HomeMy WebLinkAboutMINUTES - 12151992 - IO.1 ti
TO: BOARD OF SUPERVISORS Contra
FROM: INTERNAL OPERATIONS COMMITTEE
Costa
iz
County
DATE: December 7, 1992 A coun�i
SUBJECT: STATUS OF THE PHASE I AND PHASE II OBJECTIVES FOR THE OUTREACH
AND RECRUITMENT ACTION PLAN AND EVALUATION OF THAT PLAN BY THE
EQUAL EMPLOYMENT OPPORTUNITY ADVISORY COUNCIL
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION
RECOMMENDATIONS:
1 . Accept the attached status report on the objectives for Phase
I and Phase II of the Personnel Department' s Outreach &
Recruitment Action Plan.
2 . Accept the attached evaluation of the status of the objectives
for Phase I and Phase II of the Personnel Department's
Outreach & Recruitment Action Plan by the Equal Employment
Opportunity Advisory Council (EEOAC) .�
3 . Direct the Director of Personnel to include, at an appropriate
point in the objectives, the Board of Supervisors ' previous
direction to commit to providing appropriate employment
opportunities to recipients of the Kennedy-King scholarships
and similar scholarship programs .
. 4 . In the EEOAC evaluation of Phase II objective #2, substitute
the word "observed" for the word "subjective" in reference to
efforts to personally identify the race or ethnic origin of
applicants who decline or fail to provide such information on
their employment application.
5 . Direct the Director of Personnel, consistent with his report
in regard to Objectives #3 and #4 for Phase II, to address,
during 1993, the need to obtain and track by computer the
race/ethnicity and sex of temporary and contract employees.
6 . Approve the report of the Director of Personnel and the
evaluation of that report by the EEOAC, as amended by the
above recommendations .
CONTINUED ON ATTACHMENT: X Y 5S,
SIGNATURE:'
RECOMMENDATION OF COU ISTRATOR RECOMMENDATION OF BOARD COMMITTEE
APPROVE E
SIGNATURE(S): R HRODER SUNNE WRIGHT McPEAK
ACTION OF BOARD ON ecem er 15, 1992
APPROVED AS RECOMMENDED
OTHER
VOTE OF SUPERVISORS
(� 1 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.
ATTESTED /S�
.Contact: PHIL BATCHELOR,CLERK OF THE BOARD OF
CC: SUPERVISORS AND COUNTY ADMINISTRATOR
County Administrator
Director of Personnel
Affirmative Action Officer
County Counsel BY DEPUTY
7 . Remove this matter as a referral to the 1992 Internal
Operations Committee and instead refer this subject to the
1993 Internal Operations Committee for continuing oversight
and request the Director of Personnel to make a further status
report to the 1993 Internal Operations Committee by March 1,
1993 on the progress which has been made on the Phase II
objectives .
BACKGROUND:
On May 19, 1992, the Board of Supervisors requested the EEOAC to
evaluate the report from the Director of Personnel on the Phase II
objectives for the Outreach and Recruitment Action Plan. In the
meantime, the Personnel Department has updated their May, 1992
report and the EEOAC has evaluated the status of both the Phase I
and Phase II objectives . These reports are attached to this
report.
On December 7, 1992, our Committee met with Eileen Bitten, Lloyd
Madden and Theresa Mena from the Personnel Department, and Scott
Tandy and Emma Kuevor from the County Administrator's Office.
Eileen Bitten and Lloyd Madden reviewed and commented on the report
from the Personnel Department and Emma Kuevor presented the
evaluation report from the EEOAC. In response to questions from
our Committee, Ms . Kuevor indicated that she concurred with the
report from the EEOAC. Ms . Bitten also indicated that the
Personnel Department agreed with the report from the EEOAC.
Our Committee is concerned that past directives from the Board of
Supervisors regarding offering appropriate employment opportunities
with the County for Kennedy-King scholarship recipients and
recipients of similar scholarship programs be included in the
Personnel Department' s objectives . Ms. Bitten indicated that she
had met with representatives from the Kennedy-King scholarship
program and is developing procedures which are consistent with the
County' s Merit System for involving recipients of these scholarship
programs .
We are also concerned that the County is currently unable to track
the race/ethnicity and sex of temporary and contract employees .
Our Committee has made it clear to staff from the Personnel
Department that it is not acceptable to not be able to gather and
be able to present this data. The Personnel Department indicates
that it is addressing this problem and should be in a position to
resolve it in the near future.
We would like the 1993 Internal Operations Committee to continue to
provide oversight to this entire subject matter and for this reason
have recommended that the Board of Supervisors refer this subject
to----: the 1993 Committee.
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SE ` Personnel Department
Contra �.>�.... :..--.o�
Costa .'F f ►` Administration Bldg.
z, 651 Pine Street
County W:4c Martinez, California 94553-1292
f-�� -•CTS
- COU 1�
I]ATE: December 2; 1992 /f 1 ,✓
TO: Internal Operations Committee
FRIM: Harry D. Cisterman, Director of Personne
SUBJECT: Status Report - Phase I & II Outreach and Recruitment Plan Objectives
In May, the Internal Operations Committee requested the Advisory Council on
Equal Employment Opportunity to evaluate the Personnel Department Is Progress
towards achieving it's Outreach and Recruitment Plan Objectives.
Attached you'll find Personnel's status report on Phase I & II covering the
period April 1, 1992 - August 31, 1992 which was submitted to the Advisory
Council for review and evaluation at their Council's meeting held on November 6,
1992.
r'
HDC/IG4:tm
Attached
cc: Emma Kuevor, Affirmative Action Officer
V
f
Phase I Outreach and Recruitment Action Plan Status Report
April 1, 1992 - August 31, 1992
Phase I of the Plan includes seven (7) objectives. The status of each
objective for the above period is stated below:
1. Upgrade the Personnel Department's. Master Affirmative Action and
Examination Announcement- Mailing List on a monthly basis. Establish a
Special/Targeted Recruitment Mailing List.
Staff has updated the General Recruitment and Affirmative Action Outreach
Recruitment mailing list. Mailing list categories are attached as
Exhibits A & B. These lists are updated. on a monthly basis. A special
targeted recruitment resource mailing list has also been developed and is
upgraded each time a new list is introduced into the examination
announcement stage by a Personnel Analyst.
2. Develop and maintain outreach and recruitment activities that include but
are not limited to recruitment presentations and facilitating employment
opportunity workshops initiated by the Personnel Department or requested
by community organizations. .
Personnel Department's staff participated and/or facilitated several
presentations/workshops during this reporting period which involved 401
participants. Examples include: Clerk-Beginning Level applicant
workshop, EEOC/Sexual Harassment, Career Development Employment . Program
Mock Oral Interviews, a presentation to the Class of 1992 North Richmond-
high school graduates, presentation at the African American Males'
Conference, Contra Costa College and a presentation to the City of
Richmond Summer Youth Employment & Training Program Orientation.
3. Department analyst conduct a minimum of 25 individualized employment
counseling sessions per month on an appointment or drop-in basis.
Personnel Analysts conducted a total of 78 individualized employment
counseling sessions.
April - 13 sessions
May - 12 sessions
June - 19 sessions
July - 12 sessions
August - 22 sessions
Total 78 sessions
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4. Personnel Department participates in at least five (5) local Career/Job
Fairs sponsored by agencies/institutions.
Personnel staff participated in the following career/job fairs:
Conference of Minority Public Administrators (COMPA)
Federation of Employed Latin American Descendents (FELAD)
California State University
iversity Hayward
Contra Costa College Career Connection
Laney College
West County BOOST Career Fair
Veteran Employment Committee of Contra Costa County
Hispanic Employment Bay Area Network (HEBAN) sponsored by the Personnel
Department
Total number of individual contacts made at the above listed job fairs was
1,240.-
5. Assigned personnel staff to - attend * Community , Organizations Annual ,
dinner/banquets budgeted and authorized by the Personnel Director.
Outreach and community networking is defined as making personal contacts,
linkages, or networking with recognized community organizations that have
the potential of announcing, promoting and or referring candidates that
may be members of minority or womens' groups. 'During this reporting
period staff attended the following events:
Contra Costa Hispanic Chamber of Commerce Installation and Awards Dinner
NAACP Annual Banquet-Richmond Branch
NAACP Annual Banquet-Pittsburg Branch
Familias Unidas Annual Banquet
Central/West County BOOST Second Annual Reception
National Council of Negro Women
6. Develop and .maintain a list of advertising resources to be used to announce
and promote employment opportunities with the County. The list will
include but not be limited to: radio PSA's, ." brochures, community
organization newsletters, bulletins, professional magazines, local
newspapers and communi-ty access television stations.
Attached as Exhibit C is a partial advertising resource list.
7. Develop the appropriate evaluation instrument that has the capability of
measuring the achievement of the Outreach & Recruitment. Plan Phase I and
Phase II objectives.
The Internal Operations Committee has directed the Equal Employment'
Opportunity Advisory Council to develop a scale for: evaluating each of the
plans' objectives. The evaluation is scheduled to be presented to the
Internal Operations Committee on November 9, 1992
LGM:tm
Attachments
09/25/92
5Sr.or
CONTRA COSTA COUNTY PERSONNEL DEPARTMENT
RECRUITMENT AND EXAMINATION DIVISION EXHIBIT A
ANNOUNCEMENT MAILING.LIST
Al - County Officials; All County Departments, Locations, Libraries and Fire
Stations
A2 - General Public Locations in Contra Costa County (Al not included)
A3 - General Public Locations in the Greater Bay Area (Al and A2 not included)
A4 - General Public Evocations Outside the Greater Bay Area
A5 - Personnel Offices - Counties and Cities in the Greater Bay Area
A6 - Personnel Offices - Counties and Cites Outside the Greater Bay Area
A7 - Cities and Counties in the Greater Bay Area (Department to be Designated)
A8 - Counties and Cities Outside the Greater Bay Area (Department to be
Designated)
A9 - Hospitals in the.Greater Bay Area, CCC included
A10 - Hospitals Outside the Greater Bay Area
All - High Schools and Educational Training Programs in the Greater Bay Area
(CCC included)
Al2 - High Schools and Educational Training Programs Outside the Greater Bay
Area
81 - College and University Placement Offices in the Greater Bay Area, CCC
included
82 - Colleges and Universities in the Greater Bay Area, CCC Included (Department
to be Designated)
83 -. Colleges and Universities Including Placement Offices Outside the Greater
Bay Area (California and Other States included)
B4 - Community and Jr. College Placement Offices in the Greater Bay Area, CCC
included
B5 - Community and Jr. Colleges in the Greater Bay Area, CCC included (Department
to be Designated)
B6 - Community and Jr. Colleges Outside the Greater Bay Area
B7 - Law Enforcement Agencies: State-wide including local
B7A - Sheriff's Association (Local - Sheriff's Dispatcher)
RICHMOND: Order additional 100 for open exams
Order Additional 15 for promotional exams
PITTSBURG: Order Additional 30 for open exams
ANNOUNCEMENT COLORS:
Open & Promotional......Green Continuous.................Goldenrod
Open... ..... . .Green Project & Exempt...........Green
Promotional... ..... .Blue Extension Notice............White
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CONTRA COSTA COUNTY
r
AFFIRMATIVE ACTION OUTREACH RECRUITMENT RESOURCES
GENERAL MINORITY AND COMMUNITY ORGANIZATIONS EXHIBIT B
AND HUMAN SERVICES AGENCY CONTACTS
810 - Hispanic Community Organizations and Human Services Agency Contacts in
Contra Costa County
B11 - Hispanic Community Organizations and Human Services Agency Contacts in
the Greater Bay Area
B12 - Hispanic Community Organizations and Human Services Agency Contacts
Outside the Greater Bay Area
C1 - Black Community Organizations and Human Services Agency Contacts in
Contra Costa County
C2 - Black Community Organizations and Human Services Agency Contacts in
the Greater Bay Area
C3 - Black Community Organizations and Human Services Agency Contacts
Outside the Greater Bay Area
C4 - Asian/Filipino Community Organizations and Human Servics Agency Contacts
in Contra Costa County
C5 - Asian/Filipino Community Organizations and Human Services Agency Contacts
in the Greater Bay Area
C6 - Asian/Filipino Community Organizations and Human Services'Agency Contacts
Outside the Greater Bay Area
C7 - Native American Community Organizations and Human .Services Agency Contacts
in Contra Costa County
C8 - Native American Community Organizations and Human Services Agency Contacts
in the Greater Bay Area
C9 - Native American Community Organizations and Human Services Agency Contacts
Outside the Greater Bay Area -
C10 — Women's Community Organizations and Human Services Agency Contacts in
Contra Costa County
C11 - Women's Community Organizations and Human Services Agency Contacts in
the Greater Bay Area
C12 Women's Community Organizations and Human Services Agency Contacts
Outside -the Greater Bay Area
D1 - Handicapped/Disabled Community Organizations and Human Services Agency
Contacts in Contra Costa County
D2 - Handicapped/Disabled Community Organizations and .Human Services Agency
Contacts in the Greater Bay Area
D3 - Handicapped/Disabled Community Organizations and Human Services Agency
Contacts Outside the Greater Bay Area
D4 - Multi-Ethnic Client Services Organizations and Human Services Agency
Contacts in Contra Costa County
D5 —Multi-Ethnic Client Services Organizations and Human ;Services Agency
Contacts in the Greater Bay Area -
D6 - Multi-Ethnic Client Services Organizaions and Human Services Agency
Contacts Outside the Greater Bay Area
D7 - General Community Organizations and Human Services Agencies (Not
. Necessarily Minorities) in Contra Costa County
D8 - General Community Organizations and Human Services Agencies (Not
Necessarily Minorities) in the Greater Bay Area
D9 - General Community Organizations and Human Services Agencies (Not
Necessarily Minorities Outside the Greater Bay Area
4
^ '
'
EXHIBIT - C
ADVERTISING RESOURCES LIST
(Partial List)Local Newspapers `
Minority
1San Francisco Chronicle I' East .Bay Monitor
2' Contra Costa Times ' 2' Asian Weekly
3' Oakland Tribune 3' El Mundo
4' San Jose Mercury 4' El Ubservador-Bilingual
5' Sacramento Bee 5' JACL (Japanese American
G' Vallejo Times Citizens League)
7' Pittsburg Post Dispatch- 6' Nichi Bei Times-S'F'
8' Antioch Ledger (English/Japanese)
8' West County Times7' Hukubei Mainichi-3'F'
(English/Japanese)
8' Richmond Post
Bulletins Newsletters
l' PMAA &lcance-Bay Area l' Jobs Available
2' FELAND-Image (Federation of 2' JACL
Employed Latin American Descendants
Inc. , SV7ano County-North Bay
3' Contra Costa County Hispanic Chamber of
Commerce-The Hispanic Perspective
Professional iCommunity TV
l' l- San Jose KNTVp Channel ll
2' (Bi-lingual )
3' 2' K0ED
3' Richmond Cable TV Channel 49
4. Hercules Channel 6-B
Radio Stations Publication
l. KANTA-Vallejo (Spanish only) l' Hispanic Hotline
2' KDIA
3. KSOL
NOTE: The following departments do their own advertising: Community
Development, General Services, Fire Districts and Public Works.
5
Phase II Outreach & Recruitment Plan Status Report
April 1, 1992 - August 31, 1992
Phase II of the Outreach & Recruitment Plan includes seven (7) objectives.
The status of each objective for the above period is stated below:
1. Assure that minorities and females are represented on application
screening committees and oral boards.
The department has developed and implemented a procedure that monitors and
validates the application screening committees and oral board composition/
representation. Reports are generated quarterly and distributed to
Personnel Analysts for review with their assigned departments. Attachments
#1 and #2 reflect Application Screening Committee and Oral Board
Composition activity April 1, 1992 through August 31, 1992.
2. Establish and implement an applicant certification and selection monitoring
procedure.
An nine-step procedure has been implemented. An appointment report is
generated as a product of the procedure. Reports are generated quarterly
and distributed to Personnel Analysts for review with their assigned
departments. Attachment #3 reflects appointments made covering the period
April 1, 1992 through August 31, 1992.
3. Develop and promulgate a procedure for reporting and monitoring temporary
appointments by department.
This objective will be addressed in 1993.
4. Develop and promulgate a procedure for reporting and monitoring ethnicity
and sex of professional service contractors by department.
This objective will. be addressed in 1993.
5. Develop and implement procedures for addressing adverse effects in
applications received,accepted, written examinations, performance/ agility
test, oral interviews or eligible lists established.
Procedures are 95% complete. Implementation is targeted for ,
...dam'
6. Review each department's Affirmative Action, Implementation Plan and
coordinate a strategy for recruiting underrepresented target groups
identified the department with the County's Equal Employment
Opportunity Advisory Council.
Affirmative Action Implementation Plans developed by.-each department has
been reviewed by the Equal Employment Opportunity Advisory Council and
assigned Personnel Analysts. A strategy for recruiting targeted groups will
be developed by the assigned Personnel Analyst in conjunction with the
department. Activity will be limited based on departmental staff reduction
plans and budget constraints.
1
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7. Establish a task force consisting . of Personnel staff, .Training Institute
staff, Affirmative Action Officer, Departmental Affirmative Action
Coordinators, and PC technical staff to study the feasibility of designing
a generic Career Development Program which can bel', 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.
This objective is suspended until further notice.
LGM:tm
Attachments
99/25/92 .
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ADVISORY COUNCIL
ON
EQUAL EMPLOYMENT OPPORTUNITY
DATE: November 17, 1992
TO: Internal pperations Committee
FROM: Nicolas Vaca, Chair, Advisory Council on Equal Employment Opportunity
SUBJECT: Evaluation of Phase I and Phase II of County's Outreach & Recruitment Plan
You requested that the Advisory Council on Equal Employment Opportunity review Phase
I and Phase II of the Personnel Department's Outreach & Recruitment Plan. The following
is the Council's overall recommendations for each objective Phase I and Phase II of the
Personnel Department's Outreach & Recruitment Plan and general comments for each
phase.
PHASE I
OBJECTIVE NO. 1 RECOMMENDATIONS:
(a) Target minority and women organizations and ask the targeted organizations
for additional minority and women organizations which the Personnel Department
could contact for targeted recruitment;
(b) Send a letter to organizations on the Affirmative Action mailing list inquiring if
they are still interested in receiving job announcements;
(c) Add to the existing list of public service announcement radio stations the radio
stations KDIA, KIQY as well as public service radio stations in Sacramento and
Fresno;
(d) Schedule appearances on television shows for public service announcements.
OBJECTIVE NO. 2 RECOMMENDATIONS: None
OBJECTIVE NO. 3 RECOMMENDATIONS:
(a) Post notices in libraries, laundromats and grocery stores advertising the
existence of job counseling;
(b) Send a notice regarding the availability of job counseling to each entity on the
Affirmative Action mailing list every six months;
(c) Advertise the existence of job counseling on television and radio;
(d) Request volunteers to assist in counseling potential job applicants.
'Evaluation of Phase I and Phase II of County's Outreach & Recruitment Plan
November 17, 1992
Page 2
OBJECTIVE NO. 4 RECOMMENDATIONS:
Contact the Independent Living organizations and add them to the recruitment list
and as an entity to contact them when those organizations sponsor job faires.
OBJECTIVE NO. 5 RECOMMENDATIONS: None.
OBJECTIVE NO. 6 RECOMMENDATIONS:
Add vocational rehabilitation organizations and agencies and confirm Battered
Women is on the recruitment list.
OBJECTIVE NO. 7 RECOMMENDATIONS: None.
COMMENT ON PHASE I:
The Advisory Council evaluates Phase I of the Outreach and Recruitment Plan as
a "continuous/ ongoing process" and the Personnel Department exercises
significant flexibility in implementing this program.
Phase II
OBJECTIVE NO. 1 RECOMMENDATIONS:
(a) Select women from the trades to sit on oral boards and screening committees;
(b) Select Hispanic and Asian attorneys to serve on screening committees and
oral boards;
(c) Increase the visibility of Hispanic and Asian employees on internal screening
committees.
OBJECTIVE NO. 2 RECOMMENDATIONS:
Personnel Director should direct personnel analyst to subjectively identify
applicants or employees at the first step in the examination process if they did not
complete the tear off section of their application form.
OBJECTIVE NO. 3 & 4 RECOMMENDATIONS:
Direct the Personnel Director to monitor temporary and contract employees by
race/ethnicity and sex. Identify the department with the largest number of
temporary and contract employees.
Evaluation of Phase I and Phase II of County's Outreach & Recruitment Plan
November 17, 1992
Page 3
OBJECTIVE NO. 5 RECOMMENDATIONS:
Direct the Personnel Director to develop procedures for this objective in order for
it to be evaluated.
OBJECTIVE NO. 6 RECOMMENDATIONS:
Request that the Personnel Director submit to the Advisory Council copies of the
recruitment strategies for the targeted groups.
OBJECTIVE NO. 7 RECOMMENDATIONS: None
COMMENT ON PHASE II:
The Advisory Council evaluates Phase II of the Outreach and Recruitment Plan as
"in progress", but there are several projects that are incomplete.
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aWCEE0:0-Reva1A11