HomeMy WebLinkAboutMINUTES - 07201993 - IO.5 i
TO: BOARD OF SUPERVISORS 1 .0.-5 Contra
FROM:
INTERNAL OPERATIONS COMMITTEE
Costa
County
DATE: July 12, 1993
SUBJECT: REPORT FROM THE AFFIRMATIVE ACTION OFFICER ON HIRING,
PROMOTION AND SEPARAT;ON OF COUNTY EMPLOYEES, STATUS OF THE
MBE/WBE. PROGRAM, AND PURCHASING AND PERSONAL SERVICE CONTRACTS
SPECIFIC REQUEST(S)OR RECOMMENDATIONS)-8 BACKGROUND AND JUSTIFICATION
RECOMMENDATIONS:
1 . ACKNOWLEDGE receipt of the attached semi-annual report from
the Affirmative. Action Officer on all aspects of the County' s
Affirmative Action Program.
2 . REQUEST the Affirmative Action Officer to make her next semi-
annual report to our Committee at a special meeting on January
3, 1994 .
3 . REQUEST the Affirmative Action Officer 'to meet with the
President of the Black Employees ' Association and Assistant
Personnel Director in an effort to devise a strategy which
will result in an improved effort to recruit, retain and
promote African-American employees . As a part of this
assignment, REQUEST the Assistant Personnel Director to meet
with other public agencies in the area to determine whether it
is possible to enter into a Memorandum of Understanding or
other type of agreement which will make it possible for the
County to refer to other public jurisdictions County employees .
who are going to be subject to layoff for possible placement
interviews .
4 . REQUEST the Affirmative Action Officer to update the detailed
departmental data presented in attachment # 5 to the attached
report on an annual basis, beginning in July, 1994 . and
annually thereafter.
CONTINUED ON ATTACHMENT: X YES SIGNATURE:
RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD C ITT
APPROVE OTHER
SIGNATURE(S):
SMITH
ACTION OF BOARD ON ijuiy 20, 1993APPROVED AS RECOMMENDED OTHER
VOTE OF SUPERVISORS
I HEREBY CERTIFY THAT THIS IS A TRUE
UNANIMOUS(ABSENT y ) AND CORRECT COPY OF AN ACTION TAKEN
AYES: NOES: AND ENTERED ON THE MINUTES OF THE BOARD
ABSENT: ABSTAIN: OF SUPERVISORS ON TH DATE SHOWN.
ATTESTED .20Z
Contact: PHIL BATCHEL CLER OF THE BOARD OF
cc: See Page 2 SUPERVISORS ND COUNTY ADMINISTRATOR
BY ,DEPUTY
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I .O.-5
5 . CALL the Board' s attention to the unsatisfactory showing the
County has made in terms of purchasing supplies from MBE/WBE
firms and in contracting with MBE/WBE firms for personal
services (see pages 23 and 24) during the July to December,
1992 period.
BACKGROUND:
For several years our Committee has been providing oversight and
regular reports to the Board of Supervisors on the County' s
progress in the Affirmative Action area. We have now moved to
semi-annual reports from the Affirmative Action Officer. Attached
is the semi-annual report covering the July 1, 1992 - December 31,
1992 period of time.
We would highlight the historical summary of the County' s
Affirmative Action Program on pages 2-3 of the report. We would
also note (page 10) that all groups except American Indians/Alaskan
Natives were hired at percentages higher than their labor force
representation. In addition, we would note (page 11) that
promotions of African Americans, Asian/Pacific Islanders and
American Indians/Alaskan Natives exceeded their labor force
representation. However, we have to also note (pages 12-13-14-15)
that all minority groups and women separated from County employment
at rates above their labor force representation.
John Gregory, President of the Black Employees ' Association,
pointed out to our Committee that when the number of African
American employees one year ago is compared with the number of
African American employees today, there is actually a net reduction
.of two employees, despite the gains in hiring and promotions,
because of the separations and layoffs .
As a result of Mr. Gregory' s comments, we are recommending that the
Black Employees ' Association, Affirmation Action Officer and
Assistant Personnel Director get together and try to devise a
strategy which can be recommended to us in January for how to
address this problem. This should include working out agreements
with other jurisdictions whereby County employees who are subject
to layoff can be referred to other agencies which may be in a
position to be hiring in an effort to give some preference to our
employees .
Ms . Kuevor also reviewed the County' s program to respond to the
Americans with Disabilities Act (pages 16-17 ) . In terms of the
County' s MBE/WBE Program, we still have problems in meeting our
established goals (pages 18-22) . This is an area to which staff
and the Board of Supervisors need to continue to give close
attention.
Of particular concern to our Committee is the failure to make any
significant progress in the area of purchasing supplies and in the
letting of contracts for personal services . Admittedly, the period
under review did not include efforts which have recently been made
to improve in these areas . Our Committee will be expecting
substantial improvements in the next semi-annual report.
We are asking that our Committee be permitted to hold a special
meeting on Monday, January 3, 1994, just before the Board' s
reorganization for 1994, to conduct our next semi-annual review of
Affirmative Action and the progress which we hope will be shown in
that report.
cc: County Administrator
Affirmative Action Officer
Assistant Personnel Director
Public Works Director
General Services Director
County Counsel
2
Office of the County Administrator
Contra Costa County
Affirmative Action Office
651 Pine Street, Martinez, CA 94553
510/646-4106
DATE: May 24, 1993
TO: Internal Operations Committee
FROM: Emma Kuevor
*�(�'
Affirmative Action Officer
SUBJECT: Affirmative Action Progress Report for
July - December 1992
The Affirmative Action Progress Report is enclosed for your review.
The report covers the time period of July 1992 through December
1992 .
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AFFIRMATIVE ACTION PROGRESS REPORT
July - December
1992
Table of Contents
PAGE
I . Introduction 2
II . Workforce Analysis as of December 31, 1992 4
A. Workforce 5
B. Occupational Categories 5
C. Department Analysis 9
III . Employment Status from July 1, 1992 to 10
December 31, 1992
A. Hires 10
B. Promotions 10
C. Separations 11
1 . Type of Separation 11
2. Lay off Analysis 14
IV. Disability Program 16
V. Minority/Women Business Enterprise Contract 18
Compliance Program
A. Construction 18
1 . General Services 18
a. Summary 18
b. General Services Projects 18
2 . Public Works 20
a. Summary 20
b. Public Works Projects 21
B. Purchasing 22
C. Professional/Personal Services 24
VI . Referrals by the Board of Supervisors 25
VII . Attachments 28
I . Introduction
The County adopted and implemented its Affirmative Action Program
since June 26, 1972 . The Board of Supervisors unanimously adopted
a policy (Attachment 1) that targeted identifying and removing
artificial barriers to employment. The resolution emphasizes the
responsibility departments have and how they must act affirmatively
to make equal employment opportunity, a reality throughout the
County workforce. Board members (Kenny, Dias, Moriarty, Boggesef
and Linscheid) recognized change would be necessary as our County
grew and built into the policy the periodic evaluation of the
Program to insure its vitality.
The County's program was aggressively implemented in the seventies
(701s) with particular emphasis placed on identifying
underutilization, recruitment, testing, training and mediating
discrimination complaints. Policies and procedures were adopted
and/or revised. The manual compilation of data was replaced by the
use of reports generated from the mainframe computer. Phrases
like, "I would consider hiring a minority or woman if there were
any (minorities and women) out there with the experience and who
could pass the test, " were replaced with phrases like "she is very
good" and "I had a representative group of candidates and they were
all good. "
The Personnel and Line Departments reviewed and revised their
procedures and targeted job classes where there was an under
representation of minorities and women. The results of such
aggressive efforts have been eligible lists that are representative
with minorities and women appearing at the top, middle and lower
half of the lists . The County' s Outreach Recruitment and Testing
Program has provided departments with a diverse group of
applicants/candidates for examinations.
Training developed with emphasis on training managers and
supervisors. Specific workshops were developed to assist
department interviewers with appropriate ways to ask applicants
questions and in documenting their responses . Affirmative Action
and Equal Employment Opportunity workshops provided employees with
information on civil rights laws and their individual rights. The
number of discrimination complaints were drastically reduced and
managers were trained in documenting performance, communication
skills and being more effective managers. The County' s strength
was in planning for the future by anticipating the changes that
would affect our workforce.
The eighties (80 's) brought with it cultural diversity training,
pay equity, child care, an increase in sexual harassment and age
discrimination complaints, a Wellness Program, revising the
handicap program, retirement and sexual harassment workshops, and
the development and implementation of a Minority and Woman Business
Enterprise (MBE/WBE) Contract Compliance Program. The "Training
2
Institute" was established and expanded its training program to
addresses the many changes faced by the County. New workshops were
to accommodate the changes; such as stress management, time
management, retirement and cultural diversity. The "salad bowl"
concept to describe the workforce replaced the "melting pot"
analogy. Understanding "differences" became the focal point of the
diversity workshop. We continue to equip our managers and
supervisors with workshops that will enable them to communicate and
interact better with their employees and peers . These changes also
brought with it a more diverse workforce with departments
recognizing and respecting the cultural differences of their
employees by sponsoring office picnics, Juneteenth celebrations,
Cinco de Mayo, Chinese New Year and Columbus Day activities to
mention a few events held during the year.
The "Year of the Child" and child care programs received special
attention because of the rapidly increasing number of women (with
children) who entered the workforce. Women also became catalyst
for change with emphasis placed on wages, comparing their income to
that of the male employees . The prevention of sexual harassment in
the workplace also became a focal point in the eighties (80 's) .
The number of discrimination complaints filed based on age and
sexual harassment increased. The development and implementation of
a construction MBE/WBE Program was broadened to include purchasing
and professional/personal services contracts . The Board of
Supervisors wanted to encourage the development of minority and
women businesses in our County.
The development of a Wellness Program was a new dimension employees
and society began to focus upon as the baby boomers of the forties
(40 's) began to enter their late forties and early fifties . The
County's Handicap Program emphasized building accessibility and
processing discrimination complaints filed by recipients of
services and programs provided by the County.
The nineties (901s) has brought with it the harsh reality of the
changes in our economy. Recession, layoffs, and working in a
situation where there are fewer employees and more work. Despite
the current economic crisis, Affirmative Action continues to be one
of the Boards highest priorities . Rehiring minorities and women
who have been laid off or placing them in position in the private
sector is the County' s way of minimizing the impact our layoffs are
having on our Affirmative Action Program.
Completing the "Utilization Study of Minorities and Women in the
County" was a challenge. The study made it possible for the County
to revise its MBE/WBE program and establish new goals .
This report is divided into three sections . The first part reviews
the County' s current workforce composition; analyzes its hiring and
promoting patterns; analyzes the number of employees that leave the
County workforce (separations ) ; and presents the basic requirements
• 3
for our Disability Program. The second section, presents the
contracting results of our MBE/WBE Program in construction,
purchasing, and professional/personal services. The last section
are responses to directives from the Board of Supervisors .
II . Workforce Analysis
as of
December 31, 1992
The employee groups identified for analysis in the Affirmative
Action section of this report are females and the following groups:
Hispanics : all persons of Mexican, Puerto Rican, Cuban,
Central or South American, or other Spanish
culture or origin, regardless of race;
African all persons having origins in any of the Black
Americans : racial groups of Africa;
Asian all persons having origins in any of the
and Pacific original peoples' of The Far East, Southeast
Islanders : Asia, the Indian Subcontinent, or the Pacific
Islands. This area includes, for example,
China, India, Japan, Korea, the Philippine
Islands., and Samoa. .
American all persons having origins in any of the
Indians or original peoples of North America, and who
Alaskan maintain cultural identification through
Natives : tribal affiliation or community recognition.
Statistical data on Asians/Pacific Islanders include Filipino
employees'. Filipino employees are presented separately but when
analyzed against labor force goals, their data is combined with the
Asian/Pacific Islanders .
The Contra Costa County labor force goals (attachment 2) are:
Groups Percentages
Hispanics 10.5%
African Americans 7 .6%
Asian/Pacific Islanders 8.9%
American Indians/Alaskan Natives . 6%
Females 45 .4%
4
The groups not used in the analysis for this report are:
• Groups Percentages
White 72 . 1%
Other Races . 12%
Males 54 .5%
The County' s workforce is based on the number of employees in
filled positions . The analysis includes full time, part time, part
time intermittent, and some exempt positions. It does not include
temporary or contract employees . This report is based on the
number of employees in the County as of December 31, 1992 .
A. Workforce
There were 6,932 employees (Attachment 3) in County government as
of December 31, 1992 . There were 2,683 or 38% males and 4,249 or
61% females (attachment 3) . Females are employed in the County at
percentages above their labor force (45.4%) representation.
African Americans (915 or 13%) , Asian/Pacific Islanders (508 or
6%) , and American Indians/Alaskan Natives (58 or .8%) are employed
above their labor force representation of 7 . 6%, 8 . 9%, and . 6%
respectively. Hispanics are under (574 or. 8%) their labor force
representation of 10 .5% .
B. Occupational Categories
There are eight occupational ( job) categories grouping all County
job classes . These categories are:
Officials and Administrators: Occupations in which employees set
broad policies, exercise overall responsibility for execution of
these policies, or direct individual departments or special phases
of the County' s operations. This category for example includes,
department heads, division chiefs, directors, deputy directors,
fire chiefs sheriffs, controllers, assessors, tax appraisers and
investigators, coroners, and kindred workers.
Professionals : Occupations which require specialized and
theoretical knowledge which is usually acquired through college
training or through work experience and other training which
provides comparable knowledge. This category for example includes ,
personnel and labor relations workers, social workers, doctors,
psychologist, registered nurses, lawyers, systems analysts,
accountants, engineers, employment and vocational rehabilitation
counselors, police, fire captains, lieutenants, librarians,
management analysts, surveyors, and kindred workers .
Technicians : Occupations which require a combination of basic
scientific or technical knowledge and manual skill which can be
obtained through specialized post-secondary school education or
• 5
through equivalent on-the-job training. This category for example
includes -computer programmers, drafters, survey and mapping
technicians, licensed practical nurses, technicians (medical,
dental, electronic, ) , police and fire sergeants, and kindred
workers .
Protective Service Workers: Occupations in, which workers are
entrusted with public safety.. security and protection from
destructive forces. This category for example includes fire
fighters, , deputy sheriffs, bailiffs, detectives, harbor patrol
officers, .and kindred workers . ..
Paraprofessionals: Occupations in which workers perform some of
the duties of a professional or technician in a supportive role,
which usually require less formal training an/or experience
normally required for professional or technical status. Such
positions may fall within an identified pattern of staff
development and promotion under a "new careers" concept.. This
category for example includes medical aids, home health aides,
library assistants, clerks, and kindred workers .
Administrative Support (including clerical and sales) : Occupations
in which workers are responsible for internal and external
communication, recording and retrieval of data and/or information
and other paperwork required in an office. This category, for
example, includes bookkeepers, clerk-typists, stenographers, court
transcribers, dispatchers, payroll clerks, office machine and
computer operators, telephone operators., legal assistants, and
kindred workers .
Skilled Craft Workers: Occupations in which workers perform jobs
which require special manual skills and a thorough and comprehen-
sive knowledge of the processes involved in the work which is
acquired through on-the-job training and experience or through
apprenticeship or other formal training programs . This category,
for example, includes mechanics, repairers, electricians, heavy
equipment operators, stationary engineers, carpenters, water and
sewage treatment plant operators, and kindred workers.
Service-Maintenance: Occupations in which workers perform duties
which result in or 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.
Workers in this group may operate machinery. This category, for
example, includes laundry and dry cleaning operatives, truck
drivers, custodial employees, gardeners and groundkeepers,
construction laborers, craft apprentices/trainee/helpers, and
kindred workers.
The total number ( 6,932) of employees were in the following
occupational categories (Attachment No. 4) :
Category Number Percentage
• Officials/Administrators 218 3 . 0%
Professionals 2, 127 30. 6%
Technicians 978 14 . 1%
Protective Service Workers 880 12 . 6%
Para-Professionals 288 4 . 1%
Administrative Support 1,868 26 . 9%
Skilled Craft Workers 85 1 .2%
Service/Maintenance 488 7 . 0%
Total 6,932 100%
Female employees were in the following job categories:
Total Number
Female Category Number Females Percentage
Officials/Administrators 218 62 28%
Professional 2, 127 1,238 58%
Technicians 978 670 68%
Protective Service Workers 880 102 11%
Para-Professionals 288 213 74%
Administrative Support 1,868 1, 737 93%
Skilled Craft Workers 85 13 15%
Service Maintenance 488 214 43%
Females exceeded their labor force percentages (45 . 4$) ' in half
( four) of the eight categories . The categories where they do not
exceed their representation were in Officials/Administrators,
Protective Service Workers, Skilled Craft Workers, and Service
Maintenance. Minorities were primarily in the following job
categories :
Total Number
Hispanic Category Number Hispanics Percentage
Officials/Administrators 218 6 2%
Professionals 2, 127 105 4%
Technicians 978 84 8%
Protective Service Workers 880 58 6%
ParaProfessionals 288 31 10%
Administrative Support 1,868 213 11%
Skilled Craft Workers 85 9 10%
Service/Maintenance 488 68 13%
Hispanic employees are at or exceed their labor force ( 10 .5%)
representation in two of the eight job categories . The categories
where they do not exceed their representation are Officials/
Administrators, Professionals, Technicians, and Protective Service
Workers . They are close to their goal in Para Professionals, and
Skilled Craft Workers . Hispanics have been targeted since 1980 in
all occupational categories and job classes .
• 7
African American Total Number
African
Category Number Americans Percmtage
Officials/Administrators 218 17 7%
Professionals 2, 127 201 9%
Technicians 978 161 16%
Protective Service Workers 880 58 6%
Para-Professionals- 288 55 19%
Administrative Support 1,868 242 13%
Skilled Craft Workers 85 7 8%
Service/Maintenance 488 156 32%
African American employees exceeded their labor force (7 .6%)
representation in six of the eight categories. They were below
their level of representation in Officials/Administrators and
Protective Service Workers Categories .
Number
Asian/Pacific Islander Total Asian Pacific
Category Number Islanders Percentage
Officials/Administrators 218 7 3%
Professionals 2, 127 114 5%
Technicians 978 53 5%
Protective Service Workers 880 14 1%
Para-Professionals 288 24 8%
Administrative Support 1,868 46 1%
Skilled Craft Workers 85 1 1%
Service/Maintenance 488 14 2%
Filipino Total Number
Category Number Filipino Percentage
Officials/Administrators 218 4 1%
Professionals 2, 127 105 4%
Technicians 978 42 4%
Protective Service Workers 880 6 . 7%
Para-Professionals 288 6 2%
Administrative Support 1,868 58 3%
Skilled Craft Workers 85 0 0%
Service/Maintenance 488 17 3%
Asian/Pacific Islander (including Filipino) employees exceeded
their labor force representation (8. 9%) in three of the eight job
categories . They did not exceed their representation in the
Officials/Administrators , Protective Service Workers ,
Administrative Support, Skilled Craft Workers, and Service/
Maintenance job categories' .
8
American Indian Total Amer. Indian/
Alaskan Native Category Number Alaska Native Percentage
Officials/Administrators 218 0 0%
Professionals 2, 127 15 .7%
Technicians 978 11 1 . 0%
Protective Service Workers 880 7 .8%
Para-Professionals 288 3 1 . 0%
Administrative Support 1,868 17 . 9%
Skilled Craft Workers 85 1 1.0%
Service/Maintenance 488 4 . 8%
American Indians/Alaskan Natives exceeded their labor force
representation ( . 6%) in all categories except Officials/
Administrators .
Individual timetables and goals are by job classifications not the
broad occupational ( job) categories . The categories however tell
us immediately where we need to focus our recruitment and . testing
efforts . Since 1980 the County's targeted categories have been
Officials/Administrators, Professionals, Protective Service
Workers, and Skilled Craft Workers . Management and mid-management
positions continue to be the targeted job classes for all groups .
C. Department/Analysis
Departments have been aggressive in hiring and promoting minorities
and females since 1972 . Departments vary in size, areas of
responsibility, mandated programs, and turnover patterns . Many
departments (attachment 5) have not had the opportunity to hire or
promote employees for more than two years .
All departments have female and Hispanic employees . There are six
departments with no African American employees and who have from
three to twenty-eight employees . There are five departments with
no Asian/Pacific Islanders . They were also the small departments
who had three to fifteen employees . There are fifteen departments
with no American Indians/Alaskan Natives. These were in small
departments also. Departments with no African Americans,
Asian/Pacific Islanders and American Indians/Alaskan Natives are
those department with low turnover (hires and separations) and with
the inability to hire (because of the County's freeze on hiring) .
The representation of females and minorities on eligible lists
would also have to be reviewed to determine if they ranked high
enough to be considered for an appointment. Not having
representation does not automatically imply the department has not
been making aggressive steps to obtain representation. There are
several factors, as mentioned earlier, that must be reviewed. Of
the thirty two ( 32 ) departments labor force representation was
exceeded for females in twenty two (22 ) departments; African
Americans in sixteen ( 16 ) departments; Hispanics in nine (9)
9
departments; Asian/Pacific Islanders in eight (8) departments; and
American Indians/Alaskan Natives in fifteen ( 15) departments.
The County has frozen the hiring of employees in all departments
for more than a year. Despite our inability to hire and promote
minorities and females coupled with the large number of minorities
and females being laid off, the County continues to implement an
aggressive Affirmative Action Program with emphasis placed on
hiring, promoting minorities and females and on rehiring laid off
employees in other County departments and/or in positions in
private industry.
III . Employment Status
from
July 1, 1992 to December 31, 1992
A. Hires
There were 179 employees hired from July to December 1992 . The
number of females hired 114 or 63% (Attachment 6) exceeded their
labor force representation of 45.4% . Minorities hired were:
Labor
Group # % Force
Hispanic 23 12 . 8% 10 . 5%
African Americans 42 22 .0% 7 . 6%
Asian/Pacific Islander 11 5 .9% 8 . 9%
Filipino 10 5 .5%
American Indian/Alaskan Natives 1 .5% .6%
Total 87 47% 27 .6%
There were - 87 or 47% minority employees hired during this time
frame. All groups except Asian/Pacific Islander were hired
(Attachment 7 ) at percentages higher than their labor force
representation.
B. Promotions
There were 129 employees promoted from July to December 1992 . The
number of females promoted were 80 or 62% (Attachment 8) which
exceeded their labor force representation of 45 . 4% . Minorities
promoted (Attachment 9) were:
10
Labor
Group # $ Force
Hispanic 11 8.0% 10. 5%
African Americans 19 14 . 0% 7 . 6%
Asian/Pacific Islander 12 9 .0% 8 . 9%
Filipino 2 1. 0%
American Indian/Alaskan Natives 1 .7% . 6
Total 45 32 . 7% 27 . 6%
African Americans, Asian/Pacific Islanders and American
Indians/Alaskan Natives exceeded their labor force representation.
The group that was below their labor force representation was
Hispanics . There were 45 or 32% minority employees promoted. This
percentage is higher than their labor force representation.
C. Separations
There were 527 employees who left the County service. The reasons
why employees leave the County are grouped into the following types
of separation:
Resignation: The employee decides to leave County service
because they were hired by another agency, decided
to move from the area, etc. ;
Constructive
Resignation: The employee fails to come to work and the
department/County has been unable to locate the
employee so they are given no choice but to give
the person a constructive resignation;
Retirement: Employees who end their career with the County
usually after 20, 25, or 30 or more years of
service; .
Layoff: Employees who must leave their current position
because there is no money to fund the position.
Death: The employees service is ended due to their death;
Dismissed: The employee is terminated from the County because
of unsatisfactory performance; and
Rejection of
Probationer: The employee is terminated during the probationary
period because of unsatisfactory performance.
11
1 . Type of Separation
The total number of separations were 527 . Based on the type of
separation in the County, they were:
Type of Separation Number Percentage
Resignation 132 . 25 . 0%
Constructive Resignation 1 . 19%
Retirement 82 15.5%
Layoff 286 54 .0%
Death 8 1 .5%
Dismissed 8 1.5%
Rejection of Probation 10 1.9%
Total 527
There were 330 or 62% of females separated (Attachment 10) from the
County. The number and percentage of females leaving the County
was based on:
Female % of
Total Number Total
Type of Separation Number Females Percentage Separation
Resignation 132 88 66% 16 . 7 %
Constructive
Resignation l 1 100% . 19%
Retirement 82 - 47 57% 8 . 92%
Layoff 286 178 62% 33.70%
Death 8 4 50% .76%
Dismissed 8 5 62% .95%
Rejection of
Probationer 10 7 70% 1 . 33%
Total 527 330 62% 62%
Females exceeded their labor force representation of 45 .4% in all
categories based on the total number of separations (type of
separations, resignations, retirements, laid off employees, etc. )
in each group. Based on the total number of separations, females
did not meet or exceed their representation in any of the types of
separation categories.
Minorities had 160 or 30% who separated (Attachment 11) from the
County. The number and percentage of minorities leaving were:
Hispanic
Total Number % of the
Type of Separation Number Hispanics Percentage Separation
Hispanic
Resignation 132 12 9% 2 .28%
Constructive Resignation 1 1 100% . 19%
Retirement 82 2 2% . 38%
12
• Hispanic
Total Number % of the
Type of Separation Number Hispanics Percentage Separation
Layoff 286 26 9% 4 .93%
Death 8 1 25% . 19%
Dismissed 8 2 25% .38%
Rejection of Probationer 10 0 0 0
Hispanics exceeded their labor force representation of 10.5% in the
constructive resignation, death, and dismissed categories . They
did not meet or exceed their representation based on the total
number of separations .
African
Number American
Total African % of the
Type of Separation Number Americans Percentage Separation
African American
Resignation 132 14 10% 2 . 66%
Constructive Resignation 1 0 0 0
Retirement 82 8 9% 1 . 52%
Layoff 286 46 16% 8. 72%
Death 8 0 0 0
Dismissed 8 3 37% .57%
Rejection of Probationer 10 3 30% . 57%
African Americans exceeded their labor force representation
( 7 . 6% ) in all but two categories (Constructive Resignation and
Deaths ) . They did not exceed their representation except in the
layoff in category based on total separations .
Number Asian
Asian Pacific
Total Pacific % of the
Type of Separation Number Islanders Percentage Separation
Asian/Pacific Islander
Resignation 132 8 6% 1 . 52%
Constructive Resignation 1 0 0 0
Retirement 82 2 2% . 38
Layoff 286 9 3% 1 . 71
Death 8 0 0 0
Dismissed 8 1 12% . 19%
Rejection of Probationer 10 0 0 0
13
Filipino
Total Number % of the
Type of Separation Number Filipinos Percentage Separation
Filipino
Resignation 132 5 3% .95%
Constructive Resignation 1 0 0 0
Retirement 82 1 1% . 19%
Layoff 286 10 3% . 1-90
Death 8 0 0 0
Dismissed 8 0 0 0
Rejection of Probationer 10 1 10% . 19%
Asian/Pacific Islanders (including Filipino employees) exceeded
their labor force representation (8.9%) in two categories:
resignations and rejection from'm probation. They did not exceed
their representation in any of the categories based on total
separation.
Number Am. Ind./
Amer Ind. Alas . Natv.
Total Alaskan % of the
Type of Separation Number Native Percentage Separation
American Indian/
Alaskan Native
Resignation 132 0 0 0
Constructive Resignation 1 0 0 0
Retirement 82 3 3. 0% . 57%
Layoff 286 2 .7% . 38%
Death 8 0 0 0
Dismissed 8 0 0 0
Rejection of Probationer 10 0 0 0
American Indians/Alaskan Native employees exceeded their labor
force representation ( . 6%) in the retirements and layoff
categories . They did not exceed their representation in any of the
categories based on total separations ..
2 . Lay Off Analysis
Since July, the County has been monitoring the number of laid off
employees . The number of laid off employees from July to December
1992 (Attachment 12 ) were 270 of which:
14
Groups Number Percentage Labor Force
• Females 166 61 .4% 45 . 0%
Hispanics 25 9 .2% 10.5%
African Americans 40 14 . 8% 7 . 6%
Asian/Pacific Islanders 7 2 .6% 8 .9%
Filipino 10 3.7%
American Indian/Alaskan Natives 7 2 .6% .61%
Females ( 166 or 61 .4%) and African Americans (40 or 14%) and
American Indian/Alaskan Natives (7 or 2.6%) were laid off at
percentages higher than their labor force representation of 45% and
.6% respectively.
The Personnel Department also maintained statistics on employees
laid off and rehired. Their data varies because it is taken from
August 1992 to March 1993 . Their analysis indicates there were 137
laid off employees (Attachment 13)
Groups Number Percentage
Females 87 63 .5%
Hispanics 13 9 . 5%
African Americans 30 21 . 9%
Asian/Pacific Islanders
( Including Filipino) 5 3.7%
American Indians/Alaskan Natives 5 3 .7%
Emphasis is placed on the rehiring of laid off employees in funded
vacant permanent project and temporary positions . The Personnel
Department is proposing to the Internal Operations Committee of the
Board of Supervisors ' a program to focus on the rehiring and
placement (Attachment 14) of laid off employees . This program will
benefit the large number of minorities and females currently
affected by layoffs .
Of the 137 laid off, there were 30 clerical rehires and 64 non-
clerical rehires in permanent and temporary positions or outside
the County placements . The data indicates re-hires were:
• 15
African Other
Hispanic Amer. Asian Minorities Unknown Females 7btal
Permanent
# 5 3 2 0 5 20 35
% 14% 8% 5% 14% 57%
Temporary
. # 5 17 1 4 2 35 54
% 9% 31% 1% 7% 3% 64%
Outside
# 0 2 1 0 1 3 5
% 40% 20% 20% 60%
Total
# 10 22 4 4 8 58 94
% 10% 23% 4% 4% 8% 61%
Females (58 or 61%) , African "Americans (22 of 23%) and American
Indians (5 or 5%) were rehired in positions at levels that exceeded
their labor force representation. Hispanics were rehired at less
( .5%) than their labor force representation.
IV. Disability Program
The County's Disability Program ( formerly Handicapped Program) has
been revised to comply with current Americans with Disabilities Act
legislation and requirements and Section 504 requirements. The
County is complying with the requirements in primarily four general
areas :
1 . The development of a "transition plan" that presents the
changes necessary to provide accessibility to our buildings .
The County must conduct a survey of our buildings to identify
where they are not accessible. The plan will have time frames
to make them accessible or the County will reassign services
to accessible buildings. The County may also provide aides,
redesign equipment, alter existing facilities, make home
visits, etc. , in order to provide the services or programs to
disabled employees of applicants, or citizens .
2 . The County must conduct a self evaluation of its services,
policies and practices. This self evaluation has been
conducted and the County is in compliance.
3 . The County must review its job classifications and identify
the "essential functions" in the job class or position. The
following factors would be considered in determining if a task
is an "essential function: "
a. does the class exist for the purpose of performing the
function?
16
b. the number of other employees available to perform the
• function or among whom the performance of the function
can be distributed;
C. does the employer actual-'y require other employees in the
class to perform the function?
d. would removing the function essentially alter the class?
e. what degree of expertise or skill is required to perform
the function?
The County (Personnel Department) has targeted the job classes
that require (attachment 15) medical examinations as the
classes receiving priority. The next group would be those
classes when requests for "reasonable accommodations" are
initiated by employees . The third group of job classes to be
reviewed are those positions scheduled for testing.
4 . Unions have been advised (Attachment 16) of the requirements
under the Americans With Disabilities Act (ADA) . The County
will work closely with the unions when situations arise where
existing union agreements may conflict with ADA requirements .
5 . The County Administrators ' Office has prepared an
Administrative Bulletin (Attachment 17) to explain the
procedures for compliance with Title I of the Americans With
Disabilities Act. The bulletin will be sent to all Department
Heads, Personnel/Administrative Services Officers, Affirmative
Action Coordinators, organizations, on our disabled
recruitment and resource list, and individuals and
organizations on our Internal Operations Committee mailing
list.
6 . The procedure and form for requesting reasonable
accommodations is being used by applicants and employees . The
request for reasonable - accommodation is presented as a
separate area of concern although it is a part of the
Administrative Bulletin.
SUMMARY
The County continues to hire females, Hispanics, and African
Americans and promote females, African Americans, Asian/Pacific
Islanders , and American Indians/Alaskan Natives at percentages
above their labor force representation. Of the last seven
Department Head level appointments, six have been minorities and
three have been females .
• 17
We are also aggressive in the rehiring of females, African
Americans, and American Indians/Alaskan Native in permanent,
temporary and positions outside the County when they have been laid
off.
The County is able to adjust to change in a changing economic
climate.
V. minority/Women
Business Enterprise Program
There are three program areas who's purpose is to develop and
assist Minority And Women owned Business Enterprises . The program
areas are in Construction, Purchasing and Professional/Personal
Services. This section of the Progress report presents an analysis
of these three programs.
A. Construction contracts are initiated primarily in two County
departments : General Services, Architectural Division and
Public Works Department, Construction Division. Streamlining
the procedure and reducing the amount of paperwork has been
one of our priorities to improve communication between the
County, departments, prime contractors, subcontractors,
suppliers and manufacturers.
The analysis indicates the following:
1 . General Services
The construction program has goals of 13% MBE and 2% WBE
during the reporting period of July to December 1992 .
a. Summary - In the General Services Department there
were nine (9) projects from July to December 1992 .
The total dollar amount of the projects was
$1,540,350 . The MBE/WBE analysis shows :
MBE' s received $29,527 or 1 .9%; and
WBE ' s received $1,260 or .08%.
The MBE and WBE goals were not met during this
reporting period.
Local contractor dollar amounts were $21,000 or
1 . 3% . The MBE participation was $29,527 . There
was no local WBE participation.
b. General Services projects during this period were:
1 ) Remodeling 1st floor at 50 Douglas Drive for
DA Family Support
18
Planned: To meet MBE goal of 13%
To meet WBE goal of 2%
Accomplished: MBE goal not met
WBE goal not met
Documented a good faith effort
2) HVAC Improvements at 331 & 333 "C" Street for
Merrithew Memorial Hospital
Planned: To meet MBE goal of 13%
To meet WBE goal of 2%
Accomplished: MBE goal not met
WBE goal not met
Documented a good faith effort
3) Reroofing Martinez Detention Facility
Planned: To meet MBE goal of 13%
To meet WBE goal of 2%
Accomplished: MBE goal not met
WBE goal not met
• Documented a good faith effort
4 ) Remodeling and site improvements at 331 and
333 "C" Street for Merrithew Memorial Hospital
Planned: To meet MBE goal of 13%
To meet WBE goal of 2%
Accomplished: MBE goal not met
WBE goal not met
Documented a good faith effort
5) Remodeling 4th & 5th Floor, North Wing
Redevelopment Agency
Planned: To meet MBE goal of 13%
To meet WBE goal of 2%
Accomplished: MBE goal not met
WBE goal of . 3% was achieved
Documented a good faith effort
• 19
6 ) CCTV remodeling on second floor at 10 Douglas
Drive
Planned: To meet MBE goal of 13%
To meet WBE goal of 2%
Accomplished: MBE goal of 5. 9% was achieved
WBE goal not met
Documented a good faith effort
7) Asbestos Abatement
Planned: To meet MBE goal of 13%
To meet WBE goal of 2%
Accomplished: MBE goal not met
WBE goal not met
Documented a good faith effort
8) El Pueblo Daycare, Phase IV
Planned: To meet MBE goal of 13%
To meet WBE goal of 2%
Accomplished: MBE goal of 19.5% was achieved
WBE goal not met
Documented a good faith effort
9) Improvements at Fire Station No. 70, San Pablo
Planned: To meet MBE goal of 13%
To meet WBE goal of 2%
Accomplished: MBE goal of .6% was achieved
WBE goal not met
Documented a good faith effort
2 . Public Works
The construction program has goals of 13% MBE and 2% WBE
during the reporting period of July to December 1992 .
a) Summary - In the Public Works Department there were
nine (9) projects with the total dollar amount of
$2, 687,261 . The MBE/WBE analysis shows .-
20
MBE 's received $292,568 or 10 . 8%; and
WBE' s received $50,522 or 1 . 8% .
The MBE and WBE goals were not met during this
reporting period.
Local contractor dollar amounts were $22,500 or
. 83% . The MBE participation was $7,500 or .2% and
the WBE participation was $15,000 or .5%.
b) Public Works Department projects during this period
were:
1) Camino Tassajara left turn lane
Planned: To meet MBE goal of 13%
To meet WBE goal of 2%
Accomplished: MBE goal of 17% was exceeded by
4%
WBE goal of 4% was exceeded by
2%
MBE and WBE goals were met
2 ) West Cypress Road Bike Lanes
Planned: To meet MBE goal of 13%
To meet WBE goal of 2%
Accomplished: MBE goal of 8 . 3% was achieved
WBE goal of 8 . 6% was exceeded
by 6 .6%
Documented a good faith effort
3) 1992 Overlay Project
Planned: To meet MBE goal of 13%
To meet WBE goal of 2%
Accomplished: MBE goal of 10% was achieved
WBE goal of 2% was met
Documented a good faith effort
4 ) Drainage Area 10, Lines C 2
Planned: To meet MBE goal of 13%
To meet WBE goal of 2%
21
Accomplished: MBE goal of 88% was exceeded by
75%
WBE goal of 9% was exceeded by
7%
MBE and WBE goals were met
5) San Pablo Avenue/Willow Avenue
Planned: To meet MBE goal of 13%
. To meet WBE goal of 2%
Accomplished: MBE goal of 9% was achieved
WBE goal of .3% was achieved
Documented a good faith effort
6) East Byron Overlay
Planned: To meet MBE goal of 13%
To meet WBE goal of 2%
Accomplished: MBE goal not met
WBE goal not met
Documented a good faith effort
7 ) Wetlands Mitigation
Planned: To meet MBE goal of 13%
To meet WBE goal of 2%
Accomplished: MBE goalnotmet
WBE goal not met
Documented a good faith effort
The combined expenditures for the General Services and
Public Works Departments were $4,227,611 . There were
$322,095 or 7 .6% awarded to MBE's and $52,049 or 1 .2%
awarded to WBEs. The County did not meet its MBE goal of
13% or the WBE goal of 2%.
Local contractors were awarded $44,765 of the total
contract dollars awarded on projects over $50,000. There
were $8,765 or .2% awarded to MBEs and $36, 000 or .9%
awarded to WBEs .
B. Purchasing
Purchasing Contract procedures and goals were revised as a
result of our "Utilization Study. " The elimination of the MSA
22
computer system was a disappointment because we were working
on capturing data on contracts earlier in the process and not
• based on payments . The Purchasing Agent works closely with
the Affirmative Action Office soliciting MBEs and WBEs and he
has revised their procedures to better document the soliciting
and contracting efforts of the buyers . Data processing is
assisting the Affirmative Action Office maintain current
reporting procedures and convert any new software application,
when it becomes necessary.
The goals for this reporting period were 15% MBE and 5% WBE.
These goals were not met. The County during the period of
July to December 1992 had 2,587 (Attachment 18) contracts
totalling $8,227, 158. Local contractors were awarded
$2,209, 022 or (26 . 8%) with 797 contracts . The MBE contracts
awarded were two (2) for $5,824 or .07% and WBE contracts
awarded were five (5) for $6,426 or .07%. These percentages
will begin to change. Some of the steps the Purchasing
Division has taken to improve its efforts to increase MBE and
WBE owned business participation with the County are:
1 . In conjunction with the Affirmative Action Office,
revised the County's MBE/WBE Purchasing Contracts
Requirements policy and procedures (Attachment 19) ;
2 . Initiated new reporting forms for buyers to meet
requirements of revised MBE/WBE policy (Attachment 20) ;
by documenting more closely their solicitation efforts
• and awards.
3 . Modified the formal bid quotation form to allow bidders
to indicate if they are a minority or woman owned
business so the County can increase the number of
certified MBE and WBE vendors;
4 . Attended MBE/WBE vendor functions to continue to identify
new vendors and promote the County's MBE/WBE efforts.
The Purchasing Agent will submit semi-annual activity reports
to the Affirmative Action Officer that identifies the
commodity , total number of bidders, number of MBE's and
WBE's, who were awarded contracts, and if the person awarded
the contract was an MBE or WBE.
The Advisory Council on Equal Employment Opportunity and the
MBE/WBE Liaisons were asked to assist the Purchasing Division
identify Minority and Women vendors based on the type of items
we 've purchased (Attachment 21) .
Although our report does not show MBEs and WBEs receiving any
significant contracts for this reporting period, with the
23
adoption of our revised procedures and goals the percentages
given to MBE/WBEs will increase. The commodity and services ,
areas targeted are: communications equipment and maintenance,
automotive parts, road material, computer software, film and
processing services, furniture contracts, microfilm services,
and general office equiment maintenance.
C. Professional/Personal Services
Professional/Personal Services contract procedures have also
been revised based on our "Utilization Study. " The changes
set new goals based on the "type" of services of the contract. .
The revised goals are:
Goals
Description KBE WBE
1 . Depository Institutions 1% 1%
2 . Insurance Agent & Brokers Service 5% 13%
3 . Real Estate 5% 1%
4 . Business Services 24% 53%
5 . Automotive Repair 14% 10%
6 . Miscellaneous Repair Services 15% 15%
7 . Health Services 16% 13%
8 . Legal Services 4% 15%
9 .1 Educational Services 5% 27*
10. Engineering, Accounting, Research
Management and Related Services;
and Miscellaneous Services 5% 10%
The goal of 24% MBE and 44% WBE is used if a contract does not
fall under one of the above Standard Industrial Classification
(SIC) code categories.
The MBE/WBE Liaisons were given the revised procedures and
goals and were asked to develop procedures within their
departments to monitor all professional/personal services
contracts to insure the MBE/WBE language was a part of all
formal requests for quote/proposals or statements.
The goals during this reporting period were 20% MBEs and 7%
WBEs . The services report (Attachment 22) indicates that the
County had 2,925 contracts for $15, 171,010. There were four
(4 ) MBE contracts for a total of $39, 157 or .25% and one WBE
contract for a total of $311 or 0%. Department liaisons will
be asked to:
1 . List recommendations for increasing the number of MBE/WBE
consultants/service providers.
24
2 . List the Professional/Personal Services contracts that
are scheduled to expire and those scheduled so we can
anticipate contracting opportunities for MBE/WBEs .
3 . Review the quarterly reports (Attachment 23) on informal
contracting in the department and assist your managers in
their solicitation efforts.
SUMMARY
The MBE/WBE program is slowly advancing. Broadening the base of
firms being solicited increases competition and may reduce the
dollar value of a project. It also gives the small minority and
women businesses the experience they need to grow, develop and
become competitive. With our revised procedures and closer
monitoring activities, the MBE/WBE goals will be met. .
VI . Referrals by the
Board of Supervisors
The Board of Supervisors referred several item to the Affirmative
Action Officer. Those items are:
1 . Request the Affirmative Action Officer to write an article on
Affirmative Action and the County's Affirmative Action Program
and ask that it be published in all departmental newsletters
as a means of informing employees of the County's Affirmative
Action Program.
Response: The article was prepared (Attachment 24 ) and
distributed to the Department Affirmative Action Coordinators
at their February, 1993 quarterly meeting. Coordinators were
asked to place the article in their upcoming newsletters in
order to inform their employees of the County's Affirmative
Action Program. The County Administrator advised Department
Heads that this information is available and they should
cooperate in publishing the article at the Department's
earliest convenience.
2 . Request the Affirmative Action Officer to prepare and arrange
to have distributed with paychecks within the next two months
a flyer providing her name, address and telephone number and
a brief description of what action an employee can take if the
employee believes he or she has been discriminated against.
Response: A flyer was prepared (Attachment 25) discussing the
County' s and Departments ' Affirmative Action Plans . The
Affirmative Action Coordinators ' name and telephone number,
along of the County's Affirmative Action Officer was also
25
listed. The Administrative Bulletin on the County's
Discrimination Complaint Procedure was included with the flyer
and was distributed to all employees with the December 10,
1992 pay checks . A number of employees reported that this
material was not distributed to them. Those departments were
identified and advised (attachment 26) to distribute the
notice again to all of their employees .
3 . Request the Affirmative Action Officer to report on the number
of requests for mediation that have been received in the most
recently available period of time, how they were handled, and
what the outcome of the complaints have been.
Response: From January to December
mber 1992, the County
(Attachment #27) had twenty two (22) discrimination
complaints . There were thirteen ( 13) internal complaints,
four (4 ) with the Department of Fair Employment and Housing,
and five ( 5) with the Equal Employment Opportunity Commission.
Six of the complaints were settled and the complainants
awarded the remedy requested and sixteen ( 16) were closed.
There are currently six (6) open complaints (Attachment 27 )
based on race, sex, retaliation, and equal pay.
4 . Increase the visibility of the Affirmative Action Officer to ,
line staff countywide through better utilization of
Departmental Affirmative Action Coordinators.
Response: The Affirmative Action Officer continues to
initiate contacts with departments where she believes that
such initiatives are appropriate, helpful, and/or necessary.
Department staff, Building Inspection, Library Departments and
Sheriff Cononer continue to invite the Affirmative Action
Officer to staff meetings and program activities so staff can
become better acquainted with the Affirmative Action Officer
and her responsibilities and programs.
5 . Mpartments conduct new employee departmental orientations
that include the review of the County's Affirmative Action
Program Plan, department's Affirmative Action Implementation
Plan and operating policies including Administrative
Bulletins .
Response: The Departmental Affirmative Action Coordinators
will discuss this recommendation and submit their comments and
recommendation to the Internal Operations Committee
SUMMARY
The County's Affirmative Action Program is experiencing significant
changes . The economic situation influences employment and
businesses. The Board of Supervisors are sensitive to these issues
especially the impact lay offs will have on its Affirmative Action
26
Program. The Board is also sensitive to the employees who are
being asked to perform their job despite a significant increase in
the workload. The Board, employees, community groups, and
organizations have been asked to contribute to solving many of the
County's problems including those that affect the County's
Affirmative Action Program.
27
ATTACHMENTS
1 . Board Resolution No. 72/434 on Affirmative Action
2 . Contra Costa County Labor Force Goals
3 . Contra Costa County Workforce as of December 31, 1992
.4 . Occupational Categories
5 . Department Analysis
6 . Gender Hires by Occupational Categories
7 . Race/Ethnic Hires by Occupational Categories
8. Gender Promotions by Occupational Categories
9 . Race/Ethnic Promotions by Occupational Categories
10. Gender Separations by Type of Separation
11. Race/Ethnic Separations by Type of Separation
12 . Lay Off Analysis
13. Personnel Department laid off employees and those rehired
14 . Personnel Departments proposed Tactical Employment Team
15. Job Classes that require County medical examinations
16 . Letter to the union on Americans with Disabilities Act
17 . Administrative Bulletin on Procedures for Compliance with
Title 1 of the Americans with Disabilities Act
. 18 . MBE/WBE Supplies Report
19 . Purchasing Policy and Procedure Requirements
20 . Record of Solicitation & Receipt of Quotes
21 . Memo to MBE/WBE Liaisons and Advisory Council on Equal
Employment Opportunity Commission requesting assistance in
identifying MBE/WBE's based on commodities.
22 . MBE/WBE Services Summary Report
23. Professional/Personal Services Solicitation Summary Sheet
24 . Affirmative Action News Article
25 . Affirmative Action Flyer
26 . Memo sent to departments for redistribution of flyers
27 . Discrimination Complaints by type of complaint
A:\PROGRESS
May 17, 1993
28
APPENDIX II
BOARD RESOLUTION ON AFF F.MTIVB ACTION
IN THE BOARD OF SUPERVISORS
OF
CONTRA OG:,-TA 0OU7, STATE OF CALIFORNIA
In the Hatter of )
Adopting Policy on ) RESOLUTION NO 72/434
Affirmative Action )
Plan for Equal )
Employment Opportunity. )
)
WHEREAS since establishment of the merit system in Contra Costa County,
the Board of Supervisors has required that appointment to and promotion within
the County service .be based upon merit and fitness, that discrimination in
employment because of race, color, national origin or religious belief is
forbidden, and that discrimination on considerations of sex or age is proscribed
except as laws or obvious employment conditions require otherwise, and
WHEREAS the United States Government has taken action through the United
States Civil Service Commission to have Affirmative Action Programs established
in all State and local governments, and
NOW, THEREFORE, BE IT BY THE BOARD OF SUPERVISORS RESOLVED that it hereby
ESTABLISHES an Affirmative Action Policy to identify and remove artificial
barriers to employment and promotion of minority groups and disadvantaged
persons, and that consistent with the merit system, aggressive effort shall be
made to attract and assist minority and disadvantaged candidates to qualify for
employment and promotion, that the Office of the County Administrator, the Civil
Service Department, and all departments of county government shall act
affirmatively to make equal employment opportunity a reality throughout the
Contra Costa County work force; and
BE IT BY THE BOARD FURTHER RESOLVED that within the aforesaid policy an
Affirmative Action Program will be initiated under the direction of the County
Administrator and the Director of Personnel which will require the active support
of all department heads, said affirmative action to be initiated within current
staffing ar.d funding considerations with the understanding the County
Administrator will recommend additional staffing and funding as specific needs
are identified for consideration by this Board, said program to include but not
be limited to the following steps with the goal of providing full employment
opportunity and encouragement of a broader participation of minority and
disadvantaged persons:
1. Review existing personnel programs and procedures to identify and
remove artificial barriers to employment and promotion of minority
disadvantaged candidates;
2. Expand recruitment efforts in the minority and disadvantaged
community;
3. Conduct surveys of County work force to identify situations which
require special effort in the promotion of this Affirmative Action
Policy
4. Identify needs for bi-lingual staff;
ATTTACHM-NT 1
5. Review existing career ladders to determine if there is need to
establish additional entry and promotional opportunities for
disadvantaged persons;
6. Evaluate training needs and assure that training opportunities are
available to all employees regardless of race, religion, sex or
national origin*,
7. Instruct department heads In t.1-te intent of the Af f Lrma+1ve Action
Program and require their support and compliance with the program;
a. Periodically evaluate the results of the Affirmative Action
Program and make necessary adjustments within Board Policy to
assure the vitality of the program; and
BE IT BY THE BOARD PVFdZER RESOLVED that aforesaid Affirmative ACUOD
Program Is AppRovzD with the understanding that the board will consider amendment
to same within the next two months.
PASSED and ADOPTED this 26th day of June, 1972 by the following vote of
the Board:
AYES: Supervisors J. F. lKenny, A. N. Dias, J. E. Moriarty, W. H.
J34ngese* S. A. XoinsChoid-
-NOES: None.
ASSENT: None.
CMRTIFMD
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RESOLUTION NO. 72/434
ATTACHMENT
T_ABG•R FORGE ST.�T=ST3�GS
FOR
3.9 9 O
Contra Costa County Nine County Bay Area
Total 427,902 100.0 3,282,190 100.0
Male 233,374 54.54 10793,819 54.65
Female 194,528 45.46 1,488,371 45.35
White 3080551 72.11 2,091,831 63.73
Hispanic 45,170 10.56 459,351 14.00
African 32,650 7.63 238,129 7.26
American
American 2,602 .61 17,716 .54
Indian
Asian Pacific 38,429 8.98 470,829 14.34
Islander
Other Not 500 . 12 4,334 .13
Specified
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ATTACHMENT 5
Contra Costa Goun.t.y
GeanCIL 4--r H.irc s by pccupatsonal
Cat.4E--gCa3c-y
J-Lx ly—D4--cE►mlt> 1992
H=RES
FEMALE $
OF TOTAL
CATEGORY MALES FEMALE TOTAL HIRED
Officials & 3 60% 2 40% 5 1 . I$
Administration
Professional 16 35% 29 64% 45 16 .2%
Technician 10 55% 8 44% 18 4 .4%
Protective 7 100% - 7 -
Para- 7 20% 28 80% 35 15. 6%
Professional
Administrative 4 14% 24 85% 28 13.4%
Support
Skilled
Craft Workers - - -
Service
Maintenance 18 43% 23 56% 41 12 .8%
TOTAL Number 65 114 179
Percent 36% 63% 63%
A:\OCCEIRES
ATTACHMENT 6
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Occcupational C.atogory
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FEMALE $
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CATEGORY MALES FEMALE TOTAL HIRED
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TOTAL 49 37% 80 62% 129 62.0%
A:\Pwwy=
ATTACHMENT 8
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CATEGORY MALES FEMALE TOTAL HIRED
Resignation 44 33% 88 66% 132 16 .70%
Constructive - - 1 100% 1 . 19%
Resignation
Retirement 35 42% 47 57% 82 8.92%
Layoff 108 37% 178 62% 286 33. 70%
Death 4 50% 4 50% 8 .76%
Dismissed 3 .37% 5 62% 8 . 95%
Rejection of 330% 7 70% 10 1.33%
Probation _ y
TOTAL 197 37% 330 62% 527 62 . 0%
A:\SEPHYOCI.CHT
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ATTACHMENT 13
CGNjFcA CuSTA ;;?Ute i 1'
OFFICE OF THE COUNTY ADMffi��l6hk)KPARTMEN T
CONTRA COSTA ITP� 4.
09
Administration Building
651 Pine Street, 11th Floor
Martinez, California 94553
DATE: May 10, 1993
TO: ALL COUNTY DEPARTMENT HEADS
FROM: Phil Batchelor, County Administrator
SUBJECT: FORMATION OF THE TACTICAL EMPLOYMENT TEAM PROGRAM
Attached for your information is a copy of the report from the
Internal Operations Committee on this subject which the Board of
Supervisors approved on May 4, 1993.
The purpose of the Tactical Employment Team Program is to insure
that we have done everything possible to insure that employees who
absolutely must be laid of f from their current positions have every
opportunity to fill another position in County government. Where
this is not possible, we want to insure that we have provided job
counseling and referrals to positions in other public agencies or
in the private sector.
This program, which is designed to protect your employees, will
only work with your complete cooperation. Preference must be given
to hiring a laid off employee, not only for the classification from
which the employee was laid off, but also for other vacancies for
which the individual has the appropriate skills, education,
background and experience. The Personnel Department is going to be
as flexible pis possible in evaluating minimum qualifications so
that we can try to place a laid off employee in another position in
the same or a different department. We should not be in the
position of having hired a brand new employee off the street for a
position when we have a recently laid off County employee who has
the ability and qualifications to fill that position.
Your cooperation in making this, program a success will go a long
way in protecting the careers of many of our current employees.
PB:amb
Attachment
cc: Supervisor Tom Torlakson
Supervisor Tom Powers
Supervisor Jeff Smith
Supervisor Gayle Bishop
Supervisor Sunne Wright McPeak
Eileen Bitten, Assistant Personnel Director
Lloyd Madden, Human Resources Program Manager ATTACHMENT 14
CAO Staff - List 1
TO: BOARD OF SUPERVISORS I.0.-10
Contra
FROM: INTERNAL OPERATIONS COMMITTEE / (1���{d
`'/'L
DATE: April 26, 1993 ��vL11.•�u``' 4t?`
SUBJECT. FORMATION OF THE TACTICAL EMPLOYMENT TEAM PROGRAM
SPECIFIC REOUESTIM OR RECOMMENDAnOH(S)S BACKGROUND AND JUSTPOCATION
RECOMMENDATIONS:
1. APPROVE the formation of the Tactical Employment Team Program
(TETP) as outlined in the attached report, recognising that if
the County, ends up facing major layoffs it will be necessary
to provide or shift funds internally in order to fund
sufficient clerical staff to implement the TBTP.
2. DIRECT the County Administrator to forward a copy of this
Committee Report with a copy of the attached report from the
Personnel Department to every County department head,
emphasizing the importance of cooperating in full with the
TETP in order to insure that'employees who may be facing
layoff are given every opportunity to continue their
employment with the County in another capacity or to be placed
at appropriate employment in the private sector.
BACKGROUND:
On March 16, 1993, the Board of Supervisors approved a report from
our Comtdittee asking the Director of Personnel to return to our
Committee on April 26, 1993 with the details of the proposed
Tactical Employment Team Program. On April 26, 1993, our Committee
met with the Director of Personnel; Eileen Bitten, Assistant
Director of Personnel; Lloyd Madden, who-will be heading the TETP
and Emma Kuevor, Affirmative Action Officer. We reviewed the
attached report from the Director of Personnel, as well as the
attached comments from the Affirmative Action Officer.
CONTINUED ON ATTACHMENT: __YES SIGNATURE
RECOMMENDATION OF COUNTY ADMINISTRATOR ,-_RECOMMENDATION OP BOARD COMMITTEE
—APPROVE _OTHEA
SIGNATVRE(SI: SUNNE WRIGHT McPEAK JEFF SMITH
ACTION OF BOARD OWN May 4,
1995 APPROVED AS RECOMMENDED OTHER_.
VOTE OF SUPERVISORS
I HERESY CERTIFY THAT THIS IS A TRUE
—_UNANIMOUS(ABSENT AND CORRECT COPY OF AN ACTION TAKEN ATTACHMENT 14
AYES: NOES: AND ENTERED ON THE MINUTES OF THE BOARD
ABSENT. ABSTAIN: OF SUPERVISORS ON THE DATE SHOWN.
ATTESTED
Contact: PHIL BATCHELOR,CLERK Of THE BOARD OF
CC: County Administrator SUPERVISORS AND COUNTY ADMINISTRATOR
Director of Personnel
All County Department Heads (Via CAO)
BY .DEPUTY
1.0. 10
-2-
Mr. Cisterman emphasized the Policy Statement regarding the TETP,
namely that it is the policy of the County to place employees
separated through layoff in vacant, classified, project, temporary
and contract employe positions and that it continues to be the
policy of the County to comply with all applicable local, state,
and federal statutes concerning equalemployment opportunity. Mr.
Cisterman noted that the policy statement also includes the
statement that it is the County's intent to do everything in its
power to mitigate the adverse impact layoffs will have particularly
on minorities and women in the County's labor force.
Mr. Cisterman also called attention to the responsibilities and
activities of the TETP as they are outlined in the attached report.
Mr. Cisterman then noted the forms and schedules which are attached
to the body of the report itself which ddscribe some of the
activities and work products of the TETP. It was noted that many
of these forms are still in draft and will continue to be refined
and improved.
Mr. Cisterman noted that while the Team can be formed and can
function primarily from existing staff for the time being, it will
be necessary to add additional clerical staff if hundreds of
layoffs are to be anticipated over the next few months. We
suggested that there should be little need for examining candidates
for County jobs and that perhaps some of the cost of the testing
and examination program could be shifted to the TETP if additional
money is needed for clerical support.
Trying to insure that we do everything possible to assist employees
who.may be subject to laypff has got to be one of our highest
priorities over the next few months as the County adjusts to the
State Budget decisions that will have to be made. This is the
purpose of the TETP and we want to insure that all County
departments place as high a priority on the Team as we do. It will
be essential over the next few weeks and months that every
department head work closely with the members of the TETP and help
the Team accomplish its goals.
ATTACHMENT 14
Contra r, Personnel Department
t.JlJsta Administration Bldg.
�^
651 Pine Street
County Martinez. California 94553-1292
April 23, 1993
TO: Internal Operations Committee
PACK: Harry D. Ciste�*+, Director of Personnel
By: Eileen R. Bitten, Assistant Director of Peisomel
Samm Tactical Evlcyment Team
The Internal Operations Committee (I.O.C.) Report approved by the Board on Mardi
16, 3.993 (attached) requested the Director of Personnel to report back to the
I.O.C. with the details of the establisbment and proposed operation of the
Tactical Employment Team Program on April 26, 1993.
At the I.O.C. meeting held on February 22, 1993 you directed Personnel to submit
our proposal to the Equal. Employment opportunity Advisory Council (EMAC) for
their review aril oam>yent. The ptcposal was formally presented to the EDQAC on
April 2, 1993.
The purpose of the program as you may recall, IS to place laid off employees in
jobs for rich they possess the required }s=ledge, skills and abilities. The
attached proposal includes a proposed statement of policy, along with the
progr-amtIs goals, objectives, services to be offered to affected employees, and
pxcposed budget.
LGM:tm
Attachments
cc: Lloyd G. Madden
larzy FUgazi
ATTACHMENT 14
TO: BOARD OF SUPERVISORS I.0•-3 Contra
FROM- INTERNAL OPERATIONS COMMITTEE f _�• C Jbsta
1993
March 8, �
DAM _
REPORT ON TEE STATUS OF THE PHASE II OBJECTIVES FOR THE OUTREACH
AND RECRUIT Wa ACTION PLAN
ipta C REOUBSTM OR MCOMMENDATIOWS1 A WGOQIIOIN O AM JUSTIF"TTON
RECOMMENDATIONSt
1. Accept the attached report from the Assistant Personnel
Director regarding the status of the Phase II objectives for
the Outreach and Recruitment Action Plan.
2. Request the Director of - Persounel to report back to our
Committee with the details of the establishment and proposed
operation of the Tactical Employment Team on April 26, 1993.
3. Request the Director of Personnel to report back to our
Committee with the details of the tracking program to identify
the race/ethnicity of temporary and contract employees on Nay
26, 1993.
BACKGROUNDS
On December 18, 1990, the Hoard of Supervisors asked the Director
of Personnel to consider ways in which his office could expand
outreach efforts throughout the County in an effort to identify
more women and minorities who are eligible for available positions
in the County and to. report back to the Internal Operations
Committee early in 1991.
The result of this referral was the Outreach & Recruitment Action
Plan, which had two phases. Our Committee has been providing
oversight to the development and implementation of this Action Plan
since 1991. The Board of Supervisors .on December 15, 1993 approved
the most recent report from the Internal Operations Committee on
this subject. This report included the following referralst
CONTINIAMONATTACHUCKT: _.M SIGNATURE:
��IlE00Y1KNDIlTION OtT WUlR1 AfiWNtfTAATOR -FACOMMENOATION Of SCMRD
-AMM -OTHER
NA
ACTION OF SOARD ON March 16, 1993 AFPROVEO Al RECOtiSAELOED OTHER
VOTE Of SUPEIIVISORS t ATTACHMENT 14
YY 1 HERESY CEAT1fY THAT THtf 16 A TRUE
....L'WMNtMOUS(ABSENT �\ _.�.; AND CORRECT COPY OF AN ACTION TAKEN
ATE*: NOES: AND ENTERED ON THE MINUTES OF THE SOARO
ASSEtn`. ABSTAIN OF SUPERMt N THE DATE 514OWK
ATTESTED AZ!L /!2*
Contact PHt4 6ATCHEIOR.CLEM OF ME 60ARQ0f
cc. See Page 2. SUPCFMSSMANOMINTY ADMINISTRATOR
BY DEPUTY
* Direct the Director of Personnel to include, at an appropriate
point in the objectives, the Board of Supervisors' previous
direction to commit to providing appropriate employment
opportunities to recipients of the Kennedy-King scholarships
and similar scholarship p ograms.
* Direct the Director of Personnel, consistent with his report
in regard to Objectives #3 and #4 for Phase II, to address,
during 1993, the need to obtain and track by computer the
race/ethnicity and sex of temporary and contract employees.
The attached report from the Assistant Director of Personnel
responds to these two referrals. In regard to the Kennedy-King
Scholarship Program, the Board of Supervisors on March 2, 1993
approved the procedure outlined in the attached report outlining an
internship program for, the Kennedy-Kind Scholarship Program
recipients.
The attached report also provides a progress report on the need to
identify and track the race/ethnicity of all temporary employees
. and contract employees, since this information. is not currently
available. Our recommendations will move these referrals forward.
Following our review of the subsequent reports from the Director of
Personnel on these subjects we will make , further reports to the
Board of Supervisors..
cc: County Administrator
Director of Personnel
Assistant Director of Personnel
Lloyd Madden, Personnel Department
Affirmative Action Officer
ATTACHMENT 14
TACTICAL EMPLOYMENT TEAM
PROGRAM
ATTACHMENT 14
POLICY STATEMENT
Tactical Employment Team Program
Contra Costa County serves one of the largest, most diverse populations in the
State of California, a fact which is directly reflected in the quality, talent and
diversity of our employee workforce. It is Contra Costa County's intent to do
everything in Its power to mitigate the adverse impact layoffs will have
particularly on minorities and women in the County's labor force.
The County Personnel Department is authorized to design, coordinate and
Implement a Tactical Employment Team Program (T.E.T.P. ) to facilitate
placement of County employees on layoff lists in public and/or private
employment. The County Administrator is authorized to allocate staff and
resources necessary to administer this program.
It shall be'the policy of the County to place employees separated through layoff
In vacant, classified, project, temporary and contract employee positions. This
will be accomplished through the stated goals and objectives of the T.E.T.
Program.
It has been, and shall continue to be, the policy of the County to comply with
applicable local, state and federal statutes concerning equal employment
opportunity.
This policy requires the active support and participation of all officials,
department heads, managers, and supervisors and shall be implemented under
the direction of the Director of Personnel.
ATTACHMENT 14
D R A F T
TACTICAL EMPLOYMENT TEAM PROGRAM (T.E.T.P.)
I. PURPOSE STATEMENT I
The T.E.T. Program .is designed to mitigate the adverse impact of layoffs by
placing County employees on layoff lists in public and/or private
employment. T.E.T.P. is empowered to promote and stimulate employment
opportunities in both the public and private sectors.
Goals:
* Place laid-off County employees prior to actual layoff;
* After layoff, place individuals in same job class in other County
departments;
* Place individuals in different job classes County wide;
* Place individuals in employment outside County service;
* Re-train individuals for internal and external job opportunities;
* Promote upward mobility of County workforce.
11. T.E.T.P. OBJECTIVES
1. Develop and maintain an employee skills inventory bank.
2. Offer a variety of services and training to meet the needs of affected
employees and the County.
3. Place laid-off County employees in full-time positions.
4. Monitor layoffs, rehires, and employment referrals by job class, gender
and ethnicity.
5. Recommend policy that will enhance the placement of County employees
before and/or after layoff.
6. Maintain the County's imago as a concerned employer.
III. SERVICES OFFERED TO AFFECTED EMPLOYEES
* Presentation on layoff policy, procedures, employee benefits, and job
placement services.
* Job placement interviews with hiring County departments.
• * Offer information on job opportunities with other employers; e.g., other
Bay Area counties, cities, and private industry companies;
* Facilitate registration with temporary and permanent employment
agencies; ATTACHMENT 14
* Job search training workshops:
- resume preparation
- oral interview tips
- job search planning;
* Alternate career exploration;
1
* Job counseling;
* Job re-training:
- Private Industry Council (PIC)
Regional Occupational Program (ROP);
* Representation at local job fairs and job fair luncheons;
* Networking with professional associations, agencies and organizations;
* Crisis Intervention counselling, stress management and financial planning
through the Employee Assistance Program;
* Other Employee Assistance Services
* Retirement Planning
IV. T.E.T.P. RESPONSIBILITIES/ACTIVITIES
1. identify appropriate skills banking software;
2. Establish system for early identification of vacancies;
3. Examine potential job placement classifications and modify Minimum
Qualifications to Desirable Qualifications;
4. Identify and change existing policies, procedures, rules and regulations.
Meet and Confer on proposed changes;
5. Secure necessary staff for implementation;
6. Train staff; establish space and equipment;
7. Develop procedures and operating manuals which define staff rules and
responsibilities;
8. Disseminate education and Information materials concerning program;
9. Identify resources outside County government.
V. T.E.T.P. STAFFING STRUCTURE - -
- T.E.T.P. Division Supervisor (1 ) - Personnel Department
- T.E.T.P. Employment Counsellors (2) - Line Departments
T.E.T.P. Program Analyst (1) - Line Department
- T.E.T.P. Employment Interviewer (1) - Personnel Department
T.E.T.P. Clerical Support (1 ) - Must be funded
ATTACHMENT 14
- 2 -
• I.
• !�:■y. .r�..i:�i.r;�.tiiA1:�i�r �'�.+-.1LM.y�ydiS lt, ,� , i! . '. ; ' � �'
:.; _• __ '. :.� 1r;.ilcr,i. IMI•LAYMI P:i �101
•V.� •�•.• , . y�:'r:_ x, '�'':•
lit• +:�1 r'Y�: + :{ "�•+'•••
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,Scll'(IUIC } !�' •• •••y . ; + .r'
.a•� _ _..� jw.r Mw7r�+'NrS -.�RL•i1�•IiT d:YMP :fiJ7•/HISl,Y �'t:�� �•j �Y R =Y:'Sr.��
TOPIC LENGTH RESPONSIBLE DATE
Lay:ff Policy and Procedures 1 hour
Employee Benefits 1 hour
Permanent & Temporary 3 hours
Employment
Individual Career Counseling 2 hours
Career Interest Assessment 1 hour
Interview Training 3 hours
Resume Preparation 2 hours
Job Search Strategy Preparation 3 hours
How to Manage Change/Stress 3 hours
Financial Planning 4 hours
Retirement Planning 4 hours
ATTACHMENT 14
PERSONNEL DEPARTMENT jl
TACTICAL EMPLOYMENT TEAM
MINIMIZE
DATE:
TIME:
PLACE: GEORGE GORDON TRAINING CENTER
500 COURT STREET
MARTINEZ, CA.
Time Topic Presenter
8:30 - 9:00
9:00 - 9:15
9:15 - 9:30
9:30 - 1030
10:30 - 11:45
11:45 - 12 noon
ATTACHMENT 14
• III.
PERSONNEL DEPARTMENT
TACTICAL EMPLOYMENT TEAL!
� . '•.n, . '. '. �.•. ���. �r'•�a• �i'SLS � 'r7 iG'y•• .•• a
�������•I:i��:Cl��:=fel .�.t+,+ :� : •�1�i1(i�.�l1�s:.�M1�: �
` 'i i•a.. iYF�'—�. ��.'�.a e:•�i•wi.5'hi�.,:F nv�•�..n�':�"rr .
COUNSELOR:
DATE:
PLACE: GEORGE GORDON TRAINING CENTER
500 COURT STREET
MARTINEZ, CA.
Time Name Home/Work Shift Supervisor
Telephone
ATTACHMENT 14
iv.
Sciperviscir's Responsfbtiity
• n ce evaluation.erforma
Complete employee's wrote p p
Discuss performance evaluation with the employee emphasizing work achievements,
talents and special knowledges and skills.
• Enroll the employee in all workshops offered in the Transition Program.
• Meet.with the employee after each workshop to review workshop contents and
learning objectives.
• Review the employee's resume and-career interest assessment and use both to'assist
the employee in the development of a job search strategy.
Meet with the employee on a bi-weekly basis to review the progress in the job
search.
o w
• Assist the ern loyee in identifying suitable employers for informational interviews.
• Write letter(s) of recommendation.
ATTACHMENT 14
V.
:.Employee's Responsibility
• Review recent performance evaluation with the supervisor focusing on work
achievements, talents and special knowledges and skills.
• Attend all workshops offered in the Transition Program.
• Meet with the supervisor after each workshop to review workshop contents and
learning objectives.
• Review the resume and career interest assessment with the supervisor.
• Develop a job search strategy. Review it with the supervisor.
• Prepare a resume mailing list.
• Schedule informational interviews.
• Meet with the supervisor on a biweekly basis to review the progress in the job .
search.
ATTACHMENT 14
• :SUr'.1r. ARY.•QF. 1()rd.1 i1S 1.011Y. Vi.
YOUR NAME:
YOUR JOB TITLE:
YOUR DEPARTMENT/DIVISION:
Indicate the amount of time in jobs held in the past 20 years. Include voluntary experience
if you consider it job related. Also indicate education and training obtained through college,
military, vocational school or employer offered programs.
OCCUPATION AMOUNT OF EXPERIENCE
yr(s) mo(s) wk(s)
Accountant or auditor
Administrator, manager or supervisor
Animal caretaker (non-farm)
Architect
Automotive mechanic
Bank teller
Bill and account collector
Billing clerk .
Binding machine operator
Biological technician
Bookkeeper or auditing clerk
Bus driver
Buyer
Carpenter or cabinet makers
Cashier
Chemist
Child care worker
Civil engineer
Clinical laboratory technician
Computer operator
Page 1 of 5
ATTACHMENT 14
AMOUNT OF EXPERIENCE
OCCUPATION
yr(s) mo(s) wk(s)
Computer programmer
Computer system analyst
Construction laborer
Cook
Correctional officer
Counselor
Customer service representative
Data equipment repairer
Data entry keyers
Dental assistant
Dental hygienist
Dispatcher
Doctor or dentist
Drafter or mechanical drawer
Electrical or electronic technician
Electrician
File clerk
Financial manager
Food server
Freight, stock or material handler
Garage and service station worker
Grader or dozer operator
Graphic designer
Groundskeeper or gardener
Health aide
Health records techiucian
Health technologist or technician
Heat and air conditioning mechanic
ATTACHMENT 14
Page 2 of 5
AMOUNT OF EXPERIENCE
OCCUPATION
Yr(S) mo(s) wk(s)
H.avy equipment mechanic
Industrial truck and tractor operator .
Interviewer
Investigator
Janitor or cleaner
Kitchen worker
Laundering and dry cleaning worker
Lawyer
Legal assistant
Librarian
Library clerk
Licensed practical nurse
Machinist
Mail driver
Mail clerk
Nursing aide
Occupational therapist
Office clerk
Operations system analyst
Painter
Park ranger
Payroll and time keeping clerk
Personnel clerk (except payroll)
Personnel specialist or trainer
Pharmacist
Physical therapist
Physical assistant
Plumber, pipefitter or steamfitter
ATTACHMENT 14
Page 3 of 5
AMOUNT OF EXPERIENCE
OCCUPATION
yr(s) Mo(s) wk(s)
Police officer
Printing machine operator
Production helper
Psychologist or Psychiatrist
Radiological technician
Recreation or art therapist
Receptionist
Records clerk.
Registered nurse
Sales representative or clerk
Secretary
Seamstress or tailor
Shipping and receiving clerk
Social worker
Speech therapist
Stationary engineer
Stenographer
Stock and inventory clerk
Stock handler or bagger
Surveyor or mapping technician
Teacher
Telephone installer and repair
Telephone operator
Truck driver
Truck or bus mechanic
Typist
Weigher, measurer, or checker
Welder
ATTACHMENT 14
Page 4 of 5
AMOUNT OF EXPERIENCE
OCCUPATION
yr(s) mo(s) wk(s)
Other (specify):
Other (specify):
Other (specify):
CHECK BOX Course of Study
EDUCATIONARAINING . or
Yes No Major
High school diploma
G.E.D. certificate
Apprentice certificate
Some college courses, no degree
College certificate, no degree
AA/AS degree
BA/BS degree
Some graduate courses, no MA/MS degree
MA/MS degree
Ph.D degree
Other credential, certificate or license (specify):
ATTACIiMENT 14
Page 5 of 5
VII.
EER'FLANNINGkQ,UESTl NNAIRE
NAME f[ME WORK PHONE NUMBER
Instructions: Answer the questions below. Check the-column that represents the degree
of your willingness to consider a job change based on a particalar factor. A'NO" answer
to a question will not automatically disqualify you for placement into an alternate position.
After you finish, bring this questionnaire to your career counseling session with the
Analyst. This questionnaire and your current County employment
application will assist the Analyst in evaluating and matching positions with your interests
and background.
OUEST'ION: "I would be willing to consider a position in which I may have (to) . . "
YES NO
1. work overtime
2. work day shift
3. work swing shift
4. work graveyard shift
5. work rotating shifts
6. work weekends and holidays
7. work "on-call" basis
8. work indoors most of the time
9. work outside most of the time
10. sit at a desk most of the time
11.' stand or walk most of the time
12. occasionally lift objects weighing 50 pounds or less
13. work alone most of the time
ATTACHMENT 14
-2-
YES NO
14. work in a small group most of the time
15. work with differentea le most of the time
P P
16. deal with telephone callers and visitors under difficult or
stressful circumstances
17. interpret, apply and explain complex rules, policies
and procedures to the public
18. perform light typing using a word processor and/or .
a personal computer
19. perform detailed and specialized bookkeeping,
statistical or numerical work
20. make frequent contact with the public at a counter
and over the telephone
21. work with small, power hand tools
22. work at a recreation park
23. work in a library
24. work in a hospital business office
25. work in a garage or auto service station
26. work in a jail
27. work in a cafeteria
28. work in
29. work in
30. work in
31. work in
32. work in .
33. work in
ATTACHMENT 14
-3-
YES NO
34. travel to different locations regularly
driving a County car or van
35. learn new skills
36. attend educational classes on my own
37. pass a test to obtain a certificate or license that
is required to remain employed in the new position
38. spend at least 12 months gaining on-the-job
experience before promoting
39. start'at less pay than I now receive
40. start at a high salary knowing that raises may be hard
to get after I start
41. less promotional opportunities in the new position than
in my current job
42. more competition for advancement in the new position
than in my current job
43. learn new skills that could become obsolete in 2.3 years
44. learn specialized skills that may limit career mobility
Skills: (specify)
Typing speed: WPM
Office equipment:
Supervisory experience:
Budget management expereience:
Project management experience:
Software program operation experience:
Other:
ATTACHMENT 14
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14
d
Office of the County Administrator
Contra Costa County N� SG ' iLL DcP;
Affirmative Action Office 93 ��
651 Pine Street, Martinez, CA 94553 14 61«: 40
510/6146-4106
f
April 7, 1993
TO: Internal Operations Committee
FROM; Emma Kuevor
Affirmative Action Officer
SUBJECT: Tactical Employment Team
-I have reviewed the Tactical Employment Team being proposed by the
Personnel Department and would like to emphasize or perhaps
underscore the importance of several key areas:
1. It is important that funded vacant County positions be
identified continuously.This would reduce the amount of
time spent searching for vacancies where none exist.
2. It's important to start compiling lists of vacant
positions in the private sector. Employees can apply for
the positions now.
3. Advertise the County's Tactical Employment Team program
highlighting the people to contact with their telephone
numbers.
4 . Counseling the potentially laid off employee is critical.
The counseling ' for placement should focus on the
employees experiences, skills, and abilities. I strongly
support referral for stress management and financial
planning.
5. The job classes of employees laid off should be
identified and compared against a master list of laid off
employees to ensure that no employee is requesting to be
placed or being.placed in positions where other employees
have been laid off.
ATTACHMENT 14
-2-
6. Job specifications that list desirable qualifications
should be sent to ,yo (Internal Operations Committee)
with a brief explanation of the criteria that was used
when evaluating applications. This list would only be
for your information so you would know the types of
positions where "desirable qualifications" was used and
you . could evaluate any prcblems and successes when
desirable qualifications have been substituted for
minimum qualifications.
We already know the impact on minorities and women from our last
series of layoffs. Placement of all laid off employees will assist
in restoring within the County a lot of the Affirmative Action
Programs' previously accomplished goals.
EK: fch
A:\TETEAM
4/T193
ATTACHMENT 14
PROPOSED PY 93-94
TACTICAL EMPLOYMENT TEAM PROGRAM BUDGET
1. Salary and Benefit Costs
a. Temporary Clerk-Experienced Level Position $ 298500
b. Permanent Clerk-Experienced Level Position $ 38,000
2. Service and Supply Costs
a. Software for Skills Inventory Bank $ 2,000
b. Stamps for 1,000 fliers to Private
Industry Employers $ 300
c. Printing/Paper for Employment Resources
Materials 500
d. 300 "Surviving a Layoff" Booklets $ 600
e. Two (2) Job Fair .Luncheons $ 1,400
Service and Supply Total = $ 41,800
TOTAL BUDGET (With Temporary Clerk Position) $ 34,300
TOTAL BUDGET (With Permanent Clerk Position) $ 42,800
•
ATTACHMENT 14
MEDTOX CLASSES
JOB CLASSES REQUIRING MEDICAL EXAMINATION
Class Title
Airport Operations Specialist
Animal Control Officer
Animal Control Technician
Building Inspector I, II
Electrical Inspector
Mechanical Inspector
Custodian I, II, Lead
Detention Services Worker
Driver Clerk
Equipment Mechanic
Apprentice Mechanic
Equipment Operator I
Groundskeeper, Gardener, Lead
Grounds Maintenance Specialist
Group Counselor, I , II , III
Home Health Aide I , II
ISW - Environmental Services
ISW - Food Services
Laborer
Licensed Vocational Nurse
Operating Engineer
Psychiatric Technician
Public Health Nurse
Registered Nurse
Security Guard
Storeroom Clerk
Store Keeper
Firefighter
A:MEDTOX
ATTACHMENT 15
Office of the County Administrator
Contra Costa County
Affirmative Action Office
651 Pine Street, Martinez, CA 94553
510/646-4106
Date: May 12, 1992
To: County Unions
From: Emma Kuevor
Affirmative Action Officer
Subject: Americans with Disabilities Act Workshop
The Americans with Disabilities Act was passed in 1990 and the
County has been providing workshops for its managers, supervisors,
and employees on its employment requirements. Three workshops have
already been held and some of your representatives have attended;
however, I want to personally encourage you to send your business
agents and shop stewards who have not attended to the June 2, 1992
workshop.
Joe Wiley, an attorney with the firm of Corbett & Kane is the
presenter. He is easy to understand, covers a lot of material, and
he emphasizes the effect the Act may have on unions .
Call the Training Institute for reservations at 646-2586 . The
implementation of the Act is being coordinated by the County
Administrator's Office. The Personnel Department and other
departments are assisting with the overall implementation of the
ACT. If you have questions regarding the Act or workshop call me
at 646-4106 .
The enclosed is a summary of the Act and Joe Wiley's presentation.
It is important that as we develop our procedures for processing
requests for reasonable accommodations, you are also aware of the
County's legal requirements .
EK: fch
Enclosure
cc: Rich Heyne, Manager
Employee Relations
C:1WP511C0RRES1ADA.D0C
•
ATTACHMENT 16
./vn Int Mtt:ORD
,I PROVISIONS
Americans With Disabilities Act
he Americans with Disabilities Act(ADA),cleared by who have been rehabilitated and are no longer using dntgs.are
t
Toweeping
the Senate July 13 by a vote of 914, would provide participating in a supervised rehabilitation program and are ne
protections against discrimination to 43 mil- maser ming drugs or who are erroneously regarded as ming drugs.
Lion disabled individuals.Mie House approved the conference Permits entities to adopt procedures and policies,mduding drug
report on the measure July 12 (Weekly Report,P. 22271 te"to ensure that former drug users are no longer engaged in such
• The bill (S 933—H Rept 101596) prohibits diserimi- ae.
nation an the basis of disability in employment. public 0 PrMMes that bomcae:uality and biamnlity are not impair-
services and public accommodations.It requires nese bursts meats and as such are not disabilities%oder the act.Spedfun that
and trains to be accessible to the disabled,and it requires se
for purposes of the act the term-disabled"or-disab0ity'don not
telecommunications companies too rate relay systems apply to an hsdividual�Y because that individual is a transves-
tile.Further excludes hom the definition of disability"trsnsves-
that will allow hearing-and speech-impaired Americans to tim .PedoP» �-
ia. bitender
use Wephone service, identity disorders not resulting from physical impairments,or other
As cleared for President Bash,who signed it at a White senW behavior disorders;eompuhsivegambling.kleptomania,or
House ceremony July 26, S 933 includes the following pyromania;or psychoactive substance use disorders restating from
major provisions: current Illegal use of drag:"
Is Permits as a"qualification standard"a requirement that an
Purpose hrdividual not pose a direct threat to the health or safety of other
individuals•Seta that the purposes of the act are to"provide a dear and in the workplaceDefines"direct threat"to mean a
compeebensive national mandate for the elimination of diserimina- significant risk to the bealth or safety of others ttat cannot be
eliminated by reasonable accommodation.
tion against individuals with disabilities;to provide dear,strong. •Prohlblted aetivitles.Defines"discrimination"to include
consistent enforceable standards addressing discrimination against
individuals with disabilities";to ensure that the federal government 1) Limiting, segregating or classifying a job applicant or em.
ploys a central role in enforcing the standards established under the ployee in a way that adversely affects the opportunities or status of
act;and"to invoke the sweep of congressional authority,including such person because of his or ber disability.
*he power to enforce the 14th Amendment and to regulate nom- 2) Participating in a contractual or other arrangement or rela-
taeroe,in order to address the major areas of discrimination faced 60021111P that subjects a covered entity's qualified applicant or am-
day-today by people with disabilities." ployee to prohibited discrimination (including armngements with
employment agencies,labor unions,providers of fringe benefits and
General Definitions training and apprenticeship per). For example' a companyAft
could be found to be discriminatory if its employment ag`ngV
•Defines"individual with a disability"as a person who las a refused to accept applicants with disabilities.
physical or mental impairment that substantially limits one or more 3) Using standards.criteria or methods of administration that
major life activities,has a record of such an impairment or is discriminate on the basis of disability or that perpetuate the
regarded as having sycb an impairment. discrimination of others who are subject to common administrative
•Defines"auxiliary aids and services"to include qualified interpret- eomuel"
es or other effective methods of making aurally delivered materials 4) Fscludutg or otherwise denying equal jobs or benefits to a
available to those with hearing impairments:qualified readers,taped qualified individual because of the disability of a person with whom
tert or other dfeaive rietiiods of trialdn<visual materials available to
the qualified individual is known to have a relationship or associa-
those with visual impairments:acquisition or modification of equip- tion(suds as a disabled spouse).
went or devices,and other similar servion and actions. 5)Failing to matte"reasonable accommodations"to the known
Physical or mental limitations of a qualified applicant or emptom
'ms
Title 1: Employment Discrimination s the employer can demonstrate that tie accommodations
would impose an'undue hardship"on its operations.
•Discrimination prohibitions.Beginning two years after en- 6) Denying fob opportunities to a qualified applicant or am.
actment,prohibits a covered entity(defined as an employer, ployee based on the treed to make reasonable accommodation to the
employment agency,labor organization or joint labor-management person's physical or mental impairment
eomminee)from discriminating against a qualified individual with 7) Usig qualification wards, employment tats or other
a disabilityPP P ng.advancing. selection criteria that tend to screen out an individual with a
in job application d d roorging ems Kiri disability or a class of individuals with disabilities unless the tests or
training,compensating and discharging employees,and in other other selection criteria ashown to be job-related for the position
terms,conditions and privileges of employment re in question and are"consistent with business necessity:"
e Coverage.Defines"qualified individual with a disability as a 8)Failing to select and administer employment tests so that the
person with•disability who,with or without reasonable accommo- test results accurately reflect the skills,aptitude or other factors the
dation,can perform the essential functions of the job that such tests purport to measure of individuals with a disability that im-
individual holds or desires.Requires that consideration be given to pairs sensory,manual or speaking skills(unless those are the skills
the emplover's judgment in determining which functions of ab to be measured).
are essential and that,if an employer has written a job description a Defies"reasonable accommodation".to include making existing
before advertising or interviewing applicants,that such description facilities used by employees readily accessible to and usable by
be considered evidence of the essential functions of the job. individuals with disabilities,job-restructuring,part-time or modi-
ft •Exclusions.Specifically excludes from that definition any fied work schedules,reassignment to a vacant position,acquisition
employee or applicant kho currend) uses iliegal drugs,when the or modification of equipment or devices,appropriate adjustment or
employer acts on the basis of such use.Not excluded are people modification of examinations,training materials or policies.the
provision of qualified readers or interpreters.and similar accommu.�
By Julie Rovner dations.
CO 1ULY ?f. 1990 2437
ATTACHMENT . 16
ok their report their intent that the above provision requires that 911 Response time would have to be comparable only to the extent
telephone emergency services be made available to those with praeti.able.
speech or hearing impairments.) Requires the secretary of Transportation to promulgate within .
e Enforcement.Provides that the remedies,procedures and one Year of enactment final parstransit regulstiooe Such regula-
rights set forth in Section 505 of the Rehabilitation Act of 1973 tions world have to require the following:
(primarily the right tri obtain a court or administrative orde.•against a That paratnansit be available to arq-eoe with a physical or
the discriminatory beirvior and to have attorneys'fees paid)shall menta impairment(including a vWm bn&sirmemt)who is enable
be the remedies,procedures and rights Tick 11 provides to any to board ride or exit any vehicle on the system that is readily
person alleging discrimination on the basis d disability in the aaoeasibk to and usable by individuals with disabilities;to anyone
provision*(public services. who.with the assistance of a wheelchair hiiB,is able to ride an the
o Reculations.Requires the attorney general to promulgate regular fixed-route system,but who wishes to tin en a route st a
regulations within one year to implement the requirements d time when so vehicle with a hitt is available:and to attyooe with a
Subtl�Je A of Title II.with the eseeptioos of matters in the Secretary boardingdWbwhose condition from
disembarkbW eata him 1 her hem t-weft to a
of Trauspoetationlr scope-Requires the regulations to include route��� would he ben to�.
standards appHmbk to facilities and vehicles covered by Subtitle A. avallabletoone person a000mpsayine the person vuh the me"ity
other than fad4tias,stations,nal passenger ears and vehicles and to more than one petsea if space were awIIsbie and would not -
cov'et'ed by Subtitle IL result in the death of service to individuals wkb disabilidw
o Eftocdve date.kept for the requirement regarding reguls- o Tbat)d the public ea ft ren denominate that tho prvvisim e(
tions.above„provides that praisiorn of Subtitle A of Tule 11 are such parsteartsit services would impose an tmdue furan id burden
effective beginning 18 months after the date d enactment on the public transit entity.k would be required to provide such
services only to the extent that doing so would not impose ouch a
Subtitle B: Public Transportation burden.However.the secretary ins1'establish cirurmstawat in '
Provided.by Public Entities �would � ft'eto�"de gen°"beyond
be required.
Part L•Public transportation other than by aireraN eons- Stipulates that the language not be construed to prevent a
muter tall,or Amtrak. public entity from providing parstrandt or other special uanaporta-
e Defraltions.Defines"demand responsive s5%tem"as any"s- taco aetrvioes at a greater kvei than the ADA requires,or to peraohs
tem of providing designated public transportation that is mot a fixed other than those with disabilities.
route.Defines"designated public transportation"as transportation o Demand-responsive systems.Provides that new vehicles
(other than public school transportation)by bus,trail or other purchased or leased more than 30 days after enactment by public
eoeveyance(other than by aircraft or commuter or intercity rail) entities that operate demand4e6ponsive systems(in which a person
that provides the public with general or special sepia(including has to request transportation before any service is nmdered)mast
charter service)on a regular and continuing basis.jAkersh are be readily aeeassible to and usable by disabled individuak kclud-
covered by the Air-Carrier Access Act Intercity rail transportation nag thaw who use w}hedduim unless the cuff can demonstrate
R is covered in Part M below.]Defines"fixed route system"as a that las thytrtenh provides service b individuals with disabilities
system in which a vehicle is operated along a prescribed rotate equivalent to that provided to the public.
according to a fired schedule.Stipulates that the wad'operates" o Temporary relief/lIfts.Permits the secretary of Transports-
includes operation of a system be a person under contract or other tion temporarily to relieve public entities of the obligation to
arrangement or relationship with a public entity. purchase new buses accessible to the disabled if the entity demon-
0 New vehicles.Provides that beginning 30 days after enact- strata that buses with lifts are unavailable and that further delay in
ment.all new fixed-route buses.rapid•or light-rail vehicles or other purchasing new buses would significantly impair transportation
vehicles purchased or leased or solicited for public transportation services
must be"readily accessible to and usable by"individuals with o New facilities.Requires that new facilities to provide desig-
disabilities.including those who use wheelchairs. nated public transportation services be readily accemlAe to and
e Used vehleles.Provides that beginning 30 days after enact- usable by those with disabilities.including those who use id ieel-
ment.public entities purchasing or leasing used vehicles for public chairs.
transportation must make-demonstrated good-faith efforts"to a Alterations of existing facilities.Provides that faalities or
purchase vehicles that are readily accessible to and usable by any pan thereof used for public transportstioo.that are altered by.
disabled individuals,including those who use wheelchairs. on behalf of.at for the use of a public entity in a manner that
e Remanufactured vehicles.Provides that beginning 30 days affeets or could affect their usability matt.to the maftmum extent
after enactment if a public entity remanufactures a vehicle or feasible,be made readily accessible to and uuabk by those with
purchases or leases a remanufactured vehicle for public transports- disabilities,including those who use wheelchairs.
tan so as to extend its usable life for five years or more,that a Hey stations.Requires that all stations in intercity rail
vehicle,to the maximum extent feast-ble,must be readily accessible systems and"key stations"in rapid-rail and light-rail systems be
to and usable by disabled individuals,including time who use readily accessible to and usable by time with disabilities,including
wheelchairs. those who use wheelchairs,"as soon as practicable."What consti-
e Historic vehicles.Provides an exception for historic vehicles tutes"key stations"is to be determined by the secretary of
used solely on segments of a fixed-route system included on the Transportation by regulation.Key stations would generally be
National Register of Historic Places if making such a vehicle required to be accessible within three years after enactment,but the
accessible would"significantly alter the historic character of such secretary would be permitted to extend that up to 30 years for
vehicle"In that case,only modifications that do not significantly stations that require"extraordinarily expensive structural changes"
alter the historic character of the vehicle would be required. or replacement as long as two-thirds of such stations are accessible
48 Paratransit.Provides that if a public entity operates a fixed- in 20 years.Public entities would have to develop and submit to the
route public transportation system(other than a system providing secretary plans to achieve necessary changes.
commuter btu service only).it must also provide paratransit or other •Non-key stations.Generally requires that.when viewed in
special transportation services to indi,6iduals with disabilities,includ- their entirety,public transportation systems be readily accessible to
e ing those using wheelchairs,who otherwise cannot use feed-route and usable by individuals with disabilities.Except for key stations.
systems.(Parefransit i transportation for those unable to board.ride. however,public entities shall be neither required to altar existing
or exit from regular bases.Such service mould have to provide a level facilities to make them accessible—unless alterations are otherwise
of services comparable to that of the fixed-route s%sterr..] planned—not required to provide access to indmduals in wheel-
CQ JUL) 'S. 1910 — 2439
ATTACHMENT 16
tun "It ntiunu
!Deems discriminatory: provided to persons without disabilities-
1)Direct discrimination against an individual or class of individ- •Health or safety.Stipulates that nothing in the act requires
.usl on the basis of disability or through contractualt licensing or an entity to permit an individual to participate is a benefit from
other arrangements(although coves entities are only liable in the goods.services,facilities.privileges.advantages and a000maasu-
contractual arranger�i mts for discrimination against the entity's daticas of that entity If On individual would pore a direct threat to
own customers and ciients and not the coutrattot'a customers and the health or safety of others.Direct threat is defined as posing--a
clients). significant risk to the hashth or safety of others that cannot be ,
Z)providing opportunities not equal to those afforded other. ehimmated by a modification of policies pre tioes,or procedures or
individuals. by the provisions of auxiliary aids or services."
3)Providing a good,service.facility.privilege,advantage or •New constracthon.Deem discrimlaatcry the failure to design
a000mmodatim that is different or septate from that provided to or eonsdru t facilities for fart oecrupanq hats than 30 months
Other IsW%Wuah,tmless such action is aeomaary to provide an "Owing the data of mattmart that are oat tawny accessible to
oppoettmhq as affective as that provided to othersand triable by W vi knb with dissbilitiw accept where an entity
•o Raquires that goods,facUbles.privileges,advantages.socommo can demonstrate that It is structurally Impracticable to meat lLbe
dations and services be provided in the most integrated setting nquiamknts of standards aft taut In aguldioas to put the act.
appropriate to the seeds et the IradividlraL Into affect.
e Notwithstanding the existence*(separate or di(ferwt prog*arns o Al"nukolsi of existing facilities.Requires that altfrations
or activities,requires that individual with disabilities act be denied to a facility or say prat of k OU rile maximum extant hasibk"
the opportunity to participate In programs or activities not separate render the facility ree ft accessible to and usable by individual
or diflarent. with disabilities.hxiuding those who an wbeddetrs.Where an
•Forbids the use,directly or through contacts or other arange- entity is altering an arm of Use facility eontaiciag a primary
meats.of standards or criteria or methods of adrminls rid=that function.such as the ticket counter of a bus terminal,it rsquias
discriminate oq the basis'af disability at that perpetuate the the entity to make the alterations so that to the marumam extant
discrimination of ethers who as subject to common administrative feasible,the path of travel to the altered area and the bathrooms.
control. telephones and drinking fosmtahas serving the remodeled area are
e Also defines as discriminatory the exclusion or other denial of readily aaoesslble to and usable by Individuals with disabilities.The
litter requirement would not apply in cases ir>_which alterations to
equal goods.services,facilities,privilege&advantages and accom- the paths of travel weft disproportioeete to the overall alterations
modations or other opportunities to an individual or entity because in terns of cost and scope(as determined under criteria established
Of the known disability of an individual with whom the individual or by the attorney general).
entity is kraowrn to have a relationship or association. !Elevators.Specifies that the bill does not generally require
a Specific prohibitions.Specifically defines as discriminatory. that ekvatons be Installed In faaTities of fewer than three stories or
1)Imposing or applying eligibility criteria that screen out or less than UM square feet per story.Elevators,bowever.would be
teed to screen out an Individual with a disability at any class of required in buildings to be tired as shopping centers,shopping mall
individual with disabilities from full and equal enjoyment of goods. or as professional offices of health-care providers.The attorney
services,facilities,privileges,advantages and accommodations.un-.. genal also may determine that elevetots are seeded in otherwise
less such criteria can be shown w be necessary for the provision of excluded buildings based on the type and amount ofusage the
the goods.services,facilities.privileges.advantages and accommo- facility recehwv
dations, •Privately owned public transportation systems.Gener•
2)Farling to make reasonable modifications in policies,practices
or procedures when such modifications are necessary to afford such ally bars discrimination on the basis of disability in the full and
goods,services.facilities.privileges,advantages and accommoda. equal enjoyment of public transportation services provided by
tions to individuals with disabilities,unless the entity can demon. private entities primarily engaged in the business of tarsporting
state that making such modifications would fundamentally alter people(except by air}and whose operations affect oommerce-
the nsture of the goods,services,facilities,privileges,advantages !Deems discriminatory imposing or applying eligibility criteria
and accommodations, that screen or tad to screen out individuals with disabilities or,
3)Failing to take"such steps as may be necessary"to ensure classes of individual with disabilities from-fully enjoying"the
that no individual with a disability is excluded,denied services. public transportation services,or failing to snake reasonable
segregated or otherwise treated differently because of the absence of modifications.provide auxiliary aids and services or remove barriers
suxr7iary aids and services,unless the entity an demonstrate that as required above in Tick III(unless such criteria an be shown to
taking such steps would fundamentally alter the nature of the good, be necessary for the provision of the sirvices being offered).
service,fatality,privilege.advantage or accommodation being of. Beginning 30 days following enaetsoenU also deems ducrimina.
fered or would result in an undue burden, tory the purchase or lease of a new vehicle(other than an automo-
i)Farling to remove architectural and communication barriers bila a van with a seating capacity of less than eight passengers or an
that are structural in nature in existing facilities and transportation aver-the-rad bus)that is not readily aocesslik to and usable by
barriers in existing vehicles and ail passenger ars used by an individuals with disabilities(including those who use wheeelehairs).
establishment for transporting individuals(not including barriers For vehicles used in demand-responsive systems,new vehicles
that an be removed only through the retrofitting of vehicles or rail need not be readily accessible to and usable by individuals with
passenger ars by the installation of a hydraulic or other lift),where disabilities if the entity can demonstrate that the overall system
such removal is readily achievable, provides a level of semice to people with disabilities equivalent to
S)In cases in which an entity can demonstrate that such barrier that given to the public.
removal is not readily achievable,failing to provide alternative Similarly,beginning 30 days following enactment,vans that seat
methods if such methods are readily achievable. less than eight passengers must be fully accessible unless the entity
!Transportation.Beginning 30 days after enactment,defines can demonstrate that the system for which the van is being
as discriminatory the failure of a private entity that protides public purchased or kased,when viewed in its entirety,provides a level of
transportation,but not as a primary business activity(such as a service to people with disabilities equivalent to that provided to
hotel that operates an airport shuttle),to purchase or lease new those without disabilities.
vehicles with a seating capacity of more than 16 passengers that are a Rail cars.Beginning 30 days following enactment,deems
not fully accessible to those with disabilities,including those who discriminatory the purchase or lease of a new rail passenger car that
use wheelchairs.Such an entity may purchase or lease inaccessible ir.not readily accessible to and usable by individuals with disabil.
vehicles,however,if its overall transportation system provides a ities,including those who use wheelchairs.Also requires the re,
level of sentice to individuals with disabilities equivalent to that manufacture of such a car that would extend its usable life by 10
CQ JULY 36. 1990 — 2411
ATTACHMENT 16
FOR THE REGORO
viers.the requirements of the title&hail become effective 18 months ing a violation by a ruts)order within 184 slays after the complaint is
after the date of enactment, filed-
•Delay in civil actions for small business.Except for d Closed-captioning of public service announcements.
actions aerated to the section concerning new construction sad Requires that television public service Announcements funded in
str-Kuval alterations of facilities,precludes civil actions against whole or part by the federal government be closed-captioned for the
certain small businesses for a certain period of time
bear
For businesses that employ 25 or fewer employees and have -�
gross receipts of$l million or kris,c v9 suits would not be permitted Title Y: Miscellaneous
acts or omissions occurring for six months following the effective
date- •Congressional coverage—•Senate.Reawirms the Senate's
For businesses that employ_10 or fewer employees and have commitment to Rule XIA.which bars discrimination in employ.
gross fteelpts of$500.000 or leas,cv0 suits would be barred for acts meat on the basis of-ram color.religion.am national origK age„
or
owhisionst occurring up to ow On their conferees noted that extended time period following the effective date. or stagily mos ,'sights and pvtoctiomi provk1od
'kip small businesses additional time to learn the requirements of puratant to the ADA,the Civil Rkbts Act of 1990(S 2104L the
the ADA said to cams into compliance with the Act before they will Civil Rights Act of 1954.the Age Discrimination in Emp&Wmeot
be subject to a drnl action.The oenfevees fully expect that buss- Act of 1967 and the Rebabilit stion Act of 1973 shall appy to
am"w7I,however.make good-faith efforu to comply with the Act *mployeee of the Staaate.Provides,howevet that dab=of firsrtWa
during this additional pbase.in period.") nation be 6rvestigated sad atljudicsted exdutdv*by the Select
Committee ao Ed"or other entity the Senate may designate.
Tale IV: Telecommunications Relays u.aarrmt4dutbe=wag ptectice -
•Deflaltiattu.Defines TDD as a Telecommunications Device for d=W be the same as than available to others Larder the ares
the Deaf.w machine that employs graphic communication is the named above.Provides that the Arrbitaid of the Capitol esubu&
transmission of coded signals through a wire or radio eommunica- remedies and procedures for matters not related to employment
tion system. (primarily public aceommodatiomiL Sucb remedies wad proombares
shall be effective on their approval by the Senate Committee ou
o Wines'Tekoommunications Relay Services"as telephone Rules and Administration.
transmission services that permit an individual who has a bearing or •Congressional coverage—(louse.Provides that em
speech impairment to communicate by wire or radio with a hearing ploy'
individual in a manner functionally equivalent to that of someone tanent protection provided under the act be available to employees
without an impairment, of the House of Representatives or any employing authority c(the
House and that complaints be handled by the Fair Employment
a Services required.Amends the Communications Act of I934 Practices Board as approved in H Res 15 of the 1014 Congress.
to require the Federal Communications Comm-anion(FCC)to Provides that the Architect of the Capitol establish remedies and
ensure that interstate and intrastate telecommunications relay procedures for matters riot related to employment(primar%V public
services we avatlsibk,"to the extent possible and in the most *000mmodationi).Such remedies and procedures shall be effective
efficient manner"to hearing•and speech-impaired individuals on their approval by the Speaker of the House.after consultation
*For purposes of administering and enforcing provisions of Title with the'louse Office Building Commission.
IV.grants the FCC the name authority,power and functions with Congressional coverage—Instrumentalities of Con-
respect to common carriers engaged in intrastate communications press.Provides that the ADA applies to each instrumentality of
as it has for common carriers engaged in interstate communications. Congress.insuumentalities include the Architect of the Capitol,*Requires each common-carrier providing telephone voice trans- Congressional Budget Office,General Accounting Office,Covera-'
mission services to provide telecommunications relay services ment Printing Office.Lbruy of Congress,Office of Tedmology
within the area in which it offers service.Such services must be Assessment and U.S.Botanic Garden.Requires the chief official of
provided either individually,through designees,through a competi. each instrumentality to establish remedies and procedures(to be
lively selected vendor or with other carriers within three years after applied exclusively)to carry out the purposes of the ADA and to
enactment report to Congress describing the remedies and procedures.Supu-
w Regulations.Requires the FCC.within one year of enactment, fates that nothing in the act alter enforcement procedures for
to prescribe regulations to implement the requirement,including individuals with disabilities provided in the Genteel Accounting
establishing functional requirements,guidelines and operations Office Personnel Act of 2980 and regulations stemming from that
procedures and minimum standards,and requiring that web relay act
services operate continuously.The regulations must also require . •Rebabilitation Act of 1973.Stipulates that"except as
that users of telecommunications relay services pay rates no greater otherwise provided"nothing in the act shall be construed to reduce
than those paid for functionally equivalent voice communication the scope of coverage or apply a lesser standard than provided
services with respect to such factors as duration of the call,time of under Title V of the Rehabilitation Act of 1973 or federal regula-
day,and distance from the point of origin to the point of termina- tions issued pursuant to that tide.
tion.Regulations must also prohibit relay operators from refusing *Other laves.Stipulates that nothing in the act shalt be con-
calls or limiting length of calls that use telecommunications relay strued to invalidate or limit the remedies,rights and procedures of
services,prohibit relay operators from disclosing the content of any any other federal,state or local law that provides greater or equal
relayed conversation and from keeping records of any such con-
versation beyond the duration of the call,and prohibit relay protection for the rights of individuals with disabilities than chose
afforded under the act
operators from intentionally altering a relayed conversation. Hoes not,however,prevent the prohibition or imposition of
The regulations must also encourage the use of existing technol• restrictions on smoking in places of employment covrred by Title 1,
ogy and not discourage or impair the development of improved in transportation covered by Title 11 or in places of public accom-
technology,
modation covered by Tide III.
•Separation of costs.Requires the FCC to issue regulations •Insurance and employee benefits.Stipulates that Titles I
governing the jurisdictional separation of costs of such sen-ices, through IV do not prohibit or restrict insurers or other organiza-
generalty providing that the cos Ls of interstate telecommunications
f relay services be coliect.ed from interstate jurisdiction and tntrastalt tion[ from normal t the titles underwriting, practices preY.Mnpers n1 nolo stats a a'.
telecommunications relay services be collected from intrastate juris. Also stipulates that ng. titles ri not prevent persons or organize
- tions from establishi»g,sponsoring,observin€or administering bona
diction. fide benefit plans,as long as such plans or insurance are not used to
•Enforcement.Requires the FCC to resole a complaint alleg- , evade the purposes of Titles 1,11 or Ill.
CQ JULl 26. BIW — 2443
ATTACHMENT 16
ADMINISTRATIVE BULLETIN.
SUBJECT: Procedures for Compliance with Title I of the
Americans With Disabilities Act
Title I of the Americans with Disabilities Act (ADA) makes
employment discrimination against qualified individuals with a
disability unlawful. The ADA prohibits discrimination in training,
promotion, retention' and other aspects of employment and requires
employers to provide reasonable accommodation to qualified disabled
employees and applicants for employment.
I. Purpose.
This bulletin sets forth, procedures to be followed by Contra
Costa County departments: (1) for determining whether an
employee or applicant for employment is a 'qualified
Individual with a disability" , and (2) if so, for processing
requests from such individual for reasonable accommodation.
(As used herein, `department" includes special districts
governed by the Board of Supervisors. )
II . Definitions .
A. An "individual with a disability" is a person who
has a physical or mental impairment that
substantially limits one or more major life
activities, has a record of such an impairment or
is regarded as having such an impairment.
B. A "qualified individual with a disability" is a person
with a disability who, with or without reasonable
accommodations, can perform the essential functions of
the position that the individual holds or desires. The
employee must also meet the minimum qualification(s) of
the job class .
C. "Reasonable accommodation" may include making existing
facilities used by ,employees readily accessible to and
usable by individuals with disabilities; job-
restructuring; part-time or modified work schedules;
reassignment to a vacant position; acquisition or
modification of equipment or devices; appropriate
adjustment or modification of examinations , training
materials or policies; the provision of qualified readers
or interpreters; or similar modifications to the
application or examination procedures, job duties, or
working conditions .
D. "Undue hardship" is a basis for denying a request for
reasonable accommodation. Factors to be considered in
deterr-�,in ing v.hether a specific accommodation would impose
an undue hardship including:
ATTACHMENT 17
1 . The nature and cost of the accommodation needed.
2. The overall financial resources of the facility or
facilities involved in the accommodation; the
number of people employed at the facility; and the
effect of expenses and resources or other impact of
the accommodation on the facility's operation.
3. The overall financial resources of the covered
entity and its size, including the number of
employees, type and location and number of its
facilities.
4 . The type of operation or operations of the covered
entity, including the composition, structure and
functions of its work force, geographic
separateness, and administrative or fiscal
relationship of the facility or facilities to the
covered entity.
E. "Essential functions" are the job duties that an
employee must be able to perform, with or without
reasonable accommodation.
1. Factors to consider in determining if a function is
essential include:
a) Whether the reason the position exists is to
perform that function;
b) The number of other employees available to
perform the function or among whom the
performance of the function can be
distributed; and
C) The degree of expertise or skill required to
perform the function.
2 . Other factors to be considered include:
a) The actual work experience of present or past
employees in the job;
b) The time spent performing a function;
C) The consequences of not requiring that an
employee perform a function; and
d) The terms of a collective bargaining
agreement.
F. The County Administration or designee (Affirmative Action
officer) is responsible for the development, coordination
and implementation of the County's American's With
Disabilities Act requirements.
2
ATTACHMENT 17
III . Limitations.
A. The term qualified individual with a disability does not
include individuals currently engaging in the illegal use
of drugs.
B. Disability does not include:
1. Transvestism, transsexualism, pedophilia,
exhibitionism, voyeurism, gender identity disorders
not resulting from physical impairments, or other
sexual behavior disorders;
2. Compulsive gambling, kleptomania, or pyromania; or
psychoactive substance use disorders resulting from
current illegal use of drugs.
3. Homosexuality and bisexuality.
IV. Procedures for Responding to Requests for Reasonable
. Accommodation from Employment Applicants.
A. When a qualified disabled applicant requests reasonable
accommodation for any part of the application process,
the Personnel Department staff shall ask the applicant
what type of . accommodation he or she needs, and when
appropriate, confer with the applicant about other
'possible types of accommodation.
B. In the event the Personnel 'Department believes that
accommodation cannot be provided, the written request
shall be referred to the County Administrator. The
County Administrator will review the written request and
determine if accommodation can be provided, and if so,
what accommodation shall be provided. The County
Administrator will document the accommodation provided or
why it was not able to be provided. ,
C. The Personnel Department shall retain all requests for
accommodation and provide a copy to the County's
Affirmative Action officer. A written record shall be
made of the actions taken as a result of the request and
a copy provided to the Affirmative Action Officer and
applicant.
V. Requests for Reasonable Accommodation from Employees .
A. Department Heads are responsible for providing reasonable
accommodations to qualified disabled employees in their
departments and accommodating referrals from the other
departments . Transfers will be subject to the same
requirements as other transferees. A physician ' s report
3
ATTACHMENT 17
maybe requested that confirms the employee's ability to
perform the essential functions of the job, and what, if
any accommodations is required.
B. An employee with a disability may make a request for
reasonable accommodation to his, or her supervisor or
designee.
C. The supervisor or designee shall submit the request to
the department head or person designated by the
department head to receive such requests and the
department shall provide a copy to Department Affirmative
Action Coordinator.
D. The department head or designee shall:
I On the form provided for that purpose, request that
the employee Identify the type of disability, why
an accommodation is necessary, and what type of
accommodation the employee recommends.
2. Discuss the need for accommodation and the
employee's proposed accommodation. If the
department and employee reach agreement, provide
the agreed upon reasonable accommodation.
E. If, after discussion, the department is not satisfied
that accommodation is needed, it shall request that the
employee's physician report on the employee's ability•to
perform the essential functions of the job, and what
accommodation is required.
F. If not satisfied by the report of the employee's
physician, the department shall refer the employee's
physician's report to the County's physician for review.
The County physician may also examine the employee to
determine whether the employee can perform the essential
functions of the job with or without the requested
reasonable accommodation. Outside specialist may be
required to assist the County physician.
G. If the County's physician determines the employee can
perform the essential functions of the job with or
without the reasonable accommodation, the physician will
so inform the department in writing and report to the
department what, if any, accommodation is required. The
employee must serve the required probationary period for
the job class; even if they are transferred to a
department in the same job class. If the employee fails
the probationary period due to performance, no further
accommodations is required.
4
ATTACHMENT 37
1 . If the department and employee agree with the
conclusions of county physician, the department
shall either:
a) implement the recommendations of the physician;
b) implement the recommendations of the physician
as modi.Zied by agreement with the employee.,
2 . If employee and department cannot agree on the
accommodation to be provided or if the recommended
accommodation would cause an undue hardship,
proceed with the procedures set forth in subsection
I.
H. If the County's physician determines the employee cannot
perform the essential functions of the job with
reasonable accommodation, the physician shall report in
writing to the department containing a statement of the
reasons for the determination including a statement of
which functions the employee cannot perform, and why.
I. The Department Head or designee, after reviewing the
County physician's report, will:
1 . Make the accommodation recommended; or
2 . Request that the Department Affirmative Action
Coordinator and Personnel officer or Administrative
Services Officer assist in providing a reasonable
accommodation; and
3 . Discuss with the Personnel Department actions taken
and review the Personnel Management Regulations and
any applicable memoranda of understanding; and
4 . Determine what, if any, accommodation can be made
to an employee, and if none can be made, or if the
employee does not agree to the accommodation, why
the accommodation requested by the employee is
either not a reasonable accommodation or would
cause the County an undue hardship. All denials
of requests for reasonable accommodation shall be
sent to the Affirmative Action Officer
J. The Affirmative Action Officer will review the
determination that an accommodation is not required, is
not sufficient to allow the employee to perform the
essential functions of the job, or would cause an undue
hardship. After the review, the Affirmative Action
officer will make recommendations in writing to the
department.
5
ATTACHMENT 17
K. The supervisor or designee will advise the employee that
an accommodation cannot be made along with a written
explanation of why the accommodation cannot be made.
L. Doecumentatio:,,i (attached) requesting reasonable
accommodations and employees provided or denied
reasonable accommodations will be maintained by the
Affirmative Action officer.
VI. Appeal Procedure.
A. Applicants and employees not provided with a reasonable
accommodation(s) for industrial and non-industrial
requests may:
1. Request assistance from the Affirmative Action
Officer.
2 . File a discrimination complaint with the
Affirmative Action officer.
3 . File a discrimination complaint directly with the
Merit Board.
B. Complaints filed with the Affirmative Action Officer will
be handled like other discrimination complaints.
C. Complaints filed with the Merit Board will be handled
pursuant to the Personnel Management Regulations.
Phil Batchelor
County Administrator
Attachment: Form 1A
A:\ADABULL2
6
ATTACHMENT 17
EVALUATION FORM
Date of Evaluation:
Referred By:
Personnel Data:
1. Employees Name:
2. Employees Job Class:
3. Employees Position Number:
Employee Data
1. Department: Telephone:
Address: City: Zip:
2. Home Address: Telephone:
City: Zip:
3. Supervisor: Telephone:
4. Date of Birth:
5. Age:
Medical Diagnoses:
Reasonable Accommodations Requested by Employee:
FORM 1A
ATTACHMENT I'
Reasonable Accommodations Requested by Department: Page 2:
Reasonable Accommodations Not Provided Because:
Reasonable Accommodations Provided:
Projected Assistive Technology Needs:
Communication: a system to record messages;write notes;write documents/papers; a system
to augment spoken communication; accommodations in telephone access or other tele-com.-
munication access?
ATTACHMENT 17
Page 3.
Environmental Control:does the employee need to operate lights; a radio; a telephone;open/close
the door;
Computer Access:what are the employees current computer needs such as,word processing;
spreadsheet;database;graphics; coinputer aided design(CAD);communication software;
accounting software;etc.?
1. What method of access is preferred?
hardware-based
software-based
voice activated
Workstation Accommodations:
1. What equipment will the employee need to use or operate with their environment:
calculator paper folder
computer tape recorder
copier telephone
dictaphone typewriter
fax
file cabinet
letter opener
paper cutter
2. Does the employee need to lift,carry, or move material/equipment? If yes,specify:
Wheelchair accessibility
Seating for an Ambulatory Employee
Workstation
Lighting
Computers
Telephone Access
ATTACHMENT 17
Page 4
Other Technology:
Assistive,Technology Integration and Support
1. Does the employee have a support system for technology application?
2. Does the proposed technology interface with the clients's current technology?.
3. Does the proposed technoldgy interface with the work place technology?
4. Are all of the technologies required by the client compatible?
Impressions/Comments:
Recommendation(s) by Department:
Recommendation(s) by County Affirmative Action Officer:
A-ADAPOP-M
ATTACHMENT 17
C ONTRA C O S TA C OUNT Y
JULY - DECEMBER Page 3-
COUNTY
COUNTY NO CONTRACT LOCAL CONTRACT PERCENT
DEPARTMENTS # ($) # ($)
County Administrator 115 $337,247 28 $ 6,128 1.81
Agriculture 25 11,973 10 21714 22.67
Animal Services 43 57,986 9 .21,836 37.65
Assessor 26 27,122 6 5,515 26. 11
Auditor 26 17,387 5 2,301 13.23
Clerk Recorder 58 549,064 9 439,227 79.99
Community Services 52 160,971 23 37,081 23.03
Administration
Cooperative Extension 6 1,757 0 0 0
Services
County Counsel 13 9,223 3 624 6 .77
Municipal Court 64 119,554 24 25,843 21.61
District Attorney 60 92,634 20 9,165. 9.89
FIRE DISTRICTS
Contra Costa County 88 117,472 43 36,171 30.79
West 14 25,497 6 3,069 12.03
Moraga 25 9,965 8 1,539 15.44
Orinda 25 11,372 13 6,167 54.23
Riverview 47 85, 115 20 11,563 13.58
HEALTH SERVICES
Medical 767 3,034,043 216 620,9.13 20.46
Public Health 207 473,058 43 59,823 12.64
TOTAL 974 3,5071101 259 680,736 32
Library 57 1341425 9 4,612 3.43
Private Industry Council 18 9,772 9 4,687 47.96
A:\SUPLTRPT
ATTACHMENT 18
CONTRA COSTA COL.JNTY
DECEMBER Pages 2
S UP P L I E S REPORT
COUNTY NO CONTRACT LOCAL CONTRACT PERCENT
DEPARTMENTS # (#) # ($)
Personnel 26 27,653 14 9,523 34.43
Community Development 44 71,360 15 44,291 62.06
Probation 118 296,491 29 31,365 10.57
Public Defender 23 23,718 11 4,464 18.82
Public Works 104 110,809 47 41,555 37.50
Retirement 7 2,108 2 367 17.43
Sheriff 239 1,402,022 72 253;982 18.11
Social Services 76 256,181 24 25,215 9.84
Superior Court 33 74,720 9 23,995 32.11
Treasurer/Tax Collector 19 30,940 5 2,939 9.49
Veterans Service 3 1,185 1 181 15.28
Merit Board 2 759 0 0 0
General Services 157 649,558 64 472,151 72.68
GRAND TOTAL 2,587 $8,227,158 797 ;2,209,022 26.85
A:\BUYLSRPT
ATTACHMENT 18
Contra Costa county
Purchasing Contracts
Requirements
I. Policy
A. The County Board of Supervisors has adopted a program
to help develop and support Minority Business
..Enterprises (MBEs) and Women Business Enterprises
(WBEs) by providing opportunities for participation in
the performance of County financed purchasing
contracts.
B. This program applies to all purchasing contracts for
good and supplies. The exceptions are contracts that
are emergencies as defined by Public Code Section 20134
and Ordnance Code Section 1108-2.206 (c) are exempt..
Purchasing, contracts include all procurements the
Purchasing Agent is authorized to make.
C. Where contracts are financed in whole or in part with
Federal or State funds and the grant, loan or other
financing device contains MBE/WBE program requirements,
the County will ' where permitted by he grantor and not
otherwise required by law, seek to achieve whichever
MBE/WBE goals are highest.
D. This program shall apply to purchasing contracts
including term purchase contracts exceeding $10,000,
except those contracts which are determined to be sole
source by the County Purchasing Agent and reviewed by
the Affirmative Action officer (hereinafter referred to
as the Contract Compliance officer) and the County
Administrator.
E. The County Administrator is responsible for the program
to ensure that ' appropriate action(s) are taken.
Implementation of the program will be delegated by the
Administrator to the Contract Compliance Officer who
shall develop, administer, and monitor and prepare such
procedures and contract provisions and reports as are
required to implement this program.
Goals
A. To implement this program, the following goals shall be
used. The percentage is based on the total purchasing
contract dollars awarded each fiscal year on a
department and contract basis.
B. The goal of 11% MBE and 10% WBE shall be used for
ATTACHMENT 19
purchasing contracts.
C. The total dollar value of a contract with a certified
MBE/WBE business is counted toward either the minority
or the women goal, but not toward both goals with one
exception. Minority women are counted toward both the
minority and women goals.
III. Solicitations
A. The Purchasing Agent and all other departments and
special districts with direct contracting authority
will be responsible for contacting at least one
certified MBE and at least one certified WBE on each
bid solicitation or 50% of the solicitations must be to
a certified MBE and WBE.
B. A record of the solicitations for each bid must be
maintained. For any procurement for which there are
not MBE/WBE vendors, the Purchasing Agent or
departments and special districts shall immediately
notify the Affirmative Action Office for assistance.
IV. Award of Purchasing Contracts
A. when a purchasing contract is to be awarded, it shall
be awarded in accordance with the Public Contract Code
and/or other applicable County and State requirements.
V. Reporting
A. The Purchasing Reports shall be prepared by the
Purchasing Agent or other department and special
districts. The reports shall include the following:
1. Number and dollar value of total purchasing
contracts awarded;
2. Number, dollar value and percentage of award of
the total purchasing contracts to MBEs and WBEs;
3. Reason MBEs/WBEs were not awarded a contract.
B. The Contract Compliance Officer shall submit a report
to the Board of Supervisors. The report shall include
the total number of purchasing contracts by Department
and the number and dollar value of all contracts
including those contracts given to Minority and Women
Business Enterprises.
VI . MBE/WBE Standards
A. Certifying Agencies
ATTACHMENT 19
1. MBEs and WBEs must be certified by one of the
following acceptable agencies:
a. City of Oakland, Office of Public Works,
Oakland, (510) 238-3970;
b. Contra Costa County, Affirmative Action
Office, Martinez (510) 646-4106;
C. Port of Oakland, Contract Compliance Office,
Oakland (510) 272-1316 or 272-1390;
d. Los Angeles Transportation Commission, Los
Angeles (213) 623-1194;
e. San Francisco Human Rights Commission, San
Francisco (only the Certification list, not
the Registry) (415) 252-2513 or 242-2514;
f. San Francisco Redevelopment Agency, San
Francisco (415) 749-2400;
9- Regional Transit Association, Oakland (510)
464-7727 ;
h. Small Business Administration, Section 8(a)
San Francisco (415) 744-6429.
2 Each of these agencies may be contacted and used
as a reference to identify eligible minority and
women vendors that meet the County' s MBE/WBE
Program Criteria.
B. Certification Eligibility Standards
1. Contra Costa County will only certify those firms
meeting the County's Program Criteria (Attachment
A) .
2. ' The County's' Program Criteria sets forth the
requirements for a Minority or Woman Business
Enterprise to be eligible for certification.
3 . The term of certification is twelve months except
when the business is new (just starting) . The
length of certification for a new business is six
months.
C. Appeals
1 . Certifications denied by the Contract Compliance
officer may be appealed by the applicant. Appeals
must be sent to the County Administrator, 651 Pint:
Street , Martinez, CA 94553 . Applicants have ten
ATTACHMENT 19
working days to file an appeal with the County
Administrator after being notified by the Contract
Compliance officer that their request for
certification was denied.
2. The written appeal will'be reviewed by the County
Administrator who will render decision.
3. The decision of the County Administrator may be
appealed to the Board of Supervisors' within ten
working days after the County Administrator's
notice denying the appeal. The appeal to the
Board of Supervisors' must be submitted in writing
to the County Administrator and Clerk of the Board
of Supervisors. The decision of the Board of
Supervisors will be final.
a:purchase
ATTACHMENT 19
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Office of the County Administrator
Contra Costa County
Affirmative Action -Office
651 Pine Street, Martinez, CA 94553
510/646-4106
April 21, 1993
TO: MBE/WBE Liaisons and
Advisory Council or�,,tqu ployment Opportunity
FROM: Emma Kuevor
Affirmative Action Officer
SUBJECT: County Commodities
The County is soliciting MBE/WBE vendors in the attached
Commodity areas . Any assistance you can give to our Purchasing
Division will be greatly appreciated.
We are trying to identify Minority and Women Business Enterprises
(MBE/WBEs ) ( firms) in these areas . If you know a MBE or WBE firm
send them a copy of our "Request for Certification (Schedule A) " .
form and Standard Industrial Classification (SIC) code sheet for
Commodities.
EK: fch
Enclosures
A:\REQCCM
ATTACHMENT 21
General Services Department
02/10/93 CLASS-ITEM SUMMARY PAGE 1
PUR TYPE PURCHASES
CLASS-ITEM CODE CODE DESCRIPTION AMOUNT
---------- ---- ---- --------------------------------- ------------
015 ADDRESSING, COPYING,
015-10 Addressing Machine Supplies, 45.47
015-15 Chemicals and Supplies, Dry 63, 134.67
015-39 Paper, Chemicals, and Supplies 1,500.00
------ -----
Class 015 Total: 64,680.14
020 AGRICULTURAL EQUIPMENT,
020-04 Brush and Tree Chippers 15, 109.54
------------
Class 020 Total: 15,109.54
031 AIR CONDITIONING, HEATING, AND
031-03 Air Conditioners: Commercial, 166.46
031-05 Air Conditioners (Cooling and 93.09
031-21 Compressors, Air Conditioning: 283 .73
031-45 Filters and Filter Media, Air 27,300.73
031-57 Heaters, Electric (Baseboard 503.33
031-59 Heaters, Electric (Portable) 5,936.45
031-60 Heaters, Gas--Fired (Space 1,723.34
031-89 Thermometers and Gauges 700.59
031-96 Vent Pipes, Fittings, and8.12
--------
Class 031 Total: 36,715.84
035 AIRCRAFT AND AIRPORT,
035-92 Wind Tees and Wind Socks, 583.85
------------
Class 035 Total: 583.85
040 ANIMALS, LIVE: BEES, DOGS,
040--10 Cattle, Beef 10,000.00
------------
Class 040 Total: 10, 000.00
045 APPLIANCES AND EQUIPMENT,
045-06 Appliances, Small, Electric 1,039.03
045-18 Cleaners and Sweepers, 1,530.66
045--66 Refrigerators and Freezers 862.76
045-94 Washers and Dryers, 410.27
------------
Class 045 Total: 3 , 842 . 72
050 ART EQUIPMENT AND SUPPLIES
050-40 Drawing and Painting Supplies: 750. 00
------------
Class 050 Total: 750. 00
052 ART OBJECTS
052-72 Posters and Prints (Nat 1, 342 . 59
------------
Class 052 Total : 1, 342.59
ATTACHMENT 21
General Services Department
02/10/93 CLASS-ITEM SUMMARY PAGE 3
PUR TYPE PURCHASES
CLASS-ITEM CODE CODE DESCRIPTION AMOUNT
---------- ---- ---- --------------------------------- ------------
070 (CONTINUED) AUTOMOTIVE VEHICLES AND
070-53 Trucks (With Specialized 402.48
070-59 Trailers, Custom: Personnel, 21,999.99
070-93 Vans, Personnel (Regular and 69,618.69
------------
Class 070 Total: 367,959.10
075 AUTOMOTIVE SHOP EQUIPMENT AND
075-35 Hand Tools, Special 586.05
075-46 Lubrication Equipment: Guns, 25,297.81
075-78 Testers: Engine Analysis, 1,938.76
------------
Class 075 Total: 27,822.62
080 BADGES, EMBLEMS, NAME TAGS AND
080-10 Badges, Buttons, Emblems, and 11,693.56
080-15 Badges and Emblems, Metal: 9,673.55
080-25 Card Holders, All Types (See 22.19
080-38 Convention Badges and Name 58.46
080-44 Fasteners (For Badges, etc. ) : 163.10
080-53 Nameplates, Metal, Nonadhesive 8.66
080-75 Tags, Pet Identification 4,832.79
- -
Class 080 Total: 26,452 31
085 BAGS, BAGGING, TIES, AND
085-15 Bags, Burlap or Jute, New and 113 .50
085-30 Bags, Mail 313.93
085-45 Bags, Nylon or Polyester 2,469.45
------------
Class 085 Total: 2,896.88
095 BARBER AND BEAUTY SHOP
095-21 Barber Shop Sundries: Clipper 3 ,049.02
095-47 Brushes and Combs 1,708.51
095-53 Clippers and Parts (Hair) 1,867.96
095-56 Cosmetics, Facial and Skin: 750.00
095-59 Cosmetics, Hair Conditioning: 2,857.81
095-62 Dryers, Curling Irons, and 623.52
------------
Class 095 Total: 10,856.82
105 BEARINGS (EXCEPT WHEEL
105-18 Bearing Assemblies (Including 10, 000. 00
------------
Class 105 Total: 10, 000.00
150 BUILDER'S SUPPLIES
150-02 Adhesives, Bonding Agents and 152 . 61
ATTACHMENT 21
General Services Department
02/10/93 CLASS-ITEM SUMMARY PAGE 5
PUR TYPE PURCHASES
0 CLASS-ITEM CODE CODE DESCRIPTION AMOUNT
---------- ---- ---- --------------------------------- ------------
200 (CONTINUED) CLOTHING, APPAREL, UNIFORMS,
200-56 Shirts, Tee (T) (See 805-12 4, 105.88
200-57 Shirts, Dress and Sport Type, 283.41
200-66 Swim Suits, Men's and Women's 623.52
200-72 Uniforms, Cotton, Blends and 307.64
200-84 Wearing Apparel, Work, Men's 14,739.68
------------
Class 200 Total: 37,529.08
205 COMPUTERS AND INFORMATION
205-02 Cables, Computer, Premade: 243.56
205-09 Central Processing Unit (CPU) : 382,298.29
205-11 Central Processing Unit (CPU) : 90,808.59
205-22 Control and Monitoring Systems 28,809.81
205-24 Covers and Enclosures 162.98
205-32 Direct Access Storage Devices 478,043.62
205-36 Memory Add-on Units and Memory 2,375.49
205-37 Memory Add-on Units and Memory 887.66
205-39 Modems, Data Communications 3,344.93
205-40 Networks, Local Area (LAN) 28,935.23
205-41 Optical Character Readers and 51.23
205-47 Printers and Plotters: 129,733.06
205-49 Printers and Printer 188.19
205-56 Software, Application: 208,610.47
205-58 Software, Application: 40,000.00
205-60 Software, Communications 19,902.00
205-64 Software, Operating System: 94.72
205-66 Software, Operating System: 270.63
205-71 Supplies and Accessories, DASD 499.15
205-73 Supplies and Accessories, 15.00
205-75 Supplies and Accessories, 555.59
205-79 Supplies and Accessories, 12,494.50
205-81 Supplies, Data Processing 11452.76
------------
Class 205 Total : 1,429,777.46
210 CONCRETE AND METAL CULVERTS,
210-45 Meter Boxes and Concrete Pull 203.51
------------
Class 210 Total: 203 .51
22.5 COOLERS, DRINKING WATER (WATER
225-40 Coolers, Storage Type (Remote 61. 64
------------
Class 225 Total : 61. 64
240 CUTLERY, DISHES, FLA`I'WARL,
240-63 Kitchen Utensils, Small : 107, 053 . 06
240-70 Plastic Ware: Dishes, Trays, 647 .24
------------
Class 240 Total : 107,700.30
ATTACHMENT 21
General Services Department
02/10/93 CLASS-ITEM SUMMARY PAGE 7
PUR TYPE PURCHASES
CLASS-ITEM CODE CODE DESCRIPTION AMOUNT
_7-------- ---- ---- --------------------------------- ------------
305 ENGINEERING EQUIPMENT,
305-33 Drafting Supplies: Brushes 2,000.00
305-. 53 Graphic Art Type Supplies 1,431.88
------------
Class 305 Total: 3,431.88
310 ENVELOPES, PLAIN OR PRINTED
310-48 Envelopes, Printed, Stock 29,925.06
------------
Class 310 Total: 29,925.06
320 FASTENING; PACKAGING,
320-10 Anchors, Expansion Shields, 1,427.35
320-20 Bolts and Washers, Steel 625.15
320-22 Bolts, Nuts, and Washers, 1,384.34
320-70 Screws: Cap, Machine, Set, . 19.74
------------
Class 320 Total: 3 , 456. 58
325 FEED, BEDDING, VITAMINS AND
325-05 Animal Food for Zoo and Farm 30.20
------------
Class 325 Total: 30.20is
340 FIRE PROTECTION EQUIPMENT AND
340-28 Fire Extinguishers, 1, 303.99
340-29 Fire Extinguisher Systems, 8,000.00
340-60 Hydrants, Fire (Including. 8,910.00
340-84 Sprinkler Heads and Systems 814.00
3-40-86 Swivels and Swivel Joints 375.42
------------
Class 340 Total: 19,403.41
345 FIRST AID AND SAFETY EQUIPMENT
345-08 Clothing and Belts, Safety 3,442.97
345-32 First Aid Cabinets, Kits, and 120.82
345-40 First Aid and Safety Teaching 2,500.00
345-56 Hats and Helmets, Safety 1,117.14
345-64 Head, Ear, Eye and Face 4, 168.69
345-72 Masks, Filters, and Parts: 192.90
------------
Class 345 Total : 11, 542 . 52
350 FLAGS, FLAG POLES, BANNERS,
350-70 Flags, State and U.S. : Cotton, 798.25
350-72 Flags, State and U.S. 1,728.98
------------
Class 350 Total: 2 , 527 .23
ATTACHMENT 21
General services Department
02/10/93 CLASS-ITEM SUMMARY PAGE 9
PUR TYPE PURCHASES
CLASS-ITEM CODE CODE DESCRIPTION AMOUNT
---------- ---- ---- --------------------------------- ------------
405 FUEL, OIL, GREASE AND
405-03 Butane and Propane 6,000.l00
405-18 Gasoline, Aviation 47,800.00
405-21 Gasoline, Marine White 2,400.00
405-42 oil, Aviation Engine 206.14
------------
Class 405 Total: 56,406.14
410 FURNITURE: HEALTH CARE AND
410-03 Beds and Mattresses, Hospital 2,559.03
------------
class 410 Total: 2,559.03
415 FURNITURE: LABORATORY
415-58 Refrigerators, Laboratory, 613.78
------------
Class 415 Total: 613.78
420 FURNITURE: CAFETERIA, CHAPEL,
420-15 Courtroom Furniture: Chairs, 14,527.15
420-52 Library Shelving, Wood 2,148-74
420-61 Lounge Furniture, Steel 454.65
------------
Class 420 Total: 17,130. 54
425 FURNITURE: OFFICE
425-07 Chairs, Wood 24,097.47
425-18 Data Processing Office 119.08
425-20 Desks and Tables, Metal 2,575. 05
425-21 Desks and Tables, Wood 4,208.47
425-30 Drafting Chairs and Stools, 12,950.11
425-40 Filing Cabinets, Metal: Card, 14,838.00
425-41 Filing Cabinets, Wood: Card, 246.98
425-48 Furniture, Office (Custom 35,328.69
425-53 Lockers, Storage (For Coats, 87.79
425-54 Modular Panel Systems, (With 257,307 .69
425-74 Safes and Vault. Doors 1,126.26
425-80 Shelving, Metal (Not Library 53.26
425-83 Stands, Office Equipment and 241. 35
------------
Class 425 Total: 353 , 180. 20
430 GASES, CONTAINERS, EQUIPMENT:
430-24 Gas Cylinder Carts, Clamps, 878-21
------------
Class 430 Total: 878. 21
435 GERMICIDES, CLEANERS, AND
435-68 Skin cleansers: Emollient, 3 , 897 . 49
------------
Class 435 Total: 3,897.49
ATTACHMENT 21
General Services Department
02/10/93 CLASS-ITEM SUMMARY PAGE 11
PUR TYPE PURCHASES
CLASS-ITEM CODE CODE DESCRIPTION AMOUNT
---------- ---- ---- --------------------------------- ------------
0
465 (CONTINUED) HOSPITAL AND SURGICAL
465-93 Surgical Instruments, 10,000.00
------------
Class 465 Total: 1,700,397.58
470 HOSPITAL EQUIPMENT AND
470-80 Wheelchairs 958.01
------------
Class 470 Total: 958.01
475 HOSPITAL, SURGICAL, AND
475-41 Gloves, Disposable, Medical 10,004.29
475-67 Personal Items: Applicators,. 4,897.59
475-70 Plastic Ware: Bottles, 868.71
------------
Class 475 Total: 15,770.59
485 JANITORIAL SUPPLIES, GENERAL
485-10 Brooms and Brushes 335.27
485-15 Cleaner and Polish, Plastic 3,000.00
485-30 Deodorant Blocks, All Types 2,503.82
485-32 Deodorants, Room, All Types 70.58
485-37 Detergent-Disinfectant 214.02
485-40 Disinfectants, Spray and 717.9
485-44 Dispensers (For Liquid and 18.78
485-50 Door Mats, All Types 316.74
485-52 Dusting Cloths, Treated 3,000.00
485-54 Floor Polishes and Waxes, 6,400.76
485-64 Janitor Carts and Bags 46.50
485-68 Mop Buckets, Wringers, and 2,356.99
485-70 Mops and Handles, Dry and 1,288.67
485-72 Mops and Handles, Wet Types . 685.87
485-75 Receptacle Liners: Vinyl and 2,434.36
485-78 Rug Shampoo 341.29
485-86 Soap, Hand: Bar, Liquid, and 50, 150.25
485-94 Waste Receptacles and Dust 2,486.83
485-95 General Janitorial Supplies 16,404.90
------------
Class 485 Total: 92,773. 61
490 LABORATORY EQUIPMENT AND
490-09 Centrifuges, Desk Top and Free 359 . 34
490-90 Testing Instruments (Not 267 .74
------------
Class 490 Total : 627 .08
495 LADORA`1'ORY AND FIELD EQUIPMENT
495-10 Animal Cages and Supplies 340. 2_*
495-28 Biotechnology and Clinical 105, 440. 9
------------
Class 495 Total: 105,781. 16
ATTACHMENT 21
General Services Department
02/10/93 CLASS-ITEM SUMMARY PAGE 13
PUR TYPE PURCHASES
CLASS-ITEM CODE CODE DESCRIPTION AMOUNT
---------- ---- ---- --------------------------------- ------------
578 (CONTINUED) MISCELLANEOUS PRODUCTS
578-93 Toys, All Types (See Class 785 1,000.00
------------
Class 578 Total: 30,032.03
590 NOTIONS AND RELATED SEWING
590-22 Fasteners, Self-Gripping 51.42
------------
Class 590 Total: 51-42
595 NURSERY STOCK, EQUIPMENT, AND
595-10 Bedding Plants and Cuttings 3,000.00
595-40 Nursery, Greenhouse and Floral 3,000.00
595-75 Trees, Ornamental and Shade 108.13
595-95 Wood Chips and Bark: 31000.00
------------
Class 595 Total: 9,108. 13
600 OFFICE MACHINES, EQUIPMENT,
600-08 Addressing Machines (Computer 107.17
600-11 *Addressing Machines (Embossed 914.96
600-16 Calculators, Electronic, 6,397.97
600-38 copying Machines, Bond (Plain) 63,726.52
600-40 Copying Machines, Coated or 393.*78
600-52 Dictating Machines 7,805.23
600-54 Dictating Machine Accessories 38.97
600-61 Fax Machines, Parts and 6, 612.87
600-68 Letter Openers, Electric 10,054.05
600-77 Postage Meters 24,485.14
600-80 Postage Meter Supplies 75.00
600-90 Typewriters, Portable, 7,678.17
600-95 Validating Machines 525.01
------------
Class 600 Total: 128,814 .84
605 OFFICE MECHANICAL AIDS, SMALL
605-14 Copyholders, Nonmechanical, 362.62
605-30 Embossing and Labeling 178.61
605-88 Stapling Machines, Hand; and 70. 33
------------
Class 605 Total: 611. 56
615 OFFICE SUPPLIES, GENERAL
615-09 Binders: Chain, Post, Prong, 1,949.40
615-14 Boards: Calendar, Schedule, 1, 160.91
15-15 Books, Office: Accounting, 38. 60
-17 Box Files 1, 817 . 40
-19 Calendar Pads and Stands 1, 257 . 66
'3 Chair Mats (Carpet 86 . 49
ATTACHMENT 21
General Services Department
02/10/93 CLASS-ITEM SUMMARY PAGE 15
PUR TYPE PURCHASES
CLASS-ITEM CODE CODE DESCRIPTION AMOUNT
---------- ---- ---- --------------------------------- ------------
650 - PARK, PLAYGROUND, AND SWIMMING
650-38 Playground Equipment 1,248.02
650-66 Swimming Pools, Equipment, and 5,000-00
------------
class 650 Total: 61248.02
655 PHOTOGRAPHIC EQUIPMENT AND
655-15 camera Accessories: Batteries, 58.74
655-20 Camera Attachments: Adapter 30,003.47
655-35 Cameras.' Still, Nonspecialized 1,060.35
655-75 Photographic Chemicals, Films, 32.42
------------
Class 655 Total: 31,154.98
665 PLASTICS, RESINS, FIBERGLASS:
665-12 Acrylic Rods and Tubes (Methyl 532.59
665-24 Bags and Liners, Plastic: 2,753.63
665-67 Plastic Forming and Molding 351.87
------------
Class 665 Total: 3,638.09
670 PLUMBING EQUIPMENT, FIXTURES,
670-25 Pipe and Tubing, Plastic and 7,500.00
670-26 Pipe, Steel, Galvanized and 3,003.9410
670-27 Pipe and Fittings, Iron 547.48
670-30 Pipe and Fittings, Aluminum 575.97
670-52 Pipe Repair Clamps and 472.91
670-55 Plumbing Fixtures and Parts: 29,794.25
670-62 Shower Stalls, Doors, and Tub 313.93
------------
Class 670 Total: 42,208.48
675 POISONS: AGRICULTURAL AND
675-30 Fumigating Gases (Other Than 426.72
675-40 Insecticides and Fungicides, 2,500-00
675-45 Insecticides and Fungicides, 14,367 .33
------------
Class 675 Total: 17,294.05
680 POLICE EQUIPMENT AND SUPPLIES
680-02 Access Control Systems and 2, 000.00 .
680-04 Ammunition 2, 554 .43
680-08 Police Protection Equipment 2 ,715. 80
680-12 Belts, Cases, Holsters, and 3,687. 00
680-20 Billies and Night Sticks 135.31
680-34 Citation Issuance Devices and 57 .94
680-48 Fingerprinting Equipment, 562 . 90
680-52 Guns, Pistols, Rifles, and 36. 26
680-60 Handcuffs and Leg Irons 894 . 2
ATTACHMENT 21
General Services Department
02/10/93 GLASS-ITEM SUMMARY PAGE 17
PUR TYPE PURCHASES
CLASS-ITEM CODE CODE DESCRIPTION AMOUNT
---------- ---- ---- --------------------------------- ------------
750 (CONTINUED) ROAD AND HIGHWAY BUILDING
750-77 Sand and Gravel 1,000.00
------------
Class 750 Total: 6,190.52
755 ROAD AND HIGHWAY EQUIPMENT AND
755-40 Asphalt Tools: Buckets, 272.79
------------
Class 755 Total: 272.79
760 ROAD AND HIGHWAY EQUIPMENT:
760-03 Backhoe 344.78
760-13 Cylinders, Hydraulic 47.23
760-33 Graders, Motorized 764.25
------------
Class 760 Total: 1,156.26
765 ROAD AND HIGHWAY EQUIPMENT
765-99 Road Maintenance Inventory 16,172.93
------------
Class 765 Total: 16, 172.93
780 SCALES AND WEIGHING APPARATUS
780-78 Postal Scales, Electronic 61.49
------------
Class 780 Total: 61. 49
785 SCHOOL EQUIPMENT AND SUPPLIES
785-15 Blackboards and Chalkboards 28.04
785-20 Books: Class Register, Record, 2,927.16
785-44 Displays, Educational: Kits, 125.53
785-45 Drawing Supplies, Schoolroom: 9,160.55
785-50 Educational Games (Except 24, 196.18
785-70 Instructional Aids: Courses, 12,136.72
785-76 Paper Items, Classroom: 100.00
785-90 Test and Test Scoring Devices: 1,461.38
------------
Class 785 Total: 50,135.56
790 SEED, SOD, SOIL, AND
790-70 Top Soil and Fill Dirt (For 600. 00
------------
Class 790 Total : 600. 00
800 SHOES AND BOOTS
800-80 Shoes, Rain 5, 160- 00
------------
Class 800 Total : 5, 160. 00
ATTACHMENT 21
General Services Department
02/10/93 CLASS-ITEM SUMMARY PAGE 19
PUR TYPE PURCHASES
CLASS-ITEM CODE CODE DESCRIPTION AMOUNT
---------- ---- ---- --------------------------------- ------------
860 TICKETS, COUPON BOOKS, SALES
860-20 Coupon Books 38,875.60
860-50 Strip Books 100.00
860-70 Tickets, Reserved Type 7,661.00
860-75 Tickets, Roll Type 630.00
------------
Class 866 Total: 47,266.60
870 VENETIAN BLINDS, AWNINGS, AND
870-70 Vertical Blinds, All Types . 6,290.87
870-90 Window Shades 259.32
------------
Class 870 Total: 6,550.19
875 VETERINARY EQUIPMENT AND
875-70 Surgical Supplies: Catheters, 2,310.78
------------
Class 875 Total: 2,310.78
880 VISUAL EDUCATION EQUIPMENT AND
880-11 Audio visual Equip. & Supplies 4,393.70
------------
Class 880 Total: 4,393.7OAft
898 X-RAY ANDOTHER RADIOLOGICAL IV
898-35 Film, X-Ray (Including Dental) 1, 000, 000.00
898-55 Radiation -Monitoring Equipment 250. 00
-------------
Class 898 Total: 1,000,250.00
905 AIRCRAFT OPERATIONS SERVICES
905-05 Aerial Photography 2,824.28
905-10 Aerial Surveys (Including 62.00
------------
Class 905 Total: 2,886. 28
906 ARCHITECT-ENGINEER AND OTHER
906-07 Architect Services, 151704-03
906-16 Chemical Processing and 760.00
906-29 Engineer Services, 4, 024 . 30
906-62 Petroleum and Fuel (Storage 2, 582 . 55
------------
Class 906 Total: 23 , 070. 88
908 BOOKBINDING, REBINDING, AND
908-10 Bookbinding, Custom 11,000. 00
------------
Class 908 Total : 11, 000. 00
ATTACHMENT 21
General Services Department
02/10/93 CLASS-iTEM SUMMARY PAGE 21
PUR TYPE PURCHASES
CLASS-ITEM CODE CODE DESCRIPTION AMOUNT
---------- ---- ---- ---------------------..-_ __----------
924
------
924 (CONTINUED) EDUCATIONAL SERVICES
924-25 For Credit Classes, Seminars, 3,760.58
924-35 In-Service Training 5,356.26
924-60 Not-For-Credit Classes, 1,746.40
------------
Class 924 Total: 15,247.38
929 EQUIPMENT MAINTENANCE,
929-12 Asphalt/Concrete Handling and 5,666.06
929-17 Automotive Shop Equipment 3,618.82
929-18 Automobiles, Trucks, Trailers 130,566.19
929-20 Automotive - Washing, Waxing, 1,375.00
929-25 Boats, Motors, and Other 12,286.35
929-35 Earth Handling, Grading, 1,017.55
929-68 Road and Highway Equipment 654.92
929-74 Tanks: Mobile, Portable, and 304.47
929-80 Tire Repair, 4,500.00
Class 929 Total: 159,989.36
931 EQUIPMENT MAINTENANCE,
931-07 Appliances and Equipment, 44,870.32
931-11 Athletic Equipment and 1,319.34
931-30 Cafeteria and Kitchen 23,156.50
931-46 Furniture, Office (Includes 45.00
931-53 Lighting Fixtures 8, 110.00
931-65 Park, Playground, and Swimming 972.39
------------
Class 931 Total: 78,473 .55
934 EQUIPMENT MAINTENANCE,
934-29 Floor Maintenance Machines, 375.00
934-39 Janitorial Equipment 2,000.00
934-42 Laundry and Dry Cleaning 2,000.00
934-46 Lawn Equipment 219.73
934-64 Plumbing Equipment and 1,489. 11
------------
Class 934 Total: 6,083.84
936 EQUIPMENT MAINTENANCE,
936-25 Electrical Equipment (Except 2, 688.00
936-28 Energy Collecting Equipment 780.61
936-37 Gates, Electric (Card Reader, 266. 18
936-41 Hand Tools, Equipment and 2,475.83
936-57 Police Equipment 433 .93
936-62 Pumps and Pump Accessories 2, 583 . 48
93U-67 Pefriaeration Equipment 15, 000- 00
936-91- Water Supply and Sewage 2, 000- 00
------------
Class 93.6 Total: 26, 228.03
ATTACHMENT 21
General Services Department
02/10/93 CLASS-ITEM SUMMARY PAGE 23
PUR TYPE PURCHASES
CLASS-ITEM CODE CODE DESCRIPTION AMOUNT
---------- ---- ---- --------------------------------- ------------0
956 (CONTINUED) LIBRARY SERVICES (EXCLUDING
956-40 Magazine Subscriptions 5,524.68
------------
Class 956 Total: 50922.18
961 MISCELLANEOUS PROFESSIONAL
961-02 Administrative Services, All 13,468.91
961-03 Analytical, Studies, and 2,500.00
961-15 Concessions, Catering, 51434.26
961-20 Consulting (Not Otherwise 138,759.35
961-48 Laboratory and Field Testing 130375.00
961-50 Legal Services 371r721.82
961-68 Sports Professionals Services 12,000.00
961-69 Testing and Monitoring 434.00
961-72 Transcription Services: Legal 10,293.79
961-75 Translation Services 9,939.00
961-78 Travel Agency, Chartering, and 32,493.26
961-86 Veterinary Services 6,417. 16
961-94 Zoning; Land Use Studies 200.00
------------
Class 961 Total: 617,036.55
962 MISCELLANEOUS SERVICES
962-05 Amusement and Entertainment 250.0
962-14 Blue Printing Services: Blue 8,000.00
962-17 Bus and Taxi Services 4,000.00
962-18 Cable Installation And 3 ,814 .07
962-19 Cafeteria Services 92.79
962-20 Cesspool Cleaning and 2,000.00
962-21 Cleaning services, Steam and 3,460.00
962-24 Courier/Delivery Services 26,602.56
962-33 Engraving services; Awards, 53.39
962-39 Hauling Services 304.00
962-40 Hazardous Material Services 77,957.83
962-43 Hotel/Motel Accomodations 3,250.00
962-46 Installation Services (Not 1,700.00
962-56 Moving Services. 22,496.22
962-69 Records Management and 2,300.00
962-70 Recycling services, (Including 123.00
962-78 Sewing and Alteration Services 683. 00
962-82 Silver Recovery Services 10. 00
962-85 Tinting And Coating Services, 365. 00
962-86 Transportation of Goods 26, 352 . 86
962-88 Travel, Non-Local, For 425.00
962-94 Water Services, Bottled 7 , 123 .75
962-95 Warehousing and Storage 24 ,000-00
962-98 Permits, Fees, and Licenses 49 , 838 . 85
------------
Class 962 Total : 265, 202 .
ATTACHMENT 21
General Services Department
02/10/93 CLASS-ITEM SUMMARY PAGE 25
PUR TYPE PURCHASES
CLASS-ITEM CODE CODE DESCRIPTION AMOUNT
---------- ---- ---- --------------------------------- ------------
975 RENTAL OR LEASE SERVICES OF
975-14 Automobiles, Trailers, Trucks, 1,244.40
975-15 Automotive Shop Equipment 116.73
975-42 Machinery and Heavy Hardware 1,673.47
------------
Class 975 Total: 3,034.60
977 RENTAL OR LEASE SERVICES OF
977-37 Film, movie and Video Tape 226.28
977-73 Toilets, Portable 5,000.00
------------
Class 977 Total: 5,226.28
979 RENTAL OR LEASE SERVICES OF
979-45 Hospital Equipment - General 459,013.75
979-52 Laboratory Equipment and 500.00
979-94 X-Ray Equipment, Medical 10,000.00
------------
Class 979 Total: 469,513.75
981 RENTAL OR LEASE OF EQUIPMENT -
981-66 Security and Access Systems 250.00
------------
Class 981 Total: 250.00
983 RENTAL OR LEASE SERVICES OF
983-86 Uniforms 32 .45
------------
Class 983 Total: 32.45
985 RENTAL OR LEASE SERVICES OF
985-26 Copy Machines 30,000.00
985-47 Intercom and Other Sound 23,424.50
985-77 Telephone Systems .and Portable 6,700.00
985-78 Television Equipment and 135. 00
------------
Class 985 Total: 60,259.50
988 ROADSIDE, GROUNDS, AND PARK
988-15 Fence Installation and Repair 26, 020. 00
988-26 Flood Control Services 24,999.00
988-36 Grounds Maintenance: Mowing, 1, 127 . 67
988-52 Landscaping (Including Design, 1, 988 . 00
988-72 Pest Control (Other Than 375.00
988-82 Swimming Pool Maintenance 4,500.00
988-88 Tree Trimming and Pruning 5,455. 00
------------
Class 988 Total : 64 , 464 . 67
ATTACHMENT 22
General Services Department
02/10/93 CLASS-ITEM SUMMARY PURCHASER CODE RECAP PAGE 27
PUR PUR PUR
CODE AMOUNT CODE AMOUNT CODE AMOUNT
---- ------------ ---- ------------ ---- ------------
5 75,726. 35
None 14 ,568,056.40
Total 14,643,782.75
ATTACHMENT 21
JULY - DECEMBER Page 1
SERVICES REPORT
COUNTY NO CONTRACT LOCAL CONTRACT PERCENT
DEPARTMENTS # ($) # ($)
County Administrator 78 $600,054 18 $42,106 7.01
Agriculture 13 1 30,203 13 24,549 81.27
Animal Services 27 28,615 10 1,593 5.56
Assessor 1 12 21,087 5 7,805 37.01
Auditor 17 94,164 4 9,205 9.77
Building Inspection 2 1,181 0 0 0
Clerk Recorder 71 265,842 27 69,401 26.10
Community Services 61 305,202 38 270,778 88.72
Cooperative Extension 4 188 1 28 14.83
Services
County Counsel 11 14,515 4 2,419 16.66
Municipal Court 88 178,745 43 48,103 26.91
District Attorney 50 173,723 21 12,052 6.93
FIRE DISTRICTS
Contra Costa County 171 190,453 83 65,238 34.25
West 20 27,977 9 15,375 54 .95
Moraga 10 3,655 6 1,481 40.53
Orinda 41 19,761 19 10,606 53.67
Riverview 77 50, 120 41 18, 151 36 .21
HLALTH SERVICES
Medical 380 6,252,571 138 3,031,745 48
Public Health 300 1,368,397 139 522,069 38
TOTAL 680 7,620,968 277 3,553,814 86
Library 32 54,436 9 2,413 4.43
Private Industry 109 522, 189 94 491,216 94 .06
A:\CCSVSRPT
ATTACHMENT 22
PJA
C(::)r4r-rI:kA' C C>S TA CC>XJWrMW
JULY — DECEMBER I-ZLCJ4--- 2
COUNTY NO CONTRACT LOCAL CONTRACT PERCENT
DEPARTMENTS # . ($) # ($)
Personnel 32 $954,549 15 383,899 40.21
Community 37 138,418 13 48,317 34.90
Development
Probation 59 143,371 26 8,092 5.64
Public Defender 59 52,193 32 17,116 32.79
Public Works 82 269,766 39 80,733 29.92
Retirement 1 1,135 0 0 0
Sheriff 129 518,568 46 71,673 13.82
Social Services 230 882,230 189 384,874 43.62
Superior Court 329 513,454 202 384,921 74.96
Treasurer 18 45,936 4 4,614 10.04
Veterans Service 1 275 0 0 0
Merit Board 1 400 0 0 0
General Services 373 1 1,447,602 162 681,224 47.05
GRAND TOTAL 2,925 $15,171,010 1,445 $6,712,212 44.24
ATTACHMENT 22
Contra Costa County
MBE/WBE
Contract Compliance Program
Professional/Personal Services Contract
I,=/WBE
Solicitation Summary Sheet
1. Department:
2. Dates of Solicitation:
3. Description of Contract:
4- Annual Contract: 5. One—Time Contract:
6. Contract Lenth of Term: Start Date:
Expiration Date:
7. Estimated Dollar Amount of Contract: $
8. Consultants/Service Providers Solicited (Use additional paper if needed):
Nan-K, Race Sex Contact Person Telephone No. Date
Total Number Solicited:
Number of Certified MBES Number of Certified W.--!:L,
Paqe I of 3
ATTACHI,IZENT D
ATTACHMENT 23
Professional/Personal Services Contract
MBE/WBE
Solicitation summary Sheet (Continued))
9. Consultant's/Service Provider's Response (Use additional paper if needed)
Name Race Sex Contact Person Telephone No. -Date
Total Number of Responses:
Number of Certified MBEs:
Number of Certified WBEs:
10. Contract Awarded to:
Name of Firm:
Contact Person:
Telephone Number: J
Area Code -
11: MBE Participation:
Name of Firm:
Contact Person:
Telephone Number:
Area Code
Estimated $
WBE Percentage:
WBE Participation:
Name of Firm:
Contact Person:
Telephone Number:
Area Code
Estimated $
WBE Percentage:
Page 2 of 3
ATTACHMENT D
ATTACHMENT 23
Professional/Personal Services Contract
MBE/WBE
Solicitation Summary Sheet (Continued) )
12. Reason(s) MBE/WBEs who responded and negotiated but were not not selected.
a.
b.
C.
Department MBE/WBE Liaison:
Name
Signature
nc^r OF 3
ATTACHMENT 23
What is Affirmative Action?
A speaker at a banquet I attended last year given by the Pittsburg
Chapter of the National Association for the Advancement of Colored
People (NAACP) state that Affirmative Action in this. country has
progressed from fighting for our right to sit anywhere on the bus,
to driving the bus, and now trying to own the bus. He, however,
stated that the County still didn't have enough bus drivers (i.e. ,
minority and female represented in management and administrative
level position) .
National attention on the three highly visible females being
appointed to the Senate is a reminder that the "glass ceiling" is
slowly but surely being broken. Despite adverse publicity, little
support at the national level, and a decrease in jobs at the State
and local level, affirmative action is active, alive, and doing
well.
What is Affirmative Action? Affirmative Actions are positive
action (steps) to reach a stated goal or objective. Goals are set
and positive, aggressive actions are implemented in order to reach
those goals. our County is fortunate to have a positive working
relationship with the unions, management and employees because
Affirmative Action goals are accomplished when everyone works
together.
In July 1992, the County adopted an Affirmative Action Plan. Each
department was given copies of the plan and directed to distribute
the plan to employees within their department. They were also
directed to develop Department Affirmative Action Plans.
Department also prepared Implementation Plans that address specific
problems and issues within their department and with objectives
they intended to take to resolve the problems . In each department' I .
The Department Head has appointed an Department Affirmative Action
Coordinator to assist in the implementation of the Departments ' and
County's Plan. The Department Head is the person responsible for
implementing Affirmative Action in their department.
Have you heard about an Affirmative Action Committee? The Board of
Supervisors directed each department to develop an Affirmative
Action Committees in department with 10 or more employees . These
committees - will assist the Department Affirmative Action
Coordinators and Department Heads implement their Affirmative
Action Plans . Some department have had committees for more than
ten years and those committees have been used as models for other
departments . A few departments with committees are: General
Service, Public Works, and Social Services .
ATTACHMENT 24
If you don't know who your Department Affirmative Action
Coordinator is; what they should be doing; what your Department
Affirmative Action Plan states; what groups are under represented
in your department; and what your departmental goals are for
correcting the under representation, ASK! ! ! Who do you ask? Your
supervisor, administrative services or personnel officer. Any
questions still unanswered, call me. I am eager to help you know
more about affirmative action.
I am still surprised to hear that some employees do not know they
have a Department Affirmative Action Coordinator. I wan to hear
from you. Help me improve the communication between you and your
Coordinator. Refer to the attached list of Department Affirmative
Action Coordinators and tell a friend by sharing this information
with them. Remember, we (employees, manager, unions) are working
towards having a representative group of employees at all levels in
the County's workforce. And, we need your ideas, recommendations,
and commitment if we are to reach our goals.
Emma Kuevor
Affirmative Action Officer
County Administrators Office
651 Pine Street, 10th Floor
Martinez, CA 94553
(510) 646-4106
A:\DEPTNEWS
12!22!922/92
A7TACHMENT 24
Do You Know The Name Of The County's Affirmative Action Officer?
Do you Know The Name of Your Department' Affirmative Action
Coordinator?
If you don't know the answer to these questions, the department
and County has failed to adequately communicate with you
essential information.
The County has an Affirmative Action Program and in each
department there are Department Affirmative Action Plans. We are
taking active and aggressive steps in implementing these programs
and you are an essential part.
If you don't know who your Department Affirmative Action
Coordinator is, ASKII Ask your Supervisor; Division Manager,
Union Representative; Personnel or Administrative Services
Officer; Assistant Department Head or Department Head. we want
you to know who to go to if you want to:
• File a discrimination complaint;
inquire about the County's Americans with Disabilities
Act requirements; or
• be given an update on training classes in Cultural
Diversity, Sexual Harassment, Final Section
Interviewing, Affirmative Action/Equal .Employment
Opportunity.
Don't stop there. Read your Departments ' Affirmative Action
Plan. You might be surprised at your activities and
accomplishments . Join the other department staff and be proud of
your department's affirmative action accomplishments.
If you still don't know who to call, call me:
Emma Kuevor, Affirmative Action Officer
(510) 646-4106
I am located in the County Administrator's Office at 651 Pine
Street, Martinez, 10th floor. If you want to say hello, stop by
or give me a call .
Attached is a list of the Department Affirmative Action
Coordinators and the County' s Discrimination Complaint Procedure,
ATTACHMENT 25
27
11/02/92
Administrator
SUBJECT: Employment Discrimination Complaint Procedure
I. Purpose
This bulletin sets forth procedures for resolving allegations of employment
discrimination by agencies of Contra Costa County
11. Scope
This procedure governs complaints of discrimination by employment
applicants and employees of Contra Costa County. It covers all issues of
discrimination in regard to recruitment, appointment, training, promotion,
retention, or other aspects of employment. The subject areas of
discrimination include race, color, national origin, sex, religion,
disability, age, and other areas as prohibited by applicable State or
Federal laws.
II. Limitations
The establishment of this procedure is not intended to supplant the
County's grievance procedure or the appeal provisions of the Personnel
Management Regulations.
IV Resolution of Internal Discrimination Complaints
A. Contra Costa County Employees
Employees are encouraged to resolve discrimination complaints at the
department level. An employee may nevertheless submit a discrimination
complaint directly to the Merit Board or the County's Affirmative Action
Officer.
1. First Level
a. Each county department shall designate a person to
v,?hnm complaints of discrimination may be directed.
isb. The complainant shall contact the
ATTACHMENT 25
department's representative and attempt to
resolve the discriminatory action.
c. The department's representative is responsible for
making the necessary inquiries in order to resolve the
complaint and must advise the complainant of the
results.
d If the complaint cannot be resolved at the
department's level, the complainant may file
a written complaint of discrimination with
the County Affirmative Action Officer
(second level) or Merit Board (third level).
e. If the complainant is a project employee, the
complainant may file with the County
Affirmative Action Officer (second level) or
the Director of Personnel.
f. The Director of Personnel is responsible for
making the necessary inquiries in
attempting to resolve the complaint and
must advise the complainant of the results.
2. Second Level:
a. If a written complaint is filed with the
County Affirmative Action Officer, an
investigation will be conducted with the
assistance (if needed) of the Personnel
Department, County Counsel, and
operating department.
b. The complainant must state who the
complaint is against, the type of
discrimination alleged, the circumstances or
situation involving the complaint, and the
remedy requested.
C. If the County Affirmative Action Officer is
successful in mediating the complaint, the
complaint is resolved.
d. If, after the investigation of the complaint,
the County Affirmative Action Officer is
unsuccessful in mediating the complaint,
the complainant shall be advised of their
right to file a written complaint with the
Merit Board within 30 days of receipt of
notice from the County Affirmative Action
Officer closing the complaint and advising
the complainant of the next level (third
level ) .
ATTACHMENT 25
3
e. If, however, mediation by the County
Affirmative Action Officer is unsuccessful
for project employees, the complainant shall
be advised of their right to file a written
complaint with the Director of Personnel
(third level) within 30 days of receipt of
notice from the County Affirmative Action
Officer closing the complaint.
3. Third Level:
a. The complaint to the Merit Board must be in
writing and must set forth the grounds and
facts upon which discrimination is alleged
and the remedy sought>
A person may file a complaint of unlawful
discrimination with the Merit Board within
60 days of the date the alleged
discrimination occurred, or within 30 days
of termination of mediation effort by the
County Affirmative Action Officer,
whichever is later, except that as to
matters in which personnel management
rules provide specific appeal procedures
and time limits, such appeal procedures and
time limits shall apply.
b. The merit Board may hear the complaint or
refer the complaint to a Hearing Officer.
The hearing by the Merit Board or Hearing
Officer is separate and independent from
the investigation conducted by the County
Affirmative Action Officer.
C. The Merit Board and the Hearing Officer
shall not receive or require the disclosure
of oral or written communication to or by
the County Affirmative Action Officer in the
course of mediation.
d. The Merit Board is the final appeal level for
discrimination complaints within the
County. Final decisions of the Merit Board
on Discrimination complaints shall be
enforced and follm.-ed by the County or the
appointing authority whose action was the
subject of the complaint.
B. Lmployma,,it Appli(:ai-i16
ATTACHMENT 25
4
An employment applicant may file a discrimination complaint at the
second level or otherwise according to the Personnel Management
Regulations.
V. Resolution of-Complaints Filed by Federal and State Agencies Against the
County or Operating Department
Complaints filed by agencies such as the Equal Employment Opportunity
Commission (EEOC), Department of Fair Employment and Housing (DFEH),
are coordinated by County Affirmative Action Officer.
A. A copy of complaints received by a department will be
sent immediately to County Counsel.
B- The Personnel Department. operating department, and
County Counsel (if requested) may assist in preparing a
response to the Federal or State agency.
C. A copy of the response shall be sent to the County
Affirmative Action Officer for review before submitting
to the Federal or State agency.
D. The County Affirmative Action Officer will mediate the
complaints (when applicable between the department(s)
and State or Federal agencies.
VI. Investigate Inquiries from Federal and State Agencies
A. The County Affirmative Action Officer will coordinate
with the Personnel Department, operating department,
and County Counsel (if necessary) responses to
investigate inquiries from State and/or Federal
Compliance Agencies.
B. The response to investigate inquiries will be reviewed
by the County Affirmative Action.
Originating Dept. County Administrator
Reference.- Personnel Management Regulations
Revised: 11/02/92
County Administrator
ATTACHMENT 25
Office of the County Administrator
Contra Costa County
Affirmative Action Office
651 Pine Street, Martinez, CA 94553
F10/646-4106
March 19, 1993
TO: Department Affirmative Action Coordinator's for:
General Services
Health Services/Public Health - Communicable
Disease Division
Probation
FROM: Emma KuevorG '(�
Affirmative Action officer
SUBJECT: Articles Distributed With Checks
The Board of Supervisor's directed me to prepare an article to be
distributed with the paychecks to all County employees. The
article advises employees of who I am, what my role is in the
County, and -the procedure they should use if they want to file a
discimination complaint.
That information was prepared and given to the Auditor's Office for
all pay roll clerks to pick up with the December 10, 1992
paychecks . Some employees in your department have stated that they
were not given the material with their December 10th checks .
Your assistance is needed to distribute the attached article and
Discrimination Complaint Procedure to employees in your department
as soon as possible. Please call me if you have comments or
questions . I appreciate the additional 'effort you are making to
distribute this material to your employees .
EK: fcc
Enclosure
cc: Internal Operations Committee
A*\MPTcm
ATTACHMENT 26
, TPowers
Om Owett
ounty Administrator Contra o upervisors
.
dfirmative Action Office Costa tst Distn"
aunty Administration Building County !fancy tr Fanden
51 Pine Street.8th Floor 2nd District
lartinez.California 84553 Ftobert t.Schrader
115)646-4106 3rd District
hit Batchelor L Sunni Wright McPeak
aunty Administrator '''t . ' 4th District
Tan Toriaitson
5th District
Do You Know The Name Of The County's Affirmative Action Officer?
Do you Know The Name of Your Department' Affirmative Action
Coordinator?
If you don't know the answer to these questions, the department
and County has failed to adequately communicate with you
essential information.
The County has an Affirmative Action Program and in each
department there are Department Affirmative Action Plans, We are
taking active and aggressive steps in implementing these programs
and you are an essential part.
If you don't know who your Department Affirmative Action
Coordinator is, ASK: : Ask your Supervisor; Division Manager,
Union Representative; Personnel or Administrative Services
Officer; Assistant Department Head or Department Head. We want
you to know who to go to if you want to:
• File a discrimination complaint;
• inquire about the County's Americans with Disabilities
Act requirements; or
• be given an update on training classes in Cultural
Diversity, Sexual Harassment, Final Section
Interviewing, Affirmative Action/Equal Employment
Opportunity.
Don 't stop there. Read your Departments ' Affirmative Action
Plan. You might be surprised at your activities and
accomplishments . Join the other department staff and be proud of
your department ' s affirmative action accomplishments .
If you stili don ' t know who to call, call me :
Emma Kuevor, Affirmative Action Officer
( 510) 646-4106
I am located in the County Administrator' s Office at 651 Pine
Street, Martinez, 10th floor. If you want to say hello, stop by
or gibe me a call .
Attached is a list of the Department Affirmative Action
Coordinators and the County ' s Discrimination Complaint Ornr-Pdiir.e.
AT'T'ACHMENT 26
CONTRA COSTA COUNTY
AFFIRMATIVE ACTION DEPARTMENT COORDINATORS
NAME DEPARTMENT TELEPHONE
Scott Tandy Administrators 646-4087
Drex Guinn Agriculture 646-5250
Mike Ross Animal Services 646-2935
Bob Nash Assessor 646-2386
Elizabeth Garcia Auditor/Controller 646-2185
Eleanor Yaranon Building Inspection 646-2348
Steve Weir Clerk/Recorder/Elections 646-2955
Diane Katofsky Community Development 646-2038
Joan Sparks Community Services 646-5545
Susan Laughlin Cooperative Extension 646-6540
Pat Rawlinson County Counsel 646-2055
Jack Waddell District Attorney 646-4500
Kathy Brown General Services 313-7112
Manuel Velasco Health Services 313-6413
Linda Philbin Jury Commissioner (Superior Court) 646-1436
Anne Cain Library 646-6423
Sandra Schmidt Municipal Courts 646-6007
Lloyd Madden Personnel 646-4054
Art Miner Private Industry Council 646-5382
Janet McCombs Probation 313-4151
David Coleman Public Defender 646-2481
Nancy Wenninger Public Works 313-2312
Elton Rapp Public Works 313-3017
Chuck Barron Retirement 646-4137
Tom Young Sheriff/Coroner 646-2404
Delores Ford Social Services 646-2861
Nancy Webster Treasurer/Tax Collector 646-4122
Gary Villalba Veterans Resources 646-5114
FIRE DISTRICTS
Mike George Contra Costa County Fire Protection 930-5563
District
John Cooper Moraga Fire Protection District 376-5454
Walter Luihn Orinda Fire Protection District 254-1110
Web Beadle Riverview Fire Protection District 757-1303
Mike George West County Fire Protection District 610-6991
Emma Kuevor Contra Costa County' s Affirmative 646-4106
Action Officer
A:\CCCAAC.DOC
REV 5/6/93
ATTACHMENT 26
.►d m inistrative Bulletin Contra Number
Replaces 27
fice of the County Adminis. uator Costa Date 11-3-92CouqY ,
Section Admin
SUBJECT: Employment Discrimination Complaint Procedure
I. PURPOSE. This bulletin sets forth procedures for resolving
allegations of employment discrimination by agencies of
Contra Costa County.
II. SCOPE. This procedure governs complaints of discrimination
by employment applicants and employees of Contra Costa
County. It covers all issues of discrimination in regard to
recruitment, appointment, training, promotion, retention, . or
other aspects of employment. The subject areas of
discrimination include race, color, national origin, sex,
religion, marital status, disability, age, medical condition
(cancer related) and other areas as prohibited by applicable
State or Federal laws.
III. LIMITATIONS. The establishment of this procedure is not
intended to supplant the County's grievance procedure or the
appeal provisions of . the Personnel Management Regulations.
IV. RESOLUTION OF INTERNAL DISCRIMINATION COMPLAINTS
A. Contra Costa County Employees
Employees are encouraged to resolve discrimination
complaints at the department level. An employee may
nevertheless submit a discrimination complaint directly
to the County's Affirmative Action Officer or the Merit
Board.
1. First Level L
a. Each county department shall designate a
person to whom complaints of discrimination
may be directed.
b. The complainant shall contact the
department's representative and attempt to
resolve the discriminatory action.
1
ATTACHMENT 26
2
C. The department's representative is
responsible for making the necessary
inquiries in order to resolve the complaint
and must advise the complainant of the
results.
d. If the complaint cannot be reser?ved at the
department's level, the complainant may file
a written complaint of discrimination with
the County Affirmative Action Officer (second
level) or Merit Board (third level) .
e. If the complainant is a project employee, the
complainant may file with the County
Affirmative Action Officer (second level) or
the Director of Personnel.
f. The Director of Personnel is responsible for
making the necessary inquiries in attempting
to resolve the complaint and must advise the
complainant of the results.
2. Second Level•
a. If a written complaint is filed with the
County Affirmative Action Officer, an
investigation will be conducted with the
assistance (if needed) of the Personnel
Department, County Counsel, and operating
department.
b. The complainant must state who the complaint
is against, the type of discrimination
alleged, the circumstances or situation
involving the complaint, and the remedy
requested.
C. If the County Affirmative Action Officer is
successful in mediating the complaint, the
complaint is resolved.
d. If, after the investigation .Qf the complaint,
the County Affirmative Action Officer is
unsuccessful in mediating the complaint, the
complainant shall be advised of their right
to file a written complaint with the Merit
Hoard within 30 days of receipt of notice
from the County Affirmative Action Officer
closing the complaint and advising the
complainant of the next level (third level) .
e. If, however, mediation by the County
Affirmative Action Officer is unsuccessful
fcr rrcject employees , the complainant shall
be advised of their right to file a written
ATTACHMENT 26
3
complaint with the Director of Personnel
(third level) within 30 days of receipt of
notice from the County Affirmative Action
Officer closing the complaint.
3. Third Level•
a. The complaint to the Merit Board must be in
writing and must set forth the grounds and
facts upon which discrimination is alleged
and the remedy sought.
A person may file a complaint of unlawful
discrimination with the Merit Board within 60
days of the date the alleged discrimination
occurred, or within 30 days of termination of
mediation effort by the County Affirmative
Action Officer, whichever is later, except
that as to matters in which personnel
management rules provide specific appeal
procedures and time limits, such appeal
procedures and time limits shall apply.
b. The Merit Board may hear the complaint or
refer the complaint to a Hearing Officer.
The hearing by the Merit Board or Hearing
Officer is separate and independent from the
investigation conducted by the County
Affirmative Action Officer.
C. The Merit Board and the Hearing Officer shall
not receive or require the disclosure of oral
or written communication to or by the County
Affirmative Action Officer in the course of
mediation.
d. The Merit Board is the final appeal level for
discrimination complaints within the County.
Final decisions of the Merit Board on
discrimination complaints shall be enforced
and followed by the County or the appointing
authority whose action was the subject of the
complaint.
B. Employment Applicants
An employment applicant may file a discrimination
complaint at the second level or otherwise according to
the Personnel Management Regulations.
ATTACHMENT 26
V. RESOLUTION OF COMPLAINTS FILED BY* FEDERAL AND STATE AGENCIES
AGAINST THE COUNTY OR OPERATING DEPARTMENT. Complaints
filed by agencies such as the Equal Employment Opportunity
Commission (EEOC) . and the Department of Fair Employment and
Housing (DFEH) are coordinated by' the County Affirmative
Action officer.
A. A copy of complaints received by a department will be
sent immediately to County Counsel.
B. The Personnel Department. operating department, and
County Counsel (if requested) may assist in preparing a."
response to the Federal or State agency.
C. A copy of the response shall be sent to the County
Affirmative Action officer for review before submitting
to the Federal or State agency.
D. The County Affirmative Action Officer will mediate the
complaints (when applicable) between the department(s)
and State or Federal agencies.
VI. INVESTIGATE INQUIRIES FROM FEDERAL AND STATE AGENCIES
A. The County Affirmative Action officer will coordinate
(if necessary) with the Personnel Department, operating
department, and County Counsel responses to investigate
inquiries from State and/or Federal Compliance
Agencies.
B. The response to investigate inquiries wall be reviewed
by the County Affirmative Action Officer before
submitting to the agencies.
Orig. Dept. : County Administrator
Reference: Personnel Management Regulations
Phil Batchelor,
County Administrator
ATTACHMENT 25
CONTRA COSTA COUNTY
DISCRIMINATION COMPLAINTS
JANUARY - DECEMBER
1992
DATE TYPE OF OPEN/
DEPARTMENT AGENCY FILED COMPLAINT CLOSED
Community Services Internal 5-01-92 Race (African Closed
American)
DFEH 6-10-92 Race (African Closed
American)
EEOC 5-16-92 Race (African Open
American)
Retaliation
EEOC 7-30-92 Retaliation Open
Internal 6-2-92 Rat Origin Closed
(Nigeria)
Riverview Internal 7-08-92 Age Closed
General Services Internal 10-15-92 Sex (Female) Closed
Health Services Internal 6-03-92 Nat. Origin Closed
(San Salvador)
DFEH 7-16-92 Sex (Female) Closed
National Origin
Hispanic
Internal 10-19-92 Sexual Orientation Closed
Probation Internal 3-27-92 Sex (Male) Closed
Internal 4-17-92 Sex (Female) Closed
Disability
DFEH 4-22-92 Race (African Closed
American)
Internal Race (Male) Closed
(Hispanic American)
Internal Sex (Male) Closed
Race (African Closed
American
Sex (Male) Closed
Internal 10-21-92 Sex (Female) Closed
Public Defender EEOC 6-24-92 Sex (Female) Open
(Eq. Vol pay)
EEOC 6-24-92 Retaliation Open
Sheriff-Coroner DFEH 8-25-92 Race (African Open
American)
EEOC 8-25-92 Race (African Open
American)
Internal 10-07-92 Sex (Female) Closed
Social Services Internal 5-05-92 Sex (Male) Closed
TOTAL COMPLAINTS
AGENCY OPEN CLOSED TOTAL
Internal 13 13
DFEH 2 2 4
Key: Internal - Co:r.piaints filed with the County's Affirmative Action Officer
0
DFEr. - Departure:: of Fair E-ployment 6 Housing, ATTACHMENT 27
EEOC - Equa-' Employment Opportunity Commision
CONTRA COSTA COUNTY
AGENCY & TYPE OF COMPLAINT
JANUARY - JUNE
1992
TOTAL COMPLAINTS
Internal 16
Race 3
Hispanic 1
African American. 2
National Origin 2
Nigerian 1
San Salvador 1
Age 1
Sex 9
Male 4
Female 4
• Orientation. 1
Disability 1
EEOC 7
Race 2
African American 2
Retaliation 3
Sex (Female) 1
Equal Pay 1
DFEH 5
Race 3
African American 3
Ser:
Female 1
National Origin i
Hispanic 1
A:\DISCRIM:CHi
• ATTACHMENT .27