HomeMy Public PortalAbout1998 RESOLUTION
RS97-25
WHEREAS, the City Council of the City of Jefferson, Missouri, is committed to the
practice of equal employment opportunity (EEO) for all applicants for
employment and City government employees; and
WHEREAS, an Affirmative Action Plan demonstrates the City's EEO commitment by
stating EEO policy, analyzing the makeup of its workforce, and stating goals
toward achieving a workforce reflective of the population it serves; and
WHEREAS, the City Council recognizes the heed for periodic revisions of the Affirmative
Action Plan; and
WHEREAS, the content of a revised Affirmative Action Plan is summarized in Exhibit A
as attached hereto with a complete copy on file in the City Clerk's office.
.NOW, THEREFORE, BE IT RESOLVED by the Council of the City of Jefferson, Missouri,
as follows:
The Affirmative Action Plan for 1998, as summarized in Exhibit A with a complete
copy on file in the City Clerk's office, is hereby adopted. All City staff and
employees are directed to carry out this plan to the best of their abilities.
Ado ted this 20'hdayof January 1998
v ,
Mayor
ATTEST: APPROVED AS TO FORM:
City fferk ity Counselor
Exhibit A
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-
1998
JOB CATEGORY
Officials &
Administrators 19 1 5.3 4.5
Professionals 46 3 6.5 6.0
Technicians 27 0 - 5.7 -2 - 2
Protective
Service 118 7 5.9 8.9 -3 2 6
Workers
Administrative
Support 49 3 6.1 3.5 +1 - 1
Skilled Craft
Workers 44 0 0 .36 - - 2
Service/
Maintenance 41 1 2.4 2.6 - 1 2
TOTALS 344 15 4.4 -4 3 15
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-
1998
JOB CATEGORY
Officials &
Administrators 19 1 5.3 31.2 -5 1 1
Professionals 46 5 10.9 18.4 -3 1 3
Technicians 27 2 7.4 17.1 -3 1 2
Protective
Service 118 7 5.9 15.9 -13 1 6
Workers
Administrative
Support 49 37 75.5 78.2 -1 - 1
Skilled Craft
Workers 44 1 2.3 13.0 -5 1 3
Service/
Maintenance 41 6 14.6 13.4 +1 - 2
TOTALS 344 59 17.2 -29 5 15
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 1998 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 1997 PERFORMANCE
Total employment increased by nine employees in 1997 from 335 to 344, and the
number of females employed increased from 55 to 59. The increase was due primarily
to the City being near "full employment" this year - departments have promptly filled
vacancies as they have occurred.
Minority employment decreased slightly by one employee from 16 to 15.
Underutilization remains at 4 employees across all departments. The City's overall
percentage of minority employees also decreased from 4.8% to 4.4%.
1998 GOALS
Officials and Administrators
The turnover in this job category is unpredictable. In the past few years there
have been limited vacancies. If a vacancy occurs in 1998, efforts will be made to recruit
minorities and females.
This job category shows adequate utilization of minorities based on availability,
however females are underutilized by five. Openings that occurred in this job category
are traditionally replaced by males. A goal of one female in the officials and
administrators category has been set for 1998.
Professionals
In the professionals job category, females remain underutilized by 3. The
increased emphasis on promoting and recruiting female and minorities may demonstrate
positive results in time. At least one professional vacancy is anticipated in 1998 and the
objective will be to fill it with a female.
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Technicians
This job category is made up primarily of engineering technicians, building
inspectors, sanitarians and air traffic controllers. This is a difficult job category to recruit
female employment; however, the goal is set for one female to be hired in 1998.
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. The City had success in the past in recruiting minorities in this job category in
the Police Department. The goal of two minority hires is set for 1998.
Administrative Support
Female utilization is very close to the statistical availability in this job category
as these positions are traditionally filled by females. There is a shortage of qualified
minorities in this category. No employment goals will be set in this job category for
1998.
Skilled Craft Workers
These positions are primarily filled by promotion, however, the City's
service/maintenance job category currently does not have female or minority employees
who are promotable. The City was able to recruit one female hire in 1997. The focus
for 1998 shall be to continue to recruit minorities and females in the
service/maintenance category for later training and promotion.
Service/Maintenance
The utilization remains consistent with the previous years with both female and
minority participation near the limit of availability. The City will continue
recruitment efforts in this category due to the need to promote from this category to the
skilled craft and technicians categories. A goal of one minority is set for 1998.
Affirmative Action Plan
City of Jefferson
320 E. McCarty
Jefferson City, MO 65101
Inclusive Dates of Affirmative Action Plan:
January 1 - December 31, 1998
Plan Prepared By: Melva Fast
Grant and Projects Coordinator
Diane Spieker
Director of Human Resources
Plan Read and
Approved By: Richard A. Mays
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.
Il. 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
(573)634-6310.
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Ill. 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.
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.
I. Each supervisor and manager has an affirmative duty to maintain his
or her work place free from sexual harassment. This duty includes
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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, MO 651.01,
telephone (573)634-6310.
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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 (573)634-6310.
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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 1974 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
vour 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.
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"Disabled Veteran" or "Special Disabled Veteran" means:
I) 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:
1) 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) 1 am a Vietnam Era Vetern.
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 Hall, 320 E. McCarty,
Jefferson City, MO 65 10 1.
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.
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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
F
VIII. EXTERNAL COMMUNICATION
I. 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 1997 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.
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Officials & Administrators
TOTAL INCUMBENTS: 19
MINORITY UTILIZATION: 1 = 5 . 3%
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 6 .4%
Factor 2 The Minority unemployment force in ,
the ILA is . . . . . . . . . . . . . 12 . 5%
Factor 3 The Minority workforce in the ILA is 4 . 7%
Factor 4 The general availability of Minorities
with requisite skills for this job ,
group in the ILA is . . . . . . . 3 . 1%
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 6 . 5%
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 % . . . . . . . . . . . : . . . 4 . 5%*
Is there underuti'lization of Minorities . . . . . No
*Weighted availability factor:
Factor 4 is 80% in the Immediate Labor Area
3 . 1 x . 80 = 2 . 48
Factor 5 is 15% in the Reasonable Recruiting Area
11 .5 x . 15 = 1 . 73
Factor 6 is 5% (internal recruitment)
6 .5 x . 05 = . 33
2 . 48 + 1 . 73 + . 33 = 4 .5%
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Professionals
TOTAL INCUMBENTS: 46
MINORITY UTILIZATION: 3 = 6 . 5%
IMMEDIATE LABOR AREA ( ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Missouri Statewide
Factor 1 Minority population of the ILA is 6 .4%
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . 12 .5%
Factor 3 The Minority workforce in the ILA is 4 . 7%
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . . 5 .4%
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 . 9%
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 % . . . . . . . . . . . . . . . 6 . 0%*
Is there underutilization of Minorities . . . . . No
*Weighted availability factor:
Factor 4 is 20% in the Immediate Labor Area
5 . 4 x . 20 = 1. 08
Factor 5 is 5% in the Reasonable Recruiting Area
9 . 9 x . 05 = .50
Factor 6 is 75% (internal recruitment)
5 . 9 x . 75 = 4 .425
1 . 08 + . 50 + 4 . 425 = 6 . 005 or 6 . 0%
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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 6 . 4%
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . 12 .5%
Factor 3 The Minority workforce in the ILA is 4 .7%
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 . . . . . . . 6 . 3%
Factor 6 The availability of promotable
transferable Minority 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 % . . . . . . . . . 5 . 7%*
Is there underutilization of Minorities Yes (-2 )
*Weighted availability factor:
Factor 4 is 90% in the Immediate Labor Area (external recruitment)
6 . 3 x . 90 = 5 . 7
Factor 6 is 10% (internal recruitment)
0 X . 10 = 0
5 . 7 + 0 = 5 . 7
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Protective Service Workers
TOTAL INCUMBENTS: 118
MINORITY UTILIZATION: 7 = 5 . 9%
IMMEDIATE LABOR AREA ( ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Missouri Statewide
Factor 1 Minority population of the ILA is 6 .4%
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 12 .5%
Factor 3 The Minority workforce in the ILA is 4 .7%
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . . 6 .4%
Factor 6 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 1 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . . . . .
Univ. of Missouri-Columbia, Lincoln University, Central
Missouri State University-Warrensburg
Mo. Highway Patrol Academy
Factor 8 Internal training includes . . . . . .
Tuition reimbursement available for full time employees
Availability as a % . . . . . . . . . . . . . . . 8 . 9%*
Is there underutilization of Minorities . . . . . Yes (-3)
*Weighted availability factor:
Factor 4 is 75% in the Immediate Labor Area
6 . 4 x . 75 = 4 .8
Factor 5 is 25% in the Reasonable Recruitment Area
16 . 2 x . 25 = 4 .05
4 . 8 + 4 . 05 = 8 . 85 or 8 . 9%
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Administrative Support
TOTAL INCUMBENTS: 49
MINORITY UTILIZATION: 3 = 6 . 1%
IMMEDIATE LABOR AREA , (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Minority population of the ILA is 6 . 4%
Factor 2 The ,Minority unemployment force in
the ILA is . . . . . . . . . . . . . 12 .5%
Factor 3 The Minority workforce in the ILA is 4 . 7%
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . 3 . 5%
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 3 .5% '
Factor f 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 .5%
Is there underutilization of Minorities . . . . . No (+l )
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Skilled Craft Workers
TOTAL INCUMBENTS : 44
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 6 .4%
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 12 .5%
Factor 3 The Minority workforce in the ILA is 4 . 7%
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . . 1 . 8%
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 1. 8%
Factor 6 The availability of promotable
transferable Minority employees is 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 % . . . . . . . . . . . . . . . . 36*
Is there underutilization of Minorities . . . . . No
*Weighted availability factor:
Factor 4 is 10% (external recruitment)
1 . 8 x 10 = . 18
Factor 5 is 10% (external recruitment)
1 . 8 x 10 = . 18
Factor 6 is 80% (internal recruitment
0 x . 80 = 0
. 18 + . 18 + 0 = . 36
18
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Service/Maintenance
TOTAL , INCUMBENTS : 41
MINORITY UTILIZATION: 1 = 2 . 4%
IMMEDIATE LABOR AREA ( ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Minority population of the ILA is 6 . 4%
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 12 .5%
Factor 3 The Minority workforce in the ILA is 4 . 7%
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . 2 . 6%
Factor 5 The general availability of Minorities
with ,requisite skills for this job
group in the RRA is . . . . . . . . . 2 . 6%
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 % . . . . . . . . . . . . . . 2 . 6%
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 1997 edition.
20
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY:Officials & Administrators
TOTAL INCUMBENTS : 19
FEMALE UTILIZATION: 1 = 5 . 3%
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 . 8%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 38 . 6%
Factor 3 The Female workforce in the ILA is 4,7 . 3%
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . . 31 . 9%
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . 34 . 5%
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 % . . . . . . . . . . . . . . . 31 . 2%*
Is there underutilization of Females . . . . . . Yes (-5)
*Weighted availability factor:
Factor 4 is 80% in the Immediate Labor Area
31 . 9 x . 80 = 25 . 52
Factor 5 is 15% in the Reasonable Recruiting Area
34 . 5 x . 15 = 5 . 175
Factor 6 is 5% (internal recruitment)
10 . 9 x . 05 = .55
25 . 52 + 5 . 175 + . 5'5 = 31 .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 . 8%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 38 . 6%
Factor 3 The Female workforce in the ILA is 47 . 3%
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 56 . 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 . 9%
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 % . . . . . . . . . . . . . . . 18 . 4%*
Is there underutilization of Females . . . . . . Yes (-
*Weighted availability factor:
Factor 4 is 20% in the Immediate Labor Area
56 . 1 x . 20 = 11 . 22
Factor 5 is 5% in the Reasonable Recruiting Area
55 . 8 x . 05 = 2 .79
Factor 6 is 75% ( internal recruitment)
5 . 9 x . 75 = 4 .425
11 . 22 + 2 . 79 + 4 . 425 = 18 . 435 or 18 .4%
22
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY:Technicians
TOTAL INCUMBENTS: 27
FEMALE UTILIZATION: 2 = 7 , 4%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Female population of the ILA is 49 . 8%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . .. . . . . 38 .7%
Factor 3 The Female workforce in the ILA is - . 47 . 3%
Factor 4 The general availability of Females
with requisite skills for this job
group in .the ILA is . . . . . . . . . . 17 . 1%
Factor 5 The general availability of Females
with requisite skills for this job '
group in the RRA is . . . . . . . . . 17 . 1%
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 % . . . . . . . . . . . . . . . 17 . 10
Is there underutilization of Females . . . . . . Yes (-3)
23
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY:Protective Service Workers
TOTAL INCUMBENTS: 118
FEMALE UTILIZATION:. 7 = 5 . 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 . 8%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 38.7%
Factor 3 The. Female workforce in the ILA is 47 . 3%
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 16 . 7%
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 % . . . . . . . . . . . . . . 15 . 9%
Is there underutilization of Females . . . . . . Yes (-13)
*Weighted availability factor:
Factor 4 is 75% in the Immediate Labor Area
16 . 7 x . 75 = 12 .53 -
Factor 5 is 20% in the Reasonable Recruiting Area
13 . 4 x . 25 = 3 . 35
12 . 53 + 3 . 35 = 15 . 88 or 15 .9%
24
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY:Administrative Support
TOTAL INCUMBENTS : 49
FEMALE UTILIZATION: 37 = 75 .5%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Female population of the ILA is 49 . 8%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . 38 . 7%.
Factor 3 The Female workforce in the ILA is 47 . 3%
Factor 4 The general availability of Females,
with requisite skills for this job
group in the ILA is . . . . . . . . . . 82 . 3%
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 82 . 3%
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 % . . . . . . . . . . . . . . . 78 . 2%*
Is there underutilization of Females . . . . . . . Yes ( -1)
*Weighted availability factor:
Factor 4 is 95% in the Immediate Labor Area (external recruitment)
82 . 3 x . 95 = 78 . 19
Factor 6 is 5% (internal recruitment)
0 x . 05 = 0
78 . 19 + 0 = 78 . 19 or 78 . 2%
25
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Skilled Craft Workers
TOTAL INCUMBENTS : 44
FEMALE UTILIZATION: 1 = 2 . 3%
IMMEDIATE LABOR AREA ( ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Female population of the ILA is 49 . 8%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 38 . 7%
Factor 3 The Female workforce in the ILA is 47 . 3%
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 6 . 6%
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 6 . 6%
Factor 6 The availability of promotable
transferable Female employees is 14 . 6%
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 % . . . . . . . . . . . . . . . 13 . 0%*
Is there underutilization of Females . . . . . . Yes (-5)
*Weighted availability factor:
Factor 4 is 20% in the Immediate Labor Area (external recruitment)
6 . 6 x . 20 = 1 . 32
Factor 6 is 80% (internal recruitment)
14 . 6 x . 80 = 11 . 68
1 . 32 + 11 . 68 = 12 . 88 or 13 . 0%
26
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY:Service/Maintenance
TOTAL INCUMBENTS : 41
FEMALE UTILIZATION: 6 = 14 . 6%
IMMEDIATE LABOR AREA ( ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Female population of the ILA is 49 . 8%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 38 . 7%
Factor 3 The Female workforce in the ILA is 47 . 3%
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 No (+1)
27
XI. WORK FORCE ANALYSIS BY DEPARTMENT
28
WORK FORCE ---ANALYSIS
CITY OF JEFFERSON DEPT. Administration B--BLACK
H--HISPANIC
PAGE 1 OF 1 O--ASIAN
A--AM INDIAN
AS OF January , 1998
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 63, 154 94,731 1 1 1 0
City• Counselor 51 . 615 77 .423 1 1 1 .0
Dir. of Public Works 51,615 77 .423 1 1 1 0
Finance Director 42,891 64,337 1 1 1 0
Director of Planning
& Code Enforcement 42,891 64,337 1 1 1 0
Fire Chief 42,891 -64,337 1 1 1 0
Director of Parks
and Recreation 42,891 64 , 337 1 1 1 0
Directorof Human -
Resources 36,294 54,440 1 1 1 0 ,
City Clerk 22,524 33,787 6 1 1 0
Admin. Secretary- -21,652 32,479 6 3 3 0
Grant and Projects
Coordinator 26,008 39, 011 2 1 1 0
Chief ,of Police 42,891 ' 64,337 1 1 1 , 0
Associate City
Counselor 33,626 50,438 2 1 1 1 1
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 1998
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 27,534 41,299 2 1 1 0
Data Processing
Coordinator 26, 008 39,011 3 1. 1 0
Accountant 23,257 35,291 2 1 1 0
Accounting Supv. 21,652 32,479 6 1 1 0
Acctg. Asst. II .20,884 31,327 6 2 2 0
Purchasing Asst. 20,884 31,327 6 1 1 0
Acctg. Asst. I 16,233 23,538 6 1 1 2 0
Muni . Court Clerk 19 ,987 29,390 6 1 1 0
Deputy Court Clerk 16,987 24,630 6 1 1 1 0 .
30
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Planning & Code Enforcement B--BLACK
H--HISPANIC
PAGE 1 OF 1 0-=ASIAN
A--AM INDIAN
AS- OF January , 1997
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 33, 626 50,438 2 1 1 0
B1dg.Regs .Div.Dir. 31,306 46,957 1 1 1 0
Environ.Sanitation -
Div. Dir. 29,288 43.,932 1 1 1 0
Plumbing Insp. 23,527 35,291 3 1 1 0
Electrical Insp. 23,527 35,291 3 1 1 0
Building Insp. 23,527 35,291 3 1 1 0
Housing Insp. 23,527 35,291 3 1 1 0
Planner II 23,527 35,291 2 1 1 0
Environ. San. 22,524 33,787 3 3 1.._ 4 0
Animal Res-cue Div. 24,681 37,022, 1 1 1 0
Dir.
Animal Rescue Ofcr 16,987 24,630 4 3 3 0
Animal Tender 14,816 20,743 8 2 2 0
Admin. Secretary 21, 652 32,479 6 1 1 1 0
Secretary 16,987 24,630 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 , 1998
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 33,626 50,438 2 4 4 0
Police Lieutenant 2.9,288 43,932 2 4 4 0
Police Sergeant 26,008 , 39,011 4 9 1 9 0
Telecommunications
Supervisor 23,527 35,291 6 1 1 0
Police Corporal 22,524 33,787 4 1 1 0
Police Officer 22,524 33,787 4 49 6 55 5 1 1 5
Telecommunications
Operator 19,594 29, 390 6 4 8 12 1 1
Police Info.Clerk 16,987 24,630 6 3 3 0
Records and Fiscal
Affairs Supervisor 22,524 33,787 6 1 1 0
Community Service
Officer 16,987 24,630 6 3 3 0
Lead Telecom. Opr. 20,884 31,327 6 1 2 3 0
Admin. Secretary 21,552 32,479 6 1 1 0
Info. Systems Supv 26,008 39,011 3 1 1 0
Custodian 14,816 20,743 8 2 1 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 , 1998
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
--------------- CATE- ------------------ MALE -FEMALE MINO
JOB TITLE MINIMUM MAXIMUM GORY MALE FEMALE TOTAL B H_ - 0 A B H 0 A R-
ITIES
Asst. Fire Chief. 33,626 50,438 2 3 3 0
Fire Training
Officer 27 ,534 41,299 2 1 1 0
Fire Captain 9 . 14/hr 13.54/hr 2 19 19 1 1
Fire Driver 8.29/hr 12 .26/hr 4 22 22 1 1
Fire Fighter 7-. 65/hr 11.32/hr 4 24 1 24 1 1 0
Admin. Secretary 21, 652 32,479 6 1 1 0
Public Fire
Education Officer 24,681 37,002 2 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 1998
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. 39,362 59,043 1 1 1 0
Civil Engineer 29,288 43,932 2 2 2 0
Engineer. Design
Supv. 33, 626 50,438 2 1 1 0
Engineer. Designer 24,681 37,022 3 1 1 0
Engr. Info.Sys .Spec 23,527 35,291 3_ 1 1 p
Engrg. Insp.Supv. 24,681 37,022 3 1 1 0
Engineer. Tech. 21,652 32,479 3 3 3 0
Construction Insp. 23,527 35,291 3 2 2 0
Engr.Survey Supv. 24,681 37,022 3 1 1 1 1 0
Engineer. 0
Instrument Tech. 23,527 35,291 3 1 1
Street Div. Dir. 33,626 50,438 1 1 1 0
Traffic & Special
Services Supv. 24,681 37,022 3 1 1 0
Traff. Signal Tech 21,652 32,479 3 1 1 p
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 , 1998
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
Const/Mtc. Supr. 24, 681 37,022 7 1 1 0
Mtce, Crew Leader 21,652 32,479 7 5 5 0
Mtce. III 19,594 29 ,390 7 9 1 9 0
Mtce. II 17,852 25,885 8 10 TO 0
Mtce. I 16,233 23,538 8 8 8 0
Wastewater Trtmt.
Plant Supv. 27,524 41,299 2 1 1 0
Electrician 22,524 33,787 7 1 1 0
Chief of -
Operations (WWTP) 23,527- 35;291 3- 1 1 0
Chief of Mtce. 0
(WWTP) 23,527 35.,291 7 1 1
Pumping System
Mech. 21,652 32,479. 7 4 4 0
Televis .Equip.Opr. 21,652 32,479 7 1 1 0
Wastewater Trtmt. -
Plant Opr. II . 19,594 29,390 7 1 1 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 1998
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 22,524 33,787 7 2 2 0
Wastewater Trtmt.
Plant 0pr. I 17, 852 25,885 7 2 2 0
Admin. Secretary 21,652 32,479 6 1 1 0
Secretary 16,987 24, 630 6 1 1 0
Airport Div.Dir. 27,534 41,299 1 1 1 0
Lead Air Traffic
Controller 22,524 33,787 3 1 1 0
Parking Div.Dir. 24,681 37 ,022 1 1 1 1 �1
Sr. Parking
Enforcement Ofcr. 18,848 27 ,330 4 1 1 1 1
Parking Enfor.Ofcr 16,987 24,630 4 2 2 0
Transit Div.Dir. 26,008 39,011 1 1 1 0
Transit Oper.Supv. 22,524 33,787 6 1 1 1 1
Transit Opr.Asst. 21,652 32,479 6 1 1 1 1
Transit Com.Opr. 17,852 25,885 6 1 1 2 0
Air Traffic Ctrlr. 22,524 1 33,787 3 2 2 0
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 1998 ,
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
--------------- CATE- ------------------ MALE FEMALE MINOR-
JOB TITLE MINI-MUM MAXIMUM GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
Bus Driver 16,233 23,538 8 5 3 8 1 1
Central Mtce.
.Div. Dir. 26,008 39,011 1 1 1 0
Lead Auto
Equipment Mechanic 22,524 33,787 7 1 1 0
Auto Equip. Mech. 22,524 33,787 7 4 4 0
Parts Inventory
Clerk 20,884 31,327 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 , 1998
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
Park Resources
Div. Dir. 33,626 50,438 1 1 1 0
Park Resources
Supervisor 24,681 37,022 7 2 2 0
Rec. Program Supv. 24,681 37,022 2 4 1 5 1 1
Electrician 22, 191 33,288 7 1 1 0
Parks Equip.Mech.. 22,524 33,787 7 2 2 0
Horticulturist 23,527 35,291 3 1 1 0
Mtce. Crew Leader 21,652 32,479 7 3 3 0
Mt.ce. III 19,594 29, 390 7 3 3 0
Mtce. II 17,852 22, 885 8 8 1 8 0
Mtce. I 16,233 23,528 8 3 3 0
Admin. Secretary 21,652 32,479 6 1 1 0
Secretary 16,987 24,630 6 2 2 1 1 0
38
XII. SUMMARY ANALYSIS TABLES
39
GOALS AND MINORITY UTILIZATION ANALYSIS
OF MAJOR JOB GROUPS
ITY OF JEFFERSON
TOTAL NUMBER OF EMPLOYEES
MINORITY EMPLOYEES
% MINORITY EMPLOYEES-
% MINORITY AVAILABILITY .
UNDERUTILIZED BASED ON
AVAILABILITY?
ANNUAL GOAL
TOTAL
ANTICIPATED
VACANCIES-
1998
JOB CATEGORY
Officials &
Administrators 19 1 5.3 4.5
Professionals 46 3 6.5 6.0
Technicians 27 0 - 5.7 -2 ' - 2
Protective
Service 118 7 5.9 8.9 -3 2 6
Workers
Administrative
Support 49 3 6.1 3.5 +1 - 1
Skilled Craft
Workers 44 - 0 0 .36 - - 2
Service/
Maintenance 41 1 2.4 2.6 - 1 2
TOTALS 344 15 4.4 -4 3 15
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-
1998
JOB CATEGORY
Officials &
Administrators 19 1 5.3 31.2 -5 1 1
Professionals 46 5 10.9 18.4 -3 1 3
Technicians 27 2 7.4 17.1 -3 1 2
Protective
Service - 118 7 5.9 15.9 -13 1 6
Workers
Administrative
Support 49 37 75.5 78.2 -1 - 1
Skilled Craft
Workers 44 1 2.3 13.0 -5 1 3
Service/
Maintenance 41 6 14.6 13.4 +1 - 2
TOTALS 344 59 17.2 -29 5 15
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 1998 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 1997 PERFORMANCE
Total employment increased by nine employees in 1997 from 335 to 344, and the
number of females employed increased from 55 to 59. The increase was due primarily
to the City being near '"full employment" this year - departments have promptly filled
vacancies as they have occurred.
Minority employment decreased slightly by one employee from 16 to 15.
Underutilization remains at 4 employees across all departments. The City's overall
percentage of minority employees also decreased from 4.8% to 4.4%.
1998 GOALS
Officials and Administrators
The turnover, in this job ,category is unpredictable. In the past few years there
have been limited vacancies. If a vacancy occurs in 1998, efforts will be made to recruit
minorities and females.
This job category shows adequate utilization of'minorities based on availability,
however females are underutilized by five. Openings that occurred in this job category
are traditionally replaced by males. A goal of one female in the officials and
administrators category has been set for 1998.
Professionals
In the professionals job category, females remain underutilized by 3. The
increased emphasis on promoting and recruiting female and minorities may demonstrate
42
f
positive results in time. At least one professional vacancy is anticipated in 1998 and the
objective will be.to fill it with a female.
Technicians
This job category is made up primarily of engineering 'technicians, building
inspectors, sanitarians and air traffic controllers. This is..a difficult job category to recruit
female employment; however, the goal is set for one female to be hired in 1998.
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. The City had success in the past in recruiting minorities in this job category in
the Police Department. The goal of two minority hires is set for 1998.
Administrative Support
Female utilization is very close to the statistical availability in this job category
as these positions are traditionally filled by females. There is a 'shortage of qualified
minorities in this category. No employment goals will be set in this job category for
1998.
Skilled Craft Workers
These positions are primarily filled by promotion, however, the City's
service/maintenance job category currently does not have female or minority employees
who are promotable. The City was able to recruit one female hire in 1997. The focus.
for 1998 shall be to continue to recruit minorities -and females in the
service/maintenance category for later training and promotion.
Ser-vice/Maintenance
The utilization remains consistent with the previous years with both female and
minority participation near the limit of availability. The City will continue
recruitment efforts in this category due.to the need to promote from this category to the
skilled craft and technicians categories. A goal of one minority is set for 1998.
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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.
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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 pilots and navigators, and
kindred workers.
Senior Planner
Planner II
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
Associate City Counselor
(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 Coordinator
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
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Engineering Technician
Traffic S-Special Services Supervisor
Traffic Signal Technician
Lead Air Traffic Controller
Air Traffic Controller
Televising Equipment Operator
Chief of Operations (WWTP)
Plan Reviewer
(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
(S) 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 bookl.eepers, 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
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Municipal Court Cleric
Deputy Court Cleric
Accounting Supervisor
Accounting Assistant II
Accounting Assistant I
Clerical Assistant
Purchasing Assistant
Records and Fiscal Affairs Supervisor
Telecommunications Supervisor
Lead Telecommunications Operator
Telecommunications Operator
Police Information Cleric
Parts Inventory Cleric
Transit Communications Operator
Transit Operations Supervisor
Transit Operations Assistant
Community Service Officer
(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 11
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
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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
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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