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Home My Public Portal AboutR2021-103 RESOLUTION R2021-103 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF NAPA, STATE OF CALIFORNIA, APPROVING THE 2020 EQUAL EMPLOYMENT OPPORTUNITY ANNUAL REPORT, AND APPROVING THE 2021 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 2020 Equal Opportunity Report, and 2021 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 2021 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 2020 Equal Employment Opportunity Annual Report as set forth in the staff report to which this resolution is attached along with the Utilization Analysis, attached hereto as Exhibit"A," and incorporated herein by reference. 2. The City Council hereby approves the 2021 Equity and Inclusion Plan, attached hereto as Exhibit "B," and incorporated herein by reference. R2021-103 Page 1 of 2 October 19,2021 Page 1 of 29 3. The City Council hereby directs the City Manager to designate the 2021 Equity and Inclusion Plan as a City Council Policy Resolution. The City Council hereby directs the City Clerk to organize and publish the 2021 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 19th day of October 2021 , by the following vote: AYES: Luros, Narvaez, Painter, Alessio, Sedgley NOES: None ABSENT: None ABSTAIN: None ATTEST: Tiffany Carranza City Clerk Approved as to form: Michael W. Barrett City Attorney R2021-103 Page 2 of 2 October 19,2021 Page 2 of 29 City of Napa EXHIBIT A Utilization Analysis Job Group: 01-Officials Administrators Total Employees: 30 Native Native Black or Multi- HispanicMale Female Asian African American Hawaiian Ethnic or White American or Latino or Alaskan or Pacific Other Native Islander Employees(#) 24 6 _ 1 1 4 _ 0 0 0 24 Employees(%) 80.0% 20.0% 3.3% 3.3% 13.3% 0.0% 0.0% 0.0% 80.0% Availability(%) 73.0% 27.0% 5.0% 3.2% 9.0% 0.5% 0.10% 1.9% 80.3% >20%of highest selection category Yes No No Yes Yes * * * Yes 2019- Underutilization of Female. 2020- Underutilization of Female,Asian. 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. R2021-103 Page 1 of 12 Page 3 of 29 City of Napa Utilization Analysis Job Group: 02-Professionals Total Employees: 95 Native Native Black or Multi- HispanicMale Female Asian African American Hawaiian Ethnic or White American or Latino or Alaskan or Pacific Other Native Islander Employees (#) 57 38 5 1 13 2 0 3 71 Employees(%) 60.0% 40.0% 5.3% 1.1% 13.7% 2.1% 0.0% 3.2% 74.7% Availability (%) 62.6% 37.4% 12.4% 5.0% 11.2% 0.4% 0.02% 1.7% 69.3% I J >20%of highest selection category Yes Yes No No Yes * * Yes Yes 2019- Underutilization of Asian, Black or African American, Multi-Ethnic or Other. 2020- Underutilization of Asian, Black or African American. R2021-103 Page 2 of 12 Page 4 of 29 City of Napa Utilization Analysis Job Group: 03 -Technicians Total Employees: 56 Native Native Black or Multi- Hispanic American Hawaiian Male Female Asian African Ethnic or White or Latino or Alaskan or Pacific American Other Native Islander Employees (#) 30 26 3 2 15 0 0 2 34 Employees(%) 53.6% 46.4% 5.4% 3.6% 26.8% 0.0% 0.0% 3.6% 60.7% Availability(%) 59.6% 40.4% 10.8% 4.3% 16.7% 0.3% 0.04% 2.9% 65.0% >20% of highest selection category Yes Yes No Yes Yes * * Yes Yes 2019 - Underutilization of Asian and Black or African American. 2020 - Underutilization of Asian. R2021-103 Page 3 of 12 Page 5 of 29 City of Napa Utilization Analysis Job Group: 04- Protective Service Workers Total Employees: 90 Native Native Black or Multi- Hispanic American Hawaiian Male Female Asian African Ethnic or White or Latino or Alaskan or Pacific American Other Native Islander Employees (#) 85 5 1 3 21 2 0 1 62 Employees(%) 94.4% 5.6% 1.1% 3.3% 23.3% 2.2% 0.0% 1.1% 68.9% Availability (%) 93.9% 6.1% 7.2% 7.5% 19.7% 0.5% 0.04% 0.1% 65.0% >20%of highest selection category Yes Yes No No Yes * * * Yes 2019- Underutilization of Asian, Black or African American. 2020- Underutilization of Asian, Black or African American. R2021-103 Page 4 of 12 Page 6 of 29 City of Napa Utilization Analysis Job Group: 05 - Paraprofessionals Total Employees: 8 Native Native Black or Multi- Hispanic American Hawaiian Male Female Asian African Ethnic or White or Latino or Alaskan or Pacific American Other Native Islander Employees(#) 3 5 0 0 3 0 0 0 5 Employees(%) 37.5% 62.5% 0.0% 0.0% 37.5% 0.0% 0.0% 0.0% 62.5% Availability(%) 58.0% 42.0% 6.9% 1.6% 9.6% 2.4% 0.04% 3.7% 75.8% I >20% of highest selection category No Yes No No Yes No * No Yes 2019 - Underutilization of Asian, Native American or Alaskan Native, Multi-Ethnic or Other. 2020- Underutilization of Male, Asian, Black or African Amarican, Native American or Alaskan Native, Multi-Ethnic or Other. R2021-103 Page 5 of 12 Page 7 of 29 City of Napa Utilization Analysis Job Group: 06- Administrative Support Total Employees: 57 Native Native Black or Multi- Hispanic American Hawaiian Male Female Asian African Ethnic or White or Latino or Alaskan or Pacific American Other Native Islander Employees(#) 3 54 0 0 16 1 0 3 37 Employees(%) 5.3% 94.7% 0.0% 0.0% 28.1% 1.8% 0.0% 5.3% 64.9% Availability(%) 19.8% 80.2% 5.0% 3.2% 17.8% 0.2% 0.04% 5.1% 68.7% 1 , >20%of highest selection category No Yes No No Yes * * Yes Yes 2019 - Underutilization of Male,Asian, Black or African American. 2020- Underutilization of Male,Asian, Black or African American. R2021-103 Page 6 of 12 Page 8 of 29 City of Napa Utilization Analysis Job Group: 07- Skilled Craft Worker Total Employees: 40 Native Native Black or Multi- HispanicMale Female Asian African American Hawaiian Ethnic or White American or Latino or Alaskan or Pacific Other Native Islander Employees(#) 40 0 0 0 11 0 0 1 28 Employees (%) 100.0% 0.0% 0.0% 0.0% 27.5% 0.0% 0.0% 2.5% 70.0% Availability(%) 94.3% 5.7% 4.3% 4.8% 33.7% 0.8% 0.03% 2.8% 53.6% >20% of highest selection category Yes No No No Yes * * Yes Yes 2019 - Underutilization of Female, Black or African American, Hispanic or Latino, Multi-Ethnic or Other. 2020- Underutilization of Female,Asian, Black or African American. R2021-103 Page 7 of 12 Page 9 of 29 City of Napa Utilization Analysis Job Group: 08 - Service Maintenance Total Employees: 47 Native Native Black or Multi- Hispanic American Hawaiian Male Female Asian African Ethnic or White or Latino or Alaskan or Pacific American Other Native Islander Employees(#) 44 3 2 0 16 0 0 1 28 Employees (%) 93.6% 6.4% 4.3% 0.0% 34.0% 0.0% 0.0% 2.1% 59.6% Availability(%) 82.3% 17.7% 3.4% 7.1% 39.9% 0.2% 0.01% 2.3% 47.1% I I >20% of highest selection category Yes No Yes No Yes * * Yes Yes 2019- Underutilization of Female, Black or African American and Multi-Ethnic or Other. 2020- Underutilization of Female, Black or African American. R2021-103 Page 8 of 12 Page 10 of 29 Job Applicants 70.00% 60.00% 50.00% 40.00% 30.00% 20.00% b ii II 10.00% ■. ■■ -- .. 0.00% aye a\e rep .moo `ao ao �°e • aec res we e�. O� \6 ec` P4 �'D \ate p� �r a e P L- s•\o \c, �r� ate\ °ate \a5 ac. �r� ,° s(s'5'� P`� o�P ore \� c ■2019 ■2020 Black or Native Native Multi- Nonbinary Hispanic or Male Female African Asian American or Hawaiian or Ethnic or White /Other Latino American Alaskan Native Pacific Islander Other 2019 56.90% 43.10% - 27.50% 8.70% 8.60% 0.60% 1.40% 10.60% 42.60% 2020 58.71% 38.26% 0.30% 30.11% 7.60% 8.07% 0.66% 1.05% 10.52% 42.09% *Not Answered=2.73% R2021-103 Page 9 of 12 Page 11 of 29 Job Applicants 80.00% 70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% Under 40 Over 40 I do not wish to disclose Not Answered ■2019 ■ 2020 I do not Under 40 Over 40 wish to Not Answered disclose 2019 - - - 2020 71.46% 20.33% 7.13% 1.07% R2021-103 Page 10 of 12 Page 12 of 29 Hired - Regular Full-Time Employees 80.00% 70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% II II0.00% • •■ Male Female Hispanic or Black or Asian Native Native Multi-Ethnic White Latino African American or Hawaiian or or Other American Alaskan Pacific Native Islander ■2019 ■2020 Hired - Regular Full-Time Employees Black or Native Native Multi- Hispanic or American or Hawaiian or Male Female African Asian 1 Ethnic or White Latino Alaskan Pacific American Other Native Islander 2019 67.30% 32.70% 27.00% 6.00% 8.00% 0.00% 0.00% 3.80% 55.70% 2020 66.67% 33.33% 25.93% 14.81% 7.41% 0.00% 0.00% 0.00% 51.85% R2021-103 Page 11 of 12 Page 13 of 29 Promotions - Regular Full-Time Employees 70.00% 60.00% 50.00% 40.00% 30.00% 11 20.00% 10.00% 0.00% = OM •MI Male Female Hispanic or Black or African Asian Native Native Multi-Ethnic or White Latino American American or Hawaiian or Other Alaskan Native Pacific Islander ■2019 ■2020 Promotions- Regular Full-Time Employees Native Native Black or Multi- Hispanic or American or Hawaiian or Male Female African Asian Ethnic or White Latino Alaskan Pacific American Other Native Islander 2019 45.80% 54.20% 31.30% 0.00% 2.50% 0.00% 0.00% 6.20% 60.00% 2020 52.63% 47.37% 39.47% 0.00% 0.00% 2.64% 0.00% 5.26% 52.63% R2021-103 Page 12 of 12 Page 14 of 29 EXHIBIT B $ ‘ . lall°11111.1 7i � #' •.. is — CITY OF -,.` NAPA r` , r - di - • } Ow - 7 . 4( ;00 ; I 4 IF liiii. I ,. 110 4. gad A,Azatiiii_ Equity & Inclusion Plan 2021 WI ... rr Ilt :Ittiritabottittp • 4 , 12I 1-10 ,. ' �� Page 1 of 15, air ; � ;., Page 15 of 29 - di • .�✓' 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 g Y com p 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. CITY O Page 2 of 15 N A PA Page 16 o' 2020 Goals Achieved • Adapted HR operations to meet the ongoing challenges of COVID-19. • Increased remote technology use for key HR functions, including recruitment, onboarding, and training. • Completed 64 competency-based recruitments for full-time & part-time positions. • Reduced the potential for bias during the application screening process. • Increased diversity of interview panelists, including more panelists from underrepresented backgrounds and minority genders. • Established the core elements, communication strategy, and implementation timeline for multi-year Diversity, Equity, & Inclusion training program. • Implemented electronic employment forms (Eforms) platform. • Delivered web-based 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 Care ::- Leave Pregnancy DisabilityLeave and Lactation Accommodation. g Y f Page 3 of 15 N A PoA Page 17 0' Enhancing the City of Napa Employment Brand Talented employees reflecting the community aI __ iti s • Or . rhA'' -*'• r1811:•‘' • .. . 111:,,,-%4&-livt_ ' l‘12., ll'.: ‘i . - 11 - ''*- --- 1°21.111111N1 ;feill - : Art orr . , , . ......,, „ ,i, it.:,. . ,,,,, .. 4 CITY OF , .... . [I .... ..„, "•`.4 I t • A 11' 'AL.,- i N A PA Inclusive Recruiting Equipment Mechanic (Journey) 91 Textio Score Very Strong Job post for a Maintenance role in Napa Publish By Gabrielle Petersen Slightly feminine tone Are you looking to grow your experience and skills with a local government mmmro.tl agency? Are you collaborative and hardworking in all that you do? If so, then Appeals to people of all ages apply to be the next Equipment Mechanic (Journey) for the City of Napa's t• Fleet Crew! The Public Works Maintenance Division is responsible foi operating and 2os 3os lOs 50s 60= maintaining a wide range of City facilities. The Fleet Team works in our • Buyer - Utilities 90 Textio Score 7 Very Strong Job post for a Government role in Napa Publish -• Finished By Gabrielle Petersen Neutral tone Do you have a passiot, for all-things purchasing? Are you eager to learn and Y$ i support a new, dynamic department? Has your collaborative work style Appeals to people of all ages allowed you to bring value that has made a positive impact on your team? Then apply to become the next Buyer! ' Page5of15 ge%° Page 19 of 29 Overall Textio Score vs. competition Textio has analyzed the 153 job posts in your team's Textio Document Library, most of which are for Government, Maintenance. and Administrative 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. 25% 18% 12% Above Average 2% 2°%a 6% 7 0% Overall Textio Score .A 0 70 100 Starbucks Corporation 94 Your team Marriott International. Inc. Bank of America Corporation Amazon.com, Inc. Eli Goo& Page 6 of 15 48 Page 20 of 29 Overall tone vs. competition Neutral a1% 1% Overall tone Masculine Feminine Starbucks Corporation Marriott International, Inc. Bank of America Corporation46 Your team Google Amazon.corn, Inc. MOW Page 7 of 15 Page 21 of 29 Change in Applicant Demographics Job Applicants by Age - 2020 80% 70% 60% 50% 40% 30% 20% 10% 0% UNDER 40 OVER 40 I DO NOT WISH TO NOT ANSWERED DISCLOSE ■% of Job Applicants �i•��, CITY OF Page 8 of 15 N A pA Page 22 0• Inclusive Training DIVERSITY&INCLUSION DIVERSITY&INCLUSION DIVERSITY&INCLUSION DIVERSITY&INCLUSION C.A.R.E. About Implicit Diversity Toolkit: The Diversity Uncovered Diversity, Respect, and Bias Inclusion-Exclusion C... Legal Compliance — t... Q 03H OOM O 00H 20M O OOH 08M O OOH 09M Q CLASSROOM a: PRE-BUILT ONLINE ,,, PRE-BUILT ONLINE ,,, PRE-BUILT ONLINE Enroll Enroll View passes Not Started Enroll DIVERSITY&INCLUSION DIVERSITY&INCLUSION DIVERSITY&INCLUSION DIVERSITY&INCLUSION Do Better Together: Inclusion and Respect at Work: Unconscious Bias for How Leaders Can Belonging Diversity Employees Support Social Chang... Q 00H 30M O 001-I 08M O 00H 30M O 01H OOM * PRE-BUILT ONLINE t) PRE-BUILT ONLINE ,,, PRE-BUILT ONLINE t„ THIRD PARTY ONLINE Go to Course Enroll Enroll Self-Enrollment Not Available emtrain® rgba DIVERSITY&INCLUSION DIVERSITY&INCLUSION diai ..i Understanding Gender Using Proper Pronouns and Gender Identity O OOH 10M CITY OF Page 9 of 15 N A PA () 00H 05M Page 23 0 DEI (Year- i ) T! rneline . _ , .. . : _ _ i . :. ,.. .... :::„ r.. ..r L; - -. - DEI Foundations Trainingfor - DEI employee online trainingz . Executive Team (ET) self-registration (close) - DEI 1:1 Coaching Sessions (ET) - DEI survey (close) r - + July 1st - 15th August 1st - 13th nt - . -s -...�` tp as -er lit July 16th - 31st Sep. 1st - Oct. 1st �` ' - Citywide DEI All-Hands (7/29) 4 - DEI employee online training '1 , 014 r • - DEI employee online trainingsessions (9/1 - 10/1) }#, ,.- . . self-registration (open) > 3-hour per session .• ,-.y - DEI survey (open)wF. > 35 employees per session la zir ..... ' . , 4„. , ,1 { P ge Diversity, Equity & Inclusion Training pip Diversity Uncovered An awareness-building training to CircleU . .. uncover conscious and unconscious Education discrimination and learn tools to interrupt stereotypes, microaggressions, and implicit bias CITY OF Page 11 of 15 N q PA Page 25 o Objectives for 2021 1) 100% completion of DEI Year-1 INCLUSION Thoughts, ideas and training for all employees. perspectives of all individuals matter 2) Continue community outreach efforts, similar to Police Chief Over saturation The dominant group Community Engagement process. of similarity, or ideology is homogeneous deferred to for culture,and decision making, simplified points opportunities and 3) Integrate new ERP with HRIS to of view BELONGING promotions An org that engages full improve tracking of workforce potential of the individual, where innovation thrives, diversity. and views,beliefs and values are integrated EQUITY DIVERSITY 4) Update EEO reporting data with Constantly and Multiple identities official 2020 Census data. consistently recognizing Culture assimilation represented in an and redistributing power results in organization • disengagement and low retention 5) Quarterly updates on progress and key accomplishments. CITY OF Page 12 of 15 N A PA Page 26 o• Cityof Napa Employee Diversity City of Napa Avail. Workforce FT Employees Ethnicity % % Native American 0.20% 1 .65% Asian/ Pacific Islander 2.70% 2.60% Black/ African American 0.80% 1 .42% Hispanic/ Latinx 39.70% 23.40% Other/ Multi-Ethnic 2.40% 2.60% White 54.20% 68.32% ;i" CITY OF Page 13 of 15 N g pq Page 27 0' 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. CITY OF Page 14 of 15 N A PA Page 28 0" 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 developmen programs. T� of Page 15 of 15 N A PA Page 29 o