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HomeMy WebLinkAboutMINUTES - 06142005 - C95 IL• ,-T-•, ~ -Iiw-�* TO: BOARD OF SUPERVISORS �'� f'- � •��-•��-•`-`'� CONTRA � J; ., COSTA FROM: John Sweeten, County Administrator �% z • COUNTY DATE: May 23, 2005 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 2004 Affirmative Action Annual Progress Report. BACKGROUND/REASON(S) FOR RECOMMENDATION(S): 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: AYES SIGNATURE: RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF E§OARD COMMITTEE 0--�PPROVE OTHER SIGNATURE( -- ACTION OF B ON APPROVED AS RECOMMENDED&OTHER VOTE OF SUPERVISORS I HEREBY CERTIFY THAT THIS IS A X UNANIMOUS(ABSENT NO ) 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: ATTESTED 0(0 l 1*l Or JOHN SWEETEN,CLERK OF THE BOARD OF SUPERVISORS cc: CAO AND COUNTY ADMINISTRATOR Y. DEPUTY County of Contra Costa OFFICE OF THE COUNTY ADMINISTRATOR AFFIRMATIVE ACTION OFFICE 651 PINE STREET,MARTINEZ9 CA 94553 (925) 335-1045 FAX: (925) 646-1353 EKUEV @CAO.CO.CONTRA-COSTA.CA.US MEMORANDUM DATE: May 23, 2005 TO: Board of Supervisors County Administrator Department Heads Unions Community Groups and Organizations r FROM: Emma Kuevor WL41ve Affirmative Action Officer SUBJECT: 2004 AFFIRMATIVE ACTION ANNUAL PROGRESS REPORT Enclosed is Contra Costa County's 2004 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. Contra Costa County 1,(1 ♦fr�rre'V o: �+: 1111ti1 OU 2004 (January—December) ffirmati*ve Action Annual Progress Report w 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 of the leadership of s e result p the Board of Supervisors and the comnutment 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 H. County Workforce Analysis as of December 31,2004 A. Goals B. Workforce C. Occupational Categories D. Supervisory Employees E. Management Employees F. Workforce Analysis by Departments as of December 3122004 1. Largest Departments 2. Large Departments 3. Medium Departments 4. Small Departments 5. Smallest Departments M. Employment Status A. Hires B. Promotions C. Separations &2004aaaprogrpt 1 May 10,2005 IV. Disability Program A. Workforce Analysis B. American with Disabilities Act(ADA)Requirements 1. Accessibility 2. Essential Functions y a:2004aaaprogrpt 2 May 10,2005 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, Administrative Support, Skilled Craft Workers, and Service Maintenance. 2. Among supervisory employees, female, Black or African American Alone, Native Hawaiian and Other Pacific Islander Alone, and American Indian or Alaskan Native Tribes Alone, are represented in numbers at or greater than their representation in the labor force. 3. Management employees' representation is at or above the labor force representation for females, Black or African American Alone, Asian Alone, and American Indian or Alaskan Native Tribes Alone. 4. Departments continue to move toward a representative workforce for all groups. Health Services and Community Services (which constitute a total of 3180 employees in a County workforce which totals 8,410 employees currently) have representative workforces for all groups. The Department of Child Support Services has a representative workforce for all except one reported group. The department employs a total of 197 (2.3%) individuals. Forty percent (40%) 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 1. Hires: In 2004, females, Blacks or African Americans Alone, Asians Alone, Native Hawaiian and Other Pacific Islanders Alone, and American Indian or Alaskan Native Tribes Alone groups were hired at perccntages 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. a:2004aaaprogrpt 3 May 10,2005 3. Separations: Employees that separated from County service at or above their labor force representation were: females, Black or African American Alone, and American Indian or Alaskan Native Tribes Alone. Department Affirmative 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 (40) employees voluntarily identified themselves as disabled when hired. Twelve (30%) identified visual disabilities; 6 (15%) identified hearing disabilities; one(3%) identified speech disabilities; 18 (45%) identified physical disabilities; and 3 (8%) 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 2004. b. Essential functions 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 31,20041 The employee groups identified in the County workforce for analysis in this report are females and the following racial/ethnic groups: Hispanic or Mexican,Puerto Rican, Cuban, Other Hispanic or Latino (Dominican Latino (of (Dominican Republic), Central American(Costa Rican, Guatemalan, Honduran, any race): Nicaraguan, Panamanian, Salvadoran), South American(Argentinean, Bolivian, Chilean, Colombian, Ecuadorian,Paraguayan, Peruvian, Uruguayan, Venezuelan), Spaniard), all other Hispanic or Latino; '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:2004aaaprogrpt 4 May 10,2005 Black or African American Alone: Asian Alone: Asian Indian alone, Bangladeshi alone, Cambodian alone, Chinese alone (Chinese, except Taiwanese, alone, Taiwanese alone), Hmong alone, Indonesian alone,Japanese alone, Korean alone, Loatian alone,Malaysian alone,, Pakistani alone, Sri Lankan alone, Thai alone, Vietnamese alone, Other specified Asian alone. Filipino Alone: Native Polynesian alone(Native Hawaiian alone, Samoan alone, Tongan alone), Hawaiian Micronesian alone (Guamanian or Chamorro, alone), Melanesian alone (Fijian And Other alone), Other specified Pacific Islander alone. Pacific Islander (NHPI) Alone: American Alaskan Athabascan alone,,Aleut alone, Apache alone, Blackfeet alone, Indian or Cherokee alone, Cheyenne alone, Chickasaw alone, Chippewa alone, Choctaw Alaskan alone, Colville alone, Comanche alone, Cree alone, Creek alone, Crow alone, Native Delaware alone,Eskimo alone, Houma alone, Iroquios alone,Kiowa alone, (AIAN) Latin American Indian alone, Lumbee alone, Menominee alone,Navajo alone, Tribes Osage alone, Ottawa alone, Paiute alone, Pima alone, Potawatomi alone, Alone: Pueblo alone, Puget Sound Salish alone, Seminole alone, Sioux alone, Tlingt- Haida alone,, Tohono O'Odham alone,Ute alone, Yakarna alone, Yaqui alone, Yuman alone. A. Goals The County uses the Bureau of the Census 2000 Labor Force Statistical Data for Contra Costa County as its goal. The goals for the various groups are: 2000 Census 12-31-04 12-31-04 Labor Force Workforce Workforce Grog p Percentnes Number Percentage Hispanic or Latino,(of any race) 15.0% 1115 13.0% Black or African American Alone 8.3% 1329 16.0% Asian Alone' 11.4% 1018 12.0% Native Hawaiian and Other Pacific .3% 41 1.0% Islander(NHPI)Alone American Indian or Alaskan Native .4% 63 1.0% Tribes(ALL N)Alone Total 35.1% 3566 43.0% Females 46.4% 5337 64.0% Filipino alone is merged with the Asian alone category. a:2004aaaprogrpt 5 May 10,2005 Workforce 6000 5000 4000- CA 0 tM M 16a C 3000 CL 2000 0 0. E 1000 W 0-1 - White KmpAatlno Elk/AA Asian NHPI ALAN Females Males B. Workforce As of December 2004,there were: 0 8,410 employees (Attachment 1) in permanent Rill-time, permanent part- time,, and project exempt positions. (Temporary and contract employees are not included in this report.) * 5,337 (64%) female employees in the workforce, which significantly exceeds their labor force(46.4%)representation. 0 1,115 (13%) Hispanic or Latino (of any race) employees in the workforce, which exceeds their labor force(15%)representation. • 1,329 (16%) Black or American Alone employees in the workforce, which significantly exceeds their labor force(8.3%)representation. • 1,018 (12%) Asian Alone employees in the workforce, which exceeds their labor force(11.4%)representation. • 41 (1%) Native Hawaiian and Other Pacific Islander (NHPI) Alone employees in the workforce, which exceeds their labor force (.3%) representation. a:2004aaaprogrpt 6 May 10,2005 • 63 (1.0%) American Indian or Alaskan Native (ALC*4) Alone employees -in the workforce, which exceeds their labor force (.4%)representation. Females,Black or African American Alone,Asian Alone,Native Hawaiian and • Other Pacific Islander(N`HPI)Alone, and American Indian or Alaskan Native (AIAN)Alone exceed their labor force representation. 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. Exam les include: Physicians, Attorneys, Librarians Registered g p Y � s Y > g 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.. ....� gh post secondary school education or through equivalent on the-fob 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 public 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 perform 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. a:2004aaaproUpt 7 May 10,2005 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. 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 •.; yx;. training and experience or through apprenticeship or other formal training } programs. Examples include: Electricians, Equipment Mechanics, Stationary '::'ate;::;:.•.:.. Engineers, Carpenters, and Painters. 8. Service/Maintenance: Employees who perform duties which 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:2004aaaprogrpt g May 10,2005 The following is a summary of workforce by occupational categories for Contra Costa County as of December 31, 2004. 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 258 100 Females 128 50 Black or African American Alone 38 15 Hispanic or Latino (of any race) 17 7 Asian Alone 16 5 Native Hawaiian and Other Pacific 0 0 Islander Alone American Indian or Alaskan Native 0 0 Tribes Alone Race/Ethnic Groups Gender 010%1615° 010% _ 381 } WAA 1717% 190174% 128149% 130151% ®White ®Hispanic ■B1k/AA ®Asian IN Males ©Females 0 NHP 1 ®ALAN a.:2004aaaprogrpt 9 May 10,2005 Professionals Group # % Total Employees 2,952 100 Females 1,944 66 Black or African American Alone 407 14 Hispanic or Latino (of any race) 238 8 Asian Alone 477 16 Native Hawaiian and Other Pacific 12 .4 Islander Alone American Indian or Alaskan Native 19 1 Tribes Alone Race/Ethnic Groups Gender 477116% 121.4% 19/1% 1008/34% 407114°o 238/8% 1799161% 1944/66° ®White ®Hispanic ■Blk/AA ®Asian ®Males ®Females p NHPi ®AIAN f a:2004aaaprogrpt 10 May 10,2005 Technicians Group # % Total Employees 918 100 Females 577 63 Black or African American Alone 157 17 Hispanic or Latino (of any race) 136 15 Asian Alone 163 18 Native Hawaiian and Other Pacific 6 1 Islander Alone American Indian or Alaskan Native 10 1 Tribes Alone Gender Race/Ethnic Groups 163117% 1011% 611 341137% v,.:........ 6 446149% 577163% 157117% 136115% M Males ®Females ®White 0Hispanic ■Blk/AA ®Asian D NHPI O ALAN a:2004aaapmgrpt 11 May 10,2005 Protective Services Workers Group ## % Total Employees 937 100 Females 151 16 Black or African American Alone 94 10 Hispanic or Latino (of any race) 115 12 Asian Alone 44 5 Native Hawaiian and Other Pacific 3 .3 Islander Alone American Indian or Alaskan Native 10 1 Tribes Alone Gender Race/Ethnic Groups 0 4415% 311% 94!10/0 1011% 151116% 115112% 786/84% 671171% ®Males ®Females. G White ®Hispanic ■BIkIAA ®Asian 0NHPI ®AIAN a:2004aaaprogrpt 12 May 10,2005 Para Professionals Group # Total Employees 661 100 Females 506 Black or African American Alone 154 23 Hispanic or Latino (of any race) 149 23 Asian Alone 79 12 Native Hawaiian and Other Pacific 4 1 Islander Alone American Indian or Alaskan Native 5 1 Tribes Alone Gender Race/Ethnic Groups 155123% 79112% 5/1% 4/1% 270141% p 154123% 506177% ®Males ®Females 149122% ®White ®Hispanic ■Blk/AA ®Asian 0 NHPI ®AIAN a:2004aaaprogtpt 13 May 10,2005 Administrative Support Group # % Total Employees 22144 100 Females 1884 88 Black or African American Alone 378 18 Hispanic or Latino (of any race) 361 17 Asian Alone 195 9 Native Hawaiian and Other Pacific 13 1 Islander Alone American Indian or Alaskan Native 13 1 Tribes Alone Race/Ethnic Groups Gender 260112/o o 19518% 13/1% 1311% 378118/ 0 1184155% 1884188% 361117% ®Males ®Females E3 White M Hispanic ■Blk/AA ®Asian D NHPI ®AIAN a:2004aaaprogrpt 14 May 10,2005 Skilled Craft Workers Group # % Total Employees 92 100 Females 1 1 Black or African American Alone 6 7 Hispanic or Latino(of any race) 7 8 Asian Alone 8 8 Native Hawaiian and Other Pacific 0 0 Islander Alone American Indian or Alaskan Native 1 1 Tribes Alone Gender Race/Ethnic Groups 1!1% 617% 818% 010% 1/1 7!8% y ........ :. 70/76% /6% 91/99% ®Males ®Females ®White ®Hispanic ®BIkIAA ®Asian ■NHPI M AIAN a:2004aaapro 15 May 10,2005 Service Maintenance Group 1# Total Employees 448 100 Females 146 33 Black or African American Alone 95 21 Hispanic or Latino(of any race) 92 21 Asian Alone 39 9 Native Hawaiian and Other 3 1 Pacific Islander Alone American Indian or Alaskan Native 5 1 Tribes Alone Race/Ethnic Groups Gender 511% ° 95121/o 3919% 3/1% 146/33/o ° 214148% 302167% :..... 92121% ®Males ®Females ®White ®Hispanic ■Blk/AA ®Asian D NHPI ®AIAN a:2004aaaprogrpt 16 May 10,2005 The following is a summary of workforce by group (females, Black or African American Alone, Hispanic or Latino, Asian Alone and American Indian or Alaskan Native Tribes Alone), as of December 31, 2004. • There are 57337 (64.0%), female employees represented in the following occupational categories: Total Female Employees Category Employees # % Officials/Admin 258 128 50 Professionals 21952 1,944 66 Technicians 918 577 63 Protective Service Wkr 937 151 16 Para Professionals 661 506 77 Administrative Support 2,144 115884 88 Skilled Craft Workers 92 1 1 S ervice/Maintenance 448 146 33 Female Employees by Occupational Categories 146133%A 128149% 18841880 1944166% 506177% 151116% 377163% ®Officials N Professionals 0 Technicians ®Protective Svc ®Para Professionals M Admin Support 0 Skilled Craft Wkrs 0 Svcs Maintenance a:2004aaaprogrpt 17 May 10,2005 There are 1,329 (16.0%) Black or African American Alone employees represented in the following occupational categories: Black or African • " Total American Alone Employees Category Employees # % Of 258 38 15 Professionals 2,952 407 14 Technicians 918 157 17 Protective Service Wkr 937 94 10 Para Professionals 661 154 23 Administrative Support 27144 378 18 Skilled Craft Workers 92 6 7 Service/Maintenance 448 95 21 Occupational Categories 617% 95121% 38114% 407113% 378/18% 154123% 94110% 157117% ®Officials ®Professionals ®Technicians M Protective Svc ®Para Professionals ®Admin Support 0 Skilled Creft Wkrs M Svc Maintenance a:2004aaaprogrpt 18 May 10,2005 There are 1,115 (13%)Hispanic or Latino (of any race) employees in the following occupational categories: • Total Hispanic Employees Categ_ory- Employees # % Officials/Admin 258 17 7 Professionals 2,952 238 8 Technicians 918 136 15 Protective Service Wkr 937 115 12 Para Professionals 661 149 23 Administrative Support 231144 361 17 Skilled Craft Workers 92 7 8 Service/Maintenance 448 92 21 Occupational Categories 92/21%0" 2121% 1717% 23818% 718% 136115% 361117% 115112% 149/22% ®Officials ®Professionals ®Technicians ®Protective Svc ®Para Professionals ®Admin Support 0 Skilled Craft Wkrs ®Svcs Maintenance a:2004aaaprogrpt 19 May 10,2005 There are 1,018 (12%)Asian Alone in the following occupational categories: Total Asian Alone Employees Category Employees # % Officials/Admin 258 13 5 Professionals 22952 477 16 Technicians 918 163 18 Protective Service Wkr 937 44 5 Para Professionals 661 79 12 Administrative Support 213144 195 9 Skilled Craft Workers 93 8 9 Service/Maintenance 448 39 9 Occupational Categories 819% 39/9% 1315% 195/9% 477/16% 79/12% 44/5% 163/18% ®offcials ®Professionals ®Technicians ®Protective Svc ®Para Professionals ®Admin Support 0 Skilled Craft Wkrs M Svc Maintenance a:2004aanprogrpt 20 May 10,2005 There are 41 (1.0%)Native Hawaiian and Other Pacific Islander(NH-PI) Alone in the following occupational categories: Native Hawaiian and Other Pacific Islander(NHPI)Alone Total Employees Cate Employees Employees # % Officials/Admin 258 0 0 Professionals 23,952 12 .4 Technician 918 6 1 Protective Service Wkr 937 3 .3 Para Professionals 661 4 1 Administrative Support 2,144 13 1 Skilled Craft Workers 92 0 0 Service/Maintenance 448 3 1 Occupational Categories 010% 311% [0/0% 121.4% 13/1% 6/1% 4I1%-0000000� 31.3% ®Officials H Professionals 0 Technicians M Protective Svc ®Para Professionals PlAdmin Support 0 Skilled Craft Wkrs 0 Svcs Maintenance a:2004t 21 May 10,2005 There are 63 (1.0%) American Indian or Alaskan Native Tribes Alone in the following occupational categories: American Indian or Alaskan Native y Tribes Alone Total Employees Category Employees # % Officials/Admin 258 0 0 Professionals 21952 19 1 Technicians 918 10 1 Protective Service Wkr 937 10 1 Para.Professionals 661 5 1 Administrative Support 23144 13 1 Skilled Craft Workers 92 1 1 Service/Maintenance 448 5 1 Occupational Categories 1/1% 5/1% 010% 1911% 1311% 511% 1011% 10/1% ®Officials ®Professionals ®Technicians M Protective Svc M Para Professionals ®Admin Support D Skilled Craft Wkrs ®Svcs Maintenance a:2004aaaprogrpt 22 May 10,2005 D. Supervisory Employees Supervisory employees are employees with lead responsibility. The County continues to review the number of supervisory (Attachment 3) employees in the County to identify and eliminate the potential for y a "glass ceiling" (discriminatory impact) on minorities and females in ` the higher level supervisory positions. There are 1,312 supervisory employees: 855 ( females• 217 (17%) Black or African American Alone; 13 5 (10%) Hispanic or Latino; 138 (11%) Asian Alone; 4 (.3%) Native Hawaiian and Other Pacific Islander Alone; and 9 (1%) American Indian or Alaskan Native Tribes Alone. The County continues to target supervisory positions for Hispanic or Latino (of any race), and Asian Alone employees and applicants. E. Management Employees " Management employees have program responsibilities and are usually in policy-making positions. There are 1,119 management employees (Attachment 4): 623 (56%) females; 124 (11%) Black or African American Alone; 86 (8%) Hispanic or Latino; 127 (12%) Asian Alone; 2 (.2%) Native Hawaiian and Other Pacific Islander Alone; and 4 (.4%) American Indian or M Alaskan Native Tribes Alone. The County continues to target fid management level positions for Hispanic or Latino (of any race), Asian Alone,and Native Hawaiian and Other Pacific Islander Alone employees and applicants. 900 800 700 600 500 400 300 135 127 200 iiiiiii �;�;�;� $s 100 iiiiiii iiiiiii iiiiiii iiiiiii iiiiii i i? iiiiiii 4 iii♦ iii iii iii 0 ♦ii iii iii iiii iiii ♦ii iii iii W, KNIF* � P 0 Management ■Supervisory a:2004aaaprogrpt 23 May 10,2005 1H. 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 2002, 2003, and 2004 workforce by department. The goals for the departments are: 15%Hispanics or • Latinos; 8.3% Blacks or African Americans Alone; 11.4%Asians Alone; .41%American Indian or Alaskan Native Tribes Alone, .3%Native Hawaiian and Other Pacific Islanders Alone and 46.4% 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 2002 2003 2004 1. Employment&Human Services employees 1369 1331 1332 2. Health Services employees 2742 2841 2861 3. Sheriff-Coroner employees 1060 1027 1039 The groups subject to concentrated recruitment efforts and selection in 2004 were: 1. Employment& Human Services Hispanic or Latino and Asian Alone 2. Health Services None 3. Sheriff-Coroner Female and Asian Alone B. Large Departments: The large departments are those with more than 200 employees. Departments in this category are: Year 2002 2003 2004 1. Community Services employees 362 332 319 2. Contra Costa County Fire employees 385 367 378 Protection District 3. General Services employees 276 265 254 4. Probation employees 429 418 376 5. Public Works employees 269 266 271 The groups subject to concentrated recruitment efforts and selection in 2004 were: 1. Community Services None 2. Contra Costa County Fire Female, Hispanic or Latino, Asian Protection District Alone, and Native Hawaiian and Other Pacific Islander Alone 3. General Services Female and Asian Alone 4. Probation Hispanic or Latino and Asian Alone a:2004aaapragrpt24 may 10,2005 5. Public Works Female, Hispanic or Latino,and Asian Alone C. Medium Departments: The medium departments are those with more than 100 employees. Departments in this category are: Year 2002 2003 2004 1. County Administrator's Office employees 200 194 182 2. Assessor employees 126 122 118 3. Department of Child Support Svcs employees 2311 212 197 4. District Attorney employees 176 169 162 5. Library employees 247 249 259 6. Public Defender employees 108 103 105 7. Building Inspection employees 91 100 101 The groups subject to concentrated recruitment efforts and selection in 2004 were: 1. County Administrator's Office Hispanic or Latino and Native Hawaiian and Other Pacific Islander Alone 2. Assessor Black or African American Alone, Hispanic or Latino, and Native Hawaiian and Other Pacific Islander Alone 4. Department of Child Support Svcs Hispanic or Latino 3. District Attorney Black or African American Alone, Hispanic or Latino,Asian Alone, and Native Hawaiian and Other Pacific Islander Alone 5. Library Black or African American Alone and Hispanic or Latino 6. Public Defender Hispanic or Latino,Asian Alone, Native Hawaiian and Other Pacific Islander Alone,and American Indian or Alaskan Native Tribes Alone 7. Building Inspection Female and Black or African American Alone D. Small Departments: The small departments are those with more than 30 employees. Departments in this category are: Year 2002 2003 2004 1. Agriculture employees 44 43 44 a:2004aaaprogTt 25 May 10,2005 2. Animal Services employees 72 73 70 3. Auditor-Controller employees 62 59 53 4. Clerk-Recorder employees 64 65 68 5. Community Development employees 67 64 65 6. County Counsel employees 41 45 44 7. Human Resources employees 47 43 40 8. Retirement Administration employees 34 35 34 Analysis: The groups subject to concentrated recruitment efforts and selection in 2004 were: 1. Agriculture Hispanic or Latino,Asian Alone, and Native Hawaiian and Other Pacific Islander Alone 2. Animal Services Hispanic or Latino, Black or African American Alone, Asian Alone,and Native Hawaiian and Other Pacific Islander Alone 3. Auditor-Controller Hispanic or Latino,Native Hawaiian and Other Pacific Islander Alone, and American Indians or Alaskan Native Tribes Alone 4. Clerk-Recorder Asian Alone,Native Hawaiian and Other Pacific Islander Alone, and American Indian or Alaskan Native Tribes Alone 5. Community Development Black or African American Alone, Hispanic or Latino,Native Hawaiian and Other Pacific Islander Alone, and American Indian or Alaskan Native Tribes Alone 6. County Counsel Hispanic or Latino,Native Hawaiian and Other Pacific Islander Alone, and American Indian or Alaskan Native Tribes Alone 7. Human Resources Hispanic or Latino,Native Hawaiian and Other Pacific Islander Alone, and American Indian or Alaskan Native Tribes Alone 8. Retirement Administration Hispanic or Latino, Asian Alone, Native Hawaiian and Other Pacific Islander Alone,and American Indian or Alaskan Native Tribes Alone a:2004aaaprogrpt 26 May 10,2005 E. Smallest Departments: The smallest departments are those with more than one employee and less than twenty and twenty nine employees. Departments in this category are: Year 2002 2003 2004 1. Cooperative Extension Employees 3 3 3 2. Treasurer/Tax Collector Employees 28 29 29 3. Veterans Services Employees 7 7 6 The groups subject to concentrated recruitment efforts and selection in 2004 were: L Cooperative Extension Black or African American Alone, Hispanic or Latino,Asian Alone,, Native Hawaiian and Other Pacific Islander Alone, and American Indian or Alaskan Native Tribes Alone 2. Treasurer/Tax-Collector Hispanic or Latino,Native Hawaiian and Other Pacific Islander Alone., and American Indian or Alaskan Native Tribes Alone 3. Veterans Services Black or African American Alone, Asian Alone,Native Hawaiian and Other Pacific Islander Alone,and American Indian or Alaskan Native Tribes Alone IV. Employment Status Analysis of hires, promotions, and separations include actions from January to December 2004. A. Hires Three hundred ninety-three (393) employees were hired during this period (attachment 5): There were 275 (70%) females-, 62 (16%) Blacks or African Americans Alone; 47 (12%) Hispanics or Latinos; 69 (18%) Asians Alone, 2 (I%) Native Hawaiian and Other Pacific Islanders Alone, and 4 (1%) American Indian or Alaskan Native Tribes Alone. All racial/ethnic minority groups and females were hired at percentages above their labor force representation except Hispanics or Latinos. The total number of minorities hired was 184 (47%). That percentage is above minorities' labor force representation of 3 5.1%. a:2004aW May 10,2005 27 B. Promotions Six hundred thirty-one (631) employees were promoted during this period (attachment 5): 389 (62%) females; 80 (13%) Blacks or African Americans Alone; 103 (16%) Hispanics or Latinos; 93 (15%) Asians Alone, and 2 (1%) Native Hawaiian and Other Pacific Islanders Alone, and 3 (3%) American Indian or Alaskan Native Tribes Alone. All racial/ethnic groups and females were promoted at percentages above their labor force representation. The total number of minorities promoted was 281 (45%), which is above minorities' labor force representation of 3 5.1%. C. Separations Eight hundred twenty-nine (829) employees separated from County service (Attachment 6): 542 (65%) females; 137 (17%) Blacks or African Americans Alone; 101 (12%) Hispanics or Latinos; 84 (10%) Asians Alone, 2 (.2%) Native Hawaiian and Other Pacific Islanders Alone, and 16 (2%) American Indian or Alaskan Native Tribes Alone. Females, Blacks or African Americans Alone, Asians Alone, and American Indian or Alaskan Native Tribes Alone separated from the County in higher percentages than their labor force representation. The total number of racial/ethnic minority employees separated from County service was 340 (41%), which is at a lower percentage than their 42% representation in the workforce. As expected given their higher percentage in the workforce (42%) minority employees left County service at a higher percentage than their labor force representation of 3 5.1%. The following is an analysis of the racial/ethnic minorities and females in the separation categories: 1. Resignations - Three hundred forty-two (342) employees resigned from County employment: 242 (71%) females; 50 (15%) Blacks or African Americans Alone; 37 (11%) Hispanics or Latinos; 51 (15%) Asians Alone, 2 (1%) Native Hawaiian and Other Pacific Islanders Alone, and 9 (3%) American Indian or Alaskan Native Tribes Alone. Female, Black or African American Alone, Asian Alone,Native Hawaiian and Other Pacific Islander, and American Indian or Alaskan Native Tribes Alone employees resigned at higher percentages than their labor force representation. There were 149 (44%)minorities who resigned from County service during this time period, which is slightly higher than their workforce percentage of 42%and also higher than their labor force percentage of 3 5.1%. 2. Constructive Resignation - There were twelve (12) employees with constructive resignations: 11 (92%) females; 3 (25%) Blacks or African Americans Alone and 3 (25%) Hispanics or Latinos. Females, Blacks or African Americans Alone. 'and Hispanics or Latinos had constructive resignations above their labor force representation. There were 6 (50%) minorities subject to constructive resignation, which is significantly higher than the workforce percentage of 42% and also significantly higher than the labor force percentage of 3 5.1%. a:2004aaaprogrpt 28 May 10,2005 3. Lay Offs — Eighty seven (87) employees were laid off during this reporting period: 65 (75%) females, 25 (29%) Blacks or African Americans Alone, 20 (23%) Hispanics or Latinos, 5 (6%) Asians Alone, and 2 (2%) American Indian or Alaskan Native Tribes Alone. Females, Blacks or African Americans Alone, and Hispanics or Latinos, and American Indian or Alaskan Native Tribes Alone were laid off above their labor force representation. There were 52 (60%) minorities laid off,which is significantly above their workforce percentage of 42% and significantly above their labor force percentage of 3 5.1%. 4. Deaths — Eleven (12) employees died during this reporting period: 7 (58%) females; 2 (17%) Blacks or African Americans Alone; one (8%) Hispanics or Latinos; and 2 (17%) Asians Alone. Females, Blacks or African Americans Alone, and Asians Alone had deaths above their labor force representation. Five (42%) minority employees died during this reporting period,which is at their workforce percentage of 42%and higher than their labor force percentage of 3 5.1%. 5. Rejection on Probation—Fifty-six (56) employees were rejected during the probationary period: 36 (64%) females; 14 (25%) Blacks or African Americans Alone; 8 (14%) Hispanics or Latinos; 5 (9%) Asians Alone, and 2 (4%) American Indian or Alaskan Native Tribes Alone were rejected during the probationary period. Females, Blacks or African Americans Alone, and American Indian or Alaskan Native Tribes Alone were rejected during the probationary from County service at percentages above their labor force representation. Twenty-nine (52%) minority employees were rejected from probation during this reporting period, which is higher than their workforce percentage of 42% and higher than their labor force percentage of 3 5.1%. 6. Retirements — Two hundred eighty (280) employees who retired from County employment: 155 (55%) females, 35 (13%) Blacks or African Americans Alone, 24 (8%) Hispanics or Latinos, 15 (5%) Asians Alone, and 3 (1%) American Indian or Alaskan Native Tribes Alone. Females, Blacks or African Americans Alone, American Indian or Alaskan Native Tribes Alone employees retired from the County at percentages higher than their labor force representation. Seventy-seven (28%) minority employees retired during this reporting period, which is significantly below their workforce percentage of 42% and significantly below their labor force percentage of 3 5.1%. 7. Dismissed — Twenty-four (24) employees were dismissed from County service: 16 (67%) females; 5 (21%) Blacks or African Americans Alone; • 5 (21%)Hispanics or Latinos, and 3 (13%) Asian Alone. Females, Blacks or African Americans Alone, Hispanics and Latinos, and Asians Alone were dismissed at percentages higher than their labor force representation in this category. Thirteen (54%) minority employees were dismissed, a:2004aaaprogipt 29 May 10,2005 which is significantly above their workforce percentage of 42% and significantly above their labor force percentage of 3 5.1%. 8. Other - Sixteen (16) employees were listed in the "Other" category were • not identified. Ten (63%) females, three (19%) Blacks or African Americans Alone, 3 (19%) Hispanics or Latinos, and 3 (19%) Asians Alone. Female, Black or African American Alone, Hispanic or Latino, and Asian Alone employees separated above their labor force representation. Nine (57%) minority employees were in this category, which is significantly above -their workforce percentage of 42% and significantly above their labor force percentage of 3 5.1%. V. Disability Program The County's Disability Program began in 1978, and includes complying with the requirements of the County's Rehabilitation Program, Americans with Disabilities Act (ADA)Program, and the Fair Employment and Housing Act(FEHA). A. Disabled Employees Workforce Analysis The County is active in the recruitment and selection of disabled applicants. The County has: ❖ established policies and procedures to protect disabled employees from discrimination; ❖ updated the "Transition Plan" and Improvement Plan for selected facilities to ensure County facilities (buildings), services, activities, and programs are accessible to individual with disabilities; ❖ reviewed County programs and services to ensure accessibility. Employees may voluntarily self-identify their disability at the time they are hired by the County. Among the 8,410 employees covered in this report,there are forty (40)1 employees who identified themselves as having a disability. Thirty-one (78%) of those are females with disabilities (Attachment 7). The following disabilities were identified: 12 (30%)Visual 18 (45%)Physical 6 (15%) Hearing 3 (8%) Developmental 1 (3%) Speech B. Americans with Disabilities Act (ADA) and Fair Employment and Housing Act(YERA)Requirements The County is aggressively implementing the requirements of the Americans with Disabilities Act and Fair Employment and Housing Act. The implementation can be divided into three broad categories: accessibility, essential functions, and reasonable accommodations. This report addresses accessibility and essential functions. w2W4aaaMgrpt 30 May 10,2005 'New hires, since 1990, are asked to voluntarily identify any disability. 1. Accessibility The General Services Department, Architectural Division continues the review of all County buildings, identifying barriers to accessibility utilizing the Americans with Disabilities Act Guidelines (ADAG). The "Transition Plan" was adopted and updated in November 2004, buildings were prioritized, and time frames (ten-year plan) were revised in order to bring the facilities into compliance with the guidelines. 2. Essential Functions The Affirmative Action Office reviews all recruitment and examination packets for targeted and diverse recruitment efforts,job-related minimum qualifications, and the identification of essential functions (i.e., tasks) in the job class. The essential functions for job classifications are established and/or revised as exams are announced(Attachment 8). a:20043,aaprogrpt 31 May 10,2005 Attachments 1. County Workforce as of December 31, 2004 2. Occupational Categories as of December 31, 2004 r 3. Supervisory Employees as of December 31, 2004 4. Management Employees as of December 31, 2004 5. Hires and Promotions from January to December 2004 6. Separations and Type of Separations from January to December 2004 7. Disabled Employees as of December 31, 2004 8. Essential Functions that have been completed for Job Classifications in Contra Costa County as of 2004 a:2004aaaprogrpt 32 May 10,2005 cn C-A 00 r- 00 uA C-4 it CIA PA C-4 tz 0 CA-r-O Ilk- * -A ;oA� _A .,�s 4 0 0 51 15 -A as, Q Ir �g (=> ;.. %: ;.A 10..... ........................................ s (= A P_ 0 0A cn 5A VA- ct-) 1V004. o un eq �;; la 0 cn .;oA cn cn 00 cn � C41 cn cn cn cn Cf) cn 00 C> V-A 0A cr o � '�, °' o . , .� . P � _ cn Co 4-A C4 a% cn V-A C4 (::) 0C4 0 4,0 V-.4 OA C4 crt V-4 (7s 0 rA cn (7N ors G00 CON o -<r 0 i�3 ce, .;.Ao� N -A 0 N N as *s % C4 VOA PA 'Ag, CA A C4 V-A Go -A cn ' � .'' o a, ca .� p V-A C4 a% V-A cel cn as C4 r- -crco C> %f�. T-- t as p N p V-A 00 Q `� per.,, C> 4=) V-4 00 C4 No cc C) C", "Cr cn CP go,,. 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Cl Ca N N v� do c�1 N llqr O llqr o �t as It o0 s °� r` Q1 N N �n ON en OS M t` O w o0 0 M �n ON N o to Os , N O ON O1 ON 00 O Cl 00 O ON N '"'' N �t ok of of of ok o �t o C 00 O� O O O O O cn en en cn cn cn cn cn N N N N N N N N May 10,2005 Attachment 2 v] 0 0 �-" N N NCf N N N N N V Occ Z ^ M Q054 'C4z .�HQ � � 30 v � o z z old Q 0 to In W, �n �n v� •n v� wQ cd � W P.4 _O M � O U a; O cc Coct� CD 04M Cl 00 00 00 00 00 00 O1 G1 Co t-- Co N 'y �+ O M N r--� 0 ,o U U 00 o � Cd 0 0 U wi N �q to t� �o 0000 O Q O D1 O O 00 O ON M N O ONO O O � O O 01 O O\ O 01 O C r.., r-. .-. r-. O O r te.. 0 H M M M M M M N O ^' H � N O O �D �%o to qqt t— Wn � %D r-. (ON 00 O t— 00 LO cr; O1 O� ON a1 a1 C O\ CoCN 0� 00 cd � V o N M Co 0 0 o c o x Cn Cn Cn c'n Cn c'n Cn M N N N N Cl N N N May 10,2005 Attachment 2 v/ y O 09 C N N '�' tt N r--+ C%4� O � M ---4 to N O � � : Q 0 .b O � Qz �.,HQ Cd 30 '� o Z Ca x C:8PL- � 0 00 d' N � N • O W Q �H � �' M O N Q1 N 1D r..r M r.-, r-• O cc CNO ♦O.. 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U o t-4 ,W o .Q � - Cd O oN CD 0 � en r--+ N ,� r-, OCd .� N N N v .0 Z w tn `O N � O � 0 .a 00 00 00 .0 O cd ...., N1 Q w C> C**-4 C) 0 V.- O M p p w O 00 en tn PL4 00 00 00 U W A r.+ � %0 O � N u O MM M o zNrU o 4t o zu: o b OO .v-♦Oi O �� O •rn 4 >,O > O' O I > O I 4 .--, r--4 ;-4 .-..4 N N� N n May 10, 2005 Attachment 3 CrI. -ter cn. .00-1 C-A !�A 6 �pA 0% Vt.An cn p.A cn PA 00 00 C)o C-A 00 00 3 ' ✓ U► V-A V-4 � � (OZ) tj °' o �, •� � oc r 00 cn o � cn . a � V-4 V-A e-A qo-A jrA cn o I&cn ol v I �o 0 �s cn �A 77% A 0 -A I cn 4 V-A cis Co Co cc o �. U Z 'd � Q � � ...r d z ..�E-� Q . b > 4 a "d a. u Q o � a� _ O o --r ._.4 ►—,� w 4n r-, N �t Cn O O NCO Cf) s. H < < I Cd'Ca O U 0 14, to a. 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CD Q C N N ON M OM `Cfi ,O �t O O O O O �+ O p O ^�' N O O _ M V cM M0 M S � � M � � �N N N N V-daW-4 W-MmaTMM4 a � May 10, 2005 Attachment 5 i w� ..t O ,as ••6-4 O N O W., N Ot N C` 00 cn �t [� r••+ 0 41T • Gi z O ON cn O O N N O O N 'tT O O O ,� N 'b .Cd � QzZe CD Cd �. -� y va� ^ > Cd O � '� p♦ tV ■-+ O O O O 0 0 0 0 0 0 0 0 0 0 N N O o O O p .5 -� O O r-+ •--� oo N �fi W N N O O N cn OO O G ON O O �t vz r-, a0 cn v� r-. cn �-•y d' N d Co O �+ Cn Co a� •--� O� N M U ed a cn *-� N N N r-•+ oC 00 N 00 �1 N '"' ^' c O � 4-, V 0.4 r cis tiCd C e O nd a� O c,� 'n � N t� �t �n en r•+ c.,� O� i— � z � o v� .-� N N N .-, •-.4 N cn .--� N r-+ .--, •--+ as r. 0 ..., U •� 3 as �o O in O Co � 00 c Cn do cnCo o, x j p ...., to cn N t1' N t� ; N O N O [— O N O %O Co O O 'T O H O ON O z *,r qIfi O .-4 O 00 O --+ Co 'n O 00 O N O O N O b cn N .--. r--+ 00 W-4Cd cpd r.+ H � _O N �-•� N to N oo qO t— O Ccd N ^" � • w O O ON N h N O �o 00 cn NO rl*- t1 W) . O O N N N N cn C N en O O A o O •� O � O b y o occ �' y ,.A •.r O GO 0 Cd a O a ed �°� �o °� •-� O 0 c� U ca .-1A w a w A May 10, 2005 Attachment 6 cn cn � N N cn N W � N N p� N► N N .D �.z' � tr � N �n C4 N N Old 0 0 W Ncn N N cJ o p N V o N ' 4-4 VIA, C-A 161A � .r► N N o 0 COP C> s �, cn r- o ra o E''4 cd W 1 � � o �t rte , p °%► -- N �^ 9 c c C4-, 4 A r`a p► p V-04 CONTRA COSTA COUNTY Essential Functions Job Classifications 1 Account Clerk Services Coordinator 73. Certified Medical Assistant 2. Account Clerk-Beginning 35. Assistant Assessor 74. Charge Nurse Level 36. Assessor Clerical Staff 75. Chief Deputy Agricultural 3. Account Clerk-Advanced Manager Commissioner/Chief Level(Office of 37. Assistant Chief Deputy Sealer of Revenue Collection) Cardiopulmonary Weights&Measures 4. Account Clerk- 38. Assistant Custodial 76. Chief Deputy Probation Experienced Level Manager Office 5. Account Clerk- 39. Assistant Director of 77. Chief Fire Inspector Experienced(Office of Nutritional Services 78. Chief Pediatric Therapist Revenue Collection) 40. Assistant Director of 79. Child Development Site 6. Account Clerk Supervisor Pharmacy Svcs Supervisor 7. Accountant 1 41. Assistant Environmental 80. Child Nutrition Division 8. Accountant 11 (Office of Rev Svcs Manager Nutritionist-Project Collection) 42. Assistant Health Svcs Sys 81. Child Nutrition Food 9. Accountant III Director Services 10. Accounting Technician 43. Assistant Manager of 82. Child Nutrition Food 11. Administrative Analyst Airports Services Transporter- 12. Administrative Lieutenant 44. Assistant Real Property Project 13. Administrative Services Agent 83. Child Nutrition Worker I - Assistant 45. Assistant Risk Manager Project 14. Administrative Services 46.. Assistant Risk Manager- 84. Child Nutrition Worker 11- Assistant 11 Loss Control Project 15. Administrative Services 47. Assistant Properties Trust 85. Child Nutrition Worker III-- Officer Officer Project 16. Advise Nurse 48. Associate Architectural 86. Children's Services Clerical 17. Adult/Older Adult Program Engineer Specialist Chief 49. Associate Civil Engineer 87. Civil Litigation Attorney 18. Aging&Adult Svcs Sr Staff 50. Associate Appraiser 88. Clerical Supervisor Assistant 51. Battalion Chief 89. Clinical Drug/Information 19. Agricultural Biologist I & 11 52. Biomedical Equipment Coordinator 20. After School Program Sup Tech 11 90. Clinical Nurse Specialist- 21. Airport Environmental& 53. Bom Free Program Obstetrics/Gynecology Community Relations Supervisor 91. Collection Operations Officer 54. Branch Librarian Manager 22. Airport Business and 55. Branch/Sr Branch Librarian 92. Collection Services Agent 11 Development Manager 56. Budget Technician 93. Collection Services 23. Airport Operations 57. Building Inspector I Enforcement Officer 11 Specialist* 58. Building Inspector 11 94. Collection Enforcement 24. Ambulatory Care Clinic 59. Building Maintenance Supervisor I Coordinator 60. Building Plan Checker 1 95. Collection Services 25. Ambulatory Care Clinic 61. Building Plan Checker 11 Manager Supervisor 62. Business Services Rep 96. Community Services Bldg 26. Animal Center Technician 63. C A Drafting Operator Svcs Wrkr-Prof 27. Animal Control Officer* 64. California Children Svcs 97. Community Services 28. Animal Control Technician Program Administrator Personnel Admin 'Temp" 65. Capital Facilities 98. Community Health 29. Animal Services Officer Administrator Worker I 30. Animal Services Public 66. Captain 99. Community Health Worker Education Coordinator 67. Cardiac Ultrasonographer Specialist 31. Animal Services 68. CCTV Programming 100. Computer Aided Drafting Operations Supervisor Coordinator Operator 32. Animal Services Utility 69. CCTV Production Assistant 101. Computer Operator I Worker 70. Central Processing 102. Computer Operator 11 33. Apprentice Mechanic* Supervisor 103. Computer Operator 34. Assessor's Customer 72. Central Supply Technician Trainee *indicates the A&DTOX classes May 10,2005 Attachment 8 CONTRA COSTA COUNTY Essential Functions Job Classifications 104. Computer Operations 140. Director-Central Specialist Analyst Identification Svcs 172. Environmental Health 105. Computer Operations Mngr 141. Director of Environmental Specialist 11 106. Computer Operations Health 173. Environmental Health Supervisor 142. Director of Health Specialist Trainee 107. Computer Operations Information and Risk 174. Environmental Health Trainee Management Technician 108. Conservatorship/Guardian- 143. Director of Office of Rev 175. Equipment Mechanic ship Program Superviso Collection 176. Equipment Operator 1 109. Contracts &Grants 144. Disability Benefits 177. Equipment Operator II* Administrator Coordinator 178. Environmental Health 110. Contracts &Grants Spec 1 145. District Atty-Senior Specialist Trainee 111. Cook Inspector 179. Environmental Planner 112. Criminalist Laboratory Aide 146. District Atty-Superior Court 180. Environmental Services 113. Custodian I, I1* Trial Team Manager 114. Data Control Clerk 147. Driver Clerk* 181. Environmental Services 115. Data Entry Operator 11 148. Dual Diagnosis Program Supervisor 116. Database Administrator Coordinator-Project 182. Executive Director- 117. Department Computer Sys 149. Dual Diagnosis Specialist- Workforce Development Tech Project Board 118. Departmental Systems 150. Duplicating Machine 183. Facilities Administrator Spec 1 Operator 184. Facilities Manager 119. Deputy Agricultural 151. Electrical Inspector* 185. FACS Assistant Commissioner 152. Election Processing Disabilities/Mental 120. Deputy County Counsel- Supervisor Health Manager-Project Deep Class 153. Elections Services 186. FACS Assistant Family 121. Deputy County Librarian Technician Advocacy Manager- 122. Deputy County Librarian- 154. Electrician Project Support Services 155. Electronic Equipment 187. FACS Site Supervisor- 123. Deputy Director of Animal Technical Project Services 156. Electronic Systems 188. Family&Children's Svcs 124. Deputy Director of Specialist Infant/Toddler Assoc Community Dev-Current 157. Eligibility Work Specialist Teacher Supervisor Planning 158. Eligibility Work Supervisor 1 189. Family&Children's Svcs 125. Deputy District Attorney- 159. Eligibility Worker I Recruitment/Enrollment Basic Level 160. Eligibility Worker II Svs Worker-Project 126. Deputy District Attorney- 161. Emergency Svcs Manager 190. Family Support Collection Fixed Term 162. EHS Program Integrity Supervisor 127. Deputy Probation Officer I Assistant 191. Fingerprint Technician 1 128. Deputy Probation Officer Il 163. EHS Program Integrity 192. Fire Captain 129. Deputy Probation Officer III Coordinator 193. Fire District Apparatus 130. Deputy Public Defender IV 164. Emergency Planning Manager 131. Deputy Sheriff Criminalist I Coordinator 194. Fire District 132. Deputy Sheriff Criminalist 11 165. Engineer Telecommunications 133. Deputy Sheriff Criminalist 177. Engineering Records Specialist III Technician 195. Fire District 134. Deputy Sheriff-Senior 167. Engineering Technician Telecommunication Criminalist 168. Engineering Technician Manager 135. Detention Services Aide Supervisor-Materials & 196. Fire District Dispatcher 136. Detention Services Testing Lab 197. Fire Engineer Worker* 169. Engineering Technician 198. Fire EMS Quality 137. Detention Services Deep Class Improvement a Supervisor 170. Engineering Technician Coordinator 138. Developmental Program Supervisor/Land 199. Fire Marshal Supervisor Surveyor 200. Fire Prevention Specialist 139. Dietetic Technician 171. Environmental Health 201. Fire Training Instructor *indicates the MEDTOX classes May 10,2005 Attachment 8 CONTRA COSTA COUNTY Essential Functions Job Classifications 202. Firefighter* 236. Information Systems Mgr 1 275. Management Analyst III 203. Forensic Toxicologist i, II, 237. Information Systems Mgr 11 276. Manager-Application& 111 238. Information Systems Permit Center 204. Gardener* Project Manager 277. Manager-Central ID,Svcs 205. Grading Inspector 1 239. Information Systems 278. Master Teacher 206. Grounds Keeper* Programmer Analyst 1- 279. Mechanical Inspector* 207. Grounds Maintenance IV 280. Master Teacher-Project Specialist* 240. Information Systems 281. Medical Program Assistant 208. Grounds Maintenance Specialist 1 282. Medical Records Specialist-irrigation 241. Information Systems Administrator 209. Group Counselor I, Il, 111* Specialist II 283. Medical Records Coder 210. Hazardous Materials 242. Information Systems 284. Medical Records Specialist I Specialist III Technician 211. Hazardous Materials Tech 243. Information Systems Tech 1 285. Medical Social Worker 1 212. Head Detention Cook 244. Institutional Services Aide 286. Medical Staff Coordinator 213. Head Start Assistant 245. Institutional Supervisor 1 287. Mental Health Children Program Manager 246. Information Technology Services Supervisor 214. Head Start Homebase Project Manager 288. Mental Health Clinic Spec Worker-Project Head 247. Inspector I, II* 289. Mental Health Program Start Family Services 248. Institutional Service Manager Manager-Project Worker-Environmental* 290. Mental Health Program 215. Head Start Family Services 249. Institutional Service Supervisor Specialist Worker/Food Services* 291. Mental Health Program 216. Head Start Grantee 250. Institutional Service Worker Chief Operator Program Area Generalist 292. Mental Health Quality Coordinator 251. Institutional Services Aide/ Mgmt&Improvement 217. Head Start Head Teacher Environmental Svcs Coordinator 218. Health Education Specialist 252. Institutional Supervisor 1 293. Mental Health Vocational 219. Health Plan Member 253. Institutional Supervisor II Services Coordinator- Advocate 254. Juvenile Institution Project 220. Health Plan Member Svcs Superintendent 294. Mental Health Vocational Coordinator 255. Junior Appraiser Counselor I-Project 221. Health Plan Member Svcs 256. Laborer* 295. Mental Health Vocational Counselor 257. Lead Carpenter Counselor 11- Project 222. Health Plan Patient Svcs 258. Lead Cook 296. Neighborhood Preservation Supervisor 259. Lead Custodian* Program Specialist 223. Health Services Accountant 260. Lead Detention Services 297. Neighborhood Preservation 224. Health Services Worker Program Manager Administrator-Lvl C 261. Lead Electrician 298. Network Administrator 225. Health Services Education 262. Lead Electronic Systems 299. Network Analyst I and Training Specialist Specialist 300. Network Analyst li 226. Health Services 263. Lead Fingerprint Examiner 301. Network Manager Planner/Evaluator-Lvl B 264. Lead Gardener* 302. Nursing Program Manager 227. Health Svcs Info Systems 265. Lead Info Systems Asst 303. Nursing Shift Coordinator Programmer/Analyst 266. Lead Stationary Engineer 304. Office Manager 228. Health Svcs Info Systems 267. Lead Sterile Processing 305. Operating Engineer II* Specialist and Distribution Tech 306. Orthopedic Technician 229. Health Svcs Info Tech Sup 268. Legal Clerk 307. One-Stop Career Center 230. Histotechnician 269. Liability Claims Adjuster 308. One-Stop Operator 231. Home Economist 270. Library Assistant-Journey Consortium 232. Home Health Aide I, 11* Level Administrator 233. Hospital Attendant 271. Library Literacy Director- 309. One-Stop Operator 234. Human Resources Analyst Project Consortium Assistant 1 272. Library Specialist Administrator 235. Infant-Toddler Master 273. Licensed Vocational Nurse* 310. Patient Billing Manager Teacher 274. Lieutenant 311. Patient Financial Services *indicates the MEDTOX classes May 10,2005 Attachment 8 CONTRA COSTA COUNTY Essential Functions Job Classifications Specialist 388. Sheriffs Property& 312. Patient Relations Services 352. Public Works Maintenance Evidence Manager Coordinator Assistant Field 389. Sheriffs Ranger 313. Payroll Technician Operation Manager 390. Sheriff s Specialist 314. Personnel Services 353. Public Works-Resource 391. Small Business Assistant 11 Manager Development Center 315. Personnel Services 354. Purchasing Services Director-Exempt Assistant III Manager 392. Social Casework Specialist 316. Personnel Services Supv. 355. Recordable Document in Child Welfare 317. Pharmacist 11 Tech 393. Social Caseworker 318. Pharmacist II (Outpatient) 356. Records Manager Specialist 319. Pharmacy Technician 357. Registered Nurse* 394. Social Service Division Mgr 320. PIC Employment Specialist 358. Rehabilitation Therapy 395. Social Service Appeals 321. PIC Employment Services Supervisor Officer Specialist-Project 359. Retired Benefits Manager 396. Social Service Appeals Sup 322. Planner 1 360. Retirement Member 397. Social Service Fiscal 323. Planner II Services Technician Compliance Accountant 324. Planner 111 361. Road Maintenance 398. Social Service Program 325. Planning Tech I Carpenter Analyst 326. Planning Tech 111 362. Security Guard 399. Social Service Program 327. Principal Accountant 363. Senior Animal Svcs Tech Assistant 328. Principal Appraiser 364. Senior Auditor/Appraiser 400. Social Svc Sr Welfare 329. Principal Building Inspector 365. Senior Branch Librarian Fraud Field Investigator 1 366. Senior Building Inspector 401. Social Svc Staff 330. Principal Planner-Level A 367. Senior Civil Engineer Development Specialist 331. Principal Real Property 368. Senior Clinical 402. Social Svc Welfare Fraud Agent Technologist Field Investigator 332. Probation Counselor 1 369. Senior Collection Agent 403. Social Svc Welfare Fraud 333. Probation Manager 370. Senior Developmental Investigator 334. Probation Supervisor I Program Aide 404. Social Work Supervisor 1 335. Program Analyst 371. Senior Deputy County 405. Social Work Supervisor 11 336. Programmer 11 Administrator 406. Social Worker Special 337. Psychiatric Technician 372. Senior Emergency Needs/Mental Health 338. Public Defender Planning Coordinator Manager Investigator 1 373. Senior Field Tax Collector 407. Social Worker 339. Public Health Aide 374. Senior Fire District 408. Specialty Crew Leader 340. Public Health Dental Dispatcher 409. Speech Pathologist Hygienist-Project 375. Senior Firefighter 410. Stationary Engineer 341. Public Health 376. Senior Health Education 411. Sterile Processing & Epidemiologist/ Specialist Distribution Technician Biostatistician 377. Senior Hydrographer 412. Storekeeper* 342. Public Health Nurse* 378. Senior Hydrologist 413. Storeroom Clerk* 343. Public Health-Nurse 379. Senior Medical Records 414. Structural Engineer-Project Program Manager Tech 415. Structural Engineer- 344. Public Health Microbiologist 380. Senior Patient Financial Building Inspector 345. Public Health Nutritionist Service Specialist 416. Substance Abuse 346. Public Health Program 381. Senior Public Service . Counselor Specialist I Officer 417. Substance Abuse 347. Public Health Social 382. Senior Soc Svc Info Counselor Trainee Worker Systems Analyst 418. Substance Abuse Program 348. Public Service Officer* 383. Senior Traffic Engineer Manager 349. Public Works Chief of 384. Sergeant 419. Substance Abuse Program Administrative Services 385. Sheriffs Crime Analyst Supervisor 350. Public Works Customer 386. Sheriffs Director of 420. Superior Courtroom Clerk Svc Coordinator Support Services 421. Supervising Accountant 351. Public Works Maintenance 387. Sheriffs Fiscal Officer 422. Supervising Assessment *indicates the MEDTOX classes May 10,2005 Attachment 8 CONTRA COSTA COUNTY Essential Functions Job Classifications Clerk 423. Supervising Auditor/Appraiser 424. Supervising Civil Engineer 425. Supervising Inspection Services 426. Supervising Pediatric Therapist 427. Supervising Real Property Agent 428. Supervisor of Airport Operations 429. Supply And Distribution Supervisor 430. Surgical Technologist 431. Systems Software Analyst 1111 432. Treasurer's Investment Operations Analyst 433. Tobacco Prevention Project Coordinator 434. Tumor Registrar 435. Utilization Review Coordinator 436. Utilization Review Supervisor 437. Vegetation Management Technician 438. Veterans Service Rep 439. Victim Witness Specialist 440. Watershed Mgmt Planning Specialist 441. Weatherization/Home Assessment&Repair Specialist-Project 442. Weights& Measures Inspector 1 443. Workers Comp Claims Adjuster 444. Workers'Comp Claims Supervisor 445. Workforce Services Specialist *indicates the AMDTOX classes May 10,2005 .Attachment 8