HomeMy WebLinkAboutMINUTES - 07182006 - D.3 (2) 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 the 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 the
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
11. County Workforce Analysis as of December 31,2005
A. Goals
B. Workforce
C. Occupational Categories
D. Supervisory Employees
E. Management Employees
F. Workforce Analysis by Departments as of December 31, 2005
1. Largest Departments
2. Large Departments
3. Medium Departments
4. Small Departments
5. Smallest Departments
111. Employment Status
A. Hires
B. Promotions
C. Separations
a:2005aaaprogipt
April 17,2006
IV. Disability Program
A. Workforce Analysis
B. American with Disabilities Act(ADA) Requirements
1. Accessibility
2. Essential Functions
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a:2005aaaprogrpt 2
April 17,2006
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 for all groups except Hispanic or Latino (of any
race). This accomplishment' is due to the efforts of its Department Heads and their
staffs, who continue to select qualified candidates for new or vacant positions in their
departments.
1. Occupational levels: Diversity continues to increase throughout the
occupational levels. Emphasis continues to be placed, for all groups, in the
following occupational categories: Officials and Administrators, Professionals,
Protective Service Workers, Skilled Craft Workers, and Service Maintenance.
2. Among supervisory employees, female, Black or African American Alone,
Asian Alone, Native Hawaiian and Other Pacific Islander Alone, and American
Indian or Alaskan Native Tribes Alone, are represented in numbers at or greater
than their representation in the labor force.
3. Management employees' representation is at or above the labor force
representation for females, Black or African American Alone, and Asian Alone.
4. Departments continue to move toward a representative workforce for all
groups. Health Services (which has a total of 2,820 employees in a County
workforce which currently totals 8,246 employees) has representative
workforces for all groups.
The Community Services Department, Department of Child Support Services,
and the Employment- and Human Services Department have representative
workforces for all except one reported group. These departments employ (275,
164, and 1,341 respectively) a total of 1780 (22%) individuals. Four thousand
six hundred employees or 56% of the County's workforce therefore work in
departments that either have a completely representative workforce or a
workforce which is representative as to all but a single reported group.
B. Employment
1. Hires: In 2005, females, Blacks or African Americans Alone, Hispanic or
Latino (of any race), Asians Alone,Native Hawaiian and Other Pacific Islanders
Alone, and American Indian or Alaskan Native Tribes Alone groups were all
hired at percentages that met or exceeded their labor force representation. An
aggressive approach to hiring a representative group of applicants has made it
possible for the County to exceed 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 in numbers that exceed
their labor force representation for all racial/ethnic groups and females.
a:2005aaaprogrpt 3
April 17,2006
Departments continue to aggressively promote minorities and females in all
occupational categories.
3. Separations: Employees that separated from County service at or above their
labor force representation were: females, Black or African American Alone,
Asian Alone, Native Hawaiian and Other Pacific Islander (NHPI) Alone, and
American Indian or Alaskan Native (ALAN) Tribes Alone. Department
Affirmative Action Coordinators are asked to review the reason(s) employees
leave (such as resignation, rejection from probation, dismissals, 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 the hiring process. The Human Resources Department also
contacts disabled rights groups and organizations to recruit disabled job applicants for
County employment opportunities.
1. Workforce Analysis: Forty-two (42) employees voluntarily identified
themselves as disabled when hired. Twelve (29%) identified visual disabilities;
7 (17%) identified hearing disabilities; one (2%) identified a speech disability;
18 (43%) identified physical disabilities; 2 (5%) identified developmental
disabilities and 2 identified a mental (5%) disability. The County does not
survey its workforce to identify employees who may become disabled after
they are hired.
2. Americans with Disabilities Act Requirements
a. The County's Transition Plan is being implemented, and the County has
progressed in making its facilities accessible. Buildings were prioritized
based upon the number of employees and members of public utilizing
each facility. Phase I Improvements for fiscal year 2004 and 2005
facilities were reviewed as a part of the 2005 ADA Progress Report.
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 on an on-going
basis.
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April 17,2006
II. County Workforce Analysis as of December 31, 20051
The employee groups identified in the County workforce for analysis in this report are females
and the following racial/ethnic groups:
Hispanic or Latino(of any race):
Mexican, Puerto Rican, Cuban, Other Hispanic or Latino(Dominican
(Dominican Republic), Central American(Costa Rican, Guatemalan, Honduran,
Nicaraguan,Panamanian, Salvadoran), South American(Argentinean, Bolivian,
Chilean, Colombian,Ecuadorian, Paraguayan,Peruvian, Uruguayan,
Venezuelan, Spaniard), all other Hispanic or Latino.
Black or African American Alone:
Asian Alone:
Asian Indian alone, Bangladeshi alone, Cambodian alone, Chinese alone
(Chinese, except Taiwanese alone, Taiwanese alone), Hmong alone, Indonesian
alone,Japanese alone,Korean alone, Loatian alone,Malaysian alone,Pakistani
alone, Sri Lankan alone, Thai alone,Vietnamese alone, Other specified Asian
alone.
Filipino Alone:
Native Hawaiian and Other Pacific Islander(NHPI)Alone:
Polynesian alone (Native Hawaiian alone, Samoan alone, Tongan alone),
Micronesian alone (Guamanian or Chamorro alone), Melanesian alone (Fijian
alone), Other specified Pacific Islander alone.
American Indian or Alaskan Native (AIAN) Tribes Alone:
Alaskan Athabascan alone, Aleut alone,Apache alone, Blackfeet alone,
Cherokee alone, Cheyenne alone, Chickasaw alone, Chippewa alone, Choctaw
alone, Colville alone, Comanche alone, Gree alone, Creek alone, Crow alone,
Delaware alone, Eskimo alone,Houma alone, Iroquios alone, Kiowa alone,
Latin American Indian alone, Lumbee alone,Menominee alone,Navajo alone,
Tribes Osage alone, Ottawa alone, Paiute alone,Pima alone,Potawatomi alone,
Pueblo :alone,Puget Sound Salish alone, Seminole alone, Sioux alone, Tlingt-
Haida.alone, Tohono O'Odham alone,Ute alone, Yakama alone, Yaqui alone,
Yuman alone.
'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)
a:2005aaaprogrpt 5
April 17,2006
A. Goals
The County uses the Bureau of the Census 2000 Labor Force Statistical Data for Contra
Costa County as its goal. The goals for the various groups are:
2000 Census 12-31-05 12-31-05
Labor Force Workforce Workforce
Group Percentages Number Percentage
Hispanic or Latino(of any race) 15.0% 1136 14.0%
Y Black or African American Alone 8.3% 1297 16.0%
Asian Alone' 11.4% 1045 13.0%
Native Hawaiian and Other Pacific .3% 42 1.0%
Islander(NHPI)Alone
American Indian or Alaskan Native .4% 61 1.0%
Tribes(ALAN)Alone
Total 35.1% 3 581 43.0%
Females 46.4% 5246 64.0%
' Filipino alone is merged with the Asian alone category.
Workforce
6000
5246
5000
4000 1, IFF
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2000 ➢ r"'�''` a . _ ¢✓ 8�z ','.t _ t �` �k� w PQ ` r,
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0 White Hisp/Latino Blk/AA Asian NHPI AIAN Females Males
a:2005aaaprogrpt 6
April 17,2006
B. Workforce
As of December 2005,there were:
• 8,246 employees (Attachment 1) in permanent full-time, permanent part-
time, and project exempt positions. (Temporary and contract employees are
not included in this report.)
• 5,246 (64%) female employees in the workforce, which significantly
exceeds their labor force (46.4%)representation.
• 1,136 (14%) Hispanic or Latino (of any race) employees in the workforce,
which is slightly below their labor force(15%)representation.
• 1,297 (16%) Black or American Alone employees in the workforce, which
significantly exceeds their labor force(8.3%)representation.
• 1,045 (13%) Asian Alone employees in the workforce, which exceeds their
labor force(11.4%)representation.
• 42 (1%) Native Hawaiian and Other Pacific Islander (NHPI) Alone
employees in the workforce, which exceeds their labor force (.3%)
representation.
• 61 (1.0%) American Indian or Alaskan Native (AIAN) Alone employees
in the workforce, which exceeds their labor force(.4%)representation.
Females, Black or African American Alone, Asian Alone,Native Hawaiian and
Other Pacific Islander(NHPI)Alone, and American Indian or Alaskan Native
(AIAN)Alone exceed their labor force representation.
C. Occupational Categories
In order to target new hires and promotions, the County examines the numbers of
racial/ethnic minorities and females in the eight occupational categories
(Attachment 2), into which all positions are categorized:
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, and 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,
Librarians, Registered Nurses, Accountants, Management Analysts,and
Nurses, Accountants, Management Analysts, and Psychologists.
a:2005aaaprogrpt 7
April 17,2006
3. Technicians: Employees in positions that require a combination of basic
scientific or technical knowledge and manual skill which can be obtained
F 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 Workers.
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, Public Service Officers, and District
Attorney Investigators.
5. Para Professionals: Employees who 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,
Community Health Workers, Library Assistants, Translators and Medical
Aides
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 include:
Clerks, Secretaries, Account Clerks, and Storekeepers.
7. Skilled Craft Workers: Employees who 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. Service[Maintenance: Employees who 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.
a:2005aaaprogrpt 8
April 17,2006
The following is a summary of workforce by occupational categories for Contra Costa County as of
December 31, 2005. 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 # %
y
Total Employees 263 100
Females 138 52
Black or African American Alone 44 17
Hispanic or Latino (of any race) 16 6
Asian Alone 13 5
Native Hawaiian and Other Pacific 0 0
Islander Alone
American Indian or Alaskan Native 1 .4
Tribes Alone
Race/Ethnic Groups
Gender 0/0%
13/5%
44/1
V
189/72%
16/6% �`�
r.
138/52% 125/48%
®White ®Hispanic
®BIWAA ®Asian
®Males El Females Il NHPI MAIAN
a:2005aaaprogrpt 9
April 17,2006
Professionals
Group # %
Total Employees 2,892 100
Females 1,891 65
Black or African American Alone 377 13
Hispanic or Latino (of any race) 243 8
Asian Alone 482 17
Native Hawaiian and Other Pacific 13 .4
Islander Alone
American Indian or Alaskan Native 19 1
Tribes Alone
Race/Ethnic Groups
Gender 482/17% 13/.4% 19/1%
1001/35%
377/13%
234/8% 1758/61%
1891/65%
®White ®Hispanic
®Males ®Females ®Blk/AA ®Asian
0 NHPI ID AIAN
a:2005aaaprogrpt 10
April 17,2006
Technicians
Group # %
Total Employees 954 100
Females 611 64
Black or African American Alone 182 19
Hispanic or Latino (of any race) 144 15
Asian Alone 165 17
Native Hawaiian and Other Pacific 8 1
Islander Alone
American Indian or Alaskan Native 10 1
Tribes Alone
Gender Race/Ethnic Groups
10/1%
165117% 8/1/o
343/36%
445/47%
611/64% 182/19%
144/15%
®Males ®Females
®White ®Hispanic
Blk/AA ®Asian
❑NHPI ❑AIAN
a:2004aaaprogrpt 1 1
May 10,2005
Protective Services.Workers
Group # %
Total Employees 896 100
Females 145 16
" Black or African American Alone 85 9
Hispanic or Latina (of any race) 128 14
Asian Alone 45 5
Native Hawaiian and Other Pacific 4 .4
Islander Alone
American Indian or Alaskan Native 10 1
Tribes Alone
Gender Race/Ethnic Groups
145/16%-\ 85190% 45/6% 4/.4% 10/1%
4
128/14°l0
751/84% '
IN Males ®Females 624/70°l0
®White ®Hispanic
Blk/AA ®Asian
0 NHPI ®AIAN
a:2005aaaprogrpt 12
April 17,2006
Para Professionals
Group # %
Total Employees 617 100
Females 475 77
Black or African American Alone 139 23
Hispanic or Latino (of any race) 132 21
Asian Alone 95 15
Native Hawaiian and Other Pacific 4 1
Islander Alone
American Indian or Alaskan Native 3 .4
Tribes Alone
Gender Race/Ethnic Groups
142/23% 95/15%-\3/.4%[4/1% 244/40%
139/23%
475/77%
IS Males ®Females 132/21%
®White ®Hispanic
Blk/AA ®Asian
*NHPI ElAIAN
a:2005aaaprogrpt 13
April 17,2006
Administrative Support
Group # %
Total Employees 2,096 100
y Females 1,839 88
Black or African American Alone 370 18
Hispanic or Latino (of any race) 375 18
Asian Alone 199 9
Native Hawaiian and Other Pacific 11 1
Islander Alone
American Indian or Alaskan Native 12 1
Tribes Alone
Race/Ethnic Groups
Gender 199!9% 11/1%
257/12% 2/1%
370/180 ..�.. „ l
183918810 _ _...._. 375/1810°
®Mates ®Females p White ®Hispanic
Blk/AA ®Asian
0NHPI MAIAN
a:2005aaaprogrpt 14
April 17,2006
Skilled Craft Workers
Group # %
Total Employees 88 100
Females 1 1
Black or African American Alone 6 7
Hispanic or Latino (of any race) 7 8
Asian Alone 8 9
Native Hawaiian and Other Pacific 0 0
Islander Alone
American Indian or Alaskan
Native 1 1
Gender Race/Ethnic Groups
0/0%
111°l0 6/7% 8/9/0 ,//-1/1%
Grp � � -
'. '^
...,. ..> ,mei i;
120— W- ,..' 66/75%
87/99%
KMales ®Females ®White M Hispanic ®Blk/AA
®Asian ■NHPI ED MAN
Tribes Alone
a2005aaaprogpt 15
April 17,2006
Service Maintenance
Group # %
Total Employees 440 100
Females 146 33
Black or African American Alone 94 21
Hispanic or Latino (of any race) 91 21
Asian Alone 38 9
Native Hawaiian and Other 2 .4
Pacific Islander Alone
American Indian or Alaskan Native 5 1
Tribes Alone
Gender Race/Ethnic Groups
146/33% 2/.4%
w —.=....R ,; 38/9% 511%
94/21%
,_, " 210/48%
294/67%
®Males ®Females
91/21
®White ®Hispanic
Blk/AA ®Asian
0 NHPI EJAIAN
a:2005aaaprogrpt 16
April 17,2006
The following is a summary of workforce by group (females, Black or African American
Alone, Hispanic or Latino, Asian Alone and American Indian or Alaskan Native Tribes
Alone), as of December 31, 2005.
There are 5,246 (64.0%) female employees represented in the following occupational
categories:
Total Female Employees
Category Employees # %
Officials/Admin 263 138 52
Professionals 2,892 1,891 65
Technicians 954 611 64
-Protective Service Worker 896 145 16
Para Professionals 617 475 77
Administrative Support 2,096 1,839 88
1 Skilled Craft Workers 88 1 1
Service/Maintenance 440 146 33
Female Employees by Occupational Categories
146/330Y(o 138152%
1839/88% 1891/65%
475177%—" 145/16%J �611164%
M Officials M Professionals
0 Technicians 11M Protective Svc
El Para Professionals MAdmin Support
0 Skilled Craft Wkrs E3 Svcs Maintenance
a:2004aaaprogrpt
May 10,2005 17
There are 1,297 (16.0%) Black or African American Alone employees represented in the
following occupational categories:
Black or African
Total American Alone Employees
Category Employees # %
Officials/Admin 263 44 17
Professionals 2,892 377 13
Technicians 954 182 19
• Protective Service Wkr 896 85 9
Para Professionals 617 139 23
Administrative Support 2,096 370 18
Skilled Craft Workers 88 6 7
Service/Maintenance 440 94 21
Occupational Categories
6/7%
94/21% 44/17%
377/13%
370/18%
139/23% 85/9% °
182/19/°
Officials ®Professionals
®Technicians ®Protective Svc
®Para Professionals M Admin Support
0 Skilled Craft Wkrs ®Svc Maintenance
a:2004aaaprogrpt 18
May 10,2005
There are 1,136 (14%) Hispanic or Latino (of any race) employees in the following
occupational categories:
Total Hispanic Employees
CategoDL Employees # %
Officials/Admin 263 16 6
Professionals 2,892 243 8
Technicians 954 144 15
Protective Service Wkr 896 128 14
Para Professionals 617 132 21
Administrative Support 2,096 375 18
Skilled Craft Workers 88 7 8
Service/Maintenance 440 91 21
Occupational Categories
0
91121%-,,,,, 16/6% 243/8%
7/8%
�i
x;144/15%
375/18% 132121% 128/14%
Officials M Professionals
®Technicians M Protective Svc
®Para Professionals ®Admin Support
0 Skilled Craft Wkrs ®Svcs Maintenance
a:2004aaaprogyrpt 19
May 10,2005
There are 1,045 (13%)Asian Alone in the following occupational categories:
Total Asian Alone Employees
Category Employees # %
Officials/Admin 263 13 5
Professionals 2,892 482 17
Technicians 954 165 17
Protective Service Wkr 896 45 5
Para Professionals 617 95 15
Administrative Support 2,096 199 9
Skilled Craft Workers 88 8 9
Service/Maintenance 440 38 9
Occupational Categories
8/9% 3$/9% 13/5%
199/9°l0 4$2117%
95/15%
45/5%
165/17%
®Offcials ®Professionals
®Technicians M Protective Svc
®Para Professionals O Admin Support
O Skilled Craft Wkrs ®Svc Maintenance
a:2004aaaprogrpt 20
May 10,2005
There are 42 (1.0%)Native Hawaiian and Other Pacific Islander(NHPI) Alone in the
following occupational categories:
Native Hawaiian and Other Pacific Islander(NHPI) Alone
Total Employees
Category Employees # %
Officials/Admin 263 0 0
Professionals 2,892 13 .4
Technicians 954 8 1
Protective Service Wkr 896 4 .4
Para Professionals 617 4 1
Administrative Support 2,096 11 1
Skilled Craft Workers 88 0 0
Service/Maintenance 440 2 .4
Occupational Categories
0/0%
% 0/0%
13/.4%
4/1% .
4/.4% 8/1%
El Officials ®Professionals
®Technicians M Protective Svc
®Para Professionals M Admin Support
O Skilled Craft Wkrs ®Svcs Maintenance
a:2004aaaprogrpt 21
May 10,2005
There are 61 (1.0%) American Indian or Alaskan Native Tribes Alone in the following
occupational categories:
American Indian or Alaskan Native
Tribes Alone
Total Employees
CategorX Employees # %
Officials/Admin 263 1 .3
Professionals 2,892 19 1
Technicians 954 10 1
Protective Service Wkr 896 10 1
Para Professionals 617 3 .4
Administrative Support 2,096 12 1
Skilled Craft Workers 88 1 1
Occupational Categories
111°la-` 5/1% 1/.3%
1211% :_ ... ,/'19/1%
10/1% \-10/1%
0 Officials 0 Professionals
®Technicians ®Protective Svc
®Para Professionals M Admin Support
0 Skilled Craft Wkrs 19 Svcs Maintenance
Service/Maintenance 440 5 1
a:2004aaaprogrpt 22
May 10,2005
D. Supervisory Employees
Supervisory employees are employees with lead responsibility. The
County continues to review the number of supervisory (Attachment
3) employees in the County to identify and eliminate the potential for
a "glass ceiling" (discriminatory impact) on minorities and females in `
az ,
the higher level supervisory positions.
There are 1,301 supervisory employees: 828 (64%) females; 212 ,
(16%) Black or African American Alone; 123 (9%) Hispanic or
Latino; 155 (12%) Asian Alone; 4 (3%) Native Hawaiian and Other
Pacific Islander Alone; and 8 (1%) American Indian or Alaskan
Native Tribes Alone. The County continues to target supervisory
positions for Hispanic or Latino (of any race) employees and
applicants. z
E. Management Employees
Management employees have program responsibilities and are usually
in policy-making positions.
There are 1,109 management employees (Attachment 4): 625 (56%)
females; 132 (12%) Black or African American Alone; 87 (8%)
Hispanic or Latino; 128 (12%) Asian Alone; 2 (.2%) Native Hawaiian
and Other Pacific Islander Alone; and 5 (.5%) American Indian or 44
Alaskan Native Tribes Alone. The County continues to target
management level positions for Hispanic or Latino (of any race), and Native
Hawaiian and Other Pacific Islander Alone employees
and applicants.
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a:2004aaaprogrpt 23
May 10,2005
F. Workforce Analysis by Department
There are twenty-five (25) County Departments (Attachment 5). 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 is a summary of 2003, 2004, and 2005 workforce by department. The
goals for the departments are: 15% Hispanics or Latinos; 8.3% Blacks or African
Americans Alone; 11.4% Asians Alone; 3% Native Hawaiian and Other Pacific
Islanders Alone; 41% American Indian or Alaskan Native Tribes Alone, and
46.4% 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.
1. Largest Departments: The largest departments are those with more than
900 employees. Departments in this category are:
Year
2003 2004 2005
a. Employment&Human Services employees 1331 1332 1341
b. Health Services employees 2841 2861 2820
C. Sheriff-Coroner employees 1027 1039 990
The groups subject to concentrated recruitment efforts and selection
in 2005 were:
a. Employment& Human Services Asian Alone
b. Health Services None
c. Sheriff-Coroner Female, Hispanic or Latino, and
Asian Alone
2. Large Departments: The large departments are those with more
than 200 employees. Departments in this category are:
Year
a. Community Services employees 332 319 275
b. Contra Costa County Fire employees 367 378 380
Protection District
c. General Services employees 265 254 245
d. Library Employees 249 259 264
e. Probation employees 418 376 373
f Public Works employees 266 271 271
The groups subject to concentrated recruitment efforts and selection
in 2005 were:
a. Community Services American Indian or Alaskan Native
Tribes Alone
b. Contra Costa County Fire Female, Hispanic or Latino, Black
Protection District or African American Alone, Asian
Alone, and Native Hawaiian and
Other Pacific Islander Alone
c. General Services Female and Asian Alone
a:2004aaaprogypt
May 10,2005 24
d. Library Hispanic or Latino, Black or African
American Alone and Native
Hawaiian and Other Pacific Islander
Alone
e. Probation Hispanic or Latino, and Asian Alone
f Public Works Female, Hispanic or Latino, Black
or African American Alone, and
Asian Alone
3. Medium Departments: The medium departments are those with more
than 100 employees. Departments in this category are:
Year
2003 2004 2005
a. County Administrator's Office employees 194 182 174
b. Assessor employees 122 118 112
c. Department of Child Support Svcs employees 212 197 164
d. District Attorney employees 169 162 165
e. Public Defender employees 1038 105 104
f. Building Inspection employees 100 101 108
The groups subject to concentrated recruitment efforts and selection
in 2005 were:
a. County Administrator's Office Hispanic or Latino and Native
Hawaiian and Other Pacific
Islander Alone
b. Assessor Hispanic or Latino and Native
Hawaiian and Other Pacific
Islander Alone
c. Department of Child Support Svcs Hispanic or Latino
d. District Attorney Hispanic or Latino, Black or
African American Alone, Asian
Alone, and Native Hawaiian and
Other Pacific Islander Alone
e. Public Defender Hispanic or Latino,Asian
Alone,Native Hawaiian and
Other Pacific Islander Alone,
and American Indian or Alaskan
Native Tribes Alone
f, Building Inspection Female and Hispanic or Latino
a:2004auprogrpt 25
May 10,2005
4. Small Departments: The small departments are those with more than 30
or more employees. Departments in this category are:
Year
2003 2004 2005
a. Agriculture employees 43 44 41
b. Animal Services employees 73 70 72
C. Auditor-Controller employees 59 53 52
d. Clerk-Recorder employees 65 68 69
e. Community Development employees 64 65 67
f County Counsel employees 45 44 45
g. Human Resources employees 43 40 41
h. Retirement Administration employees 35 34 34
Analysis: The groups subject to concentrated recruitment efforts and
selection in 2005 were:
a. Agriculture Hispanic or Latino, Asian Alone,
and Native Hawaiian and Other
Pacific Islander Alone
b. Animal Services Hispanic or Latino, Black or
African American Alone, Asian
Alone, and Native Hawaiian and
Other Pacific Islander Alone
c. Auditor-Controller Hispanic or Latino, Black or
African American Alone,Native
Hawaiian and Other Pacific
Islander Alone, and American
Indians or Alaskan Native Tribes
Alone
d. Clerk-Recorder Asian Alone,Native Hawaiian and
Other Pacific Islander Alone, and
American Indian or Alaskan Native
Tribes Alone
e. Community Development Black or African American Alone,
Hispanic or Latino,Native
Hawaiian and Other Pacific
Islander Alone, and American
Indian or Alaskan Native Tribes
Alone
f County Counsel Hispanic or Latino, Asian Alone
Native Hawaiian and Other Pacific
Islander Alone, and American
Indian or Alaskan Native Tribes
Alone
a:2004aaaprogrpt 26
May 10,2005
g. Human Resources Hispanic or Latino,Native
Hawaiian and Other Pacific
Islander Alone, and American
Indian or Alaskan Native Tribes
Alone
h. Retirement Administration Hispanic or Latino,Asian Alone,
Native Hawaiian and Other Pacific
Islander Alone, and American
Indian or Alaskan Native Tribes
Alone
5. Smallest Departments: The smallest departments are those with more
than one employee and less than twenty nine employees. Departments in
this category are:
Year
2003 2004 2005
a. Cooperative Extension Employees 3 3 3
b. Treasurer/Tax Collector Employees 29 29 29
c. Veterans Services Employees 7 6 7
The groups subject to concentrated recruitment efforts and selection
in 2005 were:
a. Cooperative Extension Hispanic or Latino, Black or African
American Alone, Asian Alone,Native
Hawaiian and Other Pacific Islander
Alone, and American Indian or
Alaskan Native Tribes Alone
b. Treasurer/Tax-Collector Hispanic or Latino,Native Hawaiian
and Other Pacific Islander Alone, and
American Indian or Alaskan Native
Tribes Alone
• c. Veterans Services Asian Alone,Native Hawaiian and
Other Pacific Islander Alone, and
American Indian or Alaskan Native
Tribes Alone
III. Employment Status
Analysis of hires, promotions, and separations includeactions from January to December
2005.
a:2004aaaprogrpt 27
May 10,2005
A. Hires
Four hundred sixty-six (466) employees were hired during this period
(Attachment 6): There were 303 (65%) females; 77 (17%) Blacks or African
Americans Alone; 68 (15%) Hispanics or Latinos; 69 (15%) Asians Alone, 3
(1%) Native Hawaiian and Other Pacific Islanders Alone, and 2 (.4%) American
Indian or Alaskan Native Tribes Alone. All racial/ethnic minority groups and
females were hired at percentages above their labor force representation. The total
number of minorities hired was 219 (47%). That percentage is above minorities'
labor force representation of 35.1%.
B. Promotions
Six hundred fifty-seven (657) employees were promoted during this period
(Attachment 6): 432 (66%) females; 99 (15%) Blacks or African Americans
Alone; 101 (15%) Hispanics or Latinos; 82 (12%) Asians Alone, and 3 (.4%)
Native Hawaiian and Other Pacific Islanders Alone, and 4 (1%) American Indian
or Alaskan Native Tribes Alone. All racial/ethnic groups and females were
promoted at percentages above their labor force representation. The total number
of minorities promoted was 289 (44%), which is above minorities' labor force
representation of 35.1%.
C. Separations
Nine hundred and two (902) employees separated from County service in 2005
(Attachment 7): 589 (65%) females; 157 (17%) Blacks or African Americans
Alone; 103 (11%) Hispanics or Latinos; 80 (9%) Asians Alone, 4 (.4%) Native
Hawaiian and Other Pacific Islanders Alone, and 6 (1%) American Indian or
Alaskan Native Tribes Alone. Females, Blacks or African Americans Alone,
Asians Alone, Native Hawaiian and Other Pacific Islanders Alone, and American
Indian or Alaskan Native (AIAN) Tribes Alone separated from the County in
higher percentages than their labor force representation. The total number of
racial/ethnic minority employees separated from County service was 350 (39%),
which is at a lower percentage than their 43%representation in the workforce. As
expected given their higher percentage in the workforce (43%) minority
employees left County service at a higher percentage than their labor force
representation of 35.1%.
The following is an analysis of the racial/ethnic minorities and females in the
separation categories:
1. Resignations - Three hundred seventy-seven (377) employees resigned
from County employment: 246 (65%) females; 66 (18%) Blacks or
African Americans Alone; 43 (11%) Hispanics or Latinos; 53 (14%)
Asians Alone, 0 (0%)Native Hawaiian and Other Pacific Islanders Alone,
and 0 (0%) American Indian or Alaskan Native Tribes Alone. Female,
Black,or African American Alone and Asian Alone employees resigned at
higher percentages than their labor force representation. There were 162
(43%) minorities who resigned from County service during this time
period, which is at their workforce percentage of 43% and higher than
their labor force percentage of 35.1%.
a:2004aaaprogrpt 28
May 10,2005
2. Constructive Resignation - There were seven (7) employees with
constructive resignations: 5 (71%) females; 1 (14%) Blacks or African
Americans Alone and 3 (43%) Hispanics or Latinos, 1 (14%) Asians
Alone, 0 (0%) Native Hawaiian and Other Pacific Islander, and 0 (0%)
American Indian or Alaskan Native Tribes Alone. Females, Blacks or
African Americans Alone, Hispanics or Latinos, and Asian Alone had
constructive resignations above their labor force representation. There
were 5 (71%) minorities subject to constructive resignation, which is
significantly higher than the workforce percentage of 43% and also
significantly higher than the labor force percentage of 35.1%.
3. Lay Offs—Ninety-two (92) employees were laid off during this reporting
period: 78 (85%) females, 31 (34%) Blacks or African Americans Alone,
27 (29%) Hispanics or Latinos, 3 (3%) Asians Alone, one (.4%) Native
Hawaiian and Other Pacific Islander, and one (.4%) American Indian or
Alaskan Native Tribes Alone. Females, Blacks or African Americans
Alone, Hispanics or Latinos, and Native Hawaiian and Other Pacific
Islander were laid off above their labor force representation. There were
61 (60%) minorities laid off, which is significantly above their workforce
percentage of 43% and significantly above their labor force percentage of
35.1%.
4. Deaths — Seven (7) employees died during this reporting 1period: Four
(57%) females; 3 (43%) Hispanics or Latinos, one (14%) Asian Alone,
and one (14%) American Indian or Alaskan Native Tribes Alone.
Females, Hispanics or Latinos, Asians Alone, and American Indian or
Alaskan Native Tribes Alone had deaths above their labor force
representation. Four(57%) minority employees died during this reporting
period, which is significantly higher than their workforce percentage of
43%and significantly higher than their labor force percentage of 35.1%.
5. Rejection on Probation — Fifty-three (53) employees were rejected
during the probationary period: 42 (79%) females; 10 (19%) Blacks or
African Americans Alone; 9 (17%) Hispanics or Latinos; 3 (6%) Asians
Alone, and 3 (6%) American Indian or Alaskan Native Tribes Alone were
rejected during the probationary period. Females, Blacks or African
Americans Alone, Hispanics or Latinos, and American Indian or Alaskan
Native Tribes Alone were rejected during the probationary from County
service at percentages above their labor force representation. Twenty-two
(42%) minority employees were rejected from probation during this
reporting period, which is slightly lower than their workforce percentage
of 43% but higher than their labor force percentage of 35.1%.
6. Retirements — Three hundred forty (340) employees were retired from
County employment: 197 (58%) females, 42 (12%) Blacks or African
Americans Alone, 16 (5%) Hispanics or Latinos, and 5 (1%) Asian, 3
(1%) Native Hawaiian and Other Pacific Islander, and one (.2%)
American Indian or Alaskan Native Tribes Alone. Females, Blacks or
a:2004aaaprogipt
May 10,2005 29
African Americans Alone, and Native Hawaiian and Other Pacific Islander
employees retired from the County at percentages higher than their labor
force representation. Sixty-three (19%) minority employees retired
during this reporting period, which is significantly below their workforce
percentage of 43% and significantly below their labor force percentage of
35.1%.
7. Dismissed— Sixteen(16) employees were dismissed from County service:
10 (62%) females; 5 (31%) Blacks or African Americans Alone; 2 (13%)
Hispanics or Latinos, and 1 (6%) Asian Alone. Females and Blacks or
African Americans Alone were dismissed at percentages higher than their
labor force representation in this category. Eight (50%) minority
employees were dismissed, which is above their workforce percentage of
43% and significantly above their labor force percentage of 35.1%.
8. Other - Eleven (11) employees were listed in the "Other" category were
not identified based on the type of separation and were separated from
County service: 8 (73%) females and 2 (18%) Blacks or African
Americans Alone. Female and Black or African American Alone
employees separated above their labor force representation. Two (18%)
minority employees were separated in this category, which is significantly
below their workforce percentage of 43% and significantly below their
labor force percentage of 3 5.1%.
IV. Disability Program
The County's Disability Program began in 1978, and includes complying with the
requirements of the County's Rehabilitation Program, 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. The
County has:
❖ established policies and procedures to protect disabled employees from
discrimination;
❖ updated the "Transition Plan" and Improvement Plan for selected facilities
to ensure County facilities (buildings), services, activities, and programs
are accessible to individual with disabilities;
reviewed County programs and services to ensure accessibility.
a:2004aaaprogrpt
May 10,2005 30
Employees may voluntarily self-identify their disability at the time they are hired
by the County. Among the 8,246 employees covered in this report, forty-two (42
or (.5%)' employees identified themselves as having a disability. Thirty (71%) of
those are females with disabilities (Attachment 8). The following disabilities
were identified:
12 (29%)Visual 18 (43%)Physical
7 (17%)Hearing 2 (5%)Developmental
1 (2%) Speech 2 (5%)Mental
B. Americans with Disabilities Act (ADA) and Fair Employment and Housing
Act(FERA) 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.
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
"ADA Transition Plan" was updated in November 2004.
2. Essential Functions
The Affirmative Action Office reviews all recruitment and examination
packets for targeted and diverse recruitment efforts,job-related minimum
qualifications, and the identification of essential functions (i.e., tasks) in
the job class. The essential functions for job classifications are established
and/or revised as exams are announced (Attachment 9).
3. 2004/2005 ADA Annual Review Report
The Affirmative Action Office reviews the progress on services, programs
and activities to evaluate their accessibility. The County Americans with
Disabilities Act Transition Plan Update prioritized County's facilities
(buildings, parks, etc.) The 2004/2005 ADA Annual Review Report
(Attachment 10) identifies the status of facilities that have been
completed.
'New hires,since 1990,are asked to voluntarily identify their disability.
a:2004aaaprogrpt 31
May 10,2005
Attachments
1. County Workforce as of December 31, 2005
2. Occupational Categories as of December 31, 2005
3. Supervisory Employees as of December 31, 2005
4. Management Employees as of December 31, 2005
5. Department Workforce Analysis from 1975 to 2005
6. Hires and Promotions from January to December 2005
7. Separations and Type of Separations from January to December 2005
8. Disabled Employees as of December 31, 2005
9. Essential Functions that have been completed for Job Classifications in
Contra Costa County as of 2005
10. 2004/2005 ADA Annual Review Report
Labor Force Statistical
Criteria
1970 Labor Force Goals(%) 1980 Labor Force Goals(%) 1990 Labor Force Goals(%)
Male 65.1 Male 58.0 Male 54.0
Female 34.9 Female 42.0 Female 45.4
White 83.0 White 57.4 White 72.1
Black 6.5 Black 7.6 Black 7.6
Hispanic 8.3 Hispanic 7.7 Hispanic 10.5
Other 2.2 Asian 5.4 Asian 8.9
Amer/Ind .6 Amer/Ind .6
Total Minorities 21.3 Total Minorities 27.6
2000 Labor Force Goals(%)
Male 53.6
Female 46.4
White Alone 72.1
Black or African American Alone 8.3
Hispanic or Latino(of any race) 15.0
Asian Alone 11.4
Filipino Alone -
Native Hawaiian&Other Pacific .3
Islander(NHPI)Alone
American Indian or Alaskan Native .4
(AIAN)Tribes Alone
Total Minorities 35.1
a:2004aaaprogrpt 32
May 10,2005
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Essential Functions
Job Classes 2005
Account Clerk Agricultural Biologist I Assistant Chief
Cardiopulmonary
Account Clerk—Experienced Agricultural Biologist I&II Assistant Custodial Manager
Level
Account Clerk—Experienced Assistant Diagnostic Imaging
Office of Revenue Collection Agricultural Biologist II Manager
Account Clerk Supervisor Agricultural Biologist Trainee Assistant Director of
Pharmacy Svcs
Account Clerk-Advanced Level Airport Business and Assistant.Director of
Development Manager Nutritional Services
Account Clerk—Beginning Airport Environmental& Assistant Environmental Svcs
Level Community Relations Officer Manager
Accountant I Airport Operations Specialist* Assistant Health Svcs System
Director
Accountant Il (Office of Ambulatory Care Clinic
Revenue Collection Coordinator Assistant Manager of Airports
Accountant III Ambulatory Care Clinic Assistant Material Manager
Supervisor
Accounting Specialist Animal Center Technician* Assistant Properties Trust
Officer
Accounting Technician Animal Control Officer* Assistant Properties Trust
Officer
Administrative Analyst Animal Control Technician- Assistant Real Property Agent
Tem ora
Animal Services Operations
ry
Administrative Lieutenant Assistant Risk Manager
Supervisor
Administrative Services Animal Services Officer Assistant Risk Manager-Loss
Assistant Control
Administrative Services Animal Services Public
Assistant 11 Education Coordinator Associate Appraiser
Administrative Services Animal Services Sergeants Associate Architectural
Assistant III Engineer
Administrative Services Officer Animal Services Utility Worker Associate Civil Engineer
Adult/Older Adult Program Animal Services Volunteer
Auditor-Appraiser II
Chief Coordinator
Advise Nurse Apprentice Mechanic* Auditor I
After School Program Architectural Services Manager Auditor-Appraiser I&11
Su ervisor
After School Program Asistant Chief
Battalion Chief
Supervisor-Project Cardiopuhnonary Support
Aging&Adult Svcs Sr Staff Assessor Clerical Staff
Biomedical Equipment Tech II
Assistant Manager
Aging and Adult Services Assessor's Customer Services
Director-Exempt Coordinator Born Free Program Supervisor
Aging and Adult Services Staff
Assistant Assessor Branch Librarian
Assistant 11
Agining and Adult Services Assistant Building Maintenance
Staff Assistant III IManager Branch/Sr Branch Librarian
Page'1 of 9
Essential Functions that have been completed forjob
classificatons in Contra Costa County as of 2005
Attachment 9
Essential Functions
Job Classes 2005
Budget Technician Charge Nurse Clinical Nurse Specialist-
Obstetrics/G ecology
Building Inspector I Chief Accountant Clinical Staff Supervisor
Building Inspector 11 Chief Assistant Director of Collection Enforcement Officer
Child Support ServicesExem t I
Building Maintenance Chief Cardiopulmonary Collection Enforcement Officer
Support Services II
Building Maintenance Chief Clerk-Board of Collection Enforcement
Inspector I 11 1 Supervisors Supe isor I
Building Plan Checker I Chief Deputy Agricultural Collection Operations
Commissioner/Chief Manager
Building Plan Checker II Chief Deputy Probation Office Collection Services
Enforcement Officer 11
Business Services Rep Chief Fire Inspector Collection Services Manager
C A Drafting Operator Chief Pediatric Therapist Collection Services Agent II
California Children Svcs Chief Property Conservation Community Health Worker I
Program Administrator
Capital Facilities Administrator Child Development Site Community Health Worker
Supervisor 1 Specialist
Captain Child Health and Disability Community Services Building
Prevention Dental Hygienist Svcs Worker-Project
Cardiac Ultrasonographer Child Nutrition Division Community Services
Nutritionist-Project De artment Office M------
Cardiology
na erCardiology Technician I Child Nutrition Food Services Community Services Deputy
Transporter Director-Project
Cardiology Technician 11 Child Nutrition Worker I- Community Services Personnel
Pro'ect Admin
Care Management Child Nutrition Worker 11- Community Warning System
Administrator Project Manager
Career Center Coordinator Child Nutrition Worker III— Community Wellness and
Project Prevention Program Director
Case Preparation Assistant Child Support Collection Computer Aided Drafting
Supervisor Operator
Child Support Specialist-Deep
CCTV Production Assistant Computer Operations Analyst
Class
CCTV Production Specialist Child Support Specialist I Computer Operations Mngr
CCTV Programming Child Welfare Services/Case Computer Operations
Coordinator Management S stem Support Supervisor
_ Central Processing Supervisor Children's Services Clerical
Specialist Computer Operations Trainee
Central Supply Technician Civil Litigation Attorney Computer Operator I
Certified Medical Assistant Clerical Supervisor Computer Operator II
Certified Nursing Assistant Clinical Drug/Information Computer Operator III
Coordinator
Page 2 of 9
Essential Functions that have been completed for job
classificatons in Contra Costa County as of 2005
Attachment 9
Essential Functions
Job Classes 2005
Computer Operator Trainee Deputy Probation Officer II District Attorney Attorney
Assistant
Conservatorship/Guardianship Deputy Probation Officer III District Attorney Senior
Program Supervisor Inspector-Welfare Fraud
Contracts&Grants District Attorney's Office-
Administrator Deputy Public Defender IV Investigative Division
Contracts&Grants Spec I Deputy Public Defender IV District Atty-Senior Inspector
Cook Deputy Sealer of Weights& District Atty-Superior Court
Measures Trial Team
Criminalist Laboratory Aide Deputy Sheriff Criminalist I Driver Clerk*
Custodian 1,II* Deputy Sheriff Criminalist 11 Dual Diagnosis Program
Coordinator-Project
Custodian Il Deputy Sheriff Criminalist III Dual Diagnosis Specialist-
Project
Deputy Sheriff-Senior
Data Control Clerk Duplicating Machine Operator
Criminalist
Data Entry Operator II Detention Services Supervisor EHS Program IntegrityAssistant
Database Administrator Detention Services Aide EHS Program IntegrityCoordinator
Department Community&
Media Relations Coordinator Detention Services Worker Election Processing Supervisor
Department Computer System Developmental Program
Election Services Manager
Technician Supervisor
Department Media and Election Services Outreach
CommunityRelations Dietetic Technician Coordinator
Departmental Systems Spec I Director of EnvironmentalHealth Elections Services Technician
Deputy Agricultural Director of Family,Maternal& *
Commissioner Child Health Electrical Inspector
Deputy County Counsel-Deep Director of Health Information
Electrician
Class land Risk Management
Deputy County Librarian Director of Hospital Nursing Electronic Equipment
Services Technician
Deputy County Librarian- Director of Hospital Nursing
Support Services Services Electronic Systems
Deputy County Librarian: Director of Nutritional Services Eligibility Work Specialist
Public Services
Deputy Director of Animal Director of Office of Revenue
Eligibility Work Supervisor I
Services Collection
Deputy Director of Community Director of Pharmacy Services Eligibility Worker I
Development-Current
Deputy District Attorney- Director-Central Identification
Eligibility Worker H
Basic Level Svcs
Deputy District Attorney-Fixed Disability Benefits Coordinator Emergency Planning
Term Coordinator
Deputy Probation Officer I Disease InterventionTechnician Emergency Svcs Manager
Page 3 of 9
Essential Functions that have been completed for job
classificatons in Contra Costa County as of 2005
Attachment 9
Essential Functions
Job Classes 2005
Employment and Human Executive Director-Workforce Fire District
Service Division Manager Development Board Telecommunications Manager
Engineer Facilities Administrator Fire District
Telecommunications Specialist
Engineer-Entry/Journey- Fire EMS Quality Improvement
Project Facilities Manager Coordinator
Engineerig Technician-Senior FACS Assistant Director- Fire Engineer
Level-Surveys Project
Engineering Records FACS Assistant Disabilities- Fire Inspector
Technician Mental Health Manager-Project
Engineering Technician FACS Assistant Family Fire Marshal
Advocacy Manager-Project
Engineering Technician-Deep FACS Associate Director- Fire Prevention Specialist
Class Project
Engineering Technician-Entry FACS Home Base Worker-
Fire Prevention Technician
Level Project
Engineering Technician Deep FACS Infant/Toddler Assoc Fire Training Chief
Class Teacher Supervisor
Engineering Technician FACS Infant/Toddler Associate Fire Training Instructor
Supervisor-Construction Teacher-Project
Engineering Technician FACS Intermediate Clerk- Firefighter*
Su ervisor-Land Surveyor Project
Engineering Technician FACS Program Analyst-
Supervisor-Materials& Project Fleet Service Center Attendant
Engineering Technician FACS Recruitment- Forensic Toxicologist I,11,IIl
Supervisor/Land Surveyor Enrollment Services Worker-
Environmental Health FACS Senior Clerk-Project Gardener*
S ecialist I
Environmental Health Geographic Information
Specialist II FACS Site Supervisor-Project S stems Coordinator
Environmental Health . Family Support Collection
S ecialist Trainee Su ervisor Grading Inspector I
Environmental Health Family Support Collections *
Technician Su ervisor Grounds Keeper
Environmental Planner Fingerprint Examiner I Grounds Maintenance
Specialist-Irri ation
Environmental Services Fingerprint Examiner Il Grounds Maintenance
Mana er Specialist*
Environmental Services
Fingerprint Technician I Grounds Manager
Supervisor
Equipment Mechanic* Fingerprint Technician I&II Group Counselor I,11,III*
Equipment Operator I Fire Captain Hazardous Materials Specialist
I
Equipment Operator II* Fire District Apparatus Hazardous Materials Tech
Mana er
Equipment Service Writer Fire District Dispatcher Head Detention Cook
Executive Assistant to the rHead Start Assistant Program
Fire District Fiscal Specialist
Developmental Disabilities Manager
Page 4 of 9
Essential Functions that have been completed for job
classificatons in Contra Costa County as of 2005
Attachment 9
Essential Functions
Job Classes 2005
Head Start Family Services
ii Home Health Aide I,II Institutional,Supervisor II
Manager-Project
Head Start Family Services
Hospital Attendant Junior Appraiser
Specialist
Head Start Grantee Operator Juvenile Institution
Program Area Coordinator Human Resources Analyst I Superintendent
Head Start Head Teacher Human Resources Analyst III Laborer*
Head Start Head Teacher Infant-Toddler Master Teacher Lead Carpenter
Head Start Homebase Worker- Information System Assistant Lead Central Services
Project Su ervisor Technician
Headstart Family Services Information Systems Assistant Lead Cook
Specialist-Project II
Health Education Specialist Information Systems Auditor Lead Custodian*
Health Plan Business Services Information Systems Mgr I Lead Detention Services
Manager Worker
Health Plan Member Advocate Information Systems Mgr 11 Lead Electrician
Health Plan Member Svcs Information Systems Lead Electronic Systems
Coordinator Programmer/Analyst I IV Specialist
Health Plan Patient Svcs Information Systems Project Lead Fingerprint Examiner
Su ervisor Manager
Health Plan Pharmacy Manager Information Systems Specialist Lead Fingerprint Technician
Health Services Accountant II formation Systems Specialist Lead Fleet Technician
Health Services Administrator- Information Systems Specialist Lead Gardener*
Level C III
Health Services Education and Information Systems Tech I Lead Info Systems Asst
Training Specialist
Health Services Information Information Technology Lead Stationary Engineer
TechnologySu ervisor Project Manager
Health Services Planner- * Lead Sterile Processing and
Evaluator-Level B Inspector I,H Distribution Technician
Health Services Institutional Service Worker- Legal Clerk
Planner/Evaluator Environmental
Health Services Institutional Service Worker-
Planner/Evaluator-Level B Food Services* Liability Claims Adjuster
Health Svcs Info Systems Institutional Service Worker Library Assistant-Journey
Programmer/Analyst Generalist Level
Health Svcs Info Systems Institutional Services Aide Library Literacy Director-
Specialist Project
Institutional Services Aide- Library Literacy Specialist-
Health Svcs Info Tech Sup Environmental Svcs Project
Histotechnician Institutional Services Library Specialist
WorkerJunior Appraiser
Home Economist Institutional Supervisor I Licensed Vocational Nurse*
Page 5 of 9
Essential Functions that have been completed for job
classificatons in Contra Costa County as of 2005
Attachment 9
Function
Essentials
Job Classes 2005
Lieutenant Mental Health Specialist II Patient Financial Services
Supervisor
Management Analyst III Mental Health Vocational Patient Relations Services
Counselor I-Project Coordinator
Manager-Application&Permit Mental Health Vocational Payroll Technician
Center Counselor II-Project
Mental Health Vocational
Manager-Central ID Svcs Services Coordinator Project Personnel Services Assistant II
Master Teacher Neighborhood Preservation Personnel Services Assistant III
Pro am Manager
Master Teacher-Project Neighborhood Preservation Personnel Services Supv.
Pro am Specialist
Material Teclmician Network Administrator Pharmacist II
Mechanical Inspector* Network Administrator I Pharmacist 11(Outpatient)
Medical Program Assistant Network Analyst I Pharmacy Technician
Medical Records Administrator Network Analyst II PIC Employment Specialist
Medical Records Coder Network Manager PIC Employment Specialist-
Pro'ect
Medical Records Technician Network Technician I Planner I
Medical Social Worker I Nursing Program Manager Planner II
Medical Social Worker Il Nursing Program Manager- Planner III
Psychiatric Unit
Medical Social Worker 11 Nursing Program Manager- Planning Tech I
Psychiatric Unit
Medical Staff Coordinator Nursing Shift Coordinator Planning Tech III
Mental Health Children Services Office Manager Pre-Hospital Care Coordinator
Supervisor
Mental Health Clinic Spec One Stop Career Center Case Principal Accountant
Manager
Mental Health Clinical
One-Stop Career Center Principal Appraiser
Specialist-Unlicensed
Mental Health Program Chief One-Stop Operator Consortium Principal Building Inspector I
Administrator
Mental Health Program One-Stop Operator Consortium
Manager Assistant Administrator Principal Planner—Level A
Mental Health Program Operating Engineer II* Principal Real Property Agent
"
Supervisor
Mental Health Quality
Orthopedic Technician Probation Counselor I
Improvement Coordinator
Mental Health Quality Patient Billing Manager Probation Manager
Management&Im rovement
Patient Financial Services
Mental Health Specialist I Specialist Probation Supervisor I
Page 6 of 9
Essential Functions that have been completed for job.
classificatons in Contra Costa County as of 2005
Attachment 9
Essential Functions
Job Classes 2005
Program Analyst Registered Nurse* Senior Disease Intervention
Technician
Programmer II Rehabilitation Therapy Senior Emergency Planning
Serivices Su rvisor Coordinator
Psychiatric Technician Resource Recovery Specialist Senior Field Tax Collector
Public Defender Investigator I Retired Benefits Manager Senior Fire District Dispatcher
Public Health Aide Retirement Accounting Senior Firefighter
Specialist
Public Health Dental Hygienist Retirement Administrative Senior Forensic Toxicologist
Project Assistant
Public Health Dental Hygienist Retirement Information Senior Health Education
Project TechnologyCoordinator S ecialist
Public Health Retirement Member Services
E idemiolo istBiostatistician Technician Senior Hydrographer
Retirement Office Specialist-
Public Health Microbiologist Senior Hydrologist
Proiect
Public Health Nurse* Retirement Office Specialist- Senior Inspector
Project
Public Health Nutritionist Road Maintenance Carpenter Senior Medical Records
Technician
Public Health Program Senior Patient Financial Service
Specialist I Secretary-Advanced Level S ecialist
Public Health Social Worker Secretary-Journey Level Senior Public Health Dental
Assistant
Public Health-Nurse Program Security Guard Senior Public Health
Manager Microbiolo ist
Public Service Officer* Senior Animal Center
Senior Public Service Officer
Technician
Public Works Chief of Senior Soc Svc Information
Administrative Services Senior Animal Svcs Tech Systems Analyst
Public Works Customer Service Senior Auditor/Appraiser Senior Traffic Engineer
Coordinator
Public Works Maintenance Senior Branch Librarian Senior Transportation Planner
Assistant Field Operation
Public Works Maintenance Senior Building Inspector Senior Workers'Compensation
Supervisor Claims Adjuster
Public Works Resource Senior Civil Engineer Senior Workers'Compensation
Manager Claims Adjuster
Public Works Resources Senior Clinical Laboratory Seniro Public Health
Assistant Technologist Nutritionist
Purchasing Services Manager Senior Clinical Technologist Sergeant
Real Property Technical Service Integration Program
Assistant Senior Collection Agent Manager
Recordable Document Senior Deputy County
Technician Administrator Sheriff's Crime Analyst
Records Manager
Senior Developmental Program Sheriffs Director of Support
Aide Services
Page 7 of 9
Essential Functions that have been completed for job
classificatons in Contra Costa County as of 2005
Attachment 9
Essential Functions
Job Classes 2005
Social Worker Special Needs-
Sheriff's Fiscal Officer Supervising Pediatric Therapist
Mental Health Manager
Sheriff's Ranger Specialty Crew Leader Supervising Public Health
Microbiologist
Sheriffs Aide Speech Pathologist Supervising Real Property
Agent
Sheriffs Chief of Management Supervising Sheriffs
Services Staff Development Supervisor Dispatcher
Sheriffs Property&Evidence Supervisor of Airport
Manager Stationary Engineer Operations
Sheriffs Specialist Stationary Engineer Systems Supply And Distribution
Specialist I Supervisor
Small Business Development Sterile Processing& Surgical Technologist
Center Director-Exempt Distribution Technician
Social Casework Assistant Storekeeper* Systems Software Analyst I,II
Social Casework Specialist I Storeroom Clerk* Therapist Aide
Social Casework Specialist in Structural Engineer-Building Tobacco Prevention Project
Child Welfare Inspector Coordinator
Social Caseworker Specialist Structural Engineer-Project Traffic Safety Investigator
Social Service Appeals Officer Substance Abuse Counselor Transportation Planner
Social Service Appeals Sup Substance Abuse Counselor Treasurer's Investment
Trainee I O eraions Analyst
Social Service Division Mgr Substance Abuse Program Tumor Registrar
Manager
Social Service Fiscal Substance Abuse Program
Utilization Review Coordinator
Com liance Accountant Supervisor
Social Service Information
Superior Court Clerk Utilization Review Supervisor
S stems Analyst
Social Service Program Analyst Superior Courtroom Clerk. Vegetation Management
Technician
Social Service Program Veterans Service
Assistant Supervising Accountant Representative
Social Svc Sr Welfare Fraud
Supervising Appraiser Victim Witness Specialist
Field Investigator
Social Svc Staff Development Supervising Assessment Clerk Volunteer Program Coordinator
Specialist
Social Svc Welfare Fraud Field Supervising Attorney-Child Watershed Mgmt Planning
Investigator Support Services-Exempt Specialist
Social Svc Welfare Fraud Supervising Auditor/Appraiser Weatherization Specialist
Investigator
Social Work Supervisor I Supervising Civil Engineer Weatherization/Home
Assessment&Repair Specialist
• Social Work Supervisor 11 Supervising Environmental Weights&Measures Inspector
Health Specialist I
Social Worker Supervising Inspection Services Weights and Measures
Inspector Trainee
Page 8 of 9
Essential Functions that have been completed for job
classificatons in Contra Costa County as of 2005
Attachment 9
Essential Functions
Job Classes 2005
Work Program Crew Leader II
Workers Comp Claims
Adjuster
Workers'Compensation Claims
Adjuster
Workers'Compensation Claims
` Adjuster I
Workers'Compensation Claims
Adjuster II
Workers'Comp Claims Supervisor
Workers'Compensation Claims
Adiuster
Workforce Services Specialist
Page 9 of 9
Essential Functions that have been completed for job
classificatons in Contra Costa County as of 2005
Attachment 9
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