HomeMy Public PortalAbout2001 Affirmative Action Plan
City of Jefferson
320 E. McCarty
Jefferson City, MO 65101
Inclusive Dates of Affirmative Action Plan:
January 1 -December 31, 2001
Plan Prepared By: Melva Fast
Assistant to City Administrator
Gail Strope
Director of Human Resources
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Plan Read and
Approved By: Richard A. Mays
City Administrator
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TABLE OF CONTENTS
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I.INTRODUCTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
II. 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.
II. POLICY STATEMENT
The City of Jefferson is committed to equal opportunity in its workforce. It is morally right
for the City's workforce to reflect the makeup of the population it serves. Therefore, the followin
Policy shall be the City's guide: g
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 ofHuman 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/DisabledNeteran 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.
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 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
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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. SUBMIS SION 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.jeffeity.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.
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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 arid 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,November 2000 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 ANA LYSIS__MINORITIES
JOB CATEGORY: Officials & Administrators
TOTAL INCUMBENTS : 20
MINORITY UTILIZATION: 0
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : National Labor' Market Area
Factor 1 Minority population of the ILA is 6 .406
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . 12 .4o
Factor 3 The Minority workforce in the ILA is 4 . 7%
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . 3 . 10
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . 11 . 6%
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 . 5%*
Is there underutilization of Minorities . . . . . Yes (-1)
*Weighted availability factor:
Factor 4 is 8001 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 .50
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Professionals
TOTAL INCUMBENTS: 49
MINORITY UTILIZATION: 3 = 6 . 1%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Missouri Statewide
Factor 1 Minority population of the ILA is 6 .40
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . 12 .40
Factor 3 The Minority workforce in the ILA is 4 . 706
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 . . . . . . . . . 12 . 9%
Factor 6 The availability of promotable
transferable Minority employees is 4 .4%
Factor 7 Training institutions teaching
requisite skills for this job- group
include . . . . . . . . . . . . . . .
Univ. of Missouri-Rolla and Columbia Lincoln University,
Mo. Highway Patrol Academy
Factor 8 Internal training includes . . . . . .
In-service police and fire training
Availability as a % . . . . . . . . . . . . . . . 5 . 03%*
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
12 . 9 x . 05 = . 65
Factor 6 is 75% (internal recruitment)
4 .4 x . 75 = 3 .3
1 . 08 + . 65 + 3 . 3 = 5 . 03
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Technicians
TOTAL INCUMBENTS : 29
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 .40-o
Factor 3 The Minority workforce in the ILA is 4 . 7%
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . 6 .3 .
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . 6 .38
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 7.6
Is there underutilizatien 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: 114
MINORITY UTILIZATION: 5 = 4 .4%
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 . 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 . . . . . . . . . 11. 8%
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 % . . . . . . . . . . . . . . . 7 . 75*
Is there underutilization of Minorities . . . . . Yes (-3)
*Weighted availability factor:
Factor 4 is 75% in the Immediate Labor Area
6 .4 x . 75 = 4 . 8
Factor 5 is 25% in the Reasonable Recruitment Area
11 . 8 x .25 = 2 .95
4 . 8 + 2 .95 = 7 . 75
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Administrative Support
TOTAL INCUMBENTS: 47
MINORITY UTILIZATION: 2 = 4 . 3%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Minority population of the ILA is 6 .401
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 12 .49.-
Factor
2 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 . . . . . . . . . . 3 . 5%
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 3 . 5%
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%
Is there underutilization of Minorities . . . . . No
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Skilled Craft Workers
TOTAL INCUMBENTS: 49
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 . 8%
Factor 5 The general availability of Minorities
with requisite skills for, this job
group in the RRA is . . . . . . . . . 1 . 8%
Factor 6 The availability of promotable
transferable Minority employees is 0
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . . . . . . .
Nichols Career Center, Linn Technical College
Factor 8 Internal training includes . . . . . .
Availability as a % . . . . . . . . . . . . . . . .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
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Service/Maintenance
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 .40-8
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 . . . . . . . . . . 2 . 60-8
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 0
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . . . . . . .
Factor 8 Internal training includes . . . . . .
Availability as a % . . . . . . . . . . . . . . . 2 . 6-08
Is there underutilization of Minorities . . . . . No (+2)
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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,November
2000 edition.
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UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Officials & Administrators
TOTAL INCUMBENTS: 20
FEMALE UTILIZATION:, 2 = 10 . 0%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : National Labor Market Area
Factor 1 Female population of the ILA is 49 . 80-.
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . 38 . 70-8
Factor3 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 . . . . . . . . . . 31 .906
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 34 .506
Factor 6 The availability of promotable
transferable Female employees is 12 . 00-,
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 % . . . • • . • . . . . . . . . 28 . 6%*
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 50-o (internal recruitment)
12 . 0 x . 05 = . 6
25 . 52 + 5 .175 + .6 = 28 . 625% or 28 . 6
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UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Professionals
TOTAL INCUMBENTS: 49
FEMALE UTILIZATION: 6 = 12 .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 . 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 . . . . . . . . . . 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 . 1%
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . . . . . . .
Univ. of Missouri-Rolla and Columbia Lincoln University.
Mo. Highway Patrol Academy
Factor 8 Internal training includes . . . . . .
In-service police and training
Availability as a % . . . . . . . . . . . . . 18 . 05%*
Is there underutilization of Females . . . . . . Yes (-3)
*Weighted availability factor:
Factor 4 is 20% in the Immediate Labor Area
49 . 8 x .20 = 9.. 96
Factor 5 is 5% in the Reasonable Recruiting Area
55 . 3 x . 05 = 2 . 765
Factor 6 is 75% (internal recruitment)
7. 1 x: 75 = 5 . 325
9 . 96 + 2 . 765 + 5.325 = 18 . 05
19
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY:Technicians
TOTAL INCUMBENTS: 29
FEMALE UTILIZATION: 2 = 6 . 901
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITIN,G ,AREA (RRA) : Same
Factor 1 Female population of the ILA is 49 . 80-8
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . 38 . 7%
Factor 3 The Female workforce in the ILA is 47 . 3%
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 17 . 10-o
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 Collette, 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 (-3)
20
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY:Protective Service Workers
TOTAL INCUMBENTS: 114
FEMALE UTILIZATION: 8 = 7 , 00-o
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Missouri Statewide
Factor 1 Female population of the ILA is 49 . 8%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 38 . 7%
Factor 3 The Female workforce in the ILA is 47 .3%
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 16 . 7%
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . 13 .4%
Factor 6 The availability of promotable
transferable Female employees is 0
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . . . . . . .
Factor 8 Internal training includes . . . . . .
Availability as a % . . . . . . . . . . . . . . . 15 . 90-0
Is there underutilization of Females . . . . . . Yes (-10)
*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: 47
FEMALE UTILIZATION: 38 = 81%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Female population of the ILA is 49 . 806
Factor 2 The Female unemployment force' in
the ILA is . . . . . . . . . . . . . 38 . 7
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 . 30-8
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 (+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 .20-.
22
UTILIZATION ANALYSIS.--FEMALES
JOB CATEGORY:Skilled Craft Workers
TOTAL INCUMBENTS: 49
FEMALE UTILIZATION: 1 = 2 . 0
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 . . . . . . . . . . 7 . 1-0o
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 5 . 5-0.
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 College
Factor 8 Internal training includes . . . . . .
Availability as a % . . . . . . . . . . . . . . . 3 .240-.*
Is there underutilization of Females . . . . . . Yes (-1)
*Weighted availability factor:
Factor 4 is 30% in the Immediate Labor Area (external recruitment)
7 . 1 x .10 = 2 . 13
Factor 5 is 20% in Reasonable Recruiting Area (external recruitment)
5 .5 x .20 = 1 . 1
Factor 6 is 50% (internal recruitment)
0
2 . 13 + 1 . 1 = 3 .24
23
UTILIZATION ANALYSIS--FEMALES
n
JOB CATEGORY:Service/Maintenance
TOTAL INCUMBENTS: 44
FEMALE UTILIZATION: 7 = 15 .9%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Female population of the ILA is 49 . 8,0-.
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 38 . 7%
Factor 3 The Female workforce in the ILA is 47 . 3
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . . 17 . 6%
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 17 . 6%
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 -iob
Availability as a % . . . . . . . . . . . . . . . 17 . 6,%
Is there underutilization of Females Yes (-1)
24
WORK FORCE ANALYSIS BY DEPARTMENT
CITY OF JEFFERSON DEPT. Administration B--BLACK
H--HISPANIC ,
PAGE 1 OF 1 O--ASIAN
A--AM INDIAN
AS OF _ January , 2001
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 69, 984 104, 477 1 1 1. 0
City Counselor 57, 380 85, 570 1 1 1 0
Dir. of Public Works 57, 380 85, 570 1 1 1 0
Finance Director 47, 851 71, 276 1 1 1 0
Interim Dir.of
Planning & Code Enf. 47, 851 71, 276 1 1 1 0
Fire Chief 47, 851 71, 276 1 1 1 0
Director of Parks
and Recreation 47, 851 71, 276 1 1 1 0
Director of Human
Resources 43, 996 65, 494 1 1 1 0
City Clerk 25, 604 37, 906 6 1 1 0
Admin. Secretary 24, 651 36, 477 6 3 3 0
Assistant to City
Administrator 43 , 996 65, 494 2 1 1 0
Chief of Police 47, 851 71, 276 1 1 1 0
Associate City
Counselor 37, 731 56, 094 2 1 1 1 1
25
WORK FORCE ANALYSIS
CITY OF- JEFFERSON DEPT. Finance B--BLACK
H--HISPANIC
PAGE 1 OF 1 O--ASIAN
A-AM INDIAN
AS OF January 2001
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 31, 076 46, 112 2 1 1 0
Data Processing
Supervisor 32, 992 48, 987 3 1 1 0
Accountant 26, 698 39, 549 2 1 1 0
Acctg. Asst. II 23, 812 35, 219 6 2 2 0
Purchasing Asst . 23, 812 35, 219 6 1 1 0
Muni. Court Clerk 22,403 33, 103 6 1 1 0
Deputy Court Clerk 19, 555 27, 903 6 1 1 0
Chief Accountant 31, 706 46, 112 2 1 1 0
Acctg. Asst. III 24, 651 36, 477 6 1 1 0
Data Process.Asst, 25, 604 37, 906 3 1 1 0
Secretary 19, 555 27, 903 6 1 1 0
26
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 2001
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 37, 731 56, 094 2 1 1 0
B1dg.Regs .Div.Dir. 35, 196 52,292 1 1 1 0
Plumbing Insp. 26, 698 39, 549 3 1 1 0
Electrical Insp. 26, 698 39, 549 3 1 1 0
Building Insp. 26, 698 39, 549 3 1 1 p
Housing Insp. 26, 698 39, 549 3 1 1 0
Planner II 26, 698 39, 549 2 1 1 0
Environ. San. 25, 604 37, 906 3 3 1 4 0
Animal Rescue Div. 27, 960 41, 439 1 1 1 0
Dir.
Animal Rescue Ofcr 19, 555- -27, 903 4 2 1 3 0
Animal Tender 17, 736 24,430 8 2 2 0
Admin. Secretary 24, 651 36, 477 6 1 1 0
Secretary 19, 555 27, 903 6 1 1 0,
27
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Police B--BLACK
H--HISPANIC
PAGE 1 OF 1 O--ASIAN
A--AM INDIAN
AS OF January 2001
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
-------------- CATE- ------------------ MALE FEMALE MINOR-
JOB TITLE - GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
MINIMUM
MAXIMUM
Police Captain 37, 731 56, 094 2 3 3 0
Police Lieutenant 32, 992 48, 987 2 5 5 0
Police Sergeant 29, 409 43, 612 4 7 7 1 1
Telecommunications
Supervisor 26, 698 •39, 549 6 1 1 0
Police Corporal 25, 604 37, 906 4 1 1 0
Police Officer 25, 604 37, 906 4 51 6 57 3 ' 3
Telecommunications
Operator 22,403 33, 103 6 4 8 12 0
Police Inf o.Clerk 19, 555 27, 903 6 4 4 0
Records & Fiscal
Affairs Supervisor 25, 604 37, 906 6 1 1 0
Secretary 19, 555 27, 903 6 1 1 0
Lead Telecom. Opr. 23, 812 35, 219 6 3 3 0
Admin. Secretary 24, 651 36, 417 6 1 1 0
Info.Systems Coord 29, 409 43, 612 3 1 1 0
Custodian 17, 736 24, 430 8 2 2 0
28
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Fire B--BLACK
H--HISPANIC
PAGE 1 OF 1 O--ASIAN
A--AM INDIAN
AS OF January 2001
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 , 37, 731 56, 094 2 3 3 0
Fire Training
Officer 31, 076 46, 112 2 1 1 0
Fire Captain 10..32/hr 15 . 13/hr 2 21 21 2 2
Fire Driver 9 .40/lir 13 . 73/hr 4 24 24 1 1
Fire Fighter 8 . 69/hr 12 . 70/hr 4 18 18 0
Admin. Secretary 24, 651" 36, 477 6 1 1 0
Public Fire
Education Officer 27, 960 41, 439 2 1 1 0
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 2001
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. 43, 996 6.5,494 1 1 1 0
Civil Engineer 32, 992 48, 987 2 2 2 0
Eng. Design Supv. 37, 731 56, 094 2 1 1 0
Engineer. Designer 27, 960 41, 439 3 1 1 0
Engrg. Insp.Supv. 27, 960 41, 439 3 1 1 0
Engineer. Tech. 24, 651 36,477 3 3 3 0
Construction Insp. 26, 698 39, 549 3 3 3 0
Engr.Survey Supv. 27, 960 41, 439 3 1 1 0
Engineer. 0
Instrument Tech. 26, 698 39, 549 3 1 1
Street Div. Dir. 37, 731 56, 094 1 1 1 0
Traffic & Special
Services Supv. 27, 960 41, 439 3 1 1 0
Traff. Signal Tech 25, 604 37, 906 3 1 1 0
GIS Coordinator 31, 076 46, 112 3 1 1 0
Plan Reviewer 1 29, 409 143, 612 1 3 1 1 1 0
30
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 2001
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. 27, 960 41, 439 7 1 1 0
Mtce. Crew Leader 24, 651 36,477 7 7 7 0
Mtce. III 22, 403 33, 103 7 10 100
Mtce. II 20, 500 29, 275 8 11 11 0
Mtce. I 18, 732 26, 711 8 8 8 0
Wastewater
Utilities Div.Dir. 43, 996 65, 494 1 1 1 0
Wastewater Trtmt.
Plant Supv. 31, 076 46, 112 2 1 1 0
Electrician 25, 604 37, 906 7 1 1 0
Collection System -
Mtce. Supv. 27, 960 41,439 7 1 1 0
Pumping Sys.Mech- 24, 651 36, 477 7 3 3 0
Wastewater Trtmt. _
Plant Opr. II 22, 403 33, 103 7 1 1 0
Lab Analyst 25, 604 37, 906 7 1 1 0
Lead Mtc. Mech. 26, 698 39, 549 7 1 1 0
31
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 2001
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 - 26, 698 39, 549 7 1 1 0
Collection System
Crew Leader 25, 604 37, 906 7 3 3 0
Wastewater Trtmt .
Plant Opr. I 20, 500 29,275 7 2 2 0
Admin. Secretary 24, 651 36,477 6 1 1 0
Secretary 19, 555 27, 903 6 1 1 0
Airport Div.Dir. 31, 706 46, 112 1 1 1 0
Lead Air Traffic
Controller 25, 604 37, 906 3 1 1 0
Parking Enfor.Ofcr 19, 555 27, 903 4 3 3 1 1
Transit Div.Dir. 29, 409 43, 612 1 1 1 0
Transit Oper.Supv. 25', 604 37, 906 6 1 1 1 1
Transit Opr.Asst . 24, 651 36,477 6 1 -1 1 1
Transit Com.Opr. 20,.500 29, 275 6 1 1 2 0
32 ,
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 2001
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. 25, 604 37, 906 3 3 3 0
Bus Driver 18, 732 26, 711 8 5 4 9 1 2 3
Central Mtce.
Div-. Dir. 29, 409 43, 612 1 1 1 0
Lead Auto Mechanic 25, 604 37, 906 7 1 1 0
Auto Equip. Mech. 25, 604 37, 906 7 4 4 0
Parts Inventory
Clerk 23, 812 35, 219 6 1 1 0
33
WURx 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 2001
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 27, 960 41,439 7 3 3 0
Rec. Program Supv. 27, 960 41,439 2 2 2 4 0
Electrician 25, 604 37, 906 7 1 1 0
Parks Equip.Mech. 25, 604 37, 906 7 2 2 0
Mtce. Crew Leader 24, 651 36,47.7 7 3 3 0
Mtce. III 22, 403 33, 103 7 3 3 0
Mtce. II 20, 500 29, 275 8 7 7 0
Mtce. I 18, 732 26, 711 8 4 1 5 0
Admin. Secretary 24, 651 36,477 6 1 1 0
Landscape Planner 29,409 43, 612 2 1 1 0
Secretary 19, 555 27, 903 6 2 2 0
Park Resources-
Division Director 37, 731 56, 094 1 1 1 0
Rec.Facil .Sp.
Svcs. Div. Dir 37, 731 56, 094 1 1 1 0
Gen Rec/Supp.
Services Div. Dir. 37, 731 56, 094 1 1 1 0
34
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-
2001
JOB CATEGORY
Officials & "
Administrators 20 0 0 4. 5 -1 - 1
Professionals 49 3 6.1 5.0 +1 - 1
Technicians 29 0 0 5.7 -2 1 3
Protective Service
Workers 114 5 A.4 7, 8 -4 2 8
Administrative
Support 47 2 4.3 3 .5 - - 2
-Skilled Craft
Workers 49• 0 0 :4_
Service/
Maintenance 44 3 6.8 2 .6 +2 - 2
TOTALS 352 13 3.7 -4 3 21
35
GOALS AND FEMALE UTILIZATION ANALYSIS
OF MAJOR JOB GROUPS
CITY OF JEFFERSON
TOTAL NUMBER OF EMPLOYEES
FEMALE EMPLOYEES
01 FEMALE EMPLOYEES
°s FEMALE AVAILABILITY
UNDERUTILIZED BASED ON
AVAILABILITY?
ANNUAL GOAL
TOTAL
ANTICIPATED
VACANCIES-
2001
JOB CATEGORY
Officials &
Administrators 20 2 10. 0 28 . 6 -4 1 1
Professionals 49 6 12 .2 1.8..1 -3 1 1
Technicians 29 2 6.9 17.1 -3 1 2
Protective Service
Workers 114 8 7.0 15 .9 -10 3 6
Administrative
Support 47 38 81 78.2 +1 - 1
Skilled Craft
Workers 49 1 2.0 3 .2 -1 - 2
Service/
Maintenance 44 7 15.9 17. 6 -1 1 2
TOTALS 352 64 18.2 -21 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.
The 2001 affirmative action plan is based on statistical data from the 1990 Census(2000 census data
is not available until April) and labor market information from the Missouri Division of Workforce
Development. The following paragraphs explain utilization successes and problems and the City's plans for
progress toward goals.
SUMMARY OF 2000 PERFORMANCE
Total employment increased by 8 employees in 2000 from 344 to 352,and the number of minorities
employed decreased by two. The City's overall percentage of minority employment is 3.7% with
underutilization at 4 employees across all departments.
Female employment remained the same at 64 in 2000 resulting in an'overall utilization percentage
of 18.2%. 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.
Due to the consistently lower than desired employment rates for minorities and females,the City has
expanded its outreach efforts. Our efforts include increased recruiting in minority newspapers in Kansas
City/St. Louis, updating mailing lists to churches and minority organizations, attending the Lincoln
University's Job Fair and participating in the Chamber of Commerce Multi-Cultural Forum. Efforts will
continue in 2001 to reach minority and female applicants.
2001 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 2001, efforts will be made to recruit a female or minority. The job category shows
underutilization of minorities based on availability by one and,females are underutilized by four. A goal
of one more female in the officials and administrators category has been set for 2001.
Professionals
In the professionals job category,females are underutilized by 3;however,minority employment is
acceptable based on availability. Goals to fill at least one vacancy with a minority or female were exceeded.
At least one professional vacancy is anticipated again in 2001 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 female goal for 2000 was met but another vacancy creates the need to keep
the goals set for one female and one minority to be hired in 2001.
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. Extensive advertising
in minority newspapers in the Kansas City area has not achieved an increase. Goals will remain for three
females and two minorities in 2001.
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 2001.
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 2001 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.
38
XIV. APPENDIX
Job Categories Defined
The following are the Equal Employment Opportunity Commission definitions of j ob 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
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 H
Purchasing Agent
Accountant
Police Captain
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
Assistant to City Administrator
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
Data Processing Assistant
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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
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 III
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
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(7) Skilled Craft Workers: Occupations in which workers perform j obs 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 II
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
Parking Attendant
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