HomeMy WebLinkAbout1772 ResolutionATTE
E ELYN WEL S, City Clerk
RESOLUTION NO. 1772
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 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 Cgancil of the City of Pasco,
Washington, this 60 day of ( , 1987.
CITY OF PASCO
AFFIRMATIVE ACTION PROGRAM
ANNUAL PERFORMANCE REPORT, DECEMBER, 1986
For the period January, 1984 through December, 1986, the City's
total workforce of full-time employees has decreased from 136 to
131.
Chart Nos. I, II, III, IV, and V have been revised (charts
attached) to reflect the current City workforce profile related
to salary, race, sex and job locations.
Chart I reflects that the Caucasian male workforce has increased
slightly, 0.9% (67.8% to 68.7%) during the last three years, and
the female workforce has decreased 0.5% ( 24.9 % to 24.4%). The
total minority group workforce has increased 0.4%(10.3% to
10.7%).
Chart II reflects that the total male workforce has increased
1.0% (75.0% to 76.0%) and the total female workforce has
decreased 1.0% (25.0% to 24.0%).
Chart III reflects that the average annual salary for employees
within the minority group is 8.3% less than that of the
non-minority group. That gap has narrowed somewhat (from 9.2% in
1983), reflecting a 9.0% improvement for the minority group over
the past three (3) years.
Chart IV reflects the possibility of four (4) new hires in
1987. Only one of the four new hires represent a "growth"
position. The other three positions are replacements caused by
employee retirements.
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.
Following is a comparison of the job categories within the City
with the labor market data:
Officials and Managers. The City workforce percentage for
females in this category is 6% less than the labor market data,
and the minority group percentage is 2% above it.
Professional. The City workforce percentage for females in this
category is 15% less than the labor market data, and the minority
group percentage is 5% above it.
Technical. The City workforce percentage for females in this
category is 6% less than the labor market data. The labor market
data indicates that the minority group represent 4% of the
workers in this category; the City has none.
Clerical. All of the City's workforce in this category are
females. The minority group percentage is 6% above the labor
market data.
Craftsmen. The labor market data reflects a 13% female
representation in this category; the City has none. The minority
group percentage is 2% above it.
Protective Service Workers. The female and minority
representation in this category is addressed in the summary
below.
Other Service Workers. The labor market data reflects a 9%
female representation in this category; the City has none. The
City's minority group percentage is equal to the labor market
data at 17%.
SUMMARY
This analysis shows that female workers are underrepresented,
based on their availability in the labor market, in the City's
Fire and Police Departments. During the last twelve months
(1-1-86 through 12-31-86), the City hired six Police officers,
two are minorities, reflecting a 33% achievement among the 1986
new hires in the Police Department for Commissioned Officers.
Twelve percent (12%) of the City's Commissioned workforce are in the
"protected class" category (2-Fire and 3-Police). The percentage
more than doubles percentage stated in the 1980 Census EEO
Special File for the Minority Group (MG) in the Protective
Service Worker Category (5% shown in Chart V).
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);
and official and managers. The "technical" category has the
highest deficiency percentage of minority employees.
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 (as stated in Section IV, A. Recruitment,
Paragraph 1 of the City's Affirmative Action Program) with the
"protected class" affiliations in its effort to gain
representation in all departments and job categories.
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 USC 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 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 periodically with
Department Heads to discuss progress and problems relative
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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 disability.
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 contractors 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 known 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 to work towards the program objectives.
Disciplinary actions shall be taken against anyone found
to be deliberately obstructing implementation of the Plan.
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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 EEO Officer.
1. The City Manager or his designee is hereby appointed
EEO 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 (or she) 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 workforce relative to
utilization of minorities, women, and handicapped.
2. They shall set goals and timetables for bringing their
departments concerning Affirmative Action.
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.
IV. DEPARTMENT PERSONNEL PRACTICES
A. Recruitment.
1. The City will contact, at a minimum, the following
organizations as a source for the recruitment of
minorities, women and handicapped for full-time
employment: National Association for the Advancement of
Colored People (NAACP); Columbia Basin College (CBC);
local office of the Washington State Employment Security
(WSES); Pasco Community Relations Office; Career
Development Consultants; Tri Cities Opportunities; FACTS;
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Spokane Technical Institute; LDS Employment Center;
Puyallup Tribal Treatment; and the Work Assistance Center,
formerly Jackson Associates.
2. Efforts to hire minorities and women for seasonal
employment shall be made by contacting the above sources
and encouraging their interest in full-time employment
with the City, where feasible, with the City providing
assistance in appropriate training programs (see Part IV-F
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 job requirements.
2. Job specifications shall be reviewed to ensure 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 ensure 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
requirement shall be reviewed and revised to ensure 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 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 towards
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.
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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 Eligible 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.
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.
4. Assure that there shall be no discrimination with
regard to upgrading, promotions, transfer and demotions,
layoff and termination, of employees. Supervisors and
Department Heads shall be instructed to consult with the
City's EEO Officer prior to any actions which might
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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 and
women.
G. 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 assignment,
layoff and recall.
3. 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.
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 EEO Officer prior to any actions which might
adversely affect minority employees.
H. 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.
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 education 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.
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I. Compensation.
1. 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.
2. 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.
J. 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
bonafide occupational qualification.
Union and management representatives
shall work cooperatively to assure
the achievement of equal employment
opportunity. Any employee who fails
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.
K. 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.
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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 EEO Officer when they suspect
they may have been treated in a discriminatory fashion.
V. WORK FORCE AND LABOR MARKET ANALYSIS
1. The EEO 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 EEO Officer shall annually make a study of future
manpower needs based on expected rates of attrition and
employment growth projections.
3. The EEO Officer shall study the training capabilities
of area educational institutions and craft unions as first
steps towards increasing the availability of qualified
women and minorities.
VI. GOALS AND TIMETABLES
1. The City currently employs 24.4% female and 10.7%
minority group employees in its workforce. However, the
City's greatest deficiency in the utilization of female
employees are in the Professional, Craftsmen and
Protective Service Worker categories. For the minority
group employees, the deficiency is in the Technical
category.
2. The goal in the next three years is to employ or
promote one female into each of the following categories:
Professional, Craftsmen and Protective Service Workers;
and one minority group employee into the Technical
category. The achievement 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 EEO 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.
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VII. AUDIT AND EVALUATION
1. The EEO 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 EEO Officer shall prepare an annual
report assessing the performance of the City of Pasco and
its departments regarding the plan.
EXHIBIT "A"
CITY OF PASCO
CURRENT PROFILE CHARGES
December, 1986
1. Chart 1:
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 Analysis
6. Comments on Charts I, II, III, IV, and V.
7. List of Employment Sources - Minority Contractor List
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 December, 1986. 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 68.7% of the total work forces are male
Caucasian, 20.6% are female Caucasian, 6.9% are male minorities,
and 3.8% 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
$26,261. Seventy-six percent (76%) of the workforce is male, who
averages $28,756 annually. Twenty-four percent (24%) of the
workforce is female for which the average annual salary is
$18,543.
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
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 salary for
males compared to females. Included in these departments are
four (4) Management Personnel who are males and three females
with office and clerical responsibilities.
Line 4 and 4-a. Engineering and Public Works. 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
full-time employees is $26,261. 89.3% of the workforce is
Caucasian who averages $28,894 annually. 10.7% of the workforce
is minority employees for which the average salary is $24,217
annually.
Line 4. Public Works. Indicates that 12.0% of the workforce is
minority with an annual average salary of $25,437 vs. $25,487 for
non-minority employees.
Line 4-a. Engineering. Minority pay is low because the position
has clerical and stenographic responsibilities.
Line 5. Administrative Services. Indicates that 10.0% of the
workforce is minority with an annual average salary of $20,496
vs. $22,113 for non-minority employees.
Line 6-a and 6-b. Police and Fire. Indicates that 8.7% of the
combined workforce is minority (4 in Police Department and 2 in
Fire Department).
Comments on Chart IV
Chart IV displays the total number of employees in each of the
operational departments of the City as of December, 1986. The
balance of the chart attempts to forecast changes during 1987,
1988, and 1989 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 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 shows the relationship of the occupatios of employed
persons in the City of Pasco's general recruiting area
(Richland-Kennewick-Pasco, Washington SMSA 6740) and the City's
workforce by job category.
The "Protective Service Workers Category" includes Police
Officers and Firefighters. "Other Service Workers" are
Groundsmen within the Parks Department.
The 1980 Census EEO, 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.
EMPLOYMENT SOURCES
Columbia Basin College
2600 North 20th Avenue
Pasco, Washington 99301
Attn: Gwen Leth
547-0511, Ext. 224/275
NAACP
Post Office Box 582
Pasco, Washington 99301
Employment Seceurity
3900 West Court
Pasco, Washington 99301
Attn: Maime Masters
545-2265
Work Assistance Center
425 West Lewis, Suite C
Pasco, Washington 99301
Attn: Ellen King
Career Development Consultant
114 N. 5th Avenue
Pasco, Washington 99301
Attn: Billy Bohanon
545-9550
Tri City Herald
107 N. Cascade
Kennewick, Washington 99336
586-2121
The Giant Nickel
4812 W. Clearwater
Kennewick, Washington 99336
783-5455
FACTS
2803 E. Cherry
Seattle, Washington 98122
(206) 324-0552
George Gant Excavation
436 South Elm (Specialty)
Pasco, Washington 99301
547-5228
Norwood Construction
122 West Lewis (General)
Pasco, Washington 99301
547-7474
Tommy's Steel and Salvage
Sandblasting/Painting
904 S. Oregon (General)
Pasco, Washington 99301
547-1221
CHART I
Current Utilization Patterns of Regular Full-Time Employees
(Annual Salary)
White Minority
Ethnic Group
Male Female Male Female
Line Department
Total
Employ
Total
Salary No Salary No Salary No Salary No Salary W B Hisp Asn
1 Judicial 03 58,164 2 40,560 17,604 2 1
2 Executive & Legal (Z) 07 219,625 3 128,736 3 55,609 1 35,280
3 Community Development (4)
'la Planning 02 61,740 2 61,740
3b Building Inspection 02 51,552 2 51,552 2
4 Public Works 17 433,188 14 364,793 1 17,520 2 50,875 15
4i Frigineering 06 179,652 5 161,136 1 18,516 5
5 Administrative Services 10 2lq,5l 2 70,764 7 128,256 1 20,496
6 Public Safety (69).
6a Police 41 1,055,686 28 775,172 9 179,786 3 78,348 1 22,380 37
6b Fire/Ambulance 28
15
812,006
349,168
25
9
740,812
245,774
1
4
13,733
65,316
2
1
57,461
24,470 1 13,608
26
13
1
2
1
7 Parks/Recreation
8 TOTAL 131 3,440,297 90 2,600,479 27
20.6
500,780 9
6,9
246,434 5
3 8
92,604 117
89 3
5
3 8
6
4 6
2
1 5 0 8 9 Percent of Workforce 100 68.7
10 Average Salary Per Person 26,261 28,894 18,547 27,381 18,520
CHART II
Sex and Salary of Full-Tie Employees
(Annual Salary)
L
I
N Department
No of
Employees
Avg Salary
Per Person
Male Female
No % Av Salary No % Av Salary
E
1 Judicial 3 19.388 3 100 lq,3R2
2 Executive & Legal (2) 7 31,375 4 57 41,004 3 43 18,536
3 Community Development (4)
3a Planning 2 30,870 2 100 30,870 0 0 0
3b Building Inspector 2 25,776 2 100 25,776 0 0 0
4 Public Works 17 25,481 16 94 25,979 1 6 17,520
4a Engineering 6 29,942 5 83 32,227 1 17 18 516
5 Administrative Services 10 21,951 2 20 35,382 8 80 18,594
,
6 Public Safety (69)
6a Police 41 25,770 31 76 27,532 10 24 20,216 ,
6b Fire/Ambulance 28 29,000 27 96 29,565 1 4
1
13,733
7 Parks/Recreation 15 23,277 10 67 27,024 5 33 15,784
8 TOTAL 131 26,261 99 76 28,756 32 24 18,543
CHART III
Race and Salary of Full-Time Employees
(Annual Salary)
I
N
s • I ' I
No of
Em lo ees
Avg Salary
Per Person
White Minority Male Female
N % Av Salar No % A Salar W B Hiss Asn A Hiss Asn A I
1 Judicial 3 19088 2 67 20,280 1 33 17,604 2 1
2 Executive & Legal CO 7 29,238 6 86 30,724 1 14 35,280 3 1 3
Community Development (4)
3a Planning/Director 2 30,870 2 100 30,870 2
3b Building Inspector 2 25,776 2 100 25,776 2
4 Public Works 17 25,481 15 88 25,487 2 12 25,437 14 1 1 1
4a Ensineerins 6 29,942 5 83 32,227 1 17 18,516 5 1
5 Administrative Services 10 21,951 9 90 22,113 1 10 20,496 2 7 1
6 p 1 69) (
6a Police 41 25,748 37 90 25,809 4 10 25,182 28 3 9 1
6b .1 . 28 29,000 26 93 29,020 2 7 28,730 25 1 1 1
7 Parks/Recreation 15 23,277 13 87 23,930 2 13 19,039 9 1 4 1
8 TOTAL 131 26,261 117 89 ' 28,894 14 10.7 24,217 90 3 4 1 1 27 2 1
CITY OF PASCO
Anticipated Employee Changes
CHART IV
TOTAL
L
I
N
E Department
Total
No Emol
3
Retirement, Attrition & Reduction of Force ROF) Projected
Employment
Growth
Total
New
Hire Caucasian Minority
Male Female Male Female
87 88 89 87 88 89 87 881 89 87
/
88 aa 87 88 Rq 87 88 89
5
1 Judicial
2 Executive 5
3 Comm Dev (4) (4)
3a Planning 2
3b Building Insp 2 2
4 Public Works 17
6
1 1 18
6
4a Engineering
5 Admin Servi - 10 1 9
6 p • - . . (69) . _(69)
6a Police 41 1 41
6b Fire/Amb 28
_ - 2 1
i 28
7 Parks/Recreation 15 15
Le4a1
_
TOTAL 131 2 2 .4 131
(CHART V)
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 Hisp Asn A. I W B Hisp Asn A I
Officials and Managers 75 25 4 81 1 ,9 6 13 3 1 0 5 0 0 1 0 12 1 0 0 0 3 0 0 0 0
Professional 61 39 7 76 24 12 13 4 2 0 15 1 0 2 0 13 0 0 0 0 2 1 0 1 0
Technical 80 20 4 86 14 0 7 1 0 0 6 4 0 1 1 7 0 0 0 0 1 0 0 0 0
Clerical 40 60 7 0 100 13 0 24 3 40 0 0 10 0 0 0 0 0 0 0 21 1 2 0 0
i
I
.
Craftsmen 87 13 11 100 0 13 16 0 2 0 13 0 0 2 0 14 1 1 n n n 0 0 0 0
Protective Service Workers 85 15 5 100 0 12 44 0 5 0 15 0 0 7 0 39 1 3 0 1 0 0 0 0 0
Otner Service Workers 91 9 17 100 0 17 6 0 1 0 9 0 0 1 0 5 0 0 1 0 0 0 0 0 0
Total City Workforce 75.6 24.4 10.7 99 32 14 90 3 4 1 1 27 2 2 1 0
Data Source 1980 Census EEO Special File, U S Dept. of Commerce, Bureau of the Census