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Home My WebLink AboutRES NO 18-76 RESOLUTION NO. 'i~°~"~' A RESOLUTION OF THE COUNCIL OF THE CITY OF BAKERSFIELD ADOPTING A FAIR EMPLOYMENT PROGRAM. WHEREAS, the Council of the City of Bakersfield recognizes that equal employment opportunities within the City of Bakersfield can be fully achieved only with genuine commitment to its concepts of a fair employment program. NOW, THEREFORE, BE IT RESOLVED by the Council of the City of Bakersfield as follows: The fair employment program as set forth in Exhibit "A" attached hereto is hereby adopted as the fair employment policy for the City of Bakersfield as such pertains to all aspects of City employment. O00 I HEREBY CERTIFY that the foregoing resolution was passed and adopted by the Council of the City of Bakersfield at a regular meeting thereof held on the 15thday of March, 1976, by the following vote: AYES: COUNCILMEN BARTON, BLEECKER, CHRISTENSEN, M,L~,~,,"~, ROGERS, SCEALES, 8TRONlt NOES: COUNCILMEN: ABSENT COUNCILMEN: ABSTAINING COUNCILMEN: CITY~RK and E Officio Clerk of Council o~ Bakersfield the Harc, 1976 FAIR EMPLOYMENT PROGRAM City of Bakersfield · EXHIBIT "A" Purpose It is recognized that the practice of fair employment al- ready existing within the City of Bakersfield can be further enhanced with a more specific commitment to this concept. Further, it is desirable to more fully safeguard against employ- ment discrimination practices which may be directed towards citizens and current employees because of non-merit factors, including: race, color, religion, political belief, age, national origin, sex, socio-economic or cultural background. II. General Policy The City Council of Bakersfield, as demonstrated by Reso- lution No. 18-76 which is attached, is fully committed to the concept of a fair employment program as a means of insuring equal employment opportunities within City government for all citizens· The most effective procedure for implementing a fair employment program is to institute a personnel staff analysis of City employment, determine where inequities may now exist, formulate goals and establish a reasonable time table for ac- complishment of these goals. It is the intention of this program to provide equal employ- ment opportunities to all citizens and to prohibit discrimination in employment because of any non-merit factor including race, color, religion, political belief, age, national origin, sex, socio-economic or cultural background. The program shall also include specific items directed at special problems to assure equal employment opportunities for women. This policy will apply to all aspects of City employment, including but not limited to recruitment, selection, compensa- tion (salary and other benefits), promotion, training. and educa- tional opportunities, transfers, layoffs and return from layoffs, and leaves of absence. Factors such as the proportion of various minorities within the greater Bakersfield area labor force, within City department and within job classifications shall be used when possible in formulating appropriate goals. III. Definitions as: A. C. Minority groups for statistical purposes will be defined Black Spanish Surnamed Americans Oriental/Asian Americans (Chinese, Filipinos, Hawaiians, Koreans, Japanese, Indonesians and Malayans) American ~ndian Women Assignment of Responsibility A. City Manager It shall be the responsibility of the City Manager to fully insure compliance of the fair employment program~in an expedi- ent and legal manner. The City Manager is the fair employment program officer and shall delegate the responsibility and authority of administering the program to the Personnel Divi- sion. B. Civil Service Boards The various civil service boards of the City will be respon- sible for monitoring the progress of the program in their jurisdictions. On charges of discrimination that have not been resolved by the Personnel Division, the appropriate civil service board will hear and discuss the complaint and make recommendations to the City Manager. C. Personnel Division The City Manager shall assign the responsibility of the fair employment program to full time employees of the Personnel Division. Along with other duties, said employees will co- ordinate the program with all departments of the City. The Fair Employment Coordinators shall have a background which demonstrates commitment to fair employment. They shall have full access to all departmental policies and procedures, rules and regulations, including personnel files, documents, background investigation reports, and any other documents of information relating to the employment, training, promotion, transfer, - 2 - ~erm{nation or discipline of personnel in the City of Bakers- field. The Fair Employment Coordinators shall have authority and responsibility to recommend the implementation of new rules and regulations consistent with the effective implementation and enforcement of this policy. Department Heads 'City Council -' ~City Manager ~------- .... Assistant City Manager .... Personnel' Fair Employment Coordinators Civil Service Boards Direct Line Authority Working Relationship D. It shall be the responsibility of department heads to: 1. Carry out the fair employment program within their own department. 2. Analyze the specific employment needs Of the department and cooperate with the Fair Employment Coordinators in determining availability of positions for minorities and women within the department. Minority Distribution within Local Area Black Spanish American Population 5.7% 16.8% __Available Work Force 4.3% . 1~.7%,, Other Women 3.0% 50.6% 1.7% 33,5% (This information is developed ona county basis by the State of California as the area manpower review data mentions that in most cases this is the normal recruiting area for employers.) - 3 - VI. Mi'noriiy and Female Distribution Within City Employment Distribution of Minorities and Women by Job Level Employee Job Level Black Spanish Other Oriental Indian Female Total Administrators 0 1 0 0 0 0 SO Professionals 4 4 1 2 1 1 62 Technicians 3 2 0 2 1 1 44 Protective Serv. 15 10 1 0 5 2 207 Para Professionals 1 1 0 0 0 0 22 Clerical 4 6 0 0 2 63 63 Skilled Craft 13 13 0 0 i 0 70 Maintenance 50 62 0 2 I 0 151 Totals: 90 99 2 6 11 67 649 % of Total: 14% 15% .003% .009% .02% 10% VII . Program Goals A. Recruitment City employment opportunities will continue to be made known to all citizen groups. Advertising of job openings by the use of extensive lists, bulletin boards in various strategic locations, newspapers, radio spot announcements and public appearances by the per- sonnel staff and other City employees will be fully employed as a means of informing all local citizens of employment opportunities available within City government. All City publications and employment advertising will include the phrase, "Equal Opportunity EmployerS" Job announcements will be sent to the following sources: 1. Civil Service Commissioners 2. Bakersfield Adult School 3. Bakersfield Californian 4. Bakersfield College 5. Radio Stations 8. Division of Highways - State of California State of California Employment Development Department KCEOC Manpower Department Kern County Library - 4 - 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. Lakeview Community Council Department of Rehabilitation - State of California Vocational Rehabilitation - State of California WIN Program Youth Opportunity Center Bakersfield City Employees Association CETA Program The Observer Work Evaluation Program Those other sources which may be interested Selection 1. Job Requirements Continual job restructuring studies will be made to review and determine the feasibility of education, experience, physical and other current requirements. Focus will be upon determining only those qualifica- tions which are truly applicable to ability to perform the work. 2-~ Written Tests The City will continue to review written employment tests to determine whether they are job related. Exami- nation content will be confined to the measurement of knowledge, skill and abilities necessary to perform specifically defined tasks. 3. Performance Tests The City will utilize performance tests as much as possible, especially in those occupational categories where demon- strated ability is the prime requisite of the job. 4. Oral Boards Members of oral boards shall be selected by the Personnel Director with the full consent and approval of the appro- priate civil service boards. Oral boards utilized in the examination process shall be as representative as practicable of the various minority and women's groups in the community or, if necessary, per- sons from other communities will be utilized. - 5 - VIII. IX. '5. Pre-Test Classes Where possible courses in test taking will be coordinated with the local high schools or colleges, and applicants will be encouraged by the City to participate. Program Evaluation The City will establish a system for periodically evaluating the effectiveness of the 'overall ~air employment program. When- ever possible a continuous tally o~ the number of minority appli- cants and women at each stage of the selection process will be maintained. Reports 1. Each department head shall render an annual report to the Fair Employment Coordinators on a standardized "Minority Employment Report" form. The Fair Employment Coordinators shall summarize said reports and distribute copies to all City department heads. 2. The Personnel Division, thru the City Manager, shall render an annual report to the Civil Service Boards and the City Council regarding progress and recommendations relative to the fair employment program. S. The Boards and Council may review the report and may make certain recommendations with the expressed purpose o~ effec- tively implementing the goals of the program. Time Table for Goals The time table established by this program is proposed in good faith and in keeping with federal and State guidelines, and every attempt to attain these goals will be made by the City administration. It is recognized that there are many variable factors which could affect the attainment of these goals within a specified Itime. Turnover rate, creation of new budgeted positions and availability of applicants are but three of these variable fac- tors. Continuing effort will be made to assure that these fac- tors have minimum impact on the progress of the program. - 6 - Administrat ion Professional & Technical Clerical Craftsman Service & Labor Protective Service' Black Span. Amer. Other Ava i 1 a bl e Exp er i ence d Work Force Unemployed Pop; 4.3% 1.2% 13.7% 5.3% 1.7% 2.4% Current Empl; 5.1% 5.1% Black 4.3% 4.3% 6.3% Span. Amer. 13.7% 9.3% 10.0% Other 1.7% 1.3% 3.1% Black 4.3% 6.3% 18.5% Span. Amer. 13.7% 20.9% 18.5% Other 1.7% 1.0% 1.4% Black 4.3% 9.1% 33.0% Span. Amer. 13.7% 15.6% 41.0% Other 1.7% 1.3% 3.0% Black Span. Amer. Other 4.3% ? 13.7% ? 1.7% ? 7.2% 4.8% 2.8% I h- I Taken as a whole, the current minority population within City employment is very good in comparison to the community distribution of available work force and the experienced unemployed population. However, it is recognized that within some departments and at some levels of City employment, there are inequities. As a result of the proposals made in this fair employment program and of future programs, every effort will be made to attain an equitable distribu- tion of minority and female personnel throughout all levels of City employment. This equal distribution at all job levels is a goal of the City of Bakersfield. Special continuing effort will be made to recruit and promote women in the technical, craftsworker and professional categories other than those considered traditionally female jobs. Because data is presently unavailable, the City of Bakersfield will make every attempt to establish, as sufficient reliable data becomes available, reasonable goals and time tables to employ a percentage of women that reflects the population of employable women. Finally, the City continues to be strongly committed to a general hiring and promotion policy which reflects the very highest level of competency in all of its employees in all departments and in all fields of endeavor. It will not be City policy to lower any of its standards in order to accomplish any aspect of this fair employment program now or in the future. - S- 3/5/76