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From: Councilman Jack Reilly
Subject: Personnel Committee Report
Dept: Council Office
Date: April 26, 1988
Synopsis of Previous Council action:
Recommended motion:
That Minutes of Personnel Committee meeting held April 21, 1988
be received and filed.
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Signa re
Contact person:
Supportlnll date attached:
Phil Arvizo
Phone:
384-5208
N/A
Yes
Ward:
FUNDING REOUIREMENTS:
Amount:
M/n
Source: (ACCT. NO.)
(ACCT. DESCRIPTION)
Finance:
Council Not..:
n-02"
Agenda Item No, :3 )..,
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PERSONNEL COMMITTEE
April 21, 1988
ATTENDEES:
councilman Jack Reilly - Chairman
Councilman Tom Minor
councilwoman Valerie Pope-Ludlam
Acting city Administrator - Jim Robbins
Deputy City Attorney - Cynthia Grace
Public Services Director - Manuel Moreno
Personnel Director - Gordon Johnson
Acting Chief Examiner - Roger DeFratis
Council Executive Assistant - Phil Arvizo
Mayor's Executive Assistant - Richard Bennecke
Affirmative Action Officer - Juanita Scott
civil Service commissioners:
Warren Cocke, Maxine Kraft
1. DEFINITION OF PART-TIME/TEMPORARY EMPLOYEES BY CIVIL
SERVICE - Item continued to second meeting in May. Personnel
Director is waiting for a decision from PERS regarding the
City's exclusion of Recreation Aids and extra board Refuse
Workers. Presently Library Aids and Crossing Guards are
excluded.
2. SPLIT OF CIVIL SERVICE/PERSONNEL - The Committee
recommended leaving the Assistant Personnel Director position
open and unfunded for a one-year budget period. civil
Service Commission representatives requested that positions
of Secretary, Personnel Analyst and Clerk from the existing
Personnel staff be assigned to the Chief Examiner. The
Committee, Acting City Administrator and Personnel Director
recommended against it. After considerable discussion and at
the recommendation of the Acting City Administrator and
Personnel Director, the Committee recommended that a Clerk II
position be upgraded to Secretary and that this position be
transferred to the Chief Examiner. This recommendation to be
placed on the May 16th Agenda, will impact minimally and is
agreeable to the Chief Examiner. A continuing, four-month
study will be made by staff regarding the Civil Service
Commission recommendation and any other options.
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3. AFFIRMATIVE ACTION GOALS IQUARTERLY REPORT) - The
Committee recommended receipt and file of the Affirmative
Action Quarterly Report noting an excellent program and an
updated version of the city's Affirmative Action Program. A
summary report is attached.
4. UNIT CHANGE POLICE LIEUTENANTS - Item continued.
The Committee requested Attorney Grace to review their
concern regarding police personnel belonging to both the
Management unit and the police Officers Association. The
attorney will report back at the next Committee meeting.
Meeting adjourned.
submitted,
ouncilman
Chairman
Personnel Co
JnR:ej
Attch.(l)
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C I T Y 0 F SAN B ERN A R 0 I N 0
INTEROFFICE MEMORANDUM
8804-209
TO: COUNCIL PERSONNEL COMMITTEE
FROM: DR. JUANITA H. SCOTT, AFFIRMATIVE ACTION OFFICER
SUBJECT: STATUS REPORT ON AFFIRMATIVE ACTION
DATE: APRIL 21, 1988
COPIES: MAYOR
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Attached is the quarterly status report on Affirmative Action
in the City of San Bernardino.
As the status report shows, 37 minorities and females have
either been promoted or employed since September of 1987.
These interim goals have been discussed with departments, and
we are confident that more progress will be shown by the end
of the fiscal year.
Also attached
Action Plan.
categories to
is a draft copy of the updated Affirmative
The final plan will show a breakdown of job
indicate the job level of minorities and women.
When the final plan is ready and printed, we will ask the
council to approve it by resolution.
I welcome any suggestions from the Personnel Committee and
the Council and I very much appreciate your support of both
the Affirmative Action Program and the Training Program.
~r' ~'-c, 71 /.rd-
r. Juanita H. ~~,
.Affirmative Action Officer
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AFFIRMATIVE ACTION GOALS
n regards to meeting held September, 1987 with Department Heads and the
ffirmative Action Officer, the following is a composite of agreed goals and
he outcome as of March 1, 1988.
EXPECTED PROJECTED
EPARTMENT VACANCIES GOALS OUTCOME
NIMAL CONTROL 3 1 BLACK,
2 FEMALES 3 WHITE FEMALES
EMETERY 1 1 BLACK NO PROGRESS
ITY ADMIN. 3 1 BLACK 1 BLACK FEMALE
ITY CLERK 1 1 BLACK OR
1 HISPANIC 1 HISPANIC FEMALE
OMMUNITY DEVELOPMENT 1 1 FEMALE 2 WHITE FEMALES
MERGENCY SERVICES 1 1 BLACK OR NO PROGRESS
1 HISPANIC
NGINEERING 3 1 BLACK
1 HISPANIC 1 HISPANIC
INANCE 2 1 BLACK OR PROMOTED
1 HISPANIC OR 1 BLACK MALE
1 FEMALE 1 OTHER MALE
IRE DEPARTMENT 20 4 BLACKS, 1 BLACK MALE
4 HISPANICS, 1 HISPANIC MALE
1 FEMALE 1 WHITE FEMALE
ARAGE 3 1 BLACK NO PROGRESS
IBRARY 4 1 BLACK NO PROGRESS
LANNING 5 1 BLACK, 5 WHITE FEMALES
1 HISPANIC,
2 FEMALES
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)LICE DEPARTMENT 35 10 BLACKS, SWORN:
10 HISPANICS, 3 BLACK MALES
15 FEMALES 2 HISPANIC MALES
2 WHITE FEMALES
1 BLACK FEMALE
NON-SWORN:
1 WHITE FEMALE
1 BLACK FEMALE
3 HISPANIC FEMALES
JBLIC BUILDINGS 7 4 FEMALES 1 FEMALE
\TER DEPARTMENT 9 6 BLACKS 3 BLACK MALES
1 BLACK FEMALE
1 ASIAN FEMALE
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CITY OF SAN BERNARDINO
300 NORTH "0" STREET. IAN IERNAROINO. CALIFORNIA 8241'
(714)313-1133
IVL VN WILCOX,
Moyer
OFfiCE OF THE MAVOII
POLICY STATEMENT OF EQUAL EMPLOYMENT OPPORTUNITY
The City of San Bernardino is firmly committed to a policy of
non-discrimination in all matters affectinq employment with
the City.
We find that the practice of unfair discrimination in employ-
ment aqainst properly qualified individuals by reason of
race; color; reliqion; national oriqin; sex; aqe (over 40);
physical handicap, marital status; ancestry, reliqious creed;
political affiliation or belief; or a cancer related medical
condition, substantially and adversely affects the qeneral
welfare of the city.
It is the intent of the City of San Bernardino to protect the
riqhts of all individuals to obtain qainful employment, to
enjoy privileqes free from employment discrimination and to
encouraqe the full, non-discriminatory utilization of the
productive resources of the City to the benefit of the City
and all the people of the City.
It is the city's intention to implement this policy with an
aqqressive and result.oriented Affirmative Action Proqram.
The City of San Bernardino will actively work toward the
achievement of qoals which are realistic, meaninqful and
just. As an ultimate qoal, the City of San Bernardino is
dedicated to a program of action resultinq in a representative
work force at all levels of employment.
February 2, 1988
Date
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AFFIRMATIVE ACTION .
WHY AND HOW?
The Mayor, Common Council and the Civil Service Board of the
city of San Bernardino find that the practice of unfair
discrimination in employment against qualified persons by
reasons of age, race, creed, color, handicap, sex, marital
status, ancestry or national origin, substantially and
adversely affects the general welfare of the City.
It is the intent of the City to protect the rights of all
individuals to obtain employment, to be free from employment
discrimination and to encourage the full, non-discriminatory
utilization of the productive resources of the City for the
benefit of the City. In implementing this plan, City hiring
authorities are encouraged to evaluate employees and appli-
cants based upon individual qualifications only.
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THE AFFIRMATIVE ACTION PROGRAM
LEGAL BASIS
The City of San Bernardino's Affirmative Action proqram was
initially established by Resolution '11534 in 1973. In 1977,
the Mayor and Common Council adopted an updated Affirmative
Action Plan for Equal Opportunity by Resolution '13039,
thereby repealinq Resolution '11534.
The plan was amended in 1981 by Resolution '81-641, the
official City Policy statement aqainst sexual harassment.
Resolution '13039 reaffirmed as policy the City's commitment
to the principles of equal employment opportunity and the use
of affirmative action as one method to achieve those
principals.
In its efforts to achieve equal employment opportunity, the
City of San Bernardino is quided by Resolutions '13039 and
'81-641 and other applicable local, state and federal laws
prohibitinq discrimination in employment.
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EMPLOYMENT POLICIES AND PRACTICES
I. RECRUITMENT
The City of San Bernardino Affirmative Action Plan is
operated in conjunction with Civil Service Rules and
Regulations for the classified service.
To assist in meeting Affirmative Action goals, the Civil
Service Board is requested to:
1. open all positions that are in the areas of under-
utilization to Affirmative Action recruitment.
2. Expand recruitment beyond the boundaries of the City
of San Bernardino when deemed necessary.
3. Send all employment bulletins to all interested
minority and women, aged, handicapped and veterans
organizations, schools and colleges.
4. Keep statistical records of jobs open to Affirmative
Action recruitment, including:
a. Number of bulletins sent to women, aged,
handicapped, veterans and minority groups.
5. Direct the Civil Service Chief Examiner to keep a
record of resumes, applications received, filed and
available to all necessary hiring personnel.
6. Direct the Civil Service Chief Examiner to audit
minority and female, aged, handicapped, applicants and
their distribution to departments.
7. Encourage high school and college administrators to
encourage females to enter non-traditional fields.
8. Affirmative Action Office, Civil Service Examiner,
Personnel Department and Equal Employment Opportunity
Committee will form a recruitment cadre and be allowed
time during regular business hours to speak to
sanctioned groups, and schools about city employment.
These efforts are not to be construed as achieving quotas, but
as results which could reasonably be expected within the merit
system, considering the size and availability of the minority,
female, aged, and handicapped labor force and the elimination of
discriminatory policies, practices and procedures through the
Affirmative Action Plan.
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II. SELECTION
The basis for selection is established by job specifica-
tions approved by the Civil Service Board. The
following procedure should be followed:
1. Each department will ascertain that job specifica-
tions and job descriptions are valid and job
related and clearly written in understandable
language.
2. Each department will continually review selection
procedures to assure that only job related
standards are used.
3. Selection panel members will be recommended to the
civil Service Board that are representative of the
protected groups.
4. Interviews will focus on job related
qualifications.
5. Departments shall be guided by the Equal Employment
Opportunity Commission's selection guidelines in
setting up departmental selection procedure.
6. Selection of candidates for interviews and appoint-
ments will be based on the "Rule of the List" with
the following procedures:
Each applicant certified will be sent to the
Department with no ranking.
All applicants who are certified by the civil
Service Board will be interviewed, before a
selection is made.
7. Each city department shall maintain ongoing records
and interview appraisal notes of race and sex
identity of all candidates interviewed for
employment. The Department Heads shall be prepared
to justify, in writing, to the Mayor and Common
Council the reasons for selection or non-selection
of each candidate who appeared for interview.
8. The Mayor or the Affirmative Action Officer will
review all selections at the time they are proposed
for Appointment by the Department Head. A status
report will then be forwarded by the Affirmative
Action Officer to the Mayor and Common Council,
indicating the number of positions becoming vacant,
persons certified and interviewed, appointments and
terminations to include identification of
department, race and sex.
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III. PROMOTION PRACTICES
1. Each department will identify individuals within
protected groups and assess their potential for
promotion. Specific plans will be developed to assure
the opportunity of all individuals to compete for
promotion by means of inhouse training and education.
2. Each department will make every plausible effort to
institute job rotations or cross training for all
employees who so desire.
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GOOD FAITH EFFORTS
The Affirmative Action Office is responsible for developing and
implementing an internal system to continually monitor and
evaluate progress of the Affirmative Action Program.
1. APPLICANT FLOW
Information on applicants is recorded in summary form by the
Personnel Office and Affirmative Action Office for review.
The summary records the number of applicants, the number of
those eligible or ineligible based on minimum qualifications
reflected on job applications, the number passing, failing, or
no shows for both the oral and written exams and the number
certified. The summary provides this information by race and
sex. The review determines if the City is reaching a
representative number of minority and female applicants and if
any protected group is adversely impacted at any point in the
examination process.
2. EXIT INTERVIEW SURVEYS
The Affirmative Action Office conducts exit interview surveys
of departing employees. It is used to gather information
regarding the reasons for job turnover and if those reasons
impact the Affirmative Action Program.
3 . COMPLAINT PROCEDURES
Employees are made aware of the complaint procedure by posters
displayed on bulletin boards at the orientation for new hires,
at EEO and AA annual workshops, and by articles in the Pigeon
Press (City Newsletter). Employees are urged to take
advantage of counseling and concilliation at any time they
feel they have been unfairly treated. A log is maintained of
all counseling and concilliation efforts in order to determine
if specific departments are experiencing a higher level of
employee complaints and may need management training or
special corrective efforts.
4. AFFIRMATIVE ACTION GOALS REPORTING
The Affirmative Action Office has been asked to make a
quarterly report on achievement of goals and on the training
function to the City Council. Interim goals based upon
expected vacancies will be established at the beginning of
each fiscal year and a report will be made on the achievement
of goals at the end of each fiscal year in addition to the
quarterly reports.
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5. TRAINING AND DEVELOPMENT
Department Heads are urged to expend their training funds to
enhance the upward mObility of employees. Tuition reimburse-
ment is available for educational needs related to an
employee's current job. The Affirmative Action Office
encourages employees to make use of these funds. The office
also schedules training in areas that employees and super-
visors have indicated a need. Training is given on an annual
basis to managers in the areas of Equal Employment Opportunity
and Sexual Harassment. The goal here is to develop supervi-
sory/management awareness and training appropriate to
constructive equal employment opportunity activities.
6. EMPLOYMENT ASSISTANCE PROGRAM
It is recognized that poor employee performance may be
affected by conditions outside the work environment. Chemical
dependency, alcoholism, financial problems, family problems,
medical or emotional problems may adversely affect ability to
get the job done.
Through the Employee Assistance Program (EAP), employees can
receive counseling to assist in the resolution of personal
problems. Many persons who approach the Affirmative Action
Office do not have EEO or AA problems, but have other
problems. No one is turned away and the suggestion is often
made, to seek assistance from the EAP for help in learning to
deal with co-workers and supervisors in a constructive
fashion.
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ASSIGNMENT OF RESPONSIBILITIES
FOR THE
AFFIRMATIVE ACTION PLAN
Ultimate responsibility for achievement of Equal Employment
Opportunity in the city workforce through the Affirmative
Action Plan and otherwise, is assigned to the Mayor, under
both the law and principle of sound public administration.
MAYOR , COMMON COUNCIL
The Mayor and the Common Council will actively and aggres-
sively support the Affirmative Action Plan through
encouraging managers to actively participate in the effective
implementation of the Plan.
CIVIL SERVICE BOARD
It shall be the responsibility of the Civil Service Board to
periodically review City civil service procedures and prac-
tices to ensure that non-discriminatory quidelines are
followed and appropriate affirmative action policies are
implemented.
DEPARTMENT HEADS/SUPERVISORS
Department Heads shall ensure that appropriate steps are
implemented throughout their respective departments that are
consistent with and supportive of the Affirmative Action
Plan. They should hold their staff accountable for promoting
equal employment opportunity in the work place, and should
identify developmental needs of employees in their area of
responsibility.
They are responsible to make good faith efforts to meet
realistic numerical goals established in concert with the
Affirmative Action Officer: ensure that all employment
decisions and practices including interviews, offers of
employment and compensation, assignment, training and eval-
uation and employee relations are consistent with law and
public policy; and evaluate the effectiveness of department
supervisory personnel in furthering the progress of the
department'. effort in Affirmative Action.
They are responsible for working cooperatively with the
Affirmative Action Office to identify problem areas, formu-
late solutions, and to regularly discuss with lower-level
managers and supervisors the importance of and the progress
being made regarding the goals that have been set and that
EEO and AA are facets of good management in the utilization
of human resources.
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CITY PERSONNEL DIRECTOR
The Personnel Director is responsible for recommending to the
Kayor and Common Council, personnel policies and procedures
which ensure fulfillment of the City's commitment as an equal
employment/affirmative action employer. These policies and
procedures include: recruitment of potential employees;
selection criteria in hiring, educational or experiential
qualifications, application forms, testing, interview pro-
cedures; and promotion and transfer procedures. The
Personnel Director is also responsible for continually
examining organizational policies and procedures for their
potentially discriminating effect.
AFFIRMATIVE ACTION OFFICER
The Affirmative Action Officer under the direction of the
Kayor and Council shall have responsibility and authority for
the development and implementation of the Affirmative Action
Plan. While department managers are responsible for the
realization of their affirmative action goals, the
Affirmative Action Officer will provide direction and
assistance in the establishment and attainment of these
goals. Direction and assistance will be provided in the
areas of equal employment opportunity counseling,
recruitment, training and discrimination complaint
resolution.
The Affirmative Action Officer will monitor all phases of the
Affirmative Action Plan and will investigate formal com-
plaints of alleged discrimination; will serve as advisor to
the Equal Employment Opportunity Committee and provide
information, guidance and direction to their meetings;
receive appropriate training in personnel management in
sufficient depth to be able to discuss factors of such
aanagement with supervisors and individual employees;
participate in or conduct all EEO program stUdies; and act as
liaison representative between management and employees, as
veIl as between the City and the community; arranging and
providing leadership in open forum discussions, meeting with
community minority organization leaders and members, and
serving as the City representative to such organizations;
developing policy statements, affirmative action programs and
internal and external communication procedures; assist in the
identification of problem areas and cause.; assisting
aanagement and employee. in arriving at effective solutions
to problems; establishing goals and updating on an annual
basis interim goals; monitoring recruitment, hire, promotion,
termination and transfer policies to ensure conformance to
EEO/AAP policies, serving as a liaison between the city and
the California Department of Fair Employment & Housing and
the Equal Employment Opportunity Commission.
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TRAINING OFFICER
The Affirmative Action Office also has the responsibility for
traininq city employees in qeneral areas. This does not
include skills traininq which is the responsibility of
department heads. Education and traininq proqrams will be
desiqned to improve educational and developmental defi-
ciencies. Continuation of cooperation with San Bernardino
Valley Colleqe provides colleqe credits to participants and
incentive to seek hiqher education.
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EQUAL EMPLOYMENT OPPORTUNITY
COMMITTEE (EEOC)
The EEOC shall consist of fourteen members who shall be local
electors and who shall serve at the pleasure ot the Mayor and
Council. Five ot the fourteen members shall be selected from
a City employee roster. The five employee representatives
will represent the following: 1) Entry level type of
position (such as labor); 2) Clerical field; 3) First line
supervision; 4) Second line management; 5) One department
head. The Mayor shall appoint the members ot the Committee
with the consent of the Council. Term of office of each
Committee member shall coincide with that of the Mayor.
The composition of the Committee shall include representation
of minorities and women, but should not exclude others who
wish to serve the cause of Equal Employment Opportunity and
Affirmative Action. A quorum shall consist of a majority of
the appointed Committee members present for a meeting.
If a member of the EEOC shall fail to attend three consecu-
tive regularly scheduled meetings, or one-half of the meet-
ings during the 12 months, without being excused by the
Chairperson prior to a meeting, that member shall
automatically forfeit his appointment, and the Mayor shall
appoint, subject to confirmation of the Common Council,
another person to fill the unexpired portion of the removed
member's term of office. Election shall be held on a yearly
basis for the positions of Chairperson, Vice-Chairperson, and
Secretary. The term of office shall be on a calendar basis,
with elections in December and officers assuming office in
January.
EQUAL EMPLOYMENT OPPORTUNITY COUNSELORS
(PART-TIME)
There will be six EEO Counselors selected from the roster of
City employees who will serve in that capacity on a part-time
voluntary basis, performing counseling services as the need
arises. The Affirmative Action Officer will select the
counselors to include representatives from protected groups,
and will be responsible for their training.
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The EEO Counselor is to establish an open and objective
channel through which employees may raise questions, discuss
qrievances, get answers, and on an informal basis get
resolutions of problems connected with equal employment
opportunity. They will serve as a bridge between managers
and employees and will be responsible for attempting to
resolve problems brought to their attention by employees.
Kanagers are to cooperate with counselors in their efforts.
Before a formal discrimination complaint is filed, employees
must first have discussed the matter with a counselor.
The counselor will make a report to the Affirmativu Action
Officer regarding findings in particular cases and, as
necessary, make a recommendation for action to the Affirma-
tive Action Officer when the Affirmative Action Officer's
involvement is necessary to reach a solution or correct a
problem.
The EEO Counselors will be given adequate support throughout
the City in terms of cooperation, resources and time. In
their regular work assignments, counselors are responsible to
their respective supervisor.
GENERAL EMPLOYEES
All employees of the City have the responsibility to adhere
strictly to non-discriminatory practice. in relation to other
employees, recipients of services and the public.
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COMMUNICATION OF
AFFIRMATIVE ACTION POLICY
INTERNAL DISSEMINATION
Department Heads and supervisors will be fully informed of
the Affirmative Action Policy by:
1) A copy of the policy will be given to each
Department Head with a cover letter from the Mayor,
stressing that cooperation with the affirmative
action Unit and support of affirmative action
principles are important responsibilities of all
managers.
2) Educational materials and annual training sessions
to communicate legal requirements for affirmative
action will outline responsibilities affecting the
operations of managers.
3) The annual Training sessions will also inform
managers of the kinds of employment barriers and
attitudinal sterotypes which often hinder equal
employment opportunity.
General employees will be informed of the City's policy on
Equal Employment Opportunity and the Affirmative Action
Program through such means as:
1) Presentation and discussion as part of the new hire
orientation sessions.
2) Posters with the names and pictures of EEO
Counselors are displayed in each department and on
. the bulletin boards of each floor in City Hall.
The posters are also displayed in each out station
location.
3) EEO articles will be printed periodically in the
City newsletter, "The Pigeon Press".
4) The employee handbook given to all new employees
has a section on Equal Employment Opportunity and
Affirmative Action.
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EXTERNAL DISSEMINATION
The city's Affirmative Action proqram for Equal Employment
Opportunity will be made known to the citizens of
San Bernardino as follows:
1) All advertisements for employment will state that
the city is an EEO employer.
2) Recruitinq sources will be informed that the City
is an Equal Employment Opportunity employer.
3) Employment application forms will state that the
city is an Equal Opportunity Employer.
4) Employment application contains this statement _
"If you believe your civil riqhts in employment
matters have been violated at any time durinq the
course of the examination and selection process,
contact the Affirmative Action Officer."
5) Contacts will be made with minority and women's
orqanizations, community aqencies and leaders, news
media, hiqh schools and colleqes to inform these
sources of the City's EEO and AA policies.
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COMPLAINT PROCEDURE
WHO MAY FILE:
1) Any City employee or applicant for employment with
the city, who believes that there has been an act
of discrimination aqainst him/her because of race,
aqe, color, reliqion, sex, national oriqin or
handicap caused by a City officer, employee, or
aqent, may file a complaint throuqh a City EEO
Counselor of hiS/her choosinq.
2) A qroup complaint by two or more City employees or
applicants for employment with the City who believe
themselves to be aqqrieved by the foreqoinq kinds
of alleqed discrimination caused by a City officer,
employee, or aqent may be filed with an EEO Counsel
of their choosinq; or such Counselor may consoli-
date two or more complaints that are substantially
similar, provided that this procedure facilitates a
prompt and fair investiqation and resolution of the
complaint. Likewise, a Counselor may divide a
qroup complaint into separate complaints.
HOW TO FILE:
1) Said employee or applicant who believes that he or
she has been aqqrieved by discrimination because of
race, color, reliqion, sex, or national oriqin
shall have the riqht to consult with an EEO
Counselor. The EEO Counselor shall make an investi-
qat ion or inquiry into the matter when requested to
do so by the employee or applicant in order to seek
an informal solution; counsel the aqqrieved party
concerninq the merits of his/her case; keep a record
'of counselor's activities so as to brief the Affirma-
tive Action Officer on those activities; and, when
advised that a complaint of discrimination has been
accepted from an aqqrieved person, submit a written
report to the City Affirmative Action Officer with a
copy to the aqqrieved person summarizinq hiS/her
actions.
2) The EEO Counselor shall perform his/her duties in a
fair, impartial, and objective manner. Any person
who attempts to influence an EEO Counselor by means
of any threat, intimidation, persuasion, or assurance
of any pecuniary or other advantaqe, may be subject
to prosecution.
3) After beinq advised of his/her riqhts to file a
complaint, the complainant or his/her chosen
representative shall submit the complaint in writinq
within fifteen (15) calendar days thereafter. The
Complaint of Discrimination form will be used to
formally record the charqe of alleqed discrimination..
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4)
After a formal complaint has been filed, the
Affirmative Action Officer shall provide the
complainant an opportunity for an informal adjustment
in the matter. If the complainant requests such
informal adjustment, the Affirmative Action Officer
shall notify the complainant of the proposed
disposition of his/her complaint by the informal
adjustment procedure. If the complainant is not
satisfied with the proposed disposition recommended by
the Affirmative Action Officer, the complainant may
request the Affirmative Action Officer to present the
formal complaint to the EEO Committee.
The EEO Committee shall notify the complainant and the
City Officer, employee or aqent charqed with the
alleqed discrimination of the time and place of a
hearinq concerninq such matter; shall provide such
officer, employee or aqent with a copy of the formal
complaint; shall review the written report of the
Affirmative Action Officer concerninq such matter; and
may conduct an independent investiqation into the
matter. The decision of the Committee shall be
presented to all concerned persons.
If the complainant does not request the Affirmative
Action Officer to present the complaint to the EEO
Committee within seven (7) calendar days followinq
his/her rejection of the disposition of the complaint
by the Affirmative Action Officer, the EEO Committee
may adopt, modify, or reject such proposed disposition
after conductinq its own independent investiqation.
The foreqoinq procedures are intended to provide the
complainant with a remedy to informally obtain relief
. for alleqed acts of discrimination aqainst him/her and
do not forestall or obviate the seekinq or obtaininq
of any other relief or remedies. The informal
solution, informal adjustment, disposition or decision
of the EEO Counselor, Affirmative Action Officer or
EEO Committee shall serve as the advisor only,
provided that the complainant and the officer,
employee or aqent charqed with discrimination are
expected to abide by their acceptance of any
disposition aqreed upon by the parties.
5)
6)
7)
o
o
o
o
AFFIRMATIVE ACTION PLAN
GOALS " EVALUATION
GOALS
The Affirmative Action Plan provides the framework for
establishing 1987-1988 affirmative action goals, and commit-
ting city departments to make good faith effort. for achiev-
ing those goal.. The goals have been set in cooperation and
coordination with the heads of the City Departments.
The goals were set based upon population statistics for the
City of San Bernardino, using those statistics from the 1980
census.
These population statistics are: 51' for females, 24' for
Hispanics, 14' for Blacks. Numerical goals are not set for
ainority groups comprising less than 2' of the City's
population. Asians, American Indians and other ethnic groups
comprise less that 2'. However, in the work force analysis,
these groups are combined and total about 2'.
The City's commitment to affirmative action is based on the
belief that a deliberate, concerted course of action is
necessary to overcome the effects of unintentional discri-
ainatory employment practice. and policies and to attain a
balanced workforce. Equal Employment Opportunity alone, will
not reverse the effects of past discrimination. Therefore,
the 1987-88 Affirmative Action Plan establishes the following
targeted ~reas of emphasis:
RECRUITMENT AND SELECTION
Efforts will be made at increasing the number of minority and
female appointment., with special efforts on upper level
Official and Administrator positions.
.ationwide executive search recruitment can be employed to
locate applicants for these positions. Inquiry of agencies
selected to perform these searches to deteraine their success
in recruiting and placing minorities and women should be
_de.'
Attention will be given to recruiting women in non-
traditional positions.
o
o
o
o
TRAINING
Annual traininq in Equal Employment Opportunity and annual
traininq on Prevention of Sexual Harassment will complement
the implementation of the Affirmative Action Plan.
Traininq in Human Relations to include customer service as
vell as acceptable levels of treatinq co-workers will be
offered to 400 city employees durinq the 1987-1988 fiscal
year.
INTERIM GOAL SETTING AND EVALUATION
Interim qoals were set for each department based upon
anticipated vacancies for fiscal year 1987-1988. These are
goals and not quotas. Each department head is expected and
has aqreed to make qood faith efforts to achieve these qoals.
Monitorinq on a quarterly basis will reveal which
departments need some special effort to recruit minority and
female applicants.
Monitorinq on a monthly basis for departments will be made
for those departments where severe under utilization exists.
Areas where deficiencies exist have been identified and
special efforts will be made to correct those deficiencies,
includinq identification of the processes that have contri-
buted to minority and female under-representation.
The success of the Affirmative Action efforts is measured by
the number of minorities and women in the work force and the
level of positions occupied by minorities and women. Posi-
tive qains will be achieved by attention to all aspects of
personnel decision makinq and by unwaverinq commitment by
City policy makers, manaqers and employees to achieve program
goals.
Beyond beinq a democratic necessity and leqal imperative, a
tully representative workforce utilizes untapped abilities
of minorities and females previously excluded from public
..ployment opportunities. The City needs the talents and
abilities of all its people to create and maintain a produc-
tive work force, worthy of the public confidence that can be
generated.
o.
o
o
o
,
CLOSING STATEMENT
The Affirmative Action Plan is a blueprint to achieve a City
government workforce which is representative of the
population of the City of San Bernardino.
How well we achieve the goal of Equal Employment Opportunity
in the workplace will depend upon the diligence and
commitment of all levels of city government.
Equal Employment Opportunity Policies and Affirmative Action
Plans do not require the placing of unqualified persons into
positions beyond their abilities to perform.
Equal Employment Opportunity means very simply, to give
everyone equal opportunity to compete and to achieve.
Affirmative Action means taking some extra effort to include
members of the protected group that have suffered from
sterotypical views of race and sex so they may be placed into
positions where they may compete and achieve.
In some departments in our city, the barriers appear to be
coming down, in other, the figures still show that much needs
to be done. The hope is that education and experience will
contribute to a further lowering of those barriers.
An Affirmative Action Plan has been in effect in the City of
San Bernardino since 1973 and progress has been made since
the initiation of the Plan in efforts to achieve a workforce
representative of the population of the City of San
Bernardino.
The Affirmative Action Plan as it is now been updated
includes population figures based on the 1980 Census.
Ideally, ~he City would achieve a workforce representative of
those figures. The Plan has been written to reflect a good
faith effort to bring minorities and women into the City
workforce at every level commensurate with ability.
This Plan is designed to be used until the next Census
figures for 1990 are available unless the long term goals
have been achieved before then. When the 1990 Census figures
are released, population and workforce figures will need to
b. updated to reflect the new figures. Goals will be set
based upon the available workforce at that time rather than
population.
Annually, interim goals will be set based upon expected
vacancies during the fiscal year.
Responsibilities have been established for all levels of city
government workers. By working together and with everyone
accepting the challenge of making good faith efforts, the
ultimate goal of equal employment opportunity in employment
in our city is achievable. Nothing more is expected, and
nothing less is acceptable.
o
o
.
o
o
DEPARTMENTAL UTILIZATION
OF
BLACKS, HISPANICS AND FEMALES
American Indians, Orientals toqether make up less than 2' of
population and are presently represented to that percentqe in
the workforce.
BLACKS
GOALS 141
DEPARTMENT , BLACKS
ANIMAL CONTROL 7'
ATTORNEY 15'
BUILDING & SAFETY 5'
CEMETERY 0'
CITY ADMINISTRATOR 13'
CITY CLERK at
COMMUNITY DEVELOPMENT 20'
COUNCIL STAFF 20'
EMERGENCY SERVICES 16'
FINANCE ADMINISTRATION &
PRINT SHOP
- PURCHASING
13'
0'
FIRE SWORN
FIRE NON-SWORN
"
.041
LIBRARY
KAYOR
n
2"
PARKS, RECREATION &
COMMUNITY SERVICES
23'
HISPANICS
241
FEMALES
5U
, HISPANICS
3U
at
15'
, FEMALES
62%
6"
161
161
44'
77'
50'
60'
50'
61
231
20'
40'
0'
331
13'
22%
15'
20'
531
33'
-U
3"
2et
let
au
731
29'
241
0, 0 0 0
.
.
BLACKS HISPANICS FEMALES
GOALS 14' 24' 5U
DEPARTMENT , BLACKS , HISPANICS , FEMALES
PERSONNEL 15' 54' 69'
PLANNING 0' n 62'
POLICE SWORN n lH 6'
POLICE NON-SWORN 5' 2H 76'
PUBLIC BUILDINGS lH 32' 3n
PUBLIC SERVICES 20' 63t 5'
PUBLIC WORI<S/
ENGINEERING a 12' 10'
PUBLIC WORI<S/
GARAGE 3t 24' "
RISK MANAGEMENT 0' 1" 66'
S.B.E.T.A 20' 15' 60'
TREASURER 5" 0' 7l'
WATER DEPARTMENT n 3n 23t
0,.
o
o
o
~. ~hart show. departmental utilization ot employee. and qoal. for
imployee. by race, ethnic, national oriqin and .ex. The tir.e f1qure
IhOWft i. the qoal, the .econd tiqure i. the pre.ent utilization. F1qure.
,a.ed upon the .ember. ot the San Bernardino City Worktorce a. ot
~prll 1, 1988.
-.---------------------------------------------------------------------------
;OALS
ANGLO
5,.
\NIMAL CONTROL - 13
;!I
C?,V
7/8
7/9
9/13
11/14
3/3
7/9
3/2
6/6
3/5
.TTORNEY - 12
~OMINISTRATOR - 16
IUILOING , SAFETY - 19
:EMETERY - 6
:ITY CLERK - 13
:OUNCIL STAFF - 5
:OMMUNITY DEVELOPMENT - 10
:MERGENCY SERVICES - 6
,.
'INANCE ADMINISTRATION ,
'RINT SHOP - 15
~INANCE/PURCHASING - 9
?'IRE DEPARTMENT - 183
FIRE SWORN - 159
:'IRE NON-SWORN - 24
9/11
5/7
104/139
91/122
12/17
17/19
18/20
6/6
~ARAGE - 29
LIBRARY - 32
:QYOR -11
BLACK
lH
rI
'V~
~:t/
2/1
2/2
2/2
3/1
1/0
2/1
1/1
2/2
1/1
2/2
1/0
26/13
22/12
3/1
4/1
4/3
2/3
24'
HISPANIC OTHERS
~I
~.
3/4
3/1
4/1
5/3
2/3
3/3
/2
3/2
1/0
4/2
2/2
44/30
38/25
6/5
7/7
8/9
3/2
2'
IF.
~~
C?~
~
-1/0
-1/0
-1/0
1/1
-1/0
-1/0
-1/0
-1/0
-1/0
-1/0
-1/0
4/1
3/0
-1/1
1/2
1/0
-1/0
FEMALES
51\
IF.
~r;;
~$
7/8
6/8
9/7
10/3
3/1
7/10
3/3
6/5
3/2
9/8
5/3
93/1
81/1
12/9
15/29
16/26
6/8
- ~------------------------o-------------o------------- \Q
----~" . . ------------ -
..
.
GOALS
ANGLO
5"
~f
c,ofp'V
~
PARKS, RECREATION &
COMMUNITY SERVICES - 80
PERSONNEL - 12
PLANNING - 12
POLICE DEPARTMENT - 360
POLICE SWORN - 237
POLICE NON-SWORN - 123
PUBLIC SERVICES - 151
46/36
7/4
7/11
206/272
135/186
70/86
89/26
PUBLIC WORI<S/
ENGINEERING - 40
PUBLIC BUILDINGS
ADMINISTRATION - 6
23/30
3/4
PUBLIC BUILDINGS/
CUSTODIAL - 72
PUBLIC BUILDINGS/
MAINTENANCE - 18
PUBLIC BUILDINGS/
PARKING CONTROL - 6
PUBLIC BUILDINGS/
STREET LIGHTS - 8
RISK MANAGEMENT - 6
S.B.E.T.A - 20
TREASURER - 7
7/2
10/12
3/2
5/4
3/5
11/11
4/3
108/96
746/789
WATER DEPARTMENT - 190
TOTAL - 1,307
BUCK
14'
r/
4J1
~:rI
11/18
2/2
2/0
51/20
33/14
17/6
22/30
6/1
1/0
2/5
3/0
1/2
1/0
1/0
3/4
1/4
27/17
183/136
HISPANIC OTHERS
2"
,
4J.~
c,O:i
19/23
3/6
3/1
87/63
57/34
30/29
38/94
10/5
1/2
3/5
4/6
2/2
2/4
2/1
5/3
2/0
46/73
314/359
GOAL GOAL GOAL
PRESENT PRESENT PRESENT
2'
t/4J.f
c,O~
q;
2/31
-1/0
-1/0
7/5
5/3
2/2
3/1
1/4
-1/0
-1/0
-1/0
-1/0
-1/0
-1/0
-1/2
-1/0
4/4
26/23
FtMAtE:S
SU
I
,
t
~4J
~lQ
~
41/19
7/9
7/12
184/109
121/15
63/94
80/8
20/4
3/6
6/3
9/0
3/6
4/0
3/4
10/12
4/5
97/44
667/372
GOAL
PRESENT PRESENT