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HomeMy WebLinkAboutIR 7532 INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 7532 ....... .... July 2, 1991 0i to Rp To the Mayor and Members of the City Council Subject: EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION STATUS REPORT INTRODUCTION The purpose of this informal report is to update the City Council in reference to the status of equal employment opportunity and affirmative action in the City of Fort Worth. Council ' s reaffirmation of its commitment to equal employment opportunity and affirmative action is also sought; therefore, a resolution will be placed on an upcoming agenda for consideration and approval. BACKGROUND INFORMATION - CONCEPTS AND LAWS Equal employment opportunity refers to those actions which are taken to assure that employment opportunities are genuinely and equally accessible to qualified persons without regard to their race, ethnicity, gender, age, religious affili- ation or disability. Affirmative action refers to those actions which are taken in order to overcome the effects of past or present practices, policies or other barriers to equal employment opportunity. Affirmative action placement goals are established by determining the racial, ethnic, and gender representation one would expect to see if an employer was able to exercise perfect equal employment practices, and recruitment activities consistently captured a representative sample of all qualified persons. An eight (8) factor availability formula developed by the Department of Labor is used to determine the racial, ethnic and gender representation one would expect in a perfect equal employment opportunity environment. The eight (8) factors include data on items such as population, civilian labor force, persons unem- ployed, persons in specific occupations, persons in apprenticeship/training programs, and persons with specific levels of educational attainment. Most of these factors are calculated according to designated geographical areas ("recruitment areas"). Affirmative action activities focus upon the present day effects of past employ- ment practices and equal opportunity activities focus upon present day and future employment practices . Once the present day effects of past employment practices are eradicated, the purpose of affirmative action will be realized and its further need eliminated. Some of the Equal Employment Opportunity laws to which the City is subject include: Equal Employment Opportunity Act of 1972; Age Discrimination in Employment Act of 1967; Equal Pay Act of 1962; Pregnancy Discrimination Act of 1978 (an amendment to Title VII of the Civil Rights Act of 1964); Rehabilitation Act of 1973; and Americans with Disabilities Act of 1990. -ISSUED BY THE CITY MANAGER FOPT WOPT11, TEXAS HISTORICAL OVERVIEW OF THE CITY OF FORT WORTH'S EEO/AA PROGRAM In 1967, the City Council adopted an official City policy on equal employment opportunities by passing an ordinance creating the Community Relations Commission (now called the Human Relations Commission). In November 1974, the City's first full-time Equal Employment Opportunity (EEO) Director was hired and assigned the responsibility for developing an Affirmative Action Plan (AAP). The City's first affirmative action plan was officially adopted on May 3, 1976. In November 1978, the City Council approved an affirmative action and recruiting program for the Police Department. This activity has been ongoing to date. In FY 1980-81 , computer programs were written to generate City-wide workforce profiles by department, division, and section, which included a race, ethnicity, and gender breakdown by each of the eight (8) EEO categories. Additionally, departments began manually preparing quarterly reports which summarized the major Personnel transactions for the quarter (e.g. , hires, transfers, promo- tions, and terminations). In October 1984, outgoing City Manager , Robert Herchert, prepared an Informal Report to the Council entitled "Transitional Issues and Staff Realignment ." This report authorized the appointment of a Task Force on Affirmative Action. The Task Force recommendations included placing greater responsibility and op" accountability for affirmative action upon department heads. In FY 1985-86, the Task Force recommendation which required each City department to develop its own affirmative action plan was implemented. Unlike previous years which saw the adoption of one City-wide plan, now each department develops its own plan which includes annual placement goals. The development of depart- ment plans places greater control and accountability upon the department head. Because affirmative action involves the hiring, training, retention, and promo- tion of employees, intelligent management of one's work force is critical to the success of any affirmative action effort. Therefore, accountability for success has been placed with the department head. In November 1985, the City entered into a consent decree with the federal court to settle a class action suit which alleged the City's hiring practices violated equal employment opportunity law. The terms of the consent decree included a section on affirmative action. Specific affirmative action related items in the consent decree include: the installation of an automated applicant tracking system; periodic recalculation of availability percentages; the validation of all employment examinations; recruitment activities designed to obtain qualified minority and women applicants; and efforts to enhance the promotability of minor- ities and women within the City's workforce. CURRENT AFFIRMATIVE ACTION PROCESS During FY 1989-90, the City purchased an affirmative action software package which provides state-of-the-art analyses and calculations required to determine work force availability percentages and under-representation. The software also identifies, by department and job group, statistically significant disparities by race, ethnicity, and gender in hires, promotions, transfers, and terminations. This software will be used to recalculate availability percentages when the 1990 census data becomes available. Our current process includes a City-wide policy that affirms the City's commit- ment to affirmative action and delineates responsibilities throughout the City organization signed by the City Manager . Utilizing computer-generated under- utilization shortfall data provided by the Personnel Department, separate depart- mental plans are then prepared by each department with technical assistance and review by the Personnel Department. Once the review is completed, each depart- mental plan is submitted to the appropriate Assistant City Manager for final approval. STATISTICAL DATA: AVAILABILITY AND UNDER-UTILIZATION The attachment , titled "December 31, 1990 Monitoring Report", is a statistical analysis of the composition of the City's work force. For each protected class (Women, Blacks, Hispanics) and each of the City's 33 Job Groups, the availability percentage (the targeted representation goal) , the incumbency percentage -(the percentage of protected class incumbents as of December 31 , 1990) , the shortfall in terms of the actual number of persons needed to meet the targeted representation, and the total incumbency in each Job Group as of December 30, 1990 are presented. STATISTICAL PROFILE The table below provides a profile of the City of Fort Worth's workforce composi- tion by race and sex. It is presented in five (5) year increments dating back to 1975. City of Fort Worth's Workforce Composition Black Hispanic Women Other Caucasian Total 1975 13.2 4.4 14.0 0.2 82.2 3,922 1980 19.2 7.3 19.4 0.5 73.1 4,275 1985 22.2 9.2 23.3 0.9 67.8 4,615 1990 23.3 11.6 26.6 1.0 64.1 5,221 Present 23.1 12.0 26.4 1.1 63.8 5,036 SIGNIFICANT ACCOMPLISHMENTS While there still remains under-utilization of minorities and women in some levels of City employment , the City can be proud of its progress. Several departments are at or very near parity. Representation at the top of the organi- zation is encouraging also. The City Manager' s staff includes: a Hispanic Assistant City Manager and Assistant to the Manager ; a Black Assistant City Manager, DBE Director, Action Center Coordinator, Favor Director and Executive Secretary; and a female Assistant City Manager , Railtran Manager, and Cable Communications Administrator in addition to the already mentioned DBE Director, Favor Director and Action Center Coordinator. Department Heads include: six (6) Females; three (3) Blacks; and one (1) Hispanic. The Assistant Department Head level has the following representation: nine (9) Females; seven (7) Blacks; and three (3) Hispanics. New and notable appointees in this group include: Fire Deputy Chief Lonzo Wallace (BM) ; Police Deputy Chiefs Sam Hill (BM) and Ralph Mendoza (HM); and Assistant Finance Director Edwin Cook (BM). In the professional category, excluding Civil Service, 52.3% of the incumbents are women. In Civil Service personnel, there are 12 women firefighters and 124 women police officers. THE FUTURE Preliminary 1990 census data will no doubt change availability percentages dras- tically. This is particularly true in the case of Hispanics. Therefore, we are telling departments their placement goals are based on 1980 census data and should therefore be treated as minimums. The media has widely reported on demographic shifts in the workforce of the future. Workforce growth will slow and white males will comprise less of the new entrants. As cited in Workforce 2000: "Non-whites , women and immigrants will make up more than five-sixths of the net additions to the workforce between now and the year 2000, though they make up only about half of it today." fr CONCLUSION The City of Fort Worth wishes to be not only in compliance with laws mandating equal opportunity, but to also have as representative a workforce as possible. Council ' s reaffirmation of the City's affirmative action program will be sought in the near future through placement of a resolution on the City Council agenda. If you have any questions, please call Libby Lanzara at 871-8552. eAam,t,-� 6Z• David Ivory City Manager DI:f Attachment DECEMBER 31, 1990 MONITORING REPORT AFFIRMATIVE ACTION PLAN AVAILABILITY PERCENTAGES INCUMBENCY PERCENTAGES, AND UNDERUTILIZATION BY JOB GROUP JOB GROUP WOMEN BLACKS HISPANICS ADMINISTRATORS Level Z Availability % 26.56 4.52 6.41 Incumbency % 17.24 13.79 6.90 Shortfall (# persons) 2.70 - - Total Incumbency - 29 Level 2 Availability % 36.40 12.12 7.03 Incumbency % 28.89 13.13 4.44 Shortfall (# persons) 1.79 - 1.17 Total Incumbency - 43 Level 2 Availability % 0. 19 0.06 0.03 (Civil Service) Incumbency % 0.0 18.18 9.09 Shortfall (# persons) - - - Total Incumbency - 11 Level 3 Availability X 33.28 12.54 5.79 Incumbency % 28.17 9.86 8.45 Shortfall (# persons) 3.63 1.90 - Total Incumbency - 71 Level 3 Availability X 1.96 4.93 3.13 (Civil Service) Incumbency % 0.0 0.0 0.0 Shortfall (# persons) 0.55 1.38 0.88 Total Incumbency - 28 PROFESSIONALS Level 1 Availability X 42.84 14.56 6.67 Incumbency X 31.65 12.66 2.53 Shortfall (# persons) 8.84 1.50 3.27 Total Incumbency - 80 WOMEN BLACKS HISPANICS Level 1 Availability % 5.13 6.75 6.38 (Civil Service) Incumbency % 1.82 4.09 3.18 Shortfall (# persons) 7.28 5.85 7.03 Total Incumbency - 224 Level 2 Availability 2 48.51 14.20 6.52 Incumbency % 48.62 18.23 6.08 Shortfall (# persons) - - 0.80 Total Incumbency - 181 Level 2 Availability X 5.34 7.92 7.50 (Civil Service) Incumbency % 7.77 2.91 4.85 Shortfall (# persons) - 5.16 2.72 Total Incumbency - 103 Level 3 Availability % 50.58 13.62 8.32 Incumbency % 55.60 25.10 10.04 Shortfall 0 persons) - - - Total Incumbency - 259 Level 4 Availability % 49.13 14.39 7.02 Incumbency % 70.73 21.95 9.76 Shortfall (# persons) - - - Total Incumbency - 82 TECHNICIANS Level 1 Availability % 14.94 8.56 7.58 Incumbency % 4.76 2.38 7.14 Shortfall (# persons) 4.28 2.60 0.18 Total Incumbency - 42 Level 2 Availability % 23.70 20.68 10.52 Incumbency X 9.64 9.64 9.04 Shortfall 0 persons) 23.34 18.33 2.47 Total Incumbency - 166 Level 3 Availability % 25.03 13.85 7.19 Incumbency X 29.17 23.33 10.83 n► Shortfall 0 persons) - - - Total Incumbency - 120 WOMEN BLACKS HISPANICS Level 3 Availability % 11.24 14.27 10.61 (Civil Service) Incumbency % 5.37 9.85 7.16 Shortfall (# persons) 19.66 14.81 11.56 Total Incumbency - 335 Level 4 Availability % 37.95 16.21 8.00 Incumbency X 50.00 30.77 7.69 Shortfall (# persons) - - 0.08 Total Incumbency - 26 PROTECTIVE SERVICES Level 1 Availability X 41.77 14.31 6.99 Incumbency % 36.36 9.09 9.09 Shortfall (# persons) 0.59 0.57 - Total Incumbency - 11 Level 1 Availability X 6.91 5.06 6.26 o. (Civil Service) Incumbency % 10.75 14.65 11.28 Shortfall (# persons) - - Total Incumbency - 949 Level 2 Availability X 38.72 18.30 8.90 Incumbency % 48.62 21.10 6.42 Shortfall (# persons) - - 2.70 Total Incumbency - 109 Level 3 Availability % 31.26 13.97 10.34 Incumbency % 50.00 22.41 6.90 Shortfall (# persons) - - 2.00 Total Incumbency - 58 PARAPROFESSIONAL Level 1 Availability % 75.83 32.17 13.94 Incumbency % 61.54 19.23 11.54 Shortfall (# persons) 3.72 3.37 0.63 Total Incumbency - 26 WOMEN BLACKS HISPANICS Level 2 Availability % 62.59 25.39 10.15 Incumbency % 81.48 43.21 12.35 Shortfall (# persons) - - - Total Incumbency - 81 CLERICAL Level 1 Availability % 70.42 26.04 10.18 Incumbency % 74.36 30.77 12.82 Shortfall (# persons) - - - Total Incumbency - 39 Level 2 Availability % 85.53 23.57 10.58 Incumbency % 89.64 33.07 14.74 Shortfall (# persons) - - - Total Incumbency - 251 Level 3 Availability X 77.88 24.13 10.97 ! Incumbency X 84.07 39.26 14.81 Shortfall (# persons) - - - Total Incumbency - 270 Level 4 Availability X 67.72 20.88 10.32 Incumbency % 70.00 37.78 24.44 Shortfall (# persons) - - - Total Incumbency - 90 SKILLED CRAFTS Level 1 Availability X 4.88 24.35 12.09 Incumbency % 3.16 22.11 8.42 Shortfall (# persons) 1.64 2.14 3.48 Total Incumbency - 95 Level 2 Availability X 7.06 26.73 15.66 Incumbency % 1.10 29.04 12.05 Shortfall (# persons) 21.76 - 13.16 Total Incumbency - 365 WOMEN BLACKS HISPANICS Level 3 Availability % 6.73 27.68 16.02 Incumbency 2 5.54 27.04 17.92 Shortfall (# persons) 3.66 1.99 - Total Incumbency - 307 Level 4 Availability X 8.92 19.85 12.17 Incumbency % 4.61 36.41 23.04 Shortfall (# persons) 9.36 - - Total Incumbency - 217 SERVICE/MAINTENANCE Level 1 Availability % 18.51 11.33 7.68 Incumbency % 10.53 5.26 7.89 Shortfall (# persons) 3.03 2.31 - Total Incumbency - 38 Level 2 Availability % 18.57 27.29 14.13 Incumbency % 12.73 29.09 14.55 Shortfall (# persons) 3.22 - - Total Incumbency - 55 Level 3 Availability % 13.74 27.65 13.05 Incumbency % 11.36 44.32 24.62 Shortfall (# persons) 6.28 - - Total Incumbency - 264 CITY OF FORT WORTH'S WORK FORCE COMPOSITION Black Hispanic Women Other Caucasian Total 1975 13.2 4.4 14.0 0.2 82.2 3922 1980 19.2 7.3 19.4 0.5 73.1 4275 1985 22.2 9.2 23.3 0.9 67.8 4615 1990 23.3 11.6 26.6 1.0 64.1 5221 Present 23.1 12.0 26.4 1.1 63.8 5036 Op"