest trimming the number. It was brought out, if the City Council approved a budget for a staff person, then a smaller number might be feasible. There is also a possibility of Ad Hoc committees made up of outside people that could be of service. David Osborn was asked to report on the Research Committee's study of the Human Rights' Ordinance of Boulder. The report was that with very few changes, it could be adapted to the Fort Collins' community. Dave Moore, Jr., a former member of the Boulder Commission on Human Relations, was very helpful with suggestions on this and will work closely with the Research Committee. It was suggested that any Commission member have in writing any changes he would like M 40 made in the Ordinance. These should be presented at the next regular meeting. Dave Osborn stated that the life style should be eliminated. The Committee hopes to have a final vote on the proposed ordinance at the regular July meeting, and then present it to the City Council. Luke Long read a letter of complaint from William J. Miles concerning alleged discrimination because he wore a beard. The letter stated that he had been refused employment at the Poudre Valley Memorial Hospital as a Laboratory Technician for this reason. The letter was referred to Dr. Preble, Chairman of the Grievance and Investigation Committee. Pernie Atherly referred to Dr. Preble a telephoned complaint concern- ing the use of a residence and yard on East Linden Street for a garbage and trash dump. Mr. Wigle of the County Health Department will be contacted on this. Tuesday, June 28, 1973, was set tentatively as a date for a special meeting to consider possible volunteers to recommend to the City Council for appointment on the Commission. The members will be notified when the date is confirmed. There being no further business, the meeting adjourned. Respectfully submitted, Mrs. Walter Atherly Acting Secretary -2- t 9 TO: FROM: SUBJECT CITY OF FORT COLLINS MEMORANDUM May 21, 1973 The Honorable Mayor and City Council City Manager Mike DiTullio, Assistant City Manager The _gort C�lins Human Relations Commission 1 i; �Jo aw, Administrative Assistant Relations Commission --Goal Orientation Session, Monday, May 14, 1973 My notes from the session are attached for your information. Human Relations Commission members present: Rev. James Baird, Chairman; Mrs. Pernie Atherly; Mr. Seymore Graham; Mr. Luke Long; Mrs. Santana Moore, Mrs. Ruth Brunton for Dr. Parker Preble; Mr. Wilbur Scarborough. CSU Counseling Center Resource persons: Dr. Ursula Delworth; Ms. Jean Williams; Mrs. Gladys Wolff. Guests: Ms. Charlotte Ortega; Mrs. Nancy Gray; Mrs. Peggy Reeves. Staff: Mr. John D. McGraw, Administrative Assistant. The session ended with discussion of the need for new members. This discussion will be continued at the next regular meeting of the Human Relations Commission on Thursday, June 14, 1973, in the City Council Chambers at 7:30 p.m. a 0 WORKBOOK FOR ORGANIZATION GOAL SETTING University Counseling Center Colorado State University "Plan your work --and then --work your plan." A statement we've all heard and most of us have believed, and yet, not often followed! The procedure outlined in this workbook is designed to help organizations to systematically identify and attain appropriate and specific goals and objectives. Perhaps the most common mistake in efforts to establish and reach goals is that they are usually too vague and nonspecific. This makes it difficult not only to work on the attainment of the goal, but also to tell when we have achieved our objective. For example, the objective of many organizations is to enhance communication and cohesiveness. This is an excellent goal, but how would the organization differ if communication and cohesiveness were enhanced? How would members and citizens behavior be different? What things must occur in order for you to know you have achieved your objective? All too often in our goal setting efforts we are guilty of stopping short of this degree of specificity. With patience, a little hard work, and the assistance of this procedure it is hoped that you will experience greater success in developing and achieving appropriate and specific goals. DIRECTIONS: During the session you will work in groups. Experience has shown that sharing our thoughts with others helps us become clearer in our own thinking. Thus, you will work in groups, taking turns sharing your thoughts and serving as a helper and consultant. M 2 M OVERVIEW Spend just a moment to familiarize yourself with the outline below. It is an overview of the procedure we will follow step by step. You will find it help- ful to refer back to this outline as you move from step to step in the goal setting procedure. I. GOALS IDENTIFICATION A. Goal #1 1. Behavior #1 a. Implementation plan b. Evaluation Plan 2. Behavior #2 a. Implementation Plan b. Evaluation plan 3. Behavior #3 a. Implementation plan b. Evaluation plan B. Goal #2 1. Behavior #1 a.Implementation Plan b. Evaluation Plan 2. Behavior #2 a. Implementation Plan b. Evaluation Plan 3. Behavior #3 a. Implementation Plan b. Evaluation Plan 4. Behavior #4 a. Implementation Plan b. Evaluation Plan Etc. C. Goal #3, etc. M M 3 STEP 1 - GOAL IDENTIFICATION You can best accomplish this first step by each member of your group asking themselves "Where are we as a group now and where do we want to get?" Don't rely only on what you have read. Give some thought to what YOU would like to be able to accomplish. PART A Without talking to each other, and after giving it a few moments of thought, Test below several goals you would like to see attained by the Human Relations Commission. 2. 3. 4. Notes: Group I -- Baird, Moore, Atherly, McGraw A. Education of Commission 1. Definition of discrimination 2. Effects of discrimination 3. Definition of prejudice 4. Problem areas in Fort Collins a. Methodology b. Statistics S. Community resources for problem resolution 6. Human relations skills B. Educate Community (Same as "A") C. Communication Group II -- Long, Scarborough, Brunton, Graham A. Attain responsible authority B. Increase public awareness and education C. Define scope of responsibility D. Help people 1. Hear grievances 2. Refer to other agencies 4 STEP 1 - GOAL IDENTIFICATION PART B Each of you have now individually identified several goals you would like to see accomplished by the Commission. Your task now is to talk to ether as a r9 oup to share what you have written and to decide as a rg oup which of these potential goals you would like to actually adopt. List them in rank order below with #1 being the most important on through A. 1. Effective organization A. Human relations ordinance B. Selection of Human Relations Commission members C. Organization of HRC, i.e., committees, functions, etc. p. Scope of responsibility A. Education of members B. Education of public 3. Implementation 4. Notes: 5 STEP 2 - GOAL BEHAVIORIZATION This is a most important step in the goal setting procedure. Ultimately, our goals and objectives usually involve changes in behavior we would like to see take place. To simply have a certain attitude or accurate information is usually not enough. Goal attainment is most often associated v1 th the acquisition, modification, or elimination of specified behaviors. Important questions to ask ourselves in order to behavioralize goals are: "How would we behave differ- ently if we were able to achieve this goal?" For example, if one of our goals were to "enhance communication and build cohesiveness between citizens and the Commission," the next question would be, "How will citizens and Commission members behave differently from what they are now if this goal is attained?" Possible answers might be that they would have greater attendance of Commission members at meetings, more citizens contacting the Commission, more meetings in neighborhood centers, etc. All of these are examples of behavior we could observe if we achieved our goal. Your task as a group now is to discuss a designated Goal in terms of how behavior would change if that goal were attained. List below or on newsprint or black- board those thim,,syou could observe happening if you succeeded in your efforts. Effective organi'Zffrttm— A. Scope of responsibility Goal #1 A. Ordinance B. Member selection 1. recommendations submitted to CHRC organization Council Goal Behaviorization 2. Council deliniate responsibility A. Ordinance B. HRC education 1. Purpose determined 1. time commitment required 2. Authority determined 2. More members attending 3. Implementation accomplished 3. Sessions set up for ordinance B. Member selection orientation $ education �3. 1. 5 concerned $ willing people 4. Ordinance support systems pro- 2. Diverse community interests represented posed C. HRC organization I S. Human relations techniques 1. Re-evaluation of existing ordinance required 2. changes made C. Community education Goal #2 Human Relations Orientation 1. more news feedback �6 A. Scope of responsibility 2. more compalints B. HRC education 3. more court cases C. Community education 4, more attendance of HRC members public meetings Now go back and check to see if you have listed observable behaviors by asking yourself in connection with each: "What would I actually see happening if the goal is achieved?" To say, "We would all be happier" is not specific enough-- we must indicate how one behaves when happier such as: (1) a greater incidence of smiling, (2) more frequent handshakes, (3) more compliments or praise given to each other, etc. You may also want to give some thought to ideally how much or how often would you like these behaviors to occur. 5.' more awareness in business and educational communities 6, more calls END OF GOAL ORIENTATION SESSION I PLANNED FOR SUBSEQ"GOAL ORIENTATION SESSIONS: so 6 STEP 3 - GOAL IMPLEMENTATION PLANNING We are now ready to begin making specific plans for how we can go about achieving the goals we have identified as having top priority. In Step 2 we made an effort to specify those behaviors that would occur with the attainment of this goal. In so doing you have laid the foundation for Step 3. Now that we have an idea of how we would like people to behave, we must decide how we can bring about these behaviors. Part A of Step 3 is a brainstorming activity designed to give us the material we will need to come up with a specific plan for achiev- ing our goal. PART A Select someone in your group to serve as a recorder, and as a group state as many ways of eliciting the behaviors you identified in Step 2 as possible. Do not take the time to discuss or evaluate these ideas. Just toss them out, record them, and we come back to them ater. or example: If we were discussing how we might increase communication with citizens, we might come up with the following ideas: 1. Utilize citizen "task forces" more often to get work done. 2. Increase the frequency of Commission meetings in various neighbor- hoods. 3. Publicize Commission accomplishments. 4. Have more contacts with community groups offering related services. 5. Etc. List #1 goal you have identified on page 4 here: Select one of the behaviors you identified on page 5 and list here: Now, as a group, brainstorm possible ways to help bring this behavior about. .N N STEP 3 - GOAL IMPLEMENTATION PLANNING (continued) PART B This part of Step 3 builds on what you have done in Part A. Using the brain- storming ideas you have just generated you may now build a specific plan for goal attainment. First, sort out those ideas that have the most promise. Now, get specific about implementing these ideas. In so doing, it will be helpful to specify Who will take the assignment to do What to effect Whom. When it will be done and How also need to be considered. For example Dr. Smith will take the assignment to communicate with various community or- ganizations to determine what services are provided to families in housing crisis in Fort Collins. He will begin yesterday! In the space below, specify an action plan for several of the items you generated in the brainstorming session. Work as a team on this part. List goal you have identified here: List the behavior you identified to brainstorm and develop an action plan here: Action plan for Goal implementation of above goal and behavior (what): Who: When: How to accomplish: Who else is involved: Other: Continue the same procedure for each of the highest payoff ideas generated in the brainstorm session. Each action plan should attend to the identified behavior and assist in accomplishment of that behavior. 8 STEP 4 - GOAL EVALUATION How do we know if or when we have attained the goal we have set for ourselves? Unless we take time to establish a criterion of success we are setting ourselves. up for discouragement and feelings of frustration and failure. Would you like to enter a foot race in which there was no finish line? How would you ever know if you had succeeded or even if you had finished? All too often our efforts in our assignments are like this, and all too often we feel frustrated and at a loss as to whether we are doing Any good. In order to avoid this dilemma, it is necessary for us to do two things: First, we must answer the question, "How often do these behaviors occur now?" in respect to the behaviors we identified in Step 2. Second, we must decide "How often must these behaviors occur in order for us to be successful?" In the space below, on newsprint or blackboard, specify your criteria for goal achievement as well as how you are going to collect the data. Work as a team on this part. Use the behaviors identified on page 5. Behavior #1 Evaluation Behavior 82 Evaluation Behavior #3 Evaluation Behavior #4 Evaluation