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HomeMy WebLinkAbout0946 ResolutionRESOLUTION NO. 9 4 6 A RESOLUTION OF THE CITY OF PASCO APPROVING AN AFFIRMATIVE ACTION PROGRAM. APPLICABLE TO ALL OF THE DEPARTMENTS OF THE CITY. WHEREAS, It is in the public interest that equal employment should exist for all of the people of the City, including initial hiring and promotional opportunities; and WHEREAS, The City should assume a leadership role in accomplishing this goal and in doing this seek to improve its own compliance in accordance with timetables established herein; and WHEREAS, In addition effective Affirmative Action Programs are required by many Federal Agencies for on-going funding assistance; NOW, THEREFORE THE CITY COUNCIL OF THE CITY OF PASCO DO RESOLVE AS FOLLOWS: Section 1 . That the plan attached hereto entitled Exhibit "A" (together with current profile charts also attached and included as Exhibit "B") is hereby declared to be the Affirmative Action Program of the City of Pasco. Section 2. That the goals set in the said program, namely that in the three year period ending December 31, 1976 at least 12% of the total regular work force of the City shall be Minority in origin and 25% of the total work force shall be female, are hereby approved . Section 3. That the City Manager, or his designee, is hereby charged with the re- sponsibility to initiate appropriate actions to attain and/or exceed these goals. Section 4. That this resolution shall be in full force and effect after its passage as required by law. PASSED by the City Council and APPROVED as provided by law this 5 t h day of March 1974. �� -- Attest: /� / Donald D. Linton, Mayor City' Cler Approved` to form: J9. D. Wayne Ca Abell, aCiotyyttorney SPEED LETTER® '�. TO � .FFROM ile � •� Esther+ �• -_ 0. �...�..w*�M W` SUBJECT Affirmative Action Program, City of Pasco -NO. 9 fl 10 FOLD MESSAGE DATE March 6, 19 -7 -4 - When the Xerox Machine is in good working order,' copies of this should be mailed to; o Larry Coons, City Manager George Kljg4pel, Ex. Dir. City Hall n- n Governmental Conf.. Rif-hInnrl Washington 99352 906 jadwin Avenue, Richland A _ H _ ["nlh City Manager StAta T-aw & justice A.-.--0!Cgn-gpr City of Kennewick East Pasco Neighborhood Council P. %'J. Box 6108 ilarry Forbes Kennewick, Washington 99336 SIDE. M. Magee, NAACP Q REPLY DATE 19 —NO. 9 FOLD —No. 10 FOLD SIGNED ® "SNAP -A -WAY" FORM 44.902 8 PARTS WILSON JONES COMPANY • ©1.991 -'PRINTED IN U.S.A. RETAIN WHITE COPY,.RETURN PINK COPY 879 EXHIBIT "A" AFFIRMATIVE ACTION PROGRAM CITY OF PASCO February, 1974 I. POLICY STATEMENT It is the policy of the City of Pasco to vigorously promote the objectives of public policy as set forth in the Equal Employment Opportunity Act of 19 72 (42 U.S. C . 2000 e et seq.) and Presidential Executive Order 11246. To implement this policy, the City Council does adopt this affirmative action program. The goal of this pro- gram is to ensure that equal employment opportunity is a fact rather than a promise. This affirmative action program sets out specific steps to be taken to ensure that none of the City's personnel policies or practices discriminate against any individual on the basis of race, color, religion, sex, age, marital status, national origin, or physical disability unless based upon a bona fide occupational qualification. Furthermore, it specifies steps to be taken to actively promote the employment op- portunities of minorities and women. The City Manager, or his designee, is hereby given the responsibility to implement this affirmative action program. However, every employee is responsible for the ultimate success of the program. Performance on this affirmative action program will be rigorously audited and evaluated each 12 months commencing July 1, 1974. II. COMMUNICATION OF THE PLAN A. Internal Communications. 1 . A letter shall be sent to all employees regarding this affirmative action plan. 2. Special meetings of the employees shall be held to discuss the program and answer questions. 3. A written memorandum shall be sent to all Department Heads informing them of their general responsibilities regarding the affirmative action pro- gram. 4. Special meetings shall be held quarterly with Department Heads to discuss progress and problems relative to the program. 5 . Summary reports on affirmative action performance shall be annually dis- tributed to all employees. 6. Every employee shall be informed of the administrators to whom questions can be directed and whose counsel may be sought regarding the program. B. External Communications. 1. All employment advertisements shall contain the words "An Equal Oppor- tunity -Affirmative Action Employer"; and should not contain indications as to preferance for apllicants in terms of their sex, race, color, marital status, national origin or physical disability. 2. A notification letter shall be sent to employment sources and minority or- ganizations informing them of the City's affirmative action policy and ask- ing for their active cooperation. The letter shall also state that the sources shall be promptly notified of all job openings. REV. 3-4-74 EXHIBIT • "A" -2 - 3. A notification letter shall be sent to all vendors, suppliers, and sup- ply contracts with whom the City generally does business informing them of this affirmative action commitment and soliciting their coopera- tion. 4. A notification letter concerning the City's affirmative action policy shall be sent to unions and employee associations with whom the City deals asking for their active cooperation. 5. A letter shall be sent to local minority contractors when construction is contemplated soliciting their bids or involvement in the work. 6. The City should have representation on the area coordinated Manpower Planning Board to assure job training programs are in keeping with the objectives of this affirmative action program. III. MANAGEMENT RESPONSIBILITY A. General Responsibility. 1. The actions of every employee are important to achieving the plan's objectives. Disciplinary actions shall be taken against anyone found to be deliberately obstructing implementation of the plan. 2 . Performance in meeting affirmative action objectives shall be carefully included in all future performance reviews. Future promotability and merit increases shall be as dependent upon affirmative action results as on any other important duties assigned to supervisory personnel. B. Appointment and Responsibility of the E. E. O. Officer. 1. The City Manager or his designee is hereby appointed E. E. O. Officer. He (or she) has the responsibility for developing procedures to imple- ment this plan, to establish goals and timetables and to audit and evalu- ate the success of these procedures . 2. He shall receive and provide for the prompt, fair and impartial considera- tion of all complaints of discrimination based on race, color, religion, sex, age, marital status, national origin, or physical disability in City employment or conditions of employment, and take appropriate remedial action when necessary. C. Responsibility of Department Heads. 1 . They shall analyze their work force relative to utilization of minorities and women. 2 . They shall set goals and timetables for bringing their departments into compliance with the overall affirmative action program. 3 . They shall actively promote a positive climate in their departments con- cerning affirmative action. 4. They shall counsel and give special help to women and minority employees,. particularly regarding promotional opportu'nitie's within their departments . REV. 3-4-74 -3 - IV. DEPARTMENT PERSONNEL PRACTICES: A. Recruitment. EXHIBIT "A" 1 . Interest in employment opportunities in the jurisdiction shall be stimu- lated by participation in appropriate activities in the local area. 2 . Efforts to hire minority and women employees for part time and summer positions shall be made to encourage their interest in full time employ- ment opportunities with the jurisdiction. B. job Analysis and Restructuring. 1. Job descriptions shall be reviewed, and revised where appropriate, on a schedule so as to assure reflection of current work behaviors . 2. Job specifications shall be reviewed to assure they are related to job content and are set at the minimum level needed for entrance into the job. C. Selection Process. 1. Application blanks and employer records shall be reviewed and re- vised to insure all questions not related to job performance or which operate to the detriment of minorities and women are eliminated. 2. Other selection criteria such as physical or education requirements shall be reviewed and revised to insure job relatedness. Specifically this includes, but is not limited to, height .and weight requirements, educational degrees, years of work experience, etc. 3. Review and, as necessary, modify performance rating systems and all other qualification and testing requirements used in selecting personnel for city positions to ensure that they are job-related, valid under Federal, State and local law, and to the greatest extent possible, free from cul- tural bias and institutionally discriminatory practices. 4. Work with the Civil Service Commission toward implementation of em- ployment opportunities for under=represented persons. 5. Interviews and/or testing shall be carefully structured to seek only infor- mation that is job related. D. Promotion, job Assignment, and Termination. 1. Where feasible, training shall be set up to enhance promotability. 2 . Records shall be kept indicating the movement of minorities and women within the City of Pasco relative to promotion, job assignment, layoff, and recall. 3 . Employees shall be terminated only for just cause or their own volition. Exit interviews will be conducted in the case of voluntary resignations of minorities and women to see if any factor under the City's control is re- sponsible. EXHIBIT "A" E. Traininq . 1 . Whenever the City of Pasco sponsors any training activity, special attention and consideration shall be given to securing the participa- tion of minorities and women. 2 . Where formal training is necessary to qualify an individual for a job, in-house training programs shall be established whenever feasible. 3 . Where lack of resources restrict training opportunities that the City can offer, it shall seek the cooperation of other employers in request- ing local educational institutions to set up training programs so as to increase the numbers of qualified women and minorities in the labor force . F. Compensation. 1. Pay rates shall be equalized where jobs require substantially equal skill, effort and responsibility. 2. All fringe benefit programs shall be reviewed and revised where neces- sary to assure that they are equally available to every employee. Par- ticular attention shall be paid to the availability of fringe benefits to female employees, especially in areas such as disability leave for child- birth, retirement systems, and insurance programs. 3 . Working conditions shall be reviewed to ensure that for each job or job classification substantially similar conditons prevail. Specifically this will include review of work schedules, opportunities for overtime work, scheduling of vacations, and other similar items. G. Labor Relations. 1 . A non-discrimination clause shall be written into all labor contracts . It shall state substantially that: It is mutually agreed that there shall be no discrimination because of race, color, religion, sex, age, marital status, national origin, or physical disability unless based upon a bona fide occupational qualification. Union and management representatives shall work cooperatively to assure the achiev- I ment of equal employment opportunity. Any employee who fails to cooperate toward this end shall be subject to disciplinary action. 2. Examination of all provisions of each labor contract shall be done to dis- cover if any of its provisions work to the detriment of minorities and women. H. Grievance Procedures. 1. Employees covered by a negotiated labor contract containing a grievance procedure shall be encouraged to use it in seeking relief from alleged dis- criminatory practices. 2 . Employees shall be encouraged to informally seek the advice and counsel of the E.E.O. officer when they suspect they may have been treated in a discriminatory fashion. EXHIBIT "A" V. WORK FORCE AND LABOR MARKET ANALYSIS 1 . The E .E .O. officer shall annually conduct a census of its employees by job class and Department to assess current utilization patterns for women and minorities. 2. The E.E.O. officer shall annually make a :study of fut-ure manpower needs based on expected rates of attrition and employment growth projections. 3 . The E .E .0. officer shall study the training capabilities of area educational in- stitutions and craft unions as first steps toward increasing the availability of qualified women and minorities. VI,.. GOALS AND TIMETABLES, 1 . It is the City's firm commitment to correct the current under -utilization of women and minorities with all deliberate speed. Based on the attached analysis (Exhibit "B") the City believes it will take a minimum of three years to reach this objective. The overall goal in the next three years is that at least 12% of the total workforce shall be minority in origin and 25% of the workforce female. 2 . Each year the City of Pasco shall concentrate efforts on the job classifica- tions and Departments where the greatest imbalance and/or greatest potential for employment opportunities of minorities and women exists. 3. Annually the goals and timetable shall be updated. 4. The E .E .O. officer shall be responsible for insuring that these steps are carried out. He shall annually identify affirmative action priorities and communicate these to all Department Heads. VII. AUDIT AND EVALUATION 1 . The E.E.O. officer shall continually monitor progress being made in meeting the objectives of this plan. Where appropriate, periodic revisions in the an- nual affirmative action plan shall be made. 2. Each year the E.E.O. officer shall prepare an annual report assessing the per- formance of the City of Pasco and its Departments regarding the plan. 3 . The E.E.O. officer annually shall prepare and submit reports to the Equal Em- ployment Opportunity Commission, the Washington State Human Rights Commis- sion, and to all other appropriate governmental agencies having responsibility for the City's affirmative action performance. CITY OF PASCO Comments on Chart V. Chart V displays the composition of the employees of the City (in a.conderised .format)xt as required by the Federal Equal Employ- ment Opportunity Commission. Because of the number of employees of the City such a report must be submitted to the Federal Govern- ment as of June 30th of each year. This breakdown is somewhat different than the Departmental break- down included in the City budget and as shown on the preceding charts. However, for Federal review and evaluation purposes the information as shown in this chart is significant. One will note that there has been some reduction of force between June 30th and the December 11, 1973 payroll. This is primarily due to reduction in field crews during the winter and Urban Renewal cutbacks. Percentage -wise the make up of the work force has not changed significantly between June and December of 1973. EXHIBIT "B" CITY OF PASCO CURRENT PROFILE CHARTS February, 1974 1 . Chart I: Current Utilization Patterns of Regular Full Time Employees (from 12-11-73 2 -week Payroll) 2. Comments on Chart I 3. Chart II: Sex and Salary of Full Time Employees (based on 12-11-73 2 -week Payroll) 4. Comments on Chart II 5. Chart III: Race and Salary of Full Time Employees (based on 12-11-73 2 -week Payroll) 6. Comments on Chart III 7. Chart IV: Anticipated Employee Changes 8. Comments on Chart IV 9. Chart V: E.E.O. 4 Report to Equal Employment Opportunity Commission (June 30, 19 73 ) 10. Comments on Chart V CITY OF PASCO Current Utilization Patterns of Regular Full Time Employees (from 12-11-73 2 -week Payroll) CHART I V Caucasian M inority Male Female Male Female Line Department Employees Salary No. Amt. No. , Amt. No .. Amt. No-. :. Amt. 1 judicial 1 264 0 0 1 264 0 0 0 0 2 Executive 2 1,319 1 992 1 327 0 0 0 0 3 Com. Dev. 8 2,704 5 1,691 1 553 1 206 1 254 4 Library 7 1,773 0 0 7 1,773 0 0 0 0 5 Urban Ren. 4 1,397 0 0 1 252 1 565 2 580 6 Adm. Serv. 11 3,579 1 658 9 2,641 1 280 0 0 7 Public Safety 59 22,997 50 20,203 6 1,716 3 1,078 0 0 7-a Police 33 12,882 25 10,351 6 1,716 2 815 0 0 7-b Fire/Amb 26 10,115 25 9,852 0 0 1 263 0 0 8 Public Works 42 15,187 35 12,984 2 528 5 1,675 0 0 8-a Rec & Parks 8 2,764 6 2, 179 1 248 1 337 0 0 8-b Golf 3 1,052 3 1,052 0 0 0 0 0 0 8-c Water/Sewer 18 6,912 18 6,912 0 0 0 0 0 0 .8-d Street 6 2,136 5 1,806 0 0 1 330 0 0 8-e Cemetery 3 1,035 2 698 0 0 1 337 0 0 .8-f Equ Rental 4 1,288 1 337 1 280 2 671 0 0 9 Total 134 $49,220 92 $36,528 28 $8,054 11 $3,804 3 $834 10 % of Work Force 100 69 21 8 2 11 Avg Salary per Person $367 $397 $288 $346 $278 V CITY OF PASCO (Comments on Chart I Chart I indicates the total number of employees in each of the operational departments of the City together with the departmental salary. The salaries shown are for the two week payroll period ending December 11, 1973. Part-time and temporary employees are not included. A breakdown has been made for Male Caucasian, Female Caucasian, Minority Male and Minority Female. Public Safety employees, including police and fire, are summarized on Line 7. Public Works is summarized on Line 8 which includes Recreation, Parks, Golf, W-ater, Sewer, Street, Cemetery and Equipment Rental. Line 10 indi- cates 69% ofcthe. tef'a�l C orkE�fo'rcezare '/M -ale Caucasians, 21% are Female Caucasians, 8% are Male Minorities and 2% Female Minorities. Line 11 shows the average salary per person and also indicates the male caucasian has the highest salary and the female minority the lowest. CITY OF PASCO Sex and Salary of Full Time Employees (based on 12-11-73 2 -week Payroll) CHART II 9 Total: 1B314 $367 103 770/81. $392 31 23% $287 No. Avg. Salary Male Female Line: Depa1tm&nt:,.,�t:' : Employees: Per No. % Avg Sal No. % Avg Sal 1 Judicial 1 264 0 0 0 1 100 264 2 Executive 2 660 1 50 992 1 50 327 3 Community Dev. 8 338 6 75 316 2 25 404 4 Library 7 253 0 0 0 7 100 253 5 Urban Renewal 4 350 1 25 565 3 75 277 6 Adm. Serv. 11 325 2 18 469 9 82 293 7 Public Safety 59 390 53 90 402 6 10 286 7-a Police 33 390 27 82 413 6 18 286 7-b Fire/Amb. 26 389 26 100 389 0 0 0 8 Public Works 42 362 40 95 366 2 5 264 8-a Rec. & Parks 8 346 7 87 360 1 13 248 8-b Golf 3 351 3 100 351 0 0 0 8-c Water/Sewer 18 384 18 100 384 0 0 0 8-d Street 6 356 6 100 356 0 0 0 8-e Cemetery 3 345 3 100 345 0 0 0 8-f Equ Rental 4 322 3 75 336 1 - 25 280 9 Total: 1B314 $367 103 770/81. $392 31 23% $287 CITY OF PASCO Comments on Chart II Chart II summarizes by department the number, percent and average salary of male and female employees. Line 7 shows a summary of Public Safety employees including police and fire. Public Works employees are shown on Line 8 which includes Recreation, Parks, Golf, Water, Sewer, Streets, Ceme- tery, and Equipment Rental. In summary, the average salary for a two-week period for each regular full time employee is $367. 77% of the work force is male who average $392 each per pay period. 23% of the work force is female for which the average two-week salary is $287. The ratio of female to male employees in the entire work force in the United States is 37.5%. This, of course, includes enterprises which have high per- centages of office workers, unlike this City which has a substantial number of field oriented personnel. Historically in this country, unlike some foreign countries, women have not participated to a substantial extent in outside work. In order for the percentage of female employees to increase substantially in the City's workforce women will have to become interested and subsequently available to participate in outside work. As a result, taking into account the Urban Renewal reduction of force indicated elsewhere in the comments on the charts, female participation in the regular workforce of the City in the amount of 25% at the end of 1976 is a reasonable estimate. Line 3. Community Development, indicates a high average salary for the females compared to the males. This is the result of the City Engineer who is female and the Department Head. Line 4. Library, female preponderance perhaps reflects the traditional emphasis on Librarians being female. Over and above this, the average salary is one of the lower for any of the departments. Prior to 1973, when the City contracted with Mid -Columbia Regional Library to furnish library services, the Pasco Library Board set the salaries for library employees which, in some instances, were lower than had been allowed in a comprehensive pay plan for all City em- ployees. Commencing in 1973, however, the Mid -Columbia Regional Library Board sets the salaries for the staff serving in the Pasco Library. The contract with Mid -Columbia Regional Library runs at least through 1974 and 1975 and possibly will be renewed beyond that point. As long as the contract remains in effect the City of Pasco will have no influence on the salaries paid to these employees. The City should advocate for male involvement. Line 5. Urban Renewal, indicates a much higher salary for the male as compared with the female staff. However, the male is the department head and the females include stenographic help. Line 7, Public Safety, is of particular interest. This indicates that 10% of the employees are female which primarily have matron, clerk and stenographic re- sponsibilities. This city has no policewomen as such. Also, there are no fe- male employees in the fire department. In some areas around the country news REV. 3-4-74 Comments on Chart II -2- media reports indicate that females are entering into the fire service. Being on a 24-hour shift in Pasco would cause some physical problems in sleeping accommodations if females were to be hired. Line 8, Public Works, summarizes the several divisions indicated. The two female employees in the Public Works Department are stenographic and clerical. This causes the relatively large difference in comparative salaries . Interestingly, under the Operation Mainstream Program a female is now getting on-the-job training with the City and shows much promise in mechanical and equipment handling skills. The local Washington State Employment Office has no information on the avail- ability of people locally by sex for the many types of jobs in the City's work force. In addition there is no specific formal training or schooling available for females to compete in what has typically been male oriented jobs. As a result to increase the percentage of workforce as mentioned hereinabove it may be necessary to institute such special training programs. CITY OF PASCO Race and Salary of Full Time Employees (based on 12-11-73 2 -week Payroll) CHART III No. Avg. Salary Caucasian Minority Line: Department: Employees: Per No. % Av Sal No. % Av Sal 1 judicial 1 264 1 100 264 0 0 0 2 Executive 2 660 2 100 660 0 0 0 3 Community Dev. 8 338 6 75 375 2 25 230 4 Library 7 253 7 100 253 0 0 0 5 Urban Renewal 4 350 1 25 252 3 75 382 6 Administrative Ser. 11 325 10 91 330 1 9 280 7 Public Safety 59 390 56 95 392 3 5 359 7-a Police 33 390 31 94 389 2 6 408 7-b Fire/Amb. 26 389 25 9:63 394 1 4 263 8 Public Works 42 362 37 88 365 5 12 335 8-a Rec. & Parks 8 346 7 87 347 1 13 337 8-b Golf 3 351 3 100 3S1 0 0 0 8-c Water/Sewer 18 384 18 100 384 0 0 0 8-d Street 6 356 4 83 361 1 17 330 8-e Cemetery 3 345 2 67 349 1 33 337 8-f Equip. Rental 4 322 2 50 309 2 50 336 9 Total: 134 $367 120 90% $372 14 10% $331 Jr. CITY OF PASCO (Comments on Chart III) Chart III summarizes by department the number, percent and average salary of Caucasian and Minority employees as compared to the total departmental average. Line 7 summarizes public safety employees including police and fire. Public Works employees are summarized on Line 8 which includes Recreation, Parks, Golf, Water and Sewer, Streets, Cemetery and Equipment Rental. In summary, the average salary for a two week period for regular full time employees is $367. 90% of the work force is Caucasian who average $372 each per pay period. 10% of the work force consists of minority employees for which the average salary is $33.1 per pay period. The ratio of minority to caucasian employees in the entire work force of the United States is 88.9% Caucasian and 11 .1% Minority and of the state 96% Caucasian, 2% Black and 2% Spanish Surname. More meaningful, however, is that 11 .7% of the people living within the City of Pasco are minority. In the Tri -City area 7.2% are minority. As a result this City should have on its regular workforce at least 12% minority people. At present there are 10%. This represents an increase in at least three positions. Inasmuch as Urban Renewal will be phasing out as described below Which will result in a loss of three minority positions, six of the new hires within the next three years will need to be minority. Line 3, Community Development, Minority pay is low compared to Caucasian inasmuch as one is a New Careers training position and the other clerical and stenographic. Line 4, Library, indicates no minority employees. As stated in the narrative on Chart II, the City does not have direct control over the Library employees as a re- sult of a contract with the Mid -Columbia Regional Library. Obviously, the City should advocate to the Regional Library that one or more minority people be in- cluded in the staff. Line 5, Urban Renewal, has a relative high percentage of Minority employees. However, Urban Renewal will be phasing out during 1974 or early 1975. As a result, these positions will be terminated and effort should be made to retain the employees, or equivalent positions, in other areas of the City's work force. Line 7, Public Safety, summarizes Line 7-a and 7-b being Police and Fire. Five percent are minority. This percentage should be improved. Further, the comparatively low salary of the one minority in the fire department results from his being an E.E.A. ambulance driver and not a regular fire fighter. Line 8, Public Works, indicates that 12% of the work force is Minority which on an overall basis is quite acceptable. While the water and sewer division does not have Minority personnel, several of the others have a greater percentage. Com- parative salaries between the Caucasian and Minority people in the Public Works de- partment are better than in other departments . Comments on Chart III -2- Training for minorities consists basically of apprenticeships through the Unions and also training and/or schooling available through Columbia Basin Community College. Certainly the City should advocate that such training or schooling be oriented towards preparing people for the positions that the City anticipates hav- ing openings for in the next several years. U) N a O U Qi H C/) Q) w ° r� w a a O w a x CJ U +� C$ a U .� c0 O O r i O O O 'l' N c"l O O r -i 0 0 o LO t\ LO O O N O O N M- N r O O O r-+ O O 00 � t\ b C) r+ -I O O N N O N r+ O O O O r-1 11, CO Z t\ 4' CO O O 1 O O O ' N N —4 O O H 0 0 0 CO N 4� � Lo O O N O O O M N r O O O H O O CO Q O t� IJ.. 0 o o r. o o CD 00000r -a O Ln N - O G-1 41 �F-I La O O co O N 4� .--1 LO r -i 1-4 rl� a � s~ o � � 4 : ro 4 Ln E �. `. w U U co 4- r0 a b Lr) t\ O H W M r-1 (y 00 rl r -I Cn M (.0 N 00 Cl) OO Q0 M t\ O r -i to M N IVM 0-)77 ri H ,� cn N v 41 (0 411 a � �ro r U� �CO r(o� r. .. w vU o Q w U a a a H N (a -Q0 S] U '0 N va I I 1 1 1 1 1 1 r�i 1 N M 1;31 Ln (0 L- [- r� N ' co 00 co co M 00 Q) a CITY OF PASCO Comments on Chart IV Chart IV displays the total number of employees in each of the opera- tional departments of the City as of the December 11, 1973 payroll. The balance of the chart attempts to forecast changes during 1974, 1975 and 1976 due to attrition, retirement or due to reduction of force (ROF) . Obviously such forecasting is subject to decreasing accuracy further into the future. In addition the Chart includes estimates for additional staff due to the departments increasing the amount of services they deliver. This also is a rough estimate, particularly in 1975 and 1976. Finally, the Chart summarizes the anticipated number of new hires dur- ing the next three years. Presumably, these new hires will provide the openings by which the City will attempt to achieve its affirmative action goals. However, the completion of the Urban Renewal Project in 1975 as shown (or possibly very late in 1974) will release 1 male minority, 1 fe- male caucasian and 2 female minorities. This will reduce the City's pre- sent level of compliance. An average of 7 new hires a year for the next 3 years appears to be a reasonable estimate. To maintain the level of compliance 4 of these would have to be similar to those leaving the Urban Renewal Department. The balance of the 17 positions are available to attain increased com- pliance if this is determined to be desirable or necessary. mbw:e s �c Police Protection 0.1 - 3.9 1 4.0 - 5.9 6.0 - 7.9 6 8.0 - "9'-9 16 2 CONDENSATION 10.0 - 12.9 6 of E.E.O. 4 REPORT TO EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Total (33) 23 June 30, 19 73 2 0 _ 6 0 0 0 Fire Protection CHART V. 6.0 - 7.9 3 Male Female Dept. & 8.0 - 9.9 6 Spanish Spanish Salary White Black Sur. Other White Black Sur. Other 13.0 - 15.9 1 Financial, Administrative & General Control 0 0 0 _ 0 0 0 0 0.1 - 3.9 6 1 4.0 - 5.9 1 1 6.0 - 7.9 7 1 8.0 - 9.9 1 1 2 10.0 - 12.9 1 13.0 - 15.9 16.0 - 24.9 1 1 1 0 _ 1 0 0 0 25.0 Plus 1 Total (22) 10 1 0 0 11 0 0 0 Streets & Highways 8.0 - 9.9 4 1 10.0 - 12.9 1 Total (6) 5 1 0 0 0 0 0 0 Police Protection 0.1 - 3.9 1 4.0 - 5.9 6.0 - 7.9 6 8.0 - "9'-9 16 2 1 10.0 - 12.9 6 13.0 - 15.9 1 Total (33) 23 2 2 0 _ 6 0 0 0 Fire Protection 6.0 - 7.9 3 8.0 - 9.9 6 10.0 - 12.9 12 13.0 - 15.9 1 Total (22) 22 0 0 0 _ 0 0 0 0 Natural Resources/ Parks & Recreation 6.0 - 7.9 2 1 8.0 - 9.9 8 1 1 10.9-- 12.9 13.0 - 15.9 1 Total (14) 11 1 1 0 _ 1 0 0 0 46. * 4r 28 CONDENSATION 0 0 8.0 - 9.9 1 of 0 0 E .E .0.4 REPORT TO EQUAL EMPLOYMENT OPPORTUNITY COMMISSION ` Total (6) June 30, 1973 Library 1 4.0 - 5.9 CHART V. (Continued) 6.0 - 7.9 4 Male Female Dept. & Total (7) Spanish Spanish Salary White Black Sur. Other White Black Sur. Other 68.5 6 0 Housing 6.0 - 7.9 1 8.0 - 9-9 10.0 - 12.9 2 Total (3) 3 0 0 0 0 0 0 0 Community Development 4.0 - 5.9 1 1 6.0 - 7.9 1 8.0 - 9;1.9 1 10.0 - 12.9 1 13.0 - 15.9 1 Total (6) 3 1 0 0 1 1 0 0 Utilities & Transportation 6.0 - 7.9 1 1 1 8.0 - 9.9 8 1 10.0 - 12.9 1 13.0 - 15.9 1 Total (14) 11 1. 1 0 1 0 0 0 Sanitation & Sewage 8.0 - 9.9 8 10.0 - 12.9 2 Total (10) 10 0 0 0 0 0 0 0 Urban Renewal 4.0 - 5.9 28 6.0 - 7.9 0 0 8.0 - 9.9 1 10.0 - 12.9 0 0 13.0 - 15.9 1 Total (6) 0 2 Library 1 4.0 - 5.9 0 0 6.0 - 7.9 4 8.0 - 9.9 10.0 - 12.9 _ Total (7) 0 0 Grand Total: 1 143 98 9 % of Total 68.5 6 4 0 28 1 0 0 3 0 1 3 0 0 2 0 0 1 3 0 0 4 2 _ 1 0 0 7 0 _ 0 0 4 0 28 4 0 0 3 0 19.5 3 0 0