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HomeMy WebLinkAboutEqual Employment Opportunity Plan UpdateDate: To: From: Re: October 29, 2009 Board of County Commissioners Erik Kropp, Deputy County Administrator ed,L Deschutes County Equal Employment Opportunity Plan Many federal grants require recipients to adopt an Equal Employment Opportunity Plan (EEOP). An EEOP includes a policy statement that the organization will provide equal employment opportunity for all persons and prohibits discrimination in employment based on a protected class. The plan also compares the organization's workforce with the community labor statistics to identify underutilization of females and minorities. The EEOP includes steps to address underutilization of any identified categories. Attached is Deschutes County's updated EEOP. Staff recommends Board approval of the updated plan. c: Dave Kanner, County Administrator Debbie Legg, Personnel Services Manager Deschutes County Equal Employment Opportunity Plan Grant Title: Grant Number: Grantee Name: Award Amount: Address: Deschutes County Contact Person: Telephone Number: Date and effective duration of EEOP: Multiple Grants Multiple Grants Deschutes County Multiple Award Amounts 1300 NW Wall Street, Suite 201 Bend, OR 97701 Debbie Legg, Personnel Services Manager 541-385-3208 October 1, 2009 — September 30, 2011 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: A comparison of the Deschutes County employee workforce to the community labor statistics indicates that the County has underutilization of females in the job categories of technician, service maintenance, and sworn protective services. Women comprise 33.33% of the County employees in the job category of technician, while the community workforce for that category contains 60.75% women. Women comprise 9.17% of the County employees in the sworn protective services category, while the community workforce for that category contains 18.49%. Similarly, the County employs 20% women in the job category of service maintenance, though women comprise 42.33% of the community workforce for this job category. The underutilization variance between available community workforce statistics and County employees for all minorities in all job categories is 0.17% or less. The available community workforce includes the following minority representation: 0.17% Black males, 0.01% Black Page 1 of females, 1.91% Hispanic males, 1.78% Hispanic females, 0.14% Asian/Pacific Islander males, 0.30% Asian/Pacific Islander females, 0.46% American Indian/Alaska Native males, and 0.31% American Indian/Alaska Native females. Deschutes County is committed to continue hiring and employment practices that maintain or improve minority opportunities for employment with the County. Objectives: 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 recruiting 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 of job 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; Page 2 of • Continue to provide EEO training to supervisors and department directors on EEO policies, processes, documentation, interview processes and employment requirements; • 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 he 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 2009 for the Deschutes County Board of Commissioners. Tammy Baney, Chair Dennis Luke, Commissioner Alan Unger, Commissioner ATTEST: Recording Secretary Page 3 of 3 EEO Plan for Deschutes County Workforce O O U Workforce and Commu Deschutes Coun Gender and National Origin Female a c R E G a6e4uaaaad aaao aoo i� M >, c a Q E U W s e co 0 o 0 N e e- N M :.'] of o- '' n �Z 10 e l s e r D o 0 r $ m D e e 0 0 o 0 0 e e 0 C,5 O 0 o m - 0 0 s e g CO mQ : .- o m mo _ ;r D e e o o O o 0 0 0 Co e e O M 0 o c o N ,y - 1 t : o N T- r• : O r .A a. a6eIuaaaad aaa0 ,O �� M U u..: vn�a1 %9Z•0 9Z %00.0 0 e N M 0 e� I'- � N C. 0 0 N ❑ hh els 0 O '' O r 0 0. O j , e e e 0 0 0 O O 0 0 0 0 O O -e e e,O 0 0: 0 O 0 I O 0 0 0 e:e O 10 O - 0 0 e e e O O O O 0 O 0 0 0 O O C e,Ia O •QQ O N .. 0 0= o m ,p : o I e. C. .- O O 2 O N ... 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O n - o ,-, f� .0 O. 0 0 Job Category DC Workforce Community Comparison DC Workforce Community Comparison DC Workforce Community Comparison C _ O o E 21 ,E o: 010 DC Workforce Community Comparison DC Workforce Community Comparison DC Workforce Community Comparison DC Workforce Community Comparison t I DC Workforce _I Community C1 A GJ Officials/ Administrators Professionals Technicians E u) c o Z Administrative Support Skilled Crafts Service Maintenance saoina8S ani.aload 0 0 E 0 U 0 O M 0 m -o m 0 0 8 0Y c 0 U ID 0 N a) 0 O coc 0 :)a Lu F - cc 0 a Lu 0 W W 4) O a) co EEO Plan for Deschutes County Workforce O O O N E O E 0 i O N G) t V N 0 0 DC and Community Male Female Shared/Personnel/EEO REPORTING/EEO Plan for Deschutes County Workforce-2009-draft.xls Description 59,74% 40.26% Deschutes County Workforce 61,50% 38.50% Community Workforce Officials -1 76`:i. 1.76% Comparison % 38.51% 61:49% Deschutes County Workforce 42 335 57 67% i COMM unity Workforce Professionals -362'!4, 3.B2e Comparison % 60.67% 39.33% ;Deschutes County Workforce • 3925% 6075:+- Community Workforce Technicians 21.43% _ (Comparison % Deschutes County Workforce 'Community Workforce Protective Sworn Comparison % Deschutes County Workforce Protective Non - 'Community Workforce Cu", 'Deschutes County Workforce Community Workforce Administrative Comparison % Support 9028% ' 972h. 'Deschutes County Workforce 9440% FcI ... Community Workforce Skilled Crafts Comparison % 8000% r Deschutes County Workforce 57.67% .. Community Workforce Service Maintenance 2233, Comparison % aIeuaad legol aleW 1E401 abequaDJad ao�o;ilIoM , 00 O o 4, N O 'o .27% 2% o a� '' m .- O O o: 0 o 0 o O O O O 6 O - M O O (h 0 ft D .- o_ N C V y O - * o O 0 O O O O a 0 O O o I o O N 0I (0 . O O 1 a6eivaoaad aoa� �O �� M O O o e Q) c,;,'• - o' N t•) o ft R Y.0 N O o h o o- 0 00 15?= 0 R •_ _ 6 0 1 ft o' 0 0 0 O O 0 O o o 0, 0 0 0 0 O O O 0 0 0 'ft 0 O 0 ;ft ¢0 .- 0 ;ft 0 0 0 0 0 O 0 1 0 o 0 0 0 0 O 0 0'. n 0 as E U- a6eluao.iad @DJ:A.10M o 0 (`7 .- e e 0 O �"� .- o .- o e t+) N O (0 .- O o e e N CO (O CO u1 . 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M <0 cc, 6 6 4 ep 8 r N Lri 6 36e41.1aoaad aoJO�1IJOM o 0 O W •. N cc_,'' o o - r o e O R 0 N •') 0 0, .- o o O N O R: 0 0 o 0 0 O O O O O O 0 0 0 * e* M 0 M O .2 (0 0to o e O R 0 0 o o -. o e e O �0 O O O O 6 0 0 a° _< O (D (0' O 0 0 4 a6eluaDJad aDJO JOM 57.14% 59 72% 36.25% 41.47% o o e 82.95% 78.63% 4.3195 o0 g P 'l. 0, 0 e I a m m '_. 65.00% 53 26% 11 74% Job Category DC Workforce Community Comparison T p 3 E E DC Workforce Community Comparison DC Workforce Community Comparison DC Workforce Community Comparison DC Workforce Community Comparison DC Workforce Community Comparison � 3 E E 0E LOfficials/ Administrators Professionals Technicians o N C Z (n Administrative Support Skilled Crafts Service Maintenance saowag angoa;ad DC and Community Male Female Shared/Personnel/EEO REPORTING/EEO Plan for Deschutes County Workforce-2009-draft.xls EEO Plan for Deschutes County Workforce Community of Deschutes County Census Gender and National Origin 2 k 2 \; 0 ea . '0 N 0 0Y , ct) c 0 65 0.48% 0 , p \ 180 0.31% American Indian or Alaska Native §& 2 k. #ci.Tii2 3 q% 0 p ®o q§ o \ s c o 0 o J q» a 0 85 0 54% �� \ �' q 0 1 1 I White Black Hispanic Asian or Pacific Islander u to 1/1 e 9 c) z \ \ - � \ - \ 6 ? 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C p, r el r e CO a �- , 1.0 - 00r V o M ,-- x 10 Fa r v Ls7 O 44 0M m''- rn N 00 , N- t LO o Lr) 163°ra 8s7 63 1CO M ai o' Ci Gender and C L U C co N .L. to in Lr E Q z' r M O e r ¢^I o .-8.0 M N W N Service Maintenance 20 I 13 1 2 100% 65.00% 5 On% 10.00% L L G u d ICO V C a a e r c5-; a CO IC -r)10 o 1 0.78% - G7C fC Z V C. s e r e e M rn o e r" 6 4.65% a N (^O co 6 8.33% U m m r M el a) 3 e `t LC'T a Lc) r to M 52 58.43% 107 82.95% e r rCO J M r r �' e ti N- "' �, F - Total Employees in Category f- '6'?* ti o 0) O o M o 89 10n% 0.) o r o O ;:'g M o co o r o N o I` o Job Category Officials/ Administrators Professionals 'Technicians Sworn 1 L. 0 c 0 Z Administrative Support Skilled Crafts Protective Services Deschutes County Shared/Personnel/EEO REPORTING/EEO Plan for Deschutes County Workforce-2009-draft.xls