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Home My WebLink AboutResolution - 4445 - Affirmative Action Plan - 04/14/1994Resolution No. 4445 April 14, 1994 Item #20A RESOLUTION WHEREAS, the City Council of the City of Lubbock deems it to be in the best interest of the citizens of the City of Lubbock to adopt and approve a new EEO/Affirmative Action Policy'I for the City of Lubbock; NOW THEREFORE: BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF LUBBOCK: THAT the City Council of the City of Lubbock hereby approves and adopts for the City of Lubbock a new EEO/Affirmative Action Policy, a copy of which is attached hereto and made a part of this Resolution for all purposes as if it were copied herein in detail. Passed by the City Council this 14t"v of April YOR ATTEST: &t,- L' (�-� betty A Johnson, aity Secretary APPROVED AS TO CONTENT: Mary Andr s, Director of Human Resources APPROVED AS TO FORM: G. Vandiver, First Assistant City Attorney DGV.js/EEO-AAP.RES ccdocs/April 7, 1994 1994. CITY OF LUBBOCK MEMO TO: ACM's, Managing Directors, Department Heads, Supervisors FROM: Bob Cass, City Manager SUBJECT: Manager's Role in Equal Employment Opportunity/Affirmative Action DATE: May 2, 1994 There are many good reasons fbr complying with Affirmative Action policies, not the least of which is the costly lawsuits that may be filed, if discrimination is found in your section. Our organizational philosophy is not designed merely to avoid lawsuits; the City of Lubbock made a commitment to Affirmative Action and workforce diversity because it is sound business practice and a positive constructive stance for our organization, as well as for our employees. As a manager, your responsibilities include carrying out "the spirit and the letter" of the law regarding Equal Employment Opportunity/Affirmative Action. Since the intricacies of Equal Employment Opportunity legislation and court decisions are the job of the Director of Human Resources, we do not expect you to become an expert in this area. However, we do expect you to uphold the policies of the City of Lubbock, as well as the laws relating to Equal Employment Opportunity and Affirmative Action when dealing with employees and others. Affirmative Action for you really means Affirmative Management. By following Affirmative Action policies and guidelines, you are affirming the City of Lubbock policy, our organization's values, the law, and the inherent potential of all your employees, "protected" or not. It is within the spirit of positive action and affirmation that you will best manage the Affirmative Action programs and policies that comprise out organization's Affirmative Action Plan (AAP), ACM's, Managing Directors, Department Heads, Supervisors May 2, 1994 Page 2 As the manager of your department, you will be held responsinle for the Affirmative Action policies and programs. This means your activities in hiring and developing your people under AAP guidelines will reflect on your performance appraisal.. Activities generated by you, along with their results, will be evaluated and then weighted, based on the scope of your responsibilities in this area and the resources that are available to you. The appraising manager will take this under consideration when he/she completes the Human Resource Management area of your Performance :Appraisal form. Quite literally, the most alLabie resoui ces we have as an organization are I kuman Resources. For tY" reason, organizational policy places a high ;mportance on the mar+ager's rove in achieving Equal Opportunity objectives. Bob Cass City Manager f BC:cm � t. �' `3iR � ��.. a �•• 1 �� .. , • -,:. :' ,{. ,.,,.fir y' .�"� c_ :C�`.JKS�� 'y, .• :'��,"'i �. rxi'. >,F;. r h,; .PZ �:,' •�=s.. f, ^ — Me�J 0 MEMORANDUM DATE: April 4, 1995 TO: ACM's , Managing Directors,and Supervisors FROM: Bob Cass, City Manager RE: Affirmative Action Update It has been one year since the City of Lubbock made a commitment to Affirmative Action. Affirmative Action is a legal tool used to identify, employ, train and promote under -represented groups of persons. Because Affirmative Action is a legal tool, it must be updated annually to ensure that groups that are no longer under -represented are not used as part of a hiring decision. The Human Resources Department is keeping with its commitment to provide all hiring managers with an annual update of our organization's efforts in the area of Affirmative Action. Attached is a complete Affirmative Action Update as of February 1995. These documents should replace all Affirmative Action documents dated April 4, 1994. For convenience, Human Resources has also added an alphabetical listing to assist hiring managers in locating a specific job within a category. JOB CATEGORY PROGRESS: Officials and Administrators The City of Lubbock's hiring managers have successfully eliminated a goal area of Hispanic under -representation in this category. Therefore, race in this category can no longer be part of a hiring decision. In 1994, Hispanics and females were strongly considered for job openings in this category. The 1994 available positions were Police Chief, Director of Human Resources, Director of Community Development, Managing Director of Water Utilities, Director of Culture and Leisure Services, Assistant Director of Human Resources, Managing Director of Management Services, Assistant City Manager, Solid Waste Superintendent, and First Assistant City Manager. Three Hispanics, one African American, and four females were hired for the above positions. r�, Research Basis for the Affirmative Action Plan.......................................................... 1-1 EEO/Affirmative Action Policy Statements................................................................ 2-1 General Objectives of the EEO/Affirmative Action Policy .......................................... 3-1 Dissemination of the EEO/Affirmative Action Policy ................................................. 4-1 Internal Dissemination.................................................................................. 4-1 External Dissemination.................................................................................. 4-3 EEO/Affirmative Action Policy/The Law - Federal .................................................... 5-1 EEO/Affirmative Action Policy/The Law - State ........................................................ 6-1 Compliance with Sex Discrimination Guidelines......................................................... 7-1 Discriminatory Wages................................................................................... 7-2 AffirmativeAction......................................................................................... 7-3 Pregnancy, Childbirth and Related Medical Conditions ................................ 7-3 Sexual Harassment........................................................................................ 7-4 Responsibility for Implementation.............................................................................. 8-1 CityCouncil.................................................................................................. 8-1 CityManager................................................................................................ 8-1 Director Of Heiman Resources........................................................................ 8-2 DepartmentHeads......................................................................................... 8-5 Managers...................................................................................................... 8-7 CityEmployees.............................................................................................. 8-8 Evaluation of Current Affirmative Action Status........................................................ 9-1 Identification of Shortfalls....................................................................................... 10-1 Officials and Administrators........................................................................ 10-1 Professionals............................................................................................... 10-2 Technicians................................................................................................. 10-3 Office and Clerical...................................................................................... 10-4 SkilledCraft Worker.................................................................................... 10-4 Service Maintenance I................................................................................. 10-5 Service Maintenance II................................................................................ 10-6 Civil Service - Police................................................................................... 10-6 CivilService - Fire...................................................................................... 10-8 INS- UIRROCK TEXAS Affirmative Action Plan City of Lubbock 04/94 Development and Execution of Action Steps........................................................... 11-1 Selection Appointment and Placement Guidelines ........................................ 11-1 Workforce.................................................................................................... 11-5 Officials and Administrators........................................................................ 11-5 Professionals............................................................................................... 11-8 Technicians................................................................................................. 11-9 Officeand Clerical.................................................................................... 11-10 SkilledCraft Worker.................................................................................. 11-10 ServiceMaintenance I............................................................................... 11-11 ServiceMaintenance II.............................................................................. 11-12 CivilService - Police................................................................................. 11-13 CivilService - Fire.................................................................................... 11-14 Minority Outreach and Recruitment.......................................................... 11-15 ApplicantFlow.......................................................................................... 11-20 Training.................................................................................................... 11-20 Internal Auditing Reporting System......................................................................... 12-1 Glossary of Affirmative Action Terminology ............................................................ 13-1 JobCategories......................................................................................................... 14-1 Officials and Administrators........................................................................ 14-1 Professionals............................................................................................... 14-1 Technicians................................................................................................. 14-2 Protective Service Workers 14-2 Paraprofessionals........................................................................................ 14-2 �. Officeand Clerical...................................................................................... 14-3 SkilledCraft Workers.................................................................................. 14-3 Service Maintenance.................................................................................... 14-4 Action Steps Accomplished to Date......................................................................... 15-1 LUBBOCK TEXAS Af innative Action Plan City of Lubbock 04/94 Research Basis for the Affirmative Action Plan A review of six Supreme Court cases and one case from the 11th Circuit was conducted by the Legal Depart- ment and a summary of that was presented to the Personnel Department. These cases are as follows: 1. Alan A. Peightal v. Metropolitan Dade County 940 F. 2nd 1394 (11th Cir. 1991) The court upheld the county's affirmative action plan against a reverse discrimination suit brought by a Fire Fighter. Peightal had scored higher on the entrance exam, but was taken off of the list and others hired on the basis of the affirmative action plan. (Note: Texas Local Government Code chapter 143 restricts us from this type of action). Peightal claimed the county's affirma- tive action plan violated equal protection under the law. We have obtained our formula for statistical significance from this case and the U.S. Supreme Court's ruling in Castenada v. Partida (see number 6) which is two to three standard deviations. Peightal also states statisti- Afrumative Action Plan 1-1 City of Lubbock 04/94 Research Basis for the Afintnative Action Plan cal comparisons must be against a qualified labor pool for skilled jobs and not against the general population. Correct geographic areas must also be used for the appropriate labor market. The case also states that unqualified applicants do not have to be hired. 2. City of Richmond v. J.A. Croson Comp 109 S. Ct. 706 (1989) A " bidder brought suit challenging the city's plan requiring prime contractors awarded city construction contracts to subcontract at least 30% of the dollar amount of each contract to one or more Minority Business Enterprises." The City lost on the basis that they failed to demonstrate a compelling_ governmental interest to justify the plan, and that the plan was not narrowly tailored to remedy effects of prior discrimination. In other words, the City could not insure that a fixed percentage of the business go to minority contractors without a firm evidentiary basis for concluding that there was an underrepresentation of minorities and that it was a product of past discrimination. Entities LUBBOCK TEXAS Affirmative Action Plan 1_2 City of Lubbock 04/94 Research Basis for the Affirmative Action Plan must also use race -neutral devices to increase participation, and rigid quotas will doom a plan in court. Also, valid plans must be reviewed periodically for applicability. 3. Paul E. Johnson v. Transportation Agency, Santa Clara County, California 107 S. Ct. 1442 (1987) Paul Johnson was passed over for promotion as a road dispatcher in favor of a female employee whose sex was taken into account in the hiring process. Twelve County employees applied for the job and nine were deemed qualified for the job. They were interviewed by a two person board and seven scored above 70 on this inter- view which meant that they were certified as eligible for selection by the appointing authority. Johnson was second with a score of 75 and Joyce was rated next with a score of 73. The hiring authority said that he looked at the whole picture; qualifications, expertise and affirmative action matters, and made a decision to hire Joyce. Santa Clara County's affirmative action plan showed a "manifest imbalance" of females in the position of Road Dispatcher. The Affirmative Action Plan 1-3 City of Lubbock 04/94 Research Basis for the Affirmative Action Plan County's Affirmative Action Plan was upheld by the court and some significant points were set as follows: a. Where jobs do not require special exper- tise of training, the comparison of the work force can be made to the area labor market of the general population. b. Where a job requires special expertise or training, the comparison of the work force should be made with those "in the labor force who possess the relevant qualifications". C. "Manifest imbalance reflecting under - representation of women or minorities in traditionally segregated job categories, which would allow employers to adopt affirmative action plan and take sex or race into account without violating Title VII, need not be such that is would support a prima facie case against em- ployer." ABinnative Action Plan 1.4 City of Lubbock 04/94 Research Basis for the Af mnative Action Plan d. The Affirmative Action Plan did not unnecessarily trammel the rights of male employees or create an absolute bar to their advancement. e. Goals should not be construed as quotas. f. The Affirmative Action Plan was in- tended to attain a balanced work force, not to maintain one. 4. Wendy Wygant v. Jackson Board of Education 106 S. Ct. 1842 (1986) White school teachers brought action against the school board challenging the board's preferential protection against layoffs of minority employees and stating that it violated the Fourteenth Amendment. The school board argued that they needed to provide minority role models for minority students. (Ironically, they had first retained tenured white teachers and laid off minority probationary teachers and were sued for discrimination in a lower court. They changed their practice and retained minority Affirmative Action Plan 1-5 City of Lubbock 04/94 Research Basis for the Affumative Action Plan teachers over tenured white teachers a few years later). This case stated that "any racial classifi- cation must be justified by compelling govern- mental interest and, second, the means chosen by the state to effectuate its purpose must be narrowly tailored to the achievement of that goal'. It also stated that racial classifications of any sort must be subject to "strict scrutiny" and that "public employers are trapped between the competing hazards of liability to minorities if affirmative action is not taken to remedy appar- ent employment discrimination and liability to nonminorities if affirmative action is taken." Justice Powell goes on to state that demon- strable evidence of a disparity between the percentage of qualified minorities in the relevant labor pool is sufficient to support a prima facie Title VII pattern or practice claim by minority teachers. It is important to note that the com- parison is with the relevant labor pool, not the number of minority students in the classes. 5. Regents of the University of California v. Allan Bakke 98 S. Ct. 2733 (1978) A White applicant to medical school claims that he was not allowed into medical school when Affirmative Action Plan 1-6 City of Lubbock 04/94 n Research Basis for the Affirmative Action Plan LUBBOCK TEXAS Affirmative Action Plan City of Lubbock 04/94 minorities were, and that the basis was race. The school reserved 16 of 100 places for "disad- vantaged" minority students. White "disadvan- taged" students were not considered. According to this case, this is a violation of the Equal Protection Clause of the Fourteenth Amendment and the Fifth Amendment. "Racial and ethnic distinctions of any sort are inherently suspect and call for the most exacting judicial examina- tion, such suspect classifications are subject to strict scrutiny and can be justified only if they further a compelling government purpose and, even then, only if no less restrictive alternative is available." There was a finding of reverse discrimination. This case also points out that goals cannot be set for all protected classes, only those with bona fide documentable problems. 6. Claudio Castaneda v. Rodrigo Partida 97 S. Ct. 1272(1977) A Texas prisoner alleged discrimination against Mexican -Americans in the selection of the grand jury that indicted him in that the population of the county was 79.1 % Mexican -American, but that, over an 11 year period, only 39% of the 1-7 Research Basis for the Affirmative Action Plan persons summoned for grand jury service were Mexican -American. The significant aspect of this case was that the standard for the evaluation of a statistically significant disparity between the populations compared (jury selection vs. general population) was two to three standard devia- tions. The Human Resources Department also consulted an Affirmative Action Workbook that was developed by the National Employment Law Institute. Ee These sources led to the assumptions set forth in both the narrative and statistical analysis. mi n-I'lls LUBBOCK TEXAS Affumative Action Plan 1_8 City of Lubbock 04/94 EEO/Affirmative Action Policy Statements It is the policy of the City of Lubbock to be fair and equitable in all its relations with its employees and applicants for employment without regard to race, color, religion, creed, sex, age, national origin, disability, or marital status. The City of Lubbock continues to be committed to the concept of equal employment opportunity; that all persons shall be afforded equal access to positions in the public service limited only by their ability to do the job. Equal opportunity can best be effected through defini- tive programmed Affirmative Action. If progress toward achieving equal employment opportunity is to be made, every employee must realize that policies to remove inequalities cannot be merely passive. Positive steps must be taken to remove conditions which could result in unlawful employment discrimination. The major emphasis of this Affirmative Action Plan is to continue to remove artificial employment practices that could operate disadvantageously for an identifiable protected group of persons and to apply good faith efforts to seek out, employ, train and promote those gog LUBBOCK TEXAS Affirmative Action Plan 27 City of Lubbock 04/94 EEO/Afiumative Action Policy Statements �r who may be underrepresented members within and into the work force. The Program not only benefits those who could have been denied equal employment oppor- tunity, but also will benefit those departments, programs and services which have underutilized useful talents, resources and skills especially among women, minori- ties, disabled, and other protected group persons. The City of Lubbock, through adoption of the Affirma- tive Action Plan, commits the City and all its operating departments to a results -oriented personnel program aimed at achieving equal employment opportunity in all occupational levels of City employment. LUBBOCK TEXAS Affirmative Action Plan 2-2 City of Lubbock 04/94 r LUBBOCK TEXAS Affirmative Action Plan City of Lubbock 04/94 General Objectives of the EEO/Affirmative Action Policy 1. To achieve employment levels for protected group members throughout the classes of posi- tions in City employment in proportion to their availability in the relevant labor force. This will be achieved through targeted recruitments and increased hiring, promotion and training of these protected groups. Sex, race or disability may be considered as one factor in the hiring or promotion process in those job classifications where they are underrepresented, and where it does not unnec- essarily trammel the rights of other applicants or employees for the position. 2. To prevent the occurrence of any arbitrary, unnecessary and artificial practices affecting protected group members by examining person- nel transactions and enforcing the use of relevant employment practices. 3-1 General Objectives of the EEO/Affirmative Action Policy 3. To assign responsibility and accountability for Affirmative Action progress. The most crucial parts for policy implementation are at the De- partment Head and supervisory levels where decisions affecting hiring, assignment, training, promotion, compensation, and disciplinary action are made. 4. To promote harmonious employee relations by providing training regarding City personnel policies and fair employment practices to super- visory employees, increasing employee aware- ness and acceptance of race/cultural, sex, and disability differences among employees and prohibiting unlawful harassment of employees in the work place. i LUBBOCK TEXAS Affumative Action Plan 3-2 City of Lubbock 04/94 Dissemination of the EEO/ Affirmative Action Policy In order to ensure that all employees, applicants for employment, and others are aware that this establish- ment is an Equal Opportunity Employer and of it's official policy on Equal Employment Opportunity, the following steps have been taken and will continue to be undertaken as prescribed in the following: Internal Dissemination 1. Department Heads and first line supervisors will be fully informed by: a. Written communication from the City Manager and the Director of Human Resources. b. Meetings held periodically to discuss the program, individual responsibilities and review progress. LUBBOCK TEXAS Affumative Action Plan 4-1 City of Lubbock 04/94 Dissemination of the EEO/Af mnative Action Policy Ee 2. All Department Heads and supervisory personnel will have a portion of their performance review on success with human -resources management, including affirmative action. This means that each manager's performance appraisal will reflect their activities in hiring and developing their people under Affirmative Action Program guidelines. 3. All employees will be informed of the City's policy on Equal Employment Opportunity and the Affirmative Action Program through such means as: posting notices on bulletin boards, inclusion in personnel policies and procedures, and employee handbooks. The purpose will be to communicate to employees the seriousness of the City's commitment; to explain program goals; and clarify any misunderstandings by employees who may fear loss of employment or opportunities. Employees will be informed of their responsibility to adhere strictly to non- discriminatory practices in relation to other employees, recipients of services and the public. Furthermore, the employees and supervisors will LUBBOCK TEXAS Affirmative Action Plan 4-2 City of Lubbock 04/94 Dissemination of the EEO/Affamative Action Policy be made aware of the kinds of employment barriers and attitudinal stereotypes which often hinder Equal Employment Opportunity. 4. The EEO/Affirmative Action Policy is included in employee orientation programs and manage- ment training programs. 5. Articles covering EEO/Affirmative Action Programs and progress will be published periodi- cally in the City Profile. 6. When employees are featured in brochures, advertising, employee handbooks or other publications, minority and non -minority men and women are fairly represented. External Dissemination 1. Recruiting sources will be informed in writing that we are an Equal Employment Opportunity employer. 2. Written and personal contacts will be made with minority and women's organizations, community agencies and leaders, news media, high schools LUBBOCK TEXAS Affirmative Action Plan 4.3 City of Lubbock 04/94 Dissemination of the EEO/Affumative Action Policy and colleges and employment and training programs to inform them that we are an Equal Employment Opportunity employer, and encour- age the application of minorities, women, per- sons with disabilities, and other protected group members. 3. The Director of Human Resources and support staff will disseminate employment information, seek and counsel prospects, provide information on the Affirmative Action Program and in general assure that every possible contact is made which can be judged to assist the Affirma- tive Action effort. 4. All vendors, suppliers and sub -contractors are notified of the City's EEO/Affirmative Action Policy. 5. EEO/Affirmative Action clause is included in all publications, purchase orders, contracts, etc. LUBBOCK TEXAS Affirmative Action Plan 4-4 City of Lubbock 04/94 EEO/Affirmative Action Policy The Law - Federal In our efforts to achieve Equal Employment Opportu- nity for all in City employment, we will be guided by the intent and mandates of all applicable laws, including but not limited to the following laws: 1. FOURTEENTH AMENDMENT Section 1. Declares that all persons born or naturalized in the United States, and subject to the jurisdiction thereof, are citizens of the United States and of the State wherein they reside and that no State shall make or enforce any law which shall abridge the privileges or immunities of citizens of the United States; nor shall any State deprive any person of life, liberty, or property without due process of law; nor deny persons within its jurisdiction the equal protec- tion of the laws. 2. THE EQUAL PAY ACT OF 1963 The Equal Pay Act was the first federal law specifically aimed at correcting discrimination in WS o a LUBSOCK TEXAS Affirmative Action Plan 5-1 City of Lubbock 04/94 EEO/Afiumative Action Policy[Me Law - Federal employment. Basically, it mandates "Equal pay for equal work" regardless of sex. The law's three benchmarks for a job are skill, effort, and responsibility. 3. CIVIL RIGHTS ACT OF 1964 AS AMENDED Title VII, SEC. 703. (a) It shall be an unlawful employment practice of an employer -- a. To fail or refuse to hire or to discharge an individual, or otherwise to discrimi- nate against any individual with respect to his or her compensation, of such individual's race, color, religion, sex, nationality, or handicap; or b. To limit, segregate, or classify his or her employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his or her status as an employee, because of such individual's race, color, religion, sex, or national origin. LUBBOCK TEXAS Affumative Action Plan 5-2 City of Lubbock 04/94 EEO/Affirmative Action Policy[Me Law - Federal C. It shall be an unlawful employment practice for an employment agency to fail or refuse to refer for employment, or otherwise to discriminate against, any individual because of his or her race, color, religion, sex, or national origin, or to classify or refer for employment any individual on the basis of his or her race, color, religion, sex, national origin, or handicap. 4. CIVIL RIGHTS ACT OF 1964 TITLE VI - NON-DISCRIlViINATION IN FEDERALLY ASSISTED PROGRAM Requires that no person in the United States shall, on the ground of race, color, or national origin, be excluded from participation in, be denied the benefits of, or be subjected to dis- crimination under any program or activity receiving federal financial assistance. LUBBOCK TEXAS Affinnative Action Plan 5-3 City of Lubbock 04/94 EEO/Afiinnative Action Policy[Me Law - Federal 5. EXECUTIVE ORDER 11246 (AS AMENDED BY EXECUTIVE ORDER 11375) Issued in 1965, this order requires Affirmative Action programs of all federal contractors and subcontractors and requires that firms with contracts over $50,000 and 50 or more employ- ees develop and implement written programs, which are monitored by an assigned Federal compliance agency. 6. AGE DISCRIlVIINATION IN EMPLOYMENT ACT OF 1967 Seeks to prevent employment discrimination because of age against persons 40 to 70 years old. 7. REHABILITATION ACT OF 1973 Section 504. Prohibits discrimination based on handicap for both employment and the provision of services. S. SEXUAL HARASSMENT Sex Discrimination Guidelines issued by the Equal Employment Opportunity. LUBBOCK TEXAS �..' Affirmative Action Plan 5-4 City of Lubbock 04/94 EEO/Afiumative Action Policy[Me Law - Federal 9. AMERICANS WITH DISABILITIES ACT - 1990 TITLE I Prohibits the discrimination against persons with disabilities in the employment process. It re- quires that "essential functions" be determined for each position and that reasonable accommo- dations be made in hiring persons with disabili- ties. (Further information on this area is found in the Supervisory Training Manual on Employ- ment and in the Self Evaluation Volume I.) 10. CIVIL RIGHTS ACT OF 1990 Reestablished the effect of previous court cases. Allows for jury trials and punitive damages. Applies to all public employers and to private em- ployers with 15 or more employees. 1. Employees are protected from discrimination based on race, color, religion, national origin, age, sex, or disability. Further, an employee is protected from retaliation by the employer for filing a discrimination charge. LUBBOCK TEXAS Affirmative Action Plan 5-5 City of Lubbock 04/94 EEO/Affirmative Action Policyflbe Law - Federal I Employees are protected from discharge for filing a workers' compensation claim. 3. Employee membership or non -membership in unions is protected. 4. Employees may not be discharged for service on a jury. Employees may not be discharged for complying with a valid subpoena to appear at a hearing (judicial, legislative, or administrative). 6. Employees may not be discharged for attending a political convention. 7. Employees may not be discharged for exercising their rights under the Texas Hazard Communica- tion Act. S. Public employees are protected from discharge for reporting illegal activity (Whistle Blowers). 9. Employees of a nursing home may not be dis- charged for reporting abuse or neglect of a patient. LUBBOCK TEXAS Affmnative Action Plan 5-6 City of Lubbock 04/94 EEO/Affirmative Action Policy/ The Law - State 1. Texas Constitution, Bill of Rights, Art. 1, Sec. 3A (added November 7, 1972): "Equality under the law shall not be denied or abridged because of sex, race, color, creed, or national origin". 2. Article 6252-14, Act 1973, 58th Leg., p. 857, Ch. 327, effective August 23, 1963: "Section 1. It is hereby declared to be the policy of the State of Texas that no person shall be denied the right to work, to earn a living, and to support himself and his family solely because of age," "Section 2. No agency, board, commission, department, or institution of the government of the State of Texas, nor any political subdivision of the State of Texas, shall establish a maximum age under sixty-five (65) years nor a minimum age over twenty-one (21) years for employment by any such agency, board, commission, depart- LUBBOCK TEXAS Affirmative Action Plan 6-1 City of Lubbock 04/94 EEO/Affirmative Action PolicytMe Law - State ment, or institution or any political subdivision of the State of Texas solely because of age; provided, however, nothing in this Act shall be construed to prevent the imposition of minimum or maximum age restrictions for law enforce- ment peace officers or for firefighters. 3. Article 6252-16, Act 1967, 60th Leg., p. 138, Ch. 72, as amended by Act 1971, 62nd Leg., p. 2994, Ch. 989-1, effective August 30, 1971: No officer or employer of the State or of a political subdivision of the State, when acting or purporting to act in his official capacity may: a. Discharge a person from employment because of the person's race, religion, color, sex, or national origin ... b. Refuse to employ a person because of the person's race, religion, color, sex, or national origin. LUBBOCK TEXAS Affirmative Action Plan 6-2 City of Lubbock 04/94 Compliance with Sex Discrimination Guidelines The City of Lubbock offers equal employment opportu- nities to all persons without regard to sex. There are no jobs within the City where sex is a Bonafide Occupa- tional Qualification (BFOQ). All advertising for em- ployment includes the statement "Equal Opportunity Employer M/F" and prior to placement of ads, a screen- ing process is in place to insure that no preferences are made because of sex. In addition: There are no distinctions made between married and unmarried persons of either sex in any personnel prac- tice. Physical facilities are available to both sexes. We do not deny a female employee the right to any job in reliance upon any State "protective" law. Policies relative to retirement apply equally to both males and females. TMRS is the primary or exclusive source of funds for the retirement plan which the amount contributed is based on individual earnings. LUBBOCK TEXAS Affirmative Action Plan 7_1 City of Lubbock 04/94 Compliance with Sex Discrimination Guidelines Women shall not be penalized in their conditions of employment because they require time away from work on account of childbearing. The City of Lubbock will not discriminate in wages based on sex. The City of Lubbock will not discriminatorily restrict one sex to certain job classifications. Pregnancy disabilities are included in our disability policies and are treated in the same manner as all other disabilities. This includes the provision that allows employees, when returning to work in a reasonable amount of time, to be placed in the position held prior to the disability or to a position of like status and pay without loss of service credits. Discriminatory Wages The City of Lubbock does not base or relate wage schedules to the sex of its employees. The City of Lubbock does not discriminatorily restrict one sex to certain job classifications. IM LUBBOCK TEXAS Affirmative Action Plan 7.2 City of Lubbock 04/94 Compliance with Sex Discrimination Guidelines Affimative Action The City of Lubbock will affirmatively seek to include women in any management training program which currently exists or might be developed in the future. The City of Lubbock does not make distinctions based upon sex in any training programs. The City affirma- tively seeks to include women in all training programs. The City of Lubbock will take affirmative action to recruit women for jobs in which they appear to be under -represented. Affirmative action will also be taken to encourage the participation of women in training programs for jobs in which they are under -represented. Pregnancy, Childbirth and Related Medical Conditions The City of Lubbock does not deny employment to employees or applicants for employment because of pregnancy, childbirth or related medical conditions. Disabilities caused or contributed to by pregnancy, childbirth, or related medical conditions, for all job related purposes are treated in the same manner under 10-1 EM, LUBBOCK TEXAS Affirmative Action Plan 7-3 City of Lubbock 04/94 Compliance with Sex Discrimination Guidelines Sexual Harassment our health insurance plans as are caused by any other medical condition. The City of Lubbock does not penalize female employ- ees because they require time away from work on account of childbearing. This allows employees, when returning in a reasonable amount of time, to be placed in the position held prior to the disability or to a position of like status without loss of service credits. Is is the policy of the City of Lubbock to maintain a workforce environment free from sexual harassment. All employees will be advised of this policy and that violations will result in corrective action and/or termina- tion. Each City employee shares the responsibility with other employees to maintain the highest standards of conduct and ethics. As part of the City of Lubbock's continuing affirmative action efforts and pursuant to Equal Employment Opportunity Commission guidelines, the City of 101 LUBBOCK TEXAS Affirmative Action Plan 74 City of Lubbock 04/94 Compliance with Sex Discrimination Guidelines Lubbock endorses the following policy: 1. It is illegal and against City policy for any em- ployee, male or female, to sexually harass an- other employee. Sexual harassment is defined as any unsolicited offensive behavior that inappro- priately places sexuality as a condition of em- ployment or such conduct which has the effect of substantially interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment. 2. Any employee who believes he or she has been the subject of sexual harassment should immedi- ately report the alleged act to the Director of Human Resources. An investigation will be undertaken immediately. Any employee found, after appropriate investigation, to have sexually harassed another employee will be subject to prompt disciplinary action. The City recognizes that investigations require factual determination based on all facts. Given the nature of this type of discrimination, the City also recognizes that false accusations of sexual harassment can have serious effects on innocent men and women. LUBBOCK TEXAS Affirmative Action Plan 7-5 City of Lubbock 04/94 Compliance with Sex Discrimination Guidelines We trust that all employees of the City of Lubbock will continue to act responsibly to establish a pleasant working environment, free of discrimination. LUBBOCK TEXAS Affumative Action Plan 7-6 City of Lubbock 04/94 Responsibility for Implementation The overall responsibility for the Affirmative Action Policy for the City is vested in the City Manager and the Director of Human Resources. In the exempt, non-exempt and hourly categories, each manager is responsible for Affirmative Action require- ment. City Council The City Council will actively and aggressively support the City's Affirmative Action Plan for Equal Employ- ment Opportunity through encouragement and budget- ary assistance to departments, through dissemination of Affirmative Action oriented information to employees and the general public, and by reviewing affirmative action progress reports. City Manager The City Manager shall have the ultimate responsibility for the success of the Affirmative Action Program Plan. The City Manager shall provide for effective communi- cation of and conformance with the requirements of this Plan and assure that each Department Head takes such Affirmative Action as is necessary to promote its goals. poggg LUBBOCK TEXAS Affirmative Action Plan 8-1 City of Lubbock 04/94 Responsibility of Implementation The City Manager shall periodically review the affirma- tive action progress of all Department Heads and submit reports to the City Council citing program accomplish- ments and/or failures. Director of Human Resources The Director of Human Resources, in implementing the provisions of the Personnel Rules, Ordinance Code and Resolutions pertaining to the City's Personnel programs, shall be responsible for the general administration of the Plan and continually review all personnel policies, employment practices and procedures and make such recommendations consistent with progress in realizing full equal employment opportunity. Further, the Direc- tor of Human Resources shall make recommendations regarding staffing patterns to carry out the intent of this Plan. Specifically, the Director may implement the following with respect to the Affirmative Action Pro- gram: 1. Be considerate of the City's image in the minority community as well as the community at large, and strive to earn respect for our organization through positive accomplishments in the area of equal employment. LUBBOCK TEXAS 8-2 Affirmative Action Plan City of Lubbock 04/94 r Responsibility for hnplementation 2. Assisting members of management and department heads in problem identifica- tion and resolution relative to any re- quirement or provision of the program. 3. Developing draft policy statements, affirmative action components, and internal and external communication techniques. 4. Developing and implementing audit and reporting systems designed to: Periodically measure the effec- tiveness of the City's Plan as well as individual departmental efforts. Identify areas that appear to require special attention. Where underutilization appears to exist, goals will be established and good faith efforts will be made to achieve these targets over a reasonable period of time. These will not be construed as 0011 LUBBOCK TEXAS Affirmative Action Plan 8-3 City of Lubbock 04/94 Responsibility for Implementation "quotas". These goals will be evaluated and adjusted annually. Determine the degree to which minority, women, and other protected group placement goals are being achieved. 5. Analyzing and evaluating employment practices and developing methods and strategies for improving the City's Affirmative Action position, addressing any apparent problems with protected group employment, and complying with merit principles and legal requirements. 5. Serving as liaison between departments, enforcement agencies, minority/women groups, disabled groups, and other community action groups as appropriate. 7. Acting as resource person in matters regarding developments in the area of Equal Employment Opportunity. S. Receiving, investigating and working to resolve internal complaints of alleged discrimination. LUBBOCK TEXAS Affirmative Action Plan 8-4 City of Lubbock 04/94 Responsibility for Implementation 9. Arranging, participating and evaluating training activities related to Affirmative Action; preparing reports and informa- tive articles and making presentations to City management, employees, and community groups. Department Heads Department Heads shall adhere to the policy and intent of the City's Affirmative Action Plan by accepting responsibility for effectuating progress towards the goals and objectives of the Plan, ensure that appropriate steps are implemented throughout their respective departments that are consistent with and supportive of the plan and hold supervisory staff and employees accountable for promoting equal employment opportu- nity in the work place. Specifically, the Department Heads shall: Be considerate of the City's image in the minority community as well as the community at large, and strive to earn respect for our organization through positive accomplishments in the area of equal employment. LUBBOCK TEXAS Affirmative Action Plan g_S City of Lubbock 04/94 Responsibility for Implementation 2. Make good faith efforts to meet realistic numerical goals and timetables from data provided by the Department of Human Resources and will participate with them in identifying any apparent problem areas and developing annual updates of the Plan as it applies to their individual departments. 3. Make every effort to encourage and assist qualified employees from any apparently underutilized groups to advance within our organization. This would include encouraging their partici- pation in training and educational pro- grams, and providing career counselling when appropriate. 4. Ensure that all employment decisions including development of job knowledge and skill requirements, interviews, offers of employment and compensation com- mitments, assignments, training and evaluation, and employee relations are consistent with the City's Personnel and Affirmative Action policies. LUBBOCK TEXAS Affirmative Action Plan 8-6 City of Lubbock 04/94 Responsibility for Implementation 5. Evaluate the effectiveness of department supervisory personnel in furthering the progress of the department's efforts in Affirmative Action. 6. Evaluations used to evaluate supervisor performance shall include a factor for rating the Supervisor's activity in carry- ing out the AAR Managers The City of Lubbock considers the implementation and monitoring of Affirmative Action programs to be an �- important part of each manager's responsibility. Conse- quently, managers are to be evaluated on the effective- ness of their performance in this area. Managers must personally ensure that definite, positive steps are taken to attain measurable results concerning equal employ- ment opportunity and affirmative action within the scope of their responsibility., LUBBOCK TEXAS Affumative Action Plan 8-7 City of Lubbock 04/94 Responsibility for Implementation City Employees City employees will be responsible for supporting a work climate which is conducive to achieving the City's Affirmative Action Program goals. Commitment to support, in an affirmative manner, the City Council's policy regarding equal employment opportunity shall be a condition of employment or continuing employment. LUBBOCK TEXAS Affirmative Action Plan 8-8 City of Lubbock 04/94 0 Evaluation of Current Affirmative Action Status An assessment of the current Affirmative Action Pro- gram will provide an in-depth analysis of the City's appointment, promotion, and other personnel practices as they apply to minorities, females, and the disabled. The utilization analysis is designed to point to areas of underutilization. Emphasis will be placed on underutilized areas. Goals will be determined by a statistical analysis of the underutilized areas. Where the underutilization is statistically significant (2 standard deviations or more) a goal will be established. Where established goals are indicated, race or gender may be one among several qualifications considered for employ- ment or promotion. Other areas of underutilization are noted as areas that need attention and intensified affirmative recruitment; however, race or gender may not be considered in employment decisions. Goals are not to be construed as quotas but are targets to look toward in the hiring/promotion process. Quarterly reports will be reviewed and appropriate actions taken to enhance employment and advancement posture of protected groups. LUBBOCK TEXAS Affumative Action Plan 9-1 City of Lubbock 04/94 Evaluation of Current Affirmative Action Status The immediate objective of the City of Lubbock is to end any practices which may have tended to underutilize minorities, females, and disabled persons. The long- range objective is to achieve female and minority repre- sentation in each job category equal to their availability in the relevant labor market. Achievement of goals is largely dependent on the num- ber of available job openings. During economic times that do not financially allow for filling positions, or periods of minimal employee turnover, limited progress can be expected in improving affirmative action status. Economic or organizational conditions, thus, must also be considered when working towards improving the City's affirmative action status. LUBBOCK TEXAS Affirmative Action Plan 9-2 City of Lubbock 04/94 Representation Identification of Shortfalls The following areas show apparent shortfalls in repre- sentation when compared to labor market availability for respective job categories. Possible problem areas are identified where representation appears to be below availability. Specific action plans and programs have been developed and will be administered to correct apparent shortfalls. Officials and Administrators LUBBOCK TEXAS Affumative Action Plan City of Lubbock 04/94 * Female Beginning fiscal year 1994, female representation in this job group is 10.2% while availability is 39.33%. With a job group of 52, this represents a shortfall of 16 fe- males. This represents a statistical significant underutilization of -4.39 standard deviation. African American Beginning fiscal year 1994, African American represen- tation in this job group is 2.0% while availability is * Exceeds Standard Deviation 10-1 0 Identification of Shortfalls Professionals 8.77.7%. With a job group of 52, this represents a shortfall of 3.00 Afiican Americans. * Hispanic Beginning fiscal year 1994, Hispanic representation in this job group is 4.00% while availability is 14.07%. With a job group of 52, this represents a shortfall of five (5) Hispanics. This represents a significant underutilization of -2.12 standard deviation. Other (Asian or American Indian) Beginning fiscal year 1994, Other representation in this job group is 0% while availability is 1.4%. With a job group of 52, this represents a shortfall of .72 Other. Female Beginning fiscal year 1994, Female representation in this job group is 43% while availability is 48.9%. With a job group of 1k7, this represents a shortfall of 11 Females. No statistically significant underutilization is indicated. African American Beginning fiscal year 1994, Afiican American represen- tation in this job group is 6.0% while availability is * Exceeds Standard Deviation LUBBOCK TEXAS Affumative Action Plan 10-2 City of Lubbock 04/94 Identification of Shortfalls Technicians ORMM- i LUBBOCK TEXAS Affinnative Action Plan City of Lubbock 04194 8.38%. With a job group of 187, this represents a shortfall of 4.7 African Americans. Other (Asian or American Indian Beginning fiscal year 1994, Other representation in this job group is 3.00% while availability is 3.63%. With a job group of 187, this represents a shortfall of 2.78 Other. * Female Beginning fiscal year 1994, Female representation in this job group is 26% while availability is 45.9%. With a job group of 79, this represents a shortfall of 17.26 Females. This represents a statistically significant underutilization of -3.90 standard deviation. Other Asian or American Indian) Beginning fiscal year 1994, Other representation in this job group is 0% while availability is 3.9%. With a job group of 79, this represents a shortfall of 3.08 Other. * Exceeds Standard Deviation 10-3 101 Identification of Shortfalls Office and Clerical * White Male Beginning fiscal year 1994, White Male representation in this job group is 12% while availability is 17%. With a job group of 266, this represents a shortfall of 12. This represents a statistically significant underutilization of -4.47 standard deviation. Skilled Craft Worker * Female Beginning fiscal year 1994, Female representation in this job group is 2% while availability is 6.8%. With a job group of 254, this represents a shortfall of 12.27 Fe- males. This represents a statistically significant underutilization of -3.06 standard deviation. * White Male Beginning fiscal year 1994, White Male representation in this job group is 54% while availability is 66.4%. With a job group of 254, this represents a shortfall of 1- MEN LUBBOCK TEXAS * Exceeds Standard Deviation Affirmative Action Plan 10-4 City of Lubbock 04/94 Identification of Shortfalls 31. This represents a statistically significant underutilization of -4.31 standard deviation. Service Maintenance I * Female i LUBBOCK TEXAS Affirmative Action Plan City of Lubbock 04/94 Beginning fiscal year 1994, Female representation in this job group is 10.00% while availability is 59.00%. With a job group of 296, this represents a shortfall of 145.64 Females. This represents a statistically signifi- cant underutilization of -17.21 standard deviation. * African American Beginning fiscal year 1994, African American represen- tation in this job group is 5.0% while availability is 11.6%. With a job group of 296, this represents a shortfall of 18.34 African Americans. This represents a statistically significant underutilization of -3.33 African Americans. * Other Beginning fiscal year 1994, Other representation in this job group is 0% while availability is 1.9%. With a job group of 296, this represents a shortfall of 5.62 Other. * Exceeds Standard Deviation Identification of Shortfalls This represents a statistically significant underutilization of -2.39 standard deviation. Service Maintenance II * Female Beginning fiscal year 1994, Female representation in this job group is 5.0% while availability is 59%. With a job group of 62, this represents a shortfall of 33.6 Females. This represents a statistically significant underutilization of -8.67 standard deviation. * African American Civil Service - Police LUBBOCK TEXAS Affirmative Action Plan City of Lubbock 04/94 Beginning fiscal year 1994, African American represen- tation in this job group is 2.0% while availability is 11.6%. With a job group of 62, this represents a short- fall of 6.2 African Americans. This represents a statisti- cally significant underutilization of -2.46 standard deviation. * Female Beginning fiscal year 1994, Female representation in this job group is 3.5% while availability is 48.78%. With a * Exceeds Standard Deviation 10-6 Identification of Shortfalls job group of 312, this represents a shortfall of 141.2 Females. This represents a statistically significant underutilization of -15.99 standard deviation. * African American Beginning fiscal year 1994, African American represen- tation in this job group is 1.6% while availability is 7.03%. With a job group of 312, this represents a shortfall of 17 African Americans. This represents a statistically significant underutilization of -3.75 standard deviation. * Hispanic Beginning fiscal year 1994, Hispanic representation in this job group is 11.8% while availability is 22.29%. With a job group of 312, this represents a shortfall of 32.5 Hispanics. This represents a statistically significant underutilization of -4.43 standard deviation. * other 'Asian or American Indian American Indianl Beginning fiscal year 1994, Other representation in this job group is 0% while availability is 2.1%. With a job MMIS * Exceeds Standard Deviation LUBBOCK TO(As 10-7 Affirmative Action Plan City of Lubbock 04/94 Identification of Shortfalls am LUBBOCK TEXAS Affumative Action Plan City of Lubbock 04/94 With a job group of 257, this represents a shortfall of 50.28 Hispanics. This represents a statistical underutilization of -7.54 standard deviation. * Other (Asian or American Indian) Beginning fiscal year 1994, Other representation in this job group is 0% while availability is 2.1%. With a job group of 257, this represents a shortfall of 5.39 Other. This represents a statistically significant underutilization of -2.35 standard deviation. * Exceeds Standard Deviation 10-9 MIMMEMEMEMON 0 Development and Execution of Action Steps Selection Appointment and Placement Guidelines This section of the program plan will establish specific affirmative action plan objectives; fix responsibility for these objectives; and advise of the status in the comple- tion of the objectives. EMPLOYMENT PRACTICES The Human Resources Department is primarily respon- sible for administering the City of Lubbock personnel practices. Such practices include recruitment, selection, - upward mobility, performance evaluation, employee benefits, working conditions, compensation, and per- sonnel -related training. The Human Resources Department's principal objective is to assure that all practices are administered on a non-discriminatory basis and that all personnel actions are objective and job - related. Selection, Appointment, and Placement Guide- lines Efforts toward meaningful and effective recruit- ment of females and minority group members 1100 LUBBOCK TEXAS Affirmative Action Plan 11-1 City of Lubbock 04/94 Development and Execution of Action Steps are futile in the absence of affirmative action in the areas of selection, appointment, and place- ment. All hiring standards used in the selection of an employee must be realistically related to job requirements as stated in the job description and will be applied in a non-discriminatory manner. Supervisory employees making hiring decisions will receive training related to conducting a lawful employment interview and will be ex- pected to follow these guidelines. Final acceptance or rejection of an applicant for employment will be the responsibility of the supervisor of the department involved. The City of Lubbock will periodically review its selection, appointment, and placement proce- dures to ensure that Equal Employment Oppor- tunity is afforded in all job categories and to all individuals. LUBBOCK TEXAS Affirmative Action Plan 11-2 City of Lubbock 04/94 Development and Execution of Action Steps Specific examples of actions relating to this section of the AAP are as follows: a. Employment Application Form The City of Lubbock Application Form has been revised to comply with Equal Employment Opportunity guidelines including the American Disabilities Act. The current form was developed with the assistance of the United States Civil Service Commission - Dallas Regional Office of the Intergovern-mental Person- nel Programs Section. Technical assis- tance was offered by this agency in �. developing a more suitable form for the City of Lubbock. b. Training Interviewers Supervisor personnel charged with the responsibility for interviewing applicants have received instructions regarding the conduct of lawful employment inter- views. These supervisory personnel will be charged with the responsibility of following these guidelines. M ME M LUBBOCK TEXAS Affirmative Action Plan 11-3 City of Lubbock 04/94 Development and Execution of Action Steps C. Applicant Rejection Statistics The City of Lubbock desires to analyze applicant rejection rates on a recurring basis in an effort to properly monitor progress in Fair Employment Practices. This analysis will be done to identify actual and potential sources of impermis- sible discrimination. d. Applicant Log Analysis/Tear Sheet The City of Lubbock will maintain an applicant log through separate tear sheets indicating the "protective background" of each individual applying for employ- ment. This applicant log will provide information concerning the flow of applicants from protected groups. This information will be utilized to identify any possible disparate tendencies or patterns within the employment system. IBM LUBBOCK TEXAS Affirmative Action Plan 11-4 City of Lubbock 04/94 Development and Execution of Action Steps Workforce e. Elimination of Artificial Barriers The City of Lubbock has made a con- certed effort to eliminate artificial em- ployment barriers. Special emphasis was placed on the public safety sector, the Police and Fire Department. A special emphasis was also made in training supervisors on ADA employment proce- dures as well as instructing Personnel staff on accommodating persons with disabilities. Specific action plans and programs have been/will be developed and administered to correct the following workforce shortfalls within the affected groups. Officials and Administrators oggpgggg LUBBOCK TEXAS Affirmative Action Plan City of Lubbock 04/94 * Female The shortfall in this area is 16.0 females, with 6 posi- tions currently available. In 1994, female employee/ * Exceeds Standard Deviation 11-5 0 Development and Execution of Action Steps applicants will be strongly considered for current job openings in the Officials and Administrators category (Police Chief, Director of Human Resources, Director of Community Development, Managing Director of Utilities, Director of Culture and Leisure Services, and Assistant City Manager). Where the quality of the candidate is not an issue, gender may be used as part of the decision making process. Human Resources will also develop a Management Training Program to iden- tify and develop female candidates for future manage- ment positions. African American African American employee/applicants will be strongly considered for current job openings in the Officials and Administrators category (Police Chief, Director of Human Resources, Director of Community Develop- ment, and Assistant City Manager). Human Resources will also develop a Management Training Program to identify and develop African American candidates for future management positions. No LUBBOCK TEXAS Affumative Action Plan 11-6 City of Lubbock 04/94 Development and Execution of Action Steps * Hispanic The shortfall in this area is 5 Hispanics, with 6 positions currently available. In 1994, Hispanic employee/appli- cants will be strongly considered for current job open- ings in the Officials and Administrators category (Police Chief, Director of Human Resources, Director of Community Development, Managing Director of Utili- ties, Director of Culture and Leisure Services, and Assistant City Manager). Where the quality of the candidate is not an issue, race may be used as part of the decision making process. Human Resources will also develop a Management Training Program to identify and develop female candidates for future management positions. Other (Asian or American Indian) Other employeelapplicants will be strongly considered for current job openings in the Officials and Adminis- trators category (Police Chief, Director of Human Resources, Director of Community Development, Managing Director of Utilities, Director of Culture and Leisure Services, and Assistant City Manager). Hu- man Resources will also develop a Management Training Program to identify and develop Other candidates for future management positions. LUBBOCK TEXAS * Exceeds Standard Deviation Affirmative Action Plan 11-7 City of Lubbock 04/94 Development and Execution of Action Steps Professionals Female Female employee/applicants will be considered as opportunities become available in this job category. Female candidates will be identified and developed via the Management Training Program. African American African American employee/applicants will be consid- ered as opportunities become available in this job category. African American candidates will be identi- fied and developed via the Management Training Pro- gram. Other Asian or American Indian) Other employee/applicants will be considered as oppor- tunities become available in this job category. Other candidates will be identified and developed via the Management Training Program. LUBBOCK TEXAS *Exceeds Standard Deviation Affinnative Action Plan 11-8 City of Lubbock 04/94 Development and Execution of Action Steps Technicians * Female The shortfall in this area is 17.26 females. Serious attention will be given to decreasing this shortfall. The female technician category represents jobs requiring a wide range of skills including knowledge of computers, electrical, drafting, etc. Specialized recruiting activities that target vocational institutes and other high tech training facilities will increase the pool of applicants in this area. Other (Asian or American Indian) The technician category represents jobs requiring a wide range of skills including knowledge of computers, electrical, drafting, etc. Specialized recruiting activities that target vocational institutes and other high tech training facilities will increase the pool of applicants in this area. Where quality of candidates is not an issue, gender may be part of the decision making process. LUBBOCK TEXAS Exceeds Standard Deviation Affirmative Action Plan 11-9 City of Lubbock 04/94 Development and Execution of Action Steps Office and Clerical * White Male The office clerical category represents jobs requiring, but not limited to, typing and computer skills. We will need to focus on training programs with high male enrollment. Where the quality of the candidate is not an issue, gender may be used as part of the decision making process. Skilled Craft Worker * Female The shortfall in this area is 12.27 females. Serious attention will be given to decreasing this shortfall. The skilled craft worker category represents jobs requiring a wide range of skills including knowledge of computers, electrical, carpentry, etc. Specialized recruiting activi- ties that target vocational institutes and other high tech training facilities will increase the pool of applicants in this area. Where the quality of the candidate is not an issue, gender may be used as part of the decision mak- ing process. LUBBOCK TEXAS * Exceeds Standard Deviation A8'umative Action Plan 11-10 City of Lubbock 04/94 Development and Execution of Action Steps * White Male The shortfall in this area is 31 males. Serious attention will be given to decreasing this shortfall. The skilled craft worker category represents jobs requiring a wide range of skills including knowledge of computers, electrical, carpentry, etc. Specialized recruiting activi- ties that target vocational institutes and other high tech training facilities will increase the pool of applicants in this area. Where the quality of the candidate is not an issue, gender may be used as part of the decision making process. Service Maintenance I Female The shortfall in this area is 145.64 females. Serious attention will be given to decreasing this shortfall. The Service Maintenance I category represents jobs that require very general skills. The shortfall in this area can be overcome through the normal application flow. Where the quality of the candidate is not an issue, gender may be used as part of the decision making process. gpggg LUBBOCK TEXAS * Exceeds Standard Deviation Affinnative Action Plan 11-11 City of Lubbock 04/94 s Development and Execution of Action Steps African American The shortfall in this area is 18.34 African Americans. Serious attention will be given to decreasing this short- fall. The Service Maintenance I category represents jobs that require very general skills. The shortfall in this area can be overcome through the normal application flow. Where the quality of the candidate is not an issue, race may be used as part of the decision making process. Service Maintenance II * Female The shortfall in this area is 33.6 females. Serious attention will be given to decreasing this shortfall. Once we have accomplished our objectives in the Service Maintenance I category, this area will take care of itself through normal career paths. Where the quality of the candidate is not an issue, gender may be used as part of the decision making process. LUBBOCK TEXAS * Exceeds Standard Deviation Affirmative Action Plan 11-12 City of Lubbock 04/94 Development and Execution of Action Steps * African American The shortfall in this area is 6.2 African Americans. Serious attention will be given to decreasing this short- fall. The Service Maintenance I category represents jobs that require very general skills. The shortfall in this area can be overcome through the normal application flow. Where the quality of the candidate is not an issue, race may be used as part of the decision making process. * Other Civil Service - Police The shortfall in this area is 5.62 Other. Serious attention will be given to decreasing this shortfall. The Service Maintenance I category represents jobs that require very general skills. The shortfall in this area can be overcome through the normal application flow. Where the quality of the candidate is not an issue, race may be used as part of the decision making process. Due to the restraints imposed by Chapter 143 of the Local Government Code (Civil Service Law), a separate five year recruitment plan is being developed. The Task Force with the responsibility to develop the Civil Ser- vice Recruiting Plan is made up with two representatives LUBBOCK TEXAS * Exceeds Standard Deviation Affumtive Action Plan 11-13 City of Lubbock 04/94 Development and Execution of Action Steps from the Police Department, two representatives from the Fire Department, and three representatives from Human Resources. During the interim period, the Human Resources De- partment will continue the following recruiting activities. Recruitment activities at military installations. Sourcing minority and female candidates with military background. Sourcing local minority and female candidates who scored fairly high in their previous attempt. Civil Service - Fire Due to the restrains imposed by Chapter 143 of the Local Government Code (Civil Service Law), a separate five year recruitment plan is being developed. The Task Force with the responsibility to develop the Civil Ser- vice Recruiting Plan is made up with two representatives from the Police Department, two representatives from the Fire Department, and three representatives from Human Resources. LUBBOCK TEXAS Afrumative Action Plan 11-14 Cityof Lubbock 04/94 Development and Execution of Action Steps During the interim period, the Human Resources De- partment will continue the following recruiting activities. * Recruitment activities at military installations. Sourcing minority and female candidates with military background. Sourcing local minority and female candidates who scored fairly high in their previous attempt. Minority Outreach and Recruitment The City of Lubbock is totally committed to a positive, results oriented program offering equal employment opportunity to all. To ensure that the City of Lubbock complies with this committment and consider additional sources for reaching minorities and women not in the workforce, the following practices have been imple- mented. Ensure all City of Lubbock personnel involved in recruiting, screening, promotion, disciplinary and related processes be trained to eliminate bias in all personnel actions. Wlwe LUBBOCK TEXAS Affirmative Action Plan 11-1 S City of Lubbock 04/94 Development and Execution of Action Steps * Utilize minority, female and disabled employee as referral sources. * Meet with local minority organizations to dis- cuss employment opportunities and solicit names of qualified and qualifiable minorities in the community. * Recruitment efforts are also conducted in women's organizations and organizations dealing with persons with disabilities. * Public service announcement on T.V. and radio specifically including minority oriented T.V. program and radio stations. * Advertising in local minority oriented newspapers. * Advertising on public access cable, Channel 6. * Maintain a job opportunity bulletin board inside the Human Resources Department. LUBBOCK TEXAS Affirmative Action Plan 11-16 City of Lubbock 04/94 Development and Execution of Action Steps 0 * Continue to advertise externally through "Employment Opportunities" flyer and the "Jobline". "Employment Opportuni- ties" flyer is mailed to several organiza- tions including minority, female, and disabled oriented organizations. "Jobline" is a recording of all vacant positions available within the City of Lubbock. "Jobline" is operational 24 hours a day. * In addition to normal applicant flow, the Human Resources Department will source protected class applicants with activities such as: Career Days On Campus - Business Seminars On Campus Recruiting Educational Institution with high minority/female enrollment LUBBOCK TEXAS Affirmative Action Plan 11-17 City of Lubbock 04/94 Development and Execution of Action Steps * Ensure that all special project employees (VOE students and Interns) are notified of and encouraged to apply for regular City positions. * Identify and develop career ladders through job restructing to allow for lateral and vertical advancement based on job related factors. * Modify job requirements so that reason- able accommodations can be made where qualified persons with disabilities can perform the essential function of the job. * Revise the exit interview questionnaire and review turnover data to identify areas of concern in retaining protected group employees. The recruitment schedule for 1993 was as follows: Mountain View College Paul Quinn College El Centro College LUBBOCK TEXAS Affnnative Action Plan 11-18 City of Lubbock 04/94 Development and Execution of Action Steps Cedar Valley College Tarrant County Junior College Carswell Airforce Base The targeted recruitment schedule for 1994 is as fol- lows: Texas Tech University Lubbock Christian University South Plains College Wayland Baptist College Reese Air Force Base San Antonio, Texas - All Military Installations and Colleges University of New Mexico Eastern New Mexico University Texas Southern University - Other Houston Colleges Prairie View A&M University Dallas, Texas - All Colleges and Military Installations wo ONOMNI mw LUBBOCK TEXAS Affirmative Action Plan 11-19 City of Lubbock 04/94 Development and Execution of Action Steps Applicant Flow An applicant report will be maintained by the Human Resources Department reflecting all applicant activity (i.e., the number of applicants, interviews, offers ex- tended, offers accepted), by EEO code, sex, government job category and disabled status. As openings occur in the Executive Management, Management and Professional, Technical/Clerical, Trades and Labor, and Civil Service areas, we will continue to make every effort to interview and hire into the protected classes to reach and maintain parity with availability. Training To be successful in the upward mobility of minority, female, and disabled employees, training must be a high priority on the list of tasks to be performed by the Human Resources Department. The Department at- tempts to conduct supervisory training for those newly appointed as supervisors. The City also periodically conducts New Employee Orientation, Basic Supervisory TEXAS LUBBOCK Affinnative Action Plan 11-20 City of Lubbock 04/94 Development and Execution of Action Steps Training, and is involved with the development of Citizen Relations Training which includes writing skills, interpersonal relations and public speaking. Other training programs that have been developed include, but are not limited to: (1) selection and interviewing skills; (2) elimination of barriers to employment of females and disabled persons; and (3) awareness of considerations. The City of Lubbock has for some time conducted training courses for various personnel depending on individual needs. These training courses include not only management practices, labor relations, etc., but also programs for entry level employees. Needs surveys of all departments and areas need to be conducted to determine our ongoing training needs. A comprehensive training program to address identified training needs is the overall desired result of this en- deavor. Management Development and Training courses will become a priority for Human Resources in 1994. LUBBOCK TEXAS Affirmative Action Plan 11-21 City of Lubbock 04/94 101 Internal Auditing Reporting System An internal reporting system to continually audit, moni- tor, and evaluate progress is essential for a successful Affirmative Action Program. The Director of Human Resources is responsible for developing and implement- ing this system to maintain current awareness of the City's Affirmative Action position. The following reports will be submitted to the City Manager: 1. EE04 Employee Census Report: Statis- tical survey of current employment by race/ethnicity and sex for each job function, occupation category and salary level. Responsibility: Human Re- sources; Due Date/Purpose: Annual report required by law to the EEOC. 2. Affirmative Action Plan a. Major service area work force analysis showing race/ethnicity and sex by job category. Due Date/Purpose: Components of this report are monitored internally on a periodic basis. INIM LUBBOCK TEXAS Affirmative Action Plan 12-1 City of Lubbock 04/94 Internal Auditing Reporting System b. Identification of areas that appear to be underutilized. C. Progress of departments and City towards goals including hiring and turnover evaluation. d. Recommendations for responsive action. LUBBOCK TEXAS Affirmative Action Plan 12_2 City of Lubbock 04/94 r Glossary of Affirmative Action Terminology ADVERSE IMPACT OR ADVERSE EFFECT - The showing that a practice, procedure or test has hampered the employment opportunity of one or more members of a protected group. AFFECTED CLASS - Members of an applicant group who, by virtue of past discrimination, continue to suffer the present effects of that discrimination. (Race, reli- gion, color, creed, national origin, age, and sex). AFFIRMATIVE ACTION - A set of specific and result oriented procedures, allied with commitment and good faith, designed to enlarge the opportunity for selection of candidates for hiring and upgrading to include members of the minority community and women. Affirmative action is a kind of "road map" to achieve the goal of equal employment opportunity. ARTIFICIAL BARRIERS - Requirements, proce- dures, or standards for employment that are not related to successful performance on the job. LUBBOCK TEXAS Affirmative Action Plan 13-1 City of Lubbock 04/94 Glossary of Affirmative Action Tenninology 0 BONA FIDE OCCUPATIONAL QUALIFICA- TIONS (B.F.O.Q.) - A qualification that is necessary to the normal operation of the business or organization. It includes religion, sex or national origin and must be shown to be related to job performance or measure job capability and is primarily confined to consideration for safety and/or efficiency. CRITERIA - Quantifiable measures of job performance or success, as indicated in supervisor's ratings or train- ing grades. DISCRIMINATION - The showing that a practice, procedure or test has an adverse effect on at least one protected group and is not job related. DISPARATE TREATMENT - When members of a minority or sex group have been denied the same em- ployment, promotion, transfer or membership opportu- nities as have been made available to other employees or applicants. EQUAL EMPLOYMENT OPPORTUNITY -A condition under which all employment practices includ- ing selection, transfer, promotion, termination, compen- sation, and other benefits are implemented on the basis LUBBOCK TEXAS Affirmative Action Plan 13-2 City of Lubbock 04/94 Glossary of Af mnative Action Tenninology of valid, job related requirements without regard to race, creed, national origin, color, relligion, age, physical handicap, or sex. GOAL - A numerical flexible objective established internally by an employer and, based on the availability of protected group members in the relevant labor force, indicates the extent of diligent good faith efforts applied to the hiring and advancement of protected groups. JOB RELATED QUALIFICATIONS - Requirements that are realistically related to the actual duties of the job. These requirements consist of the actual knowledges and skills required to perform those duties determined by a thorough job analysis. MERIT SYSTEMS - Rational selection of the best available to do the job on the basis of ability. POTENTIAL FOR DEVELOPMENT - The capacity of an individual to absorb training for advancement to more responsible positions. PREDICTORS - Selection measures such as tests, licenses, interviews, etc. MIAMI LUBBOCK TEXAS Affirmative Action Plan 13-3 City of Lubbock 04/94 Glossary of Affirmative Action Tettninoloev PROTECTED GROUP - Groups protected against discrimination by force of law and underutilized in a particular classification. These include race, sex, na- tional origin, religion, physical handicap, and age. QUOTA - A temporary hiring requirement which can only be ordered by a judge to remedy the present effects of past discrimination. SELECTION DEVICE - Tests, educational and work history data, interviews, etc. VALIDITY - The extent to which a selection procedure samples the content of the job. Theorectically, a valid selection procedure is predictive of job success. LUBBOCK TEXAS Affirmative Action Plan 13-4 City of Lubbock 04/94 Job Categories Officials and Administrators Occupations in which employees set broad policies, exercise overall responsibility for execution of these policies, or direct individual departments or special phases of the agency's operations, or provide specialized consultation on a regional, district or area basis. In- cludes: department heads, bureau chiefs, division chiefs, directors, deputy directors, controllers, examiners, wardens, superintendents, unit supervisors, sheriffs, police and fire chiefs, and inspectors and kindred work- ers. Professionals Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Includes: personnel and labor relations workers, social workers, doctors, psychologists, registered nurses, economists, dieticians, lawyers, system analysts, accountants, engi- neers, employment and vocational rehabilitation coun- selors, teachers or instructors, police and fire captains, and lieutenants and kindred workers. LUBBOCK TEXAS Affirmative Action Plan 14-1 City of Lubbock 04/94 Job Categories Technicians Occupations which require a combination of basic scientific or technical knowledge and manual skill which can be obtained through specialized post -secondary school education or through equivalent on-the-job training. Includes: computer programmers and opera- tors, draftsmen, surveyors, licensed practical nurses, photographers, radio operators, technical illustrators, technicians (medical, dental, electronic, physical sci- ences), assessors, inspectors, police and fire sergeants and kindred workers. Protective Service Workers Occupations in which workers are entrusted with public safety, security and protection from destructive forces. Includes: police patrol officers, fire fighters, guards, deputy sheriffs, bailiffs, correctional officers, detectives, marshals, harbor patrol officers and kindred workers. Paraprofessionals Occupations in which workers perform some of the duties of a professional or technician in a supportive role LUBBOCK TEXAS Affinnative Action Plan - 14-2 City of Lubbock 04/94 Job Categories Office and Clerical which usually require less formal training and/or experi- ence normally required for professional or technical status. Such positions may fall within an identified pattern of staff development and promotion under a "New Careers" concept. Includes: library assistants, research assistants, medical aides, child support work- ers, police auxiliary, welfare service aides, recreation assistants, homemakers, aides, home health aides, and kindred workers. Occupations in which workers are responsible for internal and external communication, recording and retrieval of data and/or information and other paper work required in an office. Includes: bookkeeper, messengers, office machine operators, clerk -typists, stenographers, court transcribers, hearing reporters, statistical clerks, dispatchers, license distributors, payroll clerks, and kindred workers. Skilled Craft Workers Occupations in which workers perform jobs which require special manual skill and a thorough and compre- - M 1 LUBBOCK TEXAS Affirmative Action Plan 14-3 City of Lubbock 04/94 Job Categories hensive knowledge of the processes involved in the work which is acquired through on-the-job training and experience or through apprenticeship or other formal training programs. Includes: mechanics and repairmen, electricians, heavy equipment operators, stationary engineers, skilled machining occupations, carpenters, compositors and typesetters, and kindred workers. Service Maintenance Occupations in which workers perform duties which result in or contribute to the comfort, convenience, hygiene or safety of the general public or which contrib- ute to the upkeep and care of buildings, facilities or a grounds of public property. Workers in this group may operate machinery. Includes: chauffeurs, laundry and dry cleaning operatives, truck drivers, bus drivers, garage laborers, custodial personnel, gardners and groundskeepers, refuse collectors, construction laborers. F00- INS- LUBBOCK TEXAS Affnmative Action Plan 14-4 City of Lubbock 04/94 Action Steps Accomplished to Date Distributing information to publicize City's Affirmative Action Plan to employees and the public. Responsi- bility: Human Resources. Developing Affirmative Action reports for all City departments. Responsibility: Human Resources. Monitoring and reporting on progress toward achiev- ing goals of Affirmative Action Plan to City Manager. Responsibility: Human Resources. Revising all class specifications to remove inappropri- ate or non -job -related requirements in compliance with job analysis data. Responsibility: Human Re- sources. Reviewing and revising application forms to ensure non job -related items are eliminated. Responsibility: Human Resources. Monitoring applicant flow data to determine problem areas in recruiting and selecting protected group persons. Responsibility: Human Resources. WMIS ILM LUBBOCK TEXAS Affirmative Action Plan 15-1 City of Lubbock 04/94 Action Steps Accomplished to Date Discussing departmental progress with Department Heads and act to resolve areas of concern. Responsi- bility: Human Resources. Developing structured, job -related, modified assessment centers based on job related requirements. Responsibil- ity: Human Resources. Developing an exit interview information form to identify areas of concern. Responsibility: Human Resources. Maintaining and updating list of community and other protected group organizations for distribution of em- ployment information. Responsibility: Human Re- sources. Ensuring recruitment efforts are aimed at all skill levels and all segments of the community. Responsibility: Human Resources. Posting and periodically inspecting all announcements relating to employment opportunities with the City. Responsibility: Human Resources. LUBBOCK TEXAS Affirmative Action Plan 15-2 City of Lubbock 04/94 Action Steps Accomplished to Date Ensuring that all position announcements encourage all protected group persons to apply for employment. Responsibility: Human Resources. Utilitzing minority news media to publicize employment opportunities. Responsibility: Human Resources. Providing support for institutional programs designed to enable protected group members to more equitably compete in the labor market. Responsibility: Human Resources. Encouraging women to compete for all employment opportunities. Responsibility: Human Resources. LUBBOCK TEXAS Affirmative Action Plan 15-3 City of Lubbock 04/94 Utilization Analysis by Race/Ethnicity Job Group Total WHITE # % % # Exist Exist Avail Ex ec Diff SD Officials & Administrators 52 49 94.23% 76.69% 39.88 9.12 2.99 Professionals 187 149 79.68% 76.14% 142.38 6.62 1.13 Technicians 79 56 70.89% 74.50% 58.86 —2.85 —0.74 Protective Service 585 529 90.43% 68.58% 401.19 127.81 11.38 Paraprofessionals 46 24 52.17% 75.20% 34.59 >>:058' `r.B1 Office & Clerical 266 156 58.65% 80.30% 213.60 Skilled Craft 254 141 55.51% 71.50% 181.61 lN�1: Service/Maintenance 1 296 111 37.50% 54.20% 160.43 Service/Maintenance II 62 30 48.39% 54.20% 33.60 —3.60 —0.92 Total 1827 1245 68.14% 69.30% 1266.14 —21.14 iv><; Statistical Significance *Protective Service Availability % based on Lubbock County general population ages 18-34 As of 9/1719: Utilization Analysis by Race/Ethnicity Job Exist Exist Avail Expec Diff SD Statistical Significance 0 *Protective Service Availability Y6based onLubbock County general population ages 18-34 As of 9/17/93 Utilization Analysis by Race/Ethnicity Job Group Total HISPANIC # % % # Exist Exist Avail Expeo Diff SD Officials & Administrators 52 2 3.85% 14.07% 7.32 Professionals 187 23 12.30% 11.81% 22.08 0.92 0.21 Technicians 79 16 20.25% 15.60% 12.32 3.68 1.14 Protective Service 585 48 8.21% 22.29% 130.40 Paraprofessionals 46 11 23.91% 13.80% 6.35 4.65 1.99 Office & Clerical 266 75 28.20% 14.30% 38.04 36.96 6.47 Skilled Craft 254 100 39.37% 25.00% 63.50 36.50 5.29 Service/Maintenance 1 296 169 57.09% 32.30% 95.61 73.39 9.12 Service/Maintenance 11 62 31 50.00% 32.30% 20.03 10.97 2.98 Total 1827 475 26.00% 21.66% 395.64 79.36 Statistical Significance *Protective Service Availability % based on Lubbock County general population ages 18-34 As of 9/17/9' Utilization Analysis by Race/Ethnicity Job Group Total OTHER # % % # Exist Exist Avail Expeo Diff SD Officials & Administrators 52 0 0.00% 1.39% 0.72 —0.72 —0.86 Professionals 187 4 2.14% 3.63% 6.79 —2.79 —1.09 Technicians 79 0 0.00% 3.90% 3.08 —3.08 —1.79 Protective Service 585 0 0.00% 2.10% ..... ............ 12.29 4 . . . . . . . . . . . . . . . Paraprofessionals 46 0 0.00% 1.20% 0.55 —0.55 —0.75 Office & Clerical 266 1 0.38% 0.90% 2.39 —1.39 —0.91 Skilled Craft 254 1 0.39% 0.80% 2.03 —1.03 —0.73 Service/Maintenance 1 296 0 0.00% 1.90% 5.62 Service/Maintenance 11 62 0 0.00% 1.90% 1.18 —1.18 —1.10 Total 1827 6 0.33% 1.90% 34.66 —28.66 Statistical Significance N *Protective Service Availability % based on Lubbock County general population ages 18-34 As of 9/17/9, 1� Utilization Analysis by Gender Job Group Total FEMALE # % % # Exist Exist Avail Expec- Diff SD Officials & Administrators 52 5 9.62% 39.33% 20.45 'l Il Professionals 187 80 42.78% 48.87% 91.39 —11.39 —1.67 Technicians 79 19 24.05% 45-90% 36.26 Protective Service 585 18 3.08% 48.76% 285.36 Paraprofessionals 46 33 71.74% 60.40% 27.76 5.22 1.56 Office & Clerical 266 214 80.45% 76.80% 204.29 9.71 1.41 Skilled Craft 254 5 1.97% 6.80% 17.27 Service/Maintenance 1 296 29 9.80% 59.00% 174.64 Service/Maintenance 11 62 3 4.84% 59.00% 36.58 w. Total 1827 406 22.22% 48.93% 894.02 —488.03 Statistical Significance *Protective Service Availability % based on Lubbock County general population ages 18-34 As of 9117/93 JOB GROUP ANALYSIS Job Title 005 City Secretary 005 Dir. Elec. Util. Sales & Serv. 005 Director of Aviation 005 Director of Water Utilities 005 Dir. of Business Relations 005 Director of Planning 005 Director of Transportation 005 A.C.M.—Utilities 005 A.C.M.—Mgt. Services 005 A.C.M.—Financial Serv. 005 City Attorney 005 Deputy City Mgr. 005 A.C.M.—Development Svcs. 005 Production Supervisor 005 Substation & Sys Relay Supv. 005 Electric Dist Operations Supv. 005 Telecommunications Dir. 005 Fleet Services Dir. 005 Library Director 005 City Building Official 005 Code Enforcement Admin. 005 Streets Superintendent 005 Civic Center Dir. 005 Asst. Dir. of Water Utilities 005 Public Health Director 005 Solid Waste Superintendent 005 Dir. Cust Serv/Public Rel. 005 Parks & Recreation Director 005 Information Serv. Mgr. 006 Fire Chief 006 Police Chief 007 Fiscal Admin. Dir 008 Director of Personnel 008 Asst. Dir. of Personnel 009 Purchasing Manager 022 Municipal Court Admin. 022 Deputy Aviation Dir— Mkting 022 Deputy Aviation Dir—Oper. 022 Asst. Prod. Supt.—Maint. 022 WW Treatment Plant Supt. 022 Asst. Prod. Supt. — Oper. 022 Water Prod & Trtmnt. Supt. 022 Electric Prod Supt. 022 Supt. Electric Oper. & Eng. 053 City Engineer 097 WIC Program Coordinator 178 Assistant City Attorney 179 Mun. Ct. Presiding Judge 305 Utility Collection Mgr. 413 Fire Marshall 427 Animal Control Supv. 475 Site Manager JOB GROUP I OFFICIALS AND ADMINISTRATORS As of 9117/93 !Z O Q Q O� U O mz oQ Cn J Q U LL LL 0 r �NOOOONOOOOOOOOI�CO I� O N lA N O CD M r O N N r O N (O I I I I I I I I I I I I I U N ti O N In N O CO M r O N N r O N O O O O N O 0 0 0 0 0 0 0� N In a7 Y C C O C C C O O O C O C C O C C Lz o 0 0 0 0 0 o OE O4 3° 0 0 0 ° o = N M (O CO 0 0 N U) Ln co co O (D 0 (O CA N N 0) co Q 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 xy W f- VN8m f-I,.U) N M 0 0 r 0 r r r r N .. 7 y' ON0000 0000000O 1 1 1 1 1 1 1 1 1 1 I I I (;<,"•w,g� N (D 0) t- CO N V N N Cl) r N N LL) V N O M O O O r O r r r r N N r C? LA O O O O r O 06 0 0 0 0 0 f_, N U X c W La CL y o0 o O oO*1 lot olpO 04 OR = o O` r f` f` r W 0 CO V CO CO N P r CO O O Ln V -: q CO N Ln M CO (O O CD r- O Lpf` CV) CoCO(DCDMNOMO(0N V V Qr r r r r r r r N r y N 0 0 0 0 0 0 0 0 0 0 0 0 0 N W M V V In In t` M In M M t` 117 ONO Ln r O r O V O N O O O O O O (O O u) O r 0 0 0 0 0 0 0 0 0 0 0 0 0 i l l l l l l l l l l l l l C7 r l l c to U 0 CO V V LL)LANCV) L()MCV) f-LAONON V) ,- 0 r 0 V O N 0 0 00 0 0 0 0) CD L W N00000(30000006'i r co V o w = O V r- 0 O M N 0 0 0 V 0 CD N LO 0) CO 0 M CO CO CO OD r O Q j 0) (o � t� � CM (� N N Ch (D st CA N t` Q y .X r 0 0 0 0 0 0 0 0 0 0 0 0 0 r W O O LO N Cl) V O r 0 f\ a M M N N V r to r� N V r r r N N N N a r CA 0 V OOOOr00000000CACV UrOtn a) t`OOCAOMr ^NMCOIn (DOD MNWOMWONNNCOO xCOrOr0000000000�CM W r '� 0 000000000o aQ °000 \f�00 r0(OI�f`lAf�rCAf�CI) Cnr V �rinNMtnN(OIANCOCO Q rIn O O fA C7 O (O N N r- CD CO N CO� M M 0 0 CO w N n 0 f, N y M N r N r N r r r r r r r r N CA K r V W O I N w .-- w r r r r r r r r rll N In F- U 12 C In p) lT N O U 0�� rnv CO 20 C C C O r W N (Dc'n .. O L1 E •E ca � •: c 0I ,> Aa o iLlia UO-9-:33irV')(LLi LO (D fl- CD O N M P. CO O LN Co ti to OOOOONLnCAf-hOrNf- 0 0 0 O O O O O r r M V V V MCO V OCDf�OC+ P-0 t` O M co(D V (D O N r C O O O O O C M O 0 0 0 0 0 0 I I I I I I I I I 1 1 LL o N N 0 t0 to O M N 11') CO M N O In M r CO t` CO N t` 0 0 V r r IT 0 M Q V M tt M M (DCO N� N CV r CO V 0 110 M yM00 r000r000000 LA W r r r r r — r N C ~O N r U') LO N Cn CA 'E d :3 OU 0) a a� C tl)Q OC C C C O L W � O N O 1 (n o �.� L E 1—:..�tL Q.: E a s .CLLd O O.> d j C U N QQa-CL J 7izCOCL ++ OOOOONU NN.NON� o0000000.--M V V V JOB GROUP II PROFESSIONALS Job Title 005 Ass. Dir. of Sys. Plan & Dev. 005 Assistant to the City Mgr. 021 Youth Services Coordinator 022 Civic Ctr Dep Dir/Cst Svc. 022 Deputy Civic Ctr. Dir.—Oper. 022 Parks Maint Supt 022 Envir. Programs Coord. 022 Community Serv. Supv. 022 Box Office Manager 022 Rehab. & Redev. Coord. 022 Right of Way Agent 022 Indoor Rec. Supt 022 Warehouse Superintendent 022 Human Relations Coord. 022 Recycling Coordinator 022 Teen Court Coord. 022 Asst Box Office Mgr. 023 Chief Accountant 023 Internal Auditor 023 Account Analyst 023 Staff Auditor 023 Accountant 025 Internal Safety Coord. 025 Assistant Treasurer 025 Budget Analyst 026 Asst. Dir. Bus. Dev. Serv. 027 Staffing Coordinator 027 Benefits & Payroll Coord. 027 Personnel Assistant 027 Training Coordinator 033 Senior Buyer 033 Buyer 037 Administrative Asst. II 037 Administrative Assistant 1 043 Park Devel. Supv. 043 Landscape Architect 053 Senior Civil Engineer 053 Civil Engineer 053 Civil Engineering Associate 055 Electrical Eng. Director 055 Substation Oper. Sup. Eng. 055 Systems Engineer 055 Senior Elec. Engin. Coord. 055 Elec. Engin. Proj. Coord. 055 Electric Engineer Assoc. 055 Elec. Engineering Associate 057 Bldg./Energy Admin. 064 Systems & Prg. Supv. 064 Systems Analyst 064 Database Admin. 064 Lead Programmer Analyst 064 Data Proc. Oper. Mgr. 064 Senior Programmer Analyst 064 Programmer Analyst 064 Programmer As of 9/17/93 Job Title 073 Wastewater Program Coord. 073 Senior Chemist 073 Industrial Chemist 073 Chemist 073 Steam Plant Chemist 077 Park Horticulturist 078 Wildlife Biologist 095 Medical Programs Coord. 095 Public Health Nurse III 095 Nurse Practitioner 095 Public Health Nurse II 095 Public Health Nurse 1 097 Nutritionist 159 Golf Professional 159 Asst Golf Professional 164 Librarian III 164 Librarian II 164 Librarian 1 169 Crime Analyst 11 169 Crime Analyst 1 173 Senior Planner 173 Transportation Planner 173 Assistant Planner 174 Health Program Supv. 174 Disease Intervention Spec. 174 Info. & Referral Coord. 174 Neighborhood Coord. 174 AIDS Education Coord. 174 HIV Counselor 174 Immunization Project Coord. 174 Health Educator 175 Recreation Supv. 175 Recreation Outreach Coord. 178 Trial Attorney 178 Attorney II 178 Attorney 1 194 Asst Stage Manager 194 Stage Manager 197 Prog. Devel. Coordinator 197 Public Info. Specialist 197 Event Service Coord. 203 Laboratory Service Coord. 203 Medical Technologist 203 Pub. Health Microbiologist II 203 Pub. Health Microbiologist 1 208 Supervising Sanitarian 208 Sanitarian 215 Mechanical Eng. Assoc. 257 Electric Promotion Manager 433 Food & Bev. Coord. 477 Assistant Site Manager 485 Park Maint. Supv. 485 Cemetery Supervisor 523 Senior Electronics Tech. 628 Ground Water Prod. Supv. JOB GROUP II PROFESSIONALS As of 9/17/93 �OONNOOOOCOO N�-V tAVr(O VN(�rQ)^MNN�VO VIM VM V tiMCDMNr Vr VNrCOO V L0001�00MOO V OCOrO00 V N0000000f�0 p O O O O O O O O O O O O O O O O O O O O O O O C O O O O O O O O O O O O 1 1 1 1 1 1 1 1 I I I I I I I I I 1 1 I I I 1 1 1 1 1 1 1 1 1 1 N r 1 1 N V CA V r CO CO (D O CA ti l0 N [` O h l0 (D M M CO M N r V r N r OONNOOOOrOtnl!)OOhOOm00'�fOrr000 M Cp x VNOOOOOOOI�In 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 o C 0 0 0 0 0 0 0 0 0 0 0 0 0 Cp N � W t o o o 0 0 0 0 0 o 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 O tV0r(0CM M(OMtnOM CA►� VCA(pO�pOlOCp�(Otn��rNO� V OO1()r0(pNOMM VN�rrlCOCOLQ0 fCDMP-Ln000Nrr(p COOOCr) r,V W)0f�vco Q r ,: r C9 r r r r- r N 6 6f,: O 6 r (p 6 6 N N N CO Z O M O CO N N r M y 0 0 0 0 0 0 0 0 r O r 0 0 r 0 0 0 0 0 0 0 0 r 0 0 0 0 0 0 0 0 0 0 0 0 0 V 'X W corLOCDNOON V Co CD V O(ocoCl) MCOr V 0a0r V M0 00CM0)0)rrr (prr,:-: (OWN V LOONOOOLACONLONCOCOCl) CO V M�00Of VrrNON 1 I I I I I I I I I I I I I I 1 1 1 1 1 1 1 1 1 M r N CO N O LO M M N W LO O ti O O V M N W N (O (O M M V M t- CA r w M O O N V r r N O O r 0 0 0 0 0 r O 0 0 0 0 0 0 0 � 0 0 r O O N O 0 0 r r O 0 0 0 � 0 0 O V N0000 o 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 y wommr r 0 CO CO CA V O M (O CO (O CD CA M M M to to N Cn Cn wo-000OMO( �t(O�N 'It COlOf'rLOrNf%Nf,Mr(nN0000 r 2 QTOCOOOi(O�f O(pAN rMCpL�Cp(n(riQjrQj tf'NN(OLnO(ONCOpj(pr-CDOOr r r r r r r r N r r r N N `7 N r N r y r- O M N r 0 0 — N O r 0 0 r N O O M r O r r 0 0 0 0 0 r r 0 0 0 0 r O O N x w ENO 0 M CO 0 V 0 M M r- 0 r L\ M V N M M N V 0 N V O N M ti r N 0 N CO M M 0 r- CA V V 70 LO7r'tONMONt,:OO7NrMCONN7OOr0N00(ON CO M i5 O O r 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 r O O N O O O r- O O O O O O O I I I I i l l l l I I I I I I I I I I I I I I I 1 1 1 V r 1 1 t0 UOO la V 0 V l0 �CO�(Or�M(O �MMM(OlON V ON�Mr �O�(OMMO�Cn(OCA N O to (O r 0 a)W .O OOOOOOOOOOOOOOOOOrOOrOOCV OOOrrO0000001OM 0 O CD Cp r M (O q q UO CO LO M CD r*.: O V (p V O >Oi(�M(D� Q V r InL�NM�C9LnnNNNln1�CON V CON(DLAtnMI�(ONC9tri LOCO Q r r N r r r r r y O r N r O O r 0 0 0 0 0 0 r 0 0 0 N r 0 0 0 0 0 r r 0 0 0 0 0 0 0 0 0 0 r X W � � CO M M O l0 l0 N O ti M CT V l0 O M N� N O M O CA (O Cn r CO ►� V (D ►� M N V CD q N LO r r Vr% M (p L0 r LO V r r Or': V r (p L0 O V V (O O r r r v V CO N M r M CO r =OONr 0 0000000�-OOOO0000"00 L0000N M0000000 1 1 1 1 (O r U d V r ►� M M� O U') t0 CA N O M M r (p l0 O M m M N 0� O O V r CA N M� V M N M 1 t0 O N LO q O rIt (O (O Ln CD LO In q M O q CO q LO q V qq: M O CO CO CO LO LO (O rlt CO O M M q xrOr I�NONNI�rInf�ONCD000rrNrC7(plArC7tr �OOOONOONtA w r r r r V r tU o 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 I�NOCTOCOCOr V 0(Or t00MOOf�rrMMCOf�M�L00t:OlAOr000M � Q�MCDCDCOtO�M�COtDCOCOM� W COt�LO�CDCD�lOCO�CO(O(O W W t0N(p�(O f` •X r r r r � W �INr�OMr[�MONPOrLOrrrLOMN(ONION(ON�COCOrrrr crrrlc r r r r r r r CO r U U y C y °� 0 o a) C U iC � O y Kjw O CC r Q to 0 0) C.)O�� nN)ZpQaic0 ai�ca O c0 y o E w �Ua)< a; °' °'wcn cd—'Z ai Ey ot— �w Qa3 dm °'Q two c 6 �6 m �—_�I chi `- co—'o c to � � o �n (—� o � c�i 00 � � U-° ca (n d y (0 a1 to U— y a) a) UO Q c I °� LL 0 c (yo aa) cU yr a> CD U)n.i L� pltia: od ��'�' ��'-`�w t�'�rn_cc@c�� °-orcy>>>-> C O a) U O U (0 . t0 O=. O U L ` E L— U U p — O w t0 �- U U 'C Q E (0 U a) a Q a- U L1 N Q��QO�ILn.2QUw2UC) tot-�U)Z)U) d- -01: U)U)(n(nW(n O N N N N N N CM C O Co VV O O 1! CD� N t- O 0) O O (O r- ti N O) MOO -- LLO CO M� LO CD N N D O O O O O O O O O O O O O O O O O O O r r r r r r r r N N N N V V V W (O JOB GROUP II PROFESSIONALS Utilization Analysis by Gender Female 005 Administrators & Officials 2 1 45.12% 0.90 0.10 021 Mgrs.-Service Org. 1 0 48.34% 0.48 -0.48 022 Mgrs. & Administrators 14 3 30.70% 4.30 -1.30 023 Accountants & Auditors 9 8 54.42% 4.90 3.10 025 Other Financial Officers 3 1 49.13% 1.47 -0.47 026 Management Analysts 1 0 30.91 % 0.31 -0.31 027 Personnel Specialists 4 3 55.47% 2.22 0.78 033 Purchasing Agents & Buyers 3 2 43.07% 1.29 0.71 037 Mgmt. Related Occupations 10 4 77.05% 7.71 -3.71 043 Architects 2 0 10.09% 0.20 -0.20 053 Civil Engineers 7 1 6.53% 0.46 0.54 055 Electrical/Electronic Engineers 9 0 10.12% 0.91 -0.91 057 Mechanical Engineers 1 0 4.21 % 0.04 -0.04 064 Computer Systems Analysts 15 4 28.58% 4.29 -0.29 073 Chemists 11 4 27.97% 3.08 0.92 077 Agricultural & Food Scientists 1 0 25.89% 0.26 -0.26 078 Biological & Life Scientists 1 1 40.46% 0.40 0.60 095 Registered Nurses 15 15 93.17% 13.98 1.02 097 Dietitians 3 3 89.82% 2.69 0.31 159 Teachers, n.e.c. 2 0 61.58% 1.23 -1.23 164 Librarians 16 12 82.27% 13.16 -1.16 169 Social Scientists 2 0 40.69% 0.81 -0.81 173 Urban Planners 5 2 27.28% 1.36 0.64 174 Social Workers 12 7 63.15% 7.58 -0.58 178 Lawyers 6 1 23.45% 1.41 -0.41 194 Performers/Related Wkrs, n.e.c. 2 0 47.10% 0.94 -0.94 197 Public Relations Specialists 4 1 58.19% 2.33 -1.33 203 Clinical Lab. Technologists 8 4 70.69% 5.66 -1.66 208 Health Technologists 8 1 67.29% 5.38 -4.38 215 Mechanical Engineering Tech. 1 0 4.76% 0.05 -0.05 257 Sales Occupations 1 0 33.35% 0.33 -0.33 433 Supv, Food Prep & Service Occ 1 1 57.44% 0.57 0.43 477 Supv, Farm Workers 1 1 7.29% 0.07 0.93 485 Supv, Related Agric. Occ. 4 0 8.92% 0.36 -0.36 523 Electronic Repairers 1 0 8.51% 0.09 -0.09 628 Supv, Production Occupations 1 0 15.87% 0.16 -0.16 18711 80 48.87% 91.38 -11.38 6.84 -1.67 As of 9/17/93 Job Title Computer Operator I Engineering Technician Dental Asst II Licensed Vocational Nurse Lab Technician Power Technician Inter. Engineering Tech. Computer Operator II Senior Power Tech. Senior Engineering Technician Lab Technician If Senior Computer Operator Lab Technician II Civil Engineering Assistant Senior Library Asst Plan Checker Elec. Engineering Assistant Code Enforcement Inspec. Senior Code Enforc. Inspec. Zoning Specialist Electronic Tech. I Plumbing Inspector Housing Inspector Electric Inspector Bldg. Constr. Inspector Water System Instr. Tech. Electronic Tech. 11 Electronics Tech. Senior Building Constr. Inspc. Senior Bldg. Constr. Insp. Senior Electric Inspector Senior Plumbing Inspector JOB GROUP III TECHNICIANS As of 9/17/93 D, F� lw �'Nst(O �CONN�IACO�t�aO�sttOhtt�tt �'M W tlCflCOCOCO � �CDCA p 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 C O 0 0 0 0 G 0 0 0 0 0 0 0 0 0 I l l l l l l l l l l l l l l l l l l l l l l l i l l l l l l C9 r l l U �N�'(U'ct00NNd'IACO��CO�t'�t�Gf�d'�t��C�DtO�tODtOtO<1D�stCON x G C C C 0 0 0 0 0 0 0 0 0 0 C O 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 C7 r y W L Q0o oEo oho 0 0 00oQoQoEoeo4o�°d°oQoQo 0aeo 00 00 0 0 0 00°0 CA CA CA CA CA CA CA CA CA CA CA O) CA CA CA CA CA CA CA O CA CA CA O CA CA CA CA O M m O M m m co O co co M m co co co M c+i c9 cd cd cd C7 ch cd M cd co vi cd C9 CM CA C9• Q 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 xy W V M(OCOIt' r01.(Do —Coto rMVNr000 V0r0rrrr(O(OlD[t q Ln r M M M LA ',� r (O M r r M r CO (O o r r r W 0 Mr M M M M r r 0 r 1 1 I I 1 1 1 1 1 I 1 1 1 I I I I I 1 1 1 U(OI�(DN(OrOf� U a1r�r(OrMU)ttr�MrrMrr(pprrrrMMrMMMMrrMN VJOr(p(pr(O(pNO(O(O(O(OrrCflrrrr(O(ONM C ad000C OCV OOr0000000�0000000000000 CV C'7 Q w r 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 j . 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(D M (O (O CO CO CO (O (O (O (O (O (O (O (O (O (O (O (O M Ln Ln Ln Ln Ln LC) Ln Ln Ln Ln Ln Ln U) Ln Ln Ln U•) Ln Ln LO Ln Ln Ln Ui Ln Ln LC) Ln Ln Ln Ln O Ln Q r r r r r r r r r r r r r r r r r r r r r r r r r r r r r r y r — O r r O M O O N O O O O O r O N O 0 0 r r 0 0 0 0 0 0 0 0 O X W '- �O(UOf�O r0000 �rOOrOONlA0000rrOrrrrOONO 0 c 0 0 0 0 0 0 0 r 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 I I I I I I I i i l l l 11 1 1 1 1 1 1 1 1 1 l l N r O U(OCO(O `' a)OrONOrOt-QLnrOOrOON�0000rrprrrr00l�r �(ON(OCO(O �N(D(ON(O(OsfN(D(O(O(ONN(ONNNN(O(O �r �� X w 0� .0-00000000000000000000000000000000 a y 0 r O r O 0 r N O r 0 0 0 0 0 0 0 r 0 0 0 0 0 0 0 0 0 0 0 0 0 11- .X w tAtt(paptn Nam(OrrCp(pr(pl[)NN(O(O(OlAor(Orrrr(OM I"NNCA f\ tTNNLnNNLANI�ONNNNI�14'LQC4 QLQLQLnNNCOf� OV p l l I I I I I I 1 1 1 1 1 U lt7 � In CO lA to N � t1) r O IA Ln CA In IA CO N tf) lA lA In CA O IA O to to M lA to 117 1� x O N O N O r r N O 6 r O O r O O N 6 0 0 0 O r r O r r r r 0 0 c6 O LA 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 Ln U) Lc)0 Ln U) In w 0 In In In In 0 M M 0 M In 0 0 0 0 w In 0 0 Ln In 0 In sf tt 1: It li 4 'i li tt li w y O r r N O N O r r M N r r N r O r r r Q r N r N N N N r r (O x r M W «IrMr rN(OM rO NrrNrr (�rrrrNNrNNNNrrl1Cn I-- C U U) t c d Q L C �. O vs a M �, U ` O M V — W a M C -6~ C (Da 0. O o N�O C O �o °rN-U 0— L(a c ai _ 0=0ai ff�C C rn (D H LO .V �' W d co ` w LQ U Q. d U C U N V C O rn O'g c Lzo S'n °''o o Zy �i o d' 0 M Qo � E m� � E c�ii>'c n c, 3 o)•c E'c �' c p•a CL c yTii?:�' M� o E O C .p c a) 0)a) O C c Q L L O o .0 Q U O— C C w U U j 0 7 ac a L_w aaw �(►� Gciw �UILW rno c�cgm o omwa c9a) 4.4E .4� 4 a�.49«O'M W��4.4.4 E'rnc 0.0 3 o E'c c-0 c.Q- c c 6"0 c c o E� o m.. o 0'c c c 02 Uwp��a �Ucncn t�cn (Ucnawc�cnnlwa=wm�u.lwcncoch s rn O S JOB GROUP III TECHNICIANS rUtilization Analysis by Gender Computer Operator I Total 1 Female Exist Avail % Ex ec Diff 1 45.9% 0.46 0.54 Engineering Technician 3 0 45.9% 1.38 -1.38 Dental Asst II 1 1 45.9% 0.46 0.54 Licensed Vocational Nurse 4 4 45.9% 1.84 2.16 Lab Technician I 1 0 45.9% 0.46 -0.46 Power Technician 2 1 45.9% 0.92 0.08 Inter. Engineering Tech. 16 2 45.9% 7.34 -5.34 Computer Operator II 3 2 45.9% 1.38 0.62 Senior Power Tech. 1 0 45.9% 0.46 -0.46 Senior Engineering Tech. 9 1 45.9% 4.13 -3.13 Lab Technician II 2 2 45.9% 0.92 1.08 Senior Computer Operator 1 1 45.9% 0.46 0.54 Lab Technician II 1 1 45.9% 0.46 0.54 Civil Engineering Assistant 2 0 45.9% 0.92 -0.92 Senior Library Asst 1 1 45.9% 0.46 0.54 Plan Checker 1 1 45.9% 0.46 0.54 Elec. Engineering Assistant 4 0 45.9% 1.84 -1.84 Code Enforcement Inspec. 7 0 45.9% 3.21 -3.21 Senior Code Enforc. Inspec. 1 1 45.9% 0.46 0.54 Zoning Specialist 1 0 45.9% 0.46 -0.46 Electronic Tech. 1 1 0 45.9% 0.46 -0.46 Plumbing Inspector 1 0 45.9% 0.46 -0.46 Housing Inspector 2 0 45.9% 0.92 -0.92 Electric Inspector Bldg. Constr. Inspector 2 1 0 0 45.9% 45.9% 0.92 0.46 -0.92 -0.46 Water System Instr. Tech. 2 0 45.9% 0.92 -0.92 Electronic Tech. II 2 0 45.9% 0.92 -0.92 Electronics Tech. 2 0 45.9% 0.92 -0.92 Senior Building Constr. Inspc. 2 0 45.9% 0.92 -0.92 Senior Electric Inspector 1 0 45.9% 0.46 -0.46 Senior Plumbing Inspector 1 0 45.9% 0.46 -0.46 79 19 45.9% 36.26 r Statistical Significance As of 9117/93 Job Title Asst. Animal Ctrl Supv. Airport Sec. Shift Supv. Airport Sec. Supv. Parking Control Officer Airport Security Officer Deputy City Marshall City Marshall Probation Police Officer Probation Fire Fighter Police Officer Fire Fighter Police Corporal Fire Equip. Operator Police Sergeant Fire Lieutenant Police Lieutenant Fire Captain Police Captain Fire District Chief Assistant Police Chief Deputy Fire Chief JOB GROUP IV PROTECTIVE SERVICE ..®�©0©�©0©� .. - VAERM As of 9117193 W U_ a. w =) U) CL > H mU O� 3O !Z I1 M�tN0NNNgD;wN0O(OlA(ONm0vM •.``•l 0rV T OOOOOOOIACO00)Or-NN(OOON 000000000�NOOC�C(7COC< r i5 I 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 � M 'V NCC) N N N �t (I� LO N CO O co to CO N M to It CO0) 0000000lArCO000TNN(00) '-LBCC N T ONN� OOOOOOOC.=c�iOCOO.=0m000Nm r O o 0- OR 0 0 0 0 0 oQ o 0 04 0 0�0 of o o� of oQ o 0 00 oQ •; 00000000000000000000 O T T T T T T T T T T r O Q r r T T r r r r r T N N N N N N N N N N N C1 C\ N N N N N N N N r N 0000000000000000000000 A V LA00NNNNt(9NCO(OMrCOO(OMLOLf):•;yQ Mtt1ltCONNNttOUlrOLArUlM0)LpO1,;t q::,.•. O O O O O C O O (C r (Op � CQ � r L� r' N (C C N �•' I I I i l l l l l i �" r l I I I �- I I I ��•>",.'�• O qt LA N N N N N to N co co 00 0 0 N 00 M N 0 oo N U OCh ttN(ONNN'�tOIATOLA00LAMCALnO��stO y(�-OOOOOOOtO�N NcCON(OO LL a T 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 N N N N N N N N N N N N N N N N N N N N N N ¢ N N N N N N N N N N N N N N N N N N N N N N An r-OTOOOOOOOTNrNO(OTC*4 X W T(ONNONr(O(o�tco ql� CO O N O O O T [n tt qq: 0) O Lt ql OC4 C4 0-00000000T014t0M00cio0)c+ioo q r M. I 1 1 I I I I i l I I I I I I I I I V U X00000000�0 q T O N O O O r 0) 'V q�t C) O N V N 0 T T T ►� LA(00900�ONM00 T r �C W r C o o o 0 0 0 0'OR o 'OR y O T 0 0 0 0 0 0 0 0 T O O r O T O M O O T M X W 0�M(OCAMMC7(O NTrtA1�N000MT(O st00ci -�Q— O O O O O O O O CO N 1 1 N N T I r N r N T T UTf�O(000)CAf�NOTOf O) �tOIAN�t(O(��O)M X V: C64cirrNNVrOTOQ W O�(�TI�O— Ad MMCOMC0000000CDC0 (O00tOCDt000l00DMMMM Ln Ln Ln LA Ln LA Ln Ln LA Ln LA LA LA q LA LA In 0 w In w w a (MO (O (MD (O (MO (O (MO (O (MO (O 0 (O (MD (MO O (O (O (O (MD (O (MO 0 y LArp(+�rrTNNhr-0)IT 1�U) TNOO x v � r � W (ONrMTrTNNl� 0) to ti tN�ll 3 d C — L U d Cl)t Cn iR o o U UO (a2cao0o,° 'oQ c°�� ' �.m� mUCg�Ocn o 0 o o O,9 �> >U0 Wu..JY L � � 2 S? - aaaQ 8aw00i,_u.i�i,_iiaaoaoaoa°a.a..a` N 2 co U C (n fo U N i.. nJ 0 It C'9 I co r (n 0 0) to C O 7 a O 01 N C d C Q7 V Y U .Q J C -p0 y (o \o 0 co a JOB GROUP IV PROTECTIVE SERVICE Utilization Analysis by Gender Aiport Sec. Officer Total 6 Exist Female Avail% Ex ec Diff 1 48.78% 2.93 -1.93 Airport Sec. Shift Supv. 2 0 48.78% 0.98 -0.98 Airport Sec. Supv. 1 0 48.78% 0.49 -0.49 Assistant Police Chief 3 0 48.78% 1.46 -1.46 Asst Animal Ctrl. Supv. 1 1 48.78% 0.49 0.51 City Marshall 1 0 48.78% 0.49 -0.49 Deputy City Marshall 1 0 48.78% 0.49 -0.49 Deputy Fire Chief 2 0 48.78% 0.98 -0.98 Fire Captain 27 0 48.78% 13.17 -13.17 Fire District Chief 7 0 48.78% 3.41 -3.41 Fire Equip. Operator 77 0 48.78% 37.56 -37.56 Fire Fighter 99 2 48.78% 48.29 -46.29 Fire Lieutenant 43 0 48.78% 20.98 -20.98 Parking Control Officer 4 3 48.78% 1.95 1.05 Police Captain 7 0 48.78% 3.41 -3.41 Police Corporal 60 1 48.78% 29.27 -28.27 Police Lieutenant 13 0 48.78% 6.34 -6.34 Police Officer 173 7 48.78% 84.39 -77.39 Police Sergeant 45 2 48.78% 21.95 -19.95 Probation Fire Fighter 2 0 48.78% 0.98 -0.98 Probation Police Officer. 11 1 48.78% 5.37 -4.37 585 18 48.78% 285.36 r f$7 a. d. 12.09=22# ";`;` Statistical Significance *Availability % based on Lubbock County general population ages 18-34 As of 9/17/93 rwl 32 MA c c 0 co N 011 q r N CV (D CAN 0 0 ci C15 6 d 0 N C*4 Q 0) xoo,d6docdc4 LLI 00000000 �00000000 6MI) q LQ q 0 0 0 -V cli Cd N a 0) r� co t*� 0 (C) C') LO co Lf) LO cr) 0) W) u Cli x LLI CV) co MOMMOMMO " N . . . . . 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Cl) 0) Cf) — CD 0 0 4) xQ 0) 0) co C\l CD, w CY CO CM U*) E A 'o, 0 cm AD co �0- 0 (XS r: 0 co as O (CS 0 0) 41 0 15 0A 2- Z. 0 4) r :3 0 U) N .0 4) 4) 4) a) a) 16 0 2 co (L 1- Z W q� a W 0 W Q M r Z) �f-(C)CMco0 0(C)TC000)a D�f�tANCD0vp 0 O W— 0000'(tM ( wXOOO CYOO WN t_ 17500000000 T T T T T T T T Q 111 N N N N N N N 0 0 0 0 0 0 0 0 xy LL (AN(o(Or�CC) m 'of '9Y O lA T O (A ll� :- 0U)N(O(Of�cO(n0N U O IT O U) T O (A V N CO XOCGTr,:Na�O�(G W a 0 0 0 0 0 0 0 0 0 - '�6 O O O O O O O N N N N N N N O N Q N N N N N N N N y 0 0 0 T (A •X W r-0 V'OOTYw« [{(OMOt!!'Ct G (Q U U N TOO T (O N R OVV O O T O O O T W T c o o 0 0 0 0 0 0 0 U'� 00000000 �,000T000T M COO CAT �T� �C/O1 (O � NTT Lq CO to 0p tt 1*4: QOCONNONONO O d N N O T O O N M o CO CO o v o 0 N X T 6 qi CQ A N T W m 0 0 0 T > CO CO CO M CO Ca CO CO Q coMco coM(MO (MO (MO coM coM N N N � N � W N AN N P.N N tt NIIM N O � U UO �42 .c � � a r ii � W Q ` 7 c U D W LL J O- CC) d N i L L '7 M I ao N CD t� CO O CO M : <;pp. O T tt (n N O O ;L!::RT cc 0C9CV) f-(GOO:. :?;t3 c D I T I co v N I t ::'. O U CO h T 0 O CO CO co T w o- V O N O M M O U CZ O C\1 CYM C CL IjOrMco CA 0 0 0 0 o 0 0 0 c LL I O D D D O O U 0 (t Cpt C 0 0 0 0 N O O N Y Nt^ ?';' U m CNN�r-N N� ` 7 O J �3 G O All O y T) N LL U (�j O cod o c U N O LLZ` Q c U- 0. G N " (C N Q d 7 U 0 W LL J lO CL Q 0lLLLELLEa- M 0) O E� Job Title 025 Real Estate Spec. 174 Community Outreach Spec. 174 Neighborhood Svcs. Spec. 174 Immunization Outreach Spec. 175 Senior Citizen Center Supv. 175 Asst Rec. Center Supv. 175 Asst Recreation Supv. 175 Recreation Center Supv. 197 Asst Events Coord. 329 Library Asst 337 Grant Account Specialist 376 Loan Processor 376 Rehab. Loan Spec. 433 Asst Food & Bev. Coord. 446 Health Aide 1 446 Community Service Aide 446 Health Aide II 446 Health Aide III JOB GROUP V PARAPROFESSIONALS ..: • . ®EM©0©� EM©"©" As of 9117/93 Cl) J > Q p a Oco co C9 WLL M Q 4. '7 Q Q Q IL J r =OOOO10:00QQW(- 0000000�0000 U OOOOO�OOOOIn O M O O O O tt O O (0 to f� X O O O O O O O O O G O `y W zLz v o 0 0 0 0 0 0 0 0 0 0 —O.-OONMOOON ONCC.•= QCrOO(V 0 0 0 0 0 0 0 0 0 0 xy W O (D M N [f r N 'Cf N (U O �OOrOOOCOl�t1 I I I I I I I r U N N N In �t M O lA f� f� O CO CO N Ln r N ►*- lA tt CO M U C XOOCVOOCCOr(DCV W a — v cD aD o M o In r� (O co CV O M CD C7 O N C9 M N Q N r 00-0—OOOCAr X W r O M O O N r 0� CA CA N �OOLDOOOrOO(D I 1 I C7 c U d0M0000 0 U)LO0 XOOOOOOOOth W tt N U� O M O O v en o m D CO O O O CA r O CO N M Q Q N O r 0 O r O r O M r X W r N N LA 't r N rj O O CD N (0 r r--: (0 (0 00000000 (D YM U d CO 0 LO (D r CO O Cn co r� 0 CO N CV) CO 0 CA X qiCV cNi r.�1-iCQ W '" M o 0 0 0 0 0 0 0 0 0 0 — (OONONM LqOCON 0 r� (D (D N LO CD LO L. co (n Q CA (0 0 CA (D 0 O CO 0 n y r N r CM N— r N— N X r W col rC9nMQrNNrll(D 12 r V N ;A 2 d y V 7 CD c° 000 MD oi5 U Y Q CL >O C coif aai CU C (o w 0 0-0 N N d W .y �¢ v > -C 0 U 0.0 �� CU d N O O d 0-02>> N CC Cn CC n.:n 0 c co 2 tt In v v to N r M I" co tr r 0 t o "-t LA O N O O r O �- 0 O r CV o I I I I 000 V 0 — M M NCM N Ln O LO CO O r o f,- CO X6N6rN6 c6r�:6 W r N co N M r q (D v: CO 't LONNOMO- 0CD M (D CO M to (D (OO r N N r I M r r M 10HIrM M etrNN� IT y 12 8 d CO M:u ca Y Q Q. 12 O C C oiS N y 4: Y 0 vi o C o a 0 36.2 a: p�OQ W U w C > ��— co U U L `- (C o n N N O 0 7 .. > 0 0 a: co cc a:00-9 = ttf N +� LA V 0 I- CA L- co co c0 N f- f- CA N M 1- q v O r r r 0 CO CO v 8 Job Title Records Dispatch Supv. Support Serv. Supv. Collections Supervisor Billing Supervisor Fleet Coordinator Utility Service Supv. Records System Supv. Parking Lot Supv. Clerk Intermediate Clerk Dispatch Clerk Clerk Typist Account Clerk Senior Clerk Cashier Intermediate Clerk Typist Stores Clerk Office Supplies Clerk Transportation Aide Meter Reader I Senior Dispatcher Clerk Senior Clerk Typist Senior Cashier Customer Service Rep. Secretary Senior Account Clerk Airport Sec. Dispatcher Vital Statistics Registrar Property Room Attendant Data Entry Operator Legal Secretary I Meter Reader 11 Power Sales Representative Communications Officer I Senior Data Entry Operator Food & Bev. Asst. Field Service Worker Business Research Spec. Payroll Technician I Administrative Secretary Senior Customer Service Rep. Legal Secretary II Bookkeeper Communications Off. II Executive Secretary Senior Bookkeeper Senior Power Sales Rep. Payroll Technician II Legal Secretary III Communications Off. III Video Technician Office Supervisor JOB GROUP VI OFFICE AND CLERICAL As of 9/t7/93 rrTTNrrT(+)NI�TT��OrTMOMOItTwM Or NOTOet0MNW, Y O O O O O O O O O O O T O O O T O O O O O N O ♦- t� O O O O T O O O O O O C � I UrrTTNrTrMNf�rr�nMTTMOMOdrMMtArNOTt1)stQ)MNI o d 0 0 0 0 0 0 0 0 0 0 0 r O 0 0 r p 0 0 0 0 N O T N O 0 0 0 r 0 0 0 0 0 0 � tO O C C C O C C C C O O O O C C O C C O O O O C O O C O O O C O 0 0 0 0 _W J Q y 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 r 0 0 0 0 0 0 0 0 0 0 0 0 th�sF�FOeF'd"�1�*�ON�f�CO1��O�Of�1�f�tA�CO��!'�OOCOO TrTTNORCp 'It P,: 000OOOOCp N Lq C4OCC! N LgLQfl: I I I I I I I I I I I I I U et�stttOOetNetP.-tMf-NCOM0 etOO Nr� 00cc U T T T T N T T T N (A f�. O tt CO v- N O e- 1,� 0 n. 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C? M M M M CO CO M M CO CO CO M CO CO M CO M M CO Q y T O O T N N� O T r O O d T T CO X r r CA w T :TL I Q JOB GROUP VI OFFICE AND CLERICAL Utilization Analysis by Gender Records Dispatch Supv. Total 1 Exist Avail % Ex ec Diff 1 76.8% 0.77 0.23 Support Serv. Supv. 1 1 76.8% 0.77 0.23 Collections Supervisor 1 0 76.8% 0.77 -0.77 Billing Supervisor 1 1 76.8% 0.77 0.23 Fleet Coordinator 2 1 76.8% 1.54 -0.54 Utility Service Supv. 1 0 76.8% 0.77 -0.77 Records System Supv. 1 1 76.8% 0.77 0.23 Parking Lot Supv. 1 1 76.8% 0.77 0.23 Clerk 3 3 76.8% 2.30 0.70 Intermediate Clerk 2 2 76.8% 1.54 0.46 Dispatch Clerk 8 7 76.8% 6.14 0.86 Clerk Typist 12 10 76.8% 9.22 0.78 Account Clerk 1 1 76.8% 0.77 0.23 Senior Clerk 4 4 76.8% 3.07 0.93 Cashier 8 6 76.8% 6.14 -0.14 Intermediate Clerk Typist 17 15 76.8% 13.06 1.94 Stores Clerk 1 1 76.8% 0.77 0.23 Office Supplies Clerk 1 1 76.8% 0.77 0.23 Transportation Aide 3 0 76.8% 2.30 -2.30 Meter Reader 1 10 0 76.8% 7.68 -7.68 Senior Dispatcher Clerk 3 3 76.8% 2.30 0.70 Senior Clerk Typist 22 22 76.8% 16.90 5.10 Senior Cashier 4 4 76.8% 3.07 0.93 Customer Service Rep. 12 11 76.8% 9.22 1.78 Secretary 25 25 76.8% 19.20 5.80 Senior Account Clerk 3 3 76.8% 2.30 0.70 Airport Sec. Dispatcher 6 6 76.8% 4.61 1.39 Vital Statistics Registrar 1 1 76.8% 0.77 0.23 Property Room Attendant 2 1 76.8% 1.54 -0.54 Data Entry Operator 21 16 76.8% 16.13 -0.13 Legal Secretary I 1 1 76.8% 0.77 0.23 Meter Reader II 5 0 76.8% 3.84 -3.84 Power Sales Representative 4 2 76.8% 3.07 -1.07 Communications Officer 1 10 9 76.8% 7.68 1.32 Senior Data Entry Operator 3 3 76.8% 2.30 0.70 Food & Bev. Asst. 2 0 76.8% 1.54 -1.54 Field Service Worker 6 0 76.8% 4.61 -4.61 Business Research Spec. 1 1 76.8% 0.77 0.23' Payroll Technician 1 1 1 76.8% 0.77 0.23 Administrative Secretary 16 16 76.8% 12.29 3.71 Senior Customer Service Rer 2 2 76.8% 1.54 0.46 Legal Secretary II 3 3 76.8% 2.30 0.70 Bookkeeper 4 4 76.8% 3.07 0.93 Communications Off. II 18 14 76.8% 13.82 0.18 Executive Secretary 2 2 76.8% 1.54 0.46 Senior Bookkeeper 1 1 76.8% 0.77 0.23 Senior Power Sales Rep. 1 0 76.8% 0.77 -0.77 Payroll Technician II 1 1 76.8% 0.77 0.23 Legal Secretary III 1 1 76.8% 0.77 0.23 Communications Off. III 4 4 76.8% 3.07 0.93 Video Technician 1 0 76.8% 0.77 -0.77 Office Supervisor 1 1 76.8% 0.77 0.23 266 214 76.8% 204.2 9.71 As of 9/17/93 Job Title Print Shop Supervisor Water Meter Repair Foreman Water Utility Chief Operator Traffic Maintenance Supv. Water Sys. Mech. Foreman Equip. Mechanic Foreman Fleet Service Mgr. Water Utility Cust Serv. Supv. Utility Field Supervisor Landfill Supv. Steam Plant Shift Foreman Steam Plant Maint Foreman Water Utilities Process Eng. Power Line Supervisor Senior Power Line Foreman Process Equip. Maint Supr. SCADA Operator/Dispatcher Equip. Tech Helper Equipment Operator II Treatment Plant Operator I Mechanic I Offset Equipment Operator Irrigation Technician Water System Mechanic Asst Carpenter Cement Finisher Painter Wastewater Plant Operator I Pump Maint Leader Equipment Operator Repairer Treatment Plant Operator II Equipment Operator III Groundman Wastewater Plant Operator II Welder Park Electrician Mechanic II Water Utility Shift Leader Plant Operator Steam Plant Mech. Apprentice WW Plant Mechanic Water Systems Mechanic Water Reclamation Shift Ldr. Steam Plant Mechanic Leader Apprentice Lineman If Steam Plant Welder Steam Plant Instrument Tech. Control Room Operator Power Plant Electrician Senior Steam Plant Inst Tech. Water System Electrician Apprentice Meterman III Apprentice Electrician III Apprentice Lineman III Electrical Equip. Specialist Cogeneration Plant Operator JOB GROUP VII SKILLED CRAFT WORKERS As of 9117193 Job Title Senior Steam Plant Mech. Ldr. Apprentice Lineman IV Apprentice Meterman IV Utility Equipment Operator Meterman Journey Lineman Journey Journey Electrician Elec. 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O r 0 0 0 0 0 0 0 0 0 0 0 0 0 0- 0 0 0 6 6 N O r O 6 6 6 N "{ a mtntntnn�r�Nst�tnnn Coco CONM LnNOMMWNNMMNNNrrCA V V VCOntnnf`f`O V r Vf`nnOCDr x M M M O r N 0 V r r L+j O O r r r N O M 0 0 0 l n r N r 6 0 6 6 r z d W r C0 .t' >-C \ > — o o C vo, O C C O G -.0, O -.,o O -.-0 O O O O O O O O G C O O O O -0,0 -0-0 LO Li) LO LO LC) O LA LO LO r O Q 7 Ln U) Ln Ln Lc) Ln LO LA M LA LO LA Ln Ln LO LO LO LO Ln Ln LO �r r r r r r r r r r r r r r r r r r r r r r r r r r r r r n n r. n nn n n n nn n n r•nnr• n n nnn n n nn nn n Ln r n NMLn V ONNr lt7Nr trrrNNN V rMr0rr-N V NOrrr� w r co 0 0NM-0NN0—r N N N V rLArrrnNnNrrrn V 2 r N H O J ` C N U J N F- y R t O 16 LCl1Co _ _ _ Q CO V J_ C O C y co_- _— ca Q d E N CO U U Ci C C m U C .�. to Lo C .O O C co 0- O O C C o to o 5 EM ? ° o ccc aoi €w E� (0cocco €� d >. Q�E CO c�° c�0o ma°)w aa.a«� co .a5d 4) 4)i a)co dc CL� �cE�u� Qoc �� EoS6cn�La) cocJ a� O Loa��Woaap) °) c>0 FL co CC L >o w€0 cc yEaE EE 2€oaa Lm fain iiQinciicga°cn�QQQwcgc0QQD2:Dwf---ina° JOB GROUP VII SKILLED CRAFT WORKERS Utilization Analysis by Gender Print Shop Supervisor Total 1 Female Exist Avail % Ex ec Diff 0 6.8% 0.07 -0.07 Water Meter Repair Foreman 2 0 6.8% 0.14 -0.14 Water Utility Chief Operator 2 0 6.8% 0.14 -0.14 Traffic Maintenance Supv. 1 0 6.8% 0.07 -0.07 Water Sys. Mech. Foreman 1 0 6.8% 0.07 -0.07 Equip. Mechanic Foreman 1 0 6.8% 0.07 -0.07 Fleet Service Mgr. 1 0 6.8% 0.07 -0.07 Water Utility Cust. Serv. Supv. 1 0 6.8% 0.07 -0.07 Utility Field Supervisor 1 0 6.8% 0.07 -0.07 Landfill Supv. 1 0 6.8% 0.07 -0.07 Steam Plant Shift Foreman 5 0 6.8% 0.34 -0.34 Steam Plant Maint. Foreman 1 0 6.8% 0.07 -0.07 Water Utilities Process Eng. 1 0 6.8% 0.07 -0.07 Power Line Supervisor 1 0 6.8% 0.07 -0.07 Senior Power Line Foreman 3 0 6.8% 0.20 -0.20 Process Equip. Maint. Supr. 1 0 6.8% 0.07 -0.07 SCADA Operator/Dispatcher 5 2 6.8% 0.34 1.66 Equip. Tech Helper 2 0 6.8% 0.14 -0.14 Equipment Operator II 65 1 6.8% 4.42 -3.42 Treatment Plant Operator 1 2 0 6.8% 0.14 -0.14 Mechanic 1 1 0 6.8% 0.07 -0.07 Offset Equipment Operator 1 0 6.8% 0.07 -0.07 Irrigation Technician 2 0 6.8% 0.14 -0.14 Water System Mechanic Asst. 2 0 6.8% 0.14 -0.14 Carpenter 1 0 6.8% 0.07 -0.07 Cement Finisher 2 0 6.8% 0.14 -0.14 Painter 1 0 6.8% 0.07 -0.07 Wastewater Plant Operator 1 6 1 6.8% 0.41 0.59 Pump Maint. Leader 1 0 6.8% 0.07 -0.07 Equipment Operator Repairer 1 0 6.8% 0.07 -0.07 Treatment Plant Operator II 9 1 6.8% 0.61 0.39 Equipment Operator III 17 0 6.6% 1.16 -1.16 Groundman 7 0 6.8% 0.48 -0.48 Wastewater Plant Operator II 5 0 6.8% 0.34 -0.34 Welder 2 0 6.8% 0.14 -0.14 Park Electrician 1 0 6.8% 0.07 -0.07 Mechanic II 1 0 6.8% 0.07 -0.07 Water Utility Shift Leader 5 0 6.8% 0.34 -0.34 Plant Operator 5 0 6.8% 0.34 -0.34 Steam Plant Mech. Apprentice 5 0 6.8% 0.34 -0.34 WW Plant Mechanic 1 0 6.8% 0.07 -0.07 Water Systems Mechanic 2 0 6.8% 0.14 -0.14 Water Reclamation Shift Ldr. 3 0 6.8% 0.20 -0.20 Steam Plant Mechanic Leader 1 0 6.8% 0.07 -0.07 Apprentice Lineman II 6 0 6.8% 0.41 -0.41 Steam Plant Welder 2 0 6.8% 0.14 -0.14 Steam Plant Instrument Tech. 2 0 6.8% 0.14 -0.14 Control Room Operator 5 0 6.8% 0.34 -0.34 Power Plant Electrician 1 0 6.8% 0.07 -0.07 Senior Steam Plant Inst. Tech. 1 0 6.8% 0.07 -0.07 Water System Electrician 2 0 6.8% 0.14 -0.14 Apprentice Meterman III 2 0 6.8% 0.14 -0.14 Apprentice Electrician III 2 0 6.8% 0.14 -0.14 Apprentice Lineman III 4 0 6.8% 0.27 -0.27 Electrical Equip. Specialist 1 0 6.8% 0.07 -0.07 As of 9/17193 JOB GROUP VII SKILLED CRAFT WORKERS Cogeneration Plant Operator Total 5 Exist Avail % Ex ec Diff 0 6.8% 0.34 -0.34 Senior Steam Plant Mech. Ldr. 1 0 6.8% 0.07 -0.07 Apprentice Lineman IV 1 0 6.8% 0.07 -0.07 Apprentice Meterman IV 1 0 6.8% 0.07 -0.07 Utility Equipment Operator 7 0 6.8% 0.48 -0.48 Meterman Journey 2 0 6.8% 0.14 -0.14 Lineman Journey 17 0 6.8% 1.16 -1.16 Journey Electrician 2 0 6.8% 0.14 -0.14 Elec. Meter Shop Foreman 1 0 6.8% 0.07 -0.07 Transformer Shop Foreman 1 0 6.8% 0.07 -0.07 Substation Foreman 1 0 6.8% 0.07 -0.07 Power Line Foreman 7 0 6.8% 0.48 -0.48 Statistical Significance As of 9/17/93 Job Title Food Service Assistant II Materials Handler Animal Control Officer Senior Animal Control Officer Utility Service Worker Animal Shelter Att Grounds Maint Worker Custodian Food & Bev. Worker Parking Lot Attendant Traffic Maintenance Worker I Solid Waste Worker Cemetery Worker Traffic Maint Worker If Equipment Operator I Auto Parts Worker I Constr. & Maint Worker I Warehouse Worker Senior Grounds Maint Wkr. Traffic Sign Fabricator Bldg. Maint Worker Constr. & Maint Worker II Storekeeper Irrigation Foreman Constr. & Maint Worker III Farmworker Constr. & Maint Leader Bldg. Maint Tech. I Vector Control Worker Equip. Technician I Water Meter Svc. Worker Pesticide Applicator I Pump Maint Worker WTP Maint Worker I Wastewater Plant Maint. Wkr. Warehouse Leader Auto Parts Worker II Electrician Asst Senior Vector Ctrl. Worker WTP Maint Worker II Bldg. Maint Tech. II Airport Maint Worker Pesticide Applicator II Equip. Technician II Equip. Technician III JOB GROUP VIII SERVICE/MAINTENANCE As of 9/17/93 w (ONMNCOCOf�f�Nf�(OrN(O�(OI�� NrONNrr^OOMO[f tn[fCONt1N Y O O r 0 0 0 r CO O r O N O O M O N O� O N N O O N r r r r r r O r 0 0 0 0 0 �p U(ONMN(OCOf�1�Nf�(OrN(D� fOf��CONrONNrr►�OOMO�IA�apNtt NOOr000rCpOrONOOMONO'�Y'ONN OONrrrrrrOr0000 J x 0 0 0 0 0 0 0 0 0 0 0 0 0 0 C O 0 0 0 0 0 C O O C 0 0 0 0 0 0 0 0 0 0 0 0 W Q MN(ONMrO �Nrf�LACOMOM tnMNIA(OCONIA(OONO �O LA COLfIONIAN OMNMOI�OrCM00 sr(pOrO.MOMll1r(pMll�00(OMf.MMtnMNMChM r00000d M0001�OCVCCNrr(p0 �? �OOMCV CV rN0000rr000 11 1 N U N N (O N NO r (O N r ►.. ON N —NNW m N W ON N M'Rt r N N CO N OW In O N W N NOMNMONOCOMOOLAMOCOOIAtOOMIACOMM lACnO(O(ON(O(Olq(ONM(OM O XOONOOrcV �ONOMOOLAO �OCC)OM�OOMrNrrNrQNOr000 (0 W r a y 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0° o° o° o° o° o° o° o° o° o° o° o° o o° o° o° m m co co M c9 C9 C) M co M co M M M M M co M co co co M M M M M CM M co M M co M M M co M mcr)N(NCN7(N(N(N(NC9CN9(N(N(NC9(N V)0)m (N(N(N(N cocr)CN9(NCN7(Nc7(Ncoco0mccoCNcN N N O N O r N N 0 ONO ON O O M m r 0 N ITto 0 V 07 N - N N 00 r 0 X M r r r W W _ Z Cl)— =Z- OOOOOOr �Or-0�00(V000CV 00000 �00 �O r00000000 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 11 1 1 1 l I l l l l l l W a l- Z C U lA N .- N In (O It" d In M N M m o" M O N W d• N N M O d' ao w r M M M M (O N M N O Q ca p M M V O M *- O M N r M O M 0 N O r N 1�- r r N N O to 0 M In N O N V r N r �WLLXi O V c \° '0-0 0 0 0 '0-0, 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 '7 Q W V).` Q Q r r r r .- r r r r r r r r- r r r- r r r r r r r r r .- r r r r r r e-- r r r r r M(O (OI�I�COMtDNI�(OEM(OMOCOIn(O(OM�(O(OLACOOrOrCO(DCOM(OCD(O (O V N tt M r CO O'It r M m LA (O f, q LA O Un q: O r Ln `T q N M N f� f, I�: O (O O CO F O R "-00 r000NOONr LAO rlArOrC�OM'700rr-0r 00—rr000 I I I CliN I I I I I I I I I i l 11 1 I I I I l L U M IT O v CM N 0 M v m M 0 *t M 0 M O M to V 0 M d qqt 0 In M r O r M'cr 0 N v m N(OlA I� lA(prCpmtACD(OOIn(Ott(OIAOInIACnrLALAONCO1zr-NNOMO—wo U Xr0C7O rCV �} O rLnOr r1�rC7OL1iCCOOlAM CV CV C7CV r,irCVOr W N r L �00000000000000000000000000000000000000 X � W U �Mr^rM�O(OrOMrrMCaMtINlArrll)r rr(pOIAIA FLAN W Nd'rNr •C � � r r r N r r r t � W_ — U � Y — C . O O — d d N a)L .Y C N N O Y ` C . p Y 'O U `0 —- ca N lid y O a) O aO ►.c0 (O O Y `— ?p G N dOOO Q p O YC� oc cO �ac o > �O a C N c LL�a Nc_ O ` Q UZiacU c0 c ac.2 c o W-g LM mQS �oa)U Lm—ar �S �cS 0) a i a) pp _rcn �ccaa paQ " N v,2QTm€o•�nWaa;EcZ•E�°oc•°0 (vp'�-N0a)°�° _ vm n(3Cf)8aLu a. a-��o ¢mLoa- - - g ¢W W U Z W Z) Z O Q CC mV 0— a: LU CD �NTTNN-,7i. OOOOOOOl';1 (1)00 �0CNio(Dc� x6000OOOIAN W C9 O— rn rn rn rn rn rn rn rn •(a Q T T T T T r T T 000000000 X W to N N r In O N MggqqIP)C•9M7 � T O T T O r T I I I I M 0 ►� x 0) ow a 2 � io io c°� CO c9 coo M c0 QcNccicocciccic+o cy)cco yN0000 f.-N0) 'X T W N U C4NNOONNNCMMtn O O O O O T O V. to w CV) 'i f0 Q r T T T r T r y .X 0 0 0 0 0 N O O r W M 0 0 In 0 T CD O�flNOy;+� OCV NOr N O In N N In N O �! 11y (1)wTOMM00)r0,Cp L o 0 0 0 0 0 0 0 0 Q In lf) LA In Ln In In In in O T 0 0 T O 0 r W r ~INTcOtO'—rNIIN m U C ca S2 'C UI Cn 76 U N t cC CO ` i JOB GROUP Vill SERVICE/MAINTENANCE Utilization Analysis by Gender Food Service Assistant 11 Total 3 Exist Avail % Expec Dif 2 59.00% 1.77 0.23 Materials Handler 1 0 59.00% 0.59 -0.59 Animal Control Officer 7 2 59.00% 4.13 -2.13 Senior Animal Control Officer 1 0 59.00% 0.59 -0.59 Utility Service Worker 3 1 59.00% 1.77 -0.77 Animal Shelter Aft. 4 2 59.00% 2.36 -0.36 Grounds Maint. Worker 9 1 59.00% 5.31 -4.31 Custodian 46 11 59.00% 27.14 -16.14 Food & Bev. Worker 1 1 59.00% 0.59 0.41 Parking Lot Attendant 9 4 59.00% 5.31 -1.31 Traffic Maintenance Worker 1 3 0 59.00% 1.77 -1.77 Solid Waste Worker 11 1 59.00% 6.49 -5.49 Cemetery Worker 1 0 59.00% 0.59 -0.59 Traffic Maint. Worker II 3 0 59.00% 1.77 -1.77 Equipment Operator 1 18 0 59.00% 10.62 -10.62 Auto Parts Worker 1 3 0 59.00% 1.77 -1.77 Constr. & Maint. Worker 1 14 0 59.00% 8.26 -8.26 Warehouse Worker 2 1 59.00% 1.18 -0.18 Senior Grounds Maint. Wkr. 25 0 59.00% 14.75 -14.75 Traffic Sign Fabricator 1 0 59.00% 0.59 -0.59 Bldg. Maint. Worker 11 1 59.00% 6.49 -5.49 Constr. & Maint. Worker II 15 0 59.00% 8.85 -8.85 Storekeeper 1 0 59.00% 0.59 -0.59 Irrigation Foreman 1 0 59.00% 0.59 -0.59 Constr. & Maint. Worker III 11 0 59.00% 6.49 -6.49 Farmworker 6 0 59.00% 3.54 -3.54 Constr. & Maint. Leader 9 0 59.00% 5.31 -5.31 Bldg. Maint. Tech. 1 5 0 59.00% 2.95 -2.95 Vector Control Worker 5 0 59.00% 2.95 -2.95 Equip. Technician 1 7 1 59.00% 4.13 -3.13 Water Meter Svc. Worker 5 0 59.00% 2.95 -2.95 Pesticide Applicator 1 2 0 59.00% 1.18 -1.18 Pump Maint. Worker 8 1 59.00% 4.72 -3.72 WTP Maint. Worker 1 2 0 59.00% 1.18 -1.18 Wastewater Plant Maint. Wkr. 4 0 59.00% 2.36 -2.36 Warehouse Leader 1 0 59.00% 0.59 -0.59 Auto Parts Worker 11 2 0 59.00% 1.18 -1.18 Electrician Asst. 1 0 59.00% 0.59 -0.59 Senior Vector Ctrl. Worker 2 0 59.00% 1.18 -1.18 WTP Maint. Worker II 1 0 59.00% 0.59 -0.59 Bldg. Maint. Tech. II 6 0 59.00% 3.54 -3.54 Airport Maint. Worker 6 0 59.00% 3.54 -3.54 Pesticide Applicator II 1 0 59.00% 0.59 -0.59 Equip. Technician II 17 0 59.00% 10.03 -10.03 Equip. Technician III 2 0 59.00% 1.18 -1.18 Statistical Significance As of 9/17/93 Job Title Parks Maint Leader Traffic Maintenance Leader Bldg. Oper. Supv. Bldg. Maintenance Supv. Site Foreman Cemetery Foreman Solid Waste Foreman Constr. & Maint Foreman Parks Maint Foreman Civic Ctr. Operation Foreman Airport Maint Foreman Asst Wtr. Recl. Pit Maint. Frmn WTP Maintenance Foreman WRP Maintenance Foreman Senior Site Foreman Auto Parts Manager Bldg. Services Supervisor WW Collection Supv. Senior Constr. & Maint Frmn. Greenskeeper Bldg. Serv. Mgr. Street Maint. Supervisor Operations & Eng. Supt. Airport Maint Supv. JOB GROUP IX SERVICE/MAINTENANCE .. - ®�©�©�©0©01 As of 9117/93 J w U Z XZ n. uj Z m LU OU ''w^ VI Z) t n N O C O N N Mtn r N N N N N N N N N V' N N V• N N -Or000 rNr000000000000000 M O r-r 11 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 U0N00NNMtorNNNNNNNNN a) V'NN V'NN001� r O r 0 0 0 r N r 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 r 0 w t\ o 0 0 o 0 0 0 0 0 0 0 0 o 0 0 0 - o 0 0 O_CACACAOOOOOOCACACACAOCAOW OOCAOOCACAO Q r r r r r r r r r r r r r r r r r r r r r r r r r y 0000000000000000000000000 NNOMNN V'O(DfDNNNNNCONNInNNtnMN�M V MMOMM000(DMMMCMMCRgq(OMM(n(RC?gR S OON.-00 V W OOOOOOOOOOOOOOOOON UMNNf�NN(00 a) V'NNNNNNNNNInNNNNNMCO tnM(00MMNN0MMMMMMMMM(OMM(DMMO(O C x N O r 0 0 0 N O O O O O O O O O O O O O O O N M m W Q o 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 tC CV N N N CV CV N CV N CV N N N N N CV CV CV CV N N N N N N Q cO M M M M M Cr) 09 Cr) Cr) M M M M C9 M M M M M M M M M M y Co O V N 0 0 P- O N r 0 0 0 0 0 r 0 0 0 0 0 0 r O r X r M w M N N to N N O N N N N N N N N N M N N M N N (n r V M r r CC) In ti r r r r r r r r r N r r N r 'i3 Ik- r..;:•. •. D O O O O O O O r 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 3t1' C MNCOLnNNrrONNNNNNNNNMNNMNN•Ot'N Cn r In M r r CO In - r r r r r r r r r N r r N r r r In V O O O O O O O r 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 1- CV x W C\ o 0A o o o 0 0 0 0 0 o 0 0 0 o 0 0 0 0 U tti •� r r r r r r r r r r r r r r r Q Q r r r r r r r r r r r r r r r r r r r r r r r r r y 0 0 r 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 r X w (n(�rM(O(OCAlnln V'(D(O(O(D(O�(O(ON(n(DN�CDON Or1l: to IT V' V• IT lt to v v CA V It O to v (O 0 DOOCV OOOM V'OOOOOOOOOOOOOOOOMO I I I I I 1 I I I U CU V V r M V V M to to V' 9t VV V V V V CO V m V V M to � (O to to � O N In to to N Mtn t[') to to O to an O to to O N (O 0 4) X V•OCVrOOMf�C9000000000r6OrOO�MM = W t o o o o o o--ovo, o 0 0 0 0 o o o 0 _ N N N N N N N N N N N N N N N N N N N N N N N N N Q to Ln to to to to to to to to to to to to to to to M to to to to to to In ytnr0rr—OM V•Orrr--0--NrrNOrO X M W ILLJ N r rl I N () r co I� «s €LL co c > ((S E ` IL C C d Q Co � c vat EtEua) CLCL a> �Ca00oCE °0U)CD 4) -E 2 . a a06 = C c= U oc c `,rnwc>n Wco on c to 06 to c..=s?- oa) c(a N a t�ovv E� =Y u,onn c- ai c Ui' (li`mmU)0)0f U)<mIU)5mu50'¢ I JOB GROUP IX SERVICE/MAINTENANCE Utilization Analysis by Gender Parks Maint. Leader Total 8 Exist Female Avail % Ex ec Dif 1 59.00% 4.72 -3.72 Traffic Maintenance Leader 1 0 59.00% 0.59 -0.59 Bldg. Oper. Supv. 5 0 59.00% 2.95 -2.95 Bldg. Maintenance Supv. 3 0 59.00% 1.77 -1.77 Site Foreman 1 0 59.00% 0.59 -0.59 Cemetery Foreman 1 0 59.00% 0.59 -0.59 Solid Waste Foreman 7 1 59.00% 4.13 -3.13 Constr. & Maint. Foreman 13 0 59.00% 7.67 -7.67 Parks Maint Foreman 6 0 59.00% 3.54 -3.54 Civic Ctr. Operation Foreman 1 1 59.00% 0.59 0.41 Airport Maint. Foreman 1 0 59.00% 0.59 -0.59 Asst Wtr. Recl. Pit Maint Frm 1 0 59.00% 0.59 -0.59 WRP Maintenance Foreman 1 0 59.00% 0.59 -0.59 Senior Site Foreman 1 0 59.00% 0.59 -0.59 Auto Parts Manager 1 0 59.00% 0.59 -0.59 WTP Maint. Foreman 1 0 59.00% 0.59 -0.59 Bldg. Services Supervisor 1 0 59.00% 0.59 -0.59 WW Collection Supv. 1 0 59.00% 0.59 -0.59 Senior Constr. & Maint. Frmn 2 0 59.00% 1.18 -1.18 Greenskeeper 1 0 59.00% 0.59 -0.59 Bldg. Serv. Mgr. 1 0 59.00% 0.59 -0.59 Street Maint. Supervisor 2 0 59.00% 1.18 -1.18 Operations & Eng. Supt. 1 0 59.00% 0.59 -0.59 Airport Maint. Supv. 1 1 0 59.00% 0.59 -0.5.9 62 3 59.00% 36.58 sk588 Statistical Significance As of 9/171 Job Title Account Analyst Account Clerk Accountant Administrative Assistant I Administrative Asst. II Administrative Secretary AIDS Education Coord. Airport Maint. Foreman Airport Maint Supv. Airport Maint. Worker Airport Security Officer Airport Sec. Dispatcher Airport Sec. Shift Supv. Airport Sec. Supv. Animal Control Officer Animal Control Supv. Animal Shelter Att. Apprentice Electrician III Apprentice Lineman II Apprentice Lineman III Apprentice Lineman IV Apprentice Meterman III Apprentice Meterman IV Assistant City Attorney Assistant Planner Assistant Police Chief Assistant Site Manager Assistant to the City Mgr. Assistant Treasurer Assoc. Dir of Sys Plan & Dev. Asst Wtr. Recl. Plt Maint. Frmn Asst. Animal Ctrl Supv. Asst Box Office Mgr. Asst. Dir. Bus. Dev. Serv. Asst. Dir. of Personnel Asst Dir. of Water Utilities Asst. Events Coord. Asst Food & Bev. Coord. Asst Golf Professional Asst. Prod. Supt. — Oper. Asst Prod. Supt.—Maint. Asst Recreation Supv. Asst. Rec. Center Supv. Asst Stage Manager Attorney I Attorney II Auto Parts Manager Auto Parts Worker I Auto Parts Worker II A.C.M.—Development Svcs. A.C.M.—Financial Serv. A.C.M.—Mgt. Services A.C.M.—Utilities Benefits & Payroll Coord. WORKFORCE ANALYSIS Job Title Summary As of 9/17/i Job Title Billing Supervisor Bldg. Constr. Inspector Bldg. Maintenance Supv. Bldg. Maint. Tech. I Bldg. Maint. Tech. II Bldg. Maint. Worker Bldg. Oper. Supv. Bldg. Services Supervisor Bldg. Sent. Mgr. Bldg./Energy Admin. Bookkeeper Box Office Manager Budget Analyst Business Research Spec. Buyer Carpenter Cashier Cement Finisher Cemetery Foreman Cemetery Supervisor Cemetery Worker Chemist Chief Accountant City Attorney City Building Official City Engineer City Marshall City Secretary Civic Center Dir. Civic Ctr. Dep. Dir—Cust Svc Civic Ctr. Operation Foreman Civil Engineer Civil Engineering Assistant Civil Engineering Associate Clerk Clerk Typist Code Enforcement Admin. Code Enforcement Inspec. Cogeneration Plant Operator Collections Supervisor Communications Officer I Communications Off. II Communications Off. III Community Outreach Spec. Community Service Aide Community Serv. Supv. Computer Operator I Computer Operator II Constr. & Maint. Foreman Constr. & Maint. Leader Constr. & Maint. Worker I Constr. & Maint. Worker II Constr. & Maint. Worker III Control Room Operator Crime Analyst I Crime Analyst II Custodian As & 9/t7/9.' Job Title Customer Service Rep. Data Entry Operator Data Proc. Oper. Mgr. Database Admin. Dental Asst. II Deputy Aviation Dir—Mkting Deputy Aviation Dir—Oper. Deputy City Marshall Deputy City Mgr. Deputy Civic Ctr. Dir.—Oper. Deputy Fire Chief Director of Aviation Director of Personnel Director of Planning Director of Transportation Director of Water Utilities Dir. Cust Serv/Public Rel. Dir. Elec. Util Sales & Service Dir. of Business Relations Disease Intervention Spec. Dispatch Clerk Electric Dist Operations Supv. Electric Engineer Assoc. Electric Inspector Electric Prod Supt. Electric Promotion Manager Electrical Eng. Director Electrical Equip. Specialist Electrician Asst. Electronic Tech. I Electronic Tech. II Electronics Tech. Elec. Engineering Assistant Elec. Engineering Associate Elec. Engin. Proj. Coord. Elec. Meter Shop Foreman Engineering Technician Envir. Programs Coord. Equipment Operator I Equipment Operator II Equipment Operator III Equipment Operator Repairer Equip. Mechanic Foreman Equip. Tech Helper Equip. Technician I Equip. Technician II Equip. Technician III Event Service Coord. Executive Secretary Farmworker Feld Service Worker Fire Captain Fire Chief Fire District Chief v Fire Equip. Operator Fire Fighter Fire Lieutenant As of 9/17/1 Job Title Fire Marshall Fiscal Admin. Dir Fleet Coordinator Fleet Service Mgr. Fleet Services Dir. Food Service Assistant II Food & Bev. Asst. Food & Bev. Coord. Food & Bev. Worker Golf Professional Grant Account Specialist Greenskeeper Ground Water Prod. Supv. Groundman Grounds Maint. Worker Health Aide I Health Aide II Health Aide III Health Educator Health Program Supv. HIV Counselor Housing Inspector Human Relations Coord. Immunization Outreach Spec. Immunization Project Coord. Indoor Rec. Supt. Industrial Chemist Information Serv. Mgr. Info. & Referral Coord. Intermediate Clerk Intermediate Clerk Typist Internal Auditor Internal Safety Coord. Inter. Engineering Tech. Irrigation Foreman Irrigation Technician Journey Electrician Lab Technician I Lab Technician II Lab Technician II Laboratory Service Coord. Landfill Supv. Landscape Architect Lead Programmer Analyst Legal Secretary I Legal Secretary II Legal Secretary III Librarian I Librarian II Librarian III Library Asst. Library Director Licensed Vocational Nurse Lineman Journey Loan Processor Materials Handler Mechanic I UTIT .. • . ®�©0©�©0© • mom As of 9/17/93 Job Title Mechanic 11 Mechanical Engineering Assoc Medical Programs Coord. Medical Technologist Meter Reader I Meter Reader II Meterman Journey Municipal Court Admin. Mun. Ct. Presiding Judge Neighborhood Coord. Neighborhood Svcs. Spec. Nurse Practitioner Nutritionist Office Supervisor Office Supplies Clerk Offset Equipment Operator Operations & Eng. Supt. Painter Park Devel. Supv. Park Electrician Park Horticulturist Park Maint. Supv. Parking Control Officer Parking Lot Attendant Parking Lot Supv. Parks Maint. Foreman Parks Maint. Leader Parks Maint. Supt. Parks & Recreation Director Payroll Technician I Payroll Technician II Personnel Assistant Pesticide Applicator I Pesticide Applicator II Plan Checker Plant Operator Plumbing Inspector Police Captain Police Chief Police Corporal Police Lieutenant Police Officer Police Sergeant Power Line Foreman Power Line Supervisor Power Plant Electrician Power Sales Representative Power Technician Print Shop Supervisor Probation Fire Fighter Probation Police Officer Process Equip. Maint. Supr. Production Supervisor Programmer Programmer Analyst Prog. Devel. Coordinator Property Room Attendant MEMO As of 9/17/9 Job Title Public Health Director Public Health Microbiologist I Public Health Microbiologist II Public Health Nurse I Public Health Nurse II Public Health Nurse III Public Info. Specialist Pump Maint. Leader Pump Maint. Worker Purchasing Manager Real Estate Specialist Records Dispatch Supv. Records System Supv. Recreation Center Supv. Recreation Outreach Coord. Recreation Supv. Recycling Coordinator Rehab & Redev. Coordinator Rehab. Loan Specialist Right of Way Agent Sanitarian SCADA Operator/Dispatcher Secretary Senior Account Clerk Senior Animal Control Officer Senior Bldg. Constr. Insp. Senior Bookkeeper Senior Building Constr. Inspc. Senior Buyer Senior Cashier Senior Chemist Senior Citizen Center Supv. Senior Civil Engineer Senior Clerk Senior Clerk Typist Senior Code Enforc. Inspec. Senior Computer Operator Senior Constr. & Maint. Frmn. Senior Customer Service Rep. Senior Data Entry Operator Senior Dispatcher Clerk Senior Electric Inspector Senior Electronics Tech. Senior Elec. Engin. Coord. Senior Engineering Technician Senior Grounds Maint. Wkr. Senior Library Asst. Senior Planner Senior Plumbing Inspector Senior Power Line Foreman Senior Power Sales Rep. Senior Power Tech. Senior Programmer Analyst Senior Site Foreman Senior Steam Plant Inst. Tech. Senior Steam Plant Mech. Ldr. Senior Vector Ctrl. Worker .. _ • . NEM ffm©� M©R=© • As of 9/17193 Job Title Site Foreman Site Manager Solid Waste Foreman Solid Waste Superintendent Solid Waste Worker Staff Auditor Staffing Coordinator Stage Manager Steam Plant Chemist Steam Plant Instrument Tech. Steam Plant Maint. Foreman Steam Plant Mechanic Leader Steam Plant Mech. Apprentice Steam Plant Shift Foreman Steam Plant Welder Storekeeper Stores Clerk Street Maint. Supervisor Streets Superintendent Substation Foreman Substation Oper. Sup. Eng. Substation & Sys. Relay Supv. Supervising Sanitarian Support Serv. Supv. Supt. Electric Oper. & Eng. Systems Analyst Systems Engineer Systems & Prg. Supv. Teen Court Coord. Telecommunications Dir. Traffic Maintenance Leader Traffic Maintenance Supv. Traffic Maintenance Worker I Traffic Maint. Worker II Traffic Sign Fabricator Training Coordinator Transformer Shop Foreman Transportation Aide Transportation Planner Treatment Plant Operator I Treatment Plant Operator II Trial Attorney Utility Collection Mgr. Utility Equipment Operator Utility Field Supervisor Utility Service Supv. Utility Service Worker Vector Control Worker Video Technician Vital Statistics Registrar Warehouse Leader Warehouse Superintendent Warehouse Worker Wastewater Plant Maint. Wkr. Wastewater Plant Operator I Wastewater Plant Operator II Wastewater Program Coord. .. �® E©0©� Em©0©056 As of 9117/93 Job Title Water Meter Repair Foreman Water Meter Svc. Worker Water Prod. & Treatment Supt. Water Reclamation Shift Ldr. Water System Electrician Water System Instr. Tech. Water System Mechanic Asst. Water Systems Mechanic Water Sys. Mech. Foreman Water Utilities Process Eng. Water Utility Chief Operator Water Utility Cust. Serv. Supv. Water Utility Shift Leader Welder WIC Program Coordinator Wildlife Biologist WRP Maintenance Foreman WTP Maint. Foreman WTP Maint. Worker I WTP Maint. Worker II WW Collection Supv. WW Plant Mechanic WW Treatment Plant Supt. Youth Services Coordinator Zoning Specialist LI As of 9/17/9: 1111 -CkvCpunoU JOB TITLE Administrative Assistant | Executive Secretary 1113 - City Manager JOB TITLE Deputy City Mgr. A-C.M.-Mgt.Semice Dir. cfBusiness Relations Office Supervisor Executive Secretary 1211 -Cbv Secretary JOB TITLE City Secretary Administrative Secretary 1311 -ChyAttorney JOB TITLE City Attorney Trial Attorney Assistant City Attorney Attornay|| Attorney Legal Secretary III Legal Secretary || Legal Secretary | WORKFORCE ANALYSIS Department Summary Salary Code Total Emplovees Total Minorities Female Male Total W AA I H 0 Total W AA H C Salary Code Total Employees Total Minorities Female I Male Total W AA - H 0 Total W AA H 0 d2 Salary Code Total Emplovees Total Minorities Female Male Total W AA H 0 Total W AA I H —0 Salary Code Total Employees Total Minorities Female I Male - FTotal Total W AA H 1 0 , W I AA H 11 -0- 1411 -BusinesoOeveloponeni JOB TITLE Asst Dir.Buo OeuGerv. Business Research Spec. Administrative Secretary Salary Code Total Employees Total Minorities Female Male Total W AA H 0 Total W AA H 0 Aoo[Q-17-A3 2111 Fiscal Administration JOB TITLE Fiscal Admin. Director Budget Analyst Secretory 2211 -FleetMainbanancw JOB TITLE Fleet Coordinator Fleet Service Mgr. Equip. Technician III Equip. Technician U Equip. Technician | Equip` Tech Helper 221O-Fleet Management JOB TITLE Fleet Services Director Fleet Coordinator Secretary Inter. Clerk Typist JOB TITLE Support Genv.Gupx Clerk JOB TITLE TeoconnnnunicadonmOh. EnvicPrograms Coord. Communications Off. III Communications Off. || Administrative Secretary Communications Officer | AsofQ-17-Q8 Salary Code Total Employees Total Minorities Female Male FIT o—t aa: 1: � �W A A T —0 Total W AA 405 1 1 1 0 0 1 0 Poo —0 0 0: Salary Total Total Female Male Code Employees Minorities Total W H 1 0 Total W AA H 1 0 Salary Code Total EmDlovees Total Minorities Female 11 Male Total W AA H 0 [1 Total W AA I H 0 I Salary Code Total Employees Total Minorities Female 11 Male Total W AA H 1 0 Sala4ry Code Total Empl ees Total Minorities Female Male Total W AA H 1 0 Total W I AA H 0 1 E406 - -T—00% 2dl 62% 1 'J 04- 954 2241 — Radio Shop JOB TITLE Sr. Electronics Tech. Electronic Tech. U Electronic Tech. I JOB TITLE Food Service Assistant U 2311 —Peraonnel JOB TITLE Director ofPersonnel Asst. Dir. of Personnel Staffing Coordinator Benefits & Payroll Coord. Personnel Assistant Training Coordinator Payroll Technician U Payroll Technician | Senior Clerk Typist Administrative Sec. Intermediate Clerk Typist 2411 — Public Information JOB TITLE Public Info. Specialist Video Technician Secretary 241G—Customer Service JOB TITLE Dir. CustSem/PublicRel. Salary Code Total Employees Total Minoritlies—Total Female I Male w H d M—tai W AA Fj— I Salary I Code Total Employees Total Minorities Female Male Total W AA H - 0 Total W AA H C Salary Code Total Emoloyees Total Minorities Female —H—T Male Total I W 0 —Total W AA I H I C 307 0 0 01 01 0 0 1 = IE::4 of 01 0 0. 0, —0-1"0 01 Salary Code Total Employees Total Minorities Female Male Total --kH! 0 Total W I AA I H 1 0 Salary I Code Total Employee Total Minorities Female Male Total W AA H 0 Total W AA H 0 As of 9-17-93 2421 -HumanRelaVona JOB TITLE Human Relations Coord. 243 -CommunityService JOB TITLE CpmmunbyServ. Supm NeighbpdhoodCoord. Info. & Referral Comrd Community Outreach Spec. Secretary Q511-Building Services JOB TITLE Administrath/eAoo1 | Secretary 2521 - Building Maintenance JOB TITLE Bui|ding/EnergyAdmin. Bu|dlngServ. Mgr. Bldg. Services Supervisor Bldg. K8ain1 Tech. U Bldg. MainLTech. | 2523-Custodial Services JOB TITLE Bldg. Maintenance Supu Custodian AoofQ-17-Q3 Salary Code Total -- FEmp'loyees —Total Minorities Female —H Male Total W AA 0 1 10--t-al [ W I AA H 0 Salary Code Total Employees Total Minorities Female —0 Male Total W AA H Total W AA H b Salary Code Total Employees Total Minorities Female Male Total W AA H 0 Total W AA F-H--T—o- E I% En. %Total I . Salary Code 508 I Total Employees 2 Total Minorities 0 Female Male Total 0 W 0 -AA 0 H 0- 1 0 1 01 otal 2 W 2 AA I H of 01 1 0 0 Salary Code Total Employees Total Minorities Female Male Total W AA H 0 Total W I AA H 0 0 L8 —E. 3111 — Finance JOB TITLE A.C.M. — Financial Serv. Internal Auditor Assistant Treasurer Staff Auditor Administrative Secretary 3113 — Safety JOB TITLE Internal Safety Coord. 3211 — Municipal Court JOB TITLE Mun. Ct. Presiding Judge Municipal Court Admin. Teen Court Coord. City Marshall Deputy City Marshall Legal Secretary II Sr. Data Entry Operator Secretary Data Entry Operator Senior Cashier Cashier Clerk Typist 3311 — Accounting JOB TITLE Chief Accountant Accountant Senior Bookkeeper Bookkeeper Senior Account Clerk Data Entry Operator Intermediate Clerk Typist Salary Code Total Employees Total Minorities Female Male Total W AA H O Total W AA H C 204 1 0 0 0 0 0 01 1 1 0 0 312 1 0 1 1 0 0 01-0-0 0 0 309 1 1 0 0 0 0 0 1 0 0 1 307 1 1 1 of 1 1 0 0 0 0 0 407 1 0 1 1 0 0 6 0 6 0 0 #Total %Total 5 100% 2 40% '! 21 :`°; 40% 1 11 20% 10% 01 0?>> 0% I?E}°Ic'>:'. 1 20% 0 0% 1 Salary Code Total Em to ees Total Minorities Female Male Total W AA H O Total W AA H i O 309 1 0 0 0 0 0 0 1 1 0 0 #Total 1 0 -v3 0 0 0 0!` 1 0 0 °,6Total 100% 0% °l 0°,6 0% 0% 0% Dt 9o>:100" 0% 0% i 0' Salary Code Total Em to ees Total Minorities Female Male Total W AA H O 1 Total W AA H 1 O 101 1 0 0 0 0 0 01 1 1 0 0 311 1 0 0 0 0 0 01 1 l i 0 0 306 1 0 0 0 0 0 01 1 t i 0 0 411 1 0 0 0 01 0 0 1 1 0 01 409 1 0 0 0 01 0 0 1 1 i 01 01 407 1 0 1 1 01 0 0 0 0! 0 0 407 1 1 1 0 01 1 0 0 01 0 i 0 405 3 2 3 1 1 1 0 0 01 0 0 405 2 2 2 0 1 1 0 0 01 0 0 405 1 1 1 0 0 1 0 0 01 0 0 i 4031 4 4 2 0 1 1 0 2 01 1 11 402 , 2 0 1 1 0 0 0 1 1 0 i 0 #Total 1 19 10 31 3 5 0' ">.: 8:1 6 1 i 1 i %Total 1 100% 53% Ij5°. 16% 16% 26% 0%i''`42%(' 32% 5% 1 5% I 0° Salary Code Total Employees Total Minorities Female Male Total W AA H O Total W I AA H 1 O 314 1 0 1 1 0 0 0 0 01 0 I 307 4 1 3 2 0 1 0 1 1 1 0 0 I 409 1 0 1 1 0 0 0 0 01 0 0 1 4071 2 1 2 1 1 0 0 0 01 0 0 405 1 1 1 0 01 1 0 0 0 0 0 405 1 1 01 0 0 0 0 1 0 1 0 403 1 0 1 1 0 0 0 0 0 0 0 #Total 11 4 :. $; 6 1 2 0 `21. 1 1 0 °/6Total 1 100% 36% '8e: 55% 9% 18% 0% 1<'#8 9% 9% 0% 0% As of 9-17-93 3411 — Information Services JOB TITLE Information Serv. Mgr. Systems & Prg. Supv. Systems Analyst Database Admin. Lead Programmer Analyst Sr. Programmer Analyst Data Proc. Oper. Mgr. Programmer Analyst Programmer Sr. Computer Operator Computer Operator II Bookkeeper Computer Operator I 3511 — Purchasing JOB TITLE Purchasing Manager Senior Buyer Buyer Data Entry Operator Sr. Clerk Typist Clerk Typist 3521 — Warehouse JOB TITLE Warehouse Superintendent Senior Account Clerk Warehouse Leader Storekeeper Warehouse Worker 3523 — Print Shop JOB TITLE Print Shop Supervisor Communications Officer I Materials Handler Office Supplies Clerk Offset Equipment Operator As of 9-17-93 Salary Total Total Female Male Code Employees Minorities Total W AA H 0 Total W AA F► C 317 1 0 0 0 0 0 0 1 1 0 — 315 1 1 0 0 0 0 0 1 0 313 1 0 1 1 0 0 0 0 0 0 0 313 1 0 01 01 0 0 0 1 1 0 Oi 311 5 0 0 01 01 0 0 5 5 0 01 310 3 1 1 1 0 —0 —0 2 1 1 01 310 1 0 0 0 0 0 0 1 1 0 0 308 1 0 0-0-0— 0 0 1 1 01 0 307 2 1 2 1 0 1 0 0 0 0 0 i 409 1 0 1 1 0 0 01 0 0 0 0 i 408 3 2 2 1 1 0 01 1 0 1 0 407 1 0 1 1 0 0 0 0 0 0 0 403 1 1 1 0 0 1 0 0 0 0 01 #Total 22 6� 6 1 2 0<s3 10 2 0 °Total 100% 27% 1#?; 27�° 5% 9% 0%`'S99a' 45% 9% 0%.j_ 5' Salary Total Total Female Male Code Employees Minorities Total W AA H 0 Total W AA _ H 0 311 1 0 0 0 0 0 0;; 1 1 01 0 309 1 0 0 0 0 0 01 1 1 1 01 01 306 2 1 2 1 01 1 0 0 01 01 0 405 1 0 1 1 0; 0 0 0 0 01 0 404 1 0 1 1 O i 0 0 0 0 01 0 402 1 0 1 1 01 0 0 0 0 0 ^' #Total 7 1 `'` 4 01 1 0 I':s'':2 `. 2 0 ._ ( }_ %Total 1 100% 14% 57% 0%1 14% 0% I I <2—f ': 29% 0% I 06%-1 0° Salary Code 309 Total Em to ees 1 Total Minorities 0 Female Male Total 0 W 0 AA 0' H 01 0 0! Total 1 W 11 I AA 01 1 H O 01 405 1 0 1 1 01 0 01 0 OI 0! 0 507 1 0 0 0 01 0 01 1 1 1 0 0 504 503 #Total 1 2 6 1 21 3! 0 1 0 1 0 1 0 01 0 0 1 1 01 0 0 1 1 <> 0 0 2 0' 0 0 1 1 11 21 %Total 100% 50% € !� 1 17% 0% 177 0° 6'rX.,. 33% 0% 1 33% ; 0% Salary Code Total Employees Total Minorities Female I Male Total W AA H 0 Total W I AA H 1 0 304 1 0 0 0 0 0 0 1 1 0 0 0 406 1 0 1 1 0 0 0 0 0 0 0 0 404 1 0 0 0 0 0 01 1 1 0 01 0 404 1 1 1 0 0 1 0 0 0 0 0 0 506 1 0 0 0 0 0 1 1 0 0 0 #Total 5EJ20% >. �<! : 1 0 1 0 <3 3 0 0 0 %Total 100%4# 20% 0% 20% 0% > Et.0% 0% 3525—Auto Parts Warehouse J38 TITLE Auto Parts Manager Auto Parts Worker || Auto Parts Worker | 4111—Comp. Planning JOB TITLE A.C.yW.—Development Svcs. Director ofPlanning Assistant Planner Secretary 4113 — Deveop.Coorci JOB TITLE Senior Planner Zoning Specialist Inter. Engineering Tech. Administrative Secretary 4211 —CodeoAdminishaUon JOB TITLE Code EnhorcemerdAdmin. Administrative Assistant | Senior Code Enhzn: |nspec Code Enforcement |nspen. Intermediate Clerk Typist Salary Code Total Employees Total Minorities Female Male Total W AA H 0 1 Total W AA :!!Of �H Salary Code Total Employees Total Minorities Female I Male Total W AA H 0 1 Total W AA H E20011o`iE� Salary Code Total Employees Total Minorities Female I— Male Total W I AA H 1 0 1 Total W 1 AA I H C %Total 100% J20%. 4 n 0/. 0 0/- 1 0% 1 0% 40%1 20%1 0%1 0 Salary Code Total Employees Total Minorities Female Male Total W I AA H 0 1 Total W I AA_F_H__T_O 17. AsofQ-17—Q3 4311 — Building Inspection JOB TITLE City Building Official Plan Checker Secretary Intermediate Clerk Typist Senior Electric Inspector Senior Building Constr. |nspc Senior Plumbing Inspector Building Constr. Inspector Plumbing Inspector Electric Inspector Salary Code Total Employees Total Minorities Female Male —Total _W AA C Total W AA 0 4411 —Community Development Administration JOB TITLE Account Analyst /\dnninistradveAssL | Youth Services Coordinator Assistant Planner Secretary Salary Code Total Employees Total Minorities Female Male Total W AA H 1 0 -f—otal W AA H 1 —0 4415 — Neighborhood Redevelopment JOB TITLE Rehab &Redev Coordinator Loan Processor Neighborhood Svcs. Spec. Rehab. Loan Specialist Rea} Estate Specialist Sr. Bui|dingConstr. Inspector Housing Inspector Salary Code Total EMDloyees Total Minorities Female Male Total W AA H 0 Total W I AA I H I OT xi zi&% 25% 0 0/ 4521 —TrafficEngineehng: Signs JOB TITLE Traffic MaintenanoeGupv. Traffic Maintenance Leader Equipment Operator Repairer Traffic Sign Fabricator TnmfficMa|nL Nko,kerU Traffic Maintenance Worker | Salary Code otal Employees Total Minorities Female I— Male Total W AA H 0 1 Total W I AA H 0 i oofl 30% As of 9-17-93 4523-Engineering &Design JOB TITLE '-- Senior Eng. Technician Inter. Eng. Technician Engineering Technician Senior Clerk Typist 4531 - Paved Streets JOB TITLE Streets Superintendent Street MainLSupv. Constr. & K8ain1 Foreman Inter. Eng. Tech. Dispatch Clerk Equipment Operator III Constr. &K8a|nLLeader Equipment OparakzrU Constc& Maint.VVkcU Equipment Operator 4533-Unpaved Streets JOB TITLE Street Mairt.Supervisor Constr. &KXainLForeman Equipment Operator III ' Equipment Operator U Equipment Operator | 4535 - Street Cleaning JOB TITLE Constr. &Maint.Foreman Equipment Operator III Equipment Operator U Salary Code Total Employees Total Minorities Female Male Total W AA H 1 0-1 Total W AA H C E2 "Mam BOOM Female "kMM mire Salary Code Total Total Emolovees Female 11 Male M 508 3 3 0 0 0 01 31 0 31 0, 0 0 OIL 1 71 Salary Code Total--[ —Total EMDlovees I Minorities Female Male — Total W AA I H 0 Total I W AA I H 1 0 4537-Storm Sewer Maintenance JOB TITLE Constr. &K8ain1VVkcIII Constr. &KXa/nLVVkr.0 AyofQ-17-Q3 Salary Code Total I Emolovees otal I Minorities Female Male Total W AA H 0 Total W I AA I H 0 453Q—Concrete Construction JOB TITLE Constr. & MainL Foreman Inter. Engin. Technician Cement Finisher Constr. &K8ain1Leader Equipment Operator U Constr. &K8oint.Worker U Constr. & Maini Worker Salary Total Total Female — Male Code Employees Minorities — Total W AA h 0 Total W AA_ H 1 0 4541 —Streot Drainage Engineering JOB TITLE Director cfTransportation City Engineer Senior Civil Engineer Transportation Planner Civil Engineer Right ofWay Agent Civil Engineering Assoc. Civil Enginee,ingAaoL Senio,Eng. Technician Inter. Engineering Tech. Engineering Tech. Salary Code Total Employees Total Minorities Female Male Total W AA 0 Total W H 1 0 F-2 0 0 01 01 oil 3 0 13 4611 —Aviation:Administradon& Marketing JOB TITLE Director ofAviation Deputy Aviation Dir—Oper. Deputy Aviation Dir—K4kdng Administrative Secretary Secretary 4813—Aviation Operations JOB TITLE Airport Moint8upv. Airport K8aintForeman AirportK8ainL Worker Salary Co Code Total Employees Total inorities Female Male Total I W I AA Total W AA Salary Total Total Female Male Asof9-17—Q3 4O15—Aviation Maintenance JOB TITLE Bldg. Maint.Supu Bldg. MainLTech U Custodian 4617—Aviation Security JOB TITLE Airport Sec.Supu Airport Sec. Shift Supv. Airport Security Officer Airport Sec. Dispatcher Electronics Tech. 451Q—Aviation Parking JOB TITLE Parking Lot Supx Transportation Aide Parking Lot Attendant Salary Code Total Employees Total Minorities Fernal I Male Total W AA H 0 1 Total W I AA Salary Code Total Employees Total Minorities --- Female I- Male TotaTi w AA H 0 1 Total W I AA H 1 0 Isad %Total 100% 35 :41----P124%1 — T/, F —6 -7/,, 12 % 0 Salary Code Total Emolovees Total Minorities Female Male Total W AA H 0 Total I W I AA I H 5111 — Public Safety &Service JOB TITLE Assistant 10the City Mgr. Administrative Asst. | Secretary Salary Code Total Employees Total Minorities Female I Z Male IT Total W AA H 1 0 ',.Total I W I AA I H ! 0 4sofQ-17—Q3 5221 —Park Maintenance JOB TITLE Parks & Recreation Dir. Parks Maint. Supt. Park Maint. Supv. Park Horticulturist Parks Maint. Foreman Parks Maint. Leader Pesticide Applicator Equipment Tech. II Park Electrician Equipment Operator III Irrigation Technician Painter Carpenter Mechanic I Equipment Operator I Sr. Grounds Maint. Wkr. Grounds Maint. Worker 5222 — Parks & Rec: ROW/Median Maintenance JOB TITLE Parks Maint. Foreman Pesticide Applicator 5223 — Park Development JOB TITLE Administrative Asst. I Prog. Devel. Coordinator Park Devel. Supv. Landscape Architect 5225 — Indoor Recreation JOB TITLE Indoor Rec. Supt. Recreation Supv. Recreation Outreach Coord. Recreation Center Supv. Senior Citizen Center Supv. Asst. Rec. Center Supv. Park Maint. Leader Senior Clerk Typist Building Maint. Worker As of 9-17-93 Salary Code Total Employees Total Minorities Female Male Total W AA H O Total W AA I H O 303 1 0 0 0 0 0 0 1 1 01 0 0 506 2 1 0 0 0 0 0 2 1 0 1 0 # otal 3 1 >: '':.4' 0 0 0 0« <'; 2 0 1 0� %Total 100% 33% 0% 0% 0% 0% 1:OD?1`o 67% ! 0% 330/ Salary Code Total Employees Total Minorities Female I Male Total W AA H O Total W AA H O 307 1 1 01 0 0 0 0 1 0 0 1 0 307 1 0 01 0 0 0 0 1 1 0 0 0 306 1 0 0 0 0 0 0 1 1 0 01 0 305 1 0 0 0 01 0 0 1 1 0 0 0 #Total 4 0 01 0 0 <` 4 3 0 11 0 %Total 100% 25% `'',.' 0% 0% 0% 0% t30%': 75% 0% 25% 0% W I otal 1 261 14 •'•,'s,; _A 71 41 2 1 01 51 31 5 %Total 100% 54% ?'tI61ai 27% 15% 8% 0% V% 19°,6 1 12% 1 19% 5227-Outdoor Recreation JOB TITLE Reureadpn8up/ Recreation Center Supv. Asst. Recreation Supv. Senior Clerk Typist Intermediate Clerk Typist JOB TITLE Cemetery Supervisor Cemetery Foreman Park yWainLLeader Inter. Clerk Typist Equipment Operator U Equipment Operator | Sr. Grounds MainiWorker Cemetery Worker 5229 - Golf Pro Shop JOB TITLE Golf Professional Asst. Golf Professional Intermediate Clerk Typist Equipment Tech. U 5230 - Golf Maintenance JOB TITLE Greenokeeper Sr. Grounds Maint. Worker Salary Code Total Employees Total Minorities Femal - I Male Total W AA I H 0 70—tal —W _-W-1 H 0 Salary Code Total Employees Total Minorities Female I— Male Total W AA H 0 Total AA H 0 R �0_ Salary Code Total Emplovees Total I Minorities Female Male Total I W AA I H -9d Total W AA H 1_0� 309 1 0 01 __0 01 0 1 1 0 1 509 1 0 0 0 0 0 071 1 1 01 0 0 Salary Code Total Employees Total Minorities Female Male Total W AA H 0 Total W AA H 10 0 4 5231 -Library Administration Salary Code Total Employees Total Minorities Female I— Male Total W AA H 0 Total W i AA H 1 0 #Total 41 1 N W, 21 01 ;1:R �j 01 0 0 AsqfQ-17-g3 5233 — Library: Public Services JOB TITLE Librarian III Libxahon|i Librarian Senior Library Asst. Library Asst. Intermediate Clerk Typist Intermediate Clerk Clerk Typist Salary T�;t—al Total Female Male Code Employees Minorities Total I W H 0 Total W AA H 5235— Collection Services JOB TITLE Librarian III Librarian Senior Clerk Typist Clerk Typist Clerk 5237 — West Texas Library JOB TITLE Librarian U| UbrarianU Bookkeeper Senior Clerk Typist Intermediate Clerk Typist Salary Code Total Employees Total Minorities Female Male Total W AA I H 0 Total W H 0 4. 01 00H 0 0 i Salary Code Total Employees Total Minorities Female I Male Total W AA H 0 Total W AA H 501 AaofQ-17-93 5241 — Civic Center JOB TITLE Civic Center Dir. Civic Ctr Dep Dir—Cust Svc Deputy Civic Ctr Dir—Oper Box Office Manager Operations & Eng. Supt. Food & Bev. Coord. Accountant Stage Manager Asst. Box Office Mgr. Asst. Stage Manager Event Service Coord. Asst. Events Coord. Asst. Food & Bev. Coord. Civic Ctr. Operation Frmn. Asst. Events Coord. Bldg. Oper. Supv. Bldg. Maint. Supv. Food & Bev. Asst. Secretary Senior Clerk Typist Intermediate Clerk Typist Account Clerk Bldg. Maint. Worker Custodian Food & Bev. Worker Eye ON Me; on Me, 5311 —Animal Control Shelter Operations JOB TITLE Animal Control Supv. Intermediate Clerk Typist Dispatch Clerk Animal Shelter Att. Salary Code Total Em to ees Total IMinorities Female Male Total W AA I H O Total W AA I H 1 0 3111 1 0 0 0 01 0 01 1 1 01 01 0 403 1 0 1 1 01 0 0 0 0 01 0! 0i 402 2 0 2 2 0 0 0 0 01 01 0 01 501 4 2 1 0 1 0 2 1 6 1 0 #Total 8 J24 4 0 1 0%Total 100% 25 " 50% 5313 — Animal Control Field Operations JOB TITLE Asst. Animal Ctrl Supv. Sr. Animal Control Officer Animal Control Officer Salary Code Total Employees Total Minorities Female Male Total W AA H O Total W AA H 0 306 1 0 1 1 0 0 0 0 0 0 0 0 407 1 0 0 0 0 0 0 1 1 0 0 0 406 7 2 2 2 0 0 0 5 3 0 2 0 #Total 91 2: 31 01 0 0$ 4 0 2 0 %Total 100% 22% ram:. 33% 0% 0% 00 ":B !lo 44% 0% 22% 0% As of 9-17-93 5411 —Health Support Services JOB TITLE Public Health Director Health Program Supv. Health Educator Administrative Secretary Senior Cashier Senior Account Clerk Vital Statistics Registrar Intermediate Clerk Typist Clerk Typist Male .. _ .. t©©0©��© • 5413 — Environmental Health JOB TITLE Supervising Sanitarian Sanitarian Senior Clerk Typist Senior Vector Ctrl. Worker Vector Control Worker Salary Code Total Employees Total Minorities Female Male Total W —0 AA —0— H O Total W AA H 1 O I 308 306 404 508 506 #Total 2 6 1 2 5 16 0 1 1 d50 0 1 1 0 0 1 0 0 0 1 0 0 0 0 0 0 0 1 0 0 1 0 0 0 0 0 0:>1':4 2 5 0 2 5 2 4 0 0 1 7 0 0 0 0 0 0 0 11 0 2 4 7 0 0 i 0I 0' 0 O i %Total 100% `��'' 6% 0% 6% 0% $$�: 44% 0% 44% 0% 5415 — Personal Health Services JOB TITLE Medical Programs Coord. Public Health Nurse III Disease Intervention Spec. Nurse Practitioner AIDS Education Coord. Public Health Nurse II Immun. Project Coord. " HIV Counselor Public Health Nurse I Immun. Outreach Spec. Licensed Vocational Nurse Dental Asst. II Secretary Health Aide III Health Aide II Intermediate Clerk Typist Senior Clerk Health Aide I As of 9-17-93 5417—Lab Services JOB TITLE Laboratory Service Cpprd. Medical Technologist Pub. Health Microbiologist U Pub. Health Microbiologist | Intermediate Clerk Typist J]@ TITLE WIC Program Coordinator Nutritionist Grant Account Specialist Licensed Vocational Nurse Community Service Aide Clerk Typist Salary Code Total Employees Total Minorities —W Female Male Tota7l AA H 0 Total W AA H 0 Salary Code Total Employees Total Minorities Female Male Total —W AA H 0 1 Total W AA H 0 Al %Total 100%l 7 :1. 5511 —RasdentidCoUeotion JOB TITLE Solid Waste Superintendent Recycling Coordinator Solid Waste Foreman Administrative Secretary Dispatch Clerk Equipment Tech. U Constr. &K8ainLWorker III Equipment Operator U Solid Waste Worker EM MUM 5S13—Commercial Collection JOB TITLE Equipment OperatorU I Salary I Code Total Employees Total Minorities Female I Male Total W AA H 0 Total W AA H 0 5515 — Solid Waste Disposal JOB TITLE Landfill Supv. Solid Waste Foreman MeohonicU Equipment Operator III Solid Waste Worker Asof9-17-93 Salary Code Total Employees Total Minorities Female Male Total W AA H 0 Total W AA H 0 5611 —Fire Administration JOB TITLE Fire Chief Administrative Secretary 5613 — Fire Prevention JOB TITLE Fire Marshall Secretary Salary Code — Total - — r_mP Ern loyees F—Total Minorities Female Male Total W AA l Total I W I AA H 0 203 1 0 01 01--0-0-0 1 1 0 U 407 1 —0 1 0 0 0 —0 0 0 0 L_ 01 1 Total # 2 0 1 0 0 Total % �5O �0 Salary Code 313 405 Total Employees 1 1 Total Minorities 0 0 Female Male Total 0 1 �_AL 0 10 AA 0 H 0 _0 0 0 —0 Total 1 —0 W 1 0 AA 0 0 H 0 0 0 Total # 2 0 » 1 0— 0 0 = —1 _0 0 Total % L 100%1 0% 1, W 50% 0% WIR K 50% 0% 0% oo� 5615 — Fire Equipment Maintenance JOB TITLE Equipment Tech. 11 Equip. Mechanic Frmn. 5617 — Fire Training JOB TITLE Secretary 5619 — Fire Suppression JOB TITLE Secretary Stores Clerk 5711 — Police Administration JOB TITLE Police Chief Crime Analyst 11 Crime Analyst I Administrative Secretary Property Room Attendant Secretary As of 9-17-93 Salary Code 509 306 Total Employees 2 1 Total Minorities 0 0 Female Male Total 0 0 W —0 0 AA —0 0 H 0 _0 0 jTotal 0 0 2 1 W 2 1 I AA_ O-Y-( 0 L 011 0 Total # 3 0 0 —0% 0 —0% 0 —0% 0 —0% :-�. ,,, 7' T,,7 "N �44 .. .. 3 0 01 Total % % OM 1000% 0 7,/7,F -0% Salary Code Total Employees Total Minorities Female Male Total I W I AA —_ H '*'�O Total W AA H 0 405 1 0 1 0 0 0 01 01 —0-0—of C To—tal# 1 0 . . . . . . 1 0 0 _0 01 0 01 C Total % 100% 0% I #3C#°100% 0% 0% 0% 0%11 0% % Salary Code Total Employees Total Minorities Female Male Total W AA H 0 Total W AA H—F-0- 405 1 0 1 1 0 0 01-0, 0 0 0 0 404 1 1 1 0 0 0 0 0 0 0 0 0 Total # 2 711 1 0 1 0 i�*-ffiffl>*U 0 0 0 0, 0 Total % 100% 50%1 50% 0% 0. 1 0% 0% 0. 0% - --- Salary Code — 203 307 Total _gMpLoyees 1 1 Total Minorities 0 0 Female Male Total 01 01 I W 0 0 AA 01 01 I H 0 00 0 0 Total 1 1 W 1 1 AA 0 0 H 01 01 1 0 01 306 1 1 01 0 01 0 01 1 01 0 11 01 407 1 0 1 1 01 0 01 0 01 0 01 01 405 2 1 1 0 11 0 01 1 11 0 0 0 405 2 0 2 2 01 0 0 0 n I n 0 0 Total # 3 1 0 0 1 0 Total % :380/. 13% I t%w — 4 YO 5713 — Police Training JOB TITLE Senior Clerk Typist 5715—Police Records JOB TITLE Records System Gupv. Sr. Data Entry Operator Data Entry Operator 5731 —PoUne|nveodgadonm JOB TITLE Secretary Senior Clerk Typist 5735 — Police Patrol JOB TITLE Administrative Asst. | Data Entry Operator Senior Clerk Typist Parking Control Officer Salary Total Total __ — Female Male Salary Code Total Employees Total Minorities Female Male Tota7l W AA H 1 0 Total W I AA H I C Salary Code Total Employees Total Minorities fernale Male Total W I AA H 0 1 Total W I AA H I C Salary Code Total Employees Total Minorities Female Male Total W AA H 0 Total W AA I H 1 0 Total % 100% 50% S%w*,'_38%1 13% L25% 1 0% 13%1 01 8111 — Water Utilities Administration JOB TITLE Director ofWater Utilities Administrative Asst. || AdmninintdaiveAsmL | Senior Engineering Tech. Secretary Salary Code Total Employees Total Minorities Female I Male Total W AA H 0 Total W AA 420%2na/ Total % 100% I ^w I -, D% 0% 0% 00, AsofQ-17-93 6211 -Water Engineering JOB TITLE Senior Civil Engineer Civil Engineer Civil Engineering Assoc. Civil Engineering Assist. Senior Engineering Tech. |ntermediadeEng. Tech. Engineering Technician Salary Code T�t_al Employees Total Minorities Female Male Total W AA �of H 0 310 2 1 0 0 0 —01. 2 1 o 1 0 6311-Water Meter/Customer Service JOB TITLE Water UbiCst SemGupv. Water Meter Repair Frnnn. Records Dispatch Supv. Senior Dispatch Clerk Water Meter Svc. Worker Constr. &MainLLeader Constr. & K4ainL Worker III Constr. & yWainL VVorkerU Constr. &MoinLWorker | Custodian Salary Total Total Female __H__T Male Code Employees Minorities Total W AA _0 -Total W AA H 0 503 01 0 0 M Eno/. Total % 100%1 72- - 8321 - Water Equipment Maintenance JOB TITLE Water Utilities Process Eng. Process Equip. KXeinL Supr. Water Sys. Mech. Foreman /nternnediateEng. Tech. Electrical Equip. Specialist Water System Electrician Water Systems Mechanic Welder BecUicianAosL Water System Mech. Asst. Constr. &K8aint.Worker | Salary Cocle- Total Employees Total Minorities Female Male Total 0 .'Total W AA H ! 0 0 01 0 01 0 [E 515 1 : *.,-, 1 E, d-, Total % 100% 3 no, I - - - I - - - I , -i, AoofQ-17-g3 6311 —VVaterMeter&CuwtommrSemice JOB TITLE AooL Dir. ofWater Utilities Sc Constr. & K4ainL Frmn. Constr. &yWaintForeman Equipment Operator U Constr. &K8ainLWorker III Constr. & yWaint. VVorherU Constr. &K8ainLWorker | 6341—Water Lab Services JOB TITLE Laboratory Service Coord. Chemist Lab Technician U Lab Technician | JOB TITLE ' . Intermediate Clerk Typist Senior Clerk Typist Water System |notr.Teoh. VVTPK4aint. Foreman Water Utility Shift Leader Pump Main1Worker 6245—WaterTreament JOB TITLE Water Prod. &Tnnn1Supt. Wildlife Biologist Water Utility Chief Operator WTPW1aint.Foreman Senior Clerk Typist Treatment Plant Operator U VVTPMoiniWorker || Treatment Plant Operator | VVTPK8aint. Worker Custodian Salary Code Total Employees Total Minorities Female Male Total H 0 Total W AA H J... E62% Total % 100%1 34 Salary Code Total Employees Total Minorities Female L Male Total W AA I H 0 1 Total W I AA H Salary Code Total Emplovees Total Minorities Female L Male Total W AA I H 0 1 Total I W I AA I H w-mm-M [=In t- I F�� —0 AsofQ-17-93 6347 — Water Production JOB TITLE Ground Water Prod. Supv. Constr. & Maint. Foreman Administrative Secretary Pump Maint. Leader Pump Maint. Worker 6411 —Water Reclamation JOB TITLE WW Treatment Plant Supt. Wastewater Program Coord. Senior Chemist industrial Chemist Chemist Water Utility Chief Operator WRP Maintenance Foreman Asst Wtr Recl Plt Maint Frmn Lab Technician 11 Senior Clerk Typist Water Reclamation Shift Ldr. WW Plant Mechanic Wastewater Plant Operator II Wastewater Plant Operator I Wastewater Plant Maint. Wkr, Equipment Operator I Custodian Salary Code Total Employees Total Minorities Female Male Total W AA H O Total W AA H I✓ 307 1 0 0 0 0 —0 0 —0 0 1 1 0 I 303 407 507 1 1 1 0 1 0 0 1 0 0 —0 0 —0— 0 1 0 0 0 0 1 0 1 1 0 1 0 0 0 0 0 0 I 1 506 2 0 0 0 01 0 0 2 2 0 0 Total # Total % 6 100% 1 17% 1':'?9 < 0 0% 0 0% 1 17% 0 0% Ig $ 5 83% 0 0% 0 0% 0% Salary Total Total Female Male Code Em to ees Minorities Total W I AA H O Total W AA H 1 0 313 1 0 0 01 0 0 0 1 1 0 0 C 310 1 0 1 1 0 0 0 0 0 0 01 C 307 1 0 0 0 0 0 0 1 1 0 01 C 3071 31 0 1 1 0 0 0 2 2 0 0 CC 306 1 0 0 0 0 0: 01 1 1 0 0 I C 305 1 0 0 0 0 0 0 1 1 0 0 0 304 1 0 0 0 0 0 0 1 1 0 0 0 303 1 0 0 0 0 0 0 1 1 0 0 0 409 2 0 2 2 0 0 0 0 0 0 0 0 404 1 1 1 01 1 0 01 0 01 0 0 0 511 3 1 0 OE 0 0 0 3 21 0 1 0 511 1 1 0 0' 01 0 0 1 0 0 1 0 1 5091 5 3 0 0 01 0 0 5 211 0 ? 0 507 6 2 1 0 0 1 0 5 4 1 0 5071 4 0 0 0 0 0' 0 4 4 0 0 0 503 1 1 0 0 0 0 0 1 0 0 1 0 501 I 1 1 0 0 0 0 0 1 01 01 1 1 0 Total # 34 10 `»'$ 4 1 1 0 `2A> 20 1F 71 0 Total % 100% 29% 8°fgE 12% 3% 3% 0% 18K 59% 3%1 21 % 0% 6413 — Waste Water Collection JOB TITLE WW Collection Supv. Pump Maintenance Worker Constr. & Maint. Leader Constr. & Maint. Worker III Constr. & Maint. Worker II Constr. & Maint. Worker I Salary Total Total Female Male Code Employees Minorities Total W AA H 1 O Total W AA H 0 3071 1 0 0 01 0 01 0 1 1 0 01 0 5061 1 0 1 1 0 0 01 0 01 0 01 0 506 ,i 1 0 0 0 0 01 1 0 0 1 0 505 4 1 0 0 0 0 0 4 31 0 1 1 0 504 2 2 0 0 0 0 0 2 0 0 2 0 503 4 1 0 0 0 0 0 4 3 0 1 0 f `1 1 0 0 0 x ::;:;r 7 0 5 0 Total % 100% 3 8 % ' $* '', 8% 0% 0% 0% <g o:`•. 54°h 0% 38% 0% As of 9-17-93 6415 — Land Application JOB TITLE Site Manager Assistant Site Manager Senior Site Foreman Site Foreman Secretary Farmworker Irrigation Foreman Salary Code Total Employees Total Minorities Female Male Total I W AA I H 0 Total W AA H O 314 1 0 01 0 0 0 0 1 1 0 0 307 1 0 11 1 0 0 0 0 0 0 0 305 1 0 01 0 0 0 0 1 1 0 0 3031 1 0 0 0 0 0 0 1 1 0 0 405 1 1 1 0 11 0 0 0 0 0 0 505 6 4 0 0 01 0 0 6 21 0 4 505 1 0 0 0 0 0 0 1 1 0 0 Total # 12 5 'F'= 1 1 0 0 : '': 6 0 4 Total % 100% 42% €:.. ': 8% 8% 0% 0% ;' 50q° 0%1 33% 1 0c 7111 — Electric Utilities Administration JOB TITLE A.C.M. — Utilities Dir. Elec. Util Sales & Svc. Assoc. Dir of Sys Plan & Dev Administrative Secretary 7211 — Electric Promotion JOB TITLE Electric Promotion Manager Senior Power Sales Rep. Senior Power Tech. Power Technician Power Sales Representative Dispatch Clerk Salary Code Total Employees Total Minorities Female Male Total W AA H 0 Total W AA H 0 204 1 0 0 0 0 0 0 1 1 0 01 316 1 0 0 0 0 0 0 1 1 0 0 315 1 0 0 0 0 0 0 1 1 0 0 407 1 0 1 1 0 0 0 0 0 0 0 Total # 4 0 1111 : 1 0 01 0 : `' < 3:' 3 0 , 01 Total % 100 0 0% 112� ,' 25% 0% 0% 0% -'75%: 75% 0% 0%; 00, Salary Code Total I Employees Total Minorities Female Male Total W AA H 0 Total W AA I H 1 0 3091 0 0 0 0 0 011 11 0 01 1 4091 0 0 0 0 0 01 1 1 0 01 1 4081 0 0 0 0 0 01 1 1 0 01 1 407 2 0 1 1 0 0 0 1 1 0 01 1 406 4 1 2 2 0 0 0 2 1 0 1 i 402 2 1 2 1 0 1 0 0 0 0 0 l Total # 11 2 U 4 0 1 1 0 1 51 0 1 1 Total % 100% 18% 2M 36% 0% 9% 0% 5 °jo`a 45% 0% 1 9% 1 0°s 7311 — Electric Production Operations JOB TITLE Asst. Prod. Supt. — Oper. Production Supervisor Steam Plant Shift Foreman Steam Plant Chemist Administrative Secretary Cogeneration Plant Operator Control Room Operator Plant Operator Salary Code Total Employees Total Minorities Female Male Total W AA H 0 Total W AA H 0 313 1 0 0 0 0 0 0 1 1 0 0 311 1 0 0 0 0 0 0 1 1 0 0 C 309 5 0 0 0 0 0 0 5 51 0 0 C 306 2 1 0 0 0 0 0 2 1 0 1 C 407 1 0 1 1 0 0 0 0 0 0 01 C 515 5 2 0 0 0 0 0 5 3 1 1 C 513 5 1 0 0 0 0 0 5 4 0 1 C 510 5 0 0 0 0 0 0 5 5 0 0 C Total # 25 4 1 0 0 0 'f; 20 1 3 C Total % 100% 16% ? .: 4% 0% 0% 0°k 80°k 4%1 12% 0% As of 9-17-93 7313—Electric Production Maintenance � JOB TITLE — Electric Prod Supt. Asst. Prod. Gupt.—Main1 Mechanical Engln.Assoc. Steam P|antyWaint. Foreman Sr. Gxearn P|ontMeoh. Ldr. Power Plant Electrician Sr. Steam Plant /ns1Tech. Steam 9|ahtInstrument Tech Steam Plant Mechanic Ldr. Steam Plant Welder Steam Plant Mech. Appnan. " Salary Code 309 Total % T�;t_al Employees 100%1 Total Minorities 0 Al Female Male Total #0 W 0 0 AA 0 0 0 1 1 15' q83%O% 0 ]0 0. 2 12% 10. 00N 74'.1 —BeuhicDioiEngineedng JOB TITLE Supt. Electric Oper. &Eng. Electrical Eng. Director Systems Engineer Bec- Engineering Associate S�. Elec. EnQin. Coord. Boc. Engin. Proj. Coord. Bec.Engineering Associate Elec. EngineeringAsoistani Senior Eng. Tech. |n1errnediateEng. Tech. Administrative Secretary Salary Code Total Total [ Tota Employees Minorities Wjinorities F Female Male W AA H 0 Tot AA MTotal 311 7412 — Electric Dist. Underground JOB TITLE Senior Power Line Foreman Transformer Shop Foreman Power Line Foreman Lineman Journey Apprentice Lineman |V Apprentice Lineman [if Apprentice Lineman U Groundman Salary 521 516 Total 1 1 Total 1 Female — Male 0 01 _P 0 0 01 0 0 - _1 __j+_ 01 _0E-1 ___0_11 Aoof9-17—Q3 7413 — Electric Dist. Overhead JOB TITLE Senior Power Line Foreman Power Line Supervisor Power Line Foreman Power Line Foreman Lineman Journey Utility Equipment Operator Apprentice Lineman III Apprentice Lineman II Custodian 7415 — Electric Dist. Customer Service JOB TITLE Elec. Dist Operations Supv. Senior Power Line Foreman SCADA Operator/Dispatcher Senior Dispatcher Clerk Dispatch Clerk Lineman Journey Apprentice Lineman III Apprentice Lineman II Salary Code Total Employees Total Minorities Female Male Total W AA H O 1 Total W I AA H 1 O 312 1 0 0 0 0 0 0 1 1 0 0 310 1 0 0 0 0 0 0 1 1 1 0 0 408 5 0 2 2 0 0 0 3 31 0 01 4041 1 0 1 1 01 0 0 0 0 0 0 4021 1 0 1 1 0 0 0 0 0 0 0 i—' 520 4 0 0 0 0 0 0 4 41 0 O i 514 2 0 0 0 0 0 0 2 21 0 0: 512 1 0 0 0 0 0 0 1 11 0 01 Total # 16 0 7,'4'' 4 0 0 0 "'`=12,` 12 1 01 0 Total % 100% 0% °z 25% 0% 0% 1 0% 75'l0 75% 1 0% 1 0% 0` 7417 — Electric Dist. Substation JOB TITLE Substation Oper. Sup. Eng. Substation/Sys. Relay Supv Journey Electrician Substation Foreman Journey Electrician Apprentice Electrician III Salary Code Total Employees Total Minorities Female Male Total W AA I H 1 O Total I W I AA H 1 O 313 1 0 0 0 01010 1 1 0 0 311 1 0 0 0 01 01 0 1 1 0 0. 1 521 1 0 0 0 01 0 0 1 1 01 01 521 1 0 0 0 01 0 01 1 1 0 01 520 1 0 0 0 0 0 0 1 1 1 0 01 5141 2 0 _..Qi 0 0 0 0 2 21 0 0 Total # 7 0:; 0 0 0 0 k:>>>: 7 01 0 Total % 100% 0% '' Y;,....,.:': 0% 0% 0% 00/. 100% 0% 0%! 0., 7419 — Electric Dist. Meter Shop JOB TITLE Elec. Meter Shop Foreman Meterman Journey Apprentice Meterman IV Apprentice Meterman III Salary Code Total Employees Total Minorities Female Male Total W AA H O Total W AA H O 521 1 1 0 0 0 0 0 1 0 0 1 1 520 2 0 0 0 0 0 0 2 2 0 0 1 516 1 0 0 0 0 0 0 1 1 0 01 1 514 2 1 01 0 0 0 0 0 2 2 0 0 1 Total # 6 1 "; .• 0 01 01 0 5 0 1 1 Total % 100% 17% %?^ 0% 1 0% 0% '#3f31 83% 0% 17°k 0°A As of 9-17-93 7511 - Field Services JOB TITLE Utility Field Supervisor Fiern" Service Worker Utility service VVprhe/ Meter Reader U Meter Peader/ Intermediate Clerk Dispatch Clerk Salary Code Total -Employees Total Minorities Female Male h 0 Total nF, W AA H 0 Total - :. W 1PO 67% AA 0 4%1 19% 1 0-, -7 0% 4 T1. �. 7513-Electric Customer Service JOB TITLE Utility Collection Mgr. Utility Service Supv. Billing Supervisor i Collections Supervisor Sr. Customer Service Rep. Customer Service Rep. Secretary Senior Cashier Cashier Senior Clerk Clerk Salary �a I �a ry Total t va'l. �Total Female 311 405 1 0 1 1 0 0 0 0' 0 E 7911 -BeotricStreetUghUnQ JOB TITLE Electric Engineering Assoc. Lineman Journey Gnoundman -r- - �_- Code - Employees Minorities Total W I AA H 0 Total W AA I H _1__O E508 2 0 0 0 0 2 2. 0 01 0 1000, - '--- --- !-` n - .. � AsofQ-17-Q3 5611 - Fire Administration JOB TITLE Deputy Fire Chief 5613 - Fire Prevention JOB TITLE Fire Captain Fire Lieutenant Fire Equipment Operator ffi 5617 - Fire Training JOB TITLE Fire District Chief Fire Captain Fire Lieutenant-- 5619 - Fire Suppression JOB TITLE Deputy Fire Chief Fire District Chief Fire Captain Fire Lieutenant Fire Equipment Operator Fire Fighter Probation Fire Fighter CIVIL SERVICE Salary Code Total Emp. Total Min. Female Male Total' W AA H 0- Total W I AA H O. 681 1 0 —0 0 0 0 0 1 1 0 0 0 # Total 1 0 0 0. 0 0x< 1 0 0 0 % Total. 100%. 0% 1 0 0% 00 0 0% 0% 0% Salary -Code Total Emp. Total Min. Female Male Total F—W AA I H 0 Total I W I AA H 0 651 1 0 0 0 0 0 0 11 11 0 0 0 641 3 0 0 0 0 0 0 3 3 0 0 0 631 2 1 0 5 0 0 0 a 2 1 1 0 0 # Total 61 1 3' ' 0 0 0 0 .6 5 1 0 0 % Tet# % 1 17% 0"', 1 0.;. t 17 0 0% Salary Code - Total -Emp. Total Min. Femala Male Total W I AA 'H 1 0 Total W I AA H 0 661 1- 0 0 01 - 0 0 0 1 1 0 0 0 651 -2 0 0 01 0 0 0 _-2- 2 0 0 0 641 1 0 0 0 0 0 1 1 0 0 # Totat�-�4 0 0 UIT/0 0 i : 4 0. 0 0 % Toti 1 10 00/ 0% 0% I 0% 0 .1100%1 0%1 0% 0 0�1. Salary Code Total Emp. Total Min. Female Male Total W I AA H O Total W AA H 1 0 681 1 0 0 01 0 0 0. 1 1 0 01 0 661 6 0 0 01 0 0 01 6 61 0 () 1 0 651 24 01 0 01 0 01 0;� 24 24; 0 01 0 641 39 1 0 01 0 01 Oil 39 381 0 11 0 631 75 1 0 01 0 01 0 75 741 0 11 0 621 99' 51 2 1 0 1 0- 97 93 0 41 0 10 ._01 T 0 b 0 2 21 0 01 Of 1-- 0'. 2381 0 % Total 3% 0% 0% 00% 0 9 97%1 0% 5711 - Police Administration JOB TITLE Assistant Police Chief Police Lieutenant Police Sergeant Police Corporal Police Officer Salary -Code ' Total Emp. Total Min. Female Male Total W AA I H 0 Total W 1 AA H 680 1 0 0 0 0 0 0 1 1 0 01 0 650 2 1 0 0 0 0 0 2 1 0 1 0 640 -2 1 0 0 0 0 0 2 1 0 1 0 1 630 21 -0 0 0 0 0 0 2 2 0 0 0 1 620 2 2 0 01 0 0 0 2 0 1 1 0 # Total 9 4 IN- 01 01 0_0 11.*1'1:9'j 51 11 3 0 % Total 100% 44% 0%1 0% 1 no,- 0% Qo 56%1 11% 1 33%1 0% As of 9-17-93 5713 — Police Training JOB TITLE Police Captain Police Lieutenant Police Sergeant Police Corporal 5715 — Police Records JOB TITLE Police Lieutenant Salary Code 660 Total Em . 1 Total Min. 0 Female Male Total 0 W 0 AA 0 H 0 O 0 Total 1 W 1 AA 0 I H 0 O 0 650 640 1 1 0 0 0 0 0 0 0 0 0 0 0 0 1 1 1 1 0 0 0 0 0 0 630 # Total % Total 2 5 100% 0 0 0*A 0 A.:##; -4.` 0 0 0°�6 0 0 0% 0 0 0% 0 0 0% 2 ti` 00°loi 2 5 100% 0 0 0% 0 0 0% 0 U 0% Salary Total Total Female Male Code Em . Min. Total I W '01 IAAI H 1 O Total W AA I H O 650 1 Q 01 01 0 0 1 1 _01 0 0 % Total 100% 1 0% 10,70KI 0% 1 0% 0% 1 0% 001 100% 0% 0% 1 0% , 5731 — Police Investigations JOB TITLE Assistant Police Chief Police Captain Police Lieutenant Police Sergeant Police Corporal Police Officer 5735 — Police Patrol JOB TITLE Assistant Police Chief Police Captain Police Lieutenant Police Sergeant Police Corporal Police Officer Probation Police Officer As of 9-17-93 Salary Total Total Female Male Code Em . Min. Total W AA H O Total W AA H 1 O j 680 1 0 0 0 0 0 0 1 1 0 01 0 660 31 0 0 0 0 0 0 3 3 0 0 0, 650 4 0 0 0 0 0 0, 4 4 0 01 0 640 12 2 1 1 0 0 01 11 9 0 2 0 630 20 2 0 0 0 0 0 20 18 1 1 0 620 441 3 1 1 0 0 0 43 40 0 31 0 # Total 84 7 . <' < < 2 0 0 0 >":> 8 , 75 1 6 01 % Total 100% 8% <':% 2% 0% 0°k 0% "98.`f 89% 1 % 7% 0% Salary Code 680 Total Em . 1 Total I Min. 0 Female ITotal Male Total 0 W 01 AA 0 H 0 O 0 1 W 1 AA 0 H 01 1 0 ; 0 660 3 0 0 01 0 0 0 31 31 0 01 0! 650 5 0 0 0 0 0 0 5 5 0 0 0 640 30 1 1 1 0 0 0 29 28 0 1 0 i 630 620 610 # Total 36 127 11 2131 5 24 1 31 1 61 1 :. r- 1 4 1 7 0 0 0 0 0 2T 0 2 0 0 0 0 35 121 10 M M 1 30 99 9 1751 0 2 1 31 5 20 0 26 01 0; 0' 0 % Total 100% 15%«4! 3% Q% 96°la 8 2 % 1 1 % 1 12% 0% MEMORANDUM DATE: April 4, 1995 TO: ACM's , Managing Directors,and Supervisors FROM: Bob Cass, City Manager RE: Affirmative Action Update It has been one year since the City of Lubbock made a commitment to Affirmative Action. Affirmative Action is a legal tool used to identify, employ, train and promote under -represented groups of persons. Because Affirmative Action is a legal tool, it must be updated annually to ensure that groups that are no longer under -represented are not used as part of a hiring decision. The Human Resources Department is keeping with its commitment to provide all hiring managers with an annual update of our organization's efforts in the area of Affirmative Action. Attached is a complete Affirmative Action Update as of February 1995. These documents should replace all Affirmative Action documents dated April 4, 1994. For convenience, Human Resources has also added an alphabetical listing to assist hiring managers in locating a specific job within a category. JOB CATEGORY PROGRESS: Officials and Administrators The City of Lubbock's hiring managers have successfully eliminated a goal area of Hispanic under -representation in this category. Therefore, race in this category can no longer be part of a hiring decision. In 1994, Hispanics and females were strongly considered for job openings in this category. The 1994 available positions were Police Chief, Director of Human Resources, Director of Community Development, Managing Director of Water Utilities, Director of Culture and Leisure Services, Assistant Director of Human Resources, Managing Director of Management Services, Assistant City Manager, Solid Waste Superintendent, and First Assistant City Manager. Three Hispanics, one African American, and four females were hired for the above positions.