7 Review of Programs and Services

7 Review of Departmental Programs and Services

  • 7.1 ADA Standard

    Generally speaking, the ADA requires that City programs, services, and activities be accessible to individuals with disabilities when viewed in their entirety, and requires reasonable modifications to policies, practices, and procedures to achieve access. Communication with people with disabilities must be equally effective as with others. The ADA does not require the City to take any action that would fundamentally alter the nature of its programs or services, or impose an undue financial or administrative burden.

    This chapter reviews programmatic accessibility throughout the City based upon information provided by departments on the Nondiscrimination Checklists. For each program or department listed below, a summary of the scope of the self-evaluation is provided. Where appropriate, additional information is included regarding the applicable ADA Standard, Recommendations, and Areas for Further Evaluation as it pertains to that particular department or program.

  • 7.2 Internal Emergency and Evacuation Procedures

    7.2.1 Self-Evaluation
    The City of Beaverton plans for the safety and security of its own employees during emergencies and disasters. Multiple departments and programs within the City play a role in this function, including Emergency Management, Risk Management and Facilities.

    City employees are subject to regional hazards of earthquakes, landslides, windstorms, and severe weather and the secondary hazards that may follow, such as power outages and disruption of transportation and infrastructure. Employees are also subject to localized and human-caused hazards such as building fires, hazardous materials spills, bomb threats, or an active shooter.

    The City publishes a personal security and emergency response guide for its employees, which contains information regarding actions to take in a disaster or emergency. These guides are facility specific and are intended to be kept in each employee’s workspace in that facility for quick and easy reference. The guide includes instructions for city staff and supervisors on the need to develop, pre-event, individualized emergency plans/procedures for city staff who have access or functional needs. While multiple departments and programs are responsible for the information in these guides, the Emergency Management Program has taken on the lead role in ensuring that the guides are updated and current. The guides for all City facilities were last updated in 2017.

    Each City facility has emergency evacuation procedures. Facility employees and safety committee members are responsible for assisting in the evacuation of employees as well as members of the public. All City employees participate in periodic drills on emergency evacuation procedures including the location of their designated assembly points for their department outside each building. Each floor or office has Floor Monitors who will make sure everyone in their coverage area is accounted for using employee lists. As required by the ADA, all fire alarms have visual as well as audio alerts except for the Public Works Operations Buildings, which are primarily used only by City employees.

    During new employee orientation all regular employees receive information regarding the importance of emergency and disaster preparedness. This information includes information for people with access and functional needs.

    7.2.2 Recommendations

    • As provided for in the Employee Guide to Personal Security and Emergency Response, supervisors should develop personal emergency egress plans for individual employees with disabilities and train employees needed on procedures to assist.
  • 7.3 Emergency Management Policies and Procedures

    7.3.1 ADA Standard
    The City’s Emergency Operations Plan (EOP) must address people with access and functional needs, including people with disabilities. Emergency preparedness and disaster response programs must include specific provisions to ensure the safety of people with disabilities and other vulnerable populations.

    7.3.2 Self-Evaluation
    The City’s Emergency Management Program staff recognize that planning for, and with, people with disabilities is an important component of emergency management, its policies, and procedures. The City is part of a regional project aimed at improving the accessibility of emergency management programs.

    The Regional Disaster Preparedness Organization evaluated how the existing emergency management programs of its partners, including Washington County and the City of Beaverton, are meeting the needs of people with disabilities. The results of that evaluation were published in December 2016 in a report titled “Disabilities, Access, and Functional Needs Inclusive Planning: Summary of Findings for the City of Portland and Clackamas, Washington, Multnomah, and Clark Counties.”

    The findings and recommendations of that report are being used to bring about planned improvements to the City’s program. Future work on these corrective actions is part of a region-wide effort and may be dependent upon the availability of grant funding. This may also be part of a county-wide effort through the Washington County Emergency Management Co-operative.

    Beaverton’s Community Emergency Response Team (CERT) program was reviewed using the Nondiscrimination Checklist. As part of CERT training, Emergency Management trains on how to assist individuals with access and functional needs in varying environments. This training gets tested on a regular basis during exercises and drills. The basic CERT class is held twice per year and refresher trainings are provided on a regular recurring basis as needed. During volunteer training and other events, Emergency Management staff provides reasonable accommodations for people with access and functional needs.

    7.3.3 Areas for Further Evaluation

    • Participate in the regional and county-wide process to evaluate providers of emergency shelter services such as the American Red Cross, Salvation Army, and local church/service groups prior to a disaster to ensure that shelters are accessible and able to make reasonable accommodations for people with disabilities.
    • When the City disseminates emergency information to the public ensure that the information complies with ADA standards (as discussed in chapters 2 and 5). Examples include open captioning, and sign language interpreters.
    • Evaluate how well evacuation plans help people with various kinds of access and functional needs to safely evacuate.
  • 7.3.4 Recommendations

    • Continue to participate in county and regional efforts to incorporate people with access and functional needs in emergency preparedness and planning.
    • Follow up on the findings from the access and functional needs assessment to implement corrective actions and include people with access and functional needs into the emergency management planning and preparedness program.
    • Build relationships with disability community organizations to solicit input and engagement on emergency planning for Beaverton and the region.
    • City Emergency Management Program staff will continue to seek out training opportunities for staff and volunteers regarding how to assist people with access and functional needs during emergencies and disasters.
  • 7.4 Police Department

    7.4.1 Self-Evaluation
    The Police Department reviewed for accessibility considerations in law enforcement. The Police have adopted policies around communicating with persons with disabilities, which is policy number 332, and service animals, which is policy number 336, in the Police Policy Manual. The Police Department also has a designated ADA Coordinator for their department. The Police Department’s ADA Coordinator is primarily tasked with working with the City’s ADA Coordinator to ensure equal access to services, programs and activities within the Police Department.

    Policy 332 provides guidance to officers on how to communicate with people who are deaf or hard of hearing, have impaired speech or vision, or are blind. The Police provide training to sworn employees on Policy 332 every other year.

    Programs that were reviewed using the Nondiscrimination Checklist include Cadet Program, Citizens Academy, Reserve Officer Program, Victim Services, and Volunteer Program.

    7.4.2 Areas for Further Evaluation

    • Evaluate the implementation of, and adherence to, department policies regarding interactions with people with disabilities, namely policies 332 and 336.
  • 7.5 Municipal Court

    7.5.1 ADA Standard
    The justice system must ensure full participation and equal access for individuals with disabilities in all programs, services, and activities, and must ensure effective communication, including materials in alternate formats and/or providing auxiliary aids and services, if needed. Interpreters or caption writers must have the appropriate certification and training for legal interpreting.

    7.5.2 Self-Evaluation
    The Beaverton Municipal Court adjudicates cases involving violations and misdemeanors. Defendants with mental, developmental and physical disabilities are processed through the Municipal Court. The Municipal Court strives to ensure that it provides equal access to individuals with disabilities who must use the court’s services, facilities and programs. The Municipal Court programs that were evaluated using the Nondiscrimination checklist include B-SOBR Probation Program, City Attorney Diversion, Courtroom Proceedings, Distracted Driver Avoidance Class, DUII Diversion, Pedestrian Safety Program, Seatbelt Safety Program, Traffic School Program, Vehicle Compliance Program, Violations Bureau Order, and the Youth Offender Program.

    7.5.3 Areas for Further Evaluation

    • Seek public input to further identify accessibility issues with the Municipal Court.
    • Continue to investigate best practices on dealing with people with intellectual and developmental disabilities, mental illness, substance abuse, and homelessness in the courts.
  • 7.6 City Attorney's Office

    7.6.1 Self-Evaluation
    The City Attorney’s Office plays a key role in the City’s efforts at compliance under the ADA. The ADA Coordinator currently resides within the City Attorney’s Office. Additionally, the City Attorney’s Office assists departments with drafting policy and governance documents, including City Ordinances and the City Code. As part of its drafting and review process, the City Attorney’s Office routinely reviews new ordinances to identify provisions with ADA implications.

    Other City Attorney programs that were reviewed using the Nondiscrimination Checklist include Discovery Process, Expungement, Public Records Requests, Tort Claims, Traffic Violation Video Requests, and Victims’ Assistance.

  • 7.7 Community Development Department

    7.7.1 Self-Evaluation
    The Community Development Division is responsible for the permitting and inspection process as it relates to construction within the City. Please see chapter 4, section 3, for more information.

  • Other programs that were reviewed using the Nondiscrimination Checklist include Affordable Housing Tax Exemption Program, Building Board of Construction Appeals, CDBG Homeless Prevention, CDBG Housing, CDBG Public Services, Economic Development Business Assistance Program, Economic Development Brownfields Assessment Program, Economic Development IMPACT Beaverton, Enterprise Zone Program, Inspection Services, Main Street Program, Permit Center, Plan Review, Planning Division, Pre-Development Grant Program, Storefront and Tenant Improvement Grants, Vertical Housing Development Zone, and Workforce Training Assistance Program.

  • 7.8 Finance Department

    7.8.1 Self-Evaluation
    Programs that were reviewed using the Nondiscrimination Checklist include Business License, Downtown Parking Permits, Marijuana Facility Licenses, Purchasing MWESB, Purchasing Vendor Registration, and Utility Bills.

    7.8.2 Areas for Further Evaluation

    • Review the laws and regulations related to contracting and procurement to identify areas with access and ADA implications.
  • 7.9 Human Resources Department

    7.9.1 ADA Standard
    The ADA Title I prohibits discrimination in all employment practices, including job application and hiring procedures.

    7.9.2 Self-Evaluation
    The goals of the City’s Human Resources Department are:

    1. To help departments attract and retain qualified employees.
    2. To ensure compliance with laws, rules and regulations.
    3. To assess City needs for organization development and training to enhance performance and work group effectiveness.
    4. To enhance employee effectiveness to increase the ability to achieve City Council goals.
  • Human Resources services must comply with Title I of the ADA and are considered a “program” for purposes of Title II of the ADA.

    Programs that were reviewed using the Nondiscrimination Checklist include Employees Events and Wellness, Recordkeeping, Recruitment & Selection, Requests for Accommodation, Training, Title I Compliance, and Vendor Programs.

    The City uses NeoGov, and Governmentjobs.com for job postings and applications, all of which strive to be accessible to individuals with disabilities. NeoGov has adopted ADA compliance and WCAG guidelines into the development, testing, and quality assurance process to address ADA compliance issues. As a Web based solution, NeoGov inherits accessibility resources commonly found within standard Web browsers like Internet Explorer, including display and readability features, sound and speech assistance. Governmentjobs.com is built to accommodate applicants who use screen readers.

    The City also provides reasonable accommodations for applicants throughout the recruitment process.

    The City uses physical capacities tests for job classifications whose essential functions contain physical requirements. The physical capacities tests were most recently validated in May 2017. The City also uses job skills testing for some positions. Human Resources staff provide advice to hiring managers on how to ensure that tests accurately reflect the skills and abilities needed to perform essential functions of the jobs.

    City staff deliver live training at new employee orientations regarding ADA etiquette.

    7.9.3 Areas for Further Evaluation

    • Continue to review essential functions in classification specifications to ensure they do not unintentionally exclude persons with certain disabilities.
  • 7.10 Library

    7.10.1 Self-Evaluation
    The Beaverton City Library is a hub of the community. Beaverton City Library is a member of Washington County Cooperative Library Services. It operates a main library and then also a smaller branch library. Programs that were reviewed using the Nondiscrimination Checklist include Applications; Catalog; Circulation; PR & Signage; Printed Booklists and Documents; Programs Hands–on; Programs – Lecture/Performance; Public Tech Tools Copier, Scanner, PCs/iPads, eReaders, AWE, Envisionware, Scanner; Toys and Games; Volunteering.

    7.10.2 Recommendations

    • Engage members of Beaverton’s disability community to recruit volunteers to serve on the Library Advisory Board to provide advice from an ADA perspective the next time there are vacancies.
  • 7.11 Mayor's Office - Community Programs and Special Events

    7.11.1 Self-Evaluation

    The Mayor’s Office coordinates a host of events, programs and communications to reach all of the community. Programs that were reviewed using the Nondiscrimination Checklist include Arts Program, Artists Grants, Artists Workshops, Beaverton Arts Commission, Beaverton Arts Mix!, Mayor’s Ball, Mural Program, Revolving Art Exhibits, Revolving Art Exhibits, Sculpture Program, Student Scholarships, Vinyl Wraps Program, Building Maintenance Services, Community Events, Community Gardens, Cultural Inclusion Program, DRC – Clients, DRC – Volunteers, Emergency Management, Neighborhood Events, Neighborhood Program, Social Service Grants, and Tax Assistance Program.

    Much of the work done by the Mayor’s Office, particularly around Building Maintenance, Communications and Events is covered in earlier sections of the Transition Plan.

  • 7.12 Public Works Department

    Programs reviewed for nondiscrimination include the following; Public Works Capital Improvement Program, Adopt a Roadway, Community Service, Hoffman Room Use, Leaf Drop Off, Open Houses, Project Notifications, Sandbags, Traffic Commission, Traffic Calming. The self-evaluation of public rights-of-way for accessibility is contained in part 2.