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HomeMy WebLinkAbout3193_CCv0001.pdf RESOLUTION NO. 3193 RESOLUTION CF THE CITY OF REDLANDS ADOPTING AN EQUAL ENTLOYMENT OPPORTUNITY AFFIRMATIVE A IO CITY.. WHEREAS, the City Council of he City Of Redlandsis COmMitted to theco=ncept of equaloyme it opportunity in the b ser=e icy as a basic personnel rinciple, and has a long-standing police of 'oiding discriminatory dices against s=in person employed, or seeking employment, cause of rice, color, religion, pear. Baa., status, national origin, sex or ager except where sex or age is a valid OCCupationai qualification; and WHEREAS, the accepta=8 of this equal employment opportunity rincip doffs not end with she mere prohibition of discriminatory practices, but rather the Cite off` Redlands recognizes i£: obligation to developpractical plans fox specific steps to be taken to achieve more fully the goal of equal opportunity employment in city government;nt; n WHEREAS, as 'icmployer, the City of Redlands recognizes a it hasa particular responsibility to 'Cake what action is possible to remove barriers quaemploy- ment NOW, THERZFORE, BE T RESOLVED that the City of Rediands Kfirms a policy L equal employment opportunitythat include positive efforts in recruitment, examination, selection, promotion and training procedures to ensure that those persons who e otherwise qualified, t ane disadvantagedby sex, age, or ethnic background, are afforded the opportunity to achieve ons in citygovernment and are provided - _oticnal opportunities, and hereby adopts the attached Affirmative Action Plan to implement that policy. ADOPTED, SIGNED AND APPROVED Whs 15 th da" to, 01117 do B. Cummings, `fav City of Redlands ATTEST: STta , / Y C10 kr r - APPROVED OR F 0- -!: C I T Y O F R E D L A N D S AFFIRMATIVE ACTION PLAN MARCH 1975 TABLE OF CONTENT'S Pa T Genera. Policy - - - - - - - - - - - - - - - - - -- - - - l II Internal. Dissemination of Policy - - - -- - - - - - - - - I III External Dissemination of Policy -- - - - - - - - - - - - 1 IV Assignment of Responsibilities - - - - - - - - - - - - - 2 V Analysis Data : - .- - - - - - - - - - - - - - - - - - - 3 A) Ethnic Distribution within Redlands - - - - - _ _ - 3 B) Minority and Female Distribution within San. Bernardino County - - - - - - - - - - - - _ 3 C) Minority and Female Distribution within. Riverside - San Bernardino - Ontario S.M.S .A.- - 3 D) Survey of Ethnic Backgrounds by Department of Full time City Employees (Including Female) - - - - - 3 E) E pl.oyment Data by job Category of Full time City Employees - - - - - - - - - - - - - - - - - 4 F) Riverside - San Bernardino - Ontario S .M.S.A. Labor Force Data - - - -- - - - - -- - - - - - - - 5 VI Statement of Goals and Objectives - - - - - - - - -- - - 6 VII Program Goals - - - - - - - - - - - - - - - - - - - - - 6 VIII Development and Promotion - - - - - - - - - - - - - - - 8 IX Grievances - - - - - - - -- - - - - - - _ - - - - - _ - 8 X Compliance - -- - - - - - - - - - - - - - - - - - - - - 8 XI Program Evaluation - - - - -- - - - - - - - - - - - - - - 8 XII Timetable for Goals - - -- -- - - - - - - - - - - - - - - g XIII Implementation Timetable - - - - - - -.- - - - - - - - - - 10 AFFIRMATIVE ACTION PLAN FOR THE CITY OF REDLANDS, CALIFORNIA General PoIL :y The City Council of the City of Redlands, California, as demonstrated by Resolution No. which is attached, is fully committed to the concept of an Affirmative Action Plan as a means of ensuring equal employment opportunities with- in city government for all citizens. The most effective procedure for implementing an Affirmative Action Plan is to complete a personnel staff analysis of city government, determine where inequities exist, formulate goals and estab- lish a timetable for accomplishment of these goals. it is the intent of this plan to provide equal employment opportunities to all citizens and to prohibit discrimination in employment because of any non-merit factor including race, color, religion, political belief, age, national origin, sex, socio-economic or cultural background. This policy will apply to all aspects of city employment, in- cluding, but not limited to, recruitment, selection, compen- sation (salary and other benefits) , promotion, training and educational opportunities, transfer, and leave of absence. Factors such as the proportion of minority persons and women within the total area/city population, within departments and within job classifications shall be used in formulating appropriate goals. internal Dissemination of Policy A. Announcement of City Council Resolution No. B . Management Conferences City Manager and each succeeding line of supervision ,will hold meetings with staff to outline and describe the over- all program and answer questions. C. Meetings with employee organizations representatives for the same purpose. D. Management correspondence and notices to all employees via memos, posted notices, and newsletters. External Dissemination of Polic A. Announcement of City Council Resolution No. B. Press releases and interviews C. Staff meetings with community groups D. Staff meetings and correspondence with minority groups and/or their organizations -I- IV. Assignments of Responsibility A. City Manager It shall be the responsibility of the City Manager to ensure compliance of the Affirmative Action Plan in an expedient and legal manner . The City Manager is the Affirmative Action Officer and may delegate the responsibility and authority of administering the plan. B. Personnel Advisory Board The Personnel Advisory Board is responsible for acting as the official community representative. On charges of discrimination that have not been resolved by the personnel staff or the department heads the Board will hear and discuss the complaint and make recommendations to the City Manager. C. Personnel Staff The personnel staff shall coordinate the Affirmative Action Plan with all departments and carry out the City Manager ' s responsibilities in administering the Affir- mative Action Plan. The staff shall monitor the Plan and prepare quarterly reports to the Personnel Advisory Board, the City Manager, and the City Council on the progress of the plan. C I TY CI)UNC I L CITY MP. AGER Direct tin-: of Authority D. Department Heads It shall be the responsibility of the department heads to: 1. Carry out the Affirmative Action Plan within their own department. 2. Analyze the specific employment needs of the depart- ment and cooperate with the personnel staff in de- termining availability of positions for minorities and women within the department. -2- ETHNIC01,"T"BUTIt" WITHN REDLAN','e . .. .......... .............. FIL.Irl'30 1411'1 T E BLACK SPA'%T'H `�UE"AME AV'PVI!1� INDI'Vi C I N 4 .2 S I N D-;I T Y A F E lk":L E OI 1 R 18 VT I'EN I T�41 S N E IN C Ty 2 . ................ ' F A L RL AC K SPANISH sul` -,�,E OTPER Nr'?,W! I TE 1.2 16.0 5�.; , , , , 1 1,3 M I%IT"I T Y A kD FEM E D'IST F'L"T I u iN' 451 T F. ry I'VE R S I DE 4 r,' 10 SMSA FERALF BLACK SPANISH H1PNAVF OTHC�, N3"FITE 50.7 4.4 16.5 1,4 L 0 3L'=' 1Y CF 'TAMC BACKGRROUNDS BY DEPARTFENT 10F FULL TIME ErPLOYEES (INCLU"OHIC FEVILE) S FA N I S 9 AMER. DEPAPTMENT WHITE BLACK IS LIR N A N E I N,0 1 A,1 OR I E A L Building Department 5 Cemetery 9 City Clerk 1 Oisposal ll l8 Finance Fire 38 2 3 General Administration I Library 19 2 Manager 5 Park 19 7 Planning 4 Police 62 2 4 Public Works Department Administration Electrical Sencr 6 4 Shop 7 Street 5 12 Wal i c r 26 1 4 Treasurer 4 Total nurn&r of erploy�,es 746 Nrcenf Distribution 4 J�,-'11� � of City E�,ploym-mt 78.oq� 1>59.'. 19 •OCA 3 Y 197" I Source: Redland: Unified School District - bpis=�d on 199, cense . State of Californi,,, Em., Snurcc: ploynan' Dcv�Inpw.nt 01F.pArfmcn', 1974. 3 Ibid. L7. S. DEPAPTMEMT OF LABOR TAOLE 21AS.BERNAROikO-RiVERSiCf-t11tTARICI 1 MANPOWER ADMINISTRATION LABOR FORCE STATUS FOR PERSONS 16 YEARS COLD AND OVER, SMSA 1N CALIfORNiA Rt►N DATE - 23/08/05 BOTH SEXES, MALE, FEK4LE, BY RACE AND ETHNIC GROUP LAWRENCE DERNELEV LABCRATuRY LCOUNT7 } CTHER SPANISH AINCRITY tASCR FCRCE STATUS T(3(AL WHITE BLACK RACES AMERICAN GROUP" TOTAL POPULATICN 16' YEARS OLD AND OVER - BOTH SEXES 782,143 741,535 30:355 110052 108,334 149#542 IOTAt L.ABCFF; FORCE 16 YEARS OLD AND OVER 424075 401,547 15,256 6, 132 tOr852 83,320 IN ARMED FGRCES 250767 22,833 21517 417 2,0159 4,993 th LABOR FORCE 398,64)$ 375,114 13,779 5,715 58,833 78x327 LABOR FORCE PARTICIPATION RATE 50.9 51.1 45.7 51.7 54.3 52.4 EMPLOYER 375,023 357,184 12,423 5,_416 54,892 7,2,731 DISALILFI3 CR hANCICAPPEO 116-64 YEARS CtD1 30'$49§ 28,663 l,fl7 415 3,906 6.142 I UREKPLOYED 2 3,58 5 21034 11356 299 3,941 5,596 i.hEMPLCtNEhT RATE 5.s, 5.L' S.81 5.2 6.7 7.1 1 NOT IN L..AUGN FOPCE 3`8, ,iu8 339,568 13,860 41920 47,442 66,222 INNATE 16,011 130,666 2,02.3 382 2,242 4,647 ENROLLED IN SCh(IOL 49,,14 5 45, 704 21658 923 91112 12,693 i CTHER 253,0&2 280,21E 91179 3,615 36,088 48,882 TOTAL POPULATTCIAI 16 YEARS OLD AND OVER - MALE 379t445 358#741 150,469 5,275 53,727 740471 TOTAL LABOR FORCE 16 YEARS OLD ANO OVER 276#413 262,194 10,777 4,QO2 410,655 55,974 Ih 4RPEU FORCES 25.0.0,3 22, 190 2,454 384 2,002 40845 IN LAOCA FRRr't 251,4,,#0 240#004 7,82.1 31613 34,693 51,129 L460A FORCE PARTICIPATLO:i RALE 66."2 66.9 50.6 68.5 73.9 68.6 EHPi-UYEC 238,0..,) 227,4E7 7,068 3,465 37,516 4€,049 OtSABI ECF €1R HANCICAPPEO 4 16-64 YEARS OLD) Il,uuO 10, 162 750 148 1,265 2, 163 i}IgEMPE C1YkC 13,420 12}511 155 148 2, 177 .3,060 UNEXPLOY,bENC RATE 5.3 5.2 9.6 4. 1 5.5 6.0 f MIDT (4 E ht CA F0QC( 103,012 96,.541 5, 152• 1,27.3 12,032 1814.97 iN14AT1 9,')38 5, 119 11,563 266 I•T99 3,629 ENROLLfL) IN ,SCHOOL. 21,645 11,968 1 , 306 371 31917 5.594 01"E*a 71.419 6a,46C 20,323 636 6,.315 912T5 TOTAL POP'UI_ATION 16 YEARS CLD AND OVER - FEMALE 403,1x8 382,794 34,667 5,777 54,60, 75,/111 TOTAL L A80F FC+ Cf 16 YEARS OLD AND OVER 147,902 139t ?53 6s 01S 2030 19,1'17 27,a46 I`1 Ait-10 FCRCLS 1-14 643 t3 22 57 146 I+# L:3CR FCRCL I47,1u3 139, 110 5,556 2,102 1q, 140 11, 198 LABOR FORCE i►ART IC IPAT ION ,TATE 3t,. 5 36.3 k0.5 36.4 35.0 36.2 E"4PLOYE0 137tGO3 129x697 '.5, 355 11g5I 17,376 24,632 CISAt6LLD 0� t-ANCICAPPED (16-64 YEARS QLD) 19,2. 9 17,901 1,Ct7 271 214A1 3,975 UNEMPLOYED 10,1u5 5,413 CCL 151 1,764 2,51b UNCM1;I_L?1eENT 14ATE 6.9 6.3 LQ.L 7.2 5.2 9.2 NUT IN 1.AEOJ FARCE 255,356 243,041 E,668 3,647 35,410 47,725 (NMArE 6,i1.3 5,547 460 110 443 1,019 ENRCLLEC IN SCHOOL 27,610 25,736 I,.352 552 50195 72Jti9 CTMER 221t593 211, 758 6,L56 20919 29,772 391607 DISCLOSURE SUPPRESSION « SUN OF 6ILACK, OTHER RACES AND SPANISH AMERICAN PAGE 59 EMPLOYMENT DATA AS OF JANUARY 14, 1975 FULL TIME EMPLOYEES M A L E F E M A L E SPANISH ASIAN' KRICAN SWI191 A*11'N tl"E R CSI; JOB CATEGORY WtITL_ BLACK SW!PVE- A�BINN INNAL� ---QTHFR WTHIE al j4S_K lu, Tlql R Administrators 28 1 3 Professionals 16 1 1 7 Technicians 23 1 2 5 Protective Service 59 1 4 Para-Professionals office/Clerical 5 1 1 1 32 1 4 Skilled Craft 32 12 1 Service/maintenance __2 5 1 33 Totals 198 4 54 1 3 48 1 5 Total number employees.- 314 VI . Statement of Goals and Objectives The primary objective of the City of Redlands Affirmative Action Plan is to review all personnel policies, practices, and procedures in order to eliminate any deficiencies in the personnel system which may be an inhibiting factor in achiev- ing equal employment opportunity for all, and to develop and implement programs to overcome any obstacles or artificial barriers that may exist in the employment of minorities and women, The goal of the Affirmative Action Plan is to achieve a racial and ethnic balance in City employment, inclusive of all occu- pational levels to the extent possible within the constraints of budget and turnover. This plan and the subsequent actions will be directed so that employment composition of the City will reflect as closely as possible the racial and ethnic composition of the community. In addition, the City will strive to increase the ratio of female employees at all levels as closely as possible to the percentage of females in the existing local labor market. A. Goals - Each department head, using the city' s employment data and our recruitment area provided by staff, determines the percentage increase of minorities and women in each job category within the department necessary to achieve parity. implementation of this percentage increase is then prorated over a period of time depending on the departments particu- lar situation. B. Timetables - Departments can use the following data in setting realistic timetables: 1. The Affirmative Action Plan to increase recruitment/ promotion 2. Turn-over trends 3. Anticipated areas of staff expansion/reduction 4. Degree of employee/population parity currently exist- ing in the department. VII. Program Goals A. Recruitment 1. City employment opportunities will continue to be made known to all citizen groups. 2 . Advertising of job openings by the use of extensive mailing lists, bulletin boards in various strategic locations, newspapers (including those published by the local minority communities) , public appearances by personnel staff and other city employees before minority community groups and women' s organizations will be fully employed as a means of informing all local citizens of the employment opportunities avail- able within the city government. -6- 3. All city publications and employee advertising will include the phrase, "Equal Opportunity/Affirmative Action Employer" . 4. Minority and female employees will be encouraged to refer their friends and acquaintances for City employment. B. Selection 1. job Requirements A comprehensive job classification study has recently been completed for each position by a public manage- ment consultant. This study will ensure that only those qualifications which are truly applicable to the ability to perform the work will be required. 2 . Written Tests The Personnel Staff will study written employment tests to determine their job - relatedness and will provide a system of on-going test validation. Examination content will be confined to the measurement of knowledge, skill and abilities necessary to perform specifically defined tasks. The verbal level and technical content of the test will be related to job duties. 3. Performance Tests The Personnel Staff will develop and utilize performance tests as much as possible, especially in those occupat- ional categories where demonstrated ability is the prime requisite of the job. 4. Oral Boards Oral boards utilized in the examination process shall be as representative as practicable and will be mind- ful of the purposes and goals of Affirmative Action Program when conducting interviews. 5. Applications The current city employment application and forms will be reviewed to ensure that pre-employment inquiries do not violate any applicable Federal, State, or local laws or regulations. The forms, if deemed necessary, will be streamlined to be as brief as possible, especially for jobs which do not require a high level of verbal ability. 6. Certification The personnel staff using objective and job-related criteria shall categorize those persons eligible for a position as being qualified. in as many cases as possible all or a workable number of qualified persons will be certified. Since all those candidates referred will be qualified, the hiring department will be un- aware of the candidate ' s rating. -7- VIII. Development and Promotion The entire career advancement process will be evaluated to determine whether any artificial barriers exist for minorities and women who wish to advance their career with the City. Career ladders will be designed within occupational groups when possible to provide upward mobility on the basis of proven skill and ability. This will be the responsibility of both the Personnel Staff and the Department Heads. Efforts will be taken to insure that minority and female employees are acquainted with reoccurring opportunities for training and avenues of advancement and promotion in the employee ' s occupational field. Minority and female employees will be informed in order that they understand qualifications, standards of performance, and standards of conduct required for consideration for advancement and promotion. These actions will be the responsibility of both the Personnel Staff and the Department Heads. The utilization of intergovernmental cooperation to provide career development training courses will be sought by the city. Possible courses that could be offered are: 1. Training for potential supervisory personnel 2. Interculture relations and social awareness for supervisory personnel 3. Communication skills IX. Grievances Any City employee or applicant for City employment who feels that he/she may have been discriminated against because of any non-merit factor including race, color, religion, political belief, age, national origin, sex or socio-economic background is encouraged to contact the personnel office. X. Compliance Every City employee shall be made aware that furthering equal employment opportunity is an integral part of his/her position and that their performance with respect to the Affirmative Action Plan will be considered in performance appraisals and evaluation. It shall be the policy of the plan that any employee of the City of Redlands who willfully violates the intent of this plan shall be subject to appropriate disciplinary action in- cluding reprimand, suspension or dismissal. X1. Program Evaluation The City will establish a system for periodically evaluating -a- the effectiveness of the over-all Affirmative Action/Equal Employment Opportunity Plan. wherever possible a continuous tally of the number of minority applicants and women at each stage of the selection process will be maintained. Xii. Timetable for Goals The timetables established in this plan are proposed in good faith and in keeping with Federal and State guidelines. The City administration will strive to attain these goals within the specified time period. it is in no way intended that these goals be construed as quotas, rather, as a means of measuring progress of this plan. The following timetable established community parity with the minority population of the City of Redlands: Total Minorities to be Period Employed by the City . Period of Jan. 14, 1975 69 employees ------- 21. 91a by 7/1/75 + (l) 70 employees ------- 22 .2% by 7/1/76 + (2) 72 employees ------- 22 .90% by 7/1/77 + (3) 75 employees ------- 23.80% by 7/1/78 + (2) 77 employees ------- 24.4% These employment goals will be achieved in such a way as to reflect the ratio and balance of minority city employees at all job levels. Special continuing efforts by both the personnel staff and department heads will be made to recruit and promote women in job categories other than those considered traditionally female jobs. it is recognized that within some departments and at some levels of employment there exists an unequal representation of minority and female employees. The attainment of an equit- able distribution of minority and female personnel throughout the levels of City employment will be the major goal of this Affirmative Action Plan. -9- AFFIRMATIVE ACTION PLAN IMPLEMENTATION TIMETABLE PHASE I (March 1.975 through June 1975 - 3 months) City Council Resolution Further study of ethnic/sex census data Initial program refined Budget considerations Delineation of staff responsibilities PHASE II (July 1975 through October 1975 - 4 months) Train staff Development of forms and procedures Internal dissemination of policy External dissemination of policy Goals and timetables further refined PHASE III (November 1975 through February 1.976 - 4 months) Evaluation procedures established and implemented Job training and education needs and programs established Additional recruitment implemented Goals for promotion and career advancement of minorities and women will be established PHASE IV (March 1976 through June 1976 - 4 months) Validation and revision of selection process NOTE: It is understood that many elements of Phase II, III and IV are continuing processes .