HomeMy WebLinkAboutMINUTES - 06131989 - IO.3 1
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Board of Supervisors
PROM: INTERNAL OPERATIONS COMMITTEE
DATE: May 22, 1989 ----- ---
'-- �a n�
SUBJECT: QUARTERLY STATUS REPORT ON AFFIRMATIVE ACTION
AND MBE/WBE PROGRAMS
Specific Request(s) or Recommendations(s) & Background & Justification
RECOMMENDATIONS:
1. Acknowledge receipt of the attached quarterly report from the Affirmative Action Officer.
2. Request the Affirmative Action Officer to file an additional quarterly report with our
Committee on July 10, 1989 at 11:00 A.M.
3. Request the Affirmative Action Officer to develop a booklet which explains the County's
Affirmative Action and MBE/WBE Programs which can be forwarded to members of the
general public who ask for information on the County's Affirmative Action and MBE/WBE
Programs and return a draft of such a booklet to the Internal Operations Committee for
review on October 9, 1989.
4. Request the Affirmative Action Officer to include in her next quarterly report to our
Committee more details on the salary level, occupational groups and departments in which
women in County government work, as was requested by the Advisory Committee on the
Employment and Economic Status of Women.
CONTINUED ON ATTACHMENT.- YES SIGNATURE:
Re a ation County A inistrator Recommendation of Board Committee
pprove Other:
4 �
S gnature(s): M PO S SUNNE WRIGHT McPEAK
Action of Boar on: June 13, 1989 Approved as Recommended Other
Vote of Supervisors
I HEREBY CERTIFY THAT THIS IS A TRUE AND
X Unanimous(Absent _ 1 CORRECT COPY OF AN ACTION TAKEN AND
Ayes: Noes: ENTERED ON HE MINUTES OF THE BOARD
Absent: Abstain: OF SUPERVISOR ON DATE SHOWN.
cc: County Administrator ATTESTED /3 /9 F 9
Affirmative Action Officer PH BATCHELOR,CLERK OF THE BOARD
Chair,ACEESW.: _ ' SUPERVISORS AND COUNTY ADMINISTRATOR
BY- Deputy Clerk
} xm:ch(ic3.bo)
BACKGROUND:
Our Committee has been asked by the Board of Supervisors to meet regularly with the Affirmative
Action Officer and review the progress being made by the County in the areas of affirmative action
and minority and women owned businesses.
On May 22, 1989 our Committee met with Emma Kuevor, our Affirmative Action Officer, Jose
Lopez from the Hispanic Round Table, Janet Johnson from the Advisory Committee on the
Employment and Economic Status of Women and Larry Fugazi from the Personnel Department to
review the attached report.
The County continues to make progress in hiring and promoting women and minorities,except for
Hispanics, where additional work is needed to identify qualified Hispanics for County jobs. The
Personnel Department has set up some meetings with Hispanics groups in the County in an effort
to resolve this problem. While blacks and women are separating from County service at higher than
normal levels, there does not appear to be any objective evidence that any discrimination is taking
place which would account for this fact.
A number of people have asked for more information on the County's Affirmative Action and MBE/
WBE Programs. As a result we are asking that Ms. Kuevor be asked to prepare a draft of a booklet
that could be sent to individuals or organizations that want more information about what the County
is doing in these areas.
The Advisory Committee on the Employment and Economic Status of Women asked for more
specific information than was available in the summary charts which are attached to this report
showing the salary level,occupational groups and departments in which women County employees
are currently working. We agree that this additional information would be very helpful and are,
therefore, asking that Ms. Kuevor include this information in her next quarterly report to our
Committee.
We are also pleased to report that Ms. Kuevor is working with County Department Heads on ways
they can bring their employment figures up to the 1980 census data on workforce distribution of
minorities and women so that when the 1990 census data is available we will be in a position to reflect
that more current data in our employment patterns.
/ Office of The County Administrator
CONTRA COSTA COUNTY
AFFIRMATIVE ACTION OFFICE
651 Pine Street, Martinez, CA 94553
May 3 , 1989
To: Internal Operations Committee
From: Emma Kuevor, Affirmative Action Officer
?- Kzlw�
Subject: Affirmative Action Quarterly Report
The Affirmative Action Division was asked by the Internal
Operations ( I.0. ) Committee to report on a quarterly basis
the County' s progress in affirmative action and contract
compliance.
In general, the County continues to increase the hiring of
minorities and females at or above their . labor force
representation; however, among Hispanic, Asian/Pacific
Islanders, and Filipino applicants and employees, continued
emphasis must be placed on their hiring at entry level and
on promotional exams. Females and Black employees are the
largest groups promoted and conversely are the largest group
of employees that leave ( separate) County service.
The County' s Minority Business Enterprise (MBE) and Women
Business Enterprise (WBE) Contract Compliance Program for
Construction, Purchasing, and Professional/ Personal Service
Contracts are being reviewed because of. the recent Supreme
Court decision ( i.e. Croson vs. City of Richmond, Virginia) .
The review will help the County develop a program that will
comply with the requirements in the Supreme Court Decision.
The West County Justice Center, other County Construction
projects, and the status of our purchasing and professional/
personal services program will be presented in this report.
The West County Justice Center is approximately 25%
complete. Projected expenditure for Minority Business
Enterprises is 11. 5% or $3,407,060. 00 through the use of MBE
subcontractors, 2nd tier subcontractors, suppliers, and
truckers. . Projected expenditure for Women Business
Enterprises is 1.9% or $571,203 .00 through the use of WBE
subcontractors, 2nd tier subcontractors, suppliers, and
truckers. There were two local firms among the seven MBE
companies. There were no local companies among the WBE' s.
The workforce percentages of 24.7% minority and 1.9% female
participation meets the minority goal .of 20.7% but not the
female goal of 6%.
The County' s construction projects show 13% MBE and 1. 2% WBE
goals with 13 .6% awarded to local firms in the third quarter
of fiscal year 88-89.
The Purchasing Division staff continues to solicit minority
and female vendors, attend MBE/WBE functions to let vendors
know how to do business in our County and actively
participate in the Bay Area Purchasing Council. This
Council, made up of private and public agencies, encourages
and solicits MBE/WBE business.
The Professional/Personal Services Policy and Procedures are
being reviewed; however, departments are encouraged to
solicit MBE/WBE business.
I. Affirmative Action
A. Hires
1. Employment
There were 221 new employees hired between
October & December 1988. Females were the
largest group hired with 147 or 66% compared
to males 74 or 33.5%.
Black ( 23 or 10%) , Hispanics ( 20 or 9%) , and
Asian/Pacific Islanders ( 12 or 5%) were the
minority groups with the largest number of
new employees hired above their labor force
representation. The other groups were
Filipino ( 6 or 2%) , and American
Indian/Alaskan Natives ( 2 or ..9%) . There was
also an unusually large number of
employees/applicants that did not identify
their race/ethnic ( i.e. 14 or 6%) category.
2. Occupational Category
The largest number of hires occurred in the
Professional ( 66) , Administrative Support
(56) , and Technician ( 42 ) Occupational
category.
3. Departments
The departments with the largest number of
new employees were Health Services ( 56) ,
Social Services ( 46) and the Library ( 25) .
B. Promotions
1. Employment
Page 2
4
There were 74 employees promoted the last
quarter of calendar year 1988. More females
( 47 or 63%) were promoted than males ( 27 or
36%) . Only Black employees ( 9 or 12%) were
promoted above their labor force
representation. The remaining minority
groups -- Hispanic ( 5 or 6%) , Filipino ( 5 or
6%) , Asian/Pacific Islanders ( 2 or 2%) ,
American Indian/Alaskan Natives ( 1 or 1%) ,
were below their labor force representation.
2. Occupational Category
The largest number of promotions was in the
Professional ( 36) and Technician ( 14)
occupational category.
3. Departments
The departments with the largest number of
promotions were: Social Services ( 25 ) , and
General Services ( 22) .
C. Separations
1. Overview
There were 106 separations. More females ( 75
or 70%) left County service than males ( 32 or
30%) . Among minority employees, the group
with the largest number of separations was
among Black ( 18 or 17%) employees. The
remaining minority groups -- Hispanics ( 5 or
5%) , Asian/Pacific Islanders ( 2 or 2%) ,
Filipino ( 3 or 3%) , American Indian/Alaskan
Natives ( 1 or 1%) -- had significantly lower
numbers separating from the County.
2. Type of Separation
Seventy-seven percent (82 or 77%) of the
separations were due to resignations.
Females and White employees resigned with the
same number & percentages ( 59 or 72%) . Males
(23 or 28%) and Minorities ( 22 or 26%)
resigned in smaller numbers and percentages.
II. Analysis of Employees Separating from County Service
The Internal Operations Committee requested a study
among the employees that separated from the County to
determine if any employees felt their separation was
due to discrimination.
Page 3
r
The Personnel Department staff and Affirmative Action
Division sent questionnaire letters (attachment 1) to
employees that separated from County service in
December 1988 , and January and February 1989. Letters
were not sent to temporary employees. Employees who
separated from the County due to resignation, rejection
from probation, lay off, dismissal, etc. were surveyed.
There were 66 separations in December, 130 in January,
and 82 in February. Questionnaire letters were sent to
a total of 278 employees. There were thirteen
responses that indicated no discrimination and four
employees who responded that they felt they had been
discriminated against. The four employees were females
-- three Black and one Asian. The basis of their
concerns ranged from a supervisor challenging the
employees ' absences, to chemicals causing a medical
condition.
The appropriate staff was contacted and we reviewed the
results of the survey. An exit interview procedure was
recommended along with scheduling ongoing Affirmative
Action Committee meetings.
III. 1990 Workforce Parity Plan
The Board of Supervisors, at its January 9, 1989
meeting, adopted a goal -- the representation of
Hispanics and Asian and Pacific Islanders in the County
workforce will reflect the County' s labor force
representation of 7.7% Hispanic and 5. 4% Asian/Pacific
Islanders in 1990. In order to meet this goal, the
County Administrator' s staff (Affirmative Action
Decision) sent memorandums to Department Heads and
Department Affirmative Action Coordinators advising
them of the Board' s goal, highlighting their
department' s workforce representation, timetables, and
goals, and presenting them with a list of objectives so
they could implement to more closely monitor their
department' s appointments, etc. A Department Head
presentation is also being scheduled. Departments that
have been working with the Affirmative Action officer
in this area have been receiving positive results.
IV. Community Update
Letters were sent to various community and professional
groups and organizations advising them of the County' s
progress in affirmative action and. contract compliance.
The letter also stated that we would welcome the
opportunity to meet with their group or organization to
discuss our quarterly report and our "overall"
Affirmative Action Program. Several organizations
Page 4
ri S �_
called and presentations were made before the Chinese
American Political Association, N.A.A.C.P. - Pittsburgh
Chapter, Minority Contractors Association, and
representatives from the Hispanic Round Table. A
presentation was also made on the County' s MBE/WBE
Contract Compliance Program at the Commission on the
Status of Women Region IX Conference sponsored by the
City of Concord Human Relations Commission, Status of
Women Committee and the U.S. Department of Labor
Women' s Bureau.
Generally, the groups were all very interested in the
County' s hiring procedures and promotional
opportunities and the MBE/WBE Contract Compliance
Program. The personnel selection procedure was
reviewed from the creation of a new position,
recruitment, testing, final selection interviews to
successfully passing the probationary period. The type
of training available to the County employees was also
of interest to the various groups. All of the groups
visited felt the County' s MBE/WBE program was needed
and wanted to know how minority and women businesses
became certified with the County, the total dollar
amount the County spends in each area of the program,
and how much of the total is awarded to minority and
women businesses. Several members have called since
their meeting with additional questions and positive
comments.
V. MBE/WBE Contract Compliance Program
The County' s MBE/WBE Contract Compliance Program, as
mentioned earlier, is being reviewed because of the
recent Supreme Court decision. The decision basically
requires a strict scrutiny' of our agency' s approach
to establishing MBE goals. We are continuing our
programs during the review period. The review will
assist the County in developing a program that will
meet the requirements presented in that decision. The
following is an update on the West County Justice
Center project, the County' s other construction
projects, and the status of the County' s Purchasing and
Professional Personal Services Programs:
A. West County Justice Center
This $29,678 ,350.00 project (attachment 2) is
approximately 25% completed. The prime
contractor, Walsh, has a projected expenditure of
$3 ,407 ,060.00 or 11. 5% through the utilization of
MBE subcontractor, 2nd tier subcontractors,
suppliers and truckers. Among the seven MBE
companies, two are local firms.
Page 5
Walsh has a projected expenditure of $571,203 .00
or 1. 9% through the utilization of WBE
subcontractors, 2nd tier subcontractors, suppliers
and truckers. One of the WBE contracts is for
$500,000; however, because they are suppliers,
only 60% of the dollar amount can be counted.
There were no local companies among the WBE' s.
The goal of 13% MBE and 2s WBE continues to be
closely met through the efforts and cooperation of
the general contractor, Walsh.
Through February 1989 there were sixteen
subcontractors actively performing work with an
overall workforce percentage of 24.7% minority and
1.9% female participation. This meets the
County' s workforce goal of 20.7% minority but
falls short of the female goal of 6%.
B. Other County Construction Projects
Construction projects awarded in the third quarter
of fiscal year 88-89 with individual contract
amounts in excess of $50,000 totaled $823 ,485.00
(attachment 3 ) . Minority Business Enterprises
received $106,126. 00 or 13% and Women Business
Enterprises received $16,652.00 or 1. 2%. A total
of $112, 441. 00 or 13 .6% was awarded to local
firms.
Cumulative totals through the third quarter of
fiscal year 1988-89 shows the County awarded
contracts for $2,799,836.00 of which $337, 312. 00
or 12% was awarded to MBE' s and $143 ,517 or 5% was
awarded to WBE' s. A total of $112, 441 or 4% was
awarded to local firms.
C. Purchasing Contracts
We are finalizing our reporting (attachment 4)
format to identify, by department and countywide,
the total number of vendors, contracts paid and
dollar amount on a monthly and quarterly basis.
Minority and Women Business Enterprises will be
listed as well as local businesses. The
Purchasing, Division of the General Services
department is ' soliciting minority and women
vendors by using certified directories or
contracting our office for assistance. The fire
districts have also broadened the number the
companies they contact to include minority and
women businesses.
D. Service Contracts
Page 6
The Professional/Personal Service Contract policy
and procedures are under review. The reporting
format is the same used in purchasing. The
monthly and quarterly report (attachment 5) will
list by department and Countywide service
contracts paid, dollar amount, MBE' s. WBE' s and
local businesses.
The County' s Affirmative Action and Contract
Compliance program continue to increase the number
of minorities and women doing business in the
County. Department staff, community, and
professional groups and/or organizations have all
helped to make this third quarter of the fiscal
year successful for our new program.
VI. Special Statistical Analysis
A request was made from the Advisory Committee on the
Economic and Employment Status of Women requesting an
analysis of the hires, promotions, and separations at
different time periods. The following analysis
compares the hiring, promotions, and separation
patterns of County employees in 1983 and 1988.
Summary
More hires and promotions occurred among minorities , in
1983 than in 1988. Females continue to be hired and
promoted above their labor force representation in 1983
and 1988. All groups (females and minorities) left the
county in 1983 and 1988 at higher rates except
Hispanics.
Hires
All groups (Females, Black, Hispanic, Asian/Pacific
Islanders and American Indians) in 1983 were hired
above their labor force representation; however, in
1988 all groups except Hispanics were hired above their
labor force representation.
In 1983 there were 772 employees hired (attachment 6)
of which 65% or 506 were females and 266 ( 34%) were
males. 1988 had 945 new employees with 67% or 636
females and 309 or 32% males.
There were more minorities hired in each ethnic group
in 1988 compared to 1983 except for Pacific Islanders.
Pacific Islanders ( they had the same number ( 1 or . 1%)
each year) . Specifically:
1. Among Black employees there were 105 ( 13.6%) in
1983 and 154 ( 16. 3%) in 1988.
Page 7
1 (
2. Hispanic employees had 61 ( 7. 9%) in 1983 and 71
(7. 5%) in 1988.
3 . Asian employees had 43 ( 5. 5%) in 1983 and 44
( 4. 6%) in 1988.
4. Filipino employees had 12 ( 1.5%) in 1983 and 32
( 3.3%) in 1988.
5. American Indians employed had 3 ( .4%) in 1983 and
6 ( . 6%) in 1988.
6. In 1988 there were 30 employees that did not, at
the time of the report, have their race/ethnic
identified and was listed as unknown.
Promotions
All groups {attachment 7 ) in 1983 were promoted above
their labor force representation; however, in 1988 all
groups except Hispanics were promoted above their labor
force representation.
The difference in the number of employees promoted in
1983 and 1988 is small--358 in 1983 and 356 in 1988.
In 1983 202 or 56% were females and 156 or 43% were
males. Fewer females ( 195 or 54%) were promoted in
1988 with 161 or 45% males promoted.
Among Black, Hispanic and Asians, more employees were
promoted in 1983. There were in 1983 , 47 or 13% Black,
29 or 8% Hispanic and 9 or 2% Asian employees promoted
in 1988. More Filipino were promoted in 1988 ( 14 or
3%) than in 1983 ( 4 or 1%) . More American Indians
promoted in 1988 ( 4 or 1%) than in 1983 ( 1 or . 2%) .
Separations
Fewer Hispanics left the County compared to other
groups in 1983 ( 38 or 6%) or in 1988 ( 36 or 6%) . All
groups left the county at percentages higher than their
labor force representation in 1983 and 1988.
There were, in 1983, 586 employees (attachment 8) that
separated from County service of which 375 or 63% were
females and 211 or 36% males compared to 599 in 1988 of
which 390 or 65% were females and 209 or 34% were
males.
Page 8
Among the minority groups Black, Asian/Pacific
Islanders and American Indians left County service more
than Hispanics. In 1983 separations were among Black
employees 81 or 31%, Asian 30 or 5%, Filipino' s 4 or
. 6% and American Indians 3 or . 5% compared to their
separation in 1988 of 82 or 13% Black, 22 or 3% Asian,
12 or 2% Filipino; and American Indian 5 or . 8% and
Pacific Islander 1 or . 1%.
Summary
The County, in 1988, is not making the same progress it
did in 1983 among minority groups in their hiring and
promotion patterns. The closer monitoring by
Department Heads and Department Affirmative Action
Coordinators by departments should help in identifying
problem areas in each department.
Although females are being hired at or above their
labor force representation in 1983 and 1988, the
occupational categories would have to be analyzed to
determine if more women are entering the Officials and
Administrators occupational categories or continue to
be hired in the administrative categories.
VII Conclusion
This quarterly report has summarized the County' s
progress in Affirmative Action and the County' s MBE/WBE
Contract Compliance program. The continued support
from departments and community groups and organizations
has made the County' s progress possible and we are
looking forward to a more successful year.
\dw4\intop.mem 5/3/89
Page 9
Office of The County Administrator
CONTRA COSTA COUNTY
AFFIRMATIVE ACTION OFFICE
651 Pine Street, Martinez, CA 94553
646-4106
January 1989
Dear Employee:
The County is conducting a survey of employees leaving the
County to determine if the reason( s) was caused by
discrimination. The basis of the discrimination may have
been due to race, sex, national origin, age, religion,
handicap, etc.
Take a few minutes to call ( 415) 646-4106 or write me, or
complete the short questionnaire on the back of this letter
and return it to me by March 3 , 1989.
Thank you for your assistance in monitoring the number of
separations in the County.
Sincerely,
Emma Kuevor
Affirmative Action Officer
EK/kab
c: \dw4\misc/survey.doc
1/89
Attachment 1
Page 1 of 2
AFFIRMATIVE ACTION DIVISION
SEPARATION QUESTIONNAIRE
1. My separation was:
_ Resignation _ Constructive Resignation _ Lay-Off
Retirement _ Dismissal Rejection From Probation
2. I feel I have been discriminated against based on my:
Race _ National Origin ( i.e. , Hispanic, etc. )
Handicap Sex ( including harassment, sexual
Religion orientation, etc. )
Medical Condition _ Age (over 40 years old)
Union Activities _ Political Activities
3 . I feel I was discriminated against by my:
Supervisor _ Co-Workers)
_ Department _ Other (please explain below)
4. Discrimination occurred because of the following action(s) :
5. Name (Optional) :
Job Classification:
Type of Position: —Permanent Full-Time _ Permanent Part-Time
_ Permanent Intermittent _ Project
_ Temporary _ Other
Home Address (Optional) :
(City) (State) (Zip)
Home Phone (Optional) :
Attachment 1
'Page 2 of 2
Contra Costa County
MBE/WBE CONTRACT COMPLIANCE PROGRAM
Affirmative Action Office
651 Pine Street, Martinez, CA 94553
(415) 646-4106
March 21, 1989
To: a Kuevor, Contract Compliance Officer
From: ila Walker, Contract Compliance Specialist
Subject: Status Report on West County Justice Center
WEST COUNTY JUSTICE CENTER
STATUS REPORT AS OF FEBRUARY 28, 1989
This $29,678,350.00 project is approximately 257 complete. To date, the
Prime contractor has a projected expenditure of $3,407,060.00 or 11.57
through the utilization of MBE subcontractors, 2nd tier subcontractors,
suppliers and truckers as follows:
Carlos Interiors MBE/Hispanic Non-Local $ 317,775
Valverde & Son MBE/Hispanic Non-Local 329,285
Aire Sheet Metal MBE/Black Non-Local 1,616,000
Fred Grimes Trucking MBE/Black Local 9,000
Jensen Electric MBE/Hispanic Non-Local 800,000
Gaffney Glass MBE/Black Non-Local 135,000
Watson Electric MBE/Amer.Ind. Local 200,000
and $571,203.00 or 1.97 through the utilization of WBE subcontractors, 2nd
tier subcontractors, suppliers and truckers as follows:
Kinel of California WBE Non-Local $ 1,480
Frank Alegre Trucking WBE Non-Local 2,806
R & S Trucking WBE Non-Local 46,917
Bauman Landscape WBE Non-Local 490,000
City Electric Supply WBE Non-Local 300,000*
* Actual contract = $500,000; however because
they are suppliers, 607 of $ are counted.
Walsh Construction, through their Project Manager, Bob Abbott, has made
and is continuing to make a concerted effort to increase the minority and
female participation on this project in order to meet or exceed the
County's goals of 137 minority and 27 female. This effort is evidenced by
the increase in participation from 27 at 'time of bid opening to 11.57
through January 1989 for minorities and from .00057 to 1.97 through
January 1989 for females. Walsh Construction is continuing to encourage
subcontractors to utilize minority and/or female suppliers and second tier
subcontractors wherever feasible.
Attachment 2
Page 1 of 3
Page 1 of 3
$5,591,400 or 18.84% of the contract dollars were committed to local
business. ($5,580,401 or 18.837 to non-minority local firms and $11,000
or ,017 to local minority firms.) A breakdown of firms, their locality
and percentage of the contract follows:
WEST COUNTY JUSTICE CENTER $29,678,350.00
Phase B
Walsh Construction, Sacramento, CA 10.27
Areoplex, Sacramento, CA .087
Automated Filing System, Emeryville, CA .27
AA Aimes Co. , San Leandro, CA less than 6k
Anning-Johnson Co. , Burlingame, CA 1.27
Frank Alegra Trucking, Lodi, CA .000097
Allen Building Products, Oakland, CA .467
Arrowwoods, San Dimas, CA 17
Bauman Landscape, San Rafael CA (WBE) 1.97
Beck Steel, Inc. , Lubbock, TX 5.47
Boldig Enterprises, Racho Cucamonga, CA .47
The Brookman Co. , Burlingame, CA 1.1%
California Builders Hardware, Concord, CA 1.27
Carlos Interiors, San Francisco, CA (MBE-H) 17
CM Security Group, Montreal, Canada .887,
Coast Insulation, Martinez, CA .087
Contra Costa electric, Martinez, CA .127
Display Concepts, Sacramento, CA .097
Emerald Food Service Equipment Co. , Secaucus, NJ .157
Norwalk Food Service Equipment Co. , Secaucus, NJ 37
Erickson, Fairfield, CA 1.4%
Falconer Glass Industries, Sacramento, CA .377
Gaffney Glass, Sacramento, CA (MBE-B) .49%
Gallette & Sons, Inc. , Martinez, CA 5.47
Gradeway, Fremont, CA 1.37
Fred Grimes's Trucking, Richmond, CA (MBE-B) .00037
The Healthco International, Hayward, CA .117
Hope's Architectural, Jamestown, NY . 47
J.R. Enterprises, Saratoga, CA . 47
Kidde Automated Systems, Long Beach, CA 8. 47
Lafayette Manuafacturing, Hayward, CA . 37
Lodestar Elevator Co. , Bencia, CA .157
Masonry Services, Pleasanton, CA 8. 97
J.W. McClannahan, San Mateo, CA .127
B.T. Mancini Co. , Santa Clara, CA . 47
Marathon Engineering, Mountain Ranch, CA .257
Nor-Cal Caulking, Sacramento, CA .26%
Oakland Fence, Hayward, CA 1. 67
Overhead Door Co. , Stockton, CA .097
Owen Pacific, Hayward, CA 1. 17
Pacific Allied Fire Protection, Oakland, CA 1. 87
Penninsula Floors, Fremont, CA • 17
R&S Trucking, Sebastapol, CA (WBE) .00157
Security Metal Products, Hawthorne, CA 5%
Herb Shearer Plastering, Inc. , Bakersfield, CA 7. 87
Teo-Flor Services, San Francisco, CA 27
Universal Security Products, Hayward, CA 1. 47
Valverde & Sons Painting, Santa Clara, (MBE-H) 1.187
Western State Design, Hayward, CA .457
Attachment 2
page 2 of 3 Page 2 of 3
Second-Tier Subcontractors:
Aire Sheet Metal, Redwood City, CA (MBE-B) .057
Jensen Electric, Watsonville, CA (MBE-H) .267
Watson Electric, San Pablo, CA (MBE-AI) .00677
City Electric Supply, Navato, CA (WBE) .0017
Through February 28, 1989, the following contractors were actively
performing work on this project with workforces composed of the
ethnic/gender composition reflected below.
Minority Female
Walsh Construction 507 07
Erickson & Associates 697 187
Oakland Fence 77 07
Galleti & Sons, Inc. 567 07
J.W. McClenahan 07 07
Contra Costa Electric 297 77
Masonry Services 327 .087
Kidde 207 07.
Kister, Savio & Rei 07 07
**Bauman Landscape (WBE) 07 07
Gradeway 41% 07
*Jensen Electric (MBE/Hispanic) 337 07
*Watson Electric (MBE/Amer.Ind. ) 07 07
**Alegre Trucking (WBE)
**R & S Trucking (WBE)
H.C. Hansen Company 857 07
Camblin Steel Services 207 07
Beck Erectors 437 07
*Aire Sheet Metal (MBE/Black) 1007 07
*Gaffney Glass Service 1007 07
* = MBE Contractor
** = WBE Contractor
Overall percentages for the project are 387 minority and 1.397 female
which meets the County's workforce goals of 20.77 minority but falls short
of the female goal of 67.
Bob Abbott, Walsh Construction Project Manager, has been notified of this via
a copy of this memo.
SW/dmn
cc: Bob Abbott, Project Manager
Walsh Construction
c:\dw4\misc/wcjc.mem
Attachment 2
Page 3 of 3
JDage 3 of 3
Contra Costa County
MBE/WBE CONTRACT COMPLIANCE PROGRAM
Affirmative Action Office
651 Pine Street, Martinez, CA 94553
(415) 646-4106
QUARTERLY REPORT
For the reporting period January 1, 1989 through March 31, 1989,
construction projects awarded with individual contract amounts in excess of
$50, 000 totaled $823 , 485. 00 Of this $823 ,485. 00, Minority Business
Enterprises received $106, 126.00 or 13% and Women Business Enterprises
received $16 ,652.00 or 1.2% A total of $112, 441.00 or 13 .6% was awarded to
local firms ( $99,441. 00 or 12% to local non-minority firms and $13 ,000. 00
or 1 . 6% to local minority firms) . Cummulative totals through the third
quarter of fiscal year 1988-89 are as follows:
Total contracts awarded = $2,799,836 Total MBE = $337, 312 or 12%
Total WBE = $143 , 517 or 5%
Following is a breakdown of contracts awarded in the third quarter by
department.
I. GENERAL SERVICE
Site Improvements Casework & Seating
for Portable Courtroom
at 45 Civic Ave. , Pittsburg $ 67,768. 00
* Facchini Enterprises, Walnut Creek 26,193 . 00
RC Concrete, Walnut Creek 4 , 370. 00
Palmer Electric, Bencia 3 ,000. 00
B&B Plumbing, Dublin 5 ,870. 00
School Enterprises, Oakland 7,923 . 00
Lacuna Interiors, Payette 31612.00
American Craftsman, Pacheco 11,800. 00
City Electric Supply, Navato(MBE-A) 41000. 00
Ocampo-Talao, San Francisco (MBE-A) 1,000. 00
Total Contracts = $67,768.00
MBE = $5,000 or 7 . 4%
WBE = 0
Attachment 3
Page 1 of2
Contra Costa County
MBE/WBE CONTRACT COMPLIANCE PROGRAM
Affirmative Action Office
651 Pine Street, Martinez, CA 94553
(415) 646-4106
QUARTERLY REPORT
II . PUBLIC WORKS
Drainage Area 56, Line Z
Channel Improvements $649 ,110.00
* Holman b. Pettibone, Inc. Plymouth, CA 549, 019. 00
CL Skaggs, Trucking, Inc. , Vallejo (MBE-B) 38,107 .00
Paki Trucking, San Pablo (WBE) 13 ,000. 00
Aamigo Co. , Anderson (MBE-H) 18,598. 00
Salinas Reinforcing, Livermore (WBE-H) 2,252.00
Lane Drive Paving $ 57 ,995.00
* Carone Bros. , Hercules 48,208. 00
Camp Bros. Trucking, Petaluma (MBE-B) 71535.00
Aamigo Co. , Anderson, CA (WBE-H) 21252. 00
1988 Guard Rail Replacement $48,612. 00
* Apex Fence Company, Anderson, CA 40,712. 00
Sequoia Traffic Serivices, Inc. ,
Winton, CA (MBE-H) 6,500. 00
Big Sky Construction Co. ,
Whitmore, CA (WBE-C) 11400. 00
Total Contracts = $775.717 . 00
MBE _ $101, 126 or 13 .4%
WBE _ $ 16 ,652 or 2.2%
* Prime Contractor
Sw/kjs[\dw4\quarter.doc] -2-
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