Loading...
HomeMy WebLinkAboutIR 7233 INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 7233 p.1 To the Mayor and Members of the City Council December 1 , 1987 Subject: AFFIRMATIVE ACTION/EQUAL EMPLOYMENT OPPORTUNITY PROGRAMtREPORT The annual report on the City's Affirmative Action/Equal Employment Opportunity Program for 1987 has been completed. This report will apprise the Mayor and Council of the program' s current status and highlight plans for the upcoming year. The report is divided into four sections: 1) Placement Activity, 2) Employee Development Activity, 3) Work Force Statistics, and 4) Major Goals for 1988. I. PLACEMENT ACTIVITY Budgetary constraints limited this year' s hiring activity. ' The City was under a hiring freeze since April 1987 and some positions were deleted from the work force. Therefore, placement activity was very slow. Despite the placement inactivity and a slight reduction in the work force, the City's overall protected class representation remained essentially unchanged. A comparison of January 1987 percentages with October 1987 percentages reveals only a minimal change. BLACK HISPANIC WOMEN CAUCASIAN January 1987 22.5% 10.2% 26.4% 67.3% October 1987 22.4% 10.3% - 26.4% 67.3% The most significant placement during the year was the hiring of Mr. Ralph Emerson as our new Park and Recreation Director. Mr. Emerson is the City' s first Black Park and Recreation Department Director. Other significant achievements include: Dr. Nick Curry (BM) was hired as Assistant Director, Public Health Department. Susan Bulls (WF) was promoted to Assistant Director of Management Services. Dr. Harriet Harral (WF) was appointed as Personnel Administrator in charge of the City's Training and Development Program. Management Rotation program started which provided developmental opportunities for minorities and women. —Rod Bremby (BM) was promoted to Assistant to the City Manager. —Ann-Diveley (WF) was promoted to Assistant to the City Manager. —Elrita Rogers (BF) was promoted to Personnel Administrator. —Charles Daniels (BM) was promoted to Sanitation Superintendent. —Rufino Mendoza (HM) was promoted to Code Enforcement Superintendent. —Olivia Rodriguez (HF) was promoted to head the City's Volunteer Program. —Libby Lanzara (WF) was promoted to Assistant Personnel Director. LISSUED BY THE CITY MANAGER FORT WORTH, TEXAS INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 7233 p.2 To the Mayor and Members of the City Council�Q4coAr,�� December 1 , 1987 X Subject: 16113. 11. EMPLOYEE DEVELOPMENT ACTIVITY Personnel 's Training Division continues to present career development guidance and job skills training. To date approximately 300 City Supervisors have participated in an 8-hour Selection Interview Workshop. This training provides the City ' s hiring authorities with specific instructions regarding the manner in which employment interviews should be conducted. A schedule has been developed to include all supervisory personnel who have the authority to hire employees to receive this training. A second program offered by Personnel ' s Training Division is a career development program entitled PEOPLEMAKING. To date 28 employees have participated in the program. over one half of the participants are minorities and 22 of the 28 participants are women. Through the PEOPLEMAKING program, employees have the opportunity to receive on-the-job experience in their particular area of interest and, degree plans are formulated for those employees whose career plans require the attainment of a degree. Both of these programs were established to comply with provisions in the Bradley Consent Decree. III. WORK FORCE STATISTICS As noted in Section I above, the City's overall work force composition has not undergone any significant change. There are four (4) attachments to this report which provide a detailed picture of the City' s work force. Attachment No. 1 is entitled "Work Force Racial , Ethnic , and Gender Representation". This table presents the City's work force in terms of EEO Category and includes a quarterly analysis for FY 1986-87. This attachment shows where protected class members are located in the City's work force. Significant increases realized during FY 1986-87 include: a 0.9% increase in Blacks among Officials and Administrators; a 2.4% increase in Blacks and a 1 . 16% increase in Hispanics and a 3 . 9% increase in Women among Professionals; a 1.4% increase in Blacks among Technicians; a 0.8% increase in Blacks and a 2.0% increase in women among the Protective Services; and, a 2.6% increase in Blacks among the Para-Professionals. Attachment No. 2 is entitled "Work Force Racial, Ethnic , and Gender Representation Among Civil Service Personnel in Police and Fire" . Significant FY 1986-87 increases in the Police work force include: a 2.4% increase in Blacks and a 2.2% increase in Women. Significant increases in the Fire work force include: a 0.5% increase in Blacks and a 0.3% increase in Hispanics. Attachment No. 3 is entitled "Work Force Incumbency v. Availability Percentages by EEO Category". This attachment shows the extent to which the City' s work force is reflective of the comparable civilian labor force. LISSUED BY THE CITY MANAGER FORT WORTH, TEXAS INFORMAL REPORT TO CITY COUNCIL MEMBERS No.- 7233 p.3 ,,A,A T Into December 1 , 1987 To the Mayor and Members of the City Council X Subject: 18713 Differentials which are positive (+) indicate the City's representation exceeds parity representation and negative (-) differentials indicate the City's representation is below parity representation. Attachment No. 4 provides detailed departmental work force composition by EEO Category. The eight (8) departmental work force sheets indicate actual numbers as opposed to percentages. IV. MAJOR GOALS FOR 1988 Personnel ' s Training Division purchased a training program entitled "Excellence" - An Equal Opportunity Training System". The program contains a Management Excellence Program and a Non-Supervisory Excellence Program. During 1988 training sessions will be convened to provide EEO training to top level management, mid-level management, and first-line supervisors. This "Excellence" program contains 13 separate training components providing great flexibility so each level of management will receive the information most appropriate to their position in the City's management scheme. 1%W In addition to EEO training, the updating of departmental Affirmative Action Plans has begun for completion -by January 1, 1988. SUMMARY AND CONCLUSIONS Although hiring opportunities were affected by a six-month freeze, the City's work force continues to reflect a very good representation of Blacks and Hispanics at all classification levels. The representation of Women is also good, although some deficiencies do exist. The proposed EEO Management Training Program will provide an extra impetus to the City's AA/EEO Program. If additional information is desired,, it will be submitted upon request. Respectfully submitted, Douglas Harman City Manager DH:n ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS