HomeMy WebLinkAboutMINUTES - 07121988 - I.O.7 TO: -'--•BOARD OF SUPERVISORS i .o. Z
FRMi* INTERNAL OPERATIONS COMMITTEE V�IJI IIIA
June 27, 1988 `tea
DATE: Status
Status Report on MBE/WBE Contract ���Compliance /�� ��J
SUBJECT: Program and Affirmative Action Program
SPECIFIC REQUEST(S) OR RECOMMENDATION(S) & BACIa,ROUND AND JUSTIFICATION
RECOMMENDATIONS:
1. Request the Affirmative Action Officer to report back to our
Committee September 26 , 1988 on the following:
A. Status of hiring and promotions
B. Status of MBE/WBE construction contract compliance
program
C. Status of efforts to analyze separation data for
evidence of any racial, ethnic, or sexual bias.
D. Status of development of policy and procedures for
MBE/WBE program for personal service contracts.
2 . Request the Affirmative Action Officer and Director of
Personnel to jointly develop a statistically valid method of
sampling resignations from County service to determine why
people are leaving County service and to determine whether
there is any evidence of racial, ethnic or sexual bias which
is leading greater numbers of blacks and women to resign
than would be expected from their representation in the
workforce. A status report should be made to our Committee
quarterly ( see 1 C above) with a final report to be made to
the 1989 Internal Operations Committee in the spring of
1989 .
3 . Request the Affirmative Action Officer to obtain 1985 census
estimates from the Department of Employment Development and
compare them to the 1980 census data currently being used
and report any significant changes in racial, ethnic or
sexual distribution in the population of Contra Costa County
to our Committee September 26, 1988 in an effort to
anticipate any significant changes which may be revealed by
the 1990 census data.
4 . Endorse the plans of the Director of Personnel to establish
a recruitment division staffed by Lloyd Madden and Manny
Ramos to increase recruitment among minority groups,
CONTINUED ON ATTACHMENT: YES SIGNATURE:
RECOMMEN ATION OF COUNTY ADMINISTRATOR _ RECOMMENDATION OF BOARD COMMITTEE
APPROVE LOTHER /
SIGNATURE s : Sunne W. McPeak n Tom Torlakson
ACTION OF BOARD ON July 2, 9 APPROVED AS RECOMMENDED X OTHER
VOTE OF SUPERVISORS
I HEREBY CERTIFY THAT THIS IS A TRUE
X UNANIMOUS (ABSENT AND CORRECT COPY OF AN ACTION TAKEN
AYES: NOES: AND ENTERED ON THE MINUTES OF THE BOARD
ABSENT: ABSTAIN: OF SUPERVISORS ON THE DATE SHOWN.
cc: County Administrator ATTESTED /aq
Personnel Director P IL BAT ELOR, CLERK OF THE BOARD OF
Affirmative Action Officer SUPERVISORS AND COUNTY ADMINISTRATOR
County Counsel
BY ,DEPUTY
M382/7-83
Page 2
4 . .(continued)
particularly hispanics, and report the .status 'of these plans
and efforts to increase the recruitment of Hispanics to our
Committee September 26, 1988.
5 . Request the Affirmative.- ActionOfficer to. report to our
Committee September 26, :, 1988 on efforts to establish a'
comprehensive recruitment list of Hispanic , and Asian
organizations which can be contacted to assist in..recruiting
Hispanic and Asian candidates for County jobs.
6. Acknowledge the success of 'the efforts by the Director of
Personnel and Affirmative Action Officer to increase the
hiring - and promotion :of blacks. and 'women, who sin the first
quarter of 1988 were both hired and promoted above their
representation in the labor force.
7. Clarify that the MBE/WBE construction program is to be
applied to all contractors, not just sub-contractors, . so if
a general contractor is an MBE/WBE the percentage of work
being per.formed•. by the general contractor would. apply toward
the MBE/WBE goals.
8. Direct, the Affirmative Action Officer to prepare goal
setting and good faith sections for the MBE/WBE policy on
construction contracts to . address specialty contractors,
such as roofers . who are sole contractors and do not have
sub-contractors.
9 . For the MBE/WBE program define' small businesses, according to
the .guidelines set by the Small Business Administration ( $7.
million for construction contractors and. $14; million for
vendors.
10 . Direct the Affirmative Action Officer to develop a section '
to be added to the construction policy to cover situations
where the, Board of Supervisors assigns construction projects
to departments other than, the Public Works ' or General
Services Departments and return proposed . language to the
Board of Supervisors for approval.
BACKGROUND:
On March 29, 1988, the Board approved a report. from our .Committee
which . contained a number of recommendations relating to the
County' s Affirmative Action program and MBE/WBE program. On June
27), 1988, we met with . -our Affirmative Action Officer, Emma
Kuevor; our MBE/WBE consultant, Dr. Eleanor Ramsey; the Director
of Personnel, Harry Cisterman; Lloyd Madden from the Personnel
Department; County Counsel Vic Westman, and staff from the County
Administrator' s Office to review the reports that had been
requested.. A complete. set of these reports are attached (except
for the purchasing policy, which is covered in a . separate
report) . Among the highlights of . these reports are the
following:
1. . The MBE/WBE. construction- contract policy is in place ..
and appears to be working successfully.
2. Blacks and women are being hired and promoted above
their labor force representation. During the first
quarter of . 1988, blacks represented 7 . 60 of the labor
force. Blacks represented 19 . 60 . of new hires and 200
of promotions.: Women represent 420 of the labor force.
; Women represented 650 of . new hires and 54 . 20 of
promotions.
Page 3
3 . Hispanics are under-represented in both hiring and
promotions. It is clear that more effort is needed in
this area.
4•. Blacks and - women, while being hired, above their
representation in the work force, are also resigning at
rates above their representation in the labor force.
5 . Work is proceeding in developing an MBE/WBE policy on
personal service contracts.
6 . Solid mid-census data is not available on the racial,
ethnic. and . sexual distribution of. the population,
although generally recognized estimates are available.
7 . The Director' of Personnel is planning to .establish a
recruitment division to assist in recruiting minority
and women candidates .for County positions..
Based on these reports and our discussion of them with the
Affirmative Action Officer and Director- of Personnel, we have
formulated the above recommendations and urge their. adoption by
the Board of Supervisors.
Contra Costa County
MBE/WBE CONTRACT COMPLIANCE PROGRAM
13 Affirmative Action Office
651 Pine Street, Martinez, CA 94553
(415) 646-4106
June 22, 1988
To: Internal Operations Committee
From: Emma Kuevor
Affirmative Action Officer
Subject: Status of County' s
MBE/WBE Contract Compliance Program
The procedures for implementing the construction section of
the MBE/WBE Contract Compliance Program are being reviewed
with recommendations for modifications.
Some of the recommendations are:
1 ) Apply the MBE/WBE construction program to all
contractors, not just sub-•contractors, therefore,
if the general contractor is a MBE/WBE, the
percentage of work being performed by the general.
contractor would apply towards the MBE/WBE goals.
3) Prepare goal setting and good faith sections to
address specialty contractors such as roofers who
are sole contractors and do not have
sub-contractors.
4) Define small businesses according to the guidelines
set by the Small Business Administration (7 million
for construction contractors and 14 million for
vendors) .
5) Adding a section to the Construction Policy when
the Board of Supervisors assigns to departments or
agencies other than Public Works or General
Services construction projects.
The addendum (to be distributed at the Internal Operations
Committee meeting) , lists the construction' projects from
General Services and the Public Works Departments.
Work continues with the consultant providing technical
assistance in order to meet MBE/WBE goals on the West County
Justice Center and the formulation of the MBE/WBE policy and
procedures for the purchasing program.
pg 1 of 2
Mason Tillman assisted in the review and analysis of the
Good Faith Effort made by Walsh Construction Company. Two
staff meetings were held with Walsh Construction to analyze
the firm' s Good Faith Effort and to assist them (Walsh) in
increasing their MBE/WBE participation.
Dr. Ramsey met with me, to review the certification -
evaluation of the MBE/WBE' s on Walsh' s bid.
Walsh Construction was awarded the West County Justice
Center contract. It was determined that Walsh had presented
a Good Faith Effort and they have made a commitment to
continue to increase their minority and women business
participation. A meeting will be scheduled with Walsh to ,
review the Affirmative Action and MBE/WBE monitoring
procedures required to ensure full participation of
minorities and women at the worksite. The weekly and
monthly workforce reports of minority and women
participation will be reviewed.
Meetings were held with Mr. Cliff Baumer, Purchasing Manager
to review his comments and suggested changes on the MBE/WBE
Purchasing Contract Policy and Procedures prepared and
provided by Mason Tillman Associates. County Counsel has
also reviewed the proposed policy and procedures. This
information, together with data collected from the buyers
during a three . hour meeting held in March, and Survey
findings on the purchasing practices of the County' s
departments and special District were used to prepare the
proposed MBE/WBE Purchasing Contracts Policy and the
Procedures.
A draft of the MBE/WBE Purchasing Policy and Procedures are
being submitted for your review and recommendations.
Departments and community organizations will be sent copies
of the Policy for their review and comments.
Purchasing had a request to . purchase 189 additional
Detention Facility Bunk Beds. There were approximately 22
MBE/WBE' s referred and two MBE/WBE biders, however, they
were not the successful low bidder.
The County' s MBE/WBE Professional/Personal Services Policy
and Procedures are currently being prepared.
A Contract Compliance Specialist position has been budgeted
and assigned to the Affirmative Action Office to assist in
the implementation of the MBE/WBE Contract Compliance
Program. The position should be filled by August, 1988.
EK/kjw
c:iop.mmo
(mbe/wbe corr-mem. )
pg2of 2
Contra Costa County
MBB/WBE CONTRACT COMPLIANCE PROGRAM
Affirmative Action Office
651 Pine Street, Martinez, CA 94553
( 415) 646-4106
June 24, 1988
To: Internal Operat' ons Committee
From: Emma Kuevor .
Affirmative Act on Officer
Subject: MBE/WBE Status Report Addendum
PUBLIC WORKS DEPARTMENT
MBE/WBE PROJECTS
The Public Works Department MBE/WBe procedures are being
evaluated prior to implementing the MBE/WBE program in their
department. The following is a list of . County funded
projects since the Board of Supervisors adopted the program
September 15, 1987:
1 ) D.A. 44B, Line D Project
$77, 068 Bid Amount, Awarded .12/87
Alves, Contractor
MBE: 0
WBE: 0
2) D.A. 56, Lindsey Basin Project
$1 ,203, 986 Bid Amount, Awarded 12/87
Oliver de Silva, Contractor
MBE: 0
WBE: 0
3) Pleasant Hill Bart Landscaping Project
$192,930. Bid Amount, Awarded 1/88
M. Hatsushi, Contractor
4) 1988 Rubber Chipseal
$379, 470 Bid Amount, Awarded 5/88
International Surfacing, Contractor
MBE: 0
WBE: 0
pg 1 of 2
5) Evora Road Realignment
$75,451 Bid Amount, Awarded 5/88
Heide & Williams, Contractor
MBE: 0
WBE: 0
6) Hidden Pond Road
$508, 460 Bid Amount, Award Pending
North Bay Construction, Contractor
Federal construction projects identifies Disadvantage
Business Enterprise (DBE) goals which includes Minority and
Women Business Enterprises. The following are projects
funded from a combination of Federal, State and Local funds
since the Board of Supervisors adopted the MBE/WBE
Construction Policy September 15, 1987 :
1 ) Camino Diablo Bridge
$338, 664 Bid Amount, Awarded 4/88
Hess Concrete, Contractor
DBE: 15%
Funded: Federal 80%
County 20%
2) Hwy 4 Over Willow Pass
$1, 442 , 857 Bid Amount, Award Pending
Bay Cities Construction, Contractor
DBE: 13%
Funded: E/Central Travel Corridor as 39. 50
City of Antioch 39. 5%
City of Pittsburg 21%
3 ) Carquinez Scenic Drive Slide
$44,928 Bid Amount, Award Pending
Carone Bros. , Contractors
DBE: Goal is 10%
Funded: FEMA 92%
County 8%
EK/kjw
c:pubworks.prj
pg2of 2
Contra Costa County
MBS/WBE CONTRACT COMPLIANCE PROGRAM
Affirmative Action Office
651 Pine Street, Martinez, CA 94553
( 415) 646-4106
June 24, 1988
To: Internal Operations Committee
From: Emma Kuevor �
Affirmative 4Acio�noffic2er
Subject: MBE/WBE Status Report Addendum
GENERAL SERVICES DEPARTMENT
MBE/WBE PROJECTS
The General Services Department has implemented. the County' s
MBE/WBE Construction Contract Compliance Program.
The following is a list of County funded projects since the
-Board of Supervisors adopted the program September 15, 1987:
1) Sheriff Patrol and Investigation Building Project
$2,670,000 Bid Amount, Awarded 12/87
Dickman-Nourse, Inc. , Contractor
MBE: McDermott Sealy, Inc. (Hispanic)
$384,000 = 14%
WBE: Roberson Construction Co. , Inc.
$ 81, 000 = 3%
2) Replacement of Fuel Tanks in Richmond, Martinez,
and Byron Project.
$78,817 Bid Amount, Award "pending"
Diablo Tank & Equipment, Inc. , Contractor
MBE: Reviewing
WBE: Reviewing
3) Improvements at County Finance Building Project
$67,772 Bid Amount, Award "pending"
MBE: Reviewing
WBE: Reviewing
4) Addition to 255 Glacier Drive Project
Estimated cost: $1,800,000
EK/kjt
c:genserv.prj
t
Contra Costa County
MBE/WBE CONTRACT COMPLIANCE PROGRAM
Affirmative Action Office
651 Pine Street, Martinez, CA 94553
( 415) 646-4106
PURCHASING CONTRACT PROCEDURES
I. BACKGROUND:
, The following procedures support the Contra Costa County
Minority and Women Business Enterprise (MBE/WBE) Purchasing
Contracts Program. The procedures provide the guidelines by
which to implement the MBE/WBE Purchasing Contracts Policy
approved by the Contra Costa County Board of Supervisors. The
purpose of the Policy is to achieve at least a fifteen percent
( 15%) goal in all purchasing contract award amounts for
Minority. owned firms and at least a five percent ( 5%) goal for
Woman owned firms, beginning with fiscal year 1988-89. It is
the intent of the MBE/WBE Purchasing Contracts Procedure to
implement this policy.
III . IDENTIFICATION OF MBE/WBE FIRMS:
The Purchasing Agent shall maintain a copy of the most current
registry of certified MBE/WBE, organized by the goods and
services the firms provide. The registry shall include the
businesses which provide the goods and services routinely
procured by the County and a description of the goods and
services which the firms are capable of providing. The
Contract Compliance Officer will be responsible for updating
the registry. The registry will include:
a. Business name and address
b. Names of business owners
c. Type of business (MBE/WBE)
d. Types of goods and services available
e. Certification and expiration date
f. Certification with approved agencies with expiration
date
The County Contract Compliance Officer shall advertise
annually for MBE/WBE companies, and at any time throughout the
year, when there is a specific need for vendors to provide
goods and/or services not routinely purchased. Advertisements
shall be placed in at least two general circulation
newspapers, one local and one with Bay Area circulation, and
also in two minority/women focused newspapers. The Purchasing
Agent shall attend local and regional business fairs to
promote the MBE/WBE Purchasing Program and identify the types
of goods and services purchased by the County. Names of
potentially eligible vendors identified by the Purchasing
pg 1 of 4
•1 1
Division, or by special districts and departments with
requisitioning authority, through their Affirmative Action
efforts and the normal course of business, shall be forwarded
to the Contract Compliance Officer.
III. CERTIFICATION:
The firms listed in the registry must be certified by Contra
Costa County or another acceptable agency. Eligible agencies
are the California State Department of Transportation; One
Stop Service Center in Richmond; San Francisco Bay Area
Regional Transit Association; City of Oakland, Office of
Public Works; and The Port of Oakland. Each agency publishes
a directory of their certified businesses which can be used as
reference documents for eligible minority and woman vendors.
The Contra. Costa County Contract Compliance Officer (CCO) will
certify eligible MBE/WBE companies. Companies must submit a
Certification Application Schedule A or B form to the Contract
Compliance Officer, who will review the process and completed
form(s) . Copies of the Certification Application can be
obtained from the Contra Costa County Contract Compliance
Officer for distribution to interested vendors.
A. Certification Eligibility Standards
1) The eligibility of a business is defined in terms of
its 51% ownership, size of the business and control of
the business.
2 ) An eligible Minority Business Enterprise (MBE) owner
is a citizen or lawful permanent resident of the
United States, a member of a recognized ethnic or
racial group, and owns 51% of the business. The
eligible ethnic or .racial groups are defined as
follows:
a. Black (person having origins in any of the Black
racial groups of Africa) ;
b. Hispanic (a person of Mexican, Puerto Rican,
Cuban, Central South American, or other Spanish
culture or origin, regardless of race) ;
c. Asian American (a person whose origins are from
Japan, China, the Philippines, Vietnam, Korea,
Samoa, Guam, the United States Trust Territories
of the Pacific, Northern Marianas, Laos, Cambodia
and Taiwan) ; or
d. American Indian and Alaskan Native (a person
having origins in any of the original peoples of
North America) .
3 ) An eligible Woman Business Enterprise (WBE) owner is a
female citizen or lawful permanent resident of the
pg 2 of 4
United States and owns 51% of the business.
B. The business owned by an eligible minority or a woman must
be small. .
C. Management and the daily business operations of the small
business must be controlled by the eligible owner or
owners.
IV. BID SOLICITATION
The Purchasing Division of the General Services Department and
all other departments and special districts with direct
contracting authority will be responsible for contacting from
the registry at least one MBE and one WBE for a quotation on
each purchasing contract. A record of the solicitations for
each bid should be maintained and the MBE/WBE vendors should
be identified on the purchase order. For any procurement for
which there are no MBE/WBE vendors listed in the registry the
Purchasing Agent shall immediately notify the Contract
Compliance Officer.
The responses from all MBE/WBE vendors contacted shall be
recorded and maintained in the permanent record of the
purchase as documentation for quarterly MBE/WBE reports. The
data shall be recorded on either the requisition form or the
bid recap form. The departments and special districts should
. maintain this data in their files and use it to prepare the
MBE/WBE departmental reports that shall be submitted to the
Purchasing Agent quarterly.
N. MBE/WBE QUARTERLY REPORTING
The MBE/WBE Purchasing Contracts Program Quarterly Report
shall be prepared by the Purchasing Agent and submitted to the
Contract Compliance Officer within 30 days of the end of each
quarter. The Quarterly Report shall include the number and
dollar value of the total purchasing contracts by department.
For each department the number and dollar value of all
purchasing contracts awarded to MBE/WBE' s during the quarter
shall also be reported. The report shall indicate whether the
purchasing contract was for a service or good.
VI . MBE/WBE LIAISON
An MBE/WBE Liaison should be designated in each department and
special district. The MBE/WBE Liaison will promote the
MBE/WBE Purchasing Program within their own department and
special district and also be the link to the Purchasing Agent
and Contract Compliance Officer. The Liaison can assist
Purchasing to identify businesses that meet their Department 's
supplies, equipment, material and services requirements for
pg 3 of 4
routine purchases. The liaison shall provide information on
new vendors to the Contract Compliance Officer and Purchasing
Agent. The Coordinator shall also be the MBE/WBE information
and resource person within a given department or special
district who refers vendors to the Purchasing Agent to learn
more about the goods and services departments use, and to the
Contract Compliance Officer to learn more about the County
MBE/WBE Program.
EK/kjw
c:punccasg.pro
b: (mbe/wbe workdsc)
pg 4 of 4
AFFIRMATIVE ACTION
QUARTERLY PROGRESS REPORT
Hires:
There were 259 employees hired during the first quarter
(January - March) of 1988. Black employees (51 or 19.6%)
and Females ( 169 or 65%) were hired above their labor force
representation of 7.6% and 42% respectively.
The hiring percentages of the remaining minority groups
are: Hispanics 6 . 5% ( 17) ; Asian/Pacific Islanders 4 . 6%
( 12) ; Filipino 4.2% ( 11) ; and American Indians/Alaskan
Natives .7% ( 2) .
There were eleven ( 11 or 4 . 2%) employees that did not
indicate their ethnicity.
The job classes with the largest number of employees
hired were: Registered Nurses ( 10) ; Social Service Division
Manager ( 13) ; Eligibility Workers ( 11) ; and Firefighters
(Riverview) (14) .
The occupational categories with the largest number of
employees hired were: Professionals 76; Technicians 21.;
Administrative Support 61; Protective _ Service Workers 19;
and officials & Administrators 13 .
Hispanics were not hired at a rate compared to their
force representation of 7. 7%. The occupational categories
that were the most under represented hired more minorities
and Females. For example, among technicians - 21 were hired
of which 13 were Females, 6 Blacks, one each for Hispanic,
Asian and Filipino. In the Protective Services occupational
category, with 19 hires there were 3 Females and Black
employees hired and 2 Hispanics and Asian employees were
hired.
pg 1 of 7
Promotions
There were 70 employees promoted the first quarter of
1988 (January to March) . Black employees 20% ( 14) and
Females 54. 2% ( 38) were the groups that exceeded their labor
force representation of 7.6% and 42% respectively.
The remaining minority groups promoted only one employee
(1 . 4%) . Those groups of employees were Hispanics;
Asian/Pacific Islanders; Filipinos; and American
Indian/Alaskan Natives.
The job classes with the largest number of employees
that were promoted were Eligibility Workers with six
employees promoted and Deputy Probation Officers with five
employees promoted.
The occupational categories with the largest number of
employees promoted _ were Professionals with 30 employees
promoted, followed by Technicians with eleven, and
Protective Service Workers with ten employees. Fifteen of
the Professionals are Females and seven are minorities.
Among Technicians - 12 are females and six are minorities.
Separations:
There were, during the first quarter of 1988, 172
employees that left the County. service. The groups that
were hired and promoted above their labor force
representation are also the groups that left the County
above their labor force representation: Black employees
11 .6% ( 20) and Females 58.7% (101) .
The remaining ethnic groups that were separated from
the County were 5.8% (10) Hispanics; 2. 9% ( 5) Asian Pacific
Islanders; 2 . 3% ( 4) Filipino; 15% ( 1) American
Indian/Alaskan Native employee. There were two employees
that are listed as unknown.
I -
Types of Separations:
i
During this quarter, there were six types of
separations from County service. They were separations due
i to resignation, constructive resignation, retirement, death,
rejection from probation and dismissal.
The largest number of separations this quarter was due
to resignations 92, followed by retirements 10; and
rejections from probation 8. The other forms of separation
were small - death 3; dismissed 3 ; and constructive
resignation one ( 1) .
pg 2 of 7
Among the resignations, Black employees 15. 2% (14) and
Females 68. 5% ( 63 ) were the highest followed by Hispanics
8.6% (8) ; Asian/Pacific Islanders 2. 1% (2) ; Filipino 4. 3%
(4) and American Indian/Alaskan Natives 1% (1) .
EK:kjw
b & c:progress. 188
(reports #2)
pg 3 of 7
• ti t� t� �t o r �o x �
0 m H O x O m b
rr r 4- +Ma
0 w� oNW
tn �.+oo�oorrLn�na-+W ac.Do
a
\ N
W \
O
w \\
a
4n
N
CD \\
N W
N \
O
tt
m
n n
o " \
pt m �� w
CL 4 \\
m x
tt
no
00
r
rr
m�
r
on
m 00g
(D 9 ~
d
rt
rt r
� n
x
h r• � r
-
W
W m
2 (D N
H M m
to CND
n r \\��
0
yx
m
N
r
w \\
ro
Ln
n
rt
w
O
O
C7
CD ; ��\\\
d W
m n
4
n 4n
O ]
.'7 W N
m M
m M
4n
�t O Zz
4 n \ 1
w w
n p+
m r
N
pg 4 of 7
� o
v Mt2l0< orbatxj
H
p .1.1-11-\\�\\�-.1- 10
rt
r
(D
(D
M (D
W
7.'
O
x x
W '
fA \\
b OD
H w
n
M
9
O N
N
x
-
r
!n �+• N
C=1 b
b r•
O
H
F-I
O
Vz1 (D
R
H \�\
r
R
b 50
4 m
O �+•
\\
Pi n \� 00
R O R \\
w � r•
O o
v
w
v
r•
N
9
r• w
C!
D1
CD
d
Cl)
m 0
(D q
W M
H- rRrt{
G r
n
RR
H. to
p C
:1 m
pg 5 of 7
H oa Da -e o r '0 s 04
0 w X
r�r�+rrrrr+rNNNNNNNNNNwwwWww�www �v��nQp��
O F+NWP.tr O%-4 OD•00r N w r VA 0%V OD%00 W 0'VA O�v 00100t+N Wl to 0• v OD 10 0
a
� R
\ N
W \
N
fD
\ N
A \
m r
O1
a
N
O
K
C
W \\\\\\\\� O .
tv O
K
�1
a�
b tll
d \t+ \\\
b � z 1"
>
CD 09 �\\
OHO -
m
(DD 0
O H O m \ N
N 3 m'Jr• -
►t
til v A �iQsj
H rR
O�
b
fA
C]
C0 r
nc
m
3
R C7
O
pC r
W�t
D) R
r
O
>v
R W
O to
7 Y+�
m n
�t R
A m \
n \ N
m
3
O m \\
n W \\ W
lb
O
Cl.m
P9 6 of 7
W On til ►e O r b Z 03
F+1••�1-+I�F•+F+F+F+F••F+NNNNNN N NNN W W W W W W W W W w -P,PV V10%
O N N W 4'V1 0%-4 00%0 O N w-P"(A 01-4 W 10 O 1-N W F V1 CT V CA 10 O r N W F(n 01 V m'0 0 Ln 0 to O
r•
(D
r•fD
cD
E
fD
H-N
mw
En H
hCA
W \\\\\\ ---\\\\\—\\\\—\— In
ZZ
n
fD
N
r
r•
n \\\\\\\\ %D
d ro
m
n'
M w \\
0 \\ w
ro
ro a '.
09
CD z K
N O Q
M C'* \\\\\\\\\\\\\\\
3
N � -
C+I
b
£ M;ro \
CO � \ N
H = o-- \
0.1 •
m0
CA 11
£G
O CY A \
\ N
9i r• \
CA
CDrt
w
n r
m
r
rt
0 En
0 ti•
Ul
�t M
N
N y
00
n D)
fD M+
H
H H
O C ` N
rM �
N K
r
0
O
H
pg 7 of 7
b =
n w
o n
3 m
O m
3 '+1 4 R S �+1 Cr ••
M G 7 O n b• 7
r] A n G 5 r3 O n C
O 7 G m m O 7 C m
R d n R m h
r m a
--- _-- A w r r w t0 N w N
L.N w .O O U+ O J p, Ij m
v0
A r
• W r r Q1 VI Q1 VI r of
O y
N W W lO T V1 %0�p A r A K r
a
r r N a
O J N r N O Un m O m H b
O O O, m Q. O .D r J r
J
.N r s
111 r r N l,n 0 A ON A
N N m W r ID Ln W J 0
H
a
N
z
N
o r m
r - lD lfl N r �"•
o a J W A r A W A •y `/ q
� A
_ !1
H
Y
71
r � M
r A m N b
A r O r O lJ� J O W
Y
7S
M
H n
M b
r
N pi Y =
'Y\
O 1f
A Y
b M
ti
S
r A M
r r
A r r O o N r A w A H yl
V
M
H O
! 1p
> In
Z M
rs
H O
N M
< Y
as
z
A O
• r
O�*
AO
�0
E
i •
O 'a
Z �
4
M M
O h
x dc
M Z
Ln
• Y .
C to
p •c
sa
< do
s h
M
a
~ ~ sko a o a
a ,
~ N
M
M W
< m h
A. n
�Z
• zs
.4 la
M M N
� M
y
z U h
M
OIc
Z
14 n a M in e o m
W .a
Itl
a s
a
a
C4 h
w �
m a a w Wn o vi o
rl
F4
W
Fd
M M M O n O Ln
ig n 10 r1
n
N O1 N O
V n r r o
a �• r
h i
I = n V T N
.a
o � �
T
T 11 r
w
to As
ro o t u
7 M O O
C A 4 F
C
O
aj
a
M
a
m
m
a0 •
• � 01
r• �`
c n
o n
a c a
R O A
M A r
O f O
H 3 'm 4 H s ^l 4
O a m a O a t0 a
n n v n n O
a n c a n n c
r 7 c a r 7 c a
r a n ° n
< •c
w
r
f, O
o rn 0 'o r
m
w O m
o r r O �p w w N Nl
O O N r J A H
3
f a,
0 o r r m
N
a
s
r ■
H y
Z S q
M
CD O v
H
O% M
A O
y Z
y m
M Wy
N � •}.
N N O M V\A
M
N
s
r
M
' w M
A •j
y O
f A O�
pr r
� H
M
s :
Mjj Q
N r r N
r ■yA p
M 71
N
v v a
m d R
3 n r-
r- 7 n
CA 3
a �
.. R
4 H 3 ^1 4. H 3 ^1 4
o wa o a m a o d w
rt n C! n n Q 7 ft n O' 7
0 n n C 0 n n C a A n C
r 7 C w r 7 C d N S C W
R• n m n a n
r x n < dP ae n < s a n <
w O, l W N
w N N w (n m IP D.
pi w CO W N I
T N O W r O O r O O, [+ yy
r r ~ ~ 7 K r
O w N F-• O W W 0 T A F•' Y M
0 0 Zn Ll o o y
3
O o w GO .D H f..
Ci w 'q H
t+l
a
I
w N cn
r O
w O X
cn
b
a q
x
_ = q
Nyy •�
'l W
� M
n l7.
Z
H
I ►+ Y
W N
` M
W
N O r t.. "4 O\ A
O A y
A
Iq
M
I
1
M
r
4
O
C1 9 O.
7 � M
a N
C
A
II
to
M
�s +
M
N
a
�o z
O u.
Q �
a n
R R
r•f.-
0
O O
7 7
a
� o
S T c, 14 M
a A a
•9 n P
O n M C
R 7 F a
a a n
r r5 `C
+v a
O A N O N = to
= H
v O
o A r W o D Y
r K t4
eai
O W W W
cc
� M h
N H
d
VI tl� N F+ N H
Z
d _
4 Y n+ to
r A
N „ m
ro
m �
M
_ P
r A b 1.a b
N - Y
Z H
H A
H
= Y �
H m
0 M y
t4 30
vro
n r r o D FI Y
H 70 A
m M
ti
S
M
r
M M
4
M
Z
H O
Y Y
rs
)p
N A
7C
P
Z ►�
Y Z
.40
N M
Y
ns
0
i J
A
Office of The County Administrator
CONTRA COSTA COUNTY
AFFIRMATIVE ACTION OFFICE
651 Pine Street, Martinez, CA 94553
646-4106
July 7, 1988
To: Affirmative Action Coordinators
From: Emma Kuevor
Affirmative Ac ion Officer
Subject: Timetables and Goals
I have enclosed for your review, the timetables and goals in
your department. The format is different from goals
previously sent to you because I have been able to make it.
easier for me to update.
As you can see, the percentages are given as decimals (ie:
. 256 instead of 25. 6%) . I have also used 999999999 in the
section "years to achieve parity" and ******* in the section
"year parity achieved" to indicate when data cannot be
computed, when a zero is multiplied or divided.
The goals are divided into two sections. The first are the
individual goals and the second are the goals summarized
within each ( individual) department. I need your assistance
in reviewing the goals to identify errors and to obtain your
comments. The procedure is the same (attachment) , only
programmed and in a different format.
Please don' t hesitate to call me if you have any questions.
EK/kit
Enclosure
b:tt&g. ltr
(corr. 88)
PROCEDURES USED FOR SETTING TIMETABLES AND GOALS
1. List the laborforce data from the 1980 Census Data by
job class or other acceptable data.
2. List the number and percent of County employees in the
workforce from the most recent Contra Costa County_
workforce statistical data by job class county wide.
3 . To determine if the representation of a particular
race, ethnic group, (i.e. Black, Hispanic, Asian and
Pacific Islanders, American Indians and Alaskan
Natives) or Females in a job class is less than 80% of
the representation in the County laborforce:
a. Multiply . 80 times the County laborforce percentage
for the particular race/Females.
b. If the result is higher than the workforce
percentage (County employees) there is adverse
effect.
4. To determine the number currently needed to achieve
parity with the County laborforce:
a. Multiply the race, ethnic group or female
laborforce percentage figures times the total
number of positions in the job class.
5. To determine the number currently short of achieving
parity with the county laborforce:
a. Subtract the number of County employees in the job
class from the number of employees "needed to
achieve parity" , (answer in step 4) with the County
laborforce.
6. The average number (based on a three-year average) of
positions available for hire is determined by:
a. Compiling the data from the number of hires for
three years, then computing the average.
b. For flexible staffed classes, only count hires at
the entry (or first) level into the series ( i.e. ,
Deputy Public Defender, etc. . ) . Do not count
flexible staffed positions at the higher levels
(i.e. Deputy Public Defender II, III) .
c. The result is the estimated positions available for
hire.
pg 1 of 4
7. List the average number (based on a three-year average)
of separations in the job class.
a. For flexible staffed positions, the person must
leave the flexible staffed series.
b. Compile data from number of separations from the
position for three years, then compute the average.
c. The result is the estimated number of people who
separated ( left the position) from the County.
8. It is necessary to consider the average number of
protected group persons leaving the job class. This
figure is estimated by multiplying the percentage of
the protected group in the job class (employees) times
the average number of persons that are separations in
the job class.
9. To determine the percentage of hires necessary to
achieve goal requirements:
a. Multiply the laborforce percentage of the specified
race, ethnic or sex group by 1. 5 (the hiring rate
proportion) stated in the Consent Decree.
10. To determine the number of hires necessary to achieve
goal requirements:
a. Multiply the percentage calculated in number 9
(above) times the figure obtained in number 6 (the
total number of positions available for hire) .
pg 2 of 4
DETERMINATION OF
"NUMBER OF YEARS TO PARITY"
VARIABLE DEFINITION
. a = The number of members of the protected group
working (County employees) in the
classification.
b = The total number of Positions in the
classification.
c = The average number of the protected group
leaving ( separated) the class, (based on a
three-year average) .
d = The total positions available for hire (based
on a three-year average) .
f = The percentage of the protected group working
in the same job class in the labor market
(EDD data) .
n. = The number of years to achieve parity.
YEAR IN WHICH PARITY WILL BE ACHIEVED IF
AFFIRMATIVE ACTION GOALS ARE MET.
----------------------------------------------------------------------
n = ( f) (b) - a
[ ( 1. 5 ) (f) (d) ] - (c)
pg 3 of 4
. . f 4 ��
STEPS FOR COMPUTING NUMBER
OF YEARS TO PARITY
1. Multiply: (f) percentage times (b)
2. subtract: ( 1) above - (a)
3 . Multiply: 1 . 5 times (f)
4. Multiply: (d) times ( 3 )
5. Subtract 4 (above) - c
6. Divide: ( 2) above by 5 (above)
EK/kjw
pg 4 of 4
c:tt&g.pro
Office of The County Administrator
CONTRA COSTA COUNTY
AFFIRMATIVE ACTION OFFICE
651 Pine Street, Martinez, CA 94553
646-4106
June 21, 1988
To: Internal Operations Committee
From: Emma Kuevorg
Affirmative Ac ion Officer
Subject: Labor Force Statistics
One of the recommendations at the March 21, 1988 Internal
Operations Committee meeting was to direct the Affirmative
Action Officer to investigate using 1985 Association Of Bay
Area Governments (ABAG) labor force statistics in lieu of
1980 Census data, to more accurately reflect race and ethnic
representation in Contra Costa County.
After calling ABAG and contacting the staff in the Regional
Data Center, they (Patricia Perry and Hing Wong) , said they
do not have race and ethnic data for the laborforce, except
based on the 1980 Census. They do have updates of the total.
number of jobs in each City and County plus projections;_
however, none of their data is by race and ethnic.
EK/kjt
b:iop.mem
(corr.88)