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HomeMy WebLinkAboutMINUTES - 03152005 - C89 Lv TO: BOARD OF SUPERVISORS +• { _ --- Ob CONTRA COSTA Vii' - ;`'"�: •'�� FROM: John Sweeten, County Administrator •-•: ~r� ` '•,� %:4- •+• z ; � COUNTY DATE: March 2, 2005 ' �- • r "= SUBJECT: ANNUAL AFFIRMATIVE ACTION PROGRESS REPORT SPECIFIC REQUEST(S) OR RECOMMENDATION(S) & BACKGROUND AND JUSTIFICATION RECOMMENDATIONS): ACCEPT report from County Administrator regarding the County's 2003 Affirmative Action Annual Progress Report. BACKGROUND/REASON(S) FOR RECOMMENDATIONS): The Affirmative Action Officer prepares an annual Affirmative Action Progress Report each year that evaluates the County's Affirmative Action Programs. The Affirmative Action Progress Report reviews the departments' workforce; County hires, promotions, and separations, and the County's Disability Program. The County continues to hire and promote race/ethnic minorities and females above their labor force representation. The attached report is presented for your review. CONTINUED ON ATTACHMENT: w-YE--S SIGNATURE: RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE �IWPROVE OTHER SIGNATURE( '` ACTION OF BC ION Czug`� APPROVED AS RECOMMENDED OTHER VOTE OF SUPERVISORS )< I HEREBY CERTIFY THAT THIS IS A UNANIMOUS(ABSENT_ �' ) TRUE AND CORRECT COPY OF AN AYES: NOES: ACTION TAKEN AND ENTERED ABSENT: ABSTAIN: ON MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE SHOWN. Contact: 00e P ATTESTED ZS` �rz JOHN SWEETEN,CLERK OF THE BOARD OF SUPERVISORS cc: CAO AND COUNTY ADMINISTRATOR BY, DEPUTY County of Contra Costa OFFICE OF THE COUNTY ADMINISTRATOR AFFIRMATIVE ACTION OFFICE 651 PINE STREET,MARTINEZ CA 94553 (925)335-1045 FAX: (925) 646-1353 EKUEV @CAO.CO.CONTRA-COSTA.CA.US MEMORANDUM DATE: February 23, 2005 TO: Board of Supervisors County Administrator Department Heads Unions Community Groups and Organizations .� FROM: Emma Kuevor Affirmative Action Officer SUBJECT: 2003 AFFIRMATIVE ACTION ANNUAL PROGRESS REPORT Enclosed is Contra Costa County's 2003 Affirmative Action Annual Progress Report. This annual report presents the County's overall employment progress and the County's Disability Program. The County evaluates its Affirmative Action progress on a regular basis to allow for changing priorities, identification of areas on which to concentrate efforts and a review of the County's accomplishments in Affirmative Action. Contra Costa County's accomplishments are the result of the leadership of the Board of Supervisors and the commitment of the County Administrator, Department Heads, managers, supervisors,employees, unions, and community groups and organizations. The Affirmative Action Program goal is to have the County workforce reflect the diversity of the County labor force. If you have questions regarding the report, feel free to call me at 925-335-1045. r Contra Costa County • •• -- .r srA40,�-U�� 0 Affirmati* c ionve Annual Report January — December 2003 i Introduction Contra Costa County evaluates its Affirmative Action progress on a regular basis to allow for changing priorities, identification of areas on which to concentrate efforts and a review of the County's accomplishments in Affirmative Action. Contra Costa County's Affirmative Action accomplishments are the result of the leadership of the Board of Supervisors and the commitment of the County Administrator,,, Department Heads,, managers, supervisors, employees, unions, and community groups and organizations. The Affirmative Action Program goal is to have the County workforce reflect the diversity of the County labor force. This report presents the County's workforce in the following areas: I. Summary A. Workforce Analysis 1. Occupational Categories 2. Supervisory Employees 3. Management Employees 4. Department Analysis B. Employment 1. Hires 2. Promotions 3. Separations C. Disability Program 1. Workforce Analysis 2. Americans with Disabilities Act(ADA)Requirements a. Accessibility b. Essential Functions 11. County Workforce Analysis as of December 31, 2003 A. Goals B. Workforce C. Occupational Categories D. Supervisory Employees E. Management Employees F. Workforce Analysis by Departments as of December 31, 2003 1. Largest Departments 2. Large Departments • 3. Medium Departments 4. Small Departments 5. Smallest Departments 1110 Employment Status A. Hires B. Promotions C. Separations a:2003aaaproVpt-revFeb05 IV. Disability Program A. Workforce Analysis B. American with Disabilities Act(ADA)Requirements 1. Accessibility 2. Essential Functions a:2003aaaproppt-revF605 2 I. Summary A. Workforce Analysis The County continues to implement an aggressive Affirmative Action Program and continues to evaluate the effectiveness of its program. The County's overall workforce for racial/ethnic groups and females meets or exceeds the County's labor force representation. This accomplishment is due to the efforts of its Department Heads and their staffs,, who continue to select qualified candidates for new or vacant positions in their departments. 1. Occupational levels: Diversity continues to increase throughout the occupational levels. Emphasis continues to be placed, for all groups, on the following occupational categories: Officials and Administrators, Professionals, Protective Service Workers, and Skilled Craft Workers. 2. Among supervisory employees, African Americans, Asian/Pacific Islanders and females are represented in numbers greater than their representation in the labor force. 3. Management employees' representation is above the labor force representation for females, African Americans, and Asian/Pacific Islanders. 4. Departments continue to move toward a representative workforce for all groups. Health Services and Community Services (which constitute a total of 3173 employees in a County workforce which totals 8,480 employees currently) have representative workforces for all groups. Several departments have a representative workforce for all except one reported group. Those departments are: Administrator's Office, Assessor's Office, Department of Child Support Services, Employment and Human Services, Probation, and the Public Works Department. These departments employ a total of 2,543 individuals. Two-thirds (67%) of the County's workforce therefore works in departments that either have a completely representative workforce or a workforce which is representative as to all but a single reported group. B. Employment I Hires: In 2003, all racial/ethnic groups and females were hired at percentages that exceed their labor force representation. An aggressive approach to hiring a representative group of applicants has made it possible for the County to exceed labor force goals. Departments will continue to work towards the goals for specific job classifications through targeted recruitment efforts and job-related • tests. 2. Promotions: Qualified employees have been promoted above their labor force representation for all racial/ethnic groups and females. Departments continue to aggressively promote minorities and females in all occupational categories. 3. Separations: Employees that separated from County service at or above their labor force representation were: females, African Americans, Asian/Pacific Islanders, and American Indians/Alaskan Natives. Department Affirmative a:2003aaaprogrpt-revF605 3 Action Coordinators are asked to review the reason(s) employees leave (such as resignation, rejection from probation, dismissals, etc.) and identify ways to reduce the number of employees leaving County service. • C. Disabled Access to Facilities and Employment The County continues to offer accommodation to applicants who are disabled and request assistance during the hiring process. The Human Resources Department also contacts disabled rights groups and organizations to recruit disabled job applicants for County employment opportunities. 1. Forty-five (45) employees voluntarily identified themselves as disabled when hired. Twelve (27%) identified visual disabilities; 5 (11%) identified hearing disabilities; one (2%) identified speech disabilities; 22 (49%) identified physical disabilities; and 5 (11%) identified developmental disabilities. The County does not survey its workforce to identify employees who may become disabled after they are hired. 2. Americans with Disabilities Act a. The County's Transition Plan is being implemented, and the County has progressed in making its facilities accessible. Buildings were prioritized based upon the number of employees and members of public utilizing each facility. Priority A Buildings have been revised based on recent ADA surveys. New buildings purchased, leased, or rented were included in the updating of the Transition Plan for 2003. b. Essential fimctions have been developed for most job classifications for which examinations have been administered since 1990. Essential functions are being developed for all job classifications. I. County Workforce Analysis as of December 31, 20031 The employee groups identified in the County workforce for analysis in this report are females and the following racial/ethnic groups: Hispanics: All persons of Mexican, Puerto Rican, Cuban, Central or South America, or other Spanish culture or origin,regardless of race; 'This summary may include job classifications not subject to the 1975 Consent Decree (Croskrey v Contra Costa County, United States District Court, Northern District of California). a:2003aaaprogtpt-revFeb05 4 African Americans: All persons having origins in any of the Black racial groups of Africa; Asian and All persons having origins in any of the Pacific original people of the Far Pacific East, the Indian Subcontinent, Southeast Asia, or the Pacific Islands. This Islanders: area includes, for example, China, India, Japan, Korea, the Philippine Islands., and Samoa; and American Indians or All persons having origins in any of the original people of North America Alaskan and who maintain cultural identification through tribal affiliation or Natives: community recognition. A. Goals The County uses the Bureau of the Census 1990 Labor Force Statistical Data for Contra Costa County as its goal.2The goals for the various groups are: 1990 Census 12-31-03 12-31-03 Labor Force Workforce Workforce Group Percentages Number Percentage Hispanics 10.5% 1087 13.0% African Americans 7.6% 1342 16.0% Asian/Pacific Islanders 8.9% 1015 12.0% American Indians/Alaskan Natives . .6% 74 1.0% Total 27.6% 3518 42% Females 45.4% 5356 63% 'As of December 2003,the Bureau of the Census 2000 Labor Force Statistical Data was not yet available. a:2003aaaproppt-revF605 5 Workforce iiiiiiiiiiji 11 WE 7000 { ss 6 000 a� � }: 5000 Ln 4000 a E W 3000 2000 1000 0-1 White Hispanic AfrlAmer AsianlPac Amerind Females Males B. Workforce As of December 2003,there were: • 8,480 employees (Attachment 1) in permanent full-time, permanent part- time, and project exempt positions. (Temporary and contract employees are not included in this report.) + 5,356 (63%) female employees in the workforce, which significantly exceeds their labor force(45.4%)representation. 1,087 (13%) Hispanic employees in the workforce, which exceeds their labor force(10.5%)representation. • 11342 (16%) African American employees in the workforce, which significantly exceeds their labor force(7.6%)representation. • 1,015 (12%) Asian/Pacific Islander employees in the workforce, which exceeds their labor force(8.9%)representation. • 74 (1.0%) American Indian/Alaskan Native employees in the workforce, which exceeds their labor force( .6%)representation. All groups exceed their labor force representation. a:2003aaapragrpt revF605 6 C. Occupational Categories In order to target new hires and promotions, the County examines the numbers of racial/ethnic minorities and females in the eight occupational categories (Attachment 2), into which all positions are categorized: 1. Officials & Administrators: Employees who set or recommend board policies, exercise overall responsibility for execution of these policies, or direct individual departments or special phases of the County's operations. Examples include: Department Heads, Division Chiefs, Directors, Assistant Directors, and Deputy Directors. 2. Professionals: Employees in positions that require specialized theoretical knowledge normally acquired through college training or through work experience and other training. Examples include: Physicians, Attorneys, Librarians, Registered Nurses, Accountants, Management Analysts, and Psychologists. 3. Technicians: Employees in positions that require a combination of basic scientific or technical knowledge and manual skill which can be obtained through specialized post secondary school education or through equivalent on the job training. Examples include : Computer Operators , Engineering Technicians Network Technicians, Information Systems Technicians, Laboratory Technicians, and Eligibility Workers. 4. Protective Service Workers: Employees in positions that are entrusted with Aldopublic safety, security and protection from destructive forces. Examples include: Deputy Sheriffs, Fire Fighters, Public Service Officers, and District Attorney Investigators. 5. Para Professionals: Employees who perforin some of the duties of a professional or technician in a supportive role, but require less formal training and/or experience than is normally required for professional or technical workers. Examples include: Community Health Workers, Library Assistants, Translators, and Medical-Aides. 6. Administrative Support: Employees in positions that are responsible for internal and external communications, recording and retrieval of data and/or information and other paperwork required in an office. Examples include: Clerks Secretaries, Account Clerks, and Storekeepers. a:2003aaaprogrpt-revF605 7 7. Skilled Craft Workers: Employees who perform jobs which require special manual skills and a thorough and comprehensive knowledge of the processes involved in the work, which is acquired through on-the-job training and experience or through apprenticeship or other formal training programs. Examples include: Electricians, Equipment Mechanics, Stationary Engineers, Carpenters, and Painters. 8. Service/Maintenance: Employees who perform duties which 7 result in or contribute to the comfort,convenience, hygiene or safety of the general public or which contribute to the upkeep and care of buildings, facilities, or grounds of public property. Workers in this group may operate machinery. Examples include: Gardeners, Laborers, Custodians, Groundskeepers, and Equipment Operators. a:2003aaaproV pt-revFeb05 8 The following is a summary of workforce by occupational categories for Contra Costa County as of December 31, 2003. This summary may include job classifications not subject to the 1975 Consent Decree(Croskrey v. Contra Costa County,United States District Court). • Officials /Administrators Group # % Total Employees 259 100 Females 125 49 African Americans 34 13 Hispanics 17 6 Asian/Pacific Islanders 16 6 American Indians/Alaskan Natives 0 0 Race/Ethnic Groups Gender 1 1715% 34! °3l0 1616% 195!75% 125!49°l0 134151% E3 Hispanics White � 0 Males EN Females N AfriAmer ED Asian/Pac y a:2003aaaprogrpt-revF605 9 Professionals Group # % Total Employees 39013 100 Females 1,952 65 African Americans 420 14 Hispanics 247 8 Asian/Pacific Islanders 455 15 American Indians/Alaskan Natives 20 1 Race/Ethnic Groups Gender 20/1% 456115% 1064/35% 420/14% 247/8°!0 1887162% 1966/65% ®White ■Hispanics ■Afri�A►mer ■Asian/Pac ■Males E2 Females DAmerind a:2003aaaprogTt-revFebO5 10 Para Professionals Group # % Total Employees 690 100 Females 523 76 African Americans 162 24 Hispanics 145 21 Asian/Pacific Islanders 84 12 American Indian/Alaskan Natives 8 1 Gender Race/Ethnic Groups 167/24% 84/12% 8/1% 291/42% A.s. 4 162123% 523/76% :. . ®Males 0 Females 145/21% O Whites IS Hispanics ■AfriAmer 19 Asian/Pac UAmerind a;2003aaaprogrpt-revFeb05 13 Administrative Support Group # % Total Employees 2,151 100 Females 1904 89 African Americans 377 18 Hispanics 347 16 Asian/Pacific Islanders 204 9 American Indian/Alaskan Natives 16 1 Race/Ethnic Groups Gender 204/9% 247/11 16/1°lo /o 377/18° 1207/56% 1904/89% 347/16% ®Males Pry Females ®Whites M Hispanics i AfriAmer M Asian/Pac 0Amerind a:2443aaapmgMt-revFebO5 14 The ne following is a summary of workforce by group (females, African Americans, Hispanics, Asian/Pacific Islanders and American Indians/Alaskan Natives), as of December 31,, 2003. • There are 5,356 (63.0%), female employees represented in the following occupational categories: Total Female Employees Category Employees # % Officials/Admin 259 128 48 Professionals 33,013 1,952 65 Technicians 886 564 64 Protective Service Wkr 940 144 15 Para Professionals 690 523 76 Administrative Support 2,151 1,904 89 Skilled Craft Workers 93 2 2 Service/Maintenance 448 142 32 Occupational Categories 142/32%A 125/48% 1904/89% 952/65% 523176%--- V56 4/64% 141/15% ®Officials 0 Professionals 0 Technicians MB Protective Svc 0 Para Professionals ®Admin Support 0 Skilled Craft Wkrs ®Svcs Maintenance 17 a:2003aaaprogrpt-RevF605 There are 1,342 (16.0%) African American employees represented in the following 0 occupational categories: Total African American Employees Category Employees # % Officials/Admin 259 34 13 Professionals 31,013 420 14 Technicians 886 151 17 Protective Service Wla 940 92 10 Para Professionals 690 162 23 Administrative Support 2,151 377 18 Skilled Craft Workers 93 6 6 Service/Maintenance 443 100 22 Occupational Categories 6/6% 100/22% 34/13% 420/14% 377/18% 162/23%-Z 151/17% 92/10% M Officials ®Professionals ®Technicians MB Protective Svc M Para Professionals MAdmin Support 0 Skilled Creft Wkrs 8 Svc Maintenance 18 a:2003 aaaprogrpt-RevFebO5 There nere are 1,086 (13%)Hispanic employees in the following occupational categories: Total Hispanic Employees Catepoly Employees # % Officials/Admin 259 17 7 Professionals 3,013 247 8 Technicians 887 132 15 Protective Service Wkr 940 110 12 Para Professionals 690 145 21 Administrative Support 2,151 347 16 Skilled Craft Workers 93 7 8 Service/Maintenance 448 82 18 Occupational Categories 82/18% 17/7% 247/8% 7/8% 132/15% 347/16% 145121% 110/12% 8 Officials 0 Professionals IN Technicians M Protective Svc M Para Professionals MAdmin Support 0 Skilled Craft Wkrs ®Svcs Maintenance 19 a:2003aaaprogrpt-RevF605 There are 1,016 (12%)Asian Pacific Islanders in the following occupational categories: Total Asian/Pacifi*c Islander Employees Cat Employees # -% Officials/Admin 259 16 6 Professionals 3,013 456 15 Technicians 886 161 18 Protective Service Wkr 940 45 5 Para Professionals 690 84 12 Administrative Support 2,151 204 9 Skilled Craft Workers 93 7 8 Service/Maintenance 448 42 9 Occupational Categories 7/8% 42/9% 16/6% 204/9% 456115% 84/12% 45/5% 161118% IM Offclals N Professionals E Technicians E Protective Svc ®Para Professionals ®Admin Support 0 Skilled Craft Wkrs 0 Svc Maintenance 20 a:2003aaapTogrpt-RevFebO5 There nere are 74 (1.0%)American Indians/Alaskan Natives in the following occupational categories: American Indians/Alaskan Native Total Employees Category Employees # % Officials/Admin 259 0 0 Professionals 33,013 20 1 Technicians 886 11 1 Protective Service Wkr 940 12 1 Para Professionals 690 8 1 Administrative Support 23,151 16 1 Skilled Craft Workers 93 1 1 Service/Maintenance 448 6 1 Occupational Categories 1/1% 6/1% 0/0% 20/1% 16/1% 8/1% 1 2/1% 0 Officials 0 Professionals 0 Technicians IM Protective Svc 0 Para Professionals M Admin Support 0 Skilled Craft Wkrs M Svcs Maintenance 21 a:2003aaaprogrpt-RevFeb05 Workforce Analysis by Department There are twenty-five (25)County Departments. Departments are divided into five major groups, based on the total number of employees in each department*. Largest,, Large, • Medium, Small, and Smallest Departments. The following is a summary of 2001, 2002, and 2003 workforce by department. The goals for the departments are: 10.5%Hispanics; 7.6% African Americans; 8.9% Asian/Pacific Islanders; .6% American Indians/Alaskan Natives, and 45.4% females. The department labor force goal is independent of the job classification goals and, therefore, these department workforce numbers do not necessarily reflect the availability of minorities and females for specific job classifications. A. Largest Departments: The largest departments are those with more than 900 employees. Departments in this category are: Year 2. 001 2002 2003 1. Employment &Human Services employees 1404 1369 1331 2. Health Services employees 2561 2742 2841 3. Sheriff-Coroner employees 969 1060 1027 The groups subject to concentrated recruitment efforts and selection in 2003 were: 1. Employment &Human Services Asian/Pacific Islanders 2. Health Services None 3. Sheriff-Coroner Females and Asian/Pacific Islanders B. Large Departments: The large departments are those with more than 200 employees. Departments in this category are: Year 2001 2002 2003 1. Community Services employees 312 362 332 2. Contra Costa County employees 3 5 7 385 367 Fire Protection District 3. General Services employees 271 276 265 4. Probation employees 414 429 418 5. Public Works employees 248 269 266 • The groups subject to concentrated recruitment efforts and selection in 2003 were: • 1. Community Services None 2 Contra Costa County Females,Hispanics, and Fire Protection District Asian/Pacific Islanders 23 a:2003aaaprogtpt-RevFeb05 3. General Services Females and Asian/Pacific Islanders 4. Probation Asian/Pacific Islanders 5. Public Works Females C. Medium Departments: The medium departments are those with more than 100 employees. Departments in this category are: Year 2001 2002 2003 1. County Administrator's employees 194 200 194 Office 2. Assessor employees 123 126 122 3. District Attorney employees 174 176 169 4. Department of Child employees 191 2311 212 Support Services 5. Library employees 203 247 249 6. Public Defender employees 111 108 103 The groups subject to concentrated recruitment efforts and selection in 2003 were. I County Administrator's Hispanics Office 2. Assessor's Office Hispanics 3. Department of Child None Support Services 4. District Attorney African Americans and Hispanics 5. Library African Americans and Hispanics 6. Public Defender Hispanics, Asian/Pacific Islanders, and American Indians/Alaskan Natives D. Small Departments: The small departments are those with more than 30 employees. Departments in this category are: Year 2001 2002 2003 1. Agriculture employees 44 44 43 2. Animal Services employees 74 72 73 3. Auditor-Controller employees 60 62 59 24 a:2003aaapTogipt-RevFeb05 4. Building Inspection employees 85 91 100 5. Clerk-Recorder employees 58 64 65 6. Community Development employees 60 67 64 7. County Counsel employees 42 41 45 8. Human Resources employees 43 47 43 9. Retirement Administration employees 30 34 35 10. Treasurer/Tax Collector employees 29 28 29 Analysis: The groups subject to concentrated recruitment efforts and selection in 2003 were: 1. Agriculture Asians/Pacific Islanders and Hispanics 2. Animal Services Hispanics and Asian/Pacific Islanders 3. Auditor-Controller African Americans,Hispanics and American Indians/Alaskan Natives 4. Building Inspection Females and Hispanics 5. Clerk-Recorder Asian/Pacific Islanders and American Indians/Alaskan Natives 6. Community Development African Americans, Hispanics and American Indians/Alaskan Natives 7. County Counsel Hispanics and American Indians/ Alaskan Natives 8. Human Resources Hispanics and American Indians/ Alaskan Natives 9. Retirement Hispanics, and American Administration Indians/Alaskan Natives 10. Treasurer-Tax Collector African Americans,Hispanics, and American Indians/Alaskan Natives E. Smallest Departments: The smallest departments are those with more than one employee and less than twenty employees. Departments in this category are: 25 a:2003aaaprogrpt-RevFeb05 Year 2001 2002 2003 1. Cooperative Extension employees 3 3 3 2. Veterans Services employees 7 7 7 The groups subject to concentrated recruitment efforts and selection in 2003 were: I Cooperative Extension African Americans, Hispanics, Asian/Pacific Islanders, and American Indians/Alaskan Natives 2. Veterans Services African Americans, Hispanics, and American Indians/Alaskan Natives IV, Employment Status Analysis of hires, promotions, and separations include actions from January to December 2003. A. Hires Three hundred ninety(3 90) employees were hired during this period (attachment 5): There were 236 (61%) females; 43 (11%) African Americans; 59 (15%) Hispanics; 66 (17%) Asian/Pacific Islanders; and 3 (1%) American Indians/Alaskan Natives. All racial/ethnic minority groups and females were hired at percentages above their labor force representation. The total number of minorities hired was 171 (44%). That percentage is above minorities' labor force representation of 27.6%. B. Promotions Six hundred eighty four (684) employees were promoted during this period (attachment 5): 436 (64%) females; 81 (12%) African Americans; 104 (15%) Hispanic employees; 102 (15%) Asian/Pacific Islanders; and 7 (1%) American Indians/Alaskan Natives. All racial/ethnic groups and females were promoted at percentages above their labor force representation. The total number of minorities promoted was 294 (43%), which is above minorities' labor force representation of 27.6%. C. Separations Seven hundred sixty four (764) employees separated from County service (Attachment 6): 488 (64%) females; 111 (15%) African Americans; 76 (10%) Hispanics; 80 (10%) Asian/Pacific Islanders; and 7 (1%) American Indians/Alaskan Natives. Females, African Americans, Asian/Pacific Islanders, and American Indians/Alaskan Natives separated from the County in higher 26 a:2003aaaprogrpt-RevFebO5 percentages than their labor force representation. The total number of racial/ethnic minority employees separated from County service was 274 (36%). Minority employees left County service at a higher percentage than their labor force representation of 27.6%. The following is an analysis of the racial/ethnic minorities and females in the separation categories: L Resignations - Two hundred ninety one (291) employees resigned from County employment: 205 (70%) females; 3 3 (11%) African Americans; 31 (11%) Hispanics; 45 (15%) Asian/Pacific Islanders and one (.3%) American Indians/Alaskan Natives. Female, African American, Hispanic and Asian/Pacific Islander employees resigned at higher percentages than their labor force representation. There were 110 (38%) minorities who resigned from County service during this time period. Minority group resignations were higher than their labor force representation of 27.6%. 2, Constructive Resignation - There were twelve (12) employees with constructive resignations: 8 (62%) females; 7 (58%) African Americans, and two (17%) Hispanic, and one (8%) Asian/Pacific Islander. Females, African Americans, and Hispanics had constructive resignations above their labor force representation. There were 10 (83%) minorities subj ect to constructive resignation, which was above their labor force representation of 27.6►% 3. Lay Offs—Thirty nine (39) employees were laid off during this reporting period: 34 (87%) females, 14 (35%) African Americans, 13 (33%) Hispanics, one (3%) Asian/Pacific Islander, and one (3%) American Indian/Alaskan Native. Females, African Americans, and Hispanics were laid off above their labor force representation. There were 29 (74%) minorities laid off, which is above their labor force representation of 27.6% 4. Deaths — Thirteen (13) employees died during this reporting period: 12 (92%) females; 3 (23%) African Americans; one (8%) Hispanics; and 2 (15%) Asian/Pacific Islanders. Females, African Americans, and Asian/ Pacific Islanders had deaths above their labor force representation. Six (46%) minority employees died during this reporting period, which is above their labor force representation of 27.6%. 5. Rejection on Probation — Fifty-three (53) employees were rejected during the probationary period: 49 (74%) females; 15 (28%) African Americans; 3 (6%) Hispanic; 10 (19%) Asian/Pacific Islanders were rejected during the probationary period. Females, African Americans, and Asian/Pacific Islanders rejected probationary employees left County service at percentages above their labor force representation. Twenty eight (53%) minority employees were rejected from probation during this reporting period,which is above their 27.6% labor force representation. 27 a:2003aaaprogrpt-RevFebO5 Attachments 1. County Workforce as of December 31, 2003 2. Occupational Categories as of December 31, 2003 3. Supervisory Employees as of December 31,2003 4. Management Employees as of December 31, 2003 5. Hires and Promotions from January to December 2003 6. Separations and Type of Separations from January to December 2003 7. Disabled Employees as of December 31,2003 8. 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N C> C\ Co U s CT C N 4 M C en*-+ d wl a M Q 00 O O G H cn < w cis to Q 00 r� 'd- r- N N ON d- 00 M Q vo N C) 00 N C~, do M 00 •--4 tT M r- � kn *-+ to wit 00 tifl 0 .0 .V-4 ti0 C> tet' M in M r- d' tiC W*i r- 00 q1` M C> �o00 en C44 kn qlqt r- elf) tiG U v cry o + O p + U ;~ o rw C., 9b o .V.4 V-4 u � a A tip A O H Attachment 6 i Y^ SID•- cn W V-4 '` N �' '�► N `r N A N � N rh 00 N v N 0 WN ?z 004 va ° ° N �� cd o W N NOW cd CIA V N On .� W •—� N � o ' N an G7 M cn N QVOPA N V-01 oAt . cd as o o C tta��e�t N y V-4 cei .- M .a � CONTRA COSTA COUNTY Essential Functions Job Classifications 1. Account Clerk 42. Assistant Properties Trust 86. Community Services Bldg 2. Account Clerk-Beginning Lvl Officer Svcs Worker-Project 3. Account Clerk-Advanced Lvl 43. Associate Architectural 87. Community Health Worker I (Office of Rev Collection) Engineer 88. Computer Aided Drafting 4. Account Clerk-Experienced 44. Associate Civil Engineer Operator Level 45. Associate Appraiser 89. Computer Operator 1 5. Account Clerk- Experienced 46. Battalion Chief 90. Computer Operator II (Office of Rev Collection) 47. Biomedical Equipment Tech 11 91. Computer Operator Trainee 6. Account Clerk Supervisor 48. Born Free Program 92. Computer Operations Analyst 7. Accountant I Supervisor 93. Computer Operations Managr 8. Accountant II (Office of Rev 49. Branch Librarian 94. Computer Operations Suprvsr Collection) 50. Branch/Sr Branch Librarian 95. Computer Operations Trainee 9. Accountant III 51. Budget Technician 96. Conservatorship/Guardianship 10. Accounting Technician 52. Building Inspector I Program Supervisor 11. Administrative Analyst 53. Building Inspector II 97. Contracts and Grants 12. Administrative Lieutenant 54. Building Maintenance Administrator 13. Administrative Svcs Assist 55. Building Plan Checker II 98. Cook 14. Administrative Svcs Assist II 56. Business Services Rep 99. Criminalist Laboratory Aide 15. Administrative Services 57. C A Drafting Operator 100. Custodian 1, 11* Officer 58. California Children Services 101. Data Control Clerk 16. Advise Nurse Program Administrator 102. Data Entry Operator II 17. Adult/Older Adult Program 59. Capital Facilities Administrator 103. Database Administrator Chief 60. Captain 104. Department Computer 18. Aging &Adult Svcs Sr Staff 61. Cardiac Ultrasonographer Systems Technician Assistant 62. CCTV Programming 105. Departmental Systems Spec 1 19. Agricultural Biologist I & 11 Coordinator 106. Deputy County Librarian 20. After School Program Sup 63. CCTV Production Assistant 107. Deputy County Librarian- 21. Airport Environmental & 64. Central Processing Supervisor Support Services Community Relations Officer 65. Central Supply Technician 108. Deputy Director of Animal 22. Airport Operations Specialist* 66. Certified Medical Assistant Services 23. Ambulatory Care Clinic 67. Charge Nurse 109. Deputy Director of Community Coordinator 68. Chief Deputy Agricultural Dev-Current Planning 24. Ambulatory Care Clinic Commissioner/Chief Deputy 110. Deputy Director of Community Supervisor Sealer of Weights & Measures Dev-Current Plan-exempt 25. Animal Center Technician * 69. Chief Fire Inspector 111. Deputy Probation Officer 1 26. Animal Control Officer* 70. Chief Pediatric Therapist 112. Deputy Probation Officer II 27. Animal Control Technician 71. Child Development Site Sup 113. Deputy Probation Officer III "Temp" 72. Child Nutrition Division 114. Deputy Public Defender IV 28. Animal Services Officer 73. Nutritionist-Project 115. Deputy Sheriff-Sr Criminalist 29. Animal Services Public 74. Child Nutrition Food Services 116. Detention Services Worker* Education Coordinator Transporter 117. Developmental Program 30. Apprentice Mechanic* 75. Child Nutrition Food Services Supervisor 31. Assessor's Customer Transporter-Project 118. Dietetic Technician Services Coordinator 76. Child Nutrition Worker 1- 119. Director-Central Identification 32. Assistant Assessor Project Services 33. Assistant Chief 77. Child Nutrition Worker 11- 120. Director of Environmental Cardiopulmonary Project Health 34. Assistant Director of 78. Child Nutrition Worker Ili- 121. Director of Office of Rev Coll Nutritional Services Project 122. Disability Benefits Coordinator 35. Assistant Director of 79. Children's Services Clerical 123. District Attorney-Sr Inspector Pharmacy Services Specialist 124. District Attorney-Superior 36. Assistant Environmental 80. Civil Litigation Attorney Court Trial Team Services Manager 81. Clerical Supervisor 125. Driver Clerk* 37. Assistant Health Svcs Sys Dir 82. Collection Operations 126. Dual Diagnosis Program 38. Assistant Manager of Airports Manager Coordinator-Project 39. Assistant Real Property Agent 83. Collection Services Agent Il 127. Dual Diagnosis Specialist- 40. Assistant Risk Manager 84. Collection Services Project 41. Assistant Risk Manager-Loss Enforcement Officer II 128. Duplicating Machine Operator Control 85. Collection Services Manager 129. Electrical Inspector* *indicates the MEDTOX classes Attachment 8 Esnt1FnctnsUpdate2003.doc CONTRA COSTA COUNTY Essential Functions Job Classifications 130. Electiopn Processing 173. Firefighter* 212. Information Systems Tech I Supervisor 174. Forensic Toxicologist 1, 111 111 213. Institutional Services Aide 131. Elections Services Technician 175. Gardener* 214. Institutional Supervisor 1 134. Electrician 176. Grading Inspector 1 215. Information Systems Spec 11 135. Electronic Equipment 177. Grounds Keeper* 216. Information Technology Technical 178. Grounds Maintenance Project Manager 136. Eligibility Work Specialist Specialist* 217. Inspector 1, [1* 137. Eligibility Work Supervisor 1 179. Grounds Maintenance 218. Institutional Service Worker- 138. Eligibility Worker I Specialist-Irrigation Environmental* 139. Eligibility Worker 11 180. Group Counselor 1, fit 111* 219. Institutional Svc Worker/Food 140. Emergency Svcs Manager 181. Hazardous Materials Services* 141. EHS Program Integrity Specialist 1 220. Institutional Services Aide/ Assistant 182. Hazardous Materials Environmental Services 142. EHS Program Integrity Technician 221. Institutional Supervisor I Coordinator 183. Head Detention Cook 222. Institutional Supervisor 11 143. Emergency Planning 184. Head Start Assistant Program 223. Juvenile Institution Coordinator Manager Superintendent 144. Engineer 185. Head Start Homebase Wrkr- 224. Laborer* 145. Engineering Records Tech Project Head Start Family 225. Lead Carpenter 146. Engineering Technician Svcs Manager-Project 226. Lead Cook 147. Engineering Technician Deep 186. Head Start Family Svcs 227. Lead Custodian* Class Specialist 228. Lead Detention Svcs Worker 148. Engineering Technician 187. Head Start Grantee Operater 229. Lead Electrician Supervisor/Land Surveyor Program Area Coordinator 230. Lead Electronic Systems Spec 149. Environmental Health 188. Head Start Head Teacher 231. Lead Fingerprint Examiner Specialist 1 189. Health Education Specialist 232. Lead Gardener* 150. Environmental Health 190. Health Plan Member Advocate 233. Lead Info Systems Asst Specialist 11 191. Health Plan Member Svcs 234. Lead Stationary Engineer 151. Environmental Health Coordinator 235. Legal Clerk Specialist Trainee 192. Health Plan Member Svcs 236. Liability Claims Adjuster 152. Environmental Health Counselor 237. Library Assistant-Journey LvI Technician 193. Health Plan Patient Svcs 238. Library Literacy Director- 153. Equipment Mechanic* Supervisor Project 154. Equipment Operator 1 194. Health Services Accountant 239. Library Specialist 155. Equipment Operator Il* 195. Health Services Administrator- 240. Licensed Vocational Nurse* 156. Environmental Planner Level C 241. Management Analyst 111 157. Environmental Services Mgr 196. Health Services Education 242. Manager-Application & Permit 158. Environmental Servoces Sup and Training Specialist Center 159. Executive Director-Workforce 197. Health Services 243. Manager-Central ID Svcs Development Board Planner/Evaluator-Level B 244. Mechanical Inspector* 160. Facilities Administrator 198. Health Svcs Info Systems 245. Master Teacher- Project 161. Facilities Manager Programmer/Analyst 246. Medical Program Assistant 162. Family& Children's Svcs 199. Health Svcs Info Systems 247. Medical Records Infant/Toddler Assoc Teacher Specialist Administrator Supervisor 200. Health Svcs Info Tech Sup 248. Medical Records Technician 163. Family& Children's Svcs 201. Health Svcs Planner/Evaluator- 249. Medical Social Worker 1 164. Recruitment/Enrollment Level B 250. Medical Staff Coordinator Services Worker-Project 202. Home Economist 251. Mental Health Children 165. Family Support Collection 203. Home Health Aide 1, ll* Services Supervisor Supervisor 204. Hospital Attendant 252. Mental Health Clinic Spec 166. Fingerprint Technician 1 205. Human Resources Analyst 1 253. Mental Health Program Mngr 167. Fire Captain 206. Infant-Toddler Master Teacher 254. Mental Health Program Sup 168. Fire Dist Apparatus Manager 207. Information Systems Mgr 1 255. Mental Health Quality Mgmt.& 169. Fire Dist Telecommunications 208. Information Systems Mgr 11 Improvement Coordinator Specialist 209. Information Systems Project 256. Network Analyst 1 170. Fire Dist Telecommunication Manager 257. Network Analyst 11 Manager 210. Information Systems 258. Network Manager 171. Fire Marshal Programmer Analyst I-IV 259. Nursing Program Manager 172. Fire Training Instructor 211. Information Systems Spec 1 260. Nursing Shift Coordinator "indicates the MEDTOX classes Attachment 8 Esnt1FnctnsUpdate2003.doc CONTRA COSTA COUNTY Essential Functions Job Classifications 261. Office Manager 313. Senior Clinical Technologist 353. Substance Abuse Program 262. Operating Engineer 11* 314. Senior Collection Agent Supervisor 263. Orthopedic Technician 315. Senior Developmental 354. Superior Courtroom Clerk 264. Patient Billing Manager Program Aide 355. Supervising Accountant 265. Patient Financial Svcs Spec 316. Senior Emergency Planning 356. Supervising Auditor/Appraiser 266. Payroll Technician Coordinator 357. Supervising Civil Engineer 267. Personnel Svcs Assistant 11 317. Senior Field Tax Collector 358. Supervising Pediatric 268. Personnel Svcs Assistant 111 318. Senior Fire District Dispatcher Therapist 269. Pharmacist 11 319. Senior Firefighter 359. Supervising Real Property 270. Pharmacist 11 (Outpatient) 320. Senior Health Ed Specialist Agent 271. Pharmacy Technician 321. Senior Hydrographer 360. Supervisor of Airport 272. PIC Employment Specialist 322. Senior Hydrologist Operations 273. PIC Employment Spec-Prjct 323. Senior Medical Records Tech 361. Surgical Technologist 274. Planner 1 324. Senior Public Service Officer 362. Systems Software Analyst 1,11 275. Planner 11 325. Senior Soc Svc Info Systems 363. Treasurer's Investment 276. Planner III Analyst Operations Analyst 277. Planning Tech 1 326. Senior Traffic Engineer 364. Tobacco Prevention Project 278. Planning Tech 111 327. Sheriffs Crime Analyst Coordinator 279. Principal Accountant 328. Sheriffs Director of Support 365. Tumor Registrar 280. Principal Building Inspector I Services 366. Utilization Review Coordinator 281. Principal Planner-Level A 329. Sheriffs Fiscal Officer 367. Utilization Review Supervisor 282. Principal Real Property Agent 330. Sheriffs Property& Evidence 368. Vegetation Management 283. Probation Manager Manager Technician 284. Probation Supervisor 1 330. Sheriffs Ranger 369. Veterans Service Rep 285. Program Analyst 331. Sheriffs Specialist 370. Victim Witness Specialist 286. Programmer 11 332. Small Business Development 371. Watershed Mgmt Planning 287. Psychiatric Technician Center Director-Exempt Specialist 288. Public Health Aide 332. Social Casework Specialist in 372. Weatherization/Home 289. Public Health Dental Child Welfare Assessment& Repair Hygienist-Project 333. Social Caseworker Specialist Specialist-Project 291. Public Health Epidemiologist/ 334. Social Service Division Mgr 373. Weights & Measures Biostatistician 335. Social Service Appeals Sup Inspector 1 292. Public Health Nurse* 336. Social Service Fiscal 374. Workers Comp Claims 293. Public Health-Nurse Program Compliance Accountant Adjuster Manager 337. Social Service Program 294. Public Health Nutritionist Assistant 295. Public Health Program 338. Soc Svc Sr Welfare Fraud Specialist I Field Investigator 296. Public Health Social Worker 339. Soc Svc Staff Development 297. Public Service Officer* Specialist 298. Public Works Chief of 340. Soc Svc Welfare Fraud Field Administrative Services Investigator 299. Public Works Customer Svc 341. Soc Svc Welfare Fraud Coordinator Investigator 300. Public Works Maintenance 342. Social Work Supervisor I Supervisor 343. Social Work Supervisor 11 301. Purchasing Services Mngr 344. Social Worker Special 302. Recordable Document Tech Needs/Mental Health Manager 303. Records Manager 345. Specialty Crew Leader 304. Registered Nurse* 345. Speech Pathologist 305. Rehabilitation Therapy Svcs 346. Stationary Engineer Supervisor 347. Storekeeper* 306. Retired Benefits Manager 348. Storeroom Clerk* 307. Road Maintenance Carpenter 349. Structural Engineer-Bldg Insp 308. Security Guard 350. Substance Abuse Counselor 309. Senior Animal Svcs Tech 351. Substance Abuse Counselor 310. Senior Branch Librarian Trainee 311. Senior Building Inspector 352. Substance Abuse Program 312. Senior Civil Engineer Manager *indicates the MEDTOX classes Attachment 8 Esnt1FnctnsUpdate2003.doc