HomeMy Public PortalAboutCC - RESO - R2023-125RESOLUTION R2023-125
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
NAPA, STATE OF CALIFORNIA, APPROVING THE 2022
EQUAL EMPLOYMENT OPPORTUNITY ANNUAL REPORT
AND APPROVING THE 2023 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 2022 Equal Opportunity Report, and 2023 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 2023 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 2022 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 2023 Equity and Inclusion Plan, attached
hereto as Exhibit "B," and incorporated herein by reference.
R2023-125 Page 1 of 2 November 7, 2023
3. The City Council hereby directs the City Manager to designate -the 2023 Equity
and Inclusion Plan as a City Council Policy Resolution. The City Council hereby
directs the City Clerk to organize and publish the 2023 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 71' day of
November, 2023, by the following vote:
AYES: Alessio, Luros, Narvaez, Painter, Sedgley
NOES: None
ABSENT: None
ABSTAIN: None
ATTEST: —rwrxolm*,�
Tiffany Carr nza
City Clerk
Approved as to form:
Michael W. Barrett
City Attorney
R2023-125 Page 2 of 2 November 7, 2023
Job Group:
Total Employees:
01- Officials - Administrators
19
EXHIBIT A
City of Napa
Utilization Analysis
Black/
Hispanic/
Native
Native
Multi-
Latinx/
American
Hawaiian
MaleNonbinary/
Female
Asian
African
Ethnic or
White
Other
American
Latine/
or Alaskan
or Pacific
Other
Latin o/a
( )
Native
Islander
Employees
8
11
0
1
1 0
2
0
0
1 1
15
Employees (%)
42.1%
57.9%
N/A
5.3%
0.0%
10.5%
0.0%
0.0%
5.3%
78.9%
Availability (%)
73.0%
27.0%
N/A
5.0%
3.2%
9.0%
0.5%
0.10%
1.9%
80.3%
>20% of highest selection category
No
Yes
N/A
Yes
No
Yes
*
*
Yes
Yes
!021- Underutilization of Male, Asian, Black, Hispanic.
!022 - Underutilization of Male, Black.
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.
R2023-125 Page 1 of 11
EXHIBIT A
City of Napa
Utilization Analysis
Job Group: 02 - Professionals
Total Employees: 103
Black/
Hispanic/
Native
Native
Multi-
Latinx/
American
Hawaiian
MaleNonbinary/
Female
Other
Asian
African
Latlne/
or Alaskan
or Pacific
Ethnic or
White
American
Latin o/a
( )
Native
Islander
Other
Employees (#)
67
36
0
12
1
20
2
0
3
65
Employees (%)
65.0%
35.0%
N/A
11.7%
1.0%
19.4%
1.9%
0.0%
2.9%
63.1%
Availability (%)
62.6%
37.4%
N/A
12.4%
5.0%
11.2%
0.4%
0.02%
1.7%
69.3%
>20% of highest selection category
Yes
Yes
N/A
Yes
No
Yes
Yes
*
Yes
Yes
2021- Underutilization of Asian, Black, Other.
2022 - Underutilization of Black.
Page 2 of 11
EXHIBIT A
City of Napa
Utilization Analysis
Job Group: 03 - Technicians
Total Employees: 87
Black/
Hispanic/
Native
Native
Multi-
Latinx/
American
Hawaiian
MaleNonbinary/
Female
Asian
African
Ethnic or
White
Other
American
Latine/
or Alaskan
or Pacific
Other
Latln o/a
( )
Native
Islander
Employees (#)
55
32
0
4
4
21
0
0
4
54
Employees (%)
63.2%
36.8%
N/A
4.6%
4.6%
24.1%
0.0%
0.0%
4.6%
62.1%
Availability (%)
59.6%
40.4%
N/A
10.8%
4.3%
16.7%
0.3%
0.04%
2.9%
65.0%
>20% of highest selection category
Yes
Yes
N/A
No
Yes
Yes
*
*
Yes
iiiiiiiiiiiiiiiiiiiiiim—
Yes
2021- Underutilization of Asian.
2022 - Underutilization of Asian.
Page 3 of 11
EXHIBIT A
City of Napa
Utilization Analysis
Job Group: 04 - Protective Service
Total Employees: 90
Mack/
Hispanic/
Native
Native
Multi -
Latina/
American
Hawaiian
r
Male
Male
Female
Other
Asian
African
Latine/
or Alaskan
or Pacific
Ethnic or
White
American
Latin o/a
( )
Native
Islander
Other
Employees
86
4
0
3
3
24
2
0
3
55
Employees (%)
95.6%
4.4%
N/A
3.3%
3.3%
26.7%
2.2%
0.0%
3.3%
61.1%
Availability
93.9%
6.1%
N/A
7.2%
7.5%
19.7%
0.5%
0.04%
0.1%
65.0%
>20% of highest selection category
Yes
No
N/A
No
No
Yes
I Yes
*
Yes
Yes
12021- Underutilization of Asian, Black.
2022 - Underutilization of Female. Asian. Black.
Page 4 of 11
Job Group:
Total Employees:
05 - Paraprofessionals
5
EXHIBIT A
City of Napa
Utilization Analysis
Black/
Hispanic/
Native
Native
Multi-
MaleNonbinary/
Female
Asian
African
Latinx/
American
Hawaiian
Ethnic or
White
Other
American
Latlne/
or Alaskan
or Pacific
Other
Catin ola
( )
Native
Islander
Employees (#)
2
3
0
0
0
0
0
0
0
5
Employees (%)
40.0%
60.0%
N/A
0.0%
0.0%
0.0%
0.0%
0.0%
0.0%
100.0%
Availability (%)
58.0%
42.0%
N/A
6.9%
1.6%
9.6%
2.4%
0.04%
3.7%
75.8%
>20% of highest selection category
No
Yes
N/A
No
No
No
No
*
No
Yes
2021- Underutilization of Male, Asian, Black, Hispanic, Native American or Alaskan Native, Other.
2022 - Underutilization of Male, Asian, Black, Hispanic, Native American or Alaskan Native, Other.
Page 5 of 11
EXHIBIT A
City of Napa
Utilization Analysis
Job Group: 06 - Administrative Support
Total Employees: 53
Black!
Hispanic!
Native
Native
Multi-
Latinxt
American
Hawaiian
MaleNonbinary/
Female
Other
Asian
African
Latino!
or Alaskan
or Pacific
Ethnic or
White
American
Latin o/a
( )
Native
Islander
Other
Employees (#)
4
47
2
0
0
18
1
0
2
32
Employees (%j
7.5%
88.7%
N/A
0.0%
0.0%
34.0%
1.9%
0.0%
3.8%
60.4%
Availability (%)
19.8%
80.2%
N/A
5.0%
3.2%
17.8%
0.2%
0.04%
5.1%
68.7 %
>20% of highest selection categorl
No
Yes
N/A
No
No
Yes
Yes
*
Yes
Yes
2021- Underutilization of Male, Asian, Black.
2022 - Underutilization of Male, Asian, Black.
Page 6 of 11
EXHIBIT A
City of Napa
Utilization Analysis
Job Group: 07 - Skilled Craft Worker
Total Employees: 32
Black/
Hispanic/
Native
Native
Multi-
Latinx/
American
Hawaiian
MaleNonbinary/
Female
Other
Asian
African
Latina/
or Alaskan
or Pacific
Ethnic or
White
American
Latin o/a
( )
Native
Islander
Other
Employees (#)
32
0
0
0
0
9
0
0
1
22
Employees
100.0%
0.0%
N/A
0.0%
0.0%
28.1%
0.0%
0.0%
3.1%
68.8%
Availability (%)
94.3%
5.7%
N/A
4.3%
4.8%
33.7%
0.8%
0.03%
2.8%
53.6%
>20% of highest selection category
Yes
No
N/A
No
No
Yes
*
*
Yes
Yes
2021- Underutilization of Female, Asian, Black.
2022 - Underutilization of Female, Asian, Black.
Page 7 of 11
EXHIBIT A
City of Napa
Utilization Analysis
Job Group: 08 - Service - Maintenance
Total Employees: 47
Black!
Hispanic/
Native
Native
Multi-
Latinx/
American
Hawaiian
MaleNonbinary/
Female
Asian
African
Ethnic or
White
Other
American
Latine/
or Alaskan
or Pacific
Other
Latin o/a
( )
Native
Islander
Employees (#)
46
1
0
1
0
15
1
0
1
29
Employees (%)
97.9%
2.1%
N/A
2.1%
0.0%
31.9%
2.1%
0.0%
2.1%
61.7%
Availability (%)
82.3%
17.7%
N/A
3.4%
7.1%
39.9%
0.2%
0.01%
2.3%
47.1%
>20% of highest selection category
Yes
No
N/A
Yes
No
Yes
Yes
*
Yes
Yes
2021- Underutilization of Female, Black.
2022 - Underutilization of Female, Black.
Page 8 of 11
EXHIBIT A
Job Applicants - By Gender and Race
70.00%
60,00%
50.00%
40.00%
30.00%
0.00% 1■ �. __ — .
0.00%
0.00%
k `c¢\ ' ``ac
�¢ \d � ce
oe�ca� \ �cc
c
■ 2021 ■ 2022
P`' ?a sac O` Sir
wa t.�
Pae Qa`` t`rc
Gender
Race/Ethnicity
Hispanic/
Black/
Native
Native
Multi -
Nonbinary/
Latinx/
Male
Female
African
Asian
American or
Hawaiian or
Ethnic or
White
Other
Latine/
American
Alaskan Native
Pacific Islander
Other
Latin o a
2021
58.44%
39.48%
0.37%
34.87%
8.66%
8.77%
1.04%
0.15%
6.58%
39.93%
2022
53.25%
44.20%
0.31%
32.18%
8.76%
8,53%
1.23%
0.00%
7,24%
42.06`Yo
Page 9 of 11
EXHIBIT A
Job Applicants - By Age
80.00%
70.00%
60.00 %
50.00%
40.00%
30.00%
20.00%
10.00%
0.00%
Under 40 Over 40
1 do not wish to disclose Not Answered
2021 r 2022
1 do not
Not
Under 40
Over 40
wish to
nswered
Answered
2021
68.810o
24.76%
6.25%
0.19%
2022
67.02%
26.74%
6.24%
0.00%
Page 10 of 11
70.00%
60.00%
50.00%
40.00%
30.00%
20.00%
10.00%
0.00%
aye
tr
EXHIBIT A
New Hires between January 1, 2022 - December 31, 2022
�e a zV,
41
tr \ R
a�
aw
P�•a
a`'�a aL` O`r
0
■ 2021 ■ 2022
Gender
Race/Ethnicity
Hispanic/
Native
Native
Black/
Multi-
Latinx/
American or
Hawaiian or
MaleNonbinary/
Female
African
Asian
Ethnic or
White
Other
Latine/
Alaskan
Pacific
American
Other
Latin o a
Native
Islander
2021
59.00%
39.00%
2.00%
36.00%
4.30%
4.30%
0.00%
0.00%
8.70%
47.00%
2022
64.41%
32.20%
3.39%
38.98%
8.48%
13.56%
0.00%
0.00%
3.39%
35.59%
Page 11 of l l
Exhibit B
Equity & Inclusion Plan
2023
�T lk
e
Page 1 cH19
R2023-125 r A A
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
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 OF
NAPA
Exhibit B
2022 Accomplishments
Exhibit B
2022 Accomplishments
■ Successful continuation of DEI Training program
■ �100% employee participation in Year-2
■ Executive Team coaching sessions
■ Completed 98 competency -based recruitments (69 full-time)
■ Increased community outreach and participation in local recruitment
events
■ Enhanced recruitment advertising - Print, Online, Radio, Outdoor, Transit
■ Implemented tools to mitigate the impact of bias during the application
screening process
■ Completed first Employee Engagement Survey in 2022
■ Completed two Wellness Challenges in 2022 - "Spring Into Motion" and
"Feel Like a Million" which received statewide recognition at CalCities
Annual Conference
■ Held first Mid -Manager Retreat, since COVID-19
■ Expansion of Buddy Program
Page 4 of 19
Exhibit B
Current Objectives
1) 100% Citywide completion
DEI Year-3 employee training
on
2) Conduct 2"d Citywide Oofsimiver urity,
of similarity,
homogeneous
Employee Engagement Survey t plifiedpoi
simplified points
and complete at least one of view
resulting action item
3) Offer more training 1 EQUITY
Constantly and
opportunities for new andredistryrecogpowe
and redistributing power
Managers + Supervisors, as
well as all City employees
4) Implement innovative
recruitment/retention
initiatives
Page 5 of 19
II2141111,1111b9119112 l
Thoughts, ideas and
perspectives of all
individuals matter
The dominant group
or ideology is
deferred to for
decision making,
opportunities and
BELONGING \ promotions
An org that engages full
potential of the individual,
where innovation thrives,
and views, beliefs and
values are integrated
Culture assimilation
results in
disengagement and
low retention
DIVERSITY
Multiple identities
represented in an
organization
Exhibit B
Current Objectives
"Since I came to the United States, it was my desire to work for the City of Napa, but I
y believed it was something impossible.
Now that I work for the City of Napa, I am proud and with great satisfaction, I can say that
my dream came true. With the same satisfaction I represent and serve my community try
always doing my best in everything I do"
Jesus Tapia, Street Maintenance Worker II
Public Works Department
-. within my career.
-Working for he
ptY of Napa has allowed me to grow quickly w
Nen over the last several Years, and 1
t
or,nIties I've beemum[y in wnch I live.
I am grateful for the many OPP rne co
am humored tm serve
Morgan Simone. Admmistrative Assistant
Finance Department
"I enjoy working for a supportive and welcoming orgarmm�or. m an. ,m f,i nmmns'.
recognized city where I am surrounded by beautiful scenery every day."
Veronica Rodrigues, Police Lieutenant
Police Department
"I enjoy working for the City of Napa because I get to make a difference In the Napa
community. I am proud to support the local business community and develop economic
development initiatives to continue making Napa an enjoyable place to live, work, and visit.
I also enjoy the collaborative work environment and the opportunity to learn and grow
professionally."
Brendan Hurley, Economic Development Program Coordinator
Community Development Department
Page 6 of 19
EFTINIVINM
CALL
HR
" m )Elephant
Recruitment Advertising. I, ',,- d_
e f
1 • � p5
r" CITla
Y OFNAPA
flo
J _� '� CAREERS
CAREERS GROWGROW '
HERE ' 'HERE
Exhibit B
Inclusive Training
Category. Diversity & Inclusion (�; Clear Flherhi)
DIVERSITY & INCLUSION
DIVERSITY & INCLUSION
DIVERSITY & INCLUSION
DIVERSITY & INCLUSION
C.A.R.E. About Implicit
Diversity Toolkit: The
Do Better Together:
Inclusion and
Bias
Inclusion -Exclusion C...
How Leaders Can
Belonging
Support Social Chan...
CLI, OH ]OM
(` OH of
OH JOM
O 1H OOM
ISPRE-BUILTONLINE
® PRE -BUILT ONLINE
® PREQUILT ONLINE
® THIRD PARTY ONLINE
Enroll Enroll Go to Course Enroll
DIVERSITY A INCLUSION
Preventing Workplace
Harassment for Supe..
O 1H Dom
® PRE -BUILT ONLINE
DIVERSITY & INCLUSION
Unconscious Bias for
Employees
O OH 30M
® PRE -BUILT ONLINE
DIVERSITY A INCLUSION
Understanding
Gender and Gender I.
Q` off osm
® PRE -BUILT ONLINE
Self -Enrollment Not Available Self -Enrollment Not Available Enroll
Page 8 of 19
emtrain®
DIVERSITY & INCLUSION
Using Proper
Pronouns
O ON 10M
® PRE -BUILT ONLINE
Enroll
Exhibit B
Government Alliance on Race and
Equity (GARE) Training
6 ' ' .. LOCAL AND REGIONAL
GOVERNMENT ALLIANCE ON
RACE & EQUITY
iw!�
Exhibit B
Specialized DEI Training —
Managers &Supervisors
aaIwv
Page 10 of 19
Exhibit B
Culture Program
(011a�01 a+foI
Q filly OV
b�
Page 11 of 19
Exhibit B
The Why
Communicates *S4 Guides
purpose of the 04* organizational
organization culture
Informs strategy Describes our
development identity as an
p employer
Page 12 of 19
Exhibit B
Mission Statement
MISSION
Rooted in public service, our
mission is to grow a vibrant,
sustainable community for all
who live in, work in, and visit
the City of Napa, through
thoughtful leadership and
dedication to excellence
Page 13 of 19
Exhibit B
Core Values
CORE VALUES
Integrity
Consistently demonstrating the highest level of
ethical conduct with accountability and pride.
Service
Engaging in meaningful work to care for our
community through resourceful dedication and
humble actions.
Inclusion
Creating a sense of ease and belonging through
respect, acceptance, and mindfulness of our
collective diversity.
Collaboration
Working together with a shared purpose while
respectfully considering all voices to achieve
common goals, solutions, and greater outcomes.
Page 14 of 19
Exhj4B
Inclusive Kecruiting
Overall Textio Score vs. competition
Textio has analyzed the 220 job posts in your team's Textio Document Library, most of which are for Government,
Administrative, and Maintenance 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.
Above Average
Overall Textio Score
Starbucks
Your library
Bank of America Corporation
Amazon.com. Inc.
Marriott International
Google Inc.
o% I _.
20,E
o�ro m '
0
Page 15 of 19
74 100
Exhibit B
Overall tone vs. competition
Neutral
Overall tone
Masculine
Starbucks
Marriott International
Your library
Amazon.com, Inc.
Bank of America Corporation
Google Inc.
Page 16 of 19
• 2%
Feminine
Exhibit B
City of Napa Employee Diversity
City of Napa Population * 2021 2022
Employees Employees
Race % % %
Asian 2.80% 3.31 % 4.82%
Black/ African 0.70% 1.42% 1.83%
American
Hispanic/ Latinx/ 39.90% 23.64% 25.00%
Latine/ Latin(o/a)
Native American or 0.60% 1.42% 1.38%
Alaskan Native
Native Hawaiian/ 0.01 % 0.00% 0.00%
Pacific Islander
Other/ Multi -Ethnic 6.60% 2.84% 1.83%
White 53.0% 67.38% 63.76%
*Data Source: 2020 U.S Censusigureou
IlIF/1/I,NW01MV11191
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 O[
NAPA
Exhibit B
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
roc%thnicity, 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 i'-='
programs. Page 19of 19