HomeMy WebLinkAboutMINUTES - 09081992 - IO.1 TO: BOARD OF SUPERVISORS 1 .0. Contra
FROM: INTERNAL OPERATIONS COMMITTEE '
Costa
County
DATE: August 10 1992
SUBJECT: REVIEW OF DEPARTMENTAL AFFIRMATIVE ACTION IMPLEMENTATION PLANS
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION
RECOMMENDATIONS:
1 . Direct the Affirmative Action Officer to work with each County
Department having 10 or more employees to insure that each
such Department establishes an Affirmative Action Committee.
2 . Direct the Affirmative Action Officer to work with each County
Department to insure that each Department' s Affirmative Action
Implementation Plan includes the name and telephone number of
the individual responsible for the implementation of the
Department' s Plan.
3 . Request the Director of Personnel and .Affirmative Action
Officer to jointly determine how information on the race and
sex of each interviewee for each position can be provided to
the Equal Employment Opportunity Advisory Council and report
their findings and recommendations to our Committee on
September 28, 1992 . In this report, the Affirmative Action
Officer should also recommend the content for a quarterly
selection report to be prepared by each County Department
which will assist in evaluating the outcome of the selection
process .
4 . Direct the Affirmative Action Officer to work with each County
Department to identify individuals who should be recognized
for their affirmative action efforts in calendar year 1992,
including the specific activity for which the individual
should be recognized.
CONTINUED ON ATTACHMENT: —_RYES SIGNATURE:
-RECOMMENDATION OF COUNT AD TOR RECOMMENDATION OF BOARD COMMITTEE
APPROVE TH
SIGNATURE(S): R R RO SUNNE WRIGHT McPEAK
ACTION OF BOARD ON S ep t embe r 8 , 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 FON THE DATE SHOWN.
ATTESTED SEP 8 1992
Contact: Emma Kuevor,, 646-4106 PHIL BATCHELOR.CLERK OF THE BOARD OF
M. SUPERVISORS AND COUNTY ADMINISTRATOR
Please see Page 2 .
BY DEPUTY
-2-
5 . Request the Equal Employment Opportunity Advisory Council to
prepare the outline of a model Affirmative Action
Implementation Plan for use by County Departments in updating
their existing plans and forward it to our Committee for our
review and the Board' s approval before it is released to
County Departments .
6 . Direct the Affirmative Action Officer, at the time that
Departmental Affirmative Action Implementation Plans are
updated, to request that the data used in the plans be updated
using the 1990 census data.
7 . Leave this subject matter on referral to our Committee.
BACKGROUND:
Our Committee last reported to the Board on this subject March 3,
1992 . In the meantime, the Equal Employment Opportunity Advisory
Council (EEOAC) has completed their review of the Affirmative
Action Implementation Plans for each of the County Departments .
The Council ' s report is attached. Our Committee met with members
of the EEOAC on August 10, 1992 and reviewed this report in some
detail .
We are pleased with the work the EEOAC has put into this review and
the careful and thoughtful evaluation they have provided of each of
the Plans submitted by departments . The above recommendations
result from the comments of the EEOAC and our discussions with
them. While we agree with the need for the type of selection
report which is outlined by the EEOAC, some additional thought has
to be given to exactly how to obtain some of the data such as the
race and sex of each candidate for a position, since that data is
not readily available to individual departments . We will make
further recommendations on this subject following our September 28,
1992 meeting.
cc: County Administrator
Affirmative Action Officer
Director of Personnel
County Counsel
Members, EEOAC (Via AA Officer)
0
Office of the County Administrator
Contra Costa County
Affirmative Action Office
651 Pine Street, Martinez, CA 94553
510/646-4106
Date: July 28, 1992
To: Internal Operation Committee
From: Emma Kuevor
Affirmative Action Officer
Subject: Department Implementation Plans Evaluation
The Board of Supervisors directed the Advisory Council on Equal
Employment Opportunity to review the Affirmative Action
Implementation Plan for each department and prepare a one page
evaluation of each plan.
The following is the evaluation of each department's plan grouped
into categories of outstanding, above average, average, below
average, and poor:
Overall
Category Department Rating
Outstanding Social Services 42
Above Average District Attorney 34
Building Inspection 32
Community Services 32
Health Services 32
Personnel 31
General Services 30
Public Defender 30
Average Library 29
Public Works 29
Sheriff-Coroner 29
Treasurer-Tax Collector 29
Animal Services 28
Probation 28
Veterans Services 27
Auditory-Controller 26
County Administrator 25
Assessor 25
Clerk-Recorder 25
Reviewview Fire Protection 25
Private Industry Council 25
Overall
Category Department Rating
Below Average Agriculture 24
Community Development 24
Contra Costa County Fire 23
Retireinent. 23.
Poor County Counsel 19
West Fire Protection 19
Moraga Fire Protection 18
Orinda Fire Protection 18
All members did not have an opportunity to evaluate the plan from
Municipal Court Administration. Those who did rated the department
average. Specific comments for each department are listed on the
form for each department.
The following departments did not submit plans : Superior
Court/Jury Commissioner and Cooperative Extension (it has four
employees) . For those who did not submit plans, the Board of
Supervisors should contact them directly and request they submit
their Implementation Plan to the Advisory Council within two weeks .
The format each member used to evaluate each plan is found in
Attachment 1 and a summary of recommendations and comments for each
department is found in Attachment 2 .
The Advisory Council recommends the following:
1. All departments must - establish Affirmative Action
Committees if they have ten or more employees .
2 . The narrative for each plan should identify the person
including . their telephone number, responsible for the
implementation of their department's plan.
3. Direct the Departments to submit on a quarterly basis
beginning with the fourth quarter (October, November and
December) a selection report (Attachment 3) . This report
should be submitted to the Affirmative Action Office by
January 15, 1993 . The report requires department to list
positions they are filling; who they interviewed; who was
selected; and comments. One of the keys to an effective
affirmative action is filling position.
4 . Direct the Departments to submit the names of individuals
in their department that should be recognized for their
affirmative action efforts . These names should be
submitted to the Affirmative Action Officer by January
15, 1993 . These names should reflect affirmative action
2
efforts from January to December 1992. With the names,
the departments should describe the activity they are
being recognized for performing.
After reviewing our recommendations and comments, we request that
you direct staff to correct any deficiencies in the narrative. of
the plans and implement the recommendations with the various
departments .
3
ATTACHMENT 2
IMPLEMENTATION PLANS
The following are recommendations and comments on each department 's
Affirmative Action Implementation Plan:
County Administrator
1. Need more minorities and women in Administrative
official positions; more minorities in Professional
positions .
2 . Need a procedure to recognize and reward efforts;no
clear statement of who is responsible for the
implementation plan.
3 . Good effort; above average in females; need to
target specific schools and recruitment areas for
administrative positions.
Agriculture
1. More minority recruitment at entry level
2 . Need more African Americans in the Department at all
levels .
3 . Good on identifying who is responsible.
4 . Need an Affirmative Action Committee
5 . Need specific objectives to improve deficient areas .
6 . Need women and minorities in Administrative .and
management and Professional positions .
Animal Services
1 . Not very comprehensive; need more specifics in
narrative areas.
2 . Excellent introduction; need an Affirmative Action
Committee.
3. Need African Americans in Official and
Administrative positions .
4 . Good effort
5 . Need to hire more minorities in Professional
categories
Assessor
1 . Good Effort; good understanding of needs.
2 . No minorities in Official or Administrative
positions and below parity in Professional
positions for all minorities .
4
4 . Need to fill Administrative and Official positions
with females and minorities.
5 . Need exit interview questionnaire.
6 . Need to establish an Affirmative Action Committee
7 . Need to hire more Hispanics, Asians, African
Americans,' and American Indians.
Auditor Controller
1 . Need to recognize managers and supervisors who
further the programs objectives .
2 . Need exit interview questionnaire.
3 . Need more minorities in Official and Administrative
and Professional positions.
4 . Good commitment.
Building Inspection
1. Effort has been made to promote women and
minorities.
2 . No African Americans in Professional or
Administrative positions.
3. Very good introduction; original and well thought-
out and detailed plan.
4 . This plan should be used as a model for other
departments .
5 . Good recognition of supervisors and managers.
6 . Need to hire more Hispanics.
Community Development
1. Need minorities and females in Officials and
Administrative positions.
2 . Internship concept should be developed and
implemented.
3. Very good introduction.
4 . Statistics on African Americans ane very poor.
5. No women nor minorities in Officials and
Administrative level .
Community Services Administration
1 . Good example.
2 . Need to identify salary ranges and other
information requested.
3 . Would like to see how they plan on maintaining
current levels .
4 . Previous efforts weren't very detailed.
5 . Need exit interview.
6 . Good representation throughout.
5
Cooperative Extension
1. Did not submit an implementation plan. This
department has four employed.
Clerk-Recorder
1. Need more minority representation in Officials &
Administrative section.
2 . No previous efforts mentioned.
3 . Plan didn' t address any specifics .
4 . "Bad" all aspects.
5 . Upper levels White representation and heavily
female.
6 . Report would be improved with more narrative.
County Counsel
1 . Strong opportunities for females .
2 . "Bad" all aspects .
3. Good introduction and policy.
4 . This department can do much better.
5 . No information regarding objective of Affirmative
Action Committee or anything else.
6. Need minorities in Professional positions .
District Attorney
1. Need more minorities and females at Officials and
Administrative and Professional positions .
2. Good analysis; detailed information.
3. Would like more detail on Affirmative Action
Committee and especially on Affirmative Action.
issues in department (with eye toward sharing
this information with other departments) .
4 . A thoughtful & detailed plan; one of the best.
5. Affirmative Action Committee needs to meet monthly
not quarterly.
6 . Good sustained effort.
Contra Costa County Fire Protection District
1. Stronger recruitment and opportunities within
ranks .
2 . Good introduction.
3 . An Affirmative Action Committee is a must for this
department.
4.. Need salary levels.
5 . Need a more aggressive approach to corrective
action.
6
5 . Need clear, cut objectives on how they plan to
correct minority and female deficiencies .
7 . Poor
8 . Hire more females and minorities; promote more
minorities and females.
Moraga Fire Protection District
1 . The plan needs to devise strategies on how they plan
to address deficiencies in all areas .
2 . No plan to address glaring inequities .
3 . Unimaginative and pro-forma throughout.
4 . Without a more committed effort, Affirmative Action
Committee can do little.
5. There needs to be a greater recruitment commitment.
6 . Promote minorities to Professional positions .
7, Hire more females and African Americans.
Orinda Fire Protection District
1. No African Americans in this District at all .
2 . An Affirmative Action Committee is a must.
3. Even with present hiring restraints & cutbacks,
with so few minorities & women there are bound
to be Affirmative Action issues.
4 . Plan does not address how they plan to address
deficiencies .
5. Poor. Sad performance. Why did all the previous
efforts fail.
6 . Hire more minorities and females for a start.
Riverview Fire Protection District
1 . Need exit interview.
2 . Good introduction.
3. Need minorities in Professional and Administrative
positions.
4 . Need more effort in hiring minorities.
5. Good effort recently
6 . Hire more females to meet goal .
7 . Promote more minorities and females
West Fire Protection District
1. Need better explanations.
2 . Plan does not follow guidelines .
3 . No specific information addressing deficiencies .
4 . Affirmative Action Committee is a must.
5. Need exit interview.
6 . Need to show breakdown and categories .
7
7. Hire more minorities .
8. Promote African Americans to Professional levels .
General Services
1 . Need more minorities in Officials and
Administrative positions .
2 . Affirmative Action Committee is outstanding and can
be used as a model for departments .
3. Need a component that recognizes and rewards those
who further Affirmative Action program
objectives .
4 . Would like to see more detailed plan to recruit and
train minorities and females in
underrepresented classes.
5. African Americans are all classified in lower
paying groups .
6 . Good effort to promote minorities into higher
levels .
Health Services
1. Good opportunities at all levels.
2 . For a department so large, there is no Affirmative
Action Committee;
3 . An Affirmative Action Committee is a must.
4 . Would like to see this plan address more specifics
regarding future objectives.
5 . Statistical work is very good.
6 . Objectives section is pro-forma.
7 . Need exit interview.
8 . Need more minorities in Official and Administrative
positions .
9 . Hire more Asians in the Professional category.
Library
1. Excellent section on previous efforts .
2 . Objectives section should be fleshed out.
3 . This department would benefit from General Services
and Building Inspections ' Affirmative Action
Committee.
4 . No Hispanics or African American in Professional or
Administrative positions.
5 . Good opportunities for females .
6 . Need more minorities at entry and to promote to
Professional level.
8
Municipal Courts
1. This department did not submit their implementation
plan for review.
Personnel
1 . Good effort; department needs to continue model
efforts .
2 . Affirmative Action Committee is a must.
3 . List more specific information regarding targeted
classes .
4 . Good overall statistics and presentation.
5. Need more minorities in Officials and
Administrative and Professional positions.
Private Industry Council
1. Department needs to develop a plan to address
corrective action for the deficiencies.
2 . Efforts are frustrated by cuts .
3 . Small department.
4 . Representation needed in minority categories .
Probation
1 . Good previous efforts and proposed efforts . -
2 . No African Americans in Official and Administrative
level .
3 . Share information regarding mock oral board for
career development and advancement.
4 . Need more women and minorities in Official and
Administrators category.
5 . Hire more Hispanics, African Americans, Asians .
6 . Promote more minorities and women.
Public Defender
1 . Need more minorities in Officials, Administrators,
and Professional categories.
2 . Need to establish an Affirmative Action Committee.
3 . Good statement on commitment.
4 . Good effort.
Public Works
1 : Many innovative actions proposed.
2 . Below parity; no African Americans or other
minorities in the Officials and Administrators
category.
9
3. More women in "blue collar" jobs .
4 . Affirmative Action committees work could be better
detailed.
5 . Share success of mentor program approach and career
ladder booklet information with other
departments.
6 . Need more minorities and women in administrative
positions.
7 . Liked objective section about going to schools to
seek interested students in some careers .
Retirement
1. Need Affirmative Action Committee.
2 . Need exit interview questionnaire.
3 . Need specific information regarding objectives, how
they plan to correct deficiencies.
4 . Would like to see information we requested.
5 . Small department.
6 . There doesn't seem to be a plan for the future.
7 . Need more minorities in Professional positions.
Sheriff-Coroner
1 . Good efforts recently.
2 . No minorities in Official and Administrative
positions.
3 . Need salary level for occupational categories.
4 . Need more information on role and objectives of
Affirmative Action Committee.
5 . Need more specifics on how they will target
deficient groups.
6 . Need more minorities in Professional and Technician
levels.
Social Services
1. Very good plan.
2 . An excellent plan overall; useful as a model; best
objectives section addressing evaluation of
affirmative action performance and recognition
that 1990 census data will impact statistics.
3 . Good effort.
4 . Good model .
5 . Very good representation overall .
Superior Court/Jury Commissioner
1. This department did not submit a implemention plan
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Treasurer-Tax Collector
1 . Reasonable effort.
2 . Department needs more African Americans .
3 . Department needs more detailed objectives
Veterans Services
1 . Small department. Needs exit interview.
2 . Need plan to increase deficiencies when vacancies
occur.
3 . Good statement of commitment
4 . Need to hire a few more minorities.
Comments for all departments
1 . Need rank and file employee as the Affirmative
Action Coordinator.
2 . Departments need to designate who is responsible
for the implementation of their plans.
A:SELECT
11
ATTACHMENT 3
Quarterly Selection Report
Department: Date:
Quarter: First Second Third Fourth
(Circle the appropriate Quarter)
Position Date of Selection Race Sex Selected Comments
Title Interviewees
A:SELECT
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