HomeMy WebLinkAbout1897 ResolutionVED AS TO FORM:
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"WO
ubstello, City Attorney Greg A .
E Hendler, Mayor
ATTB6T:
ly ells, C ty Clerk
RESOLUTION NO. 1897
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 these goals.
PASSED by the C ty Council of the City of Pasco,
Washington thisOday of 1989.
CITY OF PASCO
AFFIRMATIVE ACTION PROGRAM
ANNUAL PERFORMANCE REPORT, JULY 31, 1989
For the period December, 1986 through July, 1989, the City's
total workforce of full-time employees has decreased from 131 to
126.
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 decreased
slightly, 0.5% (68.2% from 68.7%) during the last three years, and
the female workforce has increased .05% ( 24.9 % to 25.4%). The
total minority group workforce has increased 0.8% (10.7% to
11.5%).
Chart II reflects that the total male workforce has decreased
1.0% (75.0% from 76.0%) and the total female workforce has
increased 1.0% (24.0% to 25.0%).
Chart III reflects that the average annual salary for employees
within the minority group is 14.2% less than that of the
non-minority group. That gap has narrowed somewhat (from 16.2%
in 1986), reflecting a 2.0% improvement for the minority group
over the past three (3) years.
Chart IV reflects the possibility of ten (10) new hires in 1990
through 1992. Only one of the ten new hires represent a "growth"
position. The other nine 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, Metropolitan
Statistical Area (MSA). 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 City's job categories with
the labor market data (previous percentages are shown in
parenthesis).
Officials and Managers. The City workforce percentage for
females in this category is 10%( previously 6%) less than
the labor market data, and the minority group percentage
is 4% (previously 2%) above it.
* Professional. The City workforce percentage for females
in this category is 13% ( previously 15%) less than the
labor market data, and the minority group percentage is 2%
less. Previously, the minority group percentage was (5%)
above the labor market data.
* Technical. The City workforce percentage for females in
this category is 17% above the labor market data
(previously 6% below). The labor market data indicates
that the minority group represent 4% of the workers in
this category.
* Administrative Support. All of the City's workforce in
this category are females. The minority group percentage
is 10% (Previously 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 3% (Previously 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 and a 17% minority group representation in this
category; the City has none of either group.
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 thirty-one months
(1-1-86 through 7-31-89), the City hired ten Police officers, one
is a minority, reflecting a 10% achievement among the new hires
in the Police Department for Commissioned Officers. Eleven
percent (11%) of the City's Commissioned workforce are in the
"protected class" category (2-Fire and 3-Police). The percentage
more than doubles the 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. This procedure was modified on August 11, 1987
to further enhance the recruiting and hiring members of the
"Protected Classes."
The City workforce reflects a deficiency for female employees in
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five of the seven EEO-4 categories, ranging from 9% to 15%. The
categories are: Officials and Managers (10%); Professional
(13%); Craftsmen (13%); Protective Service Workers (15%); and
other Service Workers (9%). The City workforce reflects a 17%
deficiency for minority group employees in one category (other
Service Workers.)
To affirmatively recruit minorities, women and handicapped
employees, when job openings occur, the City will continue to
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
"protected class" affiliations in its effort to gain
representation in all departments and job categories.
It should be reiterated that all data and statistics contained in
this report only reflects full-time regular employees in the City
workforce.
EXHIBIT HA"
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
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.
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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. Performance in meeting Affirmative Action objectives
shall be carefully included in all future performance
reviews. Future promotion considerations 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.
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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 annually relative
to the utilization of minorities, women, and the
handicapped, to identify (if any) opportunities expected
in the coming year to advance Affirmative Action
Objectives within their Department.
2. They shall actively promote a positive climate in
their departments concerning Affirmative Action.
3. 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
individuals and organizations listed in Exhibit B,
Employment Advertising Sources, as resources in the
recruitment of members of the protected classes for
full-time employment. Also, employment notices will be
placed in selected newspapers, listed in Exhibit C, Media
- Employment Advertising sources, based on the vacant
position.
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.
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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, Local Law, and free from 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.
D. Affirmative Action Hiring Process.
In order to achieve a fair approximation of minority
representation in the City's workforce consistent with the
available labor force data for the
Pasco Statistical Metropolitan Area (MSA), 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 Officer, 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 may be appointed by the
appointing authority to fill a vacancy if it will
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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. During Exit Interviews conducted in
the case of voluntary resignations of minorities and
women, a special effort will be made 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
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.
2. Where formal training is necessary to qualify an
individual for a job, in-house training programs should 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.
G. Compensation of the Same Classification and Status of
Employment.
1. All fringe benefit programs shall be reviewed and
revised where necessary to assure that they are equally
available to every employee of the same classification
and status of employment.
2. Working conditions shall be reviewed to insure that
for each job or job classification substantially similar
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conditions prevail. Specifically, this will include
review of work schedules, opportunities for overtime work,
scheduling of vacations, and other similar items.
H. 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,
including termination.
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.
I. 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 and 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.
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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 25.0% female and 11.0%
minority group employees in its workforce. However,
female employees are not represented in the Craftsmen,
Protective Service Workers or Service Maintenance (Other
Service Workers) Categories. Minority group employee
representation is also absent in the Other Service Workers
Category.
2. The goal in the next three years is to employ or
promote one female into each of the following categories:
Craftsmen, Protective Service Workers and Service
Maintenance; and one minority group employee into the
Service Maintenance Category. The achievement of the
stated goals is contingent upon the availability of
qualified personnel and attrition within the City
workforce.
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.
VII. AUDIT AND EVALUATION
1. The EEO Officer shall continually monitor progress
being made in meeting the objectives of this plan, and
where appropriate, make periodic revisions in the annual
Affirmative Action Plan.
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. Such report shall be
filed with the City Manager and City Council by December
31st of each year.
CITY OF PASCO
CURRENT PROFILE CHANGES
July 31, 1989
1. Chart 1:
2. Chart II:
3. Chart III:
4. Chart IV:
5. Chart V:
6. Comments on
7. Exhibit B:
8. Exhibit C:
9. Exhibit D:
Current Utilization Patterns of Regular
Full-Time Employees
Sex and Salary of Full-Time Employees
Race and Salary of Full-Time Employees
Anticipated Employee Changes
Job Category Analysis
Charts I, II, III, IV, and V.
Employment Advertising Sources
Media - Employment Advertising Sources
Minority Contractors
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 total of
department salaries. The salaries shown are annual salaries for
the period ending July 31, 1989. 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 68.2% of the total work forces are male
Caucasian, 20.6% are female Caucasian, 6.4% are male minorities,
and 4.8% are female minorities. Line 10 shows the average salary
per person and also indicates the male Caucasian has the highest
salary and the female minority group the lowest salary.
Comments on Chart II
Chart II summarizes by Department number, percent and average
salary of male and female employees. Line 9 shows that the
average annual salary for each regular full-time employee is
$27,787. Seventy-five percent (75%) of the workforce is male, who
averages $31,044 annually. Twenty-five percent (25%) of the
workforce is female for which the average annual salary is
$18,583.
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 4, 5, and 7. There are no
requirements in any of the City's departments or divisions that
differentiate between sexes.
Lines 2 and 3, Legal and Executive, indicates a high average
salary for males compared to females. Included in these
departments are Three (3) Management Personnel who are males and
one female in a professional position. There are four females
with office and clerical responsibilities.
Line 5 5-a. Engineering and Public Works. Two female
employees in these divisions have stenographic and clerical
responsibilities, and one is represented in the Technical
Category.
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 $27,787. 89.0% of the workforce is
Caucasian who averages $28,234 annually. 11.0% of the workforce
is minority employees for which the average salary is $24,218
annually.
Line 5. Public Works. Indicates that 12.0% of the workforce is
minority with an annual average salary of $27,776 vs. $26,638 for
non-minority employees.
Line 5-a. Engineering. Minority pay is low because the position
has a lower required skill level in this Department.
Line 6. Administrative Services. Indicates that 12.0% of the
workforce is minority with an annual average salary of $13,668
vs. $22,469 for non-minority employees.
Line 7-a and 7-b. Police and Fire. Indicates that 7.0% of the
combined workforce is minority (3 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 July 31, 1989. The
balance of the chart attempts to forecast changes during 1990,
1991, and 1992 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 occupations 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
(NSA 6740), Occupations (514) by race and sex is used to compute
the percentages for male, female, and minorities in the labor
market.
CHART 1
Current Utilization Patterns of Regular Full-Time Employees
(Annual Salary)
White Minority
Ethnic Group
_ Male Female Male Female
Lane Department Total
Employ
I- Total
ISlar/ a No Salary No Salary No Salary No Salary W El Hisp Asn A I,
1 Judicial _ 4 75,420 0 0 2 43,932 0 0 2 31,488 2 0 2 0 0
2 Executive & Legal (3) 8 251,352 2 100,380 5 115,680 1 35,292 0 0 7 1 0 0 0
1 Community 0e/el opment (4) (111,156) (3) (91,608) 0 0 0 0 (1) (19,548) (3) (1) 0 0 0
. 3a Planning 2 56,748 1 37,200 0_ 0 0 0 1 19,548 1 1 0 0 0
3b Building insPection 2 54.408 ' 2 54.408 0 0 0 0 0 0 2 1 0 0 0 0
Public Works 16 426,476 13 358,796 1 14,148 2 53,532 0 0 14 1 1 0 0
4a Engineering 6 182,436 4 145,116 1 16,452 0 0 1 20,868 5 0 0 I 1 0
5 Administrative Services 8 170,951 3 86,027 4 i 71,256 0 0 1 13,668 7 1 0 1 0 0
6 Public Safety (68) (2,008,752) 55X1.,709,388) (3) (153,216 (5)(146,148) 0 0 63)1(1) 1(3) 0 (1)
6a Police 44 -, , , 3 83,484 0 0 1 41 0 3 0 0
6b Fire/Ambulance 24 774,168 21 696,984 1 14,520 2 62,664 0 0
I
22 1 I 0 0 1
7 Parks/Recreation 12 274,728 6 180,300 5 75,912 0 0 1 1 18,516 11 1 0 1 0 1 0
8 TOTAL 126 3,501,271 86 2,671,613 26 490,596 8 234,972 6 104,088 1111 4 1 7 2 1
9 Percent of Workforce 100 100 68 2 76 3 20 6L 14 0 6 4 6 7 8 3 0 138 8 3 2 I 6 1.6 0 8,
10 ,_ Averace Salar/ Per Person 27,787 31,065 18,869 29 371 17,343
CHART II
Sex and Salary of Full-Time Employees
(Annual Salary)
L
1 n C Department
No of
Employees
Avg. Salary
Per Person
Male Female
No % Av. Salary No % Av. Salary
0 4 18 855 S 0 0 4 00 18 855
Legal 3 30,116 33 46,884 2 67 21,732
3 Executive 5 32,200 40 44,394 3 60 24,072
Community Development (4) (27,789) (3) 75) (30,536) (1) 19,548)
Planning 2 28,374 1 50 37,200 1 I 19,548
Building Inspector 2 27 204 2 00 27,204 0 0
Public Works 16 26 654 15 94 27,499 1 14,148
En , ineering 6 30,406 67 36,279 2 33 18,660
Administrative Services 8 21,368 38 33,300 5 62 16,984
Public Safety (68) (29,540) 160) 88) (30,925) (8) 19,152)
Police 44 28 058 37 84 29 618 19,813
7b • Arnbuiano 24 32.257 23 96 33,028 4 14,520
8 Parks/Recreation 12 22,894 6 50 30,050 50 15,738
TOTAL: 126 27,787 94 75 31,044 32 25 18,583
CHART III
Race and Salary of Full-Time Employ
- (Annual Salary)
L
Deoartmant
No of
Employees
Avg Salary
_
White Minority Male Female
Per Person No % Av Salary No 1 Av Salary W B Hiso Isn. A.T. W 8 [ His As, A. I,
Judicial 4 l.8855 2 50 21,966 2 50 15,744 0 0 0 0 0 2 0 2 0 0
2 Legal 3 30,116 3 100 30,116 0 0 0 1 0 0 0 0 2 0 0 0 0
3 ExecutiYe - 5 32,200 4 80 31,428 120 35,292 1 1 0 0 0 1 0 0 0 0
4 Community Oeyelocrent (4) (27,789) (3)(75)(30,536) (1 (25,(19,548) (3) 0 0 ' 0 0 (1) 0 0 0 0
4a Planning/Director 2 28,374 1 50 37,200 1 50 19,548 1 0 0 0 0 1 0 0 0 0
4b Building Inspector 2 27,204 2 100 -27,204 0 0 0 2 0 0 0 0 0 0 0 0 0
5 Public 'forks 16 26,654 14 88 26,638 2 12 27,766 13 1. 1 0 0 1. 0 0 0
5a Engineering 6 5 83 32,313 1 17 20,863 4 0 _ 0 0 0 1 0 0 1 0
, .
6 Administratiye Services 8 21,368 7 88 22,469 1 12 13,668 3 0 0 0 0 4 0 1 0 0
7 Public Safety (68) (29.540) 63)(93).(24,565) (5:(7) (29,229) (55) (1) (3) 0 (1) (8) 0 0 0 0
Police 44 28,058 41 93 28,075 3 7 27,828 34 0 3 0 0 7 0 0 0 0 .
lb Fire/Ambnlanr 24 32,257 22 92 32,341 2 8 31,332 21 1 0 0 1 1 0 0 0 0
, ...
Parksflecreation 12 22,894 11 92 23,292 1 8 18,516 6 0 0 0 0 5 0 0 1 0
I
TOTAL 126 27,787 112 89 28,234 14 11 24,218 86 ' 4 0 1 .26 1 3 2 0
CITY OF PASCO
Anticipated Emplojee Changes
CHART IV
90 191
Male
Retirerent. Attrition oeduction of Forca (r,F)
Feral Male I Femala
Oeoartment
Total
No Emol
Proj ected
Employment
Growth
90 91192
Line
Total
Me4
Hire
90 91
TOTAL
Caucasian Minoritv
92 90 1 91. 92 190 911 92 90 1 9
4 I I Judicial
, 2 Executi/e
3 Comn Oev
3a Plannin
5
(4)
2
2
16
6
1
L.
1
0 0 ,il 2
It I
3b I. Building Inso
Public Works
Engineering
4
4a
iiblt S4f,3ty 0 (7) ,(1)i (8)
0 0 k 141
010 1 4 110
5 Admin. Sor/iros 8
(68) 6
6a
6b
Police Z*4
Fire/Arb. I 24
7 1 Parks/Recreation
Legal
2 10 10
12
3
TOTAL
1- 126 2
(CHART V)
JOB CATEGORY ANALYSIS
labor Mkt
Company
Workforce
Company
Workforce
Workforce
Deficiency_
Workforce
Deficiency Male Female
Company Workforce Company Workforce
Category M F MG M F MG M F MG H F MG H F MG W 8 Hi so • Asn IA. I W 8 Hiso Asn A I
Officials and Managers 75,25 4 85
1
15 8 11 2 1_ 0_ 10 0 0 im 0 10 1 0 0 0 2 0 0 0 0
Professional 61 39 7 74 26 5 14 5 1 0 13 0 0 2 0 14 0 • 0 0 0 4 0 0 1 0
Technical 80 20 4 63 37 12 - 3 1. 17 0 0 1 0 0 5 0 0 0 0 2 0 0 1 0
Administrative Support 15 85 8 0 100 18 0 22 4 15 0 0 3 0 0 0 0 0 0 0 18 1 3 0 0
Craftsnen 87 13 11 ,00 0 14 14 0 2 0 13 0 0 2 0 12 1 1 0 0 0 0 0 0 0
Protective Serrice Workers 85 15 5 .00 0 11 47 0 5 0 15 0 0 7 0 42 1 3 0 1 _ 0 0 0 0 0
9tner Service Workers 91 9 17 .00 0 0 3 0 0 0 9 17 0 1 1 — 3 0 0 0 0 ' 0 0 0 0 0
Total City Workforce
---
_ _ _75 2.5 11 94 32 14 - 86 3 - 4 0 , 1 26 1 3 2 0 ,
DATA SOURCE 1980 Census EEO Special File, U. S Department of Commerce, Bureau of the Census
EXHIBIT - B
EMPLOYMENT ADVERTISING SOURCES
PUYALLUP TRIBAL TREATMENT CENTER
2209 E. 32nd Street
Tacoma, WA 98404
COLUMBIA BASIN COLLEGE
2600 N. 20th
Pasco, WA 99301
Attn: Placement Office
(509) 545-0511, Ext. 275
RICHLAND COMMUNITY CHURCH OF GOD
2101 Symons
Richland, WA 99352
Attn: W. J. Franklin, Pastor
DIVISION OF VOCATIONAL
REHABILITATION
500 N. Morain, Suite 2101-B
Kennewick, WA 99336
Attn: Joe Sifuentez
(509) 545-2375
WESTERN JUNIOR COLLEGE (Fire only)
North 1101 Fancher Road
Spokane, WA 99212-1275
Attn: Director of Career Services
(509) 535-7771
FAX (509) 535-3266
LDS EMPLOYMENT CENTER
6500 "A" W. Deschutes
Kennewick, WA 99337
Attn: Arlo R. Gunter
T.I.M.A.
1403 W. Marie
Pasco, WA 99301
Attn: Rev. F. A. Allen
NAACP
P. 0. Box 683
Pasco, WA 99301
(509) 735-4040
BEN FRANKLIN COMMUNITY
ACTION COMMITTEE
720 W. Court Street
Pasco, WA 99301
(509) 545-4042
EMPLOYMENT SECURITY
P. O. Box 2567
3900 W. Court Street
Pasco, WA 99301
Attn: Millie Quigley
(509) 545-2333
DEPARTMENT OF SOCIAL &
HEALTH SERVICES
P. O. Box 931
800 W. Court B11-2
Pasco, WA 99301
Attn: Jose Sifuentez
(509) 545-2623
WASHINGTON HUMAN DEVELOPMENT
527 W. Court Street
Pasco, WA 99301
NORTHWEST HUMAN RESOURCES,INC . CITY OF RICHLAND
1776 Fowler, Suite 3 Personnel Department
Richland, WA 99352
P. O. Box 190
Attn: Polly L. McGrady Richland, WA 99352
(509) 736-0975
(509) 943-9161
FAX (509) 943-5666
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EXHIBIT - C
MEDIA - EMPLOYMENT
ADVERTISING SOURCES
THE FACTS NEWSPAPER
P. 0. Box 22015
Seattle, WA 98122
(206) 324-0552
FAX (206)
YAKIMA HERALD REPUBLIC
114 N. 4th
Yakima, WA 98901
(206) 248-1251
FAX (509)
SEATTLE P.I.
521 Wall Street
Seattle, WA 98121
(206) 624-7355
FAX (206) 464-2582
TRI-CITY HERALD
107 N. Cascade
Kennewick, WA 99336
(509) 586-6181
FAX (509) 582-1510
ELSOL
913 W. Lewis
Pasco, WA 99301
(509) 545-8030
FAX (509) 545-8170
THE OREGONIAN
1320 S.W. Broadway
Portland, OR 97205
(503) 224-4511
FAX (503)
SPOKESMAN REVIEW
927 W. Riverside
Spokane, WA 99210
(509) 838-4664
FAX (509) 459-5082
THE GIANT NICKEL
4812 W. Clearwater
Kennewick, WA 99336
(509) 783-5455
FAX (509)
THE SCANNER NEWSPAPER
4845 N.E. Union
Portland, OR 97228
(503) 287-3562
FAX (503)
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(EXHIBIT - B CONT'D.)
EMPLOYMENT ADVERTISING SOURCES
AMERICAN GI FORUM
3926 W. 10th Avenue
Kennewick, WA 99336
(509) 735-4561
BENTON/FRANKLIN HISPANIC VOTERS COALITION
P. 0. Box 1186
Pasco, WA 99301
(509) 735-9735
ST. PATRICK'S HISPANIC ORGANIZATION
1320 W. Henry
Pasco, WA 99301
(509) 545-0395
TRI-CITY LATIN ASSOCIATION
Rt. 1 Box 1280
Benton City, WA 99320
(509) 588-3828
ROSALIO ARMIJO
1808 N. 13th Avenue
Pasco, WA 99301
(509) 547-0164
SANTOS ORTEGA
7112 W. Umatilla Avenue
Kennewick, WA 99336
(509) 735-4038 (after 5:00 p.m.)
MR. JAMES EDWARDS
904 W. PARK
PASCO, WASHINGTON 99301
(509) 547-5623
CASCADE REHAB COUNSELING
5219 W. CLEARWATER, #14
KENNEWICK, WASHINGTON 99336
(509) 735-0384
EASTERN WASHINGTON MINORITY BUSINESS
DEVELOPMENT CENTER
P.O. BOX 572
PASCO, WASHINGTON 99301
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EXHIBIT - D
MINORITY CONTRACTORS
GEORGE GANT EXCAVATION
426 S. Elm (Specialty)
Pasco, WA 99301
547-5228
TOMMY'S STEEL AND SALVAGE
Sandblasting/Painting
904 S. Oregon (General)
Pasco, WA 99301
547-1221
NORWOOD CONSTRUCTION
290 Locus Water Road (General)
Pasco, WA 99301
545-1124
TAMEZ CONSTRUCTION
337 W. Columbia Drive (General)
Kennewick, WA 99336
582-3424
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