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HomeMy WebLinkAbout1620 Resolutionoe w. v so , Mayor RESOLUTION NO. 1620 WHEREAS, it is in the public interest that equal employment opportunities exists 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 role 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 ongoing funding assistance, NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF PASCO, WASHINGTON: 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 .4'f the City of Pasco, Washington this 47/ day of , 1984. CITY OF PASCO AFFIRMATIVE ACTION PROGRAM ANNUAL PERFORMANCE REPORT, DECEMBER, 1983 For the period July 1, 1982 to June 30, 1983, the City's total workforce of full- time employees has decreased from 141 to 138 (two full-time, part-time positions are included here). Chart Nos. I, II, III, IV, and V have been revised (attached) to reflect the current City workforce profile related to salary, race, sex and job locations Chart I indicates that the caucasian male workforce has increased slightly, 0.4% (67.4% to 67 8%) during the past twelve months. The female workforce has decreased 2 1% (27 0% to 24.9%). The total minority grou0 workforce has increased 1 1% (9.2% to 10.3%). Chart II indicates that the total male workforce has increased 2 0% (73 0% to 75 0%) and the total, female workforce has decreased 2 0% (27 0% to 25 0%) 1 I Chart III indicates that the average annual salary for minority employees is 9.2%, less than non-minority employees. Chart IV indicates the possibility of four (4) new hires in the next three years. i Chart V shows an analysis of job categories of the City's current workforce as it relates to the labor market in Benton and Franklin Counties which are considered our employment recruiting area The labor market data was taken from the 1980 census, EEO Special File, Richland-Kennewick-Pasco, Washington, Standard Metropolitan Statistical Area (SMSA) The data gives the percentages of employed persons in our recruiting area who possess the requisite skills to perform the jobs for 514 occupations The data is stated in terms of race, sex and occupations In summation, this analysis shows that females are underrepresented, based on their availability in the labor market, in the Fire and Police Departments During the past 12-months (7-1-82 to 6-30-83), the City has hired one minority Police Officer, bringing the total to three minority commissioned officers. During the same period of time, the City has hired one minority firefighter, bringing the total to two minorities in the Fire Department The hiring procedures are governed by the Civil Service Rules and Regulations in both Fire and Police Departments, and all candidates have to meet the minimum requirements to be considered for employment. On October 4, 1982, the Pasco Civil Service Commission approved an Affirmative Action Hiring Procedure to be used in order to enhance the possibilities of recruiting and hiring members of the "protected classes" in the Fire and Police Departments The categories with the highest deficiency percentage of female employees in the City's workforce is the Protective Service Workers, which include Police and Fire commissioned employees, craftsmen includes Public Works employees (except clerical), official and managers, and other Service Worker which includes Parks/Recreation groundskeeper positions The "technical" and "other service workers" categories has the highest deficiency percentage of minority employees 1 To affirmatively recruit minorities, women and handicapped employees, when job openings occur, the ',City will advertise in the printed media, having circulation in communities with a significant "protected class" population, and will contact all known organizations with the "protected class" affiliations in its effort to gain representation in all departments and job categories. I -, i EXHIBIT "A" AFFIRMATIVE ACTION PROGRAM CITY OF PASCO 1. 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 ,imple ment 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. 1 This Affirmative Action Program sets out speafic 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, 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, CT his designee, is hereby given the responsibility to implement this Affirmative Action Program. However, every employee is respon- sible for the ultimate success of the program. Performance on this Affirmative Action Program will be rigorously audited and evaluated annually. II. COMMUNICATION OF THE PROGRAM A. Internal 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, national origin or physical, sensory, and mental disability handicap. 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 notifying them that the City will not knowingly contract with any non-equal opportunity employer An EEO cerallcate must be supplied to the City prior to any single purchase over $5,000 from a vendor, or if annual purchase from a vendor exceeds $5,000. 4. A notification letter concerning the City's affirmative action policy shall be sent to unions and employee associations with whom the City' , deals encouraging equal opportunity affirmative action employment practices and compliance with Federal and State laws relating to equal employment opportunity and affirmative action. 5. A letter shall be sent to all local minority contractors when construc- tion 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 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. B. Appointment and Responsibility of the E.E.O. Officer 1. The City Manager or his designee is hereby appointed E.E.O. Officer. He (or she) has the responsibility for developing procedures to imple- ment this plan 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 employ- ment, and take appropriate remedial action when necessary. 3. He shall keep a record of affirmative action efforts in each individual employee selection process. 4. He shall be responsible for the confidentiality of information given on employment applications when an applicant is asked to state their sex, race, creed, color, national origin, marital status, or handicap for the ,nondiscriminatory purposes of affirmative action and compiling statistical information. He may at his discretion, disclose such infor- mation to a department head during an employee selection process if doing so will increase the opportunity for an affirmative action hiring. C. Responsibility of Department Heads (City Manager). 1. They shill analyze their work throe 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 enployees including minorities, females, and the handicapped/disabled regarding promotional opportunities within their departnents. IV. PERSONNEL DEPARTMENT PRACTICES A. Recruitment. 1 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; Community Affirmative Action Program; National Association for the Advancement of Colored People; Washington State Human Rights Commission; National Organization of Womeri; Columbia Basin College; Central Washington State University, and the local State Office of Employment Security 2. Efforts to hire minorities, women, and the'handicapped/disabled 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 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. Affirmative Action Hiring Process. In order to achieve a fair approximation of minority representation in the City's workforce consistent with the population mix in Pasco, and to eliminate the effects of past discriminatory practices, if any, that have resulted in the under-representation of members of a protected group in the City's workforce, the following process shall be employed: 1. On completion of testing/interview process, the Personnel Supervisor, based on the passing or eligibility threshold standards previously established, will evaluate and collate results, and an eligible list in descending order of test results will be prepared and furnished to the department head. Names of candidates who, if appointed will help to meet affirmative action goals, will be identified by asterisks on the eligible list. 2. Any member of a protected group whose name is placed on the eligible list below the top three highest ranking candidates, but is within a range of ten percent (10%) below the top ranking candidate on the eli- gible list, may be appointed by the appointing authority to fill a vacancy if it will assist in meeting the City's affirmative action goals. E. Promotion, Job Assignment and Termination. 1. Where feasible, training shall be set up to enhance promotability. There Shall be an in-city work force promotion preference. 2. Records shall be kept indicating the movement of minorities, women, and the handicapped/disabled within the City of Pasco relative to promotion, job assignment, layoff and recall. 3. Exit interviews will be conducted In the case of voluntary resignations of minorities and waren to see if any factor under the City's control is responsible. 4. Assure that there shall be no discrimination with regard to upgrading, c 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. F. Training. 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. 1 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 its employees, it shall within budget restraints, seek the cooperation of the local education institutions to set up training and educational programs so as to Increase the numbers of qualified women and minorities In the city labor force by reimbursing them for tuition fees and book charges for approved job-oriented courses, subject to prior approval of the Department Head. Reimbursement is to be made only upon successful completion of the course. 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, sensory, and mental 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 falls to cooperate towards 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, women, or physical, sensory, and mental disability. 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. 2. Employees not covered by a labor contract shall be encouraged to use the grievance procedure set forth In PMC 2.42.170. 3. Employees shall be encouraged to informally seek the advice of counsel of the E.E.O. 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 woman 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 towards increasing the availability of qualified wen and minorities. VI. GOALS & TINETABLPS 1. The City, currently employs 10% ethnic minorities and 25% female. However, the greatest under-utilization of minorities and woman is in the official and managers, skilled craft, protective, and other service workers categories. 2. The goal, in the next three years is to employ or promote two females in administrative positions; one female in skilled craft, two ethnic minorities in each of the following departments: Fire, Police and Parks. Attainment of the stated goals is contingent upon the availability of qualified personnel and attrition. 3. Annually, the goals and timetable shall be reviewed and updated as necessary. 4. The E.E.O. Officer shall be responsible for insuring that these steps are carried out. He shall annually identify affirmative action priorities and communicate these to all department heads VII. AUDIT & 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. EXHIBIT "A" CITY OF PASCO CURRENT PROFILE CHARGES November, 1983 - 1. Chart I- Current Utilization Patterns of Regular Full-Time Employees 2 Chart II Sex and Salary of Full-Time Employees o 3. Chart III Race and Salary of Full-Time Employees .., 0 4. Chart IV Anticipated Employee Changes u f 1 5. Chart V Job Category Analysis (November, 1983) 6 Comments on Chrts I, II, III, IV, and V. 7. List of Employment Sources - Minority Contractor List , I \ CHART I Current Utilization Patterns of Regular Full-Time Employees (Annual Salary) _ - White Minority Ethnic Group Male Female Male Female Line Department - -Total Em9lo . Total Salary No. Salary No. Salary No. Salar W B His. Asn. A. I. i Judicial 5 79,209 1 18,609 3 47,256 1 13,344 4 1 2 Executive & Legal (2) 4 121,596 2 88,104 2 33,492 , - , 3 Community Development c 3-a Planning 2 60,612 2 60,612 2 3-b Building Inspection Public Works 2 20 46_1 728 437,400 2 17 46,728 377,472 1 14,700 2 45,228 2 18 , 4 4-a Engineering 7 187,272 6 170,496 1 16,776 6 1 5 Administrative Services 15 310,620 3 71,388 9 172,476 2 47,436 1 19,320 112 2 1 6 Public Safety 6-a I Police 39 892,320 25 632,076 10 171,168 3 68,808 1 20,268 35 2 2 ---....1 G-b Fire/Ambulance 27 698,028 25 651,948 2 46,080 r 25 1 7 Parks/Recreation 15 -- 315,264 9 217,752 5 77,508 1 20 4 004 , _ 14 1 4 8 TOTAL. 136 3,149,049 92 2,335,185 30 516,600 10 227,556 4 69,708 122 7 5 1 1 9 Percent of Workforce 100 67.8 25,382 22.0 17 220 7 3 22 755 2.9 17 47 89_7 5_1 3 6 ORCIR 10 Avera e Saler Pr Pers 23,154 CHART II Sex and Salary of Full-Time Employees (Annual Salary) Linz Department No. of Employees Avg. Salary Per Person Male Female No. V. Salary No. % Av. Sal, 1 . di 5 15 9 840 i 20 18,60, 4 80 15,150 , , 3 2 Executive & Legal (2) 4 30,399 2 50 44,052 2 50 , 16,746 _ • , 3 , 1 Community Development , c 3,a , , 1 Planning 1 2 30,306 2 100 30,306 0 0 ' )0 3-b Building Inspector i 2 23,364 2 100 23,364 0 0 0 _ Public Works 20 21,870 19 95 22,247 1 5 14,700 4-a Engineering 7 26,753 6 86 28,416 1 14 16,776 , 5 Administrative Services 15 20,708 5 33 23,764 10 67 19,179 6 Public Safety 1 6-a Police 39 22,880 28 78 25,031 11 28 17,403 6-b Fl e Ambulance 27 25,852 27 100 35,852 0 0 0 , , 7 Parks/Recreation i , 15 21,017 10 67 23,775 , 5 , 33 15,501 P 1 8 1 TOTAL: 1 136 23,154 102 75 25,124 34 25 17,244 _ _ - Race and Salary of Full-Time Employees (Annual Salary) Line 0-.. n -o No. of Em lo ees White Minority Male Female Avg. Salary Per Person No. % Av. Salar No. A — W B His. As W B His. Asn. . 1 Judicial 5 15,840 4 80 16,466 1 20 13,344 1 3 1 Executive & Legal (2) 4 30,399 4 100 30,399 2 2 3 Community Development 3-a Planning/Director 2 30,306 2 100 30,306 ' 3-b Buildin. Ins.ector 2 23,364 23,364 2 100 4 Public Works 20 21,870 18 90 21,787 2 10 22,614 17 4 -a Engineering 7 26,753 6 86_ 28,416 1 14 16,776 6 1 Administrative Services 15 20,708 12 80 20,322 3 20 22,252 , ° Public Safety 6 -a Police 39 22,880 35 90 22,949 4 t 10 22,269 25 1 2 10 1 6 -b Fire/Ambulance 27 25 0 852 25 93 26,077 2 7 23,040 25 . Parks/Recreation 15 21,017 14 93 21,090 1 7 20,004 9 1 5 TOTAL 136 23,154 122 99.7 23,375 14 10.3 21,233 92 5 3 1 1 30 1 3 Anticipated Employee Changes CHART IV Line Department Total go Emol. Retirement. Attrition & Reduction of Force (ROF) Projected Employment Growth Total New Hire TOTAL Caucasian Minority e Male Female Male Fema :, : :. :. 8 , 85 86 84 85 86 84 85 116_ 1 Judicial 5 Executive , 3 Comm. Dev. 3-a t Planning 3-b Building Insp. _ 2 4 Public Works 20 4-a Engineering 5 Admin Servires 15 6 Public Safety 6-a Police 39 1 2 - 1 1 , 3 4 6-b Fire/Amb. 27 Parks/Recreation_ _ 15 Legal 2 TOTAL 136 JOB CATEGORY ANALYSIS Category Labor Mkt. Company Workforce Company Workforce Workforce Deficiency Workforce Deficiency Male Female Company Workforce Company Workforce M F MG M F MG M F MG M F MG M F MG W B —Hiso. Asn.,A. I. W B Hisp. Asn. A. I. Officials and Managers 75 25 4 85 15 7 11 2 1 0 10 0 0 1 0 10 1 Professional 61 39 7 43 57 14 6 8 2 18 0 0 2 0 0 6 , 6 1 1 , Technical 80 20 4 83 17 0 5 1 0 0 3 4 0 1 1 5 1 Clerical 40 60 7 96 13 1 23 3 36 0 0 8 0 0 1 21 1 , 1 , . Craftsmen 87 13 11 100 0 11 18 0 2 0 13 0 0 2 0 16 1 1 Protective Service Workers 85 15 5 100 0 9 53 0 5 15 0 0 8 0 4 8 2 2 1 , Otner Service Workers 91 9 17 100 0 13 8 _ 0 1 _ 0 9 4 0 2 2 7 1 T . . , , Total City Workforce 75 25 10 102 34 14 92 5 3' 1 1 30 2 2 Data Source 1980 Census EEO Special File, U.S. Department of Commerce, Bureau of the Census. 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 annual 'salaries for the period ending November, 1983. Part-time and temporary employees are not included. A breakdown has been made for male caucasian, female caucasian, minority male and minority female Line 9 indicates 67.8% of the total work forces are male caucasian, 22 0% are female caucasian, 7.3% are male minorities, and 2.9% 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 $23,154 Seventy-five percent (75%) of the work- force is male, wHo averages $25,124 annually Twenty-five percent (25%),of the workforce is female for which the average annual salary is $17,244 In order for the oercentage 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 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 in these departments are the City Manager and City Attorney, who are males and two females with office and clerical responsibilities Line 4 and 4-a Engineering and Public Works The female employees i„,n 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 full-time employees is $23,154 Eighty-nine percent (89%) of the workforce is caucasian who averages $23,375 annually 10 3% of the workforce is minority employees for which the average salary is $21,233 annually. Over 20% of the population within the City of Pasco are 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 underrepresented by minorities. Line 4. Public Works. Indicates that 10% of the workforce is minority Line 4-a. Engineering Minority pay is low because the position has clerical and stenographic responsibilities. Line 6-a and 6 1 1):11 Police and Fire. Indicates that 9% of the combined work- force is minority (4 in Police Department and 2 in Fire Department). 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 November, 1983. The balance of the chart attempts to forecast changes during 1984, 1985 and 1986 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 the next three (3) 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 ,1 3 Chart V shows the relationship of the occupations of employed persons )n the City of Pasco's'recruiting area (Benton and Franklin Counties) and the City's workforce by job category. The "Protective Ctegory Service Workers" includes Police Officers and Firefighters "Other Service Workers" are groundsmen. The 1980 Census 00, Special File, U.S. Department of Commerce, Bureau of the Census, for Richland-Kennewick-Pasco, Washington (SMSA 6740), Occupations (514) by race and sex is used to compute the percentages for male, female, and minorities in the labor market. -2- EMPLOYMENT SOURCES Police Community Relations Mildred Scales 205 South Wehe Pasco, Washington 99301 545-3454 1 National Organization for Women 1912 Mahan Richland, Washington 99352 946-0367 League of Women Voters 655 Lynwood Loop Richland, Washington 99352 943-3916 1 1 Washington State Human Rights Commission 205 South Wehe Pasco, Washington 99301 (Mary Delvin) , ! FACTS 2803 E. Cherry Seattle, Washington 98122 (206) 324-0552 National Association for the Advancement of Colored People P.O Box 582 Pasco, Washington 99301 946-5997 MEDIUM P.O. Box 22047 Seattle, Washington 98122 (206) 323-3070 Employment Security N. 5th & W. Court Streets Pasco, Washington 99301 Attn: Maime Masters 545-2265 0 Community Affirmative Action Program Perry Blackwell, Director P.O Box 807 Pasco, Washington 99301 547-1638 MINORITY CONTRACTORS LACLO Construction P.O. Box 2646 Pasco, Washington 99302 547-2055 Norwood Construction 122 West Lewis 1 Pasco, Washingtoh 99301 547-5340 George Gant, Excavation 436 South Elm Pasco, Washington 99301 547-5228 Tommy Steel & Salvage Sandblasting/Painting 904 S Oregon Pasco, Washington 99301 547-1221 General General Spec ialt General