HomeMy WebLinkAboutCITY OF BAKERFIELD EEOP PLAN 2016-2017 •
B A K E R S F I E L D
2016- 2017
EQUAL EMPLOYMENT OPPORTUNITY PLAN
(EEOP)
July 1 , 2016
to
June 30, 2017
FOR
CITY OF BAKERSFIELD
1600 Truxtun Avenue
Bakersfield, CA 93301
www.bakersfieldcity.us
This Data is reflective July 1, 2015 through June 30, 2016
City of Bakersfield
Equal Employment Opportunity Plan (EEOP)
As the City Manager for the City of Bakersfield, I strongly support the goals and actions
established by the EEOP in an effort to encourage the employment and advancement
or females, minorities, people with disabilities, disabled veterans and veterans of the
Vietnam era. The goal of the EEOP is to create an equal work environment where all
applicants and employees are treated fairly and with respect. To assure full
implementation of this equal employment policy, we will take steps to assure that:
a. Persons are recruited, hired, assigned and promoted without
regard to race, religion, color, national origin, citizenship, sex,
veteran's status, age or disability.
b. All other personnel actions, such as compensation, benefits,
transfers, layoffs and recall from layoffs, access to training,
education, tuition assistance and social recreation programs are
administered without regard to race, religion, color, veteran's
status, national origin, citizenship, sex, age or disability.
c. Employees and applicants shall not be subjected to harassment,
intimidation, threats, coercion or discrimination because they
have: (1) filed a complaint; (2) assisted or participated in an
investigation, compliance review hearing or any other activity
related to the administration of any federal, state or local law
requiring equal employment opportunity; (3) opposed any act
or practice made unlawful by any federal, state or local law
requiring equal opportunity or (4) exercised any other right
protected by federal, state or local law requiring equal
opportunity.
I designate the Human Resources Manager as the EEOP Officer responsible for all
aspects of this EEOP, including it's planning, coordinating, implementing, monitoring
and reporting to ensure a goo• aith effort to achieve the established goals.
Ala re':Cit Manager Da e
As the Human Resources Manager for the City of Bakersfield, I strongly support the goals
and actions established bey the EEOP in an effort to encourage the employment and
advancement or females, minorities, people with disabilities, disabled veterans and
veterans of the Vietnam era. The goal of the EEOP is to create an equal work
environment where all applicants and employees are treated fairly and with respect.
As the designated EEOP Officer responsible for all aspects of this EEOP, I will commit to
the planning, coordinating, implementing, monitoring and reporting to ensure a good
faith effort to achieve the established goals.
%y-,12‘ Pia l�
Lisa McGranahan, Human Resources Manager Date
EEO Utilization Report
Organization Information
Name: City Of Bakersfield
City: Bakersfield
State: CA
Zip: 93301
Type: County/Municipal Government (not law enforcement)
Tue Jul 18 12:31:22 EDT 2017
Step 1: Introductory Information
Policy Statement:
The City of Bakersfield is committed to equal opportunity for all individuals, and to ensuring that no applicant or employee
is discriminated against because of age, race,color, creed, religion, gender, national origin, physical or mental disability,
medical condition, marital status, sexual orientation,family care or medical leave status, veteran status or any other
protected class as established by Federal/State law.
The development of our Equal Employment Opportunity Plan(EEOP)will further enhance the City in meeting the goal of
equal opportunity in employment and promotion. The Program will apply to all aspects of City employment, including but
not limited to recruitment,selection, compensation (salary and other benefits), promotion, training and education
opportunities,transfers, displacements (layoffs)and leaves of absence. Factors such as the proportion of minorities in the
relevant labor market and/or the reasonable recruitment area as compared to job classifications within the City shall be
used when possible in formulating appropriate goals in the EEOP.
Please see attached.
Following File has been uploaded:COB Policy Statement.docx
USDOJ,Office of Justice Programs,EEO Utilization Report page 2 of 10
Policy Statement:
The City of Bakersfield is committed to equal opportunity for all individuals, and
to ensuring that no applicant or employee is discriminated against because of
age, race, color, creed, religion, gender, national origin, physical or mental
disability, medical condition, marital status, sexual orientation, family care or
medical leave status, veteran status or any other protected class as established
by Federal/State law.
The development of our Equal Employment Opportunity Plan (EEOP) will further
enhance the City in meeting the goal of equal opportunity in employment and
promotion. The Program will apply to all aspects of City employment, including
but not limited to recruitment, selection, compensation (salary and other
benefits), promotion, training and education opportunities, transfers,
displacements (layoffs) and leaves of absence. Factors such as the proportion
of minorities in the relevant labor market and/or the reasonable recruitment
area as compared to job classifications within the City shall be used when
possible in formulating appropriate goals in the EEOP.
Further, the City of Bakersfield requires strict adherence to the dictates of Title VII
of the 1964 Civil Rights Act, and regulations of the California Fair Employment
and Housing commission (Title 2 S2787.6), which prohibit any form of harassment
in the workplace. All individuals are entitled to be treated fairly without regard
to their protected status and any behavior in violation will be deemed
inappropriate, unacceptable and will not be tolerated.
Any employee who believes he or she has been the subject of discrimination or
harassment should report the alleged act immediately to his or her immediate
Supervisor, any member of Management or contact Human Resources. An
investigation of a complaint will immediately be addressed. Any employee who
has been found to have harassed or discriminated against another employee
will be subject to appropriate disciplinary action, up to and including
termination.
Step 4b: Narrative of Interpretation
In reviewing the Utilization Analysis Chart,the Human Resources Office for the City of Bakersfield the following
observations:
1. White females were significantly under-represented in the following job categories: Officials/Administrators(-9%),
Professionals(-15%), Service Maintenance(-10%), Protective Services: Non-sworn (-25%)and Protective Services:
Sworn-Patrol Officers
(-7%).
2. Hispanic/Latino females were significantly under-represented in the following job categories: Officials/Administrators(-
11%), Professionals(-9%),Technicians(-7%), Protective Services: Sworn Officials(-7%), Protective Services: Sworn-
Patrol Officers(-18%), and Service Maintenance(-21%).
3.Asian females were significantly under-represented in the Professionals(-3%), Technicians(-4%) and Service
Maintenance(-2%)job categories.
4. White males were significantly under-represented in the Skilled Craft(-10%), and Administrative Support(-5%)job
categories.
5. Hispanic/Latino males were significantly under-represented in the following job categories: Protective Services: Sworn-
Patrol Officers(-17%), Protective Services: Sworn Officials(-14%), and Administrative Support(-5%).
6. There has been a notable increase from 2016 to 2017 in the following job category: Administrative Support White
males saw an increase of(4%), Hispanic/Latino males(5%)and Black males(3%).
Please See Attached.
Following File has been uploaded:COB Narrative of Interpretation.pdf
Step 5: Objectives and Steps
1. City of Bakersfield presently undertakes the following actions:
a. A listing of all recruitment area employment sources designated to providing referral services to possible female
and minority applicants will be utilized by the Human Resources Division in all external postings.
b. When appropriate employment opportunities will be advertised in recruitment area publications that include female
and/or minority readership.Also all recruitment ads will continue to state Equal Opportunity Employer.
c. Disseminate information on job opportunities to organizations representing minorities,women and employment
development agencies when job opportunities occur.
d. Actively recruit at secondary schools,junior colleges, colleges and Universities with predominantly minority or
female enrollments.
2. Ensure that all employees are given equal opportunity for promotion.This is achieved by:
a. Posting promotional opportunities.
b. Offering counseling to assist employees in identifying promotional opportunities,training and educational
programs to enhance promotions and opportunities for job rotation or transfer.
c. Evaluating job requirements for promotion.
d. The Human Resources Department will provide promotional candidates an opportunity for a debriefing to include
feedback to the candidate in order to assist and prepare them for future promotional opportunities.
e. Engaging stakeholders by increasing community participation on oral interview panels.
DSDOJ.Office of Justice Programs.EEO utilization Report page 3 of 10
Step 4b: Narrative Interpretation
In reviewing the Utilization Analysis Chart, the Human Resources Office for the City of
Bakersfield made the following observations:
1. White females were significantly under-represented in the following job
categories: Officials/Administrators (-9%), Professionals (-15%), Service
Maintenance (-10%), Protective Services: Non-sworn (-25%) and Protective
Services: Sworn-Patrol Officers
(-7%).
2. Hispanic/Latino females were significantly under-represented in the
following job categories: Officials/Administrators (-11%), Professionals (-
9%), Technicians (-7%), Protective Services: Sworn Officials (-7%), Protective
Services: Sworn-Patrol Officers (-18%), and Service Maintenance (-21%).
3. Asian females were significantly under-represented in the Professionals (-
3%), Technicians (-4%) and Service Maintenance (-2%) job categories.
4. White males were significantly under-represented in the Skilled Craft (-
10%), and Administrative Support (-5%) job categories.
5. Hispanic/Latino males were significantly under-represented in the
following job categories: Protective Services: Sworn-Patrol Officers (-17%),
Protective Services: Sworn Officials (-14%), and Administrative Support (-
5%).
6. There has been a notable increase from 2016 to 2017 in the following job
category: Administrative Support White males saw an increase of (4%),
Hispanic/Latino males (5%) and Black males (3%).
In summary of the underutilized areas, the majority of these positions are Technical and
Professional positions which are both subject to Civil Service Rules in the recruitment
process. Due to the competitive nature of these recruitments, which include written
and oral examinations, they also require specialized training which creates a significant
challenge in obtaining a qualified and diversified pool of candidates. The City of
Bakersfield will continue to actively identify qualified female and minority applicants as
viable candidates to fill these vacancies.
In keeping with the City of Bakersfield's commitment to having a workforce that reflects
the community it serves, the City of Bakersfield will examine its recruitment and retention
practices to see if there may be ways to attract under-represented groups summarized
above.
f. Promote higher education and advancement with the City of Bakersfield through the tuition reimbursement
program.
3.Our objective is to provide equal employment opportunities for White, Hispanic/Latino and Asian females
and White and Hispanic males as our organization fills vacancies that become available in the
Officials/Administrators, Professional,Service Maintenance,Technicians,Skilled Craft,Administrative Support,
Protective Services:Sworn-patrol officers and non-sworn job categories. City of Bakersfield has identified
action programs to address problem areas and to help achieve specific affirmative action goals.These
programs include:
a. Compile an Advisory report to be disseminated to officials and administrators biannually to educate and record
progress objectives and steps listed in the EEOP plan.
b. Review and make recommendations to departments regarding their under-utilization of minorities and EEO
activities, and work with departments to develop EEO strategies to address areas of concern. The Human
Resources Department will develop a log and make it available City wide that will capture all EEO efforts executed
during the year.
c. The Human Resources Department will provide diversity training to its supervisors to include current underutilized
categories.
d. Develop an intern program to attract and develop a larger, more diversified pool of candidates.
e. Work with departments to establish relationships, and a recruiting pool of potential applicants,with local and
outlying colleges, universities and vocational training institutions.
f. Review and make recommendations to departments regarding their social networking sites on ways to
demonstrate employment openings and their diversity efforts.
g. Conduct ongoing analyses of job descriptions to ensure they accurately reflect job functions.
h. Offer programs to assist and prepare City employees in their career development efforts, including training
courses offered by the City, such as:
Supervisory Training
o Diversity
o Harassment
o EEO Policies
Monthly Optum Skills Training Seminars
Training to employees on the prevention of harassment, discrimination and diversity training.
Training personnel and management staff on proper interview techniques
Online Learning Center
Additional customized training is available upon request by departments
Employment Assistance Program(Work life balance)
Strength finders coaching
i. The Human Resources(HR) Department will review recruitment, selection, promotion and other career
development efforts and processes to assist in identifying areas that may be disproportionately eliminating protected
groups.
j. The Human Resources Department will provide raters EEO findings to include areas of under-utilization prior to the
interview process in an effort to bring education and awareness.
Step 6: Internal Dissemination
1. Distribute a hard copy of the EEOP Utilization Report to all Department Heads. The EEOP will be discussed as part of
a Department Head Meeting and also on a one-on-one basis with hiring managers and oral board raters to ensure
communication of the EEOP goals.
2. Send an e-mail and post a hard-copy memorandum to advise all employees that a copy of the EEOP Utilization Report
is available on the HR intranet website and on Request.
3.A Policy Statement and plan availability will be communicated, and acknowledged by all new employees, as part of the
New Hire Orientation Process.
4. Post a copy of the EEOP Utilization Report on the City of Bakersfield, Human Resources Intranet service,an in-house
electronic communication network.
USOOJ,Office of Justice Programs,EEO Utilization Report page 4 of 10
5. The City of Bakersfield EEOP Policy statements will remain prominently posted along with all other legally required
postings within the Human Resources Division.
6. Equal Employment Opportunity and California Department of Fair Employment and Housing postings regarding
discrimination in employment are prominently posted along with all other legally required postings across the City of
Bakersfield.
Step 7: External Dissemination
1. Post a copy of the EEOP Utilization Report on the City of Bakersfields public website.
2.A copy of the EEOP Utilization Report will be available upon request in the Human Resources Division.
3. The City of Bakersfield will notify our contractors and vendors of the availability of the EEOP Utilization Report within the
Human Resources Division.
4. In utilizing the various advertising media to announce recruitment, the City of Bakersfield will continue to include the
clause Equal Opportunity Employer.
USDOJ,Office of Justice Programa.EEO Utilization Reporl page 5 of 10
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I understand the regulatory obligation under 28 C.F.R. - 42.301-.308 to collect and maintain
extensive employment data by race, national origin, and sex, even though our organization may not
use all of this data in completing the EEO Utilization Report.
I have reviewed the foregoing EEO Utilization Report and certify the accuracy of the reported
workforce data and our organization's employment policies.
Certified As Final By Lisa McGranahan Human Resources Manager 07-07-2017
[signature] (title] [date]
USDOJ.Office of Justice Programs,EEO U4lization Report page 10 M 10
I understand the regulatory obligation under 28 C.F.R. —42.301-.308 to collect and maintain
extensive employment data by race, national origin, and sex, even though our organization may not
use all of this data in completing the EEO Utilization Report.
I have reviewed the foregoing EEO Utilization Report and certify the accuracy of the reported
workforce data and our organization's employment policies.
Certified As Final By.Lisa MoGranahan Human Resources Manager 07-07-2017
[signature] [title] [date]
USDOJ,Dike of Jusk e Programs,EEO Utilization Report page 10 of 10
7n1-7—Jcic;
U.S.Department of Justice
Office of Justice Programs
Office for Civil Rights
Washington.D.C.20531
July 13, 2017
Lisa McGranahan
HR Manager
Bakersfield Police Department
1601 Truxtun Avenue
Bakersfield,CA 93301
Re: Equal Employment Opportunity Plan(EEOP)Utilization Report for Bakersfield Police Department
Dear Ms. McGranahan,
The Office for Civil Rights,Office of Justice Programs,has reviewed and approved the Equal
Employment Opportunity Plan(EEOP)Utilization Report that you submitted in accordance with the
grant conditions set forth by either the Omnibus Crime Control and Safe Streets Act of 1968(Safe
Streets Act),Juvenile Justice and Delinquency Prevention Act of 1974,the Victims of Crime Act of
1984 or their implementing regulations. The approval of your EEOP Utilization Report is effective for
two years from the date of this letter, and satisfies the EEOP reporting requirement for all open
Department of Justice(DOJ)awards during the two-year period.
Your organization may,however, have additional civil rights compliancerequirernetus if it receives funding
from grant programs other than the ones listed above. For example,if your organization is a recipient
of funding from the Office on Violence Against Women(OV W),your organization's non-discrimination
policies and practices should also include prohibitions on discrimination on the bases of actual or perceived
sexual orientation and gender identity.
If you have any questions regarding this matter,please contact the Office for Civil Rights at(202)307-
0690.
Sincerely,
X 717
Michael L.Alston
Director
Signed by MICHAEL ALSTON
•
B A K E R S F I E L D
A NOTICE AND INVITATION TO ALL EMPLOYEES AND APPLICANTS
EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT
City of Bakersfield has been and will continue to be an equal
opportunity employer. To assure full implementation of this equal employment policy,
we will take steps to assure that:
a. Persons are recruited, hired, assigned and promoted without
regard to race, religion, color, national origin, citizenship, sex,
veteran's status, age or disability.
b. All other personnel actions, such as compensation, benefits,
transfers, layoffs and recall from layoffs, access to training,
education, tuition assistance and social recreation programs are
administered without regard to race, religion, color, veteran's
status, national origin, citizenship, sex, age or disability.
c. Employees and applicants shall not be subjected to harassment,
intimidation, threats, coercion or discrimination because they
have: (1) filed a complaint; (2) assisted or participated in an
investigation, compliance review hearing or any other activity
related to the administration of any federal, state or local law
requiring equal employment opportunity; (3) opposed any act
or practice made unlawful by any federal, state or local law
requiring equal opportunity or (4) exercised any other right
protected by federal, state or local law requiring equal
opportunity.
I have appointed Lisa McGranahan to take on the responsibilities of
EEOP Officer. As EEOP Officer, she will be responsible for the day to day implementa-
tion and monitoring of this Equal Employment Opportunity Plan. As part of that
responsibility, she will periodically analyze the City's personnel actions and their effects
to insure compliance with our equal employment policy.
If you, as one of our employees or as an applicant for employment,
have any questions about this policy or would like to be considered under our Equal
Employment Opportunity Plan, please see Christi Tenter during regular business hours.
To obtain a copy of the Equal Employment Opportunity Plan visit www.bakersfieldcitv.us
I have reviewed and fully endorse our Equal Employment Opportunity
program. In closing, I ask the continued assistance and support of all of the City's
personnel to attain our objective of equal employment opportunity for all.
Sincerely, ,
•Ian Tandy, Man ger