Q&A
Delays in racial equity plan implementation and current staffing levels
0:27:47
·
5 min
Council Member Williams inquires about delays in implementing the racial equity plan and current staffing levels at MOERJ. Commissioner Sherman and Deputy Commissioner Negash provide explanations and details on staffing.
- Discusses reasons for delays in implementing the racial equity plan
- Provides current staffing numbers: 10 staff members and 5 in the hiring pipeline
- Explains the hiring process and efforts to fill remaining positions
Nantasha M. Williams
0:27:47
Okay.
0:27:48
I have some questions on ratio equity plan, but I will stick to questions around employment staffing timeline for right now.
0:27:57
So several aspects of MOERJ's mandate, including with respect to the citywide ratio equity plan, have been significantly delayed to what extent was the mayor's office of equity able to prepare for the racial equity planning process prior to your formal appointment as chief equity off officer.
0:28:17
And to what extent were these delays inevitable given MRRJ's late launch in 2023?
Sideya Sherman
0:28:24
Sherry Glied: Sure.
0:28:26
So I would acknowledge, obviously, that we shared an updated timeline in January, acknowledging that these are late and certainly, it's it's not a reflection of, you know, the seriousness that we see what this is actually the opposite.
0:28:39
Right?
0:28:39
We see this as very important and and are making sure that we do it correctly.
0:28:44
And so even in our role as the office of equity, a lot of the planning work started because this is, again, you know, as we, you know, learn from from the work of the racial justice commission, really focus on building the foundations to shift remain a lot of the early planning efforts started in concert with our advisory board in April 2023, where we build out, you know, various various theories of change, different models for ratio equity planning.
0:29:12
We began to think through KPIs, structure for the plan, templates, etcetera, so that even as we moved into expanded mayor's office of a equity and racial justice, we had some foundation in some footing to start that work.
0:29:26
Were it not for that work?
0:29:28
Even in the previous iteration of our office, we wouldn't be where we are today.
0:29:31
And so that was instrumental to making sure that we able to to move forward and work with agencies in the fashion that we are now.
Nantasha M. Williams
0:29:39
Okay.
0:29:40
Thank you.
0:29:42
And I just wanted to know, like, I know I'm totally go off script, but as I was thinking about the work and some of the delays, I will say that It is a very large system.
0:29:53
New York City is very large, and it is a very large system that was not built for equity.
0:29:59
And so I was thinking a lot about how the intents and the timelines probably may not have been accurate from the start to endeavor in this important work, but really wanting to understand what has been the cause of the delays because we know that accountability and and really working towards making our city more equitable is important So thank you for sharing a little bit about your timeline.
0:30:26
So in terms of staffing levels, how many staff members are currently employed within MOERJ?
0:30:30
And how do these staffing levels compare to staffing levels of MOW in October 2023?
0:30:36
Sure.
0:30:37
So currently, we have 10 staff on 10 people on staff, 5 people on our pipeline, meaning folks who are in some form of vetting and waiting for a start date.
0:30:49
For our remaining positions, we are all in the recruitment and review hiring process somewhere with those roles, but
Sideya Sherman
0:30:56
we hope to be at 15 people pretty soon with the the next folks starting.
0:31:00
In comparison to MOE, we and I'll defer to my deputy commissioner, we had 7 lines, I wanna say, in in MOE, but I would just flag that we also had shifts.
0:31:10
Right?
0:31:10
During the course of this process, we also have 6 people transition out of MOE as we transition to to MOE or J.
0:31:16
So our staffing has also been fluid where we're hiring for new roles, but also backfilling thing for positions.
0:31:25
Okay.
0:31:25
Because,
Nantasha M. Williams
0:31:26
like, you said it perfectly.
0:31:27
Nothing to add.
Sideya Sherman
0:31:28
I would just add oh, sorry.
0:31:29
I also can't remember, and I know share this at the hearing that we had on pay equity not too long ago.
0:31:35
Staffing is our greatest priority.
0:31:36
I think I speak for myself and our deputy commissioner, Nobody wants our team more fully staffed than than us for sure.
0:31:43
And so, you know, we are focused squarely on that.
0:31:47
We've advertising online.
0:31:49
We're in LinkedIn.
0:31:50
We're in, you know, idealist.
0:31:53
A number of of sites will be at the city's hiring halls.
0:31:56
And so we're really all hands on deck to try to make sure that we find the right people, and we do it thoughtfully, but really build a strong foundation for this team.
Nantasha M. Williams
0:32:05
Awesome.
0:32:06
Are there any open vacancies?
0:32:09
Is is it the 5 in the pipe, the vacancies that you mentioned?
0:32:13
Are or is is there a separate lines that are current vacancies that are not included in the 15?
0:32:20
Sure.
0:32:21
Referral.
0:32:21
And if so, are they currently any ongoing hiring process, you kind of answered that question.
0:32:26
So I guess if you could just share what the vacancies are, if you have them.
Dabash Negash
0:32:32
Sure.
0:32:32
I can jump in on that.
0:32:34
So we have a total of 38.
0:32:37
Well, when we're fully staffed, we're at 38.
0:32:39
So 38.
0:32:40
Yes.
0:32:41
So as we bring on these additional 5 folks, we'll be at about 15, and then we're in parallel continuing to hire for additional position separately, and I'm happy to share a full list after the hearing, if that's alright.
0:32:54
We have several of those positions posted as well, including general counsel role.