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Home My WebLink AboutMINUTES - 11042014 - C.71RECOMMENDATION(S): ACCEPT the Equal Employment Opportunity Outreach Plan as recommended by the Hiring Outreach and Oversight Committee. FISCAL IMPACT: None BACKGROUND: In April of 2014, the County Administrator’s Office created the Recruitment Opportunities Work Group consisting of representatives from the Human Resources Department, the Office of the County Counsel, and the Equal Employment Opportunity Office. The goal of the work group was to create a recruitment and outreach plan for the County. The work group made presentations regarding the proposed outreach plan to the Advisory Council on Equal Employment Opportunity on August 22, 2014, and to the Hiring Outreach and Oversight Committee on September 8, 2014. The Hiring Outreach and Oversight Committee approved the plan and is referring it to the Board of Supervisors for approval. CONSEQUENCE OF NEGATIVE ACTION: The Board of Supervisors will not accept the report. APPROVE OTHER RECOMMENDATION OF CNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE Action of Board On: 11/04/2014 APPROVED AS RECOMMENDED OTHER Clerks Notes: VOTE OF SUPERVISORS AYE:John Gioia, District I Supervisor Candace Andersen, District II Supervisor Mary N. Piepho, District III Supervisor Karen Mitchoff, District IV Supervisor Federal D. Glover, District V Supervisor Contact: 925-335-1455 I hereby certify that this is a true and correct copy of an action taken and entered on the minutes of the Board of Supervisors on the date shown. ATTESTED: November 4, 2014 David Twa, County Administrator and Clerk of the Board of Supervisors By: June McHuen, Deputy cc: C. 71 To:Board of Supervisors From:David Twa, County Administrator Date:November 4, 2014 Contra Costa County Subject:2015 Equal Employment Opportunity Strategic Outreach Plan CHILDREN'S IMPACT STATEMENT: None ATTACHMENTS Attachment A- Post Consent Decree EEO Strategic Outreach/Department Specific Goals Attachment B- Consent Decree EEO Strategic Outreach and Recruitment Attachment C- Contra Costa County's Underutilization Data Attachment D- EEO Recruitment by County 1 Post Consent Decree EEO Strategic Outreach/Department Specific Goals Information Referral History: In April of 2014, the Human Resources Department convened a Recruitment Opportunities Work Group consisting of representatives from the Human Resources Department, Office of the County Counsel, and the Affirmative Action/Equal Employment Opportunity Officer. The County Administrator tasked the Work Group with establishing a post-Consent Decree framework to ensure that the County workforce reflects the diversity of the County and provides equal employment opportunities for all qualified persons seeking employment with the County and districts governed by the Board of Supervisors; evaluating ways in which the diversity of the County work force can be enhanced with targeted recruitments; and improving the County’s outreach efforts. Referral Update: The Recruitment Opportunities Work Group held twelve (12) meetings over four (4) months. The Work Group reviewed recruitment practices associated with the vacated Consent Decree, evaluated recruitment practices and EEO Plans of Bay Area Counties, and compared the County’s workforce figures for women, men and ethnicities to the availability of women, men and various ethnic groups in the local labor market. The Work Group is recommending to the Hiring Outreach Oversight Committee an Equal Employment Opportunity Plan that includes pro-active measures to promote a workplace that is reflective of the community Contra Costa County serves and values the diversity of its employees. These proactive measures are two-fold; 1) Strategic Outreach emphasizing under-represented groups with specific efforts made to the following populations: Veterans, Disabled, Re-entry, Hispanic and Women and Minorities in Public Safety positions; and 2) Department Specific EEO Plans that are developed to address under-representation of ten percent (10%) or more in the following categories: Male, Female, Asian, Black, Hispanic, and White. The specific outreach efforts will be modified every year by the County’s EEO Officer to reflect the Board of Supervisor’s strategic outreach efforts and the County’s workforce statistics. Departments experiencing an under-representation of ten percent (10%) or more in the identified categories will report to the Hiring Outreach Oversight Committee at the beginning of each fiscal year on: 2 1) the details of their EEO Plan; and 2) the results of their efforts to reduce the under -utilization in identified categories during the previous fiscal year. If approved by the Hiring Outreach Oversight Committee and the Board of Supervisors in October of 2014, staff will revise source documents to reflect the updated EEO Program by the end of October 2014. During November and December of 2014, staff will roll out the EEO Strategic Outreach and Department Specific Goals to County Departments and the EEO Officer will revise the EEO Plan to reflect the updated EEO Program. During January through June of 2015, EEO Plans will be developed by Departments for presentation to the Hiring Outreach Oversight Committee by the end of June 2015 for implementation during FY 15/16. A presentation outlining the recommended EEO Plan was made to the Advisory Council on Equal Employment Opportunity on August 22, 2014. Recommendation(s)/Next Step(s): REVIEW and APPROVE the Post-Consent Decree EEO Strategic Outreach and Department Specific Goals for submission to the Board of Supervisors in October, 2014. Attachments: Attachment A - Post Consent Decree EEO Strategic Outreach/Department Specific Recruitment Goals Attachment B - Contra Costa County Under-Utilization Data Attachment C - Bay Area Counties Recruitment Practices CONTRA COSTA COUNTY’S UNDERUTILIZATION DATA 1 MALE FEMALE WHITE BLACK HISPANIC ASIAN1 TOTAL COUNTYWIDE DATA 2 2006-2010 Census Data Available Labor Pool 53% 47% 51% 9% 22% 16% 98%3 COUNTY WORKFORCE TOTAL 35% 65% 49% 17% 17% 17% 100% UNDERUTILIZATION RATE 18%4 Column1 2%5 Column2 5% Column 3 Column4 1The Asian category includes the following ethnicities - Native Hawaiian, Pacific Islander, Filipino, American Indian and Alaskan Native. 2 Countywide Data is based on the number of employees (8001) as of December 31, 2013. This figure does not include temporary employees, employees who are on leave during the relevant timeframe, elected officials and department heads. 3 The 2006-2010 Census Bureau includes the categories of 2 or more races in their final calculations which equates to 100%. However, Contra Costa County does not track this data at this time and therefore cannot compare any relevant data. As a result, the total fo r the 2006-2010 Census Data Available Labor Pool is 98% because the 2 or more races categories are not factored into the final total. 4 Percentages in red indicate gender and/or racial underutilization by 10% or more within the department. 5 Percentages in blue indicate gender and/or racial underutilization by less than 10% within the department. CONTRA COSTA COUNTY’S UNDERUTILIZATION DATA 2 MALE FEMALE WHITE BLACK HISPANIC ASIAN TOTAL AGRICULTURE 2006-2010 Census Data Available Labor Pool 53% 47% 51% 9% 22% 16% 98% County Workforce 67% 33% 63% 9% 14% 14% 100% UNDERUTILIZATION RATE 14% 8% 2% ANIMAL SERVICES 2006-2010 Census Data Available Labor Pool 53% 47% 51% 9% 22% 16% 98% County Workforce 47% 53% 77% 9% 9% 5% 100% UNDERUTILIZATION RATE 6% 13% 11% ASSESSOR 2006-2010 Census Data Available Labor Pool 53% 47% 51% 9% 22% 16% 98% County Workforce 45% 55% 59% 9% 10% 22% 100% UNDERUTILIZATION RATE 8% 12% CONTRA COSTA COUNTY’S UNDERUTILIZATION DATA 3 MALE FEMALE WHITE BLACK HISPANIC ASIAN TOTAL AUDITOR/ CONTROLLER 2006-2010 Census Data Available Labor Pool 53% 47% 51% 9% 22% 16% 98% County Workforce 22% 78% 44% 16% 11% 29% 100% UNDERUTILIZATION RATE 31% 7% 11% CONSERVATION & DEVELOPMENT 2006-2010 Census Data Available Labor 53% 47% 51% 9% 22% 16% 98% County Workforce 58% 42% 57% 9% 11% 23% 100% UNDERUTILIZATION RATES 5% 11% CAO'S OFFICE 2006-2010 Census Data Available Labor Pool 53% 47% 51% 9% 22% 16% 98% County Workforce 41% 59% 53% 14% 11% 22% 100% UNDERUTILIZATION RATES 12% 11% CONTRA COSTA COUNTY’S UNDERUTILIZATION DATA 4 MALE FEMALE WHITE BLACK HISPANIC ASIAN TOTAL CLERK-RECORDER 2006-2010 Census Data Available Labor Pool 53% 47% 51% 9% 22% 16% 98% County Workforce 32% 68% 52% 13% 25% 10% 100% UNDERUTILIZATION RATES 21% 6% COUNTY COUNSEL 2006-2010 Census Data Available Labor Pool 53% 47% 51% 9% 22% 16% 98% County Workforce 30% 70% 70% 16% 2% 12% 100% UNDERUTILIZATION RATES 23% 20% 4% DISTRICT ATTORNEY 2006-2010 Census Data Available Labor Pool 53% 47% 51% 9% 22% 16% 98% County Workforce 48% 52% 69% 8% 8% 15% 100% UNDERUTILIZATION RATES 5% 1% 14% 1% CONTRA COSTA COUNTY’S UNDERUTILIZATION DATA 5 MALE FEMALE WHITE BLACK HISPANIC ASIAN TOTAL EHSD 2006-2010 Census Data Available Labor Pool 53% 47% 51% 9% 22% 16% 98% County Workforce 16% 84% 35% 29% 21% 15% 100% UNDERUTILIZATION RATES 37% 16% 1% 1% FIRE PREVENTION 2006-2010 Census Data Available Labor Pool 53% 47% 51% 9% 22% 16% 98% County Workforce 85% 15% 70% 8% 13% 9% 100% UNDERUTILIZATION RATES 32% 1% 9% 7% HSD MEDICAL 2006-2010 Census Data Available Labor Pool 53% 47% 51% 9% 22% 16% 98% County Workforce 26% 74% 41% 16% 18% 25% 101% UNDERUTILIZATION RATES 27% 10% 4% CONTRA COSTA COUNTY’S UNDERUTILIZATION DATA 6 MALE FEMALE WHITE BLACK HISPANIC ASIAN TOTAL HSD PUBLIC HEALTH 2006-2010 Census Data Available Labor Pool 53% 47% 51% 9% 22% 16% 98% County Workforce 20% 80% 44% 15% 25% 16% 100% UNDERUTILIZATION RATES 33% 7% HUMAN RESOURCES 2006-2010 Census Data Available Labor Pool 53% 47% 51% 9% 22% 16% 98% County Workforce 20% 80% 30% 29% 23% 18% 100% UNDERUTILIZATION RATES 33% 21% LIBRARY 2006-2010 Census Data Available Labor Pool 53% 47% 51% 9% 22% 16% 98% County Workforce 18% 82% 74% 5% 12% 9% 100% UNDERUTILIZATION RATES 35% 4% 10% 7% CONTRA COSTA COUNTY’S UNDERUTILIZATION DATA 7 MALE FEMALE WHITE BLACK HISPANIC ASIAN TOTAL PROBATION 2006-2010 Census Data Available Labor Pool 53% 47% 51% 9% 22% 16% 98% County Workforce 47% 53% 44% 33% 15% 8% 100% UNDERUTILIZATION RATES 6% 7% 7% 8% PUBLIC DEFENDER 2006-2010 Census Data Available Labor Pool 53% 47% 51% 9% 22% 16% 98% County Workforce 28% 72% 58% 16% 15% 11% 100% UNDERUTILIZATION RATES 25% 7% 5% PUBLIC WORKS 2006-2010 Census Data Available Labor Pool 53% 47% 51% 9% 22% 16% 98% County Workforce 72% 28% 62% 9% 16% 13% 100% UNDERUTILIZATION RATES 19% 6% 3% CONTRA COSTA COUNTY’S UNDERUTILIZATION DATA 8 MALE FEMALE WHITE BLACK HISPANIC ASIAN TOTAL SHERIFF'S- CORONER'S 2006-2010 Census Data Available Labor Pool 53% 47% 51% 9% 22% 16% 98% County Workforce 69% 31% 68% 9% 14% 9% 100% UNDERUTILIZATION RATE 16% 8% 7% TREASURER-TAX COLLECTOR 2006-2010 Census Data Available Labor Pool 53% 47% 51% 9% 22% 16% 98% County Workforce 31% 69% 38% 23% 15% 24% 100% UNDERUTILIZATION RATES 22% 13% 7% VETERAN'S SERVICES 2006-2010 Census Data Available Labor Pool 53% 47% 51% 9% 22% 16% 98% County Workforce 57% 43% 86% 0% 14% 0% 100% UNDERUTILIZATION RATES 4% 9% 8% 16% CONTRA COSTA COUNTY’S UNDERUTILIZATION DATA 9 MALE FEMALE WHITE BLACK HISPANIC ASIAN TOTAL CHILD SUPPORT SERVICES 2006-2010 Census Data Available Labor Pool 53% 47% 51% 9% 22% 16% 98% County Workforce 20% 80% 51% 17% 18% 14% 100% UNDERUTILIZATION RATES 33% 4% 2% CONTRA COSTA COUNTY’S UNDERUTILIZATION DATA 10 BAY AREA COUNTIES RECRUITMENT PRACTICES Contra Costa County Alameda County City & County of SF Marin County San Mateo County Santa Cruz County Solano County Sonoma County Consent Decree NO NO NO YES NO NO NO NO Outreach Goals Timetables and Goals use the 80% rule to determine under utilized groups. No formal outreach process/strategic vision. (EEO is looking into this) Very small number of targeted recruitments due to diverse workforce Recruit more women into workforce Very diverse workforce. No targeted recruitments at this time Uses Census and County data to determine if dept. under utilizes women and minorities No formal EEO Plan or Outreach goals No specific recruitment practice. Marketing plan is developed to advertise vacancies. Recruitment Plan Targeted outreach is determined by the T & G's. Develop recruitment plans in partnership with departments None Dept. Heads monitor hiring policy for broad based recruiting & forwards info to HR once selection made. HR works with EEO , staffing and Dept reps to review steps. Monitors compliance for potential imbalances when gathering & reporting EEO data for reports, EEO plan, etc. Admin review when depts. #'s are more than 10% of Census. Reviews & consults on recruitment outreach, cert list and appt memos. No formal recruitment practice HR develops marketing plan. EEO will make recommendations based on its prior review of applicant flow for specific under-represented positions, EEO plan or complaint. Community Community Based Organizations (CBO's), colleges, trade schools CBO's, Student Internships, colleges, universities and trade schools Job Fairs, Community Events, CBO's Job Fairs, CBO's for women & minorities, newsletters Internships for under utilized groups to gain County experience, Job Fairs, job expos Internships for under utilized groups to gain County experience. High schools, colleges, trade schools Job Fairs, Colleges, Universities Job Fairs, Colleges, Universities Media Internet recruitment sites, local media Online job fairs and social media SFDIV.com and other internet job sites Internet recruitment sites Facebook, Twitter and Linkedin Local media, job sites, libraries, colleges, etc. Internet Job sites Social Media, Internet Job Sites PAGE 1