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From YouTube: Committee on Legislative Oversight 11-20-2019
Description
The Legislative Oversight Committee of the Council of the City of Philadelphia held a Public Hearing on Wednesday, November 20, 2019, at 1:00 PM, in Room 400, City Hall, to hear testimony on the following items:
190369 Resolution authorizing the Committee on Legislative Oversight to conduct hearings to examine the progress of the Free Library of Philadelphia and the Free Library of Philadelphia Foundation in pursuing organizational goals including expanding hours, reducing unplanned closures and delayed openings, enhancing equity in library services, promoting diversity and inclusion, and increasing transparency
190775 Resolution authorizing the Committee on Legislative Oversight to hold hearings exploring the Free Library of Philadelphia stopping fines for people with overdue books and wiping away patrons’ outstanding debt.
Immediately following the public hearing, a meeting of the Legislative Oversight Committee, open to the public, will be held to consider the action to be taken on the above listed items.
A
A
C
Thank
You,
chairman
Johnson
and
good
morning,
Councilwoman
Bears
and
all
of
those
here
to
testify.
I
just
want
to
note
for
the
record
that
I
was
very
proud
and
pleased
that
own
last
Thursday,
the
mayor's
office
of
communications,
sent
out
a
press
release
and
it
was
entitled
mayor.
Kenny
calls
for
the
free
library
to
go
completely
fine,
free,
I'm,
equally
a
heart,
and
that
our
free
library
who
we
are
going
to
hear
from
very
shortly
is
fully
on
board,
with
eliminating
fines
and
wiping
away
all
patrons
outstanding
debt.
C
I
also
need
to
note
that
not
only
are
they
on
board
with
the
idea
I'm
proud
that
you
all
have
done
your
homework
and
that
you
come
here
today
prepared
to
talk
about
the
research
that
you've
compiled
about
the
library's
users,
those
who
are
most
negatively
impacted
by
the
current
fine
structure
and
the
fiscal
impact
of
eliminating
fines
and
case
studies
of
what
has
happened
in
other
municipalities
that
have
done
away
with
the
fines.
Let
me
also
because
chairman
Johnson,
you
know
so
the
context
is
very
important.
C
Note
that,
because
chairman
Johnson,
that
is
one
of
the
criticisms
that
I've
heard
since
this
resolution
was
introduced.
How
are
you
going
to
incentivize
people
to
return
library
materials
if,
in
fact,
you
eliminate
the
fine
structure,
and
these
were
likely
books
that
were
never
going
to
be
returned,
at
least
not
with
the
punitive
fines
fill
in
place?
So,
in
my
opinion
and
and
those
of
the
co-sponsors,
the
chair
of
this
committee
I
am
proud:
councilman
Johnson,
along
with
council
president
Clark
councilmembers,
again
Hina
and
Dom's
Willa,
Reynolds,
Brown
and
taubenberger.
C
We
all
noted
in
our
support
for
this,
that
we
believe
that
now
is
the
time
for
Philadelphia
libraries
to
go,
find
free,
we're
going
to
examine
the
regressive
nature
of
the
fines
and
how
they
are
overwhelmingly.
In
essence,
they
impact
lower-income
individuals.
We
shall
also
hear
about
how
the
library
fines
makeup-
and
this
was
a
shocker
to
me
less
than
1%
of
the
free
libraries
budget.
The
primary
testifiers
are
from
the
Free
Library
of
Philadelphia.
C
In
addition
to
that,
we
have
written
testimony
from
national
experts
from
the
urban
libraries
Council,
whose
research
suggests
that
eliminating
overdue
fees
shall
increase
overall
book
return
rates
and
circulation
rates.
With
that
mr.
Chairman
I.
Thank
you
and
look
forward
to
hearing
the
testimony.
Thank.
A
D
Board
trustees
of
the
free
library
and
I'm
here
with
Siobhan
Reardon,
whom
you
know
very
well
and
Chris
Arlene,
whom
you
also
know
very
well
and
he's
one
of
my
board
members.
The
free
library
was
asked
to
look
into
this
over
a
year
ago
and
the
staff
brought
the
idea
of
getting
rid
of
the
fines
to
the
board
of
trustees,
who
are
the
only
ones
who
can
implement
that
kind
of
policy
change,
and
at
that
time
we
had
virtually
no
information.
No
large
city
had
done
it.
D
We
didn't
know
what
it
would
mean
in
terms
of
getting
materials
back.
We
had
significant
concerns.
I
know
you
say
it's
only
1%,
but
we
were
looking
at
having
to
make
up
a
four
hundred
thousand
dollar
hole
in
our
budget,
most
of
which
was
going
to
come
out
of
materials.
You
know,
and
it's
a
grand
thing
to
have
libraries
open
six
days,
but
if
you
don't
have
new
materials
in
there,
it's
a
real
issue.
We
also
wanted
to
so
we
needed
to
look
into
all
of
that.
D
We
also
thought
that
number
one
we
had
to
consult
with
the
mayor's
office
and
I
will
tell
you
that
at
the
very
beginning
there
wasn't
a
lot
of
enthusiasm
among
the
the
budget
staff
for
our
basically
letting
that
money.
They
have
looked
at
it
and
come
around
and,
of
course,
we
needed
to
talk
with
various
members
of
council
and
there
was
a
range
of
opinions.
Council
was
not
unanimously
in
favor
of
it
at
at
the
time.
D
This
is
an
issue,
though
that's
moved
very
quickly
and
we're
we're
seeing
particularly
Chicago
has
had
spectacular
results,
doing
it,
and-
and
it's
very
heartening
to
see
that
they
are
they're
getting
books
that
have
been.
You
know,
tucked
in
people's
corners.
Those
are
coming
back
in,
so
they
can.
Those
books
can
be
recirculated
and
we're
also
delighted
that
the
portion
of
the
fine
money
that
went
to
the
city
is
not
going
to
be
pulled
out
of
our
budget,
so
I
for
one
am
prepared.
E
We
have
been
researching
this
issue
for
nearly
two
years
and
are
pleased
to
have
the
opportunity
to
share
our
findings
with
you
finds
on
over
2
materials
have
traditionally
been
imposed
as
a
way
to
encourage
borrowers
to
promptly
return
their
materials
and,
in
fact,
most
customers
do
return
their
books,
DVDs
and
other
materials
on
time.
Without
the
threat
of
financial
penalty.
However,
roughly
14%
of
our
active
card
holders
do
not
or
cannot
pay
their
fines,
sometimes
resulting
in
a
loss
of
materials.
The
impact
of
this,
too
is
twofold.
One.
E
These
customers
tend
to
stay
away
from
the
library
believing
that
they
are
barred
from
accessing
all
our
services,
even
though
they
can
still
use
our
public
computers
and
Wi-Fi
and
attend
programs
and
to
materials
that
are
not
returned
are
not
available
to
other
customers
who
want
to
borrow
them.
Neither
of
these
negative
impacts
is
an
outcome
we
seek.
In
fact,
the
free
library
is
committed
to
literacy
and
access
to
opening
our
doors
and
lending
our
materials
to
everyone.
We
State
this
prominently
in
our
strategic
plan.
E
Our
mission
is
to
advance
literacy,
guide,
learning
and
inspire
curiosity
and
one
of
the
four
central
goals
that
buttress
that
mission
is
to
build
a
culture
of
literacy
in
Philadelphia.
Imposing
penalties
on
customers
runs
counter
to
that
commitment.
If
citizens
are
reluctant
to
use
the
library
and
if
they
are
not
able
to
pay
their
fines,
they
cannot
take
advantage
of
the
breadth
of
resources
available
to
them
when
they
step
up
through
our
doors
or
visit
our
website.
E
The
free
libraries
commitment
to
greater
access,
customer
service,
innovation
and
equality
are
the
core
values
of
our
institution
and
fines
create
a
barrier
to
fulfilling
that
commitment.
Consequently,
we
began
to
examine
the
impact
and
efficacy
of
fines.
We
discovered
that
21%
of
our
active
cold
hope
card
holders,
Oh
fines,
which
can
be
for
materials
that
are
just
one
day
or
up
to
three
years
overdue,
notably
just
under
14
percent
of
active
card
holders
have
overdue
materials
and
owe
more
than
$5
and
thus
are
blocked
from
checking
out
material
until
the
fine
is
paid.
E
E
E
I
extend
my
thanks
to
mayor
Kenney
for
signaling
his
willingness
to
renegotiate
the
Memorandum
of
Understanding
that
outlines
our
two
hundred
and
seventy-six
thousand
dollar
obligation
to
the
city
simultaneously.
Should
fines
be
eliminated,
we
would
identify
alternative
funding
sources
so
that
we
can
continue
to
provide
the
program
supported
by
the
fine
revenue
in
2014,
the
library
partly
eliminated
fines
for
children
under
twelve
as
a
means
to
further
support
children's
literacy
and
the
read
by
fourth
initiative,
coupled
with
a
card
drive
conducted
in
partnership
with
the
school
district,
saw
a
spike
in
usage.
E
However,
fines
still
accrue
if
young
people
borrow
teen
or
adult
materials.
As
we
know
today,
these
fines
have
the
potential
to
disenfranchise
children
who
may
still
end
up
with
overdue
items.
Additionally,
if
they
are
unable
to
pay,
it
can
create
further
confusion
and
disengagement
among
their
parents
and
caregivers
standardized.
Standardizing
our
fee
structure
across
all
tuo
dances
would
mitigate
these
effects
and
align
with
a
library
strategical
to
deliver
an
exceptional
customer
experience.
E
Access
to
books,
greatly
increases
learning
outcomes
and
literacy
gains,
and
these
outcomes
show
even
greater
impact
in
communities
of
high
poverty.
Research
demonstrates
that
independent
of
their
parents,
education,
occupation
and
class
children
growing
up
in
homes
with
many
books
benefit
from
the
equivalent
of
three
years
more
schooling
than
children
who
live
in
homes
with
few
or
no
books.
Some
public
libraries
across
the
country
have
already
taken
up
the
step
of
eliminating
fines,
while
their
research,
while
their
results,
are
preliminary.
E
Their
experiences
do
provide
us
with
some
empirical
evidence,
Salt
Lake
City,
which
eliminated
fines
in
2017
reports
that
an
increase
in
circulation
of
more
than
11%
growth
in
new
card
holders
of
3.5%
and
a
27
percent
rise
in
visitors,
Enoch
Pratt
library
in
Baltimore
states
that
the
value
of
material
returned
has
increased
by
an
average
of
69
percent,
and
there
was
a
5.5
percent
increase
in
items
being
checked
out
within
the
six
months
of
eliminating
fines.
Chicago
saw
two
hundred
and
seventy
four
percent
increase
in
materials
returned
in
the
three
weeks
after
the
recent
announcement.
E
We
are
encouraged
by
the
knowledge
that
customers
appear
more
willing
to
return
items
if
they
know
they
won't
be
penalized
and
we
are
excited
by
the
potential
growth
in
cardholders
and
visitors,
which
would
give
us
the
opportunity
to
engage
with
a
larger
percentage
of
philadelphians.
The
final
decision
on
whether
to
eliminate
fines
rests
with
the
free
library's
Board
of
Trustees,
which
approves
ultra
all
changes
to
free
library
policies.
They
meet
on
December,
11th
and
plan
to
address
this
issue.
In
the
meantime,
I'm
happy
to
answer
any
questions
you
may
have.
C
You,
mr.
chairman,
thank
you
so
very
much
for
your
testimony
and
to
the
chair
of
the
trustees
Debbie.
Thank
you
for
acknowledging
the
upcoming
meeting
and
that
you
expect
to
proceed
with
making
the
recommendation.
We
appreciate
that
and
thank
you
giving
us
an
overview
of
what
the
process
will
be
in
your
testimony.
You
say
that
about
fourteen
percent
of
active
card
holders
have
overdue
materials
and
owe
more
than
$5,
and
thus
they
are
blocked
from
checking
out
materials
until
the
fine
is
paid
I
want
you
to
help
me
go
through
this
14
percent
mm-hmm.
C
E
So
the
Free
Library
of
Philadelphia
has
566
899
active
card
holders
and
there's
and
then
those
are
the
active
card
holders,
but
we
have
over
one
point
nearly
one
point:
three
million
dollars
total
card
holders,
those
are
active
and
inactive
combined
together
and
then
those
so
those
five
hundred
and
sixty
sixty
six
thousand
people
have
bills
overdue
of
over
$800,000
just
over
eight
hundred
thousand
dollars.
So
I
wonder
what
I
want
to
get
for.
You
are
the
number
of
people
with
what
how
many
people
that
14
percent
means
it's
here.
C
E
C
E
E
No,
the
total
was
just
over
four
hundred
thousand
of
that
four
hundred
thousand
dollars
two
hundred
and
seventy
six
thousand
dollars
goes
to
the
city
of
philadelphia
makes
up
part
of
that.
Forty
five
thousand
forty
five
million
dollars
that
comes
to
us.
So
there's
the
there's,
the
bucket
of
money
that
sets
tax
revenue
there's
a
piece
of
it.
That's
fines
and
there's
a
piece
of
it.
That
is
our
rate
reimbursement
from
the
federal
government.
E
E
E
Okay,
so
of
the
hundred
and
forty
seven
thousand
dollars
that
still
resides
with
with
the
Free
Library
of
Philadelphia
operation,
we
use
it
in
three
three
areas:
one
is
our
volunteer
services
get
support,
some
finds
the
biggest
tranche
goes
to
neighborhood
library,
programming
for
children
and
adults,
and
then
there's
a
third
tranche
that
goes
to
support
our
technology
initiatives.
Some
you
know
when
we
purchasing
upgrades.
C
The
trustees
have
acknowledged
that
they're
going
to
move
forward,
it's
important
by
the
mayor
and,
in
the
meantime,
they're
going
to
take
away
revenue
by
doing
this,
they're
gonna
take
away
revenue
much-needed
revenue
for
volunteer
services
for
neighborhood
based
activities
in
technology,
clarify
for
the
record.
If
you
will
that
that
is
not
what
we're
doing
here,
you.
E
E
The
board
of
directors
of
the
foundation
is
currently
working
on
a
1.1
million
dollar
endowment
to
support
neighborhood
library
programming,
of
which
five
percent
will
go
to
programming
in
the
neighborhood
libraries
we
currently
bring
in
revenue
from
our
rentals
of
the
fourth
floor,
mostly
the
fourth
floor,
our
central
library
operations,
which
supports
a
neighborhood
library,
in
addition
to
the
programming
of
Parkway
central
library,
specifically
for
the
current
culinary
Literacy
Center.
We
also
are
looking
to
get.
You
know
how
to
get
released,
that
money
to
support
neighborhood
libraries
program.
So
we
come
awfully
close
to
them.
E
C
You
for
clarifying
that
fact,
because
again,
things
move
on
social
media
like
lightning,
and
we
really
just
needed
to
get
those
facts
on
the
record.
I
also
just
wanted
to
know
why
you
are
here
that
we
did
receive
testimony
and
writing
from
the
urban
libraries
Council,
and
it
was
very
specifically
provided
by
the
president
and
CEO
Susan
Benton
and
in
that
testimony
for
the
record,
they
thanked
our
Free
Library
of
Philadelphia
for
being
a
part
of
that
coalition,
and
they
are
one
of
the
leading
organizations
that
represent
urban
libraries
and
across
of
the
nation.
C
A
A
You
and
you
have
a
question
for
the
panel
well
first
time,
phoom
I
just
want
to
thank
my
colleague
councilman
for
Parker
for
this
progressive
piece
of
legislation.
At
the
end
of
the
day,
we
want
to
make
sure
we
simply
want
to
incentivize
young
people,
people
just
in
general,
to
take
advantage
of
all
the
great
resources
to
the
Philadelphia
library.
I'm
asked
to
offer
so
I.
A
E
E
E
Good
after
good
afternoon,
chairperson
Johnson
and
members
of
the
legislative
oversight
committee,
again
I'm
a
Siobhan
Reardon
president,
director
of
the
Free
Library
of
Philadelphia
and
I'm,
joined
today
by
board
Board
of
Trustees
chair,
Pam,
Judge,
Pamela,
Denby
and
board
member
Chris
Arlene.
Thank
you
for
this
opportunity
to
provide
you
with
an
update
on
the
progress
of
the
free
library
has
made
in
several
key
areas
during
this
first
quarter
of
FY.
20
of
what
I
will
share
today
would
have
been
possible
without
the
additional
2.5
million
dollars
in
operating
funds
that
you
approved
for.
A
E
Thank
you
for
the
opportunity
to
provide
you
with
an
update
on
the
progress
the
free
library
has
made
in
several
key
areas
during
this
first
quarter
of
FY.
20
of
what
will
I
will
share
today
would
have
been
possible
without
the
additional
two
and
a
half
million
dollars
in
operating
funds
that
you
approved
for
the
library
this
year.
We
are
appreciative
of
the
increase
and
the
chance
to
enhance
both
our
services
to
the
public
and
our
inclusive
staff,
an
inclusive
access
for
our
staff,
I'm
delighted
to
announce
it
on
Saturday
September,
21st
2019.
E
We
opened
51
neighborhood
libraries,
officially
launching
six
day
service
system-wide
for
the
school
year
accomplishing.
This
was
no
small
effort,
the
library
recruited
hired
and
oriented
165
people
in
less
than
90
days.
In
addition
to,
in
addition,
42
employees
earned
enhanced
status,
moving
from
part-time
to
full-time
from
temporary,
to
permanent
or
via
promotion.
There
are
still
vacancies
to
be
filled,
which
should
be
complete
by
February
2020,
while
our
turnstiles
do
not
record
visits
day
by
day,
staff
is
reporting
that
the
number
of
customers
using
the
library
on
Saturdays
is
growing,
as
the
word
gets
out.
E
Additionally,
we
continue
to
refine
other
practices
to
better
serve
the
public,
for
example,
both
the
greater
Olney
and
Pasco.
The
libraries
recently
shifted
their
hours
of
operation
to
better
accommodate
customer
patterns
and
requests.
While
there
will
be
an
increase
in
hours
due
to
the
addition
of
Saturday
hours
service,
there
are
still
products,
sporadic
closures
due
largely
to
the
need
for
renovation
and
repairs.
At
many
neighborhood
libraries,
in
fact,
both
Haddington
and
Roxboro
were
closed
on
September
21st
for
building
improvements
and
our
first
quarter.
E
Fortunately,
along
with
some
rebuild
funding,
the
$500,000
allotted
for
repairs
in
the
FY
2018,
but
it
has
helped
in
situations
of
acute
need,
are
things
also
for
the
$1,000,000
that
the
Appropriations
Committee
approved
in
last
week's
transfer
ordinance?
This
will
go
a
long
way
toward
meeting
some
of
the
most
urgent
building
issues
as
we
move
forward
and
continue
to
expand
our
services
to
the
citizens
of
Philadelphia.
We
are
doing
so
with
a
sharper
and
more
focused
eye
on
the
need
to
actively
address
diversity,
equity
and
inclusion
by
the
library.
E
We
are
being
more
intentional
about
this
work
and
have
begun
with
a
demonstrated
commitment
at
the
highest
levels
of
the
organization,
along
with
creating
the
foundational
underpinnings
for
progress
to
those
ends.
We
have
amended
our
strategic
plan,
which
drives
all
the
library's
work
to
include
a
new
goal,
promote
diversity
and
inclusion.
Next
steps
ones
we
are
taking
now
will
identify
specific
objectives
and
deliverables
to
live
up
to
this
promise.
Two
committees
have
been
created
to
guide
these
efforts.
E
Trustees,
pilosa,
Ilana,
cocoon
Luis
and
Chris
Arlene
are
co-chairs
of
the
board
committee
that
will
oversee
the
work
and
ensure
that
our
boards
are
fully
and
regularly
apprised
and
engaged.
The
committee
began
work
this
summer
by
completing
a
research
scan
of
library,
industry
practices
that
will
aid
in
our
decision-making
around
standards,
as
well
as
a
deep
dive
data
collection,
effort
that
identified
library,
strengths
and
areas
in
need
of
improvement.
A
working
draft
of
this
report
has
been
distributed
to
you.
A
staff,
diversity
and
inclusion.
E
Steering
committee
has
also
been
formed,
teth
with
identifying
barriers,
reviewing
existing
policies
and
recommending
actions
for
change.
It
is
chaired
by
Danielle
Henderson,
who
was
the
first
diversity
inclusion
officer
named
by
a
city
operating
department.
She
has
also
joined
the
library's
executive
staff
in
order
to
raise
the
importance
of
this
work.
However,
danielle
has
been
balancing
these
responsibilities
along
with
her
role
as
an
HR
administrator,
and
with
this
mind
we
will
soon
be
searching
for
a
full
diversity
and
inclusion
officer
to
ensure
our
efforts
are
adequately
supported.
E
E
It
is
imperative
that
the
diversity
of
our
board
and
staff
reflects
the
people
and
neighborhoods
that
we
serve
and
the
range
of
voices
and
experiences
that
all
levels
of
our
work
can
contribute
to
our
ability
to
better
serve
Philadelphia
the
board
of
trustees
in
the
majority
minority
body
having
58
percent
people
of
color.
Not
only
is
this
fact
noteworthy
on
the
face
of
it,
but
I
would
add
that
it
has
been
a
long-term
effort
when
I
arrived
at
the
free
library
in
20
2008.
E
The
makeup
of
the
board
of
the
trustees
was
35
percent
people
of
color.
Currently,
the
compensate
the
composition
of
our
leadership
team
is
just
under
25.
The
composition
when
I,
like
the
view,
is
just
under
25
percent
people
of
color,
we
are
continually
looking
to
alter
or
modify
existing
hiring
practices
in
order
to
build
a
more
diverse
pool
of
staff
and
I
will
continue
to
work
with
the
city
and
the
unions
to
do
so.
E
While
the
library
profession
has
historically
been
dominated
by
white
women,
we
know
that
we
simply
have
work
to
work
harder
to
attract
more
librarians
of
color
in
order
to
hire
new
staff
members
using
equitable
and
inclusive
practices.
We
have
been
examining
and
adjusting
our
hiring
methods
in
cooperation
with
the
office
of
human
resources.
Recruitment
has
taken
on
edit
importance
and
we
are
planning
outreach
to
historically
black
colleges
and
universities
that
have
masters
of
library,
science
programs
to
identify
new
librarians.
E
In
addition,
we
advertise
with
the
American
Library
Association's
Black
Caucus,
the
gay
and
lesbian,
bisexual
and
transgender
roundtable
Reforma,
a
group
of
targeted
Latinas
populations
and
those
who
speak
Spanish
and
the
Asian
Pacific
American
Library
Association.
During
our
recent
round
of
hiring
concurrently,
we
are
identifying
promotional
opportunities
for
a
paraprofessional
staff.
One
practice
that
demonstrates
this
change
is
our
simplified
hiring
practice
for
seasonal
library,
assistants,
a
change
in
procedure
now
these
workers
to
automatically
promote
to
permanent
part-time
roles
after
one
season
or
500
hours.
E
Previously,
this
promotion
was
only
permitted
after
several
years
of
seasonal
work
totalling
over
2,000
hours
since
2018,
more
than
eighty-five
promotions
have
occurred.
This
way
offering
streamlined,
barrier-free
advancement
for
this
job
class.
In
addition,
we
are
exploring
enlarging
the
pool
of
potential
branch
managers
by
making
the
position
open
competitive,
thereby
allowing
us
to
draw
candidates
from
outside
the
traditional
chain
of
promotion.
E
It
is
important
to
communicate
our
commitment
to
equity,
to
staff,
and
we
are
doing
so
in
several
ways.
Minutes
from
the
monthly
steering
committee
meetings
are
shared
by
the
staff,
intranet
and
I
send
monthly
email
communication
with
updates.
We
are
also
encouraging
more
staff
to
engage
in
this
work
and
most
of
our
employees
have
completed
implicit
bias.
Training.
E
Additionally,
number
of
staff
are
participating
in
the
cities
like
the
next
men
of
color
women
of
color
LGBTQ
and
people
with
disabilities,
resource
groups
designed
to
create
mentoring
networks
throughout
the
government
hearing
from
staff
about
their
concerns
and
needs.
It's
also
a
component
of
a
diverse,
equitable
and
inclusive
workplace.
E
The
second
project
is
aimed
at
employees
who
are
interested
in
earning
a
master's
of
library,
science,
making
them
eligible
to
become
librarians.
That
project
identifies
resources
and
a
support
network
for
interested
employees
as
a
prelude
to
this
and
on
a
pilot
basis,
we
are
partnering
with
Drexel
University
to
offer
pre
MLS
certification
for
staff
with
bachelor's
degrees.
E
Contracting
practices
are
another
important
component
of
the
library's
commitment
to
diversity,
and
our
track
record
of
accomplishment
and
innovation
is,
is
impressive.
Mm-Hmm,
the
first
21st
century
libraries,
logan
11,
Lilly
Marrero
and
to
Coney
had
an
overall
minority
and
women
business
enterprise
goal
of
between
55
and
60
percent.
We
are
proud
to
report
that
we
exceeded
that
goal
with
64%
participation.
In
addition,
we
exceeded
our
operating
budget
procurement,
contract
goal
of
25%.
E
2008
Adana
method
of
contracting
for
landscaping,
services,
which
has
resulted
in
more
women
and
minority
businesses
having
the
opportunity
to
bid
previously,
there
was
a
single
citywide
contract
for
all
libraries,
an
area
too
big
for
many
smaller
companies
to
serve
by
breaking
up
the
library
system
into
five
geographic
zones
and
limiting
the
number
of
contracts
by
any
one
company
could
receive.
We
made
it
possible
for
more
small
and
minority
contractors
to
bid
on
the
jobs
of
the
five
currently
contracts.
Three
are
either
small
business
or
minority-owned.
E
We
plan
to
replicate
this
new
model
with
pest
control,
services
and
larger
mechanical
contracts.
Along
with
these
targeted
efforts,
we
are
making
strides
to
a
greater
inclusivity
in
other
areas.
Three
or
three
years
ago,
we
parney
pioneered
a
citywide
programming
and
celebration
of
Pride
Month
in
June,
an
initiative
that
has
grown
every
year
in
collaboration
with
the
city.
We
have
completed
an
ad
a
assessment
of
all
of
our
locations.
Based
on
this,
we
will
develop
priorities
from
making
our
buildings
accessible
for
all.
E
Implementing
change
around
diversity,
equity
and
inclusion
is
very
important
to
the
free
library
and
we
are
just
beginning
to
make
headway.
We
are
committed
to
carrying
out
institutional,
long
term
change
and
I
look
forward
to
working
with
the
City
Council
to
continue
the
efforts
we
have
already
begun.
Thank
you
for
the
expertise,
guidance
and
financial
support.
You
will
end
to
this
effort
and
I
would
be
happy
to
answer
any
questions
you
may
have.
A
Before
turn
over
to
my
colleagues
that
has
a
couple
of
questions,
I
do
want
to
start
off
by
just
commended
you
on
at
least
coming
back
in
front
of
us
what
a
comprehensive
plan
I
mean
least
from
what
I'm
reading.
Thus
far
and
I've
done
hundreds
of
these
hearings-
and
this
is
a
follow-up
from
previous
hearings
and
all
the
time
people
who've
not
come
back
to
the
table.
But
Lisa
is
thorough
as
a
planet.
A
I'm
saying
that's
for
obviously
have
to
do
a
deeper
dive,
but
all
something
chargin
enough
to
see
that
some
work
has
been
starting
so
begin.
Addressing
some
of
the
key
issues
and
to
me
around
the
issue
of
diversity
and
inclusion
that
go
beyond
just
on
the
staff
level,
but
also
I
talked
about
contracting
terms.
B
A
When
I
see
people
who
are
doing
extended
diversion
as
opposed
to
okay,
here's
where
we're
at
and
here's
we're
trying
to
get
to,
but
nevertheless
I
just
want
to
acknowledge
that
and
I'll
save
my
additional
questions
after
I
give
my
cards
an
opportunity
to
ask
their
questions
and
some
would
acknowledge.
Councilman
sandy
bass.
G
Thank
You
mr.
chairman,
good
afternoon
long
they
have
been
sitting
East
years
since
ten
o'clock.
This
morning,
though,
but
I
want
to
thank
you
for
being
here
and
I
want
to
thank
you
for
providing
you
know
the
plan.
Your
your
plan
and
report
I
did
have
some
questions
on
it
and,
as
you
may
be
familiar,
you
remember
back
in
the
spring.
G
G
You
know
what
else
can
we
do
and
are
we
where
we
really
should
be
saying
that
this
was
an
issue
that
was
raised
over
two
years
ago
in
2017,
and
you
know
I
I'm,
not
sure
when
we're
moving
at
the
pace
that
we
probably
should
be
moving.
I
realized
that
the
excuse
me,
the
library,
has
a
lot
of
things
going
on
you're,
very,
very
busy.
You
have
a
lot
of
things
that
you're
working
on,
but
I
think
that
we
might
want
to
think
about
what
else
can
we
be
doing
around
diversity?
Inclusion
because
it
matters?
G
So
those
are
some
of
my
concerns
and
I
wanted
to
start
specifically
with
asking
about
I'm
a
little
confused,
because
I've
read
your
report
and
it
sort
of
stated
a
couple
of
different
things
all
at
the
same
time,
I'm
confused
about
the
hiring
of
the
diversity
and
inclusion
officer.
So
I
noted
that
you
said
that
early
on
that
the
young
lady
Danielle
Henderson
Henderson
right,
forgive
me
for
not
remembering
the
last
hi
Danielle
that
she
had
been
hired
and
I
had
assumed
as
the
diversity
and
inclusion
officer.
E
E
Prai
marry
responsibilities
are
in
as
human
as
human
resources.
She
has
an
enormous
workload,
a
lot
of
the
hiring
that's
going
on
she.
She
was
key
to
the
recruitment
when
we
were
hiring
everybody
in
in
June
in
July.
She
handles
a
lot
of
the
grievance
issues
around
the
library,
so
she's
key
to
the
operation
Human
Resources
operation.
E
E
E
G
E
We
also
want
to
do
a
culture
assessment
of
the
organization,
so
the
to
inform
not
only
the
steering
committee
but
to
the
board
as
to
what's
the
what's
what's
out
there,
how
it's
out
there
and
what
we
need
to
do
to
your
point
say
we
have
a
long
way
to
go
and
a
lot
of
in
a
lot
of
areas,
and
so
this
would
be
the
barometer
that
says
we
are
strong
here
where
we
care
that
sort
of
things.
So
they'll
do
a
culture
assessment.
We
are
actually
interviewing
these
consultants
on
December
9th.
E
So
this
is
actually
we.
We
are
on
target
to
get
this
going
in
January,
but
the
big
piece
of
work
is
to
really
work
with
the
executive
team
to
ensure
the
capacity
of
the
executive
team
to
deliver
on
the
promise.
Okay.
So
then,
the
first
diversity
inclusion
officer
is
then
the
the
staff
person
to
the
board
committee
directs.
B
G
E
B
E
I
request
for
information,
okay,
and
it
was
a
lot.
We
begin
with
telephone
conversation,
most
of
the
interviewing
that
we've
done
so
far
was
myself
and
Danielle,
and
my
chief
of
staff
Leslie
Walker
interviewing
the
the
four
consultants
that
we've
talked
to
pretty
in
depth
about
what
we
wanted
to
accomplish.
And
so,
as
we
look
for
there's
a
criteria
sheet
that
we'll
be
looking
at
when.
G
All
right
and
okay,
so
we
met
back
in
I,
guess
back
in
May,
yes
and
the
RFI
went
out
in
August
and
I
guess.
One
of
the
things
that
that
is
concerning
to
me
is
that
it
feels
like
you
know.
Since
you
know
there
was
this
original
conversation
back
in
2017.
Something
needed
to
be
done,
nothing
happened
here,
we
are
say,
may
of
2019,
you
know
and
it
gets
a
lot
of
attention
and
then
we
said:
okay,
well,
something
needs
to
be
done
and
then
we
have
between
the
spring.
G
F
F
F
F
The
steering
committee
is
actually
tied
in
to
our
board
of
trustees
committee
they're.
What
our
committee
realized
after
our
first
couple
of
meetings,
is
that
we
needed
to
have
a
comprehensive
voice
of
the
staff,
knowing
that
you
know,
there's
a
big
difference
between
oversight
that
a
trustee
does
and
what
feedback
and
what
life
looks
like
on
the
ground
from
frontline
staff.
So.
F
There
are
some
board
members
on
the
steering,
okay
right,
including
myself
and
I-
think
there
is
at
least
one
representative
from
the
foundation
board
as
well.
But
the
part
of
the
purpose
of
that
is
that
it
is
a
staff
driven
staff
comprised
committee
where
we
are
figuring
out
how
to
engage,
really
strong,
significant
staff
voice
into
what
we're
doing.
Okay.
G
F
So
it's
not
meant
to
sort
of
be
like
hey.
We
want
a
couple
of
staff
members
here
sit
in
the
back
right.
What
we're
actually
trying
to
do
is
on
a
consistent
basis.
You
know,
for
example,
one
of
the
at
the
last
steering
committee
meeting.
One
of
the
activities
was
everyone
kind
of
started
to
review
and
ask
questions
and
criticize
the
previous
diversity
equity
inclusion
plan
from
2017
right,
so
they're
being
able
to
go
through
a
process
to
give
us
questions
that
they
will
then
send
to
our
board
committee,
our
trustee
committee
right.
F
We
will
need
to
sit
at
one
of
our
next
meetings,
say:
hey
the
staff
steering
committee
sent
us
all
of
these
questions
about
the
diversity,
equity
and
inclusion
plan
from
2017.
We
need
to
go
through
these
ourselves.
We
need
to
try
to
answer
these
questions.
You
know
I
would
not
be
shocked
if
that's
the
sort
of
thing
that
at
some
point
down
the
line
could
lead
to
an
update
of
that
plan
right.
F
F
G
Not
connected
to
the
folks
who
are
on
the
ground
and
I
just
see
it
as
being
a
disconnect,
but
the
in
how
this
is
operating.
I
mean
I,
just
I
still
don't
get
it
I
understand
your
explanation,
but
I
just
really
don't
get
the
the
idea
of
separating
the
two
committees
would
make
them
somehow
Phunk
that
make
the
library
better
that
this
would
help.
G
G
G
You
know
again
the
board
sitting
up
here
and
everybody
else
sitting
over
here
to
the
thigh
and
the
board
is
ultimately
responsible
for
making
the
decisions
that
are
going
to
make
the
library
run
going
to
make
the
library
better
and
so
having
two
separate
committees
to
me
kind
of
dilutes.
What
we're
trying
to
accomplish
here.
H
D
Board
of
Trustees
has
a
strategic
plan
in
place
at
any
time,
and
one
of
the
things
we've
done
is
add
diversity
as
a
major
goal
in
our
strategic
plan.
We're
very
much
concerned
that
we
not
just
go
okay,
we're
all
in
favor
of
diversity,
so
on
the
board
side
as
you'll
see
as
you
go
through.
The
latter
part
of
this
I
think
terrific
presentation
that
crystalline
and
some
others
have
put
together.
D
Within
this
day,
you'll
see
like
a
series
of
blocks
were
halfway
to
this
goal.
Where
60%
we
got
this
one
covered.
So
because
that's
the
way
the
Board
ensures
that
the
staff
is
conforming
to
the
strategic
plan.
So
that's
a
large
part
of
our
focus,
although
the
first
couple
months
were
very
much
about
having
a
just
a
whole
lot
of
dead
and
dumped
on
us
and
trying
to
shovel
our
way
out
and
figure
out
what
it
meant.
D
D
That's
down
there
in
the
the
nits
and
grits
of
of
how
you
define
a
job
category,
how
you
manage
the
the
promotion
process,
how
you
encourage
people
to
reach
upward
to
the
next
job
that
that
kind
of
thing
that
level
of
involvement
aboard
in
an
organization
like
this
should
never
have
so
that
is
very
much
static.
Room.
G
And
I
hear
you
I
hear
you
for
that,
but
I
think
you
know
we're
probably
going
to
disagree
on
that
because
I
just
think
bringing
you
know
it's
one
thing:
if
we,
you
know,
if
we
have
a
you
know
like
our
City
Council
as
a
body,
you
know
we
have
what
you
know.
Let's
say
half
of
one
one
committee,
the
other
half
exclusively
on
another
committee
and
but
one
half
of
the
room
has
sort
of
say
so.
The
leadership
that
control
the
direction
of
the
entire
body.
Then
it's
unevenly
weighted.
G
And
so,
if
we're
really
trying
to
address
diversity
and
inclusion
in
the
library,
then
it
has
to
be
equally
yoked.
It
has
to
be
equally
weighted
so
so
I
understand
what
the
thought
process
is,
but
in
terms
of
being
truly
effective
in
reaching
the
goal
that
the
library
says
that
they
want
to
reach.
I.
Just
think
that
you
know
of
one
committee
makes
it
makes
probably
more
sense
for
operations
for
the
library
system.
I.
D
G
G
D
G
Overall,
okay
I
see
okay,
and
so
it
follows.
It
looks
like
just
at
a
glance
because
I
haven't
had
a
chance
to
fully
review
it,
but
it
looks
like
at
a
glance
that
it
kind
of
falls
in
line
with
the
rest
of
the
salaries
for
in
the
city
of
Philadelphia
and
which
african-americans
are
typically
paid
significantly
less
and
the
library
doesn't
seem
to
be
any
exception
to
that
and
I'm
wondering
if
you
can
help
us
to
understand
how
that
is
continuing
to
occur.
E
So
the
predominance
of
our
staff
of
color
are
in
the
library
assistant
and,
let's
say,
lower
wage
positions
at
the
Free
Library
of
Philadelphia,
and
when
you
see
the
and
of
course
we
have
been
not
secret
about
the
management
positions
being
larger,
the
librarian
and
largely
white
women,
and
that's
the
that's
the
discrepancy
that
you're
seeing
there
we.
This
is
the
process
that
we're
going
through
now
to
really
look
at
all
the
job
descriptions
and
see
where
it
is.
E
We
have
an
opportunity
to
take
a
look
at
those
things
where
we
quote
require
an
MLS
to
say:
do
we
actually
need
to
require
an
MLS
for
all
of
these
positions
and
open
up
and
I'm?
You
know
benchmarking
this
around
a
lot
of
my
colleague,
libraries
around
the
country
which
are
now
going
in
this
direction,
to
really
open
up
the
opportunities
for
management
and
an
opportunities
for
all
of
our
staff
to
be
able
to
move
up
through
the
system.
E
That's
the
opportunity
that
we're
working
with
Drexel
University
that
I
mentioned
in
my
testimony,
to
create
a
certification
for
bachelor
degree
that,
yes,
it's
a
bachelor
degree,
but
we
have
many
many
people
with
bachelors
that
are
really
desiring
to
move
into
the
become
a
librarian.
And
so
this
is
a
first-hand
opportunity
that
we're
trying
to
create
for
them.
I
F
So
falcomon
just
a
follow
up.
If
you,
if
you
look
at
the
data,
it's
there's
no,
nowhere
in
the
free
library
where
you
know
a
black
employee
and
a
white
employer,
you
have
the
same
job,
have
a
imbalance
right
with
civil
service
and
those
things
that
we
did
there
right.
It's
primarily
a
Siobhan
set
driven
by
most
of
our
librarians,
are
like
women
there's
a
requirement
around
the
MSW.
F
That's
that's
an
industry
issue
and
something
that
the
library
is
trying
to
work
on
and
some
of
the
things
that
our
committee
is
working
on
and
and
we'll
have
ready.
When
our
report
is
ready,
is
kind
of
laying
out
some
of
those
and
then
what
kind
of
assistance
or
steps
are
needed
to
make
that
happen.
So,
for
example,
if
we
want
to
get
rid
of
the
MSW
requirement,
what
does
that
actually
entail
to
go
from
an
idea,
a
strategy
at
the
pre
library
to
something
that
can
be
implemented
right
right?
F
G
I
mean
I
understand
that
I
I,
you
know,
recognize
that.
Obviously
you
know
you
have
librarians
and,
as
you
said,
you
have
african-american
libraries
and
librarians
and
a
white
librarian
who
are
at
you
know
they
should
be
at
exactly
the
same
salary
assuming
that
they,
you
know
like
to
start
on
the
same
date.
You
know
not
counting,
they
didn't
you
already,
or
you
know
anything
like
that,
but
I
when
I
see
this
number,
it
just
jumps
out
at
me
that,
particularly
for
african-americans,
you
know
the
lower
wage.
G
That
is
incredibly
frustrating,
whether
it's
in
the
library
system
or
in
tourism
or
in
the
medical
professional
industry
across
the
board,
is
just
incredibly
frustrating
that
we
haven't
been
able
to
in
any
way
shape
or
form
get
beyond
being
the
lowest
paid
employees.
No
matter
what
no
matter
what
the
industry
is.
We
are
always
the
lowest
paid
and
so
finding
ways
to
address
that.
You
know
I'm
glad
that
the
library
is
looking
at
different
ways
and
recruiting
efforts
to
make
sure
that
that
number
is
addressed.
G
Can
we
just
just
switch
up
just
a
little
bit
because,
like
I
said,
this
is
a
lot
of
data
and
I
haven't
really
had
a
amount
of
time
to
really
digest
it,
but
I
did
want
to
ask
there
was
some
question
over
a
staffer
and
and
how
this
all
came
to
bear?
How
we
got
to
this
point
that
there
were
some
inappropriate
comments
that
were
made
by
a
staffer.
G
E
That
been
addressed
so
Councilwoman
there
was
discipline
applied
I,
but
you
know
we
revisit.
There
was
discipline
applied.
Okay,
I
just
was
not
because
of
the
privacy
around
discipline.
I
was
I,
was
not
I'm,
not
able
to
talk
about
what
I
did
what
discipline
I
did
apply.
Okay,
so
what
you
know
if
we're
talking
about
a
dismissal
or
anything
like
that,
so
it
that
did
not
occur.
But
I
was
my
own
conversations
and
my
own
actions
that
I
worked
with
this
employee
was.
G
E
G
I
made
a
statement
that
was
considered
to
be
racially
insensitive
and
inappropriate,
and
there
was
no
suspension.
There
was
no
I
mean
I,
can't
imagine
like,
even
if
you're
not
giving
a
couple
of
days
off
I
get.
You
know
it
sounds
like
it.
You
know
it
was
a
written
note.
That's
placing
your
personnel
file
type
of
thing,
which
I
don't
I,
don't
count
as
discipline.
G
So
you
know
it
sounds
like
there
was
not
any
significant
level
of
discipline
that
was
applied
for
that
incident
and
that
and
those
kinds
of
things
makes
it
hard
to
move
forward.
It
makes
it
hard
when
you
feel
that
you've
been,
you
know,
disrespected
say,
to
move
forward
and
to
believe
that
the
library
system
is
really
truly
sincere
about
addressing
this.
If,
if,
if
some
things
you
know
just
kind
of
get
swept
under
the
rug
and
they're
kind
of
like
alright
well,
you
know
yeah
what
you
said
is
really
bad.
E
G
G
Time
off
without
pay
so
I
so
again,
I
can
only
imagine
that
you
know
it's
it's
it's
some
sort
of
a
written
documentation
that
says
you
did
something
wrong
and
we're
going
to
put
this
in
your
personnel
file,
because
otherwise
you
know
it's
it's
suspension.
It's
you
know
time
away
from
your
job
without
pay,
it's
it's
those
sorts
of
remedies.
So
so
it
sounds
like
there
was
nothing
that
was
not
in.
E
G
Regard
no
okay,
all
right!
That's
the
most
unfortunate
I
do
want
to
come
in
the
library
on
a
book
that
or
an
author
that
was
recently
at
the
library
last
week.
I
cannot
think
of
her
name
right
now.
The
poet
Susan
Orlean
Oh
lean,
yes,
Oh
lean.
Okay
and
she
wrote
a
book
called
the
library
book
which
I
found
to
be
just
a
fascinating,
read.
G
I,
never
thought
I
would
be
interested
in
reading
a
book
about
libraries
and
books,
but
it
was
just
really
just
an
incredible
read
and
I
just
really
wanted
to
recommend
it,
and
thank
you
all
for
having
her,
and
it
really
did
talk
about
a
lot
of
different
things
and
diversity.
Inclusion
was
among
them
and
the
need
and
the
importance
of
having
you
know,
people
of
color
in
the
library
system,
and
it's
not
just
a
Philadelphia
thing.
It's
a
thing
everywhere,
and
so,
while
you
know
folks
are
really
grappling
with
that,
you
know.
G
I
think
that
the
drawing
attention
to
it
is
very,
very
important,
but
I
think
making
sure
that
we're
touching
bases
that
we're
including
people
in
the
discussion
and
the
conversation,
if
we're
going
to
have
these
committees,
if
we're
going
to
have
true
inclusion,
then
the
people
that
we
say
we're,
including
have
to
be
included
all
of
the
way
along
it,
can't
be
okay.
When
we're
having
this
board
meeting
or
we're
having
a
you
know
a
a
separate
meeting,
and
then
people
find
out
about
it,
they
haven't
been
included.
G
They
don't
feel
that
the
process
is
legitimate
and
so
we're
all
the
way
back
at
step
one.
So
we
really
do
have
an
expectation
that
the
library
system
is
going
to
do
more
to
make
sure
that
the
people
on
the
ground
who
brought
these
issues
to
the
forefront
back
in
2017
that
they
are
the
ones
especially
who
are
included
in
the
conversation
and,
last
but
not
least,
oh
I'm.
G
Sorry,
councilman
Kevin
had
a
question,
but
let
me
just
follow
up
on
behalf
of
Councilwoman
Brown,
who
could
not
be
here
Blondell
Reynolds
Brown,
but
who
asked
to
ask
ask
me
to
ask
you
about
statements
made
to
your
staff
about
weaponizing
of
the
word
biased
and
what
what
did
you
mean
by
that
she
says
she
was
shown,
a
video
that
appeared
to
show
you
using
those
words.
Are
you
familiar
with
the.
E
I
am
yes,
okay,
go
study
to
that
sure.
So
when
we
were
going
through,
I
was
concerned
that,
as
we
begin,
the
conversation
around
equity
and
inclusion
that
everything
was
going
to
be,
every
people
are
going
to
call
bias
on
literally
any
kind
of
comment
or
any
sort
of
issue
that
was
going
on
and
that's
when
I
said,
I
want
to
supposed
to
be
careful
about
weaponizing.
The
word
bias:
that's
that
was
my
internment
total
intention
on
that
I
wants
to
be
careful.
I
want
us
to
be
thoughtful
around
how
it
is.
E
G
Following
you
on
that
at
all
so
you're
saying
that
that
that
your
statement
was
intended
to
say
careful
about
the
use,
be
careful
about
using
the
word
bias
right.
So
that's
it's
not
really
encouraging
people
to
speak
freely
about
what
they.
What
their
perception
of
you
know.
The
situation
is
regarding
race
and
diversity
and
inclusion,
fair.
E
G
You
know
so
saying
you
know,
be
careful,
don't
or
not
even
be
careful,
because
being
this
thing
to
be
careful
is
one
thing,
but
using
the
word,
weaponizing
really
takes
it
to
a
whole
nother
level.
If
you're
saying
that
we're
weaponizing
you're
really
trying
to
paint
a
picture
of
a
of
a
tool,
that's
used
to
attack-
and
you
know
the
word
buy-
is
saying
weaponizing.
The
word
buy,
as
I
think
is
just
a
little.
I
think
the
debt
is
very
far
reaching
fair
enough.
Okay,
councilman
Brown
also
asked.
J
E
The
way
the
steering
committee
is
structured
is
that
it's
a
subcommittee
of
the
of
the
board
committee
and
Chris.
You
can
speak
to
this
better
than
I.
You
were
in
the
conversations
and
what
was
happening
was
that
the
the
process
was
set
up
as
if
it
was
a
labor-management
conversation,
and
this
is
that's
not
how
subcommittee
board
subcommittees
are
structured
and
that's
that
was
the
caution
I
put
out
there.
So
this
is
not
a
labor
management
structure.
This
is
a
board
structure
and
you
were
there
so
yeah.
F
F
You,
but
also
clarifying
that
within
our
you
know,
diversity,
equity,
inclusion,
committee,
there's
just
two
co-chairs
and
that's
it
there's
no
secretary,
there's
no
treasurer,
there's
no
any
other
action
and
what
I
also
tried
to
clarify,
and
that
group
is
that
being
a
co-chair
is
really
just
you
know,
a
glutton
for
punishment.
It's
just
like
hey
I
will
spend
my
nights
and
weekends
looking
at
data
and
trying
to
put
reports
together
and
when
I'm
not
working,
try
to
help
other
people
at
the
library
move.
This
forward
right.
So.
E
E
G
E
E
G
G
The
board
committee
right:
okay,
okay,
so
we
have
the
board
committee,
which
is
separate,
and
then
we
have
the
steering
committee,
which
is
meant
to
be
staff
and
so
forth,
right
and
so
for
the
staff.
I'm
gonna
call
it
for
lack
of
a
better
term.
For
my
edification
I'm,
going
to
call
this.
The
staff
committee
for
the
staff
committee,
the
staff
committee
has
been
is
being
led
by
your
chief
of
staff
and
assistant
no.
E
My
assistant,
but
what
my
chief
of
staff
in
these
the
assistant
chief
of
staff,
is
there
just
to
take
minutes.
She
has
no
involvement
in
the
process
of
the
steering
committee
whatsoever
so
to
allow
the
steering
committee
to
do
their
work.
They're
not
obligated
to
manage
the
minutes
and
to
them.
So
Shara
takes
the
minutes
and
then
submits
it
to
the
board
to
the
committee
chair.
Who
then
circulates
it
to
the
rest
of
the
committee
and
then
on
to
the
website.
So
it
allows
it.
That's
what
I
mean
basically
she's
there
as
a
staff
member.
G
Strongly
recommend
that
there
be
a
merger
of
the
two
committees.
I
think
that
is
it's
sending
the
wrong
message.
I
think
that
it's
a
bit
confusing
in
terms
of
what
the
roles
are
and
also
you
know,
just
just
for
people
to
feel
free
to
express
themselves
and
feel
comfortable
in
an
environment
on
this
committee.
I
just
really
strongly
suggest
that
you
would
have
just
one
committee
that
will
be
made
up
of
staff
and
board
members,
and
you
know
hey,
maybe
community
members
and
hey,
maybe
some
members.
It.
G
Maybe
some
and
I
know
you
have
some
folks
from
the
mayor's
office
and
city
council.
You
know
we
have
some
folks
who
will
be
available
and
willing
to
participate
among
members
or
staff
or
something
so
that
we
can
all
collectively
work
towards
supporting
the
free
library
system.
Okay,
though,
all
right,
so
thank
you.
H
Thank
you
very
much
mr.
chairman,
so
I
wanted
to
open
up
by
saying
that
you
know
I
strongly
believe
that
this
council
has
gone
to
bat
to
support
the
libraries
will
continue
to
do
so.
We
fought
really
hard
to
get
the
library
system
to
six
days
during
the
school
year,
which
was
very
unsatisfactory,
for
the
majority
of
us
were
certainly
pushing
for
seven
days
a
year
year-round.
H
Actually,
your
loudest
advocates
I
say
this
to
the
school
district,
all
the
time
we're
in
rooms
where
parents
are
angry,
they
are
frustrated.
They
believe
that
they
are
not
being
served
well,
but
they
love
that
school.
They
need
it
to
change,
they
need
it
to
get
better
and
that
kind
of
fervor
that
intersection
of
anger,
frustration,
but
a
commitment
that
we're
in
this
together
is
really
like.
H
Where
I
think
some
of
my
questions
are
going
to
come
from
and
the
need
and
the
recognition
that
actually
it's
not
the
leadership
at
the
library
that
wins
the
library,
its
funding,
it's
actually
your
constituents,
your
patrons
your
neighborhood
by
neighborhood
librarian
groups,
they're
the
ones
who
call
us
and
tell
us
they
better,
not
back
down
off
of
that
budget
request
they're
the
ones
who
call
each
and
every
one
of
the
council
members
who
may
or
may
not
have
libraries
at
the
top
of
their
mind
and
remind
them.
This
is
coming
up.
H
You
better
show
up
so
I
want
to
open
by
saying
that
and
I
also
want
to
say.
The
second
thing
is
that
I've
been
in
a
couple
of
situations
where
we're
dealing
with
large
institutions
that
are
struggling
with
race,
specifically
racism,
and
it's
important
for
us
to
kind
of
approach.
Some
of
this
work
from
that
venue
and
it's
not
easy
work.
We
can
use
the
words
diversity,
equity
inclusion,
but
the
reality
is
is
that
what
we're
trying
to
deal
with?
H
Is
racism,
bias
and
anti-racist,
purposeful
and
deliberate
anti-racist
strategies
that
undo
decades
and
institutional
neglect,
ignorant
or
or
intent
and
I
want
to
pull
away
from
intent
a
little
bit
because
I
know
every
one
of
us
who's
going
to
talk
about.
This
is
like
I,
never
meant
to
do
that.
That
is
not
my
intent,
how
its
received
with
never.
How
is
how
I
intended
it?
So
we
have
to
talk
about
racism,
exclusive
of
intent,
intent
and
racism
are
two
separate
things
right
now.
H
Racism
has
to
do
with
effect,
not
intent
if
the
effect
is
racist,
if
the
outcome,
if
the
if
the
changes
and
what's
happening
in
inclusion,
are
in
themselves
racist,
even
if
the
intent
is
not
purposely
there,
even
if
someone's,
not
waking
up
every
day.
Reading
horrible,
like
you
know
online
stuff,
it
doesn't
matter
because
we
still,
as
an
institution,
have
to
deal
with
it
and
that
the
reason
why
I
support
my
council
colleague
councilman
bass
for
raising
the
issue
of
why
that
question
of
the
weaponizing
abayas
matters,
because
intent
is
not
where
we're
at.
H
If
the
belief
is
that
the
raising
around
race
bias,
which
will
by
nature,
be
difficult,
challenging
and
ask
us
to
question
ourselves,
is
problematic,
it's
gonna
be
longer
term
problems,
I've
seen
it
happen
over
and
over
and
again
in
schools
and
school
districts
with
leadership.
In
that
particular
case,
I
would
say
that
you
do
need
more
help
and
I
appreciate
the
fact
that
you
closed
your
testimony,
recognizing
that
you
need
assistance
in
this
area.
H
So
one
question
would
be
whether
you
have
or
are
willing
to
work
with,
for
example,
our
Human
Relations
Commission
more
directly
beyond
just
sort
of
a
sit
right,
tier
role,
while
you
listen,
but
in
terms
of
a
real
analysis
or
planning
effort
around
the
library
system,
sure-
and
that
has
not
been
currently
proposed-
that's
not
currently
in
play
right
now.
Right
I
mean.
H
One
of
the
reasons
why
I
asked
that
is
that
the
Human
Relations
Commission
might
have
an
opportunity
to
also
talk
with
city
employees,
who
are
staff
members
who
might
be
able
to
give
some
feedback
perspectives,
even
if
before
they're
formalized
as
any
kind
of
formal
complaint.
And
would
that
be
something
that
you
as
you
also
open
to?
Yes,.
H
Know
look
I
think
that
there
are
a
number
of
groups
who
can
do
equity
inclusion,
diversity
fairly
well
as
consultants,
but
I
will
say
the
majority
of
them
generally.
Don't
don't
disagree
so
I'm
just
super
cautious
about
some
of
them
in
part
because
they
are
they.
They
can
take
you
to
330
thousand
feet
away
on
the
aggregate.
A
lot
of
this
work
is
good
but,
as
you
know,
bias
in
particular
institutional
biases
that
work
themselves
through
don't
really
happen
on
a
30,000
foot
level.
H
They
happen
on
the
ground,
they're
on
independent
exchanges
of
poor
communications,
on
a
sense
that
people
are
being
shut
out
of
conversations
that
they
desperately
want
to
be
part
of
on
a
lack
of
like
cohesive
kind
of
planning.
Those
are
the
things
that
generally
institutional
consultants,
around
diversity
almost
never
deal
with.
They
have
a
hard
time
with
it.
It's
challenging.
H
So
so
I
want
to
say
thank
you
for
that
to
like
I
know,
you
have
inclusion
of
your
employees,
and
one
of
the
things
that
I
know
having
been
often
called
upon
to
sit
in
a
lot
of
these
places
is
like
the
overwhelming
burden
on
that
one
employee
to
represent
so
many
people,
and
so
there's.
There
is
a
question
about
whether
the
you
know
it's
a
library
open
to
having
a
more
a
more
robust
dialogue
around
this
issue
with
your
unions,
especially
specifically
with
your
labor
unions.
H
If
there's
a
couple
of
reasons,
why
again
individuals
have
a
hard
time
representing
a
lot
of
different
groups
of
people,
it
is
difficult,
it's
exhausting.
It's
overwhelming
unions
can
not.
You
know
not
saying
that
they're
perfect,
but
unions
can
and
do
represent
broad
groups.
They
do
usually
have
to
deal
internally
also
with
race
and
racism
within
their
own
organizations.
I
did
not
definitively
see
how
the
unions
are
working
together
within
the
diverse
inclusion
committees
accepted
no
more.
E
So
there's
representatives
on
the
steering
committee
from
each
of
the
representative
each
of
the
represented
employees-
yes,
so
they're
represented
so
I,
had
asked
representative
the
leadership
of
dc47
TC
33,
to
name
people
to
specifically
represent
the
Union
position
or
union
employees
on
this
particular
committee.
So
and
then
there's
always
a
relationships.
There's
a
labor-management
meeting,
regular
labor-management
meeting
with
representative
either
dc47
and
then
dc33
has
just
begun,
starting
having
labor
monthly
labor-management
meetings
with
us
as
well.
H
But
you
know
I'd
love
to
keep
talking
a
little
bit
about
that.
I
know
that
some
of
the
representatives
have
raised
questions
would
love
to
be
able
to
bring
those
back
to
you.
We
don't
have
to
go
through
the
very
gritty,
and
all
that
sure
you
know
whatever
of
how
it's
actually
structured.
The
other
thing
that
I
think
is
important,
because
I
know
you
said
that
you
have
a
staff
group
that
meets
monthly
around
the
diversity
and
equity
committee.
H
But
a
lot
of
the
work
that
happens
often
happens
out,
like
usually
people
who
are
in
that
committee
are
not
in
a
position
to
either
be
wielding
or
sometimes
not
necessarily
experiencing
all
the
things,
and
so
like
these
bigger
kind
of
culture.
Building
gatherings
are
also
really
important
to
reset
or
help
establish
direction
and
help
also
build
trust.
So
how
many?
How
many
you've
been
meeting
since
April
for
one
of
the
groups,
but
how
many
large
may
be
all
staff
meetings
have
you
had
since
April
since.
E
April
mm-hmm,
none
none.
No,
we
had
our
all
staff
to
wait.
Oh
oh,
we
had
a
royal
staff
day
in
May,
so
that
was
you
know,
sort
of
every
year
we
have
an
all
staff
day.
The
lot
system
shuts
down
and
we
hit
bring
all
of
the
staff
into
mostly
central
library,
where
we
have
an
annual
meeting.
So
but
since
then
there's
regular,
but
that's
the
last
time
we
brought
everybody
together
because
you
know
it
means
shutting
down
the
system
if
I'm
going
to
do
it.
E
Bring
in
the
byte
by
usually
by
position,
so
our
supervising
librarians
have
a
regular
meeting
and
then
our
library
assistants
have
a
regular
meeting,
mostly
those
are
neighborhood
library,
Central,
Library,
Services
folks,
but
if
you're,
not
in
the
Public,
Service
and
you're
in
a
back
office
position,
you're
pretty
typically
not
involved
in
those
meetings
as
well.
Okay,
you
know
I.
H
Mean
one
of
the
questions
I
would
have
is,
like
you
know,
a
lot
about
dealing
with
anti-bias
work
and
anti-racism.
Work
is
about
how
you
reset
culture
for
a
broad
group
of
people
that
can't
really
happen
through
representative
bodies.
So
how
then,
is
the
communicate
if
things
have
been
moving
since
April?
How
would
an
ordinary
employee,
at
a
branch
library
in
Felton
Ville,
for
example,
be
able
to
know
that
there's
been
a
sizeable
culture
shift,
you
know
at
the
Parkway
and
that
they
would
be
able
to
feel
it
in
Felton.
E
That's
a
good
question
and
and
I
would
say,
because
we
have
such
movement
throughout
the
system.
It
would
be
very
hard
for
someone
at
our
my
own
Wyoming
library
to
feel
whatever
is
happening
at
Parkway
central
to
be
to
be
filtering
out
to
the
neighborhood
library,
but
it
is
that
bringing
together
of
those
large
groups
of
staff
where
they
share
base.
This
is
our
cluster,
maybe
I'm
just
reminding
me.
So
we
have
regular
cluster
meeting
us
on
any
Thursday.
E
There
are
our
clusters
meet
and
they
share
best
practices,
and
so
that's
how
best
that
you
know
each
of
each
third
it
once
a
month
the
clusters
meet,
so
our
Northwest
cluster
or
a
north
cluster
will
meet
once
a
month
on
a
Thursday
and
that's
where
they
share
the
best
practices
and
that's
where
the
communication
occurs
around
any
of
the
issues.
You
know
human
resource
related
issues
that
are
going
on
yeah.
H
So
I,
you
know
like
again:
I
would
suggest
that
you
do
need
some
time
to
figure
out
this.
This
is
where
I
don't
know.
It's
like
human
relations
comes
in
mid,
oh
quit,
Mid
Atlantic
equity
group
sometimes
does
this
work
because
they
work
with
like
DOJ
and
other
groups
that
have
you
know,
and
it's
not
to
say
that
you're,
you
know
they're
they're
much
more
strategic
about
whole
group.
Culture
shift.
H
I
also
want
to
encourage
what
the
library
and
other
folks
to
recognize,
especially
if
you
hear
this
from
a
consultant
like
best
practices
around
anti
racism,
is
really
difficult,
because
that's
not
actually
what
it
is.
A
lot
of
anti-racist
work
and
anti-bias
work
isn't
so
much
about
best
practices,
but
about
the
reflection
that
goes
on
within
and
how
much
time
is
able
to
be
spent.
Drawing
some
of
that
out.
I
would
guess
that
if
you
don't
do
some
of
this
work,
both
at
a
I
mean,
certainly
in
your
within
the
board.
H
You
obviously
want
to
have
a
direction
you
want
to
have
a
staff
group
meeting,
but
you
want
these
clusters.
You
want
them
to
meet
relatively
frequently
before
you
have
your
next
all
staff
meeting.
My
guess
is
that
all
staff
meetings
that
bring
together
a
huge
group
of
people
who
have
not
formally
been
discussed
but
have
been
hearing
around
the
edges
can
kind
of
explode
around
people's
resentment,
about
not
being
communicated
with
on
a
regular
basis,
not
having
a
means
for
understanding
how
we're
going
to
resolve
lingering
issues.
H
You
know
again,
as
I
said,
this
isn't
a
area
where
it's
a
mystery
or
it's
like
meddling
in
sort
of
certain
leadership.
Styles.
There
is
a
tradition
and
practice
around
it.
There
have
been
groups
the
we
do.
You
know
in
extreme
situations,
you
can
do
consent,
decrees
and
other
types
of
things
which
I
don't
want
us
to
get
anywhere
near,
but
it's
it.
H
There
is
like
a
means
that
is
manageable
and
you
know
another
reason
why
I'd
be
happy
to
you
know,
encourage
you
to
consider
continuing
to
talk
if
there
are
any,
as
I
said,
I'm
very
wary
of
diversity,
equity
and
inclusion.
Consultants
at
the
at
the
institutional
level.
I
do
think
they
ignore
pain,
trauma,
frustration
and
also
they
don't.
H
The
other
thing
that
I
think
is
important
to
create
is
vehicles
of
communication
between
in
and
the
institution,
so,
whether
that's
a
complaint
line
or
something
along
those
lines
that
keeps
you
kind
of
connected
aware
of
issues
and
allows
you
to
like
tailor
sometimes
different
branches,
if
necessary,
but
sometimes
different
regions.
You
know
there
might
be
issues
around
language
access
in
particular
regions.
There
might
be
issues
around
class
or
safety
issues
or
how
people
are
talked
to
embroid
levels
in
geographic
regions
can
experience
certain
things
so
I
want
to.
H
You
know:
I
want
to
say
that
I
think
this
work
is
really
hard,
but
it's
very
urgent,
I,
don't
know
how
we
can
you
know
we
want
to
be,
and
I
am
and
will
remain
a
enormous
champion
for
library
funding
and
for
the
most
robust
and
strongest
library
system.
Sometimes
we
don't
always
have
like
you
know,
upstairs
alignment
Lord
downstairs
alignment
with
everything.
H
In
that
case,
though,
we
need
your
team,
and
that
means
your
library,
branches
and
their
supporters
to
be
the
ones
who
are
the
loudest
if
they're
the
loudest
on
this,
we
can
go
far
when
we
break
apart
because
of
internal
issues
that
Canon
should
be
and
must
be
resolved.
It
becomes
really
hard.
So
I
would
ask
that
this
becomes
the
top
priority.
I
encourage
you
again
to
think
about
things,
not
in
terms
of
diversity.
Equity
inclusion,
which
tends
to
get
really
super.
You
can
be
really
superficial.
H
K
Thank
you.
Thank
you
good
afternoon,
mr.
chairman
and
thanks
thank
you
for
revisiting
the
issue
that
was
raised
and
budget
hearings
spring
2019
I
do
know
that
Councilwoman
best
gave
a
lot
of
attention
to
one
of
the
reasons
why
we're
here
this
afternoon,
I'll
read
the
transcript
later.
I
do
want
to
hear
what
the
time
frame
is
as
to
how
you
or
know
when
you
expect
to
execute
the
top
three
objectives
that
have
come
from
the
meetings
that
you've
had
already
so.
E
This
is
so.
This
is
one
of
the
major
pieces
of
work
that
the
steering
committee,
where
you
know
the
work
of
the
steering
committee,
is
to
make
recommendations
to
the
board
as
to
what
the
top
three
objective
Ewing
the
plan
now,
and
they
really
are
expected
to
come
up
with
the
three
major
areas
that
really
need
to
be
reviewed
and
recommended
for
cute
review
and
assessment
by
the
library
hang
in
that
right,
Chris.
E
So
those
we're
waiting
to
hear
from
the
steering
committee
I
don't
want
to
get
out
in
front
of
them
at
all,
I
mean
so
I.
Really
I
really
do
you
know
as
they
continue
their
work
there
and
they
have
begun
the
process
of
breaking
into
groups
and
really
staring
down
focus
areas
of
the
plan.
To
say
this
is,
you
know,
am
I,
saying,
I
think
I'm
doing
this.
Yes,.
F
Good
afternoon
nice
moment
so
on
page
7
of
this
slide
deck,
it
says
that
by
February
2020
we
expect
to
finalize
our
work.
The
the
basic
idea
is
ahead
of
next
year's
budget
season
to
have
a
formal
report
and
implementation
guideline
to
go
along
with
it
in
terms
of
when
things
are
going
to
get
done,
who's
going
to
be
responsible
and
how
we
will
track
progress
on
those
items
very.
K
Very
helpful,
so
progress
is
important.
What
happens
if
progress
is
not
achieve
me,
who's
going
to
be
held
responsible
across
the
system
for
objectives
that
are
not
from
the
internal
demographics
of
the
agency
to
who
you
do
business
with
from
a
DNI
standpoint
on
the
MBE
WBE
spy,
because
all
rows
are
gonna
lead
to
who
the
board
leadership
or
the
agency
leadership
in
the
department
leadership
boom,
because
the
culture
is
still
has
not
embraced
that
it's
a
brave
new
world
and
diversely
should
be
the
norm
and
not
the
exception.
K
It
should
not
be
an
anomaly
but
the
rule.
So
there
are
some
city
departments
that
have
figured
it
out
and
have
demonstrated
their
commitment
to
this,
and
there
are
others
like
the
library
they
have.
They
had
moved
like
snails,
quite
frankly
towards
achieving
you
know
what
the
mayor
articulated
is
an
article
dress
and
20
in
January
16.
D
Miss
Darlene
has
said
we
we
plan
to
have
a
detailed
plan
which
presumably
something
that
the
board
will
endorse,
and
then
it
is
up
to
the
staff
led
by
Siobhan
to
give
us
the
deliverables.
Okay,
many
as
you
know,
in
these
areas
it
can
take
some
real,
deep,
diving
to
figure
out
exactly
who
is
not
just
who's
responsible
but
who
is
or
what
is
the
roadblock
on
a
particular.
B
K
K
Because
it
haven't
been
here
now
for
as
long
as
I
have
we'll
have
the
same
conversations
now
that
I
was
having
with
department
heads
in
my
first
term,
it's
a
very
sad
commentary,
and
then
we
still
get
revelations
and
our
high
moments
as
we
approach
budget
budget
season,
and
so
where
there
is
weather,
lead
by
example,
and
where
there's
where
there
will
be
deep,
diving
there,
we
will
see
progress
as
middle
managers.
Don't
get
the
sense
that
the
leadership
is
deeply
serious,
so
they
have
no
reason
to
move
off
the
dime.
K
K
F
And
Councilwoman,
thank
you
very
much,
I
think
when
we
came
back
here
in
May
and
we
spoke
I,
think
one
of
the
things
we
talked
about
was
wanting
to
have
a
genuine
process
right
that
we
could
have
come
back
now
and
said:
hey
here's,
a
plan,
here's
25
things
we're
going
to
do
and
we've
already
done
five
of
them
right
and
that
that
really
would
be
BS
right.
That
would
be
us
trying
to
make
it
seem
like
we're
doing.
We've
done
everything
we
have
no
more
issues
right.
F
E
F
24
Thank
You
Siobhan
so,
for
example,
on
slide
the
next
page.
That's
where
I
couldn't
find
it.
You
know
when
we
got
together
as
a
trustee
committee.
One
of
the
things
we
weren't
sure
on
was
what
is
our
actual
performance
in
terms
of
MBE
w/e
contracting.
Look
like
like.
Let's
go
look
at
the
data
right.
Are
we
doing
a
bad
job?
Are
we
doing
a
good
job
and
it
turns
out
at
least
recently,
we've
we've
been
doing
a
pretty
good
job
and
that
I
think
moving
forward.
We're
going
to
be
more
intentional
about.
F
You
know,
clearly
communicating
the
stuff
that
we're
doing
if
I
can't
I'll
also
say
like
I'm
gonna,
keep
it
real
right.
My
you!
Probably
you
probably
met
my
grandfather's
name
was
herb
Arlene
and
you
know
I
would
not
be
along
with
Schad
a
co
chairing
this
committee.
If
my
interest
was
to
just
give
lip
service
to
stuff,
that's
really
important.
That's
really
hard!
It's
going
to
take
a
long
time.
F
You
know
to
get
to
the
outcome
that
we
want
to
get
to
right,
I
care
about
the
city,
I
care
about
the
importance
that
libraries
play
they're.
Often
the
most
the
last
resource
in
a
lot
of
communities,
you
know,
as
I've,
been
on
the
board
one
of
the
things
that
is
really
that
I've
seen
is
that
when
I
joined
the
board
somewhere
around
2010,
we
were
still
very
much
sort
of
repositories
of
information,
and
at
this
point
we
are
a
social
service
agency.
We
help
people
get
jobs.
We
help
people
learn
English.
F
F
You
know
both
shadi
and
my
commitment
to
really
wanting
to
drive
this
and
wanting
to
have
the
time
it's
going
to
take
to
do
something
genuine
and
so
I
appreciate,
council,
raising
these
issues
and
raised
in
to
urgent
C
and
also
giving
us
the
time
that
it's
going
to
take
to
you
know,
make
progress
and
hold
us
accountable
as
we
move
through
that
process.
Thank.
K
You
for
your
responses,
I
appreciate
the
authenticity
that
both
you
and
the
leadership
expressed
in
saying
that
we
just
don't
want
to
come
up
with
a
document
that
actually
that
actually
is
empty,
one
that
sits
on
a
shelf.
So
it
needs
to
be
acknowledged
that
you've
taken
the
time
to
be
very
deliberative
and
intentional
and
authentic.
It
is
ultimately
what
this
is
about.
Once
you
reduce
it
to
paper,
then
then
it
becomes
a
tangible
roadmap.
K
If
you
on
how
we,
you
know,
looking
forward
to
the
library
being
at
a
very
different
place,
a
year
from
now
and
certainly
to
two
years
from
now,
so
your
work
does
not
go
unrecognized,
but
but
for
us
bringing
this
up
I'm,
not
so
sure
we
would
be.
We
would
be
here.
It
took
counsel
raised
in
the
bar
or
raising
a
red
flag
to
say
this
is
not
cool
and
in
our
government
it's
just
not
not
appropriate,
so
the
work
that
you
ensure
they
had
done
is
appreciated,
and-
and
now
it's
all
about
execution.
K
You
very
much
I
think,
certainly
mr.
Eden's
thoroughly
your
honor
and
the
gentleman's
the
only
one
I
don't
know
for
many
many
years
and
the
fact
you
know
I
came
here
to
talk
about
52nd
and
life
is
so
like
I
do
every
year,
I
think
about
it.
Apparently,
that's
not
the
agenda
for
today,
but
I
will
say
before
I'm
I
want
to
thank
Councilwoman
bass,
because
when
I
was
listening
to
you
and
you
and
judge-
and
you
said
the
board
said
I
thought
you
said
the
Lord
said:
don't
go
ahead.
We've
had
these
hearings.
K
A
A
I
did
the
letter
to
the
mayor
I'm
asking
for
that
additional
funding
for
the
library,
because
it's
critically
important
to
me
again,
we
have
I
grew
up
in
clean
Memorial
Library
and
the
South
Philadelphia
branch
abroad
and
Maura
Street,
and
so
Ivy
league-educated
public
system
educated
come
from
South
Philadelphia
and
it
wasn't
for
the
libraries.
I
would
not
be
sitting
here
in
front
of
y'all
as
a
council
person
or
former
state
representative.
A
You
really
represent
innovative
hubs
and
information
on
Hobbs
educational
hubs
for
our
youth,
because,
as
we
fix
let
inside
the
school
district
we're
waiting
on
go
on
the
weekends
and
we're
they
gonna
go
after
school
to
get
some
reprieve.
The
library
same
thing
for
adults
now
who
are
looking
for
employment,
you
have
incorporated
a
component
library
and
so
I.
Thank
you
for
your
service
and
let's
continue
to
make
the
system
better.
Thank
you
very
much,
and
this
concludes
the
business
of
the
Committee
on
legislative
oversight
for
today.
Thank
you
very
much
for
well.
A
L
Thank
You
councilman,
my
name
is
Linda
Coble
Smith
I
am
president
of
the
friends
at
Arsdale
library
and
I'm,
a
board
member
of
the
organizing
committee
of
the
Friends
of
the
free
library
and
just
some
general
statements
and
where
our
position
is
at
this
time.
First
off
we
first
thank
you
for
the
opportunity
to
testify.
I
know
it's
late
in
the
afternoon,
so,
let's
get
it
done.
L
We
applaud
the
implementation
of
six-day
service
and
to
back
up
with
director
Reardon
said.
We've
got
some
anecdotal
evidence
from
the
branches
that
the
patrons
are
pleased
with
this,
especially
families
with
children,
because
it's
more
convenient
they
can
come
and
get
their
homework
done
and
get
what
they
need,
because
everybody's
busy
after
work,
so
we're
very
happy
with
that
and
seven-day
services
certainly
sounds
interesting.
L
We're
also
heartened
to
see
the
progress
being
made
with
the
hiring
of
the
new
librarians
and
staff,
and
we
understand
this
process
will
take
some
time,
but
it
will
benefit
all
our
branches
in
the
end.
Speaking
for
the
far
northeast,
the
library's,
several
branches
have
a
children's
librarian
for
the
first
time
in
years,
and
the
patients
are
very
happy,
especially
the
smallest
ones,
regarding
unplanned
closures,
we're
concerned
a
little
bit
about
that.
L
L
We
really,
you
know,
should
be
open,
but
we
are
happy
to
see
that
not
only
does
the
Freak,
the
Friends
of
the
free
library,
we
fully
support
the
library's
diversity
and
inclusion
goals
and
that
one
of
our
board
members,
Marilyn
Dyson,
sits
on
the
I
guess
it
would
be
the
steering
committee
for
this
with
that
the
staff
committee
and
she
is
providing
needed
insight
and
she's
monitoring
the
process
and
making
sure
our
voice
is
heard,
and
so
progress
is
being
made.
It's
going
to
take
some
time.
L
You
know
the
boots
on
the
ground,
let's
see
what
we
have
out
there,
but
our
goal
is
to
continue
to
play
a
very
active
role
in
improving
the
Free
Library
of
Philadelphia,
because,
as
Councilwoman
Jen
said,
our
libraries
are
the
centerpiece
of
our
communities
and
a
real
public
institution
we've
all
we
love
them.
We
want
to
see
them
continue
and
grow
for
in
the
future
and
thank
you
any
questions.
A
Problem
give
me
an
update
and
I
think
something
you
mentioned.
That
was
very
interesting.
The
assessments
of
library,
by
assessments
of
needs,
library
by
library,
I
think
that
would
be
great
the
information
they
have
and
also
something
I'll
deal
with
when
it
comes
they
put
up
their
school
district
as
an
institution,
is
making
sure
there's
an
equal
distribution
of
resources
across
the
board,
regardless
of
what
neighborhood
or
zip
code
the
library
resides,
and
so
that
would
be
something
interesting
to
see
as
well.
Yeah.
L
I
mean
we're
in
the
beginning.
Stages
of
this
we've
been
having
conversations
about
how
to
conduct
a
survey,
but
the
first
step
is
we're
actually
meeting
with
all
the
friends
presidents,
for
example,
I'm
in
the
Far
Northeast
cluster
I,
have
five
branches
in
that
cluster
and
I'm
going
to
be
meeting
with
each
of
the
friends
groups
either
during
the
regular
meeting
or
at
an
individual
meeting.
I
mean
I'll
pick
them
to
lunch.
You
know
and
we'll
find
out.
You
know
what
are
their
issues,
whether
they're
specific
building
these?
What
do?
What
do
their
patrons
want?
L
A
J
My
name
is
Alice
Wells
and
I'm.
The
president
of
the
Friends
of
the
walnut
West
Library
in
University,
City,
West,
Philadelphia
and
I,
am
here
speaking
reading
the
comments
of
miss
Betty
Beaufort,
who
is
the
president
of
the
Friends
of
the
Queen
Memorial,
Library
and
I
suspect.
You
know
this
Miss,
Betty
and
I.
Don't
look
like
her
at
all.
I,
don't
know
what
that
has
to
do
in
the
spirit
of
diversity,
but
anyway
she
is
quite
a
lady
yeah
anyway.
J
So
just
picture
somebody
else
when
when
I'm
talking,
my
name
is
Betty
Beaufort
and
I
am
a
long-term
resident
and
community
advocate
in
Point
Breeze
in
councilperson,
Kenyatta
Johnston's
district
I
have
been
an
active
member
of
Friends
of
the
free
library
for
over
ten
years.
I
am
I,
am
active
in
the
citywide
friends
and
president
of
the
Friends
of
Queen
memorial
branch
at
23rd
and
federal
last
year,
when
the
free
library
system
announced
that
it
would
end
Saturday
serviced
at
over
half
a
verse,
fifty-four
branches.
J
We
fought
back
and
won
a
significant
funding
increase
from
City
Council
in
the
mayor.
Now
all
of
our
neighborhood
branches
are
open
on
Saturdays
and
the
city
increased
its
financial
commitment
to
the
library
by
two
and
a
half
million
dollars,
with
two
million
for
new
staff
and
500,000
for
building
maintenance.
It
was
due
to
our
tireless
campaigning
and
mobilizing
that
we
secured
this
minimal
but
absolutely
necessary
funding.
J
What
has
this
budget
increased?
Looked
like
a
queen
Memorial
Library.
We
have
a
new
adult
teen
librarian,
Miss
M.
We
are
open
son.
We
are
open
again
on
Saturday
and
hosting
free
programming.
We
were
also
able
to
shift
our
hours
to
11:00
a.m.
from
Allah
our
hours
to
11:00
a.m.
to
7:00
p.m.
on
Tuesdays
and
Thursdays
to
better
meet
the
needs
of
our
communities.
J
Okay,
I
guess
it
had
been
closing
at
6:00
children,
families
and
adults
can
use
our
resources
and
attend
cooking
classes,
chair
yoga,
crafting
workshops,
music
classes
and
more
after
school
weekday
evenings
and
on
Saturdays,
due
to
the
creativity,
our
friends
of
our
friends
group,
the
extra
work
by
our
staff
and
the
generosity
of
community
members.
We
meet
the
bare
minimum
of
standard
of
keeping
our
doors
open.
It's
the
start,
but
it
is
nowhere
near
enough.
At
my
branch
we
are
struggling
to
raise
money
for
a
teen
space
and
teen
programming.
J
Teens
are
coming
to
our
library,
looking
for
a
safe
space
and
a
neighborhood
impacted
by
gun
violence,
but
we
have
no
safe
and
comfortable
space
to
offer
them
that's
separate
from
adults
and
young
children.
We
also
have
no
additional
money
for
programming
or
resources.
Every
single
programming
dollar
we
have
to
scrape
up
and
bake
for.
We
worked
with
the
teens
to
do
an
Amazon
wish
list
to
get
craft
supplies
and
teen
health
books
from
generous
neighbors.
J
Our
friends
group
has
asked
for
City
Council
funding,
state
funding
and
private
grant
donations
to
fund
basic
furniture
needs
like
beanbag
stools,
homework
tables
and
a
rug.
We
are
still
waiting
additionally,
library,
programming
and
furniture
dollars
need
to
be
in
the
budget
every
year,
so
we
can
meet
the
needs
of
our
vulnerable
teen
patrons.
It
is
not
acceptable
for
children
or
community
members
in
poverty-stricken
neighborhoods
to
be
begging
for
basics.
J
Queen
Memorial
Library
closed
on
Monday
because
of
an
indoor
flood.
Our
property
management
department
scrambled
to
address
it,
but
physical
buildings
problems
are
still
closing
libraries
every
day
and
our
building
staff
is
underfunded
and
understaffed,
as
well
as
as
well
with
a
backlog,
and
our
building
staff
is
underfunded
and
understaffed,
as
well
with
a
backlog
of
a
backlog
of
thousands
of
building
service
requests.
A
fully
funded
library
doesn't
have
to
make
the
choice
about
which
emergency
to
prioritize
for
context.
J
The
city's
additional
$500,000
pays
for
one
to
two
roof
repairs
and
dozens
of
our
buildings
need
them
not
to
mention
all
of
the
other
maintenance
that
is
so
desperately
needed.
We
need
millions
of
dollars
more
per
year
to
make
our
buildings
safe.
Mayor,
Kenny
and
city
council
did
not
fully
fund
the
library.
Last
year
they
allocated
enough
money
to
maintain
bare-bones
staff
and
open
doors.
J
I
My
name
is
Barbara
McDowell
Dowell
I'm,
the
retired
English
department
head
from
a
Phillip
Randolph
career-tech
high
school
I,
am
the
daughter
of
a
public
library
librarian
my
mother
worked
at
was
a
Schuylkill
branch.
Before
that
she
was
at
nice
counter
yoga.
One
of
her
colleagues
was
August.
Oh
Clark,
futures
Council
member.
I
I
He
live
nearby
librarians
to
come
with
library
card
applications
for
her
for
our
ninth
graders
I
was
part
of
a
music
group
that
played
at
the
opening
of
the
Joseph
Coleman
Northwest
Regional
Library
and
I'm
in
possession
60th
year
and
60
year
anniversary
of
my
getting
my
fourth
vacation,
Reading
Club
certificate
from
the
Vernon
Park
Library,
which
preceded
the
Northwest
Regional
branch.
Libraries
as
I
wrote
in
a
letter
to
the
Daily
News
in
2014,
our
wonderful
resources
and
they're
part
of
have
been
part
of
my
life
and
my
grandson's
life.
Now.
I
I
It
increases
number
of
future
readers
for
the
Public
Library,
because
children
who
have
libraries
and
their
schools
are
more
likely
to
go
up
to
use
a
public
library.
That's
a
documenting
when
finds
I
support.
The
elimination
of
the
fines
I
enjoyed
my
reading
experience
is
that
the
child
of
a
librarian,
I
I,
think
the
the
day
has
passed
for
prosecution.
I
When
my
mother
never
made
me
pay
a
fine,
she
would
and
and
I
know,
that
my
students
often
said
that
they
couldn't
even
go
to
the
library
with
me
because
of
their
find
it,
and
just
and
I'll
just
mention
that
Philadelphia
has
this
distinction
of
having
been
the
setting
for
a
book
that
inspired
the
current
librarian
of
Congress
Carla
Hayden.
The
book
that
inspired
her
as
a
child
was
called
bright
April.
It
was
set
in
Germantown.
It
was
written
by
a
woman
who
had
attended
a
Philadelphia
High
School
for
Girls.
I
A
E
You
know
so
the
the
way
libraries
break
down
is
that
there
are
I
think
it
was
just
you
know,
budget
decisions
that
each
library
makes
on
you
know
good,
better
and
different,
but
the
school
media
specialist
is
the
is,
is
the
line
of
librarianship
different
from
a
public
librarian
different
from
an
academic
librarian?
But
my
my
standing
was
that
during
tough
budget
times
the
district.
B
E
B
E
J
E
E
E
In
addition
to
that,
you
know,
what's
important
about
having
a
school
media
specialist
in
every
single
school
is
how
it
is.
Are
your
students
are
taught
to
research
and
and
research
information
to
help
build?
You
know
they
have
an
assignment.
You
know
you
have
somebody.
You
have
a
position
in
school
that
in
each
of
the
schools
that
help
them
through
that
information
sort
of
gathering
process,
which
you
know
we're
seeing
in
after-school.
You
know
some
of
the
challenges
they
can.
B
A
Get
tested
when
it
talked
about
staff
or
the
maintenance
schedule.
How
do
you
ramp
that
up?
Is
there
$500,000
sufficient
to
cover
the
overall
repairs
that
need
to
be
done
and
themselves?
How
do
you
all
that
match
with
manpower
to
kind
of
ramp
up,
because
is
the
direct
correlation
between
being
open,
the
fourth,
the
full
six
days
and
a
library
being
closed
because
of
roof
leak
or
heater
being
broken?
How
do
we
bridge
the
gap
between
the
two
to
be
more
efficient,
so.
E
The
capital
budget
is
incredibly
important
because
that
fixes
the
major
capital
issues-
rubes
boilers,
HPA
systems-
you
know
significant
renovations.
The
maintenance
budget
always
is-
is
a
challenge
because
you're
you're
trying
to
keep
fifty
five
facilities,
open,
clean
and
operating,
and
so
what
the
Hef
million-dollar
did
was
help
us
with
some
of
our
contracts,
particularly
landscaping
and
the
pest
control.
As
you
saw
you
know
it
is,
it
is
going
to
be
when
you
have
55
old
buildings,
you're
going
to
have
the
maintenance
issue,
and
so
the
half
million
dollars
went
a
long
way.