HomeMy WebLinkAboutMINUTES - 12031991 - IO.7 I .O.-7
TO: BOARD OF SUPERVISORS s.. ` __ Contra
FROM: INTERNAL. OPERATIONS COMMITTEE. COSta
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November 25',' 1991 County
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SUBJECT: REPORT ON THE OUTREACH" AND RECRUITMENT ACTION PIAN
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION
RECOMMENDATIONS
1. Accept the attached report from the Director of Personnel on
the Outreach and Recruitment. Phase II. Objectives and. Action
Plan, approve the specific objectives identified. in the
attached report.
2 . Request the Director of Personnel. to make semi-annual,
reports to the 1992 Internal Operations Committee
.approximately May 1, 1992 and. November 1, 1992,. outlining
the progress which has been made to date and. the plans which
should be undertaken in the future to continue to achieve
the stated objectives.
3 . Request the Affirmative Action Officer to consider the value
of meeting with departmental- affirmative action coordinators
about 3 or 4 times a year during 1992 in light of the
Personnel Department' s Outreach and Recruitment Program, the
formation of the Equal Employment Opportunity Advisory
Council and to generally heighten the awareness of: County
employees to affirmative action issues..
4. Remove this item as a referral to our Committee and instead
refer it to the 1992 Internal Operations.. Commi.ttee.
BACKGROUND:
During 1991, our Committee has been reviewing on a periodic basis
the progress which is being made_ by the. Personnel Department in.
CONTINUED ON ATTACHMENlyeS YES SIGNATURE:
RECOMMENDATION OF COUNTY I AT RECOMMENDATION OF BOARD COMMITTEE
-APPROVE HE
SIGNATURE(S): DER SUNNE WRIGHT McPEAK
ACTION OF BOARD ON December 3, 1991, APPROVED AS RECOMMENDED OTHER
VOTE OF SUPERVISORS
I HEREBY CERTIFY THAT THIS IS A TRUE
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: ATTESTED
County Administrator
PHIL BATCHELOR,CLERK OF THE BOARD OF
Director Of Personnel SUPERVISORS AND COUNTY ADMINISTRATOR
County Counsel
Affirmative Action Officer
All County Dept. Heads (via CAO) BY DEPUTY
M382 (10/88)
V
5
`I.O. -7
improving the County' s outreach to minority candidat6s for
positions the County has available and the efforts which. are
being made to recruit for those positions.
On November 25, 1991 our Committee met with Lloyd Madden., Theresa
Mena from the ' Personnel- Department and Emma Kuevor and.. Scott
Tandy from the County Administrator's Office. Mr. Madden.
reviewed with us the attached report which outlines the Phase II..
objectives and action plan for the County' s. Outreach and
Recruitment Program. This is an ambitious. program and one which.
our Committee endorses. We believe that the 1992 Internal
Operations Committee should. continue to monitor activity in this
area and we are, therefore, recommending the the Director: of
Personnel make semi-annual reports to the. Committee.
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Contra Personnel Department
CostaAdministration Bldg.
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�-1 x, ;� 651 Pine Street
COuI Ity �•4° Martinez, California 94553-1292
ST'9 COUN'�
DATE: November 20, 1991
TO: Internal Operations Committee
FROM: Harry D. Cisterman, Director of Personnel
SUBJECT: Outreach and Recruitment Phase II Objectives & Action Plan
------------------------------------------------------------------------------
Last May the Board of Supervisors adopted Phase I of the Personnel Department's
Outreach and Recruitment Plan and directed staff to come back to the I .O.C. in
November with Phase II Objectives and Action Plan.
Phase II has been developed , consistent with the goals of the County's
Affirmative Action Plan and is submitted to you for your review and
recommendation for adoption.
HDC/LGM:tm
Attachment
cc: Phil Batchelor
Eileen Bitten
Emma Kuevor
Departmental Affirmative Action Coordinators
i
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CONTRA COSTA COUNTY
PERSONNEL DEPARTMENT
OUTREACH AND RECRU=TMENT PLAN
PHASE 2 2 OBJECT=VES AND
ACTION PLAN
JANUARY 1 , 3- 992 THRU
JUNE 3 0 , 1 9 9 2
DECEMBER 1991
OUTREACH AND RECRUITMENT
PHASE II OBJECTIVES AND ACTION PLAN
1. Purpose of Outreach and Recruitment Plan
The purpose of the Personnel Department's Outreach and Recruitment Plan
is to expand the County's recruitment efforts and promote equal
employment opportunities in accordance with the Personnel Management
Regulations and merit principles. The County is an Equal Opportunity
Employer and does not discriminate because of a person's race, color,
religion, sex, 'national origin, sexual orientation, ancestry, marital
status, age or disability.
II_ Goal of Outreach and' Recruitment Plan
The goal of the Outreach and Recruitment Plan is to 'support the County's
overall Affirmative Action Program by recruiting a diverse and qualified
applicant pool including the disabled and members of protected groups,
monitoring appointments and promoting career development activities.
III. Phase II - Outreach and Recruitment Plan Objectives
1. Assure that minorities and females are represented on application
screening committees and oral boards.
2. Establish and implement an applicant certification and selection
monitoring procedure.
3. Develop and promulgate a procedure for reporting and monitoring
temporary appointments by department. -
4. Develop and promulgate a procedure for reporting and monitoring
ethnicity and sex of professional service contractors by department.
5. Develop and implement procedures for addressing adverse effects in
applications received,accepted, written examinations, performance/
agility test, oral interviews or eligible lists established.
6. Review each department's Affirmative Action Implementation Plan and
recommend a strategy for recruiting underrepresented target groups
identified by the department.
7. Establish a task force consisting of Personnel staff, Training
Institute staff, Affirmative Action Officer, Departmental Affirmative
Action Coordinators, and PC techniciai staff to study the feasibility
of designing a generic Career Development Program which can be
tailored to each County department.
- maintain basic employee information (i .e. , name, social security
.number, sex, disability and telephone number) .
-.maintain employee employability information such as education,
training, license requirement and work history.
- maintain an inventory of related County jobs.
- match employees with promotional and or career advancement positions.
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Attachment #1
Contra Personnel Department
Costa `
Administration Bldg.
�= 651 Pine Street
VlJun}1 �6 Martinez, California 94553-1292
l}�
APPLICATION SCREENING COWITTEE
RESOURCE LIST -
Exam: ( Continuous Exams Included )
Analyst: Date:
Committee Members Ethnic
Name & Title Agency/Dept. & Address Telephone Group Sex
07/23/91
asc.rl
cc: Original Examination Data File 01).
Human Resources Program Assistant
ORAL BOARD MEMBERS Attachment,-#2
RESOURCES LIST
Exam: ( Continuous Exams Included
Analyst: Date:
Board Members Ethnic Rating
Name & Title Agency/Dept. & Address Telephone Group Sex (Optional )
l
* Bilingual
RATING CRITERIA
RATING
SUPERIOR: Rater clearly understands his/her role in the interview.. Demonstrates
sound technical knowledge; interpersonal skills and understanding of
objectives of affirmative action. Requires no direction from analyst.
WELL
QUALIFIED: Rater works well with only occasional assistance from analyst. Adequate
technical knowledge; interpersonal skills and understanding of objectives
of affirmative action.
SATISFACTORY: Rater requires some attention by analyst and participates at minimum
level . Subject matter knowledge limited, interpesonal skills fair,
requires careful explanation of objectives of affirmative action by
analyst.
BELOW STANDARD: Rater clearly inappropriate to interview situation. Little 'or no
technical knowledge, interpersonal skills lacking, generates uneasiness
with board members or candidaes. Does not understand or is adverse to
affirmative action objectives. Requires constant assistance or attention
by analyst.
cc: Original Examination Data File
Human Resources Program Assistant (12)
• ii L"LI L l liliel l L ;;J
Personnel Department
Contra
Costa F Administration Bldg.
x, 0 651 Pine Street
yCountMartinez, California 94553-1292
DATE: _
TO:
Affirmative Action Coordinator/Designee
FROM:
Personnel Analyst
SUBJECT: Affirmative Action Appointment Opportunity
------------------------------------------------------------------------------
The examination process for has been com-
pleted. The eligible list is scheduled to promulgate on
The purpose of this memorandum is to inform you that after review of the
eligible list, we have determined that the certification list will have
minority and/or female representation on. it and that an affirmative action
appointment opportunity exists and should be considered.
We appreciate your continued efforts in meeting your department's affirmative
action goals.
LM:tm
cc: Lloyd Madden, Outreach and Recruitment Supervisor
Emma Kuevor, Affirmative Action Officer
(13)
Attachment #4 ,
CANDIDATE SELECTION REPORT
DATA BASE MENU
Personnel Analyst:
_ 1
Cert. #:
Alternate Cert:
Date Cert. Recorded:
Appointing Department:
S/S#.
Name:
Class Title:
Ethnicity:
Bilingual :
Sex:
Disabled
Appointment Date:
# Of Appointments Last Month ( ) :
# Of Appointments This Month ( ) :
Appointments Y T D:
(14)
'- Attachment #5
Personnel Department
Contra
Administration Bldq.
Costa 651 Pine Street
County Martinez. California 945531292
DATE:
TO:
FROM:
SUBJECT: Departmental Quarterly Certification & Se,lection Report
Soc. Sec. # Class Title Ethnicity Sex Disabled
1 .
2.
3.
4.
5.
6.
7.
8.
9.
10.
11 .
12.
13,
14.
15. '
cc: Theresa Mena, Human Resources Program Assistant
Attachmert
Contra Personnel Department r
CostaAdministration Bldg.
t 651 Pine Street
County Martine.. California 9455 3-1 292
DATE:
TO: Emma Kuevor, Affirmative Action Officer
FROM: Eileen K. Bitten, Manager - Employment Programs
SUBJECT: Applicant .Flow Data Reports
Timetables and Goals Classes forwarded to Legal Services Foundation
DATE TYPE EXAMINATION EXAM STEP ADVERSE EF.FE=GT PERSO NFANALYST