12-20-1994 - Approval of Revised Affirmative Action PlanTO
FROM
susm?cr:
U
City Manager and City Council
Personnel Services Department
APPROVAL OF REVISED
AFFIRMATIVE ACTION PLAN
City of West Covina
Memorandum
AGENDA
ITEM NO. C-10a
DATE December 26, 1994
SUMMARY: The purpose of this report is to request the City Council approve the
revised Affirmative Action Plan for the City of West Covina". The
Plan has been designed as a framework for goals and timetables
that will enable the City to achieve a projected number of
employees in each protected: group.
BACKGROUND
The last Affirmative Action Plan for the City of West Covina was approved in December
1986. Since the implementation of this plan changes have been reflected both in the
demographics -of the City and also within Los Angeles County. Accordingly, it has become
increasingly necessary to review and update our previous affirmative action goals. and,,
timetables. Additionally, the City is highly dedicated to encouraging departments to continue
to take a pro -active role in their commitment to equal employment opportunity for all City
employees as well as applicants for employment.
DISCUSSION
The percentage of total minority employees in the City account for approximately 33 % of the
Workforce. Since we are dedicated to employing qualified individuals who reflect the,; ethnic
composition of members of the community the current revised plan has been updated and will
be implemented to achieve established goals.
The revised plan includes similar sections as the last plan such as policy statement, purpose
statement, training and staff development, and policy dissemination. However other sections
have been added that reflect the changing needs. They are as follows:
1. Information regarding discrimination complaints and how to proceed if an employee or
member of the public believes discrimination has occurred.
2. Definition of protected minority group members which promotes knowledge of those
protected under affirmative action. ,
3. A listing of job function categories describing the occupation groups in terms of
responsibility and job title.
4. Workforce utilization analysis/goals and timetables which provide information'
regarding minority full/part time employment. The goals are based on a ten year
projection. This period of time was developed as a realistic period of time to achieve
affirmative action goal and to reach and retain a more diverse workforce in all
departments.
_5. In order to visually demonstrate the utilization of minorities in the City's workforce
labor force statistics are provided. These statistics will be used as a factor in 'd
determining which departments should strongly focus on meeting the affirmative action
goals set forth in the plan.
6. Charts which give historical information by following the hiring of minorities l the
last several years
City Manager and City Council
December 20, 1994
Page 2
7. The plan implementation includes a candidate record form which provides written
documentation regarding the criteria used when hiring or rejecting a candidate.. This
form will require the departments to really .focus in on hiring decisions.
All of the above revisions will ensure that the plan is utilized and will make all departments
understand its significance and the methods to achieve a highly qualified and diverse
workforce.
The Personnel Commission has reviewed ;the Plan and expressed a very positive reaction. The
Commission suggested minor changes that have been implemented. The Plan was given
complete recommendation for approval on October 19.
FISCAL IMPACT
There is no fiscal impact to the City as a result of this revised plan.
RECOMMENDATION
It is recommended that the City Council approve and adopt the revised Affirmative Action
Plan (Exhibit "A") for the City of West Covina.
Diane Ure
Personnel Director i
Enclosure
fdes:affirmac.pla
i
i
i
TABLE OF CONTENT'S
PAGE NO.
Introduction
Section 1.
Affirmative Action Policy Statement ........................................... .
1
Section 2.
Responsibility for Policy Implementation .........................................
2
Section3.
Statement of Purpose.................................................................
3
Section4.
Recruitment and Selection ............................................................
3
Section 5.
Policy Dissemination...............................................................'...
5
Section 6.
Training and Staff Development.....................................................
6
Section 7.
Discrimination Complaints ........... .............................................''...
7
Section 8.
Workforce Utilization Analysis/Gods
andTimmetables.....................................................................
7
Section 9.
Affirmative Action Program -
Definitions - Minority Protected
',
GroupMembers......................._..............................................'...
9
Section 10.
Job Function Categories........................................................... !'...
10
Section 11.
Workforce Utilization Analy"Goals
and Timetables - ,
Minorities - Full Time................................................................
16
Minorities- Part time................................................................
17
Section 12.
Labor Force Statistics - By Department .........................................`...
18
Section 13
Workforce Analysis by Ethnic Category
Years 1992, 1993, and January - June 1994.....................................
19
Section 14.
Plan Implementation .......................................... : ....
22
Section 1. A�MATIVE ACTION POLICY STA
The City of West Covina's commitment t4 equal opportunity employment requires equal treatment
in all aspects of employment, including recmitment, hiring, promotion, discipline and other terms
and conditions of employment. This commitment will be supported by positive practical efforts to
ensure equal employment opportunity for all persons regardless of race, color, creed, religion, sex,
marital status, age, national origin, physical or mental disability, ancestry or veteran status in both
securing City employment and in obtaining promotional opportunities at all job levels.
All employment decisions and personnel actions including those relating to compensation and City
sponsored training shall be administered ! in accordance with the principles of equal opportunity
employment. Recognizing that the City must adhere to the Personnel Merit System, this plan shall
be interpreted and implemented so as to conform to this System, insofar as the Personnel Merit
System is consistent with Federal and Staxe law.
It is also recognized that this policy shall; not be construed to require the City to hire or. promote
unqualified applicants.
For broad dissemination this statement shall be posted in all departments so employees will have
knowledge of the City's commitment to equal employment. To implement this policy, the Director
of Personnel has been designated as the City's Equal Employment Opportunity Administrator.
Section 2. RESPONSIBILITY FOR POLICY WELFBIENTATION
PERSONNEL DIRECTOR "
The Personnel Director will be the Affirmative Action Administrator for the City. Responsibilities
will include:
1. Assume direct overall policy implementation.
2. Coordinate. the efforts of all agencies and supervisory personnel irl the implementation of
this plan.
3. Keep supervisors and department heads informed and current on all legislation and
innovations in the area of equal opportunity employment.
4. .Recommend, assist and advise supervisors inretraining, promotion, transfer and
termination as they relate to our policy of affirmative action.
5. Receive and investigate reported complaints of alleged discrimination. within the
organization.
6. Update and revise this plan as necessary.
DEPARTMENT HEAD
The Department Head will be the Affirmative Action Administrator for his/her department.
Responsibilities will include:
1. Inform employees of this policy.
J
2. Perform periodic reviews of employee's performance and abilities.
3. Insure elimination of any overt or concealed discrimination within his/her department.
4. Receive and investigate reported complaints . of alleged discrimination within his/her
department.
5. Keep abreast of current developments in the implementation of affirmative action':
- 2 -
=affuplan.g%
Section 3. STATEMOST OF PURPOSE
It is recognized that equal opportunity in employment within the City of West Covina can be fully
achieved only with genuine commitment to the concepts of Affirmative Action. The
implementation of an Affirmative Action Program safeguards against discriminatory employment
practices directed toward citizens because of non job related factors including race, color, religion,
sex, national origin, age, disability, political belief, socio-economic and/or cultural background.
The purpose of this affirmative action plan is to:
1. Establish a strong policy and commitment to equal employment opportunity.
2. Strive to achieve a workforce that is representative of all groups in the community
and/or labor market (including protected groups).
i
3. Continue a sincere effort to ieliminaWprevent any discrimination in, but, not limited
to, the recruitment, hiring, transfer, promotion, training, compensation, and
benefits practices of the City of West Covina.
4. Assign responsibility and authority for the program to a top ' City official - Personnel
Director.
5. Periodically monitor and review the City of West Covina's personnel practices to
insure that no conflicts exist with equal employment opportunity.
6. Analyze present workforce to identify jobs, departments and units where minorities
and females are underutilized.
7. Set specific, measurable, attainable hiring and promotion goals, with target dates, in
each area of underutilization.
All City employees are made aware that the affirmative action concept is an integral, meaningful
part of our employment practices. Every employee is responsible for supporting affirmative action
concepts and practices.
Section 4. RECRUPrME1VT AND SELECTION
_" I
1. Conduct all recruitments for positions in accordance with the City's Personnel Rules
and Regulations.
I
2. Obtain ethnicity and sex data on each applicant through a preemployment self -
declaration Affirmative Action Questionnaire.
A
r
3. Maintain records regarding the methods by which each applicant was informed of
the employment opportunity in order to determine the success of our recruitment
efforts.
4. Maintain an "interest card" system for various positions which will enable the
Personnel Office to retain the names of potential candidates until a recruitment is
conducted.
5. The City's recruitment list shall continually be revised to include minority
employment agencies/vocational centers, minority professional associations,
personnel departments of other nearby municipalities and local universities/junior
colleges/=& schools.
6. Advertisement for City positions may be placed in, local special interest group
11
newspapers; also, ads shall be placed in community newspapers of nearby cities
with a high percentage of minorities and women.
7. Encourage members of protected groups to refer friends and acquaintances, when
possible, and when in conformance with established City Rules and Regulations.
8. Maintain an active liaison between community groups, schools and agencies
representing members of protected groups.
9. Analyze applicant flow statistics for each recruitment.
B. Selection
1.
2.
3.
9
5.
21
=Rfr,Pmo.8%
All examination procedures shall be conducted for positions in accordance with the
City Is Personnel rules and Regulations.
In establishing minimal qualifications for evaluating and screening candidates, all
qualifications should be clearly job -related and established at a level no higher than
actually required to satisfactorily perform the essential duties of the position in
question.
Sexist language shall be eliminated from all job titles.
Examination content of tests will be confined to the measurement of knowledge,,
skill and abilities necessary to perform specifically defined tasks.
Job specifications shall be reviewed for job -relatedness, validity and
nonexclusionary content each time a vacancy is to be filled.
Whenever possible, oral boards shall reflect women and the ethnic make-up of the
City of West Covina.
- 4 -
i
7.
i
Oral Board raters shall be 'oriented on the City's equal employment opportunity
policies, and when possible, will include women and minorities. Oral Board raters
will be fully briefed on the duties of the position and will receive a list of questions
that are considered discriminatory in nature that shall not be asked of candidates.
8.
During an employee's probation period (part of the examination process), their
manager/supervisor shall work closely with them to provide liberal guidance and
information about all aspects of city employment.
9.
All new and current employees shall be oriented on the aty's equal employment
opportunity policies and of their responsibilities in adhering to those policies.
Seddon 5.
POLICY D-SSENIINATION
A. Internal
1.
The Affirmative Action Plan will be distributed to all departments and will become
a part of appropriate manuals and publications of the City.
2.
All employees hired or promoted into middle management and executive
management will be apprised of the Affirmative Action Plan and of their individual
responsibilities for program'. implementation.
3.
The City's commitment to the principles of equal employment opportunity will be
communicated to all newly hired employees at the time of their employment
orientation. Those conducting the orientation will provide such employees with
copies of documents relating to employee rights and responsibilities pursuant to the
City's commitment to the principles of equal employment opportunities and
Affirmative Action.
4.
Recognized employee groups will be advised of the City's commitment to the
principles of equal employment opportunity and their cooperation will be sought.
5. The City of West Covina's Affirmative Action Policy Statement will remain
prominently posted in conspicuous places throughout City employment locations
including:
1. Employee breakrooms and lounges
2. All fire stations
3. All departmental bulletin boards
4. All community centers
cmdrUPI .89m
-5-
B. External
1. All vendors and contractors utilized by the City shall be informed of the City's
commitment to equal employment. All such vendors and contractors are expected
11
to adhere to the principles of equal employment opportunity and affirmative action
in their own personnel procedures and policies.
2. All recruiting announcements, advertisements, and employment application forms
will state that the City is an equal opportunity and affirmative action employer.
3. The Personnel office will provide a copy of the Affirmative Action Plan'; for review
upon request,
It is the goal of the City to provide training opportunities to its employees that will not only benefit
the organization but also provide staff- the opportunity to develop the skills and !„l nowledge
necessary to successfully compete for promotional opportunities. All City-sponsored,t<aining will
be made available to employees without regard to race, color, religion, sex, age, national origin,
marital status, or disability. The City will survey employee training needs annually as,,a basis for
establishment of twining priorities and programs.
The City will actively promote training programs which will facilitate the upward mobility of all
employees. Contmuing education is an effective means of ensuring that employees are provided
that opportunity. The City has a tuition reimbursement program to encourage employees to
continue their education and training at educational institutions. Career counseling will be provided
to employees to assist in formulating a plan of action for professional growth.
The City will conduct promotional examinations, when, in the opinion of the Personnel Director
and the appointing authority, a promotional eammination is advisable. A promotional 'examination
is an exam which allows only qualified current City employees to apply.
II
Managers and supervisors are urged to tup abreast of human relations skills and ,,appropriate
supervisory techniques. To this end, the City has contracted with an employee relations consultant
to provide on -going supervisory and labor relations training.
ca:.Mpho.8%
W-M
Section 7. DISCREM ATION COMPLAINTS
Any employee who believes she/he has', been the subject of discrimination should report the
alleged act to . the appropriate authority as outlined in City's Harassment Policy dated
May 9, 1990. Any employee filing a complaint shall be entitled to the protection provided under
Section 15.6 of the West Covina Personnel Rules.
Any applicant or member of the public who believes. he/she has been the subject of
discrimination must file the complaint in writing to the Personnel Director, 1444 W. Garvey
Avenue, West Covina, CA 91790, within 30 days of the alleged action.. All complaints of
discrimination will be promptly and objectively investigated.
A written determination as to the validity of the complaint and a description of the resolution,
if any, shall be issued by the Personnel Director and a copy forwarded to the complainant no
later than 30 days after its filing.
Section 8. WORKFORIZATION ANALYSIS/GOALS
AND TIMETABLES
The long-range goal of the City is to. achieve equitable representation of women and minorities
at all job levels of City employment and in specific occupational area consistent with availability.
in relevant job markets.
The Workforce Utilization Analysis consists of a. comparison of minorities and females in the
City's workforce population to the distribution of protected groups in the populations from which
the City recruits. Goals and Timetables are also included to serve. as benchmarks to measure
the City's progress toward parity with the stated recruitment populations and to measure the
effectiveness of Affirmative Action efforts. The following narrative explains the different
sections of the Workforce Utilization Analysis/Goals and Timetables, which are Pages 16
through 17 of this document.
1. Job Function Categories - These titles represent the Occupational Categories for.
categorizing both full-time and part-time City positions. The Job Categories are named
by the Equal Employment Opportunity Commission, and are used when preparing the _
yearly EEO-4 Report, which defines the gender and minority make-up of the City's
workforce.
2. Full-time/part-time Positions Filled - This column notes the total number of full-time and
part-time personnel in each job function category.
i
-7-
, waffirplan.asa
3. Current Women/Minorities EmploT - This column shows the number and percentage of
women and minorities currently employed in each Job Function Category.
The ethnic categories described on Page 9 have been promulgated by the Equal:
Employment Opportunity Commission and are used in the completion of the, annual EEO
Report. Employees may be included in the ethnic group to which he or she identifies or
appears to belong. However, no person shall be counted in more than one ethnic racial
category.
4. Relevant Job Market - The percentage in this column denotes the percentage of minorities in
the labor market from which the City recruits. The labor market for recruiting purposes is
determined by the actual geographic area. The percentage of minorities in the various labor
.markets is, published by the State Employment Development Department for use in
developing Affirmative Action Plans. The percentage information is based upon 1990
Census data.
Census Bureau data on occupations in the overall workforce are a reflection of how people
perceive their jobs. Whether one perceives his/her position as administrative in a given job
family is a matter of conjecture. In addition, even if the information is accurate, it does not
identify how qualified an individual is for a specific City position.
5. New Hires Needed to Reflect Relevant Job Market - The information in this column
represents a comparison between the percentage of minorities actually employed and the
percentage in the relevant job market. If the percentage employed is below the relevant job
mark, the New Hires column shows the number needed to reach parity with the relevant
job market. If the percentage employed is cg11l to or above the relevant job market, the
New Hires column shows the statement "Utilization Achieved".
6. ti g - Where the New Hires columns reflects a numerical guideline for parity, the Goals
section shows a hypothetical projection of appointments over the next fiscal years.
However, because of budgetary and other considerations, it is assumed that there will be
few, if any, new positions created. Consequently, openings will occur only through
attrition. If the number of actual vacancies in any job family is greater than anticipated,
numerical goals will be appropriately adjusted.
The Workforce Utilization Analysis/Goals and Timetables provide managers with
information regarding departmental affirmative action efforts, and encourage them to use
Affirmative Action when making decisions on hirings, promotions, transfers, and training.
This information is used to encourage correction of any discrepancies with parity which
may exist, as opportunities present. themselves. As previously stated, a goal of this
Affirmative Action Plan is to provide measurable progress toward achieving parity.
=RfrupbUL8%
-8-
MinorityA. • :• Group Members.
A minority protected group member is a person who is described by one of the following
racial ethnic categories, which includes women, and which are generally defined as follows:
1. , African American (Black): Any person who appears to have black ancestry should
be classified in this group. Included are persons from Africa, Jamaica, Haiti,
Virgin Islands, Puerto Rico, Cuba, and other countries, as well as the Black
American. If a person's origin appears to be Black and some other non -white
ancestry, he/she would be classified in this group.
2. Tispanic (Mexican-American&Win Origin): Any person whose appearance, speech
and/or surname indicates Mexican or other. Latin American origin should be
classified as hispanic, regardless of whether or not he/she has a Spanish surname.
This category, includes persons from South/Central America as well as those
identified as Mexican, Mexican, Chicano or Latino.
3. American Indian: Any person whose origin if from the original people of North
America who are members of or are entitled to membership in a recognized
American Indian tribe. This category includes all tribes of the North American
continent but not Mexico. For example: Eskimos and Aleuts would be included, as
well as Apaches, Cherokees, Sioux, Comanches, Pueblos, Navajos, etc., but not
any person of Mayan or Aztec descent.
4. Asian American & Pacific Islander. Any person whose appearance, speech, and/or
surname indicates Asian origin should be classified in this category. Included are
Japanese, Chinese, Koreans, and Filipinos; also included are Southeast Asians and
Pacific Islanders.
0
m:.ffirPbo ssa
Section 10. 01
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, superintendents, police and
fire chiefs and inspectors (construction, building, safety, rent -and -housing, fire, license,
transportation), tax appraisers and investigators, and kindred workers.
Assistant City Manager
City Manager
Communications Director
Community Development Administrator
Environmental Services Director
Finance Director
Fire Chief
Human Services Director
Maintenance Director
Personnel Director
Planning Director
Police - Communications Administrator/Police Chief
Public Works/Administrative Services Administrative/City Engineer
Waste Management Enforcement Manager
ADMINISTRATIVE
Assistant City Clerk
Controller
Fire Battalion Chief
Fire Marshal
Police Commander
Redevelopment Manager
Risk Manager
ELEcrED
City Clerk
City Treasurer
City Council
APPOINTED
City Commissioners
W .ff bn.g%
- 10 -
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, systems analysts, accountants,
engineers, employment and vocational rehabilitation counselors, teachers, librarians, management
analysts, surveyors and mapping scientists, and kindred workers.
Accountant
Accounting Manager
Administrative Analyst
Civil Engineering Assistant
Civil Engineering Associate
Communications Supervisor
Community Planner
Community Television Producer
Criminal Justice Research Analyst
Equipment Maintenance Supervisor
Human Services Program Administrator
Operations Analyst
Park Maintenance Supervisor
Personnel Analyst II
Planning Associate
Planning Assistant
Police Lieutenant
Police Records Supervisor
Principal Engineer
Programmer Analyst
Recreation Supervisor
Redevelopment Project Manager
Reprographics supervisor
Senior Citizens' Program Coordinator
Senior Planner
Senior Citizens' Services Supervisor
Street Maintenance Supervisor
Superintendent of Recreation & Community Services
Superintendent of Maintenance Operations
Transportation Engineer
Water Maintenance Supervisor
03, 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, survey and mapping
technicians, licensed practical nurses, photographers, radio operators, technical illustrators,
highway technicians, technicians (medical, dental, electronic, physical sciences), ,,inspectors.
(production or processing inspectors, testers and weighers), and kindred workers.
Accounting Technician
Building Inspector
Code Enforcement Officer
Communications Technician
Engineering Technician
Fire Protection Specialist
Photo Technician
Purchasing Assistant
Reprographics Technician
Senior Communications Operator
Senior Building Inspector
Senior Communications Technician
Senior Code Enforcement Officer
Utility Accounts Technician
04, PROTECTIVE SERVICES
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.
Crossing Guard
Fire Captain,
Fire Engineer
Firefighter
Firefighter/Paramedic
Jailer
Police Corporal
Police Officer Recruit
Police Officer
Police Sergeant
Reserve Police Lieutenant
Reserve Police Officer
Reserve Police Sergeant
Police Cadet
o5a PARAPROFESSI
Occupations in which workers perform some of the duties of a professional or technician in a
supportive role, which usually require less formal training and/or experience normally required for
professional or technical status. Such positions may fall within an identified pattern of staff
development and promotion under a "New Careers" concept. Includes: library assistants, research
assistants, medical aides, child support workers, policy auxiliary welfare service aides, rea=tion
assistants, home health aides, ambulance drivers and attendants.
Administrative Intern
Administrative Aide
Assistant Pool Manager
Building/Engineermg Permit Technician
Cable Production Assistant
Community Services Officer
Court Liaison Officer
Data Processing Intern
Day Care Teacher
Day Care Director
Departmental Aide
Engineering Trainee
Human Services Program Coordinator
Lifeguard Instructor
Offset Equipment Operator Trainee
Parking Enforcement Officer
Planning Intern
Recreation Assistant
Recreation Site Coordinator
Recreation Leader
Revenue Services Supervisor
- 13 -
06. ADNMI41STRATIVE SUPPORT including Clerical and Sales)
Occupations in which workers are responsible for internal and external communication, ';recording
and retrieval of data and/or information and other paperwork required in an office. Includes:
bookkeepers, messengers, clerk typists, stenographers, court transcribers, hearing ('reporters,
statistical clerks, dispatchers, license distributors, payroll clerks, office machine and iI computer
operators, telephone operators, legal assistants, sales workers, cashiers, toll collectors, and kindred
workers.
Account Clerk
Clerk
Clerk Aide
Clerk Typist
Department Secretary
Executive Secretary
License Checker
Microfilm Clerk
Police Cadet
Police Records Clerk
Pool Cashier
Public Safety Dispatcher
Sales Clerk
Secrvary
Secretary Stenographer
Senior Account Clerk
Storekeeper
07, SKILLED CRAFT WORKERS
Occupations in which workers perform jobs which require special manual skill and a thorough and
comprehensive knowledge of the processes involved in the work which is acquired through on-the-
job training and experience or through apprenticeship or other formal training programs./', Includes:
mechanics and repairers, electricians, heavy equipment operators, stationary engineers, skilled
machining occupations, carpenters, compositors, typesetters, power plant operators, water and
sewage treatment plant operators, and kindred workers.
Building Maintenance Leadworker
Electrician Leadworker .
Electrician
Equipment Mechanic
Equipment Operator
Equipment Mechanic Leadworker
Maintenance Leadworker
Maintenance Carpenter
Sign Painter f
Welder Mechanic
c drUPI 89a - 14 -
Section 11.
WORKFORCE UTILIZATION ANALYSIS/GOALS & TIMETABLES
MINORITIES - FULL TIME
FULL TIME STAFF
08/94
New Hires
GOALS
Minorities
Needed to
Filled
Relevant Job Reflect Relevant
Positions
Market Job Market
No.
%
1994
95
%
97 98
99 2000
01
02
03
L.A. County
Officials/Admin's.
24
313
34% 5 0
0
0
1 1
1 1
1
0
0
Professionals
59
12
20
33% 7 0.
0
0
1 1
1 1
1
1
Technicians
24
12
So
47% 3 Utilized 0
0
0
0 0
0 0.
0
0
0
Protective Service
1
1
2
2
2
4
4
4
6
6
Wrkr.
175
29
17
53%
64
Parapro-
General
Population of
West Covina-
fessionals
20
5
1 25
59%
7
0
0
0
0
1
1
1
1
1
Adminis.
Support
59
26
44
53%
5
0
0
0
0
1
1
1
1
1
0
.3kffllk-
ed raft
30
9
30
61%
9
0
0
1 0
1
1
1
1
1
2
Service
Maintenance
T:-otals
cnIonnsabt2myr.694
29 -13 45 77% - 9 0- -0 0 1 1 1 -2 V 2
Goals based on 10-year projection reflect anticipated continued economic conditions. Hiring
420 109 26 beyond 5-year time period is based upon a more reasonable expectation of improved economic
factors resulting in opportunity to increase minority hires. Timing may be adjusted as conditions
allow/dictate, due to retirements, employee turnover, etc.
WORKFORCE UTILIZATION ANALYSIS/GOALS & TIMETABLES
MINORITIES - PART TIME
PART TIME STAFF
09/94
Minorities
New Hires
GOALS
Employed
Needed. to
Filled.
Relevant Job
Reflect Relevant
-
Positions
No.
%
Market
Job Market
1994
95
96
97
98
99
2000
01
02
03
Officials/Admin's.
0
0
0
L.A. County,
34%
Professionals
2
1
50
33 %
Utilization
achieved
Technicians
1
0
0
47%
1
1
Protective Service
61
13
21.3
53%
18
1
1
1,1
2
2
2
2-
2
2
3
Wrk r.
Parapro-
General
Population of
West Covina-
fessionals
121
70
1 57.85
59%
2
1
1
Adminis.
Support
24
8
33.33
53%
5
1
1
1
1
1
Skilled Craft
0
0
0
61 %
-
Service
Maintenance
5
3
60
77 %
1
1
1
* Goals based on 10-year projection reflect anticipated continued economic conditions. Hiring
Totals
214
95
.44.39 .
beyond 5-year time period is based upon a more reasonable expectation of improved economic
factors resulting in opportunity to increase minority hires. Timing may be adjusted as conditions
allow/dictate, due to retirements, employee turnover, etc.
=:to=.:mnmyr.894
Section 12., CM OF WEST COVINA
LABOR FORCE STATISTICS - BY DEPARTMENT
City Clerk
9
0
9
2
2
5 1
0 1
0
5"
77.78
City Manaqer
10
5
5
9
0
1
0
0
1°
10.00
Communications
25
4
21
18
1
5
1
0
7
28.00
Enqineerinq
31
23
8
12
2
7
10
0
19
61.29
Environmental
services
4
2
2
3
0
1
0
0
1!
25.00
Finance/City
Treasurer
25
12
13
12
0
7
6
0
13
52.00
Fire
77
75
2
69
2
6
0
0
8',
10.39
Human services
87
28 1
59
48
7
24
8
0 1
39�
44.83
Maintenance
77
.73
4
47
2
25
2
1
30,,
38.96
Personnel
6
0
6.
4
1
0
1
0
2
33.33
Planninq
14
5
9
6
0
3
5
0
8"
57.14
Police
214
152
62
165
18
29
1
1
32,;
14.95
.Redevelopment
Aqency
10
4
6
7
1
1
1
0
3;
30.00
Risk
Management
3
0
3
3
0
0
0
0.
0
00.00
Waste
Management
2
1
1
0
0
1
1
0
2
100.00
TOTAL
L594
=L210
:4::05::]Lj6
115
36
2
170
28.62
Section 13. NEW HIRE WORKFORCE ANALYSIS
1992
OFFICIALS/
(2)
(1)
(1)
ADMIN
11.11$
5.56%
5.56%
PROFESSIONALS
(3)
(3)
16.67%
16.67%
TECMfXCIANS
(1)
(1)
5.56%
5.56%
PROTECTIVE
(3)
(3)
SERVICES
16.67%
16.67%
PARA—
(0)
PROFESSIONALS
ADMIN SUPPORT
5
1
4
27.788
5.56%
22.22%
SKILLED CRAFT
(0)
SERVICE
(4)
(1)
(3)
MAINTENANCE
22.22%
5.56%
16.67%
><
18
1
1
1
1 5
5.56$
5.56$
5.56$
83.33%
c:%wp5ixr,k lawum.pi&%worf o=.nh
- 19 -
NEW HIRE WORKFORCE ANALYSIS
1993
c:lwpSlTdcs%Aftirm.pialworkfosc.uh - 20 -
NEW BMIE WORKFORCE ANALYSIS
Jan 94 - June 94
OFFICIALS/
(0)
ADMIN
PROFESSIONALS
(0)
TECMICIANS
(0 )
PROTECTIVE
(1)
(1)
SERVICES
50.00%
50.00%
PARA—
(1)
(1)
PROFESSIONALS
50.00%
50.00%
ADMIN SUPPORT
(0)
SKILLED CRAFT
(0)
SERVICE
(0)
MAINTENANCE
2
2
100%
100$
e:\wp5lVUu\aiTum.pla\workfone.ah
Section 14. PLAN V IPLEMENTATION
In order to assure successful implementation of this plan, the following actions will I!be taken:
1. The City's Affirmative Action Plan will be communicated to all employees during
New Employee Orientation meetings. Employees will be provided an opportunity
to discuss the City's Plan and instructed as to their responsibility to, assure its
success.
Z. The City's Equal Opportunity Policy will be posted on bulletin boards throughout
the organization to assure a high level of visibility by employees.
3. The City's Affirmative Action Committee, a representative body comprised of
individuals from all levels throughout the organization, will become a regular
standing committee, for ' the purpose of monitoring the City's efforts.
4. Contracts between the City and vendors will include language referring to the
ii
City's equal employment opportunity policy and reference the affirmative action
obligations of contractors regarding individuals with handicaps, disabled veterans,
and other protected groups.
5. Minority and female employees will be encouraged to participate in all City
sponsored educational training activities.
6. All job. classification specifications will be written in conformance with the
American with Disabilities Act and will include required job related knowledges,
skills, and abilities.
i. At the conclusion of each recruitment process, a Candidate Record will be
completed by the hiring authority providing written documentation as to what
basis a candidate is hired or rejected.
�:,�too.asa
:no Fv.... �.^ h.??...„. �,rSaJ., �:. .._ .,; s� _ . ,:. �.r. it .,., �. � ._:,lam C .�. _ �!__, ., ... ?rf. -t; a .,�.. .. ..t . .._ ^�,v'.. -..� ._ ! �._ .•�:%a.+ , .. .... I�i;h k� �.3. ��r�'" .'� �ktY;t,r �.�5,':�:?