SR-606-000 (2)
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PE:GRJ:Js
Council MeetIng:
Santa Monica, CalIfornIa
November 26, 1985
TO:
Mayor and CIty CouncIl
FROM:
City Staff
SUBJECT:
AffIrmatIve ActIon Plan Update 1985-1986
IntroductIon
ThIS report transmIts the City's AffIrmatIve Action Plan Update
for 1984-1985 and requests that CouncIl adopt the Policy
Statement, Goals and Workplan for 1985-1986.
Background
ThIS year's affirmative actIon update reports the compositIon of
the CI ty workforce as of June 30', 1985, analyzes progress made
durIng Fiscal Year 1984-1985, and establIshes speCIfIc goals for
FIscal Year 1985-1986.
The percentage representa tl on of bo th mInor It les and females In
the total CI ty workforce rerna Ined stable at 30'.0% and 42.1%,
respectIvely.
WhIle the number of CIty applIcants Increased
dramatIcally when compared WI th preVIOUS years, and the total
number of employees on the payroll Increased by 4.2%, mInorItIes
contInued to be represented among applIcants, new hires and
permanent employees at a rate conSIstent WIth or exceedIng theIr
representatIon In the general Los Angeles-Long Beach S.M.S.A.
populatIon
(42%).
Women, comprISIng 42.8% of the S.M.S.A.
\, -e,
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riG" 2 6 .
---....c:~~....__.-....
-~.~----
,
populatIon, receIved 44.6% of all new appoIntments durIng the
year.
Although the CIty was able to meet several of Its goals,
includIng an
Increase
In
the percentage
representatIon of
HIspanICS and ASIans In the permanent workforce, there were mInor
decreases In the percentage representatIon of women and Blacks.
Although this causes us some concern, there IS no IndIcatIon that
the CIty'S eleven year old affIrmatIve actIon program, and the
CIty'S history of and commItment to steady Increases In the
percentage representatIon of women and mInorItIes throughout all
levels of the CIty workforce, has changed.
The CIty must continue its efforts to increase the number of
women, HispanICS and ASIans In the permanent workforce to achIeve
representatIon SImIlar to that of the Los Angeles-Long Beach
S.M.S.A. populatIon. In additIon, and more specIfIcally, the
CIty must cont 1 nue to concentra te on Increas i og the numbers of
women and mInorIty group members In the ProtectIve ServIces and
OffICIals/AdmInIstrators Job categorIes, IncreasIng the numbers
of minorIty group members In the ProfessIonals Job category, and
IncreasIng the numbers of women In the SkIlled Crafts and
ServIce/MaIntenance job categorIes.
recommended Workplan for 1985-1986.
These form the baSIS of the
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Personnel Board and CommlSSlon on the Status of Women
The Aff 1 rma t 1 ve Actlon Plan Update for 1985-1986 was consldered
by the Personnel Board at thel t meetlng of November 11, 1985.
The Board recommended one change to the Workplan, WhICh has been
Included In the report before Council ton1ght. It IS the
additlon of the goal of "Increas1ng the representatIon of Women
in the OffIclals/Admlnlstrators category."
The CommiSSIon on the Status of Women conSidered the Update at
theIr meetlng on November 13, 1985. The Commlsslon formally
commended the Clty on 1ts efforts and progress With regard to
af f 1rmat I ve act10n for women dur I ng 1984-1985, and endorsed the
recommended Workplan objectIves for 1985-1986.
Goals and Workplan
The goals and workplan In thls Update were arr1ved at wlth the
cooperatIon of the CIty'S dIVISions and Personnel staff.
Recru1tment and selectIon actlvlties SInce the beginning of
Fiscal Year 1985-1986 have been based on these recommended goals.
Recommendation
It 1S recommended that Councll approve the Affirmative Action
Plan Update and 1 ts Pol icy Statement, Workplan and Goals for
1985-1986.
Prepared by: Gordon R. Johnson
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FIVE YEAR AND TEN YEAR TREND DATA
PERCENTAGE OF PERMANENT WORKFORCE
6-39-74 6-39-81 6-39-82 6-3fiJ-83 6-39-84 6-39-85
WHITE HALES: 56.1% 44.2% 41.6% 49.6% 38.1% 38.4%
FEMALES: 17.9% 25.9% 27.2% 28.5% 30.4% 39.9%
MINORITIES: 28.4% 36.6% 38.9% 49.1% 42.5% 42.1%
BLACKS: 14.6% 21. 4% 21.8% 21.4% 22.4% 21.3%
HISPANICS: 11. 4% 13.9% 14.6% 15.8% 17.9% 17.4%
ASIANS: 1. 9% 1.8% 2.1% 2.4% 2.7% 3.13%
AM.. INDIANS: 3.5% 0.4% 0.4% 9.4% 3.4% 9.3%
.L .....___
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btJG-COC}
\ \- ~
CI~Y OF SANTA MONICA
AFFIRMATIVE ACTION UPDATE REPORT
1985 - 1986
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TABLE OF CONTENTS
ExecutIve Summary
Page 1
2
3
4
5
5
6
11
13
15
16
18
24
26
28
30
34
36
38
43
45
56
58
62
65
69
71
73
74
78
POlICY Statement
Sexual Harassment POlICY
DIssemInatIon of POlICY State~ent
ResponSlbllltles for ImplementatIon
ComplaInt Resolutlon Procedures
OverVIew of 1985-86 Report
Advancement In the Permanent Workforce
Average Salary Data
As-Needed Employment
AffIrmatIve ActIon Program for the DIsabled
AffIrmatIve ActIon Goals 1985-1986
CIty Manager
CIty Clerk
C~ty Attorney
FInance
Data ProceSSIng
Personnel
CommunIty and EconomIC Development
RecreatIon and Parks
General SerVIces
LIbrary
PolIce
FIre
TransportatIon
AudItorIum
AIrport
Arts CommISSIon
Rent Control
Work Plan 1985 - 1986
AppendIX: Data Tables
1. ApplIcants 1984-1985
2. ApplIcants 1983-1984
3. Permanent New HIres 1984-1985
4. Permanent New HIres 1983-1984
App 1
App 2
App 3
App 4
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5. Permanent Employees 1984-1985 App 5
6. Permanent E~ployees !.983-1984 APt? 6
7 . As-Needed Employees 1984-1985 Api? ..,
I
8. As-Needed Employees 1983-1984 App 8
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EXECUTIVE SUMMARY
The 1985-1986 Affl~matlve Actlon Plan Update provIdes a detaIled
report of the Cl ty' s act lons dur 1 ng the year end 1 ng June 30,
1985, to meet the goals establIshed In last year1s update. It
also provldes addItIonal statistIcal analyses of salary data by
sex and race Includlng calculations of mean, medlan and mode. In
addltion, thIS ~eport provldes census data conce~nlng the
avallable work force by Job category 1n the Los Angeles-Long
Beach area and a summary of work force composltion statIstics of
228 CalifornIa ll1unl.cIpali tles. ThiS added data helps us more
fully evaluate our experlence and plan for the future.
The pas t
Increased
ye3 r .1as seen
representatIon
progress In several
of women and Hispanlcs
areas IncludIng
In varIous Job
catego~les. The overall program represents a contInUIng positIve
effort by CIty staff to fulfIll the CIty Councll's
commltment to establish and maIntaIn a balanced
representIng all elements of our dlverse communIty.
long term
workforce
.
1
POLICY STATEMENT
In the belief that a balanced workforce is essentIal to servIng
the needs of a d1verse community, the City of Santa MonIca herein
cod lfles its continulng commi tment to provIde equal employment
opportunIty based on indlvidual merit. In the recruitment,
selection, aSSIgnment, promotion, dlsclpline and tralning of
personnel, we wlll consider only job-related skills, abilities,
knowledge and performance. We wlll develop posltive measures to
el1mlnate dIscrimInation based on race, color, gender, national
orlg1n, relIgIon, age, dIsablllty or sexual preference. We
encourage the achIevement of a representat1ve workforce 1n every
operating Dlvlslon of the Clty and In every Job classlflcation.
In additlon, we are commltted to the elIminatIon of any form of
sexual harassment in the workplace. Where adverse Impact has
resulted from prior practlces, we WIll take prudent remedIal
action. We will maintain records that document our progress
toward meeting our commitment. We welcome constructive
suggestions that will improve the effectIveness of our
affirmatlve actlon program.
2
CLARIFICATION OF THE
AFFIRMATIVE ACTION POLICY
CONCERNING SEXUAL HARASSM8NT
It 15 the policy of the C1ty of Santa Monlca not to tolerate
sexual harassment by any of its employees at the workplace.
Harassment on the basis of sex is a violation of Title VII of
the 1964 C1Vil Rights Act and of the Santa Monica Municipal Code
Sectlon 210SI{f). Sexual advances, requests for sexual favors,
and other verbal or physlcal conduct of sexual nature,
constitutes sexual harassment when:
A. subm1sslon to conduct is made either an explicIt Qr
impllclt conditlon of employment~
B.
submlSSion to or reJectlon of
the basls for an employment
harassed employea~ or
the conduct is used as
decision affectl~J the
C. the harassment substantially interferes with
employee's work performance or creates an
i ntlmId ating, host il a, or offensive work env i r,:,nment.
Any employee or applIcant who feels that he/she has been
discriminated agaInst due to sex or 1S the victim of sexual
harassment should report such incldents without fear of reprisal
to his/her supervisor, Personnel, or any member of management
who he/she feels can help. Complaints ag ainst an appointed
offlcial of the CIty, Including the CIty Manager, City Attorney
and C~ty Clerk, should be made in writlng to the Clty Council.
ConfIdentiality will be maintained.
In determining whether the alleJed conduct constitutes sexual
harassment, the totallty of clrcumstances, the nature of the
act, and the context 1n WhlCh the alleged inCIdent occurred will
bel"" est ig at ed .
The CIty of Santa MonIca considers sexual harassment to be a
maJor offense WhICh may result in suspension or discharge of the
of fend11lJ party.
3
DISSEMINATION OF POLICY STAfEMENT
Internally, copIes of thIS update of the AffIrmative ActIon
Pro~ram wIll be provided to each Department Head. Periodlc
t ral ni n;;; sess ions are co nducted under the di rect ion of the Cl ty
Manag er to ensure that all manag ernent and superv isory perse nnel
are aware of thelr responsibIlIties under the plan. All City
employees will be glven a copy of the policy statement when it
is approved by Council.
New employees are Informed of the
POlICY statement and general content of the program 1n thelr
orientatIon packet and in the Employee Handbook.
Externally, all major recruitIng sources, IncludIng the EvenIng
Outlook, the Los Angeles Times, and minorIty and wome~ts
organizatIons, receive a copy of the City's Affirmative ActIon
pOliCY statement. All contractors and suppliers have been sent
notIce of the establi~hment of our program. The Affirnatlve
Action Program is contInually promoted by City administration
officials who speak and meet with groups and individuals on City
.
personnel practices. Copies of the program are available in the
Personnel Department for publ1c and employee purusal. Referenc~
copies are also available in the Street and Water Department
lunchrooms, the employee lounge at Clty Hall and the Main
Llbrary Reference Desk.
4
RESPONSIBILITIES FOR IMPLEMENTATIO~
I
The City Manager retains f~nal respons1bil~ty for 1mplenentat~on
of the Aff~rmat1ve Action Progra~. The D~rector of Personnel ~s
responsible for the da1ly administration of the program descr1bed
in the follow1ng pages and is respons1ble for the prompt
1nvest1gation and resolution of complaints. The Department Heads
are hereby directed by the City Manager to work closely w~th the
Director of Personnel to meet the goals outlined in these pages.
Progress in meeting affirmat~ve action goals shall be considered
in the annual evaluat10ns of all management and superv~sory
personnel. Every City employee is expected to respect the
dignity of co-workers and to refrain from any actions, includ1ng
the use of slurs or Jokes regard1ng sex, age, race, nat~onal
or1g1n, rel~g~on, disab1lity or sexual preference/orientat1on
wh~ch could be construed as harassment.
COMPLAINT RESOLUTION PROCEDURES
An individual wishing to file a complaint should discuss the
matter with h1s/her immediate supervisor and, if not sat1sfied,
submit the grievance in writing to his/her Depart~ent Head. The
Department Head will render a dec~sion, or will advise the
employee of further procedures if the matter is outside the
Department Head's authority. If he/she is still dissatisfied,
the employee should submit the grievance in writing to the
Director of Personnel who will interview the parties concerned
and submit a recommendat~on to the City Manager, whose decision
shall be final. Complaints of discrimination against an
appointed official of the C1ty, including the City Manager, C~ty
Attorney and City Clerk, should be made in writing to the City
Council.
Complaints of a sensitive nature, including complaints involving
sexual harassment, may bypass any step of the standard gr~evance
procedure which rnvolves a superv~sor or manager whose conduct is
the subject of the complalnt.
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OVERVIEW OF 1985-1986 REPORT
Table 1 compares the percentage composItIon of the applIcant pool
for CI ty Jobs, :"leT.... hI res and tne permanent Cl ty TNorkforce for
fIscal years 1983-1984 and 1984-1985.
It Illustrates areas of
progress and areas requIrIng further effort in 1985-1986.
TABl.~ 1
?~OGHESS ~r A GLANC~
A COM?ARISC~ OF AF,IPJhirIVE ACTION PEPRESENTATION
BY PERCENTAGE A:'m'G APPLICI\NTS. NEI;
HIPES AND PERl-!.M~ENr \'OF.KFORCE
APPLICJ'NiS* HEW HUES P Crt!1..t~nE:t-~'l ~""c)~;':;(--0PC~
g3-84 84-85 I!! 83-2~ 131---ES f71J-8,j ~.:1-~5
(23501 (3567) [ 25:;) ! 233l IL'81 i 12 ~8l
hlUTE ~!ALES 28 6~ 29 3% :! 30 2- 27 5. 38 n 38 ,;.~
I'
40 6" 38 1% \J 43 H 44 q '0 .i~ JO ~] !. .I
WOME:N ~>
I I
40 S. 42 0% 42 31: ~2 ~.. I
MINORITIES 51 1% 51 1.
aLACKS 29 8% 27 2~ 22 H 21 5~ 22 J. 2! J';
U! SC'r"iNICS H l! :5 10 d 9% 16 ;~ !7 D. n J
, I
6 ~*- 2. :~ 3 9. , ~~ ""
A.5I(\~S 6 3% r
A'''Einc~ INDI:"NS <) 9% n 'l% 0 0 J% 'J Ji!
.,
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. ApP!1cant self-des1gnatLon LS voluntary and t~ese totals reflect o~ly thDse 3ppl~cants
who cc~pleted th~s ~nf~r~at1on
.
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6
~ppllcat10n data IS the most Im~edlate Index of the CIty's
success In reachIng specIfIC targeted segMents of the general
populatIon WIth the message that we are an equal opportunIty
em~loyer, WIth an actIve and vISIble commItMent to affIrmatIve
actIon.
The fIrst step In any affIrmatIve actIon effort must be
focused on achIeVIng a level of re~resentatlon of mInorItIes and
females In the ap?llcant pool WhICh IS generally reflectIve of
theIr representatIon In the general labor market populatIon.
As was the case 1n 1983-1984, mInorIty appllcant5 cOMprIsed 51.1%
of all applIcants durIng 1984-1985, a SIgnIfIcantly hIgher
percentage than theIr
re~resentatlon
(42%)
In the general
popula tl on of the Los Angeles/Long Beach Standard Metropoll tan
StatIstIcal Area (S.~.S.A.).
ThIS level of representatIon In the
applIcant pool has remaIned stable for the ~ast three years now,
1 ndlca tl og tha tour aff i rrna tl ve actIon "outreach" efforts may
have achIeved the obJectIve of InsurIng an adequate level of
Interest and representat Ion In our recrUl trnen t processes from
among the mInorIty communIty In general.
Female representatIon In the applIcant pool remaIned relatIvely
stable durIng 1984-1985, at 38.1%, down sllghtly from 40.6% In
1983-1984.
These f 19ures should be compared WI th the S.:1. S. A.
fIgures, IndIcatIng that women comprIse 42% of the general local
~opulatIon.
However, adequate representation of ffilnorltles and females In the
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applIcant pool IS slgnIflcant only to the extent that It "pays
off" 1n terms of the success of these targeted groups In the
.
7
competItIve hIrIng process.
In 1984-1985 was favorable.
In thIs regard tbe City'S experIence
While females applIed for City Jobs 10 numbers
consIstent '.nth their representatIon In the general
(42%), they were selected for permanent City posItIons
g-enerally
populatIon
at an even
greater rate, representIng 44.6% of all 1984-1985 new hires.
MinoritIes comprIsed 42~0% of all new permanent hIres, conSIstent
WIth theIr representation In the general populatIon (42%). and up
slIghtly from 1983-1984. In terms of IndIvIdual mInority
categor 1 as I the rate of hI re of HI span lCS and ASl ans Increased
slIghtly, offset by SlIght decreases In the rate at WhICh Blacks
and AmerIcan IndIans were hIred.
-.
The most meanIngful measure of the adequacy of our aff1r:natl ve
actIon efforts 1S, of course, the degree of change In our
workforce compOSI tl on over tIme. The f 19ures for 1984-1985 do
not show slgnlf1cant change In th1S area, although 1t IS
Important to note that for the second year In a row, the
representatIon of mInorItIes In the per:nanent workforce (42.1%)
IS conSIstent WIth the representatIon of mInorItIes In the
general popl;latlon of the Los AngeleS/Long Beach S.M~S.A. (42%).
The representat 1 on of each Indl VIdual "11 nor 1 ty category and of
females as a group remaIned relatIvely stable between 1933-1984
and 1984-1985.
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8
:'"!.3L-=: 2
=~F:~~~T ~~~-:O~C~ :~TEG?~~:J~ ~~ lCE ~~~~~~?~
~ t.-.,:,::,-=: 1"_~L::':S % ';J~:E~ % !;L;CI'S ~ E: SP ~t.;: :C5 j; ;'~SL~,:: " --
i E3-8~ 8';-85 83-24 ~.: -8~. :3-S.:i E~-25 ;;:-B~ L;~-=-':: , 2~-8':;
=~-E:": g~-S::
,
...-----...- .... ;=:::::--: S:'-:o..:._~:? S -~ 75 ~~I -~ :. -- ~% I - ;:~ :> ~~ ~~ - :;",1
"-'::' ~ --_.--=- -
~='C===SSl':\"::"':'S ~e ~% ~i: ~ G% 55 ,,% I :5.': i 4 J E 3i .,- ':i ~~ - "~i
- - .. 1
I
3J I
; :?j
~!"Cffi~ :C:;.~~S :;-"'! ~~ 5:' 5% I :4 E% 30 9% i 10 6% 10 ~6 ~% 13 :i - 0% -
nl 1 :%1
~ F.:-:'3C': :"3 EEr-1.'":CES 57 5% 66 15 6% + , 3% I 9 5% 8 3~ l::'~S% :0 :>% ~-89% - a
) ,
, a~ 91-0% 87 0% :"9 0% 21 7~ :9 0'1: 26 0%
Pr~~-?P~FE3S:0~~S ~
~ 2~ "0.3% 39 2% 19 4% 1-' ~~ 15 6% 4% I 0 5% 3% 1.2%
:):;rr::=: ....- --_.......- 8% - [ -~
._......:...:\_--
I I i - - ~
:i 3 6:% 4 3% 22.6% -~ -'J 21 0::% 2C ':;;5J: 8 3% j'S
~~ C% _4 4.. I - -
::.:-...._~.:.... C;"~-=~5
S~~V:C=!~:~~~~~CE ~, 2% 25 3% " H 8 ,% I ~4 a o 3 26.2% 2"";' 2% I 2 6% :.3' :.3%
4_ I
~I. _~~ ~
: 2~
':,:..
~ --
Table 2 is further helpful 10 identIfYing, at a more deta1led
level, the lncreaslng impact of our affirmatIve actIon efforts on
the composltlon of the Clty'S permanent workforce.
In thiS
context 1 t IS SIgn 1 f icant to note that women lncreased thei r
....
representation 1n four of the eIght categories, while HIspanics
1ncreased the1r representatIon In fIve of the eIght categories.
These were two areas of emphasis In the AffirmatIve ActIon
-
Work-plan for the past year.
AdditIonal workplan goals for the
year WhiCh Were achieved include the following:
I
1.
Increaslng the overall representatIon of HIspanIcs
In the workforce (from 17.0% to 17.4%);
It
9
2~ Increaslng the representatlon of females In the
Protectlve ServIces category (lncreased from 15.6%
to 17.3%) i
3~ Increaslng the representat~on of females In the
Skllled Crafts category (Increased from 3.6% to
4 . 3 %); and
4. Increasing the representatlon of HispanIcs In the
Professlonal category (Increased from 6.3% to 7.4%).
SpecIfIC
Included
1984-1985 Workplan goals WhICh
1 ncreas ing the represen ta tlon
were not
achIeved
1 n the
of Blacks
Off lC 1 als/Adm! 01 stra tors and Profess lonal ca tegor 1 es, 1 ncreaSl ng
the representatIon of mInorItIes In the ProtectIve SerVIces
ca tegory, lncreas 1 ng the represen ta tl on of Blacks and HIspanIcs
In the Offlclals/Admln1strators category, lncreaslng the
representatlon of Blacks In the ProfessIonal category, and
lncreaS!ng the representatIon of females 1n the
Servlce/Malntenance category.
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10
ADVANCEMENT IN THE PERMANENT WORKFORCE
An lrnportan t measure of aff I r::na t 1 ve actIon progress 1 s whether
women and mInorItIes who have entered the CIty'S permanent
workforce are progressIng to hIgher level Jobs.
The approprIate
compar l50n IS bebleen the percentage of promotIons receIved by
each targeted group durIng the last fIscal year, and thelr
percentage representatIon In the CIty's permanent IN'orkforce at
the start of the fIscal year.
TAB!.E 3
PI'O"lOTIDNS IN T'IE "ERM."\NE~''!' ~IOIU(FORCE
-
1983 - 1984 ;. 9~ 4 - In5
PROI'OTIONS 1 t FE Rl-L..NENT t PROMOTIONS % P"O~IOTIONS ~ PE P1'J</o: E'lT
r % PROBOTIONS 'v10F!.KfORCE I WOR..lI.FOQCE
WHITE MALES 26 I 48 l% 38 B 22 25 0% 3B 4%
WO'IEN 18 ]3 3% 30 n 'I 43 4B 9% 30 n
1
, I 33 42 1%
"INORITIES 22 , 40 '% 42 5% 29 0%
I
BLACKS 14 Bl 22 4% I 17 19 3% 21 3%
I
'nSPANICS 11 20 n 17 0% i 10 11 4\ 17 H-
11
1\5 1l'.'1 5 2 3 7% 2 7% .1 2 2 ]% 3 0%
A."ERICAN INDIANS I 1 1. 9% 0 H II 0 H
,I
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As an example, Table 3 IndIcates that whIle females comprIsed
30.4% of Our permanent workforce at the begInnIng of fIscal year
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1984-1985, they receIved 48.9% of all promotIons durIng
1984-1985.
ThIS can be contrasted wlth WhIte males who, whIle
comprISIng 38.1% of the permanent workforce at the start of the
.
year, receIved only 25.@% of promotIons durIng the year.
.
11
It should also be noted that 3lacks, who receIved 14.8% of all
promotlons In 1983-1984, l:9CelVed 19.3% of all promotIons In
1984-1985.
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12
AVERAGE SALARY DATA
Another sIgnIfIcant IndIcator of the degree to whICh women and
mInorltles
are beIng
fully
Integrated
Into
the workforce
IS
through an analysIs of the comparatIve salary rates of each
group.
Table 4 shows the mean, medIan and mode salary rates for
1984-1985 by mInorIty group and sex.
Da ta from the prev 1 OUS
flscal year IS also shown for comparIson purposes, although only
mean data IS avaIlable from prIor years.
TABLE ~
AVERAGE SALA"Y Di'\TA
6130/841 6/30/85 ~ C'1ange 6/30/85 6;30/aS
(/'eanl Wean) (l-fean) !"ed.J.anI2 [r'cde) 3
ALL CAUCASIANS $25,051 S2'.94' +~ 3% S25, -:'94 528,02]
".ALE 2",42" 29,480 +7 5~ 28,020 29.0211
FEMALE 23,2'"'0 H.919 +7 1'% 22,'64 19,920
ALL BLACKS S20/f)75 521,635 +~ H $21,635 52~,~JC
'1ALE 20,132 21, fiE I +7 - ~ 22,692 24,4~<)
FE~LE 19.3E 21,001 +6 4% 19,920 24r~~!)
PWL HISPA"lICS $19.947 S21,753 +9 B 520,184 S::!.4,14G
MALE 20,237 22,229 +9 g~ 20,676 24,040
FE~IALE 19,009 20,232 '-6 H 19,:20 1~,?20
ALL ASIANS $21. 324 S26.Q85 +19 0% 525,344 1't'1.-).1ocal .
:-'.ALE 22,133 25 . ~8 6" +16 5% 23,72:1. T:t' ~ - "~odal .
FEl'.ALE 21,272 27,167 +27 7% 28,062 None
AU. EMPr,OYEES $23,572 $25,459 "'"8 C% $2d,336 $24,440
MA:'E 24.308 25,266 +8 1% 2'::,1140 24,440
Fr:~:ALE 21, a4J 23,:;78 , 9~ 21.798 ...9.920
1
~fea'" ... Ar.l. thnet.:..cal ~veraqe:
~~dlan - 50th Pe~~entlle (Half the cases are above thlS salary rate and
half the cases are celow)
~~de - Salary Rate whlc~ occurs w~6t freque~tly
T~~-~odal - 7~ree clfferent modes
~o Mode - Each of the 7 ?e~ale ASLans pas a d~f!erept salary
-
-
2
J
..~
.
.
13
Fe~ales, as a group, cQntlnued to earn 90% of the salarIes paId
to male employees, as a group, for the thIrd straIght year.
ThIS
IS In contrast to tne wIdely publIcIzed natIonal "earnIngs gai?"
between males and females, WhICh generally places women's
salarIes at about 60% of men's.
It 15 s 1 gnl f lcant to note that all ~l nor I ty groups made larger
percentage advances In average salary durIng 1984-1985 than dId
CaucaSIans as a group, and that wIth the exceptIon of CaucasIan
and HIspanIc females, the percentage average salary Increase for
all groups, regardless of race or sex, was as great as or greater
than the percentage average salary Increase for CaucaSlan males.
H1spanIC females contInue to have the lowest average salary.
It should be noted that the CIty CouncIl negotIated a number of
"pay eqUIty" adJustments wlth varIOUS bargaInIng unIts durIng the
collectIve barga1nIng process durIng fIscal year 1984-1985, the
Impact of WhICh WIll not oe Vl sIble untIl next year's report.
These adJustments should further reduce the male-female "earnlngs
gap" In the CIty of Santa MonIca.
ContInued efforts to recrUIt
mInorIty group members, and In partIcular mInorIty females, lnto
the comparatIvely hIgh paId Protectlve Services, Skllled Crafts,
ProfesSIonal and OffIcals/Admlnlstrators pOSItIons WIll aId In
further clOSIng the "earnIngs gap."
-
--
.
14
AS-NEEDED EMPLOYEES
As-Needed emp loyees compr lse a natural recru 1 tment resource for
per~anent Clty posItIons.
WhIle no speclflC numerIcal goals are
set for: as-needed hlres, Depart:nents and Dl'JlSlOnS should be
senSI t 1 ve to the fact that thel r selectlon of as-needed III res,
whlch lS not governed by C1Vll Servlce procedures, may ultImately
affect thelr abIlIty to meet Afflrmatlve ActIon goals for
permanent hIres.
AppendlX 7 reports the number and percentage of
as-needed employees by Job category on June 3@, 1985.
Table 5
below
lndlcates
that
mlnorltles
lncreased
theIr
share
of
as-needed !?OS 1 tl ons dun ng flscal year 1984-1985 (from 34.5% to
37.7%),
whIle
female
representatlon
remalned
stable
at
approxImately 45%.
-
'l'A3LE 5
AS-NEEDED EMP~QYEES
.-
Jure 30, 19a4
?ERCENTAGE ~PRESENTATrON
';ul"e 30, 1985
?ERCZNTAGE REERESENTAT!ON
C r;.,S!AL'iS
3.;)%
..:: 3%
3' "''!
:a 8%
15 1%
J 1%
~ 5%
v
I. n:.lo'.Au:s
45 6%
~I ~~!~Olt:TI:::S
3~ 3%
A. :!l:;'CXS
:8 H
.-
-
]\. ,,:S?':"'~:.:S
:2 3%
~. 'I..'!:::RI:A..'f n'cD,NS
o 5%
.
.
15
AFFIRMATIVE ACTION PROGRAM FOR THE DISABLED
FIscal year 1984-1985 was the thIrd
fIrst adopted an affu::matIve actIon
Durlng the year a number of
full
year
sloce
program
for
the
the CIty
dlsabled.
strengthen thls component of
the
steps were taken
CltytS AffIrmatIve
to
further
ActIon
Plan.
Spec1flC hlghlights dur1ng the year Include the follow1ng:
1. Our llst of recrUItment sources for dIsabled applicants
has been expanded and updated.
2. Personnel staff and the CoordInator for the DIsabled
have worked closely during the year in developIng the
concept of "Counselling Teams," consIsting of the
Coor-dlnator, Personnel staff and departmental
representatIves, to work on an lndivIduallzed basls wlth
disabled appl1cants.
3. Speclal exam1natIon aSSIstance was glven to d1sabled
appllcants In a varIety of examlnatlons.
4. Personnel staff attended spec1al traln1ng wlth regard to
the employment of the disabled, includlng a day long
workshop sponsored by the BraIlle Instltute.
-
.
5. A speclal flyer has been developed, together wlth an
lnformatlonal SIgn 1n the Personnel Department, both
des 1 gned to 1 nform dIsabled applIcants of the speclal
serVlces avallable to them when applYlng for Clty
POSItIons.
.
16
The dl ff lcul ty In aval ua tl ng our Sf/eel f Ie progress rema I ns ~he
lack of SOlId data IndIcatIng the extent to WhICh persons meetIng
the legal defInItIon of "dIsabled" are already employed.
DurIng
fIscal year 1985-1986, we hope to survey all CIty employees In an
effort to develop oasellne data for trend analysIs purposes.
The Cl ty IS capabIll ty to success fu.lly measure the ta te at tN'hl ch
dIsabled IndIVIduals are applYIng for CIty pOSItIons IS also
hampered by the heSItancy of many dIsabled applIcants to so
ldentI fy themsel ves, together wIth the fact that :nany forms of
dIsabILIty (as legally defIned) are not vIsually ObVIOUS to
el ther Personnel staff or superv 1 sors.
However, the Personnel
Department1s new automated trackIng system wIll enable us to more
accurately
determIne,
at
the
very
least,
the numbers
of
-
self-IdentIfIed dIsabled applIcants.
ThIS InformatIon has never
prevIously been collected and analyzed to the degree now
possIble.
-
-
-
-
.
.
.
Ii
AFFIRMATIVE ACTION GOALS FOR 1985-1986
CIty-WIde PrIorItIes
The 1980 Census flgures on general populatlon composltlon In the
Los Angeles/Long Beach Standard MetropolItan Statlstlcal Area
(8.M.S.A.)
are
the standard
agaInst
WhIch
the Cl ty has
tradltl.onally
measured
lts
progress
toward
an
Integrated
workforce. Table 6 contrasts the S.M.S.A. populatIon composltlon
wlth the Clty'S permanent employees.
Table 6
COMPARISON OF SMSA POPULATION WITH
SANTA MONICA'S PERMANENT WORKFORCE COMPOSITION
-
-
-
-
SMSA Santa Nonlca
Populatl.on Permanent Employees
1980 June 30, 1985
Women 42.8% 30.0%
Blacks 10.8% 21.3%
HIspanlcs 24.4% 17.4%
ASl.ans 6.1% 3.0%
Am. IndIans 0.6% 0.3%
.
.
.
.
18
In 1985-1986, every Depart~ent that hIres Women, HIspanICS,
ASIans or AmerIcan Ind1ans WIll :Oe contrIbutIng to progress In
correctIng the overall underrepresentatIon of those groups In the
Clty's
workforce,
as
measured
agaInst
S.M.S.A.
populatIon
fIgures.
It IS relevant and signIfIcant to note that the standard agaInst
WhIch our affIrmatIve actIon progress IS measured IS, In fact, a
-
measure of general populatIon characterIstIcs.
The S . M. S . A.
populatIon composItIon fIgures shown In Table 6 above represent
-
-
percentages of ferna les and the var IOUS mI nor I ty groups 12. the
general populatIon of the met ropo 11 tan Los Angeles-Long Beach
area, WIthout regard to theIr actual avaIlabILIty WIthIn the
labor -:narket.
.
ThIS year, for the fIrst tIme, we are prOVIdIng addItIonal data
to aSSIst In realIstIcally assessIng our progress, as well as In
.
settIng goals for our program that can, In fact, be met over
tIme.
.
.
.
.
19
'C;..a:'E 7
A COMPARISON OP SANTA MONICA'S PERMANENT WORkFORCE
COMPOSITION WITH VARIOUS LABOR MARKET WORKFORCE AVAILABILITY INDICATORS
Jr?IC:~~5/~ilVI~:S~RATO~S
~. 3MS; - Los ~-geles-~one Beae,
3. :a::for~la 81~~~S ~~=2281
~~ tA :~ur~y :a~oL =~~=g
~. ~~~y of San~a ~onLca
?~OE':;ssrCt{rlL
d. S~SA - ~~S ~~Se:e5-Long 3e3C~
9. :a.1..:.f~r''"'),:.a ::.:.~.:e5 '\J=2.29~
~. :A :ccn~y :aDo: ~~~=e
D. C~ty of Santa MOn~ca
:'EC,Nr:r ~N5
~. S~S~ - ~~S ~~gelas-~ong 3aac-
3 :a~lfor.~a C~t_=5 '~~2:9'
~A ~~un~y Laber ~c~~e
D. Cl~y of Santa MooLca
-
-
?~O~:SCTr-::-"'E 3EPVI::::S
~. 5~S~ - :05 ~ng81=5-uong 3aac,
3 ::a.i.::.:;~:..:-~a C.:-:::~es "l=Z2'9j
_. ~~ ~~u~~v ~d~O~ =ar~e
D. :Lty of San~a MooLca
~;;':ih?"QOF~SS IO'l'A[.
.
3MS~ - ~oS nngel~s-:o~g 3aac~
:3!1:~rn12 :~~:e5 :~=223'
:A ~~~n~! ~a~or ~~r=a
o. Clty of San~a Mon~ca
3
OFF!::::;:/CLZ~ICAL
.
~. S~Srl - :05 rlngeles-Long Beaeh
8. :allfo~n:a Cl~les (N.22B]
_. ~~ Coun~y ~abor Force
D. C~ty of Santa Mon~ca
5''': Lr.<:J ':RAF:'S
.
A. 5v5A - Los ~'geles-Long Beach
B. ~all~or~la :~~le~ (N~22B)
C~ CA Co~nty ~abor Fo~ce
D. CLty of Santa MOn1ca
S~3VIC~/~A!~~~~A~CE
~. S~Sn - ~os ~~geles-Long 3eacb
3. =alf=or'lB C~~~es (N=22B}
C~ Lrt :~~nty ~abor !orce
D. C~ty of Santa Mon~ca
.
Pelllale Black tl1s[)an~c ~ Am. Indlan
42.-3% 1::1.3% 24 4% 6.1% J. 6%
13. -:;~ 4.5% S.H 3 3% J.i%
H.B'; 7.n 10" . 2'l 6. il% ;1.5%
21iJ.1Jl ".In 3.1\ 1.5% 9.n
4~ ... lJ a~ 24 4% 6.:'?e -J 6~
28."''' .., H 5.6% 12.8~ J 3~
n.H 8.3% 3.2% ;..7"% J 5%
55.6% 4.91 7.41 5.n IiJ .1iJl
42.8% 1\3".31. 2LH 6 1'5 ~ 5~
::'5.3% i.7~ "01.1% 7 2% ~.51
39.2~ 11 1'lJ :1.9% 1::' 7% \I.H
31J.91 lIJ.H 19.1\ 5.9% liJ.n
~2.3% :".3% 24 H 6.B ~.g
~.2% 9.H 11.9% 2..0% \J.~~
3.~. 1.2.:% 13 5% 1.9% :.H
17.3% 8.3% 111.9% 1.9% 9.8%
4Z 8Y< :<<.3% 24 -Hi S.1% J.5%
52 7% :8 3% 13 H 1\'1 H .L 5%
',f:) Cvf"'P;~~Br..::: D1I':'O,
a7.1n 21. 7% 26.11% Iii. In " .In
42 8% 19 8% 24 4% 6.1% \J 6.
86 7% :7 H :L2! !o1. 5 % \J 5%
74 9% 14.1% !o8 2% 6.6% .J 6%
89.2% 17.71 16.41 1.3% ".n
42.9% 1~,8% 24.4% 6.1% J.6%
l.8% 13.8% 17 J% 5.6% J 4\
3.5% 8 2% 2'.1% 3."'% J 6%
4.31 23 . 71 21J.U 7.5% lI.n
42 3% lJ 8% 24.4% 6.1% ;I 6%
7 ,% 3J H 23.1% 4.5% J 7,
19 2% 22 5% 3L2% 3.5% J 6%
8.71 43.31 27.21 2.31 ".31
Table 7 reports data from two sources In addItIon to the 8.M.S.A.
The data on
populatlon census flgures, reported by Job category.
.
llne "A" are the 8.M.8.A. flgures for the Los Angeles-Long Beach
area.
.
20
The data on lIne "B," labelled "CalIfornIa CItIes," was obtaIned
-
=rom the U. S. Equal Employment OpportunIty CommISSIon, and
reflects the actual work force composItIon of 228 CalIfornIa
munlc lpa 11 tIes, complIed from thel r annua 1 EEO-4 reports to the
-.
-
E.E.O.C. The data shown for "CalIfornIa CItIes" In Table 7 IS as
of June 30, 1984.
-
-
The data shown on Ilne lie," labelled "LA County Labor Force," was
obtaIned from the E~ployment Development Department of the State
of
CalIfornIa,
and
agaIn
reflects
the
actual
workforce
.
compos I tlon of the CI vll1an labor force of Los Angeles County
(not the governmental agency, but the geographIc area) by race
and sex WIthIn the speCIfIed occupatIonal categorIes shown. The
data IS based on the 1980 census.
.
LIne "0" In Table 7 are the current percentage representatIons of
the var I OtiS targeted groups wIth In the CI ty of Santa MonIca IS
.
actual wor~force, by Job category, as of June 30, 1985.
ThIS addItIonal data can be helpful In assessIng the Cltyts
afflr;natlve action posture, when used In conJunctIon WIth the
.
normal 8.M.S.A. general populatIon fIgures.
As an example, In
the category of ProfeSSIonalS, females comprIse 55.6% of all of
our employees In thIS area.
WhIle females comprIse 42.8% of the
.
general populatIon (LIne "A"
8.M.S.A.), they comprIse only
28.7%
of
employees
f 1111 ng
ProfeSSIonal
pOSItIons
In
228
Callforn~a
munICIpalItIes,
and
43.4%
of
employees
fIll1ng
.
ProfeSSlooal pOSI tIons 1 n Los Angeles County.
By any measure,
then, ~he CIty of Santa MonIca can take prIde 10 the extent to
.
21
-
-
WhICh females have beeD successful In obtalnlng ProfessIonal
-
-
posItions.
As dIscussed In precedlng sectlons of thIS update, the "bottom
.
Ilne" numbers of tne total workforce represent only one area In
WhlCh the Cl ty as a whole must make progress.
The Cl ty must
continue IntenSIfYIng efforts In 1983-1984 to attract women Into
.
non-tradltlonal Jobs In the Protectlve SerVIces, SkIlled Crafts
and Serv Ice/Mal ntenance categor les, as well as I ncreas I ng the
number and percentage of female Off 1C lals/Adml n1 stra tors. The
.
CIty must also Increase Its efforts to hIre and/or promote Blacks
and Hlspanlcs into the Protective SerVIces, ProfessIonal and
Off IC lals/Adml n 1 strators ca tegor les SInce these mInor 1 ty groups
rernaln
SignIficantly
underrespresented
In
hIgher
paId
and
.
POllCY-lnfluenclng categorIes.
Department/DIVISIon Goals for 1985-1986
.
After comparing the June 30, 1985 workforce composItion of each
Department wIth that of June 30, 1984, Personnel staff met wIth
each Department Head to identify antICIpated vacanCIes and target
.
those vacanCIes to Improve the representatIon of women and
minorItIes In Job categorIes In WhIch they are underrepresented,
based on the S.M. S . A. popula ti on characterl StICS In Table 6,
.
above.
In addressIng these goals, managers and superVIsors, as well as
.
CItIzens Interested In the CIty'S AffIr~atlve ActIon Program ~ust
take a pragmatIc approach. As a C1VIl serVIce agency wlth a rule
of three, appol ntl ng author 1 tIes may be unable to sa tl s fy the
.
22
speCIfIC goals set forth In
gIven
credIt,
nowever,
the followIng pages. They should be
If In fallIng to meet a
they nevertheless make a hIre that
-
Department/DIVISIon goal,
..
assIsts In progress toward meetIng the CIty-wIde prIorItIes
deser Ibed above. For examp le I a Depa rtment that I S unable to
meet theIr goal to hIre a Black for an OffIcIals/AdmInIstrators
posItIon, but fIlls It WIth a WO!Ylan has advanced the CIty's
overall goals.
.
.
WhIle goals are establIshed based on specIfIc antIcIpated
vacanCIes, hIrIng deCIsIons for unantIcIpated vacanCIes WIll also
be made wIth affIrmatIve actIon progress In mInd.
.
.
.
.
.
.
23
CITY MANAGER
The June 30, 1985 workforce composItIon of the CIty Manager's
OffIce (IncludIng CIty CounCIL staff) appears below, by Job
-
category:
CITY "'.ANAGER
-
-
HnITJ: BLACK
11 F l' M P T
OFFICIALS! -' 1 2 IJ~ I
"r
,>UtUtHSTRATORS , % 3J 67
PROFESSIOXALS 1 1 ij~ !
33 33
TECHNICIANS I
; I i
PR.OTECTIVE. I~
seRVICES i
,. I
1
I, !
PARA- ! ~;
H.OFEssrOUALS i J. 1
5!30/B5 INcu~reCNTS
HISPA~lC ASIAN
MFT HFT
AN nm
M F T
TOTAL
}l F
1 :2
33 67
.
1 1
- 3
, 2
33 67
.
OFF~CE.I
'j I
2 0 I
I
11
1
~
.
~ I 1 - - 2~1 80
C:'ER!CAL % 20 40 60 - 20 I - 20 20 20
I
,~ I I I
SKILLE.D
, ~
CRAFTS '. I i 1
SERVICE/ ~t j ,
'f.;INTENA'VCE ~ I I
'. I
5 7~1 1 1 i - 1 1 - 1 1 3 8
-iF 3 - 73
TOTAL 9 9 / - 9 9 - 9 9 27
,. 2' ,(5 -
,
.
The profIle of the CIty Manager's staff remaIns partlculary
..
strong In terms of women In the categorIes of OfficIals/
Admlnistrators and ProfessIonals.
Future hirIng opportunItIes In
these categorIes should foeus on the hIring of mInorItIes.
.
.
24
..
-
DurIng 1984-1985, the CIty Manager's offIce met lts goal of
.
hIrIng a mInorIty Senior Management Analyst In Management
SerVIces.
SpeCIfIC goals for the Clty Manager's OffIce are shown below:
.
"~lTICIPATE!)
~"'ER
C::'{ ."!..~~~AGE~
VACANCI !::s
BLACJ<
ilISPJ>mc
'ISIJI.'J
I"~C:;' t..
~E~ ..A:'~
.
Q~FICIALS/ ,,{;un:
1
P'iOFESSrCNALS
TECHNICIANS
.
PROTECTIVE SERVICES
PA~-PROF~SSIO~ALS
OF=ICE/CLERICAL
.
SKILLED CRAFTS
SE~VIC!:: ~INTENANC~
.
The antICIpated vacanCIes for a RISk Manager (OffICIals/
.
AdmInIstrators) and a Senior Management Analyst (professIonals)
should both be targeted for mInorItIes.
.
.
.
25
-
-
CITY CLERK
-
...
The June 30, 1985 workforce composItIon of the CIty Cler~'s Of-
fIce appears below, by Job category:
...
-
CITY CLERK
"
UHIT!::
F
m
L
1'1
BLACK.
1;"
...
L
6!30/B5 INCUHBRNTS
HISPANIC ASIAN
H P T M F
T
lIJf IND
~ F T
TOTAL
M .
....
-
OFFICIALS! #
ADMINISTRATORS %
1
- 100 100
1
- 1;)0
.
PROFESSIONALS !t
%
TECHNICIANS ;~
%
PROTECTIVE ,~
SERVICES ~~
t
PAll.".- 1) 1 ! 1
.
.
PROFESSlO'-IALS i. i l - 100 100 ! - l(lO
,
! ; j
OFFICE/ ! 3 2 5 I - 1 1 ] ]
CLERICAL ! 50 33 lD - 17 17 50 50
/, i
SKILLED it I
C'l.AFTS "'
I.
I
SERVICE/ " ! I
'f
"IAINTENANCE i.
e ] 3 6 - 2 2 3 5
TOTAL 37 37 75 - 25 25 38 62
i.
.
.
The CIty Clerk's OffIce contInues to have an excellent represen-
tatlon of females at all levels. WIth mInorIty representatIon
remaInIng 25%.
.
.
26
.
SpecIfIC goals far 1985-1986 appear below:
.
C~T,{ CLSRK
VACA':CIES
3LACK
'II SP'l.t-: IC
ASIAN
A,V,ER
I'mIA>.;
::E}.'U..i;;
ANTrCIPATED
.
OFFICIALS 1 AmUN
1
1
PROFESSIONALS
TECHNICIANS
1
.
PROTECTIVE SERVICES
~ARA-~ROPESSION~S
OFFlCE/CLERIC'lL
.
SKILLED CRAFTS
SERVICE ~"'I~TENP~CE
.
.
The antIcIpated vacancy for an AssIstant CIty Clerk should be
targeted for a female and/or mInorIty, as shoUld the vacancy for
a Support SerVIces SuperVIsor (TechnICIans).
.
.
.
.
27
.
CITY ATTORNEY
.
The June 30, 1985 workforce compOSI~lon of the CIty Attorney's
Offlce appears below, by Job category:
.
. crr;:-y Al'TC;U<EY
E(30/85 INCUIlBENTS
I I.JjHTE BLACK HISPANIC AS lAM AI{ IND TOTAL
~ i F . M . T 11 F T ~l " T '1 F ~ !-1 F
11O~
GFF:CIALS/ ;1 i - 2
. Am"HIISt:'RA.TORS I '. ilCO iOG
I
I ,
, !
1.. 13 16 1 . 2 1 6 16
PROrESsIONALS :i , " 5 I
23 59 ij2 9 5 27 73
TECHNICIANS Ji: I
%
,
I
. P!W,ECT~VE !.if
S!::'tVICES I"'
"
I.
PARA- ! tJ j 1 1 -
PROFESSIONALS '. I loa 100 100
I
OFFICE/ # I 6 7 2 2 3 3 1 11
CLERICAL .. 8 50 58 - 17 17 - 25 25 8 92
. '. i
SKILLED .' !
r I
CRAFTS 1- I
SERVICE! #
"'oAINTENANCE %
. I g I 19 27 3 1 5 6 1 1 10 27
TOTAL I 8
" , 22 51 73 B 3 13 16 3 27 73
1
.
.
.
28
.
T~e workforce compositIon of t~e CIty Attorney's OffIce remained
.
relatIvely stable In 1984-1985, ~ontInulng an excellent record of
strong female representatIon (73%) 1n the ProfessIonals category.
Mlnorlty representatlon also remained stable In the department,
.
at 27%. Future goals should contInue to focus on the hIrIng of
females In the OffIclals/Admlnlstrators category, and mInorltles
In the ProfeSSIonals category.
.
SpecIfIC goals for 1985-1986 appear below:
::::TY "':'TOR"lEY
A~TICIPATED
VACAl'ICIES
MER _
BLACK
HISPANIC
ASIAN
IN[;IAl'"
FE~.ALE
.
OFFICr1>,LS!ADlIPl
1
1
P'l.OFESSlON"'LS
2
1
TECHNICIA"lS
.
?~CTSCTIVE SERVICES
?A~A-~q0<ESSIONhLS
i
l
I
2
OFFIce/CLERICAL
.
I :
i---+ ....-
I .
1 i
I
SKILLED CRAFTS
SERVICE ~;I~TEN;NCE
.
The antIc1pated vacancy for an ASSlstant CIty Attorney (Offi-
clals/Admlnlstrators) should be targeted for a female.
The two
.
vacanCIes antIcIpated for Deputy CIty Attorney (ProfessIonals)
should be targeted for m1norltles. One of the antIcipated vacan-
cies for a Legal Secretary (OfflcejClerleal) should be targeted
.
for a mInorIty.
.
29
.
FINANCE
.
The June 30, 1985 workforce composItIon of t3e FInance Department
appears below, by Jon category:
.
.
FINANCE
.
',.JJUTE. BLACK
~f F T Ii r0- T
O,F!C HLS I I" , 5
" .
AC'lIiEST",,-~TOil.S ~ 6' 83
.. . ,
I
PROFESSIO:~AL5 i' 6 ] 3
~ ..6 2] 69
'.
TEC'itIICI.\.'iS I .11
i '.
J
6/30 i 85 INCUUBCNTS
HISPANIC ASIAN
M F T "1 F T
AN IND
N F T
TOTAL
H F
.
1
1
17
5
83 17
17
1 1
8 a
2 2
15 15
6
5, 46
PROTECTIVE
--RuI--S
,
I~
.
::;c'oI- ..... ".. ,. !
I
I ! j
P ;R.."- it - 1 1 - - 1 - 2
PRO?ESSI0NALS - 50 50 - 50 30 , - 100
~,. i
I
, I I
OFFIC';:! : ,} , i 9 10 - 3 4 - 3 3 I - 1 1 2 16
CLERICAL I ., j 6 50 56 6 17 22 17 17 6 " 11 89
i I'J ! - -
i ; I i
I ! f
SKLLED 11' I I
CRAFTS Ii I
,
SERVICE/ I" 1 3 1 1 4
., l-~ - - -
:\.1;. I~,rENA'iCE '. I ~ - 75 25 - 25 100 -
I ;
TOTAL ~ 1] 27 3 4 7 - 5 5 1 ] 4 18 25
I ~i,. I ]] 30 63 7 9 16 - , ~ 12 2 7 9 42 58
~L
I
.
.
.
.
30
.
8urIng 1984-1985, the FInance Department successfully met Its
.
goals of hIrIng a female Accountant, a female CollectIons ~an-
ThIS enabled
ager, and a fe~ale LIcense and Perillit SupervIsor.
the depart~ent to maIntaIn Its strong female representatIon at
.
vIrtually all levels of the department (58% overall).
SIgnIfl-
cantly, female representatIon In the hIgher paId ProfessIonals
category Increased durIng the year from 30% to 46%. MInorIty
.
representatIon remaIns strong as well, WIth mInorItIes represent-
Ing 37% of the department's overall workforce, WIth representa-
tIon In the ProfessIonals category at 31%.
.
Future goals should cont1nue to focus on IncreasIng the represen-
tatIon of mInorItIes In the OffICIals/AdmInIstrators category,
.
and maIntaInIng the department's strong affIrmatIve actIon pos-
SpecIfIC goals, by DIVISIon, ap-
pear below:
ture In all other categorIes.
.
ACCQU[;JTlt~G
O<FICIi\L5/;"V~!P';
PROfESSIO'.ALS
.
TECH1HCIANS
PROTECTIVE SERVICES
PARA-PROFESSIONALS
.
orFICE/CLERIChL
SKILLEtl CRAFTS
SERVICE ~I~TENANCE
.
.
i'lNTICIP;'TED
VAC;'NCIES
AYER
!'iDIAN
FE~.ALE
AS IA..'!
llLACI<;
HISPANIC
1 ! ! I
i
, i i
,
r I i
I ! i :
! I
1 I 1 I
I I ~
; ! ,
I I
I i
I i
I 1
! ! I
,
1
I !
,
;
31
.
The antIcIpated vacancy for a PrlnCI2al ~ccountant (ProfeSSlon-
.
als) should be targeted for a ffilnorlty.
Glven the already strong
female and mInorlty representatIon ln the Offlce/Clerlcal catego-
ry, the antIclpated vacancy for a Flscal Staff ASsIstant II has
.
not been targeted.
"!":ttE:a..SURY
ANTICIPATEO
VAC..NCIE5
BLACK
"lrSP1Wrc
ASIAN
A..~ER
P,CIAN
F,,'.ALE
.
OF. rC:AL5!;.orUN
PROFESSIONALS
TECHNICiANS
.
p~O~EcrIVE SERVICES
F~~A-PROFESStONALS
;)22ICE/C~ERIC:rl.i.
1
.
SKILLED CRAFTS
SEFVICE ~j]> I:-'J!'EJJA~~CE
.
AgaIn, gIven the already strong affIrmatIve actIon representatIon
In the Offlce/Clerlcal eategory, the antlclpated vacancy for a
.
Flscal Staff ASsIstant I has not been targeted.
.
.
.
32
.
.
.
iL;RCI:IASING
~tiTICIPArED
'.rACAlICIES
A/',ER
aLACK
IlISPr,.lIIC
ASIAN
I~CIAN
F E.'.ALE
GFi'!::I';LS/O,DJ1IN
.
PROFESSI:JNALS
TEClmICF\N5
?PCrECTIVE SERVICES
I I
! I I !
i
I I [
I I
1
! i !
,
I .r 1
r
I I I
j
, I ! I I
, ,
! ! I
.
P;R.;-PROFESSIClIALS
OFFICE/CLERICAL
SKILLED CRAFTS
.
SERVICE MAINTENANCE
.
The antlclpated vacancy for an AssIstant PurchasIng Agent (Off 1-
clals/Admlnlstrators) should be targeted for a mInorIty.
.
.
.
33
.
.
.
DATA PROCESSING
The June 30, 1985 workforce eomposItIon of the Data ProcessIng
Depart~ent appears below, by Job category:
.
.
;.,iIiIl ~..
'1 T
!
CFFICI;.LSi .. i -1 1
J:~D~~IL:I S TR.-\7GRS . I. __ "GO
rvv
I
PROFESSIONALS ~~ , 1 i I
I 50 50 lJG
I
ii I ~ 5
TEcHNIClJ.HS .. r 57 1~ 71
".
PROTECTIVE i~
SE'l.VICES ., I
'. J
? ~.Ri'.- {ft
PROFE S S lC:1ALs .,
'.
OFF!CE! _. 2 2
CLERICAL r - so 50
"
SKILLED 1~
CRAFTS >,
'.
SE'tV ICE I -1
t~:;:"lTENANCE "
'.
TOTAL ! 6 4 10
I. 43 29 72
.
.
.
.
DATA PROCESSI'lG
6i30iBS INCUMBENTS
BLACY gISP~NIC' ASIAN ~M TND
If F T M F T I ~ F T'M r T
70TAL
If F
1
100
1
50
,
~
so
1
- 1';' 1 ~
1 1
H 14
J
57 43
2 2
50 50
4
- 100
:3 3
21 21
1 1
7 7
6 B
43 57
DurIng 1984-1985, female representatIon In the department de-
.
c11ned overall from 67% to 57%, whlle mlnorIty representatIon
HIrlng durIng the year con-
decreased overall from 33% to 28%.
slsted of fIllIng two posltlons In the Technlclans category, both
However, desplte thls,
of WhiCh were fIlled wlth white males.
.
female representatIon In both the Professlonal and TechnicIan
Future
categorIes remaIns a strength (50% and 43% respectlvely).
.
34
.
Joa1s should focus on the hlrIng of ffilnorltles In the Professlon-
.
al and TecnnIclans categorIes.
SpecIfIC goals for 1985-1986 fot the departwent as a whole are
shown '::Jelow:
.
.
DATA PFOCESSING
ANTICIPATl::O
VACAtlCIES
BLACK
HISPAlIIC
ASIAN
i'Y,ER.
I~&IAh
FD.ALE
OFF!Cr.>'LS!AD'lIN.
.
PROFESSIONALS
1
1
TECHNICIANS
1
PROTECTIVE SERVICES
.
P~~~-PROFESSIONALS
OFFIC'E/CLE1UC'AL
SKI;"LED ;::Ii.AFTS
.
~ERVIC~ 1tAINTE~-iAt,JCE
.
.
The antIcIpated vacancy for an OffIce AutomatIon CoordInator
(ProfeSSIonal) should be targeted for a mInorlty, as should the
antIclpated vacancy for a Programmer-Analyst (TechnIcIan's
.
category) .
.
35
.
PERSONNEL
.
The June 33, 1985 workforce composItIon of the Personnel Depart-
ment appears below, ~y Job category:
.
PERSONNEL..
.
I r..IllITE BLACK
'I . T M F T
I
OFFICIALS/ . -, 2 1 3
;,.D'IIlHSTRATOilS 1 ~;. 67 > ' 100
~,
., 3 2 5
PROFESSIO'l;.LS ' 'r
I" 50 33 33
I.
TEC~NICInNs 1 i'
'.
PROTECTIVE. ..
SER"ICES \.
6/30;85
HISP.;NIC
'-1 F T
INCU"1BENTS
AS Ii\.t'l
F
T
A,'1 ~ND
:1 F T
TOTAL
l" F
.
i 'I
I
i 1
1 = 17
j
)
i
2 1
61 33
1
17
3 3
50 50
.
P;.'l."- ,t
?ROFEsS IO'IALS :PI..
OFFLCEi .i 2 2
CLE3.ICAL '0 - 33 33
S"ILLED "
CRAFlS I.
SERIlICEi ';
tlA ;: NTE t1 "Nee I ~~
5 5 10
TOTAL ,~ 33 33 67
I
.
17
1
17
3 3
5G 50
- 100
.
1
7
133
7! - 2G ~G
I
1
7
:; 10
33 67
.
DurIng 1984-1985, female representatIon In the department de-
cllned SlIghtly, from 71% to 67%, whIle mInorlty representatlon
.
Increased slIghtly, from 29% to 33%.
The hIrIng of an HIspanIc
Staff ASslstant III increased HIspanlC representation from 33% to
59% of the OffIce/Clerical category, and from 14% to 20% In the
.
.
36
.
department as a whole.
The department was unsuccessful in meet-
.
Ing lts goal of hirIng a minority for its vacant Personnel Ana-
lyst posItIon, for whIch a whlte male was selected.
.
SpeclflC goals for 1985-1986 are shown below:
PE'lSONNEL
.
OFFICIALS/;'D'II~
PROFESSIONALS
. T~C'lNICIA~S
PROTECTIVE SERVICES
PARA-PROFESSIO~ALS
.
OFFICE/CLERICAL
SKI:'LED CRAFTS
SERVICE V~INTEliA~CE
.
.
ANTICIPATED
VACANCIES
~1IER.
ASIPX
I'lr; r A..'>:
FE~.ALE
BLACK
Ii I 5PAI<IC
. ~
! I
i
1 1 i 1
I
1 1 ! I
I
I i I
I
!
r I 1 I I
i 1 !
1 I ;
i I ; I
I , i
, 1 i
I
I I i 1
I !
I i ! I
I
!
I I I J !
I I ,
I
The antICIpated vacancy for DIrector of Personnel (Offlclals/
Administrators) should be targeted for a Female or a mInorIty.
.
The antiCIpated vacancy for a half-tIme AdmInIstratIve ~nalyst
(ProfessIonals) should be targeted for a mInorIty.
.
.
37
.
COMMUNITY AND ECONOMIC DEVELOPMENT
.
The June 30, 1985 workforce composItIon of the CommunIty and
EconomIC Development Department as a whole a?pears below, oy Job
.
category:
. CO~IUNITY AND ECONOMIC DEVELOPMENT
6130!85 U1CUNBENTS
</I1ITE 1 BLACK HISPANIC ASIAN A}[ I1\1D TOTAL
N F T ! M F T M F T H F T M . T tt F
1
OFFICIALSI # 2 2 , 1 1 1 3 2
, I
, D'1INISTR."TORS ., ~o 40 80 20 - 20 60 40
. i.
I
,1 7 13 , 1 1 1 1 2 3 9 9
PROFESSIONALS i
% 35 41 76 i 6 6 I 6 12 18 47 53
TECHNICIANS 41 7 : 8 1 1 8 1
.1. 78 11 89 11 - 11 89 "
. PROTECTIVE 11 ~ 1
SC'WICES "!" 100 100 100
I.
PARA- !#
PROFESSIONALS l%
i
OFFICE/ It 7 7 1 1 2 2 9
CLERICAL I. - 70 70 - 10 10 I - 20 20 - 100
. , I
SKILLED it I
CRAFTS % I
I
SERVICE! 'j I
"!A P1TENP-NCE I ., j
'.
. " l5 17 32 1 1 q 4 7 20 22
TOTAL ,.
1:"' 36 40 7ii 2 2 10 17 2 48 52
t
.
Durlng 1984-1985, the CommunIty and EconomIC Development Depart-
.
ffient contInued to reflect a dIversIty In Its workforce WhICh not
only speaks well for the commItment of the department to the
.
38
.
CIty'S Afflr~atIve ActIon ?r8gram, but enhances the overall pos-
.
ture of the CIty as a whole.
Fema~e representatlon at all levels
remal~s a strength, WIth females comprIsIng 40% of employees In
the OffICIals/AdmInIstrators category, 53% In the ProfessIonal
.
category, and 52% of the department as a whole.
MInorIty rep-
r2sentatlon remaIns stable a~ 34% for the department as a whole,
WIth mInorItIes OCCUPYIng 20% of pOSItIons I~ the OffIclals/
.
AdmInIstrator category, and 24% of pOSItIons 10 the ProfeSSIonal
category.
SpeCIfIc goals for 1985-1986 are shown below, by dIvISIon:
.
.
ECONOI-'IC !lE\'ELQ~~lE~T
ANTICIPATED
VACANCIES
BLACK
HIS~'UHC
ASIAN
Af'.ER
I"IiIAJ.:
FEl-.ALE
OFFIcrALS/~DMIN.
i"G.On:SSION~LS
~
.
TECHmCIA.lS
~G.OTECTIVE SERVICES
F;RA-~~OFESSIQNALS
.
O<oICE/CLL~IC"L
SKI:'L~D CrtAc~S
SERvI~E ~;I~T~NA~CE
.
.
.
39
.
The ~ntIcIpa~ed vacancy for a SenIor AdmInIstratIve Analyst
.
should be targeted for a mInorIty.
.
i.iCF5:N~
:UiTICI?!\1'ED
VACANC'It:S
BLACK
aISPA,nc
ASIAN
M,ER
Il-<!; F!.r.
PE~.ALE
OFFIC:ALS....;;D~~IU
.
? RGFESS ICt~A.LS
1
TECliNICro.US
?~CTECTIV~ SEaVICES
.
PARA-PROFESSIONALS
OFFICE/CLERICAL
SKILLED CRAFTS
.
SERVICE MAINTENANCE
.
The antICIpated vacancy for an AdmInIstratIve Analyst should be
.
targeted for a mInorIty.
.
.
.
40
I
.
.
VACANCIES
BLACK
HISPAtnc
ASI~~
!u"ER
Il-<DI1v,
F:E:~.ALE
P~KNI~G & ZDN!XG
ANTICIPATED
OFFICIALS/ADMIN.
PROFESSIONALS
4
1
!
.
'l:ECq~ICI""'lS
PROTECTIVE SERVICES
PfiRPo-PROFESSIONALS
.
OFFICE/CLERICAL
1
SKILLED CRAFTS
SERVICE "{AINTENANCE
.
.
The antICIpated vacancy for DIrector of PlannIng (OffIClals/
AdmInIstrators) should be targeted for a female or a mInorIty.
Of the four antICIpated vacanCIes In the professIonals category
.
(PrInCIpal Planner, SenIor Planner, ASSOCIate Planner and ASSIS-
tant Planner), two should be targeted for mInorItIes.
The an-
tlClpated vacancy for a SupervISIng Staff ASSIstant should be
.
targeted for a mInorIty.
.
41
.
.
.
au ::L:)I~-IG .3;"~E:'''l
AN'IICIP'I'i'ED
~i"'ER
.
VAC:::'NCIES
BLACK
iiISP.?-tIIC
ASIAI;
I!:; I) 1M-,
FE'';''LE
QFF::':::IA:"S/ f..C-la-tI'\'
?ROFESSID';ALS
.
'I'EC'l}iICH~S
1
?RO~ECTIV~ SERVICES
I
, I i
1
i
I ! I
:
I i
, , ! I
I I i
F~RA-?~OFES5IONALS
.
OFfICE/CLERIC:a..L
SKILLED CRAFTS
SE~VICE MAI~TENANCE
.
.
The antIcIpated vacancy for a SenIor BUIldIng and HousIng Inspec-
tar should be targeted for a female or a mInorIty.
.
.
.
42
.
.
RECREATION AND PARKS
.
The June 30, 1985 workforce composltlon of the Recreatlon and
?arks Department as a whole appears nelow, by Job category:
.
RECREATIC~ A~D PARKS
.
~
~
6/30/85 INCtMBENTS
HISPANIC ASIAN
M :" M F
AH I'm
M ;:' T
I ~OTA~
I 3
~ 100
i
I
6
OfF~CIALsl
ADHINISTRATORS
I 't WH~'::: T I "
f. ro~ = lO~ ,
l'
BLACK
F
T I
i
I
I
.
PROFESsIO'lALS I ~~ 5 9 ! 1 - 1 - 1 I ~
., 50 aD 10 ID 10 10 40 60
'. i ~ - ; -
, I
TECHNICIANS " I
% l
P'WTECTIVE " i ! 1
1t
SL:RVICES I ., I
.. , i
!
.
PaR.^.- If 1 1
pr,OFESS :ONaLS ~ J'''' - 50 50 50 5ll
1
OFF! CE 1 1 ~t 5 5 1 2
CLERIC~~ i. "il 71 1~ 14 29
2
- 100
- 6
H S6
I 2 1 1
1100 - 100 100
I
J
1 6 6 72 3
I a 8 96 4
J
1 7 81 17
I 7 83 17
. SKH.L!:D ! ~l
C~AFIS I
SE;:!V:CEf j " "I 22 22 19 3 22 25 25
1'..0\:;: tlTE1;PlCE ". 2"; - 29 25 4 29 33 - >>
!~ B 1: 39 21 5 26 25 1 26
rOT.\L 29 Ii .:su 21 5 27 26 1 27
. ,.
.
The RecreatIon and ParKS Department contlnues to have excellent
mlnorlty representatIon overall (60%), wIth SIgnIfIcant represen-
.
tatlon In all categorIes except OffIclals/AdmlnIstrators.
Female
representatIon IS strong In the ProfessIonal category at 60%,
.
43
.
although female representatIon lS only 4% In the large Servlce/
.
Malntenance ~ategory.
DurIng 1984-1985, the department met Its goal of h1rlng a mlnorl-
ty Staff Asslstant III.
Future goals shou~d focus on the hIrlng
.
of women as opportunItIes arIse In the OffIcIals/AdmlnIstrators
and Servlce/~alntenance categor1es.
.
S~ecIfIc goals for 1985-l986 are shown below:
! ANTICIPATED M'ER
PARKS VACA'lCIES BLACK 'l!SPAlHC ASIAN :Kr;rk.';' FE'ALE
. \
OFF Ie IALS / >,OIU N
I
PROFESS ICNALS I I
'1'ECH"lICIANS I I
. I
P~OTECTIVE SERVICES I
PARA-PROFESSIONALS j
. OF=-ICE/CLERIC'l.L 1
SK ILLEO C'l,AFTS
SERVICE ~I"lrENANCE 2 2
.
The antICIpated vacanCIes In the ServIce/MaIntenance category
.
(Nursery Attendant and Groundskeeper) should be targeted for
females.
No permanent vacanCIes are antICIpated 1n eIther the AdmInlstra-
.
t1ve or RecreatIon DIVISIons of the department.
.
44
.
.
GENERAL SERVICES
The June 30, 1985 workforce compOSItIon of the General SerVIces
Department appears below, by Job category:
.
GEN!::R!U. SERVICES
. INCUMBENTS
6/30/85
WHITE I BLACK I HISPA~IC ASIAN \ Al-I IND TOTAL
I M P T H F ~ 11 F T _11 F T M F T ~ F
<
i 1 1 I 13 1
OFFICIALS! i ~ 12 1 13 I I
AD!1l'HsTRATORS ,% 96 7 93 7 7 93 7
I i~ r I
) , 6 6
. :. 5 10 1 l 2 !
PROFESSIONALS ! '"' ..j2 ~2 B3 8 8 17 j 50 50
I', j I
1
I" l 18 ~
J 17 2 2 1 1 2 1 1
TECHNICIANS l~ ; 82 18
77 9 9 5 5 '1 '1 9 1
.. 64 14
PROTECTIVE if 4 ) 4
StRVICES '"{. rGci - .GO j 100
. i
I 1 3
PARA- ,~ 1 1 1 I 2 2
., 25 , 50 5G ; 25 75
PflOF:E.SSIONALS '. 25- 25 i 25 !
i
OFFICE! " s 10 I 1 1 I 1 1 2 10
-r 2 17 93
CLERIC;.L !% lj 61 83 S 8 J " 8
i I
I" 1
. 40 I 14 14 13 13 3 3 66 4
S'..:ILL2D 36 4 94 6
I., 57 20 20 19 19 4 4
CRAfTS I i: 51 6
123 23 44 i 45 44 2 46 2 2 113 3
SE:RVrCEI - ! '17 3
}.t.; I !.;Tt:~l.;~~CZ ,% I ~o - 20 33 - 39 38 2 40 2 2
I j
I 59 6 65 6 6 223 31
it f ~~ 22 llil 62 3 65
TO,^L ~ - 23 2 ~6 2 2 88 12
. J 46 H ! 26
.
The preponderance of General SerVIces posItIons are In the Ser-
VIce/MaIntenance and SkIlled Crafts categorIes, areas tradltlon-
.
ally domInated by males.
The goal of aChievIng female represen-
tatlon in these categorIes conSIstent wIth S.M.S.A. percentages,
.
45
.
.
wh~le Important as an oOJectIve, does not realIstIcally take Into
account tne relatIvely small number af females In the total
?Opulatlon WIth an Interest In and competItIve SKIlls for POSI-
tIons In these "non-tradItIonal" areas. In thIS context, It IS
sIgnIfIcant to note that durIng fIscal year 1985-1986 female rep-
resentatIon In the SkIlled Crafts category Increased from 4% to
6%.
.
.
.
The department successfully met Its goal of 3IrIng a mInorIty
AdmInIstratIve Analyst and a mInorIty SenIor AdmInIstratIve Ana-
lyst, IncreasIng mInorIty representatIon In the ProfessIonals
category from 0% to 17%. ThIS also aIds In contrIbutIng to the
CIty'S overall goal af achIevIng Increased mInorIty representa-
tIon In thIS category. The department also achIeved Its goals of
hIrIng a female DraftIng TechnICIan, IncreasIng female represen-
tatIon In the TechnIcIans category from 14% to 18%. In the
ParaprofessIonal category, both mInorIty and female representa-
tIon Increased durIng the year.
.
.
.
FInally, It IS also Important to note that the department1s
strong overall mInorIty representatIon (54% for the second year
In a row) sIgnIfIcantly contlbutes to the CIty'S overall affIrma-
tIve actIon posture. The gaIns made In 1984-1985 WIth regard to
mInorIty representatIon In the hIgher paYIng ProfessIonals cat-
egory, as well as In the TechnIcIans category, IndIcates that the
department's hIrIng practIces are haVIng a favorable Impact at
all levels. ThIS IS a trend that should be encouraged.
.
.
.
46
.
Goals for 1985-1986 should focus on contInuIng thIS record of
.
success, partIcularly should hIrIng opportunItIes arIse In the
OffIClals/Aamlnlstrators category, 1n WhICh both mInorItIes and
females are underrepresented, and In the SkIlled Crafts and Ser-
.
VIce/MaIntenance categorIes, where female underrepresentatlon
WILL InevItably contInue to be a realIty for the foreseeable
future.
.
SpecIfIC goals for 1985-1986 In each Job category, by dIVIsIon,
appear below:
.
l~I~TENA~CE ~L~N~GE~E~~
:>t.T:CIPATED
VACA>lCIES
BLACK
nISPAU!C
ASI:>N
zv. ER
1l<CIAto:
FE'.ALE
.
OFF:LC1;.LS t~D}jI"'~
?'lOFESSION"'LS
~ECHN I(::A~l5
.
PP01ECTIVE SERVICES
?A~~-PROFESSIO~ALS
OfFICE/CLERICAL
1
.
St<ILLED C'lAF'I'S
SERVICS ~.AINTE~"'NCE
.
.
.
47
.
.
STPE~T ~~I~TE~~~CE
:UiTICI?o,'I?;D
Vr,.CANCIES
5L~CK
;iIsrA"lIC
ASIA"
i'.f'.ER
Il'<r.IAN
FE:l'.ALE
CFFICI::;L5/..:.(;'~Hr-;
PQOFESSlot;:u.S
.
'IECHNIC.i.~::JS
?RDTECTI~E SERVICES
?~K~-?RCF~SSIC~~LS
.
QFrICEjCLE'l.I::::AL
SKILLED C~~:r?S
2
1
S~RVIC~ v~I~TENANCS
2
1
.
.
The antIcIpated vacancles In the Skllled Crafts category (Con-
crete Crew Leader and Concrete FInIsher) should be targeted for
females, recognIzIng however that It WIll be very dIffIcult to
.
IdentIfy females wlth competItIve experIence 1n these skIlled
fIelds.
.
AntlcIpated vacanCIes 1n the Servlce/Malntenance category
(Laborer I and Laborer II) should also be targeted for females.
.
.
.
49
.
rhe antIcIpated vacancy fJr a Staff ASsIstant III should be tar-
.
geted for a mInorIty.
.
E~GI~EERING
ANTICIPATED
VACANCIES
SLACl<
BrSrA'IIC
ASIAN
A.~.ER
I',r;:(A..t.;
:FE'-JlLE
.
OFFIC:'l.LS/ADUIN
1
1
PROFESSIONALS
TECllNICIANS
.
P~O~ECTrVE SERVICES
PA~~-?ROFESSIG~ALS
OFFICE/CLE"lICAL
.
Sj(lLLED CR....FTS
SERVIC~ ~:I~TE~~NC~
.
.
The antIcIpated vacancy for CIty EngIneer provIdes a rare oppor-
tunlty to the department to Impact on female and/or mInorIty
.
underrepresentatIon In the Important OffIcials/Admlnlstrators
category.
The vacancy should be targeted for eIther a mInorIty
or a female.
.
.
48
.
.
.
1
PUB~IC FAC:::r..IT!E.S A':TICIPATED AI'.ER ~
Y.AIN~el~At-;CE VACA1'C:::ES SLACK HISPA:IIC ASIA.~ INCIAN
I !
:)FFICIl'LS/ADMIN I '
.
PROFt:SSIONALS I
r
TECH"ICIANS I
i
,
j
Pl/OTSCTIVE SERVICES i
. :
I
PARA-?ROF~SSIONAL5 I
i
,
OFfICE/CLERICAL 1
1
SKILLED CRAFTS 2 ,
. .
Si::RVICE !o.~INTEt1ANCE 2
.
AgaIn, antIcIpated vacanCIes In the SkIlled Crafts category
.
(Trades SupervIsor and Plumber) should be targ~ted for females,
as should at least one of the antIcIpated vacanCIes In the Ser-
vIce/MaIntenance category (CustodIal SuperVIsor and CustodIan
.
II) .
.
.
49
.
HISP;'l;IC
i:\SIA'L~
!"E~.ALE:
.
E~~C~q~CAL FACI~IT:ES
i\N'IICIPt.TED
V;'.C'l.NCIES
BL"CK
'I.."ER
IhI)IA1,
:JFFICIi\!S/';Ci1IN
P"O:rESSION"LS
.
~.E'C;F;ICIA1;S
PPCTEC~IVE SE~VrCE5
;;.. '.....~-?::;;CrESoIGL"~;.L5
.
CFfICEfCi.Eil.ICl'L
SKILLLD C'UtFTS
1
SERVICE "'1..;INTEl~ANCE
.
.
CLan} should be targeted for a female.
The antIcIpated 7acancy 10 the Skllled Crafts category (Electrl-
.
I ANTICIPATED
FLEET ~.AINTENA~CE BLACK ~ISPAlJIC ASIAN
VACANCIES
!
I
OFFICIALS/ADMI~. I I
PROFSSSI:lNALS I I
TtCH"'~ICIANS I I
I
PROTECTIVE SERVICES i I
P~R;-PROFESSIONALS I I
i
I 1
c.rFlCE/cLERICAL I I
SKILLE:D CRAF'IS 1 I
,
!
SERvrCL ~~INTEN~NCE
.
.
Af'.ER
INcrM
FE'..ALE
1
should be targeted for a female.
The antIcIpated vacancy In the Skilled Crafts category (Palnter)
.
.
50
.
.
.
~EFl:SE :.:)LL~Cl'IGl't
~'n'ICIFi'TED
V"CANCU5
ht:~LR
BLACK
iIISP'IHC
AS IAN
IMlrAt-;
FElALE
.
OfTICIALS/l-C:"1.i:N
PROFESSIONALS
TECH~~.LCr~q.';5
.
PR~lZCIIVE SERVICES
?~RA-PROFESSIGN;LS
.
OE'FICE/C::'ERiCAL
SKILLI::O -::RAFTS
SERVICE ~!.."I~iTEllA"'CE
4
2
.
.
The Refuse Collectlon DIvIsIon antIcIpates four vacanCIes to be
fIlled durIng 1985-1986, all In the SerVIce/MaIntenance category
(Heavy Truc~ DrIver, SanItatIon DrIver, SanItatIon Collector and
.
Laborer I).
Of these, at least two should be targeted far
females.
.
.
51
.
.
.
ANTICIPATED Al-.E:R
5TREST S~~E:E:Pl~rG VACANCIES BLAC'< IlISPANIC ASIAN' INCIA" .FD..n~E
. OFF Ie IALS I AD~HN
PROFE.:3SIONl\.LS
':'ECllNICIANS
. PROTECTIVE SERVICES
PARA-PROFESSIONALS
OFFICE/CLERICAL
. SKILLEC CRAFTS
SERVICE Il"l'~T E~JANCE 1 1
.
.
The antIcIpated vacancy for a Laborer I should be targeted for a
female.
.
.
.
52
.
.
?IE~
'I.'HICI<'ATED
"AC~NCIES
aLACK
HI5PAIlIQ
l'\SIAN
Al'ER
11'<[;1,,1;
FEUU.E
OFFiC r;"LS" ';L)r1I1~
; I ,
1
, I ;
1
I
... -. ~
I
I
i 'I !
I ,
I !
T I 1
1 ) 1
2 J.
, i
! 1
!
I ! ;
, ~ i
; I
.
.?Ror-E:SSr2"iZ"-LS
TEC'I;.-rcr;;;s
.
PRCT~CTIV~ SE~VICES
?~r~-?ROFESSIO~AL5
OFFICE/CLERICAL
.
SKiLLED CR.;FIS
1
SERVIC" liAI'iTE:IAl,CE
2
.
The PIer DIVIS10n antIcIpates two vacanCIes during the year for
.
PIer and Harbor Guards (ProtectIve SerVIces category), both of
WhICh should ne targeted for females and/or mlnorltIes.
The an-
tIcIpated vacancy for a Carpenter (SkIlled Crafts) should also be
.
targeted for a female, as should the two antIcIpated Custodlan I
posItIons (ServIce/MaIntenance category).
.
.
.
S3
.
.
.
A'iTIC!l?ATED A/',ER .
;.I"TEI:/; VAC1\.NCIES !lLACK II ISP;.rlIC ASIA'l IM:rM; FElAL:::
.
OFF:!:CIALS/AD'1IN
PROFESSIONALS
1
TECf[NICIANS
.
PROTECTIVE SERVICES
P~Rh-PROFESSIONALS
. OfT ICE/CLERICAL
SKILLED CRAFTS 2
SERVICE ".AI~~ENA~ICE
1 1
.
.
The antIcIpated vaeancy In the P~ofesslonal category (Water
.
ChemIst) should be targeted for a mInorIty.
The two vacanCIeS In
the SkIlled Crafts category (Water SupervIsor-ConstructIon and
SenIor PublIC Works Inspector), as well as the antICIpated vacan-
.
cy for a Laborer I (ServIce/MaI~tenance category), should all be
ta~geted for females.
.
54
.
.
.
VACA~JCIES
ELhcr
HISP'UlIC
AS IAN
MER
INDIAN
fDALE
.
~,..;AS?E.HA":ER
ht\tTICIPArED
CfFICIALs/;mlIN
?Z;:CF2SS1GNl;,LS
.
'i'ECW.;ICI>U,S
rRO~~CTIVE SERVICES
I.
I
i
,
I
?~RA-?ROFESSIO~ALS
.
OFFICEiCLERICAL
SKIL~ED CRAFTS
SERVICE ~~INTE~ANCE
1
.
.
The antlclpated vacancy for a Laborer I should be targeted for a
female.
.
.
.
55
.
LIBRARY
.
The June 30, 1985 workforce compostlon of the Llbrary appears
below, by Job category:
.
i.:::BRARY
. 6!](JfB5 INCUUBENTs
! llH ITE BLACK HISPANIC ASIAN AN IND iOTAL
i [f F r H F - }l 1 T }1 F T "I F T H F
1-
OFFICIALS; "' 2 2 2
"
AD:n:EST1l.ATORS ., - lOG lOG - 100
,.
PROFESSIONALS ~~ 19 2ii 1 1 1 1 21
86 H 5 5 oj 5 95
. I
TE':PNIC:;:..-,~s ,-
of,
?;;'OTECTiVE .:i: I
St:RVICEs ., [
.,
. P;.~-=\- 'F t - il 8 1 - 1 1 I 10
'f 80 80 10 10 - :0 10 I - 100
?rCFEsSI0N.Ls ~ I -
!
1 l~ ! ~ I
OF:ICEI 14 15 2 - 1 2 1 2 18
1~ L. ,
CLERICAL ., 70 75 10 lOl 10 5 10 90
!.
I i
I I
I I
S'.:.lLLED :ii:. I I
CFf.?,S . r I
. 1
1
SERVICEI 2 2 4 4 I 1 I -,
if. I
M.."';:~TENA'lCE 29 29 57 57 14 14 J 100
".
J' 4 43 47 4 3 7 5 I 1 1 2 10 Sl
"
TOTAL % 6 70 77 6 5 11 B 2 2 ;) 16 84
I
.
.
DurIng 1984-1985, the LIbrary lost two mInorIty LlbrarIans (Pro-
feSSIonals category), decreasIng mInority representatIon In this
.
category from 19% to 9%.
However, because of other afflrmatlve
actIon hIres durIng the year, mlnorlty representatIon In t~e
.
56
.
ParaprofeSSIonal category Increased from 11% to 20%, and 10 the
Overall, mInorIty rep-
.
OffIce/ClerIcal category from 20% to 25%.
resentatIon In the department remaIned stable durIng the year.
Female representatIon remaIns a strength at 84% overall, con-
.
trIoutlng to the C1ty'S overall favorable posture 10 thIS regard.
SpecIfIC 1985-1986 goals for the department as a whole appear
below:
.
L!BRARY
. OFF!CrALS/ADMIN
PROFESSIONALS
TECHNICI}\~S
PROTECTIVE SERVICES
.
PARA-P~OFESSIONALS
OFFICE/CLERICAL
. SKILLED C'U'LFTS
SEqVICE MAiNTENANCE
.
I ANTICIPATED A.".E.R .
VACANCIES BLACK HISPANIC ASIAN INDI~l FEL'lLE
1
I , I 1
i I
i I
I
i
I I
1 1 I
\
I ,
1 I
j- !
j i
i J I
! r
I i
I
I i
3 1 I 1 ~
,
I !
j
! I !
I
~ 1 i I I 1 J
I I
,
The antlc1pated vacancy for a LIbrarIan I (ProfeSsIonals) should
.
be targeted for a mInorIty, as should at least two of the three
antleIpated vacanCIes for Staff ASSIstant II (OffIce/ClerIcal).
The antIcIpated vacancy for a Custodian I (ServIce/MaIntenanee)
.
has been targeted for a female.
.
'57
.
POLICE
.
The June 30, 1985 workforce composltIon of the Pollce Department
appears below, by Job category:
.
Po",rCE
. 6/30/85 :;:~CvMBE~ITS
! "'lUTE SLACK H:iSP....OSiC AS~AN &'1 :ND T07AL
" F' T M F T :'1 F T 'I F 7 'I . T M r
"'
;
OFFICIALs/ It 5 5
5 100
.l.D: aXI S:RA tORS 100 - laC
11 : 1 a J
. I i~ 7 ~
PROFESSIONALS i. Jl 85 8 8 8 8 52 38
54
i 11 11
I" i 9 2 2 5 5 10 1 1
TECHi'lICIJ..NS i~ 5 50 50
.. 18 41 9 9 23 23 45 5 -
'. 23
1
! 3 135 ~3
?RO:ECTIVS l~ .108 29 137 9 ~o 19 16 3 19 2. 1
SZRVICES 60 16 77 5 6 11 9 2 11 1 1 2 ~6 2~
. ;
i
PARA- I'~
PROESSIG'IALS ! '.
1 9 1 & 5 3 2-:'
OFFICE I I ,~ 2 14 16 9
7 53 30 30 : 3 13 17 10 90
CLERICAL \ '7. ~7
l~ r i
I
. SKIL:"ED i
CRAFTS ,% I
! , j 3
SE'\I!ICEI ,! 1 2 2 4 1 1 21 i
50 ~~
MAI:"ITWA:1CE ., 33 33 67 16 16 33/ i
'. I
22 13 35 ! lE6 89
" 129 53 182 11 22 331 1 1 ~5 3:;
TOTAL i 1, I 50 2I 71 4 9 131 9 5 14 - - I
.
oos~t~ons ~n"l'~d"d ~n ,:he ?rote::::t~ .~-e Ser~","'.1..r::::as '-':::3.tea~!:'YI 130 -"r~ SWC~'l. P-=l~c'!:'
O~ 1.79 accup~ed ::Jerso..,n~l, 71 5% are io-,Tf"'l.-t-e "'lal~E , '0 ~. arE! ~;am~'1i
Se!"aeant!3 atld 0~flce:t's AJnON( these sworp
5 2~ alack, 10% are ff~SpaT'1CI 2 3~ oro ASlat', ar:J. 0 "3s-. are ~"""er~~3"l. I-"i.1ar-
are
.
The overall composltlon of the PolIce Department's workforce re-
.
maIned stable durIng 1984-1985, wIth mInorIty representation at
.
58
.
.
29% for the second year, and female representatIon increasIng
slightly from 34% to 35%. The department successfully met Its
goal of hiring a female ~lnorlty for Its AssIstant DomestIc ViO-
lence Counsellor vacancy, resultIng In an IncreaSe In both
~inorlty and female representatIon In the Professionals category.
MInorIty representatIon In the TechnICIans and ServIce/
MaIntenance categories also Increased durIng the fIscal year
(from 52% to 59%, and from 20% to 33% respectIvely).
.
.
.
WIth regard to the crItical Protective Services category, whIle
female representatIon Increased slightly (an actual Increase of
2%), mInorIty representatIon declIned by the same amount (2%).
Among the PolIce Officer and PolIce Sergeant classifIcatIons
only, mInorIty representatIon decreased SlIghtly overall (from
20.3% to 19.3%), whereas female representation Increased SIgnIfI-
cantly, from 7.9% to 10.8%). The department contInues to have
one of the most aggressive and ViSIble commItments to the City'S
AffIrmative Action Program, and should contInue to show progress
in increasIng both mInorIty and female representatIon in these
critIcal areas.
.
.
.
.
.
59
.
.
SpecIfIC goals for 1985-1986 are shown below, by )00 category:
.
. ;;NTICIPATED AI'ER
PC-LICE VAC;1ICIES BLACK tiISE'ANIC ASHN Iti G IAN FE~.ALE:
sr;: ICIALS/ Au-'aN
r::;:CFi:.SSI:)'"-tPLS
.
T:E;CH'; ICI:;'~5 2
PilGT>:CTIVE SE:RVICES i: 3 5 8
?AR~-?ROFESSIONAL5
.
OFF:<:CE .'CLERICAL 1 1
SKILLED CRAFTS
SERVIC>:: t._'l.INTE:-lhNCE:
.
.
The two antlclpated vacanCles for Communlcallon Operator II's
have not been targeted, gIven the already strong female and
mInorIty representatIon In the TechnICIans category.
Of the
.
eleven antICIpated vacaneles In the ProtectIve SerVIces category,
flve are PolIce OffIcer vacancIes, all of WhICh have been tar-
geted for eIther females or mInorItIes.
Other antICIpated vacan-
.
cIes In thIS category Include two ParkIng Checkers, two ParkIng
Structure Guards, and two Community SerVIce Offlcers.
Of these
SIX antICIpated vacancies, three have been targeted for mInorl-
.
tIes and three for females~
.
60
.
.
Of the fIve vacanCIes antIcIpated In the OffIce/ClerIcal category
(two TranscrIber TYPIsts and tnree Staff ASSIstant II's), two
should be targeted for mInorItIes.
.
.
.
.
.
.
.
.
6l
.
.
FIRE
.
The June 33, 1985 workforce cornposltlon of the Flre Department
appears below, by Job category:
.
F::RE
. 61303/85 INGU11BENTS
, r,nilTI: aLACK HISPi\.NIC I AS 1M; 1 AN WD TOT'IL
, T t{ F r 'I F
; '1 F T 11 F T tl F r 11 i'
i 1
I
CFFICI;LS ;' -. I ' 7 7
'.D:amSTRATORS " il0'J 100 i 100
I
, I
PROFESSIOHAlS -- J a ia 1 19
. '" 95 95 100
" - !
'I i 1 1 1 5 1
TECPNICIANS ,. - 57 17 17 17 17 I 83 17
" 0' 1
,
,
iF i i 1 1 75 2
PROTEC:'IVE 61 2 03 ~I 8 8 1 2-
SERVICSS 7. 79 82 ~I 10 10 3 1 1 97 3
i
. '!t 1
P~R;-_- 0,
PfOF;;;SSIG"l;'LS "
i
OFFICEI if. I - 2 1 1 1 3
CLERIc;L -, 67 33 33 - 100
, ! 0' I
i
1
. SKILL;;;D It J
C~AF7S ..
SERVICE/ 1'1 1
'tA I 'H~N 'INeE ~ I
,\ ! ':Ill 4 94 4 10 1 11 2- 2- 1 106 6
TOTAL '{. I ao 4 84 4 9 , 10 2 - 1 95 5
.
.
DurIng 1984-1985 the Flre Department contInued to make notable
progress In Its prImary obJectIve of IncreaSIng both mInorIty and
.
female representatIon among the sworn ranks of the department.
.
62
.
WIth the hIrIng of the CIty'S fIrst successful female FIre-
.
fIghter, female representatIon WIthIn the sworn ranks IS now a
realIty.
MInorIty representatIon wI~hln the ProtectIve SerVIces
category Increased from 13% to 18%, wIth Black representatIon
IncreasIng from l% to 4% and ASIan representatIon IncreasIng from
.
0% to 3%.
The I~pact of the department's affIrmatIve actIon ef-
forts over the last three years 15 now YIeldIng measurable
results.
.
WIth regard to non-sworn posItIons, the department also made Slg-
nifIcant progress durIng the year. MInorIty representatIon In
.
the TechnIcIans eategory Increased from 17% to 33%, and from 12%
to 16% for the department as a whole.
Future goals WIll InevItably contInue to focus prImarIly on In-
.
creasIng the representatIon of both mInorItIes and females wIthIn
the sworn ranks of the department.
.
SpecIfIc goals for 1985-1986 appear below, by Job category:
FIRE
ANTICIPATED
VACANCIES
BLACK
'IISPJIJ:IC
ASIAN
AY.ER
INI;IAN
E'n..ALE
.
OFFICIALS/ADUIN
PROFESSIONALS
TEC'lNICIA"lS
4
\,
I
I
.
PROTECTIVE SERVICES
1
1
2
P~RA-PROFESSIONALS
OFFICE/CLERICAL
.
SKIL.LED CRAFTS
SERVICe ~~INTENANCE
.
113
.
The department antIcIpates four 21reflghter vacanClES durIng
1985-1986. Of these, three have been targeted for ffilnoritles and
.
one for a female.
.
.
.
.
.
.
.
.
.
64
.
TRANSPORTATION
.
The June 30, 1985 workforce composltlon of the Transportatlon
Department appears below, by Job category:
.
rRANSPO'l.TAT!ON
. INCl:MBE.NTS
6130/85
; Hf'I:'E BUCK HISPANIC ASIAN AM lND TOTAL
; tl r T M 1;' T :-l F T '1 F T }I F T "l F
DFF!CI ~LS .! .. 5 1 6 5 1
>,CllIt.;IS7RJ..TORS % 83 17 1uO 83 17
. P~CrE5SIGN;.LS i if ! 1 1 2 1 1 2 ~
., 13 33 67 33 33 67 33
. I.
i
TSCHliIClrl<S 11i
0;
..
Pi:{OTECTIVE I it
S:R"IGES , ..
. I i
?~R...;- 1-' I . I
-.
l'f-GFESSION.:..LS I i~ I - 100 100 - 100
Dt""FrCr::/ # :2 ~ 6 2 2 2 6
CL2RIC~L go 25- 5D 75 25 25 I 25 75
.,
. S-.zILLED :f I 5 5 8 8 6 6 3 3 22
~R,,"'lS 23 23 36 36 I 27 27 14 14 , 100
"
SERVICE! I : 38 5 ~3 76 HI 94 26 2 2a 141 25
}1r I"iTEN;~~CE 1% I 23 3 26 46 11 57 16 1 17 85 15
, ~2
111 63 04 18 102 , 32 4 36 5 5 172 34
TOtl,L i ~~ ~ 2S 6 31 U 9 50 I 16 2 17 2 2 83 17
. i I
.
.
The workforce compOSItIon of the department remaIned relatlvely
stable durIng 1984-1985 wIth regard to the representatIon of
.
mInorItIes and females.
The only slgnIflcant change occured 1n
.
65
.
the SkIlled Crafts category, where mInorIty representat10n 1n-
.
creased slIghtly from 72% to 77%.
However, as noted In prIor
years, the department's overall mInorIty representatIon (69% cur-
rently) IS far In excess of S.M.S.A. populatlon percentages,
.
WhICh contrlbutes sIgnIfIcantly to the CIty'S overall affIrmatlve
actIon goals.
Contlnulng goals, as opportunItles prssent them-
selves, should focus on lncreaslng feMale representatIon In the
SKllled Crafts and ServIce/MaIntenance categorIes.
.
SpecIfIC goals for 1985-1986 are shown below, by Job category:
.
:'~i\NSPQq7;'TIO~
;;rJ'1INISl'RATION
A"iTICIPATED
VAC'l.UCIES
BLACK
HISPANIC
ASIAN
A!'.ER
Ih[;IAN
FE~.ALE
PROTECTIVE SERVIC~S
I I I I I
I
i I
i 1
;
, 1
I I i
1 1 1 i
~ , I
[ I I
,
~ ! I !
I i
I l
\
i
I
1
OFFICIALS; ADbIIt.
.
PROFESSIOl.,I-LLS
'fECilNICIANS
.
p~~-pnOFESSICNALS
GFFICEjCLERICAL
SK1LLEO CF_;FTS
.
SERVICE ~~IK7E~ANCE
.
The antIcIpated vacancy for an ~sslstant Admlnlstratlve SerVIces
OffIcer (ProfessIonal category) has been targeted for a female or
a mlnorlty.
.
.
66
.
.
.
l'RAtiSPORTATIOIlo
".AINTENANCE
ANTICIPATED
VACANCIES
BLACK
HISPAtIIC
AS IAN
A."-.ER
I,<r.IA'l
~
I
I
OFFICIALS/ AD'lIN
PROFES5IO~ALS
.
T!:C'l'UCIA'lS
PROTECTIVE SERVICES
P~RA-PROFES5IONALS
.
OFFICE(CLE'lICAL
SKILLED CRAFTS
2
SERVICE ~~INTENANCE
.
.
.
The three antIcIpated vacanCIes In the SkIlled Crafts category
are for MechanIc ASslstants, two of WhICh have been targeted for
females.
.
.
.
67
.
.
.
"'J"::R
AliT IC Il'o,l'ED FE~.ALE
TRA~"S?G-RT1: -rIC.':-J ELACK 'HSP"';IC ~SI;..t-~ Il.CIAl-.
:'t.[~.Nr::i:':'.~s V;CAL:1CIES
, 1
UtI":C I lI. LS'" Au~Il r-,; I I I
. i
j ! I I
;>"QFESSICtl;"LS I I I
j
i- i
j I 1
TEcm; ICI.;NS I I I
I
; I I
FROTECTIVE SERVICES l I ,
. I
i I
?Ar-A-P~OFEssrO~ALS [ I ,
i I
[
Or'F1C.E/CLZR1CAL I I I
i I
. SKILLED CRAFTS ) i
I i
SERVICE: tlAI1'iTE'lAVCE i ) 7
i 10
.
.
Of the ten vacancles antIcIpated In the ServIce/MaIntenance cat-
egory (elght Motor Coach Operators and two Motor Coach Cleaners) ,
seven have been targeted for females.
.
.
I
68
.
CIVIC AUDITORIUM
.
The June 30, 1985 workforce composItIon of the CIVIC AudItorIum
appears below, by JOo eategory:
.
.
crVIC AUDlrORlU~
I ! \';lllTE J
I, i 'I 0' T H
I ~ 11 ~~ <~ lO~ 1
!,},' --,
h I I
J ~ I 1
o I
L J J
I; I I],
1'. 1 00
J ~ I 5~ 5~ \
I
BLACK.
F
HISP"NIC
~f F T
INcm1BENTS
ASIAU
M F
I AN nlD TOTAL
T 1 ~ F T ! u F
I
! [ 1
100
J
I I
I
I I
I
! I
i
I
I I
I I
I
2
- 100
I
6j]Oi85
PRCt'ESSION;.LS
T I
I
I
I.
I
,
!
.
OFFICHLSi
;,DIElilS:R<..TOaS
,ECHNICIANS
.
PROTEC1'lVE
seRVIC;;;S
P';R; -
FIWFESSIONALS
.
OFFICEI
Ci.:::iUC....L
1 1
50 50
.
1
SiZlLLED I~ I J
CR ".FTS 1 ,
! . ! 2 - 2 3 - 3 1 - 1 11 -
sER'iICEj 1~ i 5 - ~
t1..;I i:iTE70--.jAUCE 45 - 45 18 - 16 27 - 27 9 - 9 100 -
I
! 1
~~ I 5 1 7 2. - 2 3 1 2~ 1 1 - 1 12 2
TOTAL . 0 7 50 14 - 14 21 7 7 - 7 66 H
'. ~J
,
.
.
.
69
.
There was vIrtually no change In the workfarce composItIon of the
.
CIVIC AudItorIum durIng 1984-1985.
Mlnorlty representatIon re-
maIns strong at 50% overall, exceedIng the percentage representa-
tlon of ~Inorltles 1n the S.M.S.A.
However, females remaIn rep-
.
resented only In the OffIce/ClerIcal category.
Future hIrIng
categorIes.
deCISIons should focus on lncreasIng female representatIon In all
.
SpeclflC goals for 1985-1986 appear below:
.
CIVIC AUDITORI~M
OFFICIALS / AD~'IN
. PROFESSIONALS
TECHNIC I l\NS
PROTECTIVE SERVICES
. PARA-PROFESSIO~ALS
OFFICE/CLERICAL
SKILLED CRAFTS
. SERVICE ~I~TENA~CE
.
ANTICIPATED
VACANCIES
A.~ ER
I~CI~
F~.ALE
ASIAN
BLACK
II I SPAlTIC
1
I ! I
l' I
i
! I
!
I
i i
I I I
I I
I i , ,
I
I 1 I
The antICIpated vacancy In the Professional category (AudItorIum
BUSIness SuperVIsor) has been targeted for a female.
.
.
70
.
AIRPORT
.
The June 30, 1985 workforce composItIon of the Alrport appears
below, by Job category:
.
AIRPORT
. 6/30/8S INCUl-'BENTS
ImITI: I ll~CK HISPNHC ASIA:-l A:1 ~ND 701"AL
~t F T ! M F T M F T 1-1 F T M F T "1 F
OFPI C lALS / # 1 ,
ADMINISTRATORS Of lOO - 100 100
I.
PROFESSIC'"lALS It 1 I 2 1 1
I, 50 50 100 SO 50
.
TECP'1ICIANS jt
i I.
PROTECTIVE U 3 1 1 1 4 1
SERVICES ., 60 20 80 20 - 20 80 20
'.
. P ~.RA - it I
PROFESSlON;'LS % I
I
, I !
OFFICE/ I ,~ J - 1 1 1 1 : 2
cnRICH I ~'. , 100 , HlO
I - 100 100 100 ~
1
SKILLED 1
i'.:
. CRAfTS I.
SERVICE! " ~ ~ 4 4 8
"
'IA lNTE'lA>ICE " 50 SO 50 - 50 100
'.
TOTAL ~f i 9 ) 12 1 5 5 14 4
I" ! 50 17 67 6 6 28 28 78 22
'.
. I
.
Dur1ng 1984-1985 the AIrport made SIgnIfIcant progress 1n In-
creasIng the representatIon of females wIthIn the workforce. The
.
hIrIng of a female SenIor AdmInIstratIve Analyst Increased female
representatIon In the ProfessIonals category from 0% to 50%,
.
71
.
wnlle the hIrIng of a female AIrport SecurIty Guard Increased
.
female representatIon ~n the ProtectIve SerVIces category from 0%
to 20%.
Future goals should focus an achIeVIng representatIon of females
.
w~thln the ServIce/MaIntenance category, should hIring opportunl-
tIes arise.
.
SpecIfIC goals for 1985-1986 appear below, by Job category:
AliTrCIt'ATED AI'ER
:"IRi'ORT VAC>,lICIES BLACK ilISPMIlC AS IAN IliC IiU'l FE'.ALE
. I
GFFICIALS!ADHIN l
;
D'lOFE5SICNALS I
1
'!'ECH~-trcr;NS i
. I
i
PRGTECTI';E SERVICES ~ I 1
p~a~-i'nGFESSIOLAL5
i
. OFfICE/CLERICAL I
SKILLED CRAFTS I
SERVICE }lliINrENili,CE , 1
I
.
The antIcIpated vacancy for a NOise Abatement OffIcer (Profes-
.
slonals) should be targeted for a female.
The antIcIpated vacan-
cy for an AIrport SecurIty Guard (Protective SerVIceS) should be
targeted for eIther a minorIty or a female.
The antICIpated
.
vacancy In the SerVIce/Maintenance category (Airport Attendant)
has been targeted for a female.
.
72
.
.
ARTS COMMISSION
appears nelow, by Job category:
The June 3, 1985 workforce compOSItIon of the Arts CommIssIon
.
. l- WIiI!!:: I
, 'I F r
! I
OFfICIALS/ I'; 110~ 1
;.Dl1itHSTR;..TORS .~ 100
,
i ,. !. I
PRDFESSIONrLS I~ f
. j ,! I
rECJ.{NICIA~IS i: i
r !
?RG7:':CT!VE I ~. I
Si::tVICES f i;
1 !
I~ I
. ?o;R.;..- " J i
PROF:::SS lO-'IALS '. 1
,
I" I
i 1
OFFICE/ I 1
CLERICAL I I. I - 100 hiD I
r I
SKILLED I" ,
If, t
CRAr7S '. J
. I
SERVICEI ! 'f I I
"I
i'l4.i r-iTENM.JCC: 7. !
ft 1 1 2
TOT.\L % 50 50 100
.
SLACK
H F T
'\.RTS Cmu.lIS5!ON
6/30/85 I~CUMaE>>TS
HISPANIC I ASIAN
:1 F T M F ~
I
I
I
I
I
I
j
I
I
I
i
I
I
MI nD
H ~ T
TOTP-L
!i F
100
1
)00
1 1
50 50
A small department, the Arts CommIssIon consists of only two bud-
.
geted pOSItIons, Cultural Arts AdmInIstrator and Staff ASs1stant
IV. No vacanCIes are antIcIpated for 1985-1986.
.
.
73
.
RENT CONTROL
.
The June 30, 1985 workforce composltlon of the Rant Control Agen-
cy appears below, by Job cat2gory:
.
RE~.T CONTROL
.
6/30/85 INCUMBENTS
;.1H!TE BLACK HIS?>lliIC ! ASIA:, /01'1 IND lOTAL
;~ F ... M F T M F T V- T M F T 11. ::-
. -
i
OFFICIALS/ J j~ I 2 2 ~ 2 2
ADMIlHSTRATORS [7- I so 50 100 50 50
I
. It! I 13
P'lOFES S lONALS l 1 12 13 1 1 1 1 3 3 5
"'. 6 67 72 6 6 6 6 17 17 28 i2
" 1 1 1 1 l
TECHNICIANS " ~
./ 50 50
". 50 SO 50 50
PItOTECTIVE [.,
-r
. SERVICES 1% I
p..R.;- 1-'1 ~ - 1 1 1 1 -
. "2_' i 50 50
P~OoESSION"'LS i i~ - 50 50 50 - 50
I
I
OFFICE! t~ 8 9 2 2 2 2 - 12
CLERICAL '" - 67 .:i7 17 17 17 17 - 100
'.
. sKILL;:D -,
! ~r
CRAFTS 1%
SERVICE! ,~
11.".WTENANCE ."
:ij ~ 23 27 - J J 3 3 3 9 29
. TQTl\L '" 11 QO 71 5 6 13 B a B 8 24 i6
'.
.
Female representatIon at all levels of the Rent Control Agency
remaIns a SIgnIfIcant strength of the department.
With overall
.
female representatIon at 76%, and wIth a mInImum female represen-
tatlon of at least 50% In all categorIes, the Rent Control Agency
.
74
.
.
to females.
contrIbutes sIgn1flcantly to the overa~l CIty fIgures wIth regard
Dur1ng 1984-1985, mInor1ty representatIon In the agency rose from
.
24% to 29%, prImarIly due to the hlr1ng of three ASIans 10 the
ASIans now
ProfeSSIonals category, consIstent wIth theIr goals.
1983-1984.
comprIse 8% of the total agency workforce, contrasted wIth 0% 10
.
Future hIrIng goals should focus on lnereaslng the representatIon
of HIspanIcs at all levels, whIle maIntaInIng the agency's other-
.
WIse excellent hIrIng patterns.
Spec1fIC goals for 1985-1986 appear below, by Job category:
.
RPl';' CONTROL
;'DMnIIST~TlON
. OFFICIALS/ADMIN
PROFESSro"lALS
TECHNICIANS
PROTECTIVE SERVICES
.
PARA-PROFESSIONALS
OFFICE/CLERICAL
. SKILLED C~'!'S
SERVICE ~~INTENANCE
.
.
ANTICIPATED
VACANCIES
Al-..ER
INt.IAN
BLACK
HISPANIC
AS IAN
FEl.ALE
[ I . I
I i I i
I I
I I
I
1 1 1 I
! I
i j
!
J , I
I ! I I
I
I I !
i ~
~
I
1 1 I
I j ! I
, I I
I ! I I
f I
75
.
The antIcIpated vacancy for a SenIor AdmInIstratIve Analyst (Pro-
.
feSSlonals category) has been targeted for a mInorIty, as has the
antIcIpated vacancy In the OffIce/ClerIcal category (Staff ASSIS-
tant II I) .
.
.
j;,;Ei::i7 CCl'-JrROL
?RGPE:"TIES
;NTICIPATED
VACANCIES
A.."ER
BU,CK
ilISPANIC
ASIAN
INCIAN
FE~.ALE
OFF Ie IALS,' AOlIIN
I I ! I
! ,
I j i
I i I
, i
I r
2 1 1
:
r
i
! i
,
, i I
i I I I :
F~OFESSIQl\i;"LS
.
TECQ"UClANS
PRO~ECTIVE SERvrCES
?~~~-PROFESSIO~&LS
.
;)FF~CE!CLt:RIC"'L
1
SHLi.:::il C~FTS
SERVIC';:: llAlt.TElilVKE
.
.
The cwo vacanCIes In the ProfessIonals category (PETSUM CoordIna-
tor and AdmInIstratIve Analyst) have both been targeted for
.
mInorItIes.
Of the four antIcIpated vacanCIes In the Off Ice/
ClerIcal category, two have been targeted for mInorItIes.
.
.
76
.
.
.
QEJ:.<T >::O'lTROL
;:'EGAL
OFFICIALSI ADtIIN
.
PROFESSIONALS
TEC~NICIANS
PROTECTIVE SERVICES
.
PARA-PROFESSIONALS
OFFICE/CLERIc;.L
. SKILLED CRAFTS
SERVICE MAINTE~ANCE
.
ANTICIPATED Al';ER.
VACANCIES BLACK HISPJIllIC ASIAN r,DIA~ PE~.ALE
.
,
I i
1
1 ! I
j !
I ! ,
2 1 1 t
i 1
1 ! I
i
I
, I I
. I
I i
I I I I
1 I i
, I I I i I
I I I !
;
i 1 I ! 1 i
I :
i I I
I I
J I
:
, ;
Two vacanCIes for Staff Attorneys (ProfeSSIonals category) have
.
both been targeted for mlnorltles.
The antlelpated vacancy ln
the Offlce/Clerlcal category (Legal Secretary II) has also been
targeted for a mInorIty.
.
.
.
77
.
WORKPLAN 1985-1986
.
The CItylS efforts this year should be focussed on the following
obJectives:
A.
IncreasIng the overall representation of HIspanIcs In
the workforce.
.
.
B. Increas i ng the represen ta tl on of Women and Mi nor I tIes
In the ProtectIve SerVIces.
c.
IncreasIng the representatIon of Blacks and HIspanIcs In
the OfficIals/AdmInIstrators and ProfessIonal
categorIes.
.
D.
IncreasIng the representatIon of WOIT-en In SkIlled Crafts
and ServIce/MaIntenance categorIes.
.
E. PlacIng addItIonal dIsabled persons In Jobs at all
levels.
.
F. IncreasIng the number of Women and mInorIty group
members receIvIng promotIons.
.
G. IncreaSIng
the
representatIon
of
Women
1!'1
the
OffIcIals/AdmInIstrators category.
.
The plannIng process for achIevIng these goals WIll Involve the
RecrUItment and SelectIon Manager, the ~epartment Head and
SupervIsor makIng the selectIons, the Personnel Analyst aSSIgned
to the exam and the CoordInator of the OffIce for the DIsabled,
where approprIate.
.
.
78
.
.
.
.
.
APPENDIX: DATA TABLES
.
.
.
.
.
.
-
...
-
...
-
-
-
-
-
..
...
...
..
..
.
I
C J
....., q C""} 0:.:: ~ '-' ~ ~ ~ r-.
Z <:: 0"1 M r-. 0"1 0::;- <.0 N M ~
2 =-- "l ~ ....... o::T ...... r-. <::T :...'"l en
01 <"">
V [,-I:
N..... OM 0 N N CO -:'oJ <::T '-::l....... CO <"'"J ::0 ;.r .....
- ....... ....... r-. <.0 M '-0 L!"l
L.."')
CO
I
0::;-
00
O"l
......
..- -00 MN J r-. I.."l -0::1" - ;....., "d'"' ....... ....... i 'T' CO
- C""J ..,. N ..... M r-. ..... ...... <"'"J
< I.!'l i
=-- ro '"'~ ; .'J ...... I ...... 0.: NN o:;l <.0 CO C'I l.CJ 0'\ I ..,.. N I N ...... .
o ; j N....... L l.CJ N <.0 C'I . C'1 N ........ . .......
;-; ~! ~.-< 0::;- I .-< .;:r M Ln CO ..... I..~ "'l . <::T - N N:
I ~
; <.0 ! r-. CO 1,0 = N N - ! ~ \.D .
I L!"l ;:...;
, , I I
; i , I
l.'"l ..... :.."')0 ....... r-. e::- 0 0: 0"1 "<:" -.. ..... .......
i . - ! I I I }~ I . I I : M CO
! ,-. ~: . ...... I ....... .....
1- i , ;
'Z I I '.
I...... I I I !
I NM ......N ...... r-. :.."l r-. : O"l en
i . - I I . I I I I I I J I N
: :z ... ..... I ! :
..... I / I
:.::x: I I
I I I :
i I
~ I I I M....... I . I 0:::1" CO , I M~ CO 0'\ '. o:::t -.. ~ ......
! .;:r . ! i N '.;;;)
.....
I 0\ ..... I MM CC <.0 oc:r CO CO r-. Nen I 0"- <::j'" i N N I Ln C'I
i I
1 I co . I.t"J ...... . o::r ...... . i ..... i ""
M ....... N N l..l"l L!"l <:::t" N N <.0
E--t I ...... M
Z 1
]< i C\.....I c..... I <.0 0::;- M..... <:::I" C'l i C'l CO ...... IT) ! N M
......r:..,l . I M . . <.0 . I N N I J , CO
I ~J:l I M t ""'" M . N I M ! N
-,::::; I 1
I i I MN N N ......N <:::I" 0"> I M r-. I CO N i N N 1 <"" 1.0
, :z I I <.n 1O ...... ....... I ...... ...... ~ <.0 .
! I ....... 0'\ N N - ~ ! N i ..... o:::r
I I N
I t.n C'l0 '(\J r-. ......~ M M CC ...... I ....... IT) I 0 - :.."l ......
M L.n ...... CO ...... . M i 0"1 . I L.C1 r-.
IU E-< 0 CO <.0 <.0 CI'\ ...... 00 ...... , ...... ::0 L."l <.0
...... ..... ...... N N ......
H
:L; I N I <.0 <.0 ! i
..:::: N..... r-. M ..... Nlt"l <.0 M ......lO r-. ...... "'l oc:r :
...... _ . . M . . ...... . C'l . :
eo. <:::I" N ..... <.0 o::T ....... oc:r ....... ....... ...... en ;
U):::.r ....... I
H ,
::: 1 ;::~I 1,0 ""'" C'\ N r-.
I N r-. 0 \0 0"1 0'\ r-. r-. L.n -.;:- <:t" . cc .
::<:: <:::I" ..... .;:r l.t) N CD 0"1 ...... <.0 1 M C
I <.O! LO L() 0\ M ...... N ....... ,
I MO -...... C'\ ...... 0"1 N ....... M <.0 L() ......M I ...... l,n 1 ..... NI
I ,
It"l ..... ,.... . <:::t . L.n N . 0 I r-. 'j
E-< co ....... I.t"J L.n ...... <.0 C'l NM ..... CO N r-. i C'l ~!
..... ..... IT) N IT) N l""l
I~~ r--. ~ ..... 1.0 <.0 r-. N 0:::1"1
MO M<:::I" ...... <.0 CJ:) r-. N . 0"1 . ...... M . r-. . I
<.n . It"l o::T . Nlt"l .... lO N 1.0 M 0 I
t-i ...... r-. . C'l ....... N - 1
10:1 r-. It"l co -0\ co!
00 r-. co co lO ...... 1.t"> 0"1 lO 0"1 r-. 0 1"C Cl"I . I
~ 1O It"l . M .... lO ..... Ln ...... 0 l.."') ~f
r--. r-. <:::t ...... \0 M r--. ......N M
...... N ......
I
...... <:::t It'lM O"l l.O I.t"J L!"l r--. lO o 0"1 0"1 N 0'1 In I It"l 0'\
E-< 0 . r- . C'\ ....... . r-. It"l N co . <.0 . <:::I"
NCO .;:r M It"l N M M...... ...... oc:r ..... ...... r- CO
~ lO <.0 It"l 0::;- ..,. o:::r M I - ~ I
E-< I ~~ <.n '-" --.:::F r"T o:::r '" ...... ....; <.01
co 0"1 r-. N 00 . M N ...... . N 0'1
!::;r.. co 000 ...... 0 r-. r-. N 0"1 M M Cl"I ~I
....... 0"1 N . ...... ...... N N <.0
13: N N
I -=- -....., r...... ... '-"J ... --=-=- I --.rrm ....., ~ ~
(T')q 0:) co N M . 0'\ . r-. . 0::;-
::.: ...... <.0 lO t.O ...... t.O r-. N ......0 ..--I r-. 0 0\
.......~ N('O") .;:r N N ....... ..,. N ...... N
=It:: dP =dP =It:: dP =It:: dP =It:: dP =It:: riP =dP = dP - ~
U)
,Q::; iJi tr.l
0 H H
8 o::C Ul ,.:( ril
-;n~ Z Z fLl Z U
0 ,.:( :> 0 z
HE-< H H Htr.l H H -.<
.::e Cl1 Ul U 8ril U) -.::e 0 ~z
HH Ul H UU Ul rilU ~Ul Ur.Ll
UZ >il Z ~H I ril UI-I HE-< 1-18 H
HH r... ::t: 8> o::C~ HCl:; H~ :>Z o::C
~Z 0 U OQ::; 0::0 ~~ ~~ O::H E-<
~Cl ~ fLl P::~ 4:0:: ~H ~~ 0
0,.:( ~ E-< 0..01 0..0.. OU O1CJ E-4
V1
f-
z:
c:x:
U
>-0
...J
::l..
Cl...
c::
APPEKDIX 1
-
-
-
-
..
-
-
-
-
-
.......
co
0\
r-i
.
("'j
::::0
0\
,..
.
c.......
;-t
Z
<C
c.J
'"'"I
....:l
:.'l.;
p...
<:::
.
.
.
.
:0;
:z
l;....l
I.~
::E::
<::;
:Zl
I
l I
l E-ill ~ ~.
]z
!~~!
'-.r) I
i< i
:zl
:<:
!:.....
ib
j:-'
C
~
~.:::::
!O
I
j H_ !
....-.~I
~ I'
~
b
:-.::E:
E-!
U
i~
:Z
i<::: ~
j;::'"
~~
i"'"-l
I:::: ::E::
1:::':::
iU
1<':%..0
t-J
~
~
I~
~;:..
1-
15' '"
l
:J"'>O
:...... 0
N .--,
~
\C LI"'l
N
CJ.f1
0'0
,.....l ..;:;-
......
I
j
:-.1
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-;
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...... '-I.
o
co
NO
oeo
Nr--
0'\
.--II"'-
r-I
C
CO,.....l
...... "
r-..
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LI"'l
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""~
COr-!
C""l
~
C"I...:t
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:j
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r--O\
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..;r N
LI"'l
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No::>
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r-I,S:::
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en
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o
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;;;;2
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<:u:l
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t-l H
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