Compliance with the Equal Employment Opportunity Plan (Equal Employment Opportunity Program) Requirements

Transcription

1 CERTIFICATION FORM Compliance with the Equal Employment Opportunity Plan (Equal Employment Opportunity Program) Requirements Recipient's County Of Albemarle Name: Address: 401 McIntire Road, Charlottesville, VA, Recipient Direct Recipient Law Enforcement Agency: No Type: DUNS Vendor Number (only if direct Number: recipient): Name of Doug Walker Title of Contact Person: Interim County Executive Contact Person: Telephone Address: Number: Subrecipients: No Acknowledgement of EEOP Data Collection, Maintenance and Submission Requirements I, Doug Walker (authorized official), acknowledge that County Of Albemarle (recipient organization) has an obligation to develop and submit an EEOP Utilization Report to the Office for Civil Rights, Office of Justice Programs, U.S. Department of Justice (OCR) for 2017 (fiscal year). I understand the regulatory obligations under 28 C.F.R. Section 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. By accepting financial assistance subject to the civil rights provisions of the Safe Streets Act, County Of Albemarle (organizatoin) is on notice that at some future date, during the active award period, the OCR may request any of the employment data noted in the EEOP regulations. I understand that in the context of an administrative investigation of an employment discrimination complaint, failure to produce employment data required for a comprehensive EEOP may allow the OCR to draw an adverse inference based on the data's absence. Doug Walker, Interim County Executive Doug Walker 3/8/2017 Print or Type Name and Title Signature Date

2 EEO Utilization Report Organization Information Name: null City: null State: null Zip: null Type: null Mon Jun 19 13:35:45 EDT 2017

3 Step 1: Introductory Information Policy Statement: Albemarle County shall adhere to a policy of equal employment opportunities for all employees. It is the policy of the Board to not discriminate against any employee because of race, color, religion, age, sex, disability, national origin, marital status, or physical disability except in situations where such disability will constitute an employment liability. Discrimination against any person shall be prohibited in recruitment, examination, appointment, training, promotion, retention, discipline, and any other aspect of personnel administration or any of the above-listed reasons, because of political or religious opinion or affiliation, or because of other non-merit factors. The statement, Albemarle County is an Equal Opportunity Employer, shall be placed on all employment application forms and shall be disseminated throughout Albemarle County. The County will abide by Section 504 of the Handicapped Rehabilitation Act and the s with Disabilities Act. USDOJ, Office of Justice Programs, EEO Utilization Report page 2 of 8

4 Step 4b: Narrative of Interpretation In reviewing the Utilization Analysis Chart, the Human Resources Office for Albemarle County Local Government has made the following observations: Albemarle County is underutilized, meaning showing two or more standard deviations, in White Male Professionals, Male Professionals, Black Male Protective Services: Sworn, White and Black Female Protective Services: Sworn, Black Female Protective Services: Non-sworn, White Male Administrative Support. Since the last EEOP report in 2015, Albemarle County has improved in its utilization of White Female Technicians and is no longer underutilization in this category. Albemarle County has improved or remained the same in its utilization in other currently underutilized categories except in the following categories. Albemarle County is one percentage point more in the category of Black Female Protective Services: Non-Sworn because of the relative increase of other hired employees, Albemarle County has the same number of employees in this category as the last report. Albemarle County is four percentage points more in the category of White Male Administrative Support, there has been both an increase in other hires in this category as well as an attrition of six employees since the last report. In keeping with the County's commitment to having a workforce that reflect the community it serves, the County will continue to examine its recruitment and retention practices to identify ways to attract and retain female and minority applicants, with particular attention given to underutilized categories. Step 5: Objectives and Steps 1. Because females continue to be underutilized in certain areas of the organizations population, the County will strive to increase representation ensuring that its advertising, recruitment, and promotional processes afford equal opportunities to females by: a. Continuing to ensure that County systems and retention practices are in alignment with County values to encourage retention and promotion of women. b. Identifying self-empowerment opportunities and systems to encourage self-empowerment to improve retention and promotion of women c. Consistently reviewing the recruiting, selection, and promotional processes to identify, train on, and remove obstacles that have an adverse impact on the hiring and promotion of women d. Continuing to train all employees on EEO and sexual harassment 2. Because ethnic minorities continue to be underutilized in certain areas of the organizations population, the County will strive to increase representation ensuring that its advertising, recruitment, and promotional processes afford equal opportunities to ethnic minorities by: a. Continuing to ensure that County systems and retention practices are in alignment with County values to encourage retention and promotion of ethnic minorities b. Identifying self-empowerment opportunities and systems to encourage self-empowerment to improve retention and promotion of ethnic minorities c. Consistently reviewing the recruiting, selection, and promotional processes to identify, train on, and remove obstacles that have an adverse impact on the hiring and promotion of ethnic minorities d. Continuing to train all employees on EEO and harassment Step 6: Internal Dissemination Publication of the EEOP Report shall be available on the Countys website for public and employee consumption. Human Resources stall shall also share information with departments where disparity exists for the purpose of developing strategies to boost utilization. USDOJ, Office of Justice Programs, EEO Utilization Report page 3 of 8

5 Step 7: External Dissemination Continue to include the Countys Equal Opportunity Employer statement on all postings and job applications. Publication of the EEOP Report to the Countys website. USDOJ, Office of Justice Programs, EEO Utilization Report page 4 of 8

6 Utilization Analysis Chart Relevant Labor Market: Albemarle County, Virginia Male Female White Hispanic Other White Hispanic Other Job Categories Officials/Administrators Workforce #/ 34/45 0/0 1/1 0/0 0/0 0/0 1/1 0/0 32/42 1/1 4/5 0/0 2/3 0/0 1/1 0/0 CLS #/ 3,855/50 80/1 200/3 0/0 60/1 0/0 0/0 25/0 2,920/38 100/1 345/4 0/0 85/1 0/0 15/0 0/0 Utilization #/ Professionals Workforce #/ 42/33 4/3 5/4 0/0 0/0 0/0 1/1 0/0 59/47 2/2 11/9 0/0 1/1 0/0 1/1 0/0 CLS #/ 6,465/45 70/0 230/2 0/0 620/4 10/0 45/0 35/0 5,980/41 280/2 195/1 0/0 465/3 0/0 55/0 0/0 Utilization #/ Technicians Workforce #/ 21/72 1/3 1/3 0/0 0/0 0/0 0/0 0/0 6/21 0/0 0/0 0/0 0/0 0/0 0/0 0/0 CLS #/ 800/41 60/3 105/5 0/0 10/1 0/0 0/0 15/1 630/32 0/0 175/9 0/0 130/7 0/0 25/1 0/0 Utilization #/ Protective Services: Sworn Workforce #/ 96/91 4/4 0/0 0/0 0/0 1/1 0/0 0/0 4/4 0/0 0/0 0/0 0/0 0/0 0/0 0/0 CLS #/ 325/53 10/2 160/26 0/0 0/0 0/0 0/0 0/0 75/12 0/0 40/7 0/0 0/0 0/0 0/0 0/0 Utilization #/ Protective Services: Nonsworn Workforce #/ 11/28 1/3 0/0 0/0 0/0 0/0 0/0 0/0 24/62 0/0 2/5 0/0 0/0 0/0 1/3 0/0 Civilian Labor Force #/ 35/18 0/0 0/0 0/0 0/0 0/0 0/0 0/0 115/61 0/0 40/21 0/0 0/0 0/0 0/0 0/0 Utilization #/ Administrative Support Workforce #/ 14/11 1/1 6/5 0/0 1/1 0/0 0/0 0/0 75/57 8/6 23/18 1/1 1/1 0/0 1/1 0/0 CLS #/ 3,315/26 90/1 620/5 0/0 120/1 0/0 70/1 0/0 6,610/53 225/2 1,170/9 4/0 275/2 4/0 60/0 0/0 Utilization #/ USDOJ, Office of Justice Programs, EEO Utilization Report page 5 of 8

7 Male Female Job Categories White Hispanic Other White Hispanic Other Skilled Craft Workforce #/ 5/83 0/0 1/17 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 CLS #/ 3,060/68 545/12 550/12 0/0 15/0 0/0 100/2 35/1 135/3 0/0 15/0 0/0 15/0 0/0 0/0 0/0 Utilization #/ Service/Maintenance Workforce #/ 17/71 0/0 5/21 0/0 0/0 0/0 0/0 0/0 1/4 0/0 1/4 0/0 0/0 0/0 0/0 0/0 CLS #/ 3,975/33 705/6 1,255/10 0/0 90/1 0/0 135/1 15/0 3,810/31 480/4 1,435/12 0/0 70/1 0/0 50/0 100/1 Utilization #/ USDOJ, Office of Justice Programs, EEO Utilization Report page 6 of 8

8 Significant Underutilization Chart Male Female Job Categories White Hispanic Other White Hispanic Other Professionals Protective Services: Sworn Protective Services: Nonsworn Administrative Support USDOJ, Office of Justice Programs, EEO Utilization Report page 7 of 8

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 EEO Utilization Report. I have reviewed the foregoing EEO Utilization Report and certify the accuracy of the reported workforce data and our organization's employment policies. Certified As Final By: Douglas C. Walker Interim County Executive [signature] [title] [date] USDOJ, Office of Justice Programs, EEO Utilization Report page 8 of 8

10 CERTIFICATION FORM Compliance with the Equal Employment Opportunity Plan (Equal Employment Opportunity Program) Requirements Recipient's Albemarle County Police Department Name: Address: th Street, Suite D, Charlottesville, VA, Recipient Direct Recipient & Subrecipient Law Enforcement Agency: Yes Type: DUNS Vendor Number (only if direct Number: recipient): Name of Ron Lantz Title of Contact Person: Chief Of Police Contact Person: Telephone (434) Address: Number: Subrecipients: No Acknowledgement of EEOP Data Collection, Maintenance and Submission Requirements I, Ron Lantz (authorized official), acknowledge that Albemarle County Police Department (recipient organization) has an obligation to develop and submit an EEOP Utilization Report to the Office for Civil Rights, Office of Justice Programs, U.S. Department of Justice (OCR) for 2017 (fiscal year). I understand the regulatory obligations under 28 C.F.R. Section 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. By accepting financial assistance subject to the civil rights provisions of the Safe Streets Act, Albemarle County Police Department (organizatoin) is on notice that at some future date, during the active award period, the OCR may request any of the employment data noted in the EEOP regulations. I understand that in the context of an administrative investigation of an employment discrimination complaint, failure to produce employment data required for a comprehensive EEOP may allow the OCR to draw an adverse inference based on the data's absence. Ron Lantz, Chief Of Police Ron Lantz 3/6/2017 Print or Type Name and Title Signature Date

11 EEO Utilization Report Organization Information Name: null City: null State: null Zip: null Type: null Mon Jun 19 13:38:47 EDT 2017

12 Step 1: Introductory Information Policy Statement: Albemarle County shall adhere to a policy of equal employment opportunities for all employees. It is the policy of the Board to not discriminate against any employee because of race, color, religion, age, sex, disability, national origin, marital status, or physical disability except in situations where such disability will constitute an employment liability. Discrimination against any person shall be prohibited in recruitment, examination, appointment, training, promotion, retention, discipline, and any other aspect of personnel administration or any of the above-listed reasons, because of political or religious opinion or affiliation, or because of other non-merit factors. The statement, Albemarle County is an Equal Opportunity Employer, shall be placed on all employment application forms and shall be disseminated throughout Albemarle County. The County will abide by Section 504 of the Handicapped Rehabilitation Act and the s with Disabilities Act. USDOJ, Office of Justice Programs, EEO Utilization Report page 2 of 9

13 Step 4b: Narrative of Interpretation In reviewing the Utilization Analysis Chart, the Human Resources Office for Albemarle County Police Department has made the following observations: Albemarle County Police Department is underutilized, meaning showing two or more standard deviations, in four Protective Services: Sworn-Patrol Officer categories - Hispanic Male, Male, White Female, and Female. Since the last EEOP report in 2015, Albemarle County Police Department has improved in its utilization of Protective Services: Sworn-Officials. Albemarle County is no longer underutilization in this category for Males and White Females. Albemarle County Police Department has also improved and no longer underutilization for Protective Services: Sworn-Patrol Officers Hispanic or Lantino Females. Albemarle County Police Department has improved or remained the same in its utilization in its currently underutilized categories except Protective Services: Sworn-Patrol Officers Males which has increased by one percentage point. This is due to the separation of service of one officer in this category since the last report. In keeping with the County's commitment to having a workforce that reflect the community it serves, the County will continue to examine its recruitment and retention practices to identify ways to attract and retain female and minority applicants, with particular attention given to underutilized categories. Step 5: Objectives and Steps 1. The County is dedicated to attracting and retaining qualified women to ACPD. Therefore, ACPD will continue to evaluate its hiring process for the recruitment of women by: a. Continuing to review and analyze the recruitment methods used by ACPD to attract women to apply b. Continuing to review and analyze the each step of the selection process used by ACPD to identify and remove obstacles that have an adverse impact on the hiring of women c. Continue to review and analyze the application pool to identify advertising and recruitment sources that have successfully attracted qualified female applicants to apply 2. The County is dedicated to attracting and retaining qualified ethnic minorities to ACPD. Therefore, ACPD will continue to evaluate its hiring process for the recruitment of ethnic minorities by: a. Continuing to review and analyze the recruitment methods used by ACPD to attract ethnic minorities to apply b. Continuing to review and analyze the each step of the selection process used by ACPD to identify and remove obstacles that have an adverse impact on the hiring of minorities c. Continue to review and analyze the application pool to identify advertising and recruitment sources that have successfully attracted qualified ethnic minority applicants to apply Step 6: Internal Dissemination Publication of the EEOP Report shall be available on the Countys website for public and employee consumption. Human Resources shall also share information with the police department's Training and Professional Development Unity for the purpose of developing strategies to boost utilization. Step 7: External Dissemination Continue to include the Countys Equal Opportunity Employer statement on all postings and job applications. Publication of the EEOP Report to the Countys website. USDOJ, Office of Justice Programs, EEO Utilization Report page 3 of 9

14 USDOJ, Office of Justice Programs, EEO Utilization Report page 4 of 9

15 Utilization Analysis Chart Relevant Labor Market: Albemarle County, Virginia Male Female White Hispanic Other White Hispanic Other Job Categories Officials/Administrators Workforce #/ 1/33 0/0 0/0 0/0 0/0 0/0 0/0 0/0 2/67 0/0 0/0 0/0 0/0 0/0 0/0 0/0 CLS #/ 3,855/50 80/1 200/3 0/0 60/1 0/0 0/0 25/0 2,920/38 100/1 345/4 0/0 85/1 0/0 15/0 0/0 Utilization #/ Professionals Workforce #/ 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 1/100 0/0 0/0 0/0 0/0 0/0 0/0 0/0 CLS #/ 6,465/45 70/0 230/2 0/0 620/4 10/0 45/0 35/0 5,980/41 280/2 195/1 0/0 465/3 0/0 55/0 0/0 Utilization #/ Technicians Workforce #/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ CLS #/ 800/41 60/3 105/5 0/0 10/1 0/0 0/0 15/1 630/32 0/0 175/9 0/0 130/7 0/0 25/1 0/0 Utilization #/ Protective Services: Sworn-Officials Workforce #/ 24/83 1/3 2/7 0/0 0/0 0/0 0/0 0/0 2/7 0/0 0/0 0/0 0/0 0/0 0/0 0/0 CLS #/ 325/53 10/2 160/26 0/0 0/0 0/0 0/0 0/0 75/12 0/0 40/7 0/0 0/0 0/0 0/0 0/0 Utilization #/ Protective Services: Sworn-Patrol Officers Workforce #/ 87/81 4/4 3/3 0/0 0/0 0/0 0/0 0/0 11/10 2/2 1/1 0/0 0/0 0/0 0/0 0/0 Civilian Labor Force #/ 1,090/40 260/9 255/9 0/0 4/0 0/0 15/1 0/0 660/24 135/5 310/11 0/0 15/1 0/0 15/1 0/0 Utilization #/ Protective Services: Nonsworn Workforce #/ 1/17 0/0 0/0 0/0 0/0 0/0 0/0 0/0 5/83 0/0 0/0 0/0 0/0 0/0 0/0 0/0 CLS #/ 35/18 0/0 0/0 0/0 0/0 0/0 0/0 0/0 115/61 0/0 40/21 0/0 0/0 0/0 0/0 0/0 USDOJ, Office of Justice Programs, EEO Utilization Report page 5 of 9

16 Male Female Job Categories White Hispanic Other White Hispanic Other Utilization #/ Administrative Support Workforce #/ 1/6 0/0 1/6 0/0 1/6 0/0 0/0 0/0 13/72 0/0 2/11 0/0 0/0 0/0 0/0 0/0 CLS #/ 3,315/26 90/1 620/5 0/0 120/1 0/0 70/1 0/0 6,610/53 225/2 1,170/9 4/0 275/2 4/0 60/0 0/0 Utilization #/ Skilled Craft Workforce #/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ CLS #/ 3,060/68 545/12 550/12 0/0 15/0 0/0 100/2 35/1 135/3 0/0 15/0 0/0 15/0 0/0 0/0 0/0 Utilization #/ Service/Maintenance Workforce #/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ CLS #/ 3,975/33 705/6 1,255/10 0/0 90/1 0/0 135/1 15/0 3,810/31 480/4 1,435/12 0/0 70/1 0/0 50/0 100/1 Utilization #/ USDOJ, Office of Justice Programs, EEO Utilization Report page 6 of 9

17 Significant Underutilization Chart Male Female Job Categories White Hispanic Other White Hispanic Other Protective Services: Sworn-Patrol Officers USDOJ, Office of Justice Programs, EEO Utilization Report page 7 of 9

18 Law Enforcement Category Rank Chart Male Female Job Categories White Hispanic Other White Hispanic Other Police Chief Workforce #/ 1/100 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 Deputy Chief of Police (Major) Workforce #/ 1/50 0/0 0/0 0/0 0/0 0/0 0/0 0/0 1/50 0/0 0/0 0/0 0/0 0/0 0/0 0/0 Police Lieutenant Workforce #/ 4/80 0/0 1/20 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 Police Captain Workforce #/ 2/67 1/33 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 Police First Sergeant Workforce #/ 11/92 0/0 1/8 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 Police Sergeant Workforce #/ 5/83 0/0 0/0 0/0 0/0 0/0 0/0 0/0 1/17 0/0 0/0 0/0 0/0 0/0 0/0 0/0 Protective Services: Sworn-Patrol Officers Workforce #/ 87/81 4/4 3/3 0/0 0/0 0/0 0/0 0/0 11/10 2/2 1/1 0/0 0/0 0/0 0/0 0/0 USDOJ, Office of Justice Programs, EEO Utilization Report page 8 of 9

19 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 EEO Utilization Report. I have reviewed the foregoing EEO Utilization Report and certify the accuracy of the reported workforce data and our organization's employment policies. Certified As Final By: Ron Lantz Chief of Police [signature] [title] [date] USDOJ, Office of Justice Programs, EEO Utilization Report page 9 of 9