Resolution 1984-39
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RESOLUTION NO. 84-39
RESOLUTION OF THE CITY OF GILROY ADOPTING A
REVISED AFFIRMATIVE ACTION PROGRAM.
WHEREAS, the Affirmative Action Program of the City required
by the Civil Rights Act of 1965, Title VII and the Equal Employ-
ment Opportunity Act of 1972, was adopted in January, 1975, and
requires revision,
NOW, THEREFORE BE IT RESOLVED that the attached revised
Affirmative Action Program consisting of a Table of Contents and
ten pages be adopted to apply in the City of Gilroy.
PASSED AND ADOPTED this 21st day of May, 1984, by the
following vote:
AYES:
COUNCILMEMBERS: ALBERT, GAGE, KLOECKER,
MUSSALLEM, PATE, VALDEZ and
HUGHAN
COUNCILMEMBERS: NONE
COUNCILMEMBERS: NONE
NOES:
ABSENT:
APPROVED:
ATTEST:
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J.ty er
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RESOLUTION NO. 84-39
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I, SUSANNE Eo STEINMETZ, City Clerk of the City of Gilroy, do
hereby certify that the attached Resolution Noo 84-39
is an
original resolution, duly adopted by the Council of the City of
Gilroy at a regular meeting of said Council held on the 21st
day of
May
, 19 ~, at which meeting a quorum was
present.
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the
Official Seal of the City of Gilroy this
25th day of
May
1 9 ...8..tL 0
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,City Clerk of the City 0 Gilroy
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CITY OF GILROY
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AFFIRr1ATIVE ACTION PROGRArl
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TABLE OF CONTENTS
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SECTION I
Page
1. General Policy Statement
2. General Objectives of Affirmative Action Plan
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A. INTRODUCTION
B. AFFIRMATIVE ACTION POLICY
C. AFFIRMATIVE ACTION PLAN
1. Organizational Responsibility
2. Specific Goals of Policy
3. General Recruitment
4~ Hiring Policies
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SECTION II
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A. AFFIRMATIVE ACTION PLAN FOR EQUAL EMPLOYMENT
OPPORTUNITY IN THE PRIVATE SECTOR
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1. General
2. Policy Statement
3. Dissemination of Policy
4. Recruitment
5. Training and Promotion
6.. UnJ.ons
7. Re'oords
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B. STATEMENT OF CERTIFICATION
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SECTION III
A. 1980 CENSUS POPULATION DATA 8
B. ETHNIC GROUPS AND WOMEN EMPLOYED BY THE CITY OF
GILROY BY DEPARTMENT 8
c. ETHNIC GROUPS AND WOMEN EMPLOYED BY THE CITY OF
GILROY BY CLASSIFICATION 9
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SECTION I
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A. INTRODUCTION
The Equal Employment Opportunity Act of 1972 subjects all local
governments to the anti-discrimination rules set forth in Title VII
of the Civil Rights Act of 1964. Enforcement of this legislation
is carried out by the u.s. Equal Employment Opportunity Commission
and the Department of Justice. Title VII bans discrimination on the
basis of race, color, age, sex, religion, handicap, or national
origin in all terms and conditions of employment.
The City of Gilroy presently conducts equal opportunity recruit-
ment procedures which should be continued to assure that (1) the
City will continue to strive to have the makeup of the City workforce
conform to the preportion of persons in varying ethnic and other
pertinent categories as is found in the available labor market:
(2) if a discrepancy in recruitment requirements does exist, the
reasons for such discrepancy must be proven job-related or eliminated:
(3) City departments must not only adhere to the spirit of intent
but must, in fact, not practice or condone discrimination in employment.
The City presently has a Classification Plan which outlines all
job descriptions and duties. The City also has established Personnel .
Rule~ and Regulations. These documents should be reviewed periodically
and updated as necessary to assure compliance with current employment
situations.
B. AFFIRMATIVE ACTION POLICY
l~ General Policy Statement
Th~ City of Gilroy is committed to the concept of equal
opportunity employment as a necessary element of the basic
merit system principle. This commitment will be supported by
active practical efforts to insure employment opportunities
for the local racial minority, the employment disadvantaged,
and women in securing City of Gilroy jobS at all levels.
___ _This commitment will be realized through the implementation
of an Affirmative Action Program.
2. General Objectives of Affirmative Action Plan
a. To establish and maintain employment levels for the
economic, cultural, and social disadvantaged in proportions
equal to levels in the total community.
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b.
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To diseute this employme'nt pr.ionatelY thr~ugh,out
job classes. .
To make continuous effort to prevent occurrence of
arbitrary discriminatory practice relating to employment
or access to promotion.
To insure that public funds awarded through contract
will be provided to only contractors complying with
. Equal Employment Opportunity conditions.
c. AFFIRMATIVE ACTION PLAN
l~ Organizational Responsibility
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I a. This plan commits all employees of the City of Gilroy to
support the Council's Affirmative Action Program.
b. The responsibility for implementation is assigned to
the Affirmative Action Officer, who shall be the Director
of Personnel. His duties shall be to direct all phases
of the Affirmative Action Program and see that each
Department Head complies with the intent of this policy.
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An Affirmative Action Task Force shall be created of all
Department Heads whose duty shall be to monitor the
implementation of this Program and report compliance
deficiencies to the City Administrator for communication
to the Personnel Commission and to the City Council
semi-annually.
Each Department Head will be responsible to see that its
department fulfills the requirements of this policy.
2. Specific Goals of Policy
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d.
a. In order to achieve minimal balance, each department
will submit, annually, to the Affirmative Action Officer,
a survey of its ethnic minority employees, establish and
renew targets, and make good faith efforts to achieve
targets. The specific initial employment targets for
- --- -----each department are provided in Section III.
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b. Since it is unreasonable to assume that all target dates
of total compliance can be achieved immediately, the
following timetable is determined reasonable: By 1987,
full parity should be achieved in all departments. This
is to be accomplished by normal employment growth,
current openings, and turnover rates.
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3.
Genera~ecruitment:
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a. Recruitment efforts will be tailored to reach the
employment disadvantaged., Liaison between community
groups, agencies, and others representing the
employment disadvantaged will be maintained by the
Affirmative Action Off~cer.
. b. Use of local advertising media aimed especially at
the.emplpyment disadvantaged will be_ done.
c. Referrals will be sought from local well-known
organizations that specialize in the employment of
the disadvantaged.
4. Hiring Policies:
Ranking candidates for employment will be general,
relevant and uniformly applied. Tests will be scored on
three levels of deomonstrated ability to perform specific
tasks: outstanding ability, satisfactory ability, and
unsatisfactory ability.
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a. An annual review will be made to see if such testing
is creating unequal results according to ethnic
population breakdown. If such results do occur, the
Affirmative Action Officer will review each test for
its jOb-relatedness and its predictive of job
success.
b. Overtesting will be avoided.
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No oral board will be convened without an attempt to
include a qualified person who is representative of
the employment disadvantaged. Interviews will be
structured for each position being recruited where
questions relating to the applicant's ability to
perform the tasks are asked. , .
d. Prompt establishment of eligible lists and notification
to candidates will be accomplished.
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c.
e. Because of increasing requirements for professionally
developed tests tailored to the job structure,
contracting for some of these services beyond
current levels of expertise will be considered.
f. Exam content must be confined to measurement of
knowledge and skill and abilities to perform tasks
related to the position being recruited.
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g. Toeure the above requirem. for hiring, the',
Personnel Director will be responsible for creating
a job classification for each occupation in city
government. This job classification must be put in
writing and include minim~m job requirements for
hiring eligibility. Each job classification must be
~~-~ade available for the general public upon request.
h~ Continuous open examinations will be used when
practical.
i. Each applicant for employment with the City of
Gilroy will be requested to complete an Affirmative
Action data form, indicating position applied for,
_. ~ge~ sex, ethnic origin, and handicap information
=-=---=-:.(Appendix A to Section I). This form is for Affirmative
Action statistical purposes only and will not
identify the applicant by name. It will be kept
separately from the application form and will not be
used in any way in the testing and appointment
~:.-~process.
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SECTION II
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A. AFFIRMATIVE ACTION PLAN FOR EQUAL ,EMPLOYMENT OPPORTUNITY IN
THE PRIVATE SECTOR
1. General
The City Council is required to insure that public funds
. be awarded only to contractors that comply with a policy
of equal employment opportunity. The Council states
that no bid for a public works project in excess of
$50,000 shall be awarded until the contractor complies
with the following equal employment opportunity conditions.
2. Policy Statement
The contractor adopts, as part of its operating policy,
a statement as outlined in Section II-B.
3.
Dissemination of Policy
All members of the contractor's organization responsible
for hiring, supervising, recruiting, terminating, and
promoting, shall be made fully aware of and will implement'
the Affirmative Action Plan.
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4.
Recruitment
a. All advertisements for employees will carry the
nota~ion, "An Equal Opportunity Employer."
b.
Recruitment efforts, for other than union employees,
will be made to local qualified minorities. Requests
will be made to the union for minorities when
employment levels fall below parity.
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c. Use local advertising media for recruitment especially
directed toward the prospective minority employee.
d.
Present employees will be encouraged to refer
min9.rity group applicants for employment.
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s. Training and Promotion
Whenever feasible, programs for the improvement of
skills will be promoted for minority group employees and
applicants.
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6.
Unions
a. w~er possible, all effor~ill be made to
encourage and cooperate with local unions to develop
training programs aimed at increasing the participation
of minority group employees.
b. All efforts will be made to include an equal employ-
ment opportunity clause into union agreements which
defines responsibilities for non-discrimination in
hiring, training, referrals, and all, other areas
that currently limit minority group participation in
the labor sector.
7.
Records
The contractor shall create and maintain all necessary
records essential to the determination of compliance
with the equal employment opportunity obligations under
this contract. All such records will be maintained for
a period of one year following completion of the project
and shall be made available to the City's Affirmative
Action Officer. These records will show the following:
a. Number of minority and non-minority workers employed
in each job classification. This list shall be
provided to the Affirmative Action Officer with the
Statement of Certification.
b. The efforts and progress made in cooperation with
unions to increase minority group employment oppor-
tunities.
c.
All employment advertisements, applicant forms, and
employment records.
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The efforts and progress made in, recruiting, training,
and promoting minority group employees.
e.
The efforts and progress made in securing subcon-
tractors with a demonstrated record of meaningful
minc;>rity group representation.~_______._,_,_._________.
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B. >
STATEMENT OF ~IFICATION
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The contractor shall execute the following Fair Employment
Practices Statement:
FAIR EMPLOYMENT PRACTICES STATEMENT
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(Name of Contractor)
tunity Employer; as such has adopted the policy and will take
is an Equal Employment Oppor-
affirmative action to insure that applicants are employed, and that
employees are treated without regard to race, religion, age, handicap,
. color, sex, or national origin. On
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(name of Contractor)
contract by the City of Gilroy, located in the County of Santa
(Date)
was awarded a public improvement
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Clara, State of California, for. the work of
Under said contract,
has agreed
(Name of Contractor)
to comply with those-Equal Employment Opportunity conditions as put
forth in Section II of the City of Gilroy's Affirmative Action
progr'am, ahd has agreed, among other things, that damages will be
paid to the City in the event that the requirements of said conditions
have not been satisfied.
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Signed
(Company's Name)
(Company's Address)
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SECTION III " ~
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A. 1980 CENSUS POPULATION DATA (Gilroy Census Tracts 5125 & 5126)
No. %
1. Hispanic Origin 9,760 45.10
2. Other White 10,892 50.33
3. Other Races 989 4.57
Total 21,641 100.00
B. ETHNIC GROUPS AND WOMEN EMPLOYED BY THE CITY OF GILROY BY DEPARTMENT
Positions Hispanic Origin Other White Other Races Women
No. % No. % No. % No. %
Admin. ;
13 2 15 11 85 0 0 9.: 69
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Po1ic;:e 49 8 l6 39 80 2 4 10 2
Fire 21 ~ 4 19 17 81 0 0 1
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P & R 21 8 38 lO 48 3 l4 3 1
Pub. Wks. 46 18 39 26 57 2 4 7 1
Planning 6 1 l7 5 83. 0 0 3 5
TOTALS 156 41 26 108 69 7 ,4 33 2
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EmiNIC GR~S AND ~ EMPLOYED BY WE CITY OF GILROY BY CIASSIFICATICN -
.' PoSa Hispanic Origin Other.e Other Races
No. % No. % No. %
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Accoont Clerk
Mnin. Secretary
Asst. City Administrator
Asst. Planner
Assoc Planner
Auto. ~. I
,Bldg. Inspector
Chief Bldg Inspector
Chief of Police
City Administrator
City Clerk
Clerk Typist I
Camunity Relations Spec.
Carplter cperator
O1stcxtian
Director, Parks & Rec.
D;rector, Planning
Director, Public Works
Engineering Aide
Equip. Maint SU~.
Facilities. Maint. Spec.
FacilitieS' Maint. SUper
Fire Captain
, Fire Chief
Fire Engineer
Firefighter
Fire Marshal
Garage Asst.
GraIDdskeeper I
Gramdskeeper II
HCD Coordinator
B<D Aide "
Jr. Civil Eng.
Lab Tech.
MSO
Parking Enforc. Off.
Parks Supt.
Persamel Director
Personnel Secretary
Plan Review Tech
Police Cannander
Police Officer
Police Records Clerk
Police Sergeant
Public Works Insp.
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Hispanic Origin Other~ Other Races ' Waren
No. % No. No. % No. . %
P.W. Maint.I 5 3 60 2 40 0 0 0 0
P.W. Maint.lI 6 5 83 1 17 0 0 0 . 0
P.W. Senior,Maint. 2 2 100 0' 0 0 0 0 0
P.W. Supt 1 0 0 .1 100 0 0 0 0
Purchasing Agt. 1 0 0 1 100 0 0 1 100
Rec Supvsr II 2 1 50 0 0 1 50 1 50
Rec SupvsrII 1 0 0 1 100 0 0 0 0
.Secretary 5 0 0 5, 100 0 0 5 100
Sr. Acct Clerk 1 0 0 l' 100 0 0 1 lOO
Sr. Olstcdian 1 0 0 0 0 1 lOO 0 0
Sr. Gramdskeeper I I 100 0 0 0 0 0 0
Str & Sewer Super. 1 0 0 1 100 0 0 0 0
Treec1irnber 2 I 50 0 0 1 50 0 0
Urban Forester 1 0 0 1 100 0 0 0 0
WWTP q;>. I 8 6 75 2 25 0 0 0 0
Water Supervisor 1 0 0 1 lOO 0 0 0 0
'1UI2\LS 156 43 28 106 68 7 4 33 21
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