sr-022680-10bC" ~ of Santa Monica; Califox' a February 14, 1980
T0: Mayor and City Council
FROM: City Staff °~ ~ s ~Ogfl
SUBJECT: Affirmative Action Program Update
Introduction
This report transmits the 1979 Update of the City's Affirmative
Action Program. Inc~.uded is a revised policy -statement-for
adoption by Council in accordance with Federal legislation
to document the Cify'scommitment to eliminatingdiscrimination
based on handicap,
Background
The City of Santa Monica first adopted an Affirmative Action
Plan in 1474. Annual updates to the plan. .have been submitted
to Council to document progress in achieving the City's goals.
This year.'s update focuses on the change in tfie composition of
the City's permanent workforce in the five years since the
original plan was adopted.
In the past, race, gender-and ethnicity have been primary objects
of Affirmative Action.
Five Year Proeress Summar
The Table on page 18 of the Update shows. that the composition
of the permanent workforce has indeed changed since 1974. At
that time white Males occupied 56.1% of all. permanent positions,
as compared to 48.4% in .1979, This represents a percentage
change of-14.6%. During the same period, women increased
from 17.0% to 22.2%'for a percentage change of +29.4%,?aud
minorities increased from 28.4% to 34.2%, for a percentage
change of +19.4. Particularly encouraging are the New Hire
statistics reported on page 8, which indicate that the hiring
of women and minorities during 1978-79 was accomplished at a
rate greater than their representation in the permanentsiwork-
force, a clear indication that progress in meeting our goals
is occurring.
Also of note is the table on page 28, which shows gains in
Median Income over the five years from 1974 to 1474. Overall;
the income for women and minorities has ,increased at a higher
rate. than that for white males, but it is apparent from the
actual medians reported on page 30, that women and minorities
are still clustered in traditionally lower paid classifications.
The City's goals for the coming year are outlined in the section
which begins on page 31.
~E6 2 s >ssa
Policv Statement Revision
The policy statement originally adopted in 1974 underwent minor
revision last year. This year, the statement has been revised
in accordance with Federal legislation to document the City's
commitment to eliminating discrimination based on handicap.
Personnel Board Action
At the January 23,'1980.mee~ng of the Personnel Board, the
Board directed staff to forward the Affirmative Action Program
Update to Council and to inform Council that the Board has
appointed an Affirmative Action.Recruitment Committee to
assist staff in an outreach effort to women, minority group
members and the handicapped. The Committee which will be
oriented to-the-Civil Service Process on February 13, will
be asked to disseminate information about specific job openings
and application procedures through direct personal contact
with the target groups. The Committee members are Rev. Ellis
Casson, Helena Hult, Sylvester Navarette, and Father Wood of
St. Anne's.
Recommendation
It is recommended that Council adopt the revised Policy
Statement for dissemination to interested parties.
Prepared by: R.N. Aronoff
CITY OF SANTA MONICA
Ar^FIRMATIVE ACTION PROGRAM
UPDATE
1479
*** INITIAL DRAFT ***
INTRODUCTION
The City of Santa Monica documented its initial commitment
to affirmative action employment practices on July 9, 1974.
This commitment was in the form of the 1974 Affirmative
Action Plan. The plan outlined effective recruitment, selection,
assignment, promotion, and training programs designed to counter
race, ethnicity and gender imbalances within the City's
employee population.
Establishment of the Affirmative Action Plan resulted in the
collection and analysis of data pertaining to the number of
applications received, incumbents of job classifications,
income levels and occupational fields by ra~e~_ethnicity and gender.
Imbalances were identified a..d goals were set according to local
labor force statistics from the revised 1970 Census..
In subsequent years, an analysis of the Affirmative Action Program
continued. Annual updates documented the changing makeup of the
employee population, the status, of minorities and womenr and the
extent to which employment goals were being met. These updates
enabled City staff to identify and amend personnel procedures
and enabled the public to input constructive criticism over the
years. With the close of the 1970's this years update is
designed to summarize the effects of the City's 1974 commitment
and the trends established over half a decade of Affirmative Action.
Presented herein are July 1,.1978-June 30, 1979 employee population
Statistics, a description of affirmative action practices,
goals for the coming year and a.comparison of the work force
status of minorites and women in 1974 and 1979.
TABLE OF CONTENTS
PAGE
INTRODUCTION XX
POLICY STATEMENT 1
RESPONSIBILITIES FOR IMPLEMENTATION 2
DLSSEMINATION OF POLICY STATEMENT 3
RECRUITMENT 4
Affirmative Action Representation Among Applicants 7
Comparison of Affirmative Action Representation Among
Applicants, New Hires, and Work Force g
Permanent Work Force vs. New Hires (7/1/78-6/30/79) 9
Applicants vs. Permanent Work Force By Job Category f1979) 10
SELECTSON 11
EMPLOYEE DEVELOPMENT 14
WORK FORCE ANALYSIS 17
Comparison Of Permanent Work Force By Sob Category (1974-79) 26
INCOME •~
27
1974 And 1479 EEO-4 Zncome Distribution By Gender, Race &
Ethnicity 29
Median Income Distributions For 1974 And .1979 30
GOALS
31
CONCLUSION 35
APPENDIX A
Breakdown Of Applications Received By Job Category (1979) 36
APPENDIX B
Permanent Work Force Analysis By Job Category (1974.) 37
Permanent Work Force Analysis By Job Category (1979) 38
Permanent New Hires By Job Category (1979) 39
APPENDIX C
Median Income Computation 40
APPENDIX D
Work Force Analysis By Income Level-Perma nent (1974) 43
Work Force Analysis By Income Level-Perma nent (1979) 44
APPENDIX E
Current Work Force By Departm ent (1979) 45
APPENDIX F
Total Work .Force An alys is By Job Category (1979) 47
Part/Time And As-Ne eded Work Force By Job Category (1979) 48
APPENDIX G
Work Force Analysis By Income Level-CETA (1979) 49
Work Force Analysis By Income Level-Part Time (1979) 50
Work Force Analysis By Income Level-Total (.1479) 51
POLICY STATEMENT
The city o£ .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. 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.
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RESPQNSIBILITIES FOR IMPLEMENTATION
The City Manager retains final responsibility for implementation
of the Affirmative Action .Program. The Director of Administrative
Services is responsible for tfi.e daily administration of the
program described in the following pages. 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.
-2-
DISSEMINATION 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 responsibilities of
the program to all applicable supervisory personnel. All City
employees have been given a copy of tfie policy statement plus
stated goals related to in-house training programs and goals
related to promotions. New employees are informed of the
policy statement and general content of the program during
orientation.
Externally, alI 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 Program. 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 tfie program are available
in the Personnel Department for public anal employee perusal.
-3-
RECRUITMENT
Attracting women and minority applicants for city job openings
is critical to our affirmative action progress. Specific out-
reach efforts include:
1. Design of recruitment bulletins that stress
minimum skills and abilities and exclude
unjustifiable reference to gender or age.
2. Mailing bulletins to minority, women's and handicapped
organizations, joh training centers, rehabili-
Cation centers and Employment Development
Department offices.
3. Advertising in minority newspapers and
newsletters of minority, women's and.handi-
capped organizations.
4. Visiting career days at community colleges
in minority areas.
5. Visiting skills .centers and rehabilitation
centers to establish contact with counsellors
who can personally refer minority and women
applicants.
6. Regularly updating our mailing lists and
reviewing our contacts with referral argan-
izations. Recent additions to-the mailing
list include area churches. and temples.
-4-
7. Posting' '~ulletins in informal gat' ring places such
as laundromats, markets, barber shops and parks in
minority areas.
8. Accepting applications for Police Officiers and Fire
Fighters after normal working hours to enable filing
by persons who cannox afford to take time off from
work.
The effect of these recruitment efforts can Be measured in two
ways: 1) an increase in minority and Female applicants .since
1975-76 when application statistics were first reported, and
2) by the relationship between applicant race, ethnicity and gender
and that of new hires.
1) Table 1 in Appendix A shows the applicant data for
permanent positions from July 1, 1978 to June 30, 1979.
Summary Table 1, at the end of this section compares
1475-76 applicants to those in the past Fiscal year.
This chart documents an increase in minority .applicants
from 34.3% to 39.7% of total applications. Women
applicants have increased from 27.0% to 32.4% over
the same period. Note the substantial increase in
official/administrator, professional .and technical
applications for women and minorities.
2) Summary Table 2, at the end, of tfiis section documents
the relationship between representation in the
applicant pool and representation among the hires made
into permanent positions ovei the same period. The
relationship of these figures to .the permanent
-5-
`~ work s ce as of June 30, 1979 i'~ also shown.
Minority applications made up 37.6% of the
applicants in 1978-79 and 37.6% of the new hires.
The percentage of minorities in the permanent
work force is 34..2%. Women made up 27.7% of the
new hires, less than their representation among
applicants, but more than their representation in
the permanent work force.
-6-
Table 1
SUMMARY TABLE
Affirmative Action Representation Among Applicants
1975-`76 1978-`79
All Permanent Positions
Minority 34.3% 39.7%
Women 27.0% 32.4%
Officials/Administrators
Minority 9.6% 11.1%
Women 2.3% 7.5%
Professionals
Minority 24.1% 33.1%
Women 30_1% 45.8%
Technicians
Minority 40.5% 48.6%
Women 16.9% 23.6%
Protective Service
Minority 36.1% 36.0%
Women 11.4% 31.9%
Paraprofessionals
Minority 22.0% 45.5%
Women 44.4% 45.5%
Office Clerical
Minority 38.0% 34 7%
Women 67.8% 81.8%
Skilled Craft
Minority 36.5% 49.7%
Women 1.1% 1.3%
Service/Maintenance
Minority 57.5% 39.7%
Women 10.3% 32.4%
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SUMMARY. TABLE
Comparison of Affirmative Action Representation
Among Applicants, New Hires and Work Force
(Permanent Positions 197$-79)
T~ ~, i r,h, ~o IM. ~ I~R_, '
~..__, _ i
licants 2809 ,3 37.6 67.6 32.4
ew Hires 173 62.4 37.6 72.3 27.7
ork Force 991 65.8 34.2 77.8 22.2
Note: Applicant raceJethnicity data
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applicant self designation. is
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choose not to designate their
race/ethnicity.
* derived from tables 3 and 4 that follow immediately.
-8-
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SELECTION
One of the best opportunities for innovation and improvement
in the administration of the City's Affirmative Action Program
is the design of selection processes. Established testing pro-
cedures are continuously examined and, when appropriate, revised
or replaced to ensure test validity. It is of critical importance
that the selection methods used discriminate only on the basis
of the applicant`s ability to perform the specific job.
Specific efforts are directed to:
Job Analysis -- A list of specific job duties is compiled.
from interviews with both incumbent and si+pervisors.
Once the list of job duties has been established, the
skills, knowledges and .abilities necessary for the
performance of the job duties are evaluated in order
to determine the most appropriate selection devices.
Selection Devices -- In order to minimize adverse impact,
written tests are used only when specifically indicated
by the job analysis. Alternate devices, such as per-
formance tests for skilled craft and maintenance
positions, are used when appropriate. In the technical
oral process often used for technical and professional
positions, candidates have the opportunity to discuss
their written responses to technical problems. Because
the ability to orally defend solutions is weighted
-11-
equally with written skills, any bias against educa-
tionally disadvantaged candidates is reduced. Some
candidates whose writter. work is average have been
able to so capably explain their answers during the
interview that their overall rating is high. These
candidates have been hired and offered effective writing
classes through the employee development program.
In the assessment center process, candidate performance
in group discussion and role-playing exercises, as well
as written performance, is used to determine the overall
score.
When a job analysis indicates that a written test
is appropriate, these tests are carefully examined
for validity. For example, Personnel representatives
recently attended a motor coach operator test valida-
tion workshop held at the University of Chicago and
are able to use a written test validated for women
and minority group members. The City participates
actively with other interested agencies to develop
and validate examinations for entry level Police and
Fire positions.
Test Scheduling -- Testing is often held after 5:00 p.m.
to accomodate those candidates who cannot afford to
take time off from their current jobs. Intermediate
clerk tests, for example, are given during the evening
on a weekly basis. Both Police Officer and Fire Fighter
written tests were administered on Saturday.
-12-
Rater Selection and Orientation -- Qualified examination
raters from both Santa Monica and other jurisdictions
participate in Santa Monica`s selection process.
Raters are sent an instruction packet describing proper
interview process. and the legal limitations to be
observed in questioning candidates. Raters are briefed
again on the day of the interviews to emphasize the
illegal areas to be avoided in questioning and evalua-
tion. The personnel analyst observes the raters and
suggests possible improvements in their interview
techniques. A brief report is written on each rater
and kept on file so that only the effective .and im-
partial raters are invited back. Every effort is made
to seek out and invite qualified minoris~ and women.
raters.
This concentration on eliminating bias in the selection process
has positive results. The City now employs women and minorities
in a variety of categories determined to be underutilized.
Among these are: two female Department Heads, two female Division
Heads and women in such non-traditional jobs as Assistant City
Attorney, Senior Accountant, Administrative Assistant, Senior
Economic Planner, Housing Rehabilitation Coordinator, Animal
Control Officer, Motor Coach Supervisor, Building Inspector and
Police Officer. There are thirteen minority Police Officers,
one minority Police Sergeant, three minority Fire Fighters and
one minority Fire Captain.
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EMPLOYEE DEVELOPMENT
The City`s progress in achieving Affirmative Action goals is
enhanced by a multi-faceted employee development program. The
emphasis on encouraging current staff to acquire skills and
develop structured career goals has increased the numbers of
women and minority group members who are moving into the higher
income job classifications. The City's employee development
program includes:
1. Ceta Jobs and Training -- through the Ceta program,
the City is able to provide not only employment but
also on-the-job and classroom training to unskilled
or economically disadvantaged workers. Classroom
training is offered in clerical skills
hunting and interview techniques. Ceta
encouraged to apply for permanent City
the success rate o.f Ceta applicants is
Fiscal Year 3978-79, 36 Ceta employees
into full-time permanent City position:
f9.4% are women and 38.9% are minority
and in job-
employees are
positions, and
high. During
were hired
>. Of these 36,
group members.
2. Entry-level positions such as Plumber Trainee and
Buyer Trainee have been established in an effort to
build career ladders. These entry-level positions
provide an opportunity for inexperienced workers to
acquire the skills necessary for professional or
skilled crafts positions.
-14-
3. Tuition Reimbursement -- permanent employees are
actively encouraged to further their education in
job-related skills. College and university course
bulletins are available .in the Personnel Department,
and employees who successfully complete courses are
reimbursed for the cost of tuition.
4. The City Training Program provides funds for employees
to attend job-related workshops. Brochures describing
available classes .are circulated to all departments,
and employees have received training in such areas
as supervisory skills, .effective writing, and budget
analysis.
5. ..Special In-House Workshops - inorder to provide better
service to Santa Plonica's .Spanish-speaking community,
a 36-hour course in Spanish was .conducted during
summer 1979 for employees from the Library, Personnel,
Police and Fire Departments. Both instruction and
textbooks were provided at no cost to the employees
who participated in the classes during regular work
hours.
6. Test and Interview Counseling is available in the
Personnel Department on an informal basis. Often,
employees who have not performed well on promotional
examinations will review their performance on both
written tests and interviews with a Personnel Analyst
who offers suggestions to assist the employee in
improving future test performance.
-1fi-
The results of the employee development program are significant.
Of the 66 employees who were promoted by examination during
Fiscal Year 1978-79, 40.9% were women and 34.85% were minority
members.
Since 1975, 42 employees have .received direct appointments to
higher level positions. Fifty-five per cent of these employees
were minorities and women. During 1974, 70% of the direct
appointments were rewarded to minority group members and women.
Several of the women who received direct appointments moved
into positions which are considered non-traditional for women.
Among these positions are License Inspector and EDP Programmer
Analyst.
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WORK FORCE ANALYSIS
The City annually compiles employee status. data according to
EEOC (Equal Employment Opportunity Commission) job categories,
and income ranges by race, ethnicity and gender. The data is
reported to the federal government's EEOC as part of the City's
compliance with federal law. In turn, the City then tabulates
and analyzes the data for monitoring the effectiveness of its
Affirmative Action Program. Through annual program updates, the
data enables us to reevaluate the employee population and set
new goals in fulfilling our commitment to Affirmative Action
practices.
This year's update focuses on permanent .employee population
data for 1979 (.7/1/78-6/30/79) and summarizes Affirmative
Action trends over the past five years. The following table
is based on EEO-4 data in Tables 1 and 2 in Appendix B, .
Per-cent change has been calculated on the difference between
the total number of employees in each group in 1974 and in 1979.
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SIIMMARY TABLE
Changes in the
Permanent Work Force Composition 1974 to 1979
March 2, 1974 June 30, 1979
of % of
Permanent Permanent
Number Wark `Fo'rce Number 'Work Force Change
Permanent
Work Force 1001 100.0% 991 100.0% - 1.0%
White Males 562 56.1% 480 48.4% -14.6%
Women 170 17.0°; .220 .2.2..2% +29.4%
Minorities 284 28.4% 339 34.2% +19.4%
Black 146 14.6% 184 18.6% +26.0%
Hispanic 114 11.4% I26 I2.7% +10.5%
Asian 19 1.9% 25 2.5% +3I.6%
Amer. Ind. 5 .5% ~ 4 .4% -20.0%
derived from appendix B, tables land 2.
-18-
Our EEO-4 data is based on the payroll on June 30 of each year.
Although the number of authorized positions has increased since
1974, there were fewer permanent employees on-board on June 30,
1979, than on March 2, 1974.
The rate of growth for women and minority group members is most
dramatic. Clearly, the domination of the permanent work force by
white males is changing. There has been a 14.6% decline in their
representation from 1974 to 1979, and they now constitute less
than half of the permanent work force. During the same period,
women have increased by 29.4% and minority group members by
19.4%. Of the minority groups, Blacks and Asians have had the
highest per cent change at 26.0% and 31.6% respectively. His-
panics have increased at 10.5% and only American Indians have
declined. The number of American Indians is so small that the
loss of one individual constitutes a 20% rate of change.
A significant proportion of the 1974 to 1979 .growth depicted in
Table 1 in the back of this section occurred during the past
fiscal year. The Summary Table on the following page is based
on Tables 2 and 3 in Appendix B.
-19-
SUMMARY TABLE
Representation In Work Force Compared Tn New Hires
6/30/79 7/1/78-6/30/79
Work Force New Hires
Number % Number
Permanent Work Force 991 100.0 173 100..0
White Males 480 56.1 71 41.0
Women 220 17.0 48 27.7
Pinorities 339 28.4 65 37.6
Blacks 184 14.6 43 24.9
Hispanic 126 11.4 18 14.3
Asian 25 1.9 4 2.3
American Indian 4 .5 0 0
The percentage of white males in the new hires is significantly
lower than in the permanent work force. Women and minority
group members, excluding American Indians, are being hired at
higher rates than they represent in the work Force.
Certainly, the progress in overall workforce and new hire
statistics is gratifying. However, it is also important to
consider where the women and minorities are achieving repre-
sentation. Table 2 has been designed to compare 1974 ..and 1979
data by job category and follows this section. Based on that
table, it is apparent that minority employees constitute a
higher percentage of the Service/Maintenance, Skilled Craft,
Office/Clerical, Protective Service, Technician and Officials/
Administrators job categories then they did in 1974.
-20-
1. Table 1 depicts an increase from 54.0.% to 67.0% in
the number of minorities in the Service/Maintenance
category as outlined below.
1974 1979
White 46.OY, 33.0%
% Minority 54.0% 67.0%
Black 33.1% 4.2.3%
Hispanic 18.5% 21.0%
Asian 1.9% 3.4%
American Indian ,5% ,3%
2. The number of minority employees has also increased
dramatically within the Office/Clerical job .category.
Table L indicates an increase from 6.6% to 16.3%
between 1974 and 1979.
1974 1974
White
Minority
Black
Hispanic
Asian
American Indian
93.4% 83.7%
6,6% 16.3%
.7% 4,1%
3.7% 11,4%
2.2% .8%
0,0% 0,0%
-21-
3. In the'_achnician category, the number of minorities
has increased from 12.5% to 18.0%.
1974 1979
White 87.5 82 0
Minority 12.5 18.0
Black 0.0 3.3
/> Hispanic .11.1. 13.1
Asian 0.0 1.6
American Indian 1.4 0.0
4. An increase in the number of minorities in the
Officials/Administrators, Protective Services, and
Skilled Craft jab categories also .exists. Officials/
Administrators has increased from 5.9% to 6.7%,
Protective Services from 8.0% to I1.0%, and Skilled
Craft from 41.2% to 42.9%.
5. A decrease of minorities has occurred in the Professional
and Para-Professional categories.
The number of women employees has increased in all job categories
except Skilled Craft which has. always been devoid of women.
Increases over the past five years are in the Technicians, Officials/
Administrators, Professionals, Office/Clerical, Para-Professionals,
Service/Maintenance and Protective Services job categories.
-22-
number of women in the Technicians category as outlined
below.
1974 1979
Males 97.2 8.0.3
Females 2.8 19.7
1. Table i depicts an increase from ~.8% to 19.7% in the
2. The number of women employees has increased signif-
icantly within the Officials/Administrators job
category. Table 1 indicates an increase from 2.9%
to 16.7% between 1974 and 1979.
1974 1979
Males 97.1 2.9
Females 83.3 16.7
3
In the Professionals category, the number of women
has increased from 30.0% to 4L 6%.
1974 1979
Males 70.0 .30.0
Females 58.4 41.6
4
An increase in the number of women in-the Office/
Clerical, Para-Professionals, Service/Maintenance
and Protective Services job categories also exists.
The number of women in Office/Clerical has increased
from 85.3% to 94.3%, Para-Professionals from 31.6% to
40.0%, Service Maintenance from 1.0% to 5.0% anal
Protective Services from 9.5% to 11.4%.
-23-
The 1979 new hi_s by job category are compared with the
permanent work force statistics in the Summary Table below,
SUMMARY TABLE
Comparison Of Workforce vs New Hire Representation By Job Category
''
White Males Women Minorities
Work Force New Hires Work Force New Hires Work Force New Hires''
Officials/
Administrators
Professionals
Technicians
Protective
Services
Para-Profess-
ionals
Office/Clerical
Skilled Craft
Service/Piaint-
enance
TOTAL
76.6 100.0 16.7 0 6.7 0
55.2 64.3 41.6 35.7 9.0 7.1
67.2 30.0 19.7 70.0 18.0 0
79.9 69.0 11.4 20.7 11.0 10.3
60.0 25.0 40.0 75.0 0 25.0
5.7 8.4 94.3 87.5 16.3 20.8
57.1 92.9 0 0 42.9 7.1
32.2 28.6 5.0 7.8 67.0 70.1
48.4 41.0 22.2 27.7 34.2 37.6
The data show good hiring progress this year for women in
Technicians, Protective Services, Para-Professionals and
Service/Maintenance. For minorities, new hiring was greater
than work force participation in Para-Professional, Office/
Clerical and Service/Maintenance. '
The new hire and work force data by job category show that
affirmative action remains a necessity in such prestige
-24-
categories as 0£ficiais/Administrators, Professionals, and
Protective Services. The City must try to attract women for
such non-traditional jobs as Skilled Crafts and Service/
Maintenance.
-25-
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ro
INCOME
Data for the EEO-4 report is available by income ranges.
Table 1 following this section presents the income
distribution of white males, women and (all or male) minority
group members in 1974 and in 1979. Perusal of the table shows
that women and minority group members tend to cluster at lower
income levels than white males.
Using the complete income distribution to determine our pro-
gress in moving women and minority group members to higher pay
levels is unwieldy. The median income for each group is a more
efficient indicator of comparative advancement, but the City
cannot produce median incomes by gender, race, ethnicity, job m
category or department using existing personnel data files and
currently available computer programs.
Lacking that capability, we have manually calculated 1474-and
1979 medians from the intervals reported in the EEO-4 to deter-
mine rates of change. The method used to set those medians is
described in Appendix C The medians are presented in Table 2
_ following this section and the rates of change are compared
in the summary table below.
-27-
SUM9iARY TABLE
Percentage Increase Zn Median Income Between 1974 and 1979
By Job Category, Gender, Race and Ethnicity
White
Males Women Minorities
All Categories 37.0% 39.0% 46.8%
Officials/Administrators 21.3% 13.2% 41.2%
Professionals 41.0% 34.7% 34.4%
Technicians 25.5% 17.3% 29.0%
Protective Service 12.5% 40.9% 35.6%
Para-professionals 11.5% 22.9% ---
OfficeJClerical 26.4% 33.6% 32.6%
Skilled Craft 40.9% --- 5.2.0%
Service/Maintenance 53.3% 77.0% 49..1%
Since 1974, the median in=ome for. minority group members has
increased at a rate subst_ntially higher than that for white
males, in all but the Ser-:ice/Maintenance and Professional
categories. Th.e rate of ~lcome increase for women h.as exceeded
that for white males, surpassing the white male average in
four of the eight categories.
These rates of change indicate that although women and minority
group members have started with a handicap, the City's Affirmative
Action goals are beginnir_> to be realized in income gains as
well as in work force par~icipation.
-28-
TABLE
EEO-4 Income Distribution In 1974
By Gender, Race and Ethnicity
Income MALE FEMALE
Interval
White
Black His-
panic ~
~Asian Amer.
Ind.
White
Black His-
panic
Asian Amer.
Ind.
6-7999 1.8 6.6 2.8 ---- ---- 20.0 12.5 20.0 ---- ----
8-9999 29.7 58.7 44.9 47.0 40.0 44.5 62.5 60.0 50.0 -
10-32999 .15.3 31.9 37.6 41.2 ---- 24.5 12.5 ---- 50.0 ----
13-15999 17.4 1.4 6.4 11.8 60.0 8.4 ---- 20.0 ---- ----
116-24999 34.4 1.4 8.3 ---- ---- 2.6 12.5 ---- ---- ----
~ 25+ 1.4 ---- ---- ~ ---- ---- ---- ---- ---- ---- ----
TABLE
EEO-4 Income Distribution In 1979
By Gender, Race and Ethnicity
Income MALE FEMALE
nterval
White
Black His-
panic
Asian Amer.
Ind.
White
Black His-
panic
Asian Amer.
Ind,
6-7499 ---- ---- ---- ---- ----
8-9999 .2 .6 ---- ---- ---- 6 ---- ---- ---- ----
10-12999 8.8 Z3.9 23.0 31.6 ---- 50.0 40.0 76.5 15.7 ----
I3-15949 26.2 65.4 46.8 31.6 25.0 27.3 52.0 '23.5 ---- ----
16-24999 51.4 10.1 28.4 31.6 50.0 T9.8 8.0 ---- 83.3 ----
25+ 12.9 ---- 1.8 5.2 25.0 2.3 ---- ---- ---- ----
* derived from appendix D, tables 1 and 2,
-29-
TABLE
Median Income of White Males, Women and
Minorities for 1974 and 1979 with Percent Change
'74 '79 % Change
White Males
Officials/Administrators 21786 26436 21,3%
Professionals 18700 26364 41.0%
Technicians 15591 19564 Z5.5%
Protective Service 17848 20077 12.5%
Para-Professionals 13000 14:500 11.5%
Office/Clerical 9100 11500 26.4%
Skilled Craft 11629 16387 40.9%
Service/Maintenance 9147 14020 53.3%
Females
Officials/Administrators 20500 23199 15.7%
Professionals 13188 .17761 34.7%
Technicians 13000 15249 17.3%
Protective Service 9818 13834 40.9%
Para-Professionals 11800 14500 22.9%
Office/Clerical 8831 11799 33.6%
Skilled Craft ---. ___ __
Service/Maintenance 7494 14155 77.0%
Minorities
Officials/Administrators 20500 28956 41.2%
Professionals 15250 20500 34.4%
Technicians 13900 1792b 29.0%
Protective Service 13750 18647 35.6%
Para-Professionals 11500 --- __
Office/Clerical 8875 11765 32.6%
Skilled Craft 11306 17188 52.0%
Service/Maintenance 9347 13933 49.1%
* derived from EEO-4 Report. tSethod outlined in appendix C.
-30-
GOALS
The purpose of the Affirmative Action Program is to monitor
the City's commitment to employ minorities and women in pro-
portion to their availability in the local labor market. Program
updates provide data used to determine the effectiveness of
this commitment. Data is analyzed to determine the extent of
underutilization by job category. Underutilization in a job
category is defined as the presence of fewer minorities or
warren than would be expected by their .availability in th.e
relevant job market. An affected group is one in which indi-
viduals have experienced systematic discrimination based on
race, ethnicity or gender over a period of time due xo
traditional employment practices in this country.
In response to underutilization, the City establishes goals.
A goal is defined as a numerical objective, fixed realistically
in terms of the number of vacancies expected, and the number
of qualified applicants available in the relevant job market.
Current goals for the hire of minorities and women will be
based upon labor force statistics from a revised 1470 census
for the Los Angeles County Standard Metropolitan Statistical
Area. These statistics established and distributed in 1978
by the California State Employment Development Department for
population and labor force are as follows:
-31-
Los An geles Count Population Labor Force
White 67.1 70.9
Black 10.8 9.5
Hispanic 18.3 15.9
Asian 2.7 2.7
Other 1.1 NA^
Women 51.6 39.0
*Reporting not required since group constitutes small
percentage of area population.
A comparison of permanent employee status data to the above
labor force data for Whites, Blacks,. Hispanics, Asians and
Women assist in determining possible underutilization and the
setting of goals.
S. M. Municipal
Labor Force Employees
White 70.9 65.8
Black 9.5 18.6
Hispanic 15.9 12..7
Asian 2,7 2,5
Women 39.0 22.2
Underutilization occurs when the percentage of Santa Monica
Municipal Employees is smaller than the percentage labor force
within a particular group. Other than Whites, overall under-
-32-
utilization occurs with Hispanics and more significantly
with Women. The percentage of Asians is commensurate and
Blacks are well above the proportionate rate required. Goals
to compensate for deficient percentages of Hispanics and Women
have been set and are located in the 1980 Projections Table
in the end of this section.
Underutilization must also be checked by job category. This
ensures the availability and utilization of a variety of career
fields anal income levels by minorities and women. Tab 1e 1
in the back of the previous Tdork Force Analysis section, indicates
the percentage of minorities and women in each. job category.
Goals to compensate for deficient percentages of minorities
and women in several of the job categories have been set. These
goals are also located in the 1980 Projections Table that
follows.
The following 1980 Projections Table establishes Affirmative
Action goals to be attained by July 1, 1980. Goals are set
for affected groups and indicate the number and percentage
of permanent new hires in each affected job category. Goals
are formulated by a consideration of group underutilization,
anticipated new hires and availability of qualified applicants
in the Los Angeles Standard Metropolitan Statistical Area.
Categories left blank are currently filled and will be main-
tained at or above our goal level.
-33-
1980 PROJECTIONS
Job Anticipated
Category -
Hires Black Hispanic Asian Women
Officials( ~~ 4 1 1 --- 1
Administrators
~ 25.0% Z5.0% 25.0%
if 20 2 3* --- ---
Professionals
10.0% 15.0%
Il 15 2 1 1 6
Technicians
13.3% 6.7% 6.7% 40:0%
Protective ~~ 35 3 5 1 12
Service ~ 8.6% 14.3% 2.9% 34.3%
Para- 9t 5 1 1 --- ---
Professionals ~
20.0% 20.0.%
Office/ 4l 40 4 6 1
Clerical ~ 10.0% 15.0% 2.5%
Skilled ~~ 8 --- --- 1
Craft
~ 12.5%
9t
Service/
50
---
---
---
15
Maintenance ~
30.0%
~F
177 a
13
17
3
35
TOTAL
7. 3% 9.6% 1.7% 19.8%
-34-
CONCLUSION
Through the use of data tables and comparative charts, the
City has been able to assess the. impact of affirmative action
employment practices over the past five years. Based on this
year's update, the City can take satisfaction in the progress
of women and minorities in our workforce.
In the coming year, affirmative action .efforts will be directed
toward meeting. the numerical goals established in the preceding
section. Other goals for the coming year will be to:
1. Identify the amount of the handicapped in the Los
Angeles County labor force and to establish relative
affirmative action goals..
2. Develop data collection and programming systems to
monitor and report handicapped statistics according
to EEO-4 format.
3. Develop the programming ability to compute median
s
income data by race, ethnicity, gender and across
each EEOC job category.
The attainment of goals set for the coming year will be measured
by the next Affirmative Action Program Update scheduled for
January of 1981.
-35-
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