HomeMy WebLinkAboutMINUTES - 05211991 - IO.1 Jf .
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TO: BOARD OF SUPERVISORS' ....
... ^_ Contra
1 ter_.
FlioW, INTERNAL OPERATIONS COMMITTEE Costa
May 13, 1991 County 0 -
SUBJECT: REPORT ON PERSONNEL DEPARTMENT'S OUTREACH & RECRUITMENT PLAN
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION
RECOMMENDATIONS
1 . Endorse Phases I and II of the Outreach and Recruitment Plan
as outlines in the attached report from the Director of
Personnel.
2 . Authorize the County Administrator to submit to the Board of
Supervisors, and indicate the Board' s intent to approve, the
necessary personnel documents to accomplish the following:
A. Cancel two vacant Personnel Technician positions.
B. Reclassify the Special Employment Programs Coordinator
as recommended by the Director of Personnel
C. Add one Outreach and Recruitment Program Assistant
position, as recommended by the Director of Personnel.
3 . Request the Director of Personnel to include in his budget
request to the County Administrator for the 1991-92 fiscal
year budget a request for $6,000 to cover the cost of the
contract with the City of Pittsburg and thereby balance the
cost of implementing the Outreach and Recruitment Plan.
4. Direct the Director of Personnel to return to our Committee
on November 25, 1991 with at least a conceptual outline of
what the Phase II Program outlined in the attached report
would include.
CONTINUED ON ATTACHMEWf-E Y SIGNATURE:
_RECOMMENDATION OF CO TY A I ORRECOMMENDATION O BOARD COMMITTEE
-APPROVE O E
SIIGNATURE S: 0 I . SC SUNNE WRIGHT McPEAK
ACTION OF BOARD ON 1ZMery 21,---l-9-91 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: ATTESTED W, 1941
County Administrator
PHIL BATCH OR,CLERK OF THE BOARD OF
Director of Personnel SUPERVISORS AND COUNTY ADMINISTRATOR
County Counsel
Affirmative Action Officer
NI382 (10/88) BY DEPUTY
f' cY
BACKGROUND:
On December 18, 1990, the Board of Supervisors asked the Director
of Personnel to. consider ways in which his office could expand
outreach efforts throughout the County in an effort to identify
more women and minorities who are eligible for available
positions in the County and to report his conclusions and
recommendations to the , 1991 Internal Operations Committee by
April 1, 1991.
On May 13 , 1991, our Committee met with the Director of
Personnel, the Assistant Director of Personnel, Lloyd Madden who
is the Special Employment Programs Coordinator and Theresa Mena,
who is acting as the Outreach and Recruitment Program Assistant
at the present time..
Mr. Cisterman, Ms. Bitten and Mr. Madden reviewed the attached
report with our Committee. We were extremely impressed with the
progress which has been made in the past few months in extending
the County' s outreach efforts in order to improve our ability to
recruit women and minorities. The figures displayed on pages 3
and 4 of the attached report are truly impressive in regard to
the number of women .and minority candidates who can be recruited
for entry-level County positions. This is particularly dramatic
in such examinations as that for Detention Services Aide, where
710 of the applicants whose applications were accepted were
minorities and 28.5% of the applicants were women.
As is detailed in the attachments to the attached report, Mr.
Madden and his staff are making an extraordinary effort to make
minority groups and women' s organizations aware of the
opportunities which are available in County employment. This has
involved night and weekend work on numerous occasions to attend
job fairs and stay in touch. with minority and women' s
organizations.
The Outreach and Recruitment Plan is divided into two Phases.
Phase I is outlined in some detail in the attached report,
including goals and objectives which are specific and measurable.
Phase I implementation actually began,, at least in part, April 1,
1991. Phase II will be developed over the next several months
and should be ready to be presented to our Committee within six
months.
The recommendations made above will, we believe, make it possible
for the Director of Personnel and his staff to continue the
outstanding outreach and recruitment efforts which are now
underway.
Although not included as a formal recommendation above, we
discussed with the Director of Personnel the possibility of
approaching the President of the University of California about
sponsoring a specific, .targeted series of minority and women
recruitment programs at the campuses of the University where
employers, including the public sector, would have an opportunity
to present their programs and interview prospective minority and
women candidates.
We commend the attached report to the reading of each of the
Board members.
c ,
� s °A Personnel Department
artment p
CostaAdministration Bldg.
x, os 651 Pine Street
County
EOUMartinez, California 94553 1292
Gf
°STA N•.
DATE: May 6, 1991
TO: Internal Operations Committee
FROM: Harry D. Cisterman, Director of Personnel
SUBJECT: Outreach & Recruitment Plan
------------------------------------------------------------------------------
The purpose of the Personnel Department is to develop, administer and maintain
merit and exempt employment systems which include employee relations, salary
administration, pay equity, benefit and insurance programs, recruitment,
testing and referral procedures, career development, job classification,
employee and organizational development, employee assistance and employee
wellness.
The County currently implements an Affirmative Action Program consistent with
the Consent Decree approved by the Federal District Court. In 1972, the Board
of Supervisors adopted Resolution 72/434 (Attachment #1) stating the Board's .
policy in support of Affirmative Action.
Over two years ago the Personnel Department staff reported to the Internal
Operations Committee (I.O.C. ) its pians to establish a Recruitment Division.
The concept was endorsed by the I.O.C. and staff responded by developing a
comprehensive Outreach and Recruitment Plan for funding consideration.
Unfortunately, the Personnel Department's 1988-89 budget allocation eliminated
the possibility of establishing the division as proposed_
At the Internal Operations Committee meeting held on December 10, 1990, staff
was requested to consider ways in which Personnel could expand its successful
West County outreach efforts throughout the County in an effort to identify
more women and minorities who are eligible for available positions in the
County.
Subsequent to this request staff decided to revisit the Outreach and
Recruitment Plan developed two years ago. Coincidentally, we found that all
the recruitment efforts and activities stated- in the proposed County
Affirmative Action Plan are covered in Personnel 's Outreach and Recruitment
Plan.
The plan's purpose, goal , objectives (Phase I and II) and estimated cost, is
presented on the following pages for your review and authorization to proceed
with. the implementation.
Internal Operations Committee -2- May 6, 1991
OUTREACH AND RECRUITMENT PLAN
I. Purpose of Outreach and Recruitment Plan
The purpose of the Personnel Department's Outreach and Recruitment Plan
is to expand the County's recruitment efforts and activities in
accordance with the Personnel Management Regulations and merit
principles. The County is an Equal Opportunity Employer and does not
discriminate because of a person's race, color, religion, sex, national
origin, ancestry, marital status, age or disability.
II. Goal of Outreach and Recruitment Plan
The goal of the Outreach and Recruitment Plan is to support the County's
overall Affirmative Action Program by recruiting a diverse and qualified
applicant pool including the disabled and members of protected groups.
III. Phase I - Outreach and Recruitment Plan Objectives
1. Upgrade the Personnel Department's Master Affirmative Action and
Examination Announcement Mailing List on a monthly basis. Establish a
Special/Targeted Recruitment Mailing List.
2. Develop and maintain outreach and recruitment activities that include
but are not limited to recruitment presentations and . facilitating
employment opportunity workshops initiated by the Personnel Department
or requested by community organizations.
3. Department analyst conduct a minimum of 150 individualized employment
counseling sessions on an appointment or drop-in basis.
4. Personnel Department participate in at least five (5) local Career/Job
Fairs sponsored by agencies/institutions.
5. Assigned personnel staff will attend community organizations annual
dinner/banquets budgeted and authorized by the Personnel Director.
6. Develop a list of advertising resources to be used to announce and
promote employment opportunities with the County. The .list will include
but not be limited to: radio psa's, brochures, community organization
newsletters, bulletins, professional magazines, local newspapers and
community access television stations. .
7. Develop the appropriate evaluation instruments/database that has the
capability of measuring the achievement of the Outreach and Recruitment
Plan Objectives.
Phase I Action Plan attached as Exhibit-A covers the period April 1, 1991
through June 30, 1991.
Internal Operations Committee -3- May 6, 1991
IV. Phase II - Outreach and Recruitment Plan Objectives
1. Review each department's examination request for adverse effect/under
representation problems.
2. Work with Affirmative Action Officer and individual departments to
redefine affirmative action goals and objectives.
3. Develop through the Training Institute a mechanism for identifying and
informing County employees who are members of protected groups of career
opportunities, promotional requirements and training programs available
to them.
4. Develop and recommend outreach and recruitment strategies for achieving
departmental goals and objectives.
5. Assure that protected groups are represented on application screening
committees, performance test examinations and oral boards.
Phase II Action Plan will be developed for presentation to the I.A.C. at the
next scheduled quarterly reporting meeting.
V. To determine the effectiveness of the plan, we tested out outreach and
recruitment activities on three examinations, Detention Services Aide,
Clerk-Beginning Level and Sheriff's Aide. The results to date are as
follows:
Detention Services Aide
Applications Accepted: Male 251 (71.5%)
Female 100 (28.5%)
Total 351
-----------------------------------------------------------------------=------
Afro Asian Pac.
Area #Applicants-% White American Hispanic Islander. Unknown
------------------------------------------------------------------------------
Central County 53-15.1% 25/10 8/ 2 10/3 6/1 4/0
West County 165-47% 26/8 95/30 19/4 14/1 11/3
East County 61-17.4% 18/7 18/10 15/4 8/2, 2/0
Out of County 72-20.5% 17/4 33/10 7/1 13/0 2/0
Totals 351-100% 86/29 154/52 51/12 41/4 19/3
24% 44% 15% 12% 5%
All 351 candidates .were invited to attend an examination orientation workshop
at the West County Justice Center, 248 or 71% of the candidates attended.
The examination process for Detention Services Aide have been completed.
Since this examination was connected to the staffing of the West County
Justice Center, recruitment was targeted in West County. 195 out of the 351
were placed on the eligible list. The top 25 names were certified to the
Sheriff's Department for hiring consideration. Of the twenty-five certified,
eleven are female and nineteen (19) live in West County.
*Female Applicants
Internal Operations Committee -4- May 6, 1991
Clerk-Beginning Level
Applications Accepted: Male 138 (9.8%),
Female 1,270 (90.2%)
Total 1,408
----------------------------------------------------------------------------------
Afro. Asian Amer,.
Area #Applicants-% White American Hispanic Pac.Isl . In. Unknown
----------------------------------------------------------------------------------
* * * * * *
Central County 267-19% 17/153 17/13 27/24 38/25 2/2 12/10
West County 631-44.8% 112/104 384/365 50/45 57/38 2/2 26/20
East County 268-19% 57/ 51 119/113 17/14 33/25 1/1 15/14
Out of County 263/102 43/42 66/65 32/25 2/2 16/15
----------------------------------------------------------------------------------
Totals 1,408-100% 449/410 563/533 160/148 160/113 7/7 69/59
32% 40% 11% 11% 5%
Examination orientation workshops in East and West County were advertised on
the Clerk-Beginning level job announcement. Over 300 attended the workshop in
West County and approximately 80 in East County.
Sheriff's Aide
Applications Accepted: Male 124 (41%)
Female 175 (59%)
Total 299
Afro. Asian American
Area #Applicants-% White Amer. Hispanic Pac. Isl . Indian Unknown
* * * * * *
Central County 58-19% 45/25 3/2 3/2 2/1 0/0 5/1
West County 94-32% 12/ 8 68/45 3/1 2/0 1/1 8/5
East County 45-15% 23/12 8/7 9/5 3/2 1/0 1/0
Out of County 102-34% 24/12 59/37 6/2 5/2 0/0 8/5
Totals 299-100% 104/57 138/91 21/10 12/5 2/1 22/11
35%, 46% 7% 4% 1% 7%
* Female Applicants
k '
Internal Operations Committee -5- May 6, 1991
Quantitative outreach' and recruitment results were accomplished through the
coordination and utilization of our three personnel recruitment offices
specified in the Outreach and. Recruitment Information Dissemination Chart
below.
OUTREACH AND RECRUITMENT INFORMATION DISSEMINATION CHART
Outreach & Recruitment
Unit
Personnel - Office
Martinez
West County East County
Employment Info. Employment Info.
Center Center
COMMUNITY
- General Public
- Members of Protected Groups
- Disabled
- Special Targeted Groups
- Personnel Department's
Affirmative Action Mailing
List
- Examination Announcement
Mailing List
Internal Operations Committee -6- May 6, 1991
V. The estimated financial impact of expanding the Personnel Department's
outreach and recruitment activities as recommended by the Internal
Operations Committee is specified below:
July 1, 1991 - June 30, 1992
Description Est. Cost
- Special Employment Programs Coord. (salary adi. incl . fringe) 8,500
- Outreach and Recruitment Program Assistant (incl . fringe) 52,000
- Promotional Materials and Supplies 6,900
- City of Pittsburg Services Contract 6,000
Program Cost $73,400
In order to establish and fund the proposed Outreach and Recruitment Program
staff is prepared to reorganize the Personnel Department's general recruitment
program activities, cancel two (2) vacant Personnel Technician positions in our
proposed 1991-92 department budget, while adding an Outreach and Recruitment
Program Assistant position, and using the remainder of the salary/benefit funds
to cover most of the new program's costs. (These two generalist positions
have remained unfilled this fiscal year because of the County's ongoing hiring
freeze. )
The 1991-92 budget allocation ($67,400) for the two positions could offset 92%
of the estimated Outreach and Recruitment Program cost, with only, $6,000
additional funding required from the Board for the 1991-92 budget year.
$73,000
67,000
$ 6,000
Staff Recommendations:
1. Internal Operations. Committee endorse the Outreach and Recruitment Plan
Phase I & II.
2. Internal Operations Committee recommend the following personnel actions:
- Cancellation of two vacant Personnel Technician positions
- Reclassification of Special Employment Programs Coordinator (Job
Specification attached)
- Adding one Outreach and Recruitment Program Assistant (Job
Specification attached)
3. Internal Operations Committee recommend a supplemental appropriation of
$6,000 to cover the City of Pittsburg Service Contract.
HDC/LM:tm
Attachment
cc: Phil Batchelor
Eileen Bitten
Emma Kuevor
Lloyd Madden
Attachment #1
EEVvL!
CIVIL �FPVICf •T.
IN THE BOARD OF SUPERVISORS
OF
CONTRA COSTA COUNTY, STATE OF. •CALIFORNIA
In the Matter of )
Adopting Policy on )
Affirmative Action ) RESOLUTION NO. 72/434
:Plan for Equal )
Employment Opportunity. )
WHEREAS since establishment of the merit system in
Contra Costa County, the Board of Supervisors has required that
appointment to and promotion within the County- service be based
upon merit and fitness, that discrimination in employment because
of race, color, national origin or religious belief is forbidden,
and that discrimination on considerations of sex or age is
proibed except 'as laws or obvious employment conditions require
otherwise;. and
WHEREAS the United. States Government has taken action'
through the United States Civil Service Commission to have
Affirmative Action Programs established in all State and local
governments; and
NOW, THEREFORE, BE IT BY THE BOARD .OF SUPERVISORS RESOLVED
. that it hereby ESTABLISHES an Affirmative Action Policy to identify
and remove artificial barriers to' employment and promotion of
minority groups and .disadvantaged persons ; and that consistent with
the merit system, aggressive effort shall be made to attract and
assist minority and disadvantaged candidates to qualify for
employment. and promotion; that the Office of the County Administrator,
the Civil Service Department, and all departments of county govern- '
ment shall act affirmatively to make equal employment opportunity.
a reality throughout the Contra .'Costa County work force; and
BE IT BY THE BOARD FURTHER RESOLVED that within the
aforesaid policy an Affirmative Action Program will be initiated ,
under the direction of the County Administrator. and the Director o.f' .
Personnel which will require the active support of all department
heads, said affirmative action to be initiated within current
staffing and funding considerations with the understanding the
County Administrator will recommend additional staffing and funding
as specific needs are identified for consideration by this Board,
said program to include but not be limited to the following steps. .
with the goal of providing full.. employment opportunity and
encouragement of a broader participation of minority and disadvantaged .
persons :
1. Review existing personnel programs and procedures to
identify -and remove artificial barriers to employment
and promotion of minority disadvantaged candidates;
2. Expand recruitment efforts in the minority and
disadvantaged community;.
RESOLUTION NO. 72/434
3. Conduct surveys of County work force to identify
situations which require special effort in the,
promotion of this Affirmative Action Policy ;
4, Identify needs for bi ' lingual staff ;
5. Review existing career ladders to determine if there
is need to establish additional entry and promotional
opportunities for disadvantaged. persons ;
6. Evaluate training needs and assure 'that training
opportunities are available to all employees .regardless
of 'race, religion, 'sex or national origin;
7. Instruct department heads in the intent of the
Affirmative Action Program and require their support
and compliance with the program;
8.- Periodically evaluate the results of the Affirmative .
Action Program• and make necessary adjustments within
Board policy to assure the vitality of the program; and
BE IT BY THE BOARD FURTHER RESOLVED that aforesaid
Affirmative Action Program is APPROVED with the understanding that
the Board will consider amendments to same within the next two
months.
PASSED and' ADOPTED this -'26th day of June, 1972 by the
. following vote of the Board:
AYES : -Supervisors J. P. Kenny, A•. M. Dias,
J. E.
Moriarty. . Boggess, E. A. Lins_cheid.
NOES : None.
ABSENT None
CERTIFIED COPY
I certify that this is a full, true & correct copy of
the original document which.is on file in my office,,
and that it was passed & adopted by the.Board of
$upervi3ors of Contra cunta County. California, on
the date shown. ATTEST: W. T. PAASCH, county 1
clerk&ex-officio clerk of said Board of Supervisors,
by deputy clerk.
F .? tri : on L'
RESOLUTION N0. .72/434
EXHIBIT A
CONTRA COSTA COUNTY
PERSONNEL DEPARTMENT
OipTREACH AND RECRU=TMF'N�'
ACT2 ON PLAN
APR=L 1 1 9 9 :3L - JUNE 3 0 1 9 9 1
PHASE 2
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.i N C7
CONTRA COSTA COUNTY
AFFIRMATIVE ACTION OUTREACH RECRUITMENT RESOURCES
GENERAL MINORITY AND COMMUNITY ORGANIZATIONS
AND HUMAN SERVICES AGENCY CONTACTS
B10 - Hispanic Community Organizations and Human Services Agency Contacts in
Contra Costa County
B11 - Hispanic Community Organizations and Human Services Agency Contacts in
the Greater Bay Area
812 - Hispanic Community Organizations and Human Services Agency Contacts
Outside the Greater Bay Area
C1 - Black Community Organizations and Human Services Agency Contacts in
Contra Costa County
C2 - Black Community Organizations and Human Services Agency Contacts -in
the Greater Bay Area
C3 - Black Community Organizations and Human Services Agency Contacts
Outside the Greater Bay Area
C4 - Asian/Filipino Community Organizations and Human Servics -Agency Contacts
in Contra Costa County
C5 - Asian/Filipino Community Organizations and Human Services Agency Contacts
in the Greater Bay Area
C6 - Asian/Filipino Community Organizations and Human Services Agency Contacts
Outside the Greater Bay Area
C7 - Native American Community Organizations and Human Services Agency Contacts
in Contra" Costa County
C8 - Native American Community Organizations and Human Services Agency Contacts
in the Greater Bay Area
C9 - Native American Community Organizations and Human Services Agency Contacts
Outside the Greater Bay Area
-CIO - Women's Community Organizations and Human Services Agency Contacts in
Contra Costa County
C11 - Women's Community Organizations and Human Services Agency Contacts in
"the Greater Bay Area
C12 - Women's Community Organizations and Human Services Agency Contacts,
Outside the Greater Bay Area
D1 - Handicapped/Disabled Community Organizations and Human Services Agency
Contacts in Contra Costa County
D2 - Handicapped/Disabled Community Organizations and Human Services Agency
Contacts in the Greater Bay Area
D3 - Handicapped/Disabled Community Organizations and Human Services. Agency
Contacts Outside the Greater Bay Area
D4 - Multi-Ethnic Client Services Organizations and Human Services Agency
Contacts in Contra Costa County
D5 - Multi-Ethnic Client Services Organizations and Human Services Agency
Contacts in the Greater Bay Area
D6 Multi-Ethnic Client Services Organizaions and Human Services Agency
Contacts Outside the Greater Bay Area
D7 - General Community Organizations and Human Services Agencies (Not
Necessarily Minorities) in Contra Costa County
D8 - General Community Organizations and Human Services Agencies (Not
Necessarily Minorities) in the Greater Bay Area
D9 - General Community Organizations and Human Services Agencies (Not
Necessarily Minorities Outside the Greater Bay Area
(2)
CONTRA COSTA COUNTY PERSONNEL DEPARTMENT
RECRUITMENT AND EXAMINATION DIVISION
ANNOUNCEMENT MAILING LIST
Al -County Officials; All County Departments, Locations, Libraries and Fire
Stations
A2 - General Public Locations in Contra Costa County (Al not included)
A3 - General Public Locations in the Greater Bay Area (Al and A2 not included)
A4 - General Public Locations Outside the Greater Bay Area
A5 Personnel Offices - Counties and Cities in the Greater Bay Area
A6 - Personnel Offices - Counties and Cites Outside the Greater Bay Area
A7 Cities and Counties i.n the Greater Bay Area (Department to be Designated)
A8 - Counties and Cities Outside the Greater Bay Area (Department to be
Designated)
A9 - Hospitals in the Greater Bay Area, CCC included
A10 —Hospitals Outside the Greater Bay Area
All —High Schools and Educational Training Programs in the Greater Bay Area
(CCC included)
Al2 - High Schools and Educational Training Programs Outside the Greater Bay
Area
B1 - College and University Placement Offices in the Greater Bay Area, CCC
.included
62 -,Colleges and Universities in the Greater Bay Area, CCC Included (Department
to be Designated)
B3 - .Colleges and Universities Including Placement Offices Outside the Greater
Bay Area (California and Other States included)
B4 = Community and Jr. College Placement Offices in the Greater Bay Area, CCC
included
B5 - Community and Jr. Colleges in the Greater Bay Area, CCC included (Department
to be Designated)
B6 - Community and Jr. :Colleges Outside the Greater Bay Area
B7 - Law'Enforcement Agencies: State-wide including local
B7A -.Sheriff's Association (Local - Sheriff's Dispatcher)
RICHMOND: Order. additionai 100 for open:exams
Order Additional 15 for promotional exams
PITTSBURG: Order.Additional 30 for open exams
ANNOUNCEMENT COLORS:
Open & Promotional......Green Continuous.................Goldenrod
Open..... .............Green Project & Exempt...........Green
Promotional. ..........Blue Extension Notice...........White
(3)
CONTRA COSTA COUNTY
Examination Announcement Mailing List Form
1. Organization Service Agency Commission Church
School Individual Business Other
2. Central Service Section
3. Name
4. Address
5. City State Zip
6. Contact(s)
7. Title(s)
8. Business Phone
9. Type of Service(s)
10. Population and/or group(s) served
COMMENTS
Reviewed by: Date
2/91
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Target Community Workshops
(Partial List)
1. Interdenominational Ministerial Alliance 10. E1 Cerrito Human Relations Commission
Contact: Rev. Orenzia Bernstein Contact: Charles Wilson
,2. Richmond Coordinating Neighborhood Councils 11. Contra .Costa Black Chamber. of Commerce
Contact: Contact: Willie L. Williams
3. Richmond/E1 Cerrito Branches of NAACP 12: Lao Family Community, Inc.
Contact: Lee Howard Contact: Chaosorn Saechao
Charles Wilson
4. City/Council Private Industry Councils 13. Japanese American Citizen's League
Contact: Marvin Wills Contact: Natsuko Irei
Art Miner
5. Regional Occupational Program (ROP) 14. American Indian Baptist Church
Contact: Frank Davis Contact:
6. Familias Unidas 15. NAACP Pittsburg Branch
Contact: Delores Sanchez Contact: Joe Rodgers .
7. Black American Cultural 16. Economic Staff of Women
Contact: Ken Jett Contact: Janet Scoll
8. Filipino-American Chamber of Commerce 17. Mexican American Political Assoc.
Contact: Contact: Richard Martinez
9. United Council Spanish Speaking Org. 18. Hispanic Chamber of Commerce of CCC
Contact: Richard Lujan Contact: Skip Solorzano
19. Concord Black Families Association
Contact: Thurmaond Gupton
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1991 Career Day/Job Fair
Agency/Institution City Month Cost
1. West County Boost Career Fair Richmond November 7,, 1990 -0-
2. HEBAN Central , East, West March-May-August -0-
3. Golden Gate University San Francisco March 6, 1991 -0-
4. Central County Boost Job -Fair Concord March 11, 1991 250.00
5. Bay Area Urban League Job Fair Oakland March 21, 1991 500.00
6. Pinole Valley High School Pinole March 21, 1991
7. Contra Costa College Career Connection San Pablo April 17, 1991 -0-
8. California State University Hayward Hayward April 24, 1991
9. Los Medanos College Pittsburg May 7, 1991
10. flare Island Naval Base Vallejo May 11, 1991
11. Federation of Employed Latin American Descendants Vallejo ;May 22, 1991
12. Dickerson - Warren Career Fair Richmond TBA
13. 'San Francisco State College San Francisco TBA.
14. Laney College Job Fair Oakland TBA
15. U. C. Berkeley Berkeley TBA
16. St. Mary's College Moraga TBA
17. University of San Francisco San Francisco TBA
18. Diablo Valley College Pleasant Hill TBA
19. John F. Kennedy University Orinda TBA
Outreach recruitment _material is literature designed to inform and educate to County's
job-seeking public. Announcement of employment opportunities may also be accomplished by
utilizing Radio PSA, newspapers, magazines, newsletters and community access television
stations.
(10)
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OUTREACH & RECRUITMENT
CAREER/JOB FAIR
OBSERVATION REPORT
Career/Job Fair Sponsor:
Location:
Date:
General Comments:
Estimated Number of Employers:
Estimated Number of Job Seekers:
Estimated Number of Students:
Recommendation(s)
By:
(13)
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ADVERTISING RESOURCES LIST
(Partial List)
Local Newspapers Minority Newspapers
1. San Francisco Chronicle 1. East Bay Monitor
2. Contra Costa Times 2. Asian Weekly
3. Oakland Tribune 3. El Mundo
4. San Jose Mercury 4. E1 Observador-Bilingual
5. Sacramento Bee 5. JACL (Japanese American
6. Vallejo Times Citizens League)
7. Pittsburg Post Dispatch 6. Nichi Bei Times-S.F.
8. Antioch Ledger (English/Japanese)
9. West County Times 7. Hokubei Mainichi-S.F.
(English/Japanese)
8. Richmond Post
Bulletins Newsletters
1. PMAA Alcance-Bay Area 1. Jobs Available
2. 'FELAND-Image (Federation of 2. JACL
Employed Latin American Descendants
Inc. , Solano County-North Bay
3. Contra Costa County Hispanic Chamber of
Commerce-The Hispanic Perspective
Professional Magazines Community TV
1. 1. San Jose KNTV, Channel 11
2. (Bi-lingual )
3. 2. KQED
3. Richmond Cable TV Channel 49
4. Hercules Channel 6-B
Radio Stations Publication
1. KANTA-Vallejo (Spanish only) 1. Hispanic Hotline
2. KDIA
3. KSOL
NOTE: The following departments do their own advertising: Community
Development, General Services, 'Fire Districts and Public Works.
(18)
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