The Oklahoma Eagle (Tulsa, Okla.), Vol. 52, No. 44, Ed. 1 Thursday, April 23, 1970 Page: 6 of 18
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THE OKLAHOMA EAGLE
SIX A
While filming “Black Major •.
ing management systems has re-
the time each has given to the
rectly affiliated with the CEP
They have set out to find any
wherein
assisted is completely
facts set forth in their
stated that they were willing to
Ob-
At present, the Director of
Very probably a pay-
Each stated they would
The committee also felt that
The following suggestions for
should
K.
employees under your iurisdic-
personnei.
announced calls on the Concen-
l)
and
ed,
extremely poor.
sociate Director of Manpower
of advisory
Administrative and
THEN there was the bell ring.
lor of FUMS being assigned to
the outreach agency.
V. Concentrated Employment
The committee re-
or in his tesitmony before our
committee that would suggest
his report was motivated to any-
thing other than a genuine con-
cern for problems of the poor
J ' Ji of
biased or inaccurate reporting.
for Manpower and Training, and
the I-----------
eliminated.
f)
by those under the Assistant
The outreach activity for all
programs should be restructur-
ed. A single outreach agency
being contacted by agency out-
reach workers an excessive num-
ber of times. Apparently, some
confusion results from the in-
The committee did not feel that
these charges
ministrative and supervisory re-
sponsibilities for which they
were not prepared has in some
cases resulted in low staff
morale and indifferent perfor-
mance.
Indifferent performance was
combined into reflected in the attitude and work
This attitude and performance
was
This is not to infer that the hiring
of the under privileged to work
within the OEO program is not
desirable (because it is). It is
desirable only as long as the
management does i
that their overall objective is to
to clearly explain his function
and the purpose of his agency.
The committee feels that this
overlaping of contacts must be
eliminated. From testimony giv-
en by workers from separate
agencies, the c_ — -----
has been done very vague-
. Some employees did not
understand clearly what their
in the target area. This creates
greater difficulties in the im-
provement of conditions in the
area the programs are trying
to help.
in conclusion, we feel some ex-
i by this committee
(Continued From Page 1)
Tulsa City-County Health Depart-
ment. Eligibility is set by pov-
erty guide lines.
The project is designed to
“ofessional direction and super-
vision.
The committee, after hearing
many employees outline their
job duties according to a written
job description, felt that much
over 1-rr-^.
ed as the program was organiz-
ed at the time of the investiga-
staff.
business practice
In business a
might be excessive. It has been
determined that the existing
lease is reasonable.
L. During the course of tliis
for the existing OEO I ask Force
The following are organization
'-“-. The lack of experience changes should be implemented;
Snd eapsability of some of the key ^ition of Itopu^,
personnel has played a major
part in the breakdown of discip-
line and progress of some of
the programs.
The key to any operation is
the selection of the man at the
top. The qualification for OEO
Staff Director should be a mini-
mum oi tour years higher educa-
tion with five years to ten years
successful experience in the ma-
nagement of multi-million dollar
programs. In order to get a
OEO procedures do not afford the
pay ing of a t_L. ' ‘u "
allow the office to be filled by
a Director with the requisite
business management know-liow.
However, this recommendation
tivities with in the OEO task
force is quite evident. T . "
cation exists in the person-
agreat general loss to our com- rectiy affiliated with the CEP
munity and injustice to those in program such as Mr. Herb Spear,
"2* “*■---*- — former director; Dr. Terrance
Luce, Dr. Gaylen Wallace and
Dr. Silas Stamper of Tulsa Uni-
versity, Mr. Gerald Watson, for-
mer Manpower administrator
and Mr. George Dunbar and many
others.
2. Commissioner O’Brien was
invited to visit the CEP program
but he has never set foot in the
CEP program. However he sup-
posedly conducted an evaluation.
An evaluation is not a “witch
hunt’’ and certainly should not
be based on allegations which
to this date have not been prov-
en. The majority of the find-
It was reported that the
their time sheets, records and building*housing the CEP Center
any other pertinent data which ... .
would enlighten your Board as
report and formation of
otherwise.
We would remind the TEOTF
administrators that these pro
grams are responsible to the
poor and accountable to the tax-
payers, and that these commit-
ments cannot be honored if le-
gitimate efforts to evaluate pro-
gram performance are obstruct-
ed by suspicious and defensive
attitudes and an umbrella of self-
imposed secrecy.
The overall concept of the Pov-
erty Program is a good one. these findings that the aforemen-
As long as the concept is con-
scientiously developed and ad-
ministered the program will not
only be necessarv but beneficial
for many years to come, f ear
or resentment of criticism, eval-
been dismayed at the openly dis-
played lack of respect for law
enforcement officials by mem-
bers of the Board of Directors
as well as some employees with-
in the agencies. Greater effort
‘ • to support po-
--- - • muni uvioviuivi —
the time necessary to the over- t0 participate
seeing of the agency’operations. .n programs so they Nation," or of suggested change testimonies offormer enrollees•
lhe prime considerat on ot you may ]earn bow to help the pro- w;r be sell-destruction causing professionals who where di-
Board should be to help toe hard grams become more effective. — • — -------- v —
core unemployed and their fami- q Because of the number
lies to find work and the neces- R^^ces where the commit-
sary community services avail- tee determined that there was
able to them. Considerations for not ^^ate accounting of time,
staff and fellow Board mem- .g recommended that a calen-
bers should be secondary . Pa- dar or diary be maintained by all
tronizing or paternalistic atti- ernp|ojees' who do field work,
tudes toward staff members can- js furfber recommended that
not be beneficial to your pro- y,ese diaries becarefully audited
grams. A,
B. No one doing any business manent inauirv committee,
with your agencies should be ■••• ■ •"'------
eligible to serve as a member or
an alternate to your Board. This
rule should be enforced to avoid
possible charges of question-
able conduct or self service to
vested interests.
C.
There was information pre-
sented t. —--- —
UOUMS adetm1^neants'vew-ithinb<a sis oe piaceo on seeing mo.-u- „ h favoriUsrn oniy
ently does a service that dis- tween detriments to d|e managcnient people for your that a real effort be made tn
covers needs, such as medica , I • dj^ s will develop, Board who are highly qualified UIXjerstand and cope with his
dental, legal, etc., of the rest- that condtiaomi win oevelop, cost :lccounting ™as^blemSi **
dents of the target area and P£ take and manpower control. They Employers and their manage-
communication and understand-
ing to prevent or resolve con-
flicts that tend to impair results.
This is a responsibility that
stems from top administration
to the various lower levels of
administration and supervision.
We suggest the Task Force
Board evaluate the administra-
tive organization of CEP with
the thought of developing a more
effective and economical plan
for operation.
Special attention should be giv-
en to the areas covering work-
experience, training and social
services now under the direction
of Mr. Ratliff. It may be feas-
ible to consolidate this area
under one director-coordinator.
Information provided toe com-
mittee indicates that the number
Experience was used in contact-
ing employers and in follow-up
work, the assignment could be
profitably utilized full time.
At present, there does not
seem to be the motivation or
initiative necessary in these two
areas to do an effective job.
The activities in this area of
the CEP program seemed to be
dependent entirely too much on
the individuals self- direction
PERSONNEL
(Continued From Page 1)
it that many objective and impartial. This is
., u compietely contradictory to the
total findings.
Examples which were yi the
found inconclusive or notaddres-
a Shriner, a
^^A^stion of Mar-
keting Developers.
Mr. Wright is headquartered in response to the petty
and makes his home in New Yofk, charges leveled against officials
New York. of toe poverty programs, it is
clearly evident that this whole
“witch hunt’’ is geared toward
eliminating blacks who refuse to
be manipulated by people who
have no concern for blacks or
THURSDAY, APRIL 23, 1970 .
missioner O’Brien’s motives, terparts. . ..
and also toe motives of the Press. v’""e ..--hpri ’•
This is unfortunate because the in Dixie , pro J
public has a right to know wheth- Dorfman attempted K . ••
er programs financed by the pub- parisal of the Even members
lie, for the benefit of the pub- t on PrommeM jmem
lie, are being operated in a of me wnue conn v
manner that meets public approv- persons who
We found nothing in Commis- felt Evers had done a g<*id job
sioner O’Brien’s written com- apparently feared p
ments, in his public statements, if they spoke out, and host who
„ —A----------- opposed the Mayor felt they had
already said enough. One white
businessman, auto dealer Car-
roll McLaurin, finally agreed to
be interviewed for the program
because, he said, he felt it is
necessary for the blacks and
whites of Fayette to begin to un-
•— . . and
because- he feels Charles Evers
fine job in this re-
TAYLOP
(Continued From Page 1)
Bartlett 1967; Member Eastern w..w..
District, Oklahoma State and A- poor people in general.
merican Dental Association have set out to find any
since 1956. Presently serving tangible imperfection of the pro-
on the Constitution and By-laws gram and inflate it to monstrous
Council of toe Oklahoma State proportions in order to replace
Dental Association; Member, Ok- present blacks with other indi-
lahoma Medical, Dental and v[(jUaig whom they can control.
Pharmaceutical Association
since 1956; Assistant Secretary LEWIS
1958-59; Vice President 1960-61;
President 1961-62; Executive
Board 1962-65; Member National
Dental Association since 1956;
Member, House of Delegates
1967-69, National Dental Asso- serve ejgbt square mile area
involving some 25,000 eligible
people. Since opening in August
1968, Moton has served 6,668
persons in two of the 10 census
tracts.
Dr. Lewis phased out his pri-
vate practice in March and ac-
cepted a position as head of
the center’s dental department.
He was formally named chief
last Thursday following inter-
views with toe office of Econom-
ic Opportunity officials in Wash-
ington.
A native Mississippian Dr.
Lewis said his primary concern
will be education.
“People are constantly asking
why they can’t get service, I
want to let them know, more
than has been in the past what
the center has to offer and who
is eligible for toe service.”
The project director said he
is enthusiastic about the Moton
concept in medicine in this coun-
try.
“It has a lot of advantage,
mainly to the patient because he
gets greater attention and has
toe benefit of group consulta-
tion,” he said.
DP: Lewis is a 1955 graduate
into this office. The
Government should act as
we internal auditor for the Task
Force. The position of Planning
and Program r ’
and the <
be combined into a
f.„, " '7 '
Coordinator, Guadelupe
jivs uv kuku.uimwk nator, I—■— —— . , ,
r_, i-7 J salary of this magm- Assistant and Coordinator of xm-
tude To the Director which would unteer Services re; “ 7 *“
allow the office to be filled by office.
m. Overlapping of Work Per-
formances by the Agencies of
the OEO: Investigative proce-
follows toe views as expressed dures resulted in the hearing
by the management consultant of testimony by both staff mem-
fi'rm employed by the OEO Board bers and participants involved
to study and develop management * ' *
tools for the Task Force. It will
be necessary to petition for
changes in the regulation in or-
der to correct the existing un-
satisfactory condition.
The present Director has toe
Director for Manpower and
Training would be assumed by the
Manpower Service Administra-
tor except Timekeeping which
would be the responsibility of toe
Personnel and Financial Office
within the Task Force Director
Office. . . . .
g) The duties of the Adminis-
trative Offices be transferred
to the Personnel and Financial
Office.
in the programs. A number of
persons indicated that dissatis-
faction on the part of residents
who live in the target areas
exists because of the duplication
of duties, objectives, goals, and
.... F methods of services performed
qualifications and ability to serve by the agencies. Citizens in this
in many positions within the pro- area have indicated that they are
gram. However, he has failed
to display the requisite leader-
ship ability to serve in toe No. 1
oosition as Director.
Additional problems have been ability of the outreach worker
created in the direction of the
programs due to the fact that
the programs are physically re-
moved from the office of the
Task Force Director. Removal
of the head man from the main
stream of the activities gen-
erates a breakdown of communi-
cation and fosters a difference
ture of administrative funds that
could be used to expand the ser-
vices to toe underprivileged or
a reduction of cost to the tax-
payer for toe <---------
services to the poor.
The solution which is generally
given to resolve any real or
imaginary problem by an inex-
perienced and improperly di-
rected management individual is
more money or more people.
This appears to be the case with
some of toe key personnel within
the Task Force Staff. This at-
titude and the restrictions set
by the Federal Regulation for
salaries and program selections
to resolve local problems has
resulted in the hiring of too
many administrative and super-
visory personnel to manage an
interprise of this nature. It
is believed that if all the activ-
ities of toe OEO Task Force
were to be performed in a simi-
lar manner to that of private
industn or business, it could
be done with a saving to the
taxpayer and an increase L. —
core unemployed. The adminis-
trative and supervisory staff
with in the CEP program. Ob- their ’testimony. Mr. Ratliff,
viously, such a program would Mr Guess, and Mrs. Perry de-
have to be closely’ watched and the charges made against
audited. Very probablv a pay- them- Each stated they would
roll plan could be worked out not submit to a polygraph test.
2------r. . ’ were specific charges
mobile finance payment could made other indivisuals.
.....----- - The committe<. did not feel that
E. Your Board should ask tbese charges warranted in-
that a I
of inquiry be appointed by the
City Commission to carry on a
- - i of all
REPORT I
(Continued From Page 1)
fice of Economic Opportunity, 1
the objective is clearly to help I
the under privileged people of i
the Tulsa community . However,
specific goals appear to be some- I
what obscure. In some instances
it might appear that more em-
phasis is being placed on the
expenditure of funds than on the
accomplishment of goals.
The first level of management
must have a complete under-
standing of the objectives, goals
resources, and guidelines. It
should also be made aware of
the detail facts surrounding any
situation requiring its decision.
I’he present Board member-
ship is made up of representa-
tives from all the various target
areas and other more prosperous
locations throughout the city.
The Board membership repre-
sents a wide range of toe econom-
ic levels of this community and
extends through its social cross
-section. It is made up primari-
ly of those who are part of the
under privileged community and
those who are motivated by their
own sincere personal and - or
political reasons to help toe un-
der privi leged. The latter group
are housewives, ministers, so-
cial workers, ex-teachers, law-
yers and doctors. These types
of experiences are very neces-
sary for our community and do
an outstanding job in the areas
of their experience, but where
they are working only on a volun-
tary basis and in an operation
completely outside their know-
ledge and experience, it is no
wonder that their performance
is less than desired. This is
through no fault of their own,
but is only a result of the sys-
tem of selection and type of
experience appointed to the
Board.
The selection of the right type
of experienced people necessary
to meet the demands of a multi-
million dollar operation is para-
mount to its eventual success.
We, therefore, recommend that
a percentage of the Board mem-
bership be made up of local
business and management people
who have demonstrated their CEP^program
ability to successfully operate a t1-* " *"
business of this magnitude and I
are dedicated to the improvement I
of the poverty programs and I
helping of the under privileged, i
A majority of the Board should <
represent the target area. These
people should be reviewed by
a committee appointed by toe
Mayor to determine their eligi-
bility and the amount of time they
would be willing to devote to the
Task Force.
Regardless of the high quali-
fications of the members ot the
Board, the number of members
should be limited. It is a rec- (
ognized tact that a tx>ard can ■
become ineffective by sheer
weight of numbers. The large 1
membership to toe present
Board may be partly responsible
for some of the problems exist-
ing at this time.
The membership of an organi-
zation of this nature should con-
sist of a maximum of 30 per-
sons; 15 Directors and 15
alternates. At least three of
the Directors and their Alter-
nates should be experienced in
the operation of an organization
of his magnitude. One City
Commissioner should be a Di-
rector of the board, with a second
Commissioner as his Alternate.
It is the considered opinion of
this committee that the atten-
dance of the Commissioner to
Board meetings be obligatory.
The City Officials have not
taken what is considered by this
committee as positive steps to
integrate their experience, know-
ledge, and leadership to tne pos-
itive resolution of toe problem
in poverty areas.
We reiterate that the majority
of the i
from the target area.
No person should be allowed
to serve on the Board of Di-
rectors who may benefit directly
or indirectly from any contrac-
tual relationship with any OEO
Task Force program.
The atmosphere of most Di-
rector meetings is filled with
much emotion and very little
factual information. The pres-
ent emotional environment and
information presented to toe Bo-
ard for justification of Board
decisions is not conducive to an
objective and knowledgeable de-
cision-making process. Thedi-
cussion and vote should be con-
ducted only when a properly pre-
sented statement of all the facts
has been given to the Board by
toe staff.
The Board of Directors should
be responsible for the establish-
ment of goals, policy, staff or-
to furnish sufficient data of in-
formation to enable the Board
to enact proper program direc-
tives which will be implemented
by the staff.
n. Administrative Staff of
Task Force: The success of any
undertaking is almost solely de-
pendent upon the selection of the
key personnel to direct and per-
form the functions necessary to
attain toe desired goals. The
experience, knowledge, and mo-
tivation of the key personnel
must be commensuate with the
size, complexity and goals of
the program. In the case of
the OEO Task Force staff, it
appears that the operation has
outgrown the experience and
knowledge of most of the key
management personnel. 1 ne rap-
id growth of the OEO programs
has resulted in the thrusting
of the existing key personnel in-
to a large complex and expand-
ing environment which they have
been unable to orderly control.
The loss of control due to grow-
th, the lack of strong leadership
from the top to generate long-
range goals, priorities, problem
identification and problem soiv-
j) That the Task Force in-
target area and, if possible, with-
in the CEP Center.
With an implementation of the
foregoing organization changes,
it may make it possible to re-
duce die staff so that this move
will result into a single build-
ing housing both operations, re
suiting in an additional savings
to the Poverty Program.
IV General Summary
A. The members of your
Board are to be commended for individuals working in the pro-
the time each has given to the gram# u appears that a number
direction of the agencies under employers in the Tulsa area
your jurisdiction. Your respon- are niereb' paying lip service
sibility is a grave one that re- t0 tbese employment programs,
quires a great deal of time and Employers in this area must
experience in the field of man- strjve barder to see that these
power development. It must progi-ams succeed. More im-
be understood, however, that portant, those who serve under
even though it is volunteered, ^be employer as foreman and
the necessary amount of time supervisors are in day-to-day
must be given if a person is to cont^ct with the employ ee and
remain on your Board. The di- in tlw mjnd of the enrollee re-
rection and overall planning for f|ects the attitude of toe employ-
the agencies cannot be relegated er No matter how well mean-
to staff members. None of the ing the empioyer is, the pro-
positions on your Board can be fai| in bis piace of
allowed to become honorary. Jou busjness if bis supervisors are
must be a vital, hard working not gjyjpg the proper impression
o.__, 1 • and support to the enrollee. We
We suggest that more empha- suggesting that the en-
sis be placed on seeking out mid- ro)lce ghown favoritism( only
the services performed. It may
be a better use of funds to elim-
1 „■ the positions of the Di-
rector and Administrative As-
sistant of the Community Act-
combine "certain functions within ion f'enter, with the
the program a..«. —-------------
of duplicate activities between
programs.
In addition toduplications with-
in the OEO Task Force staff, Program:
there is an excess number of viewed and heard reports made
supervisory to non-supervisory by the central administration and
personnel.' An average of two the supervision and enrollees of
to five non-supervisorv person- the CEP program. As a result
nel assigned to each supervi- of their testimony, we are forced
sor appears to be the standard to conclude that administrative
range for the OEO Task Force supervision and coordination
This is far less than good have not been effective to tlie
would dictate, degree necessary for successful
recommended operation of some of the Task
standard is between 10 to 20 em- F orce projects.
ployees to each supervisor. This lack appears within indi-
Another indication that can be vidual projects as well as be-
used to determine the cost-ef- tween projects supervised and
fectiveness of any organization coordinated by the CEP program,
is the number of levels of man- Administrative problems are no-
agement between toe top and the ted in toe selection and assign-
working level. The organization ment between projects and in the
levels normally depend upon the °f coordination between
numbers of people employ- projects.
ed. types of activities be- One of the more critical prob-
ing performed, the capability of lems which evidences itself m
the management personnel and the lack of effective operation
total dollar handled by the or- seems to be due to the selection
ganization. For an organization and assignment of personnel to
the size of the OEO Task Force responsibilities for which they
staff, four levels of management are unprepared by either training
is a maximum that is necessary, or past experience. In some
based upon the number of per- situations, this has resulted in
sonnel and dollars invoiveu. ineffective work and results that
However, six to seven levels have been disappointing. The
appear to be the present span assignment of personnel to ad-
reiers mem io me vuiupicncir- --- - ___
sive Health Services Program, develop utter-agency and staf
The identical service, as des-
cribed by workers In the Sup-
This was made quite portive Services Division of
of the CEP, is performed by both
idea what FUMS and CEP. Comprehensive
Health Program also maintains
a staff of outreach workers. In
fact, some 30 people, who serve
„ „„ as outreach workers for agencies
The need to establish are contacting repeatedly the
duplicate personnel and adminis- same persons,
trative organizations within each The outreach activity for all
of the programs is also a result programs should be restructur-
of this separation and fragmen- ed. A single outreach agency
tation of the administration from should be created, lhe agency
the programs. The duplication should be staffed with person-
results in unnecessary expendi- nel knowledgeable of the service
available from all Task Force
programs, these people would
service the residents of the pov-
erty area. In order to avoid
extending of these wwld be assS of clients is too few to require
to a specific area. This would the need for the three full-time
allow a much larger area to be coordinators, along with other
contacted without adding any ad- staff under their supervision,
ditional outreach personnel. *hc Coordinator of Training,
IV Community Action Cen- Mr. Guess, did not provide evi-
ter- The committee in study- dence or information that would
ing'tlie administrative organize- indicate that he needed or has
tion and program of work of die been giving full time effort to
Communib Action ( enter con- his assignment. This also ap-
ferred with the Director and hit peared to be true of the Co-
administrative assistant. It is ordlnat?r of ttork-l.xperience,
felt that the average number of Mrs. Perry. However, tf toe
persons contacting the CAC of- tone <rf the Coordinator of Work-
fice seems to be too few to oc-
cupy the full time of a director,
an assistant director, and a sec-
retarial staff for seeing those
who come to the center and for
making referrals to agencies
where needs can be met.
The Center does not have fa-
cilities to provide effective ser-
vices to individuals, such as
taxpayer and an increase in ef- transportation to other agencies
fectiveness for helping the hard or places of employment.
— - • ’ The administrative responsi-
ble ™ —■■ bilities as related to thepttfsi-
should be reduced to give a calpropert.es functionoftoe -
preater portion of the funds for
........ use in assisting in preparing toe
membership be assigned poor for profitable’ ^ployinenL.
employee: 1.
sibly as a s
period). 2. Counselor (a written
account of each counseling ses-
the job. For these reasons
and others, we recommend the
appointment of this permanent
committee.
F. The concentrated employ-
ment program must strive for
a higher job placement ratio to
enrollees taken into the program.
Mr. O’Brien’s statistics indicat-
ed that the cost of a permanent
placement was approximately 10
thousand dollars. Information
provided by the CEP Director
indicated a cost of approximately
fifty percent of that figure. It
appears to the committee that
toe cost may fall somewhere - -
between these two amounts. F.ith- and a sincere desire tod^scharge
er sum is* high. — —------
indicated toe desired cost was
two thousand dollars per perm-
anent placement. Every ef-
-, fort should be made to reach this
- goal at the earliest possibletime
so that larger numbers of peo-
ple can be served.
If there has been a failure
in some aspects of the CEP
program, then it must be shared
by the balance of the community
as well as the enrollees and the
elation; Chairman, Dental Health
Committee 1967-69, National
Dental Association; Member, Ok-
mulgee Lions Club; Member,
Tulsa Urban league; Board of
Directors, Hutcherson, YMCA
(Tulsa) 1964-69; Board of Di-
rectors, Langston University De-
velopment Foundation 1965-69;
Board of Directors, Okmulgee
United Fund 1960-62 and 64-68;
Board of Directors, Okmulgee
Chapter, American Red Cross
1961-66; Member, Community
Chamber of Commerce, Hoard
of Directors 1963-69; Member,
Okmulgee IXinbar Touchdown
Club, Secretary-Treas. 1957-64;
Oklahoma State Chairman, Na-
tional Negro Business and Pro-
fessional Comm, for the Legal
Defense Fund 1967-69; Member,
First Presbyterian Church, Ok-
mulgee, Oklahoma; Member, Sig-
ma Pi Phi Fraternity, President
1966 and Associate Staff Mem-
ber, Okmulgee Memorial Hos-
pital, Okmulgee, Okla.
\BC
(Continued From Page
how the Fayette region is ex-
periencing the onset of apoliti-
cal, social and economic rebirth, of Meharry Dental College, Nash-
and what remains to be done vme( Tenn. He is president of
before his administration can be tbe Oklahoma Medical, Dental
considered a success. Pharmaceutical Association,
Black Americans, Evers president of the Globe Youth
claims, don’t really want very center Board and a member of
much from whites. They ask tbe Tulsa Area Red Cross Plan-
that they be given the economic ning Council, Moton Hospital
wherewithal to provide theirpeo- Board and numerous civic and
pie with jobs, education and a reugious groups.
decent standard of living. Be- -------
yond that, he says, blacks would
prefer to be left alone. ’TIS BETTER to have loved
At the same time, Evers re- and lost than to be wed and be
mains an advocate of integration, forever bossed.
although he feels that social in-
tegration will not become a real-
ity until blacks have the same er who got tangled in the rope
opportunities as their white coun- and tolled himself off.
Statement of Dan Guess
response to the petty
of the poverty programs, it is
enlightening.
sion), 3. Job developer (a writ- at least inadequate bookkeeping pression
ten account o< .... — - - . . ..v...« -- —------- —
with comments). that channels of communication criticisms which followed sub-
The Director his responsibilities as anelected
We have found nothing in the derstand one another
newspaper coverage of the op- I
eration of Task Force programs ia doing a
or of the activities of this inves- sped. „
tigadon to justify charges of “Black Mayor in Dixie is
biased or inaccurate reporting, produced, directed and written
We have found no unfair motives by Herbert Dorfman; the host
or attitudes which indicate that i8 ABC News National Affairs .
the Press is trying to destroy Editor William Lawrence. Re-
programs or injure individuals utive Producer for the ABC
as had been suggested by some News “Now” series is Arthur
members of the Board and staff. Holch.
We think it is significant to
note that this committee was re-
peatedly advised by persons ap-
pearing before i ■ ■ -
changes and innovations have
been made since the commence-
ment of this investigation that
would not likely have been made original O’Brien report and were
sed in the latest findings by the
committee were:
1. The teachings of minority
history.
2. Subversive activities (utili-
zing classrooms to teach racial
hatted.
3. Misuse of federal funds.
4. Alcohol and narcotics used
by enrollees and staff members
on CEP premises.
Should the public assume from
tioned aspects did not occur and
that the allegations made per-
taining were “out and out” lies?
The public knows that:
1. The investigating commit-
tee did not provide time for
Center can be administered with
much less cost than the present
arrangement. A building mana-
ger could handle this part of the
assignment with a limited amount
of his time of other agencies
housed in the Center were to
assume their share of the re-
nof lose sight sponsibility for the project.
■ ■ • • _> At present, the Director of
help all of the under privileged, the CAC had concerned himself
not just a few. and utilized some of his time on
The duplication of various ac- problems that seem to fall out-
...:*i. nm fault side the purposes of the CAC
Dupli- project.
- The Board should reevaluate
nel departments, administrative, this program in terms of its
activities, training, outreach basic function aiid_ tiie cost of
workers and individual job as-
signments, both between pro-
grams and within problems, in inate
order to eliminate some of these *"
duplications, it is advisable to
and the elimination ordinator and the Field Counse-
sulted in less than optimum per- organization
formance for some of the pro- The following are b
grams. Die lack of experience changes should be imp fomented.
'' The position of Deputy I
tor should be eliminated.
Personnel offices and 1 inancial
-xl-irou--.
Xirt into this office. The This attitude and performance
Cto Government should act as was observed and reported as
the internal auditor for the Task it reiated t0 8tt^8nce’ (Yie receptionist should be
sc S'xwxs "rs. i <■«*-
be""“ ™.
S'tta'MmW.tr.Uve T»e problem ol .(air morale reelor’s oirio. be moved mothe
-uinaur.vfVcl- and indifferent performance was
■porting to this specifical ly noted in the CEP
project in the area supervised
by tlie Assistant Director for
Manpower and Training, Ratliff.
It was especialty evident in the
area of training under the super-
vision of Mr. Guess. It also
was evident in the area of work-
experience, under the supervi-
sion of Mrs. Perry.
Information was presented that
indicated personnel had been as-
signed to responsibilities for
which they were not qualified
by training or experience. This
w'as evident in the instruction
of the clerical skills class and
in the work of some clerical
and secretarial assignments.
These positions had salary al-
locations that should have com-
manded competent personnel.
It seems to the committee that
closer supervision by the ad-
ministration would have avoided
some of these problems or pre-
vented them from continuing for
an undue length of time to the
commtttee'found detriment ofthe program.,
that In the case of CAC and
CEP some identical services are
of objectives between the admin- being performed. FUMS appar-
istrative organization and the
personnel required to carry out
administration directives.
It also hinders the Director’s
ability to monitor and analyze
the performance of his subor-
dinate staff personnel and the
effectiveness of the on-goingpro-
gram. — — ------
clear when an employee
Z™ had no i—
the Director of the Task Force
staff looked like and did not
know if he had even been to that
facility in two years of employ-
ment. ...- ----- — —
that indicated friction be- group at all times.
jobs were being occupied by un-
not conversant with Of agencies whose performance
> was questioned have been espec-
unable to account satis- jany vocal in challenging Com-
from time to time by your per-
Altiiough~this area of the CEP
program left much to be desired
in administration, coordination,
and performance, there were
many positive factors reported
and observed. Many persons
-------- and programs were reported and
It is recommended that observKi doing effective work,
there be one central personnel Tbis inciuded teachers, enroll-
committee appointed by youi ees. clerjcai ^d secretarial per-
Board of Directors for all Task sonne] wej] as administrative
Force agencies. No person and supervisory staff personnel,
should be employed in an ad- We bave> of necessity, pointed
ministrative or supervisory ca- Wlt facets of (be program that
pacity in any agency without a seemed to need consideration for
thorough investigation by and ap- improving the overall effective-
proval of your personnel com- ness oj program for atten-
mittee. Your Board should lim- tion of 1^^.
it the numbers of employees from H Discrepancies in the ap-
one family working within the piiCation of policies and proced-
programs. ures related to pay raises, sal-
D. Upon completion of the or- sca)es> attendance and term-
ientation program at the CEF inations have been responsible
center by enrollees, immediati for great dissatisfaction andconv-
steps should be taken to as7'sl plaints among employees. Poli-
the enrollees in acquiring ade- cjes and procedures must beuni-
quate transportation to and from formty- and impartially applies,
their jobs. W e are satisfiec j Specific charges were made
that in certain instances people ag^t Roosevelt Ratliff, Dan
have lost jobs because the cars Guess, and Rubv Perry. These
they were driving were in such charges were made by Mary
poor repair they could not get 1)ugger. Gloria Harris. Bill
.. to the job on a regular basis. Dashner> Orvie Oates, Unda
rattier than on sound business or Perhaps a plan could be initiated \Vard) Madeline W est, Martin
. ,—..----j------ wherein the Agency could co- RCjdy( Della McCollough, Don-
sign notes with enrollees who ald Elma Jo Dunn, and
are interested in finding prem- [-rances Ann Grace. Tlie find-
anent employment. Dicretion ings on tbesc specific charges
should be exercised in deter- inconclusive. All parties
mining that each enrollee who is making charges testified to tlie
lapping in work duties exist- to be so assisted is completely same facts set forth in their
* ' • sincere and property motivated, affidavits. Each of these people
m .4 ....we feel that his is one of the bv_ __ “
tion. Time spent by Mrs. Ruby paramount problems to be coped take potygraph tests to verify
Perry and Mr. Leon Nash ap- with in the CEP program. Ob- their testimony.
peared to be a duplication of viously, such a program would Mr> Guess, and Mrs. Perry de-
work performance. Enrollees
testified that class instructors,
coacnes, ano counselors often — , „
imparted the same information with the employer where by auto- There
to them during the course of a 1------- . .
day. Many’ felt that a lack of be withheld from pay checks,
interest, as well as motivation, E. Y™ ------
could be accounted for because that a permanent committee vestigation at this time,
of the repetition. of inquiry be appointed by the j K was rep()rted that Black
The committee also felt that City Commission to carry on a pamher posters were displayed
the defining of job duties in many continuing investigation of all at the Community Action Center,
cases has been done very vague- OEO agencies. This committee This did occur. No posters ad-
ly. Some employees did not should be allowed to make on- vocating any political or relig-
understand clearly what their announced calls on the various i0Us philosophy should be placed
jobs called for as an assignment, agencies from time to time. It }n agency office.
The following suggestions for should interview various em- it was reported that the
CEP program changes should be ployees concerning their duties, paid for the lease of the
considered:
a) That simplified, yet pre-
cise, job descriptions be written ----- —----- .
and thoroughly explained to each to whether these agencies and
tion are performing up to stan- (nvestygation tbo committee has
dard.
During tlie course of our in-
employee.
b) That no duplicating of as-
signments exist within lhe same
program. ----- —
c) Dial detailed lesson plans vestigation, we made several un-
be submitted weekly’ by each in- -----j '
structor so that in case of ab- trated Employment Center, and
sence no time wou Id be lost when Community Action Center. _
a substitute is used as well as yye felt that the calls made un- sbouid be made
having a specific plan of instruc- der these circumstances were uce officers. If this does not
tion in mind for the regular teach- most beneficial. They gave the happen then the image of the
er. committee greater insight into pofjee officer will never improve
d) That a record be kept the day-ttxiay operations of the
of work-performances by each ^encies. It is the opinion of
1. Instructor (pos- the committee that prearranged
summary of leaching apPointments would not have been
' 1 as enlightening. These calls de-
termined that in some instances
of each contract and practices had been permitted or would be appropriate concerning
„1U, that channels of communication criticisms which followed sub-
e) That the positions of As- between supervisory personnel mission of Commissioner O'Bri-
sociate Director of Manpower was extremely poor. In other en>s rcport 1—1 "
and Economic Development, the instances, it was determined that this Committee-
Administrative and Personnel jobs were being occupied by un- Some members
Assistant, the Assistant Director qualified people. Some employ- boards and professional staffs
_______2 - ■ ■__ | were ,
Administrative Officer be their job descriptions and many
j. ated. were unable to account satis-
The activities performed factority for the time devoted to
the target area who seek our
help.
Respectfully submitted,
Ozella Brown, Joseph F.
Glass, Amos T. Hall, Charles
E. Halstead, Juanita Hopkins and
Byron L. Shepherd.
WRIGHT
(Continued From Page 1)
manager for the Atlanta Life
Insurance Company in rensa-
cola, Florida, and director of
the Nepperhan Community Cen-
ter in Yonkers, New York.
Born in Tallahassee, F londa,
Mr Wright is the son of the late en. The majority of the find-
Rev John Clarence Wright and ingS which were inconclusive are
Addie Streator Wright. He is indicative of Mr. O’Brien's so-
a graduate of Morehouse Col- called sincerity and concern as
lege where he majored in Busi- a public official.
ness’ Administration. He also r js my contention that tlie
attended Brick Junior College wbole poverty program attack
in North Carolina and Tuskegee Was indeed a farce in an effort
Institute in Alabama. to take away’ the minimal voices
Active in community affairs, of the powerless people and to
Mr. Wright is a 32 degree Mason, destroy the leadership which
ic., a member of the Elks, seeks justice and equality for
former board chairman of ai| citizens.
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The Oklahoma Eagle (Tulsa, Okla.), Vol. 52, No. 44, Ed. 1 Thursday, April 23, 1970, newspaper, April 23, 1970; Tulsa, Oklahoma. (https://gateway.okhistory.org/ark:/67531/metadc1805484/m1/6/: accessed July 16, 2024), The Gateway to Oklahoma History, https://gateway.okhistory.org; crediting Oklahoma Historical Society.