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Home My WebLink AboutNSN Personnel - Affirmative Action Report - IX-C - 4-18-95 ...:..:::::. :.:.... .::: . ... ........ ........:.:::...:::.: .... . ..... .... .. L General In April 1993 Orange County adopted an Affirmative Action Plan covering the period November 1, 1992 through October 31, 1994. This report summarizes the Orange County work force changes occurring during the completed Affirmative Action Plan period. For the full detailed analysis of the County's work force, recruitment area labor force and equal employment opportunity programs, please refer to the Affirmative Action Plans dated April 1993 and April 1995. 2. Overall During the period covered by the April 1993 Affirmative Action Plan, Orange County's work force increased from 513 to 559 employees. In this same period Orange County increased the strong minority and female representation in its work force. - Minority representation increased from 143 (27.9 percent) to 161 (28.8 percent). This is a net gain of 18 minority employees. This compares to availability in the recruitment area labor force of 24.8 percent. - Female representation increased from 312 (60.8 percent)to 353 (63.1 percent). This is a net gain of 41 female employees. This compares to availability in the recruitment area labor force of 48.3 percent. 3, By Federal Equal Employment Opportunity (EEO) Category a. Officials/Administrators Orange County maintained its strong representation of minorities and women in the Officials and Administrators category. - There was a net gain of one minority which resulted in an increase in minority representation from 21.4 percent to 24.1 percent, as compared to recruitment area availability of 13.5 percent. - There was no net change in the numbers of women employed as officials and administrators. Female representation as a percentage of the category declined slightly (from 42.9 percent to 41.4 percent) and still remained above the recruitment area availability of 37.7 percent. -2- b. Professionals Orange County also maintained its strong representation of minorities and women in the professionals category. - There was a net gain of seven minority employees which resulted in an increase in minority representation from 22 percent to 24.1 percent. This compares to recruitment area availability of 15.1 percent. - There was a net gain of 17 female employees which resulted in an increase in female representation from 72.7 percent to 75.9 percent. This compares to recruitment area availability of 51 percent. c. Technicians In the Technicians category, there was: - No net change in minority employees. Minority representation continued at 21.4 percent as compared to recruitment area availability of 19.4 percent. - A net gain of eight female employees which resulted in an increase in female representation from 70.4 percent to 78.6 percent, as compared to recruitment area availability of 38 percent. d. Protective Services In the Protective Services category, there was a: - Net gain of two minority employees. Minority representation as a percentage of the category remained at 20.5 percent because of growth in the category. This compares to recruitment area availability indicated by the recruitment area labor force data of 31.8 percent. - No net change in the number of female employees. Female representation as a percentage of the category declined slightly from 12.8 percent to 11.4 percent. This compares to recruitment area availability of 15.5 percent. e. Paraprofessionals In the Paraprofessionals category, there was: - No net change in minority representation and minority representation as a percentage remained unchanged at 20.0 percent. This compares to recruitment area availability of -3- 41.8 percent. A net gain of three female employees. Female representation increased from 76 percent to 88 percent, as compared to recruitment area availability of 86 percent. (The increase in female representation resulted from the transfer of Carolina Air Care positions to UNC Hospitals and several EEO category changes for library positions as well as new female hires.) E Office and Clerical In the Office and Clerical category, there was a: - Net gain of one minority employee. Minority representation as a percentage declined slightly from 38.4 percent to 35.1 percent. It still remained well above recruitment area availability of 24.8 percent. - Net gain of nine female employees. Female representation as a percentage declined slightly from 96.5 percent to 94.8 percent, as compared to recruitment area availability of 74.2 percent. g. Skilled Crafts In the Skilled Craft category, there was: - No net change in the number of minority employees. Because of the loss of one white employee, minority representation as a percentage increased from 50 percent to 54.5 percent and remained well above the recruitment area availability of 22.5 percent. - No change in female representation which remained at zero. Recruitment area availability is 9.3 percent. h. Service/Maintenance In the Service and Maintenance category, there was a: - Net gain of seven minority employees. Minority representation increased from 63.9 percent to 66.7 percent, as compared to recruitment area availability of 44.7 percent. - Net gain of four female employees. Female representation increased from 27.8 percent to 3 1.1 percent, as compared to recruitment area availability of 42.6 percent. -4- 3. By Placement Goal a. General The 1993 Affirmative Action Plan provided for placement goals for the hiring of minorities and females in certain of the EEO categories. The categories in which goals were set were those in which the county's utilization of minorities or women in the work force was less than 80 percent of the availability indicated in the recruitment area labor force by the 1990 census data. The Affirmative Action goals represent the County's commitment to pursue the enhanced utilization of minorities and women in the covered areas through affirmative recruitment efforts. They do not represent hiring quotas. In the 1993 Plan, the County set goals in four of the EEO categories. b. For Minorities: Protective Services The April 1993 Affirmative Action Plan provided for placement goals in the protective services category of four minority hires for the period from November 1, 1992 through October 31, 1994. There were five minority hires into the protective services category in this period. Overall there was a net gain in the work force of two minority employees. Because of growth in the category, minority representation as a percentage of the category remained unchanged at 20.5 percent and below that indicated by the recruitment area availability data of 31.8 percent. As part of the 1995 Affirmative Action Plan, further placement goals have been set. Paraprofessionals The Affirmative Action Plan goal for the two-year plan period was two minority hires in this EEO category. During this period there were three minority hires into this category. Overall there was no net change in the number of minorities and representation remained at 20 percent. Further placement goals have been set as part of the 1995 Affirmative Action Plan. -5- c. For Females: Skilled Crafts The Affirmative Action Plan goal for the two-year plan period was one female hire in this EEO category. Only one opening occurred in this period and that opening has not been filled. This Affirmative Action goal has been continued in the 1995 plan. Service/Maintenance The Affirmative Action Plan goal for the two-year plan period was three female hires. There were six female hires in this period and a net gain of four female employees. Female representation increased from 27.8 percent to 31.1 percent. Since this still remains below 80 percent of recruitment area availability, further placement goals have been set in the 1995 Affirmative Action Plan. 4. Other Activities Following approval of the 1993 Affirmative Action Plan, Personnel staff communicated the plan and the County's equal employment opportunity policy both internally and externally. Internal communication has included department heads, supervisors and employees. External communication included providing the plan to the County's community referral sources to whom position opening announcements are mailed. The County also in this period completed a comprehensive review and update of the Recruitment and Selection and Sexual Harassment sections of the Orange County Personnel Ordinance. This included review of the policies with employees and department heads. 5. Summary During the Affirmative Action Plan period from November 1, 1992 through October 31, 1994, Orange County overall increased its already strong representation of minorities and women in the work force. Areas of particular strength continued to be those of Officials and Administrators and Professionals. The goals established in the 1993 Affirmative Action Plan were met with the exception of the skilled craft area where no hiring opportunity occurred. Through its recommended 1995 Affirmative Action Plan, the County will continue its commitment to maintaining a diverse work force and fostering equal employment opportunity. April 10, 1995 a:aap2ysum.wpd