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HomeMy WebLinkAbout1897 ResolutionVED AS TO FORM: i II "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 -2- 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. -1- 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. -2- 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. -3- 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 -4- 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 -5- 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. -6- 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 sv web13 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) sv web12 (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 sv web15 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 sv web16