EEOP Utilization Report

Transcription

1 EEOP Utilization Report Thu Nov 17 14:25:29 EST 2016

2 Step 1: Introductory Information Grant Title: COPS Hiring Grant Grant Number: 2013-ULWX0021 Grantee Name: City of Newport News Award Amount: $1,250, Grantee Type: Address: Local Government Agency 2400 Washington Avenue Newport News, Virginia Contact Person: Lillian Taylor Telephone #: Contact Address: 9710 Jefferson Avenue Newport News, Virginia DOJ Grant Manager: Tammy Richardson DOJ Telephone #: Policy Statement: It is the policy of the City of Newport News to maintain and promote equal employment opportunities for all employees and applicants for employment without regard to race, color, national origin, sex, age, ethnicity, religion, political affiliation, disability or other non-job related factors(s). This policy applies to all aspects of employment practices, including but not limited to, employee relations, recruitment, testing, selection, compensation, promotion, transfer, demotion, layoff, termination, training and any other personnel action. Special affirmative action shall be taken to ensure that any discriminatory practices that impede equal employment opportunity with the City government are identified and eliminated. Such discriminatory practices shall be changed in order to provide all persons with the opportunity to compete equally for jobs and promotions on the basis of ability and qualifications. Affirmative action efforts shall also be directed toward aggressive recruitment of minorities, women and individuals with disabilities with the goal of having a workforce that is representative of the relevant labor market area. Equal employment opportunity is legal, social and economic necessity for the City of Newport News. Successful performance in the area of affirmative action will reinforce merit employment concepts and provide positive benefits to the City through fuller utilization and development of its human resources. USDOJ, Office of Justice Programs, EEOP Utilization Report page 2 of 9

3 Step 4b: Narrative Underutilization Analysis The Underutilization Reports yields the following information and we deem the following areas underutilized: White Males: Technicians and Administrative Support: White males are underutilized in the Technical area by 25 and in the Administrative Support area by 13. Males: Protective Services Sworn Officials and Officers: Black males are underutilized in the Protective Services Sworn Officials by 17 and in the Protective Services Sworn Patrol Officers by 13. Administrative Support: Black males are underutilized in the Administrative Support category by 8. Hispanic Females: Hispanic females in Protective Services Sworn Patrol Officers are underutilized by 2. Females: Protective Services Sworn Officials: Black females are underutilized by 12 in the Sworn Officials category. Protective Services Patrol Officers: Black females are underutilized by 23 in the Protective Services Patrol Officers category. The Police Department, upon review of the applicant tracking, shows categories of the sworn hiring process that need to be reviewed and improved: (1) the applicant pool needs to be increased; and (2) the background investigation process needs to be reviewed and revised. The Police Department will work with Human Resources to utilized appropriate media and external resources to advertise for all positions in an effort to reach underutilized populations. The Newport News Police Department is committed to having a workforce that reflects the community it serves. The review of recruiting, hiring and promotional practices in an ongoing process to attract, hire and promote individuals that reflect our workforce. Step 5 & 6: Objectives and Steps 1. Objective: Identify and adopt recruitment practices that target underutilized individuals within the protective services, sworn officer, category, to include males, Hispanic females, and females. a. Develop a mentoring group of minority officers to mentor the Police Cadets to apply for police officer positions. b. Recruit at minority churches, at civic and community events. c. Continue to utilize the Police Cadet program as a means to recruit Black and males and females and Hispanic males and females. d. Continue to recruit at Out-processing Centers of local military bases. 2. Objective: Continue to recruit sworn and civilian positions on websites that provide widespread coverage a. Work with Human Resources to identify websites and organizations that attract minority applicants b. Utilize social media to promote the departments employment opportunities. c. Utilize weekly testing to make the testing step of the application process convenient. USDOJ, Office of Justice Programs, EEOP Utilization Report page 3 of 9

4 3. Objective: Encourage minority sworn officials within the department to mentor males and females, and Hispanic females to participate in promotional processes a. Recruiting will meet with and encourage minority officers, including minority sworn officials, to apply for promotional opportunities. b. Continue to hold Leadership Classes and encourage minority officers to attend. c. Review the hiring steps for sworn officers to determine if there are barriers to recruiting and hiring minorities. d. If any barriers are identified, the Police Department will identify what needs to be changed to eliminate disparate impact. Step 7a: Internal Dissemination Internal Distribution: 1. Distribute a hard copy of the EEOP Utilization Report to all supervisors and managers within the department. 2. Send an to all employees to let them know where copies of the EEOP Utilization reports are available, including from supervisors in the Police Department, from the Recruiting Unit, and on the Police Department's website. 3. Post a copy of the EEOP Utilization Report on the common drive of the NNPD, an in-house electronic communication network. 4. Post a hard copy of the EEOP Utilization Report in the lobby of the NNPD and the City's Human Resources Department. Step 7b: External Dissemination External Dissemination 1. Post a copy of the EEOP Utilization Report on the NNPD website. 2. Distribute bound copies of the EEOP Utilization Report to the public libraries in the City of Newport News. 3. Provide a hard copy of the EEOP Utilization Report in Human Resources. 4. Include on all job announcements for NNPD that a copy of the Utilization Report is available from the Recruiting Office. 5. Notify contractors and vendors of the availability of the EEOP Utilization Report. USDOJ, Office of Justice Programs, EEOP Utilization Report page 4 of 9

5 Utilization Analysis Chart Relevant Labor Market: Newport News city, Virginia Male Female White Hispanic Other White Hispanic Other Job Categories Officials/Administrators Workforce #/ 1/25 0/0 0/0 0/0 0/0 0/0 0/0 0/0 3/75 0/0 0/0 0/0 0/0 0/0 0/0 0/0 CLS #/ 4,845/45 140/1 815/8 0/0 165/2 0/0 50/0 4/0 3,050/28 145/1 1,505/14 10/0 65/1 15/0 0/0 0/0 Utilization #/ Professionals Workforce #/ 5/31 1/6 1/6 0/0 0/0 0/0 0/0 0/0 7/44 0/0 2/12 0/0 0/0 0/0 0/0 0/0 CLS #/ 7,645/37 215/1 1,875/9 0/0 385/2 0/0 155/1 55/0 6,700/33 320/2 2,775/13 15/0 240/1 20/0 150/1 20/0 Utilization #/ Technicians Workforce #/ 1/2 0/0 1/2 0/0 0/0 0/0 0/0 0/0 26/63 0/0 12/29 0/0 0/0 0/0 0/0 1/2 CLS #/ 970/28 100/3 280/8 0/0 35/1 0/0 75/2 0/0 1,165/33 85/2 675/19 85/2 45/1 0/0 0/0 0/0 Utilization #/ Sworn-Officials Workforce #/ 62/74 2/2 10/12 0/0 3/4 0/0 0/0 0/0 5/6 0/0 2/2 0/0 0/0 0/0 0/0 0/0 CLS #/ 825/45 0/0 530/29 20/1 20/1 0/0 30/2 10/1 110/6 10/1 260/14 0/0 0/0 0/0 4/0 30/2 Utilization #/ Sworn-Patrol Officers Workforce #/ 200/60 23/7 42/13 0/0 13/4 0/0 0/0 3/1 40/12 3/1 8/2 0/0 1/0 0/0 0/0 2/1 Civilian Labor Force #/ 1,865/22 425/5 2,215/26 0/0 20/0 4/0 160/2 45/1 1,245/14 235/3 2,190/25 10/0 95/1 0/0 55/1 75/1 Utilization #/ Nonsworn Workforce #/ 0/0 0/0 1/17 0/0 0/0 0/0 0/0 0/0 2/33 0/0 3/50 0/0 0/0 0/0 0/0 0/0 USDOJ, Office of Justice Programs, EEOP Utilization Report page 5 of 9

6 Male Female Job Categories White Hispanic Other White Hispanic Other CLS #/ 65/27 0/0 10/4 0/0 0/0 0/0 0/0 0/0 110/45 25/10 35/14 0/0 0/0 0/0 0/0 0/0 Utilization #/ Administrative Support Workforce #/ 4/6 0/0 2/3 0/0 0/0 0/0 0/0 0/0 32/45 2/3 28/39 0/0 1/1 0/0 0/0 2/3 CLS #/ 4,455/19 190/1 2,485/11 0/0 125/1 0/0 135/1 40/0 9,035/38 660/3 5,525/23 30/0 600/3 0/0 155/1 90/0 Utilization #/ Skilled Craft Workforce #/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ CLS #/ 6,560/54 Utilization #/ Service/Maintenance 730/6 3,620/30 0/0 140/1 0/0 90/1 50/0 435/4 45/0 515/4 0/0 10/0 0/0 0/0 0/0 Workforce #/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ CLS #/ 6,475/26 830/3 6,320/25 95/0 390/2 30/0 205/1 55/0 4,485/18 485/2 4,755/19 140/1 615/2 10/0 110/0 110/0 Utilization #/ USDOJ, Office of Justice Programs, EEOP Utilization Report page 6 of 9

7 Significant Underutilization Chart Male Female Job Categories White Hispanic Other White Hispanic Other Technicians Sworn-Officials Sworn-Patrol Officers Administrative Support USDOJ, Office of Justice Programs, EEOP Utilization Report page 7 of 9

8 Law Enforcement Category Rank Chart Male Female Job Categories White Hispanic Other White Hispanic Other Chief of Police 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 Assistant Chief Workforce #/ 3/100 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 Captain Workforce #/ 3/50 0/0 1/17 0/17 1/17 0/0 0/0 0/0 1/17 0/0 0/0 0/0 0/0 0/0 0/0 0/0 Lieutenant Workforce #/ 14/78 0/0 3/17 0/0 0/0 0/0 0/0 0/0 1/6 0/0 0/0 0/0 0/0 0/0 0/0 0/0 Sergeant Workforce #/ 41/73 2/4 6/11 0/4 2/4 0/0 0/0 0/0 3/5 0/0 2/4 0/0 0/0 0/0 0/0 0/0 Sworn-Patrol Officers Workforce #/ 200/60 23/7 42/13 0/4 13/4 0/0 0/0 3/1 40/12 3/1 8/2 0/0 1/0 0/0 0/0 2/1 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: Richard W. Myers Chief of Police [signature] [title] [date] USDOJ, Office of Justice Programs, EEOP Utilization Report page 9 of 9