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sr-022481
INFORP4ATION T0: Mayor and City Council `FROM: City Staff. Santa Monica „ ralifornia, February 24, 198: SUBJECT: Affirmative Action Plan Update Introduction This report transmits a draft of the Affirmative Action Program Update covering July 1, 1979 to July 1, 1980. Background The composition of the City's workforce as of July 1 is reported annually to the Federal government. The data produced for the EEOC is also used to update the City's Affirmative Action program and to gauge progress toward meeting the goals set in the preceding year. - Of note in the current update_is a revision to the policy statement which commits the City to the elimination of any form of sexual harassment in the workplace. The new hire and promotion statistics show steady progress toward correcting past imbalance. The Personnel Board will be discussing the Update at their March 9 meeting. Their report will be forwarded to Council for the March 10 meeting. Prepared by: R. N. Arono~ POLICY STATEMENT The City of Santa Monica herein codifies its continuing commitment to provide equal employment opportunity based on individual merit. In the recruitment, selection, assignment, promotion, discipline and training of person- nel, we will consider only job-related skills, abilities knowledge and performance. We will develop positive measures, to eliminate discrimination based on race, color, '.gender, national origin, religion, age or handicap. In addition, we are committed to the elimination of any form of sexual harrassment in the workplace. Where adverse impact has resulted from prior practices, 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 affirmative action program. 1 DISSEP4INATION OF POLICY STATEMENT Internally, copies of this update of the Affirmative Action Program will be provided to each Department Head. Periodic management seminars are conducted under the direction of the City Manager, delineating the duties and responsi- bilities of the program to all applicable supervisory personnel. All City employees have .been given a copy of the policy statement. 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 Affirmative Action policy statement. All contractors and suppliers have been sent notice of the establishment of our program. The Affirmative Action Program is continually promoted ~y 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 perusual. 2 RESPONSIBILITIES FOR IMPLEMENTATION COMPLAINT RESOLUTION The City Manager retains final responsibility .for implemen- tation of the Affirmative Action Program. The Director of Administrative Services 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 Administrative Services to meet the goals outlined in these pages. An individual wi§hing to file a complaint should discuss the matter with hisJher immediate supervisor and, if not satisfied, submit the grievance. in writing to his/her Department Head. The Department Head will render a decision, or will advise the employee of furthe-~ 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 Administrative Services who will interview the parties concerned and submit a recommendation to the City Manager, whose decision shall be final. 3 nT)P YT)~ PTO The City continues to make steady gains in its effort to balance the work force, as illustrated in Table 1, "Progress at a Glance." This table compares the percentage composition of the applicant pool, the hires to permanent positions, and the permanent work force for 1978-79 and 1979-80. Applicant data are presented to demonstrate gains in recruiting, which can play a role in increasing the rate of new hires and thus affect the work force composition. In 1979-80, the City increased the representation of each minority group in the applicant pool .for permanent vacancies, but evidently attracted a lower percentag e of females than in the preceding year. New Hire data for 1979-80 show that the City's selection processes have enabled women to make dramatic gains in representation (they were 44.1% of hires to permanent positions vs. 27.7% in 1978-79), while Blacks and Hispanics made modest gains. Progress in these areas has had an effect. on the composition of the permanent Work Force. The proportion of White Males has dropped from 48.4% on June 30, 1979 to 45.7% on June 28, 1980, while the proportion of Women, Blacks and Hispanics has increased. Tab 1e l also illustrates that the City continues to hire women and minority group members at a higher rate than their repre- sentation in the work force. Comparing the New Hires 1979-80 column with the Work Force 1979-80 column, it is apparent that as white males leave the work force, they are being replaced with women and minorities. Note that the rate of hires for white males is far below their representation in the 4 work force (28.4% vs. 45.7%). Conversely, women are being hired at a rate almost double their representation in the work force (44.1% vs. 24.6%). Blacks, too, are being hired at a higher rate than their work force representation (26.0% vs. 19.7%). We have not, however, been as successful in the hiring of Hispanics. They represent only 10.7% of the new hires, but constitute 13.6% of the permanent work force. Clearly, the City's efforts to ensure equal opportunity are having an impact that is visible in the steady increase of women and minorities in the work force. 5 TABLE 1 PROGRESS AT A GLANCE A Comparison of Affirmative Action Representation.by Pereantage Among Applicants, New Hires and Permanent Work Force FY 78-79 and FY 79-80 licants* New Hires Work Force** i 78-79 79-80, 78-74 79-80 78-79 79-30 (2809) (2683). (173) (261) (991) (1049) White Males 38.3% 38.6% 41.0% 28.4% 48..4% 45.7% Women ~ 32.4% 27.8% 27.7% 44.1% .22.2% 24.6%° Minorities 37,6% 42.7% 37.6% 38.7% 34.2% 36.0% Blacks 22.3% 25.9% 24.9% 26.0°a 18.6% 19. T,0 Hispanics 9,2% 9.9% 10.4% 10.7% 12.7% 13.6% Asians 5.4% 5.9% 2.3% 1.9% 2.5% 2.2% Amer. Ind._ .7% 1.0% ----- ----- .5%, .5% *Applicant self-designation is voluntary and these totals reflect only those applicants who completed this information. *June 30, 1979 and June 28, 1980. Derived from Appendix Tables A-l, A-2, A-3, A-4, A-5 and A-6. 6 Advancement in the Permanent Torkforce Affirmative Action progress must be measured not only by total ', increase, but by progress to higher level jobs. One indication of Santa Monica`s commitment is apparent in Table 2, "Affirmative Action Representation Among Promotions in the Permanent Workforce." .White Males are being promoted at a lower rate than their repre- sentation in the workforce (37.9% vs. 45.7%), while Women (30.5% vs. 24.6%), Hispanics (15.8% vs. 13.6%) and Asians (5.3% vs. 2.2%) are being promoted at a higher rate than their workforce representation. .Efforts must be directed at improving the promo- tional rate of Blacks, whose rate of promotion is far below their workforce representation (10.5% vs. 19.7%). Table 2 Affirmative Action Representation Among Promotions In The Permanent Work Force 7/1/79-6/30/80 Num'oer Percentage of of Promotions Promotions Total 95 100.0% White Males 36 37.9% Women 29 30.5% Minorities 30 31.6% Black 10 10.5% Hispanic 15 15.8% Asian 5 5.3% Amer. Ind. 0 --- 100.0% 45.7% 24.6% 36.0% 19.7% 13.6% 2.2% .5% Derived from Table A-6 in the Appendi_; amd Personnel Records Documenting Promotions - ~. Representation in the Work Force Table 3, "Affirmative Action Representation By Job Category," provides a further indication of the integration of women and minorities into the full range of City positions. This table compares 1979 with 1980 data. Note that the representation of White Males has decreased in all categories but clerical, a non-traditional field for men. Women made strong gains in their percentage representation in the two highest white-collar cate- gories, Officials/Adriinistrators (16.7% to 20.3%) and Profes- sionals (41.6% to 46.6%). All categories except Technicians (where 47omen held their own at 19.7%) and Skilled Grafts where Women are still unrepresented, changed in a positive direction. Blacks, who tripled their representation in the Technician category (3.2% to 9.8%), doubled their representation in Office/ Clerical (4.1% to 8.2%) and increased from 15.6% to 21.8% in Skilled Crafts, are still unrepresented among Officials/Admini- strators and lost ground in the Professional Category (2.2% to 1.0%) as one of two professionals left. Blacks made modest gains in their percentage representation in Protective Services. Hispanics made modest gains in percentage representation in all job categories except Skilled Crafts, which declined slightly. Notable is their increase in representation in the Protective Services (4.6% to 8.3%). 8 Table 3 Affirmative Action Representation By Job Category June 30, 1979 vs June 28, 1980 WHITE MALES 19780 % WOMEN 197 980 % MIN .BLACKS 1979 980 ORITIES HISPANICS 1979 1980 Officials/ Administrators 76.6 73.4 16.7 20.3 -- -- 3.3 4.7 Professionals 55.2 ..50.5 41.6 46.6 2.2 1.0 1.1 1.9 .Technicians 67.2 62.3 19.7 19.7 3.2 9.8 13.2 14.8 Protective Services 79.9 74.6 11.4 11.8 5.5 7.9 4.6 8.3 Parapro- fessionals 60.0 41.2 40.0 41.2 -- 11.8 -- 11.8 Office/ Clerical 5.7 8.2 94.3 89.8 4.1 8.2 11.4 11.6 Skilled. .Crafts 57.1 53.8 -- -- 15.6 21.8 20.8 20.5 Service/ Maintenance 32.2 31.6 5.0 6.0 42.3 43.0 .21.0 21.4 Derived from Tables A-3 and A-6 in the Appendix. 9' Achievement of Goals In 1978-79 Update The City establishes annual goals for new hires in categories where women and minority group members are underrepresented. Table 4 compares last year's goals with actual performance during 1979-80. - Officials/Administrators - The numerical goal. for Hispanics was achieved, although the percentage goal fell short due to the higher number hired than anticipated. The numerical and percentage goals for Women were substantially exceeded. The City did not meet its goal for Blacks. -- - - - Professionals - The City did not meet its goals for Blacks or Hispanics in this category. Technicians - The City substantially exceeded its goals for Blacks, Hispanics, Asians and Women in this category. Protective Services - The City exceeded its numerical and ~er- centage goals for Blacks and Hispanics in this category. The numerical goal for [women was achieved, but the percentage goal fell short due to the higher than anticipated total hires. Paraprofessionals - The City exceeded the numerical goal (and met the percentage goal) for Blacks in this category. The goal for Hispanics was not met. Office/Clericals - The City exceeded the goals for Blacks and Asians but failed by one person to meet the goal for Hispanics. Skilled Craft.- The City failed to hire any 6domen into t'nis category. 10 ~ ~ ~T ~= Servirce/Maintenance - The City achieved only half the number of female hires targeted for this category. Recommendations After careful consideration of the areas in which the ~ity ;` failed to meet its hiring goals; the following remedial actions are recommended: 1) That the City Manager establish Affirmative Action goals for each Department as part of the budgetary goal process this year. Progress would be reviewed with the Department Head at the Quarterly Budget Review. 2) That Council consider budgeting an additional position in each of the skilled crafts for FY 1981-82. These positions would be underfilled at a trainee level by women, subject to approval of a selective hiring effort by the FEPC. This process would enable the City to train its own female skilled craftspersons since their labor force representation in the crafts is minimal. While the result of these actions will not be seen in the 1980- 81 update, they should provide for real progress in the 1981-8? fiscal year. 11 Q w x H a w •W F H q w ~ ~ ~ ~ H O ~ A C7 n ro rn F W H O W H x 7 H ~ z W H W H x U I o ~ ° L. p +~ o v i o v C •rl N ~1' O H 6~ ~O N M H r-1 I 1 W ~' N U O O O ~ Q,' DD bD by O 3 ~ o ~ o M ~n o ~ ~ O ri t!1 i0 O N ~1' r-1 N ul O C7 N ~ r-I M rl ri M 1 0 0 7 J-I O r-I N >-,' H H M I I N ri N ro ro N H M H H ~~,,.. ~ H Ri' U 6G bD O O O '~ ~. bL by by c c ~ ~ ~ ^ ~ ~ ~ O '~ H ~ .' rl F ', G O ~O N N C7 1 m N •ri 41 >'+ >"i •~ N rl N H M M N 00 t!1 1 I I.fl i~ ro ~ r-I .-a ,~ ~ ~ u ro ro m~ o' o •rl ~ _ ~ ~ - ~ ~ ~ 00 OD _ x ~-+ o o ~ M o 0 ro o 0 1 v O ~ ~ ~ ~ N ['+ 1 1 rl t1•) may' M CO V1 •rl N M O r-I I~ O N H H ~ N N N ri cC cd U U O O ro ~ oD rap H \ \ \ \ \ - o P~ r-1 O O M ~O O O O O ro rl N N M ri ~' (," C,' O v1 O M c0 O O U' N r-I r-i N r1 O ~~ roH I 1~ V] W M Vl r-1 u'1 ~' CO I~ rl U N M N to r-1- ~O ~ 6 7a N ri x bo v~ +~ roH p' I • ~ O ul v1 V1 O W O ~ U U N ri M ~i' ul I~ .~ v ~i ~ U ~x -T ~ ~ ~ l ~ li ~ li ~ T ~ lj ~ T ~ l AI / ' ~ ~ ~ \ N i-~ ~ ~ U • ry V U] S'7 ro ^ / ~ ~ + M w ~ u .,~ •~ ~ I ro ~-+ ~ ro H rom I ~ u +~v o~ ~ro ro v>r 6 •~ •~+ m H .,~ u u ~+ o v u v u v U u C 41 ro G v •rl P,•~ u •.-I .-1 1~ •r1 +a •a •~ w s~ ..C as ~ ro ~ •~ u H w P >~ ~ as w~ oo u os+ N~ wm •.aro ~,•~ H o w v N •~ v s~ v ro u w ,-+ ti o~ ?~ m H o.cn c,w oc~ nc~ m~ ~ 12 _-:: _ '~ 1980 - 81 GOALS The City establishes numerical Affirmative Action goals each year. The goals. are set using 1970 U. S. Census-- based data for the Los Angeles-Long Beach Standard Metro- - politan Statistical Area, distributed by the California State Employment Development Department. (1980 Census data has not yet been published). Table 5 shows the composition of the SMSA population as a whole, the composition of the working population (labor force) of the SMSA and the composition. of Santa Monica's work force. Table 5 Population And Labor Force Composition of The Los Angeles/Long._.Beach~Si~SA--- As Compared to Santa Monica's Permanent tdork Force SMSA SMSA SM ulation Labor Force Work' White Black Hispanic Asian Other Women 67..1 10.8 18:3 2.7 1.1 51.6 70.91 9.5 15.9 2.7 NA* '.39.0 6 19...7 ' !T , ~, 13.6 ~ ~ l''„ 2.2 ..24.6" *Reporting not required since group constitutes too small a percentage of area population. Derived from Tab 1e A-6 in the Appendix and E.D.D. data. 13i _ To the extent that Santa I4onica draws upon the entire SMSA Labor Force as a labor pool, the City can be said to be some- what underrepresented in Hispanics and Asians and more seriously underrepresented in women in its permanent work force. The SMSA Labor Force percentages serve as our goals for new hires in those job categories where we do not already exceed the Labor Force percentages: Table 6 1980-81 Affirmative ' Action Hiring Goals Anticipated 9.5% 15.9% 2.7% 39.0% Hires ~ Black His anic Asian Women Officals/ Administrators 11 1 2 1 4 Professionals 29 3 5 No Goal No Goal Technicans 20 No Goal 3 No Goal 8 Protective Services 45 4 7 1 18 Para- professionals- 12 No Goal 2 1 No Goal Office/Clericals 56 5 9 2 No Goal Skilled Crafts 8 No Goal No Goal No Goal 3 Service/ Maintenance 45 No Goal ido Goal 1 18 Total 226 Categories showing. no goal will be maintained at or-above the current S. i1V C:L tit 1{..rl L'J i.i1L6LiiJ li. I < I+ I ~ ~ E ! i I i I f i! 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O S b S O N' S ~p .-I W T vl u"1 OJ h Vt N N b - W ~ b '-0 h h ~..~ ~ F w ~'1 h O O b S W N h b .-i S S O O H ~ H 2 c7 N ~D N N S b O H o~ N M .- S O ~ M ~ O ~ N M v1 O W S O H [7 N N ~ N m CO I S O M N N n 00 ~ M M ~ N N N e ~a~ ~ ~ e a e a ~ e ,~ e ' z U r w a o. .-~ ¢ '+ H y ~ z a O ¢ H y h U H Fw y ~6 A wZ c~ vz w z U U wH m - w W U U.+ W aF U W ' ¢ HH w z F> w Ha aw HF >z a ¢ o we a° ~ °a~ai `¢°a wa x~ a + F nU O¢ O. F ~.U dom. OU rnU d tn¢ ~ I y ~ I y ~ ~ ) ~ I ~ I~ I I ~ l~ I I~~ I~ ~ ` N ~ I I I ~; ~ ~ I I ~j I ~I i I_! I of Ia, l I I ip ;N j "vy l 'n ~ ti I N r i " N O ~O O l O p I tt\ I O ! ~ I I ! i I- I I " I" i I N I N I I E I -I T I o nI NI I I ~ I I I !CI I~ I I I p! Q I O c. o ~ o ~~ _.,I_o - ~ ~, ° I o f I- C In r- o I I c, ~~ .. ~ l I I i l I ~I I I I I ~~ I~ ;~!a ~ ~ I I l i V I I I I I I ~ " I ' i i o' f ~, F 2 I o o O I o I o f N o f o f o f o o I " o I- I o ~~ ~ i i I I j ! 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I m o.,mi ! ~, do i m ro c . _ ' H i o I v i o f tm. o ~ c"I. m ~ ."i m j i . ~' N " I o 6 I ~ 1 F I ! ! ! , . l ~ I . .. . 4W LC CU : ]O ! ~ ~ I ' w 6 U h O co ,7+ ~ FQ ~ N w ~ U ~O W. ~f ~ - 3 H z w w a p~= O O O I O I O O I O O O y GO ~Y O O N O C I I~ I O O ti O ~ I J H ~ y y O H O O n O O O W O N C O O . .i l0 ~- : N ' r-1 .-I '-I rl e-i I~ rl M .-I ri ~' M ~O !~ OJ N W ~ ~ ~ W M N O N W Y ~p N O ~ I~ .-~ e-1 N M O~ O ~ ~-1 G OJ Vl ~Y ~ ~T N 'i N ~"~ r N W O O N ~O N N a H H ~ J M N W N o O N ?ti N ~ ~ W O N p ~ ~ I vi i+t .t m m ~ ~ ~ H ~"~ ~ O O O .ti v O O N ~ O O .a vi I H O O O O ti O M ~ G7 U C H H W o O O o O I o 0 0 0 0 .-1 O O 0 o N i L, Z O O U O p ~ • O O "~ pl 1 ~ O O p ^ O M ~ ~ ~ H '~ ~D vl O~ N M O O O O M O M W p~ ~p M N ' "'~ ~ M O O N M N N N fn H W O O ~Y O+ ~"~ l0 O O O O M O O O O O OJ O M .-i O O N O O ~ .-~ ~D H I O N I ~D O O O O O I 0 M W O~ I N O o 0 N ti ~ H M t~ N T O~ ~ O~ M N ~ n ~ ~ N N ~ ~ a ~1 .-1 ~ ri .-i N .-i r+ .-~ H ^ M H r-I N N r1 N y S W i--I ~ O O ti iD N N O~ !~ ~ O O N O M N •-~ O F ~ h '~ N ~ ~D N N E ~ ~ N N N T CO ~ I~ N N O~ O O ~D N ~ M S S M. y M .a .-i ~ n N N O I n O ~..~ .-~ .-~ H O O N O ~D ~ c0 O~ N N N - I~ T-1 ~ O H O+ .+ 1~ .-~ N .-~ .+ v1 M O O~ ~ e-i ~ N .-i ~Y N H ¢, W O O .y O d ~ u'1 N O O O W O O vl ~ N ~ O N ~ N N O N ~t M M O ~ ~ O O I N N I N O O M N u ( ~ I I ~ 1 .i ti N .~1 ~ N ~ V O~ N Vl N N M M N Ol [O W ~ O H v1 N 01 N ~Y N O~ M '-t l0 M '-I ~p N. d M N -1 N N 01 O~ n r~ CO n .--I n N ' .-~ M 1~ _ b j lp W 'N-I W ~ l~ O W p N W ~D M ^ 1 N m H W CO .-~ O ~ O O .--f p i N J O+ OJ M ~ ~p O 'y '-~ W ~ n d ~ N ~h c0 M O ~D (~ N N N N O N N ~D 01 ~ M Vl O M N n N ~1' '{ W ~ ""~ r I I ~ N ~p 1 ~ ~ M r-I r-1 J V1 ~ e° ~ ~ ~o '~ e° w e° ~ Tiffin ^ ° n] q ! e ~ e ~ w e p W ~- ~ V to Q >' O Q t U o cn U H H W U y ~ W C? ~" Z W O Z -i W t H> W a W U H H C .1 F . rUi F .] d W~ V G W.O WW HQ > Z ' H ~U OQ a W IL'W a ~ -f G G . H atn Wp . OU 4 V y~ ~ ai W F U O - I] W U fL W rn t\ x rn C .-~ w C'i W O G a a P + ~ 1 . W ~ w O Q w 6 w 2 z 6 H E a 6 a . I d n m ~ y ~ N I C I I m I I a I ~ I I ' f i I N l C I O n a I n~ I ~n I _ I ~ n G I =~ N . n ~ u+ .n ~n ~ ~ ' I I= - i m v Cz r V I _ N ` N r~ n I^ d N V I I I ~ I ~ . S O c ~c ~ n I I a N ,c n I ~ I .c I _ v l i ~ I V n v I I I I C I m . n .. I N o V I m N m I a v i I O i 0 O I O I C I C O i C i O l C I C I C O I . . ~. I V _ I_ Z n . I Lr. I O I O I O I C I C ... O O O O O O V ~ I ~ I "' I I T I I V I ~ ~ G O O O O C C O I ~ I ~ O I I I C I O I O I O ~~ ~ C ~ I O O C ~ ~ O I O I O O I I n I I n I m I I o l o I N m n n n I ,~ C I N I G L O I O O (C I C C I C C ~ _ I O I N ( N O I ~. 1 . O I O I O I .p I I ~ r I ~ I n ~ I I N I I I I m l o I I ~F ( LN I ~I NI N INI N INI p I_I ml ^I o n I < . I ` ~ m ' Z ~ O I I r I I C -I Q I 1 ~ I n I I ~ I m = N l n n ~ m I C I N I .'/~ N N n ~ I I y S I C I O I O C' _ N C N r . ( 11 I I I I I r I O~ V I - I m I ~~ ~ m ~a .o ' m N p r l = l N. I O O ~ O l a I OI ~n l hl NI a l v I L n I I m I . n = r I ~ O C j N I l O l 0 m I n ~ ( o r I l ^ I I d o ~ ` ~ I n ~ ( ~ .~ I I ~ I I _ _I I O I O I O I O o I C NI N m n `i _ I N ^ I l l ~~ n i N l _ t I ~I I V I ~ l I I r I ~~ l m I r I `I Ni m m I ~ m m ~ N ~O n ~ n ~ I ' I N I I ~ I ~~ I O r N~ I I m L' I ~ ~ ' n _ R J1 I r V ~ m V I N I n n N n n V ~ = r I N I n n '~ ! ! I ) ( I I N I n ~O .. N n I n m n i I ~ ;^ i ~ n ~ m I ~ N ^; y J; n t I I I ~ ~ I I I I I mo, i N o ~ a VIN. I $ m it i Tf a T! I i rS: 10 Y! i 0 \ I e H p H ( Y • 2 I i ~ f I , G - 2 I _ J C Il ~ I ~ 1 < ~ I Z I I I ~ y _ I Z I. 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W S O M O ( O O I I N I O ( ~ ti I ~ N H O 0 O o O O ~ ~D N vl N N ^ N ~ ~ O ~p yr O O O ~ ~Y N O+ O ~Y .-I ~ N T-i ~ ~ u1 N N O O O O O O .-I N N ~p N O O ~O u~ d N W O O C O - ti ~ N ~ .-I ~p p ~ N z Q, t. Y O O O O O O vt M ~ ~ N N O O ~: rn .-1 .~ O O O C rn N M O ~ of h O _ r-I H O O ~ ^ ~ N ~ O O O M 1 ~. O O O N ~. . M - o ~ ._, p p p a ~„ o 0 0 0 ~ o h rn n n ,~ - M o o m .a . ,o. ~ Ri "'I d .o J o d ~ 0 0 0 0 o vi ,..I a O .-i N H ~ O O O O~ .a o~ N d O M . iD .t O .1 a+ vi O .~-i W H ti o a o rn ~ o n cn ti W o N O ~ O O .•~ O O W n W v ~ t` O C ~1 O~ N N( N .i .i O~ I~ n .-I n t!1 N ~ V1 n O O d n M O W O~ O ~O V1 O~ O O v1 .Y Vl ~ d -1 O In o ~ N I Z~ n ~ M ~ O J O "'~ .-i N N M ^'~ O h nt ~D O N OJ M V1 [1 'N N O O~ n ~ O ~ D O Q O c+t O~ ~ ~D O O I~ N O+ ~ z ~ z W a w ~+ o a > o ~ z a O ¢ m v Hw y ~c a wz U r U z O W r Z U U tlI - W U W V W [. .~ W W O U W i-+ W U F+ ~ .7 F t+ H ~t W OG E ^a. C W 05 CW cC0 QC L ~.W v. ..] Iai k' v.J aH [¢-~ k