Report on the department's expenditures on recruiting candidates for firefighter civil service examination and promotion to firefighter civil service examination, a list of the recruiting events in which the department has participated as well as preparatory materials.
Annual report containing fire investigation analysis conducted by FDNY Bureau of Fire Investigation including: fire cause; civilian fire fatalities and injuries; arrests.
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.
Pursuant to LL 36 of 2020, this report evaluates the pilot of the Dangerous Vehicle Abatement Program, administered educational course for a subset of owners whose vehicles obtained a high number of speed and red light camera violations.
This is the first annual report issued under the name of the Mayor’s Office for Economic Opportunity, created in May 2017 with the merger of two previously distinct units, the Center for Economic Opportunity and HHS-Connect.
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.
In compliance with Local Law 118 of 2005, the City conducts a survey once every four years of construction vendors purchasing EPP products. Agencies request purchasing data from vendors with relevant open construction contracts not subject to the more comprehensive Local Law 86 of 2005.
In compliance with Local Law 118 of 2005, the City conducts a survey once every four years of construction vendors purchasing EPP products. Agencies request purchasing data from vendors with relevant open construction contracts not subject to the more comprehensive Local Law 86 of 2005.
In compliance with Local Law 118 of 2005, the City conducts a survey once every four years of construction vendors purchasing EPP products. Agencies request purchasing data from vendors with relevant open construction contracts not subject to the more comprehensive Local Law 86 of 2005.
In compliance with Local Law 118 of 2005, the City conducts a survey once every four years of construction vendors purchasing EPP products. Agencies request purchasing data from vendors with relevant open construction contracts not subject to the more comprehensive Local Law 86 of 2005.
In compliance with Local Law 118 of 2005, the City conducts a survey once every four years of construction vendors purchasing EPP products. Agencies request purchasing data from vendors with relevant open construction contracts not subject to the more comprehensive Local Law 86 of 2005.
In compliance with Local Law 118 of 2005, the City conducts a survey once every four years of construction vendors purchasing EPP products. Agencies request purchasing data from vendors with relevant open construction contracts not subject to the more comprehensive Local Law 86 of 2005.
In compliance with Local Law 118 of 2005, the City conducts a survey once every four years of construction vendors purchasing EPP products. Agencies request purchasing data from vendors with relevant open construction contracts not subject to the more comprehensive Local Law 86 of 2005.
In compliance with Local Law 118 of 2005, the City conducts a survey once every four years of construction vendors purchasing EPP products. Agencies request purchasing data from vendors with relevant open construction contracts not subject to the more comprehensive Local Law 86 of 2005.
The 2019 Annual Report describes the activities, accomplishments, and future goals of the Commission on Gender Equity and the de Blasio administration with regards to advancing gender equity in New York City.
This report provides an analysis of what the City’s Paid Care Division has learned, model standards for paid care jobs, an overview of its accomplishments, and a roadmap for action it plans to take in the years to come as the Paid Care Division concludes its first year.
The Commission has, since its inception, and in accordance with its Executive Order, released annual reports detailing its activities for each past year.
In compliance with Local Law 142 passed by the New York City Council in 2016, ACS produces an annual report on educational continuity and school attendance rates of children in foster care.
In compliance with Local Law 142 passed by the New York City Council in 2016, ACS produces an annual report on educational continuity and school attendance rates of children in foster care.
DEP's goal is to provide educational materials and to train employees on stormwater. Educational materials are available to employees and the public through DEP's website and through public outreach events.
DEP's strategy to reduce phosphorous discharges to East of Hudson water bodies within the Croton watershed is to continue emphasis on responsible maintenance protocol at our facilities and lands, as well as respond to, provide and oversee cleanup activities, and investigate any illicit discharges
DEP's strategy to reduce phosphorous discharges to East of Hudson water bodies within the Croton watershed is to continue emphasis on responsible maintenance protocol at our facilities and lands, as well as respond to, provide and oversee cleanup activities, and investigate any illicit discharges
DEP's strategy to reduce phosphorous discharges to East of Hudson water bodies within the Croton watershed is to continue emphasis on responsible maintenance protocol at our facilities and lands, as well as respond to, provide and oversee cleanup activities, and investigate any illicit discharges
DEP's goal is to provide educational materials and to train employees on stormwater. Educational materials are available to employees and the public through DEP's website and through public outreach events.
Pursuant to Local Law 21 of 2020, this report provides the most recently available information regarding children receiving early intervention services from the Department of Health and Mental Hygiene.
Pursuant to local law 21 of 2020, this report includes the most recently available information regarding children receiving early intervention services from the Department of Health and Mental Hygiene.
Pursuant to Local Law 182 of 2017, this report summarizes the number of individuals receiving services for autism spectrum disorders provided directly or through programs administered by the New York City Department of Health and Mental Hygiene in calendar year 2021.
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.
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.
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 Covid-19 pandemic and the resulting lockdown brought about extraordinary economic distress for New York City and its residents. That distress is now easing thanks to an influx of federal aid to the city budget and the successful development and distribution of Covid-19 vaccines.
Affirms OTI's commitment to support and enforce the rights and protections afforded by the NYC EEO Policy, the City and State Human Rights Law, and all other relevant laws for all employees, applicants, contractors, consultants, agency partners, and members of the public served by our Agency.
Annual Report outlining the New York City Law Department's goals, initiatives, and compliance with Diversity, Equity, and Inclusion objectives and Equal Employment Opportunity mandates.
The Brooklyn Borough President Antonio Reynoso is dedicated to advancing diversity, equity, inclusion, equality and fairness within the Borough of Brooklyn and our office. We aim for our employees to be a representation of our city and borough's diverse backgrounds, nationalities, and cultures.
Affirms OTI's commitment to support and enforce the rights and protections afforded by the NYC EEO Policy, the City and State Human Rights Law, and all other relevant laws for all employees, applicants, contractors, consultants, agency partners, and members of the public served by our 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.
This annual report presents information on the DYCD workforce, recruitment, selection, training, reasonable accommodation, and EEO, Diversity, Inclusion and Equity Initiatives for Fiscal Year 2023.
The Bronx Borough President commitment to support and enforce the rights and protections afforded by the New York City EEO Policy, the City and State Human Rights Law, and all other relevant laws, for all employees, applicants for employment, partners, and members of the public service.
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.
The Office of the New York City Comptroller is committed to fostering a diverse, equitable, inclusive, and
respectful work environment that provides equal opportunities for all and is free of discrimination,
harassment, and retaliation.
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.
BERS Annual Plan to Promote the values of Diversity, Equity, Inclusion, and respect for all, and Increase employees’ familiarity with the EEO Policy.
Implementation of Principal Strategies to enhance DEI and EEO in areas of Workforce, Workplace, Community, and Race Relations.
BERS Annual Plan to Promote the values of Diversity, Equity, Inclusion, and respect for all, and Increase employees’ familiarity with the EEO Policy.
Implementation of Principal Strategies to enhance DEI and EEO in areas of Workforce, Workplace, Community, and Race Relations.
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
This annual report includes: a commitment and accountability statement by our commissioner, workforce review and analysis, EEO initiatives, Recruitment Efforts, Training updates, reasonable accommodations, audits and corrective measures, and compliance updates with LL 18.
Diversity Equity Inclusion and Equal Employment Opportunity DEI-EEO Plan Fiscal Year 2024
BSA plan to provide training and knowledge to all regarding all diversity , inclusion, equity and equal employment opportunity
The New York City Charter provides that each agency head must ensure that his or her agency does not discriminate against employees or applicants for employment in any manner prohibited by federal, state, and local law.
Policy statement reinforcing the Department of Buildings commitment to creating a diverse workforce and welcoming and professional environment for employees and customers, in compliance with the New York City's Equal Employment Opportunity policy and applicable federal, state, and local laws.
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.
The NYC Board of Correction's FY 2023 Diversity Equity Inclusion and EEO Plan. This plan affirms the Board's commitment to the providing an inclusive workplace.
The New York City Department of Environmental Protection's mission depends on its success in recruiting, developing and retaining diverse talent, and promoting an inclusive workplace in which all employees are valued and encouraged to strive for excellence.
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
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
The Department of Correction and the Department of Homeless Services shall work to develop a process for identifying individuals who repeatedly are admitted to city correctional institutions and who, in addition, either immediately before their admission to or after their release.
Pursuant to Local Law 121 of 2016, DOC and DHS shall work to develop a process for identifying individuals who repeatedly are admitted to city correctional institutions and who, in addition, either immediately before their admission to or after their release.
The Department of Correction and the Department of Homeless Services shall work to develop a process for identifying individuals who repeatedly are admitted to city correctional institutions and who, in addition, either immediately before their admission to or after their release.
The Department of Correction and the Department of Homeless Services shall work to develop a process for identifying individuals who repeatedly are admitted to city correctional institutions and who, in addition, either immediately before their admission to or after their release.
The Department of Correction and the Department of Homeless Services shall work to develop a process for identifying individuals who repeatedly are admitted to city correctional institutions and who, in addition, either immediately before their admission to or after their release.
The Department of Correction and the Department of Homeless Services shall work to develop a process for identifying individuals who repeatedly are admitted to city correctional institutions and who, in addition, either immediately before their admission to or after their release.
The Department of Correction and the Department of Homeless Services shall work to develop a process for identifying individuals who repeatedly are admitted to city correctional institutions and who, in addition, either immediately before their admission to or after their release.
The diabetes data report per LL 221 of 2019 requires DOHMH to produce data on diabetes-related health problems, disaggregated by geographic area and demographic characteristics where feasible.
In compliance with Local Law 44 of 2013 passed by the New York City Council, ACS posts an annual report of child abuse allegations for Detention, Non-Secure Placement and Limited Secure Placement.
In compliance with Local Law 44 of 2013 passed by the New York City Council, ACS posts an annual report of child abuse allegations for Detention, Non-Secure Placement and Limited Secure Placement.
In compliance with Local Law 44 of 2013 passed by the New York City Council, ACS posts an annual report of child abuse allegations for Detention, Non-Secure Placement and Limited Secure Placement.