EEOP Utilization Report

Transcription

1 EEOP Utilization Report Wed Jun 22 16:03:18 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: Grantee Type: Address: City of Grand Junction Police Department Local Government Agency 555 Ute Avenue Award Amount: $25, 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: Grantee Type: Address: City of Grand Junction Police Department Local Government Agency 625 Ute Avenue Award Amount: $26, Contact Person: Kimberly Swindle Telephone #: Contact Address: 625 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 555 Ute Avenue Contact Person: Kimberly Swindle Telephone #: Contact Address: 555 Ute Avenue USDOJ, Office of Justice Programs, EEOP Utilization Report page 2 of 10

3 81501 DOJ Grant Manager: Peter Stickl DOJ Telephone #: 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 10

4 Step 4b: Narrative Underutilization Analysis There are several job categories that have too few employees overall to draw any conclusions regarding utilization. These include: Officals/Administrators (3), Professionals (9) and Technicians (3). The GJPD does not have employees in the job categories of Skilled Craft or Service/Maintenance. The job category with the largest number of employees is the Protective Services: Sworn-Patrol Officers which shows that White women and Hispanic women are underrepresented compared with the relevant labor market by 26 and 4 repectively. White women are also underrepresented by 6 in the job category Protective Services: Sworn Officials. Compared with four years ago, the City has a greater representation of women in the Sworn Patrol Officers increasing from 10 to 12 employees. In addition, we now have 2 female Sworn Officials and reduced our underutilization from 16 to 6. Due to the continued downturn in the economy, fewer employees are being hired in this category than in the past so we view this improvement to be very positive. In the male group of employees there exists a good representation of minorities with no race being more than -3 different than our relevant workforce. Step 5 & 6: Objectives and Steps 1. Improve the representation of females in the Protective Services: Sworn Officials and Sworn Patrol Officers a. The GJPD will maintain a recruiting program designed to attract a wide variety of applicants, including females. Positions will be advertised in a number of different ways to gain the greatest exposure to potential new hires. Human Resources and Police Department staff will participate in community and school sponsored job fairs and other events and, whenever possible, women officers will be involved in these recruiting efforts. Materials used for recruiting and on the police department's website will continue to feature photos of women patrol officers. b. With the high representation of females in the Protective Services: Non-sworn category, an opportunity exists for females to gain the skills and experience that would allow them to promote to an entry level patrol officer position. The Police Department considers applicants from the non-sworn group of employees to have valuable skills that are applicable to the sworn position and have identified preparation of these employees for promotion {though education and on-the-job training) as part of our recruitment strategy. c. The City promotes employees in the Sworn Officials category from within the department. As the number of women officers increases, they will be able to prepare for promotional opportunties through formal training and onthe-job experience. Human Resources is involved in all aspects of promotional processes to ensure equal opportunity for all interested applicants. d. The City will hold a non-certified police officer recruitment at least once per year and sponsor selected applicants in the police academy. This opens up opportunities for applicants, including women and minorities, that may not otherwise be able to attend an academy due to financial or time constraints. e. We have found that word of mouth is an effective recruiting tool. Female officers will be encouraged to reach out to female applicants and to distribute recruiting materials. In addition, they will set a example for the future workforce by being involved in school resource and other outreach programs or organizations such as The International Association of Women Police Officers, which promotes the profession to women. 2. Maintain strong utilization of minorities in our workforce and increase the number of women minorities a. The GJPD will continue to have officers 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 as a career option to minority applicants. In addition, the GJPD 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 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. USDOJ, Office of Justice Programs, EEOP Utilization Report page 4 of 10

5 Step 7a: Internal Dissemination The City of Grand Junction will post a notice on the bulletin board in the Human Resources Office lobby stating that a copy of the EEOP short form is available for review. In addition, we will have a link to the EEOP short form on the intranet website where job vacancies are announced. Step 7b: External Dissemination The City of Grand Junction will post a notice on the bulletin board in the Human Resources Office lobby stating that a copy of the EEOP short form is available for review. We will maintain a link on our human resources department webpage that describes the COPS grant and allows for public review of the EEOP short form. This page is also linked to the police department website. USDOJ, Office of Justice Programs, EEOP Utilization Report page 5 of 10

6 Utilization Analysis Chart Relevant Labor Market: Mesa County, Colorado 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 #/ 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 #/ 7/78 0/0 0/0 0/0 0/0 0/0 0/0 0/0 2/22 0/0 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 #/ 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 #/ 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-Officials Workforce #/ 26/79 5/15 0/0 0/0 0/0 0/0 0/0 0/0 2/6 0/0 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: Sworn-Patrol Officers Workforce #/ 60/77 5/6 1/1 0/0 0/0 0/0 0/0 0/0 12/15 0/0 0/0 0/0 0/0 0/0 0/0 0/0 Civilian Labor Force #/ 4,170/45 400/4 30/0 15/0 29/0 25/0 95/1 19/0 3,880/42 410/4 15/0 0/0 40/0 4/0 125/1 10/0 Utilization #/ Protective Services: Nonsworn Workforce #/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ USDOJ, Office of Justice Programs, EEOP Utilization Report page 6 of 10

7 Male Female Job Categories White Hispanic Other White Hispanic Other CLS #/ 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 #/ 27/41 0/0 0/0 0/0 0/0 0/0 0/0 0/0 33/50 6/9 0/0 0/0 0/0 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 Utilization #/ Skilled Craft Workforce #/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ CLS #/ 6,545/82 Utilization #/ Service/Maintenance 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 Workforce #/ 0/ 0/ 0/ 0/ 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 10

8 Significant Underutilization Chart Male Female Job Categories White Hispanic Other White Hispanic Other Protective Services: Sworn-Patrol Officers USDOJ, Office of Justice Programs, EEOP Utilization Report page 8 of 10

9 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 Police Deputy Chief Workforce #/ 2/100 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 Police Commander Workforce #/ 5/83 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 0/0 Police Sergeant Workforce #/ 11/69 4/25 0/0 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 Police Corporal Workforce #/ 7/88 0/0 0/0 0/0 0/0 0/0 0/0 0/0 1/12 0/0 0/0 0/0 0/0 0/0 0/0 0/0 Protective Services: Sworn-Patrol Officers Workforce #/ 60/77 5/6 1/1 0/0 0/0 0/0 0/0 0/0 12/15 0/0 0/0 0/0 0/0 0/0 0/0 0/0 USDOJ, Office of Justice Programs, EEOP Utilization Report page 9 of 10

10 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 10 of 10