2022-459-E-Health-Transplanting Traditions-Outside agency agreement

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Program information Page 11 of 33 Schedule of Positions: # of FTE – Full-Time Paid Positions: 5 # of FTE – Part-Time Paid Positions: 3 NEW THIS YEAR Consistent with our commitment to equity and inclusion, the Towns of Chapel Hill and Carrboro and Orange County Government are taking steps together to center racial equity in the Human Services Funding Program. Over the course of the next year, the Towns and County will conduct a comprehensive racial-equity analysis of the program and we are requesting basic information about your organization’s racial equity work. a. Please describe how you have involved the intended beneficiaries of the proposed project in the planning and design process (in 100 words or less). One active goal is transitioning the board of directors and staff to be 75% of beneficiary and community leadership. TTCF is committed to this transition through monthly Leadership Transition Workshops co-creating with beneficiaries to center leadership and skill development to increase autonomy over organizational operations. TTCF has included beneficiaries in program design for over a decade including actively involving ethnic Karen staff to ensure programming is culturally competent. For the past two years beneficiaries have been involved in the staff hiring process and currently TTCF staff consists of five staff from the beneficiary community, one being the Incoming Executive Director. b. How has your organization incorporated racial equity goals into your organizational goals? TTCF's goal is to foster equitable practices and have a shared analysis on how white supremacist cultural practices, and values influence organizational operations. Since 2015, TTCF has committed to monthly racial equity (RE) conversations through the following: RE conversations hosted by outside consultants, lengthier RE workshops, monthly RE TTCF staff meetings and requiring all new staff to attend RE trainings upon orientation. These conversations have shaped the makeup of leadership within our team and allows open and honest discussion regarding racial equity. Lastly, TTCF is working to support leaders from the refugee community, to feel confident as leaders with crucial lived experiences who are best poised to create lasting community changes. c. Please fill in the below questions and provide any additional context on the racial composition of the organization and board leadership: i. % of staff that are Black, Indigenous, or People of Color (BIPOC) : 60% ii. % of board that are BIPOC: 60% iii. % of staff that have attended racial equity training: 100% d. Please describe any additional activities your organization is doing to address racial equity. In addition to the activities listed above, TTCF has put in the effort to make a community leadership transition possible by having the staff and board of directors be led 75% by the community by 2023. To do so, we are in the process of hiring a racial equity consultant group to assess and support us in EXHIBIT A: PROVIDER'S OUTSIDE AGENCY APPLICATION DocuSign Envelope ID: F38AEFE6-1D08-4C4C-8C40-AA9F3F782631