IDS OPENSOURCE

A. Fill in the following chart detailing information on complaints regarding your agency. Do not include complaints received against people or entities you regulate. The chart headings may be changed if needed to better reflect your agency=s practices.

Texas Department of Criminal Justice

Exhibit 16: Complaints Against the Agency C Fiscal Years 2003 and 2004

FY 2003 FY 2004

Number of complaints received *21,403 *17,440

Number of complaints resolved *21,403 *17,440

Number of complaints dropped/found to be without merit unknown unknown

Number of complaints pending from prior years 0 0

Average time period for resolution of a complaint 30 days public; 10 days

legislators 30 days public; 10 days legislators

*Includes all inquires received by ombudsman offices.

B. Fill in the following chart detailing your agency's Historically Underutilized Business (HUB) purchases. See Exhibit 17 Example or click here to link directly to the example.

Texas Department of Criminal Justice Exhibit 17: Purchases from HUBs

FISCAL YEAR 2002

Category Total $ Spent Total HUB $ Spent * Percent * Statewide Goal *

Heavy Construction 0 0 0.0% 11.9% Building Construction 12,326,510 1,330,060 10.7% 26.1% Special Trade 369,391 26,836 7.3% 57.2% Professional Services 11,545,834 408,543 3.5% 20.0% Other Services 43,916,825 8,674,089 19.7% 33.0% Commodities 190,342,902 25,420,305 13.3% 12.6% TOTAL 258,501,462 35,859,833 13.8%

FISCAL YEAR 2003

Category Total $ Spent Total HUB $ Spent * Percent * Statewide Goal *

Heavy Construction 18 0 0.0% 11.9% Building Construction 16,699,494 3,802,755 22.7% 26.1% Special Trade 846,499 65,119 7.7% 57.2% Professional Services 13,486,790 634,446 4.7% 20.0% Other Services 51,131,120 6,198,519 12.1% 33.0% Commodities 185,350,407 21,894,920 11.8% 12.6% TOTAL 267,514,328 32,595,759 12.1% FISCAL YEAR 2004

Category Total $ Spent Total HUB $ Spent * Percent * Statewide Goal *

Heavy Construction 4,250 4,250 100.0% 11.9% Building Construction 14,418,063 2,591,905 17.9% 26.1% Special Trade 705,663 219,302 31.0% 57.2% Professional Services 10,568,703 194,530 1.8% 20.0% Other Services 48,647,044 5,354,098 11.0% 33.0% Commodities 216,762,051 27,193,294 12.5% 12.6% TOTAL 291,105,774 35,557,379 12.2%

*Indicates unadjusted numbers

C. Does your agency have a HUB policy? How does your agency address performance shortfalls related to the policy?

The Texas Department of Criminal Justice’s HUB policy is BP-14.67. The TDCJ is firmly committed to promoting and increasing contracting opportunities with Historically Underutilized Businesses. The Agency seeks to address performance shortfalls by using a highly structured program that is presented as the TDCJ HUB Action Plan. This action plan consists of 26 separate projects each with a written plan including all action steps, persons responsible, and due dates for completion. This plan is growing and projects are added as new opportunities are identified. Other good faith effort projects currently listed in our HUB Action Plan include the following:

• Agency partnership with the Texas Association of Mexican American Chambers of Commerce (TAMACC) and the Texas Association of African American Chambers of Commerce (TAAACC).

• HUB forum programs to have HUB suppliers present their products and services to TDCJ personnel.

• Continuous revolving one on one training of TDCJ purchasers in locating and using HUB vendors.

• Attendance at economic opportunity forums and HUB oriented trade fairs with bid opportunities.

• Attend construction pre-bid conferences and introduce HUB subcontractors to prime contractors.

• Assist HUB contractors in re-certification at Agency offices or by traveling to their location if necessary.

• Participation including funds, postage, and personnel in events sponsored by legislators and community leaders.

• Successful program to increase procurement card HUB utilization.

• Assistance to and training of HUB vendors and contractors as necessary.

• Huntsville HUB trade show with TDCJ personnel visiting HUB vendors and presenting HUB vendor orientation.

• Promote, monitor, and expand successful Mentor-Protégé program.

• Participation in contract administration.

• Distribution of Texas Marketplace opportunities to HUBs.

• Prepare detailed and informative HUB subcontractor lists for solicitations that require a HUB subcontracting plan.

• Periodic presentations and departmental HUB performance reporting to TDCJ management. The TDCJ believes that these programs demonstrate our “Good Faith Effort” to improve participation of Historically Underutilized Businesses in the Agency’s contracting opportunities. TDCJ also believes that success in the HUB Program requires executive commitment and oversight, as well as cooperation, integration, and a close working relationship between the procurement staff and the HUB Program staff. This continued commitment is key vital to the Agency’s success at creating and increasing contracting opportunities for Historically Underutilized Businesses.

D. For agencies with contracts valued at $100,000 or more: Does your agency follow a HUB subcontracting plan to solicit bids, proposals, offers, or other applicable expressions of interest for subcontracting opportunities available for contracts of $100,000 or more? (Tex. Government Code, Sec. 2161.252; TAC 111.14)

Yes. The agency currently uses the HUB Subcontracting Plan (HSP) developed by the Texas Building and Procurement Commission (TBPC) in September 2004. Prior to the development of the HSP, TDCJ used a plan that was developed within the agency.

HUB program staff presents the HSP at pre-bid conferences and instruct potential prime contractors of our goals with HUBs, the importance of the completeness of the HSP and the expected “Good Faith Effort”.

E. For agencies with biennial appropriations exceeding $10 million, answer the following HUB questions.

Response / Agency Contact

1. Do you have a HUB coordinator? (Tex. Government Code, Sec. 2161.062; TAC 111.126)

Bob Chapa HUB Coordinator

Phone 936-437-7026 Fax 936-437-7089

E-Mail [email protected]

Two Financial Plaza, Suite 525 Huntsville, TX. 77340

2. Has your agency designed a program of HUB forums in which businesses are invited to deliver presentations that demonstrate their capability to do business with your agency? (Tex. Government Code, Sec. 2161.066; TAC 111.127)

TDCJ puts on a HUB forum every year in cooperation with Sam Houston State University, Walker County and the City of Huntsville. This year’s forum was held March 15, 2005 on the Sam Houston campus.

3. Has your agency developed a mentor-protege program to foster long-term relationships between prime contractors and HUBs and to increase the ability of HUBs to contract with the state or to receive subcontracts under a state contract? (Tex. Government Code, Sec. 2161.065; TAC 111.128)

As part of our mentor-protégé program, TDCJ has coordinated and brought together several relationships in the past and currently is in the process of identifying possible relationships with Architectural & Engineering firms.

F. Fill in the chart below detailing your agency's Equal Employment Opportunity (EEO) statistics. See Exhibit 18 Example or click here to link directly to the example.

Texas Department of Criminal Justice Exhibit 18: Equal Employment Opportunity Statistics

FISCAL YEAR 2002

Minority Workforce Percentages

Black Hispanic Female

Job Category Total Positions Agency Civilian Labor Force % Agency Civilian Labor Force % Agency Civilian Labor Force % Officials/Administration 530 14.3% 7% 8.7% 11% 22.8% 31% Professional 5119 22.5% 9% 13.0% 10% 41.8% 47% Technical 122 10.7% 14% 4.9% 18% 39.3% 39% Protective Services 25,654 27.9% 18% 19.2% 21% 36.8% 21% Para-Professionals 1,749 13.0% 18% 12.5% 31% 69.9% 56% Administrative Support 3,568 15.7% 19% 16.5% 27% 94.1% 80% Skilled Craft 1,524 4.9% 10% 10.4% 28% 3.3% 10% Service/Maintenance 1,658 23.3% 18% 13.1% 44% 33.0% 26% FISCAL YEAR 2003

Minority Workforce Percentages

Black Hispanic Female

Job Category Total Positions Agency Civilian Labor Force % Agency Civilian Labor Force % Agency Civilian Labor Force % Officials/Administration 524 15.1% 7% 8.6% 11% 23.3% 31% Professional 4,897 22.8% 9% 13.4% 10% 42.6% 47%

Technical 118 11.0% 14% 5.1% 18% 39.8% 39% Protective Services 26,236 28.0% 18% 18.5% 21% 36.7% 21% Para-Professionals 1,422 10.8% 18% 12.2% 31% 72.8% 56% Administrative Support 3,180 15.5% 19% 16.7% 27% 95.2% 80% Skilled Craft 1,492 4.8% 10% 10.3% 28% 3.5% 10% Service/Maintenance 1,624 24.6% 18% 13.4% 44% 34.6% 26% FISCAL YEAR 2004

Minority Workforce Percentages

Black Hispanic Female

Job Category Total Positions Agency Civilian Labor Force % Agency Civilian Labor Force % Agency Civilian Labor Force % Officials/Administration 499 14.23% 7% 8.82% 11% 25.05% 31% Professional 4,557 23.85% 9% 14.04% 10% 43.38% 47% Technical 109 11.93% 14% 4.59% 18% 37.61% 39% Protective Services 26,084 28.25% 18% 18.60% 21% 37.22% 21% Para-Professionals 1,477 11.04% 18% 13.13% 31% 71.83% 56% Administrative Support 2,882 15.86% 19% 16.79% 27% 95.49% 80% Skilled Craft 1,371 4.67% 10% 10.50% 28% 3.57% 10% Service/Maintenance 1,607 24.64% 18% 13.69% 44% 34.85% 26%

G. Does your agency have an equal employment opportunity policy? How does your agency address performance shortfalls related to the policy?

Yes, the policy is incorporated in Personnel Directive 12, Equal Employment Opportunity. Shortfalls relating to underutilization are addressed in the Agency Recruitment Plan, which is published each state fiscal biennium. The purpose of the Recruitment Plan is to develop and implement a comprehensive recruitment program that includes marketing or publicizing job vacancies in a manner that is designed to attract applicants from underutilized groups of workers. Shortfalls relating to discrimination in the workplace are addressed in the Executive Director’s letter on Equal Employment Opportunity and Sexual Harassment. The letter encourages employees who believe they have been subjected to any form of discrimination to contact any agency official, file a grievance through the employee grievance process, or contact the Employee Relations Intake Team, the Texas Workforce Commission - Civil Rights Division, and/or the U.S. Equal Employment Opportunity Commission. When the agency receives a discrimination complaint, a fact-finding inquiry is conducted in accordance with PD-31, Discrimination in the Workplace. If the fact-finding inquiry finds that any rule violations have occurred, appropriate disciplinary action is administered.

The TDCJ EEO Section is provided a copy of all documentation regarding the resulting corrective action. In addition, the Warden/Department Head may contact the TDCJ Intake Office and request the complainant and respondent participate in the Agency's dispute resolution process. The agency’s EEO process is being significantly revised to ensure independent investigation action of all allegations and to assign senior management staff responsibility for disciplinary proceedings involving EEO violations.