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Home My WebLink AboutAgenda - 03-23-1993 - VIII-C 1 O R A N G E C O U N T Y BOARD OF COMMISSIONERS ACTION AGENDA ITEM ABSTRACT Meeting Date: March 23, 1993 Action Agenda Item # -�. SUBJECT: Orange County Affirmative Action Plan DEPARTMENT: Personnel PUBLIC HEARING: Yes X No ATTACHMENT(S) : INFORMATION CONTACT: Elaine Homes, Personnel Director Attachment 1 - Chart 1: Orange Extension 2550 County Work Force Compared to Recruitment Area TELEPHONE NUMBERS: Attachment 2 - Chart 2 : Orange H' ?s sy717 Ar "''`' fir^ 47A:W x s County Minority Work Force £S ffti ii a Compared to Recruitment Area MV t w r fi x ,a Attachment 3 - Chart 3 : Oran e G - g �'=r='.t x?'4 -'�`3 �`� V.rte«M�S�� it:� County Female Work Force 74 2V 1 �. ;axe`� � � y ..mss � & Compared to Recruitment Area 02.114" 1100411.11. Attachment 4 - Chart 4 : Placement 4. F4, Goals and Timetables Under separate cover: Draft j i n 0 �. � Affirmative Action Plan dated cfM °, �N � * March, 1993 � � ' PURPOSE: To present the draft updated Orange County Affirmative Action Plan for the Board's consideration. BACKGROUND: It is the policy of Orange County to foster, maintain and promote equal employment opportunity in all aspects of employment. The County prohibits discrimination in employment on the basis of race, color, national origin, religion, creed, sex, sexual orientation, age, disability, political affiliation and Vietnam-Era or disabled veteran status, as provided in law. Beyond any requirement of law, the County is committed to the principles of equal employment opportunity and to promoting a work environment free from discrimination. The County's affirmative action program, as revised from time-to-time, reaffirms the County' s commitment to equal opportunity in employment. The Plan is an effort to provide a written set of result-oriented procedures designed to promote equal employment opportunity. The major emphasis of the affirmative action plan is to continue to apply good faith 2 efforts to seek out, employ, train and promote minorities and women within and into the County' s work force. The draft Affirmative Action Plan, dated March 1993, covers the period November 1, 1992 through October 31, 1994 . The plan covers all permanent full time and permanent part time employees and positions of Orange County. It does not cover elected officials. In accordance with federal guidelines, the Affirmative Action Plan includes a: - Narrative statement and - Utilization analysis. The narrative portion of the updated plan: - Sets out the County equal employment opportunity policy and commitment, - Assigns specific responsibilities for equal employment opportunity, - Reviews current affirmative action programs, - Describes the internal monitoring and reporting process 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 and by the eight federal Equal Employment Opportunity (EEO) occupational categories. The labor force data used in the utilization analysis was for the four county recruitment area including Orange, Durham, Alamance and Wake Counties. The 1993 Affirmative Action Plan is based on the 1990 census data released in December, 1992 . The utilization analysis 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) . Viii- c- Specifically: - 27 .9 percent of permanent Orange County employees are minorities as compared to 24.8 percent availability in the recruitment area and - 60.8 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 following categories: - Officials and Administrators - Professionals. The analysis by EEO category also indicates underutilization of minorities (Attachment 2 ) in relation to the availability in the recruitment area labor force in the following categories: - Protective Services - Paraprofessionals. The analysis by EEO category indicates underutilization of women (Attachment 3) in relation to the availability in the recruitment area labor force in the following categories: - Skilled Craft - Service and Maintenance. . 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. Chart 4 in the Affirmative Action Plan (Attachment 4) shows the projected goals and timetables for the EEO categories in which underutilization was identified. These were agreed k upon by departments having positions in the affected categories. I'' 4 4 Upon approval of the Affirmative Action Plan, the County plans to communicate the updated plan both internally and externally, including employees, supervisors and recruitment sources. RECOMMENDATION: 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. ORANGE COUNTY WORK FORCE COMPARED TO RECRUITMENT AREA * 70% 60.8% 60% 5.0% 48.3% 40% 30% 27.9% 24.8% 20% 10% 0% MINORITIES WOMEN a °�s 9 RECRUITMENT AREA ORANGE COUNTY z *As of November 1, 1992 ORANGE COUNTY MINORITY WORK FORCE COMPARED TO RECRUITMENT AREA * 35% 34.8 . . ._.__..... .... . 30% 25% 21.4% 22% 21.4% = o 20% 19.4% _ 20.5 /o 15% 13.5 10% 5% 0% OFFIC. & ADM PROFESSIONAL TECHNICIAN PROTECT. SER a H H REC. AREA ORANGE COUNTY y N t1 H N *As of November 1, 1992 ORANGE COUNTY MINORITY WORK FORCE COMPARED TO RECRUITMENT AREA* 80% 70% 63.9% 60% 50% 50% 44.7% 41.8% 40% 38.4% _ 0 30 /0 24.8°/ ° 20% 22.5 /o 20% 10% 0% PARAPROF. OFFICE/CLER SKILL. CRAFT SER./MAINT. H REC. AREA ORANGE COUNTY n N *As of November 1, 1992 y `N V ORANGE COUNTY FEMALE WORK FORCE COMPARED TO RECRUITMENT AREA * so°i° 72.7% 70.4% 60% 51% 42.9% 40% 37.7% 38% 20% 15.5% 12.8% 0% OFFIC. & ADM PROFESSIONAL TECHNICIAN PROTECT. SER n9 H D REC. AREA ORANGE COUNTY y H� W� Cr1 z H *As of November 1, 1992 W cr ORANGE COUNTY FEMALE WORK FORCE COMPARED TO RECRUITMENT AREA* 120% 100% 96.5% 86% 76%80% 74.2 60% 42.6% 40% 27.8% 20% 9.3% 0% 0% PARAPROF. OFFICE/CLER SKILL. CRAFT SER./MAINT. a H _ n D REC. AREA ® ORANGE COUNTY w H � w *As of November 1, 1992 PLACEMENT GOALS AND TIMETABLES RECRUITMENT ORANGE TOTAL AREA COUNTY EEO ORANGE COUNTY PERCENT PERCENT TOTAL GOAL CATEGORY WORK FORCE AVAILABLE UTILIZATION % NUMBER 1992-93* 1993-94* A. Minorities Protective 78 31.8 20.5 +11.3% +8 2 2 Service Paraprofessionals 25 41.8 20.0 +21.8% +5 1 1 B. Women Skilled Craft 12 9 . 3 0 + 9 . 3% +1 1 - Service and 36 42 .6 27 . 8 +14 . 8% +5 2 1 Maintenance *11-1 through 10-31 H H H 9 CJ to 2 H r� c;