HomeMy WebLinkAboutR-1991-D6038 Affirmative ActionRESOLUTION NO. D 6038
A RESOLUTION adopting an Affirmative Action Plan for the City of
Yakima.
WHEREAS, the City of Yakima is committed to providing equal
employment opportunity to all members of the public without regard
to race, color, creed, sex, age, martial status, national origin or any
sensory, mental or physical handicap unless based upon a bona fide
occupational qualification, and
WHEREAS, it is the policy of the City of Yakima to vigorously
promote the objectives of this public policy as set forth in the Equal
Employment Opportunity Act of 1972, Presidential Executive Order
No. 11246, as amended, the Washington State Law Against Discrim-
ination, and the Washington State Human Rights Commission Guide-
lines, as more specifically set forth in the Affirmative Action Plan
documents attached hereto, now, therefore,
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
YAKIMA:
The Plan set forth in the documents attached hereto and
entitled "Affirmative Action Plan" is hereby adopted as the
Affirmative Action Plan of the City of Yakima for equal opportunity.
ADOPTED BY THE CITY COUNCIL this /7 day of
, 1991.
ATTEST:
gat )6e4,96e
Mayor
City Clerk
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PAGE
I. RESOLUTION
II. POLICY STATEMENT ii -iii
III. PRELIMINARY MATERIALS
a. Overall goal of the Affirmative Action Plan 1
b. Purpose 1
c. Scope 2
d. Authority 2
e. Need for Affirmative Action 2
f. Procedures for Establishment of Goals & Timetables.... 2
IV. RESPONSIBILITIES
A City Council 3
B City Manager 4
C. Department Directors 4
D. Personnel Division 5
E. Personnel Officer 6
F. Finance and Budget 8
G. City Affirmative Action Committee 8
H. City Employees 9
I. Oral Examination Boards 10
J. Civil Service Commissions
& Civil Service Examiner 10
K. Contractors 10
V.
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IMPLEMENTATION 11
A. Dissemination 11
1. Internal Communications 11
2. External Communications 11
B. Selection 12
:L. Class Specification 12
2. Recruitment 13
3. Application 15
4. Testing (interview, physical, reference check,etc.)15
5. Register Established/Certification to Department. 17
6. Appointment 18
7. Exceptional Appointments 19
C. Retention 19
1. EEO Training 19
2. Performance Evaluation 20
:3. Reduction in Force 21
4. Exit Interviews 21
D. Career Development 21
1. Promotions -- Upward Mobility 22
2. Skills Assessment/Training 23
E. Special Provisions 25
1. Handicapped/Veterans/Employees over 40 25
2. Identification of Problem Areas 25
3. Special areas 25
VI.
COMPLIANCE 26
A. City Employees 26
B. Appointing Authorities 26
C. Affirmative Action Committee 26
D. Personnel Division 26
E. City Manager 26
VII. MONITORING AND EVALUATION 26
A. Departments 26
B. Personnel Division 27
C. Finance and Budget 27
D. City Manager 27
E. City Council 28
VIII. DISCRIMINATION COMPLAINT PROCESS 28
A. Departments 28
B. Personnel Division 28
C. Personnel Officer 28
D. City Employees 29
E. City Manager 29
IX.
APPENDIX
GLOSSARY OF TERMS 29
I. Responsibilities Cross Reference Listing
I2. Sexual Harassment Policy
III. Recruitment sources
IV. Annual Affirmative Action Compliance Report
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II. SUBJECT: POLICY STATEMENT ON EQUAL OPPORTUNITYAND
AFFIR.1ATIVE ACTION FOR EMPLOYMENT
It is the policy and intent of the City of Yakima to assure, through operation
of an Affirmative Action Plan and City Ordinances, equal opportunities to all
persons in employment provided by the City of Yakima.
In keeping with this Policy, the Yakima City Council proclaims the following
to be the policy on employment for the City of Yakima:
Section 1. Statement -S21—12.211a2
(a) The City of Yakima is committed to the maintenance of a personnel
system that recruits, hires, promotes and terminates all persons for
employment that is free from practices of discrimination. In
assuming its obligations and responsibilities with regard to equal
opportunity in employment, the City of Yakima shall increasingly
promote the realization of equal employment opportunities, at every
level throughout the municipal government, by the operation of an
Affirmative Action Plan.
(b) The City of Yakima is committed to providing a diversified workforce
for its employees that is free of discrimination on the basis of
race, creed, color, national origin, age, sex, religion, marital
status, ancestry or the presence of any sensory, mental or physical
handicap.
(c) The Yakima City Council is committed to appointing persons to City
boards and commissions that are representative of the Yakima
community with respect to race, creed, national origin, age, sex and
handicap.
(d) This voluntary Affirmative Action Plan shall be implemented to help
ensure that members of protected groups are proportionately
represented in City employment. The City of Yakima desires to
remedy and correct any effects of past or present discriminatory
practices, customs or other circumstances that have limited,
adversely impacted or impeded the hiring and progress of employment
opportunity for such protected persons in the municipal government
of the City of Yakima by a strong Affirmative Action Program that
will provide equal opportunity and advancement opportunities for all
qualified persons, and will provide the City with a group of diverse
employees that correspond to their composition with the available
Yakima County labor force.
(e) Specific goals and timetables for improving the representation of
women and minorities and appropriate commitment to Vietnam Era
Veterans, disabled Veterans, handicapped and elderly persons shall
be established as an integral part of the City's Affirmative Action
Plan.
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(f) Execution of the City's Affirmative Action Plan shall be the
responsibility of all City departments. This policy shall govern
the management practices and official conduct of all City employees,
divisions, commissions and officials. The acknowledgement of the
Affirmative Action Plan shall involve all City employees at all
levels of municipal government in the elimination of discriminatory
employment practices.
(g) Annually, and in conjunction with the review process outlined in the
City's Affirmative Action Plan, the Personnel Division shall revise
and update the City's Affirmative Action Plan, which shall include a
copy of the previous year's Affirmative Action and Contract
Compliance Report (Appendix IV).
Section 2. Implementation sa. the policx.
(a) Implementation of the Affirmative Action Plan shall take effect on a
City-wide basis and there shall be goals and timetables for each
City department. The goals and timetables of the departments will
be developed by each department with the assistance of the Personnel
Officer and Affirmative Action Committee, with final approval by the
City Manager.
(b) The Personnel Division and Departments shall continually analyze,
evaluate, and, where necessary, revise employment practices to
assure the furtherance of equal employment opportunities. Such
employment practices shall be consistent with the laws and
regulations pertaining to Affirmative Action and equal employment
opportunity.
(c) The Affirmative Action Committee, under the direction of the
Personnel Officer, shall be diligent in the execution of his/her
duties pertaining to the City's Affirmative Action Plan. These
duties, stated in greater detail in the City's Affirmative Action
Plan, shall include monitoring, evaluation and reporting the
progress of the City's Affirmative Action efforts.
(d) The City Manager shall be notified of the progress of the City's
Affirmative Action efforts. In cases of intentional failure to
comply with this Affirmative Action Policy, the Personnel Officer,
in execution of his/her respective duties, shall conduct an
investigation into the matter and notify the City Manager the result
of such investigations. The City Manager shall take such corrective
action as necessary.
Section 3. publication Imposing 21. the, policy ,Statement.
Copies of this policy statement shall be distributed to and displayed in plain
view of the public in all departments, divisions, and other units of the City.
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II1. ,PRELIMINARY ul
A. Overall City Szoll
The long-range Goal of the City of Yakima's Affirmative, Action
Program is to set an example by achieving a municipal work force in
which the participation at all levels and in all job categories by
minorities and women is at least representative of their comparable
skill level composition in the Yakima County (SMSA) labor . It is
desired to effectively serve the needs of the City of Yakima by
having a diversified work force, a working environment free of
discriminatory practices and barriers to equal employment
opportunity, and to ensure that the handicapped, aged, and Veterans
are provided an opportunity for employment and advancement in an
environment free of barriers and discriminatory practices.
The overall Goal and the Affirmative Action Plan are intended to
eliminate a protectedgroup imbalance in the City of Yakima and do
not suggest or require the discharge nor the absolute bar for
advancement and hire of non -minority males.
B. Purpt
It is the purpose of the Affirmative .Action Plan for employment to:
1. Avoid any adverse impact of employment practices,
procedures or policies on protected group members.
2. Define the responsibilities of the City of Yakima
departments, divisions, commissions and employees in
attaining the goal of Affirmative Action.
3. Outline the means by which the City will prevent
discriminatory personnel practices and remedy any effects
of past practices through Affirmative Action.
4. Develop and document yearly objectives and timetables
towards the achievement of the City's Affirmative Action
goals for the employment of qualified minorities and
women„
5. Establish the reporting and monitoring system to enable
the City's elected officials, City Department Directors,
and citizens to evaluate the progress made toward
achieving the Affirmative Action goals for employment.
6. Establish procedures and remedies whereby repeated failure
to comply with the Affirmative Action Policy and Plan on
the part of any City department, office, commission,
official or employee is promptly rectified.
7. Promote a positive Affirmative Action atmosphere in the
City of Yakima.
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C. Scope
Responsibilities outlined in the Affirmative Action Plan govern the
management practices and official conduct of all City departments,
divisions, commissions, officials and employees.
D. Authority
The City of Yakima has established an Equal Opportunity and
Affirmative Action Plan in accordance with the laws, rules,
regulations and guidelines of various federal, state and local
agencies having jurisdiction in the City. They include: The 1982
amendments to Title VII of the Civil Rights Act of 1964; Executive
Order 11246, as amended by Executive Order 11375, requiring all
federal contractors and subcontractors with fifty or more employees
and contracts over $50,000 to develop and implement a written
Affirmative Action Plan. The City of Yakima, as a federal
contractor, is subject to the provisions of Executive Order 11246,
as amended, and the regulations issued thereunder. The City is also
required to take Affirmative Action to employ and advance in
employment qualified handicapped individuals (Sections 503 of the
Rehabilitation Act of 1973) and qualified disabled Veterans and Viet
Nam era Veterans (Section 402 o:. the Viet Nam Era Veteran
Readjustment Act of 1974).
E. Need for Affirmative Action
The effects of any past discriminatory practices may have resulted
in underutilization of protected group members in City employment.
Some of the underrepresentation causes of women and minorities are
societal in nature, and beyond the scope and power of the City of
Yakima. There are some jobs that, because of limited education,
employment opportunities and past discrimination, leave minorities,
women, disabled workers, and persons over 40 years of age, lacking
in the skills and experience necessary to perform these jobs.
The City of Yakima is not solely responsible for all discriminatory
barriers which have limited job opportunities for potential women
and minority employees, however this Affirmative Action Plan is
designed to remove such barriers, and ultimately achieve an
employment system which provides equal employment and advancement
opportunities for all qualified persons resulting in a group of
employees where women, minorities, older, and disabled workers
correspond to their composition within the Yakima County Labor
Force.
Research shows that Affirmative Action has positive results
beneficial to all employees. For instance, productivity is
increased by tapping the under-utilized talents of minority, female,
disabled and older persons. A diversified work force has greater
ability to deal with racial and sex related differences.
F. procedures for Establishment at Goals and Timetables
The City Manager will approve specific City-wide and departmental
goals and timetables for minorities and females to correct
deficiencies highlighted in the utilization analysis and problem
area identification. Numerical goals will not be required for
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qualified handicapped individuals, Vietnam Era Veterans, disabled
Veterans and older workers, but the City should be cognizant of the
groups in the work force.
Goaye: Percentage goals for Affirmative Action total workforce
composition and all new hires for each year (permanent and
temporary) will be established for each of the City's eight
operating Departments and their Divisions in which under -
utilization of minorities and women exists. City hiring levels
and percentages will be set based upon the number and percentages
of individuals having the skills for a skilled position in the
Yakima County labor force area (SMSA). For City management
positions, the recruitment area will be the Western and
Northwestern United States and may not reflect the goal as stated
in the SMSA. The goals will be updated annually in the
Affirmative Action year-end report.
Guidelines i= Developing Goals and Timetables
1. The Personnel Officer will review the year-end Affirmative
Action Report with the assistance of the City Affirmative
Action Committee and will assist Departments, where appli-
cable, to make adjustments to the goals on a yearly basis.
2. The Personnel Officer will, if a change is needed, provide
assistance in developing the goals with Department Directors
and the Affirmative Action Committee person from that
department, with final approval by the City Manager.
3. The goals should be significant, measurable, attainable,
reasonable and challenging. Rigid goals should not be set,
but good faith efforts in fulfilling goals by departments
should be made.
4. Anticipated expansion, reduction and budget considerations
will be considered.
5. The specific Affirmative Action used to implement the goals
should end when the identified problem areas have been
corrected.
IV. RESPONSIBILITIES Elm ,AFFIRMATIVE ACTION
A. City Council
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AA/A3 12/10/91
The City Council is responsible for establishing a policy of
support for the goals and enforcement of the Affirmative Action
Plan and for establishing and supporting the policy of interdepart-
mental cooperation to achieve compliance.
The Council will annually review departmental performance of
Affirmative Action Goals through the annual Affirmative Action
Report and evaluate if a good faith effort was made to attain the
established goals. The Council shall evaluate the City Manager on
the progress of Affirmative Action.
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B. City Manager
The City Manager is responsible for promoting positive efforts and
for providing leadership and direction to implement the Affirmative
Action Plan of the City of Yakima.
Relative to the Affirmative Action goal, the
City Manager shall:
(1) Be responsible for the overall Affirmative Action
activities and progress.
(2) Recommend to City Council the necessary budget and changes
in City functions to promote Affirmative Action.
(3) In accordance with the Plan, assign Affirmative Action
responsibilities for Affirmative Action implementation to
the Personnel Officer, Personnel Division and all
Department Directors.
(4) Approve Affirmative Action Goals, based on recommendations
from the Personnel Officer, Affirmative Action Committee,
and Department Directors.
(5) Provide positive incentives for those departments meeting
Affirmative Action responsibilities.
(6) Evaluate each Department Director in terms of performance
on Affirmative Action responsibilities and requirements.
(7) Take all necessary action to promote Affirmative Action in
the City and ensure compliance.
C. City Department Directors
Appointment and promotion are the responsibilities of the Department
Directors. Where the Department Directors are the appointing
authorities, they will be held accountable to the City Manager in
meeting the requirements of the Affirmative Action Plan consistent
with merit principles and with Civil Service requirements.
Relative to the Affirmative Action goal, the Department Directors,
as appointing authorities will:
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(1) Promote and reward positive Affirmative Action efforts by
City management and employees, e.g. letters of apprec-
iation.
(2) Strive to meet the annual Affirmative Action Goals unless
unavoidable circumstances occur, e.g., no vacancies,
layoffs, limited market, lack of qualified applicants,
restrictive Civil Service rules, registers, etc. Check
and consider Affirmative Action Goals before appointing
personnel to their department.
(3) Comply with all EEO laws and the City's Affirmative Action
Program.
4
(4) Provide assistance and information to the Personnel
Officer in the implementation of the Affirmative Action
Plan.
(5) Serve or appoint a person in the department as a member of
the Affirmative Action Committee. This person should be
at a level high enough to effectively promote and make
recommendations for Affirmative Action implementation and
may have direct reporting responsibilities to the
Department Directors on all Affirmative Action matters.
(6) Provide adequate time, training and authority to the
Affirmative Action Committee representative to attend
meetings and perform Affirmative Action duties as
requested.
(7) Consider Affirmative Action accomplishments in performance
evaluations for managers and supervisors.
(8) Provide reports to the Personnel Officer as requested
involving affirmative action and equal opportunity. These
reports may include, but not be limited to: information
regarding complaints of discrimination, contract
compliance, promotions, Affirmative Action Goals,
personnel selections, transfers, terminations, or
training.
D. Personnel DivisiQa
The administration of the City's personnel is assigned to the
Personnel Officer. The Personnel Officer will have the primary
responsibility for administration of the Affirmative Action Plan and
providing a personnel system in accordance with nondiscrimination
laws and this Plan.
Relative to the Affirmative Action goal, the Personnel Officer will:
(1) Direct Personnel Division activities to promote success of
Yakima's Affirmative Action Goals which include:
recruiting, examining and certifying candidates for
employment, assist in negotiation and administration of
labor contracts, administering public employment programs,
analyzing content and trends of City employment and work
force, providing employment counseling and career
development training, and provide training in EEO
selection interviews, supervision training and evaluation
to increase employee awareness.
(2) Analyze and audit the personnel practices to identify and
correct specific practices and disparate impact.
(3) Foster cooperative relationships with public service
agencies which serve members of protected groups.
(4) Cooperate with state and federal agencies with Equal
Employment Opportunity (EEO) responsibilities in
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AA/A5 12/10/91
eliminating discriminatory practices, remedying their
effects and promoting objectives of the Affirmative Action
Plan.
(5) Develop training programs governing interview and
selection of certified eligibles by appointing authorities
to ensure unbiased consideration of qualified candidates.
(6) Promote efforts to include minorities and women in the
employee selection process.
(7) Promote the extension of filing dates on examinations when
there is a significant under representation of women and
minorities who apply, subject to the City Manager's final
review and approval.
(8) Identify and recommend to the City Manager where special
training programs are needed to meet the goals and
timetables of the Affirmative Action Plan.
(9) Assist the departments in conciliation of discrimination
complaints filed against the City.
(10) Promote positive Affirmative Action efforts.
(11) Provide the Affirmative Action Committee with an inventory
of City vacancies.
(12) Provide the Affirmative Action Committee with job
announcements to assist the City in recruiting members of
protected groups.
(13) Accelerate and close the gap between the receipt of a
requisition and the establishment of registers.
E. personnel Officer
The Personnel Officer will:
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(1) Prepare the City's Affirmative Action Plan, annual
Affirmative Action Contract Compliance Report for the
prior year, and promote positive efforts of Affirmative
Action.
(2) Assist wit': the establishment of Affirmative Action goals
and timetal,les with City departments.
(3) For the promotion of Affirmative Action, suggest and
recommend to the Department Directors and the City
Manager, measures, rules and procedures concerning
Affirmative Action filling of positions, layoffs,
examinations and other City personnel actions.
(4) Identify where special training areas are needed to
further Affirmative Action in the City.
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(5) Assist and provide technical assistance to City
departments in training, recruitment, selection to meet
goals, promotion, transfers, employee relations,
performance evaluations, job assignments, working
conditions, Equal Employment Opportunity, contract
negotiations, contract compliance and all other matters
pertaining to Affirmative Action and Equal Opportunity.
(6) Monitor the effectiveness of Affirmative Action and
recommend revisions to the Plan to increase the efficiency
and effectiveness.
(7) Investigate and report violations of the Affirmative
Action Plan to the City Manager.
(8) In conjunction with the project managers and department
directors, review City public improvement contracts and
identify compliance and non-compliance with Federal, State
and City requirements with respect to Affirmative Action
and Equal Employment Opportunity laws. :Report failures
and make recommendations by on --site and written report to
the City Manager and Personnel Officer for corrective
action as necessary.
(9) Prepare reports for federal agencies on the City's
Affirmative Action progress on an annual basis.
(10) Review any City apprenticeship programs and encourage
Affirmative Action oriented programs.
(11) Serve as a resource on City Affirmative Action matters and
train the City's Affirmative Action Committee relative to
Affirmative Action and EEO matters.
(12) Serve as the central recordkeeper on Affirmative Action
data provided to federal and state agencies by City
departments.
(13) Serve as the spokesperson to federal and state agencies
and public on Affirmative Action matters.
(14) Collect and disseminate information on current relevant
legislation and court decisions on policy guidelines
concerning Equal Employment Opportunity and Affirmative
Action to City officials, department heads and employees.
(15) Monitor the goal progress of minorities and women under
the Affirmative Action Plan.
(16) Submit annual reports to City Manager and the City Council
during budget preparation on:
a. Status of minorities and women in relation to their
departmental hiring goals.
b. Progress of protected groups in recruitment,
promotions, terminations, training and special
programs under the Affirmative Action Plan.
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c. Discriminatory practices relative to protected
groups, and make recommendations as necessary.
d. Identify and commend City employees who have promoted
AA efforts and activities in the City during the
year.
(17) Certify ethnic and racial identification changes and
status for Affirmative Action purposes.
(18) Monitor and report the progress of handicapped, disabled
Veterans, Veterans and older workers under the Affirmative
Action Plan.
(19) Assist the City in identifying handicaps of applicants and
employees and in determining what accommodations are
necessary and appropriate to allow handicapped persons to
perform City jobs while maintaining safe standards.
(20) Recommend to Civil Service, through the Personnel Division
and City Manager, rule changes that would enhance
protected group participation in City government.
(21) Assist all employees with Affirmative Action matters.
(22) Provide consultation, referral, mediation and trouble-
shooting services to all City Departments on problems or
problem areas related to non-discrimination.
F. Finance and Budget
The Department of Finance and Budget is responsible for recom-
mending the financial resources for the Affirmative Action Program
and assisting the City Manager and City Council in determining
changes, deletions or additions to the financial support for the
respective Departments.
G. City Affirmative Action Committee
Each Department Director may serve or appoint a representative to
the Affirmative Action Committee. These representatives shall have
direct reporting responsibilities to the Department Directors in
matters concerning Affirmative Action (AA) and Equal Employment
Opportunity (EEO). They will provide recommendations regarding the
development, implementation, and conduct of the Affirmative Action
Program to the City Manager. They will assist in the resolution of
AA/EEO problems.
The department's Affirmative Action representative will:
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(1) Make recommendations for members on interview boards when
requested by the Civil Service Examiner and other
selection means to ensure their departmental hiring
processes are non-discriminatory and consistent with the
Affirmative Action Goals. Also, participate in the
development of recruitment programs to encourage members
of protected groups to apply for City positions.
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(2) Assist in the development of the Affirmative Action Plan,
goals and objectives, human relations training,
orientation programs for new employees, accumulation of
information for annual reporting, and instruction for
employees on the Affirmative Action Plan.
(3) Bring :noncompliance of Affirmative Action to the immediate
attention of the Personnel Officer.
(4) Evaluate departmental practices that have a disparate
impact on protected groups and make recommendations to
remedy such practices to the Personnel Officer.
(5) Participate in training sessions and maintain a file on
Affirmative Action and Equal Employment Opportunity.
(6) Assist the departments in assuring that all Affirmative
Action Plan requirements are complied with.
(7) Refer any employee who believes he/she has been
discriminated against to the Personnel Officer.
(8) Attend regularly scheduled and special meetings as
established by the Affirmative Action Committee
Chairperson and the Personnel Officer.
(9) The department representative to the Affirmative Action
Committee would be available to assist the Personnel
Officer in resolving the EEO complaints in the
departments.
(10) Assist the Personnel Officer in auditing staff training
programs, hiring and promotional practices for AA goals.
(11) Annually review and assess the AA Plan and program's
success and recommend improvements as necessary.
(12) Receive information on City jobs and ensure information is
posted.
(13) Assistin recruiting protected group members.
(14) Report and provide information to the Department Directors
on Affirmative Action matters.
H. City Employees
Every employee, employee group, association or union is responsible
for the success of the City Affirmative Action Plan and conformance
with the EEO/AA laws.
This responsibility will be an element of the performance evaluation
of all management personnel.
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I. Oral Examination Boards
These committees are composed of persons from within City government
and outside City government for the purpose of recommending to the
appointing authorities, individuals for employment, in order of job
related qualifications.
Relative to the Affirmative Action goal, the Oral Examination Board
will:
(1) Represent a cross-section of protected groups members as
much as possible.
(2) Ask only job related, nondiscriminatory and similar
questions to all candidates.
(3) Adhere and be knowledgeable of Washington State's Human
Rights Pre-employment Inquiries.
(4) Oral board members shall not evaluate persons with whom
they have either worked directly with or for whom they
have expressed preference.
(5) The oral board members shall not, in any way, poll other
members of the board about prospective candidates prior to
the interviews.
J. Civil Service Commissions and Civil Service Examiner
Civil Service Commissioners are composed from members of the
community responsible for the promulgation of rules and regulations
governing the operation of personnel systems encompassing the
appointment, promotion, transfer, removal, suspension, discipline,
and welfare of City employees. The Commissions appoint a Chief
Examiner responsible to the Commissions for the administration of
the rules.
Relative to the Affirmative Action goal, the Civil Service
Commissions will:
(1) Ensure that Civil Service rules, regulations and
procedures do not have a disparate impact or effect on
members of protected groups.
(2) Promote the attainment of Affirmative Action goals and
timetables.
K. Contractors
All Federal contracts managed internally and let by the City of
Yakima to outside contractors must follow and adhere to all of the
federal and City Equal Employment Opportunity and Affirmative Action
guidelines pertaining to the contract. The City department
directors that oversee contracts will develop and implement a
process for contract compliance monitoring and reporting.
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v. Imolamant,ing Affirmative betiog
There are three phases of personnel practices which must be con-
sidered to implement a comprehensive Affirmative Action Plan. They
are: Employee Selection, Employee Retention, and Career Develop-
ment. In addition, the Affirmative Action Plan and its requirements
must be disseminated both internally to City employees and
externally to potential employees and others who do business with
the City. The following is an overview of the City-wide processes
that relates to the goal of Affirmative Action in employment.
A. Dissemination
Dissemination of the Affirmative Action Plan to all employees is an
integral part of assuring implementation. The objective of
implementation is to ensure awareness and understanding of the
program by all employees and the public.
(1) Internal
a. Each department/divisionwill post a copy of the
Affirmative Action Policy Statement for Employment on
bulletin boards or other conspicuous places.
b. City departments will promote Affirmative Action in
newspapers and staff meetings, where necessary.
c. The Personnel Officer will deliver the Affirmative Action
Plan to all Department Directors and representatives of
the Affirmative Action Committee.
d. The Affirmative Action Plan will be made available upon
request to City employees.
e. The Personnel Officer will provide information regarding
the City's EEO and Affirmative Action Policies to new
employees.
f. The Personnel Officer will provide Affirmative Action
information to the City Manager.
(2) External
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a. The Personnel Officer will have copies of the Affirmative
Action Plan available for perusal by the public; copies
will also be made to the Yakima Public Library.
b. The Personnel Officer will disseminate the Affirmative
Action Plan to all unions, crafts and groups representing
City employees.
c. The Personnel Officer will notify communities, media, and
the general public, where necessary, of the City's
Affirmative Action Plan and about Affirmative Action Pro-
grams.
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d. The Personnel Officer will notify colleges, community
leaders and protected group organizations of the City's
Affirmative Action Plan.
e. The Personnel Division will ensure that advertisements,
announcements and recruitment efforts indicate that
Yakima is an Equal Employment Opportunity and Affirmative
Action employer and encourage members of minorities and
women to apply.
f. The Personnel Officer will notify all contractors who do
business with the City of the City's Affirmative Action
Plan and requirements and ensure that there is an Affir-
mative Action clause in contracts.
g•
B. Selection
The Personnel Officer will promote Affirmative Action in
community meetings.
The selection process begins with an identification of a need for a
position. A position is defined as a collection or aggregation of
tasks, duties and responsibilities designed to accomplish specific
purposes. When there is a need to fill an authorized position, the
minimum qualifications, skills and abilities must be accurate, job
related and meaningfully defined. The selection process could
involve, but not be limited to: application, pre-screening for
minimum qualifications, test, first interview, second interview,
physical examination (depending on the job), work sample
examination, reference checks, hiring decision, probationary period
and permanent employment.
AACTI ON
AA/Al2 12/10/91
(1) Class Specification Development. The Personnel Division
develops class specifications which define work
characteristics of the position or groups of positions which
comprise the class. These specifications are developed by
the Civil Service Examiner in conjunction with the employing
departments and from knowledge of comparable work performed
by other agencies or in similar jobs. The affected depart-
ments, City management, and the Civil Service Commission
review and recommend class specifications before they become
official descriptions of the position and its requirements.
Relative to the Affirmative Action goal, the
(a) Department will:
1. Request classification review of positions if
the duties and responsibilities have materially
changed. Requests for upgrades are submitted
during the budget process. Reclassifications
are normally accomplished during the year.
2. Provide accurate information to the Civil
Service Examiner about responsibilities and
duties of positions.
12
3. Evaluate present and proposed class spec-
ifications to ensure that the description of the
work is accurate, that the minimum requirements
are job related, and that there are no
artificial barriers to employment for protected
groups.
(b) Personnel Division will:
1. Conduct studies, as necessary, to analyze a
series of related classes.
2. Update job descriptions and requirements to be
accurate, realistic and job related.
3. Ensure that any classification studies include
members of protected groups if they are in the
related area.
4. Review and recommend restructuring of jobs if it
is reasonable and would enhance job
opportunities for protected group members.
5. Include in all supervisory and managerial
specifications: "ability to objectively and
productively work and manage the work of
employees in a non-discriminatory manner".
f. Review job classifications and specifications
when jobs have substantially changed or when
requested by a City employee.
(c) Personnel Officer will:
1. Evaluate class specifications for disparate
impact on protected groups and recommend to the
Personnel Officer any necessary changes.
(d) Yakima Civil Service Commissions will:
1. Evaluate class descriptions and minimum
requirements for disparate impact and job
relatedness prior to approving specifications.
2. Initiate an analysis of Civil Service Rules to
change those provisions with disparate impact.
3. Evaluate and change Civil Service Rules and
Regulations in order to promote the selection of
persons as necessary to ensure attainment of
Affirmative Action goals and timetables.
(2) Recruitment During the exam development and when an exam has
been approved, the Personnel Division, in conjunction with the
hiring departments and the Personnel Officer,, shall outline
strategy to locate and encourage members of protected groups to
apply for and take the exam. Recruiting involves identifying
and attracting candidates for current and future jobs. It is
AACTION
AA/A13 12/10/91
13
AACTION
AA/A14 12/10/91
the process of developing and maintaining adequate human re-
sources for filling City needs.
Relative to the Affirmative Action goal, the
(a) Department will:
1. Provide staff, as necessary, to supplement the
recruitment of protected groups.
2. Advise and seek protected group members to apply
for promotional vacancies.
(b) Personnel Division will:
1. Identify recruitment areas that are needed
because of underrepresentation by protected
groups and correct deficiencies.
2. Develop and recommend innovative methods for
recruitment of protected groups, e.g., interns,
summer work.
3. Recruit and advertise job opportunities at
colleges, universities, high schools, military
installations, employment services and community
centers which specialize in services to members
of protected groups.
4. Include members of protected groups in pictorial
job advertisements.
5. Include the statement "Affirmative Action/Equal
Employment Opportunity Employer" clause and
"women and minorities are encouraged to apply"
on all job advertisements.
6. Work with other agencies to provide pre-
employment training as needed to help protected
group members compete in examinations for
positions where their representation is low.
7. Give presentations to protected group
organizations on job opportunities within the
City government.
8. Monitor applicant flow of persons who apply for
City jobs.
9. Maintain a job bulletin where the public can
learn of job openings.
10. Post the Policy Statement in conspicuous public
areas.
11. Participate in job fairs when notified or
requested.
14
12. Offer job counseling and informational services
consistent with personnel requirements and
Affirmative Action guidelines.
(3) Application and Application Forma— Next to the interview, the
application is the most commonly used selection tool. The
application form gathers information about education,
experience, and personal characteristics of the applicant. A
resume of the applicant may also be attached to the application
detailing further experience and information. The applications
are screened by the Personnel Division for minimum
qualifications.
Relative to the Affirmative Action goal, the
(a) Personnel Division will,:
1. Provide a centralized job information center and
applications for members of the public seeking
employment.
2. Provide promotional vacancy announcements to
departments for posting on employee bulletin
boards.
3. Post internally and send out non -promotional
vacancies/announcements to protected group
agencies in Yakima County. (See recruiting
sources)
4. Use application forms which have been approved
by the Washington State Human Rights Commission.
5. Provide an attached form to ascertain the race,
sex, handicapping conditions and Veteran status
of all applicants for Affirmative Action
purposes. This form will be kept confidential
and separate from personnel files.
6. Ensure that the screening of applications for
minimum qualifications are done in a
professional, job-related, non-discriminatory
manner.
(4) ;Testing. After the class specifications have been developed,
recruiting is completed and applications are filed by
candidates, the process of examining the fitness of candidates
:begins. The examination or method to test candidates are:
screening of applications, evaluation of educational attainment
and job related experience, assessments of physical abilities,
oral and written tests, interest and willingness to do the
work, demonstration of performance to do related work.
AACTION
AA/A15 17/10/91
15
AACTION
AA/A16 12/10/91
Relative to the Affirmative Action goal, the
(a) Departments will:
1. Provide pertinent information
testing requirements.
2. Provide expert workers with
about the job to participate
sessions.
to Personnel about
primary knowledge
in the job element
3. Provide special examiners, where possible,
including members of protected groups.
4. Request new exams where there is found to be a
disparate impact on protected groups.
(b) Personnel Division will:
1. Develop pre-employment tests to evaluate
candidates' abilities to perform work. These
tests shall be job related based on knowledge of
the job or similar jobs.
2. Research, define, and implement procedures for
developing valid exams that do not have a
disparate impact on members of protected groups.
3. Include, where possible, members of protected
groups on interview boards, test administration
teams, and exam development.
4. Review current and existing registers to
determine whether they have a representative
number of protected groups and recommend
alternatives for re -opening the registers.
5. Ensure that any physical examinations given to
candidates are job related.
6. Ensure that the identity of persons taking
examinations are not on the examination
material.
7. Ensure that test packages are kept confidential.
(c) Civil Service Commission and/or Chief Examiner will:
1. Evaluate prepared test packages, including
requirements for application, for disparate
impact on protected groups and validity before
approving for administration.
2. Review Civil Service rules pertaining to exam-
inations and recommend changes of those having
provisions with disparate impact.
16
3. Ensure that persons serving on examination
boards are knowledgeable about non-discrim-
inatory pre-employment interviews.
(d) Affirmative Action Committee will:
1. Provide input to develop exams that do not have
a disparate impact on members of protected
groups.
2. Advise the Personnel Officer when existing exams
have discriminatory elements or when an exam has
a disparate impact on members of protected
groups.
3. Review Civil Service Classifications for pro-
tected group representation.
4. Advise in the development of training for City
boards in the techniques that are
non-discriminatory.
5. Advise the Civil Service Examiner of members of
protected groups who are willing to serve on
interview boards.
(5) Register Established/Certification to Departments. After the
test has been administered, it is graded and a register is
compiled of the names of those who passed the examination.
When there is an opening in a class, the affected department
requests from the Personnel Division those individuals
certified eligible to be considered for appointment.
AACTION
AA/A17 12/10/51
Present Civil Service Rules for general employees provide that
the top three names on the register will be certified to the
affected department. In the event the composition of the
workforce has not achieved the minimum hiring goals
established, the Chief Examiner shall certify the names of
three additional minority candidates or women candidates or a
combination of the two in order of their appearance on a
register -- highest standing first. Affirmative Action
Certification shall be in addition to the top three names
certified. Police and Fire Civil Service Commission Rules
presently provide that the top three names on the register will
be certified to the department. In the event the composition
of the workforce within the department in which a vacancy has
occurred, has not achieved the minimum hiring goals
established, the Chief Examiner shall certify the names of
three additional minority candidates and three additional women
candidates -- highest standing first.
Relative to the Affirmative Action goal, the
(a) Departments will:
1. Review current representation and Affirmative Action
goals before requesting a certification to fill a
position.
17
2. Take necessary action to promote consideration of
minorities and women on Civil Service registers for
Affirmative Action.
(b) Civil Service Commissions/Chief Examiner will:
1. Compile the certification list and certify the names
of applicable candidates to the department, as
provided in the Civil Service Rules.
(c) Personnel Officer will:
1. Review requisitions for representation of women and
minorities.
2. Review and sign requisitions for Affirmative Action.
3. Recommend Affirmative Action considerations to the
City Manager and Departments.
4. Recommend rule changes to promote Affirmative Action
to the City Manager.
(6) Appointment. After certification, the Department Director or
designated representative may interview all candidates cert-
ified. The department will follow professional practices and
nondiscriminatory selection procedures.
AACTION
AA/A18 12/10/91
Relative to the Affirmative Action goal, the
(a) Departments will:
1. Include members of protected groups on interview
boards (if utilized) to screen candidates whenever
possible.
2. Ask only job related questions of candidates
certified.
3. Make reasonable accommodations, in order to ensure
that sensory, mental or physical limitations of
qualified handicapped employees or applicants do not
restrict that individual's job opportunities.
4. Affirmatively consider and fill positions with
minorities and women to meet stated goals of the
department for remedying underrepresentation in a job
category.
(b) Personnel Officer will:
1. Monitor the hiring decisions of the departments with
respect to Affirmative Action hiring goals and make
recommendations to the Department Directors and City
Manager.
18
(7) Exceptional Appointments. When a department has a vacancy or
is in need of a position and there is no Civil Service
Register, the appointing authority may receive permission to
make appointments including emergency, provisional, temporary,
in -training, or seasonal appointments as outlined in
appropriate Civil Service Rules.
Relative to the Affirmative Action goal, the
(a) Departments will:
1. Utilize the same procedures in making exceptional
appointments as used in making appointments as
outlined in section (6) above.
(b) Personnel Officer will:
1. Monitor the exceptional appointment for Affirmative
Action and Equal Employment Opportunity.
2. Assist :in recruiting members of protected groups for
exceptional appointments. Report and recommend to
the City Manager any deficiencies on exceptional
appointments with respect to Affirmative Action.
C. Employee Retention
The second factor in implementing a comprehensive Affirmative Action
Plan for employment is the retention rate of members of protected
groups in the work force. It is difficult to attain progress in the
proportion of protected groups when the outflow of these persons is
greater than or equal to the inflow.
Protected group members will be encouraged to stay in a City work
force that is free of discrimination. New city employees will
receive a general orientation, explanation of tasks and
responsibilities of the job, on-the-job instruction, and information
on personnel functions, e.g., benefits.
AACTION
AA/A19 12/10/91
(1) EEO Training. Current employees should receive
instruction on the goal of the Affirmative Action Plan and
the requirements of maintaining a work environment that is
nondiscriminatory.
Relative to the Affirmative Action goal, the
(a) Department will:
1. Enlist staff support and commitment to
Affirmative Action goals.
2. Counsel and inform protected groups on current
and future job vacancies in the department.
3. Provide time for staff to attend Affirmative
Action training.
19
AACTION
AA /A20 12/10/91
(b) Personnel Division will:
1. Provide new employees with orientation to City
employment including the goals of Affirmative
Action.
2. Provide Affirmative Action training to current
employees.
3. Ensure that a nondiscriminatory clause is
included in all labor contracts with the City
and implemented at the time of the agreement;
and encourage Unions to make good faith efforts
to assist the City in meeting its Affirmative
Action goals.
4. Provide instruction on EEO and Affirmative
Action to new and current employees.
5. Provide assistance in eliminating barriers that
are discriminatory in a department.
6. Provide assistance to departments in retaining
protected group workers.
7. Monitor the departmental retention records for
impact on protected groups and make
recommendations.
(2) performance Evaluation. Appraising the performance of
individuals is an inherent aspect of managing. It is
important that probationary and career City employees
understand why they are evaluated and the standards by
which they are evaluated in order for them to become
productive members of the work force. As a personnel
practice, the performance evaluation system must be job
related and not have a disparate impact on protected group
members.
Relative to the Affirmative Action goal, the
(a) Department will:
1. Ensure that the performance evaluations are made
by trained supervisors in an unbiased and
nondiscriminatory manner.
2. Ensure that there is positive counseling before
and after evaluations.
3. Ensure supervisors and managers are evaluated on
their ability to supervise a mixed work force
and their efforts toward achieving Affirmative
Action goals.
4. Establish work related criteria and communicate
this criteria to the employees.
20
(b) Personnel Division will.:
1. Design and administer a professional, valid
performance appraisal system.
2. Include ability to supervise and work with a
mixed work force and efforts toward Affirmative
Action goals on the performance, evaluation of
management personnel.
3. Evaluate performance appraisals for disparate
impact on protected groups.
4. Provide for confidentiality in the appraisal
ratings and ensure that the appraisal
information is used for job related purposes.
5. Provide training to management and supervisory
personnel on the conduction of performance
evaluations, orientation, counseling and
discipline of employees.
(3) Reductions in Force. Decreasing revenues or the phasing
out of programs may require the layoff of City employees.
City personnel who are in Civil Service positions are laid
off by seniority; those with the least service are laid
off first.
Many protected group members are affected by the economic
climate and in terms of the City layoffs because they
usually are the persons with the least amount of time in
the City government. If layoffs occur in City government,
it is the responsibility of the City management to
determine whether there will be a disparate effect or
consequence on protected group members, consider
alternatives and make appropriate adjustments, e.g.
transfers to other divisions or departments.
If City personnel are laid off because of budget or for
budget reasons, the Personnel Division will make a
vigorous and thorough attempt to contact those laid off
persons for vacancies that occur in the City.
(4) Exit Interviews. There is a need to obtain information
about why permanent employees voluntarily leave the City's
work force. The information provided by these exit
interviews will enable the City to make adjustments to
alleviate or resolve problems that are revealed. The
Personnel Division will take primary responsibility in the
exit interviews, but this responsibility should also be an
integral part or role of all managers and supervisors.
D. Career- Development
AACTION
AA/A21 12/10/91
The third and important part of a comprehensive Affirmative Action
Plan for employment is Career Development which acts as an
incentive to retention by providing employees with opportunities
for career advancement and mobility. Career Development enables
21
employees to convey who they are, to communicate where they would
like to go or become, and to implement that self-image. Career
Development is also a process for which employees recognize career
opportunities which they will be able to make contributions and
from which they can expect to experience fulfillment to develop
implementing skills to obtain desired positions and adjust to
them. It should be noted, however, that there are City employees
who may not wish to participate in a career development or upward
mobility program because they do not want to change positions and
are comfortable where they work. Therefore, any career develop-
ment program will be on a voluntary basis.
Since all City employees are involved in Affirmative Action,
career development shall not be limited to protected groups but
will be made available to all City employees. Special emphasis
will be given, however, to those target areas (jobs) identified as
underrepresented or concentrated with protected groups. Also,
emphasis will be placed on special interests and needs of City
employees which are job enhancement related.
What and how would the City benefit from a career development or
training program? The most obvious is that it would enhance the
skills of present City employees to make them more productive
workers; second, it would provide a vehicle in which City
employees that are in "dead -ended" positions' to qualify for
different positions in the City; and finally, it would provide
ways for movement of protected groups in areas of
underrepresentation and concentration.
The Affirmative Action Committee, who consist of representatives
from the City Departments, shall make recommendations to the City
Manager regarding the distribution and proposed use of any funds
for Affirmative Action purposes. The Committee may, on an annual
basis and during the budget process, identify and determine the
needs, costs, priorities and target areas for the use of these
funds. The funds could for example, be used for the following:
bridge positions; testing and interviewing techniques; com-
munication; stress and coping skills; time management skills;
clerical skills enhancement; police and fire training needs; and
cross -training of employees in City Departments.
As a part of Career Development, the selection process for
promotion will be evaluated for nondiscrimination.
(1) promotions. Promotions can be the result of position reclass-
ification or of a new position for the employee. The position
may be classified upwards, with a corresponding increase in
salary, when there has been an allocation of new duties and
responsibilities which are beyond that of the lower, original
classification. Reclassifications will be done during the
year
AACTION
AA/A22 12/10/91
Relative to the Affirmative Action goal, the
(a) Department will:
1. Post job advertisements of promotional vacancies
throughout the department.
22
2. Ensure that protected groups members have knowledge
about promotional vacancies.
3. Ensure that classifications are sought in a non-
discriminatory manner.
(b) Personnel Division will:
1. Advertise promotional vacancies as required by Civil
Service Rules throughout the city government.
2. Support and encourage promotions.
3. Encourage employees to qualify and apply for pro-
motional opportunities.
4. Ensure that annual classification requests are done
in a timely manner given adequate staff.
5. Promote increased use of tuition reimbursement
program.
(c) Personnel Officer will:
1. Monitor department promotions for Affirmative Action
goals.
2. Report goal accomplishments to the City Manager with
the annual Affirmative Action Report.
(2) Skills Asse sment/Training. Skills inventories help assess
employees' present skills and any need for training. A skills
or work force inventory of City employees generally includes:
present position, work history, education, date of employment,
promotion potential, and training or development needs. Also
the number of classifications that City employees can potent-
ially go into.
AACTION
AA/A23 12/10/51
Relative to the Affirmative Action goal, the
(a) Department will:
1. As a part of the performance evaluation, assess the
skills of all employees and training needs.
2. Ensure that departmental nominations for City -
sponsored training (training not for Affirmative
Action) are allocated in a nondiscriminatory manner
(minorities and females should be allocated at :least
as much as their work force participation or repre-
sentation).
3. Counsel employees on training and encourage their
utilization of the City's tuition refund program.
23
4. Provide or adjust time for City employees to attend
training that is job or enhancement related.
5. Recommend City employees who have utilized training
for promotion.
6. Recommend training needs for protected group members.
7. Ensure that training programs are not just used to
improve skills, but to develop new ones.
8. Submit with the annual budget, any training needs to
meet Affirmative Action goals.
9. Include, where possible, special programs and goals
to improve selection and upward mobility for pro-
tected group members, such as non-traditional skills
development for women, supervisory training and
apprenticeship programs to attract members of pro-
tective groups.
(b) Personnel Division will:
1. Coordinate career development training programs and
use the Affirmative Action Committee as a resource.
2. Ensure that managerial and supervisory training
courses include a section on Affirmative Action.
3. Advise employees, as much as possible, on career
advancement and employment opportunities.
4. Recommend training needs for protected group members
to meet Affirmative Action goals.
5. Provide career counseling to City employees.
6. Maintain accurate records of training and education
employees have received.
(c) Personnel Officer will:
AACTION
AA/A24 12/10/91
1. Monitor all training nominations for Affirmative
Action and equal opportunity.
2. Report deficiencies to the City Manager and make
recommendations.
3. Assist protected group employees in obtaining
training opportunities.
4. Assist the department in skills assessment inven-
tories of protected groups.
5. Provide career counseling and consultation services
to protected group members.
6. Recommend training needs for protected group members.
24
(d) Affirmative Action Committee will:
1. Recommend training needs for City employees.
2. Assist in career development training for employees.
E. Special Provisicaa
(1) Handicapped./Veterans Employees oyer 14.
The City of Yakima shall take Affirmative Action to employ
and advance in employment qualified handicapped persons,
Vietnam Era Veterans, disabled Veterans and persons over 40
at all levels of employment. The action shall include, but
not be limited to, the following: recruitment and recruitment
advertisement, selection, promotions, accessibility,
transfers, reclassifications, compensation, City -sponsored
training or training programs.
The Personnel Division will assist with departments in
restructuring jobs and work schedules to provide reasonable
accommodations to meet the needs of qualified handicapped
workers and disabled Veterans.
The Personnel Division will review present personnel
practices and procedures that may exclude members of
protected groups and make changes where necessary.
(2) Identify problem areas.
The Personnel Officer will conduct an analysis of employment
practices to determine problem areas, and make
recommendations for corrective actions.
The analysis will include, but not be limited to, the
following: review of applicant flow, selection, transfers,
promotions, training, recruitment processes and personnel
procedures, concentrations of minorities and females, wage
and salary structure, layoffs, recalls, terminations,
disciplinary action and discharge.
(3) Special Areal
AACTION
AA/A25 12/13/91
a. Pregnancy will be treated as other illness for purposes of
sick leave and a woman is entitled to leave of absence for
childbearing.
b. Wages or job assignments will not be based on the sex of
employees, but on skills and experience needed to do the
job.
c. Sexual harassment is unacceptable conduct in the City's
work place and will not be condoned. See Appendix lI
25
VI. COMPLIANCE
The Affirmative Action Plan, in order to be effective, must have as one
of its components, a method for assuring compliance by all City
departments, employees, contractors, offices, commissions and officials.
Repeated failure to comply with the Affirmative Action Plan shall be
remedied as fairly and expeditiously as possible.
Relative to the Affirmative Action goal, the
A. City employee will:
1. Make every good faith effort to comply with the Affirmative
Action requirements.
2. Report any non-compliance with the Plan to their immediate
supervisor or the Personnel Officer for determination and
action.
B. Appointing Authorities (Department Directors) will:
1. Comply with the Affirmative Action requirements.
2. Take all necessary action to assure compliance with the
requirements of the Plan.
C. City Affirmative Action Committee Members will:
1. Bring any non-compliance to the immediate attention of the City
Manager for action.
D. Personnel Division will:
1. Make all efforts to ensure compliance with the Affirmative
Action Plan and report any repeated or intentional failure to
comply with the Affirmative Action Plan to the City Manager for
action.
E. City Manager will:
1. Take the action necessary to ensure compliance with the
Affirmative Action Plan.
VII. j!ONITORING AND EVALUATIO!
Monitoring and evaluation of the City's Affirmative Action Program is an
important component for determining a workable reporting system which
effectively monitors and evaluates the City's progress toward Affirmative
Action Goals and Timetables. This section outlines the monitoring process
and responsibilities of City agencies.
Relative to the Affirmative Action goal, the
A. Department will:
1. Maintain records of Affirmative Action Goals and evaluate and
consider these goals when making employment selections.
AACTION
AA/A26 12/10/91
26
B. Personnel Division will:
1. Maintain records of Affirmative Action goals, oral exam-
inations, new hires, transfers, retirements, promotions, work
force representation, training nominations and other personnel
actions as required.
2. Adjust procedures and make recommendations to the Civil Service
Commissions to revise rules when current personnel practices
have a disparate impact on protected groups.
3. Compile City-wide annual reports on Affirmative Action and
Contract Compliance.
4. Compile EEC, reports for federal and state agencies.
5. Monitor, evaluate, report and recommend for EEO/Affirmative
Action on City contracts.
6. Monitor and evaluate City progress of Affirmative Action goals
towards City objectives.
7. Establish procedures and design forms to provide for accurate
and timely EEO information.
8. Make recommendations to City Manager and City Council during
budget on measures that could help departments meet Affirmative
Action Goals and Objectives.
9. Monitor training nominations, promotions, hires and all other
personnel actions. Notify departments and the City Manager
when Affirmative Action objectives are not being met.
C. Finance and Budget will:
1. Monitor the use of financial resources for the Affirmative
Action Program.
2. Assist the City Manager and City Council in determining any
changes, deletions or additions to the financial support for
Affirmative Action Programs based on need and effectiveness of
use.
3. Reviews progress towards departments' stated Affirmative Action
objectives during annual budget review.
D. The City Manager will:
1. Receive periodic reports on the Affirmative Action progress
from the Affirmative Action Committee and Personnel Officer„
2. Periodically review Affirmative Action efforts and recommend
revision of the City Council policy in order to increase
efficiency and effectiveness of Affirmative Action in City
employment.
3. Take the necessary action to ensure compliance with Affirmative
Action requirements.
AACTI ON
AA/A27 12/10/91
27
E. City Council will:
1. Review reports on the effectiveness of the Affirmative Action
Plan and interpret these reports for decision-making and policy
formations.
VIII. DISCRIMINATION COMPLAINT PROCESS
Obtaining compliance with the laws pertaining to nondiscrimination in the
City and employment is a significant element in the City's Affirmative
Action Plan. This section describes a process to be used by any person,
employee or applicant feeling aggrieved by any action of any department of
the City, or any City employee in the discharge of that employee's duties,
who feels he or she has been unlawfully discriminated against in the City
because of race, creed, color, national origin, age, sex, religion,
marital status or handicapped.
Relative to the Affirmative Action Goal, the
A.
B.
C.
AACTION
Departments will:
1. Refer any employee who believes they
against to the Personnel Officer.
2. Attempt to resolve the problems in
manner.
Personnel will:
1.
have been discriminated
a fair and expeditious
Assist in resolving problems or complaints.
2. Assist departments in answering charges of unlawful
discrimination, and conciliating charges where appropriate.
Personnel Officer will:
1.
Assist the City Departments with discrimination complaints.
2. Receive, investigate, attempt to conciliate and take to hearing
where appropriate, complaints filed against the City alleging
unlawful discriminatory practices because of race, creed,
color, national origin, age, sex, religion, marital status or
handicap.
3. Use complaints of discrimination to identify areas of change
(institutional or environmental) and a means for remedying
these areas.
4. Hear, attempt to conciliate, and recommend action to City
Manager, on complaints filed against the City alleging unlawful
discriminatory practices because of race, creed, color,
national origin, age, sex, religion, marital status or
handicap.
AA/A28 12/10/91
28
D. City Employees will:
1. Have the option of handling grievances related to
discrimination through their Unions.
2. All other grievances can be handled by Unions, Civil Service
Commission or the City Manager.
E. City Manager and Assistant City Manager shall:
1. Be notified of all discrimination complaints.
2. Attempt to conciliate or resolve problems related to
discrimination prior to a formal filing or finding.
IX. GLOSSARY OF TERMS
Accessibility - A handicapped individual's ability to approach, enter,
and use the City's facilities easily, particularly the Personnel Office,
worksites and public areas.
Affirmative Action ( - Those results -oriented actions which the City
by virtue of its federal contracts must take to ensure equal employment
opportunity. Where appropriate, it includes goals to correct under -
utilization, correction of problem areas, etc.
Affirmative Action Clauses - Clauses included in Federal contracts and
subcontracts detailing the affirmative action requirements for disabled
veterans, Vietnam era veterans and handicapped workers. "Affirmative
Action for disabled veterans and veterans of the Vietnam era" is includ-
ed in all Federal contracts and subcontracts of $10,000 or more.
"Affirmative Action for handicapped workers is included in all Federal
contracts and subcontracts in excess of $2,500.
Affirmative Action E,rocrrams (AAP). A written, results -oriented program
meeting the requirements in which a contractor (City) details the steps
it will take to ensure equal employment opportunity, including, where
appropriate, remedying discrimination against an affected class.
Aged - 40 to 70 years of age.
Annual Goals. Yearly targets expressed as both numbers and percentages,
for placing minorities and females in a job category for which under -
utilization exists. It should be the maximum rate that can be achieved
by making every good -faith effort.
Applicant for employmient -• A person who files a formal application, or
by some other means (resume, letter, request, etc.) indicates a specific
desire to be considered for employment.
Applicant flow data - A statistical compilation of employment applicants
showing the specific numbers of each racial, ethnic, and sex group who
applied for each job title during the year.
AACTION
AA/A29 12/10/91
29
Availability - The percentage of minorities or women who have the skills
required for entry into a specific job category, or who are capable of
acquiring them.
Career counseling - Discussion between a manager or supervisor and an
employee or group of employees to plan a course of training and ad-
vancement for the employee or group.
Contracting aaency, - An entity that enters into contracts with the
Federal government.
Disabled Veteran - A person entitled to compensation under laws admin-
istered by the Veterans Administration for disability, or a person whose
discharge or release from active duty was for a disability incurred or
aggravated in the line of duty.
Discrimination - Illegal treatment of a person or group (either inten-
tional or unintentional) based on race, color, national origin, rel-
igion, sex, handicap, age or veteran status. The term also includes the
failure to remedy the effects of past discrimination.
Disparate treatment - Differential treatment of employees or applicants
on the basis of their race, color, religion, sex, national origin,
handicap, age or veteran's status (including, for example, the situation
where applicants or employees of a particular race or sex are required
to pass tests or meet educational requirements, etc., which similarly
situated contemporary applicants or employees of another race or sex
were not required to take or meet.)
EEOC - Equal Employment Opportunity Commission is responsible for en-
forcing Title VII.
Executiv Order 11246 as amended, prohibits job discrimination because
of race, color, religion, sex or national origin and requires affir-
mative action to ensure equality of opportunity in all aspects of em-
ployment.
Goals and Timetables The City's established employment targets for
minorities and women where the City has identified underutilization of,
or other employment problems relating to, minorities or women in certain
job categories. The City agrees to make a good faith effort to achieve
its goals. Goals are expressed af. both numbers and percentages and are
not quotas.
Good faith efforts - Specific actions taken by the City of Yakima to
achieve compliance with equal opportunity and affirmative requirements.
handicapped individual - Any person who (1) has a physical or mental
impairment that substantially limits one or more of his or her major
life activities; (2) has a record of such impairment, or (3) is regarded
as having such an impairment. A handicap is "substantially limiting" if
it is likely to cause difficulty in securing, retaining, or advancing in
employment.
Job categories - The eight categories designated by the EEOC including
officials and managers, professionals, technicians, office and clerical,
AACTION
AA/A30 12/10/91
30
skilled craft, para -professionals, protective services, and service and
maintenance.
Minorities= The following groups are considered minorities:
- American pian or Alaskan Native. A person with origins in
any of the original peoples of North America who maintains
identifiable tribal affiliations through membership and part-
icipation or community identification.
- Asian or pacific Islander A person with origins in any of
the original peoples of the Far East, Southeast Asia, the
Indian Subcontinent, or the Pacific Islands. This area in-
cludes, for example, China, Japan, Korea, the Philippine
Republic, and Samoa.
- $lack, not: of Hispanic origin. A person with origins in any
of the Black racial groups of Africa who is also not of His-
panic origin.
- iapaln7c. A person of Mexican, Puerto Rican, Cuban, South
American, or other Spanish culture or origin, regardless of
race.
poncompliance - Failure to follow the conditions set out in the City's
equal opportunity or affirmative action plan, and the regulations appli-
cable through those clauses.
Promotion - Any personnel action resulting in movement to a position
affording higher pay, or greater rank, and/or provides for greater skill
or responsibility, or the opportunity to attain such.
Protected Groups - Minorities, women, handicapped workers, aged.
Reasonable accommodation - Alterations, adjustments or changes in the
job, the workplace and/or term of condition of employment which will
enable an otherwise qualified handicapped individual or disabled veteran
to perform a particular job successfully, as determined on a case by
case basis depending on the individual circumstances.
Section °aa of the Rehabilitation Act of 1973 prohibits discrimination
because of handicap and requires affirmative action to employ and ad-
vance in employment qualified handicapped workers.
Section 402 of the 'Vietnam Era Veterans Readjustment Assistance Act of
1974 prohibits job discrimination and requires affirmative action to
employ and advance in employment (1) qualified Vietnam Era Veterans
during the first four years after their discharge and (2) qualified
disabled veterans throughout their working life if they have a 30 per-
cent or more disability.
Skills Assessment - Assessing those skills that make a person eligible
for consideration for employment and promotion for City ;jobs.
Standard Metropolitan Statistical Area ($MSA) - The area used to
calculate minority and female employment representation in the :Labor
AACTION
AA/A31 12/10/91
31
force by number and percent. It is the area in which the City uses as a
model to achieve parity. For the City of Yakima the area is the Yakima
County SMSA.
Standard labor force - Is the sum of all the employed and unemployed
persons 16 years and over within a labor area. The City of Yakima uses
the Yakima County SMSA.
Systemic discrimination - Employment policies or practices which, though
often neutral on their face, serve to differentiate or to perpetuate a
differentiation in terms of conditions of employment of applicants or
employees because of their race, color, religion, sex, national origin,
handicap, age or veteran's status. Systemic discrimination normally
relates to a recurring practice rather than to an isolated act of dis-
crimination, and may include failure to remedy the continuing effect of
past discrimination. Intent to discriminate may or may not be involved.
Underutilization - Employment of members of a race, ethnic, or sex group
in a job or job category at a rate below their availability. The con-
cept of underutilization includes any numerical disparity, and is not
limited by the 80% rule applicable to concepts such as adverse impact.
Veteran's Preference - In all competitive examinations, unless otherwise
provided, the City of Yakima shall give a preference status to all
Veterans who qualify as defined in RCW 41.04.005.
White, not of Hispanic origin - A person with origins in any of the
original peoples of Europe, North Africa, or the Middle East who is not
of Hispanic origin.
AACTION
AA /A32 12/10/91
32
APPENDIX I
RESPONSIBILITIES CROSS REFERENCE LISTING
Reference pages
A. City Council
1. General Responsibilities 3
2. Monitoring and Evaluation 28
B. City Manage
1. General Responsibilities 4
2. Compliance 26
3. Monitoring and Evaluation . 27
4. Discrimination Complaint Process 29
C. Department Directors
1. General Responsibilities 4
2. Implementing Affirmative Action
a. Dissemination of Plan 11
b. Employee Selection 12
c. Employee Retention 19
d. Career Development 21
e. Special Provisions 25
3. Compliance 26
4. Monitoring and Evaluation 26
5. Discrimination Complaint Process 28
D. personnel Division
1. General Responsibilities 5
2. Implementing Affirmative Action
a. Dissemination of Plan 11
b. Employee Selection 12
c. Employee Retention 19
d. Career Development 21
e. Special Provisions 25
3. Compliance 26
4. Monitoring and Evaluation 27
5. Discrimination Complaint Process 28
AACTION
AA-Index3
AI - 1
Pages
E. Affirmative Action Committee
1. General Responsibilities 8
2. Implementing Affirmative Action
a. Dissemination of Plan 11
b. Employee Selection 12
c. Employee Retention 19
d. Career Development 21
e. Special Provisions 25
3. Compliance 26
4. Monitoring and Evaluation 26
5. Discrimination Complaint Process 28
F. Department of Finance and Budget
1. General Responsibilities 8
2. Monitoring and Evaluation 27
G. City Employees
1. General Responsibilities 9
2. Compliance 26
3. Discrimination Complaint Process 29
H. Interview Boards
1. General Responsibilities 10
I. Civil Service Commission/Chief Examiner
1. General Responsibilities 10
2. Implementing Affirmative Action
a. Employee Selection 12
J. Contractors
1. General Responsibilities 10
AACTION
AA-Index4
AI — 2
CITY OF YAKIMA
POLICY ON SEXUAL HARASSMENT
APPENDIX II
Policy
It is the policy ofthe City of Yakima that employees have the right to work in an environment
free from sexual harassment on the job, either from co-workers, supervisors, or managers.
Sexual harassment is prohibited by state and federal anti -discrimination laws where:
(1) the harassment was unwelcome;
(2) the harassment was because of gender;
(3) the harassment affected the terms and conditions of ernployment.
ALL EMPLOYEES ARE PROHIBITED FROM ENGAGING IN SEXUAL
HARASSMENT OlF ANY EMPLOYEE.
Sexual Harassment ]Defined
Sexual harassment is defined as deliberate or repeated behavior of a sexual nature which is
unwelcome, unwanted and not returned. It can be verbal, non-verbal, or physical and
includes behaviors such as unwanted sexual comrnents; suggestive looks orleering; and pats,
squeezes, or repeatedly brushing against someone's body.
Sexual harassment negatively affects morale, motivation, and job performance, and results
in increased absenteeism, turnover, inefficiency, and loss ofproductivity. It is inappropriate,
offensive, and illegal and will not be tolerated.
Employee Responsibility
Employees who believe they are being harassed by co-workers or customers should im-
mediately notify their supervisor. Where employees believe that they are being harassed by
their supervisor; they should notify that person's supervisor or the Personnel Officer.
Investigation of Complaints
When a supervisor is notified of alleged harassment, the Personnel Officer shall be notified
immediately and an investigation by the supervisor will promptly be started. The investigation
will include interviews with the directly involved parties, and where necessary, employees
who may have observed the alleged harassment or who may be similarly situated with the
complaining employee and therefore may be able to testify to their experiences with the
accused employee.
In all instances, the complaint and investigation will be handled in a confidential manner.
Disciplinary Action
If the investigation shows that the accused employee did engage in harassment, thc supervisor
will direct the employee to cease thc harassment activity. The employee may also be disci-
plined according to the City's Administrative Disciplinary Guidelines and appropriate Civil
Service Rules where such guidelines or Civil Scrvic:e Rules apply to the employee in question.
Policy Distribution
This policy will be distributed to all current employees, and to new employees during
orientation and shall be posted on all employee bulletin boards,
APPENDIX III
EDUCATIONAL INSTITUTIONS
Central Wa. St. University
Student Employment
209 Barge
Ellensburg, WA 98926
Clackamus Community College
c/o Dan Lundy
19600 S. Molalla Avenue
Oregon City, OR 97045
Director of Career Services
Western Jr. College
N. 1101 Fancher Road
Spokane, WA 99212-1204
Eastern Washington University
Personnel Office
Cheney, WA 99004
Educational Opportunity
Program
Attn: Bill Sterling
P. O. Box 1647
Yakima, WA 98907
Evergreen State College
Career Planning and Placement
Library 1200
Olympia, WA 98505
Gonzaga University/Personnel
East 502 Boone Avenue
Spokane, WA 99202
Mark Cornett
YVCC
P. O. Box 1647
Yakima, WA 98907
Migrant Education Center
1110-A So. 6th Street
Sunnyside, WA 98944
Pacific Lutheran University
Career Planning & Placement
Tacoma, WA 98447
Perry Technical Institute
2011 West Washington Ave.
P. O. Box 9457
Yakima, WA 98909
Seattle Pacific University
Career Planning & Placement
3307 3rd W.
Seattle, WA 98122
PERVII- N.4 1
32/90
Seattle University
Career Planning and Placement
12th & East Columbia
Seattle, WA 98105
Southern Oregon St. College
Ashland, OR 97520
St. Martins College
Career Services
Lacey, WA 98503
Trend College
Attn: Joan Walter
112 Pierce Avenue
Yakima, WA 98902
University of California
Current Job Announcements
School of Public Admin.
VKC230
Los Angeles, CA 90089
University of Puget Sound
Personnel Office
1500 North Warner Street
Tacoma, WA 98416
University of Washington
Placement Center
301 Loeu Hall F H 30
Seattle, WA 98105
Vocational Mgmt. Resources
Bill Weiss
P. O. Box 381
Redmond, WA 98073
Washington State University
Careers Serv. & Placement
Ad Annex
Pullman, WA 99163
Western WA Univ.
Career Planning & Placement
Louis T. Lallas, Director
Old Main 280
Bellingham, WA 98225
Western Washington University
Personnel Office
Bellingham, WA 98225
Whitworth College
Career Planning
Spokane, WA 99251
AIII — 1
Whitworth College
Personnel Office
Spokane, WA 99251
Yakima Val.Col.Placement
Coord.
Linda Radford
P. O. Box 1647
Yakima, WA 98907
Yakima Valley Community
College
Adult Education Center
Catherine Fousha
16th & Nob Hill Blvd.
Yakima, WA 98902
Yakima Valley School
Speyers Road
Selah, WA 98942
Area Agency on Aging
Yakima County Courthouse
128 North 2nd Street
Yakima, WA 98901
City of Renton -Personnel
Director
Municipal Building
200 Mill Avenue, So.
Renton, WA 98055
Comm. Mexican Amercian
Affairs
Tom Cema
P. O. Box 391
Sunnyside, WA 98944
County Personnel Office
Attn: Dema Harris
Room 412 - County Courthouse
Yakima, WA 98901
Dept of Labor & Industries
1716 South 16th Avenue
Yakima, WA 98902-5713
Dept. of Labor & Industries
Director
1716 South 16th Avenue
Yakima, WA 98902-5713
Dept. of Social & Health
Services
P. O. Box 9788
Yakima, WA 98907
Division of Rehabilitation
P. O. Box 9788
B39-9
Yakima, WA 98909
Employment Security Dept.
Maria Riojas
P. O. Box 747
Sunnyside, WA 98944
Employment Security Dept.
Mark Mochel
306 Division
Yakima, WA 98902
Human Rights Commission
32 North 3rd Street
Suite 441
Yakima, WA 98901
PERVII- N.4 1
3/6/90
APPD,NDIX III
GOVERNMENTAL AGENCIES
Juvenile Parole Services
Ann Smith, Res. Specialist
215 North 3rd Avenue
Yakima, WA 98902-2631
Older American Nutrition
Program
2009-1/2 South 64th Avenue
Yakima,WA 98908
Puyallup Tribal Trmt. Center
Attn: Al Reese, CAC
2209 E. 32nd St.
Tacoma, WA 98404
Retired Sr. Volunteer Program
Yakima, Co. Courthouse
Room B-30
Yakima, WA 98901
S. L. Start & Associates, Inc.
Bruce Smith
P. O. Box 12
Yakima, WA 98907
Social & Health Services Dept.
Marcie John
P. O. Box 470
Toppenish, WA 98948
Tacoma Urban League
Attn: Rey Rodriguez
2550 So. Yakima
Tacoma, WA 98405
United Farm Workers
120-1/2 Sunnyside Avenue
Granger, WA 98932
United Indian Assn. of Central
Wash.
Director
101 Butterfield Rd.
Yakima, WA 98901-2008
United Indian Assoc.
Marilyn Johnson
101 Butterfield Rd.
Yakima, WA 98901
Veterans Job Placement
Program
Correction Clearinghouse
306 Division
Yakima, WA 98902
AIII — 2
Wa. Human Development
Oscar Galvan
1416 Eastway
Sunnyside, WA 98944
Washington Human
Development
5 North "A" Street
Toppeniish, WA 98948
Washington Human
Development
Gilbert Alaniz
1416 Eastway
Sunnyside, WA 98944
Yakima County Mental Health
Attn: Bernie Dawson
321 E. Yakima Avenue
P. O. Box 959
Yakima, WA 98907
Yakima Health District
Attn: Business Office
104 No. 1st Street
Yakima, WA 98901
Yakima Indian Nation
Randy Olney
P. O. Box 151
Toppenish, WA 98948
Yakima Indian Nation
Shirley Fiander/Barb Bond
P. O. Box 151
Toppenish, WA 98948
Yakima Indian Nation
Tribal Employ. Rights Office
P. O. Box 151
Toppenish, WA 98948
Yakima Job Service
c/o Jess M. Ortiz
306 Division
Yakima, WA 98902
Yakima Senior Citizens Center
Older Worker Empl. Program
604 North 4th Street
Yakima, WA 98901
KAPP TV
1610 South 24th Avenue
Yakima, WA 98902
KATS FM
114 South 4th Street
Yakima, WA 96:301
KBBO Radio
P. O. Box 9188
Yakima, WA 98909
KBNG Radio
1510 Hartford Road
Yakima, WA 98901
KDNA and KRSE
P. O. Box 9188
Yakima, WA 98909
KFFM FM
107 North 4th Street
Yakima, WA 98901
KIMA TV
P. O. Box 702
Yakima, WA 98907
KIT Radio
P. O. Box 1280
Yakima, WA 98901
KMWX/KFFM Radio
P. O. Box 1460
Yakima, WA 98901
PERVII- N.3 1
3/6190
APPENDIX III
MEDIA
KNDO TV Public Services
P. O. Box 10028
Yakima, WA 98909
KUTI & KXDD Radio
706 Butterfield
Yakima, WA 98901
KYVE TV
1105 South 15th Avenue
Yakima, WA 98902
Northwest Broadcasting Co.
107 North 4th Street
Yakima, WA 98901
Radio KDNA
P. O. Box 800
Granger, WA 98932
AIII - 3
APPENDIX III
1,,IBLIC COMMUNITY SERVICE AGENCIEa
American Red Cross
P. O. Box 1768
Yakima, WA 98907
Cascade Rehab Counseling
6 South 2nd Street, Suite 804
Yakima, WA 98901
Comp. Rehab. Services
Bob Smith
N. 2610 Van Marten, Suite #1
Spokane, WA 99206
Council for Econ. Opportunity
10 So. Alder
Toppenish, WA 98948
Fillipino Community Center
211 W. Second Street
Wapato, WA 98951
Green Thumb, Inc.
Irene Leth
204 So. 64th Avenue
Yakima, WA 98908
LDS Employment Center
1006 South 16th Avenue
Yakima, WA 98902
LDS Employment Rep.
Rt. 1, Box 346
Outlook, WA 98938
Martin Luther King Ecumenical Center
712 So. 14th Street
Tacoma, WA 98405
Project Yes
903 E. Yesler
Seattle, WA 98122
Tacoma Community House
P. O. Box 5107
Tacoma, WA 98405
Toppenish People for People
608 Washington Avenue
Toppenish, WA 98948
PERVII- N.2 1
3/6/90
AIII - 4
Washington Human Development
Attn: Annie Farias
2812 Main
Union Gap, WA 98903
Yakima Goodwill Industries
222 So, 3rd Street
Yakima, WA 98901
Yakima People for People
P. O. Box 11665
Yakima, WA 98907
Yakima Specialties, Inc.
P. O. Box 9511
Yakima, WA 98909
Yakima Valley Filipino Comm.
Attn: Andy Pascua
116 West "C" Street
Wapato, WA 98951
Yakima Valley OIC
P. O. Box 811
Ellensburg, WA 98926
Yakima Valley OIC
Attn: Director
325 Yakima Valley Highway
Sunnyside, WA 98944-1322
Yakima Valley OIC
Henry Beauchamp
1201 Fruitvale
Yakima, WA 98902
Yakima Valley 010
Kristy Durery
1201 Fruitvale
Yakima, WA 98902
Yakima Valley Visitors Convention Center
10 North 8th Street
Yakima, WA 98901
Yakima Valley Welfare Rights Org.
Attn: Rachel Corbin
207 East "S" Street
Yakima, WA 98901
APPENDIX III
SPECIAL INTEREST GROUPS / INDIVIDUALS
Afrikan Village Cultural Center
116 Firing Center Road
Yakima, WA 98901
AFSCME Representative Paul Sears
115 North 4th Avenue
Yakima, WA 98902
Capitol Theatre
19 South 3rd Street
Yakima, WA 98901
Career Directions Northwest
1722 W. Harrison, Suite 9
Olympia, WA 98502
Commissioner Carlson (Timothy)
1416 South 30th Avenue
Yakima, WA 98902
Commissioner Cox (Jesse)
3409 Roosevelt
Yakima, WA 98902
Commissioner Gerstenberger (Clay)
4702 Douglas Drive
Yakima, WA 98908
Commissioner Posada (Felipe)
316 North 42nd Avenue
Yakima, WA 98908
Commissioner Rennie (Russ)
706 North 58th Avenue
Yakima, WA 98908
Commissioner Wright (William)
7609 West Yakima Avenue
Yakima, WA 98908
Corrections Clearing House
Attn: Alfonso Dabalos
306 Division
Yakima, WA 98902
PERVII • N.1 1
3/6/90
Mexican American Federation
510 South 12th Street
Yakima, WA 98901
NW Develop Services
29013 40th Avenue South
Auburn, WA 98001-2519
Pleasant Market
805 South 6th Street
Yakima, WA 98901
Women's Programs (District Office
Attn: Kris Cozine
Lodge -W3410 Ft. George Wright
Spokane, WA 99204
Yakima Mall Offices
Attn: John Thomas
P. O. Box 1181
Yakima, WA 98907
AIII - 5
APPENDIX IV
BUSINESS OF THE CITY COUNCIL
YAKIMA, WASHINGTON
AGENDA STATEMENT
Item No. /a
For Meeting Of 7/16/91
ITEM TITLE: Presentation of Annual Affirmative Action and Contract Compliance Report for 1990
SUBMITTED BY: Dick Zais, City Manager
Archie M. Sutton, Personnel Officer
CONTACT PERSON/TELEPHONE: Archie Sutton/575-6090
Diana Welch/575-6090
SUMMARY EXPLANATION:
The attached report presents a composite picture of the City's workforce at year-end 1990, the City's hiring efforts for
both permanent and temporary positions during 1990, and the City's efforts to engage women and minority
contractors in the City's various Capital Improvement Projects this past year. Significant statistics in the 1990 report
include the following:
1. The aggregate Yakima Metropolitan Statistical Area Labor Force for 1989 reflects that of the 99,400 people
employed in the region; 44.7% are female and 20.5% are minority. The 1989 base year reflects the most
recent statistics available.
2. As of December 31, 1990, a total of 649 permanent and temporary individuals were employed by the City
Yakima.
3. As of year-end 1990 the City Mat tolvrity workforce for permanent and temporary employees was 17.7%
(115 employees) compared to 15.1% (86 employees) at year-end 1987. For the same period the total women
in the City's workforce for permanent and temporary employees was 29.3% (190 employees) compared to
25.9% (147 employees) at year-end 1987.
4. In 1990, a total of 61 persons were hired into the City's Qermanf of workforce. Of this total, 16 (26.2%) were
minorities and 23 (37.7%) were women. A total of 151 temporary hires were made in 1990; 32 (21.2%) were
minorities and 71 (47.0%) were women.
CONTINUED ON REVERSE
Resolution Ordinance Contract _ Minutes Plan/Map
Notification List Other (Specify)
APPROVED FOR SUBMITTAL: �V
City Manager
STAFF RECOMMENDATION: Accept Report
BOARD/COMMISSION RECOMMENDATION:
COUNCIL ACTION: Report accepted.
LegaIBD
Agenda AA
AIV — i
5. A total of 212 permanent and temporary employees were hired in 1990. Of this amount 94 (44.3%) were
•11-1 -.
1 • .
- - 11 1•
1-
• • 1. •
..1 1 1.• •i• - • • 11.1-1 -1.
temporaryssitions were 45% women and 23% to 25% minority. respectively.
6. During 1990, Block Grant Funds in the amount of 43% of HUD Housing Mutti-family Construction Projects in
1990 were owned and rehabilitated by minority contractors. City Elderly Handicapped Repair Projects utilized
a 35% minority workforce within the private market.
7. Also during 1990, the Engineering Division issued eight contracts with a total value of $1,496,942, of which
$548,601 (36.65%) was awarded to women and minority-owned businesses or employment. The total
minority workforce hours recorded on City projects in 1990 was 14.3%; the female workforce hours
composition equaled 33.4%. The percentage on the EEO reports for 1990 have met the overall goals set by
the Federal Government for women (6.9%) and minorities (9.7%) and met the City of Yakima goal of 10%.
In conclusion, the City's 1990 Affirmative Action efforts succeeded in achieving the City's overall Affirmative Action
hiring and contract compliance goals for 1990.
Legal/BD
Agenda AA
AIV - ii
AFFIRMATIVE ACTION AND CONTRACT COMPLIANCE STATUS REPORT
1990
This status report reviews the City's efforts related to Affirmative
Action Hiring and Contract Compliance during 1990. Included in this
report are discussions of the following items:
1. A review of the Yakima Metropolitan Statistical Area which
establishes the labor force for this area;
2. A review of the City's Total 1990 Ethnic Workforce Profile
including the 12/31/90 statistics for permanent as well as
temporary employees and comparisons with overall City
goals;
3. A review of actual 1990 Annual Hires for Permanent and
Temporary Employees compared with 1990 hiring goals;
4. Projected 1991 City Hiring Goals;
5. A review of the Contract Compliance efforts of the
Community Development Block Grant Program, contracts
monitored by the Department of Engineering and Utilities.
LABOR FORCE
For the majority of positions filled by the City of Yakima, the
applicable labor force includes persons from the area immediately
surrounding the City limits, including the Upper Valley, and
extending into the Lower Valley. Because of the proximity of all
cities in the County to Yakima and the mobile nature of our
population, our recruitment efforts usually extend throughout Yakima
County. Table 1 reflects the labor force of the Yakima SMSA which
includes 93,100 employable individuals. Some of these persons are
currently employed; others are not. According to Yakima SMSA, as of
May 1, 1990, 99,400 employed, 11,800 unemployed, reflecting an 11.9%
unemployment rate. Of that 99,400 group, 44.7% are female and 20.5%
are minority. Statistical comparisons identify an increase of 11.6%
in Yakima SMSA Labor Force from 1986 (1986 SMSA 89,100).
B-PERSNLL DD/1990
AIV - 1
TABLE 1
YAKIMA METROPOLITAN STATISTICAL AREA
LABOR FORCE*
1989
Ethnic Minority Group
Total Native
Total White Minority Black American Asian Ma Hispanic Female
# 99,400* 78,930 20,470 740 2,830 770 610 15,520 44,400
% 100.0 79.4 20.5 0.7 2.8 0.8 0.6 15.6 44.7%
*Reflects a 6.8% increase or 6,300 additional employable individuals for 1990 AA Plan as of 5/1/90.
YAKIMA METROPOLITAN STATISTICAL AREA
LABOR FORCE*
1988
Ethnic Minority Group
Total Native
Total White Minority Black American Asian ,Qui Hispanic Female
# 93,100 74,110 18,990 690 2,650 720 550 14,380 42,100
% 100.0 79.6 20.3 0.7 2.8 0.8 0.6 15.4 45.2
*Reflects a 4.5% increase or 2,3000 additional employable individuals for 1989 AA Plan as of 6/2/89.
B-PERSNLL DD/1990
AIV — 2
1990 CITY OF YAKIMA TOTAL WOR ORCE
Permanent Employees
This section identifies the City's total workforce which is
distinguished from the Yakima labor force. The workforce reflects
the employees of the City of Yakima. Table 2 identifies the City's
total "permanent" workforce as of 12/31/90 and indicates that at
year-end, 544 permanent persons were employed compared with 549 for
year-end 1989. This includes permanent full time employees,
permanent part-time employees and seasonal employees. Many are
employed less than full time in the Transit, Refuse, Streets, and
parks and Recreation P visions and are generally considered to be
"next in line" for fu.], time employm n They receive fringe
benefits much the same as full time employees, are represented by
collective bargaining agreements, receive the benefits of Civil
Service coverage, and have been hired through a Civil Service
process.
B-PERSNLL DD/1990
AIV - 3
TABLE 2
Date: 12/31/90
Title: City of Yakima Total Workforce - Permanent
Department-
1
544
White
Minor
-ity
Black
NA
Asian
His-
panic
Fe-
male
Administrative
Services
#
,Total
28
21
7
1
0
1
5
20
Total - 12/31/88
%
100
75
25
3.6
0
3.6
17.9
71.4
Finance and Budget
#
43
33
10
1
0
5
4
29
%
,
100
76.7
23.3
2.3
0
11.6
9.3
67.4
Community Development
#
32
30
2
0
1
1
0
13
,
%
,
100
93.7
6.3
0
3.1
3.1
0
40.6
Police
#
,
132
107
25
2
2
0
21
35
%
,100
81.1
18.9
1.5
1.5
0
15.9
26.5
Fire
#
79
68
11
1
3
1
6
5
%
100
86.1
13.9
1.3
3.8
1.3
7.6
6.3
Engineering &
Utilities
#
105
92
13
2
5
1
5
10
%
100
87.6
12.4
1.9
4.8
1.0
4.8
9.5
Public Works
#
125
99
26
13
2
1
10
28
%
100
79.2
20.8
10.4
1.6
.8
8.0
22.4
Total 12/31/90
1
544
450
94
20
13
10
51
140
96
100
82.7
17.3
3.7
2.4
1.8
9.4
25.7
Total - 12/31/89
#
549
460
89
22
13
10
44
133
%
100
83.8
16.2
4.0
2.4
1.8
8.0
24.2
Total - 12/31/88
#
514
434
80
20
12
10
38
121
%
100
84.4
15.6
3.9
2.3
1.9
7.4
23.5
Total - 12/31/87
#
496
426
70
17
13
9
31
116
96
100
85.9
14.1
3.4
2.6
1.8
6.3
23.4
B-PERSNLL DD/1990
AIV - 4
Temporary gmp1oyees
Table 3 reflects the City's "temporary" workforce, as of December 31,
1990. The December 31, 1990 section of the table indicates that the
temporary workforce decreased by 49 employees over 1989 levels -- from
154 to 105. In 1990, women represented 47.6% of the temporary
workforce, and minorities represented 20.0% of the temporary
workforce. Temporary employees may hold their jobs for up to 866
hours in one calendar year, based upon Civil Service Rules and
Regulations.
By utilizing temporary positions, we are able to provide "hands on"
training which may not be otherwise available. In this manner,
temporary employees obtain the requirements and the skills necessary
to become employed as part of the "permanent" workforce. The
temporary workforce is a training ground, an improving ground and a
resource for access into the Civil Service process which produces the
"permanent" workforce.
B-PERSNLL DD/1990
AIV - 5
TABLE 3
Date: 12/31/90
Title: City of Yakima Total Workforce - Temporary
Department
1
Total
White
Minor
-ity
Black
NA
Asian
His-
panic
Fe -
male
Administrative
Services
1
2
2
0
0
0
0
0
2
Total - 12/31/88
%
100
100
0
0
0
0
0
100
Finance and Budget
1
6
4
2
0
0
0
2
4
Total - 12/31/87 ,11
%
100
66.7
33.3
0
0
0
33.3
66.7
Community Development
1
4
4
0
0
0
0
0
1
%
100
100
0
0
0
0
0
25
Police
1
6
5
1
0
0
0
1
6
%
100
83.3
16.7
0
0
0
16.7
100
Fire
1
0
0
0
0
0
0
0
0
%
0
0
0
0
0
0
0
0
Engineering &
Utilities
1
4
4
0
0
0
0
0
2
%
100
100
0
0
0
0
0
50
Public Works
#
83
65
18
12
2
1
3
35
%
100
78.3
21.7
14.5
2.4
1.2
3.6
42.4
Totall2/31/90
1
105
84
21
12
2
1
6
50
%
100
80
22)
11.4
1.9
1
5.7
47.6
Total 12/31/89
1
154
131
23
10
3
0
10
70
%
100
85.1
14.9
6.5
1.9
0
6.5
45.5
Total - 12/31/88
1
108
92
16
8
4
0
4
47
%
100
85.2
14.8
7.4
3.7
0
3.7
43.5
Total - 12/31/87 ,11
72
56
16
1
1
3
31
%
100
77.8
22.2
.11
15.3
1.4
1.4
4.2
43.1
B-PERSNLL DD/1990
AIV - 6
TOTAL CITY WORKFORCE -- PERMANENT AND TEMPORARX
Table 4, reflects the total City of Yakima composite workforce, for
both permanent and temporary employees. As of December 31, 1990, a
total of 649 individuals were employed by the City of Yakima: 29.3%
were women; 17.7% were minorities. In 1990, the City's original
long-term goals for the total workforce composition overall were set
at 17% for representation of minorities, and 30% for representation
of women. Based upon the above, the minority workforce at year-end
1990 is slightly higher than the long-term goal by 0.7%, and the
women workforce is only 0.7% less than the :Long-term goal.
B-PERSNLL DD/1990
AIV - 7
TABLZ 4
Date.
12/31/90
. �.
Department
# .703
Total
White
Minor
Black
NA
Asian
His-
panic
Fe -
scale
Administrative
Services
#
30
23
_-ity
7
1
0
1
5
22
Total - 12/31/88
4
100
76.7
23.3
3.3
0
3.3,
16.7
73.3
Finance and Budget
#
49
37
12
1
0
,
5
6
33
%
100
75.5
,
24.5
,
2.0
0
12.3
67.4
Community Development
#
36
34
2
0
1
,10.2,
1
0
14
%
100
94.4
5.6,
0
2.8
2.8
0
38.9
Police
#
138
112
26
,
2
2
.
0
22
41 -
% ,100
81.2_
18.8
1.5
1.5,
0
15.9
29.7
Fire
#
79
68
11
1
3
1
6
5
%
100
86.1`
13.9
1.3
3.8
1.3,
7.6
6.3
Engineering &
Utilities
#
109
96
13
2
5
1
5
12
%
100
88.1
11.9
1.8
4.6
.9
4.6
11
Public Works ,
# ,208
_
164
44
25
4
2
13
63
%
100
_ 78.8_
21.2
12
1.9
1
6.3
30.1
Total - 12/31/89
# .703
, 568
591
,112
32
r
10
54
203
Total 12/31/90
4
619
534
115
32
15
11
57
190
Total - 12/31/88
%
100
82.3
17.7
4.9
2.3
1.7
8.8
29.3
Total - 12/31/89
# .703
, 568
591
,112
32
16
10
54
203
% ,
100
84.1,
.
15.9
4.5
2.3
1.4
7.7
28.9
Total - 12/31/88
# .
622 ,
526
, 96
28
16
10
42
168
%
100
84.6.
15.4_
,
4.5_
2.6 _
1.6
6.8
27.0
Total -12 31/87
#
, 568
4E2 _
8$
28
14
10
34
147
%
100
84.9
15.1
4.9
2.5
1.8
6.0
25.9
B-PERSNLL DO/1990
AIV - 8
pis of year-end 1990 the City total minority workforce for germane;
And temporary employees W S 17.7% (115_amployees) compared to 15.1k
1987. For the same period the total women
in the City workforce for>7ermanent and temporary employees was 29.3%
(190 employe- u •I - ,1 . ear -end 1987 .
-,1. •
1990 HIRES:
Permanent Employ e
Attachments C and D to this reflect annual promotions (C) and
terminations (D) covering calendar year 1990. The reports reflect
promotions and terminations for the full calendar year and indicates
only those individuals romo incr and terminating a s
"permanent" employees, including part-time, seasonal and temporary
employees.
As shown in Table 5 in 1990 there were a total of; 61 persons hire
into the Cit,yy's per anent workforce. _This reflects an increase from
1989 when 46 individl. • • viduals hired into
• .
permanent City jobs 37.7% (231 were women and 26 2% (161 were
minorities.. It should be noted that the City budgeted 582.09
permanent positions for 1990. A hiring rate of 61 positions reflects
a slight change in workforce. The majority of the City's employment
opportunities are temporary in nature as indicated in this report.
During 1990, advancements remained the same as in 1989 in the hiring
of permanent women and minorities throughout City departments as a
result of the rule of "three plus three" adopted in 1986 as an
expansion of Charter Civil Service Commission Rules and Regulations.
B-PERSNLL DD/1990
AIV - 9
TABLE 5
Date: 12/31/90
Sitle: City of Yakima Total Hires - Permanent
Department
#
61
Total
White
Minor
-ity
Black
NA
Asian
His-
panic
Fe -
sale
Administrative
Services
#
r-
73.8
10
7
3
0
1
0
2
7
52
%
13
r
100
70
30
0
10
0
20
,70
Finance and Budget
#
5.8
8
6
2
0
0
0
2
6
12
%
1
100
75
25
0*
0
0
25
75
Community Development
#
3.4
4
4
0
0
0
00
2
%
100
100
0,
0
0
0
0
50
Police
#
17
8
9
2
0
1
0
7
3
%
100
0
47.1
52.9
11.8
0
0
41.2
17.7
Fire
#
3
3
0
0
0
0
0
1
%
0100
12
100
11
0
1
0
0
0
1
0
0
0 •33.3
0
1
Engineering &
Utilities
#
%
91.7
8.3
0
8.3
0
0
8.3
Public Works
#
X100
7
6
1
0
0
0
1
3
%
100
85.7
14.3
0
0
0
14.3
42.9
Total -12/31/90
#
61
45
16
2
2
0
12
21
%
100
73.8
26.2
_
3.3
3.3
0
19.7
37.7
Total - 12/31/89
# _
46
36
10
2
1
0
7
19
%
100
,
78.3
21.7_
,
4.4
2.2
0
15.2
41.3
Total - 12/31/88
#
52
39
13
3
1
1
8
17
%
100
75
,
25
5.8
1.9
1.9
15.4
32.7
Total - 12/31/87
1
29
17
12
3
1
1
7
14
% _100
,
58.6
41.4
10.3
3.4
3.4
24.1
48.3
B-PERSNLL DD/1990
AIV - 10
Temporary E12122oyees
During 1990„ the City hired a total of 151 temporary employees, 82 of
whom were employed in Parks and Recreation for summer recreation and
aquatics programs, ballfield maintenance, and pool and golf course
maintenance programs. The balance were employed throughout the
remaining Divisions. Many of the temporaries used in summer
recreation programs have returned for several years and are a
recurring part of the City's workforce. Of the City's 151 temporary
hires 21.2% were minority and 47% female --• as reflected in Table 6.
SPERSNLL DD/1990
AIv- 11
TABLE 6
Date! 12/31/90
Title! City of Yakim Total Hires - Temporary
DepartmentTotal
1
151
119
White
Minor
-ity
Black
NA
Asian
His-
panic
Fe-
male
Administrative
Services
#
'78.8
8
7
1
0
0
0
1
8
7.0
%
Total - 12/31/88
100
87.5
12.5
0
0
0
12.5_100
3
Finance and Budget
#
33
5
3
2
0
0
0,
2
3
3.9
%
6.6
100
60
40
0
0
0
40
60
Community Development
#
1
10
_
8,
_
2
0
,
1,
1
0
5
23.8
%
_
4.1 ,
100
,
80
20
0
10
10
0
50
Police
#
10
8
2
0,
0
0
2
6
%
100
80
20
0
0
0
20
60
Fire
#
0
0
. 0
0
0
0
0
0
%
0
0
0
0
0
0
0
0
Engineering &
Utilities
#
8
6
2
0
0
0
2
1
%
_100
75
25
0
0
0
25
12.5
Public Works
,#
_110
87
23
12
5
1
5
48
%
_100
79.1
20.9
10.9
4.6,
.9
_
4.6
43.6
Total -12/31/90 _
1
151
119
82
12
6
2
12
71
9
96
100
'78.8
21.2
8
4.0
1.8
8 ,
47
Total - 12/31/89
_#
.
129
104
25
14
2
0
9
65
%
100
80.6
19.4
10.9
,
1.5
0
7.0
50.4
Total - 12/31/88
#
,
76
_
63
13
5
3
0
5
33
-
%
100
82.9
17.1
6.6
3.9
0
6.6
43.4
Total - 12/31/87
#
122
93
29
13
_
5
1
55
%
_100
76.2
23.8
10.7
_
4.1 ,
.8 ,
_10
8.2
45.1
B-PERSNLL DD/1990
AIV - 12
TOTAL 1990 CITY HIRES -- PERMANENT _2.11D TEMPORA$X
As illustrated in Table 7, the City continues to make an aggressive
effort to serve all segments of the community's labor force through
equal employment opportunities in 1990. Based on the information
and statistics contained in this table, the total composite hiring
for permanent and temporary employees were virtually equal to the
City's overall hiring goals for 1990. A total of 94 women (44.3%)
and 48 minorities (22.6%) were hired last year„ The City's
original overall 1990 hiring goals were 45% women and 23% to 25%
minority.
B-PERSNLL DD/1990
AIV - 13
TABLE 7
Date! 12/31/90
Title; City of Yakima Total Hires - Permanent i Temporary
Department
1
Total
White
Minor
-ity
Black
NA
Asian
His-
panic
Fe -
male
Administrative
Services
#
18
14
4
0
1
0
3
15
Total -12131/89
4
100
77.8
22.4
0
5.5
0
16.7
83.3
Finance and Budget
#
13
9
4
0
0
0
4
9
%
100
, 69.2_
30.1
0
0
0
30.8
69.2
Community Development
# _
14
12
..
0
1
1
0
7
%
100
, 85.7,
14.;
0
7.1
7.1
0
50
Police
# ,
27
, 16
11 2
0
0
9
9
%
100_
59.3
40./ 7.4
0
0
33.3
33.3
Fire
#
3
3,
0 0
0
0
0
1
%
100
.100 ,
0 0
0
0
0
33.3
Engineering &
Utilities
#
20
17
_
3 0
1
0
2
2
% .
100
85
15 0
5
0
10
10
Public Works _
#
117
93
24 12
5
1
6
51
%
100
79.5_
20.!10.3_
4.3
.9
5.1_43.6
Total -12131/90
1
212
164
48
14
8
2
21
91
96
100
77.4
22.6
6.6
3.8
.9
11.3
44.3
Total -12131/89
1
175 .,
140
35
16
3
0
16
81
96
100
80
20
9.2
1.7
0
9.1
48.0
Total - 12/31/88
#
128
_102
26
8
4
1
13
50
%
100
79.7
_
20.;
6.2
3.1
.8
10.2
39.1
Total - 12/31/87
#
151
110
41
16
6
2
17
69
%
100 _
72.8
27.;
10.6 _
4.0
1.3
11.3
45.7
B-PERSNLL DD/1990
AIV - 14
LONG TERM/SHORT TERM GOALSLEGAL STAND/MDS
In the past, long term goals for the workforce composition of City
of Yakima was designed to achieve continuity with the Metropolitan
labor pool population as a whole. As shown earlier in Table 1, the
Yakima Metropolitan Statistical Area includes 45.2% ;female and 20.3%
minorities. However, the actual demographics of people applying for
City positions do not reflect that proportion of the labor force.
The Yakima labor force includes many people with skills not usually
suited for the types of work the City offers and for which the City
has only limited opportunities. They include physicians, dentists,
nurses, teachers, sales persons, fruit packers/ processors, machine
operators and many farm labor positions. Recent case law actions,
i.e., City of Richland v. 47. A. Croson Co.,, have struck down the use
of general population statistics as relevant to positions utilizing
particular skills. The Supreme Court requires that there be a
procedure by which a hiring goal percentage is linked to the number
of individuals having the skills for a skilled position in that
relevant hiring area. Accordinaly. in the future. the City's
skilled workforce hiring goals must be set according to the
percentage of skillasi...workers in the Yehkima County labor force
(SMSA) which have the skills needed for Cjj;y positions_
Based upon the above, the City's future overall long-term workforce
Affirmative Action goals for both permanent and temporary employment
will be re-examined in the next year to achieve compliance with the
new legal requirements which ahve been imposed. Overall hiring
goals fu 1991 have been retained at 1e 1990 levels. The hiring
aoa1s for 1992 and beyondl shall establish workforce occupational
skills levels to establish more representative recruitment, hiring
•.a1s as they relate to the
skilled workforce composition within the 1990 census and the Yakima
Metropolitan Area Labor Force.
• • . • n .
••.
CONTRACT COMPLIANCE
11 ,
The City contracts projects primarily through the Department of
Community and Economic Development (Housing Division) and the
Department of Engineering and Utilities. During 1990, contracts
exceeding $10,000 were issued by the Housing Division for use of
Block Grant funds and by the Engineering Division for a variety of
construction projects. The goal for participation by minorities
for Block Grant contracts is 5.5%. There is no requirement for
contracting with women -owned firms in the Block Grant Program. All
other contracts for services have a 10% participation goal for
contracts which exceed $10,000 in value. Contracts of less than
$10,000 and contracts for purchases are riot included in the City's
Women and Minority Business Enterprise Program.
B-PERSNLL DD/1990
AIV - 15
During 1990, Block Grant Funds in the amount of 43% of HUD Housing
Multi -family Construction Projects in 1990 were owned and
rehabilitated by minority contractors. City Elderly Handicapped
Repair Projects utilized a 35% minority workforce within the private
market.
Also during 1990, the Engineering Division issued eight contracts
with a total value of $1,496,942, of which $548,601 (36.65%) was
awarded to women and minority-owned businesses or employment. The
total minority workforce recorded on City projects in 1990 was 14.3%;
the female workforce composition equaled 33.4%. The percentage on
the EEO reports for 1990 have met the overall goals set by the
Federal Government for women (6.9%) and minorities (9.7%) and met the
City of Yakima goal of 10%.
With a relatively small number of certified minority firms doing
construction work in the Yakima area, our ability to award contracts
to women and minority-owned firms is somewhat limited. Attachment
A recaps the Engineering contracts awarded in 1990.
In 1990, the Personnel Division obtained the revised report, State
of Washington, Office of Minority and Women's Business Enterprises,
a Washington State Directory of Certified Minority and Women
Business Enterprises. This information is being shared with each of
the contracting departments and has been made available to all City
departments in an effort to expand our ability to contract with
women and minority firms. Again, it must be recognized, however,
that very few of the firms listed in the Directory are located in
the Yakima Valley. Thus, expansion of women and minority
opportunities utilizing the State's directory may cause contracts to
be awarded to minority and women firms located outside of the Yakima
Valley.
,SUMMARY
As in past years, the City of Yakima has endeavored to strengthen
and improve the Affirmative Action Hiring and Contract Participation
Programs. The Citv's 1990 hiring goals for both permanent and
temporary employe were effectively achieved -- women were hired at
a rate of 44,3% and minorities were hired at a rate of 22.6%,
compared with goals of 45% and 23% to 2_5%- respectively,
The City staff is committed to achieving an ethnically balanced
workforce, representative of the areas skilled labor force available
for City positions and ensuring that City contracted work is shared
proportionally with minority and women businesses and other general
contractors.
B-PERSNLL DD/1990
AIV - 16
LT AIS
ATTACHMENT A
czar or =RIM
NNW AND Arratmarrys ACTIOW trams -- rROMICTS OWDER crrr cor>>vlcr 1/1/00 -- 12/31/00
II 'wax:
?sepia* lCmaeaeeeer MI •t
9bea1
Plash
Ilsp.ale
Asian
Indian
roma.
Cawc.Irsi•
!!!!! Cor-
*r.•,1
0Neraeesr
Posse
Irl/0
Ira/0
Ira/9
Mrs/0
ara/0
Airs/m
10th/2u.litviw eCs (P)
10-1/2
0/0
0/0
0/0
0/0
0/0
90-1/2/100%
,•.• „ _
, _ t
OA%
13,5/4%
lith/T.kias
superior (P)
1,241
33-1/2/3%
140/12%
0/0
0/0
539/47%
520.5/421
Rachel's (3) 40
410
0/0
51/0%
0/0
0/0
0/0
S59/92%
53rd Avesee fever
Julian* Des) 11.3
25
0/0
10.3/424
0/0
0/0
0/0
14.5/5e%
Cant.Co.•.Utii.(p)
907.5
0/0
0/0
0/0
0/0
0/0
907.5/100%
Superior (31 12.1
77
10-1/2/211
42/55%
0/0
4-1/2/11
0/0
12/15%
R. Andorton (WW1 4l 0
999
010
b- 01Q
,
7 100%
0 0%
Tutor /avian
Columbia Asph. (P)
1,527
0/0
145/4%
0/0
0/0
0/0
1,302/91%
Airborn (Ung) 13.1
1,300
0/0
0/0
0/0
0/0
1,300/100%
0/0%
VCR (8) 10.1
218.5
0/0
00
0/0
0/0
0/0
210.5/1000
wale crrot (181%1 9.4
115
0/0
Oro
0/0
37/52%
37/32%
41/36%
Canal Na.tewNr
D.bla.io 82.5
240
0/0
i 120/50%
0/0
0/0
0/0
- 120/50%
Pipi,s Con.tructioe
(P)(11810
Withrow (01
17.5
234
0!0
0/0
0/9 1
0!0
0/0
234/100%
groyne Ave. superior (P)
2,278
0/0
103/050
0/0 I
0/0
440/21%
1704/74%
P.tteraoa AMMO
,21%
332
0/0
332/100%
0/0
0/0
0/0
0/0
l.t 5 "E" Stank 8up•rioa (►1
5,SS!
94/01%
007/12%
0/0
331.5/051
1,100/2!%
3,421.5/521
Taaffie iap.dltor
10.1%
780
0/0
324/41%
0/0
0/0
454/500
0/0
(ems)
1lithrov q►
174
0/0
Ili/i7%
0/0
010
0/0
58/33
1Xnoble'a 31) 1
}0z
9910
./0
n/0e/0
0/0
202/100%
lith Ave. Paving
3up•rior (P)
900
0/0 47/05%
0/0
0/0
__
72/00%
781/87%
Traffic
tspedltors (tet)
14%
913
0/0 79/08%
0/0
33/03%
114/05%
37/20%
Juiian'a Co.arets
bot)
2%
30
0/0 30/100%
0/0
0/0
0/0
0/0
312.5
0/0 0/0
0/0
0/03%
0/0
303.5/07%
Rnobol'S (1)
UMW
TOTAL
20.524 1
0.7% 1__ 11.61 =
S 1_
20 .
33.4%
52.2%
1110140.0
anal
CORRECTION TO ITEM 12, ATTACHMENT A. PAGE 2
P Prime Contractor, Total Dollar Value to Date $948,342.60
(P) (WBE) Prime Contractor Women Business Enterprise,
Total Dollar Value 263,068.09
S Sub Contractor, Total Dollor Value 192,232.23
WBE Women Business
(Enterprise Subcontractor) Total Dollar Value 234,181.66
MBE Minority Business
(Enterprise Subcontractors) Total Dollar Value 51,350.49
Total Expenditure 1/1/90 - 12/31/90 $1,689.175.07
AIV — 18
ATTACHMENT B
1990 CITY PROMOTIONS AND AVAILABLE POSITIONS
AS OF 12/31/90
Effective
Date Position
Employee
Outside
or Prom. Ethnic
Hire Code
1/1/90
Police Officers (2)
Kelly Willard
Darryl Henning
0
0
Whie/Male
While/Male
1/2/90
City Council Members
Lee Semon,111
0
Whie Male
Geo • e Pechtel
0
White Male
1/2/90
Accountant
Cindy Epperson
0
While/Female
1/2/90
Associate Planner _
Lynn Kohn
0
Wlude/Female
1/16/90
Accountant
Tim Jensen
0
While/Male
3/5/90
Recreation Leader
Ann Blaz
0
Whie/Female
3/5/90
DAM
Clarvine Manuel -Van E.....
0
Whie/Female
4/1/90
Police Officers (5)
Tim Paudler
0
While/Male
Greg Copeland
0
Whde/Male
Preston Brown
0
Whie/Male
Nolan Wentz
0
WhdelMaie
Linda Ha•ert
0
Whie/Female
4/2/90
Custodian
4/2/90
Sewer Maint. Spec. (2)
4/2/90
Sewer Maint. Spec.
Martha Jaquins
Martin Biehl
Allen Mason
Randy Fleming
Bob Diilman
Joe Haratson
4/9/90
Indus. Maint. Worker (2)
Whie/Female
While/Male
Nal. Am/Male
5/1/90
Custodian
Greg St. George
Whie/Male
Whie/Male
Wilde/Male
Wilde/Male
5/1/90
Irrigation Spec:_' CYnl Demarias
0
WhielMale
5/16/90
Police Department Asst. II
Joe Salinas
0
Hispanic/Male
6/1/90
Police Often; (3)
Frank Bowersox
Joe Martinez
Eric Walls
O
O
O
Hispanic/Male
Hispanic/Male
Black/Male
6/1/90
Police Department Asst. 11(2)
6/1/90
6/18/90
Transit Operator
Lab Tech.
Sara Devora
Tom Larez
Mitzi Slugs
Karina Erickson
0
0
0
Hispanic/Female
Hispanic/Male
Whde/Female
0
Whde/Female
7/16/90
8/1/90
City Engineer
Fred French
Rebounb Rehab Administrative Irene Gutierrez
0
0
PERP t
m59t
AIV r 19
While/Male
HispaniclFemalt.
Effective
Date •
Position
Employe•
Outside
or Prom.
Hire
Ethnic
Code
1/1/90
Police Lieutenant
+
Pete Adkins
PROM
Whne/Male
1/1/90
Police Sergeant
Verran
PROM
While/Male
1/1/90 ,
Fire CO.
,
.Tom
Joe May
. PROM
White/Male
1/1/90
Fire U.
Rod Vetsch
PROM
Whete/Male
1/8/90
DA 111
Arlene Bertzing
PROM
While/Female
2/1/90
Bldg. Supt.
Parks Adm. Spec.
,
Jerry Robertson
Ron Dragoo
,
PROM
0
Wh e/Male
White/Male
8/1/90
8/1/90
Sewer Spec. I
Legal Assistant
,
Steve Waters
Debra Woodwodc
0
0
Whie/Male
Whne/Female
8/6/90
8/16/90
Rebound Rehab Admin. Assistant
_Mary Garda
0
Hispanic/Female
Whde/Male
Black/Male
9/1/90
Police Officer (2)
Noel Mason
Reginald Oden
_
0
0
9/1/90
Assistant City Attomey
Susan Woodard
0
Whde/Female
9/1/90
Police Department Asst. II
Katy Ybarra
0
Hispanic/Female
9/1/90
WWTP Operator I
. Shaun Rehfield
0
White/Male
9/4/90
Bilingual Cashier
Glenda Urvina
,
0
Hispanic/Female
9/7/90
Cashier
Christine Wilson
0
While/Female
9/10/90
Code Inspector
Charles Nash
0
White/Male
3
9/24/90
Computer Programmer
, Gilbert Sabatini
0
Whde/Male
10/1/90 ,
Associate Planner
Dan Valoff
0
White Male
10/1/90 ,
WW Operator
Stan Sellers
,
0
White/Male
10/1/90
SignavElectronic Tech. II
Doug Metz
0
White/Male
10/8/90
Admin. Asst. to the City Manager
Marketa Oliver
0
Whne/Female
10/10/90
Cashier
Vairie Harrington
0
Whae/Female
11/2/90
Firefighter (3)
,
Bruce Drotlinger
Greg Ahmann
Victoria Moon
0
0
0
Whae/Mate
While/Male
WhIe/Femate
11/3/90
DAII
Alexis Hageman
0
Whr1e/Female
11/9/90
Department Asst. II
_Marsha Wilske
0
White/Female
11/13/90
Transit Operator
Richard Hemandez
0
Hispanic/Male
11/13/90
Rebound Rehab. Officer
James Robinson
0
NatArn.Male
12/1/90
Department Assistant 11
.
Maria Valladares
0
Hispanic/Female
12/1/90
Police Officer (2)
Mike Tova
Scott Gylling
0
0
Hispanic Male
WhIe Male
12/10/90
_ Department Assistant 11
_
Shawn Valdez
0
WhIte/Female
PERSXJ-P 2
1ns91
AIV — 20
Effectly•
Date
Position
ptoyee
Outs de�'
or
HireEthnic
Cods
2/18/90
Cable Comm. Mgr.
Wendy Warren
PROM
White/Female
3/1/90
Street Main. Spec. II
Ken Thomas
PROM
Whfe/Mate
3/1/90
Supv. Associate Planner -____r
Joan Davenport
_
PROM
White/Female
White/Female
White/Male
3/19/90
Transit Dispatcher
—
Shirley Keith
PROM
4/1/90
Fre Capt.
AI Chronister
PROM
1/1/90
Fire Lt.
Abel Castilleja
Lionel Gua'ardo
PROM_
PROM
Hispanic/Male
His •ankJMa1e
1/2/90
Sewer Main. Crew Leader
3/2/90
Sign. Elec. Tech 11I
Cud Butler
PROM
1 hite/Male
1/9/90
Asst. Wastewater Supt.
Bruce Bates
PROM
White/Male�
White/Male
4/9/90
Laborer _
811 Me er
PROM
5/1/90
Dept. Asst. III
Fran Eads
_._..
PROM
White/Female
5/1/90
Accountant
Edna Tobia
PROM
Asian/Female
5/1/90
Pre-Treatment Spec.
Greg Bohn
PROM
White/Male
5/1/90
Fire Admin. Asst. _
Vir inia Nistti
PROM
Hispanic/Female
Hispanic/Male
White/Male
White/Male
White/ Male
5/1/90
Parts Caretaker (2)
Emilio Lopez
Jeff Samson
PROM
PROM
5/8/90
Street Main. Spec I (2)
Calvin Milner
John Rutter
PROM
PROM
6/1/90
WWTP Proc. Control Supv.
Joe Schneb
PROM
White/Male
6/1/90
Deputy City Clerk
Mary Loved
PROM
White/Female
White/Male_�,�
White/Femate
6/1/90
Laborer
Ra Kem
r
PROM
6/11/90
Accounting Tech.
Diane Schmitt
PROM
7/1/90
DA III
Rids Ybarra
,
PROM
PROM
Hispanic/Male
White/Female
7/1/90
WW Oiler.111
Marie Bossed
7/23/90
WWTP Chief Op. ,_
Tim Cooper
PROM
White/Mal
White/Male,�
White/Male
8/1/90
Batt. Chief
Michael Me er
PROM
8/1/90
WWTP Operator III
Bill Tem71
PROM
9/1/90
Transit Operator
y
Jeff Beaver
PROM
White/Female
9/1/90
Police Officer
Esther Vasquez
PROM
His•anic.'Female
9/4/90
DA IV
Judy Arington
PROM
White/Female
9/24/90
Accounting Clerk II __Ely
Grable
PROM
PROM
While/Female
White/Mal
10/1/90
Computer Programmer
Tom Lit
10/1/90
Department Asst. III
Isabelle Robinson
PROM
Hispanic/Female
White/Male
10/1/90
WW Spec. I __,
Michael Vetsch
PROM —
PERsS»P $
1/191
AIV - 21
Effective
Date
Position
Employee
Outside
or Prom.
Hire
Ethnic
Code
'1/90
WW Sp,-- t
+
Ron Gilpin
PROM
White/Male
10/1/90
WW Spec. 1
Refuse & Recycling Manager
,
_George Justice
Nancy Gaudette
,
PROM
PROM
White/Male
White/Female
10/1/90
10/1/90
Fire Captain
Steve Scott
PROM
White/Male
,
10/1/90Batt.
Chief
Dave Bachmann
PROM
White Male
10/8/90 ,
Department Asst. ill
Carotyn Carver
PROM
10/15/90
Department Asst.111
. Carmen Martinez
PROM
,White/Female
Hispanic/Female
12/1/90
_ Department Asst.111
_ Abid Patwa
,
PROM _
,
Asian+Male
Total Openings
Total Promotions
Total Outside Hires
TOTAL
109
48 — 44%
61 — 56%
FEMALE %
41 — 37.6%
18 — 37.5%
23 —37.7%
MINORITY%
26 — 23.9%
10 — 20.8%
16 — 26.2%
AI I AUHMENT C
CITY OF YAKIMA -- 1990 TERMINATIONS
AS OF 12/31/90
Position
Terrains-
tion Dates
11/20/90
scam,
Perm
Employee -�
First Name _Last
Robert
—'
Name
Barcus
Ethnic Code
White male
Parking Checker
. Asst. II E
11/16/90
Perm
Perm
Perm
Shirley _
Johnnie A..
Barker
Brown, Jr
White female
Rad( male
_t —,
Police Officer
3/31/90
Police Officer
1/31/90
William P.
Clads
White male
Dept. Asst. II
—
7/20/90
Perm/
P -time
Anne G.
Cook
White female
Refuse Helper
9/21/90
Perm
Edison
Darby
Black male
Firefighter
7/24/90,
6/23/90
Perm
Perm
Charles A. �-
Wendlin P.
Faulkner
Geffre
White male
Whfte male
Fire Lieutenant
Transit Operator
10/23/90
Perm
Gordon A.
Geise
Whfte male
Accountant
5/4/90
6/30/90
Perm
Perm
,
Marsha
Marcille
Graf
Groenig
Whfte female
Whfte female
Dept. Asst. IV
guatic Leader
2/9/90
P erm
Carrie
Guyer
Johnson
White female
White male
Adm. Asst./Pubrc Wks.
2/28/90
Perm
David S.
Recreation Coordinator
11/30/90
Perm
Ma 'sae
Johnson
White female
Associate Planner
3/21/90
Perm
_Lynn D.
Charlotte _
Angela _
M ron V.
Kohn
Krug
Maryarrez
Menard
Whfte female
White female
Hispanic female
White male
Accounting Clerk 11
8/31/90
10/19/90
3/17/90
Perm
Perm
Perm
Asst. Ill
__pt.
Fire Capt/Day
WTP Chief Operator
10/17/90
Perm
,
Donald J.
Miner
White male
Police Officer
8/29/90 —
Perm
Winston E.
Mitchell
Black male
Park Caretaker
1/31/90,
3/31/90
Perm
Perm
Te G. _
An. el
Neal
Negrete
White male
Hisp. male
Police Officer
Battalion Chief
9/14/90
Perm
Eugene
O'Dell
Whfte male
WWTP 09.111
6/190
Perm
,
Frederick E.
Orr
While male
Ind. Maint. Worker
3/9/90
Perm
Richard
Pewtress
Whrte1male
Police Dept. Asst. II
2/28/90
9/14/90
Perm
Perm
_
Danna _
Ronnie
Roberts
.a
Whfte female
Fire Captain
Roberts
While male
Police Officer
11/30/90
. Perm
Robert R.
__
Rose _
—
White male
PERS 0 1
1/1,591
AIV — 23
Total Permanent City Employees Terminated
12/31/90 Female Minority
46 15 or 32.60 7 or 15.2%
PER= 02
1/1&41
AIV - 24
TermIna-
tion Date
Status
Employee --
First Name
Last Name
Ethnic Code
,PosItIon
Legal Assistant
7/27/90
Kathryne A.
Ruth
White female
Police Officer
_Perm
11/5/90
Perrn
Maria A.
Schade
White female
Transit Manager
12/7/90
Perm
Wiliam
Schultz
White male
Irrig. Spec. l
3/31/90
Perm ,
Vemo F.
Simpson
White male
Custodian
8/10/90
Perm
Greg
St. George
White male
Police Sot.
Perm
_ Robert J.
Thomas
White male
_11/30/90
Deputy City Clerk
2/28/90 ,
Perm
Barbara
Toney
White female
Assistant City Attomey
12/31/90
Perm
D. James
Tree
White male
Police information Spec.
9/30/90
Perm
Rosemarie
Ulmer
White female
Police Officer
3/10/90
Perm
Donald
Van DeVenter
White male
Code Inspector
3/9/90
Perm
Jerry D.
Wade
White male
Capt.
1/31/90
Perm.
Tony
Wentz
White male
-Polce
City Engineer
3/30/90
,
Perm
Dennis
Whitcher
White male
Police Officer +
7/5/90 ,
Perm ,
Joey M.
Willis
Black male
Auto Storekeeper
6/30/90
Perm ,
Joseph O.
Wilson
White male
Police Officer
8/31/90
_ Perm ,
Wiliam G.
Wilson
White male
P & R Adm. Asst.
4/30/90
, Perm
_ JoAnne
Wroblewski
Asian female
Total Permanent City Employees Terminated
12/31/90 Female Minority
46 15 or 32.60 7 or 15.2%
PER= 02
1/1&41
AIV - 24