HomeMy WebLinkAboutIR 7143 , . .
INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 7143
To the Mayor and Members of the City Council
Subject: Affirmative Action Program tus Report August 15, 1986
has been completed. This report will apprise the Mayor and Council of the pro-
gram' s current status and the progress which has been made in regard to the
Bradley Consent Decree. The report is divided into three (3) sections: 1) Depart-
mental Affirmative Action Plans, 2) City Work Force Composition and 3) Bradley
I. Departmental Affirmative Action Plans
The City' s Affirmative Action Task Force recommended that the City Manager
consider requiring Department Heads to develop departmental Affirmative
Action Plans. The Task Force believes greater accountability should rest
upon Department Heads in meeting established Affirmative Action goals. The
City Manager concurred with this recommendation and departmental plans have
been prepared for final review and approval. Assistant City Managers are
meeting with their respective department heads to ensure goals are compati-
ble with City policy and managerial directives.
Civil Service Personnel in Police and Fire
The Police and Fire Departments are striving to achieve parity with the
local labor market availability percentages. The combined incumbency percen-
tages of Civil Service Personnel in Police and Fire are presented below:
Incumbency
Hispanic 7.8%
Women 6.4%
The August Police Recruit Class w i 11 be the first ever to meet the
Council's 50% representation goal. The Fort Worth Fire Department is recog-
nized as a leader in the employment of minorities and females in Texas.
The most recent promotional exam for Fire Captain includes four minorities
in the Top 10.
Department Heads will continuously monitor their department' s progress in
meeting established AA goals. Department Heads will be evaluated by the
City Manager on their support of the City EEO program and their specific
contributions toward EEO/Affirmative Action.
Attachment No. 1 provides a comparison of the City's work force composition
with availability in the relevant labor market. Attachment No . 2 provides
the same comparison excluding Civil Service personnel in the City' s work
force; Categories 5, 6 , 7 , and 8 are not affected by Civil Service per-
sonnel and are not shown on Attachment No. 2.
II. City Work Force Composition
The City' s overall minority work force composition has gradually increased
over the past several years.
ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS
Affirmative Action Program Status Report
August 15, 1986
opb) Page two
October 1980: Black - 19.6%
Hispanic - 7.3%
Women - 20.0%
October 1985: Black - 21.9%
Hispanic - 9.4%
Women - 23.8%
July 1986: Black - 21.5%
Hispanic - 10.1%
Women - 25. 1%
Net Change (1980 to present):
Black - +1.9%
Hispanic - +2.8%
Women - +5.1%
Attachments No. 3 and No. 4 provide a detailed profile of the City's work
force composition by EEO Category. Attachment No. 5 provides a detailed
profile of each City department by EEO Category.
III. Bradley Projects
In November 1985 the City entered into a Consent Decree under the monitor-
ship of the U.S. District Court in settling a class action suit which ques-
tioned the City' s compliance with its Affirmative Action Plan, the valida-
tion of a clerical examination which it administered, and the rate of hire
of Black applicants from the period of June 1979 until the settlement of
the lawsuit.
The Personnel Department is implementing eleven (11) projects representing
specific provisions within the consent decree. A brief status report on the
eleven (11) projects is provided below.
Project Status
1. Job/Task Analysis
of Clerical Positions This project requires a detailed analysis
of all of the City' s clerical positions
(approximately 650 positions) . This pro-
ject requires a significant amount of
staff time and coordination among all City
departments. Job study interviews were
conducted to collect clerical task data in
June. Clerical incumbents were surveyed
via questionnaires in late July. The data
Owl is currently being analyzed using the U.S.
Air Force ' s facilities at Brooks AFB in
San Antonio. The Air Force is allowing us
to use their analytical computer program
(CODAP) to conduct the analysis.
Affirmative Action Program Status Report
August 15, 1986
Page three
2. Validation of Selection
Procedures This is an on-going project which will
require detailed data collection at speci-
fic points in the City' s selection pro-
cess; statistical analyses of data collect-
ed; formulation of corrective measures if
problems are discovered; and, continuous
monitoring via statistical analyses of the
City's selection process.
3. Applicant Flow Data
Analysis The Personnel Department has purchased an
automated applicant data tracking system
which is required to meet this provision
of the decree . The system is being
"debugged" and report development pro-
cesses are being worked out . Two (2)
Personnel Technician positions were filled
to assist in this and other projects. The
system should be fully operational to meet
the designated April 1987 deadline for
�0' report generation. This is an on-going
project.
4. Applicant Flow Data The automated applicant data tracking sys-
tem which has been purchased will provide
the data required to satisfy this require-
ment of the decree.
5. Selection Data Analysis Appropriate software applications have
elk been purchased and periodic statistical
analysis will satisfy this provision of
the consent decree. This is an on-going
project.
6. Polygraph and Background
Preliminary data retrieval has been com-
pleted and appropriate recommendations
will be made concerning the future use of
polygraph and background investigations.
7. Employment Interviews Training programs have been developed and
management staff participated in training
sessions beginning in April . This is an
on-going project in which all supervisors
and employment interviewers will receive
training.
Affirmative Action Program Status Report
August 15, 1986
Page four
8. Affirmative Action Program Departmental AAPs have been developed and
are being reviewed by management. Comple-
tion and final approval of all AAPs is
pending. Upon completion of this first
year "developmental and design phase"
this will be an on-going project.
9. Affirmative Recruitment
Policy Data collection and analysis to identify
underrepresented classifications was com-
pleted in June. This is an on-going pro-
ject.
10. Employee Development and
Advancement Training A program and procedures narrative has
been developed which was presented to the
City Council on August 5. Target classifi-
cations are being identified. Program pro-
cedures were completed in May.
11. On-Site Hiring Record
Keeping Preliminary fact-gathering has been com-
pleted. Meetings with departmental repre-
sentatives will be scheduled to discuss
on-site hiring procedures. Recommendations
will be made to develop and implement uni-
form information gathering and maintenance
procedures. This is an on-going project.
Summary
The City' s affirmative action strategies and efforts for FY '85-86 represent a
4W continuing commitment to make affirmative action a positive benefit to the City.
We believe the enhanced departmental commitment and involvement through the
development of departmental affirmative action plans and strategies will also
serve to enhance the City's success in these efforts.
4 Dougl Harman
arman
City Manager
OW')
,
Attachment No. 1
City Work Force Availability v. Incumbency (including Civil Service personnel)
EEO CATEGORY BLACK 8ISPA0IC W0MEN
l. Officials/Administrators
Availability % 3.3 2.7 27.5
Incumbency % 5.5 3.8 19.8
Difference % +2.2 +I.l -7.7
2. Professionals
Availability % 6.0 5,6 38.9
Incumbency % 12.7 5.5 33.9
Difference % +6.7 -0, 1 -5.0
3. Technicians
Availability % 10.1 6.4 43. 1
Incumbency % 11.1 7.9 10.2
Difference % +1.0 +1.5 -32.9
4, Protective Services
Availability % 18.9 10.6 28. 1
Incumbency % 11.4 10.1 14.4
Difference % -7.5 -0.5 -13.7
5. Para-Professionals
Availability % 17.1 5.3 80.4
Incumbency % 40.2 14.4 75.3
Difference % +23.1 +g.l -5. 1
6. Clerical
Availability % 8.7 0.0 64,3
Incumbency % 37.0 11,5 85. 1
Difference % +28.3 +5.5 +20.8
7. Skilled Crafts
Availability % 10.0 10.3 4.9
Incumbency % 29.6 12.6 3.5
Difference % +19.6 +2.9 -1.4
8. Service/Maintenance
Availability % 20.5 12.7 14.3
Incumbency % 43.3 16.3 10.7
Difference % +22.8 +3.6 -3.6
/
Attachment
City Work Force Availability v. Incumbency (excluding Civil Servicepersonnel)
EEO CATEGORY~
'
ZS WOMEN
l. Officials/Administrators
Availability % 3.3 2.7 27.5
Incumbency % 7.1 5.0 24.8
Difference % +3.8 +2.3 -2.7
2. Professionals
Availability % 6.0 5.6 38.9
Incumbency % 19.3 7.7 51,4
Difference % +19.3 +2.1 +12.5
3. Technicians
Availability % 20.1 6.4 43.1
Incumbency % 18.3 13.3 15.0
Difference % +8.2 *6.9 -28.I
��.
4. Protective Services
Availability % 18.9 10.6 28.1
Incumbency % 9-8 7.2 38.1
Difference % -g.l -3.4 +10.0
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Attachment No. 4
Civil Service Personnel Work Force Composition
Total # Black X Hispanic % Female % Caucasian
Police
4-1-84 763 6.0 7.0 9.0 87.0
4-1-85 775 6.3 7.1 9.9 86.6
7-1-86 831 6.9 7.5 10.0 85.6
Fire
4-1-84 644 8.5 7.5 1. 1 84.0
4-1-85 634 9.8 7.6 1.7 82.6
7-1-86 688 9.7 8.1 2.0 82.1
Attachment No. 5
OW
EEO CATEGORY 1 : Officials and Administrators
DEPARTMENT BLACK HISPANIC CAUCASIAN TOTAL
M F M F M F M F
City Manager 1 1 2 2 4 2
Management Services 5 3 5 3
Data Processing 4 4
Housing & Human Services I 1 1 1 1 3
Development 6 6
Human Relations Commission 1 1 2
Employment and Training 1 1 2
Internal Audit I I
City Secretary I I
Legal 11 2 11 2
Finance 1 2 1 3 1
Personnel 1 6 2 7 2
Real Property 1 1
Transportation & Public Works 11 2 11 2
City Services 2 4 6
Planning 2 5 2 7 2
Public Events 3 3
Police - Civil Service 16 1 16 1
Police - Civilian I I
Fire - Civil Service 24 24
Fire - Civilian 2 2
Municipal Court 1 1 2 4 2 6
Public Health 3 2 3 2
Aviation 1 1 1 2 1
Water 13 1 13 1
Park & Recreation 11 11
Library 1 4 5
TOTAL 6 4 5 2 135 30 146 36
EEO CATEGORY 3: Technicians
OW
DEPARTMENT BLACK HISPANIC CAUCASIAN TOTAL
M F M F M F M F
City Manager
Management Services
Data Processing 2 1 13 2 16 2
Housing & Human Services 2 2 2 8 12 2
Development 1 3 1 42 2 44 5
Human Relations Commission
Employment and Training
Internal Audit
City Secretary I I
Legal
Finance 1 3 1 4 4 5
Personnel 1 1
Real Property
Transportation & Public Works 17 8 2 89 10 114 12
City Services 6 4 5 1 21 3 32 8
Planning
Public Events I I
Police - Civil Service 6 1 3 1 134 10 143 12
Police - Civilian I 1 1 2 1
Fire - Civil Service 10 14 139 1 163 1
Fire - Civilian 1 1
Municipal Court I I I I
Public Health 5 1 6 1 11
Aviation 2 2
Water 11 1 11 2 69 8 91 11
Park & Recreation 5 2 10 17
Library 1 1 2
TOTAL 61 19 51 6 534 48 646 73
Attachment No. 3
±o Racial, iRepresentation
OW - ' -
'
EEO Category Date Total _D_la_c~k�_%� Hispanic % Female_% Caucasian %
1-Officials/
Administrators 4-1-84 143 4.9 4.2 15.4 90.9
4-1-85 162 5.6 2.5 18.5 91.9
7-1-86 182 5,5 3.8 19.8 90.7
2-Professionals 4-1-84 663 10.7 2.7 29.1 86.6
4-1-85 718 12.7 4.6 31.8 82.7
7-1-86 866 12.7 5.5 33.9 81.8
3-Technicians 4-1-84 503 6.4 4.8 11.1 88.9
4-1-85 563 9.2 6.6 10.1 84.2
7-1-86 719 11.1 7.9 10.2 80.9
4-Protective
Services 4-1-84 940 12.0 1I.3 13.7 76.7
00111. 4-1-85 924 12.0 10.5 14.5 77.5
/ 7-1-06 1049 11.4 10.1 14.4 78.5
5-Para-Professionals 4-1-84 76 32.9 10.5 67.1 56.6
4-1-85 82 31.7 11.0 70.7 57.3
7-1-86 97 40,2 14.4 75.3 45.4
6-Office/Clerical 4-1-84 564 34.2 9.9 84.2 55.9
4-1-85 585 35.6 9.7 83.8 54.7
7-1-86 652 37.0 I1.5 85.1 51.5
7-Skilled Crafts 4-1-84 950 27.4 11.9 3.3 60.7
4-1-85 980 31.1 12.8 3,4 56.1
7-1-06 I023 29.6 12.6 3.5 57.8
0-Service/
Maintenance 4-1-84 476 41.4 15.1 9.5 43.5
4-1-85 389 49,1 13.4 10.5 37.5
7-1-86 4ll �3 3 I8 3 IO 7 40.4
poll . . ~
' Note: Significant o6ao8ea in total # of incumbents within a particular EEO
Category represent the reassignment of key codes within EEO Categories.
EEO CATEGORY 4: Protective Services
DEPARTMENT BLACK HISPANIC CAUCASIAN TOTAL
M F M F M F M F
City Manager
Management Services
Data Processing
Housing & Human Services
Development
Human Relations Commission
Employment and Training
Internal Audit
City Secretary
Legal
Finance
Personnel
Real Property
op, Transportation & Public Works
city Services
Planning
Public Events 1 2 3
Police Civil Service 39 9 47 6 383 49 469 64
Police Civilian 5 9 3 6 50 56 58 71
Fire - Civil Service 51 2 39 219 11 309 13
w Fire - Civilian 3 19 22
Municipal Court 2 1 15 3 18 3
Public Health
Aviation 2 10 12
Water
Park & Recreation 1 6 7
Library
TOTAL 100 20 94 12 704 119 898 151
op" "I
EEO CATEGORY 5: Para-Professional
00w
DEPARTMENT BLACK HISPANIC CAUCASIAN TOTAL
M F M F M F M F
City Manager 1
Management Services
Data Processing
Housing & Human Services 6 6 1 5 1 1 8 12
Development 2 3 2 3 4
Human Relations Commission
Employment and Training 3 1 4
Internal Audit
City Secretary
Legal 1 1
Finance 1 4 5
Personnel 1 2 2 3 2 6
Real Property
Transportation & Public Works 1 2 2 4 3 6
City Services 3 1 4
Planning 1 1 1 1 2 2
Public Events
Police - Civil Service
Police - Civilian 1 1 2
Fire - Civil Service
Fire - Civilian 1 1
Municipal Court
Public Health 1 2 2 4 1 8
Aviation
Water 2 1 1 1 3
Park & Recreation 2 3 1 1 7 3 11
Library 1 2 1 2
TOTAL 11 28 1 13 12 32 24 73
EEO CATEGORY 6: Clerical
DEPARTMENT BLACK HISPANIC CAUCASIAN TOTAL
M F M F M F M F
City Manager 2 2 4
Management Services I I
Data Processing 8 1 13 1 21
Housing & Human Services 3 1 2 6
Development 5 1 6 12
Human Relations Commission 2 2
Employment and Training 5 1 1 1 6
Internal Audit 1 1
City Secretary 1 3 1 1 4
Legal 8 8
Finance 3 25 1 5 17 4 47
Personnel 2 3 5
Real Property 1 1 2
Transportation & Public Works 6 2 3 10 3 18
City Services 3 10 2 18 15 21 27
Planning 2 1 3
public Events 2 2
Police - Civil Service
Police - Civilian 3 25 3 9 7 62 13 96
Fire - Civil Service
Fire - Civilian 2 2 1 9 1 13
Municipal Court 2 43 2 8 3 20 7 71
Public Health 2 13 1 17 2 10 5 40
Aviation I I
Water 8 26 5 8 20 54 33 88
Park & Recreation 5 1 8 14
Library 2 30 6 5 27 7 63
TOTAL 24 217 12 63 61 275 97 555
EEO CATEGORY 7: Skilled Crafts
DEPARTMENT BLACK HISPANIC CAUCASIAN TOTAL
M F M F M F M F
City Manager
Management Services
Data Processing
Housing & Human Services
Development
Human Relations Commission
Employment and Training
Internal Audit
City Secretary
Legal
Finance 2 1 3 2 7 1
Personnel
Real Property
ow Transportation & Public Works 76 4 26 164 3 266 7
City Services 64 1 18 96 1 178 2
Planning
Public Events 1 7 8
Police - Civil Service
Police - Civilian 1 1 5 1 7 1
Fire - Civil Service
Fire - Civilian 2 2
Municipal Court
Public Health 1 1
Aviation 1 1 4 6
Water 129 6 68 1 225 11 422 18
Park & Recreation 15 2 10 1 65 4 90 7
Library
289 14 127 2 571 20 987 36
TOTAL
EEO CATEGORY 8: Service/Maintenance
DEPARTMENT BLACK HISPANIC CAUCASIAN TOTAL
M F M F M F M F
City Manager
Management Services
Data Processing
Housing & Human Services 10 2 4 2 14 4
Development
Human Relations Commission
Employment and Training
Internal Audit
City Secretary
Legal
Finance
Personnel
Real Property
► Transportation & Public Works 51 1 15 2 37 1 103 4
City Services 37 1 7 1 16 60 2
Planning
Public Events 7 1 2 10
Police — Civil Service
Police — Civilian
Fire — Civil Service
r.
Fire — Civilian
Municipal Court
Public Health 7 1 9 2 17 2
Aviation 1 1 1 1 3 1
Water 11 1 1 16 1 28 2
Park & Recreation 35 10 32 58 18 125 28
Library 4 3 1 7 1
TOTAL 163 15 62 142 24 367 44
EEO CATEGORY 2: Professionals
DEPARTMENT BLACK HISPANIC CAUCASIAN TOTAL
M F M F M F M F
City Manager
Management Services 1 2 1 1 3 2 6
Data Processing 3 2 1 1 18 9 22 12
Housing & Human Services 6 14 3 4 5 5 14 23
Development 3 1 3 1
Human Relations Commission 2 1 2 1 3 1
Employment and Training 6 3 1 3 1 12
Internal Audit 1 5 2 6 2
City Secretary I I
Legal 2 1 4 2 5 4
Finance 3 3 1 1 15 11 19 15
Personnel 3 7 1 3 7 7 14
Real Property 2 1 2 2 2 5
Transportation & Public Works 1 28 7 29 7
City Services 3 8 8 11 8
Planning 1 3 1 4 3 5 7
Public Events 1 1 1 1
Police — Civil Service 2 5 114 6 121 6
Police — Civilian 1 1 2 12 6 14 8
Fire — Civil Service 5 3 171 179
Fire — Civilian 2 1 5 6 2
Municipal Court 1 1 2
Public Health 1 14 1 4 20 49 22 67
Aviation 1 1
Water 5 3 1 38 12 44 15
Park & Recreation 3 3 3 30 19 36 22
Library 1 4 1 4 17 43 19 51
TOTAL 42 68 23 25 507 201 572 294