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.
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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-
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. .. ��, 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-
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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-
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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.
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.+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