diversity plan 12-10
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CityofLongview
WorkforceDiversity
Plan
December9,2010
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TableofContents
ExecutiveSummary............................................................................................................................ 3
Introduction....................................................................................................................................... 5
Background........................................................................................................................... 6
Methodology...................................................................................................................................... 9
Findings.............................................................................................................................................. 10
EmployeeDemographics...................................................................................................... 10
EEOJobCategories............................................................................................................... 12
ApplicantPool....................................................................................................................... 13
Objectives&Strategies...................................................................................................................... 15
Policy&Commitment........................................................................................................... 15
Recruitment.......................................................................................................................... 15
Hiring..................................................................................................................................... 16
EmployeeDevelopment,JobPromotions&Retention........................................................ 17
EmployeeDiversityTraining................................................................................................. 18
Accountability....................................................................................................................... 18
SignsofSuccess.................................................................................................................................. 19
Appendix............................................................................................................................................ 20
Table1EmployeeCountyofResidence............................................................................. 20
Table2GreggCountyLaborForcev.CityofLongviewEmployeesbyJobCategory.........21
Table3ComparisonofActualCityofLongviewStaffingv.IdealStaffing......................... 22
Table4Applicant&NewHireDatabyScreeningPoints................................................... 23
EEO4DescriptionofJobCategories..................................................................................... 24
EEO4JobCategory1Officials&Administrators............................................................... 26
EEO4JobCategory2Professionals................................................................................... 27
EEO4JobCategory3Technicians..................................................................................... 29
EEO4JobCategory4ProtectiveServices......................................................................... 32
EEO4Job
Category
6
Administrative
Support
...................................................................
38
EEO4JobCategory7SkilledCraftWorkers...................................................................... 41
EEO4JobCategory8ServiceMaintenance...................................................................... 45
Sources.................................................................................................................................. 47
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ExecutiveSummary
As a leading public service organization in this community, the City of Longview recognizes the
importanceofdevelopingadiverseworkforcethatreflectsthecommunitysdemographicsasmuchas
possible.ThisallowstheCitytobetterunderstandandrespondtocitizensrequestsandconcerns.The
City of Longview is committed to establishing a workplace where each employee is valued and
encouragedtomaximizetheirpotential.
TheCityofLongviewWorkforceDiversityPlanisaguidingdocumentthatisintendedto:
Facilitatethehiring,developmentandpromotionofqualifiedemployees,includingunderrepresentedminorities
Promoteanddevelopaninclusive,respectfulworkenvironmentAsamethodofevaluationforthisplan,theCityofLongviewemployeedemographicswerecomparedto
theoverallGreggCountylaborforce.While,theCitysagedemographicsindicateagoodrepresentation
of employees over age 40, this comparison suggests that there may be opportunities to increase the
diversityinboththeracialminorityandfemalecategories(Figure1).
Figure
1:
Gregg
County
Labor
Force
v.
City
of
Longview
Employees
09/30/2010
GreggCountyLaborForce
TotalRacial
Minority Female Age40+
27.4% 46.9% 50.5%
CityofLongviewEmployees 19.1% 30.7% 59.0%
Sources:2000U.S.Censusand9/30/2010CityofLongviewEmployeeRosterforfulltime&parttimeemployees
LookingatthesamedatabrokenoutbyU.S.EqualEmploymentOpportunity (EEO)jobcategories,the
opportunitiesto
increase
racial
diversity
exist
primarily
in
professional,
technical
and
protective
services
jobs. In addition, the information reflects a potential to increase gender diversity in professional and
technicianpositions(Seepage11,Figure8).
Toaddresstheseopportunities,theWorkforceDiversityPlanincludesspecificobjectivesintheareasof
policy and commitment, recruitment, hiring, employee development, training and accountability as
notedbelow.Specificstrategiesareoutlinedlaterinthisreport.
Policy&Commitment
Researchbestpracticesanddevelopproceduresandpractices related to theCitysWorkforceDiversity
Plan.
CommunicatetheCitysdiversitycommitmenttostakeholders.
Recruitment
ResearchbestpracticesforlocatingandrecruitingqualifiedcandidatesfortheCitysdiversejobsandcareerpathsandestablisharecruitmentplan.
Discoverandconnectwithqualifiedapplicantsintheminoritycommunityinanefforttowidenanddiversifytheapplicantpool.
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Hiring
Hirebasedonjobrelatedability,asmeasuredbyuniformandconsistentlyappliedqualificationandselectionstandards.
EmployeeDevelopment,JobPromotions&Retention
Promote employees based onjobrelated ability, as measured by uniform and consistentlyappliedqualificationandselectionstandards.
Continue to provide employees with opportunities to develop their knowledge, skills andabilitieswithagoalofpromotingintopositionswithmoreresponsibility.
Improveretentionbyhelpingemployeesremainengagedintheirwork.EmployeeDiversityTraining
Promoteunderstandingandequipemployeestocreateaworkenvironmentthat isrespectful,inclusiveanddiverse.
Accountability
Establish a method of accountability for managing a diverse, inclusive, and respectfulenvironment.
Ratherthanafixeddocument,thisplanisexpectedtobefluidandadaptabletochangingconditions.In
anefforttoremainaccountableandtransparent,Citystaff intendstoprovidetheExecutiveTeamand
CityCouncilwithanannualprogressreporttoincludeaccomplishmentsandrelatedstatisticalanalysis.
The City of Longview understands that workforce diversity is impacted by many factors and cannot
solelybemeasurednumerically.Asoutlinedlaterinthisreport,othersignsofsuccessincludeabroader,
diverseapplicant
pool
of
qualified
candidates,
ensuring
that
job
interviewers
are
professionally
trained,
increasingparticipationinemploymentdevelopmentprograms,andprovidingqualitytrainingprograms.
No single policy, strategy, or plan will be sufficient. Rather, the principle of diversity will be best
accomplishedovertimethroughincrementalchangesandongoingemphasis.
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Introduction
Whenthetermdiversityisusedinthisdocument,itisnotintendedtobesynonymouswiththeterm
minority, as usedwhen referring to federally protected groups. Diversity includesall of the ways in
which people differ, including innate characteristics (i.e. age, race, gender, physical abilities) and
acquired characteristics (i.e. education, religion, socioeconomic status, experiences). This plan is not
intended to promote or demote any group or characteristic over another but rather to help the
organization
examine
how
differences
within
the
workforce
can
be
beneficial.
Through
a
continued
commitment from City leadership, training, focused attention on processes, removing barriers, and
creating a respectful workplace, diversity management should become the normal way of doing
business.
MerriamWebstersdictionarydefinesdiversityas:
1. The condition of having or being composed of differing elements: variety; especially theinclusionofdifferenttypesofpeople(aspeopleofdifferentracesorcultures)inagroupor
organization
2. An instance of being composed of differing elements or qualities: an instance of beingdiverse
So,what isdiversitymanagement? AccordingtotheU.S.DepartmentofVeteransAffairs,Officeof
Diversityand Inclusion, thisexpression refers toaprocess intended tocreateandmaintainapositive
workenvironmentwherethesimilaritiesanddifferencesofindividualsarevalued,sothatallcanreach
theirpotentialandmaximizetheircontributionstoanorganization'sstrategicgoalsandobjectives.This
processlinksstronglytotheobjectivesoftheCityofLongviewBusinessPlan:
MarketCitystrengths throughastrongpublic relationsoperation Improve the imageof theorganization Continuous campaign promoting the City of Longview Transparent
communication
Developaprocesstoattractandsustainthenumberandtypeofworkersneededforthefuture Educateemployeesinelementsofcustomerservice Improve and enhance organizational culture Promote an empowering environment Grow
leaders through coaching and mentoring Promote ongoing training to ensure professional
growthOpeninternalcommunication
Workforcediversitystretchesfarbeyondequalemploymentopportunitiesforalljobapplicants.Italso
entails providing an inclusive work environment where individuals are valued and respected for their
unique differences, experiences, skills and knowledge. When employees feel appreciated, morale
improves and they become more engaged in their work, thereby increasing performance and service
levels.Anotherbyproductofadiverseworkforceisabroadenedperspectivewhichcanbringincreased
creativity,enhancedinnovation,andimprovedproblemsolving.
The
City
of
Longview
remains
committed
to
the
lawful
and
fair
treatment
of
alljob
applicants,
employees,andcitizens.TheCityshallcontinuallyexaminerecruitmentandhiringpolicies,relatedwork
processes, training programs, promotional practices and methods for employee development to
increase diversity of qualified job candidates, remove any hidden barriers, enhance employee
knowledge,skillsandabilities,andsupportcontinuouslearning.
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Background
InJanuary2010,severalCityofLongviewemployeesbeganworkingwiththeApplicantDiversityTeam,a
subcommitteeoftheRaceRelationsCommittee.ThecollectivemissionwastoreviewthecurrentCity
ofLongviewdemographics,examinetherecruitmentandhiringprocess,anddiscuss ideasto increase
theethnicdiversityintheCitysapplicantpoolsandtheCityshiringdecisions.
TheCity
provided
the
Applicant
Diversity
Team
with
detailed
quarterly
statistics
for
applicants
in
2009
2010, hiring statistics dating back three (3) years and employee ethnicity/race demographics. This
employeeandnewhiredatawascomparedtotheavailableLongviewCivilianLaborForceaccordingto
the2000U.S.Census.
ThecomparisonshowedthattheoverallminorityethnicityratefortheavailableworkforceinLongview
is30%,whiletheCityofLongviewemployeesminorityethnicityrateis19%.TheCitybeganandended
theFY0910fiscalyearwiththesameoverallethnicityrate. Theratehowever increasedfrom10%to
11%inthesupervisorycategory.AttheAdministrativeTeamlevel,theminorityethnicityratebeganand
endedat10%.TheCitysemployeedemographicsindicatetheremaybeopportunitiestoincreaseracial
diversitywithintheorganization.
TheCityshiringstatisticsforthelastthree(3)yearsshowmovementfromhiring34%ethnicminorities
in20072008,to25%in20082009,thenbackupto33%in20092010(Figure2,3and4).Recallingthat
theavailableworkforceforracialminorities inLongview is30%,onecanseethattheCityofLongview
droppedbelow that indicator in20082009butwasabove the indicator the other twoyears. In2007
and2008,theEastTexasareaexperiencedasharpincreaseinoil/gasrelatedhiring.TheCitylostseveral
skilled and unskilled workers to this industry, many of whom were ethnic minorities, and the
departmentshadadifficulttimefillingthosepositions.Thismayhavealsobeenacontributingfactorto
theCitysdropinminorityhiringin20082009.
Figure2: FY20072008NewHireData
Race/Ethnicity
Total
Hired
Longview
Workforce
Ratio Hired
White 89 69.67% 65.93%
Black 37 19.97% 27.41%
Hispanic/Latino 7 8.54% 5.19%
TwoorMoreRaces 1 0.80% 0.74%
AmericanIndian 0 0.26% 0.00%
Asian 0 0.67% 0.00%
Hawaiian/PacificIslander 1 0.08% 0.74%
Totals 135 100.00% 100.00%
TotalMinorityWorkforceRatiov.Hired 30.33% 34.07%
Pinkshadingindicateshiringlevelisbelowworkforceratio
Dataisforfulltime&parttimejobsfilled
Datadoesnotincludecertifiedpolicepositions.PolicedonotuseNEOGOVhiringsoftware.
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Figure3: FY20082009NewHireData
Race/Ethnicity
Total
Hired
Longview
Workforce
Ratio Hired
White 65 69.67% 74.71%
Black 15 19.97% 17.24%
Hispanic/Latino 4 8.54% 4.60%
TwoorMoreRaces 1 0.80% 1.15%
AmericanIndian 2 0.26% 2.30%
Asian 0 0.67% 0.00%
Hawaiian/PacificIslander 0 0.08% 0.00%
Totals 87 100.00% 100.00%
TotalMinorityWorkforceRatiov.Hired 30.33% 25.29%
Pinkshadingindicateshiringlevelisbelowworkforceratio
Data
is
for
full
time
&
part
time
jobs
filled
Datadoesnotincludecertifiedpolicepositions.PolicedonotuseNEOGOVhiringsoftware.
Figure 4 contains additional statistics because the City implemented a new applicant and hiring
software, NEOGOV, which tracks candidates through the entire application process. An expanded
versionwithharddataislocatedintheAppendix,Table4.
Figure4: Applicant&HiringStatistics
2009/2010
ALLFILLEDPOSITIONS
Race/Ethnicity
Longview
Available
Workforce
1 Min
Qual.
2 Top
Candidate
3 Skills
Testing
4
Interview 5 Hired
%passing %passing %passing %passing %passing
White 69.67% 60.72% 67.98% 66.07% 63.73% 67.06%
BlackAfricanAmerican 19.97% 30.39% 21.00% 22.52% 26.47% 22.35%
Hispanic/Latino 8.54% 5.13% 6.82% 7.21% 6.86% 7.06%
TwoorMoreRaces 0.80% 1.85% 2.36% 2.40% 2.94% 3.53%
AmericanIndian
0.26%
0.93%
0.79%
0.90%
0.00%
0.00%
Asian 0.67% 0.71% 0.79% 0.90% 0.00% 0.00%
Hawaiian/PacIslander 0.08% 0.27% 0.26% 0.00% 0.00% 0.00%
TotalNonWhite 30.33% 39.28% 32.02% 33.93% 36.27% 32.94%
Note:Dataisforfulltime&parttimejobsfilled
Doesnotincludedcertifiedpolicepositions.PolicedonotutilizeNEOGOVhiringsoftware.
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Eachquarter,theApplicantDiversityTeamexaminedapplicantstatisticsattheprimarydecisionmaking
pointsinthehiringprocess.Duetoapartialhiringfreezein20092010andahiringprocessthatcantake
several weeks, it is difficult to glean much useful information from quarterly reports. Instead, the
applicant information was combined into an annual report to see the larger picture (Figure 4). When
comparing the success/passing rates of each step in the process with the race data of the Available
WorkforceinLongview(yellowshading),onecanseethatadditionalattentionshouldbefocusedonthe
Hispanic/Latinoapplicant
pool
(pink
shading).
In 20092010, the City received 4,132 applications with approximately 41% coming from ethnic
minorities (Figure 5). Overall, this indicates the Citys recruiting efforts are reaching the minority
communities,althoughopportunitiesstillexisttoincreaseHispanic/Latinorecruitment.
Figure5: ApplicationsReceivedFY2009/2010
Race/Ethnicity TotalApps %ofApps
Longview
Available
Workforce
White
2449 59.27% 69.67%
Black 1307 31.63% 19.97%
Hispanic/Latino 229 5.54% 8.54%
TwoorMoreRaces 82 1.98% 0.80%
AmericanIndian 30 0.73% 0.26%
Asian 27 0.65% 0.67%
Hawaiian/PacIslander 8 0.19% 0.08%
Totals 4132 100.00% 100%
%Minority
Applications
%Minority
Workforce
40.73% 30.33%
Note:Dataisforfulltime&parttimejobsfilledwith99%selfreportingraceandgender
Datadoesnotincludecertifiedpolicepositions.PolicedonotuseNEOGOVhiringsoftware.
In July2010, theCityof Longviewdecided to developa citywidediversityplan.They created ashort
termteamofCityemployeesfromacrosssectionofdepartments,jobs,race,gender,andages.Using
theapplicantstatisticalreportscompiledbytheApplicantDiversityTeam,theemployeeteamreviewed
and discussed the process in detail and made recommendations to improve the diversity of qualified
applicantpoolsandmaketheprocessevenmoreconsistent.Manyoftheteamsideasareincorporated
intotheObjectives&Strategiessectionofthisreport.
Citystaffalsometwith theHPOEducationandTrainingTeam todiscuss ideas foremployeediversity
training. Topics included subject matter, training methods, length of classes, trainers, and minimum
requirements.Thisdiscussionwillcontinueasadditionalemployeeclassesarecreated.
Programs and materials from several cities and counties were used in the development of this plan.
OtherprimarysourcesaretheU.S.EqualEmploymentOpportunityCommission,theSocietyforHuman
ResourceManagementandvariousbooksondiversitymanagement(Appendix).
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Methodology
Thedatasourcesusedtodevelopthisplaninclude:
CityofLongviewHR/PayrollInformationSystem CityofLongviewNEOGOVInsightAutomatedHiringSoftware 2000EEOSupplementaryReport:DetailedOccupationoftheCivilianLaborForcebySex,Race
andHispanicOriginissuedbytheU.S.CensusBureauforGreggCounty
2000EEOSupplementaryReport:EmploymentbyOlderAgeGroupsissuedbytheU.S.CensusBureauforGreggCounty
SpecialNote:
Forthepurposeofthisreport,thetermsethnicorracialminorityshallbedefinedasanyracialor
ethnicgroup(s)notclassifiedasWhite.
AlthoughtheApplicantDiversityTeamusedLongviewU.S.Censusdatatodeterminetheavailablelabor
force, the City of Longview chose to expand the data to include U.S. Census information for Gregg
County.
The
primary
reason
is
that
the
majority
(64%)
of
employees
lives
inside
Gregg
County(Appendix, Table 1). Another contributing factor is that the Citys applicant pool comes from a wide
areaaroundLongviewandthestate,especiallyforprofessionalpositions.
Toarrange theCensusdata inawaythat ismore relevanttopublicsectorwork, theCityusedaU.S.
Census report (notedabove) thatsorts theGreggCounty information into EEOjobcategoriesused in
local government. Like all municipalities, the City is required to file a biannual EEO4 Report to the
federal government using these same categories. To maintain consistency, the City will review and
report data in this EEO format. When 2010 census data becomes available by county, the City will
updatethetablestoreflectthenewstatistics.
Workforce Utilization Analysis (Figure 8): Examines the City of Longviews composition of racial
minorities
and
females
in
each
of
the
seven
(7)
EEOjob
categories
and
compares
it
to
the
available
Gregg County labor force. This analysis addresses the question, Does the composition of the City
workforcereflectatleast80%oftheavailableworkforceinGreggCounty? This80%ruleofthumbisa
standard benchmark for determining areas where significant opportunities exist to increase diversity
andwillbeusedtoprioritizeandfocusefforts.TheEqualEmploymentOpportunityCommission(EEOC)
and other agencies have adopted this rule of thumb when measuring selection rates for federally
protectedgroups.
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Findings
EmployeeDemographics
At theendof fiscalyear20092010, theCityofLongviewhad810 fulltimeandparttimeemployees.
TheU.S.CensusBureauindicatesthatintheyear2000,theavailableGreggCountyCivilianLaborForce
totaled 52,710 individuals. A basic comparison of the race and gender demographics of the City of
Longviewwith
the
available
workforce
in
Gregg
County
indicates
there
are
opportunities
to
increase
boththeracialminorityandfemalerepresentationattheCityofLongview(Figure6).Agedemographics
indicatetheaverageageforCityofLongviewemployeesis43yearswith59%ofemployeesoverage40
and51%oftheGreggCountylaborforceover40yearsofage.
Figure6: GreggCountyLaborForcev.CityofLongviewEmployees
Race Gender Age
White Hispanic Black Asian
Amer
Indian
2+
Races
Total
Racial
Minority M F 40+
GreggCounty
LaborForce 72.7% 7.5% 17.9% 0.7% 0.4% 0.9% 27.4% 53.1% 46.9% 50.5%
Cityof
Longview
Employees 80.9% 2.8% 15.1% 0.1% 0.5% 0.6% 19.1% 69.3% 30.7% 59.0%
Sources:2000U.S.Censusand9/30/2010CityofLongviewRosterforfulltime&parttimeemployees
Thenextstageintheanalysisistodeterminewhereandinwhattypesofjobstheseopportunitiesexist.
The U.S. Census information for the Gregg County Labor Force was compiled in an EEO4 report to
separate jobs into seven (7) specific categories. The results are noted in Figure 7. The category
definitionsandthespecificCityofLongviewjobsassignedtoeachgrouparelocatedintheAppendix.
Figure7: GreggCountyCivilianLaborForcebyEEOJobCategory
GreggCountyLaborForce
Race Gender
White Hispanic Black Asian
Amer
Indian
Other
&2+
Races
Total
Minority M F
Total 72.7% 7.5% 17.9% 0.7% 0.4% 0.9% 27.4% 53.1% 46.9%
Officials/Administrators 86.7% 2.8% 8.9% 0.7% 0.1% 0.7% 13.2% 61.3% 38.6%
Professionals 83.6% 3.6% 10.5% 1.0% 0.6% 1.1% 16.8% 41.2% 58.9%
Technicians
73.9%
0.3%
20.1%
2.1%
1.7%
1.7%
25.9%
39.0%
60.7%ProtectiveServices 82.8% 3.0% 12.7% 0.0% 0.0% 1.5% 17.2% 88.8% 11.2%
AdministrativeSupport 77.7% 3.8% 17.3% 0.4% 0.3% 0.5% 22.3% 31.9% 68.2%
SkilledCraftWorkers 72.0% 11.4% 15.2% 0.0% 0.4% 1.1% 28.1% 93.6% 6.4%
ServiceMaintenance 58.6% 13.1% 26.2% 0.6% 0.4% 1.1% 41.4% 58.0% 42.0%
Source:2000U.S.Census.
Note:Paraprofessionalscategoryeliminatedfrom2000U.S.Census.
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City of Longview employee demographics were sorted by EEO4job category and compared to the
available workforce in Gregg County (Figure 8). This is a Workforce Utilization Analysis of racial
minoritiesandwomenintheeachoftheseven(7)EEOjobcategories.Itaddressesthequestion,Does
the composition of our City workforce reflect at least 80% of what is available in the relevant labor
market?Asmentionedearlier,thisisabasicindicatorwhenanalyzingworkforcediversity.
Figure8: CityofLongviewEmployeesv.AvailableGreggCountyWorkforcebyEEOJobCategory
Officials/Administrators
Total
EEs
TotalMinority
Race
%Minority
Race
Total
Female
%
Female
COLEmployees 58 7 12.1% 18 31.0%
GreggCoWorkforce 6695 882 13.2% 2584 38.6%
80%RuleofThumb 91.4% 80.4%
Professionals
Total
EEs
TotalMinority
Race
%Minority
Race
Total
Female
%
Female
COLEmployees 84 5 6.0% 21 25.0%
GreggCoWorkforce 7970 1316 16.8% 4692 58.9%
80%Rule
of
Thumb
35.4%
42.4%
Technicians
Total
EEs
TotalMinority
Race
%Minority
Race
Total
Female
%
Female
COLEmployees 117 13 11.1% 46 39.3%
GreggCoWorkforce 1415 370 25.9% 859 60.7%
80%RuleofThumb 42.9% 64.8%
ProtectiveServices
Total
EEs
TotalMinority
Race
%Minority
Race
Total
Female
%
Female
COLEmployees 254 28 11.0% 26 10.2%
GreggCoWorkforce 670 115 17.2% 75 11.2%
80%RuleofThumb 64.0% 91.4%
AdministrativeSupport
Total
EEs
TotalMinority
Race
%Minority
Race
Total
Female
%
Female
COLEmployees 112 29 25.9% 102 91.1%
GreggCoWorkforce 13055 2915 22.3% 8899 68.2%
80%RuleofThumb 116.1% 133.6%
SkilledCraftWorkers
Total
EEs
TotalMinority
Race
%Minority
Race
Total
Female
%
Female
COLEmployees 126 40 31.7% 14 11.1%
GreggCo
Workforce
5815
1630
28.1%
374
6.4%
80%RuleofThumb 113.0% 173.4%
ServiceMaintenance
Total
EEs
TotalMinority
Race
%Minority
Race
Total
Female
%
Female
COLEmployees 59 33 55.9% 22 37.3%
GreggCoWorkforce 16585 6870 41.4% 6969 42.0%
80%RuleofThumb 135.0% 88.8%
Note:Yellowshadingindicatesspecialopportunitiestoincreasediversity
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The 80% rule of thumb was calculated by dividing the percentage of racial minorities and females
employed by the City of Longview by the percentage of racial minorities and females in the Gregg
Countylabormarket.Iftheresultislessthan80%thenthereisapotentialtoincreasediversityinthat
particulararea.
As noted in Figure 8, there are opportunities to increase racial diversity in the job categories of
professionals,
technicians
and
protective
services.
Females
appear
to
be
underrepresented
in
theprofessionalsandtechnicianscategories.SeeAppendix,Table2and3forrelatedharddata.
EEOJobCategories
Thenextlogicalquestion is,Whatkindsofjobsfallintothesecategoriesandarethere indicatorsthat
reflectopportunities insomejobsmorethanothers?Below isasummaryoftheEEO4categories in
questionalongwithashortanalysisofCityofLongviewjobsthatseemtobeunderrepresentedinracial
minoritiesand females.Theanalysiswasbased on the September 30, 2010,employee roster for full
timeandparttimepositions.
Professionals: Occupations which require specialized and theoretical knowledge which is usually
acquired through college training or through work experience and other training which provides
comparable knowledge. Includes: personnel and labor relations workers, social workers, doctors,
psychologists, registered nurses, economists, dietitians, lawyers, systems analysts, accountants,
engineers,employmentandvocationalrehabilitationcounselors,teachersorinstructors,policeandfire
captainsandlieutenants,librarians,managementanalysts,airplanepilotsandnavigators,surveyorsand
mappingscientists,andkindredworkers.
CityofLongviewAnalysis:Therewere83Cityemployees inthisjobcategorywithover50% in
firelieutenant,firecaptainandfirebattalionchiefpositions.Theotherindividualswerespread
outoverseveraldifferentfunctions,suchasthePoliceDepartment,Library,Engineering,Legal
andFinance.Therewere42firepositionsinthiscategorywith0%racialminorityand0%female
representation.
Approximately
75%
of
the
83
positions
were
ones
in
which
employees
promotedupaftergainingadditionaleducation, licensesandskillsthrough internalorexternal
programsandpersonalinitiative.
Technicians: Occupations which require a combination of basic scientific or technical knowledge and
manual skill which can be obtained through specialized postsecondary school education or through
equivalent onthejob training. Includes: computer programmers, drafters, survey and mapping
technicians, licensed practical nurses, photographers, radio operators, technical illustrators, highway
technicians, technicians (medical, dental, electronic, physical sciences), police and fire sergeants,
inspectors(productionorprocessinginspectors,testersandweighers),andkindredworkers.
Cityof
Longview
Analysis:
The
City
had
117
employees
in
this
category
with
30%
assigned
to
Public Safety Communications and 20% Police Sergeants. The others were spread throughout
theorganization.The35PublicSafetyCommunicationspositionshavearacialminorityratioof
20%andaconcentrationoffemales.Therewere23PoliceSergeantswitha0%racialminority
ratio and 5% female representation. Other areas with underrepresentation in minority races
consistofITrelatedjobsincludingGeographicInformationSystems, instrumenttechniciansand
wastewater inspectorsand technicians. Approximately70% of thesepositions weregainedby
employees taking advantage of internalorexternal programs and onthejob training togrow
intopositionswithgreaterresponsibility.
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ProtectiveServiceWorkers:Occupationsinwhichworkersareentrustedwithpublicsafety,securityand
protectionfromdestructiveforces.Includes:policepatrolofficers,firefighters,guards,deputysheriffs,
bailiffs,correctionalofficers,detectives,marshals,harborpatrolofficers,gameand fishwardens,park
rangers(exceptmaintenance),andkindredworkers.
City of Longview Analysis: There were 254 employees in this category with the bulk in police
officer,fire
recruit,
firefighter
and
fire
driver
positions.
In
the
Police
Officer
classification,
there
were a total of 135 individuals with 16.3% racial minorities and 14.8% females. In the
firefighter/fire driver classification, there were 108 individuals with 2.8% racial minorities and
2.8%females.The largestopportunityto increasediversity is inthefirerecruit,firefighterand
firedriverpositions.Morethan80%oftheemployeesinthiscategorywerehiredfromexternal
applicantpoolswhiletheotherspromotedfromwithintheorganization.
ApplicantPool
Since theCityofLongviewautomatedtheapplicantprocess inNovember2009,theorganizationnow
hasvaluableapplicantdatathatcanbeusedtoanalyzedemographicsateachdecisionmakingpointin
thehiringprocess.
In 20092010, with 99% of applicants selfreporting their race and gender, the City received 4,132
applicationswith40.7%coming fromracialminorities (Figure9). Inthesameyear, theCityhired33%
racial minorities compared to 27.4% in the available Gregg County workforce. When examining the
detailed applicant statistics, the Hispanic/Latino category represented 5.5% of the 40.7% minority
applicantpool,whichislowerthanthe7.5%availablelaborforceratio.Thisindicatesaneedtorefocus
effortstotryandrecruitalargerpoolofHispanic/Latinos.
Figure9: Application&HiringStatisticsFY2009/2010
Race TotalApps %ofApps %Hired
Gregg
County
LaborForce
White 2449 59.3% 67.1% 72.7%
Black 1307 31.6% 22.4% 17.9%
Hispanic/Latino 229 5.5% 7.1% 7.5%
TwoorMoreRaces 82 2.0% 3.5% 0.9%
AmericanIndian 30 0.7% 0.0% 0.4%
Asian 27 0.7% 0.0% 0.6%
Hawaiian/PacIslander 8 0.2% 0.0% 0.1%
Totals 4132 100.0% 100.0% 100.0%
%Minority
Applications
%Minority
Hired
%Minority
Workforce
40.7% 33.0% 27.4%
Note:Dataisforfulltime&parttimejobsfilledwith99%selfreportingraceandgender
Datadoesnotincludecertifiedpolicepositions.PolicedonotuseNEOGOVhiringsoftware.
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Further study is needed to determine if the City is attracting diverse, qualified candidates for vacant
positions in the EEO categories in which there is underutilization. Since many of thesejobs are filled
fromwithintheorganization,theCityintendstoanalyzedatarelatedtopromotionsandprogramssuch
as tuition reimbursement and Supervisors Network. The City will also need to determine the job
categories of the positions for which most of the minority candidates are applying. The results may
indicateaneedtorecruitinmorespecializedwaysforprofessionals,techniciansandprotectiveservices
jobsor
expand
employee
development
programs.
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Develop longterm relationships with local and regional schools, universities, colleges and theTexasWorkforceCommission.(HR&Recruitment/HiringTeam)
Maintainalistofrecruitmentsourcesforalljoblevelsandcategories.(HR&Recruitment/HiringTeam)
Objective2:Discoverandconnectwithqualifiedapplicants in theminority community inaneffort to
widenand
diversify
the
applicant
pool.
Strategies
Place regular ads in local minority publications to advertise the Citys employment site andspecificjobopenings.(HR)
Evaluaterecruitmentpossibilitiesthroughotherlocalmedia,suchasradioandtelevision.(HR&Recruitment/HiringTeam)
ExaminethepossibilityofHRassumingfullresponsibilityforjobadvertisements.(HR) Continuallyupdatethelistofjobrecruitmentsources,includinglocalminorityrecruitmentsites
andrelatedprofessionalorganizations.(HR)
Attendworkforceandcollegejobfairstoincludethosewithastrongminoritypresenceanduseminorityrecruiterswhenpossible.(HR&Recruitment/HiringTeam) Participate in localschoolprogramsandcommunityorganizations.Encouragecareers inpublic
serviceandbuildatalentpipeline.(HR&Recruitment/HiringTeam)
Become involved in organizations and groups that allow sharing of information about jobopportunitiesandcareerpaths.(HR&Recruitment/HiringTeam)
WorkwiththeApplicantDiversityTeamtoassistwithrecruitmentpresentations,job fairsanddeveloping relationships with local schools and universities to encourage students to finish
schoolandhelpmarketcareersinpublicservice.(HR&Recruitment/HiringTeam)
Hiring
Objective: Hire based on jobrelated ability, as measured by uniform and consistently applied
qualificationandselectionstandards.
Strategies
Encouragetheuseofdiverseinterviewpanels.(HR,CMO&ExecutiveTeam) Requireallwhoconductemployment interviewstobe formally trained inproper interviewing
techniquesandrelatedemploymentlawissues.(HR,CMO&ExecutiveTeam)
Providemethodstomeasureandvalidatehiringdecisions.(HR) Provideformaltrainingonrelatedemploymentlawandinterviewingtechniques.(HR) Revieweducation,certificationandexperiencerequirementsofpositionswitheachdepartment
andadjust,ifneeded.(HR,ExecutiveTeam&Managers)
MonitorandreviewtheCitysjobapplicationandhiringprocessalongwithrelateddocumentsregularly.(HR&Recruitment/HiringTeam)
Analyze application and hiring statistics to identify trends and potential areas for increaseddiversity.(HR&Recruitment/HiringTeam)
ExpandtheuseoftoolswithinNEOGOVhiringsoftware.(HR)
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EmployeeDevelopment,JobPromotions&Retention
Objective1:Promoteemployeesbasedonjobrelatedability,asmeasuredbyuniformandconsistently
appliedqualificationandselectionstandards.
Strategies
Communicate promotional opportunities and relatedjob requirements to eligible employeesandprovideanopportunitytoapply.(Directors&Managers)
Reexamine the internal application process and update the internal job application.(Recruitment/HiringTeam)
Encouragetheuseofdiverseinterviewpanelsusingtrainedinterviewers.(HR,CMO&ExecutiveTeam)
Provideamethodofmeasuringandjustifyingpromotionaldecisions.(HR)
Objective2:Continuetoprovideemployeeswithopportunities todevelop theirknowledge,skillsand
abilities
with
a
goal
of
promoting
into
positions
with
more
responsibility.
Strategies
ContinuetomarkettheCitystuitionreimbursementprogramtoallemployees.(HR) Review the components of Supervisors Network and reevaluate the selection method for
participants.(HR&ExecutiveTeam)
Identifyknowledgegapswithcurrentsupervisorsandmanagerstoassistindevelopingtrainingclasses.(HR&HPOEducationTeam)
Throughsitevisits,providejobcoachingtolowerwageworkerstohelpthem identifytheskillsandeducationneededtoadvance intohigherlevelpositionsandtohelpthemmakeanaction
plan.(HR&RecruitmentTeam)
Encourage lowwageworkers toparticipate in theCirclesofEastTexaspilotprogram to learnaboutselfsufficiencyskills.(Managers&PartnersinPrevention)
Assistsupervisorsandmanagersincreatingemployeedevelopmentplans.(HR)
Objective3:Improveretentionbyhelpingemployeesremainengagedintheirwork.
Strategies
ReviewandupdatetheExitQuestionnaire.(HR) Evaluateemployeeretentionratesandreasonsemployeesseparatefromemployment.Address
concernsthat
arise
from
this
analysis.
(HR
&
Executive
Team)
Maintainanattractivebenefitspackageandmarketdrivencompensationplan.(HR&CMO) Provide supervisors and managers with resources to build an enjoyable workplace for all
employees.(HR)
Reexamine and update New Employee Orientation to provide relevant information about theorganization,benefits,policies,andworkculture.(HR)
Educate and equip supervisors and managers on how to orient new employees into theworkplaceandmonitorprogress.(HR)
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EmployeeDiversityTraining
TheCitysvaluesofaccountability,teamwork,integrityandprofessionalismrepresenttheinherenttraits
the City looks for in employees. Ideals cannot be forced on employees, nor can it be expected that
occasional classes will create immediate change. However, there is value in an intentional effort to
incorporatediversitytrainingintoallsegmentsoftheorganization.
Objective: Promote understanding and equip employees to create a work environment that is
respectful,inclusive,anddiverse.
Strategies
Provideregularandconsistentdiversityrelatedtraining foremployeesonvariedtopicswithafocusonencouragingandwelcomingdiverseemployees intotheworkplace,attitudebarriers,
generationalissues,protectedclasses,etc.(HR&HPOEducationTeam)
Require that fulltime and parttime employees attend a diversityrelated class a minimum ofonce
every
three
years.
(Executive
Team)
Ensure that new employees are introduced to the Citys commitment to equal employment,nondiscriminationandpreventionofharassment.(HR)
Createmeasurablelearningobjectivesandensurethatalltrainingactivitiesrelatebacktotheseobjectives.(HR&HPOEducationTeam)
Developastrategicpartnershipwithinternalandexternaltrainers.(HR) ExplorethepossibilityofofferingaSpanishintheWorkplacecourse.(HPOEducationTeam)
Accountability
Objective:
Establish
a
method
of
accountability
for
managing
a
diverse,
inclusive,
and
respectful
environment.
Strategies
Explore the expansion of the current performance evaluation tool by providing examples ofbehavior for each rating level in the categories of teamwork, ethical practices, coaching and
leadership.(HR&CMODiversityAdvisoryTeam)
Providedirectorswithanannualdemographicsreportforalldivisionswithintheirauthorityanddiscussareasofopportunity.(HR)
ProvidetheCityCouncilwithanannualdemographicreportandupdateondiversitystrategies.(HR
&
CMO
Diversity
Advisory
Team)
Conductsurveysonemployeemorale.(HR) Conducttrainingevaluations.(HR)
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SignsofSuccess
Signsofasuccessfulworkforcediversityplaninclude:
Theapplicantpoolofqualified,minoritycandidatesisbroader. Thecommunitydemographicmakeupisreflectedintheworkforce. Thereisacommitmenttodiversityinprofessionalandmanagementlevelpositions. Financialresourcesarededicatedtorecruitmentandemployeedevelopmentactivities. Employeesfromdifferentbackgrounds,generationsandculturesarecooperatingandsincerely
talkingtooneanother.
Theworkenvironmentisfriendlyandwelcomingtoemployeesandcitizens. There isaccountabilityforemployeeswhosupportorfailtosupporttheCityscommitmentto
diversity.
Complaintsrelatedtoharassment,discriminationandretaliationdiminish. TheCityspublicimageisimproved. Thefocusondiversitymovesfrombeingan initiativetoanormalwayofdoingbusinessand is
incorporatedintoeveryfacetoftheorganization.
TheCitycontinuestoprovideexcellentemployeebenefitsandacompensationplanthatreflectsthemarkettoattractandretainqualified,diversecandidates.
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Appendix
Table1
EmployeeCountyofResidence
County #ofEEs %ofEEs
BossierParish,LA 2 0.2%
Camp 2 0.2%
Cass 3 0.4%
Cherokee 2 0.2%
Dallas 1 0.1%
Franklin 1 0.1%
Gregg 522 64.1%
Harrison 94 11.5%
Henderson 2 0.2%
Hopkins 3 0.4%
Hunt 2 0.2%
Kaufman
1
0.1%
Lamar 1 0.1%
Marion 1 0.1%
Morris 6 0.7%
Nacogdoches 2 0.2%
Panola 5 0.6%
Rockwall 1 0.1%
Rusk 18 2.2%
Smith 33 4.1%
Tarrant 1 0.1%
Titus
1
0.1%Upshur 100 12.3%
VanZandt 4 0.5%
Wood 6 0.7%
Total 814 100.0%
Source:May2010CityofLongviewEmployeeRoster
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Table2
GreggCountyLaborForcev.CityofLongviewEmployeesbyEEOJobCategory(CityofLongviewRawData,Percentages&Comparisonusing80%RuleofThumb)
GreggCounty
LaborForcev.
Cityof
Longview
Race Gender
White Hispanic Black Asian
Amer
Indian
2+
Races
Total
Minority
80%
Ruleof
Thumb
Total
EEs Male
80%
Ruleof
Thumb Female
Officials/
Administrators 86.70% 2.80% 8.90% 0.70% 0.10% 0.70% 13.20% 91.43% 99.90% 61.30% 80.40% 38.60%
Longview 87.93% 0.00% 10.34% 0.00% 1.72% 0.00% 12.07% 100.00% 68.97% 31.03%
51 6 1 7 58 40 18
Professionals 83.60% 3.60% 10.50% 1.00% 0.60% 1.10% 16.80% 35.43% 100.40% 41.20% 42.44% 58.90%
Longview 94.05% 0.00% 4.76% 1.19% 0.00% 0.00% 5.95% 100.00% 75.00% 25.00%
79 4 1 5 84 63 21
Technicians 73.90% 0.30% 20.10% 2.10% 1.70% 1.70% 25.90% 42.90% 99.80% 39.00% 64.77% 60.70%
Longview 88.89% 0.85% 8.55% 0.00% 0.00% 1.71% 11.11% 100.00% 60.68% 39.32%
104 1 10 2 13 117 71 46
Protective
Services 82.80% 3.00% 12.70% 0.00% 0.00% 1.50% 17.20% 64.09% 100.00% 88.80% 91.39% 11.20%
Longview 88.98% 3.54% 6.30% 0.00% 0.39% 0.79% 11.02% 100.00% 89.76% 10.24%
226 9 16 1 2 28 254 228 26
Administrative
Support 77.70% 3.80% 17.30% 0.40% 0.30% 0.50% 22.30% 116.11% 100.00% 31.90% 133.54% 68.20%
Longview 74.11% 2.68% 22.32% 0.00% 0.89% 0.00% 25.89% 100.00% 8.93% 91.07%
83 3 25 1 29 112 10 102
SkilledCraft
Workers 72.00% 11.40% 15.20% 0.00% 0.40% 1.10% 28.10% 112.98% 100.10% 93.60% 173.61% 6.40%
Longview 68.25% 5.56% 25.40% 0.00% 0.79% 0.00% 31.75% 100.00% 88.89% 11.11%
86 7 32 1 40 126 112 14
Service
Maintenance 58.60% 13.10% 26.20% 0.60% 0.40% 1.10% 41.40% 135.10% 100.00% 58.00% 88.78% 42.00%
Longview 44.07% 5.08% 49.15% 0.00% 0.00% 1.69% 55.93% 100.00% 62.71% 37.29%
26 3 29 1 33 59 37 22
Source:September30,2010CityofLongviewEmployeeRoster
Note:Totalsmaynotaddupto100%duetoroundingfactor
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Table3
ComparisonofActualCityofLongviewStaffingv.IdealStaffingBasedonGreggCountyLaborForce
Note:GrayareasreflectGreggCountyLaborForcedataandwhiteareasreflectCityofLongviewdata
GreggCountyLaborForce
Race Gender
White Hispanic Black AsianAmer
Indian2+
RacesTotal
Minority Total M F
Officials/Administrators 86.7% 2.8% 8.9% 0.7% 0.1% 0.7% 13.2% 100.0% 61.3% 38.6%
Actual# 51 6 1 7 58 40 18
Ideal# 50 1.6 5.2 0.4 0.1 0.4 7.7 58 36 22
Under(Over)Utilized (0.7) 1.6 (0.8) 0.4 (0.9) 0.4 0.7 (4.4) 4.4
Professionals 83.6% 3.6% 10.5% 1.0% 0.6% 1.1% 16.8% 100.0% 41.2% 58.9%
Actual# 79 4 1 5 84 63 21
Ideal# 70 3 9 1 1 1 14.1 84 35 49
Under(Over)Utilized (8.8) 3.0 4.8 (0.2) 0.5 0.9 9.1 (28.4) 28.5
Technicians
73.9%
0.3%
20.1%
2.1%
1.7%
1.7%
25.9%
100.0%
39.0%
60.7%
Actual# 104 1 10 2 13 117 71 46
Ideal# 86 0 24 2 2 2 30.3 117 46 71
Under(Over)Utilized (17.5) (0.6) 13.5 2.5 2.0 (0.0) 17.3 (25.4) 25.0
ProtectiveServices 82.8% 3.0% 12.7% 0.0% 0.0% 1.5% 17.2% 100.0% 88.8% 11.2%
Actual# 226 9 16 1 2 28 254 228 26
Ideal# 210 8 32 0 0 4 43.7 254 226 28
Under(Over)Utilized (15.7) (1.4) 16.3 0.0 (1.0) 1.8 15.7 (2.4) 2.4
AdministrativeSupport 77.7% 3.8% 17.3% 0.4% 0.3% 0.5% 22.3% 100.0% 31.9% 68.2%
Actual# 83 3 25 1 29 112 10 102
Ideal#
87
4
19
0
0
1
25.0
112
36
76
Under(Over)Utilized 4.0 1.3 (5.6) 0.4 (0.7) 0.6 (4.0) 25.7 (25.6)
SkilledCraftWorkers 72.0% 11.4% 15.2% 0.0% 0.4% 1.1% 28.1% 100.1% 93.6% 6.4%
Actual# 86 7 32 1 40 126 112 14
Ideal# 91 14 19 0 1 1 35.4 126 118 8
Under(Over)Utilized 4.7 7.4 (12.8) 0.0 (0.5) 1.4 (4.6) 5.9 (5.9)
ServiceMaintenance 58.6% 13.1% 26.2% 0.6% 0.4% 1.1% 41.4% 100.0% 58.0% 42.0%
Actual# 26 3 29 1 33 59 37 22
Ideal# 35 8 15 0 0 1 24.4 59 34 25
Under(Over)Utilized 8.6 4.7 (13.5) 0.4 0.2 (0.4) (8.6) (2.8) 2.8
Sources:2000U.S.Censusand9/30/2010CityofLongviewRosterforfulltime&parttimeemployees
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Table4
Applicant&NewHireDatabyScreeningPoints
FY2009/2010
Race
No
Min
Qual
Not
a
Top
App
Skill
Test Intview Refs
Back
grd
Check Hired
Total
Apps
Lgv
Work
Force
Ratio SP1 SP2 SP3 SP4
Hired
SP7
SP1 SP2 SP3 SP4 SP5 SP6 SP7
%
pass
%
pass
%
pass
%
pass
%
pass
White 1336 854 39 155 2 6 57 2449 69.7% 60.7%
67.98
% 66.1% 63.7% 67.1%
Black 750 477 5 48 4 4 19 1307 20.0% 30.4%
21.00
% 22.5% 26.5% 22.4%
Hispanic/
Latino 135 68 2 17 0 1 6 229 8.5% 5.1% 6.82% 7.2% 6.9% 7.1%
2+Races 48 25 1 5 0 0 3 82 0.8% 1.95% 2.36% 2.4% 2.9% 3.5%
Amer
Indian 13 14 0 3 0 0 0 30 0.3% 0.9% 0.79% 0.9% 0.0% 0.0%
Asian
14
10
0
3
0
0
0
27
0.7%
0.7%
0.79%
0.9%
0.0%
0.0%
Haw/Pac
Islander 3 4 1 0 0 0 0 8 0.08% 0.3% 0.26% 0.0% 0.0% 0.0%
Totals 2299
145
2 48 231 6 11 85 4132 100% 100% 100% 100% 100% 100%
Total
%
Min
Apps
Total
%
Min
Work
force
Total
%
Min
Hired
40.7% 30.3% 33.0%
Note:Data
is
for
full
time
&
part
time
jobs
filled
Datadoesnotincludecertifiedpolicepositions.PolicedonotuseNEOGOVhiringsoftware.
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EEO4: DescriptionofJobCategories
Officials andAdministrators: Occupations in which employees set broad policies, exercise overall
responsibilityforexecutionofthesepolicies,ordirectindividualdepartmentsorspecialphasesofthe
agency'soperations,orprovidespecializedconsultationonaregional,districtorareabasis.Includes:
department heads, bureau chiefs, division chiefs, directors, deputy directors, controllers, wardens,
superintendents,
sheriffs,
police
and
fire
chiefs
and
inspectors,
examiners
(bank,
hearing,
motorvehicle,warehouse), inspectors (construction,building,safety,rentand housing, fire,A.B.C.Board,
license, dairy, livestock, transportation), assessors, tax appraisers and investigators, coroners, farm
managers,andkindredworkers.
Professionals: Occupations which require specialized and theoretical knowledge which is usually
acquired through college training or through work experience and other training which provides
comparable knowledge. Includes: personnel and labor relations workers, social workers, doctors,
psychologists, registered nurses, economists, dietitians, lawyers, systems analysts, accountants,
engineers,employmentandvocationalrehabilitationcounselors,teachersor instructors,policeand
fire captains and lieutenants, librarians, management analysts, airplane pilots and navigators,
surveyorsandmappingscientists,andkindredworkers.
Technicians:Occupationswhichrequireacombinationofbasicscientificortechnicalknowledgeand
manualskillwhichcanbeobtainedthroughspecializedpostsecondaryschooleducationorthrough
equivalent onthejob training. Includes: computer programmers, drafters, survey and mapping
technicians,licensedpracticalnurses,photographers,radiooperators,technicalillustrators,highway
technicians, technicians (medical, dental, electronic, physical sciences), police and fire sergeants,
inspectors(productionorprocessinginspectors,testersandweighers),andkindredworkers.
ProtectiveServiceWorkers:Occupationsinwhichworkersareentrustedwithpublicsafety,security
and protection from destructive forces. Includes: police patrol officers, firefighters, guards, deputy
sheriffs, bailiffs, correctional officers, detectives, marshals, harbor patrol officers, game and fish
wardens,park
rangers
(except
maintenance),
and
kindred
workers.
Paraprofessionals: This category was removed from the 2000 U.S. Census, so positions were
reassignedtoothercategories.
AdministrativeSupport(IncludingClericalandSales):Occupationsinwhichworkersareresponsible
for internal and external communication, recording and retrieval of data and/or information and
other paperwork required in an office. Includes: bookkeepers, messengers, clerktypist,
stenographers, court transcribers, hearing reporters, statistical clerks, dispatchers, license
distributors, payroll clerks, office machine and computer operators, telephone operators, legal
assistants,salesworkers,cashiers,tollcollectors,andkindredworkers.
SkilledCraftWorkers:Occupationsinwhichworkersperformjobswhichrequirespecialmanualskill
andathoroughandcomprehensiveknowledgeoftheprocessinvolvedintheworkwhichisacquired
through onthejob training and experience or through apprenticeship or other formal training
programs. Includes: mechanics and repairers electricians, heavy equipment operators, stationary
engineers, skilled machining occupations, carpenters, compositors and typesetters, power plant
operators,waterandsewagetreatmentplantoperators,andkindredworkers.
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ServiceMaintenance:Occupations inwhichworkersperformdutieswhichresult inorcontributeto
thecomfort,convenience,hygieneorsafetyofthegeneralpublicorwhichcontributetotheupkeep
and care of buildings, facilities or grounds of public property. Workers in this group may operate
machinery. Includes: chauffeurs, laundry and dry cleaning operatives, truck drivers, bus drivers,
garagelaborers,custodialemployees,gardenersandgroundskeepers,refusecollectors,construction
laborers, park rangers (maintenance), farm workers (except managers), craft
apprentices/trainees/helpers,andkindredworkers.
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EEO4JobCategory1
Officials&Administrators
JobCode JobTitle Race Gender Type
1020 ActivityComplexManager White F F
1002 AssistantCityManager White M F
1022
Assistant
Director
of
Community
Services
White
F
F
1040 AssistantDirectorofPublicWorks White M F
1052 AssistantFireChief
Amer
Indian M F
1052 AssistantFireChief White M F
1053 AssistantPoliceChief White M F
1053 AssistantPoliceChief White M F
1077 BuildingInspectorPrincipal White M F
1078 BuildingInspectorSenior Black M F
1078 BuildingInspectorSenior White M F
1078 BuildingInspectorSenior White M F
1021
BuildingOfficial
White
M
F
1001 CityManager White M F
1003 CitySecretary White F F
1023 Collection&DistributionManager White M F
1025 CommunityRelationsManager White M F
1050 CustomerServiceManager Black M F
1016 DirectorofCommunityServices White F F
1013 DirectorofDevelopmentServices White M F
1010 DirectorofFinancialServices White F F
1012
DirectorofHumanResources&Risk
Management White F F
1015
Directorof
Public
Works
White
M
F
1071 EngineeringInspector White M F
1071 EngineeringInspector White M F
1074 EngineeringInspectorLead White M F
1072 EnvironmentalComplianceInspector White M F
1072 EnvironmentalComplianceInspector White M F
1027 EnvironmentalHealthManager White M F
1028 FinanceManager White F F
1011 FireChief White M F
1073 FireInspector/PlansExaminer White M F
1054 FireMarshal White M F
1056 FirePreventionOfficerSenior White M F
1056 FirePreventionOfficerSenior White M F
1056 FirePreventionOfficerSenior White M F
1033 GISManager White M F
1061 HealthInspectorSenior Black F F
1061 HealthInspectorSenior Black F F
1030 Housing&CommunityDevelopmentManager Black F F
1076 HousingProgramsInspector White M F
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1031 InformationTechnologyManager White F F
1057 Judge White M F
1047 ManagementAssistant White F F
1026 MunicipalCourtAdministrator White F F
1035 OperationsMaintenance&RecreationManager White M F
1036 PartnersInPreventionManager White F F
1014 PoliceChief White M F
1037 PublicSafetyCommunicationsManager White F F
1038 PublicWorksManager White M F
1045 RecreationProgramsManager White M F
1041 RiskManager White F F
1043 SCADAAdministrator White M F
1042 SolidWaste&FleetServicesManager White M F
1046 TransportationPlanningManager White F F
1048 UtilityBillingManager Black F F
1051 UtilityPlantManager White M F
1051 UtilityPlantManager White M F
EEO4JobCategory2
Professionals
JobCode JobTitle Race Gender Type
2002 Accountant White F F
2002 Accountant White F F
2002 Accountant White F F
2003 AccountantSupervisor White F F
2035 AdministrativeAnalyst/CrimeAnalyst White F F
2004
AssistantCity
Attorney
White
M
F
2004 AssistantCityAttorney White M F
2008 CityAttorney White M F
2009 CityEngineer White M F
2010 CityPlanner White M F
2017 ClaimsSpecialist White F F
2027 CommunityDevelopmentAdministrator White F F
2021 CommunityDevelopmentSpecialist White F F
2029 CommunityRelationsCoordinator White F F
2041 CommunityServicesCoordinator Black M F
2073
Development
Coordinator
White
F
F
2001 EnvironmentalHealthSupervisor White M F
2030 EventCoordinator White F F
2013 FireBattalionChief White M F
2013 FireBattalionChief White M F
2013 FireBattalionChief White M F
2013 FireBattalionChief White M F
2013 FireBattalionChief White M F
2013 FireBattalionChief White M F
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EEO4JobCategory2
Professionals
JobCode JobTitle Race Gender Type
2014 FireCaptain White M F
2014 FireCaptain White M F
2014
Fire
Captain
White
M
F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014
FireCaptain
White
M
F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2014 FireCaptain White M F
2023 FireEMSSectionChief White M F
2015 FireLieutenant White M F
2015 FireLieutenant White M F
2015
FireLieutenant
White
M
F2015 FireLieutenant White M F
2019 HousingSupervisor Black F F
2040 HumanResourcesAdministrator White F F
2038 HumanResourcesSpecialist White F F
2016 Librarian White F F
2016 Librarian White F F
2016 Librarian White M F
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2022 LibrarySupervisor White F F
2022 LibrarySupervisor White F F
2006 NetworkAdministrator White F F
2025 Planner White F F
2034 PoliceLieutenant Black M F
2034 PoliceLieutenant White M F
2034 PoliceLieutenant White M F
2034 PoliceLieutenant White M F
2034 PoliceLieutenant White M F
2034 PoliceLieutenant White M F
2020 ProjectManager White M F
2020 ProjectManager White M F
2039 PurchasingAgent White M F
2026 RecreationCenterSupervisor Black M F
2026 RecreationCenterSupervisor White M F
2018 SeniorPlanner Asian F F
2031 SportsTourismCoordinator White M F
2024
TelecommunicationsTraining
Coordinator
White
M
F
EEO4JobCategory3
Technicians
JobCode JobTitle Race Gender Type
3008 AthleticProgramSupervisor White M F
3036 CodeComplianceInspectorSenior Black F F
3036 CodeComplianceInspectorSenior White F F
3036 CodeComplianceInspectorSenior White M F
3010 Collection&DistributionSupervisor Black M F
3010
Collection&
Distribution
Supervisor
White
M
F
3030 CommunicationsAdministrator White M F
3062 ComplianceInspectorLead White M F
3033 EngineeringTechnician White F F
3033 EngineeringTechnician White F F
3037 EnvironmentalTechnician White M F
3039 GISAnalyst White M F
3038 GISDataSpecialist White M F
3041 GISTechnician White F F
3041 GISTechnician White M F
3041
GIS
Technician
White
M
F
3028 IndustrialPretreatmentSupervisor White M F
3059 IndustrialPretreatmentInspector(WWTP) White M F
3059 IndustrialPretreatmentInspector(WWTP) White M F
3042 InformationTechnologySpecialist White M F
3042 InformationTechnologySpecialist White M F
3042 InformationTechnologySpecialist White M F
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EEO4JobCategory3
Technicians
JobCode JobTitle Race Gender Type
3042 InformationTechnologySpecialist White M F
3043 InformationTechnologySpecialistSenior White M F
3044
Instrument
Technician
White
M
F
3044 InstrumentTechnician White M F
3044 InstrumentTechnician White M F
3047 LabTechnician(WaterPurification) Black M F
3047 LabTechnician(WaterPurification) White F P
3048 LabTechnician(WWTP) White F F
3063 LibraryMediaSpecialist White F F
3013 MaintenanceSupervisingTechnician White M F
3013 MaintenanceSupervisingTechnician White M F
3049 MediaDevelopmentSpecialist White M F
3002 Operations&MaintenanceSupervisor White M F
3002
Operations&
Maintenance
Supervisor
White
M
F
3019 PlanningTechnician White F F
3050 PlansExaminer White F F
3018 PlantMaintenanceSupervisor(Purification) White M F
3020 PlantMaintenanceSupervisor(WWTP) White M F
3004 PoliceSergeant White F F
3004 PoliceSergeant White M F
3004 PoliceSergeant White M F
3004 PoliceSergeant White M F
3004 PoliceSergeant White M F
3004 PoliceSergeant White M F
3004
PoliceSergeant
White
M
F
3004 PoliceSergeant White M F
3004 PoliceSergeant White M F
3004 PoliceSergeant White M F
3004 PoliceSergeant White M F
3004 PoliceSergeant White M F
3004 PoliceSergeant White M F
3004 PoliceSergeant White M F
3004 PoliceSergeant White M F
3004 PoliceSergeant White M F
3004
PoliceSergeant
White
M
F3004 PoliceSergeant White M F
3004 PoliceSergeant White M F
3004 PoliceSergeant White M F
3004 PoliceSergeant White M F
3004 PoliceSergeant White M F
3004 PoliceSergeant White M F
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EEO4JobCategory3
Technicians
JobCode JobTitle Race Gender Type
5004 PoolMaintenanceTechnician
Two+
Races M F
3027 PublicWorksSupervisor(Drainage) Black M F
3016 PublicWorksSupervisor(Streets) White M F
3021 PublicWorksSupervisor(WasteWaterCol80) White M F
3032 PurchasingSpecialist White F F
3011 RecyclingCoordinator White M F
3052 SafetySpecialist White M F
3015 SolidWasteSupervisor White M F
3053 Systems&TechnologySpecialist White M F
3054 Systems&TechnologyTechnician White M F
3064 TelecommunicationsOperator Black F F
3064
Telecommunications
Operator
Two+
Races
F
F
3064 TelecommunicationsOperator White F F
3064 TelecommunicationsOperator White F F
3064 TelecommunicationsOperator White F F
3064 TelecommunicationsOperator White F F
3064 TelecommunicationsOperator White F F
3064 TelecommunicationsOperator White F F
3064 TelecommunicationsOperator White F F
3064 TelecommunicationsOperator White F F
3064 TelecommunicationsOperator White F F
3064 TelecommunicationsOperator White M F
3064
TelecommunicationsOperator
White
M
F
3066 TelecommunicationsOperatorLead Black F F
3066 TelecommunicationsOperatorLead White F F
3066 TelecommunicationsOperatorLead White F F
3066 TelecommunicationsOperatorLead White F F
3065 TelecommunicationsOperatorSenior Black F F
3065 TelecommunicationsOperatorSenior Black F F
3065 TelecommunicationsOperatorSenior Black M F
3065 TelecommunicationsOperatorSenior Hispanic F F
3065 TelecommunicationsOperatorSenior White F F
3065 TelecommunicationsOperatorSenior White F F
3065 TelecommunicationsOperatorSenior White F F
3065 TelecommunicationsOperatorSenior White F F
3065 TelecommunicationsOperatorSenior White F F
3065 TelecommunicationsOperatorSenior White F F
3065 TelecommunicationsOperatorSenior White F F
3065 TelecommunicationsOperatorSenior White F F
3065 TelecommunicationsOperatorSenior White F F
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EEO4JobCategory4
ProtectiveServices
JobCode JobTitle Race Gender Type
4003 FireDriver/Engineer White M F
4003 FireDriver/Engineer White M F
4003
Fire
Driver/Engineer
White
M
F
4003 FireDriver/Engineer White M F
4003 FireDriver/Engineer White M F
4003 FireDriver/Engineer White M F
4003 FireDriver/Engineer White M F
4003 FireDriver/Engineer White M F
4003 FireDriver/Engineer White M F
4003 FireDriver/Engineer White M F
4003 FireDriver/Engineer White M F
4003 FireDriver/Engineer White M F
4003 FireDriver/Engineer White M F
4003
FireDriver/Engineer
White
M
F
4003 FireDriver/Engineer White M F
4003 FireDriver/Engineer White M F
4003 FireDriver/Engineer White M F
4003 FireDriver/Engineer White M F
4003 FireDriver/Engineer White M F
4003 FireDriver/Engineer White M F
4003 FireDriver/Engineer White M F
4003 FireDriver/Engineer White M F
4003 FireDriver/Engineer White M F
4003 FireDriver/Engineer White M F
4003 FireDriver/Engineer White M F
4003 FireDriver/Engineer White M F
4003 FireDriver/Engineer White M F
4001 FireRecruit White M F
4001 FireRecruit White M F
4001 FireRecruit White M F
4001 FireRecruit White M F
4001 FireRecruit White M F
4001 FireRecruit White M F
4001 FireRecruit White M F
4001
FireRecruit
White
M
F4001 FireRecruit White M F
4001 FireRecruit White M F
4001 FireRecruit White M F
4002 Firefighter Black M F
4002 Firefighter
Two+
Races M F
4002 Firefighter White F F
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EEO4JobCategory4
ProtectiveServices
JobCode JobTitle Race Gender Type
4002 Firefighter White F F
4002 Firefighter White M F
4002
Firefighter
White
M
F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002
Firefighter
White
M
F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002
Firefighter
White
M
F4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
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EEO4JobCategory4
ProtectiveServices
JobCode JobTitle Race Gender Type
4002 Firefighter White M F
4002 Firefighter White M F
4002
Firefighter
White
M
F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4002 Firefighter White M F
4010 Lifeguard White M P
4010 Lifeguard White M P
4010 Lifeguard White M P
4009 ParkingEnforcementOfficer White M P
4004 PoliceOfficer Black F F
4004
PoliceOfficer
Black
F
F
4004 PoliceOfficer Black M F
4004 PoliceOfficer Black M F
4004 PoliceOfficer Black M F
4004 PoliceOfficer Black M F
4004 PoliceOfficer Black M F
4004 PoliceOfficer Black M F
4004 PoliceOfficer Black M F
4004 PoliceOfficer Black M F
4004 PoliceOfficer Black M F
4004 PoliceOfficer Black M F
4004 PoliceOfficer Black M F
4004 PoliceOfficer Black M F
4004 PoliceOfficer Hispanic F F
4004 PoliceOfficer Hispanic M F
4004 PoliceOfficer Hispanic M F
4004 PoliceOfficer Hispanic M F
4004 PoliceOfficer Hispanic M F
4004 PoliceOfficer Hispanic M F
4004 PoliceOfficer
Two+
Races M F
4004
Police
Officer
White
F
F
4004 PoliceOfficer White F F
4004 PoliceOfficer White F F
4004 PoliceOfficer White F F
4004 PoliceOfficer White F F
4004 PoliceOfficer White F F
4004 PoliceOfficer White F F
4004 PoliceOfficer White F F
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EEO4JobCategory4
ProtectiveServices
JobCode JobTitle Race Gender Type
4004 PoliceOfficer White F F
4004 PoliceOfficer White F F
4004
Police
Officer
White
F
F
4004 PoliceOfficer White F F
4004 PoliceOfficer White F F
4004 PoliceOfficer White F F
4004 PoliceOfficer White F F
4004 PoliceOfficer White F F
4004 PoliceOfficer White F F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004
PoliceOfficer
White
M
F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004
PoliceOfficer
White
M
F4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
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EEO4JobCategory4
ProtectiveServices
JobCode JobTitle Race Gender Type
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004
Police
Officer
White
M
F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004
PoliceOfficer
White
M
F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004
PoliceOfficer
White
M
F4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
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EEO4JobCategory4
ProtectiveServices
JobCode JobTitle Race Gender Type
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004
Police
Officer
White
M
F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004
PoliceOfficer
White
M
F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4004 PoliceOfficer White M F
4005 PoliceOfficerTraffic Black M F
4005 PoliceOfficerTraffic White M F
4005 PoliceOfficerTraffic White M F
4005 PoliceOfficerTraffic White M F
4005 PoliceOfficerTraffic White M F
4007 WarrantOfficer
Amer
Indian M F
4007 WarrantOfficer Hispanic F F
4007 WarrantOfficer White M F
EEO4JobCategory6
AdministrativeSupport
JobCode JobTitle Race Gender Type
6006 AccountingSpecialist White F F
6006
AccountingSpecialist
White
F
F6006 AccountingSpecialist White F F
6006 AccountingSpecialist White F F
6039 AdministrativeAssistant Black F F
6039 AdministrativeAssistant Black F F
6039 AdministrativeAssistant Hispanic F F
6039 AdministrativeAssistant White F F
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EEO4JobCategory6
AdministrativeSupport
JobCode JobTitle Race Gender Type
6039 AdministrativeAssistant White F F
6039 AdministrativeAssistant White F F
6039
Administrative
Assistant
White
F
F
6039 AdministrativeAssistant White F F
6039 AdministrativeAssistant White F F
6039 AdministrativeAssistant White F F
6039 AdministrativeAssistant White F F
6039 AdministrativeAssistant White F F
6039 AdministrativeAssistant White F F
6039 AdministrativeAssistant White F F
6039 AdministrativeAssistant White F F
6039 AdministrativeAssistant White F F
6004 BillingSpecialist White F F
6004
BillingSpecialist
White
F
F
6040 BillingSpecialistSenior White F F
5019 CatalogingAssistant White F F
5016 CirculationAssistant Black F P
5016 CirculationAssistant Black F F
5016 CirculationAssistant Black F P
5016 CirculationAssistant White F F
5016 CirculationAssistant White M P
5016 CirculationAssistant White M P
6041 ContractCoordinator White F F
5037 CrisisResponseTeamSpecialist White F F
6003 CustomerServiceRepresentative Black F F
6003 CustomerServiceRepresentative White F F
6003 CustomerServiceRepresentative White F F
6003 CustomerServiceRepresentative White F F
6003 CustomerServiceRepresentative White F F
6002 CustomerServiceSpecialist Black F F
6028 DistributionClerk Black F F
5039 EmployeeBenefitsSpecialist White F F
6007 ExecutiveAssistant White F F
5050
FireEducation
Specialist
White
F
F6008 FiscalServicesSpecialist White F F
5028 FleetServiceWriter White M F
5043 GrantAnalyst White F F
5047 HousingCaseWorker Black F F
5047 HousingCaseWorker Hispanic F F
5048 HousingCaseWorkerSenior Hispanic F F
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EEO4JobCategory6
AdministrativeSupport
JobCode JobTitle Race Gender Type
5049 HousingServicesSpecialist Black F F
6023 LegalSpecialist White F F
5017
Library
Aide
Black
F
P
5017 LibraryAide White F P
5017 LibraryAide White F P
5017 LibraryAide White F P
5017 LibraryAide White M P
5015 LibraryAssistant Black F F
5015 LibraryAssistant White F F
5015 LibraryAssistant White F P
5015 LibraryAssistant White F F
5015 LibraryAssistant White F P
5015 LibraryAssistant White F F
5015
LibraryAssistant
White
F
P
5021 LibraryAssistantSenior White M F
6010 MunicipalCourtClerk White F F
6010 MunicipalCourtClerk White F F
6010 MunicipalCourtClerk White F F
6010 MunicipalCourtClerk White F F
6011 MunicipalCourtClerkSenior White F F
6011 MunicipalCourtClerkSenior White F F
6037 OfficeAssistant
Amer
Indian F F
6037 OfficeAssistant Black F F
6037
OfficeAssistant
Black
F
F
6037 OfficeAssistant Black F P
6037 OfficeAssistant Black F F
6037 OfficeAssistant White F F
6037 OfficeAssistant White F F
6037 OfficeAssistant White F F
6037 OfficeAssistant White F F
6037 OfficeAssistant White F F
6037 OfficeAssistant White F P
6037 OfficeAssistant White F F
6037
Office
Assistant
White
F
P
6036 OfficeManager(NonExempt) White F F
6035 OfficerManager(Exempt) White F F
6035 OfficerManager(Exempt) White F F
6035 OfficerManager(Exempt) White M F
5029 ParksTechnician White M F
6015 PayrollSpecialist White F F
6020 PermitClerk Black F F
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EEO4JobCategory6
AdministrativeSupport
JobCode JobTitle Race Gender Type
6020 PermitClerk White F F
6020 PermitClerk White F F
6027
Police
Operations
Assistant
Black
F
F
6027 PoliceOperationsAssistant White F F
6027 PoliceOperationsAssistant White F F
6027 PoliceOperationsAssistant White M F
6017 PoliceRecordsSpecialist Black F F
6017 PoliceRecordsSpecialist White F F
5032 PoliceRecordsSupervisor White F F
5020 ProcessingAssistant White F P
5038 Program&OutreachCoordinator Black F F
6009 Property&EvidenceSpecialist White F F
6009 Property&EvidenceSpecialist White F F
6025
Receptionist
Black
F
P
6025 Receptionist White F P
6018 RecordsSpecialistSenior Black F F
6018 RecordsSpecialistSenior White F F
6018 RecordsSpecialistSenior White F F
5010 RecreationCenterCoordinator White F F
5022 RecreationProgramCoordinator Black M F
6005 UtilityBillingSpecialist White M F
5030 UtilityBillingSupervisor Black F F
6026 WarrantClerk Black F F
EEO4Job
Category
7
SkilledCraftWorkers
JobCode JobTitle Race Gender Type
7030 ActivityComplexCrewLeader Black M F
7049 ConcreteFinisher Hispanic M F
7049 ConcreteFinisher Hispanic M F
7013 CrewLeader(Drainage) Black M F
7013 CrewLeader(Drainage) White M F
7013 CrewLeader(Drainage) White M F
7014
CrewLeader
(Parks)
Black
M
F
7014 CrewLeader(Parks) White F F
7014 CrewLeader(Parks) White M F
7014 CrewLeader(Parks) White M F
7014 CrewLeader(Parks) White M F
7012 CrewLeader(Streets) Black M F
7012 CrewLeader(Streets) White M F
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EEO4JobCategory7
SkilledCraftWorkers
JobCode JobTitle Race Gender Type
7012 CrewLeader(Streets) White M F
7016 CrewLeader(WasteWaterColl80) White M F
7015
Crew
Leader
(Water
Dist
73)
Black
M
F
7015 CrewLeader(WaterDist73) Black M F
7015 CrewLeader(WaterDist73) Hispanic M F
7015 CrewLeader(WaterDist73) White M F
7015 CrewLeader(WaterDist73) White M F
7015 CrewLeader(WaterDist73) White M F
7019 EquipmentOperator(Drainage) Hispanic M F
7020 EquipmentOperator(Parks) Black M F
7017 EquipmentOperator(Sanitation) Black F F
7017 EquipmentOperator(Sanitation) Black M F
7017 EquipmentOperator(Sanitation) White M F
7017
EquipmentOperator
(Sanitation)
White
M
F
7018 EquipmentOperator(Streets) Black M F
7021 EquipmentOperator(WaterDist73) White M F
7021 EquipmentOperator(WaterDist73) White M F
7021 EquipmentOperator(WaterDist73) White M F
7022 EquipmentOperator(WasteWaterColl80) White M F
7025 EquipmentOperatorSenior(Drainage) Black M F
7025 EquipmentOperatorSenior(Drainage) Black M F
7025 EquipmentOperatorSenior(Drainage) White M F
7024 EquipmentOperatorSenior(Streets) White M F
7024 EquipmentOperatorSenior(Streets) White M F
7024 EquipmentOperatorSenior(Streets) White M F
7024 EquipmentOperatorSenior(Streets) White M F
7024 EquipmentOperatorSenior(Streets) White M F
7028 EquipmentOperatorSenior(WWColl80) White M F
7028 EquipmentOperatorSenior(WWColl80) White M F
7028 EquipmentOperatorSenior(WWColl80) White M F
7027 EquipmentOperatorSenior(WaterDist73) Black M F
7027 EquipmentOperatorSenior(WaterDist73) Black M F
7027 EquipmentOperatorSenior(WaterDist73) White M F
7027 EquipmentOperatorSenior(WaterDist73) White M F
7003
EquipmentRepair
Technician
White
M
F7002 FleetShopCrewLeader White M F
7002 FleetShopCrewLeader White M F
7009 FleetTechnician Black M F
7009 FleetTechnician White M F
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EEO4JobCategory7
SkilledCraftWorkers
JobCode JobTitle Race Gender Type
7009 FleetTechnician White M F
7009 FleetTechnician White M F
7009
Fleet
Technician
White
M
F
7009 FleetTechnician White M F
7010 FleetTechnicianSenior White M F
7041 MaintenanceWorkerSenior(Drainage) Black M F
7041 MaintenanceWorkerSenior(Drainage) White M F
7042 MaintenanceWorkerSenior(Parks) Black F F
7042 MaintenanceWorkerSenior(Parks) Black M F
7042 MaintenanceWorkerSenior(Parks) Black M F
7042 MaintenanceWorkerSenior(Parks) Black M F
7042 MaintenanceWorkerSenior(Parks) Black M F
7042 MaintenanceWorkerSenior(Parks) Black M F
7042
MaintenanceWorker
Senior
(Parks)
Hispanic
M
F
7042 MaintenanceWorkerSenior(Parks) White F F
7042 MaintenanceWorkerSenior(Parks) White F F
7042 MaintenanceWorkerSenior(Parks) White M F
7042 MaintenanceWorkerSenior(Parks) White M F
7042 MaintenanceWorkerSenior(Parks) White M F
7040 MaintenanceWorkerSenior(Streets) White M F
7039 MaintenanceWorkerSenior(Traffic) Hispanic M F
7039 MaintenanceWorkerSenior(Traffic) White M F
7044 MaintenanceWorkerSenior(WWColl80) White M F
7044 MaintenanceWorkerSenior(WWColl80) White M F
7043
MaintenanceWorker
Senior
(Water
Dist
73)
Black
M
F
7043 MaintenanceWorkerSenior(WaterDist73) Black M F
7043 MaintenanceWorkerSenior(WaterDist73) Black M P
7045 MeterReader Black F F
7045 MeterReader White M F
7045 MeterReader White M F
7045 MeterReader White M F
7045 MeterReader White M F
7004 PlantMaintenanceMechanic(Purification) Hispanic M F
7004 PlantMaintenanceMechanic(Purification) White M F
7004
PlantMaintenance
Mechanic
(Purification)
White
M
F7004 PlantMaintenanceMechanic(Purification) White M F
7004 PlantMaintenanceMechanic(Purification) White M F
7004 PlantMaintenanceMechanic(Purification) White M F
7004 PlantMaintenanceMechanic(Purification) White M F
7005 PlantMaintenanceMechanic(WWTP) White F P
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EEO4JobCategory7
SkilledCraftWorkers
JobCode JobTitle Race Gender Type
7005 PlantMaintenanceMechanic(WWTP) White M F
7005 PlantMaintenanceMechanic(WWTP) White M F
7005
Plant
Maintenance
Mechanic
(WWTP)
White
M
F
7007 PlantMaintenanceMechanicSenior(WWTP) White M F
7047 Signs&MarkingTechnician White M F
7029 SolidWasteCrewLeader Black F F
7029 SolidWasteCrewLeader Black M F
7029 SolidWasteCrewLeader White F F
7032 UtilityPlantOperator(WasteWater) White M F
7031 UtilityPlantOperator(Water) White F F
7031 UtilityPlantOperator(Water) White F F
7031 UtilityPlantOperator(Water) White M F
7031 UtilityPlantOperator(Water) White M F
7031
UtilityPlant
Operator
(Water)
White
M
F
7031 UtilityPlantOperator(Water) White M F
7031 UtilityPlantOperator(Water) White M F
7031 UtilityPlantOperator(Water) White M F
7031 UtilityPlantOperator(Water) White M F
7036 UtilityPlantOperatorLead(WasteWater) White M F
7036 UtilityPlantOperatorLead(WasteWater) White M F
7035 UtilityPlantOperatorLead(Water) White F F
7035 UtilityPlantOperatorLead(Water) White M F
7035 UtilityPlantOperatorLead(Water) White M F
7034
UtilityPlant
Operator
Senior
(Waste
Water)
Amer
Indian
F
F
7034 UtilityPlantOperatorSenior(WasteWater) Black M F
7034 UtilityPlantOperatorSenior(WasteWater) Black M F
7034 UtilityPlantOperatorSenior(WasteWater) White M F
7034 UtilityPlantOperatorSenior(WasteWater) White M F
7033 UtilityPlantOperatorSenior(Water) Black M F
7033 UtilityPlantOperatorSenior(Water) White M F
7033 UtilityPlantOperatorSenior(Water) White M F
7001 WaterServiceRepresentative Black M F
7001 WaterServiceRepresentative White F F
7001
Water
Service
Representative
White
M
F
-
8/3/2019 Diversity Plan 12-10
45/47
Page|45
EEO4JobCategory8
ServiceMaintenance
JobCode JobTitle Race Gender Type
5003 AssistantPoolManager White F P
5040 Chemi
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