HomeMy Public PortalAbout2004 Affirmative Action Plan
City of Jefferson
320 E. McCarty
Jefferson City, MO 65101
Inclusive Dates of Affirmative Action Plan:
January 1 - December 31, 2004
TABLE OF CONTENTS
I.INTRODUCTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
II. POLICY STATEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . I
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, non-disqualifying
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 65101, (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(M/F%DN) 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.
S. 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 atter 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 affinnative 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, (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,
(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
or mental handicap, or an individual's status as a Vietnam era veteran or disabled veteran provided
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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,ifyou 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
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 ofthis form. SUBMISSION OF THIS INFORMATION WILL
BE TOTALLY VOLUNTARY ON YOUR PART. Information obtained concerning individuals will
be kept confidential, except(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 reviewpersonnel 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 Offce.'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,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.
T.
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 that the City of
Jefferson is an equal opportunity employer.
3. The Equal Opportunity clause is incorporated in all purchase orders, leases, contracts, etc.
covered by Executive Order 11246 as amended.All suppliers will be required to,demonstrate
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.
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
JOB CATEGORY: Officials & Administrators
TOTAL INCUMBENTS: 24
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 . 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 . . . . . . . . . . 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 . 6%
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. 3%*
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 . 6 x . 05 = . 13
3. 12 + 2 + . 13 = 5. 3%
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Professionals
TOTAL INCUMBENTS: 49
MINORITY UTILIZATION: 2 = 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 . . . . . . . . . . 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 2.7%
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 % . . . . . . . . . . . . . . 3. 9%*
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)
2 .7 x . 75 = 2. 1
1.26 + . 50 + 2 . 1 = 3 . 9
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Technicians
TOTAL INCUMBENTS: 28
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 . 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 . . . . . . . . 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 2. 4
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 emplovees
Availability as a % . . . . . . . . . . . . . 6. 9%*
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)
2 . 4 x . 10 = . 24
6. 7 + .24 = 6. 9
12
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Protective Service Workers
TOTAL INCUMBENTS: 118
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 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 % . . . . . . . . . . . . . . . 9. 7%*
Is there underutilization of Minorities . . . . . Yes (-7)
*Weighted availability factor:
Factor 4 is 75% in the Immediate Labor Area
7 . 5 x . 75 = 5. 6
Factor 5 is 25% in the Reasonable Recruitment Area
16.2 x . 25 = 4. 05
5. 6 + 4 . 05 = 9. 7
13
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Administrative Support
TOTAL INCUMBENTS:. 53
MINORITY UTILIZATION: 5 = 9. 4%
IMMEDIATE LABOR AREA (ILA) : Jefferson Citv 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 - 3ob group
include . . , . .
Factor 8 Internal training includes . . . . . .
Tuition reimbursement and local trainina .classes
, Availability as a % . . . 5.. l%
Is there utderutilization of ,Minorities No (+1)
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Skilled Craft Workers
TOTAL INCUMBENTS: 41
MINORITY UTILIZATION: 1 = 2. 4%
IMMEDIATE LABOR AREA (ILA) : Jefferson City Labor Market Area
REASONABLE RECRUITING AREA (RRA) : Same
Factor 1 Minority population of the ILA is 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 3. 8%
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . " • . . lb . . . . . . . .
Nichols Career 'Center, Linn Technical College
Factor 8 Internal training includes . . . . . .
Availability as a % . . . . . . . . . . . . . 3. 6%*
Is there underutilization of Minorities . . . . . No
*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)
3 . 8 x . 80 = 3. 0
.29 + .29 + 3. 0
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Service/Maintenance
TOTAL INCUMBENTS: 52
MINORITY UTILIZATION: 2 = 3. 8%
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
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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: 24
FEMALE UTILIZATION: 4 = 16. 7%
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 16. 9%
Factor '? 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 . 5%*
Is there underutilization of Females . . . . Yes (-4)
*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)
16. 9 x . 05 = . 85
27 . 12 + 5. 54 + . 85 = 33 . 5
18
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Professionals
TOTAL INCUMBENTS: 49
FEMALE UTILIZATION: 10 = 20. 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 . . . . . . . . . . 5.4 . 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 . 9%
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 % . . . . . . . . . . . . . . . 20 . 3%*
Is there underutilization of Females . . . . . . No
*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 . 9 x. 75 = 6. 7
10 . 82 + 2 . 79 + 6.7 = 20 . 3
19
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Technicians
TOTAL INCUMBENTS: 28
FEMALE UTILIZATION: 3 = 10. 70
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 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 (-3)
20
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Protective Service Workers
TOTAL INCUMBENTS: 118
FEMALE UTILIZATION: 10 = 8 . 5%
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 (-3)
*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
JOB CATEGORY: Administrative Support
TOTAL INCUMBENTS: 53
FEMALE UTILIZATION: 45 = 84 . 90
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 . 30
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
JOB CATEGORY: Skilled Craft Workers
TOTAL INCUMBENTS: 41
FEMALE UTILIZATION: 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. 30
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 9. 6%
Factor 7 Training institutions teaching
requisite skills for this job group
include . . . . . . . . . . . . . . .
Nichols Career Center, Linn State Technical Colleae.
Factor 8 Internal training includes . . . . . .
Availability as a % . . . . . . . . . . . . . . . 7 . 16%*
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)
9. 6 x . 50 = 4 . 8
1. 4 + . 96 + 4 . 8 = 7 . 16
23
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Service/Maintenance
TOTAL INCUMBENTS: 52
FEMALE UTILIZATION: 7 = 13. 50
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
PAGE 1 . OF 1 O--ASIAN
A--AM INDIAN
AS OF January ,20.04
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 87, 170 134, 679 1 1 -1 •0
City Counselor 65, 492 101, 186 1 1 1 - 0
Director of Human 59, 538 91, 987 1 1 1 0 -
Resources
City Clerk 33, 455 -51, 689 6 1 1 0
Administrative 27, 524 42, 525 6 3 3 0
Assistant
Assistant to City 49, 205 76, 022 2 1 1 0
Administrator
Human Resources 33, 455 51, 689 2 1 1 0
Specialist
Associate City 44, 732 69,111 2 1 1 1 1
Counselor
Mun. Court Coord. 30, 345 46, 883 6 1 1 0
Deputy Court Clerk 24, 965 38, 571 6 1 :1 0
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 2004
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 Finance. 65-, 492 101, 18 6 1 1 1 a
Info. Systems Mgr. 40, 6-65 62, 828 3 1 1 0
Purchasing Agent 38, 729 59, 836 2 1 1 0
Chief Accountant 44, 732 69, 111 2 1 1 0
Accountant 33, 455 51, 689 2 1 1 0
I.S. -Support- Spec. 33, 455 51, 689 3 1 1 0
Database System 36, 885 56, 987 3 1 1 0`
Analyst
Sr. Acctg. Tech. 30, 345 46, 883 6 1 1 0
Accounting Tech. 27, 524 42; 525 6 2 2 1 1
Accounting Asst. 24, 965 38, 571 6 1 1 0
Purchasing Asst: 24, 965 38, 571 6 1 1 0
Admin. Technician 24, 965 38, 571 6 1 1 1 0
Bldg. Serv: Worker 21, 565 33, 319 8 1 1 0
27
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Community Development B-BLACK
H--HISPANIC
PAGE 1 OF 5 O--ASIAN
A--AM INDIAN
AS OF January 2004
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 Comm. Dev. 72, 042 111, 305 1 1 1 0
Asst. to Dir. of 54, 126 83, 625 1 1 1 0
Comm. Dev.
Dpty Dir. Planning 54,126 83, 625 1 1 1 0
/Transportation
Dpty. Dir. Of PW 59, 538 91, 987 1 1 1 0
Planner II 35, 128 54,273 2 1 1 0
Planner III 38, 729 59, 836 -2 1 1 0
Bdg. Reg. Div. Dir 40, 665 62, 828 ' 1 1 1 0
Plumbing Insp. 33, 455 51, 689 3 1. 1 0
Electrical Insp. 33, 455 51, 689 3 1 1 0
Building Insp. 33, 455 51, 689 3 1 1 0
Housing Insp. 33, 455 51, 689 3 1 1 0
Environmental 40, 665 62, 828 1 1 1 0
Serv. Div-. Dir.
Environ. Sanit. 33, 455 51, 689 3 4 4 0
Animal Rescue Div. 38, 729 59, 836 1 1 1 0
Director
28
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Community Development B-BLACK
H--HISPANIC
PAGE 2 OF 5 O--ASIAN
A--AM INDIAN
AS OF January , 2004
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
Animal Res. Ofcr. 24, 965 38, 571 4 2 1 3 0
Veterinarian 44, 732 69, 111 2 1 1 0
Vet. - Assistant 22, 644 34, 985 8 1' 1 2 0
Admin. Assistant 27, 524 42, 525 6 3 3 0
Secretary 23, 776 36, 734 6 4 4 0
Eng. Division Dir. 54, 126 83, 625 1 1 1 0
Civil Engineer II 44, 732 69, 111 2 1 1 2 0
Civil Engineer I 38, 729 59, 836 2 2 2 0
Plan Reviewer 38, 729 59, 836 3 1 1 0
GIS- Manager 40, 665 62, 828 3 1 1 0
Eng. Survey Supv. 33, 455 51, 689 3 1 1 0
Eng. Insp. Supv. 36, 885 56, 987 3 1 1 0
Eng. Designer 36, 885 56, 987 3 1 1 0
GIS Technician 33, 455 51, 689 3 1 1 -0
Eng. Survey Tech. 30, 345 46, 883 3 1 1 0
Construction Insp. 33, 455 51, 689 3 2 2 0
Eng. Technician 27, 524 F42, 525 3 1 1 0
29
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. ' Community Development B-BLACK
H--HISPANIC
PAGE 3 OF 5 O--ASIAN
A--AM INDIAN
AS OF January , 2004
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
Sr. Util. Maint. 24, 965 38, 571 8 5 5 0
Worker
Utility Maint. Wkr - 23, 776 36, 734 8 1 1 0
WW Division Dir. 59, 538 91, 987 1 1 1 0
Engineering Spec. 33, 455 51, 689 3 1 1 0
Asst. WW Div. Dir. 49, 205 76, 022 2 1 1 0
WWTP Manager 44, 732 69, 111 3 1 1 0.
Coll. Sys, Super. 38,-729 59, 836 7 1 1 0
WWTP Supervisor 35, 128 54, 273 7 1 1 0
Electrician 30,, 345 - 46, 883 7 1 1 0
WW Maint. Supv. 35, 128 54, 273 7 1 1 0
_Lab Analyst . 31, 862 46,228 3 1 1 0
Lab Technician I 27, 524 42, 525 7 1 1 0
Pumping Sys. Mech. 50, 345 4-6, 883 , 7 4- 4 0
Utility Maint. 27, 524 42, 525 7 5 5
Crew Leader 0
utilLLY Crew Su v. 33, 455 51, 689 7 2 2 0
30
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Community Development B-BLACK
H--HISPANIC
PAGE 4 OF 5 O--ASIAN
A--AM INDIAN
AS OF January , 2004
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
WWTP Operator II 30, 345 46, 883 7 1 1 0
WWTP Operator I 27, 524 42, 525 7 2 2 0
Street Superint. 44, 732 69, 111 1 1 1 0
Street Supervisor 36, 885 56, 987 7 2 2 1 1
Traffic Signal 28, 900 44, 651 3 1 1 0
Technician
Street Maint. Crew 27, 524 42, 525 7 5 5 0
Leader
Sr. Street Maint. 24, 965 38, 571 8 12 12 0
Worker
Street Maint. Wkr. 23, 776 36, 734 8 3 3 0
Cent. Maint. Div. 38, 729 59, 836 1 1 1 0
Director
Mechanic 30, 345 46, 883 7 5 5 0
Parts Clerk - '24, 965 38, 571 6 . 1 1 0
LAir
rvice Writer 24, 965 38, 571 6 1 1 0
ort Div. Dir. 40, 665 62, 828 1 1 1 0
31
WORK FORCE ANALYSIS
-CITY OF JEFFERSON DEPT. Community Development B-BLACK
H--HISPANIC
PAGE 5- OF 5 O--ASIAN
A--AM INDIAN
AS -OF January , 2004
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•
Airport Maint. 27, 524 42, 525 7 1 1 0
Crew Leader
Street/Parking 54, 126 83, 625 2 1 1 0
Div. Director
Parking Div. Supv. 30, 345 46, 883- 7 1 1 ' 0
Parking Enf. Ofcr. 22, 644 34, 985 4 1 2 3 0 '
Parking Attendant 19., 560 30,221 8 1 1 2 0
Parking Maint. Wkr 22, 644 34,985 8 1 1 0
Transit Diva Dir. 40, 665 62, 828 1 1 1 0
Transit Operations 27, 524 ' 42, 525 6 2 - 2 1 1
Assistant
Transit Oper. Supv 33, 455 51, 689 6 1 1 1 1
Tran-sit Comm. Oper 24, 965 38, 571 8 2 2' 0
- . Bus Driver 23,776 36. 734 8 6 3 9 1 1 2
32
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. Police B--BLACK
H--HISPANIC
PAGE 1 OF 1 O--ASIAN
A--AM INDIAN
AS OF January , 2004
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
-------------- CATE- ------------------ MALE FEMALE MINOR-
JOB TITLE MINIMUM MAXIMUM GORY MALE FEMALE TOTAL B H 0 A B H O A ITIES
Police Chief 65, 492 101, 186 1 1 1 0
Police Captain 49, 205 76, 022 2 3 3 0
Police Lieutenant 44, 732 69, 111 2 5 5 0
Police Sergeant 36;885 56, 987 4 8 8 1 1
Police .Officer I 28, 90.0 44, 651 4 26 2 28 1 1
Police Officer II 30, 345 46, 883 4 5• 5 0
Police Officer III 31, 862 49,228 4 21 5 26 3 3
Communications Opr 26, 213 40, 500 6 12 12 1 1
Police Info. Clerk 23, 776 36, 734 6 4 4 0
Fisc. Afrs . Tech. 27, 524 42, 525 6 1 1 0
Admin. Technician 24, 965 38, 571 6 1 1 0
Comm. Supv. 25, 806 37, 442 6 3 3 0
MSAG/Records Supv. 30, 345 46, 883 6 1 1 0
Admin. Asst. 27, 524 42, 525 6 1 1 V, 0
Info. Sys. Coord. 36, 885 56, 987 3 1 1 0
Bldg. Service Wkr. 21, 565 33, 319 8 -2 2 0
33
WORKFORCE ANALYSIS
CITY OF JEFFERSON DEPT. FIRE B--BLACK
H--HISPANIC
PAGE 1 OF 1 0-ASIAN
A--AM INDIAN
AS OF January 2004
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
Fire Chief 65, 492 101, 186 1 1 . 1 0
Asst. Fire Chief 49,205 76, 022 2 3 3 0
Fire Train. Ofcr. 40-, 665 62, 828 2 1 1• 0
- Fire Captain 12 . 46/hr 19. 26/hr 2 21 21 1 = 1
Fire Driver/Engin. 10. 76/hr 16. 63/hr 4 24 24 0
Fire Fighter 9. 76/hr. -15. 09/hr 4 18 18 -0
Admin. Assistant 27, 524 42, 525 6 . 1 1 0
Public Fire 36, 885 56, 987 2 1 1 0
Education Ofcr.
34
WORK FORCE ANALYSIS
CITY OF JEFFERSON DEPT. PARKS,_ RECREATION & FORESTRY B--BLACK
H--HISPANIC
PAGE 1 OF 1 0-ASIAN
A--AM INDIAN
AS OF January 2004
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 Pks,- Rec. 59, 538 91, 987 1 _ 1 1 0
& Forestry
Pk Res. Div. Dir. 44, 732 69, 111 1 1 1 0
Gen. Rec. Services 44, 732 69, 111 1 1 1 0
Division Dir.
Rec. Fac. Div. Dir 44, 732 69, 111 1 1 1 0
Rec. Program Supv. 33, 455 51, 689 2 1 2 3 0
Pk. Resource Supv. 33,,455 51, 689 7 2 2 0
Electrician 30, 345 46, 883 7 1 1 0
Mechanic 30, 345 46, 883 7 2 2 0
Admin. Assistant 27, 524 42, 525 - 6 1 1 0
Admin. Technician 24, 965 38, 571 6 1 1 0
Customer Serv. Rep 23, 776 36, 734 6 1 1 0
Pk. Lndscp. Plnr. 38, 729 59, 836 3 1 1 0
Pk. Main. Crw Ldr. 27, 524 42, 525 7 3 3 0
Sr. Pk. Maint Wkr 24, 965 38, 571 8 5 5 0
Pk. Maint. Wkr. 23, 776 36, 734 8 1 10 1 .10 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-
2004
JOB CATEGORY
Officials & Admin. 24 0 0 5.3 -1 1 1
Professionals 49 2 4.1 3.9 - - 2
Technicians 28 0 0 6.9 -1 1 2
Protective Service 118 4 3.4 9.7 -7 .3 6
Workers
Admin. Support 53 5 9.4 5.1 +1 - 3
Skilled Craft 41 1 2.4 3.6 - - 2
Workers
Service/Maintenance 52 2 ' 3. 8 3.9 - - 8
365 14 3. 8 -8 5 24
TOTALS
37
GOALS AND FEMALE UTILIZATION ANALYSIS
OF MAJOR JOB GROUPS
CITY OF JEFFERSON
TOTAL NUMBER OF EMPLOYEES
FEMALE EMPLOYEES
% FEMALE EMPLOYEES
FEMALE ,AVAILABI'LITY
UNDERUTILIZED BASED ON
AVAILABILITY?
`ANNUAL GOAL'
TOTAL
ANTICIPATED
VACANCIES-2004
JOB CATEGORY
Officials & Admin. 24 4 16.7 33.4 -4 1 1
Professionals 49 10 20.4 20.3 - - 2
Technicians 28 3 10.7 21.9' -3 2 2
Protective Service_
Workers 118 10 8.5 11.8 -3 2 6
Admin. Support 53 45' 84.9 86.7 - - 3
Skilled Craft Wkrs. .41. 0 0 7 .2 -2 1 2
Service/Maintenance,. 52 7 13.5 13.4 - - 8
TOTALS- 365 79 21.6 `. -12 6 24
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 promoting existing
employees. _
The 2004 affirmative action plan is based on statistical data from the 1990 Census(2000 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 2003 PERFORMANCE
Total employment decreased by 5 employees in 2003 from-370 to 365,and the number of minorities employed
decreased by one. The City's overall percentage of minority employment is 3.8 %with underutilization at 8
employees across all departments.
Female employment increased from 74 in 2002 to 79 in 2003,resulting in an overall utilization percentage of
21.6%.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 2004 to reach
minority and female applicants.
2004 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 four.A goal
of one minority and one female in the officials and administrators category has been set for 2004.
Professionals
In the professionals job category,neither females or minorities are underutilized based on availability.If any
vacancies occur during 2004, every effort will be made to maintain the current workforce balance.
Technicians' -
This job category is made up primarily of engineering technicians, inspectors, and sanitarian workers. The
underutilization of minorities based on availability remains at 1 and females based on availability decreases
to 3,from 4 in 2002.The 2004 goal in this category will remain the same,females at two and minorities at one.
39
Protective Service Workers
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
2004 will include two 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.Minority utilization exceeds availability,.No employment goals will be set for this category
in 2004.
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 2004 shall be to recruit females in the
service/maintenance category for training and promotion.There is underutilization of females by 2.Minority
utilization is equal in'this category. Goals for 2004 include hiring one female into this category.,
Service/Maintenance
Minority and female utilization is equal to the statistical availability in this job category.No employment goals
will be set for this category in 2004.
40
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 Community Development
Director of Human Resources
Deputy Director of Public Works
Deputy Director Planning/Transportation
Recreation Facilities Division,Director
Park Resources Division Director
Street/Parking Division Director
General Recreation Services Division Director
Assistant to the Director of Community Development
Building Regulations Division Director
Transit Division Director
Street Superintendent
Environmental Services Division Director
Waste Water 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.
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Planner III
Planner II
Purchasing Agent
Accountant
Police Captain
Police Lieutenant
Human Resources Specialist
Assistant Fire Chief
Fire Captain
Public Fire Education Officer
Fire Training Officer
Civil Engineer I
Civil Engineer II
Assistant Waste Water 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 fire sergeants, inspectors '(production or processing inspectors, testers and
weighers),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 Specialist
Engineering Survey Technician
Engineering Designer
Engineering Technician
Traffic Signal Technician
Plan Reviewer
GIS Manager
GIS Technician
Waste Water Treatment Plant Manager
Parks&Landscape Planner
Lab 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 I,II,III
Fire Driver/Engineer
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, rdcreation 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 Assistant
Administrative Technician
Secretary
Customer Service Representative
Municipal Court Coordinator
Deputy Court Clerk
Senior Accounting Technician
Accounting Technician
Accounting Assistant
Purchasing Assistant
Fiscal Affairs Technician
Communications Supervisor
Communications Operator
Police Information Clerk
MSAG/Records Supervisor
Parts Clerk
Service Writer
Transit Communications Operator
Transit Operations Supervisor
Transit Operations Assistant
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(7) Skilled Craft Workers: Occupations in which workers perform jobs which require special
manual skill and a thorough and comprehensive knowledge of the processes involved in the
work which is acquired through on-the-job training and experience or through apprenticeship
or other formal training programs. Includes: mechanics and repairers, electricians, heavy
equipment operators, stationary engineers, skilled machining occupations, carpenters,
compositors and typesetters, powerplant operators, water and sewage treatment plant
operators, and kindred'workers.
Parking Division Supervisor
Park Resources Supervisor
Parks Maintenance Crew Leader
WWTP Supervisor
Street Supervisor
Street Maintenance Crew Leader
Airport Maintenance Crew Leader
Electrician
Collection System,Superintendent'
Pumping System Mechanic
Wastewater Treatment Plant Operator II
Wastewater Treatment Plant Operator I
Wastewater Maintenance Supervisor
Utility Maintenance Crew Leader
Utility Crew Supervisor
Mechanic
Lab Technician I
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
Building Service Worker .
Bus Driver
Parking Attendant
Senior Parks Maintenance Worker
Parks Maintenance Worker
Senior Street Maintenance Worker
Street Maintenance Worker
Senior Utility Maintenance Worker
Utility Maintenance Worker
Parking Maintenance Worker
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Race/Ethnic Categories Defined
For the purposes of this Affirmative Action Plan,EEOC standard ethnic categories have been used as follows:
(B) Black(not of Hispanic origin): All persons having origins in any of the Black racial groups
of Africa.
(H) Hispanic: All persons of Mexican, Puerto Rican, Cuban, Central or South American, or
other Spanish culture or origin, regardless of race.
(0) Asian or Pacific Islander: All persons having origins in any of the original peoples of the Far
East, Southeast Asia,the Indian Subcontinent,or the Pacific Islands. This area includes,for
example, China, Japan,Korea,the Philippine Islands, and Samoa.
(A) American Indian or Alaskan Native: All persons having origins in any of the original
peoples of North America,and who maintain cultural identification through tribal affiliation
or community recognition.
t
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