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HomeMy WebLinkAboutMINUTES - 10022001 - C.59 '7-fl 9 ` TO: BOARD OF SUPERVISORS -:;.-'` ...••`�� ..r �: �:- CONTRA COSTA FROM: John Sweeten, County Administrator COUNTY DATE: September 14, 2001 SUBJECT: ANNUAL AFFIRMATIVE ACTION PROGRESS REPORT SPECIFIC REQUEST(S) OR RECOMMENDATION(S) & BACKGROUND AND JUSTIFICATION RECOMMENDATION(S): ACCEPT report from County Administrator regarding the County's 2000 Affirmative Action Progress Report. BACKGROUND/REASON(S) FOR RECOMMENDATION(S): The Affirmative Action Officer prepares an annual Affirmative Action Progress Report each year that evaluates the County's Affirmative Action Programs. The Affirmative Action Progress Report reviews the departments' workforce', County hires, promotions, and separations, and the County's Disability Access to Facilities and Employment. The County continues to hire and promote race/ethnic minorities and females above their labor force representation. The County workforce indicates all groups exceeded their 1990 Labor Force representation. .The County workforce is: 1990 12/31/00 Labor Force Workforce Hispanic 10.5% 11% African Americans 7.6% 15% American Indians/Alaskan Natives .6% 1% Asian/Pacific Islanders 8.9% 10% Total Minorities 27.6% 37% Females 45.4% 64% CONTINUED ON ATTACHMENT: X YES SIGNATURE: _ RECOMMENDATION OF COUNTY ADMINISTRATOR—RECOMMENDATION OF BOARD COMMITTEE _t-APPROVE _OTHER SIGNATURE(S): r' ACTION OF BOARD ctober 2. 2001 APPROVED AS RECOMMENDEDOTHER VOTE OF SUPERVISORS I HEREBY CERTIFY THAT THIS IS A xy UNANIMOUS(ABSENT none 1 TRUE AND CORRECT COPY OF AN AYES: NOES: ACTION TAKEN AND ENTERED ABSENT: ABSTAIN: ON MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE SHOWN. Contact: ATTESTED JOHN SWEETEN,CLERK OF THE BOARD OF SUPERVISORS ANDCOUNTY7 MINISTRATOR cc: CAO 3WAd&Xf 4"PUTY September 14, 2001 Annual Affirmative Action Progress Report Page 2 There were 8,029 employees in permanent full-time, permanent part-time, and project exempt positions. Temporary and contract employees are not included in this report. The attached report is presented for your review. CONTRA COSTA COUNTY I e AFFIRMATIVE ACTION ANNUAL PROGRESS REPORT January-December 2000 y Introduction Contra Costa County evaluates its Affirmative Action progress on a regular basis to allow for changing priorities, identification of areas on which to concentrate efforts and a review of the County's accomplishments in Affirmative Action. Contra Costa County's Affirmative Action accomplishments are the result of the leadership of the ` Board of Supervisors and commitment of the County Administrator, Department Heads, managers, supervisors, employees, unions, and community groups and organizations. The Affirmative Action Program goal is to have the County workforce reflect the diversity of our County labor force. This report presents the County's workforce in the following areas: I. Summary A. Workforce Analysis 1. Occupational Categories 2. Supervisory Employees 3. Management Employees 4. Department Analysis B. Employment 1. Hires 2. Promotions 3. Separations C. Disability Program 1. Workforce Analysis 2. Americans with Disabilities Act(ADA) Requirements a. Accessibility b. Essential Functions U. County Workforce Analysis as of December 31, 2000 A. Goals B. Workforce C. Occupational Categories D. Supervisory Employees E. Management Employees F. Workforce Analysis by Departments as of December 31, 2000 L. Largest Departments 2. Large Departments 3. Medium Departments 4. Small Departments 5. Smallest Departments 1 III. Employment Status A. Hires B. Promotions C. Separations IV. Disability Program A. Workforce Analysis B. American with Disabilities Act(ADA)Requirements 1. Accessibility 2. Essential Functions 2 I. Summary A. Workforce Analysis The County continues to implement an aggressive Affirmative Action Program and continues to evaluate the effectiveness of its program. The County's overall workforce for all ethnic and racial groups and females meets or exceeds the County's labor force representation. This accomplishment is due to the efforts of its Department Heads and their staff. They continue to select qualified candidates for new or vacant positions in their department. 1. Occupational levels: Diversity continues to increase throughout the occupational levels. Emphasis continues to be placed, for all groups, on the following occupational categories: Officials and Administrators,Professionals, Protective Service Workers, and Skilled Craft Workers. 2. Among supervisory employees, representation increased for African Americans and American Indians/Alaskan Natives. 3. Management employees representation is also increasing for African Americans, Hispanics, and Asian/Pacific Islanders. 4. Departments continue to move more closely to having a representative workforce for all groups. Health Services Department is the only department with a representative workforce for all groups. Several departments have a representative workforce for all except one group. Those departments are: Assessor's Office, Community Services, County Administrator's Office, the District Attorney's Office, and Employment and Human Services. B. Employment 1. Hires: Analyzing by racial, ethnic and gender groups, the number of applicants hired in the County in 2000,all ethnic and racial groups and females exceeded their labor force representation. An aggressive approach to hiring a representative group of applicants has made it possible for the County to reach its current goals. Departments will continue to work towards their goals for specific job classifications through targeted recruitment efforts by job classification,job related tests, and selections. 2. Promotions: Qualified employees have been promoted above their labor _ force representation for all ethnic and racial groups and females. Departments continue to aggressively promote minorities and women in all occupational categories. 3 3. Separations: Employees that separated from the County at or above their labor force representation were Females, African Americans, Asian/Pacific Islanders, and American Indians/Alaskan Natives. Departments are asked to review the reason(s) employees' leave (such as resignation, rejection from probation, retirement, etc.) and recommend ways to reduce the number of employees leaving County service. C. Disabled Access to Facilities and Employment The County offers accommodation to disabled candidates who request assistance during our selection process. The Human Resources Department also contacts disabled rights groups and organizations to recruit disabled job applicants for County employment opportunities. 1. There are only a small number of employees who at the time they were hired (since 1990)voluntarily identified themselves as being disabled. The County does not survey its workforce to identify employees who may become disabled once they are hired. There were forty disabled employees who voluntarily identified themselves when hired as of December 31, 2000. There were ten(10)with visual disabilities;four(4)with hearing disabilities;two(2) with speech disabilities; twenty (20) with physical disabilities; and three (3) with developmental disabilities and one with a mental disability. 2. Americans with Disabilities Act a. The County's Transition Plan is being implemented and the County has progressed in making our facilities accessible. Buildings were prioritized based upon the number of employees and public members utilizing the facility. Priority A Buildings is 90% accessible and the County is now working on Priority B and C Buildings. New buildings purchased, leased, or rented are also included in the updating of the Transition Plan. b. Essential functions have been developed for most job classifications for which examinations have been administered since 1990. Essential functions were developed for all job classifications specified in attachment 7. 4 II. County Workforce Analysis as of December 31, 2000* 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 Pacific original peoples of the Far Pacific East, the Indian Subcontinent, Southeast Asia, or the Pacific Islands. This Islanders: area 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 Alaskan America and who maintain cultural identification through tribal affiliation Natives: or community recognition. A. Goals The County uses the Bureau of the Census 1990 Labor Force Statistical Data for Contra Costa County as its goal. The goals for the various groups are: 1990 Census Labor Force December 31, 2000 Groups Percentages Workforce Percentages Hispanics 10.5% 11% African Americans 7.6% 15% Asian/Pacific Islanders 8.9% 10% American Indians/Alaskan Natives .6% 1% Total 27.6% 37% Females 45.4% 64% *This summary may include job classifications not subject to the 1975 Consent Decree (Croskrey v Contra Costa County, United States District Court, Northern District of California). 5 B. Workforce There were 8,029 employees (Attachment 1) in permanent full-time, permanent part-time, and project exempt positions. Temporary and contract employees are not included in this report. Employee Contra Costa County Workforce Statistics Percentages 1990 Labor Force Census Goals & Contra Costa County December 31,1999 Workforce 70% e+x 60% 50% 6.4% 40% 30% 20% Asx 10°�6 6x <:> O.B% 1% 0% Goal/African-Amer% 7 Goal/Aslan-Pacts % Goal/Female % Goal/Hispanic % Goal/Amerind-AIaN % There were 5,158 (64%) female employees in the workforce which significantly exceeds their Contra Costa labor force (45.4%) representation. There were 933(11%) Hispanic employees in the workforce which exceeds their Contra Costa labor force (10.5%o) representation. There were 1,268 (15%) African American employees in the workforce which significantly exceeds their Contra Costa labor force (7.6%) representation. There were 800 (10%) Asian/Pacific Islander employees in the workforce which exceeds their Contra Costa labor force (8.9%) representation. There were 75 (1.0%) American Indian/Alaskan Native employees in the workforce which exceeds their Contra Costa labor force ( .6%) representation. All groups are above their labor force representation. 6 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 eight occupational or job categories: 1. Officials & Administrators: Employees who set or recommend board policies, exercise overall responsibility for execution of these policies, or direct individual departments or special phases of the County's operations. Examples include: Department Heads,Division Chiefs,Directors, Assistant Directors, Directors, Deputy Directors. � 2. Professionals: Employees in positions that require specialized theoretical knowledge normally acquired through college training or through work experience and other training. Examples include: Physicians, Attorneys, Librarians, Registered Nurses, Accountants, Management Analysts, Analysts, and Psychologists. 3. Technicians: Employees in positions that require a combination of basic scientific or technical knowledge and manual skill which can be obtained through specialized post-secondary school education or through equivalent on-the-job training. Examples include: Computer Operators, and Medical, Dental, and Engineering Technicians. 4. Protective Service Workers: Employees in positions that are entrusted with public safety, security and protection from destructive forces. Examples include: Deputy Sheriffs,Fire Fighters, Sergeants,Public Service Officers, and District Attorney Inspectors-Welfare Fraud. 5. Para Professionals: Employees in positions that perform some of the duties of a professional or technician in a supportive role, but require less formal training and/or experience than is normally required for professional or technical workers. Examples include: Community Health Workers, Library Assistants, Medical Aides, and Translators. 6. Administrative Support: Employees in positions that are responsible for internal and external communications, recording and retrieval of data and/or information and other paperwork required in an office. Examples include: Clerk- Experience Level, Secretary, Account Clerks, and Storekeepers. 7 7. Skilled Craft Workers: Employees in positions that perform jobs which requires special manual skills and a thorough and comprehensive knowledge of the processes involved in the work which is acquired through on-the-job training and experience or through apprenticeship or other formal training programs. Examples include: Electricians, Equipment Mechanics, Stationary • Engineers, Carpenters, and Painters. 8. Service/Maintenance: Employees in positions that perform duties which result in or contribute to the comfort, convenience, hygiene or safety of the general public or which contribute to the upkeep and care of buildings, facilities, or grounds on public property. Workers in this group may operate machinery. Examples include: Gardeners, Laborers, Custodians, Groundskeepers, and Equipment Operators. l 8 The following is a summary of workforce by occupational categories for Contra Costa County as of December 31, 2000. All pages of this summary may include job classifications not subject to the 1975 Consent Decree (Croskrey v. Contra Costa County, United States District Court). Officials /Administrators Group # % Total 281 100 Females 149 53 African Americans 37 13 Hispanics 17 6 Asian/Pacific Islanders 11 4 American Indian/Alaskan Natives 0 0 Officials/Administrators Gender Race/Ethnic Groups 132(479'0) 216(77%) i :� !iii IQ ® Males Females EBBHJU W hites African-Amer Hispanics Asian/Pacls AmerIpJAK Nat 9 Professionals Group # % Total 2665 100 Females 1704 64 African Americans 337 13 Hispanics 190 7 Asian/Pacific Islanders 344 13 American Indian/Alaskan Natives 18 .6 Professionals Gender Race/Ethnic Groups 961 (36%) 1778(88.4%) 411 f 44 3 13% 1704(64%) 337(13%) ® Males Females ® Whites African-Amer Hispanics Asian/Pacls AmerIn/AK Nat 10 Technicians Group 9 % Total 850 100 Females 569 67 African Americans 145 17 Hispanics 113 13 Asian/Pacific Islanders 128 15 American Indian/Alaskan Natives 15 2 Technicians Gender Race/Ethnic Groups 349(53%) 281 (339'°) %! I 15(72 ZARA j �. ° 128(15,6) 145 17% ) 0 589 87% 113(13%) ® Males Females ® Whites %i, African-Amer ® Hispanics Asian?acls AmerIn/AK Nat . 11 Protective Services Workers • Group # % Total 885 100 Females 110 12 African Americans 94 11 Hispanics 79 9 Asian/Pacific Islanders 34 4 American Indian/Alaskan Natives 10 1 Protective Service Workers Gender Race/Ethnic Groups 558(76°h) e 34(4% 110(1256) �/ 79(996) ® Males Females ® Whites African-Amer ® Hispanics Asian/PacIs AmerIn/AK Nat 12 Para Professionals Group # % Total 562 100 Females 428 76 African Americans 155 27 Hispanics 104 19 Asian/Pacific Islanders 54 10 American Indian/Alaskan Natives 7 1 Para Professionals Gender Race/Ethnic Groups 134(24%) X j/ 428(76%) 104(19%) ® Males a Females ® Whites ;% African-Amer Hispanics Asian/PaeIs <r`r' Amerin/AK Nat 13 Administrative Support Group # % Total 2274 100 Females 2054 90 African Americans 397 17 Hispanics 341 15 Asian/Pacific Islanders 191 8 American Indian/Alaskan Natives 17 .7 Administrative Support Race/Ethnic Groups Gender 1328(59.3%) 191 (8%) 387(17%) 341 (15%) ® Whites African-Amer ® Males Females Hispanics Asian/PacIs 0 �. Amerin/AK Nat 14 Skilled Craft Workers Group # % Total 97 100 Females 3 3 African Americans 6 6 Hispanics 8 8 Asian/Pacific Islanders 7 7 American Indian/Alaskan Natives 1 1 Skilled Craft Workers Gender Race/Ethnic Groups 75(78% 6(6%) ® Males Females ® Whites ©i African-Amer ® Hispanics Asian/PacIs AmerIn/AK Nat 15 Service Maintenance • Group # % Total 415 100 Females 141 34 African Americans 97 23 Hispanics 81 19 Asian/Pacific Islanders 31 7 American Indian/Alaskan Natives 7 2 Service Maintenance Gender Race/Ethnic Groups 199(49%) 274(66%) 97(23%) 141 (34%) Males a Females ® Whites ,! African-Amer MOK Hispanics Asian/Paels Amerin/AK Nat 16 The following is a summary of each group (Females, African Americans, Hispanics, Asian/Pacific Islanders and American Indians/Alaskan Natives) within each occupation of category. There are 5,158 (64%), female employees represented in the following occupational categories: Total December 31, 2000 Employees .Female Employees Category 12/31/00 4 % Officials/Admin 281 149 53 Professionals 2665 1704 64 Technicians 850 569 67 Protective Service Wkr 885 110 12 Para Professionals 562 428 '76 Administrative Support 2274 2054 90 Skilled Craft Workers 97 3 3 Service/Maintenance 415 141 34 Total 8029 5158 64% Contra Costa County Females Occupational Categories 1704(64%) 569(67%) >,:.,��'�.%�.:`...,,•,. 110 (1296) 428 (76%) 2054 (90%) Officials/Administrators Professionals Technicians ® Prot Sery Wrkrs Para Professional Admin Support • ® Skilled Craft Mrs Services Maint 17 There are 1268 (15%)African American employees represented in the following categories: Total December 31, 2000 Employees African American Employees Categ_oEy 12/31/00 # % Officials/Admin 281 37 13 Professionals 2665 337 13 Technicians . 850 145 17 Protective Service Wkr 885 94' 10 Para Professionals 562 155 27 Administrative Support 2274 397 17 Skilled Craft Workers 97 6 6 Service/Maintenance 415 97 23 Total 8029 1268 15% Contra Costa County African American Occupational Categories 145 (17%) l 337(13%) 94 (10%) 155(27%) `%%;t fi% ;;{; N k• i s 397 (17%) 6(6-A) Officials/Administrators Professionals Technicians ® Prot SeryW rkrs 0 Para.Professional Admin Support Skilled Craft Wkrs 0 Services Maint 18 There are 933 (11%) Hispanic employees in the following occupational categories: Total December 31, 2000 Employees Hispanic Employees _Category 12/31/00 # % Officials/Admin 281 17 6 Professionals 2665 190 7 Tecluiicians 850 113 13 Protective Service Wkr 885 79 9 Para Professionals 562 104 19 Administrative Support 2274 341 15 Skilled Craft Workers 97 8 8 Service/Maintenance 415 81 19 Total 8029 933 11% Contra Costa County Hispanic Occupational Categories 1 81 (19°r6) 341 (15%) 0 officials/Administrators ® Professionals Technicians Prot Sery Wrkrs Para Professional Admin Support ® Skilled Craft Wkrs Services Maint 19 There are 800(10%) Asian Pacific Islanders in the following occupational categories: Total December 31, 2000 Employees Asian/Pacific Islander Employees Category 12/31/00 # % Official/Admin 281 11 4 Professionals 2665 344 13 Technicians 850 128 15 Protective Svc Wkr 885 34 4 Para Professionals 562 54 10 Admin Support 2274 191 8 Skilled Craft.Wrk 97 7 7 Service/Maintenance 415 31 7 Total 8029 800 10% Contra Costa County Asian/Pacific Islander Occupational Categories � # ti xEkti•E•�+r 54(10%)l 4 (7%) 191 (8%) Officials/Administrators ® Professionals Technicians ® Prot Sery W rkrs Para Professional Admin Support ® Skilled Craft Wkrs Services Maint 20 There are 75 (1%) American Indians/Alaskan Natives in the following occupational categories: Total December 31, 2000 Employees American Indians/Alaskan Native Employees Category 12/31/00 # % Officials/Admin 281 0 0 Professionals 2665 18 .6 Technicians 850 15 2 Protective Svc Wkr 885 10 1 Para Professionals 562 7 1 Admin Support 2274 17 .7 Skilled Craft Wkr 97 1 1 Service/Maintenance 415 7 2 Total 8029 66 1% Contra Costa County American Indian/Alaska Native Occupational Categories 7 (1%) 7(2%) 1 0%) ❑ officials/Administrators Professionals Technicians ® Prot Sery W rkrs Para Professional . Admin Support ® Skilled Craft W krs ❑ Services M aint 21 D. Supervisory Employees The County continues to review the number of supervisory (Attachment 3)employees in the County and departments to identify and eliminate the potential for a"glass ceiling" (discriminatory impact) on Minorities and Females in upper and top supervisory level positions. Supervising employees are employees with lead < ' <> �, responsibility. r:.`.... There are 1266 supervisory employees: 801 (63.3%) Females; 208 ��r (16.4%) African Americans; 127 (10.0%) Hispanics- 120 (9.5%) '''> -%<� Asian/Pacific Islanders; and 9 (.7%) American Indians/Alaskan Natives. E. Management Employees Management employees have program responsibilities and are usually in policy making positions. There are 1138 management employees (Attachment 4): 615 (54.0%) Females; 133 (11.7%) African Americans; 85 (7.5%) Hispanics; 127 (11.2%) Asian/Pacific Islanders; and 5 (.4%) American Indians/Alaskan Natives. The County continues to target mid management and management level positions for all minority groups. Supervisory and Management Employees 70% 63.3% 60°k 50% c L 40% a� 0- 30% a� G 20% 16.4° 11.7% 10% £ 10% W 0% »: Females African American Hispanic Asian/Pac Is Amer Ind/AK Nat Supervisors Management 22 HI. Workforce Analysis by Departments There are twenty-five(25)(see Attachment 5) County Departments included in this report. Departments can be divided into five major groups based on the total number of employees in each department:Largest;Large;Medium; Small and Smallest Departments. The following are the departments and an analysis of their 2000 department workforce. The goals for the departments are the following: 10.5%Hispanics; 7.6%African Americans; 8.9%Asian/Pacific Islanders; and .6%American Indians/Alaskan Natives and 45.4%Females. The department labor force goal is independent of the job classification goals and therefore, these department workforce numbers do not necessarily reflect the availability of minorities and females for specific job classifications. A. Largest Departments: The largest departments. are those with more than 500 employees. Departments in this category are: 1998 1999 2000 1. Health Services employees 2299 2455 2510 2. Sheriff-Coroner employees 889 895 953 3. Employment& Human Services(formerly Social Services) employees 1037 1246 1319 Analysis: The groups subject to concentrated recruitment efforts and selection in 2000 are: 1. Health Services None 2. Sheriff-Coroner Females, Hispanics, and Asian/Pacific Islanders 3. Employment & Human Services (formerly Social Services) Asian/Pacific Islanders B. Large Departments: The large departments are those with more than 200 employees. Departments in this category are: 1998 1999 2000 1. Contra Costa County Fire employees 369 359 354 Protection District 2. Probation employees 335 361 382 3. District Attorney employees 286 313 328 4. Public Works employees 253 253 243 5. Community Services employees 268 272 282 6. General Services employees 244 258 249 Analysis: The groups subject to concentrated recruitment efforts and selection in 2000 are: 1. Contra Costa County Females, African Americans,Hispanics, Fire District and Asian/Pacific Islanders 23 2. Probation Asians/Pacific Islanders • 3. District Attorney Hispanics . 4. Public Works . Females, Asian/Pacific Islanders, and American Indians/Alaskan Natives 5. Community Services African American and American Indians/Alaskan Natives 6. General Services Females, Asian/Pacific Islanders, and American Indians/Alaskan Natives C. Medium Departments: The medium departments are those with more than 100 employees. Departments in this category are: 1998 1999 2000 1. CAO's Office employees 167 171 187 2. Library employees 169 177 189 3. Assessor employees 130 127 122 4. Public Defender employees 110 108 111 Analysis: The groups subject to concentrated recruitment efforts and selection in 2000 are: 1. County Administrator's Office Hispanics 2. Library African Americans, Hispanics, Asian/Pacific Islanders 3. Assessor's Office Hispanics 4. 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: 1998 1999 2000 1. Auditor-Controller employees 57 58 64 2. Animal Services employees 61 55 61 3. Clerk-Recorder employees 58 57 58 4. Community Development employees 44 50 47 .5. Building Inspection employees 54 73 84 6. Human Resources employees 38 39 41 7. Agriculture employees 37 43 42 8. County Counsel employees 34 36 39 9. Treasurer/Tax Collector employees 28 30 29 Analysis: The groups subject to concentrated recruitment efforts and selection in 2000 are: 24 1. Auditor-Controller African Americans, Hispanic and American Indians/Alaskan Natives 2. Animal Services African Americans, Hispanics and Asian/Pacific Islanders 3. Clerk-Recorder African Americans and Asian/Pacific Islanders 4. Community Development African Americans, Hispanics and American Indian/Alaskan Natives 5. Building Inspection Females and Hispanics 6. . Human Resources Hispanics and American Indians/Alaskan Natives 7. Agriculture African Americans and Hispanics 8. County Counsel Hispanics, Asian/Pacific Islanders, and American Indian/Alaskan Natives 9. Treasurer-Tax Collector African Americans and American Indians/Alaskan Natives E. Smallest Departments: The smallest departments are those with more than one employee and less than twenty employees. Departments in this category are: 1998 1999 2000 1. Retirement Administration employees 21 23 27 2. Veterans Services employees 5 5 7 3. Cooperative Extension employees 2 2 1 Analysis: The groups subject to concentrated recruitment efforts and selection in 2000 are: 1. Retirement African Americans, Hispanics, Asian/ Administration Pacific Islanders, and American Indians/Alaskan Natives _ 2. Veterans Services Asian/Pacific Islanders, and American Indians/Alaskan Natives 3. Cooperative Extension African Americans, Hispanics, Asian/Pacific Islanders, and American Indians/Alaskan Natives 25 IV. Employment Status The employment analysis of hires,promotions, and separations include actions from January to December 2000. A. Hires There were four hundred ninety nine (499) employees hired during this reporting time period (attachment 6). More than three quarters of the hires were Females. There were 327 (66%) Females; 86 (17%) African Americans; 67 (13%) Hispanics; 63 (13%) Asian/Pacific Islanders; and 7 (1%) American Indian/Alaskan Natives employees hired. The total number of minorities hired was 223 (45%). All ethnic/racial minority groups and females were hired above their labor force representation. The total numbers of minorities hired was 223 (45%). Minorities were hired significantly above their labor force representation of 27.5%. B. Promotions There were nine hundred twenty eight (928) employees promoted during' this reporting period (attachment 6). There were 640 (69%) Females; 176 (19%) African Americans; 124 (13%) Hispanic employees; 106 (11%) Asian/Pacific Islanders;and 8 (.8%)American Indians/Alaskan Natives. All ethnic/racial groups and females were promoted above their labor force representation. The total numbers of minorities promoted were 414 (45%). Minorities were promoted significantly above their labor force representation of 27.6%. C. Separations There were four hundred and three (403) employees who separated from County service (Attachment 6). More than half of the separations were among Females. There were 271 (67%) Females; 72 (18%) African Americans; 36 (9%) Hispanics; 49 (12%) Asian/Pacific Islanders; and 5 (1%) American Indians/Alaskan Natives. Females, African Americans, Asian/Pacific Islanders, and American Indians/Alaskan Natives separated from the County in percentages higher than their labor force representation. There were 162 (40%) minority employees leaving County service at a percentage higher than their labor force representation of 27.6%. The types (Attachment 6) of separations and an analysis of the.minorities and females in the separation categories are the following: 1. Resignations - Three hundred and twenty four (324) employees resigned from the County. There were 219 (68%) Females; 52 (16%) African Americans; 33 (10%) Hispanics; 7 (2%) Asian/Pacific Islanders and 5 (2%) for American Indians/Alaskan Natives. All ethnic/racial minority groups and females except Hispanic and Asian/Pacific Islanders had employees that resigned at percentages higher than their labor force representation. There were 132 (41%) minorities who resigned from County service during this time period. Ethnic/racial minority group resignations were higher than their labor force representation of 27.6%. 26 2. Constructive Resignation - There were fourteen (14) employees with constructive resignations. Three were 12 (86%) Females and 5 (36%) African Americans, and 2 (14%) Asian/Pacific Islanders had constructive resignations above their labor force representation. There were 7 (50%) minorities with constructive resignations,and this was above their labor force representation of 27.6% 3. Lay Offs - There were no layoffs during this reporting period. 4. Deaths—There were fourteen(14)employees who died during this reporting period. There were 8 (57%) Females and 2 (14%) African Americans who died during this reporting period. Females and African Americans exceeded their labor force representation in this category. There were 2 (14%) minority employees who died during this reporting period and this is above their labor force representation of 27.6%. 5. Rejection of Probation - There were twenty five (25) employees rejected during the probationary period. There were 16 (64%) Females; 7 (28%) African Americans; one (4%) Hispanic and 3 (12%) Asian/Pacific Islanders. Females, African Americans, and Asian/Pacific Islanders rejected probationary employees left County service at percentages above their labor force representation. There were 11 (44%) minorities rejected from probation during this reporting period. This is significantly above their 27.6% labor force representation. 6. Retirements - There were six (6) employees who retired from the County. There were: 4 (67%) Females who retired from County service. Females retired from the County at percentages higher than their labor force representation. There were no minority employees who retired during this reporting period. 7. Dismissed - There were eleven (11) employees who were dismissed from County service. There were: 5 (45%) Females; 2 (18%) African Americans; and 2 (18%)Hispanic, and 2 (18)Asian/Pacific Islanders. Females,African Americans, Hispanic, and Asian/Pacific Islanders exceeded their labor force representation in this category. There were 6 (55%) minorities dismissed and this is above their labor force representation. 8. Other- There were nine(9) employees listed in the "other" category. The type of separation was not determined. There were 7 (78%) Females and 4 (44%) African Americans. There were 4(44%) minorities in this category, which is above their labor force representation. 27 V. Disability Program The County's Disability Program began in 1978 and includes complying with the requirements of the Rehabilitation Act, the County's Rehabilitation Program, and the Americans with Disabilities Act (ADA)Program. A. Disabled Employees Workforce Analysis The County is active in the recruitment and selection of disabled applicants. We have: ♦ established policies and procedures to protect disabled employees from discrimination; ♦ developed a "Transition Plan" to ensure County facilities (buildings) are accessible; ♦ reviewed County programs and services to ensure accessibility. Employees may voluntarily self identify their disability at the time they are hired by the County. Among the 8029 employees covered in this report, there are forty (40)* employees who identified themselves as having a disability. The type of disabilities identified is the following: 10 (25%) Visual; 4 (16%) Hearing; 2 ( 5%) Speech; 20 (50%) Physical; 3 ( 8%)Developmental Disabilities. B. Americans with Disabilities Act (ADA) Requirements The County is aggressively implementing the requirements of the Americans with Disabilities Act. The implementation of the Americans With Disabilities Act(ADA) can be divided into three broad categories: accessibility, essential functions and Requests for Reasonable Accommodations. This report addresses accessibility; and essential functions. 1. Accessibility The General Services Department, Architectural Division continues the review of all County buildings identifying barriers to accessibility utilizing the Americans with Disabilities Act Guidelines (ADAG). The "Transition Plan" was adopted, buildings were prioritized and time frames were established in order to bring the facilities into compliance with the guidelines. 2. Essential Functions _ The Affirmative Action Office reviews all recruitment and examination packets for their targeted and diverse recruitment efforts,job related minimum qualifications, and the identification of essential functions (i.e., tasks) in the job class. * New hires, since 1990, are asked to voluntarily identify disabilities. 28 Attachments I. County Workforce as of December 31, 2000 2. Occupational Categories as of December 31, 2000 3. Supervisory Employees as of December 31, 2000 4. Management Employees as of December 31, 2000 5. Workforce Analysis by Departments for 2000 6. Hires, Promotions, Separations, and Type of Separations from January to December 2000 7. Essential Functions that have been completed for Job Classifications in Contra Costa County as of 2000 A:2000aaaprorpt 29 N N N N N N N W W W W W W W o e c N N N N A N A N A N W V A In W o y WN CNLA fQ N A W p O Ow 01 W W A O ►-- O ►� N r+ O ,-+ �p 00 00 O N O N O V O W O ul O O O W O IO O N O A O N O 00 O O C, Go N tJ�i Lh C�� -1 O 00 v VA � v ttA C W 0o p �D N w v W v v t kA O N C A W N Oo A N tJ N tJ t!� t!i kA W ~ W O W V W N W V tD O n �D O C7 V p w O0 t!� v In A N N N ►-- , tr 0 Q oho w to A w 000 w O d N CDEn LQ A N � O 00 00 00 00 N 00 OWC O Wp W W %0 O CA o 1\0- 10, o�,h CD � . � � . � � 21, woo O O N w 00 V VAi l!� V �Aj N p\ P • �p O� � A Q1 O N t!i tp Attachment t9. H W W W W W W W O O � r+ N ? N 011 - to N 57, W W J.+ O� In (7) 0000 N A oho �-+ N ►-+ N O.A N r-+ N_ rr N �' N ►r o O �� O V kA O 000 O 00 O O O ONO O 000 _N W _N 00 V � N W ►•+ t� � � � N 'A v i� �. H 00 W V 00 O 00 N V p\ W �D tJ (� ~•►� r rA �+ 00 Q\ N ~ W N ro NO n ~7 O CD n � m O rA n O z � o 0 0 0 0 0 0 0 0 o y H N ON j 00 0o w P ? oo CN Oo G7 Attachment 2 CA H W W W W W W W FO'h H o w A A v, W 0CV 1 `4 W CN A 0�0 Vii � C v V O kA W V N ? ? N W W W O N v 00 00 N� W W In V r' w w 00 r-• ih 00 00 o _ w b7 O Z V tp � Vi � A A O W � N � �-•' N ro 00 O W N In . 'Q� V O C7 n� CD M O O y to kA V O N In A O 00 i-+ N n N V ~ ~ A U 0 00 LA N N W ~ W �-+ C) H W O� jj C\ 000 N.W. A VWi �Op N i-+ N J. N � N Attachment 2 W W W W W W W 0 tali �• y c o \ 4k e c e W ONO O O W O tJ T W N Vii w a-, t!i Q\ .0 LA � V C V G \ V ll� W L,, V O1 V � L4 O" v O 0� _ 0 �O A 00 � v Lh \O cn 00 O to OO O O N O v O O O N O.. kA O 00 O W O O*A O v N 4�k 00 O N N O w O Cr7 \D 00 to 00 00 w oo �1 00 CN N O N O w � H LA o 0 0 000 v,00 w p ro o ff W W tJ w ON N p GN O0 00 ty �+ n CD n aC O O r N ? OO W N w �+ A U CN w N O N Oo O A v v � O N Lh w w W N 00 t-- O a LA � Attachment 2 • � w w w w w w w �• � O V N lin O VVi Qy • 0000 VVi N w (A -4Opo 0V0 M G Z-0 -5 N e '11 H r-+ 00 � 00 � 00 ►-+ 00 �-- V r-+ O� �•+ A O O 00 O C\ O V O 00 O A O 0% O to O to O A O Vi O O O C\ O 00 O V, CIN 00�O %A 10 00 A \O CN 00 \p v v ? V a, ut o O Z 00 00 O A N 00 In W C\ 00 A v' v 00 O n G• VVii C-, OHO aN -3W N N ~ ~ v O n C] C O y 9 W W N N W N � �"' ►- �p N i-- A n O N N ►r N_ rr �-- p A 0 O Attachment 2 • � W W W W W W W ►+, O J Q\ N lh O Vi .d LA N C" 0~0 C� VA A00 0 � H A N N N N w a\ ONO ZA wA OHOO�0 �D O U. A v O Q\ O 00 O 00 O 00 O O O 1.0 O 01 O N O O O ON O 00 O �-- O ►-+ O w N is lk W p ~ N O M ON N O J w 0000 W LAA. NJ? N O 0�1 pb� Cyd lJi N �O ''d p• C7 Fn N O\ r-- W OO N �p 00 00 �-- O �. p 01 � ) A p W 00 0• e�-r y0yy %C 00 N ►-+ t o N p �O �p v A t1i �] n W Z W p p r-+ r•+ N - 4.00 00 0 O O ON W O Attachment 2 ti !"j O V OCi N U, O 0 J N O N �1 O �+ N r-+ 0 14 r-+ 00 1-- C� ..� In O J O N O ' J O O� O O O ? O O .P O J O (A O 4. O ►-+ �-- V' W 00 t) .�P 00 Vii pJi N N 00 J N �p N O W r" J 11i 1 Otd LA O J J. J � J W N N 00 O 00 !�+ J 0 n r- �. O C b O N n H �p VwiCD (� O CD H y 0o 4 w. L4O� N �-- A W v' w 00 �. 00. pp F„ rn Q� n W v' w oo �o O �p W CN w p\ v Np 00 N C W L N 00 OJi W VJi C� W 0 pq w %CD ;a 00 N Attachment 2 m by H w w 00 w tit w w w o o 00 o v o 00 0 v o 00 0 00 O �l O O O %.DO to O O V% O N 00 00 J 00 v 1— O� Q1U p1 v 00 �l LA W N O � N y 00 00 00 C) ONO N N v W Op f-+ CD p '� n ao O (7 O O' O O O O H N N ►,, 00N 00 W N t!� ►� v ' 000 Oo to a � Attachment 2 a C/1 N N N N N N N ` F�'I W W W W W W W �• G/� 40 O t.A �+ N N N N N lNn N w 00o w , P w v O 01 ? v A � H �' v N � N N_ � � �•.• � � OH •WP � V � �-- N W i� W � In W in O n O ►-+ O �D O 00 O 00 O v O N O w O LA O O N O Oo O Lh O O O N �-A N N N LA N N N OHO N O N O N Oo ►r N p� v �p �p tJ �1 1p �1 �p 00 ► ►-+ O� N o W W v LA ~ In N LA N to O O (ate to 00 r�- v (9 oo v ;, o, a; LA o 4z, 4:1- b o H w oo toCD C n O C z y n to 00 w O N �1 lJ� po ? pp •P i,n N A H V, w LAU vLh N ? O O N O to ON Attachment 2 @ a . � . 3 � � ? ? � � r d Ic � CP ^ ? � . � . 3 rJo R � � g ® + a 3 � � G c ¥ � @ Q @ a 0 9 � @ a » . Q k w m . . . % r- ��%3 4►� 51 coot �1 a a` o � n 0 ✓ " `� N � � Q .P U� � s> r, N N C� N .� P-ttaG��ent N N N N N O CIS N O CD J O O -- ~ ` --1 O C� 110 Ow \10 011 O J O Uh�O O N O W O J --.j J 00N pOOp N O `� to N �] A p N "o 00 \10 M W Ln ,- w �O ►- �D �" 7C O a O O -, 0\ -• N p �p .� C7 vT' O tTj 7y n N O � O a o C) �3 O O O O N w N O O O a H 44 w oo O Q1 --4 W H 00 H ;Dx � rn m b O w, cc v, b O 51 . " 0. LA Cjr4 O O aaW Tl � Cn C, CD o o w Oo J Cn �O D1 A ON O Attachment 5 CS o W, ol 00 00 00 t4a un 00 Nt.P O 00 o 00 ao O 010 td rz, Q3 00 c 0 CO -.3 x- 0 101, to 0, (7N IF, c, coo N N N N N W W O a C/) O� A �] O O N H H •H � � O d H O Ol� 0 O O 00 O A o O� 00 oo 00 tri to � r W W C7 0 z O CD H o � a CD n C° o 0 0 o O �C v� w O o O a N - 00 o rn o v. o �- o\ 00 Cn y x 7a HEn x x CD cu b0 ? `C co p 0 p � � �• r~ � � �. r~ �. CDr~ 0 O0 0. A O ONTO O vvoo0 0 0 �� � 0 CD FD* N bd ( C', o � � o EL Eo on -i � CDo A A uj A 00 --4Vii Attachment 5 N N N N N W W W W W O CNtA N O Vvi ►r CA w N 0000 O N ? ►�- O V O e . y O n d 0 O N O � O ? O �W.+ O CN V r 00 f-+ Q, O \O ao �D P O N O� N tp CDw CD. to V W W O Y t� (.A W 00 01 00 O\ n C Ln a N o CD C7 0 0 00 N W H N W W W v N O ►- 00 00 CD CD 0o J ~ In V N N O� A ti C N Attachment 5 N N N N N W W W W W O � N O Vim, y o o o Vz LO UJ O1 00 CJ] • O Oo 00 �o w H • y O O ? O O J O O Q\ 00 V, V, V Ut 0000 �D l=J b.7 r F7 N n z � En r (.A o 00 o O �-3 o � v � o 0 0 0 w rn v, o O C) O o 0 0 0 0 o a � H Cn En CD CD Cn r C) cs. oo � N 7P (Z 0 00O 00 O O CD CD, E En ,'D 'T1 O bd 'T1 xCD CD O K r C O oovc�i, ro) CN Attachment 5 N N N N N W W W W W O C N O V v. v C J "o V, A -� H H spy H O A O .41 O w O � 00 J !--' u l J 0 z DD W J W C:) � n �� 0 O vii Y Chi C. yy G H 00 Cn f!1 00 'O b .y Cu p y cr p Co iv p O O N A O J V 00 O 00 W Ch O ' N y CD n y N n ON n J A �. (0 W (�7 , <0 E;- (0 _ W Oo J VAi v, J N N A Attachment 5 N N N N N W W W W W O �D �D 0o V Y• w o o o o o r+ Co A � 00 00 W � iD N 0�1 O A l ce U O 00 O W O ON O Z O 000 O\ �p td w n 74 A r— z 00 O O O N W OCD 0 O O r- v r-+ O O O Z H v W !7' -3O\ 00 �+ `D 00 rA o CD CCD o w Attachment 5 "A �. N N N N N • � W W W W W O N O Vii •. 1•� v w �] O� O N � v � N H � 0 N Q\ w p. w r 9 N A w �1 p. M r Cl p H O � �JLQ .1 P. N N kA W O ►- n b t.A A w n z O y � 5 ° 3 v W N p O � O O 9 C x 0 vi O W V O t!i J hi N O N vi N R7 CA 00 p O O 0, o, � f�pQQ CD O (j A 0 O v 00 W 0 • �. O, r In 4 • y 0 En w ITI � w of O Gd -zj n �p N CD 00 �l tali �n 11� J N Attachment 5 "Ilo A Vol VO.* o ND o 10 V-1 vo, t tj C', j lK ✓ t4p O I'D 00 ,.D 00 '00 ap ell, ID as op 00 tj ✓ '00 co o 'tp �A tp N N N N N W W W W W O O\ N O U a • V] o o i i 0 -- R .H H H � O O O O V Q y O o d H c 0 0 0 0 ° o o w o w o w c rn rn w O N N W Uh w O J V W O O �7! O O O W W W n n � z w O CD C) c o o w �Ni, n W = O n tj < cn C:) A H o a CD 0 0 0 0 0 0 z 0 0 0 0 0 o a H w w rn 0 O O O w w t > • yH rA rA CD � Co b A A A 00 C O V V 00 00 V, O CD En Attachment 5 N N N N N W W W W W O all N O yW 00 N ? H O .rLQ I'D W --jO J N W CT 00 H p w O w O N O N O N m O to O N � 00 w 00 W O N U r1 r-j Cr9 la7 00 W O C7 En W 90 W W O O n z H Un N N ..r w w LA N O C) O O a C) �. O 0 0 0 0 0 �d O O O 0 O O O Z DHy G O U � W �.i U) R7 r ISO �'. ;'0 w p �. '0 pCoA 00 0, A O N S 0 O J 00 w �' O CD CD NpY� td pyo bd O b7 OO 0 C9 CDA CD 00 V Vi &o)- vi J N N 71, �D O� Attachment 5 .r N N N N N 00 J a U 000000 co H � O oo W ko W W A w N �-• W N N N v H O_ O Oo O 1�0 O O\ O �o O 00 m N J N N 00 \p 00 J A y b7 �o .� O\ L7 00 A b I'D VNi J w .-. J 0O 00 C) C7 r > W ']. C) \0 to � n No Y o O C) C) p C-- o � o w o O z O O � H ko O A A Q . N 9 00 00 rnoOC) • y En C ' > b0 Tl N > X14. EL NO 00 �1 t�j� Ln41, rn Attachment 5 N N N N N W W W W W CD Q\ i o :th o o o o V� O ON r� LA � 0.- N vi N O\ �o t-h 110 ° H 00 00 00 00 00 0 ► Vii 00 ? O Vii ? I-A d O O N O 0C1 O Vii O LA V1 W ��+ N00 tA p V v N � td tz N N O N ~ ~ ►r ~ ON W v O 00 CN C1 O W Q\ W CA W 00 LA F" 9 UDD O C) O� .p lA �-+. WIC v � A 03 � Cs C tM d 9 q d ems A A h 00 00 �o ? .p �p rN+ N 0000 � H LA O\ LA O Vi N U ~ � CA - CA CD Co CD A ' n � n a L^ W 0A q ON ? O v O 00W. ` O o ° N N .y+. � � ~ ►•• � � tn0 N~ fn0 cp 00 N O, N v' th Attachment 5 9 N N N N N N W W W W W H O OO, N O ttA o N V. ut O J O, O 110 O ON O V. Oo O W CN ,c '2 I F1 n Z r � CD � C O �d n C> > C) C) n N O C) o `C N W H J N x 6\-O- -03x � x � o � � o b C o . 0. �. h Q �A G aA 0 � a, A N a bd � N CUA Rr cu C'5 0CD Co Co 00 J Vii L,) V. J N ul �D Attachment 5 N N N N N O N O V) - > {' '-) vN, 000 v o 000 w cc �] 00 -1 J -1 -P, v C J w A J V, O, Vl U N w J CD O J O O � V, O ?•..• �1 O A A 115 U � O ' v, O ow w 00 O w N --1 00 � l!, V, Vl w LALA (� � W W O W 000 Cl :0.1 Lt. N Ory CCD -p- 0, 9� 00 V, .p. N CD y V, C, � 00 rn D z � 4 o C ITI w rn rn 00 O O o Z H w wH LA w w N N Q � " ''�� � y rn ti ti o a � � 0 n n a(1 00 � O ~O N P p O V 00 CD N En N. v�i O W y O cn0 V Qw 00 �1 t�j, LA Attachment 5 N N N N N O � N O i � 0 00 O 00 IO J 00 ? G O w O -_l 110 In 00 O O 00 co d H U) p A w w o O CN O -P� O N O rn O I'D 00 In IJ ~ N w 00 00 :p N h7 v ? 00 O, W00 Cn N In � x b W (ONW O J 'A' A N w n -- z° C/) z _ w CD w 00 N r ,? --J CD (7 N N w O� A �O 00 7� Cn VA N � C) b O n 0 wCD W O O 0 yH G LID- tj N .A N N 0 ,.._, O O O J v W H 4�, . 00 gL"- o W � a O p O N O O' O 00 O uj > t:o N y w z7 � C) SCD � � o U � � Attachment 5 N W '� ✓ -, N tJ y, - .Z o � � � N o � ✓ice U� o � o • O � o � c N / N u� U� ✓ ...� 0 n • 00 k- O W cA P r1 ✓ V' a �° 00 N � ✓ Q. W 'tT � N tp W "' O v' � P ✓ L` � n ✓ ' N o Ln tp tJ 6 7' ✓ o✓ ✓ o � � �7r � N N •� .P ✓ ✓ 00 uj N N v' O 00 1p• j9'✓ C� N N N N N W W W W W i W h—] �l W C� ON N %0 1.0 W ID O H � O �y uj W 00 A N 0000 N N W V � O 0000 ONO 00 � w wO C\ 0w0 A � N_ O O 00J W O f1 b � W y tli N W V W po W bC�yy C) g O m a 7d n O a ���..y...yyy Q 0 A C z � 0 0 0 0 0 0 Y -- W �-. W N 0 0 N W N N W O pp G7 Olo alb F C' o � b , � o Cd � 00p p LQ C 'r7 �7 �7 y ar� � ° a� � ° oby � o �y a 00 v Vii ~ v N ~ tJ lJ� R* �o CT yy Attachment 5 N N N N N O � N O ll� i c 2'. C� O Vii O ? A O O H � y r O w .WO NOJ O0 O 00 � � �CY� � H N N — N O_ O to O 00 O 011 O N O O\ 00 N N VO 00 W 00N N Cd _ L7 W O1 (ON W 60 V) O c7 H H r O 00 ((tri o n O P ' O O N to N O� O O a � H N OHO GO00 En b O x x b ,-+ CD p �' 'fy -* CD p 'Cy CDCD CD 00 p QN IJI is O 00 W (h O c• J 1 W O 1 CD N > CA 'T7 � N YCd TJO O � � O CD CDCo GO J Vii lI, J N N om ? Q N tA �O Attachment 5 N N N N N ..2 �J V ' O N O v, • �i l.n Cn A U, O In N m O N H � Otl A w A w� O N O � O %O A OO O 1 �D UJ N w LA trl A J ON q Cn w ' OAO O v N N N TJ n (7 � ryi? � p n Y, O N 00J W + NO '"'3 r� a o o Y �C O O J N p O w w A O O a H H 0 CD r� V 'o C, � N p0� O J Q+ 0 W v, 0. Orn O `CD" O O N y td N n rN W LZ -ri N n - n o CD o CD o W o 0o J t.A LA �D ON j:,. Attachment 5 N N N N N O N 00 Ut c • � W A W A W W Vl W Vl W F D � CN Q\ O\ w O ut ON t H d � OH J C, J C7, C, N 1.0 R O O O O O O 00 O 00 O O O J O VI C0 111 tp N N w . ' J A x A A 00 VA � b a Cr C � OC V' 0 w w w w O O NO CCD D tzy o � 0 %h Q- O CD -y 0 00 60 O O Z W . 'N' . 900 LAw N aH� O o v, � A' b o �, � y b �• � y b CD N O a r N pa V 00 W v' o CD N toCd Co n r�� N n V C9 O CD O �D O w Oo J U � V� v N � �O O\ A a\ O N V' Attachment 5 N N N N N a C) rn N o V, ON 31 J 00 v N 00 O 00 �o a' y \D 00 N A A ? 00 O �o O, Ul1 N �1 N i V, 00 D\ V, N v, O O O lNh O ONO O v, O w O v, O O to O �l --] N N 00 O W� O . tri O V, O ONi ONO W w u, N 00 () Ga En lu n V, 00 J J W b C4 n ..J v' oo D 8 a O O n tTl �G W O ; O z0 0 o w o o � H H W 00 J W 00 N NO . O 1� N 00 W N 00 i.a w f^HD� U7 o H xdo x CD co p cu O 1. 0 CN 0o N P O O ] 00 w 4 CN i n .r v. -1 J "4 w O ,r `CD " O rn O O CD CO CO Oo �1 Vii uj U Attachment 5 N N N N N O Q\ N O to o o :lh o 4t o o H O 00 N 00 --1 J `J O O J O 1�0 O vi O 00 O 00 C) C) 00 C�7 cn n q O O O\ O O (7 > n r� o o C D �d n O C� O O N O O r� in O O O O O Z a H H O O 00 00 W 9 � r o00 R.x � � eCD CD CD � 00 cN N ° ° N r4 W CD v e CD O CD O 0 O 1p A 01 O N lh �D Attachment 5 N N N N N �D �O lO 00 J O� CV N O In i o o o ' o Oa N-] O 00 00 J In "o %,O In W 00 N w CN N w u 00 m O In �D W N N ll1 111 �D fp O w O J O %-0 `O W 00 4�- w O\ 0 0 0 kA J Q H t71 . .� 110 1-3 0000 O %0 ai A N W 7C W 00 J C\ lh 00 In n C � a CD N N ~ ON N � � can oo p D O 00 0 -3 �C O CN o o z N � H O b O r b x b t ry 'Cy <° O �' ti 'C CDO 'C1 C O 00 oo roOjio � ° oo U, t � CD' N. o 0 a Cd '17 N v N mpn� W- N c Co O O CD O 00 �] -01 2 V N N ON A Attachment 5 N N N N N W W W W W O N O i �-] 00 r- W v v V, O Q\ UPI 01, N Q W N 00 N 00 W N 00 J W N W O A lh A i^y _d H O 110 O O O 00 O O O O m � ~ � N N W N 00 W ko O -1 W In J H t17 W n A N H w Cn � r C) rn w. o ' N � H p N CD n n o_ CC� CD z 0 o W v, o 0 i.� O O C) O O O o O Z a H U - p1 t!, v W 00 '-' 0\ �-' W �-' 01 (h Cb LA 00 Lh CD M ~ .�. W (gyp W C, (gyp pptt A CD CD N Attachment 5 N N N N N W V) W W W O y w w o N O N O W O w H my V P O w O w O o w H,_.. O V O In O( A O ON O a � C', 0 00 V w � W r+ N NO O W N CN W V � N O NO O\ "' O `� O z �. � Oi O cn NO Cn _3 CD 9 zd o o CD O o 0 0 0 -� O H O VO O C) - C=7 00 x Obo x b cu O �'. ti 'd p cu O 'b cu O V, A A 00 O ~O N p O J 0o W �' N N `n to � O N � O O N v�i N ~ y (0 O N (n0 p� W PIT" x o O 0 0o V Vii A Vi V N N Atn- • �D Q� � � O� O N Vi �D Attachment 5 � x Ci o �. pn � 70 d � yy w00 w J r1. .y� 00 A N O Cr) a .r \o — P�. -3 O N O \D O 00 O �O m LA O A P In a LA c� n 0 n O Z8 00 G\ �r �y� CD � O Y '-d N O o O n 07 r O jF I 00 00 J ? N 90 � A LA G7 Attachment 6 C o d d CD RL CD 0 0 My y (Co En O G d C) _ (~D W W N w lh A w w O W N N N 01 �O Vl O\ W U O O W N N A N Vl �O 000 J ? N V� v W O O ON A N � W l0 `17 H a N H O O O O ON O O O O O N O w O %O O v� O O A O O O O\ A O O A 31 QV] (app ppH� 0 C~D y OVAi O� N 00 O O G H C _ r C7 o C7 00 N A 'A J N N O O O O k-n N a CD y Fy O C7 �° o x "' o Y n O CD i \�O O O A r-- N O O O O O O O O W -C (7 � a � Cn 'COD, n y � z r N N O O O O O O O O O O O O O O p� N O lJi O O O O O O O O O O O O O O N lh a H O U A A A VNi N O O O O 0 J A W N N En Attachment 6 CONTRA COSTA COUNTY Essential Functions Job Classifications September 2001 Account Clerk Chief Pediatric Therapist Engineer Account Clerk-Advanced Level Child Development Site Supervisr Engineering Tech Supervisor/Land (Ofc of Rev Collection) Child Nutrition Division Nutritionist- Surveyor Account Clerk-Experienced Level Project Environmental Health Specialist II (Ofc of Rev Collection) Child Nutrition Food Services Environmental Planner Accountant II (Ofc of Rev Coll) Transporter Environmental Services Supervisr Accountant III Child Nutrition Food Services Equipment Mechanic* Accounting Technician . Transporter- Project Equipment Operator I* Administrative Analyst Child Nutrition Worker I - Project Equipment Operator II* Administrative Services Assistant Child Nutrition Worker II-Project Administrative Services Officer Child Nutrition Worker III -Project Facilities Administrator Advise Nurse Civil Litigation Attorney Facilities Manager Adult/Older Adult Program Chief Collection Operations Manager Family and Children's Svcs Infant/ After School Prgm Suprvisor-Prjct Collection Services Agent II Toddler Assoc Teacher-Prjct Airport Environmental/Community Collection Services Enforcement Family and Children's Svcs Recruit- Relations Officer Officer II ment/Enrollment Svcs Wrkr- Airport Operations Specialist* Collection Services Manager Project Ambulatory Care Clinic Supervisor Comm Svcs Bldg Svcs Wrkr-Prof Family Support Collection Suprvisr Animal Center Technician` Computer Aided Drafting Operator Fire Captain Animal Control Officer* Computer Operator I Fire Dist Telecommunications Spec Animal Control Tech nicia n"Tem p" . Computer Operator Trainee Fire Dist Telecommunication Mgr Animal Services Officer Computer Operations Manager Fire Training Instructor Apprentice Mechanic* Computer Operations Trainee Firefighter* Assistant Assessor Criminalist Laboratory Aide Forensic Toxicologist Assistant Chief Cardiopulmonary Custodian I, II* Forensic Toxicologist I Support Services Gardener* Assistant Director of Nutritional Data Control Clerk Services Data Entry Operator II Grading Inspector I Assistant Environmental Svcs Mgr Department Computer Sys Tech Grounds Keeper* Assistant Health Svcs Systems Dir Departmental Systems Spec I Grounds Maintenance Specialist* Assistant Manager of Airports Deputy County Librarian Group Counselor I, II, III* Assistant Risk Manager Deputy County Librarian-Spit Svcs Associate Architectural Engineer Deputy Director of Community Hazardous Materials Technician Associate Civil Engineer Dev-Current Planning Head Detention Cook Associate Appraiser Deputy Director of Community Head Start Assistant Prgm Mgr Dev-Current Plan-exempt Head Start Homebase Wrkr- Prjct Battalion Chief Deputy Probation Officer I Head Start Family Svcs Mgr- Prjct Biomedical Equipment Tech II Deputy Probation Officer II Head Start Family Svcs Spec Born Free Program Supervisor Deputy Probation Officer III Head Start Family Svcs Spec-Prjct Branch Librarian Detention Services Worker* Head Start Grantee Operated Building Inspector I Developmental Program Supervisr Program Area Coordinatr Head Start Head Teacher Building Inspector II Dietetic Technician Building Maintenance Director-Central Identification Svcs Health Education Specialist Building Plan Checker II Director of Environmental Health Health Plan Member Advocate Director of Ofc of Rev Collection Health Plan Member Svcs Coord C A Drafting Operator District Atty-Sup Court Trial Team Health Plan Member Svcs Counslr Health Plan Patient Svcs Suprvisr Captain Driver Clerk* Health Services Accountant CCN Programming Coordinator Dual Diagnosis Program Coordin- CCN Production Assistant ator-Project Health Svcs Info Systems Spec rvsr Central Processing Supervisor Dual Diagnosis Specialist-Project Health Svcs Info Tech Sup Central Supply Technician Health Svcs Planner/Evaluator Health Svcs Planner/Evaluator(Lvl B) Charge Nurse Electrical Inspector* Home Economist Chief Cardiopulmonary Sprt Svcs Election Processing Supervisor Chief Deputy Agricultural Com- Electrician Home Health Aide I, II* missioner/Chief Deputy Electronic Equipment Technicial Hospital Attendant Sealer of Weights& Eligibility Work Supervisor I Human Resources Analyst I Measures Eligibility Worker I Chief Fire Inspector Emergency Services Manager Information Systems Manager II Information Systems Specialist I *indicates the MEDTOX classes Attachment 7 CONTRA COSTA COUNTY Essential Functions Job Classifications September 2001 Information Systems Project Mgr Pharmacy Technician Soc Svc Sr Welfare Fraud Field Information Systems Programmer/ PIC Employment Spec Investigator Analyst I-IV PIC Employment Spec- Project Soc Svc Staff Development Spec Institutional Services Aide Planner II Soc Svc Welfare Fraud Field Information Systems Specialist II Planner ill Investigator Inspector I, ll* Principal Accountant Soc Svc Welfare Fraud Investigatr Institutional Svc Wkr(Envirmmntal)* Principal Building Inspector I Social Work Supervisor I Institutional Svc Wrker/Food Svcs* Principal Real Property Agent Social Work Supervisor II Institutional Services Aide- Probation Manager Social Worker Environmental Services Probation Supervisor I Specialty Crew Leader Institutional Supervisor I Program Analyst Stationary Engineer Institutional Supervisor II Programer II Storekeeper* Psychiatric Technician Storeroom Clerk* Juvenile Institution Superintendent Public Health Aide Structural Engineer-Bldg Insp Public Health Epidemiologist/ Substance Abuse Counselor Laborer* Biostatistician Substance Abuse Cnslr Trainee Lead Carpenter Public Health Nurse* Substance Abuse Program Mgr Lead Custodian* Public Health-Nurse Program Mgr Superior Courtroom Clerk Lead Detention Services Worker Public Health Nutritionist Supervising Accountant Lead Electrician Public Health Program Spec I Supervising Auditor/Appraiser Lead Fingerprint Examiner Public Health Social Worker Supervising Civil Engineer Lead Gardener* Public Service Officer* Supervising Pediatric Therapist Lead Stationary Engineer Public Works Maintenance Suprvsr Supervising Real Property Agent Legal Clerk Purchasing Services Manager Supervisor of Airport Operations Liability Claims Adjuster Systems Software Analyst I & II Library Assistant-Journey Level Recordable Document Technician Library Literacy Director-Project Registered Nurse* Treasurer's Investment Operations Library Specialist Retired Benefits Manager Analyst Licensed Vocational Nurse* Road Maintenance Carpenter Tobacco Prevention Project Coord Tumor Registrar Management Analyst III Security Guard Manager-Application & Permit Ctr Senior Animal Svcs Technician Utilization Review Coordinator Manager-Central ID Svcs Senior Branch Librarian Mechanical Inspector* Senior Building Inspector Vegetation Management Tech Medical Records Administrator Senior Civil Engineer Victim Witness Specialist Medical Records Tecnician Senior Collection Agent Medical Social Worker I Senior Developmental Prgrm Aide Watershed Mgmt Planning Spec Medical Staff Coordinator Senior Field Tax Collector Weights&Measures Inspector I Mental Health Children Svcs Sprvsr Senior Firefighter (BWWA) Mental Health Clinic Specialist Senior Health Education Specialist Workers Comp Claims Adjuster Mental Health Program Supervisor Senior Medical Records Tech Mental Health Quality Mgmt and Senior Public Service Officer Improvement Coordinator Senior Soc Svc Info Systems Anyl Sheriff's Director of Support Svcs Network Analyst I Sheriffs Fiscal Officer Network Analyst II Sheriffs Property& Evidence Mgr Network Manager Sheriffs Specialist Nursing Program Manager Small Business Development Nursing Shift Coordinator Center Director-Exempt Special Needs/Mental Health Mgr Operating Engineer II* Speech Pathologist Orthopedic Technician Social Casework Specialist in Child Welfare Patient Billing Manager Social Service Division Manager Patient Financial Svcs Specialist Social Service Appeals Supervisor Personnel Services Assistant III Social Service Fiscal Compliance Pharmacist II Account Pharmacist II (Outpatient) Social Service Program Assistant *indicates the MEDTOX classes Attachment 7