EEOP Utilization Report

Transcription

1 EEOP Utilization Report Fri Aug 05 16:17:07 EDT 2016

2 Step 1: Introductory Information Grant Title: BJA FY15 Edward Byrne Memorial Grant Number: 2015-DJ-BX-0072 Justice Assistance Grant Program Grantee Name: City of Grand Junction Award Amount: $25, Grantee Type: Address: Local Government Agency 250 N. 5th Street Contact Person: Kimberly Swindle Telephone #: Contact Address: 555 Ute Avenue DOJ Grant Manager: Kathy Mason DOJ Telephone #: Grant Title: BJA FY14 Edward Byrne Memorial Grant Number: 2014-DJ-BX-0453 Justice Assistance Grant Program Grantee Name: City of Grand Junction Award Amount: $26, Grantee Type: Address: Local Government Agency 250 N. 5th Street Contact Person: Kimberly Swindle Telephone #: Contact Address: 555 Ute Avenue DOJ Grant Manager: Kathy Mason DOJ Telephone #: Grant Title: 2011 COPS Hiring Program Grant Number: 2011UMWX0035 Grantee Name: City of Grand Junction Award Amount: $998, Grantee Type: Address: Local Government Agency 250 N. 5th Street Contact Person: Kimberly Swindle Telephone #: Contact Address: 555 Ute Avenue DOJ Grant Manager: Peter Stickl DOJ Telephone #: USDOJ, Office of Justice Programs, EEOP Utilization Report page 2 of 9

3 Policy Statement: The City of Grand Junction will provide equal employment opportunity for all qualified applicants and employees consistent with the requirements of state and federal law. Accordingly, discrimination against any person or employee because of race, color, religion, sex, age, marital status, national origin, citizenship status, disability, sexual orientation, veteran status, or any other status protected by state or federal law will be prohibited. Equal opportunity extends to all aspects of the employment relationship including hiring, transfers, promotions, training, dismissals, working conditions, compensation, benefits, and other terms and conditions of employment. USDOJ, Office of Justice Programs, EEOP Utilization Report page 3 of 9

4 Step 4b: Narrative Underutilization Analysis The City of Grand Junction finds that the Utilization Analysis Chart indicated that there are two standard deviations or more in comparing the underutilization of City employees by race, national origin, and sex to the relevant labor market. After reviewing the results of the underutilization analysis, the City has identified the following areas of concern: 1. White females are significantly under-represented in the job categories of Technicians and Service/Maintenance. 2. Hispanic females are significantly under-represented in the job categories of Protective Services - Sworn and Technicians. 3. White males are significantly under-represented in the job category of Administrative Support. The City of Grand Junction will focus on addressing these areas of underutilization and increase representation in each of the above categories. Step 5 & 6: Objectives and Steps 1. Maintain strong utilization of minorities in our workforce and increase the number of women minorities. a. The City of Grand Junction will continue to have Human Resources and City personnel in the high schools and will create relationships with potential minority applicants. The City Human Resources division will work with the high schools in the School-to-Career program which creates an opportunity to promote law enforcement, technical, administrative support, and service/maintenance careers as options to minority applicants. In addition, the City of Grand Junction Police Department has a presence at Colorado Mesa University both as on campus patrol as well as police academy instructors. Minority and women officers are active in these assignments. b. The City of Grand Junction Human Resources will maintain a recruiting program designed to attract a diverse group of applicants including posting openings on a number of websites, in print media, at military exit centers, on social media sites, at police academies and at the Colorado Workforce Center. 2. Improve the representation of White and Hispanic women in the job categories of Technicians, Protective Services: Sworn, and Service/Maintenance and increase the representation of White males in the Administrative Support category. a. The City of Grand Junction will review all employment organizational data related to the Technician, Protective Services: Sworn, Service/Maintenance, and Administrative Support job categories to identify any issues that may pose barriers for White or Hispanic women and White males(e.g., review the records of exit interviews of former employees; examine applicant flow data for recent vacancies; review job posting and advertizing practices; determine whether there are in-house career paths; evaluate the hiring, retention, and attrition rates for particular positions or for particular departments). b. The City of Grand Junction will maintain a recruiting program designed to attract a wide variety of applicants, including both females and males. Positions will be advertised in a number of different ways to gain the greatest exposure to potential new hires. Human Resources and other Department staff will participate in community and school sponsored job fairs and other events, and, whenever possible, female staff will be involved in these recruiting efforts. Materials used for recruiting are on the City's website, as well as the police department's website, Step 7a: Internal Dissemination Human Resources will post a notice on the bulletin board in the Human Resources Office lobby stating that a copy of the City of Grand Junction EEOP utilization Report is available through Human Resources. A link to the City of Grand Junction EEOP Utilization Report will be added to our list of "Federally Mandated Notices" on our employee benefits page located at Employees are sent a post card to USDOJ, Office of Justice Programs, EEOP Utilization Report page 4 of 9

5 their home mailing address each October with a list of all Federally Mandated Notices and how to access the notices. The City's EEOP Utilization Report will be added to this post card. In addition, a link to the City's EEOP Utilization Report will be added to the City's intranet website. Step 7b: External Dissemination A notice will be placed on the bulletin board located in the Human Resources Office lobby stating that a copy of the City's EEOP Utilization Report is available upon request. The City of Grand Junction will maintain a link on the City's Human Resources Department webpage that describes the COPS grant and allows for public review of the City's EEOP Utilization Report. Vendors and contractors will be notified that the City has developed an EEOP Utilization Report by adding language to the City's Purchasing Department's webpage under "Vendor Notification" that states the report is available on request for review. USDOJ, Office of Justice Programs, EEOP Utilization Report page 5 of 9

6 Utilization Analysis Chart Relevant Labor Market: Mesa County, Colorado Male Female White Hispanic Other White Hispanic Other Job Categories Officials/Administrators Workforce #/ 14/74 0/0 0/0 0/0 0/0 0/0 0/0 0/0 5/26 0/0 0/0 0/0 0/0 0/0 0/0 0/0 CLS #/ 4,140/51 320/4 50/1 20/0 80/1 20/0 75/1 30/0 3,010/37 310/4 0/0 0/0 60/1 0/0 15/0 0/0 Utilization #/ Professionals Workforce #/ 34/49 1/1 0/0 0/0 0/0 0/0 0/0 0/0 33/47 2/3 0/0 0/0 0/0 0/0 0/0 0/0 CLS #/ 4,185/39 65/1 85/1 30/0 15/0 40/0 4/0 10/0 5,735/54 360/3 0/0 0/0 45/0 0/0 40/0 10/0 Utilization #/ Technicians Workforce #/ 56/62 21/23 1/1 0/0 0/0 0/0 0/0 0/0 13/14 0/0 0/0 0/0 0/0 0/0 0/0 0/0 CLS #/ 600/33 10/1 0/0 0/0 0/0 0/0 4/0 0/0 1,075/59 125/7 0/0 4/0 0/0 0/0 10/1 0/0 Utilization #/ Protective Services: Sworn Workforce #/ 190/82 13/6 1/0 0/0 1/0 0/0 0/0 0/0 26/11 1/0 0/0 0/0 0/0 0/0 0/0 0/0 CLS #/ 675/77 50/6 0/0 0/0 0/0 0/0 0/0 0/0 105/12 45/5 0/0 0/0 0/0 0/0 0/0 0/0 Utilization #/ Protective Services: Nonsworn Workforce #/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ Civilian Labor Force #/ 35/25 0/0 0/0 0/0 0/0 0/0 0/0 0/0 95/68 10/7 0/0 0/0 0/0 0/0 0/0 0/0 Utilization #/ Administrative Support Workforce #/ 22/18 1/1 0/0 0/0 0/0 0/0 0/0 0/0 84/71 11/9 0/0 0/0 1/1 0/0 0/0 0/0 CLS #/ 5,215/29 630/4 20/0 0/0 0/0 0/0 70/0 15/0 10,185/57 1,255/7 30/0 35/0 75/0 10/0 195/1 30/0 USDOJ, Office of Justice Programs, EEOP Utilization Report page 6 of 9

7 Male Female Job Categories White Hispanic Other White Hispanic Other Utilization #/ Skilled Craft Workforce #/ 83/85 7/7 0/0 0/0 0/0 0/0 0/0 0/0 8/8 0/0 0/0 0/0 0/0 0/0 0/0 0/0 CLS #/ 6,545/82 1,005/13 15/0 50/1 0/0 0/0 80/1 10/0 285/4 0/0 15/0 0/0 10/0 0/0 0/0 0/0 Utilization #/ Service/Maintenance Workforce #/ 24/59 5/12 0/0 0/0 0/0 0/0 0/0 0/0 8/20 4/10 0/0 0/0 0/0 0/0 0/0 0/0 CLS #/ 7,520/44 1,805/10 125/1 95/1 65/0 30/0 100/1 15/0 6,060/35 1,135/7 15/0 50/0 55/0 10/0 110/1 35/0 Utilization #/ USDOJ, Office of Justice Programs, EEOP Utilization Report page 7 of 9

8 Significant Underutilization Chart Male Female Job Categories White Hispanic Other White Hispanic Other Technicians Protective Services: Sworn Administrative Support Service/Maintenance USDOJ, Office of Justice Programs, EEOP Utilization Report page 8 of 9

9 I understand the regulatory obligation under 28 C.F.R to collect and maintain extensive employment data by race, national origin, and sex, even though our organization may not use all of this data in completing the EEOP Utilization Report. I have reviewed the foregoing EEOP Utilization Report and certify the accuracy of the reported workforce data and our organization's employment policies. Certified As Final By: Shelley Caskey Human Resources Supervisor [signature] [title] [date] USDOJ, Office of Justice Programs, EEOP Utilization Report page 9 of 9