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Home My WebLink About2011-09-19 Work Session Minutes Minutes of Board of Commissioners’ Work Session Monday, September 19, 2011 Page 1 of 5 Pages Deschutes County Board of Commissioners 1300 NW Wall St., Suite 200, Bend, OR 97701-1960 (541) 388-6570 - Fax (541) 385-3202 - www.deschutes.org MINUTES OF WORK SESSION DESCHUTES COUNTY BOARD OF COMMISSIONERS MONDAY, SEPTEMBER 19, 2011 ___________________________ Present were Commissioners Tammy Baney and Anthony DeBone; Commissioner Alan Unger was out of the office. Also present were Erik Kropp, Interim County Administrator; Debbie Legg, Personnel; Tom Anderson, Peter Gutowsky and Nick Lelack, Community Development; and media representative Hillary Borrud of The Bulletin. Chair Baney opened the meeting at 1:30 p.m. 1. Discussion of Deschutes County Equal Employment Opportunity Plan. Erik Kropp explained that the Plan has to be renewed on a regular basis. Debbie Legg said that the percentages of County employees in relation to the population of the area are in good alignment. Legal review is required before submission. The Plan is kept on file and is released to various agencies upon request or as required if needed for grant approval, etc. DEBONE: Move adoption of the EEOP, pending legal review. BANEY: Second. VOTE: DEBONE: Yes. BANEY: Chair Votes yes. 2. Discussion of Regional Economic Opportunity Analysis. Peter Gutowsky gave an overview of the issue. He was able to meet with a State group last week about large lot industrial lands and the need for this type of property to be available. The report was funded by a DLCD grant, and justifies a short-term need for six sites in various jurisdictions. About 450 acres are needed in the short-term; this does not demonstrate leading to sprawl or affecting open space. The twenty-year plan is for seventeen sites. Minutes of Board of Commissioners’ Work Session Monday, September 19, 2011 Page 2 of 5 Pages He suggested how to avoid a potential objection or appeal. It is based on practical limits to the need for this kind of land. One approach is to deal with the twenty-year plan; the policy could have a time associated with it, or a successful attraction of companies. When the region successfully recruits four industrial firms, the policy can direct the groups to reconvene to look at this success and determine if it is well documented in the regional report. The circumstances or market forces might have changed, and they can make sure the approach and justification is still applicable. This says the area is committed but allows for market choices to change. It may give those who object to the report some reasons to support it. The report can be revisited and update. He got good feedback on this as a governance tool. Nick Lelack added that he is pleased this can come to the Board so quickly. This allows them to seek reimbursement for the grant and allows things to move more quickly. The Planning Commission held a hearing, closed the hearing and made a written recommendation in late August. Commissioner DeBone said he has gotten some feedback. Chair Baney stated that the idea of an appeal does not sway her opinion on policy. She met with someone who may want to appeal this issue. There was concern about a Goal 9 inventory being necessary in order to even apply. Mr. Gutowsky replied that this is an unprecedented part of Goal 9 under economic development, and this area if the first to handle it regionally. They believe that the Rule and State law give the County the right to do this, Ms. Craghead stated that they started off with the premise that there might need to be some beefing up of findings. Mr. Gutowsky pointed out that this needs to be approached in the best possible way. The process has been transparent from the beginning, and the County has diligently asked for feedback during the whole time. When resources are pooled as a region, consider infrastructure and employee base, that’s where the synergy comes from. Involvement of other agencies is a bonus. This is being elevated to a statewide level. Chair Baney said there are associated costs. However, it is hard to know how much since no one knows where the sites will be. Ms. Craghead stated that the study does not start with the premise as to whether the large lot industrial is needed. If you don’t know if you will need fifty-acre sites, it is hard to justify. Maybe the need is for just five or ten acre parcels. Minutes of Board of Commissioners’ Work Session Monday, September 19, 2011 Page 3 of 5 Pages Mr. Gutowsky said that the Board could deliberate until the Board feels they are comfortable to proceed. Business Oregon and EDCO and others should provide as much testimony as possible, either written or oral Mr. Lelack stated that the State identified the need. There is a shortage of this type of land in Oregon and the West Coast. The question is whether it is needed here, and when. Chair Baney said this is another tool or opportunity. It is not saying the smaller parcels within the UGB are being ignored. The current inventory does not have enough diversity. This would add to the diversity in the tri-county area. Commissioner DeBone asked for clarification on how this will be referenced. Mr. Gutowsky said there is a policy . He is excited about this for La Pine but the original work was based for La Pine concerning water and sewer. He feels La Pine’s issues have been addressed. Laurie Craghead said the analysis cannot be changed to a different policy framework. There will be a public hearing on Monday morning, and should be ready for consideration by the Board by then. 3. Update of Commissioners’ Meetings and Schedules. NeighborImpact’s meeting schedule conflicts with others, and Chair Baney cannot be there. She does not know if they want to have her stay on their board. Mainly they deal with the food bank, housing, etc. Commissioner DeBone said he may consider finishing out the year for her to see how it goes. _______________________ Chair Baney said she will be very busy as President of AOC next year. She is still involved with the governor’s task force as well. 4. Other Items. Mr. Lelack said he attended a planning directors meeting that included representatives of DLCD and others. LCDC’s agenda for 2011-13 is being developed. On the LCDC agenda to possibly be adopted in October is HB 2229, the Big Look, with one county to be considered. Southern Oregon counties are relying on the legislature to fix their problems. He thinks the county might be named by the end of the month, if they name one at all. Minutes of Board of Commissioners’ Work Session Monday, September 19, 2011 Page 4 of 5 Pages They may also put on LCDC’s policy agenda some rulemaking on soil types and what it suitable for EFU in various parts of the state. _______________________ Commissioner DeBone said he attended a meeting where Gregory McLaren of the Department of Energy talked about geothermal. They are looking to implement another big step in the process, and have deep wells ready for testing for geothermal potential. _______________________ Commissioner DeBone said that regarding the MPO meeting, there is a question whether a Commissioner needs to be there. It involves federal dollars and he is being asked to vote on things he does not understand . However, the bylaws say a Commissioner needs to be involved. He wonders if Commissioner Unger would be interested. Tammy said she is on the OTC, which may be a conflict. She thought that perhaps Peter Russell might be the appropriate person to represent the County. _______________________ Chair Baney indicated that the Board’s letter of preference regarding the development of Highway 97 north of Bend evidently was not taken as being neutral. There was no time to do more. The expressway designation is the reason for this, but it is not community-friendly. The biggest piece is having this as a part of the OTC meetings, considering connectivity and practical applications. Commissioner DeBone noted that as proposed, one solution would close about 18 access points for residential and commercial, so it is a big deal. He will try to have some one on one meetings with those involved. Being no further discussion, the meeting adjourned at 2:30 p.m. I r \/1 L ~ .~ DATED this l_ } .~ Dayof_~.-::-2011 for the U' =-__----.;;;;____ Deschutes County Board of Commissioners. Tammy Baney, Chair Anthony DeBone, Vice c1iiiit ATTEST: Alan Unger, Commissioner ~~ Recording Secretary Mindtes of Board of Commissioners' Work Session Monday, September 19,2011 Page 5 of 5 Pages I Deschutes County Board of Commissioners 1300 NW Wall St., Suite 200, Bend, OR 97701-1960 (541) 388-6570 -Fax (541) 385-3202 -www.deschutes.org WORK SESSION AGENDA DESCHUTES COUNTY BOARD OF COMMISSIONERS 1:30 P.M., MONDAY, SEPTEMBER 19,2011 1. Discussion of Deschutes County Equal Employment Opportunity Plan -Debbie Legg 2. Discussion of Regional Economic Opportunity Analysis -Peter Gutowsky 3. Update of Commissioners' Meetings and Schedules 4. Other Items PLEASE NOTE: At any time during this meeting, an executive session could be called to address issues relating to ORS 192.660(2) (e), real property negotiations; ORS 192.660(2) (b), litigation; ORS 192.660(2)(d), labor negotiations; or ORS 192.660(2) (b), personnel issues. Meeting dates. times and discussion items are subject to change. A II meetings are conducted in the Board ofCommissioners' meeting rooms at 1300 NW Wall St., Bend. unless otherwise indicated. /fYOIJ have questions regarding a meeting. please call 388-6572. Deschutes County meeting locations are wheelchair accessible. Deschutes County provides reasonable accommodations for persons with disabilities. For deaf, hearing impaired or speech disabled, dial 7-1-1 to access the state transfer relay service for 1TY. Please call (541) 388-6571 regarding alternative formats or for further information. I Deschutes County Equal Employment Opportunity Plan EEOP Short Form Deschutes County Equal Employment Opportunity Plan Grant Title: Multiple Grants Grant Number: Multiple Grants Grantee Name: Deschutes County Award Amount: Multiple Award Amounts Address: 1300 NW Wall Street, Suite 201 Bend, OR 97701 Deschutes County Contact Person: Debbie Legg, Personnel Services Manager Telephone Number: 541-385-3208 Date and effective duration of EEOP: October 1, 2011 -September 30, 2013 Equal Employment Opportunity Policy Statement: It is the policy of Deschutes County to provide equal employment opportunities in County government for all persons; to prohibit discrimination in employment on the basis of race, color, national origin, sex, religion, age, marital status, family relationship, sexual orientation, physical or mental disability, political affiliation, or any other classification protected by Oregon or federal law, and with proper regard for the privacy and constitutional rights of applicants and employees. Deschutes County will follow this policy in recruitment, hiring, promotion into all classifications, compensation, benefits, transfers, assignments, tours of duty, shifts, layoffs, returns from layoff, demotions, terminations, training, educational leave and use of County facilities. The County Administrator for Deschutes County is designated as the Equal Employment Opportunity (EEO) Officer. The EEO Officer has full authority to administer and promote an active program of equal employment opportunity. All members of the County's staff who are authorized to hire, supervise, promote, and terminate employees or who recommend or are substantially involved in such action will be made fully cognizant of and will implement the County's equal employment opportunity policy. Utilization Analysis Narrative: The overutilization variance between available community workforce statistics and County employees for all minorities in all job categories is 2.75%. The available community workforce includes the following minority representation: 0.17% Black males, 0% Black females, 1.53% Hispanic males, 1.89% Hispanic females, 0.19% AsianlPacific Islander males, 0.45% AsianlPacific Islander females, 0.37% American Indian!Alaska Native males, and 0.35% American Indian!Alaska Native females. The Deschutes County workforce includes the following minority representation: 0% Black males, .11 % Black females, 2.31 % Hispanic males, 2.53% Hispanic females, .22% AsianlPacific Islander males, .22% AsianlPacific Islander females, 1.21 % American Indian! Alaska N ati ve males, and 1.10% American Indian! Alaska Native females. Page I of3 Objectives: Deschutes County is committed to continue hiring and employment practices that maintain or improve minority opportunities for employment with the County. Deschutes County is committed to maintaining workforce profiles that closely reflect the available labor force minority statistics and improving the profiles for female representation in the relevant job categories. Based upon the results of the underutilization analysis, Deschutes County has established the following objectives: • Increase female representation in the job categories of technicians, service maintenance and sworn protective services by continuing to recruit qualified female applicants for these positions. • Maintain or improve minority representation in all job categories by continuing to recruit qualified minority applicants for all job category positions. Steps to Achieve Objectives: The following steps will be implemented to address the underutilization of females in the relevant job categories and to maintain or improve minority representation in all job categories. The County will: • Attend trainings on diversity recruiting strategies; • Provide training opportunities for employees in all job classifications to upgrade their skills and improve their career development opportunities; • Continue to send announcement ofjob openings to the state employment department; • Review recruitment and retention efforts and apply information derived from exit interviews to enhance these efforts; • Explore new methods to recruit employees; • Review and update the County's recruitment methods, practices and policies to promote equal employment opportunity through recruitment efforts; • Monitor recruitment efforts, policies and procedures to ensure that the County will meet and maintain gender and minority employment objectives; • Continue to increase attendance at job fairs which target women and minorities; • Continue to provide EEO training to supervisors and department directors on EEO policies, processes, documentation, interview processes and employment requirements; Page 2 oD • Continue to offer bilingual premium pay and tuition reimbursements for secondary language skills; • Continue to offer employees County-sponsored trainings on diversity. Dissemination: A representative from the Personnel Department will be designated to implement the Equal Employment Opportunity Plan for Deschutes County. External • Continue to include the statement "We are an equal opportunity employer" on all job announcements, "Deschutes County is an Equal Opportunity Employer" on all recorded job listings, and "EEO" on all employment ads. • Continue to include the statement "Equal Opportunity Employer. Women, Minorities, and the Disabled are Encouraged to Apply" on jobs posted on the county's website. • Post the EEO plan on the County's website. Internal • Post the EEO policy on bulletin boards throughout the County. • Post the EEO plan on the County's intranet site. • Annually meet with the County's department directors to distribute the EEO plan and ensure they are familiar with the objectives of the EEO plan. DATED this day of ___________20 11 for the Deschutes County Board of Commissioners. Tammy Baney, Chair Tony DeBone, Commissioner Alan Unger, Commissioner ATTEST: Recording Secretary Page 300 EEO Plan for Deschutes County Workforce Deschutes County Workforce and Community Comparison -2011 Male Gender and National Origin Female White Black Hispanic Asian o r pacll'ic Islander ~ll""nDl'''''''''Netlv. White Black Hispanic Asian or PacifIC Islander American Indian or Alaska Native Job Category Employee Count I (13& .... 19.E c t: elo .... 3:& Comparison Officialsl DC W ol1tloroe I~ 5600% Administrators Community 4,100 59.81% below -3.81% Professionals DC Wol1tlorce I 103 IComm_u_n_ity_ _ 3...:.,84_ 0-1 Comparison below Employee Count t 0 0 below <1l <1l U 0> ~~ t:(13o .... 3:& Employee Count <IJ <IJ u 0> .... ro.E ...... t: al o ~ 3:& Employee Count (13& .... 19.E ct:(13o .... 3:& Employee Count 0 .00% 1 0 0.00% 20 0 .00% below el& .... 19.E c t:el ~~ Employee Count el& .... 19 ~ al ~ ~ 0.. Employee Count <1l <1luO> ~~ o (133:~ Employee Count <1l <1l u 0> .... 19.E c t: el o .... 3:& Employee Count <IJ <1l U 0> .... ro ~t:t:(13 o 3:i 3:0.. <1l <1l U 0> Employee B 19 Count ~ al o ~ 3:& . __1 . !.:33'10 2OTo.29%_ av~v~% 2 .34 % 0 .32% 2.02% Technicians DC YVorkforce ICommunity Comparison 48 470 above 57 .14% 36.89% 20,25% o 2.£. below 0 0 nla 0.00%I 0 .00% 0.00% I 10 above 1.19% 0 .7 8% 0.41% 29 730 below 34.52% 57.30% -22 78% o o nla 0.00% 0 .00'A, 0 .00% 5 24 abolle 5 .95% 1.88% 4.07% o 10 below 0 .00% 0 .78% ·078% 10 above 1.19% 0.78% 041% I/) ~ .~ Q) (/) Q) > 15 ~ Cl. Sworn Non Sworn DC WOrkforce 117 ICommunity 352---Comparison above ~ 1 Community 44 Comparison below . DC VVOrkforce 82.98% 79.28'A, 3,70% 37.93% 68.75% -30 ,82% o o nla 0.00% 0.00% 0 .00% 6 4 above 4.26% 0.90% 3.35% 1__ 1 I 0 I above I 0 .7 1% noo% 0 .71% 1 4 10 abolle 9.22% 1~~'10 -8.35'A. o o 0 .00% 0.00% nla 0 .00% o~.oo% __0 . 0 .00% nla 0.00% ° o na o o nla 0.00% 0 .00% 0 .00% 0 .00% 0.00% 0 .00% o o nla o o nla 0.00% 0 .00% ;------j 0.00% 0 .00% 0 .00% 0.00% o o nla 0.00% 0.00% 0 .00% Administrative Support 11 240 above 5.7 9% 2.95% 2 .84% 45 be lOW 0.53% 0.55% .003% 40 above 0.53% 0 .49% 0.03% DC WoI1ttoR:e Skilled Crafts Icommunity Comparison 57 ~ 2 .82% ~ 113%380 1.69% above 0.00% 0 .00% 0.00% Service Maintenance -.l DC WoB:.force Community Comparison DC Workforce Community 14 70.00% 2,760 33.56% above 36.44% ~itelMale 44 .66% 47.17% o 25 below BJacl<lM81e 0.00% 0.17% Hisp!Malo 2.31% 1.53% As-Pl/MaJe 0.22% 0.19% AmI-ANlM81e 1.21% 0 .37% ~elFemalo 47.63% 47.88% BJacl<A=emale 0.11% 0.00% HisplFemaJe 2.53% 1.89% A>.f'I/Fema/e 0,22% 0.45% AmI-ANlFemale 1.10% 0 .35% Comparison -2 .51% -0 .17% 0.78% 0 .03% 0.84 % -0.25% 0 .11% 0.64 % -0 .23% 0 .75 % Shared/PersonnellEEO REPORTING/EEO Plan for Deschutes County Workforce-2011..wi1R81:11 "'81e rClliele Filial.xls .... .... ..Workforce Comparison EEO Plan for Deschutes County Workforce Community of Deschutes County Census -2011 (Community Breakout) Job Category Officials! Administrators Professionals Technicians Protective Sworn Services Non-Sworn Administrative Support Skilled Crafts Service Maintenance Total Community Employee Count - I Gender and National Origin Male Total Employees in American Category Asian or Indian or Pacific Alaska White Black Hispanic Islander Native White Black 6,855 4,100 0 85 0 20 2,545 0 100% 59 .81% 1.24% 0.29% 37.13% 9 ,259 3,840 25 20 30 4 5,190 0 100% 41.47% 0.27% 0.22% 0 .32% 0 .04% 56.05% 1,274 470 10 10 0 10 730 0 100% 36 .89% 0.78 % 0.78% 0.00% 0 .78% 57 .30% 444 352 0 4 0 10 78 0 100% 79 .28% 0.90% 2.25% 17 .57% 64 44 0 0 0 0 20 0 100% 68.75% 31 .25% 8,139 1,390 10 50 0 4 6,360 0 100% 17 .08% 0.12% 0.61% 0.05% 78 .14% 7,525 6,755 0 270 15 85 380 0 100% 89 .77% 3.59% 0.20% 1.13% 5.05% 8,225 2,760 25 200 35 20 4,705 0 100% 33 .56% 0.30% 2.43% 0.43% 0 .24% 57.20% 0.00% 41,785 19,711 70 639 80 153 20,008 0 -- 100% 47.17% 0.17% 1.53% 0.19% 0 .37% 47.88% White Black Hispanic Asian or Pacific American Indian White Black Islander or Alaska Native Male -- - Female American Asian or Indian or Pacific Alaska Hispanic Islander Native 60 25 20 0 .88% 0.36% 0.29% 95 25 30 1.03% 0 .27% 0 .32% 24 10 10 1.88% 0.78% 0 .78% 0 0 0 0 0 0 I 240 45 40 2 .95% 0.55% 0.49% 20 0 0 0 .27% 350 85 45 4 .26% 1.03% 0.55% 789 190 145 1.89% 0.45% 0.35% Hispanic Asian or Pacific American Indian Islander or Alaska Native Female - Shared/PersonnelfEEO REPORTING/EEO Plan for Deschutes County Wor k force-2011.~iIR8MI Male -Feiilale FiMI.xls ........... Community EEO Plan for Deschutes County Workforce Deschutes County Census -2011 (County Breakout) Job Category Officials! Administrators Professionals Technicians (and Para-Professionals) Protective Services Sworn Non-Sworn Administrative Support Skilled Crafts Service Maintenance I --' Total Em~lo~ee Count - --, Gender and National Origin Male Total Employees in American Category Asian or Indian or Pacific Alaska White Black Hispanic Islander Native White Black 75 42 1 30 100% 56.00% 1.33% 40.00% 299 103 4 1 1 177 100% 34 .45% 1.34% 0.33% 0.33% 59.20% 84 48 1 29 100% 57.14% 1.19% 34 .52% 141 117 6 1 4 13 100% 82 .98% 4.26% 0.71% 2 .84% 9.22% 29 11 3 1 14 100% 37 .93% 10 .34% 3.45% 48 .28% 190 14 i 162 1 100% 7.37% 85 .26% 0.53% 71 57 6 2 5 100% 80 .28% 8.45% 2 .82% 7.04% 20 14 1 2 3 100% 70 .00% 5.00% 10 .00% 15.00% 909 406 0 21 2 11 433 1 100% 44.66% 2.31% 0.22% 1.21% 47.63% 0.11% White Black Hispani c As ian or Pacific American Ind ia n White Black Islander or AlasQ Native Male --- Female American Asian or Indian or Pacific Alaska Hispanic Islander Native 1 1 1.33% 1.33% 5 1 7 1.67% 0.33% 2.34% 5 1 5 .95% 1.19% , 11 1 1 5.79% 0.53% 0 .53% 1 1.41% 23 2 10 2.53% 0.22% 1.10%' Hispanic Asian or Pacific American Indian Islander or Alaska Native Female -- Shared/Personnel/EEO REPORTING/EEO Plan for Deschutes County Workforce-2011 w,ithollt Mele FeP'''lIle Filllll.~ls ....... ... Deschutes County