HomeMy WebLinkAboutM-83-0286r::`Sad^;�''.•''ii��tzR-;iec.Y,::��`Mt�lr3i.:�'Y'��t� c-S:C•?�t1��it�r.'!•h:3r�r.¢:].� .. i•�.....`'. - °' - '" �....
Howard V. Gary March 29, 1983
City Manager
Discussion Items on
Affirmative Action
Robert D. Krause, Director
Department of Human Resources
As set out below
As you requested, I have prepared data sheets for possible use
at the next meeting of the City Commission. These include in-
formation on the four topics proposed at the last meeting of
the City Commission.
1.
80% HIRING GOAL FOR MINORITIES AND
WOMEN IN UPPER MANAGEMENT POSITIONS
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2.
SKIPPING NAMES OF WHITE MALES ON
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POLICE PROMOTION REGISTERS
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3.
HIRING GOAL FOR POLICE OFFICERS
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4.
HIRING GOAL FOR FIRE FIGHTERS
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80% HIRING GOAL
FOR MINORITIES AND WOMEN
IN UPPER MANAGEMENT POSITIONS
The term, "upper management positions," may be interpreted in
several ways. In this paper, two interpretations are applied.
One includes all Official/Administrator positions as that term
is defined by the Equal Employment Opportunity Commission
(EEOC). The other includes only those executive positions
that are paid under the City's Executive Pay Plan. To help
illustrate the difference, it may be noted that Police Cap-
tains and Chief Fire Officers (which are classified positions
in the Police and Fire departments) are included as officers
and administrators under the EEOC definition but are not paid
under the City's Executive Pay Plan.
Using the EEOC definitions, the City has 123 Official/Adminis-
trator positions. Eighty percent of this total is 98 posi-
tions. Because of the career nature of the Police and Fire
departments, promotions are made from within. For the next
several years it does not appear likely that the City will be
able to achieve a promotional rate in excess of 50% for these
Police and Fire positions.
If we estimate a 50% promotional rate for the 44 Official/
Administrator positions in those two departments, the City
will have 79 other positions that can be used to achieve the
80% goal. In essence, we would have 79 positions available
to be filled by 76 minorities and women. The promotional goal
for positions outside the Police and Fire departments would be
approximately 96%.
There are 97 executive positions in the City government that
are paid under the Executive Pay Plan. Twenty-six of these
are in the Police and Fire departments. If we assume that we
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will not be able to promote in excess of 50% minorities and
women in these two departments during the next few years, we
will have 71 positions in other departments that can be used
to meet the promotional goal of 80%. In essence, we would
have 71 positions available to be filled by 65 minorities and
women. This means that the City would have an effective goal
of 92% for executive positions in departments other than
Police and Fire.
It would be especially difficult to meet these goals in such
technical areas as Engineering, Computers, Internal Audit,
Finance and Planning. We have difficulty in filling many of
these executive positions at the present time because of the
shortage of qualified applicants. These problems were recog-
nized in the Consent Decree which established a goal of 20%
for official and administrative positions. The City made a
commitment in the Consent Decree to establish a long-term goal
that would reflect the City's labor force in all departments
and all levels of City employment. Thus, the 80% goal is jus-
tifiable as a long-term goal of the City government. For the
near future, it would appear reasonable to increase the spe-
cific goal in the Consent Decree from 20% to an achievable
level of perhaps 40% for the Consent Decree reporting year
from July 1, 1983, to June 30, 1984.
It maybe useful to note that in the past year, 21 people were
appointed or promoted to Official/Administrator positions.
^ourteen of these (67%) were minorities and women. With
small numbers of jobs, a change of a few positions can have
a large affect on percentages. It is also important to note
that Official/Administrator jobs include more positions than
those that are paid under the Executive Pay Plan.
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SKIPPING NAMES OF WHITE MALES
ON POLICE PROMOTION REGISTERS
At the Commission Meeting of March 18, 1983, there was discus-
sion of a possible policy limiting the number of times that a
person can be bypassed on an eligible register in the Police
Department. The purpose for such policy would be to assure
equity in the promotional process and to assure that the City
could meet its promotional goals.
These same concerns motivated the parties who negotiated the
recent amendment to the labor agreement in the Police Depart-
ment. Parties to the negotiations and to the resolution of
problems involving the Consent Decree included the Fraternal
Order of Police, the M.C.P.B.A., the Cohen Plaintiffs, the
Hispanic Officers Confederation, the U.S. Department of
Justice and the City of Miami.
The negotiations resulted in a series of agreements that led
to the reinstatement of the Consent Decree, the dissolution of
the Cohen Consent Decree, acceptance of the Civil Service
Rules that were amended in 1979, and dismissal of all pending
law suits. As part of the labor agreement, a new procedure
was established and identified as "a promotion review proce-
dure for the express purpose of insuring fairness in the pro-
motional'process."
This promotional review procedure provides a series of appeals
in the case of an applicant who was bypassed on an eligible
register. It would appear that any policy adopted unilateral-
ly by the City Commission could be construed to be in conflict
with the labor agreement negotiated between the Fraternal
Order of Police and the City.
83--28C
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The labor agreement was ratified by the Union membership on 11
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March 17, approved by the City Commission on March 18 and
signed by the parties on March 23, 1983.
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March 29, 1983
83�--28C
HIRING GOAL FOR POLICE OFFICERS
The City Commission has had a hiring goal of 80o for minori-
ties and women in the class of Police Officer during the past
three years. The Commission is now considering the possibil-
ity of reducing this goal to 56%.
During the period from January 1, 1980, to March 25, 1983, the
Police Department has hired 765 Police Officers; 622 have been
minorities and women. This represents an achievement rate of
81%. This substantial hiring of minorities and women in the
Police Department has resulted in a substantial change in the
composition of the work force. Minorities and women have in-
creased from 31% in 1977 to more than 60o at the present time.
The City has accepted a long-term goal in the Consent Decree
of a work force that is representative of the City's labor
force. Latin Police Officers now represent approximately 39%
of sworn officers, compared to 57% in the labor market; this
means that the City is still 18% below its long-term goal for
Latin officers. Blacks now represent 16.6% of sworn officers,
compared to 19% in the labor market; this leaves a deficit of
approximately 2.5%. Women officers now represent about 10%
of the total, compared to 40% in the labor market. The 80%
hiring goal has helped the Police Department to increase its
employment of minorities and women from 31% in 1977 to 60% in
1983. A revised goal of 56% would have the effect of reducing
the employment of minorities and women to that level. This
would leave the City substantially below its long-term goal
for minorities and women in the Police Department. A change
in the hiring goal would also affect the promotional goals in
the Police Department. The promotional goal at the present
time is 57%, based on employment as of July 1, 1982. It is
expected that the goal will increase to about 62% on July 1,
1983. If a hiring goal of 56% tends to reduce the number of
83--28
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minorities and women, it will gradually reduce the promotional
goal to a level of 56%. This will have an effect on the hiring
goals for executive personnel. If the City establishes a goal
of 80% for officials and administrators, as discussed at the
last Commission Meeting, the achievement of the goal would be
almost entirely dependent upon appointments in the departments
other than Public Safety. This results from the fact that the
promotional goal in the Police Department would be reduced
gradually to 560, while the Fire Department would increase
gradually to that same level over a period of approximately
eight to ten years.
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blarch 29, 1983
83-286
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HIRING GOAL FOR FIRE FIGHTERS
For the past three years, the City Commission has established
a hiring goal of 80% minorities and women in the class of Fire
Fighter.
For the period from January 1, 1980, through March 25, 1983,
the Fire Department has hired 180 Fire Fighters; 137 of these
have been minorities and women. This represents an achievement
rate of 76%.
During the period of the Consent Decree, the employment of
minorities and women in the Fire Department has increased from
11% to 27%.
During the same time period, the City has hired 765 Police
Officers. This is more than four times as many Police Officers
as Fire Fighters. The impact on employment patterns in the
Police Department has, therefore, been affected more signifi-
cantly by the 80% hiring goal.
Promotional rates in the uniformed fire service under the Consent
Decree (above the rank of Fire Fighter) are shown below. These
include promotions to Fire Lieutenant, Fire Captain, Chief Fire
Officer and Battalion Chief.
Year
July 1 thru June 30 Goal Achievement
1977-78 12% 10%
1978-79 14% 3%
1979-80 15% 25%
1980-81 19% 17.86%
1981-82 23% 23%
1982-83 27% no promotions
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1
FIRE, RESCUE AND INSPECTION SERVICES DEPARTMENT
UN I FORM
"AFF I Rf iAT I VE ACTION ACH I EVEFiENTS IN HIRING"
1978 1979 1980
56% GOAL MET 56% GOAL hiET 56% GOAL MET
22% 24% 2U% 32%
7B Z'�l2A 19B
HIRES 27 GOAL 56%
ACHVM'T 59%
46%
27L
HIRES 29 GOAL 56% HIRES 59 GOAL 56%
ACHVM'T 59% ACHVM'T 80%
CITY
COMMISSION HIRING GOAL ESTABLISHED
7/24/80
1981
1982
1983
TO DATE
80% GOAL
MET
80% GOAL NOT MET
80%
GOAL MET
16%
15%
9A
31%
4225%
3A
U30%,7/
17BOB
3% O
46% 47% 55%.
26L 19L 11L
GOAL 80% GOAL 80% GOAL 80%
HIRES 56 ACHVM'T 84% HIRES 40 ACHVM'T 78% HIRES 20 ACHVM'T 85%
4/1/83
TOTALS TO DATE / 231 HIRES - 65 B 103 L 6 F 56 A (M) 1 0 0i)1
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FIRE, RESCUE 4-:ND INSPECTION SERVICES DEPARTN;E:NT
"CHANGE IN ETHNIC REPRESENTATION OF THE UNIFORMED SERVICE"
TOTAL
UNIFORMED
YEAR PERSONNEL BLACK LATIN FEMALE ANGLO(M)
1976 684 10(2%) 40 (6%) 0 634(92%)
1983 651 59(9%) 118(18%) 6(1%) 467(72%)
CHANGE 1976-1983 -33 1+49
4/1/83
+78 +6 -160
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FIRE, RESCUE nND INSPECTION SERVICES DEPARTMENT
"GROWTH OF 111NORITY REPRESENTATION"
TOTAL DEPARTMENT
10 �o ;
1978/ 63 OF 659
1979/ 90 OF 660 1978 14%
1980/146 OF 679
1981/181 OF 711
1982/273 OF 793 (la/0 B&Z 208 OF 724)
1983/27S OF 900 /
UN I FORM
1978/ 46 OF 636
1979/ 74 OF 634
1980/115 OF 651
1981/150 OF 651
1982/168 OF 651
1983/184 OF 651
(TO DATE)
ANGLO
7%
3
' 22%
i980
1981 26%
1982 34% (w/o B&Z 29%)
\355% MINORITY TO DATE
BLACK(M&F) 83
LATIN(M&F) 167
ANGLO(F) 28
278(71 WOMEN)
12%
180
980
1981 23%
1982 26%
1983 28% MINORITY TO DATE
BLACK(M) 59
LATIN (M) 119
ANGLO(F) 6
184(6 WOMEN)
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FIRE, FESCUE AND INSPECTION SERVICES DEPARTMENT
ETHNIC COMPOSITION BY RANK IN THE UNIFORMED SERVICE
RANK
CHIEF
ASST, CHIEF
DIVISION CHIEF
CHIEF FIRE OFFICER
EXECUTIVE ASST,
FIRE CAPTAIN
FIRE LI EUTE14ANT
FIRE FIGHTER
4/1/83
ANGLO
BLACK
LATIN
TOTAL
1
1
3
3
6
1
7
14
1
15
1
1
2
48
48
75
2
11
88
325
56
105
487
4
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