HomeMy Public PortalAbout2008 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, 2008 - December 31, 2008
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. Giving due consideration to equal opportunity, the City of Jefferson will not
discriminate in employment based on race, religion, sex, creed, national
origin, marital status, age,and non-disqualifying physical or mental handicap,
and when possible, use affirmative action strategies to help our workforce
better reflect the demographics of the community.
2. All personnel actions, such as compensation, benefits, transfers, City-
sponsored training, education, tuition reimbursement, and social and
recreational programs shall be administered in accordance with the
applicable law without regard to race, religion, creed, national origin, sex,
marital status, age, non-disqualifying physical or mental handicap or status
as a veteran of the Vietnam era. Job requirements are reviewed to ensure all
physical and mental job qualifications are job related.
3. Goals, guidelines and reporting procedures shall be reviewed at least
annually.
4. Directors' and supervisors' success in implementing the equal opportunity
program will be evaluated as part of their overall performance appraisal.
5. Questions about the Affirmative Action Plan or the Equal Opportunity Policy
may be directed to the Director of Human Resources, City of Jefferson, 320
E. McCarty, Jefferson City, MO 65101, (573)634-6310.
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III. GUIDELINES AGAINST SEX DISCRIMINATION
AND SEXUAL HARASSMENT
The City of Jefferson's policy of equal-opportunity forbids discrimination because of gender.
To ensure this policy is carried out, the City has taken the following steps:
1. Recruiting efforts are directed to members of both,genders. All advertising
carries the Male/Female/DisabledNeteran (M/F/D/V) 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
employment or career development.
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3. Other sexually harassing conduct in the work place, whether committed by
directors, supervisors, or non-supervisory personnel 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 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.
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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 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) I am a Vietnam Era Veteran.
4) If disabled, please describe the nature of handicap or disability and any accommodation
necessary to,do the job:
Name Dept./Div.
Please return this form to the Human Resources Office, City Hall, 320 E. McCarty, Jefferson City,
MO 65101.
NOTE: Completed forms will be kept confidential except to the extent that disclosure
is required for the purposes stated above, due to other compelling
circumstances, or pursuant to law or legal process.
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VI. AFFIRMATIVE ACTION
Recruiting
Aggressive recruiting and placement are critical to a successful affirmative action program. The
Director of Human Resources has the responsibility for general affirmative action recruiting.
Department Directors with assistance from the Director of Human Resources shall be responsible
for job-specific affirmative action recruitment for vacancies that occur. Outside recruiting takes
place with newspaper and journal advertising, minority recruiting publications, college and
university contacts, churches,technical schools, employee referrals, and various association and
non-profit contacts such as Advent Enterprises, the Private Industry Council, Bureau of the Blind,
and the Governor's Committee on Persons with Disabilities and many others. Recruiting through
these associations is done in an effort to assure full consideration of minorities and females
having requisite skills but who are not currently in the workforce.
Job Requirements/Job Posting
The recruiting process begins with the consideration.of job requirements.The 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. Applicationsare
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. Other
publications have been utilized to reach minorities including, Dos Mundos, KC Hispanic News, KC
Call, Red Latina, STL American, STL Sentinel, The Pitch, LaVoz, and the STL Chinese American
News. 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 employment 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
including, the National Forum for Black Public Administrators, International Association of Black
Professional Firefighters, and the National Association of Hispanic Firefighters; occupation
specific journals or newsletters, radio, or by direct mail to specific organizations or college
recruiting offices.
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The Human Resources staff shall continue to develop a close relationship with high schools,
vocational schools and colleges in the immediate recruiting area. The Human Resources staff,
and/or the Fire and Police Department staff have participated in career fairs at the MO Career
Center, Lincoln University, Advent Enterprises, Ft. Leonard Wood, CMSU, Linn State, the
University of Missouri-Columbia, Columbia College, and various police and fire academies.
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 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.
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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 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, ME'RIC.
The minority population, employed and unemployed percentage, include the sum of all races
other than white plus Hispanic origin. Some double counting may result since persons of Hispanic
origin may be of any race.
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Officials & Administrators
TOTAL INCUMBENTS: 25
MINORITY UTILIZATION: 1 = 4%
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
.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 2.4 %
Factor 7 Training institutions teaching
requisite skills for this job group include:
The City does not hire directly from training institutions for these positions.
Factor 8 Internal training includes: Tuition reimbursement program available.
Availability as a % 1.6 persons or 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)
2.4 x .05 = 0.1
4.0 + 2.5 + 0.1 = 6.6 %
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Professionals
TOTAL INCUMBENTS: 55
MINORITY UTILIZATION: 2 = 3.6 %
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 7.0 %
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 &fire training, tuition reimbursement.
Availability as a % 4.1 persons or 7.5 %*
Is there underutilization of Minorities Yes -2
*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)
7.0 x .75 = 5.2
1.7 + 0.6 + 5.2 = 7.5 %
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: .Technicians
TOTAL INCUMBENTS: 26
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 2.1 %
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 % 3.4 persons or 13.3.%*
Is there underutilization of Minorities Yes -3
*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)
2.1 x .10 = .2
13.1 + .2 = 13.3
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Protective Service Workers
TOTAL INCUMBENTS: 131
MINORITY UTILIZATION: 11 = 8.3 %
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, LETI, various other MO law
enforcement academies.
Factor 8 Internal training includes: Tuition reimbursement available for full time employees.
Availability as a % 16.8 persons or 12.9 %*
Is there underutilization of Minorities Yes -5
*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
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Administrative Support
TOTAL INCUMBENTS: 60
MINORITY UTILIZATION: 4 = 6.6 %
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 % 4.0 persons or 6.7 %
Is there underutilization of Minorities -No 0
*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
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Skilled Craft Workers
TOTAL INCUMBENTS: 46
MINORITY UTILIZATION: 1 = 2.1 %
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 and on the iob training.
Availability as a % 4.4 persons or 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
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UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Service/Maintenance
TOTAL INCUMBENTS: 72
MINORITY UTILIZATION: 8 = 11.1 %
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 and on the iob training.
Availability as a % 7.5 persons or 10.5 %
Is there underutilization of Minorities No +1
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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.
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UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Officials &Administrators
TOTAL INCUMBENTS: 25
FEMALE UTILIZATION: 4 = 16.0 %
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 19.7 %
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 % 10.1 persons or 40.6 %*
Is there underutilization of Females Yes -6
*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)
19.7 x .05 = 0.9
34.0 + 5.7 + 0.9 = 40.6
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UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Professionals
TOTAL INCUMBENTS: 55
FEMALE UTILIZATION: 12 = 21.8 %
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 7.6 %
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 % 9.8 persons or 17.9 %*
Is there underutilization of Females No +3
*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)
7.6 x .75 = 5.7
11.4 + 0.8 + 5.7 = 17.9
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UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Technicians
TOTAL INCUMBENTS: 26
FEMALE UTILIZATION: 4 = 15.3 %
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 % 12.5 persons or 48.1 %
Is there underutilization of Females Yes -8
*Weighted availability factor:
Factor 4 is 90% in the Immediate Labor Area (external recruitment)
53.5x .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: 131
FEMALE UTILIZATION: 12 = 9.1 %
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 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 % 27.3 persons or 20.9 %*
Is there underutili2ation of Females Yes -15
*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: - 60
FEMALE UTILIZATION: 50 = 83.3
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 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 % 45.5 persons or 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: 46
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 15.2 %
Factor 7 Training institutions teaching requisite skills
for this job group include: Linn State Technical College.
Factor 8 Internal training includes: Tuition reimbursement, local & on the iob training.
Availability as a % 5.9 persons or 12.9 %*
Is there underutilization of Females Yes -5
*Weighted availability factor:
Factor 4 is 10% (external recruitment)
4.3x .10 = 0.4
Factor 5 is 10% (external recruitment)
4.3x .10 = 0.4
Factor 6 is 80% (internal recruitment)
15.2 x .80 = 12.1
0.4 + 0.4 + 12.1 = 12.9
23
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Service/Maintenance
TOTAL INCUMBENTS: 72
FEMALE UTILIZATION: 11 = 15.2 %
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
job training.
Availability as a % 8.7 persons or 12.2 %
Is there underutilization of Females No +3
24
XI. WORK FORCE ANALYSIS BY DEPARTMENT
25
WORK FORCE ANALYSIS
Department:ADMINISTRATION City of Jefferson
January 2008
Female Male
v n
Uj
Job Title w a Fo• E°- c t°- 3 m N °' = F°- m '��
City Administrator 1 28 1 0 1 1
Assistant to City Administrator 2 22 1 0 1 1
City Clerk 6 16 1 0 1 1
Administrative Assistant 6 12 2 0 2 2
City Counselor 1 25 1 0 1 1
N Associate City Counselor 2 21 1 0 1 1
Paralegal 6 14 1 0 1 1
Administrative Clerk 6 9 1 0 1 1
Municipal Court Coordinator 6 14 1 0 1 1
Deputy Court Clerk 6 10 1 0 1 1
Director of Human Resources 1 24 1 0 1 1
Human Resources Specialist 2 16 1 1 0 1 1 1
Total 13 0 1 10 10 0 0 0 0 3 3 0 0 0 0
WORK FORCE ANALYSIS
Department: COMMUNITY DEVELOPMENT City of Jefferson
Page 1 of 5 January 2008
Female Male
O �, o� �o c ,°�� Y "c c c- w Y c c
�o c �o `� u 1d co 'o 20 ° �° t° 'cUJI eo
Job Title w °' ~ g 3 m = to- 3 m
Dir. of Community Development 1 26 1 0 1 1
Asst. to Dir. of Community Dev. 1 23 1 0 1 1
Administrative Assistant 6 12 2 0 2 2
Administrative Technician 6 10 5 0 5 5
Deputy Dir. of Public Works 1 24 1 0 1 1
Senior Planner 2 19 1 0 1 1
N
J Animal Control Div. Director 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 Division 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
WORK FORCE ANALYSIS
Department: COMMUNITY DEVELOPMENT City of Jefferson
Page 2 of 5 January 2008
Female Male
w e +° o »°s A 49 a 'c° lj - `� r o, c A
Job Title w °' H H m = e F°- m 9 e
Environmental Health Specialist 3 16 3 0 ` 1 1 2 2
Interim Environ. Health Div. Dir. 1 19 1 0 1 1
Planner III 2 19 1 0 1 1
Planner 1 2 16 1 0 1 1
Customer Service Representative 6 9 1 0 1 1
N Engineering Division Director 1 23 1 0 1 1
00 Engineering Designer 3 18 1 0 1 1
Civil'Engineer II 2 21 2 0 2 2
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
Engineering Survey Technician 3 14 1 0 1 1
Engineering Inspection Supv. 3 18 1 0 1 1
Construction Inspector 3 16 3 0 3 3
Street Superintendent 1 21 1 0 1 1
WORK FORCE ANALYSIS
Department: COMMUNITY DEVELOPMENT City of Jefferson
Page 3 of 5 .January 2008
Female Male
ar 2:1 c
O �, os +LU Co �o 'c c� °r v .tv s .Q R
AG 21
._ ,_
Job Title w a m = �' a S m = C
Street Supervisor 7 18 2 1 2 1 1
Senior Street Maintenance Wkr. 8 10 13 0 13 13
Street Maintenance Crew Leader 7 12 5 0 5 5
Street Maintenance Trainee 8 8 2 0 2 2
Traffic Signal Technician 3 13 1 0 1 1
N Central Maintenance Division Dir. 1 19- 1 0 1 1
Parts Clerk 6 10 1 0 1 1
Mechanic 7 14 5 0 5 5
Deputy Dir. of Planning &Trans. 1 23 1 0 1 1
Collection Sys. Superintendent 7 19 1 0 1 1
Utility Crew Supervisor 7 16 3 0 3 3
Utility Maintenance Crew Leader 7 12 6 0 6 6
Sr.Utility Maintenance Worker 8 10 7 0 7 7
Engineering Specialist 3 16 1 0 1 1
Deputy Dir.Waste Water Utilities 1 24 1 0 1 1
WORK FORCE ANALYSIS
Department: COMMUNITY DEVELOPMENT City of Jefferson
Page 4 of 5 January 2008
Female Male
w a c orm-
�o c s e . `� dv o a ,d
Job Title w m f- �- �- y m = c �-- 3 m = _
WW Treatment Plant Manager 3 21 1 0 1 1
WW Treatment Plant Supervisor 7 17 1 0 1 1
WW Maintenance Supervisor 7 17 1 0 1 1
Pumping System Mechanic 7 14 4 0 4 4
Utilities Electrician 7 15 1 0 1 1
w WW Operator II 7 14 1 0 1 1
WW Operator 1 7 12 2 0 2 2
Utility Maintenance Worker 8 g 1, 0 1 1
Laboratory Analyst 3 15 1 0 1 1
Laboratory Technician 1 7 12 1 0 1 1
Airport Division Director 1 20 1 0 1 1
Airport Maintenance Crew Leader 7 12 1 0 1 1.
Sr. Airport Maintenance Worker 7 12 1 0 1 1
Parking Division Supervisor 7 14 1 0 1 1
Street/Parking Division Director 1 23 1 0 1 1
WORK FORCE ANALYSIS
Department: COMMUNITY DEVELOPMENT City of Jefferson
Page 5 of 5 January 2008
Female Male
d x •C C v C d Y •C C C
G !t t71 v V lC R .0 t0 V t0 •_
Job Title w a I°- H •� 3 m °� c H m H c
Parking Enforcement Officer 4 8 3 0 2 2 1 1
Parking Maintenance Worker 8 8 1 0 1 1
Parking Attendant 8 5 2 1 1 1 1 1
Transit Division Director 1 20 1 1 1 1
Transit Operations Assistant 6 12 2 2 2 2
Transit Communications Oper. 6 10 2 1 2 1 1
w
Service Worker/Driver 8 9 1 0 1 1
Bus Driver 8 9 1 21 7 8 3 5 13 11 2
Total 1 1461 13 1 28 23 11 0 1 0 1 0 1 118 1 110 1 7 1 1 1 0 1 0
WORK FORCE ANALYSIS
Department: FINANCE City of Jefferson
January 2008
Female Male
C
w coo c c c o c t c. ccm o t CL m °n
Job Title w °'
Director of Finance 1 25 1 0 1 1
Chief Accountant 2 21 1 0 1 1
Accountant 2 16 1 0 1 1
Auditor 2 18 1 0 1 1
Senior Accounting Technician 6 14 1 0 1 1
w Accounting Technician 6 12 3 0 3 3
tj Administrative Assistant 6 12 2 0 2 2
Purchasing Agent 2 19 1 0 1 1
Purchasing Assistant 6 12 1 0 1 1
Building Service Worker 8 7 1 0 1 1
Total 13 1 0 11 11 0 0 0 0 2 2 0 0 0 0
WORK FORCE ANALYSIS
Department: FIRE City of Jefferson
January 2008
Female Male
0C 0d
.` ,_
Job Title W °' 3 m = Q c �°- m = IS
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
Publicflre Education Officer 2 18 1 0 1 1
Administrative Assistant 6 12 1 0 1 1
Fire Captain 2 21 21 1 21 20 1
w
W Fire Driver/Engineer 4 15 24 0 24 24
Fire Fighter 4 13 22 : 2 1 1 2.1 19 1 1
Total 74 3 2 2 0 0 0 0 72 69 2 0 1 10
WORK FORCE ANALYSIS
Department: INFORMATION SYSTEMS City of Jefferson
January 2008
Female Male
C C
Job Title w a ~ F to- 3 m = c i-° m M e
Information.Systems Director 1 25 1, 0 1 1
GIS Manager 3 20 1 0 1 1
Information Systems Coordinator 3 18 1 0 1 1
Database Administrator 3 18 1 0 1 1
Database Systems Analyst 3 18 1 0 1 1
GIS Technician 3 16 1 0 1 1
I.S. Support Specialist 3 16 1 0 1 1
Total 7 0 2 2 0 0 0 0 5 5 0 0 0 0
WORK FORCE ANALYSIS
Department: PARKS RECREATION &FORESTRY City of Jefferson
Page 1 of 2 January 2008
Female Male
J9 � � � c
Job Title a CL CL 010
3 m = m
Director of Parks& Recreation 1 25 1 0 1 1
Administrative Technician 6 10 1 0 1 1
Administrative Assistant 6 12 1 0 1 1
Park Resources Division Director 1 21 1 0 1 1
Park Resources Supervisor 7 16 3 0 3 3
Recreation Program Supervisor 2 16 5 0 3 3 2 2
w
"' Recreation Facilities Division Dir. 1 21 1 0 1 1
General Rec. Services Div. Dir. 1 21 1 0 1 1
Planner 1 2 16 1 0 1 1
Parks & Landscape Planner 3 19 1 0 1 1
Electrician 7 15 1 0 1 1
Mechanic 7 14 2 0 2 2
Parks Maintenance Crew Leader 7 12 4 0 4 4
Sr. Parks Maintenance Worker 8 10 6 0 6 6
Parks Maintenance Worker 8 9 12 0 12 12
Skating Director 2 NA 1 0 1 1
WORK FORCE ANALYSIS
Department: PARKS RECREATION &FORESTRY City of Jefferson
Page 2 of 2 January 2008
Female Male
c
Job Title w °' �°— H = !-° 3 m H dv °' c t°- 3 m w u " c
Assistant Manager- Golf Course 6 NA 1 0 1 1
Parks Maintenance 8 NA 1 0 1 1
Total - 44 0 7 7 0 0 0 0 37 37 10 0 0 0
w
WORK FORCE ANALYSIS
Department: POLICE City of Jefferson
January 2008
Female Male
C
G c `+4 `+° ` �� M c� _� is 0
W
Job Title W °' 0! F-- F- o
Police Chief 1 25 1 0 1 1
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 III 4 15 28 3 4 4 24 21 3
Police Officer II 4 14 23 3 1 1 22 19 2 1
w
Police Officer 1 4 1.3 18 3 2 2 16 13 3
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 6 11 17 1 15 14 1 2 2
Police Information Clerk 6 9 4 0 4 4
Building Service Worker 8 7 2 0 2 2
Evidence Technician 6 11 1 1 0 1 1
Total 118 11 1 33 32 1 1 , 0 0 1 0 1 85 1 75 1 9 1 1 .0 0
GOALS AND MINORITY UTILIZATION ANALYSIS
OF MAJOR JOB GROUPS
TOTAL NUMBER OF EMPLOYEES
MINORITY EMPLOYEES
% MINORITY EMPLOYEES
%MINORITY AVAILABILITY
UNDERUTILIZED BASED ON
AVAILABILITY?
ANNUALGOAL
TOTAL
ANTICIPATED
VACANCIES-
2008
JOB CATEGORY
Officials& 25 1 4.0 6.6 0 0 1
Administrators
Professionals 55 2 3.6 7.5 -2 1 2
Technicians 26 0 0 13.3 -3 1 2
Protective Service 131 11 8.3 12.9 -5 4 8
Workers
" 60 4 6.6 6.7 0 0 3
Administrative Support
46 1 2.1 9.7 -3 1 2
Skilled Craft Workers
Service/Maintenance 72 8 11.1 10.5 +1 0 4
nnp. •y.0 fid.• ,r`y .��,.
T` �Z
F
22
27
39
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-
2008
JOB"CATEGORY
Officials & 25 4 16.0 40.6. -6 1 1
Administrators
55 12 21.8 17.9 +3 0 2
Professionals
26 4 15.3 48.1 -8 1 2
Technicians
Protective Service 131 12 9.1 20.9 -15 4 8
Workers
60 50 83.3 75.9 +5 0 3
Administrative Support
Skilled Craft Workers 46 0 0 12.9 -5 1 2
72 11 15.2 12.2 +3 0 4
Service/Maintenance
`':i •.Y'. t:f,: °yn• ` ;i°i"':' ;:,gat+ ::4:s^,,
-,fit: -i :vn;, !
+� t� 415.::; ��.�'' ! �
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 2008 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 2007 PERFORMANCE
Total employment increased by 7 employees in 2007 from 408 to 4.15, and the number of minorities
employed,increased by two. The City's overall percentage of minority employment is 6.5% with
-underutilization at 12 employees across all departments.
Female employment increased from 89 in 2006 to 93 in 2007, resulting in an overall utilization
percentage of 22.4%. Female underutilization remains high primarily because of the high
percentage of City employment that is traditionally male dominated jobs in protective service and
technician areas.
Due to the 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, Metro Business College and MO
Career Center Job Fairs, and the Multi-Cultural Festival. The Fire, Police and Human Resources
Departments.have attended many career fairs at Ft. Leonard Wood in 2007 and have scheduled
regular visits to the base for career fairs in 2008. The Director of Human Resources conducted
various training programs at Ft. Leonard Wood and will continue in 2008. Efforts will continue to
reach minority and female applicants.
2008 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 six. A goal of one female in this category has been set for
2008.
Professionals
In the professional's job category females are above the statistical average by three and minorities
are below utilization by two based on availability.A goal for one minority 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 eight. The 2008 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 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 2008 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
even. 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 2008 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 2008 include hiring one female and one
minority in this category.
Service/Maintenance
Minority utilization is above the statistical availability by one and female availability is above the
statistical average by three in this job category. No goals will be set for this category in 2008.
Although, efforts will be made to utilize the number of minorities and females for promotion into the
Skilled Craft Workers category.
42
MINORITY UTILIZATION
BY JOB CATEGORY
JOB CATEGORY 1999 2000 2001 2002 2003 2004 2005 2006 2007
Officials.&Administrators 1 0 0 0 0 1 1 1 1
Professionals 3 3 2 2 2 2 2 2 2
Technicians 0 0 0 0 0 0 0 0 0
Protective Service Workers 5 5 4 5 4 6 8 9 11
Administrative Support 3 2 2 4 5 3 4 4 4
Skilled Craft Workers 0 0 0 0 1 1 1 1 1
Service Maintenance 3 3 3 3 2 7 7 8 8
TOTAL 15 13 11 14 14_ 20 23 25 27
w
FEMALE UTILIZATION
BY JOB CATEGORY
JOB CATEGORY 1999 2000 2001 2002 2003 2004 2005 2006 2007
Officials&Administrators 2 2 3 3 4 5 5 4 4
Professionals 7 6 10 11 10 10 11 11 12
Technicians 2 2 1 2 3 5 3 3 4
Protective Service Workers 8 8 9 9 10 10 10 11 12
Administrative Support 37 38 41 44 45 47. 46 50 50
Skilled Craft Workers 1 1 1 1 0 0 0 0 0
Service Maintenance 7 7 7 6 7 8 6 10 11
TOTAL 64 64 72 74 79 85 81 89 93
,n
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 & 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
Interim Environmental Health Division Director
Deputy Director of Wastewater Utilities
Airport Division Director
Animal Control Division Director
Central Maintenance Division Director
Engineering Division Director
Information Systems 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.
45
Planner I
Planner III
Senior Planner
Purchasing Agent
Accountant
Police Captain
Police Lieutenant
Human Resources Specialist T
Assistant Fire Chief
Fire Captain
Public Fire Education Officer
Fire Training Officer
Civil Engineer I
Civil Engineer II
Recreation Program Supervisor
Assistant to the City Administrator
Associate City Counselor
Chief Accountant
Veterinarian
Skating Director
Auditor
(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 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
46
(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
Administrative Clerk
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
47
(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 I
Wastewater Maintenance Supervisor
Utility Maintenance Crew Leader
Utility Crew Supervisor
Mechanic
Laboratory Technician
Senior Airport Maintenance Worker
Utilities Electrician
(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.
Veterinarian Assistant
Building Service Worker
Bus Driver
Service Worker/Driver
Parking Attendant
Senior Parks Maintenance Worker
Parks Maintenance Worker
Parks Maintenance
Senior Street Maintenance Worker
Street Maintenance Worker
Street Maintenance Trainee
Senior Utility Maintenance Worker
Utility Maintenance Worker
Parking Maintenance Worker
Transit Communications Operator
48
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.
49