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HomeMy WebLinkAboutMINUTES - 05191992 - IO.5 l I .O.-5 TO: BOARD OF SUPERVISORS Contra ,fit' f i-y,"--.•pF FROM: INTERNAL OPERATIONS COMMITTEE / Costa s x� County DATE: May 11, 1992 °STA couK�`P� SUBJECT: STATUS REPORT ON THE OUTREACH AND RECRUITMENT ACTION PLAN, PHASE II SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION RECOMMENDATIONS: 1 . Request the Equal Employment Opportunity Advisory Council to review the attached status report from the Personnel Department on the extent to which the Phase II objectives for the Outreach- and Recruitment Action Plan have been achieved, develop a simple, perhaps five point, scale for evaluating the Council ' s response to the work of the staff on each of the objectives . This scale might, for instance, take the form of a poor-below average-average-above average-outstanding rating scale. Request the Equal Employment Opportunity Advisory Council to report their evaluation of the Phase II objectives to the Internal Operations Committee on August 10, 1992 . 2 . Request the Equal Employment Opportunity Advisory Council to develop a one page summary mechanism for evaluating each factor in each department's Affirmative Action Implementation Plan so the members of the Board of Supervisors and others can quickly and easily see the extent to which each department's Affirmative.Action Implementation Plan meets the expectations of the Equal Employment Opportunity Advisory Council and how the plans of one department compare with those of all other departments . This evaluation sheet should be sufficiently standardized so that each department is evaluated against similar criteria to the maximum extent possible. This will make it easier to compare the progress each department has made. This evaluation should be included as a part , of the report the Equal Employment Opportunity Advisory Council is already planning to make to the Internal Operations Committee on August 10, 1992 on their evaluation of the departmental Affirmation Action Implementation Plans . CONTINUED ON ATTACHMENT: _YI_YES SIGNATURE: RECOMMENDATION OF COUNTYMI T R RECOMMENDATION OF BOARD COMMITTEE APPROVE O HE ��►� SIGNATURE(S): RODER SUNNE WRIGHT McPEAK ACTION OF BOARD ON may 19, 1992 APPROVED AS RECOMMENDED 4 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 Director of Personnel PHIL BATCHELOR, ERK OF THE BOARD OF Affirmative Action Officer SUPERVISORS AND COUNTY ADMINISTRATOR Lloyd Madden, Personnel Department EEO Advisory Council, Via AA Officer BY ,DEPUTY M382 (10/88) I .O.-5 -2- 3 . Request the Director of Personnel to provide a further semi- annual report to the Internal Operations Committee on November 9, 1992 indicating what additional progress has been on each of the identified Phase II objectives and what specific actions are planned for the 1992-93 fiscal year to achieve each of the additional objectives which are identified as being addressed in the 1992-93 fiscal year. BACKGROUND: On December 3, 1991, the Board of Supervisors approved recommendations from the 1991 Internal Operations Committee which requested the Director of Personnel to make further semi-annual reports to the 1992 Internal Operations Committee on approximately May 1, 1992 and November 1, 1992 which outlined the progress which has been made and the plans which should be undertaken in the future to continue to achieve the stated objectives. On May 11, 1992, our Committee met with Eileen Bitten, Assistant Personnel Director and Lloyd Madden, Human Resources Program Manager in the Personnel Department. We reviewed the attached report, which outlines in some detail the extent of tracking which is being made of the composition of application screening committees and oral boards and the details of appointments made by County departments since the first of the year. Our Committee was most impressed with the work which has been accomplished and with the extent of the detail which is going into efforts to insure the racial, sexual and ethnic balance of application screening committees and oral boards . We are suggesting that our Equal Employment Opportunity Advisory Council review each of the objectives outlined in this report and evaluate each against a simple rating scale to provide our Committee and the full Board of Supervisors with their opinion regarding the extent to which the objectives are appropriate and are being achieved. In addition, we would like to extend this same evaluation strategy to the Advisory Council ' s review of departmental Affirmative Action Implementation Plans so our Committee and the full Board of Supervisors. have a simple summary of how the Advisory Council views the implementation plan of each department and so that we are able to compare the plans for various departments . We are asking for these reports to be filed with our Committee in three months, following which we will report this matter back to the full Board. In the meantime, we are asking the Director of Personnel to plan a further semi-annual report to our Committee in November. Contra �:s----L .. „T=�.; Personnel Department Costa `s Administration Bldg. z 651 Pine Street County �'' Martinez, California 94553-1292 �o, �A~ srq-cooK'� DATE: May 6, 1992 TO: Internal Operations Committee FROM: Harry D. Cisterman, Director of Personn y SUBJECT: Phase II, Outreach and Recruitment Action Plan Status Report -----=------------------------------------------------------------------------ The purpose of the Personnel Department's Outreach and Recruitment Plan is to expand the County's recruitment efforts and promote equal employment opportunities 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, sexual orientation, ancestry, marital status, age or disability.. The primary 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, monitoring appointments and promoting career development activities. Phase II of the plan includes seven (7) objectives. The status of each objective is stated below: Objective #1 - Assure that minorities and females are represented on application screening committees and oral boards. The department has developed and implemented a procedure that monitors and validates the application screening committees and oral board composition/ representation (refer to Attachments #1 and #2). Each report will be generated quarterly and distributed to Personnel Analysts for review with their assigned departments. Objective #2 - Establish and implement an applicant certification and selection monitoring procedure. An eight step procedure has been implemented. An appointment report is generated as a product of the procedure. A report will be generated quarterly and distributed to Personnel Analysts for review with their assigned departments (Refer to Attachment #3). Objective #3 - Develop and promulgate a procedure for reporting and monitoring temporary appointments by department. This objective will be addressed next fiscal year (1992-93). Internal Operations Committee -2- May 6, 1992 Objective #4 - Develop and promulgate a procedure for reporting and monitoring ethnicity and sex of professional service contractors by department. This objective will be addressed next fiscal year (1992-93). Objective #5 - Develop and implement procedures for addressing adverse effects in applications received, accepted, written examinations, performance/agility test, oral interviews or eligible lists established. Procedures are 95% complete. Implementation is targeted for July 1, 1992. Objective #6 - Review each department's Affirmative Action Implementation Plan and coordinate a strategy for recruiting underrepresented target groups identified the department with the County's Equal Employment Opportunity Advisory Council . Affirmative Action Implementation Plans developed by each department will be reviewed concurrently by the Equal Employment Opportunity Advisory Council and assigned Personnel Analyst in June. A strategy for recruiting targeted groups will be developed by the Personnel Analyst assigned to that department. Objective #7 - Establish a task force consisting of Personnel staff, Training Institute staff, Affirmative Action Officer, Departmental Affirmative Action Coordinators, and PC technical staff to study the feasibility of designing a generic Career Development Program which can be tailored to each County department. * maintain basic employee information (i .e. , name, social security number, sex, disability and telephone number) . * maintain employee employability information such as education, training, license requirement and work history. * maintain an inventory of related County jobs. * match employees with promotional and or career advancement positions. This objective will be addressed next fiscal year (1992-93). HDC/LGM:tm Attachments s_._L- Personnel De Contra ''� °F partment Costa _ Administration Bldg. x. o� 651 Pine Street Dunt ° Martinez, California 94553-1292 r� ,.Lp. SrA COiI`i� DATE: May 6, 1992 TO: Internal Operations Committee FROM: Harry D. Cisterman, Director of Personn l: SUBJECT: Phase II , Outreach and Recruitment Action Plan Status Report ------------------------------------------------------------------------------ The purpose of .the Personnel Department's Outreach and Recruitment Plan is to expand the County's recruitment efforts and promote equal employment opportunities 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, sexual orientation, ancestry, marital status, age or disability. The primary 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, monitoring appointments and promoting career development activities. Phase II of the plan includes seven (7) objectives. The status of each objective is stated below: Objective #1 - Assure that minorities and females are represented on application screening committees and oral boards. The department has developed and implemented a procedure that monitors and validates the application screening committees and oral board composition/ representation (refer to Attachments #1 and #2). Each report will be generated quarterly and distributed to Personnel Analysts for review with their assigned departments. Objective #2 - Establish and implement an applicant certification and selection monitoring procedure. An eight step procedure has been implemented- An appointment report is generated as a product of the procedure- A report will be generated quarterly and distributed to Personnel Analysts for review with their assigned departments (Refer to Attachment #3). Objective #3 - Develop and promulgate a procedure for reporting and monitoring temporary appointments by department. This objective will be addressed next fiscal year (1992-93). f Internal .Operations Committee -2- May 6, 1992 Objective #4. - Develop and promulgate a procedure for reporting and monitoring ethnicity and sex of professional service contractors by department. This objective will be addressed next fiscal year (1992-93). Objective #5 - Develop and implement procedures for addressing adverse effects in applications received, accepted, written examinations, performance/agility test, oral interviews or eligible lists,-established. Procedures are 95% complete. Implementation is targeted for July 1, 1992. Objective #6 - Review each department's 'Affirmative Action Implementation Plan and coordinate a strategy for recruiting underrepresented target groups identified the department with the County's Equal Employment Opportunity Advisory Council. Affirmative Action Implementation Plans developed by each department will be reviewed concurrently by the Equal Employment Opportunity Advisory Council and assigned Personnel Analyst in June. A strategy for recruiting targeted groups will be developed by the Personnel Analyst assigned to that department. Objective #7 — Establish a task force consisting of Personnel staff, Training Institute staff, Affirmative Action Officer, Departmental Affirmative Action Coordinators, and PC technical staff to study the feasibility of designing a generic Career Development Program which can be tailored; to each County . department. * maintain basic employee information (i .e. , name, social security number, sex,, disability and telephone number) . * maintain employee employability information such as education, training, license requirement and work history. * maintain an inventory of related County J obs.. * match employees with promotional and or career advancement positions. 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V-0 to IP O t0 W W'W 0) (n 0) 07 N, 0% CZLnH -4 co -4MW J 01P y roro a (D ro rororororo 0 ccroa 0 0 0000o04 k' HHW b kkkkk � n rn rororororoa Nc awaaa�c � • r m (Dc(c (D (D00 � (A 0C] 000 InNmU ( nn.nnF-J `4 � W bdI7� EE � � W �' xExEbdb7EE k PV W ro A � . H H 7r W U1 d NH O O O'OOCOOOOO000000OO- F-' N W WL:FWNWNNNNF-' NNNNNN F-+ 0 `O NJC) I-AOONNI-+ OOOOO000 I� W W NWW0IWNO � ODWJWWWWWW tD tD tDwtD %DtDIwtDtDtDtD1DtDLCtD %DtD N N N N N N N N N N N N N N N.N N,N N N b i Fla H '_. I .O.-7 TO: BOARD OF SUPERVISORS a�.............o Contra FROM: ,� INTERNAL OPERATIONS COMMITTEE Costa November 25, 1991 County DATE: sr......ns' SUBJECT: REPORT ON THE OUTREACH AND RE ACTION PLAN SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION RECO1402MTIONS: 1. Accept the attached report from the Director of Personnel on the Outreach and Recruitment Phase II Objectives and Action Plan, approve the specific objectives identified in the attached report. 2. ' Request the Director of Personnel to make semi-annual reports to the 1992 Internal Operations Committee approximately May 1, 1992 and November 1, 1992, outlining the progress which has been made to date and the plans which should be undertaken in the future to continue to achieve the stated objectives 3 . Request the Affirmative Action Officer to consider the value of meeting with departmental affirmative action coordinators about 3 'or 4 times a year during 1992 in light of the Personnel Department' s Outreach and Recruitment Program, the formation of the Equal Employment Opportunity Advisory Council and to generally heighten the awareness of County employees to affirmative action issues. 4. Remove this item as a referral to our Committee and instead refer it to the 1992 Internal Operations Committee. BACKGROUND: During 1991, our Committee has been reviewing on a periodic basis the progress which� is being made by the Personnel Department in CONTINUED ON ATTACHMEaq.S YES SIGNATURE: RECOMMENDATION OF COUNTY A RECOMMENDATION OF BOARD COMMITTEE APPROVE E SIGNATURE(S): ER SUNNE WRIGHT MCPEAK ACTION OF BOARD ON— December 3, 1991 APPROVED AS RECOMMENDED OTHER VOTE OF SUPERVISORS 1 HEREBY CERTIFY THAT THIS IS A TRUE UNANIMOUS(ABSENT (1�'"- AND CORRECT COPY OF AN ACTION TAKEN AYES: NOES:, AND ENTERED ON THE MINUTES OF THE BOARD ABSENT: ABSTAIN: OF SUPERVISORS ON THE ATE SHOWN. CC: ATTESTED y County Administrator Director of Personnel. PHIL BATCHELOR,CLERK OF THE BOARD OF County Counsel SUPERVISORS AND COUNTY ADMINISTRATOR Affirmative Action Of ._All County Dept. Heads {via'.CAO) M382 (10/88) BY ,DEPUTY ! L.O. -7 , improving . the County' s outreach to minority candidates for positions the County has available and the efforts which are being made to recruit for those positions. On November 25, 1991. our Committee met with Lloyd Madden, Theresa Mena from the Personnel. Department and Fauna Kuevor and Scott Tandy from the County Administrator's Office. Mr. Madden reviewed with us the attached report: which outlines the Phase II objectives and action plan for the County' s Outreach and- Recruitment Program. This is an ambitious program and one which our Committee endorses. We believe that the 1992 Internal Operations Committee should continue to monitor activity in this area . and we are, therefore, recommending the the Director of Personnel make semi-annual reports to the Committee. f CONTRA COSTA COUNTY PERSONNEL DEPARTMENT OUTREACH AND RECRU=TMENT PLAN PHASE Z Z OB.SECT=VES ' AND ACT=ON PLAN JANUARY 1 ]. 9 9 2 THRU JUNE 3 0 , 1 9 9 2 DECEMBER 1991 " OUTREACH AND RECRUITMENT PHASE II OBJECTIVES AND ACTION 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 promote equal employment opportunities 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, sexual orientation, 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, monitoring appointments and promoting career development activities. III. Phase II - Outreach and Recruitment Plan Objectives 1. Assure that minorities and females are represented on application screening committees and oral boards. 2. Establish and implement an applicant certification and selection monitoring procedure. 3. Develop and promulgate a procedure for reporting and monitoring temporary appointments by department. 4. Develop and promulgate a procedure for reporting and monitoring ethnicity and sex of professional service contractors by department. 5. Develop and implement procedures for addressing adverse effects in applications received,accepted, written examinations, performance/ agility test, oral interviews or eligible lists established. 6. Review each department's Affirmative Action Implementation Plan and recommend a strategy for recruiting underrepresented target groups identified by the department. 7. Establish a task force consisting of Personnel staff, Training Institute staff, Affirmative Action Officer, Departmental Affirmative Action Coordinators, and PC techniciai staff to study the feasibility of designing a generic Career Development Program which can be tailored to each County department. - maintain basic employee information (i .e. , name, social security number, sex, disability and telephone number). - maintain employee employability information such as education, training, license requirement and work history. - maintain an inventory of related County jobs. - match employees with promotional and or career advancement positions. c � as *r d 40-1 a) 43 4f L «4- H •r u E J � O C 4- 0 cn v O o v � mi 41 ts1 '^. 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C N 4) N i3 r r 4J 4J L C) i E a) i c to rd CO CL X-r• = 4 L i C) J W 4- Cr U)-r• :J-0 -r-4- O v C) C) C) H C V C) ') L-a t (n O C J_- 4J 4J 4Q V 4) 4J O Z C) �- W CA LLJ J L a Cl O C) - Qr u Q C C) M u +� r •r- S.- CL _Q (n (4 \ rts 4-) 4-) N 4- c >) >1 S-to ra LA.- 04-3 41 a >> r 4-3 O O 4-) •- C>D L a -r• rC 4- +r V) C: C) oo r- (V O O +3 u 4J Z3 1 O r- O C) >4- u i-r• O C u r >` r O r J3 C U C -r• C) C C)4-Z7 N O = to 04-- r 4-3-r• CC d C 4.3 >iJ-- O O 4j— C i r -0 4.3- 4-3 rd N '4k O rC 4-3 4-3 r 4-3 4.3 CC 0 ♦-) C 4- 4-) r C C U) v U) E - i-) t3 L co 00 (A 3 L N -f- O N i S- C O U-0 C C) U)r u u •�- O C) C O E rZ > 4-) (D-r- =3 4-3 Q C eC u a r-r Vl r- .-U M Q to V)-r• L d 4- 4J tC $--4-- i-) 3: .0 N X (1) C) O 4- i'C) C) b to 0 3-•- C C) to C)4- >f C) L u CL-r• -< 0 C > C/ C)r u 4-3 a)- 4-) .0 04-3 C) (D C 4-1 CL C) r C) J-) > C) C i E > V) -04-3 C C 4-3 i 0: S- C) a (A 4-) C V) I ce O C) 4.3 J-) L 4J d C :3 to N O a O to CA C) +) «- u N L N-C3 4-3L00 >> CaA nom. Z3 Er :3r` 4m) rn A Rf +Ja N N O-r• U 4-r- O 4-) S- CI 4.2 C i V) C7 4)L•r a)— O. C.- LU r 4.3 4-3 O rC- r- J-) L N C tC•r• C) 4) E 41 > L rC C)-•-4- N Id C 41 = C Q) d 4- 'a L 4-) •r 4-) C 'a -+- V) Or- i O ¢ C C) W O C) � M?Q S.- 4-) 4) rt00�4- co CAO i LAJ Q E (D O -r r-e- a� rC r- C 4k O U) S- Q r- C O— C-r• C) z:x 1-+ C1 U) 4- 4J O E 4J 3 O_-r• N r fu 4) 11- O (t) • 4.1 u �--� F- 4J >> d C <C C fC O E O 4.3- L J -0 O r- >f C i-) V F- U U) 'a r- r C X O O -r O Q C i-) O V) U 4J Q C C Q) U) O > V M 4) C 4 •• C) M M r6 O O r r C) w \ m > to =3E U) +3 C) W Q E a) as u E zk u u Ul O C) +) -7 N 4-3-r -0 O L. C) m-C i 4J L E C u iC O -•- i O. V) rd C3 Y CC 4.3 C r u 4)M S= 4-) V) C u iJ•r•v C 4.3 4J 4' rd C) a -0 O N -r- u O > O- 4) r L >1 O to L-C S-«- a to r-- Q 4.3 N-r--r C E E C)r- -r- 4-3 M i i-x C.'0 O 4-3 Z3 R) Z) 4- 4J -0 O C) S- to O 4-3 CC 4-3 4-3 O. O N C) C) a. L i N N C C ►-� C 4- ft C d t O X L 4- C u Q (1) O-r• .0 r a N eC-C _-r• rd .-+ O f-) r4 =:) 4.)4- W4- Nr- M34- S- (L) 3 +) F-4- u W N Q O. O. Q Q d N O N S 4-) +J J-) 4-) 0+ N N N 1 r d • > i N r 0. 3 4J •- 3E r O L 3 4- C 4- 1n O to to J N N4- >>i-3 0 N N 10 (v fv•e- W C E O)4-3 CC 4-3 t0• \ i 4.3 C W co C :3 ME N CL t0 4-3 N C) •,- tU > i A) U N-0'a O- to M CL 4-) L O 11.•r +) C O C cm ea-]L,C d)1-) W L U t0 C L N C) d t0 4-) O r CL 4-) -0 L CL O i TS N«-'CL � O 4) >t ix O 0 d W a 4- t C a) O C CC N >s- '0 )r'a d 4..) 5- C) O > 4-3 O L N Q ti I--W a) LIJ CLQ .0 � O 4 O) U C O 1 1 4 N N N N ¢ ¢ t0 t0 V-LL- i L N O O CL CL 1 Zi r 1 N 4-) 4) E t0 t0 ,--- i- +-) L 4.3 C•- N N Rf C: 4-3 - >) C L N C C -4- 4) CD c S- 0-0 tv U >I C (D 4-) o 4-- 1 > 13 O tM-r d V 3rr 0 +3 -r 0 E - L L CL U U - t0 i-) r O N i 4-3 CO CL N L t0 E4-) O O CL 4) (D 4-)-V 90 d-) L N N d C L O 0 >) 3 C L CL 4- t0 CL r t0 r L 4) t0 0- 0) 4.3 N N = 0 4) 0 t0 r t0— t0 w 4-) N N E -0 .4.3 L U 4- C 0 +) C r U O t0 O M CL t0 L 4-1 t0 N N S.. C i- r o 0 d L O N S E r C i) N e d N L L N Z)r t0-0 4- 4-3 L 4-3'a X: 90 N f0 t0 .0 a 4-3 r >>4-3 4-3 L �-- d 4- U 4) i r CL C r E L f0 C i- H N C t0 r-- 4-3 tU 90 N 4- N O 4-) O O N a d i I- r 4) C tv C r r t0 N 4- a C O ¢ 0 r 4- L C7) 0•-M C N O E 4-L N L 3 i U C 4•3 o f C r CL L > W 4.3 4.3 O 90 4- E O iA E •M O CL d t0 C N -r- 4- O d O'a "U U N C O U CO C O L N +3 d 4.3 CL 4) A > +) L L 4- 10 O C r .E r- r S-4- 4) O &. a L N L E 4-1 O� C N CL 4-3 d }I 4-3 O L r N t0 4- > 4-3 t0 CO L d t- U 4J•r- m O L L 0) U C r CD 0 3 L 4J N C r Cl E O L to L U N E V 4J 3.0 L N N 4.3 c 4- 4j of L >1 t0 O)— d 4-\ N (D 4-3 L t0,- E•r r C N Q 1-r L CO-0 N N 3 O CL C CO +J W tT r••- O 4) 4-3 N >►a'+ (n C 4J 4.3 4-3 r r y•,'- 4-3 L 4)t E C CV C > 34.3 N N C: O d 0r4J U C: r-- N NL C4-3 0 '0 4J d 41-- f r to t0 C) r CL Y •.0 i W L O O-C4-3 N O L 4- 4) d E t--, Y L--% C 0 C O O C O 4T L N E 4-3 U4-3 c= C +3 O 'a >L Lt! �:p t0 N r >) N CL 4J L N O 3 Cl Az r •C L N 0- C) 4.3 r N CL— N 4) t0 U t-' E r-—'V O CD CL C O t0 4.1 O d 'a 4-3 O r v 4- E r d +.) C:-C = tV 4.3 L t-L 90 N 4- L t0 L d' 4•3 . M 4- N O 4-3 C N L N a)4-3 4-) H U C r C O CL C: TS N r_-aL N to C r i N tv r C) ¢ 0 3 ty o E N r- t0 + N Z7 ¢ + d 3 O C tv 3 r t0 4) ¢ >> = N 3 d Q LAJ \ N E CU O > C: CC E C 4J 4) to O E i C N i 0) 04-34-) .- a• V) 0=S '3 N L i-) t0 O C L t0 0 L 4J r L 0 O 4J E w L Cl G) L E L N M L d-) m Y CD to C C L L r r C) +A 'V 4-3 C 4.3 U4.3 r W t0 V m Cl L t0 t0 4) L N -0 O V) CL—r O O 4.3 4- CL N CD U CO C i r i L t0 : i 4-3 L (n O ¢ C O--\ >)•r- -r d 0 E W 4J 0 0 CL O)4-3 U r a- N to L C •r r 4-) •r tU 0 CL+) 'a d N r i to,'- 4J N•- 4.3 U E 00 (D r r O t0 O O r- C S.- a-- L •r Q U C L O r O (n r C,--- 4) ¢ a) -- O L 0) C: -9-- •r r t r i :3 CLL-r 4) W L1J :.O f--' 4-3 (0 Q to 4J CL m <4- ¢LL-•r 0) to v L 4- U r-CL E - 4-) 3:1-,4- 0 d Q 0 3 d-) 3 E CL C/) 0- CL CL CL N t 4J 4> O i CL 4w � y •L3 rn L d r..r- iC{ to r N t!T CL 4J 4T "r.O 4-) W i-t A-3 Ct•.- ui ocC a s C_ o SEE. dr Ci. p O d > to 4- a O w >s Leis O O ' S- sn Cm Cs. V 4- •Cs tis o _� �•r O O CD S.- <3 O p L 0 N C1 N CL tY O i t i4 O — Q) C3 r in. V V tt! 4 O E to tm 4.3 to W O Ca d •e- L N 4-s O O E Z TS 4 C •-+W d W Q tV •.0 OM ON 1- 4-3 O CV N Q $- V .-4 ' t O t ¢ CC) 43 t i L O 4) 4-' � flS O co > L LL a)LA- co aC TS d !— O L L1 tf5 N !tS Las 1 O L C 41 CL C _ -0 12 _ C Q3 O E -V- � Ci t�.� r- to L S- 4) O d •F E 41 to i O O = 4-) 4- S- O d CL d T3 W to L 4) Cl U) O 4) C1 0- � O t6 L, v N 4) y Cl t6 C.3 d i S- O � U = t: ♦r C1 r- >s O CS i 4} 4s N O 7! ta! ►fir 4) E r � O 4-3•r to 0 X 'L3 O r r t6 V rr V .r 4) O ttS •r V f-'•� }- Q > b► .. «- O V • G7 i CoE 41 V f3 .0 L C L.0 X W L to L3 o C3 co a O OL O O X 4J 4) to N O O to r 43 cz O Lit r-= q - O V> 4>s y d N t6MCfl ! - . tNcttCS E O !� CL'* 4 W S- (/) of M • r _ r- 0 (d00 4-- 4-3 V: 4- L t,. 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L G X ' O tJ i-) t� O Q O O N X i 0co V � ,� r+ L $— O d O•r 4) I- RS O� Q E Cl r '(f a- -4 N(nct (Sl lL5 C- 4il C� d n_ Q Ci � m •r 1d Z3 X Q) C) C 4.3 fi O N Nl C)r r N L 4J r ^' F- 41 M 4J N •r r p H W LZ•r N U) t2 O) \ 4J cd•r N W U .- 4•3 Z-7 () 4) (L) N O 4- t U 4- 4J (1) O O O O �- N L C -0 C) S-.4- O ••- W C) bf to > Ul 4J '- t1 fC C) C) C) O U i CL NLt.7 O •r Q td E •- N •r � t1 3 c O C) •r.r O 4J 4J L c r O O O F- W W I-- -i J Q 4J a C) N 7- t� C) O t 4J U � a 4J r Cl d U Li - � Q ) E H ) L N O ) 14- (D 4-() i CL a s +� O •— O in to } •r 4J U to * F- r- C N L 4J •r CC 4-) W O v L 4J i O O C) U t r- •r -0 J •.- O N U C) C) a 4- a «- a) t- O C) 4J 4J N 4--- C) U to 3 4- Y —4- (V U 4--L 1 fC 4J X i .r (n RS E — 0 C) •r CO a O 4J -.-s-r 4J 4- C N N CJ 43 4J 4J 4J v N L U) 4J 4-) 4-) td C) t 4-3 O •r •r C) C) O C U — CA C i U E U)-0-0 L • a E to X U 4J t C td O C) N C CJ td w C) y r to to t O td a 3 td ZUZ N L U 4J U -04- 4.3 O i U .04- U) O Q. O 3 O X = C) • 4)•'-- 4- UI N to r C 4- N a 4J (A t L. L C C) 4J 4J 04- C C) .0 t-- O C) •r td t-t- td O C) 4J r- C C) 4J N 04-3 O C U V)4- O C 4J OL 4.3 X C) 4J N td to O C O L tC 4J � C C) (1) 4) a) •r t1 C) t1) L U O (n 4) «- C t`r O 04-) -04-3 U D d E 4- L Vl E •C) co N N -t- C r to N X (d 04-3 to C) C) (d - 41 .0 4- N C) L C) CL L 4J 4J 4J t1 S- d r to-0 4- Y L 4- 1) 4.3 U C) 4J N r N > i C) N U C L C C) C) E 4.3 C) C) C r Ul CL > r to t= S- U 4J r d 4J > C) C) O C O 4J > 4J C) N O 4J td (d i to L L 4J C) C) (D C C) Q) 4- N"a 4- E t1 0 V) N"a •• U 4J 4) Cr U.0 C) (D 3. 4-) Vl E > (VIO U C) td 4- 3 •r id to C 4)-- :j C) 4J C to 4J Ul (n Q L 4-3-0 to (D i 'a C) U M 4J (1) M O 4- CT a 4- -r td c (d •• W d •r to td'a i C C) O td L C C) •r 4- C C 4- C) E 3:,- 3 n t--t > O r >> C) .0 C) -04- U N t 41 C) co E to co L L UZ 1-^ N 'O L N >> td a N E 4J V) O :3 4- E 4J to m O C) C� C U L C) C) .0 E L -0 "0 •r E C C) 4J X 4- a E 4J O 06 O AJ N 4) Y 4J L 4J O N C) C C C) O C) •r Ul U C)•r r- C) r L •r 7 r~ W N 4- L-C N 4-) U 4J > td O C) U 4J E L O C) t1-0 4J = 4J {- LL r- t-, 3 4-)-- -0 C) td -0 •r N 4J L 41) td td C)"a.0 C) N O N 4J N U L.)_ O 3 U r 4--r L C to 3 4-) CO O .4) S. C X > C U C L O U) C)r N d W -r d Q t6 -0 •r O U •r .C- W '0 O to •r C) L td = = :3 tl \ 41 TS r = 4-) 4J r- E 4- ••"' C)t '-- L r- E td U C) E > tT-0 or tT (4 W (d C) > O C C r- •r a > •n U (d L r•r C Y) 2�C to U > C) L O C) .r r N C) = ' > td -r r- C) 4- CA t1' •r •r tY cn U E td .O 3 C) tX L (A W -0 3 O 4) ►'+ td -+ F-- Q. U TJ •r N F- J N W Of w U U F•- O O Cl W N C) a O OC a Z O F- ui W F- J Q / 0 r U LL. E N V) d a. rd -0 N O L t 04-) V) sv' >, t 4J -lC O 4, • N .n � � a) L-.- a) -0 N O (n 4) 04-3 d / i O 1 L c rrs U i t1 to 3 to n-cs >, O s= -010 A to C) •.- C) O O U tC to 1'1. (A O co co O > -0 CL-%-- 4J• w• L O E 4-) .r O E -0 -r = 4J N .E V)4- t6 4J () C) C 4J 4J C) 4m N O O •e- fC.-e- O .0 fi O L L .0 r r L C •• C r U J? 3 V) 4J V) 4J U O C) V) 4J W tC V) Cf as N O C)•C C) y CL 4J r Q.-t- tS 4J L c L 4J r U 02r 3 C) C) V) 4-r L N C) V) O O !` C) C)-C (n 4J L O V) to C -4-3 4J r O O. 4J L 4J 4J r > 4J O C -r U O V) L Vr M 4J x CL co rt (A as x a 4-) 4v 00 3 x m .n O iJ N d 4.3 O t-0 C C) L 4J tC L O (D C .- 0 L 4J -0•r 4-) to L V).0�- -0 C) 4.3•r7 C) O C E (--4J tC 4J r- O E 4J N eC C) M 4J C V) U > Wry U Q V) 4- CO C)r 4-) U 4- c C) 4J r >) U C) N C) C)-r N E r- U >) C) C) tm r r E� U C) -r C) C 4- CC t w— () E C)4-t 4J w E a) 4) 4-34- W 4J c U E 4) W 4- N 43 L •r- L +) 4- E r 4- 4J ss 6-4 O 4- «-4- -C W-r O 4- 4- a) C) C) >1 C 4- O W {J F— U O 4- r- 4) 4J C)t— c 4- U O 4- C) C L C) 4J 4) -- C) C) U O Of C 3k r N C) 4J C) Q r -r-r- W 4J 4) r a 4J O 4J N 4J 4J (D 4J C) C C) L M 4) 3 c co E 4J L 3 () E 4) tis L (o C V) •• C) i w- (n 11 rr C O c[ V) C) tC 4- L L s= C) C) V) 1:- L =5 O C)r 4J (n C L V) C) F- W V) \ L -r E (D tC r C) N -r L C) 4J 4J V) (n L .— () (D«- L Y L C) C) > S- 4) 4-) r,C L > C) 4J N to U tC tC V) C •r C) r Y > > 0- Q •r to C) U > C) C L C) C r tC C) i > C) tC > co >.a-. 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Attachment #1 �a � r Personnel Department 'vv+ i u CA CostoAdministration Bldg. County .-� 651 Pine Street Martinez.Calitomia 94553.1292" sr. APPLICATION SCREENING COWITTEE RESOURCE LIST - Exam: ( Continuous Exams Included ) Analyst: Date: Committee Members Ethnic Name & Title Agency/Dept. & Address Telephone Group Sex 07/23/91 asc.rl - , - ORAL" BOARD ERS ' Attachment Q. . RESOURCES LIST 3m: ( Continuous Exams Included ) alyst: Date: -ard Members Ethnic Rating .me & Title Agency/Dept. & Address Telephone Group Sex (Optional) * Bilingual RATING CRITERIA IAT I NG SUPERIOR: Rater clearly understands his/her role in the interview. Demonstrates sound technical knowledge, interpersonal skills 'and understanding of objectives of affirmative action. Requires no direction from analyst. WELL QUALIFIED: Rater works well with only occasional assistance from analyst. Adequate technical knowledge, interpersonal skills and understanding of objectives of affirmative action. SATISFACTORY: Rater requires some attention by analyst and participates at minimum level . Subject matter knowledge limited, interpesonal skills fair, requires careful explanation of objectives of affirmative action by analyst. BELOW STANDARD: Rater clearly inappropriate to interview situation. Little or no technical knowledge, interpersonal skills lacking, generates uneasiness with board members or candidaes. Does not understand or is adverse to affirmative action objectives. Requires constant assistance or attention by analyst. Personnel Department. Costa Administration Bldg. 651 Pine Street County Martinez, Galiiomia 94553-1292 (4 !�J Tri -•vfi DATE: _ TO: Affirmative Action Coordinator/Designee FROM: Personnel Analyst SUBJECT: Affirmative Action Appointment Opportunity ------------------------------------------------------------------------------ The examination process for has been com- pleted. The eligible list is scheduled to promulgate on The purpose of this memorandum is to inform you that after review of the eligible list, we have determined that the certification list will have minority and/or female representation on. it and that an affirmative action appointment opportunity exists and should be considered. We appreciate your continued efforts in meeting your department's affirmative action goals. LM:tm cc: Lloyd Madden, Outreach and Recruitment Supervisor Emma Kuevor, Affirmative Action Officer Attachment -04' CANDIDATE SELECTION REPORT DATA BASE MENU Personnel Analyst: _ Cert. #: Alternate Cert: Date Cert. Recorded: Appointing Department: S/S# : Name: Class Title: Ethnicity: Bilingual : Sex: Disabled Appointment Date: Of Appointments Last Month ( ) : # Of Appointments This Month ( ): Appointments Y T D: w µ Attachment 05 Contra Personnel Department Costa Administration Bldg. 651 Pine Street Col.lnfi/ Martnie:. California 94553-1292 `ll DATE: TO: FROM: SUBJECT: Departmental Quarterly Certification & Selection Report Soc. Sec. # Class Title Ethnicity Sex Disabled 1 . 2. 3. 4. 5. 6. 7. 8. 9. 10. 11 . 12. 13. 14. 15. cc: Theresa Plena, Human Resources Program Assistant y� , Attachmerf� #b Personnel Department Contra Administration Bldg. Costa 651 Pine Street Coun}� Martinet. California 94553-12,92 ��/ DATE: TO: Emma Kuevor, Affirmative Action Officer -t FROM: Eileen K. Bitten, Manager - Employment Programs SUBJECT:. Applicant Flow Data Reports Timetables and Goals Classes forwarded to Legal Services Foundation DATE TYPE EXAMINATION EXAM STEP ADVERSE EFFECT PERSO EL ANALYST