HomeMy WebLinkAbout1154 ResolutionRESOLUTION NO. 1154
WHEREAS it is in the public interest that equal employment
exist for all the people of the City of Pasco, including initial
hiring and promotional opportunities, and
WHEREAS the City of Pasco should assume a leadership roll in
accomplishing this goal and in doing this to seek to improve its own
compliance in accordance with the time tables established herein, and
WHEREAS effective Affirmative Action Programs are required by
many federal agencies for on funding assistance; NOW, THEREFORE,
BE IT RESOLVED BY THE COUNCIL OF THE CITY OF PASCO:
That the Affirmative Action Plan attached hereto and by this
reference incorporated herein as Exhibit "A" (together with the current
profile charts) be and the same is hereby declared to be the Affirmative
Action Program of the City of Pasco; that the goals set forth in said
program are hereby approved; and that the City Manager of the City of
Pasco, or his designee, be and is hereby charged with the responsibility
to initiate appropriate actions to attain and/or exceed these goals.
PASSED by the City Council of the City of Pasco, Washington,
this 6 day of March 1978.
s —
Chet Bailie, Mayor
ATTE$,3�''--
E e s, Deputy City Clerk
APPROVED AS TO FORM:
Michael E. Cooper, Uity Attorney
EXHIBIT "A"
AFFIRMATIVE ACTION PROGRAM
-CITY OF PASCO
September 1, 1977.
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 1972 (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 program
is to ensure that equal employmentopportunity 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 opportunities 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 annually.
II. COMMUNICATION OF THE PLAN
A. Internal Communications.
1. A letter shall be sent to all employees regarding this
affirmative action.plan`annually.
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 program.
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 distributed 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 Opportunity -Affirmative Action Employer"; and should
not contain indications as to preferance for applicants in
terms.of their sex, race, color, marital status, national
origin or physical disability.
Revised 9-1-1977
2. A notification letter shall be sent to the employment
sources, minority and women organizations (list attached)
informing them of the City's affirmative action policy and
asking for their active cooperation. The letter shall also
state that the sources.shall be promptly notified of all job
openings.
3.
A notification letter shall be sent to all vendors, suppliers,
and supply contracts with whom the City generally does business
informing them of this affirmative action commitment and
soliciting their cooperation.
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.
N
A letter shall be sent to all local minority contractors when
construction is contemplated soliciting their bids or
involvement in the work (list attached).
III. MANAGEMENT RESPONSIBILITY
A. General Responsibility.' ...
1.
It is the responsibility of every employee of the City of Pasco
eV15ed
�---"
that the program objectives be met. 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 implement this plan and to -audit and evaluate
the success of these procedures.
2. He shall receive and provide for theprompt, fair and impartial
consideration 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 women and handicapped.
2. They shall set goals and timetables for bringing their departments
into compliance with the overall affirmative action programa
3. They shall actively promote a positive climate in their
departments concerning affirmative action.
4. They shall counsel and give special help to women, minority
and handicapped employees, particularly regarding promotional
opportunities within their departments..
-2-
Revised 9-1-1977
IV. DEPARTMENT PERSONNEL PRACTICES
A. Recruitment.
eJ�s eL 1. The City-will'contact, at a minimum, the following -organizations
for the recruitment of minorities, women and the handicapped
for full-time employment: East Pasco Neighborhood Council;
Benton -Franklin Occupational Industrialization Center; Tri -Cities
Latin-American Association; Community Affirmative Action Program;
National Association of the Advancement of Colored People;
Washington State Human Rights Commission; National Organizations
for Women; Columbia Basin College; Central.Washington State
University and the local.State Office of Employment Security.
2. Efforts to hire minorities and women for seasonal employment
shall be made by contacting the above sources and encourage
their interest in full-time employment with the City, where
feasible, with -the City providing assistance -in appropriate
training programs (see part IV -E Training).
B. Job Analvsis and Restructuring.
1. Job descriptions shall be reviewed, and revised where appropriate
on a schedule so asto 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
revised 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
2e.,, J all other qualifications and testing -requirements used in
selecting personnel for city positions to ensure that they are
job-related, valid under Federal, State and local law, free
from cultural bias and institutionally discriminatory practices.
4. Work with the Civil Service Commission toward implementation
of employment opportunities for under -represented persons.
5. Interviews and/or testing shall be carefully structured to seek
only information that is job related.
D. Promotion, Job Assignment and Termination.-
1.
ermination.
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 responsible.
-3-
Revised 9-1-1977
it/e w 4. Assure that there shall be no discrimination with regard to
upgrading, promotions, transfer and demotions, lay-off and
termination, of employees. Supervisors and department heads
shall be instructed to consult with the City's E..E.O. officer
prior to any actions which might adversely affect minority.
employees.
E. Training.
1. Whenever the City of Pasco sponsors any training activity,
special attention and consideration shall be given to securing
the participation 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 the local
educational institutions to.set up training and educational
programs so as to increase the numbers of qualified women and
minorities in the labor force.by reimbursing them for tuition
fees and book charges for approved job oriented courses.
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 necessary to assure that they are equally available to
every employee. Particular attention shall be paid to the
availability of fringe benefits to female employees, especially
in areas such as disability leave for childbirth, retirement
systems, and insurance programs.
3. Working conditions shall be reviewed to -ensure that for each
job or job classification substantially similar conditions
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
achievement 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 discover 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 discriminatory practices.
-4-
Revised 9-1-1977
2. Employees shall be encouraged to informally seek the advise of
counsel of the E.E.0 officer when they suspect they may have been treated
in a discriminatory fashion.
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 future manpower needs based
on expected rates of attrition and employment growth projections.
3. The E..E.O. officer shall study the training capabilities of area educational
institutions and craft unions as first steps toward increasing the availability
of qualified women and minorities.
VI. GOALS AND TI14ETABLES
1. Based on the job category analysis (Chart VI) 150 of the officials and
managers in the Benton and Franklin Counties labor market is female and
2% is in the minority group. 320 of the professional and technical workers
are female and 4% in the.minority group. 30 of the skilled craft workers are
female and 3% minority group. The Service Workers category includes police
and fire., protective service workers, personnel. Data supplied by the
Employment Security Department for Affirmative Action Programs indicate
that there is a 5.5% ethnic minority population in the labor force in the
City of Pasco's service area and a 36% female labor force.
2. The City currently employs 10% ethnic minorities and 24% female. However,
I
he greatest under -utilization of minorities and women is in the official and
managers, skilled craft categories and Police and Fire Departments.
3. The goal in the next three years is to employ or promote two females. -in admin-
istrative position, one female in skilled craft, two ethnic minorities in each
of the.following.:departmbnts: Fire.and Police: •Attainment'of the stated goals
is contingent upon the*availability.of.qualified .personnel and attrition.
4. Annually the.goals and timetable shall be updated.
5. 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
annual affirmative action plan shall be made.
2. Each year the E.E.O. officer shall prepare an annual report assessing the
performance 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
Employment Opportunity Commission, the Washington State Human Rights Commission,
and to all other appropriate governmental agencies having responsibilit4 for
the City's affirmative action performance.
-5-
EXHIBIT "B"
CITY OF PASCO
CURRENT PROFILE CHARGES
September, 1977
1.
Chart I:
Current Utilization Patterns of Regular Full -
Time Employees (from 8-30-77 two week payroll)
2.
Chart II:
Sex and Salary of Full -Time Employees (based.on
8-30-77 two week payroll)
3.
Chart III:
Race and Salary of Full -Time Employees (based on
8-30-77 two week payroll)..
4.
Chart IV:
Anticipated Employee Changes
5.
Chart V:
E.E.O. Four Reports to Equal Employment Opportunity
Commission (June 30, 1976)
6.
Chart VI:
Job Category Analysis (September 1, 1977)
7.
Comments on
Charts I, II, III, IV, V, and VI
8.
List of Employment Sources
9.
Minority Contractors' List
Line Department
1 Judicial
2 Executive & Legal (2)
3 Community Development
3-a Planning
3-b Building,Inspection
3-c Engineering
3-d Public Works
4 Administrative Service
5 Public Safety
5-a Police
5-b Fire/Amb.
6Recreation & Parks
6-a Golf
6-b Cemetery
7 TOTAL
8 Percent of Workforce
9 Average Salary Per Person
CITY
Current Utilization patterns
(from 8-30-77
CHART
Employees Salary
OF PASCO
of regular Full
2 -week Payroll)
I
No.
Time Employees
Caucasian
Male Female
Amt. No. Amt.
No.
Minority
Male
Amt. No.
Female
Amt
2
780
0
0
2
780
0
0
0
0
6
3,958
2
2,139
3.
1;108
1
711
0
0
F
1
674
1
674
0
0
0
0
0
0
3
1,668
2
1,142
0
0
1
526
0
0
5'
3,117
3
2,282
1
443
0
0
1
392
}
27
14,068
21
11,213
2
859
4
1,996
0
0
15
6,607
5
2,746
9
3,515
0
0
1
346
i
t
38
19,318
28
15,305
8
3 005
1
546
1
462
#
27
16,018
27
16,018
0
0
0
0.
0
0
12
5,798
5
3x097
4
1,365
3
1,336
0
0
3
1,558
2
1F059
0
0
1
499
0
0
2
1,039
1
540
0
0
1
499
0
0
ai
141
$74,603
97
$56,215
29
$11,075
12
$6,113
3
$1{200
100
68.8
20.6
8..5
2.1
$529
$580
$382
$509
$400
'.i
F,
i
CITY OF PASCO
Sex and Salary of Full Time Employees
(based on 8-30-77 2 -week Payroll)
CHART II
vK..r.iw.4p ?+1+..7..* wF�.a..:r�� ....,..«.......«.,..........,.»...-...,... _...1.�—� .w... ,. .. ._.. :. ..
_.s1,_ .: �_.. .,ro,. ,....:.. �`�'ei'�t:'..s ;..---__^.. -s:•�'sz�. «,, :,-rv.�ct._ .o,t'-'max-�::aL-br,:.:,:���+w�a`;.�'A :aot�.'mr_ _ _..��ae,.L:n.P. ��,.� ...'�„___..._.�.d,;....wt:.;,. ...^,cR...w+RaY_= �7�v"�,:��
No.
Avg Salary
Male
Female
Line
Department
Employees
Per Person
No.
%
Avg Sal
No.
%
Avg Sal
1
Judicial
2
390
0
0
0
2
100
390
2
Executive & Legal (2)
6
650
3
50
950
3
50
369
3
Comm. Dev.
3=a
Planning
1
674
1
100
674
0
0
0
3-b
Building Insp.
3
556
3
100
556
0
0
0
3-c
Engineering
5
623
3
60..
761
2
40
418
3-d
Public Works
27
521
25
93
528
2
7
430
4
Admin. Serv.
15
440
5
33
549
10
67
386
5
Public Safety
5-a
Police
38
508
29
76
547
9
24
385
5-b
Fire/Amb.
27
593
27
100
593
0
0
0
6
Recreation/Parks
12
483
8
67
554
4
33
0
6-a
Golf
3
519
3
100
519
0
0
0
6-b
Cemetery
2
520
2
100
520
0
0
0
7
TOTAL
141
529
109
77.3
572
32 .22.7
384
vK..r.iw.4p ?+1+..7..* wF�.a..:r�� ....,..«.......«.,..........,.»...-...,... _...1.�—� .w... ,. .. ._.. :. ..
_.s1,_ .: �_.. .,ro,. ,....:.. �`�'ei'�t:'..s ;..---__^.. -s:•�'sz�. «,, :,-rv.�ct._ .o,t'-'max-�::aL-br,:.:,:���+w�a`;.�'A :aot�.'mr_ _ _..��ae,.L:n.P. ��,.� ...'�„___..._.�.d,;....wt:.;,. ...^,cR...w+RaY_= �7�v"�,:��
CITY OF PASCO
Race and Salary of Full Time Employees
(based on 8-30-77 2 -week Payroll)
CHART III
No.
Avg. Salary
Caucasian
Minority
Line
Department
Employees
Per Person
No.
%
Avg Sal
No.
%
.Avg Sal
1
Judicial
2
390
2
100
390
0
0
0
2
Executive & Legal (2)
6
650
5
83
649
1
17
711
3
Community Development
3-a
Planning
1
674
1
100
674
0
0
0
3-b
Building Insp.
3
556
2
67
571
1
33
526
3-c
Engineering
5
623
4
80
681
1
20
392
3-d
Public Works
27
521
23
85
525
4
15
499
4
Admin. Serv.
15
440
14
93
447
1
7
346
5
Public Safety
5-a
Police
38
508
36:
95
509
2
5
504
5-b
Fire/Amb.
27
593
27
100
593
0
0
0
6
Recreation & Parks
12
483
9
75
496
3
25
445
6-a
Golf
3
519
2
67
530
1
33
499
6-b
Cemetery
2
520
1
50
540
1
50
499
7
TOTAL
141
529
126
89
534
15
11
488
CITY OF PASCO
Anticipated employee Changes
CHART IV
Line
Department
1977 Total
No. Em 1.
Retirement, Attrition & Reduction of Force (ROF)
Projected
Employment
Growth
Total
New
Hire
TOTAL
Caucasian
Minority
Male
Female
Male
Female
78
79
80
78
79
80
78
79
80
78
79
80
78
79
80
.78
79
80
1
Judicial.
2
2
Executive & Legal (2)
6
3
Com. Dev.
3-a
Planning
1
3-b
Building,Insp.
3
3-c
Engineering
5
3
3
3
3-d
Public Works
27
4
Adm. Serv.
15
5
Public Safety
5-a
Police
38
1
1
3
1
3
4
5-b
Fire/Amb
27
6
Rec & Parks
12
4
_
4
4
6-a
Golf
3
3
1
6-b
Cemetery
2
7
TOTAL:
141
3
1
1
7
1
3
7
1
3
11
CONDENSATION
OF
E.E.O. 4
� IEJ���� TOEQUAL I�0?IODOM�yT CO�YISSZ{�l
'
June 30, 1977
(�{DRT V.
'
Department 6
MALE-
Spanish
FEMALE
Spanish
Salary
White
Black
Sur.
other
White
Black
Sur.
Other
---_____-, Administrative*_
. General Control
0'l - 3,9
4.0 - 5.9
6.0 - 7.9'
2
8.0 - 9.9
2
2
l
10.0 - 12.9
` 8
I3.0 - 15'9
2
I6.0 - 24.9
l
l
�
25.0 - oloo
2
Total (21)
71
O
� 12
-----_
0
__----
l
0
Streets & Highways
8.0 - 9.9
-
10.0 - 12.9
2
I
_ ,
l3. 0 I5 g
5
-__-_-
]
Total (ll) ^
73
^ O '
_-_-_--_
0
/ l
_ '
O
O
' O
Police Protection
^
0.1 - 3.9
'
4,0 - 5,9
6'0 - 7.9
l
.l
8'0 - 9.9
4
10.0 - 12,9
8
` 4
13.0 - 15.9
ll
l
I
16.0 - 24.9
7
Total (38)
270
l
--_-_--_
O
�� � 9
l
0
_.�__
Fire Protection
6.0 - 7'9
8.0 - 9.9
10'0 - 12,9
4
13.0 - 15.9
16
- -'
l6'0- 24'9
'7
_------
Total (27)
`
27
0
0
U
0
-'/
U
O
0
---V__
Natural ^"==""r°==/
i'
'
Parks & Recreation,
.
6'0 - 7'9
^
8.8 - 9,9 `
I
.'- 3
I0.0 - 12,9
2
2
13.0 - 15.9
3
16.0 - 24'9
3
Total (17)
82
3
� .'
'| ' � 4
O
0
0
�ous�L�i
'
10'0 - 12,9
13'0 - 15.9
l
l
16'0 -24.9
l
-----'
----'
-------
------
------
-----
--------
------
|
--_- __-_
CONDENSATION
OF
E.E.O.
4 REPORT TO EQUAL EMPLOYMENT OPPORTUNITY
COPM'1ISSION
June 30, 1977
..
CHART V.
(continued) .
MALE
FEMALE
Department &
Spanish
Spanish
Salary
White
Black Sur.
Other
White
Black
Sur.
Other
Community Development
4.0 - 5.9
6.0 - 7.9
8.0 - 9.9
10.0 - 12.9
1
1
13.0 - 15.9
1
16.0 - 24.9
5
Total ( 8)
6
0 0
0
1
1
0
0
Utilities & Transportation
6.0 - 7.9
8.0 - 9.9
10.0 - 12.9
1
1
13.0 - 15.9
8
Total (10)
9
0 1
0
0
0
0
0
Sanitation & Sewage
8.0 - 9.9
10.0 - 12.9
2
13.0 - 15.9
2
16.0 - 24.9
1
Total ( 5)
5
0 0
0
0
0
0
0
GRAND TOTAL:
(140)
98
7 5
0
27
2
1
0
PERCENT OF 'TOTAL
70.0
5.0 3:6
0
19.3
1.4
.07
0
CHART VI
ANALYSIS - JOB CATEGORY
(September 1, 1977)
CATEGORY
Labor Mkt.
Company
Work force
Company
Work force
Work force
Deficiency
Work force
Deficiency
M
F
MG
M
F
MG
M
F
MG
M
F
MG
M
F
MG
OFFICIALS AND MANAGERS
85
15
2
100
0
8
13
0
1
0
15
0
0
2
0
PROFESSIONAL & TECHNICAL
68
32
4
79
21
7
23
6
2
0
11
0
0
3
0
SALES
CLERICAL
20
80
3
7
93
7
2
28
2
13
0
0
4
0
0
CRAFTSMEN
97
3
3 r
100
0
11
19
0
2
.0
3
0
0
1
0
OPERATIVES
LABORERS, NON-FARM
SERVICE WORKERS
42
58
6
100
0
15
53
0
8
(See
co m
ents
on
nar
VI)
TOTAL CITY OF PASCO WORKFORCE 76% 24% 10% 110 34 15
Source: Labor Market Information for Affirmative Action Programs, Employment Security Department,1976.
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 department
salary. The salaries shown are for the two week payroll period
ending August 30, 1977. 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 are shown under line 5. Public Works
is included as a division under the Department of Community Development
following the reorganization in 1977. The division includes water,
sewer, street and equipment rental which is shown under line 3. Line
8 indicates 68.80 of the total workforces are male caucasian, 20.6%
are female Caucasians; 8.5% are male minorities and 2.1% are female
minorities. Line 9 shows the average salary per person and also
indicates the male caucasian has the highest salary and the female
caucasian the lowest.
Comments on Chart II
Chart II summarizes by department number, percent and average
salary.of male and female employees. Line 7 shows the average salary
for a two-week period for each regular full-time employee is $529.00:
Seventy-seven point three percent (77.3%) of the workforce is male
who average $572.00 each per pay Iperiod: Twenty-two point.seven percent
(22.7%) of the workforce is female for which the average two-week
salary is $384.00.
In order for the percentage of female employees to increase
substantially in the City's workforce in positions traditionally held
by males, women will have to become interested in the positions and
make application when employment opportunities occurs. This is
reflected in lines 3 -b,'5 -a, 5=b, 6-a and 6-b.' There are no
requirements in any of the City's departments_'or divisions that .
differentiate between sexes.
Line 2, Executive and Legal, indicates a high average.for males
compared to females. Included in these departments are the City
Manager, City Attorney and the Community Development Coordinator/EEO
Officer who are males and three females with office and clerical
responsibilities.
Line 3-c and 3-d. Engineering and Public Works. The female
employees in these divisions has stenographic and clerical -responsi-
bilities.
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 minority employees as compared to the total departmental average.
The average salary for a two week period for -regular full-time employees
is $529.00. Eighty-nine percent (89%) of the workforce are caucasian
who average $534.00 each per pay period. Eleven percent (11%) of the
4�7
workforce is minority employees for which the average salary is $488.00
.each per pay period. The present workforce is 11% minority. Over
15% of the population within the City of Pasco are minority. As a
result in the City's recruiting and selection process, the City should
strive to reach in the next three years, at a minimum on its regular
workforce, minority parity with its population with emphasis on the
job categories that are currently underrepresented by -minorities.
Line 2. Executive and Legal.. Caucasian pay is low.compared to
minority because three positions has clerical and stenographic
responsibilities.
Line 3-c. Engineering. Minority pay is low because the position
has clerical and stenographic responsibilities.
Line 3-d. Public Works. Indicates that 15% of the workforce is
minority which on an overall basis is quite acceptable.
Line 5-a and 5-b.. Police and Fire. Indicates that 3% of the
combined workforce is minority. Police has_5% minority with comparative
salaries. The overall percentage should be'improved..
Comments on Chart IV
Chart IV displays the total number .of employees in each of the
operational departments of the City as of the August 30, 1977, payroll.
The balance of the chart attempts to forecast changes during 1978,
1979 and 1980 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 1978 and 1979.
Finally, the Chart summarizes the anticipated number of new
hires during the next three years. Presumably, these new hires will
provide the openings by which the City will attempt to achieve its
affirmative action goals.
Comments on Chart V
Chart V displays the composition of the employees of the City
(in a condensed format) as required by the Federal Equal Employment
Opportunity Commission. Because the number of employees of the City
such a report must be submitted to the Federal Government as of June
30th of each year.
This breakdown is somewhat different than the Departmental
breakdown 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. !
Comments on Chart VI
Chart. VI shows the relationship of the occupations of.employed
persons in the City of Pasco's recruiting area (Benton and Franklin
Counites) and the City's workforce by job category.
-2-
The category "Service Workers" includes police patrolmen,
firefighters and groundsmen. Due to the unavailability of data,
by the Employment Security Department, the census labor force
population in Benton and Franklin Counties are'used to compute the
percentages for male, female and minoritiesfor police, fire and
groundsmen positions.
-3-
,� F , 7% .d••,. � �' '' -s.�-,�. r �-'=;4�c}., . Y�''��c+'+ �� .: �� _ .:Saab
EMPLOYMENT SOURCES
East Pasco Neighborhood Council
Clarence Alford, President
525 South Elm
Pasco, WA 99301
547-7220
National Association for the
Advancement of Colored People
Rev. Floyd D. Bullock, President
P.O. Box 582
Pasco, WA 99301
946-5997 .
National Organization for Women
Judy Gibbs, President
1912 Mahon
Richland, WA 99352
946-0367
League of Women Voters
Nancy Waite, President
655 Lynnwood Loop
Richland, WA 99352
943-3916
Police Community Relations
Mildred Scales
205 South Wehe
Pasco, WA 99301
545-3454
Ben -.Franklin Legal Aid Association
Tim Thompson, Director
200 South Wehe
Pasco, WA 99301
545-4245
14EDIUM
P.O. Box 22047
Seattle, WA 98122
(206) 323-3070
Employment Security
N. 5th & W. Court Streets
Pasco, WA 99301
(Attn: Maime Masters)
545-2265
Tri -City Latin American Association Washington State Human Rights
Roger Candanoza, President Commission
110 North 2nd 205 South Wehe
Pasco, -WA 99301 Pasco, WA 99301.
547-6131 (Mary Delvin)
Community Affirmative Action Program FACTS
Perry Blackwell, Director 2803 E. Cherry
P.O. Box 807 Seattle, WA 98122
Pasco, WA 99301 (206) 324-0552
547-1638
Ben -Franklin Community Action
Committee, Inc.
O'dell Myricks, Employment Coordinator
P.O. Box 2280
Pasco, WA 99302
Opportunities Industrialization Center
Fred Bletson, Referral & Placement
Specialist
P.O. Box 161
Pasco, WA 99301
545-8991
J
Northwest Rural Opportunities
200 South Wehe, Suite 9
Pasco, WA 99301
545-8921
MINORITY CONTRACTORS
LACLO Construction
General
P.O. Box 2646
General
Pasco, WA 99302
547-2055
Norwood Construction
122 West Lewis
General
Pasco, WA 99301
547-5340
Custom Concrete
Willard Butcher
Specialty
1920 W. Ruby
Genc.r.al
Pasco, WA 99301
547-8217
W.W. Electric
Aldrige Moten
Specialty
3679 Van Giesen
Specialty
Richland, WA 99352
967-2708
Fletcher and Sons
Painting Contractor Specialty
98 W. Hastings
Spokane, WA 99218
466-92.06
Frank Fletcher, Owner
Al LeBlanc
521 South Owen General
Pasco, WA 99301
547-4593
George:Gant, Excavation
436 South Elm Specialty
Pasco,,WA 99301
547-5228
Custom Construction
William B. Alford
General
420 N. Owen
Pasco, WA 99301
547.-6728
Johnnie.Stewart
Cement Work
Specialty
631 S. _.Owen
Pasco, WA 99301
547-9097
Tommy Steel & Salvage
Sandblasting & Painting
Genc.r.al
904 S...Oregon
Pasco, WA 99301
547-1221
James Elliott
Concrete
Specialty
510 W. Alder
Walla Walla, WA 99362
525-8420
I
�i
MEMORANDUM
TO: All Department Directors March 7, 1978
FROM: George D. Smith, City Manager
SUBJECT: CITY OF PASCO'S AFFIRMATIVE ACTION PLAN.
For your information, attached is a copy of the Affirmative Action Plan
approved by the City Council at the March 6 Council Meeting. I would
appreciate your having copies made of the plan so that your key supervisors
each have a copy and your department personnel can become familiar with
the City's requirements.
If there are questions concerning the plan or how it is to be implemented in
any particular respect, you are urged to contact our EEO Officer, Webster
Jackson, for his assistance.
gds:pt
attachment
cc: Webster Jackson, Community Development Coordinator & EEO Officer
RESOLUTION NO. 1154
WHEREAS it is in the public interest that equal employment
exist for all the people of the City of Pasco, including initial
hiring and promotional opportunities, and
WHEREAS the City of Pasco should assume a leadership roll in
accomplishing this goal and in doing this to seek to improve its own
compliance in accordance with the time tables established herein, and
WHEREAS effective Affirmative Action Programs are required by
many federal agencies for on going funding assistance; NOW, THEREFORE,
BE IT RESOLVED BY THE COUNCIL OF THE CITY OF PASCO:
That the Affirmative Action Plan attached hereto and by this
reference incorporated herein as Exhibit "A" (together with the current
profile charts) .be and the same is hereby declared to be the Affirmative
Action Program of the City of Pasco; that the goals set forth in said
program are hereby approved; and that the City Manager of the City of
Pasco, or his designee, be and is hereby charged with the responsibility
to initiate appropriate actions to attain and/or exceed these goals..
PASSED by the City Council of the City of Pasco, Washington,
this 6 day .of March , 1978.
ATTES�'
E�e s, Deputy City Clerk
APPROVED AS TO FORM:
Michael E. Cooper, Uity.Attorney
•
!t Bailie, Mayor
EXHIBIT'"A"
AFFIRMATIVE ACTION PROGRAM.
CITY OF PASCO
September 1, 1977:
I. POLICY STATEMENT
Itis 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 1972 (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 program
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 opportunities 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 responsiblefor the ultimate success of the program.
Performance on this affirmative action program will be rigorously
audited and evaluated annually.
II. COMMUNICATION OF THE PLAN
A. Internal Communications.
1. A letter shall be sent to all employees regarding this
affirmative action plan -annually.
2. Special meetings of. the employees shall be held.to discus's
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 program.
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 distributed 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 Opportunity -Affirmative Action Employer"; and should
not contain indications as to preferance for applicants in
terms of their sex, race, color, marital status, national
origin or physical disability. _
Revised 9-1-1977
A notification letter shall be sent to the employment
sources, minority and women' organizations (list attached)
informing them of the City's affirmative action policy and
asking for their active cooperation. The letter shall also
state that the sources.:shall be promptly notified of all job
openings.
3. A notification letter shall be sent to all vendors, suppliers,
and supply contracts with whom the City generally does business
informing them of this affirmative action commitment and
soliciting their cooperation.
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.
Nee, 5. A letter shall be sent to all local minority contractors when
construction is contemplated soliciting their bids or
involvement in the work (list attached).
III. MANAGEMENT RESPONSIBILITY
A. General Responsibility.
Wevlsed 1. It is the responsibility of every employee of the City of Pasco
that the program objectives be met. 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 implement this plan and to audit and evaluate
the success of these procedures.
2. He shall receive and provide for the prompt, fair and impartial
consideration 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 women and handicaappedA ,/ W orJ
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 concerning affirmative action.
4. They shall counsel and give special help to women, minority
and handicapped employees, particularly regarding promotional
opportunities within their departments.
-2-
Revised 9-1-1977
:dfo�R41A'^z•- � .ra.r`v.Y►•=�^i.'�.�t.�::....���s>-�.. �.. ��....�...,,_�� .....e.,.. _._.. __
IV. DEPARTMENT PERSONNEL PRACTICES
A. Recruitment.
• 4.
��S e� 1. The City will contact, at a minimum, the following organizations
Vefor the recruitment of minorities, women and the handicapped
for.full-time employment: East Pasco Neighborhood Council;
Benton -Franklin Occupational Industrialization Center; Tri -Cities
Latin-American Association; Community Affirmative Action Program;
National Association of the Advancement of Colored People;
Washington State Human Rights Commission; National Organizations
for Women; Columbia Basin College; Central Washington State
University and the local State Office of Employment Security.
2. Efforts to hire minorities and women for seasonal employment
shall be made by contacting the above sources and encourage
their interest in full-time employment with the City, where
feasible, with the City providing assistance.in appropriate
training programs (see part IV -E Training).
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
revised 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.
.I 3. Review and, as necessary, modify performance rating systems and
P,�15 e all other qualifications and testing requirements used in
selecting personnel for city positions to ensure that they are
job-related, valid under Federal, State and local law, free
from cultural bias and institutionally discriminatory practices.
4. Work with the Civil Service Commission toward implementation
of employment opportunities for under -represented persons.
5. Interviews and/or testing shall be carefully structured to seek
only information 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 responsible.
-3-
Revised 9-1-1977
MIe 4. Assure that there shall be no discrimination with regard to
1I VV upgrading, promotions, transfer and demotions, lay-off and
termination, of.employees. Supervisors and department heE.ci:,
shall be instructed to consult with the City's E.E.O. officer
prior to any actions which might adversely affect minority
employees.
E. Training.
1. Whenever the City of Pasco sponsors any training activity,
special attention and consideration shall be given to securing
the participation 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 the local
educational institutions to set up training and educational
programs so.as to increase the numbers of qualified women and
minorities in the labor force by reimbursing them for tuition
fees and book charges for approved job oriented courses.
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 necessary to assure that they are equally available to
every employee. Particular attention shall be paid to the
availability of fringe benefits to female employees, especially
in areas such as disability leave for childbirth, retirement
systems, and insurance programs.
3. Working conditions shall be reviewed.to ensure that for each
job or job classification substantially similar conditions
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
achievement 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 discover 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 discriminatory practi-ces.
-4-
Revised 9-1-1977
hIel15e.
2. Employees shall be encouraged to informally seek the advise of
counsel of the E.E.0 officer when they suspect they may have been treated
in a discriminatory fashion.
V. . WORK FORCE AND LABOR A4A= 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 future manpower needs based
on expected rates of attrition and employment growth projections.
3. The E.E.O. officer shall study the training capabilities of area educational
institutions and craft unions as first steps toward increasing the availability
of qualified women and minorities.
VI. GOALS AND TIr=ABLES
1..Based on the job category analysis (Chart VI) 150 of the officials and
managers in the Benton and Franklin Counties labor market is female and
2% is in the minority group. 32% of the professional and technical workers
are female and 4% in then-inority group. 3% of the skilled craft workers are
female and 3% minority group. The Service Workers category includes police
and fire, protective service workers, personnel. Data supplied by the
Employment Security Department for Affirmative Action Programs indicate
that there is a 5.5% ethnic minority population in the labor force in the
City of Pasco's service area and a 36% female labor force.
2. The City currently employs 10% ethnic minorities and 24% 'female. However,
the greatest under -utilization of minorities and women is in the official and
managers, skilled craft categories and Police and Fire Departments.
3. The goal in the next three years is to employ or promote two females in admin-
istrative position, one.female in skilled craft, two ethnic minorities in each
of the following.'departments: Fire'and Police.- Attainment'of the stated goals
is contingent upon the availability of qualified personnel and attrition.
4. Annually the goals and timetable shall be updated.
5. 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
annual affirmative action plan shall be made.
2. Each year the E.E.O. officer.shall prepare an annual report assessing the
performance 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
Employment Opportunity Commission, the Washington State Human Rights Commission,
and to all other appropriate governmental agencies having responsibility for
the City's affirmative action.performance.
M•'3:
_ C'L.;_c..
EXHIBIT "B"
CITY OF PASCO
CURRENT PROFILE CHARGES
'
September, 1977
1.
Chart I:
Current Utilization Patterns
of Regular Full -
Time Employees (from 8-30-77
two week payroll)
2.
Chart II:
Sex and Salary of Full -Time
Employees (based on
8-30-77 two week payroll)
3.
Chart III:
Race and Salary of Full -Time
Employees (based on
8-30-77 two week payroll).
4.
Chart IV:
Anticipated Employee Changes
5.
Chart V:
E.E.O. Four Reports to Equal
Employment Opportunity
Commission (June 30, 1976)
6..
Chart VI:
Job Category Analysis (September 1, 1977)
7.
Comments on
Charts I, II, III, IV, V, and VI
8..
List of Employment Sources
9.
i
Minority Contractors' List
.
1
i
Line Department
1 Judicial
2 Executive & Legal (2)
3 Community Development
3-a Planning
3-b Building,Inspection
3-c Engineering
3-d Public Works
4 Administrative Service
5 Public Safety
5-a Police
5-b Fire/Amb.
6 Recreation & Parks
6-a Golf
6-b Cemetery
7 TOTAL
8 Percent of Workforce
9 Average Salary Per Person
CITY OF PASCO
Current Utilization patterns of regular Full Time Employees
(from 8-30-77 2 -week Payroll)
CHART I
Caucasian
Minority
Male
Female
Male
Female
Employees
Salary
No.
Amt.
No. Amt.
No.
Amt.
No.
Amt
2
780
0
0
2
780
0
0
0
0
6
3,958
2
2,139
3
1,108
1
711
0
0
1
674
1
674
0
0
0
0
0
0
3
1,668
2
1,142
0
0
1
526
0
0
5'
3,117
3
2,282
1
443
0
0
1
392
27
14,068
21
11,213
2
859
4
1,996
0
0
15
6,607
.5
2,746
9_
31515
0
0
1
346
38
19,318
28
15,305
8
3,005
1
546
1
462
27
16,018
27
16,018
0
0
0
0
0
0
12
5,798
5
3,097
4
1F365
3
1,336
0
0
3
1,558
2
1,059
0
.0
1
499
0
0
2
1,039
1
540
0
0
1
499
0
0
141
$74,603
97
$56,215
29
$11,075
12
$6,113
3
$1,200
100
68.8
20.6
8.5
2.1
.
$529
$580
$382
$509
$400
CITY OF
PASCO
Sex and
Salary of
Full Time Employees
(based
on 8-30-77
2 -week
Payroll)
CHART
II
No.
Avg,
Salary
Male
Female
Line
Department
Employees
Per
Person
No.
% Avg
Sal
No
%
Avg Sal
1
Judicial
2
390
0
0
0
2
100
390
2
Executive & Legal
(2) 6
650
3
50
950
3
50
369
3
Comm. Dev.
3-a
Planning
1
674
1.-
100
674
0
0
0
3-b
Building Insp.
3.
556
3
100
556
0
0
0
3-c
Engineering
5
623
3
60. ,761
2
40
418
3-d
Public Works
27
521
25
93
528
2
7
430
4
Admin. Serv.
15
440
S
33
549
10
67
386
5
Public Safety
5-a
Police
38
508
29
76
547
9
24
385
5-b
Fire/Amb.
27
593
27
100
593
0
0
0
6
Recreation/Parks
12
483
8
67
554
.4
33
0
6-a
Golf
3
519
3
100
519
0
.0
0
6-b
Cemetery
2
520
2
100
520
0
0
0
7
TOTAL
141
529
109
77.3
572
32
22.7
384
CITY OF PASCO
Race and Salary of Full Time Employees
(based on 8-30-77 2 -week Payroll)
CHART III
No.
Avg. Salary
Caucasian
Minority
Line
Department
Employees
Per Person
No.
%
Avg Sal.
No.
%
Avg Sal
1
Judicial
2
390
2
100
390
0
0
0
2
Executive & Legal (2)
6
650
5
83
649
1
17
711
3
Community Development
3-a
Planning
1
674
1
100
674
0
0
0
3-b
Building Insp.
3
556
2
67
571
1
33
526
3-c
Engineering
5
623
4
80
681
1
20
392
3-d
Public Works
27
521
23
85
525
4
15
499
4
Admin. Serv.
15
440
14
93
447,
1
7
346
5
Public Safety
5-a
Police
38
508
36
95
509
.2
5
504
5-b
Fire/Amb.
27
593
27
100
593
0
0
0
6
Recreation & Parks
12.
483
9:
75
496
3
25
445
6-a
Golf
3
519
2
67
530
1
33
499
6-b
Cemetery
2
520
1
50
5.40
1
50
499
7
TOTAL
141
529
126
89
534
15
11"
.488
CITY OF PASCO
Anticipated employee Changes.
CHART IV
Line
Department
1977 Total
No. Em 1.
Retirement, Attrition & Reduction of Force (ROF)
Projected
Employment
Growth
Total
New
Hire
TOTAL
Caucasian
Minority
Male.
Female
Male
Female
78
79
80
78
79
80
78
79
80
78
79
80
78.
79
80
.78
79
80
1
Judicial
2
2
Executive & Legal (2)
6
3
Com. Dev.
3-a
Planning
1
3-b
Building Insp.
3
3-c
Engineering
5
3
3
3
3-d
Public Works
27
4
Adm. Serv.
15
5
Public Safety
5-a
Police
8
1
1
3
1
3
4
5-b
Fire/Amb
27
6
Rec & Parks
12
4
4
4
6-a
Golf
3
3
1
6-b
Cemetery
2
7
TOTAL:
141
3
1
1
7
1
3
7
1
3
11
CONDENSM'10N
OF
E.E.O.
4 REPORT TO EQUAL EMPLOY14ENr OPPORTUNITY MIAISSION
6.0 -
7.9
0 0
8.0 -
9.9
June 30, 1977
10.0 -
12.9
4
13.0 -
15.9
16 -
16.0
CHART V.
7
Total
(27)
27 0
Natural
Resources/
MALI;
Parks &
FEh9AT E
Department &
3
0
Spanish
0
0 0
Spanish
Salary,
White
Black
Sur. Other
White
Black
Sur.
Other
Financial, Administrative
& General Control
0.1 - 3.9
4.0 - 5.9
6.0 - 7.9
2
8.0 - 9.9
2
2
1
10.0 - 12.9
8
13.0 = 15.9
2
16.0 - 24.9
1
1
25.0 -, plus
2
Total (21)
7
1
0 0
12
0
1
0
Streets & Highways
8.0 - 9.9
10.0 - 12.9
2
1
13.0 - 15.9
5
3
Total .(11)
7
3
0 0
I
1.
0
0
0
Police Protection
_
0.1 - 3.9
4.0 - 5.9
-
6.0 - 7.9
1
1
8.0 - 9.9
4'
10.0 - 12.9
8
4
.13.0 - 15.9
11
1
1
16.0 - 24.9.
7
Total (38)
27
0
1 0
9
1.
0
0
Fire Protection
2
6.0 -
7.9
0 0
8.0 -
9.9
10.0 -
12.9
4
13.0 -
15.9
16 -
16.0
- 24.9
7
Total
(27)
27 0
Natural
Resources/
1
Parks &
Recreation
6.0 - 7.9
8.0 - 9.9
10.0 - 12.9
13.0 15.9
16.0 - 24.9
Total (17 )
Housing
10.0 - 12.9
13.0 - 15.9
16.0 - 24.9
Total ( 3)
2
3
3
2
8
2
0 0
0
0
0
0
0 0
1
!
1
3
1
i
1
3
0
4
0
0 0
0 0 0 0
0 0
• ". Y :: t _: „,� y ���^� j� i c _ _ _ �_ -7."� � �C��^'4f a�zf `�+a,wa�'- � 'fid °��! L:. �KiA�,;� ;2 R. �-!': ..L"t �1Cc�(4�:`.d�„v ... - �.� _ - . _.. �a'c�Y�,w`�'y���-�1s.?r•'" 3.aa...Y�'.?...�+.�'
...........
CONDENSATION
OF
E.E.O. 4
REPORT TO EQUAL EMPLOYMEEINT OPPORTUNITY COPMIISSION
June 30, 1977
CHART V.
(continued),
FEMALE
Department &
MALE
Spanish
Spanish ,
Salary :,
White
Black Sur.
Other
White
Black
Sur.
Other
Community Development
4.0 - 5.9
6.0 - 7.9
8.0 - 9.9
10.0 - 12.9
1
1
13.0 - 15.9
1
16.0 - 24.9
5
Total ( 8)
6
0 0
0
1
1
0
0
Utilities & Transportation
6.0 - 7.9
8.0 - 9.9
10.0 - 12.9
1
1
13.0 - 15.9
8
Total (10)
9
0 1
0
0
.0
0
0
Sanitation & Sewage
8:0 - 9.9
10.0 - 12.9
2
13.0 - 15.9
2
16.0 - 24.9
1
Total ( 5)
5
0 0
0
0
0
0
0
GRAND TOTAL:
(140)
98
7 5
0
27
2
1
0
PERCENT OF TOTAL
70.0
5.0 3.6
0
19.3
1.4
.07
0.
...........
0
CHART CJI (September 1, 1977)
ANALYSIS - JOB CATEGORY
CATEGORY
Labor Mkt.
Company
Work force
Company
Work force
Work force
Deficiency
Workforce
Deficiency
M
F
MG
M
F
MG
M
F
MG
M
F
MG
M
F
MG
OFFICIALS AND MANAGERS
85
15
2
100
0
8
13
0
1
0
15
0
0
2
0
PROFESSIONAL & TECHNICAL
68
32
4
79
21
7
23
6
2
0
11
0
0
3
0
SALES
CLERICAL
20
803
7
93
7
2
28
2
13
0
0
4
0
0
CRAFTSMEN.
97
3
3
100
0
11
19
0
2
.0
3
0
0
1
0
OPERATIVES
LABORERS, NON-FARM
SERVICE WORKERS
42
58
6
100
0
15
53
0
8
(See
com
ents
on
nar
VI)
TOTAL CITY OF PASCO WORKFORCE 76% 24% 10% 110 34 15
Source: Labor Market Information for Affirmative Action Programs, Employment Security Department,1976.
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 department
salary. The salaries shown are for the two week payroll period
ending August 30, 1977. 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 are shown under line 5. Public Works
is included as a division under the Department of Community Development
following the reorganization in 1977. The division includes water,
sewer, street and equipment rental which is shown under line.3. Line
8 indicates 68.80 of the total workforces are male caucasian, 20.6%
are female caucasians; 8.5% are male minorities and 2.1% are female
minorities. Line 9 shows the average salary per person and also
indicates the male caucasian has the highest salary and the female
caucasian the lowest.
Comments on Chart II
Chart II summarizes by department number, percent and average
salary of male and female employees. Line 7 shows the average salary
for a two-week period for each regular full-time employee is $529.00:
Seventy-seven point three percent (77.3%) of the workforce is male
who average $572.00 each per pay period: Twenty-two point seven percent
(22.7%) of the workforce is female for which the average two-week
salary.is $384.00.
In order for the percentage of female employees to increase
substantially in the City's workforce in positions traditionally held
by -males, women will have to become interested in the positions and
make application when employment opportunities occurs. This is
reflected in lines 3 -b,.5 -a, 5-b, 6-a and 6-b. There are no
requirements in any of the City's departments or divisions that .
differentiate between sexes.
Line 2, Executive and Legal,'indicates a high average for males
compared to females. Included in these departments are the City
Manager, City Attorney and the Community Development Coordinator/EEO
Officer who are males and three females with office and clerical
responsibilities.
Line 3-c and 3-d. Engineering and Public Works. The female
.employees in these divisions has stenographic and clerical responsi-
bilities.
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 minority employees as compared to .the .total departmental average.
The average salary for a two week period for regular full-time employees
is $529.00. Eighty-nine percent (89%) of the workforce are caucasian
who average $534.00 each per pay period. Eleven percent (11%) of the
workforce is minority employees for which the average salary is $488.00
each per pay period.. The present'�;orkforce is 11% minority. Over
15% of.the population within the'''C_tty of Pasco are minority. As a
result in the City's recruiting"and selection process, the City should
strive to reach in the next three years, at a minimum on its regular
workforce, minority parity with its population with emphasis on the
job categories that are currently underrepresented by -minorities.
Line 2. Executive and Legal. Caucasian pay is low compared to
minority because three positions has clerical and stenographic
responsibilities.
Line 3-c. Engineering. Minority pay is low because the position
has clerical and stenographic responsibilities.
Line 3-d. Public Works. Indicates that 15% of the workforce is
minority which on an overall basis is quite acceptable.
Line 5-a and 5-b.. Police and Fire. Indicates that 3% of the
combined workforce is minority. Police has 5% minority with comparative
salaries. The overall percentage should be improved.
Comments on Chart IV
Chart IV displays the total number of employees in each of the
operational departments of the City as of the August 30, 1977, payroll.
The balance of the chart.attempts to forecast changes during 1978,
1979 and 1980 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 1978 and 1979. .
Finally, the Chart summarizes the anticipated number of new
hires during the next three years. Presumably, these new hires will
provide the openings by which the City will attempt to achieve its
affirmative action goals.
Comments on Chart V
Chart V displays the composition of the employees of the City
(in a condensed format) as. required by the Federal Equal Employment
Opportunity Commission. Because the number of employees of the City
such a report must be submitted to the Federal Government as of June
30th of each year.
This breakdown is somewhat different than the Departmental
breakdown 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. i
Comments on Chart VI
Chart VI shows the relationship of the occupations of employed
persons in the City of Pasco's:recruiting area (Benton and Franklin
Counites) and the City's workforce by job category.
-2-
The category "Service`Worker-s" includes police patrolmen,
firefighters and groundsmen. Due to the unavailability of data,
by the Employment Security Department, the census labor force
population in Benton and Franklin Counties are used to compute the
percentages for male, female and minorities for police, fire and
groundsmen positions.
i
-3-
EMPLOYMENT SOURCES
East Pasco Neighborhood Council
Clarence Alford, President
525 South Elm
Pasco, WA 99301
547-7220
National Association for the
Advancement of Colored People
Rev. Floyd D. Bullock, President
P.O. Box 582
Pasco, WA 99301
946-5997
National Organization for Women
Judy Gibbs, President
1912 Mahon
Richland, WA 99352
946-0367
League of Women Voters
Nancy Waite, President
655 Lynnwood Loop
Richland, WA 99352
943-3916
Police Community Relations
Mildred Scales
205 South Wehe
Pasco, WA 99301
545-3454
Ben -Franklin Legal Aid Association
Tim Thompson, Director
200 South Wehe
Pasco, WA 99301
545-4245
MEDIUM
P.O. Box 22047
Seattle, WA 98122
(206) 323-3070
Employment Security
N. 5th & W. Court Streets
Pasco, WA 99301
(Attn:.Maime Masters)
545-2265
Tri-City.Latin American Association Washington State Human Rights
Roger Candanoza, President Commission
110 North 2nd 205 South Wehe
Pasco, WA 99301 Pasco, WA 99301
547-6131. (Mary Delvin)
Community Affirmative Action Program FACTS
Perry Blackwell, Director 2803 E. Cherry
P.O. Box 807 Seattle, WA 98122
Pasco, WA 99301 0206) 324-0552
547-1638
.Ben -Franklin Community Action Northwest Rural Opportunities
Committee,. Inc. 200 South Wehe, Suite 9
O'dell Myricks, Employment Coordinator Pasco, WA 99301
P.O. Box 2280 545-8921
Pasco, WA 99302
Opportunities Industrialization Center !
Fred Bletson, Referral & Placement
Specialist
P.O. Box 161
Pasco, WA 99301
545-8991
i.a • r -� — .. •.. ..`T T' i—w w -a .. __�. ..tea-.-..-w/"_•�y,•v,.vy-•y�.. .� . - ... � �Tnr-.moi �.^�r_-.�rsc r -c .- .. ... .- r . � ... �.r •�---/�••�..
MINORITY CON'1'1:ACTORS
LACLO, Construction
George Gant, Excavation
P.O. Box 2646
General
436 South Elm
Specialty
Pasco, WA 99302
Pasco, WA 99301
547-2055
547-5228
.Norwood Construction
Custom Construction
122 West Lewis
General.
William B..Alford
General
Pasco, WA 99301
420 N. Owen
547-5340
Pasco, WA 99301
547-6728
Custom Concrete
Johnnie Stewart
Willard Butcher
Specialty
Cement Work
Specialty
1920 W. Ruby
631 S. Owen
Pasco, WA 99301
Pasco, WA 99301
547-8217
547-9097
W.W. Electric
Tommy Steel & Salvage
Aldrige Moten
Specialty
Sandblasting & Painting
Ge.)1ol.al
3679 Van Giesen
904 S. Oregon
Richland, WA 99352
Pasco, WA 99301
967-2708
547-1221
Fletcher and Sons
James Elliott
Painting Contractor
Specialty
Concrete
Specialty
98 W. Hastings
510 W. Alder
Spokane, WA 99218.,
Walla Walla, WA 99362
466-9206
525-8420
Frank Fletcher, Owner
Al LeBlanc
521 South Owen
General
Pasco, WA 99301
547-4593