HomeMy Public PortalAbout1996 Affirmative Action Plan
City of Jefferson
320 E. McCarty
Jefferson City, MO 65101
Inclusive Dates of Affirmative Action Plan:
January 1 - December 31, 1996
Plan Prepared By: Diane Spieker
Director of Human Resources
Plan Read and Rich Mays
Approved By: City Administrator
TABLE OF CONTENTS
I. INTRODUCTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
II. POLICY STATEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
III. GUIDELINES AGAINST SEX DISCRIMINATION
AND SEXUAL HARASSMENT . . . . . . . . . . . . . . . . 3
IV. GUIDELINES FOR
RELIGIOUS ACCOMMODATION AND NATIONAL ORIGIN . . . . . 5
V. GUIDELINES FOR EMPLOYMENT OF
DISABLED VETERANS, VIETNAM ERA VETERANS, AND THE DISABLED 6
VI. AFFIRMATIVE ACTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
VII. INTERNAL COMMUNICATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
VIII. EXTERNAL COMMUNICATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
IX. UTILIZATION ANALYSIS -- MINORITIES . . . . . . . . . . . . . . . . . . . . . . . . 12
X. UTILIZATION ANALYSIS -- FEMALES
20
XII. SUMMARY ANALYSIS TABLES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
XIII. DISCUSSION OF UTILIZATION AND GOALS . . . . . . . . . . . . . . . . . . . . 42
XIV. APPENDIX . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44
I. INTRODUCTION
This Affirmative Action Plan sets forth the City of Jefferson's program to aid
in achieving full realization of equal employment opportunity. By ordinance in the
form of the personnel policy manual, the City Administrator is charged with the
development and administration of such a program. The City Administrator has
designated the Director of Human Resources to assist in this responsibility.
The plan includes an analysis of the utilization of minorities and females by
occupational grouping, identifies underutilization, and describes programs to assure
equal employment opportunity for members of the available labor pool including the
disabled.
II. POLICY STATEMENT
The City of Jefferson is committed to equal opportunity in its workforce. It is
morally right for the City's workforce to reflect the makeup of the population it
serves. Therefore, the following policy shall be the City's guide:
1. All applicants for employment and all employees shall be hired and
promoted without regard to race, religion, sex, creed, national origin,
marital status, age, non-disqualifying physical or mental handicap.
2. All personnel actions, such as compensation, benefits, transfers,
promotions, City-sponsored training, education, tuition reimbursement,
and social and recreational programs shall be administered in
accordance with the applicable law without regard to race, religion,
creed,national origin, sex,marital status,age,nondisqualifying physical
or mental handicap or status as a veteran of the Vietnam era. Job
requirements are reviewed to ensure that all physical and mental job
qualifications are job related.
3. Goals, guidelines and reporting procedures shall be reviewed at least
annually.
4. Directors' and supervisors' success in implementing the equal
opportunity program will be evaluated as part of their overall
performance appraisal.
5. Questions about the Affirmative Action Plan or the Equal Opportunity
Policy may be directed to Diane Spieker, Director of Human Resources,
City of Jefferson, 320 E. McCarty, Jefferson City, MO 65101, telephone
(314)634-6310.
2
III. GUIDELINES AGAINST SEX DISCRIMINATION
AND SEXUAL HARASSMENT
The City of Jefferson's policy of equal opportunity forbids discrimination
because of sex. To ensure that this policy is carried out, the City has taken the
following steps:
1. Recruiting efforts are directed to members of both sexes. All advertising
carries the Male/Female/Disabled/Veteran designation and contains
only bona fide position criteria.
2. No City position has any occupational requirements based on sex.
3. Marital and parental status are not factors considered in any
employment activity, including but not limited to hiring, promotion,
transfer, compensation, hours, etc.
4. Comparable rest facilities are available for both sexes.
5. Maternity disability is treated the same as any other disability including
leave arrangements and is in compliance with EEO Guidelines and
Office of Federal Contract Compliance (OFCCP) Guidelines.
6. Medical and disability benefits are the same for maternity as for all
disabilities.
7. Reinstatement after maternity leave is the same as reinstatement after
any other leave.
8. There are no separate seniority or promotional lines based on sex.
9. Wages are based solely on work assignments and not on the sex of the
employee.
10. There is no mandatory retirement age for members of either sex.
3
Sexual harassment of employees is a serious matter and is prohibited in the
work place by any person and in any form. The purpose of the following guidelines
is to provide a work environment free from all forms of sexual harassment or
intimidation.
1. Each supervisor and manager has an affirmative duty to maintain his
or her work place free from sexual harassment. This duty includes
discussing these guidelines with all employees and assuring them that
they are not required to endure insulting, degrading or exploitative
sexual harassment.
2. Specifically, no director, supervisor, or employee shall threaten or
insinuate, either explicitly or implicitly, that an employee's refusal to
submit to sexual advances will adversely affect the employee's
employment, performance appraisal, wages, advancement, assigned
duties, or any other condition of employment or career development.
3. Other sexually harassing conduct in the work place,whether committed
by directors, supervisors,or non-supervisory personnel is also prohibited.
Such conduct includes but is not limited to:
(a) Sexual flirtations, advances or propositions.
(b) Verbal or written abuse of a sexual nature.
(c) Sexually degrading words used to describe an individual.
4. Any employee who believes he or she has been the subject of sexual
harassment should report the alleged act immediately to the supervisor
or if the supervisor is the problem to the Director of Human Resources.
The complaint will be investigated by the Director of Human Resources,
reviewed by the City Administrator, and the employee will be advised
of the findings and conclusions.
5. There will be no discrimination or retaliation against any employee for
making a report of sexual harassment.
6. All internal investigations taken to resolve complaints of sexual
harassment shall be conducted confidentially and shall be closed records-
under the Missouri Sunshine Law.
7. Any supervisor, manager, or other employee who is found, after
appropriate investigation, to have engaged in sexual harassment of
another employee may be subject to appropriate disciplinary actions, up
to and including discharge.
8. Questions regarding the guidelines against sex discrimination and sexual
harassment may be directed to Diane Spieker, Director of Human
Resources, City of Jefferson, 320 E. McCarty,Jefferson City, MG 65 10 1,
telephone (314)634-6310.
4
1
IV. GUIDELINES FOR
RELIGIOUS ACCOMMODATION AND NATIONAL ORIGIN
The City of Jefferson is committed to providing and ensuring Equal
Employment Opportunity to all applicants and employees without regard to their
religion or national origin.
The City accommodates the religious observances and practices of all
employees except when doing so would result in undue hardship on the finances of
the City or service to the citizens of the City.
Questions about the guidelines for religious accommodation and national origin
may be directed to Diane Spieker, Director of Human Resources, City'of Jefferson,
320 E. McCarty, Jefferson City, MO 65101, telephone (314)634-6310.
5
V. GUIDELINES FOR EMPLOYMENT OF
DISABLED VETERANS, VIETNAM ERA VETERANS, AND THE DISABLED
As part of the City's equal employment policy, the City will not discriminate
on the basis of physical or mental handicap, or an individual's status as a Vietnam
era veteran or disabled veteran provided the individual is qualified to perform the
work available with reasonable accommodation by the City. In accordance with the
Rehabilitation Act of 1973,the Vietnam Era Veterans Readjustment Acts of 1972 and
1974, and the Americans with Disabilities Act of.1990, the following steps have been
or shall be taken to continue to ensure equal treatment of disabled veterans,Vietnam
era veterans and the disabled in our work force.
1. The equal opportunity policy prohibiting discrimination in any form
against disabled veterans, Vietnam era veterans and the disabled
as well as minorities and females is posted on City bulletin boards, is
discussed at orientation sessions for new employees and is part of the
personnel policy manual.
2. The City shall issue an invitation-to all applicants and employees to
identify themselves as disabled veterans, Vietnam era veterans or
disabled.
3. The invitation shall contain at least the following information:
SPECIAL NOTICE TO VIETNAM ERA VETERANS,
DISABLED VETERANS AND INDIVIDUALS WITH PHYSICAL
OR MENTAL HANDICAPS OR DISABILITIES
Government contractors subject to the Vietnam Era Veterans Readjustment
Acts of 1972 and 19. 74 and the Rehabilitation Act of 1973 are required to take
affirmative action to employ and advance in employment qualified disabled veterans
and veterans of the Vietnam Era, and qualified handicapped individuals.
You are invited to volunteer information, if you qualify, to assist in proper
placement and determining reasonable accommodation. This information will be
considered confidential, and refusal to provide this information will not adversely
affect your consideration for employment.
IF YOU SO WISH TO BE IDENTIFIED, PLEASE CHECK IF ANY OF THE'
FOLLOWING ARE APPLICABLE:
"Handicapped Individual"or an"individual with a disability"means any person
who:
1) Has a physical or mental impairment which substantially limits
one or more of such person's major life activities; 2) Has a record
of such impairment; or 3) Is regarded as having such an
impairment.
6
"Disabled Veteran" or "Special Disabled Veteran" means:
1) A veteran who is entitled to compensation (or who but for receipt
of military retired pay would be entitled to compensation) under
laws administered by the Veterans Administration for a disability
(A) rated at 30 percent or more, or (B) rated at 10 or 20 percent
in the case of a veteran who has been determined under section
1506 of Title 38, U.S.C., to have a serious employment handicap,
or
2) A person who was discharged or released from active duty
because of service-connected disability.
"Veteran of the Vietnam Era" means a person who:
i) Served on active duty for a period of more than 180 days, any part
of which occurred between August 5, 1964 and May 7, 1975.
If you feel you are covered by any of the above definitions, you are invited to
volunteer the information requested on the bottom of this form. SUBMISSION OF
THIS INFORMATION WILL BE TOTALLY VOLUNTARY ON YOUR PART.
Information obtained concerning individuals will be kept confidential, except that 1)
supervisors and directors may be informed regarding restrictions on work or duties
of individuals with disabilities, and regarding necessary accommodations; (2)first aid
and safety personnel may be informed when and to the extent appropriate if the
condition might require emergency treatment.
1) I have a disability.
2) I am a Disabled Veteran or Special Disabled Veteran.
3) I am a Vietnam Era Veteran.
4) If disabled, please describe the nature of handicap or disability, and any
accommodation necessary to do the job:
Name Dept./Div.
Please return this form to the Human Resources Office, City of Jefferson, 320 E.
McCarty, Jefferson City, MO 65101.
NOTE: Completed forms will be kept confidential except to the extent that
disclosure is required for the purposes stated above, due to other
compelling circumstances, or pursuant to law or legal process.
7
VI. AFFIRMATIVE ACTION
Recruiting
Aggressive recruiting and placement are critical to a successful affirmative
action program. The Director of Human Resources has the responsibility for general
affirmative action recruiting. Department Directors with assistance from the Director
of Human Resources shall be responsible for job-specific affirmative action
recruitment for vacancies that occur. Outside recruiting takes place with newspaper
and journal advertising, minority recruiting publications, college and university
contacts, churches, technical schools, employee referrals, and various association and
non-profit contacts such as Advent Enterprises,the Private Industry Council,Bureau
of the Blind, and the Governor's Committee on Persons with Disabilities and many
others. Recruiting through these associations is done in an effort to assure full
.consideration of minorities and females having requisite skills but who are not
currently in the workforce.
The Director of Human Resources serves on the Business Advisory Council of
Advent Enterprises and was Chairman of its charter council.
Job Requirements/Job Posting
The recruiting process begins with the consideration of job requirements. The
only rigid educational requirements for positions with the City are those required by
law although a college degree or its equivalent is generally desirable for some
positions and certificates and licenses are required for others. The job description for
a position is reviewed each time a vacancy occurs to make sure it is up to date with
the essential functions and the required qualifications.
Positions may be filled by promotions from within, among City employees, or
from the outside through advertising. Job opening announcements are posted on
bulletin boards located in each City location that is a primary department gathering
place for employees. Any employee may apply for these positions by completing an
application in the Human Resources Office. Interviews are scheduled with
supervisory personnel. Supervisors review personnel files for previous performance
appraisals and attendance records are checked. Employees are selected based on
evaluation of necessary skills and past performance.
Outside applicants also apply at the Human Resources Office. Applications are
gathered until the closing date and then sent to the hiring department. Supervisors
coordinate the interviews and make hiring recommendations.
8
Advertising
The City uses mass media advertising mostly through the Jefferson City News
Tribune. The Missouri State Post is utilized to reach minorities. If recruitment is
statewide, the position is generally advertised in the major St. Louis, Kansas City,
Springfield, and Columbia newspapers or a combination of one or more of these
newspapers.
The Human Resources Office shall continue to develop a close relationship with
high schools, vocational schools and a minority college in the immediate recruiting
area. The Human Resources Office has participated in career days at Linn Technical
College and Nichols Career Center. The Police Department has participated in the
Lincoln University Career Day.
Employee Referrals
Employees have referred candidates for employment with the City and many
of these applicants have become successful long term employees.
Training
Staff training is largely done on the job with the exception of police and fire
personnel who receive extensive formal classroom and field training. Some specific
classroom training courses are offered as needed. Tuition reimbursement, subject to
fund availability, is available to all employees who wish to improve their skills in job
related courses. The City reimburses a portion of the tuition for approved programs.
9
VII. INTERNAL COMMUNICATION
1. The policy statement shall be distributed to all employees as part of the
personnel policy manual, is posted on City bulletin boards, and is included in
new employee orientation.
2. Statements prohibiting discrimination against disabled persons and females
and prohibition of sexual harassment are posted on bulletin boards.
3. EEO posters are displayed on City bulletin boards and other appropriate
locations within City buildings.
10
VIII. EXTERNAL COMMUNICATION
1. The implementation of the Affirmative Action Plan involves outreach to
employment agencies, community groups and other organizations involved with
female or minority employment. In addition, all advertisements for positions
state that we are an Equal Opportunity Employer.
2. Employment agencies and other organizations have been or will be informed
in writing that the City of Jefferson is an equal opportunity employer.
3. The Equal Opportunity clause is incorporated in all purchase orders, leases,
contracts, etc. covered by Executive Order 11246 as amended. All suppliers
will be required to demonstrate that they are equal opportunity suppliers.
4. Minorities and females are represented in all City of Jefferson publications.
11
IX. UTILIZATION ANALYSIS -- MINORITIES
The data for the Immediate Labor Area (ILA) and the Reasonable Recruiting
Area (RRA) in the following utilization analysis is based on the 1990 Census as
published in the "Labor Market Information for Affirmative Action Programs"
publication of the Missouri Division of Employment Security, July 1995 edition.
The minority population, employed and unemployed percentage, include the
sum of all races other than white plus Hispanic origin. Some double counting may
result since persons of Hispanic origin may be of any race.
12
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Officials & Administrators
TOTAL INCUMBENTS : 20
MINORITY UTILIZATION: 1 = 5 . 0%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : National Labor Market Area
Factor 1 Minority population of the ILA is 9 . 3%
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 17 . 9%
Factor 3 The Minority workforce in the ILA is 5 . 6%
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . . 3 . 9%
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 11 . 5%
Factor 6 The availability of promotable
transferable Minority employees is 2 . 3%
Factor 7 Training institutions teaching
requisite skills for this job group
include .
The City does not hire directly from training
institutions for these positions
Factor 8 Internal training includes . . . . . .
Tuition reimbursement program available
Availability as a % . . . . . . . . . . . . . . . 5 . 0%*
Is there underutilization of Minorities . . . . . No
*Weighted availability factor:
Factor 4 is 80% in the Immediate Labor Area
3 . 9 x . 80 = 3 . 12
Factor 5 is 15% in -the Reasonable Recruiting Area
11 . 5 x . 15 = 1 .73
Factor 6 is 5% (internal recruitment)
2 . 3 x . 05 = . 12
3 . 12 + 1 . 73 + . 12 = 4 . 97 or 5 . 0%
13
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Professionals
TOTAL INCUMBENTS : 46
MINORITY UTILIZATION: 2 = 4 .30
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Missouri Statewide
Factor 1 Minority population of the ILA is 9 . 3%
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 17 . 9%
Factor 3 The Minority workforce in the ILA is 5 . 6%
Factor 4 The general availability of Minorities
with requisite skills for this job
group in ,the ILA is . . . . . . . . . . 6.. 3%
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 9 . 9%
Factor 6 The availability of promotable
transferable Minority employees is 5 .4%
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . . . . . . .
Univ. of Missouri-Rolla and Columbia, Lincoln University,
Mo. Highway Patrol Academy
Factor 8 Internal training includes . . . . . .
In-service police and fire training
Availability as a % . . . . . . . . . . . , . . . 5 . 8%*
Is there underutilization of Minorities . . . . . Yes (-1)
*Weighted availability factor:
Factor 4 is 20% in the Immediate Labor Area
6 . 3 x . 20 = 1 .26
Factor 5 is 5% in the Reasonable Recruiting Area
9 . 9 x . 05 = . 50
Factor 6 is 750 (internal recruitment)
5 . 4 x .75 = 4 . 05
1 . 26 + . 50 + 4 . 05 = 5 . 81 or 5 . 8%
14
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Technicians
TOTAL INCUMBENTS : 27
MINORITY UTILIZATION: 0
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Minority population of the ILA is 9 .30
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 17 . 9%
Factor 3 The Minority workforce in the ILA is 5 . 6%
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . . 7 . 0%
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 7 . 0%
Factor 6 The availability of promotable
transferable Minority employees is 2 . 3%
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . .
Linn Technical Collette, Nichols Career Center
Factor 8 Internal training includes . . . . . .
Tuition reimbursement available for full time employees
Availability as a % . . . . . . . . . . . . . . . 6 . 5%*
Is there underutilization of Minorities . . . . . Yes ( -2 )
*Weighted availability factor:
Factor 4 is 90% in the Immediate Labor Area (external recruitment)
7 . 0 x . 90 = 6 . 30
Factor 6 is 10% (internal recruitment)
2 .3 x . 10 = .23
6 . 30 + .23 = 6 . 53 or 6 . 5%
15
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Protective Service Workers
TOTAL INCUMBENTS : 112
MINORITY UTILIZATION: 6 = 5 . 4%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Missouri Statewide
Factor 1 Minority population of the ILA is 9 . 3%
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 17 . 9%
Factor 3 The Minority workforce in the ILA is 5 . 6%
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . . 7 . 5%
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 16 . 2%
Factor 6 The availability of promotable
transferable Minority employees is 0
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . .
Univ. of Missouri-Columbia, Lincoln University,
Mo Highway Patrol Academy
Factor 8 Internal training includes . . . . . .
Tuition reimbursement available for full time employees
Availability as a % . . . . . . . . . . . . . . . 9 .70-o*
Is there underutilization of Minorities . . . . . Yes (-5)
*Weighted availability factor:
Factor 4 is 75% in the Immediate Labor Area
7 . 5 x .75 = 5 . 63
Factor 5 is 25% in the Reasonable Recruitment Area
16 . 2 x .25 = 4 . 05
5 . 63 + 4 . 05 = 9 . 68 or 9 .7%
16
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Administrative Support
TOTAL INCUMBENTS : 43
MINORITY UTILIZATION: 2 = 4 . 70
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Minority population of the ILA is 9 .30
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 17 . 9%
Factor 3 The Minority workforce in the ILA is 5 . 6%
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . 5 .1%
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 5 . 1%
Factor 6 The availability of promotable
transferable Minority employees is 0
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . . . . . . .
Factor 8 Internal training includes . . . . . .
Availability as a % . . . . . . . . . . . . . . . 5 . 1%
Is there underutilization of Minorities . . . . . Yes (-1)
17
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Skilled Craft Workers
TOTAL INCUMBENTS : 43
MINORITY UTILIZATION: 1 = 2 . 3%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Minority population of the ILA is 9 . 3%
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 17 . 9%
Factor 3 The Minority workforce in the ILA is 5 . 6%
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . . 2 . 9%
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 2 . 9%
Factor 6 The availability of promotable
transferable Minority employees is 4 . 7%
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . .
Nichols Career Center, Linn Technical Collette
Factor 8 Internal training includes . . . . . .
Availability as a % . . . . . . . . . . . . . . . 4 .3%*
Is there underutilization of Minorities . . . . . Yes (-1)
*Weighted availability factor:
Factor 4 is 10% (external recruitment)
2 . 9 x 10 = . 29
Factor 5 is 10% (external recruitment)
2 . 9 x 10 = . 29
Factor 6 is 80% (internal recruitment
4 . 7 x . 80 = 3 .76
. 29 + .29 + 3 . 76 = 4 .34 or 4 . 3%
18
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Service/Maintenance
TOTAL INCUMBENTS : 43
MINORITY UTILIZATION: 2 = 4 .7%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Minority population of the ILA is 9 .3%
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 17 . 9%
Factor 3 The Minority workforce in the ILA is 5 . 6%
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . - 3 . 9%
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 3 . 9%
Factor 6 The availability of promotable
transferable Minority employees is . 0
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . . . . . . .
Factor 8 Internal training includes . . . . . .
Availability as a % . . . . . . . . . . . . . . . 3 . 9%
Is there underutilization of Minorities . . . . . No
19
X. UTILIZATION ANALYSIS -- FEMALES
The data for the Immediate Labor Area (ILA) and the Reasonable Recruiting Area
(RRA) in the following utilization analysis is based on the 1990 census as published in the
"Labor Market Information for Affirmative Action Programs" publication of the Missouri
Division of Employment Security, July 1995 edition.
20
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY:Officials & Administrators
TOTAL INCUMBENTS : 20
FEMALE UTILIZATION: 1 = 5 . 0%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : National Labor Market Area
Factor 1 Female population of the ILA is 49 . 0%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . .. . 40 . 3%
Factor 3 The Female workforce in the ILA is 49 . 0%
Factor 4 The general availability of Females
with requisite skills for this job
group ,in the ILA is . . . . . . . . . . 33 . 9%
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 43 . 8%
Factor 6 The availability of promotable
transferable Female employees is 10 . 9%
Factor 7 Training institutions teaching
requisite skills for this job group
include
The City does not hire directly from training
institutions for these positions
Factor 8 Internal training includes . . . . . .
Tuition reimbursement program available
Availability as a % . . . . . . . . . . . . . . . 34 .2%*
Is there underutilization of Females . . . . . . Yes (-6)
*Weighted availability factor:
Factor 4 is 80% in the Immediate Labor Area
33 . 9 x . 80 = 27 . 12
Factor 5 is 15% in the Reasonable Recruiting Area
43 . 8 x . 15 = 6 . 57
Factor 6 is 5% (internal recruitment)
10 . 9 x . 05 = . 55
27 . 12 + 6 . 57 + . 55 = 34 . 24 or 34 .2%
21
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY:Professionals
TOTAL INCUMBENTS : 46
FEMALE UTILIZATION: 5 = 10 . 9%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Missouri Statewide
Factor 1 Female population of the ILA is 49 . 0%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 40 . 3%
Factor 3 The Female workforce in the ILA is 49 . 0%
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 54 . 1%
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 55 . 8%
Factor 6 The availability of promotable
transferable Female employees is 5 .4%
Factor 7 Training institutions teaching
requisite skills for this job group
include
Univ. of Missouri-Rolla and Columbia, Lincoln University,
Mo Highway Patrol Academy
Factor 8 Internal training includes . . . . . .
In-service police and training
Availability as a % . . . . . . . . . . . . . . . 17 .7%*
Is there underutilization of Females . . . . . . Yes (-4)
*Weighted availability factor:
Factor 4 is 20% in the Immediate Labor Area
54 . 1 x . 20 = 10 . 82
Factor 5 is 5% in the Reasonable Recruiting Area
55 . 8 x . 05 = 2 .79
Factor 6 is 75% (internal recruitment)
5 .4 x . 75 = 4 . 05
10 . 82 + 2 .79 + 4 . 05 = 17 . 66 or 17 . 7%
22
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY:Technicians
TOTAL INCUMBENTS : 27
FEMALE UTILIZATION: 1 = 3 .7%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Female population of the ILA is 49 . 0%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 40 . 3%
Factor 3 The Female workforce in the ILA is 49 . 0%
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 21 . 9%
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 21 . 9%
Factor 6 The availability of promotable
transferable Female employees is 0
Factor 7 Training institutions teaching
requisite skills for this job group
include . . .
Linn Technical College, Nichols Career Center
Factor 8 Internal training includes . . . . . .
Tuition reimbursement available for full time employees
Availability as a % . . . . . . . . . . . . . . . 21 . 9%
Is there underutilization of Females . . . . . . Yes (-5)
23
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Protective Service Workers
TOTAL INCUMBENTS : 112
FEMALE UTILIZATION: 6 = 5 . 40
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Missouri Statewide
Factor 1 Female population of the ILA is 49 . 0%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 40 . 3%
Factor 3 The Female workforce in the ILA is 49 . 0%
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 11 .3%
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 13 .4%
Factor 6 The availability of promotable
transferable Female employees is 0
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . . . . . . .
Factor 8 Internal training includes . . . . . .
Availability as a % . . . . . . . . . . . . . . . 11 . 8%
Is there underutilization of Females . . . . . . Yes ( -7 )
*Weighted availability factor:
Factor 4 is 75% in the Immediate Labor Area
11 .3 x .75 = 8 .48
Factor 5 is 20% in the Reasonable Recruiting Area
13 . 4 x . 25 = 3 . 35
8 . 48 + 3 . 35 = 11 . 83 or 11 . 8%
24
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY:Administrative Support
TOTAL INCUMBENTS : 43
FEMALE UTILIZATION: 37 = 86 . 0%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Female population of the ILA is 49 . 0%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 40 . 3%
Factor 3 The Female workforce in the ILA is 49 . 0%
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 81 . 3%
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 81 .3%
Factor 6 The availability of promotable
transferable Female employees is 7 . 0%
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . . . . . . .
Factor 8 Internal training includes . . . . . .
Availability as a % . . . . . . . . . . . . . . . 77 . 6%*
Is there underutilization of Females . . . . . . No (+4)
*Weighted availability factor:
Factor 4 is 95% in the Immediate Labor Area (external recruitment)
81 .3 x . 95 = 77 . 24
Factor 6 is 5% (internal recruitment)
7 . 0 x . 05 = .35
77 . 24 + . 35 = 77 . 59 or 77 . 6%
25
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY:Skilled Craft Workers
TOTAL INCUMBENTS : 43
FEMALE UTILIZATION: 0
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Female population of the ILA is 49 . 0%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 40 .3%
Factor 3 The Female workforce in the ILA is 49 . 0%
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 7 . 5%
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 7 . 5%
Factor 6 The availability of promotable
transferable Female employees is 7 . 0%
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . .
Nichols Career Center, Linn Technical College
Factor 8 Internal training includes . . . . . .
Availability as a % . . . , . . . . . . . . . . . 7 . 10*
Is there underutilization of Females . . . . . . Yes (-4)
*Weighted availability factor:
Factor 4 is 20% in the Immediate Labor Area (external recruitment)
7 . 5 x . 20 = 1 . 50
Factor 6 is 80% (internal recruitment)
7 . 0 x . 80 = 5 . 60
1 . 50 + 5 . 60 = 7 . 10 or 7 . 1%
26
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Service/Maintenance
TOTAL INCUMBENTS : 43
FEMALE UTILIZATION: 3 = 7 . 0%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Female population of the ILA is 49 . 0%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 40 .3%
Factor 3 The Female workforce in the ILA is 49 . 0%
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 13 .4%
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 13 .4%
Factor 6 The availability of promotable
transferable Female employees is 0
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . . . . . . .
Factor 8 Internal training includes . . . . . .
Training is on the job
Availability as a % . . . . . . . . . . . . . . . 13 . 4%
Is there underutilization of Females . . . . . . Yes ( -3 )
27
XI. WORK FORCE ANALYSIS BY DEPARTMENT
28
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Administration B--BLACK
H--HISPANIC
O--ASIAN
PAGE 1 OF 1 A--AM INDIAN
AS OF January 1996
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
-- CATE- ------------------ MALE FEMALE MINOR-
JOB TITLE MINIMUM MAXIMUM GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
City Administrator 60, 703 91, 055 1 1 1 0
City Counselor 49 , 612 74, 419 1 1 1 0
Director of Public 49 , 612 74, 419 1 1 1 0
Works
Finance Director 41, 226 61, 840 1 1 1 0
0
Director of
Planning & Code 1
Enforcement 41, 226 61, 840 1 1
Fire Chief 41, 226 61, 840 1 1 1 0
Director of Parks 1 0
and Recreation 41, 226 61, 840 1 1
Director of Human 1
0
Resources 34, 886 52 , 347 1 1
City Clerk 21, 650 32 , 476 6 1 1 0
L
inistrative 2 2 0
retary 20 , 812 31, 218 6
nt and Projectsrdinator 24, 998 37 , 497 2
29
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Finance B--BLACK
H--HISPANIC
PAGE 1 OF 1 O--ASIAN
A-AM INDIAN
AS OF January 1996
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
-----
--------------- CATE- ---- MALE FEMALE MINOR-
JOB TITLE MINIMUM MAXIMUM GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
Purchasing Agent 26, 465 39 , 697 2 1 1 0
Data Processing 0
Coordinator 24, 998 37 , 497 3 1 1
Accountant 22 , 614 33 , 921 2 1 1 0
Accounting Supv. 20, 812 31, 218 6 1 1 0
Acctg. Asst . II 20 , 074 30 , 111 6 2 2 0
Purchasing Asst . 20, 074 30 , 111 6 1 1 0
Acct g. Asst . I 15, 603 22 , 624 6 1 1 0
Clerical Asst . 14, 727 20 , 618 6 1 1 0
Muni . Court Clerk 18, 833 28, 249 6 1 1 0
Deputy Court Clerk 16 , 327 23 , 674 6 1 1 0
30
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Planning & Code Enforcement B--BLACK
H--HISPANIC
PAGE 1 OF 1 O--ASIAN
A--AM INDIAN
AS OF January 1996
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
--------------- CATE- ------------------ MALE FEMALE MINOR-
JOB TITLE MINIMUM MAXIMUM GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
Senior Planner 32 , 231 48, 480 1 2 1 1T 0
B1dg.Regs .Div.Dir. 30 , 091 45 , 135 3 1 1 0
Environ. Sanitation 0
Div. Dir. 28, 151 42 , 227 2 1 1
Plumbing ,Insp. 22 , 614 33 , 921 3 1 1 0
Electrical Insp. 22 , 614 33 , 921 3 1 1 0
Building Insp. 22 , 614 33 , 921 3 1 1 0
Housing Insp. 22 , 280 33 , 420 3 1 1 0
Environ. San. 21, 650 32 , 476 3 2 1 3 0
Animal Rescue Div. 23 , 724 35 , 585 1 1 1 0
Dir.
Animal Rescue Ofcr 16 , 327 23 , 674 4 3 3 0
Animal Tender 14, 241 19 , 938 8
E
2 0
Admin. Secretary 20 , 812 31, 218 6 1 1 0
Secretary 16 , 327 23 , 674 6 1 1 0
31
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Police B--BLACK
H--HISPANIC
PAGE 1 OF 1 O--ASIAN
A--AM INDIAN
AS OF January 1996
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
--------------- CATE- ------------------ MALE FEMALE MINOR-
JOB TITLE MINIMUM MAXIMUM GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
Police Captain 32 , 321 48, 480 2 3 3 0
Police Lieutenant 28, 151 42 , 227 2 4 4 0
Police Sergeant 24, 998 37 , 497 4 9 9 0
Telecommunications
Supervisor 22 , 614 33 , 921 6 1 1 0
Police Corporal 21, 650 32 , 476 4 1 1 0
Police Officer 21, 650 32 , 476 4 48 6 54 4 4
Telecommunications
Operator 18, 833 28, 249 6 4 11 15 0
Police Info.Clerk 16, 327 23 , 674 6 3 3 0
Admin. Secretary 20, 812 31, 218 6 1 1 0
Custodian 1 14, 241 19 , 938 8 2 2 0
32
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Fire B--BLACK
H--HISPANIC
PAGE 1 OF 1 O--ASIAN
A--AM INDIAN
AS OF January 1996
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
-----
--------------- CATE- -------- MALE FEMALE MINOR-
JOB TITLE MINIMUM MAXIMUM GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
Asst . Fire Chief 32 , 321 48, 480 2 3 3 0
Public Fire
Education Officer 23 , 724 35, 584 2 1 1 0
Fire Training
Officer 26 , 465 39 , 697 2 1 1 0
Fire Captain 8 . 78/hr 13 . 01/hr 2 21 21 1 1
Fire Driver 7 . 97/hr 11 . 79/hr 4 24 24 0
Fire Fighter 7 .36/hr 10 . 88/hr 4 18 18 1 1
Admin. Secretary 20 , 812 31, 218 6 1 1 0
33
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Public Works B--BLACK
H--HISPANIC
PAGE 1 OF 4 O--ASIAN
A-AM INDIAN
AS OF January 1996
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
--------------- CATE- ------------------ MALE FEMALE MINOR-
JOB TITLE MINIMUM MAXIMUM GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
Engineer.Div.Dir. 37, 834 56 , 572 1 1 1 1 0
Civil Engineer 28, 151 42 , 227 2 2 2 0
Engineer. Design
Supv. 32, 321 48, 480 2 1 1 0
Engineer. Designer 23 , 724 35 , 585 3 1 1 0
Engr. Info. Sys . Spec 22 , 614 33 , 921 3 1 1 0
Engrg. Insp. Supv. 23, 724 35 , 585 3 1 1 0
Engineer. Tech. 20, 812 31, 218 3 3 3 0
Construction Insp. 22, 614 33 , 921 3 2 2 0
Engr. Survey Supv. 23 , 724 35 , 585 3 1 1 0
Engineer. 0
Instrument Tech. 22, 614 33 , 921 3 1 1
Street Div. Dir. 32 , 321 48, 480 1 1 1 0
Traffic & Special
Services Supv. 23, 724 35 , 585 3 1 1 0
Traff . Signal Tech 20, 812 31, 218 3 1 1 0
34
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Public Works B--BLACK
H--HISPANIC
PAGE 2 OF 4 O--ASIAN
A--AM INDIAN
AS OF January 1996
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
--------------- CATE- ------------------ MALE FEMALE MINOR-
JOB TITLE MINIMUM MAXIMUM GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
Mtce. Crew Leader 20 , 812 31, 218 7 6 6 1 1
Mtce. III 18, 833 28, 249 7 8 8 0
Mtce. II 17, 160 24, 881 8 12 12 0
Mtce. I 15 , 603 22, 624 8 7 7 0
Wastewater
Utilities Div.Dir. 37 , 843 56, 752 1 1 1 0
Wastewater Trtmt .
Plant Supv. 26 , 465 39, 697 2 1 1 0
Collect . System
Mtce. Supv. 23 , 724 35, 585 7 1 1 0
Electrician 21, 650 32 , 476 7 1 1 0
Chief of
Operations (WWTP) 22 , 614 33 , 921 3 1 1 0
Chief of Mtce. 0
(WWTP) 22 , 614 33 , 921 7 1 1
Pumping System
Mech. 20, 812 31, 218 7 4 4 0
Televis .Equip.Opr. 20, 812 31, 218 3 1 1 0
Wastewater Trtmt .
Plant Opr. II . 18, 833 28, 249 7 2 2 0
35
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Public Works B--BLACK
H--HISPANIC
PAGE 3 OF 4 O--ASIAN
A--AM INDIAN
AS OF January 1996
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
--------------- CATE- ------------------
MALE FEMALE MINOR-
JOB TITLE MINIMUM MAXIMUM GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
Collection System
Crew Leader 21, 650 32 , 476 7 2 2 0
Wastewater Trtmt .
Plant Opr. I 17, 160 24, 881 7 2 2 0
Admin. Secretary 20 , 812 31, 218 6 2 2 0
Secretary 16, 327 23 , 674 6 1 1 0
Airport Div.Dir. 26 , 465 39 , 697 1 1 1 0
Lead Air Traffic
Controller 21, 650 32 , 476 3 1 1 0
Air Traffic Ctrlr. 21, 650 32 , 476 3 2 2 0
Parking Div.Dir. 23 , 724 35, 585 1 1 1 1 1
Sr. Parking
Enforcement Ofcr. 18, 117 26, 269 4 1 1 1 1
Parking Enfor.Ofcr 16 , 327 23 , 674 4 2 2 0
Transit Div.Dir. 24, 998 37, 497 1 1 1 0
Transit Oper. Supv. 21, 650 32 , 476 6 1 1 1 1
Transit Opr.Asst . 20, 812 31, 218 6 1 1 1 1
36
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Public Works B--BLACK
H--HISPANIC
PAGE 4 OF 4 O--ASIAN
A--AM INDIAN
AS OF January 1996
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
--------------- CATE- ------------------ MALE FEMALE MINOR-
JOB TITLE MINIMUM MAXIMUM GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
Bus Driver 15, 603 22 , 624 8 7 1 8 1 1 2
Central Mtce.
Div. Dir. 24, 998 37 , 497 1 1 1 0
Lead Auto
Equipment Mechanic 21, 650 32 , 476 7 1 1 0
Auto Equip. Mech. 21, 650 32 , 476 7 4 4 0
Parts Inventory
Clerk 20 , 074 30 , 111 6 1 1 0
37
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Parks and Recreation B--BLACK
H--HISPANIC
PAGE 1 OF 1 O--ASIAN
A--AM INDIAN
AS OF January 1996
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
--------------- CATE- ------------------ MALE FEMALE MINOR-
JOB TITLE MINIMUM MAXIMUM GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
Recreation
Services Div. Dir. 32 , 321 48, 480 1 1 1 0
Park Resources
Div. Dir. 32 , 321 48, 480 1 1 1 0
Park Resources
Supervisor 23 , 724 35 , 585 7 2 2 0
Rec . Program Supv. 23 , 724 35, 585 2 4 1 5 1 1
Electrician 21, 650 32 , 476 7 1 1 0
Parks Equip.Mech. 21, 650 32 , 476 7 2 2 0
Horticulturist 22 , 614 33 , 921 3 1 1 0
Mtce. Crew Leader 20 , 812 31, 218 7 3 3 0
Mtce. III 18, 833 28, 249 7 3 3 0
Mtce. II 17, 160 24, 881 8 8 8 0
Mtce. I 15, 603 22 , 624 8 4 4 0
Admin. Secretary 20, 812 31, 218 6 2 2 0
Secretary 16 , 327 23 , 674 6 1 1 0
38
XII. SUMMARY ANALYSIS TABLES
39
GOALS AND MINORITY UTILIZATION ANALYSIS
OF MAJOR JOB GROUPS
CITY OF JEFFERSON
TOTAL NUMBER OF EMPLOYEES
MINORITY EMPLOYEES
% MINORITY EMPLOYEES
% MINORITY AVAILABILITY
UNDERUTILIZED BASED ON
AVAILABILITY?
ANNUAL GOAL
TOTAL
ANTICIPATED
VACANCIES-
1996
JOB
CATEGORY
Officials &
Administrators 20 1 5.0 5.0 - - 1
Professionals 46 2 4.3 5.8 -1 1 1
Technicians 27 0 - 6.5 -2 - 1
Protective Service
Workers 112 6 5.4 9.7 -5 1 2
Administrative
Support 43 2 4.7 5.1 -1 - 1
Skilled Craft
Workers 43 1 2.3 4.3 -1 - 2
Service/
Maintenance 43 2 4.7 3.9 - 1 2
TOTALS 334 14 4.2 -10 3 10
40
GOALS AND FEMALE UTILIZATION ANALYSIS
OF MAJOR JOB GROUPS
CITY OF JEFFERSON
TOTAL NUMBER OF EMPLOYEES
FEMALE EMPLOYEES
% FEMALE EMPLOYEES
% FEMALE AVAILABILITY
UNDERUTILIZED BASED ON
AVAILABILITY?
ANNUAL GOAL
TOTAL
ANTICIPATED
VACANCIES-
1996
JOB
CATEGORY
Officials &
Administrators 20 1 5.0 34.2 -6 1 1
Professionals 46 5 10.9 17.7 -4 1 1
Technicians 27 1 3.7 21.9 -5 1 1
Protective Service
Workers 112 6 5.4 11.8 -7 1 2
Administrative
Support 43 37 86.0 77.6 +4 - 1
Skilled Craft
Workers 43 0 - 7.1 -4 - 2
Service/
Maintenance 43 3 7.0 13.4 -3 1 2
TOTALS 334 53 15.9 -25 5 10
41
XIII. DISCUSSION OF UTILIZATION AND GOALS
The City of Jefferson sets affirmative action goals as a means of establishing
areas of annual concentration in its efforts to attain a work force reflective of the
labor force.
These goals shall in no way be construed as a reason to employ nonqualified
candidates for any city position. These goals set priority areas of concentration for
recruitment, evaluation of selection processes, and training and education toward
promotability of existing employees.
The 1996 affirmative action plan is based on statistical data from the 1990
Census.
The following paragraphs explain utilization successes and problems and the
City's plans for progress toward goals.
SUMMARY OF 1995 PERFORMANCE
Total employment increased by only three employees in 1995 from 331 to 334,
while the number of minorities employed fell from 16 to 14. The City's overall
percentage of minority employment dropped only slightly from 4.8% to 4.2%.
Underutilization increased from nine to ten employees across all departments.
Female employment increased by three employees from 50 to 53 in 1995
resulting in an overall percentage increase from 15.1% to 15.9%. Female
underutilization remains high primarily because of the high percentage of City
employment that is traditionally male dominated jobs in protective service and
maintenance.
1996 GOALS
Officials and Administrators
The turnover in this job category is erratic. In the past few years, there have
been vacancies. If a vacancy occurs in 1996, efforts will be made to recruit
minorities.
This job category shows adequate utilization of minorities based on availability,
however females are underutilized by six. Two females resigned in this job category
in 1995 and were replaced by males. A goal of one female in the officials and
administrators category is set for 1996.
Professionals
In the professionals job category, females remain underutilized by 4 and
minorities by L A goal of one minority female is set for 1996. Increased emphasis
will be placed on promotability of current female and minority employees to these
positions.
42
Technicians
This job category is made up primarily of engineering technicians, building
inspectors, sanitarians and air traffic controllers. A goal is set for a female to be
hired in 1996.
Protective Service Workers
The protective service worker job category is not traditionally filled by females
and the City has difficulty in recruiting qualified female candidates especially in the
Fire service. Two females were hired in the Police Department in 1995. The City
has been successful in the past,in recruiting minorities in this job category in the
Police Department. Goals will be set for one female and one minority for 1996.
Administrative Support
Female utilization exceeds statistical availability in this job category as these
positions are traditionally filled by females. There remains a slight shortage of
qualified minorities in this category. No employment goals will be set in this job
category for 1996.
Skilled Craft Workers
These positions are primarily filled by promotion, however, the City's
service/maintenance job category currently does not have minority employees who are
promotable. The focus for 1996 shall be to continue to recruit minorities in the
service/maintenance category for later training and promotion.
Service/Maintenance
This job category is not traditionally filled by females and is underutilizing
females, however-, two females were added in 1995. A goal will be set to employ one
additional female in 1996.
Minority utilization is above availability,however,we will continue recruitment
efforts in this category as well because of the need to promote from this category to
the skilled craft and technicians categories. A goal of one minority is set for 1996.
43
XIV. APPENDIX
Job Categories Defined
The following are the Equal Employment Opportunity Commission definitions
of job categories and the City of Jefferson job classifications within each category.
(1) Officials and Administrators: Occupations in which employees set
broad policies, exercise overall responsibility for execution of these
policies, or direct individual departments or special phases of the
agency's operations, or provide specialized consultation on a regional,
district or area basis. Includes: department heads, bureau chiefs,
division chiefs, directors, deputy directors, controllers, wardens,
superintendents, sheriffs, police and fire chiefs and inspectors,
examiners (bank, hearing, motor vehicle, warehouse), inspectors
(construction, building, safety, rent-and-housing, fire, A.B.C. Board,
license, dairy, livestock, transportation), assessors, tax appraisers and
investigators, coroners, farm managers, and kindred workers.
City Administrator
City Counselor
Director of Finance
Police Chief
Fire Chief
Director of Parks and Recreation
Director of Public Works
Director of Planning & Code Enforcement
Director of Human Resources
Recreation Services Division Director
Park Resources Division Director
Building Regulations Division Director
Transit Division Director
Street Division Director
Environmental Sanitation Division Director
Waste Water Utilities Division Director
Airport Division Director
Animal Rescue Division Director
Parking Division Director
Central Maintenance Division Director
Engineering Division Director
(2) Professionals: Occupations which require specialized and theoretical
knowledge which is usually acquired through college training or through
work experience and other training which provides comparable
knowledge. Includes: Personnel and labor relations workers, social
workers,doctors,psychologists,registered nurses, economists,dieticians,
lawyers, system analysts, accountants, engineers, employment and
vocational rehabilitation counselors, teachers or instructors, police and
fire captains and lieutenants,librarians,management analysts,airplane
44
pilots and navigators, and kindred workers.
Senior Planner
Purchasing Agent
Accountant
Police Captain
Police Lieutenant
Assistant Fire Chief
Fire Captain
Public Fire Education Officer.
Fire Training Officer
Civil Engineer
Engineering Design Supervisor
Waste Water Treatment Plant Supervisor
Recreation Program Supervisor
Grant and Projects Coordinator
Horticulturist
(3) Technicians: Occupations which require a combination of basic
scientific or technical knowledge and manual skill which can be obtained
through specialized post-secondary school education or through
equivalent on-the-job training. Includes: computer programmers,
drafters, surveyors, licensed practical nurses, photographers, radio
operators, technical illustrators, highway technicians, technicians
(medical, dental, electronic, physical sciences), police and fire sergeants,
inspectors (production or processing inspectors, testers and weighters),
and kindred workers.
Information Systems Supervisor
Data Processing Coordinator
Plumbing Inspector
Electrical Inspector
Building Inspector
Housing Inspector
Environmental Sanitarian
Engineering Survey Supervisor
Engineering Inspection Supervisor
Engineering Information Systems Specialist
Engineering Instrument Technician
Engineering Designer
Construction Inspector
Engineering Technician
Traffic & Special Services Supervisor
Traffic Signal Technician
Lead Air Traffic Controller
Air Traffic Controller
Televising Equipment Operator
Chief of Operations (WWTP)
45
(4) Protective Service Workers: Occupations in which workers are
entrusted with public safety, security and protection from destructive
forces. Includes: police patrol officers, fire fighters, guards, deputy
sheriffs,bailiffs, correctional officers,detectives,marshals,harbor patrol
officers,game and fish wardens,park rangers(except maintenance),and
kindred workers.
Animal Rescue Officer
Police Sergeant
Police Corporal
Police Officer
Fire Driver
Fire Fighter
Sr. Parking Enforcement Officer
Parking Enforcement Officer
(5) Paraprofessionals: Occupations in which workers perform some of the
duties of a professional or technician in a supportive role, which usually
require less formal training and/or experience normally required for
professional or technical status. Such positions may fall within an
identified pattern of staff development and promotion under a "New
Careers" concept. Included: research assistants, medical aids, child
support workers, police auxiliary, welfare service aids, recreation
assistants,homemakers aides,home health aides,library assistants and
clerks, ambulance drivers and attendants, and kindred workers.
(6) Administrative Support (including Clerical and Sales):
Occupations in which workers are responsible for internal and external
communication, recording and retrieval of data and/or information and
other paperwork required in an office. Includes bookkeepers,
messengers, clerk-typists, stenographers, court transcribers; hearing
reporters, statistical clerks, dispatchers, license distributors, payroll
clerks,office machine and computer operators,telephone operators,legal
assistants, sales workers, cashiers, toll collectors, and kindred workers.
City Clerk
Administrative Secretary
Secretary
Municipal Court Clerk
Deputy Court Clerk
Accounting Supervisor
Accounting Assistant II
Accounting Assistant I
Clerical Assistant
Purchasing Assistant
Telecommunications Supervisor
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Police Information Clerk
Parts Inventory Clerk
Transit Communications Operator
Transit Operations Supervisor
Transit Operations Assistant
(7) Skilled Craft Workers: Occupations in which workers perform jobs
which require special manual skill and a thorough and comprehensive
knowledge of the processes involved in the work which is acquired
through on-the-job training and experience or through apprenticeship or
other formal training programs. Includes: mechanics and repairers,
electricians, heavy equipment operators, stationary engineers, skilled
machining occupations, carpenters, compositors and typesetters, power
plant operators, water and sewage treatment plant operators, and
kindred workers.
Construction and Maintenance Supervisor
Collection System Maintenance Supervisor
Electrician
Collection System Crew Leader
Maintenance Crew Leader
Maintenance III
Chief of Maintenance (WWTP)
Pumping System Mechanic
Wastewater Treatment Plant Operator II
Wastewater Treatment Plant Operator I
Lead Automotive Equipment Mechanic
Automotive Equipment Mechanic
Parks Equipment Mechanic
Park Resources Supervisor
(8) Service-Maintenance: Occupations in which workers perform duties
which result in or contribute to the comfort, convenience, hygiene or
safety of the general public or which contribute to the upkeep and care
of buildings, facilities or grounds of public property. Workers in this
group may operate machinery. Includes: chauffeurs, laundry and dry
cleaning operatives,truck drivers,bus drivers,garage laborers,custodial
employees, gardeners and groundkeepers,refuse collectors, construction
laborers, park rangers (maintenance), farm workers (except managers),
craft apprentices/trainees/helpers, and kindred workers.
Animal Tender
Custodian
Maintenance II
Maintenance I
Bus Driver
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Race/Ethnic Categories Defined
For the purposes of this Affirmative Action Plan, EEOC standard ethnic
categories have been used as follows:
(B) Black (not of Hispanic origin): All persons having origins in any of
the Black racial groups of Africa.
(H) Hispanic: All persons of Mexican, Puerto Rican, Cuban, Central or
South American, or other Spanish culture or origin, regardless of race.
(0) Asian or Pacific Islander: All persons having origins in any of the
original peoples of the Far East, Southeast Asia, the Indian
Subcontinent, or the Pacific Islands. This area includes, for example,
China, Japan, Korea, the Philippine Islands, and Samoa.
(A) American Indian or Alaskan Native: All persons having origins in
any of the original peoples of North America, and who maintain cultural
identification through tribal affiliation or community recognition.
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