HomeMy WebLinkAboutMINUTES - 06081993 - IO.5 TO: BOARD OF SUPERVISORS 1 .0.-5 5--.-` Contra
FROM: INTERNAL OPERATIONS COMMITTEE Costa
DATE: May 24, 1993 County
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CU UT
SUBJECT: PROPOSED SYSTEM TO TRACK TEMPORARY. EMPLOYEES AND CONTRACT
EMPLOYEES FOR ETHNIC CHARACTERISTICS, SEX AND SELECTION
PROCESS
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND.JUSTIFICATION
RECOMMENDATIONS:
1 . DIRECT the Personnel Department to report to the Equal
Employment Opportunity Advisory Council (EEOAC) on the current
status of plans to track the ethnicity and sex of temporary
and contract employees and encourage the EEOAC to provide its
comments . to the Personnel Department staff.
2 . DIRECT the Personnel Department to provide the EEOAC with an
updated status report each quarter (September, 1993 and
December, 1993) on plans to track the ethnicity and sex of
temporary and contract employees.
3 . DIRECT the Personnel Department to forward their status
reports to the EEOAC, along with any comments they receive
from the EEOAC, to the individual members of the Board of
Supervisors.
4 . REMOVE this item as a referral to our Committee and instead
REFER it to the 1994 Internal Operations Committee.
5 . REQUEST the Personnel Department to provide an updated report
on. this subject to the 1994 Internal Operations Committee by
March 1, 1994 .
BACKGROUND:
Our Committee has had on referral the efforts of the County to
improve its outreach and recruitment efforts to minorities . The
Board of Supervisors has recently approved the formation of the
Tactical Employment Team Program. On March 16, 1993, the Board
CONTINUED ON ATTACHMENT: YES SIGNATURE:
RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD T LT/
APPROVE O SUNNEWRIGHTMCPAKF H
SIGNATURE S
ACTION OF BOARD ON junne 8, 1993 APPROVED AS RECOMMENDED --- � OTHER
VOTE OF SUPERVISORS
I HEREBY CERTIFY THAT THIS IS A TRUE
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 D TE SHOWN. �Q
ATTESTED V -2 3
Contact: PHIL BATCHELOLERK OF THE BOARD OF
CC: See Page 2 . SUPERVISORS A D COUNTY ADMINISTRATOR
BY DEPUTY
I.O.-5
directed the Personnel Department to report to our Committee on the
status of efforts to track the ethnicity and sex of temporary and
contract employees . On May 24, 1993, our Committee met with Eileen
Bitten, Assistant Personnel Director; Lloyd Madden, Human Resources
Program Manager; Emma Kuevor, Affirmative Action Officer; John
Gregory, President of the Black Employees ' Association; and Scott
Tandy, Chief Assistant County Administrator and reviewed the
attached report.
We are at the point that we are able to track temporary employees
for ethnicity and sex, as well as several other characteristics .
Work on developing a similar tracking mechanism for contract
employees is moving more slowly but is underway.
We are recommending that the Personnel Department report on a
quarterly basis to the EEOAC on the status of efforts to track the
ethnicity and sex of temporary and contract employees and then
share those status reports and the comments of the EEOAC with
members of the Board of Supervisors . We are then asking that the
Personnel Department make a report again to the 1994 Internal
Operations Committee next March.
cc: County Administrator
Assistant Director of Personnel
County Counsel
Affirmative Action Officer
John Gregory, President
Black Employees ' Association
-2-
Contra Personnel Department
CostaAdministration Bldg.
- � � 's� 651 Pine Street
County o j Martinez, California 94553-1292
May 20, 1993
T0: Internal Operations Committee (I.O.C.)
FRIX: Eileen K. Bitten, Acting Director of Personnel
By: Lloyd G. Madden, Hunan Resources Program Manager
SUBJECT: Temporary and Contract Employee Tracking System by Ethnicity and Sex
In 1991, Merit System Services (MSS) issued an on-site compliance review report
on our personnel system. This report contained consistently positive findings
of the Compliance Review Team. The Personnel Director has taken appropriate
action to respond to each of the concerns noted.
The one non-compliance finding was the term of temporary appointments noted
during the review and the potential for circumvention of merit principles that
would allow a person not reachable on an eligible list to be appointed to a
position.
This finding has been addressed by passing Resolution 92/810 (attached as
Exhibit A) amending the Personnel Management Regulations to add Section 720.
Oils finding however, validated the meed for a tracking system.
Proposed Temporary Appointment Tracking System
In order to monitor temporary appointments by job class, appointment, ethnicity
and sex as directed by the I.O.C. , the Personnel Department has developed a
tracking system that allows us to track and analyze a wide range of temporary
appointment statistics.
Attached as Exhibit B for your review and comment, you'll find a sample of the
proposed format for the Temporary Appointment Tracking Report that will be
generated monthly by department and job classification.
Cmt act Employee Tracking System
Also, as directed by the I.O.C. and the Board of Supervisors, the Personnel
Deft is continuing to explore ways to track contract employees from the
initial application stage to selection and appointment. This is a complex
assignment; staff is working with Emma Kuevor, Affirmative Action Officer to
develop a tracking system similar to the one discussed above. The nature and
purpose of the Tactical Employment Team Program approved by the Board of
Supervisors on May 4, 1993 should simplify any contract employee tacking system
developed.
Tm:tm
Attachments
Exhibit - A
Contra ...........'.. BOARD OF SUPERVISORS
Costa
County
Resolution No. 92/ 810
Whereas, the Contra Costa County Board of Supervisors, as governing body of the County
and the various special districts, has considered the recommendations of the Director of
Personnel in relation to managing the workforce,
The Contra Costa County Board of Supervisors hereby Resolves that the County
Personnel Management Regulations are amended to add Section 720 as follows:
720. Certification on a Departmental Basis of Eligible(s) Employed for at least Twelve
Months in Temporary Positions. The following conditions are all necessary for selective
certification for such eligibles:
(a) a vacancy exists in a classified merit system position;
(b) the eligible has worked in a temporary employment status in a position within
the class or a closely related class for at least 2080 hours within the
last three years;
(c) the person is serving in a temporary employment status within the class or
a closely related class on the date of adoption of this regulation;
(d) the appointing authority requests the selective certification in writing;
(e) the Director of Personnel approves the requested selective certification.
This regulation is effective for a period of 24 months following adoption, and it is
repealed thereafter.
PASSED by the Board on November 24 , 1992 by the following vote:
AYES: Supervisors Powers, Schroder, Torlakson, McPeak
NOES: None
ABSENT: Supervisor Fanden
ABSTAIN: None
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