HomeMy WebLinkAboutAgenda - 04-18-1995 - IX-C ' 1
i
ORANGE COUNTY
BOARD OF COMMISSIONERS
ACTION AGENDA ITEM ABSTRACT
Meeting Date: April 18, 1995
Action Agenda
Item
SUBJECT: 1995 Orange County Affirmative Action Plan
DEPARTMENT: Personnel PUBLIC HEARING: Yes X No
ATTACHMENTS(S): INFORMATION CONTACT:
Elaine Holmes, Personnel Director
Attachment 1 - Orange County Work Force Extension 2550
Compared To Recruitment Area
Attachment 2 - Orange County Minority Work Force TELEPHONE NUMBERS:
Compared to Recruitment Area Hillsborough: 732-8181
Attachment 3 - Orange County Female Work Force Durham: 688-7331
Compared to Recruitment Area Mebane: 277-2031
Chapel Hill: 967-2951/9684501
Under separate cover:
Draft Affirmative Action Plan dated April 1995
Affirmative Action Report for November 1, 1992
through October 31, 1994
PURPOSE: To present the draft updated 1995 Orange County Affirmative Action
Plan for the Board's consideration and to report on the completed
Affirmative Action Plan period.
BACKGROUND: Overview
In April 1993 the Board of Commissioners adopted the Orange County
Affirmative Action plan covering the period November 1, 1992
through October 31, 1994. That Affirmative Action Plan has been
updated as of April 1995. The updated plan covers the period
November 1, 1994 through October 31, 1996. In addition to the draft
updated 1995 Affirmative Action Plan, Personnel has compiled a
report on work force changes during the completed two-year
Affirmative Action Plan period.
The County's affirmative action program reaffirms the County's
commitment to equal opportunity in employment. The Plan provides a
written set of result-oriented procedures designed to promote equal
employment opportunity. The major emphasis of the plan is to
continue to apply good faith efforts to seek out, employ, train and
promote minorities and women within and into the County's work
force.
F
2
Plan Description
In accordance with federal guidelines, the Affirmative Action Plan
includes a Narrative Statement and Utilization Analysis.
Among other things, the narrative portion of the updated plan sets out
the County's equal employment opportunity policy and commitment;
assigns specific responsibilities for equal employment opportunity;
reviews current affirmative action programs; and describes the process
for communicating the County's Equal Employment Opportunity
program and Affirmative Action Plan both internally and externally.
The utilization analysis portion includes a review of the County's
utilization of women and minorities in its workforce in relation to the
availability of women and minorities in the recruitment area labor
force- overall (Attachment 1) and by the eight federal Equal
Employment Opportunity(EEO)occupational categories(Attachments
2 and 3).
Orange County Work Force
The utilization analysis of the Orange County work force indicates
positive results. The county's overall utilization of women and
minorities is greater than the availability in the recruitment area labor
force(Attachment 1). Specifically:
- 28.8 percent of permanent Orange County employees are minorities
as compared to 24.8 percent availability in the recruitment area and
- 63.1 percent of permanent Orange County employees are women as
compared to 48.3 percent availability in the recruitment area.
The analysis by EEO category indicates the County has a particularly
strong minority and female representation(Attachments 2 and 3)in the
categories of Officials and Administrators, Professionals and
Technicians.
The analysis by EEO category indicates underutilization of minorities
(Attachment 2)in relation to the availability in the recruitment area
labor force in the categories of Protective Services and
Paraprofessionals and underutilization of women(Attachment 3) in the
categories of Protective Services, Skilled Craft and
Service/Maintenance.
i
3
In continuing to work towards the ideal of achieving representation of
minorities and women in the workplace at least proportional to the
recruitment area labor force, the County will seek to maintain current
levels of representation where no underutilization currently exists and
has established goals and timetables for each EEO category in which
underutilization is indicated by the analysis.
Upon approval of the updated Affirmative Action Plan, the County
will communicate the plan both internally and externally, including
employees, supervisors and recruitment sources.
RECOMAMNDATION: The Manager recommends the Board accept the Orange County
Affirmative Action Plan and authorize the Board Chair to sign the
memorandum to recipients of the Plan.
4
Attachment
r
t� C:
O
a
O
O
O
0
C6
U
a�
O
an
� O
O O
a�
0
C
O N o7
N ME
O •`_'
O
U
C
00
Co
N
O�
a�
�--i
s
0
0 0 0 0 0 0 0 0 w
0 0 0 0 0 0 0 0 0
i� Co U-) ql;1' Co N r d
x
5
• Attachment Z
N
U
0-0-
�
L O
O (n
0
N
o —
w
U
CYD r
O
V
O
c i
O A'�
a
` rod
T (� `./
»»»>•<:
0
o bA
U
c�
i•�
N
H
cc . r
I�1
O �
o
+r
� O
PC CV
0
0
N
O
T
U
O
C�
� l �
V
T
a
o 0
O r
N
0
XriE•;:}::.�;C':•y}vi;ti•::;�:i}:4:;::::�•'}ititiy��:;iti:. 75
U 1�
0
a
0
0 0 0 0 0 0 0 o z
Lo O Lo O � O � O o
C`7 Co N N r r
x
6
Attachment 2'
QO MEMO= N
U
C
o �
ti CI)
C
0
c�
0
mot'
N
U
V � —
a
LO U
LO min=
U bb
o N
�.
.+..1
POI
N
C/D
�I
N
O o
O
0
OD
r l �
0
V
N �—
rr011
V
75
O C
C O
)
N u) et
0
w
\ O
cd
c�
a�
� 8
a�
0
O O O O O O O O O c
a0 I'— CO LO "�I- CYD N T-
x
7
Attachment 3
o U
d' N
r U)
LO
Lo r
`; E?
a.D
T n
O �
O CO O
0 v U
0
U
OR e�
N
0
V
0
LO
PC CO
\
r
i
.:
1'^^ '•?:•k•:{.:K{•v?:{{is6:{•?:{{di:ni::is4:i:tiy:;?:�:F}}::•:;:i{::::::.•.':;{:: ^
.is:j:^iii;:?i:::>.�:{::::}}.�:`
�?vii
::::::.....nom::::.
vti•:::•}:v.::::.{^:tiff{......................................•:.......... ..:i?i:::.}?
O /•per(
O Q
r � �
\ •iilviijv?:-{C.tii:'i'�iij:�i:.`.*,.}t{;wn :S..}+�v}v.Lx:{:ir'.:
O .?..r.^f,}.\:'vi?S::iCik:.::4k41X>.•`:? n
:'•�':Y-'.•{.: {:•?:v::{":''rY.:ii?v:i;:ji:{>.xn}v{•:::nv\J'j{ti.:::•
- .:!e::;yf;�\ti?ii':;:>.;}{•iT ii::::fi%•vi}:{:;:::i::ij<?r+:::'^:ti:iiG> ..V
.`•}:?v',fS:isf?:<iiiii{if:S}:,^.,;:�?`;:;'jji:'i,:v ..,�i$r>ti �I
Co ,—
O �
0
0 Q Q 0
O CD CD
W
8
Attachment 3
U
CYD U
C
o �
M_
O M
O C
G
N
U
V �
� � N
O C/D
Co
O CD V
• a� U) O
off° U
O 00
H 0-) U
O
0
•::iti4:i'u:..S:{:;;:;;`.;;'t::�;::^•.:;SS:p:•}rr::%•:}::.};:<^>#` ::;:a:::i^:::i::ir W
: Y{'}::;::i:Y:?•S•:2'•}:•i::??is�:•}:^::}::{}}}:?:•':{.}:.v:0:•%•%{�}'•}:•.:•::O}:O}}}}:i}..ii::i< /��
ii,:}:v'i:;<;:jti:•:k::iii:^T::r:}:::?:ii:?(::.
i}::`fib.}%•}::.:.r.
t;•}%{:ti•}}}}:+{i}:j:;iiiii:}ii:}v::iirir:::iY:
.................
:::::.::::::::::.::{:::::::::{{{rr:v'•{::'':'•.v:: ::Yin:i:::i::iTiii:::ii::ii::{;:?.}:•:{r :5}:•}}}•::... O
`v
O 0
O
MW CO
{•}f.':{S:i{::i::ii:%;:;i:}:•:ii::::%t%v1}v: :J:<{-}:O}::.}k: }}}:{-}:4::i: V
+
V\.::...v..........::::::::::t•:
v:ft tti}iii:i .r•:<;:{;:j:iit}(: :;%': :i::}iiiti}tij{'::�::;::':%;t{:"r{:
O }':>.tiy?:i:;tii:•}}:{.}^:}}:.tit '.}:X•.: ':}::;1}ii{,t v}i:?{i}:vv: ..:).v"::}?i:'vi'•
:v}:t:::}:'>{::%:n::tiiti{:v .:::t} l:}:}:•i}:{{.v:L•:•:n:Y�:.}::v'::':::i:%'{:.v::::\ntitvx K.?'?ttC
>.',i4{{?:;...}....:r: ,:;:;i iiyi�::::::;:Sf:.{u:3.}r•':ti tR.:{{}• :•t+•:.:.: :{}•{{:?•�}':C:. {}}}• �)
.:t•i::i::f}::r't•:�' :o?>t•.;;.;.:: t-.:::•.rm'}::. .:•.{:::
////�� t:}xt•:•:ii:•`•::::i:.vr,:;::;:::5:{:?:to'i:t {:'{:::::t-.::•{.i--- ----... n
`1J :::�:iii;:iti�ii:>t\}t i}n-�:}:Yn..}}} .}:•}}{:v}%ii.}:i:::{: x{•:?:4}:{' YfL
(.rSf;:;1ti�.:i:i ya:;Y�:}t}}.t:...•:3S�S::.r; �( �
Co
CD rt•}4.
`v
?U}FiT
L�•�•.{
`v
z
°
O 00 C-0 NO O
o
y