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Home My WebLink AboutMINUTES - 11191996 - C145 C. log ' TO: BOARD OF SUPERVISORS Contra FROM: Phil Batchelor Costa County County Administrator DATE: xr•-----. November 13, 1996 SUBJECT: ANNUAL AFFIRMATIVE ACTION PROGRESS REPORT SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION RECOMMENDATION: ACCEPT report from County Administrator regarding the County' S 1995 Affirmative Action Progress Report. BACKGROUND: The Affirmative Action Officer prepares an annual Affirmative Action Progress Report each year that evaluates the County' s Affirmative Action Program and Minority Business Enterprise and Women Business Enterprise (MBE/WBE) Contract Compliance Programs . The Affirmative Action Annual Report reviews the County' s progress and status in departments; hiring, promotion, and separation practices; a review of our compliance with the Americans with Disabilities Act; and a review of our Construction, Purchasing, and Professional/Personal Services Contract Compliance Programs . We continue to hire and promote minorities and women above their-labor force representation. There are three departments that have representation for all except one group. They are: County ,administrator' s Office, Health Services and Community Services . The Clerk Recorder' s Office is the first department with representation among all groups . The County' s workforce indicates all groups except Hispanics and Asian/Pacific Islanders exceeded their representation. CONTINUED ON ATTACHMENT: YES SIGNATURE: V(fes RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE APPROVE OTHER SIGNATURE (S): ACTION OF BOARD ON 9 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. Q/ CC: ATTESTED 11p. f q 71 o PHIL BATCHELOR,CLERK OF TH BOARD OF Department Heads SUPERVISORS AND COUNTY ADMINISTRATOR Advisory Council on Equal Employment Opportunity M382 (10/8p' BY DEPUTY Board of Supervisors November 13, 1996 Annual Affirmative Action Progress Report Page 2 The County workforce is : Workforce Laborforce African Americans 14 . 1% 7 . 6% American Indians/Alaskan Natives . 8% . 6% Females 62 . 1% 45 .4% Hispanic 8 . 9% 10 .5% Asian/Pacific Islanders 8 . 2% 8 . 9% Total Minorities 31 . 0% 27 . 6% The County exceeded the 1990 labor force percentages for all groups except Hispanics and Asian/Pacific Islanders . The groups that continue to be under represented in the County are Hispanics with 8 . 9% and Asian/Pacific Islanders with 8 . 2% . We must also continue to focus on supervisors and management level positions to ensure representation throughout all occupational levels . This is the second year the County has met and exceeded its MBE and WBE goals in the MBE/WBE Construction Program. We achieved: Goal Achievement MBE 14 . 0% 14 . 87% WBE 6 . 0% 8 . 65% We must revise our reporting format for our Purchasing and Professional/Personal Services Programs in order to have an accurate analysis of our MBE and WBE participation in those programs . Both programs are operating successfully and shows steady progress towards meeting our goals . The attached report is presented for your review. Office of the County Administrator • Contra Costa County Affirmative Action Office X51 Pine Street, Martinez, CA 94553 (510) 335-1006 fax: (510) 646-1353 Memorandum Date: November 12, 1996 To: Board of Supervisors County Administrator Department Heads Advisory Council on Equal Employment Opportunity Unions Community Groups and Organizations From: Emma Kizevb A�tk� Affirmative Action Officer Subject: 1996 Affirmative Action Progress Report The attached is a copy of Contra Costa County's 1996 Affirmative Action Progress Report. The Board of Supervisors in 1996 reaffirmed their commitment to Affirmative Action and Equal Employment Opportunity in February and again in October. The County' s goal is to take aggressive action steps to eliminate artificial barriers to employment and to make our workforce representative of the diverse labor .force in our County. This year, one department has met the labor force goals for minorities and females . Steve Weir, Department Head for the Clerk- Recorder' s Office, was recognized by the Board of Supervisors for his leadership and positive efforts to eliminate discriminatory practices in his department and for ensuring that all candidates were evaluated based on their merit. This report presents-the County' s overall employment progress and its progress within each department. This Progress Report also presents a status report on the implementation of The Americans with Disabilities Act, and it summarizes the County' s Minority Business Enterprise, Women Business Enterprise, and Disadvantaged Business Enterprise Contract Compliance Program. If you have questions regarding the report, don't hesitate to contact me at (510) 335-1006 or write me at 651 Pine Street, 10th Floor, Martinez, CA; or Internet Address : Ekuev@dp.co.contra- costa.ca .us . If you would like a copy of this report in large print, please call 335-1006 . a:1996aaprog CONTRA COSTA �I A COUN COUNTY AFFIRMATIVE ACTION PROGRESS REPORT January - December 1995 Introduction Contra Costa County evaluates its Affirmative Action progress on a regular basis to allow for changing priorities, identification of problem areas, and a review of the County's accomplishments in Affirmative Action and its Miniority Business Enterprise and Women Business Enterprise (MBE/WBE) Contract Compliance Program. Contra Costa County is proud of its Affirmative Action accomplishments which are reflected in the leadership of the Board of Supervisors and commitment of the County Administrator, Department Heads, managers, supervisors, employees, unions, and community groups and organizations. Contra Costa County is viewed as a good place to live and work and our Affirmative Action Program reflects the diversity of our County labor force. This report presents the County's progress and status in the following areas: I. County Workforce Analysis as of December 31, 1995 A. Goals B. Workforce C. Occupational Categories • D. Supervisory Employees E. Management Employees II. Workforce Analysis by Departments as of December 31, 1995 A. Largest Departments B. Large Departments C. Medium Departments D. Small Departments E. Smallest_Departments III. Employment Status A. Hires B. Promotions C. Separations D. Disabled Employment Workforce Analysis IV. Americans with Disabilities Act (ADA) Compliance A. Accessibility B. Essential Functions C. Requests for Reasonable Accommodations A:AAPRGRPT.WPD V. Minority/Women/Disadvantaged Business Enterprises (MBE/WBE/DBE) Contract Compliance Program A. Construction Contracts B. Purchasing Contracts C. Professional/Personal Services Contracts VI. Summary A. Affirmative Action Program B. MBE/WBE/DBE Contract Compliance Program EEO AA • • A:AAPRGRPT.WPD 2 I. County Workforce Analysis The employee groups identified in the County workforce for analysis in this report are Females and the following minority groups: Hispanics: all persons of Mexican, Puerto Rican, Cuban, Central or South America, or other Spanish culture or origin, regardless of race, African Americans: all persons having origins in any of the Black racial groups of Africa; Asian and All persons having origins in any of the original peoples of the Far East, Pacific Southeast Asia, the Indian Subcontinent, or the Pacific Islands. This area Islanders: includes, for example, China, India, Japan, Korea, the Philippine Islands, and Samoa; and American Indians or All persons having origins in any of the original peoples of North America, Alaskan and who maintain cultural identification through tribal affiliation or Natives: community recognition. • A. Goals The County uses the Bureau of the Census 1990 Labor Force Statistical Data for Contra Costa County as its primary goal. The goals for the various groups are: 1990 Census December 31, Labor Force 1995 Work Groups Percentages Force Hispanics 10.5% 8.9% African Americans 7.6% 14.1% Asian/Pacific Islanders 8.9% 8.2% American Indians/Alaskan Natives .6% .8% Total 27.6% 31.0% Females 45.4% 62.1% • A:AAPRGRPT.WPD 3 B. Workforce (December 31, 1995) There were 6,921 employees Attachment 1)in permanent full-time, permanent part- time, and project exempt positions. Temporary and contractors are not included in this report. Contra Costa County Workforce Statistic; 1990 Labor Force Census Goals&Contra Costa County December 31.1995 Workforce 70% -, N 82.1% os 60% eo C 50% 45.4% a� IL 40% d 230% CLE LU 20% 14.1% 0% qm Goal/African-Amer% Goal/Asian-Pacts% • Goal/Female% Goal/Hispanic% Goal/Amerind-AlaN R There were 4,298 (62.1%) female employees in the workforce which significantly exceeds their labor force (45.4%) representation. Hispanic employees are under represented with 618 (8.9%) when compared against their representation in the County labor force. African Americans exceeded their labor force representation with 978 or 14.1%. Asian/Pacific Islanders are under represented with 572 or 8.2% County employees. American Indians/Alaskan Natives exceeded their labor force representation with 58 (.8%) County employees. The groups targeted for aggressive hires and promotions in 1995 were- Hispanics and Asian/Pacific Islanders. • A:AAPRGRPT.WPD 4 C. Occupational Categories In order to target new hires and promotions, we look at the location of minorities and females in the various occupational categories (Attachment 2). All positions are placed in one of these eight occupational or job categories: 1. Officials & Administrators: Employees who set or recommend board policies, exercise overall responsibility for execution of these policies, or individual departments or special phases of the County's operations. Department Heads, Division Chiefs, Directors, Deputy Directors, and Assistant Directors are examples. 2. Professionals: Employees in positions that require specialized theoretical knowledge normally acquired through college training or through work experience and other training. Doctors, Lawyers, Librarians, Registered Nurses, Accountants, Management Analysts, and Psychologists are examples. • 3. Technicians: Employees in positions that require a combination of basic scientific or technical knowledge and manual skill which can be obtained i through specialized post-secondary school education or through equivalent on-the-job training. Computer Programmers, Drafters, and Technicians (Medical, Dental, Electronic), are examples. 4. Protective Service Workers: Employees.in positions that are entrusted with public safety, security and protection from destructive forces. Deputy Sheriffs, Fire Fighters, Bailiffs, and Detectives, are examples. . 5. Para Professionals: Employees in positions that perform some of the duties of a professional or technician in a supportive role, which usually require less formal training and/or experience normally required for professional or technical workers, such as Home Health Aides, Library Assistants, Clerks, and Medical Aides are examples. • A:AAPRGRPT.WPD 5 6. Administrative Support: Employees in positions that are responsible for internal and external communications, .-ecording and retrieval of data and/or and/or and other paperwork required in an office, such as Bookkeepers, Clerk-Typists, Dispatchers, and Computer Operators. 7. Skilled Craft Workers: Employees in positions that perform jobs which require special manual skills and a thorough and comprehensive knowledge of the F. processes involved in the work which is acquired through on-the-job training and experience or through apprenticeship or other formal training programs. Electricians, Heavy Equipment Operators, Stationary Engineers, and Equipment Operators are examples. 8. Service/Maintenance: Employees in positions that perform duties which result result in or contribute to the comfort, convenience, hygiene or safety of the the general public or which contribute to the upkeep and care of buildings, facilities, or grounds of public property. Workers in this group may operate machinery. Gardeners, Laborers, and Custodians are examples. • /D A:AAPRGRPT.WPD 6 G� ins` • There are 4,298 (62.1%), female employees represented in the following occupational categories: Total Employees Female Category 12/31/95 # % Officials/Admin 199 68 34.2 Professionals 2206 1367 62.0 Technicians 986 679 68.9 Protective Service Wkr 891 103 11.6 Para Professionals 333 226 67.9 Administrative Support 1753 1624 92.6 Skilled Craft Workers 77 12 15.6 Service/Maintenance 476 219 46.0 Total 6921 4298 62.1 Contra Costa County Females Occupational Categories - 4,298 Total 1367 (62;A)] ■■ a 679 (68.9% - .mom .;rone 103 (11.6%) 226 (67.9%) -------------- qqqFMMMMMMW- 1624 (92.6%) officials/Administrators Professionals Technicians ® Prot Sery W rkrs Para Professional Admin Support Skilled Craft Mrs ® Services Maint Females exceeded their 45.4%labor force representation in five of the eight categories. They are under represented in the categories of Officials/Administrators, Protective Service Workers, and Skilled Craft Workers. A:AAPRGRPT.WPD 7 • There are 978(14.1%)African American employees represented in the following categories: Total Employs:s African Americans Category 12/31/95 # % Officials/Admin 199 10 5.0 Professionals 2206 220 10.0 Technicians 986 173 17.5 Protective Service Wkr 891 82 9.2 Para Professionals 333 85 25.5 Administrative Support 1753 256 14.6 Skilled Craft Workers 77 5 6.5 Service/Maintenance 476 167 30.9 Total 6921 978 14.1 Contra Costa County African American Occupational Categories - 978 Total 17r 3 (17_5%) • ��.a■�.r 220 (10%)] XNo 82(9.2%) '■'1'e■ '�i ww ■ ■ �ir■ ° 85 (25.5%) '.�ia�4'• } 167 (30.90%) 256 (14.5%) 5 (6.5%) Officials/Administrators Professionals Technicians ® Prot Sery Wrkrs Para Professional Admin Support Skilled Craft Wkrs ® Services Maint • African American employees exceeded their representation in six of the eight occupational categories. They are under represented in the categories of Officials/Administrators and Skilled Craft Workers categories. A:AAPRGRPT.WPD 8 • There are 618 (8.9%) Hispanic employees in the following occupational categories: Total Employees Hispanics Category 12/31/95 # % Officials/Admin 199 6 3.0 Professionals 2206 122 5.5 Technicians 986 91 9.2 Protective Service Wkr 891 61 6.8 Para Professionals 333 42 12.6 Administrative Support 1753 219 12.5 Skilled Craft Workers 77 8 10.4 Service/Maintenance 476 69 14.5 Total 6921 618 8.9 Contra Costa County Hispanic Occupational Categories - 618 Total 61 (6.8%) r, 122 (5.5%) �.r err r 42 (12.6%) 4ty +�.4+ +, 69 (14.5%) 8 (10.4° ) 19 (12.5%) Officials/Administrators Professionals Technicians ® Prot Sery W rkrs +� Para Professional Admin Support 0 Skilled Craft Wkrs ® Services Maint • Hispanics exceeded their labor force representation in three of the eight categories. They are under represented in the categories of Officials and Administrators, Professionals, Technicians, Protective Service Workers, and Skilled Craft Workers. A:AAPRGRPT.WPD 9 • There are 572 (8.2%) Asian Pacific Islanders in the following occupational categories: Total Employees Asian/Pacific Category 12/31/95 # % Official/Admin 199 10 5.0 Professionals 2206 255 11.5 Technicians 986 106 10.8 Protective Svc Wkr 891 29 3.2 Para Professionals 333 24 7.2 Admin Support 1753 107 6.2 Skilled Craft Wrk 77 1 1.3 Service/Maintenance 476 40 8.3 Total 6921 572 8.2 Contra Costa County Asian/Pacific Islander Occupational Categories - 572 Total 255 (11.5%) ON own .-N: ■ mom we 0 0 a i 40 (8.3%) 106 (10.8%) 1 (1.3%) 29 (3.2%) 107 (6.2 24 (7.2%)] Officials/Administrators ® Professionals ® Technicians ® Prot Sery W rkrs Para Professional Admin Support Skilled Craft Wkrs ® Services Maint Asian/Pacific Islanders exceeded their labor force representation in two of the eight • categories. They are under represented in the categories of Officials/Administrators, Protective Services Workers, Para Professionals, Administrative Support, Skilled Craft Workers, and Service Maintenance occupational categories. A:AAPRGRPT.WPD 10 • There are 58 (.8%) American Indians/Alaskan Natives in the following occupational categories: Total American Indians& Employees Alaskan Natives Category 12/31/95 # % Officials/Admin 199 0 0 Professionals 2206 12 .5 Technicians 986 14 1.4 Protective Svc Wkr 891 9 1.0 Para Professionals 333 5 1.5 Admin Support 1753 13 .7 Skilled Craft Wkr 77 1 1.3 Service/Maintenance 476 4 _8 Total 6921 58 .8 Contra Costa County Amer Ind/Alaska Native Occupational Categories - 58 Total • 14 (1.4%) ■ +s .+^t.+, -0• v +vw 5 (1.59/6) Officials/Administrators ® Professionals Technicians ® Prot Sery W rkrs *` Para Professional Admin Support 0 Skilled Craft W krs ® Services M aint American Indian/Alaskan Native employees exceeded their labor force representation in six of the eight categories. They are under represented in the categories of Officials and Administrators and Professionals. A:AAPRGRPT.WPD Z Z • D. Supervisory Employees The County continues to review the number of su -,ervisory (Attachment 3) employees to identify and eliminate the potential for a "glass ceiling" (discriminatory impact) on Minorities and Females in upper level supervisory and management level positions. There are 794 supervisory employees: 442 (55.7%) Females; p rY 9311.7% African Americans; 51 (6.4%) Hispanics; 48 ( ) (6.0%) Asian/Pacific Islanders; and 3 (.4%) American Indians/Alaskan Natives. Females and African Americans exceeded their labor force representation among supervisory employees. There is under representation for Hispanics, Asian/Pacific Islanders, and American Indians/Alaskan Natives. E. Management Employees There are 898 management employees (Attachment 4): 446 • (49.7%) Females; 74 (8.2%) African Americans, 50 (5.6%) Hispanics; 75 (8.3%) Asian/Pacific Islanders; and 6 (.7%) American Indians/Alaskan Natives. Among management employees, Females, African Americans, and American Indians/Alaskan Natives exceeded their labor force representation. There is under representation for Hispanics and Asian/Pacific Islanders. The County continues to target mid management and management level positions for all groups. Supervisory and Management Employees 60% 66:7% d 50% 4e.7% c v 40% `m CL 30% m m 0 20% CL 11.7 W0% Fa-.4%r66% • 0% 0.4%0.7% Females African American Hispanic Asian/Pac Is Amer Ind/Aka Na- supervisors Management A:AAPRGRPT.WPD 12 • q. Workforce Analysis by Departments There are thirty one (3 1) (see Attachment 5) County Departments including the Merit System fire districts. Depan<nents can be divided into four major groups based on the total number of employees in each department. The following are the departments and an analysis(based on the County's 1990 Census Labor Force) of each department's workforce: A. Largest Departments: The largest departments are those with more than 500 employees. Departments in this category are: 1. Health Services 2,131 employees 2. Sheriff-Coroner 835 employees 3. Social Services 985 employees Analysis: The groups under represented are: 1. Health Services Hispanics 2. Sheriff-Cononer Females, Hispanics, and Asian/Pacific Islanders . 3. Social Services Hispanics and Asian/Pacific Islanders B. Large Departments: The large departments are those with more than 200 employees. Departments in this category are: 1. Contra Costa County Fire District 390-employees 2. Probation 284 employees 3. District Attorney 282 employees 4. Public Works 259 employees 5. Community Services 212 employees 6. General Services 208 employees Analysis: The groups that are under represented are: 1. Contra Costa County Fire District Females, African Americans, Hispanics, and Asian/Pacific Islanders 2. Probation Hispanics and Asians/Pacific Islanders 3. District Attorney Hispanics and Asian/Pacific Islanders • 4. Public Works Females, Asian/Pacific Islanders, and American Indians/Alaskan Natives A:AAPRGRPT.WPD 13 5. Community Services Administration American Indians 4. General.Services Females, Hispanic`<.and Asian/Pacific Islanders C. Medium Departments: The medium departments are those with more than 100 employees. Departments in this category are: 1. Administrator's Office 160 employees 2. Municipal Court Administration 154 employees 3. Library 146 employees 4. Superior Court/Jury Commissioner 140 employees 5. Assessor 120 employees 6. Public Defender 112 employees Analysis: The departments and groups that are under represented are: 1. Administrator's Office Hispanics 2. Municipal Court Asian/Pacific Islanders and American Administration, Indians/Alaskan Natives 3. Library African Americans, Hispanics, and American Indians/Alaskan Natives 4. Superior Court/ African Americans, Asian./Pacific Jury Commissioner Islanders, and American Indians/Alaskan Natives 5. Assessor's Office African Americans, Hispanics, and Asian/Pacific Islanders 6. Public Defender Hispanics and Asian/Pacific Islanders D. Small Departments: The small departments are those with more than 20 employees. Departments in this category are: 1. Auditor-Controller 65 employees 2. Animal Services 59 employees 3. Clerk-Recorder 52 employees 4. Community Development 46 employees 5. Building Inspection 44 employees 6. Human Resources 37 employees 7. Agriculture 37 employees 8. Orinda Fire District 35 employees A:AAPRGRPT.WPD 14 9. County Counsel 32 employees 10. Treasurer/Tax Collector 28 employees 11. Moraga Fire District 24 employees Analysis: The groups that are under represented are: 1. Auditor-Controller African Americans, Hispanics, and American Indians/Alaskan Natives 2. Animal Services Hispanics and Asian/Pacific Islanders 3. Clerk-Recorder None 4. Community Development African Americans, Hispanics, Asian/Pacific Islanders and American Indians/Alaskan Natives 5. Building Inspection Females and Hispanics 6. Human Resources Hispanics, Asian/Pacific Islanders, and American Indians/Alaskan Natives 7. Agriculture Females African Americans, , Asian/Pacific Islanders, and American Indians 8. Orinda Fire District Females, African American, Hispanics, Asian/Pacific Islanders, and American Indians/Alaskan Natives 9. County Counsel African Americans, Hispanics, Asian/Pacific Islanders, and American Indians/Alaskan Natives 10. Treasurer-Tax Collector African Americans and American Indians/Alaskan Natives 11. Moraga Fire District Females, African Americans, Hispanics, Asian/Pacific Islanders and American Indians/Alaskan Natives A:AAPRGRPT.WPD 15 ei�-�'' • E. Smallest Departments: The smallest departments are those with more than one employee and less than twenty employees. Departments in this category are: 1. Retirement Administration 18 ,nployees 2. Private Industry Council 17 employees 3. Veterans Services 5 employees 4. Cooperative Extension 3 employees 5. Personnel Merit Board 1 employee Analysis: The groups that are under represented are: 1. Retirement African Americans, Hispanics, Administration Asian/Pacific Islanders, and American Indians/Alaskan-Natives 2. Private Industry Council Asian/Pacific Islanders and American Indians/Alaskan Natives 3. Veterans Services Asian/Pacific Islanders, and American Indians/Alaskan Natives 4. Cooperative Extension African Americans, Asian/Pacific • Islanders, and American Indians/Alaskan Natives 5. Personnel Merit Board African Americans, Hispanics, Asian/Pacific Islanders, and American Indians/Alaskan Natives • A:AAPRGRPT.WPD 16 III. Employment Status The employment analysis of hires, promotions, and separations are from January to December 1995. A. Hires There were eight hundred thirty-eight (838) employees hired during this reporting time period (Attachment 6). More than half of the hires were Females. There were: 593 (71%) Females; 156 (18%) African Americans; 109 (13%) Hispanics; 84(10%) Asian/Pacific Islanders; and 5 (6.2%) American Indian/Alaskan Natives employees hired. The total number of minorities hired was 354 (42.2%). All groups were hired at percentages above their labor force representation. B. Promotions There were three hundred thirteen (313) employees promoted during this reporting period (Attachment 6). There were: 173 (55%) Females; 45 (14%) African Americans; 31 (10%) Hispanic employees; 27 (9%) Asian/Pacific Islanders; and 6 (2%) promotions for American Indians/Alaskan Natives. Females, African Americans, Asian/Pacific Islanders, and American Indians were promoted at percentages above their labor force representation. Hispanics were not . promoted at their labor force percentages. The total number of minorities ;; promoted was 100 (32%). Minorities were promoted significantly above their labor force representation of 27.6%. C. Separations There were five hundred nine (509) employees who separated from County Service (Attachment 6). More than half of the separations were among Females. There were: 346(68%)Females; 99(19%)African Americans, 50 (9.8%) Hispanics; 36 (7%) Asian/Pacific Islanders, and 4 (.8%) American Indians/Alaskan Natives. Females,African Americans,and American Indians/Alaskan Natives separated from.the County in percentages higher than their labor force representation. Hispanic employees were the only group that did not have employees that seperated at percentages higher than their labor force representation. There were 189 (37%) minority employees leaving County service at a percentage higher than their labor force representation. The types(Attachment 7)of separations and an analysis of the minorities and females in the five separation categories are: • 1. Resignations - Two hundred fifty-one (251) employees resigned from the County. There were: 165 (65%) Females; 39 (15%) African Americans, 27 (10%)Hispanics; 24(9.6%)Asian/Pacific Islanders and 3 (1%) for American A:AAPRGRPT.WPD 17 G.iys' • Indians/Alaskan Natives. All groups except Hispanics, had employees that resigned at percentages higher than their labor force representation. There were 93 (37%)minorities who resigned from County service during this time period. 2. Constructive Resignation - There were fifteen (15) employees with constructive resignations. There were: 11 (73%) Females and 3 (20%) African Americans, 1 (7%) Hispanics, 1 (7%) Asian/Pacific Islanders, and 1 (7%)American Indians/Alaskan Natives. Females,African Americans, and American Indians/Alaskan Natives had constructive resignations above their labor force representation. There were 6 (40%) minorities with constructive resignations. 3. Retirements - There were one hundred forty-four (144) employees who retired from the County. There were: 93 (65%) Females; 16 (11%) African American; 6 (4%) Hispanic; 4 (9%) Asian/Pacific Islanders; and zero.(0) American Indians/Alaskan Natives retirements from County service. Females,African Americans and Asian/Pacific Islanders retired from the County in percentages higher than their labor force representation. There were 26 (18%) minorities retired during this time period. 4. Lay Offs - There were forty-eight (48) employees that were laid off in the County. Females 45 (93%), African Americans 27 (56%), Hispanics 10 (21%), Asian/Pacific Islanders 4 (8%), and American Indian/Alaskan Native zero (0%). All groups except Asian Pacific Islanders and American Indians/Alaskan Natives were laid off at percentages higher than their labor force representation. There were 41.(85%) minorities laid off during this reporting period. This is more than three times their representation in the labor force. 5. Deaths- Twelve(12)employees died during this reporting period. Seven (7 or 58%) female; 1 (8%) African American, 1 (8%) Hispanic, 1 (8%) Asian/Pacific Islanders, and zero (0) American Indian/Alaskan Natives. Females and African Americans exceeded their labor force representation in this category. There were 3 (25%) minorities who died during this reporting period. 6. Dismissed - There were twenty-three (23) employees who were dismissed from County service. There were: 15 (65%) Females; 9 (39%) African Americans; 2 (9%) Asian/Pacific Islanders, 2 (9%) Hispanics and zero (0) American Indians/Alaskan Natives. Females, African Americans, and Asian/Pacific Islanders exceed their labor force representation in this category. There were 13 (57%) minorities dismissed from County Service. • Minorities were dismissed at a percentage twice their representation in the labor force. A:AAPRGRPT.WPD 18 e.'I • 7. Rejection of Probation - There were sixteen (16) employees rejected during the probationary period. There were: 10 (62%) Females, six (37%) African Americans, 2 (13%) Hispanics, zero (0%) Asian/Pacific Islanders, and zero (0%)American Indians/A.3skan Natives. Females,African Americans, and Hispanics were rejected probationary employees that left County service at percentages above their labor force representation. D. Disabled Employees Workforce Analysis The County's Disability Program began in 1978. The County is active in the recruitment and selection of disabled applicants and employees. We have: ♦ established policies and procedures to protect disabled employees from discrimination; ♦ developed a "Transition Plan" to ensuring our facilities (buildings) are accessible; ♦ reviewed our programs and services to ensure accessibility; ♦ trained managers and supervisors on how to process requests for reasonable accommodations from disabled employees; and • ♦ trained employees of their rights under the Americans with Disabilities Act. 1. Workforce: Among the 6,921 employees reported from January to December 1995, there are eighty-seven (87 or 1.3%) employees who identify themselves as having a disability. There are disabled employees with disabilities based on: 20 (.3%) visual; 12 (.2%) hearing-, 4 (.1%) speech; 40 (.6%) physical; and 12 (.2%) developmental disabilities. 2. Supervisory Employees: Among the 794 supervisory employees, there are 16 (2.0%) employees who identify themselves as having a disability. The disabilities are: 5 (.6%) visual; 1 (.1%) hearing; • 0 (.0%) speech; 7 (.9%) physical, and 3 (.4%) developmental disabilities. A:AAPRGRPT.WPD 19 • 3. Management Employees: Among the 898 management employees, there are 16 (1.8%) employees who identify themselves as having a disability. The disabilities a 5 (.6%) visual; 0 (.0%) hearing; 1 (.1%) speech; 8 (.9%) physical; and 2 (.2%) developmental disabilities. 4. Employment: There were no employees, who identified themselves as being disabled, hired during this reporting period. • A:AAPRGRPT.WPD 2 0 • N. Americans with Disabilities Act The County is aggressively implementing Federal regulations and requirements of. the American with Disabilities Act. The implet:entation of the Americans With Disabilities Act (ADA) can be divided into three broad categories: Accessibility; Essential Functions; and Requests for Reasonable Accommodations. A. Accessibility The General Services Department, Architectural Division, has completed the review of all County buildings identifying barriers to accessibility(using the Americans with Disabilities Act Guidelines (ADDAG)). The draft "Transition Plan" for Priority A Buildings was sent to the Section 504 Committee and community groups and organizations for review and comments. Priority A Buildings are those with high public/employee usage. The Transition Plan was adopted and time frames have been established to eliminate barriers to accessibility. A special account has been established to deposit $50.00 from every fine paid for violations of provisions prohibiting unauthorized parking in spaces designated for persons with disabilities. Funds deposited in this special account will be used to meet our building objectives(Priorities A, B, and C) and to cover the actual administrative cost of setting aside these funds. The list of accomplishments to the Priority A list is • presented in Attachment 8. B. Essential Functions The Human Resource Department has reviewed and analyzed job classes and identified their essential functions (Attachment 9). The County continues to identify the essential functions in job classes. The priority classes are: - classes requiring medical examinations; classes where request for reasonable accommodations have been initiated; » classes where department ` request examinations; and classes that are new. In addition to classes listed in Attachment 9, the following job class(es) have identified their essential functions: Library Clerk. A:AAPRGRPT.WPD 21 C. Requests for Reasonable Accommodations Managers, supervisors, and employees are encouraged to attend the Americans with Disabilities Act (ADA) class. The class reviews the procedure.,for processing Requests for Reasonable Accommodations and assists employees by advising them of their rights under ADA. We continue to train and advise employees and supervisors of the policy and procedures for processing Requests for Reasonable Accommodations. Summary The County continues to hire all Minority groups and Females above their labor force representation during this reporting period. The County has hired all groups at or above their labor force representation for two years (from January 1995 to December 1995) and Females, African Americans,Asian and Pacific Islanders, and American Indians/Alaskan Natives were promoted above their labor force representation. . . . Females, African Americans, and American Indian/Alaskan Natives continue to be the groups separating from the County at percentages higher than their labor force representation. • The County continues to comply with the requirements of the Americans with Disabilities Act. We are aggressively implementing our Transition Plan, identifying the essential functions in job classes, and assisting employees and managers process Requests for `Reasonable Accommodations'. A:AAPRGRPT.WPD 22 • V. Minority and Women Business Enterprise Contract Compliance Program The County completed on November 17, 1993, its "Utilization Study" and the Board of Supervisors approved the recommended chant�s to the County's Minority and Women Business Enterprise(MBE and WBE) Contract Compliance Program. This report presents our accomplishments in the Construction, Purchasing, and Professional/Personal Services areas of the County's MBE and WBE Contract Compliance Program. A. Construction Program 1. Formal Construction Projects Minority Business Enterprise goals are 14% and the Women Enterprise goals are 6% for construction contracts over $50,000 at time of bid award. Construction projects are administered by the General Services and Public Works Departments. There are, on occasion, contracts administered by the County Administrator's Office. The total contract amount from the General Services (Attachment 10) and Public Works (Attachment 11) Departments is: Contracts over 1995 $50,000 Actual % Goal % • Total: $6,015,914 MBE: 894,681 14.87% 14% WBE: 520,507 8.65% 6% Both goals were exceeded. In each department there were: General Services: $1,304,221 MBE: 119,601 9.17% 14% WBE: 51,791 4.0 % 6% Public Works: $4,711,693 MBE: 775,080 16.45% 14% WBE: 468,716 9.95% 6% The total number of federally funded construction Projects were eight (8). The DBE goal for Federal Projects is 20%. The total dollar amount for the eight projects was $5,017,664. The DBE percentage achieved was 27.59% ($1,384,385). The County exceeded the DBE goal. A:AAPRGRPT.WPD 2 3 • 2. Informal Construction Projects Informal construction projects are those projects that: (1) do not require advertisement; (2) are formal bids; and (3) are under $50,000. Departrri ants may call several firms and request quotes for the project. The County does not require MBE or WBE goals on informal construction projects; however, we ask departments to solicit a representative number of female and minority firms. The two departments that generally have informal construction projects are General Services (Attachment 12) and Public Works (Attachment 13). The following analysis is for calendar year January to December 1995. A) The General Services Department had 8 informal construction contracts for $314,630. The department achieved 0% MBE participation and 0% . WBE participation. Neither the MBE goal nor the WBE goal was achieved. B) The Public Works Department had 79 informal construction contracts for $697,337. The department achieved 23.1% ($160,387)MBE and 5.3% ($34,866) WBE participation. C) The total amount of informal contracts was the following: • MBE WBE General Services $ $314,630 0 0 % 0% 0% Public Works $ $873,822 $210,415 $37,521 % . 24% 4.3% Total $ $1,188452 $210,415 $37,521 % 17.7% 3.1% The County exceeded the MBE goal (17.7%) but did not achieve the WBE goal (3.1%). In Summary: Construction Contracts Dollar Amount Achieved % Goal% Formal Total $6,015,914 MBE: $ 894,681 14.87% 14% WBE: $ 520,507 8.65% 6% Informal Total $1,188,452 MBE: $ 210,415 17.7% 14% • WBE: $ 37,521 3.1% 6% DBE Total $ 5,017,664 DBE: $ 1,384,385 27.59% 20% A:AAPRGRPT.WPD 24 Gf./yam`" • B. Purchasing Program The Purchasing Program goals are 10% MBE participation and 11% WBE participation. The Supplies(commodities)Report (Attachment 14) indicates MBEs and WBEs receiving less than 0% participation for this reporting period. The supplies report indicates that between January and December 1995, the County had 3,957 contracts for a total of$10,167,495 with local firms receiving $9,093 (0%). Staff is working with Data Processing to be sure the MBE/BE firms are being counted on the report. Several MBE/WBE firms are being used but do not appear on the report. Once this procedure is corrected, accurate data will appear for MBEs and WBEs. C. Professional/Personal Services Program Professional/Personal Services goals vary depending on the type of service contract. Most departments use 5% MBE and 10% WBE participation goals. The Services Report (Attachment 15) shows a total of 3,722 contracts for $25,754,916. Six were local contracts for $133,731 (0%), four were MBEs for $4,750 (0%), and eight were WBE's for $160,577 (.62%). The County will continue to increase MBE and WBE participation on • Professional/Personal Services contracts. • 30 A:AAPRGRPT.WPD 2 5 • VI. Summary A. Affirmative Action Program The County continues to implement an aggressive and effective Affirmative Action Program. The hiring of Minority groups and Females above their labor force representation (from January to December 1995) indicates the aggressive position Department Heads continue to take in their attempts to meet our Affirmative Action goals. Department Heads should be commended for their efforts. Females, African Americans, Asian/Pacific Islanders, and American Indian/Alaskan Natives were promoted above their labor force representation. Separations will continue to show layoffs among Minority groups and Female employees is very high. B. MBE/WBE/DBE Contract Compliance Program The MBE and WBE Program continues to become more efficient and effective. In our Construction Program, the MBE goal $1,188,452 (17.7%) was exceeded; however, the WBE goal $37,521 (3.1%) was not met for Informal Contracts. The County exceeded its • Formal Construction goals for MBEs $894,681 (14.877%) and WBEs $520,507 (8.65%). Purchasing and Professional/Personal Services continue to have their program targeted for a more aggressive review of each departments policies, procedures, and contracts. Staff will continue to work with data processing to ensure MBE/WBEs we have contracts with are listed on the reports. The County's Affirmative Action Program continues to be a program that reflects the commitment of the Board of Supervisors to have a workforce reflect its community and to assist in the development of Minority and Women Business Enterprises. • A:AAPRGRPT.WPD 2 6 • Attachments 1. County Workforce as of December 31, 1995 2. Occupational Categories as of December 31, 1995 3. Supervisory Employees as of December 31, 1995 4. Management Employees as of December 31, 1995 5. Department Analysis Report as of December 31, 1995 6. Employment Status - Hires, Promotions and Separations from January to December 1995 7. Type of Separation from January to December 1995 8. Transition Plan, Phase I, Priority One Accomplishments for 1995 9. Essential Functions for Job Classifications in Contra Costa County as of 1995 • 10. General Services Department's Construction Projects from January to December 1995 - MBE/WBE Projects 11. Public Works Department's Construction Projects from January to December 1995 -MBE/WBE Projects -DBE Projects 12. Informal Construction Contracts - General Services Department 13. Informal Construction Contracts - Public Works Department 14. Contra Costa County Supplies Report from January to December 1995 15. Contra Costa County Professional/Personal Services Report from January to December 1995 A:AAPRGRPT.WPD 2 7 a n 0 N � � N oo Q ✓ tin ° c o a I l, ° � � v o � s c U' o CIO a CD w ~ m CD Y Cn 0 CD CA V CD C p CD O G � 0 O M N _ _ _ W C\ Vt Ut 00 O1 N w O 00 00 w O �'''� W U W K 00 W A J A Cn J 1.0 N J 00 00 N J00 \O Q\ ON N A CN N CN N ^- O O\ - Q\ U w O \ O N 00 Q\ O\ N W A 00 Q\ N W DO \p N J J� 00 •n- H O N O J O J O lJh O w O O O O a\ O J O w O w O O O\ O p\ O \p c O411�- OO O\ -- v\ J J O\ p J 00 C 0 00 �. Q\ .0�0 ... J v O p N j�, w d 'L1 Z O crJZCr Y a N _ N r 00 O Q to 1� VN\ cn N ONO J J O N V\ O > �� z \J J O\ V� V\ W O _ C4 Cn 00 A C� CD 00 *v %D 00 a a 00 J 00 41 N N w O w N J N N \O ON a 00 x 00 Attachment 2 0 0 0 W A In A N J v, C n a -3 O m mz CD 0 G • G r cu ti O ., o r. t� w `' mj O C -c z m = z n a ON A x � w y� t~ . a Attachment 3 CD m s CD 0 "' k O N A Cj C\ 00 00 CN Z z o C V. to 00 ., r' C/o Vl O� C > C') J W V� a Attachment 4 0 0 a z a R o n . (b ac ' off o p 0 CCD C7 o C '1 C7 O O a ,d O N N W .•- ON N A LA 00 W �O 00 J �O w 00 C% O\ � 00 00 O, N w A w A Vi ON Q\ w A ►- cn -o "rl 10 %0_ -.00 N .W _Q O\ .00 ..Q'I W A V\ O . _Ut .00- C) 00_O N O C7% O N O A O to O O O �O O O O Ct7 C � z N N A w W W N 00 (A 00 1�0 A A 0000 N � fCrD p Z G v O\ V� cn W �D O N O all z > - a z � c � z on 00 V N 00 W N Ln J A N A n x v? VlW W J W N O\ 00 Vi O A 0� W l! 00 _Z W 00 � Ut v A � � w � N � O � •--• w A N � \'J C� • O O N w -- O O J N O O w N i Attachment 5 CD 0 o CD d dSID d 5. rn c CD O o CD x w s' 0 n � 0 v, C> W N O A w W A cT w cn N ON A W -4 N 00 0\ O A w y _ _ O 00 w v N N G1 l!i 00 A J ZO to w O� to N J_ N w N A O 00 \0 �p O w O W O w O O O W O N O �o O 00 O w O O � O - O 00 O t!i O A O O O N O N O w d mac' O W _.�. N N N.. 00. .. ON ar CDvz0 w 0 � > a `O > C VI � C Q1 f Z N W 00 W O O O O ) 'o 00 N W O O � N � n 00 W 00 N A 00 W w N \.D Cn w N v O N N cn A w a �-r n a W N v -- 00 . O O N O O O O J J N O O O O a Attachment 5 • Ol a _� co o d o' mss' v a =; o a. 5' o o o o o o o 4k o o J �D --' J 00 W .A lJl ? W •• •--- N to W C O w '0 00 W N "O to O\ 00 O w �O O N 1�- 00 O N J Q, 0, A W U A 00 O lh lh J J O w O O O cNn O O W O O to O D O O �D O N O � O J O G U d v J 00 J N 00 ev d 'TJ Z 00tp O J. lh OJ v, "D '-3 g m a O � v' z n w O -3 , a � zc tz Cz In O p W w 00 N W N W J n x U L" N N N W d O O O O C J J w N W J O0 v. Z CnCn NO O O C w LA cn w O O N Do C w C7 pp J O O O O O O O C O O O Attachment 5 r b y o � C C) o c� n 0 A N N lli O N - C, (h N cn w O J N O 00 00 W O W 00 N ?.. 00 A tJ. O O N O A O 00 O lli O 00 O O O th (7 O � z ON O w Oo O w N ^� • W A J N rrl0 a. 0 p O wo -�3y > > `D > O x A O O n V D z o o O O A > w C) Cn O O O O O O v J a 140 Attachment 5 V ° CIO z 41 N w A O �D In C 00 ON t.A W �" W O O O C O �D O w O w ONw N A O J [77 " a N A vAi oc n CSO ao� 0 • � >> w �-zc ;60 CD �z >cn N v: o W -,e z A NO C-; z Li 7� 00 z. C z Attachment 6 -off d a 0 d r to 0 o_ v r 0 G $ v CD CD • CD C. 0 W Q\ W A w kA t.) W w 00 y N w 00 O\ N Vi Vi J A ut w 00 w A O\ a O', A Q\ U 00 O\ N O 00 J Vi w w Vn Vi ICJDt N O �--� O N N A O to O �O O ON O N O A O � O w w 00 O N J O w N O0 O w O J V' C17 �p V 00O� O W � U 'El Z'j x � rri� o� o _ _ _ as 00 O �� N Do A J — N O O O f7 _z O n U0Z A 00 N W A r z 0 00 >z d c x O Attachment 7 GENERAL SERVICES DEPARTMENT Architectural Division 1220 Morello Avenue,Suite 100 Martinez,California 94553-4711 (510)313-7200 FAX 313-7299 File: PD000-9203/A.2.1 Date: September 13, 1996 TO: Phil Batchelor,County Administrator Attention: Emma Kuevor,Affumadve Action.Officer FROM: Barton J.Gilbert, Director of General Services (� By: Robert D. Hill,Supervising Architect M"�- SUBJECT: ADA REQUIREMENTS FOR COUNTY FACILITIES(WH363A);Transition Plan,Phase I, Priority One- Accomplishments for Fiscal Year 1995-96 A. We have completed or were in the process of completing the following items during fiscal year 1995-96 for the first nine buildings listed as Priority One buildings in Attachment A to your memo of January 21, 1994.Copies of the-ADA Action Plans revised to include a column for"Obstacle Corrected"are attached for the Priority One buildings. 1. Administration Building,651 Pine Street,Martinez #13 Elevators Modernization of the elevators is complete and has brought the elevators into total • compliance. 2. Richmond Health Building, 100 38th Street,Richmond Funding was not available for any items. 3. Administration Building, 100 37th Street, Richmond #36 Information The counter in.the District Attorney's Office was made accessible Counters 4. Delta Municipal Court,45 Civic Avenue, Pittsburg Funding vas not available for any items. 5. Pittsburg Health Center,550 School Street, Pittsburg Funding was not available for any items. 6. Social Service Office,30 Muir Road,Martinez 936 Information The counter was made accessible. Counters 7. Social Service Office,40 Muir Road,Martinez rFunding was not available for any remaining items. Emma Kuevor,Affirmative Action Officer PD000-9203/A.2.1 ADA REQUIREMENTS FOR COUNTY FACILITIES September 13, 1996 Page 2 8. Social Service Office,4545 Delta Fair Blvd.,Antioch #7 Accessible Parking- Work is pending to add signage to accessible stalls in staff parking lot;to make the spaces conform to accessible size regulations;and to create an eight foot access aisle next to the van accessible space #10 Accessible Route- The crumbling Gyp-Crete was replaced on the second floor and new carpet installed, Interior which provides a fum surface for wheelchairs. 917 Toilet Rooms Work is pending to provide single action hardware for the stall doors_ #30 Signage Braille signs are being installed for the public restrooms. #31 Public Telephones Two volume control telephones were provided in the reception areas with required signage. Work is pending to add volume controls to three of the house telephones at the reception windows 9. Main Library, 1750 Oak Park Boulevard,Pleasant Hill • 917 Toilet Rooms- Lever handles were provided for the public restroom doors. Doors #18 Water Closets- A toilet seat with higher spacers was provided for the men's public restroom to raise Height the seat height #21 Lavatories and Insulation was provided for exposed pipes in the public restrooms Mirrors i r Faucets Lever handles Nvere provided for the sinks #31 Public Telephones A volume control telephone was provided with a sign as required. 10. Courthouse,725 Court Street,Martinez #17 Toilet Rooms Staff toilet rooms on the first floor were made fully accessible as part of the remodel of the Clerk's office after the fire. Braille signs were installed. 936 Information A lower counter was provided in the Clerk's office and the District Attorney's office. Counters B. Work completed or under construction during fiscal year 1995-96 on other Priority One Buildings 1. Mt. Diablo Municipal Court, 1950 Parkside Drive,Concord-This location is deleted from the.Transition Plan as the building was destroyed by fire in 1995 and will not be replaced. . 2. Municipal Court,640 Ygnacio Valley Road,Walnut Creek 97 Accessible Parking One van accessible space was provided. #11 Exterior Ramps A new ramp with compliant handrails was installed #13 Elevators Brought into compliance • Emma Kuevor,Affirmative Action Officer PD000-9203/A.2.1 ADA REQUIREMENTS FOR COUNTY FACILITIES September 13, 1996 Page 3 #i7 Toilet Rooms Toilet rooms for the Jury Room and the Judge's Chamber were remodeled to provide access for the disabled. #30 Signage Braille signs were provided for public restrooms 3. Multi-tenant Office,50 Douglas Drive,Martinez #30 Signage Braille signage installed throughout 4. Social Service Office,40 Douglas Drive,Martinez #7 Accessible Parking An additional van accessible space with signage was provided. #30 Signage Braille signage was installed for the public restrooms. C. Accessibility improvements at other County buildings,Phase II or III: Site Problem Accomplishment • Social Service Office Parking Corrected stall size and added "van"to accessible • 151 Linus Pauling Dr. sign on post Hercules • Social Service Office. Parking;restroom signs; Provided accessible parking space and curb ramp; 847 Brookside Dr. handrails for stairs braille restroom signs;handrails for interior stain Richmond • Social Service Office Restroom signage,stall Lessor provided restroom signage;work is pending for 3105 Willow Pass Road handles,and accessories; providing single action stall hardware, lowering Pittsburg parking accessories in the toilet rooms,and providing additional accessible parking spaces. • Social Service Office Total remodel brought building into compliance. 1305 Macdonald Ave. Braille signs on order. Richmond • Multi-tenant Office Parking;counters Provided accessible parking stalls and signs. 10 Douglas Dr. Provided accessible counter in District Attorney's Martinez Office and Veterans Service Office. • Multi-tenant Office Counter Provided accessible counter in Supervisor's Office 2425 Bisso Lane Concord • Juvenile Hall Parking Provided accessible parking stalls,signs and curb • 202 Glacier Dr. ramp in public lot. Martinez • Emma Kuevor,Affirmative Action Officer PD000-9203/A.2,1 ADA REQUIREMENTS FOR COUNTY FACILITIES September 13, 1996 Page 4 ite Problem Accomplishment • Head Start Programs Playgrounds Provided accessible play areas. 2730 Maine,Rich. 1014 Florida,Rich. 2000 Giaramita,Rich.- 847 Brookside,Rich. • EI Cerrito Library Parking City of EI Cerrito provided two accessible parking 6510 Stockton Accessible Route,Exterior spaces,corrected slope for entry to building, EI Cerrito Restrooms provided two unisex accessible restrooms and two Drinking Fountains "high-low"drinking fountains. • General Services Signs Provided braille signs. Service Center 2467 Waterbird Way Martinez - • Social Service/ Lease was terminated and building deleted from Supervisor District 4 Transition Plan 2301 Stanwell Drive • Concord MCA002PP.DOC Attachments cc w/atts: County Administrators Office C.Chan General Services B.Gilbert K. 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N C I :� ^ O �. — w O A a S s 3 1 a O 3 • w 1 3 3 w acn r n N C o n ti f0 " �^ 3 I a o o co • ;::;.. i n. _S a �. ca O n• Q l d n H n O S y w a y Y y O i7 0 � n F n 3 N y c oo { o r--•" j O 0 Q. 07• �_ Sw w y 3 w - N i QQ rn N oo w o S � 7 a m a o - o n o' is — •o I c `' 69 69 69 61) A 69 69 69 6A O O O O OU U O O O O O O O O O O O O O O O Q O C> O i• Via: ent 8' E:>. ... 3 I n ac I N 1 'r.'12ii�i�5' p q c. to p f o w oa o y r v z z 00 O O pp o Go H o c� 0 - a N o - _ o 0 3 & > cr cn co N o q o o 3 E:EL o = j 3 �y O c y Q n dGQ ` O � O En ---------------- V W O O O to O O f e" CONTRA COSTA COUNTY ESSENTIAL FUNCTIONS FOR JOB CI:ASSIFICATIONS as of December 31, 1995 MEDTOX CLASSES - JOB CLASSES REQUIRING MEDICAL EXAMINATIONS job Classifications Airport Operations Specialist Animal Control Officer Animal Control Technician Apprentice Mechanic Building Inspector I, II Custodian I, II, Lead Detention Services Worker Driver Clerk - Electrical Inspector Equipment Mechanic Equipment Operator I Firefighter Groundskeeper, Gardener, Lead Grounds Maintenance Specialist Group Counselor, I, Il, III Home Health Aide I, II ISW - Environmental Services ISW - Food Services Laborer Licensed Vocational Nurse Mechanical Inspector Operating Engineer Psychiatric Technician Plubic Health Nurse Registered Nurse Security Guard Storeroom Cleric Storekeeper ANEOTox Attachment 9 CONTRA COSTA COUNTY General Services' Department Construction Projects for 1995 General ServiL,�s Department 1) The General Services Department had seven(7) construction projects over$50,000 in 1995. The total dollar amount awarded was $1,304,221. The MBE participation was $119,601 or 9.17%and the WBE participation was$51,7791 or 4.0%. 2) The construction projects were: (a) Elevator Improvements at 651 Pine Street, Martinez(Montgomery'Kone, Inc.). The MBE percentage achieved was 3.12%($9,825) and the WBE percentage achieved was .95%(%546). The MBE and WBE goals were not met; however, the contractor documented a"good faith effort"to achieve the MBE and WBE goals. The amount of the contract was $314,815. (b) T-Hangar Construction at Contra Costa County Byron Airport(Primecon). The MBE percentage achieved as 2.23%($9,394) and the WBE percentage achieved was 9%. The MBE and WBE goals were not met; however, the contractor documented a"good faith effort"to achieve the MBE and WBE goals. The amount of the contract was $420,412. (c) Plumbing Repairs at County Courthouse, 725 Court Street, Martinez(Three J's Development, Inc.). The MBE percentage achieved was 14.63%($37,000) and the WBE percentage achieved was 14.63% (37,000). The MBE and WBE goals were met. The amount of the contract was $261,971. (d) Reroofing at Martinez Detention Facilit}-, 1000 Ward Street, Martinez (Andy's Roofing Co., Inc.). The MBE percentage achieved was 0%and the WBE percentage achieved was 0%. The MBE and WBE goals were not met; however, the contractor documented a"good faith effort"to achieve the MBE and WBE goals. The amount of the contract was $142,800. (e) Reroofing at 10 Douglas Drive, Martinez(Enterprise Roofing Service, Inc.). The MBE percentage achieved was 14.05%($7,015) and the WBE percentage achieved was 6.1%($3,045). The MBE and WBE goals were achieved. The amount of the contract was $49,937. (f) Clyde Park, Phase 11, Port Chicago Highway, Clyde, for County Service Area M-16 (Lone Star Landscape, Inc.). The MBE percentage achieved was 89.4% ($47,027) and the WBE percentage achieved was 6.4% ($3,000). The MBE and WBE goals were exceeded. The amount of the contract was $42,027. (g) Freight Elevator Renovation at Merrithew Memorial Hospital, 2500 Alhambra Avenue, Martinez(Amtech Elevator Service). The MBE percentage achieved was 14%($9,340)and the WBE percentage achieved was 12%($8,200). The MBE and WBE goals were met. The amount of the contract was $67,259. Attachment 10 CONTRA COSTA COUNTY Public Works' Department Construction Projects for 1995 Public Works Department 1) The Public Works Department had nineteen (19) construction projects over $50,000 in 1995. The total dollar amount awarded was $4,711,693. The MBE participation was $775,080 or 16.45% and the WBE participation was $468,716 or 9.95% or 10%. 2) The construction projects were: (a) El Portal Drive/Fordham Street Signal Modification (Richard A. Heaps Electrical Contractor, Inc.). The MBE percentage achieved was 18.3% ($9,939) and the WBE percentage achieved was 6.1% ($3,039). The MBE and WBE goals were exceeded. The amount of the contract was $49,888. (b) West Cypress Road Bicycle Lanes (Bay Hawk, Inc.). The MBE percentage achieved was 100% ($50,349) and the WBE percentage achieved was 100% ($50,349). The MBE and WBE goals were exceeded. The amount of the contract was $50,349. • (c) Kensington Roads Improvement Assessment District (KRIAD) Reconstruction Phase 4 (Hess Construction Co., Inc.). The MBE percentage achieved_was 17.05% ($96,8 (d) State Highway 4 Widening Empire Avenue to Vintage Park (All bids were rejected.) (e) Camino Tassajara Bridge Replacement (All bids were rejected.) (f) Lindsey Detention Basin Interim Excavation -Flood Control and Water Conservation District (DSS Company). The MBE percentage achieved was 12.45% ($77,013) and the WBE percentage achieved was 11.52% ($71,253). The MBE goals was not achieved; however, the WBE goal was exceeded. The contractor documented a"good faith effort" to achieve the MBE goal. The amount of the contract was $618,473 for Alternate 1. (g) Kensington Roads Improvement Assessment District (DRIAD) Reconstruction - Phase V (Hess Construction Company, Inc.). The MBE percentage achieved was 17.18% ($53,276) and the WB percentage achieved was 7.74% ($24,000). The MBE and WBE goals were exceeded. The amount of the contract was $310,115. Attachment 11 • Contra Costa County Public Works Department Construction Projects for 1995 (h) State Highway 4 Widening-Empire Avenue to Vintage Parkway -Phase 3 (DeSilva Gates Construction, L.P.) The MBE percentage achieved was 16.4% ($125,038) and the WBE percentage achieved was 19.6% (149,744). The MBE and WBE goals were exceeded. The amount of the contract was $763,547. (i) Peralta Road Widening(North Bay Construction, Inc.). The MBE percentage achieved was 10.14% ($10,665) and the WBE percentage achieved was 7.65% ($8,050). The MBE goal was not achieved; however, the WBE goals was exceeded. The contractor documented a"good faith effort" to meet the MBE goal. The amount of the contract was $105,177. (j} Hap Magee Park Bike Lanes/Signal (Steiny and Company, Inc.). The MBE percentage achieved was 22.05%($20,520) and the WBE percentage achieved was 6.94% ($6,465). The MBE and WBE goals were exceeded. The amount of the contract was $93,070. . (k) Appian Way/Manor Road Traffic Signal (Steiny and Company, Inc.). The MBE percentage achieved was 22,89% ($24,833) and the WBE percentage achieved was 8.4% ($9,109). The MBE and WBE goals were exceeded. The amount of the contract was $108,465. (1) San Ramon Creek Drop Structure Rehabilitation (Mt. Diablo Corporation). The MBE percentage achieved was 5.45% ($12,290) and the WBE percentage achieved was 0%. The MBE and WBE goals were not achieved; however, the contractor documented a "good faith effort" to meet the MBE and WBE goals. The amount of the contract was $225,419. (m) Bay Point Redevelopment Drainage Improvements Bella Monte Storm Drain (B & V Construction Services). The MBE percentage achieved was 66% ($82,327) and the WBE percentage achieved was 7.69% ($9,600). The MBE and WBE goals were exceeded. The amount of the contract was $124,770. (n) Camino Tassajara Realignment at Finley Road (Don Lawley). The MBE percentage achieved was 3.37% ($21,097) and the WBE percentage achieved was 6.12% ($38,270). The MBE goal was not achieved but the Attachment 11 Contra Costa County Public Works Department Construction Projects for 1995 WBE goal was exceeded; however, the contractor documented a"good faith effort" to achieve the MBE goal. The amount of the contract was $625,669. (o) Pittsburg Avenue Extension (Bauman Landscape, Inc.) The MBE percentage achieved was 18.8% ($34,410) and the WBE percentage achieved was 8.6% ($15,715). The MBE goal and WBE goal was exceeded. The amount of the contract was $183,000. (p) Neroly Road"S" Curve Realignment (Fanfa, Inc.) The MBE goal achieved was 0% and the WBE goal achieved was 7.28% ($6,882). The WBE goal was exceeded but the MBE goal was not achieved; however, the contractor documented a"good faith effort" to achieve the MBE goal. The amount of the contract was $94,510. (q) Brookside Drive Realignment Project (Joe Carone, Inc.) The MBE percentage achieved was 13.45% ($28,305) and the WBE percentage achieved was 1.84% ($3,8,50). The MBE goal was not achieved nor was the WBE goal achieved;however, contractor documented a"good faith effort" to achieve the MBE nad WBE goals. The amount of the contract was $208,807. (r) Laurel Road Basin Improvement (J.A. Gonsalves & Son). The MBE percentage achieved was 20.1% ($64,600) and the WBE percentage achieved was 6.1% ($19,600). The MBE and WBE goals were achieved. The amount of the contract was $321,550. (s) Pacheco Boulevard Frontage Improvements (Zolman Construction & Development, Inc.) The MBE percentage achieved was 21.7% ($56,656) and the WBE percentage achieved was 7.1% ($18,400). The MBE The total number of Federally funded Disadvantaged Business Enterprise (DBE) projects was eight (8) and the DBE goal is 20%. The total dollar amount for the eight projects was $5,017,664 with 27.6% ($1,384,385) DBE participation achieved. The DBE projects are: (1) Appian Way Triangle Realignment (Joe Carone, Inc.). The DBE percentage achieved was 10.6% ($195,331). The DBE goal was not met; however, the contractor documented a"good faith effort" to meet the • goals. The amount of the contract was $1,842,047. Attachment 11 • Contra Costa County Public Works Department Construction Projects for 1995 (2) Olympic Boulevard Widening (Ghilotti Brothers Construction, Inc.). The DBE percentage achieved was 22.46% ($263,000). The DBE goal was exceeded. The amount of the contract was $1,171,381. (3) Camino Tassajara Bridge Replacement (Pleasanton Engineering Contractors). The DBE percentage achieved was 21.48% ($142,900). The DBE goal was exceeded. The amount of the contract was $579,153. (4) Alhambra Valley Road Slide Repair(Sarott Construction). The DBE percentage achieved was 20.06% ($14,300). The DBE goal was met. The amount of the contract was $771,269. (5) San Pablo Dam Road Slide @ 252 (Kulchin-Condon& Associates). The DBE percentage achieved was 15.65% ($45,500). The DBE goal was not met; however, the contractor documented a"good faith effort" to meet the DBE goal. The amount of the contract was $290,680. (6) Kirker Pass Road Median Barrier Extension (M. Bumgarner). The DBE • percentage achieved was 7.9% ($25,700). The DBE goal was not met; however, the contractor documented a"good faith effort" to meet the goal. The amount of the contract was $325,169. (7) Byron Highway Bridge Renovation& Seismic Retrofit (West Coast Bridge, Inc.). The DBE percentage achieved was 12.4% ($684,815). The DBE goal was not met; however, the contractor documented a"good faith effort" to meet the goal. The amount of the contract was $684,815. 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