diversity plan 12-10

8/3/2019 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%




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


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%




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


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


Race Gender


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%


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%



ProtectiveServices

Total

EEs

TotalMinority

Race

%Minority

Race

Total

Female

%

Female

COLEmployees 254 28 11.0% 26 10.2%



AdministrativeSupport

Total

EEs

TotalMinority

Race

%Minority

Race

Total

Female

%

Female

COLEmployees 112 29 25.9% 102 91.1%


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%



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



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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.


15/47


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Page|16

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


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


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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Page|23

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



24/47

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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



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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Page|27

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


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







28/47

Page|28

EEO4JobCategory2

Professionals


2014 FireCaptain White M F


2014

Fire

Captain

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


29/47

Page|29

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





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


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




30/47

Page|30

EEO4JobCategory3

Technicians



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

F3004 PoliceSergeant White M F







31/47

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EEO4JobCategory3

Technicians


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 M F

3064

TelecommunicationsOperator

White

M

F

3066 TelecommunicationsOperatorLead Black 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










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EEO4JobCategory4

ProtectiveServices


4003 FireDriver/Engineer White M F


4003

Fire

Driver/Engineer

White

M

F











4003

FireDriver/Engineer

White

M

F














4001 FireRecruit White M F







4001

FireRecruit

White

M

F4001 FireRecruit White M F



4002 Firefighter Black M F

4002 Firefighter

Two+

Races M F

4002 Firefighter White F F


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Page|34

EEO4JobCategory4

ProtectiveServices


4002 Firefighter White F 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







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Page|35

EEO4JobCategory4

ProtectiveServices




4002

Firefighter

White

M

F






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 Hispanic F F

4004 PoliceOfficer Hispanic M F





4004 PoliceOfficer

Two+

Races M F

4004

Police

Officer

White

F

F

4004 PoliceOfficer White F F








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Page|36

EEO4JobCategory4

ProtectiveServices




4004

Police

Officer

White

F

F







4004 PoliceOfficer White M F




4004

PoliceOfficer

White

M

F





















4004

PoliceOfficer

White

M

F4004 PoliceOfficer White M F







37/47

Page|37

EEO4JobCategory4

ProtectiveServices




4004

Police

Officer

White

M

F











4004

PoliceOfficer

White

M

F





















4004

PoliceOfficer

White

M

F4004 PoliceOfficer White M F







38/47

Page|38

EEO4JobCategory4

ProtectiveServices




4004

Police

Officer

White

M

F











4004

PoliceOfficer

White

M

F






4005 PoliceOfficerTraffic Black M F

4005 PoliceOfficerTraffic White M F




4007 WarrantOfficer

Amer

Indian M F

4007 WarrantOfficer Hispanic F F

4007 WarrantOfficer White M F

EEO4JobCategory6



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


39/47

Page|39

EEO4JobCategory6





6039

Administrative

Assistant

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




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


40/47

Page|40

EEO4JobCategory6



5049 HousingServicesSpecialist Black F F

6023 LegalSpecialist White F F

5017

Library

Aide

Black

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 P


5015

LibraryAssistant

White

F

P

5021 LibraryAssistantSenior White M 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 P


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


41/47

Page|41

EEO4JobCategory6



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


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



7012 CrewLeader(Streets) Black M F

7012 CrewLeader(Streets) White M F


42/47

Page|42

EEO4JobCategory7

SkilledCraftWorkers


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



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



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





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


43/47

Page|43

EEO4JobCategory7

SkilledCraftWorkers




7009

Fleet

Technician

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

MaintenanceWorker

Senior

(Parks)

Hispanic

M

F

7042 MaintenanceWorkerSenior(Parks) White F F

7042 MaintenanceWorkerSenior(Parks) White F 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




7004 PlantMaintenanceMechanic(Purification) Hispanic M F

7004 PlantMaintenanceMechanic(Purification) White M F

7004

PlantMaintenance

Mechanic

(Purification)

White

M

F7004 PlantMaintenanceMechanic(Purification) White M F




7005 PlantMaintenanceMechanic(WWTP) White F P


44/47

Page|44

EEO4JobCategory7

SkilledCraftWorkers


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

UtilityPlant

Operator

(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


45/47

Page|45

EEO4JobCategory8

ServiceMaintenance


5003 AssistantPoolManager White F P

5040 Chemi

diversity plan 12-10

Documents