275872 M�NITE - CITV CLERK ��r�►ay�
PINK - FINANCE COUnCII •e i
CANARY - DEPARTMENT-. GITY OF SAINT PAUL � File NO. V L9
BLUE - MAVOR
ncil Resolution
Presented By
Referred To Committee: Date
Out of Committee By Date
WHER.EAS, pursuant to authorization by law, the
Mayor has appointed Johannes Huyen to the position of
Director of the Saint Pau1 Department of Human Rights,
now, therefore, be it
RESOLVED, That said appointment is hereby concurred
in and in all respects approved and ratified.
COUNCILMEN Reyuested by Department of:
Yeas Nays �
Hunt
Levine [n Favor
Maddoz
M�Ni.':;on _ 7�Against BY
sncvaal�er
Tedesco O lno�
OCj 3 �a Form prove Cit ey
Adopt y ouncil• Date C
C rtified P- • by oun ' Secretary BY
sy
.
t\pprov avor: Date 4 1980 Appr by Mayor for S b is a to Council
gy By
�rst��fl �°����s;� 8 1980
w
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� John K. Huyen � -3- � �����
�
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�` area, including court cases, employment practice decisions,
potential areas of discrimination, legal interpretations
and other topics .
Prepare and participate in workshops , seminars and confer-
ences and give presentations dealing with human rights is-
sues; develop departmental programs to promote equality and
eliminate discriminatory practice� ; serve as resource person
to departmental staff; conduct demographic studies to deter--
mine the racial composition of the city's population; con-
duct studies of the employment and housing conditions in St.
� Paul.
Prepare the departJCient Annual Report.
� ACHIEVEP�IENTS WITH THE DEPARTMENT OF HU'�1AN RIGHTS:
l. INCREASED OPPORTUNITIES FOR WOMEN:
In the fall of 1976 , I conducted a study for the Iiuman
Rights Commission to determine the reasons why there
were no women in non-clerical positions in the St. Paul
Fire Department.
The study revealed that women were barred from jobs as
Fire Prevention Inspector, Fire Investigator, and Fire
Alarm Dispatcher because these positions required two
or more years of fire fighting experience, and that the
Fire, Department had no female Firefighters on board.
Reports from other Fire Departments throughout the coun-
try indicated that the narrow requirement for firefight-
ing experienee, besides being irrelevant and unnecessaryt
had' effectively eliminated female competition for posi-
� tions in fire departments. ,
Following a refusal by the Civil Service Commission to
remove these artificial barriers against women, the
. Director took the complaint to court (Lewis 'v. Zangs) . -
The dispute was finally settled in March 1980 with a
; . , clear victory for women: These job categories no longer
require firefighting experience .
2 . CONTRACT COZ�IPLIANCE
In the 1976-77 Winter, I conducted a study on Contract
Compliance for the Human Rights Commission, which led
to the publication of a 102-page REPORT ON CONTRACT COM-
PLIANCE on February 9 , 1977. An immediate result of the
study was the shelving of the City Council's proposal to
�� transfer contract compliance responsibilitie"s out of the
k:
. . • John K. Huyen . -4- - �'�
� � . ,
� ' '. '
� • - � �
� Human Rights Department to the P.urchasing Division and
� the strengthening of our department 's position on con-
; tract compliance .
From April through August, a committee composed of
Assistant City Attorneys Philip Byrne and Linda Fishsr
and myself worked on a draft of rules . for the enforce-
ment of affirmative action in city contracts. The com-
mittee 's effort culminated in the adoption of the RULES
GOVERNING AFFIRMATIVE REQUIREMENTS IN EMPLOYnqENT {drafted
. by the committee) by the Human Rights Commission on
October 5 , 1977. The Rules spell out the powers of the
Human Rights Commission as well as the obligations con-
tractors r,�ust meet in order to do business with the City,
. They are the cornerstone of the St. Paul Contract Com-
pliance Program.
3. AFFIRtiATIVE ACTION: �
In the summer of 1977, I conducted a study of St. Paul's
demography and found that the number of women and minori-
ties in the� local labor force had increased significantly.
This led to the recommendation that the City's goals for
the employment of women and minorities be revised from 30
percent to 38 percent and from 6 percent to 11 percent res-
. pectively. Later, as Affirmative Action Officer, I per-
sistently worked toward the adoption of these goals,
which were firially approved by Mayor Latimer in the autumn
of 1979.
' . Zb streng�then the Affirmative Action Program and to attract
qualified women, minorities, and� handicapped persons to the
city service, .concrete steps must be taken by the City. My
contin,uous emphasis on the importance of an effective pro-
gram was rewarded with the establishment of an Affirmative
Action Recruiter's position. This person will engage ex-
clusively in recruitm�nt activities and, hopefully, will
bring more protected class employees on board. -
19Z3-75, SENIOR SCHOLAR -
National Endowment for the Humanities , Washington, D.C.
Directed research, on THF EVOLUTION OF COURT INTERPRETATION
• OF THE CONSTITUTION IN THE AREA OF CIVIL RIGHTS
. . � �
1970-72, PROFESSOR OF p(jBI�IC ADMINISTRATION '
Mankato State University
1966-70., VISITING PROFESSOR OF PUBLIC ADMZNISTRATION
�
College of St. Thomas
: � '
�` �_...��
, �
� ,� . . � John K. HuYen � -5- ' �����a�
� �
1964-70, ASSOCIATE PROFESSOR AND DEPARTMENT CHAIRMAN
� College of St. Catherine
, .
Taught courses in the following areas:
Constitutional Law
9 Administrative Law
� Human Rights and Civil Liberties
� Executive Process
� Legislative Process
� Public Administration
� State and Local Government �
PUBLICATION:
BOOK: VISION ACCOMPLISHED
(Macmillan, 1971) ' •
Articles in Five Professional Jaurnals
AWARDS: MASHKE FOUNDATION FELL0�4SHIP (196Q)
MACKNIGHT FOUNDATION FELLOWSHIP (1968)
NATIONAL ENDOWMENT FOR THE HU.'KANITIES
I SENIOR FELLOWSHIP (1973-75}
� O . •
THER ACHIEVEMENTS . .
PUBLIC SPEAKING:
Regular Panelist on Forum; discussing state and local govern-
ment issues : . _
- The .Henry� ��olf Show, KSTP-TV (1968-70)
, - This Must Be The Place, WCCO-TV (1969j
- KTCA-TV (1966-69j '
- CBC-TV (Canada)
- WDGY-Radio
' - KSTP-Radio
Speaker at Convocations, Workshops, and Seminars on various
college and university campuses.
�.
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347 Ctl'l' 1fALL
__..- SAIN'1' PALTL, ;�fIN?JESUTA 5�102
G�:O!ZGE LATII�1i:R (G12) 295-4323
":fA.�'UR
October 16 , 1980
Ron Naddox
President, City Council
7th Floor City Ha11
Saint Paul, Minnesota 55102
Dear Council President Maddox:
Attached is a Council R�solut.ion which approves my
appointment of John Huyen as the Director of. the
Department o.f FIuman Rights . Also attached is a copy
of �:r. Fiuyen' s resume .
As yotz kno�ti�, the Human Rights Commission conducted an
e�t�•�sive interviewing process in order to recommend
thr�e candidates for the position. I have met with
eac=: of the candidates and have decided that Mr. Huyen
is t:�e best person to guide the Department of Human Rights.
I am particularly excited about the assistance which
D1r . Huyen will provide in helping the City to make improve-
mer.ts in its affirmative action and contract compliance
programs. I believe that the high quality of the Department' s
work regardina, discrimination complaints will be further
enhanced by Mr . Huyen' s appointment.
The City Council ' s approval of the attached resolution
is respectfully requested.
Sincerely,
��� 1 �
.�11 �(,�'� iL���'�2�2��;U�_.��
GEORGE L�TINIER
P�iayor
GL:kh
Attachment
cc: P�lembers of the City Council
John Huyen
�Rose Mix
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, ' R E S U M E � � � f ��,,[_,(
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. John K. Huyen ����' ' '' ��
. 639 Montcalm Place �n5
. St. Paul, ?�iN 55116 �
EDUCATION: B. A. , Political Science (1958)
Ohio Wesleyan University, Delaware , Ohio
M, A. , Public Administration
Administrative Law
Constitutional Law (1960)
Western Reserve University, Cleveland, Ohio
Ph.D. , Political Science (1964)
University of Minnesota
Fields of Study: �
Administrative Law
Constitutional Law
� Public Administration
Executive Process .
Legislative Process �
State and Local Government
EXPERIENCE:
April 15, 1980 - ( ) , ACTING DIRECTOR • .
St. Paul Department of Human Rights
March 1978 - April 15, 1980, AFFIRMATIVE ACTION OFFICER
. Performing duties of DEPUTY DIRECTOR .
Direct Complaint Enforceme�t, Contract Compliance, and
Affirmative Action, in addition to internal administration
of the DepartJnent of Human Rights .
With respect to ENFORCEI�iENT, review complaints taken by "
,Field Representatives and prepared by the Supervisor of
Tnvestigation to determine wh�ther complaints fall within
our jurisdiction and are covered by our Ordinance.
Provide direct guidance to the Supervisor of Investigation
and make decisions whenever necessary, inform investigators
of pertinent court decisions.
Review analyses and summaries of cases submitted by the
' Supervisor and Field Representatives and make recommendations
� to the Director regarding the disposition of complaints.
�
John K. Hu en -2- ' � ' �
Y
. • � .
- Handle problem situations with Charging Parties, Respondents
or their attor.neys with whom investigative staff experiences
difficulties. .
In regard to CONTRACT COMPLIANCE, direct the work of Contract
Compliance Specialists and Affirmative Action Technicians;
review their desk audits and on-site inspection reports; se-
lect .cases for investigation; deal with contractors and their ,
attorneys; make recommendations to the Director regarding
. disciplinary ac tions against non-complying contractors . .
Explain Contract Compliance Rules to staff and assist con-
tractors in their effort to meet the city requirements .
With reference to AFFIRMATIVE ACTION, monitor and evaluate
the City's program; collect and analyze internal workforce
data and external labor market conditions; recommend specific
actions, goals and timetables . -
Direct the investigation of complaints of city employees ,aris-
ing under the Affirmative gction Program; assist department
heads in the es tablishment of goals and timetables; confer
with the Mayor and his assistants to discuss specific steps to
be taken; review, with the Director, personnel requisitions
submitted by appointing officers and make recommendation re-
lating to civil service appoint�nents .
Maintain contact with female,minority and handicapped employ-
' _ ees to check their progress; serve on the MINIMUM QUALIFICA-
TIONS COMMITTEE, whose main function is to remove artificial
barriers against women and minorities and to eliminate narrow
experience requirements which reduce competion. .
Prepare Semi-Annual Affirmative Action Reports, the EEO-4 Re-
port to the federal government, and the depart�nent's Annual
Report.
Handle correspondence for the .Director and the Mayor in mat-
ters relating� to human rights .
In regard to INTERNAL ADMINISTRATION, supervise departmental
activiti.es in behalf of the Director; handle all personnel
problems; make rules to insure productivity and efficiency; _�
� evaluate the performance of the Supervisor of Investigation
and the Affirmative Action and Contract Compliance staff.
2darch 1975 - March 1977, HUMAN RIGHTS ANALYST
Analyze and estimate the impact of human rights programs and
., policies on the .community; conduct research in the human rights