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Home My Public Portal AboutR2019-065 RESOLUTION R2019-065 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF NAPA, STATE OF CALIFORNIA, APPROVING THE 2018 EQUAL EMPLOYMENT OPPORTUNITY ANNUAL REPORT, AND APPROVING THE 2019 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 2018 Equal Opportunity Report, and 2019 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 is committed to ensuring that our workforce mirrors the community and offers a nurturing and supportive climate, a respect for the spectrum of human diversity, and a genuine understanding of our many differences; and WHEREAS, City employees are expected to contribute to a culture that fosters mutual respect and dignity, which means welcoming and appreciating everyone and creating an environment where colleagues have the freedom to express themselves, without fear of harassment or intimidation; and WHEREAS, the City has developed objectives for 2019 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 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 2018 Equal Employment Opportunity Annual Report, which includes the summary documented in the Staff Report from the Human Resources Manager to the City Council dated June 18, 2019, as well as the Utilization Report attached hereto as Exhibit "A," and incorporated herein by reference. 2. The City Council hereby approves the 2019 Equity and Inclusion Plan, attached hereto as Exhibit "B," and incorporated herein by reference. R2019-065 Page 1 of 2 June 18,2019 Page 1 of 27 3. The City Council hereby directs the City Manager to designate the 2019 Equity and Inclusion Plan as a City Council Policy Resolution. The City Council hereby directs the City Clerk to organize and publish the 2019 Equity and Inclusion Plan as a part of the City Council Policy Resolutions. 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 18th day of June 2019, by the following vote: AYES: Alessio, Sedgley, Gentry, Luros, Techel NOES: None ABSENT: None ABSTAIN: None ATTEST: CW\ (()/t, Tiffany Carran a City Clerk Approved as to form: ichael W. Barrett City Attorney R2019-065 Page 2 of 2 June 18,2019 Page 2 of 27 EXHIBIT A City of Napa Diversity Placement Goals Job Group: 01-Officials Administrators Total Employees: 37 Native Native Black or Multi- Hispanic American Hawaiian Female Male Asian African White or Latino Ethnic or or Alaskan or Pacific American Other Native Islander Employees (#) 6 31 3 2 3 0 0 0 29 Employees (%) 16.2% 83.8% 8.1% 5.4% 8.1% 0.0% 0.0% 0.0% 78.4% Availability(%) 27.0% 73.0% 5.0% 3.2% 9.0% 1.9% 0.5% 0.10% 80.3% Meets 80/20 Rule No Yes Yes Yes Yes No * * Yes ' 2017- Underutilization of Female, Hispanic or Latino, Multi-Ethnic or Other. 2018- Underutilization of Female, Multi-Ethnic or 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. - When community availability is less than 1%, field is denotated with * - 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. R2019-065 Page 1 of 12 Page 3 of 27 EXHIBIT A City of Napa Diversity Placement Goals Job Group: 02-Professionals Total Employees: 89 Native Native Black or Multi- Hispanic American Hawaiian Female Male Asian African White or Latino Ethnic or or Alaskan or Pacific American Other Native Islander Employees(U) 40 49 2 1 14 1 2 1 68 Employees(%) 44.9% 55.1% 2.2% 1.1% 15.7% 1.1% 2.2% 1.1% 76.4% Availability(%) 37.4% 62.6% 12.4% 5.0% 11.2% 1.7% 0.4% 0.02% 69.3% Meets 80/20 Rule Yes Yes No No Yes No * * Yes 2017- Underutilization of Asian, Black or African American. 2018- Underutilization of Asian, Black or African American, Multi-Ethnic or Other. R2019-065 Page 2 of 12 Page 4 of 27 EXHIBIT A City of Napa Diversity Placement Goals Job Group: 03-Technicians Total Employees: 60 Native Native Black or Multi- Hispanic American Hawaiian Female Male Asian African White or Latino Ethnic or or Alaskan or Pacific American Other Native Islander Employees(#) _ 27 33 2 1 _ 12 1 0 0 44 Employees(%) 45.0% 55.0% 3.3% 1.7% 20.0% 1.7% 0.0% 0.0% 73.3% Availability(%) 40.4% 59.6% 10.8% 4.3% 16.7% 2.9% 0.3% 0.04% 65.0% Meets 80/20 Rule i Yes Yes No No Yes No * * Yes 2017- Underutilization of Asian, Black or African American. 2018- Underutilization of Asian, Black or African American, Multi-Ethnic or Other. R2019-065 Page 3 of 12 Page 5 of 27 EXHIBIT A City of Napa Diversity Placement Goals Job Group: 04- Protective Service Workers Total Employees: 105 Native Native Black or Multi- Hispanic American Hawaiian Female Male Asian African White or Latino Ethnic or or Alaskan or Pacific American Other Native Islander Employees(#) 4 101 2 0 17 1 1 0 84 Employees(%) 3.8% 96.2% 1.9% 0.0% 16.2% 1.0% 1.0% 0.0% _ 80.0% Availability(%) 6.1% 93.9% 7.2% 7.5% 19.7% 0.1% 0.5% 0.04% 65.0% Meets 80/20 Rule No Yes No No Yes * * * Yes 2017- Underutilization of Female,Asian, Black or African American, Hispanic or Latino. 2018- Underutilization of Female,Asian, Black or African American. R2019-065 Page 4 of 12 Page 6 of 27 EXHIBIT A City of Napa Diversity Placement Goals Job Group: 05 - Paraprofessionals Total Employees: 8 Native Native Black or Multi- Hispanic American Hawaiian Female Male Asian African White or Latino Ethnic or or Alaskan or Pacific American Other Native Islander Employees(#) 6 2 0 0 2 0 0 0 6 Employees(%) 75.0% 25.0% 0.0% 0.0% 25.0% 0.0% 0.0% 0.0% 75.0% Availability(%) 42.0% 58.0% 6.9% 1.6% 9.6% 3.7% 2.4% 0.04% 75.8% Meets 80/20 Rule Yes No No No L Yes No No * Yes 2017- Underutilization of Asian, Black or African American, Multi-Ethnic or Other. 2018- Underutilization of Male,Asian, Black or African American, Multi-Ethnic or Other, Native American or Alaskan Native. R2019-065 Page 5 of 12 Page 7 of 27 EXHIBIT A City of Napa Diversity Placement Goals Job Group: 06- Administrative Support Total Employees: 64 Black or Multi- Native Native Hispanic American Hawaiian Female Male Asian African White or Latino Ethnic or or Alaskan or Pacific American Other Native Islander Employees (#) 61 3 1 0 18 2 2 0 41 Employees (%) 95.3% 4.7% 1.6% 0.0% 28.1% 3.1% 3.1% 0.0% 64.1% Availability(%) 80.2% 19.8% 5.0% 3.2% 17.8% 5.1% 0.2% 0.04% 68.7% Meets 80/20 Rule Yes No No No Yes No * * Yes 2017- Underutilization of Male,Asian, Black or African American, Multi-Ethnic or Other. 2018- Underutilization of Male,Asian, Black or African American, Multi-Ethnic or Other. R2019-065 Page 6 of 12 Page 8 of 27 EXHIBIT A City of Napa Diversity Placement Goals Job Group: 07- Skilled Craft Worker Total Employees: 46 Native Black or Multi- American Native Female Male Asian African Hispanic Ethnic or or Hawaiian White American or Latino or Pacific Other Alaskan Native Islander Employees(#) 0 46 1 0 10 1 0 1 33 Employees(%) 0.0% 100.0% 2.2% 0.0% 21.7% 2.2% 0.0% 2.2% 71.7% Availability(%) 5.7% 94.3% 4.3% 4.8% 33.7% 2.8% 0.8% 0.03% 53.6% Meets 80/20 Rule , No Yes No No No Yes * * Yes 2017- Underutilization of Female,Asian, Black or African American, Hispanic or Latino, Multi-Ethnic or Other. 2018- Underutilization of Female,Asian, Black or African American, Hispanic or Latino. R2019-065 Page 7 of 12 Page 9 of 27 EXHIBIT A City of Napa Diversity Placement Goals Job Group: 08- Service Maintenance Total Employees: 51 Native Black or Multi- American Native Female Male Asian African Hispanic Ethnic or or Hawaiian White American or Latino or Pacific Other Alaskan Native Islander Employees(#) 3 48 2 0 17 1 2 0 29 Employees (%) 5.9% 94.1% 3.9% 0.0% 33.3% 2.0% 3.9% 0.0% _ 56.9% Availability(%) 17.7% 82.3% 3.4% 7.1% 39.9% 2.3% 0.2% 0.01% 47.1% Meets 80/20 Rule No Yes Yes No Yes Yes * * Yes 2017- Underutilization of Female, Black or African American, Multi-Ethnic or Other. 2018- Underutilization of Female, Black or African American. R2019-065 Page 8 of 12 Page 10 of 27 EXHIBIT A City of Napa Job Applicants Job Applicants 2017 vs. 2018 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% II .. I I -- _ 0.00% Female Male Asian Black or Hispanic or Multi-Ethnic Native Native White African Latino or Other American or Hawaiian or American Alaskan Native Pacific Islander ■2017 IN 2018 Job Applicants Native Native Black or Multi- American Female Male Asian African Hispanic Ethnic or or Hawaiian White American or Latino or Pacific Other Alaskan Native Islander 2017 46.60% 51.60% 9.30% 8.00% 21.60% 13.28% 0.72% 0.04% 47.10% 2018 43.41% 54.76% 7.85% 7.44% 24.07% 12.93% 0.65% 1.84% 45.22% R2019-065 Page 9 of 12 Page 11 of 27 EXHIBIT A City of Napa Applicants On Eligible Lists Applicants On Eligible Lists 2017 vs. 2018 70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% �� Female Male Asian Black or Hispanic or Multi-Ethnic Native Native White African Latino or Other American or Hawaiian or American Alaskan Native Pacific Islander ■2017 ■2018 Applicants On Eligible Lists Native Black or Multi- American Native Female Male Asian African Hispanic Ethnic or or Hawaiian White American or Latino or Pacific Other Alaskan Native Islander 2017 37.00% 63.00% 4.40% 3.80% 23.00% 9.00% 1.30% 0.00% 58.50% 2018 42.22% 56.44% 2.67% 4.00% 25.33% 12.44% 0.88% 2.67% 52.00% R2019-065 Page 10 of 12 Page 12 of 27 EXHIBIT A City of Napa Hired - Regular Full-Time Employees Hired - Regular Full-Time Employees 2017 vs. 2018 70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% • • 11 11 Female Male Asian Black or Hispanic or Multi-Ethnic Native Native White African Latino or Other American or Hawaiian or American Alaskan Native Pacific Islander ■2017 ■2018 Hired - Regular Full-Time Employees Native Black or Multi- American Native Female Male Asian African Hispanic Ethnic or or Hawaiian White American or Latino or Pacific Other Alaskan Native Islander 2017 45.00% 55.00% 5.45% 5.45% 23.64% 7.27% 0.00% 0.00% 58.18% 2018 36.17% 63.83% 2.13% 2.13% 40.43% 8.51% 0.00% 0.00% 46.80% R2019-065 Page 11 of 12 Page 13 of 27 EXHIBIT A City of Napa Promotions - Regular Full-Time Employees Promotions - Regular Full-Time Employees 2018 80.00% 70.00% 60.00% 50.00% 40.00% 20.00% 10.00% 0.00% I - - 30.00% Female Male Asian Black or Hispanic or Multi-Ethnic Native Native White African Latino or Other American or Hawaiian or American Alaskan Native Pacific Islander Promotions - Regular Full-Time Employees Native Black or Multi- American Native Female Male Asian African Hispanic Ethnic or or Hawaiian White American or Latino or Pacific Other Alaskan Native Islander 2018 48.72% 51.28% 5.13% 0.00% 23.08% 2.56% 2.56% 0.00% 66.67% R2019-065 Page 12 of 12 Page 14 of 27 EXHIBIT B r' aili ,tilit, e-444IS , ...,, i iiiamisiii:. g f.•.4. CITY OF '� NAPA . - . i.::7 _ _. - fi ',`. ^• iel IT I - • '_ raj .: _ C I• i _ f • - re • i 1 : r fal � I ## A . 1 1 . - 4 r j, Equity & Inclusion Plan June 18, 2019 • jl fr ! :T ' aft; t :0 t A' EXHIBIT B 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 exemplifies the stated values 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. Page 2of13 CITY of Page 16 o NAPA 2018 GthY?? J4chieved • Completed 65 competency-based recruitments for full-time classified positions, which resulted in quality hires based upon job requirements. • Implemented an augmented writing platform, Textio, in order to create more inclusive job posts and improve the diversity of our candidate pool. • Enhanced transparency of full-time and part-time job postings to better market our roles and clarify culture fit, as well as detailing the selection process; assessing possible written or implied biases. • Revamped the New Hire Orientation and completed the implementation of our paperless Onboarding system, which enabled us to focus creating a positive first-day experience. • Performance Development pilot program received positive feedback from various department heads, employees, and bargaining units. Taking a more ongoing, qualitative approach to performance feedback will be facilitated by an integrated web-based tool. • Management University graduated 20 City employees, and our new Training & Development calendar is based on the most popular course offerings. • Delivered Citywide Harassment Prevention Workshop trainings in English and Spanish. • Updated our Prevention of Harassment, Discrimination, Abusive Conduct and Retaliation Regulation. • Established new Administrative Regulations on Gender Inclusion, Lactation Accommodation, Mandated Reporting, and Nepotism. R2019-065 Page 3 of 13 c i i v o Page 17o NAPA 1110 EXHIBIT B Objective 1 Enhance inclusion, communication, recognition and strive for continuous improvement. ■ Continue to review policies, rules and A Charter language to identify, examine and Y� "` address institutional implicit bias. r,_ v • Conduct "stay interviews" to better . 6.:..„.t.. 4 understand the needs and values of employees, and create an action plan to retain talent. 'p ■ Collaborate with departments to develop , , workforce succession plans to maximize diversity of talent and resources. . Ilt ®i, R2019-065 Page4of13 CITY of Page 18o' NAPA EXHIBIT B Objective 2 Develop awareness on ethnicity and equity. 0 • Provide training to management and • ---- employees regarding individual and .-� � "' �"` __ (f) institutional implicit/explicit biases; implement 'tji,4ri ;I1i ="" tools to normalize, operationalize and organize pl : t .z.- ft c a y the City's culture/infrastructure to support oi ' s • �-- U1 inclusion. :zs. 11 lar. V VS Solicit diversity champions to promote a culture _« ��,,,,,, of Inclusion . la" "'r.- 4. • Provide opportunities for ongoing dialogue to continuously address policies, practices and culture norms that are barriers to inclusivity. Focus on normalizing conversations regarding equity. ,,,;IZF R2019-065 Page 5 of 13 C I T V o f Page 190 NAPA Objective 3 - rc; \ i , t( e Th _ 7-0 i'7 , 'W\R-1 'er,t, , 0 0 Integrate new tools and Experience-1 10.‘\‘‘ technology to increase the Skip INTERVIEYV C) .0 i S .00‘‘ 1 ' )quality and diversity of our Tale(It ,e.---.1 applicants. p ® ® Q V0C ,\ N_i I.4 - --�5 3°�Beneflt5kfi) 6■ Levera e the use of Textio to '� ��P�IcaTlor au ment Job postin s and � � Cand.dA+eSaa„, e)„nu5 generate a more diverse Or candidate pool. �: F ` ir-4., . ' , ,,,...2., if gi , , • • Implement Targeted Selection P i;\ 41t . in all recruitments, including ' M ofti 4 • Part-Time and Seasonal positions. w,..... . .,', r .� 4 • Conduct Quarterly Recruiting �...— Metric Reviews to evaluate .- h — recruitment pipeline performance and recognize ®i..;. key trends in our recruitment R2019-065 Page 6 of 13 CITY o f metrics. Page 20o' EXHIBIT B Enhancing the CityNapao Employment Brand Talented employees reflecting the community IA - a A ear, V---1':CI j * 1 1 .1V° ' ' t . k ' il..,', Tk 1 -.— . ' / , 1 - a '1 11 iv- i ' 1 - ,., , 44111 1 "4 il. CITY OF , ,- / .. 'It& .. NAPANu age 21 of 27 EXHIBIT B Moving Forward - Attraction (")textio Export library Analytics Ne•.v import Ex rt Link Delete Um.o Document Anal t¢s M1• Office Assistant 84 Textio Score Strong Job post for an Administrative role in Napa Draft Shared By MJ Tueros Neutral tone The City of Napa Human Resources Department is looking for you,a dynamic V ilmm professional with incredible customer service skills and the ability to serve the Finished by MJ Tueros public in a positive and professional manner. You love interacting with all January 24th.2019 with a Textio members of our Napa community and pride yourself on your empathetic Score of 84 and a neutral tone. assistance to others. The header and footer of this Job post has changed since it was You enjoy providing administrative support for our department,which may finished. include receptionist duties,typing,processing,recordkeeping,filing,reporting, Copy to clipboard and other related work/special projects as assigned.In addition to meeting the for use in your other apps qualifications listed below,you will have shown success in demonstrating: Reuse this text in a new job post • Customer Service-Provides excellent service to ensure a positive experience for both internal and external customers. Export to a file on your computer or Dropbox • Communication-Conveys clear,concise,and transparent messaging in the appropriate manner. Tert.o i5 cur.er,. w'rtm.!m 135.442 • Attention to Detail-Follows procedures, ensures high-quality output, Administrative Jon p. California and takes action. • Initiative-Responds quickly,takes independent action,and goes above and beyond. calk R2019-065 Page 8 of 13 c l T y o f Page 22o• NAPA EXHIBIT B Moving Forward - Recruitment & Selection Competency-based Job-related behaviors Consistent interview experience Reduce bias ) > < 14 ' i j Gain multiple perspectives Legally defensible Promotes positive candidate experience Zie:F R2019-065 Page 9 of 13 C I T V o f Page 23 o' N Q pA EXHIBIT B Moving Forward - Performance Development Employee Performance Setf-Evaluation PERFORMANCE REVIEW rune performance review proceaa la designed to sestet you and your manager in aligning expectations and Ernpkrfee Name: Depar'rnentiDmsirxt: accompllening goat°and objective°throughout the performance year.Completing trite form and snaring It with your aupervlsor will help make your performance dlecueeton more productive and assure your Supervisor: Dale Range viewpoints are coneloerea.Th.s roar s Orovdeo or reetloacb on!y and whit nor be lncruded In your ` enp,oyee rife. Key Accomplishments :Summary of goals.accomplished dumy the perlormance year t Lwocree your key accomplishments dumg the performance penod. Goals Include 1 Sc 5 SMART{Sctecdic,Measurable,Atonable.Relevant.Timely)goals far the neat evaluation penod. 2. Suggest at least two competency strengths and Au opportunities for devetiFriient Competencies are identified by Ice group.Describe how you have demonstrated your competency strengths by providing examples.Briefly describe the SQuatA7MaSlr,your acitcat and the r outs.Chic HERE for competencies and defirieons. Competency Aesesetnent Provide at east 2 cernpetercy strengths and 2 areas fix development for the corning year.Po ode a e np lees,lei eragtng ltiE&nptto}nee Feet bat:.e Fcr'n managers alse'Vattdn and hiterriaGexfernaf cAtorrer reecoack IUr each area sere led.Click HERE far competencies and defnitions. Strengths: J. Suggest trr_x three perlerma ce grads you would like to pursue dunng tie next performance appraisal period that align rem*with City's vision and niissim.utilize SMART when pce bie SpecAk.Measureas.e, A taklabIe.Releveflf and finery to achieve perfomance goaks,ob,rechves,expected outcomes and smicess Areas for Development: ineasurements at miestmes Training/Professional Development Goats 4. If you would like a career development discussion suggest a few career development goals to discuss during the review process / R2019-065 Page 10 of 13 CITY OF N A PA Page 24 0' EXHIBIT B Moving Forward — Training & Development 11.%StsTraining & Development 't, Calendar 2019 rz„,„„.. CITY or NAPA COURSE LIST To sign up. employees must receive Supervisor or Manager approval prior to attending training. Simply email HR(thcityofnapa.orq with your request after receiving your Supervisor/Manager's approval and cc your Supervisor/Manager. The HR Team requests that you ensure commitment to the date and time prior to enrollment. All training classes will be held at the HR Annex, located at 1541 21° Street and will take place from 9:00am — 12:00pm (unless otherwise indicated). Check the attached calendar for upcoming training dates. General Courses • Building and Sustaining Trust (3-hours): April What does trust have to do with business success's Everything Trust is directly linked to employee engagement, retention. productivity and innovation. Leaders who demonstrate trust and trustworthiness inspire higher levels of performance and commitment to team and organizational success. This course introduces Trust Builders. actions R2019-065 Page 11 of 13 CITY Or NAPA Page 25 o• EXHIBIT B 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 experiences, perspectives, skills and ideas, we will maximize opportunities to discover and leverage our talents to benefit the residents we serve. R2019-065 Page 12 of 13 Page 26 o' c N i T Qv PQ EXHIBIT B 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. R2019-065 Page 13 of 13 C I T Y o f Page 27 o NAPA