SR-606-000
r-
.....-
.~
//-8
OCT 1 4 1986
606 - 000
PE:JSS
CouncIl HeetIng:
Santa MonIca, CalifornIa
October l4, 1986
TO:
Mayor and CIty CouncIl
FROM:
Clty Staff
SUBJECT:
AffIrmative ActIon Plan Update 1986-1987
Introduction
Thls report transmIts the CIty'S AffirmatIve ActIon Plan Update
for 1985-1986 and requests that CouncIl adopt the POlICY State-
ment, Goals and Workplan for 1986-1987.
~,,!-~~g~ound
ThIS year's AffirmatIve ActIon Update reports the composItIon of
the City workforce as of June 30, 1986, analyzes progress made
durlng FJ.scal Year 1985-1986, and establIshes specIfic goals for
FIscal Year 1986-1987.
During FIscal Year 1985-1986, female representatIon In the work-
force rose from 30.0% to 31.1%, whIle mInorIty representation
rose from 42.1% to 43.6%. Females comprJ.sed 44.2% of all perma-
nent new hIres durIng the year, exceedIng theIr representatIon In
the general S.M.S.A. populatIon (42.8%), whIle mInorItIes com-
prIsed 48.5% of all new permanent hires durIng the year, slgnlfl-
cantly h1gher than theIr representatIon In the general S.H.S.A.
population (42.0%). It 1S also SIgnifIcant to note that the rep-
resentation of females, Blacks, HIspanICS, A~erIcan IndIans and
mInorItIes In general In the CIty'S overall workforce are now at
theIr hIghest levels ever.
- 1 -
II.... .8
OCT 1 4 1986
-# ..
The CAty met the maJorAty of Ats goals for the year, AncludAng
Ancreaslng the representatAon of Blacks, HAspanAcs, and females
in the Off1cials/AdmAnAstrator category, Ancreasing the represen-
tation of both females and mAnorities 1n the ProtectAve ServAces
category, increaslng the representatAon of females An the
Servlce/Malntenance category, and Ancreaslng the workforce rep-
resentation of Hlspan1cs overall. However, the representatAon of
both Blacks and HAspan1cs in the ProfessAonals category decreased
Sllghtly, as dAd the representatlon of females in the SkAlled
Crafts category.
Wlth regard to salary relatlonshlps, the average (mean) salary
paid to female employees rose from 90% over the last three years
to 93% of the average salary pald to male employees. In every
ethnlc category females made larger percentage advances ln
average salary durAng 1985-1986 than dAd theAr male counterparts.
The CAty must contlnue AtS efforts to Ancrease the number of wom-
en, HlspanAcs and ASAans An the permanent workforce to ach1eve
representatlon similar to that of the general S.M.S.A. popula-
tion. In addltion, and more spec1f1cally, the C1ty must cont1nue
to concentrate on Ancreaslng the numbers of women and minorlty
group members 1n the ProtectAve SerVlces and Off1cials/
Admin1strators Job categorAes, 1ncreaslng the numbers of mAnor1ty
group members 1n the Profess1onals job category, and 1ncreaslng
the numbers of females in the Skl1led Crafts and Servlce/
Malntenance Job categorAes. These form the basls of the recom-
mended Workplan for 1986-1987.
- 2 -
~ ...
Personnel Board and Commiss~on on the Status of Women
The Aff~rmatlve Actlon Plan Update for 1986-1987 was considered
by the Personnel Board at thelr regular meeting on September 8,
1986. The Board unanlffiously approved a mot~on readlng as fol-
lows: "The Clty'S goal lS to have an lntegrated and dlverse
workforce. The goal of each department should be to come as
close to that as lt can. If they are not already close, they
should tdke thlS luto conslderatlon when targeting vacancies."
The lntent of the motlon 18 that 1n those categorles where a de-
partment's workforce compositlon does not approxlmate the
S.M.S.A. populatlon flgures, anticlpated vacanC1es should con-
tlnue to be targeted wlth these goals 1n ffilnd, regardless of the
fact that the Clty overall may have achIeved ltS goals with1n
that category. Glven the language of the Councl1's POllCY State-
ment, Wh1Ch reads 1n relevant part, "We encourage the achlevement
of a representatlve workforce ln every operatlug D1V1Slon of the
City in every Job classlflcatlon," Staff concurs wlth the Person-
nel Board's recommendatlon. We w111 reVlew and reVlse the tar-
getlng of antlclpated vacanCles where necessary prlor to flnal
distrlbutlon of the report.
The report was presented to the Commlsslon on the Status of Women
at thelr regular meetlng on September 10, 1986. Members of the
CommlSSlon made several recommendatIons wlth regard to provldlng
- 3 -
~ r
addltlonal salary lnformatlon ln the future, lncludlng an analy-
sis of male/female salary relationshlps by lndlvldual Job catego-
ry. Staff wl11 attempt to provIde thlS data 1n next year's re-
port. The Commlsslon formally commended the CIty on Its afflrma-
tlve action efforts with regard to women.
Goals and Warkplan
In revlewing last year's Update Report, Councl1 expressed dn
interest 1n offering tra1n1ng to supervisors and managers wIth
regard to the "cross-cultural" differences among employees with
Wh1Ch they must tYPIcally deal. Also suggested was providlng
some form of training to minority and female employees speclfl-
cally deSIgned to enhance theIr promotional opportunities withln
the CIty. These suggestlons are belng addressed as part of a
1986-1987 budget obJectlve for the Recruitment and Selection Di-
V1SIon of the Personnel Department, WhICh reads as follows:
"Develop programs and strategles to enhance employee opportuni-
tIes for career advancement conSIstent Wlth Clty Charter Sectlon
1100 ("MerIt Prlnclple") and the City'S Afflrrnatlve Action POll-
cles." The obJectlve contemplates reportIng bdck to the Cauncll
1n AprIl of next year With specIflc recommendatlons.
The speclfic numerIcal goals and the 1986-1987 Workplan in thlS
Update report were arrlved at wlth the cooperation of the Clty'S
dlvlslons and the Personnel staff. RecrUItment and selectlon
activltles Slnce the beglnnlng of Flscal Year 1986-1987 have been
based on these recommended goals.
- 4 -
of ...
Recommendat~on
It ~s recommended that Counc~l approve the Aff~rmative Action
Plan Update and ~ts Pol~cy Statement, Workplan and Goals for
1986-1987.
Prepared By: John Sm~th
- 5 -
Jo I
~ ..
CITY OF SANTA MONICA
AFFIRMATIVE ACTIOn UPDATE REPORT
1986 - 1987
~
TABLE OF CONTENTS
Executlve Suw~dry
Page ,
..!.
2
3
4
5
5
--
0
12
13
15
16
18
24
26
28
30
36
38
40
46
48
58
60
63
66
70
~.,
I '"
74
75
78
POlICY Statement
Sexual Harassment Polley
DIssemInatIon of POlICY Statenent
aesponsIbllltles for I~plementatlon
Complalnt ResolutIon Procedures
OverVIew of 1986-37 Report
Advancement l~ the Per~anent Workforce
Average Salary Data
As-~leeded E;nploYhlen t
Af:lrma~lve Actlon ?~ogra~ for the DIsabled
Af:lrna~lve AC~lon Goals 1986-1987
CI ty ~'1anager
CIty Clerk
CIty Attorney
FInance
Infor~atlon Systetlos
Personnel
Co~munlty and EconO~IC Development
RecreatIon and ?arks
General SerVlces
LIbrary
Pollce
FIre
TransportatIon
AudltOrlum
A:x.rport
Arts CommISSIon
Rent Control
Work Plan 1986 - 1987
AppendlX: Data Tables
1. ApplIcants 1985-1986
2. App11cants :984-1935
3. Per~anent New HIres 1985-1986
4. Per~anent New ~lres 1984-1985
App ,
~
App 2
App J
Ap? 4
5. Permanent E:nployees 1985-1986 App 5
6. Permanent E:nployees 1984-1985 App 6
7. As-Needed Employees 1985-1986 App 7
8. As-needed Employees 1984-1985 App 8
~ r
EXECUTIVE SUMl~Y
The 1986-1987 Aff1rmd~lve AC~lon Plan Gpda~e provides a detalled
report of the CltylS actlons durlog the year endlng June 30,
1986, 1n weetlng the speclf1c goals estaollshed in last year's
update.
It also a comprehensIve overVlew of the Clty'S overall
progress ln the area of afflrnat1ve actlon.
Durlng 1935-1986 ~he Clty made slgnlflcant progess, as indlcated
by the followlng:
A. remales represented 44.2% of all new per~anent hires
durlng the ye3r, dnd now comprlse 31.:% of the overall
Clty workforce, an a:l-tlme hlgh.
B. Mlnorltles represen~ed '8.5% ot all ~ew per~anent hl~es
durlng the year, and now conprlse 43.6% of ~he overall
Clty workforce, also an all-tlme hlgh.
C. Dur1ng 1985-l986, the dverage salary pald to female
employees rose to 93% of the average salary palo to male
e~ployees, up fron approx1~ately 90~ over the prevlous
three years.
The report also lncluaes ~he goals establlshed for each
Department and D1VISlon of the Clty for Flscal Year 1936-1987,
and re9resents a continulng pos~tlve effort by Clty staff ~o
fulf111 the C~ty Counc11ls long term comml~~ent to estaollsh a~d
~al~taln a balanced \lorkforce representIng a~l ele~ents of our
dlverse com~unlty.
- 1 -
y
POLICY STATEMENT
In the bel~ef that a balanced workforce ~s essent~al to serv~ng
the needs of a d~verse co~unlty, the C~ty of Santa Mon~ca hereln
cod~fles 1.ts contlmnng cammlt:nent to prov~de equal emploYI"lent
opportunlty baaed on lndlv~dual ~er1t. In ~he recruIt~ent,
selectIon, ass~gnment, promotlon, dlsc~pl~ne and t~alnlng of
personnel, we w~ll consIder only Job-related sk1.11s, abI11 tIes,
knowledge and performance.
\ie wIll develop poslt1.Ve measures to
el~mInate dlscrl;nElatlon based on race, color ~ gender, natlonal
or1gln, re11.g10n, age, dlsab111.~Y or sexual preference. We
encourage the achJeve~ent or a representat~ve workforce In every
operatlng D~V1Slon of the Cu:.y and Fl every Job classlf1catlon.
In addlclon, we are cornrnltted to the ellmlnatlon of any ~orm o~
sexual harass;nen t. 1n the workplace.
r,~here adverse Lllpac t nas
resul ted fro'1l prlor :?ract1ces, we \11 11 take prudent r-eT"')ealal
actlon.
He w111 maInta1n records t.:1at docu:nent aur ?rogress
toward
meetlng
our
commlt:nent.
~le
r....elcome
construct:~7e
suggest~ons that w~ll Iwprove
afflrwatlve actlon program.
the
effectlveness
of
our
- 2 -
T
CLARIFICA~I0N OF THE
AFFIRMAT!VE ACT:ON POLICY
CONCERNING SEXGAL HARASS~ENT
It lS the policy of the C~ty of Sanca Monlca nct t~ tole~at~
sexual harassment by any of ~ts employees at the woc~place.
Harassment on the basIs of sex is a violation of Tltle VII of
the 1954 ClVll RIghts Act and of the Santa Mor~ca ~uniclpal Code
Sect10n 21051(:). Sexual advances, reques~s for sexual favo:"s,
and ot~e~ verbal or physlca~ conduct of sexual na~urer
const1tutes sexual harassment when:
A. Subm~sS10n to conduct 1S made eIther an ~x~l1c~t or
lmpllclt condltion of e~ployment;
B.
submiSSlon to or re]ectio~ of
the basls for an employment
harassed employee; o~
the concuct 15 used as
d e c 1 S 1 0 n a fEe c t 1 i1';i the
ro
\".-
the harassment su~stantlal1y
employee 's ....ork performar,ce
intl~ldatl~, hcst~le, or offenSlve
l~ter:eres ~lth
o C' creates an
wor< enV~=0r.me~t
Any em~loyee or apQllcant who feels that ~e/she has beer.
.~::.scrln.~'"lat2d a:;:;ai,st due to sex .or::'5 the vletl"" of sex.'.Ja:'
~a:"ass~ent s~ould repor~ such ::.ncldents wlthouc :ear of ~e9c~sal
to hls/her superv::.sor, Personnel, 0:" any me~:'er of 'nanage;nen:.
....ho he/she feels can hel;;l. COrlj;llalnt.s agal:1st an appolrtec
offlCld': of t.he City. 1ncluCl",,1 the Clt.y ~anayer, Clty Atto~ney
a~d C~t.y Cler~, should be made in ....r~tlrg to the Clty Councll.
Confldentlallty will be maintained.
!n dete~lnlng whethe~ the alleJed conduct constit~~es sexua:
haraS$~en~. the totallty of c::.rcu~stances, the nature of the
act, a~d the context i~ whlCh the alleged lncident oc~u=rect w::.1L
be liU est 19 a t ad .
7~e Clty of San~a ~onica conSlders sex~a: harass~e~t ~0 be a
ma~or o~:e~sc wh~cn ,ay result 1n suspens::.cn or dlscr.a~ge 0: t~e
c -: ~ e r'd 1 n.; 0 a ~ t. '/ .
3
~
DrSSE~INATION OF POLICY STArEMS~~
Intet"nally I
cop 1. \?S
of
tnls
update of
the AE':lc-la~:"le
..."... - . .....-
l"'\..... .... _VL~
PrO;jt"am
VI' 1 1
- ...-
be ?rov:.ded
to each
Depa::tment Head.
? e !:" :. oc :. C
tt"alnli"X;j
seSS10ns a=e conducted under the d:.rection of the C:.:y
~ana; er to ensure that all mana;e\'\ent an-d SUget"V lSOCy persc'1r,e:
are awara of thelr =es~onslb:.lltles uncer the plar.
.i\ll C~ty
e~ployees wlll be glven a copy of the policy stat~enc ~~e~ 1:
IS
appr.:lV ed by
Coul'cil.
Ne'i/
employees are
1 n Eo!:"'"1 ed c E t t> e
pc 11 cy
statement
and genet"al content of
the pro.-) r a.-n 1 n to::' e 1 !;"
orlentation packet and 1n the Err.~loyee Handbook.
Externally,
all maJor t"ecru:t1r...; sources, includln; tl1e Even:..1..~
Ou tlock ,
the Los Angeles TImes,
and con OO::'lty
a:-:d .....c"e...'::;
orgarllzatl.Ons,
receive a copy of
t~e Clty's Affl~at1.Ve AC~lcr
po: ley
sCate-nenc.
Al' c~nt~acto=s and suppliers have 8sen se~~
no t 1 ceo E
the estabJ.lc;h:~ent of ou.::' pro;jram.
The A::lra.:'l'/~
Action p::og::arn
~s contlnua:ly promoted by Clty admlnlstr~t:.cn
offic1als w~o speak and meet ~lth grcups and indivIduals on C:tj
personpel practlces.
CO~)les of the prog::an are avallable In t'1e
?erso~rel Depart~ento for pub:ic and e~ployee purusal.
~e:e~er'-";~
cap u~s
are also
avaIlable i'l the Street and Ha~e:: seQa:::"':,e""'':
lunchrooMs,
the eITploYBe lcurye at C1~Y Hall ard
:he 'Aa:-
Llbra~i Reference DeSK.
4
R~SPCNS:3r~I~IES FOR :~PLE~ESTA~:G~
The C~ty ~a~age= reta~~s =~~al ~gS?O~S~b1l~~y =0= lrr?:e~e~~a~~o~
of ~~e Af=~r~at~ve ~ct~cr. Prcg~a~ ~he JLrac~or of ~e~so~~e: --
~espons~ble for the da~ly ad~~~~st~a~~on c= the 9roS=a~ ~esc=~bed
l~ the fo:low1~g pases a~d ~s respc~s~~le for ~~e prQ~~~
~~ves~~ga~io~ and resolu~~on of co~p:a~~~s. T~e DeQa=~~e~~ ~eads
are hereby d~=ected by the CLty Manager to wo~< close~y ~~th t~e
J~=ec~or c= Persc~nel to rnee~ t~e goals outl~nec ~n t~ese ?ases
Prcgress ~n ~ee~Lng af=~rmat~ve act~o~ goa:s sha~l =e C8~s~ce=ec
~n t~e a~~ual eValuat~ons 0= all ~anage~e~~ a~d sU?e=v~5o~y
pe rsonnel. Every Cl. ':.y employee ;'s expectec: to res;?ec'=. ;:... e
d~gn~ty of co-wor~ers and to ref=aL~ frcm any acr.~c~s, Lnc:~dL~S
~'e use of sl~=s or Jo~es =ega=dL~g sex. age. race, na~lc~a:
O=1gL~, rel~g~onE d~sabLl1ty or sex~al pre~e~e~ce/o~len~a~~c~
wh~ch co~lc be ~o~3t=~ed as ha=assme~t.
:C)~f?~AI~r,:, ?....::sc~:J:':.:J~; ?RQC:::C,L'S'SS
An Lnd~v~d~al ~~shlng ~~ f~le a ccr?la~~~ s~c~lc c~scuss ~~e
~a~~~~ ~~t~ h~s/~er ~~~ec~at~ s~?erv~sc= a~Cr __ ~~t sa~ls=~ec,
s~b~~~ the g~~eva~c2 l~ w~~tl~g ~o ~~s!~c~ 2e9ar~~e~~ ~e~d ~~e
~epa=~~e'~ Read ~~:1 =e~der a =ec~s~~~, or w~l: acv~se ~Le
e~pl~yee of f~rthe= prcc=d~~es
=epar~~e~t Heae4s a~~hc=~~/ . ~
t~e e~olovee s~ould S~~~~~ ~~e
D~=e~~ar 0= ?e~so~~el whQ ~~:l
, -
~-
-=.;--.e :-:a~-:.e.:'"
':'5
8,-=s.:.c:e
tbe
. ,
::e/ 5.:.e
~s
s~~l: ~~s3a~~5f:e~t
S~c.~l
be
~':':12......
C:::~::.:::a l.:Lt.s
g=~eva~ce ~n ~=~~~~S -~ ~~e
ln~e~v~e~ ~~e ;~=~~~S cc~ce~'ec
t~e CL~Y ~a~ager, whose cec~s~o~
~_ d~sc=~'~'a~Lan a;~~ns~ a~
~'c:~d~~q ~~e C~~y ~a~~gerl C~~y
=e "'"ac.e .J..~~ N~~.:.t.:...~.S t.c ::.:-"'.e C':'-:"i
an.d
S;jQrr.:..~ a
recc~le~da~~o~ ~Q
a~.::o l. -:. t.ed
-::Jf:::...::::.a:
c ~ 't:;,e
C:tt~!',
;", .a......~.,........~,..
r~.... '-- - .-,1
a:-lc.
CJ..~:.-"
Cle =~~ I
S1"'LC -..:: C.
C.ou:::::.: .
Ccr-;:-la. i::t. 5
0= c se~s~t~ve ~a~~=er ~~~:~c~ng con?~a~~~s ~pvo~v~ng
sex~a: ha~ass~e~t, ~ay oy?ass ~~y 3tep of ~~e s~~~~a=o s=~eva~ce
9~ccec~=e W~~C~ ~nvol?es a 5~pe~v~~c~ C~ ~a~ager _~cse ~O~G~~~ ~s
~~e s~~~ec~ of ~he ~c~?~a~~~
OVERVIEW OF 1986-1987 REPORT
Table 1 co~pares ~he percentage compos~tlcn of the appl~cant pool
for C~ty Jobs, new hlres and the pernanent Cl~Y work:orce for
flsca1 years 1984-1985 anc 1985-l986.
It ~llustrates areas of
progress and areas requ~rlng further effort In 1986-1987.
':'JUlLE 1
PROGRESS AT A G~CE
A CO"!PARISC~ OF A.fF.I?~".ATI"'E ACTIC~~ REPRESENTA":'ICN
BY pEFCE:N7AGZ ~~ONG APP~IC~ITS. ~~~
HIRES AND ?~R."'.A..'lENT WO'{.'(FO'l.CE
APP[.ICAl;7S * Nl'.:W "'IRES ?:::Ru~J.lE~;T "";0 "JG'ORC~
84-35 85-86.. I .as-g6ir.... .1 84-85 85-86 84-85 85-86 ~ ?s "c::::'rr J
! ; ................- ....a
( 3557) (3648 i ( 5.:":)~i (233) : 16 3) ( 1.223) '1252) ........-~.""I-~:.. "oj
I I ::E':~:::::!.SE H'
il I
~1l I ':"E M..'U.ES 29 3. 29.9% 39.9_ ;] 27.5% 22.7% 38.4% 36.7% I 1.7%
! :1
I "
~O--S!o.:r J8.H 40..8% j 30."'% i! H.6. 44.2! 30 c. 31.: % l.~~
I ,
MI-';C"lIrIES 51.:% H H 44.6. , 42. ::'% 0:8.::" 42.:% 43..6! ~ 5~
; ;
.. Ii
llLACKS I 27...2! 26 6% 21.2% i: 21.5~ 23.2% 21. 3% 22.5. :.::;:5
'1ISP"'~I::S I :6.:. D.H 15.2% I; 16."'i 17.8. 1; .4% :7.7' 0.3.
.;
!
ASI~~IS 6.3- 8.5% 7. Of] i 3 H -:..3% :>. C% 2.9% iO.:%)
!!
I
A..V.E~~"';a--I 1';0:::"-';5 a.9~ 0.;% 1.1i I 0.6% 0.3. .:} 5. 21;
. ;ool2car~ se:f-~e51gra~1~- ~S ~~OiJ~:3~Y a~d t~ese ~~ta13 refl~=t orly ~kc5e ~;pi~can~s
~~o c~-ple~ed t~~s ~rfc~-a~~o!.
w.~
.. ~xc:u=~r~ ~~=e!~~r~er r~Cr~_~Me~~
!~=~~c~-~ ?~~=:~=rter recr~~~~e~t
- 6 -
Appl~cat~o~ da~a ~s the ~ost l~aedlate ~ndex of the Clty'S S0C-
cess 1n reachlng speclflc targeted seg~ents of the general
populatlon wlth the message that we are an equal opportu~lty e~-
player, w1th an actlve and vlslble commlt~ent to aff1rmat1ve ac-
tlon.
The f1rst step ln any afflr~atlve actlon ef~ort ~ust be
focused on ach1evlng a level of representatlon of mInorItIes a"d
females 10 the aP9ilcan~ pool WhlCh 15 generally reflec~lve of
thelr representatlon 1n Lte ger.eral labor nar~et populatlon.
~llnorlty appllcants comprlsed 44.6% of all app11cants dur1ng
1985-1986, a sllgntly h1gher ?e~~e~tage than the1r represe~ta~lO~
(42%) 1n the general populat10n 0: the Los Angeles/Long Deach
Standard ~etrO?Oll~an StatlStlCal Area
(S.I1.S.A.) .
It seould
,
oe
noted that thlS flgure lncludes the 1985-1986 reC~ult~ent :or
F::'f'ef1ghter, an appllcant populatlor '::.hat 1ncludec 66% ~L1lte
r.ales.
If the U1pact of th1S slng::"e recr',Jl tmenc '-le::e factored
OUt, ~lnor1ty representat10n 1n the ~otal a~nual ap?llCan~ pool
would be 49.3%.
ThlS level of nl~or1:Y ~e?rese~tat1on 10 the appl1cant poo: has
~ena1ned s~able for the past four years ~ow, 1~dlcat1ng ~~at our
aff1rmatlve act10n ~outreach~ efforts have achleved the obJect1ve
of lnsurlng an adeqUate level of 1ncerest and reoresentatlon 1,
ou~ recr~lt~ent processes :ror a~ong the ~l~orlty CO~~U~lty In
general.
Fe~ale represencatlon
li1
t-:"'~
_....'1::
appllcant poo~ decll~ed
fr8!"l 38.1%
1n 1984-1985 to 30.7% 1n 1985-1986.
Aga1n, hO\IEver, it the 1985-
...,
I
1986 recrUL~~ent for FLrerLghter were fac~ored out, fe~ale rep-
resentatlon Ln the total annual appllcant pool would be 40.8%, or
2.7% hlgher than ~he 1984-1985 representatLQn. These fLgures
should also be compared wLth the S.~l.S.A. flgures, lndlcatL~g
that wonen conprlse 42.8% of ~he general local populatlon.
However, adequate representa~lon of illl~orLtles and fe~ales Ln t~e
applIcant pool IS slgnlfLCant only to the extent that Lt ~?ays
offH In terms of the success of these targeted groups 1n the corn-
pet1tLv~ n1rLng process.
1985-19&6 was favorable.
In tr.LS regard tr.e Clty's experlence l~
wtlle fe~ales comprlsed only 30.7% of t~e total appllcant 2001,
they ccnprlsed 44.2% of all r.e\J per~a~ent h1res durlng 1935-1986.
For the ~hlrd straLght year, thlS flgure exceeds fenale represe,,-
tatLon l~ the general S.n.S.A. pO?Ulatlon (42.8%).
Mlno~ltles ca~?Llsed 48.5% a= all new permdne~t ~Lres, Slg~l:l-
cantly hlgne~ than thelr represe~tdtlon In the ge~eral popu:atlon
(42%), and up tro~ 42.0% Ln 1934-1985.
In fact, cne percentage
of new hlres fron each Indlvldua~ ~lnorlty category \iaS hlgher
ttan lD 1984-1985. r, addltlor., the rates of selectlon for
Blacksr AS1ans, and m1norities overall were the high~~~~
since the C1ty.S adoption of Lts Afflrmatlve Actlon Program 10
1974. Conversely, the rate of hire for Wh1te males was the low-
est in the hlstory of the program.
Tte nost ~eanlng=~~ neasure 0: ~he adequacy or our afflr~aclve
actlon ef:oLts 15, o~ cOurse, the degree of change l~ our wor~-
force CO~posltlon over tl~e. The flg~res for 1985-1986 sho;~ that
- 8 -
both females and M1nor1t1es ach1eved the1r h1qhest_pe~~~ntage
representat10n ever among the City's permanent workforce dur1ng
1985-1986.
Th:s 15 also t~e case wlth the lnclvldual ~lnorl~Y
categorLes of Blacks and 31spanlcs, the two largest ~lnorlty
groups In the general S.t!.S.A. populat1on.
For the thlrd year 1~
a row, the representation of minor1ty group members in the perma-
nent workforce exceeds the representation of minorit1es 10 the
general S.I1.S.A. populatl..on.
TABU: 2
PERMAN~~T ~ORKFORCE I~TEGRATIO~ BY JOB CA~~GORY
\ an':E ~ , I I i
, ;.o~ \ ar.:.....""'(S , IlISPA."'1C5 \ AS!A:'S , A'1. ~v..'<S
M-as 85-86 84-85 as-g6 84-85 as-a;; i 84-85 a5-86 84-85 85-86 84-85 85-86
i I I f
CIT:C!3'.l.S1 1 I r I I
I
~""ISTP.ATCFIS I ~5.4\ 6~.61 ZC.~\ 25.1\ - l.~\ 3.11 4.3\ :.5\ - - I.n
I , ,
I \ I !
""J:f'ESS~Ct;.;r.s 1 36.4\ 36.5'1; 55.6\ 57,n 4.9\ 3.e. ! 7.~i 6.3\ 5.~. 5.0\ I - - I
, !
':EC-::r:::::;..,-.;s I S1.51 49~31 JJ.5\ 3:.:. 10.3\ 11.n 19 1% 19.7\ I 5.9\ 5.S\ - -
,
P~'E !
~/Ia;:s i 6S.;:. 63.3" -, 3% 18.1\ iL3\ 9.2. 10 9% 12.5% 1.9\ 1..J.; o.a. l.U
?AP....- i
P"IFESSICNA.I.S 87.:% S'" 5~ i 21. 7i '^ 8. ~6 c. 25~:~
"'-,..'
8:FICE:~.-;::::rz..':UG\:. 8.2% 6.2\ 89.2\ 91.3% 17 . ~1 ...3.6l Is.,a 17.4'1 1.3. 2.5\ 'J,51 D.6.
S-rC:r;z::l G'.o.F:'S i ~4 :l '::4.9' 4.3% 3.:l l 23.7\ 22.4% 20.4\ 20.41< 7.5. 9.2~
:::!:R-;:~.. ! ~
y;:'.I:.r:=::~-:a:: ~. . . 23 l% 3 ~.. 9 ~~ 43 .:i, 46 4! 2% 25.S\ i , "- :.~31:
~~ ~I ":.";5 ....:..~ J 3~
Ta~le 2 15 ~urt~er ne:pfJl In ldentlfy~~g, at a ~ore de~alleG
level,
the l.nCreaslng
l~pact of ou~ af:lr~a~lve act~on ef=or~5
......~
\.J-:"
- 9 -
the CO~poslt~on o~ the C~ty's per~anent workforce.
It also al-
lows for an evalua~lcn of the Clty'S success ~n nee~~ng our ddop-
tea City-wide obJectives durlng the past year.
These oOJectlves,
toge ther ',n. th nume~l.cal resul ts 1 \lere as fo11mis:
A. Increaslng the overall representat~on of Hlspanlcs ~n
the workforce (~ncreased from 17.4% to 17.7%);
B. Increas ~ng the represen ta tlO!) of iiol"',en ~n the Pro r.ectl ve
Servlces ca~€gory (lncreased from 17.3% ~o 13.1%);
c. Increas~ng the representatlon of ~lnorltles In the
?rotectlve Servlces category (increased f~on 21.8% to
24.0%);
D. Increasing the representatlon 0= Blacks ~n the
Off~c~als/Ad@lnlstrators category (l.DCreaSea fro~ C% to
1.4%);
E. ~ncreaslng the refresentaticn 0= nlspanics l~ the
Officials/Ad~lnlstrators category (lDcreased frop 3.1%
to 4063%);
F. Increaslng the representatlon of clacks l~ the
ProfeSSionals category (dec~~ased froM 4.9% to 3.0%);
G. IncreasIng the representatlon 0: HlspanlCS 10 the
Professlonals category (decreased from 7.4% ~o o.3~);
H. Increaslng t.he represe::tatlon 0: ~;orer1 1n the S%l::~d
Crafts category \decrease~ f~Q~ 4.3% to 3.1%);
I. I:lcreas lng t.he represe:1 i:.a tlon of ~iOiien 1n the
Servlce/~alntenance ca~egory (increased from 3.7% to
9. 3 % ) ;
J. Increasl~g the represe)ta~1.on of ~iof1e~ In t!:e
- :0 -
Off1C1als/Adn1nlstrators category \lncreased from 20.0%
to 26.1%).
ThIS data 1ndlCateS that 1n 1985-1986 the Clty was successful ~n
meet1ng 70% (seven of te,) of its "bOttOM Ilne" goals, l.e. those
goals which pertain to changes in the actual make-up of lts total
workforce. It 15 also dranaC1C to note that women 1ncreased
the1r workforce representatlon in seven of eight categor1es,
whlle Blacks lncreased 10 f1ve of e1ght, and Hispan1cs 1n four of
eight.
Flnally, lt should be emptasIzea that the representatlon of Wom-
enr Blacks, Hispanics, American Indians, and m1norit1es in
general in the City's workforce are now at their h1ghest levels
ever.
- 11 -
ADVANCEMENT IN THE PERMANENT WORKFORCE
An ~~portant x,easure of afflr~atlve aC~lcn progress 1S Nhether
women ana ~~norlt~es who have entered the C~ty's permanent wo=~-
force are progresslng to hlgher level JOGs.
The apprO?rlate co~-
parlson 15 Detween t~e percentage of promot1ons recelved by each
targeted group durlog the last flscal year, and thelr percentage
representatlon ln the Clty'S permanent workforce at the start of
the fIscal year.
'!'.\Dt.E J
rltCUO'T::::c':S iN ':"[C :rt!Lu.A.~[;I-J't ,..IO'!1-':r"'C~CE
:9a4 - 19ij5
..
It
i~95 - 199~
! I'!; P~R'-1~~-E~.jT r I
!. PDCiVO-:--:O\'SI' rRC""OT:C"'S '''Oit,i(FORCE:.. ':IG.G....o-:::~...~S '4; 'tIRC....07:0.:S J'
I .
; ~5)~ la H ~:; ~e 21 I
II; PS!l.....,.~t. ~
""O?_'" F.:::-::;CE
h':JI~!: ......ALZS
1~
36 ...~
-;';O"'l.!::w.r
ri:SP~_"I::S
43 48 9\ ' . ~\
29 ]3 :l\ 41 .\
- :~ n 2:'..2'\
:J :l.H -, H
2 2 J'r. 3 C\
.) J\
2~
~i) ::::i!
llH
....1 L'CP!".::E-S
~ ~
]2 -,
tJ. 5:i
5-t.;lC?"S
.
1; ....,
1::: :~
12 7~
1.'j."':'''i
~SI;"JIS
2
3. S%
Z 9\
k~P:C~( :~~:~~S
.~ :i
As an eXciple, Tao:e 3 lndlcates :rat WOlle females co~pr~sed
30.0% o~ ou~ fer,anent \;cr~fQrce at c~e Degln~lng o~ ~lscal yea~
1935-1936, they rece1ved 40.0% of all promot1ons dur1ng 1935-
1986.
~~5pan1C5 and As~ans bo~h 5~cwed ~ncreases l~ t~e1r reD-
rese~tatlo~ a~crg t~ose emp~oyees prc~o~ed durl~g t~lS last yea~1
Nten cc~?ared W1~j t~el~ ~rc~otlor.al gercentdges 1n 1984-1335.
The ra~e Eer 3:acks, nowever, decl~ned Sllgh:ly.
- 12 -
AVERAGE SALARY DATA
Anctner slgn~ilcant ~ndlcatOr of the Geg~ee to wh~ch women and
m~~orlt:es are oel~g fJl~y l~tegrated ~n~o ~he workforce lS
through an analysls of the ccmparatlve salary rates of each
group.
Table 4 shows the mean, rned~an and mode salary rates :cr
1985-1986 by mlnorlty grou9 and sex.
~ean salary data from the
preVlous flscal year lS also shown ~or conparlson purposes.
TABLE 4
AVER.:l.GE SALARY DATA
6/30/135. 6/30/86 t Charge 6/30/86 ~ 6/30/863
(~ea:l) (Mea"l1 (~fea- ) (~ed~a'1)-'" (~oc.e)
AL:' c...~~CASI"~;S $27,947 $]0,380 +10.8\ $29,916 $31,48e
'1l1.LE 29,430 32,501 +10.2% 31,438 31,48a
FEHA:.E 24,919 28,:)94 +12.71 25,080 23 ,712
A.!.:" SL;..CKS $2:,535 523,235 ...7.~% $23,592 $24,960
MALE 2:,361 23,230 +6.3~ 23,332 24,960
FE~..ALZ 21,001 23,249 +1).7% 22,524 24,960
~.L.. :!:S? ~..:;rcs .... "J'" "":' - "::! $23,334 +:o.a~ 522,584 $24,950
;:;lI___, i.;......
~~E 22,229 ..., '" ....-: ~ "9.2% 22,363 24,960
4-"'1.,"- _
FE=--!ALE. 2J,232 22,296 +-13.2% 23ri:!"2 23,712
A-- ;;S:;'_.NS 52.6,:]65 $23,014 +7.6% S25,760 $20,C52
~~
}!ALE 25,736 26,490 -'-2.7't 25,250 20,052
FEttrli..E 27,:67 33,420 +23.J% 33,522 None
.u.:. Z~ ~ :"~YEES S25r~S9 ~-!' ai' "'9.7~ S2~,360 S:24,960
-..::... , ~--
"'..A:'~ 26,256 23,553 -'-8. I'll 25,2QO 24,960
F~~~;:'E 23,5'8 261'515 +12.5% 2';,270 23,712
'!e3.rl - Ar:.. t~-e ".:':";::3:' ::........e~:!.:;e
2 '1e:::. :.a.... - 5~lt., .?er=e-: -: :'':''2 i Eal = "':.~e ::::ases are above t....:3 sala::-y
=a~e a~d half t~e cases are be:c~J
3 ~cce - ~a~=r~ ~ate ~~~C~ 8cc~rs ~ost f=eq~encly
20r ~;e ~~ree lea~s p~ecec:~g 1985-1JS6, :enales, as a g~oup,
ear~ec ap~~ox~iaLe:y 90~ 0= ~he s21arles ?a~d tc ~a~e en?loyees,
- 13 -
as a group. However, d~rlng tt1S last year tha~ percentage 1n-
creased to apprOXI~ate~y 93%.
In other words, ~n 1985-1936, the
average female City employee earned 93 cents for every $1.00
earned by the average male C1ty employee. ThIS 1S 1~ stark con-
trast to the wIdely publIcIzed natIonal "earnIngs gap" betueen
:'1.ales and females, \"hICh genera.:ly places ',/Omen I s salarIes at
about 60% of men's.
It IS l~portant to reme~ber that the CIty CouncIl negotIated a
number of "pay equI~Y" adJust~ents (for Eernale-do~lnated clas-
SIfICatIOns) wI~h varIOuS bargaInIng unIts during the collectIve
bargal~lng process In fIscal year 1984-1985, tr.e I~pact of ~hlCh
are ~ow VISIble. AddItIonal adJustments granted to fewale-
domlna~ec claSSIfIcatIons durIng thIS past year'~ nego~)at18ns
should further reduce the ma~e-tenale "earnl~gs gap" In t~e CI~Y
of Santa !-!on.lca.
WIcn regard to ~lnorltles, It IS SIgnIfIcant to note ~hat In ev-
ery ethnIC category females made larger percentage advances 10
average salary dur~ng 1985-1986 than did their male counterparts.
For the fIrst t~~e, Black fe~ale ewployees earn. a Sllghtly hlgher
average (~ean) sala~y than do thelr ~ale counterparts.
H1.SpanIC
fef.1ales c:on t "lni..:.e to ha'=-'e the lO;.Jes ~ a'l;rage (~ea:i) sa:ary 0:: .3.2.1
e'1ployees.
- 14 -
AS-NEEDED EMPLOYEES
As-Needed employees comprise a natural recruit~ent resource for
per~anent C~ty posit~ons.
While no speciflc numer~cal goals are
set for as-needed hlres, Depart~ents and DiViSions should be sen-
sitlve to cte fact that theIr selection of as-needed hires, WhiCh
15 not governed by CiVil SerVice procedures, ~ay ultlMately af-
feet thelr abIlity to meet Affirmative Action goals for permanent
:Hres.
AppendlA 7 reports the number and percentage of as-needed
enployees by Job category on June 30, 1986.
Table 5 below lndl-
cates that both fe~a:es and each minorIty group except for Ameri-
can Indians l~creased theIr share of as-needed positIons during
fiscal year 1985-1986.
TABU: 5
AS-NEEDED ~MPLCYEES
PERCEl:'!'"AGE RE?RESE~'!'A'r!aN PERCE:NTr\:';E ~=:?~SE:'iTA.:':a~~ PEaCElI';:- :::"-:C~ASE
':;une 30. 1985 Jure 30, :336 C" DE:C"..EASg
I. FE"'~,LES
45.3%
45.5%
0.2%
T~ 'UNORITIES 37.7% 41.3% 3 5\
...
.... S ;:.,;c-~S la.S% 20.3\ 1..51
3 '1:::5 ?A.:n CS 15.1% 17.5% 2.4~
c: AS:,A ..~S 3.B 3.3% :J 2%
u. "--'IE DIC>":~ P;C:10.S 0.5% 'J..3i {iJ.2'!il
- 15 -
AFFIRMATIVE ACTION PROGRAM FOR THE DISABLED
FIscal year 1985-1986 was the :ourth Eu:l year Since the City
first adopted ~n affIrmative action program for the Olsabled.
Durlng ~he year a numoer of steps were take~ to f~rther
strengthen this component of the CIty'S Af:ir~dtive Act~on Plan.
Speclflc highlIghts during the yea~ Include the followIng:
1. Our list of recruItment sources Ear Glsabled ap?llCantS
was further expanded and updated.
2. Personnel stafE and tne Coordlnator for the Disabled
have uorked closely during the year in developIng "Co~n-
sellng Teams," consIsting of c~e Cocrdlna~or, Personnel
staff anc departmental repreSentatIves, to work on an
Ind~v~duallzed basis WLtr. disabled applicants.
3. Special exa~lna~lon aS51stance was glven to disabled
appllcants in a variety of exa~lnatlons.
4. Personnel staff and at least one Personnel Board ~ember
attended special tralnlng wlth regdrd to the enFloy~ent
of the dlsabled.
J. The Ccordl~a~or fer the Dlsabled ana the Pe~son~el ~e-
part7ent have establIshed a aIrect Iln~ bet~een the
Braille I~stltute and the City far the cour.selllng and
placement of vlsually ha~dlcapped applIcants.
- l6 -
6. A nunber of ~adapt~ve" deV1ces and physlcal offIce
renovatlons were flnancea to provlde "~easonable accom-
modatlons~ ln support of our dlsabled employees.
The dIfflculty ln evaluatlng our speclflc progress re~a1~S the
lack of 50110 data lndlcatlng the extent to WhlCh persons meetlng
the legal deflnltlon of ~dlsabled~ are already e~pioyed.
The Clty'S capablllty to successfully measure the rate at WhlCh
dlsabled lndlvlduals are ap9lYlng for CIty posltlons lS also haill-
pered by the hesltancy of many dlsabled appllcantS ~o so ldentlfy
themselves, toge~her wlth the fact that many forms of dlsablllty
(as legally deflned) are not vlsually ObV10US to elthe~ Personnel
staff or superVlsors.
For exa'ple, of 5,004 appllcants d~~lng
tbe ?3St flscal year, only 3i (0.6%) lcentlfled t~e~selves as
be~ng "dlsabled."
- 17 -
AFFIRMATIVE ACTION GOALS FOR 1985-1986
~ity-~i~de Pr~or:t.t.~_e.s.
The 1980 Census fIgures on general populatlon COMpOS~Clon In the
Los Angeles/Long Beacn Standard :1etropclltan Statlstlcal Area
(S.M.S.A.) are the standard agalnst WhlCh the C~ty has tradlClon-
ally T.easurea ItS progress coward a~ lnteg~ated .Jor~force. ~dble
6 contrasts the S.~.S.A. popu~atlon CO~posltlon WIth the CIty'S
permanent e~ployees.
Table 6
conPARISOtJ OF S~1SA POPULA':'IOH \lITH
Srl:~TA. :lO:HCA' 5 PSR:IA~U;:n ~mRKFORCE COi"lP05ITIC.rN
5:-15;:;
San ta ~10nlca
Populatl.on
Permanent ~~ployees
1980
June 30, 1986
HO;:len
42.8%
31.1%
Blacks
10.8%
22.5%
HIS;?anlCS
2~. 4 ''5
17.7%
ASIans
6.1%
2.9%
Afo1. IndIans
0.6%
0.5%
- 1.3 -
In 1986-1987, every Department that h~res ~~onen, H~span~cs,
As~ans or AmerIcan IndIans wIll be contrIbutIng to progress In
correctIng the overall underrepresentat~on of those groups In tne
CIty'S wor~force, as measured aga~~st S.M.S,A. populatIon
=~gures,
It IS relevant and slgn~flcant to note that the standard agaInst
WhIch our aff~r~atIve actIon progress is meas~red IS, In fact, a
measure of general populatIon characterIstIcs. ~he S.M.S.A.
populatIon compOSItIon f~gures shown In Table 6 (page 18) rep-
resent percentages of females and the var~ous ~lnorlty groups ~~
the q~~eral popula~.~ of ~he metropol~tan Los Angeles-Long Beach
area, wIthout regard to ttelr ac~ual avaIlabilIty wIthlD tlle
labo~ market.
The addltlonal jata shown In Table 7 (page 20) aSSIsts us In re-
alIstIcally asseSSIng Our ?rogress, as well as 1~ settIng goals
for our program that can, In fact, be me~ over time.
- 19 -
TMLE 7
A COItPARISON OF SANTA MONICA' 5 PERMNENT WORlU'ORCE
A;,s, ~.an
6.l\
3.3%
6.8..
0.0'
6.:'"11
12.8%
7.'"
5.0\
6.1.%
7.a
11. i'
5.U
6.:'
2.8'"
1.9\
1.U
6.B
10.9\
ON::'
0_0\
6.a
11.6\
6.H
2.S\
6.1\
'i 6%
J. 7",
9.2'
6.B
':..5!
..:;..::'!.
2.C'
?opulat~Qn census f~sur2s. repQ~ted by JOo category.
~
42.S'
13.95
l4.H
25.H
42.8\
26,",
43.H
57.9\
42. ill
16 5'
39.1\
31.010
42.a.
"'I a
8.9%
18.110
U.St
62 H
81.510
42 8'
a6.n
i4.~"
91.3\
42.iH
l.a'
3.5i
J.ll
42 C%
., 9'i11
:~ 21
9.31
~
10.8\
4.5\
"'I.~ ~
I.U
10.3'
7.3\
3.3\
3.n
10.8\
7.7'
11.1\
ll.3'
10.6%
9.0\
12.5\
9.210
:0 a'il
IS.3t
'10
20.11\
10 J\
173\
14.:\
13.6'
1J.S'
lLUi
8..2'1;
22.41
10.S\
3J 5t
Z:2.5il
46.4'
Bl.spanl.C
24.01%
6.2%
10 a
4.3'
24.4l
6.6\
8.2%
5.)\:
24.H
9.1\
11. 9\
19.7'
24.H
11.9\
13.5%
12.5'
21,.4\
13.H
CC~'PAV.!l[.f:
25.13\
24.4.
1402'
13. Z\
17.41
24.H
n.H,
27 :1
20.n
24 4'"
23.H
39~2!
25.8'
COHPOSITlON WITS VARIOUS LABOR ~ET WO~~FORCE AVAILABILITY INDICATORS
11.:1e
H.... n
rt
a=e t~:.e s. ::_ s .~-
OF~ICIALS/ACMI~IS~RA~~S
A. S~SA - Los Anceles-:ono 3eac~
B Callfo~'la Cltles r~=22Bl
C. LA COuntv ~abor Force
D. C~ty of Santa Monlca
?ROFESSI.::mAL
n. S~SA - Los Angeles-Long Beach
3. Cai1:or~la Cltles {~322S)
c. ~ COGntv ~abo~ fo~ce
D. C~ty of Santa Kon1ca
TgClfIHCIA'lS
A. S~SA - Los Angeles-Lorg Beach
B. Cal~fo~n~a Citles ('-l=22al
C. LA C~un~v ~aDor Force
D. C~ty of Santa Kon~ca
~~C~ECTIV~ SZ~V1C~S
A. S~SA - Los Angeles-Long seach
B. Callfo~n~a Cltl~S \~=22al
C. LA Councv LaDor Fcrce
D. City of Santa Mon~ca
~ARA~ROfE5SIC~A~
n. S~S~ - LC$ ~nc@les-~on~ 3eac~
36 Calltcr~~a C~tles ;~s22ij}
C. LA County Lacer ~o~~e
~. Clty of Santa Monica
~I_~E;'_S.~~R}P~
A S~SA - Los Anacles-Lonq Oeacn
o Cdlifcr~la ~ltles (~.228J
C. LA ~ounty Labor ro~ce
D. City of Santa Monica
ill~~~~l'1'-"~
A. SUSA - Les Angeles-Lorg Jeac~
B. Cal~~or~la C~~~~S \~.24a}
: LA CCuntv ~~oo~ force
D. City of Santa Monica
~~./MAI"~0.~~
~~ S~SA - ~os Apa~le5-Lonq 3eac~
2~ Cal:for~la Cl~~es (~~22al
: ~ County ~abor Fo~ce
D. Clty of Santa Hon~ca
...... Indian
0.6\
0.7\
0.5%
1.U
0.6\
O.H
0.5\
0.011
0.610
O.B
0.6\
O.Ot
o 6\
0..1\
loOt
1.110
\l.6!!.
0.5\
0.0.
0.6\
0.5\
C.U
0.5'
0.6'
0.4\
a.5i
0.0'
0.5\
o H
0.6\1
0.31
- - '''''~es ''""'.' ~C>::....-t=-on to tte S.~1.S.A.
Table 7 re90rts Qa~a L~C8 :#0 so~~~ -" - - ~
area.
T:;.e cata. C:1
t~g~~es for ~~e Scs A~ge12s-Lc~g 3eac~
20
The datd on l~ne "B," labeled "Callfornla Cltles," was obtalned
from the U.
S. Equal E~ployrnent Opportunlty Cornmlsslon, and
~o_
~-
fleets the actual work force ~omposltlo~ of 228 California
munIcIpalltles, complled from thelr annual EEO-4 reports to the
E.E.O.C.
The data shown for "CalIfornIa CItIes" 1n Table 7 (page
20) IS as of June 30, 1984.
The data shoun on Ilne "e," labeled "LA County Labor Force," was
obtaIned from the Employment Development DepdrtIDent of tne State
of Cdlifornla, and again reflects toe actual workforce ~~8pOS1~
tlon of the CIVilIan Idbor force of Los A~geles County (no~ the
governmenta: agency, but the geogrdphlc area) by race and sex
WIthIn the spec1fled occupational categorIes shown.
Tee data IS
based or. t~e 1980 census.
LIne "D" In Table 7 lIsts tne current percentage represe,tatlons
of the var10US targeted groups w1thIn the CIty of SanLa I1on1ca1s
actual wo~~force, by Job category, as of ~u~e 30, 1986.
ThIS additIOnal data can be helpful In assess1ng t~e CIty's
-~
~~-
fIrmatIve action posture, when used in conJunction Ylth ~he nor-
nal S.M.S.A. general populatIon flgures.
AS an exaillple, ~n the
ca~egory of ProfESSionals, fe~ales comprlse 57.9% of all of our
e~ployees 1n th1S aced.
~h:le fe~ales corprlse 42.3% or ~~e
general populatlon (Llne nk" - S.ll.S.A.), they ccnprlse only
28.7% of employees fIlling ProfeSSIonal posl~lons 1~ 228 Callfor-
nIa mUrlICl?alitles, and 43.4% of employees filling Profess:ondl
?OsltIons 1n Los Angeles Coun~y.
31 dny ~easure, ~he~, the Cl~Y
- 2l -
of Santa ~oniCd can take prIde In the extent to \lhlCh females
have been successful In obtalnlng Prcfesslonal posltlons.
As dlscussed In precedIng sectlons of thlS update, tne "bottom
Ilne" numbers of the total uorkforce represent only one area In
WhICh the CIty as a whole Tiust make progress. The CIty must co~-
tlnue IntenSIfYIng efforts In 1986-1987 to attract women lnto
non-tradItiOnal Jobs In the ProtectIve SerVlces, SKllled Craf~s
and ServIce/Mal~tenance categorles, as well as lncreasIng the
nunber and perce~tage of fe~ale OffIcIals/AdmInIstrators. 7he
CIty wust also Increase lts efforts to hIre and/or promote Blacks
and HIspanICS Into t~e ProtectIve SerVIces, ProfeSSIonal and
OffICIals/AdmInIstrators categorIes SInce these ~lnorlty groups
re~aln SIgnIfIcantly underreprese~ted I~ hIgher palO and POllCY-
Influe~clng catego~les.
Department/~lv15~on Goa:s for 1986-1987
After comparIng the June 30, 1986 wor~force CO~?OSlt~on of each
DepartGent w~~h thQt of June 30, 1985, Personnel staff ~et w~th
each Department Head to Identify antlclpated vacanCIes anG targe~
those vacanC12S to ~~prove the representatIon or WONen and
~lnorltles In Job ca~egorles 1, WhlCh tney are unde~re9resented,
based on the S.~!.S.A. pcpulatton characcerlstlcs In Ta61e 6 (?age
18).
In addressl~g these goals, managers ape superVIsors, as well as
cltlzens Interested In the Cl~J'S Af=lr~atlve ACtIOn program ;~~st
take a prag~atlc ap?roacn.
As a CIVI~ serVice agency wlt~ a r~le
of three, a~polntlns aJtr.orltles Iay De ~na61e to satlsfy t~e
- 22 -
specifiC goals set forth in the folloWl~g pages.
l'hey should De
glven credlt, however. if ln falllng to meet a Depart~ent/
D1V1S1on goal, they nevertneless make a hl~e that aSSlsts In
progress toward meetlng the Clty-wlde prlorltles descrIbed above.
For example. a Department that lS unable to meet thelr goal to
hire a alack for an Offlclals/Adnlnlstrators positlon. but fIlls
It with a woman has advanced the Clty'S overall goals.
WhIle goals are establlshed based on speclflc antlclpated vacan-
Cles, hlrlng declslons for unantlclpated vacanCies wlll also be
made wlth afflr~atlve action progress 1n mlnd.
- 23 -
CITY MANAGER
The June 3e, 1936 workforce COn?OSl~10n of tje Cl~Y Nanager's
OffIce (lncludl~g Clty Councll sta~f) appears below, by Job
catesory:
C:::TY "'...'r;AGEQ
0/30;86 U;C:;"'3E;r.;~5
",l!TE 5LA::0( f'IS?M'HC "'5:}.1' 1\" l'lD TDT~:'
... .. T M "' :: l' l' ~ - i~ " ':' .. .
- ;
I i
Of?I::,\;:'SJ I ~ 2 2 4 ! 2
A:::"'!'1:S7"JI.':'OaS ~ '^ :-::l ::0 50 50
?-=iO::ESS:C'1:;r..s * 1 2; 1
. sa 51} :iJO! 50 50
'r'=:C',~iIC:;"';S ; I
,
?-0:'::C:::'jE - i
I
SE:;'VIC~S 1 ,
':'1;;=,;.- *
?tt.::"=-:::ss IOj\",~':: 1
.....=--:-.....-~ .. , * 1 1
...._ - -'--I i - - 5
:'1.::: ~!::~:. ! ~ .. .J~. ; 2'J 20 20 20 :00
i
$<::::'E:J
C:?...nF:':; 1
s'=:i=".r!:::~/
.~ :~":''=:~I:;~.jC::: .
.......""'-.... 3 ~ ? 1 - 3 8
1 ~ , 35 ~~ : ) 9 9 ~ , 73
The proflle 0: t~le '::i..-:y ~!a:12.set"ls S~3.':= rerrl.al:'S particularly
s:: ror.g
~~ ~erTS Qt ~o~e~
~~e cac2go~:~S cf of~lclals/
Adr~~:stratcrs an~ ?~~fes3~onals.
:!;:.u.re hlr~rg O?PO~t.urJl-:'les .1..J.
:.r ese
catecorles
, ,-
................ . ......
;:)1..'....- _ __"_
:.:)C'...i.S
......~
'~,
t:le
,
:;,~r:'""1g
of ~lr'o:c.::...t.les.
2-1:
S?ec~f~c goals for the C~cy Manager's Offlce fOL 1986-:987 are
s:lown below:
CITY 'Ul.....AGER/
cr""Y C"UNCIL
,ANTICI;>ATED
I VIICMIcn:;;
ilLAC<C
l'/ISI'MIIC
;<..51,....'1
J>J1!:R.
r'lorAN
OFi:CIALS/A:;HI'l
?ROFESS ~CNA1.5
1"ECH'lICI},..!'S
~'l:OTEcr11rE 5<:'1'11C;;:5
?AP~-PPC-~;;:55rOVA~
':.F~IC!J. C'!.Eq:~"L
S71: r;.r..E 0 :"-"<':'5
5Z~~:C~ ~~~~~~~~=z
~~e ~~tl~1?a~2d VaCanCleS :or a Cable T.V. ~anager (Of:lcla:s/
Adh1::1l.str--otors)
should
,
~o
'"-'~
targeted for a fenale or a mlnorlty.
0: ~~e ~hree vaca~Cles In t~e Professlona~5 category (Cab:e T.V.
?r~C~C~10n Specla:lst, SeD lor Manage~ent Analyst, ard Workers'
Co~;ensa~lcn A~a:lst), t~o shoul~ be targeted for ~~~orlt~es.
T~e a~~~c~~ace6 vaca~cy 1~ ~~e Off:cejClerLca: categocy (3ta::
~Sslsta~L IV) ~as ~o~ bee~ targeted, cue ~o the Cl~Y'S excel:e~c
rec:Jrd cE E-a~a':e ar'c ~J.. ~orl. ty !:"epre selJ ta t1.0r: ....... tn':"5 ca tego!:":y..
- 2S -
CITY CLERK
The June 30, 1986 workforce COID?Os~tlon of ~he Clty Cler~'s 0=-
flee a?pears below, by Job category:
C!,:y CLO:"O:
6/30/a6 INC~MSENT5
!j,'1fITE SLs-.:::K lIIS?A'HC AS !J\S" ~td4 :'IID TO':".I\:'
... r T ~ "l r -:: '{ T X ... :-: F' ~ -
. .
CFflcr.;.:...Sl I I
;j 1 - 2 2 2
;C"p;'S~?A"'O"~ ~ ! .,..,.. lilO 100
~ .I,...~.... __ I _~v
~ I
PRCrESS!ONALS ,
* ! 1
-::c...:rvr::'IA'rs i
1 ":co - :00 "':'00
?OOTEC:-:VE *
......_~T_............ "\
;)::"...--.......:,:;
i
p:;=v,- .; I 1 :
?~o:~:3s:C'..;.;1.5 ~ - DO :c~ - 0,"("1
,
Df':::::,,/ i 2 2 4 1 ~ : i 2 .
1
CLEa:.:AL 1; ! 33 33 6~ l~ ..!.~ - ~ 33 ~.
I
s-<~:..r...Eu ,
CP..;'F"TS "\
SJ::"l".r:c,,/ ..
....A!}iTE'~,;~:CE 1; i
i I
r . , 2 ~ 5 i - 2 J 3 ~
TO:'.'.L 1; 20 4: Sil I 1) 21) 30 . , :'.J , JG -0
I -" I
I !
T~e C~~y C~er~'s OfflCe COG~ln~eS ~O ~a,e an ex~ellen~ =e?rese~-
tatlor of feroa:es at all levels, ~lth ~ln~~lty re?rese~ta~lcn
l~creas~ng :~om 25% ~o 40% d~~l~g :983-l936.
::U~l::g t::e pas:.
'led!:",
t~e de9art~er,t ~et
8G:.h 0= l.'CS
goa::"s
'-p
oJ:!
:ll ::; 1 :-.g
a ::elale
-..,-
~o
ASSIstant CI~Y Clerk (Offlclals/Admlnlstrators), and a ~Inorlty
Support Serv~ces SuperVIsor (7echnIclans).
As no vacanCIes are antICIpated durlng 1986-1987, no goals have
been set. In the event of unantIcIpated vacanCIes, goals WIll be
se~ In accordance WIth overall CIty goals.
- 27 -
CITY ATTORNEY
The J:..:ne 30, 1986 tlOrkforce COr.i?OsJ.tlon of the CJ.t:y Attorney's
OffJ.ce appears below, by Job category;
C:7Y i\'r"iO~\lEY
6/30/36 :NCl:MB;;:;7
r I "'--lIrE BLAe;:.;,: Ii:SP~:':IC i\S:A:J A" ~r;;:J :-OTAi..-
I ~ <' T "l ~ ~ to! . '::: :-t f ... r-: T .. F
.
C~:C:C:A:'.s/ i * , 2 2 4 I 2
AO"l'lrS-::""':'CRS! , I 50 50 ::'00 50 50
I
I 4 5 :1 15 , 1 1 1
?~OF'ESS:;:CNA:'S I '- - 5 13
% ; 26 sa a4 l 5 5 5 5 5 J2 6<'
:
'l'"C'I'1:C:';l-<S .
l ;
:;:::OTEC71'rE 1
sE.?7...~rc~s 1; ;
?~3J..- .. 1
r~C:ESS::;~;~5 < : lJ'J - 1G) !:Lao
C?~!:Ei 3 i - 2 1. :1
=:'E?::-~L ~ ; 5- -3 I : ~ 3 -
! -' 8 92
S'UL':,,:!
-::~:':'5 1;
S::'="JIC~ !
v2".r~7::::NA::O~.:~ ,
3 -- 29 ~ 3 1 - J 1 1 26
':-::-':"'L -
, 22 S8 3Q 3 a 5 5 J J 23 "':,2
~~e wor<~or~e CO~pOS:~:OG __ ~~e Clty At=or~eyls Cff1Ce co~t~r~es
to ha?e 3 S~~Gng ~ema:e ~~;~2se~ta~lC~ l~ DOL~ t~e Of=~Clals/
~dkln:st~dto~s a~a Pro=sss~on~ls ~a:egcrte5, contrlbut~~s to t~~
.::~t'll S of....er'"al:
Eavc~a~~e pr~:lle
1:"-
~::ese areas.
!'! F:cr 1 t. v
-..-~:---.-
:"'--.='
r2sentat.l:JD
..;,.-......._r:O,.2
.........."'-"~=-''-'-"'
,3':' 19h tl::"
j ~~l.~~-g
cne
"year
due
t.o the
loss of __
- 23
"
female H~spanlc Deputy Cl~y At~ocney.
Future gOdls should cor-
tln~e to focus on the hl~~~g of ffilnorltles l~ the Profess18nals
and Offtclals/Ad~lnlstrators categories.
SgeClflc gOdls :or 1986-1987 appear below:
cr~'f AT'!'O'l.'1E'f
AN'l'ICt:l'A'i''ED
'JACM/ClES
BLACK
lHS;>~r<IC
AS!~'1
A/>1EIl.
!'lDIP,'l
FEMr\r.E
OFF!CIALS/AOMrr<.
1
1
PRCFESSIO"lALS
1
TECH'lIC:A.'lS
P~OTEC''!''r''E SEPV~C::;S
PAP~-P~CFESS!~NAL
OFf"ICE/CLER!CAL
S((!L:'E~ C~FTS
SERVICE ~.A:r"'l-E1i.....~CS
The aDtlclpated va~ancy tor a~ Ass~stant Ci~Y A~to~,ey
(OEflc:als/AGnlr.lstra~ors) s~cu:c ce t=rgeted fo~ a ITlncr:ty.
The a~ttc~pateJ vacancy :cr De?uty :lty A~~orney (?roEess~G~~:s;
s~o~lj a~so be tarceted :or ~ ~l~a~L~Y.
- 29 -
.,
FINANCE
The June 30, 1986 workfor~e composltlon of the Flnance Departme~t
appears below, by Job ca~egory:
F :NANCZ
6/30/96 INCL.M;3E~t7S
.",li:'!"E B~CK H:;:S?~;:;:C ASIA"I A..'l :~IO TOTAL
'I P' ':' 'I < T ! .. F '\' M . ':: ~ 1 T M F
OFfIC:i:A:'SI i , .\ 5 - :. 4 :2
A::;l'::<:::S:'~TCRS: \ 57 17 33 ~j 17 67 J3
rROFESSIC'I...LS * 2 .\ 6 1 1 2 2 3 7
\ 20 40 6C ! :., :~- -" :0 20 2' 30 i:j
':~C'::N:::-:IAl{S \
?PCTEC7: .;.-;;. f
SER~;I::::S \
?-,\p-:;- ~ 1 - 1 2
?i'Cn;SSIO>:A:..S 5:J 50 s.:) 5:j :O:J
crnc::: % :"0 :;.., 1 3 .\ 3 2 :. 13
.-:r.==~rc:;': % 53 53 5 15 -'~ , - 15 16 :0 :0 J 95
.sz'::':'~D 1
C".A~75 "
S~RVIC=:I , J 3 1 .\
VJ\ I".7~~~ ~~C::: \ 7S , ~ .25 25 !,""-JO
':'~Ti\:' 3 :'5 24 3 5 g 3 5 4 ~ I 12 29
\ n 1~ 53 ")' _2 :3 - 1 :2 :OJ 29 ~.
"C - . i ' -
I
Durlng 1985-1966, ~~e =l~ahce ~e~art~e~~ success=ully ~et lts
goals of hlrl~g a fema~2 ~L~0rl~Y =G~ the ?OsLtlon of Ass~stant
Purchaslng Age~t (Offlc:a:s/AdM~~lst~ators), b~t was u~5~ccessful
ln meetlng ~ts goa: of ~lrl~g ~ nl~GrL~Y ~C~ ?r~~c~9a~ Accountant
(ProfeSSLona:s category).
~cwe~;e~, ~he ~lr~ng of a ~e~a:e as
1 ~
5v
~
Prlnc~pal Accountant contr~buted to the C~ty's overa:l afflrma-
tlve actlon goals wlth regard to fewales 1n the Professlonals
category.
It ~s slgnlflcant to note that durlng 1985-1986 ~inorlty rep-
resentatlon ln the department rose froM 37% to 42%, whlle female
repreSentatlon rose from 58% to 71%. Of particular lmpo~tance 1S
the fact t~at these lncreases 1n representatlon occurred 1n the
hlgher-paYlog categorles 0= OfflClals/AdMlnlstrators (females
lncreaslng from 17% to 33%) and Professlona1s (female representa-
tlon IncreasIng froQ 46% to 70%, and mInorIty representatIon 1~-
creaSIng from 3~% to 40%).
Future geals shou~d contlnue to focus on lncreas1~g t~e represen-
tat\on of ~lnorltles In the OfflcIals/Adnlo1strators category,
and ~al~talnlng the depart~ent's strong affIrmatIve act~on pos-
ture 1n all other categor1es.
SpeclflC goals for 1986-1987 oy Job category, by Dlvls1on, ap~ear
below:
- 31 -
},CC::lJN'1"~NG
ANTICIPATEO
VAC;.J1C!ES
BLACl<
H!SPANIC
ASIAN
Al1El!.
1'<01....'1
'"EM:..!:
OFFICIALS/AOIo'Il<
PROFESSIO'lA!.S
1
'l'ECHNICIA1.S
PROTECTIVE SZl!VIC~S
PA~A-?ROFESS;ONAL
OFP'ICE/CLER!CAL
ShILU;D CAAnS
SER'lI~ wAI~TE~~IC<:
T~e a~t~clpated vac2~cy for a Se~lor Accountant (Profess~or.als)
s20uld be L~~ge~ed =or a ~lnor2~Y.
- 32 -
'"
CO~CTI.::''\1S
AIITICll'ATl;D
VACAlICIE's
I3~C'(
'lIS?ANIC
ASI....'l
""'ER
1'101.'1.'\1
OrrtCIALS/ACHI'l
i''lCF!:SStOIfA.!.S
n;C'NrC~A.'IS
"~RA-PPOr~SSIONA~
?".onc-rIVE SE'l'/!CES
OFFICE/Ctt"l:CA L
SX'::Lr.ED C?.A:1'S
s!:'l:tU"!C!: "'J\I'Jf~.;~"fc:e
G:7e~ the al~eady strong af~l=~at~ve act~on re?resentatlon l~ ~~e
O==lce/~le~lcal category, tje a~~lClpated vacancy =or a S~aff
Ass~s~a~t : has ~ot bee, targeted.
- 33 -
..
TllEASC RY
ANTICIPATEO
VACA/lC~ !;;S
BLAC'(
IUSPANIC
~:t~
AMeR.
INDIAN
Fl;;MU;
O"F:crAr.siAOMIN
PROFESSIONALS
T!:C'lt'ICIM/S
prOTECTI'n! 5Z~VICES
;>"'P>-P~CFESS:C~}'L
CFf'tC!/Cr.Z'lICAI..
SI(:~I..EC ::IlMTS
SERVIC;:; 'lAWT::'/AnCE
The an~lC1?ated vacancy =o~ a 3eve~ue ~a~ager/C1ty Treasurer
(Qff~c1als!~c~1n~s~cat~rs) s~ou:j oe ~argeted for a fe~ale or a
InlDor:.ty.
"{ .1'
--...
PURCHASI'lC
AN'l'IC1PA"<:O
\/ACAllCI ES
BLAC'<
'lISPANIC
ASIAN
~R.
!'lOrA!f
o~rICIALSIAOHIV.
PROFESS:O>lALS
:
n;LPNtC!ANS
pqO~~!v~ SeRVIC~S
I'ARA-PPO~Z5SIONAL
OF"rCE/C:'<:'1ICAL
SKt:!.LZD C RAE"'!'S
Sg~V!CE M:ArtiTE~lAtfCE
The an~~clpated vaca~cy for a Buyer (Profess~o~als ca~egory)
should be targeted :or a ~lnor~ty.
- 35 -
INFORMATION SYSTEMS
The June 3D, 1986 workforce cornpOS~tlOr. of the rnfor~at10p. Sys-
terns Department appears Delow, by Job category:
:::~:OR.."1A'!'lON SYST;:;"S
6/JO/96 INCU1>'n~'i-<;
i>I'lITE I ijL,\C;~ l'lSPJ\NIC "SIM~ 111" IND. 1"OT;":"
~ '!' T ~ 1" ':' " ~
M . . M F ~ M . :'!
I
Ol=TIC.!,'\ r~SI i t ! 2 1 ~O~I 2
An.....t..,fIsT='..A.":ORS~ , 67 33 67 33
J
t! ~ 11 ! 1
p~cn:ssrC'l.;Ls - 1 50 Sa
'I' 50 50 Ie:;
;
I I 4 4: 1 . 4 1
TEC":'l:crANS '! 30 30; 20 20 ao 20
I
?l1:C~~C!,:'P,;E . ~ I
S<:P'I:C:<:S .. j
p",~-,,- ; !
P,C=~S5:.:)r-;:;:.;:; i
:l==:C;::: , 2 2 3
- - :GO
-:::EP:-:~ \ JJ .33 67 57
S.C;'::'Z:J - !
-,
C~:t5 .. ,
I
;
~ZP'/:=~ -' ;
y~ :....r::::~.;;..:.Jc~ 10
;I ; 10 2 2 J 1 - ! 7 6
.........-. ~ I ~
_"".....-"\..-0 % ~4 23 -7 I :5 ':5 ; a , 54 45
i
Dur~n~ 1935-1926, ~be ~o~kf~~ce ~e?resen~at~on of ~1~or~~~es ~nc
fe~a:es Ln t2e de;art~e~~ re~alned relatIvely s~ac~e.
Fe~ale
re;~ese~~atlO~ [46% o?erall) reralns strong, wlth fe~ale rep-
~ese~~~~~o~ l~ all ca~eso~~es.
Al~hough t~e de?ar~nent fa~:ed to
- 36 -
meet lts goals last year for hlrlng Mlnorltles as Offlce Autona-
Clon CoordInator and ?rogrammer-Analyst (~ihlte ~ales were hlred
for botb), the overall affIrmatlve act~on profIle of the depart-
ment remalns strong.
Fut~re goals should focus on the h~r1ng of
ffilnor1t1es and fe~ales In the TechnIclans categorl€s.
SpeclflC goa~s
for 1986-1987
+=:'1"""
~'-'-
the departme~t as a whole are
ShOWl1 below:
SYS~'E''''..s
iA-.rr:::CIPA":"!:t
I V ACA/:C: ES
I
I
A.....E~
~~FC'=t."'1.A':':C't
BL.'.CK
HrS?A~!C
ASIAN
IVOIA'I
OFf'IC!.\LSjA""'-I"I
;: 'lOf'E55 ICl".u.s
~C5'-;!C:~""S
2
1
1
p~C~L:'r!E SZf(V:~S
?A~_::::Iaoc=:SS:::c"'~",,:'
OfFrCEiC:E'!ICAL
SKIL:'E:l :-UF"!'S
SE~Vt~ U-.A~""':"E'~A..':CE:
~~e a~~~C19a~ec vacancies fo~ a ?rcgra~rrer-Analyst II a~d Se~lQr
Cc~?uter Operator
(both ~ec~~~c~a~s catego=y)
s;.cu:d be
~"""""'~;=:''':'''"':::'0
'-::t_"':j_____
for ~l~orltles or females.
- 37 -
PERSONNEL
The June 30, 1986 wor<=orce CC~?Osltlon of the ?ersonr-el ~epart-
Me~t appears below, by J00 category:
J~rl~g 1985-1936, fe~a:e re?reser;~at:OD in the depar~le~t re-
mal~eG s~~o~g a~ 67! overa:l, w~lle ~lnorlty represe~ta~~or In-
c~~aseG :rom 33% to ~7%.
T~e de9artMe~t was no~ successE~: l~
~eet~ng ~tS gca: for a fe~ale or ~:~orl~Y Dl~ec~or of Pe~sonnel
{8f::Cla13!AG~l~~s~~a~ors)
but d:d
hlre a fe~ale ~~nQrlty
:: ....... -.-
-- -"....
- 33
the unantlcipated vacancy for Lacor Relatlons ~anager (Offlclals/
Adnlnlstratorsl.
Speclflc goals for 1936-1987 are shown below:
p!':llSorrnZ:L
1A."l'l'rCIPAT!D
~.~l\c;'l1Cn:5
I
I
,
i
:\[.\C7I:
'l:SP"NIC
AS I >.N
A.."I!:'l..
r'lCIA.'1
P!':'i..'I.:..E:
Of"FICIA~/1t.DHIN
P R.OF!:S.5: C K.>u:.s
1
'i"ECH'I I C:A.'1S
PQO~CTI\~ 5!R'IrC~S
PA'lA-PPCF~SSIO'lAL
C:rC"lCE/C!"C;~ICA:'
S:r:r..U:J C!:ll\FT':;
SERVICE '-1...~rz.;'T"'E~J~CE
L__
~he antlclpat~d vacancy :or ?erso~nel rlnaljs~ (?rOfeSSlonals ~at-
egory) should be tarse~ec fo~ a Dlnorlty.
Cue to che Cley's ex-
cellent a==lrmatlve actlc~ profIle l~ t~e Cf:lce/::erLca: caceco-
ry,
the antlclpatej vaca~cy :8r a Staf: ~Sslsta'c r=: ~as
f""I,.-......
Li....... '-
oeen -:.arge~ed.
- 39 -
COMMUNITY AND ECONOMIC DEVELOPMENT
The June 30, 1986 workforce compos~t~on of the Cor~unlty and
Econom~c Development Depart~e~t as a whole a9gears below, by Job
category:
C:J'1...Y~~:~Y .'w~D ~:::c~o~:::: C::V=:L:;'~V.EXT -
~iJO/B6 :'1C~~SE~7S
'I
~,!:TE
F
3w,CK
Or'F!=::!:;'!"SJ
....o~:'1:s':'?_'\~cRsi
t i
l. 2":
I
':'
'!
'!
n!S?A:':C
"'" "? .,.
....
'0
AS 1.\..'1
F
:u."
:'10
.,.
.
:-:
':'
I TOtAL
I ~ F
J 2
~40
,
i '
:41
3
60
3
a~1
:
~o
20
2~
?RCFE5S:0NA:'S
~ , 5
i 35
9
53
:5
8.3
: 1 2
6 6 :2
10
59
TECH~!CIA...~S
~ i 2 8
~ 50 2J 3'J
:1}
:
:0
-
:J
:~
! 3
:ao
2
20
:?:)C":'.E:C":':~lE.
S~?V!:~S ~
P';'-..!1.- ;
pOGFESS:C'lALS ~
,
CF?:C=/
c:.~~:c;:.
, l
11
,
~ 2:
10
- ~C ""'I'C
,
:C :0
20 2~
lJO
sn:':'E:l
:::-a;.-F":'" S
~
i
S~?"JICE/
~~:~~E~;~CE s
~n"""'.
.,;,-...J..n......
~
.
:3
3::'
3~
2
3
5
1:
2
2
I -
, 40
25
60
Sl~
3:
2
,
~
"';
Durlng 1935-:986, ~l~or:~y ~2?rese~:~tl~~ In t~e Co~munlty and
EccnorlC Development De?art~e~~ decrease~
... ..-.
S..;.l;:1~_Y,
from 24% to
19% overa:l, wh::e overa~: fs~a:e ~s?resent~~lon lic~eased frcrr.
- -lQ -
52% to 60%. Of slgnlf~cance IS the fact t~at fema:e representa-
t10n Increased In both the Offlcla~s/Admlnlstrators category
(from 40% to 60%) and the ProfessIonals category (from 53% to
59%). These lncreases contr~buted to the ach1evement of the
CIty'S overall goals wIth regard to females.
The department was successful 1n ~eetl~g ltS goal of hlrlng a
female D~rector of Communl~Y and EconomIC Development (Of=lcIa:s/
Admlnlstrators), a female Director of PlannIng (Officlalsi
Admlnlstrators), as well as Its goal of hIrIng a ~lnOr~ty Senior
BUIlding and HousJng I~s?ector (TechnICIans). However, all rIVe
posItIons fIlled during the year In the ProfessIonals category
were .blled Wl th ~lhl tes.
F~ture goals should focus O~ l1creaslng
the representatIon of mInOrlt1es In tne ProEesslonals category.
Speclflc goals tor 1986-:987 are shown belo:i, by Q1VISlon:
- 41 -
::CC~O'1:'C
A~TIC:DA.'!'E~
VAC.r\lfC!ES
B~C:':'
H~SPA'.r:C
AS!,'-"
.......E'L
1':0:'>''1
F::.......\!.E
CEV=: W;> HEN':"
:),"':::~:,,:.s.. "'c:v.::.....
?";;!O:!5S1:J~;\LS
1
T:::C"~:CU>.'I.5
?~O~EC~r~~ S~~VIC2S
P~RA-~qCP~S3:C~^~
:~"':'::::/C:~EI'tIC;\L
1
1
S-:'::!!..:ED C:'1. \F':'5
S::;!'1Ht:~ 1".r'I'-~""':: ~1\'1CS:
T~e ant~c~pated vacancy for a Sen1cr Aam~nlstrat~ve Analyst (Pr~-
fesS~8n~ls ~ategory) s~ould be targe~eG for a Tolnorlty, as should
~ne ant~~l?ated va~ancy lD the Oiflce/Clerlcal category (Staff
Ass~s~ant III).
- 42 -
, .
COHMU'HTY A.'lD III.N'l"ICXPATEO
N~ICHBORHQOO SERVIceS! VAC~IC:E5
llL.'\Cl{
'!:SPANrc
ASIAN
I\1'1ER.
INDIAN
f!:''lALE
OFrICIAtS/~~I~.
P'l1:lF!:SStC'1ALS
~
~
tta;'1ICIANS
rROTECTI;~ SE~vICES
PA~-~~OFESS:C~~L
QFV! C!:/::::'E RICA.:"
SKILLED CRAF""S
SEQVI~ ....AIN-:'E'.:A.!'iCE
At least one 0: ~~e antlc1patec vacanc~es in the Professlonal
category (Sen~oL Ad~lnls~ratlve Analyst and Ad~lr~strat:v2 Ana-
lyst) should be Largetec fOL a ~lnorlty.
. ~
......
~!.AIlNING AND ANTICII'ATED
~ONING VACA:IC~ES
BLACK
HrSPA'IIC
AS 1:"'1
....'lER.
INDIAN
FEMLE
orFrCIALS/A~I~.
PP1JFE55IONALS
2
n:C'fIIICI:"'1S
P~TECT!~~ SEQVICES
PARA-PRCfESSIC'lAL
Of'::!C~/CU:1UC~r.
1
$j(::'~ZD ::~":'S
5:t:':{"ICE "'!.A!'l1"'SllA.,'oJC::
AL least one of tr.e vaca~C1es L~ t~e ?rofesslonals category (As-
SOclate Plar.ne~ and ~Sslstant Pla~~er) should be ta~geted :or a
'l~orltYl as S~Qu~d o~e cf ~~e 7~ca~~~es ~~ the Of=~ce/Clerl~al
categc~y (Sta:: A55:5~a~~ :j G~d Sta== ASslsta~t II).
o.!4
3Ul!JHIl"G ;\NO
SMErY
C<FICIALSjIlDMI'l
PRQF!':SSIO'iALS
-E:C'lNICIA."f5
pqOTECTIV€ SERVICES
~l\~-pqO,ESSIQIl"l\L
OFC'!CE/C~ERIC"L
s"ar.EO CAAFTS
s!~'_rICE MAI",j':"Etl~~CE
ANTICIPIl>TEO I I AHER. i
I"lDIAN i FE'lALE
VIICMICIES Bl:.AC": U!SPANIC i loSI...."l 1
i
I
2 I 1
: i
I
I i i : I
! !
! i I I
, ) i I
J I
,
I I I I I
i
i i I I I
I I
! ! j
, , I I
At least one of the ant~c~pated vacanCies 10 tte Profess1onals
category (~ss~stant 3ul:dlng Of:~ce~ and Supervlslog Bu:ldlOg
Inspector) should ~e targe~~a for a mlncrlty.
- 45 -
RECREATIon AND PARKS
The June 30, 1986 workforce compos~t~on of the Recreatlon and
Parks Department as a whole appears below, by Job category:
RECREATIO~ A"oft) ?ARKS
6/30;86 :NCU'MBENTS
1 WPITE B~CK ~I5~AN!C ASIA"-. AM I}.;o I TC:'AL
i i '!: F r M E' T ... r . M ; ':' 1': 1'" ':' M .
CFFIClilL.Sf I I I
Ii I 3 3 3
;:)YI'nS':RATORS I % DO - laG i i100
,
~:;,o:;E:SSrCNALS - I 3 6 3 1 ;1 1 1 4 7
\1 2~ 55 82 9 9 9 36 64
TEC'l'llCIA'ls r; I
\ !
I ,
I i !
PQC:-::CTIVE I .
S::RVICES I l I I
i I i
?..\Rh.- * , I - 1
- - ;
?~GFESS!;::~;e.L-S \ , 100 DC - ::.~o
I
I
CFFICE/ . " - 2 I - 6
~ ~ -
::LE'"-iIC.;;:;:' \ ~1 71! - ::.~ 29 14 96
,
i
S~::::':'E::i . , J . 1 IIO~
::?,-;F~S . 100 - ~OOj
I
.sE;~...~:::C=: / 1- .,~ 23i 19 ~ 22 26 26 I 5 5! I 72 4
-"- I
'V_i\lt';'I"::::-;A~CE % 29 JOi 2S ~ 29 I 3~ 34 ~I 9S 5
'j I
I . 1 25 :"2 40: 2: 5 26 ! 26 , -~ ! 6 6 .3 a 18
,,-,
-::':'AI.. . I 29 ::'2 4:1 21 26 2€ :.. 2~ 6 6 52 :8
~
The Recreat~on and Parks ~epar~~ent cont1nues to have excellent
~l~or~ty ~epresen~atlon over311 (59%), Wlt~ slgnlflcanc repr9sen-
tattcn ~n all categorles excep~ O~=lclals/Adnlnlstrators. Female
re?cesentatlcn lS strong l~ the Pco=esslonal category a~ 64~, a-d
lncreased Sllghtly durlr.g the year ~n the large Servlcel
. ~
- '00 -
Ma1~tenance category (from 4% to 5%) due In part to the depart-
mentis ~eetlng Its goal of hlrlng a female Grounds%eeper.
Future goals should focus on the h1rlng of fenales as opportunl-
tIes arise In the Offic1als/Adnlnlstrators and Serv~ce/
MaIntenaDce categorIes.
SpeclflC goals for 1986-1987 are shown below:
Pl\.Rl\5
ANTrC!PATED
VACAlrCIES
B UlCK
HISPANrc
MIJI."l
AMEll.
IN'DI1l.'1
FEMALE
CF~IC!At5/ADHI"l.
i'RCFE5SIO'lAr.5
~::Hr.lICIA.~S
~~~T~CT:\~ SE~V!C~S
?~RA-;>~aFESSrQNAL
Cr~!c:r/-:LEiI'ICA:L
SEfI;vrc;:; MAI"i':Et~;;t.;cr
SK:::L~F;:) C~AFTS
-::-:e an tl Clpa 1:ed vaca:-:.c les 1" the ServIce /'1al.:1tena'1ce ca ~egor::-'
(Grounds~eepers) should be targeted for feQales.
No permdnent 'lacanc~es are a~tlCl?ated I~ el~her the Ad~ln1stra-
t17e or Recreatlon DIVls~ons of :he de?art~ent.
- 47 -
" ..
GENERAL SERVICES
The June JO, 1986 workforce compos1tlon of the General SerVlces
Department appears below, by Job category:
O<'FICIA:'SI
';OMIXISTF..ATCRS
[ M
:J
?ROf'ESSIC"ALS
. !
~ ,
:'Ec;.unc::: "'''5
: I
PQOTEC:'IVE
5E<'lVIC!S
.
?;'l,\-
?P0F<.SSIC:<IALS
l
..
cr-::-rCZl
:LZ'lIC"-:'
t.
~:
s<:r..:.::;:::
;:?~TS
II, 39
,i 53
SEPVICE I
...,;.::-iTE";;...o;CE
: Ii 24
~ 19
:'O".:'rlL
::l ~ 100
%: 36
13
76
4
33
14
51
.
>i~
z
17
GE~EFAL SERVICES
5/30/86 r"~~~BE:<ITS
WilTE
F
SL;.CK
F
.\H. r~D.
M or
TO'!"};:'
~
ASIA-\[
~ISPA..~lC
M F T
j
'!' i '1
~
l'
T
2
12
lsl
881
2 2
12 12
15 2
88 12
4
33
5~1 8
17: 2
'74. 3'
4
17
1
8
2
17
1
8
1
4
1
3
,
~
5
42
I 19
i il3
I:G~
12~
7
58
8
1
~
20
i
~ J !
,
"I
;
;
3
13
1
4
2
9
2
9
2
9
!
4'
- g-:j
2'J
2
o\C
21 1
i\C-! 20
1
:<3
~
40
eO
40
.,
!
91
~5i
-:..,-
~,
2
1
8
1
a
2
17
10
33
L
:"7
38
'Z'"' 13:4
571 i~ - 18 13
~ .. ~
...; ..
::'9 ! 5
4
7(1 3
96 4
5
24 so
19 40
;
1:22
1 9'
4
3
2
,
L
2
52
41
45
48
38
z
~~
~ ,
2
".L. 121 !J.
Hi24
i
;
1239
S8
34
12
72
26
.,
64
23
il
1
1
9
3
3
26
The preponde~anGe of Ger.eral SerV~ces posltl0ns are In the Ser-
Vlce/~lalntenanGe and Skllled Ccafts categor1es, areas tracl~lor.-
The goal of achlevlng fe~ale represe~-
ally dom~nated by ~ales.
~atLon 1n these categorles conslstent wlth S.~!.S.A. percentages,
whlle l~portant as an ob:ectlve, does ~ot realtstlcally ~ake lnta
- 48 -
'.
account the relatlvely small number of females 1n the total
populat1on w1th an Interest 1n and competItIve skIlls for pos~-
tions 1n these "non-tradlt1onal" areas. For thIS reason, the
department was not successful ln meetIng ~any of Lts goals for
1985-1986, Wh1Ch focused prlmarI1y on l~creasIng the representa-
tIon of females 1n the Servlce/Malntenance and SKIlled Crafts
categorIes.
However, mlnor1ty representatIon In the depart~ent 1ncreased
durIng the year 1n the four categorIes In WhIch mInority rep-
resenta~~on in the C1ty IS the lowest. ~Inorlty representatIon
1~ the Offlclals/AdM1~lstrators category 1ncreased 7% to 12%, due
to the depart~ent's successfully ~eetlng Its goal of hIrIng a
mlDor1ty City EngIneer.
In the ProfeSSIonals cdtegory, ffi1norlty
representatIon rose fron 17% to 33%, due to the de?art~ent's suc-
cessf~lly ~eetl~g I~S goals of hIrIng mInorItIes for IJater
Chem1st and Conservdt~on Coord~nator. ~Inorlty re?resentatIon i~
the TechnIclans category lncreasec from 23% to 26%, cue to the
depart~ent's meetlng ltS goal of h1r1ng a ~lnorlty CIVll En-
glneerlng Ass1stant.
Flnally, ffiInorlty representatlo~ In the
Pro~ectlve ServIces category Increased frc~ 0% to 20%, w~t~ the
department's meet1~g lts goal of h~rlng a ~lnorl~Y PIer and Ha~-
bar Guard.
Slgnlflcant also 1S the fact that fe~ale representaclon lncreased
1n the h~gher-pay~ng Off1clals Ad~lnISLra~ors category (from 7%
to 12%), and In che ?rofess1o~a15 category (:~om 50% t~ 53%).
- 49 -
, ,
Goals for 1986-1987 should focus on continu~ng efforts, whereve~
poss1ble, to ~ncrease the representat~on of females In the
Sk1lled Crafts and Serv~ce/MaL~tenance categorles, where female
underrepresentatlon w~ll lnevltably continue to be a reallty for
the foreseeable future.
SpeclflC goals for 1986-1987 ln each Job category, by Dlvlslon,
appear below:
GENERAL SEIlVIC~5
AOMI'lISTRAT!ON
SLACK
HrSPI\NIC
AS1,>,N
AMEli.
INDIAn
OFFICIALS (j!,DMI 'I
I I I I
I ! I
I ;
I I i I
1 I I I j j
~ I
I J I j j
, , !
I I
, i
I 1 I ! I i
,
i j ~
! j I I
i ! I
! i
; ; I i
i j
;
i I I
, !
PROfESS IONJU,s
~C"'lICIA!IS
PlIO:EC-IVE SERVICES
PAQA-pqOFES~IC~AL
OFaorCE/CI.ERICA!..
SRILLE;) C~....f'~S
~epVIC~ ~~I~~~k~CE
T~e antlclpated vacancy for a Se~lor
.... .. ,j.....
hGIilnlS,-raC1Ve
Ana1ys:; (?rc:-
feSSlonals) s~ould be targeted for a ~~~orlty.
- 50 -
..
E'lGlNEERI'IG
rTlCIPP,TED
[ VACMIC!ES
!!LJ\.CK
l'IS;>A"IC
ASIA...~
A.'lER.
I'lOIAN
EE".ALE
O~FIClALS/...tMIV.
PROFESS rOtlALS
2
1
I
i
TECH'll ClANS
~~CTEC!r'JE SEPV!CES
P'R.A-I'ROFESSI~,,},L
I
I.
I
I
CFFIC!::/CLE'IICAL
S1<IL:.ED CAAC"-S
SE RVlCE M,AI'ITI:r:k.",CE
0: the ~~o anticipatec vacanCles In the ProEess~onals category
(Clv~l Engl~eer and CiVil E~glneering ASSOclate), at least ~~e
should be targetec for a mlnorlty.
- 51 -
"
ST'lEET ANTIC IP....TED I AMER
MAI'IT!'::<J\NCE V~Ci\lICI:r::5 3t.ACR I'IDIAN FE&1ALE
~F"IC.1.J,.S/""DMIN
""OFESSIONI\LS
n:CHNICIANS
~Ro-n:':T _""';' StRVIC~S
~1.~-PROFESSIONAJ,.
CF!"ICElCJ..ERICAL
SK1J..J..ED ::<lAFTS 2 1 1
SERVICE ~~INTEN~'1CE
One of the antlclpa~ed vacanCles l~ the Skllled C~af~s ca~egory
(Concrete r1nlshers) should be ~argeted ~or a rema:e, recog~lzlng
however that It wlll be very dlfflcult to 1dentlfy :emales wIth
co~pet~t1ve experIence In th1S fIeld.
The other has been tar-
geted for a ~lnorlty.
Of the four antlc~pated vacanCIes In the Servlce/Malntenance C2t-
egory (~aborec I, Equlpment O?era~or II and tNO Laborer II's}, at
:e2St tWO shc~~d also be taraetec for =eQales.
- 52 -
.. .
"SIAN
AI'lER.
r'lDV..~
punrc fACILITIES ....NTICIPATED
".AI~TENMa:
VAC,i\13CIES
!! LACK
HISi'/I,'1IC
FE'UlLE
CF~ICIALS/""DHI'I.
PROFESS IONALS
SERVICE HAr~TE:"tM-iCE
1 , I \ ,
I i
,
I !
I I
I i
i I
,
1
I ) i
I ) I
I
r z I I 2 I
I
,
i i
I
1 I -
'l"ECH'llCIANS
PROTEc::'rn SER'/IcrS
PAPA-PROFESSIONAL
OFFtC1;:/C~ERIC""L
5KILL;;:D CRAFTS
Agaln, 3n~lc1paLed VaCanCleS In the Skllled Crafts category (Car-
penter aDd Slgn ?ali~~r} shculd be targeted for fer-ales, as
should the antlclpate~ vacancy lD the Servlce/~a:nt~nance catego-
ry (Custodldn I).
- ;)3 -
'.
'l'UE'FrC
ENGINEERING
QFFrC~"'L5/MHI'i .
;>RCFESSlmfJU.S
':"l::CIINICIANS
~POTEc'!'r~~ SE~VlCES
"AR.A-"ROFESSIONAL
Ol'F1CE/CLE'lICAL
SKILLEO CRAFTS
S~~VI~ u~I~~~k~~
. I I I
IAllTIC:;>ATE::l 1\M:E: R .
. VACAlICIES Br.;\CK '1ISP1,.'UC ASli'.N I'IO!AN F~J\U;
I I
I
I
I !
1 I . j
! ,
I ; I
J I I
I
, I I
I
I I
, i
i
!
I i
I
I ,
i I
I
I
I
I .
I
,
T~e ant~clFated vacancy ~n ~he ProfeSSIonals category (C1Vll En-
g~nee~lng ASslsta~t) s~oulc be t3rgeted for a ~lno~lty.
- 54 -
"
REI'U5E
COLLECTIC"l
iA'o"T!CIPAT!!:O
j V",CANCI!!:S
!
.
BUCK
HISPANIC
ASIAN
AMER.
1NOI)\'1
FZ'lALZ
OFFICIALS(A.OMIN.
P~CPI!:SSIONALS
i i I
;
I I I 1
I
I I
I
I
i
I I I i
I I I
I i
i . I I
I l I
i
I
I
. i
I I I
.
J i ! ! 1 !
!
TECHNICI........5
PROTECTIVE SERVICES
P}RA-I'PO~ES5IONAL
OFFlCE/C;~ERICAL
SJ<:ILLEO CllM'!"S
SEPV!CE ~l~~~ANCE
T~e Ref~se Collectlo~ D1V1Slon antIcIpates three vacanC1ES ~o be
fllled durl~g 1986-1987, all In t~e Serv~ce/~lal~t2nance category
(one Sa~l~atlon Drlver and two Sanltat10n Collectors).
Of ~hesef
at least one should be targeted for a fenale.
- 55 -
, ,
PIER
IANTIC:PATEO '
I VACM;C:eS I
J '
J I
I I
I
I
3U\C'{
'lISPAN!C
I Al'l;: "
A5I~1 !"fDIA'I
I.
I
FEU...i'\LE
I1ANAGEME"IT
OFFICIALSjADMI"I
P<mFE5SIONALS
TEC!lNICI!\N5
PIlQ'rEC1T-'E SER'IICE5
r^RA-PRQVESS!CNAL
aFnCE/C~ERICAL
S)(IL~EO CRAFTS
SE'l.VICE t".Ar'lTE'IA.'lCE
:
:
~he rler ~anagemen~ ulV1Slon ant1~1?ates o~e vacancy durlng t~e
year for d. CJst:::dldn I (Servlce/c.1al.'1t.snance category), 'ih~ch
should be targeted fOr a :e~ale.
- 56 -
f-- \
PIER lJ\....nCI?l\n:O """Ell
plA~AGE"EN't I VACArIC:E5 !lLACK !I!SP....'lrC AS 111..'1 i rN'DI"'N
I FE....lI.LE
I I
OF~IC!ALS/~CHI~~ [
j . I
PROFES.5rCNA!.S J
I
I
~CIf'lIC!AH.5 I
1 I
I
I f !
PROTEC'!"I'lE SER"ICES I I
I I I
PAP~-PPOFESSrCNAL !
!
i
I I !
OFFICE/CLERICAL I j I
I
1
SKILLEO C'L~~,S ! I I
I
SER';lC~ .....AINT!.':,!'t...l..tc:. 1 \ I
f
The ?ler Mana;eGent D1Vls~on ant~c19aces one vacancy QUrl~g ~~e
year for d Custodlan I (Servlce/~alnte~a~ce ca~2go~Y)f ~tlC~
should be tar;eted for a female.
5& -
.... .'
WATI:ll
]J\,NTICIP1\TP:D
I .....ACM1C!ES
CFI'"ICIlILS/lIDMIN.
lIS I h.'l
lIME'l.
PlOIA>;
'C"EM.i' L~
;>Il.OFeSSICNALS
TECHNICIANS
"'lOTECTIvr: SERVICES
~ARA-P~FE5SIONA~
Of'i:'rCE/C~E(UCAL
SKIL:'ED ~'lA.-:'S
SE~VICZ ....AINTENA1'.CE "
The vacancy In the Sk~lleG C~21=ts categocy (:le1:-21::' Re:?c.:~er:
should be targeted for a te~a~21 as Sil0~ld a~ ~east one of t~e
a:ot~c~:?a tea vacanc ~es ~:1 the 5e:::".' ~C2/:Ia In tenapce ca ::egory (:"le l:er
Reader and Laborer II).
r-~
:; i
4:., ....
LIBRARY
The Ju~e 30, 1986 workforce compos~tlo~ of the Llbrary appears
below, by Job category:
:':3RAQ,Y
6/30/86 I~Ct;~BE'I::'S
;';'1I7E B~.u~\LK II ISPAN:::i: AS:.,\}; AM. U;::l. ; ,;.....-_~..u...
'1 F .. '1 F T " F M "!' 10: .. ,- : u F
> . -
C.FE'!::l....1.LS/ # i 2 2 2
;. D~~I'-; I sr:~ TOxS ~ % - 100 lOG - 100
j
i I
i . ! : 2') 21 ~ 1 21
?:OCFESSIO~'ALS % j - 91 9S 5 5 5 95
7~C':.J~ 1 C In.t" 5 f i !
~ !
:~'::-:E:-;:T:'1~ , ~
S=:RVIC-;;S ~ i
2......::;....;,- . I ~ ~ 1 1 ,
:O~;)E'ESS:O'..r.s ! - ~8 :1 11 1.::C.
::;:-FI:E/ z 1 _L 13 J 4 ~ 1 1 I 2 .3
::I..2'UC'\.:' . ~ 5~ 62 14 14- .9 :9 J ~ ..L'" 90
Sl\ILi.E:O
.:~;F-:S ..
I
St":(v~c::/ 1 1 - 1 I ~
I
"~I'-;':'E~-!A'iC~ 50 50 I ::0 J'J I Ice
:,::),:,A:... 3 4: ~.. ~ 4 ~ 5 ;; : 2 5 5l
" 73 73 :2 ~ L 2 ~ .; 9
- ; ~ -~
0urlng 1985-1986, t~e workforce ccmpOSlt~on of t~e L~brary re-
~alned relatIvely stable.
~~e strengt~ of the de?ar~~ent re~a1~S
lts strong fe~ale ~epreseDta~Lonl par~lcular:y ~n the Professlo~-
al ~ategorYr wh~2h cont~~~~tes :0 ~he CltylS s~rJng overa~l re9-
resenLatlon of =e~a:es :~ ~t~s category.
Fut~re goals shou:J
- 58 -
... .'
contInue to focus On IncreasIng the representat10n of nlnorltles
1n thIS category.
below:
Spec~f1C 1986-1987 goals for ~ne departnent as a uhole appear
LIBPAPy
OFFICIALS IA.!:MIN .
1'1l0n:,SSIONALS
n:CH~ICIANS
~~OTECTI'~ SERVICES
;>A.RA-PPGFESSIO~AL
C'F~:C!:/cLERrC.!\L
S....ILLED CRAFTS
SE:P'"lIC::: L1.AI~TE'IANIT
ANTICIPM'ED j I ! !\ME'l. I
t
VA.CArICI ~S BI,.AC'< HISPANIC ASIM IKOIAN FEMALE I
!
; I I I
J
I ! I
2 1 1 I
I
I f I
, i
!
: I
i i
I I I
r
I
I
I ;
I
I 1
2 I
i
T~e antIcipated vacanCIes rQr ~Ibrarlan lIs (Professional catego-
ry) should be targeted :or minorItIes.
Of the two antlCi?a~ed
vacanCies in t~e O::lce/Clerlcal ca~egory (o~e Scaf: Asslsta,t
for a i7l1norlty.
III and one Scaff ASSIstant II), at least one sho~ld be targeted
It should be noted that jecause of t~e Closl~g of the Maln
~~crary d~r1ng ~hlS :lsca~ year, none af these an~1clpa:ec HacaG-
Cies -ay be fIlled until the ,ext =lscal year.
- 59 -
.... .'
POLICE
The June 30; 1986 ~orkforce compositlon of t~e Pol~ce Departmen~
appears below, by Job category:
POLrcz
6/JO/B6 r~CU~OE~lS
O"'"F:CIM 51
AOl':';IS7RATO?S:
;
-II :
~ 100
M
':'
l"
l'
~
~
Wl-l::tE
F ':'
ar..A(.;K
llrSP;~;IC
ilSIiI:-i
,.
A..... iXD.
~ f ....
~C7AL
PROFES5IC}/lILS
. i
~
B
se
:ia
9
90
:0
~
:0
,
I
I 5
1100
8
BO
2
20
5
- lOG
':ECLl'iICI.Mt-;S
l 5 5 1'J
~ 22 22 43
3
13 13
:; 5 10
22 22 43
1(1 13
43 57
~:;:::)':E:::-:l~~TE: "* 1.09 3: :39
~s-;~"rCES \ 57 ..i..;J 72
13 ~o ~3
i l.2
21
1;'
'; 26
J 14
1
1
2
1
2
1
j
i 1 l;~
I
46
2~
- .. -I.,r ~ 1 tI
:;=:::'.::::SS:CNA:'S
-~~T'-,:" I
'::":::[:I~=AL
2
%
7
47
:6
53
~ 9
30 30
3
4
13
5
3 27
10 90
:t."'!LL2D
=~,;.,,=:s
t
S;::~V:~EI
....~.::::.~-=::::sAr..Jc:E
! ~
..
2
2D
40
60
2
~o
,-
..~
;;0
~I
SO 1 zo
1
.
-;::.::;.:.
; ~ 1131
! % I 49
~_152!..r.'t
19 69 i 5
23
9
~~ I g
!
6
'"
;.<
16 I
~
2
1
2
2
I FS
I 66
90
34
~_ ~92 oc~uo~ed ~os~~~~rs l~c:~ded 1~ ~~e ?~ctec~lve Se~V1ces cateqo~y, 14C are swcrn
?Ql~ce Se~qe~~ts a~1 ~f=~ce=s ~~o~a t,ese s~o=~ ?e=5cn~elr ~J ~~ ~.~ .;h:~e v~les. :2.:'
5=e ~c~e~, 6~;% are 3:ack, :2.S~ a=e ~~spa~~c~ _ ~! ar= A32~rs~ a~d ~ 4% a=e ~'e=~ca~ I~d~an5.
Tte overall CO~pOS1~lon of che Pollee Deparc~ent's wor~force re-
~a~,ed stable durl~g 1985-l986, wl~h wlnorl~Y re?resen~a~~on
lncreas~~g sl~sht~y fror. 29~ ~~ 3l%.
However, t~ese overall ELg-
ures GO not accurci~ely ~eflect the succeS5 of the department
durlng ~985-:986 In aC~levln9 ~ts pr~~ary goal or ~~creaslng the
- 50 -
... "
representat~on of both m~norltles and females 1~ the sworn ranks
of the depart~ent.
Durlng the year, mlnorlty representatlon
among Pol~ce Of:lcers and Pol~ce Sergeants rose ~rom 19.3% to
22.0%, wlth female representatlon among Police Off~cer5 lncreas-
109 from 10.8% to 12.1%.
These lncreases, contlnulng a trend of
several years, are
eVldence of the department's aggresslve and
V1S1ble CO~~lt~ent to ~ne C1~Y'S Aff1r~atlve Actlon Progra~.
S2eC1flC goals for 1986-1987 are shown below, oy Job category:
"OL1C:1!:
SLACI{
'lIS"A'lIC
AS 1.....'1
AMER.
1'101"'1
(J....IC~;.,LS I AD"I'l
'''OFESSICNI\.LS
TEC~tNrCI"----';S
P'::IOTE:CTt"-"E SEPV!C~S
12
:
5
~AaA-P~"ESSICNAL
rJ'C"F!CE/CLE'Q:IC;\L
1
s~rL:"ED CP..Jl:"TS
s;:'':1'.rCE MAp..J-E'-i~NC!
Tbe three ant 1 C 1pa tea ?~canc~es fo!:' Co:rt:'1i..lnlCa tlorl Opera tc~r :: l.s
(Tectnlclans categcryj have no~ ~ee~
~3cge:.ed ,
qlven
.....\-,=..
\......1....
a~~eac.y
stro~g female and ~~nor~ty re9~ese~tatlcn ~n tte Tec~nlclans ca~-
egor:~l.
Of :.~e tw"E2.~..le aflt.1Cl?a-ced TT3.canC1.es tn tZle ?rCtect.l~j"e
SerVl~es category, =l~e are ?ollce Offlc8r VdcanCles, al~ of
~,
- O..i.. -
"
WhlCh have neen targeted for e1ther fe~ales or mlnorltles. Otner
antlc19ated vaCanCIes lTI thIS category ~ncluce two Par~lng
Checkers, two Parking Structure Guards, one Communlty SerVlce
Offlcer, one Anl~al Control Offlcer, and one Jaller. Of triese
seven antlCl?ated vacanCles, four have been targeted for ffilnorl-
tles and/or females. Of the eIght antlclpated vacanCIes ln the
Ofilce/Clerlcal category (fIve Transcrlber TYPlsts and t~ree
Staff ASSIstant Ill's), three have been targeted for ffiInorltles.
FInally, of the two antICIpated vacanCIes ln the Servlcel
Matntenance category (one Property/Evidence Custodlan and one
Warehouse i~rker), one sbould be targeted for a female.
- 62 -
..
FIRE
The June 30, 1906 workforce CO~posltlon of the FLre Depart~ent
appears oelow, by Job category:
F!~:t:
6;JC/86 I~~Ct:tl.BE~l'S
WU:TE EL;:;';.i< 'IIS?A''HC ASIAN '", r....o I "'''''T'"r
n.., . .a....._n_
F :' , "l F :' /0' T ~ - ':' !o'. 'I' ! M -
.:JFFIC:i:AL.S/ d -. I /lQ;
AD"I"l:5TRATO~S \1 :00 lea
: I
I
, ~ 18 :8 ! 1 ~ I 19
"<<O?ES5:tQ'i1\LS 'I 95 95 5 ;; 100
d I 4 4 1 1 , 5 1
~==C:.t\fIC::A"'.:S - ~
17 1- 83 ' ~
%. 0' 61 17 ~ '
?Q.c,:,sc~!..rE .1 53 1 6 5 :. , 1 -5j 2
l ". - 6~ - - ~
SE~Jlr;::.;;s ..I 84 3 B-' 1 3 3 ~ - - 97
I " , - i
!
?A8.A- , !
?J:\':f:ESS:::'C~-i\LS ~ i
:);:F:C~/ j -
. I - ~
=U::llC;>:' . ~-: "'- 33 33 - lOC
y ,
5-:.::::.I.~D ;,
CR:>.FTS ..
5:E:?~lrC:E " 4 i
..._~ INT .E~.fANC~ .. [
. ! -3'1' 4 i ~ 2 ! 3 9 - - - 93 6
--
:OOT:"':' % .34- 4 88 ! 2 g 1 9 ~ 1 - 94 5
-
JurIng ~9Q5-l986 :he F~re Depa~t7ent experIenced a slgnlflcant
setcac< ~n l~S ~ecent excellent hls~cry of ~eetlng its pr1nary
a~f1~~a~lve aC~lon goal of l~creasl~g n1norlty representa~lor
a~ong the S;iorn ~an~s of t~e ~epart~en~.
Durlng tne year ~~e
- 63 -
... .'
depart~ent los~ two Black Fl~eflghters, two H\SpanlC Fire-
flghters, and one ASlan Flreflghter, all of whom had been hlred
wlthln the last two years.
The resul~ 1S a decrease of mlnorl~Y
represen~atlon ln the Protectlve SerVlces category from 18% to
13%.
ThlS 13% level of represe~tat1on 15 the same as two years
ago, prlor to WhlCh (as of June 30, 1983), the level of ~lnorlty
representat10n was only 7%.
Desplte these setcacks, the depart-
~ent re~alns commltted to achlev1ng and mal~talnlng an increaslng
level of minorlty and female representatic~ wlthln lts sworn
ranks.
ThiS wlll contlnue to be a high prlority for both the
Flre Department and Personnel Depart~ent over the next several
years.
SgeC1flC goals for 1986-1987 appear belew, by JOo category:
'lRE
AIl'ttC!PA:'ED
'/!\C'>.NC1ES
31..\C"
1'I5P,>.VIC
AS I All
A.."I!:1l.
:VOIAN
'"E:MLS
~r~IC!~LS/At~I~+
I'ROFESSrONALS
:'ECHvICrANS
~~OTECT!~~ SERV~~=S IC
~~~~-P~O~ESS!~~^~
~~"!C"iC:'E'lJCAt..
S1l:r.:,s:- C~"'F'!S
SEp!r:::-::!:: -'-'Ln.!\I-::~;A~CE
- 64 -
.'
The aepartment antlc~pates fllllng ten F~reflghter vacanCles
dur1ng 1986-1987 from the new ellglb~l~ty l~st recently es-
tabllshed. Of these, two have been targeted for mlnor~tles. The
compos~tlon of t~e ellg~blllty Ilst ~s such that any hlgher level
of ~lnorlty representatlon among new hl~es for the year aoes not
appear to be achlevable.
- 65 -
TRANSPORTATION
The Ju~e 30, 1986 wor~force composltlon of ~he Transportatlon
Depart~ent appears below, by Job category:
O'Ri'.N"S?O'lTATION
6/30/86 rr.;C[;MBE~'rS
OFFICIALS/ I w"FITE BLACK HIS?A~-4IC AS In..." AM. :xo TOT'\..:..
!"' F '!' M =' T y F ':' M f r. : T ,'1 F
.
j 4 ! .
"Dl'!'=IS':'<ATO?S i - . I 4 .L
1 80 20 lao [ 80 20
-
PROFEssrC~ALS , 2 2 i3~ 1 , .2
.L
1 ~7 67 33 33 57
j I
7EC'IN:C:;"o,;S ;
.. ;
P'lCT:::::TIVE;
5:::~~...-t:::!:S ..
?;~..B..- * !
~-:tOf::::SS:::C"JA:'S .. ,
-:JFr:CE! 2 J 7 .2 .2 1 2 ~
C:',ERICAt. 22 ~- 7S 22 22 ! 22 79
." i
SnLI.~D 5 5 9 J i 6 6 4 2~
CRM.?:'S 2:" 21 38 38 I 25 25 ' ~ .~ loa
_I .1
i !
s:::nnCE! . 34 4 ]a 84 2: losl 24 2 26 1 1 ~:: 2~
~...A:"l:-:::NA"~CE l, 20 2 22 49 1.2 :;.., 14 .L 15 1 1 ~~ 16
:"~TI',:' 45 12 57 93 21 1141 3D 4 34 6 iL "'4 :)7
21 5 27 44 10 ~41 14 .2 16 - 3 182 IS
I
Overall, ~he Tr~nsportatlon ~e?a~t~ent ~ade excellent progress
~.,r 1 ~Z:
....-or--~ yo"'"
.........:-1C;O'.L.'-..A
:::'0
~t.S af:::lr'lat.l,"e
ac~~on cbJec~lves dur~ng 19B5-
1986.
:~lnc~lty re9resenta~~on l~ the depart~ent lpcreased from
69;
-~
..........
7]5 overall, Nlth an
:!.:1crease
l:1
:.he
re?resent~t.1on 0=
- 66 -
.. . ,
both Blacks ar.d ASlans ~n the Skilled Crafts category, ana a Slg-
nlficant lncrease in
-ha
1"......-
representatlon of Blacks In
t.he Service/
~alntenance category.
FeMale representatIon Increased In both
the Professlonals category (froM 33% to 67%, due to the depart-
mentIs meetlng Its goal of a female Assistant AdminIstrative Ser-
VIces OffIcer), and in the Servlce/~al~tenance category (up from
15% to 16%).
As has been noted In preViOus years, the department's overall
mlnor1ty representation (currently a~ 73%) 15 far 1n excess of
S.!1.S.A. population percentages, which contrIbutes Significantly
to the City'S achIevement 0= ~ts aff1rmat1ve actIon goa~s WIth
regard to mInorl~les.
Con~~nulng goals, as opportunlt~es present
t' .
nensel.ves,
should focus en l~creasl~g :e~a~e represen~atlon 1n
~' ~, 1 1 -
~::e ;,..'::l~-,-ea
Crafts
and Servlce/~alntenance categories.
Speclfl~ Soals for :986-1937 are shown below, oy Job categorj:
TRANS;>CRT.'\TION IAt.'Tlc:PATED
"'D'II'USTaAT:ON I .....CM;Cr;;:S
BLACK
4IS?MnC
ASIAN
lV'ER.
PIN....-;-
n:~LE:
~F~IcrALS/AOMI'l.
~~O:-ESSIONALS
7E;:~IC:::ANS
::"'0'1';::c"'r"E SE"RVr-:::::s
=..."1. ::J.A-~ Qor;ESSIO~-\.L
Jor''C':::C~ IC~E:qICAL
SKI ~LED CY"Af'-S
~~p'-'rc::: ~llI"r'=~':~.JC;::
- 67 -
0<
The antlcipatea vacancy for a Senlor Adilllnlstratlve Analyst
(ProfesSlonal category) has been targeted for a female or a
:"\lnorlty.
TRANSPOR~A'!"!ON
~lNTEN""'''l(:"g
OVFIC:~L5/A~'1.
?I\OFESSICNALS
TI;CIlNICll....IS
~I\OTECTI,~ SErtVICES
?ARA-P'IOFESS.CNAL
l'JFFICEfCLE~lC~r.
SK:::'LED CPJroP'!'S
S EtJ:VICE "-tn..!~~'7E~~~~CE:
1A.."lTICI?ATI:D i AMER. I
! I
I VAC'-lICIES B !J\O:: HISP!\'l'IC ASI~tl j !~DIAN FE"Il\LE
i.
I i
I
i I
I
i
i I i i
I I ;
I
!
I I I
I 1
I !
2
:
The antlc1paced ~acancy 1~ the Sk1l1ed Crafts category lS for a
MechanlC Ass~stant, WhlCh r.as bee~ targeted for a fe~ale.
Of -:.he
t\;Q an t1C 1pated vacar.Cles ln the Serv lce/~1al:Jtenance category
I :101:or Ceach C lear:ers ), one has been targeted ::or a fe"ale.
- 63 -
..
CIVIC AUDITORIUM
The June 30, 1986 wo~kforce composltlon of the C~V1C Aud~~orl~m
appears below, by job category:
:rl:::: ,\U::I':':}R: [;101
5/30/85 :r~cr..-~BE:~.J:"S
\YHIT::: SL.;CA ::r:S?ANr: AS 11~:'\I AM !~u :-O':'AL
}i r or i 'I :' l' ... - ':' M " X T M !'
. .
::;.~;!e :ALS / I I
~ 1 1 !
::l"f"'Y'I"...Ts....':).A..,......p~i % :00 "''''r. i ..
... ........... ~ _ -.J .... _.;lJ I 100
I
"'lon:ss rC';ALS ,
.
1'~C~~IC:;...:'iS !
%
~,::iTEC:':VE
SE:;'VIC;::S %
~;'P-"'- ~
';P:;FESS:O>.;;":'S .
~~ :- ';"....::"1 . ; 1 1
::::::R:-::~L % , 5C "-
5G >~ s.:} .I"~
5:'-:LL:::J . !
;
:;;~:':'S %
SE~V!::Ei 'i - 5 2 2 3 ,
""'~~:'\"TE"':~lo:CE % 45 45 18 la 27 27 9 9 lOC
i
-:c:-;,,:. ~ I - 1 i 2 2 J 2
; - - ~"
. ~] 50 14 14 -- ., 29 -, ., B€ 14
7he~e was no c~ange L~ ~he wor~for~e CO~20S1~lOP of t~~ C1VIC
A~d~~orlU~ dur~1g 1985-:386.
!llt""l~or- ~ tl ~epresei ~a tlO:1 :-e:..-;alns
s~rang ac 50%
ove~d:.i.,
exceed en]
:~e percen~age re?resenta~lon
,...,,+:
'-'-'-
rr~norlt~es l.~ t::e S.:~.S.A.
Ec~ever, fe~a~es renal~ re?~esented
O~"'! -_1
I..........!
~n ~~e Of=lceiClerlcal ca~egory.
Fu~ure h:r1~g de~L3Lons
- 70 -
.. ,.
sjould focus or. lncreas~n9 female re?resentatlon In tte SerVIce/
~a~ntenancc category.
S~ecl:1C goa:s ~cr 1986-1987 appear below:
C:::V1C A~Dr:-oq,!,:..~M' AW!'!Ct?AT!:O
V;"O.lICIES
BL,>,.Csr
HISPA.VIC
.o.5IA.'i
....'U:R.
umIJ\1I
""EMU
OFFICIALS /A:J!"I'I.
PROl"'ESSIONPJ..5
':'ECIINICINlS
P~On:C'!'11J:E SEDV!C'E:S
~A~-J~OF~SSIO~AL
OF'F:CE/CLERICAL
2
SKILi.EO CAAJ"7S
~~~V!C~ u~I~~'~~C~
Jf the t~o antlcl~ated vacanCIes In the Offlce/Clerlca~ cat~gory
:cne ?Iscal Staff ASsIstant I and one Staff Asslstant III), one
has bee~ t~rgeted for a rlnorlty.
T~e ant~clpa~ed vaca~cy :cr an
Event Atte~ja~t II (Se~7i=e/~!alntenarce category) ~as been tar-
geted tor a feua~e.
- 71 -
.'
AIRPORT
The June 30, 1986 wor~force co~pos~t~on of the A1rport appears
below, by Job category:
AI RPOTlT
6/30/86 !"';CU""Gr:::,iTS
';or.HI~E i jj:''';';~ "IS:-M,:C I'Sl~'U~ ,\!o' WD. TOTAL
... ~ M F T y F :' M ~ <' .. F
I " . l' ;
OO"F!C I '\I.S I 1 , I:~; I 110~
~ !
;..o~.:~..rS",!,J:Lli,,":OR5 .~ ~ - :0;)
;
PD.OfESSIO"ALS * 2 1 2 ,
57 33 :ac ~
-, 33
~ ,
TECW,IC!;,NS * 1
.
P':J"C-1'EC:'IVE d I J 1 . ~
SE~'JICES ~ ~0 2C - ~
~c 20 20 203 20 SO 20
, i
?;P...A- .
?~CF::::SS::::~j:.\LS i %
I
i
C?F:-::E .. I 1 I
. - i - 1 2
C:'E;>:C~L . I 5C 5.:- ! 5G 50 10'::
S~ILL:D = ! I
c~..;.=:-s
.sE;1.t:::~ .' 1 .:. J ) ! 5
Y_:;'IL~:'E:~';~ "~CE ~ 20 2J 20 2G' 50 50 11~O
':'':~;'L ~ 6 ) 9 2 .:. - 4 4 12 4
, , 38 :'3' 56 1} :'J 25 25
0 '5 2:.
D'ur lng
1985-1986
the h~rpor~ 5~c~Essfully Fet ltS goal
" -
u.L
~:'~1:1g
a ~lnor~ty Alrpcrt SecurIty G~a~~, resultlng In an lnc~edse ~~
~1nor~ty ~eprese~~atLon In the P~otectlve Servlces cacegory =~o~
20% to 40%, anc an l~crease ~~ ove~all ~l~crlty representat~Qn
f.::::-on
--"
J.)'5
to
44%.
- 72 -
Future goals shou~j focus or. achLevlng repre5e~tatIon of females
wl~hl~ the ServIce/~al~te~ance category, should hIrIng o?pOrt~nl-
tIes ar1se.
SpecIfIC goals for 1936-1987 appear be:ow, ~y Job category:
..rRPORT
lzu..-ICIPATEO
r VACNICI:;S
I
I
,
I
9LACo;
HISP".NIC
ASIAN
AME~.
I 'lOlA"
r:;".ALE
c:rICrALS/"OHI'I.
PllOFESS!C'IALS
1
1
1
'r'3CqN:rC:-::;"~S
~~OTECT:\~ SER~ICES
1
~
p~~-PDC~ESSIC~A~
I~~F'ICE IC:'EorC!\[.
5;rrLLED C~':"S
sc:p.r:CE 1ul_~IN7Etl;"'~.::E
-::1-= an tl::::lpated ":lacancy for a Senlor AQ!!l.lnlS tra t 1 ve Ana:'ysi:.
(?rofeSSlor.als) sho~~d be tarjeted :or a fenale or a mInOr~ty.
T~e a~ttclpated vaca~cy =cr a~ A~rpcr~ Secur~ty GUard (Prctec~lve
S2r",;J :.ces }
I .. - ..
snOLl..;..;:: a..:.so
~o
,,~
tar::eted
~
=.......-
.i..........1..
eIther a n1~or~tj or a
::er,ale.
- 73 -
ARTS COMMISSION
The June 30, 1986 ~orkforce ccrnposltlcn of the Arts CoremlsSlon,
the Swallesc CIty department, appears below, cy Job category:
Ar.rrs CC:V...~I.sSIC~
~/JO/96 !NC~~BE~~S
ioi'li.::~
EL:1Ci<
~!rSrA~~IC
M
~
~
F
':'
"
F ':'
I\SI4"-'\I
f
';'
;''1
~
"I
F'
:'10
l'
rC-;A~
C~F:CIALSi ..
1\.........T...~""!"'c:~;I.............~S: .
rh... .....".......... '..r.I...."""1. I ")
?~CFESSICNAI.S
;t .~
i 1
~E-:::P"~!CIA.".;S
~
i
PPc:-r:CTrr~
SEp....rCE.s
\<
.
?~ p.~.""-
PPCFESSIC'IA.I..5
%
'.:fnCEI
c:'E"a:c;:.
..,; - ....
f '!i' - :-:-0 lG.)
1
:JO
Sie:,I. :00
C:;';'F':'S
.
s;:~v:!c:..
V~I '~7E:-iA~~CE
,
i
I
- I
- 100 lOe
- lCO
"7:JTI\:'
i
The on~l change l~ the ~or~=orce com~osl~lcn of t~e ~r~s COG~13-
SLon durl~g 1985-1936 ~as caused by t~e reslgnatlcn of ~~e c~~-
tur31 Ar~s Ad~l~Lstr3tor.
7hlS ?OSltlO~ (Of=lc~als/
Mdm1n1stra~ors ca:egory) has oeen targe~eG fer a rerrale or ~
:Lll:!-:Jr l:'Y.
- 74 -
, -
RENT CONTROL
The June 30, 1936 #or~:orce conposltlon of the Re~t Control Agen-
cy appears celow, by Job category:
R~"'l' CC'IT~Or.
6/30/8S !'t,tCt~-mE.~TS
P";jII':E I a~..\CK 111SPANrc AS:r;""t-i A.... l~D. '!'OT;;~
~ F T J M l' v F ~ M ':" .v: ... ,
- -
OFF:::CIALSI ,; : 2 2 4 2 2
ADv:.r~ISr:'=tAT.:J~S i .. 5::) 5;) ::'I:~ 50 50
";OFESS:ONA:;'S ~ 14 17 ~ 1 2 2 1 1 [ 5 16
. 14 67 31 5 J 3 3 5 - 24 -6
2 2 1 1 ' I i 2 1
'rec<;'1:;:CIi' 'IS . 6i ~~ - 33 33 16-' 33
_ ,
I
p=toTrCi'I~1E Ii ! I
so;:,:.:::CES ~ I
P.>.i'-'\- & i 1 I.,~
2PGFESS:;JNrtLS t I 75 -'5 25 25 "':> 75
(:F=1C::/ ~ -: 2 2 J J :2
C':"~?:.:A':' .. 53 J_ . - 25 25 . f'-.~
SE:ILLEO ,; :
C'l.AE''I'S . i
I
i
SER'.="1C:E:/ ~ I
"':;":"';TEl'~A~";CE % J
4 25 33 2 J 5 5 5 I 1 1 34
rC--:AI.. .. 15 59 J:' . ., :1 ., II 2 23 7'7
~ I -
fenale representatlor. at al~ levels of t~e ~ent Ccn~~ol ~gency
remains a slg~l=~can~ str~ngt~ 0= the de?art~ent.
~.;l th cTlerall
fenale re2resenta~lon a~ 77%, a~d '~lt~ a ill~nl~U~ fe~ale re?~ese~-
tattQn cf at ~east 33%
1'1 all
~a.:.egorles,
~~....,
_.dt
Ren~ C0nt~cl rlgency
..,-
- I::J -
~
contrIbutes slgnl~lca~t~y ~o the overall C1ty fIgures Wlt~ regard
to females.
Dur1ng 1985-1986, the departrent ~et Its prl~a~y soal of ~ncreas-
Lng H13pan~c representation (an Increase =ro~ 8% to 11%).
Over-
all ffilnorlLY representatIon, however, fell from 29% to 25%. Fu-
ture goals should contInue to focus on Increasing ~inorlty rep-
resenLation ~n the ProfeSSIonals and OffIcials/AdmInIstrators
categorIes, as opportuDltles arlse.
SpecIflc goals for 1986-1987 a?pear below, by Job category:
'U:N1' C::l'lT'ICL
[;\NTICIPAT!O
I_"M~'.'
B u..C'l
1iISP1\N'IC
~sr.AN
iV'ER.
I'{!JIMl
F~~LE
CF,ICl ALS I AD'*I'i
P'lO"E5SrO"fM.S
9
~
1
:=;C...r~lCIA.~S
~U~l')TECTrlE SERVZC~5
~~~~-~~OFFSS!C~~~
~~'="ICE IC!..EqI":::;L
~
s><:::.::n C~AFTS
SE:':Il~:::.::E ......-"p.,~, ~..;c~
Of t~e n~ne dn~lCl?at2a vacanc~es :. LDe Pr~fesslona:s c~tegory
(c~~ee I~fs~Latlon C0o~d~~at8rs, ~NO ;dnl~ls~~atlve Ana:ys~s, one
Se~10r Ad~l1~s~ratl~;e hnalyst, =~o 3ear~ng S~d~1~ers a~j one
Sta:f ,;t:.or:-:ey),
four
, ,
..1ave :.Jeen
:.ar(:e~eG
- - . .
rcr il:1::::rlt.~es .3.1'G. -:'~u"rO
- 76 -
for females.
Of ~he flve antlclpated vaca~c~es In the Offlcej
Clerlcal category (one ~egal Secretary II, two Staff AssLstar.t
IIIls, and two Staff ASslstant IIls), two have been targeted for
IDlnorltles.
- 77 -
WORKPLAN 1986-1987
The C~ty's efforts thlS year should be focused on the follcwlng
oOJect~ves:
A. Increas~ng the overall representat~on of Hlspanlcs In
the workforce.
B. Increaslng the repreSentatlon of ^omen and ~lnorltles
~n the Protect~ve Serv~ces.
c. IncreasJng the reFresentat~on of Blac~s and HlspaDlcs In
the Offlclals/Admlnlstrators and Professlonal
categor18s.
D. Increas 1ng tt:e represen ta t Lon of '\;Or1E, :i.D S~l.llec Crafts
and Servl~e/:1alntenance catego~les.
~
....
Placlng adcltlonal dlsabled persons l~ Joas at a:l
levels.
F. Increas lng tr,e represen ta t lon of tiomen 1.<1. the
OfflClals/AdmlTIlstrators ca~egory.
The plannl.~g process for achlEvlng ~hese goals wlll lnvol~e ~he
RecrUl tment and Se.iEctlon ~1anager, the Jepac':."'1ent Hea6 one
S~pe~V1SO~ 9dkl~g t~le se:ectlons, the Pe~scnnel Analyst asslg~ed
to the exa~ and t~e Coordlnator of t~e Offl.ce for the Dlsa~:ed,
where approprlate.
- 78 -
...
APPENDIX:
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