1To:
Date:
From:
SUBJECT:
Background:
Expense:
TIlE CITY OF PLEASANT LIVING
CITY OF SOUTH MIAMI
Honorable Mayor and City Commission
January 6,2015
Steven Alexander
City Manager I
A Resolution authorizing the City Manager to remit payment of $6000 to Dr.
Rick Holton & Associates, P.A. for Cultural Diversity training. $4000 of payment will
be charged to Forfeiture account 615-1910-521-4070 (Travel and Per Diem) and
$2000 will be charged to City wide training account 001-1330-513-4080.
The Police Department and Human Resources wish to provide Cultural
Diversity training to all sworn police personnel as well as all Department
Directors and selected supervisory personnel. This training will provide staff
with a greater understanding of how to deal with different ethnic and racial
groups as well as providing diversity and sensitivity awareness. The training
cost covers five (5), four (4) hour workshops and will take place at the South
Miami Police Department. The City of South Miami received three proposals
shown below.
CSG
Skillpath Corporate Strategies
Rick Holton & Associates, P.A.
$10,350
$16,000
$6,000
The proposals were reviewed and it was determined that Rick Holton &
Associates, P. A. is the lowest, responsive and responsible firm for this these
services.
This training will be provided by Dr. Rick Holton who is a 30 year veteran of
the Miami Dade Police Department and currently serves as a professor for
St. Thomas University and is a member of National Organization of Black
Law Enforcement as well as many other nationally recognized organizations.
This training should assist in creating and fermenting closer relationships with
the community that we serve and advances the Chief of Polices Community
Policing principles.
$6,000
Accounts:
Attachments:
615-1910-521-4070 ($4,000) Federal Forfeiture Travel and Per Diem with a
current balance of $35,000.
001-1330-513-4080 ($2,000) Citywide Training with a current balance of
$9,778.
Resolution
Quotes (3)
Federal Forfeiture Guidelines
Course Description
Sunbiz
Scope of Services E-Mail
Memo to City Attorney for Forfeiture Expenditures
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RESOLUTION NO. ________ _
A Resolution authorizing the City Manager to expend $6000 for Cultural
Diversity Training for the Police Department and Department Heads.
WHEREAS, the Police Department and Human Resources wish to certain City Staff, including police
officers with diversity training in order to provide the citizens with a higher standard of service; and
WHEREAS, cultural diversity training will create an environment in which to explore greater
understanding of diverse groups which the City serves; and
WHEREAS, three (3) quotes were received for such training and the vendor selected is the lowest,
most responsible and responsive bidder; and
WHEREAS, the funding for this training will be jointly funded by the Police Department and Human
Resources.
NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND CITY COMMISSION OF THE CITY
OF SOUTH MIAMI, FLORIDA:
Section I: The City Manager is hereby authorized to negotiate and enter into an agreement with Dr.
Rick Holton & Associates, P.A. for Cultural Diversity training for an amount not to exceed $6,000. An
amount not to exceed $4,000 of the contract price shall be charged to Forfeiture account 615-1910-521-4070
(Travel and Per Diem) for training of law enforcement personnel only and an amount not to exceed $2,000
will be charged to account 001-1330-513-4080 for City wide training for non-law enforcement personnel.
Section 2: Severability: If any section, clause, sentence, or phrase of this resolution is for any reason
held invalid or unconstitutional by a court of competent jurisdiction, this holding shall not affect the validity of
the remaining portions of this resolution.
Section 3: This resolution shall take effect immediately upon approval.
PASSED AND APPROVED this __ day of ______ ,' 2015.
ATTEST:
CITY CLERK
READ AND APPROVED AS TO FORM,
LANGUAGE, LEGALITY AND
EXECUTION THEREOF
CITY ATTORNEY
APPROVED:
MAYOR
COMMISSION VOTE:
Mayor Stoddard:
Vice Mayor Harris:
Commissioner Liebman:
Commissioner Edmond:
Commissioner Welsh:
City of South Miami
Police Department
INTER-OFFICE MEMORANDUM
TilE CITY OF PLEASANT LIVING
TO: Thomas Pepe
City Attorney
FROM: Chief Rene Landa
DATE: December 5, 2014
SUBJECT: Forfeiture Expenditure-Human Diversity Training
As per your request for a memo "explaining how and why forfeiture funds are being used
and cite the specific provision of the federal guideline I believe is authorization for the
use of forfeiture funds" this memo was authored regarding a resolution authorizing the
expenditure of $4000.00 for Human Diversity Training for the Police Department. Based
on my review of the "Guide to Equitable Sharing for State and Local Law Enforcement
Agencies" (copy provided to your office) published in 2009 page 16 Section 8 Subsection
A 1 B Law Enforcement Training: the training of officers, investigators, prosecutors,
and law enforcement support personnel in any area that is necessary to perform
official duties.
Also referencing the Florida Department of Law Enforcement (FDLE) -Law
Enforcement Officer Ethical Standards of Conduct (attached) Principle 3 states the
following:
3.1 Police officers shall provide every person in our society with professional, effective
and efficient law enforcement services.
3.2 Police officers shall not express, whether by act, omission or statement, prejudice
concerning race, color, creed, religion, national origin, sex, marital status, and status with
regard to public assistance, disability, sexual orientation or age.
3.3 Police officers shall not allow their law enforcement decisions to be influenced by
race, color, creed, religion, national origin, sex, and marital status, status with regard to
public assistance, disability, sexual orientation or age.
As outlined in the proposal by Dr. Rick Holton & Associates, P.A. (copy provided in
earlier email) Agenda at a Glance this training covers Managing Diversity, Ethic's/Self
Awareness and Human Diversity Traffic Stops. These training principles will provide
officers with skills which will ensure that applicable FDLE ethical standards are adhered
to. In my opinion the relation of all cited principles and the Federal Forfeiture Guide rule
on expenditures for training "in an area that is necessary to perform official duties",
complies with appropriate expenditures.
If you have any further questions regarding this issue please feel free to contact my
office.
16 • Guide to Equitable Sharing ----VIII. What 'Are the Uses of Equitably Shared Property?
A. LaW enforcement uses
Except as noted in this Guide, equitably shared funds shall be used by law enforcement agencies for
law enforcement purposes only. Subject to laws, rules, regulations, and orders of the state or local juris-
diction governing the use of public funds available for law enforcement purposes, the expenses noted
below are pre-approved as permissible uses of shared funds and property.
To avoid a conflict of interest or the appearance of a conflict of interest, any employee of any federal,
state, or local governmental agency (or members of his or her immediate family or those residing in
his or her household) who was involved in the investigation which led to the forfeiture of the prop-
erty to be sold by the USMS contractor is prohibited from purchasing, either directly or indirectly,
__ forfeited property. Additionally, Department of Justice employees and contractors may not, without
prior written approval of a designated agency official, directly or indirectly purchase property that has
been forfeited to the United States; or personally use such property that has been directly or indirectly
purchased from the United States by a member of ~ or her immediate family.
The fact that shared property was forfeited as a result ~f a particular federal violation does not limit
its use. For example, when an agency receives a share of property that was forfeited for a federal drug
violation, the recipient is not limited in its use of the property in the recipient agency's drug enforce-
ment program. Among the following uses, priority should be given to supporting community policing
activities, training, and law enforcement operations:
1. Permissible uses
a. Law enforcement investigations-the support of investigations and operations that may
result in furthering the law enforcement goals and mission, e.g., payment of overtime for
officers and investigators; payments to informants; "buy," "flash," or reward money; and
the purchase of evidence.
b. Law enforcement training-the training of officers, investigators, prosecutors, and
law enforcement support personnel in any area that is necessary to perform official
law enforcement duties. Priority consideration should be given to training in: (1) asset
forfeiture in general (statutory requirements, policies, procedures, case law); (2) the
Fourth Amendment (search and seizure, probable cause, drafting affidavits, confidential
informant reliability); (3) ethics and the National Code of Professional Conduct for Asset
Forfeiture,16 (4) due process; (5) protecting the rights of innocent third parties (individuals
and lienholders); (6) use of computers and other equipment in support of law enforcement
duties; and (7) this Guide.
c. Law enforcement and detention facilities-the costs associated with the purchase, lease,
construction, expansion, improvement, or operation of law enforcement or detention
facilities used or managed by the recipient agency. For example, the costs of leasing,
~ ee I\Ppend'
IX B for a copy of the National Code of Professional Conduct for Asset Forfeiture,
December 17,2014
Rene Landa, Chief
South Miami Police Department
6130 S.W. 72nd Street
South Miami FL, 33143
Dear Chief Landa,
Thank you for allowing me the opportunity to provide you with a proposal for
professional services on Diversity & Sensitivity training for the sworn staff
members of the South Miami Police Department.
Please find enclosed information outlining my proposal for professional services
as an instructor for (Five) 4 hour workshop's on Diversity & Sensitivity in Today's
Workplace. This course has been designed for sworn, supervisors, political/
community leaders, and managers as well. The workshop will also include current
FDLE requirements on Diversity Traffic Stop's and strategies to foster positive
relationships within the community.
My expertise in the training arena, along with my past workshop and course work
experiences locally, nationally, and internationally, qualifies me as an instructor to
provide you with a product that addresses today's issues, as well as tomorrow's
concerns. I assure you that you can expect the same level and quality of service's
that I have provided to other Police Agencies in the past.
Enclosed, you will also find a preview of the Course at a Glance, Goals and
Objective's and my Biographical sketch. Again, I look toward providing your
participants with an academic challenge, and a rewarding experience that they will
never forget. If there are any questions, please contact me by calling 786-295-157.
Sincerely,
olton, Chief Training Consultant
"Professional Training Services to Meet Today's Need's"
Diversity& Sensitivity Training In Today's Workplace
Designed for South Miami Police Department
The standard for professional conduct among police officers, and supervisors
are being pushed to a new level through political-community pressure and
lawsuits. National and local events such as the Amadou Diallo incident, Mike
Brown of Furguson, MO, a diverse workforce to include gender, and the
community's out cry for cultural sensitivity training and effective leadership
among our public service employees, has caused the criminal justice arena to
adjust its attitude toward dealing with citizen's, co-workers, and the greater
community in general, in a more effective manner. This factor has a direct
effect on their delivery of service as well.
This calls for more current and practical methods of training supervisors,
civilian staff, and even community members to be more professional and
proficient when responding to address such matters of mutual concern.
Tremendous demands are being placed upon law enforcement personnel to be
sensitive to offensive comments, jokes and gestures that may be perceived by
various groups as insulting degrading, or lacking professionalism. The
"Diversity & Sensitivity" workshop is designed for sworn personnel to
address these concerns and to provide the employee with the necessary
knowledge and skills to be more effective and efficient as leaders,
professionals, and public employees.
The training is based on what police, supervisors, managers, professional
trainers, public employees do every day from a leadership and goal directed
perspective. The workshop's will encompass the use of various instructional
methods including lecture on current issues and topic matter, relevant videos,
and role-playing.
"Professional Training Services to Meet Today's Need's"
Agenda At A Glance
I. Introduction and purpose:
The facilitator provides an overview of the topic and
the significance of understanding, and skill development in the complex world of
Cultural Differences in the workplace. The significance of value, sensitivity, and
morality will be explored through a full class exercise. The "World House", Where
do we go From Here? " will be examined and used as a Blue Print for class.
II. Managing Diversity & Team Development:
Managing diversity means managing people s flar of the
unknown. How to recognize, respect, and employ the differences found in today s
worliforce, and to realize that change is natural and good.. The participants will
have an opportunity to develop and review skills that will foster success in the
workplace when relating to gender, age, sexuality, and positive relationships
within the workplace and community.
IlL Ethic's /Se/f Awareness:
The participants will be exposed to ethical decision making and stress related
factors designed to enhance those sensitivity skills necessary to effectively
recognize and handle common crisis in the workplace, community, and their
personal life.
IV. Human Diversity Traffic Stop's
The participants will be exposed to the use and power of the "Traffic Stop". The
students will explore the meaning of Racial Profiling, "Driving & Walking while
Black", and its historical outcomes in minority communities when used
inappropriately. Florida Department of Law Enforcement (FDLE) requirement s
will be presented during this block of instructions to include modern day concerns
as it relates to this subject matter.
Subject matter is subject to change based upon the dynamics of the Adult
Learners and current issues in the Criminal Justice arena.
Prepared by Dr. Rick Holton
"Professional Training Services to Meet Today's Need's"
GOALS AND PERFORMANCE OBJECTIVES
Course Name:
Developed by:
Audience:
Length of
Instructions:
Goals:
Objectives:
"Diversity & Sensitivity Training in Today's Workplace"
Dr. Rick Holton
South Miami Police Department Sworn, Supervisory& Political
Leadership
Five /4 Hour Sessions
Dates (TBA)
This course will introduce principles and skills to police officers,
supervisors, professional trainers, and public employees, which will:
1. Provide analytical skills that can be used when supervising
a diverse pool of employees and community members.
2. Help in minimizing and preventing collective negative
attitudes and misconceptions as a public employee towards
the community.
3. Be helpful in providing skills to assist in leadership, and
understanding diversity in the public arena.
* To provide participants with information that will enhance safety and communication skills
as a supervisor, or public employee and community leader when dealing with individuals
from others cultures, ethnic backgrounds, races, sexuality, religions, gender, and varying
values within our society.
* To allow participants to examine how cultural diversity and
effective leadership enhances the work place and the community,
while demanding some behavioral changes, as well as cognitive
understanding, on how this will translate into a more productive
workforce/community/instructional environment, and higher level
of professional service.
* To allow participants to explore the concepts of culture diversity,
their own perceptions of culture, and other perceptions of culture
in an academic environment.
* To prepare supervisors for integrating concepts, knowledge, and
skills explored, gained and developed during this experience into
the professional work environment.
"Professional Training Services to Meet Today's Need's"
COST ANALYSIS
12/17/14
South Miami Police Department
Maximum number of participants per session (15-20) and may vary
without any additional cost.
Date(s): TBA
Training Cost: $6,000.00 for Five (4) Hour Workshop's
Adult Learners: 50 -75
Location: South Miami Police Department
6130 S.W.72nd Street
South Miami, FL 33143
Administrative: All necessary copy work for hand out material's to be provided by
the Agency.
Payment should be made to the following:
Dr. Rick Holton & Associates, P.A.
3350 Hibiscus St.
Miami, FL. 33133
~~'1l, Chief Training Consultant/ DATE
Rene Landa, Chief-South Miami Police Dept.IDATE
"Professional Training Services to Meet Today's Need's"
Mutual Respect -The Bottom Line
Diversity & Culture Inclusion Training
Prepared For
The City of South Miami Police Department
Prepared by
James A. Champion
The Champion Services Group, Inc.
December 17, 2014
"Honoring Tradition While Pioneering Change"
6501 NW 36th Street, Ste 300, Miami, Florida 33166
Tel: 305-871-4866 !II Fax: 305-871-9077 .. E-Mail: hr@csgway.com
Web Site: www.thechampionservicesgroup.com
MUTUAL RESPECT -THE BOTTOM LINE
Diversity & Cultural Inclusion Training
NON·DISCLOSURE STATEMENT
This response contains ideas and descriptions that are of a proprietary nature and interest to The
Champion Services Group, Inc. (CSG). The information and materials which make up the contents of this
response are intended for the exclusive review and consideration of the City of South Miami (The City).
Unless written permission is given by The Champion Services Group, Inc. there shall be no redistribution or
disclosure of the ideas and descriptions contained herein to any other agency, company or organization
due to the competitive nature of consulting business.
THE BUSINESS OBJECTIVE FOR DIVERSITY TRAINING
The Champion Services Group, Inc. understands that regardless of how complex organizational issues
and concerns may be, such as individual and cultural differences there is an absolute need to put in
place a simple and direct learning process to educate employees about workplace diversity and cultural
inclusion. Some of the best methods to accomplish this objective include ensuring that: a clearly written
policy is established and effectively communicated; procedures are outlined in a consistent manner; and
targeted education is provided to everyone. Given this proven methodology, CSG is well prepared to
develop and deliver a customized training process that is practical, timely, and cost-effective. The
Mutual Respect-The Bottom Line Training process is designed to explore:
• How sworn officers can better understand the unique cultural characteristics of The City of
South Miami to better serve its constituents
• What is actually considered diversity as a defined term resulting from cultural dimensions
• Why is diversity and cultural inclusion the right thing to do and makes good business sense for
high end performance and successful community relations
• How culture and other interpersonal dynamics get in the way of maintaining effective working
relationships among employees and within the community
• How the four (4) key dimensions of diversity can favorable impact community relations
• How mutual respect must be a core value of The City's people philosophy, community strategy
and practice
• Why individual differences, like race, ethnicity, culture, personality, lifestyle, gender,
generational differences, etc. can cause conflict in the workplace and within the community
2
MUTUAL RESPECT -THE BOTTOM LINE
Diversity & Cultural Inclusion Training
THE BUSINESS OBJECTIVE FOR DIVERSITY TRAINING (cont'd)
• How behavioral styles and communication differences can cause challenges between sworn
officers and the community they serve.
• How "perceived" and "real" assumptions and biases can impact working relationships and
community relations.
• How individual roles and responsibilities can make a difference in maintaining productive
working relationships within the police department and community as a whole.
• Why exercising good judgment when faced with community challenges that resonates from
diversity dynamics such as generational differences, race, gender and other diverse
characteristics can promote greater awareness and sensitivity among sworn officers and the
community.
UNDERSTANDING THE LEARNING OBJECTIVE
The Champion Services Group, Inc. fully understands the need for the City of South Miami to successfully
put in place a quality diversity and cultural inclusion learning process for its police department. CSG also
understands the importance of meeting any and all learning objectives set by The City with regards to
helping sworn officers excel in their jobs through a greater understanding of the multi-cultural community
they serve. In addition, CSG recognizes the critical nature of making the training a meaningful and a rich
the learning experience for all participants to include sworn officers, civilians, community leaders and
others.
The Champion Services Group, Inc. is positioned to ensure that all learning objectives are successfully met
in a timely and cost-effective manner. With that in mind, CSG is committed to create a quality learning
process to train all employees by using a delivery schedule that is functional with the police department's
day-to-dayoperations.
3
MUTUAL RESPECT -THE BOTTOM LINE
Diversity & Cultural Inclusion Training
MUTUAL RESPECT·THE BOTTOM LINE TRAINING DEVELOPMENT
The Champion Services Group, Inc. Team will provide consulting services in a manner in which our
training design, implementation and delivery will be executed in the highest degree of professionalism.
CSG will always perform assignments, specified by The City based on solid business principles and
ethical standards.
CSG will implement the training based on the following plan that includes:
• Meeting with the Chief of Police prior to designing the training to determine the City's specific
diversity and culture inclusion training needs, and expectations.
• Developing a classroom curriculum that builds on prior training to enhance participants'
understanding of diversity as a "bottom line" business imperative.
• Helping all participants understand the importance of embracing the right attitudes to promote the
correct behaviors associated with acceptance, fairness and mutual respect in the workplace and
within the community.
• Providing an overview of diversity, cultural awareness and other interpersonal disciplines that
impact the City, as well as the performance expectations of all employees.
• Engaging participants in a meaningful learning experience that will help them better understand the
importance of community effectively while serving a diverse and culturally dynamic community.
• Preparing all written materials including participants' guides and handouts for the delivery of all five
(5) to six (6) training sessions
• Auditing training periodically by reviewing and evaluating results of the learning effort.
CSG will use the following training and delivery processes to meet the learning objectives desired. CSG
will go beyond the normal training methodology to ensure that all participants understand and accept
diversity and cultural awareness as a City core value.
4
MUTUAL RESPECT -THE BOTTOM LINE
Diversity & Cultural Inclusion Training
TECHNICAL PROPOSAL -PERFORMANCE MODEL
CSG's training philosophy and methodology is key to our success. We will use techniques, such as adult
learning methodologies to create an effective diversity and inclusion training process. To ensure the proper
learning experience CSG will:
• Organizational Assessment
o Review past Diversity and EEO practices
o Review and assess past Diversity training processes, such as "living the core values"
o Review existing Diversity and EEO policies
o Review current employee relations challenges
o Review organizational challenges
• Design Training
o Create a 5 hour curriculum to train all designated participants
o Meet with the City's Chief of Police to obtain training curriculum approval
o Finalize training curriculum for implementation
o Work with the City's Chief of Police to articulate the need for training and promote its
learning goals and objectives
• Deliver Training
o Establish a five (5) hour delivery schedule within a three (3) week period that meets the
City's needs
o Conduct five (5) to six (6) training sessions as required
• Evaluate Training
o Create a Level One (Kirkpatrick) post-training evaluation process
o Distribute Level One post evaluation forms to participants for feedback
o Review post-training evaluations to obtain participants' feedback
• Performance Assessment
o Prepare a summary report of the training's impact and results
o Meet with the City's Chief of Police and other leaders to discuss the training results and its
impact on participants and others
5
MUTUAL RESPECT -THE BOTTOM LINE
Diversity & Cultural Inclusion Training
TRAINING SCHEDULE AND LOGISTICS
Total Participants 50-60
Participants per session 15-20
Number of sessions 5-6
Session per day 1
Session timeframe 5 hours
CSG trainer per session 1
CSG will use the aforementioned schedule to deliver Mutual Respect-The Bottom Line training to 50 police
officers and 8 civilians plus several community leaders. To avoid interfering with the police department's
overall operational performance needs and expectations. CSG can implement the training process in the
month of January 2015 and continue delivering over a three (3) week period.
PRICING FOR SERVICES
CSG recognizes the need for organizations to be cost-effective and with that belief we will provide all
services required to design, implement, deliver and evaluate the diversity and cultural inclusion training
learning process for the City's police department.
In recognition of the City's government status, and our effort to meet your training need economically, the
fee for CSG's services is $10,350.00. This fee includes all assigned tasks including the organizational
assessment, training design, materials, and delivery of up to six (6) day sessions with 15-20 participants
per session, and post-training evaluation. Due to our commitment to support The City, the proposed fee is
far below market value, but the service to be delivered will be a high quality and results-oriented.
6
Welcome and Purpose
MUTUAL RESPECT -THE BOTTOM LINE
Diversity & Cultural Inclusion Training
• Create the right learning environment
• Explain employer's responsibility to provide training objectives and expectations
• Explain the role of a participant
• Somethi to think about
Defining Diversity and Culture
• Define and understand it's key dimensions
• Understand the Bottom Line Impact of Workforce Diversity and Inclusion
•
•
•
Understand how our attitudes toward others can impact how we engage and
interact with them
Discuss why individual differences get in the way of effective working
relationships
Know what does it take to avoid <:TA!rA(llrVnllnn
Bottom-Line Impact Exercise
• Discuss the Classic "Isms"
• View EEO Shapes Video pertaining to EEO Laws
• Define and Understand EEO Laws (Title VII) and the City's policies and
Interpersonal Dynamics
• Recognize behavioral social styles
• Understand the impact of communication styles
• Know how build relation with who are different from
Dealing With Conflict
• Define Conflict
• Determine Resolution Processes
• Discuss Conflict llln"ml,I"'o
Understanding Generational Differences
• What are the generations
• How do the impact the workplace
• How do they function in the community
• How to communicate across generations
A Leader's Role and Responsibilities
• Being accountable for setting the right tone
• Walking the talk to make diversity a strategic business imperative
Making the Right Choice
• Be SMART discussion
• The Winning Connection
7
CORPORATE STRATEGIES
BY SKILLPATH@ I Training • Developrnent • Coaching
December 18th, 2014
Capt. John Barzola
South Miami Police Department
Administrative Division Commander
6130 Sunset Drive
South Miami, FI. 33143
Dear Capt. Barzola,
Thank you for considering Corporate Strategies by SkiliPath as your training solutions partner. We are
excited for the opportunity to recommend a professional development training curriculum for South
Miami Police Department (SMPD), and I look forward to discussing our approach with you.
In this proposal, Skill Path outlines our approach to creating professional development training for the
SMPD team. Our on-site, instructor-led training events utilize active learning techniques to introduce
each individual's unique understanding and analysis of the subject matter to increase retention and
engagement.
Our goal for SMPD's professional development training' is to implement a sophisticated education
program that uses an in-depth understanding of best practices to increase the SMPD employees' skillset,
and introduce tools for attaining personal and professional goals. This platform can be partnered with a
refined coaching model for maximum ongoing retention.
The reputation of excellence that Skill Path is known for is built on our history of consistently delivering
training to the highest standards. The course content has been selected specifically for the special
needs and challenges facing your team. Our proposed professional development training will be driven
by the vision, values, and needs of SMPD. By developing this program, your employees will be given the
tools to learn, grow and succeed.
If you have any questions or require further information, please contact me directly at 913-677-6207 or
via email atDLark@skilipath.com. In addition to challenging content, dynamic facilitators and proactive
account support, Skill Path offers the best value for your training investment. I look forward to speaking
with you soon.
Sincerely,
Deidre Lark
Senior Account Manager
rience
Skill Path is an experienced provider of professional solutions to local and federal government agencies.
Founded in 1989, SkiliPath is renowned for providing customization and flexibility, and has trained over
10 million people since our inception, including many executives from Fortune 500 companies. Skill Path
has delivered 4887 highly specialized programs for clients in the last 12 months, with programs being
delivered internationally.
Our experience speaks for itself: Skill Path is not just an expert in one field, but is the industry leader in
developing solutions that work on all areas of government development. This means that a partnership
with Skill Path opens the door to a customized, life-long solution that can adapt and change to any need
that may arise.
Skill Path's industry knowledge is extensive. Skill Path has partnered with some of North America's largest
and most prestigious government offices. This includes work with government offices such as the EPA,
Immigration Services, and the U. S. Army, as well as multiple police and fire departments throughout the
United States.
The following partial client list details other government leaders that we have delivered professional
enrichment programs to in recent years:
Atlanta Police
Department
City of Atlanta-
Department of
Aviation
Loudoun County,
Virginia
Connecticut
Department of
Tra nsportation
Customs and Border
Protection Agency
Denver Police
Academy
City of Mesa HR
Training &
Development,
Arizona
Riverside County
Economic
Development
Arkansas
Department of
Human Services
Social Security
Administration
(SSA)
Orange County Fire
Authority
City of Alexandria,
Virginia
Miami-Dade
County, Florida
Ohio Department of
Public Safety
Environmental
Protection Agency
(EPA)
Hawaii Police
Department
City of Chicago
Public Health,
Illinois
Charles County
Department of
Social Services
Texas Department
of Aging &
Disability
Federal Bureau of
Investigation (City
of Dallas)
21Page
Learning Partnerships: The SkiliPath Advantage
Skill Path is uniquely positioned to partner with U. s. Department of Energy on a high impact and
engaging professional enrichment program. The Skill Path model operates around building a strong
understanding of your needs, and working towards pre-determining content objectives from the start
of each project. Your dedicated skillPath team, led by Kyle Linback, will ensure that our designers,
facilitators, and production staff fully understand the goals and expectations of the sMPD to ensure a
successful training solution is delivered.
Benefits of a business partnership with Skill Path include:
Expert Account Management by Deidre Lark
Deidre Lark heads the skiliPath team, and will provide premier service to sMPD for the duration of our
partnership. Deidre's role is to ensure that the needs and expectations of your team are being met, and
that all delivery items are being delivered on time and to the standard expected. Deidre will work with
the sMPD team at all points of the process to ensure quality and satisfaction.
The advantage of the nation's largest training organization
skillPath trains more people than anyone else, and transfers the best practices learned through these
partnerships to each of our clients.
A results-focused training development model
We work with our clients to establish specific objectives at the onset of each project, and deliver
products on a predetermined schedule.
Access to a core group of professional trainers
The facilitators that partner with you will be training specialists, and will talk on the same level as your
employees to deliver consistent, high-level programs to your teams.
Onsite Instructional Design team
Our Instructional Design team works from our corporate office, and communicates directly with our
clients to ensure needs are being met. Former professional trainers and educators, our designers
understand the complexities and unique nuances of instructor-led training, and provide exceptional
material while allowing our trainers to do what they do best-train.
Fully Customized Content Development
For custom courses, course material for your programs will be determined by our designers, who will
utilize their expertise and experience by reviewing our current content library for the pertinent topics.
Our team will draw from Skill Path's database of hundreds of training programs on a wide range of topiCS
as well as articles and books highlighting studies of top researchers and authors in current business
literature. This material will be used to develop a personalized and industry-relevant solution for your
team.
31Page
Customization and Tailoring of Training
Skill Path's value is in our content: no two trainings are the same, as our committed on-site design team
ensures that content is tailored to the specific needs of your organization. Our tailoring process is well
defined, and includes input from your team's designated Instructional Designer and on-site trainer. The
benefits of our instructional design team include:
l!I Over 600 custom programs developed in the last 12 months
l!I 100+ combined years' experience in instructional design and education
l!I Collaborative approach to content development -clients receive the expertise of our entire
Instructional Design team
l!I Fixed, flat-rate fee
l!I No in-house production costs to client or logistical concerns
Skill Path offers two separate levels of content customization and tailoring:
Tailored Programs
All of Skill Path's off-the shelf programs incorporate a high level of client-specific content. This tailored
content is delivered in a number of ways, and will ensure that the training event is unique to SMPD and
the needs of the selected team. Skill Path's on-site solution is flexible, and can be delivered to
participants of varying skill levels using the following techniques:
Customized Programs
Separate class offerings for participants of different levels
Verbal tailoring of content to different levels of
understanding
Application strategies modified to allow high performers
to work on more advanced tasks
Personal assessments geared towards promoting higher
understanding after training is complete
To maximize learning potential, all custom projects include a consultation with our Instructional Design
team to assist with identifying your goals and objectives. This call is included in our flat-rate fee. After
this initial call, you can rely on our Instructional Designers to continue to work with your team at
convenient intervals to confirm our content aligns with your delivery and education needs. Additionally,
the designer dedicated to your project will identify any areas that need further definition and will make
recommendations for supplemental content in order to deliver a complete, challenging learning
experience for your participants.
41Page
Trainer Selection Process
Corporate Strategies by Skill Path maintains more than 300 dynamic and knowledgeable trainers. Our
trainers are committed to providing a "client-driven" program which begins with understanding your
department's training goals. Following a custom tailoring call with you to become familiar with your
organization and your desired training outcomes, each trainer integrates this knowledge into the
exercises, activities and delivery of the content to give you a targeted training program which achieves
your training goals.
Our trainers are skilled in delivering traditional, interactive and experiential learning. By guiding,
supporting and integrating exercises and activities into the program, learning takes place in a highly
participatory manner. This interactive/participatory delivery style helps people learn faster, alter their
perspective and readily transfer and sustain the skills, techniques and strategies learned in the program
to their daily job responsibilities. Our trainers are subject matter experts who keep up to date on best
practices in their respective fields, meaning that SMPD will receive training by an experienced
professional with a strong understanding of industry best practices.
How We Select Your Trainer
Skill Path selects your trainer based on your specific requirements. You can be as specific as you like
when requesting a trainer for your needs. Common requirements and matching criteria include:
II Education
II Background
II Personal Expertise
II Specific Certifications (for example, PMP certification)
II Industry Knowledge
II Presentation Style
II Personality / Energy Level
II Bi-lingualism / International Experience
After our training resources department identifies potential trainers for your training event, our team
will be able to send you comprehensive biographies of each trainer. Additionally, in selected cases we
can arrange telephone meetings with the trainer before they are assigned so that you can feel
comfortable that he or she fits the dynamic of your organization.
Our clients always speak to the trainer before on-site training takes place to ensure expectations are set.
As we do not operate on a "bidding" system for trainer selection, if at any point of the process you are
unhappy with your trainer our team will assign another qualified subject matter expert immediately.
SIPage
CORPORATE STRATEGIES
BY SKILLPATH' ; 1iilillil(~ • i)1'I'c/"/J/I/('1I1 • C",/(-hil(~
Skill Path Delivery Methodology
When partnering with Skill Path, SMPD will receive programs that meet the specific needs of your team.
Each program will be built in a flexible, modular style which gives SMPD the ability to choose modules
that best meet your desired outcomes using a "mix and match" process. Additionally, fully customized
programs can also be created for your team-and are created 100% to your specifications-allowing
your employees to receive the training you need without accepting substitutions.
By working to the parameters set by your team, Skill Path will provide SMPD with an experience that will
be:
Educational
Skill Path facilitators understand the importance of transferring knowledge and skills from the classroom
to the work environment. By drawing from our group of 350+ subject-matter expert facilitators, your
account manager will work with the Skill Path internal resource team to select the best facilitator based
on training needs. Our facilitators are skilled professionals who provide relevant content in the most
appropriate manner to achieve immediate results.
Interactive
SkillPath designs all courses to be a balanced blend of presentation and interaction. By guiding,
supporting and integrating exercises and activities into the program, learning takes place in a highly
participatory manner. This delivery style helps participants learn faster, alter their perspectives and
readily transfer and sustain the skills learned to their work lives.
Pertinent
Skill Path and the assigned facilitators will ensure the material is targeted to the needs of
participants. Every participant will understand how the material applies immediately to a leadership
skillset, and be able to effectively use techniques learned in the course upon their return to work.
Evaluated
At the beginning of each course, the facilitators will take the time to establish individual goals and
objectives for the participants. The facilitators will help participants establish criteria for
implementation of the course objectives. At the end of each session, the trainer will review the
material and make sure students have adequate application points.
Balanced
Skill Path's instructor-led training events are designed to be 60% content, 40% experiential learning.
However, we can customize and tailor our events to your team's need, and can minimize or maximize
focus on the component that is the most important to you.
61Page
Proposed Curriculum
Corporate Strategies by Skill Path is pleased to recommend our program, Leading a Culturally Diverse
Workforce. A brief outline of learning objectives is found in the following table. A complete course
outline in located in the document Appendix.
Leading a Culturally Diverse
Workforce
III Discover what diversity really is and why it's so important to the
South Miami Police Department
III Find out the difference between stereotypes and generalizations
III Learn the communication skills that are necessary for leading a
diverse workforce
Fee Structu re
III Understand the cultural sources of conflict in the workplace
III Discover how to properly manage diversity in a workplace
environment
Corporate Strategies by Skill Path proposes a simple flat-rate fee structure that ensures maximum clarity
with no hidden costs. Our fee structures are per day, and are inclusive of all costs. This means that for
each per-day fee, you will receive the following:
II Trainer travel and airfare
II Training for up to 20 participants per class
II Cost of on-site training and printed materials
II Skill Path off-the-shelf content
II Certificate of completion
Corporate Strategies by Skill Path is pleased to offer SMPD a significant government pricing discount
from our standard rate of $4,200 per day. We have provided SMPD with two pricing options for your
cultural diversity training. Pricing for Option A is based on SMPD's requested training schedule of 50-60
participants trained in 5-6 sessions. Option B is based on a more condensed training schedule that will
train all participants in fewer sessions while still keeping class sizes within your requested guidelines.
A detailed cost breakdown of your training program is indicated below:
: SkillPatm' ®n-siXe ' Pal1ti@ipants l2emgtffl "# Qf StanaarrliJ' DiscQumt ffi'QtarPl1ice'l
, ImstFuctol1-lea ffi'liaimimg SessiQlils Pr;i@e Per Pr;i@e Per '
; , ", IDay , , IDa,¥ /, i
Leading a Culturally Diverse Workforce:
II Option A 1 15-20
II Option B Up to 20 1
4 hours I
4 hours
5
3 I $4,200 I
$4,200
$3,200 I
$3,200
$16,000
$9,600
71Page
CORPORATE STRATEGIES
BY SKllLPATH i 71i1illil~~ • !j,,/!,1"I'"IfII[ • G"("iI!~
I • t , ,
OVERVIEW
The workplace is rapidly changing. People
from all over the world are entering the
workforce, and they're bringing with them
cultural differences that pose new
challenges in today's workplace.
Employees will learn why diversity is so
important in today's business world. They
will explore how our individual values and
beliefs are shaped and discover what
diverse cultures really want in today's
workplace. They'll find out how diversity
affects the workplace and uncover the
secrets to successfully managing diversity
in the workplace. This seminar will develop
each attendee's awareness of his or her
responsibilities in creating a work
environment that is respectful of a diverse
culture.
LEARNING OBJECTIVES
III Discover what diversity really is and
why it's so important to your company
III Find out the difference between
stereotypes and generalizations
III learn the communication skills that are
necessary for leading a diverse
workforce
III Understand the cultural sources of
conflict in the workplace
III Discover how to properly manage
diversity in a workplace environment
COURSE HIGHLIGHTS
Understanding Cultural Diversity
III What is cultural diversity?
III leadership of a culturally diverse team
III Why is cultural diversity important to
you and your company?
III Identify the expected labor force
changes
III Describe the two dimensions of cultural
diversity
III What are the characteristics of primary
and secondary dimensions?
The Effects of Cultural Diversity in the
Workplace
III Identify the cultural sources of conflict
in the workplace
III Keys to communication clarity
III What is the preferred diversity
language?
III literally speaking and literally hearing
III What's wrong with idioms, euphemism
and analogies?
III Easy ways to learn about other cultures
III Actions and body language to be aware
of
III Identifying the generational differences
III What are the influences, characteristics
and motivations that affect each
generation?
CORPORATE STRATEGIES
OSCLTDIV
BY SKILLPATHs I Training • DelJe!opment • Coaching
liiiiill!L + CONTACT US TO SCHEDULE THIS WORKSHOP TODAY;
1-800-767-7545. www.skillpath.com/onsite • E-mail: os@skillpath.com
The Personal Side of Diversity
III Factors that shaped your perspective
III Identify your own misconceptions
III Understand the difference between
stereotyping and generalizations
III The silent observer
Model Inclusive Behaviors
III Tips on understanding and
communicating effectively
III Improve the odds of being understood
III The steps you can take to build trust
III What is active listening?
III Applying active listening skills to face-
to-face situations as well as over the
phone
III Various question types: How can they
help achieve better communication
III Identify the Platinum Rule
III Prepare an action plan of how you can
incorporate your new skills
TRAINING DELIVERY
III Pre-training: Tailoring and
customization of content
III Delivery of training using presentation,
small group exercises, case studies,
role-plays, games, etc.
III Post-training: Follow-up within
30 days to review information, provide
coaching, set goals, etc. (optional)
@SkiIiPath'
Detail by Entity Name Page I of3
, Is. z'", .--, FLORIDA DEPARTMENT OF' STATE a ' Ii , . "'~ , ¥"I~I_.r'
r DIVISION OF CORPORATIONS ,;iknblZ ,: "_!l~ , '*' IJ?'jIf/""," ~ @¥'+O i\i{&* *<, ~!~ ~ii "<I'~
Detail by Entity Name
Florida Profit Corporation
DR. RICK HOLTON & ASSOCIATES P.A.
Filina Information
Document Number P05000059488
FEI/EIN Number 202742241
Date Filed 04/18/2005
State Fl
Status ACTIVE
Principal Address
3350 HIBISCUS ST
MIAMI, Fl 33133
Mailina Address
3350 HIBISCUS ST
MIAMI, Fl 33133
Reaistered Aaent Name & Address
HOl TON, RICHARD E
3350 HIBISCUS ST
MIAMI, Fl 33133
Officer/Director Detail
Name & Address
Title CEO
HOl TON, RICHARD E
3350 HIBISCUS ST
MIAMI, Fl 33133
Title CEO
HOLTON, JOANNE
3350 HIBISCUS ST
MIAMI, Fl 33133
~nnual Reports
Report Year Filed Date
2012 01/06/2012
http:// search. sunbiz.org/lnquiry ICorporationSearch/SearchResultDetaiI/Ent... 12/17/2014
2014 FLORIDA PROFIT CORPORATION ANNUAL REPORT
DOCUMENT# P05000059488
FILED
Jan 10,2014
Secretary of State
CC3578044846
Entity Name: DR. RICK HOLTON & ASSOCIATES P.A.
Current Principal Place of Business:
3350 HIBISCUS ST
MIAMI, Fl 33133
Current Mailing Address:
3350 HIBISCUS ST
MIAMI, FL 33133
FEI Number: 20-2742241
Name and Address of Current Registered Agent:
HOLTON, RICHARD E
3350 HIBISCUS ST
MIAMI, Fl 33133 US
Certificate of Status Desired: Yes
The above named entity submits this statement for the purpose of changing its registered office or registered agent, or both,· in the State of Florida.
SIGNATURE:
Electronic Signature of Registered Agent Date
Officer/Director Detail :
Title CEO Title CEO
Name HOLTON, RICHARD E Name HOLTON, JOANNE
Address 3350 HIBISCUS ST Address 3350 HIBISCUS ST
City-State-Zip: MIAMI Fl 33133 City-State-Zip: MIAMI Fl 33133
I hereby certify that the information indicated on this report or supplemental report is true and accurate and that my electronic signature shall have the same legal effect as if made under
oath; that' am an officer or director of the corporation or the receiver or trustee empowered to execute this report as required by Chapter 607, Florida Statutes; and that my name appears
above, or on an attachment with all other like empowered.
SIGNATURE: RICHARD E. HOLTON CEO 01/10/2014
Electronic Signature of Signing Officer/Director Detail Date