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Home My WebLink AboutAgenda - 04-20-1993 - VIII-D 1 ORANGE C O U N T Y BOARD OF COMMISSIONERS ACTION AGENDA ITEM ABSTRACT Meeting Date: April 20, 1993 Action Agenda Item # V izI-D 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 Hillsborough - 732-8181 County Minority Work Force Durham - 688-7331 Compared to Recruitment Area Mebane - 227-2031 Attachment 3 - Chart 3: Orange Chapel Hill - 967-9251/968-4501 County Female Work Force Compared to Recruitment Area Attachment 4 - Chart 4: Placement Goals and Timetables Under separate cover: Draft Affirmative Action Plan dated April, 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 April 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) . 3 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 I' 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 upon by departments having positions in the affected categories. 4: 4 Please note pages 17 and 18 of the draft Affirmative Action Plan dated April 1993 include two suggested revisions provided by Commissioner Alice Gordon. These are shown in boldface type. 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% 50% 48.3% 40% 30% 27.9% 24.8% 20% 10% 0% MINORITIES WOMEN D RECRUITMENT AREA ® ORANGE COUNTY y � *As of November 1, 1992 V ORANGE COUNTY MINORITY WORK FORCE COMPARED TO RECRUITMENT AREA * 35% 31.8% 30% 25% 21.4% 22% 21.4% 20.5% 20% 19.4% 15.1% 15% 13.5% - 10% 5% 0% OFFIC. & ADM PROFESSIONAL TECHNICIAN PROTECT. SER REC. AREA ME ORANGE COUNTY y �_ N tj f- r *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% 30% 24.8°/ 20% 22.5% 20% 10% r 0% PARAPROF. OFFICE/CLER SKILL. CRAFT SER./MAINT. REC. AREA MM ORANGE COUNTY N t *As of November 1, 1992 P ORANGE COUNTY FEMALE WORK FORCE COMPARED TO RECRUITMENT AREA * 80% 72.7% 70.4% 60% 51% 42.9% 40%° 37.7% 38% 20% 15.5% 12.8% 0% OFFIC. & ADM PROFESSIONAL TECHNICIAN PROTECT. SER �a H D REC. AREA LW ORANGE COUNTY y� w� z H *As of November 1, 1992 ORANGE COUNTY FEMALE WORK FORCE COMPARED TO RECRUITMENT AREA * 120% 100% 96.5% 86% 80% 76% 74.2°/ 60% 42.6% 40% 27.8% 20% 9.3% _ 0% - 0% PARAPROF. OFFICE/CLER SKILL. CRAFT SER./MAINT. H � REC. AREA ORANGE COUNTY F *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 � F H 4--t i a r n COUNTY AFFIRMATIVE ACTION PLAN APRIL 1993 PREPARED BY ORANGE L DEPARTMENT COUNTY PERSONNEL ORANGE COUNTY AFFIRMATIVE ACTION PLAN -CONTENTS- SUBJECT PAGE Board of County Commissioners ' Chair Memorandum to Recipients of the Orange County Affirmative Action Plan I. Introduction 1 A. Plan Purpose 1 B. Plan Period 1 C. Plan Coverage 1 D. Plan Methodology 2 II. Policy Statements 3 A. Equal Employment Opportunity Policy. 3 B. Sexual Harassment Policy 3 III. Legal Basis for Equal Opportunity/ 5 Affirmative Action Programs IV. Responsibilities for Equal Employment 6 Opportunity A. The County Manager 6 B. The Personnel Department 6 C. The Supervisor 8 V. Affirmative Action Programs 10 A. Recruitment and Selection 10 B. Position Classification and Pay 13 Plan Maintenance C. Salary Administration 14 -CONTENTS- SUBJECT PAGE D. Employee Benefits 14 E. Employee Relations 14 F. Training and Employee Development 14 G. Performance Appraisal 15 H. Terminations 15 VI . Internal Monitoring and Reporting System 16 A. General 16 B. Personnel Activities 16 VII. Dissemination of Equal Opportunity Policy 17 and Affirmative Action Plan A. General 17 B. Internal 17 C. External 18 VIII. Analysis of the Orange County Work Force 19 and Utilization of Minorities and Women A. General 19 B. Orange County Work Force Analysis 19 C. Recruitment Area Availability Analysis 20 D. Findings 20 IX. Placement Goals and Timetables 23 X. Equal Opportunity Policy and Affirmative 24 Action Program Goals -CONTENTS- SUBJECT PAGE CHARTS 25 1. Orange County Work Force Compared to 26 Recruitment Area By Race and Sex 2 . Orange County Minority Work Force 27 Compared to Recruitment Area 3 . Orange County Female Work Force 29 Compared to Recruitment Area 4 . Placement Goals and Timetables 31 APPENDICES 32 A. Class Titles By Equal Employment 33 Opportunity (EEO) Occupational Groups B. Orange County Work Force By EEO Category 38 C. Recruitment Area Labor Force By EEO 39 Category D. Comparison of the Orange County Work 40 Force to Recruitment Area Labor Force By Race and Sex E. Comparison of Orange County Work Force 41 with Recruitment Area Availability By EEO Category F. Comparison of Utilization of Minorities 44 and Women in Orange County Work Force ( 1-90 through 11-92 ) G. Comparison of Utilization of Women 45 and Minorities in Orange County Work Force By EEO Category ( 1-90 through 11-92 ) ORANGE COUNTY COMMISSIONERS P.O. Box 8181 HILLSBOROUGH, N.C. 27278 Moses Carey,Jr. 732-8181 Alice M. Gordon 968-4501 Stephen H. Halkiotis 688-7331 Verla C. Insko 227-2031 Don Willhoit 644-3004 (Fax) April 20, 1993 MEMORANDUM TO: Recipients of the Orange County Affirmative Action Plan FROM: Moses Carey, Jr. , Chair Board of County Commissioners SUBJECT: Orange County Equal Employment Opportunity Policy and Affirmative Action Plan It is the policy of Orange County to foster, maintain and promote equal employment opportunity. 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. The County's non-discrimination policy extends to recruitment, selection, hiring, compensation, promotion, training and all other aspects of employment. The County ensures that all personnel actions such as pay, benefits, promotions, terminations and training are administered without regard to 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. In accordance with the law and its affirmative action commitment, the County has adopted an Affirmative Action Plan covering minorities and women. The County's affirmative action program, as revised from time-to-time, reaffirms the County's commitment to equal opportunity in employment. We urge you to review this Affirmative Action Plan for the period November 1992 through October 1994 . Please call the Orange County Personnel Department with any question or concern. YOU COUNT IN ORANGE COUNTY I ORANGE COUNTY AFFIRMATIVE ACTION PLAN I . Introduction Orange County is committed to the policy of equal employment opportunity and to a program of affirmative action to fulfill that policy. The following sections describe the policy and the plan for its implementation. A. Plan Purpose This affirmative action plan results from the County' s internal review of its work force and personnel practices. It is an effort to provide a written set of result-oriented procedures designed to promote equal employment opportunity within Orange County government. The major emphasis of the affirmative action 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. An effective affirmative action program not only benefits those who could have been denied equal employment opportunity but also benefits the County by making available the useful talents, resources and skills of minorities and women which may have been underutilized. B. Plan Period The plan covers the period from November 1, 1992 through October 31, 1994 . C. Plan Coverage The plan covers all permanent full time and permanent part time employees and positions of Orange County. It does not cover elected officials. The plan addresses affirmative action as to minorities and women. The County also takes affirmative action in employment of individuals with disabilities . The County has completed the self evaluation process required under the Americans with Disabilities Act and will be writing a separate updated Affirmative Action Plan as to individuals with disabilities. -1- D. Plan Methodology The plan analyzes Orange County' s utilization of minorities and women in its work force as of November 1 , 1992 . The plan then compares the County' s utilization of minorities and women in its work force to the availability of minorities and women in the recruitment area labor force based on 1990 census data. The comparison of Orange County' s utilization of minorities and women in the work force in relation to the availability of minorities and women in the recruitment area labor force was used to identify areas of underutilization. Turnover and recruitment experience then was considered in developing tentative affirmative action placement goals. Affected Orange County department heads reviewed these tentative goals and gave feedback on projected openings . This feedback is reflected in the final affirmative action placement goals and timetables. -2- II. Policy Statements A. Equal Employment Opportunity Policy* The policy of Orange County is to foster, maintain and promote equal employment opportunity. 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. The County' s non-discrimination policy extends to recruitment, selection, hiring, compensation, promotion, training and all other aspects of employment. The County selects employees on the basis of job- related qualifications and without regard to race, color, national origin, religion, creed, sex, sexual orientation, age, disability, political affiliation and Vietnam-Era or disabled veteran status, as provided in law. The County prohibits retaliatory action against any employee or applicant for employment who makes a charge of employment discrimination, testifies, assists or participates in any manner at a hearing, proceeding, or investigation of employment discrimination. B. Sexual Harassment Policy* Purpose The purpose of this policy is to provide guidelines, and to establish that Orange County prohibits all forms of sexual harassment of applicants, employees, and citizens conducting business with county government employees . Policy The policy of Orange County is that no employee may engage in conduct that falls under the definition of sexual harassment. The definition of sexual harassment is any unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct *From the Orange County Personnel Ordinance, Article II, as amended October 1, 1991 -3- of a sexual nature when 1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual ' s employment; 2 ) submission to or rejection of such conduct by an individual is used as the basis for employment decisions; or 3) such conduct has the effect of unreasonably interfering with the individual ' s ability to perform work, and/or creates an intimidating, hostile or offensive work environment. Sexual harassment does not include conduct welcomed by the recipient, or social interactions and relationships entered into freely by County applicants, employees or citizens. Complaint Procedure Every employee is entitled to work in an environment free of sexual harassment. Any employee, applicant or client who feels he or she has been sexually harassed may file a complaint using the following procedure. 1 ) Report the alleged misconduct to your immediate supervisor, if he or she is not involved in the complaint, or 2 ) Report the alleged misconduct to the Department Head, if he or she is not involved in the complaint, or 3) Report the alleged misconduct directly to the EEO Officer (Lana Chandra) in the Personnel Department of Orange County. Prompt and impartial investigation will be made of all cases alleging sexual harassment based on facts presented surrounding the misconduct. All information received regarding the alleged incidents of sexual harassment will be treated with privacy and confidentiality. Any interference, coercion, restraint or reprisals towards any person complaining of sexual harassment is prohibited. Policy Implementation The Sexual Harassment Policy and Complaint Procedure will be posted on bulletin boards where it is accessible to all employees and citizens . -4- III. Legal Basis for Equal Opportunity/Affirmative Action Programs In the County' s efforts to achieve equal employment opportunity for all in the County' s service, it is guided by the intent and mandate of all applicable laws, including but not limited to the following: - Title VII of the Civil Rights Act of 1964, - Executive Order 11246, - The Age Discrimination in Employment Act of 1967, - The Rehabilitation Act of 1973, - The Americans with Disabilities Act, - The Vietnam-Era Veteran' s Readjustment Act of 1974 , - Section 126-16 of the North Carolina General Statutes (Equal Opportunity for State Departments , Agencies and Local Political Subdivisions) , - Other applicable Federal and State laws . -5- IV. Responsibilities for Equal Employment Opportunity A. The County Manager The Manager of Orange County is responsible for assuring that hiring, promotion and all other employment practices and aspects of the employment relationship with employees of the County are consistent with law and policy. B. The Personnel Department The Orange County Personnel Department is responsible for the administration of the equal employment opportunity/affirmative action program. 1 . EEO Officer The Equal Employment Opportunity (EEO) Officer for this plan period is Ms. Lana Chandra. The duties and responsibilities of the EEO Officer include: a. Development and submission of a written affirmative action plan. The plan is updated on a biennial basis, monitored on an on-going basis and evaluated at the end of each plan year. b. General coordination of programs and action steps established in the plan. c. Affirmative recruitment from all reasonably available sources to maximize the number of minority and female applicants from those available in the County' s recruitment area. d. Review and follow up of hiring decisions with operating departments as to correct application of personnel policies including those related to equal employment opportunity and affirmative action. e. Investigation of applicant discrimination complaints and attempts to resolve them. f. In conjunction with the Data Processing Department, planning and developing data systems to provide statistical information concerning personnel transactions including applicants, hires, promotions and terminations. -6- g. Collection, analysis and publication/ dissemination of statistical data called for in the plan. h. Preparation of the EEO-4 Report to the Equal Employment Opportunity Commission. i. Assistance to County department heads, supervisors, or other appropriate personnel who need technical advice or administrative support in meeting their responsibilities under applicable equal employment opportunity laws and regulations, and under this plan. j . Acting as a liaison with State and Federal regulatory agencies concerned with equal employment opportunity. Maintaining ongoing contact with other equal employment opportunity personnel through seminars, workshops, conferences or the like for continuing education purposes. k. Development/identification of new strategies in support of equal employment opportunity. 2 . The Training/Employee Relations Officer Equal employment opportunity-related responsibilities of the Training and Employee Relations Officer include: a. Development and implementation of continuing education and training of supervisors as to relevant equal employment opportunity laws, policies and systems and training of employees as to Orange County' s equal employment opportunity commitment and policies. b. Investigation of employee discrimination complaints and attempts to resolve these. 3 . The Personnel Director a. Keeps the County Manager and department heads informed of any area(s) which may deserve attention in the County' s commitment to achieve the principles described in this affirmative action plan. b. Evaluates the effectiveness of the equal employment opportunity/affirmative action -7- program and recommends any needed program changes . C. The Supervisor* Each supervisor plays a critical role in carrying out the Equal, Employment Opportunity Policy as a part of his or her job. The work performance of supervisors is evaluated on the basis of their equal employment opportunity efforts, as well as other criteria. The equal employment opportunity responsibilities of supervisors include: 1. Being informed of the County' s policy and plan for equal employment opportunity/affirmative action and educating employees as to these policies. 2 . Assisting in identifying problems and recommending solutions. 3 . Preventing harassment of any employee on the basis of race, color, national origin, religion, creed, sex, sexual orientation, age, disability, political affiliation, Vietnam-Era or disabled veteran status, as provided in law. 4 . Reviewing the qualifications of all employees referred for employment consideration to assure that minorities and women are given full opportunity for transfers and promotions . 5 . Reviewing the qualifications of all applicants referred to assure that minorities and women referred are given full opportunity for selection for the opening. 6. Encouraging the participation of minorities and women in County-sponsored educational, training, recreational and social activities . 7 . Making personnel decisions including employment selection decisions in accord with County policy. 8 . Posting federal Equal Employment Opportunity posters in an appropriate place in the work area. 9 . Assuring that employees are informed of the * Includes any individual supervising one or more employees . -8- availability of the Orange County Grievance Procedure and of the availability of confidential employee relations counseling with Personnel staff. 10 . Assuring that no retaliatory action occurs against an employee or applicant who makes a complaint or raises a question of employment discrimination. D. The Department Head In addition to the responsibilities listed in Item IV C, each department head is responsible for: 1 . Assuring that the equal employment opportunity policy and Affirmative Action Plan are communicated to employees in the department. 2 . Providing oversight and monitoring of equal employment opportunity, including employment selection decisions, to assure that hiring, promotions and all other employment practices and aspects of the employment relationship with employees of the department are consistent with law and policy. -9- V. Affirmative Action Programs This section provides a summary description of the Orange County personnel management program as it relates to equal employment opportunity. A. Recruitment and Selection* 1. General a. Recruitment and selection for permanent positions, both full time and part time, is centralized and/or coordinated through the Personnel Department to assure equal employment opportunity to all persons. b. Any appointment or promotion is based on the applicant ' s or employee ' s job-related qualifications. c. To initiate the recruitment process, the department head submits the completed Position Vacancy Notice to the Personnel Department. The Personnel Department reviews the notice, ensures job relatedness of all information and requirements and distributes opening information for posting in all County departments. d. Each opening goes through a process of internal recruitment and, if not filled by transfer or promotion, a process of external recruitment. 2 . Transfer/Promotion a. Internal recruitment provides transfer/promotion opportunities for permanent County employees. This internal recruitment period may be waived by the Personnel Director for purposes of affirmative action or to meet urgent operating needs. b. To be eligible for transfer or promotion, the employee must meet the minimum education and experience requirements specified in the class specification for the class to which the open position is assigned. *Positions in the Sheriff ' s Department are not covered by this section. The Register of Deeds elects on a voluntary basis to be covered by these provisions. -10- c. To apply for an opening, the employee must complete an official County application and submit it to the Personnel Department by the closing date. After the closing date, Personnel reviews all applications and refers to the hiring department all employee candidates meeting the minimum requirements for the class involved. d. Personnel provides counseling to employees on promotional opportunities and encourages minorities and women to participate in career progression and development activities. 3 . External Recruitment a. If internal recruitment does not yield a final candidate, Personnel initiates the external recruitment process at the hiring department ' s request. External recruitment continues for a minimum of 10 workdays. b. In the external recruitment process, Personnel communicates the availability of openings through: -Posting the opening on the Employment Opportunities Bulletin in the Personnel Department. -Listing the opening with the Employment Security Commission. -Advertising in newspapers, including those targeted toward the minority population, and other special advertising such as in trade periodicals. -Distributing the announcement to other appropriate recruitment sources including potential sources yielding qualified applicants who are minorities and women. Among other things, Personnel maintains a list of community contacts to whom opening announcements are mailed. -Listing the opening on the County' s job information telephone line. All opening announcements or advertisements include an equal opportunity employer statement. -11- c. To apply for an opening, an individual must complete an official County application and submit it to the Personnel Department by the posted closing date. Applications are only accepted for positions open for recruitment. d. An individual interested in a position not open for recruitment may complete and submit a Position Interest Card. When a position in that class or related class becomes available, Personnel informs the individual so that he or she may apply for the opening. The Position Interest Card is active for six months. e. After the closing date, the Personnel Department reviews all applications and refers to the hiring department the better qualified applicants based on each applicant ' s job-related qualifications as indicated on the employment application in relation to the duties and responsibilities of the position and minimum requirements for the class to which the position is assigned. f. In determining the number of applicants to refer for department consideration, Personnel considers the County' s affirmative action commitments and the hiring department ' s standing with regard to reasonable representation by protected groups . 4 . Selection a. The hiring department may select a candidate only from among those applications referred by the Personnel Department. b. The hiring department considers each applicant referred (yielded through both internal and external recruitment) , conducts any interviews, performs reference checks and identifies the best qualified applicant or employee candidate based on job-related reasons . c. The hiring department submits written documentation of the selection decision to the EEO Officer for review. This documentation specifies the job related reasons for the selection or non-selection of each candidate referred. The Personnel Department makes the -12- job offer after reviewing all selection documentation. d. The County administers only tests which are appropriately validated and job-related. 5 . Appeals and Questions The EEO Officer and Personnel Director are readily available on a personal basis to any applicant or employee candidate who feels he or she has been unfairly treated in the recruitment and selection process. B. Position Classification and Pay Plan Maintenance Operating departments are responsible for the assignment of duties and responsibilities to positions at the outset and for changing these as operating needy require. The Personnel Department conducts position classification reviews on a scheduled basis, upon the request of the employee or employee' s supervisor as necessary to recognize changes in duties and prior to establishing every new position. For a classification review, an official position description is completed and submitted to the Personnel Department. The Personnel Department studies the position' s duties and relates these to other County positions. As required, Personnel conducts a job audit, job factor analysis and a labor market salary survey, prior to making a classification and/or pay determination. The Personnel Department maintains the official County Classification and Pay Plan which includes a salary schedule, list of classes and assigned salary grades, and a class specification for every class in the plan. Personnel recommends any proposed amendment to the Classification and Pay Plan to the County Manager who presents this to the Board of County Commissioners for action as appropriate. The Classification and Pay Plan is updated annually or as necessary. The Personnel Department assures that minimum requirements (including physical requirements) stated in class specifications are job-related and accurately reflect the requirements to perform the essential functions of positions in the class. -13- C. Salary Administration A new employee normally begins at Step 1 of the salary range assigned to the class. A department head may request a salary higher than Step 1 . Personnel may approve any such request up to the midpoint of the salary range based on recruitment difficulty and the candidate ' s qualifications. Any request for a beginning salary greater than the midpoint requires the approval of the Board of County Commissioners. In approving any salary above Step 1 or making any recommendation to the Board for such a salary, the Personnel Department identifies incumbents in that class or related classes and compares their education and experience and current salary with the experience and education of the new candidate. All salary decisions are made without regard to race, color, national origin, religion, creed, sex, sexual orientation, age, disability, political affiliation and Vietnam-Era or disabled veteran status. D. Employee Benefits The type and extent of benefits are determined by the employment status (Permanent or Temporary) , hours worked (Part Time or Full Time) and length of service. They are in no way related to race, color, national origin, religion, creed, sex, sexual orientation, age, disability, political affiliation and Vietnam-Era or disabled veteran status. E. Employee Relations Employees have the opportunity to meet confidentially with the Employee Relations Officer to discuss any work-related problem. If there is no resolution to the problem, the employee may access the Orange County Grievance Procedure. A copy of the grievance procedure is provided to each new employee during the New Employee Orientation Program and also is made available to an employee at his or her request. F. Training and Employee Development Each new employee is required to attend the New Employee Orientation Program which includes an explanation of key personnel policies such as those -14- covering equal opportunity, sexual harassment and the grievance procedure. The Personnel Department conducts in-house training programs which are offered to all County employees. All employees are encouraged to participate and most training programs are considered as hours worked. The supervisor is responsible for review and approval of the employee ' s training request. The training programs are reviewed periodically for possible modifications or expansions to better achieve the purpose of equal employment opportunity. G. Performance Appraisal Orange County maintains a performance evaluation program called Work Planning and Performance Review (WPPR) which applies to all permanent employees. This program provides for a: -Work Plan for each permanent employee, -Performance review at least annually and -Record of each work plan and performance review. Performance evaluation decisions are based on job- related criteria. H. Terminations Any decision to discharge an employee is made in accordance with the Orange County Disciplinary Procedure and is based on job-related performance or conduct. All involuntary termination decisions are based on job-related reasons and are in no way related to race, color, national origin, religion, creed, sex, sexual orientation, age, disability, political affiliation and Vietnam-Era or disabled veteran status. -15- VI. Internal Monitoring and Reporting System A. General Orange County gathers and maintains statistics in regard to employment of minorities and women. The monitoring systems are designed to measure the effectiveness of personnel programs, indicate areas where remedial action may be necessary and to determine the degree to which goals have been met. H. Personnel Activities Specific formal monitoring and reporting activities of the Personnel Department include: 1 . Maintaining applicant flow data on an automated applicant tracking system and evaluating this on a semi-annual and annual basis . 2 . Maintaining data on personnel transactions including hires , promotions, transfers, demotions and terminations on a continuous basis and reviewing this data semi-annually and annually. 3 . Maintaining data on training program participants and evaluating this on a semi-annual and annual basis . 4 . Analyzing affirmative action progress in relation to goals on a semi-annual basis and reporting to affected departments as to progress on specific affirmative action goals. 5 . Compiling of data, analyzing and reporting annually to the County Manager and Department Heads covering all aspects of affirmative action progress. 6. Updating the Affirmative Action Plan on a biennial basis . 7 . Compiling the EEO-4 Report for the Equal Opportunity Commission, as scheduled by EEOC. -16- VII. Dissemination of Equal Employment Opportunity Policy and Affirmative Action Plan A. General The Affirmative Action Plan for Orange County is a public document. Copies are kept on file in the Personnel Department and Orange County Library. They are available for review by any interested person, upon request. 6 Orange County disseminates its equal opportunity policy and Affirmative Action Plan both internally (employees, supervisors and department heads) and externally (citizens and others) . B. Internal Personnel provides each department head and principal supervisory personnel with copies of this Plan and any periodic revisions. Personnel also provides guidance and periodic training for supervisors to keep them abreast of equal employment opportunity law, applicable state and federal regulations and Orange County personnel policy. The department head is responsible for communicating the policy and plan to employees in the department. In addition, employees are informed of Orange County's Equal Employment Opportunity policy and Affirmative Action Plan through such means as: -Periodic publication to employees through memoranda, articles in the County's employee newsletter and other means. -Federal Equal Employment Opportunity posters in County buildings. -Policy inclusion in the Orange County Personnel Ordinance. -Presentation and discussion of the program as part of the new employee orientation program. -Personnel Department listings of promotional opportunities include phrase "Equal Opportunity/Affirmative Action Employer. " -When pictures are used, showing both minority and non-minority persons and both women and men. -17- -Text of all Orange County documents and publications uses gender neutral language. Each Orange County Personnel Department employee having any direct responsibilities in the recruitment and selection process is fully trained regarding the provisions of equal employment opportunity law, this Plan and implementation guidelines. C. External The Personnel Department publicizes opportunities for employment with the County. Employment advertisements incorporate the phrase "Equal Opportunity/Affirmative Action Employer" and comply with federal and state statutes regarding discrimination in employment matters. The Orange County Application for Employment form includes the phrase, "Equal Opportunity/Affirmative Action Employer. " Personnel periodically informs recruiting sources including minority and women's organizations, community leaders, secondary schools and others of Orange County's equal opportunity policy and Affirmative Action Plan. The Purchasing and Central Services Division includes the phrase "Equal Opportunity/Affirmative Action Employer" in contracts, as required by Federal regulations. The text of all Orange County documents and publications uses gender neutral language. -18- VIII. Analysis of the Orange County Work Force and the Utilization of Minorities and Women A. General In setting goals and timetables as part of an Affirmative Action Plan, information is compiled to determine the status of minorities and women within the Orange County local government work force. This information then is compared to the availability of women and minorities within the recruitment area labor force. This process is called a "utilization analysis. " Orange County completes a utilization analysis annually to identify areas within the work force where minorities and women are underutilized in relation to their availability in the recruitment area labor force. In those instances where minorities and females are underutilized, annual affirmative action placement goals are established. The utilization analysis in this plan consists of three elements: -A work force analysis of the County' s permanent employees as of November 1, 1992, -An availability analysis for the recruitment area labor force based on the 1990 U.S. Census data -Findings; that is, identification of areas of underutilization of minorities and women in the Orange County work force in relation to the recruitment area labor force. B. Orange County Work Force Analysis The work force analysis reviews the County' s permanent employment both overall and by the eight federal Equal Employment Opportunity (EEO) occupational categories . These categories are Officials and Administrators; Professionals; Technicians; Protective Service Workers; Paraprofessionals; Office and Clerical; Skilled Craft Workers; and Service and Maintenance. Appendix A shows the eight EEO categories and the Orange County classes included in each category. Appendix B shows the Orange County work force data by EEO category. -19- As of November 1, 1992, the Orange County work force consisted of 513 permanent employees. Of these, 312 (60.8 percent) were women and 143 (27 .9 percent) were minorities. C. Recruitment Area Availability Analysis To conduct the analysis of the availability of minorities and women in the labor force, the County first identified the appropriate recruitment area to use in this analysis. The recruitment area used is the four-county area made up of Orange, Durham, Alamance and Wake Counties . Based on 1991 applicant flow information, this recruitment area accounts for 82 .2 percent of applicants for Orange County employment. As of December 1991, approximately 94 percent of Orange County employees lived in this four-County area. Based on the 1990 U. S . Census data, the labor force for this four county recruitment area totaled 460, 846 . Of this total, 222,535 (48.3 percent) were women and 114,324 (24. 8 percent) were minorities . Appendix C shows the recruitment area labor force data by EEO category. D. Findings 1 . Overall Chart 1 compares the Orange County work force to the recruitment area labor force by race and sex as of November 1, 1992 . This indicates : -Orange County' s total utilization of minorities in the work force (27 .9 percent) exceeds the availability of minorities in the recruitment area labor force (24.8 percent) . -Orange County' s total utilization of women in the work force (60. 8 percent) exceeds the availability of women in the recruitment area labor force (48.3 percent) . 2 . By EEO Category Charts 2 and 3 compare the Orange County work force to the recruitment area labor force for minorities and women for each EEO category as -20- of November 1, 1992 . Appendix D provides a comparison of recruitment area availability and the Orange County work force by race and sex. Appendix E provides detailed comparison data for each EEO category. As to Minorities This analysis indicates the County' s utilization of minorities exceeds the recruitment area availability in the following categories : -Officials and Administrators -Professionals -Technicians -Office and Clerical -Skilled Craft -Service and Maintenance The analysis indicates the underutilization of minorities in relation to the availability data in the following categories: -Protective services -Paraprofessionals. As to Women The analysis indicates the County' s utilization of women exceeds the recruitment area availability in the following categories : -Officials and Administrators -Professionals -Technicians -Office and Clerical The analysis indicates the utilization of women is less than that indicated by the availability data in the following categories: -21- -Protective Services -Paraprofessionals -Skilled Craft -Service and Maintenance When utilization is less than that indicated by availability data, federal guidelines provide for several tests to determine whether underutilization exists . One of these is to determine whether the utilization is within 80 percent of availability. If so, then "parity" exists and goal setting is not required. The utilization of women in the protective services and paraprofessionals category is within 80 percent of indicated availability and specific goal setting is not required, although these will be areas of special attention in recruitment efforts. Underutilization of women is indicated in two categories: -Skilled Craft -Service and Maintenance. 3. Summary The utilization analysis shows the County has strong minority and female representation in its work force. Areas of particular strength include the following categories: -Officials and Administrators -Professionals. The analysis indicates the need to focus affirmative action efforts and goal setting in the areas of: -Protective services -Paraprofessionals -Skilled crafts -Service and Maintenance. -22- IX. Placement Goals and Timetables Orange County is committed to the ideal of achieving representation of minorities and women in the workplace at least proportional to the recruitment area labor force. To this end, the County: -Seeks to maintain current levels of representation of minorities and women in EEO categories where no underutilization currently exists and -Establishes goals and timetables for each EEO category in which underutilization of minorities and/or women is indicated by the utilization analysis. Using the Orange County work force and recruitment area labor force. data, Personnel calculated projected goals to provide utilization of minorities and women equivalent to the indicated recruitment area labor force availability. These goals were then reviewed with involved departments heads to assess anticipated hiring opportunities based on past termination experience. Chart 4 shows the final projected goals and timetables for the four EEO categories in which underutilization was identified. -23- X. Equal Opportunity Policy and Affirmative Action Program Goals In addition to the Placement Goals and Timetables described in Section IX and the on-going Affirmative Action Programs described in Section V, the following specific program goals are planned for the covered Affirmative Action Plan period. 1 . Upon approval of the Affirmative Action Plan by the Board of County Commissioners, communication of the updated plan both internally and externally, including employees, supervisors and recruitment sources. 2 . Updating and revision of the Recruitment and Selection section of the Orange County Personnel Ordinance. 3 . Development and implementation of a Recruitment and Selection training module for supervisors. 4 . Incorporation of the equal opportunity, sexual harassment and affirmative action policies in the planned employee handbook. -24- CHARTS ORANGE COUNTY AFFIRMATIVE ACTION PLAN ORANGE COUNTY WORK FORCE COMPARED TO RECRUITMENT AREA 70% 60.8% 60% 50% 48.3% 40% N 27.9% 30% 24.8% OX 20% 10% 0% MINORITIES WOMEN h 0 RECRUITMENT AREA ORANGE COUNTY y *As of November 1, 1992 ORANGE COUNTY MINORITY WORK FORCE COMPARED TO RECRUITMENT AREA * 35% 31.$% ..._... ......... ._.._................................._.. _................. ..._......_..........._.. 30% 25% 21.4% 22% 21.4% 20% 19.4 % - 20.5% N V 15.1% 15% 13.5% 10% 5% OFFIC. & ADM PROFESSIONAL TECHNICIAN PROTECT. SER REC. AREA ORANGE COUNTY N *As of November 1, 1992 ORANGE COUNTY MINORITY WORK FORCE COMPARED TO RECRUITMENT AREA * 80% 0 7 /0 63.9% 60% 50% 0 5 /0 44.7% 41.8% 40% 38.4% 30% 24.8°/ 20% 22.5% 20% 10% 0% PARAPROF. OFFICE/CLER SKILL. CRAFT SER./MAINT. n O REC. AREA ORANGE COUNTY N *As of November 1, 1992 ORANGE COUNTY FEMALE WORK FORCE COMPARED TO RECRUITMENT AREA * 80% 72.7% 70.4% 60% 51% 42.9% N 40% 37.7% 38% 20% 15.5% 12.8% 0% OFFIC. & ADM PROFESSIONAL TECHNICIAN PROTECT. SER REC. AREA EM ORANGE COUNTY W *As of November 1, 1992 ORANGE COUNTY FEMALE WORK FORCE COMPARED TO RECRUITMENT AREA * 120% 100% 96.5% 86% 80% 76% 74.2°/ w 60% 0 42.6% 40% 27.8% 20% 9.3% Alt 0% PARAPROF. OFFICE/CLER SKILL. CRAFT SER./MAINT. O REC. AREA ORANGE COUNTY 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 w 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 APPENDICES ORANGE COUNTY AFFIRMATIVE ACTION PLAN APPENDIX A CLASS TITLES BY EQUAL EMPLOYMENT OPPORTUNITY (EEO) OCCUPATIONAL GROUPS* OFFICIALS AND ADMINISTRATORS (EEO CODE 1 ) Assistant County Manager Budget Director Child Support Director Clerk to the Board County Manager Data Processing Manager Department on Aging Director Director - Commission on Women Director of Emergency Management Director of Finance Director of Purchasing and Central Services Economic Development Director Elections Supervisor Environmental Health Director Extension Director Health Director Housing and Community Development Director Human Resources Director Land Records Manager Planning Director Public Health Nursing Director Public Works Director Recreation and Parks Director Revenue Director Social Services Director Tax Assessor Visitor Bureau Director PROFESSIONALS (EEO CODE 2 ) Accountant Administrative Officer I, II Agricultural Extension Agent Assistant Extension Agent 4-H Assistant Home Economist Agent Assistant Public Works Director Assistant Revenue Director Assistant Tax Collector Assistant Tax Supervisor Associate Extension Agent 4-H Budget and Management Analyst * As of November 1, 1992 -33- APPENDIX A PROFESSIONALS (EEO CODE 2 ) Continued Business and Personal Property Appraiser Care Manager CAT/Transportation Supervisor Chief Appraiser Child Protective Services Social Worker Child Protective Services Supervisor Child Support Officer Child Welfare Program Specialist Code Enforcement Officer I, II, III Code Enforcement Supervisor Community Development Coordinator Community Disease Control Specialist County Engineer Day Care Coordinator Deputy Emergency Management Director/Administration Domestic Violence Coordinator Economic Development Assistant Environmental Health Program Specialist Environmental Health Specialist Environmental Health Supervisor Erosion Control Officer Erosion Control Supervisor Family Nurse Practioner I , II Home Economist Human Resources Analyst I, II Human Services Coordinator Income Maintenance Director Income Maintenance Investigator Income Maintenance Supervisor Information and Referral Specialist Management Analyst Microcomputer Specialist Nutritionist Planner I , II, III Programmer Analyst Program Supervisor I (Special Events/Public Information) Program Supervisor I (Special Populations) Program Supervisor II (Athletics ) Program Supervisor II (General Programs ) Property Mapping Supervisor Public Health Education Supervisor Public Health Educator Public Health Nurse I , II Public Health Nurse Supervisor Purchasing Agent- Real Property Appraiser RSVP Project Assistant Director RSVP Project Director -34- APPENDIX A PROFESSIONALS (EEO CODE 2 ) Continued Senior Center Administrator Senior Citizen Program Administrator Senior Citizen Program Coordinator Senior Income Maintenance Supervisor Social Work Clinical Specialist Social Work Coordinator Social Work Program Director Social Work Supervisor Social Worker I, II, III Soil Conservationist Soil Scientist Solid Waste Manager Systems Analyst Tax Systems Coordinator Veterans Services Officer TECHNICIANS (EEO CODE 3 ) Accounting Technician Appraisal Technician Assistant Telecommunications Supervisor Athletic Coordinator Audio Visual Technician Budget Technician Computer Operator/Programmer Conservation Technician Dental Hygienist Emergency Medical Technician Emergency Medical Technician - Intermediate Emergency Medical Technician —Paramedic EMS Field Supervisor GIS Mapper I Housing Specialist Housing Technician Human Resources Technician Income Maintenance Caseworker I, II, III Income Maintenance Leadworker Medical Laboratory Technician Permit Technician Planning Technician Property Mapper I, II Purchasing Technician Rehabilitation Specialist/Housing Inspector Revenue Technician Senior Accounting Technician Telecommunications Shift Supervisor Telecommunications Supervisor Telecommunicator -35- APPENDIX A PROTECTIVE SERVICE WORKERS (EEO CODE 4 ) Animal Control Director Animal Control Officer Deputy Emergency Management Director/Fire Marshall Deputy Sheriff I, II Deputy Sheriff/Captain Deputy Sheriff/Investigator Deputy Sheriff/Lieutenant Deputy Sheriff/Major Deputy Sheriff/Sergeant Jailor/Matron PARAPROFESSIONALS (EEO CODE 5 ) Assistant Register of Deeds CAT Clerk/Dispatcher Dental Assistant Dental Program Coordinator Deputy County Clerk Deputy Supervisor Flight Paramedic Haz Mat/Training Coordinator Lead Flight Paramedic Senior Tax Clerk Tax Clerk OFFICE AND CLERICAL WORKERS (EEO CODE 6 ) Administrative Assistant I, II , III Administrative Assistant to Assistant County Managers Administrative Assistant to County Manager Administrative Secretary V Assistant to the Clerk Central Services Clerk Clerk Typist III Community Health Aide Community Health Assistant Community Social Services Assistant Criminal Data Specialist Data Entry Clerk Deputy Register of Deeds I, II, III Medical Office Assistant Office Assistant I, II Office Supervisor I, II RSVP Literacy Coordinator Secretary IV Tax Collection Clerk -36- APPENDIX A SKILLED CRAFTS (EEO CODE 7 ) Automotive Mechanic Building and Grounds Supervisor Motor Pool Supervisor Senior Building Maintenance Mechanic SERVICE/MAINTENANCE (EEO CODE 8 ) Automotive Mechanic Helper Building Maintenance Mechanic CAT Driver Custodial Supervisor Custodian Driver/Courier Facilities Supervisor Jail Cook Jail Cook Supervisor Sanitation Supervisor Solid Waste Collector -37- ORANGE COUNTY WORK FORCE BY EEO CATEGORY AS OF NOVEMBER 1, 1992 1 White Black I Asian 1 Hispanic I Total I1 All Females 1 All Minorities CODE I CATEGORY I Sex I Number 8 1 Number 8 I Number 8 1 Number 8 1 Number 8 11 Number % 1 Number 8 1 1 I 1 1 ( 1 ( 1 11 1 1 I 1 I Officials and I Male ( 12 42.91 4 14.3 1 0 0.0 1 0 0.01 16 57.111 ---- 1 4 14.3 1 1 I Administrators I Female 1 10 35.71 2 7.1 1 0 0.0 1 0 0.01 12 42.911 1 2 7.1 1 I Total 1 22 78.61 6 21.4 1 0 0.0 1 0 0.01 28 100.011 12 42.91 6 21.4_1 I I I I I ! I I II I I 1 2 1 Professionals I Male I 35 23.31 6 4.0 I 0 0.0 1 0 0.01 41 27.311 ----- 1 6 4.0 1 1 1 1 Female 1 82 54.71 27 18.0 1 0 0.0 1 0 0.01 109 72.711 1 27 18.0 i 1 1 Total 1 117 78.01 33 22.0 I 0 0.0 0 0.01 150 100.011 109 72.71 33 22.0 1 I I I I I I I I II I I 1 3 1 Technicians I Male 1 26 26.51 3 3.1 1 0 0.0 I 0 0.01 . 29 29.611 ---- 1 3 3.1 1 1 1 1 Female 1 51 52.01 1B 18.4 1 0 0.0 i 0 0.01 69 70.411 1 18 18.4 1 1 1 Total 1 77 78.61 21 21.4 1 0 0.0 0 0.01 98 100.011 69 70.41 21 21.4 1 I I I I I I I i II I I 1 4 1 Protective Service I Male 1 57 73.11 11 14.1 1 0 0.0 I 0 0.01 68 87.211 ----- 1 11 14.1 1 L I 1 Workers 1 Female 1 5 6.41 5 6.4 1 0 0.0 1 0 0.01 10 12.811 1 5 6.4 1 I I 1 Total 1 62 79.51 16 20.5 1 0 0.0 1 0 0.01 78 100.011 10 12.81 16 20.5_1 I I 1 1 1 I I 1 11 1 1 I 5 I Paraprofessionals I Male 1 5 20.01 0 0.0 1 1 4.0 1 0 0.01 6 24.011 ----- 1 1 4.0 1 1 1 1 Female 1 15 60.01 4 16.0 1 0 0.0 1 0 0.01 19 76.011 1 4 16.0 1 1 1 1 Total 20 80.01 4 16.0 1 1 4.0 ( 0 0.01 25 100.011 19 76.01 5 20.0 1 I I 1 I 1 I I 1 11 1 1 1 6 1 Office and Clerical I Male 1 2 2.31 1 1.2 1 0 0.0 1 0 0.01 3 3.511 ----- 1 1 1.1 1 1 1 1 Female 1 51 59.31 31 36.0 1 1 1.2 1 0 0.01 83 96.511 1 32 37.2 1 1 1 Total 1 53 61.61 32 37.2 1 1 1.2 1 0 0.01 86 100.011 83 96.51 33 38.4-1 I I I I I I I I II I I 1 7 1 Skilled Craft Workers I Male 1 6 50.01 6 50.0 1 0 0.0 1 0 0.01 12 100.011 ---- 1 6 50.0 1 1 1 1 Female 1 0 0.01 0 0.0 1 0 0 0.01 0 0.011 1 0 0.0 1 1 1 I Total 1 6 50.01 6 50.0 1 0 0.0 1 0 0.01 12 100.011 0 0.01 6 50.0 1 I I I I I I I I II I I I 8 1 Service/Maintenance I Male 1 11 30.61 14 38.9 I 0 0.0 I 1 2.81 26 72.211 ---- 1 15 41.7 1 1 1 1 Female 1 2 5.61 8 22.2 1 0 0.0 0 0.01 10 27.811 1 8 22.2 1 1 1 1 Total 1 13 36.11 22 61.1 1 0 0.0 (_ 1 2.81 36 100.011 10 27.81 23 63.9 1 i 1 1 1 1 I 1 11 1 1 1 TOTALS I Male 1 154 30.01 45 8.8 1 1 .2 I 1 .21 201 39.211 ----- 1 47 9.2 I 1 Female 1 216 42.11 95 18.5 1 1 .2 i 0 0.01 312 60.611 1 96 18.7 1 1 I Total 1 370 -72.11 140 27.3 1 2 .4 I 1 .21 513 100.01 312 60.81 143 27.9 1 Rounded to the nearest tenth Excludes Elected Officials Columns May Not Be Additive Due To Rounding b� RECRUITMENT AREA LABOR FORCE BY EEO CATEGORY* I white I Minority I All All All EEO Males Females I Males Females I Males Females Minorities Category No t No E ( No. t No. t I No. t No. Officials/ 38,966 54.9 22,478 31.6 I 5,261 7.4 4,324 6.1 ] 44,227 62.3 26,802 37.7 9,585 13.5 I I Administrators I I I ( I I I I Professionals 44,411 42.7 43,925 42.2 I 6,546 6.3 9,184 8.8 I 50,957 49.0 53,109 51.0 15,730 15.1 I I I I I Technicians 17,656 52.6 9,421 28.1 I 3,154 9.4 3,344 10.0 I 20,810 62.0 12,765 38.0 6,498 19.4 I I I I I Protective Service 3,712 59.0 573 9.1 I 1,603 25.5 399 6.4 I 5,315 84.5 972 15.5 2,002 31.8 I w I I I I Paraprofessionals 835 7.1 6,045 51.2 I 819 6.9 4,119 34.8 I 1,654 14_0 10,164 86.0 4,938 41.8 I I I I Office/Clerical 20,034 19.6 56,632 55.5 I 6,319 6.2 19,009 18.6 I 26,353 25.8 75,641 74.2 25,328 24.8 I I I I I Skilled Crafts 28,072 71.0 2,601 6.6 I 7,811 19.8 1,073 2.7 ( 35,883 90.7 3,674 9.3 8,894 22.5 I I I I I Service/ 29,988 32.4 21,173 22.9 I 23,124 25.0 18,235 19.7 I 53,112 57.4 39,408 42.6 41,359 44.7 Maintenance I I I I I I I I Totals 183,674 39.9 162,848 35.3 I 54,637 11.9 59,687 13.0 1 238,311 51.7 222,535 48.3 114,324 24.8 ro t� *Source: 1990 Census Population Report, Executive Telecom System Human Resource Information Network 11-17-92 C� APPENDIX D COMPARISON OF THE ORANGE COUNTY WORK FORCE TO RECRUITMENT AREA LABOR FORCE BY RACE AND SEX RECRUITMENT AREA ORANGE COUNTY CATEGORY AVAILABILITY* WORK FORCE Number Percent Number Percent Total 460, 846 100 . 0 513 100. 0 White 346,522 75 . 2 370 72 . 1 Black 100, 643 21. 8 140 27 . 3 Hispanic 5 , 024 1. 1 1 . 2 Asian 1,233 .27 2 . 4 American Indian 7 , 328 1. 6 0 0 . 0 Other Race 96 . 02 0 0 . 0 All Minorities 114 , 324 24 . 8 143 27 . 9 All Females 222,535 48 . 3 312 60. 8 *Source: 1990 Census Population Report, Executive Telecom System Human Resource Information Network 11-17-92 . Orange County Workforce data is as of November 1, 1992 -40- COMPARISON OF ORANGE COUNTY WORKFORCE WITH RECRUITMENT AREA AVAILABILITY BY EEO CATEGORY AS OF NOVEMBER 1 1992 A B C D E F Difference Between Recruitment Area Orange County Availability (D) EEO EEO Availability* Work Force and Utilization (E) Code Category Race/Sex No. % No. % % 1 Officials and WM 38,966 54 .9 12 42 . 9 -12. 0 Administrators WF 22,478 31.6 10 35 .7 + 4. 1 MM 5,261 7 .4 4 14 .3 + 6.9 MF 4, 324 6 . 1 2 7 . 1 + 1.0 Total 71, 029 100.0 28 100.0 --- All Minorities 9,585 13.5 6 21.4 + 7 .9 All Females 26,802 37 .7 12 42. 9 + 5 .2 2 Professionals WM 44,411 42 .7 35 23. 3 -19.4 WF 43,925 42 .2 82 54 . 7 +12 .5 MM 6,546 6.3 6 4 . 0 - 2.3 MF 9, 184 8. 8 27 18. 0 + 9.2 Total 104,066 100 . 0 150 100.0 --- All Minorities 15, 730 15 . 1 33 22 .0 + 6. 9 All Females 53,109 51 .0 109 72 .7 +21.7 3 Technicians WM 17,656 52 .6 26 26 .5 -26. 1 WF 9,421 28 . 1 51 52 .0 +23. 9 MM 3, 154 9 .4 3 3. 1 - 6. 3 MF 3,344 10.0 18 18.4 + 8 .4 ro Total 33,575 100.0 98 100. 0 --- �+ All Minorities 6,498 19 .4 21 21.4 + 2.0 All Females 12,765 38.0 69 70.4 +32.4 A B C D E F Difference Between Recruitment Area Orange County Availability (D) EEO EEO Availability* Work Force and Utilization (E) Code Category Race/Sex No. % No. % % 4 Protective WM 3,712 59.0 57 73 . 1 +14. 1 Service WF 573 9. 1 5 6 .4 - 2.7 MM 1,603 25 .5 11 14 . 1 -11.4 MF 399 6.4 5 6.4 0.0 Total 6,287 100.0 78 100. 0 --- All Minorities 2,002 31.8 16 20.5 -11.3 All Females 972 15 .5 10 12. 8 - 2 .7 5 Paraprofessionals WM 835 7 . 1 5 20. 0 +12.9 WF 6, 045 51.2 15 60.0 + 8 .8 MM 819 6 .9 1 4 .0 - 2 .9 MF 4, 119 34 .8 4 16.0 -18.8 Total 11, 818 100 .0 25 100.0 --- All Minorities 4,938 41. 8 5 20.0 -21. 8 All Females 10, 164 86. 0 19 76. 0 -10.0 6 Office and WM 20,034 19. 6 2 2.3 -17 .3 Clerical WF 56, 632 55.5 51 59.3 + 3.8 MM 6,319 6.2 1 1. 1 - 5 . 1 MF 19,009 18. 6 32 37 .2 +18.6 Total 101,994 100. 0 86 100.0 --- All Minorities 25,328 24 . 8 33 38.4 +13.6 All Females 75,641 74 .2 83 96.5 +22.3 ro �'a A B C D E F Difference Between Recruitment Area Orange County Availability (D) EEO EEO Availability* Work Force and Utilization (E) Code Category Race/Sex No. % No. % % 7 Skilled Craft WM 28,072 71. 0 6 50.0 -21.0 WF 2,601 6. 6 0 0. 0 - 6. 6 MM 7,811 19 .8 6 50.0 +30.2 MF 1,073 2 .7 0 0.0 - 2 . 7 Total 39,557 100.0 12 100.0 --- All Minorities 8,884 22.5 6 50. 0 +27 .5 All Females 3,674 9.3 0 0.0 - 9. 3 8 Service/ WM 29,988 32 .4 11 30 .6 - 1. 8 Maintenance WF 21,173 22 .9 2 5.6 -17.3 MM 23, 124 25. 0 15 41.7 +16.7 w MF 18,235 19.7 8 22.2 + 2.5 Total 92,520 100.0 36 100 .0 --- All Minorities 41,359 44 .7 23 63.9 +19 .2 All Females 39 ,408 42. 6 10 27.8 -14.8 TOTALS WM 183,674 39. 9 154 30 .0 - 9 .9 WF 162, 848 35. 3 216 42 . 1 + 6 . 8 MM 54,637 11. 9 47 9 .2 - 2.7 MF 59,687 13. 0 96 18 .7 + 5 .7 Total 460,846 100.0 513 100.0 --- All Minorities 114 ,324 24 . 8 143 27 .9 + 3. 1 All Females 222,535 48.3 312 60.8 +12 .5 ro tZI *Data source for Orange County Workforce is Appendix B and for labor force availability by EEO Code is Appendix C. COMPARISON OF UTILIZATION OF MINORITIES AND WOMEN IN ORANGE COUNTY WORK FORCE Work Force Work Force Work Force Work Force Group 1-1-90 1-1-91 1-1-92 11-1-92 Minorities 134 29.5 134 28.6 134 27.2 143 27 .9 Women 269 59 .3 282 60. 1 297 60.2 312 60.8 Total 454 100.0 469 100. 0 493 100 . 0 513 100.0 ro to �e ro COMPARISON OF UTILIZATION OF WOMEN AND MINORITIES IN ORANGE COUNTY WORK FORCE BY EEO CATEGORY 1-1-90 1-1-91* 1-1-92* 11-1-92 EEO CATEGORY Group # % # % # % # % 1 Officials and Minorities 5 23 . 8 8 18.2 6 22.2 6 21.4 Administrators Women 11 52 . 4 19 43.2 11 40.7 12 42 . 9 ' 2 Professionals Minorities 17 20.2 27 22 .7 32 21.5 33 22 .0 Women 60 71.4 88 73.9 103 69. 1 109 72 .7 3 Technicians Minorities 12 17 . 1 10 22 .2 19 20.0 21 21.4 Women 34 48 . 6 28 62.2 72 75.8 69 70.4 4 Protective Service Minorities 13 19 . 1 14 20. 6 16 20.5 16 20.5 Workers Women 7 10. 3 8 11. 8 10 12 . 8 10 12 . 8 5 Paraprofessionals Minorities 25 39 .7 27 33 . 8 4 16.7 5 20.0 Women 48 76.2 57 71.2 19 79.2 19 76.0 6 Office and Clerical Minorities 38 35.8 27 34 . 6 30 38.0 33 38.4 Women 99 93.4 77 98.7 75 94.9 83 96.5 7 Skilled Craft Minorities 4 44 .4 6 46.2 6 50 .0 6 50.0 Workers Women 0 0.0 0 0 .0 0 0 .0 0 0.0 8 Service/Maintenance Minorities 20 60. 6 15 68 .2 21 72. 4 23 63. 9 Women 10 30.3 5 22 .7 7 24. 1 10 27 . 8 ALL EEO CATEGORIES Minorities 134 29 .5 134 28 .6 134 27 .2 143 27 . 9 TOTALS Women 269 59. 3 282 60. 1 297 60 .2 312 60. 8 b *As a result of a comprehensive review and updating of EEO category assignments in July, 1991, increases/decreases in 1/92 as compared to 1/91 may reflect coding changes rather than actual increases/decreases. ORANGE COUNTY COMMISSIONERS P.O. Box 8181 HILLSBOROUGH, N.C. 27278 Moses Carey,Jr. 732-8181 Alice M. Gordon 968-4501 Stephen H. Halkiotis 688-7331 Verla C. lnsko 227-2031 Don Willhoit 644-3004 (Fax) April 20, 1993 MEMORANDUM TO: Recipients of the Orange County Affirmative Action Plan /, FROM: Moses Carey, Jr. ,' ai Board of County Commissioners SUBJECT: Orange County Equal Employment Opportunity Policy and Affirmative Action Plan It is the policy of Orange County to foster, maintain and promote equal employment opportunity. 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. The County' s non-discrimination policy extends to recruitment, selection, hiring, compensation, promotion, training and all other aspects of employment. The County ensures that all personnel actions such as pay, benefits, promotions, terminations and training are administered without regard to 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. In accordance with the law and its affirmative action commitment, the County has adopted an Affirmative Action Plan covering minorities and women. The County' s affirmative action program, as revised from time-to-time, reaffirms the County' s commitment to equal opportunity in employment. We urge you to review this Affirmative Action Plan for the period November 1992 through October 1994 . Please call the Orange County Personnel Department with any question or concern. At.COUNT IN ORANGE COUNTY ! ~