The URL can be used to link to this page

Home My WebLink AboutMINUTES - 08072001 - C.126 gP., l ��/0 7. 'TO: BOARD OF SUPERVISORS CONTRA COSTA p ..•e•'tf.�� ray:: "�;� FROM: John Sweeten, County Administrator COUNTY DATE: July 18, 2001 SUBJECT: ANNUAL AFFIRMATIVE ACTION PROGRESS REPORT SPECIFIC REQUEST(S) OR RECOMMENDATION(S) & BACKGROUND AND JUSTIFICATION RECOMMENDATION(S): ACCEPT report from County Administrator regarding the County's 1999 Affirmative Action Progress Report. BACKGROUND/REASON(S) FOR RECOMMENDATION(S): The Affirmative Action Officer prepares an annual Affirmative Action Progress Report each year that evaluates the County's Affirmative Action Programs. The Affirmative Action Progress Report reviews the departments' workforce; County hires, promotions, and separations, and the County's Disability Access to Facilities and Employment. The County continues to hire and promote race/ethnic minorities and females above their labor force representation. The County workforce indicates all groups exceeded their 1990 Labor Force representation. The County workforce is'. 1990 12/31/99 Labor Force Workforce Hispanic 10.5% 11.1% African Americans 7.6% 16.0% American Indians/Alaskan Natives .6% 1.0% Asian/Pacific Islanders 8.9% 10.0% Total Minorities 27.6% 38.1% Females 45.4% 63.6% CONTINUED ON ATTACHMENT: X YES SIGNATURE: _ RECOMMENDATION OF COUNTY ADMINISTRATOR—RECOMMENDATION OF BOARD COMMITTEE &-APPROVE OTHER SIGNATURE(S): r— ACTION OF BOA N August 7, 2001 APPROVED AS RECOMMENDED_xx OTHER VOTE OF SUPERVISORS I HEREBY CERTIFY THAT THIS IS A XX UNANIMOUS(ABSENT ----- 1 TRUE AND CORRECT COPY OF AN AYES: NOES: ACTION TAKEN AND ENTERED ABSENT: ABSTAIN: ON MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE SHOWN. Contact: ATTESTED August 7, 2001 JOHN SWEETEN,CLERK OF THE BOARD OF SUPERVISORS AND COUNTY ADMINISTRATOR cc: CAO BY, I,C�L/`�� G' DEPUTY July 18, 2001 Annual Affirmative Action Progress Report Page 2 There were 7,472 employees in permanent full-time, permanent part-time, and project exempt positions. Temporary and contract employees are not included in this report. The attached report is presented for your review. CONTRA COSTA COUNTY y Osr`� COUK AFFIRMATIVE ACTION ° ANNUAL PROGRESS REPORT 1� January-December 1999 Introduction Contra Costa County evaluates its Affirmative Action progress on a regular basis to allow for changing priorities, identification of areas on which to concentrate efforts and a review of the County's accomplishments in Affirmative Action. Contra Costa County's Affirmative Action accomplishments are the result of the leadership of the Board of Supervisors and commitment of the County Administrator,Department Heads, managers, supervisors, employees, unions, and community groups and organizations. The Affirmative Action Program goal is to have the County workforce reflect the diversity of our County labor force. This report presents the County's workforce in the following areas: I. Summary A. Workforce Analysis 1. Occupational Categories 2. Supervisory Employees 3. Management Employees 4. Department Analysis B. Employment 1. Hires 2. Promotions 3. Separations C. Disability Program 1. Workforce Analysis 2. Americans with Disabilities Act (ADA)Requirements a. Accessibility b. Essential Functions U. County Workforce Analysis as of December 31, 1999 A. Goals B. Workforce C. Occupational Categories D. Supervisory Employees E. Management Employees F. Workforce Analysis by Departments as of December 31, 1999 1. Largest Departments 2. Large Departments 3. Medium Departments 4. Small Departments 5. Smallest Departments 1 III. Employment Status A. Hires B. Promotions C. Separations IV. Disability Program A. Workforce Analysis B. American with Disabilities Act (ADA)Requirements 1. Accessibility 2. Essential Functions 2 I. Summary A. Workforce Analysis The County continues to implement an aggressive Affirmative Action Program and continues to evaluate the effectiveness of its program. The County's overall workforce for all ethnic and racial groups and females meets or exceeds the County's labor force representation. This accomplishment is due to the efforts of its Department Heads and their staff. They continue to select qualified candidates for new or vacant positions in their department. 1. Occupational levels: Diversity continues to increase throughout the occupational levels. Emphasis continues to be placed, for all groups, on the following occupational categories: Officials and Administrators, Professionals, Protective Service Workers, and Skilled Craft Workers. 2. Among supervisory employees' the County continues to promote employees from all groups. 3. Management employees' representation is also increasing for Hispanics and Asian/Pacific Islanders. 4. Departments continue to move more closely to having a representative workforce for all groups. Health Services Department is the only department with a representative workforce for all groups. Several departments have a representative workforce for all except one group. Those departments are: Assessor's Office, Community Services, County Administrator's Office, the District Attorney's Office, Employment and Human Resources, and Probation. B. Employment 1. Hires:Analyzing by racial, ethnic and gender groups, the applicants hired by the County in 1999, all ethnic and racial groups and females exceeded their labor force representation. An aggressive approach to hiring a representative group of applicants has made it possible for the County to reach its current goals. Departments will continue to work towards their goals for specific job classifications through targeted recruitment efforts by job classification,job related tests, and selections. 2. Promotions: Qualified employees have been promoted above their labor force representation for all ethnic and racial groups and females. Departments continue to aggressively promote minorities and women in all occupational categories. 3. Separations: Employees that separated from the County at or above their labor force representation were Females and African Americans. Departments are asked to review the reason(s) employees leave (such as resignation, rejection from probation, retirement, etc.)and recommend ways to reduce the number of employees leaving County service. 3 C. Disabled Access to Facilities and Employment The County continues to offer accommodation to disabled candidates who request assistance during our selection process. The Human Resources Department also contacts disabled rights groups and organizations to recruit disabled job applicants for County employment opportunities. 1. There are only a small number of employees who at the time they were hired, (since 1990)voluntarily identified themselves as being disabled. The County does not survey its workforce to identify employees who may become disabled once they are hired. There were forty four disabled employees who voluntarily identified themselves when hired as of December 31, 1999. There were ten(10)with visual disabilities; five (5) with hearing disabilities; two (2) with speech disabilities; twenty four (24) with physical disabilities; and three (3) with developmental disabilities. 2. Americans with Disabilities Act a. The County's Transition Plan is being implemented and the County has progressed in making our facilities accessible. Buildings were prioritized based upon the number of employees and public members utilizing the facility. Priority A Buildings are 90% accessible and the County is now working on Priority B and C Buildings. New buildings purchased, leased, or rented are also included in the updating of the Transition Plan. b. Essential functions have been developed for most job classifications for which examinations have been administered since 1990. Essential functions were developed for all job classifications specified in attachment 7. 4 II. County Workforce Analysis as of December 31, 1999* The employee groups identified in the County workforce for analysis in this report are Females and the following minority groups: Hispanics: All persons of Mexican, Puerto Rican, Cuban, Central or South America,. or other Spanish culture or origin, regardless of race; African Americans: All persons having origins in any of the Black racial groups of Africa; Asian and All persons having origins in any of the Pacific original peoples of the Far Pacific East, the Indian Subcontinent, Southeast Asia, or the Pacific Islands. This Islanders: area includes, for example, China, India, Japan, Korea, the Philippine Islands, and Samoa; and American Indians or All persons having origins in any of the original peoples of North America, Alaskan and who maintain cultural identification through tribal affiliation or Natives: community recognition. A. Goals The County uses the Bureau of the Census 1990 Labor Force Statistical Data for Contra Costa County as its goal. The goals for the various groups are: 1990 Census Labor Force December 31, 1999 Groups Percentages Workforce Percentages Hispanics 10.5% 11.1% African Americans 7.6% 16.0% Asian/Pacific Islanders 8.9% 10.0% American Indians/Alaskan Natives .6% 1.0% Total 27.6% 38.1% Females 45.4% 63.6 % *This summary may include job classifications not subject to the 1975 Consent Decree (Croskrey v Contra Costa County, United States District Court, Northern District of California). 5 B. Workforce There were 7,472 employees (Attachment 1) in permanent full-time, permanent part-time, and project exempt positions. Temporary and contract employees are not included in this report. Contra Costa County Workforce Statistics 1990 Labor Force Census Goals&Contra Costa County December 31,1999 Workforce d 70% � 83% c 60% d v n. 50% 45.4% 0 40% S LU 30% 20% 1e% 0% IF. 11% B.BX 10% 0% Goal/African-Amer% Goal/Asian-Pacts% Goal/Female% Goal/Hispanic % Goal/Amerind-AlaN 9 There were 4,704 (63%) female employees in the workforce which significantly exceeds their labor force (45.4%) representation. There were 834 (11%) Hispanic employees in the workforce which exceeds their labor force (10.5%)representation. There were 1,169 (16%) African American employees in the workforce which significantly exceeds their labor force(7.6%) representation. There were 728 (10%) Asian/Pacific Islander employees in the workforce which exceeds their labor force(8.9%) representation. There were 66 (1.0%) American Indian/Alaskan Native employees in the workforce which exceeds their labor force ( .6%)representation. All groups are above their labor force representation. 6 C. Occupational Categories In order to target new hires and promotions, we look at the location of minorities and females in the various occupational categories (Attachment 2). All positions are placed in one of eight occupational or job categories: 1. Officials & Administrators: Employees who set or recommend board policies, exercise overall responsibility for execution of these policies, or direct individual departments or special phases of the County's operations. Examples include: Department Heads, Division Chiefs, Directors, Assistant Directors, Deputy Directors. 2. Professionals: Employees in positions that require specialized theoretical knowledge normally acquired through college training or through work experience and other training. Examples include: Physicians, Attorneys, Registered Nurses, Accountants, Management Analysts, and Psychologists. 3. Technicians: Employees in positions that require a combination of basic scientific or technical knowledge and manual skill which can be obtained through specialized post-secondary school education or through equivalent on-the job training. Examples include: Computer Operators, and Medical, Dental, and Engineering Technicians. 4. Protective Service Workers: Employees in positions that are entrusted with public scfety, security and protection from destructive forces. Examples include: Deputy Sheriff's, Fire Fighters, Sergeants, Public Service Officers, and District Attorney Inspectors-Welfare Fraud. 5. Para Professionals: Employees in positions that perform some of the duties of a professional or technician in a supportive role, but require less formal training and/or experience than is normally required for professional or Y. technical workers. Examples include: Community Health Workers, Library Assistants, Medical Aides, and Translators. 6. Administrative Support: Employees in positions that are responsible for internal and external communications, recording and retrieval of data and/or information and other paperwork required in an office. Examples in include: Clerk-Experience Level, Secretary, Account Clerks, and Storekeepers. 7. 7. Skilled Craft Workers: Employees in positions that perform jobs which requires special manual skills and a thorough and comprehensive 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 MM programs. Examples include: Electricians, Equipment Mechanics, Stationary Engineers, Carpenters, and Painters. V. 8. Service/Maintenance: Employees in positions that 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. Examples include: Gardeners, Laborers, Custodians, Groundskeepers, and Equipment Operators. 8 The following is a summary of workforce by occupational categories for Contra Costa County as of December 31, 1999. All pages of this summary may include job classifications not subject to the 1975 Consent Decree (Croskrey v. Contra Costa County, United States District Court). Officials/Administrators Group # % Total 256 100 Females 119 46.4 African Americans 29 11.3 Hispanics 17 7.0 Asian/Pacific Islanders 10 4.0 American Indian/Alaskan Natives 0 0 Officials/Administrators Gender Race/Ethnic Groups 137(53.69'0) 200(77%) 119(48.4%) ® Males Females BIBUJU Whites ® African-Amer NW Hispanics Asian/PacIs AmerIn/AK Nat 9 Professionals Group # % Total 2544 100 Females 1604 63.0 African Americans 310 12.2 Hispanics 175 7.0 Asian/Pacific Islanders 337 13.2 American Indian/Alaskan Natives 16 1.0 Professionals Gender Race/Ethnic Groups 840(37°/) 1706{66°6} I 18(196} 337(13.2%) 1604(6396) 310(12.2%) 176(7%) ® MalesFemales ® Whites African-Amer Lj XX Hispanics Asian/Pads >t%� Amerin/AK Nat 10 Technicians Group # % Total 866 100 Females 578 67.0 African Americans 148 17.1 Hispanics 110 13.0 Asian/Pacific Islanders 120 14.0 American Indian/Alaskan Natives 13 2.0 Technicians Gender Race/Ethnic Groups 485(53%) 286(33%) �i 13(2%) 12014% ( 148 1 578(6 % 110(13/.)] ® Males Females Whites African-Amer Hispanics Asian/Pacls Amerin/AK Nat 11 Protective Services Workers Group # % Total 846 100 Females 101 12.0 African Americans 90 11.0 Hispanics 72 9.0 Asian/Pacific Islanders 30 4.0 American Indian/Alaskan Natives 10 1.1 Protective Service Workers Gender Race/Ethnic Groups 644(74%) 745(BB%) 30(4%) 101 (12%) 72(9%)l so 11% ® Males Females ® Whites ® African-Amer Hispanics Asian/PacIs AmerIn/AK Nat 12 Para Professionals Group # % Total 536 100 Females 416 78.0 African Americans 153 29.0 1 � Hispanics 103 19.2 ° Asian/Pacific Islanders 51 10.0 American Indian/Alaskan Natives 6 1.1 Para Professionals Gender Race/Ethnic Groups 223(41%) 120(22Ye) , 416(78%) 103(19.2%) ® Males Females ® Whites ® African-Amer Hispanics Asian/PacIs € AmerIn/AK Nat 13 Administrative Support Group # % Total 1935 100 Females 1753 91.0 African Americans 339 18.0 Hispanics 275 14.2 Asian/Pacific Islanders 148 8.0 American Indian/Alaskan Natives 14 1.0 Administrative Support Race/Ethnic Groups Gender „ss(58%) / 1 7::5:31(91,6)0 338(18°.b) 275(14.2%) ® Whites ® African-Amer OCR ® Males Females Hispanics Asian/PacIs,�; y/ Amerin/AK Nat 14 Skilled Craft Workers Group # % Total 91 100 Females 3 3.3 African Americans 4 4.4 Hispanics 6 7.0 Asian/Pacific Islanders 4 4.4 American Indian/Alaskan Natives 1 1.1 Skilled Craft Workers Gender Race/Ethnic Groups 76(83.5%) 4 4.4% 6 4 4.4% ® Males Females ® Whites ® African-Amer Hispanics Asian/PaeIs AmerIn/AK Nat l5 Service Maintenance Group # % Total 398 100 Females 130 33.0 African Americans 96 24.1 Hispanics 76 19.1 Asian/Pacific Islanders 28 7.0 American IndiardAlaskan Natives 6 2.0 Service Maintenance Gender Race/Ethnic Groups 192 4B% 268(67%) 4/ 6(2% 130(33%)l 76(19.1% ® Males Females ® Whites ® African-Amer XX Hispanics Asian/PacIs /. Amerin/AK Nat 16 The following is a summary of each group (Females, African Americans, Hispanics, Asian/Pacific Islanders and American Indians/Alaskan Natives) within each occupation of category. There are 4,704 (63.4%), female employees represented in the following occupational categories: Total December 31, 1999 Employees Female Employees Category 12/31/99 4 % Officials/Admin 256 119 46 Professionals 2544 1604 63 Technicians 866 578 67 Protective Service Wkr 846 101 12 Para Professionals 536 416 78 Administrative Support 1935 1753 91.0 Skilled Craft Workers 91 3 3.3 Service/Maintenance 398 130 33 Total 7472 4704 Contra Costa County Females Occupational Categories 1604(63°i6) 578(67°i6) `.� 119(46.4%) 101 (12%) fr�rr��^f{�k�'.•�4V��S µ1 1 t j i,l i l l l i j l l ��4•,y¢�r 4•+T✓ I: :I 416(78%) %`• 1753 (911%) Officials/Administrators Professionals Technicians ® Prot Sery Wrkrs 0 Para Professional Admin Support Skilled Craft Wkrs Services Maint 17 There are 1169 (16.0%) African American employees represented in the following categories: Total December 31, 1999 Employees African American Employees CategoU 12/31/99 # % Officials/Admin 256 29 11.3 Professionals 2544 310 12.2 Technicians 866 148 17.1 Protective Service Wkr 846 90 11.0 Para Professionals 536 153 8.0 Administrative Support 1935 339 18.0 Skilled Craft Workers 91 4 4.4 Service/Maintenance 398 96 24.1 Total 7472 830 Contra Costa County African American Occupational Categories 148(17. .jam'; •t �-Y;�,Y•,�' 153(8%) 389(18%) Officials/Administrators ® Professionals Technicians ® Prot Sery W rkrs {i. Para Professional Admin Support ® Skilled Craft W krs Services M alnt 18 There are 834 (11%) Hispanic employees in the following occupational categories- Total December 31, 1999 Employees Hispanic Employees Category 12/31/99 # % Officials/Admin 256 17 7 Professionals 2544 175 7 Technicians 866 110 13.0 Protective Service Wkr 846 72 9.0 Para Professionals 536 103 19.2 Administrative Support 1935 275 14.2 Skilled Craft Workers 91 6 7.0 Service/Maintenance 398 76 19.1 Total 7472 834 Contra Costa County Hispanic Occupational Categories 110 (13%) 4 t 103 (19.2%) :. �rfrk• �ti�•�4�'fk rk ::i s i i i t i 275(14.2-A) Officials/Administrators ® Professionals Technicians Prot Sery Wrkrs Para Professional Admin Support ® Skilled Craft Wkrs 0 Services Maint 19 There are 728 (10%) Asian Pacific Islanders in the following occupational categories: Total December 31, 1999 Employees Asian/Pacific Islander Employees Category 12/31/99 # % Official/Admin 256 10 4.0 Professionals 2544 337 13.2 Technicians 866 120 14.0 Protective Svc Wkr 846 30 .12 Para Professionals 536 51 10.0 Admin Support 1935 148 8.0 Skilled Craft Wrk 91 4 4.1 Service/Maintenance 398 28 7.0 Total 7472 728 Contra Costa County Asian/Pacific Islander Occupational Categories 337 (13.2%) 120 (14%) 1171.1177 1177 7 ... {,{•4 .{,,t, fN'b 14,4,'E,<•'M 51 (10% 148 (8%) 0 Officials/Administrators ® Professionals Technicians ® Prot Sery W rkrs ED Para Professional Admin Support Skilled Craft Wkrs Services Maint 20 There are 66 (1.0%) American Indians/Alaskan Natives in the following occupational categories: Total December 31, 1999 Employees American Indians/Alaskan Native Employees a e ory 12/31/99 # % Officials/Admin 256 0 0 Professionals 2544 16 .6 Technicians 866 13 2.0 Protective Svc Wkr 846 10 1.2 Para Professionals 536 6 1.1 Admin Support 1935 14 1.0 Skilled Craft Wkr 91 1 1.1 Service/Maintenance 398 6 2.0 Total 7472 66 Contra Costa County American Indian/Alaska Native Occupational Categories •5'tet, .. .: . {,,.•{ i 6 (2°r6) ❑ Officials/Administrators ® Professionals Technicians ® Prot Sery W rkrs 0 Para Professional Admin Support ® Skilled Craft Wkrs ❑ Services Maint 21 D. Supervisory Employees The County continues to review the number of supervisory (Attachment 3)employees in the County and departments to identify and eliminate the potential for a "glass ceiling" (discriminatory impact) .......... on Minorities and Females in upper and top supervisory level positions. Supervising employees are employees with lead Ff% 1a responsibility. ............ ........... ............. am.... There are 1178 supervisory employees: 742 (63%) Females; 164 (14%) African Americans; 121 (10%) Hispanics; 115 (10%) Asian/Pacific Islanders; and 8 (.6%) American Indians/Alaskan Natives. E. Management Employees Management employees have program responsibilities and are usually in policy making positions. ... There are 994 management employees (Attachment 4): 547 (55%) Females; 107 (11.0%) African Americans; 70 (7.0%)Hispanics; 94 (9%) Asian/Pacific Islanders- and 4 (.4%) American Indians/Alaskan Natives. The County continues to target mid management and management level positions for all minority groups. Supervisory and Management Employees 70% - :63% 60% - Cf 50% - 40%as - IL 30% - ........ 4) >% 20% 0 - CL10% 796 10% 11%E ....... ........ ........ LLJ I 1i 0% --F-- Females African American Hispanic Asian/Pac Is Amer Ind/AK Nat Supervisors Management 22 III. Workforce Analysis by Departments There are twenty-five(25) (see Attachment 5) County Departments included in this report. Departments can be divided into five major groups based on the total number of employees in each department: Largest; Large; Medium; Small and Smallest Departments. The following are the departments and an analysis of their 1997 and 1998 department workforce. The goals for the departments are the following: 10.5% Hispanics; 7.6% African Americans; 8.9%Asian/Pacific Islanders; and .6% American Indians/Alaskan Natives and 45.4% Females. The department labor force goal is independent of the job classification goals and therefore, these department workforce numbers do not necessarily reflect the availability of minorities and females for specific job classifications. A. Largest Departments: The largest departments are those with more than 500 employees. Departments in this category are: 1997 1998 1999 1. Health Services employees 2176 2299 2455 2. Sheriff-Coroner employees 874 889 895 3. Social Services employees 1055 1037 1246 Analysis: The groups subject to concentrated recruitment efforts and selection in 1999 are: 1. Health Services None 2. Sheriff Coroner Females, Hispanics, and Asian/Pacific Islanders 3. Social Services Asian/Pacific Islanders B. Large Departments: The large departments are those with more than 200 employees. Departments in this category are: 1997 1998 1999 1. CCCounty Fire District employees 392 369 359 2. Probation employees 305 335 361 3. District Attorney employees 289 286 313 4. Public Works employees 253 253 253 5. Community Services employees 262 268 272 6. General Services employees 208 244 258 Analysis: The groups subject to concentrated recruitment efforts and selection in 1999 are: 1. Contra Costa County Females, African Americans, Hispanics, Fire District and Asian/Pacific Islanders 2. Probation Hispanics and Asians/Pacific Islanders 3. District Attorney Hispanics 23 4. Public Works Females, Asian/Pacific Islanders, and American Indians/Alaskan Natives 5. Community Services American Indians/Alaskan Natives 6. General Services Females, Asian/Pacific Islanders, and American Indians/Alaskan Natives C. Medium Departments: The medium departments are those with more than 100 employees. Departments in this category are: 1997 1998 1999 1. CAO's Office employees 167 167 171 2. Library employees 168 169 177 3. Assessor employees 131 130 127 4. Public Defender employees 123 110 108 Analysis: The groups subject to concentrated recruitment efforts and selection in 1999 are: 1. County Administrator's Office Hispanics 2. Library African Americans, Hispanics, Asian/Pacific Islanders 3. Assessor's Office Hispanics 4. Public Defender Hispanics and Asian/Pacific Islanders D. Small Departments: The small departments are those with more than 20 employees. Departments in this category are: 1997 1998 1999 1. Auditor-Controller employees 60 57 58 2. Animal Services employees 59 61 55 3. Clerk-Recorder employees 59 58 57 4. Community Development employees 45 44 50 5. Building Inspection employees 45 54 73 6. Human Resources employees 37 38 39 7. Agriculture employees 38 37 43 8. County Counsel employees 32 34 36 9. Treasurer/Tax Collector employees 30 28 .30 Analysis: The groups subject to concentrated recruitment efforts and selection in 1999 are: 1. Auditor-Controller African Americans, Hispanic and American Indians/Alaskan Natives 24 2. Animal Services African Americans, Hispanics and Asian/Pacific Islanders 3. Clerk-Recorder African Americans and Asian/Pacific Islanders 4. Community Development African Americans, Hispanics and American Indian/Alaskan Natives 5. Building Inspection Females and Hispanics 6. Human Resources Hispanics and American Indians/Alaskan Natives 7. Agriculture African Americans and Hispanics 8. County Counsel Hispanics, Asian/Pacific Islanders, and American Indian/Alaskan Natives 9. Treasurer-Tag Collector African Americans and American Indians/Alaskan Natives E. Smallest Departments: The smallest departments are those with more than one employee and less than twenty employees. Departments in this category are: 1997 1998 1999 1. Retirement Administration employees 19 21 23 2. Veterans Services employees 5 5 5 3. Cooperative Extension employees 3 2 2 Analysis: The groups subject to concentrated recruitment efforts and selection in 1999 are: 1. Retirement African Americans, Hispanics, Asian/ Administration Pacific Islanders, and American Indians/Alaskan Natives 2. Veterans Services Asian/Pacific Islanders, and American Indians/Alaskan Natives 3. Cooperative Extension African Americans, Hispanics, Asian/Pacific Islanders, and American Indians/Alaskan Natives 25 IV. Employment Status The employment analysis of hires, promotions, and separations include actions from January to December 1999. A. Hires There were one thousand one hundred and sixty-three(1,163) employees hired during this reporting time period (attachment 6). More than three quarters of the hires were Females. There were 875 (75.2%) Females; 203 (17.5%) African Americans; 129 (11.1%) Hispanics; 171 (15%) Asian/Pacific Islanders; and 10 (.1%) American Indian/Alaskan Natives employees hired. The total number of minorities hired was 513 (44.1%). Ethnic/Racial minorities were hired significantly above their labor force representation of 27.5%. All ethnic/racial minority groups and females were hired above their labor force representation. B. Promotions There were seven hundred twenty nine (729) employees promoted during this reporting period (attachment 6). There were 504 (69%) Females; 160 (22%) African Americans; 95 (13%)Ffispanic employees; 69 (9.5%) Asian/Pacific Islanders; and 6 (1.0%) American Indians/Alaskan Natives. All ethnic/racial groups and females were promoted above their labor force representation. The total numbers of minorities promoted were 330 (45%). Minorities were promoted significantly above their labor force representation of 27.6%. C. Separations There were two hundred fifty-four (254) employees who separated from County service (Attachment 6). More than half of the separations were among Females. There were 164(65%)Females; 51 (20.1%)African Americans; 22 (9.0%)Hispanics; 22 (9%) Asian/Pacific Islanders; and 0 (0%) American Indians/Alaskan Natives. Females, African Americans and Asian/Pacific Islanders separated from the County in percentages higher than their labor force representation. There were 95 (37.4%) minority employees leaving County service at a percentage higher than their labor force representation of 27.6%. The types(Attachment 6) of separations and an analysis of the minorities and females in the separation categories are the following: 1. Resignations- One hundred and forty-six (146) employees. resigned from the County. There were 101 (69.1%) Females; 27 (18.5%) African Americans; 15 (10.2%) Hispanics; 16 (11%) Asian/Pacific Islanders and 0 (0%) for American Indians/Alaskan Natives. All ethnic/racial minority groups and females except Hispanic and American Indians/Alaskan Natives had employees that resigned at percentages higher than their labor force representation. There were 58 (40%) minorities who resigned from County service during this time period. Ethnic/racial minority group resignations were higher than their labor force representation of 27.6%. 26 2. Constructive Resignation - There were four (4) employees with constructive resignations. Two (50%) Females and 3 (75%) African Americans had constructive resignations above their labor force representation. There were 3 (75%) minorities with constructive resignations,and this is above their labor force representation of 27.6% 3. Lay Offs - There was one (1) employee that was laid off in the County. There was one (100%) female who was laid off. Females were the only group laid off at a percentage higher than their labor force representation. There were zero (0%) minorities laid off during this reporting period. 4. Deaths- Ten (10) employees died during this reporting period. There were 8 (80%) Females; one (10%) African American; 2 (20%) Hispanic; and one (10%) Asian/Pacific Islander. Females, an African American, Hispanics, and an Asian/Pacific Islander exceeded their labor force representation in this category. There were 4 (40%) minority employees who died during this reporting period and this is above their labor force representation of 27.6%. 5. Rejection of Probation - There were nineteen (19) employees rejected during the probationary period. There were 10 (53%) Females; 7 (36%) African Americans; one (5.3%) Hispanic and 2 (11%) Asian/Pacific Islanders; and no American Indians/Alaskan Natives. Females, African Americans, and Asian/Pacific Islanders rejected probationary employees left County service at percentages above their labor force representation. There were 10 (52%) minorities rejected from probation during this reporting period. This is significantly above their 27.6% labor force representation. 6. Retirements - There were fifty-two (52) employees who retired from the County. There were: 28 (54%)Females; 2 (4%) African Americans; 3 (6%) Hispanics; one (2%) Asian/Pacific Islanders; and 0 (0%) American Indians/Alaskan Natives retired from County service. Females retired from the County at percentages higher than their labor force representation. There were 6 (12%) minorities who retired. This percentage is significantly above their labor force representation of 27.6%. 7. Dismissed - There were eleven (I1) employees who were dismissed from County service. There were: 5 (45%)Females; 7 (64%) African Americans; and one (9.1%) Hispanic. African Americans exceeded their labor force representation in this category. There were 8 (73%) minorities dismissed and this is above their labor force representation. 8. Other-There were eleven (11) employees listed in the "other" category. There were 9 (82%) Females, 4 (36.3%) African Americans, and 2 (18.2%) Asian/Pacific Islanders. There were 5 (45.4%) minorities in this category, which is above their labor force representation. 27 V. Disability Program The County's Disability Program began in 1978 and includes complying with the requirements of the Rehabilitation Act, the County's Rehabilitation Program, and the Americans with Disabilities Act (ADA)Program. A. Disabled Employees Workforce Analysis The County is active in the recruitment and selection of disabled applicants. We have: ♦ established policies and procedures to protect disabled employees from discrimination; ♦ developed a "Transition Plan" to ensure County facilities (buildings) are accessible; o reviewed County programs and services to ensure accessibility. Employees may voluntarily self identify their disability at the time they are hired by the County. Among the 7,472 employees covered in this report, there are forty-three (43)* employees who identified themselves as having a disability. The type of disabilities identified are the following: 10 (23.3%) Visual; 5 (12%) Hearing; 2 ( 5%) Speech; 23 (53.5%) Physical; 3 ( 7%)Developmental Disabilities. B. Americans with Disabilities Act (ADA) Requirements The County is aggressively implementing the requirements of the Americans with Disabilities Act. The implementation of the Americans With Disabilities Act (ADA) can be divided into three broad categories: Accessibility, Essential Functions, and Requests for Reasonable Accommodations. This report addresses accessibility and essential functions. 1. Accessibility The General Services Department, Architectural Division continues the review of all County buildings identifying barriers to accessibility utilizing the Americans with Disabilities Act Guidelines (ADAG). The "Transition Plan" was adopted, buildings were prioritized and time frames were established in order to bring the facilities into compliance with the guidelines. 2. Essential Functions The Affirmative Action Office reviews all recruitment and examination packets for their targeted and diverse recruitment efforts,job related minimum qualifications, and the identification of essential functions (i.e., tasks) in the job class. 28 Attachments 1. County Workforce as of December 31, 1999 2. Occupational Categories as of December 31, 1999 3. Supervisory Employees as of December 31, 1999 4. Management Employees as of December 31, 1999 5. Workforce Analysis by Departments for 1999 6. Hires, Promotions, Separations, and Type of Separations from January to December 1999 7. Essential Functions that have been completed for Job Classifications in Contra Costa County as of 1999 A:1999aaaprorpt 29 / 0 J C-0 $ 2 w 3 $ $ % q 3 % ® ® a a t q7 a » m ® © � @ 3 S 3 G / / c & & a o 0 g @ 0 a / ® # 7 3 ƒ $ ? ± 2 % R / f $ 0 _ $ G 3 / k k n f 7 R . � . $ r 2 00 2 3 2 6 S � n� ON 00 a m ® y / / \ / & a010 . ƒ � a � / * bo ~ '00 ƒ A to is„n cnt ! 17, XII �S � Ij, 91 00 1;le 00 co COD pow late N CD w. Gam. C!1 y cD O Ow () CD CD CD fD ti v W 00 "y ti'1 VC�D N O 0 000 A A 0kA 000 a L 0 kA o --j b 00 A N O CA 000 p00• 00 O� M a CA R .. 00 O w O A O � D O ON O O\ LA �O -4 O O c) � V W ON 00 v vi '17 CSD O N W N J V' O • O (7 O NO O W NCD d CD NV' w O O J OAO �-•] d rL o crO � ^moi C) p� A O rl In A �p r� la G () - 00 °_° b w --a 00 w 00 N N p H () P) CD aA aq ON w v w A 07 U) CD 00 W N A .,y a Mn H N A 00 �p w L H O A N N N 00 In H N \0 J J O, H w H Attachment 2 q E ® » c ]. f / \ §kCD §1 C) ƒ � k Co / \ ° _ § ƒ . \ @ ? ) P » / # / 00 k \ CL r \ q 0 f / 2 \ $ . / k k \ \ e 7 ƒ W Q f d > & W o 0 / \ 3 ± / a - / ® / 3 2 E (ON d g ƒ e � 0 § § / ƒ ~ / ® o o $ C:) m \ 00 f W k ƒ a a 7 m e 2 E § § 7 E $ k 00 % 2 3 ± \ § g \ a # \ e A > ® a # % R / # _ / - > o o a / $ w 0 0 0 0 2 c < \ > w o o m M g 2 _ t o o 00 e Attachment F * o o N N N � G� a P � o � c N. ✓ rj ✓ � O 00 G -� � ?. m `o Q o o 0 W � W rt1 I N � �D ✓ 9 s' W Cl k 9� ✓ N O* N i.d 00 p tta�watt 3 coo p' � n M J� O o h un �a 0 0 � s .°1 O J � sy � N O� N N ��6l .P � Arta�b'�'ent 4 C) 0 n K v > D ar a. a N qj. � 5 °i CD 0 o °- E 0Q v) C7 CL b , � o 0 c� o o o =2k o :a- o� o o Ztk o lk o N N N Q\ A W A Vt W N Vt N W LA GO W U W N N Vl 00 W A 00 N W Q\ ON A %D Vi 00 00 io O �1 W N A kD �l U. O rJ O O O O w O 00 O �] O In O w O d n N Vi J W �1 A 00 A -1 W ON W A J O O 00 J A W A A A U N W 00 n c (� d y Cr7 co z cn n q0 O r Ln cn A Vii w p� "O 00 O� 'D LA lh ON V. w \D A O� n `C7 �n 1-y � a\ w ON W r A O O N O O N w A N N --• D O '-1 �1 !,J N •-- W W N !J N W N W O O 00 w fT-J Cn Attachment 5 r x x b C7 C) c) p' �o G N Cy' �• O O n n d coo x co rn �. a O o o 9 CD 0 C m � y CD < `° o y o' J N 00 W Un 00 0'% ON N O � W Vi N A O% O . � _ 0 00 W J O J N N 01 ? ON ut N O w cn N a\ In J 1.0 .0, 00 N t w N O1 O O N N _ O J O w O vi O O O In O in O O w O O J O 110 O cn O cn O O O w O 110 O w O U O N n b O J Oo N J N 00 w d W J ON N J U J � O NO W O N y n m C) w0 'Z-jO W J W W N O 00 J Vl Vt 00 Ut W W J C% O 00 W O O y x C J cn N w OJ N W N w J �o W O O 00 J n na � Cn V' U O Vi w U 00 Cl1 r z O O N W N ON N to O O O O a Cil � W w A O N 00 N J 00 � 00 w 0 .P W ol� O O w J O O 7[] w y C4 Attachment 5 --i CSD m C/) � G G b CD 'y ,� CD r-• cr Q' O .may Vw0i AC' � O CD p y (D T. p 0 N C 7 o 4k o it o o o :tk o :tk o o O N w O to O 'o w w O 00 Vi 00 w O ON ON N W O W ON 00 N W J O\ J A O w J O Vi In O O\ J O O In Vi O J N 00 N w O O W O A O c0 O N O In O O O O\ O v, O O O ON O �A O w O w O 00 O d0 ON ONO� �-. In J 00 N J J 00 Q\ N O O '� w �O 00 A (:71 J O O 00 GO A O J n CTi fD Cp N z 0 w0, zn tv \ O w wON0 N O p N O vNi N oo n x _ CIO O w A N W cD 00 O O W N In Vi N b (7 (7 C4 O O U J00 A A J U U w O L7 \ r o O o 0 0 00 O O o O zz N A 0 0 O O J N J U w cn �fJ A O A C/) Attachment 5 C o a Co o C C 0 z d n N (D W N N 00 I O cn -P, 00 LA 0 a a W 0 0 C) O Co a N O > c �-I d y p O 0 y o a Cr o O � a � C r N N W ? O 00 00 O a s� C�7 � Attachment 6 C o O d d w �d o g o v < �. � a °= `�° (71 CD O b R �. Co 0 CL 0 G, W CD o �41- o o o o o o o o d CD O C!i p CD CD 'TJ 0 O O �-. O O O O In O O ? 0 -Ph. -t� ?? O O "o O O O O O N O A O ON W O CL N O a o � � C� N O Vl � O � C) W 00 O N � O a CD o - 7 w vii to �o w O 00 0000 (7NV) O 000 H f7 �J ti CD Z ' G y C/) �Dy 0 O O� D\ v w J O O O �'� N to w 00 n w m0 co o y n O Cn �o %-o N O O to �o NO N O to w O O `G (7 a O O O O O O O � Cn r v N O O to O O o O O O O O O O p� O 0 o O O o o O o O O o o O o o O O O aid H H w v, v, 0 0 O v In O N O N 0o O O ? to w N Oo H n7 tD" Attachment 6 CONTRA COSTA COUNTY Essential Functions Job Classifications April 2000 Account Clerk Child Nutrition Division Nutritionist- Environmental Health Specialist II Account Clerk-Advanced Level Project Environmental Planner (Ofc of Rev Collection) Child Nutrition Food Services Environmental Services Supervisr Account Clerk-Experienced Level Transporter Equipment Mechanic* (Ofc of Rev Collection) Child Nutrition Food Services Equipment Operator I* Accountant II (Ofc of Rev Coll) Transporter-Project Equipment Operator II* Accountant III Child Nutrition Worker I-Project Accounting Technician Child Nutrition Worker II-Project Facilities Administrator Administrative Analyst Child Nutrition Worker III- Project Facilities Manager Administrative Services Assistant Civil Litigation Attorney Family and Children's Svcs Infant/ Administrative Services Officer Collection Operations Manager Toddler Assoc Teacher-Prjct Advise Nurse Collection Services Agent II Family and Children's Svcs Recruit- Adult/Older Adult Program Chief Collection Services Enforcement menti Enrollment Svcs Wrkr- After School Prgm Suprvisor-Prjct Officer II Project Airport Environmental/Community Collection Services Manager Family Support Collection Suprvisr Relations Officer Comm Svcs Bldg Svcs Wrkr-Prof Fire Captain Airport Operations Specialist* Computer Aided Drafting Operator Fire Dist Telecommunications Spec Ambulatory Care Clinic Supervisor Computer Operator I Fire Dist Telecommunication Mgr Animal Center Technician* Computer Operator Trainee Fire Training Instructor Animal Control Officer* Computer Operations Manager Firefighter* Animal Control Tech nician"Tem p" Computer Operations Trainee Forensic Toxicologist Animal Services Officer Criminalist Laboratory Aide Forensic Toxicologist I Apprentice Mechanic* Custodian I, II* Assistant Assessor Gardener* Assistant Chief Cardiopulmonary Data Control Clerk Grading Inspector I Support Services Data Entry Operator II Grounds Keeper* Assistant Environmental Svcs Mgr Department Computer Sys Tech Grounds Maintenance Specialist* Assistant Health Svcs Systems Dir Departmental Systems Spec I Group Counselor I, II, III* Assistant Manager of Airports Deputy County Librarian Assistant Risk Manager Deputy County Librarian-Spit Svcs Hazardous Materials Technician Associate Architectural Engineer Deputy Director of Community Head Detention Cook Associate Civil Engineer Dev-Current Planning Head Start Assistant Prgm Mgr Associate Appraiser Deputy Director of Community Head Start Homebase Wrkr-Prjct Dev-Current Plan-exempt Head Start Family Svcs Mgr- Prjct Battalion Chief Deputy Probation Officer I Head Start Family Svcs Spec Biomedical Equipment Tech II Deputy Probation Officer II Head Start Family Svcs Spec-Prjct Born Free Program Supervisor Deputy Probation Officer III Head Start Grantee Operated Branch Librarian Detention Services Worker* Program Area Coordinatr Building Inspector I Developmental Program Supervisr Head Start Head Teacher Building Inspector II Dietetic Technician Health Education Specialist Building Maintenance Director-Central Identification Svcs Health Plan Member Advocate Building Plan Checker II Director of Environmental Health Health Plan Member Svcs Co Director of Ofc of Rev Collection Health Plan Member Svcs Counslr C A Drafting Operator District Atty-Sup Court Trial Team Health Plan Patient Svcs Suprvisr Captain Driver Clerk* Health Svcs Accountant CCTV Programming Coordinator Dual Diagnosis Program Coordin- Health Svcs Info Systems Spec CCTV Production Assistant ator-Project Health Svcs Info Tech Sup Central Processing Supervisor Dual Diagnosis Specialist-Project Health Svcs Planner/Evaluatoorr Health Svcs Planner/Evaluator(Lvl B) Central Supply Technician Home Economist Charge Nurse Electrical Inspector* Chief Cardiopulmonary Sprt Svcs Election Processing Supervisor Home Health Aide I, II` Chief Deputy Agricultural Com- Electrician Hospital Attendant missioner/Chief Deputy Electronic Equipment Technicial Human Resources Analyst I Sealer of Weights& Eligibility Work Supervisor I Information Systems Manager II Measures Eligibility Worker I Chief Fire Inspector Emergency Services Manager Information Systems Programmer/ Chief Pediatric Therapist Engineer Analyst Child Development Site Supervisr Engineering Tech Supervisor/Land Information Systems Project Mgr Information Systems Specialist I Surveyor *indicates the MEDTOX classes Attachment 7 CONTRA COSTA COUNTY Essential Functions Job Classifications Institutional Services Aide Planner III Soc Svc Welfare Fraud Investigatr Information Systems Specialist II Principal Accountant Social Work Supervisor I Inspector I, [I* Principal Building Inspector I Social Work Supervisor II Institutional Svc Wkr(Envirmmntal)* Principal Real Property Agent Social Worker Institutional Svc Wrker/Food Svcs* Probation Manager Specialty Crew Leader Institutional Services Aide- Probation Supervisor I Stationary Engineer Environmental Services Program Analyst Storekeeper* Institutional Supervisor I Programer II Storeroom Clerk* Institutional Supervisor II Psychiatric Technician Structural Engineer-Bldg Insp Public Health Aide Substance Abuse Counselor Juvenile Institution Superintendent Public Health Epidemiologist/ Substance Abuse Cnslr Trainee Biostatistician Substance Abuse Program Mgr Laborer* Public Health Nurse* Superior Courtroom Clerk Lead Carpenter Public Health-Nurse Program Mgr Supervising Accountant Lead Custodian* Public Health Nutritionist Supervising Auditor/Appraiser Lead Detention Services Worker Public Health Program Spec I Supervising Civil Engineer Lead Electrician Public Health Social Worker Supervising Pediatric Therapist Lead Fingerprint Examiner Public Service Officer* Supervising Real Property Agent Lead Gardener* Public Works Maintenance Suprvsr Supervisor of Airport Operations Lead Stationary Engineer Purchasing Services Manager Systems Software Analyst I & II Legal Clerk Liability Claims Adjuster Recordable Document Technician Treasurer's Investment Operations Library Assistant-Journey Level Registered Nurse* Analyst Library Literacy Director-Project Retired Benefits Manager Tobacco Prevention Project Coord Library Specialist Road Maintenance Carpenter Tumor Registrar Licensed Vocational Nurse* Security Guard Utilization Review Coordinator Management Analyst III Senior Animal Svcs Technician Manager-Application & Permit Ctr Senior Branch Librarian Vegetation Management Tech Manager-Central ID Svcs Senior Building Inspector Victim Witness Specialist Mechanical Inspector* Senior Civil Engineer Medical Records Administrator Senior Collection Agent Watershed Mgmt Planning Spec Medical Records Tecnician Senior Developmental Prgrm Aide Weights&Measures Inspector I Medical Social Worker I Senior Field Tax Collector (BWWA) Medical Staff Coordinator Senior Firefighter Workers Comp Claims Adjuster Mental Health Children Svcs Sprvsr Senior Health Education Specialist Mental Health Clinic Specialist Senior Medical Records Tech Mental Health Program Supervisor Senior Public Service Officer Mental Health Quality Mgmt and Senior Soc Svc Info Systems Any[ Improvement Coordinator Sheriffs Director of Support Svcs Sheriffs Fiscal Officer Network Analyst I Sheriffs Property& Evidence Mgr Network Analyst II Sheriffs Specialist Network Manager Small Business Development Nursing Program Manager Center Director-Exempt Nursing Shift Coordinator Special Needs/Mental Health Mgr Speech Pathologist Operating Engineer II* Social Casework Specialist in Orthopedic Technician Child Welfare Social Service Division Manager Patient Billing Manager Social Service Appeals Supervisor Patient Financial Svcs Specialist Social Service Fiscal Compliance Personnel Services Assistant III Account Pharmacist II Social Service Program Assistant Pharmacist II (Outpatient) Soc Svc Sr Welfare Fraud Field Pharmacy Technician Investigator PIC Employment Spec Soc Svc Staff Development Spec PIC Employment Spec- Project Soc Svc Welfare Fraud Field Planner II Investigator Attachment 7 *indicates the MEDTOX classes -o t O- t CUNT A Cp TA Co-UNTY r f -:M AFFIRMATIVE ACTION p ,OG E S REPORT ANNUAL f . � e�,'�er 199 Janua�.y_Dec -o o- Introduction Contra Costa County evaluates its Affirmative Action progress on a regular basis to allow for changing priorities, identification of areas on which to concentrate efforts and a review of the County's accomplishments in Affirmative Action. Contra Costa County's Affirmative Action accomplishments are the result of the leadership of the Board of Supervisors and commitment of the County Administrator, Department Heads, managers, supervisors, employees, unions, and community groups and organizations. The Affirmative Action Program goal is to have the County workforce reflect the diversity of our County labor force. This report presents the County's workforce in the following areas: I. Summary A. Workforce Analysis 1. Occupational Categories 2. Supervisory Employees 3. Management Employees 4. Department Analysis B. Employment 1. Hires 2. Promotions 3. Separations C. Disability Program 1. Workforce Analysis 2. Americans with Disabilities Act (ADA)Requirements a. Accessibility b. Essential Functions U. County Workforce Analysis as of December 31, 1999 A. Goals B. Workforce C. Occupational Categories D. Supervisory Employees E. Management Employees F. Workforce Analysis by Departments as of December 31, 1999 1. Largest Departments 2. Large Departments 3. Medium Departments 4. Small Departments 5. Smallest Departments 1 III. Employment Status A. Hires B. Promotions C. Separations IV. Disability Program A. Workforce Analysis B. American with Disabilities Act (ADA) Requirements 1. Accessibility 2. Essential Functions 2 1. Summary A. Workforce Analysis The County continues to implement an aggressive Affirmative Action Program and continues to evaluate the effectiveness of its program. The County's overall workforce for all ethnic and racial groups and females meets or exceeds the County's labor force representation. This accomplishment is due to the efforts of its Department Heads and their staff. They continue to select qualified candidates for new or vacant positions in their department. 1. Occupational levels: Diversity continues to increase throughout the occupational levels. Emphasis continues to be placed, for all groups, on the following occupational categories: Officials and Administrators, Professionals, Protective Service Workers, and Skilled Craft Workers. 2. Among supervisory employees' the County continues to promote employees from all groups. 3. Management employees' representation is also increasing for Hispanics and Asian/Pacific Islanders. 4. Departments continue to move more closely to having a representative workforce for all groups. Health Services Department is the only department with a representative workforce for all groups. Several departments have a representative workforce for all except one group. Those departments are: Assessor's Office, Community Services, County Administrator's Office, the District Attorney's Office, Employment and Human Resources, and Probation. B. Employment 1. Hires:Analyzing by racial, ethnic and gender groups, the applicants hired by the County in 1999, all ethnic and racial groups and females exceeded their labor force representation. An aggressive approach to hiring a representative group of applicants has made it possible for the County to reach its current goals. Departments will continue to work towards their goals for specific job classifications through targeted recruitment efforts by job classification,job related tests, and selections. 2. Promotions: Qualified employees have been promoted above their labor force representation for all ethnic and racial groups and females. Departments continue to aggressively promote minorities and women in all occupational categories. 3. Separations: Employees that separated from the County at or above their labor force representation were Females and African Americans. Departments are asked to review the reason(s) employees leave (such as resignation, rejection from probation, retirement, etc.)and recommend ways to reduce the number of employees leaving County service. 3 C. Disabled Access to Facilities and Employment The County continues to offer accommodation to disabled candidates who request assistance during our selection process. The Human Resources Department also contacts disabled rights groups and organizations to recruit disabled job applicants for County employment opportunities. 1. There are only a small number of employees who at the time they were hired, (since 1990)voluntarily identified themselves as being disabled. The County does not survey its workforce to identify employees who may become disabled once they are hired. There were forty four disabled employees who voluntarily identified themselves when hired as of December 31, 1999. There were ten(10)with visual disabilities; five (5) with hearing disabilities; two (2) • with speech disabilities; twenty four(24) with physical disabilities; and three (3) with developmental disabilities. 2. Americans with Disabilities Act a. The County's Transition Plan is being implemented and the County has progressed in making our facilities accessible. Buildings were prioritized based upon the number of employees and public members utilizing the facility. Priority A Buildings are 90% accessible and the County is now working on Priority B and C Buildings. New buildings purchased, leased, or rented are also included in the updating of the Transition Plan. b. Essential functions have been developed for most job classifications for which examinations have been administered since 1990. Essential functions were developed for all job classifications specified in attachment 7. 4 II. County Workforce Analysis as of December 31, 1999* The employee groups identified in the County workforce for analysis in this report are Females and the following minority groups: Hispanics: All persons of Mexican, Puerto Rican, Cuban, Central or South America, or other Spanish culture or origin, regardless of race; African Americans: All persons having origins in any of the Black racial groups of Africa; Asian and All persons having origins in any of the Pacific original peoples of the Far Pacific East, the Indian Subcontinent, Southeast Asia, or the Pacific Islands. This Islanders: area includes, for example, China, India, Japan, Korea, the Philippine • Islands, and Samoa; and American Indians or All persons having origins in any of the original peoples of North America, Alaskan and who maintain cultural identification through tribal affiliation or Natives: community recognition. A. Goals The County uses the Bureau of the Census 1990 Labor Force Statistical Data for Contra Costa County as its goal. The goals for the various groups are: 1990 Census Labor Force December 31, 1999 Groups Percentages Workforce Percentages Hispanics 10.5% 11.1% African Americans 7.6% 16.0% Asian/Pacific Islanders 8.9% 10.0% American Indians/Alaskan Natives .6% 1.0% Total 27.6% 38.1% Females 45.4% 63.6 % *This summary may include job classifications not subject to the 1975 Consent Decree (Croskrey v Contra Costa County, United States District Court, Northern District of California). 5 B. Workforce There were 7,472 employees (Attachment 1) in permanent full-time, permanent part-time, and project exempt positions. Temporary and contract employees are not included in this report. Contra Costa County Workforce Statistics 1990 Labor Force Census Goals&Contra Costa County December 31,1999 Workforce 70% - 0) 83% 60% v a 50% 46.414 T 40% 0 E 30% W 20% 18% 10% 7.8% 10.6% 1114 e.9-A 10% Dom 0.8% 1% 0% Goal/African-Amer% Goal/Asian-Pacts% Goal/Female% Goal/Hispanic % Goal/Amerind-AlaN 9 There were 4,704 (63%) female employees in the workforce which significantly exceeds their labor force (45.4%) representation. There were 834 (11%) Hispanic employees in the workforce which exceeds their labor force(10.5%)representation. There were 1,169 (16%) African American employees in the workforce which significantly exceeds their labor force(7.6%) representation. There were 728 (10%) Asian/Pacific Islander employees in the workforce which exceeds their labor force (8.9%) representation. There were 66 (1.0%) American Indian/Alaskan Native employees in the workforce which exceeds their labor force ( .6%) representation. All groups are above their labor force representation. 6 C. Occupational Categories In order to target new hires and promotions, we look at the location of minorities and females in the various occupational categories (Attachment 2). All positions are placed in one of eight occupational or job categories: 1. Officials & Administrators: Employees who set or recommend board policies, exercise overall responsibility for execution of these policies, or direct individual departments or special phases of the County's operations. _ Examples include: Department Heads, Division Chiefs, Directors, Assistant Directors, Deputy Directors. 2. Professionals: Employees in positions that require specialized theoretical knowledge normally acquired through college training or through work experience and other training. Examples include: Physicians, Attorneys, Registered Nurses, Accountants, Management Analysts, and Psychologists. 3. Technicians: Employees in positions that require a combination of basic scientific or technical knowledge and manual skill which can be obtained through specialized post-secondary school education or through equivalent on-the-job training. Examples include: Computer Operators, and Medical, it Dental, and Engineering Technicians. 4. Protective Service Workers: Employees in positions that are entrusted with public safety, security and protection from destructive forces. Examples include: Deputy Sheriffs, Fire Fighters, Sergeants,Public Service Officers, and District Attorney Inspectors-Welfare Fraud. aw 5. Para Professionals: Employees in positions that perform some of the duties of a professional or technician in a supportive role, but require less formal training and/or experience than is normally required for professional or technical workers. Examples include: Community Health Workers, Library Assistants, Medical Aides, and Translators. 6. Administrative Support: Employees in positions that are responsible for internal and external communications, recording and retrieval of data and/or information and other paperwork required in an office. Examples in include: Clerk-Experience Level, Secretary, Account Clerks, and Storekeepers. 7. 7. Skilled Craft Workers: Employees in positions that perform jobs which requires special manual skills and a thorough and comprehensive 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. Examples include: Electricians, Equipment Mechanics, Stationary Engineers, Carpenters, and Painters. 8. Service/Maintenance: Employees in positions that 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. Examples include: Gardeners, Laborers, Custodians, • Groundskeepers, and Equipment Operators. 8 The following is a summary of workforce by occupational categories for Contra Costa County as of December 31, 1999. All pages of this summary may include job classifications not subject to the 1975 Consent Decree (Croskrey v. Contra Costa County, United States District Court). Officials/Administrators Group # % Total 256 100 Females 119 46.4 African Americans 29 11.3 Hispanics 17 7.0 Asian/Pacific Islanders 10 4.0 American Indian/Alaskan Natives 0 0 Officials/Administrators Gender Race/Ethnic Groups 137(53.6%) 200(77%) • /��j 17(7%) 119(46.4%) Males LLJ Females UJU W hites African-Amer QQ Hispanics Asian/PacIs ® AmerIn/AK Nat 9 Professionals Group # % Total 2544 100 Females 1604 63.0 African Americans 310 12.2 Hispanics 175 7.0 Asian/Pacific Islanders 337 13.2 American Indian/Alaskan Natives 16 1.0 Professionals Gender Race/Ethnic Groups 940(37%)] 1706 tab%} i u 1604(63%) 310(12.2%) Males Females ® Whites African-Amer Hispanics Asian/Pacls Amerin/AK Nat 10 Technicians Group # % Total 866 100 Females 578 67.0 African Americans 148 17.1 Hispanics 110 13.0 Asian/Pacific Islanders 120 14.0 American Indian/Alaskan Natives 13 2.0 Technicians Gender Race/Ethnic Groups 485(53%) 286(33%)] 3 2% 120 14% 0 14 8 17.1% 578(6 % 110(13%) ® Males El Females Whites /® African-Amer Hispanics Asian/Pads Amerin/AK Nat Il Protective Services Workers Gaup # % Total 846 100 Females 101 12.0 African Americans 90 11.0 Hispanics 72 9.0 Asian/Pacific Islanders 30 4.0 American Indian/Alaskan Natives 10 1.1 Protective Service Workers Gender Race/Ethnic Groups 644(74%) Hill I 745(88%) 30 4% 101 (12%) 72 9% 90 11% Males Females ® Whites ® African-Amer Hispanics Asian/Pacls r< AmerIn/AK Nat 12 Para Professionals Croup # % Total 536 100 Females 416 78.0 African Americans 153 29.0 Hispanics 103 19.2 Asian/Pacific Islanders 51 10.0 American Indian/Alaskan Natives 6 1.1 Para Professionals Gender Race/Ethnic Groups 223(41%) 120(229`°} ! /! f!!!� 51(40%} 416(78%) J 103(19.2%) ® Males Lj Females whites African-Amer Hispanics Asian/PacIs Amerin/AK Nat 13 Administrative Support Group # % Total 1935 100 Females 1753 91.0 African Americans 339 18.0 Hispanics 275 14.2 Asian/Pacific Islanders 148 8.0 American Indian/Alaskan Natives 14 1.0 Administrative Support Race/Ethnic Groups 1159(58%) Gender 148 8% ( 1753(91%) 339(18%) ® Whites African-Amer Hispanics Asian/PacIs ® Males Females / Amerin/AK Nat 1.4 Skilled Craft Workers Group # % Total 91 100 Females 3 3.3 African Americans 4 4.4 Hispanics 6 7.0 Asian/Pacific Islanders 4 4.4 American Indian/Alaskan Natives 1 1.1 Skilled Craft Workers Gender Race/Ethnic Groups All H I -H11111M44% 18(7.0%)] 414 -A ® Males Females ® Whites ® African-Amer Hispanics Asian/Pads Amerin/AK Nat 15 Service Maintenance Group # % Total 398 100 Females 130 33.0 African Americans 96 24.1 Hispanics 76 19.1 Asian/Pacific Islanders 28 7.0 American IndiarJAlaskan Natives 6 2.0 Service Maintenance Gender Race/Ethnic Groups 192 48°h 268(87'6) 6(2% 130(33%) 76(19.1%) ® Males El Females EEjj Whites African-Amer Hispanics Asian/PacIs :ll ii AmerIn/AK Nat 16 The following is a summary of each group (Females, African Americans, Hispanics, Asian/Pacific Islanders and American Indians/Alaskan Natives) within each occupation of category. There are 4,704 (63.4%), female employees represented in the following occupational categories: Total December 31, 1999 Employees Female Employees Cate&ry 12/31/99 # % Officials/Admin 256 119 46 Professionals 2544 1604 63 Technicians 866 578 67 Protective Service Wkr 846 101 12 Para Professionals 536 416 78 Administrative Support 1935 1753 91.0 Skilled Craft Workers 91 3 3.3 Service/Maintenance 398 130 33 Total 7472 4704 Contra Costa County Females Occupational Categories 1604(63°�) 119(46.41/6)] :' :' :' :' •moi-S�'St'�..•y�y�i'�l 1 1N K '{•'C'ti "N�N'i• �fi•�E•fifi•�t•fi•fi•k• liii�iij�il fi•��•dkfi'r�k•�4•,�4°fi'' ��:{;:�t`;<•�::�'a�" 130(33°r6) Officials/Administrators Professionals Technicians Prot Sery Wrkrs Para Professional Admin Support Skilled Craft Mrs 0 Services Maint 17 There are 1169 (16.0%) African American employees represented in the following categories: Total December 31, 1999 Employees African American Employees Catego y 12/31/99 # % Officials/Admin 256 29 11.3 Professionals 2544 310 12.2 Technicians 866 148 17.1 Protective Service Wkr 846 90 11.0 Para Professionals 536 153 8.0 Administrative Support 1935 339 18.0 Skilled Craft Workers 91 4 4.4 Service/Maintenance 398 96 24.1 Total 7472 830 Contra Costa County African American Occupational Categories 148(17.1°/7) 310(12.2%) 90 (11%) �,d'd'� • 29 (11.3%) 153(8° fl i 339(18%) 4(4.4%) Officials/Administrators ® Professionals Technicians ® Prot SeryW rkrs E Para Professional Admin Support ® Skilled Craft W krs 0 Services M aint 18 There are 834 (11%) Hispanic employees in the following occupational categories: Total December 31, 1999 Employees Hispanic Employees Category 12/31/99 # % Officials/Admin 256 17 7 Professionals 2544 175 7 Technicians 866 110 13.0 Protective Service Wkr 846 72 9.0 Para Professionals 536 103 19.2 Administrative Support 1935 275 14.2 Skilled Craft Workers 91 6 7.0 Service/Maintenance 398 76 19.1 Total 7472 834 Contra Costa County Hispanic Occupational Categories 110 (13%) 175 (7°6) 103(19.2%) •{�4i�!v, i i• i i.i ii i 76 (19.1-A) 275(14. Officials/Administrators Professionals Technicians ® Prot Sery Wrkrs 0.• Para Professional Admin Support ® Skilled Craft Wkrs Services Maint 19 There are 728 (10%) Asian Pacific Islanders in the following occupational categories: Total. December 31, 1999 Employees Asian/Pacific Islander Employees Category 12/31/99 # % Official/Admin 256 10 4.0 Professionals 2544 337 13.2 Technicians 866 120 14.0 Protective Svc Wkr 846 30 .12 Para Professionals 536 51 10.0 Admin Support 1935 148 8.0 Skilled Craft Wrk 91 4 4.1 Service/Maintenance 398 28 7.0 Total 7472 728 Contra Costa County Asian/Pacific Islander Occupational Categories 337 (13.2%) a 120(14%)] ..... I I �r c•4•�k• E••r 4•ka•k4�'r• �� ;aE•�, 28 (70.6) 4�4 •bE•E k 51 (10% 4(4.1%) 148 (8%) Ofricials/Administrators ® Professionals Technicians ® Prot Sery W rkrs Para Professional Admin Support Skilled Craft Wkrs Services Maint 20 There are 66 (1.0%)American Indians/Alaskan Natives in the following occupational categories: Total December 31, 1999 Employees American Indians/Alaskan Native Employees Category 12/31/99 # % Officials/Admin 256 0 0 Professionals 2544 16 .6 Technicians 866 13 2.0 Protective Svc Wkr 846 10 1.2 Para Professionals 536 6 1.1 Admin Support 1935 14 1.0 Skilled Craft Wkr 91 1 1.1 Service/Maintenance 398 6 2.0 Total 7472 66 Contra Costa County American Indian/Alaska Native Occupational Categories HIM 1111111 M ❑ Officials/Administrators ® Professionals Technicians ® Prot Sery W rkrs Para Professional Admin Support Skilled Craft Wkrs ❑ Services Malnt 21 D. Supervisory Employees The County continues to review the number of supervisory (Attachment 3)employees in the County and departments to identify and eliminate the potential for a "glass ceiling" (discriminatory impact) on Minorities and Females in upper and top supervisory level positions. Supervising employees are employees with lead responsibility. .......... There are 1178 supervisory employees: 742 (63%) Females- 164 (14%) African Americans, 121 (10%) Hispanics; 115 (10%) Asian/Pacific Islanders; and 8 (.6%) American Indians/Alaskan Natives. E Management Employees Management employees have program responsibilities and are usually in policy making positions. There are 994 management employees (Attachment 4): 547 (55%) Females; 107 (11.0%) African Americans; 70 (7.0%) Hispanics; 94 (9%) Asian/Pacific Islanders- and 4 (.4%) American Indians/Alaskan Natives. The County continues to target mid management and management level positions for all minority groups. Supervisory and Management Employees 70% - li63% 60% - 11 50% - 40% - CL 30% 0 - >11 20% - ........ 14% ........ ........ ........ ....... CL 10% E LU 0% Females African American Hispanic Asian/Pac Is Amer Ind/AK Nat EdSupervisors Management 22 III. Workforce Analysis by Departments There are twenty-five(25) (see Attachment 5) County Departments included in this report. Departments can be divided into five major groups based on the total number of employees in each department: Largest; Large; Medium, Small and Smallest Departments. The following are the departments and an analysis of their 1997 and 1998 department workforce. The goals for the departments are the following: 10.5% Hispanics; 7.6% African Americans; 8.9%Asian/Pacific Islanders; and .6%American Indians/Alaskan Natives and 45.4%Females.. The department labor force goal is independent of the job classification goals and therefore, these department workforce numbers do not necessarily reflect the availability of minorities and females for specific job classifications. A. Largest Departments: The largest departments are those with more than 500 employees. Departments in this category are: 1997 1998 1999 1. Health Services employees 2176 2299 2455 2. Sheriff-Coroner employees 874 889 895 3. Social Services employees 1055 1037 1246 Analysis: The groups subject to concentrated recruitment efforts and selection in 1999 are: 1. Health Services None 2. Sheriff-Coroner Females, Hispanics, and Asian/Pacific Islanders 3. Social Services Asian/Pacific,Islanders B. Large Departments: The large departments are those with more than 200 employees. Departments in this category are- 1997 1998 1999 1. CCCounty Fire District employees 392 369 359 2. Probation employees 305 335 361 3. District Attorney employees 289 286 313 4. Public Works employees 253 253 253 5, Community Services employees 262 268 272 6. General Services employees 208 244 258 Analysis: The groups subject to concentrated recruitment efforts and selection in 1999 are: 1. Contra Costa County Females, African Americans,Hispanics, Fire District and Asian/Pacific Islanders 2. Probation Hispanics and Asians/Pacific Islanders 3. District Attorney Hispanics 23 4. Public Works Females, Asian/Pacific Islanders, and American Indians/Alaskan Natives 5. Community Services American Indians/Alaskan Natives 6. General Services Females, Asian/Pacific Islanders, and American Indians/Alaskan Natives C. Medium Departments: The medium departments are those with more than 100 employees. Departments in this category are: 1997 1998 1999 1. CAO's Office employees 167 167 171 2. Library employees 168 169 177 3. Assessor employees 131 130 127 4. Public Defender employees 123 110 108 Analysis: The groups subject to concentrated recruitment efforts and selection in 1999 are: 1. County Administrator's Office Hispanics 2. Library African Americans, Hispanics, Asian/Pacific Islanders 3. Assessor's Office Hispanics 4. Public Defender Hispanics and Asian/Pacific Islanders D. Small Departments: The small departments are those with more than 20 employees. Departments in this category are: 1997 1998 1999 1. Auditor-Controller employees 60 57 58 2. Animal Services employees 59 61 55 3. Clerk-Recorder employees 59 58 . 57 4. Community Development employees 45 44 50 5. Building Inspection employees 45 54 73 6. Human Resources employees 37 38 39 7. Agriculture employees 38 37 43 8. County Counsel employees 32 34 36 9. Treasurer/Tax Collector employees 30 28 30 Analysis: The groups subject to concentrated recruitment efforts and selection in 1999 are: 1. Auditor-Controller African Americans, Hispanic and American Indians/Alaskan Natives 24 2. Animal Services African Americans, Hispanics and Asian/Pacific Islanders 3. Clerk-Recorder African Americans and Asian/Pacific Islanders 4. Community Development African Americans, Hispanics and American Indian/Alaskan Natives 5. Building Inspection Females and Hispanics 6. human Resources Hispanics and American Indians/Alaskan Natives 7. Agriculture African Americans and Hispanics 8. County Counsel Hispanics, Asian/Pacific Islanders, and American Indian/Alaskan Natives 9. Treasurer-Tag Collector African Americans and American Indians/Alaskan Natives E. Smallest Departments: The smallest departments are those with more than one employee and less than twenty employees. Departments in this category are: 1997 1998 1999 1. Retirement Administration employees 19 21 23 2. Veterans Services employees 5 5 5 3. Cooperative Extension employees 3 2 2 Analysis: The groups subject to concentrated recruitment efforts and selection in 1999 are: 1. Retirement African Americans, Hispanics, Asian/ Administration Pacific Islanders, and American Indians/Alaskan Natives 2. Veterans Services Asian/Pacific Islanders, and American Indians/Alaskan Natives 3. Cooperative Extension African Americans, Hispanics, Asian/Pacific Islanders, and American Indians/Alaskan Natives 25 IV. Employment Status The employment analysis of hires, promotions, and separations include actions from January to December 1999. A. Hires There were one thousand one hundred and sixty-three(1,163) employees hired during this reporting time period (attachment 6). More than three quarters of the hires were Females. There were 875 (75.2%) Females; 203 (17.5%) African Americans; 1.29 (11.1%) Hispanics; 171 (15%) Asian/Pacific Islanders; and 10 (.1%) American Indian/Alaskan Natives employees hired. The total number of minorities hired was 513 (44.1%). Ethnic/Racial minorities were hired significantly above their labor force representation of 27.5%. All ethnic/racial minority groups and females were hired above their labor force representation. B. Promotions There were seven hundred twenty nine (729) employees promoted during this reporting period (attachment 6). There were 504 (69%) Females; 160 (22%) African Americans; 95 (13%)Hispanic employees; 69 (9.5%) Asian/Pacific Islanders; and 6 (1.0%) American Indians/Alaskan Natives. All ethnic/racial groups and females were promoted above their labor force representation. The total numbers of minorities promoted were 330 (45%). Minorities were promoted significantly above their labor force representation of 27.6%. C. Separations There were two hundred fifty-four (254) employees who separated from County service (Attachment 6). More than half of the separations were among Females. There were 164 (65%)Females; 51 (20.1%)African Americans; 22 (9.0%) Hispanics; 22 (9%) Asian/Pacific Islanders; and 0 (0%) American Indians/Alaskan Natives. Females, African Americans and Asian/Pacific Islanders separated from the County in percentages higher than their labor force representation. There were 95 (37.4%) minority employees leaving County service at a percentage higher than their labor force representation of 27.6%. The types(Attachment 6)of separations and an analysis of the minorities and females in the separation categories are the following: 1. Resignations - One hundred and forty-six (146) employees. resigned from the County. There were 101 (69.1%) Females; 27 (18.5%) African Americans; 15 (10.2%) Hispanics; 16 (11%) Asian/Pacific Islanders and 0 (0%) for American Indians/Alaskan Natives. All ethnic/racial minority groups and females except Hispanic and American Indians/Alaskan Natives had employees that resigned at percentages,higher than their labor force representation. There were 58 (40%) minorities who resigned from County service during this time period. Ethnic/racial minority group resignations were higher than their labor force representation of 27.6%. 26 2. Constructive Resignation - There were four (4) employees with constructive resignations. Two (50%) Females and 3 (75%) African Americans had constructive resignations above their labor force representation. There were 3 (75%) minorities with constructive resignations, and this is above their labor force representation of 27.6% 3. Lay Offs - There was one (1) employee that was laid off in the County. There was one (100%) female who was laid off. Females were the only group laid off at a percentage higher than their labor force representation. There were zero (0%) minorities laid off during this reporting period. 4. Deaths- Ten(10) employees died during this reporting period. There were 8 (80%) Females; one (10%) African American; 2 (20%)Hispanic; and one (10%) Asian/Pacific Islander. Females, an African American, Hispanics, and an Asian/Pacific Islander exceeded their labor force representation in this category. There were 4 (40%) minority employees who died during this reporting period and this is above their labor force representation of 27.6%. 5. Rejection of Probation - There were nineteen (19) employees rejected during the probationary period. There were 10 (53%) Females; 7 (36%) African Americans; one (5.3%) Hispanic and 2 (11%) Asian/Pacific Islanders; and no American Indians/Alaskan Natives. Females, African Americans, and Asian/Pacific Islanders rejected probationary employees left County service at percentages above their labor force representation. There were 10 (52%) minorities rejected from probation during this reporting period. This is significantly above their 27.6% labor force representation. 6. Retirements - There were fifty-two (52) employees who retired from the County. There were: 28 (54%)Females; 2 (4%) African Americans; 3 (6%) Hispanics; one (2%) Asian/Pacific Islanders; and 0 (0%) American Indians/Alaskan Natives retired from County service. Females retired from the County at percentages higher than their labor force representation. There were 6 (12%) minorities who retired. This percentage is significantly above their labor force representation of 27.6%. 7. Dismissed - There were eleven (11) employees who were dismissed from County service. There were: 5 (45%)Females; 7 (64%) African Americans; and one (9.1%) Hispanic. African Americans exceeded their labor force representation in this category.There were 8(73%) minorities dismissed and this is above their labor force representation. 8. Other-There were eleven (11) employees listed in the "other" category. There were 9 (82%) Females, 4 (36.3%) African Americans, and 2 (18.2%) Asian/Pacific Islanders. There were 5 (45.4%) minorities in this category,which is above their labor force representation. 27 V. Disability Program The County's Disability Program began in 1978 and includes complying with the requirements of the Rehabilitation Act, the County's Rehabilitation Program, and the Americans with Disabilities Act (ADA) Program. A. Disabled Employees Workforce Analysis The County is active in the recruitment and selection of disabled applicants. We have: ♦ established policies and procedures to protect disabled employees from discrimination; ♦ developed a "Transition Plan" to ensure County facilities (buildings) are accessible; ♦ reviewed County programs and services to ensure accessibility. Employees may voluntarily self identify their disability at the time they are hired by the County. Among the 7,472 employees covered in this report, there are forty-three (43)* employees who identified themselves as having a disability. The type of disabilities identified are the following: 10 (23.3%) Visual; 5 (12%)Hearing; 2 ( 5%) Speech; 23 (53.5%)Physical; 3 ( 7%)Developmental Disabilities. B. Americans with Disabilities Act (ADA) Requirements The County is aggressively implementing the requirements of the Americans with Disabilities Act. The implementation of the Americans With Disabilities Act (ADA) can be divided into three broad categories: Accessibility, Essential Functions, and Requests for Reasonable Accommodations. This report addresses accessibility and essential functions. 1. Accessibility The General Services Department, Architectural Division continues the review of all County buildings identifying barriers to accessibility utilizing the Americans with Disabilities Act Guidelines (ADAG). The "Transition Plan" was adopted, buildings were prioritized and time frames were established in order to bring the facilities into compliance with the guidelines. 2. Essential Functions The Affirmative Action Office reviews all recruitment and examination packets for their targeted and diverse recruitment efforts,job related minimum qualifications, and the identification of essential functions (i.e., tasks) in the job class. 28 Attachments 1. County Workforce as of December 31, 1999 2. Occupational Categories as of December 31, 1999 3. Supervisory Employees as of December 31, 1999 4. Management Employees as of December 31, 1999 5. Workforce Analysis by Departments for 1999 6. Hires, Promotions, Separations, and Type of Separations from January to December 1999 7. Essential Functions that have been completed for Job Classifications in Contra Costa County as of 1999 A:1999aaaprorpt 29 00 0 0 0 0 0 0 0 0 0 CD CD � CD CD C'O 00 rn N 00 W 00 W W A ' J V, J w W. J Vi w O w � ON ON ON O N O 4�:, O N O A C) O IZ) n 41, CD 0 O� ON O1, J (-A J J CD ` r' w UnO N C 7 c 00 CD J W Cl O O .3 'p N N ON J O N 00 b � a N \ 00 00 00 00 00 r z U 00 �A " N 00 �.A > lrl � Attachment 1 o 0 C) 40 0 0 CIO > O ON ON 00 00 00 -Ij 00 tQ 00 \0 o 0 \0 go a --,� 9 LA t" W 14 U) NJ F LA ap > (-A > NJ A IT1 to 0 Ctr 00 1-3 00 0all 0 C) ITI Attachment 2 CD 3 $ \ /CD E \ k C/) CD § ) C) § k 0 \ R S # k \ \ / > \ \ w g 3 $ � � k « & m \ . 0 m CN / \ / k \ CN S / $ � / (7N -i \ a 2 $ > % r CD ® ® ~ ® ® k n Cr m % w ƒ Ln --1 ~ « r . o w k G � S \ _ m \ § 7 t') J c S / w % \ \ CD Q / a 2 — B g 2 3 ® \ \ E § w « � « » 3 e n CD _ 7 S c ? \ � 00 w � 7 n q ® ¢ 00a \ ® 0 0 & # < § > . m 0 o a . o 00 > w ` 6 � a 7 \ / . k � Attachment Cn « « $ / \ \ R \ \ / \ \ c U k R . / 7 / 3 \ 3 7 Ca. d $ ® £ 3 � \ - \ m / / e 2 n « c - o > \ ± / f --1 > R R y / \ § 00 I ƒ CD f / ® / 3 \ e ° $ 0 / (DN Q $ » ƒ o / ® o y 3 / 7 \ / 00 o — cn k f # a Q \ w E k k� O ON @ qq « % w � \ \ 2 / # \ ¥ n ® w 4 / / � \ . — > C) o > P- ## w \ ® \ 0 0 0 o c c / / > - o o « q g 2 _ o o « e 0 0 Attachment2 ƒ C-1 � M a $ \ � t ? \ 2 . g \ \ # I;zo k. y ® 00 # � � . Ilp r � � « 4�- ^ / 2/ � / « & � ® � U3 ® � � 9 ® a 7 % 0 � ® m � � J � m a & � � � ® % ® � q ® ^ o � 2 - . q Q « � 3 ® � . \ % \ / R \ � ƒ � d � \ . � * � �2 «, t� � ° G � �� ¥ y � � � >. 3 2 . � 3 ® � ® � � � � . � 9 � 7 � g \ � � g \ \ � ® , # . $ � 6 E % $ � a � � ��t � � � � § � © �� » � � S w & %w 9 � ® � g . � � � y » � � � 2 _ ƒ � � 3 ƒ � � 0 2 w � w y�r . @ � � . ® �� , @ � � . � � � ��Q�� 0 0 C G N a a N 5' o o w G 0 1r to w i/J d Q.. j (D ~ w O N o o -#' o it 4 o o 4k o 4 o 4L o 4k G0 W (D" W N N Ut Vt 00 W A W N W O, �O A �l w J W N ON -p- Vl �] O� w N O"� ^- 'T7 •� . N �o .A -j 00 00 �o O �l w N O J O vi G v, O J O to O N O ut O A O v O N O O O �l O w O 00 O �l O Vi O w O C7 � z \0 co A J w 0� 00 4- O CA A .p -P, ONcdo n C7� � z � W0' � D C) W N t-rt N a A Q\ W �0 00 O\ \o ut Vi ON '.A w \o ? Q� n b a a U� w n r O O tJ O O tJ w J�- W N w O O U W Q\ 00 N �l w Attachment 5 �° w o 0 �. y CMy v' N N H V CD CD Vi O 'Fy 'a. _ 01 ut W O ? J N 00 W (-A00 � C7, N O 0000 (h N -4- IQ P O� O • H _ _ O �D O� �D w J W �l O J N N ? O� N Ch N O W Vi N O� cn J �D �D .p Oo P. N ? 00 N O� O O N � Vl i--' \O N W W H O v O w O � O O O cn O vi Cl O w O O v O �D O � O to O O O w O 1.0 O w O O, O N b °z Oo U NV) w c.n N Vi O J 00 N J N 00 w CD % O pZ 88 O wo" HH . � a o 0o J vi in o v, w w v rn o O o a •C 00 O C H � •C �l cn N w O N w N w J %0 J w O O 'U 00 —1 (7 b c� a Cn v� A w N N w WO O, N O O n 00 Cn r z O O N ? ? N O� N ut O O O O a _ � H 0 O SD A W W . w wO A W "D Q` O O w J Attachment 5 C C/) m cn :o 'Gv b "0 CD " N N d CD =u= o - o -it o a o o o NJ J O tJ w O O �D w w O 00 to 00 w O U N 00 w CN 00 O w J O lh to O ON J O O In k1h O J O O w O A O \0 O N O In O O O O` O O O O ON O Vi O w O w O 00 O n � z Ol w :T Vl J (3,\ 00 N J J GO 01 N d --3O v7 w A O\ J O O GO .A O J n Cyt! m CD Nn z ° o -3 --4 D � zn _ Do N .. r r t.J w N oo DD D O W N GN Cl) lh N A J C/) --3 O w A N w 00 O n - '17 nD � 9 O O rT J A +� J ON U w O n r z � O O O O 00 O O O O W W a /o 0 0 O J tJ J \O A O A L7 Attachment 5 c 'id x a 0 E0_ 0 o 0 CDCD d n W N N 00 a ryy O lh 4�,. 00 Q U O --] � ;1 I'D 41 to vi CT" rL - a 1 J ~ W (JIV~ W a IC t C m 0 0 n n r5' w -1 O o No � c � � R N O W C) CD Cn OP) 8 .-y oa Cr o c� W b o O C b � a � Cn � C r . F dE 00 00 oar W 0 o v. o W Cn Attachment 6 \_ / C C 0 C . \ CD � ° 0\ � / ¢ \n � n \ \ / / g # c i 8 / Co S = a s = 0 - o m o - o 0 o o w o a o a / \ e > \ / / \ \ / © 3 y % 6 ® / w k 0 ® $ / \ � \ 011/ \ w / f > t © % 3 � / - 7 a\ G - 3 7 \ n m CD \ \ j Cg 2 ¢ % w r w y o o 2 w y q / � s \ c ) / CD / CA m 2 0 - a o o y 2 \ R C) \ � o o / - o o - - o o y & \ § d Q o o 0 0 0 0 0 0 0 0 0 o a - 2 0 . � \ o b o o 0 o 0 0 0 0 0 0 0 0 0 0 0 0 7 $ k7 w > a J e 3 » « e \ � Attachment 6 CONTRA COSTA COUNTY Essential Functions Job Classifications April 2000 Account Clerk Child Nutrition Division Nutritionist- Environmental Health Specialist II Account Clerk-Advanced Level Project Environmental Planner (Ofc of Rev Collection) Child Nutrition Food Services Environmental Services Supervisr Account Clerk-Experienced Level Transporter Equipment Mechanic* (Ofc of Rev Collection) Child Nutrition Food Services Equipment Operator I* Accountant II (Ofc of Rev Coll) Transporter- Project Equipment Operator II* Accountant III Child Nutrition Worker I-Project Accounting Technician Child Nutrition Worker II-Project Facilities Administrator Administrative Analyst Child Nutrition Worker III-Project Facilities Manager Administrative Services Assistant Civil Litigation Attorney Family and Children's Svcs Infant/ Administrative Services Officer Collection Operations Manager Toddler Assoc Teacher-Prjct Advise Nurse Collection Services Agent II Family and Children's Svcs Recruit- Adult/Oider Adult Program Chief Collection Services Enforcement ment/Enrollment Svcs Wrkr- After School Prgm Suprvisor-Prjct Officer II Project Airport Environmental/Community Collection Services Manager Family Support Collection Suprvisr ,Relations Officer Comm Svcs Bldg Svcs Wrkr-Prof Fire Captain Airport Operations Specialist* Computer Aided Drafting Operator Fire Dist Telecommunications Spec Ambulatory Care Clinic Supervisor Computer Operator I Fire Dist Telecommunication Mgr Animal Center Technician* Computer Operator Trainee Fire Training Instructor Animal Control Officer* Computer Operations Manager Firefighter* Animal Control Tech nician"Temp" Computer Operations Trainee Forensic Toxicologist Animal Services Officer Criminalist Laboratory Aide Forensic Toxicologist I Apprentice Mechanic* Custodian I, II* Assistant Assessor Gardener* Assistant Chief Cardiopulmonary Data Control Clerk Grading Inspector I Support Services Data Entry Operator If Grounds Keeper* Assistant Environmental Svcs Mgr Department Computer Sys Tech Grounds Maintenance Specialist* Assistant Health Svcs Systems Dir Departmental Systems Spec I Group Counselor I, II, III* Assistant Manager of Airports Deputy County Librarian Assistant Risk Manager Deputy County Librarian-Spit Svcs Hazardous Materials Technician Associate Architectural Engineer Deputy Director of Community Head Detention Cook Associate Civil Engineer Dev-Current Planning Head Start Assistant Mgr Associate Appraiser Deputy Director of Community Head Start Homebasea Wrkr-Prjct Dev-Current Plan-exempt Head Start Family Svcs Mgr-Prjct Battalion Chief Deputy Probation Officer I Head Start Family Svcs Spec Biomedical Equipment Tech II Deputy Probation Officer II Head Start Family Svcs Spec-Prjct Head Start Grantee Operated Born Free Program Supervisor Deputy Probation Officer III Branch Librarian Detention Services Worker* Program Area Coordinatr Building Inspector I Developmental Program Supervisr Head Start Head Teacher Building Inspector II Dietetic Technician Health Education Specialist Building Maintenance Director-Central Identification Svcs Health Plan Member Advocate Building Plan Checker II Director of Environmental Health Health Plan Member Svcs Coord Director of Ofc of Rev Collection Health Plan Member Svcs Counslr C A Drafting Operator District Atty-Sup Court Trial Team Health Plan Patient Svcs Suprvisr Captain Driver Clerk* Health Svcs Accountant CCN Programming Coordinator Dual Diagnosis Program Coordin- Health Svcs Info Systems Spec CCN Production Assistant ator-Project Health Svcs Info Tech Suprvsr Central Processing Supervisor Dual Diagnosis Specialist-Project Health Svcs Planner/Evaluator Central Supply Technician Health Svcs Planner/Evaluator(Lvl B) Charge Nurse Electrical Inspector* Home Economist Chief Cardiopulmonary Sprt Svcs Election Processing Supervisor Home Health Aide I, II* Chief Deputy Agricultural Com- Electrician Hospital Attendant missioner/Chief Deputy Electronic Equipment Technicial Human Resources Analyst I Sealer of Weights& Eligibility Work Supervisor I Measures Eligibility Worker I Information Systems Manager If Chief Fire Inspector Emergency Services Manager Information Systems Programmer/ Chief Pediatric Therapist Engineer Analyst I-IV Information Systems Project Mgr Child Development Site Supervisr Engineering Tech Supervisor/Land Information Systems Specialist I Surveyor *indicates the MEDTOX classes Attachment 7 CONTRA COSTA COUNTY Essential Functions Job Classifications Institutional Services Aide Planner III Soc Svc Welfare Fraud Investigatr Information Systems Specialist II Principal Accountant Social Work Supervisor I Inspector I, II* Principal Building Inspector I Social Work Supervisor II Institutional Svc Wkr(Envirmmntal)* Principal Real Property Agent Social Worker Institutional Svc Wrker/Food Svcs* Probation Manager Specialty Crew Leader Institutional Services Aide- Probation Supervisor I Stationary Engineer Environmental Services Program Analyst Storekeeper* Institutional Supervisor I Programer II Storeroom Clerk* Institutional Supervisor II Psychiatric Technician Structural Engineer-Bldg Insp Public Health Aide Substance Abuse Counselor Juvenile Institution Superintendent Public Health Epidemiologist/ Substance Abuse Cnslr Trainee Biostatistician Substance Abuse Program Mgr Laborer* Public Health Nurse* Superior Courtroom Clerk Lead Carpenter Public Health-Nurse Program Mgr Supervising Accountant Lead Custodian* Public Health Nutritionist Supervising Auditor/Appraiser Lead Dfatention Services Worker Public Health Program Spec I Supervising Civil Engineer Lead Electrician Public Health Social Worker Supervising Pediatric Therapist Lead Fingerprint Examiner Public Service Officer* Supervising Real Property Agent Lead Gardener* Public Works Maintenance Suprvsr Supervisor of Airport Operations Lead Stationary Engineer Purchasing Services Manager Systems Software Analyst I & II Legal Clerk Liability Claims Adjuster Recordable Document Technician Treasurer's Investment Operations Library Assistant-Journey Level Registered Nurse* Analyst Library Literacy Director-Project Retired Benefits Manager Tobacco Prevention Project Coord Library Specialist Road Maintenance Carpenter Tumor Registrar Licensed Vocational Nurse* Security Guard Utilization Review Coordinator Management Analyst III Senior Animal Svcs Technician Manager-Application & Permit Ctr Senior Branch Librarian Vegetation Management Tech Manager-Central ID Svcs Senior Building Inspector Victim Witness Specialist Mechanical Inspector* Senior Civil Engineer Medical Records Administrator Senior Collection Agent Watershed Mgmt Planning Spec Medical Records Tecnician Senior Developmental Prgrm Aide Weights&Measures Inspector I Medical Social Worker I Senior Field Tax Collector (BWWA) Medical Staff Coordinator Senior Firefighter Workers Comp Claims Adjuster Mental Health Children Svcs Sprvsr Senior Health Education Specialist Mental Health Clinic Specialist Senior Medical Records Tech Mental Health Program Supervisor Senior Public Service Officer Mental Health Quality Mgmt and Senior Soc Svc Info Systems Anyl Improvement Coordinator Sheriffs Director of Support Svcs Sheriffs Fiscal Officer Network Analyst I Sheriffs Property& Evidence Mgr Network Analyst II Sheriffs Specialist Network Manager Small Business Development Nursing Program Manager Center Director-Exempt Nursing Shift Coordinator Special Needs/Mental Health Mgr Speech Pathologist Operating Engineer II* Social Casework Specialist in Orthopedic Technician Child Welfare Social Service Division Manager Patient Billing Manager Social Service Appeals Supervisor Patient Financial Svcs Specialist Social Service Fiscal Compliance Personnel Services Assistant III Account Pharmacist II Social Service Program Assistant Pharmacist II (Outpatient) Soc Svc Sr Welfare Fraud Field Pharmacy Technician Investigator PIC Employment Spec Soc Svc Staff Development Spec PIC Employment Spec-Project Soc Svc Welfare Fraud Field Planner II Investigator Attachment 7 *indicates the NfEDTOX classes .i'