HomeMy Public PortalAbout2011 City of Jefferson
Affirmative Acti®n Plan
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320 E. McCarty
Jefferson City, MO 65101
Inclusive Dates of Affirmative Action Plan
January 1, 2012 - December 31, 2012
TABLE OF CONTENTS
I. INTRODUCTION......................................................................................................................1
II. POLICY STATEMENT.............................................................................................................1
III. GUIDELINES AGAINST SEX DISCRIMINATIONAND SEXUAL HARASSMENT......................2
IV. GUIDELINES FOR RELIGIOUS ACCOMMODATION AND NATIONAL ORIGIN .....................3
V. GUIDELINES FOR EMPLOYMENT OF DISABLED VETERANS, VIETNAM ERA VETERANS,
ANDTHE DISABLED ...........................................................................................................4
VI. AFFIRMATIVE ACTION .........................................................................................................6
VII. INTERNAL COMMUNICATION .............................................................................................8
VIII. EXTERNAL COMMUNICATION ...........................................................................................8
IX. UTILIZATION ANALYSIS -- MINORITIES...............................................................................9
X. UTILIZATION ANALYSIS- FEMALES .................................................................................17
XI. WORK FORCE ANALYSIS BY DEPARTMENT ..................................................................25
XII. UTILIZATION ANALYSES...................................................................................................38
XIII. DISCUSSION OF UTILIZATION, SUMMARY AND GOALS ................................................41
XIV. MINORITY& FEMALE UTILIZATION FROM 2001-2011 ....................................................43
XV. APPENDIX..........................................................................................................44
XVI. RACE/ETHNIC CATEGORIES DEFINED..................................................................48
I. tNTRODUCTION
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/DN) designation and
contains only bona fide position criteria.
2. No City position has any occupational requirements based on gender.
3. Marital and parental status are not factors considered in any employment
activity, including but not limited to hiring, promotion,transfer, compensation,
hours, etc.
4. Comparable rest facilities are available for both genders.
5. Maternity disability is treated the same as any other disability including leave
arrangements and is in compliance with EEO Guidelines and Office of
Federal Contract Compliance Guidelines.
6. Medical and disability benefits are the same for maternity as for all
disabilities.
7. Reinstatement after maternity leave is the same as reinstatement after any
other leave.
8. There is no separate seniority or promotional lines based on gender.
9. Wages are based solely on work assignments, not on gender.
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.
2
3. Other sexually harassing conduct in the work place, whether committed by
directors, supervisors, or non-supervisory personnel are also prohibited.
Such conduct includes but is not limited to:
(a) Offensive jokes and material,
(b) Sexual flirtations, advances or propositions,
(c) Verbal or written abuse of a sexual nature, or
(d) Sexually degrading words used to describe an individual.
4. Any employee who believes he or she has been the subject of sexual
harassment should report the alleged act immediately to a department
director, the Director of Human Resources, or the 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 religion or national origin.
The City accommodates the religious observances and practices of all employees,except
when doing so would result in undue financial hardship for the City or disrupt 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 new
employee orientations and is part of the City's personnel policy manual.
2. The City shall issue an invitation to all applicants and employees to identify
themselves as disabled veterans, Vietnam era veterans or disabled.
3. The invitation shall contain at least the following information:
SPECIAL NOTICE TO VIETNAM ERA VETERANS,
DISABLED VETERANS AND INDIVIDUALS WITH PHYSICAL
OR MENTAL HANDICAPS OR DISABILITIES
Government contractors subject to the Vietnam Era.Veterans Readjustment Acts of 1972
and 1974 and the Rehabilitation Act of 1973 are required to take affirmative action to
employ and advance in employment qualified disabled veterans and veterans of the
Vietnam Era, and qualified handicapped individuals.
You are invited to volunteer information, if you qualify, to assist in proper placement and
determining reasonable accommodation. This information will be considered confidential,
and refusal to provide this information will not adversely affect your consideration for
employment.
IF YOU SO WISH TO BE IDENTIFIED, PLEASE CHECK IF ANY OF THE FOLLOWING
ARE APPLICABLE:
"Handicapped Individual" or an "individual with a disability" means any person who:
1) has a physical or mental impairment which substantially limits one or
more of such person's major life activities;
2) has a record of such impairment; or
3) is regarded as having such impairment.
4
"Disabled Veteran" or"Special Disabled Veteran" means:
1) A veteran who is entitled to compensation (or who but for receipt of
military retired pay would be entitled to compensation) under laws
administered by the Veterans Administration for a disability(A) rated
at 30 percent or more, or(B)rated at 10 or 20 percent in the case of a
veteran who has been determined under section 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) 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 other compelling
circumstances, or pursuant to law or legal process.
5
VI. AFFIRMATIVE ACTION
Recruiting
Aggressive recruiting and placement are critical to a successful affirmative action program. The
Director of Human Resources has the responsibility for general affirmative action recruiting.
Department Directors with assistance from the Director of Human Resources shall be responsible
for job-specific affirmative action recruitment for vacancies that occur. Outside recruiting takes
place in newspaper and trade journal advertising, minority publications, college and university
bulletin boards and career fairs, church bulletin boards, technical school career fairs, employee
referrals, and various other associations and non-profit agencies. 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 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 gathering place for employees. Any employee may apply for these
positions by submitting a completed employment application to the Human Resources Department
by the established deadline. Interviews are scheduled by supervisory personnel.Supervisors may
review personnel files, including previous performance appraisals and check attendance records.
Employees are selected based on evaluation of necessary skills and past performance.
Outside applicants also apply through the Human Resources Department. Applications are
accepted until the established deadline 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, STL Red Latina, STL American, STL Sentinel, 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.6effeitymo.org.
Depending on the position, advertising may also include various 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 or email to specific organizations or college/university
recruiting offices.
6
Human Resources staff shall continue promoting a close relationship with local high schools,
technical schools, colleges, and universities in the immediate recruiting area. Human Resources
staff and-Fire and Police Department staff have participated in career fairs at the Missouri Career
Center, Lincoln University, Advent Enterprises, Ft. Leonard Wood, CMSU, Linn State, the
University of Missouri-Columbia, Columbia College, and various Missouri police and fire
academies/schools.
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 is 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 City employees who wish to
improve their skills in post-secondary school courses. The City reimburses a portion of the tuition
for accredited 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 reviewed in new employee orientations.
2. A statement prohibiting discrimination against disabled persons and females and
prohibition of sexual harassment is posted on City bulletin boards, and is reviewed in new
employee orientations.
3. EEO posters are displayed on City bulletin boards and other appropriate locations within
City buildings, and are reviewed in new employee orientations.
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(EOE).
2. Employment agencies and other organizations have been informed in writing that the City
of Jefferson is an equal opportunity employer.
3. The Equal Opportunity clause is incorporated in all purchase orders, leases,contracts, etc.
covered by Executive Order 11246 as amended. All suppliers will be required to
demonstrate they are equal opportunity suppliers.
4. Minorities and females are represented in all City of Jefferson publications.
8
IX. UTILIZATION ANALYSIS -- MINORITIES
The data for the Immediate Labor Area (ILA) and the Reasonable Recruiting Area (RRA) in the
following utilization analysis is based on the 2010 annual average labor force data broken into
demographic groups using the American Community Survey(ACS).
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.
9
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Officials & Managers
TOTAL INCUMBENTS: 19
MINORITY UTILIZATION: 1= 5.2%
IMMEDIATE LABOR AREA (ILA): Cole County Labor Market Area
REASONABLE RECRUITING AREA (RRA): Missouri Labor Market Area
Factor 1 Minority population of the ILA is 9.8%
Factor 2 Minority unemployment in ILA is 16.1 %
Factor 3 Minority workforce in ILA is 9.8 %
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 1.0 %
Factor 6 The availability of promotable,
transferable Minority employees is 3.4 %
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 person or 4.2 %*
Is there underutilization of Minorities No
*Weighted availability factor:
Factor 4 is 80% in the Immediate Labor Area
5.0 x .80 = 4
Factor 5 is 15% in the Reasonable Recruiting Area
1.0 x .15 = .15
Factor 6 is 5% (internal recruitment)
3.4 x .05 = 0.1
Calculation: 4 + .15 + 0.1 = 4.2 %
10
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Professionals
TOTAL INCUMBENTS: 62
MINORITY UTILIZATION: 3 = 4.8 %
IMMEDIATE LABOR AREA (ILA): Cole County Labor Market Area
REASONABLE RECRUITING AREA (RRA): Missouri Statewide
Factor 1 Minority population of the ILA is 9.8 %
Factor 2 Minority unemployment in ILA is 16.1 %
Factor 3 Minority workforce in ILA is 9.8 %
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 5.7 %
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 person or 6.5 %*
Is there underutilization of Minorities Yes -1
*Weighted availability factor:
Factor 4 is 20% in the Immediate Labor Area
8.5 x .20 = 1.7
Factor 5 is 5% in the Reasonable Recruiting Area
12.0 x .05 = 0.6
Factor 6 is 75% (internal recruitment)
5.7 x .75 = 4.2
Calculation: 1.7 + 0.6 + 4.2 = 6.5 %
11
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 9.8 %
Factor 2 Minority unemployment in ILA is 16.1 %
Factor 3 The Minority workforce in ILA is 9.8 %
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 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
Calculation: 13.1 + .2 = 13.3
12
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Service Workers
TOTAL INCUMBENTS: 131
MINORITY UTILIZATION: 9 = 6.8 %
IMMEDIATE LABOR AREA (ILA): Cole County Labor Market Area
REASONABLE RECRUITING AREA (RRA): Missouri Statewide
Factor 1 Minority population of the ILA is 9.8 %
Factor 2 The Minority unemployment force in
the ILA is 16.1 %
Factor 3 The Minority workforce in the ILA is 9.8 %
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is 20.5 %
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is 20.9 %
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 Lincoln University University of Central Missouri, 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 % 26 persons or 20.5 %*
Is there underutilization of Minorities Yes -17
*Weighted availability factor:
Factor 4 is 75% in the Immediate Labor Area
20.5x .75 = 15.3
Factor 5 is 25% in the Reasonable Recruitment Area
20.9x .25 = 5.2
Calculation: 15.3 + 5.2 = 20.5
13
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Administrative Support
TOTAL INCUMBENTS: 64
MINORITY UTILIZATION: 4 = 6.2 %
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 9.8 %
Factor 2 The Minority unemployment force in
the ILA is 16.1 %
Factor 3 The Minority workforce in the ILA is 9.8 %
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 persons or 6.7 %*
Is there underutilization of Minorities No
*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
Calculation: 6.7 + 0 = 6.7
14
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Craft Workers
TOTAL INCUMBENTS: 47
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 9.8 %
Factor 2 The Minority unemployment force in
the ILA is 16.1 %
Factor 3 The Minority workforce in the ILA is 9.8 %
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 8.3 %
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 job training.
Availability as a % 3 persons or 7.2 %*
Is there underutilization of Minorities Yes -2
*Weighted availability factor:
Factor 4 is 10% (external recruitment)
3.7 x .10 = 0.3
Factor 5 is 10% (external recruitment)
3.7 x .10 = 0.3
Factor 6 is 80% (internal recruitment)
8.3 x .80 = 6.6
Calculation: 0.3 + 0.3 + 6.6 = 7.2
15
UTILIZATION ANALYSIS--MINORITIES
JOB CATEGORY: Operatives
TOTAL INCUMBENTS: 72
MINORITY UTILIZATION: 6 = 8.3 %
IMMEDIATE LABOR AREA (ILA): Cole County Labor Market Area
REASONABLE RECRUITING AREA (RRA): Cole County Labor Market Area
Factor 1 Minority population of the ILA is 9.8 %
Factor 2 The Minority unemployment force in
the ILA is 16.1 %
Factor 3 The Minority workforce in the ILA is 9.8 %
Factor 4 The general availability of Minorities
with requisite skills for this job
group in the ILA is 12.1 %
Factor 5 The general availability of Minorities
with requisite skills for this job
group in the RRA is 12.1 %
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 job training.
Availability as a % 8 persons or 12.1 %
Is there underutilization of Minorities Yes -2
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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 2010 annual average labor force data broken into
demographic groups using the American Community Survey (ACS).
17
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Officials & Managers
TOTAL INCUMBENTS: 19
FEMALE UTILIZATION: 4 = 21.0 %
IMMEDIATE LABOR AREA (ILA): Cole County Labor Market Area
REASONABLE RECRUITING AREA (RRA): Missouri Labor Market Area
Factor 1 Female population of the ILA is 49.7 %
Factor 2 The Female unemployment force in
the ILA is 5.5 %
Factor 3 The Female workforce in the ILA is 49.5 %
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is 9.9 %
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is 8.6 %
Factor 6 The availability of promotable,
transferable Female employees is 19.3 %
Factor 7 Training institutions teaching
requisite skills for this job group include:
City does not hire directly from training institutions for these positions.
Factor 8 Internal training includes: Tuition reimbursement program available.
Availability as a % 1 person or 10 %*
Is there underutilization of Females No +3
*Weighted availability factor:
Factor 4 is 80% in the Immediate Labor Area
9.9 x .80 = 7.9
Factor 5 is 15% in the Reasonable Recruiting Area
8.6x .15 = 1.2
Factor 6 is 5%.(internal recruitment)
19.3 x .05 = .9
Calculation: 7.9 + 1.2 + .9 = 10
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UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Professionals
TOTAL INCUMBENTS: 62
FEMALE UTILIZATION: 14 = 22.5 %
IMMEDIATE LABOR AREA (ILA): Cole County Labor Market Area
REASONABLE RECRUITING AREA (RRA): Missouri Statewide
Factor 1 Female population of the ILA is 49.7 %
Factor 2 The Female unemployment force in
the ILA is 5.5 %
Factor 3 The Female workforce in the ILA is 49.5 %
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is 23.4 %
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is 20.0 %
Factor 6 The availability of promotable,
transferable Female employees is 8.2 %
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 % 7 persons or 11.7 %*
Is there underutilization of Females No +7
*Weighted availability factor:
Factor 4 is 20% in the Immediate Labor Area
23.4x .20 = 4.6
Factor 5 is 5% in the Reasonable Recruiting Area
20.0x .05 = 1.0
Factor 6 is 75% (internal recruitment)
8.2 x .75 = 6.1
Calculation: 4.6 + 1.0 + 6.1 = 11.7
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UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Technicians
TOTAL INCUMBENTS: 26
FEMALE UTILIZATION: 3 = 11.5 %
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 49.7 %
Factor 2 The Female unemployment force in
the ILA is 5.5 %
Factor 3 The Female workforce in the ILA is 49.5 %
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is 20.3 %
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is 20.3 %
Factor 6 The availability of promotable,
transferable Female employees is 0
Factor 7 Training institutions teaching
requisite skills forthis job group include: Linn State Technical College, and Lincoln
University.
Factor 8 Internal training includes: Tuition reimbursement available for full time employees.
Availability as a % 4 persons or 18.2 %*
Is there underutilization of Females Yes -1
*Weighted availability factor:
Factor 4 is 90% in the Immediate Labor Area (external recruitment)
20.3x .90 = 18.2
Factor 6 is 10% (internal recruitment)
0x .10 = 0
Calculation: 18.2 + 0 = 18.2
20
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Service Workers
TOTAL INCUMBENTS: 131
FEMALE UTILIZATION: 10 = 7.6 %
IMMEDIATE LABOR AREA (ILA): Cole County Labor Market Area
REASONABLE RECRUITING AREA (RRA): Missouri Labor Market Area
Factor 1 Female population of the ILA is 49.7 %
Factor 2 The Female unemployment force in
the ILA is 5.5 %
Factor 3 The Female workforce in the ILA is 49.5 %
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is 13.5 %
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is 18.7 %
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, Lincoln University, University of Central Missouri, 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 % 19 persons or 14.7 %*
Is there underutilization of Females Yes -9
*Weighted availability factor:
Factor 4 is 75% in the Immediate Labor Area
13.5 x .75 = 10.1
Factor 5 is 25% in the Reasonable Recruiting Area
18.7 x .25 = 4.6
Calculation: 10.1 + 4.6 = 14.7
21
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Administrative Support
TOTAL INCUMBENTS: 64
FEMALE UTILIZATION: 59 = 92.1 %
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 49.7 %
Factor 2 The Female unemployment force in
the ILA is 5.5 %
Factor 3 The Female workforce in the ILA is 49.5 %
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is 36.0 %
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is 36.0 %
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 % 21 persons or 34.2 %*
Is there underutilization of Females No +38
*Weighted availability factor:
Factor 4 is 95% in the Immediate Labor Area (external recruitment)
36.0x .95 = 34.2
Factor 6 is 5% (internal recruitment)
0x .05 = 0
Calculation: 34.2 + 0 = 34.2
22
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: 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 49.7 %
Factor 2 The Female unemployment force in
the ILA is 5.5 %
Factor 3 The Female workforce in the ILA is 49.5 %
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is 0.7 %
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is 0.7 %
Factor 6 The availability of promotable,
transferable Female employees is 8.3 %
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 % 3 persons or 6.7 %*
Is there underutilization of Females Yes 0
*Weighted availability factor:
Factor 4 is 10% (external recruitment)
0.7 x .10 = .07
Factor 5 is 10% (external recruitment)
.7 x .10 = .07
Factor 6 is 80% (internal recruitment)
8.3 x .80 = 6.6
Calculation: .07 + .07 + 6.6 = 6.7
23
UTILIZATION ANALYSIS--FEMALES
JOB CATEGORY: Operatives
TOTAL INCUMBENTS: 72
FEMALE UTILIZATION: 6 = 8.3 %
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 49.7 %
Factor 2 The Female unemployment force in
the ILA is 5.5 %
Factor 3 The Female workforce in the ILA is 49.5 %
Factor 4 The general availability of Females
with requisite skills for this job
group in the ILA is 4.4 %
Factor 5 The general availability of Females
with requisite skills for this job
group in the RRA is 4.4 %
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 % 3 persons or 4.4 %
Is there underutilization of Females No +3
24
XI. WORK FORCE ANALYSIS BY DEPARTMENT
25
WORK FORCE ANALYSIS
Department: ADMINISTRATION City of Jefferson
January 2012
Female Male
_ 2 c
W a M o o = o o. a) o o a. '�, �, •o
Job Title t- E- !— m L ._ m N Q c
City Administrator 1 28 1 0 1 1
Communications Manager 2 21 1 1 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, Paralegal 6 14 1 0 1 1
rn 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 25 1 0 1 1
Human Resources Specialist 2 16 1 0 1 1
Total 12 1 10 9 1 0 0 0 2 2 0 0- 0 0
WORK FORCE ANALYSIS
Department: PLANNING & PROTECTIVE SERVICES City of Jefferson
January 2012
Female Male
19
O coo c * .w .o w ar . •� % ..cam . �. .°; '�, �., 2 .
W , a M o o. c o a . dam, '`m 'a
Job Title F H I-- w'' c ;:i T. E c
m. -..•m —
Dir. Planning & Protective Serv. 1 25 1 0 1 1
Redevelopment & Grants Dir. 2 22 1 0 1 1
Administrative Assistant 6 12 1 0 1 1
Administrative Technician 6 10 2 0 2 2
Customer Service Representative 6 9 1 0 1 1
N Building Regulations Div. Dir. 1 20 1 0 1 1
Senior Planner 2 19 1 0 1 1
Planner III 2 19 1 0 1 1
Planner 1 2 16 1 0 1 1
Environmental Health Serv. Mgr. 1 19 1 0 1 1
Environmental Health Specialist 3 16 4 0 1 1 3 3
Senior Housing Inspector 3 18 1 0 1 1
Building Inspector 3 16 1 0 1 1
Electrical Inspector 3 16 1 0 1 1
Plumbing Inspector 3 16 1 0 1 1
Oil
P
y`nr
X .4'
- S
T K'
4•�
WORK FORCE ANALYSIS
Department: PUBLIC WORKS City of Jefferson
Page 1 of 4 January 2012
Female Male
y ♦'+' d Y C: C d Y
W C .i. 4
0 0 0
Job Title w °' W H E- g H m = �: a. tp m = a c
Interim PW Division Director 1 25 1 0 1 1
Administrative Assistant 6 12 3 0 3 3
Administrative Technician 6 10 3 0 3 3
Engineering Supervisor 1 23 1 0 1 1
Civil Engineer II 2 21 2 0 2 2
N Civil Engineer 1 2 19 2 0 1 1 1 1
co Engineering Designer 3 18 2 0 2 2
Engineering Survey Technician 3 14 1 0 1 1
Plan Reviewer 3 19 1 0 1 1
Registered Land Surveyor 3 18 1 0 1 1
Engineering Inspection Supv. 3 18 1 0 1 1
Construction Inspector 3 16 3 0 3 3
Operations Division Director 1 23 1 0 1 1
Airport Division Director 1 20 1 0 1 1
Sr. Airport Maintenance Worker 7 10 1 0 1 1
WORK FORCE ANALYSIS
Department: PUBLIC WORKS City of Jefferson
Page 2 of 4 January 2012
Female Male
• .. - COu, ; ��,' :,
o o,= o
Lu.
Q 'a o a c
o-b'Title �" t— m. . w c • F— m N Q
Street Supervisor 7 18 2 1 2 1 1
Senior Street Maintenance Wkr. 8 10 12 0 12 12
Street Maintenance Crew Leader 7 12 5 0 5 5
Street Maintenance Worker 8 9 2 0 2 2
Street Maintenance Trainee 8 8 1 0 1 1
N Traffic Signal Technician 3 13 1 0 1 1
Street Superintendent 1 21 1 0 1 1
Parking Enforcement Officer 4 8 2 1 1 1 1 1
Parking Maintenance Worker 8 8 1 0 1 1
Parking Attendant 8 5 2 0 2 2
Parking Division Supervisor 7 14 1 0 1 1
Assistant Parking Supervisor 4 12 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 7 0 7 7
Sr. Utility Maintenance Worker 8 10 6 0 6 6
WORK FORCE ANALYSIS
Department: PUBLIC WORKS City of Jefferson
Page 3 of 4 January 2012
Female Male
o o ;c o s ro a m a o CL
=
Job:Title wLLI w Q E e
Utility Maintenance Worker 8 10 1 0 1 1
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
w Utilities Electrician 7 15 1 0 1 1
WW Operator II 7 14 1 0 1 1
WW Operator 1 7 12 2 0 2 2
Controls & Instrument Tech. 7 15 1 0 1 1
Laboratory Analyst 3 15 1 0 1 1
Laboratory Technician 1 7 12 1 0 1 1
Waste Water Division Director 2 24 1 0 1 1
Central Maintenance Div. Dir. 1 19 1 0 1 1
Mechanic Supervisor 7 16 1 0 1 1
WORK FORCE ANALYSIS
Department: PUBLIC WORKS City of Jefferson
Page 4 of 4 January 2012
Female Male
213. .` w = V Rf Lo a f0
'i
c c c s e-. ,yas 'c o Q t cc 'vr m
Q =
Jqb T
B y —
Mechanic 7 14 4 0 4 4
Parts Clerk 6 10 1 0 1 1
Transit Division Director 1 20 1 1 1 1
Transit Operations Supervisor 6 16 1 1 1
Transit Operations Assistant 6 12 1 1 1 1
w
Transit Communications Oper. 6 10 2 2 2 2
~' Service Worker/Driver 8 9 2 2 2
Bus Driver 8 9 20 5 3 1 2 17 14 3
;Total - 111211 14 12 2 0 0 0 108 99 8 1 0 0
WORK FORCE ANALYSIS
Department: FINANCE City of Jefferson
January 2012
Female Male
CL cv o o o fl- 'v, m "a o
Job Titte° Uj
ut �-- F- F- m y a E c F- m y E c
Director of Finance 1 25 F1 0 1 1
Chief Accountant 2 21 1 0 1 1
Accountant 2 16 1 0 1 1
Senior Accounting Technician 6 14 2 0 2 2
Accounting Technician 6 12 2 0 2 2
w
Administrative Assistant 6 12 1 0 1 1
Auditor 2 18 1 0 1 1
Purchasing Agent 2 19 1 0 1 1
Purchasing Assistant 6 12 1 0 1 1
Customer Service Rep. 6 9 1 1 1 1
Building Service Worker 8 7 1 0 1 1
Total 13 1 11 107 1 0 1 0 1 0 1 2 1 2 1 0 1 0 1 0 0
WORK FORCE ANALYSIS
Department: FIRE City of Jefferson
January 2012
Female Male
�_ _ U _
7R 7E 2
AU 2
;.Jo,4,Titie:. W a. F- F-. H m TQ E = i-- m w E c
Fire Chief 1 25 1 0 1 1
Assistant Fire Chief 2 22 3 0 3 3
Fire Training Officer 2 20 1 0 1 1
Public Fire Education Officer 2 18 1 0 1 1
Administrative Assistant 6 12 1 0 1 1
w
Fire Captain 2 18 21 1 21 20 1
Fire Driver/Engineer 4 15 24 1 24 23 1
Fire Fighter 4 13 24 1 2 2 22 21 1
:To€al' 76 3 33 0 0 0 0 73 70 2 0 1 0
WORK FORCE ANALYSIS
Department: INFORMATION SYSTEMS City of Jefferson
January 2012
Female Male
A.w.• co :c .0 o.,,, w :e cv �° 'o w � co ro co
c ,�.. o o. o a �a o r a a
Job:Tifle -w F F- i-- m N E c I— m w ( c
= Q = Q
Director of I.S. 1 25 1 0 1 1
GIS Manager 2 20 1 0 1 1
Systems Analyst 2 18 3 0 2 2 1 1
GIS Specialist 3 18 1 0 1 1
GIS Technician 3 16 1 0 1 1
w
IT Support Specialist 3 16 2 0 1 1 1 1
Total. 9'.= 0 3 3 0 0 0 0 6 6 0 0 0 0
WORK FORCE ANALYSIS
Department: PARKS RECREATION & FORESTRY City of Jefferson
January 2012
Female Male
j
Ic .2
r 0
CL W. '0 4) -a 0 35
:E
'bT Title' 0 CL
E- U)
0- : 12 E 3: rn
E -S
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
Customer Service Representative 6 9 2 0 2 2
Park Resources Division Director 1 21 1 0
Park Resources Supervisor 7 16 3 0 3 3
Recreation Program Supervisor 2 16 5 0 3 3 2 2
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 20 1 0 1 1
Electrician 7 14 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 13 0 1 1 12 12
Recreation Program Specialist 6 14 2 0 2 2
Asst. Manager Golf Course 6 NA 1 0 1
3A 3`6 -0 0
14 -0
WORK FORCE ANALYSIS
Department: POLICE City of Jefferson
Page 1 of 2 January 2012
Female Male
'w a q C c c C �° m 'o o
Job'Title. W H F m v_, E c
_ Q ' = Q —
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 1.8 9 0 1 1 8 8
Police Officer III 4 15 40 4 1 1 39 35 4
Police Officer II 4 14 10 0 1 1 9 9
w
d1 Police Officer 1 4 13 17 2 3 2 1 14 13 1
Fiscal Affairs Technician 6 12 1 0 1 1
Administrative Assistant 6 12 1 0 1 1
Administrative Technician 6 10 1 0 1 1
MSAG/Records Supervisor 6 14 1 0 1 1
Communications Supervisor 6 14 3 0 3 3
Communications Operator 6 11 8 0 8 8
Communications Operator II 6 12 9 1 9 8 1
Police Information Clerk 6 9 4 0 4 4
Building Service Worker 8 7 2 0 2 2
Animal Control Division Dir. 1 1 19 1 0 1 1
WORK FORCE ANALYSIS
Department: POLICE City of Jefferson
Page 2 of 2 January 2012
Female Male
no U
io
Jol Ttie w c �— m c
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 3 3
Total 123 8 37 35 2 0 0 0 86 80 5 1 0 0
w
XII, UTILIZATION ANALYSES
38
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-
2012
JOB CATEGORY
Officials & Mangers 19 1 5.2 1 0 0 0
Professionals 62 3 4.8 4 -1 1 1
Technicians 26 0 0 3 -3 1 1
Service Workers 131 9 6.8 26 -17 3 6
Administrative Support 64 4 6.2 4 0 0 2
Craft Workers 47 1 2.1 3 -2 1 1
Operatives 72 6 8.3 8 -2 1 3
TOTALS . °
::42.1 24 5.7%:. 49 -25 `7r
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-
2011
JOB CATEGORY
Officials & Managers 19 4 21.0 1 +3 0 0
Professionals 62 14 22.5 7 +7 0 1
Technicians 26 3 11.5 4 -1 1 1
Service Workers 131 10 7.6 19 -9 3 6
Administrative Support 64 59 92.1 21 +38 0 2
Craft Workers 47 0 0 3 -3 1 1
Operatives 72 6 8.3 3 +3 0 3
TOTAL.'$ :421 96 ' 22:8%. 58 , +38' 5' 14. `
40
All. DISCUSSION OF UTILIZATION AND GOALS
The City of Jefferson sets affirmative action goals as a means of establishing areas of annual
concentration in its efforts to maintain a work force reflective of the labor force. These goals set
priority areas of concentration for recruitment, evaluation of selection processes, and training and
education toward promoting existing employees.
The 2012 affirmative action plan is based on statistical data from the 2010 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 2011 PERFORMANCE
Total employment increased by five employees in 2011 from 416 to 421, and the number of
minorities employed decreased by one.The City's overall percentage of minority employment is 5.7%
with underutilization at 25 employees across all departments.
Female employment decreased by one from 95 in 2011, resulting in an overall utilization percentage
of 22.8%. Females are currently not underutilized based on availability in the labor/recruiting area.
Due to the consistent lower than desired employment rates for minorities, the City continues to
expand its outreach efforts. Efforts include sending job postings to area churches and minority
organizations, and attending various Lincoln University, University of Missouri, Linn State Technical
College, Metro Business College, Columbia College, MO Career Center and Ft. Leonard Wood job
fairs. Efforts will continue to reach minority applicants.
2012 GOALS
Officials and Managers
The turnover in this job category is typically very low. In the past few years, there have been just a
few vacancies. The job category shows utilization of minorities and females based on availability.
There will be no goal set in 2012 for this category.
Professionals
In the professional's job category females are above the statistical average by seven and minorities
are underutilized by one. A goal of one minority will be set for the minority 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 females are
underutilized by one. Due to the low level of turnover in this category,the 2012 goal in this category
will be one minority and one female.
Service Workers
The service worker category is traditionally filled by males 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 for the Fire and Police Departments. Extensive
41
advertising in minority newspapers in the Kansas City and St. Louis areas have not achieved a
notable increase. Goals set for 2012 will include three females and three minorities.
Administrative Support
Female utilization is thirty-eight above the statistical availability in this job categoryand minorities are
utilized. No employment goal will be set for this category in 2012.
Craft Workers
These positions are most often filled by promotion.The City's operative job category currently has six
females and six minority employees. The focus for 2012 will be to recruit females in the operative
category for training and promotion. There is underutilization of females by three and minorities by
two in this category. Goals for 2012 include hiring one female and one minority into this category.
Operatives
Minority utilization is two under the statistical availability and female availability is above the
statistical availability by three in this job category.A goal of one minority will be set for this category
in 2012.
42
MINORITY UNDERUTILIZED
BASED ON AVAILABILITY
N,U OQ.;-�
Aff,
A
Officials& Managers -1 -3 -1 0 0 0 0 0 0 0 0
Professionals 0 0 0 0 -1 0 -2 -1 -1 0 -1
Technicians -1 -1 -1 -3 -3 -3 -3 -4 -3 -3
Service Workers -4 -7 -7 -9 -8 -7 -5 -8 -8 -7 -17
Administrative Support 1 2 1 0 1 1 1 -1 -2 -1 0
Craft Workers 0 -2 0 -2 -2 -3 -3 --4 -2 -3 -2
X
Operatives 2
2 0 1 0 0 0 2 0 0 -2 <
ITOTAL -7
-8 -13 -13 -12 -12 -15 -17 -14 -25 z
0
FEMALE UNDERUTILIZED
BASED ON AVAILABILITY
n
A M
Officials& Managers -3 -3 -4 -3 -4 -5 -6 -6 -4 >
-4 3
Professionals r-
1 1 0 1 2 1 2 1 2 1 7 m
Technicians -4 -4 -3 -8 -10 -10 -8 -8 -9 -9 -1
Service Workers -9 -5 -3 -15 -16 -16 -15 -15 -15 -16 -9 1:
Administrative Support 4 0 0 5 3 5 4 6 8 10 38
Craft Workers 0 -2 -2 -3 -2 -5 -5 -6 -3 -3 -3
Operatives 0 0 0 0 -2 1 2 3 -1 -1 3 0
z
-n
TOTAL -13 -12 -23 -29 -29X
1 -26 -25 -22— -22 0
OO
XV. 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 Managers: 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 Human Resources
Director of Information Systems
Director of Planning & Protective Services
Recreation Facilities Division Director
Park Resources Division Director
Operations Division Director
General Recreation Services Division Director
Building & Inspection Division Director
Transit Division Director
Street Superintendent
Airport Division Director
Animal Control Division Director
Central Maintenance Division Director
(2) Professionals: Occupations which require specialized and theoretical knowledge
which is usually acquired through college training or through work experience and
other training which provides comparable knowledge. Includes: Personnel and labor
relations workers, social workers, doctors, psychologists, registered nurses,
economists, dieticians, lawyers, system analysts, accountants, engineers,
employment and vocational rehabilitation counselors,teachers or instructors, police
and fire captains and lieutenants, librarians, management analysts, airplane pilots
and navigators, and kindred workers.
Communications Manager
Planner I
Planner III
Senior Planner
Purchasing Agent
Accountant -
Police Captain
44
Police Lieutenant
Human Resources Specialist
Waste Water Division Director
Assistant Fire Chief
Fire Captain
Public Fire Education Officer
Fire Training Officer
Systems Analyst
GIS Manager
Engineering Supervisor
Civil Engineer I
Civil Engineer II
Recreation-Program Supervisor
Redevelopment & Grants Director
Associate City Counselor
Chief Accountant
Veterinarian
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, and testers), and kindred workers.
IT Support Specialist
Plumbing Inspector
Electrical Inspector
Building Inspector
Housing Inspector
Senior Housing Inspector
Construction Inspector
Environmental Health Services Manager
Environmental Health Specialist
Engineering Inspection Supervisor
Engineering Specialist
Engineering Survey Technician
Engineering Designer
Traffic Signal Technician
Plan Reviewer
GIS Specialist
GIS Technician
Wastewater Treatment Plant Manager
Parks & Landscape Planner
Laboratory Analyst
Registered Land Surveyor
(4) 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.
45
Animal Control Officer
Senior Animal Control Officer
Police Sergeant
Police Officer I
Police Officer II
Police Officer III
Fire Driver/Engineer
Fire Fighter
Assistant Parking Supervisor
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
Assistant Manager Golf Course
Recreation Program Specialist
Transit Operations Supervisor
(7) 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,
electricians, heavy equipment operators, stationary engineers, skilled machining
46
occupations, carpenters, 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
Mechanic Supervisor
Mechanic
Electrician
Collection System Superintendent
Pumping System Mechanic
Wastewater Treatment Plant Operator II
Wastewater Treatment Plant Operator I
Wastewater Maintenance Supervisor
Controls & Instrument Technician
Utility Maintenance Crew Leader
Utility Crew Supervisor
Mechanic
Laboratory Technician I
Senior Airport Maintenance Worker
Utilities Electrician
(8) Operatives: 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
Senior Street Maintenance Worker
Street Maintenance Worker
Street Maintenance Trainee
Senior Utility Maintenance Worker
Utility Maintenance Worker
Parking Maintenance Worker
47
XVI. Race/Ethnic Categories Defined
For the purposes of this Affirmative Action Plan, EEOC standard ethnic categories
have been used as follows:
(BILK) 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 Illative: All persons having
origins in any of the original peoples of North America, and
who maintain cultural identification through tribal affiliation or
community recognition.
48