HomeMy WebLinkAboutM1983-0191 - 04/06/1983SUPPLEMENT TO THE AGENDA OF THE
REGULAR COUNCIL MEETING
APRIL 6, 1983
2:00 P.M.
K. ACTION OF THE COUNCIL FROM THE WORKSHOP
The proposed affirmative action plan be adopted.
083 -0191
ION:
MICKLOLVIEU
INTER- OFFICE COMMUNICATION
City Manager
To Honorable Mayor and M mb rc of the
City Council
From Edward A. Martin, City Manager Dare April 6. 1983
Subject 1982 City work force report submitted to U. S. Office of Revenue Sharing
As you may recall, the City agreed with the U.S. Office of Revenue Sharing in
May, 1981 to provide that agency with annual reports on the City's recruitment
and employment activities for administrative, professional, technical, and
protective services job categories. This particular submission covers calendar
year 1982 and is the second of a total of three required annual reports.
The attached analysis of the data prepared for the Office of Revenue Sharing does
indicate progress in the employment and promotion of hispanics within the four
major job categories evaluated. There is still, however, a clear need for
continued affirmative action in the employment and promotion of females and
minorities generally (hispanic and black). With this in mind the staff has
worked to update and improve the City's current Affirmative Action Plan.
Specific changes in that plan which are being recommended for your approval are:
(1) a formalized commitment by the City Council to establish specific
affirmative action objectives and, through the City Manager, to establish
the goals and timetables necessary to ensure that the objectives of
the Plan are met.
(2) establishment of standards for determining short term and long term
employment goals.
(3) clearer accountability for administration, implementation, and com-
pliance with the Affirmative Action and Equal Employment Opportunity
Plans.
(4) regular evaluations of Department and Division Heads regarding their
individual commitment to the goals and objectives of the Affirmative
Action Plan.
If the proposed provisions to the Plan are approved by the City Council, then
the next phase would be to identify specific deficiencies in the utilization of
females and minorities throughout the City work force where greater attention to
employment and promotion of qualified females and minorities is needed. These
goals and timetables would then be reviewed from time to time to ensure that
while they are intended to correct underutilization, they would also be flexible
and responsive to changing labor market conditions (low turnover, etc.). They
should not, for example be viewed as rigid hiring quotas but rather as guide-
lines for achieving identifiable objectives.
dw�AMartin
City Manager
- 6 ✓ `��` 9 �9a4 MICROFILMED
s�P �
INTER -OMCE COMMUNICATION AW
Dept. Personnel
T„ Edward A. Martin, City Manager
From Charles Speed, Director of Personnel Date March 7, 1983
Subject Second Calendar Year Submission of City Work Force Analysis to the U. S. Office of
8gygpue anarino.
Enclosed is the second calendar year report of the City's applicant and work force
statistics which is prepared as the second of three annual submissions to the U.S.
Office of Revenue Sharing. These annual reports are prepared as a result of an
agreement reached between the City and the Office of Revenue Sharing approved on
May 29, 1981 (copy attached).
For purposes of comparison and measurement throughout the report, we have used labor
force data from the 1980 census. Utilizing this data, a comparative analysis by
each job category was conducted on the following basis:
(1) Total applicants versus applicants promoted /hired
(2) Total work force ethnic /sex breakdown for calendar year 1982 versus 1981
(3) Current total work force versus available labor force for the Corpus
Christi Standard Metropolitan Statistical Area (SMSA).
Summary Analysis by Job Category
(1) Officials /Administrators - Annual trends in the City's applicant flow and
employment /promotion for this job category indicate the following:
(a) Female - women are being employed in a proportionately greater
percentage than their percentage representation of total applications
filed. They do, however, continue to be under represented when
compared to the percentage representation of females in the available
SMSA labor market for this job category.
(b) Hispanic - hispanic applicants are being employed /promoted in a
proportionately greater percentage when compared to the percentage of
hispanic applications filed. The percentage of hispanics employed
within this job category is also closely reflective of the SMSA labor
force percentage for this job category.
(c) Black - although black applicants represented approximately 2% of the
applications filed, none were employed or promoted to available vacancies.
The total percentage of blacks employed in this job category does more
closely compare to the percentage of blacks in the available SMSA
labor market.
Conclusions - Even though increases in the percentage of women being employed/
promoted are evident, continued affirmative action emphasis needs to be stressed
more in the recruitment and selection of female and most particularly black employees
within the Officials /Administrators job category. Although the percentage of hispanic
applicants hired or promoted as well as the total already employed shows positive
results are being realized in the employment of hispanics, it should not be concluded
that continued affirmative action efforts can cease here. It merely indicates that
good progress in the employment of qualified hispanics is being made.
{� � X984 AUVILMED
/go
To: Edward A. Martin, City Manager
From: Charles Speed, Director of Personnel
Subject: Second Calendar Year Submission of
City Work Force Analysis
March 7, 1983 - page 2
(2) Professionals - Annual trends in the City's applicant flow and employment/
promotion in this job category indicate the following:
(a) Female - women are being employed in a proportionately greater percentage
in the Professional job category than their percentage representation
of total applications filed. Females still continue, however, to be
under represented when compared to the percentage of female representation
in the available SMSA labor market for this job category.
(b) Hispanic - hispanic applicants are being employed /promoted in a pro-
portionately greater percentage when compared_ to the percentage of
hispanic applications filed. The percentage of hispanics already employed
within the Professional job category also exceeds the percentage of the
available SMSA labor market for this job category by a significant amount.
(c) Black - black applicants represented approximately 6% of the applications
Fled, yet none were employed or promoted to vacancies within the
Professional job category. A review of the percentage of black employees
employed in this job category as compared to the available SMSA labor
market, indicates that black employees are substantially under rep-
resented.
Conclusions - Greater affirmative action emphasis in the form of more specific
identifiable employment goals need to be utilized within the recruitment and
selection procedures in order to more effectively increase the number of female
and black employees within the Professional job category. Indications are that
affirmative action efforts to employ /promote qualified hispanics continue to be
effective.
(3) Technicians - Annual trends in the City's applicant flow and employment/
promotion in this job category indicate the following:
(a) Female - women are being employed in proportionately greater numbers
than their percentage representation of total applications filed
within the Technician job category. As in the case above with
Officials /Administrators and Professionals, women continue, however,
to be under represented compared to the percentage representation of
females in the available SMSA labor market for this job category.
(b) Hispanic - hispanic applicants are being employed /promoted in propor-
tionately greater numbers when compared to the percentage of hispanic
applications filed. The total number of hispanics employed within the
Technician job category is slightly over lq below the available SMSA
labor force for that job category.
(c) Black - black applicants in this job category are employed /promoted in
ISEPI p i39, MICRUFULU
Edward' A. Martin, City Manager
TFSm: Charles Speed, Director of Personnel
Subject: Second Calendar Year Submission of
City Work Force Analysis
March 7, 1983 - page 3
a proportionately greater percentage than their percentage representation
of total applications filed. The total percentage of blacks employed
within this job category is also closely reflective of the available
SMSA labor force.
Conclusions - Although there is a closer relationship between the percentage of
b ac—T k em oyees employed and the SMSA labor force for this job category, continued
affirmative action emphasis needs to be maintained in the recruitment and selection
of all three major categories of qualified female and minority applicants. A
review of the percentage of applications filed versus the number of persons
employed /promoted from within these three groups does indicate that progress is
being made.
(4) Protective Services - Annual trends in the City's applicant flow and employ-
ment /promotion for this job category indicate the following:
(a) Female - what appears to be a significant increase in the 1982 work force
of this category over the 1981 work force is attributed to several job
category reassignments from other job categories to Protective Services.
This increase also reflects the inclusion of School Crossing Guards
which were inadvertently deleted from the 1981 report. Both the per-
centage of women employed /promoted as compared to applications filed
as well as the percentage of women already employed when compared to
the available SMSA labor market for the Protective Services job category
reflect that progress is being made in the employment of females in
this job category.
(b) Hi - hispanic applicants are being employed /promoted in a slightly
ower percentage as compared to the percentage of hispanics filing
applications for employment. The percentage of hispanics already
employed within this job category, however, is significantly greater
than the percentage of hispanics within the available SMSA labor force
for this job category.
(c) Black - within the Protective Services black applicants are being
employed at a greater percentage than the percentage of blacks filing
applications. Black employees also represent a greater percentage
of the total City work force in this job category as compared to the
available SMSA labor force.
Conclusions - continued progress in the employment /promotion of females and minority
grouicants is being made in the Protective Services category.
&_�A
Char Speed
Director of Personnel �F1LMEL)
CS:hb � Ext. 281
Attachment
OFFICE OF REVENUE SHARING
UNITED STATES DEPARTMENT OF THE TREASURY
2401 E Street, N.W.
WASHINGTON, D.C. 20225
COMPLIANCE AGREEMENT
In-the matter of:
OFFICE OF REVENUE SHARING
and
The City of Corpus Christi, Texas
Account Number 44 2 178 003
1. On March 3, 1981,.the Office of Revenue Sharing of the U.S.
Department of the Treasury tORS) notified the City of Corpus
Christi through its Chief Executive Mayor Jones that ORS
had evidence that this jurisdiction was in noncompliance
with Section 122(a) of the State and Local Fiscal Assistance
Act of 1972, as amnended.
2. Without an admission of any violations, the City agrees to
take the following actions:
To provide annual reports detailing the previous
year's employment activities.
3. The City shall provide ORS with the following written reports
on the dates specified to verify the implementation of the
actions enumerated in paragraph 2:
a. A roster of all employees, by department, shooing name,
race /national origin, sex, date of hire, and position .
title and EEO -4 job category.
b. A breakdown, based on race /national origin and sex, of q�
all. applicants for police officer and firefighter posi-
tions ;y
showing at each step in the selection process the W
total number of applicants, and identifying those appl_
cants passing and those failing the written, oral, and co
strength and endurance examinations.
2.
C. A numerical breakdown of all applicants by race, sex
and'national origin, for administrative, professional,
and technical positions. This numerical breakdown
should be provided by EEO -4 job category.
d. A list of hires /promotions, by department, for adminis-
trative, professional, technical, and protective service
positions indicating name, race /national origin, sex,
position title, EEO -4 job category, and date of hire.
The preceding information shall be submitted to this Office
on an annual basis for three years starting on January 1, 1982.
4. The ORS, by its Director, accepts this compliance agreement
pursuant to 31 Q.S.C. 1242(d) of the Revenue Sharing Act.
-However, if the ORS concludes that the City is not meeting
the obligations stipulated in this.agreement, the Director
shall issue a determination under Section 122(b) (2) of the
Revenue Sharing Act that the City has not complied with the
provisions of the State and Local Fiscal Assistance Act of
1972, as- rumended.
S. in the event that ORS issues such a determination, funding
shall be suspended unless the City within ten (10) days after
receipt of the determination, either comes into compliance
with the agreement or requests an administrative hearing.
The issue at that administrative hearing shall be limited
solely to whether the City has acted in compliance with this
agreement.
Date
Date 4 /• Y"
z
R. Marvin Townsend
City Manager
Corpus Christi, Texas
��J J y.i.rir..
udithDenny
Acting Director
Office of Revenue Sharing
SEp 1919H
HaUhLMP
A - Applicants - CY 1982
B - lilres /Promotions - CY 1982
C - Permanent City Work force
CY 1982
0 - Permanent City Work Force
CY 1901
E - Labor force - CCSMSA 1980 Census
(See Appendix A)
Total female
A. Total Applicants
CY 1902
Percentage
of Total
B. lilred /Proaeted
CY 1982
Percentage
of Total
Comparative Analysis .lob Category Officials /AdnifLt trAtoYs
Applicants vs Wired - CY 1982 Date Prepared March 1. 1983
City Work Force CY 1982 vs CY 1981
City Work force CY 1982 vs Work Force CCSHSA Personnel Department
Amer can Asian
White Black Hispanic Ind an Amer Other Unknown
_T_�T___T. L
24 10 lA 1 1 6
100% 41.7% 75; 1 1 25%
C.
3251
12*
97+
1*
4*
0
440
51
251
9
75
[1�[
1
]
too -
20.2%
.3%
73.8X+
2.6X*
22.1X*
4.93% of Total
•
"*
p*
100%
11.6:
34
"
_T_�T___T. L
24 10 lA 1 1 6
100% 41.7% 75; 1 1 25%
q.
•
C.
Cityy Work Force
14579
4282
11168
324
2942
42
97 ��
100%
29.4%
16.65
2.2X
20.2%
.3%
.7X p
4.93% of Total
149
26
111
4
34
CY 1902
Percentage
of Total
too:
17.6%
74.5%
2.71
22.82%
0.
City Mork Force
2.02% of
76
4
59
2
CY 1901
F2.61%
E15.7%
Percentage
100%
5,31
77.6%
of Total
_
E.
Category Labor
�
t M
ForcelO -2% of
CCSMSA
Tr
"G
Total
Percentage
k.i
of Total
*Applicants
with unknown ethnic
have been
distributed in
accordance
with ethnic
composition
of applicants with
known ethnic.
q.
•
14579
4282
11168
324
2942
42
97 ��
100%
29.4%
16.65
2.2X
20.2%
.3%
.7X p
q.
•
A - Applicants - CY 1982 _
a - Hires /Promotions - CY 1982
C - Permanent City Work Force
CY 1902
D - Permanent City Work Force
CY 1901
E - Labor Force - CCSHSA 1900 Census
(See Appendlm A )
Total Female
A. Total Applicants
CY 1982
Percentage
of Total
B. Hired /Promoted
CY 1902
Percentage
of Total
Comparative Analysis Job Category al
Professions
Applicants vs Hired - CY 1982 pate Prepared March 1. 1983
City Work Force CY 1982 vs CY 1981
City Work Force CY 1982 vs Work Force CCSMSA Personnel Department
American Asir
White Black Hispanic Indian Amer can Other Unknown
]64:1
CA E.
395"
42*
184'
3•
1*
16•
0*
53.6Y
234
61.6%*
6.6 %*
20.6%•
5 %•
2X
2.5X*
OX*
100%
36.5%
50
„y
Percentage
CY 1902
29 15 19 10
100% 51.7% - 65.5% 34.5%
C. City Work Force
CA E.
Category Labor
force 1.(" of
470
3fi84
46
161
25
JI
IOOX
53.6Y
72.2%
3X
-
.3Y
lY
5.2% of Total
157
59
104
3
50
„y
Percentage
CY 1902
'T1
�'''
of Total
*Applicants
with unknown ethnic have been
Percentage
of Total
100%
37.6%
66.2%
1.9%
31.9%
of applicants with
known ethnic.
D. City Work Force
201
5
95
k”
.a
11.15% of
301
69
CY 1981
Percentage
100%
22.9%
66.8%
1.7%
31.5%
of Total
157)0
CA E.
Category Labor
force 1.(" of
470
3fi84
46
161
25
JI
IOOX
53.6Y
72.2%
3X
Total CCSHSA
.3Y
lY
.2%
„y
Percentage
'T1
�'''
of Total
*Applicants
with unknown ethnic have been
distributed in
accordance
with the ethnic
of applicants with
known ethnic.
k”
.a
157)0
8452
11392
470
3fi84
46
161
25
JI
IOOX
53.6Y
72.2%
3X
23.3Y
.3Y
lY
.2%
f
•
A - Appllcmds - CY 1982
res /Prowtlons - CY 1982
C - Permanent City Work Force
CY 1982
0 - Permanent City Work Force
CY 1901
E - Labor Force - CCSMSA
(See Appendix A )1980 Census
Total Female
A. Total Applicants
CY 1902
Percentage
of Total
B. Ili red /Pra ated
CY 1982
Percentage
of Total
Comparative Analysis .lob Category Techniclans
Applicants vs Illred - CY 1982 Date Prepared March 1. 1983
City Work Force CY 1982 vs CY 1981
City work Force CY 1982 vs Work Force CCSMSA Personnel Department
Amer can Asl n
white Black Hispanic Ind an M�er�can Other Unknown
116* I 123* 1* 3* 0*
319 48 172 120 1 3 7
—35� 38.6% .3Y* •9Y* 0*
100% 15% 53.9
A% 244 5 10 3 11
20.8% 41.7% 12.5% 45.8%
C. CILy Mork Force
E.
Category Labor
Force 3% of
Total CCSMSA
4271
2038
�t56.6%
191
j
4.5Y
Cn
Percentage
3.2 Y of Total
97
17
56
5
36
of total
CY 19112
O
''C7
*Applicants
with unknown ethnic
have been
distributed in
accordance with the ethnic bt
Percentage
100Y
17.5%
57.7%
5.2% 1
37.1%
Cfl
of Total
0. City Work Force
10 Y of
271
19
138
10
122
CY 1901
Percentage
of Total
100Y
7.0%
50.9Y
3.7%
45.0%
4Y
•
SI
E.
Category Labor
Force 3% of
Total CCSMSA
4271
2038
�t56.6%
191
j
4.5Y
Cn
Percentage
1'Yli
of total
O
''C7
*Applicants
with unknown ethnic
have been
distributed in
accordance with the ethnic bt
},.►
of applicants with
known ethnic.
Cfl
ti't'L
CLa
•
SI
6 7
-L
100X
47.7Y
4.5Y
.1% .2X
•
SI
A - Applicants - CY 1982
B - Mires /Proumtions - CY 1962
C - Permanent City Work Force
CY 1982
0 - Permanent City Work Force
CY 1981
E - Labor Force - CCSMSA 1980
(See Appendix B ) 1980 Census
Total Female
A. Total Applicants
CY 1982
Percentage
of Total
B. Hired/Promoted
CY 1982
Percentage
of Total
"It Work Force
24. ZX of Total
CY 1982
Percentage
of Total
0. Citv Work Force
13.ex of
CY 1981
Percentage
of Total
E. Category Labor
Force 9% of
Total CCSMSA
Percentage
of Total
Fr.
k -'
Comparative Analysis doh Category Protective Services
Applicants vs hired - CY 1982 Date Prepared March 1. 1983
City Work Force CY 1982 vs CY 1981 - -
City Work Force CY 1902 vs Work force CCSMSA Personnel Department
Amer can Asir
White Black hispanic Ind an Amer can Other Unknown
215 24 90 15 110. _
IOM 11.2% 41. BY 7% 51.2%
L.
732
All
651•
104*
935*
4*
3*
2*
P*
1699
168
649
104
933
4
3
2
4
.
303x*
6.
55.0X*
2*
,2 %*
loo:
n.tx
215 24 90 15 110. _
IOM 11.2% 41. BY 7% 51.2%
L.
732
All
317
40
373
1
1
1
10.6%
100%
3%
43.3%
5.5%
53:
.3%
.3'
372
11
154
19
197
1
1
100Y
10.6%
100%
3%
41.4Y
5.1:
53:
.3%
.3'
- Applicants wltn unxnown etnnic nave oven .............
of app'1lcauts•wlth known ethnic.
•
130
623
28
562
B
7
100Y
10.6%
50.7%
2.3%
45.8%
.7%
•6%
- Applicants wltn unxnown etnnic nave oven .............
of app'1lcauts•wlth known ethnic.
•
,r M
AFFIRMATIVE ACTION POLICY STATEMENT
FOR THE CITY OF CORPUS CHRISTI, TEXAS
It is hereby declared by the City Council of the City of Corpus Christi that
the City of Corpus Christi has been, and continues to be, committed to the
concepts of equal employment opportunity.
Consistent with that commitment, the City Council of the City of Corpus Christi
hereby directs the implementation of an amended Equal Employment Opportunity
and Affirmative Action Plan. As a part of the adoption, the City Council
directs the City Manager to implement the Equal Employment Opportunity and
Affirmative Action Plan as incorporated herein and to establish the required
goals and timetables necessary to insure that the objectives of the Plan are
met.
Approved this day of , 198-1 .
Mayor
ATTEST:
City Secretary
M 83 -a/
... .......... .2. "V ....,.
S4-,c
� `, i�tJ
• M
CITY OF CORPUS CHRISTI
AFFIRMATIVE ACTION PLAN
The City of Corpus Christi recognizes that equal employment opportunity
in the City government can only be fully achieved with a firm commitment to
the concept of affirmative action.
The City of Corpus Christi recognizes not only its legal obligations,
but also its moral obligation to equal employment within the City govern-
ment, not only for the sake of fair employment practices but also the sake
of meeting the economic needs of its minority population.
AFFIRMATIVE ACTION: Affirmative Action is the overall
conceptual philosophy of the City of Corpus Christi regarding the hiring, pro-
motion, and recruitment of personnel, the purpose of which is to insure fair
employment practices. The City recognizes its legal, moral, and social obliga-
tion to provide equal employment opportunities to all segments of the community.
It is the policy of this City that:
1. There shall be no discrimination on the basis of race, color,
religion, national origin,.marital status, age, handicap, sex
or political affiliation or belief in hiring of applicants or in
the treatment of City personnel;
2. Procedures will be established to insure realistic hiring practices
and enforcement thereof;
3. Periodic review of the composition of the City's staff at all levels
are required and affirmative steps must be taken to correct any
deficiencies;
4. Employment guideline standards will be established to create a
realfstic and reasonable proportion of representation from minority
groups and females;
a. The standard for determining said representation shall be
the labor force availability by Equal Employment Opportunity
Commission job categories.
b. The long term goals in determining the need for continued
affirmative action for any group shall be the labor force
population of said minority group within the Corpus Christi
SMSA.
The mechanics for achieving these objectives shall be periodically reviewed
and refined to include the entire range of personnel practices in City govern-
ment.
Therefore, it is the intent of the Affirmative Action Plan to prevent
discrimination because of race, color, religion, age, national origin, sex,
marital status, handicap, and to work toward correcting any imbalance which
may exist in the City of Corpus Christi's work force. The implementation of
this program is designed to achieve equal employment opportunity.
DEFINITIONS
For the purpose of this Affirmative Action Plan, the following definitions
will apply:
A. Equal Employment Opportunity - An environment wherein employment decisions
affecting applicants for employment and employees at all levels are based
on individual merit and ability to perform a given job, without regard to
race, sex, color, national origin, religion, age,.or handicap.
B. Affirmative Action - Specific and result- oriented efforts to insure that
a policy of equal employment opportunity exists and that staffing pattern
imbalances are corrected within a reasonable period of time. This requires
special efforts to correct identified deficiencies in the utilization of
minorities and females at all levels of the work force.
C. Goals - Affirmative action goals are specific targets toward the achieve-
ment of employment parity which are significant, measurable, and reasonably
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attainable by means of applying every good -faith effort. These goals are
designed to correct identifiable underutilization, are flexible and
responsive to changing conditions, and are not to be construed as rigid
quotas.
D. Minorities - A term used to refer to Blacks, Hispanics, Asian - Americans,
and American Indians.
F. SMSA - Standard Metropolitan Statistical Area.
G. Underutilization - A condition wherein minorities and females are under-
represented in the City's work force as compared to their representation
in the appropriate Corpus Christi SMSA available labor market.
DESCRIPTIONS OF JOB CATEGORIES
A. Officials and Administrators: Occupations in which employees exercise
responsibility for the execution of administrative policies, or direct
individual departments or special phases of the agency's operations, or
provide specialized consultation of an administrative nature. Includes
but not limited to: Assistant City Managers, department heads, division
heads, directors, deputy directors, controllers, administrative assistants,
superintendents, and command level police and fire personnel.
B. 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
but not limited to: engineers, planners, social workers, lawyers, systems
OF10.191S
RV
1R1*QF1L&,LLj
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analysts, accountants, employment and vocational rehabilitation counselors.
C. Technicians: Occupations which require a combination of basic scientific
or technical knowledge and manual skills which can be obtained through
specialized post- secondary school education or through equivalent on -the-
job training. Includes but not limited to: computer programmers and
operators, drafters, surveyors, licensed practical nurses, photographers,
radio operators, technical illustrators, technicians (medical, electronic,
physical sciences), assessors, and inspectors.
D. Protective Service Workers: Occupations in which workers are entrusted with
public safety, security and protection from destructive forces. Includes
but not limited to: police patrol officers, fire fighters, guards, and
other correctional officers.
E. Paraprofessionals: Occupations in which workers perform some of the duties
of a professional or technician in a supportive role, which usually require
less formal training and /or experience 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
but not limited to: library assistants, research assistants, welfare service
aides, and recreation assistants.
F. Office and Clerical: Occupations in which workers are responsible for
internal and external communication, recording and retrieval of data and /or
-4-
IUQOFIL ;; FD
information and other paperwork required in an office. Includes but not
limited to: bookkeepers, messengers, office machine operators, clerk - typists,
stenographers, and statistical clerks.
G. Skilled Craft Workers: Occupations in which workers perform jobs which
require special manual skill and a thorough and comprehensive 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 but not limited to: mechanics and repairers„ electicians
heavy equipment operators, skilled machining occupations and carpenters.
H. 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 contribute to the upkeep and care of build-
ings, facilities or grounds of public property. Workers in this group
may operate machinery. Includes but not limited to: truck drivers, bus
drivers, garage laborers, custodial employees, gardeners and ground -
keepers, refuse collectors, construction and laborers.
AFFIRMATIVE ACTION OFFICE
There shall be established within the City an Affirmative Action Officer
whose purpose will be to insure implementation of this program and to regularly
report to the City Manager and to the City Council on its progress. A current
employee of the City may be assigned this function in addition to regular job
responsibilities.
In addition, the Affirmative Action Officer shall insure equal employment
opportunity in all recruitment, appointment procedures, and promotional oppor-
tunities.
MICROFILMED
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The City recognizes that there is a special need for special efforts to
identify and attract members of minority groups and women to apply for positions
within the City of Corpus Christi. A regular recruitment schedule shall be
established to visit colleges and other cities and business for the purpose of
recruiting qualified minorities to fill vacant positions within the City of
Corpus Christi.
AUTHORITY AND RESPONSIBILITY
It is further stated that the City Council and the community is en-
couraged to participate in the solicitation of qualified individuals to the
City of Corpus Christi whenever possible and may participate by disseminating
information on available vacancies. The City staff shall provide support
material to council members as may be requested.
CITY MANAGER:
The City Manager is directed and ordered to establish and implement an
amended Affirmative Action Plan, effective, immediately.
The City Manager is directed and instructed to prepare an Affirmative
Action Plan which shall contain detail procedures and instructions regarding
hiring practices, recruitment, promotions, and enforcement thereof.
Said Affirmative Action Plan shall also have guidelines for contractors
with the City of Corpus Christi.
The City Manager has directed, by a written statement, all employees
to comply with the spirit and obligation of the Affirmative Action Plan in-
cluding a recommitment to:
1. Equal employment opportunity for all persons, regardless of race,
color, religion, sex, national origin, marital status, or age and
equal employment as a legal, social, moral and economic necessity to
the City of Corpus Christi. MICROFILMED
SEP 19 1984
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0
2. An equal Employment Policy requiring affirmative action by all City
employees to overcome any possible effects of past discrimination.
3. The Affirmative Action Plan is not a neutral policy, but one that
requires goal- setting techniques that can be measured and evaluated,
and accountability for goal achievement to assure that Affirmative
Action is of equal importance to other management objectives.
4. Affirmative Action including, but not limited to: recruiting,
hiring, transfers, promotions, training, compensation, benefits,
layoffs, and termination.
Although the City Manager is charged with the responsibility of the over-
all administration, implementation, and compliance with the Affirmative Action
Plan, accountability will be that facet which is shared by all administrators
and department heads. Commitment to and compliance with the Affirmative Action
and Equal Employment Opportunity Plan will be in the evaluation process of current
department heads and other supervisory personnel who are directly involved in the
selection process.
CONTRACTORS:
Every contractor must agree that during the performance of his contract
he will:
a. Treat all applicants and employees without discrimination as to
race, color, religion, sex, national origin, marital status, age,
or handicap.
b. Identify itself as an "Equal Opportunity Employer" in all help wanted
advertising or request.
The contractor shall be advised of any complaints filed with the City of
Corpus Christi alleging that a contractor is not an Equal Opportunity Employer
MICROFILMED
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SEP 19 i y
• M
These complaints will be referred to the Human Relations Commission of the
City of Corpus Christi through its Human Relations Administrator, for the
purpose of review and recommendation. The report of the Administrator shall
be transmitted to the Purchasing Agent and the City Engineer of the City
of Corpus Christi. A summary of such report may be included with any future
bid award recommendations for which the contractor is a bidder and may also
be brought to the attention of the City Council of the City of Corpus Christi
prior to the issuance of authority to deliver or a work order to any such
contractor. The Human Relations Administrator may follow up on any such
report and bring to the attention of the Commission any further action by
the contractor which would include the recommendation of the Administrator.
Any such modified recommendation by the Administrator will be delivered
to the City Engineer and Purchasing Agent with a copy to the contractor and
may be included in any future bid award recommendations.
The City Council reserves the right to consider such reports in deter-
mining the best bid and to, on the basis of such report, terminate any por-
tion of a contract for which work orders or authorities to deliver have not
been included. However, the contractor is specifically advised that no Equal
Opportunity Employment complaint will be the basis for cancellation of any
contracts for which authority to deliver has been granted or a work order
issued.
PERSONNEL DIRECTOR:
The Personnel Director has been assigned the overall responsibility for
the monitoring of the procedures set forth in this Affirmative Action Plan.
These responsibilities shall include, but not be limited to:
A. Continually revise and evaluate the selection procedure,
including, but not limited to:
�nieROF1�M��
SEP 191984
1. Application forms
2. Physical requirements
3. Oral interviews
4. Job descriptions
5. Job requirements
6. Probationary periods
7. Tests and examinations
B. Monitor job opportunities where minorities and females might be referred.
These will include:
1. Vacancies
2. New positions
3. Promotions
4. Reassignments and /or transfers
C. Work toward the development of career ladders to demonstrate upward
mobility within each department.
D. Continuously review all job descriptions, classifications, and salary
levels to insure that there are no non -job related requirements to
employment.
E. Assist in the recruitment, placement, training, and retaining
minorities and women.
DEPARTMENT AND DIVISION HEADS AND SUPERVISORS:
Department and division heads and supervisors shall have the responsibility
to:
1. Implement the Affirmative Action Plan in their department or division.
2. Complete any appropriate forms required by the Affirmative Action Plan.
3. Analyze the specific employment needs and patterns of their department
or division.
MlCRO�ILMED
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4. Cooperate with the Personnel Director in fulfilling the requirements
of the Plan.
5. Evaluate, along with the Personnel Director, the efforts and achieve-
ments in accordance with the Affirmative Action Plan.
Departments and divisions and supervisors will be expected to implement
the Affirmative Action Plan as part of their prescribed duties. Their success
in implementation will be considered by the City Manager in his periodic evalua-
tion of their overall performance.
CITY EMPLOYEES:
All City employees will comply with the spirit and the letter of the
Affirmative Action Plan. Any employee of the City of Corpus Christi who
willfully violates the intent of this Plan shall be subject to appropriate
disciplinary action including reprimand, suspension and /or dismissal.
RECRUITMENT
Recruitment efforts and activities of the Personnel Department should be
supported and supplemented by active, continuous efforts of the operating
departments and divisions.
1. Review and maintenance of recruiting sources.
a. Communication with representatives from minority groups and women's
groups shall be maintained and continually reviewed to develop
mutual understanding of needs. Assistance of these groups will
be sought when reviewing the recruitment program. Staff members
shall be available to speak before these groups and to provide
information on employment opportunities.
b. In all recruitment contacts emphasis will be given that non-
discrimination is a basic element of the City's personnel ad-
ministration plan conducted in accordance with merit principles. �(}�'1ott.0
�A1
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c. The facilities and resources of organizations serving minority
groups or women shall be used.
d. Relationships with schools (secondary, college, business, or
specialized) which have large numbers of minority or women students
will be maintained and enlarged where possible.
e. Referrals are to be requested from government agencies and
programs such as:
1. State employment service offices
2. Public welfare departments
3. Public health facilities
4. Vocational rehabilitation agencies
5. Military separation centers
6. Community relations divisions of Police Departments
7. Special manpower development and training programs
8. Veterans' organizations.
2. Recruitment material, information and media.
a. Publications, such as the weekly employment bulletin, will be
reviewed to insure that language or visual displays do not
imply an inequality between men and women.
b. Photographs and illustrations should depict more than one
ethnic group in all levels of jobs, when photographs and illus-
trations are used in advertisement.
c. The application form should contain only job - related questions.
Items such as race, color, national origin, political or religious
affiliations and citizenship shall be deleted.
SEP 1
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d. The statement "An Equal Opportunity Employer" shall be printed
on all recruiting literature and advertising.
e. Recruitment literature shall be published in a second language
when appropriate to the circumstances of the position being
advertised and to support special efforts to recruit persons
who may be able to deal or communicate more effectively in the
second language.
HIRING
It shall be the policy of the City to establish written guidelines which
shall be followed regarding the application process for the City of Corpus
Christi. It shall be the policy of this City that all applications for entry
level unskilled positions shall remain on file at least five days with notice
to those applying that said application will only be held for five days and that
the individual must reapply for available vacancies after that time. It shall
also be the policy of this City that all applicants for entry level unskilled
City positions shall be considered in the order in which they apply during
this period.
It is further expressly stated that any formal structured oral examination
given to applicants or employees seeking promotion shall be the same job- related
questions for each applicant and that the questions for said oral examination
shall be in written form and maintained on file for one year.
PROMOTIONS
It is expressly agreed and understood that under no circumstances shall
an unqualified individual be promoted to any position. It shall be the policy
MICROFILMED
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of this City to review the distribution of the City work force every two
years to determine fair and equitable representation within City employ-
ment.
ENFORCEMENT
It shall be the policy of this City that the grievance procedure for
the City of Corpus Christi be reviewed annually to insure that employee
grievances are handled in a fair and equitable manner.
It shall be the policy of this City that any employee found guilty of
discrimination shall be subject to immediate disciplinary action.
INTERNAL AND EXTERNAL DISSEMINATION OF CITY POLICY CONCERNING
EQUAL EMPLOYMENT OPPORTUNITY
All internal or external dissemination of City policy will be with the
written approval of the City Manager. The equal employment opportunity will
be disseminated as described below, at least annually.
1. Internal dissemination of the policy should include the following:
a. Discussion of Equal Employment Opportunity policy with staff
during regular staff meetings.
b. Display Equal Employment Opportunity policy statement on all
bulletin boards.
c. Describe Equal Employment Opportunity policy to all new City
employees during orientation.
d. Publishes Equal Employment Opportunity policy in the City
newsletters.
2. External dissemination of the policy should include the following:
a. Regular recruiting sources (e.g., Texas Employment Commission,
schools, Community agencies, community leaders, etc.)
b. Job applicants
MICROFILMED
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• N
c. Area minority groups and women's organizations, (e.g., NAACP,
business and professional clubs, LULAC, American G. I. Forum
chapters, Urban Leagues, National Organization of Women, the
American Association for University Women, etc.)
d. Vocational rehabilitation agencies.
Edward A. Martin
City Manager
SSP 19 1994