This report is a thorough report that retains information for the entire year of FY 2023 and the related reports related to the Agencies idealization of diversity, workplace cultures, workforce and community relations.
Report detailing the outreach and education efforts made by the Office of Building Energy and Emissions Performance pursuant to section 28-320.5, including, but not limited to information provided about incentive programs and other sources of funding and the number of staff members working at the Of
Pursuant to Admin Code Sect. 14-156, this quarterly report contains the non-desk appearance ticket rate for offenses for which 500 or more arrests were made. This report also contains the number of DATs issued in total and disaggregated by precinct, borough, race, gender, and age.
The New York City Department for the Aging (DFTA) announces the launch of a six-part online training series to assist community-based organizations in responding to request for proposals (RFPs).
Pursuant to Admin Code Sect. 14-169, this annual report contains information on U.S. currency retained by the department/returned to claimants, motor vehicles retained by the department, and revenue generated from vehicles and other property retained by the department
The plan is used as a component to help ensure an inclusive, equitable and diverse workplace where diversity of ethnicity, race, experience and thought are valued and where the public are served in an inclusive and equitable manner.
The plan is used as a component to help ensure an inclusive, equitable and diverse workplace where diversity of ethnicity, race, experience and thought are valued and where the public are served in an inclusive and equitable manner.
The plan is used as a component to help ensure an inclusive, equitable and diverse workplace where diversity of ethnicity, race, experience and thought are valued and where the public are served in an inclusive and equitable manner.
The plan is used as a component to help ensure an inclusive, equitable and diverse workplace where diversity of ethnicity, race, experience and thought are valued and where the public are served in an inclusive and equitable manner.
Report detailing the outreach and education reports
made by the Office of Building Energy and Emissions Performance pursuant
to section 28-320.5, including, but not limited to information provided about
incentive programs and other sources of funding and the number of staff
members working at the
A report on the agency's efforts during the previous quarter to implement the plan adopted pursuant to paragraph nineteen (annual plan) of Section 815(a),including details of agency's efforts to implement equal employment practices, including statistical information regarding total employment, inclu
As per Local Law 44/2019, the New York City Department of Veterans' Services submits an annual report on the overall performance and makeup of the agency.
As per Local Law 44/2019, the New York City Department of Veterans' Services submits an annual report on the overall performance and makeup of the agency.
As required by New York City Administrative Code, Title 25, Section 318, report containing the December 2022 Staff Level Reports of the Landmarks Preservation Commission
As required by New York City Administrative Code, Title 25, Section 318 report containing the December 2023 Staff Level Reports of the Landmarks Preservation Commission
This document explains how the Department for the Aging fosters an inclusive environment that empowers staff to excel, values strengths of all staff, promotes professionalism, and ensures accountability.
Language Access Implementation Plan is the Department of Design & Construction (DDC) incorporating language principles in the development of essential documents proceeding with the translation process. DDC understands the importance of effective communication the agency and the city we serve.
The New York City Department of Finance announced an updated schedule of fines as part of its Stipulated Fine Program. The new schedule of stipulated fines reflects updated information on dismissal rates for adjudicated violations as well as traffic policy goals of the Adams administration.
Press release announcing that the New York City Department for the Aging (DFTA) has issued a Request for Proposals (RFP) for its Geriatric Mental Health (DGMH) program, a ThriveNYC initiative.
This bulletin consist information pertaining to furnishing and installing detectable warning surface as indicated on the plans or elsewhere. The sidewalk surface as specified in the Contract Drawings must be finished with a detectable warning surface as specified.
Section 14-186 of the New York City Administrative Code mandates annual reporting of the number and percentage of instances within the preceding calendar year in which the Police Commissioner imposed a disciplinary penalty that is different from the Department’s Disciplinary System Penalty Guideline
This document is the finalized version of a draft "Discipline Matrix" that the Police Department posted to its website for public comment. The discipline matrix provides an overview of the goals of internal discipline, defines presumptive penalties, and outlines aggravating/minimizing factors
The 2021 Disparity Report analyzes city-wide trends in racial disparities for youth and young adults in New York City across 28 indicators. The report finds that while disparities persist in four sectors (education, economic security, health and justice), outcomes have improved significantly.
Pursuant to Admin Code Sect. 14-169, this annual report contains information on U.S. currency retained by the department/returned to claimants, motor vehicles retained by the department, and revenue generated from vehicles and other property retained by the department
Annual fair and effective affirmative employment plan to provide equal employment opportunity for minority group members and women who are employed by (or who seek employment with) the agency.
For Year 2022 Agency Quarterly Diversity and EEO report for the 2nd quarter (October-December) Additionally Excel spreadsheet of the Diversity and Training Summary.
For Year 2022 Agency Quarterly Diversity and EEO report for the 1st quarter (July-September) Also Excel spreadsheet of the Diversity and Training Summary.
Annual fair and effective affirmative employment plan to provide equal employment opportunity for minority group members and women who are employed by, or who seek employment with, the agency
Annual fair and effective affirmative employment plan to provide equal employment opportunity for minority group members and women who are employed by (or who seek employment with) the agency.
Annual fair and effective affirmative employment plan to provide equal employment opportunity for minority group members and women who are employed by (or who seek employment with) the agency.
Key initiatives and accomplishments undertook last fiscal year (2022) to advance DEI and EEO goals, for example, recognizing employee contributions to DEI goals through awards and employee appraisal, introducing new equity programs, training all staff on mandatory trainings or resource groups.
The Dorrance Brooks Square Historic District is associated with notable African American figures of the Harlem Renaissance. It features a striking collection of residential and religious structures designed by prominent New York City architects and that form cohesive streetscapes.
This document is a draft First Amendment Policy that the Police Department posted on its website for public comment ending 6/30/2021. The First Amendment Policy memorializes the duties and responsibilities that have historically been carried out by the NYPD at first amendment events.
Report details annual activities of the Commission to fulfill crucial mandates pursuant to Chapter 36 Section 831 (d) of the New York City Charter, and the effectiveness of city agencies' affirmative employment efforts.
The Report provides details of our annual efforts to fulfill crucial mandates pursuant to Chapter 36 Section 831 (d) of the New York City Charter and Local Law 13 of 2019 mandates requiring annual reports on underutilization in the City’s municipal workforce.
Report details annual activities of the Commission to fulfill crucial mandates pursuant to Chapter 36 Section 831 (d) of the New York City Charter, and the effectiveness of city agencies' affirmative employment efforts.
Audit, analysis and evaluation of Office of Emergency Management's Sexual Harassment Prevention and Response Practices and its efforts to ensure fair and effective equal employment opportunities for employees and applicants seeking employment.
The report is an overview of the ENDGBV COVID-19 Response Work Group that was created by Mayor de Blasio to identify challenges faced by survivors of domestic and gender-based violence during the COVID-19 pandemic. The report reflects action steps to improve services and mitigate challenges.
This is the full fiscal year 2020 report to be provided in compliance of Local Law 39 of 2019, covering the time period July 1, 2019 through June 30, 2020. This report provides an overview of ENDGBV outreach activities to cosmetologists.
The report provides an analysis of the effectiveness of the Early Relationship Abuse Prevention Program (Early RAPP). Early RAPP provides healthy relationship workshops to New York City middle school students.
On March 17, 2021, the IRS extended the April 15, 2021 filing deadline for 2020 Personal Income tax returns to May 17, 2021. Those taxpayers are encouraged to request an extension and pay any tax due by the April 15, 2021deadline
The Street Harassment Resource Guide, 'End Street Harassment,' is an accessible, practical, comprehensive document that contains important information for New Yorkers on how they can prevent and respond to street harassment.
Pursuant to Local Laws 60 and 64 of 2017, the EJNYC Report studies environmental burdens affecting communities of color and low-income communities and disparities in environmental benefits. The report also looks at how City processes meaningfully involve key stakeholders.
Report on the agency's efforts during the previous quarter to implement the Diversity and EEO Plan, as submitted to the mayor, council, and department of citywide administrative services.
Annual FDNY Admissions Demographics Report includes the demographics of applicants at every step of the application process: recruitment, admission to take the written exam, admission to take the physical exam, admission to the FDNY academy training and graduation from the academy.
Annual FDNY Admissions Demographics Report includes the demographics of applicants at every step of the application process: recruitment, admission to take the written exam, admission to take the physical exam, admission to the FDNY academy training and graduation from the academy.
A report showing electric vehicle chargers operated by NYC DPR and their frequency of use. Report includes chargers being put into service and chargers taken out of service during the reporting period for frequency of use.
A report showing electric vehicle chargers operated by NYC DPR and their fr
On January 22, 2015, Mayor Bill de Blasio signed Local Law 11 of 2015 which requires the New York City Department of Finance (DOF) to report annually to the city council on outstanding Environmental Control Board (ECB)-adjudicated judgments by November 1.
Quarterly Equal Employment Opportunity and Diversity Plan Implementation, 4th quarter 2022.
The report is a quarterly assessment the agency’s employment practices, policies and programs to ascertain whether there are any barriers to equal employment opportunity within the agency.
HPD is working to build a more equitable and inclusive Agency to attract, engage and hire diverse talent from a range of background, experience and perspectives,
by recruiting from universities, cultivate early talent high schools, increase paid internships, reexamine hiring practices and policies.
A report on the agency's efforts during the previous quarter to implement the plan adopted pursuant to paragraph nineteen (annual plan) of Section 815(a),including details of agency's efforts to implement equal employment practices, including statistical information regarding total employment, inclu
A report on the agency's efforts during the previous quarter to implement the plan adopted pursuant to paragraph 19 (annual plan) of Section 815(a), including details of agency's efforts to implement equal employment practices.
Summary completions from DCAS provided trainings towards compliance for material trainings. These trainings relate to EEO, and Diversity and Inclusion for NYC employees.
Summary completions from DCAS provided trainings towards compliance for material trainings. These trainings relate to EEO, and Diversity and Inclusion for NYC employees.
Report including (1) the total dollar value of each product procured from preferred source vendors; (2) the total dollar value of each product procured from vendors not identified as preferred source vendors; and (3) the total dollar value of all products procured.
The goal is to ensure that Limited English Proficient (“LEP”) individuals are able to communicate with Law Department staff and to receive appropriate assistance and services.
Local Law 249 was passed by the New York City Council on November 16, 2017 and took effect July 1, 2018. The law
requires the Department of Finance (DOF) to notify property owners when real estate instruments are recorded on their
properties.
Local Law 249 was passed by the New York City Council on November 16, 2017 and took effect July 1, 2018. The law
requires the Department of Finance (DOF) to notify property owners when real estate instruments are recorded on their
properties.
Agencies are required to establish measures and programs to ensure a fair and effective affirmative employment plan. In accordance with Section 815(a)(20)(i), the head of each city agency shall quarterly publish a report on the agency's efforts during the previous quarter to implement the plan.
Agencies are required to establish measures and programs to ensure a fair and effective affirmative employment plan. In accordance with Section 815(a)(20)(i), the head of each city agency shall quarterly publish a report on the agency's efforts during the previous quarter to implement the plan.
Agencies are required to establish measures and programs to ensure a fair and effective affirmative employment plan. In accordance with Section 815(a)(20)(i), the head of each city agency shall quarterly publish a report on the agency's efforts during the previous quarter to implement the plan.
Quarterly report by DFTA of Diversity and Equal Employment. It includes reporting on recognition and accomplishments, workforce review, and initiatives.
Agencies are required to establish measures and programs to ensure a fair and effective affirmative employment plan. In accordance with Section 815(a)(20)(i), the head of each city agency shall quarterly publish a report on the agency's efforts during the previous quarter to implement the plan.
Agencies are required to establish measures and programs to ensure a fair and effective affirmative employment plan. In accordance with Section 815(a)(20)(i), the head of each city agency shall quarterly publish a report on the agency's efforts during the previous quarter to implement the plan.
Agencies are required to establish measures and programs to ensure a fair and effective affirmative employment plan. In accordance with Section 815(a)(20)(i), the head of each city agency shall quarterly publish a report on the agency's efforts during the previous quarter to implement the plan.
Agencies are required to establish measures and programs to ensure a fair and effective affirmative employment plan. In accordance with Section 815(a)(20)(i), the head of each city agency shall quarterly publish a report on the agency's efforts during the previous quarter to implement the plan.
The report provides a summary of a jurisdiction's workforce composition by agency function, job category, salary, race/ethnicity, and gender - data that are relevant to the Federal government's furtherance of EEO practices.
Agencies are required to establish measures and programs to ensure a fair and effective affirmative employment plan. In accordance with Section 815(a)(20)(i), the head of each city agency shall quarterly publish a report on the agency's efforts during the previous quarter to implement the plan.
Agencies are required to establish measures and programs to ensure a fair and effective affirmative employment plan. In accordance with Section 815(a)(20)(i), the head of each city agency shall quarterly publish a report on the agency's efforts during the previous quarter to implement the plan.
The plan is used as a component to help ensure an inclusive, equitable and diverse workplace where diversity of ethnicity, race, experience and thought are valued and where the public are served in an inclusive and equitable manner.
The plan is used as a component to help ensure an inclusive, equitable and diverse workplace where diversity of ethnicity, race, experience and thought are valued and where the public are served in an inclusive and equitable manner.
The document contains a summary description of activities and initiatives related to the Workforce, Workplace and Community goals that were listed in the agency’s FY2023 Diversity & EEO Plan.
Subject: Equal Employment
Section 245 of the New York City Charter requires the Borough President to submit to the Mayor and Council proposed modifications to the New York City preliminary budget. In accordance with this section, the Manhattan Borough President submits the following statement.
This is the full fiscal year 2020 annual report to be provided in compliance of Local Law 40 of 2019, covering the time period July 1, 2019 through June 30, 2020. This report provides an overview of responses from the Family Justice Center (FJC) Client Satisfaction Survey.
This report provides an overview of responses from the Family Justice Center Client Satisfaction Survey. This annual report to be provided in compliance with Local Law 40 of 2019, covering the time period July 1, 2021 through June 30, 2022.
This is the fiscal year 2021 annual report to be provided in compliance of Local Law 40 of 2019, covering the time period July 1, 2020 through June 30, 2021. This report provides an overview of responses from the Family Justice Center (FJC) Client Satisfaction Survey.
As required by New York City Administrative Code, Title 25, Section 318, report containing the February 2021 Staff Level Reports of the Landmarks Preservation Commission
As required by New York City Administrative Code, Title 25, Section 318, report containing the February 2022 Staff Level Reports of the Landmarks Preservation Commission
As required by New York City Administrative Code, Title 25, Section 318, report containing the February 2023 Staff Level Reports of the Landmarks Preservation Commission
As required by New York City Administrative Code, Title 25, Section 318, report containing the February 2024 Staff Level Reports of the Landmarks Preservation Commission
Following court cases Floyd v. City of New York, Ligon v. City of New York, and Davis v. City of New York, a Federal Monitor was appointed to oversee court-ordered reforms. The Federal Monitor periodically filed public reports that detail the Department's compliance with these reforms.
These Final Snow Plans detail DSNY's preparedness and response for possible snow events, inclusive of the criteria set forth under Local Law 28, as well as updates specific to streetscape changes and outdoor dining for the 2020-2021 winter season.