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HomeMy WebLinkAbout06/04/1991, 4 - CITY OF SAN LUIS OBISPO AFFIRMATIVE ACTION PLAN �IIIIIIIINII�IIIIIIIp I � � MEETING DATE: � ll�` CI O San LUIS OBI SPO 6/04/91 Wo WWWWMW COUNCIL AGENDA REPORT ITEM NuV: FROM: Ann McPike ope SUBJECT: City of San Luis Obispo Affirmative Action Plan CAO RECOMMENDATION: Adopt a resolution updating the Affirmative Action Plan of the City of San Luis Obispo DISCUSSION Overview The City of San Luis Obispo is committed to the concept of Equal Employment Opportunity as a basic principle that all persons shall be given equal access and consideration to positions in the public service limited only by their ability and qualifications to do the job. Affirmative Action is a commitment to achieving the intent of the equal opportunity laws, through a detailed set of objectives and programs designed to achieve prompt and full utilization of minorities, women and other protected classes of individuals at all levels and in all areas of the work force. An Affirmative Action Plan is a constitutionally permissible approach to enhancing the opportunities of minority employees. The City Council is being asked to review and approve the City's updated affirmative action plan that contains a policy statement reaffirming the Council's ongoing commitment to equal employment opportunities. This agenda report provides a brief explanation of affirmative action and what constitutes a legal affirmative action plan. It also includes an overview of the process followed to ensure employee and community support of the city's affirmative action efforts, a review of the proposed Plan, including steps to be taken to fully implement the City's policy and highlights of the significant impacts of the plan. Background There are a number of state and federal statutes that deal with equal employment opportunity and provide the legal framework upon which affirmative action is based. Title VII of the Civil Rights Act of 1964 prohibits discrimination on the basis of color, race, religion, sex or national origin. The California Fair Employment and Housing Act goes beyond Title VII in its prohibition of employment discrimination on the basis of marital status, age over 40 or disability. Title VII was amended in 1972 by the Equal Opportunity Act which led to the creation of the Equal Employment Opportunity Commission (EEOC),the federal agency charged with the enforcement of Tale VII. In addition to the creation of an enforcement agency, the Equal Opportunity Act required employers, public agencies and educational institutions who were recipients of certain federal grant funding to have equal employment opportunity (EEO) programs in place. Employers found in violation of EEO laws were required to develop plans that led to compliance. It also allowed employers to voluntarily adopt plans designed to achieve the goals of EEO. In 1978, the EEOC developed guidelines for such plans and programs and in 1979, the City Council of San Luis Obispo adopted its first Affirmative Action Program. 1 �ll��nA��lll{I��Ini►���� city of San Luis OBISPO COUNCIL AGENDA REPORT Since that time, the program has undergone periodic review and modification. In August of 1990, the City's Affirmative Action Committee (ten members comprised of employees from all departments and representative of the various protected classes) began meeting to discuss and revise the plan. During their review, the Committee sought and received input from the Management Team, employee associations, the Human Relations Commission and the Personnel Board. The revised plan that has been developed by the Committee is intended to not only meet the legal requirements and intent of the EEO laws but also promote the basic principles of fairness and equitable treatment. Legal Requirements for Affirmative Action Plans In reviewing affirmative action plans under Title VII, the United States Supreme Court has indicated that to implement a valid voluntary affirmative action plan, (1) the employer must have an adequate factual basis to conclude that remedial action is needed and (2) the plan must be carefully tailored so that it does not unnecessarily deprive the rights of non-minority or male employees. A recent Supreme Court decision, City of Richmond v. Croson, provides guidance for public entities in implementing affirmative action plans and held Richmond's plan to be invalid due to its overall broad and not narrowly tailored goals. We believe that the updated Affirmative Action Plan meets legal requirements. Adequate Factual Basis An employer may rely on statistical evidence to conclude that an affirmative action plan is necessary if the statistics show some disparity between the availability of qualified minority individuals in the relevant labor pool and the composition of the employer's workforce. Societal or industry-wide discrimination does not, in itself, justify an affirmative action plan. An employer may not rely upon disparity between the percentage of its minority employees and the percentage of minorities in the population at large. The relevant statistical pool for purposes of demonstrating discriminatory exclusion must be the number of minorities qualified to undertake the particular task. We believe that the updated Affirmative Action Plan relies upon an adequate factual basis. Carefully Tailored Plan An affirmative action plan must be carefully tailored to avoid unnecessarily depriving the rights of nonminority and male workers. A voluntary affirmative action plan is "carefully tailored" if it gradually increases the number of minorities and women in the workforce through a moderate, flexible, case-by-case approach. A plan will not meet the carefully tailored test if it is permanent, operates as an absolute bar to nonminority male workers, disrupts a seniority system, imposes quotas, or selects unqualified candidates. 2 �r-a 401 NO city of San lugs OBISpo COUNCIL AGENDA REPORT Again, we believe that the updated Affirmative Action Plan meets the "carefully tailored" criteria Elements of a Legal Affirmative Action Plan A legal affirmative action plan must include ao�licy statement affirming the commitment of th employer to the principles of EEO. The policy statement should be followed by a MLst m fo implementation that assigns responsibility to those who will be carrying out the various prograrr activities which are designed to meet the goals and objectives and provides for communicatio of the plan. The workforce analysis should identify the minority composition of the employer workforce and compare it to the available labor pool to determine disparity. Written oals an timetables should be developed to correct any identifiable deficiencies in representation fro rr minorities at all employment levels. As stated above, goals must be flexible and temporary. Numerical quotas should never be used as they act as an absolute bar to the employment o advancement of nonminorities, or what is commonly referred to as "reverse discrimination. Finally, a plan should include an audit or evaluation l2rocess that will indicate progress toward achieving the goals. The updated Affirmative Action Plan includes each of these elements. The City of San Luis Obispo's Affirmative Action Plan The Affirmative Action Plan that is attached to this report contains all of the elements necessa for a legal plan plus additional personnel policies establishing a discrimination complain procedure for resolving complaints of EEO violations including sexual harassment. The Plan-contains some new aspects that were not included in the previous Affirmative Action Plan that deserve highlighting. Statement of Purpose The Statement of Purpose clarifies the intent of the City's Affirmative Action Plan and reminds employees that the concept of affirmative action is "an integral, meaningful part of all employment practices." It states that every employee is "responsible for supporting affirmative action° and "maintaining a work environment conducive to achieving the goals included in the Affirmative Action Plan." In this statement, the Plan reinforces the concept of Affirmative Action as an organizational value, with every employee responsible for promoting equal opportunity principles. Assignment of Responsibilities Like the Statement of Purpose, the Assignment of Responsibilities makes it clear that everyone in the city organization has a role in promoting affirmative action, from the City Council to supervisors to Employee Associations. It establishes as a performance criteria support of the policies, goals and objectives of the Affirmative Action Plan and provides a linkage between this performance criteria and the evaluation system. It states, "the job performance of all personnel is monitored and evaluated on the basis of compliance with plan policies, goals and objectives. 3 /�/- --- / ( - MY O� San L,41S OBiSpO IMA Minal COUNCIL AGENDA REPORT Communicating the Plan Internal and external communication of the plan has been expanded. Review of the plan will become an integral part of employee orientation with copies of the policy distributed to all new employees as well as continuing employees, with updates provided to all employees annually. Affirmative action issues will also be made a part of departmental staff meetings. Training Training in the area of EEO is increased. Since 1990, all employees receive training in sexual harassment avoidance. Annually thereafter, it is recommended that employees receive annual training in other areas of EEO such as ethnic/cultural diversity awareness. During the next two year financial plan year, it is also recommended that the City consider the adoption of a tuition reimbursement program to encourage employees to continue their education and training opportunities at accredited educational institutions. This recognizes that lack of education or a college degree can be a barrier in promotional opportunities. Complaint Procedure The complaint procedure contained within the Affirmative Action Plan is the procedure adopted by the City in 1989 as part of the Sexual Harassment Avoidance Policy. It has been expanded to specifically include the other forms of employment discrimination. The procedure has specific timeframes for responses to the complainants which were included at the request of the employee associations and the HRC. Sexual Harassment Avoidance Policy In revising the Affirmative Action Plan, the Committee suggested the inclusion of the Sexual Harassment Avoidance Policy in the Plan so that employees would have one document that contained all of the applicable policies related to employment discrimination. Worldorce Utilization AnaWs The Personnel Department prepares a workforce utilization analysis annually. The labor market information provided by the State of California is based on the 1980 Census. We are anticipating the 1990 Census information will become available within the year. At that time, the workforce utilization analysis will be updated and goals adjusted. The current analysis indicates that the City's greatest area of underutilization of protected classes is in the protective services (police and fire) where women are not adequately represented. Statistically, the disparity is 36.5% below the relevant labor pool. Recruitment strategies to attract qualified female candidates are being considered so that the City can move toward realistically achieving its affirmative action goals. Likewise, in the professional category, women are underutilized and recruitment goals have been identified to correct the disparity. Hispanics are underutilized in the occupational categories of professional, technician, and administrative support, from 4.5% to 8.7% below the relevant labor pool. The Personnel Department is in the process of acquiring computer software that will assist in the compilation of employment data and its analysis. Better data analysis coupled with the new census information should provide the city with a clearer picture of its workforce and how it compares with the labor pool. 4 ''""��►�►�Illlppn i���l city of San LUIS OBISPO COUNCIL AGENDA REPORT CITIZEN PARTICIPATION The Affirmative Action Plan has been reviewed in a public hearing held by the Personnel Board. The Human Relations Commission also held a special meeting to review the Plan. In an effort to solicit comments from the public, the Personnel Board Meeting was advertised in the Telegram-Tribune. The Board received public input which they considered and incorporated into their recommendations to the Council. A copy of the Personnel Board Meeting minutes is attached. (Attachment 1) As reflected in the minutes, the Personnel Board recommends that the Council adopt the updated Affirmative Action Plan. All City employee associations were afforded an opportunity to review and comment on the Plan. Their comments were incorporated and all associations have approved the Plan that is being recommended to Council. FISCAL IMPACT The various activities leading toward implementation as outlined in the Plan are funded through the Personnel Department's operating budget. No augmentation to the current funding level is being requested at this time. However, reviewing the feasibility of implementing a tuition reimbursement program as suggested in the plan has been included as an objective for the Personnel Department in the Preliminary 1991-93 Financial Plan. The costs of any such program will be an integral part of this review and will be considered by Council when this item returns at a later date. CONCLUSION The Affirmative Action Plan that is recommended for adoption is the result of many months of review and discussion with City employees, their representative associations, City management, the advisory bodies and members of the community. The Plan is comprehensive. It sets realistic goals and timetables, meets legal requirements and reinforces the principles of fair and equitable treatment of our employees. The effort expended by the many individuals who have participated in the update of this important policy document has served to renew our commitment to achieving affirmative action goals. ATTACHMENTS Exhibit A: Draft Affirmative Action Plan Attachment 1: Minutes of the Personnel Board Meeting, 3/21/91 5 l� RESOLUTION NO. (1991 Series) A RESOLUTION OF THE COUNCIL OF THE CITY OF SAN LUIS OBISPO UPDATING THE CITY'S AFFIRMATIVE ACTION PLAN WHEREAS, the City of San Luis Obispo is committed to the concept of Equal Employment Opportunity as a basic principle that all persons shall be given equal access and consideration to positions in the public service limited only by their ability and qualifications to do the job, and WHEREAS, Equal Employment Opportunity can best be achieved through definitive programmed affirmative action, and WHEREAS, the City of San Luis Obispo has had an Affirmative Action Program since 1979, NOW, THEREFORE, BE IT RESOLVED, the City Council of the City of San Luis Obispo hereby adopts the updated Affirmative Action Plan, attached hereto marked Exhibit A and incorporated herein by reference, and rescinds Resolution No. 3815 (1979 Series) . 4-6 Resolution No. (1991 Series) Upon motion of , seconded by and on the following roll call vote: AYES: NOES: ABSENT: the foregoing resolution was adopted this day of June, 1991. Mayor Ron Dunin ATTEST: Pam Voges, City Clerk City Administrative Officer i t y . Wp� /JewS�J Person el Director 2 2. William Smullen 3. Paul Pinedo 4. Jill Sylvain 5. Jim Montez - not introduced because he arrived later 6. Pete Hubbard - not introduced because he arrived later B. Ann presented background information. 1. She explained what Affirmative Action is and its origins. 2. She defined the required components that constitute a legal Affirmative Action Plan: a. A Policy Statement which confirms commitment to the principles of Equal Opportunity Employment. b. A system for implementation that outlines who is responsible and how the plan will be communicated. C. A Workforce Utilization Analysis d. Written goals and timetables that are measurable. C. Ann pointed out that the City of San Luis Obispo Draft Affirmative Action plan met all of the criteria for a legal Affirmative Action Plan. In addition to meeting the legal requirements for an Affirmative Action Plan, the plan also contains a Sexual Harassment Avoidance Policy. D. Ann reported that the Human Relations Commission (HRC) had reviewed the plan and that staff supported the following recommendations: 1. An annual review of the plan by City employees 2. A copy of policy updates be given to each employee each year 3. All public meetings concerning Affirmative Action be conducted in a building that meets the requirements for the disabled 4. The words "complaining employee" be changed to "complainant" E. Ann assured the board that the minor typographical errors noted by the Personnel Board during the prior week would be corrected. F. She said that the Employee Associations would review the recommendations made by the Personnel Board. Following the Associations' review, the Plan will be forwarded to the City Council for review and approval. G. Ann recommended the Personnel Board approve the draft with the above mentioned amendments and forward it to the City Council. 1 Minutes of Personnel Board Meeting Wednesday, March 20, 1991 The meeting was called to order at 7:05 p.m. by Robert Sorensen. The Personnel Board Members present were: Robert Sorensen Dann Torrance Chuck Adoff Frank Martinez was absent. Also present were: Ann McPike, Personnel Director Jill Sylvain, Personnel Analyst Cindy Clemens, Assistant City Attorney I. Ann McPike addressed the Personnel Board regarding the City of San Luis Obispo Draft Affirmative Action Plan. Ann outlined for the Board the meeting's agenda: A. She would present a staff report to the Personnel Board. At the conclusion of her presentation Ann would answer questions from the Personnel Board. B. When the board was finished with their questions of Ann, the audience would be free to ask questions and make comments. C. After the audience had completed their questions and comments the board would have an opportunity to clarify the public comment. D. Following the public comments, the Personnel Board would vote on their recommendations regarding the City of San Luis Obispo Draft Affirmative Action Plan. Il. Ann McPike then gave her report of the City of San Luis Obispo Draft Affirmative Action Plan. A. Ann introduced the Affirmative Action Committee Members present at the meeting. They were: 1. Cindy Clemens 3 III. The Personnel Board began their question and comment phase of the meeting. A. Dann Torrance commented that he felt that the draft plan met the definition of the law and complied with the law.. B. Chuck Adoff asked if there were recommendations from the HRC that staff had not supported. 1. Ann responded that the one area the HRC questioned was regarding incorporating sexual preference as a protected area. a. Cindy Clemens, Assistant City Attorney, stated that right now no law exists that directs the City to incorporate sexual preference into the draft of the Affirmative Action Plan. b. Cindy said that it was important to stay with current law. If in the future a law is passed regarding sexual preference then that would be the time to incorporate sexual preference into the plan. 2. Ann also said that the HRC wanted to strike the words "under qualified" from the Statement of Purpose (Page 4, Line 3 of the draft) and be more specific here. a. Cindy Clemens said that it was not the City's intention to hire under-qualified. b. Ann noted that the HRC recommended the inclusion of a statement that reading or writing English would not necessarily be a requirement to work for the City. She said that this was not recommended since no job existed in the City where it was not absolutely necessary to read and speak English. C. Chuck Adoff asked what EEO training was happening in the City; was it spelled out; was it ongoing? 1. Jill Sylvain, Personnel Analyst, responded that the City does Sexual Harassment Avoidance Training for new employees at least twice a year. 2. Ann said that EEO training would be spelled out more explicitly. D Chuck Adoff also commented that he had difficulty interpreting the goals. r"I(do-/0 4 1. Ann said that the goals were based on the 1980 census and that the City was looking forward to the 1990 census so that the City could incorporate them into the plan. 2. Ann noted that the goals are broken down into the eight job categories that are used for EEO-4 reporting purposes and incorporate all regular positions. E. Chuck Adoff questioned if the wording on page 7, "All Employee Associations" should read "All members of the of the Associations". 1. Ann responded that it needed to be left general since some employees represented by the Associations are not members. III. The meeting was then opened up to the general audience. A. Emma Valdiviseo from the Economic Opportunity Commission had several comments and additions she believed should be added to the draft. 1. She said that out of 310 employees in the City employment force, 53 were white females, 70 were Hispanic, and one was Black. 2. She said the five-year goals were unreasonable. 3. She felt the census information was too old. 4. Today the City has 65,000 in the workforce that makes an increase of 30,000 that,the City has neglected to incorporate into the City's plan. 5. In order to meet goals she said that the City needs to hire three Black employees not two. 6. The plan does not differentiate to show minority females from white females. She felt the City needed to break it down more. 7. She believed that in order to meet the goals the City needs to hire 14 females and should try to hire 13 minority women. 8. Ms. Valdiviseo said that the goals were ten years behind because the plan uses the 1980 census. 9. She also said that the City needs to require bilingual speakers in the protective services. 10. The plan should show numbers for disabled persons. 5 11. The plan should include progress reports and show the City's accomplishments. 12. The City should include minorities on all oral boards. 13. The plan should show: a. the number of minorities hired b. the number promoted. C. why minorities were passed over for promotions B. There were no other comments from the audience. Therefore, the meeting was closed to public comment at this point. V. Ann McPike responded to several of Ms. Valdiviseo's comments A. She explained that whenever possible the City of San Luis Obispo has minorities on oral interview boards. There is a limited pool to draw from, but the City shall continue to have minority representation whenever possible within fiscal constraints. B. Ann discussed the Draft Plan's goals: 1. Goals need to be flexible and temporary. 2. As far as the statistics in the goals are concerned, goals cannot exceed statistical evidence of underutilization because they would serve to deprive the rights of the non-minorities. Once the City has received the new statistics (census figures for 1990) the goals will be readjusted accordingly. C. The Personnel Department has reviewed a number of cities regarding their Affirmative Action Plans. No plan that the City reviewed attempted to reach parity in one year. A five year timeline is the most common goal and provides the necessary flexibility. D. In checking with other cities statistics of female minorities were not broken out. E. Ann said that there were no labor force statistics for disabled employees. The EEOC guidelines do not require this information in an Affirmative Action Plan. F. As far as why minorities may or may not qualify for promotions, since promotions are contingent upon individual performance and such 6 information is confidential, that data cannot be included in an affirmative action plan. G. Chuck Adoff remarked that the Black laborforce was at 1% in the San Luis Obispo area. He felt that the City needed to take another look at the City goals. Ann told him that if the number is 1% or less, then it is considered °statistically insignificant". She also commented that exceeding goals is permissible, but a plan cannot set targets higher than what the statistics indicate as necessary to reach parity and retain its legality. H. Both Dann Torrance and Chuck Adoff noted that there were not Administrative Support Jobs filled by minorities or males. I. Chuck Adoff wanted to go back over page 10 in the Draft Affirmative Action Plan to the section that says "whenever possible" the City will have minority representation on the City boards. Ann said that the City always tries to have a minority on oral boards but it is not always possible to get minorities who posses the specific qualifications. Every effort to do so is made. 1. Chuck Adoff asked Ann to give an example of how the City would go about securing an oral board for a Desalinization Technician. a. Ann responded that other Cities would be contacted and subject matter experts who are minorities would be identified and invited to participate. Jill would sit on the oral board to ensure that all candidates were treated equally. b. Dann Torrance asked if the City would go out of the county for members of an oral board. Ann answered that had just been the case for the City recent Wastewater Reclamation Coordinator oral board. J. Dann Torrance felt that five years was a logical time frame for goals. Making them shorter than that would be too difficult. Ann told him that the goals will be revised-every year and progress noted. K Robert Sorensen suggested that the City could add a column to the City goal sheet that would give the number of Hispanic and Black Females. He suggested including the disabled. 1. Cindy Clemens said that the City should do this on a separate page since the City would not want to include this information in the report to the Federal Government who does not require such data 7 L Chuck Adoff asked approximately how many recruitments did the City do a year. Ann said that approximately sixty recruitments per year are conducted by the City. M. Chuck Adoff questioned why the City reached the target goals more toward the end of the five year goals. Ann said she would readjust the goals making it more level loaded instead of reaching goals at the end of the five years. VI. Chuck Adoff moved and Dann Torrance seconded the motion that the City of San Luis Obispo Draft Affirmative Action Plan be approved by the Personnel Board with the following stipulations: A. The changes below that were recommended by the H.R.C. be incorporated into the plan. 1. The plan should be reviewed annually. 2. Employees get an update of the plan annually. 3. All public meetings shall be conducted in accessible buildings pursuant to the ADA. 4. "Complaining Employee" shall be changed to "complainant". B. The Personnel Board's concerns will be incorporated into the Plan: 1. A breakdown of the employee workforce will include Black and Hispanic females and the disabled where possible. 2. The goals will be readjusted to show even distribution. 3. The language involving the availability of minority raters on oral boards "whenever possible" page 10 in the draft will be modified. VII. The motion carried unanimously. A. Ann McPike summarized the process that would be followed: 1. The Personnel Board's suggestions will be incorporated into the plan. 2. The plan will be given to the Employee Associations for their approval. 3. The final draft of the plan will be given to the City Council for their review comment, and approval. 8 VIII. The meeting adjourned at 8:=10 p:m. Respectfully Submitted, ary Ko-. cky - - - -- — PerSonne Clerical Assistant;ll lY; DRAFT AFFIRMATIVE ACTION PLAN City of San Luis Obispo May 1991 Special Thanks to the Affirmative Action Committee Cindy Clemens - City Attorney's Office Jeff Gater - Fire Department _ Ken Hampian - City Administrative Office Pets Hubbard-Police Department Judy Lautner - Community Development Department Jim Montez - Recreation Department Paul Pinedo - Public Works Department' VI.Sheldon Finance Department Bill Sinuften - Utilities Department Jill Sylvain - Personnel'Department (Chairperson) TABLE OF CONTENTS AFFIRMATIVE ACTION POLICY STATEMENT . . . . . . . . . . . 3 STATEMENT OF PURPOSE . . . . . . . . . . . . . . . . . . . 4 ASSIGNMENT OF RESPONSIBILITIES • • • • • • • • • • • • • • 5 COMMUNICATION OF PLAN . . . . . . . . • • • • • • • • • • • g LEGAL ENVIRONMENT 9 IMPLEMENTATION OF PLAN . . . . . . . . . . . . . . . . . 9 Recruitment , , , , , , , , , , , , , , , , , , , , , 10 Selection . . . . . . . . . . . . . . . . . . . . . . 10 Job Classification 11 Training . . . . . . . . . . . . . . . . . . . . . . . 12 • Employee Benefits and Compensation . . . . . . . . 12 • Disabled Workers . . . . . . . . . . . . . . . . . . 13 • Complaint Procedure . . . . . . . . . . . . . . . . 13 • Sexual Harassment Avoidance Policy. . . . . . . . . 14 WORKFORCE UTILIZATION ANALYSIS • • • • • • • • • . . . • • 17 GOALS AND TIMETABLES . . . . . . . . . . . . . . . . . . . . 20 ATTACHMENTS A. Recruiting Sources . . . . . . . . . . . . . . . • 21 • B. City of San Luis Obispo Position Titles and EEO Job Categories. . . . . . . . . . . . . 25 v AFFIRMATIVE ACTION POLICY STATEMENT The City of San Luis Obispo is committed to the concept of Equal Employment Opportunity as a basic principle that all persons shall be given equal access and consideration to positions in the public service limited only by their ability and qualifications to do the job. Equal Employment Opportunity can best be achieved through definitive programmed affirmative action. If progress toward achieving Equal Employment Opportunity is to be made, every citizen and employee of the City of San Luis Obispo must realize that policies to remove inequalities cannot be merely passive. Positive steps must be taken to ensure a work environment free of unlawful employment discrimination and harassment, and to promote personnel diversity in the workforce. All persons seeking employment with the City and all City employees shall be treated equally and without discrimination. All recruitments, hirings, placements, transfers and promotions will be made on the basis of individual qualifications for the positions being filled, and all other personnel actions such as compensation, benefits, layoffs, returns from layoffs, terminations, training, social and recreational programs are also to be administered without regard to race, color, religion, national origin, age, sex, marital status, or physical disability. Employees shall not be discriminated against because of the exercise of their rights under section 3502 of the California Government Code or under the City's Employer-Employee Relations Resolution. 3 Y STATEMENT OF PURPOSE This Affirmative Action Plan is intended to reinforce the merit principle in public employment. It should not be interpreted as granting "preferential treatment' to specialized population groups, nor to hiring under-qualified candidates for employment. It is intended, however, to provide equal opportunity to all who seek employment and promotions within the City, and to provide diversity in the City's workforce. This program is a working tool which promotes the use of purely job-related employment practices, and prohibits all non-job related barriers to employment. The Purpose of the City Affirmative Action Plan is threefold: 1. To convey the on-going commitment of the City of San Luis Obispo to affirmative action and equal opportunity for all individuals. Affirmative action is intended to establish fair and equal opportunity for all persons to compete for available jobs. The on-going emphasis on affirmative action recognizes that projected demographics reflect the changing character of the State of California and the City of San Luis Obispo, and that we can expect growing representation of women and minority groups in the qualified available labor market. As a public entity, it is our duty and responsibility to meet the needs of our constituents by anticipating and addressing these changes, and making efforts to ensure adequate representation of women and minority groups in the City's labor force. 2. To establish measurable standards by which the results of our Affirmative Action Plan may be monitored. 3. To provide a plan which aids in meeting the goal of equal opportunity in all employment practices. All employees of the City of San Luis Obispo are reminded that the affirmative action concept is an integral, meaningful part of all employment practices. Every employee is responsible for supporting affirmative action concepts and practices, and maintaining a work environment conducive to achieving the goals included in the Affirmative Action Plan. Obstruction of the intent or process of equal opportunity employment will not be tolerated, and may lead to disciplinary action up to and including termination. 4 ASSIGNMENT OF RESPONSIBILITIES To meet the objectives of the Affirmative Action Plan, responsibilities are assigned to each level of the City's organization. Everyone in the City, including the City Council, City Administrative Officer, department heads, supervisors, employee organizations and individual employees, is responsible for implementing the program. Responsibilities are allocated as follows: A. THE CITY COUNCIL It is the responsibility of the City Council to establish and to actively and aggressively support the City's Affirmative Action Policy and to set the tone which ultimately determines the success of the plan by providing policy direction and budget support. The City Council shall review the Affirmative Action Plan by January 1 of every odd-numbered year. B. THE CITY ADMINISTRATIVE OFFICER The City Administrative Officer retains ultimate responsibility for the implementation of the Affirmative Action Plan by: 1. Ensuring that department heads, supervisors and administrative personnel are made aware of and comply with the spirit of affirmative action and the plan's goals and objectives. 2. Allocating adequate fiscal resources to achieve plan goals. 3. Ensuring that the plan is closely monitored and periodically evaluated and updated. 4. Supervising and directing the Affirmative Action Officer. C. THE AFFIRMATIVE ACTION OFFICER The Affirmative Action Officer is the Personnel Director and is responsible for: 1. Implementation of Federal, State and local laws and regulations. Monitoring the plan for compliance and effectiveness. This responsibility includes, but is not limited to the development, implementation, evaluation and refinement of: personnel rules and regulations; compensation and classification systems; recruitment, examination and selection processes; employee relations and problem resolution processes; personnel records maintenance, audit and reporting procedures; training programs; employer/employee relations programs; and all related personnel functions, processes and procedures. 2. Assisting department heads and supervisors in improving utilization of protected groups. 5 3. Recommending the establishment of training level positions to assist individuals in acquiring skills for regular City positions. 4. Receiving, evaluating and implementing suggestions from City employees and the general public regarding improving the City's program. 5. Receiving and investigating all complaints alleging discrimination, and taking appropriate remedial actions. (See the complaint procedure section.) 6. Overseeing an annual review of the Affirmative Action Plan. D. DEPARTMENT HEADS Department heads are responsible for the following: 1. Ensuring that all employment practices and decisions including, but not limited to hiring, promotion, discipline, assignment, training, and evaluation are based on valid written job-related criteria and are consistent with the plan policies, goals and objectives. 2. Demonstrating good faith efforts to achieve plan goals and objectives through (a) progress in eliminating under-utilization of minorities, women and disabled in their department, and (b) establishing and maintaining a working environment that supports positive, productive and equitable working relationships. 3. Ensuring that staff meetings are conducted at every level on a regular basis, providing training and coaching, and taking other steps as appropriate to ensure that all personnel are aware of and understand their roles and responsibilities in support of and consistent with the plan's policies, goals and objectives. 4. Ensuring that the job performance of all personnel is monitored and evaluated on the basis of compliance with plan policies, goals and objectives. 5. Taking steps to ensure that all employees are given full opportunity for transfer, training and promotion, and providing performance, skills and career counseling as appropriate. 6. Taking appropriate preventative, corrective and/or disciplinary measures to ensure that no employee is subject to harassment on the basis of sex, race, national origin, religion, age, color, disability or marital status as covered by the Affirmative Action Plan. 7. Maintaining appropriate records and preparing reports as necessary to document employment practices, decisions, and efforts to achieve program goals and objectives. 6 E. SUPERVISORS Supervisory personnel play the critical role of ensuring that discriminatory practices or harassment do not occur in the work place. They will be monitored, evaluated, and held accountable for carrying out their duties in directing, training, monitoring, evaluating and related responsibilities in accordance with written valid job-related criteria, and in a manner that is supportive of and consistent with City personnel policies and the policies, goals, and objectives of the Affirmative Action Plan. F. ALL EMPLOYEES Employees are responsible for supporting a work environment and maintaining working relationships conducive to achieving the plan goals and objectives. It shall be a condition of hire, promotion, and continued employment for all City of San Luis Obispo employees that jobs must be performed in a manner that is supportive and consistent with Affirmative Action Plan goals. An employee should take no action which is contrary to the stated plan goals. If an employee observes inappropriate speech or behavior he/she should act to correct the situation and/or report the incident to either his/her supervisor, department head or the Personnel Director. (See Complaint Procedure.) G. ALL CITY EMPLOYEE ASSOCIATIONS All Employee Associations, upon agreement will: 1. Advise, assist and support the Affirmative Action Officer in Affirmative Action Plan development and evaluation. 2. Communicate to the Affirmative Action Committee or the Affirmative Action Officer any concerns that have been brought to the attention of the Association (by employees) that relate to discrimination in any form. 3. Communicate to their members how to use the City's complaint procedure and which state and federal agencies investigate claims of discrimination and violations of city, state and federal policies. (See Legal Environment.) H. THE AFFIRMATIVE ACTION COMMITTEE The Affirmative Action Committee consists of a member from each City department and one representative from management. The Committee meets no less than quarterly. The Affirmative Action Officer chairs the committee. This committee has the following responsibilities: 1. Advise, assist and support the Affirmative Action Officer in Affirmative Action Plan development, implementation and evaluation. 7 2. Review and evaluate Affirmative Action Plan goals and objectives annually. 3. Submit recommendations for action on achieving plan goals and objectives to the Affirmative Action Officer. 4. Establish and maintain knowledge of current developments in the field of Equal Employment Opportunity principles, applications and regulatory requirements, and City employment policies and procedures. 5. Record and distribute minutes of Committee meetings as requested. 6. Circulate information to City employees that further educates/informs them about affirmative action issues. COMMUNICATING THE PLAN A. INTERNALLY 1. The Affirmative Action Officer will meet periodically with the department heads and disseminate information on the City's Affirmative Action goals, objectives, policies, practices and procedures. 2. The City of San Luis Obispo's Affirmative Action Policy and Plan will be posted in the Personnel Department where applications are received for employment. 3. The Affirmative Action Policy will be discussed during the orientation of all new employees. A copy of the Policy will be given to each employee. City employees will receive an update of the plan annually. 4. Each department shall ensure that discussion of the Affirmative Action policies, procedures, issues, concerns and/or activities is included in staff meetings. 5. A copy of the City's Affirmative Action Plan shall be made available for review through Department Heads and the Personnel Department. B. EXTERNALLY 1. All recruitment sources and other organizations and educational institutions that participate in the City's employment activities shall be provided with written notification of the City's Affirmative Action Policy. 2. A phrase that identifies the City of San Luis Obispo as an equal opportunity affirmative action employer shall be included in all job announcements, 8 recruitment publications and advertisements. Whenever pictures are utilized, women, minorities and the disabled will be represented where appropriate. 3. All public meetings shall be conducted in accessible buildings pursuant to the American's with Disabilities Act. LEGAL ENVIRONMENT In addition to the City's interest in equal opportunity, there are also Constitutional provisions, Executive Orders, statutes and ordinances which forbid discrimination by employers and which mandate affirmative action in appropriate cases. Some of these provisions are referred to below: 1. The Constitution of the United States and the Constitution of the State of California prohibit public bodies from denying any person equal protection of the laws. 2. Federal Executive Orders 11246 and 11357 require federal contractors to have affirmative action programs to assure equal opportunity for minorities and women. 3. Title V11 of the Civil Rights Act of 1964, as amended by the Equal Opportunity Act of 1972 forbids discrimination in employment on the basis of race, color, religion, national origin or sex. 4. Rehabilitation Act of 1973 imposes affirmative action requirements with regard to the disabled on federal contracts. 5. Age Discrimination in Employment Act of 1976 bans discrimination against persons over 40. 6. California Fair Employment and Housing Act forbids employment discrimination on the basis of race, sex, national origin, religion, marital status, age over 40 or disability and further requires affirmative action programs by state contractors. 7. Americans With Disabilities Act (ADA) of 1990 prohibits discrimination against any qualified individual with a disability in regard to any term, condition or privilege of employment. IMPLEMENTATION OF PLAN A continuing activity within the City is the on-going review of employment practices to ensure that practices, terms and conditions do not impede the achievement of the Affirmative Action goals. This section summarizes the methods used in implementation of the Plan, and highlights those actions or projects undertaken to enhance the effectiveness of the Plan and to enable the City to meet its Affirmative Action goals. 9 RECRUITMENT • The Personnel Department continually reviews job duties and employment standards to ensure job relatedness. • Job flyers are sent to agencies that represent women and minorities. (See Attachment A.) These agencies have a copy of the City of San Luis Obispo's Affirmative Action Policy Statement. • Job employment opportunities and positions are advertised in local newspapers. • Mid-management and management jobs are advertised in the Affirmative Action Register and/or other minority publications as appropriate. The City continuously seeks referrals from the Employment Development Department. • Active recruitment and advertising is done through the higher education institutions, such as Cal Poly San Luis Obispo, Cuesta College, Allan Hancock College and various State Universities. Other schools may be added if a more extensive recruitment effort is needed. • The City incorporates innovative recruitment processes such as the Job Hot Line phone service whenever possible. • Public awareness of public service careers is increased through participation in school "Career Days" and recruitment presentations at public functions. • Job interest is promoted through such programs as ride-alongs, orientation programs, and fire station tours. SELECTION • All raters receive orientation prior to serving on an oral board on the City's Affirmative Action policy and compliance with Equal Employment Opportunity regulations. • Applicant flow data is analyzed to identify any barriers in the selection process that may lead to adverse impact. • Equal Employment Opportunity information is removed from all applications before they are screened to prevent identification of protected groups. Information is analyzed to determine if the City is receiving applications from women and minorities in proportion to the labor force market availability. 10 • Applicant screening for regular positions is done by at least one subject matter expert (SME)to ensure job-relatedness of qualifications presented on applications. Testing is continually reviewed for adverse impact. When written testing is required, content validated tests are used. • Objective raters from outside the City organization are used whenever possible for the interview panels. Whenever available a qualified woman or minority subject matter expert is used. The oral boards are monitored by staff from personnel to assure that all candidates are treated equally and fairly. • Oral examinations are structured interviews to ensure job-relatedness. In categories of employment where under-utilization exists, the appointing authority is encouraged to make selections that further Affirmative Action goals in cases where candidates are similarly qualified. • Promotions are monitored to ensure decisions are based on the ability to perform the functions of the job. • Eligibility lists are established and selection is made from those qualified candidates who are on the list. JOB CLASSIFICATION The City performs Classification studies on an on-going basis to ensure that job- related and bona fide occupational qualifications are present that eliminate barriers to equal opportunity. • Many classifications are grouped as part of a series, which enable incumbents to advance within the series to the highest working class. Such advancement shall be based on their attainment and demonstrated performance of the required skills, knowledge, abilities and/or required certification, and the recommendation of the department head. • Employees who meet the minimum requirements for the next level position in a series will be given an opportunity during each calendar year to be approved for advancement. • The non-competitive promotion action is treated as any other promotion as outlined in the Personnel Rules and Regulations. 11 TRAINING • In 1990 all City employees participated in a Sexual Harassment Avoidance Training class. Training will continue semi-annually for the next five years for new employees. • In 1991 training will focus on ethnic diversity and/or handicapped awareness. Thereafter, City employees will receive annual training in E.E.O. • Employees interested in learning supervisory skills that will help them to be promoted within this organization are given opportunities to attend training classes given for supervisors. • The Personnel Department has a library available to all employees that contains training materials such as tapes, videos, and books on topics such as supervision, management, communication skills, etc. • Seminar information is routinely circulated to the departments and employees are able to attend work-related seminars. In 1991 the Personnel Department will be presenting a Career Enhancement Program for Women. • New employees receive a copy of the City's Affirmative Action Policy and receive an overview of the Affirmative Action Plan as part of employee orientation. • Within budgetary constraints, the City will consider the adoption of a tuition reimbursement program to encourage all employees to continue their education and training opportunities at accredited educational institutions recognizing that lack of education or a college degree can be a barrier in promotional opportunities. • The Personnel Department will provide counseling to employees regarding promotional opportunities and encourage protected group employees to participate in career progression and development activities. • Departments will develop on-the-job training programs to assist employees in developing skills for promotion. EMPLOYEE BENEFITS AND COMPENSATION • The Personnel Department reviews all elements of benefits and compensation to ensure there is no disparity in the compensation received by male and female 12 employees, or by minority group employees and other employees for performing equivalent duties. • Opportunities for performing overtime work or otherwise earning increased compensation is afforded without discrimination to all employees. DISABLED WORKERS All physical and mental qualifications are reviewed to ensure that requirements are job-related and consistent with safe performance. Functional requirements will be reviewed as job openings occur and disabled individuals are considered for those jobs. The City will make any and all reasonable accommodations to the physical and mental limitations of disabled individuals. • Within budgetary constraints, the City shall modify its telecommunications systems to provide hearing-impaired persons with access to City services and employment information. The City conducts all public meetings in facilities that are wheelchair accessible. The City reviews all future facility acquisitions and remodeling for removal of architectural barriers. COMPLAINT PROCEDURE A. Any employee who feels he/she has been the victim of employment discrimination or sexual harassment should contact EITHER his/her supervisor, department head or Personnel Director as soon as possible as time is of the essence in investigating charges. The initial report can be oral or written, but a written and signed statement of the complaint must be submitted by the complainant within five scheduled work days of the initial report so an investigation can proceed into the matter. The formal written complaint must cite the specific incident(s) and may include the desired resolution. The Personnel Director will advise the City Administrative Officer of the receipt of all written employment discrimination complaints. B. Upon receipt of the written complaint, the Personnel Department will conduct or refer to others an investigation of the charges, including contacting the person(s) who allegedly engaged in the employment discrimination or sexual harassment, informing him/her/them of the basis of the complaint and providing an opportunity to respond. 13 The Personnel Department will report in writing to the complainant within ten working days of the progress and future course of the investigation. Updates will be provided monthly thereafter. C. Upon completion of the investigation, the Personnel Department and department head will consult on what, if any, disciplinary action will be taken. Discipline will be imposed by the department head or the appropriate official as specified in the Personnel Rules and Regulations. Bath parties will be notified of the action to be taken. The Personnel Director will advise the City Administrative Officer of the disposition of all employment discrimination complaints. D. If it is determined that employment discrimination or sexual harassment has occurred, appropriate disciplinary action, up to and including dismissal, will be taken. The severity of the discipline will be determined by the severity and/or frequency of the offense. E. Disciplinary action taken under this procedure may be appealed with or without representation subject to appeal or grievance procedures indicated in the appropriate Memorandum of Agreement or Personnel Rules and Regulations. F. A complainant who is not satisfied with the disposition of the investigation may submit an appeal to the City Administrative Officer within ten scheduled work days from receipt of the conclusion of the Personnel Director. G. Complainants may appeal the City Administrator Officer's disposition of the investigation to the Personnel Board. CONFIDENTIALITY To the extent feasible, proceedings under this policy and all reports and records filed shall be confidential to the parties involved, and reasonable effort shall be made to protect the privacy interests of the parties. SEXUAL HARASSMENT AVOIDANCE POLICY It is the policy of the City of San Luis Obispo that all employees should be able to enjoy a work environment free from all forms of discrimination, including sexual harassment. In accordance with federal regulations requiring employers to adopt clear policies prohibiting sexual harassment in employment, the City Council has adopted the policy statement set forth in full below: Policy Against Sexual Harassment: It is the policy of the City of San Luis Obispo that employees have a working environment free of unlawful discrimination. The work environment should be business-like and assure fair, courteous treatment for employees and the public we serve. Sexual harassment may constitute illegal 14 sex discrimination and may violate both state and federal law. It is employee misconduct that could decrease work productivity, undermine the integrity of employment relationships, decrease morale and cause severe emotional and physical stress. All employees should be informed of the discrimination complaint process and be assured of their right to file complaints without fear of reprisal. All employees, including supervisors and managers, shall receive ongoing training regarding behavior that constitutes sexual harassment Employees should also understand the importance of reporting incidents promptly to assure that further incidents do not occur. The City Council expects City department heads to convey to their employees strong disapproval of sexual harassment. Al employees including supervisors and managers should be clearly informed regarding behavior that constitutes sexual harassment or creates the perception of sexual harassment and the consequences of such actions. The employees should be aware that sexual harassment of another employee shall be grounds for disciplinary action. Employees also should be aware that ignoring sexual harassment complaints is also grounds for disciplinary action. Definition of Sexual Harassment: "Sexual harassment" as used in this policy includes any unsolicited and unwelcome sexual overtures by any employee, supervisor, manager or, non-employee, be they written, verbal, physical, visual, whenever: • Submission is made either explicitly or implicitly a term or condition of assignment or employment; • Submission or rejection by an employee is used as a basis for employment decisions affecting the employee; z • Such conduct has the potential to affect an employee's work performance negatively or create an intimidating, hostile or otherwise offensive work environment. RESPONSIBILITY Employee: 1. If possible, politely but firmly confront whomever is doing the harassing. State how you feel about his/her actions and request that the person cease harassing you immediately. Document in writing the date, location and conversation for your own records. 15 2. If this does not resolve the concern (problem/situation) or if the employee feels uncomfortable or threatened, report any act of sexual harassment to your immediate supervisor or department head or the Personnel Department, as provided in the complaint procedure. The choice is left up to the employee. Supervisor Department Head 1. Inform all employees under your direction of the City policy and complaint procedure regarding sexual harassment. 2. Receive complaints of sexual harassment from employees and immediately report any complaints of sexual harassment to the Personnel Department. 3. Confer with the Personnel Department on extent of investigation and discipline. 4. Following the investigation, take appropriate action, including discipline as appropriate. - Personnel Department 1. Conduct Sexual Harassment Avoidance Training Programs for all City employees. 2. Assume responsibility for administration of the complaint procedure. 3. Receive and review any and all complaints. 4. Conduct or assist in all investigations and consult with the Department Head on disciplinary action as may be .appropriate. 5. Advise City Administrative Officer of the receipt and disposition of all sexual harassment complaints. 6. Prepare the documentation for the hearing before the City Administrative Officer. City Administrative Officer 1. Assume responsibility for the administrative appeal process. 2. Conduct a confidential hearing as expeditiously as possible upon receipt of an appeal. 3. Provide the employee with a written response within ten scheduled work days from the conclusion of the administrative hearing. 16 Personnel Board 1. Hear appeals of disciplinary action pursuant to the City Personnel Rules and Regulations and appeals from employees dissatisfied with the City Administrative Officer's disposition of the investigation in accordance with the City's Grievance procedures. WORKFORCE UTILIZATION ANALYSIS The purpose of a workforce utilization analysis is to identify the specific areas within the City of San Luis Obispo workforce in which women and minority group members are under- utilized in comparison to their availability within the relative labor market. The City's workforce is composed of eight occupational categories: Official/Administrator, Professional, Administrative Support, Technician, Para-professional, Service/Maintenance, Skilled Craft, and Protective Services. In addition, each of the occupational categories consist of a number of job groups. Job groups are classifications that have similar job content, skill level, promotional opportunities, or compensation. Affirmative Action goals and timetables are established in those instances where the utilization of protected group members employed by the City is less than their availability within the relative labor market. A workforce utilization analysis is prepared on an annual basis by the Personnel Department, and appropriate recommendations made to the City Council, City Administrative Officer and all department heads for Affirmative Action goals and timetables to remedy problem areas. Affirmative Action goals and timetables are recommended for all occupational categories in which women or minority group members are employed at levels that are below labor market availability. The City has determined that for the majority of recruitments the relevant labor markets for the purposes of the Affirmative Action Plan will be the County of San Luis Obispo. Occasionally different labor markets will be utilized depending upon the minimum standards of the specific position. The figures show that the available labor force is close to census parity. These figures do NOT indicate if the available minority and female populations possess the necessary knowledge, skills, and abilities to be employed by the City. The following identifies the under-utilization of females, Hispanics, Blacks, and other minorities (American Indian, Asian, Pacific Island, etc.) in City employment by job category as defined in the 1990 EE04 report (please see the following pages): 17 • N t C d N 7 N � V � :r T 0000 Mcco x000 ufo00 Coco 0000 l0 r N N a R CD O r "Coo L7 r 0 0 r C 0 0 0 c O r Coco O r 0 0 C C) d C M d C Gr Coco 1e00r rCoo �n0co Coco ever O O N r m Off CC x000 Mr Or Or00 locco 0000 Or00 m • 'O •� W d NT" Coco C7r00 rr00 (O 0 r 0000 0r00 d 'v .v S O m a o - a V y Q .6 > a 8i Q M a m d m w s � a m m a Y N22Z to to f6Z2i" to24u to Ma Cr = C i d 3 CL I*q N 'C? AIfIrV3 Derr C7 nmr C! NID rC! W V � 0 maia �e C mrHJ Co f°r17 �mrM vmr0 pmrV l0 O Y m O A v ¢J � o � C '1700 OON Iq0 0 Lacm 000 N O Q C ly c m C A m t O V Z r V r 0 0 Q ONO O m N O r ^a m r 0 Q N r 0 0 e 0 0 0 C � iff O LL Wis b 0 -2 a 8 IE 9 J. ics 6 A HAS 9AU1.2 I-U..Mg d, CL � N � m . m 3 � 18 k - _000 _000 $ & $ CY000 _oo= ■ Noce. -occ .• .. } ¢ § _000 _coo $ 7 CY000 n00a I 2 to am ) � . ) CO � � 7 ] ZCC ] cc =22$ e$$2 § � § ■ � ■ � a 2 §CY Nil - , « „ - a � | ° c t cc §§§§ §(§K 2 � 0Ek0 §§0§ ) � E | C l C § a , u ■ e0C-0 ■�-©- % 0 § 2 c / ■ �2c� � !� 2§ J � U. A� � 19 . GOALS AND TIMETABLES Affirmative Action Plan and timetables are flexible numerical objectives, based on the availability of protected group members in the relevant labor market that reflect the anticipated results of diligent good faith efforts applied to the hiring and advancement of protected group members. Used as such, goals and timetables are an appropriate measure of Affirmative Action progress. The goals used in the Affirmative Action Plan for the City of San Luis Obispo are based on the availability of protected group members in the relevant labor market. These employment goals represent a reasonable objective that the City of San Luis Obispo and its operating departments shall seek to achieve. The goals and timetables reflect the City's commitment to a rate of employment that is at least equal to the availability of women and minority group members in the relevant labor markets. Affirmative Action goals will be reviewed and updated on an annual basis by the Affirmative Action Committee and appropriate recommendations made to the City Council, City Administrative Officer and all department heads to remedy problem areas. The Affirmative Action Officer will review and update the City's workforce statistics to assess the extent to which annual Affirmative Action goals and timetables are being achieved. Equal Employment Opportunity efforts and Affirmative Action results will be incorporated into the annual objectives and performance evaluations of all department heads and supervisors. 20 Access California ___ r -• � California Conservation Corp. Casserly Associates 4'9 Del 'Sol Court Attn: Timothy Franklin 3463 State St. , Suite 277 San Luis Obispo, CA 93401 P.O. Box 5207 Santa Barbara, CA 93105 San Luis Obispo, CA 93403 :en & Associates California Conservation Corps. Candelaria 4040 Marsh Street, Suite 115 San Luis Obispo Center American Indian Council San Luis Obispo, CA 93401 P.O. Box 1380 P.O. Box 8110 San Luis Obispo, CA 93406 San Luis Obispo, CA 93403-811 Alcohol Services California Conservation Corp. Cambria Connection Attn: Vince Cimino 2450 Suite A Main St. 1530 Capitol Avenue Cambria, CA 93428 Sacramento, CA 95814 Allan Hancock College Pre-Release Sunervisor Job Placement Career Center Catholic Youth Organization 800 S. College Department Corrections 2013 Colorado Ave. , Suite 202 Santa Maria, CA 93454 at Tehachapipi P.O,., Box 1031 Santa Monica, CA 90404 Tehachapi, CA 93561 Atascadero State Hospital California Men's Colon Personnel Office Y CC1VA - Attn: Sgt. Lopez P.O. Box "A„ Personnel Office 7165 Sombrilla Ave. Obis San Luis Obispo, 93409 Atascadero, CA 93423 P.O. Box Atascadero, CA 93422 Bakersfield Community College Cal Poly State University Student Placement Handicapped Student Service City of Arroyo Grande I Panorama Dr. Student Union 103 Personnel Department _.ersfield, CA 93305 San Luis Obipso, CA 93407 214 E. Branch St. Arroyo Grande, CA 93420 Bates Career Services Calif. State Polytechnic 1318 Chorro University at San Luis Obispo City of Atascadero San Luis Obispo, CA 93401 Personnel Department Personnel Department San Luis Obispo, CA 93407 P.O. Box 747 Atascadero, CA 93422 Calif. State Polytechnic Jeri Benchman University at San Luis Obispo City of Bakersfield Vocational Services Placement Center Personnel Department 1318 Chorro Street San Luis Obispo, CA 93407 1501 Truxtun Ave. San Luis Obispo, CA 93401 Bakersfield, CA 93301 California State Univ. Chico City of Chino Jaleah Brynn Placement Office Attn: Joanie Calif. Dept. of Rehabilitation Chico, CA 95926-0700 13220 Central Ave. 1102 Laurel Lane, Suite B Chino, CA 91710 San Luis Obispo, CA 93401 CA Connections Publications Caltrans City of Fresno P.O. Box 90396 P.O. Box 8114 Personnel Department Long Beach, CA 90809-0396 San Luis Obispo, CA 93403-8114 2348 Mariposa St. Fresno, CA 93721 CCC Academy Cambria Community Services Dist. City of Grover City P.O. Box 5207 P.O. Box 65 Cambria, CA 93428 Personnel Department San Luis Obispo, CA 9.3403 154 S. 8th St. Attn: Terri Dunivant 21 . Grover City, CA 93433 City 'of Hesperia Cooperative Personnel Service-, Personnel Department Merit Systen Services EDD .P.O. Box 2966 191 Lathrop Way, Suite A P.O. Box 8110 Hesperia, CA 92345 Sacramento, CA 95815 San Luis Obispo, CA 93403-811 f of Lawndale Coor. Pers./AA E.O.C. (..-enmity Information Officer Cuesta College Personnel Office 14717 Burin Ave. P.O. Box J 880 Industrial Way Lawndale, CA 90260 San Luis Obispo, CA 93403 San Luis Obispo, CA 93401 City of Lompoc Crawford Health 6 Rbhab. E.O.C. Personnel Department 11549 Los Osos Valley Rd. 750 Orcutt Road 100 Civic Center Plaza Suite A-3 San Luis Obispo, CA 93401 Lompoc, CA 93438 San Luis Obispo, CA 93401 City of Morro Bay Cuesta College Employment 6 Training Personnel Department Handicapped Student Services 218 West Carmen Lane, Suite 2( 595 Harbor St. P.O. Box J Santa Maria, CA 93454 Morro Bay, CA 93442 San Luis Obispo, CA 93406 City of Paso Robles Cuesta College Employment Development Dept. Personnel Department Learning Skills-Dana Gough 835 Park Street 1030 Spring St. P.O. Box 8106 Paso Robles, CA 93446 Paso Robles, CA 93446 San Luis Obispo, CA 93403-8106 City of Pismo Beach Cuesta College Experience Unlimited P• Nnnel Department Personnel Office 7001A East Parkway 1. Bello Avenue P.O. Box 8106 Sacramento, CA 95823 Pismo Beach, CA 93449 San Luis Obispo, CA 93403-8106 -ity of Salinas D.S. Associates Filipino Womens' Club Personnel Department 11555 Los Osos Valley Rd. 88S S. 13th St. 200 Lincoln Avenue Suite A-3 Grover City, CA 93443 Salinas, CA 93901 San Luis Obispo, CA 93403 .ity of Santa Ana Department of Rehabilitation The Gain Program 20 Civic Center Plaza 400 N. Mc Clelland 10577 Boulder St. 1-24, P.O. Box 1988 Santa Maria, CA 93454 Nevada City, CA 95959 Santa Ana, CA 92702 Attn: Marsha :ity of Santa Maria Department of Social Services Golden Gate University 'ersonnel Department Box T Program Coordinator :10 EAst Cook St. San Luis. Obispo, CA 93406 P.O. Box 5638 Santa Maria, CA 93454 Vandenberg AFB, CA 93437 :oast Rehabilitation Services Director of Affirmative Action Golden State Schools :950 De La Vina St, Suite #5 Personnel Office 402 Franel Road Santa Barbara, CA 93105 Cal Poly State University Santa Maria, CA 93454 San Luis Obispo, CA 93407 :areer Center ECOS Tom Griffith $ Assoc. .olombia College 101 W. Branch #2 Vocational Consultants o0. Box Community College Dist. Arroyo Grande, CA 93420 15 East Carrillo St, Suite B :ol Box ombia. CA 95310 22 1849 Santa Barbara, CA 93101 ol J. Groshart Vocational Los Angeles Pierce College Norine Petroni Research F Development Attn: Student Employment Career Technician . P.O. Box 926 6102 Winnetha Ave. 1350 California Blvd. Santa Ynez, CA 93460 Woodland Hills, CA 91364 San Luis Obispo, CA 93401 e of Prayer Manning Rehabilitation Services PIC-V 811 E1 Capital Way 5301 Office Park Dr. , #125 Santa Barbara County San Luis Obispo, CA 93401 Bakersfield, CA 93309-0652 218 West Carmen Lane, Suite 2 Santa Maria, CA 93454 Humbolt State University Job Development Specialist Mattison Vocational Services Pre-Release Education Departm Student Employment Office P.O. Box 746 P.O. Box 2000 Arcata, CA 95521 Los Olivos, CA 93441 Vacaville, CA 95696-2000 City of Irvine Attn: City Clerk Rita Newman Private Industry Council 1 Civic Center Plaza M.E.D. 218 W. Carmen Lane Irvine, CA 92714 1318 Chorro St. Suite 209 San Luis Obispo, CA 93401 Santa Maria, CA 93454 Isla Vista Sanitary Dist. Mexican-American Opportunity Private Industry Council P.O. Box 4 Foundation 1270 Peach St. Goleta, CA 93116 2000 28th Street San Luis Obispo, CA 93401 Bakersfield, CA 93301 J.F.S. Coordinator Monterey City Library Rehabilitation Group Inc. 1 Latin San Ardo Branch 1216 State St. , Suite 410 _ Scottsdale Dr. P.O. Box 192 Santa Barbara, CA 93101 San Jose, CA 95148 San Ardo, CA 93450 Job Agency of Santa Barbara Nipomo Health Clinic Rehabilitation, CA St. Dept. 1213 State Street P.O. Box 445 1101 Laurel Lane Santa Barbara, CA 93101 Nipomo, CA 93444 San Luis Obispo, CA 93401 Job Services P.O. Box 8110 North County Women's John Richards San Luis Obipso, CA 93403 Resource Center 1540 Marsh St. , Suite 310 P.O'. Box 2155 San Luis Obispo, CA 93401 Atascadero, CA 93423 Kern County Personnel Oceano Community Services Dist. Sacramento Municipal Utility 1120 Golden State Avenue P.O. Box 599 District Bakersfield, CA 93301 Oceano, CA 93445 Outplacement Center-Mail Stop"- 133 top_133 Department G.A. P.O. Box 15830 La Puente Library PACE Sacramento, CA 95852-1830 1520 E. Central Ave. 9625 Black Mt. Rd, Suite 305 L -,iente, CA 91744 Sandiego, CA 92126 Larson & Benchman Paso Robles Health Dept. Vocational Rehab. Services P.O. Box 155 669 Pacific, Suite G Paso Robles, CA 93446 San Luis Obispo, CA 93401 .23 County of. Yuba. _ Jib Development F Training De 825 9th Stteet; #C. _ Marysville, CA 95901 i College A.WOB North Beal_ a Road Marysville; CA 95901 24 e Attachment B: CITY OF SAN LUIS OBISPO POSITION TITLES and EEO JOB CATEGORIES ADMINISTRATION DEPARTMENT Assistant City Administrator Officials/Administrators City Administrative Officer Officials/Administrators Administrative Analyst Professional Transit Manager Professional Technical Systems Coordinator Technician Executive Secretary (Conf.) Administrative Support Secretary II Administrative Support ATTORNEY'S OFFICE City Attorney Officials/Administrators Assistant City Attorney Professional Legal Secretary (Conf.) Administrative Support CITY CLERK City Clerk Officials/Administrators Assistant City Clerk Administrative Support Office Assistant I Administrative Support Secretary II Administrative Support FINANCE DEPARTMENT Finance Director Officials/Administrators Chief Accountant Professional Financial Systems Manager Professional Revenue Manager Professional Accounting Supervisor Technician Computer Systems Technician Technician Customer Services Supervisor Technician Office Assistant I Administrative Support Accounting Assistant II Administrative Support Accounting Assistant III Administrative Support Executive Secretary Administrative Support PERSONNEL DEPARTMENT Personnel Director Officials/Administrators Personnel Analyst Professional Executive Secretary (Conf.) Administrative Support Clerical Assistant 11 (Conf.) 25 Administrative Support COMMUNITY DEVELOPMENT DEPARTMENT Director Community Development Officials/Administrators Assistant Planner Professional Associate Planner Professional Chief Building Official Professional Plan Check Engineer Professional Principal Planner Professional Senior Planner Professional Building Inspector Technician Building Permit Coordinator Technician Computer Graphics Technician Technician Graphics Technician Technician Zoning Investigator Technician Executive Secretary Administrative Support Office Assistant I Administrative Support Secretary II Administrative Support PUBLIC WORKS DEPARTMENT Director Public Works Officials/Administrative City Engineer Officials/Administrative Administrative Analyst Professional Arborist Professional Engineering Field Supervisor Professional Parking Program Coordinator Professional Parks & Building Manager Professional Projects Manager Professional Supervising Civil Engineer Professional Streets Manager Professional Building Maintenance Supervisor Technician Building Maintenance Technician Technician Engineering Assistant Technician Engineering Technician Technician Field Engineering Assistant Technician Golf Course Supervisor Technician Misc. Project Inspector Technician Parking Enforcement Officers Technician Parks & Bldg. Project Assistant Technician Parks Supervisor Technician Pool Maintenance Technician Technician Public Works Inspector Technician Streets Project Coordinator Technician Streets Supervisor Technician Parks Supervisor Technician Supervising Mechanic Technician 26 PUBLIC WORKS (CONTINUED) Executive Secretary Administrative Support Secretary I Administrative Support Secretary II Administrative Support Heavy Equipment Operator I Skilled Craft Heavy Equipment Operator II Skilled Craft Heavy Equipment Mechanic Skilled Craft Signal Maintenance Mechanic Skilled Craft Janitor II Service/Maintenance Maintenance Worker I Service/Maintenance Maintenance Worker II Service/Maintenance Maintenance Worker III Service/Maintenance Tree Trimmer Service/Maintenance Tree Trimmer II Service/Maintenance Street Painter Service/Maintenance UTILITIES DEPARTMENT Utilities Director Officials/Administrators Administrative Analyst Professional Utilities Engineer Professional Wastewater Division Manager Professional Water Division Manger Professional Water Conservation Coordinator Professional Industrial Waste Inspector Technician Telemetry & Instrumentation Tech. Technician Wastewater Collection Supervisor Technician Wastewater Lab Technician Technician . Wastewater Trt. Plant Supervisor Technician Water Distribution Supervisor Technician Water Lab Technician Technician Water Treatment Plant Supervisor Technician Executive Secretary Administrative Support Utility Worker II Skilled Craft Utility Worker III Skilled Craft Wastewater Trt Plant Operator I Skilled Craft Wastewater Trt Plant Oper./Trainee Skilled Craft Water Service Worker II Skilled Craft Water Service Worker III Skilled Craft Water Supply Operator I Skilled Craft Water Supply Operator II Skilled Craft Water Trtmnt. Plant Operator II Skilled Craft Maintenance Worker I Service/Maintenance 27 RECREATION DEPARTMENT Recreation Director Officials/Administrators Principal Rec. Supervisor Professional Recreation Supervisor Technician Recreation Coordinator 1 Para-Professional Recreation Coordinator II Para-Professional Secretary II Administrative Support Clerical Assistant II Administrative Support POLICE DEPARTMENT Police Chief Officials/Administrators Police Captain Professional Police Lieutenant Professional Support Services Manager Professional Communications Technicians Technician Communications Technicians II Technician Crime Prevention Coordinator Technician Evidence Technician Technician Police Feld Services Tech. Technician Supervising Records Clerk Technician Police Officer Protective Service Police Sergeant I Protective Service Exec. Secretary Administrative Support Office Assistant I Administrative Support Records Clerk II Administrative Support Secretary II Administrative Support Janitor II Service/Maintenance FIRE DEPARTMENT Fire Chief Officials/Administrators Fire Battalion Chief Professional Fire Captain (Suppression) Professional Fire Marshal/Bat Chief Professional Fre Protection Specialist Professional Health & Fitness Coordinator Professional Fre Inspector Technician Fire Plan Check Inspector Technician Graphics Technician Technician Hazard Materials Inspector Technician Public Education Specialist Technician Fre Engineer Protective Service Firefighter Protective Service Executive Secretary Administrative Support Secretary II Administrative Support Fre Vehicle Mechanic Service/Maintenance 28 MEETING AGENDA , DATE MR June 4, 1991 MEMORANDUM TO: Mayor and City Councilmembers VIA: John Dunn, City Administrative Officersoj FROM: Ann McPike, Personnel Director SUBJECT: HRC Comments on the Draft Affirmative Action Plan Councilmember Roalman has requested that a copy of the comments submitted to the Personnel Board by the Human Relations Commission be circulated to the Council. Attached are the HRC comments that the Personnel Board considered at their March 21, 1991 meeting. Please feel free to contact me if you have any questions. Achm L?FYI ❑ CDD DR iFIN.DIXgAo O IATTOREyQFWDQ'Cl MGMTTEW ❑ RECDJAEl CREADiFU [D aMtK POL March 19, 1991 MEMORANDUM TO: Personnel Board FROM: Human Relations Commission SUBJECT: Draft Affirmative Action Policy The Human Relations Commission was pleased to have an opportunity to fully review the Draft Affirmative Action Plan. We would like to forward the following recommendations to the Personnel Board for incorporation into your March 21, 1991 discussion of the Plan. Most importantly, the commission felt that as a policy document the Draft Affirmative Action Plan (DAAP) was adequate. However, the Commission was very concerned that an implementation plan did not accompany the DAAP. As we reviewed each section of the plan, our primary discussion consistently focused on "how will this be achieved and in what time-frame?" Therefore, we would like to strongly encourage the Personnel Board to recommend to the Council that an implementation plan for the DAAP be developed as soon as possible with specific time-frames for accomplishing the tasks outlined in the Plan. The Commission would also like an opportunity to review the implementation plan prior to its finalization. In addition to our concerns regarding implementation of the DAAP, the Commission also offers the following recommendations: I. Affirmative Action Policy Statement * The Commission felt that the policy statement was very positive and would only recommend that "sexual preference" be added to the second sentence of the second paragraph. II. Statement of Purpose * The Commission recommends that"nor to hiring under-qualified candidates for employment" be deleted from the first sentence of the first paragraph. It was felt that this portion of the sentence implied that affirmative action and hiring under-qualified candidates were synonymous practices. Page Two Draft Affirmative Action Plan Comments Ill. Assignment of Responsibilities A. Section C - Affirmative Action Officer * The Commission recommends that the Affirmative Action Officer review the DAAP with employees annually. This would reinforce the importance that the City places on affirmative action. B. Section H - The Affirmative Action Committee * The Commission recommends that the employee associations participate in selection of the Affirmative Action Committee, that Committee membership include minorities, women, and employees from all levels of the organization, and that term limitations be established for Committee members. IV. Communicating the Plan A. Internally * The Commission recommends that the second sentence of item number three be amended as follows: "A copy of the policy will be given to each employee annually°. The Commission felt that receiving an annual copy of the DAAP will reinforce the importance'the City places on affirmative action. V. Implementation of Plan A. Recruitment * The Commission recommends that a statement be added that addresses what the City does to insure that existing City employees have promotional opportunities. Specifically, our recruitment. practices encourage new minority hires, but, what does the City do to enhance our existing minority employee promotional opportunities. * The Commission recommends that a statement be added that demonstrates the City's commitment to reducing barriers for potential employees that cannot read or write english, but otherwise could completely carry out a City job. As an example, advertising job availability in languages other than english. Page Three Draft Affirmative Action Plan Comments B. Selection * The Commission recommends that the second sentence of the third statement under the "Selection" section be moved to the "Recruitment" section as this more appropriately reflects a recruitment activity. C. Training * The Commission recommends that all City employees receive annual sexual harassment avoidance training. This will reinforce the importance the City places on creating a work place free of sexual harassment. * The Commission recommends that a statement be added that addresses the type of outreach activities the City will implement to encourage employee involvement in training opportunities. * The Commission recommends that a statement be added that clarifies how the City's training programs are administered. Specifically, what steps must an employee take to qualify for training, how often can an employee participate in training, are training programs City funded, does the employee receive regular pay while participating in training, etc. D. Disabled Workers * The Commission recommends that the second statement under "Disabled Workers" be deleted. The American Disabilities Act requires that all jobs be made available to persons who are disabled. * The Commission recommends that the fifth statement be changed to read: 'The city conducts all public meetings in facilities that meet . all current accessibility requirements." as required by the American Disabilities Act. Vl. Complaint Procedure A. The Commission recommends that the statement "complaining employee" located in the first paragraph be changed to "complainant". The Commission would also recommend that a time-frame be established for the Personnel Director to report complaints to the City Administrative Officer. Page Four Draft Affirmative Action Plan Comments B. The Commission recommends that the City be required to develop a time- frame for complaint closure after 60 days had elapsed (from a complaint submittal). C. The Commission recommends that a time-frame be established for setting Personnel Board hearing dates for appeals of City Administrative Officer complaint decisions. Please contact Marion Wolff or Deb Hossli at 549-7151 if you have any questions regarding our recommendations. Thank you.