HomeMy Public PortalAbout2000 o�
Affirmative Action Plan
City of Jefferson
320 E. McCarty
Jefferson City, MO 65101
Inclusive Dates of Affirmative Action Plan:
January 1 -December 31, 2000
Plan Prepared By: Melva Fast
Grant and Projects Coordinator
I�cu.- A k %
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Plan Read and
Approved By: Richard A. Mays
City Administrator
Gail Strope
Director of Human Resources
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TABLE OF CONTENTS
I. INTRODUCTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . I
H. POLICY STATEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
III.GUIDELINES AGAINST SEX DISCRIMINATION
AND SEXUAL HARASSMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
IV. GUIDELINES FOR
RELIGIOUS ACCOMMODATION AND NATIONAL ORIGIN . . . . . . . . . . . . . . . . . . . . . . . 3
V. GUIDELINES FOR EMPLOYMENT OF
DISABLED VETERANS,VIETNAM ERA VETERANS,AND THE DISABLED . . . . . . . . 4
VI. AFFIRMATIVE ACTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
VII. INTERNAL COMMUNICATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
VIII. EXTERNAL COMMUNICATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
IX. UTILIZATION ANALYSIS--MINORITIES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
X. UTILIZATION ANALYSIS --FEMALES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
XIII.DISCUSSION OF UTILIZATION AND GOALS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37
XIV. APPENDIX . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
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.
11. 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 all physical and mental job qualifications are j ob
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 65101, telephone (573)634-6310.
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III. GUIDELINES AGAINST SEX DISCRIMINATION
AND SEXUAL HARASSMENT
The City of Jefferson's policy of equal opportunity forbids discrimination because of gender.
To ensure this policy is carried out, the City has taken the following steps:
1. Recruiting efforts are directed to members of both genders. 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 gender.
3. Marital and parental status are not factors considered in any employment activity,
including but not limited to hiring,promotion,transfer, compensation,hours, etc.
re sfiY0 a"^
4. Comparable rest facilities are available for both genders.
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 gender.
9. Wages are based solely on work assignments and not on the gender of the employee.
10. There is no mandatory retirement age for members of either gender.
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 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.
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;. 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 65101,telephone (573)634-6310.
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.
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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 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
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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) I am a Disabled Veteran or Special Disabled Veteran.
3) I am a Vietnam Era Veteran.
4) If disabled, please describe the nature of handicap or disability and any accommodation
necessary to do the job:
Name Dept./Div.
Please return this form to the Human Resources Office, City 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.
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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.
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 submitting a completed application to the Human Resources Office.
Interviews are scheduled by supervisory personnel. Supervisors review personnel files for previous
performance appraisals and check attendance records. 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.
All outside advertising is placed on the internet at www.jeffcity.net. Depending on the
position, advertising may also be done on various additional internet sites, occupation specific
journals or newsletters, or by direct mail to specific organizations or college recruiting offices. a
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r: 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 and Police Department staff have participated in career days at Lincoln University, Linn
Technical College,Nichols Career Center, and Central Missouri State University.
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 postsecondary school courses. The City reimburses a portion
of the tuition for approved programs.
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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.
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,we are an Equal Opportunity
Employer.
2. Employment agencies and other organizations have been or will be informed in writing 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 they are equal opportunity suppliers.
4. Minorities and females are represented in all City of Jefferson publications.
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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.
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UTILIZATION ANALYSIS--MINORITIES Y
JOB CATEGORY: Officials & Administrators •"
TOTAL INCUMBENTS : 21
MINORITY UTILIZATION: 1 = 4 . 80-.
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 .40
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 12 .40-8
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 . . . . . . . . . . 3 . 10-o
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 11 . 696
Factor 6 The availability of promotable
transferable Minority employees is 6 .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 % . . . . . . . . . . . . . 4 .50-.*
Is there underutilization 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 . 6 x .15 = 1 . 74
Factor 6 is 5% (internal recruitment)
6 .4 x . 05 = .32
2 .48 + 1 . 74 + .32 = 4 .54 or 4 . 5%
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Professionals
• TOTAL INCUMBENTS : 48
MINORITY UTILIZATION: 3 = 6 . 30
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 .4%
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 . . . . . . . . . . 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 4 . 3%
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 % . . . . . . . . . . . . . . . 4 . 8%*
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 750 (internal recruitment)
4 .3 x . 75 = 3 .225
1 . 08 + . 50 + 3 . 225 = 4 . 81 or 4 . 8%
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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 .40
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 12 .4%
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 . . . . . . . . . . 6 .3%
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 6 .30-8
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 : 115
MINORITY UTILIZATION: 5 = 4 . 3%
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 .4-08
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 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. HiQhwav 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 (-4)
*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: 44
MINORITY UTILIZATION: 3 = 6 . 8%
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 .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 . . . . . . . . . 3 . 5%
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 3 . 5-06
Factor 6 The availability of promotable
transferable Minority employees is p
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 (+1)
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Skilled Craft Workers
TOTAL INCUMBENTS : 47
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 .4%
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 . 806
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 Colle e
Factor 8 Internal training includes . . . . . .
Availability as a, % . . . . . . . . . . . . . . . .4*
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
• 15
i
UTILIZATION ANALYSIS--MINORITIES
I JOB CATEGORY: Service Maintenance
TOTAL INCUMBENTS :
42
MINORITY UTILIZATION:
' 3
IMMEDIATE LABOR AREA (ILA) : Jefferson Cit 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 .4%
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 . . . . . . . . . . 2 . 6 .
Factor 5 The general availability of Minorities _
with requisite skills for this job
group in the RRA is . . .
2 . 60
Factor 6 The availability of promotable
transferable Minority employees is p
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . • . . .
Factor 8 Internal training includes . . . . . .
Availability as a % . . . . • .
Is there underutilization of Minorities .
16
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.
17
UTILIZATION ANALYSIS_-FEMALES
JOB CATEGORY: Officials & Administrators
TOTAL INCUMBENTS : 21 •
FEMALE UTILIZATION:
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
• 51 . 80o
Factor 2 The Female unemployment force in
the ILA is . .
44 . 0%
Factor 3 The Female workforce in the ILA is
47 . 30o
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 31 . 90-o
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
14 '. 70
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . .
The Cit does not hire directl • from training
institutions for these 1DOsitions
Factor 8 Internal training includes . . .
Tuition reimbursement ro ram available
Availability as a % . . . .
.
Is there underutilization of Females
_ Yes f-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)
14 . 9 x . 05 = . 745 1
25 . 52 + 5 . 175 + . 745 = 31 .45% or 31.5
18
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Professionals
TOTAL INCUMBENTS : 48
FEMALE UTILIZATION: 7 = 14 . 6%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Missouri Statewide
Factor 1 Female population of the ILA is 51 . 826
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 44 . 0%
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 . . . . . . . . . 56 . 1%
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 55 . 3%
Factor 6 The availability of promotable
transferable Female employees is 7 . 0%
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . . . . . . .
Univ. of Missouri-Rolla and Columbia Lincoln University,
Mo. Hiahwav Patrol Academy
Factor 8 Internal training includes . . . . . .
In-service police and training
Availability as a % . . . . . . . . . . . . . . . 18 . 50-o*
Is there underutilization of Females . . . . . . Yes (-2)
*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 .3 x . 05 = 2 . 765
Factor 6 is 750-o (internal recruitment)
6 x . 75 = 4 . 5
11.22 + 2 . 765 + 4 . 5 = 18 .49 or 18 . 5%
19
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 51 . 8%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 44 - no-.
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 . 106
Is there underutilization of Females . . . . . . Yes (-2)
20
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Protective Service Workers
TOTAL INCUMBENTS : 115
FEMALE UTILIZATION: 8 = 7 . 0%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Missouri Statewide
Factor 1 Female population of the ILA is 51 . 8%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 44 . 0%
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 . . . . . . . . . . 16 . 7%
0
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 (-11)
*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%
21
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY:Administrative Support
TOTAL INCUMBENTS: 44
FEMALE UTILIZATION: 37 = 84%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Female population of the ILA is 51 . 8%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 44 . 0%
0
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 . . . . . . . . . . 82 .3%
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 78 . 5%
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%*
0
Is there underutilization of Females . . . . . . No (+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% i
22
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY:Skilled Craft Workers
TOTAL INCUMBENTS : 47
FEMALE UTILIZATION: 1 = 2 . 1%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Female population of the ILA is 51 . 8%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 44 . 0 .
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 . 10
Factor 5 The general availability of Females -
with requisite skills for this job
group in the RRA is . . . . . . . . . 3 .4%
Factor 6 The availability of promotable
transferable Female employees is 0
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . . . . . . .
Nichols Career Center Linn Technical Colle e
Factor 8 Internal training includes . . . . . .
Availability as a % . . . . . . . . . . . . . . . 1 .40-.*
Is there underutilization of Females . . . . . . Yes (-5)
*Weighted availability factor:
Factor 4 is 20% in the Immediate Labor Area (external recruitment)
7 . 1 x . 10 = . 71
Factor 5 is 10% in Reasonable Recruiting Area (external recruitment)
3 .4 x . 10 = .34
Factor 6 is 80% (internal recruitment)
0
1 .42 + 0 = 1 .4208 or 1 .41%
23
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY:Service/Maintenance
TOTAL INCUMBENTS: 42
FEMALE UTILIZATION: 7 = 16 . 7%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Female population of the ILA is 51 . 8%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 02.
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 .48
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 lob
Availability as a % . . . . . . . . . . . . . . . 13 .48
Is there underutilization of Females . . . . . . Yes (-2)
24
WORK FORCE ANALY 3 BY DEPARTMENT
CITY OF JEFFERSON DEPT. Administration B--BLACK
H--HISPANIC
PAGE 1 OF 1 O--ASIAN
A--AM INDIAN
AS OF January , 2000
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 68, 301 - 102, 452 1 1 1 0
City Counselor 55, 822 83, 733 1 1 1 0
Dir. of Public Works 55, 822 83, 733 1 1 1 0
Finance Director 46, 387 69, 580 1 1 1 0
Director- of Planning
& Code Enforcement 46, 387 69, 580 1 1 1 0
Fire Chief 46, 387 69, 580 1 1 1 0
Director of Parks
and Recreation 46, 387 69, 580 1 1 1 0
Director of Human
Resources 42, 570 63, 855 1 1 1 0
City Clerk 24, 360 36, 541 6 1 1 0
Admin. Secretary 23 , 417 35, 126 6 � 3 3 0
Grant and Projects
Coordinator 28, 128 42, 190 2 1 1 0
Chief of Police 46, 387 69, 580 1 1 1 0
Associate City
Counselor 36, 367 54, 549 2 1 1 1 1
25
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Finance B--BLACK
H--HISPANIC
PAGE 1 OF 1 O--.ASIAN
AS OF January 2000 A-AM INDIAN
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 29, 778 44, 665 2 1 1 0
Data Processing
Supervisor 31, 675 47, 512 3 1 1 0
Accountant 25, 444 38, 167 2 1 1 0
Acctg. Asst. II 22, 586 33, 880 6 2 2 1 1
Purchasing Asst. . 22, 586 33, 880 6 1 1 0
Muni. Court Clerk 21, 191 31, 785, 6 1 1 0
Deputy Court Clerk 18, 371 26, 637 6 1 1 0
Chief Accountant . 29, 778 44, 665 1 1 0
Acctg. Asst. III 22, 586 331880 1 1 0
Secretary 17, 556 25,456 1 1 0
2
WORK FORC ANALYSIS
CITY OF JEFFERSON DEPT._- Planning & Code Enforcement B--BLACK
PAGE 1 OF
H--HISPANIC
1 O--ASIAN
AS OF _ January 20001999 A--AM INDIAN
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
Senior Planner 36, 367 54, 549 2 1 1 0
B1dg.Regs .Div.Dir. 33, 857 50, 784 1 1 1 0
Environ.Sanitation
Div: Dir. 30, 675 47, 512 1 1 1 0
Plumbing Insp. 25,444 38, 167 3 1 1 0
Electrical Insp. 25,444 38, 167 3 1 1 0
Building Insp. 25, 444 38, 167 3 1 1 0
LEnviron.
Insp. 25, 444 38, 167 3 1 1 0
II 25, 444 38, 167 2 1 1 0
San. 24, 360 36, 541 3 3 1 4 0
escue Div. 26, 693 40, 039 1 1 10
f
Animal -Rescue Ofcr 18, 371 26, 637 4 2 1 3 0
Animal Tender 16, 024 E35, 126
34 8 2 2
0
Admin. Secretary 23,417 6 1 1
0
Secretary 18, 371 26, 637 6 1 1 0
27
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Police B--BLACK
H--HISPANIC
PAGE 1 OF 1 O--ASIAN
AS OF _ January 1999 A--AM INDIAN
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 36, 367 54, 549 2 3 3 -J 0
Police Lieutenant 31, 675 47, 512 2 4 4 0
Police Sergeant 28, 128 42, 190 4 6 6 0
Telecommunications
Supervisor 25,444 38, 167 6 1 1 0
Police Corporal 24, 860 36, 541 4 1 1 0
Police Officer 24, 860 36, 541 4 5 7 59 4 4
Telecommunications
Operator 21, 191 31, 785 6 4 10 14 0
Police Info.Clerk 18, 371 26, 637 6 3 3 0
Records and Fiscal
Affairs Supervisor 24, 360 36, 541 6 1 0
Community Service I
Officer 18, 371 26, 637 6 1 1 0
Lead Telecom. Opr. 22, 586 33, 880 6 2 2 0
Admin. Secretary 23,417 35, 126 6 1 1 0
Info.Systems Coord 28, 128 42, 190 3 1 1 0
Custodian 16, 024 22,434 8 2 2 0
2
4 WORK FORCE NALYSIS
CITY OF JEFFERSON DEPT. Fire B--BLACK
H--HISPANIC
PAGE 1 OF, 1 O--ASIAN
A--AM INDIAN
AS OF January 2000
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 36, 367 54, 549 2 3 3 0
Fire Training
Officer 29, 788 44, 665 2 1 1 0
Fire Captain 9 .88/hr 14 . 65/hr 2 21 21 1 1
Fire Driver 8.97/hr 13 .26/hr 4 24 24 1 1
Fire Fighter 8.27/hr 12 .24/hr 4 17 17 0
Admin. Secretary 23, 417 35, 126 6 1 1 0
Public Fire
Education Officer 26, 693 40, 039 2 1 1 0
e
29
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 2000
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. 42, 570 63, 855 1 1 1 0
Civil Engineer 31, 675 47, 512 2 2 2 0
Eng. Design Supv. 36, 367 54, 549 2 1 1 0
Engineer. Designer 26, 693 40, 039 3 1 1 0
Engrg.Insp.Supv. 2.6, 693 40, 039 3 1 1 0
Engineer. Tech. 23, 417 35, 126 3 3 3 0
Construction Insp. 25, 444 38, 167 3 3 3 0
Engr.Survey Supv. 26, 693 40, 039 3 1 1 0
Engineer. 0
Instrument Tech. 25,444 38, 167 3 1 1
Street Div. Dir. 36, 367 54, 549 1 1 1 0
Traffic & Special
Services Supv. 26, 693 40, 039 3 1 1 0
Traff . Signal Tech 23, 417 35, 126 3 1 1 0
GIS Coordinator 25,444 38,, 167 3, 1 1 0
Plan Reviewer 31, 675 47, 512 3 1 1 0
3'
WORK FORCT 'NALYSIS
CITY OF JEFFERSON DEPT. Public Works B--BLACK
H--HISPANIC
PAGE 2 OF 4 O--ASIAN
A--AM INDIAN
AS OF January 2000
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. 26, 693 40, 039 7 1 1 0
Mtce. Crew Leader 23, 417 35, 126 7 7 7 0
Mtce. III 21, 191 31, 785 7 9 9 0
Mtge. II 19, 307 27, 995 8 11 11 0
Mtce. I 17, 556 25, 456 8 7 7 0
Wastewater
Utilities Div.Dir. 42, 570 63, 885 1 1 1 0
Wastewater Trtmt.
Plant Supv. 29, 778 44, 665 2 1 1 0
Electrician 24, 360 36, 541 7 1 1 0
Collection System
Mtce. Supv. 25, 444 38, 167 7 1 1 0
Pumping Sys.Mech 23, 417 35, 126 7 3 i 3 0
Wastewater Trtmt .
Plant Opr. II 21, 191 31, 785 7 1 1 0
Lab Analyst 24, 360 36, 541 7 1 1 0
Lead Mtc. Mech. 25, 444 38, 167 7 1 1 0
31
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Public Works B--BLACK
PAGE 3 OF 4 H--HISPANICO--ASIAN
AS OF January 2000 A--AM INDIAN
.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
Lead Operator 25, 444 38, 167 7 1 1 0
Collection System
Crew Leader 24, 360 36, 541 7 3 3 0
y
Wastewater Trtmt.
Plant Opr. I .19, 307 27, 995 7 2 2 0
Admin. Secretary 23, 417 35, 126 6 1 1 0
Secretary 18, 371 26, 637 6 1 1 0
Airport Div.Dir. 29, 778 44, 665 1 1 1 0
Lead Air Traffic _ ,
Controller 24, 360 36, 541 3 1 1 0
Parking Div.Dir. 26, 693 40, 039 1 1 1 1 1
Sr. Parking
Enforcement Ofcr. 20, 834 29, 557 4 1 1 1 1
Parking Enfor.Ofcr 18, 371 26, 637 4 2 2 0
Transit Div.Dir. 28, 128 42, 190 1 1 1 0
Transit Oper.Supv. 24, 360 36, 541 6 1 1 1 1
Transit Opr.Asst. 23, 417 35, 126 6 1 1 1 1
Transit Com.Opr. 19, 307 ' 27, 995 6 1 1 2 0
3"
WORK FORCE 7 LYSIS
CITY OF JEFFERSON DEPT. Public Works B--BLACK
H--HISPANIC
PAGE 4 OF 4 O--ASIAN
A--AM INDIAN
AS OF January 2000
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. - 24, 360 36, 341 3 2 2 0
Bus Driver 17, 556 25, 456 8 4 4 8 1 1 2
Central Mtce. F
Div. Dir. 28, 128 42, 190 1 1 1 0
Lead Auto
Equipment Mechanic 24, 360 36, 541 7 1 1 0
Auto Equip. Mech. 24, 360 36, 541 7 4 4 0
Parts Inventory
Clerk 22, 586 33, 880 6 1 1 0
i
FT
33
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Parks and Recreation B--BLACK
H--HISPANIC
PAGE 1 OF 1 O--ASIAN
AS OF January 2000 A--AM INDIAN
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 26, 693 4-0, 039 7 2 2 0
Rec. Program Supv. 26, 693 40, 039 2 3 1 4 1 1
Electrician 24, 360 36, 541 7 1 1 0
Parks Equip.Mech. 24, 360 36, 541 7 2 2 0
Mtce. Crew Leader 23, 417 35, 126 7 3 3 0
Mtce. III 21, 191 31, 785 7 3 3 0
Mtce. II 19, 307 27, 995 8 8 8 0
Mtce. I 17, 556 25,456 8 3 3 0
Admin. Secretary 23,417 35, 126 6 1 1 0
Secretary 18, 371 26, 637 6 1 1 0
Park Resources 1 1 ! 1 0
Division Director 36, 367 54, 549
Rec.Facil .Sp.
Svcs. Div. Dir 36, 367 54, 549 1 1 1 0
Gen Rec/Supp.
Services Div. Dir. 36, 367 54, 549 1 1 1 0
51
3 "
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-
2000
JOB CATEGORY -
Officials &
Administrators 21 1 1 4.8 4.5 - - 1
Professionals 48 3 6.3 4.8 +1 - 1
Technicians 27 0 0 5.7 -2 1 3
Protective Service
Workers 115 5 4.3 8 .9 -4 2 8
Administrative
Support 44 3 6. 8 3 .5 +1 - 2
Skilled Craft
Workers 47 0 0 .4 - - 4
Service/
Maintenance 42 3 7.1 2 .6 +2 - 2
TOTALS 344 15 4.3 -2 3 15
35
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-
2000
JOB CATEGORY
Officials &
Administrators 21 2 9 .5 31.5 -4 1 1
Professionals 48 7 14.6 18 .5 -2 1 1
Technicians 2 7.4 17.1 -2 1 2
27
Protective Service
Workers 115 8 7. 0 15 .9 -11 3 6
Administrative
Support 44 37 84 78 .2 +1 - 1
Skilled Craft
Workers 47 1 2 .1 1.4 - 1 2
Service/
Maintenance 42 7 16.7 13 .4 +1 - 2
TOTALS 344 64 19 -17 7 15
36
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.
i
The 2000 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 1999 PERFORMANCE
Total employment increased by two employees in 1999 from 342 to 344, and the number of
minorities employed remained the same at 15. The City's overall percentage of minority employment is
4.3%with underutilization at 4 employees across all departments.
Female employment increased by three employees from 61 to 64 in 1999 resulting in an overall
percentage increase from 17.82% to 19%. 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.
This report addresses only full time employees; it should be noted there are 13 permanent part time
employees in City employment as well. Of that number 4(31%)are female and 5 (38%)are minority. Last
fall the NAACP recognized the City's Transit Division for its efforts and progress in employing minorities
due to an increase in the permanent part time employment category.
2000 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 2000,efforts will be made to recruit minorities. The 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 1999 was filled by a female. A goal of one more female in the officials and
administrators category has been set for 2000.
Professionals
In the professionals job category, females remain underutilized by 2. Goals to fill at least one
vacancy with a minority or female were exceeded. At least one professional vacancy is anticipated again
in 2000 and the objective will be to fill it with a female candidate.
Technicians
This job category is made up primarily of engineering technicians, building inspectors, sanitarians
and air traffic controllers. The goal is set for one female and one minority to be hired in 2000.
r
37
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 also has had
limited success in recruiting minorities in this job category in the Police Department. Two females were
hired in this category in 1999. The goal of two minority hires was not accomplished in 1999; goals will be
set for three females and two minorities in 2000.
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 2000.
Skilled Craft Workers
These positions are primarily filled by promotion; however, the City's service/maintenance job
category currently has few female or minority employees. The focus for 2000 shall be to continue to recruit
minorities and females in the service/maintenance category for training and promotion.
Service/Maintenance
Minority utilization exceeds 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 2000. This category gained two minority and three female recruits in 1999. A goal
will not be set for 2000 other than to maintain the current status.
i `
38 '
XIV.APPENDIX
Job Categories Defined
'v
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 u
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.
Senior Planner
Planner II
Purchasing Agent
Accountant
Police Captain
y Police Lieutenant
39
•
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
Associate City Counselor
Chief Accountant
(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
GIS Coordinator
Y
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` (4) Protective Service Workers: Occupations in which workers are entrusted with public
j safety,security and protection from destructive forces. Includes:police patrol officers,fire
9 fighters,guards,deputy sheriffs,bailiffs,correctional officers,detectives,marshals,harbor
patrol officers, game and fish wardens, park rangers (except maintenance), and kindred
workers.
Animal Rescue Officer
Police Sergeant
Police Corporal
Police Officer
Fire Driver
Fire Fighter
Sr. Parking Enforcement Officer
Parking Enforcement Officer
(5) Paraprofessionals: Occupations in which workers perform some of the duties of a
professional or technician in a supportive role,which usually require less formal training
and/or experience normally required for professional or technical status. Such positions
may fall within an identified pattern of staff development and promotion under a "New
Careers"concept. Included:research assistants,medical aids,child support workers,police
auxiliary,welfare service aids,recreation assistants,homemakers aides,home health aides,
library assistants and clerks, ambulance drivers and attendants, and kindred workers.
(6) Administrative Support(including Clerical and Sales): Occupations in which workers
are responsible for internal and external communication, recording and retrieval of data
and/or information and other paperwork required in an office. Includes bookkeepers,
messengers, clerk-typists, stenographers, court transcribers, hearing reporters, statistical
clerks, dispatchers, license distributors, payroll clerks, office machine and computer
operators,telephone operators,legal assistants, sales workers,cashiers,toll collectors,and
kindred workers.
City Clerk
Administrative Secretary
Secretary
Municipal Court Clerk
Deputy Court Clerk
Accounting Supervisor
Accounting Assistant II
Accounting Assistant I
Clerical Assistant
Purchasing Assistant
Records and Fiscal Affairs Supervisor
Telecommunications Supervisor
Lead Telecommunications Operator
Telecommunications Operator
Police Information Clerk
Parts Inventory Clerk
Transit Communications Operator
Transit Operations Supervisor
Transit Operations Assistant
Community Service Officer
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(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.
Lead Maintenance Mechanic
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 H
Wastewater Treatment Plant Operator I
Lead Automotive Equipment Mechanic
Automotive Equipment Mechanic
Parks Equipment Mechanic
Park Resources Supervisor
Lab Analyst
(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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s,
r
+ Race/Ethnic Cateyories 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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