The URL can be used to link to this page

Home My WebLink AboutM-82-01010 TO Howard V. Gary City Manager CITY Or MIA�At. FLORIDA Robert D. Krause AM/- Director Department of Human Resources ' I0 ^ t 'JV 13 P14 3:3 8 F�� November 6, 1981 "F Affirmative Action Progress Report for 1981 Attached for your review is the Affirmative Action Progress Report for 1981. The Affirmative Action Plan, Section 13, approved by the City Commission on January 11, 1978 requires that this report be prepared by the Affirmative Action Office for review by the City Manager. If the report meets your approval, it should be forward- ed to the City Commission and the Affirmative Action Advisory Board. In addition to monitoring the statistical data required to assess progress in meeting Affirmative Action goals, the Affirmative Action Office engages in other activities which reinforce the program's ob- jectives. A major responsibility is to keep abreast of legislation relative to the equal employment opportunity program and the applicability to City functions. In this capacity a Policy Statement on Sexual Harassment, APM-3-81, was developed and disseminated to City Depart- ments. Several existing procedures which are relative to handi- capped, sex and age discrimination were reviewed for revisions. Specifically under study were procedures regarding pregnant employ- ees, medical guidelines and age requirements for police and fire applicants. Training programs that reinforce equal employment opportunity are an integral part of the Affirmative Action Plan. In June, more than 150 employees participated in a four day multiethnic awareness workshop, designated to increase sensitivity to minorities and women in the community and City government. To articulate the provisions of APM-3-81, information sessions were conducted by the Affirmative Action Office for Department Directors and approximately 75 employees in the Departments of Fire, Public Works, Human Resources and Building and Zoning. A major function of the Affirmative Action Division is the investi- gation of complaints of alleged discrimination. The office pro- cessed ten EEOC cases and thirty in-house complaints during 1981. There were no judgments of -discriminatory practices rendered by the EEOC during this reporting period. The I 'in 82 - 0 1 0 0 Howard V. Gary November 2, 1981 Page #2 these complaints vary and were resolved through formal investigation, negotiated settlements or employee counseling. The Affirmative Action Office,in conjunction with the Consent Decree staf f, monitors departmental hiring and promotions. Since the incep- tion of the Consent Decree in 1977, the City has shown a consistent increase in the hiring and promotion of minorities and females. Specific details are included in the Progress Report. In summary, the City has made progress in total employment opportu- nities for minorities and women. The year ahead provides an opportu- nity for continued efforts. HMD:mc 101 0 # AFFIRMATIVE ACTION PROGRESS REPORT 1981 This report reflects progress made by the City of Miami for the 1980- 81 year, ending June 30, 1981. Statistical information is provided in the areas of employment, job classification, salary, hiring, and promotions. Attachment 1 shows overall changes in the composition of the City's work force during 1980-81. In June of 1981 the City employed 4,659 employees (full-time, CETA, part-time) of which 1,813 (39%) were Anglo, 1,484 (32%) Black and 1,340 (29%) Hispanic (male and female). When CETA employees are excluded minority representation declines. As a result of federal cutbacks CETA participants were terminated from the City's payroll. It is no longer necessary to monitor their progress. Therefore the report concentrates on permanent employees only. Permanent employees totaled 3,310 of which 1,520 (46%) were Anglo, 947 (29%) Black and 820 (25%) Hispanic. Twenty percent (648) of the total work force was female. The City's long term goal is to achieve participation at all levels throughout its work force of Blacks, Hispanics and women approxima- ting their respective proportion in the City's labor force. The 1970 Census indicates 19W Black, 57% Hispanic, 24% Anglo and 44% females in the City of Miami's labor force. A comparison of the long term goal with present achievement indicates that there remains an underrepre- sentation of Hispanics and females in number. The number of Blacks and Anglos employed exceed the percentage in the labor force. It is also the intent of affirmative action monitoring procedures to change the distribution of minorities in the various job categories of the City. Statistics for each group are highlighted below. BLACK Attachment 2a indicates the status of Black full time employees in job categories. Black males and females totaled 29% (947) of the City's labor force. In contrast, in 1977 Blacks comprised 26% of the City's labor force. During the past four years, 1977-81, affirmative action efforts have resulted in a decline of Black employees in service and maintenance positions with a corresponding increase in decision making, professional and protective service areas. Black employees increased in each job category except service and maintenance, which declined from 539 (77%) to 398 (76%) and parapro- fessional from 39 (33%) to 21 (31%)*. In the official administra- tive category Black (males and females) increased from 5 (5%) to 14 (11%); professionals from 21 (5%) to 43 (11%); technicians 22 (7.3%) to 41 (14%); protective service 94 (8%) to 184 (150); office clerical from 86 (18%) to 133 (28%) and in skill craft from 104 (34%) to 113 (45.4%) which includes one female. The decline in the paraprofession- 82 - 1 01 1 al and service and maintenance categories suggests a shift from a concentration of Blacks in unskilled positions to other job cate- gories. *Absolute numbers declined; percentage increased due to decline in total paraprofessionals employed. HISPANIC The City has increased substantially the number of Hispanic employ- ees since the inception of the Affirmative Action Plan. In 1977, Hispanics comprised 12% (411) of permanent employees while in 1981 they represent 25% (820) of the work force. A close analysis of Hispanic employment patterns also shows a re- distribution within job categories, particularly in the upper levels. Attachment 2b indicates that in 1977 Hispanics comprised only 10% (10) of all officials/administrators, 9% (31) professionals, 14% (44) technicians and 11% (123) protective service. Since the previous reporting period, the number and percentage of Hispanics employed increased in every category except service and maintenance. The 820 Hispanic employees were distributed in the following categories; official/administrative 26 (20%); profession- als 63 (16%); technicians 74 (25%); protective service 336 (28%); paraprofessional 20 (29%); skilled craft 65 (26%); office clerical 175 (38%); and service/maintenance 60 (12.2%). The percentage for Hispanics in the service/maintenance category increased even though the total number declined because of a decrease in the overall em- ployment total in that category. ANGLO In 1981, the City employed 1,528 (46%) Anglos which includes both men and women. This represents a decline from 1977 in which Anglos represented 62% (2,151) of full time employees. This pattern is con- sistent with a trend evident since the implementation of the Affir- mative Action Plan. In 1977, Anglo employees were distributed in the following categories; 86% (90) officials/administrators, 86% (315) professionals, 79% (250) technicians, 80% (884) protective service, 46% (53) paraprofessionals, 63% (291) office clerical, 54% (164) skilled craft and 15% (104) service maintenance. Attachment 2 provides an employment reference by race and sex since 1973, the year in which the City commenced record keeping. It clear- ly shows the steady decline in the employment of Anglo males as the number of minorities and females increased. For the first time in 1979, Anglo males represented less than 50% of all employees. Cor- respondingly, this year, Anglo males and .females represent less than 50% of those employed. It is significant to note that Anglos com- prise 20 of the City's labor market. Anglo employees still dominate the top level, decision making posi- tions. They represent 67% (87) of all administrators; 72% (291) professionals; 61% (183) technicians; and 55% (657) protective ser-- 82-101 0 0 vice workers. In the lower paying, semi -skilled categories, Anglo employees comprised 34% (158) of clerical workers, 28% (71) of skilled craft and only 11% (55) of service and maintenance. FEMALE Attachment la shows 3,310 full time employees of which 2,662 or 80% are males and 648 (20%) are females. The breakdown of females is as follows; 241 (7%) Anglo, 216 (6%) Black and 188 (5%) Hispanics. Other females comprise 1% (3) of the total. In 1977, the inception of the Affirmative Action Plan, females com- posed 16% (557) of the City's employees. Over 75% of all the women employed were found in semi -skilled positions. The initial problem remains the need to increase the total number of women employed and to improve their positions within the City structure. In evaluating the under -utilization and concentration of women at the lower levels of employment, consideration must be given to the employment of women in non -tradition occupations. The largest departments in the City such as Fire, Police, Solid Waste, Public Works employ 70% of all workers. It is anticipated that as more women seek non-traditional jobs their number will increase substan- tially. The number and percent of women increased in the past 4 years in each job area except in the paraprofessional category. The total number of employees holding paraprofessional positions declined. Women held 14% (18) of administrative positions in 1981 as compared to 7% (7) in 1977. In the professional category 20% (79) of all positions were held by females, an increase from 13% (49). Other categories are technicians fror 4% (12) to 8% (24), protective ser- vice 4% (64) to 8% (93); paraprofessional from 41% (48) to 53% (36); office/clerical from 79% (367) to 82% (392); service maintenance from 1% (10) to 3% (15). No progress has been made in the area of skilled crafts. There was 1 female in 1977 as in 1981. NEW HIRES AND PROMOTIONS Attachment 3 shows a breakdown of new hires for the first six months of 1981. A total of 330 employees were hired. The majority 262 (79%) were minorities and females. Sixty eight (20%) were Anglo males, 56 (17%) Black males, 141 (43%) Hispanic males and 65 (20%) females. The pattern of hiring women remained substantially below that of males, who represented 80% of all new hires. The majority of the hiring (69%) occurred in the protective service area. A special report covering the period August 24, 1979 through June 30, 1981, attachment 4, shows hiring and promotions since the changes in the Civil Service Rules. That report indicates that; 1. 83% of all new hires have been minorities and women. 2. 79% of all promotions have been minorities and women. 3. 99% of all transitions from CETA to Civil Service have been minorities and women. R?-101 SALARY Referring to attachment 5, which shows a comparison of salary earn- ings by race and sex for 1977, 79 and 81, it is evident that minor- ities and females have increased their representation in both the $35,000 and above and $25-35,000 categories. It is also clear that while all groups have increased in number, the percentage of Anglo males, included in the top categories, has declined and the percent- age of minorities and females has increased. In 1977, minorities represented 17% of those earning over $35,000 and 21% in 1981. Likewise in the $25,000-35,000 category, minor- ities and females represented 8% in 1977 and 21% in 1981. This year there were 112 employees in the salary range of $35,000 and above. Anglo males represented 78% (87) of that total. This is significantly higher than the 6% representation of Blacks and 11% Hispanic males in the same range. 4% (5) females are found in this group compared to 96% (107) males. The results are the same in the $25-35,000 category; 78% Anglo males compared to 7% Black and 8% Hispanic. Twenty three females, only 6% earn between $25-35,000 compared to 351 (94%) men. In the salary category between $20-25,000, minorities had greater re- presentation. Of 956 employees earning between $20-25,000, 865 (90%) were male and 93 (10%) were female. Anglo males were in the majority with 636 (66%) in this category compared to 70 (7%) Black males and 151 (16%) Hispanics. In the lower salary range, below $20,000, minorities and females in- creased as Anglo males declined. This is supported by the figures below. 87% of all Blacks employed earn less than $20,000 73% of all Hispanics earn less than $20,000 81% of all females earn less than $20,000 The salary disparity indicates the underrepresentation of minorities and women in the higher salary ranges, above $20,000. DEPARTMENT STATISTICS Attachment 6 shows employee representation by race and sex for all departments. Close analysis of this Chart indicates underutiliza- tion of minorities and women in some departments. It is reasonable to expect the achievement of at least one-half (50%) the establish- ed goal for each group. Based on this reasoning the following criteria was developed to evaluate each department's achievement toward Affirmative Action goals: Blacks 10%, Hispanic 29% and females 20%. For the purpose of this report small departments, with less than 10 employees, were excluded. Application of the evaluative criteria of 10% for Blacks indicates g'.o 0 0 the following departments are deficient: Building and Zoning, Finance, Fire, and Leisure Services. Hispanics are underrepresented in the following departments: Fire, Leisure Services, Parks, Public Works, Solid Waste, Stadiums and Marinas, and Management and Budget. Female representation is deficient (less than 20'�) in the following departments: Building and Vehicle Maintenance, Fire, Parks, Public Works, and Solid Waste. We are aware of the historical traditions which have contributed to the exclusion of minorities and women in certain occupations. We also recognize the difficulty in substantially increasing the complement of women in non-traditional male oriented positions, such as Solid Waste and Fire. Nevertheless, it is the objective of Affirmative Action to change the distributions of minorities and women within the various job categories of the City's structure. We intend to work closely with these departments to aid them in achieving an appropriate repre- sentation of minorities and women during the coming year. The Police and Fire Departments have been the object of special concern in the hiring and promotion of minorities and females. The promotional goals for the 1981-82 year are shown in attachment 7. Promotional goals are based on "either parity with the Miami City work force popu- lation statistics or the percentage of minorities currently employed in the department, whichever is smaller". POLICE DEPARTMENT Police Department current statistics* indicate that 49% (352) of the sworn personnel are minorities and women. Blacks comprise 16% (114) of police personnel which includes 90 (12.7%) men and 24 (3.3%) women. This represents an increase over 1980 with 97 Black. 202 (28.4%) are Hispanics; 193 (27.2%) male and 9 (1.2%) female. Women as a group total 69 (9.70). The Department's promotional goal for the July -June 30, 1981 period was 43%. The Department promoted 42% minorities and females above the rank of Police Officer. This figure includes 580 (14) Anglo males, 13% (3) Black males, 21% (5) Hispanic males and 8% (2) females. The intense recruitment drive implemented during this year resulted in the hiring of 263 (83%) minorities and females. A total of 317 Police Personnel were hired during the year. The statistical break- down follows: 54 (17%) Anglo, 50 (16%) females, 64 (20%) Black and 149 (47%) Hispanics. Thus the department achieved an 83% hiring rate for minorities and women against a goal of 56%. Distribution of Police Personnel by rank indicates 121 Sergeants of which 83 (68.5%) are Anglo makes, 13 (10.7%) Black, 16 (13%) Hispanic and 9 (7.4%) female. The Lieutenants rank includes 26 (81.2%) Anglo, 2 (6.2%) Black, and 4 (12.5%) Hispanics. There are no minorities or females at the level of Captain. 8'.)-101 10 • the following departments are deficient: Building and Zoning, Finance, Fire, and Leisure Services. Hispanics are underrepresented in the following departments: Fire, Leisure Services, Parks, Public Works, Solid Waste, Stadiums and Marinas, and Management and Budget. Female representation is deficient (less than 20%) in the following departments: Building and Vehicle Maintenance, Fire, Parks, Public Works, and Solid Waste. We are aware of the historical traditions which have contributed to the exclusion of minorities and women in certain occupations. We also recognize the difficulty in substantially increasing the complement of women in non-traditional male oriented positions, such as Solid Waste and Fire. Nevertheless, it is the objective of Affirmative Action to change the distributions of minorities and women within the various job categories of the City's structure. We intend to work closely with these departments to aid them in achieving an appropriate repre- sentation of minorities and women during the coming year. The Police and Fire Departments have been the object of special concern in the hiring and promotion of minorities and females. The promotional goals for the 1981-82 year are shown in attachment 7. Promotional goals are based on "either parity with the Miami City work force popu- lation statistics or the percentage of minorities currently employed in the department, whichever is smaller". POLICE DEPARTMENT Police Department current statistics* indicate that 4905 (352) of the sworn personnel are minorities and women. Blacks comprise 16% (114) of police personnel which includes 90 (12.7%) men and 24 (3.3%) women. This represents an increase over 1980 with 97 Black. 202 (28.4%) are Hispanics; 193 (27.2%) male and 9 (1.2%) female. Women as a group total 69 (9.7%). The Department's promotional goal for the July -June 30, 1981 period was 43%. The Department promoted 42% minorities and females above the rank of Police Officer. This figure includes 580 (14) Anglo males, 13% (3) Black males, 21% (5) Hispanic males and 8% (2) females. The intense recruitment drive implemented during this year resulted in the hiring of 263 (83%) minorities and females. A total of 317 Police Personnel were hired during the year. The statistical break- down follows: 54 (17%) Anglo, 50 (16%) females, 64 (20%) Black and 149 (47%) Hispanics. Thus the department achieved an 83% hiring rate for minorities and women against a goal of 56%. Distribution of Police Personnel by rank indicates 121 Sergeants of which 83 (68.5%) are Anglo makes, 13 (10.7%) Black, 16 (13%) Hispanic and 9 (7.4%) female. The Lieutenants rank includes 26 (81.2%) Anglo, 2 (6.2%) Black, and 4 (12.5%) Hispanics. There are no minorities or females at the level of Captain. 82- 101 (note: some of the hiring data varies depending on the time period. For example, a memorandum report for the FY ending 9/30/81 showed a total of 330 new hires compared to 317 for the 12 months ending 6/30/81). *July, 1981 FIRE DEPARTMENT As of June 30 the Fire Department employed 640 uniform personnel. That figure includes 495 (77%) Anglo males, 46 (7.1%) Black males and 96 (15%) Hispanics. There were 3 females all employed as fire- fighters, which represented .4% of the fire personnel. This is a slight improvement over 1980 when minorities represented 16% of the Department; Blacks 5.2% (33), Hispanics 11% (71) and females .1% (1) . The department hired 61 new personnel during the year which includes 14 (23%) Anglo, 15 (25%) Black, 30 (49%) Hispanic and 2 (3%) females. There remains an imbalance in minority representation above the rank of firefighters. Of 48 Captains none are Hispanic, or Black. There are no minorities above the rank of Chief Fire Officer. The promo- tion goal for 1980-81 was 19%. Promotions above the rank of fire fighter, for the year, included 23 (82%) Anglo, 1 (4%) Black, 4 (14%) Hispanic and no females, an achievement of 17.86%. When all uniformed personnel are considered, the department promoted 25% minorities, 3 (11%) Black and 4 (14%) Hispanic. No females were promoted during the year although 2 were hired. rj., - 101 SUMMARY The City has made notable progress in the employment of minorities and women during the past year. However the following are key factors to be considered as we make efforts to fill positions con- sistent with our Affirmative Action goals. **The participation of women in City government is still concentrated in traditional/non-decision making jobs. **The number of women employed is still substantially below their participation in the labor force. **A pattern continues in hiring women substantially below males in an 80:20 ratio. **The City has made progress in the employment of Hispanics, however their numbers remain below representation in the labor force. **Statistics suggest a shift in Black employees from service and maintenance jobs to other positions. This trend should continue. **Salary disparity above $20,000 with minorities and women under- represented in the higher job brackets. **Some City Departments need to participate more fully in the Af- firmative Action efforts, as evidenced by the underrepresentation of minorities and females. **Police and Fire Departments need to improve minority representation above entry level ranks of Officer and Fire fighters. **In the Fire Department, the number of Blacks and females employed is below their availability in the work force. 82-101 0 RECOMMENDATIONS Emphasize the promotion, recruitment and hiring of those individuals presently under-utilized and underrepresented and concentrated at the lower levels of the structure. Department of Human Resources should assist City departments in re- establishing goals and priorities to correct underrepresentation of minorities and females. Implement an effective computerized system to evaluate statistical progress on a quarterly basis in reaching Affirmative Action goals. Place a stronger emphasis on recruitment efforts specifically targeted for minorities and women. Involve the Affirmative Action Office in decisions regarding hiring and promotion, particularly in those areas where improvement is needed. 82 - 1 01 4 EEO-4 Report Form.AA-2 Rev. ATTACHMENT 1 to ass► DEPARTMENT r+ Full -Time, Part -Time, and CETA O EMPLOYMENT DATA AS OF june FEMALE TOTAL MALE ac AINATIVE NON-HISPANIC AMERICAN ASIAN INDIAN MALE FEMALE NON•HISPANIC ASIAN ORIGIN I OR ORIGIN TOTAL OR PACIFIC ALASKAN CATEGORIES (COLUMNSI PACIFIC HISPANIC ISLANDER HISPANIC WHITE BLACKBK ISLANDER NATIVE JOB WHITE BLACKK i J E G H A B C OFFICIALS/ 132 78 11 23 it ADMINISTRATORS % 3% 59$ 8% 17% # 477 262 37 51 3. PROFESSIONALS % 10% 55% 8% 11% C. TECHNICIANS Ir % 9% 45% 16q; 24% D. PROTECTIVE SERVICE % # 229 28 36 72 E. PARAPROFESSIONALS % 5% 12% 16% 31% F. OFFICEICLERICAL % 24% 5% 17 SKILLED CRAFT 2 6 � ��-- % 5% 28 45% 26 H. SERVICEIMAINTENANCE $3 SPECIAL EVENTS & N PART TIME , % u 0 % 100% 32% - 23% 21� TOTALS d�MOM- 24 26 0 �__]7t 1$ 4 Form.AA-2 Rev. 18-1-781 DEPARTMENT CITY OF MIAMI Full -Time Employees Only EEO-4 Report ATTACHMENT la June 30 1981 EMPLOYMENT DATA AS OF C r+ FEMALE TOTAL � NON -HISPANIC AMERICAN G� ASIAN INOIAN ORIGIN MALE FEMALE JOB CATEGORIES TOTAL (COLUMNS) q MALE NON -HISPANIC ORIGIN HISPANIC D ASIAN OR PACIFIC ISLANDER E gMERICAN INDIAN OR ALASKAN NATIVE r HISPANIC I °R PACIFIC ISLANDER OR ALASKAN NATIVE K WHITE B BLACK C WHITE G BLACK H OFFICIALS/ ADMINISTRATORS �' 130 78 10 22 2 9 4 5 8% 17% 2% 7% 3% 4% 8 $ wo 4% 60% 3. PROFESSIONALS x 405 254 26 39 7 37 17 24 1 % 12% 63% 6% 10% 2% 9% 4% 6$ =0.3% 80% 2 % C. TECHNICIANS a 299 170 36 69 13 5 5 1 275 24 % 9% 57% 12% 23% 4% 2% 2% 0.3% 92% 8% 616 145 323 2 41 39 13 1086 93 D. PROTECTIVE SERVICE x 1179 36% 52% 12% 27% 0.2% 3% 3% 1% 92% 8% E. PARAPROFESSIONALS x 68 11 8 13 15 13 7 1 32 36 % 2% 16% 12% 19% 22% 19% 10% 1% 47% 53% F. OFFICE/CLERICAL x 466 32 10 42 126 123 133 - 84 382 % 14% 7% 2$ 9$ 27$ 26$ 29$ 18$ 82$ 112 65 1 1 249 1 SKILLED CRAFT # 250 71 % 8% 28% 45% 26% 0.4% 0.4% 99% 0.4% x 513 55 384 59 14 1 498 15 H. SERVICE/MAINTENANCE % 15% 11% 75% 12$ 3% 0.2% 97% 3% SPECIAL EVENTS & PART TIME # % % TOTALS x % 100% 39% 22s 19% 0.4% 7% 6.5% 5.6% 0.1% 80% 20% x Form.AA-2 Rev. (8.1-78) ATTACHMENT lb DEPARTMENT CITY WIDE PART-TIME & CETA EEO-4 EMPLOYMENT DATA AS OF - .Tune 30, 1 9R 1 JOB CATEGORIES TOTAL ICOIUMNSI SK A MALE FEMALE TOTAL NON HISPANIC ORIGIN HISPANIC D ASIAN OR PACIFIC ISLANUER E AMERICAN INDIAN OR ALASKAN NATIVE F NON -HISPANIC ORIGIN HISPANIC 1 ASIAN OR PACIFIC ISLANDER J AMERICAN INDIAN OR ALASKAN NATIVE K MALE [EMALE WHITE s 8.ACK C WHITE G BLACK H A. OFFICIALS' ADMINISTRATORS # 2 - 1 1 - - - - - - - 20. - % 100$ - 50% 50$ - - - - - - - 100$ - B. PROFESSIONALS a 72 8 11 12 - - 20 12 9 - - 31 41 % 100% 11.1$ 15.2% 16.6% - - 27.7% 16.6% 12.5% - - 43% 56.91 C. TECHNICIANS x 130 23 32 1 33 - - 14 15 13 - - 88 42 % 100% 17.6% 24.6% 25.3% - - 10.7% 11.5% 10% - - 67.6% 32.3% D. PROTECTIVE SERVICE E. PARAPROFESSIONALS 161 17 28 59 - - 9 13 35 - - 104 57 100% 9.9% 17.3% 36.6% - - 5.5% 8% 21.7% - - 64.5% 35.4% F. OFFICE/CLERICAL 661 28 178 190 3 - 19 129 113 1 - 399 262 100% 4.2% 26.9% 28.7% .4% - 2.8$ 19.5% 17$ .1% - 60.3% 39.6% SKILLED CRAFT 6 1 2 2 - - - 1 - - - 5 1 100% 16.6% 33.3% 33.3% - - - 16.6% - - - 83.3% 16.6% H. SERVICE/MAINTENANCE 317 136 105 44 2 - 10 11 9 - - 287 30 100% 42.9% 33.1% 13.8% .6% - 3.1% 3.4% 2.8% - - 90.5% 9.4% SPECIAL EVENTS & PART TIME ° 0 % TOTALS 1349 213 357 341 5 - 72 181 179 I - 916 433 100% 15.7% 2f.4% 25.2% 3% - 5.3% 13.4% 13.2% 0% - 7.9% 321 x s6 U DEPARTMENT F[1T. , TIME, MELOY a ONLY _ ATTACHMET 2 EMPLOYMENT DATA AS OF 1973 — 1981 J06 CLASS TITLE TOTAL ICOLBUK NSI A MALE FEMALE TOTAL NON -HISPANIC ORIGIN HISPANIC 0 ASIAN OR PACIFIC ISLANDER E AMERICAN INDIAN OR ALASKAN NATIVE F NON -HISPANIC ORIGIN HISPANIC ! ASIAN OR PACIFIC ISLANDER J AMERICA.N INDIAN OR ALASKAN NATIVE x MALE FEMALE WHITE e • MACK C WHITE O OLACX H 1973 ' 3433 2078 762 153 5 1 351 52 30 1 2999 434 .00% 61% 22% 4% 0.1% 0.02% 10% 2% 0.9% 0.2% 87%. 131 1975 « 316 10 407 112 76 1 3340 5 d ¢22% 8% 0.3m. 0 3 2% 3.02%. 85% 151 1976 ♦ 3675 1969 846 306 7 368 104 73 2 3128 -541 % 100% 54% 23% 8% 0.2% 10% 3% 2$ 3.05% 85% 151 1977 i 3476 1805 790 321 3 346 120 90 1 2919 551 % 100% 52% 23% 90 0.08% 10% 3% 3$ D.03% 84% 161 1978 ,fl 3183 16211 731 320 4 1 313 102 .91 1 1 2676 501 00% 51% 23% 10% 0.1% 10% 3% 3% 0.1% 84% 161 1979 r 271 IL09 93 2 2605 479 s s 3$ 0.06% 85% 151 1980 " " 1 31598 2 2597 563 4 4% I S .3% $ 1% 82% .181 1981 48 inns 391; z 6$ p % I x 19 N o I'l F--Aq L-,a ATTACHMENT 2a BLACK EMPLOYEES 1977 1979 1981 JOB CATEGORIES # % # % # % A. Officials/ Administrators 5 5% 13. 10.8% 14 11% B. Professionals 21 5% 21 6% 43 11% C. Technicians 22 7.2% 34 11.7% 41 14% D. Protective Service 94 8% 94 9% 184 15% E. Paraprofessionals 39 33% 22 29% 21 31% F. Office/Clerical 86 18% 82 23% 133 28% G. Skilled Craft 104 34% 107 41% 113 45% H. Service/Maintenance 539 77% 481 79% 398 76% TOTAL 910 26% 854 28% 947 29% O r.I 00 ATTACHMENT 2b HISPANIC EMPLOYEES 11 r P'?'1 0 ATTACHMENT 2c ANGLO EMPLOYESS 1977 1979 1981 JOB CATEGORIES # % # % # % A. Officials/ Administrators 90 86% 89 75$ 87 67$ B. Professionals 315 86% 292 81% 291 72% C. Technicians 250 79% 204 71% 183 61% D. Protective Service 884 80% 756 75% 657 55% E. Paraprofessionals 53 46% 41 53% 26 38% F. Office/Clerical 291 63% 200 55% 158 34% G. Skilled Craft 164 54% 115 44% 71 28% H. Service/Maintenance 104 15% 66 11% 55 11% TOTAL 2151 62% 1765 58% 1528 46% P-4 O V) X W] ATTACHMENT 2d FEMALE EMPLOYEES 1977 1979 1981 JOB CATEGORIES # % # % # % A. Officials/ Administrators 7 7% 9 8% 18 14% B. Professionals 48 13% 47 13% 79 20% C. Technicians 12 4% 15 5% 24 8% D. Protective Service 64 4% 57 6% 93 8% E. Paraprofessionals 48 41% 41 53% 36 53% F. office/Clerical 367 79% 298 82% 382 82% G. Skilled Craft 1 .3% 0 0 1 .4% H. Service/Maintenance 10 1% 8 1% 15 3% TOTAL 557 16% 475 15% 648 20% lr gi- M w E3 CLASSIFIED & UNCLASSIFIED, NEW HIRES ATTACHMENT 3 ATTACHMENT # 12 }..t DEPARTMENTAL HIRING & PROMOTION C i DEPARTMENT ALL DEPARTMENTS MONTH January - June YEAR 1981 Gq _ 00 TOTAL 8 OF ACHIEVE - TOTAL TOTAL TOTAL TOTAL TOTAL MINORITIES & MENT JOB ---- ANGLO MALE FEMALES BLACK MALE LATIN MALE HIRED WOMEN GOAL TO DATE 4CaiLVM��i # # # % # FFICIAL & ADMINISTRATOR 7 50€ 1 7% 4 % 2 20% PROFESSIONAL 6 27€ 6 30% ECHNICIAN 3 23€ 2 1 15% 3 1 23€ 5 38€ 13 100€ 10 77€ 50$ PROTECTIVE SERVICES 48 21€ 23 10% 41 18% 116 51% 228 100% 180 79€ 56% PARAPROFESSIONALS 1 8% 6 50€ 1 6% 4 33€ 12 100% 11 92% 40% FFICE/CLERICAL 3 9% 27 82% 3 9% 33 100$ 30 . 91€ SKILLED CRAFT WORKERS 2 25€ 6 7 € 8 100€ 8 00€ 50% SERVICE MAINTENANCE TOTAL 0 TOTAL 9 OF ACHIEVE - JOB TOTAL TOTAL TOTAL TOTAL TOTAL MINORITIES & MENT CATEGORY ANGLO MALE FEMALES BLACK MALE LATIN MALE PROMOTED WOMEN GOAL TO DATE $ $ # $ # # % OFFICIAL & ADMINISTRATOR 9 53€ 2 12€ 5 29€ 1 6% 17 100% 8 47€ PROFESSIONAL 24 55% 11 25€ 2 5€ 7 16% 44 100% 20 45% TECHNICIAN 8 38% 2 10% 2 10% 9 43€ 21 100€ 13 62% PROTECTIVE SERVICES 1 8% 9 69% 3 23% 13 100% 12 92% PARAPROFESSIONALS 1 13€ 2 25€ 3 38€ 2 25€ 8 100% 7 88% FFICE/CLERICAL 3 5€ 42 75€ 6 11% 5 9€ 56 100% 53 95% SKILLED CRAFT WORKERS 2 15€ 6 46$,' 5 38% 13 100 11 85$ SERVICE MAINTENANCE 1 8€ 10 83€: 1 8€ 12 100 11 92% TAL 49 27$ 68 1 37€ 37 20%1 30 16€ 1 184 1 10ON 1.35 73'6 r r'N Page 1 of 3 CITY—WIDE HIRINGS, PRE 3TIONS AND TRP.NSITZONS el%% ►- EXCLUDING CETA EMPLOYEES -ATTACHMENT 4 i VOR THE PERIOD COVERING a AUGUST 24, 1979 THROUGR DUNE 30, 1981 oc _ _ ...___ TOTA%-A ANGLO BLACK LATIN' OTHER' AL1GL0 SLACK LAkTIN OTHER TOTAL MINORIZ HIRES MALE MALE FEMALE FEMALE FEMALE FEMALE HIRES • AND WON FFICIAL 119% a INISTRATOR 13 50$ 4 15% 5 1 4% I 4% 2 8% 26 100% 13 50 R ESSIONAL 23 25% 13 114% 21 23% 1 1% 11 12% 12 13% 11 12% 92 100% 69 75 ECHNICIAN 8 23% 6 17% 12 34% 7 20% 1 3$ 1 3% 35 100% 27 77 ROTECTIVE ERVICES ARA- 81 17% 100 22% 230 50%1 1 0.24 13 3$ 1 29 6% 10 2%1 1464 100$ 83 83 ROFESSIONALS Fr• ICE 5 21% 2 8$ 8 33% 1 4%1 8 33$ 124 100% 19 79 LERICAL KILLED CRAFT 4 4% 2 2% 8 8% 16 17% 29 31% 35 37% 1 1$ 195 100% 91 96, ORKERS 4 17% 7 29% 12 50% 1 4$ 24 100$ 20 83 ERVI CE AINTENANCE 2 4% '30 159% 9 18% 1 2% 9 18% 51 100$ 49 96 AL 140 17% 164 120% 305 38% 3 0.4$ 48 6% 83 10% 67 8% 1 Q.1$ 11 100$ 671 83 Page 2 of 3 CITY-WIDE HIRINGS, P1 iOTIONS AND TRANSITIONS- , ATTACHMENT 4 EXCLUDING CETA EMPLOYEES VOR THE PERIOD COVERING G�2 AUGUST 24, 1979 THROUGH JUNE 30, 1981 TQTAL-I-.t ANGLO BLACK LATIN OTHER- AWGLO BLACK LATIN OTHER TOTAL MINORITIF MALE MALE MALE MALE FEMALE FEMALE FEMALE FEMALE PROMOTIONS AND WOMEIi 71CIAL )XINISTRATOR 19 48$ 6 15$ 10 25% 2 5% 1 3% 2 5% 40 100% 21 53% LVESSIONAL 53 41% 14 11% 19 15% 17 13$ 12 9% 13 10% 1 0.8% 129 100% 76 59% :CHNICIAN 33 37$ 15 17% 23 26% 7 8% 4 4% 7 8$ 89 100% 56 63% 10TECTIVE 3RVICES 4 9% 12 26$ 7 15% 3 6$ 17 36$ 4 9$ 47 100$ 43 91$ ZOFESSIONALS 1 01 7 25$ 8 29$ 8 29% 2 7% 2 7% 28 100$ 27 96% -7FICE :ERICAL 8 4$ 3 2$ 20 11$ 24 13$ 61 34%1 66 36%1 1182 100$ 74 96$ GILLED CRAFT 3RKERS 5 13$ 22 55$ 12 30$ 1 3$ 140 100% 35 88% :RVICE kINTENANCE 8 10% 56 68% 15- 18$ 3 1 4 82 100$ 74 90% L 131 21% 135 21%1 114 18% .61 1 10$ lioll 16$ 94 1 15$ 1 0.2$ 637 1100%1506 79% - Page 3• oz 3 1 tom* CITY -'WIDE HIRINGS, PR ,bTIONS AND TRANSITIONS •ATTACaENT 4 `4 EXCLUDING CETA EMPLOYEES MR, THE PERIOD COVERING AUGUST 24, 1979 THROUGH TUNE 30, 1981 OD '• _____ TOTAL_t...4 ____.�._...—•_ - ;* r;; -- "�,` +7tt CITHER TOTAL MINORITi MNSITIONS -- ANGLO BLACK LATIN MALE MALE MALE $ % OTHHK tir��a.v MALE FEMALE # # $ r�,,r.n. FEMALE # $ --•''-- FEMALE $ --- FEMALE # ---TRANS22i0N3 % # $ AND # WOME ?FICIAL )MINISTRATOR WESSIONAL 3 43% 2 29% 1 14% 1 14% 7 100% 1 100% ECHNiCIAN 2 2 % 3 43 1 14%1 14% 7 100% ? 100% WICTIVE ERVICES ARA- 1 50% 1 508 .2 100% 2 100t ROPES S I OVALS FTICE 3% 6 18% 6 18% 21 62 34 100% 34 100% LERICAL KILLED CRAFT 179% 100% 14 100% ORKERS 3 21% 11 ERVSCE t7:100%1 100% 6 86% AINTENANCE 1 14% 4 57$ 2 29$ O•rAL 1 1$ 13 18 24 34 3 4% 8 11% 22 31 70 99% Note:i No transitions from Ceta-positions to like positions in Civil Service indicate were recorded during the past six (6) months. Our records into Civil Service positions did so that all Ceta employees who moved via promotion or as new hires under our standard hiring procedures. S. SALARY COMPARISON 1977, 1979, 1981 1977 ,� `L1 MALE FEMALE WHITE 20 83% 0 BLACK 2 8.3% 0 HISPANIC 2 8.3% 0 TOTAL 24 100% 0 1977 MALE FEMALE WHITE 167 91.7% 3 1.6% BLACK 2 14 0 HISPANIC 10 5.4% 0 179 98.406 3 1.6% 35,000 ABOVE 1979 MALE FEMALE 50 84.7% 2 3.4% 4 6.8% 0 3 5.1% 0 57 96.6% 2 3.4% 25-35,000 1979 MILE FEMALE 286 81.2% 8 2.2% 23 6.5% 3 .8% 25 7.1% 7 1.9% 334 95% 38 5.1% ATTACHMENT 5 1981 MALE FEMALE 87 79% 3 2.7% 7 6.3% 1 .9% 11 10% 1 .9% 105 96.5% 5 4.56 1981 MALE FEMALE 293 78% 11 3% 27 7.2% 5 1.3% 31 8.2% 7 1.8% 351 93.8% 23 6.2% FORM AA-9 18-1-7 81 1 of 2 DEPARTMENT PERMANENT EMPLOYEES ONLY BY EARNING BRACKETS ATTACHMENT 5a EMPLOYMENT DATA AS OF June 30, 1981 ANNUAL SALARY TOTAL ICOLUMN$1 8 K A MALE FEMALE TOTAL NON -HISPANIC ORIGIN HISPANIC D ASIAN OR PACIFIC ISLANDER E AMERICAN INDIAN OR ALASKAN NATIVE F NON -HISPANIC ORIGIN HISPANIC 1 ASIAN OR PACIFIC ISLANDER J AMERICAN INDIAN OR ALASKAN NATIVE K MALE FEMALE �YHITE B BLACK C WHITE G BLACK H 70/75,000 % 100% - 100% - - - - - - - - 100% - 65/69,999 # 3 2 1 - - - - - - - - 3 - % 100% 66% 33% - - - - - - - - 100% - 60/65,900 55/59,999 # 4 3 1 - - - - - - - - 4 - % 100% 75% 25% - - - - - - - - 100% - 50/54,999 6 5 - 100% 83% - 17% - - - - - - - 100% - 45/49,999 40/44,999 # 15 11 - 1 2 - 1 - - - - 14 1 % # 100% 29 73% 21 - 1 7% 5 13% - - - 7% 1 - - - 1 - - - - 93% 27 7% 2 % 100% 72% 3% 17% - - 3% - 3% - - 93% 7% 35/39,999 # 54 45 3 4 - - 1 1 - - - 52 2 % 100% 83% 6% 7% - - 2€ 2% - - - 96% 4% 30/34,999 a 129 102 5 10 - - 5 3 4 - - 117 12 % 100% 79% 4% 8% - - 4% 2% 3% - - 91% 9% �5/29,999 245 1 191 22 21 - - 6 2 3 - - 234 11 100% 78 9g 9€ - - 2b 14 1% - - 96% 4% :0/24,999 % 958 636 701 151 8 - 57 1-71 17 2 - 865 93 100% 66% �T 10, 1£ - of 2'= ' 2%1 O4 . - 110t i0% FORM. AA- 9 (8-1-78 ) DEPARTMENT PERMANENT EMPLOYEES ONLY BY EARNING BRACKETS Y-( ATTACHMENT 5a p ,~ EMPLOYMENT DATA AS OF June 30 , 1981 0 go ANNUAL SALARY TOTAL (COLUMNS) A MALE AMEHtCAN NON -HISPANIC A$IAN INDI ORIGIN OR OR PACIFIC ALASKAN WHITE BLACK HISPANIC ISLANDER NATIVE B C p E F FEMALE TOTAL NON-HISPANIC ORIGIN HISPANIC I ASIAN OR PACIFIC ISLANDER J AMERICAN INDIAN OR ALASKAN NATIVE K MALE FEMALE WHITE G BLACK H 15/19,999 # 1319 244 486 37% 346 26% 2 0% - - 125 9% 67 5% 48 4% 1 0% - - 1078 82% 241 18% % 100% 10/14,999 IN 506 25 5% 141 28% 87 17% - - - - 36 7€ 115 23% 102 20% - - - - 253 50% 253 50% % 100% - 6 - - 9 11 13 - - 8 33 5/9,999 # 41 2 % 100% 5% - 15$ - - 22% 27% 32% - - 20% 80% 0/4, 999 % _ _ _ - - - - - - - - - - 1287 731 632 12 - 241 216 188 3 - 2662 648 TOTAL a 3310 % 100% 39% 22% 19% 0% - 7% 7% 6% 0% - 80% 20% z % % '--- I�i FORM AA-1 REV. �81781 page 1 of 3 ATTACHMENT 6 �y DEPARTMENT PERMANENT EMPLOYEES ONLY BY DEPARTMENT C r� EMPLOYMENT DATA AS OF unP 3f) , 1 9$1_---- JOB CLASS TITLE TOTAL (COLUMNS) BK A MALE FEMALE TOTAL NON -HISPANIC ORIGIN HISPANIC D ASIAN OR PACIFIC ISLANDER E AMERICAN INDIAN OR ALASKAN NATIVE F NON -HISPANIC ORIGIN HISPANIC I ASIAN OR PACIFIC ISLANDER J AMERICAN INDIAN OR ALASKAN NATIVE K MALE FEMALE WHITE B BLACK C WHITE G BLACK H wilding & Vehicle x 165 51 36 64 2 - 4 6 2 - - 153 12 % 100% 31% 1 22% 39% 2% - 3% 4% 2% - - 93% 7% Building & Zoning • 67 17 3 27 - - 8 4 8 - - 47 20 100% 26% 5% 41% - - 12% 6% 12% - - 71% 29% Comm. Development x - - - - 0 35 %100% _ _ _ Culmer x % 100% - 58% 15% - - - 2 City Commission x 8 1 - - - - - 1 6 - - 1 7 % 100% 13% - - - - - 13% 1 74% - - 13% 87% r, =-.,,41 Service x 3 - - - - - - 2 1 - - - 3 % 100% - - - - - - 67% 33% - - - 100% City Clerk ar 9 - - - - - 5 4 % 100% 2 - - - - - 56% 44% City Manager x 36 12 3 6 3 - 6 1 5 - - 24 12 % 100% 33% 8% 16.6% 8% - 16.6% 2.7% 13.8% - - 66.6% 33.3 Commputers & Comm. x 40 12 4 8 - - 5 2 9 - - 24 16 % 100% 30% 10% 20% - - 13% 5% 23% - - 60% 40% ;:invention Bureau x 1 13 1 - 1 - - 11 - - - - 2 11 % 100% 8% - 8% - 84% - - - - 6€ 84% • :3r.ce x 7/7 19 3 10 1 - 26 3 15 - - _ 33 4 Ti % 100% 25% 42 13% 2% - - 34€ 21 4%, 12 20€ 1.0 - - 43% 57% L,;,-A x 691 516 89 1 - - 648 43 % 100% 75% - 2% 2% - - 94% 6% cr 00 FORM AA-1 REV. 18-1-781 Page 2 of 3 ATTACHMENT 6 O EMPLOYMENT DATA AS OF June 30, 1981 — JOB CLASS TITLE TOTAL ICOLUIMNSI A MALE FEMALE TOTAL NON -HISPANIC ORIGIN HISPANIC D ASIAN OR PACIFIC ISLANDER E AMERICAN INDIAN OR ALASKAN NATIVE F NON -HISPANIC ORIGIN HISPANIC I AOR O PACIFIC ISLANDER J AMER CAN INDIAN OR NFIC A NATIVETIVE K MALE FEMALE WHITE 8 BLACK C WHITE G BLACK H �,� l4p:uman Resources x 35 5 2 4 - - 4 9 10 1 - 11 24 % 100% 15$ 1 6% 12% - - 12% 26$ 29% 3% - 31% 69% Inf. & Visitors xI - 6 - - 1 1 5 - - 9 7 % - 38% - - 7% 7% 32% - - 57% 43% Law x _ _ 6 4 3 - - 16 13 % 18$ 11$ - - 2 $ 14% 11 - - 56% 44% Leisure Services x 9 9 - - 11 10 7 - - 39 28 % s _17�. 1 % _ - 59% 41% management & Budget x 3 1 3 - 4 6 4 - - 14 14 % 11% 4$ 11$ - 15% 22% 15% - - 50% 50% - 1 - - 3 - 1 - - 1 4 %20% - - 60% - 20% - - 20% 80% Parks 72 29 - - 5 1 5 1 - 139 12 % 100% 26% 48% 20% - - 4% 1% 4% 1% - 92% 8% P�:.sion x4 - - - - - - - - 4 % 100% - - - - - 5 - - - 100% Planning z 31 - - - - % 100% 36� a % _ _ - - - :.:-aznning & Zoning Ad. 4 - - 1 - - 2 - ( L - - 1 3 % 100% _ _ 1 25% - i - 50% - 25% - - 25z 75% -' 1121 435 j-"_127 298 Ce C0 27% x 1 171 _ t; 8 it 73 ' 16 Public Works % 100� 40$ 421 2 - 93 + 114 _� �l 1 - S62 259 1 - - q� ' �1�` 4--,� I 0` ? 23% -fi- -_ - ---L- � ( � - t= - ' - f -- -- - 1 = � _ 1.6 FORM AA-1 REV. 18.1-7 8) page 3 of 3 ATTACHMENT 6 *-{ O EMPLOYMENT DATA AS OF June 30, 1981 JOB CLASS TITLE TOTAL ICOLUMNSI B K A MALE FEMALE TOTAL NON -HISPANIC ORIGIN HISPANIC D ASIAN OR PACIFIC ISLANDER E AMERICAN INDIAN UR ALASKAN NATIVE i NON -HISPANIC ORIGIN HISPANIC I ASIAN OR PACIFIC ISLANDER J AMEWCAN INDIAN OR ALASKAN NATIVE K MALE FEMALE WHITE B BACK C WHITE G BLACK H (1k,olid haste x 393 36 314 22 - - 2 14 5 - - 372 21 100% 10% 80% 6% - - 1% 4% 2% - - 95% 51 Stadiums & Marinas 60 18 18 10 - - 3 6 5 - - 46 19 0 30% 30% 17% - - 5% 10% 9% - - 77% 23q Trade & Commerce x 17 1 2 9 - - 1 - 4 - - 12 c - - 6% - 24% - - 71% 291 x TOTAL 3310 1287 731 632 12 - 241 216 188 3 - 2662 648 100% 38.8% 22% 19.2% .3% - 7.2€ 6.5% 5.6% 0% - 80.4% 19.4% a a # 96 % ATTACHMENT 7 p P." N ppt;SENT DECREE GOALS FOR DULY 1, 1981 To JIINE 30, 1982 MINORITIES AND WOMEN PRLrrifI� GOALS HIRING GOALS Officials/ Para- Office Skilled Department Administrators Professionals Technicians Professionals Clerical Craft Others Bldg. & Vehicle Maintenance 20% 30% 50% 40% 50% 50% - 58% B & Zoning Inspections 20% 30% 50% - 50% 50% All Inspector Positions 56% 588 City Clerk 20% 30% - - 50% - - 58% city Camnission 20% - - - 50% - - 588 City manager's Office (includes - _ 45g 6-anvention Bureau, Information 20% 30% - 40% 508 and Visitors, and Internal Audit) - • ^--- -- ^-- nn4 ins - 588 - 50% C m =ty Develgment 20% 30% - 40% 50% - - �uE (includes Culmer Project) Computers & Caications 20% 30% 50% 40% 50% 508 - 588 20% 30% 50% 40% 50% - All Inspector Positions 56% 51% Finance 30% 50% 40% 50% 50% Fire Fighters 56% 23% Fire 20% Hama,^. Resources 20% 30% - 40% 50% - - 588 Low 20% 30% - 40T 50% - - 52% Leisure Services 20% 30t 50% 40% 50% 508 - 58`b Management & Budget 20% 30% 50% 40% 50% - - 50% Parke 20% 30% 50% 40% 50% 50% - 588 n,--- o 20% 30% 50% 40% 50% - - 5071 Tannin 20% 30% 50% - 50% - - 501. planning & Zoning Board 20% 30% 50% - - 508 Police officer 5 x Police 20% 30% 50% 40% 50% - 53'a Public Service Aide 561 A.E.O.I & II,Iaborer I,II and IIL 588 h Pu lic Works 20$ 30$ 508 40% 50% _ 35% Other Than Black Cast. I,Waste Collector, Waste Coll 58% Solid Waste 20% 30% 50% 40% 508. 50% Oper !,Laborer-35% Other Than Black Stadiums & Marinas 20% 30% - 40% 50% 50% - 588 Trade and Cc mmrce 20% 30% 508 - 50% - - 58% r C,