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HomeMy WebLinkAboutRES 2340 Amended by RES 3229 CITY OF RENTON WASHINGTON RESOLUTION NO. 2340 WHEREAS the City of Renton has heretofore established a' Fair Practices Policy, and WHEREAS it is deemed necessary and in the public interest to amend such Policy in order to establish a plan approved by the Washington State Human Rights Commission, and WHEREAS it is advisable to adopt such a Policy, as amended , NOW THEREFORE THE CITY COUNCIL OF THE CITY OF RENTON, WASHINGTON, DO RESOLVE AS FOLLOWS : SECTION I: That certain Fair Practices Policy, as amended , a true copy of which is attached hereto, labeled Exhibit "A" and made a part hereof as if fully set forth, is hereby adopted and established as the City of Renton' s Fair Practice Policy. PASSED BY THE CITY COUNCIL this 2nd day of June, 1980. Delores A. Mead, ity Clerk APPROVED BY THE MAYOR this 2nd day of .June, 1980. Barbara Y. Shinp— ochT Mayor Approved as to form: Lawrence J:.--W ren, City Attorney Amended by RES 3229 EXHIBIT "A" 1 CITY OF RENTON SUMMARY OF FAIR PRACTICES POLICY . ADOPTED BY RESOLUTION NO. 2340 The. poZicy of .the City of Renton is to promote and afford equal treatment and service to all citizens and to assure equal employ- menu opportunity to all persons regardless of race; creed; color; ethnicity; .national origin; sex; the presence of a non-job-related physicaZ, sensory, or mental handicap; age; or marital status. This poZic-y . shaZZ be based on the principles of equal employment opportunity and affirmative action guidelines as set forth in federaZ, state and local laws. All departments of the City of Renton shall adhere to the following guidelines : (i.) EMPLOYMENT PRACTICES - All activities relating to employ- ment such as recruitment, selection, promotion, termination and training shall be conducted in a non-discriminatory manner. Personnel decisions will be based on individual performance, staffing requirements, and in accordance with governing Civil Service Laws and the agreement between the City of Renton and the Washington State Council of County and City Employees. (2) COOPERATION WITH HUMAN RIGHTS ORGANIZATIONS - The City of Renton will cooperate fully with all organizations and commissions organized to promote fair practices and equal opportunity in empZoyment. (3) AFFIRMATIVE ACTION PROGRAM - The City of Renton Affirmative Action Program will be maintained to facilitate equitable representation within the City workforce and to assure equal employment opportunity to aZZ. It shall be the responsibility and duty of all City officials and employees to carry out the policies, guidelines and corrective measures as set forth by this program. Corrective , employment programs may be established by the Mayor on the recommendation of an Affirmative Action Committee for those departments in .which a protected class of employees is under-represented. (4) CONTRACTORS ' OBLIGATION - Contractors, subcontractors and suppliers conducting business with the City of Renton shall affirm and subscribe to the Fair Practices and Non- Discrimination policies set forth by law and in the Affirmative Action Program. Copies of this policy shall be distributed to all City employees, shaZZ appear in all operational documentation of the City, including bid calls, and shaZZ be prominently displayed in appropriate City facilities. CONCURRED IN by the City Council of the City of Renton, Washington, this 2nd day of June 1980. CITY OF RENTON: RENTON CITY COUNCIL: �)w.hwua S ooh• ����% ��/'�vti�-�/ Mayor Council President Attest: Issued: July 10 , 1972 Revised: February 9 , 1976 1 .P Revised: June 2 , 1980 Ca ty Q zk CITY OF RENTON , r 58cr SUMMARY OF FAIR PRACTICES POLICY AND AFFIRMATIVE ACTION PROGRAM II x, Personnel Department v A. GENERAL POLICY The policy of the City of Renton is to promote and afford equal treatment and service to all citizens and to assure equal employment opportunity to all persons regardless of race; creed; color; ethnicity; national origin; sex; the presence of a non-job-related medical condition or handicap; age; or marital status. In recognition of its obligation to provide community leader- ship to overcome past circumstances which have either barred, discouraged or not encouraged representative minority and female employment, the City of Renton has initiated a program of affirmative action designed to assure that the spirit and intent of the City' s policy is realized. -1- Y i B. PURPOSE The purposes of the Affirmative Action Program are to: (1) establish employment practices that will lead to and maintain a minority composition of the City of Renton work force that is represent- ative of the major recruitment area; (2) achieve and maintain equitable and full utilization of minority and female employees at all position levels; (3) promote an atmosphere of non-discrimination and fair treatment within city government; (4) provide compliance with State and Federal equal opportunity requirements and regulations; (5) encourage and monitor equal employment opportunity efforts on the part of contractors, sub-contractors and suppliers doing business with the City of Renton. -2- V C. RACE/ETHNIC CLASSIFICATIONS The City recognizes that many minority groups and protected-class members are present in its major recruiting area. For purposes of statistical analysis, the following simplified list of race/ethnic categories will be used: White All persons having origins in any of the original peoples of Europe, North Africa, or the Middle East, (not of Hispanic origin) . Black All persons having origins in any of the Black racial groups of Africa, (not of Hispanic origin) . Hispanic All persons of Mexican, Puerto Rican, Cuban, Central or South American, or other Spanish culture or origin, regardless of race. Asian or All persons having origins in any of Pacific Islanders the original peoples of the Far East, Southeast Asia, the Indian Subcontinent, or the Pacific Islands. This area includes, for example, China, Japan, Korea, the Philippine Islands and Samoa. American All persons having origins in any of Indian or Alaskan the original peoples of North America , Native -3- 1 ' x and who maintain cultural iden- tification through tribal affil- iation or community recognition. NOTE: The category "Hispanic" while not a race iden- tification, is included as a separate race/ethnic category because of the employment discrimination often encountered by this group; for this reason do not include "Hispanic" under either "White" or "Black" . Statistical analyses of race/ethnic categories are broken down further by sex to facilitate utilization studies. -4- D. PROGRAM RESPONSIBILITY The Affirmative Action Plan will be implemented by the Mayor, the Equal Employment Opportunity Officer, the Affirmative Action Coordinator, the Director of Personnel, the Civil Service Commission, department heads, departmental affirmative action representatives , and all City supervisors. An Affirmative Action Review Committee composed of the Equal Employment Opportunity Officer, the Affirmative Action Coordinator and the Director of Personnel will monitor the progress of the program and make recommendations to the Mayor. Individual and group responsibilities for the program are as follows : r (1) Equal Employment Opportunity Officer - To ensure that the Equal . Employment Opportunity policy and the provisions of the Affirmative Action Plan are properly administered, the Mayor shall appoint or designate an Equal Employment Opportunity Officer. Equal Employment Opportunity Officer responsibilities: - Periodically appraise equal employment practices and recommend improvements for the City' s Affirm- ative Action Program. - Advise and assist staff and supervisory personnel in matters relating to implementation of and compliance with the Affirmative Action Plan, utilizing state and community agencies and organ- izations as appropriate. -5- - Assist contractors, subcontractors and suppliers in matters relating to implementation of and compliance with the Affirmative Action Plan and applicable Federal Programs . (2) Affirmative Action Coordinator - To ensure that the Affirmative Action Plan is properly implemented, that statistics and related data are correctly compiled and maintained, and that City personnel are kept informed of current City policies through publications and train- ing workshops, the Mayor shall appoint or designate an Affirmative Action Coordinator. Affirmative Action Coordinator responsibilities : - Develop programs and procedures to implement the Affirmative Action Program. - Maintain all information pertaining to Affirm- ative Action Reports. - Assist departmental Affirmative Action Represent- atives and other supervisors in reporting staff balance data, identifying problem areas, and implementing Corrective Employment Plans and procedures as deemed necessary. - Conduct a semi-annual audit to assess the program' s progress and departmental compliance with the Affirmative Action and Corrective Employment Plans , as applicable. (3) Departmental Affirmative Action Representatives - To aid in departmental compliance with the City's Affirm- ative Action Program, each department head will appoint -6- ' or designate an Affirmative Action Representative. Departmental Affirmative Action Representative respons- ibilities: - Assist department head in development and imp- lementation of the department 's Affirmative Action Plan. - .Work with the Affirmative Action Coordinator to implement the department' s plan and to ensure compliance with the City' s Affirmative Action Program. Compile staff balance statistics and report findings to the Affirmative Action Coordinator. (4) Director of Personnel - Responsibilities: - Establish uniform, non-discriminatory personnel policies. - Disseminate and publicize information relating to job and promotional opportunities. Notify community organizations, institutions and agencies of employment opportunities, as appro- priate. - Provide assistance to department heads as needed. - Coordinate with the City Attorney concerning legal aspects of the Affirmative Action Program. (5) Affirmative Action Review Committee - To monitor the progress of the Affirmative Action Program and make recommendations, the Mayor shall establish the Affirmative Action Review Committee composed of the Equal Employment Opportunity Officer, the Director of Personnel , and the -7 Affirmative Action Coordinator. Affirmative Action Review Committee responsibilities : - Approve departmental Affirmative Action Plans - Recommend the implementation of Corrective Employment Plans. - Investigate and resolve, when possible, complaints concerning equal employment opportunity or the City's Affirmative Action Program. (6) Civil Service Commission - Responsibilities: Direct all Affirmative Action Program activities for the City of Renton Police and Fire Departments . (7) City Officials , Staff, Directors , Supervisors and Employees - Responsibilities: - Actively support and promote Equal Employment Opportunity and the City' s Affirmative Action Program. - Represent the City of Renton in a non-discrim- inatory manner in all contacts with the public. - Support the City' s commitment to Affirmative Action by understanding its policies and practices , the information contained in the Fair Practices Policy and the Affirmative Action Plan. -8- E. EMPLOYMENT PRACTICES The City of Renton recognizes that a key element in assuring equal employment opportunity and achieving optimum work force representation is the employment practices that are undertaken by the City daily. To support and promote the City' s commitment to Affirmative Action, the City pledges to: (1) Pay salaries commensurate with job responsibility. (2) Administer fringe benefits equally to all employees, subject to labor contract and City ordinance requirements . (3) Assign overtime work on an equitable and non-discriminatory basis. A (4) Expand active recruitment efforts to include, as appropriate., the agencies, institutions and community organizations listed in Appendix III . Recruiting sources periodically will be reminded of the City of Renton' s commitment to its Affirmative Action Program and its policies. (5) Include in all employment announcements the statement: "The City of Renton is an equal opportunity employer. Women, minorities and the disabled are encouraged to apply. " (6) Provide all employee services in a non- discriminatory manner. The City encourages both personal and professional self-develop- -9- ment on the part of all employees. (7) Ensure that all personnel actions such as recruitment, selection, promotion and termination are processed in a non-discrim- inatory manner. The City also recognizes its responsibilities to support the policies of State and Federal agencies. In this regard, the City pledges to cooperate in compliance reviews and investigations and -to furnish information as requested. -10- F. DISCRIMINATION GRIEVANCE PROCEDURE All supervisors and employees have a respons- ibility to attempt to resolve disputes and disagreements in an informal fashion. When informal attempts break down or are undesirable to use, a formal procedure may be necessary. All employees subject to the rules and regulations of the Civil Service Commission shall follow discrimination grievance guidelines prescribed by that Commission. All other City employees are encouraged to pursue the grievance procedures outlined in bargaining unit contracts or to proceed with the following step-by- step procedure: (1) The employee shall bring any grievance to the attention of the immediate supervisor or department head, who will investigate as necessary to determine the cause of the com- plaint and work with the employee to effect an equitable solution. A maximum of ten working days shall be allowed for conciliation. Every effort shall be made to resolve the difficulty at this level. (2) If the difficulty is not resolved at Step (1) , the services of the Affirmative Action Review Committee may be requested by either party. The Affirmative Action Review Committee shall interview both parties, con- duct additional investigation as necessary, and recommend in writing to both parties -11- appropriate corrective action and settle- ment conditions within ten working days of the receipt of the grievance. Extensions for reasonable cause may be granted at the request of both parties . (3) In the event that mutual agreement cannot be achieved, signed statements detailing the grievance and specific investigative action shall be obtained by the Affirmative Action Review Committee from the employee and his/her supervisor. The Affirmative Action Review Committee shall draw upon all resources at its disposal, both internally and external to the City, to arrive at recommended correc- tive action and settlement conditions . The Affirmative Action Review Committee shall forward these statements along with its own investigation report and recommendations to the Mayor' s office within ten working days. (4) If disposition satisfactory to all parties is not reached within five working days of the Mayor' s receipt of the grievance, the Mayor shall refer the grievance to the Renton Human Rights and Affairs Commission for investigation and resolution. Proceed- -12- : ings of the Commission shall be documented and its decision shall be final and binding subject only to review by a court of competent jurisdiction. All reports, decisions and other documentation generated by the grievance procedure shall be maintained by the Equal Employment Opportunity Officer as a matter of permanent record. The above time limits may be extended by the Affirmative Action Review Committee for reasonable cause upon the written request of either party. -13- - 1 G. POLICIES REGARDING CONTRACTORS:; SUBCONTRACTORS AND SUPPLIERS All contractors , subcontractors and suppliers engaged in business with the City of Renton are expected to comply with the following guidelines: (1) Become familiar with the City' s summary of Fair Practices Policy and Affirmative Action Plan. (2) Take affirmative action to ensure that equal employment practices are established in their firms. This action shall include such activities as recruitment, selection, promotion, termination and training. (3) Adhere to federal, state and local laws, policies and guidelines regarding equal employment opportunity. (4) Comply fully with the provisions con- tained in Executive Orders 11246 and 11375, amendments thereto, and all other applicable federal and state laws regarding contractor compliance if average annual employment level is eight or more permanent employees , or contracts with the City of Renton exceed $10 ,000 annually. These policies shall be made known to all employees , -14- contractors , subcontractors and suppliers through the distribution of handbooks, bulletins and letters and through personal contacts, conferences and orientation sessions. -15- H. CORRECTIVE EMPLOYMENT PROGRAM The City of Renton recognizes the need for voluntary and directed Corrective Employment Programs to correct staff imbalances in its work force. The Affirmative Action Review Committee may, based upon its research and findings or by the order of a court or administrative body of competent jurisdiction, recommend that: (1) the Mayor direct a City Department to design and implement a Corrective Employment Plan, or that (2) the Mayor strongly recommend that the Civil Service Commission direct the Police or Fire Department to design and implement a Corrective Employ- ment Plan. The Committee will assist. affected departments in complying with Corrective Employment orders by providing technical and professional guidance to the department head and Affirmative Action Representative. Guidelines for implementing Corrective Employment Programs are contained in WAC 162-18 . -16- I. DATA-GATHERING',' ANALYSIS AND' GOAL-SETTING GUIDELINES The normal recruitment area for City of Renton employees is the Seattle Everett Standard Metropolitan Statistical Area (SMSA) . All statistical data generated by the City of Renton will be analyzed with respect to current SMSA statistics provided by the Washington State Employment Security Department. City statistics will be compiled from computerized data of permanent employees on an annual basis, effective June 30 each year. Affirmative Action statistics will be analyzed and goals will .be evaluated and adjusted annually in July each year. City goals will be established by the Affirmative Action Review Committee and shall be reasonably attainable. Overall City goals appear in Appendix I. -17- J. POLICY DISSEMINATION Internal (1) The City' s Summary of Fair Practices Policy will be distributed to all City employees upon its adoption. (2) New City employees will receive a new- comer' s orientation conducted by a Personnel Staff member. The orientation will include such topics as personnel policies, promotional opportunities and Affirmative Action. (3) The Affirmative Action Review Committee will provide employee orientation and training to implement the City' s Affirmative Action Program. Special training sessions will out- line the City' s philosophy and objectives and deal with specific techniques to aid in depart- mental Affirmative Action Program compliance. (4) Affirmative Action and Equal Employment Opportunity announcements will be posted in appropriate work locations . External (1) The City of Renton will inform recruiting sources , including agencies, institutions and community organizations, of the City ' s Fair Practices Policy and Affirmative Action Program and will keep them informed regarding current employment opportunities. A non-inclusive -18- list of recruiting sources appears in Appendix III. (2) Copies of the City's Affirmative Action Plan will be available in the Personnel Department for all interested groups, agencies and individual employ- ment applicants. (3) Applications for employment will include an equal opportunity clause. -19- APPENDIX I Seattle-Everett SMSA Statistics City-Wide Utilization Analysis and Goals � t . 0 41 C1. p to ul CO O In 11'1 O C) u4 x U1 n 01 V• to O O H H r4 H E3 G) C: a G) N b r-4 v a 0 a 0..1 O r M M tD v O ("1 O k v to O to .-1 N co •ri H R O O O 111 ; M M S 00 x � Ol to r-i M M S > >C p Q) H H Q ) rI z .� b caa a '; Q) a4 U) O O N W w u1 V O O O K 0 V N t0 r CO N lq -4 0 14 01 � N O M N CD x � 1� M p M r•-I O N W ri ri U G O .r.i N U G) - G) 4 H N W �O O O O O tD V H O O k U1 to M tD tD 01 V' ,q E F cd O4 1: M O N M '01 O x N ♦` (4 O M r-I Ci1 ul H U O 0 O O 0% U) CD rI O C � (d r. 04 O b� ro a O z b 41 la H G Gl 0 0 0 0 0 0 0 0 O T 0 0 0 0 0 0 O (d W 41 H iC > O M to Vr r- O r-4 %D 00 r-1 v co 01 O .-•I •rl 0 c A r7 O O V Ln M r� to M W w N O w 01 N to O v r� O CO r-I N n: r i C M V' N ri r-1 In C v r- r-1 N D9•r U) 41 b 7 f4 � a N to U y CA 10 A Q U) a) 00 0 0 0 0 0 0 0 o ra 0 0 0 0 0 0 0 I 4• O 01 N V' M 1` . M 'T r•l 01 .T V' co G) }.) 3-1 7y O O M r-I ri w r-1 v tD r i N 01 N In 0 O V W 4J O :1 . I IV( � 41E dO VVN O 1` N 0Hto r- *rl G) W co E: r-1 to V' N N r•1 tD O 1\ N r-i N $ r-I U) E W 1� M N WW (d V G4 y -W Gal G) � W .r.1 O 9 U O O O O O O O O C e-i 0 0 0 0 0 0 0 x 7.1 O %D T N O N 111 01 LnOto to I- M V' (3) O 3 O p' r 7 W O O N r U1 tD tD O N O O Vr 01 tD O O G r-1 1 P. 1 t� V' N N Vr t11 to CD01 to V' O r•l r I tD O G) 4� 7+ rz W f-1 to O to N N e-1 W r-1 01 N r 1 r-1 M U td W w a i N 41 O (d b 41 ai � m •r4 tr+ wIf (n •rl o >; (1) > .c rl U) • ((f U • U ax) N $4 r ~ 3 > I( U) U :3+1 1 'N UI : 0 : 4.) N : U 10 :03. x 4.) 11.1 .. 1) E '� y.G.l 0 U u O 4J 7•l N 4rq 0i w -r-4 O w O U >r 0� O 3 u to U G) La R7 (a (D G) U (d 4 .0 U) O • O (L) 9 U •ri N R( O •-I {'. 4•) U) ra 4-3 (d r-I (d 4-) •rl ri G) r•l G) •I) U (d V 4 N G � G r0 t1) (d •.-I -4 W z O ri t0 U .r{ (d -4 (d +) •,( •r 1 c11 ro �+ x � o `° o ami n °° zOx a) 0 E-1 w E4 a 0 cn `- z APPENDIX I-A ,(1) TABLE 1 SEATTLE-EVERETT STANDARD METROPOLITAN STATISTICAL AREA POPULATION BY SEX AND MINORITY STATUS 1970 1/ Participation Rate Minority Status Total Female Total Female Total Female Total. . . . . . . . . . . 1,421,869 724,363 100.0 .- 100.0 61.2 44.2 White. . . . . . . . . . . . 1,336,979 681,855 94.0 94.1 61.2 43.8 Black. . . . . . . . . . . . 41,609 20,760 2.9 2.9 64.2 55.5 Native American. . 9,496 4,902 0.7 0.7 50.3 35.6 Japanese. . . . . . . . . 13,872 7,493 1.0 1.0 64.0 51.6 Chinese. . . . . . . . . . 7,434 3,600 0.5 0.5 61.4 49.6 Filipino. . . . . . . . . 7,361 3,125 0.5 0.4 65.4 56.1 Other Races. . . . . . 5,118 2,628 0.4 0.4 54.5 39.8 Hispanic. . . . . . . . . 24,178 11,912 1.7 1._6 64.4 45.1 Minority Group*. . 109,068 54,420 7.7 7.5 62.7 50.1 1979 1970 Percent Female as Percent Minority Status Total Distribution of Total Total. . . . . . . . . . . . 1,536,200 100.0 50.9 White. . . . . . . . . . . . 1,421,680 92.6 .51.0 Black. . . . . . . . . . . . 48,200 3.1 49.9 Native American.. 13,900 0.9 51.6 Asian /. . . . . . . . . 47,700 3.1 49.8 Other Races. . . . . . 4,720 0.3 50.3 . Hispanic. . . . . . . . . 35,050 2.3 49.3 Minority Group*. . 149,570 9.7 49.9 l/ Civilian Labor Force 16 years old and over divided by population 16 years old and over. ?/ Includes Japanese, Chinese, Filipino, Hawaiian, Korean, and Vietnamese. *Sum of Hispanic and all races except white. Some duplication possible since Hispanic includes both white and nonwhite races. Sum of individual items may not equal totals because of rounding. Source: Census of Population for 1970 data, Office of Financial Management for 1979 data. EMPLOYMENT PROFILE : STATISTICS AND ANALYSIS The City of Renton has a total permanent workforce of only 310 employees. After subtracting Police personnel (who are addressed in a separate plan) , there are 240 employees. These are divided into eight EEO g fob categories for identification purposes. The total number of employees in each job category is generally too small to produce a significant picture of underutilization by ethnic category. In an effort to compensate for the statistical incapability, the analysis has been performed in two ways using the percentage representation of females and minorities in the labor force of the Seattle-Everett SMSA. 1. Each job category was analyzed by applying the -repre- sentative percentage of each ethnic minority and white female. Where this application indicated an underutili- zation of persons, the number was recorded in the appropriate column. Any fraction of .5 or above was recorded as one person. 2 . Each job category was analyzed by applying the repre- sentative total percentage of females and the total percentage of the minority group in the labor force. This provides an underutilization picture which does not exist when the job category is too small to be statistically measurable by individual ethnic percentages. The difference in underutilization figures using the above two methods is a result of rounding fractions. The summary addresses the total underutilization by female and minority group in each job category and the total underutiliza- tion by female and individual minority City-wide. In preparing the goals and timetables, both summary totals are referenced to determine an appropriate goal. The availability of persons in the labor market, as indicated in Table 3 of the SMSA Employment Security statistics is also considered. It can be noted, for example, that the category Officials and Administrators indicates no underutilization by individual ethnic minority. However, it shows an underutilization of two minority persons. In establishing the goal, both this indication and the total City underutilization by ethnic minority were considered. Given the statistical difficulties inherent in the employment profile , the City has provided the only equitable evaluation of its underutilization possible. 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U 1 V Z > z ,1 V U w '� i c1i (1) u w D4 a u z m o za` w a uu z `n U u H a° � a ~ �a n u NM Q g cn H u a w v w z w a v a oa Q H a w oa 'w o u w u o w a w w w w w w � w O a H a a O (n U) O a E-4 a a O U) cn r� CO ri N M 4 Uf 1D n m APPENDIX 1-B (�) AFFIRMATIVE ACTION PLAN COMMENTS REGARDING ACTIONS TO BE TAKEN AND ANY PROBLEMS FORESEEN IN MEETING GOALS: The preceding City goals have been established as a result of comparing our employment staff balance to statistics provided by the Washington State Employment Security Department. The summary of this analysis appears on page two. Major adjustments in the City's overall balance will be made by the departments which experience underutilizations. Each department director is aware of his or her department' s current staff balance and the affirmative action goals stated here. The City of Renton Police and Fire Civil Service Commissions operate as autonomous entities and establish their own employment practices. Affirmative Action and/or Corrective Employment Plans which they design and adopt will appear either in Appendix II as separate Plans or become a part of the overall City Plan. Aggregate City utilization figures appearing on page one of this Appendix include the Police and Fire Departments. The following procedures and programs have been analyzed and revised to eliminate any artificial and/or arbitrary barriers to employment or discriminatory practices : 1. Recruitment 2. Selection Standards 3. Selection Procedures 4 . Performance Appraisal The following areas are governed by a collective bargaining agreement between the City of Renton and Local 21-R, Washington State Council of County and City Employees , American Federation of State, County , and Municipal Employees , AFL-CIO: 1. Upward and lateral mobility a. Promotions b. Transfers 2. Annual wage and salary increases . 3. Number and type of fringe benefits. 4. Conditions of employment. 5 . Layoff and recall procedures. - The topic of employee training is currently being researched as part of the City' s Performance Review Program. A formal employee training program has not been funded to date. MAYOR: ��'� PERSONNEL DIRECTOR: - DATE: a�,3 APPENDIX II Civil Service Commission Affirmative Action and Corrective Employment Plan for Police i APPENDIX III Agencies , Institutions, Community Organizations APPENDIX III ' AGENCIES, INSTITUTIONS , COMMUNITY ORGANIZATIONS Active Mexicanos Asian Coalition for Equality Asian Counseling and Referral Service Bellevue Community College Bureau of Indian Affairs - Seattle Employment Assistance Office Chinese Information Center City College E1 Centro de la Raza Employment Opportunities Center Equal Employment Opportunity Office Green River Community College Handicapped Services Highline Community College Indian Educational Talent Search Interaction Japanese Community Service Job Information Center Job Therapy King County Personnel King County Public Employment Program KYAC ' Manpower Concentrated Employment Center Maple Valley Community Center Mechanica Native American Community House National Association for the Advancement of Colored People National Council of Negro Women National Organization for Women North Seattle Community College Office of Equal Opportunity for Women Randolph Carter Employment Service Renton Employment Security Renton Record Chronicle Renton Vocational Technical Institute Seattle Atlantic Street Center Seattle Central Community 'College Seattle Chinese Community Service Organization Seattle-King County Economic Opportunity Board Seattle Office of Women' s Rights Seattle Opportunities Industrialization Center Seattle University -2- Seattle Urban League Seattle Veterans Action Center Seattle Times S. E. R. Services, Inc. Seattle Handicapped Center Seattle Indian Service Center South Seattle Community College United Farm Workers United Indians of All Tribes Foundation United States Department of Labor University of Washington Placement Service Veterans ' Assistance and Employment Washington Public Service Career Program Washington State Employment Security Office Washington State Human Right Commission Women' s Commission r •i a 1 , ' t s APPENDIX IV Equal Employment Opportunity Commission Occupational Categories x APPENDIX IV EQUAL EMPLOYMENT OPPORTUNITY COMMISSION OCCUPATIONAL CATEGORIES A. Officials and Administrators Occupations in which employees set broad policies, exercise overall responsibility for execution of these policies, or direct individual departments or special phases of the agency ' s operations , or provide specialized consultation on a regional, district or area basis. Includes: department heads, bureau chiefs, directors , deputy directors, controllers, examiners, wardens, superintendents, unit supervisors, sheriffs, police and fire chiefs and inspectors and kindred workers. B. Professionals Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Includes : personnel and labor relations workers, social workers, doctors, psychologists, registered nurses, economists, dieticians, lawyers, system analysts, accountants, i engineers, employment and vocational rehabilitation counselors, teachers or instructors, police and fire captains and lieutenants and kindred workers. C. Technicians Occupations which require a combination of basic scientific or technical knowledge and manual skill which can be obtained through specialized post-secondary school education or through equivalent on-the-job training. Includes: computer programmers and operators, draftsmen, surveyors, licensed practical nurses, photographers, radio operators, technical illustrators, tech- nicians (medical, dental, electronic, physical sciences) , assessors, inspectors, police and fire sergeants and kindred workers. D. Protective Service Workers Occupations in which workers are entrusted with public safety, security and protection from destructive forces . Includes: police patrol officers, fire fighters, guards, deputy sheriffs, bailiffs, correctional officers, detectives, marshals, harbor patrol officers and kindred workers E. Para-professionals Occupations in which workers perform some of the duties of a professional or technician in a supportive role, which usually require less formal training and/or experience normally required for professional or technical status. Such positions may fall within an identified pattern of staff development and promotion under a "New Careers" concept. Includes : library assistants , s I' research assistants, medical aides, child support workers, police auxiliary, welfare service aides, recreation assistants , homemakers aides, home health aides, and kindred workers . F. Office and Clerical Occupations in which workers are responsible for internal and external communication, recording and retrieval of data and/or information and other paper work required in an office. Includes : bookkeepers, messengers, office machine operators, clerk-typists, stenographers, court transcribers, hearing reporters, statistical clerks, dispatchers, license distributors, payroll clerks and kindred workers . G. Skilled Craft Workers Occupations in which workers perform jobs which require special manual skill and a thorough and comprehensive knowledge of the processes involved in the work which is acquired through on-the- job training and experience or thrcagh apprenticeship or other formal training programs . Includes: mechanics and repairmen, electricians, heavy equipment operators, stationary engineers , skilled machining occupations, carpenters, compositors and type- setters and kindred workers. r H. Service/Maintenance Occupations in which workers perform duties which result in or contribute to the comfort, convenience, hygiene or safety of the general public or which contribute to the upkeep and care of buildings, facilities or grounds of public property. Workers in this group may operate machinery. Includes : chauffeurs, laundry and dry cleaning operatives, truck drivers, bus drivers, garage laborers, custodial personnel, gardeners and groundkeepers, refuse collectors, construction laborers.