HomeMy WebLinkAboutMINUTES - 08142007 - D.1 Contra
1"O: VISORS BOARD OF SUPER - ;
Costa
FROM: JOHN CULLEN, COUNTY ADMINISTRATOR
DATE: ,JU 2007 `� �o cosT. County
COUil�
SUBJECT: 2006 EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION
ANNUAL REPORT
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION P.
l
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): 'l
ACTION OF BOARD ( ' �pO AS RECOMMENDED OTHER _
VOTE OF SUPERVISORS
syn(, I HEREBY CERTIFY THAT THIS IS A TRUE
UNANIMOUS (ABSENT AND CORRECT COPY OF AN ACTION TAKEN
AND ENTERED ON THE MINUTES OF THE BOARD
AYES: NOES: OF SUPERVISORS ON THE DATE SHOWN
ABSENT: ABSTAIN: f
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) p 0
County Department Heads BY: `�--tV EPUTY
CAO(EEO/AA)
ADDENDUM TO DA
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 Hoffrnan
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.
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%
om 60%
44.2% 6.4° 50% Work Force
35.1% 40%
30%
15% Labor Force
14.3% 15.7% 12.9% - 20%
8.30/
10%
IM
- .5%.3% .8%.4%
0%
eA,
04 .
a/ '00 ,%o �
;y'
'Q �• <A' 1,, `0 ,
0d0 � o �.o
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 for job 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:
59.6%. 60%
55% 55% 54%
50.3%
46
50%
40% Work Force
40•/.
34.2%. 32% 32.8 -
-
27.9% ' 29%30•/.
27% � JO•/.
FM
22%
RM
20% Labor Force
EM
RM
0%
191 *1 1b
�T00, 1.04, 1b 4^. `aqq��g9o�s.9p�sS,y,/PaP�Sr,�dS�c�e
!y.•''(� !yam �� lyt (10c !y� G o 4qq GOq Qd Cd y
FThe 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
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Page t - x< Terms and Definitions
• P 1
'M
...... ....
Page . Executive Summary
Page 4 Workforce Diversity
•
-:Overall Workforce s
• By Department _
•
..... .._.........
i,
� � By Racial/Ethnic Groups.and Females ,.
" x.Pdge 4Z,, Workforce Compared to Labor Force
•
... .
Work o`rce Goals
•
r
x.
Labor Force Benchmarks'
• Overall Comparison
,
- Occupation,-Category Comparisons,-
Page 231;':' 2.006 Workforce Changes
Pa e 25 Disability Program. .i
•
Appendix 7 - U.S i.Census°Labor.,Force Statistics
Append u 2=County Workforce Statistics- 1975 to 2006
•
Appendix 3- U.S. Census Occcupaiiorial Category Statistics
•, ..Kyr . �.. �., App._ ,.
endix 4-:,County Occupational Categories- 1975 to 2006
Appendix 5-Hires and Promotions- 2006
6-Essential Functions of County Job Classifications
• Appendix
m Appendix 7,-.2.006/2007 ADA Progress Report
•
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•
0
•
•
•
• 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,
. 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.
• Asian Alone 3: Asian Indian alone, Bangladeshi alone, Cambodian alone, Chinese alone
• (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 Alone
• 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 AloneS: Polynesian alone (Native
• Hawaiian alone, Samoan alone, Tongan alone), Micronesian alone (Guamanian or
Chamorro alone), Melanesian alone (Fijian alone), Other specified Pacific Islander
• alone.
• Footnotel Also referred to as Rae/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.
•
• Foolnole3 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".
• Footnnlea Consistent with U.S. Census,for purposes of this report"Filipino"is included with"Asians".
•
• Footnotes Referred to as"Native Hawaiian/Othcr Pacific Islanders" in the text and"NHPI"in graphs and charts.
•
•
•
• 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/Maintenance: 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
• Supervisors 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%.
•
•
-70%
Work
. ® Work Force 63.5%
_- 60%
• Labor Force
• 44.2% _M 6.4% . 50%
40%
• _-
35.1%
•
-— — - 30%
0 %
- 20
14.3%15/015.7% 12.9% = o
• _ _ -- -_ 11.1%
rT
• _ - —_ _ _-- - 0%
• A,0�°'��0f°' ysAdyA��o/� '9s�d'ti,S5*
~yA 94, �,91P
<
�F�� <A"
•
•
•
•
•
• 1
•
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.
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
• (pcnnanent full-time, pcnnanent part-time, and project exempt positions).
•
• Contra Costa Workforce
• by Race/Ethnicity and Sex
• 70% (see Appendix 2) 64.0%
60% 55.8% _
• 50% 44.2% Mkc
40%
30%
36.0%
•
•
20% -c 14.0% 16.0% 13.0%
01524—
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o =#
• _ = - E• 7 _
• �ord'� y�sA? e,�49 9s'd'' tiyA, 9/9ti ��0 �d�os oldie
• Workforce Composition within Departments
The County is divided into twenty-five (25) departments. On a departmental
i 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 arc 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
• 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
•
•
•
•
•
Female Employees
•
0 The County employs 5,206 (64.0%) females in the following occupational categories:
•
0 Total Female
. Employees Employees
Occupational Category Number Number Percentage
0
. 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%
Administrative Support 1,892 1,644 87%
S Skilled Craft Workers 90 3 3%
Service/Maintenance 405 130 32%
•
• 90% 87%
• 80% 78%
70% 67% 63%
• 60% 54%
. 50%
40%-
30%-
20%
0%20% _ _ = . 15%
• 10% 3%
o%L 2: �T
90. ls N do %- A 3
• -ex
^�s din
•
•
•
•
•
• 6
•
r
•
•
Hispanic/Latino Employees
•
• The County employs 1,172 (14.3%) Hispanics/Latinos in the following occupational
categories:
•
0
0 Total Hispanics/Latino
. Employees Employees
Occupational Category Number Number Percentay-e
•
0 Officials/Admin 265 20 8%
. Professionals 2,743 242 9%
Technicians 1,108 160 14%
• Protective Service Wkr 902 122 14%
4 Para Professionals 785 171 22%
• Administrative Support 1,892 356 19%
Skilled Craft Workers 90 10 11%
Service/Maintenance 405 91 22%
•
•
0
• 30%
•
• 22% 22%
• _ 19%
20%
• 14% 14%
• __ _ 11% _
10% 8% 9%
--
S
0. -O A 00 .0 9 N N
c
�o
• 0 Coll
•
• 8
•
•
• 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 Percentage
•
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 1 .3%
s
•
5%-
4%-
3%-
2%-
1%
%4%3%2% 1% 1% 1% 1%
• 1%
.4%
3%
CROPz .:.
0%
O to .0 d 90. f d'c
To, �s sL �0 % oo- d.
• 08
•
• 10
•
•
•
•
Workforce Compared to Labor Force
•
•
• The County's Equal Employment Opportunity/Af n-native 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/cthnic 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 -= F . 46.4% 50%
• 35.1% Race/Ethnicity-Sex _ - 40%
=0 =RZ
_
• _ - �FONK
_ 30%
15.0% = — 20%
8.3% —--
_ %
RM — _MINN.
•
•
•
• 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.
s
• 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
•
•
•
• Professionals
• `�` ..L
•
•- 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% .1%
• Islander
• American Indian/Alaskan Native 19 1% .2%
•
• ®• Work Force 67% 70/
• ® Labor Force =` 55% 60%
• _ 50%
• 40%
40%
• - - 25.7% -= -— 30%
•
•
•
• a ; Protective Services Workers
• 1.
• Group Workforce Labor Force
• Number Percentage Percentage
• Total Employees 902 1.00% --
Females 137 15% 21.4%
•
• Total Racial/Ethnic Groups 264 29% 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 1 1 l% .6%
•
•
i ® Work Force 35%
• 30%
29% -= ® Labor Force 30%
•
• _= == 25%
21.4%
• =- 20%
• _ _ 14% 15% = 15%
• - _ 11.2% 12.4%
• __ _ _= _ 9% 10%
EM
1/0
MA
1% .4% 1% .6%
PM F0
•
04K"Op OF yso yso �z� ��� I'D. ti,S,o'ti,SQ
•
• 18
•
•
•
•
•
• Administrative Support
•
• Group Workforce Labor Force
Number Percentage Percentage
•
• 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%
• [slander
American Indian/Alaskan Native 14 .7% .5%
•
• 87% 90%
• ® Work Force -- 80%
_- 8.20% 70%
• ® Labor Force
• -_ _ 60%
• 46% === 50%
• =_=_ = = = - 40%
• - 32%
- — 30%
18.8% 16.7% =_ = 20%
• - _==_ —:__ 12.4% 9.6% o - _-
-_ _M—M -_= 8.4% 10.3/0 = --
• flill10%
_— - — .5% .4% 70/ o
o .5%
• �0 . T0s
•
• 20
•
•
•
•
•
•
•
• Service Maintenance
•
Group Workforce Labor Force
• Number Percentage Percentage
Total Employees 405 100% --
Females 130 32% 43.5%
• Total Racial/Ethnic Groups 217 54% 50.3%
Hispanic/Latino 91 22% 30%
•
Black/African 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 l% .5%
•
• ®
54% Work Force 60%
50.3%
• _- - ® Labor Force 50%
• __ == 43.500/
•
• __ _ 32%
30% _
• __ —�
_= - 21.7%
• - 22%
• == a 57 --_
•
•
•
•
• 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 (see 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
0 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 (1%) 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
•
•
•
•
•
• 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%)
•
0 Recruitment and Retention
• The County is active in recruiting qualified disabled applicants and
accommodating disabled employees. The County has:
•
• 4- established policies and procedures to protect disabled employees from
. discrimination;
0 ❖ updated the "Transition Plan" and Improvement Plan for selected facilities
• to ensure County facilities (buildings), services, activities, and programs
0 are accessible to individual with disabilities; and
• ❖ reviewed County programs and services to ensure accessibility.
•
• Essential Functions
0 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
•
0 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
•
0
•
•
•
•
• Appendices
•
•
•
•
•
M
• 1. U.S. Census Labor Force-1970, 1980, 1990) 2000
2. County Workforce —1975 to 2006
•
• 3. U.S. Census Occupational Categories-2000
•
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
•
•
•
•
•
•
•
•
•
•
•
•
•
•
• 26
•
•
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37
• Essential Functions of County Appendix 6
Job Classifications
Accidental Release Prevention Agining and Adult Services Assessor's Customer Services
• Eng.-Entry Level* Staff Assistant III Coordinator
• Account Clerk Agricultural Biologist I Assistant Assessor
• Account Clerk—Experienced Agricultural Biologist 1&II Assistant Building Maintenance
Office of Revenue Collection Manager
Account Clerk—Experienced Assistant Chief
• Level Agricultural Biologist II Cardiopulmonary
• Account Clerk Supervisor Agricultural Biologist Trainee Assistant Custodial Manager
Account Clerk-Advanced Level Airport Business and Assistant Diagnostic Imaging
•
Development Manager Manager
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) Manager
Accountant III Ambulatory Care Clinic Assistant Health Svcs System
Coordinator Director*
•
Ambulatory Care Clinic Accounting Specialist Assistant Manager of Airports
Supervisor
• Accounting Technician Animal Center Technician Assistant Material Manager
Administrative Analyst Animal Control Officer Assistant Properties Trust
Officer
Administrative Lieutenant Animal Control Technician- Assistant Real Property Agent
Temporary
• Administrative Services Animal Services Operations Assistant Risk Manager
• Assistant Supervisor
Administrative Services Animal Services Clerk* Assistant Risk Manager-Loss
Assistant 11 Control
Administrative Services
• Animal Services Officer Associate Appraiser*
Assistant III
Administrative.Services Animal Services Public Associate Architectural
Officer* Education Coordinator Engineer
Adult/Older Adult Program Animal Services Sergeants* Associate Civil Engineer*
Chief
Advise Nurse* Animal Services Utility Worker Auditor-Appraiser 11
After School Program Animal Services Volunteer Auditor I
•
Supervisor Coordinator*
After School Program.
Apprentice Mechanic Auditor-Appraiser 1&11
Supervisor- Project
• Aging&Adult Svcs Sr Staff Architectural Services Manager Background Investigator I &
Assistant ll
Aging and Adult Services Asistant Chief
Battalion Chief
• Director-Exempt Cardiopulmonary Support
Aging and Adult Services Staff Assessor Clerical Staff Biomedical Equipment Tech Il
S Assistant 11 Manager
• Footnote:Asterisks(')indicate Essential Functions that have been completed for job classifications in Contra Costa County as of 2006
•
•
39
• 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
• I Services lCollection
Computer Operator 11 Deputy Dir. of Comm. Director of Pharmacy Services
•
Develop. -Current Planning
• Computer Operator III Deputy District Attorney- Director-Central Identification
Basic Level Svcs
Computer Operator Trainee Deputy District Attorney-Fixed Disability Benefits Coordinator
• 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 Attorney-Criminal
Investigations
Cook Deputy Public Defender IV* District Attorney's Office-
Investigative Division
• Crime Scene Investigator 1 & Deputy Sealer of Weights&
ll* Measures District Atty-Senior Inspector
•
Criminalist Laboratory Aide Deputy Sheriff Criminalist I District Atty-Superior Court
Trial Team
• Custodian I, 11 Deputy Sheriff Criminalist 11 Driver Clerk-
Custodian
lerkCustodian 11 Deputy Sheriff Criminalist III Dual Diagnosis Program
• Coordinator- Project
Data Control Clerk Deputy Sheriff-Senior Dual Diagnosis Specialist-
Criminalist Project
Data Entry Operator 11 Detention Services Supervisor Duplicating Machine Operator
Database Administrator* Detention Services Aide* EHS Program Integrity
• Asssistant
Department Community& EHS Program Integrity
Media Relations Coordinator Detention Services Worker Coordinator
Department Computer System Developmental Program
• Su ervisor Election Processing Supervisor
Technician
Department Media and Dietetic Technician Election Services Manager*
• Communitv Relations
Departmental Systems Spec I Dir of Marketing, Member Svs Election Services Outreach
&Pub Rel-Exempt-CCHPkCoordinator
• Deputy Agricultural Director of Environmental Election Services Technician*
Commissioner Health
Deputy County Counsel- Deep Director of Family, Maternal& Electrical Inspector
• Class Child Health
Deputy County Librarian Director of Health Information Electrician*
and Risk Management
• Footnote:Asterisks(')indicate Essential Functions that have been completed for job classifications in Contra Costa County as of 2006
•
•
41
• Essential Functions of County Appendix 6
Job Classifications
Geographic Information Health Services Appointment Information Systems Project
•
Systems Coordinator S -,tem Coordinator Manager
• Grading Inspector I Health Services Ed*cation and Information Systems Specialist
Trainin S ecialist 1
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 Information Systems Tech I
Specialist Planner/Evaluator
Grounds Manager Health Services Information Technology
. Planner/Evaluator-Level B Project Manager
Group Counselor I, 11, 111 Health Svcs Info Systems Inspector 1, II
• Programmer/Ana] st
• Hazardous Materials Specialist Health Svcs Info Systems Institutional Service Worker-
1 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
Mana er
• Head Start Family Services Home Health Aide I II Institutional Services-Aide-
• Mana er-Project Environmental Svcs
Head Start Family Services Hospital Attendant Institutional Services
•
Specialist WorkerJunior Appraiser
• Head Start Grantee Operator Human Resources Analyst I Institutional Supervisor I
Pro Tram 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 Su erintendent
• Health Education Specialist* Information Systems Assistant Laborer
Health Plan Business Services Information Systems Assistant Lead Carpenter
• Manager 11
Health Plan Member Advocate Information Systems Assistant- Lead Central Services
Lead* Technician
• Health Plan Member Svcs Information Systems Auditor Lead Cook*
• Coordinator
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*
•
Prop-rammer/Analyst I IV
Health Services Administrator- Information System Lead Electronic Systems
Level C* Programmer/Anal st II* Specialist
• Footnote:Asterisks(')indicate Essential Functions that have been completed for job classifications in Contra Costa County as of 2006
•
43
• Essential Functions of County Appendix 6
Job Classifications
• Planner 11 Public Health Nutritionist Road Maintenance Carpenter
• Planner 111 Public Health Program Secretary Advanced Level
S ecialist I*
Planning Tech I Public Health Social Worker Secretary-Journey Level
• Planning Tech III Public Health-Nurse Program 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 Manager*
Public Works Chief of
• Principal Appraiser Senior Auditor/Appraiser
Administrative Services
• Principal Building Inspector I Public Works Customer Service Senior Branch Librarian
Coordinator
• Principal Planner—Level A Public Works Maintenance Senior Building Inspector
• Assistant Field Operation
Principal Real Property Agent Public Works Maintenance Senior Civil Engineer
Supervisor
• Print& Mail Services Public Works Resource Senior Clinical Laboratory
Su ervisor* Manager ETechnolo ist
• Probation Counselor* Public Works Resources 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 lAide
. Program Analyst Records Manager Senior Disease Intervention
Technician
Programmer 11 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 Specialist
Public Health Dental Hygienist Retirement Administrative Senior Health Education
Project Assistant Specialist*
• Public Health Retirement Information Senior Hydrographer
E idemiolo ist/Biostatistician Technology Coordinator
• Public Health Microbiologist* Retirement Member Services Technician Senior Hydrologist
.
Public Health Nurse Retirement Office Specialist- Senior Inspector
Project
• Footnote:Asterisks(')indicate Essential Functions that have been completed for job classifications in Contra Costa County as of 2006
•
45
• Essential Functions of County Appendix 6
Job Classifications
• Therapist Aide
• Tobacco Prevention Project
Coordinator
Traffic Safety Investigator
• Transportation Planner
• Treasurer's Investment
Operations Anal st
Tumor Registrar
Utilization Review
Coordinator*
Utilization Review Supervisor
• Vegetation Management
• Technician*
Veterans Service
•
Representative
Victim Witness Specialist
Volunteer Program Coordinator
Watershed Mgmt Planning
Specialist*
Weatherization Specialist
Weatherization/Home
• Assessment&Repair Specialist
Weights& Measures Inspector
I
• Weights and Measures
Inspector Trainee
• 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
• Workforce Services Specialist
• Footnote:Asterisks(')indicate Essential Functions that have been completed for job classifications in Contra Costa County as of 2006
•
47
Appendix 7
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