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City of Jefferson
Affirmative Action Plan
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320 E. McCarty
Jefferson City, MO 65101
Inclusive Dates of Affirmative Action Plan
January 1, 2007 - December 31, 2007
TABLE OF CONTENTS
I. INTRODUCTION......................................................................................................................1
II. POLICY STATEMENT.....................................:.......................................................................1
III. GUIDELINES AGAINST SEX DISCRIMINATIONAND SEXUAL HARASSMENT......................2
IV. GUIDELINES FOR RELIGIOUS ACCOMMODATION AND NATIONAL ORIGIN .....................3
V. GUIDELINES FOR EMPLOYMENT OF DISABLED VETERANS, VIETNAM ERA VETERANS,
ANDTHE 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. WORK FORCE ANALYSIS BY DEPARTMENT ..................................................................25
XII. UTILIZATION ANALYSES...................................................................................................37
XIII. DISCUSSION OF UTILIZATION AND GOALS....................................................................40
XIV. APPENDIX...........................................................................:............................................42
• 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 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 performahce 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.
1
• 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 aredirectedto 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.
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.
1. Each supervisor and manager has an affirmative duty-to'maintain his or her
work place free from sexual harassment.This duty includes discussing these
guidelines with all employees and assuring them they are not required to
endure insulting, degrading or exploitative sexual harassment.
2. Specifically, no director, supervisor, or employee shall threaten or insinuate,
either explicitly-or implicitly, that an employee's refusal to submit to sexual
advances will adversely affect the employee's employment, performance
appraisal, wages, advancement, assigned duties, or any other condition of
2
employment or career development.
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.
3
V. GUIDELINES FOR EMPLOYMENT OF
DISABLED VETERANS, VIETNAM ERA VETERANS, AND THE DISABLED
As part of the City's equal employment policy,the City will not discriminate on the basis of
physical or mental handicap, or an individual's status as a Vietnam era veteran or disabled
veteran provided the individual is qualified to perform the work available with reasonable
accommodation by the City. In accordance with the Rehabilitation Act of 1973, the
Vietnam Era Veterans Readjustment Acts of 1972 and 1974, and the Americans with
Disabilities Act of 1990, the following steps have been or shall be taken to continue to
ensure equal treatment of disabled veterans, Vietnam era veterans and the disabled in our
work force.
1. The equal opportunity policy prohibiting discrimination in any form against
disabled veterans, Vietnam era veterans and the disabled as well as
minorities and females is posted on City bulletin boards, is discussed at
orientation sessions for new employees and is part of the personnel policy
manual.
2-. The City shall issue an invitation to all applicants and employees to identify
themselves as disabled veterans, Vietnam era veterans or disabled.
3. The invitation shall contain at least the following information:
SPECIAL NOTICE TO VIETNAM ERA VETERANS,
DISABLED VETERANS AND INDIVIDUALS WITH PHYSICAL
OR MENTAL HANDICAPS OR DISABILITIES
Government contractors subject to the Vietnam Era Veterans Readjustment Acts of 1972
and 1974 and the Rehabilitation Act of 1973 are required to take affirmative action to
employ and advance in employment qualified disabled veterans and veterans of the
Vietnam Era, and qualified handicapped individuals.
You are invited to volunteer information, if you qualify, to assist in proper placement and
determining reasonable accommodation. This information will be considered confidential,
and refusal to provide this information will not adversely affect your consideration for
employment.
IF YOU SO WISH TO BE IDENTIFIED, PLEASE CHECK IF ANY OF THE FOLLOWING
ARE APPLICABLE:
"Handicapped Individual"or an "individual with a disability" means any person who:
1) Has a physical or mental impairment which substantially limits one or
more of such person's major life activities;
2) Has a record of such impairment; or
3) Is regarded as having such impairment.
4
"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 150.6 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 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) 1 have a disability.
2) 1 am a Disabled Veteran or Special Disabled Veteran.
3) 1 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 extentthat disclosure
is required for the purposes stated above, due to other compelling
circumstances, or pursuant to law or legal process.
5
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 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 foremployees. 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 City News 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 the, 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 Missouri Career Center,
Lincoln University, Advent Enterprises, Ft. Leonard Wood, CMSU, Linn State Technical College,
6
s
University of Missouri-Columbia and University of Missouri-
Rolla.
Employee Referrals
Employees have referred candidates for employment with the City and many of these applicants
have become successful long term employees.
Training
Staff training is largely done on the job with the exception of police and fire.personnel who receive
extensive formal classroom and field training.
Quarterly supervisory training meetings are held covering various supervisory and management
topics. Funding is available within each department for job specific training and education for
interested employees.
Tuition reimbursement, subject to fund availability, is available to all employees who wish to
improve their skills in job related post secondary school courses.The City reimburses-a portion of
the tuition for approved programs.
VII. INTERNAL COMMUNICATION
1. The policy statement is 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.-
8
IX. UTILIZATION ANALYSIS -- MINORITIES
The data for the Immediate Labor Area (ILA) and the Reasonable Recruiting Area (RRA) in the
following utilization analysis is based orf the 2000 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
otherthan white plus Hispanic origin.-Some double counting may result since persons of Hispanic
origin may be of any race.
_ 9
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Officials &Administrators
TOTAL INCUMBENTS: 24
MINORITY UTILIZATION: 1 = 4.1 %
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 %
10
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Professionals
TOTAL INCUMBENTS: 50
MINORITY UTILIZATION: 2 = 4.0 %
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 . ,8.5 %
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 5.6 %
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.% 6.5 %*
Is there underutilization of Minorities No 0
*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
'12.0x .05 = 0.6
Factor 6 is 75% (internal recruitment)
5.6 x .75= 4.2
1.7 + 0.6 + 4.2 = 6.5 %
11
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Technicians
TOTAL INCUMBENTS: 29
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 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 % 13.3 %.
Is there underutilization of Minorities Yes 0
*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)
2.2 x .10 = .2
13.1 + .2 = 13.3
12
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Protective Service Workers
TOTAL INCUMBENTS: 131
MINORITY UTILIZATION: 9 = 6.8 %
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 -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, LETT, various other MO law
enforcement.academies.
Factor 8 Internal training includes: Tuition reimbursement available for full time employees.
Availability as a % 12.9 W.
Is there underutilization of Minorities Yes -7
*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: 59
MINORITY UTILIZATION: 4 = 6.7 %
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% (internal recruitment)
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 11.4 %
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 iob
training.
Availability as a % 9.7 %*
Is there underutilization of Minorities Yes -3
*Weighted availability factor:
Factor 4 is 10% (external recruitment)
3.7 x .10 = 0.3
Factor 5 is 10% (external recruitment)
3.7 x .10 = 0.3
Factor 6 is 80% (internal recruitment)
11.4 x .80 = 9.1
0.3 + 0.3 + 9.1 = 9.7
15
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Service/Maintenance
TOTAL INCUMBENTS: 70
MINORITY UTILIZATION: 8 = 11.4 %
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 1.0.5 %
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
iob training.
Availability as a % 10.5 %
Is there underutilization of Minorities No 0
16
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: 24
FEMALE UTILIZATION: 4 = 16.6 %
IMMEDIATE LABOR AREA (ILA): Cole County 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 19.4 %
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 -5
*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)
19.4 x .05 = 0.9
34.0 + 5.7 + 0.9 = 40.6
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UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Professionals
TOTAL INCUMBENTS: 50
FEMALE UTILIZATION: 11 = 22.0 %
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 Femal'e.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 9.1 %
Factor 7 Training institutions teaching
requisite skills for this job group include:
University of Missouri-Rolla and Columbia, Lincoln University,
MO Highway Patrol Academy.
Factor 8 ' Internal training includes: In-service police and fire training.
Availability as a % 19.0 %*
Is there underutilization of Females No +1
*Weighted availability factor:
Factor 4 is 20% in the Immediate Labor Area
57.1 x .20 = 11.4
Factor 5 is 5% in the Reasonable Recruiting,Area
16.8 x ..05 = 0.8
Factor 6 is 75% (internal recruitment)
9.1 X .75 = 6.8
11.4 + 0.8 + 6.8 = 19.0
19
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Technicians
TOTAL INCUMBENTS: 29
FEMALE UTILIZATION: 3 = 10.3 %
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 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
20
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Protective Service Workers
TOTAL INCUMBENTS: 131
FEMALE UTILIZATION: 11 = 8.3 %
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 LETT, 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
22.3 x .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: 59
FEMALE UTILIZATION: 50 = 84.7 %
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 +5
*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 45.7 %
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 14.2 %
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
iob training.
Availability as a % 12.1 %*
Is there underutilization of Females Yes -5
*Weighted availability factor:
Factor 4 is 10% (external recruitment)
4.3 x .10 = 0.4
Factor 5 is 10% (external recruitment)
4.3 x .10 = 0.4
Factor,6 is 80% (internal recruitment)
14.2 x .80 = 11.3
0.4 + 0.4 + 11.3 = 12.1
23
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Service/Maintenance
TOTAL INCUMBENTS: 70
FEMALE UTILIZATION: 10 = 14.2 %
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 - 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
iob training.
Availability as a % 12.2 %
Is there underutilization of Females No +1
24
• XI. WORK FORCE ANALYSIS BY DEPARTMENT
25
'
^
WORK FORCE ANALYSIS
Department: ADADMINISTRATIONCity ofJefferson
January 2OO7
FEMALE MALE
ON
WE
ASSOCIATE CITY COUNSELOR 2 21 1 0
WORK FORCE ANALYSIS
Department: COMMUNITY DEVELOPMENT City of Jefferson
January 2007
FEMALE MALE
g,4
gn
Z,
b
'M
I
mgom, , -, 'v- WIMM
_g g@g
- 4
Ag,
y ��2 � :H� .s�.cY;l - i�' ..#, i � t .14up�3r d � - .xk� �• tr. 4i„• `,� .y'�, � 3.
DIR. OF COMMUNITY DEV. 1 26 1 0 1 1
ASST.TO DIR. OF COM. DEV. 1 23 1 0 1 1
ADMINISTRATIVE ASSISTANT 6 12 3 0 3 3
ADMINISTRATIVE TECHNICIAN 6 10 4 0 4 4
CUSTOMER SERVICE REP. 6 9 1 0 1 1
DEPUTY DIR. OF PUBLIC WORKS 1 24 1 0 1 1
SENIOR PLANNER -2 19 1 0 1 1
ANIMAL CONTROL DIV. DIR. 1 19 1 0 1 1
VETERINARIAN 2 21 1 0 1 1
VETERINARIAN ASSISTANT 8 8 2 0 2 2
SR.ANIMAL CONTROL OFFICER 4 11 1 0 1 1
ANIMAL CONTROL OFFICER 4 10 3 0 1 1 2 2
BUILDING REGULATIONS DIV. DIR. 1 20 1 0 1 1
HOUSING INSPECTOR 3 16 1 0 1 1
BUILDING INSPECTOR 3 16 1 0 1 1
PLUMBING INSPECTOR 3 16 1 0 1 1
ELECTRICAL INSPECTOR 3 16 1 0 1 1
ENVIRONMENTAL HEALTH DIV. DIR. 1 20 1 0 1 1
Page 1 of 4
WORK FORCE ANALYSIS
Department: COMMUNITY DEVELOPMENT City of Jefferson
January 2007
FEMALE MALE
40
M
MUM
ArOu
HOW ,
ENVIRONMENTAL HEALTH SPEC. 3 16 4 0 4 4
PLANNER 111 2 19 1 0 1 1
ENGINEERING DIVISION DIRECTOR 1 23 1 0 1 1
ENGINEERING DESIGNER 3 18 1 0 1 1
PLAN REVIEWER 3 19 1 0 1 1
REGISTERED LAND SURVEYOR 3 18 1 0 1 1
CIVIL ENGINEER 1 2 19 1 0 1 1
CIVIL ENGINEER 11 2 21 2 0 1 1 1 1
ENGINEERING SURVEY TECH. 3 14 1 0 1 1
ENGINEERING INSPEC.'SUPv. 3 18 1 0 1 1
CONSTRUCTION INSPECTOR 3 16 3 0 3 3
STREET SUPERINTENDENT 1 21 1 0 1 1
STREET SUPERVISOR 7 18 2 1 2 1 1
TRAFFIC SIGNAL TECHNICIAN 3 13 1 0 1 1
STREET MAINT. CREW LEADER 7 12 5 0 5 5
SR. STREET MAINT.WORKER 8 10 14 0 14 14
STREET MAINT.WORKER 0 9 1 0 1 1
CENTRAL MAINT. DIV. DIR. 1 19 1 0 1 1
IMECHANIC 1 7 14 5 0 5 5
Page 2 of 4
WORK FORCE ANALYSIS
Department: COMMUNITY DEVELOPMENT City of Jefferson
January 2007
FEMALE MALE
-------- SO V'i
,NWI
PARTS CLERK 6 10 1 0
DEPUTY DIR. PLANNING&TRANS. 1 23 1 0
COLLECTION SYSTEMS SUPERINT. 7 19 1 0
UTILITY CREW SUPERVISOR 7 16 3 0 3 3
UTILITY MAINT. CREW LEADER 7 12 6 0 6 6
SR. UTILITY MAINT.WORKER 8 10 7 0 7 7
ENGINEERING SPECIALIST 3 16 1 0 1 1
• DEPUTY DIR.WW UTILITIES 1 24 1 0 1 1
WWTP MANAGER 3 21 1 0 1 1
WW MAINT. SUPERVISOR 7 17 1 0 1 1
WWTP SUPERVISOR 7 17 1 0 1 1
ELECTRICIAN 7 15 1 0 1 1
LAB ANALYST 3 15 1 0 1 1
LAB TECHNICIAN 1 7 12 1 0 1 1
PUMPING SYSTEM MECHANIC 7 14 4 0 4 4
WWTP OPERATOR 11 7 14 1 0 1 1
WWTP OPERATOR 1 7 12 2 0 2 2
UTILITY MAINT.WORKER 8 9 1 0 1 1
AIRPORT DIV. DIRECTOR 1 20 1 0 1
Page 3 of 4
WORK FORCE ANALYSIS
Department: COMMUNITY DEVELOPMENT City of Jefferson
January 2007
FEMALE MALE
W,
HIT
NJ
gg�
M k
01
MOP—
ml w
v's
AIRPORT MAINT. CREW LEADER 7 12 1
SR.AIRPORT MAINT.WORKER 7 10 1 0
STREET/PARKING DIV. DIR. 1 23 1 0
PARKING DIVISION SUPERVISOR 7 14 1 0
PARKING MAINT.WORKER 8 8 1 0
PARKING ENFORCEMENT OFFICER 4 8 3 0 2 2
PARKING ATTENDANT 8 5 2 0 1 1
TRANSIT DIVISION DIR. 1 20 1 1
TRANSIT OPERATIONS ASSISTANT 6 12 2 2 2 2
TRANSIT COMMUNICATIONS OPER. 6 10 2 1 2 1 1
BUS DRIVER/SERVICE WORKER 8 9 2 0 2 2
BUS DRIVER 8 9 18 8 7 2 4 1 11 8 2 1
,TOTAL 144 13 27 22 4 1 117 7
Paqe 4 of 4
WORK FORCE ANALYSIS
City of Jefferson
Department: FINANCE January 2007
FEMALE MALE R-,
ffiU Mw
rugg W�W..-MM
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gym v.
Bali
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"MI"At w 'n
val R— =1411-11 1.FSS1.1,0=0
DIR. OF FINANCE 1 25 1 -0
CHIEF ACCOUNTANT 2 21 1 0 1 1
ACCOUNTANT 2 16 1 0 1 1
SR.ACCOUNTING TECHNICIAN 6 14 1 0 1 1
ACCOUNTING TECHNICIAN 6 12 3 0 3 3
PURCHASING AGENT 2 19 1 0 1 1
PURCHASING ASSISTANT 6 12 1 0 1 1
ADMINISTRATIVE ASSISTANT 6 12 1 0 1 1
BUILDING SERVICE WORKER 8 7 1 0
TOTAL 11 0 9 9 1
WORK FORCE ANALYSIS
Department: FIRE City of Jefferson
January 2007
FEMALE MALE
kg
M
;T`mss-Uk X551 A
vA
VIM
N "1 1,MEN
tz
FIRE CHIEF 1 25 1 0 1 1
ASSISTANT FIRE CHIEF 2 22 3 0 3 3
FIRE TRAINING OFFICER 2 20 1 0 1 1
PUBLIC FIRE EDUCATION OFFICER 2 18 1 0 1 1
FIRE CAPTAIN 2 21 19 1 19 18 1
FIRE DRIVER/ENGINEER 4 15 24 0 24 24
FIRE FIGHTER 4 13 24 1 24 23 1
ADMINISTRATIVE ASSISTANT 6 12 1 0 1 1
TOTAL 74 2 1 1 73 71 1 1
WORK FORCE ANALYSIS
• Department: INFORMATION SYSTEMS City of Jefferson
January 2007
FEMALE MALE
gif�h _- 3, ��w -',
NINEave
ffil IN
my
SO:
a Mai
INFORMATION SYSTEMS MGR. 3 23 1 0
GIS MANAGER 3 20 1 0
DATABASE ADMINISTRATOR 3 18 1 0
DATABASE SYSTEMS ANALYST 3 18 1 0
INFORMATION SYSTEMS COORD. 3 18 1 0
I.S. SUPPORT SPECIALIST 3 16 1 0
GIS TECHNICIAN 3 16 2 0
TOTAL 8 0 3 3 5 5
WORK FORCE ANALYSIS
Department: PARKS RECREATION FORESTRY City of Jefferson
January 2007
FEMALE MALE
1�01 q&MM11,19. KIN
POONA
114
3 E
Pull
B
Im
DIR. OF PARKS& RECREATION 1 24 1 0
ADMINISTRATIVE TECHNICIAN 6 10 1 0
ADMINISTRATIVE ASSISTANT 6 12 1 0
CUSTOMER SERVICE REP. 6 9 1 0
PARK RESOURCES DIV. DIR. 1 21 1 0
REC. FACILITY DIVISION DIRECTOR 1 21 1 0 1 1
GEN. REC. SERVICES DIV. DIR. 1 21 1 0 1 1
PARK RESOURCES SUPERVISOR 7 16 3 0 3 3
REC. PROGRAM SUPERVISOR 2 16 4 0 2 2 2 2
ELECTRICIAN 7 14 1 0 1 1
MECHANIC 7 14 2 0 2 2
PARKS&LANDSCAPE PLANNER 3 20 1 0 1 1
PARKS MAINT. CREW LEADER 7 12 3 0 3 3
SR. PARKS MAINT.WORKER 8 10 6 0 6 6
PARKS MAINT.WORKER 8 9 12 0 12 12
PLANNER 2 16 1 0 1 1
Page 1 of 2
WORK FORCE ANALYSIS
Department: PARKS RECREATION FORESTRY City of Jefferson
January 2007
FEMALE MALE
vg�'lg-
PARKS MAINTENANCE 8 NA 1 0
REC. PROGRAWFACILITY SPEC. 6 NA 1 0
SKATING DIRECTOR 2 NA 1 0
ASST. MANAGER GOLF COURSE 6 NA 1 0
TOTAL 44 0 8 8 36 36 1
• Page 2 of 2
WORK FORCE ANALYSIS
Department: POLICE City of Jefferson
January 2007
FEMALE MALE
MR
�R9,
Vw§; I PAN 11
W
MILE
JN
�IZ IN"R
wlllzl-0� X�P144: IN."NMI!I
POLICE CHIEF 1 25 1 0
POLICE CAPTAIN 2 22 3 0 3 3
POLICE LIEUTENANT 2 21 5 1 5 4 1
POLICE SERGEANT 4 18 9 0 1 1 8 8
POLICE OFFICER Ill 4 15 28, 3 4 4 24 21 3
POLICE OFFICER 11 4 14 18 1 18 17 1
POLICE OFFICER 1 4 13 21 4 3 3 18 14 3 1
FISCAL AFFAIRS TECHNICIAN 6 12 1 0 1 1
ADMINISTRATIVE ASSISTANT 6 12 1 0 1 1
ADMINISTRATIVE TECHNICIAN 6 10 1 0 1 1
MSAG/RECORDS SUPERVISOR 6 14 1 0 1 1
COMMUNICATIONS SUPERVISOR 6 14 3 0 3 3
COMMUNICATIONS OPERATOR 11 6 11 1 0 1 1
COMMUNICATIONS OPERATOR 6 11 16 1 15 14 1 1
POLICE INFORMATION CLERK 6 9 3 0 3 3
BUILDING SERVICE WORKER 8 7 2 10 2 2
EVIDENCE TECHNICIAN 6 11 1 0 1 1
ITOTAL I I 1 1 115 10 33 32 1 82 73 8 1
• XII. UTILIZATION ANALYSES
37
GOALS AND MINORITY UTILIZATION ANALYSIS
OF MAJOR JOB GROUPS
TOTAL NUMBER OF EMPLOYEES
MINORITY EMPLOYEES
% MINORITY EMPLOYEES
% MINORITY AVAILABILITY
UNDERUTILIZED BASED ON
AVAILABILITY?
ANNUAL GOAL
TOTAL
ANTICIPATED
VACANCIES-
2007
JOB CATEGORY
Officials & 24 1 4.1 6.6 0 0 1
Administrators
50 2 4.0 6.5 0 1 3
Professionals
29 0 0 13.3 -3 1 2
Technicians
Protective Service 131 9 6.8 12.9 -7 4 8
Workers
59• 4 6.7 6.7 +1 0 3
Administrative Support
45 1 2.2 9.7 -3 1 2
Skilled Craft Workers
70 8 11.4 10.5 0 0 4
Service/Maintenance
TOTALS 408 25 6.1% -12 7 23
38
GOALS AND FEMALE UTILIZATION ANALYSIS
OF MAJOR JOB GROUPS
TOTAL NUMBER OF EMPLOYEES
FEMALE EMPLOYEES
% FEMALE EMPLOYEES
% FEMALE AVAILABILITY
UNDERUTILIZED BASED ON
AVAILABILITY?
ANNUAL GOAL
TOTAL
ANTICIPATED
VACANCIES-
2007
JOB CATEGORY
.Officials & 24 4 16.6 40.6 -5 1 1
Administrators
50 11 22.0 19.0 +1 0 3' '
Professionals
29 3 18.1 48.1 -10 1 2
Technicians
Protective Service 131 11 8.3 20.9 -16 4 8
Workers
59 50 84.7 75.9 +5 0 3
Administrative Support
-45 0 0 12.1 -5 1 2
Skilled Craft Workers
70 10 14.2 12.2 +1 0 4
Service/Maintenance
TOTALS 408 89 21.8% -29 7 23
39
All. 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 2007 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 2006 PERFORMANCE
Total employment increased by 10 employees in 2006 from 398 to 408, and the numberof minorities
employed increased by two.'The City's overall percentage of minority employment is 6.1% with
underutilization at 12 employees across all departments.
Female employment increased from 81 in 2005 to 89 in 2006, resulting in an overall utilization
percentage of 21.8%.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 consistent 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 and Workforce Development Job
Fairs, the NAACP's Juneteenth Celebration, and the Multi-Cultural Festival. Efforts will continue in
2007 to reach minority and female applicants.
2007 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 five. A goal of one female in this category has been set for 2007.
Professionals
In the professional's job category females are above the statistical average by one and minorities are
utilized based on availability. A will be set for this category.
Technicians
This job category consists primarily of engineering technicians, inspectors, and information system
workers.The underutilization of minorities based on availability is three and female underutilization is
ten. The 2007 goal in this category will be one female and one minority.
40
Protective Service Workers
The protective service workercafegory is not traditionally filled by females and the City has difficulty_
in recruiting qualified female candidates especially in the Fire and Police services.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 a notable increase. Goals set for 2007 will include four females and four minorities.
Administrative Support
Female utilization is five 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 2007.
Skilled Craft Workers
These positions are most often filled by promotion. The City's service/maintenance job category
currently has very few female or minority employees.The focus-for 2007 shall be to recruit females in
the service/maintenance category for training and promotion.There is underutilization of females by
five and minorities by three in this category. Goals for 2007 include hiring one female and one
minority in this category.
Service/Maintenance
Minority utilization is even with the statistical availability and female availability is above the statistical
average by one in this job category. No goals will be set for this-category in 2007.Although, efforts
will be made to utilize the number of minorities and females for promotion into the Skilled Craft
Workers category.
41
• 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 or instructors, police
and fire captains and lieutenants, librarians, management analysts, airplane pilots
and navigators, and kindred workers.
42
Planner I'
Planner III
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 11
Recreation Program Supervisor
Assistant to the City Administrator
Associate City Counselor
Chief Accountant
Veterinarian
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 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
-Registered Land Surveyor
43
(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.
Senior Animal Control Officer
Animal Control Officer
Police Sergeant
Police Officer I
Police Officer II
Police Officer 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. Includes: research assistants, police auxiliary, recreation
assistants, homemakers/home health aides, library assistants and clerks,ambulance
drivers and attendants, and kindred workers:
(6) Administrative Support: 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
Paralegal
Administrative Assistant
Administrative Technician
Customer Service Representative
Municipal Court Coordinator
Deputy Court Clerk
Senior Accounting Technician
Accounting Technician
Purchasing Assistant
Fiscal Affairs Technician
Communications Supervisor
Communications Operator
Communications Operator II
Police Information Clerk
MSAG/Records Supervisor
Parts Clerk
Transit Communications Operator
Transit Operations Assistant
Evidence Technician
Assistant Manager Golf Course
Recreation Program/Facility Specialist
44
(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 II
Wastewater Treatment Plant Operator
Wastewater Maintenance Supervisor
Utility Maintenance Crew Leader
Utility Crew Supervisor
Mechanic
Laboratory Technician I
Senior Airport Maintenance Worker
(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 groundskeepers, 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
Bus Driver/Service Worker
Parking Attendant
Senior Parks Maintenance Worker
Parks Maintenance Worker
Parks Maintenance
Senior Street Maintenance Worker
Street Maintenance Worker -
Senior Utility Maintenance Worker
Utility Maintenance Worker
Parking Maintenance Worker
Transit Communications Operator
45
Race/Ethnic Categories Defined
For the purposes of this Affirmative Action Plan, EEOC standard ethnic categories
have been used as follows:
(BLK) Black(not of Hispanic origin): All persons having origins in
any of,the Black racial groups of Africa.
(HISP) Hispanic: All persons of Mexican, Puerto Rican, Cuban,
Central or South American, or other Spanish culture or origin,
regardless of race.
(ASIAN) 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.
(AM. IND.) 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.
46