HomeMy WebLinkAboutBAKERSFIELD POLICE DEPARTMENT EEOP PLAN 2016-2017 f. nf:
Bakersfield Police Department
Equal Employment Opportunity Plan (EEOP)
For the period from July 1, 2016 to June 30, 2017
As the Police Chief for the Bakersfield Police Department, 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.
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 good faith effort to achieve the
established goals.
lio) C.-2
Lyle Martin, Police Chief Date
As the Human Resources 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.
As the designated EEOP Officer responsible for all aspects of this EEOP, I will
commit to the planning, coordinating, implementing, monitoring and reporting
to ens 1e/a good faith effort to achieve the established goals.
it "� I� $ -
Li McGranahan, Human Resources Manager Date
EEO Utilization Report
Organization Information
Name: Bakersfield Police Department
City: Bakersfield
State: CA
Zip: 93301
Type: County/Municipal Law Enforcement
Thu Jul 13 14:06:32 EDT 2017
Step 1: Introductory Information
Policy Statement:
The Bakersfield Police Department(BPD)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 BPD in meeting the goal of
equal opportunity in employment and promotion. The Program will apply to all aspects of BPD 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 BPD shall be
used when possible in formulating appropriate goals in the EEOP.
See attachment.
Following File has been uploaded:BPD Policy Statement.docx
USDOJ.Office of Justice Programs,EEO Utilization Report page 2 or 10
Policy Statement:
The Bakersfield Police Department (BPD) 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 BPD in meeting the goal of equal opportunity in employment and
promotion. The Program will apply to all aspects of BPD 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 BPD shall be used when
possible in formulating appropriate goals in the EEOP.
Further, the Bakersfield Police Department 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
Narrative Underutilization Analysis
In reviewing the Utilization Analysis Chart,the Human Resources Office for the Bakersfield Police Department(BPD)
made the following observations:
1.White males were under-represented in the following job categories: Professionals(-21%),and Technicians(-23%).
2.Hispanic/Latino males were under-represented in the following job categories: Protective Services:Sworn-Officials(-
14%)and Protective Services:Sworn-Patrol Officers(-10%).
3.White females were under-represented in the following job categories: Protective Services: Sworn-Patrol Officers(-7%).
4.Hispanic/Latino females were under-represented in the following job categories: Protective Services:Sworn-Officials(-
7%)and Protective Services: Sworn-Patrol Officers(-18%).
5.There has been a notable increase from 2015 to 2016 in the following job categories: Professionals: Hispanic/Latino
females(12%),Technicians:White females(6%).
In summarizing the underutilized areas, the majority of these positions are Police Officer and Police
Supervisory/Management positions which are both subject to Civil Service Rules in the recruitment process. Due to the
competitive nature in the recruitment of these candidates,which includes an extensive background investigation and
specialized training, it creates a significant challenge in obtaining a qualified and diversified pool of candidates.The
Bakersfield Police Department will continue to actively identify qualified female and minority applicants as viable
candidates to fill these vacancies.
In keeping with the BPD's commitment to having a workforce that reflects the community it serves,the BPD will examine
its recruitment and retention practices to see if there may be ways to attract under-represented groups summarized
above.
Step 5: Objectives and Steps
1. Our objective Is to provide equal employment opportunities for White and Hispanic/Latlno females and
males as our organization fills vacancies that become available in the Technicians, Protective Services:Sworn-
Patrol officers,and Sworn-Official job categories. Bakersfield Police Department has identified action
programs to address problem areas and to help achieve specific affirmative action goals.These programs
include:
a. Incorporating practice agility exams in the BPD entry level examination phase. This will help candidates to have
additional exposure to the job related physical characteristics that are examined at this phase.
b. The Bakersfield Police Department will continue to identify opportunities to encourage female and minority
applicants to apply for City employment. This will include but not limited to:job/career fairs,school presentations,
community group presentations and other related venues.
c. Utilize officer meet and greets and application workshops in public/private organizations.
d. Examine the possibility of re-starting the pre-law enforcement class at the local City college,which is specifically
used to recruit college students and give them information/support to pursue policing while getting college credits.
e. Expand recruitment efforts with religious groups in underrepresented communities.
f. Conduct ongoing analyses of job descriptions to ensure they accurately reflect job functions.
g. Evaluating the total examination process to ensure freedom from bias through job application review. Training of
personnel and management staff on proper interview techniques and EEO training for management, supervisory
USDOJ.Office of Justice Programs.EEO Utilization Report page 3 of 10
staff,and any one participating in hiring interviews.
h. Offer Programs to assist and prepare BPD employees in their career development efforts, including training
courses offered by the City,such as:
Supervisory Training
o Diversity
o Harrassment
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
Employment Assistance Program(Work life balance)
Strength Finders coaching
Additional customized training is available upon request by departments.
2. Bakersfield Police Department 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.Also all recruitment
ads will continue to state Equal Opportunity Employer.
b. Social media video postings of Why I wear my Badge to demonstrate the diversity of the Department and to
highlight the rewarding work of a law enforcement career.
c. Disseminate information on job opportunities to organizations representing minorities,women and employment
development agencies when job opportunities occur. Also,a Spanish speaking Hispanic female was designated as a
Public information Officer.
d. Mentoring program by high ranking women officers to Kern County High School Criminal Justice Programs,
Bakersfield Police Explorers Program and local colleges.
3. Ensuring that all employees are given equal opportunity for promotion.This Is achieved by:
a. Posting promotional opportunities and encouraging employees in non-sworn positions to become police officers.
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. Engaging stakeholders by increasing community participation on oral interview panels.
d. Evaluating job requirements for promotion.
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 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 Bakersfield Police Department, Human Resources Intranet service,
an in-house electronic communication network.
5.The Bakersfield Police Department 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 Bakersfield
Police Department.
7.The substance of this policy,which has been reviewed,approved and signed by the City Manager.
USDOJ.Office of Justly Programs,EEO Utilization Report page 4 of 10
Step 7: External Dissemination
1. Post a copy of the EEOP Utilization Report on the Bakersfield Police Departments public website.
2.A copy of the EEOP Utilization Report will be available, upon request in the Human Resources Division.
3.The Bakersfield Police Department will advise 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 Bakersfield Police Department will continue to
include the clause Equal Opportunity Employer.
USDOJ,Office of Justice Programs.EEO Utirzation Report page 5 of 10
! - § ; ) ; ! § ; ( § ; ; § ;
| § ; ( f ; § < §( « | ( «
-!) ! § § § « ! ! § §\ ° §• § r
! ; _ « | ; ( § ; (|- § K <
■ ! ! | § | § ; §
LL
;!| ! t § / ; ` § §
) / •k ° ) f \ •r ; § 9 ; § ; § ( «
i § • \ - § ( - , ( § - ■ r § ; i /
- !
E
R. | ° § f - r ( % - § ! ( 1 [ ) - < !
! a N ® ,
§ r ; § « ( § « |- § ;! .
a e is, tu
8 a 2 ! ! | - § ( § ; § ; ! i - — : ,
ff
! ! ! ! - ; § « | | ■ ; ; r ; § 9 !
mil . • , -
e / - } 2 } » , Z ) co ae
\
S co
2 °
,
5 ` ` § ; | ! ! ( o | §. l , � # §! z
§ | / ° § § § « ; / « ; § ; § \ ,
/ § � $ - ; \ ( [ \ « § \ - f § ( - ;
Z. ( /( f f ! ;| - f ! - a, ( -
o | ! -
C
z
) ■
| ; ! £ |! £ ! ■! C - fC £ ! «
! ' E \ f $8 | ! | £ ! . | $ ,| 2f | \ || | d | ! ! ; | |
|! ; , | ! ! ! ! ! , | ! ! §
A - § | ) 9 ° E ^ \
} ! | ° | ; ( ( - ( - \
) / ( a. , - t ; § ; - ; - §
«
! - ; § \ ^ ) ^ !
| | ! ! a ;
em § / ! a - (
\ ) / - ; § ( f - § - 7
§ (
- 0 ;§ \ - ! ° .} �
| a \ ! )- - . f ,
I
( § §! a § § ; - ° \
§ | § a )} ! | ° ! < - Luw
!
| I | < | , ; ; ; < 0 0- | §
| \ \ s � ! - ; | \ ; - § - ( \
12 ! , ; ! -
Rz § ® ^ ) - \
/ r ) ` ^ §! ^ | \
/ ) ° ( | \ - � - § , . $ -
| 0f ,
\
t,
£ ; | £ ; , £ - I £ £
) § ) | § ) 1 § / § ) 0 )
a
' / ! |
..5 '5
, !
Is—
| ! ! z .
at
0 !
) ' ), §
|
ci
' !
C !
| 0 !
1 , 12 /
C D
! ` ! | ! !
2z8TA
, ,
,
! / \ ji . ,0
1 • •
� } ' '
to
| 0
2 co
!
. !
Ou ) t l
| | § § ; ; ; ( /
; § ! ; ; ; ! ;in
n § ; § ! ! ;z ; \
! ! ; | ! ! ; ; § ;
/ ) | | o § o [ § § 0 /
§ | ! 0 , 0 0 K
. � ! § § -
} § 0 0 0 0 § 0 0 ! a
t
|
| S a ( ; ! ; | § |
A' ; ; ! ! ! | § s |
\ |
; } ! | ( ; 0 | ; ; § !
! . $ 0- 2 ; ; \ | ; ; ; / /
ifi
g! § § § § § ; §! .
\
X12 ` ! ; ! | § § § §
tlz ® _
§ ) / § * § § § § § §
/ ) § § § - a 5 a 'Si
� | § ) § § § ( ; 1
` 1..\ C5C - - £ £ | « ! If
• ^ ! ■ ! s 1, 8 ! n
; | i | a3 |
/
S S SI
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 Utilisation Report page 10 of 10
US.Department of Justice
$l :
Lit Office of Justice Programs
Office for Civil Rights
%sllneton,D.C.2053/
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 compliareenxlwrernats 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(OVW),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 yh 44-1 4. -
Michael L Alston
Director
Signed by MICHAEL ALSTON
Bakersfield Police Department
Equal Employment Opportunity Plan (EEOP)
As the Police Chief for the Bakersfield Police Department, 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 dl 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 good faith effort to achieve the established goals.
711.)) 17
Lyle Martin, Police Chief Date
As the Human Resources Manager for the City of Bakersfield, I strongly support the gods
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.
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.
�h✓��� �� s- a - I fi
Lisa McGranahan, Human Resources Manager Date
1,14 t'f,'t' ; .
in!_IT ,,)
A NOTICE AND INVITATION TO ALL EMPLOYEES AND APPLICANTS
EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT
Bakersfield Police Department 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 assis-
tance 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 Christi Tenter to take on the responsibilities of EEOP Officer. As
ESOP Officer, she will be responsible for the day to day implementation 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,
LyleMartin, ef