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Home My Public Portal AboutResolution - 74-09- 19740424 - Adopt Affirmation ActionRESOLUTION NO. 74-9 RESOLUTION ADOPTING AFFIRMATIVE ACTION PROGRAM OF THE MIDPENINSULA REGIONAL PARK DISTRICT. The Board of Directors of the Midpeninsula .Regional Park District does resolve that the "Affirmative Action Program of the Midpeninsula Regional Park District," a copy of which is affixed hereto and by reference made a part hereof, is hereby adopted as such affirmative action program for the District. * * * * * * * * * * * * * * * * * * * SOLUTION NO. 74-9 PASSED AND ADOPTED by the Board of Directors of the Midpeninsula Regional Park District on April 24 at a regular meeting thereof., by: the following vote: AYES: Condron, Duffy, Hanko, Wendin NOES: None ABSTAIN: None. ABSENT: Peters ATTEST: APPROVED: 19 74 wt./ President, Board of Dir o s I, the Secretary of . the Midpeninsula Regional Park District, hereby., certify that the above is a true and correct copy of a resolu- tion duly adopted by .the Board of Directors of the District by the above vote at a meeting thereof duly held and called on the above date. Secretary R-74-11 (Agenda Item No. 7, Meeting 74-8) MIDPENINSULA REGIONAL PARK DISTRICT April 11, 1974 Report To: Board of Directors From: H. Grench, General Manager Subject: Resolution Adopting Affirmative Action Program of the Midpeninsula Regional Park District Background: In a memorandum of May 17, 1973 entitled "Resolution Stating that MRPD is an Equal Opportunity Employer" I mentioned that an Affirmative Action Program would probably be required at some future time. This program would be the extension and implementation of the above June 13, 1973 Resolution (No.73-17).. Following the recommendation in my report (R-74-9) of March 25, 1974, on Procedures for Grant Applications, the Board directed staff to report on Affirmative Action Program requirements on April 10, 1974. A memorandum (M-74-49), dated April 4, 1974, on Affirmative Action Program Requirements was considered by the Board on April 10, and the Board directed the General Manager to prepare an Affirmative Action Program and resolution of adoption for consideration on April 24, 1974. This is the content of the present report. Discussion: The objective of an Affirmative Action Program is to provide employment opportunity "without regard to race, color, religion, sex, or national origin." The Program itself must consist of a set of procedures which eliminate overt and subvert discrim- ination, ferret out hidden discriminatory practices., and seek to correct the imbalance caused by past practices. Consideration of the Office of Federal Contract Compliance Affirmative Action Guidelines indicates that they were developed for agencies having considerably larger staffs than does the MRPD. For example, they anticipate a personnel department. Nonetheless, the recommended Affirmative Action Program,_ which is Exhibit A of the attached resolution of adoption, does follow the Guidelines. The breadth of the Program is consonant with the anticipated staff level and structure for the MRPD. The District actually appears to be exempt from the requirement of having a Program, since it employs less then 50 persons. However, it is my opinion after discussions with State officials that rather than attempting to show an exemption whenever a federal grant application is made, it is easier to adopt a Program. Furthermore, it is my view that as a public agency the District has an obligation to implement Affirmative Action, regardless of the possible legal exemption. Recommendation: It is recommended that the Board of Directors pass the attached Resolution Adopting Affirmative Action Program of the Midpeninsula Regional Park District. /41"1 �°t1 Exhibit A Affirmative Action Program of the Midpeninsula Regional Park District Purpose: The purpose of the Affirmative Action Program is to provide employment opportunity without regard to race, color, religion, sex, or national origin, except where sex is a bona fide occu- pational qualification. A copy of the Resolution stating that the Midpeninsula Regional Park District is an Equal Opportunity Employer, which was adopted on June 13, 1973 by the Board of Directors, is attached. Policies: (1) The General Manager is personally committed to Affirmative Action. He is responsible for the Program, including reporting and monitoring. (2) Decisions on employment shall be based upon furthering the principle of equal employment opportunity. (3) Promotional decisions shall be in accord with principles of equal employment'opportunity. (4) All personnel actions such as compensation, benefits, personal time -off, etc. will be administered without regard to race, color, religion, sex, or national origin. Workforce Analysis: Table I shows the analysis of the workforce as of April 11, 1974. The numbers of part-time employees are shown in,parentheses. A summary of the table indicates that 60% of the total number of employees, 33% of the full-time employees, and 83% of the part-time employees are female. There are at present no minority employees. page A-2 Table I. WORKFORCE ANALYSIS Male and Female Job Classification Hourly Male Female Black Spanish- American Oriental Rate Surnamed Indian American Clerk - Typist $ 3.00 0 (2) Planning Aide 3.50 0 (1) Accounting Technican 4.20 0 (1) Administrative Secretary 4.28 0 1,(1) Controller 8.00 (1) 0 Assistant General Manager 9.15 1 0 General Manager 12.50 1 0 2,(1) 1,(5) page A-3 Utilization of Minorities and Women: Table II shows the minority population in the labor area. The labor area is taken to include all planning areas for the 1970 Census which overlap the boundaries of the MRPD. Note that about 12% of the population consists of minority persons. The total unemployment force in the labor area appears to be sufficient to fill vacancies at any position. The minority unemployment force is larger percentagewise but, of course, smaller in absolute numbers than the majority force. There should be sufficient numbers in the total minority force with requisite skills to fill all positions, but the general avail- ability of these persons is not expected to be great except at the lower classifications. Although no minority persons are presently in the organization, there could be opportunity for upward advancement as they were hired. For example, a person hiring in at the Clerk - Typist level could be trained in-house and perhaps through local college programs to become qualified at an Administrative level, namely, the Administrative Secretary position. The expected small number and turn -over of employees in the MRPD will cause this to happen over an extended period of time. Another hinder- ing factor is that, unlike a large organization, the District has positions with quite dissimilar duties and qualifications. Since the profile of women in the workforce is about 25%, the District is doing well in the percentage of employees who are women. There should be sufficient numbers in the total work- force of women who have requisite skills to fill all positions. However, the general availability of these persons is not expected to be great at the highest job classifications. There will be opportunities for promotion within the organization, as explained above, but the same difficulties alluded to above persist for all employees, including women, minority, and majority workers. page A-4 Table II. MINORITY POPULATION Percentage Minority Number Minority Planning Area Total Spanish- Black Other Spanish- Black Other Pop. American Surnamed American Los Gatos 47,186 6.2 0.3 1.7 2,926 142 802 Saratoga 27,840 5.3 0.2 1.9 1,476 56 529 Cupertino 90,615 8.1 0.4 3.4 7,340 362 3,081 Sunnyvale 69,417 15.7 0.9 5.3 10,898 625 3,679 Mt. View -Los Altos 75,644 10.0 0.9 4.8 756 681 3,631 Palo Alto 68,056 6.0 2.5 4.7 4,083 1,701 4,199 Los Altos Hills 11,222 2.3 0.5 1.5 258 56 168 Lexington 2,829 8.3 0.4 1.9 235 11 54 329,809 27,97.2 3,634 16,143 Ref: INFO 468 7.1% 0.9% 4.1% page A-5 Establishment of Goals and Timetables: Since the organization is small, and little expansion is contem- plated in the foreseeable future, it is difficult to set definite goals and timetables for Affirmative Action. Nonetheless, certain significant, measurable, and attainable goals are hereby set forth: (1) At least one minority person should be hired in the next four positions which are filled. This hiring is expected to take place within the next two years. If the next additional full-time employee hired were a minority person, then 25% of the full-time employees would be minority individuals, a factor of two greater than the minority population in the labor area. (2) Within the next two years a woman or minority person should move into an Administrative position in the organization. This could be done either by upward movement of an existing employee or through a new -hire.