HomeMy WebLinkAbout90-0711 Affirmative Action 9D , o—}11
RESOLUTION
ADOPTING AN AFFIRMATIVE ACTION PLAN
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF ELGIN, ILLINOIS,
that it hereby adopts an Affirmative Action Plan as the City of Elgin's policy to ensure
equal opportunity employment of women, minorities and other protected class members,
a copy of which is attached.
s J GeoraP VanDPVnnrr9P
George VanDeVoorde, Mayor
Presented: July I I, 1990
Adopted: July 11 , 1990
Vote: Yeas 6 Nays 0
Recorded:
Attest:
s/ Dolonna Mecum
Dolonna Mecum, City Clerk
Eigjn
• (Ii)
Memorandum
-•
June 12 , 1990
TO: Mayor and City Council Members
FROM: Larry Rice, City Manager
SUBJECT: Affirmative Action Plan
PURPOSE: The purpose of this memo is for your review and adoption of
the revised Affirmative Action Plan.
BACKGROUND: The Elgin City Council adopted the Affirmative Action
Plan in 1977 . Last year, the Human Resources Department updated and
revised the Affirmative Action Plan. Each department determined,
• statistically, if and where underutilization of women and minorities
exists . Goals and timetables were established and as a result, we are
obligated to take the steps/action necessary to ensure equal
opportunity employment of women, minorities and other protected class
members throughout our work force.
FINANCIAL IMPACT: None
RECOMMENDATION: Staff recommends that this Affirmative Action Plan be
adopted by the uncil.
La is -y Manager
•
•
T A B L E O F CONTENTS
CITY OF ELGIN
AFFIRMATIVE ACTION PLAN
Policy Statement 1
Affirmative Action (Definition) 4
Affirmative Action Plan 5
Dissemination of Policy 6
Responsibilities for Implementation of Policy 9
Implementation 13
• Sexual Harassment Policy Statement 18
Handicapped, Disabled, Vietnam Era Veterans Policy Statement 20
Classification Analysis 21
Work Force Analysis 27
Summary 30
Goals and Timetables 31
•
CITY MANAGER'S AFFIRMATIVE ACTION POLICY STATEMENT
S
The City of Elgin considers itself to be an equal opportunity
employer. Most of our civilian employees are hired through a
civil service process . Police and Firefighters are hired through
Police and Fire Commission process. All department heads and a
few staff positions are appointed by the City Manager based solely
on qualifications. The employment practices used in these three
instances seek to select, employ and retain the best qualified
persons available without regard to race, sex, age, color,
religion, handicap, national origin, or ancestry. Over the years,
use of these practices based upon merit principles has provided us
• with highly qualified employees who serve the City well.
Although we can take pride in being an equal opportunity
employer, it appears the employment practices we have used have
still unintentionally under-utilized the productive capabilities
of segments of our City' s population.
We must take affirmative action to end any disparate
treatment. We must eliminate any collective under-utilization of
the productive capacity of these groups and thereby remove some of
the impediment to their active involvement in the employment of
the City. Announcing that we are an equal opportunity employer
carries with it a responsibility to continuously scrutinize our
• employment practices and perspectives relative to the current
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laws, needs and philosophies of our ever-changing society and make
the necessary adjustments . Only serious attention to this
responsibility can counteract the years of social, economic,
and/or psychological disadvantages which have impaired the
opportunities and work capacities of racial minorities, women,
people with physical and mental handicaps and older workers.
The principle of equal employment opportunity has been
reaffirmed on numerous occasions by the City Council. As City
Manager, I am in full support of this principle, and am pursuing
an ongoing program of affirmative action, review of our employment
practices, to insure they are truly equal opportunity practices,
taking all steps necessary to hire and upgrade those groups of
persons whose opportunities have been less than the opportunities
available to most of us. The composition of our work force, on
the basis of race and sex, at each level of responsibility should
at minimum approximate the composition of the local private sector
work force. This is the goal of our Affirmative Action Program,
my personal goal as City Manager, and the goal of the City.
Since much of our Affirmative Action Program will have to be
accomplished in conjunction with and through the cooperation of
the Civil Service Commission and Police and Fire Commission, I
have committed to work with these Commissions to implement our
affirmative action efforts. The Commissioners have endorsed the
concept of affirmative action and will likewise cooperate in
implementing our program.
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We must continue to assure that just and equal treatment is
given to employees and applicants in all areas of our employment
• practices, including, but not limited to, recruitment, employment,
compensation, dismissal , training, lay-off, reinstatement,
discipline and promotion without regard to race, color, age,
religion, national origin, ancestry, sex or handicap. We must
establish a more active policy of encouraging, soliciting, and
assisting racial minorities , women and people with physical and
mental handicaps in obtaining employment with the City of Elgin.
In addition, we must remove selection or employment barriers which
have the effect of unfairly excluding a disproportionate number of
minority, female, handicapped or disabled applicants . We will
continuously develop and monitor the devices used to measure
skills essential for the performance of all assignments . Inasmuch
as the City of Elgin government serves and represents all the
• citizens of Elgin, so shall our employment practices .
• I
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AFFIRMATIVE ACTION
(Definition)
Affirmative Action is a concept that ensures neutrality in
employment and related areas without regard to race, color,
religion, national origin, sex, age, handicap or sexual
.preference. As implied, affirmative action requires that the City
of Elgin actively recruit, employ and promote qualified minorities
and women in areas evidencingunderutilization, even though past
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exclusion of minority groups and women cannot be traced to
particular employment practices .
The premise of affirmative action is mandated by Presidential
Executive Order 11246 , which states that unless positive action is
undertaken to overcome the effects of exclusion and
discrimination, whether they were intentional or due to ignorance
of the law, a benign neutrality in employment practices will tend
to perpetuate the status quo indefinitely.
Affirmative Action requires that the City determines
statistically whether and where underutilization of minorities and
women exists. Areas evidencing such underutilization must be
addressed. Goals and timetables are established and the City is
obligated to take the steps/action necessary to ensure equal
opportunity employment of minorities and women throughout the
organization.
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AFFIRMATIVE ACTION PLAN
The Affirmative Action Plan identifies areas evidencing the
underutilization of minorities and women in the various job
categories and departments. Goals are then established to correct
these deficiencies. Such goals include: projecting levels of
achievement resulting from an analysis of deficiencies, and what
the City can reasonably do to remedy them, given the availability
of qualified minorities and women and the expected turnover.
The achievement of Affirmative goals is not the sole
measurement of Compliance of Presidential Executive Order 11246
with discrimination in general.
If the goals have not been met because the number of
employment openings was inaccurately estimated, or because of
changed employment market conditions or the unavailability of
women and minorities with the specific qualifications needed and
the City of Elgin is able to document a good faith effort in
attempting to achieve the goals, the requirements of Presidential
Executive Order 11246 are satisfied.
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DISSEMINATION OF POLICY
•
A. Internal
1 . The City' s Policy of Equal Employment Opportunity shall be
set forth in appropriate employee communications.
2 . The subject of Equal Employment Opportunity shall become
an integral part of the orientation program for all new
employees . Periodic seminars shall be held for all
supervisors and managers to ensure compliance with the
City' s Equal Opportunity Policy.
• 3 . Union officials shall be informed of this policy and their
cooperation and support in implementing the City' s program
shall be actively sought.
4 . Notices shall be posted on bulletin boards to communicate
the existence of the Affirmative Action Program.
5 . Notices shall be posted in the Human Resources Department
informing applicants of their equal employment rights and
their right to notify the appropriate agencies if they
believe they have been victims of discrimination.
410
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6 . The adopted Affirmative Action Plan shall be reviewed with
department heads and staff. Each supervisor shall be made
aware of his/her individual responsibility for effective
implementation of the Plan.
B. External
1 . To emphasize our commitment to the successful
implementation of this policy, City Human Resources
Department shall communicate with outside organizations
and individuals working in the field of equal employment
as often as necessary.
2 . All employment advertisements shall include a clause that
the City is an Equal Opportunity Employer.
3 . The City shall continually reaffirm its policy on
non-discrimination and its interest in minority and female
applicants to recruitment sources. These recruitment
sources include, but are not limited to State and Federal
agencies, high schools, technical schools, vocational
schools and colleges. The City shall request these
sources to actively recruit and refer minority and female
applicants for all positions listed.
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4 . Input from leaders of minority groups, educational
• institutions and other involved community organizations
shall be sought in formulating the City' s Policy.
5 . The City shall strive to incorporate an Equal Opportunity
Clause in all documents, leases and covenants covered by
Title VII .
6 . Written notification of this Policy shall be sent to
contractors , vendors and suppliers. All contractors,
vendors and suppliers doing business with the City of
Elgin shall comply with the requirements of Chapter
3 . 12 .100 - Affirmative Action-City Contracts - of the
• Elgin Human Relations Commission Ordinance.
S
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RESPONSIBILITIES FOR THE IMPLEMENTATION OF POLICY
• The Deputy Human Resources Director shall be responsible for
implementation of the City' s Affirmative Action Program. Periodic
reviews will be conducted and necessary adjustments will be made
to achieve the City' s goals in furthering the principle of Equal
Employment Opportunity.
A. Responsibilities of the Human Resources Department shall
include, but not be limited to:
1 . Administering and coordinating internal and external
communication techniques.
2 . Assisting management in the identification of problem
• areas .
3 . Assisting management in arriving at solutions to equal
employment problems.
4 . Keeping management informed of the latest developments in
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the equal opportunity area.
5 . Periodic auditing of training programs, and hiring and
promotion patterns, to remove impediments to the
attainment of goals and objectives .
6 . Periodic discussions with department heads, supervisors &
Semployees to ensure that the Affirmative Action Policy
is being followed.
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B. Responsibilities of all Department Heads shall include, but
not be limited to:
1 . Assistance in the identification of problem areas and
establishment of departmental goals and objectives.
2 . Active involvement with local community programs designed
to increase employment of minority and female applicants.
3 . Conducting regular interviews with supervisors and
employees to ensure policies are being carried out.
4 . Evaluating the performance of supervisors in relation to
implementation of this policy.
C. Responsibilities of Supervisors shall include, but not be
limited to:
1 . Ensuring that employees in their work groups are given
fair and equitable treatment, regardless of race, creed,
color, religion, sex, age, handicap, ancestry or national
origin.
2 . Disciplining employees who engage in name calling in
regard to race, creed, color, religion, sex, age,
handicap, ancestry or national origin.
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D. Responsibilities of the Deputy Human Resources Director shall
• include, but not be limited to:
1 . Serving as a liaison between contractors, City
departments , state , federal governmental agencies and
other groups concerned with equal employment of minorities
and females.
2 . Analyzing the hiring and firing of City employees, and
make recommendations to the Human Resources Director and
the City Manager based upon that analysis .
3 . Designating and implementing an audit report system which
will:
•
a. Measure effectiveness of contractors in regard to the
City' s Contract Compliance Ordinance for equal
employment opportunity for minorities and women.
b. Determine the degree of success reached by the City in
achieving it' s goals and objectives.
c. Determine the need for remedial action.
4 . Keep management informed of the latest development in the
equal employment area.
S
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5 . Working with contractors, vendors, and suppliers to ensure
that they meet the equal employment opportunity
requirement specified in the contracts.
6 . Develop policy statements and action oriented programs
aimed at achieving equal opportunity employment.
7 . Providing quarterly reports to the Human Relations
Commission on the progress of this plan.
E. Responsibilities of the Human Relations Commission shall
include:
- Human Relations Commission and staff liaison shall monitor
the implementation of the City' s affirmative action
program.
Personnel action regarding the selection, promotion and
discipline of Civil Service, police, and fire personnel is under
the jurisdiction of the Civil Service Commission and the Board of
Fire and Police Commissioners. The actions of these Boards are
governed by the laws of the State of Illinois and are not
regulated by municipalities. The Civil Service Commission and the
Board of Fire and Police Commissioners have stated that they will
adhere to the City of Elgin' s Affirmative Action Program within
the limits of the laws and statutes regulating their authority.
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IMPLEMENTATION
A. Recruitment
1 . Communication shall be maintained with federal and state
agencies, minority organizations, female organizations,
and social and civic agencies to encourage applications
from minorities and females.
2 . Minorities and females presently employed by the City of
Elgin shall be encouraged to recruit qualified applicants.
3 . Job opportunity information shall be made available to all
applicants on a non-discriminatory basis.
4 . Records shall be maintained of applications received and
their subsequent dispositions thereof, in order to
accommodate periodic analysis of applicant flow.
5 . All applications for classified positions will be accepted
and kept on file for a period of one year. When vacancies
occur qualified minority and female applicants, as well as
other qualified applicants, will be contacted.
6 . In order to employ more minorities and females in
professional and supervisory ranks, colleges having a
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large minority and/or female population shall be contacted
for purposes of recruitment where practicable.
B. Selection
1 . Uniform hiring qualifications capable of objective
evaluation shall be maintained for all occupational
categories.
2 . All pre-employment tests shall be administered uniformly
without regard to race, color, religion, sex, age (except
fire and police) , ancestry or national origin.
3 . All interviews will be conducted in a uniform manner. All
questions shall be job related.
4 . All applicants shall be advised of their test results and
of the City' s hiring criteria upon request.
5 . Lists of applicants who have qualified for employment
through the successful completion of the City' s selection
procedure will be maintained by the Human Resources
Department. In making selection from these lists,
department heads shall consider the goals of the
Affirmative Action Program. Rejection of qualified
minorities and females shall be supported by written
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explanation, when Affirmative Action goals for that
specific department have not been met.
6 . Any hiring standards used in selections will be
realistically related to the job. Progression
requirements will also be job related and will be applied
in a non-discriminatory manner.
7 . Any testing procedure used in selection, placement and
upgrading, will be based on the job requirement.
8 . The total selection process, including job descriptions,
job requirements, application forms, interview procedures,
test administration, validity and similar factors shall be
analyzed periodically to ensure that they will at all
times remain consistent with the objectives of this
program.
C. Promotion and Transfers
1 . There shall be no discriminatory impediments in
promotional or transfer opportunities. Periodically an
analysis will be made of the transfer and promotions of
minorities and female employees as compared with non
minority employees to ensure the effectiveness of this
program, and to identify any problem areas that may
require modification or correction in the program.
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2 . Qualification for all jobs shall be reviewed periodically
to ensure that they are non-discriminatory and reflect
requirements needed to perform the work.
3 . Employment opportunities of minorities and female
employees within each job classification shall be equal
and consistent with that of other employees performing
like work.
4 . Written explanations and other relevant data shall be kept
regarding promotions , transfers, demotions, suspensions,
layoffs, or termination of all personnel.
5 . Performance evaluations shall be completed at regular
intervals for all employees by their supervisors to
determine progress and potential for advancement. Every
possible consideration will be given minority and female
employees for promotional advancement opportunities
consistent with merit system principles .
6 . Efforts shall continue to be made to encourage all
employees to improve their skills through training for
openings of greater opportunity. The Career Ladder
approved by the Civil Service Commission shall be used to
ensure upward mobility of Civil Service employees .
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D. Integration of Facilities
1 . All persons responsible for City facilities shall ensure
the availability of the facilities on an integrated basis .
The use of such facilities shall be made available to all
employees without regard to race, color, religion, sex
(where practicable) , age, ancestry or national origin.
This policy shall be reflected not merely in written rules
and regulations, but in customs and practices, eliminating
any possibility of de facto segregation.
E. Training
1 . Supervisors are responsible for on the job training
of new employees. The supervisor shall encourage
employees to attend on/off the job training. .
2 . The City works with local educational institutions and
other designated institutions regarding the recruitment of
minorities and females .
3 . All employees interested in training for jobs offering
greater future employment opportunities, shall be
encouraged by their supervisors to take advantage of
training being offered by outside schools and community
organizations .
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CITY OF ELGIN SEXUAL HARASSMENT
Policy Statement
I. The City of Elgin subscribes to the philosophy of being an
equal opportunity employer. This philosophy relates not
only to entering the City' s employment but to an equal
opportunity to perform assigned work in a non-offensive or
non-threatening work environment.
The Equal Employment Opportunity Commission (EEOC) has
issued guidelines dealing with sexual harassment and court
rulings have clearly declared that such actions are
illegal discrimination in employment.
III . The City of Elgin, as an employer, does not condone nor
tolerate actions by its employees that constitute sexual
harassment of fellow employees. Sexual harassment herein
referred to is defined as: unwelcomed sexual advances,
requests for sexual favors and other verbal or physical
conduct, sexual in nature, that implicitly or explicitly
involves either a condition of employment or creates an
intimidating, hostile of offensive work environment.
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IV. Employees who feel that they are being subjected to
conditions of sexual harassment may file a formal
complaint against the offending employee. The Human
Resources Department will receive and investigate
complaints, and counsel affected employees. Employees may
also file complaints with their department head or the
Human Resources Department. All investigations shall be
conducted under the direction of the Human Resources
Director or his designee.
V. Though a high standard of conduct is felt to exist within
the City' s workforce, if a violation of the sexual
harassment policy should occur, it will be dealt with on a
level reflective of the seriousness of such action.
Proven cases of sexual solicitation or repeated offensive
or intimidating actions may result in discharge of the
offending employee.
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HANDICAPPED, DISABLED, VIETNAM ERA VETERANS
Policy Statement
As promulgated in Section 503 and 504 of the Rehabilitation
act of 1973 and the Vietnam Era Veterans Readjustment Assistance
Act of 1974 , discrimination in employment opportunities due to an
individual ' s physical or mental handicap is a violation of the
law.
It is and shall be the policy of the City of Elgin to provide
equal employment opportunities to all persons without regard to
physical or mental handicap. The City will take affirmative
action to hire, promote and otherwise treat qualified handicapped
individuals, disabled veterans and veterans of the Vietnam era
without discrimination. The City will make reasonable
accommodations to physical and mental limitation of employees and
applicants, consistent with the qualifications required for the
task/functions to be performed, and with the effective operation
of the City.
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CLASSIFICATION ANALYSIS
The Human Resources Department shall be responsible for an
analysis of all major job categories corresponding to the
.categories listed on the EEO-4 Employee Information Report. The
purpose of this analysis shall be to determine if or to what
extent minorities are being under utilized in each category.
Underutilization means having fewer minorities and females than
would be reasonably expected according to:
A. The minority population of the political boundaries of the
City of Elgin.
B. The size of the unemployed minority and female work force
in the Primary Metropolitan Standard Area (PMSA) labor
area surrounding the facility.
C. The percentage of minority and female job applicants
compared with the total work force in the immediate PMSA
labor area.
D. The general availability of minority and female applicants
having requisite skills in an area in which the company
can reasonably recruit.
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E. The availability of promotable minority and female
• employees within the company.
F. The existence of community training institutions capable
of training minorities and females in the requisite
skills .
To effectively analyze the City' s work force in terms of level
of representation of minorities and females, we must
systematically place each position in one of the categories
listed below. The categories and the definitions were
established by the federal regulatory agency that is
responsible for insuring equal employment opportunities. The
categories and their respective definitions follow.
Officials/Administrators
Occupation in which the employee assists with the
determination of policy matters, exercises overall
responsibility for execution of these policies , or direct
individual departments and/or divisions . Includes:
department administrators and exempt positions.
111
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Professionals
Occupations which require specialized or theoretical knowledge
which is usually acquired through college training or through
work experience and other training which provides comparable
knowledge. Includes , but is not limited to: personnel
.._ workers, social workers, nurses, recreation
leaders/supervisors, librarians , police lieutenants, fire
captains and kindred workers.
Technicians
Occupations which require a combination of basic scientific or
technical knowledge and manual skills which can be obtained
through specialized post-secondary school education or through
equivalent on-the-job training. Includes but is not limited
to: computer personnel, police sergeants, microbiologists,
public work supervisors, communication operators and kindred
workers.
Para Professional
Occupations in which employees perform some of the duties of a
professional or technician in a supportive role, which usually
requires less formal training and/or experience normally
required for professional or technical status. Includes but
is not limited to: nurse' s aide, bookkeeper, paralegal, and
kindred workers.
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Protective Service
Occupations in which employees are entrusted with public
safety, security and protection from destructive forces.
Includes: firefighters, police officers and park rangers .
Office/Clerical
Occupations in which employees are responsible for internal
and external communication, recording, and retrieval of data
and/or information and other paperwork required in an office.
Includes but is not limited to: duplicating machine
operators, clerks , typists, secretaries and kindred workers.
Skilled Craft
Occupations in which employees perform jobs which require
special manual skills and a thorough and comprehensive
knowledge of the process involved in the work which is
acquired through on-the-job training and experience or through
apprenticeship or other formal training programs. Includes
but is not limited to: mechanics, electricians, heavy
equipment operators, tradesmen and kindred workers.
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Service Maintenance
Occupations in which employees perform duties which contribute
to the comfort, convenience, hygiene or safety of the general
public or which contribute to the upkeep and care of
buildings, facilities, or grounds of public property.
Includes but is not limited to: truck drivers, custodians,
public works , maintenance workers and kindred workers.
In addition, it is necessary to identify the work force by
race/ethnic background. The terms and definitions follow:
Non-Minority (White)
All persons of Indo European descent, including Pakistani and
East Indian.
Minority
Black (African-American)
All persons having origins in any of the Black racial groups
of Africa . Includes Jamaican, Trinidadian, and West Indian.
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Hispanic
All persons of Mexican, Puerto Rican, Cuban, Central or South
American, or other Spanish culture or origin, regardless of
race.
Asian
All persons who are descendants of any of the original peoples
of the Far East, Southeast Asia, the Indian Subcontinent, or
the Pacific Islands . This area includes , China, Japan, Korea,
the Phillipine Island and Samoa.
American Indian
All persons who identify themselves or are known as such by
virtue of tribal association.
Other
All persons who are descendants of any of the original peoples
of North America and who maintain cultural identification,
such as Aleuts, Eskimos, Malayans, Thais and others not
covered by specific categories.
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WORK FORCE ANALYSIS PRESENT STATUS
The data contained in this report is based on the 461
employees in permanent full-time positions. Of the 461
1
employees, 55 or 12% are minorities and 87 or 19% are women.
The remaining 319 are non-minority males. Minority women are
reflected in the statistics for minorities and for women.
A review of the applicant flow data indicates that 89% of
those seeking employment resided in the Primary Metropolitan
Standard Area (PMSA) . It is , therefore, appropriate to
utilize the PMSA as the barometer to define acceptable levels
of minority and female representation. The current PMSA
statistics reflect representation for minorities and females
as 14% and 42%, respectively. It is our goal to achieve
and/or maintain the stated levels within each department and
job category according to availability in the labor force.
representation is 12%
Overall, our current minority and female re p
and 19% , respectively. However, when analyzing the work force
data by Kane County PMSA there are areas/categories that fall
short of the desired level and there are areas/categories that
are above the desired level. They are as follows:
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CITY WIDE WORK FORCE ANALYSIS .,
BY JOB CATEGORY, RACE AND SEX
•
NCTI-WHITE WHITE 7OFAL NON-WII I'fl WU I7E 9CYI'AI. TOTAL
JOB CATEGORY 'IOPAL FEMALES FEMALES FI11AL1S HALES MAWS NCYV-MIIITE OFFICIALS/ # 27 0 3 1 23 1 26
MAIN IMIWIO S -
(%) (loo) (o) . (11) (4) (8 ) (4) (96)
PROFESSIONALS ; 1• 0 8 8 1 10 1 18
loo • (o) (1;2) (42) , (5) (53) (5) (95)
TECHNICIANS # 36 4 13 17 2 17 6 30
(loo) (11) (36) (47) (6) (47) (17) (83)
PARA # 19 2 11 13 1 5 3 16
PIE ESSICNALS —
(%) (100) (1 1) (58) (68) (5) (26) (16) (84)
PROTECTIVE # 183 (0) 3 3 11 169 11 172
SERVICE
(%) (100) (0) (2) (2) (6) (92) (6) (94)
OFTICE/ # 28 5 22 27 (0) 1 5 23
CUBICAL —
(%) (loo) (18) (79) (96) o (4) (18) (82)
1 SKILLED # 4o 0 0 0 5 35 5 35
min -
(o) (100) 0 0 0 (13) s(88) (13) (88)
1
SERVICE # io• 4 12 16 19 74 2 86
MA_IKIENANC E •
-
1 (%) (100) (4) (11) (15) (17) (68) (21) (79)
MINORITY OF BOTH SEXES:
CURRENT LEVEL PMSA
CITY OF ELGIN KANE COUNTY
CATEGORY REPRESENTATION REPRESENTATION
A - Officials/Administrators 4% 3 . 6%
B - Professional 5% 4 .5%
C - Technicians 17% 7 . 6%
D - Para Professional 16% 5 . 6%
E - Protective Service 6% 8 . 6%
F - Office/Clerical 13% 8 . 1%
G - Skilled Craft 13% 22 . 5%
H - Service Maintenance 21% 24 . 6%
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Overall PMSA for women in the labor force for Kane County is j
42% , City of Elgin overall is 19% . Statistics indicate that
women in area/categories that fall short or above the desired
PMSA level are as follows:
WOMEN OF ALL RACES:
CURRENT
LEVEL REP. PMSA
CITY OF FEMALE KANE CTY FEMALE
CATEGORY ELGIN MINORITY REP. MINORITY
A - Officials/Admin. 11 .0% 0% 24 .5% 0 . 5%
B - Professionals 42. 1% 0% 37 . 9% 2. 0%
C - Technicians 47 . 2% 4% 34 . 5% 3 . 2%
D Para Professionals 68. 0% 11% 50 . 0% 3. 2%
E - Protective Service 2 . 0% 0% 11 . 8% 0 . 7%
F - Office/Clerical 96 . 0% 18% 78 . 0% 5. 8%
G - Skilled Craft 0 .0% 0% 11 . 0% 2 . 9%
H - Service Maintenance 15. 0% 4% 25.3% 7. 8%
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SUMMARY:
The statistics of our hiring practices in the last four (4)
years suggest that our affirmative action program is working. The
City' s commitment to affirmative action has not faltered.
According to the areas/categories which were previously
identified, the city' s representation of women and minorities is
above or equal to the available labor force.
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GOALS AND TIMETABLES
GOALS:
To correct the underutilization of minorities and women, we
must identify the areas of underutilization and establish goals.
In essence, the goals represent the number of minorities and/or
zoomen, we need to hire to fulfil these goals.
The goals identified herein are not based solely on
statistics. There is and should be a high degree of judgement
involved as turnover, testing procedures, availability of
qualified candidates, etc. must be considered. It is important
that we set realistic and practical goals.
The charts that follow identify, by department and job
category, underutilization of minorities and women. A brief
narrative accompanies each chart and realistic goals have been
established to correct the underutilization.
TIMETABLES:
A good faith effort will be made to attain the goals
established herein within the next five (5) years. The plan will
be monitored quarterly in an attempt to keep abreast of
significant changes and, when necessary, to re-establish goals.
Given our use of eligible lists, particularly in the
area/category of "Protective Services" and our turnover, a
five-year plan is relevant to the City' s goals .
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MAYOR AND CITY COUNCIL
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 8 1 3 4 12 . 5 50
Professionals
Technicians
Para-
Professionals
Office/Clerical
Service/
Maintenance
Protective
Service
Skilled Craft
OFFICE OF THE CITY MANAGER
Considering the size of the City Manager' s Office, composition reflects
a positive makeup by sex. When openings occur the policy of the City
Manager' s office is to recruit minorities and women.
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 3 0 0 2 1 0 33
Professionals
Technicians
Para-
Professionals
Office/Clerical 1 0 0 0 1 0 100
Service/
Maintenance
Protective
Service
Skilled Craft
PURCHASING AND RESEARCH 4
Purchasing and Research is only staffed with two individuals and have
operated with this number for years. There are no openings occurring
or any increases in staff for the upcoming fiscal year.
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 1 0 0 1 0 0 0
Professionals
Technicians
Para-
Professionals 1 0 0 0 1 0 100
Office/Clerical
Service/
Maintenance
Protective
Service
Skilled Craft
LEGAL DEPARTMENT
The Legal Department is small in size. When openings occur efforts
will be made to seek qualified minority candidates.
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators
Professionals 3 0 0 2 1 0 33
Technicians
Para-
Professionals 1 0 0 0 1 0 100
Office/Clerical
Service/
Maintenance
Protective
Service
Skilled Craft
HUMAN RESOURCES DEPARTMENT
This department' s composition, by race and sex, is above the PMSA in
all categories. When openings occur the department will seek Hispanic
candidates.
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 2 1 0 0 1 50 50
Professionals 1 1 0 100
Technicians 1 0 1 0 0 100 100
Para-
Professionals
Office/Clerical 1 0 0 0 1 0 100
Service/
Maintenance
Protective
Service
Skilled Craft
FINANCE DEPARTMENT r
This department is small , thereby making it extremely difficult to set
hiring goals for minorities . This is especially true as only three
full time employees have been hired in the past three years . However,
as an overall goal, this department will seek to recruit at least three
(3) minority employees when openings occur.
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 5 0 0 4 1 0 20
Professionals 2 0 0 1 1 0 50
Technicians 5 0 1 2 2 20 60
Para-
Professionals 1 0 0 0 1 0 100
Office/Clerical 6 0 0 0 6 0 100 0% 17%
Service/
Maintenance
Protective
Service
Skilled Craft .
DEPARTMENT OF BUILDINGS
Minorities and women are available in the PMSA work force to recruit
when openings occur.
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 1 0 0 1 0 0 0
Professionals
Technicians
Para-
Professionals
Office/Clerical
Service/
Maintenance 3 0 0 3 0 0 0 21% 7%
Protective
Service
Skilled Craft 2 0 0 2 0 0 0 22% 2%
PLANNING DEPARTMENT r
This department, according to size, has a good representation of
minorities and women . When openings occur more Hispanic candidates
will be recruited.
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 1 0 0 1 0 0 0
Professionals 3 0 0 0 3 0 100
Technicians 2 1 0 1 0 50 50
Para-
Professionals 2 0 2 0 100
Office/Clerical 2 0 1 0 1 50 100
Service/
Maintenance
Protective
Service
1
Skilled Craft
POLICE DEPARTMENT r
Please see attached memo dated October 2 , 1989 .
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 3 0 0 3 0 0 0 1%
Professionals 17 i 0 0 17 0 0 0 3% 1%
Technicians 12 0 3 0 9 25 100 0% 3%
Para-
Professionals 7 1 1 3 2 29 43 2% 2%
Office/Clerical 5 0 1 0 4 20 100 0% 2%
Service/
Maintenance
Protective
Service 78 9 0 69 2 11 . 5 3 6% 5%
Skilled Craft
October 2 , 1989
MEMORANDUM
IQ : Mr . Walter Blalark
Human Relations Resources Director
FROM : Deputy Chief E. K . Isom Z///1 /��
SUBJECT : Current Employee Ratio Analysis/Goals
I have reviewed and up-dated the employee minority/non-minority
ratio survey you provided . I believe this is a fair representa-
tion of today' s employee picture .
Additionally , I have provided goal numbers you requested .
Further , I have provided a copy of the most recent Comprehensive
Recruitment Plan for the testing cycle June 1989 . As you may
know , this testing cycle is just coming to a close and we expect
a final candidate list soon from the Fire and Police Commission .
After the final list is complete , Sergeant Panzloff will be
completing an analysis of this testing cycle results .
As you will see from the plan provided , the Department evaluated
the in-place employees numbers by category , against the City of
Elgin population figures and demographic breakdown . Based on
the then current data , a set of target recruitment goals were
established . Emphasis was to be placed on especially female
pre-test contacts , this in hopes of increasing the female
representation on the Department by bringing more candidates
into the test cycle equation - both white and minorities .
Likewise , emphasis was to be placed on seeking qualified candi-
dates from the three primary minority groups represented in the
city' s population : Spanish , Blacks , and Asian , of both sexes .
Our recruitment effort is and has been for the last few test-cy-
cles , very intensive . We have an established recruitment team
which visits local education facilities , religious institutions ,
and other civic groups . This team consists of representative
personnel from all walks of the community, Black , Spanish ,
White , and female . We feel our efforts in this area have been
productive as presented by the recent hirings by the Fire and
Police Commission of our first two ( 2) female law enforcement
personnel and male members of both the Spanish and Black commu-
nity. Thus far , we have been pleased with the numbers of
minority representatives added to the current employee picture ,
however , we assure you and the Human Relations Commission that
we do not intend to cease our present level of effort in this
matter . The recruiting effort will continue to assess present
representative conditions and work diligently in bringing these
Ratio Analysis/Goals
Page 2
representative numbers up to a closer parity with population
representation .
The information just presented basically involves those employ-
es entering the department at the first employment level -
especially police . Increasing the representative ratio above
the rank of patrol officer is another thing altogether . The
promotion of police officers to the supervisory/administrative
ranks is based on test results involving those employees who
aspire to elevate themselves . This process is controlled by the
Fire and Police Commission through their testing procedures ,
although the Department (through the Chief of Police points
allotment) does have some input . Each rank above Patrol Officer
is progressive , except for the exempt ranks of Chief and Deputy
Chief .
Currently , there are no supervisory positions filled with a
minority representative . The Fire and Police Commission are
currently in the process of conducting promotional examinations
for the rank of Sergeant . Although the outcome of this is yet
unknown , there does exist the possibility that a certain number
of minority employees will end up on the qualified list . Until
there are promotions made from the minority members of the
Patrol Officer group , it is difficult to project when and if
these members will attain the next highest rank of Lieutenant or
Deputy Chief .
In summary , let me say that the Department is sensitive to the
problem at hand . We will continue our already initiated re-
cruitment efforts and feel that these efforts will continue to
pay positive results in the near future .
Apart from the main employee group (Police ) , the Department does
employee numerous positions of a civilian nature . These posi -
tions are under the hiring control of the Civil Service Commis-
sion . Once a qualified candidate list is established for a
particular category of employees , we hire from that list . In
this particular area of employment , very little recruitment
effort is given to the pre-test candidate contact - like that
given for police officers . The reason is simple . Representa-
tives of these employees come from throughout the general public
and it has been difficult to zero in on organizations/institu-
tions where viable candidates might be assembling . More atten-
tion could possibly be given to this area ; however , it would
take more thought and evaluation . This is not meant to indicate
that no effort to impact on pre-testing candidate pools is not
accomplished . Advertisements are run in local media sources
whenever there are positions open , plus inter-department infor-
mation sheets are distributed and posted .
I hope that this information is both enlightening and helpful to
you and the Commission in your efforts .
ATTACHMENT TO SURVEY/EEO
Since January 1 , 1987 , the Elgin Police Department has placed in
the ranks of police officer , eighteen ( 18 ) individuals . This
time frame coincides with the stepped- up recruitment efforts ont
he part of the department . A table is provided which depicts
these new officer by their specific category.
M/W F/W B/M B/F M/S F/S
Jones , Joanne E . x
Bell , Everett K . x
Mayer , Robert A . x
Hansen , Mona S . x
Thiel , Donald W. x
Files , Leon P. x
Holder , Allan E. x
Willson , James E. x
Smith , Cecil E . x
Morales , Jose Jr . x
Eschman , Todd A . x
Radmer , Daniel J . x
Hood , Dennis L. x
Padron , Jesse x
Quigley , Thomas x
Stevens , Roger A . x
Jerome , Don x
Gant , Clenest x
11 ( 61%) 2 ( 11%) 3 ( 17%) 0 2 ( 11%) 0
COMPREHENSIVE RECRUITMENT PLAN
TESTING CYCLE - JUNE 1989
Recruitment Goal:
To increase the number of eligible candidates representative of the identi-
fied target groups entering the initial test cycle, thus enhancing the
chances that a sufficient number of these target group representatives will
successfully complete all phases of the testing cycle and be placed on the
'eligibility list as developed by the Board of Fire and Police Commis-
sioners.
The following is a comparison ratio between city population percentages,
the number of minority police officers presently employed, and a statement
of targeted recruitment groups in quantitative terms.
City Population 1989 Employment Ratio
White = 52,399 = 75.3% White = 97 = 93.2%
Black = 4,985 = 7.1% Black = 5 = 4.8%
Spanish = 9,797 = 14. 1% Spanish = 2 = 2.0%
Asian = 2,272 = 3.3% Asian = 0 = 0.0%
Alaskan = 92 = 0. 1% Alaskan = 0 = 0.0%
Other = 73 = 0.1% Other = 0 = 0.0%
TOTAL = 69,618 = 100.0% TOTAL = 104 = 100.0%
The following are the recruitment target groups and the number of recruit-
ment contacts established as the goal for the June 1989 testing cycle.
These figures will include both male and female in all target groups.
Target Groups Quantitative Goals
Spanish - Male & Female 100 Contacts
Black - Male & Female 75 Contacts
Asian - Male & Female 25 Contacts
Emphasis will be placed on female recruitment in all target groups.
Females All Groups 75 Contacts
Statement of Department Sworn Strength:
The Elgin Police Department presently has an authorized sworn personnel
strength of 104 full time officers. Of these 104 officers, 61 are assigned
to the Patrol Division as Patrol Officers.
Our actual strength in the Patrol Division consists of 61 Patrol Officers.
The department is requesting an addition three (3) officers effective July
1, 1989. At least six (6) retirements are anticipated which means that
approximately nine (9) new police officer positions may be available during
1990.
Key_ Activity/Budget Timetable:
-The purpose of the following schedule is to establish a key activity and
budgetary timetable. This schedule insures that a maximum effort is being
made to contact potential police applicants. The recruiter shall advise
applicants in the areas of qualifications, pay scales, benefits, and
testing dates. He/she shall also emphsize Elgin's Affirmative Action Plan
and the fact that the City is an Equal Opportunity Employer. The need to
increase the number of minority applicants for Police Officer positions
shall be stressed.
Recruitment Estimated
Dates Locations Budget Expenditors
April 14 Loyola University None
April 19 McHenry Community College None
Job Fair
April 25 Elgin Community College None
May 1-June 2 Elgin Job Services None
May 7 Recruitment Advertising $3,500
1. Elgin Daily Courier
2. Chicago Tribune
3. Chicago Sun Times
4. Spanish-American Newspapers
5. Minority Recruitment Listings
6. Elgin Churches
7. College Placement Offices
8. St. Charles, Geneva, Batavia Chronicles
9. Centel Cable of Elgin
10. WRMN - Radio
May 10 I.P.A. Recruitment None
May 15 E.P.D. Recruitment None
Publication Information
May 22 American Legion Post #57 None
May 25 Harper College None
May 30 Aurora College None
June 2 Application Deadline
June 10 Physical Agility $485.00
P.O.W.E.R. Test
Applicants A-M
June 17 Physical Agility $485.00
P.O.W.E.R. TEst
Applicants N-Z
June 19 Written Examination None
@ Hemmens Auditorium
6-10
The Psychological/Polygraph and Oral examination dates will be announced by
the Board of Fire and Police Commissioners at a later date.
The establishment of an eligibility list will be completed during the third
or fourth quarter of 1989.
The total estimated recruitment budgetary expenditures of the June 1989
test cycle - $4,470.00
NOTE: For the budget detail breakdown, refer to the Key Activitity/Budget
Timetable.
Statement of Support
The Chief of Police has reviewed the efforts of the recruiting team during
the current testing cycle and concurs with the programs, goals, policies,
and procedures followed by the Administrative Services Division Commander
and the recruiting staff. Their combined activities will insure a maximum
recruiting effort on behalf of the City of Elgin and place a great deal of
emphasis on the stated goals for recruitment and the Affirmative Action
Plan.
Recruitment Assistance from Community Organizations
Various community organizations and civic leaders have been very coopera-
tive during this recruitment cycle. The Administrative Services Division
Commander in charge of recruitment has contacted the Elgin Chamber of
Commerce for an up-to-date listing of civic organizations, veterans
assistance groups, ethnic social clubs, and special interest groups con-
taining the organization names, contact persons, and telephone numbers.
Upon acquisition of these organizational listings, either the commander or
a member of the recruitment team shall establish contact with a repre-
sentative and, in a coordinating effort, schedule a time and date to appear
at the organization to recruit prospective applicants from the attendance
or supply qualification information and application procedures.
Subm' t d:
Joh Pa of f
Adminis r tive Services Division
Reviewed: Approved:
9146/14/\
Eric K. Isom Ro t L. aird
Deputy Chief for Administration Chief of Police
FIRE DEPARTMENT r
This department will work with the Police and Fire Board to achieve
this goal .
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 3 0 0 3 0 0 0
Professionals
Technicians
Para-
Professionals
Office/Clerical 1 0 1 0 0 100 100
Service/
Maintenance
Protective
Service 88 1 0 86 1 1 1 7% 3%
Skilled Craft
BUREAU OF INSPECTION SERVICES r
The Bureau of Inspection Services is equal to or above the PMSA in many
of its job categories .
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
_ TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 2 0 0 2 0 0 0
Professionals 1 0 0 1 0 0 0
Technicians 10 1 1 6 2 20 30
Para-
Professionals 1 0 0 0 1 0 100
Office/Clerical 2 0 1 0 1 50 100
Service/
1 Maintenance
Protective
Service
I I I I
I 1 II
Skilled Craftil
PUBLIC WORKS ADMINISTRATION
See attached correspondence .
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 2 0 0 2 0 0 0 3 . 6% 0 . 5%%
Professionals
Technicians
Para-
Professionals
Office/Clerical 1 0 0 0 1 0 100 8 . 1% 5 . 8%
Service/
Maintenance
Protective
Service
Skilled Craft
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May 11, 1988
MEMORANDUM
TO: James J. Cook, City Manager
FROM: Gary W. Miller, Assistant Public Works Director
SUBJECT: Laborer Position Hirings
PURPOSE: The intent of this memo is to document recent hirings of
laborers in the Public Works Department.
BACKGROUND: The list which follows are those employees hired in 1986
to the present:
No. Date Name Comments
1. Apr. , 1986 Bill Potts Transferred from Trans. Dept.
2. Oct. , 1986 Bill Rodriguez Minority
3. Dec. , 1986 Sue Hollis Female
4. June, 1987 Rick Wallace Experience at Laidlaw
5. Aug. , 1987 Rick DeBartolo Experience at B. F. I .
6. Sep. , 1987 Len Knutson Temporary Sanit. W' s. C. Fill -in
7. Nov. , 1987 Jimmy Hobson Minority
8. Dec. , 1987 Jesus Martinez Minority
9. Jan. , 1988 Mike Popp Temporary Sanit. W' s. C. Fill-in
(3 mo. replacement for Parks person)
FINANCIAL IMPACT: N/A
CONCLUSION : We have hired seven full -time laborers during the past two
years. We have employed one female, two hispanic and one black, or four
minorities out of the seven hired.
Two individuals had prior experience with private scavenger firms .
One individual was transferred from the Transportation Department. Two
others were hired on a temporary basis to replace individuals in the
Sanitation Division.
GWM:mg
May 17, 1988
MEMORANDUM
TO: James J. Cook, City Manager
FROM: Gary W. Miller, Assistant Public Works Di rectora��,
SUBJECT: Laborer Position Hirings
PURPOSE: The intent of this memo is to provide additional information relative
to the recent hirings of laborers in the Public Works Department.
BACKGROUND: Please refer to our earlier memo dated 5-11-88. The information
which follows is intended as additional background information to help explain
specific circumstances of each individual hiring after July, 1987:
No. Date Name Comments
1. Aug. , 1987 Rick DeBartolo Had experience at B. F. I.
2. Sep. , 1987 Len Knutson Temporary job - Sanit. W' s. C. fill -in.
3. Nov. , 1987 Jimmy Hobson Minority - was already working as a
temporary fill-in at Public Works ;
we hired him full -time.
4. Dec. , 1987 Jesus Martinez Minority - was already working for the
City in Golf; we hired him full -time.
5. Jan. , 1988 Mike Popp - 'Temporary job Sanit. W s. C. fill-in
(3 mo. replacement for Parks person).
One individual (DeBartolo) had experience with a private scavenger, which
made him a clear-cut choice for a permanent job. Two others were hired for
temporary jobs only (Knutson and Popp). They were both without a job, whereas
Jones was working.
We hired two individuals full-time (Hobson and Martinez) because they were
already working for the City. Hobson had been hired earlier in Public Works as
a temporary fill-in. Martinez had been working in Golf at the Parks Department.
Both these individuals were considered and given preference because -of their
acceptable track record with the City.
FINANCIAL IMPACT: N/A
CONCLUSION: Even though I have no documentation to show we had received the
job application for Sam Jones before January 4, 1988, the circumstances outlined
above help support the actions which were taken. It is possible I may have
received the Jones application between July and December of 1987 and misplaced it.
Even if I had his application, it is logical to assume he was not the best candi-
date for a full-time job in Public Works given the reasoning listed above.
The application may not have been forwarded to us. During various phone
conversations with the Personnel Department over a period of time for each posi-
tion opening we may have jointly discussed a course of action without going over
all job applications.
cc/ Mel Dahl
ENGINEERING DIVISION r
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 1 0 0 1 0 0 0 3 . 6% 0 . 5%
Professionals 3 0 0 3 0 0 0 4 . 5% 2 . 0%
Technicians 7 0 0 6 1 0 14 7 . 6% 3 . 2%
Para-
Professionals
Office/Clerical 1 0 0 0 1 0 100 8 . 1% 5 . 8%
Service/
Maintenance
Protective
Service
Skilled Craft
ELECTRICAL DIVISION
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 1 0 0 1 0 0 0 3 . 6% 0 . 5%
Professionals
Technicians 3 0 0 3 0 0 0 7 .6% 3 . 2%
Para-
Professionals
Office/Clerical
Service/
Maintenance
Protective
Service
Skilled Craft
SANITATION DIVISION
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators
Professionals
Technicians
Para-
Professionals
Office/Clerical
Service/
Maintenance 15 3 0 12 0 20 0 24 . 6% 7 . 8%
Protective
Service
Skilled Craft
STREETS DIVISION f
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 2 0 0 2 0 0 6 3 . 6% 0 . 5%
Professionals
Technicians
Para-
Professionals
Office/Clerical I
Service/
Maintenance 17 4 0 12 1 24 6 24 . 6% 7 . 8%
Protective
Service
Skilled Craft
SEWERS DIVISION
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 1 0 0 1 0 0 0 3 . 6% 0 . 5%
Professionals
Technicians
Para-
Professionals
Office/Clerical
Service/
Maintenance 5 1 0 4 0 20 0 24 . 6% 7 . 8%
Protective
Service
Skilled Craft
CONSTRUCTION DIVISION r
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 1 0 0 1 0 0 0 3 . 6% 0 .5%
Professionals
Technicians
Para-
Professionals
Office/Clerical
Service/
Maintenance 9 3 0 6 0 33 0 24 . 6% 7 . 8%
Protective
Service
Skilled Craft
PARKING DIVISION
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 1 1 0 0 0 100 0 3 . 6% 0 . 5%
Professionals
Technicians
Para-
Professionals
Office/Clerical
Service/
Maintenance
Protective
Service
Skilled Craft
GARAGE DIVISION r
TOTAL TOTAL ' GOALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 1 0 0 1 0 0 0 3 . 6% 0 . 5%
Professionals
Technicians 4 0 0 4 0 0 0 7 . 6% 3 . 2%
Para-
Professionals
Office/Clerical 1 0 1 0 0 100 100 8 . 1% 5 . 8%
Service/
Maintenance
Protective
Service
Skilled Craft
WATER OPERATING FUND r
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 1 0 0 1 0 0 0 3 . 6% 0 . 5%
Professionals 1 0 0 1 0 0 0 4 . 5% 2 . 0%
Technicians 5 0 0 4 1 0 20 7 . 6% 3 . 2%
Para-
Professionals 1 0 0 0 1 0 100 5 . 6% 3 . 2%
Office/Clerical 1 0 0 0 1 0 100 8 . 1% 5 . 8%
Service/
Maintenance 12 3 0 8 1 25 8 24 . 6% 7 . 8%
Protective
Service
Skilled Craft 7 1 0 6 0 14 0 22 . 5% 2 . 9%
PARRS AND RECREATION - ADMINISTRATION
This department has a very small administrative staff making it
difficult to project hiring percentage due to low turnover.
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 1 0 0 1 0 0 0
Professionals
Technicians
Para-
Professionals
Office/Clerical 1 0 0 0 1 0 100
Service/
Maintenance
Protective
Service
Skilled Craft
RECREATION DIVISION r
This division employs many part time positions that lead to full time
positions . Only three positions are full time .
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 1 0 0 1 0 0 0
Professionals 2 0 0 1 1 0 50
Technicians (Part time listed below)
Para-
Professionals 31 2 2 9 18 12 64 4% 4%
Office/Clerical 6 0 2 1 3 33 83
Service/
Maintenance 31 1 1 9 20 6 67 4% 4%
Protective
Service
Skilled Craft
PARKS MAINTENANCE
This division projects that in the next five (5) years it can increase
its staff to include minorities and women in two job categories . Its
focus will be to employ more Hispanics in full time positions.
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 1 0 0 1 0 0 0
Professionals
Technicians
Para-
Professionals
Office/Clerical 1 0 0 0 1 0 100
Service/
Maintenance 10 1 0 9 0 10 0 2% 2%
Protective
Service
Skilled Craft 2 0 0 2 0 0 0 1% 1%
HEMMENS AUDITORIUM
Minorities and women are representative of this division due to its
small size. There are no plans for additional staff in the near future
making it difficult to project a specific goal for this division.
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators
Professionals 1 0 0 0 1 0 100
Technicians 2 0 0 2 0 0 0
Para-
Professionals
Office/Clerical
Service/
Maintenance 1 1 0 0 0 100 0
Protective
Service
Skilled Craft
CEMETERY OPERATING FUND
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators
Professionals
Technicians
Para-
Professionals
Office/Clerical 1 0 0 0 1 0 100
Service/
Maintenance 2 1 0 0 1 50 50
Protective
Service
Skilled Craft
PARA TRANSIT
The Human Resources Department and the Civil Service Commission will
recruit minorities and women when openings occur.
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators
Professionals
Technicians
Para-
Professionals
Office/Clerical
Service/
Maintenance 6 0 2 3 1 33 50
Protective
Service
Skilled Craft
II
TRANSPORTATION OPERATING FUND r
The Human Resources Department and the Civil Service Commission will
recruit minorities and women when openings occur.
TOTAL TOTAL ' G O A L S
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators 1 0 0 1 0 0 0
Professionals
Technicians
Para-
Professionals 1 0 0 0 1 0 100
Office/Clerical 1 0 0 0 1 0 100
Service/
Maintenance 39 4 3 23 9 17 23
Protective
Service
Skilled Craft
SPORTS COMPLEX
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators
Professionals
Technicians
Para-
Professionals
Office/Clerical
Service/
Maintenance 1 1 0 0 0 100
Protective
Service
Skilled Craft
GOLF OPERATING FUND
TOTAL TOTAL G OALS
MINORITY FEMALE
MINORITIES NON-MINORITY REPRESENTATION REPRESENTATION MINORITIES
TOTAL (M) (F) (M) (F) (%) (%) (M) (F)
Officials/
Administrators
Professionals
Technicians 1 0 0 1 0 0 0
Para-
Professionals
Office/Clerical
Service/
Maintenance 3 0 0 2 1 0 33
Protective
Service
Skilled Craft