HomeMy Public PortalAbout2003 I
Affirmative Action Plan
City of Jefferson
320 E. McCarty
Jefferson City, MO 65101
Inclusive Dates of Affirmative Action Plan:
January 1 - December 31, 2003
TABLE OF CONTENTS
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I.INTRODUCTION . . . . .I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 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
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 mental job qualifications are job
related.
3. Goals, guidelines and reporting procedures shall be reviewed at least annually.
4. Directors' and supervisors' success in implementing the equal opportunity program
will be evaluated as part of their overall performance appraisal.
5. Questions about the Affirmative Action Plan or the Equal Opportunity Policy may be
directed to 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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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 ofthe 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) Offensive jokes and material.
(b) Sexual flirtations, advances or propositions.
(c) Verbal or written abuse of a sexual nature.
(d) 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 department director,the Director of
Human Resources, or City Administrator. 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 65101,
telephone (573)634-6310.
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
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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
2) A person who was discharged or released from active duty because of service-
connected disability.
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"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 i
occurred between August 5, 1964 and May 7, 1975.
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If you feel you are covered by any of the above definitions, you are invited to volunteer the
information requested onthe bottom ofthis form. SUBMISSION OF THIS INFORMATION WILL
BE TOTALLY VOLUNTARY ON YOURPART. 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 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 Hi,}man 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 staffhave participated in career days at Lincoln University, Linn State Technical
College,Nichols Career Center,Central Missouri State University,and University of Missouri-Rolla.
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 post secondary 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.
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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 2002 edition. 5
The minority population, employed and unemployed percentage, include the sum of all races other
than white plus Hispanic origin. Some double counting may result since persons of Hispanic origin
may be of any race.
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UTILIZATION ANALYSIS--MINORITIES
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JOB CATEGORY: Officials & Administrators
TOTAL INCUMBENTS:1 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 8 . 60
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 15 . 9%
Factor 3 The Minority workforce in the ILA is 5 . 0%
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . . 3. 9%
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 13 . 3%
Factor 6 The availability of promotable
transferable Minority employees is 2 . 40
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 % . . . . . . . . . . . . . . . 5. 2%*
Is there underutilization of Minorities . . . . . Yes (-1)
*Weighted availability factor:
Factor 4 is 80% in the Immediate Labor Area
3 . 9 x . 80 = 3 . 12
Factor 5 is 15% in the Reasonable Recruiting Area
13 . 3 x . 15 = 2
Factor 6 is 5% (internal recruitment)
2 . 4 x . 05 = . 12
3 . 12 + 2 + . 12 = 5.2%
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Professionals
TOTAL INCUMBENTS: 53
MINORITY UTILIZATION: 2 = 3. 80
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Missouri Statewide
Factor 1 Minority population of the ILA is 8 . 60
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 15. 9%
Factor 3 The Minority workforce in the ILA is 5. 0%
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 . . . . . . . . . 9. 9%
Factor 6 The availability of promotable
transferable Minority employees is 3 . 30
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 % . . . . . . . . . . . . . . . 4 . 3%*
Is there underutilization of Minorities . . . . . No
*Weighted availability factor:
Factor 4 is 20% in the Immediate Labor Area
6. 3 x .20 = 1.26
Factor 5 is 5% in the Reasonable Recruiting Area
9. 9 x . 05 = . 50
Factor 6 is 75% (internal recruitment)
3. 3 x . 75 = 2. 5
1. 26 + . 50 + 2 . 5 = 4 . 3
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UTILIZATION ANALYSIS--MINORITIES
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JOB CATEGORY: Technicians
I
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 8 . 6%
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 15. 9%
Factor 3 The Minority workforce in the ILA is 5 . 0%
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . . 7 . 4%
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . 7 . 4%
Factor 6 The availability of promotable
transferable Minority employees is 0
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . . . . .
Linn State Technical Colleae, Nichols Career Center
Factor 8 Internal training includes . . . . . .
Tuition reimbursement available for full time employees
Availability as a % . . . . . . . . . . . . . . . 6. 7%*
Is there underutilization of Minorities . . . . . Yes (-1)
*Weighted availability factor:
Factor 4 is 90% in the Immediate Labor Area (external recruitment)
7 . 4 x . 90 = 6. 7
Factor 6 is 10% (internal recruitment)
0 x . 10 = 0
6. 7 + 0 = 6. 7
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Protective Service Workers
TOTAL INCUMBENTS: 121
MINORITY UTILIZATION: 5 = 4 . 1%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Missouri Statewide
Factor 1 Minority population of the ILA is 8 . 6%
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 15. 9%
Factor 3 The Minority workforce in the ILA is 5. 0%
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . . 7 . 5%
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 16.2%
Factor 6 The availability of promotable
transferable Minority employees is 0
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . . . .
University of Missouri-Columbia Lincoln University, Central
Missouri State University Missouri Highway Patrol Academy.
Factor 8 Internal training includes . . . . . .
Tuition reimbursement available for full time employees
Availability as a % . . . . . . . . . . . . . . . 10 . 55%*
Is there underutilization of Minorities . . . . . Yes (-7)
*Weighted availability factor:
Factor 4 is 75% in the Immediate Labor Area
8 . 6 x . 75 = 6. 5
Factor 5 is 25% in the Reasonable Recruitment Area
16. 2 x . 25 = 4 . 05
6. 5 + 4 . 05 = 10. 55
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY:1Administrative Support
TOTAL INCUMBENTS: 51
MINORITY UTILIZATION: 4 = 7 . 8%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Minority population of the ILA is 8 . 6%
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 15. 9%
Factor 3 The Minority workforce in the ILA is 5 . 0%
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . . 5 . 1%
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 5 . 1%
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 % . . . . . . . . . . . . . . . 5. 1%
Is there underutilization of Minorities . . . . . No (+2)
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Skilled Craft Workers
TOTAL INCUMBENTS: 50
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 8 . 6%
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 15. 9%
Factor 3 The Minority workforce in the ILA is 5 . 0%
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . . 2 . 9%
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . .. . . . . . . . 2 . 9%
Factor 6 The availability of promotable
transferable Minority employees is 6. 7%
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 % . . . . . . . . . . . . . . . 5 . 9%*
Is there underutilization of Minorities . . . . . Yes (-2)
*Weighted availability factor:
Factor 4 is 10% (external recruitment)
2 . 9 x . 10 = . 29
Factor 5 is 10% (external recruitment)
2 . 9 x . 10 = .29
Factor 6 is 80% (internal recruitment)
6. 7 x . 80 = 5. 36
.29 + .29 + 5. 36 = 5 . 9
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Service/Maintenance I
TOTAL INCUMBENTS: 46
MINORITY UTILIZATION: 3 = 6. 50
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Minority population of the ILA is 8 . 60
Factor 2 The Minority unemployment force in
the ILA is . . . . . . . . . . . . . 15 . 9%
Factor 3 The Minority workforce in the ILA is 5. 0%
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is . . . . . . . . . . 3. 9%
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is . . . . . . . . . 3. 9%
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. 9%
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 2002 edition.
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UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Officials & Administrators
TOTAL INCUMBENTS: 20
FEMALE UTILIZATION: 3 = 150
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. 0%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 40 . 3
Factor 3 The Female workforce in the ILA is 49. 0%
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 33 . 9%
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 36. 9%
Factor 6 The availability of promotable
transferable Female employees is 13. 5%
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . .
The City does not hire directly from training
institutions for these positions
Factor 8 Internal training includes . . . . . .
Tuition reimbursement program available
Availability as a % . . . . . . . . . . . . . . . 33. 4%*
Is there underutilization of Females . . . . . Yes (-3)
*Weighted availability factor:
Factor 4 is 80% in the Immediate Labor Area
33. 9 x . 80 = 27 . 12 ,
Factor 5 is 15% in the Reasonable Recruiting Area
36. 9 x . 15 = 5 . 54
Factor 6 is 5% (internal recruitment)
13 . 5 x . 05 = . 7
27 . 12 + 5. 54 + .7 = 33 . 4
18
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Professionals
TOTAL INCUMBENTS: 53
I
FEMALE UTILIZATION: 11 = 20. 80_
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Missouri Statewide
Factor 1 Female population of the ILA is 49. 0%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 40. 3%
Factor 3 The Female workforce in the ILA is 49. 0%
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 54 . 1%
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 55. 8%
Factor 6 The availability of promotable
transferable Female employees is 8 . 0%
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . . . . . . .
University of Missouri-Rolla and Columbia Lincoln University.
Missouri Highway Patrol Academy.
Factor 8 Internal training includes . . . . . .
In-service police and training
Availability as a % . . . . . . . . . . . . . . . 19. 6%*
Is there underutilization of Females . . . . . . No (+1)
*Weighted availability factor:
Factor 4 is 20% in the Immediate Labor Area
54 . 1 x . 20 = 10 . 82
Factor 5 is 5% in the Reasonable Recruiting Area
55 . 8 x . 05 = 2 . 79
Factor 6 is 75% (internal recruitment)
8 . 0 x. 75 = 6
10 . 82 + 2. 79 + 6 = 19. 6
19
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY:Technicians i
TOTAL INCUMBENTS: 29
FEMALE UTILIZATION: 2 = 6. 9%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Female population of the ILA is 49. 0%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 40 . 3
Factor 3 The Female workforce in the ILA is 49. 0%
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 21. 9
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 21 . 9%
Factor 6 The availability of promotable
transferable Female employees is 2 . 0%
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . . . . . . .
Linn State Technical College, Nichols Career Center
Factor 8 Internal training includes . . . . .
Tuition reimbursement available for full time employees
Availability as a % . . . . . . . . . . . . . . . 21. 9%
Is there underutilization of Females . . . . . . Yes (-4)
20
UTILIZATION ANALYSIS--FEMALES
JO$ CATEGORY: Protective Service Workers
TOTAL INCUMBENTS: 121
FEMALE UTILIZATION: 9 = 7 . 4%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Missouri Statewide
Factor 1 Female population of the ILA is 49. 0%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 40 . 3%
Factor 3 The Female workforce in the ILA is 49. 0%
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 11. 3%
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 % . . . . . . . . . . . . . . . 11. 8%
Is there underutilization of Females . . . . . . Yes (-51
*Weighted availability factor:
Factor 4 is 75% in the Immediate Labor Area
11. 3 x . 75 = 8 . 48
Factor 5 is 20% in the Reasonable Recruiting Area
13. 4 x . 25 = 3 . 35
8 . 48 + 3 . 35 = 11. 8
21
UTILIZATION ANALYSIS--FEMALES
I
JOB CATEGORY:Administrative Support
I
TOTAL INCUMBENTS: 51
FEMALE UTILIZATION: 44 = 86. 30
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Female population of the ILA is 49. 0%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 40 . 3%
Factor 3 The Female workforce in the ILA is 49. 0%
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 91. 3%
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 91. 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 % . . . . . . . . . . . . . . . 86. 7%*
Is there underutilization of Females . . . . . . No
*Weighted availability factor:
Factor 4 is 95% in the Immediate Labor Area (external recruitment)
91. 3 x . 95 = 86. 7
Factor 6 is 5% (internal recruitment)
0 x . 05 = 0
86. 7 + 0 = 86. 7
22
UTILIZATION ANALYSIS--FEMALES
I
JOB CATEGORY: Skilled Craft Workers
TOTAL INCUMBENTS:
50
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. 0%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 40 . 3
Factor 3 The Female workforce in the ILA is 49. 0%
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 4 . 8%
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . .. . . . . . 4 . 8%
Factor 6 The availability of promotable
transferable Female employees is 8 . 9%
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . . . . .
Nichols Career Center, Linn State Technical College.
Factor 8 Internal training includes . . . . . .
Availability as a % . . . . . . . . . . . . . . 6. 81%*
Is there underutilization of Females . . . . . . Yes (-2)
*Weighted availability factor:
Factor 4 is 30% in the Immediate Labor Area
4 . 8 x . 30 = 1. 4
Factor 5 is 20% in Reasonable Recruiting
4. 8 x . 20 = . 96
Factor 6 is 50% (internal recruitment)
8 . 9 x . 50 = 4 . 45
1,. 4 + . 96 + 4 . 45 = 6. 81
23
UTILIZATION ANALYSIS--FEMALES
I
JOB CATEGORY: Service/Maintenance
I
TOTAL INCUMBENTS: 46
FEMALE UTILIZATION: 6 = 13 . 0%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Female population of the ILA is 49. 0%
Factor 2 The Female unemployment force in
the ILA is . . . . . . . . . . . . . 40 . 3%
Factor 3 The Female workforce in the ILA is 49. 0%
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is . . . . . . . . . . 13 . 4%
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is . . . . . . . . . 13. 4%
Factor 6 The availability of promotable
transferable Female employees is 0
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . . . . . .
Factor 8 Internal training includes . . . . . .
Training is on the lob
Availability as a % . . . . . . . . . . . . . . . 13 . 4%
Is there underutilization of Females . . . . . . No
24
WORK FORCE ANALYSIS
CITY OF JEFFERSON -DEPT. Administration/Human Resources/Law B--BLACK
H--HISPANIC
O--ASIAN
PAGE 1 OF 1
A--AM INDIAN
AS OF January , 2003
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, 906 108, 092 1 1 1 0
City Counselor 60, 049 88, 805 1 1 1 0
Director of Human 0
Resources 46, 395 68, 325 1 1 1
City Clerk 27, 634 40, 183 6 1 1 0
Admin. Secretary 26, 662 38, 725 6 3 3 0
Assistant to City 0
Administrator 46, 395 68, 325 2 1 1
Human Resources
Assistant 26, 662 38, 725 2 1 1 0
Associate City
Counselor 40; 004 58, 737 2 1 1 1 1
26
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Finance B--BLACK
H--HISPANIC
O--ASIAN
PAGE 1 OF 1
A-AM INDIAN
AS OF January , 2003
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 0
Finance 50, 328 74, 224 1 1 1
Information 0
Systems Manager 35, 170 51, 487 3 1 1
Purchasing Agent 33, 219 48, 554 2 1 1 1 0
Chief Accountant 33, 216 48, 554 2 1 1 0
Accountant 28, 750 41, 858 2 1 1 0
Info. Systems 30, 037 43, 787 3 1 1 0
Support Specialist
Database Systems 31, 515 46, 003 3 1 1 0
Analyst
Acctg. Asst. III 26, 662 38, 725 6 2 2 1 1
Acctg. Asst. II 25, 806 37, 442 6 2 2 0
Purchasing Asst. 25, 806 37, 442 6 1 1 0
Secretary 21, 464 29, 979 6 1 1 0
Mun. Court Clerk 24, 368 35, 283 6 1 1 0
Deputy Court Clerk 21, 464 29, 979 6 1 1 0
Custodian 19, 607 26, 436 8 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 , 2003
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 0
Development 60, 049 88, 805 1 1 1
Asst. to Dir. of
0
Community Develop. 46, 395 68, 325 1 1 1
Senior Planner 40, 004 58, 737 2 1 1 0
Planner II 31, 515 46, 003 2 1 1 0
Bldg. Regulations 37, 418 54, 858 1 1 1 0
Division Director
Plumbing Insp. 28, 750 41, 858 3 1 1 0
Electrical Insp. 28, 750 41, 858 3 1 1 0
Building Insp. 28, 750 41, 858 3 1 1 0
Housing Insp. 28, 750 41, 858 3 1 1 0
Environ. Sanit.
Division Director 35,`170 51, 487 1 1 1 0
Environ. Sanit. 27, 634 40, 183 3 4 4 0
Animal Rescue 33, 216 48, 554 1 1 1 0
Division Director
Animal Rescue 21, 464 29, 979 4 2 1 3 -0
Officor
28
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Community DevelopmentB-BLACK
H--HISPANIC
,O--ASIAN
PAGE 2 OF 3 A--AM INDIAN
AS OF January , 2003
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, 607 26, 436 8 1 1 2 0
Admin. Secretary 26, 662 38, 725 6 2 2 0
Secretary 21, 464 29, 979 6 3 3 0
Engineer. Division 46, 395 68, 325 1 1 1 0
Director
Civil Engineer II 37, 418 54, 858 2 1 1 2 0
Civil Engineer I 35, 170 51, 487 2 2 2 0
Plan Reviewer 31, 515 46, 003 3 1 1 0
GIS Coordinator 33, 216 48, 554 3 1 1 0
Eng. Survey Supv. 30, 037 43, 787 3 1 1 0
Eng. Insp. Supv. 30, 037 43, 787 3 1 1 0
Eng. Design Supv. 40, 004 58, 737 2 1 1 0
Eng. , Designer 30, 037 43, 787 3 1 1 0
Eng. Info. Systems 28, 750 41, 858 3 1 1 0
Specialist
Eng. Instrm. Tech. 28, 750 41, 858 3 1 1 0
Construction Insp. 28, 750 41, 858 3 2 2 0
Engineer. Tech. 26, 662 38, 725 3 2 2 0
29
WORK FORCE ANALYSIS
DEPT. Community Development B-BLACK
CITY OF JEFFERSON H--HISPANIC
O--ASIAN
PAGE 3 OF 3 A--AM INDIAN
AS OF January 2003
MINORITIES TOTAL
SALARY RANGE EEO-4 -----EMPLOYEES---- FEMALE MINOR-
CATE- MALE
JOB 'TITLE MINIMUM MAXIMUM GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
0
Maintenance III 24, 368 35, 283 7 5
5
Maintenance II 22, 427 31, 379 8 5
5 0
Maintenance' i 20, 623 28, 763 8 3
3 0
WW Utilities 46, 395 68, 325 1 1
1 0
Division Director
WW Utilities Asst. 0
Division Director 40, 004 58, 737 2 1 1
0
WWTP Supervisor 33, 216 48, 554 3 1
1
1 FT
0 0
Col.Sys.Mtce. Supv. 30, 037 43, 787 7 1
0 0
Lead Operator 28, 750 41, 858 7 1
1
Electrician 27, 634 40, 183 7 1
1
Lead Mtce. Mech. 28, 750 41, 858 7 1
1
1 1 0
Lab Analyst 27, 634 40, 183 7 IM Pumping Sys. Mech. 26, 662 38, 725 7 33 Collection SystemCrew Leader 27, 634 40, 183 7 3 3WWTP Opr. II 24, 368 35, 283 7 11 WWTP Opr. I 22, 427 31, 379 7 11
30
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Police B--BLACK
H--HISPANIC
O--ASIAN
PAGE 1 OF 1 A--AM INDIAN
AS OF January , 2003
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
---- CATE- ------------------ MALE FEMALE MINOR-
JOB TITLE MINIMUM MAXIMUM GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
Police Chief 50, 328 74, 224 1 1 1 0
Police Captain 40, 004 58, 737 2 3 3 _
Police Lieutenant 35, 170 51, 487 2 5 5 0
Police Sergeant 31, 515 46, 003 4 8 8 1 1
Police Officer I 27, 634 40, 183 4 29 2 31 1 1
Police Officer II - 28, 750 41, 858 4 7 1 8 0
Police Officer III 30, 037 43, 787 4 22 4 26 3 3
Telecom. Operator 24, 368 35, 283 6 3 11 14 1 1
Police Information 21, 464 29, 979 6 4 4 0
Clerk
Records & Fiscal
0
Affairs Officer 27, 634 40, 183 6 1 1
Secretary 21, 464 29, 979. 6 1 1 0
Lead Telecom. 25, 806 37, 442 6 3 3 0
Operator
Admin. Secretary 26, 662 38, 725 6 1 1 0
Information Sys. 31, 515 46, 003 3 1 1 0
Coordinator
Custodian 19, 607 26, 436 8 2 2 0
31
WORK FORCE ANALYSIS
DEPT. Fire B--BLACK
CITY OF JEFFERSON H--HISPANIC
O--ASIAN
PAGE 1 OF 1 A--AM INDIAN
AS OF January 2003
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
CATE- ------------------ MALE FEMALE MINOR-
JOB TITLE MINIMUM MAXIMUM GORY MALE FEMALE TOTAL B H O A B H 0 A ITIES
Fire Chief 50, 328 74, 224 1 1
1 0
Assistant Fire 40, 004 58, 737 2 3
3 0
Chief
Fire Training 0
Officer 33, 216 48, 554 2 1 1
Fire Captain 11. 04/hr 15. 95/hr 2 21 21 1 1
Fire Driver 10. 10/hr 14 . 52/hr 4 24 24 1 1
Fire Fighter 9. 38/hr 13. 47/hr 4 17
17 0
1 1 0
Admin. Secretary 26, 662 38, 725 6
Public Fire 0
Education Officer 30, 037 43, 787 1 2 1 1
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 2003
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, 849 81, 005 1 1 1 0
Street Division 40, 004 58, 737 1 1 1 0
Director
Construction/ 30, 037 43, 787 7 1 1 0
Maintenance Supvr.
Traffic & Special
Services Supv. 30, 037 43, 787 3 1 1 0
Construction Insp. 28, 750 41, 858 3 1 1 0
Traffic Signal 27, 634 40, 183 3 1 1 0
Technician
Maint. Crew Leader 26, 662 38, 725 7 8 8 0
Maintenance III 24, 368 35, 283 7 7 7 0
Maintenance II 22, 427 31, 379 8 6 6 0
Maintenance I 20, 623 28, 763 8 4 4 0
Admin. Secretary 26, 662 38, 725 6 1 1 0
Airport Div. Dir. 33, 216 48, 554 1 1 1 1 —0 -
Parking Div. Dir. 33, 216 48, 554 1 1 1 1 1 0
Parking Enforc. 21, 464 29, 979 4 2 1 3 0
Officer
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 , 2003
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 19, 045 25, 649 8 2 2 0
Transit Division 33, 216 48, 554 1 1 1 0
Director
Transit Operations 27, 634 40, 183 6 1 1 1 1
Supervisor
Transit Operations 26, 662 38, 725 6 1 1 1 —1 —
Assistant
Transit 22, 427 31, 379 6 1 1 2 0
Communications
Operator
Bus Driver 20, 623 28, 763 8 7 3 10 1 2 3
Central 0
Maintenance 33, 216 48, 554 1 1 1
Division Director
Lead Auto Mechanic 27, 634 40, 183 7 1 1 0
Auto Equipment 27, 634 40, 183 7 5 5 0
Mechanic
Lk 7, 442s Inventory 25, 806 3 6 1 1 0
34
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Parks, Recreation & Forestry B--BLACK
H--HISPANIC_
PAGE 1 OF 1 O--ASIAN
A--AM INDIAN
AS OF January , 2003
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. 50, 328 74, 224 1 1 1 0
Rec. Fclty. Special
Services Div. Dir. 40, 004 58, 737 1 1 1 0
Gen Rec. /Supp.
Services Div. Dir. 40, 004 58, 737 1 1 1 0
Park Resources
Division Director , 40., 004 58, 737 1 1 1 _ 0
Parks & Landscape 0
Planner 31, 515 46, 003 3 1 1
Rec. Program Supv. 30, 037 43, 787 2 2 2 4 0
Park. Resource Supv 30, 037 43, 787 7 3 3 0
Electrician 27, 634 40, 183 7 1 1 0
Parks Equip. Mech, 27, 634 40, 183 7 2 2 0
Admin. Secretary 26, 662 38, 725 6 1 1 0
Secretary 21, 464 29, 979 6 2 2 0
Maint. Crew Leader 26, 662 38, 725 7 3 3 0
Maintenance III 24, 368 35, 283 7 3 3 0
Maintenance II 22, 427 31, 379 8 9 9 0
Maintenance I 20, 623 28, 763 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-
2003
JOB CATEGORY
Officials &
Administrators 20 0 0 5.2 -1 1 1
Professionals 53 2 3. 8 4 .3 - - 2
Technicians 29 0 0 6.7 -1 1 2
Protective Service
Workers 121 5 4.1 10. 6 -7 3 6
Administrative
Support 51 4 7.8 5.1 +2 - 3
Skilled Craft
Workers 50 0 0 5.9 -2 1 2
Service/
Maintenance 46 3 6.5 3. 9 +2 - 8
TOTALS 370 14 1 3.8 -7 5 24
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 20 3 15.0 33.4 -3 1 1
Professionals 53 11 20.8 19. 6 +1 - 2
Technicians 29 2 6. 9 21. 9 -4 2 2
Protective Service
Workers 121 9 7 .4 11.8 -5 3 6
Administrative
Support 51 44 86.3 86.7 - - 3
Skilled Craft
Workers 50 1 2.0 6.8 -2 1 2
Service/
Maintenance 46 1 6 13. 0 13.4 - - 8
TOTALS 370 74 19..7 -13 7 24
38
XIII.DISCUSSION OF UTILIZATION AND GOALS
i
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 promoting existing
employees.
The 2003 affirmative action plan is based on statistical data from the 1990 Census(2002 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 2002 PERFORMANCE
Total employment increased by 1 I employees in 2002 from 359 to 370,and the number of minorities employed
increased by three. The City's overall percentage of minority employment is 3.8%with underutilization at 7
employees across all departments.
Female employment increased from 72 in 2001 to 74 in 2002,resulting in an overall utilization percentage of
19.7%. 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 continues to
expand its outreach efforts. Our efforts include revising mailing lists to include churches and minority
organizations, attending the Lincoln University Job Fair, NAACP Juneteenth Heritage Festival and
participating in the Chamber of Commerce Multi-Cultural Forum. Efforts will continue in 2003 to reach
minority and female applicants.
2003 GOALS
Officials and Administrators
The turnover in this job category is unpredictable.In the past few years,there have been only a few vacancies.
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 2003.
Professionals
In the professionals job category,neither females or minorities are underutilized based on availability. If any
vacancies occur during 2003, 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 based on availability remains at 4,the same as in 2002 even though one female was
hired into this category. The 2003 goal for females in this category will remain at two and minorities will at
one.
39
Protective Service Workers
i
The protective service worker 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 Fire and Police Departments.Extensive advertising
in minority newspapers in the Kansas City and St. Louis areas have not achieved an increase. Goals set for
2003 will include three females and three minorities.
Administrative Support
Female utilization is even with the statistical availability in this job category as these positions are traditionally
filled by females.Qualified minorities in this category increased by one in 2002.No employment goals will be
set for this category in 2003.
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 2003 shall be to continue to recruit minorities
and females in the service/maintenance category for training and promotion. There is underutilization of
females by 2 and minorities by 2 in this category.Goals for 2003 include hiring one female and one minority
into this category.
Service/Maintenance
Minority utilization exceeds availability of minorities and is even with availability of females;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.
40
i
XIV.APPENDIX
I
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
41
Planner 11
Purchasing Agent
Accountant
I Police Captain
Police Lieutenant
Human Resources Assistant
Assistant Fire Chief
Fire Captain
Public Fire Education Officer
Fire Training Officer
Civil Engineer I
Civil Engineer It
Engineering Design Supervisor
Waste Water Utilities Assistant Division Director
Recreation Program Supervisor
Assistant to the City Administrator
Associate City Counselor
Chief Accountant
Veterinarian
(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 fare sergeants, inspectors (production or processing inspectors, testers and
weighters), and kindred workers.
Information Systems Manager
Information Systems Coordinator
Information Systems Support Specialist
Database Systems Analyst
Plumbing Inspector
Electrical Inspector
Building Inspector
Housing Inspector
Construction Inspector
Environmental Sanitarian
Engineering Survey Supervisor
Engineering Inspection Supervisor
Engineering Information Systems Specialist
Engineering Instrument Technician
Engineering Designer
Engineering Technician
Traffic& Special Services Supervisor
Traffic Signal Technician
Plan Reviewer
GIS Coordinator
Waste Water Treatment Plant Supervisor
Parks&Landscape Planner
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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 I,II,III
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 Officer
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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Park Resources Supervisor
Lead Maintenance Mechanic
Construction and Maintenance Supervisor
Collection System Maintenance Supervisor I
Electrician
Collection System Crew Leader
Maintenance Crew Leader
Maintenance III
Pumping System Mechanic
Wastewater Treatment Plant Operator II
Wastewater Treatment Plant Operator I
Lead Automotive 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 II
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.
(II) 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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