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HomeMy WebLinkAboutMINUTES - 08052003 - C.136 CONTRA TO: BOARD OF SUPERVISORS COSTA FROM: John Sweeten, County Administrator COUNTY DATE: July 23, 2003 osr `cox'r 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 2002 Affirmative Action Annual Progress Report. BACKGROUNDIREASON(SI FOR RECOMMENDATIONf 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 and in both years the County workforce indicates all groups exceeded their 1990 Labor Force representation in both years. The County workforce is: 1990 12/31/02 Labor Force Workforce Hispanic 10.5 % 12.0%n African Americans 7.6 % 16.0% American Indians/Alaskan Natives .6 % 1.0% Asian/Pacific Islanders 8.9 % 11.5% Total Minorities 27.6 % 40.0% Females 45.4 % 64.0% CONTINUED ON ATTACHMENT: _X_YES SIGNATURE: ;. RECOMMENDATION OF COUNTY ADMINISTRATOR ,RECOMMENDATION OF BOARD COMMITTEE _j APPROVE OTHER SIGNATURE(S)� r yt ACTION OF BOOD,ON Al M SO 2003 APPROVED AS RECOMMENDED_X_OTHER VOTE OF SUPERVISORS 1 HEREBY CERTIFY THAT THIS IS A X UNANIMOUS(ABSENT NONE ) 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 Ai3C�TJST 5 2003 JOHN SWEETEN,CLERK OF THE BOARD OF SUPERVISORS AND COUNTY ADMINISTRATOR cc: CAO BY, ! ti l'L �"`�'- ,...DEPUTY July 23, 2003 Annual Affirmative Action Progress Report Page 2 There were 8,739 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 IS& yyt t#t;;��{:uu.{{.{{pp i 5 _ r�l Cov AFFIRMATIVE ACTION ANNUAL PROGRESS REPORT w January-December 2002 Introduction ContraCosta 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 Leads, 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 L Workforce Analysis 2. Americans with Disabilities Act (ADA) Requirements a. Accessibility b. Essential Functions II. County Workforce Analysis as of December 31, 2002 A. Goals B. Workforce C. Occupational Categories D. Supervisory Employees E. Management Employees F. Workforce Analysis by Departments as of December 31, 2002 I. Largest Departments 2. Large Departments 3. Medium Departments 4. Small Departments 5. Smallest Departments A:2002aaaprorpt(Rev. 6119103) 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 A:2002aaaprorpt(Rev. 6/19/73) 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 racial/ethnic 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 neer 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' representation, African Americans, Asian/Pacific Islanders and females are above their labor force representation. 3. Management employees' representation is above the labor force representation for females, African Americans, and Asian/Pacific Islanders. 4. Departments continue to move more closely to a representative workforce for all groups. Health Services and Community Services have representative workforces for all groups. Several departments have a representative workforce for all except one reported group. Those departments are: Administrator's Office, Assessor's Office, Department of Child Support Services, Employment and Human Services, Probation, and the Public Works Department. E. Employment 1. Hires: The number of applicants hired in the County in 2002 indicates all racial/ethnic groups and females were hired at percentages that exceeded their labor force representation. An aggressive approach to hiring a representative group of applicants has made it possible for the County to exceed the labor force goals. Departments will continue to work towards the goals for specific job classifications through targeted recruitment efforts and job related tests. 2. Promotions: Qualified employees have been promoted above their labor force representation for all racial/ethnic groups and females, Departments continue to aggressively promote minorities anti females in all occupational categories. 3. Separations: Employees that separated from.County service at or above their labor force representation were: females, African Americans, Hispanics, Asian/Pacific Islanders, and American Indians/Alaskan A:2002aaaprorpt(Rev. 6119/03) 3 Natives. Departments are asked to review the reason(s) employees leave (such as resignation, rejection from probation, retirement, etc.) and identify ways to reduce the number of employees leaving County service. C. Disabled Access to Facilities and Employment The County continues to offer accommodation to applicants who are disabled and request assistance during our selection process. The Human Resources Department also contacts disabled rights groups and organizations to recruit job applicants who are disabled 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 nay become disabled once they are hired. There were forty-seven (47) employees who voluntarily identified themselves as disabled when hired. There were thirteen (13) with visual disabilities; four (4) with hearing disabilities; two (2) with speech disabilities; twenty-four (24) with physical disabilities; and four(4) 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 uponn the number of employees and public members utilizing the facility. Priority A Buildings have been revised. 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 are being developed for all job classifications. I. County Workforce Analysis as of December 31, 20021 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; A:2002aaaprorpt(Rev. 6/19103) 4 '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). Asian and All persons having origins in any of the Pacific original people 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 people 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.2 The goals for the various groups are: 19901 Census December 31, 2002 Labor Force Workforce Groups Percentages Number Percentage Hispanics 10.5% 1077 12.0% African Americans 7.6% 1388 16.0% Asian/Pacific Islanders 8.9% 1017 11.5% American Indians/Alaskan Natives .6% 76 1.0% Total 27.6%d 3558 40% Females 45.4% 64% A:2002aaaprorpt(Rev.6119103) 5 Contra Costa County Workforce Statistics 1x90 Labor Farce Census Goals Contra Geta County December 31,2001 Workforce 709: a; 60% 50% a.;x 40% 30% 20% tex ta.sx txx rkw,c ttx 10% 7.6% ex tx 0% Goal/Hispanic Goal/Asian-Pacls % Goal/Female % Coal/African-Amer Gaal/Amerind-AlaN % 2 As of the date of this report, the Bureau of the Census 2000 Labor Force Statistical Data was not yet available. B. Workforce There were 8,789 employees (Attachment 1) in permanent full-time, permanent part-time, and project exempt positions. Temporary and contract employees are not included in this report. tM There were 5,612 (64%) female employees in the workforce, which significantly a exceeds their labor force(45.4%) representation. There were 1077 (12%) Hispanic employees in the workforce which exceeds UJ their labor force(10.5%) representation. There were 1,388 (160) African American employees in the workforce which significantly exceeds their labor farce(7.6%)representation. There were 1417 (11.5%) Asian/Pacific Islander employees in the workforce which exceeds their labor force (8.9%)representation. There were 76 (1.0%) American Indian/Alaskan Native employees in the workforce which exceeds their labor force( .6%)representation. All groups exceed their labor force representation. A:2002aaaprorpt (Rev. 6/19/03) 6 C. Occupational Categories In order to target neve hires and promotions, we look at the/numbers minorities and females in the various occupational categories (Attachment 2). All positions are placed in one of eight occupational or job categories: 1. Officials A 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. PTpfessionals: 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. Teghnidans: Employees in positions that require a combination of basic scientific or teclnical 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, Engineering Technicians, Network Technicians, Information Systems Technicians, Laboratory Technicians, and Eligibility Worker I.. 4. BMt g#y&SWjce Wo 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. 5. Para fens&b: Employees in positions that perform some of the duties Ak 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 t WpQrt: Employees in positions that are responsible for and external communications, recording and retrieval of data and/or and other paperwork required in an office. Examples in include: Clerk- Experienced Level, Secretary, Account Clerks, and Storekeepers. A:2002aaaprorpt(Rev.6/19/03) 7 7. Spilt -Craft Workers: Employees in positions that perform jobs which require 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, gI3jg6 R.nten&M: 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 on public property. Workers in this group may operate machinery. Examples include: Gardeners, Laborers, Custodians, Groundskeepers, and Equipment Operators. A:2002aaaprorpt(Rev.6/19/03} 8 The following is a summary of workforce by occupational categories for Contra Costa County as of December 31, 2002. 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 126 49 African Americans 32 13 Hispanics 20 g Asian/Pacific Islanders 12 5 American Indians/Alaskan Natives 0 0 Gender l ace/l thnic Groups i30{51°le) 1 192(75°I°) 20(8%) Males Females Whites African-Amer � Hispanics Asian/Pacls Amerin/AK Nat A.2002aaaprorpt(Rev. 6/19/03) 9 Professionals Group # % Total 3015 100 Females 1957 65 African Americans 416 14 Hispanics 226 7 Asian/Pacific Islanders 634 21 American Indians/Alaskan Natives 18 1 Gender Race/Edmic Groups 1721(57%) 416(14^i) 6,94(2 a%) #957(fi5°lo} Males Females Whites African-Amer Hispanics Asian/PacIs Amerin/AK Nat A.2002aaaprorpt (Rev. 6/19/03) 10 Technicians Group # % Total 886 100 Females 569 64 African Americans 144 16 Hispanics 126 14 Asian/Pacific Islanders 236 27 American Indiah/Alaskan Natives 12 1, Gender Pace/Ethnic Groups 368(42%);: F3'I7(3C%) 144(18°in} 12($°Jo} 56 (4-7/) 126(14/.) 336(27%} Males Females Whites African-Amer Hispanics Asian/Pacls Amerin/AK Nat A:2002aaaprorpt(Rev. 6/19/43) 11 Protective Services'Workers Group ## % Total 963 100 Females 129 13 African Americans 97 10 Hispanics 104 11 Asian/Pacific Islanders 60 6 American Indian/Alaskan Natives 13 1 Gender Race/Ethnic Groups 129{13°1°) Whites African-Amer Males Females Hispanics Asian/Pacls f Amerin/AK Nat A:2002aaaprorpt(Rev. 6/19/03) 12 Para Professionals Group # % Total 704 100 Females 535 76 African Americans 160 25 Hispanics 138 20 Asian/Pacific Islanders 231 33 American Indian/Alaskan Natives 8 1 Gender Race/Ethnic Groups 769 24% s j1�j 5 6% 231{33°l0) Males Females Whites African-Ar Hisp anics Asian/Pacls Amerin/AK.Nat A.2002aaaprorpt(Rev. 6/19/03) 13 Administrative Support Group # % Total 2403 100 Females 2144 89 African Americans 411 1.7 Hispanics 370 15 Asian/Pacific Islanders 82 3 American Indian/Alaskan Natives 19 1 Gender Race/Ethnic Groups 18(1°!0) 82(3°Ie} 37D(15°Io} 411 {j7°/a) Males Females Whites African-Amer Hispanics Asiat/'acis AmerInlAK Nat A.2002aaaprorpt(Rev. 6119/03) 14 Skilled Craft Workers Group # % Total 99 100 Females 3 3 African Americans 7 7 Hispanics 9 9 Asian/Pacific Islanders 7 7 American Indian/Alaskan Natives 0 0 Gender Race/Ethnic Groups ss s7°�o ASLEEI 7°la)qjjpf�7 {8%) Males � Females Whites � African-Amer Hispanics Asian/Pacis Amerin/AK Nat A:2002aaaprorpt(Rev. 5/19/03) 15 Service Maintenance Group # % Total 463 100 Females 149 32 African Americans 108 23 Hispanics 84 18 Asiaw?acific Islanders 44 10 American Indian/Alaskan Datives 6 1 Gender Race/Ethnic Groups 221 has°i°} a�a �s°fes; [KEE a/o} 44(16%) 108( 30%) Males Females Mutes African-Amer Hispanics Asia 'acis AmerIn/AK Nat A:2002aaaprorpt(Rev. 6/19103) 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 5,612 (64.0%), female employees represented in the following occupational categories: Total December 31, 2002 Employees Female Employees Category 12/31/02 # % Officials/Admin 256 126 49 Professionals 3015 1957 65 Technicians 886 569 64 Protective Service Wkr 963 129 13 Para Professionals 704 535 76 Administrative Support 2403 2144 89 Skilled Craft Workers 99 3 3 Service/Maintenance 463 149 32 Total 8789 5612 64% 1823 64°l0 550 64°/a 118{1390} off icials/mministrators Professionals Technicians ProtSery Wrkrs Para Professional Admin Support Skilled Graft Wkrs M Services Maint 17 A.2002aaaprorpt(Rev. 6/19/03) There are 1,388 (16.0%) African American employees represented in the following categories: Total :December 31, 2002 Employees African American Employees Cate ory 12131/02 # % Officials/.Admin 256 32 13 Professionals 3015 416 14 Technicians 886 144 16 Protective Service Wkr 963 97 10 Para Professionals 704 173 25 Administrative Support 2403 411 17 Skilled Craft Workers 99 7 7 Service/Maintenance 463 108 23 Total 8789 1388 16 (i3s 6%}1 J F387(14%) 92 (10% 34 (15%} 160(25°/a) 107(25%)� 381(18%}� 7(7%) Officials/Administrators Professionals Technicians Prot Sery W rkrs Para Professional Admin support Skilled Craft Mrs Services Maint 18 A:2002aaaprorpt(Rev. 6/19/03) There are 1077 (12%) Hispanic employees in the following occupational categories: Total December 31, 2002 Employees Hispanic Employees Category 12/31/02 # % Officials/Admin 256 20 g Professionals 3015 226 7 Technicians 886 126 14 Protective Service Wkr 963 104 11 Para Professionals 704 138 20 Administrative Support 2403 370 15 Spilled Craft Workers 99 9 9 Service/Maintenance 463 84 18 Total 8789 10177 12%© 12s to°� 138(20°/a) <•`F:.:.� ��F�.•f y 370{15%} 9(9%) Officials/Admin Professionals Technicians Prot Sery Wrkrs ?f' Para Pref Admin Support Skilled Craft Wrkrs Service/Maint 19 A:2002aaaprorpt(Rev.6/19/03) There are 1017 (11.5%) Asian Pacific Islanders in the following occupational categories; Total December 31, 2002 Employees Asian/Pacific Islander Employees Category 12/31/02 # Officials/Admin 256 12 5 Professionals 3015 439 15 Technicians 886 156 18 Protective Service Wkr 963 46 5 Para.Professionals 704 82 12 Administrative Support 2403 231 10 Skilled Craft Workers 99 7 7 S ervice/Maintenance 463 44 10 Total 8789 1017 11.5% r f.r 82 12 7 7% 23# 1d°/s Officials/Admin Professionals Technicians ® Prot Sery Wars w: Para Prof Admin Support Skilled Craft Wrkrs Service/Maint 20 A:2002aaaprorpt(Rev. 6119/03) There are 76 (1.0%) American Indians/Alaskan Natives in the following occupational categories- December 31, 2002 Total American Indians/Alaskan Dative Employees Employees Category 12/31/02 # % Officials/Admin 256 0 0 professionals 3015 18 1 Technicians 886 12 1 Protective Service Wkr 963 13 1 Para Professionals 704 8 1 Administrative Support 2403 19 1 Skilled Craft Workers 99 0 0 Service/Maintenance 463 6 1 Total 8789 76 1% 1 0(1°I°) tl t}Gln $(1°!°} Officials/Admin Professionals Technicians Prot Sery Wrkrs Para Prof Admin. Support Skilled Craft Wrkrs Service/Maint 21 A:2002aaaprorpt(Rev.6/19/03) 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 the higher supervisory level positions. Supervising employees are employees with lead responsibility. There are 1,379 supervisory employees: 878 (64%) females; 230 (17%) African Americans; 144 (10%) Hispanics; 144 (10%) Asian/Pacific Islanders; and 8 (.6%) American Indians/Alaskan Natives. The County continues to target supervisory positions for Hispanic employees and applicants. rt" E. Management Employees r Management employees have program responsibilities and are usually in policy-making positions. There are 1,224 management employees (Attachment 4): 675 (55%) females; 146 (12%) African Americans; 92 (8%)Hispanics; 138 (11%) Asian/Pacific Islanders; and 4 (.3%) American Indians/Alaskan Natives. The County continues to target mid management and management level positions for Hispanic and American Indian/Alaskan Native employees and applicants. Supervisory and Wnagement Employees 70'/co ° W/o 40"/a CL 3CP/a 2(f'la 12% 10°Is CL 1{7% LU 0°/a FernWes African Amrican Hispanic AsiarvPac is AmerincVAK Nat Su pervisors Manwt 22 A:2002aaaprorpt(Rev. 6/19/03) III. Workforce Analysis by Departments There are twenty-five (25) County Departments. Departments are 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 2000, 2001, and 2002 department workforce. The goals for the departments are the following: 10.5% Hispanics; 7.6% African Americans; 8.9% AsianlPacific 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 900 employees. Departments in this category are: Year 2000 2001 2002 1. Employment &Human Services employees 1319 1404 1369 2. Health Services employees 2510 2561 2742 3. Sheriff-Coroner employees 953 969 1060 Analysis: The groups subject to concentrated recruitment efforts and selection in 2002 are: 1. Employment &Human Services Asian/Pacific Islanders 2. Health Services None 3. Sheriff Coroner females, Hispanics, and AsianTacific Islanders B. Large Departments: The large departments are those with more than 200 employees. Departments in this category are: Year 2000 2001 2002 1. Community Services employees 272 312 362 2. Contra Costa County employees 354 357 385 .Eire Protection District 3. District Attorney employees 313 174 176 4. General Services employees 258 271 276 5. Probation employees 361 414 429 6. Public Works employees 253 248 269 Analysis: The groups subject to concentrated recruitment efforts and selection in 2002 are: L Community Services None 23 A:2002aaaprorpt (Rev. 6/19/03) 2 Contra Costa County females, Hispanics, and Fire Protection District Asian/Pacific Islanders 3. District Attorney African Americans and.Hispanics 4. General Services females and AsiantTacific Islanders 5. Probation Asian/Pacific Islanders 6. Public Works females C. Medium Departments: The medium departments are those with more than 100 employees. Departments in this category are: Year 2000 2001 2002 1. County Administrator's employees 187 194 200 Office 2. Assessor employees 122 123 126 3. Department of Child employees --- 191. 231 Support Services 4. Library employees 189 203 247 5. Public Defender employees 111 111 108 Analysis. The groups subject to Concentrated recruitment efforts and selection in 2002 are: 1. County Administrator's Hispanics Office 2. Assessor's Office Hispanics 3. Department of Child Hispanics Support Services 4. Library African Americans,Hispanics, and Asian/Pacific Islanders 5. Public Defender Hispanics, Asian/Pacific Islanders, and American Indians/Alaskan Natives D. Small Departments: The small departments are those with more than 30 employees. Departments in this category are. Year 2000 2001 2002 1. Agriculture employees 42 44 44 2. Animal Services employees 61 74 72 3. Auditor-Controller employees 64 60 62 4. Building Inspection employees 84 85 91 5. Clerk-Recorder employees 58 58 64 6. Community Development employees 47 60 67 7, County Counsel employees 39 42 41 8. Human Resources employees 41 43 47 9. Retirement Administration employees 27 30 34 10, Treasurer/Tax Collector employees 29 29 28 24 A.2002aaaprorpt(Rev. 6/19/03) Analysis: The groups subject to concentrated recruitment efforts and selection in 2002 are: 1. Agriculture African Americans and Hispanics 2. Animal Services African Americans, Hispanics and Asian/Pacific Islanders 3. Auditor-Controller African Americans, Hispanics and American Indians/Alaskan Natives 4. Building Inspection females and Hispanics 5. Clerk-Recorder Asian/Pacific Islanders and American Indians/Alaskan Natives 6. Community Development African Americans, Hispanics and American Indians/Alaskan Natives 7. County Counsel Hispanics, Asian/Pacific Islanders, and American Indians/Alaskan Natives 8. Human Resources Hispanics and American Indians/ Alaskan Natives 9. Retirement Hispanics, Asian/Pacific Administration Islanders, and American Indians/Alaskan Natives 10, Treasurer-Tax 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: Year 2000 2001 2002 1. Cooperative Extension employees 1 3 3 2. Veterans Services employees 7 7 7 Analysis: The groups subject to concentrated recruitment efforts and selection in 2002 are: 1. Cooperative Extension African Americans, Hispanics, Asian/Pacific Islanders, and American Indians/Alaskan Natives 2. Veterans Services Asian/Pacific Islanders, and American Indians/Alaskan Natives 25 A:2002aaaprorpt(Rev. 6/19/03) IV. Employment Status The employment analysis of hires, promotions, and separations include actions from January to December 2002. A. Hires There were five hundred ninety six (596) employees hired during this reporting time period (attachment 5). There were 389 (65%) females; 95 (16%) African Americans; 90 (15%) Hispanics; 101 (17%n) Asian/Pacific Islanders; and 5 (1%) American Indians/Alaskan Natives employees hired. The total number of minorities hired was 291 (49%). All racial/ethnic minority groups and females were hired at percentages above their labor force representation. The total numbers of minorities hired was 291 (49%). The percentage of minorities hired is above their labor force representation of 27.6%. B. Promotions There were six hundred ninety seven (697) employees promoted during this reporting period, (attachment 5). There were 459 (66%) females; 122 (18%) African Americans; 97 (14%0) Hispanic employees; 87 (1.2%) Asian/Pacific Islanders; and 5 (.7%) American Indians/Alaskan Natives. All racial/ethnic groups and females were promoted at percentages above their labor force representation. The total number of minorities promoted were 311 (45%). The percentage of minorities promoted is above their labor force representation of 27.6%. C. Separations There were six hundred and eighty-five (685) employees who separated from County service (Attachment 6). More than half of the separations were among females. There were 4261 (62%) females; 129 (19%) African Americans; 74 (11%) Hispanics; 62 (9%) Asian/Pacific Islanders; and 6 (.8%) American Indians/Alaskan Natives. Females, African Americans, Hispanics, Asian/Pacific Islanders, and. American Indians/Alaskan Natives separated from the County in higher percentages than their labor force representation. The total number of minorities separated from County service was 271 (40%v). Minority employees left County service at a higher percentage 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 - Three hundred thirty-six (336) employees resigned from the County. There were 223 (67%) females; 62 (19%) African Americans; 39 (11%) Hispanics; 45 (13%) Asian/Pacific Islanders and one (.4%) American Indians/Alaskan Natives, Females, African Americans, Hispanics, and Asian/Pacific Islanders had employees that resigned at higher percentages than their labor force representation. There were 147 ( 43%) minorities who resigned from County service during this time period. Minority group resignations were higher than their labor force representation of 27.6%. 26 A:2002aaaprorpt(Rev. 6/19/03) 2. Constructive Resignation - There were twelve (12) employees with constructive resignations. There were 10 (83%) females; 5 (42%) African Americans, and one (8%) Hispanic. Females, African Americans, and one Hispanics had constructive resignations above their labor farce representation. There were 6 (50%) minorities subject to constructive resignations, and this was above their labor force representation of 27.6% 3. Lay tiffs - There was one employee laid off during this reporting period. There was one (100%) minority employee laid off during this reporting period and this is above their labor force representation of 27.6% 4. Deaths — There were twenty-three (23) employees who died during this reporting period. There were 15 (65%) females; 6 (26%) African Americans; 4 (17%) Hispanics; and one (4%) American Indian/Alaskan Native who died during this reporting period. Females, African Americans, and Hispanics had deaths above their labor force representation in this category. There were 11 (48%) minority employees who died during this reporting period and this is above their labor farce representation of 27.6%. 5. Rejection of Probation - There were sixty four (64) employees rejected during the probationary period. There were 46 (72%n) females; 19 (30%) African Americans; 12 (19%) Hispanic; 7 (11%) Asian/Pacific Islanders; and 2 (3%) American Indian/Alaskan Natives. Females, African Americans, Hispanics; Asian/Pacific Islanders; and American Indian/Alaskan. Natives rejected probationary employees left County service at percentages above their labor force representation. There were 40 (63%) minorities rejected from probation during this reporting period. This is above their 27.6% labor force representation. 6. Retirements - There were two hundred and twenty-three(223) employees who retired from the County. There were 109 (49%) females, 29 (13%) African Americans, 13 (6%) Hispanics, 9 (4%) Asian/Pacific Islanders, and 2 (.9%) American Indian/Alaskan Natives who retired from. County service. Females, African American, Asian/Pacific Islander, and American Indian/Alaskan Native employees retired from the County at percentages higher than their labor force representation. Fifty-three(24%) minority employees retired during this reporting period, which is below their 27.6% labor force representation, 7. Dismissed - There were fourteen (14) employees who were dismissed from. County service. 'There were: 12 (86%) females; 3 (21%n) African Americans; and 3 (21%) Hispanics. Females, African Americans, and Hispanics were dismissed above their labor force representation in this category. There were 6 (43%) minorities dismissed and this is above their labor force representation of 27.5%a. 8. Cather - There were twelve (12) employees listed in the "Other" category that separated from County service. 27 A:2002aaaprorpt(Rev.6/19/03) Since the types of separation were not specified, they were placed in this category. There were 11 (92%) females, four(33%r,) African American, two (17%) Hispanic employees, and one (8%) Asian/Pacific Islander. Females, African American and Hispanic employees were separated above their labor force representation. There were 7 (58%) minorities in this category; which is above their labor force representation of 27.6%. V. Disability Program The County's Disability Program began in 1978 and includes complying with the requirements of the County's Rehabilitation Program, the Americans with Disabilities Act(ADA) Program, and the Fair Employment and Housing Act (FEHA). 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 8,789 employees covered in this report, there are forty-four (44)3 employees who identified themselves as having a disability. There were 33 (75%) females with disabilities (Attachment 7). The type of disabilities identified is the following: 12 (27.2%)Visual 4(9.0%)Hearing 2(4.5%) Speech 23 (52.2%) Physical 3 (6.8%)Developmental Disabilities. B. Americans with Disabilities Act (ADA) and Fair Employment and Housing Act(FEHA) Requirements The County is aggressively implementing the requirements of the Americans with Disabilities Act and Fair Employment and Housing Act. The implementation can be divided into three broad categories: accessibility, essential functions, and reasonable accommodations. This report addresses accessibility; and essential functions. 3New hires, since 1990, are asked to voluntarily identify any disability and the type of their disability . 28 A:2002aaaprorpt(Rev. 6/19/03) 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 Flan" 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. We continue to establish and/or revise the essential functions for job classifications as exams are announced (Attachment 8). 29 A.2002aaaprorpt (Rev. 6/19!03) Attachments 1. County Workforce as of December 31, 2002 2. Occupational Categories as of December 31, 2002 I Supervisory Employees as of December 31, 2002 4. Management Employees as of December 31, 2002 5. Hires and Promotions from January to December 2002 6. Separations and Type of Separations from January to December 2002 7, Disabled Employees as of December 31, 2002 8. 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A ( c � 2 2 � e . � ON ® \ § \ \ / \ ± / \ � m \ @ e ® m / \ / / y \ a / \ \ x % 5 .� E w \ � t / � o + » Z e � M e Attachment 5 c� c R w c rt N 0 �, a N w S Oo 0 -P N to Ori C> *-+ *� s�. 4, .. , o 00 .- c3, G7 00 N + CJ «+ N C1 tT 00 w G> N C7 C> P C7 W C 7 W N C7 CN � 00 $ 3 00 N N Chi\ -j C1 0% 1000 61 t 00 wn 00 00 (-A 0 C> t-a �.A 0 C> C� � t,rY t'k 0 C O hJ 0 C3 H 00 00 CA Attachment 6 u. eD ol 9 Eli 0 R I,- 0 ra CL tv r) 0 45 — P� t,J Cn C4 t tj j Attachment CONTRA COSTA COUNTY Essential Functions Job Classifications 1. Account Clerk 46. wilding Inspector 11 90. Departmental Systems Spec 1 2. Account Clerk-Beginning Lvl 47. Building Maintenance 91. Deputy County Librarian 3. Account Clerk-Advanced Lv1 48. Building Ulan Checker 11 92. Deputy County Librarian- (Office of Rev Collection) 49. Business Services Rep Support Services 4. Account Clerk-Experienced 93. Deputy Director of Animal (Office of Rev Collection) 50. C A Drafting Operator Services 5, Account Clerk Supervisor 51. California Children Services 94. Deputy Director of Community 6. Accountant I Program Administrator Dev-Current Planning 7. Accountant 11 (Office of Rev 52. Capital Facilities Administrator 95. Deputy Director of Community Collection) 53. Captain Dev-Current Plan-exempt 8. Accountant Ill 54. CCTV Programming 96. Deputy Probation Officer I 9. Accounting Technician Coordinator 97. Deputy Probation Officer It 10.Administrative Analyst 55. CCTV Production Assistant 98. Deputy Probation Officer III 11.Administrative Svcs Assistant 56. Central Processing Supervisor 99. Deputy Public Defender IV 12. Administrative Svcs Assist 11 57. Central Supply Technician 101. Deputy Sheriff-Senior 13. Administrative Services Officer 58. Certified Medical Assistant Criminalist 14. Advise Nurse 59. Charge Nurse 102. Detention Services Worker* 15. Adult/Older Adult Program 60. Chief Deputy Agricultural 103. Developmental Program Chief Commissioner/Chief Deputy Supervisor 16. Aging &Adult Svcs Sr Staff Sealer of Weights & Measures 104. Dietetic Technician Assistant 61. Chief Fire Inspector 105. Director-Central Identification 17. Agricultural Biologist I & 11 62. Chief Pediatric Therapist Services 18. After School Program Sup 63. Child Development Site Sup 106. Director of Environmental 19.Airport Environmental & 64. Child Nutrition Division Health Community Relations Officer 65. Nutritionist- Project 107. Director of Office of Revenue 20.Airport Operations Specialist* 66, Child Nutrition Food Services Collection 21. Ambulatory Care Clinic Transporter 108. District Atty-Superior Court Supervisor 67. Child Nutrition Food Services Trial Team 22. Animal Center Technician * Transporter-Project 109. Driver Clerk* 23. Animal Control Officer* 68. Child Nutrition Worker I - 110. Dual Diagnosis Program 24. Animal Control Technician Project Coordinator-Project "Temp, 69. Child Nutrition Worker 11 - 111. Dual Diagnosis Specialist- 25.Animal Services Officer Project Project 26.Apprentice Mechanic* 70. Child Nutrition Worker Ill -- 112. Duplicating Machine Operator 27.Assistant Assessor Project 28. Assistant Chief 71. Civil Litigation Attorney 113. Electrical Inspector* Cardiopulmonary 72. Collection Operations Manager 114. Election Processing 29. Assistant Director of Nutritional 73. Collection Services Agent 1€ Supervisor Services 74. Collection Svcs Enforcement 115. Electrician 30.Assistant Environmental Svcs Officer 11 116. Electronic Equipment Manager 75. Collection Services Manager Technical 31. Assistant Health Svcs Sys Dir 76. Community Svcs Bldg Svcs 117. Eligibility Work Supervisor 1 32. Assistant Manager of Airports Wrkr-Proj 118. Eligibility Worker 1 33.Assistant Real Property Agent 77. Community Health Worker 1 119. Emergency Svcs Manager 34.Assistant Risk Manager 78. Computer Aided Drafting 120. Engineer 35.Assistant Properties Trust Operator 121. Engineering Technician Officer 79. Computer Operator 1 122. Engineering Technician 36.Associate Architectural 80. Computer Operator Trainee Supervisor/Land Surveyor Engineer 81. Computer Operations Mngr 123. Environmental Health 37. Associate Civil Engineer 82. Computer Operations Suprvsr Specialist 1 38. Associate Appraiser 83. Computer Operations Trainee 124. Environmental Health 84. Criminalist Laboratory Aide Specialist 11 39. Battalion Chief 85. Custodian I, Il* 125. Environmental Health 40. Biomedical Equipment Tech It Specialist Trainee 41. Born Free Program Supervisor 86. Data Control Clerk 126. Environmental Health 42. Branch Librarian 87. Data Entry Operator II Technician 43. Branch/Sr Branch Librarian 88, Database Administrator 127. Equipment Mechanic* 44. Budget Technician 89. Department Computer Sys 128. Equipment Operator 1 45. Building Inspector I Tech 129. Equipment Operator 11* "indicates the MED TOX classes CONTRA COSTA COUNTY Essential Functions Job Classifications 134, Environmental Planner 166. Health Svcs Into Tech Sup 210. Mental Health Clinic Spec 131. Environmental Services Mgr 167. Health Svcs Planner/Evaluator 211. Mental Health Program Sup 132. Environmental Servoces Sup 168. Health Svcs Planner/Evaluator- 212. Mental Health Quality Mgmt 133. Executive Director-Workforce Level B and Improvement Coordinator Development Beard 169. Home Economist 213. Network Analyst 1 134, Facilities Administrator 170, Home Health Aide 1, Il* 214. Network Analyst 11 135. Facilities Manager 171. Hospital Attendant 215. Network Manager 136. Family&Children's Svcs 172. Human Resources Analyst 1 216. Nursing Program Manager Infant/Toddler Assoc Teacher 217. Nursing Shift Coordinator Supervisor 173. Information Systems Mgr It 137.Family&Children's Svcs 174. Information Systems Spec 1 218, Operating Engineer i1* Recruitment/Enrollment Svcs 175. Information Systems Project 219. Orthopedic Technician Worker-Project Manager 138, Family Support Collection 176, Information Systems 224. Patient Billing Manager Supervisor Programmer Analyst I-IV 221. Patient Financial Svcs Spec 139, Fingerprint Technician 1 177. Institutional Services Aide 222, Payroll Technician 144, Fire Captain 178. Information Systems Spec Il 223, Personnel Svcs Assistant 11 141, Fire Dist Telecommunications 179. Inspector 1, II* 224. Personnel Svcs Assistant III Specialist 184. Institutional Service Worker- 225. Pharmacist It 142. Fire Dist Telecommunication Environmental* 226. Pharmacist 11(Outpatient) Manager 181. Institutional Svc Worker/Food 227. Pharmacy Technician 143. Fire Training Instructor Services* 228. PIC Employment Specialist 144, Firefighter* 182. institutional Services Aide/ 229. PIC Employment Spec-Prjct 145. Forensic Toxicologist Environmental Services 234. Planner It 183. Institutional Supervisor 1 231. Planner III 146. Gardener* 184. Institutional Supervisor 11 232. Planning Tech 1 147. Grading Inspector 1 233. Principal Accountant 148, Grounds Keeper* 185. Juvenile Institution Super- 234. Principal Building Inspector 1 149. Grounds Maintenance intendent 235. Principal Planner-Level A Specialist* 236. Principal Real Property Agent 1501. Group Counselor €, It, 111* 186. Laborer* 237. Probation Manager 187. Lead Carpenter 238. Probation Supervisor 1 151: Hazardous Materials 188, Lead Cook 2.39. Program Analyst Technician 189. Lead Custodian* 240. Programmer 11 152. Head Detention Cook 1913, Leant Detention Svcs Worker 241. Psychiatric Technician 153. Head Start Assistant 191. Lead Electrician 242. Public Health Aide Program Manager 192, Lead Fingerprint Examiner 243, Public Health Dental 154. Head Start Homebase Wrkr- 193, Lead Gardener* Hygienist-Project Project Head Start Family 194. Lead Stationary Engineer 244. Public Health Epidemiologist/ Svcs Manager-Project 195. Legal Clerk B€ostatistician 155. Head Start Family Svcs 196. Liability Claims Adjuster 245. Public Health Nurse* Specialist 197, Library Assistant-Journey Lvl 246. Public Health-Nurse Program 156.. Heart Start Grantee Operater 198. Library Literacy Director- Manager Program Area Coordinator Project 247. Public Health Nutritionist 157, Heard Start Head Teacher 199. Library Specialist 248. Public Health Program 158. Health Education Specialist 200. Licensed Vocational Nurse* Specialist I 159, Health Plan Member 249. Public Health Social Worker Advocate 241. Management Analyst 111 250. Public Service Officer* 164, Health Plan Member Svcs 202. Manager-Application& 251. Public Works Maintenance Coordinator Permit Center Supervisor 161. Health Plan Member Svcs 243, Manager-Central ID Svcs 252. Purchasing Services Mngr Counselor 204, Mechanical Inspector* 162. Health Plan Patient Svcs 205. Medical Records 253. Recordable Document Tech Supervisor Administrator 254. Records Manager 163. Health Services Accountant 246. Medical Records Technician 255. Registered Nurse* 164. Health Services Education 207. Medical Social Worker 1 256, Rehabilitation Therapy and Training Specialist 208. Medical Staff Coordinator Services Supervisor 165, Health Svcs Info Systems 209. Mental Health Children 257. Retired Benefits Manager Specialist Services Supervisor 258. Road Maintenance Carpenter *indicates the MEDT©X classes Attachment 8 CONTRA COSTA COUNTY Essential Functions Job Classifications 259. Security ward 3012. Substance Abuse Program 260. Senior Animal Svcs Tech Supervisor 261, Senior Branch Librarian 3013, Superior Courtroom Clerk 262. Senior Building Inspector 3014, Supervising Accountant 2.63. Senior Civil Engineer 3015. Supervising Auditor/Appraiser 264. Senior Clinical Technologist 306. Supervising Civil Engineer 265. Senior Collection Agent 3017. Supervising Pediatric 266. Senior Developmental Therapist Program Aide 3018. Supervising Real Property 267. Senior Field Tax Collector Agent 268, Senior Fire District 309. Supervisor of Airport Dispatcher Operations 269. Senior Firefighter 3101. Systems Software Analyst 1,11 2701. Senior Health Ed Specialist 271, Senior Hydrologist 311. Treasurer's Investment 272, Senior Medical Records Tech Operations Analyst 273. Senior Public Service Officer 312, Tobacco Prevention Project 274, Senior Soo Svc Info Systems Coordinator Analyst 313, Tumor Registrar 275. Sheriffs Crime Analyst 276. Sheriff's Director of Support 314. Utilization Review Services Coordinator 277, Sheriff s Fiscal Officer 315, Utilization Review Supervisor 278. Sheriff s Property& Evidence Manager 316, Vegetation Management 279. Sheriffs Specialist Technician 280. Small Business Development 317, Veterans Service Rep Center Director-Exempt 318, Victim Witness Specialist 281. Social Casework Specialist in 319. Watershed Mgmt Planning Child Welfare Specialist 282. Social Service Division Mgr 3201, WeatherizationtHoe 283. Social Service Appeals Sup Assessment& Repair 284, Social Service Fiscal Specialist-Project Compliance Accountant 321. Weights & Measures 285. Social Service Program Inspector I Assistant 322, Workers Comp Claims 286. Soo Svc Sr Welfare Fraud Adjuster Field Investigator 287. Soo Svc Staff Development Specialist 288. Soo Svc Welfare Fraud Field Investigator 289. Soo Svc Welfare Fraud Investigator 290. Social Work Supervisor 1 291. Social Werk Supervisor 11 292. Social Worker Special Needs /Mental Health Manager 293. Specialty Crew Leader 294, Speech Pathologist 295, Stationary Engineer 296, Storekeeper' 297. Storeroom Clerk* 298. Structural Engineer-Bldg Insp 299, Substance Abuse Counselor 3019, Substance Abuse Counselor Trainee 3011. Substance Abuse Program Manager *indicates the VEDTOX classes Attachment 8