HomeMy WebLinkAbout02/20/2001, C1 - COUNCIL MINUTES OF SATURDAY, FEBRUARY 3, 2001 AND TUESDAY, FEBRUARY 6, 2001 (PRICE) Matic Dare
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CITY OF SAN LUIS OBISPO
C1. COUNCIL MINUTES OF SATURDAY, FEBRUARY 3, 2001 AND TUESDAY,
FEBRUARY 6, 2001. (PRICE)
Minutes to Follow at a Later Date
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council
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CITY O F SAN LUI S OBIS PO
FROM: Ann Slate,Director of Human ResourceS$a
PREPARED BY: Jill Sylvain, Human Resources Analys
SUBJECT: City of San Luis Obispo Affirmative Action Plan
CAO RECOMMENDATION.
Adopt a resblution updating the recruitment goals of the City's Affirmative Action Plan and
approve changing the name of the plan to the Workforce Diversity Plan.
DISCUSSION
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 to a workplace
free from discrimination. 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.
In 1978, the Equal Employment Opportunity Commission developed guidelines that public
agencies and educational institutions, who were recipients of certain federal grant funding, must
have equal opportunity programs. In 1979, the City Council of San Luis Obispo adopted its first
Affirmative Action Program. Since that time, the program has undergone periodic review and
modification. In 1991 and 1993, the Plan was updated by the Affirmative Action Committee and
adopted by the City Council. In 1995 the plan was reviewed; the review committee concluded
no changes were warranted and recommended updating the recruitment goals in 1997 for Council
approval. The recruitment goals. were updated and adopted by Council in February 1997. In
January of 1998 the Affirmative Action Committee voted to change its name to the Workforce
Diversity Committee. The Committee agreed this was a better reflection of the Committee's
focus.
The City Council is required to review the updated Affirmative Action Plan in February of every
odd numbered year. Please note the only changes to the plan are the attached updated five-year
recruitment goals and a proposed name change from'the Affirmative Action Plan to the
Workforce Diversity Plan which the Workforce Diversity Committee believes is a better
reflection of the intent of the Plan. The City's current Affirmative Action Plan is available in the
Council Reading file.
On November 5, 1996 the "California Civil Rights Initiative" (Proposition 209) which abolished
Affirmative Action Plans in California was approved by voters. This proposition raised many
questions, among them: What affect did Prop 209 have on' the City's Affirmative Action
Program? The City went into a temporary holding pattern as the case wound its way through the
C2-1
Council Agenda Report—City of San Luis Obispo Affirmative Action Plan
Page 2
courts. The initiative was appealed all the way to the Supreme Court who refused to hear the
appeal, thus making it law in March 1997.
Still of particular concern to our City is the question of how and when the "federal funding"
exemption can be utilized. This exemption in Prop. 209 allows agencies to continue using
affirmative action programs that are required by federal law as a condition of maintaining or
receiving federal funding. Currently the City is receiving federal funding and would not want to
jeopardize this source of funds by dismantling our current program.
Furthermore, the City's Affirmative Action Plan has never contained hiring"quotas", only hiring
goals, our Plan "._.ensures a work environment free of unlawful employment discrimination and
harassment..." A strong argument can be made that affirmative action policies have actailly,
strengthened the nation's workforce, its higher education system, and government contracting
programs by expanding the pool of qualified applicants for jobs, college/university admissions
and government contracts, and providing greater opportunity for upward mobility to racial and
ethnic groups and women who were previously denied opportunities.
The Human Resources Department has updated the workforce utilization analysis. The labor
market information provided by the State of California is based on the 1990 Census and is a
reflection of the population that was available to work in 1990. It is not a reflection of our local
population of ethnic minorities and-females since that includes individuals who are not available
to work (e.g. school age children and retired persons). Unfortunately data from the 2000 census
is still not available and probably will not be for at least another year according to the Bureau of
Labor Statistics.
The current analysis indicates that the City's greatest area of underutilization of protected classes
is in protective services (police and particularly, fire) where females are not adequately.
represented. Statistically, the disparity is 37.96%.below the relevant pool, which is 'slightly
improved from the 39.4% recorded two years ago. Recruitment strategies to attract qualified
female candidates are constantly being reviewed so that the City can move towards realistically
achieving its Workforce Diversity goals. Likewise, in the professional category, women are
underutilized and recruitment goals are being identified to assist in correcting the disparity. One
of our greatest challenges is recruiting female applicants in the skilled craft and
service/maintenance categories. Historically these are considered "non-traditional" jobs for
females. Hispanics are underutilized in the occupational categories of professionals, technicians,
protective services and administrative support. Human Resources has been involved in outreach
programs at local high schools in hopes of attracting a more diverse applicant pool for these
types of positions. The response, to date, has not been significant. In addition, our current job
openings are listed on the Internet; the goal is to attract a more widely diverse, qualified
applicant pool.
CONCURRENCES
The updated recruitment goals and Affirmative Action Plan name change have been reviewed
and approved by the Workforce Diversity Committee.
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Council Agenda Report—City of San Luis Obispo Affirmative Action Plan
Page 3
FISCAL IMPACT
The updated Affirmative Action Plan will be reprinted at a cost borne by the Human Resources
budget. Printing costs are minimal. There is no additional funding being requested at this time.
ALTERNATIVES
Do not adopt the updated Affirmative Action Plan. This is not recommended because it conflicts
with previous decisions to maintain a current plan and policy. It is a legal requirement to update
the Affirmative Action Plan.
t
ATTACHMENT
1. Resolution
Available in Council Reading File
Affirmative Action Plan
.z
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RESOLUTION NO. (2001 Series)
A RESOLUTION OF THE COUNCIL OF THE CITY OF SAN LUIS OBISPO UPDATING
THE GOALS AND CHANGING THE NAME OF THE AFFIRMATIVE ACTION PLAN
WHEREAS, the City of San Luis Obispo is committed to the concept of Equal
Employment Opportunities as a basic principal 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
WHEREAS, it is the City Council's responsibility to review the updated Affirmative
Action Plan every odd-numbered year•,
BE IT RESOLVED by the Council of the City of San Luis Obispo to adopt the updated
goals of the Affirmative Action Plan, shown in Exhibit A, and change the title of the plan to the
Workforce Diversity Plan
Upon motion of , seconded by ,
and on the following roll call vote:
AYES:
NOES:
ABSENT:
the foregoing resolution was adopted this day of , 199x.
Mayor Allen Settle
ATTEST:
Lee Price, City Clerk
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Resolution No. (2001 Series)
Page 2
APPROVED AS TO F
Jeffrey. G:Jorgensen, City omey
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