5 General Recommendations
5 General Recommendations
This chapter describes the general recommendations that have emerged as overall themes during the process of completing the self-evaluation and preparing the transition plan.
5.1 Greater Utilization of ADA Boilerplate Language
All city departments and programs need to include standardized ADA boilerplate language in all notices of public meetings and events and to printed materials and brochures, or use the ADA infographic. There are three options:
Accessibility information: Assistive listening devices, sign language interpreters, or qualified bilingual interpreters can be made available at any public meeting or program with three business days advance notice. To request these services, contact (employee liaison’s name here) by calling (employee liaison’s phone number) or email (employee liaison’s email address here.) Use 711 for relay service.
Accessibility information: This information can be made available in alternative formats such as large print or audio recording. To request alternative formats, contact (employee liaison’s name here) by calling (employee liaison’s phone number) or email (employee liaison’s email address here.) Use 711 for relay service.
5.2 Maintain Title II Coordination and Implementation Through ADA Coordinator and ADA Coordinating Committee
The City has a designated ADA Coordinator. The Police Department, one of the larger departments in the City, also has its own ADA Coordinator. Other larger departments, with substantial ADA-related responsibilities such as oversight of facilities, public rights-of-way, or major programs serving the public, should evaluate whether establishing formal ADA Coordinator designations would improve communications and make compliance activities more effective.
Additionally, the City should resume the meetings of the ADA Coordinating Committee. The Committee should meet quarterly to address the City’s ADA Title II compliance.
5.3 Partner with the Disability Community on Accessibility Initiatives
Participation of individuals with disabilities is listed as one of the first requirements for ADA Title II implementation, and with good reason. The purpose of a City government is to serve the people, and a City cannot serve its people well if it does not know what they need and want.
At all phases of developing and implementing access policies, making resource and budget decisions, setting priorities for barrier removal, investing in technology and services to improve access, an important question should be: how well does this serve people with disabilities here in Beaverton?
Building and nurturing robust relationships with individuals and organizations serving people with disabilities, and maintaining consistent open two-way communication is critical to answering this question and getting the best results for the people of Beaverton. The next phase of implementation should focus on broadening and deepening the City’s engagement with the disability community and developing meaningful ways for their participation to shape the City’s ongoing ADA Title II compliance activities.
5.4 Continue to Offer Employee Training
As detailed in Section 1, for the past few years, the City has offered regular training to its employees about the ADA.
Most subject areas and departmental reviews indicate a need and desire for additional training on disability awareness, communication, resources, compliance, or specific technical assistance. The City should continue to offer periodic ADA training with an eye toward addressing the common and unique training needs of each department. The training plan should include:
- Analysis of training needs based on factors such as job function, public contact, or subject matter expertise.
- Specific modules on customer service, communications, disability awareness, alternative formats, reasonable accommodations and Web/electronic media accessibility.
A training plan could include a combination of in-house training, professional training consultants, and specialized technical training, for example for Information Services and Human Resources.
5.5 Accessibility Review of City Laws, Policies and Regulations
As evidenced by the efforts undertaken to date, the City is interested in making the documents described in Part 4, and others that pertain to the way the City governs, as accessible as reasonably possible.
- Staff should undertake a review of the documents described in Section 4 to identify accessibility issues with the document. This should include staff documenting accessibility issues that are raised by community members concerning a document. (In addition to providing an effective accommodation to the individual, staff should explore how to fix the issue with the document going forward.)