HomeMy Public PortalAbout2006 Affirmative Action Plan
City of Jefferson
320 E. McCarty
Jefferson City,MO 65101
Inclusive Dates of Affirmative Action Plan:
January 1 -December 31, 2006
TABLE OF CONTENTS
I. INTRODUCTION......................................................................................................................................1
H. POLICY STATEMENT...........................................................................................................................1
III. GUIDELINES AGAINST SEX DISCRIMINATIONAND SEXUAL HARASSMENT........................2
IV. GUIDELINES FORRELIGIOUS ACCOMMODATION AND NATIONAL ORIGIN....:....................3
V.GUIDELINES FOR EMPLOYMENT OFDISABLED VETERANS,VIETNAM ERA VETERANS,AND
THEDISABLED ...................................................................................................................................4
VI. AFFIRMATIVE ACTION......................................................................................................................6
VII. INTERNAL COMMUNICATION........................................................................................................8
VIII.EXTERNAL COMMUNICATION......................................................................................................8
IX.UTILIZATION ANALYSIS --MINORITIES........................................................................................9
X.UTILIZATION ANALYSIS --FEMALES ...................................................................................:.......17
XI. WORK FORCE ANALYSIS BY DEPARTMENT ............................................................................25
XII.UTILIZATION ANALYSES...............................................................................................................38
-XIII.DISCUSSION OF UTILIZATION AND GOALS.............................................................................41
XIV. APPENDIX.........................................................................:..............................................................43
1. INTRODUCTION
This Affirmative Action Plan sets forth the City of Jefferson's program to aid in achieving full
realization of equal employment opportunity. By ordinance, in the form of the personnel policy
manual, the City Administrator is charged with the development and administration of such a
program. The City Administrator has designated the Director of Human Resources to assist in this
responsibility.
The plan includes an analysis of the utilization of minorities and females by occupational grouping,
identifies underutilization, and describes programs to assure equal employment opportunity for
members of the available labor pool,including the disabled.
11. POLICY STATEMENT
The City of Jefferson is committed to equal opportunity in its workforce. It is morally right for the
City's workforce to reflect the makeup of the population it serves. Therefore,the following policy
shall be the City's guide:
1. All applicants for employment and all employees shall be hired and promoted
without regard to race,religion, sex, creed,national origin,marital status, age,non
disqualifying physical or mental handicap.
2. All personnel actions, such as compensation,benefits,transfers,promotions, City-
.sponsored training, education, tuition reimbursement, and social and recreational
programs shall be administered in accordance with the applicable law without regard
to race, religion, creed, national origin, sex, marital status, age, 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 j ob qualifications are j ob
related.
3. Goals, guidelines and reporting procedures shall be reviewed at least annually.
4. Directors' and supervisors' success in implementing the equal opportunity program
will be evaluated as part of their overall performance appraisal.
5. Questions about the Affirmative Action Plan or the Equal Opportunity Policy may be
directed to the Director of Human Resources, City of Jefferson, 320 E. McCarty,
Jefferson City,MO 65101, (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 ofboth 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.
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 is no separate seniority or promotional lines based on gender.
9. Wages are based solely on work assignments and not on the gender of the employee.
10. There is no mandatory retirement age for members of either gender.
Sexual harassment of employees is a serious matter and is prohibited in the work place by any person
and in any form.The purpose of the following guidelines is to provide a work environment free from
all forms of sexual harassment or intimidation.
I. Each supervisor and manager has an affirmative duty to maintain his or her work
place free from sexual harassment. This duty includes discussing these guidelines
with all employees and assuring them they are not required to endure insulting,
degrading or exploitative sexual harassment.
2. Specifically, no director, supervisor, or employee shall threaten or insinuate, either
explicitly or implicitly,that an employee's refusal to submit to sexual advances will
adversely affect the employee's employment, performance appraisal, wages,
advancement,. assigned duties, or any other condition of employment or career
development.
2
3. Other sexually harassing conduct in the work place,whether committed by directors,
supervisors,or non-supervisory personnel are 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, or
(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 a 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.
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V. GUIDELINES FOR EMPLOYMENT OF
DISABLED VETERANS,VIETNAM ERA VETERANS, AND THE DISABLED
As part of the City's equal employment-policy,the City will not discriminate on the basis ofphysical
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 impairment.
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"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.
"Veteran of the Vietnam Era means a person who:
Served on active duty for a period of more than 180 days, any part of which
occurred between August 5, 1964 and May 7, 1975.
If you feel you are covered by any of the above definitions, you are invited to volunteer the
information requested on the bottom of this form. SUBMISSION OF THIS INFORMATION WELL
BE TOTALLY VOLUNTARY ON YOUR PART. Information obtained concerning individuals will
be kept confidential,except(1)supervisors and directors maybe 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 reeruiting 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 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 employment application to the Human Resources
Department.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 City Hall in the Human Resources Department. Applications are
accepted 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 CityNews Tribune.The Missouri
State Post and other publications have 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 City's website 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.
.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/or
Police Department staff have participated in career days at Lincoln University,Advent Enterprises,
Ft. Leonard Wood, CMSU,Linn State Technical College and University of Missouri-Rolla.
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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 the City is 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 2004 Census of Population and Housing,as published in the"Occupation
Employment Information for Affirmative Action Programs" a publication of the.Missouri Department of
Economic Development,MERIC.
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 maybe of any
race.
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Officials &Administrators
TOTAL INCUMBENTS: 23
MINORITY UTILIZATION: 1 =4.3 %
IMMEDIATE LABOR AREA(ILA): Cole County Labor Market Area
REASONABLE RECRUITING AREA(RRA): National Labor Market Area
Factor 1 Minority population of the ILA is 9.9 %
Factor 2 The Minority unemployment force in
the ILA is 1.2 %
Factor 3 The Minority workforce in the ILA is 8.7 %
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is 5.0 %
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is 17.3 %
Factor 6 The availability of promotable,
transferable Minority employees is 2.5 %
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% 6.6 %*
Is there underutilization of Minorities No 0
*Weighted availability factor:
Factor 4 is 80%in the Immediate Labor Area
5.0 x .80=4.0
Factor 5 is 15% in the Reasonable Recruiting Area
17.3 x .15 =2.5
Factor 6 is 5% (internal recruitment)
2.5 x .05 =0.1
4.0+2.5 + 0.1 =6.6 %
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Professionals
TOTAL INCUMBENTS: 52
MINORITY UTILIZATION: 2=3.8 %
IMMEDIATE LABOR AREA(ILA): Cole County Labor Market Area
REASONABLE RECRUITING AREA(RRA): Missouri Statewide
Factor 1 Minority population of the ILA is 9.9 %
Factor 2 The Minority unemployment force in
the ILA is 1.2 %
Factor 3 The Minority workforce in the ILA is . 8.7 %
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is 8.51%
Factor 5 The general-availability of Minorities
with requisite skills for this job
group in the RRA is 12.0%
Factor 6 The availability of promotable,
transferable Minority employees is 5.2 %
Factor 7 Training institutions teaching
requisite skills for this job group include: -
Univ.of Missouri-Rolla and Columbia Lincoln University Mo.Hi-hway Patrol Academy.
Factor 8 Internal training includes: In-service police and fire training tuition reimbursement.
Availability as a% 6.2 %*
Is there underutilization of Minorities Yes 4
*Weighted availability factor:
Factor 4 is 20%in the Immediate Labor Area
8.5 x .20= 1.7
Factor 5 is 5%in the Reasonable Recruiting Area
12.0 x .05 =0.6
Factor 6 is 75% (internal recruitment)
5.2 x .75 =3.9
1.7+0.6+3.9 = 6.2 %
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Tech_
TOTAL INCUMBENTS: 28
MINORITY UTILIZATION: 0
IMMEDIATE LABOR AREA(ILA): Cole County"Labor Market Area
REASONABLE RECRUITING AREA(RRA): Cole.County Labor Market Area
Factor 1 Minority population of the ILA is 9.9 %
Factor 2 The Minority unemployment force in
the ILA is 1.2 %
Factor 3 The Minority workforce in the ILA is 8.7 %
Factor 4 The general availability of Minorities
with requisite skills for this job group
in the ILA is - 14.6 %
Factor 5 The general availability of Minorities
With requisite skills for this job
group in the RRA is 14.6 %
Factor 6 The availability of promotable,
transferable Minority employees is 2.2 %
Factor 7 Training institutions teaching
requisite skills for thisjob group include
Linn State Technical College Lincoln University.
Factor 8 Internal training includes: Tuition reimbursement available for full time employees.
Availability as a% 13.3 %*
Is there underutilization of Minorities Yes 01
*Weighted availability factor:
Factor 4 is 90%in the Immediate Labor Area(external recruitment)
14.6 x .90= 13.1
Factor 6 is 10% (internal recruitment)
2.2x .10= .2
13.1 + .2= 13.3
12
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Protective Service Workers
TOTAL INCUMBENTS: 125
MINORITY UTILIZATION: 8 =6.4%
IMMEDIATE LABOR AREA(ILA): Cole Count Labor Market Area
REASONABLE RECRUITING AREA(RRA): Missouri Statewide
Factor 1 Minority population of the ILA is 9.9 %
Factor 2 The Minority unemployment force in
the ILA is 1.2 %
Factor 3 The Minority workforce in the ILA is . 8.7 %
Factor 4 The general availability-of Minorities
with requisite skills for this job
group in the ILA is 11.6 %
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is 17.0 %
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 LETI various other MO law enforcement academies.
Factor 8 Internal training includes: Tuition reimbursement available for full time employees.
Availability as a% 12.9 %*
Is there underatilization of Minorities Yes -8
*Weighted availability factor:
Factor 4 is 75%in the Immediate Labor Area
11.6 x .75 = 8.7
Factor 5 is 25%in the Reasonable Recruitment Area
17.0 x .25 =4.2
8.7+4.2= 12.9
13
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Administrative Support
TOTAL INCUMBENTS: 57
MINORITY UTILIZATION: 4=7.0
IMMEDIATE LABOR AREA(ILA): Cole County Labor Market Area
REASONABLE RECRUITING AREA(RRA): Cole County Labor Market Area
Factor 1 Minority population of the ILA is 9.9 %
Factor 2 The Minority unemployment force in
the ILA is 1.2 %
Factor 3 The Minority workforce in the ILA is . 8.7 %
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is 7.1 %
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is 7.1 %
Factor 6 The availability of promotable,
transferable Minority employees is 0
Factor 7 Training institutions teaching
requisite skills for this job group include:
Metro Business College.
Factor 8 Internal training includes: Tuition reimbursement and local training classes. _
Availability as a% 6.7 %
Is there underutilization of Minorities No +1
*Weighted availability factor:
Factor 4 is 95%in the Immediate Labor Area(external recruitment)
7.1 x .95 =6.7
Factor 6 is 5% (internalrecruitment)
0x .05 =0
6.7+ 0= 6.7
14
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Skilled Craft Workers
TOTAL INCUMBENTS: 45
MINORITY UTILIZATION: 1 =2.2 %
IMMEDIATE LABOR AREA(ILA): Cole County Labor Market Area
REASONABLE RECRUITING AREA(RRA): Cole County Labor Market Area
Factor 1 Minority population of the ILA is 9.9 %
Factor 2 The Minority unemployment force in
the ILA is 1.2 %
Factor 3 The Minority workforce in the ILA is 8.7 %
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is 3.7 %
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is 3.7 %
Factor 6 The availability of promotable,
transferable Minority employees is 10.0%
Factor 7 Training institutions teaching requisite skills
for this job group include: Linn State Technical College.
Factor 8 Internal training includes: Tuition reimbursement local training and on-the job training.
Availability as a% 8.6 %*
Is there underutilization of Minorities Yes -2
*Weighted availability factor:
Factor 4 is 10% (external-recruitment)
3.7 x .10=0.3
Factor 5 is 10% (external recruitment)
3.7x .10=0.3
Factor 6 is 80% (internal recruitment)
10.0 X .80=8.0
0.3 +0.3 + 8.0= 8.6
15
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Service/Maintenance
TOTAL INCUMBENTS: 68
MINORITY UTILIZATION: 7 = 10.3 %
IMMEDIATE LABOR AREA(ILA): Cole County Labor Market Area
REASONABLE RECRUITING AREA (RRA): Cole County Labor Market Area
Factor 1 Minority population of the ILA is 9.9 %
Factor 2 The Minority unemployment force in
the ILA is 1.2 %
Factor 3 The Minority workforce in the ILA is 8.7 %
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is 10-.5 %
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is 10.5 %
Factor 6 The availability of promotable,
transferable Minority employees is 0
Factor 7 Training institutions teaching
requisite skills for this job group include: Area High Schools.
Factor 8 Internal training includes: Tuition reimbursement local training classes and on the job
training.
Availability as a% 10.5-% -
Is there underutilization of Minorities No 0
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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 2000 Census of Population and Housing, as published in the
"Occupational Employment Information for Affirmative Action Programs" publication of the Missouri
Department of Economic Development,MERIC.
17
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Officials & Administrators
TOTAL INCUMBENTS: 23
FEMALE UTILIZATION: 5 =21.7 %
IMMEDIATE LABOR AREA (ILA): Cole Copply Labor Market Area
REASONABLE RECRUITING AREA(RRA): National Labor Market Area
Factor 1 Female population of the ILA is 49.8 %
Factor 2 The Female unemployment force in
the ILA is 4.1 %
Factor 3 The Female workforce in the ILA is 45.7 %
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is 42.5 %
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is 38.5 %
Factor 6 The availability of promotable,
transferable Female employees is 17.3 %
Factor 7 Training institutions teaching
requisite skills for this job group include:
City does not hire directly from training institutions for these positions.
Factor 8 Internal training includes: Tuition reimbursement program available.
Availability as a% 40.6 %*
Is.there underutilization of Females Yes -4
*Weighted availability factor:
Factor 4 is 80% in the Immediate Labor Area
42.5x .80=34.0
Factor 5 is 15%in the Reasonable Recruiting Area
38.5 x .15 = 5.7
Factor 6 is 5% (internal recruitment)
17.3 x .05 =0.9
34.0+ 5.7 +0.9=40.6
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UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Professionals
TOTAL INCUMBENTS: 52
FEMALE UTILIZATION: 11 =21.1 %
IMMEDIATE LABOR AREA(ILA): Cole County Labor Market Area
REASONABLE RECRUITING AREA(RRA): Missouri Statewide
Factor 1 Female population of the ILA is 49.8 %
Factor 2 The Female unemployment force in
the ILA is 4.1 %
Factor 3 The Female workforce in the ILA is 45.7 %
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is 57.1 %
Factor 5 The general availability of Females
with requisite skills for this job
group in-the RRA is 16.8 %
Factor 6 The availability of promotable,
transferable Female employees is 8.5 %
Factor 7 Training institutions teaching
requisite skills for this job group include:
University of Missouri-Rolla and Columbia Lincoln University,Mo. Hiway Patrol Academy.
Factor 8 Internal training includes: In-service police and fire training.
Availability as a% 18.6 %*
Is there underutilization of Females No +2
*Weighted availability factor:
Factor 4 is 20%in the Immediate Labor Area
57.1x .20= 11.4
Factor 5 is 5% in the Reasonable Recruiting Area
16.8 x .05 = 0.8
Factor 6 is 75% (internal recruitment)
8.5 x .75 =6.4
11.4+ 0.8 +6.4= 18.6
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UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Technicians
TOTAL INCUMBENTS: 28
FEMALE UTILIZATION: 3 = 10.7 %
IMMEDIATE LABOR AREA(ILA): Cole Coln�Labor Market Area
REASONABLE RECRUITING AREA (RRA): Cole County Labor Market Area
Factor 1 Female population of the ILA is 49.8 %
Factor 2 The Female unemployment force in
the ILA is 4.1 %
Factor 3 The Female workforce in the ILA is 45.7 %
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is 53.5 %
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is 53.5 %
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 Lincoln University.
Factor 8 Internal training includes: Tuition reimbursement available for full time employees.
Availability as a% 48.1 %
Is there underutilization of Females Yes -10
*Weighted availability factor:
Factor 4 is 90%in the Immediate Labor Area(external recruitment)
53.5 x .90=48.1
Factor 6 is 10% (internal recruitment)
0x .10=0
48.1 +0=48.1
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UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Protective Service Workers
TOTAL INCUMBENTS: 125
FEMALE UTILIZATION: 10 = 8.0 %
IMMEDIATE LABOR AREA(ILA): Cole County Labor Market Area
REASONABLE RECRUITING AREA(RRA): Missouri Statewide
Factor 1 Female population of the ILA is 49.8 %
Factor 2 The Female unemployment force in
the ILA is 4.1 %
Factor 3 The Female workforce in the ILA is 45.7 %
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is 22.3 %
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is 16.6 %
Factor 6 The availability of promotable,
transferable Female 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 LETI various other MO law enforcement academies.
Factor 8 Internal training includes: Tuition reimbursement available for full time employees.
Availability as a% 20.9 %*
Is there underutilization of Females Yes -16
*Weighted availability factor:
Factor 4 is 75%in the Immediate Labor Area
22.3x .75 = 16.7
Factor 5 is 25%in the Reasonable Recruiting Area
16.6 x .25 =4.2
16.7 +4.2=20.9
21
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Administrative Support
TOTAL INCUMBENTS: 57
FEMALE UTILIZATION: 46=80.7
IMMEDIATE LABOR AREA(ILA): Cole County Labor Market Area
REASONABLE RECRUITING AREA(RRA): Cole County Labor Market Area
Factor 1 Female population of the ILA is 49.8 %
Factor 2 The Female unemployment force in
the ILA is 4.1 %
Factor 3 The Female workforce in the ILA is 45.7 %
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is 79.9 %
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is 79.9 %
Factor 6 The availability of promotable,
transferable Female employees is 0
Factor 7 Training institutions teaching
requisite skills for this job group include:
Metro Business College.
Factor 8 Internal training includes: Tuition reimbursement and local training classes.
Availability as a% 75.9 %*
Is there underutilization of Females No_ +3
*Weighted availability factor:
Factor 4 is 95%in the Immediate Labor Area(external recruitment)
79.9x .95 =75.9
Factor 6 is 5% (internal recruitment)
0x .05 =0
75.9 + 0=75.9
22
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Skilled Craft Workers
TOTAL INCUMBENTS: 45
FEMALE UTILIZATION: 0
IMMEDIATE LABOR AREA(ILA): Cole County Labor Market Area
REASONABLE RECRUITING AREA(RRA): Cole County Labor Market-Area
Factor 1 Female population of the ILA is 49.8 %
Factor 2 The Female unemployment force in
the ILA is 4.1 %
Factor 3 The Female workforce in the ILA is 45.1 %
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is 4.3 %
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is 4.3 %
Factor 6 The availability of promotable,
transferable Female employees is 8.6 %
Factor 7 Training institutions teaching requisite skills
for this job group include: Linn-State Technical College.
Factor 8 Internal training includes: Tuition reimbursement local training classes and on the job
training.
Availability as a% 6.3 %*
Is there underutilization of Females Yes -2
*Weighted availability factor:
Factor 4 is 30% in the Immediate Labor Area
4.3 x .30= 1.2
Factor 5 is 20% in Reasonable Recruiting
4.3 x .20=0.8
Factor 6 is 50% (internal recruitment)
8.6 x .50=4.3
1.2+0.8 +4.3 =6.3
23
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Service/Maintenance
TOTAL INCUMBENTS: - 68
FEMALE UTILIZATION: 6= 8.8 %
IMMEDIATE LABOR AREA(ILA): Cole Count�Labor Market Area
REASONABLE RECRUITING AREA(RRA): Cole County Labor Market Area
Factor 1 Female population of the.ILA is 49.8 %
Factor 2 The Female unemployment force in
the ILA is 4.1 %
Factor 3 The Female workforce in the ILA is 45.7 %
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is 12.2 %
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is 12.2 %
Factor 6 The availability of promotable,
transferable Female employees is 0
Factor 7 Training institutions teaching
requisite skills for this job group include: Area High Schools.
Factor 8 Internal training includes: Tuition reimbursement local training classes and on the job
training.
Availability as a% 12.2 %
Is there underatilization of Females Yes -2
24
XI. WORK FORCE ANALYSIS BY DEPARTMENT
25
WORK FORCE ANALYSIS
CITY OF JEFFERSON-Fiscal Year 2006
Administration/Human Resources/Law
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
CATE- MALE FEMALE MINOR-
JOB TITLE MIN. MAX. GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
City Administrator 90,683 136,025 1 0 0 0
City Counselor 68,132 102,198 1 1 1 0
Director of Human Resources 61,938 92,907 1 1 1 0
City Clerk 34,804 52,206 6 1 1 0
Administrative Assistant 28,633 42,950 6 3 3 0
Asst. to City Administrator 51,188 76,783 2 1 1 0
Human Resources Specialist 34,804 52,206 2 1 1 0
Associate City Counselor 46,535 69,802 2 1 1 1 1
47,352 6 1 1 0
Municipal Court Coordinator 31,568
Deputy Court Clerk 25,971 38,957 6 1 1 0
1 of 1
26
WORK FORCE ANALYSIS
CITY OF JEFFERSON-Fiscal Year 2006
Finance
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
CATE- MALE FEMALE MINOR-
JOB TITLE MIN. MAX. GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
Director of Finance 68,132 102,198 1 1 1 0
Purchasing Agent 40,290 60,435 2 1 1 0
Chief Accountant 46,535 69,802 2 1 1 0
Accountant 34,804 52,206 2 1 1 0
Sr. Accounting Technician 31,568 47,352 6 1 1 0
Accounting Technician 28,663 42,950 6 2 2 1 1
Accounting Assistant 25,971 38,9576 1 1 0
::
Purchasing Assistant 25,971 38,957 6 1 1 0
Administrative Technician 25,971 38,957 6 1 1 0
LBuilding Service Worker 22,435 33,652 8 1 1 0
1 of 1
27
WORK FORCE ANALYSIS
CITY OF JEFFERSON-Fiscal Year 2006
Information Systems
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
CATE- MALE FEMALE MINOR-
JOB TITLE MIN. MAX. GORY MALE FEMALE TOTAL B H 0 ' A B H 0, A ITIES
Information Systems Mgr. 42,304 63,457 3 1 1 0
GIS Manager 42,304 63,457 3 1 1 0
Database Administrator 38,371 57,557 3 1 1 0
Systems Analyst 38,371 57,557 3 0 0 0 0
I.S. Support Specialist 34,804 52,206 3 1 1 0
GIS Technician 34,804 52,206 3 .33 •33 0
Info. Systems Coordinator 381371 57,557 3 1 1 0
1 of 1
'2 8
w O[dK �U1k ,ANALl�1� .
CITY OF JEFFERSON-Fiscal Year 2006
Community Development
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
CATE- MALE FEMALE MINOR-
JOB TITLE MIN. MAX. GORY MALE FEMALE TOTAL B_ H 0 A B H 0 A ITIES
Director of Community 74,945 112,418 1 1 1 0
Development
Assistant to Director of 56,307 84,461 1 1 1 0
Community Development
Deputy Director-Planning 56,307 84,461 1 1 1 0
&Transportation -
Deputy Director- PW 61,938 92,907 , 1 1 1 0
Planner I 34,804 52,206 2 1 1 0
Planner III 40,290 _ 60,435 2 1 1 0
Building Reg. Div. 42,304 63,457 1 1 1 0
Director
Plumbing Inspector 34,804 52,206 3 1 1 0
Electrical Inspector 34,804 52,206 3 1 1 0
Building Inspector 34,804 52,206 3 1 1 0
Housing Inspector 34,804 52,206 3 1 . 1 0
Environmental Health 42,304 63,457 1 1 1 0
Division Director
Environmental Health 34,804 52,206 3 4 4 0
Specialist
Animal Control Div. Dir: 1 40,290 60,435 1 1 1 1 1 0
1 of-5
29
WORK FORCE ANALYSIS
CITY OF JEFFERSON-Fiscal Year 2006
Community Development
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
CATE- MALE FEMALE MINOR-
JOB TITLE MIN. MAX. GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
Animal Control Officer 25,971 38,957 4 3 1 4 0
Veterinarian 46,535 69,802 2 1 1 0
Veterinarian Assistant 23,556 35,335 8 1 1 2 0
Administrative Assistant 28,633 42,950 6 3 3 0
Secretary 24,734 37,102 6 3 3 0
Engineering Division Dir. 56,307 84,461 1 1 1 0
Civil Engineer H 46,535 69,802 2 1 1 2 0
Civil Engineer I 40,290 60,435 2 2 2 0
Plan Reviewer 40,290 60,435 3 1 1 0
Registered Land Surveyor 38,371 57,557 3 1 1 0
Engineering Inspect. Su v. 38,371 57,557 3 1 1 0
Engineering Designer 38,371 57,557 3 1 1 0
GIS Technician 34,804 52,206 3 .67 1 1.67 0
Engineering Survey Tech. 31,568 47,352 3 1 1 0
Construction Inspector 34,804 52,206 3 3 3 0
Senior Planner 40,290 60,435 2 11 0
2 of 5
30
WORK FORCE ANALYSIS
CITY OF JEFFERSON-Fiscal Year 2006
Community Development
SALARY RANGE EEO 4 EMPLOYEES MINORITIES• TOTAL
CATE- MALE FEMALE MINOR-
JOB TITLE MIN. MAX. GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
Senior Utility Maint. Wkr. 25,971 38,957 8 6 6 0
Utility Maint. Worker 24,734 . 37,102 8 2 2 0
Deputy Dir. for WW'Utility 61,938 92,907 1 1 1 0
Asst. WW Division Dir. 51,188 76,783 2 0 0 0 0
Engineering Specialist 34,804 52,206 3 1 1 0
WWTP Manager 46,535 6902 3 1 1 0
Collection Systems Supr. 40,290 60,435 7 1 1 0
WWTP Supervisor 36,544 54,816 7 1 .1 0
Electrician 31,568 47,352 7 1 1 0
WW Maintenance Su v. 36,544 54,816 7 1 1 0.
Laboratory Analyst 33,146 49,720 3 1 1 0
Laboratory Technician I 28,633 42,950 7 .1 1. 0
Pumping System Mechanic 31,568 47,352 7 4 4 0
0
Utility Maint. Crew Leader 28,633 42,950 7 6 6
Utility Crew Supervisor 34,804 52,206 7 3 3 0
3 of 5
31
WORK FORCE ANALYSIS
CITY OF JEFFERSON-Fiscal Year 2006
Community Development
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
CATE- MALE FEMALE MINOR-
JOB TITLE MIN. MAX. GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
WWTP Operator H 31,568 47,352 7 1 1 0
WWTP Operator I 28,633 42,950 7 2 2 0
Street Superintendent 46,535 69,802 1 1 1 0
Street Su ervisor 38,371 57,557 7 2 2 1 1
Traffic Signal Technician 30,065 45,097 3 1. 1 1 0
Street Maint. Crew Leader 28,633 42,950 7 5 5 0
Sr. Street Maint. Worker. 25,971 38,957 8 14 14 0
Street Maintenance Worker 24,734 37,102 8 1 1 0
Cent. Maint. Div. Director 40,290 60,435 1 1 1 0
Mechanic 31,568 47,352 7 5 5- 0
Parts Clerk 25,971 38,957 6 1 1 0
Mechanic Supervisor 34,804 52,206 7 1 1 0
Customer Service Rep. 24,734 37,102 6 1 1 0
Airport Division Director42,304 63,457 1 1 1 0
4of5
32
WORK FORCE ANALYSIS
CITY OF JEFFERSON-Fiscal Year 2006
Community Development
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL,
CATE-
MALE ' FEMALE MINOR-
JOB TITLE MIN. MAX. GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
1[Airport Maint. Crew Ldr. 28,633 42,950 -7 FT 1 0
Sr. Airport Maint. Worker 25,971 38,957 7 1 1 0
Street/Parking Div. Dir. 56,307 84,461 1 1 1 0
Parking Division Su v. 31,568 47,352 7 1 1 0
Parking Enforcement Ofcr. 23,556 35,335 4 1 2 3 0
Parking Attendant 20,349 30,523 8 1 1 2 0
Parking Maintenance Wkr. 23,556 35,335 8 1 1 0
Transit Division Director 42,304 63,457 1 1 1 1 1
Transit Operations Asst. 28,633 42,950 6 2 2 2 2
Administrative Technician 25,971 38,957 6 1 1 0
Transit Comm. Operator 25,971 38,957 8 2 2 1 1
Bus_ Driver 24,734 37,102 8 15. 5 20 2 1 3 1 1 6
5 of 5
33
WORK FORCE ANALYSIS
CITY OF JEFFERSON-Fiscal Year 2006
Police
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
CATE- MALE FEMALE MINOR-
JOB TITLE MIN. MAX. GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
Police Chief 68,132 102,198 1 1 1 0
Police Captain 51,188 76,783 2 3 3 0
Police Lieutenant 46,535 69,802 2 5 5 1 1
Police Sergeant 38,371 57,557 4 8 8 0
Police Officer I 30,065 45,097 4 23 2 25 3 1 4
Police Officer 11 31,568 47,352 4 19 19 0
Police Officer III 33,146 49,720 4 20 5 25 3 3
Communications O er. 27,270 40,905 6 1 13 14 1 1
Police Info. Clerk 24,734 37,102 6 4 4 0
Fiscal Affairs Tech. 28,633' 42,950 6 1 1 0
Administrative Tech. 25,971 38,957 6 1 1 Q
Communications Su v. 31,568 47,352 6 3 3 0
MSAG/Records Su v. 31,568 47,352 6 1 1 0
Admin. Assistant 28,633 42,950 6 1 1 0
Evidence Technician 27,270 40,905 6 0 0 0 0
Building. Service Wkr. 22,435 33,652 8 2 2 0
1 of 1
34
WORK FORCE ANALYSIS
CITY OF JEFFERSON-Fiscal Year 2006
Fire
SALARY RANGE , EEO-4 EMPLOYEES MINORITIES TOTAL
CATE- MALE FEMALE MINOR
JOB TITLE MIN. MAX. GORY MALE FEMALE TOTAL B H 0 'A B H 0 A ITIES
Fire Chief, 68,.132 102,198 1 1 1 0.
Assistant Fire Chief 51,188 76,783 2 3 3 0
Fire Training Officer 42,304 63,457 2 1 1 0
Fire Captain 12.96/hr 19.45/hr 2 21 21 1 1
Fire Driver/Engineer 11.20/hr 16.80/hr 4 24 24 0
Fire Fighter 10.16/hr' 15.24/hr 4 17 17 0
Administrative Assistant 28,633 42,950 6 1 1 0.
Public Fire Education 38,371 57,557 2 1 1 0
Officer
1 of 1
35
WORK FORCE ANALYSIS
CITY OF JEFFERSON-Fiscal Year 2006
Parks &Recreation
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
CATE- MALE FEMALE MINOR-
JOB TITLE MIN. MAX. GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
Dir. of Parks &Re _F61,938 61,938 92,907 1 1 1 0
Park Resources 46,535 69,802 1 1 1 0
Division Director
Gen. Recreation 46,535 69,802 1 1 1 0
Services Division Dir.
FT
Recreation Facilities 46,535 69,802 1 1 1 0
Division Director
Rec. Program Su v. 34,804 52,206 2 2 2 4 0
Park Resource Supv. 34,804 52,206 7 2 2 0
Electrician 31,568 47,352 7 1 1 0
Mechanic 31,568 47,352 7 2 2 0
Admin. Assistant 28,633 42,950 6 1 1 0
Admin. Technician 25,971 38,957 6 1 1 0
Cust. Service Rep. 24,734 37,102 6 1 1 0
Park Lndsc . Planner 40,290 60,435 3 1 1 0
Park Main. Crew Ldr. 1 28,350 42,525 7 3. 3 0
Sr. Park Maint. Wkr. 25,971 1 38,957 8 15 5 0
Park Maint. Worker 24,734 37,102 8
1 of 2
36
WORK FORCE ANALYSIS
CITY OF JEFFERSON-Fiscal Year 2006
Parks & Recreation
SALARY RANGE EEO-4 EMPLOYEES MINORITIES TOTAL
CATE- MALE FEMALE , MINOR-
JOB TITLE MIN. MAX. GORY MALE FEMALE TOTAL B H 0 A B H 0 A ITIES
GIS Technician 34,804 52,206 3 0 0 0 77 0
Skating Director 2 1 1 0
Parks Maintenance 8 1 1 0
Assistant Manager 1 1 0
Golf Course 6
Park Operations Tech. 6 1 1 0
Rec. Program/Facility 6 1 1 0
Specialist
2 of 2
37
XII. UTILIZATION ANALYSES
38
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-
2006
JOB CATEGORY
Officials&
Administrators 23 1 4.3 6.6 0 0 1
Professionals 52 2 3.8 6.2 -1 1 2
Technicians 28 0 0 13.3 -3 1 2
Protective Service
Workers 125 8 6.4 12.9 -8 3 8
Administrative Support 57 4 7.0 6.7 +1 0 3
Skilled Craft Workers 45 1 2.2 8.6 -2 1 2
Service/Maintenance 68 7 10.3 10.5 0 0 5
TOTALS 398 23 5.8 -13 6 23
39
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-
2006
JOB CATEGORY
Officials&
Administrators 23 5 21.7 40.5 -4 1 1
Professionals 52 11 21.1 18.6 +2 0 2
Technicians 28 3 10.7 48.1 -10 1 2
Protective Service
Workers 125 10 8.0 20.9 -16 3 8
Administrative Support 57 46 80.7 75.9 +3 0 3
Skilled Craft Workers 45 0 0 6.3 -2 1 2
Service/Maintenance 68 6 8.8 12.2 -2 1 5
TOTALS 398 81 20.3 -29 7 23
40
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 2006 affirmative action plan is based on statistical data from the 2000 Census- 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 2005 PERFORMANCE
Total employment increased by 6 employees in 2005 from 392 to 398,and the number of minorities employed
increased by three.The City's overall percentage of minority employment is 5.8%with underutilization at 13
employees across all departments.
Female employment decreased from 85 in 2004 to 81 in 2005,resulting in an overall utilization percentage of
20.3 %. 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 various Lincoln University Job Fairs,the NAACP's Juneteenth Celebration,and the
Multi-Cultural Festival. Efforts will continue in 2006 to reach minority and female applicants.
2006 GOALS
Officials and Administrators
The turnover in this job category is unpredictable and typically very low.In the past few years,there have been
only a few vacancies. The job category shows utilization of minorities based on availability and females
underutilized by four.A goal ofone female in the officials and administrators category has been set for 2006.
Professionals
In the professional's job category females are above the statistical average by two, but minorities are
underutilized by one based on availability.When vacancies occur during 2006,efforts will be made to hire one
minority into this category.
Technicians
This job category is made up primarily of engineering technicians, inspectors, and sanitarian workers. The
underutilization of minorities based on'availability is three and female underutilization is ten.The 2006 goal in
this category will be one female and one minority.
41
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
2006 will include three females and three minorities.
Administrative Support
Female utilization is three above the statistical availability in this job category and minority utilization is over
by one.No employment goals will be set for this category in 2006.
Skilled Craft Workers
These positions are often filled.by promotion.The City's service/maintenance job category currently has very
few female or minority employees.The focus for 2006 shall be to recruit females in the service/maintenance
category for training and promotion. There is underutilization of both females and minorities by two in this
category. Goals for 2006 include hiring one female and one minority into this category.
Service/Maintenance
Minority utilization is even with the statistical availability and female statistical availability is underutilized by
two in this j ob category.A goal will be set of hiring.one female into this category in 2006.Efforts will be made
to also increase the number of minorities into this category for promotional opportunities to the Skilled Craft
Workers category.
42
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-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 Health Division Director
Deputy Director for Wastewater Utility
Airport Division Director
Animal Control Division Director
Central Maintenance Division Director
Engineering Division Director
(2) Professionals: Occupations which require specialized and theoretical knowledge which is
usually acquired through college training or through work experience and other training
which provides comparable knowledge. Includes: Personnel and labor relations workers,
social workers, doctors, psychologists, registered nurses, economists, dieticians, lawyers,
system analysts,accountants,engineers,employment and vocational rehabilitation counselors.-
teachers
ounselors;teachers or instructors, police and fire captains and lieutenants, librarians, management
analysts,airplane pilots and navigators, and kindred workers.
Planner I
Planner III
43
Senior Planner
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 H
Assistant Waste Water Division Director
Recreation Program Supervisor
Assistant to the City Administrator
Associate City Counselor
Chief Accountant
Veterinarian
Assistant Wastewater Division Director
Skating Director
(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 Health Specialist
Engineering Survey Supervisor
Engineering Inspection Supervisor
Engineering Specialist
Engineering Survey Technician
Engineering Designer
Traffic Signal Technician
Plan Reviewer
GIS Manager
GIS Technician
Wastewater Treatment Plant Manager
Parks&Landscape Planner
Laboratory Analyst
Database Administrator
44
(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 Control 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, 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 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 Assistant
Evidence Technician
Assistant Manager Golf Course
Recreation Program/Facility Specialist
45
(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.
Parking Division Supervisor
Park Resources.Supervisor
Parks Maintenance Crew Leader
Wastewater Treatment Plant Supervisor
Street Supervisor
Street Maintenance Crew Leader
Airport Maintenance Crew Leader
Electrician
Collection System Superintendent
Pumping System Mechanic
Wastewater Treatment Plant Operator H
Wastewater Treatment Plant Operator I
Wastewater Maintenance Supervisor
Utility Maintenance Crew Leader
Utility Crew Supervisor
Mechanic
Laboratory Technician I
Senior Airport Maintenance Worker
Mechanic Supervisor
(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
Transit Communications Operator
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a
Race/Ethnic Categories Defined
For the purposes of this Affirmative Action Plan,EEOC standard ethnic categories have been
used as follows:
(B) Black(not of Hispanic origin): All persons having origins in any of the
Black racial groups'of Africa.
(H) Hispanic: All persons of Mexican,Puerto Rican,Cuban,Central or South
American,or other Spanish culture or origin,regardless of race.
(0) Asian or Pacific Islander: All persons having origins in any of the original
peoples of the Far East, Southeast Asia, the Indian Subcontinent, or the
Pacific Islands. This area includes, for example, China, Japan,Korea,the
Philippine Islands, and Samoa.
(A) American Indian or Alaskan Native: All persons having origins in any of
the original peoples of North America, and who maintain cultural
identification through tribal affiliation or community recognition.
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