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HomeMy WebLinkAboutReso - CC - 032-1977RESOLUTION NO. 32 - 77 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BURLINGAME ADOPTING AN AFFIRMATIVE ACTION PROGRAM WHEREAS, the Congress of the United States of America and the Legislature of the State of California have enacted laws to prohibit discrimin- ation on the basis of race, color, national origin or ancestry, religion or sex in the area of employment; and WHEREAS, in order to implement the policy behind said State and Federal laws, and to conform to the requirements of the State and Federal employment assistance programs affirmative action policies must be adopted by the City of Burlingame; NOW, THEREFORE, BE IT RESOLVED by.the City Council of the City of Burlingame that said Council hereby adopts as the policy of the City of Burlingame in the administration of its employment affairs the Affirmative lAction Program set forth in EXHIBIT A. attached hereto. ayor I, EVELYN H. HILL, City Clerk of the City of Burlingame, do hereby ify that the foregoing Resolution was introduced at a regular meeting of City Council held on the 18th day of April, 1977, and was adopted thereafter the following vote: ES: COUNCILMEN: Amstrup-Crosby-Harrison-h1angini COUNCILMEN: Martin COUNCILMEN: None EXHIBIT A Zhe Tih� of ourfingamt SAN MATEO COUNTY CITY HALL- 501 PRIMROSE ROAD BURLINGAME, CALIFORNIA 94010 TEU(415) 342-8931 AFFIRMATIVE ACTION POLICY STATEMENT It is the policy of the City of Burlingame to take affirmative action to: Recruit, hire and promote all job classifications with- out regard to race, color, creed, religion, ancestry, national origin, sex, marital status or physical handicap. Insure that all personnel actions such as classification, compensation, benefits, transfers, layoffs, return from layoff, training and education through tuition reim- bursement will be administered without regard to race,. color, creed, religion, ancestry, national origin, sex, marital status or handicap. Insure that all facilities of the City of Burlingame are available to employees on a non-descriminatory basis and that all social and recreation programs sponsored for employees be open to participation with- out regard to race, color, creed, religion, ancestry, national origin, sex, marital status or handicap. The successful achievement of a non-descriminatory employment pro- gram requires maximum cooperation among employees. In fulfilling its part in this cooperative effort, the city government is obliged to lead the way by establishing and implementing affirm- ative procedures and practices which will achieve the objective of equal opportunity for all. Charles F. Schwalm City Manager AFFIRMATIVE _'TION PLAN L _y of Burlingame Analysis of City of Burlingame Workforce An analysis of the city's workforce has.been prepared showing the deficiencies of under -utilization of women and minorities in all job classiciations and job groupings such as management, professional, administrative and supervisory, technical, public safety, services and maintenance and clerical as well as by departments. Also, the composition of applicant flow by minority groups and sex is being kept and will be reviewed periodically. A review of promotional and transfer policies is being made and will be reviewed periodically. Setting of Affirmative Action Goals and Timetables The City has determined realistic goals and timetables after analyzing of retirements and turnover rate, with the optimal goal being a workforce in each department and job grouping which reflects the sexual and ethnic ccmpositiofi of the population at large. These goals and timetables will serve as an aid in determining the degree of equal opportunity achieved and in averting discriminatory practices. These goals and timetables will be monitored twice a year and the results given to staff and City Council. Personnel System Reform The city's recruitment practices are being evaluated and will constantly be evaluated to insure that the application pool for positions reflects the ethnic and sex make-up of the community at large. Recruitment will. be undertaken through more aggressive and non-trasitional methods than in the past to reach minority and women applicants who are qualified. Job requirements will be evaluated to determine if they are job -related. The printing of job announcements and advertisements in Spanish to reach that portion of the community will be studied for use where appropriate. Irsure Valid Selection and Promotional Devices Mechanisms used to screen and select applicants will be studied periodically to determine reliability in successful job performance and the removal of artificial barriers to employment. Education and experience requirements will be evaluated as to their actual job relatedness not just tradition. The city will develop more performance tests to supplement written exams. An applicant tracking system in being devised to trace the progress of an applicant through the selection process in order to pinpoint particular selection components which may create adverse impact or reveal covert discrimination. AFFIRMATIVE ACTI PLAN City Burlingame That the city will reexamine its promotional policies toward minorities and women and consider the extension of additional training opportunities. to improve their jobs skills. to prepare them for upward mobility. Promotional information will be distributed to all eligible employees. Wherever possible the City will consider the promotion of qualified women and minorities from within the organization before hiring from outside and a file of qualified minority and female employees will be maintained or when promotional opportunities occur. _Job Restructuring The Classification Survey prepared by Cooperative Personnel Services prepared new job classifications which are -restructured and established more realistic job ladders or promotional opportunity. The creation of paraprofessional positions to assist professionals and to abate their work loads will be periodically studied as this creates opportunities.for those not able to qualify for the more demanding jobs a chance to enter the workforce, get experience and.advance according to their abilities. Utilization of Employement and Training Program and Funding Resources The city will continue in its efforts to secure and train CETA employees for gainful employement in the community. The hiring of women and minorities in these positions will be encouraged. Utilizing Community Resources The City will endeavor to place more minority and women representatives on the Civil Serive Commission as vacancies occur. Women and minorities organizations within the city will be welcome to advise and offer suggestions to the city's Affirmative Action Program as appropriate. SUMMARY SHEET as of 4/1/77 MALE FEMALE Department Black Asian Other Span. Cau. Blacks Asian I Other jSpan.Sur. Cau. Engineering/B1d.Insp. 1 1 1 1 9 I - 1 City Attorney 1 1 Planning 2 1 City Manager 1 1 Finance 1 1 8 Fire 2 59 Police 43 14 Street & Sewer 2 23 1 Water Office 4 Parks 1 1 1 19 1 Library 4 1 1 9 Recreation 5 4 Water Department 1 1 1 12 # % # TOTAL CITY 1 2 % # 1 % °# 2_5: % # % # % #. 76 179 1 % # ___ % # _ 1 # 19,45 ANALYSIS CITY OF BURLINGAME WORK FORCE Exhibit I OCCUPATIONAL ANNUAL TOTAL NO. MAL E FEMALE BLACK SPANISH SURNAME ASIAN OTHER MINORITIES M&F Caucs. GROUPS TURNOVER RATE EMPLOYEES NO. % NO. % NO. % VAR. NO. % VAR. No. % 5.3% I. Management 15 15 100 1 7% 14 93% 11. Professional 6.6% 18 12 66 6 33% 8 00% III. Admin. & Supervisory 5.29% 34 30 88 4 12 34 100% 5.26% IV. Technical 19 19 100 1 5% 18 95% V. Public Safety .7.3%. 68 68 100 1 1% 67 99% VI. Maint. Services 8.9% 49 46 94 3.. 6% 1 2% 3 7% 1 2% 46 94% VII. Clerical 8.8% 36 36 00% 1 3% 1 3% Labor 134F94% Population of area 38% 4% 11% 4% Present Employee Breakdown 76% 19% .4% 2.5% 1%` I .CITY OF BURLINGAME FIVE YEAR EMPLOYMENT GOALS Exhibit II OCCUPATIONAL GROUP Fiscal Year Cumulative 1974 19 8 1979 1980 1981 Five Year Totals Vac. Goal Vac. Goal Vac. Goal Vac. Goal Vac. Goal Vac. Goal •1. Management 1 1F 1 1 iss 0 1 1F 4 2F 2F iss IL •Professional' 1 1P 2 1S5 1 113orA 1 1F 1 6 2F 1. A IIIti Administrative and Supervisory 1 2 1F 2 iss 2 1BorA 2 1F 9 2F 1BorA 2ss 2BorA IV. Technical 1 iss 1 1 1F 1 1 1F 5 2F �1Ss V. Public Safety 2 iss 3 iSS 2 1SS 3 2 1F 12 2F . 5SS 1E 1BorA YI. Maintenance Services 4 155 5 1B 4 1F 5 1F 4 iss 2F1F 1BorA iss 1SS 1S5 22 58S 2BorA III. Clerical �S 3 1BorA 3 1S5 3 1Male 3 IBorA 3 iSS 15 2b__A 81 - Black As - Asian -American Oth - Other Minority. SS - Spanish Surnamed Cau - Caucasian F - Female Management. Within the next 5 years, Lechich, W. Mason, Hoffman & Schwalm must retire. As P. Bergsing has been appointed, we have already reach 1/3 Of our 5-yr. Management Goal.