new j. molloy, chairman f. ferrer, mta vice chairman committee...

DiversityCommittee Meeting

February 2015

Committee MembersJ. Molloy, ChairmanF. Ferrer, MTA Vice ChairmanS. MetzgerJ. Banks IIIR. Bickford

Diversity Committee Meeting 2 Broadway - 20th Floor Board Room

New York, NY 10004 Monday, 2/23/2015 2:15 - 3:15 PM ET

1. PUBLIC COMMENT PERIOD Discussion

2. APPROVAL OF MINUTES – NOVEMBER 17, 2014 ApproveMinutes of the MTA Diversity Committee Meeting - November 17, 2014 - Page 3

3. 2015 DIVERSITY COMMITTEE WORK PLAN Review2015 Diversity Committee Work Plan - Page 10

4. 2015 DEPARTMENTAL GOALS UPDATE

2015 Departmental Goals - Page 13

5. BUSINESS AND DIVERSITY INITIATIVES PresentationBusiness And Diversity Initiatives - Page 16

6. CERTIFICATION ACTIVITY REPORT PresentationCertification Actvity Report - Page 18

7. FOURTH QUARTER 2014 EEO ACTIVITIES PresentationEEO Fourth Quarter Activity Report - 2 Strategies to Address Underutilization - Page 44

8. SMALL BUSINESS MENTORING PROGRAM UPDATE PresentationSmall Business Mentoring Program Update - Page 61

9. SMALL BUSINESS FEDERAL PROGRAM UPDATE PresentationSmall Business Federal Program Update - Page 63

10. M/W/DBE CONTRACT COMPLIANCE 2014 4TH QUARTER REPORT PresentationMWDBE Contract Compliance - Page 65

11. FINANCIAL AND LEGAL SERVICES PresentationFinancial and Legal Services - Page 74

12. ASSET FUND MANAGERS PresentationAsset Fund Managers - Page 78

13. M/W/DBE CAPITAL PROJECTS PresentationCapital Projects - Page 81

14. MTA EEO POLICY STATEMENTS

EEO Policy Statements - Page 84

MTA DIVERSITY COMMITTEE Meeting Minutes

347 Madison Avenue, Fifth Floor Board Room New York, NY 10017

Monday, November 17, 2014 2:30 p.m.

The following Committee members were present:

Hon. John Molloy, Chairman Hon. Fernando Ferrer Hon. Susan G. Metzger Hon. Robert Bickford

The following Committee member was absent:

Hon. John Banks III

The following were also present:

Joseph Giulietti, President, MTA Metro-North Railroad (“MNR”) Michael J. Garner, Chief Diversity Officer, MTA Department of Diversity and Civil Rights (“DDCR”) Jerome Page, MTA General Counsel Michael Wetherell, Director, MTA Office of Construction Oversight Naeem Din, Deputy Director, DDCR Ray Burke, Assistant Director, Minority Women-owned and Disadvantaged Business Enterprise (“MWDBE”) Contract Compliance, DDCR Zenaida Chape, Assistant Director, Business and Diversity Initiatives, DDCR Shawn Moore, Assistant Director, Equal Employment Opportunity (“EEO”) and Title VI Compliance, DDCR L. Danny Camacho, Manager, Certification, DDCR Leon Goodman, Assistant Director, EEO, Title VI and MWDBE Outreach, DDCR George Cleary, Deputy Director, Small Business Mentoring Program, DDCR David Sang, EEO Specialist, Investigations, DDCR Alexandra Infeld, Chief of Staff, MTA New York City Transit (“NYC Transit”) Joel Andrews, Chief Officer, Office of EEO, NYC Transit Vernessa Moses, Assistant Chief Officer, Office of EEO, NYC Transit Alberto Richardson, Operations Analysis Officer, NYC Transit, Buses Michael Fyffe, Director, Diversity Management, MTA Long Island Rail Road (“LIRR”) Katherine Betries-Kendall, Vice President, Human Resources, MNR Robert Rodriguez, Director, Office of Diversity and Equal Opportunity, MNR Roberto Aguirre, Sr., Assistant Director, Office of Diversity and Equal Opportunity, MNR Alana Smith, Manager, Statistical Analysis and Compliance, MNR

Master Page # 3 of 91 - Diversity Committee Meeting 2/23/2015

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Ouida Gaillard, Human Resources Business Partner, Human Resources, MNR Eric Perry, Acting Chief EEO Officer, MTA Bridges and Tunnels (“B&T”) Anthony Gardner, Deputy Director, Procurement, MNR Christine Norman, Manager, MWDBE Procurement Compliance, MNR Evan Eisland, General Counsel, MTA Capital Construction (“CC”) David Cannon, Director, Procurement and Risk Management, CC Sheldon Dixon, Director, Human Resources, CC

1. Public Speakers: There were no public speakers. 2. Minutes Upon a motion duly made and seconded, the Committee unanimously approved the minutes of the meeting held on September 22, 2014. 3. Overview of Today’s Meeting

2014 Diversity Committee Work Plan

Chairman Molloy asked if there were any changes to the Work Plan. Mr. Din indicated that there are no changes to the 2014 Work Plan. The committee approved the 2015 Work Plan.

Business and Diversity Initiatives

Ms. Chape reported on outreach initiatives for the third quarter of 2014, highlighting the events for August and September. Ms. Zenaida Chape stated that the B&T’s Sandy Mega Project outreach meeting, held in August 2014, resulted in contract awards for certified firms. She also noted in August, Tutor Perini presented Hudson Yards MWDBE Expo. In addition, Ms. Chape stated that the training for MTA’s Small Business Development Program began in September and that in October, MTA-wide procurement staff took part in the annual New York State MWBE Conference in Albany. She also expressed that the agency procurement representatives did an excellent job representing the MTA at this conference.

Certification Activity Report Mr. Danny Camacho reported on the certification activity for the third quarter of 2014. He stated that a total of 30 new certification applications were received during this quarter, which is the same number of applications that were received during third quarter of 2013, but less than the number of applications received for the same period in 2012, i.e., 40. Mr. Camacho said that a total of 33 applications were processed during the third quarter of 2014: 19 certified, 1 denied certification, 8 applications returned, and 5 withdrawn. Mr. Camacho added that the number of denials will be higher in the next report, as they are still being processed. Mr. Ferrer asked whether applicant firms, that are being denied certification, are intentionally misstating facts in their applications. Mr. Camacho said no, applicant firms believe they meet the certification standards set out in the federal regulations, when in fact they do not. Mr. Garner said that at the next


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Committee meeting, DDCR will report on the number of certified firms which have received prime or subcontract awards. Mr. Garner also added that in April 2014, two large prime contracts were awarded to certified DBEs, one in the amount of $16 million and the other worth $14 million. Ms. Metzger said there is a lot of pride in the award of these contracts. Third Quarter 2014 EEO Activities Ms. Shawn Moore reported on MTA-wide underutilization as of September 30, 2014. Ms. Moore stated that females are underutilized in all job categories, except service maintenance, and that Hispanics are underutilized in all job categories, except paraprofessionals. She also stated that Blacks are underutilized in the officials & administrators category at LIRR, and in the technician category at MTA HQ, which is comprised of MTAPD. Ms. Moore explained that updated Census figures show MTA-wide improvement in the representation of Blacks but that there is underrepresentation of Native Hawaiians/Other Pacific Islanders in all job categories. Ms. Moore stated that this is an area MTA agencies are focused on addressing, underutilization. She also noted that Asians, and American Indians and Alaskan Natives, are underutilized in at least half of the job categories throughout MTA; however their representation has improved in the other half. Ms. Moore also reported that MTA-wide a total of 4,628 new employees were hired, of which 20% are females and 72% are minorities. She added that HQ hired the highest percentage of females (45%); and MTA Bus hired the highest percentage of minorities (86%). Ms. Moore also reported that MTA-wide, a total of 418 EEO complaints were received and that of these, 200 complaints were filed with external agencies. Ms. Moore stated that the most frequently alleged external complaints included: disability discrimination (20%), race and color discrimination (20%), and other or miscellaneous discrimination (25%). Ms. Moore reported that there were a total of 218 internal EEO complaints. She stated that sexual harassment (21%), race and color discrimination (23%), and other or miscellaneous discrimination (23%) were most frequently alleged. She added that 72 Title VI complaints were received; race/color discrimination (80%) was most frequently alleged. Ms. Moore also reported on female and minority underutilization in MTA HQ workforce. She noted an improvement of Hispanics and Native Hawaiian /Pacific Islanders in the officials and administrators, category. Ms. Moore stated that areas in need of improvement include: Technician Category with respect to Hispanics, Native Hawaiian /Other Pacific Islander, and Females; Protective Service Category, we need to focus on Females and Native Hawaiian/ Other Pacific Islander; and Administrative Support Category, we need to focus on Hispanics, who are down by 4%, and Native Hawaiian /Other Pacific Islander, down by 5%. Ms. Moore reported that in MTA PD workforce, females are underutilized in all titles, except detective, and Blacks are underutilized in all titles except police officer and detective. She also stated that Hispanics are underutilized in the titles of lieutenant and captain and that Native Hawaiian/Other Pacific Islanders are underutilized in the title of police officer. Ms. Moore also reported that a total of 132 employees were hired at MTAHQ, of which 57% are minorities and 45% are females. Mr. Ferrer asked what steps the MTA is taking to address underutilization of females and Hispanics. Additionally, he said the availability and underutilization numbers for MTA CC are still puzzling. Mr. Garner replied that in his recent meeting with Michael Horodniceanu, president MTA CC, it was determined that there needs to be MTA-wide focus on addressing barriers to hiring of females and Hispanics. Mr. Garner added that external relationships need to be developed and maintained and that various MTA agencies have internship programs, or are discussing putting such programs in place. Mr. Garner highlighted B&T’s Management Associates Program, which allows the agency to hire paid management associates over a 24-month period. He said they rotate through different assignments within


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the agency and that females and minorities comprised 58% of the most recent class in this program. Mr. Garner added that we need an MTA-wide internship program and that Chairman Prendergast has agreed to fund such a paid program, first at HQ and then across the organization. Mr. Garner stated that MTA is planning a Request for Proposal (“RFP”) that will allow the MTA to hire a consultant to assist and provide guidance in the MTA-wide hiring of females and Hispanics. Mr. Garner said these are the types of strategies that need to be put in place in order to focus on the hiring of females and minorities, including Hispanics. Ms. Moore said that Mr. Ferrer’s questions about underutilization and workforce availability at CC will be addressed by the presentation provided at this Committee meeting on selection of MTA’s geographic recruitment areas, and the workforce availability process. Ms. Moore briefed the Committee on selection of MTA’s geographic recruitment area, which is primarily New York and New Jersey; Connecticut is a secondary recruitment area. She outlined specific counties within the tri-state area that make up the recruitment area, as listed in the Committee book. Ms. Moore added that the 2010 Census data is based on the American Community Survey of skilled civilian labor force, based on race and gender. Further details of the presentation are contained in reports filed with the records of this meeting and in the video recording of the meeting produced by the MTA and maintained in the MTA records. Ms. Metzger noted that Orange County is not part of the New York recruitment area. Ms. Moore said MTA is never limited to counties listed in the presentation; recruitment areas can always be expanded as needed. Ms. Metzger asked if availability percentages are based on selected recruitment areas. Ms. Moore said yes, they are based on the recruitment areas that we have identified and MTA is required to show the Federal Transit Administration (“FTA”) its recruitment areas, the areas of underutilization and the efforts to address it. We need to show FTA we are recruiting from our identified recruitment areas, Ms. Moore added. Ms. Metzger said she will ensure MTA recruits from Orange County, which offers a pool of skilled applicants; several MTA employees also reside there. Mr. Ferrer asked how MTA determines workforce availability numbers. Ms. Moore said availability of females and minorities for each job category is determined using an external factor -- those available in the relevant geographic area, and an internal factor -- those available for promotion and transfer in the existing workforce. She stated that underutilization exists if the percentage of females and minorities in a particular job group is less than 80% of what is determined to be the availability. She also said that the workforce availability numbers may vary among MTA agencies depending on the two factors referenced above. Ms. Moore said other factors that may affect availability are differences in recruitment areas and their application to various job categories, variance among the agencies in job categories, the differences in internal availability, and major internal restructuring, such as consolidation, restructuring and/or creation of new job functions. Ms. Metzger asked if the FTA has approved our method for calculating workforce availability. Ms. Moore replied that the MTA and its agencies have used the current methodology in their EEO Program, which is approved by the FTA. Ms. Metzger said if MTA were using the wrong methodology, FTA would not have approved its EEO Program. Ms. Metzger noted that it is strange that smaller internal availability would result in a smaller overall availability number. Ms. Moore said, for example within MTA PD, police officers are a feeder group for detectives and sergeants. Ms. Moore noted that in order to diversify the ranks of detectives and sergeants, we would have to make sure that the group of police officers is diverse. Ms. Metzger said this would cause a delay in addressing underutilization. Ms. Moore said that she gave an example of a position within MTA PD. Ms. Moore said there is more flexibility for other managerial positions where we are not limited to a feeder pool and that for those positions, a greater emphasis can placed on external recruitment.


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Mr. Ferrer said he understood the two-factor analysis for determining availability. He wanted to know what efforts are being made to correct underutilization, and when can he expect to see the results of those efforts. Mr. Garner said the paid internship programs are the short term solution and that these programs will allow the MTA to have a diverse pool of available applicants to draw from. Mr. Garner said in the long term, MTA will need to establish meaningful relationships with outside groups, who can refer qualified diverse applicants when vacancies exist. Mr. Garner said MTA is also seeking to hire an outside consultant in assisting it in hiring females and Hispanics. Mr. Ferrer asked for the time frame in hiring of the consultant, and for it to make recommendations. Mr. Garner said the RFP has not yet been issued, and he will get back to Mr. Ferrer shortly. Mr. Garner added that a meeting is being scheduled with Michael Coan, Chief, MTA PD and the Guardian Association’s representatives to discuss efforts to address underutilization at MTA PD. Mr. Garner said that the same focus will be applied to address underutilization that was applied to MWDBE Programs. Small Business Mentoring Program (“SBMP”) Update Mr. Cleary provided an update on the SBMP for the period July to September 2014. He stated that five contracts were awarded, totaling $3 million. He noted, of these, four contracts were awarded to certified MWBEs, totaling $2.1 million (70%).

Mr. Cleary reported that there were 29 firms pending pre-qualification. He said a total of five loans have been approved, totaling $650,000 and that participating firms can apply for small business loans totaling the lesser of $150,000, or 30% of the contract value.

Small Business Federal Program (“SBFP”) Update Mr. Cleary provided an update on the SBFP for the period July to September 2014. Mr. Cleary said that two projects were awarded, totaling $2.1 million with 31% DBE participation. He reported that a total of 23 firms have been prequalified and 14 firms were pending prequalification and that participating firms can apply for loans totaling the lesser of $900,000, or 30% of contract value. Mr. Cleary said the Surety Bond Assistance Program has been finalized with Willis/ACE Surety. He explained that under this program, participating firms will be eligible for surety bonding assistance for up to $3 million.

Mr. Garner added that the MTA has the largest surety bonding assistance program in the nation. Mr. Garner thanked Mr. Page and MTA’s outside consultant for their assistance in finalizing this program. Mr. Garner said it is expected that between now and July 30, 2015, 125 contracts will be awarded in the Mentoring Program, totaling $147 million.

MWDBE Contract Compliance

Mr. Ray Burke reported on federal and state funded contract awards. Mr. Burke reported for the period October 2013 to September 2014, MTA awarded $984 million in federally funded contracts with approximately $168 million (17%) being awarded to certified DBEs. Mr. Garner said that for the first time MTA achieved its 17% DBE goal and that for the same period, $1.5 billion was paid to prime contractors, of which $192 million (12%) was paid to DBEs.

Mr. Garner said as a result of recent FTA rule change, MTA is now required to report to the FTA payments made on ongoing contracts. Mr. Din added that for its DBE participation report to the FTA, due June 1, 2015, MTA will report payments made on ongoing contracts and contracts that were closed.

Mr. Burke stated that for New York State funded contracts, the MTA has set an overall MWBE goal of 20% for State Fiscal Year 2014/2015 and that for the period April 2014 through September 2014, MTA


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and its Agencies awarded $907 million, with MWBE participation of $194 million (21%). Mr. Burke stated that during the same period, payments on prime contracts totaled $622.5 million, with MWBE participation of approximately $143 million (23%), exceeding MTA's goal. Mr. Burke also reported on discretionary procurement awards. He said these awards exclude federally funded contracts and state funded construction contracts. Mr. Burke said of the approximately $776 million in contract awards, $174 million (22%) represented discretionary procurements. He said of this amount, $13.5 million (8%) was awarded to MWBEs, and approximately $7 million (4%) was awarded to Small Business Concerns.

Mr. Garner added that he is working with MTA Business Service Center to determine whether there are enough available MWBEs in those areas where we procure goods and services. Mr. Garner explained that once the report is finalized, DDCR will be able to determine whether there is sufficient MWBE availability, and whether the agencies are adequately using the discretionary procurement process.

Mr. Garner also reported on legal and financial services for the period April to September 2014 stating that MBEs were awarded 1.4% in outside counsel fees, while 7.3% was awarded to WBEs. Mr. Garner said he will continue to work with Mr. Page to improve MWBE participation in this area. Mr. Garner said an orientation session has been scheduled for Monday, November 24, 2014 for small law firms, including MWBEs, which were recently added to MTA’s outside counsel panel. Mr. Ferrer asked how the cost of hiring special counsel for extraordinary events is handled. Mr. Page replied fees paid to special counsel are included in the overall outside counsel fees that are reported to the Committee.

Mr. Garner said that regarding underwriting fees, MBE participation was 11%, while WBE participation was 3%. Mr. Garner said he is working with Robert Foran, MTA Chief Financial Officer, and Patrick McCoy, Director, MTA Finance, in an effort for MTA to exceed its goal in this area. Mr. Garner also reported on asset fund managers stating that MTA has done well in terms of MWBE participation in traditional assets but not in the non-traditional assets. Mr. Garner said he will meet with MTA's new Chief Investment Officer and Mr. Foran to discuss the New York State and New York City Comptrollers’ Emerging Managers Program. Mr. Garner said this area is an MWBE growth area.

Mr. Burke reported on MWDBE participation on MTA’s Capital Projects for the period January to September 2014. He said MTA exceeded its overall DBE and MWBE goals and that the DBE participation on federally funded contracts was 20%. He added that on state funded contracts, MBE participation was 12% and WBE participation was 13%.

MTA Inter-Agency MWDBE Task Force Update

Mr. Garner said he and Chairman Molloy will be meeting with the internal stakeholders to discuss an increase in MTA's MWBE goal from 20% to 30%.

Mr. Garner added that in October 2014, MTA attended the Governor’s New York State MWBE Event in Albany N.Y., which attracted more than 2,000 attendees. He said that all 97 State Authorities and agencies were in attendance and that various workshops were held; a staff member from each of the MTA agencies took part in panel discussions.

Mr. Garner also stated that he is continuing to work towards implementation of a mentoring program for Paratransit service. He said this is another MWBE growth area. Mr. Garner said he is working with Mr. Page to issue an RFP to solicit small law firms, including MWDBEs, which specialize in bond work. Mr. Garner said talks are also continuing with NYC Transit and large firms about creating a mentoring program for small firms, including MWDBEs, which specialize in signal work. Mr. Garner sated this will lead to the creation and development of a larger pool of firms who can work in this area.

Mr. Garner complimented the DDCR staff for their dedication and commitment to getting the job done.


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Diversity Committee Charter

Mr. Din said each year at this time the Committee reviews its charter. No changes to the charter are recommended.

Adjournment

In concluding the meeting Chairman Molloy acknowledged the hard work performed by DDCR staff. Upon a motion duly made and seconded, the meeting was adjourned. Respectfully submitted,

Leon T. Goodman Department of Diversity and Civil Rights


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2015 Diversity Committee Work Plan

I. RECURRING AGENDA ITEMS Responsibility Approval of Minutes Committee Chair & Members Committee Work Plan Committee Chair & Members

MTA Agency-wide Business and Diversity Initiatives and EEO Programs Activities Dept. of Diversity/Civil Rights

MTA DBE Certification Program Activities Dept. of Diversity/Civil Rights M/W/DBE Contract Compliance Activities Dept. of Diversity/Civil Rights Action Items (if any) As listed

II. SPECIFIC AGENDA ITEMS Responsibility February 2015 Recommitment to EEO Policy Dept. of Diversity/Civil Rights 2015 Departmental Goals 2014 Year-End Report Recruitment Strategies for MTAHQ and Dept. of Diversity/Civil Rights, MTA Agencies MTAHQ and Agency Staff

May 2015 1st Quarter 2015 Report Dept. of Diversity/Civil Rights September 2015 2nd Quarter 2015 Report Dept. of Diversity/Civil Rights Recruitment Strategies for MTAHQ and Dept. of Diversity/Civil Rights, MTA Agencies MTAHQ and Agency Staff December 2015 3rd Quarter 2015 Report Dept. of Diversity/Civil Rights Status Report on MTA Inter-Agency M/W/DBE Task Force Diversity Committee Charter Review Committee Chair & Members 2016 Diversity Committee Work Plan Dept. of Diversity & Civil Rights


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Detailed Summary I. RECURRING Approval of Minutes

Approval of the official proceedings of the previous month’s Committee meeting. Diversity Committee Work Plan

An update of any edits and/or changes in the work plan. MTA Agency-wide Business and Diversity Initiatives Program Activities

The MTA Department of Diversity and Civil Rights update of planned Agency-wide Business and Diversity Initiatives Programs activities. MTA Agency-wide EEO Program Activities The MTA Department of Diversity and Civil Rights update of agency-wide workforce analysis, new hires and EEO and Title VI complaints. MTA DBE Certification Program Activities

MTA Department of Diversity and Civil Rights update of DBE Certification Program activities. M/W/DBE Contract Compliance Activities MTA Department of Diversity and Civil Rights update of M/W/DBE contract activities and program initiatives. Action Items

Staff summary documents presented to the Board for approval of items affecting business standards and practices. II. SPECIFIC AGENDA ITEMS February 2015 Recommitment to EEO Policy Each year, the MTA disseminates Policies addressing the Americans with Disabilities Act, Sexual and Other Discriminatory Harassment Prevention and Equal Employment Opportunity in order to reaffirm MTA’s commitment to ensuring a work place environment free from illegal discrimination and to ensure continued compliance with all applicable laws and regulations. Overview of 2015 MTA Department of Diversity/Civil Rights Departmental Goals The MTA Department of Diversity and Civil Rights will present an overview of Departmental goals and objectives for 2015.


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2014 Year-End Report The Department of Diversity and Civil Rights will present 2014 year-end update on MTA Agency-wide EEO and M/W/DBE contract compliance activities. Recruitment Strategies Staff from the Department of Diversity and Civil Rights, MTAHQ and MTA Agencies will present recruitment strategies to address underutilization of minorities and women in the workforce. May 2015 1st Quarter 2015 Report The Department of Diversity and Civil Rights will present 1st quarter 2015 update on MTA Agency-wide EEO and M/W/DBE contract compliance activities. September 2015 2nd Quarter 2014 Report The Department of Diversity and Civil Rights will present 2nd quarter 2015 update on MTA Agency-wide EEO and M/W/DBE contract compliance activities. Recruitment Strategies Staff from the Department of Diversity and Civil Rights, MTAHQ and MTA Agencies will present recruitment strategies to address underutilization of minorities and women in the workforce. December 2015 3rd Quarter 2014 Report The Department of Diversity and Civil Rights will present 3rd quarter update on MTA Agency-wide EEO and M/W/DBE contract compliance activities. Status Report on MTA Inter-Agency M/W/DBE Task Force The Department of Diversity and Civil Rights report will address progress made by the Task Force to improve M/W/DBE participation. Diversity Committee Charter Review The Diversity Committee will review and assess the adequacy of its charter and recommend changes as necessary. 2016 Diversity Committee Work Plan The Department of Diversity and Civil Rights will present an updated Diversity Committee Work Plan for 2016.


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ch e

ven

t in

Nas

sau

Cou

nty

is s

ched

ule

d f

or A

pri

l 201

5.

An

oth

er e

ven

t in

Su

ffol

k C

oun

ty is

sch

edu

led

for

May

201

5.


________________________________________________________________________________

MTA

DE

PA

RT

ME

NT

OF

D

IVE

RS

ITY

AN

D C

IVIL

RIG

HT

S

BU

SIN

ES

S A

ND

DIV

ER

SIT

Y IN

ITIA

TIV

ES

Feb

ruar

y 23

, 201

5


________________________________________________________________________________

Busine

ss & Diversity In

itiatives

Janu

ary 2015

18thAn

nual W

all Street P

roject Econo

mic Sum

mit

DDCR

presents D

BE Certification Worksho

pCa

ribbe

an American

Cha

mbe

r of C

ommerce (C

ACCI) B

usiness P

ower Breakfast M

eetin

gAssemblym

an M

icha

el Blake Jo

bs & Ju

stice Summit Ca

llSm

all B

usiness M

entorin

g Program Gradu

ation Ce

remon

y

Februa

ry 2015

DDCR

presents “

New

Firm

Orie

ntation Session”

DDCR

presents “

DBE

Certification Worksho

p”NYS

Associatio

n of Black & Pue

rto Rican Legislators C

onference

Nationa

l Minority

Business 3

5thAn

nual Awards Lun

cheo

n & Expo

March 2015

DDCR

presents “

DBE

Certification Worksho

p”Re

gion

al Allian

ce fo

r Small Con

tractors Clearinghou

seMTA

Small B

usiness M

entorin

g Program Session

: “How

to do bu

sine

ss with

the MTA”

MTA

Small B

usiness M

entorin

g Program Session

: “Estim

ating an

d Bidd

ing Strategies at the

MTA”

Annu

al Som

osEl FuturoLegislative Co

nferen

ce


________________________________________________________________________________

MTA

Dep

artm

ent

of

Div

ersi

ty/C

ivil

Rig

hts

Cer

tifi

cati

on

Act

ivit

y R

epo

rt

Feb

ruar

y 23

, 201

5


________________________________________________________________________________

CERT

IFICAT

ION APP

LICA

TIONS RE

CEIVED

2012

–20

14

222014

0214

2013

2012

Janu

ary

149

5

Februa

ry4

97

March

614

12

April

1510

18

May

219

14

June

135

11

July

810

22

August

1610

6

Septem

ber

610

12

Octob

er11

214

Novem

ber

89

11

Decem

ber

1511

8

TOTA

L118

137

130


________________________________________________________________________________

CERT

IFICAT

ION ACT

IVITY FO

R NEW

APP

LICA

TIONS

2012

‐20

14

2014

2013

2012

CERT

IFIED

7794

78

DEN

IED

48

7

RETU

RNED

2918

30

INELIGIBLE

00

0

WITHDRA

WN

2012

11

TOTA

L130

132

126


________________________________________________________________________________

CONTR

ACT AW

ARDS TO

DBE

FIRMS CE

RTIFIED

2012

‐201

4

•Num

ber o

f DBE

firm

s certified from

2012‐2014: 249

•Num

ber o

f DBE

firm

s certified from

2012‐2014

receiving fede

rally fu

nded

prim

e/subcon

tracts: 6

•Num

ber o

f fed

erally fu

nded

prim

e/subcon

tracts fo

r DBE

firm

s certified from

2012

‐2014: 21

•Total con

tract a

mou

nt awarde

d to DBE

firm

s certified from

2012‐2014

on

fede

rally fu

nded

con

tracts: $14,417,774

There were also 15firms c

ertified as DBE

firm

s during 2012

‐2014 with

dual

M/W

BE certification that re

ceived

con

tract a

wards on NYS con

tracts

totaling $39,547,103, re

presentin

g 51prim

e/sub‐contract awards.

* Grand

Total: $53,964,877

(FTA

and

NYS Con

tracts)


________________________________________________________________________________

MTA

DE

PA

RT

ME

NT

OF

DIV

ER

SIT

Y/

CIV

IL R

IGH

TS

EE

O A

CT

IVIT

IES

F

OU

RT

H Q

UA

RT

ER

201

4

Feb

ruar

y 23

, 201

5


________________________________________________________________________________

MTA

andits

Agen

cies

have

cond

uctedan

availabilityanalysisof

females

and

minorities.The

availability

analysis

consistsof

comparin

geach

agen

cy’s

Decembe

r31,

2014

workforce

percen

tagesforfem

ales

andminorities

to80

%of

thefemales

andminorities

availableforworkwith

intherelevant

labo

rmarketb

ased

ontheCe

nsus.

Thefollowingnu

mbe

rsandinform

ationdo

notrefle

ctavailabilityforspecific

jobgrou

ps.Inadditio

n,thenu

mbe

rsandinform

ationprovided

dono

tshow

statistical

disparities

orexplainthereason

sor

providearoot

causeanalysis

fora

nyiden

tifiedun

derutiliza

tion.

Term

ssuch

as“exceed,

ator

below80

%of

Census

availability”

or“und

erutilizatio

n”that

may

appe

arin

thisrepo

rtdo

notcon

stitu

teafin

ding

oradmiss

ionof

unlawfuldisc

rimination.

Althou

ghthe

MTA

will

usesuch

term

sin

good

faith

inthisrepo

rt,itcautions

that

these

term

sshou

ldno

tbeappliedou

tsidetherepo

rt’snarrow

context.

OVE

RVIEW


________________________________________________________________________________

Ingene

ral,as

ofDe

cembe

r31

,20

14,females,Hispanicsand

employees

classifiedas

Otherswereun

derrep

resented

insomeof

thejobcategorie

sat

theop

eratingagen

cies.A

majority

oftheun

derrep

resentationwith

inthese

grou

psoccurred

with

intheAd

ministrativ

eSupp

ort,Skilled

CraftandService

Mainten

ance

jobcategorie

s.Thesejobcategorie

shave

thehighestn

umbe

rof

employeesa

tthe

operatingagen

cies.

The

following

charts

provide:

1)the

female

and

minority

workforce

percen

tagesforeach

agen

cy;2

)80%

ofthefemales

andminorities

available

forw

orkbasedon

the20

10Ce

nsus

byjobcategory;and

3)whe

ther

orno

tthe

estim

ated

availabilitype

rcen

tagesweremet

forfem

ales

andminorities

with

ineach

ofthejobcategorie

s.

SUMMAR

Y OF FINDINGS


________________________________________________________________________________

MTA

‐WIDE UTILIZA

TION ANAL

YSIS

AS OF DE

CEMBE

R 31

, 201

4

Job Ca

tegory

Est

Avail

Actual

%

Util

Anal

Yes/

No

Est

Avail

Actual

%

Util

Anal

Yes/

No

Est

Avail

Actual

%

Util

Anal

Yes/

No

Est

Avail

Actual

%

Util

Anal

Yes/

No

Est

AvailAc

tual

%

Util

Anal

Yes/

No

Est

Avail

Actual

%

Util

Anal

Yes/

No

Est

Avail

Actual

%

Util

Anal

Yes/

No

Officials & Adm

inistrators

MTA

HQ

32%

42%

YES

8%28

%YES

8%7%

NO

5%11

%YES

0%0%

YES

2%0%

NO

1%1%

YES

MTA

B&T

29%

22%

NO

6%19

%YES

8%5%

NO

5%8%

YES

2%0%

NO

0%1%

YES

1%6%

YES

MTA

MNR

26%

24%

NO

8%15

%YES

9%6%

NO

7%7%

YES

0%0%

YES

0%0%

YES

1%2%

YES

MTA

LIRR

22%

21%

NO

12%

10%

NO

7%8%

YES

4%6%

YES

0%0%

YES

1%0%

NO

2%3%

YES

MTA

NYC

T27

%16

%NO

11%

36%

YES

9%11

%YES

6%14

%YES

0%0%

YES

1%0%

NO

1%3%

YES

MTA

CC

21%

27%

YES

5%10

%YES

9%4%

NO

27%

28%

YES

0%1%

YES

1%0%

NO

0%3%

YES

MTA

Bus

21%

10%

NO

13%

30%

YES

9%15

%YES

6%6%

YES

0%0%

YES

0%0%

YES

1%4%

YES

Profession

als

MTA

HQ

39%

55%

YES

11%

33%

YES

8%10

%YES

7%19

%YES

0%1%

YES

3%0%

NO

1%6%

YES

MTA

B&T

31%

38%

YES

8%18

%YES

8%18

%YES

9%18

%YES

0%0%

YES

1%0%

NO

1%2%

YES

MTA

MNR

33%

37%

YES

7%17

%YES

6%11

%YES

11%

12%

YES

0%0%

YES

0%0%

YES

1%2%

YES

MTA

LIRR

19%

22%

YES

10%

14%

YES

7%9%

YES

6%12

%YES

0%0%

YES

2%0%

NO

1%4%

YES

MTA

NYC

T36

%36

%YES

11%

32%

YES

8%9%

YES

8%26

%YES

0%0%

YES

3%0%

NO

1%3%

YES

MTA

CC

43%

53%

YES

7%21

%YES

7%5%

NO

5%47

%YES

0%5%

YES

2%0%

NO

1%0%

NO

MTA

Bus

34%

49%

YES

12%

23%

YES

9%10

%YES

7%19

%YES

0%0%

YES

2%0%

NO

2%5%

YES

**Am

erican

Indian/Alaskan

Native

***N

ative Ha

waiian Other Pacific Island

er

*Fem

ales are also

includ

ed in

the pe

rcen

tage to

tals for e

ach of th

e minority

group

s.

Female*

Hispa

nics

Asians

AI/A

N**

Blacks

NHOPI***

Other


________________________________________________________________________________

MTA

‐WIDE UTILIZA

TION ANAL

YSIS

AS OF DE

CEMBE

R 31

, 201

4

Job Ca

tegory

Est

Avail

Actual

%

Util

Anal

Yes/

No

Est

Avail

Actual

%

Util

Anal

Yes/

No

Est

Avail

Actual

%

Util

Anal

Yes/

No

Est

Avail

Actual

%

Util

Anal

Yes/

No

Est

AvailAc

tual

%

Util

Anal

Yes/

No

Est

Avail

Actual

%

Util

Anal

Yes/

No

Est

Avail

Actual

%

Util

Anal

Yes/

No

Technician

s

MTA

HQ

13%

6%NO

15%

3%NO

10%

8%NO

1%2%

YES

0%0%

YES

1%0%

NO

1%3%

YES

MTA

B&T

12%

20%

YES

12%

16%

YES

11%

18%

YES

4%6%

YES

0%0%

YES

3%0%

NO

0%2%

YES

MTA

MNR

26%

8%NO

10%

19%

YES

8%6%

NO

18%

11%

NO

0%0%

YES

0%0%

YES

1%2%

YES

MTA

LIRR

11%

9%NO

11%

18%

YES

8%13

%YES

7%10

%YES

0%0%

YES

1%0%

NO

1%0%

NO

MTA

NYC

T39

%50

%YES

11%

49%

YES

12%

12%

YES

5%13

%YES

0%0%

YES

12%

0%NO

2%3%

YES

MTA

CC

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

MTA

Bus

20%

53%

YES

8%11

%YES

8%16

%YES

14%

26%

YES

0%0%

YES

4%0%

NO

1%0%

NO

Protectiv

e Services

MTA

HQ

14%

12%

NO

12%

16%

YES

15%

18%

YES

1%4%

YES

0%0%

YES

1%0%

NO

1%1%

YES

MTA

B&T

19%

20%

YES

29%

32%

YES

5%23

%YES

3%4%

YES

0%0%

YES

0%0%

YES

0%2%

YES

MTA

MNR

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

MTA

LIRR

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

MTA

NYC

T21

%23

%YES

31%

61%

YES

18%

16%

NO

1%7%

YES

1%0%

NO

3%0%

NO

1%1%

YES

MTA

CC

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

MTA

Bus

16%

17%

YES

34%

67%

YES

18%

17%

NO

3%0%

NO

0%0%

YES

2%0%

NO

2%17

%YES

**Am

erican

Indian/Alaskan

Native

***N

ative Ha


er

Female*

*Fem

ales are also

includ

ed in

the pe

rcen

tage to

tals for e

ach of th

e minority

group

s.Hispa

nics

Asians

AI/A

N**

Blacks

Other

NHOPI***


________________________________________________________________________________

MTA

‐WIDE UTILIZA

TION ANAL

YSIS

AS OF DE

CEMBE

R 31

, 201

4

Job Ca

tegory

Est

Avail

Actual

%

Util

Anal

Yes/

No

Est

Avail

Actual

%

Util

Anal

Yes/

No

Est

Avail

Actual

%

Util

Anal

Yes/

No

Est

Avail

Actual

%

Util

Anal

Yes/

No

Est

AvailAc

tual

%

Util

Anal

Yes/

No

Est

Avail

Actual

%

Util

Anal

Yes/

No

Est

Avail

Actual

%

Util

Anal

Yes/

No

Para‐Professiona

ls

MTA

HQ

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

MTA

B&T

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

MTA

MNR

69%

66%

NO

12%

21%

YES

12%

14%

YES

5%10

%YES

0%0%

YES

0%0%

YES

1%3%

YES

MTA

LIRR

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

MTA

NYC

T52

%47

%NO

20%

44%

YES

16%

28%

YES

2%7%

YES

0%0%

YES

6%0%

NO

2%0%

NO

MTA

CC

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

MTA

Bus

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

Administrative Supp

ort

MTA

HQ

62%

76%

YES

20%

44%

YES

19%

12%

NO

2%8%

YES

0%0%

YES

5%0%

NO

2%4%

YES

MTA

B&T

53%

70%

YES

18%

55%

YES

22%

13%

NO

2%11

%YES

2%0%

NO

4%0%

NO

1%0%

NO

MTA

MNR

59%

42%

NO

14%

33%

YES

15%

14%

NO

6%3%

NO

0%1%

YES

0%0%

YES

1%4%

YES

MTA

LIRR

49%

47%

NO

19%

28%

YES

11%

11%

YES

3%4%

YES

0%0%

YES

2%0%

NO

2%3%

YES

MTA

NYC

T55

%42

%NO

21%

56%

YES

23%

14%

NO

4%15

%YES

0%0%

YES

6%0%

NO

2%2%

YES

MTA

CC

65%

90%

YES

18%

50%

YES

17%

10%

NO

2%0%

NO

0%0%

YES

4%0%

NO

2%0%

NO

MTA

Bus

57%

42%

NO

23%

28%

YES

21%

13%

NO

3%6%

YES

0%0%

YES

5%0%

NO

5%8%

YES

**Am

erican

Indian/Alaskan

Native

***N

ative Ha


er

Female*

Hispa

nics

Asians

AI/A

N**

Blacks

*Fem

ales are also

includ

ed in

the pe

rcen

tage to

tals for e

ach of th

e minority

group

s.

NHOPI***

Other


________________________________________________________________________________

MTA

‐WIDE UTILIZA

TION ANAL

YSIS

AS OF DE

CEMBE

R 31

, 201

4

Job Ca

tegory

Est

Avail

Actual

%

Util

Anal

Yes/

No

Est

Avail

Actual

%

Util

Anal

Yes/

No

Est

Avail

Actual

%

Util

Anal

Yes/

No

Est

Avail

Actual

%

Util

Anal

Yes/

No

Est

AvailAc

tual

%

Util

Anal

Yes/

No

Est

Avail

Actual

%

Util

Anal

Yes/

No

Est

Avail

Actual

%

Util

Anal

Yes/

No

Skilled

Craft

MTA

HQ

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

MTA

B&T

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

MTA

MNR

3%6%

YES

12%

18%

YES

10%

8%NO

2%2%

YES

1%0%

NO

0%0%

YES

2%2%

YES

MTA

LIRR

9%10

%YES

17%

16%

NO

12%

10%

NO

2%2%

YES

0%0%

YES

1%0%

NO

2%2%

YES

MTA

NYC

T21

%5%

NO

24%

38%

YES

16%

12%

NO

5%13

%YES

0%0%

YES

7%0%

NO

2%2%

YES

MTA

CC

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

MTA

Bus

0%1%

YES

21%

30%

YES

25%

14%

NO

2%10

%YES

0%0%

YES

3%2%

NO

1%4%

YES

Service Mainten

ance

MTA

HQ

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

MTA

B&T

1%3%

YES

11%

18%

YES

15%

15%

YES

3%4%

YES

3%0%

NO

1%0%

NO

1%2%

YES

MTA

MNR

8%14

%YES

15%

34%

YES

27%

12%

NO

3%1%

NO

0%0%

YES

0%0%

YES

1%3%

YES

MTA

LIRR

17%

19%

YES

17%

26%

YES

22%

14%

NO

2%2%

YES

0%0%

YES

1%0%

NO

2%4%

YES

MTA

NYC

T17

%18

%YES

36%

57%

YES

26%

21%

NO

2%5%

YES

0%0%

YES

2%0%

NO

2%2%

YES

MTA

CC

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

0%0%

YES

MTA

Bus

11%

12%

YES

27%

51%

YES

30%

21%

NO

4%6%

YES

0%0%

YES

3%0%

NO

1%3%

YES

*Fem

ales are also

includ

ed in

the pe

rcen

tage to

tals for e

ach of th

e minority

group

s.**Am

erican

Indian/Alaskan

Native

***N

ative Ha


er

Female*

Hispa

nics

Asians

AI/A

N**

Blacks

Other

NHOPI***


________________________________________________________________________________

MTA

‐Wide New

Hire

sJanu

ary 1, 201

4 to D

ecem

ber 3

1, 201

4

Be

tween Janu

ary 1, 201

4 and De

cembe

r 31, 201

4, M

TA and

its A

gencies

hired a total of 5

,631

employees.

20

%of th

e total new

hire

s are females.

72

%of th

e total new

hire

s are m

inorities.*

Of the

72%

of m

inorities hire

d, 39%

are black and 18

%are Hispanic.

MTA

HQ hire

d the highest p

ercentage of females (4

9%).

MTA

BUS hired the highest p

ercentage of m

inorities (8

7%).

*Fem

ales are includ

ed in

each of th

e minority

group

s.


________________________________________________________________________________

AGEN

CYNEW

HRE

S1

#%

#%

#%

#%

#%

#%

#%

#%

#%

MTA

HQ

152

7449

%92

61%

5939

%39

26%

2315

%28

18%

00%

00%

32%

MTA

B&T

4913

27%

2653

%23

47%

1224

%10

20%

36%

00%

00%

10%

MTA

MNR

490

7616

%22

546

%26

554

%96

20%

8718

%32

7%1

0%0

0%9

2%

MTA

LIRR

435

6916

%21

149

%22

451

%81

19%

6615

%50

11%

10%

10%

123%

MTA

NYC

T4,02

181

720

%3,07

977

%94

223

%1,73

643

%74

118

%55

814

%3

0%0

0%41

1%

MTA

CC

2612

46%

1454

%12

46%

519

%1

4%6

23%

14%

00%

14%

MTA

BUS

458

6815

%39

887

%60

13%

229

50%

107

23%

5211

%1

0%0

0%9

2%

Total

5,63

11,12

920

%4,04

572

%1,58

528

%2,19

839

%1,03

518

%72

913

%7

0%1

0%76

1%

1 To

tal include

s males and

females, b

oth minority

and

non

‐minority

.2 To

tal include

s fem

ales, b

oth minority

and

non

‐minority

.

OTH

ER

MTA

‐WIDE NEW

HIRES

JANUAR

Y 1, 201

4 TO

DEC

EMBE

R 31

, 201

4

FEMAL

ES2

Minorities

Non

‐Minorities

BLAC

KSHISPA

NICS

ASIANS

AI/A

NNHOPI


________________________________________________________________________________

EEO/TITLE VI COMPLAINTS

•Be

tweenJanu

ary20

14andDe

cembe

r201

4,MTA

andits

Agen

cies

hand

ledatotal

of48

0EEOcomplaints,citin

g83

0separate

allegatio

ns.*

•Ofthe

480

complaints,

225

were

filed

externally

atcity,state

and

fede

ral

agen

cies

and25

5werefiled

internally.

•Ofthe22

5external

complaints,themostfreq

uently

citedbasesforcomplaints

were:

1)disability

discrim

ination

(21%

);2)

othe

r**

type

sof

misc

ellane

ous

discrim

ination(24%

);and3)

race/color

discrim

ination(20%

).

•Ofthe25

5internal

complaints,themostfreq

uently

citedbasesforcomplaints

were:

1)sexualharassmen

t(20

%);2)

othe

rtypes

ofmisc

ellane

ousdiscrim

ination

(16%

);and3)

race/color

discrim

ination(24%

).

•Be

tweenJanu

ary20

14andDe

cembe

r201

4,MTA

andits

Agen

cies

hand

ledatotal

of92

Title

VIcomplaints,citin

g95

separate

allegatio

ns.Ofthe

se92

complaints,

race

discrim

ination

(80%

)was

mostfreq

uently

cited

asthe

basis

forthe

complaint.

*The

se com

plaints includ

e those filed

prio

r to the repo

rting pe

riod and which re

maine

d op

en during the repo

rting pe

riod.

**“O

ther” may includ

e, amon

g othe

r things, allegatio

ns of retaliatio

n and un

lawful disc

rimination based on

military

or m

arita

l status, se

xual

orientation, or a

rrest/convictio

n record.


________________________________________________________________________________

MTA

‐WIDE EEO COMPLAINTS

AS OF DE

CEMBE

R 31

, 201

41

RA

CE

SE

XU

AL

NA

TIO

NA

LT

OT

AL

TO

TA

LS

TA

TU

S

AG

EN

CY

CO

LO

RH

AR

AS

S.

AG

EG

EN

DE

RR

EL

IGIO

NO

RIG

IND

ISA

BIL

ITY

OT

HE

R2

ISS

UE

S3

CA

SE

SO

PE

N

MT

A4

11

32

11

213

74

B&

T3

01

42

12

415

66

MN

R12

011

66

411

1262

286

LIR

R8

12

20

23

321

134

NY

CT

517

2631

826

6478

291

157

128

CC

00

00

00

00

00

0

BU

S6

02

11

38

425

149

TO

TA

L84

943

4719

3789

103

427

225

157

20%

2%10

%11

%4%

9%21

%24

%

RA

CE

SE

XU

AL

NA

TIO

NA

LT

OT

AL

TO

TA

LS

TA

TU

S

AG

EN

CY

CO

LO

RH

AR

AS

S.

AG

EG

EN

DE

RR

EL

IGIO

NO

RIG

IND

ISA

BIL

ITY

OT

HE

R2

ISS

UE

S3

CA

SE

SO

PE

N

MT

A7

11

41

01

116

102

B&

T1

00

01

12

05

50

MN

R15

94

141

43

1262

4011

LIR

R7

42

11

00

318

181

NY

CT

6565

1844

1332

1248

297

179

74

CC

00

00

00

00

00

0

BU

S2

01

10

01

05

31

TO

TA

L97

7926

6417

3719

6440

325

589

24%

20%

6%16

%4%

9%5%

16%

1. This c

hart includ

es all pe

nding matters as o

f the

date of th

e repo

rt; including

matters filed prior to the repo

rting pe

riod.

2. "Other" contains all EEO categories n

ot otherwise

specifically m

entio

ned on

the chart ( i.e., sexual orie

ntation, m

ilitary status, m

arita

l status, arrest/convictio

n record or retaliatio

n, etc.)

3. In some instances, a single com

plaint m

ay involve tw

o or m

ore EEO categories.

EE

O D

ISC

RIM

INA

TIO

N C

OM

PL

AIN

TS

E

XT

ER

NA

L

EE

O D

ISC

RIM

INA

TIO

N C

OM

PL

AIN

TS

IN

TE

RN

AL


________________________________________________________________________________

MTA

‐WIDE TITLE VI COMPLAINTS

AS OF DE

CEMBE

R 31

, 201

41

NA

TIO

NA

LT

OT

AL

2T

OT

AL

ST

AT

US

AG

EN

CY

RA

CE

CO

LO

RO

RIG

ININ

CO

ME

ISS

UE

SC

AS

ES

OP

EN

MT

A H

Q0

00

00

00

MT

A M

NR

112

00

1313

1

MT

A L

IRR

40

00

44

0

MT

A N

YC

T

574

130

7471

26

MT

A C

C0

00

00

00

MT

A B

&T

00

00

00

0

MT

A B

US

40

00

44

0

TO

TA

L76

613

095

9227

80%

2%14

%0%

1. This c

hart includ

es all pe

nding matters as o

f the

date of th

e repo

rt; including


rting pe

riod.

2. In some instances, a single com

plaint m

ay involve tw

o or m

ore EEO categories.


________________________________________________________________________________

Agen

cy‐W

ide

2014

Race/Color

Sexual Harassm

ent

Age

Gen

der

Religion

Nationa

l Orig

inDisab

ility

Other

Total Cases**

849

4347

1937

8910

322

5

Race/Color

Sexual Harassm

ent

Age

Gen

der

Religion

Nationa

l Orig

inDisab

ility

Other

Total Cases

9779

2664

1737

1964

255

2013

Race/Color

Sexual Harassm

ent

Age

Gen

der

Religion

Nationa

l Orig

inDisab

ility

Other

Total Cases

619

3542

1229

7589

205

Race/Color

Sexual Harassm

ent

Age

Gen

der

Religion

Nationa

l Orig

inDisab

ility

Other

Total Cases

6260

1636

720

1942

187

2012

Race/Color

Sexual Harassm

ent

Age

Gen

der

Religion

Nationa

l Orig

inDisab

ility

Other

Total Cases

604

3331

1431

7162

178

Race/Color

Sexual Harassm

ent

Age

Gen

der

Religion

Nationa

l Orig

inDisab

ility

Other

Total Cases

7464

1229

714

956

192

** In

some instances a

single com

plaint involved

allegatio

ns re

latin

g to tw

o or m

ore protected categorie

s.

PRIOR TH

REE‐YEAR

EEO

COMPLAINTS ‐ 20

12‐201

4

External EEO

Com

plaints *

Internal EEO

Com

plaints

External EEO

Com

plaints

Internal EEO

Com

plaints

External EEO

Com

plaints

Internal EEO

Com

plaints

* This includ

es com

plaints filed prior to the repo

rting pe

riod which re

maine

d op

en during the repo

rting pe

riod.


________________________________________________________________________________

Agen

cy‐W

ide

2014

Total Cases**

Race/Color

Color

Nationa

l Orig

inIncome

766

130

9220

13

Total Cases

Race/Color

Color

Nationa

l Orig

inIncome

539

70

68

2012

Race/Color

Color

Nationa

l Orig

inIncome

Total Cases

347

90

43

* This includ

es com

plaints filed prior to the repo

rting pe

riod which re

maine

d op

en during the repo

rting pe

riod.

PRIOR TH

REE‐YEAR

TITLE VI C

OMPLAINTS‐201

2‐20

14

External Title VI Com

plaints

** In

some instances a

single com

plaint involved

allegatio

ns re

latin

g to tw

o or m

ore protected categorie

s.

Title

VI C

omplaints *

Issues

Title

VI C

omplaints

Issues


________________________________________________________________________________

MTA

‐WIDE EEO COMPLAINTS

DISPOSITION ‐ JA

NUAR

Y TO

DEC

EMBE

R 20

14

MT

A A

GE

NC

YR

EA

SO

NA

BL

E

CA

US

EN

O R

EA

SO

NA

BL

E

CA

US

EA

DM

INIS

TR

AT

IVE

C

LO

SU

RE

WIT

HD

RA

WN

DIS

MIS

SA

LR

ES

OL

VE

D/

SE

TT

LE

ME

NT

TO

TA

L C

AS

ES

MT

AH

Q0

00

00

33

B&

T0

00

00

00

MN

R0

1210

00

022

LIR

R0

10

04

49

NY

CT

026

01

00

27

CC

00

00

00

0

MT

A B

US

13

11

20

8

TO

TA

L69

MT

A A

GE

NC

YR

EA

SO

NA

BL

E

CA

US

EN

O R

EA

SO

NA

BL

E

CA

US

EA

DM

INIS

TR

AT

IVE

C

LO

SU

RE

WIT

HD

RA

WN

DIS

MIS

SA

LR

ES

OL

VE

D/

SE

TT

LE

ME

NT

TO

TA

L C

AS

ES

MT

AH

Q1

60

00

18

B&

T0

50

00

05

MN

R4

157

10

229

LIR

R2

120

00

014

NY

CT

942

109

00

70

CC

00

00

00

0

MT

A B

US

12

10

00

4

TO

TA

L13

0

EE

O D

ISC

RIM

INA

TIO

N E

XT

ER

NA

L C

OM

PL

AIN

TS

EE

O D

ISC

RIM

INA

TIO

N I

NT

ER

NA

L C

OM

PL

AIN

TS


________________________________________________________________________________

MTA

‐WIDE TITLE VI COMPLAINTS

DISPOSITION ‐ JA

NUAR

Y TO

DEC

EMBE

R 20

14

MT

A A

GE

NC

YR

EA

SO

NA

BL

E

CA

US

EN

O R

EA

SO

NA

BL

E

CA

US

EA

DM

INIS

TR

AT

IVE

C

LO

SU

RE

WIT

HD

RA

WN

DIS

MIS

SA

LR

ES

OL

VE

D/

SE

TT

LE

ME

NT

TO

TA

L C

AS

ES

MT

AH

Q0

00

00

00

B&

T0

00

00

00

MN

R0

75

00

012

LIR

R0

40

00

04

NY

CT

036

90

00

45

CC

00

00

00

0

MT

A B

US

15

00

00

6T

OT

AL

67


________________________________________________________________________________

2014

FOURT

H QUAR

TER EEO REP

ORT

AGEN

CY NAM

E:

MTA

HQ

Est

AvailAc

tual

%Met

Avail

(Y/N

)

Est

AvailAc

tual

%Met

Avail

(Y/N

)

Est

AvailAc

tual

%Met

Avail

(Y/N

)

Est

AvailAc

tual

%Met

Avail

(Y/N

)

Est

AvailAc

tual

%Met

Avail

(Y/N

)

Est

AvailAc

tual

%Met

Avail

(Y/N

)

Est

AvailAc

tual

%Met

Avail

(Y/N

)Officials & Adm

inistrators32

%42

%Yes

8%28

%Yes

8%7%

No

5%11

%Yes

0%0%

Yes

2%0%

No

1%1%

Yes

Profession

als

39%

55%

Yes

11%

33%

Yes

8%10

%Yes

7%19

%Yes

0%1%

Yes

3%0%

No

1%6%

Yes

Technician

s13

%6%

No

15%

3%No

10%

8%No

1%2%

Yes

0%0%

Yes

1%0%

No

1%3%

Yes

Protectiv

e Services

14%

12%

No

12%

16%

Yes

15%

18%

Yes

1%4%

Yes

0%0%

Yes

1%0%

No

1%1%

Yes

Paraprofession

als

0%0%

Yes

0%0%

Yes

0%0%

Yes

0%0%

Yes

0%0%

Yes

0%0%

Yes

0%0%

Yes

Administrative Supp

ort

62%

76%

Yes

20%

44%

Yes

19%

12%

No

2%8%

Yes

0%0%

Yes

5%0%

No

2%4%

Yes

Skilled

Craft

0%0%

Yes

0%0%

Yes

0%0%

Yes

0%0%

Yes

0%0%

Yes

0%0%

Yes

0%0%

Yes

Service Mainten

ance

0%0%

Yes

0%0%

Yes

0%0%

Yes

0%0%

Yes

0%0%

Yes

0%0%

Yes

0%0%

Yes

1. Fem

ales are also includ

ed in

the pe

rcen

tage

totals fo

r each of th

e minority

group

s.2. A

merican

Indian

/Alaskan

Native

3. N

ative Haw

aiian/Other Pacific Island

er

OTH

ERAS

IANS

AI/A

N2

WORK

FORC

E UTILIZA

TION

AS OF DEC

EMBE

R 31

, 201

4

NHOPI

3

JOB TITLE

FEMAL

ES1

BLAC

KSHISPA

NICS


________________________________________________________________________________

DEFINITIONS OF EEO JO

B CA

TEGORIES:

Officials & Adm

inistrators

O

ccup

ations in

which employees set broad

policies, exercise

overall respon

sibility fo

r executio

n of th

ese po

licies, or d

irect individu

al

departmen

ts or spe

cial phases o

f the

agency's o

peratio

ns, or p

rovide

specialized

con

sulta

tion on

a re

gion

al, district o

r area basis.

Profession

als

O

ccup

ations which re

quire

specialized

and

theo

retical kno

wledge which is usually acquired through college training

or throu

gh work

expe

rience and othe

r training which provide

s com

parable know

ledge.

Technician

s

Occup

ations which re

quire

a com

binatio

n of basic sc

ientific or te

chnical kno

wledge and manual skill which can

be ob

tained

through

specialized

post‐second

ary scho

ol edu

catio

n or th

rough eq

uivalent on‐the‐job training.

Protectiv

e Services

O

ccup

ations in

which workers are entrusted

with

pub

lic sa

fety, security

and

protection from

destructiv

e forces.

Paraprofession

als

O

ccup

ations in

which workers perform

some of th

e du

ties o

f a professional or techn

ician in a su

pportiv

e role, w

hich usually re

quire

less

form

al training

and

/or e

xperience no

rmally re

quire

d for p

rofessional or techn

ical status.

Administrative Supp

ort

O

ccup

ations in

which workers are re

spon

sible fo

r internal and

external com

mun

ication, re

cording and retrieval of d

ata and/or

inform

ation and othe

r paperwork requ

ired in an office.

Skilled

Craft

O

ccup

ations in


jobs which re

quire

special m

anual skill and a thorou

gh and

com

preh

ensiv

e know

ledge of th

e process involved in th

e work which is acquired through on

‐the

‐job training

and

experience or th

rough appren

ticeship or other fo

rmal

tii

Service Mainten

ance

Occup

ations in


duties w

hich re

sult in or con

tribute to th

e comfort, con

venien

ce, hygiene

or safety of th

e gene

ral

public or w

hich con

tribute to th

e up

keep

and

care of buildings, facilitie

s or g

roun

ds of p

ublic prope

rty.


________________________________________________________________________________

Est

Avail

Estim

ated

#

Actual

#Met Avail

(Yes/N

o)Est

Avail

Estim

ated

#

Actual

#Met Avail

(Yes/N

o)Est

Avail

Estim

ated

#Ac

tual

#Met Avail

(Yes/N

o)

Inspector

16%

20

No

20%

21

No

12%

11

Yes

Captains

16%

10

No

19%

10

No

11%

21

No

Lieu

tena

nts

16%

52

No

20%

60

No

12%

32

No

Sergeants/Detectiv

e Sgts.

11%

105

No

11%

104

No

8%7

7Yes

Detectiv

es18

%5

5Yes

13%

44

Yes

14%

46

Yes

Police Officers

13%

6860

No

12%

5881

Yes

15%

7590

Yes

AI/AN

2

NHOPI

3

Est

Avail

Estim

ated

#

Actual

#Met Avail

(Yes/N

o)Est

Avail

Estim

ated

#

Actual

#Met Avail

(Yes/N

o)Est

Avail

Estim

ated

#Ac

tual

#Met Avail

(Yes/N

o)

Inspector

1%0

0Yes

0%0

0Yes

1%0

0Yes

Captains

1%0

1Yes

0%0

0Yes

1%0

0Yes

Lieu

tena

nts

1%0

0Yes

0%0

0Yes

1%0

0Yes

Sergeants/Detectiv

e Sgts.

0%0

2Yes

0%0

0Yes

1%0

0Yes

Detectiv

es1%

00

Yes

0%0

0Yes

1%0

0Yes

Police Officers

1%6

18Yes

0%0

0Yes

1%6

0No

Est

Avail

Estim

ated

#

Actual

#Met Avail

(Yes/N

o)

Inspector

1%0

1Yes

Captains

1%0

1Yes

Lieu

tena

nts

1%0

2Yes

Sergeants/Detectiv

e Sgts.

0%0

2Yes

Detectiv

es1%

01

Yes

Police Officers

1%6

5No

1. Females are also includ

ed in

the pe

rcen

tage

totals fo

r each of th

e minority

group

s.

2. A

merican

Indian

/Alaskan

Native

3. N

ative Haw

aiian Other Pacific Island

er

OTH

ER

JOB TITLE

FOURT

H QUAR

TER 20

14MTA

POLICE

WORK

FORC

E UTILIZA

TION

JOB TITLE

AS

IANS

JOB TITLE

FEMAL

ES1

BLAC

KS H

ISPA

NICS


________________________________________________________________________________

2014

, 4TH

QUAR

TER EEO REP

ORT

AGEN

CY NAM

E:

MTA

HQ

JOB CA

TEGORY

TOTA

L1

#%

#%

#%

#%

#%

#%

#%

#%

#%

Officials & Adm

inistrators

2913

45%

1655

%12

41%

828

%3

10%

621

%0

0%0

0%0

0%

Profession

als

6745

67%

5075

%17

25%

2334

%10

15%

1421

%0

0%0

0%3

4%

Technician

s0

00%

00%

00%

00%

00%

00%

00%

00%

00%

Protectiv

e Services

333

9%10

30%

2370

%4

12%

412

%2

6%0

0%0

0%0

0%

Paraprofession

als

00

0%0

0%0

0%0

0%0

0%0

0%0

0%0

0%0

0%

Administrative Supp

ort

2313

57%

1670

%7

30%

417

%6

26%

626

%0

0%0

0%0

0%

Skilled

Craft

00

0%0

0%0

0%0

0%0

0%0

0%0

0%0

0%0

0%

Service Mainten

ance

00

0%0

0%0

0%0

0%0

0%0

0%0

0%0

0%0

0%

Total

152

7449

%92

61%

5939

%39

26%

2315

%28

18%

00%

00%

32%

1. Total includ

es m

ales and

females, b

oth minority

and

non

‐minority

.2. Total includ

es fe

males, b

oth minority

and

non

‐minority

.

ASIANS

AI/A

NNHOPI

OTH

ER

NEW

HIRES

AS OF DEC

EMBE

R 31

, 201

4

FEMAL

ES2

Minorities

Non

‐Minorities

BLAC

KSHISPA

NICS


________________________________________________________________________________

2014

FOURT

H QUAR

TER EEO REP

ORT

AGEN

CY NAM

E:

MTA

HQ

Category

Race

Disab

ility

Gen

der

Nationa

l Orig

inAg

eSexual

Harassm

ent

Religion

Other

2To

tal

Issues

3To

tal

Cases

Status

(# Ope

n)

EEO TOTA

L11

27

12

23

329

178

External Com

plaints

41

31

11

22

137

4

Internal Com

plaints

71

40

11

11

1610

2

Category

Race

Nationa

l Orig

inCo

lor

Total

Issues

3To

tal

Cases

Status

(# Ope

n)

Title

VI

00

00

00

1. This c

hart includ

es all pe

nding matters as o

f the

date of th

e repo

rt; including


rting pe

riod.

2. “Other” contains all EEO categories n

ot otherwise specifically m

entio

ned on

the chart.

3. In so

me instan

ces a

single com

plaint m

ay involve tw

o or m

ore EEO categories.

EEO AND TITLE VI C

OMPLAINTS

JANUAR

Y 1, 201

4 to DEC

EMBE

R 31

, 201

41


________________________________________________________________________________

2014

FOURT

H QUAR

TER EEO REP

ORT

AGEN

CY NAM

E:

MTA

HQ

Decided

in Favor

of Agency

Decided

in Favor

of Com

plaina

ntAd

ministrative

Closure

With

draw

nDismissed

Resolved

/Settle

dTo

tal

EEO TOTA

L6

10

00

411

External Com

plaints

00

00

03

3

Internal Com

plaints

61

00

01

8

Decided

in Favor

of Agency

Decided

in Favor

of Com

plaina

ntAd

ministrative

Closure

With

draw

nDismissed

Resolved

/Settle

dTo

tal

TITLE VI

Complaints

00

00

00

0

EEO DISCR

IMINAT

ION COMPLAINT RE

SOLU

TIONS

JANUAR

Y 1, 201

4 to DEC

EMBE

R 31

, 201

4

TITLE VI DISCR

IMINAT

ION COMPLAINT RE

SOLU

TIONS

JANUAR

Y 1, 201

4 to DEC

EMBE

R 31

, 201

4


________________________________________________________________________________

Str

ateg

ies

to A

dd

ress

U

nd

eru

tiliz

atio

n

Feb

ruar

y 23

, 201

5


________________________________________________________________________________

2014

– 4

TH Q

UA

RT

ER

EE

O R

EP

OR

T

MT

A H

EA

DQ

UA

RT

ER

S

E

FF

OR

TS

TO

IMP

RO

VE

UN

DE

RU

TIL

IZA

TIO

N

MT

A H

eadq

uart

ers

is c

omm

itted

to

crea

ting

a di

vers

e an

d fu

lly i

nclu

sive

wor

kpla

ce,

and

reco

gniz

es t

he v

alue

of

incr

easi

ng t

he

repr

esen

tatio

n of

wo

men

and

min

oriti

es a

t all

leve

ls o

f the

org

aniz

atio

n as

a b

usin

ess

nece

ssity

. T

o ac

hiev

e w

orkf

orce

par

ity w

ith th

e

dem

ogra

phic

s of

the

com

mun

ity t

hat

MT

AH

Q s

erve

s, r

ecru

itmen

t st

rate

gies

and

goa

ls a

re e

stab

lishe

d an

nual

ly t

o ad

dres

s th

e un

derr

epre

sent

atio

n of

w

omen

an

d/o

r et

hnic

m

inor

ities

. T

o ac

com

plis

h th

is

goal

, M

TA

H

eadq

uart

ers

Hum

an

Res

ourc

es

and

Dep

artm

ent

of D

iver

sity

and

Civ

il R

ight

s ha

ve p

artn

ered

and

dev

elop

ed p

roac

tive

recr

uitm

ent

stra

tegi

es t

o im

prov

e w

omen

and

m

inor

ity r

epre

sent

atio

n in

its

wor

kfor

ce.

C

hal

len

ges

in H

irin

g E

thn

ic M

ino

riti

es/W

om

en in

th

e W

ork

forc

e

U

nd

eru

tiliz

atio

n a

nd

Eva

luat

ion

M

TA

Hea

dqua

rter

s co

ntin

ues

to f

ocus

and

im

prov

e on

fem

ale

and

min

ority

und

er-r

epre

sent

atio

n.

Bet

wee

n Ja

nuar

y 2,

201

4

and

Dec

embe

r 31

, 20

14,

ther

e w

ere

152

new

hire

s, o

f w

hich

74

(49%

) w

ere

fem

ale

and

92

(61%

) w

ere

min

ority

. T

he h

ighe

st

conc

entr

atio

n of

fem

ale

new

hire

s oc

curr

ed in

the

Pro

fess

iona

l Cat

egor

y (7

5%).

O

f th

e ne

w h

ires,

the

hig

hest

per

cent

age

of

min

oriti

es w

as i

dent

ified

as

Bla

ck a

t (3

4%)

in t

he P

rofe

ssio

nal

Cat

egor

y, H

ispa

nics

and

Asi

an a

t (2

6%)

in t

he A

dmin

istr

ativ

e

Sup

port

Cat

egor

y.

MT

A P

olic

e D

epar

tmen

t in

crea

sed

the

perc

enta

ge o

f B

lack

(12

%),

His

pani

c (1

2%)

and

Asi

an (

6%)

Pol

ice

O

ffic

ers

and

surp

asse

d th

e es

timat

ed

avai

labi

lity

in

MT

A

Hea

dqua

rter

s’

geog

raph

ic

recr

uitm

ent

area

.

Alth

ough

20

14

expe

rienc

e se

vera

l m

ilest

ones

, re

crui

tmen

t ef

fort

s re

mai

n fo

cuse

d st

rong

ly

on

incr

easi

ng

the

num

ber

of

wom

en

and

min

oriti

es

in

the

high

er

rank

s w

ithin

M

TA

P

olic

e D

epar

tmen

t an

d H

ispa

nics

in

th

e O

ffic

ial

and

Adm

inis

trat

ors

and

Adm

inis

trat

ive

Sup

port

job

cate

gorie

s.

N

ativ

e H

awai

ian

an

d o

ther

Pac

ific

Isla

nd

ers

(NH

OP

I)

As

one

of t

he f

aste

st-g

row

ing

race

gro

ups

iden

tifie

d in

the

U.S

. C

ensu

s, f

or t

he f

irst

time

NH

OP

I ar

e u

nder

utili

zed

in a

ll w

orkf

orce

cat

egor

ies

at M

TA

Hea

dqu

arte

rs.

MT

A H

eadq

uar

ters

Hum

an R

esou

rces

and

MT

A D

epar

tme

nt o

f D

iver

sity

and

C

ivil

Rig

hts

are

expl

orin

g st

rate

gies

to in

crea

se r

epre

sent

atio

n in

thi

s gr

oup.

D

iver

sity

an

d R

ecru

itm

ent

Pla

n

MT

A a

ppoi

nte

d a

Dire

ctor

of

All-

Age

ncy

Vet

era

n R

ecru

itme

nt a

nd S

taffi

ng I

nitia

tives

res

pons

ible

for

org

aniz

ing

MT

A’s

at

tend

ance

at

job

fairs

and

pro

vidi

ng w

ays

to a

ssis

t th

e m

ilita

ry c

omm

uni

ty i

n le

arni

ng a

bout

and

app

lyin

g fo

r po

sitio

ns

thro

ugho

ut th

e M

TA

fam

ily.


________________________________________________________________________________

M

TA

will

con

tinue

to

wor

k in

par

tner

ship

with

the

BS

C t

o se

nd a

ll ne

w jo

b op

enin

gs t

o or

gani

zatio

ns in

clus

ive

of v

eter

ans,

fe

mal

e an

d m

inor

ity o

rgan

izat

ions

.

MT

A w

ill e

nsur

e th

at t

he E

EO

Offi

cer

is i

nvol

ved

from

the

beg

inni

ng o

f th

e ou

trea

ch,

recr

uitm

ent

and

hirin

g pr

oces

s fo

r ea

ch r

ecru

itmen

t ef

fort

.

MT

A H

um

an

Res

ourc

es (

“HR

) w

ill w

ork

in c

lose

r pa

rtne

rshi

p w

ith M

TA

’s D

epar

tmen

t of

Div

ersi

ty a

nd C

ivil

Rig

hts

(“D

DC

R”)

to

spe

cific

ally

ide

ntify

whi

ch p

ositi

ons

with

in e

ach

of t

he j

ob c

ateg

orie

s at

HQ

are

un

deru

tiliz

ed.

In

add

ition

, M

TA

HR

will

wor

k w

ith D

DC

R t

o fin

d ne

w s

ourc

es f

or t

hose

cat

egor

ies

that

are

und

erut

ilize

d w

ithin

the

var

ious

job

ca

tego

ries

.

Wor

king

in

conj

unct

ion

with

the

Dep

artm

ent

of D

iver

sity

and

Civ

il R

ight

s, M

TA

HR

will

est

ablis

h an

out

reac

h an

d re

crui

tmen

t bud

get a

s a

stra

tegy

for

addr

essi

ng u

nder

utili

zatio

n.

W

orki

ng in

con

junc

tion

with

the

Dep

artm

ent

of D

iver

sity

and

Civ

il R

ight

s, M

TA

HR

will

est

ablis

h re

latio

nshi

ps w

ith e

xter

nal

ethn

ic a

nd w

omen

ass

ocia

tions

.

Wor

king

in c

onju

nctio

n w

ith t

he D

epar

tmen

t of

Div

ersi

ty a

nd

Civ

il R

ight

s, M

TA

HR

will

wor

k to

sec

ure

fund

ing

to c

reat

e a

paid

col

lege

inte

rnsh

ip p

rogr

am a

s a

stra

tegy

for

recr

uitin

g an

d de

velo

ping

div

erse

futu

re ta

lent

.

MT

A H

R w

ill w

ork

with

MT

A D

DC

R t

o br

eako

ut M

TA

BS

C a

nd M

TA

HQ

und

erut

iliza

tion

num

bers

. T

his

will

allo

w u

s to

id

entif

y m

ore

clea

rly w

here

our

und

erut

iliza

tion

is b

etw

een

the

MT

A B

SC

and

oth

er M

TA

HQ

de

part

men

ts.

N

ativ

e H

awai

ian

and

Oth

er P

acifi

c Is

land

ers

are

unde

rutil

ized

in a

ll of

our

cat

egor

ies

and

MT

A H

R a

nd M

TA

DD

CR

are

in

the

proc

ess

of e

xplo

ring

new

idea

s to

incr

ease

this

gro

up’s

rep

rese

ntat

ion

in v

ario

us jo

b ca

tego

ries.

O

ng

oin

g M

on

ito

rin

g P

rog

ram

M

TA

Hea

dqua

rter

s D

epar

tmen

t of

Div

ersi

ty a

nd

Civ

il R

ight

s, i

n pa

rtne

rshi

p w

ith t

he M

TA

Hea

dqua

rter

s D

epar

tmen

t of

Hum

an

Res

ourc

es,

ensu

res

that

util

izat

ion

targ

ets

for

wom

en a

nd m

inor

ities

in

part

icul

ar j

ob c

ateg

orie

s, i

n co

nnec

tion

with

hiri

ng,

and

pr

omot

iona

l op

port

uniti

es

are

base

d on

es

timat

ed

avai

labi

lity

and

inte

rnal

w

orkf

orce

nu

mbe

rs.

In

clus

ive

as

part

of

M

TA

H

eadq

uart

ers’

rec

ruitm

ent

stra

tegi

es i

s th

e on

goin

g m

onito

ring

and

outr

each

eff

orts

to

incl

ude

vete

ran

and

pers

ons’

with

dis

abili

ties

in t

he t

alen

t poo

l.

The

MT

A D

epar

tmen

t of

Div

ersi

ty a

nd C

ivil

Rig

hts

appr

oves

hire

s, p

rom

otio

ns,

and

prov

ides

util

izat

ion

targ

ets.

On

an a

nnua

l bas

is,

the

MT

A D

epar

tme

nt o

f D

iver

sity

and

Civ

il R

ight

s de

velo

ps g

oals

for

und

er-r

epre

sent

ed E

EO

job

grou

ps,

base

d on

es

timat

ed a

vaila

bilit

y pe

rcen

tage

s an

d in

tern

al j

ob g

roup

pop

ulat

ions

, an

d di

ssem

inat

es t

he i

nfor

mat

ion

to M

TA

Hea

dqua

rter

s H

uman

Res

ourc

es.


________________________________________________________________________________

2014-Q

4 E

EO

an

d D

IVE

RS

ITY

RE

PO

RT

NE

W Y

OR

K C

ITY

TR

AN

SIT

an

d M

TA

BU

S C

OM

PA

NY

Ch

all

en

ges

in

Hir

ing

Eth

nic

Min

ori

tie

s/W

om

en

Co

mp

eti

tive

Ex

am

ina

tio

ns

Po

sitio

ns in

NY

C T

ran

sit a

nd

MT

A B

us C

om

pa

ny,

for

the

mo

st

pa

rt,

are

fill

ed

th

rou

gh

com

pe

titive

exa

min

atio

ns.

While

NY

C T

ran

sit a

nd M

TA

Bu

s C

om

pa

ny c

on

tin

ue t

o e

xp

an

d th

eir

ou

tre

ach e

ffo

rts,

in t

he

ca

se

of

positio

ns r

eq

uirin

g a

com

petitive

exa

min

atio

n,

on

ly t

ho

se a

pp

lica

nts

wh

o a

chie

ve

a p

as

sin

g g

rad

e c

an

be

co

nsid

ere

d f

or

the

po

sitio

n i

n l

ist

nu

mbe

r

ord

er,

with

ou

t re

ga

rd to

eth

nic

ity o

r ge

nd

er.

F

or

exa

mp

le, in

th

e c

ase

of

MT

A B

us C

om

pa

ny,

of th

e t

ota

l p

ositio

ns, 8

8%

are

non

-dis

cre

tion

ary

an

d a

re f

ille

d f

rom

a lis

t. A

ppro

xim

ate

ly

80

% o

f a

ll h

ire

s a

t N

YC

Tra

nsit a

re n

on

-dis

cre

tio

na

ry a

nd

are

fill

ed

fro

m a

lis

t.

Po

ol

of

Qu

ali

fie

d A

pp

lic

an

ts

While

th

e c

om

pe

titive

exa

min

atio

n its

elf m

ust

rem

ain

blin

d t

o e

thnic

ity a

nd

gen

de

r, w

e w

ill c

on

tin

ue

to

make

all

effo

rts t

o in

cre

ase

th

e p

oo

l o

f q

ualif

ied

eth

nic

min

orities a

nd

fe

ma

les

wh

o a

re a

pply

ing

fo

r, t

akin

g,

an

d p

assin

g N

YC

Tra

nsit a

nd

MT

A B

us C

om

pan

y’s

com

pe

titive

exa

min

atio

ns.

Fe

ma

le I

nc

lus

ivit

y

Exp

an

din

g f

em

ale

in

clu

siv

ity,

wh

ich

inclu

de

s a

ttra

ctin

g a

nd

re

tain

ing m

ore

wo

me

n in t

rad

itio

na

lly m

ale

-dom

ina

ted

title

s,

pa

rtic

ula

rly in

th

e S

kill

ed

Cra

ft a

nd

Off

icia

ls &

Adm

inis

tra

tors

ca

teg

ori

es (

esp

ecia

lly in

the

sup

erv

iso

ry r

anks w

hic

h a

re a

lso lis

t hir

es),

rem

ain

s a

sig

nific

ant ch

alle

ng

e. Ide

ntify

ing

the

und

erl

yin

g c

auses th

at m

ay im

ped

e th

e r

ecru

itm

en

t o

f w

om

en

is a

cri

tica

l ste

p to

wa

rd r

ed

ressin

g t

he

ba

lan

ce

and

im

pro

vin

g inclu

siv

ity.

Nati

ve

Haw

aiia

n a

nd

oth

er

Pa

cif

ic Is

lan

de

rs (

NH

OP

I)

Und

eru

tiliz

atio

n in

the

NH

OP

I ra

cia

l g

rou

p w

as id

en

tifie

d f

or

the

first

tim

e in

th

e u

tiliz

ation

an

aly

sis

as a

re

sult o

f th

e u

pd

ate

d 2

01

0 C

ensus d

ata

. W

e w

ill e

xp

an

d o

ur

recru

itm

en

t an

d

ou

tre

ach

eff

ort

s t

o inclu

de

an

d t

arg

et th

is g

rou

p.


________________________________________________________________________________

2014-Q

4 E

EO

an

d D

IVE

RS

ITY

RE

PO

RT

NE

W Y

OR

K C

ITY

TR

AN

SIT

an

d M

TA

BU

S C

OM

PA

NY

Str

ate

gie

s f

or

Imp

rove

me

nt

Div

ers

ity a

nd

In

clu

sio

n P

lan

NY

C T

ran

sit a

nd

MT

A B

us C

om

pa

ny’s

vis

ion is to

ha

ve

a r

esp

ectfu

l w

ork

pla

ce

tha

t att

racts

an

d r

eta

ins ta

len

ted m

en

an

d w

om

en

, a

nd

wh

ere

div

ers

ity is le

ve

rag

ed

to c

rea

te p

rog

ram

s

an

d s

erv

ice

s t

ha

t m

ee

t th

e n

ee

ds o

f th

e d

ive

rse

co

mm

unitie

s t

he

y s

erv

e.

NY

C T

ran

sit a

nd

MT

A B

us C

om

pa

ny b

elie

ve

th

at

the

valu

es o

f d

ive

rsity a

nd

inclu

sio

n m

ust

be

in

teg

rate

d

into

all

tha

t w

e d

o.

A t

askfo

rce

and

a s

tee

ring

co

mm

itte

e h

ave

be

en

fo

rmed

to d

eve

lop

an

d im

ple

me

nt

a c

om

pre

hen

siv

e a

nd

ro

bu

st

Div

ers

ity a

nd

Inclu

sio

n P

lan

. U

nd

er

this

pla

n,

div

ers

ity w

ill e

nco

mpa

ss n

ot

on

ly r

ace,

eth

nic

ity,

an

d g

en

de

r b

ut

the

fu

ll ra

nge

of

hum

an d

iffe

rence

s t

hat

affe

ct

the w

ay w

e t

hin

k a

nd

do

th

ing

s.

Th

e c

om

mitte

e w

ill b

e p

rovid

ed

with

pe

rio

dic

up

da

tes a

s t

he D

ive

rsity a

nd

In

clu

sio

n P

lan

is im

ple

me

nte

d.

On

go

ing

Ta

rge

ted

Rec

ruit

me

nt

an

d O

utr

ea

ch

Eff

ort

s

NY

C T

ran

sit a

nd

MT

A B

us C

om

pa

ny s

tra

teg

ica

lly p

lan

th

eir r

ecru

itm

en

t a

nd s

ou

rcin

g e

ffo

rts t

o e

nsu

re t

ha

t in

form

atio

n a

bo

ut

em

plo

ym

ent

op

po

rtu

nitie

s a

nd

up

co

min

g e

xa

min

atio

ns

lea

din

g t

o e

mplo

ym

ent

are

bro

ad

ly a

dve

rtis

ed

th

rou

gh

ou

t th

e f

ive

bo

rou

gh

s o

f N

ew

Yo

rk C

ity.

Our

mu

lti-

face

ted

ma

rke

ting

ap

pro

ach

in

clu

des,

bu

t is

no

t lim

ite

d t

o, a

tte

nd

ing

jo

b fa

irs

an

d c

om

mun

ity o

utr

each

eve

nts

; utiliz

ing

socia

l m

ed

ia c

ha

nn

els

su

ch a

s F

ace

bo

ok,

Tw

itte

r, Y

ou

Tu

be

, e

tc.;

pla

cin

g a

dve

rtis

em

en

ts o

f e

xa

min

atio

ns a

nd

em

plo

ym

en

t in

form

ation

in

su

bw

ay s

tatio

ns a

nd

on

bu

ses; d

istr

ibu

tin

g e

xa

min

atio

n s

ched

ule

s v

ia M

etr

oC

ard

sa

les v

an

s; a

nd

tra

nsm

ittin

g e

mail

bla

sts

ab

ou

t em

plo

ym

en

t o

ppo

rtu

nitie

s to

ve

tera

ns o

rgan

iza

tion

s,

no

t-fo

r-p

rofit e

ntitie

s, a

nd

com

mu

nity-b

ased

gro

ups.

O

utr

ea

ch t

o W

om

en

As p

art

of o

ur

co

ntin

ued

part

ne

rsh

ip w

ith

th

e lo

ca

l te

ch

nic

al s

cho

ols

acro

ss th

e c

ity, N

YC

Tra

nsit’s

Div

isio

n o

f H

um

an

Reso

urc

es a

ssis

ted

in

tere

ste

d h

igh

sch

oo

l se

nio

rs w

ith

the

ir

ap

plic

atio

ns f

or

the E

lectr

ica

l H

elp

er

exa

min

ation

. T

his

pa

rtn

ers

hip

ha

s th

e p

ote

ntial o

f a

ssis

tin

g u

s w

ith

ad

dre

ssin

g u

nde

r-re

pre

se

nta

tio

n o

f w

om

en

in

th

e s

kill

ed c

raft

jo

bs.

In M

arc

h,

NY

C T

ran

sit P

resid

en

t B

ian

co

had

th

e p

lea

su

re o

f m

ee

ting

an

d h

ostin

g a

lunch

eon

fo

r 1

6 y

oun

g w

om

en

fro

m C

ity P

oly

techn

ic H

igh

Scho

ol

in B

rookly

n w

ho

are

pa

rtic

ipating

in

Tra

nspo

rta

tio

n Y

OU

. T

ran

sp

ort

atio

n Y

OU

is a

jo

int

initia

tive

be

twe

en

th

e W

om

en

Tra

nsp

ort

ation

Se

min

ar

an

d t

he

U.S

. D

epa

rtm

en

t o

f T

ran

sp

ort

atio

n t

ha

t o

ffe

rs

yo

un

g g

irls

an

in

trod

uctio

n t

o a

wid

e v

ari

ety

of

tran

spo

rta

tio

n c

are

ers

th

rou

gh

han

ds-o

n, in

tera

ctive

me

nto

ring

.

As p

art

of

their

vis

it t

o N

YC

Tra

nsit,

these 1

6 y

ou

ng w

om

en h

ad t

he o

pp

ort

un

ity t

o t

ou

r o

ur

facili

ties a

nd m

ee

t w

ith

som

e o

f ou

r w

om

en

le

ade

rs,

inclu

din

g t

ho

se

re

cog

niz

ed b

y

NY

C T

ran

sit a

s “

Insp

irin

g W

om

en

.” F

or

the

past tw

o y

ea

rs, N

YC

Tra

nsit a

nd

MT

A B

us C

om

pa

ny h

ave

reco

gn

ize

d fem

ale

em

plo

ye

es w

ho

insp

ire

oth

ers

to

go

ab

ove

an

d b

eyo

nd

thro

ugh

ou

r “I

nspir

ing

Wom

en”

pro

gra

m.

Th

ese

wo

me

n s

et

an

exa

mp

le f

or

all

age

ncy e

mp

loye

es t

hro

ug

h t

heir

ach

ieve

me

nts

in

su

ch

va

ried

are

as a

s m

ilita

ry s

erv

ice

, n

on

-

tra

ditio

nal

wo

rk a

nd

ove

rcom

ing

hea

lth

ch

alle

nge

s.

Th

e “

Insp

irin

g W

om

en

” se

rve

d a

s m

en

tors

in

pa

rtne

rship

with

Tra

nspo

rta

tio

n Y

OU

an

d e

xp

ose

d t

he

se y

ou

ng w

om

en

to

info

rma

tio

n a

nd

activitie

s t

hat w

e h

op

e w

ill s

pa

rk th

eir in

tere

st

in t

he

fie

ld o

f tr

ansp

ort

atio

n a

nd

ultim

ate

ly in

be

co

min

g a

pa

rt o

f th

e N

YC

Tra

nsit a

nd

MT

A B

us C

om

pan

y t

ea

m.

In a

dd

itio

n t

o t

his

and

oth

er

me

nto

rsh

ip e

ffo

rts,

NY

C T

ran

sit a

nd

MT

A B

us C

om

pa

ny r

ece

ntly h

on

ore

d o

ur

pa

st

an

d p

rese

nt

wo

me

n d

ep

art

me

nt

he

ad

s w

ith

in o

ur

obse

rva

nce

of

Wom

en

’s H

isto

ry M

on

th. A

s p

art

of

this

recog

nitio

n, a p

ho

to d

ispla

y o

f th

e w

om

en w

as p

lace

d in t

he lo

bb

ies o

f ea

ch o

f ou

r m

ain

adm

inis

tra

tive b

uild

ings. In

ad

ditio

n, a

sum

ma

ry

of

each

le

ade

r’s c

on

trib

utio

ns to

NY

C T

ran

sit a

nd

MT

A B

us C

om

pan

y w

as f

ea

ture

d o

n t

he f

ron

t p

ag

e o

f M

TA

To

da

y,

ou

r in

tern

al e

mp

loye

e n

ew

s s

erv

ice

.

In a

sim

ilar

eff

ort

to

hig

hlig

ht

the

con

trib

utio

n o

f w

om

en,

NY

C T

ran

sit a

nd

MT

A B

us C

om

pa

ny r

ecen

tly c

rea

ted

th

e v

ide

o W

om

en

in

Tra

nsit f

or

ou

r in

tern

al

ne

ws s

erv

ice

and

em

plo

ym

en

t p

ag

e.

Th

is v

ide

o p

rovid

es a

n h

isto

ric a

cco

un

t o

f th

e c

on

trib

utio

ns m

ad

e b

y w

om

en

, p

art

icu

larl

y w

om

en i

n o

ur

op

era

tin

g d

ep

art

me

nts

. T

he

se

wo

me

n h

ave

had a

tre

men

do

us im

pact in

th

e f

ield

of

pu

blic

tra

nspo

rta

tio

n a

nd

we

are

pro

ud

to

hig

hlig

ht th

ese

ach

ievem

en

ts.


________________________________________________________________________________

As p

art

of

NY

C T

ran

sit a

nd M

TA

Bu

s C

om

pan

y’s

co

mm

unity o

utr

ea

ch

, se

nio

r le

ad

ers

me

t w

ith

stu

den

ts a

tten

din

g R

alp

h R

. M

cK

ee

Ca

ree

r a

nd

Te

ch

nic

al E

du

ca

tio

n H

igh S

cho

ol

an

d B

ron

x C

om

mu

nity C

olle

ge

. T

his

eff

ort

has t

he

po

ten

tia

l to

ad

dre

ss t

he

cu

rre

nt

unde

r-re

pre

se

nta

tio

n o

f w

om

en

an

d m

ino

rities.

NY

C T

ran

sit a

nd

MT

A B

us C

om

pa

ny’s

ma

inte

nan

ce

an

d s

up

po

rt s

erv

ice

s p

ers

on

nel

als

o r

each

ed o

ut

to r

ep

rese

nta

tives o

f C

UN

Y B

ron

x C

om

mu

nity C

olle

ge

’s (

BC

C)

Au

tom

otive

Te

ch

no

log

y c

urr

icu

lum

, off

ering

assis

tan

ce

with

a m

en

tori

ng p

rog

ram

. B

CC

has a

la

rge

min

ori

ty p

op

ula

tio

n a

nd

th

eir

Au

tom

otive

Te

ch

no

log

y c

urr

icu

lum

is t

he

on

ly o

ne o

f its k

ind

in

th

e C

UN

Y s

yste

m.

In Q

4-2

01

4,

NY

C T

ran

sit a

nd

MT

A B

us C

om

pan

y p

art

icip

ate

d in

the

an

nua

l S

alu

te t

o W

om

en

’s V

ete

rans E

ve

nt,

th

e C

ircle

of

Sis

ter’s a

nn

ual con

fere

nce

fo

r W

om

en

of

Co

lor

to

pro

mote

em

plo

ym

en

t o

ppo

rtunitie

s.

O

utr

ea

ch t

o V

ete

ran

s

To

fu

rth

er

str

en

gth

en

ou

r re

cru

itm

en

t o

f ve

tera

ns, N

YC

Tra

nsit a

nd

MT

A B

us C

om

pa

ny r

ecen

tly s

ign

ed

a M

em

ora

ndu

m o

f A

gre

em

en

t w

ith

“A

rmy P

aY

S.”

T

he

US

Arm

y d

eve

lop

ed

the

Arm

y P

aY

S P

rog

ram

to

lin

k e

xp

eri

en

ced

sold

iers

with

tech

nic

al skill

s t

o c

ivili

an

em

plo

ye

rs loo

kin

g f

or

ve

tera

ns w

ith

ma

tch

ing

skills

. T

hro

ugh

th

is p

rog

ram

, cu

rre

nt

so

ldie

rs

are

ma

tch

ed

with

pro

spe

ctive

em

plo

ye

rs p

rio

r to

co

mp

letio

n o

f th

eir

active

du

ty.

Th

e s

old

ier

an

d p

rosp

ective

em

plo

ye

r re

ma

in in

con

tact

un

til th

e s

old

ier’

s s

epa

ratio

n f

rom

du

ty

at

wh

ich

po

int

the

em

plo

ye

r m

ay r

ecru

it t

he

ne

w v

ete

ran

. O

ur

inclu

sio

n in

Arm

y P

aY

S p

rovid

es N

YC

Tra

nsit a

nd

MT

A B

us C

om

pa

ny t

he

opp

ort

un

ity t

o m

ark

et

its p

ositio

ns t

o a

hig

hly

skill

ed

wo

rkfo

rce

.

On

Ma

rch

21

, 2

01

4, N

YC

Tra

nsit a

nd

MT

A B

us C

om

pan

y p

art

icip

ate

d in a

ca

reer

guid

ance

pro

gra

m c

alle

d, “H

ow

to

Re

ad

a M

ilita

ry R

esum

e,”

th

at w

as facili

tate

d b

y the

Woun

ded

Warr

ior

Pro

ject.

T

his

pro

gra

m a

ssis

ted

recru

ite

rs w

ith

rea

din

g a

nd

inte

rpre

tin

g a

mili

tary

resu

me

. T

he

wo

rksh

op

co

ve

red

su

ch

to

pic

s a

s u

nd

ers

tand

ing

com

mon

mili

tary

acro

nym

s

an

d ja

rgon

, tr

an

sla

ting

the

co

nce

pt

of

ran

k w

ith

in t

he c

on

text

of

civ

ilian

title

s a

nd t

yp

ica

l p

rofe

ssio

ns,

an

d u

nd

ers

tand

ing

resp

onsib

ilities a

cro

ss th

e v

ari

ous s

erv

ice

bra

nch

es.

In Q

4-2

014

, N

YC

Tra

nsit a

nd M

TA

Bu

s C

om

pa

ny p

art

icip

ate

d in

fo

ur

eve

nts

th

at

we

re o

rgan

ize

d f

or

Ve

tera

ns s

eekin

g e

mp

loym

ent:

R

ecru

it M

ilita

ry,

Be

a H

ero

, H

ire

a H

ero

, th

e

an

nu

al

Ve

tera

ns o

f W

all

Str

eet

Con

fere

nce

, ho

ste

d b

y G

old

ma

n S

achs,

an

d a

resum

e w

ritin

g a

nd

in

terv

iew

ing

skill

s w

ork

sho

p f

or

active

mili

tary

an

d v

ete

ran

s a

t F

ort

To

tten

,

Qu

ee

ns,

NY

. I

n a

dd

itio

n,

NY

C T

ran

sit a

nd

MT

A B

us C

om

pan

y r

ecru

itin

g p

ers

on

ne

l jo

ine

d M

TA

re

cru

ite

rs t

o h

ost

a t

able

at

the

an

nu

al V

ete

ran

’s D

ay P

ara

de

. T

he

NY

C T

ran

sit

an

d M

TA

Bu

s C

om

pa

ny r

ecru

itin

g te

am

con

tinu

es t

o w

ork

clo

se

ly w

ith

the

MT

A A

ll-A

ge

ncy D

ire

cto

r o

f V

ete

ran

Re

cru

itin

g t

o p

lan

th

e 2

01

5 r

ecru

itm

en

t str

ate

gy.

Ou

tre

ach t

o H

isp

an

ics

NY

C T

ran

sit a

nd

MT

A B

us C

om

pa

ny’s

on

goin

g o

utr

ea

ch

to H

isp

an

ics in

clu

de

s th

e d

issem

ina

tion

of in

form

atio

n a

bo

ut em

plo

ym

ent op

po

rtu

nitie

s a

t co

mm

un

ity e

ve

nts

, ca

ree

r fa

irs

thro

ugh

ta

rge

ted

em

ail

bla

sts

, a

nd

th

rou

gh

va

rio

us s

ocia

l m

ed

ia.

On

Ma

rch

6,

20

14

, N

YC

Tra

nsit a

nd

MT

A B

us C

om

pa

ny H

R s

taff

pa

rtic

ipa

ted

in

th

e M

ind

, B

od

y a

nd

Spir

it

Con

fere

nce

he

ld a

t Y

an

kee

Sta

diu

m t

ha

t w

as s

po

nso

red

by 1

00

His

pan

ic W

om

en

. A

lth

ou

gh

th

e f

ocu

s w

as p

rim

arily

on

he

alth

an

d w

elln

ess,

the

eve

nt

pro

vid

ed

ou

r H

R

pro

fessio

nals

with

an

opp

ort

unity t

o n

etw

ork

with

att

end

ees a

s w

ell

as s

ha

re in

form

atio

n a

bo

ut

em

plo

ym

en

t o

ppo

rtu

nitie

s a

t N

YC

Tra

nsit a

nd

MT

A B

us C

om

pa

ny.

On

go

ing

Pro

gra

m M

on

ito

rin

g

NY

C T

ran

sit’s

Offic

e o

f E

EO

, in

pa

rtne

rsh

ip w

ith

NY

C T

ran

sit’s

Div

isio

n o

f H

um

an

Re

sou

rce

s,

en

su

res t

ha

t u

tiliz

ation

ta

rge

ts f

or

wo

me

n a

nd

min

ori

tie

s i

n p

art

icu

lar

job

ca

teg

ories

,

ba

sed

on

estim

ate

d a

va

ilabili

ty a

nd

in

tern

al w

ork

forc

e n

um

be

rs,

are

kn

ow

n b

efo

re v

acan

cie

s,

dis

cre

tion

ary

hir

es a

nd

pro

mo

tio

ns a

re p

oste

d.

Th

e O

ffic

e o

f E

EO

pro

vid

es u

tiliz

ation

targ

ets

to

de

pa

rtm

en

ts o

n a

qua

rte

rly b

asis

. A

s p

art

of th

e O

ffic

e o

f E

EO

’s a

nd

Div

isio

n o

f H

um

an R

eso

urc

es’ m

on

ito

rin

g o

f th

e s

ele

ctio

n p

rocess, w

e e

nsu

re th

at w

om

en a

nd m

ino

rity

gro

up m

em

be

rs a

re in

clu

de

d a

s in

terv

iew

ers

. T

he

Offic

e o

f E

EO

mu

st a

pp

rove

all

dis

cre

tiona

ry h

ires a

nd

pro

mo

tion

s. F

or

MT

A B

us C

om

pan

y,

the

MT

A D

ep

art

me

nt o

f D

ive

rsity a

nd

Civ

il R

ights

ap

pro

ves d

iscre

tion

ary

hir

es,

pro

mo

tion

s,

and

pro

vid

es u

tiliz

ation

ta

rge

ts.

In

ad

ditio

n,

MT

A B

us C

om

pa

ny c

on

du

cts

pa

nel in

terv

iew

s w

hic

h in

clu

de a

Hum

an R

eso

urc

es

rep

rese

nta

tive

and

ensu

res p

an

el m

em

be

rs inclu

de

wo

me

n a

nd

min

orities.


________________________________________________________________________________

20

14

FO

UR

TH Q

UA

RTE

R E

EO

RE

PO

RT

LON

G I

SLA

ND

RA

IL R

OA

D

EFFO

RTS

TO

IM

PR

OV

E T

HE

RE

PR

ES

EN

TATI

ON

OF

UN

DE

RU

TILI

ZED

PR

OTE

CTE

D G

RO

UP

S

EEO

Pro

gra

m M

an

ag

em

en

t an

d E

valu

atio

n

LIR

R O

ffic

e o

f Div

ers

ity M

an

ag

em

en

t is

resp

onsi

ble

for

mo

nit

ori

ng

the

age

ncy'

s EE

O p

rog

ram

and

prog

ress

tow

ard

s EE

O g

oals

. O

n an

ann

ual b

asis

, D

ive

rsity

Ma

na

ge

me

nt d

evel

ops

goal

s fo

r u

nd

er

rep

rese

nte

d E

EO

job

gro

ups,

bas

ed o

n e

stim

ate

d a

vaila

bili

ty p

erce

ntag

es a

nd in

tern

al j

ob

gro

up

po

pu

latio

ns,

an

d d

isse

min

ates

th

e in

form

ati

on

to

eac

h d

ep

art

me

nt,

Incl

udin

g H

uman

Res

ourc

es.

On

a

qu

art

erl

y ba

sis,

Div

ers

ity a

lso

diss

emin

ates

Pro

gres

s T

owar

ds G

oals

re

po

rts

to H

uman

Res

ourc

es.

Div

ers

ity M

an

ag

em

en

t rev

iew

s al

l ap

plic

an

t flo

w r

ep

ort

s to

ens

ure

tha

t ca

ndid

ate

pool

s ar

e di

vers

e, a

nd

conc

urs

wit

h e

very

no

n-r

ep

rese

nte

d n

ew

hir

e a

nd p

rom

oti

on

, pu

rsua

nt t

o F

TA

/DO

T C

ircu

lar

req

uir

em

en

ts.

LIR

R c

on

tinu

es

to fo

cus

and

imp

rove

on

fem

ale

an

d m

ino

rity

un

de

r-re

pre

sen

tatio

n.

Bet

wee

n Ja

naur

y 1,

20

14

and

De

cem

be

r 31

, 20

14,

th

ere

we

re 4

35

ne

w h

ires

, o

f wh

ich

, 69

(15

.9%

) wer

e fe

mal

e an

d 2

11

(48

.5%

) we

re m

ino

rity

. Th

e h

igh

est

co

nce

ntr

atio

n o

f fe

ma

le n

ew

hire

s oc

curr

ed in

the

Ad

min

istr

ativ

e

Su

pp

ort

job

ca

teg

ory

(37

.8%

). O

f th

e 1

10 n

ew

hir

es

in t

he

Ser

vice

Ma

inte

na

nce

job

ca

teg

ory

,19

.8%

we

re B

lack

an

d 1

5.4%

we

re H

ispa

nic.

Of t

he

70

ne

w h

ire

s in

th

e S

ervi

ce M

ain

ten

an

ce c

ateg

ory,

24.

3%

we

re b

lack

an

d 1

7.1

% w

ere

His

pani

c. O

f th

e 4

7 n

ew

hir

es in

the

Pro

fess

iona

ls c

ateg

ory,

19.

1% w

ere

His

pani

c a

nd

29.

8% w

ere

Asi

an.

Up

wa

rd M

ob

ilit

y P

rog

ram

s a

nd

Oth

er S

peci

al I

nit

iati

ves

Jun

ior E

ng

ine

er:

Thi

s is

an

en

try-

leve

l tra

inin

g w

hic

h i

ntr

od

uce

s p

art

icip

an

ts t

o th

e lo

ng

Isla

nd R

ail R

oad

and

its

vari

ous

op

era

tin

g a

nd

su

pp

ort

ing

de

pa

rtm

en

ts. S

pe

dflc

ally

, th

e p

rog

ram

Is d

esig

ned

to fa

mili

ariz

e e

mp

loye

es

wit

h a

ll as

pect

s o

f ra

ilro

ad

op

era

tion

s. T

he 5

2-w

ee

k cu

rric

ulu

m c

over

s si

gnal

s, t

rack

or

stru

ctur

es, a

nd

on

the

job

tra

inin

g. T

he p

art

icip

an

t wlll

wo

rk w

ith

a m

en

tor.

Up

on

suc

cess

ful c

om

ple

tion

of t

he

pro

gra

m, j

un

ior e

ngin

eers

are

pla

ced

in a

n e

ntr

y-le

vel m

an

ag

em

en

t pos

ition

.

Pro

ject

Ma

na

ge

me

nt-T

rain

ee

:

Pro

ject

Ma

na

ge

me

nt T

rain

ee is

a t

wo

-yea

r, e

ntr

y-le

vel t

rain

ing

pos

ition

, re

spon

sibl

e to

ass

ist w

ith

the

coo

rdin

ati

on

an

d a

dm

inis

tra

tion

of p

roje

cts

in th

e D

ep

art

me

nt o

f Pro

ject

Ma

na

ge

me

nt

Wo

rkin

g w

ith

sea

sone

d p

roje

ct m

anag

ers,

tra

ine

es

rece

ive

on

the

Job

an

d c

lass

room

tra

inin

g in

pro

ject

coo

rdin

ati

on

de

velo

pm

en

t, c

on

tro

ls, m

an

ag

em

en

t, s

ched

ulin

g, a

nd e

stim

atin

g. T

rain

ees

lear

n, in

a

me

nto

rin

g e

nvi

ron

me

nt,

to a

pp

ly s

peci

aliz

ed k

no

wle

dg

e, s

peci

fic t

o th

e r

eq

uir

em

en

ts o

f th

e r

ailr

oa

d

ind

ust

ry.


________________________________________________________________________________

EFFO

RTS

TO

IMP

RO

VE

TH

E R

EP

RES

EN

TAT

ION

OF

UN

DE

RU

TILI

ZED

PR

OTE

CTE

D G

RO

UP

S

Pag

e 2

of3

The

re is

a s

erie

s o

f ro

tati

on

ass

ignm

ents

tha

t in

tro

du

ce tr

aine

es t

o t

he

ra

ilro

ad

and

its

vario

us o

pe

ratin

g

and

sup

po

rt d

ep

art

me

nts

. U

po

n s

ucce

ssfu

l co

mp

letio

n o

f th

e tr

ain

ing

pro

gra

m, t

rain

ees

are

plac

ed

into

ap

pro

pri

ate

en

try-

leve

l pro

ject

ma

na

ge

me

nt p

osi

tion

s

Bet

wee

n Ja

nuar

y 2

00

8 a

nd D

ece

mb

er 2

014,

11

Jr.

Eng

inee

rs a

nd

20

Pro

ject

Ma

na

ge

r Tra

inee

s w

ere

hir

ed

. Of t

he

Jr.

Eng

inee

r hi

res,

36

% w

ere

min

ori

ty.

Of t

he

Pro

ject

Ma

na

ge

r Tra

inee

hire

s, 2

5% w

ere

fem

ale

an

d 6

0% w

ere

min

ori

ty.

Ta

rge t

ed

Re

cru

itme

nt a

nd

Ou

tre

ach

Eff

ort

s

The

Long

Isla

nd R

ail R

oad

has

de

velo

pe

d a

re

cru

itm

en

t str

ate

gy

desi

gned

to

add

ress

un

de

r·

rep

rese

nta

tion

of f

emal

es a

nd m

ino

riti

es

in o

ur

wo

rkfo

rce

, and

to

be

tte

r re

fle

ct th

e d

emog

raph

ics

of t

he

ma

rke

ts w

e s

erve

.

1.

An

an

nu

al h

irin

g p

lan

is d

eve

lop

ed a

t th

e c

oncl

usio

n o

f eac

h ye

ar, to

aid

re

cru

itme

nt e

ffo

rts

for

an

ticip

ate

d v

acan

cies

in e

ach

cra

ft.

Can

dida

te p

ools

are

eva

lua

ted

at

the

end

oft

he

recr

uit

me

nt p

roce

ss.

If th

e p

oo

l is

lack

ing

div

ers

ity o

r if

are

as o

f un

de

r-re

pre

sen

tatio

n n

eed

to

be

add

ress

ed, a

dd

itio

na

l ou

tre

ach

is c

ondu

cted

.

2.

LIR

R's

ou

tre

ach

eff

ort

s to

att

ract

wo

me

n, m

ino

riti

es

and

vete

ran

s co

nti

nu

e to

exp

and

to in

clu

de

com

mu

nity

-ba

sed

an

d v

ete

ran

s jo

b fa

irs,

incl

ud

ing

the

His

pa

nic

/la

tin

a P

rofe

ssio

nals

Ass

ocia

tion

Job

Fai

r. W

e h

ave

also

po

ste

d jo

bs

on

mili

tary

web

site

s an

d se

nt j

ob

pos

tings

to m

ilita

ry

cont

acts

. T

he M

TA

als

o h

eld

its

first

eve

r Edu

catio

nal S

um

mit

for V

ete

ran

s in

Col

lege

on

Se

pte

mb

er 4

, 2

01

4. W

e m

et w

ith

rep

rese

ntat

ives

fro

m v

ario

us c

olle

ges

to in

form

the

m a

bo

ut

the

inte

rnsh

ip p

rog

ram

s e

ach

age

ncy

off

ers

, and

th

e a

pp

lica

tion

pro

cess

. A

dditi

onal

ly,

we

con

du

cte

d o

n-ca

mpu

s co

llege

re

cru

itm

en

t an

d a

tte

nd

ed

col

lege

job

fairs

, m

ost

wit

h d

iver

se

stu

de

nt b

odie

s.

3.

Bet

wee

n Ja

nuar

y 1

an

d D

ece

mb

er

31, 2

014,

liR

R s

taff

att

en

de

d t

he

follo

win

g jo

b fa

irs/

colle

ge

pre

sen

tatio

ns:

SU

NY

-One

onta

(Ja

nuar

y 10

); N

YU

/Pol

ytec

hnic

Un

ive

rsity

(F

ebru

ary

6 &

Se

pte

mb

er

18);

Ma

nh

att

an

Col

lege

(F

ebru

ary

11

); S

tony

Bro

ok

Un

ive

rsity

{F

ebru

ary

14);

Coo

per

Un

ion

(M

arc

h 4

); S

teve

ns I

nst

itu

te o

f Tec

hnol

ogy

(Ma

rch

5 &

Se

pte

mb

er 2

4);

NYC

Are

a

Co

mm

itte

e f

or

Em

plo

yer S

up

po

rt o

f th

e G

uard

and

Res

erve

(M

arc

h 5

); F

arm

ingd

ale

Sta

te

Col

lege

(M

arc

h 6

); H

irin

g o

ur H

ero

es (

Ma

rch

27)

; B

est o

f B

rook

lyn

(Ap

rill);

Que

ensb

orou

gh

Co

mm

un

ity C

olle

ge (

Apr

il 2)

; CU

NY

Big

App

le J

ob F

air (

Ap

ril4

); N

ewsd

ay (

Ap

ril9

); S

uff

olk

Co

mm

un

ity C

olle

ge (

Ap

ril1

6);

Ad

elp

hi U

niv

ers

ity (

Apr

il 23

); U

.S.

Ma

rin

es

Cor

p. S

ixth

Bat

talio

n

Fam

ily D

ay (

Ma

y 4

); V

ete

ran

s U

pw

ard

Bou

nd (

Ma

y 7

); C

ongr

essm

an C

harle

s R

ange

l Har

lem

Job

Fai

r (M

ay

15);

U.S

. M

ari

ne

Co

rp M

ari

ne

fo

r lif

e (J

une

20);

No

rth

rop

Gru

mm

an

(A

ugus

t 13

);


________________________________________________________________________________

EFFO

RTS

TO

IMP

RO

VE

THE

REP

RES

EN

TAT

ION

OF

UN

OER

UTiliZ

ED P

RO

TEC

TED

GR

OU

PS

Pag

e3

of3

Hir

ing

ou

r H

eroe

s (A

ug

ust

14

); W

est

Po

int (

Aug

ust 1

5);

Ha

rle

m W

ee

k H

isto

ric

Bla

ck C

olle

ge F

air

(Aug

ust 1

6);

Ma

rin

e C

orp.

Me

ga

-Mu

ste

r (A

ugus

t 16)

; H

isp

an

ic/l

ati

no

Pro

fess

iona

ls A

ssoc

iatio

n

(Se

pte

mb

er 2

4);

NYS

Se

na

tor D

ean

Ske

los'

Job

Fai

r (O

cto

be

r 3);

Nas

sau

Co

un

ty J

ob F

air (

Oct

ob

er

7);

NYS

De

pt.

of L

ab

or-

Bro

okl

yn (

Oct

ob

er 8

); T

CI C

olle

ge o

fTe

chn

olo

gy

(Oct

ob

er 1

5};

Suf

folk

Co

un

ty J

ob F

air (

Oct

ob

er

17

}; A

me

rica

n P

ublic

Un

ive

rsity

Vir

tua

l Job

Fai

r (O

cto

be

r 21}

; Su

ffo

lk

Co

un

ty V

ete

ran

s S

ervi

ces

(Oct

ob

er 2

2};

Be

A H

ero

/Hir

e a

Her

o {N

ove

mb

er

10

); B

ron

x

Co

mm

un

ity

Col

lege

(N

ove

mb

er 2

0).

4.

Me

tho

ds

of a

dve

rtis

ing

incl

ud

e s

ocia

l me

dia

, as

we

ll as

pro

fess

iona

l org

an

izat

ions

and

ca

ree

r

we

bsi

tes.

The

spe

cific

His

pani

c w

eb

site

s in

clu

de

: La

tinos

for

Hir

e, S

oci

ety

of H

isp

anic

Pro

fess

iona

l Eng

inee

rs,

Na

tio

na

l Ass

ocia

tion

of

His

pani

c Jo

urn

alis

ts,

and

Sal

udos

.

S.

Em

plo

yme

nt

pos

ters

are

con

spic

uo

usl

y po

sted

in s

tatio

ns

and

term

ina

ls.

6.

Ou

trea

ch e

ffo

rts

have

incl

ud

ed

ap

plic

an

ts w

ith

dis

abili

ties.

We

me

t wit

h t

he

NYS

Ad

ult

Car

eer &

Co

ntin

uin

g E

duca

tion

Ser

vice

s &

Vo

catio

na

l Re

ha

bili

tatio

n o

n D

ece

mb

er

16, 2

014.


________________________________________________________________________________

Met

ro-N

orth

Rai

lroa

d D

iver

sity

an

d R

ecru

itm

ent

Stra

tegi

c P

lan

201

5 [E

ffor

ts t

o Im

pro

ve U

nd

eru

tiliz

atio

n]

Met

ro-N

orth

Rail

road

(“M

NR”

) has

dev

elope

d an

agg

ress

ive

dive

rsity

and

out

reac

h re

crui

tmen

t stra

tegy

to a

ddre

ss th

e un

deru

tiliz

atio

n of

fem

ales

and

min

oriti

es in

its w

orkf

orce

. Th

e re

sults

of t

hese

effo

rts w

ill e

nsur

e M

NR

achi

eves

and

main

tain

s a d

iver

se w

orkf

orce

pop

ulat

ion

and

is se

en a

s an

em

ploy

er o

f cho

ice in

the

regi

on.

To a

ccom

plish

this

task

, Hum

an R

esou

rces

and

Div

ersit

y/E

EO

Dep

artm

ents

hav

e pa

rtner

ed a

nd d

evel

oped

a

thre

e-pr

ong

appr

oach

that

foc

uses

on

outre

ach,

rete

ntio

n an

d cu

lture

shift

.

Rec

ruit

ing

and

Ou

trea

ch:

In o

rder

to re

crui

t and

hire

qua

lified

fem

ales a

nd m

inor

ities

, the

recr

uitm

ent s

taff

is co

mm

itted

to p

artic

ipat

ing

in a

nd le

adin

g ev

ents

and

car

eer f

airs

that

por

tray

a po

sitiv

e im

age

of M

NR

in o

rder

to c

reat

e th

e fo

unda

tion

for f

utur

e re

crui

ting

succ

ess.

The

stra

tegi

es th

at h

ave

prov

en to

be

the

mos

t ef

fect

ive

are

thos

e th

at fo

cus

on d

irect

con

tact

and

to th

at e

nd M

NR

main

tain

s ex

tens

ive

cont

acts

in u

rban

and

min

ority

com

mun

ities

and

reac

hes

out t

o hi

gh sc

hool

s, lo

cal c

olleg

es, f

emale

and

min

ority

affi

liate

d or

gani

zatio

ns a

nd e

lecte

d of

ficial

s. M

NR

cont

inue

s to

seek

thos

e ve

nues

whi

ch a

re

the

mos

t ben

efici

al to

our

recr

uitm

ent s

trate

gy a

nd re

cogn

izes

that

our

suc

cess

dep

ends

upo

n ho

w w

e m

arke

t our

selv

es.

Our

enh

ance

d In

tern

ship

Pr

ogra

m h

as se

rved

as a

succ

essf

ul re

crui

tmen

t too

l whe

reby

inte

rns h

ave

been

recr

uite

d an

d hi

red

afte

r suc

cess

fully

com

plet

ing

the

Prog

ram

.

The

goal

of t

he r

ecru

iting

com

pone

nt is

to

iden

tify

and

attra

ct t

alent

fro

m a

div

erse

poo

l and

to

ensu

re t

hat

ever

y ca

ndid

ate

is tre

ated

fair

ly th

roug

hout

the

hiri

ng p

roce

ss.

To e

nsur

e th

at d

iver

se p

ools

are

revi

ewed

and

scr

eene

d ap

prop

riate

ly, h

iring

man

ager

s an

d se

arch

com

mitt

ee

mem

bers

hav

e be

en p

rovi

ded

man

dato

ry tr

ainin

g th

at a

ddre

sses

eth

ics,

hirin

g pr

oces

ses,

EE

O is

sues

and

inte

rvie

w sk

ills.

Thi

s tra

inin

g en

sure

s tha

t th

at t

he a

pplic

atio

n an

d sc

reen

ing

proc

esse

s ar

e bi

as-fr

ee a

nd t

hat

hirin

g m

anag

ers

do n

ot l

et t

heir

subt

le bi

ases

or

cultu

ral

know

ledge

gap

s ne

gativ

ely im

pact

the

hirin

g pr

oces

s.

Ret

enti

on a

nd

Mob

ility

:

Our

wor

kfor

ce d

iver

sity

repo

rt sh

ows

that

mid

dle

man

ager

s te

nd t

o be

mor

e di

vers

e th

an t

hose

in

exec

utiv

e po

sitio

ns.

The

refo

re,

we

have

de

velo

ped

prog

ram

s int

ende

d to

pre

pare

inte

rnal

appl

ican

ts fo

r hig

her l

evel

pos

ition

s. O

ften

the

best

can

dida

tes f

or sp

ecial

ized

man

ager

ial p

ositi

ons

are

inte

rnal

appl

icant

s, bu

t due

to th

e lac

k of

spec

ializ

ed tr

ainin

g or

cer

tifica

tion

they

are

una

ble

to c

ompe

te fo

r pos

ition

s the

y ha

ve th

e ex

perie

nce

to

perf

orm

. Th

e pr

ogra

ms i

nclu

de th

e A

ssoc

iate

Eng

inee

r Pro

gram

and

the

MN

R M

ento

ring

Prog

ram

. Bo

th p

rogr

ams a

re in

tend

ed to

insp

ire u

pwar

d m

obili

ty a

nd im

prov

e th

e re

tent

ion

of u

nder

repr

esen

ted

grou

ps.

We

have

also

enh

ance

d ou

r car

eer c

ouns

eling

offe

rings

and

hav

e ex

pand

ed th

ose

serv

ices t

o ag

reem

ent e

mpl

oyee

s to

assis

t the

m in

find

ing

high

er le

vel p

ositi

ons w

ithin

MN

R.

Cu

ltu

re S

hif

t:

Fina

lly, M

NR

will

onl

y be

succ

essf

ul in

incr

easin

g an

d m

ainta

inin

g di

vers

ity if

the

orga

niza

tiona

l cul

ture

em

brac

es d

iver

sity

as a

n im

porta

nt b

usin

ess

nece

ssity

. In

ord

er to

ach

ieve

this

goal,

MN

R ha

s in

stitu

ted

man

dato

ry tr

ainin

gs th

at in

clud

e di

vers

ity a

war

enes

s an

d on

goin

g ev

ents

that

cele

brat

e di

vers

ity.

Thes

e tra

inin

gs a

re in

tend

ed to

sho

w M

NR

empl

oyee

s th

at th

eir in

divi

dual

quali

ties

and

cont

ribut

ions

enh

ance

the

agen

cy a

nd m

ake

it be

tter.


________________________________________________________________________________

2015

Met

ro-N

orth

Rai

lroa

d D

iver

sity

an

d R

ecru

itm

ent

Stra

tegi

c P

lan

Th

e fo

llow

ing

stra

tegi

es h

ave

bee

n o

r w

ill b

e im

ple

men

ted

by

Met

ro-N

orth

Rai

lroa

d t

o im

pro

ve f

emal

e an

d m

inor

ity

rep

rese

nta

tion

in

its

wor

kfor

ce:

M

NR

will

con

tinue

to m

eet a

nnua

lly w

ith a

ll M

etro

-Nor

th e

xecu

tive

and

man

agem

ent s

taff

to re

view

the

wor

kplac

e di

vers

ity re

port

and

prog

ress

aga

inst

goa

ls, a

nd d

iscus

s the

ir re

spon

sibili

ties a

nd e

fforts

nec

essa

ry to

ens

ure

that

their

dep

artm

ents

striv

e to

ach

ieve

their

goa

ls.

M

NR

will

con

tinue

to a

ttend

car

eer f

airs o

f reg

iona

l col

leges

with

hist

orica

lly d

iver

se st

uden

t pop

ulat

ions

inclu

ding

CU

NY

and

SU

NY

co

llege

s as a

way

to re

crui

t a d

iver

se a

pplic

ant p

ool f

or jo

bs a

nd in

tern

ship

s

MN

R ha

s est

ablis

hed

a pr

oces

s for

follo

win

g up

with

con

tact

s mad

e at

job

fairs

, sch

ools,

and

min

ority

ass

ociat

ions

to e

nsur

e qu

alifie

d di

vers

e ap

plica

nts a

pply

for o

pen

posit

ions

.

MN

R w

ill c

ontin

ue to

net

wor

k w

ith re

gion

al of

fices

of m

inor

ity a

ssoc

iatio

ns, a

nd a

ttend

con

vent

ions

of m

inor

ity a

ssoc

iatio

ns.

M

NR

will

con

tinue

to d

evelo

p lo

ng-te

rm re

crui

tmen

t res

ourc

es b

y vi

sitin

g m

iddl

e an

d hi

gh sc

hool

s to

intro

duce

stud

ents

to M

etro

-Nor

th

Railr

oad

and

info

rm th

em o

f fut

ure

care

er/e

mpl

oym

ent o

ppor

tuni

ties b

efor

e th

ey se

ek c

olleg

e or

cra

ft sc

hool

s.

MN

R w

ill c

ontin

ue to

pro

mot

e an

d en

hanc

e pr

ogra

ms i

nten

ded

to p

rom

ote

from

with

in a

nd d

iver

sify

job

grou

ps th

at h

ave

hist

orica

lly b

een

unde

rrep

rese

nted

by

fem

ales a

nd m

inor

ities

. Th

ese

prog

ram

s inc

lude

the

Ass

ociat

e E

ngin

eer P

rogr

am a

nd M

NR

Men

torin

g Pr

ogra

m.

MN

R w

ill c

ontin

ue to

con

duct

man

dato

ry D

iversi

ty A

waren

ess a

nd E

qual

Opp

ortu

nity

in th

e Wor

kplac

e Tra

inin

g to

all

Met

ro-N

orth

em

ploy

ees t

o co

mm

unica

te E

EO

pol

icies

and

the

valu

e of

div

ersit

y to

MN

R.

M

NR

expa

nded

upo

n its

succ

essf

ul In

tern

ship

Pro

gram

by

havi

ng a

car

eer f

air d

edica

ted

solel

y to

recr

uit a

pplic

ants

from

hist

orica

lly d

iver

se

inst

itutio

ns.

M

NR

has e

stab

lishe

d Ca

reer

Adv

isem

ent W

orks

hops

for a

gree

men

t em

ploy

ees t

o pr

epar

e th

em to

app

ly fo

r hig

her l

evel

man

agem

ent

posit

ions

.

MN

R w

ill c

ontin

ue to

con

duct

man

dato

ry R

ecrui

tmen

t and

Hiri

ng P

roces

s tra

inin

gs to

all

empl

oyee

s par

ticip

atin

g in

sear

ch c

omm

ittee

s tha

t will

in

stru

ct c

omm

ittee

mem

bers

on

their

eth

ical r

espo

nsib

ilitie

s and

pre

pare

them

to c

ondu

ct in

terv

iews a

nd se

lectio

ns in

ord

er to

ens

ure

that

th

e hi

ring

proc

ess i

s fair

and

non

-disc

rimin

ator

y.

MN

R w

ill e

xpan

d its

Div

ersit

y &

Inclu

sion

Am

bass

ador

Pro

gram

whe

rein

eac

h de

partm

ent i

s rep

rese

nted

by

an a

mba

ssad

or.

Am

bass

ador

s ar

e gi

ven

the

tool

s nee

ded

to sp

read

the

mes

sage

of d

iver

sity

& in

clusio

n th

roug

h w

orks

hops

and

com

mun

icatio

ns th

at se

ek to

incr

ease

the

cultu

ral c

ompe

tenc

y of

MN

R’s w

orkf

orce

and

to c

reat

e a

dive

rsity

frien

dly

and

cultu

rally

sens

itive

wor

kplac

e.

MN

R w

ill e

xpan

d its

Cor

e M

anag

emen

t Tra

inin

g to

inclu

de a

five

-hou

r tra

inin

g m

odul

e on

EE

O, W

orkp

lace

Vio

lence

, Div

ersit

y, an

d Cr

itica

l Thi

nkin

g/M

anag

erial

Res

pons

ibili

ty &

Liab

ility

.


________________________________________________________________________________

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________________________________________________________________________________

2014

– 4

TH Q

UA

RT

ER

EE

O R

EP

OR

T

MT

A B

RID

GE

S A

ND

TU

NN

EL

S

EF

FO

RT

S T

O IM

PR

OV

E U

ND

ER

UT

ILIZ

AT

ION

M

TA

Brid

ges

and

Tun

nels

(B

&T

) is

com

mitt

ed a

nd e

ngag

ed i

n as

sert

ive

targ

eted

rec

ruitm

ent

and

outr

each

eff

orts

to

incr

ease

fem

ale

and

m

inor

ity r

epre

sent

atio

n w

here

it

exis

ts w

ithin

the

Age

ncy.

B

etw

een

Janu

ary

1, 2

014

and

Dec

embe

r 31

, 2

014,

the

re w

ere

49 n

ew

hir

es,

of

whi

ch 1

3 (2

7%)

wer

e fe

mal

e an

d 26

(53

%)

wer

e m

inor

ity.

The

hig

hest

con

cent

ratio

n of

fem

ale

new

hire

s oc

curr

ed i

n th

e P

rofe

ssio

nal

Cat

egor

y an

d th

e hi

ghes

t nu

mbe

r of

min

oriti

es id

entif

ied

as B

lack

occ

urre

d in

the

Ser

vice

Mai

nten

ance

Cat

egor

y.

B&

T w

ill c

ontin

ue t

o fo

cus

its o

utre

ach

effo

rts

to a

ddre

ss t

he u

nder

utili

zatio

n of

fem

ales

and

min

oriti

es a

s id

entif

ied

in i

ts w

orkf

orce

ana

lysi

s re

port

s.

To

achi

eve

this

go

al,

B&

T w

ill i

mpl

emen

t a

stra

tegi

c ta

lent

man

agem

ent

plan

, an

d in

crea

se i

ts p

rese

nce

at p

rofe

ssio

nal

and

com

mun

ity o

rgan

izat

ions

, co

llege

s, a

nd u

nive

rsiti

es c

aree

r fa

irs d

esig

ned

to a

ttra

ct m

inor

ities

, ve

tera

ns,

and

fem

ale

cand

idat

es in

201

5.

TA

LE

NT

MA

NA

GE

ME

NT

CH

AL

LE

NG

ES

U

nd

eru

tiliz

atio

n:

B&

T’s

wor

kfor

ce h

as u

nder

utili

zatio

n in

the

Off

icia

ls a

nd A

dmin

istr

ator

s jo

b ca

tego

ry o

f F

emal

es (

22%

) an

d

His

pani

cs (

5%),

and

in

the

Ad

min

istr

ativ

e S

uppo

rt j

ob c

ateg

ory

of H

ispa

nics

(13

%).

B

&T

’s w

orkf

orce

rep

orts

als

o in

dica

te a

n

unde

rutil

izat

ion

for

Am

eric

an I

ndia

n/N

ativ

e A

lask

an,

and

Nat

ive

Ha

wai

i and

Oth

er P

acifi

c Is

land

er (

NH

OP

I),

whi

ch is

a c

halle

nge

for

all M

TA

age

ncie

s gi

ven

the

grou

p’s

grea

tly in

crea

sed

estim

ated

wor

kfor

ce a

vaila

bilit

y fig

ures

.

Civ

il S

ervi

ce:

B&

T i

s fa

ced

with

an

addi

tiona

l w

orkf

orce

com

posi

tion

chal

leng

e th

at i

mpa

cts

appr

oxim

atel

y 35

0 C

ivil

Ser

vice

po

sitio

ns.

The

New

Yor

k C

ity D

epa

rtm

ent

of C

ityw

ide

Adm

inis

trat

ive

Ser

vice

s (D

CA

S)

ann

ounc

ed t

o al

l ag

enci

es u

nder

its

civ

il se

rvic

e pu

rvie

w t

hat

it pl

ans

to r

educ

e th

e nu

mbe

r of

Civ

il S

ervi

ce P

rovi

sion

al p

ositi

ons

over

the

nex

t tw

o ye

ars

as a

res

ult

of t

he C

ity

of L

ong

Bea

ch v

s. C

ivil

Ser

vice

Em

ploy

ees

Ass

ocia

tion,

Inc

. de

cisi

on.

In

June

201

5, D

CA

S s

hall

adm

inis

ter

civi

l se

rvic

e ex

ams

in

title

s w

here

ther

e ar

e em

ploy

ees

serv

ing

on a

pro

visi

onal

bas

is.

B&

T w

ill c

ontin

ue t

o be

in c

ompl

ianc

e w

ith c

ivil

serv

ice

sele

ctio

n an

d

appo

intm

ent

rule

s an

d re

gula

tions

.

ST

RA

TE

GIC

RE

TE

NT

ION

AN

D M

OB

ILIT

Y P

RO

GR

AM

S

C

entr

al C

on

tro

l U

nit

: M

TA

Brid

ges

and

Tun

nel i

mpl

emen

ted

Kro

nos,

a n

ew h

uma

n ca

pita

l tim

e an

d at

tend

ance

sys

tem

, as

par

t of

its

org

aniz

atio

nal

rest

ruct

urin

g pl

ans.

K

rono

s pr

ovid

ed B

&T

with

the

mec

hani

sm t

o tr

ansi

tion

from

a d

ecen

tral

ized

sys

tem

to

a ce

ntra

lized

tim

e an

d at

tend

ance

sys

tem

. S

peci

fical

ly,

key

func

tions

of

the

CC

U U

nit

prov

ided

ma

nage

men

t w

ith r

eal-t

ime

atte

nda

nce

patt

erns

and

tre

nds,

and

a r

educ

tion

in p

ayro

ll co

mpu

tatio

n er

rors

. T

o ac

com

plis

h th

is t

ask,

the

key

tra

nsac

tiona

l fu

nctio

ns w

ere

pe

rfor

med

by

curr

ent

B&

T p

erso

nnel

. T

his

resu

lted

in t

he t

rans

fer

of a

div

erse

wor

k gr

oup

to t

he n

ewly

for

med

Cen

tral

Con

trol

Uni

t (C

CU

), a

nd t

he e

nhan

cem

ent o

f the

ir qu

alita

tive

and

quan

titat

ive

prof

essi

onal

ski

lls.


________________________________________________________________________________

M

anag

eme

nt

Ass

oci

ate

Pro

gra

m:

B&

T s

ucce

ssfu

lly l

aunc

hed

and

com

plet

ed i

ts f

irst

Brid

ges

& T

unne

ls M

anag

emen

t A

ssoc

iate

P

rogr

am i

n D

ecem

ber

2014

. T

he t

wo-

year

ma

nage

men

t pr

ogra

m p

rovi

ded

hand

s-on

pro

ject

man

agem

ent

oppo

rtun

ities

thr

ough

out

B&

T,

thro

ugh

divi

sion

al

rota

tion

and

by

allo

win

g pa

rtic

ipan

ts

to

fully

im

mer

se

them

selv

es

in

the

busi

ness

pr

oces

s of

th

ese

de

part

men

ts.

B&

T w

ill b

e la

unch

ing

its n

ext

prog

ram

in

2015

, an

d th

e ap

plic

ant

sele

ctio

n pr

oces

s w

ill c

omm

ence

in

Mar

ch 2

015.

B

&T

is

exp

andi

ng t

he p

rogr

am t

o i

nclu

de r

ecru

itmen

t of

can

dida

tes

with

eng

inee

ring

trai

ning

who

will

be

plac

ed i

n th

e B

&T

E

ngin

eerin

g an

d C

onst

ruct

ion

Dep

artm

ent.

M

ain

ten

ance

M

anag

emen

t In

tern

ship

P

rog

ram

:

In

an

effo

rt

to

attr

act

fem

ales

an

d H

ispa

nics

, B

&T

in

itiat

ed

a ye

ar-r

ound

in

tern

ship

pro

gram

des

igne

d to

att

ract

Mai

ntai

ner

cand

idat

es f

rom

avi

atio

n, a

utom

otiv

e an

d te

chni

cal f

ield

s.

The

inte

rnsh

ip p

rogr

am

com

bine

s an

d en

hanc

es t

he s

tude

nt’s

aca

dem

ic a

nd t

echn

ical

sch

ool-b

ased

tra

inin

g, w

ith p

ract

ical

job

rel

ated

ski

lls.

B&

T i

s pa

rtne

ring

with

Vau

ghn

Col

lege

; how

ever

, the

pro

gram

is o

pen

to r

egio

nal c

olle

ges

for

plac

emen

t of i

nter

este

d ca

ndid

ates

.

TA

RG

ET

ED

RE

CR

UIT

ME

NT

AN

D O

UT

RE

AC

H E

FF

OR

TS

MT

A B

ridge

s &

Tun

nels

rec

ruitm

ent

goal

is t

o id

entif

y an

d at

trac

t qu

alifi

ed t

alen

t in

an

effo

rt t

o ad

dres

s w

orkf

orce

und

er-r

epre

sent

atio

n.

To

do

so,

B&

T p

artic

ipat

es in

com

mun

ity-b

ased

vet

eran

job

fairs

, re

gion

al a

nd c

olle

ge jo

b fa

irs;

and

dive

rsifi

ed it

s m

arke

ting

sour

cing

effo

rts

to

incl

ude

com

mun

ity e

vent

s, a

ffin

ity a

nd d

isab

ility

org

aniz

atio

ns,

prof

essi

onal

ass

ocia

tions

, an

d w

eb-b

ased

and

soc

ial m

edia

adv

ertis

emen

t.

Hig

hlig

hts

of o

utre

ach

effo

rts

durin

g Ja

nuar

y 1,

201

4 to

Dec

embe

r 31

, 20

14 i

nclu

de:

Long

Isl

and

Job

See

ker

Job

Fai

r in

Ron

konk

om

a,

Mar

ch 1

1, 2

014;

Vau

ghn

Col

lege

of

Aer

onau

tics

and

Tec

hnol

ogy

Car

eer

Fai

r, A

pril

10,

2014

; C

aree

r E

xpo

at t

he C

olle

ge o

f S

tate

n Is

land

, A

pril

24,

2014

; V

eter

an J

ob R

eadi

ness

Job

and

Car

eer

Dev

elop

men

t W

orks

hop,

May

21,

201

4; M

arin

e F

or L

ife M

ilita

ry J

ob F

air,

Jun

e 20

, 20

14;

Nor

thro

p G

rum

man

Job

Fai

r; A

ugus

t 13

, 20

14;

Vau

ghn

Col

lege

of

Aer

onau

tics

and

Tec

hnol

ogy

Car

eer

Fai

r, S

epte

mbe

r 25

, 21

04;

Suf

folk

Cou

nty

Vet

eran

Car

eer

Fai

r, O

ctob

er 2

2, 2

014;

Am

eri

can

Pub

lic U

nive

rsity

Vir

tual

Job

Fai

r, O

ctob

er 2

2, 2

014;

Car

eer

Exp

o a

t B

ronx

C

omm

unity

Col

lege

(C

UN

Y),

No

vem

ber

20, 2

014;

and

Vau

ghn

Col

lege

of

Aer

onau

tics

and

Tec

hnol

ogy

Car

eer

Fai

r, D

ecem

ber

4, 2

014.

ON

GO

ING

MO

NIT

OR

ING

PR

OG

RA

M

MT

A B

ridge

s an

d T

unne

ls O

ffice

of

Equ

al E

mpl

oym

ent

Opp

ortu

nity

(E

EO

), i

n pa

rtne

rshi

p w

ith t

he M

TA

Brid

ges

and

Tun

nels

Hum

an

Res

ourc

es D

epar

tmen

t, en

sure

s th

at u

tiliz

atio

n ta

rget

s fo

r w

omen

and

min

oriti

es in

par

ticul

ar jo

b ca

tego

ries,

in c

onne

ctio

n w

ith h

iring

, tra

nsfe

rs,

and

prom

otio

nal o

ppor

tuni

ties

are

base

d on

wor

kfor

ce g

oals

and

est

imat

ed a

vaila

bilit

y in

the

rel

evan

t m

arke

t. T

he O

ffice

of

EE

O s

hall

prov

ide

quar

terly

and

on

an a

s ne

ed b

asis

util

izat

ion

targ

ets

to a

ddre

ss t

he u

nder

-rep

rese

ntat

ion

iden

tifie

d in

B&

T’s

wor

kfor

ce r

epor

ts.

The

Offi

ce o

f E

EO

mus

t ap

prov

e al

l dis

cret

iona

ry h

ires

and

prom

otio

ns,

and

for

civi

l ser

vice

pos

ition

s B

&T

mus

t ap

ply

the

New

Yor

k C

ity C

ivil

Ser

vice

rul

es

and

regu

latio

ns to

the

com

petit

ive

title

s, w

hich

impa

cts

our

utili

zatio

n of

und

er-r

epre

sent

ed g

roup

s. T

o ad

dres

s th

is b

arrie

r, B

&T

will

con

tinue

to

incr

ease

its

effo

rts

to a

ddre

ss th

e un

deru

tiliz

atio

n of

wom

en a

nd m

inor

ities

thro

ugh

aggr

essi

ve ta

rget

ed r

ecru

itmen

t.


________________________________________________________________________________

E

FF

OR

TS

TO

IM

PR

OV

E T

HE

RE

PR

ES

EN

TA

TIO

N O

F U

ND

ER

UT

ILZ

ED

PR

OT

EC

TE

D G

RO

UP

S U

tili

zati

on a

nd

Eva

luat

ion

M

TA

Cap

ital

Con

stru

ctio

n is

com

mit

ted

to c

orre

ctin

g th

e un

deru

tili

zati

on o

f pr

otec

ted

grou

ps w

ithi

n ou

r st

affi

ng a

nd w

e co

ntin

ue t

o pa

rtne

r w

ith

MT

A’s

Dep

artm

ent

of D

iver

sity

and

Civ

il R

ight

s to

ens

ure

that

uti

liza

tion

tar

gets

for

the

se g

roup

s ar

e id

enti

fied

and

add

ress

ed.

Thr

ough

the

use

of

util

izat

ion

repo

rts

prov

ided

by

MT

A’s

Dep

artm

ent

of D

iver

sity

and

Civ

il R

ight

s,

MT

A C

apit

al C

onst

ruct

ion

com

pare

s ta

lent

ava

ilab

ilit

y to

wor

kfor

ce r

epre

sent

atio

n an

d st

ruct

ures

our

rec

ruit

men

t acc

ordi

ngly

. A

s of

Dec

embe

r 31

, 20

14,

MT

A C

apit

al C

onst

ruct

ion’

s w

orkf

orce

ref

lect

ed a

Fem

ale

repr

esen

tati

on o

f 35

% a

nd a

Min

orit

y re

pres

enta

tion

of

52%

. W

e m

et o

r ex

ceed

ed u

tili

zati

on t

arge

ts f

or F

emal

es (

all

job

cate

gori

es),

Bla

cks

(all

job

cat

egor

ies)

and

A

sian

s (a

ll j

ob c

ateg

orie

s w

ith

the

exce

ptio

n of

Adm

inis

trat

ive

Sup

port

).

We

are

stil

l w

orki

ng t

o m

eet

util

izat

ion

targ

ets

for

His

pani

cs

(Off

icia

ls

&

Adm

inis

trat

ors,

P

rofe

ssio

nals

, A

dmin

istr

ativ

e S

uppo

rt)

and

Asi

ans

(Adm

inis

trat

ive

Sup

port

).

Tar

gete

d R

ecru

itm

ent

and

Ou

trea

ch E

ffor

ts

MT

A C

apit

al C

onst

ruct

ion

util

izes

str

ateg

ies

to a

ddre

ss u

nder

util

izat

ion

whi

ch in

clud

e ta

rget

ed r

ecru

itm

ent a

s w

ell a

s in

tern

ship

an

d m

ento

ring

pro

gram

s. O

ur s

trat

egie

s in

clud

e:

C

orpo

rate

m

embe

rshi

p in

H

ispa

nic

orga

niza

tion

s su

ch

as

HL

PA

(H

ispa

nic/

Lat

ino

Pro

fess

iona

ls

Ass

ocia

tion

) an

d at

tend

ance

at

Lat

ino

targ

eted

job

fai

rs s

uch

as H

LP

A, L

AT

Car

eers

and

Lat

Pro

. M

TA

CC

al

so a

tten

ds jo

b fa

irs

and

empl

oym

ent e

vent

s ta

rget

ed a

t oth

er u

nder

util

ized

gro

ups

and

mil

itar

y m

embe

rs.

MT

AC

C h

as i

nvit

ed l

ocal

uni

vers

itie

s in

clud

ing

Col

umbi

a U

nive

rsit

y, M

anha

ttan

Col

lege

, N

ew Y

ork

Inst

itut

e of

Tec

hnol

ogy

and

New

Jer

sey

Inst

itut

e of

Tec

hnol

ogy

(NJI

T)

to p

arti

cipa

te i

n an

MT

AC

C

spon

sore

d m

ento

rshi

p pr

ogra

m w

ith

the

abov

e li

sted

col

lege

cha

pter

s of

SH

PE

(S

ocie

ty o

f H

ispa

nic

Pro

fess

iona

l Eng

inee

rs).


________________________________________________________________________________

Cur

rent

ly,

we

are

part

neri

ng w

ith

NJI

T t

o fo

rmal

ize

and

impl

emen

t a

men

tori

ng p

rogr

am a

nd a

re s

eeki

ng

to a

dd N

YU

Pol

ytec

hnic

Sch

ool o

f E

ngin

eeri

ng to

our

pro

gram

as

wel

l.

Dur

ing

late

201

4, M

TA

Cap

ital

Con

stru

ctio

n in

stit

uted

a p

aid

inte

rnsh

ip p

rogr

am t

o m

ake

inte

rnsh

ip

oppo

rtun

itie

s m

ore

acce

ssib

le t

o di

vers

e st

uden

ts f

rom

all

eco

nom

ic b

ackg

roun

ds.

Thi

s pr

ogra

m w

ill

be

expa

nded

thr

ough

rec

ruit

men

t ta

rget

ed t

o co

lleg

e le

vel

Lat

ino

and

othe

r co

lleg

e le

vel

unde

ruti

lize

d gr

oups

du

ring

the

sum

mer

and

fal

l sem

este

rs o

f 20

15.

In

201

4, M

TA

Cap

ital

Con

stru

ctio

n at

tend

ed j

ob f

airs

and

em

ploy

men

t ev

ents

inc

ludi

ng t

he L

AT

Car

eers

Job

Fai

r (8

/7/2

014)

, th

e H

LP

A J

ob F

air

(9/2

4/20

14),

the

Mar

ines

of

Gar

den

Cit

y Jo

b F

air

(3/8

/14)

, H

ow t

o R

ead

a M

ilit

ary

Res

ume

Wor

ksho

p (5

/13/

14),

the

Mar

ines

Meg

a-M

uste

r E

mpl

oym

ent

Eve

nt (

8/16

/201

4) a

nd t

he A

mer

ican

Pub

lic

Uni

vers

ity

Sys

tem

Job

Fai

r (1

0/21

/201

4). W

e ut

iliz

ed s

ocia

l med

ia to

targ

et m

embe

rs o

f th

e N

atio

nal S

ocie

ty o

f H

ispa

nic

Pro

fess

iona

ls,

Nat

iona

l S

ocie

ty o

f B

lack

Eng

inee

rs,

Nat

iona

l S

ocie

ty o

f H

ispa

nic

Eng

inee

rs,

Am

eric

an S

ocie

ty o

f C

ivil

E

ngin

eers

, Nat

iona

l Soc

iety

of

His

pani

c M

BA

’s, P

ubli

c T

rans

it a

nd C

onst

ruct

ion

Hea

lth

and

Saf

ety

wit

h in

form

atio

n an

d up

date

s on

MT

AC

C e

mpl

oym

ent o

ppor

tuni

ties

thro

ugh

the

prof

essi

onal

net

wor

king

sit

e L

inke

dIn.

D

urin

g 20

15,

MT

A C

apit

al C

onst

ruct

ion

wil

l co

ntin

ue t

o fo

cus

on a

ttra

ctin

g L

atin

o, A

fric

an A

mer

ican

, W

omen

, an

d A

sian

can

dida

tes

thro

ugh

soci

al m

edia

and

job

adv

erti

sem

ents

on

vari

ous

dive

rsit

y ba

sed

web

site

s su

ch a

s S

alud

os,

Pro

fess

iona

l W

omen

in

Eng

inee

ring

, th

e A

sian

Am

eric

an B

ar A

ssoc

iati

on,

the

Nat

iona

l S

ocie

ty o

f B

lack

Eng

inee

rs a

nd

othe

rs.

Rec

ruit

men

t U

pd

ates

W

ith

the

proc

essi

ng o

f a

rece

nt h

ire

sche

dule

d fo

r F

ebru

ary

2015

, M

TA

Cap

ital

Con

stru

ctio

n’s

util

izat

ion

of H

ispa

nics

w

ithi

n th

e P

rofe

ssio

nals

job

cat

egor

y w

ill

incr

ease

by

appr

oxim

atel

y 1%

. A

ltho

ugh

our

hiri

ng n

eeds

are

lim

ited

, w

e in

tend

to c

onti

nue

this

upw

ard

tren

d in

201

5 th

roug

h ta

rget

ed r

ecru

itm

ent a

nd o

utre

ach

effo

rts.


________________________________________________________________________________

MTA

SM

AL

L B

US

INE

SS

M

EN

TO

RIN

G P

RO

GR

AM

UP

DA

TE

Feb

ruar

y 23

, 201

5


________________________________________________________________________________

MTA

Small B

usiness M

entorin

g Program Upd

ate

as of D

ecem

ber 3

1, 201

4

•Since Novem

ber 2

010, whe

n the Sm

all B

usiness M

entorin

g Program com

men

ced, M

TA

awarde

d 142 contracts, to

talin

g $88.2 million.

•105 of th

ese contracts w

ere aw

arde

d to 70 New

York State certified

M/W

BE firm

s,*

totalin

g over $65.3 m

illion (74%

).

•Of the

se 70 M/W

BE firm

s, 21 are also certified DBE

s.

•140 firms ha

ve been pre‐qu

alified

.

•70

firm

s are pe

nding pre‐qu

alificatio

n.

•42

loan

s were ap

proved

and

closed, to

talin

g $4,325,000. Participating firms may app

ly

for small business loa

ns, the

maxim

um value

of the

loan

shall be the lesser of $

150,000,

or 30%

of con

tract v

alue

.

•45

participating firms grad

uated from

SBM

P Tier 1.

* Tw

enty‐nine firms were aw

arde

d 2 or m

ore projects each over th

e pa

st fo

ur and

half p

rogram

years.


________________________________________________________________________________

MTA

SM

AL

L B

US

INE

SS

F

ED

ER

AL

PR

OG

RA

M U

PD

AT

E

Feb

ruar

y 23

, 201

5


________________________________________________________________________________

•Since Program inception in M

arch 2013, 22 projects have be

en awarde

d,

totalin

g $41.7 million, of w

hich, $14

million (34%

) was awarde

d to DBE

s.

•Th

irty‐on

e firms a

re prequ

alified

, and

one

firm

is pen

ding

prequ

alificatio

n.

•MTA

app

roved an

d closed

three loan

s totaling $615,000.

•Participating firms m

ay app

ly fo

r small business loa

ns; the

maxim

um value

of th

e loan

shall be the lesser of $

900,000, or 3

0% of con

tract v

alue

.

•MTA

is fina

lizing a Surety Bon

d Assistan

ce Program

with

Willis/ACE

Surety. Participating firms a

re eligible fo

r surety bo

nd assistance of up to

$3 m

illion.

MTA

Small B

usiness F

ederal Program

Upd

ate

as of D

ecem

ber 3

1, 201

4


________________________________________________________________________________

M/W

/DB

E C

ON

TR

AC

T C

OM

PL

IAN

CE

Fo

urt

h Q

uar

ter

2014

Up

dat

e

Feb

ruar

y 23

, 201

5


________________________________________________________________________________

DBE

Partic

ipation in Fed

erally Fun

ded Co

ntracts

Fed

eral Fiscal Year 2

015*

(Octob

er 1, 2014 to Decem

ber 3

1, 2014)

• Each year, MTA

repo

rts to the Fede

ral Transit Ad

ministratio

n on

a se

mi‐ann

ual

basis

DBE

participation in fede

rally fu

nded

con

tracts.

• Re

ports a

re su

bmitted

on June

1st ‐‐ coverin

g Octob

er th

rough March, and

De

cembe

r 1st ‐‐ coverin

g Ap

ril th

rough Septem

ber. The De

cembe

r rep

ort a

lso

summarize

s data for the

entire

Fed

eral Fisc

al Year (“FFY”).

• Re

ports include

data on

DBE

participation in new

awards and

payments on

completed

con

tracts.

• For F

FY 2015, M

TA se

t an overall D

BE goal of 1

7%.

• From

Octob

er 2014 through De

cembe

r 2014, M

TA awarde

d approxim

ately $554

million in th

e fede

rally fu

nded

portio

n of con

tracts and

awarde

d over $96

million (17%

) to certified

DBE

s.

• From

Octob

er 2014 through De

cembe

r 2014, M

TA paid prim

e contractors

approxim

ately $346

million, with

paymen

ts to

certified DB

Es to

taling over $45

million (13%

).

*The

Fed

eral Fisc

al Year run

s from Octob

er 1

st th

rough Septem

ber 3

0th .


________________________________________________________________________________

Nu

mb

er o

f C

on

trac

tsA

war

d A

mo

un

tN

um

ber

of

DB

E C

on

trac

ts

DB

E A

war

d

Am

ou

nt

% T

o A

gen

cy

To

tal

1st

SE

MI-

AN

NU

AL

RE

PO

RT

20$5

53,6

44,1

7158

$96,

248,

322

17%

17%

Oct

ober

201

4 -

Dec

emb

er 2

014

TO

TA

L20

$553

,644

,171

58$9

6,24

8,32

217

%17

%

Nu

mb

er o

f C

on

trac

tsP

aym

ent

Am

ou

nt

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ero

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BE

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bco

ntr

acts

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aym

ent

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ou

nt

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o A

gen

cy

To

tal

1st

SE

MI-

AN

NU

AL

RE

PO

RT

115

$345

,796

,010

417

$45,

468,

279

13%

17%

Oct

ober

201

4 -

Dec

emb

er 2

014

TO

TA

L11

5$3

45,7

96,0

1041

7$4

5,46

8,27

913

%17

%

*Dol

lar

amou

nts

repr

esen

t the

fede

rally

-fun

ded

port

ion

of c

ontr

acts

.

PA

YM

EN

TS

*

CO

NT

RA

CT

PA

YM

EN

TS

PA

YM

EN

TS

TO

PR

IME

S

DB

E P

AR

TIC

IPA

TIO

NO

VE

RA

LL

FT

A

GO

AL

FE

DE

RA

LL

Y-F

UN

DE

D C

ON

TR

AC

TS

DB

E C

ON

TR

AC

T A

CT

IVIT

YF

ED

ER

AL

FIS

CA

L Y

EA

R 2

015

(OC

TO

BE

R 2

014

- D

EC

EM

BE

R 2

014)

AW

AR

DS

*

CO

NT

RA

CT

AW

AR

DS

PR

IME

AW

AR

DS

DB

E P

AR

TIC

IPA

TIO

NO

VE

RA

LL

FT

A

GO

AL


________________________________________________________________________________

Tot

al A

war

dsT

otal

DB

E A

war

dsD

BE

%O

ctob

er 2

011

- M

arch

201

2$3

07,0

74,4

69$3

4,32

7,00

011

%A

pril

2012

- S

epte

mbe

r 20

12$1

56,5

64,0

18$2

1,41

6,15

314

%T

ota

l 201

2$4

63,6

38,4

87$5

5,74

3,15

312

%

Tot

al A

war

dsT

otal

DB

E A

war

dsD

BE

%O

ctob

er 2

012

- M

arch

201

3$8

45,2

38,3

20$1

09,0

07,3

4613

%A

pril

2013

- S

epte

mbe

r 20

13$6

99,0

47,9

60$9

7,55

7,35

614

%T

ota

l 201

3$1

,544

,286

,280

$206

,564

,702

13%

Tot

al A

war

dsT

otal

DB

E A

war

dsD

BE

%O

ctob

er 2

013

- M

arch

201

4$7

19,6

72,9

46$1

27,9

06,3

8918

%A

pril

2014

- S

epte

mbe

r 20

14$1

28,1

48,4

54$1

6,62

7,15

613

%T

ota

l 201

4$8

47,8

21,4

00$1

44,5

33,5

4517

%

Tot

al A

war

dsT

otal

DB

E A

war

dsD

BE

%O

ctob

er 2

014

- D

ecem

ber

2014

$553

,644

,171

$96,

248,

322

17%

To

tal 2

014

$553

,644

,171

$96,

248,

322

17%

DB

E C

ON

TR

AC

T A

WA

RD

SF

ED

ER

AL

FIS

CA

L Y

EA

R 2

012

Oct

ob

er 2

011

- S

epte

mb

er 2

012

DB

E C

ON

TR

AC

T A

WA

RD

SF

ED

ER

AL

FIS

CA

L Y

EA

R 2

015

Oct

ob

er 2

014

- D

ecem

ber

201

4

DB

E C

ON

TR

AC

T A

WA

RD

SF

ED

ER

AL

FIS

CA

L Y

EA

R 2

013

Oct

ob

er 2

012

- S

epte

mb

er 2

013

DB

E C

ON

TR

AC

T A

WA

RD

SF

ED

ER

AL

FIS

CA

L Y

EA

R 2

014

Oct

ob

er 2

013

- S

epte

mb

er 2

014


________________________________________________________________________________

Tot

al P

rime

Pay

men

tsT

otal

DB

E P

aym

ents

DB

E%

Oct

ober

201

1 -

Mar

ch 2

012

$652

,219

,929

$100

,229

,968

15%

Apr

il 20

12 -

Sep

tem

ber

2012

$812

,570

,064

$90,

441,

254

11%

To

tal 2

012

$1,4

64,7

89,9

93$1

90,6

71,2

2213

%

Tot

al P

rime

Pay

men

tsT

otal

DB

E P

aym

ents

DB

E%

Oct

ober

201

2 -

Mar

ch 2

013

$586

,192

,865

$62,

515,

499

11%

Apr

il 20

13 -

Sep

tem

ber

2013

$573

,253

,404

$75,

451,

916

13%

To

tal 2

013

$1,1

59,4

46,2

69$1

37,9

67,4

1512

%

Tot

al P

rime

Pay

men

tsT

otal

DB

E P

aym

ents

DB

E%

Oct

ober

201

3 -

Mar

ch 2

014

$608

,532

,033

$91,

976,

131

15%

Apr

il 20

14 -

Sep

tem

ber

2014

$932

,229

,007

$100

,045

,929

11%

To

tal 2

014

$1,5

40,7

61,0

40$1

92,0

22,0

6012

%

Tot

al P

rime

Pay

men

tsT

otal

DB

E P

aym

ents

DB

E%

Oct

ober

201

4 -

Dec

embe

r 20

14$3

45,7

96,0

11$4

5,46

8,27

913

%T

ota

l 201

5$3

45,7

96,0

11$4

5,46

8,27

913

%

Oct

ob

er 2

014

- D

ecem

ber

201

4

DB

E C

ON

TR

AC

T P

AY

ME

NT

SF

ED

ER

AL

FIS

CA

L Y

EA

R 2

013

Oct

ob

er 2

012

- S

epte

mb

er 2

013

DB

E C

ON

TR

AC

T P

AY

ME

NT

SF

ED

ER

AL

FIS

CA

L Y

EA

R 2

014

Oct

ob

er 2

013

- S

epte

mb

er 2

014

DB

E C

ON

TR

AC

T P

AY

ME

NT

SF

ED

ER

AL

FIS

CA

L Y

EA

R 2

012

Oct

ob

er 2

011

- S

epte

mb

er 2

012

DB

E C

ON

TR

AC

T P

AY

ME

NT

SF

ED

ER

AL

FIS

CA

L Y

EA

R 2

015


________________________________________________________________________________

MWBE

Participation in State Fun

ded Co

ntracts

New

York State Fiscal Year 2

014‐2015*

(April 1, 2014 to Decem

ber 3

1, 2014)

• Each year, MTA

repo

rts to the Em

pire State Develop

men

t Corpo

ratio

n on

a

quarterly

basis MWBE

participation on

state fund

ed con

tracts.

• Re

ports a

re su

bmitted

15 days after th

e en

d of each qu

arter, on

Janu

ary 15,

April 15, Ju

ly 15, and

Octob

er 15.

• Re

ports include

data on

con

tracts with

goals and MWBE

con

tract p

ayments.

• MTA

establishe

d an

overall MWBE

goal of 2

0% fo

r State fiscal year 2

014‐2015,

startin

g on

April 1, 2014.

• From

April 1, 2014 to Decem

ber 3

1, 2014, M

TA awarde

d approxim

ately $2

.1 in

NY State fund

ed con

tracts, w

ith over $

372 million (18%

) awarde

d to certified

MWBE

s.

• From

April 1, 2014 to Decem

ber 3

1, 2014, M

TA paid approxim

ately $877

million

on prim

e contracts w

ith over $

198 million (23%

), paid to

MWBE

s.

*The

State Fisc

al Year run

s from April 1s

t throu

gh M

arch 31s

t .


________________________________________________________________________________

Nu

mb

er o

f C

ontr

acts

Aw

ard

Am

oun

tN

um

ber

of M

WB

ES

ub

con

trac

ts

MW

BE

Aw

ard

A

mou

nt

MW

BE

%

FIR

ST

QU

AR

TE

R16

,915

$540

,465

,794

424

$83,

913,

228

16%

20%

AP

RIL

201

4-JU

NE

201

4

SE

CO

ND

QU

AR

TE

R14

,250

$366

,609

,489

994

$110

,419

,842

30%

20%

JUL

Y 2

014-

SE

PT

EM

BE

R 2

014

TH

IRD

QU

AR

TE

R18

,346

$1,1

88,0

24,6

5684

4$1

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18,6

5715

%20

%O

CT

OB

ER

201

4-D

EC

EM

BE

R 2

014

TO

TA

L49

,511

$2,0

95,0

99,9

402,

262

$372

,151

,727

18%

20%

Nu

mb

er o

f C

ontr

acts

Pay

men

t A

mou

nt

Nu

mb

er

MW

BE

C

ontr

acts

MW

BE

Pay

men

t A

mou

nt

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BE

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TE

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$297

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PR

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R 2

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1,72

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$55,

867,

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L5,

209

$876

,941

,943

6,33

2$1

98,4

62,1

2923

%20

%

NY

S C

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CE

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ER

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EN

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WB

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AR

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AR

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RA

CT

AW

AR

DS

PR

IME

AW

AR

DS

MW

BE

AW

AR

DS

NY

S

Goa

l


________________________________________________________________________________

AG

EN

CY

AG

EN

CY

PR

IME

A

WA

RD

SM

BE

AW

AR

DS

MB

E%

WB

E A

WA

RD

SW

BE

%

Tot

al M

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E

Tot

al

M/W

BE

%Q

TR

. 1

MT

A$3

66,3

42,2

16$1

2,41

8,88

23%

$6,8

61,2

582%

$19,

280,

140

5%Q

TR

. 2M

TA

$360

,271

,682

$17,

787,

465

5%$1

1,54

9,55

03%

$29,

337,

015

8%Q

TR

. 3M

TA

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32,6

07,3

49$6

7,79

3,66

87%

$44,

284,

802

4%$1

12,0

78,4

7011

%Q

TR

. 4M

TA

$79,

386,

111

$4,2

05,1

695%

$2,8

30,7

354%

$7,0

35,9

049%

TO

TA

LS

$1,8

38,6

07,3

58$1

02,2

05,1

846%

$65,

526,

344

4%$1

67,7

31,5

289%

AG

EN

CY

AG

EN

CY

PR

IME

A

WA

RD

SM

BE

AW

AR

DS

MB

E%

WB

E A

WA

RD

SW

BE

%

Tot

al M

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E

Tot

al

M/W

BE

%Q

TR

. 1

MT

A$1

27,2

57,4

40$2

0,26

1,49

516

%$1

8,86

9,06

915

%$3

9,13

0,56

431

%Q

TR

. 2M

TA

$215

,936

,782

$25,

266,

811

12%

$21,

435,

174

10%

$46,

701,

986

22%

QT

R. 3

MT

A$2

46,7

52,4

96$3

9,48

3,61

016

%$2

8,74

0,69

212

%$6

8,22

4,30

228

%Q

TR

. 4M

TA

$128

,226

,362

$28,

785,

208

22%

$22,

036,

571

17%

$50,

821,

779

40%

TO

TA

LS

$718

,173

,079

$113

,797

,125

16%

$91,

081,

506

13%

$204

,878

,631

29%

AG

EN

CY

AG

EN

CY

PR

IME

A

WA

RD

SM

BE

AW

AR

DS

MB

E%

WB

E A

WA

RD

SW

BE

%

Tot

al M

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E

Tot

al

M/W

BE

%Q

TR

. 1

MT

A$1

16,9

55,5

85$2

3,34

9,64

120

%$1

8,15

7,76

816

%$4

1,50

7,41

035

%Q

TR

2M

TA

$195

,012

,501

$20,

680,

851

11%

$14,

881,

246

8%$3

5,56

2,09

818

%Q

TR

3M

TA

$240

,110

,260

$31,

353,

894

13%

$26,

014,

920

11%

$57,

368,

815

24%

QT

R 4

MT

A$8

7,36

5,45

5$2

0,81

2,61

724

%$1

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2,61

013

%$3

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737

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OT

AL

S$6

39,4

43,8

01$9

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315

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6,54

511

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AG

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CY

AG

EN

CY

PR

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A

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AW

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E%

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E A

WA

RD

SW

BE

%

Tot

al M

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E

Tot

al

M/W

BE

%Q

TR

. 1M

TA

$540

,465

,794

$42,

186,

077

8%$4

1,72

7,15

18%

$83,

913,

228

16%

QT

R. 2

MT

A$3

66,6

09,4

89$5

5,96

5,31

315

%$5

4,45

4,52

915

%$1

10,4

19,8

4230

%Q

TR

. 3M

TA

$1,1

88,0

24,6

56$7

4,70

9,01

46%

$103

,109

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9%$1

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5715

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S$2

,095

,099

,940

$172

,860

,404

8%$1

99,2

91,3

2310

%$3

72,1

51,7

2718

%

MW

BE

AW

AR

DS

FY

201

1 -

2012

MW

BE

AW

AR

DS

Apr

il 20

11 -

Mar

ch 2

012

FY

201

4 -

2015

MW

BE

AW

AR

DS

A

pril

2014

- D

ecem

ber

2014

FY

201

3 -

2014

MW

BE

AW

AR

DS

A

pril

2013

- M

arch

201

4

FY

201

2 -

2013

MW

BE

AW

AR

DS

A

pril

2012

- M

arch

201

3


________________________________________________________________________________

Tot

al P

rime

Pay

men

tsT

otal

DB

E P

aym

ents

DB

E%

Oct

ober

201

1 -

Mar

ch 2

012

$652

,219

,929

$100

,229

,968

15%

Apr

il 20

12 -

Sep

tem

ber

2012

$812

,570

,064

$90,

441,

254

11%

To

tal 2

012

$1,4

64,7

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93$1

90,6

71,2

2213

%

Tot

al P

rime

Pay

men

tsT

otal

DB

E P

aym

ents

DB

E%

Oct

ober

201

2 -

Mar

ch 2

013

$586

,192

,865

$62,

515,

499

11%

Apr

il 20

13 -

Sep

tem

ber

2013

$573

,253

,404

$75,

451,

916

13%

To

tal 2

013

$1,1

59,4

46,2

69$1

37,9

67,4

1512

%

Tot

al P

rime

Pay

men

tsT

otal

DB

E P

aym

ents

DB

E%

Oct

ober

201

3 -

Mar

ch 2

014

$608

,532

,033

$91,

976,

131

15%

Apr

il 20

14 -

Sep

tem

ber

2014

$932

,229

,007

$100

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11%

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tal 2

014

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40,7

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40$1

92,0

22,0

6012

%

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al P

rime

Pay

men

tsT

otal

DB

E P

aym

ents

DB

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Oct

ober

201

4 -

Dec

embe

r 20

14$3

45,7

96,0

11$4

5,46

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ota

l 201

5$3

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DB

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ON

TR

AC

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AY

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mb

er 2

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ON

TR

AC

T P

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ME

NT

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ED

ER

AL

FIS

CA

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ob

er 2

014

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ecem

ber

201

4

DB

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ON

TR

AC

T P

AY

ME

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SF

ED

ER

AL

FIS

CA

L Y

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R 2

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er 2

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epte

mb

er 2

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DB

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ON

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ER

AL

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ob

er 2

013

- S

epte

mb

er 2

014


________________________________________________________________________________

FIN

AN

CIA

L A

ND

LE

GA

LS

ER

VIC

ES

Feb

ruar

y 23

, 201

5


________________________________________________________________________________

WBE

10%

MBE

2%TO

TAL88

%

WBE

10%

MBE 2%

MTA

ALL AGEN

CY LEG

AL FEES

APRIL 20

14 ‐DECEM

BER 20

14

WBE

MBE

TOTA

LTO

TAL FEES = $21

,177

,281

10% M

BE10

% W

BE

ACTU

AL M

BE PAR

TICIPA

TION = $40

8,73

2 or

2%AC

TUAL

WBE

PAR

TICIPA

TION = $2,02

1,82

7 or 10%


________________________________________________________________________________

AGEN

CYAL

L FEES PAID

MBE

FEES PA

IDAg

ency M

BE

PART

ICIPAT

ION

WBE

FEES PA

IDAg

ency W

BE

PART

ICIPAT

ION

B &T

$326

,149

$285

0.1%

$29,31

19.0%

LIRR

$1,122

,391

$55,06

64.9%

$15,42

21.4%

MTA

BUS

$3,081

,545

$182

,045

5.9%

$211

,694

6.9%

MTA

CC$2

,565

,119

$00.0%

$1,269

,213

49.5%

MTA

HQ

$5,908

,865

$16,64

40.3%

$59,20

71.0%

MNR

$1,297

,238

$44,58

03.4%

$7,174

0.6%

NYC

TA$6

,875

,973

$110

,112

1.6%

$429

,806

6.3%

TOTA

L$2

1,17

7,28

1$4

08,732

1.9%

$2,021

,827

9.5%

MTA

ALL AGEN

CY LEG

AL FEES PA

ID AP

RIL TH

ROUGH DEC

EMBE

R 20

14


________________________________________________________________________________

MT

A A

LL A

GE

NC

IES

UN

DE

RW

RIT

ER

FE

ES

A

pri

l 20

14

-De

ce

mb

er

20

14

10

% M

BE

GO

AL

1

0%

WB

E G

OA

L

ALL

OT

HE

R U

ND

ER

WR

ITE

R F

EE

S-

$8

,48

1,1

40

To

tal U

nd

erw

rite

r F

ee

s=

$9

,94

0,0

79

or

10

0%

A

ctu

al

MB

E P

art

icip

ati

on

= $

1,1

61

,03

6 o

r 1

2%

A

ctu

al

WB

E P

art

icip

ati

on

= $

29

7,9

03

or

3%

•MB

E

~WBE

DA

LL

OT

HE

R

FEE

S


________________________________________________________________________________

MTA

AS

SE

T F

UN

D M

AN

AG

ER

S

Feb

ruar

y 23

, 201

5


________________________________________________________________________________

Asset F

und Managers

MTA

MaB

STOA Pension Plan

As of 1

2/31/2014


________________________________________________________________________________

* Tradition

al assets include

dom

estic

equ

ities, internatio

nal equ

ities, emerging

market e

quities

as well as fixed

income. In previous presentations, internatio

nal equ

ities and

emerging

market

equitie

s were exclud

ed from

the grou

p of tradition

al assets.

Asset F

und Managers

MTA

Defined

Ben

efit Pe

nsion Plan

Includ

ing LIRR

Add

ition

al Plan

As of 1

2/31

/201

4

8.8%

91.2%

MWBE

Assets

Total A

ssets

Actual M

WBE

Participation = $3

36,127

,595

Total A

ssets = $3,825,559,448

19.5%

80.5%

MWBE

Assets

Tradition

al Assets

MWBE

GOAL

‐20%

Tradition

alAssets= $1,719,720,087

Actual M

WBE

Participation = $ 33

6,12

7,59

5


________________________________________________________________________________

MTA

CA

PIT

AL

PR

OJE

CT

SM

/W/D

BE

AW

AR

DS

Feb

ruar

y 23

, 201

5


________________________________________________________________________________

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cip

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n G

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: 17

%T

ota

l A

war

ds

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tal

DB

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tici

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)

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639.

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0$

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28%

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erT

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639.

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1,48

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$

20%

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dit

ion

al M

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n:

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2014

TO

TA

LS

(JA

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AR

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DE

CE

MB

ER

201

4)

(i

n m

illio

ns)

FIR

ST

QU

AR

TE

R (

JAN

UA

RY

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AR

CH

)

(in

mill

ion

s)

SE

CO

ND

QU

AR

TE

R (

AP

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NE

)

(in

mill

ion

s)

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IRD

QU

AR

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(in

mill

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(in

mill

ion

s)


________________________________________________________________________________

MW

BE

AW

AR

DS

ON

MT

A C

AP

ITA

L P

RO

JEC

TS

wit

h G

OA

LS

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UA

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201

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TA

TE

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MB

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n G

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ota

l A

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9.9%

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(JA

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Y-D

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)

(in

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(JA

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CH

)

(in

mill

ion

s)


________________________________________________________________________________

Feb

ruar

y 23

, 201

5

MTA

EEO

POLICY

STATEMEN

TS


________________________________________________________________________________

FEBRUARY 2015

MTAHQ POLICY EQUAL EMPLOYMENT OPPORTUNITY

GRC002881 Policy Number 12-001

The Metropolitan Transportation Authority (“MTA”) is fully committed to equal employment opportunity for all employees and applicants for employment without unlawful regard to race, color, religion, creed, national origin, ancestry, sex, sexual orientation, age, disability, predisposing genetic characteristic, gender identity, gender expression, domestic violence victim status, pregnancy, military or marital status or arrest/conviction records. This Policy applies to all personnel actions, including but not limited to promotion, demotion, transfer, recruitment, layoff or other discharge, recall, rates of pay, benefits and selection for training. Further, the MTA expressly prohibits any form of unlawful harassment based on race, color, religion, creed, national origin, ancestry, sex, sexual orientation, age, disability, predisposing genetic characteristic, gender identity, gender expression, domestic violence victim status, pregnancy, military or marital status or arrest/conviction records. Such unlawful interference with the ability of the MTA’s employees to perform their expected job duties is not tolerated.

The MTA is fully committed to complying with all applicable laws for establishing and implementing a program providing equal employment opportunities for all employees and applicants for employment. The MTA has developed an equal employment opportunity program, setting goals with timetables to provide minorities and women equal opportunities in its workforce. All managers and supervisors are responsible for implementing this program. This responsibility is measured in the same manner as their performance toward other business objectives. The successful achievement of this program will provide benefits to MTA through fuller utilization and development of minorities and women employees.

All employees and applicants for employment shall be protected from retaliation or harassment for filing a complaint or participating in an investigation of a complaint. Reprisal against or interference with an employee’s or applicant’s right to file a complaint concerning such matters constitutes a violation of this Policy.

Michael J. Garner, Chief Diversity Officer, is responsible for coordinating the MTA’s equal employment opportunity program. If you believe you have been subjected to a violation of this Policy in your employment or application for employment, you may contact your immediate supervisor, a higher level supervisor or Mr. Garner at 2 Broadway, 16th Floor, New York, NY 10004. Mr. Garner can be reached by telephone at (646) 252-1385. A supervisor who receives a complaint under this Policy should immediately contact Mr. Garner. If you wish to file a complaint, you should contact Mr. Garner at the above address or phone number. In addition, an employee or an applicant for employment may contact the Department of Diversity and Civil Rights at (646) 252-1373 in order to file a complaint. The Department of Diversity and Civil Rights will promptly initiate a thorough and impartial inquiry.


________________________________________________________________________________

FEBRUARY 2015

MT AHQ POLICY EQUAL EMPLOYMENT OPPORTUNITY (Continued)

If, for any reason, you do not wish to bring your complaint to a supervisor, to Mr. Gamer, or to the Department of Diversity and Civil Rights, then you should report the matter to the MTA Chief of Staff, who will promptly initiate a thorough and impartial inquiry. The Chief of Staft~ with my approval, .may delegate the inquiry to another person. In all cases, confidentiality will be maintained throughout the investigation to the extent practical and consistent with the MT A's obligation to undertake a full inquiry and to make a detennination. In addition, all employees are required to fully cooperate during the conduct of such an investigation.

If it is detennined that a violation of this Policy has occurred, the MTA will take immediate action to remedy the situation. Any employee who is found to have violated this Policy or any supervisory or managerial employee who knowingly permits a violation of this Policy to occur may be subject to disciplinary action, up to and including dismissal from employment. Such an employee may also be subject to personal legal and financial liability.

In addition to the complaint procedures described above, complaints may be filed with the New York State Division of Human Rights or the United States Equal Employment Opportunity Commission.

This Policy is to ~osted in prominent locations throughout the MT A's facilities.

(~P-\ cr-Thomas F. Prendergast Chairman and Chief Executive Officer



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FEBRUARY 2015

MTAHQ POLICY SEXUAL AND OTHER DISCRIMINATORY HARASSMENT


Sexual or other discriminatory harassment in the workplace is illegal and all employees, vendors, visitors and applicants for employment are prohibited from engaging in any such activity. It is the Policy of the Metropolitan Transportation Authority (“MTA”) that all employees have the right to work in an environment free from any form of discriminatory harassment or intimidation, either physical or verbal, by any other employee, vendor, visitor or applicant for employment. The MTA will not tolerate sexual or any other form of discriminatory harassment and violators of this Policy will be subject to disciplinary action, including but not limited to termination of employment.

Sexual harassment consists of unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

1. submission to such conduct is made explicitly or implicitly a term or condition of an individual’s employment, or

2. submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or

3. such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.

Sexual harassment can occur in a variety of circumstances, including but not limited to the following:

1. The victim and the harasser may be a woman or a man. 2. The harasser can be the victim’s supervisor, an agent of the employer, a

supervisor in another area, a co-worker or a non-employee. 3. Unlawful sexual harassment may occur without economic injury to or discharge

of the victim. 4. The harasser’s conduct must be unwelcome.

Examples of sexual harassment include, but are not limited to:

o a demand for sexual favors that is accompanied by a promise of favorable job treatment or a threat concerning the employee’s or applicant’s employment;

o pressure for sexual favors, including implying or threatening that an applicant’s or employee’s cooperation of a sexual nature (or refusal thereof) will have any effect on the person’s employment, job assignment, wages, promotion, or on any other conditions of employment or future job opportunities; or


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FEBRUARY 2015

MTAHQ POLICY SEXUAL AND OTHER DISCRIMINATORY HARASSMENT (Continued)


o unwelcome conduct of an offensive nature, such as continual sexual propositions, slurs or innuendoes directed at the employee or applicant, uninvited physical contact, or repeated vulgar or demeaning comments, whether written, oral or sent by e-mail, directed toward the employee or applicant and others of his/her gender.

Harassment does not have to be of a sexual nature, however, and can include other forms of harassment. Other forms of discriminatory harassment consist of unwelcome conduct that is based on race, color, religion, creed, national origin, ancestry, sex, pregnancy, sexual orientation, age, disability, predisposing genetic characteristic, gender identity, gender expression, domestic violence victim status, military or marital status, arrest/conviction records or any other legally protected basis, including based on the employee’s having filed a complaint of discrimination under this Policy or the MTA Americans with Disabilities Act or Equal Employment Opportunity Policies, that has the purpose or effect of unreasonably interfering with an individual’s work performance, or creating an intimidating, hostile or offensive working environment.

All employees, visitors, vendors and applicants for employment shall be protected from retaliation for filing a complaint or participating in an investigation of a complaint. Reprisal against or interference with an employee’s, visitor’s, vendor’s or applicant’s right to file a complaint concerning such matters constitutes a violation of this Policy.

Michael J. Garner, Chief Diversity Officer, is responsible for coordinating this Policy. If you believe you have been subjected to a violation of this Policy in your employment or application for employment, you may contact your immediate supervisor, a higher level supervisor or Mr. Garner at 2 Broadway, 16th Floor, New York, NY 10004. Mr. Garner can be reached by telephone at (646) 252-1385. A supervisor who receives a complaint under this Policy, should immediately contact Mr. Garner. If you wish to file a complaint, you should contact Mr. Garner at the above address or phone number. In addition, an employee or applicant may contact the Department of Diversity and Civil Rights at (646) 252-1373 in order to file a complaint.

The Department of Diversity and Civil Rights will promptly initiate a thorough and impartial inquiry.


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FEBRUARY 2015

MT AHQ POLICY SEXUAL AND OTHER DISCRIMINATORY HARASSMENT (Continued)

If, for any reason, you do not wish to bring your complaint to a supervisor, to Mr. Gamer, or to the Department of Diversity and Civil Rights, then you should immediately report the matter to the MT A Chief of Staff, who will promptly initiate a thorough and impartial inquiry. The Chief of Staff, with my approval, may delegate the inquiry and determination to another person. In all cases, confidentiality will be maintained throughout the investigation to the extent practical and consistent with the MTA' s obligation to undertake a full inquiry and to make a determination. In addition, all employees are required to fully cooperate during the conduct of such an investigation. The MT A Equal Employment Opportunity Policy also contains pertinent information relating to claims of discrimination.

If it is determined that a violation of this Policy has occurred, the MT A will take immediate action to remedy the situation. Any employee who is found to have violated this Policy or any supervisor or managerial employee who knowingly permits a violation of this Policy to occur may be subject to disciplinary action, up to and including dismissal from employment. Such an employee may also be subject to personal legal and financial liability.


This Policy is to be posted in prominent locations throughout the MTA' s facilities.

\~fV--.r-Thomas F. Prendergast Chairman and Chief Executive Officer



________________________________________________________________________________

FEBRUARY 2015

MTAHQ POLICY AMERICANS WITH DISABILITIES ACT


The Metropolitan Transportation Authority (“MTA”) is fully committed to equal opportunity for all employees and applicants for employment and prohibits discrimination on the basis of disability in all of its employment practices. Such unlawful interference with the ability of the MTA’s employees to perform their expected job duties is not tolerated. The Americans with Disabilities Act (“ADA”) requires MTA to make reasonable accommodations to qualified applicants and employees with disabilities under certain circumstances. The MTA recognizes this obligation and has adopted guidelines to ensure its compliance with the ADA.

To request a reasonable accommodation for a disability relating to your employment or application for employment with the MTA, please contact Jessie Crawford, Deputy Director, Human Resources and Retirement Programs, MTA Human Resources Department, 2 Broadway, 4th Floor New York, NY 10004, at (212) 878-7238.

All employees and applicants for employment shall be protected from retaliation or harassment for filing a complaint or participating in an investigation of a complaint. Reprisal against or interference with an employee’s or applicant’s right to file a complaint concerning such matters constitutes a violation of this Policy.

Michael J. Garner, Chief Diversity Officer, is responsible for coordinating this Policy. If you believe you have been subjected to a violation of this Policy in your employment or application for employment with the MTA, you may contact your immediate supervisor, a higher level supervisor or Mr. Garner at 2 Broadway, 16th Floor, New York, NY 10004. Mr. Garner can be reached by telephone at (646) 252-1385. A supervisor who receives a complaint under this Policy should immediately contact Mr. Garner. If you wish to file a complaint, you should contact Mr. Garner at the above address or phone number. In addition, an employee or applicant may contact the Department of Diversity and Civil Rights at (646) 252-1373 in order to file a complaint. The Department of Diversity and Civil Rights will promptly initiate a thorough and impartial inquiry.

If, for any reason, you do not wish to bring your complaint to a supervisor, to Mr. Garner, or to the Department of Diversity and Civil Rights, then you should immediately report the matter to the MTA Chief of Staff, who will promptly initiate a thorough and impartial inquiry. The Chief of Staff, with my approval, may delegate the inquiry and determination to another person. In all cases, confidentiality will be maintained throughout the investigation to the extent practical and consistent with the MTA’s obligation to undertake a full inquiry and to make a determination. In addition, all employees are required to fully cooperate during the conduct of such an investigation.

The MTA Equal Employment Opportunity Policy also contains pertinent information relating to claims of discrimination.


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FEBRUARY 2015

MT AHQ POLICY AMERICANS WITH DISABILITIES ACT (Continued)

If it is determined that a violation of this Policy l1as occurred, the MTA will take immediate action to remedy the situation. Any employee who is found to have violated this Policy or any supervisor or managerial employee who knowingly permits a violation of this Policy to occur may be subject to disciplinary action, up to and including dismissal from employment. Such an employee may also be subject to personal legal and financial liability.


This Policy is to be posted in prominent locations throughout the MTA's facilities.

\hf::~--r-Thomas F. Prendergast Chairman and Chief Executive Officer



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new j. molloy, chairman f. ferrer, mta vice chairman committee...

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