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HomeMy WebLinkAbout1306 ResolutionRESOLUTION NO. 1306 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 Affirmation Action Programs are required by many federal agencies for ongoing funded assistance; NOW, THEREFORE, BE IT RESOLVED BY THE CITY 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 and Affirmative Action Program Annual Performance Report) 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 117 day of December , 1979. Chet Bailie , Mayor ATTES-T:_? (Evelyn Wells, City Clerk APPROVED AS TO FORM: Dennis J. De Felice, City Attorney CITY OF 1'ASCO AFFIRMATfVE ACTION PROGRAM ` ANNUAL PERFORMANCE REPORT, SEP'T'EMBER, 1979, The revised Afflrmative Action Program for the City -was adopted by Resolution No. 1154 in Nlarch of 1078. Section Vl1 of the plan requires the preparation of an annual report assessing the performance of the City and its departments regarding the plan. 'fire following represents the assessment and the report: r..:lr<lrls I, 11, III., IV, and V1 have been revised (attached) to reflect the current City workforce prefile In the area of salary, race, sex, and job locations. C;lr�arl I Indicates that the caucasian male workforce has decreased 3.4% in the past 12 moid:hs and the c.aucasian female workforce has increased 1.2%. The total minority group workfor-c:e has increased 2.2%. i h,_- rt. II indic,;rles that the total ►hale workforce has decreased 1.3% and the total female worklurce, Ila,,; Increased 1.3' Chert III indic-:ntes that there has been a slight change in the average salary range between the caucasiarr and minority group workforce In the past year (1978-9.1, 1979-8.6). • - r;harl. IV the possibility of seven (7) new hires from the present time through C;l,r:rrl VI shoe':-; an analysis of job categories of the City's current workforce as they relate Lo the l,.ihor market in Benton and Franklin Counties which is considered our (I;avlir)cr arrt_r . The labor markeL data was taken from "Occufxations of t:[nployed Persons, l,y c ;x and Mhiority Status, Percentage Distribution, 1970 and 1975", obtained from Washhryton ;;Itrte Employment Service. it, simimary, Ihis analysis shows that females are underemployed, basad on their .r vl i.l�i h it sty ill the labor market in the Police and f ire Departments. 'Flic same, is true lc)r rnir,'-)ril•ies it) the .fire Doparl.ment. It must he noted that both the Police and fire hirim] procedures are caverned by Civil Service Regulations and an , i�i,l i(:') n t 11a S Lo Ixl :;s 1.110 rc qu trernents . Alilo),i(,h so.iiw improvement has been experienced in the officials and managers category, pini,.ssional rind Lechnical category, female workers are underrepresented here. As the :dlow, , ur irrori Lies are employed primarily in the lower paying job categories. To ;.IIFirrr:rlively recruit minorities and wornen when job openings occur, Lhe City will r� l,r rl'isr. in I.hc! printed mcdia, having circulr.rt.ion in conrrnt-init.ieS with a significant it) inorlly poprrlaLion , crud will conmcl: all known minority-•hased orcanizations in its, . eilotl. Lu c,Iet wornen and rnhiuriLies represented in all departrnenLs and job categories. I'r:,! r] c n LI :':IaLcr:I goals and LJ ill e hLes oii page :;, Section IV of L h e Affirmative R li n I'lcrn, Ilre Ci1,y hits, in tl,rr! past twelve months, promoted two females into A:irnill isLia l.ivr! positions and adcled L'wo,eLhniC ininurities in tiu Police DepartmenL. .. •� �{;`• -. � �.Q � a �. ,._, .., � .,•`ars �1 rC ..� , �� EXHIBIT "A". AFFIRMATIVE ACTION PROGRAM CITY OF PASCO ' - 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 insure that•equal employment opportunity is a fact rather than a promise. This Affirmative Action Program sets out"specific steps to be taken to insure 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, physical, sensory, and mental disability handicap 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 responsiblity to,. implement this Affirmative'Action Program. However, every employee is responsible for the ul.timate success of the program. Performance on this Affirmative Action Program will be rigorously audited and evaluated annually. II. COMMUNICATION OF THE PROGRAM A. Lnternal Communications. 1. A letter shall, be sent to all employees regarding this Affirmative Action Program annually and they shall have the opportunity to review the Program. 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 preference for applicants in terms of their sex, race, color, marital status, rational origin or physical, sensory, and mental disability handicap. �. ' � '�� ' � �+n.✓�' Me+F,_ @��W�-•'��'�3F�'',`�'. v:�a•�.... ?�'i9 t�i C.,..r"_R 4:.. a �; +��e�qp�,, - A. B C. 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. Organizations working for or with the handicapped/disabled will be included with employment sources (recruiting sources). 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. 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 General Responsibility 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 imp.leMentation 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.. 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 consider- ation of all complaints of discrimination based on race, color, religion, sex, age, marital status, national origin, or physical, sensory, and mental disability handicap in City employment or conditions of employment, and take appropriate remedial action when necessary. 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 program. 3. They shall actively promote a positive climate in their departments concerning affirmative action. 4. They shall counsel all employees including minoritie.s, females, and the handicapped/disabled regarding promotional opportunities within their departments. -2- �..q��..T'• .r1'• « w . .. ,� ncr moi'- _ . .. ��, d;may>�4 �' c� �' . Ci• ,M.. ?h��m..'i".r .4t;�...:r 6f..i a.. "��:r„�:, dt�,�„.... •'. „Ar :.i ... :'c;,_�.7 , ^'s'._e ::?,•.1.T3��Sr5�G'e�•,.7tT¢1 �7�a �r`.i {,=,' — 'n�.�.A.3�G'u, IV. DEPART11ENT PERSONNEL PRACTICES A. Recruitment. 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 for the Advancement of Colored People; Washington State Human Rights Commission; National Organization 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 tine 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 que stions 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 educational 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 qualifications and testing requirements used in selecting personnel for City positions to insure 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 towards implementation of employment opportunities for under -represented groups. 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, women, and the handicapped/disabled within -the City of Pasco relative to promotion, job assignement, layoff and recall. 3. Employees shall be terminated only for just cause of 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- -y.'�r`4rt' �.,�. .� �,r �'n,. �pY�+�•v�;;e+ •` � .�''�y`4 rc r t�,/�C' -R�.t �+_�' �' rp'�Yyt� ,�' _ y fP$: _'�.P.� r;-�. _�maiLi,�Ra�44�^a�a�v R�xl!.�i�r'.6ti a {-'�t�-�! .�:.°..wn:Vtc�Y�',':��"T. '�,r `��.i� j{�?� 3�' �"'�• `��ay/.��•+. E.. F. G. H. 4. Assure that there shall be no discrimination promotions, transfer and demotions, lay -off - employees. Supervisors and department heads consult with the City'.s E.-E.O. Officer prior adversely -affect minority employees: - Training. with regard to _upgrading, and termination of shall be instructed.to to any actions which might 1. Whenever the City of Pasco sponsors any training activity, special attention and consideration shall be given to securing the participation of minorities, women, and the handicapped/disabled. 2. Where formal training is necessary to qualify an individual for a job, i,n-hous.e 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. Compensation. 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 insure 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.. 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, sensory, and mental disability unless based upon q 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 disci- plinary action.. 2. Examination of all provisions of each labor contract shall be done to s discover if any of its provisionwork to the detriment of minorities women, or physical, sensory, and mental disability. 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- �- as yam.: ,r.y� `5,.�:'sa.�:^if'��&-+h'.'..iH�'2kY��' X�C��{irt.�i.�''..d;a�'�?Y`:C,'h•'':�'.r `.a��..`.i4.r5r�'ki,:C,.c C�",�:�{'Sa.�«"A I�,'..W�':'..•^ L,nq�layees shall be cncotrraeled l iir'ton><rl-.l.}� seek the advise of counsel of the E.E.O officer when they suspect they may have been treated in a discrin inatoly fashion. V. PORK FOI= AND UU3OR MARkLl' ANALYSIS 1. The-E.E.O. officer shall annually conduct a census of its employees by job class and departinent to assess current utilization patterns for women and mi..nori ties . 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.U. 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. V1. GOALS AND TUIL•'170LES 1. Based on the job category analysis (Clia.rt VI) .15% of the officials and ma.nayers in the Benton and Franklin Counties labor market is fentizle and 2%� :is in the minority group. 32% of the professional- and technical workers are female and 4% in the minority group. 30 of the skilled craft workers are female and 36 minority group. '!'he Service Workers category includes police and E re, protective service workers, personnel. Data supplied by the Enitalo;�ncnt Security Department for Affirn>Lative Action Programs indicate Uiat_ there is a 5.5% ethnic minority population in the labor force in the City of Pasco's service area and a'3G% female labor force. 2. 'i'l ics City currently e- q_)loys 1.0% ethnic minorities -uid 24% female. However; Elie greatest under -utilization of minorities and women is in the official and. managers, skilled craft categories and Police and Fire Deparunents. 3. 'Yho goal in the next three years is to employ or promote two females in ac"4nin- isL.r:aLive position, one female in skilled craft, two ethnic minorities in each o:C 11tc following,' departments: Fire ' and Police.! ALtai.rvnent of the stated goals is contingent upon the availability of qualified personnel and attrition. 4. Ai -usually the goals and timetable shall be updated.. 5. E.E.O. officer shall be responsible for insurilig that these steps are ca:ri:-Led out. Ile shall annually identify affirmative action priorities and coiiumtnicate these to all department heads. V1I. AUDIT AND L'VALUATION 1. `Ilre E.E.O. officer shall continually monitor progress beii n -ado in meeting the objectives of this plan. Miere appropriate, periodic revisions in the annual af-fi.rn-ative action plan shall be made. 2. Each year the E.E..O. officer shall prepare an annual report assessing the ptrforn'�nce of the City of Pasco and its departments regarding the plan. 3. ':111e L.E.O. officer annually shall prepa:rc and submit reports to 'the Equal L nl,1o;yment Q:)porttmity..CciTu-dssion, the=. Washington State Human Rights Cornnission, and to all other_ appropriate governmental agencies -having responsibility for the City's affirmative action performance. -5- ..r,;� ;'t-` �. _ J mss: K . v„ ;���,�::- " y:cc?.fl`6C`:�si',''�,..�'4`•• "-1S iii " =v ' . � '6i i :,r''ti�: -- - .+i. EXHIBIT "A" CITY OF PASCO CURRENT PROFILE CHARGES . September, 1979 1. Chart I: Current Utilization Patterns of Regular Full -Time Employees 2. Chart II: Sex and Salary of Full -Time Employees 3. Chart III: Race and Salary of Full -Time Employees 4. Chart -IV: Anticipated Employee Changes 5. Chart V: Job Category Analysi.s (September 1, 1977) 6. Comments on Charts I, II, III, IV, and V. 7. List of Employment Sources. 3. Minority Contractor's List. -_-�t..:'!7� 5r , � l r. �.: ''#,q_-,� 4+'�^�+'m"N�°i€SSc�.-wi?9�r.S��'d4i:.'dRN"•'.k�"`.�c.?'.e .r . �� � k$+��`"'��'�s'X15'$c''..�'..k�i!LL"�S'a'�!.".?4aJ' ri�'���".�i`� -+ ��,"�'�+_��.,�.'�'-'. ��:+�'.�`iF.a?.:1'� CHART I Current Utilization Patterns of Regular Full -Time Employees (Annual Salary) +White i Minority Ethnic Group Male Female Male e Female Line Department Ergo Total alary I Salary iJo. Salary N .1 Salary f I f W B HISP. ASN.I A.I. 1 Judicial9 4 �e,3 a 2 1 Executive 6 120,198. 2 62,322, 3 36 634 1 21-242 3 Community Development 3a Planning 1 20,592 3b Building Inspection 4 68,380 4 68,380 4 4 Public Works 26. 416.598 19 312,936 1 12,766 6 90,896 20 4 2 4a Engineering 6 V 1 5 Administrative Services 10 123,682 1 1.1 .700 l 6 Public Safety 6a Police 33 542..074 22 396,318 7 85,046 3 46,020 1 14,696 29 2 2 6b Fire Ambulance 25 449.59224 1 7 Parks/Recreation 14 2d3-,996 6 113,048 4 41,990 4 48,95 1 8 TOTAL: 133 2,186,3131 9 Percent 6f Workforce 21.8 11.3 0.9 10 Average Salary Per Person 16,432 __ 18,408 _ 11A75?_ _ _ __� _�a 8�g _ _,_12,870 CHART II Sex and Salary of Full -Time Employees . I (Annual Salary) :I 1.111 nry . line Department --- Pio. of Employees Avg. Salary Per. Person — Male - Female' NO. — _ 1 g Avq SaIar (10. — w Av .Salary .1 I. Judicial. � -Executive &_Le al 2 — _ _ 4 � 11 5752 .25 13,546 3 75 11 ;128 . 2 6 1 3 50 27,84b ,1 I 3 50 12,220 _20,046 3 Come Iurl i ty Development 3- __b:; i l dii n q nspector_ PLIbIiC WOO',S Eri jiineerinci' 17 ,1 Q� _4. 100 108_.1 4 _1U i 4 4a. I 26 — 16,016 1_25 6 I 961 86 16,146_ 1 1 4 14 7 _ 19,526 205748 _12,766 12,220 5 6 fa1L_ Adrninistrat_ive Services Public Safety ` f�ol_ice ___Li_rc�AtiLanre 13 13,936 3 23 22,906 10 77 12,298 •33 _ 16,432 25 76 17,706 8 24 12,480 25 _ 18,274 24 96 18,408 1 4 7,566 7 Parks/Recreatio-n 14 14,560 10 71 16,198 4 29 12,844 8 ' TOTAL: 133 16,432 1'02 77 17,888 31. 23 11,856 . . .•I k I CHART III Race and Salary of Full Tim, e_Employees - -" (annual salary) iinel Department i'!U. 0f Employees Av Sal ia jjj Per. Person 4tni e 11-10.a iAvn,Salarf! ^10. % FAva.Salary I '! +� i��• �•Si'1• A..1.niter.,.'_h. 1 Judicial I 4 a =11 752 4 1001 11 752 11 3 1 I 2 Executive & Legal 2 6 20,046 5 83 19 786 I l 171 21.242I 1 3 3 Community Development 3a� iI Plannin Director I � 1 20.92 I � I 1 1-1001 1 Rijildinq TnSpPctinn I I' 41 1001 17,108 1 16,016 !I 4 Public .Works I 26 I 20I 77I 16,276 65. 23 -15 158 i 19 4 2 I 1 I 4a Engineering 7 19,526 6 86 20,748 l) 14 12,220 I 6 1 5 Administrative Services -13 13,936 12 92 14,118 1 81 11 7.00 3 10 I 1 6 Public SafetyI 16,588 1 4 12 15 184 1 22 1 2 7 1 1 L Fi reZAmbul 1_ -6t —7 -- { i : 8 TOTAL 133 1 -11.5 6 9 2.9 -2- `l _ CITY OF PaSCO icipated emolct.ee Cnvnces CHART D. Line I Depart ��ent �':o. Total Empl. 178 Retire-,ent, attrition u Re6uction of Force 0;0;7) Pro i ec ted Employment Grot:ti Total New Hire T0T:.L Caucasian '-iinority ?:ale I Female ! :•Iale I Female ! 79 8G 78 79 i o0 1 78 j 79 ! 80 ! 78 79 S01 78 , 79 00 ! 78 ! 79 I UU 1 Judicial I 4 I I I ( I I I 2 Executive 6 � 3Com. � Oev �. I I I I i I I I I I I 3-a I Planning l 2 1 .2 3-b 'Building Insp. ! i t i;orr;s .. ! 26 A -a Engineerinn 7 5 IAdm. Serv. 13 J I I I ( 1 11 1 6 Public Safety i 6-a I Police i I i ! I I i ! I ! I I I 6-b ( Fire/a_mbI I ! ! I i I Rec & Parra 14 TT7 I I TOTAL 133 11 ,I I I I 1 8� 2 8 I 10 /CHART V\ � . � � JOB CATEGORY AMAL/3{S Data Source: Labor Market Information for Affirmation Action P�Ugrdm, Employment Security Department, 1976, , ' Labor ',Ik'f-. 1.10 r 1, F o c e- Work Force 0 e 1' 1 c i e n- c,/ Deficiency I'la 1 e Fpmialp ic 1-1 /0 COMiDany Wor",' Force Company Work Force OPERATIVES TOTAL CITY WORKFORCE 76 24 il 1-.01 1 32 1 18 86 9 5 1 29 Data Source: Labor Market Information for Affirmation Action P�Ugrdm, 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. Tile salaries shown are on an annual basis. Part-time and temporary employees are not included. A breakdown has been made by specific ethnic/minority groups. Public Safety employees are shown under line 6. Line 9 indicates 64.6% of the total workforces are male caucasian; 21.8% are female caucasian; 11.3% are male minorities, and 2.3% are female minorities. Line 10 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 8.shows that the average annual salary for each regular full-time employee is $16,432. Seventy-seven percent (77%) of the workforce is male, who averages $17,888 annually.- Twenty-three percent (23%) of the workforce is female for which the average annual salary is $11,856. 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 initerested in the positions and make application when employment opportunities occur. This is reflected in lines 3-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 i -n these departments are the City Manager, City Attorney, and the Administrative Assistant/City Manager/EEO Officer who are males and three females with office and clerical responsibilities. Line 4 and 4a. Public Works and Engineering. The female employees in these divisions have stenographic and clerical responsibilities. 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 annual salary for regular fiull-time employees is $16,432. Eighty-seven percent (87%) of the workforce is caucasian who average $16,744 -annually. Thirteen percent (13%) of the workforce is minority employees for which the 'average salary is•$14,560 annually. The present workforce is 13% minority. Over 15% of the population within the City of Pasco is minority. As a result in the'City's recruiting and selection process, the City will strive to reach, at a minimum on its regular workforce, minority parity with its population with emphasis on the job categories that are currently'underrep- resented by minorities. �,,: A,.,r :, , ,sem&, g�sa�" y,'�; �cw ivr' L%�'L'. � 4 A `"' .� Ra •.�,,,r -, -t�' ,,, �. �= • �.. _ _ .. `air!'SG r .. c- '. _ d'.- �';- . .. Z •�. ,._. �+ �.�#t.$d"45.. � 'N ''`�''�.d{74.i'f`i�'�..�'•i�•i�;4',kr.Q'i r .�. ..- *+"�`$. Line 2. Executive and Legal. Caucasian.pay is low compared to minority,pay because three positions have clerical and stenographic responsibi-liti-es. Line 4. Public Works. Indicates that 23% of the workforce is minority, which, on an overall basis, is quite acceptable. Line 4a. Engineering. Minority pay is low because the position has clerical and stenographic responsibilities. Line 6a and 6b. Police and Fire. Indicates that 16% of the combined workforce is minority. 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 for 1979. The balance of the chart attempts to forecast changes during 1960 due to attrition, retirement, or reduction of force (ROF). Obviously, such forecasting is subject to decreasing accuracy further into the future. . The chart summarizes the anticipated number of new hires during 1980. 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 shows the relationship of the occupations of.employed persons in' the. City of Pasco's' recruiting area (Benton and Franklin Counties) and the City's workforce by job category and specific ethnic/minority breakdown. The category "Service Workers" includes police officers, firefighters, and .groundsmen. Due to the unavailability of data, compiled by the Employment Security Department, the census labor force population in Benton and Franklin Counties is used to compute the percentages for male, female, and minorities for police, fire, and groundsmen positions. -2- N X- EMPLOYMENT SOURCES East Pasco Neighborhood Council Clarence Alford, President 525 South Elm Pasco, Washington 99301 547-7220 National Association for the Advancement of Colored People Rev. Floyd.Bullock, President P: 0. Box 582 Pasco, Wa. 99301 946-5998 National Organization for Women Virginia .SmiIi'e 648 Cottonwood Richland, Washington 99352 Ben -Franklin Community Action Committee, Inc. Odell Myricks, Employment Coordinator, P. 0. Box 2280 Pasco, Washington 99302 Opportunities Industrialization Center Fred Beltson, Referral & Placement Specialist P. 0. Box 161 Pasco, Washington 99301 Employment Security N. 5th & West Court Streets Pasco, Wa. 99301 Attention: Maime Masters FACTS 2803 L. Cherry Seattle, Wa. 98122 (206) 324-0552 Police Community Relations Mildred Scales. 205 South Wehe Pasco, Wa. 99301 545-3454 Evergreen Legal Services Denny Allen' 632 West Clark Pasco, Wa. 99301 545-4245 Washington St. Human Rights Commission Mary Delvin. 205 South Wehe Pasco, Wa. 99301 Northwest Rural Opportunities Yvonne Candanova 110 North Second Pasco, Washington 99301 Gommunity Affirmative Action Program Perry Blackwell, Director P. 0. Box 807 Pasco, Washington 99301 The Scanner Bernie.Foste'r P. 0 .' Box 5455 Portland, Oregon (503) 287-3562 r tiS °a L ti Pr�`sgtLi' :"k°t•7R4d`rtinn'°mer����fi'd Tv'?' lbl I.11IORl'1'Y COITIMC'i'ORS I,1V..J,0 ConsLluc,Lion 1 11. 0. I,cax 26,16 General I'ri::c; _ VVa . 99302 Specialty r.1 `.f M O [j i i•1�,,�•ti;r,�;d C;ol�slrucalion 122 NMI: Lew h Genera l 1`,i • c,•,, Wa . 9930.1 General `x;47- 5 1d0 I�l�•lc:ii�:r anCl f•'i'�ris • 1'P;.i inLiwi Coiilr<_ac:;tor Specialty VV. 11asl:.incjs ;I �I-riilr , VV99218 General 46h-0 206 I'It;lll: I'letcillr r, Owner r, 1 I ,. i'•L%1 ITC: 50 WaLh (lawn General =0, Wa, Specialty Jai: —d`?93 i George Gant, Excavation' 436 South Elm Specialty Pasco, Wa . 99301 547-5228 Custom Construction William 13. Alford General 420 N. Owen Pasco, Wa. 99301 547-6728 'l'ommy's Steel Salvage S,indlalasting & Painting General 904 S. OrecJon Pasco, Wa . 99301 ' 547-1221 James 1:;11 it�tt Concrete Specialty 5.10 W. Alder WaIIa Walla, Wa. 99362 525-8420