HomeMy Public PortalAbout2009 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, 2009- December 31, 2009
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 2009 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 2008 PERFORMANCE
Total employment decreased by four employees in 2008 from 415 to 411, and the.number of
minorities employed decreased by three. The City's overall percentage of minority employment is
5.8% with underutilization at 15 employees across all departments.
Female employment remained unchanged, at 93 in 2008, resulting in an overall utilization
percentage of 22.6%. Female underutilization remains high at 25, 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 2008 and have scheduled
regular visits to the base for career fairs in 2009. The Director of Human Resources conducted
various training programs at Ft. Leonard Wood and will continue in 2009. Efforts will continue to
reach minority and female applicants.
2009 GOALS
Officials and Administrators
The turnover in this job category is unpredictable and typically very low. In the pastfew 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
2009.
Professionals
In the professional's job category females are above the statistical average by one and minorities
are below utilization by one. A goal for one minority will be set for this category.
Technicians
This job category consists primarily of engineering technicians, inspectors, and information
technology workers. The underutilization of minorities based on availability is three and female
underutilization is eight. Due to the low level of turnover in this category, the 2009 goal in this
41
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category will be one female and one minority.
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 2009 will include four females and four minorities.
Administrative Support
Female utilization is six above the statistical availability in this job category and minority utilization is
underutilized by one. One minority employment goal will be set for this category in 2009.
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 2009 shall be to recruit females
in the service/maintenance category for training and promotion.There is underutilization of females
by six and minorities by four in this category. Goals for 2009 include hiring one female and one
minority into this category.
Service/Maintenance
Minority utilization is above the statistical availability by two and female availability is above the
statistical average by three in this job category. No goals will be set for this category in 2009.
Although, efforts will be made to utilize the number of minorities and females for promotion into the
Skilled Craft Workers category.
42
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, 2009- December 31, 2009
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TABLE OF CONTENTS
I. INTRODUCTION .
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
A. WORK FORCE ANALYSIS BY DEPARTMENT ..........................................................:.......25
XII. UTILIZATION ANALYSES...................................................................:...........:...................38
All. DISCUSSION OF UTILIZATION, SUMMARY AND GOALS ...:................:.:. ................:.......41
XIV. MINORITY UTILIZATION FROM 1999-2007...........................................................................43
XV. FEMALE UTILIZATION FROM 1999-2007......
............................. ..............................44
XVI. APPENDIX.... ........................................................... ........ ............................:45
XVII. RACE/ETHNIC CATEGORIES DEFINED....................................................:.....:.......49
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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 t 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 651011 (573)634-6310. ,
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III. GUIDELINES AGAINST SEX DISCRIMINATION
AND SEXUAL HARASSMENT
The City of Jefferson's policy of equal opportunity forbids discrimination'because of
gender. To ensure this policy is carried out, the City has taken the following steps:
1. Recruiting efforts are directed to members of both genders. All advertising
carries the Male/Female/DisabledNeteran^ (M/F/DN) designation and
contains only bona fide position criteria.
2. No City position has any occupational requirements based on gender.
3. Marital and parental status are not factors considered in any employment
activity, including but not limited to hiring, promotion,transfer,compensation,
hours, etc.
4. Comparable rest facilities are available for both genders.
5. Maternity disability is treated the same as any otherdisability 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
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appraisal, wages, advancement, assigned duties, or any other condition of
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, o'r City Administrator. The
complaint will be investigated bythe Directorof 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 ofsexual 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 Directorof 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,ordisobled
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.
workforce.
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 affirmatiye 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 fora 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, 1.506 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) I 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 extent that disclosure
is required for the purposes, stated ,above; due,to othercompelling
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 associationand
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'a'nd females
having requisite skills but who are not currently in the workforce.
Job Requirements/Job Posting
The recruiting process begins with the consideration of jobrequirements.The job description for a
position is reviewed each time a vacancy occurs to make sure it is up to date with,the essential
functions and the required qualifications.
Positions may be filled by promotions from within, among City employees, or from.the outside
through advertising. Job opening announcements are posted on bulletin boards located in each .
City location that is a;'primary department gathering'place for employees. Any employee may- ,
apply for these positions by submitting a completed employment application to,;the Human
Resources Department. Interviews are scheduled by supervisory personnel. Supervisors may'
review personnel files for previous performance appraisals and check attendance' records:
Employees are selected based on evaluation of necessary skills and past performance.
Outside applicants also apply at City Hall in the Human Resources Department.Applications are'
accepted until the closing date and then sent to the hiring department.Supervisors coordinate the
interviews and make hiring recommendations.'
Advertising
The City uses mass media advertising mostly through the Jefferson 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 rCity'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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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.
Supervisory training meetings are held covering various supervisory and management topics.
Funding is available within each department for job specific training and educ a-tion 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 c!portion of
the tuition for approved programs.
7
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- suppiiers,"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 Ce'ns'us--of Population:and'Housing, as'
published in the "Occupation Employment Information -for Affirm_ ative-Action-'Programs a
publication of the Missouri Department of Economic Development, MERIC..-
The minority population, employed and unemployed percentage,, include-the-sum of all races _
other than white plus Hispanic origin. Some double counting may result since persons of Hispanic
origin may be of any race.
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UTILIZATION ANALYSIS--MINORITIES "
JOB CATEGORY: Officials &Administrators
TOTAL INCUMBENTS: 25
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 2.4 % ' =
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 availabilitykfactor:
Factor 4 is 80% in the Immediate Labor.Area
60x .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: 56
MINORITY UTILIZATION: 2 =.3.5 %.
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 5.1 %
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: ln-service police &fire training*, tuition reimbursement-
Availability as a % , 3.4 persons or 6.1
Is there underutilization of Minorities Yes'(-1)
*Weighted availability factor:
Factor 4 is 20% in the Immediate Labor Area
`8.5x .20 = 1.7
Factor 5 is 5% in the Reasonable Recruiting Area ;
12.0 x .05'= 0.6
.Factor 6 is 75%(internal recruitment)
6.1 x .75 ` 3.8.
1.7 + 0.6 + 3.8 = 6.1 %
- ox.^.c.,i'v'isfi'xm'...�.-v,��ry•,r^.>G.:;,n.,..+�.fi.'9-•::.xa. -m,•Y.w; _ i_'M-.,..�nzMrmn!-.�ny.^,;^ya .,..,^K."_..'•"'..rMwss +r,+.'rn"",.€.;v.. .a�r^.az3�re�fy:' rTMx_t'T-.`R.m;h..:,Jr;:,a! _
,•. - __ _ .art: o::c. sari _
- - sin,` .Y.r."r•'''x'r:...
y- ¢s
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Technicians `
TOTAL INCUMBENTS: 27
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 Universb.
Factor 8 Internal training includes- Tuition reimbursement available forfull time employees:
Availability as a % ' 3.5 persons or 13.3 %"
Is there underutil'ization of Minorities Yes 0
*Weighted availability factor:
Factor 4 is 90%in the Immediate Labor Area (external recruitment)-,,-
14.6 x .96 = 13.1
Factor 6 is 10%° (internal recruitment)
2.1 x.'1'0 = .2 =
13.1 + .2 = 13.3
12
,:...:,:.a... , _..::r•,:.:... ..,,-. ;,,,.:._ .:o.x .,..s....",....._..-. :zi7.,r«.r ..,....';'e., ......- .......z..-.- :iS• .,...,... .:r's:rve, .',"?.ar _.... i.. .."-.x" .. ..3.-
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Protective Service Workers
TOTAL INCUMBENTS: 127
MINORITY UTILIZATION: 8 = 6.2
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 % 16.3 persons or-12.9%''-
Is there underutilization of Minorities Yes -8 -
*Weighted.-availability,factor:
Factor 4 is 75% in the.Immediate Labor Area
11.6x .75 = 8.7
Factor 5 is 256/6 in the Reasonable Recruitment Area
17.0 x .25 =4.2
8.7 +4.2'= 12.9 _
13
v1'.`.);ro':rr...K.�L^yX.,�r.�;t,'c;aw�exw,;�•..w:•-.-rr:..m.;nt,,a�" - mxse+':ns, ..,..�i:r5:'aR �.,;7x';•^"rn.:z':tR-T_°' `.?'".M.tr'^-F-t..ovr^,-;r;-r,-Ts 9-a;.r,-•yx'+,:'^"°¢-"cx.^.,e.^n.,Q,.'.'.__ _"-�;?''.i'.:?
'.. Mir....,.,r.:}...s ..'-" l.r,' :)' — ...;�:. — .i' :}'Y:i µ �•:ro�..�1:s!.:''...... .-,rh..._-<.�3
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY:' Administrative Support
TOTAL INCUMBENTS: 61
MINORITY UTILIZATION:
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 123i; "
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 Yes -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
sr;
UTILIZATION ANALYSIS- MINORITIES ,
JOB CATEGORY: Skilled Craft Workers
TOTAL INCUMBENTS: 47 ' ,, ;
MINORITY UTILIZATION: 1 =2.1
IMMEDIATE LABOR AREA(ILA): Cole CountyLabor Market IArea
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` 13.2
Factor 7 Training institutions teaching requisite skills
for this job.group include: Linn State Technical College.! --
Factor 8 Internal training includes: Tuition reimbursement, local and on the iob training: -'
Availability as a % 5.2 persons or 11.1 %* .
-Is there underutilization of Minorities Yes 4 _
*Weighted'availability factor:
Factor 4 is 10% (external recruitment)
3.7x .10 = 0.3
Factor 5 is 10% (external recruitment)
3.7x .10= 0.3
Factor 6 is 80%,(internal recruitment)
13.2x .80 ='10.5 "
0.3 + 0:3 + 10.5 = 11.1
_ H
z:;,.... -.�.,-• v. -.,,.s .,;>.,... ,- l..�...e.. ..- .,... .._........... .... .... .. 3r...t;..:nt:,.�.wrk:Y ...._.. �,5,f,<..:�:_ ..,-ri r ....�.?' ..
Wi
IL
UTILIZATION ANALYSIS--MINORITIES '
JOB CATEGORY: Service/Maintenance
TOTAL INCUMBENTS: 68
MINORITY UTILIZATION: 9"= 13.2-%
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 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 % 7.1 persons or-10.5 %' _
Is there underutilization of Minorities No (+2) =
.:r"' c.,, :o �.-y ..�. m-s:ymr- s•,-��.a.�±v �..�.3c-:-��r�•;s. .•e„�y.. r..arxr;,�+•;�� a,',x 5�i;v;-.m�+
.,..,..:t-.. ..:r•-,....,w,-,-a-..,.....,.,::..:-(:. ....:.a. ..-.;,..-.-? isy:A..; !=e .,��� vS.;- .ter..rte: bb;,•r .r.��'-,e
4't.
3.-ate:^f.-a r`. .xy.::.i ✓
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
+my.'J:zsjc^rwyTe._,:t��:c-"F.&."'n..t:^`=T;—_ei�tT�.r��.rgr,::ri:,<-�•xrrn - _ .rf)'9':r,:vir:r.::,: �...:.,c�..r+„<n.<^e--,.+- _
- :'.'~i:^.'F.: .,:3c-_`,.`-"i-�!S"3:•;-•':i'„:r'..5:':'Sy°F+'.-�� rP,'<£3i•-:;yi'••";,_'F,��::-`?xacn.:tr:;..t 11'"YY+^.+^^i �:'y�';.•��:g:-i
�` ..i`.' - - `:'.`.:itq ,-,#•mss,:,,..
- Gays'--•.t• '":'l!t r:�
... ... �. ..� �,..-._ w.,.,.a �. _ .'=i ... .F:<. - -. >e`i2.. .._ .nom"%.� i•-:
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 % J,
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 18.0 %
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 %*
er
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)
18.0x .05_ =,0.9
34.0 + 5.7 + 0.9 = 40.6
18 ,
._.,, a-:,•- :.._,, .'� ;;'�„"�'•.. ..r,. ,..es=.+n:�,r:_.'. �?' =..,y�a. ::;'9.•#,a�4-. r=t`�:x«":7. -'+ei...'=`r_. '=.•?'^:t'?'��^-....'. r-^r,-,-;z�.,e�w. _
>r. ?s,. sr=. �i�� F�.•�. r1.,n c+{:, .fig
.;,..:;,::a,.,,:..pax�'= .. ,...,.a=•�:,.:....:,..' .,u �'�_' 4-�'.it
:...:...... ............... :.... [-z. .,.:.,a.,] .rx.. ,1.. ss._,....�.»Tr.."�r<>.:_...: .-.. -......_..,...._.. 'ivy*:;.....,`.:-•z.::.....,...>s...,- _,._ :.... .. .. ,
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Professionals
TOTAL INCUMBENTS:. 56
FEMALE UTILIZATION: 11 ='19.6
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 '57A %
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 213i f ,
Factor 7 Training institutions teaching
requisite skills for this job group include:
University of Missouri-Rolla and Columbia. Lincoln University,
MO Highway Patrol Academes
Factor 8 Internal training includes: In-service police and fire training.
Availability as a % 10.8 pe'rson's or'19.4 %*
Is there underutilization of Females
*Weighted availability factor:
Factor 4 is 20% in the Immediate Labor Area
57.1x .20 = 11.4
Factor 5 is 5% in the Reasonable'Recruiting Area
16.8 x .05 = 0.8
Factor 6 is 75% (internal recruitment)
9.7 x'.75 =:7.2
11.4 + 0.8 + 7.2 '= 19.4 ,.
19
'�.--3F?'Y.; %`,`Y,^.'^ .y.�'.z'*H;P,;v{'K.r ,.='%,u:Y:`^'?"�'.:.=]:: T---,t — _��,u>MY:;.M.�:_h ^^^tt�^-rt•,..r�K'i't� -:: -i'.K�^'^x,,.�M: < - - _:,'�„-';,m.ru.�s•�-'tea
-
k.
•,:.:.as.:,c...,,...:,�. ..nv..•,o..f,., .......,._..a�.�`....,...-,.,.r4,'Ea:;':^r�'2��:. ... ..........._.:........,, r..n_....3c•z`. .,...., ,�._. .,., w.x{`s.. . -
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Technicians
TOTAL INCUMBENTS: _ 27
FEMALE UTILIZATION: 4 = 14.8 %
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 r
with requisite skills for this job
group in the ILA is 53.5 % r"
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 % 12.9 persons or 48.1 6/6
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
20
-
;1»`
• .., •c:... yip' ,_ _ .�,:,v- ,
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Protective Service Workers
TOTAL INCUMBENTS: 127 , ,
FEMALE UTILIZATION,: 11 = 8.6.%
IMMEDIATE LABOR AREA(ILA): ColeCounty 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 % 26.5 persons or 20.9 %*
Is there underutil'ization of Females Yes -15 ;
*Weighted availability factor:
Factor 4 is 75%-in the Immediate Labor Area ;
22.3x .75 = 16.7
Factor 6 is 25% in the Reasonable Recruiting Area
16.6 x .25 = 4.2
16.7 + 4.2 =20.9 ;
21
..... F•?-„�.._o.,r,:l`?!i-. - - a,=.r•'. ,1:J;•a4�Y¢ 's:5f4'c;
•a.: .._'r...s>. - .• ,.3: - ';::tom•
:-'_':•.-: : .:;,.,..;e-,:<_::....Fs= _ hi'y ray;i" .y:a
t
>.yA< ..•f'r'y. .;,<p, "'..$��C r_.. .... - .
.<-Se.::....'% -a,+` .. -:.r..rv.-.._a...e>e::: r.�ty_;i"•':»9:-, _- _ ..,ci.V.
-'i:%....S+=xif.Y'^%..:".r'ori r..r,L':xu•ism::tza..v.::n:..^.'.s:.t=�r:.[e::�.w..._.,e-:.w.:..,.,.02.:.t'i..:;.E r..1...�^l.'...�":4'.e ?:'�5.'�:,y.K".z"`sittrn...... ""M1
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Administrative Support
TOTAL INCUMBENTS: 61
FEMALE UTILIZATION: 52 = 851%
IMMEDIATE LABOR AREA(ILA): Cole C6 ntV Labor Market Area
REASONABLE RECRUITING AREA(RRA): Cole County Labor Market Area
Factor 1 Female population of the ILA is
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 1668(training"class6s.V
Availability as a % 46.2 persons or 75.9 %*
Is there underutilization of Females No +6
*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
.>. F.ti_..,._s r .... .-,.. <.,.. _ 1"s}z•';-::."°""^ :'C4` - _ ,.,..z .�+ 'ifs..^:.:,..
h.2_r
i -
- 9'i;, �iig' rel-:r•.
- z4
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Skilled Craft Workers
TOTAL INCUMBENTS- -47
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 4.36/o ;
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 16.1 %
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 % 6.3 persons or'13.6 %*
Is there underutilization of Females Yes -6
*Weighted availability factor:
Factor 4 is 10% (external recruitment) =
4.3 x .1 0 =0.4
Factor 5 is 100% (external recruitment)
4.3 x :10 = 0.4
Factor 6 is 80% (internal recruitment) _
16.1 x .80 = 12.8
0.4 + 0.4 + 12.8 = 13.6
23
............:.. .'.with.:':."
l i "'<' .: - . .:". - T.:{:r':. 'R'.":"f trs:•ri,. :.%'.F'xr.';?an:�.7.>c'
. .> :r:..t.::'_.:.".>:... .;..w..<..._rt.....::n':�rv`i;.' : .lsw - - _ Y�..: i•�'. - ::'(:�' ,1".:..cs" _ _ -
.. . .. ,L."• ..,.y.,...'=;-.`�:_ :. - t. x>-?::.-. . l -_ ..,..a a:.'-, .. r. -. ,. t:. .-..... - .f: ..-: -.>, vr..W. ..:.r..>. _..<..
' UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Service/Maintenance
TOTAL INCUMBENTS: 68 . =
FEMALE UTILIZATION: 11 = 16.1
IMMEDIATE LABOR AREA(ILA): Cole County Labor'Market Area-
REASONABLE
reaREASONABLE 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 % 8.2 persons or 12.2 %
Is there underutilization of Females No +3
24
XI. WORK FORCE ANALYSIS BY DEPARTMENT
25
e-2w,,a.'r,:�a-.sry'.�?z�.;e+.+,.r+r-ae.i.:ww!w,-rc�;•��--y.,.-a,��,�xeu:.Y,�; �`,�Km aa!}FCen�� - .vT^�•�_ wait _sy:t'� a•1r!f� .:,P,.�.- kxTYec�x
ib:
WORK FORCE ANALYSIS
's= Department:ADMINISTRATION City of Jefferson
r Nr
Y-� January 2009
_ Female Male
= v c c
® m �e '= c 10 c m �e 'c c
U1 a �.- o o c o t o c.- ® � o. C M a
to{ Job,Title w H H H 3 m H. c F- m w e
'Ip4"-a City Administrator, 1 28 1 0 1 1
�,.,.,`
Assistant to City Administrator 2 .22 1 0 1 1
City Clerk 6 16 -A 0 °a
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
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
:F>a Director^of Human.Resources 1' 25 1• 0 1 1
>; a
Human Resources Specialist 2 16 1 0 1 1
"'' Total 13 "0 . `X10 -10 0-1 0. 0 0 3 3 ;0- 0 _ 0 , 0 -
w" WORK FORCE ANALYSIS
77 Department:'COMMUNITY DEVELOPMENT City of Jefferson
i Page 4 of 5
January 2009
Female Male
O >. inTo •c °: Y c c c c ® �c c '0 c
°?3
'Job-Tide w °L fo- t°- to- 3. m w ® � :c ca
-E
V
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
v}' Administrative Technician 6 10 5 0 5 5 '
` Deputy Dir..of Public Works 1 24 1' 0 1 1
>r N Senior Planner 2 19 1 0 1 1
KN
Animal Control Div. Director 1 19 1 0 1 -
.,:: 1
:Veterinarian 2 '21 1 0
Veterinarian`Assistant 8 8 2 0 2 2
=;f - Sr.-Animal Control'Officer '4 0 -
u: a. 1
7r Animal-Control Officer 4 10 2 0 2 2
f,
t~. Building Regulations Division Dir. . 1 20 1 - -0 1 :1
Senior.Housing,Inspector 3" 18'• 1 0
Building'. 3 16-' 1' 0, 1 1
Plumbing Inspector' 3 16 1 0 1'
Electrical1nspector 3 -.16. -
1 , 1_
'A
WORKFORCE ANALYSIS
Department: COMMUNITY DEVELOPMENT City of.Jefferson
P
!' Page 2 of 5 January 2009
4sy,. -
s: Female Male
';$ C e
O �+Cf l�0 10 'C l0 w V C lC0 V' l{1 aGl.. x �C C V C
VrY _ Job Title w- a H f°- 3 m N c mCL
c `
= a y a -
,�s
Environmental Health Specialist 3 16 4 0 1 1 3 3
Environmental Health Serv. Mgr. 1 19 1 0 1.. 1.
Planner 1112 1
Etir',:a 9 1 0 1 1
Planner 1 2, 16 1 0 1 1
.' Customer Service Representative y
p esentative 6 9 1- 0
y. N Engineering Division Director. 1 23 1 0 1 1 ?
Engineering Designer 3 18 1 0 =
Civil Engineer II 2 21 2 0 2 2
'# Plan Reviewer - 3," 19 1 0
Registered Land Surveyor` 3 - 18 1 0
s + ' Civil Engineer 1 2 19 1 0 1 1 y
' Engineering Survey Technician 3 14 1 '0 1 j
Engineering Inspection Supv. 3r 18 1 0 1 1
A ._ Construction Inspector 3 16. 3 Q
S4.., 3
3•
y .Street Superintendent 1 21 1 0
N
WORK FORCE ANALYSIS
Department: COMMUNITY DEVELOPMENT City of Jefferson
rh=q Page 3 of 5 January 2009
>:3 Female Male
CD 0d Y co C
10 C '' O = l_V9 t0 R .` Rf w V tQ la !0
' Job'title' w °' Fo- 12 F 3 m �'c F m H j-DE c
a E —
z
Street Supervisor 7 18 2 1 2 1 1
..,Y Senior Street Maintenance Wkr. 8 10 13 0 13 13
`y. Street-Maintenance Crew Leader 7 12 5 0 5 5
Street Maintenance Worker 8 8 2 0 2" 2
°.
Traffic Signal Technician 3 13 1 0 1 1
Central Maintenance Division Dir. 1 19 1 0 1 ' 1
Parts Clerk 6 10 1 0
Mechanic 7 14 4 0 4 4
Mechanic Supervisor 7 16 1 0 1 1
a Deputy-Dir.of Planning &Trans. 1 23- 1 0--
Collection
-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 6 0' 6 6
Engineering Specialist 3 18 1 0 1 1
rI Deputy Dir.Waste Water Utilities 1 24 1 0-.. 1 1
&5.
•,gid - _ - -, .
WORK FORCE ANALYSIS
Department: COMMUNITY DEVELOPMENT City of Jefferson
Page 4 of 5 January 2009
Female Male
C V C
O V =
W Rf C 160,°' O '''' t R M M .` l0 ++,
!. Job Title w a GC Fes- �— CL
10- 3 m' H c 10- m c
Fs. WW Treatment Plant Manager 3 , 21 1 0 1 1
_r WW Treatment-Plant Supervisor 7 17 1 0 1 1
WW Maintenance Supervisor 7 17 1 0 1 1
r:
mping System Mechanic 7 14 4 0 4 4
Utilities Electrician 7 15 1 0 1 1
Uj WW Operator II 7 14 1 0 1 1
WW Operator I 7 12
2 0 2 2
_ a Controls&Instrument Tech. 7 15 1 0
Laboratory Analyst 3 15 1 0-,
1 1 1 1 x
' = 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
"tl'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 2009
Female Male '
CCU C
to0 cc cc
:f 3 Job Title _ w a. m a
Q
Qi .,.d 'v 1°— r ea c. .�
= 3: 00 = Q E
Parking Enforcement Officer 4 8 3 1 2 2 1 1
Parking Maintenance Worker 8 8 1 0 1 1
Parking Attendant• 8 5 .2- 0
_ Transit Division Director 1. 20 1 1 1
1 v
2 2
Transit Operations Assistant , 6' 12' 2 2 � -
"h'' Transit Communications Oper. 6 • 10 2 0 2 2-
t7'~ Service Worker/Driver 8- 9 1 0 a'
Bus'Driver 8 9 19 8 7 2 5 12 9 3 $`a
:t
Total ' •" 143 13 26 21 5 0 ' 0 0 117 109 7 1,. .0 0
K
WORK FORCE ANALYSIS
Department: FINANCE City of Jefferson
January 2009
Female Male
.e 0 tw p .�. R �_ s.
r,= Job Title w a t°- ? m' N � C - r �,. CL
= a ' 3 m = H
' Director of Finance. 1 25
1 0 1 1
Chief Accountant. 2 21 1 0
Accountant2 16 .1 0 1 1 y
Auditor, 2 18 -1 0
Senior Accounting Technician 6 14 1 0
,tr.' W Accounting Technician 6 12 3 0 3 3
Administrative Assistant 6 12 2 0 2` 2
r; Purchasing Agent 2 19 1 0
Purchasing Assistant' 6 12 1 0 y„
1 1 4
Building Service Worker 8 ' 7 1 O 1_ 1"
j4 Total`
;:-;„ 13 0 10 10 0 0" 0 0 3 3 0 0' "0 0
R
{pix:. WORK FORCE ANALYSIS
Department: FIRE
City of Jefferson '
�
P.s
January 2009
s
is
Female
Male
r... :•;.v: Y.;!''.a;✓nx..f�c..;.... r .._.:v:.r. v.r... �'Y:.' =W3
.,.:,•. .arr
�r, �....a�.:� .. �.. .. ........ .......:. .vee a_ .._. ,4 ... :i� :.5x•
..iL�*.r�xh¢. ...:,....:,�,. r 4 C�,.r.,......... . rN..r... hr.., �t--�i •}.':r J"....+�-.f.: �w.F,,rn r:....,.&.,.r..,,l�.,..,.rl,..r,._rv.'..,>f+r. ,.:.._o-•.•;,a.,r•_3 i.tn.r. .-:,..:'_-,-yy"1 a�-�ic:..�.'4.'I 2y'i.�< - _,Pjr",r ..:tie s_:;•`.
..,,•:l
•'
m ,
-
)��r, ..r,h,. ra. .•,,1,4„,,:.;.,._., ..., �,,. !,-.. ... 4�1.•n::�~rr• r � :�r:,:.r� .,.. v,.2,�, s, - _ ,�.�� .:iC':;a�'^;;- �t� -%C�
s. y�
:..., ..3:_:..r•-u r „, ...�ir�w.. .: {d .,�• L.. .,,.., '>,''•"SFS'."+W' v„ ^%� :'" ,.l}�j..r.
r� tz��r���i»' � ..Fl... �Q�i:'�5>•,a'Y��
- Tk'
zz
r:
1 ,
,
Fire Chief 1 25 1 0
Y«�r Assistant Fire Chief 2 22 3 0' 3 3
.i
Fire Training Officer 2 20 1 0 1 1 : ; :•`
h
Public Fire Education Officer. 2 - 18 1 0 1
Administrative-Assistant - 6 12 1 0 1 1
�
Fire Captain 2 21 21 1 21 20 1 ''-
Fire Driver/Engineer, • ' 4 15- 24 0 24 • 24
�b•' a
Fire Fighter 4 13 22. 1 1 121 19 1 P
' I I F
^s3" 2y
:Total'
5 n wI'Y
01
l's r
WORK FORCE ANALYSIS
Department: INFORMATION SYSTEMS City of Jefferson
January 2009
4 V Female Male
LU :: :° c w v .� v ego 0
h.
0 CL
Job Title w a F- 1-r !- m _� c
Yy,_ x a a
'Information Technology Director ,1 25 1 0 1 1
GIS Manager 3 20 1 0
's` I Information Systems Coordinator 3 18 1 0 1 1
Database Administrator 3 18 1 0 1
Pat
Database Systems Analyst= 3 18 1 0 1 1
;.
'GIS T
w^ echnician
3 16 1 0-
I.T. Support Specialist 3 16 1 0OMN
1 1
Total 7 0 2 2 0 0 0 0 5 5 0 0 0' 0
v
fir-!'E * ( - - r •- - - _ . - _
WORK FORCE ANALYSIS
Department: PARKS RECREATION&FORESTRY
P City of Jefferson
.
Page_1 of 2 January 2009
f,= Female Male
Q. �o o' o c o a' m o 14 CL
W m 'a
Job Title. m t' t- 3. m F- 3 m. 0 c
xj
Director of Parks&Recreation; '1 25, 1 0 1 1
`Administrative Technician 6 10 1,
rAl s
Administrative Assistant- 6, 12 1 0 1 1
Customer Service Representative 6 9- 1 0 1 1 <<
Office Assistant, 6 NA 1 0 1
Park Resources Division Director 1 21 1 0 1 1
Ln Park Resources Supervisor 7 16 3 0 3, 3
Recreation Program Supervisor 2 16 6 , 0' 3 3 3 3 - .:
3 ,
_W Recreation.Facilities Division Dir. 1 21 1 0 1' 1
General Red.Services Div: Dir. 1 21 1 '0 1 1
x ' Planner.I 2 16 1 0 1 1
C Ay: Parks&.Landscape Planner 3 '20 1 0
', Electrician' T 15 1 ' 0
r<. Mechanic. 7, 14 2; 0 . 2 2 -
NParks Maintenance-Crew Leader b 4 '4
*'s Sr. Parks Maintenance Worker 8 10, 6 0 6 6
a° Parks Maintenance_Worker . 1 11 11
;; Skating.Director/Concessions 2 NA 1 0
F
WORK FORCE ANALYSIS,NAM
✓
Department: PARKS RECREATION &FORESTRY _ City-of Jefferson
•.``STY Page.2 of 2,
January 2009
wa r, Female Male '
v
C. _o c
;V Job Title w °' f- F— ° F- m "c i•0 CL ° m y �. E-_'
Assistant Manager--Golf Course' . 6 NA 1 '0 1 1
='a Parks Maintenance 8 NA 1 0 1 1
:d Total
47 0 10 10 :.:
0 0 0 0 37 37
s: s" .
WORK FORCE ANALYSIS
°r Department:POLICE City of Jefferson
{y January-2009
'Female Male
�
4 O �, w Ts To 'Ccc
�a w" •C c t = m Y' •E c'
Job Tide w• °• F m is o . a m
Police`Chief 1 25 1 0
1 1
Polic6 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 �{
h ,Police Officer,III 4 16. 30 2 4 4 26 24 2
w Police.Officer II 4 14 23 2 2 2. 21 19 1 1
Police Officer 1 4 13 13 2 , 1 1 12 10 2
r Fiscal Affairs Technician 6 12 1 0
M Administrative Assistant, 6 12 1 0
° : •
Technician 6 10 1 0"-Administrative Techn1_ 1
_
MSAG/Records Supervisor 6 14 1 0 1
: Communications Supervisor 6 14 3 0 3 3
-
s a ; _ Communications lOperator , :6 11 16 1 15 : 14 1 1 1
My Police'Infomiation Clerk 4
•:<< ... Building Service.Worker g 7 2 0
Evidence Technician 6 11, ; 1 0 ,
114 8 33 ` ,32 1: ' 0 0 0 81 74 6 1 0 0
r ,
XII. UTILIZATION ANALYSES
38
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:.y
,......�., .;.:..-.,...•_=.,:�:Y..};r.;-:'�.^.:'.�.i.-_..,_.....:"._T.1;<:/,':yds��:;. .i.. < x .,. -�+ - ^�:`....ri,..e f.,>..... _a ..... „... ...:>... ._. ........ ......Y`�r,,:�:'.
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-
2009 -
JOB
ACANCIES-
2009 -JOB CATEGORY -
Officials 8� 25 1 4.0 6.6 0 , 0 1
Administrators
56 2 3.5 6.1 -1_ 1 1
Professionals
Technicians 27 0 0 13.3 -3 1 1
Protective Service 127 8 6.2 12.9 -8 4
Workers
61 3 4.9 6.7 -1 1 2 '
Administrative Su ort
Skilled Craft Workers 47 2
1 2.1 11.1 -4 1 "
Service/Maintenance .
68 9 13.2 10.5 +2 0' 4
TOTALS 411 24 5.8% •-15 8 18
39
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'aY a
C•., ...- _. .. _. ,'T = {'v ii'=.. ... t - w ... . ._.. :3..� _ .. � a. ... t�r".�-�-.�,,a. n:r''S';'"':`t`:iio_� b:: a
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-
-2009
JOB CATEGORY
Officials & 25 4 16.0 40.6 -6 1 A
Administrators
56 11 19.6 19.4 +1 ' 0 -1 "
Professionals -
27 4 14.8 48.1 -8 1 -1
Technicians
Protective Service 127 11 8.6 20.9 '-15 4 7
Workers
61 52 85.2 75.9 +6 011 2
Administrative Su -ort
Skilled Craft Workers 47 0 0 13.6 -6 1 2
Service/Maintenance 68 11 16.1 12.2 +3 0 4
TOTALS 41.1 93 22.6% '-25 7 ' 18
40
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yf
y
Ct
r>, 2i�:`+:`:Kira;•"1n;`..,_�"•'x.:.v.
!Sy{z
��'id':,::n. .:?...,._.._ -:a.:.c.-...�...... aS: 'xt_ +.h...,:a.�3�,..'F4�7as': ., . ... .- •r�.?"tso.: J.. tom. ........ ... -
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 2009 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 2008 PERFORMANCE'
Total employment decreased by four employees in 2008 from 415 to 411, and the"number of
minorities employed decreased by three. The City's overall percentage of minority employment is
5.8% with underutilization at 15 employees across all departments. ;
Female employment remained unchanged, at 93 in 2008, resulting in,an overall utilization
percentage of 22.6%. Female underutilization remains high at 25, 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 2008 and have'scheduled
regular visits to the base for career fairs in 2009. The Director of Human Resources conducted '
various training programs at Ft. Leonard Wood and will continue in 2009. Efforts,will continue to
reach minority and female applicants.
2009 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
2009.
Professionals
In the professional's job category females are above the statistical average by one and minorities
are below utilization by one.A'goal for one minority will be set for this category.
Technicians
This job category consists'primarily of engineering technicians, -inspectors, and information
technology workers. The underutilization of minorities based on availability is three and female
underutilization is eight:.Due to-the low level of turnover in this,category, the 2009 goal in this
41
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- - -!+a_, "�?.' ";;.:.w:.. 'td<, '.. ..:}.::u, �N,: �i��T•':: .sr. x,�.,`.._zd,•"'Yt.,.`�:.."'�r„r.
.... - ,i, 'X,'s_ q '-,qS. .?•v5i%�'`, ,-i';72:>w ItE+nc`..$tM..-P_ ?qL(g;.,<
rsn .0,.,;,r'-t.>:.
a.
category will be one female and one minority.
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 2009 will include four females and four minorities.
Administrative Support
Female utilization is six above the statistical availability in this job category' and minority utilization is
underutilized by one. One minority employment goal will be set for this category in 2009.
Skilled Craft Workers
These positions are most often filled by promotion. The City's service/mainte'nance job' category
currently has very few female or minority employees.The focus for 2069 shall be to recruit females
in the service/maintenance category for training and promotion.There is underutilizatidn of females
by six and minorities by four in this category. Goals for 2009 include hiring one female and one
minority into this category.
Service/Maintenance
Minority utilization is above the'statistical availability by two and female availability is above the
statistical average by three in this job category. No goals will be set for this category in 2009.
Although, efforts will be made to utilize the number of minorities and females for promotion into the
Skilled Craft Workers category.
42
717
MINORITY UNDERUTILIZED
BASED ON AVAILABILITY
;yam,irk
JOB CATEGORY 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008
Officials$Administrators 0 --1 -1 -3
0 0 0
„± Professionals 1 1 0 0 0 0 0
-1. 0 -2 -1
ar(,
Technicians -2 -2 -1 -1 -1 -3 -3 -3 -3 -3
x , Protective Service Workers -4 -4 -4 -7 -7 -9 -8 -7 -5 -8
-'
< Administrative Support 1 0 1 21 0 1 1 1 1
Skilled Craft Workers 0 0 0 -2 0 -2 -2 -3 -3 -4
Service Maintenance 2 2 2 2 0 1
0-
0 0 2
TOTAL -2 -4 -3 -7 -8 -13 -13 -12 -12 -15
mg
8'
'x+11'o
-
FEMALE UNDERUTuZED
) ' - BASED ON AVAILABILITY
-
JOB CATEGORY 1§§g 2000 "2001 2002 2003 2004 2005 2006 2007 2 08
) Omdma&A mmarlBoa - ' k a - -4 a. k - -
1 . . -64
. Professionals - - 1 . . 1 0 1 2 2- .
§
Technicians - - a 4 -4 - - -10 40 - - .
9
Protective Service W2kr 41 -0 - a - 45 48 48 45 qs
�, :
'} -
Administrative Support 1 1 4 O 0 5 a 5 4 S
!
Skilled Ca Workers O 4 . . . a
} Service Nmmenpce - : 1 • 4-- 0 O . ». D . - . 1 . 2 a \ -
/ TOTAL . - -
�2 -7 .-1 q1 qa 42 -§ ag ag as -25-
RNA,
&
�! ,
- A,
�9
�§ \ \ � . \ � • � , � ` - . . �
�] - - . � � . � • . . - . � � i
�z , � � . � . , . • � . , . . . . . . .
�) � 1 . . " . . ' - . ' « . , > • . . , . - . \ .
\ ' y .\ y < \ - \y \ ' \ a2 . . . • - ^ \ :
�) � ,
XVI. 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/Parkirig 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 Services Manager .
Deputy Director of Wastewater Utilities '
Airport Division Director-
Animal Control Division Director
Central Maintenance Division Director
Engineering Division Director a
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
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-
.'.:
.... .._.,a....,n_ +. .. ..,: .:,.,.. ..,,.;..r r. .. .. -.''.,:.. .<. _ ii;• J:'{"" Y i":"- aux':::
>1:..[.,'"tet .t•i't ._... r ,. , , , ,_ - _
Planner
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 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
Inforrnation 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 -
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