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HomeMy Public PortalAboutR2020-110 RESOLUTION R2020-110 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF NAPA, STATE OF CALIFORNIA, APPROVING THE 2019 EQUAL EMPLOYMENT OPPORTUNITY ANNUAL REPORT, AND APPROVING THE 2020 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 2019 Equal Opportunity Report, and 2020 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 2020 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 2019 Equal Employment Opportunity Annual Report, which includes the summary documented in the Staff Report from the Acting Human Resources Director to the City Council dated September 1, 2020, as well as the Utilization Analysis attached hereto as Exhibit "A," and incorporated herein by reference. 2. The City Council hereby approves the 2020 Equity and Inclusion Plan, attached hereto as Exhibit "B," and incorporated herein by reference. R2020-110 Page 1 of 2 September 1,2020 Page 1 of 16 3. The City Council hereby directs the City Manager to designate the 2020 Equity and Inclusion Plan as a City Council Policy Resolution. The City Council hereby directs the City Clerk to organize and publish the 2020 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 1st day of September, 2020, by the following vote: AYES: Luros, Sedgley, Alessio, Gentry, Techel NOES: None ABSENT: None ABSTAIN: None ATTEST: jik4 Tiff ny Carr za City Clerk Approved as to form: /79'‘' :F' Michael W. Barrett City Attorney R2020-110 Page 2 of 2 September 1,2020 Page 2 of 16 EXHIBIT A City of Napa Utilization Analysis Job Group: 01-Officials Administrators Total Employees: 37 Native Native Multi- Black or Hispanic American Hawaiian Ethnic Male Female White or Latino African Asian or Alaskan or Pacific or American Native Islander Other Employees(#) 30 7 3 2 3 0 0 0 29 Employees(%) 81 1% 18 9% 8.1% 5.4% , 8.1% 0.0% 0 0% 0.0% 78.4% Availability(%) 73.0% 27.0% 9.0% 3 2% 5.0% 0.5% 0.10% 1.9% 80.3% I 1 Meets 80/20 Rule Yes No Yes Yes Yes * * * Yes 2018-Underutilization of Female,Multi-Ethnic or Other 2019-Underutilization of Female. 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. R2020-110 Page 3 of 16 EXHIBIT B i - lall°111.11 . ,♦ > ',, __ems,_ CITY OF :_ NAPA '1i -, 11,,- r, ti . , ......, . ., f ��_w i hir1iiIt _ Equity & Inclusion Plan 2020 ( . . if _, . . _ ,_ , -if . I. t R2020-110 Page 1 of 13 0, . 1 0't f 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 A I hh) - 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. 4iS NAPA R2020-110 Page 2 of 13 Page 5 of 16 2019 Goals Achieved ■ Completed 99 competency-based recruitments for full-time classified positions, which resulted in quality hires based upon job requirements. ■ Created a paperless New Hire Orientation enabling us to focus creating a positive first-day experience. ■ Implemented a Performance Development pilot program with the Fire Department. Taking a more ongoing, qualitative approach to performance feedback will be facilitated by an integrated web-based tool. ■ Provided the entire workforce with a web-based learning and development platform. ■ Delivered Citywide Harassment Prevention trainings to all full-time and part-time employees. ■ Established and/or updated the following Administrative Regulations: Gender Inclusion, Employee Identification, Family and Medical Leave Act, Pregnancy Disability Leave and Lactation Accommodation. ■ Supported the organization in the E3 (Energized, Empowered and Engaged) Training. ■ Provided DISC profiles for departments and facilitated team building discussio® ■ Partnered with LGBTQ Connection to provide training throughout the City. NAPA R2020-110 Page 3 of 13 Page 6 of 16 Enhancing the City of Napa Employment Brand Talented employees reflecting the community a ail elp. IP 6 .4 . ..... - I-#LiVtili to I-)\ 'A '14\ ' ji * ita r , *If CITY OF410 ' i . NAPA R2020-11C Page 4 of13 Page 7 of 16 Moving Forward - Attraction New Import Export Link Delet, th,c urn ent library Analytres 8MJ• Office Assistant 84 Textia score Strong Job post for an Administrative rule in Napa Draft Shared finished By Ml Tuaros Neutral tone The City of Napa Human Resources Department is looking for you,a dynamic moil V *am professional with incredible customer service skills and the ability to serve the Finished by MI noires public in a positive and professional manner.You love interacting with all January 24th.2019 with a Texbo members of our Napa community and pride yourself on you'empathetic Score of 84 and a neutral tone assistance to others. The header and tooter 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,recordkeepurg,filing,reporting, and other related work/special projects as assigned.In addition to meeting the Copy to clipboard u d 'or use in your other apes qualifications listed below,you will have shown success in demonstrating: Rause this text in a new yob pont • Customer Service-Provides excellent service to ensure a positive on experience for both internal and external customers Export to•filo e, your computer or()mob. • Communication-Conveys cleat,concise,and transparent messaging in the appropriate manner. • Attention to Detail-Follows procedures,ensures high-quality output, Administrative al California and takes action •a • Initiative-Responds quickly,takes independent action,and goes above and beyond Illy P: NAPA R2020.110 Page 5 of 13 Page 8 of 16 Overall Textio Score vs. competition Textio has analyzed the 117 job posts in your team's Textio Document Library.most of which are for Government. Maintenance,and Sports/Recreation roles.The Textio Index tracks and compares the average scores of thousands of companies,including your own. Until competitors are predicted.your team will be compared to some well-known companies.You can always search for any company to see their results. 20% 1: 12% 8% • 3% Fair 1% 5% 0% Overall Textio Score 0 a� 0 64 100 Starbucks Corporation 84 Marriott International,Inc Your team Bank of America Corporation 57 Google 52 Amazon.com,Inc 48 ©Itys. N ci APA R2020-110 Page 6 of 13 Page 9 of 16 Overall tone vs. competition Neutral °,° 11111 Overall tone Masculine Feminine Marriott International.Inc. Your team • Starbucks Corporation • Bank of America Corporation • Google • Amazon.com.Inc. • �. or NAPA R2020-110 Page 7of13 Page 10of16 930 Textio Score Very Strong Neutral tone 'MB VIINEYour document Appeals to younger people doesn't appeal to people in their 30s e 20s 30s 40s 50s 60s • - r' Finished by Gabrielle Petersen ota'" February 20th.2020 with a k- nue Textio Score of 93. Copy to clipboard 20s 30s 40s for use in your other apes Reuse this text in a new job post Textio is currently comparing your ©i • writing to 142,757 recent �% Administrative job posts in California. N A PA R2020-110 Page 8 of 13 Page 11 of 16 Objectives for 2020 1) Integrate new tools and technology to increase the quality INCLUSION and diversity of our applicants. Thoughts,ideas and perspectives of all individuals matter 2) In partnership with operating departments, develop programs to enhance employee engagement Over saturation The dominant group of similarity, or ideology is and retention. ti homogeneous deferred to for ' culture,and decision making, 11 simplified points opportunities and of view BELONGING promotions 3) Increase training opportunities Anorg that engages fullpo / for all staff, with a focus on where innovation then ,, where thrives, and views,beliefs and professional development and values are integrated promoting from within whenever EQUITY DIVERSITY possible. Constantlyond Multiple identities consistently recognizing Culture assimilation represented in an and redistributing power results in organization disengagement and 4) Develop innovative and creative low retention strategies to improve recruitment of diverse candidates. 5 Quarterlyupdateson progress and key accomplishments. N A PA Izzo;,o-1 1s Page 9 of 13 Page 12 of 16 City of Napa Employee Diversity City of Napa Avail. Workforce FT Employees Ethnicity 0/0 Native American 0.20% 2.56% Asian/ Pacific Islander 2.70% 2.56% Black/African American 0.80% 1 .71 Hispanic/ Latinx 39.70% 21 .11 Other/ Multi-Ethnic 2.40% 2.35% White 54.20% 69.72% NAPA R2020-110 Page 10 of 13 Page 13 of 16 Diversity, Equity & Inclusion Training • Create multi-year, multi-phase training program • D, E,&I training for all employees • Partnership with local organizations • Employee Advisory Group • Topics may include: — Implicit Bias — Cultural Awareness & Celebrating Diversity — Racial Justice & Equality — LGBTQ+, Gender Identity & Equality a' — Age & Ability NADA R2020-110 P iga 11 it 1 3 Page 14 of 16 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 1111111111 experiences, perspectives, skills and ideas, we will maximize opportunities to discover and leverage our talents to benefit the residents we serve. *if s,JAPA R2020-110 Page12of13 Page15of16 The City of Napa is an Equal Opportunity Employer, and we believe that a diverse, equitable and inclusive workplace will maximize our talents to benefit the residents we serve. 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 developmenkF programs. NAPA R2020-110 Page 13 of 13 Page 16 of 16