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MINUTES - 08142007 - D.1 (2)
.,.•t�z�TO: BOARD OF SUPERVISORS -`0,". -Contra � - Costa FROM: JOHN CULLEN, COUNTY ADMINISTRATOR ., , DATE: JU 29�'T �l`���o " o e e - v County Sr '0 v- / COUN SUBJECT: 2006 EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION ANNUALREPORT SPECIFIC REQUEST(S)OR RECOMMENDATION(S)R BACKGROUND AND JUSTIFICATION RECOMMENDATION: 1. ACCEPT the 2006 Equal Employment Opportunity/Affirmative Action Annual Report. 2. COMMEND the Departments of Health Services and Employment and Human Services for achieving a workforce that is completely representative of the labor force. 3. COMMEND the Department of Child Support Services for achieving a workforce that is representative of the labor force in five of the six reported groups. BACKGROUND/REASONS FOR RECOMMENDATION: The Equal Employment Opportunity/Affirmative Action Program goal is for the County's workforce to reflect the diversity of the labor force within Contra Costa County. The Annual Report analyzes the County's workforce for each of the six reported groups; Hispanic/Latino, Black/African-American,Asian, Native Hawaiian/Other Pacific Islanders, American Indian/Alaskan Native and Females. The Report examines the workforce overall,by occupational category and by department. In addition,the Annual Report provides information on changes in the County's workforce during 2006 and the County's Disability Program. CONTINUED ON ATTACHMENT: YES SIGNATURE: _ RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATIO OF BOARD COMMITTEE APPROVE - OTHER SIGNATURE(S): ACTION OF BOARD .1 /GJ�_�O .AS RECOMMENDED_ OTHER VOTE OF SUPERVISORS I HEREBY CERTIFY THAT THIS IS A TRUE UNANIMOUS (ABSENT AND CORRECT COPY OF AN ACTION TAKEN 1!11AND ENTERED ON THE MINUTES OF THE BOARD AYES: NOES: OF SUPERVISORS ON THE DATE SHOWN ABSENT: ABSTAIN: I ATTESTED ` JOHN C N,CLERK OF THE BOARD OF SUPER ORS AND COUNTY ADMINISTRATOR Contact Person: Emma Kuevor 335-1045 CC: Advisory Council on Equal Employment Opportunity(via CAO) _ O `n l EPUTY County Department Heads BY: D�����•IV CAO(EEO/AA) ADDENDUM TO D.1 AUGUST 14, 2007 On this day,the Board considered accepting the 2006 Equal Employment Opportunity/Affirmative Action Annual Report and commending departments for their workforce diversity achievements. County Administrator,John Cullen and Assistant County Administrator, Sarah Hoffman presented to the Board the 2006 Annual Report for Equal Employment Opportunity/Affirmative Action, and a PowerPoint that depicted racial/ethnic groups in the County's workforce. He noted besides the report he would like to recognize Health Services, Employment and Human Services and Child Support Services for their exemplary work in supporting the Equal Employment Opportunity goals. Supervisor Gioia asked what is being defined as Administrators for diversity in management. Ms. Hoffman said what the County considers management would be overall official administrators and the professionals listed on page 16. Supervisor Gioia requested CAO staff to provide a broad summary of top management within the County. Supervisor Glover said it would be helpful to see a chart that would show the diversity within Departments over the last five years. By an unanimous vote with Supervisor Bonilla absent the Board took the following action: Accepted all recommendations as presented on Board Order. —el` Workforce Compared to Labor Force Overall, racial/ethnic groups in the County's workforce exceed that of the labor force: 44.2% compared to 35.1%. The County's workforce also exceeds the labor force for females and all individual racial/ethnic groups,except Hispanic/Latino: 14.3%compared to 15.0%. 63.5% 70% RN INN fi0% no 44.2% 6.4%50%% Work Force 35.1% 40% -30% 15% Labor Force 14.3% 15.7% 12.9% - 20% 8.3°/ 10% i- .5%.3%.8%,4% - 0% Tor Aof s s 9r�����/qs� qs� yyAyyA qrq qrq %@� di ar bd Ad q q °'o do r r 'L ti a a �iQ<q�Y1< !yam <o kc orb Frh�A' 6t <A' Tools to Achieve Diversity: Diversity in the County's workforce is due the County's extensive recruiting and outreach efforts designed to attract diverse applicant pools of qualified candidates, as well as the County's employee retention efforts. County Departments and the Human Resources Department are charged with conducting targeted outreach and recruitment when job openings occur in departments. The job classifications are the primary data source for determining which groups to target. Timetables and Goals are constructed for each job class with more than four positions and compare the labor force representation in that.job classification to the County's workforce representation. If the County's workforce does not meet or exceed the labor force representation, the Department and Human Resources target outreach and recruitment efforts toward any under-represented groups when there are job openings. Additionally, Departments and/or Human Resources send notices of job openings to professional organizations and other groups that can distribute information about job openings to one or more of the reported groups. Both also participate in minorityjob fairs and college recruitment events on a regular basis. The County also offers 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. Essential functions are developed forjob classifications on an on-going basis. Diversity across Occupational Categories: The County divides its workforce into 8 occupational categories: Officials and Administrators, Professionals, Technicians, Protective Service Workers, Para Professionals, Administrative Support, Skilled Craft Workers and Service Maintenance. All categories except Para Professional parallel U.S. Census categories. Six of the eight occupational categories have female employees and employees in each reported racial/ethnic group (no Native Hawaiians/Other Pacific Islanders in the Officials/Administrators and Skilled Craft Workers). Overall, racial/ethnic groups in the workforce exceed that of the labor force for five of the seven comparative occupational categories. No labor force data is available for Para Professionals. 2 The following chart compares the percentage of racial/ethnic groups(total)in the County's workforce, compared to the Labor Force: 59.6Y. GO% 55% 55% 56% 50.3% 46% 30X I. 40% Work Force aov. 27.9% 29%JO% z:x 20% Labor Force 7 iox I II - iryi 0% °s °d a 4, eft. The U.S.Census does not include the Para Professional occupational Diversity within Departments: Overall, 53%of the County's employees(4,368 of 8,190 total)work in departments with a completely representative workforce. Each year,the Board recognizes Departments for their diversity achievements. In 2006, two departments achieved representation for all reported groups: Health Services and Employment and Human Services(2,753 and 1,615 employees, respectively). In addition, the Department of Child Support Services (167 employees) achieved representation for 5 of the 6 groups. 2006 Changes in Employee Composition Hires: In 2006, females, Blacks/African Americans, Hispanics/Latinos, Asians, Native Hawaiians/Other Pacific Islanders,and American Indians/Alaskan Natives were all hired at percentages that met or exceeded ,their labor force representation. Hiring from representative applicant pools has made it possible for the County to exceed workforce goals by department and by occupational category in many instances. Promotions: Females,Blacks/African Americans,Asians,Native Hawaiians/Other Pacific Islanders and American Indians/Alaskan Natives have been promoted in numbers that exceed their labor force representation. Departments continue to promote represented groups and females in all occupational categories. Separations: Overall,41%of racial/ethnic group members separated from County service in 2006, which is above their labor force representation of 35.1%, but less than their workforce representation of 44%. Similarly, the percentage of Hispanics,Asians, Native Hawaiians/Other Pacific Islanders and American Indians/Alaskan Natives that separated from the County was less than the percentage of each group in the County workforce. Separations from County service are due to a variety of circumstances: resignations, constructive resignation (employee does not ever return to work), lay off, dismissal, rejection from probation, retirement or death. Disability Workforce Analysis During 2006,forty-five employees voluntarily identified themselves as disabled when hired. Ten (22%) identified visual disabilities; 8 (18%) identified hearing disabilities; one (2%) identified a speech disability; 21 (47%) identified physical disabilities; 2 (4%) identified developmental disabilities and 3(7%)identified a mental disability. The County does not survey its workforce to identify employees who may become disabled after they join the County workforce. 3 Planning for the 2007 Annual Report For 2007, County staff would like to increase the utility of the Annual Report by providing more dynamic access to workforce data. Staff is currently in the process of exploring the possibility of computerizing the Timetables and Goals,to streamline the process and allow production of ad hoc reports. Automated Timetables and Goals would also allow construction of diversity goals specific to the mix of job classifications within each department. Since the proportion of individual occupational categories within a department may differ significantly than that for the County overall, a department's diversity goal should not necessarily be the same as for the County overall. In addition, for 2007, staff plans to identify all job classifications in the Para Professional occupational category and then distribute those job classifications back into the U. S. Census categories. This will provide a more accurate comparison between the County's workforce and labor force by occupational category. We would, however, still be able to maintain separate data on the Para Professional category if the Board would like to see that detail. 4 • �t • • �Y►•;a��s�o �m 6eoOh • - * ;a _ -rte� `-�- _ a'* , ;,'�!___._ -- .. �-_� =`. ,.\ ','\ • ~, a �i7;At1ti^\4' rJF- a O\,r p: G.'r::'G• a. .i:..� :.r '•,'�-�;�?'.-`a'F"`2� "'Jj'.- �:1 �,�� ='MYFs-_`.'!:. S • oaf �J. �_ _� _ } _+ � Q a6V yil Ft ' 0 '-''ort glE Ywen .caov• ..quo. �® • �� t _ y,A" 1�ytt®n • 3 = y �tinual:Repor°t • ".�. .w�•-yn,.'. �.;er __ ••'.i:... _.,rte':- ,- _ -..o-: - - ,:�. �yy Y, • r'��'. __:} Yy q..a, - �y _ { it 'y,���'.-','�''{•�taY"°- .`fe , �li. .. �'Y=.+'i w'MY`�.- ( Kuk.`.��:-�.�'�.`.�:.:��': y� yi-. • - '.i' '.�'`. h l} ',,..�i'4`S'; _,I" ^a tai.11 '�(. J L,�� �!r/I .r r f • : `..'._� ,T,,.,,,•,e„_ �•�i- ,� y- !,y x�C - �� -r t r a..s�"�`'��F .s'„ / r t s"�-`' P' •sl �Y ' :.. � w,,�;f� j}.. 1 r�7-�jt � � '• .'r �.t?tk x•.. ,r :w., t-Y rtl �...1�� Y`(�.J/I t".Nt 111 J, • ri �...... .c,,..,.-::-�•">>...�' ��. C :� 9! f, zz • �� ,.,�f� ,r���t `.�'`�''"aF��+ Rr1',..i�--q'ky�J�yy;�' �{`., �4` Ob Il G ` s• nom• f^ `r .2i`• • � .� - '" 2006 • • • • u @07 21. B =fiT 0,Um 0 . • x qd sawloy� t ®gyp® Laity/ .- to. � a 'aen atu • A ainidtive Action • Ann ural Deport • IT OT . , ntents: Page i Terms and Definitions - • , .... • Page Executive Summary Page 4 Workforce Diversity Overall Workforce -By Department. x _ • mF B Racial/Ethnic Groups.and Females ales • Page12 Workforce Compared to Labor Force • Workforce Goals t -Labor Force"Benchmarks - Overall Comparison Occupation Category Comparisons: Page 23 2006 Workforce Changes • ., ; Page,.25, Disability Program - Appendix 1.-r U.S. Census Labor Force Statistics Appendix 2-°County WorAforce Statistics.-1975 to 2006 • Appendix 3="U.S. Census Occupational Category Statistics Appendix.4_:County Occupational:Categories-19 75 to 2006 • Append -Hires and Promotions-2006 • Appendifh-Essential Functions of County Job Classifications • -..Appendix`7-2006/2007 ADA:Progress Report - M . - • ,: • • • • • Terms and Definitions • • Consistent with the U.S. Census, the County uses the following terms in describing racial/ethnic • groups' in this report. • American Indian or Alaskan Native Tribes Alone 2: Alaskan Athabascan alone, Aleut • alone, Apache alone, Blackfoot alone, Cherokee alone, Cheyenne alone, Chickasaw alone, Chippewa alone, Choctaw alone, Colville alone, Comanche alone, Cree alone, • Creek alone, Crow alone, Delaware alone, Eskimo alone, Houma alone, Iroquois • alone, Kiowa alone, Latin American Indian alone, Lumbee alone, Menominee alone, • Navajo alone, Tribes Osage alone, Ottawa alone, Paiute alone, Pima alone, • Potawatotni 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. • Asian Alone 3: Asian Indian alone, Bangladeshi alone, Cambodian alone, Chinese atone (Chinese, except Taiwanese, alone, Taiwanese alone), Hmong alone, Indonesian • alone, Japanese alone, Korean alone, Laotian alone, Malaysian alone, Pakistani alone, . • Sri Lankan alone, Thai alone, Vietnamese alone, Other specified Asian alone. Black/African American Alone • Filipino Alone4 • Hispanic/Latino (of any race)3: Mexican, Puerto Rican, Cuban, Other Hispanic/Latino • 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/Latino. • Native Hawaiian and Other Pacific Islander Alone S: Polynesian alone (Native • Hawaiian alone, Samoan alone, Tongan alone), Micronesian alone (Guamanian or Chamorro alone), Melanesian alone (Fijian alone), Other specified Pacific Islander • alone. • F"ntnO1el Also referred to as Rac/Eth. in charts where abbreviations are necessary. The term includes Hispanic/Latino • (of any race), Asian Alone, Black/African American Alone, American Indian or Alaskan Native Alone, • Filipino Alone,Native Hawaiian and Other Pacific Islander Alone, Footnote 2 Referred to as"American Indian/Alaskan Native"in the text and"ALAN"in graphs and charts. • • Footnote3 The word"Alone"or the phrase"of any race"in group headings is omitted within the text. For example "Black/African American Alone"is referred to as"Black/African American". • Footnntc4 Consistent with U.S.Census,for purposes of this report"Filipino"is included with"Asians". • • Footnole5 Referred to as"Native Hawaiian/Other Pacific Islanders"in the text and`NHPI"in graphs and charts. • • • • i • • • • The County categorizes its employees into the following eight occupational groups: • • 1. Officials & Administrators: Employees who set or recommend board • policies, exercise overall responsibility for execution of these policies, direct individual departments or special phases of the County's operations. Examples • include: Department Heads, Division Chiefs, Directors, Assistant Directors, and Deputy Directors. • a 2. Professionals: Employees in positions that require specialized theoretical knowledge nonnally acquired through college training or through work experience —� and other training. Examples,include: Physicians, Attorneys, Librarians, Registered • Nurses, Accountants, Management Analysts, and Psychologists. • 3. Technicians: Employees in positions that require a combination of basic scientific or technical knowledge and manual skill which can be obtained through CLF' specialized post gecondary 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, iFire 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, Translators, • and Medical Aides. • 0 6. Administrative Sugnort: Employees in positions that are responsible for • internal and extcinal communications, recording and retrieval of data and/or • information and other paperwork required in an office. Examples include: Clerks • Secretaries, Account Clerks, and Storekeepers. • • ii • I • • 7. Skilled Craft Workers: Employees who perform jobs that require special manual skills and a thorough and comprehensive knowledge of the process in- volved 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/M.aintenance: Employees.who perform duties hat result in or con- tribute to the comfort, convenience, hygiene or safety of.the general public or that 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. • The occupational groups above parallel the occupational groupings by the U.S.Census with two exceptions: 1) Contra Costa County combines the U.S. Census Protective Service Workers-Sworn and Protective Service Workers- • Nonsworn into a single group; and 2) the County breaks out Para Professionals as a separate group. iii • • • • • Executive Summary • • • Contra Costa County's diverse workforce is the result of the leadership of the Board of • Superyisors and the commitment of the County Administrator, Department Heads, managers, supervisors, employees, unions, and community groups and organizations. The Equal • Employment Opportunity/Affirmative Action Program goal is for the County's workforce to . reflect the diversity of the labor force within Contra Costa County. This goal is achieved • through targeted recruiting and employment outreach efforts that result in diverse applicant pools • of qualified candidates. • • Workforce Compared to Labor Force • Overall, racial/ethnic groups in the County's workforce exceed that of the labor force: . 44.2% compared to 35.1%. The County's workforce also exceeds the labor force for females and all individual racial/ethnic groups, except Hispanic/Latino: 14.3% compared to 15.0%. • • � ® Work Force 63.5% 70°i° 60% Labor Force • 44.2% - 6.4% . 50% =_ • - 40% • __ 35-1% • -- - __ _ 30% • -- 14.3%15/°15.7% 12.9% - 20% ° -- --_ • _ =-_ -_ - Diversity across Occupational Categories: The County divides its workforce into 8 occupational categories: Officials and Administrators, Professionals, Technicians, Protective Service Workers, Para Professionals, Administrative Support, Skilled Craft Workers and Service Maintenance. All categories except Para Professional parallel U.S. Census categories. Overall, racial/ethnic groups in the workforce exceed that of the labor force for five of the seven comparative occupational categories. No labor force data is available for Para Professionals. All of the occupational categories have female employees. Six of the eight occupational categories have employees in each reported racial/ethnic group (no Native Hawaiians/Other Pacific Islanders in the Officials/Administrators and Skilled Craft Workers). The following chart compares the percentage of racial/ethnic groups (total) in the County's workforce, compared to the Labor Force. 55% 55% 59.6% 60% N A 54% 50.3% 46% _ - 50% Work Force • 40% — - = -- • -— - 34.2% - - 32% 32.8/°° _= .- 27.9% 29% 30% o 30% Labor Force — -_- -- - = - - = - - _— 0% • X90 �9y 0,- °gess P�4? e��? ^° �^d'o ��dA^a�S ��S f',�`Oa f���`Oa ilk Diversity within Departments: Overall, 53% of the County's employees (4,368 of 8,190 total) work in departments with a completely representative workforce. The Departments of Health Services and Employment and Human Services (2,753 and 1,615 employees, respectively) are representative for all groups. The Department of Child Support Services (167 employees) has a representative workforce in 5 of the 6 groups. . 2 • 2006 Changes in Employee Composition Hires: In 2006, females, Blacks/African Americans, Hispanics/Latinos, Asians, Native Hawaiians/Other Pacific Islanders, and American Indians/Alaskan Natives . were all hired at percentages that met or exceeded their labor force representation. . Hiring from representative applicant pools has made it possible for the County to exceed workforce goals by department and job classes in many instances. Departments will continue to work toward the goals for specific job classifications through targeted outreach and recruitment efforts. Promotions: Females, Blacks/African Americans, Asians, Native Hawaiians/Other Pacific Islanders and American Indians/Alaskan Natives have been promoted in numbers that exceed their labor force representation. a Departments continue to promote represented groups and females in all . occupational categories. • Separations: Overall, 883 employees left County service in 2006, 41% of whom were racial/ethnic group members (less than their workforce representation of 44%). Similarly, the percentage of Hispanics, Asians, Native Hawaiians/Other Pacific Islanders and American Indians/Alaskan Natives that separated from the • County was less than the percentage of the group in the County workforce. • Separations from county service are due to a variety of circumstances: • resignations, constructive resignation(employee does not ever return to work), lay off, dismissal, rejection from probation, retirement or death. Disability Program • Workforce Analysis: During 2006, forty-five employees voluntarily identified, themselves as disabled when hired. Ten (22%) identified visual disabilities; 8 (18%) identified hearing disabilities; one (2%) identified a speech disability; 21 (47%) identified physical disabilities; 2 (4%) identified developmental disabilities • and 3 (7%) identified a mental disability. The County does not survey its workforce to identify employees who may become disabled after they join the County workforce. • 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. Essential functions are . developed for job classifications on an on-going basis. The County also reviews • requests for reasonable accommodations from disabled employees. Americans with Disabilities Act (ADA) Requirements on Facility . Accessibility: The County's Transition Plan is being implemented, and the • County has progressed in making its facilities more accessible. Buildings have been prioritized based upon the number of employees and members of the public utilizing each facility. Phase I Improvements for fiscal year 2006 and 2007 • facilities were reviewed as a part of the 2006/2007 Americans with Disabilities • Act(ADA) Annual Report. 3 • • County Workforce Diversity • • The County's workforce is very diverse, overall and by occupational category. • As of December 2006, the County workforce consisted of 8,190 employees (permanent full-time, permanent part-time, and project exempt positions). • • Contra Costa Workforce • by Race/Ethnicity and Sex 70% (see Appendix 2) 64.0% 60% 55.8% • 50/0 44.2% 0 F 36.0% 40%_ 30%- • 20% 14.0% 16.0% 13.0% _ M a • 0%4.;c: =- — — - — =- -- ---=--- • h 6 9 N '9 $ si �o ry s • Workforce Composition within Departments 0 The County is divided into twenty-five (25) departments. On a departmental • level, the workforce diversity goals are the same as the County overall. However, • the department workforce goals do not necessarily reflect the labor force • availability of reported groups for specific job classifications within the • department. This is because the department workforce goals are not currently linked to job classification goals, which specify labor force benchmarks for • racial/ethnic group and sex representation in the job class. • Both the Health Services Department and Employment and Human Services • Department (now including the former Community Services Department) are to 0 be commended for achieving the goal of representation of all reported • racial/ethnic groups and females. Each of the other departments achieved some representation of reported groups, as noted below. As job openings become available, each conducted extensive outreach and recruitment for reported groups, consistent with the timetables and • goals for that job class. The following details overall representation and targeted outreach and recruitment efforts in 2006 for these departments. 4 • Department Number of Number of Reported Group Employees Represented Outreach` Grou s Agriculture 46 3 2, 3,4 Animal Services 74 2 1, 2, 3, 4 • Assessor 114 4 2, 4 • Auditor-Controller 49 4 I's Building Inspection 112 4 2, 6 Clerk-Recorder 68 3 3, 4, 5 Child Support Services 167 5 2 Community Development 70 2 1, 2, 4, 5 Cooperative Extension 3 2 1, 2, 4, 5 Contra Costa County Fire Protection District 358 1 1, 2, 3, 4, 6 County Administrator 174 4 2, 4 County Counsel 45 2 1, 3,4, 5 District Attorney 171 2 1, 2, 3, 4 General Services 238 4 3, 6 Human Services 37 2 2, 3, 4, 5 Library 272 2 1,2,3,4 Probation 359 4 2, 3 Public Defender 104 2 2, 3, 4, 5 Public Works 257 4 1, 3 Sheriff-Coroner's Office 1,033 3 2, 3, 6 Treasurer/Tax Collector 29 3 2, 4, 5 Retirement Administration 35 2 1, 2, 4, 5 Veterans Services 7 2 1, 3, 4, 5 ' KEY: 1- Black 2-Hispanic 3- Asian 4-Native Hawaiian/Other Pacific Islander 5- American Indian/Alaskan Native 6- Female Workforce Reported Groups by Occupational Category • The following is a summary of the County workforce by reported group . (female, Black/African American, Hispanic/Latino, Asian, Native Hawaiian/Other Pacific Islander and American Indian/Alaskan Native), as of December 31, 2006. 5 Female Employees • 0 The County employs 5,206 (64.0%) females in the following occupational categories: Total Female • Employees Employees r Occupational Category Number Number Percentap-c . Officials/Admin 265 144 54% Professionals 2,743 1,841 67% Technicians 1,108 698 63% Protective Service Worker 902 137 15% • Para Professionals 785 609 78% i Administrative Support 1,892 1,644 87% Skilled Craft Workers 90 3 3% 0 Service/Maintenance 405 130 32% • 90% 87% • 80% 78% _ 70% 67% 63% _ • 60% 54% . 50%- 40%- W 0%40% —- —_ - 32% 30%- 20% - _ 15% -- • 10% _ 3% c - 0% — - - — • 9 0„ IO N� ��'Sy, �j Ni q� i 6 Black/African American Employees • The County employs 1,286 (16.0%) Blacks/African Americans in the following occupational categories: Black/African Total American Employees Employees Occupational Category Number Number Pcrcentarze Officials/Admin 265 42 16% Professionals 2,743 348 13% Technicians 1,108 221 20% Protective Service Wkr 902 82 9% Para Professionals 785 183 23% Administrative Support 1,892 316 17% Skilled Craft Workers 90 6 7% Service/Maintenance 405 88 22% 30%- 23% 22% 20% 20%- 17% 13% - 9% - - - __ _ =M - - -- 7% 0%--- 0 % _O o 9 o d yo, cls NL 0, s� 0 A 7 r 0 Hispanic/Latino Employees • 0 The County employs 1,172 (14.3%) Hispanics/Latinos in the following occupational 0 categories: 0 Total Hispanics/Latino . Employees Employees Occupational Category Number Number Percentage Officials/Admin 265 20 8% • Professionals 2,743 242 9% Technicians 1,108 160 14% Protective Service Wkr 902 122 14% Para Professionals 785 171 22% • Administrative Support 1,892 356 1900 Skilled Craft Workers 90 10 11% i Service/Maintenance 405 91 22% 0 0 30% ' 22% 22% • 20% 19% _ _ • 14% 14% • _. .M 11 311 1 • O •o •o A y 0cr O Nn O �^ • �s d�C " 8 B Asian Employees B The County employs 1,060 (13%) Asians in the following occupational categories: Total Asian B Employees Employees Occupational Category Number Number Percentajee O Officials/Admin 265 11 4% Professionals 2,743 468 17% Technicians 1,108 209 14% Protective Service Wkr 902 44 5% Para Professionals 785 106 14% Administrative Support 1,892 182 10% Skilled Craft Workers 90 7 8% Service/Maintenance 405 30 7% 20%- 17% 14% 14% = 10% 10%- 8% - _ 7% 5% 4% _=97 a 0%+- 0 % 0 n O 9 Native Hawaiian/Other Pacific Islander Employees • • The County employs 41 (.5%) Native Hawaiians/Other Pacific Islanders in the following occupational categories: • Native Hawaiian/ • Total Other Pacific Islander • Employees Employees • Occupational Category Number Number Percentame • • Officials/Admin 265 0 0% . Professionals 2,743 11 .4% • Technicians 1,108 7 1% Protective Service Wkr 902 5 1% • Para Professionals 785 8 1% • Administrative Support 1,892 9 1% . Skilled Craft Workers 90 0 0% Service/Maintenance 405 l 3% s • 5% • • 4%- 3%- 2%- 1% %3%2% 1% 1% 1% 1% • 1"/o = —_ .4% -` .3% co CIO • • • 1.0 • • American Indian/Alaskan Native Employees • The County employs 65 (.8%) American Indians/Alaskan Natives in the following occupational categories: American Indian/ Total Alaskan Native Employees Employees Occupational Category Number Number Percentage Officials/Admin 265 1 .4% Professionals 2,743 19 1% Technicians 1,108 12 1% Protective Service Wk 902 11 1% Para Professionals 785 3 .4% Administrative Suppo► 1,892 14 1% Skilled Craft Workers 90 l 1% Service/Maintenance 405 4 1% 50/6- 40/6- 30/9- 20/6- 10/0- 4 0/0 °/4°/3°/20/10/ 4% - - 4% O ,o ,o 01. Ox Afs y9�+ to ll • • • Workforce Compared to Labor Force • • The County's Equal Employment Opportunity/Affirmative Action Program goal • is for its workforce to reflect the diversity of the Contra Costa County labor force. • This goal is dynamic, since the labor force changes in composition and mix of • occupations over time. In addition, the U.S. Census Bureau tends to refine its • definitions of racial/ethnic groupings with each new Census (see Appendix 1). • Labor Force Benchmarks • • Demographic data collected by the U.S. Census every ten years identifies the • civilian labor force by occupational title, sex and race/ethnicity. Similar • occupations are grouped into 8 homogenous occupational categories for the Special Equal Employment Opportunity Tabulation: Officials/Administrators, • Professionals, Technicians, Protective Service (Sworn and Non-sworn), • Administrative Support, Skilled Craft Workers and Service Maintenance. The • Census also identifies 7 racial and ethnic groups: White, Black/African American, • Hispanic/Latino, Asian, Native Hawaiian/Other Pacific Islander, American Indian/Alaskan Native and"Some Other Race and Two or More Races." • • The County uses the Census civilian labor force data and occupational categories • as its benchmark in assessing the diversity of its workforce. Note that the County combines the two Protective Services Categories. Also, the County separates out • Para Professionals as a separate occupational category. In addition, the County's • reported racial/ethnic groups do not include the multi-race Census category of • "Some Other Race and Two or More Races." Employees are included in the single race/ethnic category, self identified by the employee upon employment. • • • 64.9% 70% Contra Costa County 2000 U.S.Census Labor Force 53.6% 60% • by 46.4% 50% • 35.1% Race/Ethnicity-Sex M -- 40% _= 75.0% bN % : -_ -_ _- 20% 70% — 0% • °fd�� % � �, .f° tai° °`dio � 0C. ° • • • 12 • I • • Overall Workforce Compared to Labor Force The County's workforce is more diverse than the Contra Costa County labor force, with 44.2% of the County's workforce a member of a reported racial/ethnic group, compared to 35.1% of the labor force. The County • also employs more Blacks/African Americans, Asians, American Indians/Alaska Natives, Native Hawaiians/Other Pacific Islanders and • females than are in the labor force. • The County's workforce consists of: • 3624 (44.2%) employees of all racial/ethnic groups, exceeding their • workforce representation of 3 5.1%. • • 1,172 (14.3%) Hispanic/Latino employees, below their labor force • representation of 15.0%. • • 1,286 (15.7%) Black/African American employees, exceeding their labor force representation of 8.3%. • 1,060 (12.9%) Asian employees, exceeding their labor force • representation of 11.1%. • • 41I (.5%) Native Hawaiian/Other Pacific Islander (NHPI) • employees, exceeding their labor force representation of.3%. • • 651 (.8%) American Indian/Alaskan Native (AIAN) employees, • exceeding their labor force representation of.4%. • • 5,206 (63.5%) female employees, exceeding their labor force representation of 46.4%. ® 70% Work Force 63.5% 60% • ® Labor Force 46.4%-50% 44.2% =- - • 35.1% _ - 40% • - _= 30% 15% - 20% • 15.7%14.3% 12.9% % _ 8.3%_= 11.1/0 _- 10% � hoz �o�� �� • d�%ggty�< ��.o��.o<A' <A, • 13 • • • • Occupational Category Comparisons • !� In order to target its employment outreach and recruitment efforts, the County analyzes racial/ethnic groups and females according to its eight occupational categories. These • categories facilitate comparisons with the labor force, since all but Para Professionals are reported by the U.S. Census for the Contra Costa County labor force. (see Appendices 3 and • 4) • • The total percentage of racial/ethnic group representation within the County's workforce exceeds the labor force representation in the Officials/Administrators, Professionals, • Technicians, Administrative Support and Service Maintenance occupational categories. • • The percentage of females in the County's workforce exceeds the labor force in the • Officials/Administrators, Professional and Technical occupational categories. • In the Professional and Technical occupational categories, the County's workforce • representation exceeds the labor force representation for all six reported groups. • In the Skilled Craft Workers and Administrative Support categories, the County workforce • representation exceeds the labor force representation for four of the six reported groups. • In the Officials/Administrators and Protective Service Workers categories, the County's • workforce representation exceeds the labor force for three of the six reported groups. • • The following compares the County's workforce by occupational category as of December • 31, 2006 to the Contra Costa County labor force by occupational category. • • • • • • • • • • • • i • • • 14 • Officials /Administrators 4D 40 Group Workforce Labor Force Number Percentage Percentaize Total Employees 265 100% -- Female 144 54% 43.6% Total Racial/Ethnic Groups 74 27.9% 22.0% H ispanic/Latino 20 7.5% 7.7% Black/African American 42 15.8% 5.6% Asian 11 4.2% 8.2% Native Hawaiian/Other Pacific 0 0% .2% Islander American Indian/Alaskan Natives 1 .4% .3% ® Work Force54/°o 60% ® Labor Force 50% 3_6% 40% 27.9% - 30% -- 22% - 20% 15.8% 7.5% 7.7% - -= 8.2% - ! ! ! • t Professionals • Group Workforce Labor Force ! Number Percentage Percentage ! • Total Employees 2,743 100% -- Female 1,841 67% 55% ! • Total Racial/Ethnic Groups 1,088 40% 25.7% • Hispanic/Latino 242 . 8.8% 6.4% ! ! Black/African American 348 13% 5.5% Asian 468 17% 13.5% ! • Native Hawaiian/Other Pacific 11 .4% .l% • Islander ! American Indian/Alaskan Native 19 1% .2% • ® Work Force 67% 70% ® Labor Force -60% • = 55% • = _- 50% • 40% -_ -- = 40% ! = 25.7% -= _- 30% 17% 20%0. 13% - 13_5% -_ __ _ 8.8% 10% Jim • = - - - _= 0% • ,off` ,off` yso ys ! • 16 ! • • - Technicians • j- � I • I • Group Workforce Labor Force • Number Percentage Percentace • Total Employees 1108 100% -- • Female 698 63% 53.30/. • Total Racial/Ethnic Groups 609 55% 34.2% Hispanic/Latino 160 14% 9.7% • Black/African American 221 19.9% 8% Asian I 209 18.8% 15.8% • Native Hawdiian/Other Pacific 7 .6% .4% • Islander American Indian/Alaskan Native 1 .4% .3% • 70% 63% ® Work Force _ 55% - © Labor Force 53.3% _ = 40% • 34.2% -= • - = - - - 30% • 19.9% 18.8% - 20%o • - - - 14%° 15.8% - - 9.7% _= 8/0 ° -- -- • _= _= 10% ITEM —— .6% .4% .4% .3% — = • -- _ 0% °� °f �'S,0 �%S,0 e��F�e��Fi Sid �ae�Rac����c a%� <,o �L,c �� �� �,o V& z�� • I • 17 • 0 • • • a .,,;; Protective Services Workers • f • Group Workforce Labor Force • Number Percentage Percentage Total Employees 902 100% -- Females 137 15% 21.4% • • Total Racial/Ethnic Groups 264 290/'o 30% • Hispanic/Latino 122 14% 11.2% • Black/African American 82 9% 12.4% • • Asian 44 5% 5.3% • Native Hawaiian/Other Pacific 5 .5% .4% • Islander • American Indian/Alaskan Native 11 1% .6% • • ` ® Work Force 35% • 29% 30% ` _ © Labor Force 30% • __ 25% _-— 21.40/ 20% • __ _ 14% 5% = 15% • =G 11.2% 12_4% 9% -- 10% • -- _ -k- 4.8% 5.3% — -- • MM _k5% -M 0% • sof 'oe ys ys e•� e.,�9s 9s by +50 • �'a ,Qa A°'�,A°'�, -y9 -qq '��ty < 0 iOi�yi<AC' �J•<A' • • is • • €:°'•fit. �':�. Para Professionals' Group Workforce Number Percentage Total Employees 785 100% Females 609 77.5% Total Racial/Ethnic Groups 471 59.6% Hispanic/Latino 171 21.7% Black/African American 183 23% Asian 106 13.5% Native Hawaiian/Other Pacific 8 1% Islander American Indian/Alaskan Native 3 .4% Tribes 78% 85% ©work ]Force _ 75% 59.6% - 65% - 55% _ - 45% 35% 22% 23% - ° 25/° 13.5% _ 15% -— — - 5% AN °f s ��� 9s• y'S,o �q Ff ,� �,� • t The U.S.Census does not include the Para Professional occupational category; rather, such job classes are distributed among other occupational categories. 19 • • • • • Administrative Support • • Group Workforce Labor Force • Number Percentage Pcrcentaae • • Total Employees 1892 100% -- Females 1644 86.8% 87% • • Total Rac/Ethnic Group 877 46% 32% Hispanic/Latino 356 18.8% 12.4% • • Black/African American 316 16.7% 8.4% • Asian 182 9.6% 10.3% • • Native Hawaiian/Other Pacific 9 .47% .4% • Islander American Indian/Alaskan Native 14 .7% .5% • • 87% 90% ® Work Force --_ 80% • = 8.2% ° 70/o • ® Labor Force • --_ 60% • 46% 50% • -— 32% - 40% 30% 18.8% 16.7% -- • • • • Skilled Craft Workers • • Group Workforce Labor Force • Number Percentage Perccntajje Total Employees 90 100% -- Females 3 3% 6.9% Total Racial/Ethnic Groups 24 27% 32.8% Hispanic/Latino 10 11% 21.1% • Black/African American 6 6.6% 5.2% Asian 7 7.7% 5.3% • Native Hawaiian/Other Pacific 0 0% .5% Islander American Indian/Alaskan Native 1 1% .7% • 32.8% 35% ® Work Force 30% 27% ® Labor Force 25% • 21.1% 20% 15% 11% -- -- - 7% 7.7% 6.9% 10% - _— 5.2% = 5.3% 3% 5% 0% .5% 10/4 .70/t - • �04 �0.0 y,.� yA ei,� ei,� qsd qs�� yyA q�yA �9 qi9 �� �� • ig f< 4� lA" •� • • • • 21 • • • • • • Service Maintenance • Group Workforce Labor Force Number Percentaye Percentage Total Employees 405 100% -- Females 130 32% 43.5% • Total Racial/Ethnic Groups 217 54% 50.3% Hispanic/Latino 91 22% 30% • • Black/Atrican American 88 21.7% 9.1% Asian 30 7% 10.1% • Native Hawaiian/Other Pacific 1 .3% .6% Islander • • American Indian or Alaskan Native 4 101/0 .5% • • ® 54% Work Force 60% 50.3% Labor Force 50% • _— _- 43.50/ • __ __ = 40% 32% • __ -- 30% • • • • 2006 Workforce Changes • • • Between January 1, 2006 and December 31, 2006, the County hired a total of 529 new • employees and promoted 822 employees. (see Appendix 5) During that same time frame, • 883 employees separated from County service. New Hires: The County hired 529 employees during 2006. New hires included 315 . (60%) females; 76 (14%) Blacks/African Americans; 81 (15%) Hispanics/Latinos; 84 • (15%) Asians, 3 (1%) Native Hawaiians/ Other Pacific Islanders, and 6 (1%) American Indians/Alaskan Natives. • • Individually and collectively, racial/ethnic groups were hired at percentages above their • labor force representation. The overall percentage for all racial/ethnic groups was 46% (250), significantly higher than labor force representation of 35.1%. Females were also • hired at a rate that exceeded their labor force representation: 60% of new hires were • females compared to 46.4% in the labor force. Promotions: The County promoted 822 of its employees in 2006 (sec Appendix 4). • Promotions were given to 542 (66%) females; 131 (16%) Blacks/African Americans; 108 (13%) Hispanics/Latinos; 125 (16%) Asians, 4 (1%) Native Hawaiians/Other Pacific • Islanders, and 4 (1%) American Indians/Alaskan Natives. • Individually and collectively, racial/ethnic groups were promoted at percentages above their labor force representation (45% compared to a labor force representation of 35.1%). • Females were also promoted at a rate that exceeded their labor force representation: 66% • compared to 46.4%. • Separations: 883 employees separated from County service: 576 (65%) females; 149 (17%) Blacks/African Americans; 104 (12%) Hispanics/Latinos; 96 (11%) Asians, 7 • (1%) Native Hawaiians/Other Pacific Islanders, and 5 (M) American Indians/Alaskan Natives. • • Overall, 41% of racial/ethnic group members separated from County service, which is • above their labor force representation of 35.1%, but less than their workforce representation of 44%. Similarly, the percentage of Hispanics, Asians, Native • Hawaiians/Other Pacific Islanders and American Indians/Alaskan Natives that separated • from the County was less than the percentage of each group in the County workforce. Separations from county service are due to a variety of circumstances: resignations, constructive resignation (employee does not ever return to work), lay off, dismissal, rejection from probation, retirement or death. • • • • 23 • • ' o o ct 00 O N O r� 'c � r— r— t` 10r IcQ � o i7 `O N N Q Z 11 w ' \ O <-- >i 00 U o Cd Z = ° CA :th T � e \ M \ U oo — O O Q Q sr p O2i vi N v _ C � Q CIO cr N — — U � :C N O +� 00 M C'J (`J C14 - M U C14 U 4 N CN 00 N O O Cd M ^ M e C � M N Ci 00 OG vl T. F' F cV M M 00 M N N 0 o e c O MLn 0 O I��- ° `° • 00 tA 06 00 Sk., 6J vi � ci cd �Tr '� a�.i CC •� L � Q cy7 d � � S � �.. GO A V L d O U oc 24 • • • • 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), and the Fair Employment and Housing Act (FEHA). • Workforce Composition • Employees may voluntarily self-identify their disability at the time they are hired • by the County. Among the County's 8,190 employees, forty-five (.5%)identified themselves as having a disability. Thirty-four (76%) of those are females with • disabilities while eleven (24%) are male. The following disabilities were identified: • • 10 Visual (22%) 21 Physical (47%) • 8 Hearing (18%) 2 Developmental (4%) 1 Speech (2%) 3 Mental (7%) • Recruitment and Retention • The County is active in recruiting qualified disabled applicants and • accommodating disabled employees. 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; and • ❖ reviewed County programs and services to ensure accessibility. • Essential Functions The Affirmative Action Office reviews recruitment and examination packets for • targeted and diverse recruitment efforts,job-related minimum qualifications, and the identification of essential functions in the job class. (see Appendix 6) • Accessibility • The General Services Department, Architectural Division, continues its program of reviewing County buildings and identifying barriers to accessibility utilizing • the Americans with Disabilities Act Guidelines (ADAG). Four County buildings, • two leased buildings, one park and sixty-five curb ramps were made accessible or more accessible in 2006 (see Appendix 7). • 25 • • • • • • • • Appendices • • • • • • • 1. U.S. Census Labor Force-1970, 1980, 1990, 2000 • 2. County Workforce —1975 to 2006 • • 3. U.S. Census Occupational Categories-2000 • 0 4. County Occupational Categories-1975 to 2006 • 5. Hires and Promotions-2006 • 6. Essential Functions of County Job Classifications • • 7. 2006/2007 ADA Progress Report • 0 • • • • • • • 0 • • 0 • • 26 • • Appendix 1 � two V Fz � V 'Z7 r `" i•r � co U fie. h j --gip 1 0 � � GG O F-,� ISI O O 3 ISI �/ vV L F M `c a M ca ' Fz • ° CZ - U • z W a, C. � O O I� L • U V " �o O ct c o U o ' Q ri • C o r- U n a x W ca • LL 0o eU c F N cn oo � O ¢ ¢ ¢ ai rn Q. U co ., -- o -4 z o h • yv, C ca a x. Zi z L - C r � Q F oO y ¢ . V caEn cq V > 'O +-' L '�+ U \ U c \ FTw U iU., z In V ca z a� .Y � �• �0 '� �, � � � 0.1 Q c •`� '� ¢ • 0 aQ c L c o c c .. Q o u CZ 00 s 3 3 3 Q v Z as cz V • o a, on a� W � W � � � W � � 'a E v • c 3 0 a `° vmi ca a • L s � a r c o � � L c -v Occ � N M kn O _cn V O v • �� U 3 o .s � � s: o • U 'S'S Q O OC O O Y PG O Gil • • • Appendix 2 U I U � a Q F-• A. �. O c '_' � `n c N c N \ t` o Q W � '-' o � o • W � N .-- ^-' •--• M [� `n � � •--a [� N r O � oo O N O O 00 N N N M N M oM oo p � U C7 I �" U C7 • 00 `� > o 0 0 0 o z o o • Q Ca d00 kn 0o kn 00 Z o 0 0 0 ~ Z • �" I z M • A+ O O O p m I'DN . a Z \ N o O rt O kn O • M w i w Q w Z w a Q O c O o 00 0 00 0 Co o 'n o 00 o Q z o 00 o • Z Z rn I � M ,o V) o M rn 't — M �o O �-. O o 0 0 (= Q d N N 4 V) oo M 4 t� � v� `� kn .6 W 6 d ~ ¢ ¢ v • Y Z' \ \ \ \ \ o o r� " \o o N o Q o o o o M o M M Q c N Q\ M 07 "o t— N 00 t— N O M M O t� O j N En N M M kn �D l� O 01 C� x I x p � • V U 00 00 \ M O, V") Q N M r N t` N N �Y �t O D U O, O 00 O y W -:t \O O "D O O, M O cr Q W r—q N • w s ^- O, 00 r N M M M O, �n o0 �n O �+ 110 O ,o O 3ci 3Q • o, o C, 4 • M .. ON M N M cq O O O W M 00 kn M 'n M kn `n `n `n cl a M o _� o o M o k o M o ^' o O o o um N oo"T l� N M m N 00 m M N b N � N � N N �•.� N M M W � Q M \ O \ OH \O M \ o N c Ol \ O NN �t O, U N O N . . 00 O 00 O � O O OCD O O O O O O O O O O O O O H cC O, O, Q, O O O 28 N N N N N N N N N z I~ • U Appendix 3 • aH � f.y W O � N O O 00 m vi -zi• O a N N Mm M M U s • I� M N M 1p V1 C� �n m R • U <a • w o 0 0 0 0 0 ao N �n • o, Z o 0 0 0 0 0 0 3 V • Q • d Q N V1 00kn C d t. • � bA CL • � O • cLL d v cy v o U ZF d o o N oM V) • C W-4 ,� o 0 x U • J . co N 'O .a"• x S= kr� CA • � d o 0 0 � ? o o \ U v a kr) kn oo 06 vi C� LCl • C coc� s +' LU Q Q A W g o a �a o r, o kn • .a M tn M .--i i.4 h M W W) kn N O 00 • `6 U E . U- °' o V 0 • i~ O N Q o V Cr4 as co ai cid 71 v c� oal P-4 a x 29 • • Appendix 4 z B � coo c Q W 811 -1 0 o e o o ¢ W o O � �.^ N O M `O M 0C I O .O O O p 4 M ct In [� N O ¢ �+ N 06 u U x W O Q H O 0 0 0 0 0 O 0 0 0 ¢ r+ O O z z o 0 o O C3 Q 0 0 0 0 z z a w � 0 0 o z z o �l � O •--�. 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Q M • m Q • E-+ N o_ �' o o_ O o o o o �_ z LU 00M r- 0 o • W o o — 00 o 0 • � V� 00 M N O =1 00 O M O O W kn V) wl G.. • � M o O o �O o � 0 0 0 0 - o N o Q � � � � � �. 00 O `p O � [� � O O O O O r- O o0 l0 00 �O 00 00 00 00 [- Cl %C V) C\. M V'1 t M M M M M • "', 0 0 0 0 0 0 0 0 0 Q O \ M \ \ \ 0 \ v1 \ N M F- O 0�0 O ONO O N O N O O O O O O O - O O N O N. O N O N O N O N O • � o � � � o � o � o � � � o � o � o • vl O oe 00 • O N N N N N N N N N 31 • • • Appendix 4 U zCon E- O r N rl O N O O N ly N O O O O O O C C � • � � ,0 0 0 0 o z o o • z Q • T T C o r o • z z 0 0 � �- O L.. w U rx pQW „ � o e .o 0 0 0 \ z W o o • p e o4 O 00 M N ,� N N ,r, O O h � � N O � O oo O • 7 Q •O U Mo U U O • y N z .o O C . 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Q O U oo ^ M a ^ M O U M 'T u ¢ Q > o 0 0 0 o z o o ¢ p o z a a o o C> z z 00 ,� cv o cv o ,,j �o �n • Lt fi, U w z w Z z N N v1 C ¢ < 7 oo �c ^ to 3 O CO C ¢ @ 'ono U Uz N 0 N z 'go o 0 o z o ^ o Vo` LO rn r- O N N O m 0 10 O Co,' a Q "' 0 m a N Z p C m V a V o 0 0 0 0 0 � o `�. Q �. o o • Q �o v'� r� M 0 O o0, 00 N k O V _V cw�-+ O 0 O O BD 0. M M r- CA m N N N N a LL Q N N CO ¢ 14C! O tn -^ O W) N N ^ N M ,� N M O O Ln w � 00 � M C 00 eD h 0 N4 m �tn �n - 1p 'D [� O -'LU � N � 06 N N N O 'cY 1p '706 Q LE, F O w o _ ..j O ^_ M T Ln O O N M O O h O Q N ^ o N o F-. 1p O 0 O p O pp O 00 O pp O ��, O O 00 O O - O .N O N O rq O m O M z o :vt o -tt o o o Li] rt 01 00i 01 001 O.. O O0 b O O O O N N N N N N N N N N N 34 - Appendix 4 o W ^ O N L- M N v-) O o M Z M a, r,4G `, 0 � � oo • U U • � Q xQ 7 o ^ o ^ o o ¢ ^ o ^ o • — 2 o c� o - � 0 0 z o e o 0 o z o O O 00 M N O O U � • W o e e o ^ o e o z W ^ o 0 0`. O M o N o 00 0 o 0 00 0 00 0 ¢ 0 o � o Z 'Z M M ,n "t ,n � �. O N 0o k ^ r- O O O O 00 O • ..T. O Q Q ^ V N C Q71) !/] • O 3 CO Q U cn o U U O . o — fA .� N z .� o M o 'h o M \ O c vl c e v1 \ \p c O ¢ �p N M vi N O N �t m a` O UCU Lo a. N N N N N M vi M 00 M pi Co E U -0 Y e o o e e O Q e e • Q U o 00 0 00 N [� \ a0 [� \ `� U LL) Q kn 00 D o v 14 -f g tn � � '� rn. U 0 0 • W c.,� �O N cl) N rt N M r- Q CO) 00 M 1.� 0 • W .o ^ e o 0 0 0 o W W o 0 Z N O O 0 'n o N r N M N O N W • '� N o� N o � o ^ o M o o 0 7 0 0 7 0 Q M O c'lr14 - ^ O r,4NocN '/� O cn O O .� ') m, N N N O 00 r • O J N o N o o ^ o o M o O o o O0 0 t` O L- n O` f1 O Nl 00 00 N O kr) O O . krl 00 Q o - oO o \40 eo N o o o • O �. v: O OON O CO O O OO 00 N o O e o o o e e o 4t e 4t e . n 0000 0000 U. O O O N N N N N N N N N 35 • • • • e Appendix 4 U U � L e Lo a e e Q W O� _ O C` k W CD Q W _ N r v; r N O �, N O zt O UO0 N U N N N N x x 0 QW B z F- o o - o M M — O E O O � z o - ¢ Cl 00 0 z z o o a o 0 o 0 0 0 o o o v) o 40 40 v 00 0 0 0 W � o � W � o W W � ¢ z W W z Z M I -. f`4 o 0 o M — m r o O f� o N o 3 Y U U O e C o z o o Z U O N a M 110 r N N 00 OI C 00 C r O 00 00 C Q r O O O O (d Uj M 00 fV 00 00 .J 00 UUP z x cu CY) o 0 U U co x e e e e e e e ¢ CC e e W W W W W W W U W W W \ r o r 61 �o kq ,o o U C o o -� fn +n 00 06 r 'D LCL ¢ t� t` e m 0� Q W o e o o e e o W W .o 0 vn � � vi W) r O N +n � M 'r+ O C) `� O �G O r 00 oo �• r r x ,� Vl M 3 rn oo rn r r oo r 3 Q r r W W \0 0 0 0 + M O M M O O M O O W o o \ c \ c W NO O N O \D Ln CP, M � O r O r- 00 O Q 00 O 00 O r o0 r 4 \D fn � r oo oo r 00 00 00 O\ O, O� e e e o e 0 00 O_ 00 O r O 00 O t- O 00 O CY, O 00 O O O F- +n OM N r O C 0 Ol. W r 0 T C, C,a, O O O Q M M M M M M fel Q) M N N N N N N N N N 36 8 A U S� Appendix 4 zcn iC/) \o \o o \o J p_ -e \o ol � 00 W) 0 t- c \ c Q C�tl o o o • Q (V l� N M N 1� O N N 0 -� 0 N N N O • � � M M � � V1 v7 K V1 V7 U U o > o o e o 0 0 o z o • O O O O N �n oo oo �n O O Q O O - • � z • a o 0 0 0 � o 0 0- o a � 0 0 0. O O O O O O O O O N n • ,� O O O M O � O `] l� Ir CL Lt • 0. W o 0 0 0 o e e ¢ e e • z O+ - C. ^ [� O+ O 1� N N O O 00 N N N 0s Q N • cn C C ¢ N Q Q ' C O v1 b M n r oo Va] J O N C N co xo o a� • Uva U o ,r a ¢ N oo O o v '^ o ^ m 00 �. o U U W rn. 0 0000 0 • N N N M M M J [y Q N N • cc • W e — e a o 0 0 o W W o 0 �D O O� N a, O Q = N l� N N N 00 N �6 N N ON N 00 w • Q O v'i r; �n M O N r O O O O J O N C N N N N M M M M • [- ILL •' O • M — M v'i N vi N \6 N [- N o0 00 • `� 0 0 0 00 0 0 0 0 00 � N •— o vi � O � vi • O M O N O [� O = O 00 O O C O O O O O O M O O O • �k e \ 7t c 7k \ 7k e \ �k \ e e • Vl O kn [— 00 00 01. 01rq C O O O 37 • • • Appendix 5 U z < O U • Q � I z � Q I o • z _ oo L r 0 O < N Q z c e C m c Q o - o E o ami z z N °° 0 O � J 00 N m m o z • � o o (D N I v ozz cu u m < < 7 0 .] Q � M c::, Vl w N kn L F-' 3 fs. L.7 Q cq O N O r N O N O Q kn 00 S y C Q O d = 38 z a • Essential Functions of County Appendix 6 Job Classifications Accidental Release Prevention Agining and Adult Services Assessor's Customer Services • Eng.-Entry Level* Staff Assistant Ill Coordinator • Account Clerk Agricultural Biologist I Assistant Assessor • Account Clerk—Experienced Agricultural Biologist I&II Assistant Building Maintenance • Office of Revenue Collection Manaeer Account Clerk—Experienced Agricultural Biologist 11 Assistant Chief Level Cardiopulmonary • Account Clerk Supervisor Agricultural Biologist Trainee Assistant Custodial Manager Account Clerk-Advanced Level Airport Business and Assistant Diagnostic Imaging • Development Manager Manaeer Account Clerk—Beginning Airport Environmental& Assistant Director of Level Community Relations Officer Pharmacy Svcs Accountant I Airport Operations Specialist* Assistant Director of Nutritional Services • Accountant 11(Office of Assistant Environmental Svcs Airport Operations Technician* Revenue Collection) IManaeer Accountant 111 Ambulatory Care Clinic Assistant Health Svcs System Coordinator Director* Accounting Specialist Ambulatory Care Clinic Assistant Manager of Airports Super—visor • Accounting Technician Animal Center Technician Assistant Material Manager • Administrative Analyst Animal Control Officer Assistant Properties Trust Officer Animal Control Technician- Administrative Lieutenant Temporary Assistant Real Property Agent • Administrative Services Animal Services Operations Assistant Risk Manager • Assistant Supervisor Administrative Services• Assistant Risk Manager-Loss Animal Services Clerk*Assistant Il Control Administrative Services Animal Services Officer Associate Appraiser* Assistant III • Administrative Services Animal Services Public Associate Architectural • Officer* Education Coordinator lEneineer Adult/Older Adult Program Animal Services Sergeants* Associate Civil Engineer* Chief Advise Nurse* Animal Services Utility Worker Auditor-Appraiser II After School Program Animal Services Volunteer • Supervisor Coordinator* Auditor I After School Program. Apprentice Mechanic Auditor-Appraiser 1&11 Supervisor-Project • Aging&Adult Svcs Sr Staff Architectural Services Manager Background Investigator I & Assistant I I l Aging and Adult Services Asistant Chief Battalion Chief • Director-Exempt Cardiopulmonary Support JAging and Adult Services Staff Assessor Clerical Staff Biomedical Equipment Tech 11 Assistant 11 IManager • Footnote:Asterisks(•)indicate Essential Functions that have been completed for job classifications in Contra Costa County as of 2006 • 39 I • Appendix 6 I Essential Functions of County • I Job Classifications I • Born Free Program Supervisor Central Supply Technician Child Support Specialist 1 • I • Branch Librarian Certified Medical Assistant Child Welfare Services/Case Mana ement System Support Branch/Sr Branch Librarian Certified Nursing Assistant* Children'S ecialist*Services Clerical Budget Technician Charge Nurse Civil Litigation Attorney Building Inspector I* i Chief Accountant Clerical Supervisor Building Inspector II Chief Assistant Director of Clinical Drug/Information Child Support ServicesExem t Coordinator Chief Cardiopulmonary Clinical Nurse Specialist- Building Maintenance Support Services lObst.etrics/Gvnecology Building Maintenance Chief Clerk-Board of Inspector 111 Supervisors Clinical Staff Supervisor Building Plan Checker I* Chief Deputy Agricultural Collection Enforcement Officer Commissioner/Chief I Building Plan Checker It I Chief Deputy Probation Office Collection Enforcement Officer II Business Services Rep Chief Fire Inspector Collection Enforcement Su ervisor I C A Drafting Operator I Chief of Forensic Services Collection Operations Manager California Children Svcs Collection Services Pro ram Administrator L Chief Pediatric Therapist Enforcement Officer II • Capital Facilities Administrator Chief Property Conservation Collection Services Manager A Chief Public Communications Captain* I Collection Services Agent II Officer-Exempt* Cardiac Ultrasonographer Child Development Site Community Health Worker I ISupervisor Cardiology Technician I Child Health and Disability Community Health Worker 0 Prevention Dental Hygienist ISpecialist Cardiology Technician II Child Nutrition Division Community Services Building Nutritionist-Project Svcs Worker-Project Care Management Child Nutrition Food Services Community Services Administrator Transporter De artment Office Mana er- Career Center Coordinator Child Nutrition Worker l- Community Services Personnel I Project* lAdmin Child Nutrition Worker II- Community Warning System Case Preparation Assistant Project* Mana er O CCTV Production Assistant Child Nutrition Worker III— Community Wellness and Project Prevention Program Director CCTV Production Specialist I Child Support Collection Computer Aided Drafting e Supervisor I Operator CCTV Programming Child Support Information Coordinator Systems Analvst* Computer Operations Analyst Child Support Specialist-Deep • Central Processing Supervisor Computer Operations Mngr Class Footnote:Asterisks(')indicate Essential Functions that have been completed forjob classifications in Contra Costa County as of 2006 I 40 I ' • Essential Functions of County Appendix 6 Job Classifications Computer Operations Deputy County Librarian- Director of Hospital Nursing Supervisor Support Services Services • Computer Operations Trainee Deputy County Librarian: Director of Nutritional Services Public Services Computer Operator I Deputy Director of Animal Director of Office of Revenue • Services lCollection Deputy Dir.of Comm. • Computer Operator II Director of Pharmacy Services Develop.-Current Planning • Computer Operator III Deputy District Attorney- Director-Central Identification Basic Level Svcs • Deputy District Attorney-Fixed Computer Operator Trainee Disability Benefits Coordinator ,I,e� Conservatorship/Guardian-ship Deputy Probation Officer* Disease Intervention Program Supervisor Technician Contracts&Grants• District Attorney Attorney Administrator Deputy Probation Officer I Assistant Contracts&Grants Spec I Deputy Probation Officer II District Attorney Senior • Inspector-Welfare Fraud* Contracts Administrator Deputy Probation Officer III District Attomey-Criminal lInvestipations Cook Deputy Public Defender IV* District Attorney's Office- 11rivestigative Division • Crime Scene Investigator I& Deputy Sealer of Weights& District Atty-Senior Inspector H* Measures Criminalist Laboratory Aide Deputy Sheriff Criminalist I District Atty-Superior Court Trial Team Custodian I,II Deputy Sheriff Criminalist 11 Driver Clerk Custodian 11 Deputy Sheriff Criminalist III Dual Diagnosis Program • Coordinator-Project Data Control Clerk Deputy Sheriff-Senior Dual Diagnosis Specialist- Criminalist Project Data Entry Operator II Detention Services Supervisor Duplicating Machine Operator Database Administrator* Detention Services Aide* EHS Program Integrity • Asssistant Department Community& Detention Services Worker EHS Program Integrity Media Relations Coordinator Coordinator Department Computer System Developmental Program • Election Processing Supervisor Technician Supervisor Department Media and Dietetic Technician Election Services Manager* • Community Relations Departmental Systems Spec I Dir of Marketing,Member Svs Election Services Outreach &Pub Rel-Exempt-CCHP* Coordinator • Deputy Agricultural Director of Environmental Commissioner Health Election Services Technician Deputy County Counsel-Deep Director of Family,Maternal& Electrical Inspector Class Child Health • Director of Health Information • Deputy County Librarian and Risk Mana ement Electrician* • Footnote:Asterisks(')indicate Essential Functions that have been completed for job classifications in Contra Costa County as of 2006 • 41 Appendix 6 Essential Functions of County Job Classifications Electronic Equipment Family Support Collection Technician Environmental Planner Supervisor Electronic Systems Environmental Services Fingerprint Examiner I Manager I S Eligibility Work Specialist Environmental Services Su ervisor Fingerprint Examiner II Eligibility Work Supervisor I Equipment Mechanic Fingerprint Technician I • Eligibility Worker I* Equipment Operator 1 Fingerprint Technician I&II* • Eligibility Worker 11 Equipment Operator lI Fire Captain • Emergency Planning Fire District Apparatus * \ Equipment Service Writer Coordinator Mana er Executive Assistant to the Emergency Svcs Manager Fire District Dispatcher Developmental Disabilities Employment and Human Executive Director-Workforce Fire District Fiscal Specialist Service Division Manager Development Board Engineer Facilities Administrator Fire District Telecommunications Manager Engineer-Entry/Journey- Fire District e Facilities Manager Project* Telecommunications Spec. Engineerig Technician-Senior FACS Assistant Director- Fire EMS Quality Improvement • Level-Surveys Project Coordinator e Engineering Records FACS Assistant Disabilities- Fire Engineer Technician Mental Health Mana er-Project Engineering Technician FACS Assistant Family Fire Inspector lAdvocacyManager-Project Engineering Technician-Deep FACS Associate Director- Fire Marshal Class Project Engineering Technician-Entryj FACS Early Childhood Home Level Educator-Pro ect* Fire Prevention Specialist Engineering Technician Deep FACS Home Base Worker- Fire Prevention Technician Class Project Engineering Technician FACS Infant/Toddler Assoc Fire Training Chief Supervisor-Construction Teacher Supervisor Engineering Technician FACS Infant/Toddler Associate Supervisor-Land Surveyor Teacher-Project Fire Training Instructor Eng.Tech Super.- FACS Intermediate Clerk- Materials/Testing. Lab Project Firefighter Engineering Technician FACS Program Analyst- Su ervisor/Land Surveyor Project Fleet Manager* Environmental Health FACS Recruitment- • Fleet Service Center Attendant S ecialist I Enrollment Services Worker- Environmental Health FACS Senior Clerk-Project Forensic Analyst-Project* Specialist 11 Environmental Health S ecialist Trainee* FACS Site Supervisor-Project Forensic Toxicologist I,II, 111 Environmental Health Family Advocacy Manager- Technician* Project* Gardener Footnote:Asterisks(')indicate Essential Functions that have been completed for job classifications in Contra Costa County as of 2006 42 I • • Essential Functions of County Appendix 6 Job Classifications Geographic Information Health Services Appointment Information Systems Project • Systems Coordinator System Coordinator Mana er Health Services Education and Information Systems Specialist • Grading Inspector I Training Specialist* I Grounds Keeper Health Services Information Information Systems Specialist • Technology Supervisor III Grounds Maintenance Health Services Planner- Information Systems Specialist • Specialist- Irrigation Evaluator-Level B III • Grounds Maintenance Health Services Specialist IP]anner/Evaluator Information Systems Tech Grounds Manager Health Services Information Technology • Planner/Evaluator-Level B Project Manager • Group Counselor 1, II, 11I Health Svcs Info SystemsInspector I,II lProarammer/Analyst* • Hazardous Materials Specialist Health Svcs Info Systems Institutional Service Worker- I S"ecialist Environmental Hazardous Materials Tech Health Svcs Info Tech Sup Institutional Service Worker- • Food Services Head Detention Cook Histotechnician Institutional Service Worker • Generalist • Head Start Assistant Program Home Economist* Institutional Services Aide Manager Head Start Family Services Home Health Aide I II Institutional Services Aide- • Mana er-Project Environmental Svcs Head Start Family Services HosInstitutional Services • Specialist pital Attendant Workerlunior A raiser . Head Start Grantee Operator Human Resources Analyst I Institutional Supervisor Program Area Coordinator Head Start Head Teacher Human Resources Analyst III Institutional Supervisor 11 Head Start Homebase Worker- • Infant-Toddler Master Teacher Junior Appraiser Project • Headstart Family Services Information System Assistant Juvenile Institution S ecialist-Project Supervisor Superintendent Health Education Specialist* Information Systems Assistant Laborer Health Plan Business Services Information Systems Assistant Lead Carpenter Mana er III Health Plan Member Advocate Information Systems Assistant- Lead Central Services Lead* Technician Health Plan Member Svcs Coordinator Information Systems Auditor Lead Cook* Health Plan Patient Svcs • Information Systems Mgr I Lead Custodian Su ervisor Health Plan Pharmacy Manager Information Systems Mgr 11 Lead Detention Services Worker • Health Services Accountant* Information Systems Lead Electrician* • Pro rammer/Anal st I IV Health Services Administrator- Information System Lead Electronic Systems Level C* Programmer/Analyst 11* 1 ISpecialist • Footnote:Asterisks(')indicate Essential Functions that have been completed for job classifications in Contra Costa County as of 2006 43 Appendix 6 Essential Functions of County Job Classifications Lead Fingerprint Examiner Medical Records Technician Network Technician I* • Lead Fingerprint Technician* Medical Social Worker I Nursing Program Manager • Lead Fleet Technician Medical Social Worker Ii Nursing Program Manager- Ps chiatric Unit Lead Gardener Medical Staff Coordinator Nursing Shift Coordinator Mental Ilealth Children Services Lead Info Systems Asst I Supervisor Office Manager Lead Stationary Engineer Mental Health Clinic Spec One Stop Career Center Case i Manager Lead Sterile Processing and Mental Health Clinical Distribution Technician Specialist-Unlicensed One-Stop Career Center Legal Clerk Mental Health Program Chief One-Stop Operator ConsortiumAdministrator Liability Claims Adjuster Mental Health Program One-Stop Operator Consortium Mana er Assistant Administrator • Library Assistant-Journey Mental Health Program Level Supervisor Operating Engineer 11 O Library Literacy Director- I Mental Health Quality Proiect Improvement Coordinator Orthopedic Technician Library Literacy Specialist- Mental Health Quality Patient Billing Manager Proiect IManaRement&Improvement • Library Specialist* Mental Health Specialist I Patient Financial Services Specialist Licensed Vocational Nurse Mental Health Specialist II Patient Financial Services0 Supervisor Lieutenant Mental Health Vocational Patient Relations Services Counselor I-Pro'ect lCoordinator Mental Health Vocational Management Analyst III Counselor 11-Project Payroll Technician Manager-Application&Permit Mental Health Vocational Center Services Coordinator Project Personnel Services Assistant II Manager-Central ID Svcs I Neighborhood Preservation Personnel Services Assistant Pro ram Manager III Neighborhood Preservation Master Teacher Personnel Services Supv. • Program Specialist Master Teacher-Project Network Administrator Pharmacist II Material Technician* Network Administrator I Pharmacist 11(Outpatient) Mechanical Inspector Network Administrator II* Pharmacy Technician Medical Program Assistant Network Analyst I* PIC Employment Specialist • Medical Records Administrator) Network Analyst II* PIC Employment Specialist-Project • Medical Records Coder Network Manager Planner I Footnote:Asterisks(')indicate Essential Functions that have been completed for job classifications in Contra Costa County as of 2006 I 44 • • Essential Functions of County Appendix 6 Job Classifications • Planner II Public Health Nutritionist Road Maintenance Carpenter • Public Health Program • Planner III Specialist I* Secretary-Advanced Level Planning Tech I Public Health Social Worker Secretary-Journey Level Public Health-Nurse Program • Planning Tech III Security Guard Manager • Pre-Hospital Care Coordinator* Public Service Officer Senior Animal Center Technician • Principal Accountant Public Works Assistant Field Senior Animal Svcs Tech • -Operations Mana er* Public Works Chief of • Principal Appraiser Administrative Services Senior Auditor/Appraiser • Principal Building Inspector I Public Works Customer ServiceCoordinator Senior Branch Librarian • Principal Planner—Level A Public Works Maintenance Assistant Field Operation Senior Building Inspector • Principal Real Property Agent Public Works MaintenanceSenior Civil Engineer Supervisor • Print&Mail Services Public Works Resource Senior Clinical Laboratory Su ervisor* Manager Technologist . Public Works Resources Probation Counselor* Senior Clinical Technologist Assistant • Probation Counselor I Purchasing Services Manager Senior Collection Agent Probation Manager* Real Property Technical Senior Deputy County Assistant Administrator • Probation Supervisor I Recordable Document Senior Developmental Program • Technician Aide Program Analyst Records Manager Senior Disease Intervention Technician Programmer II Registered Nurse Senior Emergency Planning Coordinator Psychiatric Technician Rehabilitation Therapy Senior Field Tax Collector • Serivices Supervisor • Public Defender Investigator I Resource Recovery Specialist Senior Fire District Dispatcher • Public Health Aide Retired Benefits Manager Senior Firefighter Public Health Dental Hygienist Retirement Accounting Senior Forensic Toxicologist* • Project S ecialist Public Health Dental Hygienist Retirement Administrative Senior Health Education Project Assistant Specialist* Public Health Retirement Information • E idemiolo ist/Biostatistician TechnologyCoordinator Senior Hydrographer • Public Health Microbiologist* Retirement Member Services Senior Hydrologist • Technician Retirement Office Specialist- • Public Health Nurse Project Senior Inspector • Footnote:Asterisks(*)indicate Essential Functions that have been completed for job classifications in Contra Costa County as of 2006 45' Appendix 6 Essential Functions of County • Job Classifications Senior Medical Records • Social Caseworker Specialist Structural Engineer* Technician . Senior Patient Financial Service Structural Engineer-Building Specialist ! Social Service Appeals Officer Inspector • Senior Public Health Dental Social Service Appeals Sup* Structural Engineer-Project Assistant* Senior Public Health I Microbiolo i H Social Service Division Mgr Substance Abuse Counselor Senior Public Service Officer I Social Service Employment Substance Abuse Counselor Placement Counselor* Trainee Senior Soc Svc Information Social Service Fiscal Substance Abuse Program Svstems Analyst I Compliance Accountant Manager Senior Traffic Engineer ! Social Service Information Substance Abuse Program Systems Analyst ISupervisor Senior Transportation Planner) Social Service Program Analyst Superior Court Clerk Senior Vegetation I Social Service Program Manan ement Technician* I Assistant* Superior Courtroom Clerk Sen.Workers'Compensation Social Svc Sr Welfare Fraud Supervising Accountant Claims Adiuster Field Investigator Senior Public Health Social Svc Staff Development Supervising Appraiser Nutritionist Specialist* Sergeant Social Svc Welfare Fraud Field Supervising Assessment Clerk S I investigator O Service Integration Program Social Svc Welfare Fraud Supervising Attorney-Child Manager* Investi gator Support.Services-Exempt Sheriff's Crime Analyst Social Work Supervisor I Supervising Auditor/Appraiser Sheriff's Director of Support Services I Social Work Supervisor II Supervising Civil Engineer Sheriff's Fiscal Officer Social Worker Supervising Environmental Health Specialist Social Worker Special Needs- Sheriff's Ranger ! Supervising Inspection Services Mental Health Manager Sheriffs Aide Specialty Crew Leader Supervising Pediatric Therapist I Sheriffs Chief of ManagementSupervising Public Health Services Speech Pathologist* Microbiologist Sheriffs Property&Evidence Supervising Real Property Manaeer I Staff Development Supervisor Agent Sheriffs Specialist Stationary Engineer Supervising Sheriffs Dispatcher Small Business Development Stationary Engineer Systems Supervisor of Airport Center Director-Exempt Specialist I 10perations Sterile Processing& Supply And Distribution Social Casework Assistant Distribution Technician Supervisor Social Casework Specialist I Storekeeper Surgical Technologist • Social Casework Specialist in Storeroom Clerk* Systems Software Analyst I,II Child Welfare Footnote:Asterisks(.)indicate Essential Functions that have been completed for job classifications in Contra Costa County as of 2006 46 I . I • Essential Functions of County Appendix 6 Job Classifications • Therapist Aide • Tobacco Prevention Project Coordinator Traffic Safety Investigator • Transportation Planner • Treasurer's Investment O erations Analyst Tumor Registrar • Utilization Review Coordinator* Utilization Review Supervisor . Vegetation Management • Technician* Veterans Service Representative Victim Witness Specialist Volunteer Program Coordinator • Watershed Mgmt Planning Specialist* t• Weatherization Specialist Weatherization/Home • Assessment&Repair Specialist Weights&Measures Inspector I • Weights and Measures Inspector Trainee • Work Program Crew Leader II • Workers Comp Claims Adiuster • Workers'Compensation Claims Adjuster Workers'Compensation Claims • Adjuster I Workers'Compensation Claims Adjuster II Workers'Comp Claims Supervisor • Workforce Services Specialist • Footnote:Asterisks(')indicate Essential Functions that have been completed for job classifications in Contra Costa County as of 2006 47 i \ Q i a 1 O i O � � i Ng C N 00 ol J N N i J J O aGi R 4-1 1 G 9 o R 0 � 0 o .l vo3I's Isrn G{ o N N G Y0 � N O p Ir N N .g4 o �. IPA o ° 00 cr rD ?r w \ p N ^t3 •t, J N 44 � � 1 4% APPend�X? • • r-; 0 • N, O ! N �.D • aa` � N N N d N 0 7 N • • N • U • f o � c-- R w • p • d �, 3 °' o U R � 'cd c✓t� • y �, �' i � 3y O c4 ✓� U G9 • • • • • Appendix 7 • i C. Curb ramps modified in fiscal year 1998 through 2006: • Pro'ect;Name , Pro'ect Number No�Rams Y ae� � North Broadway Area Phase 1 0660-6R4136 6 1998 North Richmond Curb Rams 0662-6R4131-99 13 1999 California Street Reconstruction i 0662-6R4231 4 1999 Bayview Area Curb Rams I 0662-6R4151-98 22 1999 Crockett Area Road Reconstruction 0662-6R4218-99 3 1999 Oakley Curb Ramps- Phase 2 4660-6X4903-00 14 2000 North Broadway Area Phase 2 0662-6R4125-00 2 2000 Loring Ave. Reconstruction 0662-6R4273-00 2 2000 Valley View Road Reconstruction 0662-6R4274-00 2 2000 North Richmond Curb Ramps- Phase 2 0662-6R4110-00 14 2001 Bayview Area Curb Ramps- Phase 2 0662-6U4057-01 12 2001 A San Pablo Dam Rd./May Rd. Sidewalk 0662-6R4346-01 5 2001 Pacheco Blvd. Widening I 0662-6R4297-02 2 2002 Countywide, Sidewalk Gap Closure Ph.2 0662-6R4102-01 3 2002 Port Chicago Highway Overlay&Widening 0662-6R4251-01 4 2002 Rodeo Reconstruction ! 0662-6R4235-02 8 2002 A 2002 West County Curb Ramp 0662-6U4089-02 9 2002 Bayo Vista Area Curb Ramp 0662-6R4150-03 34 2003 Wharf Drive - Pacifica Ave. Ped. Path 0662-6R4260-02 1 2003 S 3rd Street Enhancement 0662-6R4320-03 5 2003 EI Sobrante Area Overlay 0662-6R4264-03 2 2003 North Broadway Area Phase 3 0662-6R4141-02 10 2003 Olympic Boulevard Pedestrian Path and Signal Project 0662-6R4208-03 1 2003 Oak Road Right Turn Lane and Signal Modification 0662-6R4126-03 2 2003 Lefty Gomez Field Parking Lot Reconstruction 4500-6X5091-05 2 2005 2005 North Richmond Curb Ram Project 0662-6R4077-04 16 2005 San Pablo Dam Road Sidewalk Gap Closure Between May Road and Greenrid a Drive SP-GC-2005A 1 2005 Coggins Drive Crosswalk I 0662-6R4137-06 4 2006 Danville Boulevard Alamo lm rovements 0662-6R4072-06 7 2006 Pacifica Avenue Sidewalk , 0662-6R4111-05 16 2006 • Parker Avenue Reconstruction i 0662-6R4215-02 38 2006/07 Coggins Drive Crosswalk I 0662-6R4137-06 4 2006 Danville Boulevard Alamo Improvements 0662-6R4072-06 7 2006 Pacifica Avenue Sidewalk 0662-6R4111-05 16 2006 Parker Avenue Reconstruction 0662-6R4215-02 38 2006/07 Total Curb.Rams 258 i i i 50 I