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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 ow �_'> 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