HomeMy WebLinkAboutRES 83-476 R E S O L U T I O N
WHEREAS, the City Manager has presented to the City
Council goals and time limits related to an affirmative action
plan for the City of Beaumont; and,
WHEREAS, the Council desires to adopt such affirmative
action goals and time limits for the City of Beaumont and
authorize the City Manager to implement administrative regulations
to enforce the goals;
NOW, THEREFORE, BE IT RESOLVED BY THE
CITY COUNCIL OF THE CITY OF BEAUMONT:
THAT the Affirmative Action Goals of the City of Beaumont for a
five (5) year period, in the form attached hereto and made a part
hereof for all purposes, is hereby adopted. Said Affirmative
Action Goals shall be and remain on file in the City Clerk' s
office of the City of Beaumont for public inspection. The City
Manager be, and he is hereby , authorized to promulgate and
implement administrative regulations for the enforcement of such
Goals.
PASSED BY THE CITY COUNCIL of the City of Beaumont this
the day of 1983.
Mayor -
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AFFIRMATIVE ACTION GOALS ,
INTRODUCTION
In the implementation of the City's Affirmative Action Plan, the City of
Beaumont will endeavor to meet all the goals established by the City for
minorities and females. However, our assumptions and judgments in pre-
dicting the number of vacancies due to attrition and expansion may fall
short of the estimated number of vacancies that will occur during the
five-year life span of our Affirmative Action Plan. A basic component of
the City's Affirmative Action Plan is annual -monitoring. Action resulting
farom the monitoring process will be annual adjustment of goals based on
overall accomplishments or failures.
Additionally, we must recognize that the City's resources committed to the
implementation of the Affirmative Action Plan will be limited because of
the economic conditions that presently exist within the City and the State
as a whole. The existence of these factors require that our implementation
methods be not only creative and innovative, but cost effective as well. As
a result, the City of Beaumont will commit a majority of its resources to
those goals established for minorities and females in the job categories
where minorities and females have been traditionally excluded from parti-
cipation (Administrative, Professional, and Technical occupational categories) .
The City of Beaumont through its Affirmative Action Committee conducted an
analysis of the City's work force. The objective of this analysis was to
determine where in the City's work force minorities and women were under-
utilized. utilization statistics were collected from all City Departments.
Based on the in-depth evaluation conducted by the Affirmative Action Committee,
the following goals were established for minorities and females.
ADMINISTRATIVE, PROFESSIONAL, AND TECHNICAL - Ist Priority
The evaluation of the City's work force indicated that minorities are under-
utilized in the Administrative, Professional and Technical job categories
and females are underutilized in the Administrative and Technical job
categories. Recognizing the fact that traditionally minorities and females
have been excluded from those positions that involve policy formulation and
decision making and from those internal resource pools from which candidates
for promotion to management are drawn, it shall be the policy of the City of
Beaumont to aggressively move toward the utilization of minorities and females
in these upper level positions. Thus, in order to more fairly reflect its
surrounding community labor market segments in these positions, the City of
Beaumont has established the following goals for minorities and females:
I. Administrative Occupations - 62 positions: Occupations in which
employees set broad policies, exercise overall responsibility for
execution of these policies, or direct individual department or
special phases of the agency's operations. Includes: department ' 1A
directors, assistant directors, division chiefs, superintendents,
policy majors, deputy fire chief, accountants, budget analysts,
administrative assistants, and kindred workers.
Current Composition - 1983
White Black Hisp Other Female
49 9 1 10
83% 15% 22 17%
Projected Composition - 1988
White Black Hisp Other Female
40 19 3 26
64% 31% 52 42%
II. Professional Specialty Occupations - 73 positions: 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: engineers, planners,
lawyers, doctors, registered nurses, librarians, sanitarians, systems
analysts, social workers, dieticians, teachers or instructors, police
captains, and fire district chiefs.
Current Composition - 1983
White Black Hisp Other Female
53 15 1 1 31
76% 21% 1% 1% 44%
Projected Composition - 1988
White Black Hisp Other Female
46 23 3 1 31
63% 32% 4% 1% 42%
III. Technical Occupations -_.72 positions: Occupations which require a
combination of basic scientific or technical knowledge and manual
skill which can be obtained through specialized post-secondary
school education or through equivalent on-the-job training. Includes:
drafting, engineering -and laboratory technicians, construction and
code inspectors, computer programmers and operators, surveyors,
licensed vocational nurses, and kindred workers.
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Current Composition - 1983
White Black Hisp Other F&ale
50 15 1 20
76% 23% 1% 30%
Projected Composition - 1988
White Black Hisp Other Female
45 23 4 27
63% 32% 5% 38%
PROTECTIVE SERVICES - 2nd Priority
The protective services analysis revealed that minorities and females are under-
utilized in these positions. Due to the cultural barriers traditional society
has placed on minorities and women in careers as police officers, the attainment
of the goals established by the City of Beaumont for minorities and females shall
be accomplished by an innovative three-prong system that will assure equal acces-
sibility to employment for all individuals desiring careers as police officers.
Under this system, all qualified individuals shall be classified according to
white/minority/female. From each classification one qualified individual , accord-
ing to his or her ranking within that classification, shall be selected on a
rotating basis for any vacancies that are available. For instance, if there are
only three vacancies, one individual will be selected from each classification.
This system shall remain in effect until the following goals established by the
City for minorities and females are met. It shall be the final goal of the City
to achieve the percentage composition as listed below under Final Future Composition.
I. Protective Services - 436 positions: Occupations in which workers are en-.
trusted with public safety, security and protection from destructive forces.
Includes: patrolmen, sergeants, lieutenants, firefighters, fire engineers,
fire captains, fire prevention investigators, jailers, and park rangers.
Current Composition - 1983
White Black Hisp Other Female
388 40 2 21
90% 9% 1% 5%
Interim Projected Composition - 1988
White Black Hisp Other Female
338 81 17 42
78% 19% 4% 10%
Final Future Composition
White Black Hisp Other Female
279 140 17 183
64% 32% 4% 42%
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SKILLED CRAFT REPAIR AND MAINTENANCE OCCUPATIONS - 3rd Priority
It should be re-emphasized that the policy of the City will be to commit
the majority of resources allocated to the Affirmative Action work prpgram
to accomplishment of Administrative and Technical goals for reasons already
stated. As a result of this policy, this category as viewed in terms of
goal setting is third in priority.
In these job categories, the evaluation conducted by the Affirmative Action
Committee revealed that hispanics and females are underutilized in these
job categories. The City therefore established the following goals for
hispanics and females in these positions:
Service Maintenance Occupations - 302 positions: Occupations in which
workers perform duties which result in or contribute to the comfort,
convenience, hygiene or safety of the general public or which contribute
to the upkeep and care of buildings, facilities or grounds of public
property. Includes: General laborers, construction laborers, refuse
collectors, custodial personnel, crew leaders, and foremen.
Current Composition - 1983
White Black Hisp Female
55 250 4 67
187 81% 1% 22%
Projected Composition - 1988
Wbite Black Hisp Female
55 231 16 129
187 77% 5% 48%
II. Skilled Craft - 186 positions: Occupations in which workers perform
jobs which require special manual skill and a thorough and comprehensive
knowledge of the processes involved in the work which is acquired
through on-the-job training and experience or through apprenticeship
or other formal training programs. Includes: carpenters, electricians,
electronics, technicians, painters, welders, heavy equipment operators,
mechanics, repairmen and plant operators, crew leaders and foremen.
Current Composition - 1983
White Black Hisp Female
63 116 5 15
347 637 3% 8%
Projected Composition - 1988
White Black Hisp Female
61 118 7 77
337. 63% 4% 42%
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ADMINISTRATIVE SUPPORT/CLERICAL OCCUPATIONS - 4th Priority
The` statistical evaluation of the City's work force revealed that blacks
and females presently surpass their composition in the City's labor market
in these job categories. Hispanics, however, were underutilized in these
two job categories. Therefore, no goals were established for blacks and
females in these job categories. The goals established for hisDanics' in
these positions are as follows:
Administrative Support - 181 Dositions: Occupations in which workers
are responsible for internal and external communication, recording
and retrieval of data and/or information and other paperwork required
in an office. Includes: clerks and receptionists, office machine
operators, clerk-typists, stenographers, secretaries, statistical
clerks, dispatchers, payroll clerks, office supervisors, and kindred
workers.
Current Composition - 1983
White Black Hisp Other Female
109 60 3 167
63% 35% 2% 97%
Projected Composition - 1988
1.1hite Black Hisp Other Female
112 62 7 171
62% 34% 4% 95%