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Home My WebLink About06/24/2020 STUDY SESSION PACKET______________________________________________________________ CITY COUNCIL 345 6th Street, Suite 100, Bremerton, WA 98337 Phone (360) 473-5280 WEDNESDAY, JUNE 24, 2020 CITY COUNCIL STUDY SESSION AGENDA 5:00 PM - Via Zoom Webinar To help reduce the spread of COVID-19, the City Council is conducting a Study Session via Zoom Webinar. The Council Conference Room 603 will be closed, and all Council Members and staff will be participating remotely. The Study Session is open to the public to listen in, but there will be no opportunities for input; no action is anticipated (except for Item C); and the content of these items is subject to change. If approved by the Council, items will be placed on the July 1, 2020 City Council Virtual Meeting Agenda…  Members of the public are invited to join the Zoom webinar by clicking on the following link: https://us02web.zoom.us/j/82619420564?pwd=a1RvbjNDYms0anV4OG1ZZ29PZ0tpQT09 Password: 209823  Or iPhone one-tap: US: +12532158782,,82619420564#,,,,0#,,209823# or +13462487799,,82619420564#,,,,0#,,209823#  Or Telephone: Dial (for higher quality, dial a number based on your current location): +1 360 415 1029 +1 253 215 8782 US +1 301 715 8592 US Webinar ID: 826 1942 0564 Password: 209823 Citizens are always encouraged to send questions and comments to: City.Council@ci.bremerton.wa.us A. BRIEFINGS ON AGENDA ITEMS 1. Presentation on SR303 Corridor Study; Preferred Alternative (Information only) 2. Resolution to set August 5, 2020 as the Public Hearing date to vacate a portion of Nipsic Avenue Right-of-Way 3. Interlocal Agreement with Kitsap County for Reimbursable Work and/or Equipment Rental 4. Confirm Appointment of John Payne to the position of Assistant Fire Chief at Pay Band 22, Rate 8 of the 2020 Management, Professional, Confidential and Fiduciary Salary Plan 5. Proposed Ordinance amending Chapter 2.50 of the Bremerton Municipal Code (BMC) entitled “Management and Professional Staff Compensation Program” by amending Section 2.50.032 relating to promotions and benefits 6. Presentation on Proposal to form a Race Equity Task Force (Information only) B. GENERAL COUNCIL BUSINESS o Public Works Committee Briefing (6/16/20 Meeting) – Chair Kevin Gorman o Finance & Parking Committee Briefing (6/23/20 Meeting) – Chair Michael Goodnow o Other General Council Business C. EXECUTIVE SESSION 1. 45-Minutes to discuss Pending and Potential Litigation, which is allowed under RCW 42.30.110 (1) (i) Action is anticipated… (Amended) D. ADJOURNMENT OF STUDY SESSION Form Created 5/4/15 INFORMATION ONLY ITEM CITY OF BREMERTON CITY COUNCIL SUBJECT: Presentation on SR303 Corridor Study; Preferred Alternative (Information only) Study Session Date: June 24, 2020 Presenter: K. Ketterer Phone: (360) 473-5334 SUMMARY: Funding was provided from the State Legislature in 2018 for a corridor study of SR 303 between Burwell and NE Fairgrounds Road. The purpose of the study is to guide the modernization of the corridor through a transportation plan that will define short, mid, and long-term operational and capital projects. Over the last 18 months the study team has completed community outreach, a safety analysis, and a traffic analysis to understand the current and future needs of the corridor. With guidance and oversight from a stakeholder advisory group the team created a needs statement for the study, created a list of potential improvement projects, and created a matrix of metrics and measures to evaluate improvements. Potential projects that moved forward after a first level screening were organized into 3 alternatives; the alternatives then went through a second evaluation that measured their effectiveness in meeting the needs of the corridor. After a second community outreach effort, and with feedback from the stakeholders, the team has created a draft preferred alternative. This alternative includes a combination of the most beneficial improvements from each of the 3 alternatives. The presentation of the draft preferred alternative will focus on the major themes and transformative contextual changes that are propose and then discuss next steps for the study including further public outreach and the final plan report. HANDOUTS: STUDY SESSION AGENDA: ☐ No Presentation ☒ Full Presentation A1 Remove center median between 4th and 5th Street; replace with c-curb Provides width for adding northbound lane without impacting right of way; balances traffic operations need with bike/ped connectivity. C-curb prevents left turn movements. 4th and 5th are part of the designated bicycle route through Bremerton and cyclist would be required to use pedestrian crossing. Rectangular Rapid Flashing Beacon at 4th and 5th Street Maintain pedestrian safety with signalize crossing over 4 lanes. Underground utilities that obstruct sidewalks Makes full sidewalk width available for pedestrian and cyclist use Cost and traffic impacts during construction. Roundabout at 11th; 2 lanes with right turn bypass Reduce delay and improve mobility by adding capacity. Roundabouts provide safety benefits and contextual improvements for intersection. Creative design may be able to minimize impacts to park on SW corner. Impacts adjacent right-of-way, however impacts are greater for other options evaluated. Moderate traffic interruption for construction. Include transit signal priority (TSP) at signalized intersections. TSP gives more green time for buses to get through signalized intersections thus reducing their travel time and providing reliability. Improves transit mobility and travel times. Improves opportunity for Federal Transit Authority funding.None identified. Include updated traffic signal equipment for active traffic management options Provides flexibility for improved traffic operations and optimizing efficiency of existing roadway capacity. Requires off-site control area with dedicated computer system and operator. Cost for operations and maintenance. New pedestrian crossing between 6th Street and 11th Street, north of 8th. Improves pedestrian accessibility to existing land use and to transit. Improves overall walkability of the neighborhood.Impacts properties to widen roadway a maximum of 3 feet on each sideBurwell to 16th StreetSegment Element Benefit Issues Segment Element Benefit Issues Widen Warren Avenue Bridge to include 10’ shared use path on both sides Provides safe width for cyclists and pedestrians to cross Port Washington Narrows to access higher density population area in Eastside Employment Center and Olympic College. Would include new decking material in response to recent pothole. Cost Narrow lanes on Warren Avenue Bridge to 11’Reduces need for structural widening and provides traffic calming affect. Include Type 2 center barrier on Warren Avenue Bridge Provides visual cue for traffic to travel at speed limit and reduces risk for cross-over and head-on crashes. Provide 10’sidewalks and 6' wide low maintenance landscape or hardscape buffer on both sides of SR 303 from north end of Warren Avenue Bridge to Sheridan Continuation of the shared use path to maintain connectivity, accessibility, and context along the corridor.Operations and maintenance cost. Pedestrian tunnel under Warren Ave at south end bridge abutment Improves pedestrian and bicycle mobility by providing seamless connectivity to the regional non-motorized system.Cost, negotiation with Olympic College. Provide new roundabout intersection at Clare/Callahan; eliminate on ramps to SR 303 from Clare and Callahan Provides managed access from SR303 to the Eastside Employment Center. Provide speed management for traffic traveling southbound. Integrates local context into the corridor. Cost and constructability under traffic. Include a northbound business access transit (BAT) lane used by buses and traffic turning right to access businesses. The lane would extend from 500’ south of the Clare/Callahan intersection to Sheridan Road – BAT lane will terminate at TSP signal (queue jump) and begin again just north of roundabout BAT lane will provide transit with a queue bypass to enter the roundabout with less traffic and helps maintain travel time reliability.Education about transit queue jump and possibly enforcement. Narrow the roadway to include curb, gutter, sidewalk from north end of Warren Ave Bridge to Sheridan Could be done early with modifications to on- and off-ramps to introduce a more urban corridor context before the roundabout is constructed. Update low maintencance landscaping or hardscape adjacent to SR 303 consistent with corridor context and traffic calming strategies Including landscape features early outlines the more urban feel and helps with traffic calming.Operations and maintenance cost. Underground utilities that obstruct sidewalks Makes full sidewalk width available for pedestrian and cyclist use.Cost and traffic impacts during construction. Include updated traffic signal equipment for active traffic management options Provides flexibility for improved traffic operations and optimizing efficiency of existing roadway capacity. Requires off-site control area with dedicated computer system and operator. Cost for operations and maintenance. Include TSP at signalized intersections Improves transit mobility and travel times. Improves opportunity for Federal Transit Authority funding.None identified Include updated traffic signal equipment for active traffic management options Provides flexibility for improved traffic operations and optimizing efficiency of existing roadway capacity.See above16th to Sheridan Segment Element Benefit Issues Include northbound BAT lane from Sheridan to Hollis where it terminates as a right turn only lane Improves transit travel time reliability and reduces overall traffic interruptions when buses stop for passenger loading and unloading. Possible Kitsap Transit project with FTA funds. Right of way impacts would require negotiation for partial and full takes. Underground utilities that would otherwise be obstructions in the sidewalks Makes full sidewalk width available for pedestrian and cyclist use.Cost and traffic impacts during construction. Provide southbound u-turn at Sheridan Maintains business and residential access.Additional right of way required. Replace two way left turn lane with 3’ – 5’ wide median with breaks at intersections and at specified locations Improves safety along the corridor by reducing unprotected left turn movements to and from the center lane.Additional right of way required, modification to access. Provide median break for southbound left at Old East Bremerton High School entrance Provides access to large parcel that could be repurposed for higher use. Build a mid-block pedestrian crossing north of Dibb St and provide High-intensity Activated Crosswalk (HAWK) signal and pedestrian refuge Reduces the distance between intersections for pedestrians to cross. Improves accessibility to/from transit stops. Improves safety for pedestrians.Additional right of way required. Widen sidewalks to 10’ on both sides of SR 303 Extension of shared use path connectivity and provides a more walkable area thus increasing livability near the corridor.Additional right of way required, modification to access. Include 6' wide low maintenance landscape or hardscape buffer between curb and sidewalk at various locations Provides safety buffer between sidewalk and traffic.Additional right of way required, modification to access. Provide both northbound and southbound u-turn capability at Sylvan Maintains business and residential access.Additional right of way required. Provide northbound and southbound u-turns at Hollis Maintains business and residential access.Additional right of way required. Build a mid-block pedestrian crossing north of south of Riddell Road and provide HAWK signal and pedestrian refuge Reduces the distance between intersections for pedestrians to cross. Improves accessibility to/from transit stops. Improves safety for pedestrians.Additional right of way required Include updated traffic signal equipment for active traffic management options Provides flexibility for improved traffic operations and optimizing efficiency of existing roadway capacity. Requires off-site control area with dedicated computer system and operator. Cost for operations and maintenance. Include TSP at signalized intersections Improves transit mobility and travel times. Improves opportunity for Federal Transit Authority funding.None identified. Replace signal at Riddell Road with a 2-lane roundabout including pedestrian crossings at all four quadrants Roundabouts reduce crash severity, improve pedestrian safety, and provide a sustainable solution for traffic control. Additional right of way required, modification to access, public education, cost, traffic impacts during construction.Sheridan to Riddell Road Segment Element Benefit Issues Replace two way left turn lane and center median with a new 3’ – 5’ wide median with breaks at intersections and at specified locations Improves safety along the corridor by reducing unprotected left turn movements to and from the center lane. Possible environmental issues/mitigation required at some locations due to widening. Underground utilities that obstruct sidewalks Makes full sidewalk width available for pedestrian and cyclist use.Cost and traffic impacts during construction. Widen sidewalks or construct new sidewalks to be 10’ on both sides of SR 303 Extension of shared use path connectivity and provides a more walkable area thus increasing livability near the corridor. Possible environmental issues/mitigation required at some locations due to widening. Include 6' wide low maintenance landscape or hardscape buffer between curb and sidewalk Provides safety buffer between sidewalk and traffic.Additional right of way required. Provide northbound and southbound u-turn at E Furneys Lane Maintains business and residential access.Additional right of way required. Include updated traffic signal equipment for active traffic management options Provides flexibility for improved traffic operations and optimizing efficiency of existing roadway capacity. Requires off-site control area with dedicated computer system and operator. Cost for operations and maintenance. Include TSP at signalized intersections Improves transit mobility and travel times. Improves opportunity for Federal Transit Authority funding.None identified Provide northbound and southbound u-turn at NE Fuson Road Maintains business and residential access.Additional right of way required Provide u-turn at McWilliams Road Maintains business and residential access.Additional right of way requiredRiddell Road to McWilliams Road Segment Element Benefit Issues Add bicycle facilities on Fuson from SR 303 to Almira Possible right of way impacts Add bicycle facilities on Almira from Fuson to Sylvan Complete a paved shared use connection from Almira to Cherry Street.Right of way impacts, permitting Add bicycle facilities on Cherry Street between new path connection and Sherridan. (Continued coordiantion with Eastside Employment Center Draft Environmental Impact Statement request to realign Wheaton Way with Spruce Ave and potential realignement of bicycle route to that corridor.)Right of way impacts, permitting Add bicycle facilities on Callahan to connect to Sheridan Park area using shared use tunnel under SR 303 Maintain tunnel under SR 303 Provide neighborhood connectivity by building 6' - 10' sidewalks at the following locations: * Almira to SR 303 using NE 32nd Street through Old East Bremerton High School connecting near Dibb Street * From Pine Rd NE to Wheaton Way Transit Center using NE Normandy Dr or NE Roswell Dr to access Clogston Ave NE. Need agreement with private property owner to finalize connection to E Broad St.Right of way impacts, permitting Support and include all City of Bremerton non-motorized planning improvements N/AOff Corridor ImprovementsConsistent with City Comprehensive Plan Improves walkabilility within and between neighborhoods along the SR 303 Corridor. Improves bicycle connectivity and improves its use as an alterantive mode to driving. Improves accessibility to transit DRAFT DRAFT DRAFT DRAFT DRAFT DRAFT DRAFT DRAFT DRAFT DRAFT DRAFT DRAFT DRAFT SR 303 Corridor Study Council Study Session Briefing June 24, 2020 Katie Ketterer Project Manager https://www.bremertonwa.gov/1073/SR-303-Corridor-Study 2 Agenda Introduction and Background Draft Preferred Alternative Next Steps 3 Study Area •Funding is provided for an SR 303 corridor study between SR 304 and NE Fairgrounds Road to guide modernization of the corridor. •Use the practical solutions approach to identify short, medium, and long term improvements along the corridor that can meet the project needs. •Helps make the right investments, in the right place, at the right time. •Includes community engagement to outline performance based solutions that meet project needs, •Success includes reaching concurrence about corridor needs, identification of phased solutions, and development of a long term plan including potential funding opportunities. Study purpose and success 4 Gather data to understand current and future conditions, and identify corridor deficiencies. Compile list of possible solutions, both capital improvements and operational changes. Perform 1st level of evaluation and eliminate elements that do not meet need. Organize remaining solutions into 3 distinct alternatives and create matrix of metrics and measures to evaluate the alternatives. Evaluate 3 alternatives based on ability to meet corridor needs. Create a preferred alternative using results from alternative evaluation to bring forward elements from each alternative that effectively meet needs. Public Outreach Process Major themes of preliminary preferred alternative: •Transit signal priority and intelligent signal technology at traffic signals. •Roundabouts at key locations where they make a significant contribution to traffic operations, pedestrian accessibility, safety, and context. •10 foot sidewalks from the bridge north. •More connections for active transportation across and adjacent to corridor. •Median control for corridor north of bridge. 5 Transit signal priority Remove median and replace with rapid flashing beacon Add northbound through lane C-curb to prevent left turn movements Full pedestrian access Two lane roundabout 11th St Grade separated crossing Minimize parking impacts Possible bike route Consider viewing overlook Raised median barrier 10’ Shared Use Path on both sides Example BAT x -section Transit signal priority Pedestrian access Trail connectivity Connect to sidewalks at Clare Grade separated active transportation crossing Trail connectivity Resume BAT Lane Mid-block crossing with refuge and signal Center median BAT Lane 10’ wide sidewalk both sides Dibb St Transit signal priority U-turn BAT Lane 10’ wide sidewalk both sides U-turn Mid-block crossing with refuge and signal BAT Lane 10’ wide sidewalk both sides Planted buffer where possible Median (low maintenance decorative) Transit signal priority BAT Lane10’ wide sidewalk both sides Median (low maintenance decorative) U-turn Transit signal priority U-turn Planted buffer where possible BAT Lane termination 10’ wide sidewalk both sides 10’ wide sidewalk both sides Median (low maintenance decorative) Planted buffer where possible Mid-block crossing with refuge and signal Break in barrier for business access Planning level design 2-lane roundabout with right turn bypass Pedestrian crossings Example Next Steps and Q&A 29 Project website: https://www.bremertonwa.gov/1073/SR-303-Corridor-Study AGENDA BILL CITY OF BREMERTON CITY COUNCIL SUBJECT: Study Session Date: June 24, 2020 Resolution to set August 5, 2020 as the Public Hearing date to vacate a portion of Nipsic Avenue Right-of-Way COUNCIL MEETING Date: July 1, 2020 Department: PW&U Presenter: Shane Weber Phone: (360) 473-2354 SUMMARY: The adjacent property owner has petitioned the City to vacate a portion of Nipsic Avenue located at the northwest corner of Nipsic Avenue and E. 11th Street to facilitate home improvement projects. Due to building setback requirements from the Right of Way, these renovations are currently not feasible. The portion fronts three properties; 1110 Ironsides Avenue, 1118 Ironsides Avenue (lots extend from Ironsides to Nipsic with Ironsides addressing) and 2428 E. 11th Street (applicant). All three property owners have signed the petition to vacate, which complies with BMC 11.20.070 which states “if the petition is signed by two-thirds of the property on a front footage basis…the council, shall by resolution, fix a time when the petition will be heard.” No city or franchise utilities are in the subject area. ATTACHMENTS: 1) Resolution No. ________; 2) Engineering Staff Report (Amended); 3) Legal Description with Parcel Search Map (Amended); 4) Google Earth Photo; and 5) Petition for Right-of-Way Vacation FISCAL IMPACTS (Include Budgeted Amount): None STUDY SESSION AGENDA: ☒ Limited Presentation ☐ Full Presentation STUDY SESSION ACTION: ☐ Consent Agenda ☐ General Business ☐ Public Hearing RECOMMENDED MOTION: Move to pass Resolution No. _______ to establish August 5, 2020 as a hearing date to vacate a portion of Nipsic Avenue between E. 11th Street and E. 13th Street. COUNCIL ACTION: Approve Deny Table Continue No Action Form Updated 01/02/2018 A2 Page 1 of 1 Resolution Vacation of portion of Nipsic Ave Rev. 10/2019 between E. 11th St. and E. 13th St. RESOLUTION NO. __________ A RESOLUTION of the City Council of the City of Bremerton, Washington, establishing a hearing date for the proposed vacation of a portion of the Nipsic Avenue Right of Way between E. 11th Street and E. 13th Street WHEREAS, the adjacent property owner has initiated the vacation in accordance with Bremerton Municipal Code (BMC) 11.20.070; NOW THEREFORE, THE CITY COUNCIL OF THE CITY OF BREMERTON, WASHINGTON, DOES HEREBY RESOLVE AS FOLLOWS: SECTION 1. A public hearing will be held on August 5, 2020, at 5:30 p.m. or later in the City Council Chambers at the Norm Dicks Government Center, First Floor, 345 Sixth Street, Bremerton, Washington, to take public comment or consider written objections to the vacation and dedication. SECTION 2. Severability. If any one or more sections, subsections, or sentences of this Resolution are held to be unconstitutional or invalid, such decision shall not affect the validity of the remaining portion of this Resolution and the same shall remain in full force and effect. SECTION 3. Effective Date. This Resolution shall take effect and be in force immediately upon its passage. PASSED by the City Council of the City of Bremerton, Washington this _____ day of __________________, 20____. ERIC YOUNGER, Council President APPROVED AS TO FORM: ATTEST: ROGER A. LUBOVICH, City Attorney ANGELA HOOVER, City Clerk E. 11th St and Nipsic Ave Deckman Page 1 of 3 (Attachment 2) ENGINEERING STAFF REPORT CITY COUNCIL HEARING DATE: Study Session 6/24; Resolution 7/1; Ordinance 7/15 PREPARED BY: JK SUMMARY A. Applicant: Laura Deckman 2428 E. 11th Street Bremerton, WA 98310 Location: Northwest Corner of E. 11th Street and Nipsic Avenue BACKGROUND The adjacent property owner of 2428 E. 11th Street (Lot 8) has petitioned the City to have the east 10 feet of Lots 3, 4, 5, and the north 85 feet of the east 10 feet of Lot 8 Block 1 of the Addition to the Town of Decatur to be vacated. The applicant proposed 13’ but due to existing pavement an encroachment of the revised property line would im pact the paved street. The applicant agreed to the revised vacation width. The area is undeveloped and is not accessed by the public with the exception of the adjacent property owners (see pictures). RIGHT-OF-WAY CONDITIONS EXISTING ROADWAY NEW ROADWAY  Functional Classification Residential N/A  R-O-W Width Varies 27’ – 40’ N/A  R-O-W Areas N/A N/A  Pavement Width 22’ N/A  Surface Type Asphalt N/A  Curb and Gutter No N/A  Sidewalks No N/A HEARING CONSIDERATIONS BMC 11.20.120 sets forth issues that the City Council needs to determine at the conclusion of the Vacation Hearing. These issues and the staff position are: 1. Whether the street, alley or portion thereof is no longer required for public use and vacation of the described portion will better serve the public good. E. 11th St and Nipsic Ave Deckman Page 2 of 3 Staff Position: Due to insufficient Right of Way dedication on the historic Brights Re -plat and the Plat of Decatur Acre Tracts, improvements on this block of Nipsic Avenue are not feasible. Also, obtaining additional Right of Way in this area for improvements isn’t feasible due to buildings and bulkheads occupying the required area. 2. Whether the vacation is consistent with the City Comprehensive Plan. 3. Staff Position: The proposed vacation does not conflict with the Comprehensive Plan. 4. Whether continued use of the proposed vacation as a public way is not of such public benefit as to justify the costs of maintenance. Staff Position: The proposed area is an undeveloped strip adjacent to the asphalt street. Adjacent homeowners are currently maintaining this area. 5. Whether substitution of a new and different thoroughfare would be more useful to the public. Staff Position: No other thoroughfare would improve circulation in this area. 6. Whether conditions may so change in the future as to provide a greater public use or need than presently exists. Staff Position: There is no anticipated future public transportation needs. 7. Whether objections to the proposed vacation are made by owners of private property abutting the same. Staff Position: Adjacent property owners to the proposed Vacation have all signed the petition to vacate. SHORELINE ACCESS This portion of right-of-way does not provide shoreline access. UTILITIES The City has no utilities in the proposed area to be vacated. Franchised utilities do not have infrastructure in the proposed vacation area. SUFFICIENCY OF SIGNATURES E. 11th St and Nipsic Ave Deckman Page 3 of 3 The petition exceeds the 2/3 front footage requirement. COMPENSATION No compensation owing as this is Class III Right of Way. STAFF RECOMMENDATION Staff recommends Approval to vacate the proposed 10.0 foot wide strip along Nipsic Avenue. ATTACHMENT 3 LEGAL DESCRIPTION OF PORTION TO BE VACATED SECTION 13, TOWNSHIP 24, RANGE 1E, W.M., in KITSAP COUNTY, WA THE EAST 10 FEET OF LOTS 3, 4, 5, and THE NORTH 85 FEET OF THE EAST 10 FEET OF LOT 8 in the ADDITION to the TOWN of DECATUR AS RECORDED IN VOLUME 2 OF PLATS, PAGE 72, RECORDS OF KITSAP COUNTY, WASHINGTON. Untitled M ap W rite a des c ription for your m ap. Legend Trenton at E. Thirteenth 7.03 ft N➤➤N © 2020 Google © 2020 Google © 2020 Google AGENDA BILL CITY OF BREMERTON CITY COUNCIL SUBJECT: Interlocal Agreement Study Session Date: June 24, 2020 with Kitsap County for Reimbursable Work and/or Equipment Rental COUNCIL MEETING Date: July 1, 2020 Department: PW&U Presenter: T. Knuckey Phone: (360) 473-2376 SUMMARY: This Interlocal Agreement (ILA) with Kitsap County will allow the City to request assistance or use equipment to be used in operating and maintaining the various assets managed by Public Works and Utilities. A similar ILA had been in place until 2015 but was not renewed due to concerns with indemnification language which have since been resolved. ATTACHMENTS: Interlocal Agreement with Kitsap County for Reimbursable Work and/or Equipment Rental FISCAL IMPACTS (Include Budgeted Amount): None. Payment is from the fund requesting the work or equipment rental. STUDY SESSION AGENDA: ☒ Limited Presentation ☐ Full Presentation STUDY SESSION ACTION: ☐ Consent Agenda ☐ General Business ☐ Public Hearing RECOMMENDED MOTION: Move to approve the Interlocal Agreement between Kitsap County and the City of Bremerton for Reimbursable Work and/or Equipment Rental; and authorize the Mayor to finalize and execute the agreement with substantially the same terms and conditions as presented. COUNCIL ACTION: Approve Deny Table Continue No Action Form Updated 01/02/2018 A3 1 KC 277-20 INTERLOCAL AGREEMENT BETWEEN KITSAP COUNTY AND THE CITY OF BREMERTON FOR REIMBURSABLE WORK PERFORMED AND/OR EQUIPMENT RENTAL This Interlocal Agreement (“Agreement”) is made and entered into pursuant to the provisions of Chapter 39.34 RCW by and between the County of Kitsap (hereinafter “County”) and the City of Bremerton (hereinafter “City”), also referred to individually as “Party” and collectively as the “Parties”. Either Party to the Agreement, the requesting agency (hereinafter the “Requester”) and the providing agency (hereinafter the “Provider”) may request work or equipment rental from the other Party as needed from time to time and deemed mutually beneficial. I. INCORPORATION OF RECITALS The foregoing Recitals are incorporated in full and made part of this Agreement by this reference: WHEREAS, each Party operates a Public Works Department which specializes in certain types of Public Works projects, and each Party owns certain types of equipment utilized in Public Works projects; and WHEREAS, each Party may from time to time find it advantageous or desirable to have certain work performed by the other Party, or its contractor, and/or to obtain the use of certain equipment from the other Party for specific Public Works projects; and WHEREAS, the Parties entered into KC 354-16, executed August 3, 2016 and terminated with the execution of this Agreement; and WHEREAS, from time to time, the Parties will benefit from cooperation in Public Works projects in the manner proposed herein; and WHEREAS, 39.34.030 RCW authorizes public agencies to enter into cooperative agreements for their mutual benefit; NOW THEREFORE, in consideration of their mutual covenants, conditions and promises, the Parties, through their respective legislative bodies, do hereby agree as follows: II. AGREEMENT PURPOSE OF AGREEMENT: The purpose of this Agreement is to provide for cooperation between the County and the City whereby either Party may request certain work be performed by the other Party, or its contractors, or that either Party may rent certain pieces of equipment owned by the other Party. 2 ADMINISTRATION OF AGREEMENT: This Agreement does not establish or create a separate or joint board. No joint property shall be acquired, held, or disposed of. Any real or personal property used as a result of this Agreement shall be considered and remain the property of the Party who purchased such real or personal property. TERM: This Agreement shall take effect upon execution by the Parties and shall remain in effect until December 31, 2030. TERMINATION: Either the County or the City may terminate this Agreement by giving thirty (30) days written notice to the other Party. COMPLETE AGREEMENT: This Agreement represents the entire Agreement between the Parties and supersedes all prior oral and written Agreements. This Agreement replaces in their entirety the following prior agreements between the Parties: KC-352-16 executed on August 22, 2016, KC-354-16 executed on August 3, 2016 and KC-163-20 executed on March 13, 2020. This Agreement may not be amended or extended except by an instrument of writing executed by the Parties, with the same formalities that apply to this Agreement. REQUEST BY PARTICIPATING PARTIES: Whenever the Requester desires to obtain work or equipment rental from the Provider pursuant to this Agreement, the Requester shall make a request for said work, or equipment, in writing upon the “Request and Agreement for Work, Equipment, and/or Materials” form which is attached and incorporated to this Agreement as Attachment “A”. REVIEW OF REQUEST: The requested scope of work will be reviewed by the Provider’s Director of Public Works, or designee, to ensure that the requested work can be completed in a timely and efficient manner by the Provider, or that the equipment requested can be accommodated. The Provider’s Director, or designee, shall have sole final decision making authority as to the manpower and equipment required to fulfill the request, and/or the availability of equipment requested. FULFILLMENT OF REQUEST: If the Provider’s Director, or designee, approves the request, the Provider will perform the work or provide the equipment in the time and manner convenient to the Provider providing the request will not negatively impact the Provider’s business. PARTY EMPLOYEES: All employees assigned to perform work for the Requester pursuant to this Agreement, remain employees of the Provider at all times, and shall perform the work requested under the sole supervision of Provider’s agency. Labor, equipment, materials and procedures in performance of work pursuant to this Agreement, shall be mutually agreed to in writing. FINANCIAL RESPONSIBILITY: Except as may be otherwise set forth in this Agreement, the Requester shall be solely responsible for all costs related to the requested Public Works project, including costs of equipment rental, and administration of all grant funds, when applicable. 3 RENTAL EQUIPMENT RESPONSIBILITY: A. Requester agrees to use equipment from Provider in a careful manner and assumes all risks arising from possession and/or use of the equipment. B. Requester assumes all liability and responsibility for any and all losses resulting from use or malfunction of Equipment. C. Requestor assumes all liability and responsibility for loss of, or damage to equipment while under its control, and assumes responsibility for repairs. Normal wear and tear is the responsibility of the Provider. D. Requestor agrees to keep Equipment in the same good repair and condition as when rented, and to keep the Equipment properly housed at all times. E. Requestor agrees that Equipment will be operated by or under the direction of competent operators. REIMBURSEMENT: Requester shall reimburse the Provider for all costs of direct and indirect labor (including fringe benefits), administration, equipment rental, engineering, materials and supplies procured pursuant to this Agreement. The Provider shall submit a statement to the Requester after performance or delivery and the Requester shall refund the Provider within thirty (30) days of receipt. REMEDIES: In the event either Party exercises its option to terminate prior to completion of the work, and the non-terminating Party alleges breach, the sole and exclusive remedy available to the non-terminating Party shall be specific performance. PROCEDURE FOR REMEDIES: Before exercising any available remedies, including Dispute Resolution provisions covered in other sections of this Agreement, the Party alleging breach shall follow the procedures below: A. Notice of Violation: In the event the Party believes that the other Party has not complied with the terms of this Agreement and is a defaulting Party, the Party shall notify the defaulting Party in writing, by certified mail, of the nature of the alleged non-compliance. B. The Defaulting Party’s Right to Cure or Respond: The defaulting Party shall have ten (10) days from receipt of Notice of Violation to (i) respond to the non-defaulting Party, or (ii) to cure such default or in the event that the default cannot be cured within the ten (10) day period, initiate acts or action to remedy such default in a reasonable time. The duty to cure includes the duty to cure all harm caused by the acts of omissions of the defaulting Party. At the end of the ten (10) day period, the defaulting Party shall provide the non-defaulting Party timely notice, (i) of the action taken to cure the default, (ii) if the default has not been cured, an explanation for why the default has not been cured and the projected date for the cure; (iii) and if the default is disputed, a detailed explanation of the basis of the dispute. C. If the non-defaulting Party determines in good faith that the defaulting Party did not cure or initiate steps to cure to the non-defaulting Party’s satisfaction, after the notice required herein was provided, then the Party may exercise its available remedies after complying with the Dispute Resolution provisions. 4 DISPUTE RESOLUTION: In the event that a dispute is not resolved after following the Procedure for Remedies outline elsewhere in this Agreement, the Parties shall attempt to resolve it in the following manner before pursuing any other remedies available to either Party: the Parties will each appoint one member to a Dispute Board and those members will jointly appoint a third member. The Dispute Board will evaluate the dispute and attempt in good faith to resolve the dispute. The Dispute Board’s determination shall be non-binding. CHOICE OF LAW AND VENUE: This Agreement shall be interpreted according to the laws of the State of Washington. Any judicial action to resolve disputes arising out of this Agreement shall be brought in Pierce County Superior Court. NOTICES: All notices and other written communication required by this Agreement shall be in writing and, except as expressly provided elsewhere in this Agreement, shall be deemed delivered by personal delivery, or at a time of mailing, if mailed by first class, postage pre-paid and addressed to the Party at the address provided below, or at such address as a Party may designate at any time in writing: To: Kitsap County Public Works: To: City of Bremerton: Andrew Nelson, PE Tom Knuckey, PE Director of Public Works Director of Public Works and Utilities 614 Division Street, MS-26 100 Oyster Bay Avenue Port Orchard, WA. 98366 Bremerton, WA 98312 NON-DISCRIMINATION: No Party in the performance of this Agreement shall discriminate against any person on the basis of race, color, creed, religion, national origin, age, sex, marital status, sexual orientation, veteran status, disability, or other circumstance prohibited by federal, state, or local law. The Parties shall comply with Title VI of the Civil Rights Act of 1964, P.L. 88 354 and Americans with Disability Act of 1990. SEVERABILITY: If any section, subsection, paragraph or provision of this Agreement is determined to be illegal, invalid, or unconstitutional by any court or agency of competent jurisdiction, such determination shall have no effect on the validity of any other section, subsection, paragraph or provision of this Agreement, all of which will remain in full force and effect for the term of this Agreement. MODIFICATION: This Agreement represents the entire Agreement of the Parties. No change, termination, or attempted waiver of any of the provisions of this Agreement shall be binding on any of the Parties unless executed in writing by authorized representatives of each of the Parties. This Agreement shall not be modified, supplemented, or otherwise affected by the course of dealings between the Parties. INSURANCE: Each Party, at its own expense, shall provide and keep in force: A. Commercial General Liability insurance written on an occurrence basis with limits no less than $1,000,000 combined single limit per occurrence and $1,000,000 aggregate for personal injury, bodily injury and property damage. Coverage shall include but not 5 be limited to: blanket contractual; products/completed operations/broad form property damage; explosion, collapse and underground (XCU) if applicable. B. Automobile Liability insurance with limits no less than $1,000,000 combined single limit per accident for bodily injury and property damage; and C. Workers Compensation insurance as statutorily required by the Industrial Insurance Act of the State of Washington, Title 51, Revised Code of Washington and employer's liability with limits not less than $1,000,000. Each Party shall name the other Party as an additional insured. The insurance requirements set forth in this Section shall be deemed to be minimum coverages and limits and shall not be construed in any way as a limitation on the other Party’s duty to carry adequate insurance or on each Party’s liability for losses or damages under this Agreement. INDEMNIFICATION: The Requester shall defend, indemnify and hold harmless, at the Requester’s sole expense, the Provider, it’s elected and appointed officials, officers, employees and agents, from and against any and all claims, actions, demands, losses, damages, liabilities and costs, including, but not limited to, attorney’s fees and litigation costs, arising out of the performance of Requester under this Agreement, whether the demand, loss or claim is due to the negligence of the Requester, it’s elected and appointed officials, officers, employees, or agents, except that in no event Requester be liable for injury or damages to the extent caused by negligence or willful misconduct of the Provider, it’s elected or appointed officials, officers, employees or agents. The Provider shall defend, indemnify and hold harmless, at the Provider’s sole expense, the Requester, it’s elected and appointed officials, officers, employees and agents, from and against any and all claims, actions, demands, losses, damages, liabilities and costs, including, but not limited to, attorney’s fees and litigation costs, arising out of the performance of Provider under this Agreement, whether the demand, loss or claim is due to the negligence of the Provider, it’s elected and appointed officials, officers, employees, or agents, except that in no event Provider be liable for injury or damages to the extent caused by negligence or willful misconduct of the Requester, it’s elected or appointed officials, officers, employees or agents. This Section shall survive termination of this Agreement. WAIVER: Neither the waiver by any of the Parties hereto of a breach of, or a default under any of the provisions of this Agreement, nor the failure of either of the Parties, on one or more occasions, to enforce any of the provisions of this Agreement, or to exercise any right or privilege hereunder will thereafter be construed as a waiver of any subsequent breach or default of a similar nature, or as a waiver of any such provisions, rights or privileges hereunder. FORCE MAJEURE: Nonperformance by a Party, other than payment of any amounts due hereunder by the Parties, shall not operate as a default under or breach of the terms of this Agreement to the extent and for so long any such nonperformance is due to: strikes or other labor disputes; prevention or prohibition by law; the loss or injury to products in transit; an Act of God; Pandemic, or war or other cause beyond the control of such Party. 6 ASSIGNMENT AND SUCCESSORS IN INTEREST: Except as otherwise provided herein, no Party may assign, subcontract, or delegate any right or obligation under this Agreement, in whole or in part, without the express prior written consent of the other Party. This Agreement shall inure to the benefit of and be binding upon each Party’s successors and assigns. COUNTERPARTS: This Agreement may be executed in any number of counterparts or, if mutually agreeable to the undersigned authorized signatories for the Parties, through the exchange by facsimile or other electronic means of duty-signed duplicates hereof, each of which shall be deemed an original, but all of which together shall constitute one and the same instrument. SECTIONS AND HEADINGS: The division of this Agreement into sections and subsections and the insertion of headings are for convenience or reference only, and do not affect the interpretation of this Agreement. Unless otherwise indicated, references in this Agreement to an article, section, subsection or schedule are to the specified article, section or subsection of or schedule to this Agreement. FILING: The County will, pursuant to 39.34.040 RCW, cause this Agreement to be filed with the Kitsap County Auditor upon full execution by the Parties. WARRANTY OF AUTHORITY: Each person or Party subscribing to this Agreement expressly warrants that it has full authority to do so. Dated this ______day of _______, 2020. Dated this ______day of _______, 2020. CITY OF BREMERTON BOARD OF COUNTY COMMISSIONERS KITSAP COUNTY, WASHINGTON _________________________________ ________________________________ Greg Wheeler, Mayor Charlotte Garrido, Chair Attest: ________________________________ Robert Gelder, Commissioner _________________________________ Angela Hoover, City Clerk ________________________________ Edward E. Wolfe, Commissioner Attest: ________________________________ Dana Daniels, Clerk of the Board 7 ATTACHMENT “A” REQUEST AND AGREEMENT FOR WORK, EQUIPMENT, AND/OR MATERIALS The undersigned hereby requests that the following described work, and/or service, and/or equipment rental be performed or provided by: ____________________________________ for _____________________________________. (Provider) (Requester) It is understood that this work, and or equipment rental is at the convenience of the Provider and that the undersigned agency will reimburse all costs, unless otherwise indicated. DESCRIPTION OF WORK, SERVICES, OR EQUIPMENT RENTAL REQUESTED: ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Estimate Attached Yes No Project Completion Date: ____________________________________ Total Cost Not to Exceed: $___________________________________ The undersigned certifies that sufficient budgeted funds are available to cover the cost of the requested work and/or services, and that payment to the Provider will be made promptly unless otherwise indicated in this Agreement. REQUESTING AGENCY: ______________________________________________________ Address: ______________________________________________________________________ Phone: _____________________________ Fax: ________________________________ Requested by: __________________________________________________________________ Name/Print Title/Print Signature: ____________________________________ Date: _______________________ ACTION OF THE PROVIDER APPROVED BY:_______________________________ Date: _______________________ Provider 8 10-DAY NOTICE OF TERMINATION OF KC 354-16 Pursuant to Section 4 of the Interlocal Agreement Between Kitsap County and City of Bremerton for Road for Road and Street Striping Services (“ILA”), executed August 3, 2016, Kitsap County hereby gives notice to the City of Bremerton of its intent to terminate the ILA. Termination of the ILA, also identified as KC-354-16, will automatically occur ten (10) days following receipt of this notice by the City of Bremerton. The Parties intend to replace KC-354- 16 with a new ILA for Reimbursable Work Performed and/or Equipment Rental. Dated this _______ day of June, 2020. CITY OF BREMERTON [Insert County Signature Stamp] By:_________________________ AGENDA BILL CITY OF BREMERTON CITY COUNCIL SUBJECT: Study Session Date: June 10 & 24, 2020 Confirm Appointment of John Payne to the position of Assistant Fire Chief at Pay Band 22, Rate 8 of the 2020 Management, Professional, Confidential and Fiduciary Salary Plan COUNCIL MEETING Date: July 1, 2020 Department: Fire Presenter: Pat McGanney, Fire Chief Phone: (360) 473-5380 SUMMARY: Per BMC 2.50.032 (a), City Council approval is required when setting a new employee’s initial salary at a rate which exceeds rate one (1). It is proposed that John’s salary be set at rate eight (8). John has been employed with the City for 25 years and has his Master’s Degree in Homeland Defense. ATTACHMENTS: 1) Letter of Engagement; 2) 2020 Management, Professional, Confidential and Fiduciary Salary Plan; 3) Position Description; and 4) Comparables FISCAL IMPACTS (Include Budgeted Amount): None STUDY SESSION AGENDA: ☒ Limited Presentation ☐ Full Presentation STUDY SESSION ACTION: ☐ Consent Agenda ☐ General Business ☐ Public Hearing RECOMMENDED MOTION: Move to confirm the appointment of John Payne as the Assistant Fire Chief at Pay Band 22, Rate 8 of the 2020 Management, Professional, Confidential and Fiduciary Salary Plan. COUNCIL ACTION: Approve Deny Table Continue No Action Form Updated 01/02/2018 A4 Patrick McGanney, Fire Chief 911 Park Avenue Bremerton, WA 98337 Telephone: 360-473-5381 May 27, 2020 John Payne RE: Letter of Engagement Dear John: It is with great pleasure that I confirm your appointment to the position of Assistant Fire Chief. Your position is exempt from Fair Labor Standards Act (FLSA) overtime provisions and included in the Management and Professional classifications covered under BMC 2.50 (copy attached) as follows: Position: Assistant Fire Chief Department: Fire Department Effective Date: ____________________________ Rate of Pay: $6,592.39 (Band 22, Rate 8) –Pending City Council Approval Appointment/Removal: Fire Chief Supervisor: Patrick McGanney, Fire Chief Vacation: Pursuant to BMC Chapter 2.50._____ Benefits: Pursuant to BMC Chapter 2.50._____ Severance: Pursuant to BMC Chapter 2.50.090 You are an “at will” employee and may be terminated by the City without cause at any time with thirty (30) days’ notice. You may be terminated for cause, without notice, and no severance pay shall be paid. This letter shall constitute your terms and conditions of employment with the City and there are no other written or oral agreements that have not been set forth in this letter of engagement or covered by Chapter 2.50 of the Bremerton Municipal Code. Please sign indicating your acceptance of our offer of employment as outlined above, and return to Leighann Denton in our Human Resources Office at 345 6th Street, Suite 100, Bremerton, WA 98337. Sincerely, Patrick McGanney Fire Chief cc: Leighann Denton, Human Resources Analyst II ------------------------------------------------------------------------------------------------------------------ ACCEPTANCE OF JOB OFFER: I, John Payne, hereby accept the appointment to position of Assistant Fire Chief, under the terms and conditions as set forth in this Letter of Engagement. SIGNATURE: ______________________________ __________________ John Payne Date City of Bremerton Classification Specification February 2020 ASSISTANT FIRE CHIEF Page 1 of 3 GENERAL FUNCTION Under general direction of the Fire Chief, serves as assistant department head responsible for implementing fire department policies and procedures; managing multiple prevention, inspection, suppression and emergency medical response programs; and assisting in planning, organizing and managing departmental operations. DISTINGUISHING CHARACTERISTICS This is a professional middle management fire and emergency medical classification with responsibility for assisting in planning, organizing and directing the operations of multiple fire, emergency medical response and prevention services and personnel. REPRESENTATIVE ESSENTIAL DUTIES AND RESPONSIBILITIES (Note – This list is intended only to illustrate the various types of work that may be performed. The omis sion of specific statements does not exclude them from the position.) Operations Management: Assists in and prepares budget requests for program personnel, facilities, equipment, supplies and services. Implements budget changes. Prepares and processes purchase documents and contracts. Monitors budget expenditure levels. Quantifies activity levels and costs of existing services, working conditions, operating procedures and identifies alternatives. Produces periodic progress, financial and other reports. Makes public presentations on service policy issues and programs. Resolves service problems and handles operational emergency situations. Personnel Management: Directs and coordinates work or program administrative staff to assure effective operations. Supervises and evaluates personnel, participates in their selection, advises on and implements discipline and discharge actions. Assists to establish and implement safe work practices, performance standards and operating procedures. Participates in or conducts meetings, negotiations and other processes used to discuss and implement changes to policies and practices. Special Assignments: Directs development of public information materials and personally engages in public information activities. Investigates and responds to complaints or other public service inquires. Conducts surveys and studies needed to review departmental service options. Provides technical advice, information and other support needed to: establish and implement professional standards for fire prevention, suppression and medical emergency response programs; evaluate trends, new developments and opportunities for developing fire and medical emergency facilities and services; evaluates fire and medical emergency response legislation. Acting Chief: In the absence of the Chief, serves as Fire Marshal and Acting Chief commanding all fire and emergency medical personnel and activity including investigations of fire origins, fire and safety inspections and code enforcement, fire prevention, disaster preparedness, emergency responses and routine departmental operations. Inter-Agency/Inter-Departmental Coordination: Represents the department and coordinates activity involving multi-agency or multi-departmental operations. Investigates and intercedes in matters requiring resolution of conflicts between departments, agencies or multiple service City of Bremerton Classification Specification February 2020 ASSISTANT FIRE CHIEF Page 2 of 3 providers. Provides technical support to other departments in matters involving the processing of departmental policies, procedures or program documents. General: Participates in the general management operations of the City. Respond to inquiries from internal and external sources; produces written and verbal reports on administrative subjects, as assigned. Performs other work which is consistent with the responsibilities of the classification and necessary to department operations. Other Duties – Regular Attendance is an essential requirement – Performs related work as assigned or required KNOWLEDGE, SKILLS AND ABILITIES Knowledge of:  Principles, practices, methods and technical support functions of fire and emergency medical response services;  Current professional standards applicable to fire and emergency medical response services;  Fundamental intent and basic provisions of municipal, state and federal financing mechanisms for fire and emergency medical services;  Techniques used for gathering, evaluating and summarizing fire department service information in preparing budgets;  Operations of fire vehicles, apparatus, radios and other emergency communications devices;  Effective supervision and command practices applicable to municipal fire department operations.  Emergency and Disaster preparedness.  Fire Department Administration and the Principles of Leadership  Principles of conflict resolution and collective bargaining  Incident Command System Able to:  Apply professional fire and emergency medical response principles to specific service operations;  Interpret and supply the intent and specific provisions of laws and regulatory provisions to particular conditions and determine a course or action;  Evaluate, plan and establish a proper sequence of action for multiple functional units and personnel to accomplish goals;  Provide verbal and written directives, information and advice to a wide variety of people and officials in non-stressful and stressful situations;  Persuasively communicate ideas and assert a point of view in controversial situations;  Apply the principles of equal employment opportunity, affirmative action and the Americans with Disabilities Act in managing personnel and service functions;  Exhibit and instill in subordinates a high public service priority in contacts with the public and others encountered in the workplace;  Develop and implement operating methods which provide a high degree of public safety; City of Bremerton Classification Specification February 2020 ASSISTANT FIRE CHIEF Page 3 of 3  Establish operating methods which produce physical and mental wellness and good morale among employees;  Successfully complete officially sponsored training courses and achieve certification as prescribed by departmental training standards for the position. QUALIFYING TRAINING AND EXPERIENCE Combined training and experience which demonstrates that a person has obtained the required knowledge and is able to perform the work required (with reasonable accommodation, if necessary). In the fire and medical emergency profession, a person with the following combined training and experience would qualify to compete in a selection process: graduation from high school or equivalent and eight (8) years of full-time paid experience in uniformed fire prevention, suppression and emergency medical response work; at least two (2) of which involved supervisory and/or command responsibility as a company officer. Required Licenses and Certifications A valid Washington State driver’s license is required and must be obtained prior to date of appointment or another date set by the City. LEGAL and REGULATORY EMPLOYMENT CONDITIONS Occupational Group: Middle Management. In addition to the essential function of managing on- going operations and personnel of their divisions or program, persons in middle management serve as the primary liaison between executive managers and program service users, operating personnel, and external organizations on specific activity. Work involves interpreting multiple policy requirements for continuing operations and advising executive managers in complex situations where available action options can have differing operational results or consequences. Fair Labor Standards Act: The classification is exempt under the laws of Fair Labor Standards Act minimum wage and overtime provisions. Representation: The classification is excluded from the bargaining unit pursuant to the Recognition Article of the current labor agreement between the City of Bremerton and the International Association of Firefighters Local 437. Civil Service: Positions located in the Police or Fire Department are included in the City’s Civil Service System; all other are excluded. Appointment and Removal Authority: The position is filled by appointment by the Department Head. Removal is by action of the Department Head in conformance with Civil Service Rules. This classification specification does not constitute an employment agreement between the City and employee. It is subject to change by the City, with approval by the Civil Service Commission, as the needs of the City and requirements change. AGENDA BILL CITY OF BREMERTON CITY COUNCIL SUBJECT: Study Session Date: June 10 & 24, 2020 Proposed Ordinance amending Chapter 2.50 of the Bremerton Municipal Code (BMC) entitled “Management and Professional Staff Compensation Program” by amending Section 2.50.032 relating to promotions and benefits COUNCIL MEETING Date: July 1, 2020 Department: Fire Presenter: Pat McGanney, Fire Chief Phone: (360) 473-5380 SUMMARY: Amending Section 2.50.032 of the Bremerton Municipal Code will allow employees moving from a represented classification to a management/professional classification to maintain their current benefits and not take a reduction in benefits. ATTACHMENTS: Ordinance FISCAL IMPACTS (Include Budgeted Amount): None STUDY SESSION AGENDA: ☒ Limited Presentation ☐ Full Presentation STUDY SESSION ACTION: ☐ Consent Agenda ☐ General Business ☐ Public Hearing RECOMMENDED MOTION: Move to pass Ordinance amending Section 2.50.032 of the Bremerton Municipal Code relating to promotions and benefits. COUNCIL ACTION: Approve Deny Table Continue No Action Form Updated 01/02/2018 A5 Page 1 of 3 BMC 2.50.032 – Actual Salary Rate ORDINANCE NO. ________ AN ORDINANCE of the City Council of the City of Bremerton, Washington, amending Chapter 2.50 of the Bremerton Municipal Code entitled “Management and Professional Staff Compensation Program” by amending Section 2.50.032 related to promotions and benefits. WHEREAS, the City Council desires to amend provisions of Section 2.50.032 of the Bremerton Municipal Code relating to promotions and benefits; NOW THEREFORE, THE CITY COUNCIL OF THE CITY OF BREMERTON, WASHINGTON, DOES HEREBY ORDAIN AS FOLLOWS: SECTION 1. Section 2.50.032 of the Bremerton Municipal Code entitled "Actual Salary Rate" is hereby amended to read as follows: 2.50.032 ACTUAL SALARY RATE. (a) Initial Rate. The salary rate of a person upon appointment to a management or professional position shall be set no lower than Rate 1 of the salary band to which an employee’s position is assigned. When it is in the best interest of the City, the City Council may authorize an initial salary of a newly hired person at a rate which exceeds Rate 1. (b) Salaries may be increased as follows: (1) Salary Rate Advancement. Each person shall be eligible for a salary rate advancement upon completion of twelve (12) full months of regular (as opposed to interim) service at each rate in the salary band. To receive a salary rate advancement, the employee must be evaluated as "meets expectations" (or equivalent) on his or her work performance evaluation. Salary rate advancements shall be an increase of one rate in the same salary band, if available. (2) Additional Advancement. Those employees who receive a rating that exceeds the rating "meets expectations" (or equivalent) may be eligible to receive an additional salary rate advancement for an increase of one additional rate in the same salary band, if available, above the initial rate advancement provided in subsection (b)(1) of this section. This additional advancement shall require the recommendation of the department head, or equivalent, and approval of the Mayor and City Council. (3) A rate advancement that was denied may be granted following a minimum sixty (60) day review period of the employee’s performance. (4) Notwithstanding the above, when it is in the best interest of the City, the City Council upon the recommendation of the Mayor may authorize an in-range adjustment to provide additional salary in instances of promotion, to provide for internal equity corrections, or for another reason deemed appropriate by the City Council. (c) Changes to Employee Classifications. (1) Downgrading an Employee’s Classification. Upon the City Council’s approval of downgrading a person’s classification to a lower salary band, the person’s initial salary rate will be set at the same rate in the new band that was in effect in the former salary band. In the event a person’s salary rate exceeds the maximum rate of the salary band to which his or her position is assigned on the date of downgrading, his or her actual salary rate shall be Page 2 of 3 BMC 2.50.032 – Actual Salary Rate frozen until such time as the maximum rate of the new band is equal to or greater than his or her actual salary and, at such time, the employee’s salary rate shall be set at the maximum rate of the salary band to which his or her position is assigned. (2) Upgrading an Employee’s Classification. If an employee’s classification is moved from one salary band to a higher band (excluding promotions), the employee’s salary rate at the higher band shall be set at the next rate which is higher than the salary he or she was receiving at the former band. Any additional rate advancements shall require City Council approval. The employee’s salary rate advancement date does not change. (3) Promotions. In the event an employee is promoted from one classification to a higher classification (one salary band to a higher salary band), the employee’s salary rate at the higher band shall be set at the next rate which is higher than the salary he or she was receiving at the former band. Promoted employees shall be eligible for a salary rate advancement upon completion of twelve (12) full months of regular (as opposed to interim) service at each rate in the new salary band, which shall be the employee’s new salary rate advancement date. In the event an employee is promoted to a management or professional position within the Fire Department which is not covered by IAFF Local 437, said employee will maintain their current and future benefits that are provided to union employees through the collective bargaining agreement in lieu of the benefits covered in Sections 2.50.032 through 2.50.050 and Section 2.50.070. Any additional rate advancements shall require City Council approval. SECTION 2. Corrections. The City Clerk and codifiers of this ordinance are authorized to make necessary corrections to this ordinance including, but not limited to, the correction of scrivener, clerical, typographical, and spelling errors, references, ordinance numbering, section/subsection numbers and any references thereto. SECTION 3. Severability. If any one or more sections, subsections, or sentences of this ordinance are held to be unconstitutional or invalid, such decision shall not affect the validity of the remaining portion of this ordinance and the same shall remain in full force and effect. SECTION 4. Effective Date. This ordinance shall take effect and be in force ten (10) days from and after its passage, approval and publication as provided by law. PASSED by the City Council the___________ day of ____________________, 2020. _________________________________ ERIC YOUNGER, Council President Approved this ________ day of ________________________, 2020. _________________________________ GREG WHEELER, Mayor Page 3 of 3 BMC 2.50.032 – Actual Salary Rate ATTEST: APPROVED AS TO FORM: __________________________________ _________________________________ ANGELA HOOVER, City Clerk ROGER A. LUBOVICH, City Attorney PUBLISHED the ________ day of ______________________, 2020. EFFECTIVE the ________ day of ______________________, 2020. ORDINANCE NO. ________. R:\Legal\Legal\Ordinances\Fire\BMC 2.50.032 Actual Salary Ordinance - Final.docx Form Created 5/4/15 INFORMATION ONLY ITEM CITY OF BREMERTON CITY COUNCIL SUBJECT: Presentation on Proposal to Form a Race Equity Task Force for the City of Bremerton Study Session Date: June 24, 2020 Presenter: Council Member Leslie Daugs Phone: (360) 473-5280 SUMMARY: This proposal is for Council to consider whether the City of Bremerton should form a Race Equity Task Force. HANDOUTS: 1) Email from Council Member Leslie Daugs dated June 12; 2) Email from Council Member Lori Wheat dated June 10; 3) Bainbridge Island Race Equity Task Force Website Summary and Outreach Plan STUDY SESSION AGENDA: ☐ No Presentation ☒ Full Presentation A6 From:Leslie Daugs To:Greg Wheeler; Eric Younger Cc:City Council; Jennifer Hayes; Charlotte Nelson; Lori Wheat Subject:Re: Proposed Race Equity Task Force (Lori Wheat) Date:Friday, June 12, 2020 2:48:35 PM Hello All, I am sorry I missed council reports on Wednesday, 6/10/20, I had another meeting. With that in mind, like I had mentioned at our council retreat, and now Councilwoman Wheat has mentioned, Yes I am still in favor of having a racial equity task force for the City of Bremerton. With our current situation, I think its time to look into this. This could benefit the the City in improving racial inequities, racial inequalities, and social injustices within our community. I feel this could benefit the city. Putting this into place means we want our city to be better, and to be proactive . Community members could see things we as council don't ordinarily see. I understand this maybe added to a study session, I am in favor of having this at a study session. In Councilwoman Wheat’s email, she sent an attachment. Leslie Daugs Bremerton CIty Councilwoman District 2 Sent from my iPad Disclaimer: Public documents and records are available to the public as provided under the Washington State Public Records Act (RCW 42.56). This e-mail may be considered subject to the Public Records Act and may be disclosed to a third-party requestor. On Jun 12, 2020, at 1:45 PM, Lori Wheat <Lori.Wheat@ci.bremerton.wa.us> wrote: Hello Mayor Wheeler, Thank you for taking the time to read the BI Race Equity Task Force information I referenced and for your feedback about the possible formation of a City of Bremerton Race Equity Task Force. As you know, I mentioned during Wednesday’s City Council Meeting that you might be interested in collaborating on this. Given your input, it sounds like the much more timely route would be to, at least initially, form a Race Equity Task Force under the purview of the city council only, performing legislative functions, as the other council committees do. Having said that, I am actively working on community outreach, and I want to do what the community wants. Thank you, again, for your feedback. I appreciate the important work you do! Best, Lori Lori Wheat Bremerton Council Member, District 4 Disclaimer: Public documents and records are available to the public as provided under the Washington State Public Records Act (RCW 42.56). This e-mail may be considered subject to the Public Records Act and may be disclosed to a third-party requestor. From:Lori Wheat To:Eric Younger Cc:City Council Subject:BI Race Equity Task Force Date:Wednesday, June 10, 2020 7:24:48 PM https://www.bainbridgewa.gov/1124/Race-Equity-Task-Force Sincerely, Lori Wheat Bremerton Council Member, District 4 Disclaimer: Public documents and records are available to the public as provided under the Washington State Public Records Act (RCW 42.56). This e-mail may be considered subject to the Public Records Act and may be disclosed to a third-party requestor. https://www.bainbridgewa.gov/1124/Race-Equity-Task-Force RACE EQUITY TASK FORCE 2020 Outreach Plan and Proposed Budget Goal: A minimum of one event per quarter Total Estimated Costs: $9,400 Quarter 1: Projected Costs - $1,550 - January 19, 2020: Martin Luther King Jr. event - Partner with Bainbridge Island Museum of Art - Costs: Table $50, Honorariums $1,500 - RETF Informational Presentation alongside organizations such as Swerve and Rotary. Quarter 2: Projected Costs - $5,000 - Partner with Bainbridge Pride for Pride month celebrations - A Night of Poetry - Partnership with Bainbridge Island Museum of Art - Evening of poetry featuring poets of color from the surrounding Kitsap Peninsula. These poets would be presented alongside notable Seattle poet headliners (i.e. Anis Modjani, Nikita Oliver, Ebo Barton or Mavin Gardner). Estimated Budget: -Promotion of the event. RETF will promote this as a solo event. -BIMA auditorium fee - $250 -Light appetizers catered by local company - $1,000 -Headline poets - $1,200 -Local poets - $50 X 6 = $300 -Printing fees (poems will be displayed through the museum – 3 feet tall) - $1,200 -Incidentals - $150 -Promotion - $900 Quarter 3: Projected Costs - $850 -Grand Old Fourth Booth - $250 -Multicultural Advisory Committee Event - $500 -Bainbridge Arts & Humanities Event -Community Engagement Workshop – City Hall $100 -2020 Farmers Market (~25 Saturdays) Quarter 4: Projected Costs - TBD - Community Open House - GARE Report - Information session detailing milestones, lessons learned, Race Equity toolkit, etc. - 2020 Farmers Market (~25 Saturdays) Promotional Items and Outreach Assets: Projected Costs - $2,000 - Literature development (i.e. pamphlet) - What is Race Equity and Why is it Important for Bainbridge Island? - Postcard fliers (design and print cost estimate) - Signage/Posters - Ongoing miscellaneous print costs From: Lori Smith <Lori.Smith@ci.bremerton.wa.us> Sent: Wednesday, June 24, 2020 4:36 PM To: City Council <City.Council@ci.bremerton.wa.us> Cc: Greg Wheeler <Greg.Wheeler@ci.bremerton.wa.us> Subject: FW: Additional Information for June 24 Study Session - Racial Equity Task Force (Leslie Daugs) Attn: Council Members On behalf of Council member Daugs, please see the attached document, as well as the information found on the links below related to Item 6. It is not possible to add the information as a part of the packet at this late time because it would cause the full Council Packet to be off-line during the upload. Lori From: electlesliedaugs@gmail.com [mailto:electlesliedaugs@gmail.com] On Behalf Of Leslie Daugs Sent: Wednesday, June 24, 2020 4:16 PM To: City Council <City.Council@ci.bremerton.wa.us> Subject: Racial Equity Task force CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe. Please add to packet. Note links for other jurisdictions https://www.bainbridgewa.gov/1124/Race-Equity-Task-Force https://www.seattle.gov/rsji https://www.governor.wa.gov/news-media/inslee-announces-task-force-members-address-issues- policing-and-racial-justice https://www.spokanecounty.org/3971/Racial-Equity-Committee-Presentations https://www.kitsapgov.com/BOC_p/Pages/Council-for-Human-Rights.aspx -- Leslie Daugs Bremerton City Council District 2 Seattle Race and Social Justice Initiative Racial Equity Toolkit to Assess Policies, Initiatives, Programs, and Budget Issues The vision of the Seattle Race and Social Justice Initiative is to eliminate racial inequity in the community. To do this requires ending individual racism, institutional racism and structural racism. The Racial Equity Toolkit lays out a process and a set of questions to guide the development, implementation and evaluation of policies, initiatives, programs, and budget issues to address the impacts on racial equity. When Do I Use This Toolkit? Early. Apply the toolkit early for alignment with departmental racial equity goals and desired outcomes. How Do I Use This Toolkit? With Inclusion. The analysis should be completed by people with different racial perspectives. Step by step. The Racial Equity Analysis is made up of six steps from beginning to completion: Step 2. Involve Stakeholders + Analyze Data. Gather information from community and staff on how the issue benefits or burdens the community in terms of racial equity. What does data tell you about potential impacts? Step 3. Determine Benefit and/or Burden. Analyze issue for impacts and alignment with racial equity outcomes. Step 4. Advance Opportunity or Minimize Harm. Develop strategies to create greater racial equity or minimize unintended consequences. Step 1. Set Outcomes. Leadership communicates key community outcomes for racial equity to guide analysis. Step 5. Evaluate. Raise Racial Awareness. Be Accountable. Track impacts on communities of color overtime. Continue to communicate with and involve stakeholders. Document unresolved issues. Step 6. Report Back. Share information learned from analysis and unresolved issue with Department Leadership and Change Team. 2 Title of policy, initiative, program, budget issue: ________________________________________ Description: ______________________________________________________________________. Department: __________________________________ Contact: _______________________________ Policy Initiative Program Budget Issue 1a. What does your department define as the most important racially equitable community outcomes related to the issue? (Response should be completed by department leadership in consultation with RSJI Executive Sponsor, Change Team Leads and Change Team. Resources on p.4) 1b. Which racial equity opportunity area(s) will the issue primarily impact? Education Community Development Health Environment Criminal Justice Jobs Housing 1c. Are there impacts on: Contracting Equity Workforce Equity Immigrant and Refugee Access to Services Inclusive Outreach and Public Engagement Please describe: 2a. Are there impacts on geographic areas? Yes No Check all neighborhoods that apply (see map on p.5): All Seattle neighborhoods Ballard North NE Central Lake Union Southwest Southeast Delridge Greater Duwamish East District King County (outside Seattle) Outside King County Please describe: 2b. What are the racial demographics of those living in the area or impacted by the issue? (See Stakeholder and Data Resources p. 5 and 6) 2c. How have you involved community members and stakeholders? (See p.5 for questions to ask community/staff at this point in the process to ensure their concerns and expertise are part of analysis.) Step 1. Set Outcomes. Step 2. Involve stakeholders. Analyze data. Racial Equity Toolkit Assessment Worksheet 3 2d. What does data and your conversations with stakeholders tell you about existing racial inequities that influence people’s lives and should be taken into consideration? (See Data Resources on p.6. King County Opportunity Maps are good resource for information based on geography, race, and income.) 2e. What are the root causes or factors creating these racial inequities? Examples: Bias in process; Lack of access or barriers; Lack of racially inclusive engagement Given what you have learned from data and from stakeholder involvement… 3. How will the policy, initiative, program, or budget issue increase or decrease racial equity? What are potential unintended consequences? What benefits may result? Are the impacts aligned with your department’s community outcomes that were defined in Step I.? 4. How will you address the impacts (including unintended consequences) on racial equity? What strategies address immediate impacts? What strategies address root causes of inequity listed in Q.6? How will you partner with stakeholders for long-term positive change? If impacts are not aligned with desired community outcomes, how will you re-align your work? Program Strategies? ___________________________________________ Policy Strategies? _____________________________________________ Partnership Strategies? _____________________________________________ 5a. How will you evaluate and be accountable? How will you evaluate and report impacts on racial equity over time? What is your goal and timeline for eliminating racial inequity? How will you retain stakeholder participation and ensure internal and public accountability? How will you raise awareness about racial inequity related to this issue? 5b. What is unresolved? What resources/partnerships do you still need to make changes? Share analysis and report responses from Q.5a. and Q.5b. with Department Leadership and Change Team Leads and members involved in Step 1. Step 3. Determine Benefit and/or Burden. Step 4. Advance Opportunity or Minimize Harm. Step 5. Evaluate. Raise Racial Awareness. Be Accountable. Step 6. Report Back. 4 Outcome = the result that you seek to achieve through your actions. Racially equitable community outcomes = the specific result you are seeking to achieve that advances racial equity in the community. When creating outcomes think about: • What are the greatest opportunities for creating change in the next year? • What strengths does the department have that it can build on? • What challenges, if met, will help move the department closer to racial equity goals? Keep in mind that the City is committed to creating racial equity in seven key opportunity areas: Education, Community Development, Health, Criminal Justice, Jobs, Housing, and the Environment. Examples of community outcomes that increase racial equity: OUTCOME OPPORTUNITY AREA Increase transit and pedestrian mobility options in communities of color. Community Development Decrease racial disparity in the unemployment rate. Jobs Ensure greater access to technology by communities of color. Community Development, Education, Jobs Improve access to community center programs for immigrants, refugees and communities of color. Health, Community Development Communities of color are represented in the City’s outreach activities. Education, Community Development, Health, Jobs, Housing, Criminal Justice, Environment The racial diversity of the Seattle community is reflected in the City’s workforce across positions. Jobs Access to City contracts for Minority Business Enterprises is increased. Jobs Decrease racial disparity in high school graduation rates Education Additional Resources: • RSJI Departmental Work Plan: http://inweb/rsji/departments.htm • Department Performance Expectations: http://web1.seattle.gov/DPETS/DPETSWEbHome.aspx • Mayoral Initiatives: http://www.seattle.gov/mayor/issues/ Creating Effective Community Outcomes 5 Identify Stakeholders Find out who are the stakeholders most affected by, concerned with, or have experience relating to the policy, program or initiative? Identify racial demographics of neighborhood or those impacted by issue. (See District Profiles in the Inclusive Outreach and Public Engagement Guide or refer to U.S. Census information on p.7) Once you have indentified your stakeholders …. Involve them in the issue. Describe how historically underrepresented community stakeholders can take a leadership role in this policy, program, initiative or budget issue. Listen to the community. Ask: 1. What do we need to know about this issue? How will the policy, program, initiative or budget issue burden or benefit the community? (concerns, facts, potential impacts) 2. What factors produce or perpetuate racial inequity related to this issue? 3. What are ways to minimize any negative impacts (harm to communities of color, increased racial disparities, etc) that may result? What opportunities exist for increasing racial equity? Examples of what this step looks like in practice: • A reduction of hours at a community center includes conversations with those who use the community center as well as staff who work there. • Before implementing a new penalty fee, people from the demographic most represented in those fined are surveyed to learn the best ways to minimize negative impacts. For resources on how to engage stakeholders in your work see the Inclusive Outreach and Public Engagement Guide: http://inweb1/neighborhoods/outreachguide/ Tip: Gather Community Input Through… •Community meetings •Focus groups •Consulting with City commissions and advisory boards •Consulting with Change Team Identifying Stakeholders + Listening to Communities of Color 6 City of Seattle Seattle’s Population and Demographics at a Glance: http://www.seattle.gov/dpd/Research/Population_Demographics/Overview/default.asp Website updated by the City Demographer. Includes: Housing Quarterly Permit Report • Employment data • 2010 Census data • 2006-2010 American Community Survey • 2010 Census: Demographic highlights from the 2010 Census; Basic Population and Housing Characteristics Change from 1990, 2000, and 2010 – PDF report of counts of population by race, ethnicity and over/under 18 years of age as well as a total, occupied and vacant housing unit count; Three-page subject report – PDF report of detailed population, household and housing data • American Community Survey: 2010 5-year estimates and 2009 5-year estimates • Census 2000 • Permit Information: Comprehensive Plan Housing Target Growth Report for Urban Centers and Villages; Citywide Residential Permit Report • Employment Information: Comprehensive Plan Employment Target Growth Report for Urban Centers and Villages; Citywide Employment 1995-2010 • The Greater Seattle Datasheet: a report by the Office of Intergovernmental Relations on many aspects of Seattle and its region. SDOT Census 2010 Demographic Maps (by census blocks): Race, Age (under 18 and over 65) and Median Income http://inweb/sdot/rsji_maps.htm Seattle's Population & Demographics Related Links & Resources (From DPD website: http://www.seattle.gov/dpd/Research/Population_Demographics/Related_Links/default.asp) Federal ▪ American FactFinder: The U.S. Census Bureau's main site for online access to population, housing, economic, and geographic data. ▪ Census 2000 Gateway: The U.S. Census Bureau's gateway to Census 2000 information. State ▪ Washington Office of Financial Management: OFM is the official state agency that provides estimates, forecasts, and reports on the state’s population, demographic characteristics, economy, and state revenues. Regional ▪ Puget Sound Regional Council: PSRC is the regional growth management and transportation planning agency for the central Puget Sound region in Washington State. County ▪ King County Census Viewer: A web-based application for viewing maps and tables of more than 100 community census data indicators for 77 defined places in King County. ▪ King County Department of Development and Environmental Services: the growth management planning agency for King County. ▪ Seattle & King County Public Health - Assessment, Policy Development, and Evaluation Unit: Provides health information and technical assistance, based on health assessment data ▪ King County Opportunity Maps: A Study of the Region’s Geography of Opportunity. Opportunity maps illustrate where opportunity rich communities exist, assess who has access to those neighborhoods, and help to understand what needs to be remedied in opportunity poor neighborhoods. Puget Sound Regional Council. City ▪ The Greater Seattle Datasheet: A Seattle fact sheet courtesy of the City of Seattle's Office of Intergovernmental Relations. Other ▪ Seattle Times Census 2000: articles, charts related to Census 2000 and the Seattle/Puget Sound region. Data Resources 7 Accountable- Responsive to the needs and concerns of those most impacted by the issues you are working on, particularly to communities of color and those historically underrepresented in the civic process. Community outcomes- The specific result you are seeking to achieve that advances racial equity. Contracting Equity- Efforts to achieve equitable racial outcomes in the way the City spends resources, including goods and services, consultants and contracting. Immigrant and Refugee Access to Services- Government services and resources are easily available and understandable to all Seattle residents, including non-native English speakers. Full and active participation of immigrant and refugee communities exists in Seattle’s civic, economic and cultural life. Inclusive Outreach and Public Engagement- Processes inclusive of people of diverse races, cultures, gender identities, sexual orientations and socio-economic status. Access to information, resources and civic processes so community members can effectively engage in the design and delivery of public services. Individual racism- Pre-judgment, bias, stereotypes about an individual or group based on race. The impacts of racism on individuals including white people internalizing privilege and people of color internalizing oppression. Institutional racism- Organizational programs, policies or procedures that work to the benefit of white people and to the detriment of people of color, usually unintentionally or inadvertently. Opportunity areas- One of seven issue areas the City of Seattle is working on in partnership with the community to eliminate racial disparities and create racial equity. They include: Education, Health, Community Development, Criminal Justice, Jobs, Housing and the Environment. Racial equity- When social, economic and political opportunities are not predicted based upon a person’s race. Racial inequity-When a person’s race can predict their social, economic and political opportunities and outcomes. Stakeholders- Those impacted by proposed policy, program or budget issue who have potential concerns or issue expertise. Examples might include: specific racial/ethnic groups, other institutions like Seattle Housing Authority, schools, community-based organizations, Change Teams, City employees, unions, etc. Structural racism - The interplay of policies, practices and programs of multiple institutions which leads to adverse outcomes and conditions for communities of color compared to white communities that occurs within the context of racialized historical and cultural conditions. Workforce Equity- Ensure the City's workforce diversity reflects the diversity of Seattle Glossary From:Greg Wheeler To:City Council Cc:Eric Younger; Lori Wheat; Jennifer Hayes; Charlotte Nelson Subject: Date: Re: Proposed Race Equity Task Force (Lori Wheat) Friday, June 12, 2020 1:07:38 PM Good afternoon Lori, Lori & Eric, Just a reminder that I immediately began the process of developing a Workforce Diversity and Inclusion Policy upon taking office 2 1/2 years ago. It took two attempts in front of City Council to receive the budget for an extra Human Resource (HR) Analyst to create the program, a year of work that included hiring an employee and developing a plan that involved updating our outdated EEO policy, with final signoff on March 4th this year. Your email is timely as myself and HR staff have been fully engaged with all directors to manage the workforce through this pandemic. We essentially had to recreate most of our policies under emergency conditions. Since we have stabilized, I now have the diversity plan in front of me for action. I brought in Dr. Bryant Marks last year to provide training (which I made mandatory) to our entire workforce on implicit bias. I am already working on something similar for this year although it will have to be virtual. Thank you Councilmember Wheat for forwarding the link and article for my review and please know I share your passion for social justice. I have researched the link and a large portion of it will be covered in my Workforce Diversity & Inclusion Policy & Action Plan and the City of Bremerton Police Departments newly formed community engagement committee. The Kitsap Economic Develop Alliance (KEDA), of which Bremerton is a dues paying member and I serve on it’s Executive Committee, is forming a new equity and inclusion task force as we speak. The Kitsap County Council for Human Rights also needs to be included since it is already funded (Bremerton citizens also pay into the county coffers). Their visibility and focus needs to be sharpened. Both the chiefs and my programs will include community engagement and training which will cover much of the intent of a task force. As I mentioned earlier, the Council approved my request for Human Resource (HR) department support to develop and administer the workforce program. I just signed off on the new program March 4th, right before the COVID 19 Pandemic hit which diverted all of our HR focus to managing in a public health emergency. To stand up a separate, stand alone program, I would surely need a new position with a clear definition of duties that provides a measurable outcome to define success. There would be certainly be overlap with what we are already doing so that would have to be considered. I am open to the council thoughts. Greg Sent from my iPad From: Holly Brewer [mailto: holly@hollybrewer.com ] Sent: Friday, June 19, 2020 10:55 AM To: City Council < City.Council@ci.bremerton.wa.us >; Greg Wheeler < Greg.Wheeler@ci.bremerton.wa.u s> Subject: The formation of a City of Bremerton Race Equity Task Force Dear Bremerton City Councilmembers and Mayor Wheeler, I am writing to you to express my support for the formation of a City of Bremerton Race Equity Task Force and to thank Councilmembers Daugs and Wheat for articulating this need. It is essential that each community have such a task force to enable awareness of the thoughts and needs of diverse populations. The fact that across the country we are generally only now learning about Juneteenth is proof of the fact that we all need education. Kitsap Equity, Race, And Community Engagement Coalition --a local collaboration of many groups, organizations, and individuals, which collectively organizes for thriving community and for profound, accountable, and liberatory institutional change-- released an open letter (also published in the June 12th, 2020 edition of Kitsap Sun). In this letter, Kitsap ERACE Coalition calls each local governmental jurisdiction to create “an empowered Race Equity Task Force made up of volunteer community members who can advise and recommend actions for equity for that jurisdiction,” and to take seriously the recommendations of those task forces. Additionally, in this letter, Kitsap ERACE Coalition shares multiple other actions governmental jurisdictions can take for equity, each of which would be more thoroughly and authentically accomplished with the guidance of an empowered Race Equity Task Force. As a woman, I am personally very aware of the fact that communities need to cater to everyone, and consider new information about our diverse populations. Thank you for your service and for your work on this important issue! Sincerely, Holly Brewer www.IndivisibleBainbridgeIsland.org/ June 11, 2020 Open Letter from Kitsap ERACE Coalition Kitsap Protests: What Do They Mean and How Do We Go Forward? Kitsap Protests: What Do They Mean and How Do We Go Forward? Kitsap County has shown up in solidarity this past week, with protests unlike any we have seen before. Thousands came out for the three collective actions organized by Kitsap ERACE Coalition. Protests organized by youth leaders and others also drew huge crowds and continued to amplify the message that Black Lives Matter. What does it all mean? The short answer to that question is that people are FED UP with the pervasive injustices and inequities so clearly demonstrated in Minnesota when a police officer knelt on the neck of George Floyd, as he pleaded to breathe, until the life drained out of him. One more unarmed Black man murdered with absolutely no regard for his civil rights, his dignity, or his humanity. All of this comes on the heels of the murders of Breonna Taylor, and in Tacoma, Manuel Ellis. All these added to a long, long, long, long list of Indigenous, Black, and Brown people who have been murdered by those sworn to protect and serve. Like so many others, Kitsap community members are FED UP with the injustices Indigenous, Black, and Brown people face in our country: the disparities in education, medical care access, employment, criminal justice, economic opportunity, and human dignity. We see that SYSTEMIC RACISM is in every institution in our country and RACIST attitudes are baked into everyone raised in this white supremacist culture. White people in this country are socialized to believe that they are superior to others, and that Indigenous, Black, and Brown people are to be feared, patronized, and kept in their place. This culture tries to socialize Indigenous, Black, and Brown people to believe they are “less than” in all respects. Our socialization sinks into our subconscious and even though we may be well-intentioned, this conditioning drives us to perpetuate the racism we have learned. It is the work of each of us to recognize our racist conditioning and decolonize our hearts and minds. This is not an easy task or something accomplished quickly. It is a lifelong journey of education and action. It is both the individual, inner WORK of continual education, and the outer WORK of collective action to reconstruct our institutions. But without undertaking this WORK we will never achieve equity or justice in this country. We at Kitsap ERACE Coalition recommend every INDIVIDUAL undertake or continue their own lifelong education to learn the history of racism (and anti-racism) in this country, the dynamics and sociology of racism, and the personal qualities that must be developed in order to work effectively with others for change. For white people some qualities to develop are humbleness, the ability to listen, skills in respectful conflict resolution, resistance to the “quick fix”, and respect for leaders of color in our community. Indigenous, Black, and Brown cultures center relationship, interdependence, and collaboration. By learning and honoring these values, white people can bring a more humane approach to interactions on every level. Kitsap ERACE Coalition member organization, the People's Institute Northwest (PINW), offers an transformative training on Undoing Institutional Racism; take it! But we cannot stop at education; we cannot even afford to wait until our education is complete. The RACISM in our country and our county constitutes an EMERGENCY, an actual matter of life or death. In order to respond to this emergency and to go forward into an equitable future here in Kitsap County we believe the following changes should be implemented: WARNING: These changes require a commitment to and investment in specific anti-racist activities and training. We want our electeds and those working in our institutions to INVEST OUR TAX DOLLARS in changing those institutions to be more equitable. To begin with, every governmental, educational, and social institution needs to offer effective and ongoing anti-bias training and to develop, for their institution, an equity plan which is actually used. 1 June 11, 2020 Open Letter from Kitsap ERACE Coalition Kitsap Protests: What Do They Mean and How Do We Go Forward? Governmental Jurisdictions (County and City): ●Every jurisdiction needs to open their public meetings with an acknowledgement that they are on Suquamish ancestral land. That statement can be found on the website of the Suquamish Tribe. ●Every jurisdiction needs to ensure Communities of Color that are impacted by their decisions are at the table when decisions are made. ●Every jurisdiction needs to pass a welcoming resolution. Please do not say “Oh, we already are welcoming; we don’t need a resolution.” You aren’t and you do. These resolutions need to be backed up by policies, procedures, and practices that truly prioritize welcoming and inclusion. ●Every jurisdiction needs to create an empowered Race Equity Task Force made up of volunteer community members who can advise and recommend actions for equity for that jurisdiction. Take their recommendations seriously. ●Every jurisdiction needs to join the Governmental Alliance for Race Equity (GARE) and host the GARE series of trainings for their staff, especially City Managers, Mayors, Council Members and Police. ●Every jurisdiction needs to provide language equity on their websites and in their interactions with community members who communicate in languages other than English. ●Every jurisdiction needs to resist the REAL ID program which is biased against noncitizen community members and intensifies racial profiling. ●Every jurisdiction needs to hire more People of Color. Stop making excuses. ●The Kitsap County Health Department should declare racism to be a threat to Kitsap public health. Criminal Justice Institutions: We at Kitsap ERACE Coalition deeply appreciate the letter from our local Police Chiefs and Sheriff expressing their outrage at the murder of Mr. Floyd and reiterating their duty to exercise restraint and avoid excessive force. However, we believe excessive force was used on Stonechild Chiefstick in July of last year, that the subsequent investigation of his killing could not possibly have been ‘independent’ (as required by Washington State Law) when conducted only by other Kitsap law enforcement, and that there has not yet been institutional or individual accountability for his death. ●Citizen Review Boards (as recommended by Bremerton NAACP, Unit 1134) should be implemented in Kitsap County and members compensated for their time. King County has already done this. ●The Kitsap Critical Incident Response Team (KCIRT) should include tribal police and some non-police who are compensated. ●Body cams should be required and used with all interactions with community members. ●Chokeholds and other lethal maneuvers should be banned from use by law enforcement (as recommended by Bremerton NAACP, Unit 1134). ●Law enforcement departments need to hire more People of Color. Stop making excuses. ●De-escalation training for law enforcement should be increased and repeated periodically. ●Law enforcement departments should pursue (or continue) collaborations that shift resources and power into community-based efforts for restorative justice, health and well-being, and community engagement. ●Every Police Department needs to have a quarterly community forum, building upon the framework of the Police And CommunityTogether (PACT) model used by Partnering for Youth Achievement (PYA), where community members can meet with police and discuss local issues. These forums can provide a space where police can grow their understanding of the culture of their community and be accountable to that community. Educational Institutions: ●Every school district needs to adopt a school board equity policy. ●Every school district needs to demonstrate commitment to equity in budget and operational practices. ●Every school district needs to include the voices of Communities of Color in their decision making processes. 2 June 11, 2020 Open Letter from Kitsap ERACE Coalition Kitsap Protests: What Do They Mean and How Do We Go Forward? ●Every school district needs to have an equity curriculum for K-12. ●Every school district needs to offer courses on Indigenous/Native History (From Time Immemorial) and Black History. It’s not good enough to squeeze in a paragraph here and there. You can do this. ●Every school district needs to have an equity advisory committee whose recommendations are taken seriously by school boards and administrators. ●Hire more Teachers of Color (after you create your equity plan) and do not harass them when they talk about racism and inequities in the school. It does exist. ●Ensure that all staff are aware of and addressing implicit bias and are able to respond to discriminatory comments in class and within the school. ●Replace School Resource Officers (law enforcement officers contracted to patrol schools) with more counselors and student support. There is a history of brutality and excessive arrests of youth by School Resource Officers. We in Kitsap ERACE Coalition see this moment in our history as a potential turning point. We have the opportunity to take huge steps forward in actualizing the promise of equity made in our founding documents, but never fully extended to Indigenous, Black, and Brown people. We need to take the knee of injustice from the necks of People of Color in our country and our community and allow them to breathe in the liberty and freedom so long promised, but not yet realized. Kitsap ERACE Coalition Kitsap Equity, Race, And Community Engagement Coalition is a collaboration of many groups, organizations, and individuals, all striving for racial equity in Kitsap County. Kitsap ERACE Coalition organizes for thriving community and for profound, accountable, and liberatory institutional change. To stay informed about the work of Kitsap ERACE Coalition or to learn more about the groups and organizations involved, please follow Kitsap ERACE Coalition on Facebook. Groups, organizations, and individuals interested in becoming actively involved in this coalition should write to KitsapERACEcoalition@gmail.com. 3 From: Greg Wheeler Sent: Friday, June 19, 2020 12:33 PM To: Holly Brewer <holly@hollybrewer.com>; City Council <City.Council@ci.bremerton.wa.us> Cc: Leslie Daugs <Leslie.Daugs@ci.bremerton.wa.us>; Lori Wheat <Lori.Wheat@ci.bremerton.wa.us>; Eric Younger <eric.younger@ci.bremerton.wa.us>; Jennifer Hayes <Jennifer.Hayes@ci.bremerton.wa.us> Subject: RE: The formation of a City of Bremerton Race Equity Task Force Thank you for taking the time to email the city with your request for Bremerton to form a Race Equity Task Force. I believe it is important to highlight what we have already accomplished and are currently working on to help inform future discussions on this topic. Attached are some links of recent correspondence to the citizens of Bremerton for your consideration. You have probably already seen some of the information I am about to share but the more individuals that are aware, the more we can work together as a community to focus on what is missing and reinforce what is working. We still have work to do but my hope is after you read through this email you will feel a little better about the path we are on. Not all cities are the same and I have made it a priority to address social justice issues within city government and for the citizens we serve. I welcome your involvement to help shape city budget & policy priorities and my goal with this email, as I mentioned earlier, is to not only highlight how much myself and city staff have accomplished for the City of Bremerton, but to help identify what is left to do. All programs, projects, and city efforts I am going to discuss are funded out of the General Fund budget. That is the primary budget that funds all city operations including the entire police department. I believe you are already aware but as a reminder, I immediately began the process of developing a Workforce Diversity and Inclusion Policy upon taking office 2 1/2 years ago. It took two attempts in front of City Council to receive the budget for an extra Human Resource (HR) Analyst to create the program, a year of work that included hiring an employee and developing a plan that involved updating our outdated Equal Employment Opportunity (EEO) policy, with final signoff on March 4th this year. Your email is timely as myself and HR staff have been fully engaged with all directors to manage the workforce through the COVID 19 pandemic. We essentially had to recreate most of our policies under emergency conditions. Since we have stabilized, I now have the diversity plan in front of me for action. FYI... I brought in Dr. Bryant Marks from Morehouse College, nationally recognized speaker and expert on implicit bias, last November to provide training (which I made mandatory) to our entire workforce on implicit bias. I am already working on something similar for this year although it will have to be virtual. The Workforce Diversity & Inclusion Policy & Action Plan and the City of Bremerton Police Departments newly formed community engagement committee are going to be part of a foundation that helps us build awareness moving forward regarding policies and reforms that support equity & inclusion. The Kitsap Economic Develop Alliance (KEDA), of which Bremerton is a dues paying member and I serve on its Executive Committee, is forming a new equity and inclusion task force as we speak to begin to address the economic disparities impacting people of color. The Kitsap County Council for Human Rights also needs to be included as part of the solutions you and our community are looking for since it is already funded (Bremerton citizens also pay into the county coffers). Their visibility and focus needs to be sharpened. Both the Police Chiefs and my programs will include community engagement and training which I believe will support the efforts you have highlighted as important. Please know I share your goals. As I mentioned earlier, the Council approved my request for Human Resource (HR) department support to develop and administer the workforce program. I just signed off on the new program March 4th, right before the COVID 19 Pandemic hit which diverted all of our HR focus to managing in a public health emergency. ************************* Other programs and projects myself and city staff have developed or supported recently include the following: City of Bremerton Police Departments (BPD) Safe Place Program which is a partnership with the Bremerton business community and schools to create safe places for individuals to visit if they feel they have been the victim of hate (or bias) crimes. City of Bremerton Rental Assistance Program, City of Bremerton Weatherization Program, City of Bremerton’s partnership with Kitsap Mental Health and Bremerton Housing Authority in locating Kitsap County’s first Permanent Supportive Housing project, Pendleton Place, in our city. Ongoing financial support for Kitsap Connect and the Navigator Programs, both designed to offer crisis and stabilization support service for those suffering from the long term effects of homelessness and untreated mental illness. Newly created program between the City of Bremerton Fire Department (BFD) and Peninsula Community Health Services to provide mobile health care, mental health, and drug addiction counseling and treatment services, including Medically Assisted Treatment” (MAT) for those with chemical dependency. This will require the support of a fully funded BFD Medical Officer. I have also developed a diversity statement and recently appointed Roosevelt Smith as Art Commissioner in early February 2020 to bring more voices on African American art and culture to the City of Bremerton. The City has also embraced Community Policing efforts such as the BPD Community Resource Officer and the BPD Bike Patrol Programs. We also have ongoing positive working relationships with the Quinault & Suquamish tribes. I think it is important to note that these new programs either provide preventative, stabilization or recovery measures, or are actually used as a supplemental service designed to be utilized instead of calling 911 for Police and Fire/EMS services. The rental assistance program and the latest one with the BFD are examples of ground breaking efforts that had never been tried before. I would like to reiterate that all the efforts, programs, projects, accomplished by myself and city personnel were funded from the General Fund. One last effort I want to share is city staff are currently working on zoning measures that will exponentially increase our supply of housing in the city. While it will be market based, the range of sizes will fit a wide number of residents from many income levels. Other incentives are being considered also to increase the availability of affordable housing. One more program I would like to highlight is the City of Bremerton Parks Department Summer Playground and Lunch program . The below message is a copy of the letter I sent out to the citizens of Bremerton last week that begins to highlight what we are already doing as a city. Not all, but many of the reforms, being requested across the nation, are already being accomplished here in Bremerton. We have more work to do, but what you will read in the below statement is something very few cities are doing to the extent we are. I have also attached this as a link for your review. ***************************************** Solidarity in Times of Challenge As the events of last week have unfolded in the wake of the reprehensible treatment and senseless death of George Floyd, I want to share that the City of Bremerton unequivocally condemns the actions and behavior of the Minneapolis officers last week. What happened to Mr. Floyd should not have occurred under any circumstances. Right now, people are sharing their thoughts, emotions and sorrow as Americans. On Sunday and yesterday, we had two nonviolent demonstrations in Bremerton by people who shared their voices and their distress on what happened to George Floyd. The participants were passionate and peaceful while they expressed the pain and anguish that many of us are feeling across our nation. Bremerton police were visible and committed to de-escalation at both events while preserving the integrity of these peaceful gatherings. During these times, supporting peaceful and productive dialogue is important. As part of that belief, Bremerton Police Chief Jim Burchett and I stood in unity and solidarity with Pastor Richmond Johnson of Mt. Zion Missionary Baptist Church; Pastor Frankie Coleman of Sinclair Missionary Baptist Church; and Pastor Floyd Ussin of Emmanuel Apostolic Church. We were all there together to meet with about 150 peaceful demonstrators who planned a demonstration at the Bremerton Police Department to share their voices on this terrible tragedy. During the protest, we each had an opportunity to speak to participants and listened to their concerns and desire for change. The Pastors, Chief Burchett and I stayed for two hours afterwards to talk with individuals who wanted to share additional thoughts on issues. These hard conversations are part of the open and peaceful expression of ideas. They are not easy, but they are part of the fabric of a strong community. Addressing Discrimination and Diversity As a City, we have been working to address discrimination and diversity for the past few years, which I believe has laid the groundwork for thoughtful conversations during this time of challenge. Over the past two years, Bremerton has undertaken efforts to improve our policies, programs and workplace culture. I want to share some of what we have been doing as a City and what we are continuing to work on:  The City of Bremerton Police Department (BPD) has achieved and voluntarily maintained Washington Association of Sheriffs and Police Chiefs (WASPC) accreditation, which has strict standards for police accountability, transparency, training and reporting. Law enforcement is not mandated to pursue this certification, but I have fully supported BPD in renewing annual requirements. The accreditation is a level of excellence that all police departments should strive for in our state. Roughly only 20% of agencies in Washington are accredited. Bremerton Police Chief Jim Burchett and I believe this level of accreditation should not be voluntary. I will be advocating to make this high standard mandatory across our communities.  We have been implementing training for police officers as part of our policies. Our officers receive annual training on de-escalation of situations as well as on bias.  For the first time, we initiated a mandatory Implicit Bias training by renowned expert Dr. Bryant Marks for all city employees, including law enforcement, at the Marvin Williams Center this past November. This effort was part of my continuing goal to address bias when serving our community.  The City of Bremerton completed a workforce diversity plan and updated our Equal Employment Opportunity plans.  Bremerton Police Chief Burchett and I are both members of the NAACP, and we participate in their annual Law Enforcement and Community Dinner hosted each year.  We also take part, on a regular basis, on Police and Community Together (P.A.C.T.), a forum sponsored by Mt. Zion Missionary Baptist Church. This group is made of community members and police to discuss issues together.  The police chief and I regularly communicate with Bremerton’s African-American leadership and communities of color to discuss concerns and strengthen conversation across our City.  We implemented the Safe Place program last year, which aims to create safe locations for individuals that may have been the victim of hate or bias crimes. Next Steps These efforts are just the start and we remain open to doing more. This Friday, June 5, Bremerton Police Chief Burchett and I will be attending the NAACP community forum to discuss the concerns facing residents. Additionally, I, along with police and citizens, will be coming together at Mt. Zion’s P.A.C.T. meeting on Tuesday, June 9 to talk about the events that transpired in Minneapolis. These are the beginning of conversations we will be having regularly to find solutions together. As we move forward, we will be ready to deploy new programs to strengthen social justice in our City. Greg Wheeler Mayor *************************** Thank you Holly for taking the time to read through this information. I believe it is important to share what myself and city staff have done to establish a baseline for what is left to do. We will not rest and we stand ready to pivot, adapt and embrace efforts that make us better. If the City of Bremerton were to stand up a separate, stand-alone Race Equity program administered by myself and city staff, I would surely need a new position with a clear definition of duties that provides a measurable outcome to define success. There would certainly be significant overlap with what we are already doing so that would have to be considered. The decision myself and City Council would have to make is would funds be better spent on proven programs or to administer a newly developed task force; especially since many, if not all, of the action items a task force might present have already been accomplished or are being worked on as we speak. I would request you take a close look at the 2019 accomplishments of the Bainbridge Island Race & Equity Task Force which is the only other example of a similar task force in Kitsap County. I share the same goals and passion as you do for a just society and I want to ensure our actions represent results. Take care and I hope you have a restful weekend. Sincerely, Greg Wheeler Mayor City of Bremerton (360) 473-5266 Does Defunding the Police Work for Bremerton? We’ve experienced several peaceful demonstrations over the past few weeks in Bremerton and across Kitsap County in response to the murder of George Floyd while he was in police custody. The demonstrations have exposed the racial injustices experienced by African Americans as well as communities of color in cities and states across the U.S. During this time, there have been calls to “defund the police” and invest more money in social services for mental health, drug and alcohol addiction, as well as homelessness to address underlying factors in our community that contribute to poverty and racial inequities. In a previous message on June 3, I discussed police reforms, which can be viewed here. As Mayor, my focus is to continue those reform efforts, to maintain police funding (which I view as important to serve our City), and to initiate a number of new social programs to benefit our citizens. All three I believe are imperative for building a safe and healthy community. In Bremerton, over the past two years, we have been creating new ways to support underrepresented and vulnerable populations and to address issues where officers may be called to handle situations. As part of long-term solutions, we have been putting in place new social services to help residents fairly receive housing, counseling and addiction treatment. I want to share some of these new areas that are under development and what we are continuing to work on:  The first-ever Bremerton Rental Assistance Program was started two years ago, which provides funding for rental payments, security deposits and other assistance. This City program has helped eligible residents to retain their housing when faced with job loss or other unexpected financial situations that may result in homelessness.  We created the City of Bremerton Weatherization Program, which has helped reduce heating and housing costs for low-income residents so they can afford to stay in their homes.  The City of Bremerton developed a partnership with Kitsap Mental Health and Bremerton Housing Authority to locate Kitsap County’s first-of-its-kind Permanent Supportive Housing project, Pendleton Place, in our city. In addition to housing, residents will receive on-site counseling and assistance to help with addiction and mental illness.  A new ground-breaking program between the Bremerton fire department and Peninsula Community Health Services will be up and running soon and will administer mobile health care, mental health, and drug addiction counseling and treatment. I have asked the City Council to back my request for a full- time Bremerton Medical Officer to staff the program.  We provide support to Kitsap Connect and the Navigator Programs, which offers community crisis services for those suffering from the long-term effects of homelessness and untreated mental illness.  The City has continued to invest in community-oriented policing efforts, such as de-escalation training, City-wide bicycle patrols, neighborhood programs and community outreach.  We operate a summer playground program for youth through the parks department that encourages building relationships between young people of diverse cultures and backgrounds and provides free lunch to participants. I believe we need real-world solutions to some of the issues facing our community. We must maintain a strong budget for our police department to serve the public while also offering programs that will make a difference to improving lives. We know there’s more to do and we will continue to adapt and change going forward. Mayor Wheeler talks about Juneteenth and highlights rising local youth leaders who have organized peaceful demonstrations to spotlight racial injustice. These upcoming leaders include: Alia Steele and members of the Kitsap Youth Activist Team: Madison Grant, Kymeal Gaulden, Eleanor Hebard, Lauren Johanek, Alexis Williams, Lexie Fortney, Karissa Hanzy, Cara Schweitzer, and Jordyn Rauc h Check out the YouTube video here. Greg Wheeler Mayor Solidarity in Times of Challenge As the events of last week have unfolded in the wake of the reprehensible treatment and senseless death of George Floyd, I want to share that the City of Bremerton unequivocally condemns the actions and behavior of the Minneapolis officers last week. What happened to Mr. Floyd should not have occurred under any circumstances. Right now, people are sharing their thoughts, emotions and sorrow as Americans. On Sunday and yesterday, we had two nonviolent demonstrations in Bremerton by people who shared their voices and their distress on what happened to George Floyd. The participants were passionate and peaceful while they expressed the pain and anguish that many of us are feeling across our nation. Bremerton police were visible and committed to de-escalation at both events while preserving the integrity of these peaceful gatherings. During these times, supporting peaceful and productive dialogue is important. As part of that belief, Bremerton Police Chief Jim Burchett and I stood in unity and solidarity with Pastor Richmond Johnson of Mt. Zion Missionary Baptist Church; Pastor Frankie Coleman of Sinclair Missionary Baptist Church; and Pastor Floyd Ussin of Emmanuel Apostolic Church. We were all there together to meet with about 150 peaceful demonstrators who planned a demonstration at the Bremerton Police Department to share their voices on this terrible tragedy. During the protest, we each had an opportunity to speak to participants and listened to their concerns and desire for change. The Pastors, Chief Burchett and I stayed for two hours afterwards to talk with individuals who wanted to share additional thoughts on issues. These hard conversations are part of the open and peaceful expression of ideas. They are not easy, but they are part of the fabric of a strong community. Addressing Discrimination and Diversity As a City, we have been working to address discrimination and diversity for the past few years, which I believe has laid the groundwork for thoughtful conversations during this time of challenge. Over the past two years, Bremerton has undertaken efforts to improve our policies, programs and workplace culture. I want to share some of what we have been doing as a City and what we are continuing to work on:  The City of Bremerton Police Department (BPD) has achieved and voluntarily maintained Washington Association of Sheriffs and Police Chiefs (WASPC) accreditation, which has strict standards for police accountability, transparency, training and reporting. Law enforcement is not mandated to pursue this certification, but I have fully supported BPD in renewing annual requirements. The accreditation is a level of excellence that all police departments should strive for in our state. Roughly only 20% of agencies in Washington are accredited. Bremerton Police Chief Jim Burchett and I believe this level of accreditation should not be voluntary. I will be advocating to make this high standard mandatory across our communities.  We have been implementing training for police officers as part of our policies. Our officers receive annual training on de-escalation of situations as well as on bias.  For the first time, we initiated a mandatory Implicit Bias training by renowned expert Dr. Bryant Marks for all city employees, including law enforcement, at the Marvin Williams Center this past November. This effort was part of my continuing goal to address bias when serving our community.  The City of Bremerton completed a workforce diversity plan and updated our Equal Employment Opportunity plans.  Bremerton Police Chief Burchett and I are both members of the NAACP, and we participate in their annual Law Enforcement and Community Dinner hosted each year.  We also take part, on a regular basis, on Police and Community Together (P.A.C.T.), a forum sponsored by Mt. Zion Missionary Baptist Church. This group is made of community members and police to discuss issues together.  The police chief and I regularly communicate with Bremerton’s African-American leadership and communities of color to discuss concerns and strengthen conversation across our City.  We implemented the Safe Place program last year, which aims to create safe locations for individuals that may have been the victim of hate or bias crimes. Next Steps These efforts are just the start and we remain open to doing more. This Friday, June 5, Bremerton Police Chief Burchett and I will be attending the NAACP community forum to discuss the concerns facing residents. Additionally, I, along with police and citizens, will be coming together at Mt. Zion’s P.A.C.T. meeting on Tuesday, June 9 to talk about the events that transpired in Minneapolis. These are the beginning of conversations we will be having regularly to find solutions together. As we move forward, we will be ready to deploy new programs to strengthen social justice in our City. Greg Wheeler Mayor City of Bremerton Creates and Adopts First-ever Workforce Diversity & Inclusion Policy I am pleased to share with our community members the first-ever Workforce Diversity & Inclusion Policy for the City of Bremerton. This has been a long-time coming and I am proud that we have accomplished what should have been done many years ago. We have modernized this policy, among others, to reflect the needs of our population, values and direction as a City. (Please see the Workforce Diversity & Inclusion Policy and the Appendix B document here). I anticipate seeing improvements in our workforce diversity as a result of the foundation laid here in the policy. The document not only includes a commitment to creating a working environment that promotes dignity and respect for all employees, but also a focus on improving representation within our workforce. One item included in the new policy, and will take place annually, is the collection of data within City of Bremerton positions. We conducted the first analysis this year, and it is clear we are unrepresented in our workforce. This is a clarion call to work to increase diversity in our staffing. I will be using this data to work with my human resources department on improvements going forward and will be measuring our progress. We must do better. When I took office 2 1/2 years ago, I immediately directed my administration to begin the process of developing a Workforce Diversity and Inclusion Policy to be in step with the 21st Century. It has been a lengthy road along the way, but we have finally achieved what we set out to do. Originally, there were two attempts in front of City Council to receive the budget for an extra Human Resource (HR) Analyst who could create the program, and it took a year of work that included hiring the new HR employee to develop a plan that involved updating our outdated Equal Employment Opportunity (EEO) policy. On March 4 of this year, I signed off on the Workforce Diversity & Inclusion Policy. Restrictions went in place due to COVID-19 and the City shifted into managing operations under the state of emergency. Fortunately, conditions have stabilized, and we have picked up where we left off and implemented the City of Bremerton Workforce Diversity and Inclusion Policy. All employees are now required to review and sign it as part of their employment. I’m proud that we have reached this milestone where diversity and inclusion have finally become an official policy of the City. As we move forward, I will work to establish goals and improvements to make our City better. Greg Wheeler Mayor From: Lori Wheat Sent: Friday, June 19, 2020 12:38 PM To: Holly Brewer <holly@hollybrewer.com> Cc: City Council <City.Council@ci.bremerton.wa.us>; Leslie Daugs <Leslie.Daugs@ci.bremerton.wa.us>; Eric Younger <eric.younger@ci.bremerton.wa.us>; Greg Wheeler <Greg.Wheeler@ci.bremerton.wa.us>; Jennifer Hayes <Jennifer.Hayes@ci.bremerton.wa.us> Subject: Re: The formation of a City of Bremerton Race Equity Task Force Hello Holly, Thank you so much for your thoughtful message and support for the Bremerton City Council to form a Race Equity Task Force. I agree with you, and I will continue being a strong voice on the Bremerton City Council to advocate for systemic changes. I see that Mayor Wheeler has responded to you to inform you about the efforts of the administrative/mayoral side of the city. I applaud the efforts Mayor Wheeler is making in the administrative branch of city government, and I want to ensure that the legislative branch of city government, the city council, is also making progress. Thank you again, for your comments, and please feel free to get in touch again anytime. Best, Lori Lori Wheat Bremerton Council Member, District 4 From: Dana Walters [mailto:Dana.Walters@usw.salvationarmy.org] Sent: Wednesday, June 17, 2020 4:29 PM To: City Council <City.Council@ci.bremerton.wa.us> Subject: Bremerton Race Equality Task Force CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe. Hello, I think this task force is an excellent idea! We need a safe platform where ideas for change are welcomed and explored. Dana M. Walters, Captain Corps Officer The Salvation Army Bremerton, WA 360-373-5550 office 907-723-4618 cell From: Pattie Pritchard [mailto:pattie.pritchard@gmail.com] Sent: Friday, June 19, 2020 9:52 AM To: City Council <City.Council@ci.bremerton.wa.us>; Greg Wheeler <Greg.Wheeler@ci.bremerton.wa.us> Subject: Race Equity Task Force CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe. Date: June 19, 2020 To: city.council@ci.bremerton.wa.us, Greg.Wheeler@ci.bremerton.wa.us From: pattie.pritchard@gmail.com Dear Bremerton City Councilmembers and Mayor Wheeler, I am writing to you to express my support for the formation of a City of Bremerton Race Equity Task Force and to thank Councilmembers Daugs and Wheat for articulating this need. Kitsap Equity, Race, And Community Engagement Coalition --a local collaboration of many groups, organizations, and individuals, which collectively organizes for thriving community and for profound, accountable, and liberatory institutional change-- released an open letter (also published in the June 12th, 2020 edition of Kitsap Sun). In this letter, Kitsap ERACE Coalition calls each local governmental jurisdiction to create “an empowered Race Equity Task Force made up of volunteer community members who can advise and recommend actions for equity for that jurisdiction,” and to take seriously the recommendations of those task forces. Additionally, in this letter, Kitsap ERACE Coalition shares multiple other actions governmental jurisdictions can take for equity, each of which would be more thoroughly and authentically accomplished with the guidance of an empowered Race Equity Task Force. Personally, in my work as a medical oncology social worker and as a volunteer with Kitsap Safe Schools Network and Gender Diversity (facilitate family support groups in Bremerton), I see how important it is to have a Race Equity Task Force in our community. Thank you for your service and for your work on this important issue! Sincerely, Pattie Pritchard 1306 Trenton Ave, Bremerton, WA 98310 From: Susie Beil To: City Council; Greg Wheeler Subject: In support of a City of Bremerton Race Equity Task Force Date: Friday, June 19, 2020 4:50:43 PM Date: June 18, 2020 To: city.council@ci.bremerton.wa.us, Greg.Wheeler@ci.bremerton.wa.us From: susie@summitave.net Dear Bremerton City Councilmembers and Mayor Wheeler, I am writing to you to express my support for the formation of a City of Bremerton Race Equity Task Force and to thank Councilmembers Daugs and Wheat for articulating this need. As a faith leader in this community, I am committed to the work of anti-racism in my own personal life as well as in the church. Knowing that civic leaders are committed to the same goal of race equity elevates the conversation to a community dialogue with support given in both directions. Kitsap Equity, Race, And Community Engagement Coalition --a local collaboration of many groups, organizations, and individuals, which collectively organizes for thriving community and for profound, accountable, and liberatory institutional change-- released an open letter (also published in the June 12th, 2020 edition of Kitsap Sun). In this letter, Kitsap ERACE Coalition calls each local governmental jurisdiction to create “an empowered Race Equity Task Force made up of volunteer community members who can advise and recommend actions for equity for that jurisdiction,” and to take seriously the recommendations of those task forces. Additionally, in this letter, Kitsap ERACE Coalition shares multiple other actions governmental jurisdictions can take for equity, each of which would be more thoroughly and authentically accomplished with the guidance of an empowered Race Equity Task Force. Thank you for your service and for your work on this important issue! Sincerely, Rev. Dr. Susie Beil Summit Ave Presbyterian Church 403 S Summit Ave Bremerton, WA 98312 360.377.2740 www.summitave.net growing disciples in all generations by loving God, loving others, and serving the world CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe. From: Jennifer L. Kreidler-Moss [mailto: jlkreidlermoss@pchsweb.org ] Sent: Sunday, June 21, 2020 4:03 PM To: City Council < City.Council@ci.bremerton.wa.us >; Greg Wheeler < Greg.Wheeler@ci.bremerton.wa.us > Subject: City of Bremerton Race Equity Task Force Date: June 19, 2020 Dear Bremerton City Councilmembers and Mayor Wheeler, I am writing to you to express my support for the formation of a City of Bremerton Race Equity Task Force and to thank Councilmembers Daugs and Wheat for articulating this need. Peninsula Community Health Services, home-based in Bremerton, takes great pride in serving our communities. Kitsap Equity, Race, And Community Engagement Coalition - a local collaboration of many groups, organizations, and individuals, which collectively organizes for thriving community and for profound, accountable, and liberatory institutional change - released an open letter (also published in the June 12th, 2020 edition of Kitsap Sun). In this letter, Kitsap ERACE Coalition calls each local governmental jurisdiction to create “an empowered Race Equity Task Force made up of volunteer community members who can advise and recommend actions for equity for that jurisdiction,” and to take seriously the recommendations of those task forces. Additionally, in this letter, Kitsap ERACE Coalition shares multiple other actions governmental jurisdictions can take for equity, each of which would be more thoroughly and authentically accomplished with the guidance of an empowered Race Equity Task Force Working together in a community that purposefully works to achieve race equity serves to strengthen the lives of all of our community members and improve the health of wellness of our entire region now and in the future. Thank you for your service and for your work on this important issue! Sincerely, Jennifer Kreidler-Moss Pharm.D, CMPE Chief Executive Officer Peninsula Community Health Services Mailing: P.O. Box 960, Bremerton, WA 98337 Physical: 400 Warren Ave., Suite 200, Bremerton, WA 98337 jkreidler@pchsweb.org Contact: email preferred 360-475-6707 (phone) / 360-373-2096 (fax) From: A Lydick [mailto:a.lydick@gmail.com] Sent: Tuesday, June 23, 2020 12:09 PM To: City Council <City.Council@ci.bremerton.wa.us>; Greg Wheeler <Greg.Wheeler@ci.bremerton.wa.us>; Airen Lydick <a.lydick@gmail.com> Cc: Lori Wheat <Lori.Wheat@ci.bremerton.wa.us>; Leslie Daugs <Leslie.Daugs@ci.bremerton.wa.us> Subject: It's time for an empowered Race Equity Task Force in Bremerton. CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe. June 23, 2020 Dear Bremerton City Council Members and Mayor Wheeler, I am writing to you to express my support for the formation of a City of Bremerton Race Equity Task Force a nd to thank Councilmembers Daugs and Wheat for articulating this need. Currently we are in a cycle of increased acknowledgement of the existence of systemic racism. From corporations to small business and from social media influencers to elected leaders , this is apparent. In times such as these, there is a precious opportunity --too often missed-- to begin meaningful systemic change by listening to those who have already been doing this work. Rather than replicating the missteps of past cycles --times when systemic racism was not truly rooted out-- why not learn from those examples? It is well past time to humbly take guidance from the grassroots groups, collectives, and peoples who have long been building, practicing, and sharing tools for dismantling systemic racism and for centering inclusion and equity. Kitsap Equity, Race, And Community Engagement Coalition --a local collaboration of many groups, organizations, and individuals, which collectively organizes for thriving community and for profound, accountable, and liberatory institutional change-- released an open letter (also published in the June 12th, 2020 edition of Kitsap Sun). In this letter, Kitsap ERACE Coalition calls each local governmental jurisdiction to create “an empowered Race Equity Task Force made up of volunteer community members who can advise and recommend actions for equity for that jurisdiction,” and to take seriously the recommendations of those task forces. Additionally, in this letter, Kitsap ERACE Coalition shares multiple other actions governmental jurisdictions can take for equity, each of which would be more thoroughly and authentically accomplished with the guidance of an empowered Race Equity Task Force. If it is empowered, accountable to community, and made up of people ready and willing to speak truth to power, a Race Equity Task Force could be a driving force for identifying and dismantling our C ity’s systemic inequities. Kitsap ERACE Coalition’s letter also reiterated the need for proclamations / resolutions / etc. to be “backed up by policies, procedures, and practices that truly prioritize welcoming and inclusion.” This is just one example of the work an empowered Race Equity Task Force could accomplish. Now is not the time for window dressing. Now is the time to receive the gift of this precious opportunity to begin creating meaningful systemic change. Don’t miss that opportunity by relegating this cycle to another boxed snippet in the American History textbooks of the future. Let’s change the narrative. Thank you for your service and for your work on this important issue! Sincerely, Airen Lydick -- community organizer and advocate with Kitsap Showing Up for Racial Justice (Kitsap SURJ), Kitsap Advocating for Immigrant Rights and Equality (KAIRE), Kitsap ERACE Coalition, NAACP 1134, and other groups -- Bremerton homeowner and resident From: Brenda Fantroy-Johnson [mailto:brendaremade@yahoo.com] Sent: Tuesday, June 23, 2020 11:56 PM To: Greg Wheeler <Greg.Wheeler@ci.bremerton.wa.us>; City Council <City.Council@ci.bremerton.wa.us> Subject: Yes, you do need a Race Equity Task Force. CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe. Dear Mayor Wheeler and Bremerton City Council Members, I am a member of the City of Bainbridge Island Race Equity Task Force, Kitsap ERACE and ERACE BI Team, but I am not writing on behalf of the task force or ERACE; instead I am writing as an individual citizen. I wholeheartedly support the formation of a City of Bremerton Race Equity Task Force. An empowered race equity task force says to your community that you care about equity. It says to the community that you take equity seriously and want to improve your track record with the community. Kitsap cities all need to improve equity in their jurisdictions, and they need the help of knowledgeable people who can make recommendations to help accomplish that goal. City staffs need training to develop an understanding of the issues around equity and the path forward to make sure our local government serves all their citizens in an equitable way. Your city staff is busy with the myriad tasks needed to run the city, so having a group of volunteers who can focus on equity and no let it drop off the city radar is important. On Bainbridge the Race Equity Task force has made many recommendations to the council for actions to take both to increase the city staff’s equity IQ and to engage the community in raising awareness of equity issues. Recommendations have included joining the Governmental Alliance on Race Equity (GARE), providing staff training, hosting community events and posting visible signs of support for all groups of people. Because of the positive contributions I have seen the Race Equity Task Force make on Bainbridge, I recommend you approve the measure being put forth by Councilpersons Daugs and Wheat to institute a Race Equity Task Force for the City of Bremerton. In this time when the injustices and disparities in our systems are being exposed and scrutinized, having a task force focused on helping you connect with communities of color and improve your understanding and competency in these areas will pay off for the city, the council and all your constituents. Thank you for your service and for your work on this important issue! Sincerely, Brenda Fantroy-Johnson 206-661-7356 From: Peggi Erickson [mailto:peggi.erickson@comcast.net] Sent: Tuesday, June 23, 2020 10:59 PM To: City Council <City.Council@ci.bremerton.wa.us>; Greg Wheeler <Greg.Wheeler@ci.bremerton.wa.us> Subject: Yes, you should have a Race Equity Task Force CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe. Dear Mayor Wheeler and Bremerton City Council Members, I am a member of the City of Bainbridge Island Race Equity Task Force, Kitsap ERACE and ERACE BI Team, but I am not writing on behalf of the task force or ERACE; instead I am writing as an individual citizen. I wholeheartedly support the formation of a City of Bremerton Race Equity Task Force. An empowered race equity task force says to your community that you care about equity. It says to the community that you take equity seriously and want to improve your track record with the community. Kitsap cities all need to improve equity in their jurisdictions, and they need the help of knowledgeable people who can make recommendations to help accomplish that goal. City staffs need training to develop an understanding of the issues around equity and the path forward to make sure our local government serves all their citizens in an equitable way. Your city staff is busy with the myriad tasks needed to run the city, so having a group of volunteers who can focus on equity and no let it drop off the city radar is important. On Bainbridge the Race Equity Task force has made many recommendations to the council for actions to take both to increase the city staff’s equity IQ and to engage the community in raising awareness of equity issues. Recommendations have included joining the Governmental Alliance on Race Equity (GARE), providing staff training, hosting community events and posting visible signs of support for all groups of people. Because of the positive contributions I have seen the Race Equity Task Force make on Bainbridge, I recommend you approve the measure being put forth by Councilpersons Daugs and Wheat to institute a Race Equity Task Force for the City of Bremerton. In this time when the injustices and disparities in our systems are being exposed and scrutinized, having a task force focused on helping you connect with communities of color and improve your understanding and competency in these areas will pay off for the city, the council and all your constituents. Thank you for your service and for your work on this important issue! Sincerely, Peggi Erickson 206-755-9401 From: Kelsey S [mailto:kelsey.e.stedman@gmail.com] Sent: Wednesday, June 24, 2020 3:12 PM To: City Council <City.Council@ci.bremerton.wa.us> Subject: Support for Racial Equity Task Force CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe. Hello, My name is Kelsey Stedman and I would like to support Councilmember Leslie Daug's call for a Bremerton Race Equity Task Force. I write to you today as a concerned citizen. I work with some of the most vulnerable folks in our county and most of them reside within Bremerton. According to the most recent Kitsap Public Health District Disparities Report (https://kitsappublichealth.org/information/files/2017_June_Health_Disparity_Report.pdf) Kitsap County is not immune from having racial disparities in our community. According to this report, "Compared to Kitsap Residents who identify as White, residents who identify as People of Color may be at higher risk for experiencing chronic disease, adverse behavioral health, and poor birth outcomes." Women who identify as a Person of Color have a higher likelihood of their babies dying compared to Women who identify as White in our county and Kitsap adolescents who identify as People of Color have a higher likelihood of being physically abused, yet less likely to have an adult to turn to when feeling sad or hopeless. This is heart-wrenching. Though not broken out by geographical location in this report, I think it is important to look at this report in more depth as it relates to Bremerton, specifically. I believe in the past I have seen the data reported out by area, but could not find it immediately available on the Kitsap Public Health District website. If all the aforementioned outcomes (and more), are adversely experienced by People of Color, I think it is important to consider if these disparities occur, and to what extent, within our justice system as well. I did find this vulnerability report by sub-county report of interest: https://kitsappublichealth.org/information/files/KitsapVulnerablePopModelsBySubCounty.pdf Again, I would like to support the creation of a Race Equity Task Force. Thank you for your time and consideration of these very important issues. Kelsey Stedman The City Council is currently meeting in an EXECUTIVE SESSION for 45-minutes to discuss Pending and Potential Litigation, which is allowed under RCW 42.30.110 (1) (i) Action is anticipated… June 24, 2020 Executive Session Move to approve payment of $225,000 to the City of Bremerton from Great American Insurance Company in settlement of the claim made by the City for environmental contamination of City property located at 1310 Highland Avenue. The Mayor is authorized to enter into a Settlement Agreement with Great American Insurance Company pursuant to terms and conditions as approved by the City Attorney. C1