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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 -1- 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. -2- 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; -3- 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. -4- 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 -5- 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. -6- 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. -7- 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. -8- 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