This quarterly report lists all of the emergency feeding programs in NYC and all of the quantities of applications distributed reflect a quantity of “0“reflecting HRA's focus of submitting SNAP applications electronically.
Pursuant to the local law this report provides information related to on emergency lock-ins within city jail facilities, including the number of lock-ins, duration of lock-ins, and programming and service interruptions.
Pursuant to the local law this report provides information related to on emergency lock-ins within city jail facilities, including the number of lock-ins, duration of lock-ins, and programming and service interruptions.
Pursuant to the local law this report provides information related to on emergency lock-ins within city jail facilities, including the number of lock-ins, duration of lock-ins, and programming and service interruptions.
Pursuant to the local law this report provides information related to on emergency lock-ins within city jail facilities, including the number of lock-ins, duration of lock-ins, and programming and service interruptions.
Pursuant to Local Law 164 of 2018, this report provides information related to emergency lock-ins within city jail facilities, including the number of lock-ins, duration of lock-ins, as well as programming and service interruptions.
Pursuant to Local Law 164 of 2018, this report provides information related to emergency lock-ins within city jail facilities, including the number of lock-ins, duration of lock-ins, as well as programming and service interruptions.
Pursuant to Local Law 164 of 2018, this report provides information related to emergency lock-ins within city jail facilities, including the number of lock-ins, duration of lock-ins, as well as programming and service interruptions.
This report provides information regarding the rate of emergency lock-ins that the New York City Department of Correction (DOC or Department) is required to report pursuant to New York City Administrative Code §9-155. This reporting time frame is from July 1st - September 30th, 2021.
This report provides information regarding the rate of emergency lock-ins that the New York City Department of Correction (DOC or Department) is required to report pursuant to New York City Administrative Code §9-155. This reporting time frame is from October 1st - December 31st, 2019.
Pursuant to the local law this report provides information related to on emergency lock-ins within city jail facilities, including the number of lock-ins, duration of lock-ins, and programming and service interruptions.
Pursuant to the local law this report provides information related to on emergency lock-ins within city jail facilities, including the number of lock-ins, duration of lock-ins, and programming and service interruptions.
Sixty days after the end of the quarter beginning April 1, 2019, and no later than the sixtieth
day after the end of each subsequent quarter, the department shall post on its website a report
containing information pertaining to emergency lock-ins that occurred during the preceding
quarter.
Pursuant to NYC Charter Chapter 35 Sect. 815(a)(20)(i), this report provides information on the department's efforts during the previous quarter to implement the plan pursuant to NYC Charter Chapter 35 Sect. 815(a)(19).
Pursuant to NYC Charter Chapter 35 Sect. 815(a)(20)(i), this report provides information on the department's efforts during the previous quarter to implement the plan pursuant to NYC Charter Chapter 35 Sect. 815(a)(19).
Pursuant to NYC Charter Chapter 35 Sect. 815(a)(20)(i), this report provides information on the department's efforts during the previous quarter to implement the plan pursuant to NYC Charter Chapter 35 Sect. 815(a)(19).
Pursuant to NYC Charter Chapter 35 Sect. 815(a)(20)(i), this report provides information on the department's efforts during the previous quarter to implement the plan pursuant to NYC Charter Chapter 35 Sect. 815(a)(19).
Annual spending plans and aggregate position and salary limits are established for each unit of appropriation within an Agency. These plans are made annually, updated quarterly, and monitored jointly by OMB and the respective agency on a monthly basis (City Charter Section 106-b).
Annual spending plans and aggregate position and salary limits are established for each unit of appropriation within an Agency. These plans are made annually, updated quarterly, and monitored jointly by OMB and the respective agency on a monthly basis (City Charter Section 106-b).
Annual spending plans and aggregate position and salary limits are established for each unit of appropriation within an Agency. These plans are made annually, updated quarterly, and monitored jointly by OMB and the respective agency on a monthly basis (City Charter Section 106-b).
Annual spending plans and aggregate position and salary limits are established for each unit of appropriation within an Agency. These plans are made annually, updated quarterly, and monitored jointly by OMB and the respective agency on a monthly basis (City Charter Section 106-b).
FISA-OPA COVER MEMOS, FISA-OPA AGENCY QUARTERLY DIVERSITY AND EEO REPORT AND FISA-OPA DIVERSITY AND EEO TRAINING SUMMARY REPORT FOR THE FIRST QUARTER OF FISCAL YEAR 2022.
Attached please find the following EEO documents regarding FISA-OPA’s 2nd Quarter of Fiscal Year 2022:
• FISA-OPA Agency Quarterly Diversity and EEO report;
• FISA-OPA Diversity and EEO Training Summary report.
The document contains the 1st quarter FY 2023 status of activities and progress regarding Diversity, EEO-related and Equity-focused initiatives and programs.
This is a Q1 FY2024 status report of FISA-OPA's DEI-EEO initiatives and activities. It includes a comprehensive and detailed plan that meets the requirements of the City Charter and the NYC EEO Policy, for which it can be properly and realistically implemented in the current fiscal year 2024.
FISA-OPA Q2 FY 2023 DEI-EEO Status Report, Narrative-Part 1 and Training Summary-Part 2. The City’s EEO Policy, Section V. B., mandates that quarterly agency reports must be submitted no later than thirty (30) days following the reporting period.
This is the Q2 FY 2024 DEI-EEO Report, Narrative and Training Summary for FISA-OPA. For Q2 these reports contain the goals, programs, and initiatives from the agency's FY 2024 Annual DEI-EEO plan.
BERS 2nd Quarter Plan to Promote the values of DEI and respect for all and Increase employee’s familiarity with the EEO Policy &
Proactive Strategies to Enhance Diversity, EEO and Inclusion, WORKFORCE, WORKPLACE, COMMUNITY, RECRUITMENT, TRAINING…
BERS 3rd Quarter Plan to Promote the values of DEI and respect for all and Increase employee’s familiarity with the EEO Policy &
Proactive Strategies to Enhance Diversity, EEO and Inclusion, WORKFORCE, WORKPLACE, COMMUNITY, RECRUITMENT, TRAINING…
Quarterly report by DFTA of Diversity and Equal Employment Quarterly Report. It includes reporting on recognition and accomplishments, workforce review, and initiatives.
Quarterly fair and effective affirmative employment report to provide equal employment opportunity for minority group members and women who are employed by, or who seek employment with, the agency.
Department for the Aging Quarterly Diversity and EEO Report 2021. Reports covers the 2nd quarter of Fiscal Year 2021, from October 2020 to December 2020
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
BERS 1st Quarter Plan to Promote the values of DEI and respect for all and Increase employee’s familiarity with the EEO Policy &
Proactive Strategies to Enhance Diversity, EEO and Inclusion, Including steps that were taken or considered to build an inclusive and sustainable pipeline for our agency.
BERS 2nd Quarter Plan to Promote the values of DEI and respect for all and Increase employee’s familiarity with the EEO Policy &
Proactive Strategies to Enhance Diversity, EEO and Inclusion, WORKFORCE, WORKPLACE, COMMUNITY, RECRUITMENT, TRAINING…
BERS 3rd Quarter Plan to Promote the values of DEI and respect for all and Increase employee’s familiarity with the EEO Policy &
Proactive Strategies to Enhance Diversity, EEO and Inclusion, WORKFORCE, WORKPLACE, COMMUNITY, RECRUITMENT, TRAINING…
Quarterly report by DFTA of Diversity and Equal Employment Quarterly Report. It includes reporting on recognition and accomplishments, workforce review, and initiatives.
BERS 4th Quarter Plan to Promote the values of DEI and respect for all and Increase employee’s familiarity with the EEO Policy &
Proactive Strategies to Enhance Diversity, EEO and Inclusion, WORKFORCE, WORKPLACE, COMMUNITY, RECRUITMENT, TRAINING…