HomeMy WebLinkAbout06/17/1991 BAKERSFIELD
Lynn Edwards, Chair
Patricia j. DeMond
Mark Salvaggio
Staff: Maureen Cotner
AGENDA
PERSONNEL COMMITTEE
Monday, June 17, 1991
4:15 p.m.
City Manager's Conference Room
1. 1990 Affirmative Action Plan
2. Employee Assistance Program Provider Contract
3. Request for Proposal:
Comprehensive ClassifiCation/Compensation Study
4. Job Specification Revision: Building Director
CHANGES IN AFFIRMATIVE ACTION PLAN
From 1989 to 1990
Following is an outline of the proposed changes to the 1990 Affirmative Action Plan. The
changes were made to update factual information about the City such as: department
names, department heads, employee population, recruitments, dates, etc. Aisc, current
outreach efforts being made by the departments were added. No basic policy changes
have been made.
'Legend: ( ) = explanato~! comments
e,t#keeu~ = dele#ons to the previous plan
undedinin.q = addi#ons to the previous plan
Page 4
First ¶: o All Fire Stations
o Departmental bulletin Boards at the Police Station
o Departmental bulletin Boards at the C!,.'!c ?.ud!tc'_r!um Convention
Center
Sixth ¶: o Personnel Office
o Job-Posting Board outside Personnel
o Employee Break Rooms at City Hall
o Employee Break Rooms at the. Police Station
o All Fire Stations
o C!';!c Auditeri'--'m Convention Center
o Offices and Break Room at the Corporation Yard
o Martin Luther Kinq Community Center
Eighth ¶: o City Manager Dale Hawley
o Public Works Ed Schulz
0 t'~'" "~'""~' '"";~ '
Water & Sanitation Paul Dow
o Police Robert Patterson
o Finance Greg Klimko
o Fire Dennis Needham
Economic/Community Development Jake Wager
O ,A, ,~li~,-,,,;, ,,.~ ~,-,,-,,i,-,,~.. f'~l.~,-li~
Community Services Leland Andersen
90CHANGE. DOC 1
o City Attorney Art Sa~lficld
Lawrence Lunardini
o Planning/Buildin.q . Jack Hardisty
Pa,qe 6
First ¶: The Personnel Division is ....... *' .... +~-"--~.~ ..... ~-.--,~,,.
......... · ............. u ~ ~¥stc,,'~, ........ · ';:3 ,,~,,~¥
--..........,.,~"" .....,...... monitors the outreach recruitment efforts to further
develop successful sources.
Fourth ¶: The Personnel Division is ....... +~ ...... ~'"'+~"" ~ ........"~"+~",u-' has obtained
personnel database software for the purpose of reviewing and monitoring
all phases of the examination, selection and hiring process. ~
h bce ;'"+~"~ ""~ "+;'"""'~ '"' yccr SiRma
Software, which was' updated in 1990, has been utilized for two years.. It
tracks all applicant flow data and ide'ntifies potentially invalid questions or
criteria.
(This topic is aOdressed on page 13, last ~.)
Pa~e 7
First ~,
Sentence 3: To this ena, the Ci~ has e~ablishe~ a tuition reimburseme~ program,
where 100% of tuition and fees (equivalent to tuition an~ fees at CalEornia
State Universe, Baker~eld), and expenses for te~, are reimbursed upon
success~l completion of ~ob-relatea coursework.
Pa~e 9
First ~: ~e wor~orce utilization analysis w~ pedormed using da~ refle~ng the
employee popuimion of the Ci~ of B~er~eld effete * ....... I ~non
Auqust 13, 1990, whereas the histoncai information and recru~me~ d~a i~
effe~Ne December 31, 1989. ~e analysis was conduced on four separ~e
Io~tions where Ci~ employees work: Ci~ Hall (including the Planning
Annex ................... Convention Center, an~ the Economic
Development Office), Corporation Yar~, Police Depa~ment and Fire
Depa~ment (including employees assigne~ to all fire stations).
90CHANGE. DOC 2
Second ¶: This analysis consists of a comparison of the actual utilization of minorities
and females in our work force population to the distribution of protected
groups in the populations from wlnich we recruit. This recruitment
population distribution is reflected in the "parity" numbers shown in the
analysis. In other words, parity is the ideal number of people that would b~
employed by race, sex and ich cate.qory if employment proportionatel,~,
matched the recru tment nonulatio -m .......~,.,,,.,,, ..... I.,,,.,., · .
. ,- ~ n ................... ~...~. ........ Parity Is
determined by using a number of different weighted factors, such' := These
include the population of Kern County, ef those in Kern County with the
requisite skills to perform the duties of the job level, or ef the internal
promotional population.
Pa.qe 11
(Graph updated to include 1989 data.)
Pa.qe 12 (City Hall Utilization Analysis updated to reflect City of Bakersfield employee
population as of August 13, 1990. Attached please find the 1989 Utilization
Analysis to use'as a comparison to the one in the updated plan. Differences
between the two years are minor.)
Page 13
First ¶: The Departments or Divisions included in the area of City Hall are primarily
of an engineering or administrative function. They include the City
Manager's Office, City Attorney, Finance, Personnel, Risk Management,
Planning, Economic and Community Development, Building, Data
Processing, City Clerk, C!v!c A'_'ditcrium Convention Center, and Public
Works Engineering.
Third ¶: Throughout -I-888 1990, divisions represented in this analysis engaged in
numerous activities which enhanced the character of the City of Bakersfield
as an affirmative action employer. These can be summarized as follows:
Fourth ¶: o Staff members, for example in Personnel, Planning, CMc A'_'d!tCrlum
Convention Center and Purchasing, made presentations to various
institutions and groups regarding the many functions the City fulfills.
and the career opportunities available with the City.
90CHANGE. DOC 3
Sixth ¶: o Members of the Personnel staff aCtively participated in a number of
community organizations, including the Department of Fair
Employment and Housing Roundtable, the Employers Advisory
.Group, and the Mayor's Committee for the Handicapped :,-~,
Eighth ¶: o The City Attorney's Office and Personnel made presentations to a
.... ~,,,. ,,~ r%,:..:,.,,.,,, department heads supervisory personnel and
employees regarding the prohibition of sexual harassment, race,
reiiclion or national ori.qin discrimination.
Pa.qe 14
After
First ¶: o :;,.~,, .... ,4 n.,+. ~ ...... : ....~,..,.~.,..~, ,::..,,....,-. ..... ,~..,:,,,,: +.,.
(Data Processing offered this opportunity to one employee during
the prior year. It was not offered during 1990 due to lack of
requests.)
(The following will be added to the next revision of the Plan:
Finance offers a flex time schedule to the department staff. Thin
allows employees an opportunity to attend classes to reset their
educational qoals.)
s'.g'pe,";:~cr! ........ I ~,.., ,.,,.,,.,,~,.,,,,.;+,, +,.,
(Due to budgetary constraints, additional staff was not provided.to perform
this function. This issue will be presented to the new Personnel Manager
for future consideration.)
Second ¶: o The City Manager has continued to be an active advocate of the
National Urban Fellows Program, and served as a mentor for a
Fellow who served as a Special Assistant to the City Manager during
-1-888-88 1989-90.
90CHANGE. DOC 4
Thrird~¶: 0 The Personnel Office actively promoted the "'
Summer Jobs for Youth Program, which fosters development and
continued education of disadvantaged high school students. City
employed te~ eight students during -1-988 1990. '
Fourth ¶: o The Economic/Community Development Department participates
annuallY in the Coop Program at Cai State by employing one to four
students. This program encouraqes students to pursue careers in
public employment.
o Information about the City is disseminated by the
Economic/Community Development and Public Works Departments
at Street Fairs and the County Fair. These efforts assist long-term
in the hiring of females and minorities.
o Personnel in many divisions participate in Teen Government Day.
High school students ,qet a chance to witness city government in
action for one day and are made aware of the job opportunities
available in the public sector.
o Public Works positions are advertised at the American Public Works
Association Seminars to recruit females and minorities.
o The Planning Department promotes careers in planning by annually
participating in Hi,qb School Career Days and giving presentations
at grade schools and various service clubs.
o Hi,qh school and colleqe students are given detailed tours of the
Convention Center with the objective of providinq an awareness of
jobs available and encoura.qing students to complete their education.
Pa,qe 15
First ¶: o The annual Career Days sponsored by the Kiwanis Club is held at
the Convention Center. Information is made available on a variety of.
occupations as well as the education required. This helps students
prepare in advance for their future careers. City of Bakersfield Police
and Fire Departments both participate in this event.
o The Finance Department offers a flextime schedule to staff members.
This allows employees an opportunity to attend classes to meet their
educational goals.
(Recruitment listing waS updated to reflect 1989 efforts rather than 1988.)
90CHANGE. DOC 5
Pa~es 16-18
(Representative Job Titles updated to .reflect current titles being used.)
Pa.qe 19 (Corporation Yard Utilization Analysis updated to reflect City of Bakersfield
employee population as of August 13, 1990. Attached please find the 1989
Utilization Analysis to use as a comparison to the one in the updated plan.
Differences between the two years are minor.)
Pa.qe 21
Seventh ¶: In addition, Personnel staff members ~,----~--~ ~--~,-*,, '
.............. ~ mcct',,-,~s in thc.
......... -~-.~- ..................................... are available to
familiarize employees with successful methods for applying for and
competing in recruitments '
..... ~ .... ~'~' ........ · ....~,,,-· ....................... ,~R ,
p:rsc~n:l ' " prcmct!:,-. :up--,r';:c~W
The Personnel Division presents Supervisory Traininq ProRrams which will
educate employees as to their responsibilities relative to affirmative action
and equal opportunity employment
(Recruitment listing updated to reflect 1989 rather than 1988.)
PaRe 22 - 23
(RePresentative Job Titles updated to reflect current titles being used.)
Pa.qe 24 (Grapt~ updated to include 1989 data.)
PaRe 25 (Fire Utilization Analysis updated to reflect City of Bakersfield employee
population as of August 13, 1990. Attached please find the 1989 Utilization
Analysis to use as a comparison to the one in the updated Plan. The
increase in the "Protective Services" population was due to the addition of
nine (9) new positions for the new firestation 'opened in 1990. Female
representation in the Firefighter ranks decreased from four to one. Other
differences are minor.)
90CHANGE. DOC 6
Pa.qe 26
First ¶: The majonty of employees in this Department fall in two categories:
Professional. anct Protective Services. A review of the utilization analysis
performed in this-area reveals that adequate female representation is
lacking in the Protective Services level, which is composed exclusively of
Fire Fighter, and Fire Engineer ~-,,~ c~... ~....,~,.~, -r~.,.~,.,~,.~., While
departmental percent female representation has more than doubled
between 1983 and -1-g88 1990 (from 3.9% to g:gcs~ 7.96%), this increase in
actual utilization only reflects an increase in the number of females from 6
to -l-g 1.~6. In the same periocl, the total number of minorities represented in
the Department increased from 32 to ;~ 3__~6, and greater representation is
needed.
Second ¶: Because most positions al0ove the entry level position of Fire Fighter are
restricted to personnel currently employed in the Department it is critical
that Fire Strengthen its representation of all protected classes in the Fire
Fighter ranks. These internal-promotion-only positions are: Fire Engineer,
Fire Captain, De,ut-; F!re Chief, Fire Battalion Chief, Fire Marshall, Assistant
Fire Chief, Deputy Fire Chief and Fire Chief. In order to achieve parity, the
Department must focus on recruiting a greater number of females and
minority applicants for the entry level Fire Fighter position. The most recent
Fire Fighter recruitment, conducted in ~ 1989, resulted in a total of 294
282 applicants, of which ;z8 113 were females or minorities. The recruitment
strategy included targeting minority and females with bulletins announcing
the recruitments.
In Iookinq to the future, the Fire Department has increased its emphasis on
social responsibility and made public education a top priority. Their
strateq¥ is to be proactive rather than reactive. A method of accomplishin.q '
this qoal is throu.qh participation in a variety of community-related activities
They have become involved in many Proqrams such as Adopt a Senior anrt
Adopt a School to name a few. In addition to education the community of
fire safety issues, such participation makes the public aware of career
opportunities in the Bakersfield Fire Department.
Pa.qe 27 (Recruitment listing updated to reflect 1989 rather than 1988.)
90CHANGE. DOC 7'
Page 28 (Representative Job Titles updated to reflect those currently being used.)
Page 29 (Graph updated to include 1989 data.)
Page 30 (Police Utilization Analysis updated to reflect City of Bakersfield Police
Department employee population as of August 13, 1990. Attached please
find the 1989 Utilization Analysis to use as a comparison to the one in the
updated plan. In 1990, Police Ueutenant was changed .from the
Professional to the Official/Administrators Category and Police Sergeant was
changed from the Technician to the Professional Category. Therefore, the
numbers will not be comparable from 1989 to 1990 in those three
categories.)
Page 31
Second ¶: The Police Department represents the largest number of employees, relative
to all other Departments, and because of its structure, has the greatest
opportunities for internal development. The composition of the Department
is ~3% 65% white male, ~ 16% minority and 24% female.
Fourth ¶: Recruitment for Entry Level Police Officer: In recognition of the need for a
well-balanced applicant pool, with a large number of females and minorities,
the Police Department, in conjunction with Personnel, conducted three one
open recruitment for Police Officer in -1.888 1990.
Last sentence: The recruitments resulted in 4-t-8 369 total applicants, of
which 49 61 were females and -148 121 were minorities.
Fifth ¶: A video has been developed by the Police Department that gives an insight
into the job of a Police Officer. Staff members present this video at iob fairs
throuRhout the state.
Page 32 (Recruitment listing updated to reflect 1989 rather than 1988.)
Page 33 (Representative Job Titles updated to reflect those currently .being used.
Police Ueutenant changed from Professional to Official/Administrators
Category and Police .Sergeant Changed from. Technician to Professional
Category.)
Exhibits (The exhibits are located at the end of the Plan are were Updated to reflect
current organizations.)
90CHANGE. DOC 8
WORKFORCE UTILIZATION ANALYSIS WORK LOCATION: CITY HALL
CAUCASIAN BLACK ~ · HISPANIC ASIAN AM. IND.
H F H F H F M F M F
FFICIAL/ Actual 15 4 0 i 2 0 0 0 1 0
kDMINIST.~ATORS Parity 12 6 1 0 1 1 1 0 1 0
ROFESS iONALS Actual 33. 14 4 0 4 2 4 1 2 0
Parity 31 22 2 1 3 2 I i 1 0
ECHNICIA=NS Actual 19 9 3 1 1 1 1 0 0
Parity 20 9 3 0 1 2 0 0 0 0
?.OT-~ CTI?E Actual
S ERVI CiS Parity
~RA- Actual 4 8 0 1 0 0 0 0 0 0
PROFESSIONALS Parity 4 7 0 1 0 1 0 0 0 0
~F!C=-/ Actual 2 25 0 1 0 11 0 0 0 1
Cr.~RICAL Parity 9 22 0 1 3 4 0 0 0 1
~ILLED Actual
LRAFT~WOP. K~RS Parity
:RVICE Actual 3 1 2 0 6 0 0 0 0 0
LAINT~-NA/~CE Pari'.y ~ 3 i 0 '2 1 0 0 0 0
:TAL Acnua! 76 ~ 1 9 4 13 14 5 1 3 1
Parity 81 69 7 3 !0 11 2 1' 2 1
:fective 12/31/88
WORKFORC~ UTILIZATION .ANALYSIS
WORK LOCATION: CORPORATION YARD
CAUCASIAN BLAC~ HISPANIC ASIAN AM. i/TD.
M F M F M F M F H F
?FICIAL/ Ac=ual ~ 0 I 0 ' 2 0 0 0 1 0
LDMINIS ~.'T<ATCRS Pari=y 5 0 1 0 2 0 0 0 1 0
'~0FESSIONALS Ac=ual 21 4 7 0 7 1 0 ! 0 0
Pari=y 26 4 4 0 ~ 1 0 1 0 0
~ICIA~S Actual 19 1 0 0 2 0 0. 0 0 0
Parity 16 '! 1 0 4 0 0 0 0 0
.0TM CTL',/E Ac=ual
-~A- Ac=uat 3 2 0 0 0 0 0 I ~ 0
PROFESSIONALS Par±=y 5 1 '0 0 0 0 0 0 0 0
7ICl/ Ac=ual 0 8 0 2 0 0 0 i '0 0
~r.~RICAL Parity 2 6 0 1 I 1 0 0 0 0
iI~D · . Actual 55 0 8 0 39 1 1 0 0 0
~3~FT'WORKERS Pari=y 50 ! 14 0 37 0 1 0 1 .- 0
~/CI Ac=~a! 30 3 23 0 45 0 1 0 1 0
~I~I~ENANCE Parity 37 16 13 ! 30 4 1. 0 1 0
'~L Ac'~ual 133 1S 39 2 95 2 2 3 2 0
Par±~y 141 29 33 2 79 6 2' 1 3 0
ac~±ve 12/21/S8
WORKFORCE UTILIZATION A2~ALYSIS
WORK LOCATION: FIRE
CAUCASIAN BLACK HISPANIC. ASIAN AM.IND.
M F M F. M F M F M F
..... ~- Ac=ual !.0 0 0 0 1 0 0 0 1 0
.~DM.N.S..~ 0RS Pariuy II 0 0 0 0 0 0 0 ! 0
~OFESSiONALS Actual 40 ! 0 0 0 0 0' 0 2 0
Paris? 20 2 2 0 5 0 i 0 3 0
E--~-2~iCi~S Actual 6 4 0 0 -1 i 0 0 0 0
Pariuy 5 5 0 0 1 ! 0 0 0 0
ROTECTII~ Actual 79 4 5 0 - 15 0 2' 0 7 0
SERVICES Parl~y 64 18 3 1 15 5 i 0 5 0
;iRA- Ac=ual 1 0 0 Q 0 0 0 0 0 0
PROFESSIONALS Parl~y 1 0 .0 0 0 0 0 0 0 0
~FIC~/ Actual 0 7 0 0 0 ! 0 1 ~0 0
CLeRiCAL Par~'! 2 5 0 0 1 1 0 0 0 0
'.~T,T,~D Ac=ual 2 0 0 0 0 0 0 0 0 0
I.RAF~^'OPS~RS Par~uy i 0 0 0 1 0 0 0 0 0
Ei~ViCE Ac=ual
~ ~.%_L? ~ c-..~ ~ .
--- ' ...... 138 16 ~ 0 17 2 2 ! !0 0
Pari~'! 114 30 5 1 23 7 2 0 9 0
ffac~±ve 12/? 1,,"~8
WORKFORCE UTILIZATION ANALYSIS WORK LOCATION: POLICE
CAUCASIAN BLACK HISPANIC ASIAN AM. IND.
M F M F M F M F M F
FFICiAL/ Ac~uai 4 0 0 0 0 0 0 0 0 0
ADMINIS~-"~RATORS Paris? 3 1 0 0 0 0 0 0 0 0
~OFESS iONALS Actual 8 3 2 1 1 0 2 0 1 0
Parity .!I 4 1 0 1 1 0 0 0 0
EC~INICiA/~S Ac~ua! 21 19 i 0 ,0 3 i 0 2 0
Parity 24 !! 1 1 5 3 i 0 1 0
~OTECTI%~ Actual 159 5 !i 1 13 0 2 0 I 0
SERVICES Parity 120 31 7 2. 20 8 2 0 2 0
.%/~A- Ac=ual 2 16 0 1 ! 0 0 0 0 0
PROFESSIONALS Parity !! 5 1 0 2 1 · 0 0 0 0
~FICE/ Ac=ual. 1 !7 0 3 0 7 0 0 0 0
C~I~iCAL Pariny 6 16 0 1 2 3 0 0 '0 0
~LL~D Ac~ua! 0 0 0 0 0 0 0 0 0 0
'iRAE?WOPJ~F~ - Parity 0 0 0 0 0 0 0 0 0 0
ERVi CE Ac~ua! 1 0 0 0 3 0 0 0 0 0
:.Skii~TZI~i~CE Parl~y 2 1 0 0 1 0 0 0 0 0
~-AL At.ua! !96 60 14 6 18 !0 5 0 4 0
Parity 177 69 !0 4 21 16 3 0 3 0
= i';e 12/21/88
1990
Affirmative Action Plan
City of Bakersfield
CITY OF BAKERSFIELD
1990 AFFIRMATIVE ACTION PLAN OUTLINE
.POLICY STATEMENT
I. STATEMENT OF PURPOSE
II. GOALS
III. RESPONSIBILITY
IV. DISSEMINATION OF POLICY
V. IMPLEMENTATION OF PLAN
A. Recruitment
.B. Examination, Selection and Hiring' C. Training and Development
D. Promotion and Upward Mobility
E. Disciplinary Actions
F.~ Employee Separation: Voluntary. and
Involuntary
G. Discrimination Complaints and Appeals
Procedure
VI. WORKFORCE'UTILIZATION ANALYSIS
The following information is provided for the
geographic locations of City Hall, Police
Department, Fire Department, and the Corporation
Yard:
o Comparison, by ethnicity and gender, of parity
as representative of availability in the
recruitment area vs. representation in the City
of Bakersfield workforce, by position level
o Narrative analysis of utilization
o Examples of job titles
POLICY STATEMENT '
EQUAL OPPORTUNITY EMPLOYMENT AND WORKPLACE HARASSMENT
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,
religion, sex, national origin or handicap. Decisions on
employment matters are to be based solely on merit as determined
by job-related criteria.
It is recognized that the practice of fair employment,
already existing, can be further enhanced with a more specific
commitment' to this concept. The development of our Affirmative
Action Program will assist the City in meeting the goal of equal
opportunity in employment and promotion. This 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, layoffs and leaves of absence. Factors such as the
proportion of various minorities in the Kern County labor market,
as compared to job classifications within City Departments, shall
be used when possible' in formulating appropriate goals in the
Program.
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.~), which prohibit any.form of
harassment in the workplace. Ail individuals are entitled to be
treated with dignity and respect in the workplace;, the use of
sexual, racial or ethnic slurs, jokes or derogatory comments are
inappropriate, unacceptable and will not be ~olerated.
Any employee who believes he or she has been the
subject of discrimination or sexual harassment should report the
alleged act immediately to his or her immediate supervisor,
shop. steward, or the Personnel Manager. An investigation of a
complaint, will be undertaken immediately. Any employee who
has been found to have sexually harassed or discriminated against
another employee will be subject to appropriate disciplinary
action, up to' and including termination.
My personal commitment to this policy is very
strong; my expectation is that every employee will endeavor
to pursue the intent and spirit of this policy in all aspects of
their employment.
I. STATEMENT OF PURPOSE
This Affirmative Action Program is intended to reinforce the merit
principle in public employment. It should not be interpreted as
gragting "preferential treatment" to specialized population
groups, nor to hiring under-qualified 'candidates for employment..
It is intended, however, to provide equal opportunity to.all who
seek employment and promotions within the City. This is a working
tool which promotes the 'use of purely job-related employment
practices, and prevents all non-job related, barriers to
employment.
The .purpose of the City Affirmative Action Program is threefold:
o To convey the ongoing commitment of the City. of
Bakersfield to affirmative action and equal opportunity
for all individuals2 Affirmative Action is intended to
establish fair and equal opportunity for all persons to
compete for available jobs. The implementation of this
Program recognizes that projected demographics reflect
the changing character of the State of California and
the City of Bakersfield, and that we can expect growing
representation of minority groups.in the population and
labor 'market. As a public entity, it is our duty. and
responsibility to meet the needs of our constituents by
anticipating and. addressing these changes, and making
efforts to ensure adequate representation of minority
groups in the City's labor force.
o To establish measurable standards by which the results
of our Affirmative Action program may be monitored.
o To provide a plan which aids in meeting the goal of
equal opportunity in all employment practices.
It is the policy of the City of Bakersfield to not tolerate sexual
harassment of or by its employees; as such, those engaging in such
conduct will be subject to disciplinary action up to and including
termination. Sexual harassment includes, an unwelcome verbal,
visual or physical, conduct of a sexual nature.
All employees of the City of Bakersfield are reminded that the
affirmative action concept is an integral, meaningful part of all
emplOyment practices. Every employee is responsible for creating
a supportive work climate conducive to achieving the goals
included in the program; obstruction of the intent or process of
equal opportunity employment will not be tolerated, and may lead
to disciplinary action up to and including termination.
2
II. GOALS
The goal of the City of Bakersfield is that all employees and
applicants receive equal and equitable consideration in hiring,
promotion and all employment practices. In addition, the city is
committed to the continued prevention of any form of sexual
harassment in the workplace.
The objective of Affirmative Action Program is to achieve
protected group representation in the City's workforce such that
it reflects the recruitment population of Kern County. Section VI
of this document provides a comparison of current utilization to
availability.
III. RESPONSIBILITY
.The Personnel Manager is designated as the Affirmative Action
Officer, and as such is responsible for all aspects of this
Affirmative Action Program, including its planning~ coordinating,
implementing, monitoring and reporting. Specifically, the Program
will be reviewed and updated on an annual basis; on an ongoing
basis, the Affirmative Action Officer will identify problem areas
and establish, corrective measures for them. Further~ the
Affirmative Action Officer is responsible for communicating to all
City employees the goals and objectives of the Affirmative Action
Program, and for informing management.of current developments in
the eqUal opportunity area.
Management personnel and first line supervisors are responsible
for making employment decisions that 'are consistent with the
objectives of the Affirmative Action Program. Line supervisors
are.charged with the responsibility of informing their workforce
of current and projected developments in equal employment
opportunity.
The ultimate responsibility for the success of the program lies
with all employees of the City of Bakersfield; this plan commits
all managers, supervisors and employees to follow the spirit and
intent of this program and to the support of its objectives.
IV. DISSEMINATION OF POLICY
The City of Bakersfield Affirmative Action Policy statements will
remain prominently posted in- conspicuous places throughout
employment locations, including:
o Job posting board outside the Personnel Office
o City Manager's Office'
o Meeting Room at the Corporation Yard
o Emplqyee Break Rooms at City'Hall
3
o Ail Fire Stations
o Departmental bulletin Boards at the Police Station
o Departmental bulletin Boards at the Convention Center
The substance of this policy, which bears the signature of the
City Manager, is communicated to all new employees in the employee
handbook, and reiterated at employee orientations. · .~
Copies of the Program and Policy are available to employees,
community groups, outside agencies and interested individuals.
In utilizing the' various advertising media to announce
recruitment, the City of Bakersfield will continue to include the
clause "We Are An Equal Opportunity Employer". The statement "An
Equal Opportunity/Affirmative Action Employer: Women, Minorities
and Handicapped Individuals Are Encouraged to Apply" is included
in all job posting bulletins.
A poster provided by the EEOC relative to Equal Employment
Opportunity (exhibit A), and a poster provided by the California
Department of Fair Employment and Housing relative to
discrimination in employment (~xhibit B) are displayed in the
following locations:
o Personnel Office
o Job-Posting board outside Personnel
o Employee Break Rooms at City Hall
o Employee Break Ro6ms at the Police Station
o - All Fire Stations
o Convention Center
o Offices and Break Room at the Corporation Yard
o Martin Luther King Community Center
A'copy of the Affirmative Action Program, in its entirety, has
been provided to Department Heads of the' following Departments:
o City Manager Dale Hawley
o Public Works Ed Schulz Water & Sanitation Paul Dow
Police Robert Patterson
o Finance Greg Klimko
Fire Dennis Needham
o Economic/Community Jake Wager'~
Development
o Community Services Leland Andersen
o City Attorney Lawrence Lunardini
o Planning/Building Jack Hardisty
V. AFFIRMATIVE ACTION PLAN IMPLEMENTATION
A continuing activity within the City is the ongoing, reView of
employment practices to ensure that practices, terms and
conditions do not impede the achievement of this Affirmative
Action Program's objectives. This section summarizes the methods
used in implementation of the Program, and highlights those
actions or projects undertaken to enhance the effectiveness of the
Program.
A. RECRUITMENT
The efforts of the Personnel Division have been directed toward
recruiting the maximum number of applicants, and ensuring that
protected class applicants are well represented. We will continue
to identify the City of Bakersfield as an equal opportunity
employer to all recruitment sources, and continue to use the
following methods to increase the number of applicants we receive
for each job opening:
1. Job posting bulletins Will be sent to specific minority
and female resource agencies and contacts (see exhibit
C).
2. When specialized professional or technical ~ecruitment
exist, we will contact those agencies likely to have
access to qualified applicants (see exhibit D).
3. Recruitment announcements will be placed in minority
newspapers, minority language radio stations and other
sources servicing a predominately female or minority
audience.
4. We will continue to seek referrals from the Employment
Development Department
5. Job opportunities will be publicized in businesses,
schools, clubs, churches and other establishments
frequented by members of the minority community (see
exhibit E).
6. We will actively recruit and advertise through the
higher education institutions, such as ~akersfield
College, California State University, Bakersfield,
Delano College Center and Cerro Coso Community College
(Edwards). Other schools may be added if a more
extensive recruitment effort is needed.
7. Recruitment source lists will be obtained from the
'Department requesting the recruitment.
5
The Personnel Division monitors the outreach recruitment efforts
to further develop successful sources. Staff is available for
presentations to schools, community groups, church groups' and
others, and to 'advise and counsel prospective applicants on
testing and job requirements.
B. EXAMINATION, SELECTION AND HIRING
The City's employment examination, selection and hiring practices
will continue to be evaluated to determine that the best qualified
applicants for a position are identified, regardless of sex, race,
religion or national origin. Any practice which is determined to
have a discriminatory effect will be eliminated.
Minimum requirements for positions with the City of Bakersfield
will be continuously reviewed to insure they do not include any
barriers to. equal employment opportunity. All standards used in
the selection process must be valid and realistically relevant to
job and professional requirements; such specifications are
maintained in writing in the Personnel Office and are summarized
in all recruitment bulletins.
The Personnel Division has obtained personnel database software
for the purpose of reviewing and monitoring all phases of the
examination, selection and hiring process. Sigma Software, which
was updated in 1990, has been utilized for two years. It tracks
all applicant flow data and identifies potentially invalid
questions or criteria.
Select'ion techniques other than written examinations are being
utilized where appropriate. These include assessment centers,
performance tests and structured technical oral tests.
Oral BOards are generally composed of an individual who is
knowledgeable in personnel policy and procedures, and two members
of the workforce at large who are subject matter experts. The
personnel professional will brief oral board members to assure
that questions are consistent, relevant, non-discriminatory and
provide an equal, opportunity for applicants to present their
qualifications. Whenever possible, the Oral Board will include a
member of a protected group.
C. TRAINING AND DEVELOPMENT
The City's Affirmative Action Program is intended to assure that
employees at all levels have equal opportunity for advancement.
6
The City recognizes that through,appropriate training programs,
employees are afforded the opportunity to increase their
effectiveness in~ their current position and develop skills
necessary to successfully compete for promotional opportunities.
Continuing education is an effective means of ensuring that
employees are provided that opportunity. To this end, the City
has established a tuition reimbursement program, where 100% of
tuition and fees (equivalent to tuition and fees at California
State University, Bakersfield), and expenses for texts, are
reimbursed upon successful completion of job related coursework.
Additionally, the City provides employees at all levels in-house
continuing technical or professional development education and
'reimburses employees for attendance at such continuing education
seminars. The City encourages all employees to take advantage of
the programs designed to qualify fhem for promotion and upgrading.
Training is also used to educate department and division managers
regarding their responsibility in the area of Affirmative Action
and prohibition of all forms of harassment.
D. PROMOTION AND UPWARD MOBILITY
When a promotional position is identified, ~the City will survey
for those who may be potential candidates from within our
workforce. If it is determined that an insufficient number of
'qualified 6andidates exists within the City employee population,
we will employ our usual open recruitment procedures. All
procedures relative to promotional opportunities will adhere to
those standards established for open recruitment.
For all positions, established education and experience standards
exist, and are clearly stated in job posting bulletins. All
standards used in the promotion of employees will be realistically
related to the position. All promotion requirements will be
applied in a non-discriminatory manner. All transfers .and
promotions will be based on skill, knowledge, abilities and the
supervisor's recommendation, in accordance with personnel pOlicy.
E. DISCIPLINARY ACTIONS
The City's existing progressive disciplinary practices and
procedures are based exclusively on actions justifying
disciplinary measures; all actions are conducted free of
discrimination. The Affirmative Action Officer will be advised of
all disciplines where any employee alleges by way of defense that
the disciplinary action proposed is due to the employees inclusion
in a protected class.
7
F. EMPLOYEE SEPARATIONS: VOLUNTARY AND INVOLUNTARY
The AffirmatiVe Action Officer will closely examine every instance
of involuntary separation to determine if any discrimination,
overt or concealed, is a factor in the decision to terminate.
The Affirmative Action Officer will conduct an annual review and
analysis of all employee separations to identify adverse impact of
protected classes; corrective action will be recommended if such
impact exists. The Personnel Division will maintain records of
employee separations, including documentation of the reason for
separation, to identify any adverse impact. Exit interviews will
be conducted with all separating employees to determine the reason
for an employees separation; the individual will be given the
opportunity to confidentially discuss elements of their job and
reasons for termination.
G. DISCRIMINATION/HARASSMENT COMPLAINTS AND APPEALS
PROCEDURES
Any employee' who believes they have been the subject of
discrimination or harassment should report the alleged act to the
appropriate authority. To accommodate the unique nature of
discrimination and harassment complaints, a grievance process is
provided for the primary purpose of resolution of a complaint at
the earliest possible date. Elements of this process are:
Complaint Advisor: The City's Personnel Manager will be
available to receive discrimination and harassment
complaints. The Manager will counsel the employee and
outline the options available to them, and obtain a factual'
written statement of the complaint. The Manager will then
assist in a follow-up investigation and recommend disposition
of the complaint.
Department Head: The Department Head will, authorize
investigation of the complaint, review the information
collected to determine whether the alleged conduct
constitutes harassment, and authorize appropriate action.
Confidentiality: Every effort will be made to protect the
privacy of parties involved in a complaint.
Appeals Process: If the employee filing the discrimination
or harassment complaint does not find relief in the action
authorized by the Department Head, they may pursue the
complaint by advising the Personnel Manager and the City
Manager of the nature of.the complaint.
8
VI. UTILIZATION ANALYSIS
The workforce utilization analysis was performed using data
reflecting the employee population of the .City of Bakersfield
effective August 13, 1990, whereas the historical information
and recruitment data is effective December 31, 1989. The analysis
was conducted on four separate locations where City employees
work: City Hall (including the Planning Annex, Convention Center,
and the Economic Development Office), Corporation Yard, Police
Department and Fire Department (including employees assigned to
all fire stations). It reflects only full-time regular employees,
and does not include our temporary employee population. It
should be noted, however, that our temporary employee program
allows many minorities and females to gain valuable experience
which may qualify them to compete in open recruitments for full,
'time regular City employment.
The analysis consists of a comparison of the actual utilization of
minorities and females in our work force population to the
distribution of protected groups in the populations from which we
recruit. This recruitment population distribution is reflected in
the "parity" numbers shown in the analysis. In other words,
parity is the ideal number of people that would' be employed by
race, sex and job category if employment proportionately matched
the recruitment Population. Parity. is determined by using a
number of different weighted factors. These include the
population of Kern County, those in Kern County with the requisite
skills to perform the duties of the. job level, or the internal
promotional population.
The "job category'' are those classifications of jobs that have
historically been reported by the City of Bakersfield to state and
federal agencies in the annual EEO-4 report. The following page
defines the job categories and provides examples of titles.
Following each work location's analysis, we have provided examples
of titles for each job category at that specific location.
An historic perspective ~f utilization is provided separately for
the Fire and Police Departments. Because historical statistics
for all other Departments were commingled prior to 1988, we cannot
separately indicate the utilization in City Hall and the
Corporation Yard. The combined data is presented in the graph
which precedes the utilization analysis for City Hall.
It should be noted that the workforce utilization analysis d6es
not provide .goals and timetables. The parity figures are
furnished to provide managers with information as to where
discrepancies with parity may exist, and to encourage them to
correct that disparity as .opportunities present themselves. As
stated earlier, the goal of this Affirmative Action Plan is to
provide measurable progress towards achieving parity.
9
DESCRIPTION OF JOB CATEGORIES -
(1) OFFICIALS AND ADMINISTRATORS: Occupations in which employees
set broad policies, exercise overall responsibility for
execution of these policies, or direct individual departments
or special phases of the agency's, operations, or provide
specialized consultation on a regional, district or area
basis.
(2) PROFESSIONALS: Occupations which require specialized and
theoretical knowledge which is u%sually acquired through
college training or through wOrk experience and other
training which provides comparable knowledge.
(3) TECHNICIANS: 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.
(4) PROTECTIVE SERVICE WORKERS: Occupations'in which workers are
entrusted with public safety, security and protection from
destructive forces.
(5) PARAPROFESSIONALS: Occupations in which workers perform some
of the duties of a professional or technician in a supportive
role, which usually requires less formal training and/or
experience normally required for professional or technical
' status.
(6) OFFICE AND CLERICAL: 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.
(7) SKILLED CRAFT WORKERS: 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.
(8) SERVICE MAINTENANCE: 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
ground of public property. Workers in this group may operate
machinery.
10
HISTORICAL UTILIZATION
CITY HALL & CORP YARD
EMPLOYEE8
400
800
200
100
0
83 84 85 86 87 88 89
YEAR
~_MALES [~ FEMALES ~ MINORITIES
WORKFORCE UTILIZATION ANALYSIS
WORK LOCATION: CITY HALL
......... 17 12 6' 2 2 0
[!i!i!i!i!i!i!i!i!i!i!e~j~i!::! 84 71 9 3 13 12 3 I 0 0
effective 8/13/90
UTILCH.WK1 ']-2
CITY HALL
The Departments or Divisions inclUded in the area of City Hall are
primarily of an engineering .or administrative function. They
include the City Manager's Office, City Attorney, Finance,
Personnel, Risk Management, Planning, Economic and Community
Development, Building, Data Processing, City Clerk, Convention
Center, and Public Works Engineering.
A review of the workforce utilization analysis conducted on these'
divisions reveals that, overall, the City has done an admirable
job in achieving parity of protected classes. However, greater
~emale representation is needed at the Official/Administrator and
Professional levels. Attention will be paid to providing
appropriate training and exposure to females at the lower levels,
especially Office/Clerical, to allow them to surpass traditional
"lace collar" career paths, and to successfully compete for
promotional opportunities.
Throughout 1990, divisions represented in this analysis engaged in
numerous activities which enhanced the character of the City of
Bakersfield as an affirmative action employer. These can be
summarized as follows:
o Staff members, for example in Personnel, Planning,
Convention Center and Purchasing, made presentations to
various institutions and groups regarding the many
functions the City fulfills and the career opportunities
~available with the City.
o Personnel in all'divisions, at all levels, are afforded
the opportunity to attend seminars and workshops 'to
enhance their technical, human relations or supervisory
skil. ls, at City expense and on City time.
o Members of the Personnel staff actively participated in
a number of community organizations, including the
Department of Fair Employment and Housing 'Roundtable,
the Employers Advisory Group, and the Mayor's Committee
for the Handicapped.
o Employees in these departments and divisions took
advantage of the City's tuition reimbursement program to
prepare themselves for promotional opportunities.
o The City Attorney's Office and Personnel made
presentations to department heads, supervisory personnel
and employees regarding the prohibition of sexual
harassment, race~, religion or national origin
discrimination.
13
o Personnel in all divisions are,members of professional
organizations and societies, allowing them to stay
current with changes in their profession.
o The City Manager has continued to be an active advocate
of the National Urban Fellows program, and served as a
mentor for.a Fellow who served as a Special Assistant to
the City Manager during 1989-90.
o The Personnel Office actively promoted the Summer Jobs
for Youth Program, which fosters development and
continued education of disadvantaged high school
students. The City employed eight students during 1990.
o The Economic/Community Development Department
participates annUally in the Coop Program at Cal State
by employing one to four students. This program
encourages students to pursue careers in public
employment.
o Information about the City is disseminated by the
Economic/Community Development and Public Works
Departments at Street Fairs and the County Fair. These
efforts assist long-term in the hiring of females and
minorities.
o Personnel in many divisions participate in Teen
Government Day. High school students get a chance to
witness city government in action for one day and are
made aware of the job opportunities available in the
public sector.
o Public Works positions are advertised at the American
Public Works Association Seminars to recruit females and
minorities.
o The Planning Department promotes careers in planning by
annually participating in High School Career Days and
giving presentations at grade schools and various
service clubs.
o ~High school and college students are given detailed
tours of the Convention Center with the objective of
providing an awareness of jobs available and encouraging
students to complete their education.
14
o The annual Career Days sponsored by the Kiwanis Club is
held at the Convention Center. Information is made
available on a variety of occupations as well as the
education required. This helps students prepare in
advance for their future careers. City of Bakersfield
Police and Fire Departments both participate in this
event.
o The Finance Department offers a flextime schedule to
staff members. This allows employees an opportunity to
attend classes to meet their educational goals.
The following is a listing of our recruitment efforts during 1989
for those divisions represented:
FEMALE/MINORITY TOTAL
POSITION APPLICANTS APPLICANTS
Accountant I 13/2 24
Accountant II 18/13 34
Accounting Clerk II 128/50 148
Administrative Aide 83/25 90
Assistant Planner II 2/1 8
Associate Planner 0/0 7
Auditorium Maintainer 3/35 48
Building Inspector I 4/15 84
Building Maintainer I 7/43 65
Building Maintainer II 0/2 2
Civil Engineer III 0/0 1
Civil Engineer III 0/1 6
Clerk Steno I 6/2 6
Clerk Typist I (misc.) 95/48 98
Development Assistant 5/3 9
Development Associate 6/4 17
Development Assistant 0/0 0
Engineer I 1/7 21
Micrographic Technician 70/48. 89
Personnel AnalySt 23/31 59
Planning Technician 2/4 11
Planning Technician - C.D. 9/7 26
Secretary I 12/2 12
15
CITY HALL
REPRESENTATIVE JOB TITLE
Effective January 1 - December 31, 1990
JOB FUNCTION JOB TITLE
OFFICIAL/ ASST TO THE CITY MANAGER
ADMINISTRATORS ASST AUDITORIUM MANAGER
ASST BUILDING DIRECTOR
ASST CITY, ATTORNEY
ASST FINANCE DIRECTOR
ASST PUBLIC WORKS DIRECTOR
COMMUNITY SERVICES MANAGER
BUILDING DIRECTOR
CITY ATTORNEY
CITY CLERK
CITY MANAGER
CITY TREASURER
COMMUNITY DEVEL COORD
ECONOMIC DEVELOPMENT DIRECTOR
FINANCE DIRECTOR
INFORMATION SYSTEMS MGR
PERSONNEL MANAGER
PLANNING DIRECTOR
PUBLIC WORKS DIRECTOR
RISK MANAGER
PROFESSIONAL ACCOUNTANT II
ADMINISTRATIVE ANALYST II
ASSISTANT CITY CLERK
ASSOC PLANNER COM DEV
ASSOCIATE PLANNER
ASST PLANNING DIRECTOR
AUDITORIUM STAGE MGR
· ~ BOX OFFICE SUPERVISOR
BUDGET ANALYST
BUILD PLAN CHECK ENGIN
BUILDING INSPECTOR III
BUILDING INSPECTOR III - ELEC SPEC
BUSINESS MANAGER
CIVIL ENGINEER III/IV
DEP CITY ATTORNEY I/II
DEVELOPMENT ASSOCIATE
ENGINEER II
ENGINEERING TECH II
EVENTS SUPERVISOR
INSURANCE COORDINATOR
INTERNAL .AUDITOR
PARK PLANNER
16
CITY HALL
REPRESENTATIVE JOB TITLE
Effective January 1 - December 31, 1990
JOB FUNCTION JOB TITLE
PERSONNEL ANALYST
PLAN CHECKER (RESIDENTIAL)
PRINCIPAL PLANNER
PURCHASING OFFICER
REAL PROPERTY AGENT
SENIOR PROGRAMMER/ANALYST
SUPERVISOR I/II
TRAFFIC ENGINEER
TECHNICIANS ASSISTANT PLANNER
ASSISTANT PLANNER II
BUILDING INSPECTOR I/II
BUILDING PERMIT TECHNICIAN
DATA PROCESSING OPR
DEVELOPMENT ASSISTANT
ENGINEERING DRAFTER
ENGINEERING TECH I
GRAPHICS TECHNICIAN
OFFICE SYSTEMS ANALYST
· PARK & LANDSCAPE DESIGNER
PERSONNEL TECHNICIAN
PLANNING TECHNICIAN
PROGRAMMER/ANALYST
REHABILITATION SPCLIST
PARA-PROFESSIONALS ACCOUNTANT I
ADMINISTRATIVEAIDE
BUYER I
BUYER-TRAINEE
DEPUTYCLERK
ENGINEERING AIDE I/II
FINANCIAL INVESTIGATOR
~PERSONNEL CLERK
TRAFFIC OP TECHNICIAN
OFFICE/CLERICAL ACCOUNTING CLERK I/II
CASHIER-RECEPTIONIST
CLERK STENOGRAPHER.I/II
CLERK TYPIST I/II
LEGAL SECRETARY - LITIGATION
LEGAL SECRETARY - MUNICIPAL LAW
MICROGRAPHIC TECHNICIAN
SECRETARY I/II
17
CITY HALL
REPRESENTATIVE JOB TITLE
Effective January 1 - December 31, 1990
JOB FUNCTION JOB TITLE
SERVICE/ AUDITORIUM MAINTAINER i/II
MAINTENANCE BUILDING MAINTAINER I/II
18
WORKFORCE UTILIZATION ANALYSIS
WORK LOCATION: CORPORATION YARD
!'iiiiiiiiii!~iii 25 4 7 0 7 1 I 1 1 0
iiiiiii!ii~il ~ ~ ~ o ~8 o o o o o
effective. 8/13/90
UTILCY. WK1 . 19
CORPORAtiON YARD~
The Corporation Yard is the location of those facilities where the
Divisions of Construction Inspection, Equipment, General Services,
Parks, Recreation, Sanitation, Street's, Waste Water, and
Agricultural and Domestic Water operate. Personnel in these
divisions are primarily blue collar, with a majority of the
employees at the Skilled Craftworker and Service Maintenance
levels. Generally, the career paths of these employees allow them
-to progress from these levels to the Professional level in a
supervisorial capacity.
An inspection of the ~tilization analysis performed on this area
demonstrates that, overall, the Corporation-Yard has achieved
parity with minority representation. The one area in which
minority representation is deficient is Black representation at
the Skilled Craftworker and Technician level. Training should be
provided for those at the Service Maintenance level to assure.
success in future promotional opportunities. Female
representation is inadequate, especially in the~ Skilled
Craftworker and Service 'Maintenance categories. In future
recruitments for these positions, greater effort should be made to
attract qualified female applicants. Also, training and
development should continue to be made available to allow for
promotional opportunities.
To this end, the divisions represented in this area have made an
ongoing commitment to provide opportunities for their employees to
prepare for further opportunities. Examples of these efforts
include:
o encouraging employees, during'performance evaluations,
to pursue job-related educational opportunities provided
locally or through approved correspondence courses, and
providing books and tuition reimbursement for the same;
o allowing lower level employees to work side by side with
employees with specialized skills to obtain "hands on"
experience;
o permitting employees to attend seminars sponsored by
manufacturers, vendors <and other agencies, and
periodically hosting such presentationsat our facility;
these employees, in turn, train lower level employees;
o encouraging employees to join and participate in
organizations in their field, so that they can stay
current, with new technologies and developments;
2O
o encouraging employees to volunteer for participation in
cross-training offered in other divisions;
o rotating lower level employees in higher level "Acting"
positions when opportunities arise to do so;
specifically, employees are provided an opportunity to
practice supervisory techniques, and to allow them
experience in interaction with both upper management and
public;
o sending employees to specialized training classes to
prepare them to work with specific equipment;
o providing employees with the opportunity to attend
formal in-house training on specific equipment, on a
voluntary basis;
o making available operating manuals, books and films
o mandatory participation in comprehensive safetyprograms
In addition, Personnel staff members are available to familiarize
employees with successful methods for applying for and competing
in recruitments. The Personnel Division presents Supervisory
Training Programs which will educate employees as to their
responsibilities relative .to affirmative action and equal
opportunity employment.
The following is a listing of our recruitment efforts during 1989
for those divisions represented:
FEMALE/MINORITY TOTAL
POSITION APPLICANTS APPLIC~
Automotive Mechanic 0/4 6
Automotive Service Worker 0/36 69
Construction Inspector I 0/5 28
Equipment Mechanic 0/3 5
Heavy Equipment Operator 0/5 6
Maintenance Crafts Worker I 0/13 21
Park Maintainer 13/111 153
Sanitation Worker I 2/36 56
Sanitation Worker III 0/13 14
Street Maintainer 8/102 173
Supervisor I (Recreation) 6/5 18
Supervisor I (Streets) 1/9 14
Supervisor I (Trees) 0/3 4
Trades Assistant 0/11 20
Trades Assistant (Equipment) 0/1 4
Traffic Painter I 7/82 140
Traffic Painter I 4/65 128
Waste Water Treatment Plant Opr. I 5/42 95
21
CORPORATION 'YARD
.REPRESENTATIVE JOB TITLE
Effective January 1 - December 31, 1990
JOB FUNCTION JOB TITLE
OFFICIAL/ CONSTRUCTION SUPERINTENDENT
ADMINISTRATORS EQUIPMENT SUPT
GENERAL SERVICES SUPT
PARKS SUPERINTENDENT
RECREATION SUPT
SANITATION SUPT
STREET MAINTENANCE SUPERINTENDENT
W W TREATMENT SUPT
WATER . & SANITATION MANAGER
PROFESSIONALS ADMINISTRATIVE TECHNICIAN
ASST SUPERINTENDENT (PUBLIC WORKS
ASST SUPERINTENDENT (RECREATION)
ASST WATER RESOURCES DIRECTOR
BUSINESS MANAGER
COMMUNICATIONS COORDINATOR
ENGINEER I
HYDROGRAPHIC SUPERVISOR
PRINCIPAL PLANNER
SUPERVISOR I/II
WATER RESOURCES DIRECTOR
WATER SUPERVISOR II/III
TECHNICIANS 'AIR COND TECH II
COMMUNICATIONS ENGINEER
COMMUNICATIONS TECHNICIAN I/II
CONSTRUCTION INSPECTOR I/II
DATA PROCESSING OPERATOR
ELECTRICAL TECH II
SURVEY PARTY CHIEF
TRAFFIC SIGNAL TECHNICIAN
W W TREAT PL LAB TECH OP
PARA-PROFESSIONALS ENGINEERING AIDE I/II/III
INDUSTRI. AL WASTE INSPECTOR
PERSONNEL CLERK
OFFICE/ AccOUNTING CLERK II
.CLERICAL CLERK TYPIST I/II
DATA ENTRY CLERK
REVENUE PROGRAM AIDE
SKILLED CRAFTWORKER AIR COND TECHNICAN I AUTOMOTIVE MECHANIC
CORPORATION YARD
REPRESENTATIVE JOB TITLE
Effective January 1 - December 31, f990 "
JOB FUNCTION' JOB TITLE
EQUIPMENT MECHANIC I/II
HEAVY EQUIP OPER-PARKS
HEAVY EQUIP OPER-SANITATION
HEAVY EQUIP OPER-STREETS
HEAVY EQUIP OPER-WATER
LIGHT EQUIP OPER-PARKS
LIGHT EQUIP OPER-STREETS
MAINT CRAFT WORKER I/II
MOTOR SWEEPER OPERATOR
SPRAY RIG OPERATOR
TRADES ASSISTANT
TRADES ASSISTANT-EQUIPMENT
TRAFFIC PAINTER I/II/III
W W TREAT PLANT OPR I/II
WELDER II
SERVICE/ AUTO SERVICE WORKER
MAINTENANCE AUTOMOTIVE PARTS SPECIALIST
BUILDING MAINTAINER I/II
CANAL TENDER I/II
PARK MAINTAINER
PARK MAINTAINER II/III
SANITATION WORKER I/II/III
SEWER MAINTAINER I/II/III
STREET MAINTAINER
TREE MAINTAINER I/II/III
UTILITY WORKER
23¸
HISTORICAL UTILIZATION
FIRE DEPARTMENT
EMPLOYEES ·
200
150
100
50
0
83 84 8§ 86 87 88 89
YEAR
I MALES ~ FEMALES ~ MINORITIEs
WORKFORCE UTILIZATION ANALYSIS
WORK LOCATION: FIRE
iiiiii!~i~i~~~ ...... ! ........... ~i~..~: ~ o o o o o o o ~ o
..... i~~!~!!iii~!i!i!!!!!i!!i!i ~ i:i:i:!i~i~:~:~:i!i 89 1 5 0 17 0 I 0 7 0
effective 8/13~90
25
UTILFIRE.WK1
FIRE
The majority of employees in this Department fall in two
categories: Professional and Protective Services. A review of
the utilization analysi's performed in this area reveals that
adequate female representation is lacking in the Protective
Services level, which is composed exclusively of Fire Fighter and
Fire Engineer. While departmental percent female representation
has more than doubled between 1983 and 1990 (from 3.9% to 7.96%),
this increase in actual utilization only reflects an increase in
the number of'females from 6 to 16. In the same period, the total
number'of minorities represented in the Department increased from
32 to 36, and greater representation is needed.
Because most positions above the entry level position of Fire
Fighter are restricted to personnel currently employed in the
Department, it is critical that Fire strengthen its representation
of all protected classes in the Fire Fighter ranks. These
internal-promotion-only' positions are: Fire Engineer, Fire
Captain, Fire Battalion Chief, Fire Marshall, Assistant Fire
Chief, Deputy Fire Chief and Fire Chief. In order to achieve
parity, the Department must focus on recruiting a greater number
of females and minority applicants for the entry level Fire
Fighter position. The most recent Fire. Fighter recruitment,
conducted in 1989, resulted in a total of 282 applicants, of which
113 were females or minorities. The recruitment strategy included
targeting minority and females with bulletins announcing the
recruitments.
Because of the restriction of promotional opportunities to Fire
Fighters and other in-house Fire Safety personnel, the Department
actively encourages all employees to prepare for promotional
opportunities through education and training. Performance reviews
specify what training is required for an employee to successfully
compete in promotional recruitments. Training'is offered through
Bakersfield College, and available to all employees.
In looking to the future, the Fire Department has increased its
emphasis on social responsibility and made public education a top
priority. Their strategy is to be proactive rather than reactive.
A method of accomplishing this goal is through participation in a
variety of community-related activities. They have become
involved in many programs such as Adopt a Senior and Adopt a
School to name a few. In addition to educating the community on
fire safety issues, such participation makes the public aware of
career opportunities in the Bakersfield Fire Department.
26
Recruitments conducted for the Fire Department during 1989 are
listed as follows:
FEMALE/MINORITY TOTAL
'POSITION APPLICANTS APPLICANTS
Fire Captain 0/8 24'
Fire Engineer 0/6 19
Firefighter 11/102 282
Supervising Fire Dispatcher 2/1 2
FIRE
REPRESENTATIVE JOB TITLES
Effective January 1 -~Dec~mber 31, 1990
JOB FUNCTION JOB TITLE
OFFICIAL ASSISTANT FIRE CHIEF
ADMINISTRATORS DEPUTY FIRE CHIEF
FIRE BATTALION CHIEF
FIRE'CHIEF
FiRE MARSHAL
PROFESSIONALS ADMINISTRATIVE TECHNICIAN
FIRE CAPTAIN
HAZARDOUS MATERIALS COORDINATOR
SUPERVISING FIRE DISPATCHER
TECHNICIANS FIRE DISPATCHER I
PLANNING TECH
~' PLANNING TECH - HAZ MAT
TELECOMMUNICATOR I
PROTECTIVE FIRE ENGINEER
FIREFIGHTER
PARA-PROFESSIONALS FIRE INSPECTOR
FIRE PREVENTION INSP/PETROLEUM
FIRE/SAFETY EDUCATION SPEC
OFFICE/ ACCOUNTING CLERK II
CLERICAL CLERK STENOGRAPHER I
CLERK TYPIST II
DATA ENTRY CLERK
SECRETARY I/II.
SKILLED CRAFTWORKER MAINT CRAFT WORKER I
TRADES ASSISTANT
28
HISTO'RICAL UTILIZATION
POLICE DEPARTMENT
EMPLOYEES
300
2OO
150
lO0
50
0
83 84 85 86 87 88 89
YEAR
~ MALES [~ FEMALES ~ MINORITIES
WORKFORCE UTILIZATION ANALYSIS
WORK LOCATION: POLICE
~~ !!!!!ii ~ ~ o ~ o o o ~ o ~ o
effective 8/13/90
UTILPOLI.WK1 30
POLICE
The function of the Police Department is to provide for the safety
and welfare of the citizens of Bakersfield through the maintenance
of effective law enforcement systems.
The Police Department represents the largest number of employees,
relative to all other Departments, and because of its structure,
has the greatest opportunities for internal development~ The
composition of the Department is 65% white male, 16% minority and
24% female. The Police Department has adequate representation of
females at the Office/Clerical and Paraprofessional .job levels.
However, to achieve gender parity, greater representation of
females is needed at the Protective Services level. To best
achieve this, the efforts summarized below have been followed.
Similarly, the Department has insufficient representation of
Blacks and Hispanics at the Paraprofessional and TechniCian job
categories. The'constraints .imposed by the Civil Service Rules,
the Municipal Code and City Charter, specify that promotions
within the Police Department are restricted such that only those
employees who have served as Police Officers are eligible to
compete for the positions of Sr. Police'Officer, Training Officer,
Detective, Sergeant, Lieutenant, Assistant Police Chief and Police
Chief.
To effectively address the' disparity in representation of
p~otected classes throughout the organization, the Department. is
making efforts in the following areas:
Recruitment for Entry Level Police Officer: In recognition of the
need for a well-balanCed applicant pool, with a large number of
females and minorities, the Police Department, in conjunction with
Personnel, conducted one open recruitment for Police Officer in
1990. The testing process was composed of the POST approved
agility test, written and psychological examinations, background
inVestigation, oral interview and physical. To assist all
applicants, a number of practice sessions for the agility test
-were offered prior to the examination. Extensive recruiting
efforts were utilized, including specific targeting of minority
and female organizations, radio announcements on Spanish-speaking
stations, ads in high .circulation and minority-oriented
newspapers, and TV ads. The recruitments resulted in 369 total
applicants, of which 61 were females and 121 were minorities.
A video has been developed by the Police Department that gives an
insight into the job of a Police Officer. Staff members present
'this video at job fairs throughout the state.
31
Internal Development of Staff: Because many promotional
opportunities are restricted to Officers, it is critical that all
eligible employees be fully qualified to successfully compete. The
Department goes to great lengths to provide the training and
education to insure qualification.
A listing of eXamples of the types of training and development
provided employees is available for review.
Additionally, the Police Department is involved in numerous
activities which help to reinforce the image of the City of
Bakersfield as ~n affirmative action employer.
Recruitment conducted during 1989 resulted in the following
applicant pools:
FEMALE/MINORITY TOTAL
POSITION APPLICANTS APPLICANTS
Clerk Typist I (Police) 67/35 70
Communications Coord. 0/3 10
Communications Technician 1/13 27
Communications Engineer 0/3 12
Police Detective lY3 , 23
Police Lieutenant 0/1 9
Police Officer 49/103 ,299
Police Sergeant 0/3 25
Property Room Supervisor 14/13 45
Senior Police Officer 2/7 42
Senior Police Officer 2/6 40
Telecommunicator I 47/17 54
Transcribing Typist 36/20 38
32
POLICE
REPRESENTATIVEJOB TITLES
Effective January 1 - December 31, 1990
JOB FUNCTION JOB TITLE
OFFICIAL/ ASSISTANT POLICE CHIEF
ADMINISTRATORS POLICE CHIEF
POLICE LIEUTENANT
PROFESSIONALS BUSINESS MANAGER
COMMUNICATION CENTER SUPERVISOR
POLICE SERGEANT
PROPERTY ROOM SUPERVISOR
RECORDS SUPERVISOR
SUPERVISOR II - CRIME PREVENTION
TECHNICIANS ~POLICE LAB TECHNICIAN
SENIOR POLICE LAB TECH
SENIOR PROPERTY TECH
TELECOMMUNICATOR I/II
PROTECTIVE DETECTIVE
SERVICES FEMALE INVESTIGATOR I
POLICE OFFICER
SENIOR POLICE OFFICER
TRAINING OFFICER
PARA-PROFESSIONALS ADMINISTRATIVE AIDE
COMMUNITY SERVICE SPECIALIST
SENIOR POLICE RECORDS CLERK
POLICE SERVICE TECH
OFFICE/ ACCOUNTING CLERK II
CLERICAL CLERK TYPIST I/II
SECRETARY I
TRANSCRIBING TYPIST
SERVICE/MAINTENANCE BUILDING MAINTAINER I/II
33
Equai
Employment
Opportunity
is the
Race, Color, Religion, Sex, National Origin: Sex (wages):
Title VII of the Civil Rights Act of 1964, as amended, prohibits In addition to sex discrimination prohibited by Title VII of the Civil
discrimination in hiring, promotion, discharge, pay, fringe benefits, Rights Act (see above), the Equal Pay Act of 1963, as amended,
and other aspects of employment, on the basis of race, color, prohibits sex discrimination in payment of wages to women and
religion, sex or national origin, men performing substantially equal work in. the same establish-
ment. The law covers most private employers, state and. local
Applicants to and employees of most private employers, state and governments and educational institutions. LabOr. organizations
local governments and public or private educational institutions are cannot cause employers to violate the law. Many employers not
protected. Employment agencies, labor unions and apprenticeship covered by Title VII, because of size, are covered by the Equal
programs also are covered. Pay Act.
Age: If you believe that you have been discriminated against under any
The Age Discrimination in Employment Act of 1967, as amended, of the above laws, you immediately should contact:
prohibits age discrimination and protects applicants and
employees 40 years of age or older from discrimination on account The U.S. Equal Employment Opportunity Commission
of age in hiring, promotion, discharge, compensation., terms, con- Washington, D.C. 20507
ditions, or privileges of employment. The law covers most private or an EEOC field office by calling toll free 800-USA-EEOC.
employers, state and local governments, educational institutions, (For the hearing impaired, EEOC's TDD number is 202-663-4399.)
employment agencies and labor organizations.
Race, .Color, Religion, Sex, National Origin: affirmative action to employ and advance in employment qualified
Executive Order 11246, as amended, prohibits job discrimination Vietnam era veterans and qualified special disabled veterans.
on the basis of race, color, religion, sex or national origin, and
requires affirmative action to ensure equality of opportunity in all Applica~tts to and employees of companies with a Federal govern-
aspects of employment:, ment contract or subcontract are protected under the authorities
above. Any person who believes a contractor has violated its non-
Handicap: discrimination or affirmative action obligations under Executive
Section 503 of the Rehabilitation Act of 1973, as amended, Order 11246, as amended, Section 503 of the Rehabilitation Act
prohibits job discrimination because of handicap and requires or 38 U.S.C. 2012 of the Vietnam Era Veterans Readjustment
affirmative action to employ and advance in employment qualified Assistance Act should contact immediately:
handicapped individuals who, with reasonable accommodation, '
can perform the functions of a job. The Office of Federal Contract Compliance Programe (OFCCP)
Employment Standards Administration, U.S. Department of Labor,
200 Constitution Avenue, N.W., Washington, D.C. 20210
Vietnam Era and Special Disabled Veterans: (202) 523-9368, or an OFCCP regional or district office, listed in
38 U.S.C. 2012' of the Vietnam Era Veterans Readjustment most telephone directories under U.S. Government,.Department of
Assistance Act of 1974 prohibits job discrimination and requires Labor.
Handicap: receiving Federal financial assistance. Employment discrimination
Section 504 of the I~ehabilitation Act of 1973, as amended, pro- is covered by Title VI if the primary objective of the financial
hibits employment discrimination on the basis of handicap in any assistance is provision of employment, or where employment
program or activity which receives Federal financial assistance, discrimination causes or may cause discrimination in providing
Discrimination is prohibited in all aspects of employment against services under such programs. Title IX of the Education Amend-
handicapped persons who, with reasonable accommodation, can ments of 1972 prohibits employment discrimination on the basis o!
perform the essential functions of a job. sex in educational programs or activities which receive Federal
assistance.
Race, Color, National Origin, Sex:
In. addition to the protection of Title VII of the Civil Rights Act of If you believe you have been discriminated against in a program
1964, Title VI of the Civil Rights Act prohibits discrimination on of any institution which receives Federal assistance, you should
the basis of race, color or national origin in programs or activities contact immediately the Federal agency providing such assistance.
DISCRIMINATION IN EMPLOYMENT
Because of
*Race °Color*Ancestry *Religious Creed
*National Origin *Physical Handicap (Including AIDS)
*Medical Condition *Sex *Age *Marital StatUs
IS PROHIBITED BY LAW
The California Fair Employment and Housing Act
(Part 2.8 (commencing with Section 12900) of Div. 3 of Title 2 of the Government Code)
· permits job applicants to file complaints with the Department of Fair Employment and Housing (DFEH) against an
employer, employment agency, or labor union which fails to grant eclual employment as required by law.
· requires employers not to discriminate against any job applicant or worker in hiring, promotions, assignments, or
discharge. On-the-iob segregation is also prohibited, and employers may file complaints against workers who refuse to
cooperate in compliance.
· requires employers, employment agencies, and unions to preserve applications, personnel and employment referral
records for a minimum of two years.
· requires employers to provide leaves of up to four months to employees disabled because of pregnancy, maternity, or
childbirth.
· requires employment agencies to serve all applicants equally; to refuse discriminatory job orders; to refrain from pro,
hibited pre-hiring inquiries or hel~wanteq advertising.
· requires unions not to discriminate in member admissions or dispatching to jobs.
· forbids any person to intedere with efforts to comply with the act. Authorizes the DFEH to work affirmatively with
cooperating employers to review hidng and recruiting practices in order to expand equal opportunity.
· prohibits hara.ssment of employees or applicants and requires employers to take all reasonable steqa to prevent
harassment.
REMEDIES TO INDIVIDUALS, OR PENALTIES FOR VIOLATION MAY INCLUDE:
hiring, back pay, promotion, reinstatement, cease-and-desist order, or a fine.
JOB APPLICANTS AND EMPLOYEES: If you believe you have
experienced discrimination, DFEH will Investigate without cost
to you.'
For Information contact the nearest office of the Department of Fair Employment and
Housing:
SAKEES~Em ~ CmTRO AREA ~SNO LOS ANG~tES
1001 Towe~ Way, # 250 (619) 353-3420 1900 Maripeso Mall, # 130 322 West I:'~,st Street, ~2126
Bakersfield, CA 93309 Write or Visit Fresno, CA 93721 Los Angeles, CA 90012-3112
(805) 395-2728 San Diego District Office (209) 445-5373 (213) 620-2610
110 West C Street, # 1702 . TDD (213) 620-3109
San Diego, CA 92101
OAKLAND SACRAMENTO SAN BERNARDINO SAN DIEGO
11 i ! Jackson Streel, # 5040 2000 "O" Street, # 120 375 W. HoslMtalilY Lane, # 280 1 I0 West C Streel, # 1702
Oakland, CA 94607 Sacramento. CA 95814 San Be~ncndino. CA 92408 San Diego, CA 92101
(415) 464-4095 (916) 445-9918 (714) 383-471 ! (619) 237-7405
TDD (916) 324..1678
SAN FRANCISCO SAN JOSE SAN~A ANA VENTURA
30 Van Ness Avenue, 3rd FI(Nm 111 N. MaTket Street, #810 28 C~vic Cente~ f~laza, '~1538 5720 Ralston Street, #302
San Francisco. CA 94102 San Jes4, CA 95113 Santa Ana, CA 92701 Venture. CA 93003
(415) 557-2005 (408) 277-1264 (714) 558-4159 (805) 654-4513
This notice must be conspicuousJy posted in hirh~cj offices, on employee bulletin boards, in employment a(:jency
waMr.~ rooms, un/on halls, etc. For topic/contact the nearest DFEH office.
DFEH 162 (Rev. 2/89)
LA DISCRIMINACI0N EN EMPLE0
A causa de
· Raza · Color · Ascendencia · · Credo Religioso
· Origen Nacional · Sexo · Incapacidad F(sica
· ' Condici(~n M~dica · Edad · Estado Civil
ESTA PROHIBIDA POR LEY
LA LEY DE IGUALDAD EN EMPLEO Y VIVIENDA DE CALIFORNIA
(Parte 2.8 (comenzando con la Seccibn 12900) de la Divisibn 3 del Titulo 2 del C(3digo Gubernamental)
permite a los solicitantes de emoleo registrar queias con el Departamento de Igualdad en Empleo y Vivienda contra
el Datrbn/emDleador, agencia de emDleo o sindicato clue no cumDla con la ley de igualdad en empleo.
· prohibe a los patrones/empleadQres discriminar contra cualcluier individuo, tanto en el contrato, ascenso, asignaci0n,
o despido del emoleo. La segregacibn en el trabajo tarnbi~n est~ prohibida. ,/ los patrones/empleadores 'pueden
registrar una queja en contra de los trabaiadores clue rehusen cumplir con la lay.
·recluiere clue los patrones/empleadores, agencias de empleos ¥ sindicatos retengan las solicitudes de emDleo,
archivos y recomendaciones personales referentes al solicitanle, por un termino minimo de dos argos.
· requiere que los patrones/empleadores provean hasta cuatro meses de permiso a empleadas incapacldads a causa
de embarazo, maternidad o parto.
· recluiere ClUe las agencias de empleo procedan equitativamente con lodos los solicitantes de trabaio: qua rehusen
pedidos discriminator~os; qua no hagan preguntas prohibidas a los solicitan!es; y qua sus anuncios de trabaio no
sean discriminator~os.
· recluiere que los sindicatos no discriminen en la admisibn de m~embros o en la asignaci(3n de trabalos.
·prohibe a cualcluier persona interferir con los esfuerzos de ia lev. Autoriza at Departamento de Igualdad en Empleo y
Vivienda a coordinar esfuerzos con patrones/emDlesdores con el lin de promover la igualdad en eJ emDleo.
·prohibe hostigar a empleados o solicitantes de emDleo y rec~umre clue los patr0nes/empleadores tomen las medidas
necesarias para prevenir dicha hostigaci0n
REMEDIO$ A1 INDIVlDUO, O SANCIONES' POR VIOLAClON DE LA LEY PUEDEN
INCLUIR: Sar emplaado para em el Due,to aolicitado: ,er reembol,ado pot sueldo
perdido: ascen$o; reatituci~n del empleo; orden judicial contra las pr/~cticaa
diacriminatoriaa; o multaa.
SOUCITANTES DE EMPLEO Y EMPLEADOS: Si usted cree haber sido disciminado,
el Oepartamento de Igualdad en Empleo y Vivienda le investigara su caso
gratuitamente.
Para informaci6n comuniqueae con la oficina del Department of Fair Employme_nt
and Housing mba cercana:
BAKERSFIELD El. CENTRO AREA FRESNO LOS ANGELES
100 t Tow~ Way Tek. hone (619) 353-3420 1900 Merit)usa Mail, Suite 130 322 West First Street, Suite 2126
Bakersfield, CA 93309 W~ite e~ Visit F~osno, CA 93721 Los Angeles, CA 90012.3112
(805) 395-2728 San Oi~go Dis~ct Office (209) 445-5373 (213) 620-2610
i I0 West C Street
San Olege, CA 92101
OAKLAND SAN 8ERNARDINO SAN DIEGO
111 ! Josksen Street 375 W. Hospitality Lane, Roam 280 ! 10 West C Street, ,~ t70'2
Oakland, CA 94607 SACRAMENTO San Bemardino, CA 92408 San Diego. CA 92101
{415) 464-4095 2000 O Street (7 ! 4) 383-4711 (619) 237-7405
Sac~mnto, CA 95EI4
(916) 445-9918
SAN FI~ANCISCO SANTA ANA VENTURA
30Van NossAvenue, 3rdFlo~ 2R Civ~cCentef Plaza - 5720Ralsten StNet
San R. ancisco, CA 94102 SAN JOSE Santa Aha, CA 92701 V.ntura, CA 93QQ3
(415) 557-2005 111 N~th Market Street, # 810 (714) 558-4159 (805) 654-4512
San Jm, CA 95113
(408) 277-1264 TDD NUMBERS
Lm Angelus (213) 620.3109
Sa~meflto (916) 324- t 678
Gate avlso debe sar colocado visiblemeflte en las oticinas de emDleo eo i'ablofles de anuncios Data
empleados, en sales de esDe~'a de agancias de emDleo. Salas de sindicatos, etc. Para coDias adlcionales,
t3~*E14 162S ~w, ~2/aal comuniquese con la o/icina del Oepartmen! of Fair EmDIoyment and Housing m/~s cerca?~a.
EXHIBIT C
Support Groups/Special Interest
American Indian Council
Ameritech
Associates and Vocational Management
B-Glad
B.A.P.A.C.
Bakersfield Adult School
BC Taping for the Blind
Bakersfield. College Chicano Studies
California Association for the Handicapped
California Department of Rehabilitation
careercom
E.D.D.
Employer's Training Resource
Friendship House Community Center
Housing Authority of Kern County
Huffman Bovocational Council
Independent Living Center
Kern .County Blind Club
Kern County Brail Center
K.C.E.O.C.
Kern C~ounty Affirmative Action Division
Kern.County Epilepsy Society
Kern County Urban League Sponsoring Committee
Manning Rehabilitation Services
Martin Luther King, Jr. Park
Mexican American Opportunity Foundation
N.A.A.C.P.
Proteus
Rehab Group
San Francisco Department of Social ServiCes
U.P.E.C. Council #95 (Portuguese)
Work Evaluation. Program
Y.M.C.A. of Kern County
Y.W.C.A. of Kern County
V,E.P.S.
EXHIBIT D
PROFESSIONAL GROUPS
Administrative Management Society
American Association of UniverSity Women
American Business Women Association
American Society for Public Administration
Board of Realtors
Building Trades Council
California Council of Civil Engineers
California School Employees Association
Certified Public Accountants
Institute of Architects
Insurance Women of Kern County
Kern County AdjusterS Association
Kern County Bar Association
Kern County BuilderS & ContractorS Inc.
Kern County Builders Exchange .
Kern County Sheriff's Posse Inc.
Kern County Women Lawyers Association
Kern DiStrict CA Fad of Womens Club
League of Women Voters
Legal Secretaries Association
National Association of Accountants
National Association of Women in Construction
Society of Women Engineers
United States Army Reserve Center
Women Accountants Chapter III
Women in Community Services
Women in Construction Association
Womens Chamber of Commerce
EXHIBIT E
RELIGIOUS ORGANIZATIONS
CMAM Episcopal Church
Greater Evangelist Temple
Heavenly'Gate Church
Jerusalem Mission Church
Uly of the Valley Church
Mt. Zion Baptist Church
New First Comm. Baptist Church
People Missionary Baptist Church
Pleasant View Baptist Church
Saint John Baptist Church'
Saint Paul Church of God
Trinity Temple Church
TruelightMissionary Baptist Church
Union Baptist Church
CONTRACT FOR PROFESSIONAL SERVICES'
This Agreement, made this 1st day of July, 19'91,
between the City of Bakersfield, a municipal corporation ("City"),
and Carol Newton Counseling Services, ("EAP").
· RECITALS
WHEREAS, City wishes to'have available to its employees
and certain specified dependents the. services of an Employee
Assistance Program; and
WHEREAS, t~e'City does not have-expertise currently on
staff to provide psychological and other counseling services; and
WHEREAS, the' E'AP represents that EAP is trained,
experienced and well qualified in providing psychological and
other services to the City!s employees and families.
THEREFORE, the City and Consultant mutually agree as
fol'lows:
AG. RE.E~m~,T
1. SCOPE OF WORK: EAP will furnish the following
specialized prof'~'S's'i'o~l"s~rvices to.the City's employees and
families:
(a) Provide upon the request of the person or
persons desiring assistance up to three (3) consultations every 6
months for each separate incident, with staff professionals, for
each employee of the City-, and such,employee's family. An
employee of the City shall be defined as: permanent full-time
employees. The employee's family shall be defined as: Spouse,
offspring, and significant others. The purpose of the
consultations will be crisis interventign and to determine
employee or family member needs. If it is determined that an
employee or family member needs to be referred to other services,
EAP will provide the referral and follow-up.
(b) Provide 24-hour emergency counseling services
by a designated staff professional, using the telephone refer?al
method.
(c) Provide training sessions as needed for the
City's supervisors to enable them to identify employees needing
referral assistance. These sessions shall be available for as
many supervisors as the City deems necessary.
(d) Conduct a general orientation program for'all
covered employees. This program will be designed to acquaint
employees With the services of Carol Newton Counseling Services
and how to access those services. This program will. be available
at-reasonable intervals.
(e) Provide posters, to be displayed as needed,
advertising the services available.to employees and their
families. The form and content of.all printed matter shall
comply with established City policies and~procedures.
(f) Provide a mutually satisfactory brochure
describing its services, for.distribution to covered employees.
The cost of the brochure shall be borne by City.
(g) Be available to provide at least four series
of informational programs on emotional health topics per year.
These programs can be'requested by departments or can be for the
general population.
(h) Provide monthly statistical reports to the
Office of Risk Management detailing usage of services.
(i) Provide periodic surveys of supervisors and/or
employees as to the value of the service, with suggestions for
improvement.
(j) Be available to provide shooting debriefing
for the police department and provide trauma debriefing for fire
servi¢'e. Provide stress training for police and fire academy
graduates.
(k) The EAP agrees to expand services at such
time'as may be required for the performance of these obligations
and shall ~erform such services diligently and according to the
highest grofessional standards and in a manner consistent with
the s=andards customarily applicable to persons-occupying simi.la~
professional positions.
C.I.TY.,.S...RES~.ONSIBILI. T!.ES:
(a) Assign the City Risk Manage'r to act as
liaison with'the EAP.
(b) Provide'suitable space on the City's
premises, should on-site services be required, as determined by
the City.
(c) Provide the EAP with such additional
inform'ation as may be necessary and which is agreeable to the
City.
-2-
3. C. OMPENSAT~I. ON: Compensation for services Onder the
agreement shall consist of a fee paid to the EAP calculat'ed at
ONE DOLLAR. AND EIGHTY-FIVE CENTS ($1.85) per permanent City employee
per month, in full consi~deration for the services to be performed
pursuant to this agreement. ~
4. PAYMENT: EAP shall be paid 6y the City for
services rendere'd''a'ft'e~' s'ubmission of invoices by the EAP.
Payment on each invoice will be due within thrifty (30) days after
submission and approval by the City. Subsequent invoices will be
submitted to the City each month following the original invoice.
5. INDEPENDENT CQNTRAC[OR: This~agreement calls for
the per'formances' of the services of the EAP as an independent
contractor, and th~.EAP will not be considered an employee of the
City for any purpose and is not entitled to any of the benefits
provided by the City tO its employees. The EAP is free to practice
its professi'on during those periods the EAP is not performing work
under this agreement. The EAP will receive guidance from the City as
to the matters in which professional services are to be rendered,
and the EAP shall be responsible for accomplishing the appropriate
results .pursuant to professional practices.
6.' CONFIDENTIALITY: The EAP will receive confidential
information during the course of this agreement. The EAP .shall
perpetually maintain the confidentiality of all such information
unless cleared in writing to release such information by the
employee. Any unauthorized disclosure of confidential informat'ion
shall be deemed a material breach of this contract. The EAP shall
not, during the term of this agreement or any extension thereof,
or at any time thereafter, report to any other party any
confidential information acquired or which it may acquire in the
performance of the professional services under this agreement.
The EAP agrees to treat as confidential, and not to use for their
own business advantage or to disclose to anyone other than the
patient/client any information except a monthly statistical
report to the City detailing usage of the EAP services.
Client/patient confidentiality shall extend to communications
between a patient/client and shall include records of the
identity, diagnosis, evaluation or treatment of a patient/client
which are created and maintained by a professional under
Californ.ia law.
7. ANO. NYMITY: The EAP shall not refer in any matter
to the City in any ~'bl'~'~'ation or promo~tional or advertising
~aterial, written or oral, without obtaining the prior written
consent of the City. The EAP may use the. City as a reference.
-3-
8. I.NSU~R. ANC. E.: The EAP shall save, hold harmless and
indemnify the City, its officers, agents, employees and
volunteers from all cl'aims, demands, damages, judgments, costs 'or
expenses in law or equity that may at any time arise from or
related to any work performed by the EAP, his agents, employees
or subcontractors under the terms of this agreement.
The EAP shall procure and maintain for the duration of
this agreement the following types and limits of insurance:
Professional liability insurance, providing coverage'on
an occurrence basis for bodily injury, including death, of one or
more persons, property damage and.personal injury, with limits of
not less than one million ($1,000,000) per claims made; and
Automobile liability 'insurance, providing coverage on
an occu.rrence basis for bodily injury, including death, of one or
more persons, property damage and personal injury, with limits of
not less than one million ($1,000,000) per occurrence; and
Commercial general liability insurance, providing
coverage on an occurrence basis for bodily injury, including
death, of one-or more persons, property damage and personal
injury, with limits of 'not iess than one million ($1,000,000) per
occurrence.
Workers' compensation with statutory limits.
All policies required of the EAP hereunder shall be
primary i~nsurance as respects the City, its mayor,-council,
officers', agents, employees and volunteers and any insurance or
self-insurance maintained by the City, its mayor, council,.
officers, agents, employees and volunteers shall be excess of the
EAP's insurance and shall not contribute with it..
The automobile liability policies shall provide
coverage for owned, non-owned and hired autos.
The ~iab'ility policies shall provide contractual
liability coverage for the terms of this agreement.
The liability policies shall contain an additional
insured endorsement in ~avor of the City, its mayor, council,
officers, agents, employees and volunteers;
The workers' compensation policy shall contain a waiver
of subrogation endorsement in favor of the City, its mayor,
council, officers, agents., employees and volunteers.
-4-
I
All policies shall contain an endorsement providing the
City with ten (10) days written notice of cancellation or
material change in poli.cy language or terms.
If any part of the work under this agreement is sublet,
similar insurance shall be provided by or on behalf of the
subcontractors to cover their operations.
The insurance requi~ed"under this agreement shall be
maintained until all work required to be performed under the
terms of this agreement is satisfactorily completed as evidenced.
by formal acceptance by the City.
The EAP shall furnish the City Risk Manager with a
certificate of insurance evidencing the insurance required under
this' agreement.
All costs of insurance required' under this agreement
shall be included in the EAP's bid, and no addit.ional allowance will
be made for additional costs which may be required by extension
of the insurance policies.
9. TAXES:, The EAP shall be fully responsible for
payment of all state and federal income taxes, Social Security
taxes and other taxes or payments which may be due and owing by
the EAP as a result of the amount, paid. to the EAP by the Ci'ty
under this agreement; and the EAP shall indemnify and hold
harmless the City for any such payment which may be due and owing
by the EAP.
10. '~ER~M!.~ATION: If, in the sole, independent and
reasonable judgment of either party the other is in substantial
breach of any term or condition of this agreement, the aggrieved
party shall give the other'thirty (30) days (minimum) written
notice to correct the breach identified in such notice..
Thereafter, if the breach is not cured within the time limited by
the notice, the aggrieved party may terminate this agreement upon
ten (10), days written notice to the other of such termination.
Upon such termination, the City shall pay the EAP the amounts
then due for professional servjces'theretofore performed for
which payment has not been made at the time of termination
(unle.ss the subject of the breach is a failure to ,pay for such
services).
11., TERM: The term of this agreement shall be two
(2) years from t-'~'~--~'ate of execution first set forth
above. After the expiration of the two-year term, this agreement
shall automatically renew on each anniversary date for one (1)
year'on the Same terms and conditi, ons with the sole exception of
the term (which shall be one year instead of three), unless no
less than'ten (10) days' prior to the anniversary date wnitten
notice is given requesting term'ination or a'mendment.
12. ,PROGRAM..EVALUAT!.ON: Evaluations of the program
effectiveness shall be conducted in a manner as decided upon 'by
the City. The first evaluation shall be conducted at the
conclusion of the first six (6) months of this agreement. · The.
second evaluation shall be conducted prior to the completion of
the first-year anniversary. Subsequent evaluations shall be
conducted at..least annually in advance of the annual renewal
date.
13. LOCATION~oF.~SERVICES.; Services shall generally
be provided in th'~ 'local facilities operated by the EAP. These
premises shall be the sole responsibility of the EAP. 'Services
may be provided in City's facilities, as mutually agreed by both
parties.
14. WAIVER OF DEFAULT: The failure of any party to
enforce against another a provision of this agreement .shall not
constitute a waiver of that party's right to enforce such a
provision at a later time, and shall not serve to vary the terms
of this agreement.
15. FORUM.: Any lawsuit pertaining to'any matter
arising under or growing out. of this contract shall be
instituted arising under or growing out of thi-s contract shall be
instituted in Kern County, California.
16. TIME: Time is of the essence~ in this agreement
17. HEADINGS: All paragraph or section captions are
· 'l'y
for reference on , a'n'd 'shall not be considered~ in construing
this agreement.
18. NOTICES: All notices relative to this agreement
i'n'
shall be given writ'i'ng and shall be sent by certified or
registered mail and be effective upon depositing in .the United
States mail. The parties shall be addressed as follows, or at
any other address designated by notice:
CITY: City of Bakersfield
1501 Truxtun Avenue
Bakersfield, California 93301
.t~ZAP: Carol Newton Counseling Services
1701 F Street
'Bakersfield, California 93301
19. ASSIGNMENT: This contract shall not be assigned
by any party, or any party substituted, without prior written
consent of all the parties. ~.
-6-
20. B.~.NDING .EF. FE. CT:. This agreemen't shall in~re to the
benefit of and be binding on the successors in interest and
assigns of the parties.
21. A'TTORNEy.!.S .F. EE.S.~ In any action to enforce the
terms of this agreement, the prevail.ing, party shall be'entitled
to r-ecover its attorney's fees and court costs and other
non-reimbursable litigation expenses, such as expert witness fees
and~investigation expenses.
22. MERGER AND MODIFIC'ATION: This contract sets forth~
the entire agree'm'6n~'Detw6'6'n tn'e ....
parties, and supersedes all
other oral or written provisions. This contract may be modified
or terminated only in a writing signed by. all the parties.
23. CORP. OR.~TE AU. THORITy: Each individual executing
this agreement represents and warrants that they are duly
authorized to execute and deliver this agreement o'n behalf of the
Corporation, if any, named herein and that this agreement is
binding upon 'said Corporation in accordance with its terms.
24. The EAP shall not participate in any court or
administrative proceeding as a witness or otherwise dealing with
matters related to the services' performed under this agreement
without the written consent of the Bakersfield City Attorney.
o0o-
IN WITNE'SS WHEREOF, the parties hereto have caused this
agreement to be executed by their officers thereunto ~duly
authorized on the day and year first above written.
CITY OF BAKERSFIELD
By
~[AR'E'N'C'E' E~"~EDD~'S
Mayor
APPROVED AS TO FORM:
L'A'WRENC~' ~:"'LUNARDI~I
City Attorney'
COUNTERSIGNED:
G'R'E'~O~'¥' '~. K'L'I'~KO .....
Finance Director
CAROL NEWTON COUNSELING SERVICES
By
C'ARO'L'"L~"'N'E'WTO-N;' I~A'-M'FC'C .... ' ........
CLASS TITLE: BUILDING DIRECTOR 915
CLASS CHARACTERISTICS:
Under 'administrative direction', performs work of Considerable
difficulty and is .responsible for organizing and directing the
building construction inspection activities of the city: directs
the inspection Of building throughout the city to ensure adherence
to municipal building, zoning, planning, electrical, heating, and
related requirements, as well as adherence to applicable standards
of construction, maintenance, and safety; and performs other work
as required.
EXAMPLES'OF DUTIES:
Plans, supervises and coordinates the work of the technical-staff
engaged in inspecting new and existing structures, plumbing,
electrical, and heating installations and modifications and related
works, oversees a comprehensive program of building inspection for
the city; works together with contractors, architects, and
engineers on unusual problems regarding .building matters;
establishes and sets procedures ~r policies for filed inspections
and makes such inspections when necessary to clarify, plans;
supervises the Building Plan Check Engineer and participates in.the
check and review of building plans when they are submitted;serves
as member of .the Board of Zoning Adjustment-and Secretary of the
Board of .Building and Housing Appeals and Handicapped Appeals
-Board; serves as advisor and Secretary to the Design Review Board
of'the Redevelopment Agency; serves as-an advisor, to the Planning
Commission; submits annual reports, budgets, and code amendments to
the City. Manager; maintains 'housing surveillance records;
establishes procedures relating to structural, electrical,
mechanical, and plumbing matters and code changes; represents the
department and speaks before public'and private'groups; confers and
correSponds with architects, building owners, and contractors
concerning questions involved in the enforcement process; responds
to the various inquires and complaints from the general public;
prepares complaints for legal action against violators of building
code and related codes; and may act as a witness in court; prepares
and indicates changes in code relative to all building trades.
~ MINIMUM QUALIFICATIONS:
Traininq and Experience: ~-~"~-~- ~" · ~"~ ~-~~ .... in
a~i~cr_i Graduation from an accredited colleqe or university with
C~ ~
a Bachelor' s deqree in Enqineerinq, Architecture, Public
Administration or closely related field; and -~~~-.~... five years of
progressively responsible experience in building inspection,
construction, administration, and related activities.
CLASS TITLE: BUILDING DIRECTOR 915~
MINIMUM QUALFICATIONS (Continued)
Knowledqe, Abilities and Skills: Comprehensive knowledge· of
regulations and ordinances governing building and construction;
comprehensive knowledge of modern methods of building constructi6n
and principles of structural design; comprehensive knowledge of the
principles and f~nctions of building inspection administration;
considerable knowledge of supervisory practices, personnel
management, and the principles of training, and public relations..
Ability to understand and interpret construction plans, diagrams,
blueprints, and specifications; ability to coordinate and direct
the functions of the various sections of the building department;
ability to interpret and communicate content and intent of codes
and regUlations; ability to prepare and present reports and
communications; ability to communicate effectively with the public
in all si~tuations; ability to supervise the work of a group of
technical and clerical personnel; ability~ to coordinate the
building department objectives with the activities of other city
departments.
Licenses or Certificates: Possession of a valid Class 3 or "C"
California driver's license.
Approved by Miscellaneous Civil Service Board: 3--19-9'1
Approved' by City Council: