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HomeMy WebLinkAboutMINUTES - 01161990 - IO.5 I.O.-5 TO, BOAD OF SUPERVISORS aE"s L Contra FOOM: Costa INTERNAL OPERATIONS COMMITTEE _ n. s DATE: January 8, 1990 County °.rrA-���n `T� - SUBJECT: REPORT ON THE STATUS OF THE COUNTY' S AFFIRMATIVE ACTION PROGRAM AND MBE/WBE PROGRAM. SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION RECONIl93NDATIONS: 1. Acknowledge receipt of the report of the Affirmative Action Officer on the County' s Affirmative Action and MBE/WBE Programs and express the Board' s appreciation for the detailed and responsive reports which have been made to our Committee over the past year by the Affirmative Action Officer. 2. Request the Chief Assistant County Administrator, County Counsel and Director of Personnel to schedule a meeting with the Advisory Committee on the Employment and Economic Status of Women ACEESW) in an effort to understand better what changes the ACEESW would like to see the Board of Supervisors make in the County' s Affirmative Action Plan. 3 . Request the Affirmative Action Officer to make a further report to the 1990 Internal Operations Committee in June, 1990 covering the period from October 1, 1989 through March 31, 1990 . This report should include in the breakdown of women and minority employees by salary level and department, department totals and county-wide totals for the purpose of putting in perspective the achievements which have made in promoting women and minorities to higher level positions and for this purpose refer this matter to the 1990 Internal Operations Committee. 4. Remove as a referral to our Committee the January 10 , 1989 referral requesting quarterly reports from the Affirmative Action Officer on the County' s Affirmative Action and MBE/WBE Programs. CONTINUED ON ATTACHMENT: Yes YES SIGNATURE: RECOMMENDATION OF COUNTY ADMIN SFR OR RECOMMENDATION OF BOAR COMMITTEE APPROVE Tol"/ 0,•�,. ,v` '�°�SIGNATURE SM POWERS SUNNE WRIGHT McPEAK ACTION OF BOARD ON a APPROVED AS RECOMMENDED X OTHER VOTE OF SUPERVISORS I HEREBY CERTIFY THAT THIS IS A TRUE X UNANIMOUS(ABSENT ) AND CORRECT COPY OF AN ACTION TAKEN AYES: NOES: AND ENTERED ON THE MINUTES OF THE BOARD ABSENT: — ABSTAIN: OF SUPERVISORS ON THE DATE SHOWN. CC: County Administrator ATTESTED �� 14 /?9Li Chief Assistant Administrator P L BATCHELOF&LERK OF THE BOARD OF County Counsel SUPERVISORS AND COUNTY ADMINISTRATOR Director of Personnel Affirmative Action Officer M382 (10/88) Chair, ACEESW BY DEPUTY BACKGROUND: Our Committee has had on referral throughout 1989 quarterly reports from the Affirmative Action Officer. Progress has been made in providing detailed information on the hiring, promotions and terminations of women and minority employees. Progress has also been made in implementing MBE/WBE programs. We have attached the summary pages from the Affirmative Action Officer' s most recent report. Copies of the entire report are available to any member of the Board of Supervisors upon request.. r OFFICE OF THE COUNTY ADMINISTRATOR C O N T R A C 0 S T A CIO U N T Y Affirmative Action Office Administration Building 651 Pine Street Martinez, CA 94553 DATE: January 2 , 1990 TO: Internal Operations Committee FROM: Emma Kuevor Affirmative Action Officer SUBJECT: ADDENDUM TO AFFIRMATIVE ACTION QUARTERLY REPORT FOR JANUARY 8, 1990 The 'Internal Operations Committee requested a report presenting charts by various salary levels of the County' s workforce. The charts present six salary levels for women and six for minorities for each department. Within each salary level a comparison is made between employees in 1987 and 1989. The salary level report presents an analysis of women and minorities in each department beginning with departments with more than three hundred employees, followed by departments with more than two hundred, one hundred, fifty and under fifty employees. In general, women are primarily in the lowest salary levels, have made significant gains in salary level $49. 0 - $60. 999 and are under represented at the higher levels $61. 0 - $90. 999 and $91. 0 plus. Minorities are generally at the lower salary levels, have made significant gains at levels $61.0 - $90. 999 and are under represented at level $91 . 0 plus. WP:A:Addendum.Qrpt ,} DEPARTMENTAL ANALYSIS FOR WOMEN DEPARTMENTS WITH MORE THAN 300 EMPLOYEES HEALTH SERVICES DEPARTMENT Health Services Department is presented then divisions within the department are summarized. The 1987 data is not available for the division analysis because we did not keep the computer tape and only a hard copy of the department totals existed. Medical Division Women doubled their representation in salary level $49.0- $60. 999. Women dominate all of the salary levels except $61. 0- $90. 999 and $91 . 0 plus. Administration Women are in all salary levels in the department except the $91 . 0 plus. Women also dominate each of the salary levels except $61. 0 - $90. 999 . Women more than doubled their representation in salary range $49. 0 - $60. 999. Medical Detention This is a female dominated division at all salary levels except the highest $61. 0 - $90. 999. Alcohol, Drug, Mental/Health Women dominate the lower levels and slightly more men are in the higher salary levels $49.0 - $60.999 and the highest level $61 .0 - $90. 999. Hospital Women dominate this division except at levels $61.0- $90.999 and $91.0 plus. Contra Costa Health Plan Women maintained their numbers or increased at every salary level except $49. 0 - $60. 999 and $61. 0 - $90. 999. Public Health Division Women dominate the Public Health Division in all salary levels. Women significantly increased their representation in salary level $49. 0 - $60. 999 and in salary level $25 . 0 - $36. 999. Page 1 Public Health Administration . This division is female dominated in all salary levels. Environmental Health Women are represented in the lowest salary level $0. 1- $24. 999 and $25. 0 - $36. 999; whereas, men are represented in the highest salary level $37. 0 - $48,. 999. California and Children Services Women dominate this division at all levels. The highest level is $49 .0 - $60. 999. PROBATION Women doubled their number in salary level $37 . 0 - $48. 999, and women are in the three lowest levels in the department. SHERIFF - CORONER DEPARTMENT Women more than doubled their representation in salary level $37.0 - $48 . 999 and had a significant increase in salary level $49. 0 - $60 . 999 . Administration This division has women up to salary level $49.0 - $60. 999. The largest percentage of women is at level $0. 1 - $24. 999. Communication Women dominate this division at all salary levels including the top level of $37 . 0 - $48.. 999. Detention Women are represented from the lowest level to level $49.0- $60 . 999. The largest percentage of women is at level $0. 1- $24 . 999. Coroners Bureau Women are only at level $25. 0 - $36. 999 in this division. SOCIAL SERVICES This is a female dominated department with women at all salary levels except the highest $61. 0 - $90. 999. Page 2 DEPARTMENTS WITH MORE THAN 200 EMPLOYEES DISTRICT ATTORNEY Women more than doubled their representation in salary level $37. 0 - $48. 999 and significantly increased their representation in salary level $49. 0 - $60.999. There are women in every salary level up to level $61. 0 - $90. 999. FIRE DISTRICT - CONTRA COSTA CONSOLIDATED Women increased their representation in salary level $37 . 0- $48 . 999. Women are only in the three lowest salary levels. LIBRARY Women dominate all salary levels in this predominately female department. PUBLIC WORKS Women increased their number in salary levels $49. 0- $60 . 999 . Women are representative in all salary levels. GENERAL SERVICES ADMINISTRATION Women had a significant increase in salary level $49. 0- $60. 999. Women are represented in all salary levels. DEPARTMENTS WITH MORE THAN 100 EMPLOYEES ADMINISTRATORS OFFICE Women increased their representation in salary levels $25. 0 - $36. 999; $37. 0 - $48.999; , and almost doubled in salary level $61 . 0 - $90. 999. ASSESSOR Women are in the lower salary levels. Their numbers almost doubled in levels $37. 0 - $48. 999 and $25. 0 - $36. 999. CLERK - RECORDER Women dominate this department at all salary levels except $49 . 0 - $60. 999. MUNICIPAL COURT ADMINISTRATION Women dominate all salary levels except at level $61. 0- $90. 999 . Page 3 FIRE DISTRICT - RIVERVIEW Women almost tripled their representation in salary level $25.0 - $36. 999 and increased in level $37. 0 - $48. 999. DEPARTMENTS WITH MORE THAN 50 EMPLOYEES ANIMAL SERVICES Women increased their representation in level $0. 1 - $24. 999 and stayed constant at levels $24.0 - $36 . 999 and $49.0- $60. 999. AUDITOR - CONTROLLER Women dominate the two lower levels and increased significantly at level $49. 0 - $60. 999. BUILDING INSPECTION Women doubled their representation in levels $25. 0- $36. 999 and $37. 0 - $48. 999. Women are in the lower three salary levels. PERSONNEL Women increased their representation in level $49.0- $60. 999 and dominate the two lower salary levels. COMMUNITY DEVELOPMENT Women doubled their representation in levels $25.0- $36. 999 and increased in level $37.0 - $48 . 999. PUBLIC DEFENDER Women doubled their representation at level $61.0 - $90. 999 and increased their representation at level $49. 0 - $60.999. DEPARTMENTS WITH LESS THAN 50 EMPLOYEES AGRICULTURE Women more than tripled their representation in level $0. 1- $24. 999. Women are in the two lowest salary levels. COMMUNITY SERVICES ADMINISTRATION Women are in the three lowest salary levels with a percentage increase in the $25. 0 - $36. 999 level. COOPERATIVE EXTENSION SERVICES Page 4 COOPERATIVE EXTENSION SERVICES Women dominate this department at the $0. 1 - $24. 999 level. COUNTY COUNSEL Women dominate this department except at level $61 .0- $90. 999 and $91. 0 plus. Women almost doubled their representation in level $37. 0 - $48. 999. FIRE DISTRICT - WEST Women increased in level $25. 0 - $36. 999. FIRE DISTRICT - MORAGA Women are at level $25. 0 - $36 . 999 and doubled their representation. FIRE DISTRICT - ORINDA Women are only in the $0. 1 - $24. 999 level and doubled their representation. PRIVATE INDUSTRY COUNCIL Women increased their representation in level $37 . 0- $48. 999 and are in the lowest three salary levels. RETIREMENT ADMINISTRATION Women were constant in their representation at levels $0. 1- $24 . 999 and $25. 0 - $36. 999. Women were also at level $61 . 0- $90. 999. SUPERIOR COURT ADMINISTRATION Women are represented in the three lowest levels. TREASURER/TAX COLLECTOR Women increased in level $49. 0 - $60. 999. VETERANS SERVICES Women are in salary levels $0. 1 - $24. 999 and $25. 0- $36 . 999 . PERSONNEL MERIT BOARD One woman is in level $0. 1 - $24. 999. WP:A:analysis.wom Page 5 ti OFFICE OF THE COUNTY ADMINISTRATOR C O N T R A C O S T A C O U N T Y Affirmative Action Office Administration Building 651 Pine Street, Martinez, CA 94553 DATE: December 26, 1989 TO: Internal Operations Committee FROM: Emma Kuevor, Affirmative Action Officer4�A� SUBJECT: Affirmative Action Quarterly Report The following is a report on the County' s Affirmative Action Program. The Internal Operations Committee has requested a report on a quarterly basis to review the County' s Affirmative Action and Contract Compliance Programs. The County's hires, promotions, and separations will be presented followed by an analysis of the County's MBE/WBE Contract Compliance Program. Affirmative Action Program The County compares its workforce against Contra Costa County 1980 labor force data which reflects a labor force composition of 42% Females; 7.6% Black; 7.7% Hispanics; 5.4% Asians/Pacific Islanders; and . 6% American Indians/ Alaskan Natives. Filipinos will be analyzed using the same labor force data ( 5.40) as Asian/Pacific Islanders. 1. Hires a. Countywide This is the third quarter (July, August and September) report on employees hired (attachment 1) into County service. All groups except American Indians/Alaskan Natives ( 1/.4%) and Asian/Pacific Islanders (9/40) were at or exceeded their labor force representation. Those groups significantly above their labor force representation were Hispanics (20/90) , Black employees (30/13%) , Females (155/710) , and Filipinos ( 13/60) . There were 216 employees hired with 140 or 64% White employees and 61 or 28% Male employees. b. Occupational Categories The largest number .of hires ( attachment 1) occurred in the Professional ( 55 ) and Administrative Support ( 61) categories. There were ( 44/80%) Females and ( 11/200) Males hired in the Professional category. Minority -1- groups hired were the following: Hispanic (4/7%&) ; Black (3/5%) ; Asian /Pacific Islander (1/1%) ; Filipino (6/10%) ; and American Indian (1/1%) . White employees were (37/67%) . Females and Filipinos were above their labor force representation. The Administrative Support category is (57/93%) Females compared to (4/6%) Males. This category had (7/11%) Hispanic; ( 5/8%) Black; (1/1%) Asian/Pacific Islander; (1/1%) Filipino and (47/77%) White employees. Females and Hispanic were above their labor force representation. C. Departments The department (attachment 1) with the largest number of employees hired this quarter was Health Services with sixty-two ( 62) of which Hispanics (7/11%) ; Blacks ( 9/14%) ; Filipinos ( 9/14%; and Females ( 48/77%) were above their labor force representation. Asians/Pacific Islanders (2/3%) were below their labor force representation. 2. Promotions a. Countywide There were 85 promotions (attachment 2) this quarter. Females ( 48/56%) were promoted above their labor force representation when compared to Males (37/43%) . Among minorities, Hispanic ( 10/11%) and Black (17/20%) employees were promoted significantly higher than their labor force representation. Asian/Pacific Islander (4/4%) , Filipino (1/1%) , and American Indian/Alaskan Native (1/1%) employees: were promoted below their labor force representation. b. Occupational Categories Professionals ( 25) and Technicians (26) were occupational categories (attachment 2) with the largest number of employees promoted. Employees in the Professional category had ( 16/64%) that were Females compared to ( 9/36%) Males, with ( 3/12%) Black; (2/8%) Hispanic; (2/8%) Asian Pacific Islander; (1/4%) Filipino; and ( 17/68%) White employees. Females, Blacks, Hispanics, Asian/Pacific Islanders were above their labor force representation. Filipinos were below their labor force representation. The Technicians category had ( 18/69%) Females compared to ( 8/30%) Males with ( 5/19%) Hispanic; (7/26%) Black; ( 1/3%) Asian and Pacific Islander; ( 1/3%) American -2- Indian/Alaskan Native; and (12/46%) White employees. Female, Hispanic and Black employees are significantly above their labor force representation: Asian/Pacific Islander and American Indian/Alaskan Native employees are below their labor force representation. C. Departments The department (attachment 2) with the largest number of promotions is Social Services with 33 employees promoted, of which (24/720) were Females, compared to ( 9/270) Males; (8/240) Black; ( 3/90) Hispanic, ( 3/90) Asian/Pacific Islander; ( 1/30) American Indian/Alaskan Native; and (9/270) White employees were promoted. 3 . Separations a. Countywide During this quarter there were 164 separations (attachment 3) . Females separated at a higher percentage ( 106/640) than Males (58/350) . There were ( 20/120) Black; (8/4.80) Hispanic; (14/8%) Asian/ Pacific Islander; (5/3%) Filipino; (1/.6%) American Indian/Alaskan Native; and (112/680) White employees that separated. Female, Black, Asian/Pacific Islander, and American Indian/Alaskan Native employees separated at or above their labor force representation. Filipinos and Hispanics were below their labor force representation. b. Type of Separation The largest number of separations (attachment 3) were due to resignations (128) ; followed by retirements (17) ; and rejection of probationer ( 7) . SUMMARY Hispanic, Black, Filipino, and Female employees were hired significantly above their labor force representation. Asian/ Pacific Islanders and American Indian/Alaskan Natives were hired below their labor force representation. Promotions showed a similar pattern with Hispanic, Black and Female employees promoted significantly higher than their labor force representation. Asian/Pacific Islanders, Filipinos, and American Indian/Alaskan Natives were promoted below their labor force representation. Resignations continued to be the primary cause employees left County service. There were 164 employees who left the County service with Blacks, Asian/Pacific Islanders, American Indian/Alaskan Native and Females separating above their labor -3- force representation. Filipinos and Hispanics separated at and below their labor force representation. " The County continues to hire and promote minorities and females above at or their labor force representation in its efforts to meet parity by 1990. MBE/WBE CONTRACT COMPLIANCE PROGRAM The County continues to review its Contract Compliance Program and evaluate the progress being made in this program area. The program reviews the number of contracts and participation by Minority Business Enterprises (MBEs) , Women Business Enterprises (WBEs) , and Disadvantaged Business Enterprises (DBEs) . 1. West County Justice Center The West County Justice Center (attachment 4) is approximately 65% complete. Walsh Construction, the prime contractor, has a projected expenditure of $3 ,288,460 or 11. 1% MBEs and $571,203 or 1.9% WBEs through the utilization of MBE/WBE subcontractors, second tier subcontractors, suppliers and truckers. Through September 30, 1989 subcontractors actively performed work with overall percentages of 33% minority and 3% Female participation which meets the County's workforce goals of 20.7% minority participation but falls short of the Female goal of 6%. 2. Other Construction Construction projects (attachment 5) awarded for the reporting period Octobeg.. J, 1989 through December 31, 1989 totaled $3,425,644 with MBEs receiving $494,598 or 14.4% and WBEs receiving $297,602 or 8.7%. The County has exceeded its MBE goal of 13% and WBE goal of 2% During this period one contract was awarded with DBE requirements totaling $209,259 of which DBEs received $30,640 or 20%. The County has exceeded its DBE goal of 15%. A total of $604,239 or 17% was awarded to local firms. None of the local firms were MBEs or WBEs. Cumulative totals for fiscal year 1989-90 indicate the County goal (13%) has been met with $655,490 or 13% of the total contracts awarded with MBE/WBE goals. Women Business Enterprises exceeded their ( 2%) goal with $341,000 or 6. 9% of the total contracts awarded with MBE/WBE goals. -4- Local firms have received a cumulative amount of 23.60 or $1,178,066 of the total contracts awarded with local MBEs receiving $61,831 or 1.2% and none received by local WBEs. 3. Community Development Block Grant Program and Housing Authority The Community Development Block Grant Program and Housing Authority let contracts that are funded by the U.S. Department of Housing and Urban Development (HUD) . HUD regulations require 'a 20% MBE goal (there are no WBE goals) and their reporting requirements for contractor activity is on a semi-annual basis. For the period April 1, 1989 to September 30, 1989, there were no contracts in the Community Development Block Grant Program. The Housing Authority had a total contract amount of $571,822 with $12 ,000 or 20 to MBEs. Current cumulative totals indicate no construction contracts (other than with cities and nonprofit agencies) in the Community Development Block Grant Program for their fiscal year beginning April 1, 1989 to March 31, 1990. The cumulative total for Housing Authority, fiscal year (October 1, 1988 to September 30, 1989) was $1,568,079 of which $290,093 or, 18.5o to MBEs and $41,042 or 3% to WBEs. 4. Purchasing and Professional/Personal Service Contracts Emphasis was initially placed on establishing the policies and procedures for each program area. Once they were established, we began working on implementing the three sections of the MBE/WBE program-- construction, purchasing and professional/personal service providers. The purchasing and professional/personal services areas needed to have a reporting procedure developed before focusing on vendors. What is presented is the draft format for the reports. Departments have been given their department' s reports for final review and comments. The report identifies the total number of contracts and dollar amounts spent and the number and dollar amount of local vendors/service providers from July to September 1989. -5- a. Purchasing Contracts The County had a total (attachment 6) of 2,032 purchasing vendors totalling $3,907,022. Local participation was with 818 firms totalling $1,110,523 or 28% of the total dollar amounts spent from July to September 1989. The County Administrators Department is presented as an example of the what was sent to the other County departments. Departments must review and, where needed, revise their report before submitting their finalized report to the Purchasing Division of the General Services Department. b. Professional/Personal Service Contracts The County had a total (attachment 7) of 2,512 service providers totalling $9,448,598 of which 1,307 were local service providers with $5,761, 956 or 600 of the total service contracts this quarter (July to September 1989) . The County Administrators Department is presented as an exampleof what was sent to the other County departments for their comments. ADDITIONAL REQUESTS 1. The Affirmative Action Officer was asked to prepare a report presenting charts by various salary levels by department. I have been working with members of the Affirmative Action Subcommittee of the Advisory Committee on the Economic and Employment Status of Women and Data Processing staff to complete the reports. The format was given to members of the Affirmative Action Committee for their review and comments. The report is finalized and will be sent under separate cover as soon as it is returned from the printers. 2. The Affirmative Action Office has developed a booklet that explains the County' s Affirmative Action and MBE/WBE Contract Compliance Program. The booklet can be given to individuals, organizations, and groups. The draft (attachment 8 ) is presented for your review and comments. -6- 3. County Counsel, at the previous Internal Operations Committee meeting on Affirmative Action, identified two possible methods the County could adopt to broaden its affirmative action impact. There are currently 104 timetables and goals. One method (attachment 9) identified small job classes and grouped the classes into a series. A possible seventy-seven (77) new timetables and goals could be established that would also include many of our supervisory level positions. If the Internal Operations Committee wanted these additional timetables and goals, turnover data (number of hires, promotions and separations) would have to be compiled for the previous three years by job class before the timetable could be computed. A person working full time for approximately three months would be able to compile the turnover data, research and identify comparable labor force data before computing the timetables and goals. The second possible change (identified by County Counsel) centered around the way we compute adverse effect. We currently use the"80% rule" established and upheld by numerous court decisions and mandated by the consent decree. Imbalance for minorities and/or females in the work force exist when the number is less than 80% of the number represented in the labor force. Using the 1180% rule, " six job classes have no adverse effect. I was asked to review the current timetables and goals using a 90% rule. The results of the analysis is in attachment 10. There would be no significant difference in using a 1190% rule" instead of an 1180% rule. " I would recommend; we continue to use only the "80%" rule. " A more detailed analysis of groups under represented is presented in attachment 11. 4. The Sheriff-Coroners Office was asked how its hiring program for the West County Detention Center will adhere to the County's overall affirmative action goals. Sheriff Rainey appeared before the Internal Operations Committee November 13 , 1989 and restated his commitment to continue to hire Career Development Employment Program participants to work in the West County Detention Center. The Board of Supervisors acknowledged receipt of the report on "Efforts and Goals Relating to Minority Hiring to Staff the West County Detention Center" (attachment '12 ) from the Sheriff-Coroners Department. It was agreed between the ,Sheriff-Coroners Department and Personnel Department that the goal of 25% new hires from the Career -7- Development Program would be maintained. 5. The Summary of Affirmative Action Accomplishments has been reviewed and revised in terms of accuracy of data and format of the report (attachment 13 ) . 6. The County Administrators Office was asked to intervene with Data Processing to insure that the data requested by the Internal Operations Committee on behalf of the Advisory Committee on the Employment and Economic Status of Women is prepared in a timely manner. The Data Processing Division has continued to assist the Affirmative Action Officer finalize the salary level reports. CONCLUSION The Affirmative Action Quarterly Report continues to show progress in both the Affirmative Action and MBE/WBE Contract Compliance Programs. WP:A:QuReport -8-