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HomeMy WebLinkAboutMINUTES - 10221991 - IO.2 } _2 TO: BOARD OF SUPERVISORS Contra s.. FROM: INTERNAL OPERATIONS COMMITTEE Costa nl s October 14, 1991 County 0 „ DATE: srq`coax APPOINTMENTS TO THE ADVISORY COUNCIL ON EQUAL EMPLOYMENT SUBJECT: OPPORTUNITY AND REVIEW OF DEPARTMENTAL AFFIRMATIVE- ACTION IMPLEMENTATION PLANS SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION RECOMMENDATIONS: 1. Authorize the Internal Operations Committee to interview, on November 25, 1991, all applicants for seats on the Advisory Council on Equal Employment Opportunity representing women, minorities, and other protected groups and return to the Board of Supervisors on December 3, 1991 with recommendations .for appointments to these seats. 2. Request the Director of Personnel to again contact all employee organizations representing County employees, asking for their nominations to the. two seats representing employee organizations on the Advisory Council on Equal. Employment Opportunity, authorize our Committee to interview all such applicants if our Committee judges interviews to be appropriate or necessary and return to the Board of Supervisors December 3, 1991 with our recommendations. 3 . Request the Affirmative. Action Officer to again contact. organizations representing the disabled, including organizations representing disabled veterans, urging them to nominate representatives for the seat on the Advisory Council on Equal Employment Opportunity which is reserved for the disabled and authorize the Internal Operations. Committee 'to interview, on November 25, 1991, all applicants for seats on the Advisory Council on Equal Employment Opportunity representing the disabled and return to the Board of Supervisors on December 3, 1991 with a recommendation for appointment to this seat. CONTINUED ON ATTACHMENTYeS YES SIGNATURE: RECOMMENDATIJ�I . TRATOR RECOMMENDATION OF BOARD COMMITTEE APPROVE SIGNATURE(S): HRODER UNNE WRIGHT McPEAK ACTION OF BOARD ON October 22, 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 OCT 2 2 1991 Please see Page 3. PHIL BATCHELOR,CLERK OF THE BOARD OF SUPERVISORS AND COUNTY ADMINISTRATOR BY DEPUTY M382 (10/88) I .O. -2 4. Establish as the first task for the Advisory Council on Equal Employment Opportunity the review of all departmental plans for implementation of the County' s Affirmative Action Plan and return to the 1992 Internal Operations Committee by January 31, 1992 with their comments and recommendations. For this purpose, refer to the 1992 Internal Operations Committee the oversight of the departmental plans. for the implementation of the County' s Affirmative Action Plan. 5. Express to the County Administrator the Board' s dismay that three County departments (West County Fire Protection District, Office of the Superior Court Administrator-Jury Commissioner, and Social Services Department) were unable to submit their implementation plans. within the prescribed deadlines, even with three months advance notice and request the County Administrator to insure that these plans . are submitted immediately. 6. Request the Affirmative Action Officer to conduct an analysis of the completeness and adequacy of each department' s affirmative action implementation plan and. share her comments and recommendations with the County Administrator for his subsequent discussion with the department heads. 7 . Clarify the Board' s intent that the following goals be established for 'individual County departments and for the County as a whole, as is indicated: A. Each County department has as a goal to achieve parity with the workforce in Contra Costa County in terms of women and minorities, measured by "class" or "occupational grouping" as those terms are defined by the Affirmative Action Officer. B. The County as an employer has as a goal to achieve parity with the working age population in Contra Costa County in terms -of the percentage of women and minorities who are employed by the County. C:• The County as an employer has as a goal to achieve parity with the countywide labor force by occupational grouping and salary level, as those terms are agreed on between the Affirmative Action Officer and Director of Personnel, recognizing that the County may be limited in terms of how such data can be presented, depending on what comparable data on the general labor force is available. 8. Request the Affirmative Action Officer to prepare and make available to the Internal Operations Committee data which compares the women and minority employment by salary level in the general population with similar data for the County as an employer. 9. Request the , Director of Personnel to insure that all new County employees attend the County' s Affirmative Action/Equal Employment Opportunity/Sexual Harassment and Adapting to Cultural Diversity Workshop as a part of their new employee orientation and that all County, employees attend such training not less often than once every three years. BACKGROUND: On July 9, 1991, the Board of Supervisors approved recommendations from our Committee in the area of affirmative action, including agreeing to establish an Advisory Council on l ` I .O. -2 Equal Employment Opportunity and asking all departments to prepare and submit a plan for how that department would implement the County' s Affirmative Action goals. On October 14, 1991, our Committee met with the Affirmative Action Officer, Director of Personnel .and a number of concerned. individuals. We received and reviewed applications from those who have applied for membership on the Advisory Council. Since the members of our Committee do not know all of the applicants, we would like the opportunity to interview all of the applicants and then make recommendations for appointments to the Advisory Council. We were pleased that_ all but three departments have submitted their implementation plans. In reviewing the plans we noted some omissions which need to be completed and several plans which. appear to be excellent. We are, therefore, asking the Affirmative Action Officer to review each of the plans and advise. the County Administrator of areas in which each plan may require additional work. Once amended plans are submitted, we would like the Advisory Council to review them and comment on the implementation plans to the 1992 Internal Operations Committee by January 31, 1992. We have suggested the need to clarify some of our goals which may not have been clear when originally adopted by the Board in July and have, therefore, outlined more clearly what we intend in terms of comparing the County' s workforce with that in the private sector. cc: County Administrator Scott Tandy, Chief Assistant Administrator Emma Kuevor, Affirmative Action Officer Harry Cisterman, Director of Personnel