HomeMy Public PortalAbout1999 RESOLUTION
RS98-22
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 need 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 1999, 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.
Ad ted this 19th day of January 1999
Mayor
ATTEST: APPROVED AS TO FORM:
City CI rk City Counselor
t9'
y � s
Affirmative Action Plan
City of Jefferson
320 E.,McCarty
Jefferson City,MO 65101
Inclusive Dates of Affirmative Action Plan:
January 1 -December 31, 1999
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.
1
H. 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 mentalj ob 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 the Director of Human Resources, City of Jefferson, 320 E. McCarty,
Jefferson City, MO 65 10 1, telephone (573)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.
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
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 the Director of Human Resources, City of Jefferson, 320 E.
McCarty, Jefferson City, MO 65 10 1,telephone (573)634-6310.
4
4
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 the Director of Human Resources,City of Jefferson,320 E.McCarty,Jefferson City,MO
65 10 1,telephone (573)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 subj ect 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 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.
"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
6
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:
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) 1 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 Hall, 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.
Advertising
The City uses mass media advertising mostly through the Jefferson City News Tribune. The
Missouri State Post has been 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 and other newspapers. Through the Missouri Job Service,all
of the City's outside advertising is placed on the Internet,and Human Resources staff have upgraded
computers in 1996 to access Internet recruitment resources.
8
The Human Resources staff shall continue to develop a close relationship with high schools,
vocational schools and a minority college in the immediate recruiting area. The Human Resources
staff has participated in career days at Lincoln University,Linn Technical College and Nichols Career
Center. The Police Department has also 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.
The Supervisor Leadership Program,implemented in 1997,trains supervisor and crew leader
employees in supervisory and management skills tailored to the policies and procedures of the City.
This is an internal program trained by staff. The Management Development Seminars, also
implemented in 1997,brings external trainers to the City classroom for one-day intensive single topic
training in supervision and management.
Tuition reimbursement,subject to fund availability,is available to all employees who wish
to improve their skills in job related post secondary school 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 1998 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 : 21
MINORITY UTILIZATION: 1 = 4 . 8%
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 . 9.0-0
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 12 .406
Factor 3 The Minority workforce in the ILA is 4 . 70
Factor 4 The general availability of Minorities
with requisite, skills for this job
group in the ILA is . . . . . . . . . . 3 . 106
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 . 80-o
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 . 6%*
Is there underutilization of Minorities . . . . . No
*Weighted availability factor:
Factor 4 is 800-o .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 50 (internal recruitment)
6 . 8 x . 05 = .34
2 .48 + 1 . 73 + .34 = 4 . 55 or 4 . 60
13
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Professionals
TOTAL INCUMBENTS: 44
MINORITY UTILIZATION: 3 = 6 . 80
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Missouri Statewide
Factor 1 Minority population of the ILA is 6 . 9%
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 12 .406
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 .40-.
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 9 . 90-.
Factor 6 The availability of promotable
transferable Minority employees is 6 . 10-0
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 .2%*
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)
6 . 1 x . 75 = 4 .4575
1 . 08 + . 50 + 4 . 575 = 6 . 155 or 6 . 20-o
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 6 . 90
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 12 .40-.
Factor 3 The Minority workforce in the ILA is 4 . 76
Factor 4 The general availability of Minorities
with requisite skills for this job,
group in the ILA is . . . . . . . . . . 6.30-o
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 6 ..30-o
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 . 70-o*
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
15
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Protective Service Workers
TOTAL INCUMBENTS: 115
MINORITY UTILIZATION: 7 = 6 . 1%
IMMEDIATE LABOR AREA (ILA) : Jefferson Citv Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Missouri Statewide
Factor 1 Minority population of the ILA is 6 . 9%
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 12 .4%
Factor 3 The Minority workforce in the ILA is 4 . 70-8
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . . 6 .4-0.
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 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 . 90-o*
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 25t in the Reasonable Recruitment Area
16 .2 x .25 = 4 . 05
4 . 8 + 4 . 05 = 8 . 85 or 8 . 9%
16
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Administrative Support
TOTAL INCUMBENTS : 48
MINORITY UTILIZATION: 3 = 6 .3%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Minority population of the ILA is 6 . 906
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 12 .4-08
Factor 3 The Minority workforce in the ILA is 4 . 70-o
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . . 3 . 50-8
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 3 . 5-0.
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 . 5-0o
Is there underutilization of Minorities . . . . . No (+1)
17
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Skilled Craft Workers
TOTAL INCUMBENTS: 46
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 . 90-0
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 12 .4%
Factor 3 The Minority workforce in the ILA is 4 . 70-o
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . . 1 . 80-o
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 1026 (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 . 906
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 12 .40-.
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 . 606
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 2 . 6-0o
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 1998
edition.
20
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Officials & Administrators
TOTAL INCUMBENTS : 21
FEMALE UTILIZATION: 2 = 9 . 50
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 . 7%
Factor 3 The Female workforce in the ILA is 47 .30-.
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 11 .4%
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 .3%*
Is there underutilization of Females . . . . . . Yes (-4)
*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)
11.4 x . 05 = . 57
25 . 52 + 5 . 175 + . 57 = 31 .3%
21
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY:Professionals
TOTAL INCUMBENTS : 44
FEMALE UTILIZATION: 5 = 11 .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 . 80-8
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 38 . 70-.
Factor 3 The Female workforce in the ILA is 47 . 30
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 . 20-8
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 . 9%*
Is there underutilization of Females . . . . . . Yes (-3)
*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 .2 x . 75 = 3 . 9
11 .22 + 2 . 79 + 3 . 9 = 17 . 91 or 17 . 9%
22
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY:Technicians
TOTAL INCUMBENTS : 27
FEMALE UTILIZATION: 3
IMMEDIATE LABOR AREA (ILA) : Jefferson Citv 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 .30-.
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 p
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 . 1%
Is there underutilization of Females . . . . . . Yes (-2)
23
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY:Protective Service Workers
TOTAL INCUMBENTS : 115
FEMALE UTILIZATION: 6 = 5 .2%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Missouri Statewide
Factor 1 Female population of the ILA is 49 . 80
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 38 . 706
Factor 3 The Female workforce in the ILA is 47 . 306
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 16 . 7%
0
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 13 .4-0.
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 . 906
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 . 90
24
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY:Administrative Support
TOTAL INCUMBENTS: 48
'J
FEMALE UTILIZATION: 40 = 83 .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 . . . . . . . . . . 82 .30
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 . . . . . . No (+2)
*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: 46
FEMALE UTILIZATION: 1 = 2 .2%
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 . 30
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . 7 . 00-.
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 7 . 0-0.
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 . 1%*
Is there underutilization of Females . . . . . . Yes (-5)
*Weighted availability factor:
Factor 4 is 20% in the Immediate Labor Area (external recruitment)
7 . 0 x .20 = 1 .4
Factor 6 is 80% (internal recruitment)
14 . 6 x . 80 = 11 . 68
1 .4 + 11 . 68 = 13 . 08 or 13 . 1%
26
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY:Service/Maintenance
TOTAL INCUMBENTS : 41
FEMALE UTILIZATION: 4 = 9 . 8%
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 . 7-0o
Factor 3 The Female workforce in the ILA is 47. 30-o
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 13 .4-06
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 13 .4%
a
Factor 6 The availability of promotable
transferable Female employees-•is p
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 (-2)
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 1999
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 65, 049 97, 573 1 1 1 0
City Counselor 53, 163 79, 746 1 1 1 0
Dir. of Public Works 531163 79, 746 1 1 1 0
Finance Director 44, 178 66, 267 1 1 1 0
Director of Planning
&Code Enforcement 44, 178 66, 267 1 1 1 0
Fire Chief 44, 178 66, 267 1 1 1 0
Director of Parks
and Recreation 44, 178 66, 2-67 1 1 1 0
Director of Human
Resources 37, 383 56, 073 1 1 1 0
- City Clerk 23, 200 34, 801 6 1 1 0
Admin. Secretary 22,_302 33, 453 6 2 2 0
Grant and Projects
Coordinator 26, 788 40, 181 - 2 1 1 0
Chief of Police 44, 178 66, 267 l 1 1 0
Associate City
Counselor 34, 635 51, 951 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 1999
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 28, 360 42, 538 2 1 1 0
Data Processing
Coordinator 26, 788 40, 181 3 2 2 0
Accountant 24, 233 36, 350 2 1 1 0
Accounting Supv. 22, 302 33, 453 6 1 1 0
Acctg. Asst . II 21, 511 32, 267 6 2 2 0
Purchasing Asst . 21, 511 32, 267 6 1 1 0
Acctg. Asst . I 16, 720 24, 244 6 1 1 1 1
Muni . Court Clerk 20, 182 30, 272 6 1 1 0
Deputy Court Clerk 17, 497 25, 369 6 1 1 0
Clerical Asst . 15, 781 22, 094 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 1999
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 34, 635 51, 951 2 1 1 0
B1dg.Regs.Div.Dir. 32, 245 48, 366 1 1 1 0
Environ.Sanitation
Div. Dir. 30, 167 45, 250 1 1 1 0
Plumbing Insp. 24, 233 36, 350 3 1 1 0
Electrical Insp. 24, 233 36, 350 3 1 1 0
Building Insp. 24, 233 36, 350 3 1 1 0
Housing Insp. 24, 233 36, 350 3 1 1 0
Planner II 24, 233 36, 350 2 1 1 0
Environ. San. 23, 200 34, 801 3 3 1 4 0
Animal Rescue Div. 25, 421 38-, 133 1 1 - 1 0
Dir.
Animal Rescue Ofcr 17, 497 25, 369 4 3 3 0
Animal Tender 15, 260 21, 365 8 2 2 0
Admin. Secretary 22, 302 33, 453 6 1 1 0
Secretary 17, 497 25, 369 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 1999
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 O A ITIES
Police Captain 34, 635 51, 951 2 3 3 0
Police Lieutenant 30, 167 45, 250 2 3 3 0
Police Sergeant 26, 788 40, 181 4 8 8 0
Telecommunications 36
Supervisor 24, 233 350291 6 1 1 0
Police Corporal 23, 200 34, 801 4 1 1 0
Police Officer 23 , 200 34, 801 4 51 6 57 5 5
Telecommunications
Operator 20, 182 30, 272 6 43 11 14 0
Police Info.Clerk 17, 497 25, 369 6 3 3 0
Records and Fiscal
Affairs Supervisor 23, 200 34, 801 6 1 0
Community Service
Officer 17, 497 25, 369 6 2 2 0
Lead Telecom. Opr. 21, 511 32, 267 6 2 2 0
Admin. Secretary 22, 302 33, 453 6 1 1 0
Info. Systems Supv 26, 788 40, 181 3 1 1 0
Custodian 14, 816 20, 743 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 1999
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 34, 635 51, 951 2 3 3 0
Fire Training
Officer 28, 360 42, 538 2 1 1 0
Fire Captain 9 .41/hr 13 . 95/hr 2 18 18 1 1
Fire Driver 8 .54/hr 12 .63/hr 4 20 20 1 1
Fire Fighter 7. 88/hr 11 . 66/hr 4° 24 24 0
Admin. Secretary 22, 302 33, 453 6 1 1 0
Public Fire
Education Officer 25, 421 38, 133 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 1999
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
EngiAeer.Div.Dir. 40,453 60, 814 1 1 l 0
Civil Engineer 30, 167 45, 250 2 3 3 0
Engineer. Design
Supv. 34, 635 51, 951 2 1 1 0
Engineer. Designer 25,421 38, 133 3 1 1 0
Engr. Info.Sys .Spec 24, 233 36, 350 3 1 1 0
Engrg. Insp.Supv. 25, 421 38, 133 3 1 1 0
Engineer. Tech. 22, 302 33, 453 3 2 2 0
Construction Insp. 24, 233 36, 350 3 3 3 0
Engr.Survey Supv. 25, 421 38, 133 3 1 1 0
Engineer. 0
Instrument Tech. 24, 233 36, 350 3 1 1
Street Div. Dir. 34, 635 51, 951 1 1 1 0
Traffic & Special
Services Supv. 25, 421 38, 133 3 1 1 0
Traff . Signal Tech 22, 302 33, 453 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 1999
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. 25, 421 38, 133 7 1 1 0
Mtce . Crew Leader 22, 302 33 , 453 7 7 7 0
Mtce. III 20, 182 30, 272 7 8 8 0
Mtce . -II . 18, 388 26, 662 8 11 11 0
Mtce . I 16, 720 24, 244 8 - 7 7 0
Wastewater
Utilities Div.Dir. 40, 543 60, 814 1 1 1 0
Wastewater Trtmt.
Plant Supv. 28, 360 42, 538 2 1 1 0
Electrician 23, 200 34, 801 7 1 1 0
Collection System
Mtce . Supv. 24, 233 36-, 350 7 1 1 0
Chief of Mtce. 0
(WWTP) 24, 233 36, 350 7 1 1.
Pumping System
Mech. 22, 302 33, 453 7 3 3 0
Televis .Equip.Opr. 22, 302 33, 453 7 1 1 0
Wastewater Trtmt.
Plant Opr. II . 20, 182 30, 272 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 1999
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 23 , 200 34, 801 7 3 3 0
Wastewater Trtmt .
Plant Opr. I 18, 388 26, 662 7 2 2 0
Admin. Secretary 22, 302 33, 453 6 1 1 0
Secretary 17, 497 25, 369 6 1 1 0
Airport Div.Dir. 28, 360 42, 538 1 1 1 0
Lead Air Traffic
Controller 23, 200 34, 801 3 , 1 1 0
Parking Div.Dir. 25, 421 38, 133 1 1 1 1 1
Sr. Parking
Enforcement Ofcr. 19, 413 28, 150 4 1 1 1 1
Parking Enfor.Ofcr 17, 497 25, 369 4 1 1 0
Transit Div.Dir. 26, 788 40, 181 1 1 1 0
Transit Oper.Supv. 23, 200 34, 801 6 1 1 1 1
Transit Opr.Asst . 22, 302 33, 453 6 1 1 1 1
Transit Com.Opr. 18, 388 26, 662 6 1 1 2 0
36
f
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 1999
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
Air Traffic Ctrlr. 23, 200 34, 801 3 2 2 0
Bus Driver 16., 720 24, 244 8 6 2 8 1 1
Central Mtce.
Div. Dir. 26, 788 40, 181 1 1 1 0
Lead Auto
Equipment Mechanic 23, 200 34, 801 7 1 1 0
Auto Equip. Mech. 23, 200 34, 801 7 4 4 0
Parts Inventory
Clerk 21, 511 32, 267 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 1999
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
supervisor 25,421 38, 133 7 2 2 0
Rec. Program Supv. 25, 421 38, 133 2 3 1 4 1 1
Electrician 23, 200 34, 801 7 1 1 0
Parks Equip.Mech. 23, 200 34, 801 7 2 2 0
Horticulturist 23, 200 34, 801 3 1 1 0
Mtce. Crew Leader 22, 302 33, 453 7 3 3 0
Mtce. III 20, 182 30, 272 7 3 3 0
Mtce. II 18, 388 26, 662 8 8 8 0
Mtce. I 16, 720 24, 244 8 3 3 0
Admin. Secretary 22, 302 33,453 6 1 1 0
Secretary 17, 497 25, 369 6 2 2 0
Rec.Facil .Sp.
Svcs. Div. Dir 34, 635 51, 951 1 1 1 0
Gen Rec/Supp.
Services Div. Dir. 34, 635 51, 951 1 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-1999
JOB CATEGORY
Officials &
Administrators 21 1 4.8 4.6 - - 1
Professionals 44 3 6.8 6.2 - - I
Technicians 27 0 0 5.7 _2 _ 2
Protective Service
Workers 115 7 6.1 8.9 1 -3 2 6
Administrative
Support 48 3 6.3 3.5 +1 - I
Skilled Craft
Workers 46 0 0 .36 - - 2
Service/
Maintenance 41 1 2.4 2.6 - 1 2
TOTALS 342 15 4.4 -4 3 15 -
40
5 -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-1999
JOB CATEGORY
Officials &
Administrators 21 2 9.5 31.3 -4 1 1
Professionals 44 5 11.4 17.9 -3 1 1
Technicians 27 3 11.1 17.1 -2 1 2
Protective Service
Workers 115 6 5.2 15.9 -13 1 6
Administrative
Support 48 40 83.3 78.2 +2 - 1
Skilled Craft
Workers 46 1 2.2 13.1 -5 1 2
Service/
Maintenance 41 4 9.8 13.4 -2 1 2
TOTALS 342 61 17.8 -27 6 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 1999 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 1998 PERFORMANCE
Total employment decreased by two employees in 1998 from 344 to 342,and the number of
minorities employed remained the same at 15. The City's overall percentage ofminority employment
remains at 4.4%with underutilization at 4 employees across all departments.
Female employment increased by two employees from 59 to 61 in 1998 resulting in an overall
percentage increase from 17.2%to 17.8%. Female underutilization remains high primarily because
of the high percentage of City employment that is traditionally male dominated jobs in protective
service and skilled craft areas.
1999 GOALS
Officials and Administrators
The turnover in this job category is unpredictable. In the past few years, there have been
vacancies. If a vacancy occurs in 1999, efforts will be made to recruit minorities.
This job category shows satisfactory utilization of minorities based on availability;however,
females are underutilized by four. One opening that occurred in this job category in 1998 was filled
by a female. A goal of one more female in the officials and administrators category has been set for
1999.
Professionals
In the professionals job category,females remain underutilized by 3. Goals to fill at least one
vacancy with a minority or female were not accomplished. At least one professional vacancy is
anticipated in 1999 and the objective will be to fill it with a female or a minority candidate.
Technicians
This job category is made up primarily of engineering technicians, building inspectors,
sanitarians and air traffic controllers. Another female was hired as a data processing coordinator.
The goal is set for one female to be,hired in 1999.
42
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 has had
success in recruiting minorities in this job category in the Police Department. The goal of two
minority hires was not accomplished in 1998;goals will again be set for one female and two additional
minorities in 1999.
Administrative Support
Female utilization is above the statistical availability in this job category as these positions are
traditionally filled by females. Qualified minorities in this category have also been retained. No
employment goals will be set in this job category for 1999.
Skilled Craft Workers
These positions are primarily filled by promotion;however,the City's service/maintenance j ob
category currently has few female or minority employees who are promotable. The focus for 1999
shall be to continue to recruit minorities and females in the service/maintenance category for later
training and promotion.
Service/Maintenance
This j ob category is not traditionally filled by females. The City will set a goal of one female
recruit in 1999.
Minority utilization is close to availability;however,we 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 1999.
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 Facilities Special Services Division Director
General Recreation and Support Services 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 pilots and
navigators, and kindred workers.
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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
Engineering Technician
Traffic& Special Services Supervisor
Traffic Signal Technician
Lead Air Traffic Controller
Air Traffic Controller
Televising Equipment Operator
Chief of Operations (WWTP)
Plan Reviewer
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(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.
r
(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
Records and Fiscal Affairs Supervisor
Telecommunications Supervisor
Lead Telecommunications Operator
Telecommunications Operator
Police Information Clerk
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Parts Inventory Clerk
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 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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