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Ana as a model city that other Empowerment Zones are encouraged to emulate. The City's Economic Development Division and the Housing Division have also partnered with major Empowerment Zone employers to develop an Employer Assisted Housing program. Through this program businesses can provide educational seminars for their employees to learn how to become first time homeowners. The City's ability to be successful in fulfilling this goal also depends, in part, on the availability and quality of human resources. In recognition of this need, our economic development strategy includes collaboration with other governmental and educational entities in the development of workforce programs and the delivery of services to both employees and employers. Evidence of this successful partnership with other governmental entities can be found at the Santa Ana W/OfR/K (work, opportunity, resource, and knowledge) Center. The W/OfR/K Center is the City's one-stop job center, which provides potential employees with training, retraining and job placement programs, and employers with easy access to information about qualified workers. Located in the Depot, the W /OfR/K Center is now serving approximately 4,000 clients each month. In addition, services are provided at satellite centers at Corbin Center, Centennial Park, the Mexican! American Opportunity Foundation Center, and Cornerstone Village. J. Ovtirnize Workforce Effectiveness through Training. Technology. EQuioment and Facilities A major effort directed toward achieving this goal is the creation of programs that provide our employees with the tools, skills and knowledge that enable them to become effective managers and leaders in the workplace. To that end, the City developed and instituted the Public Business Academy Program. The academy is an educational and development program designed to provide a sound business approach for supervisors and an entrepreneurial leadership perspective for managers. This program has received the Management Development Award from the American Society for Training and Development. The program has been expanded to provide non-supervisory personnel with an understanding and appreciation of the theories, concepts and practices commonly used in the public sector. As of this month, more than 1,134 employees and supervisors have been trained through our Public Business Academy, which is the most comprehensive management and employee training program in the state. During the last fiscal year, the City provided additional training opportunities for the managers, supervisors and other key personnel by hosting two public sector experts who shared ideas about managing in an environment of rapid change. In order to further expand the leadership abilities, knowledge base, and customer service skills of our supervisors and managers, in the corning year we will reinstitute the Public Business Management and Advanced Leadership components of the Academy with a revised and updated curriculum. A second emphasis in achieving this goal is the maximization of the effectiveness and efficiency of our resources through the use of technology. In 2005-2006, the City will allocate over $8 million toward the implementation and maintenance of our comprehensive management information systems. The Information Systems Strategic Plan Fund will continue to support critical city business systems including payroll, municipal billing and the Santa Ana Property Information Network (SAPIN) system that provides a complete database file on real property within the City. Additionally, the 2005-2006 budget contains a number of projects including the expansion of our document management system, and upgrades to the City network infrastructure to support the higher volume of data transfer. 12 Resolution No. eRA 2005-003 Page 190122