HomeMy WebLinkAboutM-83-0255•f.
Howard V. Gary
City Manager
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• December 30, 1982 <«_
Affirmative Action Report-1982
Robert D. Krause, Director
Department of Human Resources
�s_aes Affirmative Action Report
I am attaching the Affirmative Action progress report prepared by Dr.
Hattie Daniels based on employment data as of June 30, 1982.
We have spent several months with Department of Computers personnel
verifying the data to assure accuracy.
The changes in the composition of the City work force have been so
momentous during the past five years, and especially since 1979, that
the trends are unmistakable. Because of problems with earlier data,
however, it is still tenuous to make comparisons on a yearly basis. We
hope that problem will be solved for future years.
Our Affirmative Action Program can be highlighted by these landmarks:
1976 - The benchmark year for employment data is 1976,
since there was no approved Affirmative Action
Plan at that time.
1977 - The Department of Human Resources was assigned
responsibility for the Affirmative Action Pro-
gram. A Consent Decree -was issued in the case,
USA v. City of Miami.
1978 - The City Commission adopted a formal Affirmative
Action Plan.
1979 - The City Commission adopted revised Civil Service
Rules intended to facilitate the Affirmative
Action Plan.
1981 - Blacks and Latins comprised more than 50% of the
work force for the first time (53%).
1982 - Minorities and women comprised more than 50% of
Fire and Police employees for the first time (53%)
and increased to 64% of the total City work force.
TO: MAYOR AND MEMBERS OF THE COMMISuMW
F. Y. 1.
TRANSMITTAL DATE �-�� �
E, ,tr
Page 1 of 2
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Previous reports have measured progress since 1976. This report con-
centrates largely on the period 1979-1982, which reflects the enormous
progress since the Civil Service Rules were revised.
There are strong indications that Miami now has one of the most effec-
tive affirmative action programs in the nation. The U.S. Justice
Department has used Miami as a model for other civil service agencies.
Professional associates at conferences and seminars consistently express
astonishment at Miami's rate of progress. A telephone survey of six
other major cities (Jacksonville, Tampa, Atlanta, Houston, Los Angeles
and Washington, D.C.) showed that none was even measuring the percentage
of new hires and promotions for minorities and women, as Miami has done
since the Civil Service Rules were amended in 1979. Only Washington,D.C.
had a higher current employment rate for minorities and women, resulting
from affirmative action efforts that began more than a decade earlier
than Miami's.
Miami has not yet achieved its long-term goal, expressed in the Consent
Decree, of the "participation at all levels throughout its work force of
Blacks, Latins and women approximating their respective proportions in
the City labor force...." Progress is limited in part by turnover, in-
cluding retirements; yet the goal now appears within reach.
Before the Civil Service Amendments were adopted in 1979, projections
showed that at the rate of progress then being made, it would be well
into the next century before the City could achieve a fair representa-
tion of minorities and women in the work force. Progress since 1979
presents the possibility that the basic goals may be achieved within a
decade. In the total work force, Latins could achieve parity in seven
years and women in twelve years. Blacks are already present in the
work force at a percentage exceeding their numbers in the labor market.
Similar projections indicate that in the category of professional em-
ployment, for example, Blacks could achieve parity in five years, women
in five years, and Latins in seven years. Some other categories, es-
pecially officials/administrators, will take longer to achieve parity.
These projections can be affected by a variety of factors. Most threat-
ening is the pending litigation that challenges the City Commission's
action in 1979 to amend the Civil Service Rules.
If the 1979 Rules are invalidated by the Court, all projections will
have to be revised, and it will become necessary to seek new ways to
achieve the City's affirmative action goals.
The Affirmative Action Plan, Section 13,requires
pared by the Affirmative Action Office for review
Upon your approval, it should be forwarded to the
Affirmative Action Advisory Board.
RDK:jb
T
that this report be pre -
by the City Manager.
City Commission and the
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Page 2 of 2 83--"
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HIGHLIGHTS OF
SEMI-ANNUAL PROGRESS REPORT
JUNE 30, 1982
1. Minorities and women now make up 64% of the City of Miami's
workforce; Blacks 29%, Hispanics 28% and Anglo females 7%.
2. The number of Hispanic employees doubled from 1979 (452) to
1982 (992).
3. From 1979 to 1981 female employment increased from 475 to
698, an increase of 47%.
4. The number of Blacks employed in the City 1,006 (29%) exceeds
their representation in the labor force at 19%.
5. For the first time this year minorities and females represent
the majority of protective service employees, Police and Fire,
a total of 53%: Black males 12%, Hispanic males 33% and
women 8%.
6. Since the change in the Civil Service Rules in 1979, 82% of all
new hires and 79% of all promotions have been women and minori-
ties.
7. The percentage changes are impressive. In some cases, the new
numbers are even more revealing:
a. Hispanic employment has grown in three years from 452 to
992. There have been increases in every job category.
Most dramatic are the increases in Professional jobs from
40 to 119; in Technicians from 52 to 93; in Protective
Service from 152 to 442; and in Office/Clerical from 81 to
168.
b. Black employment has grown in three years from 854 to 1006.
More significant is a redistribution of the Black work force;
Black employment has been reduced in Service/Maintenance by
attrition and layoff, but has increased in most other job
categories. Most striking are the increases in Professional
jobs from 21 to 54; in Technicians from 34 to 64; in Pro-
tective Services from 94 to 208; and in Office/Clerical from
82 to 128.
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AFFIRMATIVE ACTION REPORT
JUNE 30, 1982
The City of Miami's workforce totals 3,503; 64% are minorities and
women. Blacks comprise 29% (1006), Hispanics 28% (992) and Anglo
females another 7%. Employment statistics continue to demonstrate
the City's commitment to affirmative action. Attachment 1 shows
overall changes in the composition of the City's workforce from
1976 to 1982. Anglo employment declined from 64% to 42%. Black
employment increased from 26% to 29%. Hispanic employment increased
from 10% to 28%. Employment of other minorities remained at less
than one percent. Female employment increased from 15% to 20%.
A trend which emerges from the data is that Affirmative Action has
resulted in steady increases for minorities and women. Attachment
2 shows the breakdown of employees by job categories and provides
an analysis of minority and female employment. The intent of
Affirmative Action is to insure adequate representation at every
job level. Minorities and women now dominate in every job category
except the two categories of official/administrator and professional.
In the category of official/administrator minorities and women held
35% of the positions. Forty seven percent (47%) of all professionals
were minorities or women, totaling 230 of 485 employed. The majority
of the technical positions (54%) and skilled craft positions (68%)
were held by minorities. Minorities and women held over 80% of the
jobs in the following categories: Para -professional, office/clerical
and service maintenance.
An area of special concern is minority representation in the protective
service area, Fire and Police. For the first time in 1982 minorities
held the majority of protective service positions, 53%: Black males
12%, Hispanic males 33% and women 8%.
Also for the first time in 1982 minorities and women made up the
majority of sworn personnel in the Police Department, Black males
represented 13% (132), Hispanic males 36'6 (363) and females 101 (96)
In contrast in 1977, prior to the implementation of the Affirmative
Action Plan, only 30% of sworn personnel were minorities and women.
At that time Black males totaled 10% (71), Hispanic males 14% (102)
and 6% (46) females. See attachment 3 .
In June, 1982 minorities and women holding uniformed positions in the
Fire Department totaled 158 (25%) out of 632 employed. Black males
comprised 8% (50), Hispanic males 161 (103) and 1% (5) females.
Achievement of an equitable representation of minorities and women
within the Fire Department continues to show steady growth. Attach-
ment 4 indicates an increase from 9'% in 1977 to 16% in 1980 to the
present total of 25%. Nevertheless, minority and female participation
in the Fire Department lags far behind their representation in the
labor force.
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Workforce Utilization
Attachment 5 compares the City's workforce with the Miami labor
market. The labor market data projects the availability of women
and minorities by job category and can be used to set realistic
goals. Blacks are underrepresented in the professional/technical
area (11%) and protective services (16%). Hispanics, the largest
group in the City, are underrepresented in every job category except
office/clerical. Women exceed their availability in pares -professional
and office/clerical positions, but they account for smaller percent-
ages in the positions of administrators (12%) and professionals (23%).
There are no appropriate figures for skilled craft but typically
goals for women range from 3% to 20%. Participation rates for women
in protective service are estimated at 18%.*
The City's long term goal as stated in the Affirmative Action Plan is
to achieve participation at all levels thoughout its workforce of
Blacks, Hispanics and women approximating their respective proportions
in the City labor force. The 1970 Census indicates 19% Blacks, 57%
Hispanics and 44% women in the City of Miami's labor force.**
Black Employment
Blacks are well represented in number, exceeding their percentage in
the labor force. Attachment 6 shows continuous increases in the
number of Blacks employed from 854 (28%) in 1979 to 1,006 (29%) in
1982. The Affirmative Action program has attempted to redistribute
those Blacks employed from heavy concentration in unskilled and
service jobs to management, professional, technical and protective
service categories. In the category of official/administrator,
Blacks increased from 13 (10.8%) in 1979 to 14 (11.6%) in 1982.
Greater increases occured in the professional and technical areas.
The number of Black professionals increased from 21 (6%) in 1979 to
54 (11%) in 1982. In the technical area [clacks also increased their
number from 34 (12%) in 1979 to 64 (17.5%). Of particular interest
is Black representation in the"protective services. In 1979, Blacks
held 94 (9%) of the positions in protective service. By 1982, Blacks
represent 16% (208) of that group. Attachment 5 indicates that
the City's employment of Blacks equals or exceeds their availability
in the labor market in all categories except professional and pro-
tective services. In these two latter categories, the City employ-
ment of Blacks is beginning to approach parity with the labor market.
* 18% - 1974 Employee. Profiles of Women & Minorities in 23 Metro-
politan Areas.
** 1980 Census data on City of Miami labor force not yet available.
Hispanic Employment
Affirmative Action has resulted in significant increases in the
number of Hispanics employed. In 1979, 452 (15%) of the workforce
was Hispanic. By 1982, 992 (28%) were of Hispanic origin.
Attachment 7 shows changes in Hispanic employment from 1977 to
1981. Hispanics now hold 16% of jobs in the category of official/
administrator, up from 10% only five years ago. Other significant
increases for Hispanics occured in the professional area, presently
25%; technical at 26%; and clerical at 42%. As a result of intense
recruitment efforts to attract minorities to the protective service
field, Hispanic representation showed a marked increase over the
past five years. Hispanics represented 15% (152) of the sworn per-
sonnel in 1979, 28% in 1981 and 34% in 1982. Over the past year
the number of Hispanics in the protective service category increased
by 106, a 32% increase.
when labor market data is considered, attachment 5 indicates that
Hispanics remain underrepresented in the categories of official/
admininstrator, professional, para-professional and skilled craft.
Females
Attachment _� shows 3,503 permanent employees; 2,805 (80%) are male
and 698 (20%) are female. The breakdown of females by ethnic group
shows 226 (6.5%) Anglo, 248 (7.1%) Black and 220 (6.3%) Hispanic.
Another 4 are classified as Other. As reflected in attachment 8
females are still heavily concentrated in the para-professional and
office/clerical area representing 55% and 80% respectively. Note-
worthy increases occured since 1979 in the areas of professional
from 47 (13%) to 113 (23.6%); technical 15 (5%) to 86 (23.6%) and
protective services from 57 (6%) to 99 (7.6%). There also has been a
modest increase in the official/administrator category from 9 (8%) to
14 (11.6%).
From 1979 to 1982 the number of women increased by 223, an increase
of 47%. In 1979, 63% of all women employed fell into the office/
clerical category. In 1982 this number had declined to 46%. Forty-
five percent of all women employed in 1982 worked in the areas of
administrative, professional, technical and protective service com-
pared to 27% in 1979.
Salary
Attachment 9 reports 248 individuals in the salary range of $35,000-
above. Minorities represented 21% of this group which included 12 (5%)
Black males, 22 (93) hispanic males, 16 (6%) women and 2 (1%) other
males.
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In 1982, 1,467 employees earned between $20 - 35,000. Anglo males
represented 58% of this group a decline from 705 since 1981. Minority
representation increased at this range to 42%; Black males 174 (12%).
Hispanic males 265 (18%) and females 170 (11`1).
In the lower salary range below $20,000 minorities and women represented
85%. There were 341 (15'15) white cnales, 662 (30%) Black males, 596
(27%) Hispanic males and 608 (27%) females.
New Hires & Promotions
From July 1981 to June 1982, 630 new employees were hired. Minorities
and females accounted for 505 (80%). The distribution of those hired
is as follows; 181 (29%) Females, 106 (17%) Black males, and 218 (35%)
Hispanic males. Attachment 10 shows new hires by job category, by
race and sex. In the category of offical/administrator, of 8 new hires,
2 (25%) were females, and 2 (25%) were Latin males. In the area of
protective service, minorities and women represented 282 (78%) of those
hired, which included 70 (19%) Females, 53 (15%) Black males and 159
(44%) Hispanic males. Females still dominate in the clerical category
representing 80% of all new hires. In the skilled craft area it is
worthy to note that 2 (6%) females were hired in addition to 20 (64%)
minority males.
The change in Civil Service Rules is recognized as being the catalyst
for our achievement in Affirmative Action. Attachment 11 reflects
the effective period of the new rules August 24, 1979 through June
30, 1982. That report shows:
1. 82% of all new hires have been women and minorities. Of 1,439
hired, 433 (37%) were Black, 652 (56k) Hispanic, and 377 (26%)
females.*
2. 79% of all promotions have been women and minorities which
exceed their representation in the City's workforce.
* The figure for Blacks and Hispanics includes both male and female.
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SUMMARY
This report is based on statistical data generated by the Department
of Computers for June 1982. It is the intent of this report to
assess progress toward meeting goals set by the City's Affirmative
Action Plan and to recommend stategies to achieve the most equitable
employment opportunities for minorities and females.
The standard against which employment participation of women and
minorities are measured is their representation in the City's labor
market. Minorities and women comprise 87% of the labor market based
on the 1970 Census. Blacks represent 19%, Hispanics 57% and women
44% (all ethnic groups included).
The City has made notable progress in the employment of minorities
and women. In fact the majority, 64% of the City's employees, are
now minorities and women. Since the inception of the Affirmative
Action Plan all groups have increased their numbers and improved
their participation in the higher paying occupations. For the first
time this year minorities and women make up the majority of protective
service workers (Fire and Police).
There are several areas in which underrepresentation is still substan-
tial. Women hold less than a proportionate share of City jobs and
remain underutilized in the management and professional areas. The
reasons lie in the nature of City services which involve jobs that
are primarily male -oriented. It is important to continue our emphasis
on opportunities for women in order to modify the traditional employ-
ment patterns.
The employment of Blacks exceeds their representation in the labor
force, but they are underutilized in the professional and protective
service categories. Hispanics made significant progress in increasing
their numbers in City government. But only in the clerical category
did Hispanic employment reach a level equal to their availability in
the work force.
The following are key factors to be considered as we make efforts to
fill positions consistent with our affirmative action goals.
** Hispanics increased their participation in the labor force between
1976 and 1982 but remain underrepresented in every job category
except office/clerical.
** Blacks have equalled or exceeded their representation in the labor
force in all job categories except professional and protective
service. It is important for the City to set a standard as a model
employer and to continue the expansion of opportunities in non-
traditional jobs.
** Women's participation in City government rose between 1979 and 1982.
Still, women are most often found in clerical jobs and are under-
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represented in management and professional positions.
** The number of minorities and females in the Fire Department con-
tinued to increase but still remained below their representation
in the labor force.
** The City will need to continue its efforts to recruit minorities
and women for new positions that may be created and for existing
positions that become vacant as a result of attrition, including
retirement.
** It will be important to monitor existing litigation over the Civil
Service Rules and to consider, if necessary, other employment
practices.
ATTACHMENTS
I
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FUNM AA 1 HEV.
18.1.781
DEPARTMENT PERMANENT EMPLOYEES OCU Y
EMPLOYMENT DATA AS OF
Attachment # 1
JUNE 1976 - 1982
JOB CLASS TITLE
ICOLU06NSI
A
MALE
NON -HISPANIC AME4ICANFNON-HISPANIC
ORIGIN ASIAN INDIANTOTAL pq pq
PACIFIC ALASKA9PAOiIC
WHITE BLACK HISPANIC ISLANDER NATIVEACK
B C O E F
FEMALE
TOTAL
rI157ANIC
1
♦SIAN
OROR
SLANCER
i
AMEa1CAN
INDIAN
ALASK AN
NATI{ E
K
MALE
FEMALE
G
H
1976
x
3675
1969
846
306
7
368
104
73
2
3128
5
54%
23%
8%
.2%
10%
34 1
2%
.05
1977
x
3476
1805
790
321
3
346
120
90
%
52%
23%
9%
.08%
10%
3%
2
1978
x
3183
1621
51�
731
23$
320
10%
.1$
10%
3%
3�4
.1�4
84�
'�
%
359
12%
7
.2%
271
9i
109
4%
93
3%
.06%
05
85%
15%
1979
x
3080
1494
49%
745
24%
r
1980
x
%
43%
24%
15%
.3%
8%
5%
51
.11
82%
18%
x
%
3310
1287
39%
731
22%
632
19%
12
.36%
7%
6.5%
5.6%
0
2663
82%
48
20$
1981
758
772
17
226
248
220
4
2805
698
1982
x
3503
1258
%
35.9%
21.6%
22$
.49%
6.5%
7.1%
6.3%
.11%
801%
20%
x
x
%
x
x
x
%
L''
A
Fo1m.AA 2 nev.
IB•I.78)
DEPARTMENT PERMANETOR CATEGORP F.S
Attachment A 2
EMPLOYMENT DATA AS OF _June 3 i,L98.2�
MALE
FEMALE
TOTAL
NON HISPANIC
ASIAN
AMERICAN
INDIAN
NON HISPANIC
ORIGIN
ASIAN
AMEaiCAN
"C,'A4
MALE
EMALE
TOTAL
ORIGIN
on
OR
DR
CA
JOB CATEGORIES
ICOLUMNSI
8K
HISPANIC
PACIFIC
ISLANDER
ALASKAN
NATIVE
HISPANIC
PA(:It IC
'SLANJFIt
ALA';KAN
NATIVE
WHITE
BLACK
WHILE
BLACK
A
B
C
D
E
F
6
H
I
K
A. OFFICIALS/
N1
121
79
10
16
2
7
4
3
107
14
%
65.3$
8.3$
13.2$
1.7$
5.8%
3.3%
2.5%
88,4%
11,61
ADMINISTRATORS
N
485
255
32
77
8
46
22
42
3
372
113
B. PROFESSIONALS
%
52.6%
6.6%
15.9%
1.7%
9.5%
4.5%
8.7%
.62%s
76.7%
23.31
x
21
278
86
C. TECHNICIANS
%
45.61
10.9
19 $
11 %
6 6%
5 8%
76.4A
23.61
D. PROTECTIVE SERVICE
N
1203
99
2
6
84%
92.41
7.6$
x
12
1
37
46
E. PARAPROFESSIONALS
Q6
x
8
F. OFFICE/CLERICAL
9
G. SKILLED CRAFT
a
31 5.4
g
H. SERVICE/MAINTENANCE
1
18
567
19
9.6%
76.3%
10.9%
.17%
3.1%
96.8
3.21
SPECIAL EVENTS &
PART TIME
x
%
3503
1258
758
772
1 17
16.5%
226
248
220
4
2805
698
%
35.9%
21.6%
22%
.49$
7.1%
6.3%
.11%
80.1%
19.91
TOTALS
N
%
FONM AA.1 HIN
(8.1.78)
Attachment # 3
It %
DEPARTMENT Pofjc�E
EMPLOYMENT DATA AS OF
DUNE 1977 - 1982
JOB CLASS TITLE
TOTAL
ICOLUMNSI
BK
MALE
FEMALE
TOTAL
NON -HISPANIC
ORIGIN
HISPANIC
D
ASIAN
OR
PACIFIC
ISLANDER
E
AMERICAN
INDIAN
OR
ALASKAN
NATIVE
F
NON -HISPANIC
OR.
HISPANIC
I
ASIAN
OR
PACIFIC
ISLANDER
1
AMERICAN
INDIAN
OR
ALASKAN
NATIVE
K
MALE
FEMALE
WHITE
BLACK
C
WHITE
G
BUCK
H
1977
N
726
6
71
102
1
32
11
3
6 0
46
100
6%
r69
9.7$
14%
.1%
4.4%
1.5%
.4%
9R
32
4.6%
11
.6$
.4$
93A
71
1978
%
687
100
70
68.5'�
70
10$
100
14.6%
1
.l'�
1979
#
%
636
100
419
5.8%
66
10.3%
102
16%
1
.1%
29
4.5%
15
1.3%
4
.6%
588
92.4%
48
7.6
1
.2%
2
30
5%
39
15
2.5%
28
.8%
12
91.8
786
8.2$
79
1980
1981
+
610
100
865
384
63%
391
63
10%
115
112
18%
278
%
100
5.2%
13.2%
32.1%
.2%
4.5%
3.2%
1.3%
90.8%
9.1%
1982
r
884
395
116
295
2
40
28
8
808
76
.5`�
%
100
44.6%
13%
33%
.2%
4.5%
3.1%
.9%
911
,r
%
%
* Figures exclude
recruits
%
N
I
%
L'7
L7
�I
Uo
/
r(
A
_ x
.S I
A
FORM AA-1 REV.
18•1.78)
EMPLOYMENT DATA AS OF JUNE 1977 - 1982
LM
JOB CLASS TITLE
TOTAL
ICOLUMNSI
eK
A
MALE
FEMALE
TOTAL
NON HISPANIC
ORIGIN
HISPANIC
O
ASIAN
OR
PACIFIC
ISLANDER
E
AMERICAN
INDIAN
OA
ALASKAN
NATIVE
F
NON HISPANIC
0AIGIN
«iSPANIC
1
ASIAN
OR
PACIf 'C
ISLANDER
J
AA/EafCAN
INDIAN
OR
NATIVE
NA
•
MALE
FEMALE
WHITE
e
BLACK
C
NHITE
G
!LACK
I.
1977
#
643
585
10
48
El-
100
91%
1.56%
16
2 5%
7.4%
1978
0
%
633
100
563
9$
1979
r
6
1980
1981
R
640
495
46
96
3
637
3
77.3
7.1%
15%
.5%
99.5'
.5%
N
632
473
50
103
5
627
5
1982
%
75%
8%
16%
.79%
99%
.79%
%
X
%
0
R
I
%
Attachment 0 5
WORKFORCE ANALYSIS
L-)
Ll
JOB CATEGORY
BLACKS
HISPANICS
WOMEN
.1
CITY
LABOR
FORCE
CITY
LABOR
FORCE
CITY
BOR
FARCE
Official/Administrator
12%
6.8% +
15.7%
36.6% -
11.6%
22% -
13% -
25%
33.5% -
23%
42% -
Professional/Technical
11%
19% -
34%
35.5% -
73
NA
Protective Service
16%
Para -Professional
29%
12% +
29%
39% -
55.41
43.5% +
32%
12.6% +
42%
40.5% +
80%
71% +
Office/Clerical
29.5%
13% +
38%
54% -
2%
NA
Skilled Craft
72.4 +
11%
13.4% -
3.2%
5.2% -
Service/Maintenance
79%
Attachment # 6
LF
BLACK EMPLOYEES
1977 1979 1981 1982
JOB CATEGORIES
#
%
#
%
#
#
A. Officials/
Administrators
5
5%
13
10.8%
14
11%
14
11.6%
B. Professionals
21
5%
21
6%
43
11%
54
11%
C. Technicians
22
7.2%
34
11.7%
41
14%
64
17.5%
D. Protective Service
94
8%
94
9%
184
15%
208
16%
E. Paraprofessional
39
33%
22
29%
21
31%
24
29%
F. Office/Clerical
86
18%
82
23%
133
28%
128
32%
G. Skilled Craft
104
34%
107
41%
113
45%
49
29.5%
H. Service/Maintenance
539
77%
481
79%
398
76%
465
79%
TOTAL
910
26%
854
28%
947
29%
1006
28.7%
Attachment # 7
HISPANIC EMPLOYEES
1977 1979 1981 1982
JOB CATEGORIES
#
%
#
%
#
$
#
$
A. Officials/
Administrators
10
10$
15
13%
26
20
19
15.7%
B. Professionals
31
9%
40
11%
63
16%
119
24.6%
C. Technicians
44
14%
52
17.7%
74
25%
93
25.6%
D. Protective Service
123
11%
152
15.4%
336
28%
442
34%
E. Paraprofessional
25
21%
13
17%
20
29%
24
29.2%
F. Office/Clerical
84
18%
81
23%
175
38%
168
42.4%
G. Skilled Craft
35
12%
40
15%
65
26%
63
38.2%
H. Service/Maintenance
59
8%
59
10.2%
60
12.2%
64
11%
TOTAL
411
12%
452
15%
820
25%
992
28.3%
a
FEMALE EMPLOYEES
1977 1979 1981 1982
JOB CATEGORIES
#
$
#
%
#
%
#
9
A. Officials/
Administrators
7
7%
9
8%
18
14%
14
11.6%
B. Professionals
48
13%
47
13%
79
20%
113
23.6%
C. Technicians
12
4%
15
5%
24
8%
86
23.6%
D. Protective Service
64
4%
57
6%
93
8%
99
7.6%
E. Paraprofessional
48
41%
41
53%
36
53%
46
55.4%
F. Office/Clerical
367
79%
298
82%
382
82%
318
80.1%
G. Skilled Craft
1
.3%
0
0
1
.4%
3
1.8%
H. Service/Maintenance
10
l%
8
1%
15
3%
19
3.2%
TOTAL
557
16%
475
15%
648
20%
698
20%
L' J
Ll
t
Q`�
i . II III1 -IIIIII I
FORM AA 1 REV
18.1.7'81
y�.
I'
j..
T'r
DEPARTMENT PEpMANENT F_MPLOYFES BY SAT.ARY BRACKETS
Attachment # 9
Page 1 of 2
EMPLOYMENT DATA AS OF June 30 19A?
L
FEMALE
TOTAL f
' DA I
AME�':AN
MALE
NON -HISPANIC
AMERICAN
NON H.S N C
ASIAN
Ih0'AN
TOTAL
ORIGIN
ASIAN
On
INOIAN
OR
OwGIN
OR
On
MALE
FE-AALE
{7 �
SALARY BRACKETS
ICOLUIMNSI
e lc
HISPANIC
PACIFIC
ISLANDER
ALAS.AN
hATIVE
HISPANIC
►AI.F C
SI,.hOEA
A..�S•ANI
hA'I'+E
WHITE
BLACK
WHITE
SLACK
A
C
O
E
F
G
H
I
IL
'
1
1
80, - 84,999
100%
'
-
r
3
3
70, - 74,999
100%
-
r
65, - 69,999
96
4
—
r
_�_
�
_
60, - 64,999
96
4
r
�
S
55, - 59,999
%
%
r
50, - 54,999
A
34
1
--a—
97.1
2.9
45, - 49,999
%
s
49
40
3
2
2
2
45
4
%
81.6$
6.1$
4.1%
4.1%
4.18
%
8.2%
40, - 44,999
'
129
104
35, - 39,999
80.6�
2
4
2 7
I8
39%
92.9�
7.1�
30, - 34,999
%
74.5%
7
729
56
25, - 29,999
-
r
11198
%
67.6%.2%
16.2%
.89%
3.9%
2.0%
1.2%
92.98
7.18
8
1288
90
' SUB -TOTAL
E18
i-VHNi NA I HLv
4e-1-7ei Page 2 of 2
DEPARTMENT PFRMA-NFNT FMPT CIYFFS BY SAT.ARY ARAC XE S
EMPLOYMENT DATA AS OF June 30 , 1982
SALARY BRACKETS
TOTAL
IcoLUMNs,
9 It
A
MALE
FEMALE
TOTAL
NON -HISPANIC
ORIGIN
HISPANIC
O
ASIAN
OR
PACIFIC
ISLANDER
E
AME41CAN
INDIAN
OR
ALASAAN
NATIVE
F
NO% -HISPANIC
ORIGIN
..ISPANK
I
ASIAN
OR
RACIF,C
ISL&%Cl"
!
AMAF° :AN
1% IAN
OR
ALAsAA4
NAT'�E
4
MALE
FEMALE
s
OLACK
c
w"iTE
G
ILAC[
20, - 24,999
IF
427
125
90
111
5
53
15
26
2
%29.3$
21%
25.91
1.2%
12.4%
3.5%
6%
.45=
77.51
1
15, - 19,999
x1445
20371
440
2
104
119
>
>
%
14,11
31.6%4
4
7.31
-071
10, - 14,999
x
�
�
%
%
7 %
4
5, - 9.999
x
2
2
0
2
%
100%
-
100i
0- 4,999
x
1
1
1
0
%
100%
100R
-
TOTAL
#13503
1258
758
772
17
226
24R
220
4
2305
698
%
35.9
4
6.3%
%
90.1%
19.9
x
x
x
x
j
Attachment # 9a
SALARY COMPARISON BY RACE
1982
n
UPPER INCOME LEVEL
f
`•`
$35,000 b Above
YEAR
TOTAL
ANGLO BLACK
LATIN
ALL
MINORITIES
M b F M& F
M& F
6
WOMEN
%^aMB ER 6 $
1977
24
20 2
2
4
16.6
1979
59
52 4
3
9
15.3
1981
110
90 8
12
23
20.9
1982
246
206 15
25
50
20.3
4
$25,000 - $35,000
1977
182
170 2
10
15
8.2
1979
352
294 26
32
64
18.2
1981
374
304 32
38
81
21.7
1982
1032
765 100
167
311
30.1
L7
x
SALARY COMPARISON BY SEX 1982
r
r.
UPPER INCOME LEVEL
r�
G
$35,000 - Above
YEAR
MALE
FEMALE
i'.
NUM. b $
NUM. b
$
,f
1977
24 100%
0
0
1979
57 96.6%
2
3.4%
r.
1981
105 96%
5
4%
1982
230 94%
15
5%
'
$25,000 - $35,000
..y
1977
179 98%
3
2$
1979
334 95%
18
5%
1981
351 94%
23
6%
1982
964 93%
73
7%
ec
* Figures
exclude racial designation of
Other.
Attachment k 9b
LI
Ll
i
w
:
..y
1.S
-r
1;
Attachtnent 4
lU
CLASSIFIED & UNCLASSIFIED
ATTACHMENT 1 12
DEPARTMENTAL HIRING 6 PROMOTION
DEPARTMENT ALL DEPARTMENTS MONTH JULY-JUNE
YEAR1981-1982
'
TOTAL a OF
ACHIEVE-
`tr
TOTAL TOTAL TOTAL TOTAL TOTAL
'MINORITIES 6 *
E•iENT
A_NGLO MALE FEN.ALES BLACK MALE LATIN MALE HIRED
WCl1EN GOAL
TO DATE
Q
CATtuur.y
FFICIAL 6 A!).- FIST T R
4
50
2
25%
2
25$
8
100I � 4.
� 203
e
PROFESSIONAL (46/34)
12
26
21
46e
5
11$
8
173
4
I
i%1
( Sae
;4%
.EC14NICIAN (21/14)
7
33%
9
4
'^ A. I
'
,PROTECTIVE SERV E
78
22
70
19% 53
15$
159
443
360
1003, 292
, 783 , 1 563
PAP_4PRCFESSIONAL_
4
17
12
523j 2
9%
51
22%1
23
1003i 19
83%1 401 I 83A II�
OFF ICE/CLERICAL (85 78)
7
8
66
78%1
3
4$i
9
11$
85
1003 78 92%
( I
( 501 j
474 t
ISKILLrD CRAFTWOIt' 5 2)
9
29
2
6% 9
29%
' 11
35%
31
1003! 22 71%
i3O4 4
ISLRVICE %tAINTENAJ"40 /52)
4
7
3
53 34
613
273
! 611
1
(TOTAL (630/505)
125
20
181
298 106
17%
218
358
630
1C01' 5C5 1 803
801
JOB
Ce1T£GORY
01 AL a OF ACM. I EVE -
TOTAL TOTAL TO .-"0TAS. TOTAL MINORIT:ES i F:ENT
nvar.n MALE FEMALES BLACK MALE LATIN MALE PRCM0 EO WCNEN GOAL TO OA':E
I -
f
OFFICIAL 6 ADMINISTRATOR
9
3
2
Loik
1 6 1
261k
6
7rt
100
14
PROFESSIONAL
18
404
15
331
3
7
9
20%
45
100
27
60%
�___._....._
TECHNICIAN
21
41t
10
20%
11
22
9
181
51
100
30
593
PROTECTIVE SERVICES
4
13t
7
PARAPROFESSIONALS
2
17
9
751
1
12
100
10
83%
I
I
OFFICE/CLERICAL
53
85%
3
SKILLED CRAFT WORKERS
4
21
`
5--1qj-
SERVICE MAINTENANCE
OT4L 266 206
60
23EaU:
—� SI•i-
( -�J�"'-
'd to rem" the pr•-orcr�ru
ation of Donald Joyce to Chief Fire Of fran Of Category
Attachment 411a
Attachment 11'
CITY-WIDE HIRINCS. PROMOTIONS AND TRANSITIONS Page 1 of 3
EXCLUDING CETA EMPLOYEES
FOR THE PERIOD COVERING N'1
AUGUST 24, 1979 THROUGH JUNE 30, 1982 i7
r
uC�
TOTAL 2 CF
NEW HIRES ANGLO BLACK LATIN OTHER ANGLO BLACK LATIN OTTER TOTAL MINORITIES
*SALE MALE MALE MALE FEMALE FEMALE FE.`SALE FEMALE NEW H:RrS AND WO%`EN
I
a
x
o
z
a
zT
z
+�
z
x
r
x
z
x
$
z
OFF1 CI A1.
AD !IN_ STRATOR
17
507
4
1�%�
`
7
212
3
9:
1
3%
2
6%
f
I
I
!
I 3� 100: 1 17 507
35
( 25%
18
13%
A.
21%
1
0.07
18
13%
18
13%
19
14%
I
138
I f 1 103
PRJFriS?Ot�F1
i
I I,
72%
TEC---SIC?AN
16
28'`
6
107.
22
38%
9
16~
4
7y,
1
2ti
58 � 00%
42 �
FROTFCTIVE
SERVAICES
159
19%,
153
192I
389
47%
1
0.12
24
37.I
76
9:
20
24
822 !=00`
663 81X
FA.°A-
I P- ^ r ONAl-9
� . K_F_S_I�. AS
•,
( 19..
4
�
9..
13
y
28..
4
T.
9�
4
-
9�.
13)
�
28% i
�
I
f 47 1-0
39 81:
0: FICE1
11 I
6%
3%
17!
9%
25
14%
47
26%
741
44%
1 10.05
180 �10��
lE9 I 94'.
CLrF.:CAL
5
SKILLED
(
��
I
I
l CrZAFT W�R}:ERS
12
23X,
16
30%
22
42%
1
2f
2
4%
4)
S3 ,_00..
41
'/
77a
SERVICE
L.r.I N'TENANC E
6
6%
64
60%I
24
22%
1
1%
1
12
11
10%
107 1100%
101
947.
TOTAL
215
18%
210
191
523
362
3
0.2%
85
6%
163
11%
1291
9.
1
.007
1439 100%
1174 82%
r
i
•f