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Home My WebLink About24-259 Resolution No. 24-259 RESOLUTION AUTHORIZING EXECUTION OF AN AGREEMENT WITH DAVEY RESOURCE GROUP, INC. FOR PROFESSIONAL SERVICES IN CONNECTION WITH RFP 24-059 URBAN FOREST MANAGEMENT PLAN BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF ELGIN, ILLINOIS, that Richard G. Kozal, City Manager, and Kimberly A. Dewis, City Clerk, be and are hereby authorized and directed to execute an Agreement on behalf of the City of Elgin with Davey Resource Group, Inc., for professional services in connection with RFP 24-059 Urban Forest Management Plan, a copy of which is attached hereto and made a part hereof by reference. s/David J. Kaptain David J. Kaptain, Mayor Presented: December 4, 2024 Adopted: December 4, 2024 Omnibus Vote: Yeas: 9 Nays: 0 Attest: s/Kimberly Dewis Kimberly Dewis, City Clerk AGREEMENT THIS AGREEMENT("Agreement")is made and entered into this 4th day of December, 2024,by and between the CITY OF ELGIN,an Illinois municipal corporation(hereinafter referred to as"CITY")and Davey Resource Group, Inc. (hereinafter referred to as"CONSULTANT"). WHEREAS, the CITY desires to engage the CONSULTANT to furnish certain professional services in connection with RFP 24-059 Urban Forest Management Plan(hereinafter referred to as the"PROJECT"); and WHEREAS, the CONSULTANT represents that it is in compliance with Illinois Statutes relating to professional registration of individuals and has the necessary expertise and experience to furnish such services upon the terms and conditions set forth herein below. NOW, THEREFORE, it is hereby agreed by and between the CITY and the CONSULTANT that the CITY does hereby retain the CONSULTANT for and in consideration of the mutual promises and covenants contained herein, the sufficiency of which is hereby acknowledged to perform the services relating to the PROJECT as described herein,subject to the following terms and conditions and stipulations,to-wit: 1. SCOPE OF SERVICES A. A I I work hereunder shall be performed under the direction of the Greg Hulke of the ('I I Y. herein after referred to as the"DIRECTOR". B. This section should be an outline of the services to be provided by the CONSULTANT. C. A detailed Scope of Services is attached hereto as Attachment A. 2. PROGRESS REPORTS A. An outline project milestone schedule is provided herein. B. A detailed project schedule for the PROJECT is included as Attachment B,attached hereto. Progress will be recorded on the project schedule and submitted monthly as a component of the Status Report described in C below. C. The CONSULTANT will submit to the DIRECTOR monthly a status report keyed to the project schedule. A brief narrative will be provided identifying progress, findings and outstanding issues. 3. WORK PRODUCT All work product prepared by the CONSULTANT pursuant hereto including, but not limited to, reports, plans, designs, calculations, work drawings, studies, photographs, models and recommendations shall be the property of the CITY and shall be delivered to the CITY upon request of the DIRECTOR; provided, however, that the CONSULTANT inay retain copies of such work product for its records. CONSULTANT's execution of this Agreement shall constitute CONSULTANT's conveyance and assignment of all right, title and interest,including but not limited to any copyright interest,by the CONSULTANT to the CITY of all such work product prepared by the CONSULTANT pursuant to this Agreement. The CITY shall have the right either on its own or through such other consultants as determined by the CITY to utilize and/or amend such work product. Any such amendment to such work product shall be at the sole risk of the CITY. Such work product is not intended or represented to be suitable for reuse by the CITY on any extension to the PROJECT or on any other project, and such reuse shall be at the sole risk of the CITY without liability or legal exposure to the CONSULTANT. 4. PAYMENTS TO THE CONSULTANT A. The CITY shall reimburse the CONSULTANT for services under this Agreement a lump sum of$31,700.00 Dollars, regardless of actual Costs incurred by the CONSULTANT unless substantial modifications to the PROJECT are authorized in writing by the DIRECTOR. B. The CITY shall make periodic payments to the CONSULTANT based upon actual progress within thirty(30)days after receipt and approval of invoice. Said periodic payments to the CONSULTANT shall not exceed the amounts shown in the following schedule,and full payments for each task shall not be made until the task is completed and accepted by the DIRECTOR. (payment schedule) 5. INVOICES A. The CONSULTANT shall submit invoices in a format approved by the CITY. Progress reports(2C above)will be included with all payment requests. B. The CONSULTANT shall maintain records showing actual time devoted and cost incurred. The CONSULTANT shall permit the authorized representative of the CITY to inspect and audit all data and records of the CONSULTANT for work done under this Agreement. The CONSULTANT shall make these records available at reasonable times during the Agreement period and for one(1)year after termination of this Agreement. -2 - 6. TERMINATION OF AGREEMENT Notwithstanding any other provision hereof, the CITY may terminate this Agreement at any time upon fifteen (15) days prior written notice to the CONSULTANT. In the event that this Agreement is so terminated,the CONSULTANT shall be paid for services actually performed and reimbursable expenses actually incurred prior to termination, except that reimbursement shall not exceed the task amounts set forth under Paragraph 4 above. 7. TERM This Agreement shall become effective as of the date the CONSULTANT is given a notice to proceed and, unless terminated for cause or pursuant to Paragraph 6, shall be deemed concluded on the date the CITY determines that all of the CONSULTANT's work under this Agreement is completed. A determination of completion shall not constitute a waiver of any rights or claims which the CITY may have or thereafter acquire with respect to any term or provision of this Agreement. 8. NOTICE OF CLAIM I f the CONSULTANT wishes to make a claim for additional compensation as a result of action taken by the CITY,the CONSULTANT shall give written notice of his claim within fifteen fteen (15) days after occurrence of such action. No claim for additional compensation shall be valid unless so made. Any changes in the CONSULTANT's fee shall be valid only to the extent that such changes are included in writing signed by the CITY and the CONSULTANT. Regardless of the decision of the DIRECTOR relative to a claim submitted by the CONSULTANT, all work required under this Agreement as determined by the DIRECTOR shall proceed without interruption. 9. BREACH OF CONTRACT If either party violates or breaches any term of this Agreement, such violation or breach shall be deemed to constitute a default, and the other party has the right to seek such administrative,contractual or legal remedies as may be suitable to the violation or breach; and, in addition, if either party,by reason of any default,fails within fifteen(15)days after notice thereof by the other party to comply with the conditions of the Agreement,the other party may terminate this Agreement. Notwithstanding the foregoing, or anything else to the contrary in this Agreement, with the sole exception of an action to recover the monies the CITY has agreed to pay to the CONSULTANT pursuant to Paragraph 4 hereof, no action shall be commenced by the CONSULTANT against the CITY for monetary damages. CONSULTANT hereby further waives any and all claims or rights to interest on money claimed to be due pursuant to this Agreement and waives any and all such rights to interest which it claims it may otherwise be entitled pursuant to law, including, but not limited to, the Local Government Prompt Payment Act (50 ILCS 501/1, et seq.), as amended, or the Illinois Interest Act (815 ILCS 205/1, et seq.), as amended. The parties -3 - hereto further agree that any action by the CONSULTANT arising out of this Agreement must be filed within one year of the date the alleged cause of action arose or the same will be time-barred. The provisions of this paragraph shall survive any expiration, completion and/or termination of this Agreement. 10. INDEMNIFICATION To the fullest extent permitted by law, CONSULTANT agrees to and shall indemnify, defend and hold harmless the CITY, its officers, employees, agents, boards and commissions from and against any and all claims, suits,judgments, costs, attorneys fees, damages or other relief, including, but not limited to, workers' compensation claims, in any way resulting from or arising out of negligent actions or omissions of the CONSULTANT in connection herewith, including negligence or omissions of employees or agents of the CONSULTANT arising out of the performance of this Agreement. In the event of any action against the CITY, its officers, employees, agents, boards or commissions, covered by the foregoing duty to indemnify, defend and hold harmless such action shall be defended by legal counsel of the CITY's choosing. The provisions of this paragraph shall survive any expiration,completion and/or termination of this Agreement. 11. NO PERSONAL LIABILITY No official, director, officer, agent or employee of the CITY shall be charged personally or held contractually liable under any term or provision of this Agreement or because of their execution, approval or attempted execution of this Agreement. 12. INSURANCE CONSULTANT shall provide,maintain and pay for during the term of this Agreement the following types and amounts of insurance: A. Comprehensive Liability. A policy of comprehensive general liability insurance with limits of at least $1,000,000 aggregate for bodily injury and $1,000,000 aggregate for property damage. The CONSULTANT shall deliver to the DIRECTOR a Certificate of Insurance naming the CITY as additional insured. The policy shall not be modified or terminated without thirty(30)days prior written notice to the DIRECTOR. The Certificate of insurance shall include the contractual obligation assumed by the CONSULTANT under Paragraph 10 entitled"Indemnification". This insurance shall be primary and non-contributory to any other insurance or self- insurance programs afforded to the CITY. There shall be no endorsement or modification of this insurance to make it excess over other available insurance. -4- B. Comprehensive Automobile Liability. Comprehensive Automobile Liability Insurance covering all owned, non-owned and hired motor vehicles with limits of not less than $500,000 per occurrence for bodily injury and/or property damage. C. Combined Single Limit Policy. The requirements for insurance coverage for the general liability and auto exposures may be met with a combined single limit of $1,000,000 per occurrence subject to a$1,000,000 aggregate. D. Professional Liability. The CONSULTANT shall carry CONSULTANT's Professional Liability Insurance covering claims resulting from error,omissions or negligent acts with a combined single limit of not less than $1,000,000 per claim. A Certificate of Insurance shall be submitted to the DIRECTOR as evidence of insurance protection. The policy shall not be modified or terminated without thirty (30)days prior written notice to the DIRECTOR. 13. CONSTRUCTION MEANS,METHODS,TECHNIQUES, SEQUENCES, PROCEDURES AND SAFETY The CONSULTANT shall not have control over or charge of and shall not be responsible for construction means, methods, techniques, sequences or procedures, or for safety precautions and programs in connection with the construction, unless specifically identified in the Scope of Services. 14. NONDISCRIMINATION/AFFIRMATIVE ACTION The Consultant will not discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, age, ancestry, order of protection status, familial status, marital status, physical or mental disability, military status, sexual orientation,or unfavorable discharge from military service which would not interfere with the efficient performance of the job in question. Consultant shall take affirmative action to comply with the provisions of Elgin Municipal Code Section 5.02.040 and will require any subcontractor to submit to the City a written commitment to comply with those provisions. Consultant shall distribute copies of this commitment to all persons who participate in recruitment, screening, referral and selection of job applicants and prospective subcontractors. Consultant agrees that the provisions of Section 5.02.040 of the Elgin Municipal Code, 1976,as amended, is hereby incorporated by reference,as if set out verbatim. No person shall be denied or subjected to discrimination in receipt of the benefit of any services or activities made possible by or resulting from this Agreement on the grounds of race,color, religion, sex, national origin,age, ancestry, order of protection status, familial status, marital status, physical or mental disability, military status, sexual orientation, or unfavorable discharge from military service. - 5 - Any violation of this paragraph shall be considered a violation of a material provision of this Agreement and shall be grounds for cancellation,termination or suspension, in whole or in part,of the Agreement by the CITY. 15. ASSIGNMENT AND SUCCESSORS This Agreement and each and every portion thereof shall be binding upon the successors and the assigns of the parties hereto; provided,however,that no assignment shall be made without the prior written consent of the CITY. 16. DELEGATIONS AND SUBCONTRACTORS Any assignment, delegation or subcontracting shall be subject to all the terms, conditions and other provisions of this Agreement and the CONSULTANT shall remain liable to the CITY with respect to each and every item,condition and other provision hereof to the same extent that the CONSULTANT would have been obligated if it had done the work itself and no assignment,delegation or subcontract had been made. Any proposed subcontractor shall require the CITY's advanced written approval. 17. NO CO-PARTNERSHIP OR AGENCY This Agreement shall not be construed so as to create a partnership, joint venture, employment or other agency relationship between the parties hereto. 18. SEVERABILITY The parties intend and agree that, if any paragraph, sub-paragraph,phrase, clause or other provision of this Agreement, or any portion thereof, shall be held to be void or otherwise unenforceable,all other portions of this Agreement shall remain in full force and effect. 19. HEADINGS The headings of the several paragraphs of this Agreement are inserted only as a matter of convenience and for reference and in no way are they intended to define, limit or describe the scope of intent of any provision of this Agreement,nor shall they be construed to affect in any manner the terms and provisions hereof or the interpretation or construction thereof. 20. MODIFICATION OR AMENDMENT This Agreement and its attachments constitute the entire Agreement of the parties on the subject matter hereof and may not be changed,modified,discharged or extended except by written amendment duly executed by the parties. Each party agrees that no representations or warranties shall be binding upon the other party unless expressed in writing herein or in a duly executed amendment hereof,or change order as herein provided. -6- 21. APPLICABLE LAW This Agreement shall be deemed to have been made in and shall be construed in accordance with the laws of the State of Illinois. Venue for the resolution of any disputes or the enforcement of any rights pursuant to this Agreement shall be in the Circuit Court of Kane County, Illinois. 22. NEWS RELEASES The CONSULTANT may not issue any news releases without prior approval from the DIRECTOR, nor will the CONSULTANT make public proposals developed under this Agreement without prior written approval from the DIRECTOR prior to said documentation becoming matters of public record. 23. COOPERATION WITH OTHER CONSULTANTS The CONSULTANT shall cooperate with any other consultants in the CITY's employ or any work associated with the PROJECT. 24. INTERFERENCE WITH PUBLIC CONTRACTING The CONSULTANT certifies hereby that it is not barred from bidding on this contract as a result of a violation of 720 ILCS 5/33E et seq. or any similar state or federal statute regarding bid rigging. 25. SEXUAL HARASSMENT As a condition of this contract, the CONSULTANT shall have written sexual harassment policies that include,at a minimum,the following information: A. the illegality of sexual harassment; B. the definition of sexual harassment under state law; C. a description of sexual harassment, utilizing examples; D. the vendor's internal complaint process including penalties; E. the legal recourse, investigative and complaint process available through the Illinois Department of Human Rights,and the Illinois Human Rights Commission; F. directions on how to contact the department and commission; G. protection against retaliation as provided by Section 6-101 of the Human Rights Act. - 7- A copy of the policies shall be provided by CONSULTANT to the Department of Human Rights upon request(775 ILCS 5/2-105). 26. SUBSTANCE ABUSE PROGRAM. As a condition of this agreement, CONSULTANT shall have in place a written substance abuse prevention program which meets or exceeds the program requirements in the Substance Abuse Prevention Public Works Project Act at 820 ILCS 265/1 el seq. A copy of such policy shall be provided to the City's Assistant City Manager prior to the entry into and execution of this agreement. 27. WRITTEN COMMUNICATIONS All recommendations and other communications by the CONSULTANT to the DIRECTOR and to other participants which may affect cost or time of completion, shall be made or confirmed in writing. The DIRECTOR may also require other recommendations and communications by the CONSULTANT be made or confirmed in writing. 28. NOTICES All notices, reports and documents required under this Agreement shall be in writing and shall be mailed by First Class Mail,postage prepaid,addressed as follows: A. As to the CITY: Greg Hulke City of Elgin 150 Dexter Court Elgin, Illinois 60120-5555 B. As to the CONSULTANT: Davey Resource Group, Inc. 295 S. Water Street Suite 300 Kent OH 44240 29. COMPLIANCE WITH LAWS Notwithstanding any other provision of this Agreement, it is expressly agreed and understood that in connection with the performance of this Agreement that the CONSULTANT shall comply with all applicable federal,state,city and other requirements of law, including, but not limited to, any applicable requirements regarding prevailing wages,minimum wage,workplace safety and legal status of employees. Without limiting the foregoing, CONSULTANT hereby certifies, represents and warrants to the CITY that - 8- all CONSULTANT's employees and/or agents who will be providing products and/or services with respect to this Agreement shall be legally authorized to work in the United States. CONSULTANT shall also at its expense secure all permits and licenses, pay all charges and fees and give all notices necessary and incident to the due and lawful prosecution of the work, and/or the products and/or services to be provided for in this Agreement. The CITY shall have the right to audit any records in the possession or control of the CONSULTANT to determine CONSULTANT's compliance with the provisions of this paragraph. In the event the CITY proceeds with such an audit the CONSULTANT shall make available to the CITY the CONSULTANT's relevant records at no cost to the CITY. CONSULTANT shall pay any and all costs associated with any such audit. 30. COUNTERPARTS AND EXECUTION This Agreement may be executed in counterparts, each of which shall be an original and all of which shall constitute one and the same agreement. This Agreement may be executed electronically, and any signed copy of this Agreement transmitted by facsimile machine, email,or other electronic means shall be treated in all manners and respects as an original document. The signature of any party on a copy of this Agreement transmitted by facsimile machine,email,or other electronic means shall be considered for these purposes an original signature and shall have the same legal effect as an original signature. IN WITNESS WHEREOF, the parties hereto have entered into and executed this Agreement effective as of the date and year first written above. CITY OF . By: Richard G. Kozal, City Manager Attest: ity Clerk CONSULTANT: Davey Resource Group, Inc. By: l6 i-- Name/Print: Peter Sorensen Title: Project Manager F•\Legal Dept\Agreement\CONSUL I ANT AGREEMENT-FORM-CURRENT 5-3-22 docx - 9 - ATTACHMENT A SCOPE OF SERVICES ATTACHMENT B PROJECT SCHEDULE Attachment A A PROPOSAL PREPARED FOR City of Elgin RFP #24-059: Urban Forest Management Plan October 2024 Virg' \ 4Cj� pit•, + , 4. i +,. • ' ',t •;'.I, ,, .., ' ;,t) ', % , \ ;40 /Ca; . ; '.I, .` moa r . 1 ��, •1 , 1 r t , o .. ' iti et, • 't ,I..,'',•';':7--...,.';, :, '.,," ....% li ' 1 i : , . 4/L''i 1 ' 1‘ .14 1 ..4\. .1.. . 4 . ' ' ' "2' " ' . ' 1 "1.4 41.1.'. *• ! 'i i . .'',`7,` Ai ! Via., '•%•` +?T;.r-.^, • .�. .•' .t �';�. `ill., `` 1 ., of '��i�,. ra !' ` . t _ � 'R`cvs'}^ " •�.y • `_ �• tP: ..% tG�ti � s � T 4 1 ` 7 3 �,,, .+ (i j`Se' � ....1 t+�' ♦. �' tq�.t`r" :. • �C ',� sYP'► {>=l.,t��-'�K :F„�ck_ '.i.�"'�+ � _.f'-.. •+ ��'�'�\.L u �,t'.�x'v�..Y^i' T.'.. - . _. .lz , :4 ,,,._,,,_,!„..A.,„4-4, -,1,,,,.1/ '.,. ' , .:,..- .,, 11 ..,,\:..v.„,,i,*s„1.,,;''. ., „ ,..1'.r...illi ,,s,. •. , . • , i _..1.-; ,,, ' .. 41Motki • i� r , - r � � >.. i : . , er ..r G, • ,0 .t ,i` :•1Y + ► • ' . r t ' ,`` : . rtr e '',a % r'' `yct St.N `rr zl,. . _ �`- ... DAVEY • Resource Group Table of Contents PROJECT UNDERSTANDING 3 URBAN FOREST MANAGEMENT PLAN 4 Task One: Project Management 4 Task Two: Background Review 4 Task Three: Staff/Stakeholder Conversations 5 Task Four: Program Review 5 Task Five: Draft Goals and Objectives 6 Task Six: Draft Urban Forest Management Plan 6 Task Seven: Final Urban Forest Management Plan 7 QUALIFICATIONS AND EXPERIENCE 8 The Project Team 9 Related Projects 15 INVESTMENT AND AUTHORIZATION TO PROCEED 18 CLIENT RESPONSIBILITIES 18 TERMS AND CONDITIONS 19 LIMITED WARRANTY 20 Davey Resource Group,Inc. RFP#24-059:Urban Forest Management Plan Page 1 DAVEYT, Resource Group Daina DeNye City of Elgin 150 Dexter Court Elgin, Illinois 60120 RE: Response to Request for Proposals for RFP #24-059 Urban Forest Management Plan Dear Ms. DeNye, I am writing to submit our proposal for completing an Urban Forest Management Plan for the City of Elgin. Our team is excited about the opportunity to collaborate with you to analyze your inventory data,talk with city staff and stakeholders, and compile a comprehensive strategy for your urban forestry program. Davey Resource Group, Inc. (DRG) understands the benefits trees bring,and we also realize the challenges that come with managing public trees. Our parent company,The Davey Tree Expert Company, was founded in 1880 to train tree surgeons- predecessors to the modern-day arborists. Through the years,our company has developed numerous tree care and maintenance protocols,standards, and best practices- including developing software for organizing and managing tree inventories. Our world-leading research and development department,the Davey Institute, is staffed with scientists and technical advisors to guide our field service teams in diagnosing and prescribing the best approaches to tree maintenance and care. Fundamentally, our tree knowledge is rooted in direct science and research, differentiating us from our competitors and ensuring our clients receive the best advice to manage and maintain trees. The team we proposed to manage your project has the knowledge, experience, and availability to meet your goals and help you with the next steps for your project.We are also deeply familiar with trees across Elgin, having completed your tree inventory. Our arborists have walked your streets, interacted with residents, and are familiar with Elgin's urban forest. They understand how to help you meet your specific program needs and project budget. We believe that our expertise in urban forestry management and our commitment to sustainability make us an ideal partner for City of Elgin in this important endeavor. Thank you for considering DRG, and we look forward to talking with you about the next steps. Sincerely, 1.1)441''Ais Pete Sorensen Project Manager Davey Resource Group, Inc. 414-517-1695 peter.sorensen@davey.com Davey Resource Group,Inc. RFP#24-059:Urban Forest Management Plan Page 2 Project Understanding Over the last several years, the City of Elgin has completed a phased inventory of approximately 65,000 trees within the public right-of-way and manicured areas of public parks. This inventory provides comprehensive information on the extent, condition,and maintenance needs of public trees. Now that the inventory is complete, the city wishes to analyze these data and develop a plan of action that supports Elgin's tree management activities, informs programmatic investments, and secures appropriate budgetary resources. Elgin's Urban Forest Management Plan will provide strategic direction to the City's forestry program. Davey Resource Group, Inc. (DRG) provides a wide range of environmental consulting services to clients throughout the world.As the industry leader in urban forestry, we understand that trees have immense value to communities, and we know that trees sometimes fail and can cause damage. Over our history, DRG has supported hundreds of municipalities across the country in the care and maintenance of community trees. We aim to bring our experience to assist you with maximizing the value that trees provide and minimize the risks of damage, injury, or disruption trees may cause.Tools like a tree inventory and management plan help identify opportunities,focus attention,and secure resources to tackle community priorities. This project will be led by our local regional team, based in Elmhurst, with support from our headquarters in Kent, Ohio, allowing us to draw from resources across the United States, meet tight deadlines, share expertise, and scale as needed. Our professional staff includes many former city foresters,tree nonprofit program leaders, and tree workers who have direct experience maintaining community trees and know what it takes to manage a forestry program. Overall,this project will provide you with comprehensive analyses that will help you understand the current status of trees across Elgin, explore opportunities to strengthen their care, and chart a path forward for Elgin's urban forestry program. DRG is excited about the opportunity to be part of your proactive tree management project. '' ',4407.,;,401". -";''':#;" --irl. 'L/41'42 ''' --' ` 4 141'' - - ' - .}1 ' , olv -p . ov•ief 1„..., - , P-,`'...' , . -,,,c, .0, 4$ a ,. 11 s 6 _.1 s ^. A . -,- IL-. NV, -!- N `ter # , i ip,..,4k7.- '' )‘' 1 i ' 6j ).:, ,:.:iviiii4 , .''' $ 44. ir, 1 t ,,, -, f. . .r... 1 t IV h ' ! : II , t , fc, I 'i • , .....i „ _ Davey Resource Group,Inc. RFP#24-059:Urban Forest Management Plan Page 3 Urban Forest Management Plan The City of Elgin's Urban Forest Management Plan will provide strategic direction, guide forestry operations, and inform programmatic investments for the next seven years (2025-2031). The plan is designed to be a flexible, living document,that can be edited or adjusted, as circumstances on the ground or factors affecting the city change over that time. Ultimately,this plan will be an integral component of the City's forestry operations that strengthens the care and attention that public trees receive across Elgin. DRG's planning approach incorporates our broad experience,gained over years of planning with municipal and nonprofit partners across the U.S. We start by analyzing existing inventory data, key documents and policies, and related resources to understand the current status of Elgin's trees and forestry program. Then, we talk with city staff and key stakeholders to deepen our understanding of the current approach to managing trees in Elgin and begin to develop goals or objectives for Elgin's forestry program. Finally,we use this information to help the city chart a path forward, leveraging its resources to achieve community goals. This process is broken down into a series of logical tasks. TASK 1 . PROJECT MANAGEMENT Elgin will benefit from our team's relentless focus on customer service. We pride ourselves on clear,effective, consistent communication. From project beginning to end,you will know exactly who is assigned to your project and how it is progressing. Every step of the way,we strive to ensure that you are confident in our approach. All of our projects begin with a project kick-off to discuss project expectations, establish primary contacts, and set a foundation for ongoing project communication and coordination. Our Project Manager will communicate directly with the City of Elgin and provide updates on project progress, barriers,expected completion, invoicing,and any requirements of the city. Additionally, DRG's Project Manager and any additional team members, as needed,will host at least three (3) virtual progress meetings with key Elgin staff. Prior to each meeting, an agenda will be e-mailed with key objectives that require discussion or a decision. Following each meeting, DRG will provide minutes that clearly identify action items for both DRG and the city. We can discuss meeting or communication frequency that best meets the City's needs. TASK 2 . BACKGROUND REVIEW Understanding what documents and policies Elgin has is an important part of developing a sustainable urban forestry program. To gather the information needed to assure that Elgin's urban forestry program is moving forward, DRG uses methodology that assures that all aspects of the program are reviewed. DRG will analyze and utilize existing Elgin plans that may inform the Urban Forest Management Plan. Our analysis is completed through reading the plans, understanding and noting where the plans impact the urban forest,and developing content around conflicts and supporting concepts within each plan. Davey Resource Group,Inc. RFP#24-059:Urban Forest Management Plan Page 4 Generally,we expect to review the applicable portions of: • City of Elgin Comprehensive Plan • City of Elgin Strategic Plan • City of Elgin Climate Action& Resiliency Plan • Applicable Portions of Elgin City Code and Ordinances • Any Past or Historic Urban Forest Management Plans • Guiding Document, Specifications,or Policies that Influence Forestry Operations • Chicago Region Trees Initiative Master Plan TASK 3 . STAFF/STAKEHOLDER CONVERSATIONS Our planning process includes conversation with the City's key forestry staff and any stakeholders of importance. We recommend these conversations take place in 2-3 virtual focus-groups or round-table sessions. In these conversations,we want to clearly understand the City's goals for its forestry program, current challenges, resource constraints (e.g., budget, staff), and get a sense of the key partners in the City's tree management. These conversations help our team map out key players, opportunities, constraints, and guideposts for the City's existing forestry program. Additionally,we expect to meet with the City of Elgin Sustainability Commission to better understand citywide goals and objectives and intersectionality with the City's forestry program.This meeting will be designed to provide some initial information from inventory and data analyses. At this time,we can also solicit input from the Sustainability Commission on goals and objectives for the City's Urban Forest Management Plan. TASK 4 . PROGRAM REVIEW While data, reports, plans, and similar information are helpful for understanding forestry in Elgin,we also need to dive deeper into tactical operations to complete our understanding. DRG will perform a review of the City's forestry program. In general, this review involves two days on-site and includes: • Interviews with key staff; • Examination of existing budgets and staffing levels; • Review of equipment available to support operations; • Understanding of storm and emergency response protocols; • Viewing of resident request system and approaches and the City's work order management system; • Safety,training, and education programs; • Overview of existing specifications and standards of practice; For this process to be effective,the city will need to coordinate DRG's on-site schedule to ensure availability of key staff,and time to explore appropriate documents, procedures, and policies. Davey Resource Group,Inc. RFP U24-059:Urban Forest Management Plan Page 5 TASK 5 . DRAFT GOALS AND OBJECTIVES Managing municipal urban forests has become increasingly complicated. Community trees now serve multiple purposes, including enhancing the beauty of our streets,combating climate change, managing stormwater,and promoting human health. Resource managers must juggle these diverse needs, all while dealing with limited resources,tree risk management, and high standards to maximize tree canopies and aesthetics.Yet,few urban forestry programs have received substantial additional resources to address these emerging demands. Based on the information discovered throughout this project and conversations with staff and stakeholders, DRG will develop a draft of goals and objectives to guide Elgin's Urban Forest Management Plan. DRG and key city staff will discuss these goals and objectives to ensure alignment with the City's priorities. Once approved by the city,these goals and objectives will establish the framework for the City's Urban Forest Management Plan. TASK 6 . DRAFT URBAN FOREST MANAGEMENT PLAN DRG's team is committed to creating a dynamic and implementable Urban Forest Management Plan for Elgin.The foundation of the plan will be a set of themes and priorities based on the results of staff and stakeholder conversations,data and information analysis, and the resource and program review. These themes and priorities will be used to develop a plan that reflects Elgin's goals and objectives as well as the reality of resource limitations on the ground. DRG will produce an initial draft of findings and recommendations for the city.This draft,written in English and in Word or Google Docs format, will summarize the results of all the fact findings of the DRG team—background review and research, data analyses, and stakeholder engagement. It will then make suggested recommendations to guide the City's forestry program over the next seven years of operations. This initial draft will contain draft maps, charts, and tables to guide discussion about data presentation in the final plan. The draft plan will include: • Goals and Objectives: Key goals and objectives that guide the City's Urban Forest Management Plan. • Executive Summary: Provides an inventory, recommended maintenance, and benefits summary overview of the project and its findings in a format that facilitates printing and sharing with elected officials, citizens,and others. • Structure&Composition: Using charts,tables,and insight from DRG's experienced urban foresters, this section describes the composition,function, and structure of the inventoried urban forest. Detailed observations and recommendations are analyzed based on species diversity, condition of community trees, pest susceptibility, relative size (e.g., proxy for age) distribution, stocking level, etc. • Functions& Benefits: Using i-Tree, an analysis highlighting the environmental, ecological, and economic benefits trees provide, including air quality benefits,carbon sequestration, stormwater intercept, and replacement value. Davey Resource Group,Inc. RFP#24-059:Urban Forest Management Plan Page 6 • Recommended Maintenance: Focuses on the tree maintenance tasks that will help mitigate risk, complete proactive maintenance cycles, and plant trees. Based on the inventory data,the following analyses are generally explored: priority maintenance needs; routine maintenance needs; appropriate pruning cycle;continued tree inspection and evaluation;tree planting programs; staff training and education;community outreach, etc. • Maintenance Strategy& Example Seven-Year Budget: Using the tree inventory data,an example seven-year annual maintenance schedule and budget are provided with details that recommend tasks to complete each year in an editable Excel"table format. • Conclusion: Summarizes the plan,drawing inferences from the entire process about what has been found and decided, and the impact of those findings and decisions. • Appendices: Relevant appendices are provided, including References, Summary of Recommendations, Study Area and Data Collection Procedures, and Risk Assessment if applicable. The city will have 30 days to review each draft and return comments on the draft. The city is welcome to share the documents with various stakeholders and city staff but must combine all comments,suggestions, and edits into one document,with conflicting comments addressed,for DRG to respond to and address. TASK 7 . FINAL URBAN FOREST MANAGEMENT PLAN From initial feedback, DRG will complete a full, complete draft of the Urban Forest Management Plan including an executive summary and including appropriate photos and graphics (est. 40 pages). This final plan will be edited and formatted in an attractive manner and suitable for presentation to appropriate public bodies for approval and adoption. DRG will provide the final document in both PDF and editable (e.g., Microsoft Word) formats. Davey Resource Group,Inc. RFP#24-059:Urban Forest Management Plan Page 7 Section Three : Qualifications and Experience DRG is a fully-owned subsidiary of The Davey Tree Expert Company"Davey". Originally founded as a division of Davey in 1992, DRG was incorporated in Delaware in 2018. DRG is the technical services and consulting arm of Davey and is regularly called upon to support innovative projects in the advancement of development of arboriculture, urban forestry, and leveraging nature to support the built environment. Davey was founded in Kent, Ohio in 1880 and incorporated in 1909. Employee-owned since 1979, Davey is the largest employee-owned company in the State of Ohio and one of the top 10 largest in the U.S. We are a nationally recognized leader in innovation, research, and development of creative solutions in arboriculture and urban forestry. Our work has included: • Urban forest planning to help manage trees and achieve short-and long-term goals. • Operational reviews to improve efficiencies and establish adequate resource projections. • GIS services to assess urban tree canopy, map tree growth, and analyze planting space. • Tree inventory data collection, updates of existing data, and analyses of inventory data. • i-Tree Tools and analyses to highlight the benefits of trees. Davey Resource Group, Inc. maintains corporate headquarters in Kent, Ohio and many local offices across the United States: Local Office Company Headquarters Davey Resource Group, Inc. Davey Resource Group, Inc. 910 S. Riverside Drive#5 295 South Water Street,Suite 300 Elmhurst, Illinois 60126 Kent, Ohio 44240 Project Manager Peter Sorensen 414-517-1695 Peter.Sorensen@davey.com Elmhurst, Illinois To provide solutions that meet any challenge, DRG uses a team of consultants who have experience working with and for a wide variety of clients, including municipalities, park districts, nonprofit organizations, commercial complexes, and utilities to develop and carry out urban forestry project work including tree inventory and assessment,strategic planning, and community engagement. Uniquely, DRG has conducted all phases of the Elgin Tree Inventory and is extremely familiar with Elgin's urban forest. Our team has experience implementing our recommendations, not simply writing reports. Davey Resource Group,Inc. RFP#24-059:Urban Forest Management Plan Page 8 Specifically, our team has experience with: Planning: DRG is the go-to company for urban forest strategic and operational planning. Having completed over 100 successful urban forest plans,we know what it takes to assess existing conditions, engage crucial stakeholders, and develop recommendations and strategies that meet program goals and objectives. Our approach focuses on gathering information that is relevant to our clients' circumstances and using that information to develop innovative solutions that are implementable,fundable, measurable, and attainable. We work with our clients to understand the unique challenges and opportunities that each urban forestry program faces. Elgin will be no exception. Urban Forest Trends: We are engaged in urban forestry at the local, state, and federal levels, including directly in metro-Chicago and across Illinois. For our clients,this means that we see the latest in urban forestry studies and trends. More importantly,we understand how those trends and data apply to planning practices locally in the real world. Our pulse is on the urban forestry community;we learn from our clients and our partners about the best in urban forest management. Understanding the latest in research gives our clients the tools they need to manage their forests through the planning efforts that they undertake. The recommendations we develop are based on the best management practices within our industry and based in practice and science. Chicago-Region: DRG has deep roots in the Chicago region. Our parent company,The Davey Tree Expert Company, has more offices across Chicago than any other metro region in the United States. Since its inception, Davey employees have participated directly in the Chicago Region Trees Initiative(CRTI), and Davey representatives were involved in the development of the 2050 Chicago Region Trees Initiative Master Plan. In 2020, DRG worked with CRTI to complete the 2020 Chicago Region Tree Census,which includes data in Elgin. Subsequently, CRTI has leveraged DRG's experience to help communities through urban forestry carbon credit initiatives. Since 2018, DRG has worked with more than 30 municipalities across northern Illinois with urban forest evaluations and plans, including Elgin.As the primary contractor responsible for collecting Elgin's existing tree inventory data, our team understands the city and has walked its streets. DRG's local office is based in Elmhurst, Illinois; our people live, work, and play across the metro region. THE PROJECT TEAM DRG's staff members are the most qualified and credentialed in the industry and possess extensive industry knowledge and experience. This knowledge and experience includes industry standards, best management practices (BMPs), and the municipal work environment.All of our DRG team members are either ISA Certified Arborists or on a path to becoming certified. Many have additional credentials and maintain the ISA Tree Risk Assessment Qualification (TRAQ) and/or are Board Certified Master Arborists (BCMA). Our team also includes IT and GIS analysts, plan writers,software technicians, data analysis,and administrative support. DRG has the largest staff of urban forestry consultants in the country,allowing us to scale and substitute staff as needed.The following staff have been identified as an ideal solution for your project, but due to timing or other assignments,we may elect to substitute staff or equal expertise if needed. Davey Resource Group,Inc. REP#24-059:Urban Forest Management Plan Page 9 RESUME Pete Sorensen Project Manager Pete Sorensen is a project manager with Davey Resource Group, Inc. (DRG), bringing extensive experience in identifying tree and plant species,evaluating tree conditions and risks, and conducting street tree inventories. Pete's current responsibilities include managing tree inventories,tree management plans, hazard-tree assessments,and tree preservation projects. Since joining DRG in 2011, Pete has supported federal initiatives to control the spread of the Asian longhorned beetle across Ohio, Education New York, and Massachusetts. Currently, Pete manages DRG's urban forestry operations in Wisconsin and Northern Illinois and • B.S.,Urban Forestry,The oversees the urban forestry project team,ensuring that all University of Wisconsin Stevens project deliverables are on time,on budget,and high quality. Point Credentials Notable Project Experience • International Society of • City of Elgin, IL I Elgin Tree Inventory I Project Manager Arboriculture(ISA)Certified • Des Plaines, IL I Tree Inventory and Management Plan Arborist and Municipal Project Manager Specialist,OH-6404AM • The Village of Lockport, IL Tree Inventory I Project Manager • ISA Tree Risk Assessment Qualified(TRAQ) • Morton Arboretum The 2020 Chicago Region Tree Census I • Certified Arborist,MA-2429, Project Manager Massachusetts Arborist Association • Adult First Aid/CPR/AED, American Red Cross DAVEYt Davey Resource Group,Inc. Resource Group RFP#24-059:Urban Forest Management Plan Page 10 RESUME- Lee S. Mueller, MS, CF ikt Market Manager isk • Lee S. Mueller,MS,CF,serves as a market manager for Davey Resource Ili` �~ Group, Inc. (DRG). In this role,he expands environmental consulting j • services,establishes regional offices,and strengthens business 0:74,001°.' -1•• partnerships across the Great Lakes and internationally. Lee has a wealth of experience developing and supporting complex urban forestry projects and ecosystem restoration projects. He excels in project visioning,budgeting,implementation,and long-term maintenance. Additionally, he has contributed as a staff or board member to various forestry,arboriculture,and parks and recreation organizations. Lee is Education passionate about creating strategic partnerships, building and evaluating • M.S.,Forestry,Michigan State processes,engaging diverse communities,and managing grants. University Before joining DRG,Lee was crucial in establishing an acclaimed urban • B.S.,Forestry,Michigan State forestry outreach and volunteer program in Grand Rapids,Michigan. He University has also managed volunteer-led tree planting and phytoremediation Credentials projects in Detroit. Lee holds certifications as an International Society of • International Society of Arboriculture (ISA)Certified Arborist,ISA Tree Risk Assessment Arboriculture(ISA)Certified Qualification (TRAQ),and Certified Forester through the Society of Arborist,MI-4148A American Foresters. He is also a Michigan Registered Forester with a • ISA Tree Risk Assessment master's and bachelor's in forestry from Michigan State University. Qualification(TRAQ) Notable Project Experience • Certified Forester,Society of American Foresters • ReLeaf Michigan in Michigan and Indiana !Watershed Level Forestry • Michigan Registered Forester Capacity Building (#46043),State of Michigan • Michigan Department of Transportation 11-75 Modernization Project • S130/190/ICS-100 Wildfire Tree Planting Training,Wildland Department of Natural • The Morton Arboretum I Chicago Region Tree Census Resources • Macomb County, MI I Urban Forest Partnership Needs Assessment • Adult First Aid/CPR/AED, and Forestry Roadmap American Red Cross The Morton Arboretum I Chicago Region Carbon Program Technical Special Training Advisor • National Urban Forest Strike Team City of Racine,WI I Tree Manual and Standards of Practice and Professional Affiliations Ordinance Review • Michigan Urban and Community • Bloomfield Township,MI I Spongy Moth Survey and Management Forestry Advisory Council Program Development • Society of American Foresters • international Society of • Oakland County, MI I Forest Stewardship Planning for County Parks Arboriculture DAVEY�m up,Inc. Resource Group Davey ResourcetManagement Plan RFP q24-059 Urban Forest Plan Page 11 RESUME Nathan Paulus Senior Inventory Arborist/Site Manager ,� c Nathan Paulus is a senior inventory arborist and site manager with Davey - Resource Group, Inc. (DRG),performing urban forest tree inventories and hazard tree assessments. Nathan joined Davey in 2015 with the ' • residential/commercial division in San Diego,CA,where he developed skills such as tree and pest identification, proper pruning techniques, and pest management. Nathan has managed multiple tree inventories and i-Tree data collection projects and has assisted in writing management plans and Education project reports. Nathan has experience with various GPS and GIS • B.S.,Urban Forestry and Forest systems,handheld data collection units,and data collection software Recreation,The University of programs, including Davey's TreeKeeper'8 and the United States Wisconsin-Stevens Point Forest Service's i-Tree suite. Nathan is proficient in identifying tree, Credentials palm,and plant species and evaluating tree condition and risk. • International Society of Notable Project Experience Arboriculture(ISA)Certified Arborist,WE-11557A • 2020 Tree Census I Site Manager • ISA Municipal Specialist,WE- • Park Ridge, IL Multi-Year Inventory Update I Site Manager 11557AM • Woodridge, IL,Tree Inventory I Site Manager • International Society of • Nashville,TN, Parks Ash and Hazard Inventory I Inventory Arborist and Arboriculture(ISA)Tree Site Manager Risk Assessment Qualification(TRAQ) • Nashville,TN, DPW Ash and Hazard Tree Inventory I Inventory Arborist and Site Manager • Adult First Aid/CPR/AED, American Red Cross • Milwaukee,WI, Forest Home Cemetery Inventory and Management Plan I Site Manager • Glendale,WI,Tree Inventory and Management Plan I Site Manager • Elgin, IL,Multi-Phase Tree Inventory and Management Plan ! Site Manager • Des Plaines,IL,Tree Inventory, Management plan,and Zone Updates Site Manager • Chicago Region, IL,CRTI Carbon Credit Technical Advisor I Data Collector Lead DAVEY* Davey Resource Group,Inc. Resource Group RFP#24-059:Urban Forest Management Plan Page 12 RESUME Sandra Albro Senior Associate Consultant RIF Sandra Albro, M.S., is a senior associate consultant in urban forestry and carbon lead at Davey Resource Group, Inc. (DRG). She works with clientsI in the development of urban forest master plans,urban forest management plans,and ordinance and policy reviews,and provides technical consulting and project management for urban forestry carbon crediting projects and special projects.With over seven years of urban forestry experience and 14 years in collaborative urban greening,she specializes in project management, planning,outreach,and multi-agency collaboration. Education She plays a key role in DRG projects,including the Cleveland,OH urban • M.S.,Biology,Case Western forest master plan and 2020 tree canopy progress report; Lansing, MI Reserve University Urban Tree Canopy Assessment (2022);Davey corporate forest • B.A.,Psychobiology,Swarthmore preservation carbon project (2023); La Plata,MD urban tree canopy College assessment (2023);Summerville,SC urban forest master plan(2023);Ann Arbor,MI Urban Forest Management Plan Update(in progress);and Credentials Wilmington,NC Urban Forest Master Plan (in progress). • International Society of Before joining DRG,Sandra focused on multi-agency cooperation and Arboriculture(ISA)Certified process innovations promoting green infrastructure,including urban Arborist,OH-7117A tree canopy. From 2011-2017,she managed projects testing low-cost, • Ohio DNR Tree Commission low-maintenance urban greening in Gary, IN;Cleveland,OH;and Academy Associate Buffalo, NY.Sandra authored"Vacant to Vibrant:Creating Successful • Adult First Aid/CPR/AED, Green Infrastructure Networks"(Island Press,2019). American Red Cross From 2016-2020,she co-chaired the Cleveland Tree Coalition, leading the Special Training implementation of the tree plan and developing a five-year progress n • Microsoft Excel report. • Visual Basic Programming Notable Project Experience • Fort Collins,CO I Urban Forest Strategic Plan 2023 I Lead Planner • R Statistical Software Summerville, SC I Urban Forest Master Plan 20231 Project Manager • ArcGIS • Professional Affiliations • La Plata, MD I Urban Tree Canopy Plan 2023 I Lead Planner • Davey Tree I Davey Corporate Forest Preservation Project 2023 I • Cleveland Tree Coalition Project Manager • International Society of • Lansing,MI I Urban Tree Canopy Report and StoryMap 2022 I Arboriculture Lead Planner • Ohio Chapter ISA • Ann Arbor, MI I Urban Forest Master Plan Update 2024 Data Analyst &Planner DAVEY . roup,Inc. Resource Group Davey Resource ManagementPlan RFP N24-059 Urban Forest Plan Page 13 RESUME Ashley McElhinney, MS Consulting Urban Forestry Planner Ashley McElhinney, MS,is an associate urban forestry planner with Davey Resource Group, Inc. (DRG). She brings over six years of experience in tree planting,tree care,nursery production,and lawn conversion.Ashley provides technical input for urban forest master plans,best management practices manuals,and other reports. Before joining DRG,Ashley led field operations at an urban forestry _ non-profit in San Jose,California,where she built partnerships with local r- leaders,stakeholders,and regional coalitions;was awarded and managed private and government grants;and made strategic Education programmatic decisions to increase capacity in the city's urban forest. • M.S.,Urban Forestry,University of She planned City tree planting projects from species selection and Massachusetts Amherst nursery stock sourcing to the planting,maintenance,and eventual completion of their warranty period,while engaging volunteers and • B.S.,Environmental Science, University of Massachusetts providing job training to AmeriCorps service members. Amherst She holds a bachelor's degree in environmental science and a master's Credentials degree in urban forestry from the University of Massachusetts Amherst and is an International Society of Arboriculture(ISA)Certified Arborist • International Society of (WE-14004A). Arboriculture(ISA)Certified Arborist,WE-14004A Notable Project Experience • Adult First AidKPR/AED, • City of Worcester,MA I Urban Forest Master Plan&BMP Manual I Associate American Red Cross Consultant • City of Wilmington,NC I Urban Forest Master Plan I Associate Consultant • Town of Summerville,SC I Urban Forest Master Plan I Associate Consultant • City of Edgewater,CO I Urban Forest Master Plan)Associate Consultant • City of Littleton,CO Tree BMP Manual I Associate Consultant • City of East Lansing,MI I Tree BMP Manual J Associate Consultant • City of West Lafayette,IN I Operations Plan I Associate Consultant • Macomb County,MI(Urban Forest Roadmap(Project Manager • Delta Institute I Northwest Indiana Tree BMP Manual&Maintenance Plan Associate Consultant DAVEY#, roup,Inc. Resource Group Davey Forest Managementag Plan RFP q24-059 Urban Plan Page 14 Related Projects We understand the importance of this project and how you only have one chance to get it right. With our vast experience providing urban forestry consulting,you can be rest assured we will get it right the first time, and your investment will not be wasted. Below is a limited selection of projects demonstrating our expertise in delivering similar scopes of work on time and within budget.We are happy to provide additional project examples or references if desired. CITY OF ELGIN, IL THREE-PHASE TREE INVENTORY PROJECT Location: Elgin, IL Contact: Greg Hulke, Parks& Facilities Superintendent Phone/E-mail: 847.931.6038 I hulke_g@cityofelgin.org The City of Elgin, Illinois awarded DRG a three-phase tree inventory project.The inventory consisted of species,tree condition, maintenance recommendations, and the presence of overhead utilities. DRG used a staff of four inventory arborists who are all International Society of Arboriculture (ISA) Certified and TRAQ Qualified. Phase 1 was completed in the winter of 2021 under a tight deadline, Phase 2 was completed in 2022, and Phase 3 was completed in 2023. Each phase has a value of$50,000 and consists of approximately 16,000 trees. CITY OF DES PLAINES, IL TREE INVENTORY& MANAGEMENT PLAN Location: Des Plaines, IL Contact: Tom Bueser, Superintendent Phone/E-mail: 847.391.5470 I tbueser@desplaines.org DRG conducted a GIS-based inventory of 25,000 sites in the City of Des Plaines, Illinois.The DRG arborists collected trees, stumps,and planting sites along the street rights-of-way and city-owned properties. For each site,they collected the location,species, diameter at breast height (DBH), condition, maintenance recommendations, and infrastructure conflicts, including overhead utilities and hardscape.Additionally, a risk assessment was conducted on each tree. To ensure accuracy and consistency, quality control was regularly performed both in the field and in the office. After the fieldwork was completed,the data was delivered through TreeKeeper®. Davey Resource Group,Inc. RFP#24-059:Urban Forest Management Plan Page 15 Along with the inventory, DRG developed a management plan for the City of Des Plaines.This plan provides a detailed summarization of the tree resource, including structure and composition,functions and benefits,and management recommendations. The City of Des Plaines will use this plan to establish maintenance priorities and drive long-term planning and budget decisions to maintain a sustainable and resilient urban forest. DRG also provided an in-depth orientation on TreeKeeper'for the client to transition smoothly into a GIS-based tree inventory. We continue to be a resource to the community and their needs. VILLAGE OF FRANKLIN PARK, IL STREET TREE INVENTORY& MANAGEMENT PLAN Location: Franklin Park, IL Contact:Andy Smolen, Sustainability, Forestry, Parkways,and Facilities Director Phone!F-mail: 847.671.82671asmolen@vofp.com In the summer of 2022, DRG was selected by the Village of Franklin Park to conduct a GIS-based inventory of 6,331 trees and stumps along the street rights-of-way and public properties, including areas around the Village Hall,Village Square, Police Department, Utilities Department, City Arboretum, and a village-owned detention pond and reservoir. Our DRG arborists collected the location, species,diameter at breast height (DBH), condition, risk assessment for each tree, and maintenance recommendation at each site. Within the village-owned Arboretum, DRG assisted the client with identifying trees for the village to qualify for Level 1 Arboretum status.After the inventory, DRG delivered the data through TreeKeeper®, as well as an extensive TreeKeeper Orientation to ensure a smooth transition for the client into a GIS-based inventory. In addition to the tree inventory, DRG provided the village with a Management Plan that summarizes the current state,the benefits provided to the community,and management recommendations of their tree resource. The Village of Franklin Park will use its inventory and management plan to guide long-term planning and budgeting decisions, prioritize maintenance, and ultimately provide a thriving public tree resource. Davey Resource Group,Inc. RFP#24-059:Urban Forest Management Plan Page 16 MORTON ARBORETUM CHICAGO REGION TREE CENSUS Location: Chicago, IL Contact: Chai-Shian Kua Phone/E-mail: 630.968.0074 Ickua@mortonarb.org In 2010,The Morton Arboretum launched the Chicago-Region Tree Census to measure urban trees across the seven-county Chicago region,establishing over 1,600 i-Tree Eco plots. In 2020,they partnered with DRG and the Student Conservation Association (SCA) to update this data. The aim was to track changes and trends in the region's urban forests. DRG located and assessed the original plots,sent landowner notification letters, and collaborated with the arboretum to ensure over 98% plot access. From June to mid-October 2020, DRG teams, each including an SCA intern, re-measured existing trees and shrubs and collected required data for i-Tree Eco analyses. Despite challenges like COVID-19, missing data, and densely forested plots, DRG maintained high data accuracy and completed the collection on time. The updated data is being analyzed to help the arboretum and its partners understand urban forestry trends, inform programs and outreach, and engage regional partners in tree management. CITY OF WARRENVILLE, IL TREE INVENTORY AND MANAGEMENT PLAN Location: Warrenville, It Contact: Phil Kuchler, Deputy Public Works Director Phone/E-mail: 630.836.3033 1 pkuchler@warrenville.il.us In February 2020, DRG inventoried approximately 4,200 trees,stumps, and vacant planting sites along Warrenville's streets and public properties,which included well sites, parks, city hall, and the police department. Using GPS and GIS equipment and software, data for each tree were collected based on the City's requested criteria, including location,species, condition,diameter at breast height,and defects, such as root defects,wounds, poor tree architecture, rot,or broken branches. Upon completion, DRG provided the inventory in the requested format. In addition to the inventory, DRG produced a tree management plan to assist Warrenville in proactively managing its trees using the data collected, industry standards, and best management practices.A management plan will report the current status of Warrenville's urban forest, prioritize maintenance needs, highlight the benefits of the trees to the community, and project multi-year budgets. The City of Warrenville can use its management plan and inventory to drive long-term planning and budget decisions. Davey Resource Group,Inc. RFP#24-059:Urban Forest Management Plan Page 17 Investment and Authorization to Proceed The prices,terms and conditions, and warranty are hereby accepted. I am authorized to bind and authorize Davey Resource Group, Inc. to perform the specified work. I am familiar with and agree to the terms and conditions appended to this proposal. I understand that once accepted,this proposal constitutes a binding contract.This proposal is based on an estimated number of trees/sites to be inventoried. Davey Resource Group, Inc. reserves the right to renegotiate the price based on the timing of the award, scheduling of fieldwork, the final methodology chosen by the client,and availability,completeness, and quality of maps and GIS information. RFP #24-059 : Urban Forest Management Plan DESCRIPTION OF SERVICE PRICE Urban Forest Management Plan $31,700 Client Responsibilities • Provide DRG with imagery, maps, and data files. Our request may include the following: digital orthophotographs, available GIS data layers, other electronic or paper copies of maps for roads, pavement widths, right-of-way widths, boundaries and utilities, and an electronic file or printed list of street names and endpoints. • Provide daily contact information and directions during the inventory project. • Provide a copy of any existing tree inventory databases. • Coordinate and host an on-site kick-off meeting before the start of planwork. • By accepting this proposal,you accept DRG's Terms and Conditions and Limited Warranty and agree that, upon award,this proposal and its attachments will be made a part of the Agreement. Davey Resource Group,Inc. RFP#24-059.Urban Forest Management Plan Page 18 Terms and Conditions • All pricing is valid for 30 days from the date of this proposal, after which time we reserve the right to amend fees as needed. • Time and materials (T&M) estimates will be billed using the labor rates in DRG's current commercial price list. Fixed Fee Contract Prices will be billed in monthly increments for the percentage of work completed in the billing period. Firm-Fixed Unit Prices will be billed in monthly increments for the number of completed units in the billing period. • Payment terms are net 30 days. • If prevailing wage requirements are discovered after the date of this proposal,we reserve the right to negotiate our fees. • The client is responsible for any permit fees, taxes, and other related expenses unless noted as being included in our proposal. • The client shall provide 48 hours' notice of any meetings where the consultant's attendance is required. • Unless otherwise stated, one round of revisions to deliverables is included in our base fee. Additional edits or revisions will be billed on a time and material (T&M) basis. • All reports are provided only to the client unless otherwise directed. • DRG reserves the right to negotiate client-submitted contract terms before signing an agreement. • DRG represents that it and its agents, and consultants employed by it, are protected by Workers' Compensation insurance and that DRG has coverage under liability insurance policies which DRG deems reasonable and adequate. DRG shall furnish certificates of insurance upon request. DRG agrees to maintain general liability insurance in commercially reasonable amounts. Client is responsible for requesting specific inclusions or limits of coverage that are not present in DRG insurance, and the cost of such inclusion or coverage increases if available, will be at Client's sole cost and expense. If the Client requires an Additional Insured endorsement, DRG shall provide one in the certificate of insurance, listing only the entities requested in the "Additional Insured Requirements" section above. Davey Resource Group,Inc. RFP#24-059:Urban Forest Management Plan Page 19 Limited Warranty Davey Resource Group, Inc. ("DRG") provides this limited warranty ("Limited Warranty") in connection with the provision of services by DRG (collectively the "Services") under the agreement between the parties, including any bids,orders,contracts, or understandings between the parties (collectively the"Agreement"). Notwithstanding anything to the contrary in the Agreement,this Limited Warranty will apply to all Services rendered by DRG and supersedes all other warranties in the Agreement and all other terms and conditions in the Agreement that conflict with the provisions of this Limited Warranty. Any terms or conditions contained in any other agreement, instrument, or document between the parties, or any document or communication from you,that in any way modifies the provisions in this Limited Warranty,will not modify this Limited Warranty nor be binding on the parties unless such terms and conditions are approved in a writing signed by both parties that specifically references this Limited Warranty. Subject to the terms and conditions set forth in this Limited Warranty,for a period of ninety (90) days from the date Services are performed (the"Warranty Period"), DRG warrants to Customer that the Services will be performed in a timely, professional and workmanlike manner by qualified personnel. To the extent the Services involve the evaluation or documentation ("Observational Data") of trees,tree inventories, natural areas,wetlands and other water features, animal or plant species,or other subjects (collectively, "Subjects"),the Observational Data will pertain only to the specific point in time it is collected (the"Time of Collection"). DRG will not be responsible nor in any way liable for (a) any conditions not discoverable using the agreed upon means and methods used to perform the Services, (b) updating any Observational Data, (c) any changes in the Subjects after the Time of Collection (including, but not limited to,decay or damage by the elements, persons or implements; insect infestation; deterioration;or acts of God or nature [collectively, "Changes"]), (d) performing services that are in addition to or different from the originally agreed upon Services in response to Changes, or (e) any actions or inactions of you or any third party in connection with or in response to the Observational Data. If a visual inspection is utilized,visual inspection does not include aerial or subterranean inspection, testing,or analysis unless stated in the scope of work. When performing tree inventories or assessments, DRG will not be liable for the discovery or identification of non-visually observable, latent,dormant, or hidden conditions or hazards, and does not guarantee that Subjects will be healthy or safe under all circumstances or for a specified period of time, or that remedial treatments will remedy a defect or condition. To the extent you request DRG's guidance on your permitting and license requirements, DRG's guidance represents its recommendations based on its understanding of and experience in the industry and does not guarantee your compliance with any particular federal, state or local law, code or regulation. DRG may review information provided by or on behalf of you, including,without limitation, paper and digital GIS databases, maps, and other information publicly available or other third-party records or conducted interviews (collectively, "Source Information"). DRG assumes the genuineness of all Source Information. DRG disclaims any liability for errors, omissions, or inaccuracies resulting from or contained in any Source Information. Davey Resource Group,Inc. RFP#24-059:Urban Forest Management Plan Page 20 If it is determined that DRG has breached this Limited Warranty, DRG will, in its reasonable discretion, either: (i) re-perform the defective part of the Services or(ii) credit or refund the fees paid for the defective part of the Services. This remedy will be your sole and exclusive remedy and DRG's entire liability for any breach of this Limited Warranty.You will be deemed to have accepted all of the Services if written notice of an alleged breach of this Limited Warranty is not delivered to DRG prior to the expiration of the Warranty Period. To the greatest extent permitted by law, except for this Limited Warranty, DRG makes no warranty whatsoever, including, without limitation,any warranty of merchantability or fitness for a particular purpose,whether express or implied, by law,course of dealing, course of performance, usage of trade or otherwise. Davey Resource Group,Inc. RFP#24-059:Urban Forest Management Plan Page 21 ' ,:1. , OkgTFD FED': City of Elgin, Illinois BIDDER'S EMPLOYEE UTILIZATION FORM This report is required by the City of Elgin and must be submitted before the contract can be awarded. Chapter 3.12.1000 Affirmative Action-City Contracts 1. Name and Address of Bidder Description of Project Davey Resource Group,Inc. Urban Forest Management 295 S.Water Street Suite 300 Kent OH 44240 JOB CATEGORIES I Mal Whites Blacks Hispanics Asians or American Minority Female(All 2 or More I:mhllb\c(:s Pacific Indians (M&F) Categories) M/F Islanders % % M / F M / F M / F M I F w - F Example:Managers I` 3 /5 3/2 4/0 0 /1 0/0 (10/I o (8/18)a (10/18) Admin Assistant 1 0/1 0/0 0/0 0/0 0'0 0%(0/1) 100%(1/1) Assoc Consultant 3 3/0 0/0 0/0 0/0 0.0 0%(0/3) 0%(0/3) Env Scientist 9 4/0 1/0 0/0 0/1 0'O 55.56%5/9 22.22%(2/9) 2/1 Env Technician I I 6/1 0/0 1/0 1/1 0'0 36.36%4/11 18.18%2/11 1/0 Inventory Arborist 1 1/0 0/0 0/0 0/0 0 0 0%(0/1) 0%(0/1) Manager 2 1/0 0/0 0/0 0/0 0'0 50%(1/2) 0%(0/2) 1/0 Project Manager 3 3/0 0/0 0/0 0/0 0/0 0%(0/3) 0%(0/3) Principal Consultant 1 1/0 0/0 0/0 0/0 0/0 0%(0/1) 0%(0/1) Senior Associate 2 2/0 0/0 0/0 0/0 0/0 0%(0/2) 0%(0/2) UVM Technician 31 20/8 1/0 0/1 0/0 0/0 9.68%3/31 25.81%8/31 0/1 TOTALS 64 41/10 2/0 1/1 1/2 0/0 20.31% 20.31% 4/2 13/64 13/64 Signature of Company Official Title Telephone Number Date Signed Page_ of 2. Have you ever been awarded a bid by the City of Elgin? x Yes No 3. If the answer to question#2 is Yes,please submit a copy of the Employee Utilization Form that was submitted with your last successful bid along with a fully completed copy of this form. 4. Please submit,according to the guideline provided in the attached document,a written commitment to provide equal employment opportunity. An Employee Utilization Form is required for any subcontractors. NOTE: In the event that a contractor or vendor,etc.,fails to comply with the fair employment and affirmative action provisions of the City of Elgin,the City amongst other actions may cancel,terminate,or suspend the contract in whole or in part. nti, n 1�./ .' . :: '.��ATEDF,.• -" City of Elgin, Illinois BIDDER'S EMPLOYEE UTILIZATION FORM This report is required by the City of Elgin and must be submitted before the contract can be awarded. Chapter 3.12.1000 Affirmative Action-City Contracts 1. Name and Address of Bidder Description of Project Davey Resource Group,Inc. Hawthorne Hill Nature Center 10 Yr Restoration 295 S.Water Street Suite 300 Kent OH 44240 JOB CATEGORIES Total Whites Black, I I i,panics Asians or American Minority Female(All 2 or More Employees Pacific Indians (M&F) Categories) M/F Islanders % % M / F M , I M F M % F \l ' F Example Managers 18 3/5 3/2 4/0 0/1 O 0 55 6% 44 4% (10/18) (8/18) Admin Assistant 1 0/1 0/0 0/0 0/0 0,0 0%(0/1) 100%(1/1) Assoc Consultant 3 3/0 0/0 0/0 0/0 0,0 0%(0/3) 0%(0/3) Env Scientist 9 4/0 1/0 0/0 0/1 0.'0 55.56%5/9 22.22%(2/9) 2/1 Env Technician 11 6/1 0/0 1/0 1/1 0.0 36.36%4/11 18.18%2/11 1/0 Inventory Arborist 1 1/0 0/0 0/0 0/0 0/0 0%(0/1) 0%(0/1) Manager 2 1/0 0/0 0/0 0/0 0/0 50%(1/2) 0%(0/2) 1/0 Project Manager 3 3/0 0/0 0/0 0/0 0/0 0%(0/3) 0%(0/3) Principal Consultant I 1/0 0/0 0/0 0/0 0/0 0%(0/1) 0%(0/1) Senior Associate 2 2/0 0/0 0/0 0/0 0/0 0%(0/2) 0%(0/2) UVM Technician 31 20/8 1/0 0/1 0/0 0/0 9.68%3/31 25.81%8/31 0/1 TOTALS 64 41/10 2/0 1/1 1/2 0/0 20.31% 20.31% 4/2 13/64 13/64 1 Signature of Company Official Title Telephone Number Date Signed Page of 2. Have you ever been awarded a bid by the City of Elgin? Yes x No 3. If the answer to question#2 is Yes,please submit a copy of the Employee Utilization Form that was submitted with your last successful bid along with a fully completed copy of this form. 4. Please submit,according to the guideline provided in the attached document, a written commitment to provide equal employment opportunity. An Employee Utilization Form is required for any subcontractors. NOTE: In the event that a contractor or vendor,etc,fails to comply with the fair employment and affirmative action provisions of the City of Elgin,the City amongst other actions may cancel,terminate,or suspend the contract in whole or in part. ( Black or African Native Hawaiian or Other Pacific Two or More American Indian/Alaskan Native Asian American Hispanic or Latino Island Races Unspecified Whlte Minority Female&NonBinary lob Categories Total Employees M/F/N/U M/F/N/U M/F/N/U M/F/N/U M/F/N/U M/F/N/U MIF/N/U M/F/N/U(M&F&N%)(All%) 0% 100% Adminitrative Assistant 10/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/1/0/0 0/1 1/1 0% 0% Associate Consultant 3 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 3/0/0/0 0/3 0/3 55.56% 22.22% Env Scientist/Specialist 9 0/0/0/0 0/1/0/0 1/0/0/0 0/0/0/0 0/0/0/0 2/1/0/0 0/0/0/0 4/0/0/0 5/9 2/9 36.36% 18.18% Environmental Technician 110/0/0/0 1/V0/0 0/0/0/0 1/0/0/0 0/0/0/0 1/0/0/0 0/0/0/0 6/1/0/0 4/11 2/11 0% 0% inventory ArborlstSenior 10/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 1/0/0/0 0/1 0/1 50% 0% Manager 2 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 1/0/0/0 0/0/0/0 1/0/0/0 1/2 0/2 0% 0% Project Manager 3 0/0/0/0 0/0/0/0 0ro/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 3/0/0/0 0/3 0/3 0% 0% Principal Consultant 1 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 1/0/0/0 0/1 0/1 0% 0% Senior Associate Consultant 2 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 2/0/0/0 0/2 012 9.68% 25.81% UVM Technician 31 0/0/0/0 0/0/0/0 1/0/0/0 0/1/0/0 0/0/0/0 0/1/0/0 0/0/0/2 20/5/1/0 3/31 8/31 20.31% 20 31% TOTAL 64 0/0/0/0 1/2/0/0 2/0/0/0 1/1/0/0 0/0/0/0 4/2/0/0 0/0/0/2 41/7/1/0 13/64 13/64 1 a 1 ) i I American Indian/Alaskan Native Asian Black or At Mean American Hispanic or Latino Native Hawaiian or Other Pacific Island Two or More Races Unspecified White Minority Female&NonBinary Job Categories Total Employees M/F/N/U M/F/N/U M/F/N/U M/F/N/U M/F/N/U M/F/N/U M/F/N/U M/F/N/U(M&F&N%)(AU%) 0% 100% Adminitrative Assistant 1 0/0/0/0 0/0/0/0 0/0/0/0 0/010/0 010/0/0 0/0/0/0 0/0!0/0 0/1l0/0 0/1 1/1 0% 0% Associate Consultant 3 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/D 0/0/0/0 3/0/0/0 0/3 0/3 55.56% 22.22% Env Scientist/Specialist 9 0/0/0/0 0/1/0/0 1/O/0/0 0/0/0/0 0/0/0/0 2/1/0/0 0/0/0/0 4/0/0/0 5/9 2/9 36 36% 18.18% Environmental Technician 11 0/0/0/0 1/1/0/D 0/0/0/0 1/0/0/0 0/0/0/0 1/0/0/0 0/0/0/0 6/1/0/0 4/11 2/11 0% 0% inventory Arborist Senior 1 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 1/0/0/0 0/1 0/1 50% 0% Manager 2 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 1/0/0/0 0/0/0/0 1/0/0/0 1/2 0/2 0% 0% Project Manager 3 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 3/0/D/0 0/3 0/3 0% 0% Principal Consultant 1 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 1/0/0/0 0/1 0/1 0% 0% Senior Associate Consultant 2 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 0/0/0/0 010/0/0 2/0/0/0 0/2 0/2 9.68% 25.81% UVM Technician 31 0/0/0/0 0/0/0/0 1/0/0/0 0/1/0/0 0/0/0/0 0/1/0/0 0/0/0/2 20/5/1/0 3/31 8/31 20.31% 20.31% TOTAL 64 0/0/0/0 1/2/0/0 2/010/0 1/1/0/0 0/0/0/0 4/2/0/0 0/0/0/2 41/7/1/0 13/64 13/64 ( ) C\�,4 O F E-4 Ci qti �' t)1°'• City of Elgin, Illinois Certification Requirements Please submit all required forms and documentation, fully completed and signed, with your proposal. No proposal will be accepted without this information. 1. To assure compliance with the City of Elgin's Affirmative Action Ordinance, all contractors and vendors. Herein referred to as"bidders",are requested to submit the following information: a. Workforce analysis using the enclosed Bidder's Employee Utilization form. b. Provide the information required in Item #3 on the employee utilization form if the answer to Question#2 on the form is"Yes". c. Provide a written commitment outlining the steps that the bidder plans to take in the area of recruitment and promotion of minorities and females to assure equal employment opportunity.(A copy of the bidder's affirmative action plan may be submitted in lieu of this requirement.) 2. To assure compliance with the City of Elgin's Sexual Harassment Ordinance, all bidders must submit a signed sexual harassment form enclosed with the Invitation to Bid. 3. The undersigned certifies that the offerer is not delinquent in the payment of any tax administered by the Illinois Department of Revenue unless there is a pending proceeding contesting the tax. 4. The undersigned certifies that the offerer is not barred from offering on this solicitation as a result of a conviction for the violation of State law prohibiting bid-rigging or bid-rotating. 5. The successful bidder agrees that upon acceptance by the City of Elgin,the executed Invitation to Bid along with all instructions,conditions,and specifications attached thereto constitute a binding contract which may be enforced by the city. VP&General Manager, / Environmental Consulting Signature/Title & WSSI Company Name a y Resource Group, Inc. Address 295 S. Water Street,Suite 300 Kent,OH 44240 Phone Number 800-828-8312 Email Address james.zwack@davey.com FEIN No. 82-1948528 1/18/24,9:51 AM Equal Employment Opportunity Policy I Davey Tree Equal Employment Opportunity Policy Revised 02.06.2023 Davey Tree is committed to being an equal-opportunity employer. Davey Tree's policy is to offer equal opportunity to all qualified employees and applicants for employment without regard to race, color, religion, national origin, sex, sexual orientation, gender identity, age, pregnancy status, familial status, genetic information, veteran status, disability, or any other category protected by applicable federal, state, or local laws. Davey Tree will not discriminate, retaliate, or take other adverse action against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by Davey Tree, or (c) consistent with Davey Tree's legal duty to furnish information. It is also Davey Tree's policy not to discriminate because of a person's relationship or association with a protected veteran. This includes spouses and other family members. Davey Tree will safeguard the fair and equitable treatment of protected veteran spouses and family https.//www.davey.com/about/corporate/policies/equal-employment-opportunity-policy/ 1/3 1/18/24,9:51 AM Equal Employment Opportunity Policy I Davey Tree members with regard to all employment actions and prohibit harassment of applicants and employees because of their relationship or association with a protected veteran. This policy is applicable to recruitment, hiring, rates of pay,job assignments, promotion, training, discipline, termination, layoffs, transfer, employee benefits, and all other terms and conditions of employment. All employees are expected to comply with this EEO policy. Supervisors who are responsible for meeting business objectives are expected to cooperate fully in meeting our EEO objectives Affirmative Action Employer Davey Tree is a covered federal contractor or subcontractor subject to the requirements of Executive Order 11246, as amended, the Vietnam Era Veterans Readjustment Assistance Act ("VEVRAA"), as amended, and Section 503 of the Rehabilitation Act of 1973, as amended ("Section 503"). It has been and shall continue to be both the official policy and the commitment of Davey Tree to further equal employment opportunities for all persons regardless of race, religion, color, national origin, sex, gender identity, sexual orientation, age, status as a protected veteran, or status as a qualified individual with a disability. Davey Tree's EEO policy, as well as its affirmative action obligations, includes the full and complete support of Davey Tree, including its Owners. Employees and applicants who exercise any right protected by Section 503, VEVRAA, and their implementing regulations will not be subjected to harassment, intimidation,threats, coercion, or discrimination because they have engaged in those activities. Protected activities include filing a complaint and assisting or participating in an investigation, compliance evaluation, hearing, or other activity related to Section 503 and VEVRAA. https://www.davey.com/about/corporate/policies/equal-employment-opportunity-policy/ 2/3 1/18/24,9:51 AM Equal Employment Opportunity Policy l Davey Tree Davey Tree maintains an Affirmative Action Plan and audit and reporting system for the purpose of proactively seeking employment and advancement in employment of women, minorities, protected veterans, and individuals with disabilities. Upon request, Davey Tree will make accessible to individuals its Affirmative Action Plan for women, minorities, protected veterans, and individuals with a disability. If you are interested, please submit a written request by emailing benefits.hr@davey.com between 8:00 a.m. and 5:00 p.m., Monday through Friday. Davey Tree will then schedule a mutually convenient time for you to review the Affirmative Action Plan. Davey Tree's Vice President of Human Resources is responsible for implementing Davey Tree's Affirmative Action Plan. Questions or concerns regarding Davey Tree's Equal Employment Opportunity Policy or Affirmative Action Program should be referred to the Human Resources Department. https:/lwww.davey.com/about/corporate/policies/equal-employment-opportunity-policy/ 3/3 Affirmative Action Plan Davey Resource Group, Inc. 2024 Madison, Wisconsin Operations V Executive Order 11246 Affirmative Action Plan For Minorities and Women Davey Resource Group, Inc. 134 Leonard Street N, Suite 108 West Salem, Wisconsin 54669 Effective: January 1, 2024 through December 31, 2024 Establishment Name: Madison, Wisconsin Operations EEO Contact: Anna Davis Vice President Human Resources The Davey Tree Expert Company 1500 North Mantua Street Kent, Ohio 44240 330-673-9511 330-673-1037 (fax) Anna.Davis(a davev.com SUMMARY OF CONTENTS Tab 1: Narrative Program Overview 1 Confidential/Trade Secret Material 1 Equal Employment Opportunity Policy 2 Designation of Responsibility for Implementation 4 Identification of Problem Areas and Correction of Deficiencies 5 Development and Execution of Action Oriented Programs 6 Internal Audit and Reporting System 8 Tab 2: Job Group Analysis Tab 3: Workforce Analysis Tab 4: Availability Analysis Tab 5: Underutilization Analysis-Comparison of Incumbents to Availability Tab 6: Areas of Underutilization-Commentary Tab 7: Placement Goals Tab 8: Employment Policies Equal Employment Opportunity Policy Unlawful Workplace Harassment Policy Tab 9: City of Madison Appendix I Program Overview The purpose of this written Affirmative Action Plan is to specify in a formalized manner the continuing program of Davey Resource Group, Inc. and its subsidiaries and affiliates (hereinafter the "Company") for providing equal employment opportunities for qualified minority and female job applicants and to ensure appropriate utilization of minority and female employees. This Plan also reaffirms the Company's policy concerning sexual harassment in the workplace as well as its policy prohibiting discrimination on the basis of national origin and religion. Affirmative action plans pertaining to qualified individuals with disabilities and protected veterans are found under separate cover. The Company is fully committed to the concept and practice of equal opportunity in all aspects of employment. The management of the Company has prepared a written Affirmative Action Plan on a strictly voluntary basis. The existence of the plan should not be construed as an admission, either in whole or in part, that the Company is a government contractor or subcontractor as that term is defined and used in Executive Order 11246, as amended (E.O. 11246), or its implementing regulations, 41 C.F.R. Part 60-et seq. Further, in the preparation of this Affirmative Action Plan, the terminology used in E.O. 11246 and its implementing regulations has been used as a guide. Therefore, none of the terminology used should be construed as an admission by the Company, in whole or in part, that in fact either minorities or women have been or are presently being underutilized or discriminated against in any way by the Company in violation of federal, state or local fair employment practice laws. Further, nothing contained in this Affirmative Action Plan or its supporting data should be construed as an admission by the Company, in whole or in part, that it has contravened such federal, state or local employment practice laws. Confidential/Trade Secret Material The material set forth in this Affirmative Action Plan is deemed to constitute trade secrets, operations information, confidential statistical data and other confidential commercial and financial data, within the meaning of the Freedom of Information Act, 5 U.S.C. § 552, Title VII of the Civil Rights Act of 1964 (as amended), 42 U.S.C. §§ 2000e et seq., the Trade Secrets Act, 18 U.S.C. § 1905, 44 U.S.C. § 3508; and Chrysler Corp. v. Brown, 4451 U.S. 281, 99 S. Ct. 1705 (1979), the disclosure of which is prohibited by law and would subject the individual making the disclosure to criminal and/or civil sanctions. Furthermore, release of any trade secret, confidential statistical or commercial information would be arbitrary and capricious, in violation of the Administrative Procedure Act. The Company considers this Affirmative Action Plan to be exempt from disclosure under the Freedom of Information Act, based upon, among others, exemptions 2 and 4 of the Act, which protects the information contained in this document from mandatory disclosure to those requesting information under the Act. 5 U.S.C. § 522(b). The Company desires the opportunity to exercise rights available to it under the Administrative Procedure Act. The Company does not believe release of this information is "authorized by law" as the term is used in the Trade Secrets Act, 18 U.S.C. Section 1905. For these reasons the Company believes that anyone releasing such information will be subjecting himself or herself to criminal penalties, including imprisonment and that such person would be releasing information with full realization that such action was in violation of law. If the U.S. Government, or any agency or subdivision thereof, is considering breaching the conditions under which this Affirmation Action Plan was loaned to such Government, or is considering a request for release of this Plan under the Freedom of Information Act, request is hereby made that the Government immediately notify the President of the Company and permit the Company to respond. Copies of this Plan and all related appendices, documents and supporting data may be made available to the United States Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) upon request and on the condition that the materials be maintained as confidential and not released to any other persons or entities. Equal Employment Opportunity Policy The Company has adopted and enforces a long-standing equal employment opportunity ("EEO") policy to ensure that associates are selected, developed, retained and promoted based on the individual's ability and job performance. It has been, and shall continue to be, the policy of the Company to provide equal employment opportunity to all people in all aspects of the employer/employee relationship without regard to race, color, religious creed, sex, sexual orientation, gender identity, national origin, ancestry, age, pregnancy, disability,military or protected veteran status, housing status, or any other status protected by federal, state or local law. A. Purpose The purpose of this policy is to state the Company's continuing position as an Equal Opportunity Employer and to ensure compliance with applicable state and federal Equal Employment Opportunity regulations and statutes. B. Scope This policy applies to all full-time,part-time and temporary associates, as well as candidates for employment. C. Procedure 1. Dissemination of Policy: The Company will take appropriate steps to ensure that associates are advised of this policy of non-discrimination and of its interest in actively and affirmatively providing equal employment opportunities. These include: i. Utilizing appropriate communications media, including bulletin boards, personal letters to associates and publications. ii. Advising management and any other associates in a position to implement this procedure, including those engaged in recruiting, training and other personnel activities, of the procedure and of their responsibilities. iii. Establishing a system of communication within management and department levels to assure consistent application of the procedure throughout the Company. 2. Assignment of Responsibilities: Anna Davis, Vice President Human Resources, is responsible for the administration of the Company's Equal Employment Opportunity Program. This official will coordinate the efforts of managers, and advise and assist top management. lie or she shall regularly report to the Executive Management concerning the state of progress, with recommendations where appropriate. 3. Recruiting: The Company will seek qualified minority group and female applicants. i. Public and private employment offices used by the Company will be advised in writing of this procedure and will be requested to refer qualified minority group, female and qualified disability applicants. ii. When advertising in newspapers the term "Equal Opportunity Employer M/FNeterans/Disabled"will be used in employment advertisements. iii. The Company will request appropriate agencies working on behalf of groups affected by this procedure to assist in making known the Company's policy and will advise such groups of available employment opportunities. 4. Placement and Promotion: The Company will review the job categories where underutilization of minorities and females exists and, where necessary, will take the following steps to increase the minority and female representation in those areas: i. More vigorous recruitment of qualified minority and female candidates. ii. Discussions with appropriate management, supervisory or other personnel regarding the Company's policy and its desire to ensure utilization of qualified minority and female personnel. iii. Review minority and female associates in other job categories to determine whether their skills and capabilities may be more fully utilized in the job categories where a need for a placement goal exists. iv. Placement, promotion and transfer activities at all levels will be monitored to ensure that full consideration has been given to qualified minority and female associates. 5. Training: Classroom and on-the-job training programs, as well as other training and educational programs to which the Company gives support or sponsorship, will be regularly reviewed to ensure that qualified female and minority candidates are provided the opportunity to participate, and that such programs are fully accessible to those who are participating in them. 6. Layoffs, Terminations and Demotions: The Company will ensure that layoffs, terminations, demotions and recalls from layoffs are made without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, military or protected veteran status, or housing status. 7. Compensation and Associate Benefits: The Company will ensure that there is no disparity in compensation made on the basis of minority and gender status. Company-supported benefit programs for associates will be administered and offered on a nondiscriminatory basis. 8. Non-segregation: Further, it is the Company's policy that none of its facilities will be segregated, and the same policy will be observed with respect to any associate programs or activities that are sponsored or supported by the Company.Company-supported programs will be accessible to associates. Designation of Responsibility for Implementation A. Executive Management has appointed Anna Davis,Vice President Human Resources,as the EEO/AAP Administrator. The responsibilities of the EEO/AAP Administrator include the following: 1. Prepare internal and external communication techniques and administer the Affirmative Action Plan. 2. Identify problem areas. 3. Assist management in resolving EEO-related problems. 4. Design and implement audit and reporting systems to measure effectiveness of the program, identify any need for remedial action, and determine the degree to which any of the Company's goals and objectives have been attained. 5. Serve as the liaison between the Company and enforcement agencies. 6. Serve as the liaison between the Company and minority organizations, women's organizations and community action groups concerned with employment opportunities of minorities and women. 7. Inform management of the latest developments in the equal employment opportunity area. 8. Submit the complete and accurate reports on Standard-Form 100 (EEO-1). 9. Instruct persons responsible recruitment, hiring or other employment practices to carry out their responsibilities in accordance with the EEO policy and this written Affirmative Action Plan. B. In accomplishing the objectives of affirmative action,appropriate line responsibilities will be given to other management personnel and department supervisors to: 1. Assist in identification of problem areas. 2. Help ensure active Company involvement with local minority organizations, women's organizations, community action groups and community service programs. 3. Periodically audit training programs and hiring and promotion patterns to remove barriers to the attainment of goals and objectives established by the Company. 4. Counsel managers, supervisors, and employees to ensure compliance with Company EEO policies. 5. Review the Company's job qualifications and ensure that minority and female associates are given full opportunity for promotions and transfers. 6. Periodically audit compliance with this Affirmative Action Plan, such as ensuring that required posters are displayed and that minority and female associates are afforded a full opportunity and are encouraged to participate in all Company-sponsored educational, training, recreational, and social activities. 7. Assure that appropriate facilities are made available to all associates regardless of their race,gender,sexual orientation,or gender identity. 8. Take action to prevent harassment of associates placed through affirmative action efforts and promote a work climate in which all members of the organization will feel that they have an equal opportunity for job success and personal satisfaction. 9. Communicate to supervisors that their work performance will be evaluated in part on their equal employment opportunity efforts and results. Identification of Problem Areas and Correction of Deficiencies The Company periodically conducts an in-depth analysis of its total employment process to determine whether and where impediments to equal employment opportunity may exist. A. Identification of Placement Goals Initially, the Company continues to make efforts to expand the pool of qualified minority and female applicants in any job groups for which a Placement Goal is established. Notwithstanding this progress, the Company will continue in its efforts in areas in which there is any statistically significant difference between incumbency and availability, as discussed in the analysis below. The establishment of a "Placement Goal" does not amount to an acknowledgment or admission of unlawful or discriminatory conduct by the Company. Rather, the use of the term "Placement Goal" is simply used, in compliance with OFCCP regulations, to identify areas of focus for the purpose of establishing affirmative action goals. The Company's Placement Goal Analysis identifies any Placement Goals using the standard deviation test. Based upon the results of the Placement Goal Analysis for this establishment, the Company does not have Placement Goals for the current year in any of the Job Groups at the Madison, Wisconsin Operations establishment. The Company strives to achieve any Placement Goals through adoption of hiring and upgrading goals, analysis of promotional opportunities, efforts to increase applicant flow, as well as the execution of action-oriented programs discussed hereafter. B. Evaluations of Other Personnel Processes Outside of its annual identification of Placement Goals, the Company will also conduct annual evaluations of the following processes: 1. Personnel Activity: The Company will routinely conduct adverse impact analyses using appropriate statistical methods to analyze the Company's personnel activities, including applicant flow, hires, promotions, terminations and any other personnel actions, to determine if there are any selection disparities based on race, ethnicity, gender, or disability status. For any job- related tests that are used as a part of the selection process, such tests have been appropriately validated. The Company has taken appropriate corrective action to remove any barriers to hiring or retaining females, minorities, or individuals with disabilities. 2. Compensation System: The Company regularly reviews its compensation system, including rates of pay and bonuses, to identify any potential disparities based on race, ethnicity, gender,or disability. If such disparities are identified, the Company will take prompt action to resolve them. In offering employment to individuals with disabilities, the Company will not reduce the amount of compensation offered because of any disability income, pension, or other benefit the applicant or employee receives from another source. 3. Personnel Procedures: The Company will routinely review its personnel procedures and processes, including training programs, recruitment, selection, transfer and promotion policies, and all other company activities to ensure that all employees and applicants are equally considered. 4. All Other Areas: The Company will regularly monitor all other areas that may impact the success of the Affirmative Action Plan, including but not limited to, accessibility of Company property, the attitude of the Company's workforce towards EEO matters, proper posting of the Company's EEO policy and required governmental posters, proper notification to any subcontractors or vendors, and retention of records in accordance with applicable law. The Company will take prompt action to remedy any problems in these areas through appropriate methods. Development and Execution of Action Oriented Programs The Company will develop and execute the following action-oriented programs in an effort to reach the specific Placement Goals set forth above: A. The EEO/AAP Administrator will continue to review job requisitions to ensure that specifications are without bias with regard to any protected characteristic, including but not limited to,gender and race. B. Selection Process l. Selection processes will be reviewed periodically to assure that they are free from bias. 2. Personnel involved in the recruiting and screening process will receive training in working with both minorities and females. 3. If it is determined that testing programs are having an adverse impact on minorities and/or females, a validation study will be initiated. 4. The Company will continuously review job descriptions to ensure that they accurately reflect position functions. C. Recruiting Practices 1. The EEO/AAP Administrator will designate an individual to survey available recruiting sources and community action groups to determine new sources through which the Company can recruit minorities and women. The survey will specifically identify organizations from which the Company can attempt to recruit minorities and females for the positions within the Job Groups designated as problem areas. 2. These recruiting sources and community action groups will be contacted regarding the Company's position on equal employment opportunity and the existence of an Affirmative Action Plan. 3. As new recruiting sources are contacted and developed, appropriate individuals will be briefed regarding the existence and objectives of the Affirmative Action Plan. Tours of facilities can be arranged for recruiting source personnel as appropriate. 4. The Company will continue to utilize the various recruiting resources with which it has previous contacts and experience. 5. The Company will post job openings with the state(s) Employment Service Agency. 6. Minority and female associates will be encouraged to refer qualified applicants for job openings. 7. Females and minority associates will be encouraged to participate in activities within the recruiting area. 8. All solicitation or advertisements for employees will state that applicants will receive consideration for employment regardless of their race, color, creed, religion, national origin, sex, sexual orientation, disability, age, marital status, or status with regard to public assistance. When needed, to help address underutilization, help wanted advertising will also be placed in news media oriented towards women or people of color. Copies of advertisements for employees will be kept on file for review by enforcement agencies. 9. When the Company places help-wanted advertisements, the Company will not indicate a preference, limitation, or specification based on sex, age, national origin, or other protected characteristic, unless that characteristic is a bona fide occupational qualification for a particular job. The Company will not allow any employment agency with which the Company works to express any such limitation on our behalf, and the Company will require that these agencies share the Company's commitment to Equal Employment Opportunity. 10. As necessary to ensure that potential candidates are aware of job openings, the Company will contact community organizations focused on the employment of women, minorities, and individuals with disabilities (including state vocational rehabilitation agencies or facilities, sheltered workshops, college placement offices, education agencies, or labor organizations). 11. The Company will keep documentation of all contacts made and responses received, in connection with paragraph 10 above,whether formal or informal. The Company will make every effort to give these agencies a reasonable amount of time to locate and refer applicants. 12. The Company will carry out active recruiting programs at relevant technical schools and colleges, where applicable. 13. Consideration of minorities and women not currently in the workforce: We will take additional steps to encourage the employment of women, minorities and individuals with disabilities who are not currently in the workforce, such as providing part-time employment, internships, or summer employment programs D. Promotion Practices The Company's promotion process has been developed and documented and only legitimate qualifications are considered in promotion decisions. As employment openings occur, all qualified applicants will be considered without regard to any protected characteristic, including but not limited to, gender, race, sexual orientation and gender identity. The Company will conduct adverse impact analyses to ensure that women and minorities are promoted at rates substantially similar to men or non-minorities. Where appropriate, affirmative action will be taken to provide equal access to promotional opportunities for minority and female employees. E. Company's Training Practices-Internal. The EEO/AAP Administrator will assist and consult with all management personnel to enhance the progress of measurable and meaningful goals when appropriate in the areas of: i. Minority and female hiring; and ii. Appropriate utilization of minority and female associates. Minority and female associates will be afforded full opportunity and will be encouraged to participate in all Company-sponsored educational and training programs. F. Company's Training Practices—External. Company representatives will be reasonably available to participate when called upon by community organizations, colleges,high schools,vocational and technical training schools and minority and female institutions to counsel or speak to their students or members. G. Termination Process Where appropriate, the Company seeks to use progressive discipline before terminating employees. All employees are made aware of the Company's disciplinary process. The Company will conduct adverse impact analyses to ensure that female and minority employees do not leave the Company at rates substantially dissimilar to male or non-minority employees. H. Religion and National Origin Discrimination and Accommodation for Religious Observance and Practice As a part of the Company's commitment to Equal Employment Opportunity for all, the Company has made a specific effort to ensure that national origin and religion are not factors in recruitment, selection, promotion, transfer, termination, or participation in training. The following activities are undertaken to ensure religion and national origin are not used as a basis for employment decisions: i. Recruitment resources are informed of the Company's commitment to provide equal employment opportunity without regard to national origin or religion. ii. Employees are informed of the Company's policy and their duty to provide equal opportunity without regard to national origin or religion. iii. Employment practices exist and are reviewed to ensure that the Company implements equal employment opportunity without regard to national origin or religion. iv. The religious observances and practices of employees are accommodated, except where the requested accommodation would cause undue hardship on the conduct of the Company's business. v. The Company does not discriminate against any qualified applicant or employee because of race, color, creed, disability, age, sex, sexual orientation, marital status, or status with regard to public assistance in implementing the policy concerning non-discrimination based on national origin or religion. Sex Discrimination Guidelines&Prevention of Harassment and Discrimination The Company incorporates the following commitments into this Plan to ensure that all laws related to the prohibition of discrimination based on sex are followed: i. Employment opportunities and conditions of employment are not related to the sex of any applicant or employee. Salaries are not related to or based upon sex. ii. Women are encouraged to attend all training or development programs to facilitate their opportunities for promotion, and to apply for all positions for which they are qualified. iii. The Company does not deny employment to women or men with young children and do not penalize, in conditions of employment, women or men who require time away from work for parental leave. iv. Appropriate physical facilities are provided to both sexes. The Company has developed policies prohibiting the harassment of or discrimination against any employee because of any characteristic protected under civil rights laws. Senior management will distribute these policies routinely to current employees and incorporate these policies as a part of new employee orientation. Employees are made aware of contact persons to report any violation of these policies. A copy of the Company's current anti-harassment policy is included in Tab 8 of this Affirmative Action Plan. Internal Audit and Reporting System A. The EEO/AAP Administrator will monitor records to ensure adherence to the EEO Policy and that the Affirmative Action Plan is being implemented, and will conduct: • An annual analysis of applicant flow data, when applicable, and a report of applicants broken down by sex, minority classification, and disability status; and . An annual analysis of placements, promotions and terminations by sex, race and disability status, and specifically minority, female and disability utilization to continuously evaluate Affirmative Action Plan goals. Reports of each personnel activity will be prepared with breakdowns of affected employees by sex,minority classification, and disability status. B. The EEO/AAP Administrator will hold training sessions with appropriate management, supervisory, recruiting and hiring personnel to advise them of the results and progress made toward the achievement of the equal employment opportunity goals and recommend remedial action when necessary. C. The EEO/AAP Manager will require periodic reports from supervisors and managers to ensure Company-wide compliance with Affirmative Action Plan objectives. Such supervisors and managers may be required to provide the EEO/AAP Manager with information or statistical data as necessary for the Company to implement these programs. Supervisors and managers are also required to submit formal reports to the EEO/AAP Manager on a scheduled basis regarding the degree to which appropriate goals are attained or timetables are met. D. The Company will preserve all audit records, reports and documentation in accordance with applicable law. z Job Group Analysis In construing job groups, the Company has analyzed the following factors pursuant to 41 C.F.R. § 60-2.11(b): the similarity of work content and rates of pay, as well as similar opportunities to take advantage of training, transfers, promotions, mobility, and benefits. As a result, the Company has grouped its 19 employees into five (5) Job Groups. In doing so, the Company has been mindful of the need to keep Job Groups sufficiently large so that they make for meaningful statistical analyses. In addition, the Company has avoided placing job titles from different EEO-1 categories within the same Job Group, wherever possible. Finally, while the Company has considered different job groupings not reflected here, the Company has rejected those alternatives because they do not make a substantial difference and do not mask any potential underutilization of minorities or females. DRG -Madison,Wi 01/01/2024-12/31/2024 Job Group Analysis 41 CFR Section 60-2.12-13 1.2 : First/Mid Level Officials and Managers Male Female Job Code:Job Title Total WHI BLK HIS ASI AMI PH TWO Total WHI BLK HIS ASI AMI PH TWO JOB_AFTLD5:Area Manager 1 0 0 0 0 0 0 1 0 0 0 0 0 0 0 0 Job Group Totals: 1 0 0 0 0 0 0 1 0 0 0 0 0 0 0 0 Job Group Percentages: 100% 0% 0% 0% 0% 0% 0% 100% 0% 0% 0% 0% 0% 0% 0% 0% 02024 Yocom end McKee,Inc. Page 1 of 5 The Complete AAP"'12.2024.0402.1 DRG-Madison,WI 01/01/2024-12/31/2024 Job Group Analysis 41 CFR Section 60-2,12-13 3 : Technicians Male Female Job Code:Job Titte Total WHI BLK HIS ASI AMI PH TWO Total WHI BLK HIS ASI AMJil PH TWO JOB_DGXFMO:Principal Consultant 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 JOB_LBHYKQ:Env Sclentist/Specialist 4 2 1 0 0 0 0 1 0 0 0 0 0 0 0 0 JOB UTR1FH:Environmental Technician 1 0 0 0 1 0 0 0 1 0 0 0 1 0 0 0 JOB_XBDZGN:Env ScientistlSpc-Sr 3 2 0 0 0 0 0 1 1 0 0 0 0 0 0 1 Job X033C6:Senior Associate Consultant 2 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 Job Group Totals: 11 7 1 0 1 0 0 2 2 0 0 0 1 0 0 1 Job Group Percentages: 84.6% 53.8% 7.7% 0% 7.7% 0% 0% 15.4% 15.4% 0% 0% 0% 7.7% 0% 0% 7.7%/, 02024 Yocom and McKee,Inc. Page 2 of 5 { The Complete AAP"'12 2024.0402.1 DRG -Madison,Wi 01/01/2024-12/31/2024 Job Group Analysis 41 CFR Section 60-2.12-13 5 : Administrative Support Workers Male Female Job Code:Job Title Total WHI BLK HIS ASI AMI PH TWO Total WHI BLK HIS ASI AMI PH TWO JOB_KGG9BW:Administrative Assistant 0 0 0 0 0 0 0 0 1 1 0 0 0 0 0 0 Job Group Totals: 0 0 0 0 0 0 0 0 1 1 0 0 0 0 0 0 Job Group Percentages: 0% 0% 0% 0% 0% 0% 0% 0% 100% 100% 0% 0% 0% 0% 0% 0% 512024 Yocom and McKee,Inc. Pape 3 of 5 The Complete AAP'' 12.2024.0402 1 DRG-Madison,WI 0110112024-12131/2024 Job Group Analysis 41 CFR Section 60-2.12-13 6 : Craft Workers (Skilled) Male Female Job Code:Job Title Total WHI BLK HIS ASI AMI PH TWO Total WHI BLK HIS ASI AMI PH TWO JOB 23W2AMW:Associate Consultant 3 3 0 0 0 0 0 0 0 0 0 0 0 0 0 0 Job Group Totals: 3 3 0 0 0 0 0 0 0 0 0 0 0 0 0 0 Job Group Percentages: 100% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% • i I 02024 Yocem and McKee.Ina Page 4 of S The Complete AAP"'12.2024.0402.1 DRG -Madison,WI 01/01/2024-12/31/2024 Job Group Analysis 41 CFR Section 60-2.12-13 7 : Operatives Mate Female Job Code:Job Title Tot3I WHI BLK HIS ASI AMI P11 TWO Total WHI BLK HIS ASI AMI PH T'NO JOB IGU2PE:Inventory Arborlst Senior 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 Job Group Totals: 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 Job Group Percentages : 100% 100%, 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% Plan Totals: 15 11 1 0 1 0 0 3 3 1 0 0 1 0 0 1 Plan Percentages: 84.2% 57.9% 5.3% 0% 5.3% 0% 0% 15.8% 15.8% 5.3% 0% 0% 5.3% 0% 0% 5.3% C2024 Yocom and McKN,Inc. Page S of S The Complete AAP^' 12.2024.0402.1 DRG -Madison,WI 01/01/2024-12/31/2024 Job Group List Job Group Code Job Group Name 1.2 First/Mid Level Officials and Managers 3 Technicians 5 Administrative Support Workers 6 Craft Workers(Skilled) 7 Operatives Job Group Count:5 02024 Yocom and McKee,Inc. Page 1 of 1 The Complete AAP^"12 2024 0402.E 1 Workforce Analysis On its snapshot-in-time date, the Company employed 19 employees at or through its Madison, Wisconsin Operations establishment. The Company divides its workforce into 1 organizational unit listed below. Pursuant to 41 C.F.R. § 60-2.11(a), the Company has listed each job title as it appears in applicable payroll records, ranked from the highest paid to the lowest paid within each of the organizational units, including department or unit supervisors. The Company has further displayed each organizational unit for each job title, the total number of incumbents, the total number of male and female incumbents, and the total number of male and female incumbents who are Black or African-American, Hispanic or Latino, Asian, American Indian or Alaska Native, Native Hawaiian or Other Pacific Islander, and Two or More Races. Finally, the Company has supplied a "Wage Code" or wage or salary range for each job title. The wage and salary information is coded, and the code is attached hereto. The Company reflects this data on the Workforce Analysis forms which follow. DRG -Madison,WI 0110112024-1213112024 Workforce Analysis 41 CFR Section 60-2.11 (c) 1004148161 : Chicago Job Code:Job Title Total Mate Female Ernes Total WHI BLK HIS ASI AMI PH TWO Total WHl BLK HIS ASI AMI PH TWO JOB_LBHYKQ:Env Scientist/Specialist 1 1 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0 JOB UTR1 FH:Environmental Technician 1 0 0 0 0 0 0 0 0 1 0 0 0 1 0 0 0 JOB KGG9BW:Administrative Assistant 1 0 0 0 0 0 0 0 0 1 1 0 0 0 0 0 0 JOB LBHYKQ:Env Scientist/Specialist 1 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 JOB UTR1FH:Environmental Technician 1 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0 JOB_LBHYKO:Env Scientist/Specialist 1 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 JOB_I.BHYKQ:Env Scientist/Specialist 1 1 0 0 0 0 0 0 1 0 0 0 0 0 0 0 0 JOB_XBDZGN:Env Scientist/Spc-Sr 2 1 1 0 0 0 0 0 0 1 0 0 0 0 0 0 1 JOB_XBDZGN:Env Scientist/Spc-Sr 1 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 JOB IGU2PE:Inventory Arborist Senior 1 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 JOB_XBDZGN:Env Scientist/Spc-Sr 1 1 0 0 0 0 0 0 1 0 0 0 0 0 0 0 0 JOB 8W2AMW:Associate Consultant 2 2 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 JOB 8W2AMW:Associate Consultant 1 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 JOB XO33C6 Senior Associate Consultant 1 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 JOB X033C6:Senior Associate Consultant 1 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 JOB_AFTLD5:Area Manager 1 1 0 0 0 0 0 0 1 0 0 0 0 0 0 0 0 JOB_DGXFM0:Principal Consultant 1 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 Department Totals: 19 16 11 1 0 1 0 0 3 3 1 0 0 1 0 0 1 Department%: 100% 84.2% 57.9% 5.3% 0% 5.3% 0% 0% 15.8% 15.8°A, 5.3% 0% 0% 5.3% 0% 0% 5.3% N:Manages more than one department R72024 Yncom and McKee,Inc. Page 1 of 2 The Complete AAPTM 12.2024.040Z.I DRG-Madison,Wi 0110112024.12/3112024 Workforce Analysis 41 CFR Section 60-2.11 (c) Plan Totats: 19 16 11 1 0 1 0 0 3 3 1 0 0 1 0 0 1 Plan%: 100% 84.2% 57.9% 5.3% 0% 5.3% 0% 0% 15.8% 15.8% 5.3% 0% 0% 5.3% 0% 0% 5.3% 02024 Yeeem and McKee,inc. Page 2 of 2 The Complete AAP"'12.2024.0402.1 DRG-Madison,WI 01/0112024-12/31/2024 Department List Department Code Department Name 1004148161 Chicago Department Count:1 eQ024 Yocom and McKee,Inc. Page 1 of 1 The Complete AAP^'12.2024.0402 1 ti DRG-Madison,WI 01/01/2024•12/31/2024 Availability Analysis 41 CFR Section 60-2.14 1.2 : First/Mid Level Officials and Managers Females Minorities Raw% Net% Raw% Net Census Area 1 50% 28.9% 14.5% 5.6% 2.8% Promotable 2 50% 15.4% 7.7% 46.2% 23.1% Results Total Net Availability 22.1% 25.9% 2014-2018 American Community Survey(1W-Worksite)—>31000US31540:Madison,WI Metro Area 2 Internal promotions are from all jobs within job groups 2 and 3. The Company has used the term'Availability'herein as referenced by government affirmative action regulations and has selected statistics for these analyses in compliance with such regulations. The use of such terms and statistics does not indicate the Company's agreement that the geographic areas are appropriate or that the sources of statistics are the most relevant. The terms have no legal or factual significance outside the context of the Affirmative Action Program and In no way suggest any wrongdoing by the Company. ©2024 Yocom end McKee,Inc. Page 1 of S The Complete AAP"'12.2024.0402.1 DRG-Madison,WI 01/01/2024-12/31/2024 Availability Analysis 41 CFR Section 60-2.14 3 : Technicians Females Minorities Weight% Raw% Net% Raw% Net Census Area 1 80% 30.3% 24.2% 7.4% 5.9% Promotable 2 20% 0.0% 0.0% 0.0% 0.0% Results { Total Net Availability 24.2% 5.9% 2014-2018 American Community Survey(1W-Worksite)—>31000US31540:Madison,WI Metro Area 2 Internal promotions are from all jobs within job group 6. The Company has used the term Availability'herein as referenced by government affirmative action regulations and has selected statistics for these analyses in compliance with such regulations. The use of such terms and statistics does not indicate the Company's agreement that the geographic areas are appropriate or that the sources of statistics are the most relevant. The terms have no legal or factual significance outside the context of the Affirmative Action Program and in no way suggest any wrongdoing by the Company. 02024 Vocom and McKee,Inc. Page 2 of 5 The Complete MP"' 12.2024.0402.1 DRG -Madison, WI 01/01/2024-12/31/2024 Availability Analysis 41 CFR Section 60-2.14 5 : Administrative Support Workers Females Minorities Weight% Raw% Net% Raw% Net Census Area' 100% 93.7% 93.7% 5.4% 5.4% Results Total Net Availability 93.7% 5.4% 2014-2018 American Community Survey(1 W-Worksite)—>31000US31540:Madison,WI Metro Area The Company has used the term Availability'heroin as referenced by government affirmative action regulations and has selected statistics for these analyses in compliance with such regulations. The use of such terms and statistics does not indicate the Company's agreement that the geographic areas are appropriate or that the sources of statistics are the most relevant. The terms have no legal or factual significance outside the context of the Affirmative Action Program and in no way suggest any wrongdoing by the Company. 02024 Yocom and McKee.Inc. Page 3 of 5 The Complete AAP^.12.2024 0402.1 DRG -Madison,WI 01/0112024-12131/2024 Availability Analysis 41 CFR Section 60-2.14 6 : Craft Workers (Skilled) Females Minorities Weight% Raw% Net% Raw% Net Census Area 1 75% 32.3% 24.2% 6.5% 4.9% Promotable 2 25% 0.0% 0.0% 0.0% 0.0% Results Total Net Availability 24.2% 4.9% 2014-2018 American Community Survey(1W-Worksite)—>31000US31540:Madison,WI Metro Area 2 Internal promotions are from all jobs within job group 7. The Company has used the term Availability herein as referenced by government affirmative action regulations and has selected statistics for these analyses in compliance with such regulations. The use of such terms and statistics does not indicate the Company's agreement that the geographic areas are appropriate or that the sources of statistics aro the most relevant. The terms have no legal or factual significance outside the context of the Affirmative Action Program and In no way suggest any wrongdoing by the Company. 02024 Yocom end McKee,Inc. Page 4 of 5 The Complete AAP"'12.2024.0402.1 DRG -Madison,WI 01/01/2024-12/31/2024 Availability Analysis 41 CFR Section 60-2.14 7 : Operatives Ferrates Minorities Weight% Raw% Net% Raw% Net% Census Area t 100% 4.3% 4.3% 0.0% 0.0% Results Total Net Availability 4.3% 0.0% t 2014-2018 American Community Survey(1W-Worksite)—>31000US31540:Madison.WI Metro Area The Company has used the term'Availability'herein as referenced by government affirmative action regulations and has selected statistics for these analyses In compliance with such regulations. The use of such terms and statistics does not indicate the Company's agreement that the geographic areas are appropriate or that the sources of statistics are the most relevant. The terms have no legal or factual significance outside the context of the Affirmative Action Program and in no way suggest any wrongdoing by the Company. ©2024 Yocom and McK•o.Inc. Page 5 of 5 The Complete AAP' 12.2024.0402.1 S DRG -Madison,WI 01/01/2024-12/31/2024 Availability and Utilization Summary Graph 1.2 : First/Mid Level Officials and Managers Availability "" Utilization 100% 80% - . -- _ 60% • 40% - -__ . _-- 25.9% 22.1% 20% - - _ _ - - 0% 0.0% Females Minorities 02024 Yocom and McK...tne. Pegs 105 The Complete AAP"'12.2024.0402.1 DRG -Madison,WI 01/01/2024-12/31/2024 Availability and Utilization Summary Graph 3 : Technicians Availability 17 Utilization 50% - 46.2% 40% _. i l 30% 24.2% 20% - 15.4% 10% - 5.9% 0% - I Females Minorities R)2024 Yocom and McKee,Inc. Page 2 of 5 TMi Cornploto AAP"' 12.2024.0402.1 DRG -Madison,WI 01/01/2024-12/3112024 Availability and Utilization Summary Graph 5 : Administrative Support Workers IS Availability — Utilization 100% — 93.7% 80% _------ - - --- - - —- 60% — _ - . _ .. _. • 40% — -------- - -.—.. —. 20% — .. _ - -- - _ - - - - - - - 5.4% 0% , 0.0% Females Minorities C12024 Yocom and McKee.Inc. Pam 3 Of 5 The Complete AAPTM 12.2024.0402 1 DRG-Madison,WI 01 ro 1 r2024-12131/2024 Availability and Utilization Summary Graph 6 : Craft Workers (Skilled) Availability Utilization 25% — 24.2% 20% -- 15% — 10% -- 50/0 I 4.9% 0.0% 0.0% 0% r I Females Minorities 02024 Yeconn and McKee,Inc. Page 4 et 5 The Complete AAP"'12.2024.0402.1 DRG -Madison, Wl 01/01/2024-12/31/2024 Availability and Utilization Summary Graph 7 : Operatives Availability �' Utilization 5% - 4.3% 4% - - .._.- -- -- - - - - - - - - 3% - _ _ __ . 2% - - _._.__.__.._._.-.. - - -- - _ .. - - - - --•--- - 1% - 0.0% 0.0% 0.0% 0% Females Minorities C2024 Yocom and McKee,Inc. Page 5 of 5 The Complete AAP"12.2024.0402.1 9 Areas of Underutilization — Commentary 1. As discussed above, the declaration of underutilization does not amount to an admission of impermissible conduct. It is neither a finding of discrimination nor a finding of a lack of good faith affirmative action efforts. Rather, underutilization is a technical targeting term used exclusively by affirmative action planners who seek to apply good faith efforts to increase in the future the percentage utilization of minorities and women in a workforce. 2. In identifying problem areas, no statistically significant underutilizations were identified in any Job Group at the Madison, Wisconsin Operations establishment. Nevertheless, the Company will continue to make good faith efforts to meet or exceed the availability percentage for minorities or females in each Job Group at this establishment during the current plan year. 3. In accordance with current OFCCP guidelines, the availability data for minorities and females used in this Affirmative Action Plan is based on figures from the U.S. Census Bureau's 2014-2018 American Community Survey. L DRG -Madison,WI 01/01/2024-12/3112024 Annual Goals Report 41 CFR Sections 60-2.15, 60-2.16 1.2 : First/Mid Level Officials and Managers Total Employees : 1 Females Minorities Employee Count 0 1 Current Utilization 0.0% 100.0% Total Availability 22.1% 25.9% Number of Persons Underutilized 0 0 Two Standard Deviations Test Result 0.5326 -1.6915 Placement Goat? No No Current Placement Goal 0.0% 0.0% Tho Company has used the terms'availability'and'utilization'herein as referenced by government affirmative action regulations and has selected statistics for those analyses in compliance with such regulations. The use of such terms and statistics does not indicate the Company's agreement that the geographic areas are appropriate or that the sources of statistics aro the most relevant. The terms have no legal or factual significance outside the context of this Affirmative Action Program and in no way suggest any wrongdoing by the Company. 212024 Yocom and McKee,Inc. Page 1 of 5 The Complete AAP''12 2024 0402.1 DRG-Madison,WI 01/01/2024-12/31/2024 Annual Goals Report 41 CFR Sections 60-2.15,60-2.16 3 : Technicians Total Employees : 13 Females Minorities Employee Count 2 6 Current Utilization 15.4% 46.2% Total Availability 24.2% 5.9% Number of Persons Underutilized 0 0 Two Standard Deviations Test Result 0.7421 -6.1597 Placement Goat? No No Current Placement Goal 0.0% 0.0% The Company hes used the terms'availability'and'utilization'herein as referenced by government affirmative action regulations and has selected statistics for these analyses in compliance with such regulations. The use of such terms and statistics does not indicate the Company's agreement that the geographic areas are appropriate or that the sources of statistics are the most relevant. The terms have no legal or factual significance outside the context of this Affirmative Action Program and in no way suggest any wrongdoing by the Company. 142024 Yocom and McKee,Inc. Page 2 of 5 The Complete AAPTM 12.2024.0402.1 DRG -Madison,Wi 01/01/2024-12/31/2024 Annual Goals Report 41 CFR Sections 60-2.15, 60-2.16 5 : Administrative Support Workers Total Employees : 1 Females Minorities Employee Count 1 0 Current Utilization 100.0% 0.0% Total Availability 93.7% 5.4% Number of Persons Underutilized 0 0 Two Standard Deviations Test Result -0.2593 0.2389 Placement Goal? No No Current Placement Goal 0.0% 0.0% The Company has used the terms'availability'and'utilization'herein as referenced by government affirmative action regulations and has selected statistics for these analyses in compliance with such regulations. The use of such terms and statistics doos riot indicate the Company's agreement that the geographic areas are appropriate or that the sources of statistics are the most relevant. The terms have no legal or factual significance outside the context of this Affirmative Action Program and In no way suggest any wrongdoing by the Company. 02024 Yocom and McKee,Inc. Page 3 of 5 The Compete AAP"'12.2024.0402.1 DRG -Madison, WI 01/0112024-12131/2024 Annual Goals Report 41 CFR Sections 60-2.15, 60-2.16 6 : Craft Workers (Skilled) Total Employees : 3 Females Minorities Employee Count 0 0 Current Utilization 0.0% 0.0% Total Availability 24.2% 4.9% Number of Persons Underutilized 0 0 Two Standard Deviations 11 Test Result 0.9787 0.3932 Placement Goal? No No Current Placement Goal 0.0% 0.0% The Company has used the terms'availability'and'utilization'herein as referenced by government affirmative action regulations and has selected statistics for those analyses in compliance with such regulations. The use of such terms and statistics does not indicate the Company's agreement that the geographic areas are appropriate or that the sources of statistics are the most relevant. Tho forms have no legal or factual significance outside the context of this Affirmative Action Program and in no way suggest any wrongdoing by the Company. 02024 Yocom and McKee.Inc. Page 4 of S The Compete AAP"12.2024.0402.1 1 DRG -Madison,WI 01101/2024-12131/2024 Annual Goals Report 41 CFR Sections 60-2.15,60-2.16 7 : Operatives Total Employees : 1 Minorities Employee Count 0 0 Current Utilization 0.0% 0.0% Total Availability 4.3% 0.0% Number of Persons Undendilized 0 0 Two Standard Deviations Test Result 0.2120 0.0000 Placement Goal? No No Current Placement Goal 0.0% 0.0% The Company has used the terms'availability'and'utilization'herein as referenced by government affimtative action regulations end has selected statistics for these analyses in compliance with such regulations. The use of such terms and statistics does not indicate the Company's agreement that the geographic areas aro appropriate or that the sources of statistics are the most relevant. The terms have no legal or factual significance outside the context of this Affirmative Action Program and in no way suggest any wrongdoing by the Company. 52024 Yocom and McKee.Inc. Page 5 of 5 The Complete AAP,'12.2024.0402.1 8 DA • Awn Solutions for a Grvwfug Rbcfd Anti-harassment Policy The Davey Tree Expert Company and All Subsidiary Companies("Davey Tree') Effective June 24,2019 Davey Tree is committed to providing a productive and conducive work environment for our employees that is free from unlawful discrimination,harassment,and retaliation. Davey Tree prohibits all conduct that violates this policy regardless of whether it rises to the level of illegal harassment,discrimination,or harassment under applicable law.' HARASSMENT Since harassment is counter to the values and goals of this organization,harassment related to an employee's race,color,religion,age,gender,national origin,disability,military or veteran status,sexual orientation,gender identity, or other characteristic protected by federal, state, or local law, will not be tolerated. Any such harassment by our employees,applicants,customers,contractors,subcontractors,or other business associates is prohibited by this policy,whether or not it also violates applicable federal,state,or local law. Harassment is defined as unwelcome conduct based on a person's race,color,religion, age,gender,national origin,disability, military or veteran status, sexual orientation,gender identity, or other protected status that creates a working environment that is intimidating,hostile,or offensive or becomes a condition of continued employment. Harassment may be verbal,non-verbal,or physical. Examples of harassment prohibited by this policy include, but are not limited to, the following conduct: vulgar or profane language; offensive jokes or insults;racial or ethnic slurs;comments,written or graphic material that ridicules,denigrates,insults or shows hostility,aversion or disrespect toward an individual or group because of a protected classification;threating or demeaning comments;negative stereotyping;assault;stalking,and improper touching or brushing. This policy specifically prohibits sexual harassment, which may include, but is not limited to, the following conduct: • Unwelcome verbal conduct such as offensive sexual remarks,innuendoes or comments,sexual jokes, use of offensive sexual stereotypes,and/or other offensive verbal conduct pertaining to sex; • Unwelcome sexual advances,propositions or requests for sexual favors; • Unwelcome and offensive physical conduct, including touching, leering, blocking an employee's movement,or sexual gestures; • Unwelcome and offensive written conduct such as offensive pictures, sexually suggestive posters, drawings,cartoons,photographs or other communications,including e-mail; reprisals or threatening reprisals for an employee's unwillingness to respond to requests for sexual favors;or • Reprisals or threatening reprisals for complaining about or for reporting a violation of this policy. In addition to being a violation of Davey Tree's policy,harassment is against the law. Harassment can violate federal law(Title VII of the Civil Rights Act of 1964,codified as 42 U.S.C.§2000e et seq.),state law(including, but not limited to,the New York State Human Rights Law,codified as N.Y.Exec. Law,art. 15, §290 et seq.), and applicable local laws (including the New York City Human Rights Law). Davey Tree will not tolerate 'This policy shall be interpreted to prohibit sexual harassment consistent with the guidance issued by the New York State Department of Labor in consultation with the New York State Division of Human Rights. 1 ' Page harassment of its employees by managers, supervisors, other employees, or individuals conducting business with Davey Tree (including, but not limited to,contractors, subcontractors,vendors, customers,consultants, or temporary workers). Any employee who violates the harassment policy will be subject to immediate disciplinary action,up to and including discharge. COMPLAINT PROCEDURE&INVESTIGATION If, at any time, you feel you have been subjected to harassment or you learn about any other potential harassment,contact your supervisor or a member of the Human Resources or Legal Department immediately. You are not required to report or make a complaint of harassment to any person who is participating in the conduct or who appears to be allowing it to occur. If your supervisor is the one engaging in or condoning the conduct, you should report your complaint to a member of the Human Resources or Legal Departments or another Davey Tree supervisor or manager. Human Resources may be contacted at the following telephone number: 800-447-1667, ext. 8381, and the Legal Department may be contacted at 800-447-1667, ext. 8301. Employees who have a complaint regarding sexual harassment are also encouraged to complete a written report using Davey Tree's Sexual Harassment Complaint Form, a copy of which may be obtained by contacting Human Resources or on the Davey Portal under HR Documents. After any report or complaint of harassment is made,an investigation by appropriate Davey Tree management will be promptly conducted,and appropriate action,if necessary,taken. The investigation and the identity of any parties involved will be kept confidential to the extent possible and all persons involved will be accorded due process to protect their rights to a fair and impartial investigation. Any employee may be required to cooperate as needed in an investigation of suspected harassment. While the process may vary depending on the specific complaint at issue,Davey Tree will generally interview individuals identified in the complaint or who are found to have information concerning the report of potential harassment. Davey Tree will also request and review all documents relevant to the complaint and investigation. If it is determined that this policy has been violated,Davey Tree will take prompt and appropriate corrective action, up to and including discharge,to stop the inappropriate conduct and prevent its recurrence. In addition to the procedure and remedies available under this policy, employees may also choose to pursue legal remedies with certain governmental entities: (i) the United States Equal Employment Opportunity Commission;(ii) state fair employment agencies (including,but not limited to,the New York State Division of Human Rights and the Ohio Civil Rights Commission); (iii) state and federal courts; and (iv) other local protections through an employee's county,city,or town of residence and your local police department. MANAGEMENT RESPONSIBILITIES Any Davey Tree supervisor or manager who receives a harassment complaint or information regarding suspected harassment or other potential violations of this policy,observes conduct that may violate this policy, or otherwise has reason to suspect that harassment,discrimination,or retaliation has occurred,is required to report such issues to Human Resources or the Legal Department in accordance with the complaint procedure described above. Any supervisor or manager who violates this policy, fails to report suspected harassment or violations of this policy, or knowingly allows harassment or other inappropriate conduct to continue will be subject to disciplinary action,up to and including discharge. RETALIATION No employee will be subject to reprisal or retaliation for having made a good faith complaint of harassment, provided information related to an investigation of suspected harassment, or participated in an investigation into allegations of harassment. DIRECTIONS FOR CONTACTING APPROPRIATE EXTERNAL AGENCIES Employees who wish to pursue legal remedies with certain government entities may contact the federal Equal Employment Opportunity Commission(EEOC)and/or the appropriate state fair employment agency for the 2jPagt state in which they work. The following is information for contacting the EEOC and relevant state fair employment agencies: Federal Agency Equal Employment Opportunity Commission https://www.eeoc.goviemployees/howtofile.cfm. State Agencies Alaska State Commission for Human Rights https://human nigh ts.alaska.gov/how-to-contact-the-commission/ Arizona Attorney General's Office,Civil Rights Division bttps://www.azag,gov/contact-us California Department of Fair Employment and Housing https://www.dfeh.ca.govicomplaint-processifile-a-complaint/ Colorado Civil Rights Division https://www.colorado.gov/pacific/dora/civil-rights/filing-a-charge Connecticut Commission on Human Rights and Opportunities bttps://www.ct,govichro Delaware Department of Labor,Office of Anti-Discrimination https://dia.delawareworks.com/discrimination/file-a-chargc.php Florida Commission on Human Relations https://fchr.myflorida.com/employment Georgia Commission on Equal Opportunity https://gceo.georgia.gov/webformiemployment-complaint-form Hawaii Civil Rights Commission hrtp://labor.hawaii gov/hcrc/contact/ Idaho Human Rights Commission https://humanrig,hts.idaho.gov/Contact-Us Illinois Department of Human Rights https://www2.illinois.gov/dhr/FilingaCharge/Pages/Employment.aspx Indiana Civil Rights Commission https://www.in.gov/icrc/2336.htm Iowa Civil Rights Commission https://icrc.iowa,gov/file-complai nt Kansas Human Rights Commission http://www.khrc.net/complaint.html Kentucky Commission on Human Rights hrtps://kchr.ky.govlfilingcomplaints/Pages/default.aspx 3 I Page Louisiana Commission on Human Rights http://gov.louisiana.govipage/filing-a-complaint-with-lchr Maine Human Rights Commission https://www.maine.gov/mhrc/file Maryland Commission on Human Rights https://mccr.matyland.gov/Pages/Intake.aspx Massachusetts Commission Against Discrimination haps://www.mass.govifile-a-complaint-of-discrimination Michigan Department of Civil Rights https://www.michigan.gov/mdca Minnesota Department of Human Rights https://mn.gov/mdhr/intake/ Missouri Commission on Human Rights https://labor.mo.gov/mohumanrights/File Complaint Montana Human Rights Bureau http://erd.dli.mt.gov/human-rights/filing-a-complaint Nebraska Equal Opportunity Commission http:/Amw.neoc.ne.govicomplaint/complaint.html New Hampshire Commission for Human Rights https://www.nh.gov/hrc/howto.html New Jersey Division on Civil Rights https://www.ni.govioagidcr/filing.html Ncw Mexico Human Rights Bureau https://www.dws.state.nm.us/Filing-a-Complaint-of-Discrimination New York State Division of Human Rights https://dhr.ny.gov/complaint Nevada Equal Rights Commission https://detr.nv.gov/Page?Id=I 37 North Carolina Office of Administrative Hearings,Civil Rights Division https://www.oah.nc.gov/civil-rights-division/employment-discrimination North Dakota Department of Labor and Human Rights https://www.nd.gov/labor/human-rights/employment-discrimination Ohio Civil Rights Commission https://www.crc.ohio.gov/FilingaCharge/ChargeFilingProcedure.a spx 4 1 Page Oklahoma Office of the Attorney General,Office of Civil Rights Enforcement http://www.oag.ok.gov/where-to-submit-a-civil-rights-complaint Oregon Bureau of Labor and Industries,Civil Rights Division https://www.oregon.gov/boli/CRD/Pages/C Crcompl.aspx Pennsylvania Human Relations Commission https://www.phrc.pa.gov/About-Us/Pages/RegionalOffices.aspx Rhode Island Commission for Human Rights http://www.richtri.gov/filecharge/index.php South Carolina Human Affairs Commission https:l/sch ac.sc.gov/employment-discrimination/how-file-employment-complaints South Dakota Department of Labor&Regulation,Division of Human Rights https://dlr.sd.gov/human rights/default.aspx Tennessee Human Rights Commission https://www.tn.gov/humanrights/file-a-discrimination-complaint.html Texas Workforce Commission,Civil Rights Division https://twc.texas.gov/partnersicivil-rights-discrimination Utah Antidiscrimination and Labor Division https://laborcommission.utah.gov/divisions/AntidiscriminationAndLabor/ Vermont Attorney General's Office,Civil Rights Unit https://ago.vermont.gov/about-the-attorney-generals-off ce/divisions/civil-rights/ Virginia Division of Human Rights https://www.oag.state.va.us/index.php/program s-initiatives/human-rights Washington State Human Rights Commission https://www.hum.wa.govifile-complaint Washington,D.C.,Office of Human Rights https://ohr.dc.gov/service/file-complaint West Virginia Human Rights Commission https://hrc.wv gov Wisconsin Department of Workforce Development,Equal Rights Division https://dwd.wisconsin.gov/cr/civil rights/file a complaint htm Wyoming Department of Employment Labor Standards Division https//wyomingworkforce.org/contact/labor/ 5 I Page. • Negligence or willful acts that cause damage or injury to persons or property. • Nothing in this policy is intended or should be construed to modify or eliminate the at-will policy. Discipline will not be issued when an employee is engaging in protected concerted activity as defined by The National Labor Relations Act. Problem Resolution The Company's goal is to provide suitable working conditions for its employees. As part of this effort, the Company welcomes good faith complaints, suggestions, or questions and employees can expect to receive a fair and timely response from Davey supervisors and management If an employee disagrees with a Company action,policy or practice,the employee should express this concern through this problem resolution procedure.No employee will be penalized or be the subject of retaliation, for voicing a complaint to Davey in a reasonable, business-like manner, or for using the problem resolution procedure. • If a situation occurs when an employee believes that a condition of employment or a decision affecting him or her is unjust or inequitable, or if some other problem arises, the employee is welcome to discuss the issue with his or her immediate supervisor, or if the immediate supervisor is alleged to be an offender, or the employee does not feel comfortable talking to his or her immediate supervisor, the employee can talk to any other supervisor in the employee's chain of command, or the Human Resources Department. In any event, the management. representative contacted should respond within a reasonable time after reviewing the issue. If an investigation is warranted based on the allegations,the Company will conduct a timely, objective and appropriate investigation. Emergency Situations In the event of an emergency, follow emergency protocol. If an employee is threatened with physical violence,the employee should first remove themselves from the situation and dial 911 for emergency assistance. PART 4— STANDARDS OF CONDUCT Code of Ethics Please see the Code of Ethics that is distributed annually to employees for the most updated version of this policy. This policy can also be accessed at www.davev.com,select Corporate Information and select Corporate Policies. Conflicts of Interest • Please see the Code of Ethics Policy that is distributed annually to employees for the most updated version of this policy. This policy can also be accessed at www.davey.com, select Corporate Information and select Corporate Policies. Effective December 16,2016 Page 15 6 DAVEY RESOURCE GROUP,INC. MADISON, WISCONSIN OPERATIONS City of Madison Subcontracting Certification If in If NO,indicate place, date of check implementation YES (within 3 mos.) Regularly review City of Madison list of certified SBEs,MBEs,WBEs 69 and DBEs and identify SBEs,MBEs,WBEs and DBEs from which to X solicit bids/quotes. 70 Assure that SBEs,MBEs,WBEs and DBEs are solicited whenever they X are potential sources. 71 Refer prospective SBEs,MBEs,WBEs and DBEs to the City for X certification. Provide the City of Madison with a list of subcontractors,vendors and 72 suppliers for covered projects.Identify SBE,MBE,WBE and DBE X subcontractors.Notify the Affirmative Action Division of changes in subcontractors,vendors or suppliers. 73 Maintain and make available for City review,records of solicitation and X utilization of SBEs,MBEs,WBEs and DBEs on City contracts. 74 Comply with the special requirements of the respective program(s)for X City projects with SBE,MBE,WBE and/or DBE goals. a Affirmative Action Plan For Protected Veterans and Individuals With Disabilities Vietnam Era Veteran's Readjustment Assistant Act Section 503 of the Rehabilitation Act of 1973 Davey Resource Group, Inc. 134 Leonard Street N, Suite 108 West Salem, Wisconsin 54669 Effective: January 1,2024 through December 31, 2024 Establishment Name: Madison, Wisconsin Operations EEO Contact: Anna Davis Vice President Human Resources The Davey Tree Expert Company 1500 North Mantua Street Kent, Ohio 44240 330-673-9511 330-673-1037(fax) Anna.Davis@,davev.com SUMMARY OF CONTENTS I. REAFFIRMATION OF POLICY 1 D. DEFINITIONS USED IN THIS AAP 2 III. EXTERNAL& INTERNAL DISSEMINATION OF POLICY 3 IV. RESPONSIBILITY FOR IMPLEMENTATION 6 V. ACCOMMODATIONS TO PHYSICAL AND MENTAL LIMITATIONS 9 VI. HARASSMENT POLICIES AND PROCEDURES 10 VII. REVIEW OF PHYSICAL AND MENTAL QUALIFICATIONS 11 VIII. RECRUITING,OUTREACH,BENCHMARKS,AND UTILIZATION GOALS 12 IX. REVIEW OF PERSONNEL PRACTICES 13 X. DEVELOPMENT AND EXECUTION OF ACTION ORIENTED PROGRAMS 14 XI. MONITORING AND REPORTING SYSTEMS 17 XII. DATA COLLECTION ANALYSIS 19 XIII. REPRESENTATION OF INDIVIDUALS WITH DISABILITIES 20 XIV. IDENTIFICATION OF PROBLEM AREAS 21 i I. REAFFIRMATION OF POLICY Davey Resource Group, Inc. (the "Company") will take affirmative action to employ and advance in employment qualified protected veterans and individuals with disabilities. Good faith efforts shall also be made to reasonably accommodate the physical and/or mental limitations of any employee or applicant for employment, unless such accommodation would impose an undue hardship on the business. This Affirmative Action Plan addresses the Company's commitment to equal employment opportunity and outlines actions to support that commitment. This Affirmative Action Plan has been developed to meet federal contractor requirements under the Vietnam Era Veteran's Readjustment Assistance Act of 1974, as amended, 38 U.S.C. Section 4212, et sec., and Section 503 of the Rehabilitation Act of 1973, as amended, 29 U.S.C. Section 793, and the Office of Federal Contract Compliance Programs (OFCCP) implementing regulations, 41 C.F.R. Parts 60-300 and 60-741. This Plan will be reviewed and updated annually or at any time significant changes are required. This Affirmative Action Plan is available for review by all interested parties. Signature Printed Name Title 1 II. DEFINITIONS USED IN THIS AAP As used in this Affirmative Action Plan, the Company considers an "individual with a disability" to be any person who has a physical, sensory or mental impairment which substantially limits one or more major life activities, or has a record of or is regarded as having such an impairment. An"individual with a disability"does not include an alcohol or drug abuser whose current use of alcohol or drugs renders that individual a direct threat to the property or safety of others. 2 III. EXTERNAL & INTERNAL DISSEMINATION OF POLICY The Company's commitment to EEO and affirmative action for individuals with disabilities and protected veterans, as described in this Affirmative Action Plan, will be communicated to applicants and employees as follows: A. Internal Dissemination 1. The Company's EEO policy is included in employee handbooks and manuals. 2. The Company has issued a policy statement to all employees reaffirming the Company's commitment to EEO, and such policy statement will be posted on employee bulletin boards. 3. The EEO policy (or an appropriate logo or tag-line) will be included in any internal Company newsletters, magazines, annual reports, or other internal publications or media. 4. Management and departmental meetings will include reaffirmation of the EEO policy. Special meetings will be scheduled from time to time, as required, in the judgment of the EEO/AAP Administrator. All such meetings will make clear the intent of the EEO policy and the Company's commitment to EEO. 5. As appropriate, the Company will discuss its EEO policy and programs, as well as any progress reports or accomplishments of disabled and veteran employees, in Company-sponsored publications. 6. The Company's EEO policy statement will be posted on employee bulletin boards, together with government posters supporting Equal Employment Opportunity and prohibiting/discouraging employment discrimination, and will be available for all applicants for employment with the Company. 7. When Company employees appear in advertising or other publications, both disabled and veteran employees will be appropriately represented. 8. The Company will communicate to employees the existence of this Affirmative Action Plan at least once per year and will make such elements of the Plan available to enable employees to know of and avail themselves of the Plan's benefits. 9. The Company will enable all applicants and prospective employees to know and avail themselves of the benefits of the Plan's benefits. As appropriate, the Company will discuss its EEO policy and programs as part of the new employee orientation and onboarding process. 3 10. The Company carefully selects and appropriately trains all personnel involved in recruitment,hiring,promotions and other employment-related decisions to ensure that the goals and commitments in this Affirmative Action Plan are understood and implemented as necessary. 11. To the extent applicable, the Company will discuss its EEO policy, this Plan and all related programs with union officials and will ask for their cooperation in implanting the policy. Additionally, the Company will include appropriate non-discrimination clauses in all union agreements and will review all contractual provisions to ensure they are non-discriminatory. B. External Dissemination 1. The Company will notify all recruiting sources of the EEO policy, stipulating that such sources actively recruit and refer disabled and veteran candidates. 2. Where appropriate, the Company will hold formal briefing sessions with representatives from recruiting sources. As an integral part of these briefings, the Company will include facility tours, clear and concise explanations of current and future job openings, position descriptions, worker specifications, explanations of the company's selection process, and recruiting literature. The Company will make formal arrangements regarding applicant referrals,and follow-up with referral sources regarding the disposition of applicants. 3. Where appropriate, the Company's contracts and subcontracts, including purchase orders or leases, will contain a statement reaffirming the Company's commitment to Equal Employment Opportunity and the EEO policy. 4. The Company will notify disability and veterans' organizations, community agencies, community leaders, secondary schools and colleges of the Company's EEO policy in an effort to increase the flow of disabled and veteran job applicants. 5. The Company will communicate to prospective employees and candidates the existence of the EEO policy and this Affirmative Action Plan, and will make such elements of the Plan available to enable candidates to know of and avail themselves of the Plan's benefits. 6. Where appropriate, the Company will send written notification of the EEO policy to all subcontractors,vendors and suppliers,and request cooperative action on their part. 7. The Company will use available resources to continue or establish on-the-job training programs for all employees. 8. Where employees are featured in consumer or "help wanted" advertising, the Company will include images,where appropriate, of disabled and veteran employees. 4 9. Any disabled or veteran employees who wish to participate in career days, youth motivation programs, and related community activities will be given the opportunity to do so. 10. Any recruiting efforts at schools will include specific outreach to disabled students, where appropriate. 11. The Company will make an effort to participate in work study programs with rehabilitation facilities and schools that specialize in the training or educating of individuals with disabilities and/or disabled veterans. 5 IV. RESPONSIBILITY FOR IMPLEMENTATION Executive Management has appointed Anna Davis, Vice President Human Resources, as the Company's EEO/AAP Administrator. The EEO/AAP Administrator is tasked with monitoring all employment activity to ensure that the Company's EEO and affirmative action policies are being carried out. The EEO/AAP Administrator has been given the necessary staffing and support from Executive Management to fulfill the responsibilities of the position. The responsibilities of the EEO/AAP Administrator include,but are not limited to,the following: 1. Develop an EEO policy statement and Affirmative Action Plan that are consistent with the Company's EEO policies and establish the Company's affirmative action goals and objectives. 2. Develop and implement internal and external strategies for disseminating the Company's Affirmative Action Plan and EEO policies. 3. Ensure that the Company's managers and supervisors understand it is their responsibility to take action to prevent the harassment of employees and applicants for employment. 4. Ensure that all minority, female, disabled, veteran and other protected categories of employees are provided equal opportunity as it relates to Company-sponsored training programs, recreational/social activities, benefit plants, pay and other working conditions. 5. Assist management in resolving EEO-related problems. 6. Design, implement and maintain audit, reporting and record-keeping systems to measure effectiveness of the Company's affirmative action program, identify any need for remedial action, and determine the degree to which any of the Company's goals and objectives have been attained. 7. Coordinate the implementation of necessary affirmative action efforts to meet the Company's compliance requirements and goals. 8. Serve as the liaison between the Company and government enforcement agencies. 9. Serve as the liaison between the Company and organizations and community action groups for individuals with disabilities and veterans, and programs concerned with employment opportunities of individuals with disabilities and veterans. 10. Inform management of the latest developments in the equal employment opportunity area. 11. Submit the complete and accurate VETS-4212 reports on an annual basis. 6 12. Coordinate the recruitment and retention of disabled and veteran candidates and employees, and instruct persons responsible for recruitment, hiring or other employment practices to carry out their responsibilities in accordance with the EEO policy and this written Affirmative Action Plan. 13. Coordinate the recruitment and utilization of businesses owned by individuals with disabilities and veterans. 14. Conduct and/or coordinate EEO and Affirmative Action training and orientation. 15. Coordinate employee and Company support of community action programs that may lead to the full employment individuals with disabilities and veterans. B. In accomplishing the objectives of affirmative action, appropriate line responsibilities will be given to other management personnel and department supervisors to: 1. Assist in identification of problem areas. 2. Help ensure active Company involvement with local organizations, community action groups and community service programs for individuals with disabilities and veterans. 3. Periodically audit training programs and hiring and promotion patterns to remove barriers to the attainment of goals and objectives established by the Company. 4. Counsel managers, supervisors, and employees to ensure compliance with Company EEO policies. 5. Review the Company's job qualifications and ensure that disabled and veteran associates are given full opportunity for promotions and transfers. 6. Periodically audit compliance with this Affirmative Action Plan, such as ensuring that required posters are displayed and that disabled and veteran associates are afforded a full opportunity and are encouraged to participate in all Company- sponsored educational,training, recreational, and social activities. 7. Assure that appropriate facilities are made available to all associates regardless of their disability or veteran status. 8. Take action to prevent harassment of associates placed through affirmative action efforts and promote a work climate in which all members of the organization will feel that they have an equal opportunity for job success and personal satisfaction. 7 9. Communicate to supervisors that their work performance will be evaluated in part on their equal employment opportunity efforts and results. 8 V. ACCOMMODATIONS TO PHYSICAL AND MENTAL LIMITATIONS As specific needs arise, the Company will continue its longstanding commitment to making good faith efforts to reasonably accommodate the known physical and/or mental limitations of an otherwise qualified disabled employee or applicant for employment,unless such accommodation imposes an undue hardship on the business. The Company will also engage in an interactive process with the individual requesting the accommodation, as needed, to determine an appropriate reasonable accommodation. Undue hardship will be determined by business necessity, including consideration of the nature of the accommodation, implementation costs and ongoing related expenses. 9 VI. HARASSMENT POLICIES AND PROCEDURES The Company has developed and implemented policies and procedures to ensure that its employees are not subject to harassment, intimidation, threats, coercion or discrimination because of their status as an individual with a disability or a protected veteran, or because they have engaged or may engage in filing a complaint, assisting in a review, investigation or hearing, or have otherwise sought to obtain their legal rights related to any Federal, state or local law regarding EEO for individuals with disabilities or protected veterans. These policies and procedures are posted for employees and applicants to review. A copy of the Company's current anti-harassment policy is included in Tab 8 of this Affirmative Action Plan. 10 VII. REVIEW OF PHYSICAL AND MENTAL QUALIFICATIONS All physical and mental qualifications and requirements for open positions are reviewed as job openings occur to ensure that such requirements are job related and are consistent with business necessity, the safe performance of the job and the safety of other employees, but do not inadvertently screen out or exclude qualified individuals with disabilities or protected veterans. The Company will also conduct a periodic review of all job qualifications on an annual basis to ensure that such qualifications and requirements do not tend to screen out qualified individuals with disabilities or protected veterans, in compliance with 41 C.F.R. 60-300.44(c) and 60- 741.44(c). Any job descriptions, qualifications or requirements changed after review will be distributed to all relevant employees, particularly those involved in the selection process and supervision of employees. Results of medical examinations will be used only in accordance with the provisions of this Affirmative Action Plan. Any such medical examinations used during the selection process will be conducted only after a conditional offer of employment has been made. The Company may inquire into employees' or applicants' physical or mental conditions when such inquiry is necessary to evaluate the ability of employees or applicants to perform their present jobs or for other jobs for which they are being considered. Only job-related medical examinations and inquiries will be conducted, and the results of such examinations or inquiries will not be used to screen out qualified individuals with disabilities. All information obtained in response to such inquiries or examinations shall be kept confidential except that: (1) supervisors and managers may be informed regarding restrictions on work and necessary accommodations; (2) medical and safety personnel may be informed, where and to the extent appropriate, if the condition might require emergency treatment; and (3) government representatives investigating compliance with federal and state laws, including but not limited to the Office of Federal Contract Compliance Programs, shall be informed, as necessary upon request. 11 VIII. RECRUITING, OUTREACH, BENCHMARKS, AND UTILIZATION GOALS Recruiting sources will be informed of the Company's protected veterans and individuals with disabilities, and asked for their assistance and support in providing employment opportunities to both employees and applicants for employment. All suitable employment openings will be listed with local offices of the State Bureau of Employment/lob Services. Present employees may refer candidates for employment, and are encouraged to refer persons who are protected veterans or disabled. Where the Company recruits at schools, we will make special efforts to reach students with disabilities and protected veterans. Promotional or help wanted advertising will include any employees with disabilities, and in making hiring decisions, the Company will consider applicants with known disabilities and known protected veterans for all available positions for which they may be qualified when the position they have applied for is unavailable. In compliance with 41 C.F.R. 60-300.45, the Company will establish, document and apply an annual hiring benchmark for qualified protected veterans. The Company will utilize a benchmark of 5.40%, which is the current national percentage of veterans in the civilian labor force. In compliance with 41 C.F.R. 60-741.45, the Company will also take steps to conduct an annual assessment of its workforce, and will apply a 7.00% utilization goal for employment of individuals with disabilities to each job group. The Company will evaluate its utilization of individuals with disabilities in each job group on an annual basis. If any problem areas are identified, the Company will develop action plans and take all necessary steps to correct the identified problem areas. The Company will review its outreach and recruitment efforts for individuals with disabilities and protected veterans on an annual basis to evaluate the effectiveness of those efforts. The company will document each annual evaluation, as well as any alternative or additional efforts taken. 12 IX. REVIEW OF PERSONNEL PRACTICES In compliance with 41 C.F.R. 60-300.44(b) and 60-741.44(b), the Company's personnel practices, procedures and policies are reviewed on an annual basis to ensure equal opportunity under this Affirmative Action Plan, and do not discriminate against any known protected veteran or individual with a disability. These practices include hiring, transfer, promotion, termination, training, education and compensation. Employees and applicants for employment are notified of the Company's Affirmative Action Plan regarding equal opportunity for protected veterans and individuals with disabilities and are invited to identify themselves and discuss any questions or concerns they may have regarding their abilities,job assignments or work accommodations. In the self-identification process, the employee or applicant is advised that any information provided: (1) is provided on a voluntary basis; (2) shall be kept confidential except that (a) supervisors and managers may be informed regarding restrictions on the work and necessary accommodations, (b) medical and safety personnel may be informed, where and to the extent appropriate, if the condition might require emergency treatment, and (c) government representatives investigating compliance with federal and state laws shall be informed, as necessary. The employee or applicant is notified that information provided will not subject the individual to adverse treatment. As to protected veterans, the Company will limit its consideration of a protected veteran's military record to only the portion of its record which is relevant to the specific job qualifications for which the protected veteran is being considered. Confidential records are maintained for all employees who identify themselves as an individual with a disability or a protected veteran. When accommodations are made which make it possible to place a disabled or individual with a disability in the job, through hiring, transfer, promotion or training, a description of that accommodation shall be placed in the individual's personnel record. The employment and selection process, including transfers and promotions, is conducted in a manner which does not limit access to protected veterans or individuals with disabilities. Human Resources staff involved in the recruiting and hiring process will continue to participate in programs and maintain contacts with agencies whose purpose is to increase employment opportunities for protected veterans and individuals with disabilities. Company-sponsored educational and training activities are available to all employees without regard to disability or protected veteran status. When offering employment or promotions to protected veterans or individuals with disabilities, the amount of compensation will not be reduced due to disability income, pension or other benefits the employee or applicant might receive from another source, or the cost of any reasonable accommodation. 13 X. DEVELOPMENT AND EXECUTION OF ACTION ORIENTED PROGRAMS The Company will develop and execute the following action-oriented programs in an effort to reach any Placement Goals that may be identified: A. The EEO/AAP Administrator will continue to review job requisitions to ensure that specifications are without bias with regard to any protected characteristic, including but not limited to,disability and protected veteran status. B. Selection Process 1. Selection processes will be reviewed periodically to assure that they are free from bias. 2. Personnel involved in the recruiting and screening process will receive training in working with both individuals with disabilities and veterans. 3. If it is determined that testing programs are having an adverse impact on individuals with disabilities and/or veterans, a validation study will be initiated. 4. The Company will continuously review job descriptions to ensure that they accurately reflect position functions. C. Recruiting Practices 1. The EEO/AAP Administrator will designate an individual to survey available recruiting sources and community action groups to determine new sources through which the Company can recruit individuals with disabilities and veterans. The survey will specifically identify organizations from which the Company can attempt to recruit qualified individuals from these protected classes for open positions. 2. These recruiting sources and community action groups will be contacted regarding the Company's position on equal employment opportunity and the existence of an Affirmative Action Plan. 3. As new recruiting sources are contacted and developed, appropriate individuals will be briefed regarding the existence and objectives of the Affirmative Action Plan. Tours of facilities can be arranged for recruiting source personnel as appropriate. 4. The Company will continue to utilize the various recruiting resources with which it has previous contacts and experience. 5. Known disabled and veteran associates, where appropriate, will be encouraged to refer qualified applicants for job openings. 6. Known disabled and veteran associates will be encouraged to participate in activities within the recruiting area. 14 7. All solicitation or advertisements for employees will state that applicants will receive consideration for employment regardless of their race, color, creed, religion, national origin, sex, sexual orientation, disability, age, marital status, or status with regard to public assistance. When needed, to help address underutilization, help wanted advertising will also be placed in news media oriented towards individuals with disabilities and veterans. Copies of advertisements for employees will be kept on file for review by enforcement agencies. 8. When the Company places help-wanted advertisements, the Company will not indicate a preference, limitation, or specification based on disability, veteran status, or other protected characteristic, unless that characteristic is a bona fide occupational qualification for a particular job. The Company will not allow any employment agency with which the Company works to express any such limitation on our behalf, and the Company will require that these agencies share the Company's commitment to Equal Employment Opportunity. 9. All positions that the Company posts or advertises externally will be listed with state Employment Service Agencies, America's Job Bank, or similar governmental agencies. 10. As necessary to ensure that potential candidates are aware of job openings, the Company will contact community organizations focused on the employment of veterans and individuals with disabilities (including state vocational rehabilitation agencies or facilities, sheltered workshops, college placement offices, education agencies,or labor organizations). 11. The Company will keep documentation of all contacts made and responses received, in connection with paragraph 10 above, whether formal or informal. The Company will make every effort to give these agencies a reasonable amount of time to locate and refer applicants. 12. The Company will carry out active recruiting programs at relevant technical schools and colleges, where applicable. 13. Consideration of veterans and individuals with disabilities not currently in the workforce: We will take additional steps to encourage the employment of individuals with disabilities and veterans who are not currently in the workforce, such as providing part-time employment, internships, or summer employment programs. D. Promotion Practices The Company's promotion process has been developed and documented and only legitimate qualifications are considered in promotion decisions. As employment openings occur, all qualified applicants will be considered without regard to any protected characteristic, including but not limited to, disability and protected veteran 15 status. The Company will conduct adverse impact analyses to ensure that individuals with disabilities and veterans are promoted at rates substantially similar to non-disabled and non-veteran employees. Where appropriate, affirmative action will be taken to provide equal access to promotional opportunities for disabled and veteran employees. E. Company's Training Practices -Internal. The EEO/AAP Administrator will assist and consult with all management personnel to enhance the progress of measurable and meaningful goals when appropriate in the areas of: i. Disabled and veteran hiring; and ii. Appropriate utilization of disabled and veteran associates. Known disabled and veteran associates will be afforded full opportunity and will be encouraged to participate in all Company-sponsored educational and training programs. F. Company's Training Practices—External. Company representatives will be reasonably available to participate when called upon by community organizations, colleges, high schools, vocational and technical training schools and disabled and veteran institutions to counsel or speak to their students or members. The Company seeks inclusion of qualified individuals with disabilities and veterans in any apprenticeship programs offered by the Company. G. Termination Process Where appropriate, the Company seeks to use progressive discipline before terminating employees. All employees are made aware of the Company's disciplinary process. The Company will conduct adverse impact analyses to ensure that disabled and veteran employees do not leave the Company at rates substantially dissimilar to non-disabled or non-veteran employees. 16 XI. MONITORING AND REPORTING SYSTEMS It is the responsibility of the EEO/AAP Administrator to assure compliance with applicable regulations and adherence to the Company's stated policy pertaining to protected veterans and individuals with disabilities, to report identified problems to the appropriate member of the company's management, and to measure the effectiveness of the company's Affirmative Action Plan. In this regard, and in compliance with 41 C.F.R. 60-300.44(h) and 60-741.44(h), the Company has designed and implemented monitoring and reporting systems that: (1) measure the effectiveness of the company's Affirmative Action Plan; (2) identify any problem areas where remedial action is needed; (3) if any problem areas are identified, to undertake necessary action to bring the Plan into compliance; (4) determine the degree to which the Company's AAP goals and objectives have been obtained; and (5) determine whether known individuals with disabilities or protected veterans have had the opportunity to participate in all Company- sponsored training, educational, recreational and social activities. The Company will maintain documentation of any self-audits conducted and actions taken pursuant to these monitoring and reporting systems. As a part of these systems, the following activities will be reviewed to ensure such activities are free from discrimination against or stereotyping of individuals with disabilities or protected veterans in any manner: (1) recruitment, advertising and job application procedures; (2)hiring,promotion, upgrading, layoff and recall from layoff practices; (3)rates of pay and any other forms of compensation, including fringe benefits; (4)job assignments,job classifications, and job descriptions; (5) sick leaves, leaves of absence, and other types of leaves; (6) participation in training programs and attendance at professional meetings or conferences; and (7)any other term,condition or privilege of employment. Additionally, a record of the applicant flow of all protected veteran and disabled applicants, the sources and disposition of such applicants, and a record of all employment decisions (i.e., hires, promotions, transfers, separations, training, etc.), will be maintained as part of the normal course of recruiting and hiring. Records of protected veterans and disabled applicants will be maintained for at least a one-year period, and all personnel actions involving protected veterans and individuals with disabilities will be individually maintained as a part of their personnel files for the duration of their employment. Pursuant to 41 C.F.R. 60-300.44(k) and 60-741.44(k), the Company will also take steps to collect applicant and hire data, and conduct the required computations and comparisons pertaining to applicants who voluntarily self-identify as a protected veteran or individual with a disability. The Company will document these computations and comparisons on an annual basis, and maintain the documentation for a three-year period, and will utilize the data to assess the success of its outreach and recruitment efforts for protected veterans and individuals with disabilities. 17 Annually, a summary report will be provided to Executive Management concerning personnel actions involving all known protected veterans and disabled applicants and employees. In addition,the Company will review its Affirmative Action Plan annually. 18 XII. DATA COLLECTION ANALYSIS In compliance with 41 C.F.R. 60-300.44(k) and 60-741.44(k), the Company has collected, conducted and documented the following computations and comparisons pertaining to applicants and hires for the period of January 1,2023 through December 31,2023: 1. The number of applicants who self-identified as protected veterans pursuant to 41 C.F.R. 60-300.42(a),or who are otherwise known to be protected veterans; 2. The number of applicants who self-identified as individuals with disabilities pursuant to 41 C.F.R. 60-741.42(a), or who are otherwise known to be individuals with disabilities; 3. The total number of job openings and total number of jobs filled; 4. The total number of applicants for all jobs; 5. The number of protected veteran applicants hired; 6. The number of disabled applicants hired;and 7. The total number of applicants hired. The Company will document and maintain these computations and comparisons for a period of three years. 19 XIII. REPRESENTATION OF INDIVIDUALS WITH DISABILITIES In compliance with 41 C.F.R. § 60-741.45, the Company conducts an annual evaluation of the representation of individuals with disabilities in each Job Group at this establishment. As described above, the Company applies a 7.00% utilization goal for employment of individuals with disabilities to each Job Group. As of the snapshot-in-time date, the utilization analysis attached as Tab l determined that the following Job Groups had employees who self-identified or were otherwise known as individuals with disabilities: • Job Group 3 (Technicians Job Group)— 1 employee,reflecting a 7.70%utilization of individuals with disabilities. • Job Group 5 (Administrative Support Workers Job Group) — 1 employee, reflecting a 100.00%utilization of individuals with disabilities. The workforce and job group analyses attached as Tab 2 provide additional information regarding the individual positions that had employees who self-identified or were otherwise known as individuals with disabilities. As openings become available in the above Job Groups, as well as the additional groups at this location that did not have any disabled employees, the Company will continue to set a 7.00% utilization goal for individuals with disabilities in all Job Groups at this location. The Company will further strive to consider and recruit qualified disabled applicants for open positions and to retain existing qualified employees who self-identify as disabled and ensure equal employment opportunities for those individuals. 20 XIV. IDENTIFICATION OF PROBLEM AREAS In compliance with its obligations under federal law, the Company periodically conducts an in-depth analysis of its total employment process to determine whether and where impediments to equal employment opportunity may exist for individuals with disabilities and/or protected veterans. In addition to the annual data collection and utilization analysis discussed above,the Company will also conduct annual evaluations of the following processes: 1. Personnel Activity: The Company will routinely conduct adverse impact analyses using appropriate statistical methods to analyze the Company's personnel activities, including applicant flow, hires, promotions, terminations and any other personnel actions, to determine if there are any selection disparities based on disability or protected veteran status. For any job-related tests that are used as a part of the selection process, such tests have been appropriately validated. The Company has taken appropriate corrective action to remove any barriers to hiring or retaining individuals with disabilities and protected veterans. 2. Compensation System: The Company regularly reviews its compensation system, including rates of pay and bonuses, to identify any potential disparities based on disability or veteran status. If such disparities are identified, the Company will take prompt action to resolve them. In offering employment to individuals with disabilities, the Company will not reduce the amount of compensation offered because of any disability income, pension, or other benefit the applicant or employee receives from another source. 3. Personnel Procedures: The Company will routinely review its personnel procedures and processes, including training programs, recruitment, selection, transfer and promotion policies, and all other company activities to ensure that all employees and applicants are equally considered. 4. All Other Areas: The Company will regularly monitor all other areas that may impact the success of the Affirmative Action Plan, including but not limited to, accessibility of Company property, the attitude of the Company's workforce towards EEO matters, proper posting of the Company's EEO policy and required governmental posters, proper notification to any subcontractors or vendors, and retention of records in accordance with applicable law. The Company will take prompt action to remedy any problems in these areas through appropriate methods. 4844-5067-9169.1 21 I DRG-Madison,WI 01/01/2024-12/31/2024 Utilization Summary of Individuals with Disabilities (By Job Group using the Any Difference Rule) 41 CFR Section 60-741.45 Utilization Job Group Employees Disabled Goal% Utilization% Met Goal 1.2:First/Mid Level Officials and Managers 1 0 7.0% 0.0% No 3:Technicians 13 1 7.0% 7.7% Yes 5:Administrative Support Workers 1 1 7.0% 100.0% Yes 6:Craft Workers(Skilled) 3 0 7.0% 0.0% No 7:Operatives 1 0 7.0% 0.0% No The Company has used the terms'Availability'and'Utilization'herein as referenced by government affirmative action regulations and has selected statistics for these analyses in compliance with such regulations. The use of such terms and statistics does not indicate the Company's agreement that the geographic areas are appropriate or that the sources of statistics are the most relevant. The terms have no legal or factual significance outside the context of the Affirmative Action Program and in no way suggest any wrongdoing by the Company. 1)2024 Yocom and McKee,Inc. Page 1 of 1 The Complete AAPT"12.2024.0402.1 Z Workforce Analysis for Individuals with Disabilities As of December 31,2023 a& Prepared Pursuant to 41 C.F.R.§60-2.11 Number of Employees Number of Employees Department Name Job Title Salary/Wages Total Employees Self-Identifying as Not Self-Identifying as Disabled Disabled Chicago Administrative Assistant S43,680.00 1 1 0 Chicago Area Manager $107,077.10 1 0 1 Chicago Associate Consultant $72,113.08 1 0 _ 1 Chicago Associate Consultant $72,113.08 1 0 1 _ Chicago Associate Consultant $77,254.84 1 0 1 Chicago Env Scientist/Spc-Sr $55,702.40 1 0 1 Chicago Env Scientist/Spc-Sr $54,641.60 1 0 1 Chicago Env Scientist/Spc Sr $54,641.60 1 0 1 Chicago Env Scientist/Spc Sr $69,347.20 1 0 1 Chicago Env Scientist/Specialist $51,958.40 1 0 1 Chicago Env Scientist/Specialist $42,848.00 1 0 1 Chicago Env Scientist/Specialist $49,212.80 1 0 1 Chicago Env Scientist/Specialist $44,990.40 1 0 1 Chicago Environmental Technician $46,342.40 1 0 1 Chicago Environmental Technician $42,848.00 1 1 0 Chicago Inventory Arborist Senior $58,240.00 1 0 1 Chicago Principal Consultant $135,206.76 1 0 1 Chicago Senior Associate Consultant $79,568.84 1 0 1 Chicago Senior Associate Consultant $79,564.16 1 0 1 I Davey Resource Group.Inc.—Madison.Wisconsin Operations Job Group Analysis for Individuals with Disabilities As of December 31.2023 PreparcS Pstrsuant to 41 CF.R.§60-2J2 --- ----- Job Group 1.2: First/Mid Level Officials and Manners Job Title Total Employees Number of Employees Self- Number of Employees Not Self- Identifying as Disabled Identifying as Disabled Area Manager - 1 0 1 Total 1 0 1 Job Group 3:Technicians Job Title Total Employees Number of Employees Self- Number of Employees Not Self- Identifying as Disabled Identifying as Disabled Env Scientist/Spc-Sr 4 0 4 Env Scientist/Specialist 4 0 4 Environmental Technician 2 1 1 Principal Consultant 1 0 1 Senior Associate Consultant 2 0 2 Total 13 1 12 Job Group 5:Administrative Support Workers Job Title Total Employees Number of Employees Self- Number of Employees Not Self- Identifying as Disabled Identifying as Disabled Administrative Assistant 1 1 0 _- Total l 1 1 0 Job Group 6:Craft Workers Job Title Total Employees Number of Employees Self- Number of Employees Not Self- 1 Identifying as Disabled Identifying as Disabled Associate Consultant 3 0 3 Total 3 - 0 — - --- -_ -- - 3 - -- - Job Group 7:Operatives Number of Employees Self- Number of Employees Not Self- Job Title Total Employees Identifying as Disabled Identifying as Disabled Inventory Arborist Senior 1 0 1 Total 1 0 1 1 1 I i REFERENCES 1. Company & Contact Name City of Elgin, IL/Greg Hulke, Parks & Facilities Supt. Phone & Email 847.931.6038/hulke_g@cityofelgin.org Description of Work Performed The City of Elgin.Illinois.awarded Davey Resource Group(DRG)a three-phase tree inventory project.The inventory consisted of species,tree condition,maintenance recommendations,and the presence of overhead utilities DRG used a staff of four inventory arbonsts who are all International Society of Arboriculture(ISA)Certified and TRAQ Qualified.Phase I was completed in the winter of 2021 under a tight deadline.Phase 2 was completed in 2022,and Phase 3 was completed in 2023 Each phase has a value of SS0,000 and consisted of approximately 16,000 trees. 2. Company & Contact Name City of Des Plaines, IL/Tom Bueser, Superintendent Phone & Email 847.391.5470/tbueser@desplaines.org Description of Work Performed Davey Resource Group,Inc.conducted a GIS-based inventory of 25.000 sites The DRG arborists collected trees,stumps,and planting sites along the street rights-of-way and city-owned properties.For each site,they collected the location,species,diameter at breast height(DBH),condition, maintenance recommendations,and Infrastructure conflicts,including overhead utilities and hardscape Additionally,a nsk assessment was conducted on each tree.To ensure accuracy and consistency quality control was regularly performed both in the field and in the office After the fieldwork was completed_the data was delivered through TrceKeepers Along with the inventory.DRG developed a management plan for the City of Des Plaines.This plan provides a detailed summarization ot'the tree resource,including structure and composition,functions and benefits,and management recommendations.The City of Des Plaines will use this plan to establish maintenance priorities and dnve long-term planning and budget decisions to maintain a sustainable and resilient urban forest DRG also provided an in-depth orientation on TreeKeeper'for the client to transition smoothly into a GIS-based tree inventory 3. Company& Contact Name Village of Franklin Park, IL/Andy Smolen, Sustainability, Forestry, Parkways,and Facilities Director Phone & Email 847.671.8267/asmolen(avofp.com Description of Work Performed In summer 2022,Davey Resource Group,Inc.(DRG)conducted a GiS-based inventory of6,331 trees and stumps along the street rights-of-way and public properties,including areas around the Village Hall,Village Square.Police Department,Utilities Department,City Arboretum,and a Village-owned detention pond and reservoir.Ow DRG arbonsts collected the location,species,diameter at breast height(DBH),condition,risk assessment for each tree,and maintenance recommendation at each site Within the village-owned Arboretum.DRG assisted the client with identifying trees for the village to qualify for Level 1 Arboretum status After the inventory,DRG delivered the data through TreeKeepera,as well as an extensive TreeKeeper1b Orientation to ensure a smooth transition for the client into a GiS-based inventory In addition to the tree inventory,DRG provided the Village with a Management Plan that summarizes the current state,the benefits provided to the community.and management recommendations of their tree resource The Village of Franklin Park will use its inventory and management plan to guide long-term planning and budgeting decisions,pnontize iiralnraram.e7 id ultimately provide a dills tng public tree resource 4. Company & Contact Name Morton Arboretum/Chai-Shian Kua Phone& Email 630.968.0074/ckua@mortonarb.org Description of Work Performed In 2010,The Morton Arboretum launched the Chicago-Region Tree Census to measure urban trees across the seven-county Chicago region,establishing over 1,600 i-Tree Eco plots.In 2020,they partnered with Davey Resource Group.Inc (DRG)and the Student Conservation Association(SCA)to update this data The aim was to track changes and trends in the region's urban forests.DRG located and assessed the original plots,sent landowner notification letters,and collaborated with the arboretum to ensure over 98%plot access.From lune to mid-October 2020.DRG teams,each including an SCA intern,re-measured existing trees and shrubs and collected required data for i-Tree Eco analyses.Despite challenges like COVID-19,missing data,and densely forested plots,DRG maintained high data accuracy and completed the collection on time The updated data is being analyzed to help the arboretum and its partners understand urban forestry-trends,inform programs and outreach,and engage regional partners in tree management 5. Company & Contact Name City of Warrenville, IL/Phil Kuchler, Deputy Public Works Director Phone& Email 630.836.3033/pkuchler@warrenville.il.us Description of Work Performed In February 2020,Davey Resource Group,Inc (DRG)inventoried approximately 4.200 trees,stumps,and vacant planting sites along Warrenville's streets and public properties,which included well sites,parks,city hall,and the police department Using GPS and GIS equipment and software,data for each tree were collected based on the City's requested criteria,including location,species,condition,diameter at breast height,and defects,such as root defects,wounds,poor tree architecture,rot,or broken branches.Upon completion,DRGprovided the inventory in the requested format.In additions to the inventory,DRG produced a tree management plan to assist Warrenville in proactively managing its trees using the data collected,industry standards,and best management practices A management plan will report the current status of Warrenville's urban forest,prioritize maintenance needs,highlight the benefits of the trees to the community.and project multi-year budgets The City of Warrenville can use its management plan and inventory to drive long-term planning and budget decisions. .t OF rt. s3 ''* -47 • City of Elgin, Illinois Sexual Harassment - - Policies and Programs Effective July I, 1993,every party to any contract with the City of Elgin and every eligible bidder is required to have written sexual harassment policies that include, at a minimum, the following information: • the illegality of sexual harassment • the definition of sexual harassment under state law • a description of sexual harassment, utilizing examples • a vendor's internal complaint process including penalties and a description of the means by which complaining parties may complain directly to management personnel other than the alleged harassing individual • the legal recourse, investigative and complaint process available through the Illinois Department of Human Rights,and the Illinois Human Rights Commission • directions on how to contact the department and commission • protection against retaliation as provided by Section 6-101 of the Human Rights Act I hereby affirm that the organization which I represent has in place sexual harassment policies which include the required information set forth above,and I hereby agree to furnish the City of Elgin - Human Resources Department with a copy of these policies if they so request. VP&General Manager,Environmental Signature/Title w Consulting& WSSI Company D vey Resource Group, Inc. Date 10/17/2024 Sexual harassment is defined as follows: "Sexual harassment" means any unwelcome sexual advances or requests for sexual favors or any conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, (2) submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of substantially interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. Any questions by contracting parties or eligible bidders concerning compliance with these requirements should be directed to the City of Elgin-Human Resources Department at(847)931- 6049. The undersigned, on behalf of the undersigned company, hereby agrees to fully indemnify and hold the City of Elgin harmless from any and all liability,loss or damage including costs of defense or claim,demands,costs of judgment against it arising from any complaint based on unlawful harassment and/or employment action, including, but not limited to termination, based on any protected category as provided by law, including, but not limited to, sexual harassment resulting from the act of any member of my organization in the performance of this contract. VP&General Manager, Signature/Title — .�-✓L Environmental Consulting& WSSI Company Da Res. rceGrou.. Inc. Date 10/17/2024 CITY OF ELGIN,ILLINOIS TAX/COLLUSION/DEBARMENT/PREVAILING WAGE/LEGAL STATUS OF EMPLOYEES AFFIDAVIT State of OHIO ss. County of PORTAGE Jim Zwack , being first duly sworn, hereby deposes and states: (1) That s/he is the VP&General Manager, Environmental Consulting& WSSI of the party making the foregoing bid. (2) That the bidder is not barred from contracting with any unit of local government for any reason, including but not limited to debarment as a result of a violation of 720 Illinois Compiled Statutes, Section 5/33E-3 or 5/33E-4,as amended. (3) That no collusion or agreement among other bidders or prospective bidders to bid a fixed price or otherwise restrain competition by agreement has taken place. (4) That the bidder is not delinquent in the payment of any tax administered by the Illinois Department of Revenue unless there is a pending proceeding contesting any such tax. (5) That the bidder hereby certifies: [check all that apply] ■ X Bidder has not received any notices of violations of the Illinois Prevailing Wage Act(820 ILCS 130/0.01 et seq.) ■ In the event any such notice has been received by bidder,a copy of any such notice is attached hereto. • In the event that bidder has received such a notice, any documentation demonstrating the resolution of any such notice is attached hereto. • For each such notice received by bidder, the matter has been resolved as follows: (6) That the bidder hereby certifies that it shall comply with the provisions of the Prevailing Wage Act(820 ILCS 130/0.01 et seq.). (7) That the bidder hereby certifies, represents and warrants that all of bidder's employees and/or agents who will be providing products and/or services with respect to the subject bid and contract are and shall be legal residents of the United States,are and shall be legally authorized to perform any such applicable work and/or services. Signature of Bidder,if an individual: Signature of Bidder,if a partnership: Subscribed and sworn to before me this 17th day of Partner(indicate General or Limited) October ,20 24 My commission expires: Signature of Bi der,if a corporation: 1 - a,5-aGaCo Vice President Gen Manager,Environmental Consulting& WSSI `opniuu'i,,,Rzc �' `\\+� �� c �\I If . ' '%.' EILEEN FRANK Secretary ��, : NOTARY PUBLIC —z- ----• E. STATE OF OHIO Comm. Expires 4, • Signature of Bidder,if a limited liability company: 07-25-2026 /i11.EOF0,\\� Member or Manager# ATTACHMENT B RFP 24-059 URBAN FOREST MANAGEMENT PLAN Tree Inventory Milestone Date 1-13,000 01/31/2025 13,001-26,000 02/28/2025 26,001-39,000 03/31/2025 39,001-52,000 04/30/2025 52,001-65,000 105/31/2025