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SR-606-000 (4) tP?J0-000 JI-E JAN 1 7 1984 PE:SEM:p Council ~eeting: January 10, 1984 Santa Monica, California TO: Mayor and CIty Council FROM: City Staff SUBJECT: 1983-84 AffirmatIve ActIon proJram Update Introduction This report transmIts the AffIrmatIve Action pr~Jram Update for 1983-84 for CouncIl's informatIon and requests that Council vote to adopt the Work Plan and Goals and to reaffirm the City's affirmative action policy Statement. Back9~2~nd Each year, the City gauges its success in aChieVIng a workforce representatIve of the diverse population of the region. T~e attached AffIrmatIve ActIon program Update reflects progress that regulted from affirmatIve action efforts in recruitment and selection on the part of managers, supervIsors and Personnel staff durin~ FY 1982-83. The update shows that women and mInoritIes have achIeved greater representatIon among Santa MonIca's permanent employees and the goals and workplan ensure that progress wIll contInue. The AffIrmative ActIon proJram update was presented to the Personnel Board in November and to The CommIssIon On The Status Of Women in December. Their comments, if any, will ~e )(-E JAN 1 7 1984 transmitted to CouncIl prlor to the Council meetIng at which the pro~ram is discussed. Reccmmendation It is recommended that Council vote to adopt the 1983-~4 Affirmative ActIon proJram Update Work Plan and Goals and to reaffirm lts affirmative action Policy Statement. Prepdred By: Susan E. McCarthy _' //----------- -~- .:-- /'-" EXECUTIVE SUMMARY The 1983-84 AffirmatIve Action proJram ~pdate confirms that the City continues to make steady progress toward a balanced workforce. The data analyzed In the followlng pages Illustrate both achievements that the CIty can be proud of and problems that the City must continue to address. Based upon that data, the follOWIng observatIons are noteworthy: prcgress In Permanent Workforce Representation o The number and percentage representation of Women, HIspanIcs and ASIans in the City's permanent workforce has increased in the past year, but their percentage representatlDn is still below their representatIon in the area labor pool. o The namber of Blacks in the City's permanent workforce increased slightly in the past year although their percentage representatIon decreased slightly. Nevertheless, the percentage representatIon of Blacks In the CIty'S workforce IS substantially higher than their representatlon in the area labor pool. progress In PromotIonal Representation o The CIty promoted Women and HIspanICS thIS year at a rate greater than their permanent workforce representation. I o The City promoted Blacks at a rate greater than their area labor pool partlcipation, but less than theIr CIty workforce representatIon. pt'OJress In ClosIng The "Earnlngs Gap" o Women make 90 cents on the male dollar In Santa Monica, an "earnings gap" signifIcantly smaller than the national average which is reportedly 59 cents on the male dollar. o The average salaries of women, increased at a higher rate than during the past year. Blacks and Hispanics those of White Males Progress In Hiring The DIsabled o Outreach disabled efforts and specIal were initIated and accomodations for the won praise from local organIzations serving the dIsabled. o DespIte these efforts only Slight measurable progress was made in hIring. Areas RequirIng Additional Effort o The Job categories in WhICh the City most needs Women are OffICIals/Administrators, Protective SerVIces, Skilled Crafts and service Maintenance. II o The Job categories in which the City most needs Hispanics are Officials/AdmInistrators, professIonals, Protective SerVIces and OffIce/ClerIcal. o The job categories in which the City most needs Blacks are Off1c1als/Administrators, ProfessIonals and Protectve SerVIces. o The As-needed workforce, which is not subject to civil serV1ce hIrIng restrIctions and WhICh provIdes a natural applicant pool for permanent vacanCies, should be used by Departments to Increase the number of Women and minorities in Job categories where their permanent workforce representation IS low. There are several 1mportant caveats regarding the interpretatIon and use of the information in thIS report: o Each year we c~pture the workforce compositIon durIng the SIngle pay period that represents the close of the fIscal year. ThIS gives a legittmate pOInt of comparison from year to year, but cannot be considered to tell the complete story of affirmatIve actIon activity. The resignation of a single Black employee In the payroll period precedlng June 30 may cause a Departmentls reported statistICS to plummet. A Hispanic employee may have accepted a key positlon and III be scheduled to start work in the payroll period followIng June 30. Job offers may have been made dU~lng the year to Women or MInorIties who decided not to accept the positions. o AffirmatIve ActIon Goals are a target that indIvidual Departments and the CIty as a whole attempt to reach. They are not inflexIble quotas, WhiCh are illegal, Any hire WhICh increases the absolute number of Women, Hispanic or ASIan employees is an affirmative act, regardless of the specific goal set for that posItion. Any hire or promotIon that places Women, Blacks, Hispanics or Asians into Job categories where they are underrepresented is an affirmative act, regardless at the specific goal set for a position. Circumstan~es can and do arise which make it Impossible or ImpractIcal to hIre someone other than a White Male although the position was targeted for an affIrmative action hIre. The City's goals must be flexIble by practIcal and legal necess1ty. o Job cate~orIes used In thIS report are those requIred by the Federal government. WhIle they are reasonably useful indIcators of where the CIty'S dIstribution problems eXIst, they do not tell the whole affirmative action story. For example, the Service/Maintenance category may evoke images of low paid unskilled labor. While such positions are in that category, so are IV relatlvely well paid supervisory posItions and Motor Coach Operator posltlons. Mlnority group members who are strongly represented In the Service/Maintenance category should not be thought of as relegated to poorly paid dead-end Jobs, as that is not the case. Compillng thlS report and moving It through the required review processes IS time consamlng. Council WIll consIder this report mIdway through the year for WhICh these goals apply. The goals have been adminIstratIvely implemented for several months and both Personnel and the indIvidual Departments are using thIS document for gUIdance in selection procedures. v . .. CITY OF SANTA MONICA AFFI~~TIVE ACTIO~ PhOGPAM UPDATE 1983 - 84 EXECUTIVE SUMMARY The 1983-84 Affirmative Action ProJram update confirms that the City continues to make steady proyress toward a balanced workforce. The data analyzed in the followinJ pages illustr~te both achlevements that the City can be proud of and proble~s that the City must continue to address. Based upon that data, the following observations are noteworthy: Progress In Permanent Workforce Repr€sentatton o The number and percentage representation of Women, HispanICS and Asians in the CIty'S permanent workforce has increased in the past year, but their percentage representation is still below their representatIon in the area labor pool. o The number of Blacks In the City's permanent workforce increased Sllghtly in the past year although thelr percentage representatIon decreased slightly. Nevertheless, the percentage representatIon of Blacks in the CIty'S workforce is substantially hIgher t~an their representation in the area labor pool. progress In PromotIonal ~epresentation o The Clty promoted Women and HispanICS thIS year at a rate greater than theIr permanent workforce representation. I o The City promotBd Blacks at a rate greater than their area labor pool partIcIpatIon, but less than their CIty workforce representatIon. proJress In Clo':nn/J The "EarnIngs Gap" o Women make 90 cents on the male dollar in Santa Monica, an "earnIngs gap" significantly smaller than the national average whrch IS reportedly 59 cents on the male dollar. o The average salaries of Women, increased at a higher rate than durlng the past year. Blacks and Hlspanics those of White Males Progress In HIrIng The Disabled o Outreach efforts and special accomodations for the dIsabled were Initiated and won praise fram local organizatIons serving the dIsabled. o DespIte these efforts only SlIght measurable progress was made in hIring. Areas Requiring AddItIonal Effort o The Job categories in .....hich the City most needs Women are Officials/Administrators, Protective SerVIces, Skilled Crafts and Service MaIntenance. II o The Job cateJor1es In wh1ch the CIty most needs Hispanics a~e Offlc1als/Admln~st~ators, Professionals, Protective SerVices and OffIce/ClerIcal. o The Job cate~ories In ~hlCh the City most needs Blacks are OffIcIals/Administrators, Professionals and protectve SerVices. o The As-needed workforce, WhICh is not subject to CIvil service hlring restrictions and WhICh provides a natural applicant pool for permanent vacanCIes, should be used by Departments to increase the number of Women and minorIties In Job categorIes where their permanent workforce representatIon IS low. There are several Important caveats re]ardIng the interpretatIon and use of the information 1n thIS report: o Each year we capture the workforce compositIon duril~ the sIngle pay perIod that represents the close of the fIscal year. This gives a legitimate point of comparison from year to year, but c~nnot be considered to tell the complete story of affIrmatlve actIon actlvlty. The resJ.gnation of a slo;Jle Black employee In the payrolJ period preceding June 30 may cause a Departmentls reported statistics to plummet. A HispanIC employee may have accepted a key posJ.tlon and III be scheduled to start ~ork In the payroll perlod following June 30. Job offers may have been made dur ing the year tQ Women or Minorities who dec ided not to accept the positions. o Affirmative ActIon Goals are a target that IndIvidual ~epartments ~nd the City as a whole attempt to reach. They are not InfleXible quotas, Wh1Ch are illegal. Any hire which Increases the absolute number of Women, Hispanic or ASIan employees IS an affirmative act, regardless of the specific goal set for that position. Any hire or promotion that places Women, Blacks, Hispanics or Asians into Job categories where they are underrepresented is an affIrmatIve act, regardless of the specifIC goal set for a pOSItIon. Clrcurnstan"ces can and do arise WhICh make It ImpOSSible or Impractical to hire someone other than a White Male 31though the pOSItion was targeted for an affIrmatIve actIon hire. The City's goals ~ust be flexlble by practical and legal necessity. o Job catsJories used 10 thIS report are those reqUIred by the Federal government. While they are reasonably useful InjIcators of where the City's distribution problems exist, they do not tell the whole affIrmatIve action story. For example, the Service/Ma~ntenance category may evoke images of low paid unskilled labor. While such positions are in that category, so are IV relatlvely ~ell paId supervIsory pOSItIonS and Motot Coach Operator posItIons. MInority group members who are strongly represented 1n the Serv1ce/Maintenance category should not be thought of as relegated to poorlI paId dead-end Jobs, as that 15 not the case. CompillnJ t~lS report and moving It through the reqUIred reVIew processes is time consuming. Council will conSIder thIS report midway through the year for which these goals apply. The goals have been administratlvely implemented for several months and both Personnel and the individual Departments are uS1n~ this document for gUidance in selection procedures. v TABLE OF CONTENTS Policy Statement Sexual Harassment Pol~cy Dissemination of Policy Statement Responsibilities for Implementation Complaint Resolution Procedures Overview Advancement ~n the Permanent Workforce Average Salary Data As-Needed Employment The Disabled Affirmat1ve Action Goals 1983-1984 City Manager City Clerk C~ty Attorney Finance Personnel Purchasing Community and Economic Development Recreation and Parks General SerV1ces L1brary Pol~ce F1re Transportation Auditoriwn Airport Pier Work Plan 1983-1984 1 2 ... ~ 4 4 5 9 11 13 15 18 ' 21 23 25 31 33 34 39 44 51 53 56 59 63 64 66 67 Append1X: Data Tables Applicants 1982-83 Applicants 1981-82 Permanent New H1res 1982-83 Permanent New Hires 1981-82 Permanent Employees 1982-83 Permanent Employees 1981-82 As-Needed Employees 1982-83 As-Needed Employees 1981-82 App. 1 App. 2 App . 3 App. 4 App. 5 App. 6 App. 7 App. 8 POLICY STATEMENT In the belief that a balanced workforce is essential to serviny the needs of a d~verse communitYt the City of Santa Monica herein codifies its continuing commitment to proviae equal employment opportunity based on individual merit. In the recruitment, selection, assiynmentt promotiont discipline and training of personnel t we will consider only Job-related skillst abilities knowledge and performance. We will develop positive measures to eliminate discrimination based on racet colort gendert national origint religion, aget disability or sexual preference. In addition, we are committed to the elimination of any form of sexual harassment in the workplace. Where adverse impact has resulted from prior practicest we will take prudent remedial action. We will maintain records that document our progress towaro meeting our commitment. We welcome constructive suggestions that will improve the effectiveness of our affirmative action program. 1 CLARIFICATION OF THE AFFIRMATIVE ACTION POLICY CONCERNING SEXUAL HARASSMENT It is the policy of the City of Santa Monica 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 Civil Rights Act and of the Santa Monica Municipal Code Section 21051 (fl. Sexual advances, requests for sexual favors, and other verbal or physical conduct of sexual nature, constitutes sexual harassment when: A. submission to conduct is made either an explicit or implicit condition of employment: B. submiss~on to or rejection of the conduct is used as the basis for an employment decision affecting the harassed employee; or c. the harassment substantially interferes with employee's work performance or creates an intimidating, hostile, or offensive work environment. Any employee or applicant who feels that he/she has been discr~inat' against due to sex or is the victim of sexual harassment should repo~ such incidents without fear of reprisal to his/her supervisor, Personnel, or any member of management who he/she feels can help. Confidentiality will be maintained. In determining whether the alleged conduct constitutes sexual harassment, the totality of circumstances, the nature of the act, and the context in which the alleged incident occurred will be investigated. The City of Santa Monica considers sexual harassment to be a major offense which may result ~n suspension or discharge of the offending party. 2 DISSEMINATION OF POLICY STATEMENT Internally, copies of this update of the Affirmative Action Program will be provided to each Department Head. Periodic training sessions are conducted under the direction of the City Manager to ensure that all management and supervisory personnel are aware of their responsibilities under the plan. All City employees will be given a copy of the policy state- ment when it is approved by Council. New employees are informed of the policy statement and general content of the program in their orientation packet and in the Employee Handbook. Externally, all major recruiting sources, including the Evening Outlook, the Los Angeles Times, and minority and women's organizations, receive a copy of the City's Affirma- tive Action policy statement. All contractors and suppliers have been sent notice of the establishment of our program. The Affirmative 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 public and employee purusal. 3 R~SPONSIBIlITIlS FOR IMPLEMeNTATION The City Manager retains final responsibility for implementation of the Affirmative Action Program. The Director of Personnel is responsible for the daily administration of the program described in the following pages and is responsible for the prompt investigation and resolution of complaints. The Department Heads are hereby directed by the City Manager to work closely with the Director of Personnel to meet the yoals outlined in these pages. Pro~ress in me~tiny affirmative action yoals shall be considered in the annual evaluations of all manayement and supervisory personnel. lvery City employee is expectea to respect the Qi~nity of co-workers and to refrain from any actions, includin~ the use of slurs or Jokes reyaroiny sex, aye, race, national oriyin, religion, disability or sexual preference/orientation, which could be construea as harassment. ~ COMPLAINT RlSOlUTION PROClDUReS An individual wishiny to file a complaint should discuss the matter with his/her immediate supervisor and, if not satisfied, suomit the grievance in writin~ to his/her Department Head. The Department Head will render a decision, or will advise the employee of further ~rocedures if the matter is outside the De~artment Head's authority. If he/she is still dissatisfied, the employee should submit the yrievance in writing to the Director of Personnel who will interview the parties concerned and submit a recommendation to the City Manager, whose decision shall be final. Complaints of discrimination against an appointed official of the City, including the City Manager, City Attorney and City Clerk, should be made in writing to the City Council. Com~la~nts of a sensitive nature, includiny complaints involving sexual harassment, may bypass any step of the stanoaro grievance procedure which involves a supervisor or manager whose conauct is the SUbJect of the complaint. 4 OVERVIEW Table 1 compares the percentage composition of the applicant pool for City Jobs, new hires, and the permanent City workforce for fiscal years 1981-82 and 1982-83. It illustrates areas of progress and areas which need further effort ~ 1983-84. TABLE 1 PROGRESS AT A GLANCE A COMPARISION OF AFFIRMATIVE ACTION REPRESENTATION BY PERCENTAGE AMONG APPLIo.N':'S. NEW HIRES AND PERMANEnT WORKFORCE: ApDll.cants* . I 81-82 1 82-83 New ii1.:es i 81-82 I 82-83 ?ermanent Wor~force i I a 1-82 , I p.1481 1 41. 6i j 92-83 I I 1 (1193, I I I 40. 6~ HISPANICS (2538) (2044) ,2421 i 24~} 37.5% 31.2% 26.4% 30. B% 25.6% 34.1% 45.5% 42.1% 46.6%. I 52.2\ 43.8\ 43.7i. I 27.3% ! 27.5% 23.6% 18.6% , , 12.5% I 15.0% 17.3\ 20. " 5.6% 1- 7.6% 2.5% 3.2% i 1.2% I 2.:\ 0.4% 1. 2\ I i I I 27.2% :8.5% 38.H 40.1% 2l.B% 21.4; 14 .6% 15. Si ., .... '2.4~ ",".J.~ . ol% .ra WHITE lo\ALES ;'lO"1EN ~HNORITIE5 aLACKS ASIANS ~~RICAN INDIANS * Appl~cant self-deslgnatlon 15 voluntary and these totals reflect only ~rose app11cants who cc~pleted thlS lnfor~at1on. 5 Applicant infocnation helps us to gauge how successful we have been at attracting minority and female applicants for City jobs. Recruitment efforts in 1983-84 were successful in improving the percentage representation of women. and all minority group members. Female applicants increased dramatically from 25..4 to 34.1% and Hispanics, a special emphasis of last ~ear's affirmative action plan, increased fram 12.5% to 15% of the applicant pool. The applicants we are attracting are a more diverse group than the permanent workforce, an important first step in effecting change. New hires for 1983-84 are also better integrated than the p~rmanent workforce. While White Males are 40.6 of the peDnanent workforce, they represented only 30.8% of the new hires. Women represented 42.1% of the new hires, much higher than their workforce representation. Of minority group members, only Blacks were less well represented in new hires than in the permanent workforce. As is apparent in the section of this report dealing with Goals, however, Blacks continue to be well represented in t~e workforce as compared to their representation in the area labor market. Comparing th~ permanent workforce in 81-82 with 82-83, White Males decreased from 41.6% of the permanent Clty workforce to 40.6%. Women increased from 27.2% to 28.5% and Hispanics from 14.6% to 15.8%. Blacks decreased slightly in percentage representation from 21.8% to 21.4% 6 Table 2 indicates changes in the permanent workforce composition by job category, focusing on Women ~nd the two most numerically significant minority groups, Blacks and Hispanics. TABLE 2 PERMANENT WORKFORCE INTeGRATION BY .10B CATEGORY " White Maleo; " wOlI'en Blacks ' 1111 orlties Illspanlcs 81-82 82-83 81-82 82-83 81-82 A2-A~ IR 1-A:I A7_A." OFFICIALS/ADMINISTRATORS 77.0 76.6 18.0 J6 6 ).t; 1.6 .6 .. .. PROFCSSIONALS 44.3 40.6 51.1 55.2 2.3 .6 2,3 4.9 TECJlNIClANS 57.6 58.2 28.8 28.4 13.6 13.4 7.6 1,1. .4 PROTECTIVC SERVICES 72.9 70.3 13.8 15.2 9.6 9.4 7.9 ILn - 21 _. PARA-PROFESSIONALS 16.7 14 .3 50.0 57.1 25.0 28.6 16~7 OFFICE/CLERICJl.L 9.1 8.3 68.5 g'.L9 12.1 15.5 12.7 14.Q SKILLED CRAFTS 55.3 48.9 - 1.1 21.2 20.5 18.8 22.1 SERVICE /M^INTENJ\NCE 24.5 25.6 "'.7 8.3 44.6 43.2 26.0 25.6 There is substantial diversity within job categories. White Males have decreased representation in all but two occupational categories. By contrast, Women have increased in all but ~wo categories, and Hispanics in all but one. ~ During the past year, the percentage representation of Women decreased among Officials/Administrators and Technicians~ The trend toward more Female Professionals continued. Gains were made in Protective Services, Skilled Crafts and 'Service Maintenance which indicates success in our efforts to attract Women to non-traditional jobs. The first females were hired into the Skilled Crafts this year. Hispanics increased in percentage representation among Officialsl Administrators, Professionals, Techniciane, Protective Services, Para-professionals, Office/Clerical and Skilletl Crafts. These are important gains in areas where the percentage representation of Hispanics were a particular priority of last yearts affirmative action efforts and this emphasis appears to have gained results. The percentage representation of Blacks showed a downward trend in 1982-83 in the Professionals, Technicians, Protective Services, Skilled Crafts and service/Maintenance categories. ADVANCEMENT IN THE PERMANENT WORKFORCE An important measure of affirmative action progress is whether Women and Minoritles who have entered the workforce are progressing to higher level jobs. In fiscal year 1982-83 Women and Hispanics were promoted at a rate higher than their workforce representation, as indicated in Table 3. 1961-82 1982-83 \ PERMANENT " P&RMANEN't t PROMOTIONS , PllOMO't'IONS WORKFORCE t PROMOTIONS , PROMOTIONS WORKFORCE WllITZ: MI'.LES 13 n.5 41.6 :;n 25.5' 40.6 WOMEN 20 39.2 27.2 37 34.9' 28.5 - MINORITIES 23 45.1 38.9 42 39.6l 40.1 BLACK 11 2.1.6 21.8 LS 14.1\ 21.4 . HISPANIC 12 23.5 14 .6 26 24.5' 15.8 ASIAN 0 0 2.1 1 9' 2.4 AMERICAN INDIAN () 0 .4 0 0 .4 TO'!'l,L 51 100 100 106 100 100 ThaL,- 3 PROHOTION~ IN THE PERMANENT WORKFORCE 9 Women made up 34.9% of the promotions, although they are 28.5% of the City workforce. These numbers do not include the major clerical reclassification accomplished last January, which improved the status of a significant number of clerical employees. The percentage of Hispanics promoting (24.5%) was up slightly fram last year's 23.5%. More Blacks were promoted than last year in absolute numbers, but their percentage representation among all promotions declined from 21.6% to 14.1%. It is noteworthy, however that the current rate of promotion for Blacks exceeds their representation in the S.M.S.A. laborforce, which is 11%. Renewed emphasis should be placed on creation of promotional opportunities for women and- mlnorities. 10 AVERAGE SALARY DATA Another indicator of the degree to which women and minority group members have been integrated into the workforce is average salary . The degree to whi~h Santa Monica has improved the salaries of Women and minorities is impressive. Table 4 shows the averag~ salary changes from June 30, 1982 to June 30, 1983 and a discussion of the salary position-of WOmen and Minorities vis a vis White Males follows. ~ABLE 4 AVERAGE: SALARY ::lATA 1982 1983 , Change CaucasJ.ans 22.994 2/;.619 - All - ~:ale 24,478 25.865 5.7 Female 19.a26 22.n1 21. 0 .~.;.I 31acks 17,S6i 18.953 6.1 Male 18.0;2 19.131 6.0 Female ~.. .199 :.a,373 6.3 . ~ , 'hspanJ.cs 17,3iB 18.861 8.5 .e.__ Male 17,781 19.062 ~.2 Female 151716 18,212 15.2 2:J.323 21,541 - . Al.:" ;l.s:.ans ..J. ; :C'r .+lC 21,223 ~ S '1<l':'e ~ Z'er:.ale 22,887 22,541 S~S AI: L""tployees 2C,970 12.409 6.8 :-:a1e 21.7:'; 23.019 5.0 Female lS,SB4 20. an 9.9 11 Overall, salaries of women increased at a greater rate than salaries of me n . The effect of the cleri-cal reclassification is apparent in these numbers. The salaries of Hispanic women increased most dramatically. In addition to the clerical reclass, this increase reflects the fact that four Hispanic women were hired for professional positions this year. White males continue to command t~e highest salaries, making lS.4% more than the average salary for all per.manent employees (down from 17% last year) 36% more than all Black permanent employees (down .slightly from 37% last year), 37. more than all Hispanic permanent employees (down from 41% last year) and 24% more than all female permanent employees (down from 29%) last year. As a group, women make 90% of the salary paid ~o men (up fran 86% last year). This is substantially better than the nationally reported male/female "earnings gap.. Still, in all groups ex~ept Asians, women have lower salaries than men. Hispanic women continue to have the lowest average salary. Continued efforts to recruit minority group members, and in particular minority females into the comparatively high paid safety services, skilled crafts, professional and official/ administrator positions, will aid in closing the earnings gap. 12 AS-NEEDED EMPLOYMENT While the City's Affirmative Action Plan has emphasized the Permanent Workforce, the composition of the as-needed workforce has also been reported annually. As-needed hiring is not restricted by civil service rule of three considerations and supervisors should use that flexibility to make their as-needed workforce representative. Selection of as-needed employees, may ultimately affect a supervisor's ability to meet Affirmative Action goals for permanent hires since as-needed employees are a natural recruitment pool for permanent City positions. Appendix 7 reports the number and percentage of as-needed employees by jOb category on June 30, 1983. OVerall, the as-needed workforce is 36.3% White Male, 44.7% Female, l6.1% Bla~k, 11.4% Hispanic and 2.7% Asian. Women are strongly represented in protessional as-needed hiring, making up 92% of all as-needed Professionals. Minority group members are not well represented in this categ~ry and should be sought out by Departments requiring as-needed professionals. Women have good representation among as-needed hires in the protective Services category and minority group members should be actively sought to increase their representation. In the Office/Clerical category emphasis should be placed on increasing the number of Hispanics. 13 As-needed hiring in the Skilled Crafts presents an excellent opportunity to attract women and minority group members. The City has hired its first Female Mechanic Assistant_ She-began work in Mechanical Maintenance on an as-needed basis and received a direct appointment to the permanent position. Overall, emphasis in as-needed hiring should be focused on - increasing the number of Hispanics. Specific efforts should he made to increase the number of minority group Professionals and women and minority group members in the Skilled Crafts and protective Services. 14 THE DISABLED In 1982-83, the City published its first affirmative action program for the disabled. The following are the past year' s activities in support of the plan: .;: o The Coordinator for the Disabled provided Personnel with a list of recruitment resources which are used for every open exam. o Th~ Director of Personnel and Coordinator of the Office of the Disabled met with representatives of agencies who can assist in referring disabled candidates. The City's service process was explained and procedures for handling referrals were established. o The .Windmills. program, designed to sensitize managers and supervisors to the abilities and concerns of the disabled was conducted for City employees. o Personnel staff attended two workshops focusing on recruitment and placement of the disabled. o Interpreters were used to assist deaf candidates in an examination. o An adaptive device to assist a visually dia~led employee was purchased by the City. o Self-identified disabled candidates participated in six examinations. 15 o The Coordinator Personnel staff persons seeking employment. of the Office for the Disabled and members counselled several disabled general information about City o A Rehabilitation Counsellor was invited to survey the work area in the Communications Center to determine if a client would be able to manage the range of duties. o Accessibility improvements to City Hall and the Montana Library Branch were undertaken and additional ~provements budgeted for 1983-84. Despite these efforts, the City has hired only one individual who self-declared and/or was visually identified as having a disability. Becaus~ disabled persons may be hesitant about self-declaration and not ~ll disabilities can be visually identified by Personnel staff or supervisors, this may not accurately represent-the extent of our progress, but is our only measurable result. The number of known disabled emloyees is sixteen, 1% of our workforce of 1,193. They hold a wide range of positions in eight of the fourteen Crty Departments. Their disabilities include dyslexia, hearing loss, amputation of extremities, cancer, epilepsy and history of drug abuse or alcoholism. Reporting their Department/Division locations would jeopardize the privacy of those in smaller units. 16 " City-wide goals for 1983-84 should be to double the number of disabled persons in our permanent workforce. Each Department Head should work wi th Personnel and the Coordinator of the Office for the Disabled to identify disabled candidates to fill one vacancy during this fiscal year. 17 AFFIRMATIVE ACTION GOALS 1983 - 1984 City-wide priorities The 1980 Census figures on labor force participation in the Los Angeles/tong Beach Standard Metropolitan Statistical Area (SMSA) are the standard against which the City measures its progress toward an integrated workforce. Table 5 contrasts the SMSA labo~ force with the City's permanent employees. Table 5 Comparison of SMSA Labor Force With Santa Monica Permanent Employees SMSA Labor Force 1980 Santa Monica Permanent Employees 6/30/83 Women Blacks Hispanics Asians 42% 11% 24' 6% 28.5% 21.4% 15 '. 8 % 2.4% In 1983-84, every Department that hires Women, Hispanics and Asians will be contributing to progress in correcting the overall underrepresentation of those groups in the city.s work. force. "-- 18 As referenced in preceding sections of this update, the -bottom line- numbers of the total workforce represent only one area in which the City as a whole must make progress. The City must continue efforts begun this year to attract women into non-traditional jobs in the Protective Services, Skilled Crafts and Service/Maintenance categories as well as increas ing the number of Female Officials/Administrators. The City must also increase its efforts to hire and/or promote Blacks and Hispanics into the Protective Services, Professional and Officials/Administrators category since these minority groups remain significantly underrepresented in higher paid and policy influencing categories. Department/Division Goals After comparing the June 30, 1983 workforce composition of each Department with June 30, 1982, Personnel staff met with each Department Head to identify anticipated vacancies and target those vacanc ies to improve the representation of women and minorities in job categories in which they are underrepresented based on the SMSA labor force participation rates in Table 5, above. In addressing these goals, managers and supervisors as well as citizens interested in the City's affirmative action program must take a pragmatic approach. As a civil service agency with a rule of three, appointing authorities may be unable to satisfy the specific goals set forth in the following pages. They should be given credit, however, if in fail ing to meet a 19 ... Deparbnent/ Divis ion goal, they nevertheless make a hire that assists in progress toward meeting the City-wide priorities described above. For example, a Department that is unable to meet their goal to hire a Black for an Officials/Administrators position, but fills it with a women, has advanced the City's goals. .-lh iIe goals are establ ished based on spec if ic ant ic ipa ted vacancies, hiring decisions for unanticipated vacancies will also be made with affirmative action progress in mind. 20 CITY MANAGER The June 30, 1983 workforce composition of the City Manager's Office appears below, by Job category: ~-'11 eI'1'Y MAbAGEP 6130/83 INCUKBEN'rS WHITE BLACK RISPANIC AS u.li AKER INtlIAH TOTAL H F T M F T M F 'I' .. F 'I' M F .,. M F OFFICIALS I . 2 1 :} 2 1 ADHlIiISt'RA'lOBS , 67 33 100 - - - - - - 67 33 . 0 4 4 0 1 1 5 PROFESSIonALS , - 80 80 - - 20 20 - - - 100 TECHNICIANS . , - - - . - - - - . 1 PROTECTIVE . 1 0 1 SERVICE , - - 100 - 100 - - 100 - PAU- I PROFESSIONALS , - - - - - - - OFFICEI t 1 3 4 0 1 1 0 1 1 1 5 CLERICAL , 17 50 67 - 17 17 - - - 17 17 17 83 SXILLU t CRAFTS , - - - - - - - SERVICEI . MAIN'1'DlANCE , - - - - - - - . 3 8 11 0 1 1 1 1 2 0 1 1 4 11 TOTAL , 20 53 73 - 7 7 7 7 13 - - 7 7 27 73 The City Managerls Office staff has a good overall affirmative act~on proflle, with women particularly well represented at all levels. The Department achleved its 1982-83 goal of increasing the representation of Hlspanics, with the hiring of an Hispanic Female as a Senior Administrative Analyst and an Hispanic Male as Crime Prevention Coord~nator (a position be~ng transferred to Community and Economic Development as of July 1, 1983). 21 ~~ile the Department anticipates no vacancies for 1983-84, unanticipated vacancies should be targeted for minority group members, particularly in Professional and Officials/Administrator pos1tions. 22 CITY CLERK The June 30, 1983 workforce composit1on of the City Clerk's Office appears below, by jOb category: CITY CLERK WHITE BLAC}c; HISPANIC AS IAlO AKEll. INDIAN TOTAL ... F T M F 'I' M ~ 'I' ~ P 'I' .. ~ 'I' " F OFFICIALS! t - 1 1 - ~ - - - 1 ADMItUS1'll.ATOll.S \ - 100 100 - 100 . - - - - - - - PROFESSIOtJALS , f - - - - - - TECHNICIANS - , PROTf;CTIVE f - - - - - - - SERVICE \ PARA- - - 1 1 - - - 1 . - PROFESSIONALS - 100 100 - 100 , OFFICE! 1 3 4 - - 1 1 - - 1 4 I 20 80 CLERICAL , 20 60 80 - 20 20 SKILLED - - - - - - f - CRAF'l'S \ SERVICE/ - - - - - - f - MAINTENANCE , . 1 4 5 - - 2 2 - - 1 Ii TOTAL , 14 57 71 I - 29 29 14 86 , - 0/30/83 INCU,...BENTS During 1982-1983, the departure of the Ass~stant C1ty Clerk left the Department with no Blacks, decreas~ng the Department1s minor- ity representation from 50% to 29%. 23 Hiring opportunities dur~ng 1983-84 should focus on increasing the representation of Blacks ~n both the Off~cials/Administrator (Assistant C~ty Clerk) and Office/Clerical (Staff Assistant I) categories. CITY CLERK OPFIC!Al$/ADHIN. PROFESSIONALS TECHNICIANS PROTECTIVE SERVICES PAllA-PROFESSIONALS OFFICE/CLERICAL SKILU:D CRAFTS SERVICE/MAINTENANCE ANTICIPATED AHER VACANCIES BLACK HISPANIC ASIAN INDIAN FEHALE 1 I - - - - - - - - - - - - - - - - - - - - - - - - - - - - 1 1 - - - - - - - - - - - - - - - - - 24 . CITY ATTOFNEY The June 30, 1983 workforce composition of the City Attorney's Office appears below, by job category: CIT'l:: AT'l'ORNE't WHITE BLACX IiISPANIC ASIAN AKER INDIAN TOTAL M J' 'I' iii 11' 'I' iii 11' 'I' Jo! 11' 'I' iii F 'I' M p OFFIClALS/ t z - 2 - - - - 2 - ADlUN ISTRA'l'ORS , 100 100 100 - I 3 14 17 1 - 1 - 1 - 1 - 5 14 PROPESSIOtJALS , 16 74. 9Q 5 - S S - 5 2Ei 14 TECUtUCIANS t - - - - - - - , . PROTECTIVE t - - - - - - - SERVICE , PAllA- I - - 1 - 1 - - 1 - PROFESSIONALS , 100 - 100 100 OFFICE I . 1 3 4 - 5 5 - :z 2 - - 1 10 CLERICAL , 9 27 36 - 46 46 - IS 18 9 91 SKlLLE:D t - - - - - - - CRAF'l'S , S~Vla:1 I - - - - - - - MAINTENANCE , I 6 17 23 1 5 6 1 Z 3 1 - 1 - 9 24 TOTAL , 18 SZ 70 3 15 18 3 6 9 3 - 3 27 73 6/30/83 INCll~JlENTS The C~ty Attorney's Office mainta~ned a strong representation of Females in the Professional category, and significantly in- creased the percentage of minorities in the Office/Clerical category (from 45% to 64%). Goals for 1982-1983 focused on the hiring of H~spanics for Professional and Clerical vacancies and were not achieved. This remains the area of most serious underrepresentation, and the anticipated vacancy for a Deputy 25 ~ C1ty Attorney should be targeted for an Hispanic. OFFICULS/AIlKIH ANTICIPATED AKEIl. VACANCIES BLACK HISPAlfIC AS lAM DmIAH FEMALE - - - - - - 1 - } - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - I CITY ATTORNEY PROFESSION4LS TECHNICIANS PR01'ECrIVE SERVICES PAllA-PROFESSIONALS OFFIC!/ct~!CAL SkILLED CRAFTS SERVlCE/HAINTENANC! 26 FINANCE The June 30, 1983 workforce composition of the Finance Department appears below, by job category: FINANCE I WHITE BLACK r HISPANIC ASIAh ,UU;R INDIAN M F' 'I' ... P 'I' to! F 'I' It p 'I' M F '" M TOTIoL F OFFICIALS I I 4 - 4 - ADMINISTRATORS , - 1 - 1 - S 80 - 80 20 20 - - 100 - Pi\OFESSIOttALS . 3 3 6 ~ - 1 1 1 2 3 , - 4 6 30 30 60 - 10 10 10 20 30 40 60 TECJUIICIANS I 5 1 6 - 1 1 - , 71 14 86 - - 5 2 - 14 14 71 29 F PRO'l'ECTlVE . - ~ SERVICE - - - , . - PARA- . - 1 1 - - 1 1 PROFESSIONALS - - . 2 , - 50 50 - 50 50 . 100 OFFICE/ . - 10 10 1 3 CLERICAL , 4 - 2 2 - 1 1 - 1 16 - 59 59 6 17 23 - 12 12 - 6 6 6 94 SJtI~ I - CRAFTS . - - , - - - SBRVICE/ . 1 - 1 - - - HAINTElUWCE , 100 - 100 - .I. - 100 - . 13 15 28 1 4 5 - "- "- 2 3 5 TOTA!. , - If> 2& 31 36 67 2 10 12 - 10 10 5 7 12 38 62 6/30/83 INCU!'.fIEN'l'S Dur~ng 1982-1983, minority representation in the Department as a whole increased from 25% to 34%, with overall increases among Blacks, Hispan~cs and Asians. The Department was also able to meet its goals of increas~ng the representat10n of Females in both the Professional and Technician categor1es. 27 However, the Department continues to have an underrepresentation of Females in the Officials/Administrators category, and this should be a pr~mary focus for 1983-1984. Specific goals, by Div~sion appear below: FINIWCE - ADMINISTRATION OFFICIALS/ADMIN. PROFESSIONALS TECHNICU,NS PROTECTIVE SERVICES PARA-PROFESSIONALS OFFICE/CLERICAL SKP.P!:O CRAFTS SERVlCE/KAINttHAHCE ANTICIPATED VACANClES AHEll. ~UCK HISPANIC AStAH lHDUH FIHALB 2 - 1 - - 2 2 1 1 - - - - - - - - - - - - - - - - . - - - - - - - - - - - - - - - - - - - - - - - - - The Flnance Administration Division has two vacancies at the Offlcials/Admlnistrators level, Assistant Director and Collections Manager. Both should be targeted for Females, w~th at least one targeted for an Hispanic. The two Professional vacancies, Adminlstrat~ve Analyst and Senior Adm~nistrative Analyst, should be targeted for Blacks and Hispanlcs. 28 The Accounting Division anticipates one vacancy at the Fiscal Staff Assistant I level, wh~ch should be targeted for an Hispanic. FINANCE - ACCOUNTING OFFICIALS/ADMIN. PllOFESSIOHALS TECHNICIANS PROTECTIVE SERVICES PARA-PROFESSIONALS OFFICE/CLEllICAL SKILLED CRAFTS SEllVICE/KAIHTENANCE ANTICIPATED AHD.. VACANCIES BLACK HISPANIC ASIAN INDIAH FEMALE - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 1 - 1 - - - - - - - - - - - - - - - 1 The Data Processing Div~sion anticipates one vacancy for a Data Entry Operator. This should be targeted for an Asian. FWANCE - DATA PROC:t.SSING OFFICIALS/ADMIN. PROFESSIONALS TECHNICIANS PROTECTIVE SERVICES PARA-PROFESSIOKALS OFFICE /CU~.RJ;CAL SKILLED CRAFTS SERVICE/MAINTENANCE ANTICIPATED AHEll. VACANCIES BLACK HISPANIC ASIAN INDUIi FEtUUl - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 1 - - 1 - - - - - - - - - - - - - - 2~ The Revenue Management Oivision anticipates filling the new posit~on of Assistant Revenue Manager/City Treasurer. This provides an opportunity to reduce the current underrepresen- tation of Females in the Officials/Administrators categorYr and should be targeted for a Female. At least one of the two vacant Cler~cal positions should be targeted for an Hispanic. The vacancy in the Service/Ma~ntenance category (Parking Meter Collector) should be targeted for a Female Hispanic. F!NANC~ - REVENUE I"ANAGEMENT OFFICIALS/ADMIN. PROFESSIONALS TECHNICIANS PROTECTIVE SERVICES PAIA-P.IlOFESSIONALS OFFICE/CLEJ.lCAI. SKILLED C1I.AFTS SERVICE IMAINTENANCE ANTICIPATED AHU.. VACANCIES aLACK HISPANIC ASIAN INDUH FE:HALE 1 1 - - - 1 - - - - - - - - - - - - - - - - - - - - - - - - - :/ - 1 - - - - - - - - - 1 - 1 - - 1 30 PERSONNEL The June 30, 1983 workforce composition of the Personnel Department appears below, by job category: ..- PERSONNEL WIlITE BLACK HISPANIC AS;1\I!i '" AHER I:DlAH 'l'O'fAL M F T M F 'I' lit ~ 'I' lo! .. ... H F OFFICIALS! f - 1 1 - - - - - 1 ADHIIlISTRATORS , - 100 100 - 100 . 3 :1. 5 - - - - 3 2 PROFESSIOtIALS , 60 40 100 60 40 TECWlIC!AHS . - - - - - - - , PROTECTIVE . - - - - - - - SERVICE , PARIl- . 1 - 1 - - - 1 1 - 1 1 PROF:E:SSIONAloS , 50 - 50 - 50 50 50 50 OFFICE! f - :3 J - - 3 3 - - - 6 CLERICAL , - 50 50 - 50 50 - 100 SKILLtD f - - - - - - - CRAFTS , SERVICE! . - - - - - - - MAlf1lTENANCE , I 4 6 10 - - 3 3 - 1 1 - 4 10 TOTAL , 29 43 71 - 21 21 - , 7 29 71 6130!83 INCUMBENTS Dur1ng 1982-1983, the Human Resources (C.E.T.A.) function term- 1nated, result1ng in the loss of the two Black employees in the Department. The Professional vacancy (Princ~pal Personnel Analyst) targeted for a Black was filled with a non-minorlty, although the goal of hiring one Hispan~c 1n the Off1ce/Clerical 31 category was achieved. OVerall, the representation of minori- ties in the Department declined from 36% to 29%. The two ant~cipated vacanc~es in the Office/Clerical category for 1983-1984 should be targeted for Blacks. Any unanticipated vacancies in the Officials/Admin~strators and Professional categories should be targeted for minor~ties. OFFICIA1-S I AIlMIB. PROFESSIONALS TECHNICIANS PROTECTIVE SERVICES FAllA-PROFESSIONALS OFFIC!/IT~ lCAL SKILLED CRI3TS SERVlCE/KAINtEHANCE ANTICIPATED AMEll. VACANCIES BLACK HISPANIC ASIAN IHDUH FEKALE - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 2 :2 - - - - -=-- - - - - - - - - - - - 32 PURCHASING The June 30, 1983 workforce composition of the Purchasing Department appears below, by Job category: PURCHASING WHIT! BLACK HISPANIC ASIAIi AKER. INDIAN TOTAL M F 'I' M F 'I' .. ~ '" " 1l' ... .. 1l' '" M F O!'FIC IALS I I 2 - 2 - - - - 2 - AOHIN IS1'RA'l'ORS , lOO - 100 100 - I 1 - 1 - - - - 1 - PJlOFESSIOllALS , 100 - 100 lOt> - I - - - - - - - TECHNICIANS , . PllO'rECTlVE I - - - - - - - SERVICE , PARA- I - - - - - - - PROFESSIOMALS , OFFICel . 1 1 - 1 1 - - - - 2 - CURlCAL , 50 50 - SO so - - - - IDO - SICILL!:O I - - - - - - - CRAFTS I SERVICE/ . 1 1 1 - 1 - - - 2 - - 100 - MAINTENANCE , 50 - 50 50 - 50 I 4 1 5 1 1 2 - - - 5 2 TOTAL . 57 14 71 14 14 29 71 29 6130/83 INCUI".BENTS During 1982-1983, the one ant~cipated clerical vacancy, targeted for an Hispanic was filled with a Black, enabling the Department to 1ncrease its minority representation from 17% to 29%. While no vacancies are anticipated for 1983-1984, any unanticipated vacanC1es in the Off1cials/Administrators or Profess1onal cate- gories should be targeted for Females and/or minorities, with unanticipated vacancies in any other categories specif1cally targeted for Hispan~cs. 33 COMMUNITY AND ECONOMIC DEVELOPMENT The June 30, 1983 workforce composition of Community and Economic Development as a whole appears below, by Job category: COMMUNJTY AND ECONOMIC DEVELOPMENT WHITE BLAClI: HISPANIC ASIAN AMER INDIAN roTAk M f' '1' M P '1' M P 'I' ... F '1' .. .,. T M p OPFICIALs/ I .. - .. - 1 - 1 - - 5 - ADMINISTRATORS , 80 - 80 20 - 20 HIO . 7 6 13 - - 1 1 - 1 1 - 7 8 E'ROPESSIOOALs , 47 40 87 - 7 7 - 1 7 4' 53 TECHNICIANS . 7 1 8 - - - - , 1 , 87 13 100 87 13 PRO'l'ECTIVE , - - - - - - - SERVICE , PAM- I - - - - - - - PROFESSIONALS , OFFICEI I - 4 .. - 1 1 - 3 3 - - - 8 CLEBICAL , - 50 50 - 12 12 - 38 38 - 100 S1(1!.r'~1\ . - - - - - - - - CRAFTS , SERVICEI t - - - - - - - MAUITENANCE , I HI 11 29 - \ 1 \ 4 5 - 1 1 - 19 11 T01'AL , 50 31 81 - 3 3 3 11 14 - 3 3 53 47 6/30/83 INCUMBENTS The Department made s~gnificant progress during 1982-1983, with minor~ty representation increasing overall from 10% to 19%, and Female representation increasing from 41% to 47% overall. Of seven new positions filled during the year in the categories of Offlcials/Adm~nistrators and Professionals, 5 were filled with Females and 3 with minorities (including two m~nority Females) . 34 Addit~onally, minority representation in the Office/Clerica~ category increased from 37% to 50%. The Building Regulation Division, which had no opportunity to make new hires last year, continues to have a poor representation of Women {only one non-clerical} and no minority group members. Department- w~de hir1ng priorities for 1983-1984 should focus on adding Females in the categories of Offic~als/Adm1nistrators and Technic1ans, and minor1ties at all levels. Spec1fic goals by Division appear and are discussed below: COMl'.UNITY , ECONO!':. DEV. ADI'INISTRATION ~ OFFICULS/ADHIN. PROFESSIONALS TECHNICIANS PROTECTIVE SERVICES PARA-PkOPESSIONALS OFFICE/CLERICAL SKIUZD CRAFTS SERVICE/MAINTENANCE ANTICIPATED AHER . VACANCIES BLACK HISPANIC ASIAN INDIAN FEKALE - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 2 - - 1 - - - - - - - - - - - - - - At least one of the two ant~c1pated clerical vacancies should be targeted for a minority in order to maintain the Department's strong minority representation in th1S category. 35 CO)Uo!UNITY . ECONOM. DEV. PROGRAK . POLICY OEV&LOP "'.EN'!' ANTICIPATED AMEI. . ,- VACANCIES BLACK HISPANIC ASUH UIDUII J'DW.E - - - - - - 1 1 - - - - - - - - - - - - - - - - - - - - - - 1 - - 1 - - - - - - - - - - - - - - OFFICULS/ADKIH. PROFESSIONALS TECHNIClAHS PIlO't'ECTIVE SERVICES PABA-PIlOFESSIONALS OFFtCE/CLEaICAL SltnJ.P.1) CIAFTS SERVICE/MAINTENANCE The Transportation Program Specialist vacancy provides an oppor- tunity to increase minority representation at the Professional level. The Cler~cal vacancy should be used to maintain the Department's strong minority representation in this category. 36 r.ot'.MUNITY , ECONCH. DEV. CURRENT PLANNING OPFICULS/AIlKIK PaoFESSIOlW.S TECUHICUHS PIlO'rItCTIVE SnVlCES PABA-PBOFBSSIOMLS OPFtCE/CLU.ICI.L SkILLED CBAFTS SEB.VIC!/KAINTEHAHCI AHTICIPATED AHER. VACANCIES BLACl HISPANIC .\SIAB lHDUH PEMA1E - - - - - - 1 - 1 - - 1 - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - The anticipated vacancy for an Assistant Planner prov~aes an opportunity to improve representation of minority group members. COPMUN!TY & ECONOH. DEV. ECONO~IC DEVELOPMENT/ HOUSING OFFICIALS/ADMIN. PR.OFES S IOHALS TECHNICIANS PR.OTECTIVE SER.VICES PAllA-PIlOFESStONALS OFFICE/CLERICAL SKILLED CIlAFTS SERVICE /HAIN"l'ElWfCZ ANTICIPATED AH!R VACANCIES BLACK HISPANIC AStAN INDlAN fEMALE - - - - - - 1 I- - - - - 1 - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - The antic~pated vacancy for an Administrative Analyst provides the opportunity to ma~ntain the Departmentts strong Female repre- sentation in the Professional category. 37 COll/o'UNITY , ECONOH. DEV. COMMUNITY , NEIGHBORHOOD SERVICES OFFICIALS/ AllHIH . PJ.OFESSIONALS TECHNIClAHS PROTECTIVE SUVlCES PARA.PROFESSIONALS OFF ICE/CLElllCAL SlCILLED CL\lTS SElVlCE/KAINTENAHCE ANTICIPATED AMEI. . VACANCIES BLAClC HISPANIC ASIAN IHDlAN I'DW.B - - - - - - 2 - 1 - - 1 - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - The anticipated vacancies for an Administrative Analyst (Grants Specialist) and a Crime Prevention Coordinator provide addition- al opportunities for the hiring of minor~ties and Females in higher-level positions. COt'KUN I'I"i ~ ECONOM. DEV. BUILDING aEGULATION OFFICIALS/ADHIN. PROFESSIONALS TECHNICIANS PROTECTIVE SERVICES PARA-PROFESSIONALS OFFICE/CLERICAL SKILLED CRAFTS SERVICE/MAINTENANCE AIlTICIPA'IED AMEll. VACANCIES BLACK HISPANIC ASIAN IHDIAN FEMALE - - - - - - 1 - 1 - - - - - - - - - - - - - - . - - - - - - - - - - - - - - - - - - - - - - - - The anticipated vacancy for a Plan Check Eng~neer should be targeted for a minority. 38 RECREATION AND PARKS The June 30, 1983 workforce composition of the Recreat10n and Parks Department as a whole appears below, by Job category: RECREATION AND PARKS WHITE BL1\CK HISPANIC ASIAN AMER INDIAN TOTAL It F T M F T M F ,. JI! .,.. T M F T Jot F OFFICIALS! I 4 1 5 - - - - 4 1 ADMINISTRATORS I 80 20 100 80 20 . 1 4 5 1 - 1 - - - 2 " PROFESSIOUALS , 17 61 63 1"7 - 17 33 67 I - - - - - - - TECHNICIANS I PRO'l'ECTIVE I 5 - 5 - - - - 5 - SERVICE I 100 - 100 100 - PhRA- . 1 - 1 - 1 1 - - - 1 1 PROFESSIONALS I 50 - 50 - SO 50 50 50 OFFICE! . - 5 5 - - 1 1 - - 1 1 - 7 CLEI'lICAL , - 71 71 - 14 14 - 14 14 - 100 SKILLED . - - - - 1 - 1 - 1 - CRAFTS , 100 - 100 100 - SERVICE! . 20 1 21 17 3 20 24 - 24 7 - 7 - 68 4 MAINTENANCE , 28 1 29 24 4 28 33 - 33 10 - 10 901 6 . , 31 11 42 18 4 22 24 1 2S 8 - 8 - 1 1 81 17 TOTAl. , 32 11 43 18 4 22 24 1 25 8 - 8 - 1 1 113 17 6/30/8) INCUMBENTS The Recreat~on and Parks Department remains primarily ~ale, w~th good overall minority group representation which is, however, clustered in the Service/Ma~ntenance category. The Department continues to have an evident underrepresentation of minor~ty group members (particularly Hispan1cs) in the 39 categories of Offic~als/Administrators and Profess~onals, as well as an underrepresentation of Females ~n the non-traditional Service/Maintenance category. Goals for 1983-1984 should focus on reduc~ng these areas of underrepresentation. Specific goals, by Division, appear below: RECREATION AND PARKS ADMINISTRATION OFFICTAI~/ADKIN. PROFESSIONALS TECHNICII.HS P&OTEC'tIVE SERVICES PAJlA~PROFESS IONALS orFlCE/CLElrCAL SKILLED CRAFTS SERVICE/MAINTENANCE ANTICIPATED AMEll. VACANCIES BLo\CX HISPANIC .<\SlAB INDIAN FEMALE - - - - - - - - ~ - - - - - - - - - - - - - - - - - - - - - 1 1 - - - - - - - - - - - - - - - - The anticipated vacancy in the Office/Clerical category should be targeted for a Black. 40 . RECREATION AND PARKS . PARKS OFFICIALSI ADMIN PBOfESSIOtW.S DaDlICUHS PItOTECTIVE SERVICES PARA-HlOFESSIOHALS OFFICE 1r.f_",R 1;CAI. SUUED ClAFTS SEllV lCE/MAIN'rENAHCE ANTICIPATED AMEll VACANCIES BLACJC HISPANIC ASIAN IlfDlAIt FEMALE - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 1 - - - - 1 The Division, during 1982-1983, was able to offer "as-needed" opportunities in the non-traditional position of Groundskeeper to Females. It is hoped that this will enhance the Division's ability to fill permanent vacancies 1n non-traditional positions w1th Females. However, the only anticipated vacancy for 1983- 1984 is for an Equipment Operator I. While this should be targeted for a Female, the phasing out of several positions in this classificat10n by the Cemetery Division of the General Services Department in part through employee transfers may negate this opportunity. 41 RECREATIONS AND PARKS TREE: f"AINTENANCE OFFICIALS I ADKlN. PROFESSIONALS TECHHICUNS PROTECTIVE su..VICES PAIlA-PB.OFESSIONALS OFFICE/CLUlCAL SKILLED CRAFTS SERVlCE/HAlHTENANCE .uifICiPATED AHEB. VACANCIES BLACX HISPANIC ASIAtl llmlAH FEtW..! - - - - . - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 2 - - - - 2 Th~ Tree Maintenance Division, which had a Female working in the non-traditional position of Laborer I on an "as-needed" basis during 1982-1983, antic~pates vacancies for an Equipment Operator r and a Laborer I. Both should be targeted for Women. Again, the need to transfer permanent Cemetery employees in these class- ificat~ons may make the attainment of these goals d~fficult. The Beach Maintenance D~v~s~on antic~pated no vacanc~es for 1983-1984. Should any unanticipated vacancies occur ~n the Serv~ce/Maintenance category, they should be targeted for Females. 42 RECREATION Alm PARKS RECREATION O'FICUPUADKlH. PIlOFESSIONALS TECHl.IICIANS PROTECTIVE SERVICES PABA-PROFESS IONALS OFFICE/CLEJ.lCAL RILLED CRAFTS SEaVlCE/HAIHrENANCE ANTICIPATED AHEI. . VAClJtCI&s BlACK HISPANIC ASIAN INDIAN FEMALE - - - - - - 1 - 1 - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - The anticipated vacancy for a Senior Recreation Leader should be targeted for an Hispanic. The Senior Nutrition D~v~sion met ~ts 1982-1983 goal of appoint- ing a Female as ProJect Director. No vacancies are anticipated ~n this three-person Divis~on for 1983-1984. 43 GENERAL SERVICES The June 30, 1983 workforce composition of General Services, the largest City department, appears below, by job category: GENERAL SERVICES WHl'rE BLACK HISPANIC ASIAlii AKER INDUH TOTAL M F '" M F 'I' M P 'I' M P '" .. r 'I' M 1" ulFICIALS/ . 10 1 11 - 1 - 1 - - 11 1 ADHItUSTRA'fORS , 83 8 92 8 - 8 92 8 , , 3 10 - - - - '1 3 PROPESSIOlJALS , 70 30 100 10 30 TECHNICIANS I 19 1 20 2 - 2 1 1 2 1 - 1 - 23 2 , 76 4 BO B - 8 4 4 8 4 - 4 92 8 . PRO'fEC1"IVE I - - - - - - - SERVICE , PARA- . - 1 1 1 - 1 - - - 1 1 PROFESSIONALS , - 50 50 50 - 50 50 50 OFF ICEI , 1 10 11 - - 2 2 - - 1 12 CLERICAL , 8 77 85 - 15 15 8 92 SKILLED I 35 1 36 13 - 13 14 - 14 2 - 2 1 - 1 65 1 CRAFTS , 53 2 S5 19 - 19 21 - 21 3 - 3 2 - 2 98 2 SEJlncEI I 29 1 30 48 2 50 46 2 48 2 - 2 - 125 5 MAIn'ENAlrlCE , 22 1 23 31 2 39 3S 2 37 2 - 2 96 '4 I 101 18 119 64 2 66 62 5 67 5 - 5 1 - 1 233 25 TOTAL , 39 1 46 25 1 26 24 2 26 2 - 2 1 - 1 90 10 6/30/83 INCUII'.!lENTS The preponderance of General Services pos~tions are in the Service/Ma~ntenance and Skilled Crafts categories, areas tradi- tionally dominated by Males. Dur~ng 1982-1983 the Department was able to increase Female representation in these combined categories from 1.7% to 3.1%, while mainta~n~ng a minority repre- sentation of approximately 33% in the combined categories. The 44 representation of Hispanics and Blacks on a Department-w1de basis remains higher than the SMSA population percentages, although the representation of these groups in the categories of Officials/Adm1nistrators and Professionals continues to indicate serious underutilization. Hir~ng decisions for 1983- 1984 should be d1rected at increasing the representation of Females at all levels and of minor1ties at the h1gher levels. Specif1c goals, by Division, appear and are discussed in the following pages. GENERAL SERVICES - ADtUUISTRATION OFFICIALS/ADMIN. PROFESSIONALS TECllNI CtAtlS PROTEcrIVE SERVICES PAllA-PIlOFESSIONALS OFFICE/CLEIllCAL SKILlZD CRAFTS SERVICE/MAINTENANCE ANTICIPATED AMEJl. . VACAHCIES BLACK HISPANIC ASIAN lRDlAH FEIW.E 1 1 - - - 1 - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - The anticipated vacancy for Assistant Director of General Services should be targeted for either a Black or Female. 45 GENE~ SERVICES - CIVIL F~GINEERING OFFICIALS/ADMIN. PlDFESSIOH.U.S TECHlfICUHS PROTIC'tIVE su.VICES PAR.\-PllOFESS1OtW.S OFFICE/r.r r.tlJCAl. SklTTR'n cuns SEl.VICE IKAIH'l"ElMHCI AHTICIPATED AMEll. VACANCIES BLACK HISPANIC ASIAN lHDlAH FDWZ - - - - - - 2 1 1 - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - ,,- The Professional vacancies for C1vil Engineer and Civil Engineering Assistant should be targeted for minorities, specifically Blacks and Hispanics. No vacancies are ant1cipated in Traff1c Operations. Should vacancies occur, they should be targeted for Females. 46 GENERAL SERVICES - TRAFFIC ENGIN~ERIHG OFFICT~I~/ADHIH. PROFE$SIOHALS TECHNICUHS PROTECTIVE SERVICES PARA-PROPESSIONALS OFFICE/CL!B.lCAL SKILLED CRAFTS SERVICE IMAIHTElWfCE ANTICIPATED AKEIt VACANCIES BLACK HISPANIC ASutI lHDUN FEIW..E - - - - - - - - - - - - 1 - - - - 1 - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - I I The antic~pated vacancy for a Civil Engineering Drafting Tech- nician should be targeted for a Female. 47 GEN~RAL SERVIC~S - STREETS OFFICIALS/AIlHIH. PROFESSIOHALS TECHNICIANS PR.01'ECTIVE SERVICES PABA-PROFESSIOP~~~ OFFICEI CLEllICAL SKILLED CIlAFTS SERVICllMAlHTENAHCE ANTICIPATED AMER. VACANCIES BLACK. HISPANIC ASIAN INDUH FDW.E - - - - , - - 1 - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 3 - - - 1 3 During 1982-1983, the D~vi5ion appointed a Female to the non- traditional position of Laborer I. Anticipated 1983-1984 vacancies for Laborer II, Motor Sweeper Operator and Equipment Operator II, all in the Service/Y~inten- ance category, should be targeted primarily for Women, and secondarily for minorities, specifically Asians. The Publ~c Facilit~es Maintenance and Electrical D~v~s~ons ant~c1pate no vacancies for 1983-1984. Should vacancies occur, they should be targeted for Females and Blacks. During 1982-1983, the Publ~c Facilities Maintenance Oivision appointed ~ts first Female apprentice, a Pa~nter Apprentice, ~n accordance with its goal. 48 GENERAL SERVICES - MECHANICAL MAINTENANCE -- OFFICIALS/ADMIN. PROFESSIOHALS TEalHICUlIS PBD"l'BCTlVE SUVICZS PAIlA.lB.OFESSIOHALS OI'FlCE/t'!T.~tCAL SKIu.ED CRAnS SERVlCE/HAlIiTElWiCE ANTICIPATED AND. VACAJICIES ILACJC HISPANIC AllAH lIIDlAN nMALI - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 1 - - - - 1 - - - - - - The antic~pated vacancy for a Mechanic Assistant should be tar- geted for a Female. GENERAL SERVICES - REFUSE COLLECTION AND DISPOSAL OFFICULS/AIlKIN PROFESSIONALS TECHNICUHS PllOTECTIVE SER.VICES PARA.PROFESSIONALS OFFICE/I'!'I-'tCAJ,. SKILLED CRAFTS SERVlCEIKAIH'l"ENANCE ANTICIPATED AMD.. VACANCIES ILAClC. HISPAnIC ASIAN UfDlAH FIKALE - - - - - - - - - - . - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 4 - - 2 - 2 This Division anticipates two Sanitation Collector and two Sani- tation Truck Driver vacancies. These are heavy labor positions which are difficult to rec~uit for among Females and Asians, two groups which are underrepresented in the Division. 49 The Recycling Division anticipates no vacancies for 1983-1984. Should vacancies occur in the Service/Maintenance category, where all Division posit~ons except for the Recycling Coordinator are categorized, they should be targeted for Females and Hispanics. GE~E.RAL SERVICES - ENTERPRISES OFFICIALS/ADMIN. PROFESSIONALS TECHNIClANS PROTECTIVE SERVICES PAB..\. PROFESS IOHALS . OFFICE/CLEl.lCAL SKIllED CRAFTS SERVlCE/MAIHrEHANCE AH'l'ICIPATED AMD.. V/oCANCIES BLACl( HISPANIC ASIAN INDU1II I'EIULE - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 1 1 - - - - - - - - - - 1 - 1 - - - Goals for 1982-1983 in the Enterprises Div~sion focused on hiring a Female for the position of Meter Reader. The goal was not achieved, although two Females were certif1ed to the vacancy. The Enterprises Div~s~on ant~cipates vacanc~es in 1983-1984 for one Equipment Operator II and one Staff Assistant II. The former should be used to increase the representation of Hispanics in the Div~sion's Service/Ma~ntenance category. The clerical pos~tion should be targeted for a Black. 50 LIBRARY The June 30, 1983 workforce composition of the Library appears below, by job category. L18RARY WHITE BLACJC HISPANIC ASIAN IdlER INDIAN TOTAL H F T H F 'I' N F T K F '1'_ .~ P. T M P OPFICIALSI f - 2 2 - - - - - 2 ADHlNISTRA'1'ORS , - 100 100 - 100 I - 17 17 - - J J - 1 1 - - 21 PIlO!'&sSlotlALS , - 31 31 - 14 14 - S S - 100 TECHNICIANS I - - - - - - - , ~ PROTECTIVE . - - - - - - - SERVIC! , PARA- . 1 7 S - 1 1 - - - 1 B PJIOFESSIOHALS , 11 78 89 - 11 11 11 89 OFrICEI . 2 15 17 - - 2 2 - - 2 17 Cl.ERICAL , 11 79 89 - 11 11 11 S9 SXILL~ I - - - - - - - CRAFTS , SERVICE/ . 1 1 2 4 - 4 1 - 1 - - 6 1 MAINTENANCE , 14 14 29 57 - 57 14 - 14 86 14 I 4 42 46 -4 1 5 1 5 6 - 1 1 - 9 49 TOTAL , 7 72 79 -. 2 9- 2 9- 10 - 2 2 16 84 , 6/30/83 INCW'.BENTS The Library workforce continues to show a strong representat~on of Women in both the Offic1als/Adm1nistrators and Professional categories. During 1982-1983 it is significant to note that minority representat10n 1n the Profess1onal category increased from 5% to 19%, with the hiring of three Hispan1cs (goals were for one Black, two H1spanics and one AS1an). 51 Hiring opportunities for 1983-1984 should continue to focus on minorities at all levels, with particular emphasis on Blacks and Hispanics. LIBMRY OFPICL\LS/ADMIH . PROFESSIONALS TEQlHICIANS PROTECTIVE SER.VICES PAJIA-PILOFESSIOH4LS OFFICE/CLEIlICAL SlClLUD CRAFTS SER.VICltJMAIR'l'EHAlfCE ANTICIPATED AMEa. VACANCIES BLACK HISPANIC UtAH IHDUH FDW.E - - - - - - 1 1 - - - - - - - - - - - - - - - - - 1 - 1 - - - 3 2 - 1 - - . - - - - - - 1 - 1 - - - 52 POLICE The June 30, 1983 workforce composition of the Pol~ce Department as a whole appears below, by job category: POLICE 6/30/83 INClJMBENTS WHITE BLACK HlSPANIC AS IAN AKER IND1AIiI TOTAL M F or M P T M F T K F 'I' M F 'I' M F OFFICIALS/ . 5 - 5 - - - - 5 - ADMIHISTRATORS , 100 - 100 100 - I 7 3 10 - - - - 7 3 PROFESSIotlAI.S , 70 30 100 70 30 TECHNICIANS f 3 G 9 - 5 5 4 1 S 1 - 1 - 8 12 , 15 30 45 - 2S 25 20 5 2S 5 - 5 40 60 PkOTECTIVE I 109 25 134 13 10 23 12 J 15 2 - 2 1 - 1 137 38 SERVICE , 62 14 76 7 6 13 7 2 9 1 - 1 1 - 1 78 22 P AIUt,- I - - - - - - - PIlOFESSIOHALS , OFFICE! I ] 14 17 - 8 8 1 4 5 - 1 1 - 4 27 CLERICAL , 10 45 55 - 26 26 ] 13 16 - 3 3 13 87 SULLtD I - - - - - - - CRAFTS , SERVICE! . 1 4 5 1 - 1 - - - 2 4 MAINTENANCE , 16 67 83 17 - 17 33 67 I 128 52 180 14 23 37 17 8 2S 3 1 4 - 163 84 TOTAL , 52 21 73 6 9 15 7 3 10 1 1 2 66 34 NOTE: Of 17S occup~ed ~s~t~ons ~ncluded ~n the Protect~ve Serv~ces Category, 133 176" are sworn pE'rsonn~l ISergeant;; and Off~::ers' Among sworn p..Lsonnel, 72\ are ~hJ.te Males, 9' are Women, 7 5' are Black, 9' ar~ H~spanJ.c, 1.5% are As~an, and l~ss than l' are AmerLcan rnd~an While the Police Department rema~ns predominantly Wh~te and Males, progress was made during 1982-1983 in addressing the underrepresentat10n of minorities and Females. Overall, min- or1ty representation increased from 25% to 27%, with Females 53 increasing from 33% to 34%. In the Protective Services category, which includes sworn officers, 6 of 13 hires during the year were either Female or minority. The Department met its 1982-1983 hiring goals in the Technicians category, increasing minor~ty rep- resentation from 37% to 55% and Female representat~on from 54% to 60%. The Department also met its goal in the Office/Cler~cal category, with an ~ncrease in minor~ty representation from 39% to 45%. Blacks are represented in all categories except Offic~als/ Adm~nistrators and Professionals with percentages higher than the S~SA average. Among sworn personnel, the representation of Females and minorities ~ncreased from 23% to 28%. .: In the higher level Officials/Admin~strators and Professional categories, there continue to be no rn~nor~ties, with the only Females being ~n civilian pos~tions. This is an area ~n wh~ch im- pact can be expected only on a long range basis, as Women and m~norities in the sworn ranks move up through promotional advance- ment. With this in mind, the Department has provided special training to Female Officers eligible to compete in the Police Ser- geant promotional exam during 1983-l984. Such efforts should continue. Specific 1983-1984 goals for the Police Department as a whole are shown below: 54 POLICE - PROTECTION OPFICIALS/ADHIN. PROFESS I(>>IAu;: TECllHlClAHS PIOTECTIVE SUVICES PAllA-PROFESS IOHAl.S OFFlCE/CLEB.lCAL U1T.T.JOn CRAFTS SERVICE/MAINTENANCE ANTICIPATED AHEB. . VACANCIES BLACK HISPANIC ASIAN lMOlAR FEMALE - - - - - - - - - - - - 3 - - 1 1 - 18 - .( 3 2 !I - - - - - - J - 2 1 - - - - - - - - - - - - - - The Department ant~cipates two vacanc~es for Cornmunic~tion Oper- ator Ills and one for Communications Center Superv~sor, all ~n the Technician category. At least two of these vacancies should be targeted for minorities. Of 18 ant~cipated vacancies in the Pro- tective Services category, eight are for Police Officer. At least five should be targeted for Females, with the other three targeted for H~spanics (1), Asians (1) and American Indians (1). One vacancy each ~s ant~c~pated in the classifications of Animal Control Officer, Rangemaster, Jailer and Parking Structure Attendant. Of these four vacancies, three should be targeted for Females, and one for an Hispanic. The three Parking Checker vacancies should be targeted for one Hispanic, two Asians and one American Indian. The two vacancies for Community Services Officer should be targeted for one Hispan~c and one Female. The three anticipated vacancies in the Office/Cler~cal category should be targeted for Hispan1cs (2) and Asians (1). 55 FIRE The June 30, 1983 workforce composition of the Fire Department appears below by job category. FIRE WHITE BLACII HISPANIC AS~.,. I AlaR D1DXAH M'tOTAL p- M r .,. .. F T M P 'I' Jl .. so ... OFFICIALS I . 7 - 7 - - - - 7 - ADMIHIS'l'RA'rORS , 100 - 100 100 - . 19 - 19 - 1 - 1 - - 20 - PROFESSImlALS , 95 - 95 5 - 5 100 'fECHHICIAIIS . 5 - 5 - 1 1 - - - 5 1 , 83 - 83 - 17 17 83 17 PRO'l'EC'1'IVE . 64 1 65 - 4 - 4 - 1 - 1 69 1 SERVICE , 92 1. !i3 6 - 6 1 - 1 99 1 pAJUl.- . - - - - - - - PROF!:SSIOIIAL$ , OFFICE I . - 2 2 - - 1 1 - - - 3 CLERICAL , - 67 67 - 33 33 - 100 SJCILUD . - - 1 - 1 - - 1 - CRAFTS , 100 - 100 100 - SERVICEI . - - - - - - - MAINTENANCE , , 95 3 98 - 1 1 6 1 7 - 1 - 1 102 5 TOTAL , 89 3 92 - 1 1 6 1 7 1 - 1 95 5 6/30/83 INCUfI'..BENTS The Fire Department made slight increases in both m~nor~ty rep- resentation (i.9% to 8.4%) and Female representat~on (3.9% to 4.7%) during 1982-1983. Significantly, the Department hired its first Female ~n the Protective Serv~ces category (Fire Safety Special~st, a non-sworn pos~tion), as well as achieving minority representat~on in the Office/Clerical category. The number of minor~t~es in the sworn ranks remained the same. Although the 56 Department lost its only Black f~refighter it hired an additional Hispan~c firefighter. The Department has developed a training pro- gram which, it is anticipated, will provide a better mechanism for 1ncreasing both minority and Female representation ~n the sworn ranks. Hiring decisions in 1983-1984 should focus on increasing the representation of minor~ties and Females at all levels of employment. Specific goals, by Divis~on, appear below: FIRE PREVENTION OFFICIALS IADH IN . PIlOFESSlONALS TECHNICIANS PROTECTIVE SERVICES pAlA.PllOFESSlOtW.S OFFICE/CLER.ICAL SKIllED CRAFTS sERvta IKAlHtEllANCE ANTICIPATED J!tEIl. . VACANCIES BLACK HISPANIC ASIAN IHDlAM P'EIWZ - - - - ~ - - - - - - - - - - - ~ - 1 - - - ~ 1 - - - - ~ - - - - - ~ - - - - - - - - - - - - - - The antlcipated vacancy for a Flre Protection Engineer provides an opportun~ty to increase the representation of Females in the Protective Services category. Because employees of this div~slon are non-sworn, this area provldes a better opportunity for inte- gration than the Fire Suppression Division, employing only sworn personnel. 57 FIRE SUPPRESSION ANTICIPATED AHD.. VACANClES BUCK HISPANIC ASUH INDlAR FEIWZ - - - - - - - - - - - - - - - - - - 8 1 2 1 - 4; - - - - - - - - - - - - - - - - - - - - - - - - OFFICIALS I AllUM. PROFESSIONALS TECHNICIANS PROTECTIVE SERVICES PAJlA-PROFESSIONALS OFFICE/~-R1I.1CAL SlClLLED CRAFTS SERVlCE/HAIHTEHAHCE The elght anticipated Firefighter vacancies should be targeted to Women ana minorities. Hiring strategies, including lateral- entry recruitment and the training program under development should enhance the Divislon's opportunities to achieve the indi- cated goals. 58 TRANSPORTATION The June 30, 1983 workforce composition of the Transportation Department appears below, by Job category: TRANSPOR'.rATION WliI'l'B BLACK HISPANIC ASIAN AKER INDIAN 'l'OTAL M F 'I' M ... 'I' H P T K T>' 'I' M T>' II' M F OFFICIALS I . 4 - 4 - - - - 4 - ADNDlIS'1'RATORS , 100 - 100 100 - . 2 - 2 - - 1 - 1 - 3 - 1"lIm"ESSIOtlALS , 61 - 67 33 - 33 100 - . - - - - - - - '1'IlCHIiI ICLUlS , PIlOTECTlVE . - - - - - - - ssaVICE , PMA- . - - - - - - - PROFESSIONALS , OFFICEI t 2 4 6 - 1 1 - - - 2 5 CLERICAL , 29 57 86 - 14 14 29 '7l SKILLttI f 8 - 8 5 - ~ 5 - 5 2 - 2 - 20 - CRAFTS , 40 - 40 25 - 25 25 - 25 10 - 10 100 - SERVICE/ . 44 5 49 80 13 93 23 1 25 - - 147 19 MAINTENANCE , 26 3 29 48 8 56 14 1 15 89 11 . 60 9 69 85 14 99 28 1 29 3 - 3 - 176 24 TOTAL , 30 5 35 42 7 49 14 1 15 2 - 2 88 12 6130/83 INCtJ....sENTS The Transportation Department continues to show a strong repre- sentation among Blacks, and achieved a slight increase in Hispanic representation during 1982-1983. However, while minority represen- tat10n overal (65%) far exceeds SMSA population percentages, it continues to be concentrated in the Service/Maintenance, Skilled 59 ~- Craft and Office/Clerical categories. All Officials/Administrators and Professional positions continue to be filled by Males who are White, with the exception of one Asian Male in the Professional category. With four ant~cipated vacancies for 1983-1984 at higher-paying levels, the Department has a real opportunity to address this area of underrepresentation. Hiring decisions in 1983-1984 should focus on increasing the overall representation of Women and Hispanics at all levels. Specific goals, by Division appear below: TRANSPORTATION - AI>>IINISTRATION OFFICT~T~/ADMIH. PROFESS IONALS 'tECHNICIANS PROTECTIVE SERVICES PAIl4-PROFESSIORALS OFFICE/CLElllCAL SKILI.ED CRAFTS SERVICE IHAINTElWiCl ANTICIPA'fED AMEll. VACAliCIES BLAa HISPANIC ASIAN l.HDIAII FEJW.E 1 - 1 - - 1 2 1 - - - 1 - - - - - - - - - - - - 1 - - - - 1 1 - 1 - - - - - - - - - - - - - - - Last year, the Administration vacancy for a Professional, targeted for a Woman or Black, was filled by a Wh~te ~ale. An Office/ Clerical position targeted for an H1spanic was filled with a White Female. 60 " The addition of three new positions for 1983-1984 in the Officials/Administrators and Professional categories (Adminis- trative Services Officer, Assistant Adm1nistrative Services Officer and Sen10r Administrative Analyst) provide unique oppor- tunities to increase the representation of Females and minorities at these higher levels. The Adm1n1strative Services Officer should be targeted for a Female H1spanic. One of the two posit1ons at the Professional level should be targeted for a Female and the other for a Black. The new para-professional positions, Administrative Staff Assistant should be targeted for a Female and the Office/Clerical vacancy (Staff Assistant I) targeted for an Hispanic. TRANSPORTATION - MAINTENANCE OFFICIALS/ADMIN. PR.OFESSIONALS TECHHIClAHS PR.OTECTIVE SERVICES PABA-PIOFESSIOMALS OFFICEJCLU.ICAL SKIUED CRAFTS SERVICE/HAINTEHAHCE ANTICIPATED AMER. VACANCIES BUCK tlISPAJlIC ASIAN INDIAN I'EHALE 1 - 1 - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 1 - - - - 1 - - - - - - Last year, the Skilled Crafts vacancies targeted for Hispanics and Women were not achieved though the number of Blacks increased by one. No Women were hired for Service/Maintenance vacancies 61 in this Division. The new pos~tion of Transportation Maintenance Manager should be targeted for an Hispanic. The anticipated vacan- cy at the Mechanic Ass~stant level provides an opportunity to impact on the underrepresentation of Females in the non-traditional category of Skilled Crafts. TRANSPOR'l'ATION - OPERATIONS OFFICTAT~/ADM1H. PROFESSIONALS TECHNICIANS PIlOTECTlVE SER.VICES PAIA-PROFESSIONALS O'FICE/CLEJl.ICAL SlCILLED CRAFTS SERVICE/MAINTENANCE AltTIClPATED AHEIl. VACANCIES BLACK HISPANIC ASIAN UlDtAH P'EKALE - - - - - ~ - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 10 - 4 2 - 6 - Although the Department was able to increase by two the number of Females in the category of Service/Maintenance during 1982- 1983, th~s fell s~gnificantly short of the~r goal of e~ght Women. With ten anticipated vacanc~es in this category, strong efforts need to be made to increase the representation of Females and Hispanics. Goals for 1983-1984 have been set accordingly. 62 AUDITORIUlI.. The June 30, 1983 workforce composition of the Civic Auditorium appears below, by Job category: AUDITORIUM WHITE BLACK IiISPAHIC ASlNl AKtB ~DIAN TOTAL K .. "I' .... F .,. M F 'I' N! F 'I" 1011 ... M ? OFPICIALS/ . 1 - 1 - - - - 1 - ADMINISTRATORS , 100 100 100 I - 1 1 - - - - - 1 PIlOFESSIOtIALS , - 100 100 - 100 f - - - - - - - TECHNICIANS , PROTECTIVE I - - - - - - - SPVlCE , PARA- I - - - - - - - PROFESSIONALS \ OI'FICEI t - 1 1 - - 1 1 - - - 2 CLERICAL , - 50 5D - 50 50 - 100 "ILLe I - - - - - - - CRAFTS , SERVICE/ . 4 - 4 2 - 2 3 - 3 - 1 - 1 10 - MAItl'l'ENAHa: , 40 - 40 20 - 20 30 - 30 10 - 10 100 - I 5 2 7 2 - 2 3 1 4 - 1 - 1 11 3 TOTAL , 36 14 50 14 - 14 21 7 28 7 - 7 79 21 6/30/83 INCUJI'.BENTS The Civic Auditorium achieved its 1982-1983 goal of mainta~ning a strong minority representation (50%) but were unable to hire as~ans who are still underrepresented in the Department. Female representation in the largest category, Service/Maintenance, re- ma~n an area of serious underrepresentation. Wh1le no permanent vacancies are ant~cipated in the coming year, unantic~pated vacanc~es should be targeted for Females and Asians. 63 " AIRPORT The June 30, 1983 workforce composition of the Airport Depart- ment appears below, by job category: AIRPORT WI'1'E DL.\C](. HISPANIC ASIAN AKER INDIAN .. TOrAL F M F '1' M F l' N 5' ... It F .,. .. F ... OFFICIALSI I - - - - - - - ADMINISTRATORS ~ I - - - - - - - PROrESSIOHALs , TECHNICIANS . - - - - - - - . PROTECTI\'!: I 2 - 2 1 - 1 2 - 2 - - 5 - SERVICE , 40 - 40 20 - 20 40 - 40 100 - . PARA- I - - - - - - - PROFESSIONALS , . OFrICEI I - 1 1 - - - - - 1 CLERICAL , - 100 100 - 100 SKIT.J.I:!D . - - - - - - - CRAF'l'S , - SERVICEI I 1 - 1 1 - 1 2 - 2 - - 4 - MAUI'1'ElL\NCE , 25 - 25 25 - 25 50 - 50 100 I 3 1 4 2 - 2 4 - 4 - - 9 1 TOTAL , 30 10 40 20 - 20 40 - 40 90 10 6l30/83 INCUKIlENTS During 1982-1983, reclass~fication of several Airport Attendants I (Serv~ce/Maintenance category) to Airport Security Guards (Protective Services category) resulted in greater ethnic diver- sity in the Protective Services category. The single Female in the Department continues to be in the trad~t~onal Office/Clerical category. 64 Unique opportunities to hire Females in the categories of Officials/Administrators and Professionals will occur during 1983-1984 if the City Council approves the proposed positions of Airport Manager and Noise Abatement Officer. The anticipated clerical vacancy should be targeted for an Asian. AIRPORT OFFICULSI ADHIH. PROFESSIONALS TECHNICIANS PIlOTECTIVE SER.VICES PABA-PROFESSIONALS OFFICE I CLER.ICAL SKILLED ClIAFTS SER.VlCE/MAlNTEHANCE ANTICIPATED AHEIl. VAC.\HClES BLAa HISPANIC JoSIAH lHDUH FEMALE 1 - - - - 1 1 - - - - 1 - - - - - - - - - - - - - - - - - - 1 - - 1 - - - - - - - - - - - - - - 65 PIER The June 30, 1983 workforce composition at the Pier appears below, by job category: -_...----- PIER 6/30/83 INCUMBENTS WIn BLACJ( HISPANIC ASlAli AMER INDIAN TOTAL M F T M F T M F T M po T M F T H F OFFICIALS I I - 1 1 - - - - - 1 ADMIHISTRATORS , - 100 100 - 100 I - - - - - - - PROFESSIOHALS , 1'ECJIHICIANS I - - - - . - - - , PROTEC'1'IVE t - - - - - - - 5ERVl:CE , P1\RA- t - - - - - - - PROFESSIONALS , OFFICEI , - - - 1 1 - - - 1 CLERICAL , - 100 100 - 100 SKILLED t - - - - - - - CRAF'l'S , SERnCEI I - - - - - - - MAINTENANCE . - I - 1 1 - - 1 1 - - - 2 TOTAL . - SO 50 - SO 50 - 100 Dur~ng 1982-1983 the position of Administrative Analyst (P~er Manager), f~lled by a White Female was transferred to this Divison from the City Manager's Officer. The cler~cal pos~tion on the pier became vacant and was filled by an H~spanic Female. This was an unant~cipated vacancy. No vacancies are antic~pated for 1983- 1984, as the City transfers pier operations to the Pier Restora- tion Corporation. 66 WORK PLAN 1983 - 1984 The Affir.mative Action Work Plan for 1982-1983 was ambitious and diffuse. Among the accomplishments were: o publicatioa of a supplemental Affirmative Action Plan for The Disabled (See also page 20, The Disabled). o Participation in the Woments Employment Options Conference, Chamber of Commerce Job Fair and Bay Area Veterants Job Fair, -featuring female, minority and disabled ~loyees rather than Personnel staff as City spokespersons. o Lobby display for Women's History Month. o Increased use of Spanish language newspaper and radio for recruitment. o Recruitment at colleges with large minority populations. o Identification and use for recruitment of organizations serving women with non-traditional career interests. o Involving Department Heads, managers and supervisors in the ldent~fication of affirmative action candidates for positions and making affirmative action an element of their evaluations. o Advising appointing authorities of the availability of candidate(s) certified who would help them meet _affi~ative action hiring goals. 67 o Development of a plan to increase the number of women and minority group members in the Fire Service. , o Hire of the Cityts first female' in the Skilled Crafts and first Hispanic llbrarians. 0 Publicizing and providing career counselling to employees. 0 Granting highest Departmental priority for data process i ng assistance to Personnel to facilitate applicant tracking and production of EEO-4 and Affirmative Action Reports. o Reclassification of the City1s clerical employees. A different approach to the work plan has been taken in this Fiscal year. Personnel and Departmental efforts will focus on three maJor areas of deficency. The areas of deficiency are: 1. Lack of Women and Minorities In The Sworn Fire Service 2. poor representation of Blacks and Hispanics among professionals and Officals/Administrators 3. Poor representation of women in the Skilled Crafts and service/Maintenance categories Special recruitment and selection plans will be developed and documented for each vacancy that could be used to correct these deficiencies. This planning process will involve the Principal Personnel Analyst, the Depar~~ent Head and supervisor making the 68 selection and the Personnel Analyst assigned to the exam. For each selection which does not assist in correcting the deficiencies recommendations for the next or similar vacancies will be documented and acted on. A progress report will be made to the City Manager and Council in April and at the end of the fiscal year. The City Council, in establishing Budget Objectives, asked that a special plan be drawn up to address promotional opportunities for women and minority group members. The promotional statistics for 1981-82 and 1982-83 wnich appear in Table 3, page 9 suggest that the City is promoting Women and Hispanics at a 'credible rate. This is ~t the case with Blacks. Therfor, all vacancies suited to promot10nal examinations will undergo the same planning process described above to ensure that qualified Black employees compete in significant numbers. Department Heads and supervisors will be asked to actively encourage Black employees to train for and compete in promotional processes. 69 APPENDIX: DATA TABLES i j 01 I ; I 11 I gl I I Q . :1 01 d .1 c , z 0 = 0 .... I . M C 0 ,.. 0 ~ ~ 0 CI'\ 0 i ~j 111 ~I r I \D 1 LJ"I 0 LJ"I ~l 0 ~ - M - l I I .... N - .. - - .. j ... 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L c..lr. :..:w ou (l)U (I) An';)endix 1 N co 0-. ~ I ......t co 0-. ~ I ~I 1 ~".J z< <~ ~ c - c CO\. ~ It'l C IN C C C Illl e g = e ='0 co c - = ... - =: IlO Q .... :: . =: .... I = 0'" - .c - '" - - .... ... - '" I N I I , I \0 C) .... ,.. '"' ... ,., IlO ~ ,.: . 0 b. ~ N .... '" 0 '" .... c '" CP\ - 0 ,., ..., O'l "., - N IlO ..., ,., N .... N .... ... CP\ ... N .... N N - I '" ..:i I - <:: , 1 , I ~ 0 ~ ..,. 0 G\ .... ,.. '" ... N ... ..:. ..; ~ ..; i. . . .; :r .... 1 ..,. .... 0' ~ I <oCt - ... CI'I '" '" C>\ I '" ... N It'l ..,. ... '" ... .... .... ..,. N ..., CP\ .... O'l co .... ... - .... I ... j ... IlO - I 1 , I 1 , I I , =1 I I .... N - I ..0 I - ... N I 1 co I \ . !- - ! - 11"\ . N - 0 .... I I I I .... i - .... 0 - - I .... I - , <z I I I f IN T '2 I T~ I I I I N t.:l< . 0 I .... -~I;.. - I - .... J . I I ... I I I I I .... . .... I 0 :=::::::. i I c..:z i z... l 1 '" I -: I O'l 1 1 I . I . ) lI\ c:: :<: I I - I ... '" . I I I I ... - ... - .... 0 I I ! 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'of;> e ..... - , ... ... ... ... - - - o:r "" N i .., <<: I ..... N .... ... j ..... ... - ce '" ""' i ... or ! .., '" .... I - - '" I ~ N "l'.. ..::~ '!to ~ 0;.. ~ 'OIt ~ q;o N """ ~ "'1& ~ ~ r.e - < v: < IL. ..... 25 :z. t;; 2:- ::.;. t( I < --> c z >- - -' ... ""'"'tr.;O "- :.. -.... ..:: .....<: ~ <; tr.. U I E-:..:. r.r. ..... <:,.. e. :.J z; .... tn .... UU ':I:. t.;Ju ~ "';;:::1 - ~z to: S ~- ~ u- "":i- -'-" - '. -- :... I ""':> <:... ....eo: . . :>z. < I ....- :::::;:.... ~~ I c ::s 00:: ~o t:c..~ :::'5 I 0:: ~ !- =:c:: ;X 1 ;:::.~ <~ k....: ~<: g -1'.... 0< ... :;...~ ~r:.. cu u:u t!:% - I - Cf.l ~ :z <. u H H 0... ~ < - ....._-+.:-......""'-..... ..;;......-~~. ~~ -0._ -.:.:~~~..-o.:..:.-~.,_~" "':C"-'lnllit:. ~p'_... ~~_...~~~.. Appendix 2 I i ~! =1 I Q ... =l , z < CJ'I co ::;\ .:: = N C7'I = CIl e I.&:l " .:: < ~ 0 0' .". co e If'l co ... co I.&:l ... C c::: 0 ... .... ... ... ... N ... C Eo< I ~I I I ~I '"' ~I C7'I In co - on ... . . . . . r.. ~ .., .". '" ~1 :q, ... c C7'I .... ... If'l co ~I .". N .... '" 1 If'l ... co ... e ... ... == I I I I ~ 1 I E: I l I I ~I ;1 ~I I ~I I ...1 J 1 ....' ~ e co ":1 " I 1 \Q ~l .., ~j ~I ~ CO CO ~I :: :", IC ... ..... !"" ~l - "'I LI'l It'l CO .... 1/'1 I ... I I I I I I , I I II I I I i I I I I l \ I 11 i \ I II J I :1 N e.. I I II .... N .., z I I - I ... < 2- r I I I :.J < 'I I i I ... ~ 11 II 1\ I \ ,I I II :\ ' I "'1 ... c:; r.. ""'I I ::.: Z I I e ~ ... I 1 ,.... < xi ,I I I II I 'I I 1 II ;1 ...1 ~ CD 1 1 ... I I I I I Q "l , , I =1 =: I II I :1 ' I I ...1 .....1 I ....1 -I ~I :1 C" - N ~I I I N I ~I 'I I II'l ..... I j ~ ... I I I I i i I J ~ \ 11 I I :1 I I I I I 'I I II ....1 ... 1 I I I I I 'I ....1 ~ ... I - " I - ;..1 I II'l .... = r:.: 1 i I < , I I i , ,I ! i ?i I i I I ....\ :\ I ! 1 ~ -\ ":1 I ' l t I -\ :\ -I ~l I.&:l :.:1 ' I .... . - .... ... .... , I I I e..1 I ~I =- ~ -I "'I ~ I ....1 ~ C7'1[ 1 ....1 I ~I ~I ..... .... :0; C7'I ~ ...., ~ . - - co Il'I 0 Z e - ..... N ~ -, I NI I I I t:i.l II i Il'I I -I ~I I 21 I I C7'I L'" I ,..; ~ C7'I ... - r.. I ... \Q f1.i , - I .... I I , I ~ I - -j ~ I -I '1 ClI I I II I I if ,., II) ~I ... CO dl .... co .... rn i N Q ..., .... ~, I ,.., ... I I I I "'1 ': I ....1 ~ ~\ -I :\ ~I ..,. '" I I ! 0 co N - .... \CO Eo< Il'II j 0 N N '" .... CZl ~., N .., - , I :.:; J I , .:.:1 , I J ,I I -I ..,1 ...1 ~I -I 0 e.! 21 !! ,! :1 ~I r- :.J ,,' .... <::; 1:01 I ' , I I I' I CO! ! 0 , I i N! .... I LI'l i E i I I , , , ,I I -I r-:I i I ~~ I ~ I "L" , o! ~l J c:" _1 ., . -I . 1" , -, I Nl -I . ~ NI I I II '" I 1 '" I '" ..., ~l 0> 1 t , I I ... J I I I , , i =\ a<l , ;\ , 0=1 -f ~I ;l =\ m ::1 M L.""Jl 0 :1 '-1 c ,.., - . foil ""'1 - '\ N! 0 .., ... '" .... I.P "I, loP! L I' '" .... .... J f , I I ::.:: ~I ~I :1 ~l ... "'1 ":1 r"'lf eel ' I ;1 ~l ... .r. .... -4 .... ~ .... , ~! I N c:l\ \D on i- N 1 1 I , -I Cl IQI , ~I ~I ~l ;1 el ~I Nl ~I QI ~I il .... e:: , ~I 12' ~ ~I 0 '" . ...! I ... N ~ CI L"l. ""It I N ,.. - .. - ""I - -I ... .1 - .. - .- - .- - .. - .. I I ..:: I I ..:: >- < v.I < ~ ::::; .... z \ z ru z tJ c:: 0 U) 0 < > 0 Z 0 " ... ... ... ... ... ... < '":l t;J < tC U ~iol v.I ....< C ~z ~ ... . ~ ... U:.J ~ :oJU to:! Ul"oZ < U% ru I ~ ;ol... :.:; U'" ..::e.o ...e.. ..:I U -- "" U 5"> ~~ ...g; ..::~ >% < ....:z: 0 0= ~fal ~~ C:... ~ r..c r::: ;LI =:.:; .::= r....:: ~~ ~ 0< J:.. I ... Q.v.I Q"r:;... OW I lnU 'P~Der:c.::..X ~ ... Q..J 1 z< :H; '" 0 I 0 ... 0 ... 0 .., Q <I 0 ... ~ ~ ~ C Q .... :. of-o - .... ~ N 0 .., ~ 2 II"l ... ... c ~ c ... - N - t b l~ 1 I i Cl ..... 0 ~ ~ '" lo., N I Q .., ... l~ V'\ ,;. - '" - 1:1\ I I ~ " 0 '" ... - I"" ... - ... r II"l GO) - - - ... I , - I I - I I I < I ! I I 10 I i j roo I 0 , I I r-. j~ ! ! I 0 "' ... I II"l t; ! - f "" ::: .... , 0 CI\ 0 .., 1= ClC I ... .., I~ o,D ~ e <I I ..... ..... .i- f ~ .... - ... II"l I" - 0 ..0 1 GO) .... ..... i ,.... I - - i i I I , I , , I I I j ! ... 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