EEO Utilization Report

Transcription

1 EEO Utilization Report Organization Information Name: Indian River County Board Of County Commissioners City: Vero Beach State: FL Zip: Type: County/Municipal Government (not law enforcement) Wed Aug :45:25 EDT 2017

2 Step 1: Introductory Information Policy Statement: Indian River County is committed to providing a workplace that is non-discriminatory and affords equal treatment to all. The County believes that discrimination, harassment, and/or retaliation in any form constitute misconduct that undermines the integrity of the employment relationship. Therefore, the County prohibits discrimination and/or harassment that is sexual, racial, or religious in nature or is related to anyone's gender, national origin, age, disability, or any other basis protected by federal, state, or local law. This policy applies to all County employees and to all individuals who may have contact with any Coumy employee. Following File has been uploaded:discrimination - Harassment Policy.pdf USDOJ, Office of Justice Programs, EEO Utilization Report page 2 of 8

3 Step 4b: Narrative of Interpretation 1) White females were significantly underrepresented in Officials/Administrators (-20%), Professionals (-20%), Service Maintenance (-28%), and Protective Services Non-Sworn (-35%) job categori es. 2) Hispanic/Latino females were underrepresented in the Service Maintenance (-7%) job category. 3) Black/African American females were underrepresented in the Service Maintenance (-8%) job category. 4) Hispanic/Latino males were significantly underrepresented in the Protective Services Non-Sworn (-24%), Skilled Craft (18%) and Service Maintenance (-10%) job categories. 5) White males were significantly underrepresented in the Administrative Support (-1 2%) job category. Step 5: Objectives and Steps 1. Our objective is to provide equal employment opportunities for white females when our organization fills vacancies that become available in the Officials/Administrators, Professionals, Protectives Services and Service Maintenance job categories. a. We will continue to include in all advertisements of vacant positions the statement "Women and minorities are encouraged to apply." b. The Human Resources Department will provide information regarding hiring, diversity, and equal employment opportunity to staff who have a key role in the hiring process. 2. Our objective is to provide equal opoprtunities for black and hispanic females when our organization fills vacancies that become available in the Service Maintenance job category. a. We will continue to include in all advertisements of vacant positions the statement "Women and minorities are encouraged to apply." b. The Human Resources Department will provide information regarding hiring, diversity, and equal employment opportunity to staff who have a key role in the hiring process. 3. Our objective is to provide equal employment opportunities for black males when our organization fills vacancies that become available in the Protective Services Non-Sworn, Skilled Craft, and Service Maintenance job categories. a. We will continue to include in all advertisements of vacant positions the statement "Women and minorities are encouraged to apply." b. The Human Resources Department will provide information regarding hiring, diversity, and eq ual employment opportunity to staff who have a key role in the hiring process. 4. Our objective is to provide equal employment opportunities for white males when or organization fills vacancies that become available in the Administrative Support job category. a. The Human Resources Department will provide information regarding hiring, diversity, and equal employment opportunity to staff who have a key role in the hiring process. Step 6: Internal Dissemination 1. The Human Resources Department will provide hiring managers with a copy of the EEO Utilization Report. 2. The Human Resources Department will post a copy of the EEOP Short Form on the County's website in a format that can be downloaded by employees. 3. The Human Resources Department will announce the County's EEOP in the employee newsletter and provide copies to employees upon req uest. Step 7: External Dissemination USOOJ, Office of Justice Programs. EEO Utilization Report page 3 of 8

4 1. The Human Resources Department will post a copy of the EEOP Short Form on the County's website in a format that can be downloaded by the public. 2. The Human Resources Department will provide a copy of the EEOP Short Form to the Main Library, North County Library, Brackett Library, Law Library, and the Gifford Youth Activity Center Library that will be made available to the public. 3. Copies will be provided to the public upon request. USDOJ, Office of Justice Programs, EEO Utilization Report page 4 of 8

5 Utilization Analysis Chart Relevant Labor Market: Indian River County, Florida Job Categories Officials/Administrators Male Female White Hispanic Black or American Asian Native Two or Other White Hispanic Black or American Asian Native Two or Other or Latino African Indian or Hawaiian More or Latino African Indian or Hawaiian More American Alaska or Other Races American Alaska or Other Races Native Pacific Native Pacific Workforce #/% 49/73% 4/6% 0/0% 2/3% 1/1% 0/0% 0/0% 010% 11/16% 010% 0/0% 0/0% 0/0% 0/0% 010% 010% CLS #/% 3,195/52 290/5% 85/1% 0/0% 55/1% 45/1% 010% 010% 2,235/37 45/1% 130/2% 0/0% 25/0% 010% 4/0% 10/0% % % Utilization #/% 21% 1% -1% 3% 1% -1% 0% 0% -20% -1% -2% 0% -0% 0% -0% -0% Professionals Workforce #/% 58/48% 5/4% 212% 1/1% 3/2% 0/0% 0/0% 0/0% 41/34% 2/2% 3/2% 2/2% 312% 0/0% 1/1% 010% CLS #/% 2,455/32 85/1% 125/2% 010% 50/1% 010% 20/0% 15/0% 4,060/54 260/3% 380/5% 30/0% 55/1% 0/0% 15/0% 4/0% % % Utilization #/% 15% 3% -0% 1% 2% 0% -0% -0% -20% -2% -3% 1% 2% 0% 1% -0% Technicians Workforce #/% 10/50% 0/0% 1/5% 0/0% 0/0% 0/0% 0/0% 0/0% 7/35% 1/5% 1/5% 0/0% 010% 0/0% 0/0% 0/0% CLS #/% ~ 10/28% 0/0% 010% 010% 65/4% 010% 0/0% 010% 035/56% 40/3% 140/9% 010% 010% 0/0% 0/0% 0/0% Utilization #/% 22% 0% 5% 0% -4% 0% 0% 0% -21% 2% -4% 0% 0% 0% 0% 0% Protective Services: Sworn Workforce #/% 0/ Of 0/ 0/ 0/ 0/ Of 01 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ CLS#/% 575/62% 30/3% 125/13% 010% 0/0% 0/0% 25/3% 010% 110/12% 0/0% 65/7% 0/0% 0/0% 0/0% 0/0% 0/0% Utilization #/% Protective Services: Nonsworn Workforce#/% 195/80% 26/11% 2/1% 5/2% 010% 010% 1/0% 0/0% 12/5% 2/1% 010% 0/0% 0/0% 0/0% 010% 010% Civilian Labor Force#/% 15/15% 35/35% 0/0% 0/0% 0/0% 010% 10/ 10% 0/0% 40/40% 010% 010% 0/0% 010% 0/0% 0/0% 010% Utilization #/% 65% -24% 1% 2% 0% 0% -10% 0% -35% 1% 0% 0% 0% 0% 0% 0% Administrative Sunnort Workforce #/% 22/14% 3/2% 2/1% 010% 0/0% 0/0% 1/1% 010% 104/67% 7/5% 10/6% 1/ 1% 1/1% 1/1% 3/2% 0/0% CLS #/% 3,775/26 345/2% 220/2% 10/0% 135/1 % 010% 20/0% 20/0% 8,410/58 730/5% 820/6% 15/0% 45/0% 010% 25/0% 15/0% % % Utilization #/% -12% -0% -0% -0% -1% 0% 1% -0% 9% -0% 1% 1% 0% 1% 2% -0% USDOJ, Office of Justice Programs, EEO Utilization Report page 5 of 8

6 Male Female White Hispanic Black or American Asian Native Two or Other White Hispanic Black or American Asian Native Two or Other Skilled Craft Job Categories or Latino African Indian or Hawaiian More or Latino African Indian or Hawaiian More American Alaska or Other Races American Alaska or Other Races Native Pacific Native Pacific Workforce #/% 103/88% 1/1% 716% 1/"1% 0/0% 0/0% 010% 0/Uo/o 4/::1% 010% 010% 1/1% 0/0% 0/0% 0/0% 010% CLS #/% 4,285/67 1,225/19 245/4% 15/0% 40/1% 15/0% 50/1% 0/0% 385/6% 85/1% 40/1% 010% 0/0% 0/0% 0/0% 0/0% % % Utilization #/% 21% -18% 2% 1% -1% -0% -1% 0% -3% -1% -1% 1% 0% 0% 0% 0% Service/Maintenance Workforce #/% 113/78% 4/3% 17/12% 0/0% 010% 010% 2/ 1% 0/0% 5/3% 0/0% 3/2% 010% 010% 0/0% 010% 010% CLS #/% 5,315/31 2,180/13 1,225/7% 0/0% 105/1% 0/0% 80/0% 10/0% 5,350/31 1, 120/7% 1,660/10 45/0% 115/1 % 0/0% 10/0% 010% % % % % Utilization #/% 48% -10% 5% 0% -1 % 0% 1% -0% -28% -7% -8% -0% -1% 0% -0% 0% USDOJ, Office of Justice Programs, EEO Utilization Report page 6 of 8

7 Significant Underutilization Chart Male Female White Hispanic Black or American Asian Native Two or Other White Hispanic Black or American Asian Native Two or Other Job Categories or Latino African Indian or Hawaiian More or Latino African Indian or Hawaiian More American Alaska or Other Races American Alaska or Other Races Native Pacific Native Pacific Officials/Administrators v Professionals v Protective Services: Non- v v v sworn Administrative Support Skilled Craft v v Service/Maintenance v v v v USDOJ, Office of Justice Programs, EEO Utilization Report page 7 of 8

8 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. ~ lkun,wl'fes,w-w fj;,~c1,~ 0 8-" D [signal re] [title] [date] USDOJ, Office of Justice Programs, EEO Utilization Report page 8 of 8

9 CERTIFICATION FORM Compliance with the Equal Employment Opportunity Plan (EEOP) Requirements Please read carefully the Instructions (see below) and then complete Section A or Section B or Section C, not all three. ff recipient comp,etes 1 S ect1on. A or C an d su b -grants a smg. 1 e awar d over $ , ma. dd" lfwn,. p 1 ease comp. 1 ete S D ' ect1on Recipient's Name: Indian River County Board of County Commissioners Address: th Street, Building B, Vero Beach, Florida Is agency a; Direct or I!! Sub recipient ofojp, OVW or COPS funding? J Law Enforcement Agency? Yes I!! No DUNS Number: I Vendor Number (only if direct recipient) Name and Title of Contact Person: Suzanne M. Boyll, Human Resources Director Telephone Number: I Address: sboyll@ircgov.com Section A-Declaration Claiming Complete Exemption from the EEOP Requirement Please check all the following boxes that apply. o Less than fifty employees. o Indian Tribe o Medical Institution. o Nonprofit Organization o Educational Institution o Receiving a single award(s) less than $25,000. I, official], certify that [responsible [recipient] is not required to prepare an EEOP for the reason(s) checked above, pursuant to 28 C.F.R I further certify that [recipient] will comply with applicable federal civil rights laws that prohibit discrimination in employment and in the delivery of services. If recipient sub-grants a single award over $500,000, in addition, please complete Section D Print or Type Name and Title Sif!flature Date Section B-Declaration Claiming Exemption from the EEOP Submission Requirement and Certifying That an EEOP Is on File for Review If a recipient agency has fifty or more employees and is receiving a single award or, subaward, of $25,000 or more, but less than $500,000, then the recipient agency does not have to submit an EEOP to the OCR/or review as long as it certifies the following (42 C.FR ): I, Suzanne M. Boyll [responsible officia[j, certify that Indian River County Board of County Commissioners [recipient], which has fifty or more employees and is receiving a single award or subaward for $25,000 or more, but less than $500,000, has formulated an EEOP in accordance with 28 CFR pt. 42, subpt. E. I further certify that within the last twenty-four months, the proper authority has formulated and signed into effect the EEOP and, as required by applicable federal law, it is available for review by the public, employees, the appropriate state planning agency, and the Office for Civil Rights, Office of Justice Programs, U.S. Department of Justice. The EEOP is on fi le at the following office: Indian River County Human Resources Department [organization], th Street, Building B, Vero Beach, Florida [address]. Suzanne M. Boyll, Human Resources Director Print or Type Name and Title Siimature Date Section C-Declaration Stating that an EEOP Short Form Has Been Submitted to the Office for Civil Rights for Review If a recipient agency has fifty or more employees and is receiving a single award, or subaward, of $500,000 or more, then the recipient agency must send an EEOP Short Form to the OCR/or review. I, [responsible official], certify that [recipient], which has fifty or more employees and is receiving a single award of $500,000 or more, has fonnulated an EEOP in accordance with 28 CFR pt. 42, subpt. E, and sent it for review on [date] to the Office for Civil Rights, Office of Justice Programs, U.S. Department of Justice. If recipient sub-grants a single award over $500,000, in addition, please complete Section D I Print or Type Name and Title Si~nature Date

10 CERTIFICATION FORM Compliance with the Equal Employment Opportunity Plan (Equal Employment Opportunity Program) Requirements Recipient's Indian River County Board Of County Commissioners Name: Address: 180 I 27th Street, Vero Beach, FL, Recipient Subrecipient Type: Law Enforcement Agency: No DUNS Vendor Number (only if direct Number: recipient): Name of Suzanne Boyll Contact Title of Contact Person: Human Resources Director Person: Telephone Number: Address: sboyll@ircgov.com Subrecioients: No Acknowledgement of EEOP Data Collection, Maintenance and Submission Requirements I, Suzanne Boyll (authorized ojjicial), acknowledge that Indian River County Board Of County Commissioners (recipient organization) bas an obligation to develop and submit an EEOP Util ization Repo1t to the Office for Civil Rights, Office of Justice Programs, U.S. Depmtment of Justice (OCR) for 2017 (fiscal year). I understand the regulato1y 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 a ll of this data in completing the EEOP Utilization Report. By accepting financial assistance subject to the civil rights provisions of the Safe Streets Act, Indian River County Board Of County Commissioners (organization) 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 discrim ination 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. Suzanne Boyll, Human Resources Director 8/29/2017 Suzanne Boyl/ Print or Type Name and T itle Signature'