HomeMy Public PortalAbout2002 Affirmative Action Plan
City of Jefferson
320 E. McCarty
Jefferson City, MO 65101
Inclusive Dates of Affirmative Action Plan:
January 1 -December 31, 2002
TABLE OF CONTENTS
I.INTRODUCTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
H.POLICY STATEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
III. GUIDELINES AGAINST SEX DISCRINIINATION
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
XI. WORKFORCE ANALYSIS BY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
XII.UTILIZATION ANALYSES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36
XIII.DISCUSSION OF UTILIZATION AND GOALS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
XIV.APPENDIX . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41
I. INTRODUCTION
This Affirmative Action Plan sets forth the City of Jefferson's program to aid in achieving
full realization of equal employment opportunity. By ordinance,in the form of the personnel policy
manual, the City Administrator is charged with the development and administration of such a
program. The City Administrator has designated the Director of Human Resources to assist in this
responsibility.
The plan includes an analysis of the utilization of minorities and females by occupational
grouping, identifies underutilization, and describes programs to assure equal employment
opportunity for members of the available labor pool, including the disabled.
II. POLICY STATEMENT
The City of Jefferson is committed to equal opportunity in its workforce. It is morally right
for the City's workforce to reflect the makeup of the population it serves. Therefore,the following
policy shall be the City's guide:
1. All applicants for employment and all employees shall be hired and promoted
without regard to race,religion, sex, creed,national origin,marital status, age,non-
disqualifying physical or mental handicap.
2. All personnel actions, such as compensation, benefits, transfers,promotions, City-
sponsored training, education, tuition reimbursement, and social and recreational
programs shall be administered in accordance with the applicable law without regard
to race, religion, creed, national origin, sex, marital status, age, nondisqualifying
physical or mental handicap or status as a veteran of the Vietnam era. Job
requirements are reviewed to ensure all physical and mentalj ob 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/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 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.
2
3. Other sexually harassing conduct in the work place,whether committed by directors,
supervisors,or non-supervisory personnel is also prohibited. Such conduct includes
but is not limited to:
(a) Sexual flirtations, advances or propositions.
(b) Verbal or written abuse of a sexual nature.
(c) Sexually degrading words used to describe an individual.
4. Any employee who believes he or she has been the subject of sexual harassment
should report the alleged act immediately to the supervisor or, if the supervisor is the
problem, to the Director of Human Resources. The complaint will be investigated
by the Director of Human Resources, reviewed by the City Administrator, and the
employee will be advised of the findings and conclusions.
5. There will be no discrimination or retaliation against any employee for making a
report of sexual harassment.
6. All internal investigations taken to resolve complaints of sexual harassment
shall be conducted confidentially and shall be closed records under the Missouri
Sunshine Law.
7. Any supervisor, manager, or other employee who is found, after appropriate
investigation, to have engaged in sexual harassment of another employee may be
subject to appropriate disciplinary actions, up to and including discharge.
8. Questions regarding the guidelines against sex discrimination and sexual harassment
may be directed to the Director of Human Resources, City of Jefferson, 320 E.
McCarty, Jefferson City, MO 65 10 1, telephone (573)634-6310.
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 Resource's,City of Jefferson,320 E.McCarty,Jefferson City,MO
65101,telephone (573)634-6310.
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V. GUIDELINES FOR EMPLOYMENT OF
DISABLED VETERANS,VIETNAM ERA VETERANS, AND THE DISABLED
As part of the City's equal employment policy,the City will not discriminate on the basis of
physical or mental handicap, or an individual's status as a Vietnam era veteran or disabled veteran
provided the individual is qualified to perform the work available with reasonable accommodation
by the City. In accordance with the Rehabilitation Act of 1973, the Vietnam Era Veterans
Readjustment Acts of 1972 and 1974, and the Americans with Disabilities Act of 1990, the
following steps have been or shall be taken to continue to ensure equal treatment of disabled
veterans,Vietnam era veterans and the disabled in our work force.
1. The equal opportunity policy prohibiting discrimination in any form against disabled
veterans,Vietnam era veterans and the disabled as well as minorities and females is
posted on City bulletin boards,is discussed at orientation sessions for new employees
and is part of the personnel policy manual.
2. The City shall issue an invitation to all applicants and employees to identify
themselves as disabled veterans, Vietnam era veterans or disabled.
3. The invitation shall contain at least the following information:
SPECIAL NOTICE TO VIETNAM ERA VETERANS,
DISABLED VETERANS AND INDIVIDUALS WITH PHYSICAL
OR MENTAL HANDICAPS OR DISABILITIES
Government contractors subject to the Vietnam Era Veterans Readjustment Acts of 1972 and
1974 and the Rehabilitation Act of 1973 are required to take affirmative action to employ and
advance in employment qualified disabled veterans and veterans of the Vietnam Era,and qualified
handicapped individuals.
You are invited to volunteer information, if you qualify, to assist in proper placement and
determining reasonable accommodation. This information will be considered confidential, and
refusal to provide this information will not adversely affect 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 riewspaper 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 may 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.jeffcitymo.org. Depending on the
position, advertising may also be done on various additional internet sites, occupation specific
journals or newsletters,radio,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 colleges in the immediate recruiting area. The Human Resources staff and
Police Department staff have participated in career days at Lincoln University,Park College,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.
Quarterly supervisory training meetings are held covering various supervisory and
management topics. Funding is available within each department for job specific training and
education for interested employees.
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 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.
8
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.
9
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Officials & Administrators
TOTAL INCUMBENTS: 23
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 .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 . . . . . . . . . . 3 . 1%
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 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: 50
MINORITY UTILIZATION: 2 = 4 . 0%
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 . . . . . . . . . . 5 .4%
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, tuition reimbursement
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: 30
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 . 70-o
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . . 6 .306
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 6 .30-.
Factor 6 The availability of promotable
transferable Minority employees is 0
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . . . . . . .
Linn Technical College, Nichols Career Center
Factor 8 Internal training includes . . . . . .
Tuition reimbursement available for full time employees
Availability as a % . . . . . . . . . . . . . . . 5 . 70-o*
Is there underutilization of Minorities . . . . . Yes (-1)
*Weighted availability factor:
Factor 4 is 90% in the Immediate Labor Area (external recruitment)
6 .3 x . 9-0 = 5 . 7
Factor 6 is 10% (internal recruitment)
0 x . 10 = 0
5 . 7 + 0 = 5 . 7
12
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Protective Service Workers
TOTAL INCUMBENTS: 115
MINORITY UTILIZATION: 4 = 3 .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 (-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
11 . 8 x .25 = 2 . 95
4 . 8 + 2 . 95 = 7 . 75
13
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Administrative Support
TOTAL INCUMBENTS: 48
MINORITY UTILIZATION: 2 — 4 .2%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Minority population of the ILA is 6 .406
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 12 .4-0.
Factor 3 The Minority workforce in the ILA is 4 . 7%
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . . 3 . 5%
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 3 . 596
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 . . . . . .
Tuition reimbursement and local training classes
Availability as a % . . . . . . . . . . . . . . . 3 . 5-0.
Is there underutilization of Minorities . . . . . No (+1)
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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 .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 . . . . . . . . . . 2 .6%
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is .. . . . . . . . . 2 .6%
Factor 6 The availability of promotable
transferable Minority employees is 0
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . . . . . . .
Factor 8 Internal training includes . . . . . .
Availability as a % . . . . . . . . . . . . . . . 2 . 6%
Is there underutilization of Minorities . . . . . No (+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.
17
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Officials & Administrators
TOTAL INCUMBENTS: 23
FEMALE UTILIZATION: 3 = 13 . 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 . 80-8
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 38 . 7-06
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 . . . . . . . . . . 31 .9-06
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 34 . 50-o
Factor 6 The availability of promotable
transferable Female employees is 12 . 006
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 .60-o*
Is there underutilization of Females . . . . . . Yes (-3)
*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)
12 . 0 x . 05 = .6
25 . 52 + 5. 175 + . 6 = 28 . 625% or 28 .6
18
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Professionals
TOTAL INCUMBENTS: 50
FEMALE UTILIZATION: 10 = 20 . 0%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Missouri Statewide
Factor 1 Female population of the ILA is 49 . 80-.
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 38 .70-o
Factor 3 The Female workforce in the ILA is 47 .30-8
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 5 6 . 1%-
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 55 .3-08
Factor 6 The availability of promotable
transferable Female employees is 7 . 106
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 . . . . . . No (+1)
*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: 30
FEMALE UTILIZATION: 1 = 3 .3%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Female population of the ILA is 49 .8%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 38 . 7%
Factor 3 The Female workforce in the ILA is 47 .3%
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 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 . 1%
Is there underutilizatiori of Females . . . . . . Yes (-4)
20
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY:Protective Service Workers
TOTAL INCUMBENTS : 115
FEMALE UTILIZATION: 9 = 7 . 8%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Missouri Statewide
Factor 1 Female population of the ILA is 49 . 806
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 38 . 796
Factor 3 The Female workforce in the ILA is 47 . 306
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 16 . 7%
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 13 .406
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 . 9-06
Is there underutilization of Females . . . . . . Yes (-9)
*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: 48
FEMALE UTILIZATION: 41 = '85 .4%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Female population of the ILA is 49 . 8%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 38 . 70-.
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 .306
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 82 .3-06
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 .20-.*
Is there underutilization of Females . . . . . . No (+4)
*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 7.8 .20-o
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 . 806
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 38 . 706
Factor 3 The Female workforce in the ILA is 47 .306
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 7 . 106
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 5 .5-08
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-o*
.Is there underutilization of Females . . . . . . No
*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
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%
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 job
Availability as a % . . . . . . . . . . . . . . . 17 . 6%
Is there underutilization of Females . . . . . . No
24
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Administration/Human Resources/Law B--BLACK
H--HISPANIC
PAGE 1 OF 1 O--ASIAN
A--AM INDIAN
AS OF January , 2002
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 72, 184 107, 022 1 1 1 0
City Counselor 59,454 87, 926 1 1 1 0
Director of Human-
Resources 45, 936 67, 649 1 1 1 0
City Clerk 27, 360 39, 785 6 1 1 0
Admin. Secretary 26, 398 38, 342 6 3 3 0
Assistant to City
Administrator 45, 936 67, 649 2 1 1 0
Human Resources
Asst. 26, 398 38, 342 2 1 1 0
Associate City
Counselor 39, 608 58, 155 2 1 1 1 1
26
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Finance B--BLACK
H--HISPANIC
PAGE 1 OF 1 O--ASIAN
A-AM INDIAN
AS OF January 2002
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
Director of
Finance 49, 830 73,489 1 1 1 0
Data Processing
Supervisor 34, 822 50, 977 2 1 1 0
Purchasing Agent 32, 887 48, 073 2 1 1 0
Chief Accountant 32, 887 48, 073 2 1 1 0
Accountant 28,465 41,444 2 1 1 0
Data Process.Asst, 27, 360 39, 785 3 1 1 0
Acctg. Asst . III 26, 398 38, 342 6 1 1 0
Acctg. Asst. II 25, 550 37, 071 6 2 2 0
Purchasing Asst. 25, 550 37, 071 6 1 1 0
Secretary 21, 251 29, 682 6 1 1 0
Mun. Court Clerk 24, 127 34, 934 6 1 1 0
Deputy Court Clerk 21, 251 29, 682 6 1 1 0
Custodian 19, 413 26, 174 6 1 1 0
27
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Community Development B-BLACK
H--HISPANIC
PAGE 1 OF 3 O--ASIAN
A--AM INDIAN
AS OF January 2002
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
Dir. of Community
Development 59,454 87, 926 1 1 1 0
Asst. to Dir. of
Community Develop. 45, 936 67, 649 1 1 1 0
Senior Planner 39, 608 58, 155 2 1 1 0
Planner II 31, 203 45, 548 2 1 1 0
B1dg.Regs.Div.Dir. 37, 048 54, 315 1 1 1 0
Plumbing Insp. 28, 465 41,444 3 1 1 0
Electrical Insp. 28, 465 41, 444 3 1 1 0
Building Insp. 28,465 41, 444 3 1 1 0
Housing Insp. 28,465 41,444 3 1 1 0
Environ. San. Div.
Director 34, 822 50, 977 1 1 1 0
Environ. San. 27, 360 39, 785 3 4 4 0
Animal Rescue Div. 32, 887 48, 073 1 1 1 0
Dir.
Animal Rescue Ofcr 21, 251 29, 682 1 4 j 2 j 1 1 3 1 j j I I I j I 1 0
28
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Community Development B-BLACK
H--HISPANIC
PAGE 2 OF 3 O--ASIAN
A--AM INDIAN
AS OF January 2002
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
Veterinary Asst. 19, 413 26, 174 8 2 2 0
Admin. Secretary 26, 398 38, 342 6 1 1 0
Secretary 21, 251 29, 682 6 2 2 0 ,
Engineer. Div.Dir. 45, 936 67, 649 1 1 1 0
Civil Engineer II 37, 048 54, 315 2 1 1 0
Civil Engineer I 34, 822 50, 977 2 1 1 0
Plan Reviewer 31, 203 45, 548 3 1 1 0
GIS Coordinator 32, 887 48, 073 3 1 1 0
Eng. Survey Supv. 29, 740 43, 353 3 1 1 0
Eng. Insp. Supv. 29, 740 43, 353 3 1 1 0
Engineer. Designer 29, 740 43, 353 3 1 1 0
Eng. Instru Tech 28, 465 41, 444 2 1 1 0
Construction Insp. 28,465 41, 444 3 2 2 0
Engineer.. Tech. 26, 398 38, 342 3 3 1 1 3 1 1 FT 0 -1,
29
AS OF January 2002 WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Community Development B-BLACK
H--HISPANIC
PAGE 3 OF 3 O--ASIAN
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
Mtce. III 24, 127 34, 934 7 5 5 0
Mtce. II 22, 205 31, 068 8 3 3 0
Mtce. I 20, 419 28,478 8 1 1 0
WW Util . Div. Dir. 45, 936 67, 649 1 1 1 0
WW Util . Ast. Div.
Dir. 39, 608 58,155 2 1 1 0
WWTP Supervisor 32, 887 48, 073 3 1 1 0
Col .Sys.Mtce.Supv. 29, 740 43, 353 7 1 1 0
Lead Operator 28, 465 41,444 7 1 1 0
Electrician 27, 360 39, 785 7 1 1 0
Lead Mtce. Mech. 28, 465 41,444 7 1 1 0
Lab Analyst 27, 360 39, 785 7 1 1 0
Pumping Sys. Mech. 26, 398 38, 342 7 3 3 0
Collection System 0
Crew Leader 27, 360 39, 785 7 3 3
WWTP Opr. II 24, 127 34, 934 7 1 1 0
Eaewater Trtmt .
t Opr. I 22, 205 31, 068 7 1 1 0
30
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Police B--BLACK
H--HISPANIC
PAGE 1 OF 1 O--ASIAN
A--AM INDIAN
AS OF January 2002
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 Chief 49, 830 73, 489 1 1 1 0
Police Captain 39, 608 58, 155 2 3 3 0
Police Lieutenant 34, 822 50, 977 2 5 5 0
Police Sergeant 31, 203 1 45, 548 4 8 8 1 1
Telecom. Supv. 28, 465 41, 444 6 1 1 0
Police Officer 27, 360 39, 785 4 52 7 59 3 3
Telecom. Operator 24, 127 34, 934 6 2 11 13 0
Police Info.Clerk 21, 251 29, 682 6 4 4 0
Records & Fiscal
Affairs Supervisor 27, 360 39, 785 6 1 1 0
Secretary 21, 251 29, 682 6 1 1 0
Lead Telecom. Opr. 25, 550 37, 071 6 3 3 0
Admin. Secretary 26, 398 38, 342 6 1 1 0
Info.Systems Coord 31, 203 45, 548 3 1 1 0
Custodian 19, 413 26, 174 8 2 2 0
30
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Fire B--BLACK
H--HISPANIC
PAGE 1 OF 1 O--ASIAN
A--AM INDIAN
AS OF January 2002
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
Fire Chief 49, 830 73, 489 1 1 1 0
Asst . Fire Chief 39, 608 58, 155 2 3 3 0
Fire Training
Officer 32, 887 48, 073 2 1 1 0
Fire Captain 10 .93/hr 15 . 79/hr 2 21 21 1 1
Fire Driver 10 . 00/hr 14 .38/hr 4 24 24 1 1
Fire Fighter 9.29/hr 13 .34/hr 4 18 18 0
Admin. Secretary 26, 398 38, 342 6 1 1 0
Public Fire
Education Officer 29, 740 43, 353 2 1 1 0
31
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Police B--BLACK
H--HISPANIC
PAGE 1 OF 1 O--ASIAN
A--AM INDIAN
AS OF January 2002
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 Chief 49, 830 73, 489 1 1 1 0
Police Captain 39, 608 58, 155 2 3 3 0
Police Lieutenant 34, 822 50, 977 2 5 5 0
Police Sergeant 31, 203 45, 548 4 8 8 1 1
Telecom. Supv. 28, 465 41,444 6 1 1 0
Police Officer 27, 360 39, 785 4 52 7 59 3 3
Telecom. Operator 24, 127 34, 934 6 2 11 13 0
Police Info.Clerk 21, 251 29, 682 6 4 4 0
Records & Fiscal
Affairs Supervisor 27, 360 39, 785 6 1 1 0
Secretary 21, 251 29, 682 6 1 1 0
Lead Telecom. Opr. 25, 550 37, 071 6 3 3 0
Admin. Secretary 26, 398 38, 342 6 1 1 0
Info.Systems Coord 31, 203 45, 548 3 1 1 0
Custodian 19,413 26, 174 8 2 2 0
31
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Fire B--BLACK
H--HISPANIC
PAGE 1 OF 1 O--ASIAN
A--AM INDIAN
AS OF January 2002
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
Fire Chief 49, 830 73, 489 1 1 1 0
Asst. Fire Chief 39, 608 58, 155 2 3 3 0
Fire Training
Officer 32, 887 48, 073 2 1 1 0
Fire Captain 10 .93/hr 15 . 79/hr 2 21 21 1 1
Fire Driver 10 . 00/hr 14 .38/hr 4 24 24 1 1
Fire Fighter 9.29/hr 13 .34/hr 4 18 18 0
Admin. Secretary 26, 398 38, 342 6 1 1 0
Public Fire
Education Officer 29, 740 43, 353 2 1 1 0
32
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Transportation B--BLACK
H--HISPANIC
PAGE 1 OF 2 O--ASIAN
A-AM INDIAN
AS OF January 2002
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
Director of
Transportation 54; 306 80, 203 1 1 1 0
Street Div. Dir. 39, 608 58, 155 1 1 1 0
Const/Mtc. Supr. 29, 740 43, 353 7 1 1 0
Traffic & Special
Services Supv. 29, 740 43, 353 3 1 1 0
Construction Insp. 28, 465 41,444 3 1 1 0
Traff. Signal Tech 27, 360 39, 785 3 1 1 0
Mtce. Crew Leader 26, 398 38, 342 7 8 8 0
Mtce. III 24, 127 34, 934 7 7 7 0
Mtce. II 22, 205 31, 068 8 6 6 0
Mtce. I 20,419 28,478 8 4 4 0
Admin. Secretary 26, 398 38, 342 6 1 1 0
Secretary 21, 251 29, 682 6 1 1 0
Airport Div. Dir. 32, 887 48, 073 1 1 1 0
Parking Div. Dir. 32, 877 48, 073 1 1 1 0
Parking Enfor.Ofcr 21,251 29, 682 4 2 1 3 0
33
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Transportation B--BLACK
H--HISPANIC
PAGE 2 OF 2 O--ASIAN
A--AM INDIAN
AS OF January 2002
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
Parking Attendant 18, 856 25, 395 8 2 2 0
Transit Div. Dir. 32, 887 48, 073 1 1 1 0
Transit Oper. Supv 27, 360 39, 785 6 1 1 1 1
Transit Opr. Asst. 26, 398 38, 342 6 1 1 1 1
Transit Com. Opr. 22, 205 31, 068 6 1 1 2 0
Bus Driver 20, 419 28, 478 8 7 3 10 1 2 3
Central Mtce. Div. 0
Dir. 32, 887 48, 073 1 1 1
Lead Auto Mechanic 27, 360 39, 785 7 1 1 0
Auto Equip. Mech. 27, 360 39, 785 7 5 5 0
Parts Inventory
Clerk 25, 550 37, 071 6 1 1 0-
34
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Parks and Recreation B--BLACK
H--HISPANIC
PAGE 1 OF 1 O--ASIAN
A--AM INDIAN
AS OF January 2002
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
Dir. of Parks/Rec 49, 830 73, 489 1 1 1 0
Rec.Facil .Sp.
Svcs. Div. Dir 39, 608 58, 155 1 1 1 0
Gen Rec/Supp
Services Div. Dir. 39, 608 58, 155 1 1 1 0
Park Resources
Division Director 39, 608 58, 155 1 1 1 0
Parks & Landscape 0
Planner 31, 203 45, 548 2 1 1
Rec. Program Supv. 29, 740 43, 353 2 2 2 4 0
Park Resource Supv 29, 740 43, 353 7 3 3 0
Electrician 27, 360 39, 785 7 1 1 0
Parks Equip.Mech. 27, 360 39, 785 7 2 2 0
Admin. Secretary 26, 398 38, 342 6 1 1 0
Secretary 21, 251 29, 682 6 2 2 0
Mtce. Crew Leader 26, 398 38, 342 7 3 3 0
Mtce. III 24, 127 34, 934 7 3 3 0
Mtce. II 22, 205 31, 068 8 10 10 0
Mtce. I 20,419 1 28,478 8 3 3 0
35
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-
2002
JOB CATEGORY
Officials &
Administrators 23 0 0 4.5 -1 1 1
Professionals 50 2 4. 0 5.0 - - 1
Technicians 30 0 0 5.7 -1 1 2
Protective Service
Workers 115 4 3 .4 7.8 -4 2 8
Administrative
Support 48 2 4.2 ::3 .5 +1 - 2
Skilled Craft
Workers 49 0 0 .4 - - 4
Service/
Maintenance 44 3 6.8 2.6 +2 - 8
TOTALS 359 11 3 .1 -3 4 26
37
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-
2002
JOB CATEGORY
Officials &
Administrators 23 3 13 . 0 28.6 -3 1 1
Professionals 50 10 20. 0 18.1 +1 - 1
Technicians 30 1 3 .3 17.1 -4 2 2
Protective Service
. Workers 115 9 7.8 15.9 -9 4 8
Administrative
Support 48 41 85.4 78.2 +4 - 2
Skilled Craft
Workers 49 1 2 .0 3 .2 - - 4
Service/
Maintenance 44 7 15.9 17.6 - - 8
TOTALS 359 72 20.4 -11 7 26
38
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 maintain a work force reflective of the labor force. These goals set priority
areas of concentration for recruitment,evaluation of selection processes,and training and education toward
promotability of existing employees.
The 2002 affirmative action plan is based on statistical data from the 1990 Census(2001 affirmative
action census data is not yet available) 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 2001 PERFORMANCE
Total employment increased by 7 employees in 2001 from 352 to 359,and the number of minorities
employed decreased by two. The City's overall percentage of minority employment is 3.1% with
underutilization at 3 employees across all departments.
Female employment increased from 64 in 2000 to 72 in 2001, resulting in an overall utilization
percentage of 20.4%. Female underutilization remains high primarily because of the high percentage of City
employment that is traditionally male dominated jobs in protective service and technician 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 2002 to reach minority and female applicants.
2002 GOALS
Officials and Administrators
The turnover in this job category is unpredictable. In the past few years,there have been only a few
vacancies. Vacancies in 2001 in this category resulted in promoting one female and hiring one minority
female. The job category shows underutilization of minorities based on availability by one and females by
three. A goal of one minority and one female in the officials and administrators category has been set for
2002.
Professionals
In the professionals job category, neither females or minorities are underutilized based on
availability. If any vacancies occur during 2002,.every effort will be made to maintain the current workforce
balance.
Technicians
This job category is made up primarily of engineering technicians,inspectors,and sanitarians. The
underutilization of females increased by one during 2001 due to the promotion of one female out of this
category. The goal for 2002 for females will be increased to two and minorities will remain at one.
39
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 and Police 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 for 2002 will
include four for females and two for minorities.
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 2002.
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 2002 shall be to continue to recruit
minorities and females in the service/maintenance category for training and promotion. There is no current
underutilization by females or minorities in this category.
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.
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XIV.APPENDIX
Job Categories Defined
The following are the Equal Employment Opportunity Commission definitions of job categories and
the City of Jefferson job classifications within each category.
(1) Officials and Administrators:Occupations in which employees set broad policies,exercise
overall responsibility for execution of these policies, or direct individual departments or
special phases of the agency's operations,or provide specialized consultation on a regional,
district or area basis. Includes: department heads,bureau chiefs,division chiefs,directors,
deputy directors,controllers,wardens,superintendents,sheriffs,police and fire chiefs and
inspectors,examiners(bank,hearing,motor vehicle,warehouse),inspectors(construction,
building, safety, rent-and-housing, fire, A.B.C. Board, license, dairy, livestock,
transportation), assessors, tax appraisers and investigators, coroners, farm managers, and
kindred workers.
City Administrator
City Counselor
Director of Finance
Police Chief
Fire Chief
Director of Parks and Recreation
Director of Transportation
Director of Community Development
Director of Human Resources
Recreation Facilities Special Services Division Director
Park Resources Division Director
General Recreation and Support Services Division Director
Assistant to the Director of Community Development
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
Parking 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
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Accountant
Police Captain
Police Lieutenant
Human Resources Assistant
Assistant Fire Chief
Fire Captain
Public Fire Education Officer
Fire Training Officer
Civil Engineer I
Civil Engineer II
Engineering Design Supervisor
Waste Water Utilities Assistant Division Director
Recreation Program Supervisor
Assistant to the City Administrator
Associate City Counselor
Chief Accountant
Data Processing Supervisor
(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 Assistant
Telecommunications Supervisor
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
Engineering Technician
Construction Inspector
Traffic& Special Services Supervisor
Traffic Signal Technician
Plan Reviewer
GIS Coordinator
WW Treatment Plant Supervisor
Park Resources Supervisor
Parks&Landscape Planner
Database Systems Analyst
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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 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 Assistant III
Accounting Assistant II
Purchasing Assistant
Records and Fiscal Affairs Supervisor
Lead Telecommunications Operator
Telecommunications Operator
Police Information Clerk
Parts Inventory Clerk
Transit Communications Operator
Transit Operations Supervisor
Transit Operations Assistant
(7) Skilled Craft Workers: Occupations in which workers perform jobs which require special
manual skill and a thorough and comprehensive knowledge of the processes involved in the
work which is acquired through on-the-job training and experience or through
apprenticeship or other formal training programs. Includes: mechanics and repairers,
electricians, heavy equipment operators, stationary engineers, skilled machining
occupations, carpenters, compositors and typesetters, power plant operators, water and
sewage treatment plant operators, and kindred workers.
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Lead Maintenance Mechanic
Construction and Maintenance Supervisor
Collection System Maintenance Supervisor
Electrician
Collection System Crew Leader
Maintenance Crew Leader
Maintenance III
Pumping System Mechanic
Wastewater Treatment Plant Operator H
Wastewater Treatment Plant Operator I
Lead Automotive Equipment Mechanic
Automotive Equipment Mechanic
Parks Equipment Mechanic
Lab Analyst
Lead Operator
(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.
Veterinary Assistant
Custodian
Maintenance R
Maintenance I
Bus Driver
Parking Attendant
Race/Ethnic Categories Defined
For the purposes of this Affirmative Action Plan,EEOC standard ethnic categories have been used
as follows:
(B) Black (not of Hispanic origin): All persons having origins in any of the Black racial
groups of Africa.
(H) Hispanic: All persons of Mexican,Puerto Rican, Cuban, Central or South American, or
other Spanish culture or origin,regardless of race.
(0) Asian or Pacific Islander: All persons having origins in any of the original peoples of the
Far East,Southeast Asia,the Indian Subcontinent,or the Pacific Islands. This area includes,
for example,China,Japan,Korea,the Philippine Islands, and Samoa.
(A) American Indian or Alaskan Native: All persons having origins in any of the original
peoples of North America,and who maintain cultural identification through tribal affiliation
or community recognition.
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