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HomeMy Public PortalAboutR2018-026 RESOLUTION R2018-026 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF NAPA, STATE OF CALIFORNIA, APPROVING THE 2017 EQUAL EMPLOYMENT OPPORTUNITY ANNUAL REPORT, AND APPROVING THE 2018 EQUITY AND INCLUSION PLAN WHEREAS, Civil Service Rule 4, Part K states that the Civil Service Commission shall submit an annual Equal Employment Opportunity report to the City Council; and WHEREAS, the Civil Service Commission have reviewed and recommend approval of the 2017 Equal Opportunity Report and 2018 Equity and Inclusion Plan; and WHEREAS, beyond our efforts of recruiting diverse talent, it is a priority for the City to examine equity and inclusion; and WHEREAS, the City has developed a partnership with the Government Alliance on Race and Equity (GARE) to learn and apply strategies as well as utilize local and nationwide resources to address the City of Napa's desire to promote a culture of inclusion; and WHEREAS, the City has developed objectives for 2018 to further enhance inclusion, communication, recognition and strive for continuous improvement; develop awareness on ethnicity and equity; implement new tools and technology to increase the quality and quantity of our applicants; and develop and formalize a three-part Organizational Diversity Framework. WHEREAS, the City Council has considered all information related to this matter, as presented at the public meetings of the City Council identified herein, including any supporting reports by City Staff, and any information provided during public meetings. NOW, THEREFORE, BE IT RESOLVED, by the City Council of the City of Napa, as follows: 1. The City Council hereby approves the 2017 Equal Employment Opportunity Annual Report, attached hereto as Exhibit "A," and incorporated herein by reference. 2. The City Council hereby approves the 2018 Equity and Inclusion Plan, attached hereto as Exhibit "B," and incorporated herein by reference. 3. The City Council hereby directs the City Manager to designate the 2018 Equity and Inclusion Plan as a City Council Policy Resolution. The City Council hereby directs the City Clerk to organize and publish the 2018 Equity and Inclusion Plan as a part of the City Council Policy Resolutions. R2018-026 Page 1 of 2 March 20,2018 Page 1 of 17 4. This Resolution shall take effect immediately upon its adoption. I HEREBY CERTIFY that the foregoing Resolution was duly adopted by the City Council of the City of Napa at a public meeting of said City Council held on the 20th day of March 2018, by the following vote: AYES: Mott, Gentry, Krider, Sedgley, Techel NOES: None ABSENT: None ABSTAIN: None ATTEST: A _ A.. r. '7-Roberts City Clerk Approved as to form: /axe jem_ /Michael W. Barrett City Attorney R2018-026 Page 2 of 2 March 20,2018 Page 2 of 17 EXHIBIT A City of Napa Diversity Placement Goals Job Group: 01-Officials Administrators Total Employees: 38 Native Native Multi- AmericanMale Female Black Hispanic Asian Hawaiian/ White Ethnic/ /Alaskan Pacific Other Native Islander Employees(U) 32 6 1 0 2 0 0 35 0 Employees(%) 84.2% 15.8% 2.6% 0.0% 5.3% 0.0% 0.0% 92.1% 0.0% Availability(%) 73.0% 27.0% 3.2% 9.0% 5.0% 0.5% 0.10% 80.3% 1.9% Meets 80/20 Rule Yes No Yes No Yes No Yes Yes No Underutilization of Female,Hispanic,Native American/Alaskan Native and Other. The Uniform Guidelines on Employee Selection Procedures under the Equal Employment Opportunity Commission indicates that the 4/5ths rule is the preferred method for determining adverse impact unless samples are very small or very large. The method includes: •Calculate the rate of selection for each group(divide the number of persons selected from a group by the number of applicants from that group). •Observe which group has the highest selection rate. •Calculate the impact ratios, by comparing the selection rate for each group with that of the highest group(divide the selection rate for a group by the selection rate for the highest group). •Observe whether the selection rate for any group is substantially less(i.e., usually less than 4/5ths or 80%)than the selection rate for the highest group,to determine adverse impact. R2016-026 Page 1 of 11 Page 3 of 17 City of Napa Diversity Placement Goals Job Group: 02-Professionals Total Employees: 86 Native Native Multi- American Hawaiian/ Male Female Black Hispanic Asian White Ethnic/ /Alaskan Pacific Other Native Islander Employees(#) 49 37 1 12 4 1 0 67 1 Employees(%) 61.3% 46.3% 1.2% 14.0% 4.7% 1.2% 0.0% 77.9% 1.2% Availability(%) 62.6% 37.4% 5.0% 11.2% 12.4% 0.4% 0.02% 69.3% 1.7% Meets 80/20 Rule Yes Yes No Yes No Yes Yes Yes Yes Underutilization of Black and Asian. R2016-026 Page 2 of 11 Page 4 of 17 S.C.ATTACHMENT 1 City of Napa Diversity Placement Goals Job Group: 03-Technicians Total Employees: 62 Native Native Multi- American Hawaiian/ Male Female Black Hispanic Asian White Ethnic/O /Alaskan Pacific ther Native Islander Employees(#) 32 30 1 11 2 0 0 46 2 Employees(%) 51.6% 48.4% 1.6% 17.7% 3.2% 0.0% 0.0% 74.2% 3.2% Availability(%) 59.6% 40.4% 4.3% 16.7% 10.8% 0.3% 0.04% 65.0% 2.9% Meets 80/20 Rule Yes Yes No Yes No No Yes Yes Yes Underutilization of Black,Asian and Native American. R2016-026 Page 3 of 11 Page 5 of 17 City of Napa Diversity Placement Goals Job Group: 04-Protective Service Workers Total Employees: 94 Native Native Multi- American Hawaiian/ Male Female Black Hispanic Asian White Ethnic/ /Alaskan Pacific Other Native Islander Employees(#) 91 3 0 12 2 1 0 78 1 Employees(%) s 97.8% 3.2% 0.0% 12.8% 2.1% 1.1% 0.0% 83.0% 1.1% Availability(%) 93.9% 6.1% 7.5% 19.7% 7.2% 0.5% 0.04% 65.0% 0.1% Meets 80/20 Rule Yes No No No No Yes Yes Yes Yes Underutilization of Female,Black,Hispanic and Asian. R2016-026 Page 4 of 11 Page 6 of 17 City of Napa Diversity Placement Goals Job Group: 05-Paraprofessionals Total Employees: 7 Native Native Multi- AmericanMale Female Black Hispanic Asian Hawaiian/ White Ethnic/ /Alaskan Pacific Other Native Islander Employees(#) 3 4 0 1 0 1 0 5 0 Employees(%) 42.9% 57.1% 0.0% 14.3% 0.0% 14.3% 0.0% 71.4% 0.0% Availability(%) 58.0% 42.0% 1.6% 9.6% 6.9% 2.4% 0.04% 75.8% 3.7% Meets 80/20 Rule No Yes No Yes No Yes Yes Yes No Underutilization of Black,Asian and Other. R2016-026 Page 5 of 11 Page 7 of 17 City of Napa Diversity Placement Goals Job Group: 06- Administrative Support Total Employees: 65 Native Native Multi- American Hawaiian/ Male Female Black Hispanic Asian White Ethnic/ /Alaskan Pacific Other Native Islander Employees(#) 3 62 0 18 0 2 0 44 1 Employees(%) 4.8% 100.0% 0.0% 27.7% 0.0% 3.1% 0.0% 67.7% 1.5% Availability(%) 19.8% 80.2% 3.2% 17.8% 5.0% 0.2% 0.04% 68.7% 5.1% Meets 80/20 Rule No Yes No Yes No Yes Yes Yes Yes Underutilization of Male,Black,Asian and Other. R2016-026 Page 6 of 11 Page 8of17 City of Napa Diversity Placement Goals Job Group: 07- Skilled Craft Worker Total Employees: 47 Native Native Multi- American Hawaiian/ Male Female Black Hispanic Asian White Ethnic/ /Alaskan Pacific Other Native Islander Employees(U) 47 0 0 9 2 1 0 35 0 Employees(%) 102.2% 0.0% 0.0% 19.1% 4.3% 2.1% 0.0% 74.5% 0.0% Availability(%) 94.3% 5.7% 4.8% 33.7% 4.3% 0.8% 0.03% 53.6% 2.8% I Meets 80/20 Rule Yes No No No Yes Yes Yes Yes No Underutilization of Female,Black,Hispanic,Asian and Other. R2016-026 Page 7 of 11 Page 9 of 17 City of Napa Diversity Placement Goals Job Group: 08- Service Maintenance Total Employees: 50 Native Native Multi- American Hawaiian/ Male Female Black Hispanic Asian White Ethnic/ /Alaskan Pacific Other Native Islander Employees(#) 47 3 0 16 2 2 0 30 0 Employees(%) 100.0% 6.0% 0.0% 32.0% 4.0% 4.0% 0.0% 60.0% 0.0% Availability(%) 82.3% 17.7% 7.1% 39.9% 3.4% 0.2% 0.01% 47.1% 2.3% _ Meets 80/20 Rule Yes No No Yes Yes Yes Yes Yes No Underutilization of Female,Black and Other. R2016-026 Page 8 of 11 Page 10 of 17 City Job Applicant Comparison City Job Applicants 2016 vs 2017 70% 60% 50% 40% 30% 1 III III 20% 10% MI IIIII ME 0% �e .e c o �e e( e, �e a a yea \tea �S �• oa . p• ,< P Pie` `oc\a �a 4a �`` 2 c\e\� aa cPe •4a o`P. / JF ■2016 ■2017 Applicants Native Black or Native American Multi- Male Female Asian African Hispanic or Alaskan Hawaiian/ Ethnic/ White or Latino Pacific American Native Other Islander 2016 58.80% 39.40% 9% 7.40% 20% 0.98% 0.00% 13.60% 48.89% 2017 51.60% 46.60% 9.30% 8% 21.60% 0.72% 0.00% 13.28% 47.10% R2016-026 Page 9 of 11 Page 11 of 17 % Applicants on the Eligible List Applicants on Eligible List 2016 vs 2017 0.7 0.6 0.5 0.4 111 0.3II 0.2 0.1 _0 ....0 Male Female Asian Black or African Hispanic or Native American Native Multi-Ethnic/ White American Latino or Alaskan Hawaiian/Pacific Other Native Islander ■2016 ■2017 On Eligible Lists Native Native Black or Male Female Asian African Multi- Hispanic or American Hawaiian/ Ethnic/ White American Latino or Alaskan Pacific Other Native Islander 2016 55% 45% 3% 2.70% 22% 0.40% 0.00% 13.70% 58.69% 2017 63% 37% 4.40% 3.80% 23% 1.30% 0.00% 9.00% 58.50% R2016-026 Page 10 of 11 Page 12 of 17 Hired - Regular FT Employees Full-Time Employees Hired 2016 vs. 2017 90% 80% 70% 60% 50% 40% II 30LIi .. 1111 , Male Female Asian Black or African Hispanic or Native American Native Multi-Ethnic/ White American Latino or Alaskan Hawaiian/Pacific Other Native Islander ■2016 MI 2017 Hired(Regular FIT Employees) Native Native Black or American Hawaiian/ Multi- African Hispanic or Alaskan Pacific Ethnic/ Male Female Asian American or Latino Native Islander Other White 2016 50.0% 50.0% 6.8% 0.0% 13.6% 0.0% 0.00% 2.3% 77.3% 2017 55.0% 45.0% 5.5% 5.5% 23.6% 0.0% 0.00% 7.3% 58.2% R2016-026 Page 11 of 11 Page 13 of 17 EXHIBIT B 3/6/2018 EXHIBIT B . * =,1..11 t .'''''' Air: - '''''' -';y.'- ----: - _ Equity & Inclusion Plan February 26,2018 II3,£ I 1 i it firfir', •T tL - .14.` _. "— i 1 : 4:111: ' ''.:1: : 4e. .''''''''' }fig t - .. * 40 '�� The City of Napa is an Equal Opportunity Employer ensuring that all employees and job applicants for employment are protected by federal, state and local laws designed to protect employees and job applicants from discrimination on the basis of race/ethnicity, religion, color, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, family medical history or genetic information, political affiliation, military service, or other non-merit based factors. These protections extend to all management practices and decisions, including recruitment and hiring practices, appraisal systems, promotions, training and career development programs. R2018-026 Page 1 of 4 1 Page 14 of 17 3/6/2018 Recruitment and the City of Napa Employment Brand Talented employees reflecting the community .,i . — ' ir 1111111.1111 .. a ,.. .„„, _ _ ..,_._ .!..: , ,,,,,... 111 k i I , ....._ .., ,,,, ,... f ,01Q11,„\ •• izi.,2,...... • AY .... Lii CITYr NAPA '_ tte.i 11 Purpose Attracting and retaining highly skilled employees is paramount to the City of Napa's success. The long- term success of the City is predicated on a workforce of highly competent,motivated people whose behavior k iiii„... exemplifies the stated values iii of the organization. In order to ensure the City attracts, hires and retains a high quality workforce,the City has developed equity and inclusion objectives outlined in this document. R2018-026 Page 2 of 4 2 Page 15 of 17 7- 3/6/2018 a- , ,...., ae: -1 rir- „ . ... ., . ..., ..., . , .. . ,,. _ . 2017 Goals Achieved • Implemented competency based recruitment and selection methods to ensure quality hires based upon job requirements. • Increased applicant outreach methods using social media and professional organizations. • Collaborated with the Government Alliance on Race and&Equity to learn and apply techniques to raise awareness on implicit bias;provided three on-site trainings throughout the year. • Simplified the application process and applicant screening methods to engage the candidate and include more candidates in the initial interview processes to assess technical skills,behaviors and motivations. • Modified job announcements to better market the roles and clarify culture fit as well as detailing the selection process;assessing possible written or implied biases. • Revised the New Hire On-Boarding process to immerse the new employee into City culture,practice and expectations;collaborated with hiring managers to ensure a strong start for new employees based upon competency data. • Piloted a new Performance Management system to improve communication between employees and managers in order to create realistic performance expectations and foster more staff development opportunities. Objective 1 Enhance inclusion,communication,recognition and strive for continuous improvement. • Continue to review policies,rules and Charter language to F identify,examine and address institutional implicit bias. '; • Conduct"stay interviews”to better understand the needs and values of employees and create an action plan to retain talent. • ■ Collaborate with departments to develop workforce succession Lplans to maximize diversity of talent and resources. t- '-h.,"` Objective 2 Develop awareness on ethnicity and equity. • Provide training to management and employees regarding individual and institutional implicit/explicit biases; implement tools to normalize,operationalize and organize the City's culture/infrastructure to support inclusion. • Solicit diversity champions to promote a culture of inclusion. • Provide opportunities for ongoing dialogue to continuously address policies,practices and culture norms that are barriers to inclusivity.Focus on normalizing conversations regarding equity. R2018-026 Page 3 of 4 3 Page 16 of 17 3/6/2018 „,,.. , ,,,. .„014, :.: , ef..,____„„ Objective 3 '4,--41---,V',-_ Implement new tools and technology to sail—i1NTFVYEEMI 0 \�1�� increase the quality and quantity of our 1P4.C.0%. -applicants. Ta•.a .--+ e. ,.....„...,_____---- .0 / co, ____, l 0 • Leverage the use of machine learning algorithms , „� tkyy© --_ to augment job postings,recruit more people that MS w tltwru« are qualified to interview,and decrease time to fill F-.v. :�„,,,,. vacancies. , • Train hiring managers to incorporate an 3, • augmented writing platform into all job postings. f — 'r_► ,.,, i • Conduct Quarterly Recruiting Metric Reviews to r, vo -'It-' evaluate recruitment pipeline performance and - f� _ recognize key trends in our recruitment metrics 7= \�``,. i 'VI ,.+moi". Objective 4 w_r, .AAJIlt. Ars Develop and formalize three-part Organizational Diversity Framework. • Workforce–includes compositional characteristics of a diverse and inclusive agency workforce(Diversity Recruiting Efforts,Internships,Leadership Diversity,Management Diversity,and Workforce Diversity). • Workplace–includes agency initiatives that support diversity and inclusion in the workplace(Diversity Mission Statements,Diversity Values,Diversity Training,Diversity Mentoring Programs,and Disabled Accommodations). • Marketplace–includes external diversity-related stakeholder relationships and reputation elements(Nonprofit Partnerships,Professional Partnerships,Academic Partnerships and Community Partnerships). Moving Forward The employees at the City of Napa are inspired to serve our community. As we harness the strength of our unique set of mili IllrialL experiences, perspectives, skills and misimmillimir ideas, we will maximize opportunities to discover and leverage our talents to _ benefit the residents we serve. R2018-026 Page 4 of 4 4 Page 17 of 17