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Home My WebLink AboutEqual Employmen Opportunity PlanDeschutes 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