HomeMy WebLinkAboutCity of Tamarac Resolution R-80-1581
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
I
7
8
19
20
21
22
23
24
25
26
27
28
29
7
�1
32
33
34
35
36
Introduced by: Temp. 70 145
CITY OF TAMARAC, FLORIDA
RESOLUTION NO. 70 "�Sg
A RESOLUTION ADOPTING THE CITY'S AFFIRMATIVE ACTION POLICY
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF TAMARAC, FLORIDA:
SECTION 1: That the City of Tamarac hereby adopts the Affirmative
Action policy set forth in the material attached hereto and made a part hereof
- as Exhibit "A".
SECTION 2: This.Resolution shall be effective upon adoption.
PASSED, APPROVED AND ADOPTED this,? ''"day of 11980.
ATTEST:
CITY CLER
I HEREBY CERTIFY that I have approved
the form and correctness of this
RESOLUTION
) aACK MAYOR: 6 � -- CITY ATTORNEY DISTRICT
DISTRICT
DISTRICT
DISTRICT
RECORD OF COUNCIL VOTE
J
_ �cz
m : ALL CITY E�PIAYEES .
!acid : Edward A. Gross, City Manager
DATE : April 1, 1980
8IE33i1L"T : EQUAL EMPIaBAE 1T OPPORTUNITY POLICY -
AFFIIMATIVE ACTION PLAN
701:
This will serve to reiterate the policy of the City of Tamarac and the management
of its facilities to work continually toward droving recruitment, employment,
development and promotional opportunities for minority employees and for women.
Certainly, one of the most complex and tragic problems which confronts our City
=and our nation today is the absence of true equal opportunity for all people
without regard to race, color, religion, sex, age, handicap, or national origin.
While there have been civil rights laws enacted during the past decades to assure
such equality, many individuals and institutions have been negligent in meeting
the requirements of these laws to the extent that equal opportunity for all
people, in fact, is not a reality.
Consequently, the denial.of equal access to opportunities for development and
growth has permitted discrimination to continue in a variety of forms. This means
that proposed remedies must go beyond the mere announcement of an equal oppor-
tunity policy. We, the City of Tamarac, must recognize and accept our respon-
sibility to design and implement programs which strike at the total problem
rather than simply overt manifestations.
In a similar manner, women have found themselves locked into sexual role stero-
types which have acted to exclude their full participation in the mainstream of
the working world. Attitudes towards women have prevented women from realizing
their full potential and achieving equality within the institutions of society.
We must, therefore, strive, aggressively, to insure the entry and growth of mi-
norities and women in our workforce until it is emphatically clear that equality
of opportunity in the City is a fact as well as an ideal. To achieve ultimate
effectiveness in this matter, our efforts toward equal opoortunity for all people
in our employment must extend above and beyond the letter of the law —that is,
total oommitment to this goal on the part of every City.employee.
Your cooperation and support in Affirmative Action Prograff efforts is essential
in assuring equal employment opportunities in all City operating facilities.
/p •Edward A. Gross, City Manager
10
I. General Policy Statement
II. Dissemination of Policy
III. Implementation of Responsibility
IV. Complaints of Discrimination
V. Establishing Goals and Setting Timetables
VI. Statement of Comitment
VII. Recruitment List
VIII. Job Categories
IX. Introduction To Workforce Analysis:
A. Departmental Breakdown
B. City Breakdown
X. Goals and Timetables
EXHIBITS:
Applicant Roster
Monthly Recap
the City of Tamarac is an equal opportunity employer and is pledged to
provide equal employment opportunity without regard to race, age, color,
religion, national origin, sex, or handicap. This pledge applies to all
employees and to applicants for employment with regard to recruitment,
selection, placement, promotion, transfer, demotion, suspension, advertise-
ment or solicitation for employment, or other forms of compensation, treat-
ment -while employed, training, lay-off or termination.
It is the policy of the City of Tamarac to hire well qualified people to
perform the many tasks necessary in providing the services we are called
upon to render and to recruit and administer hiring, working conditions,
benefits and privileges of employment, compensation, training, appointments
for advancement including upgrading and pramtions, transfers and termi-
nations of employment including layoffs and recalls for all employees
without discrimination because of race, color, religion, national origin,
sex, age or physical or mental handicaps who are qualified for the jobs
they are seeking. Whenever possible, Tamarac makes every effort to fill
job vacancies from within the ranks of its own employees. If no City em-
ployee either qualifies for, or desires to be transferred or promoted to
the new vacancy, then recruiting efforts will seek applicants from other
sources.
In consideration of minorities, women and the handicapped and in compli-
ance to EEOC rulings, the City must be careful not to exclude minorities,
women and the handicapped through systematic discriminatory recruiting
practices; every effort must be made to recruit through those media which
are read, seen, listened to and attended by minorities, women and the
handicapped. This is an effort to utilize human resources which may be
otherwise underutilized or totally neglected.
General affirmative action objectives are:
1. Assure that each department receives a Copy of the
City of Tamarac's Affirmative Action Program and
41 that department heads will implement and support
the plan.
2. Assure that conditions of employment, recruitment,
and hiring practices are in accord with the intent
of the Affirmative Action Program.
3. Assure equality in dealing with grievances, disci-
pline, personnel controls and benefits.
4. Assure periodic review of job specifications, actual
tasks performed and qualifications required of
workers.
01
I?
5. Assure that all contracts approved by the City will .
contain a statement of affirmative action specifying
that the contractor or union will not practice em-
ployment discrimination based upon race, color,
religion, sex, national origin, handicap, or age.
6. Assure monitoring and periodic evaluation of the
Affirmative Action Program effectiveness.
dward A. Gross
April 1, 1980
Date
i
M
II. DISSEMNATION OF POLICY
In order to implement an effective Affirmative Action Program, goal oriented
attitudes and practices of top-level management is essential.
Department heads are expected to provide leadership, responsibility
and authority in complying with Equal Employment Opportunity and
Affirmative Action guidelines.
Internal
1. Affirmative Action Plan distributed to supervisors and
department heads
2. Special meetings with supervisory personnel to explain
intent of Equal Employment Opportunity (EDO) Policy and
each individual's responsibility for its implementation.
3. Affirmative Action Plan distributed to all elected officials
and boards of the City.
4. Upon indoctrination, all new employees will be advised of
the City 'sAffirmative Action Plan, the Affirmative Action
Officer, program benefits, and how they can assist in dis-
semination and implementation of the Plan.
5. Display of EDO posters and policy statement where people
apply for employment and employee bulletin boards.
6. Provide for EBO assurances to be included in all contract
agreements with the City.
7 Make provision for EBB assurance on internal documents; i.e.
employee newsletter.
External
1. Notify local recruiting sources such as Florida Employment
Service, Broward Employment & Training Administration,
Broward County Community Relations Ccnrdssion, Economic
Opportunity Coordinating Group, NAACP, and other sources
who will aid in the recruitment of minorities and women.
(See VII). A list of local organizations and news
media will be kept available on file and actively updated.
2. Inform minority organizations, camiunity agencies, leaders,
schools of EEO Policy.
0
a
3. Incorporate EBO references or clauses in purchase
orders, leases, contracts and bid proposals.
4 Inform labor organizations, contractors, vendors, em-
ployment agencies and all organizations dealing with
the City.
-- 5 Give adequate publicity for job opportunities by
advertising in local newspapers with large circulations
noting "Equal Opportunity Employment" for minorities and
women.
Is
M
R
III. DF1 MEWATION T SPCNSIBn=
The Affirmative Action Officer will coordinate and administer the Plan
to insure compliance with policy. The Affirmative Action Officer will
be directly accountable to the City Manager.
The Affirmative Action Officer and the Affirmative Action C®nittee
comprised of one (1) member of each recognized bargaining unit and one
__(1) member of non -organized employees, will meet at least quarterly to
review the Affirmative Action Plan and suggest necessary additions and
changes for further development and update of the Plan.
The Affirmative Action Officer will work with the Personnel Administration/
City Manager representatives to insure:
1. Adequate records of applicants and workforce analyses by
minority groups and sex; job classifications and salary
breaks are kept current and consistent with Affirmative
Action policies.
2. Goals are ascertained and progress reports prepared
for administration assessment.
3. Recruitment program expanded to include minorities,
women, handicapped and Vietnam Veterans.
4. City's application forms request information that is
job -related and nondiscriminatory.
5. Examinations and job classifications are job -related and
nondiscriminatory, geared to applicant.
6. Minorities, women, handicapped and Vietnam Veterans will
be encouraged and considered in promotions and upgrading
where underutilized.
7. Vacancies are adequately publicized internally and ex -
is as outlined in Section II.
8. Interviews by appointed officials will ask questions
relating to the individual's ability to perform the job
in question. Questions related to individual's marital
status, credit record, etc. have no relation to an indi-
vidual's job qualifications.
9. Training and educational opportunities will be encouraged
for employees with advancement potential.
t
0
10. Employee benefits are equally available to all City
employees regardless of sex, race, color, religion,
age, or national origin.
11. Promotional, transfer, hiring and termination records
of employees are maintained.
12. Implementing an auditing system that will measure pro -
ram effectiveness.
13. Receiving and inquiring into complaints of discrimination
and denial of due process from other employees.
14. Acting as an informal arbitrator in grievances and
complaints.
15. Post his or name, location, hours, phone number
on all employee bulletin boards.
t
a
1
IV. OONPIAIM OF DISCRIMINTATIM
A City euployee vho feels that he or she has been discriminated
against because of race, color, religion, sex, national origin,
age, or handicap may follow the grievance procedure outlined in
their Union contract or if not covered by a bargaining unit, the
grievance procedure outlined in the Personnel Manual.
-- None of the above precludes the om plainant's use of -Federal
agencies with investigative powers and legal sanctions.
4
V. ESTABLISHING GDALS AND SEITING TIMETABLES
The effectiveness of affirmative action programming ultimately is
measured in terms of its numerical results. However, there are
different approaches which comprise such a program, one of these
being the ability to understand that affirmative action is a means for
achieving equal employment opportunity for all people.. Legal mandates,
social justice values, and practical utilization of manpower resources
are issues which need to be accepted and understood as supportive sys-
tems to the program's operational goals and the grander scheme of a
democratic society with a genuinely representative public service.
Tentative goals and Equal Employment Opportunity guidelines had been
outlined by the City Manager in January, 1975 and up -dated in April
of 1980. Records for monitoring results have been kept on a monthly
basis.
An in-depth analysis of the City of Tamarac workforce will be made annually
with particular attention being given to job categories and departments
that fall within the following Eno-1 designations: officials and admin-
istrators, professionals, technicians, protective service workers,
paraprofessionals, office and clerical, skilled craft workers, service/
maintenance, (See.Job Category Listing - VIII). Continuing analyses
should be made and action monitored in the following areas. (See Work-
force Analysis Sheet - IX).
1. Racial and sexual composition of the workforce.
2. Racial and sexual composition of the applicant flow.
3. Summaries of applicant flow, hiring, terminations, and employee
mobility will be recapped monthly and compiled on a quarterly
basis in order to ensure that general goals in providing equal
employment opportunities and upward mobility for minorities and
women are being met.
4. Based on analyses of the labor force within the City of
Tamarac and Broward County, projected vacancies in each
department and job category goals for promoting equal em-
ployment opportunities and affirmative action guideliness
with concentration on minorities and women will be estab-
lished annually.
5. Goals and not quotas but desired objectives which will be
monitored by quarterly analyses described herein in order
that results may be measured. Cooperation of all depart-
ment managers and employees is required in order to meet
these goals.
6. Annually, Eno-4 reports in accordance with federal govern-
ment requirements will be prepared and forwarded to
Washington.
The City of Tamarac recognizes that IDU goals and guidelines of an
Affirmative Acticn Program cannot be met without full oonmitment of
personnel and resources and, therefore, will make every effort to
comply.
All local, state and federal laws and regulations implementing national
.equal employment opportunity objectives shall be fully complied with,
not only by meeting the letter of the low, but by carrying out the
full spirit as well.
It is further intended that each person held accountable for perform-
ance in service, cost, ccmmtmity relations or administration shall be
held just as accountable for effective affirmative action performance.
N
M
0
Social Services Coordinator Career Growth Program
City of Sunrise 1730 No. Andrews Ave.
10770 W. Oakland Pk. Blvd. Ft. Lauderdale, Fl. 33311
Sunrise, Fl. 33321
Children's Cultural Center
Arthur D'Amazo
1104 S.E. 13th Court
Deerfield Beach, F1. 33441
Mr. C. R. Saunders
Florida St. Employment Service
-P 0tBox 1454b
Lauderdale, F1. 3330O2
Education/bowntown
1441 So. Federal Highway
Ft. Lauderdale, F1. 3331
Mr. Clark Black, Exec. Dir.
Florida Farmmaorkers Assoc.
1975 E. Sunrise Blvd.
Ft. Lauderdale, F1. 33304
Pompano Comm. Rel. Council
155 So. Flagler Ave.
Prmpano Beach, F1. 33060
Ms. Winne Dickinson, Dir.
Voc. Tech.& Adult Education
1350 S.W. 2nd Court
Ft. Lauderdale, F1. 33312
Mr. Hayward Benson, Director Mr. Janes Porter
Comp. Planning of Equal. Oppor. Div. of Vocational Rehab.
School Board of Broward County 3520 W. Broward Blvd.
1320 S.W. 4th Street Apt. 205
Ft. Lauderdale, Florida Ft. Lauderdale, F1. 33312
Center Mr. Lewis E. Watson, Mr. William Stone
County Extension Director E.O.C.G.
6 Broward County Agricultural Ext. 305 So. Andrews Avenue
3245 S.W. 70th Avenue 8th Floor
Ft. Lauderdale, F1. 33314 Ft. Lauderdale, F1. 33301
Mr. Clenton L. Monroe
Executive Director
O.I.C. of Broward County
1409 N.W. 6th Street
Ft. Lauderdale, F1. 33311
Sheridan Vocational Center
5400 Sheridan Street
Eollywuod,, Fl. 33012
Mrs. Virginia Ferek
Florida Atlantic University
Financial Aid Office
Boca Raton, F1. 33432
ML
ar P. Mills, Director
rd Cnty Youth Devel. Dir.
10 N.W. 35th Avenue
Ft. Lauderdale, F1. 33311
Mr. Andy Parker
Socialized Urban Ministries
East Las Olas Blvd.
Ft. Lauderdale, F1. 33301
Areawide Council on Aging
5950 Park Drive
Margate, F1. 33063
Ms. Claretha Dandy
Parkway Community School
3600 N.W. 5th Court
Ft. Lauderdale, Fl. 33311
Mr. H. W. "Tub" T=pSom
Executive Director
'Community Services Council
�.0. Box 22877
Ft. Lauderdale, F1. 33315
Dr. Richard Orman
College of Business Admin.
Florida Atlantic University
Room 122, Gen'l Classroom N
Boca Raton, F1. 33432
Broward Community Mental Health
Board
Governor's Club Annex
236 S.E. 1st Avenue
Ft. Lauderdale, F1. 33301
Mr. Clarence Harrell
Seminole Tribe of Florida
6073 Stirling Road
Hollywood, Fl. 33024
Atlantic Vocational Center
4700 Coconut Creek Parkway
Coconut Creek, F1. 33363
Mr. H. M. Henderson, Sr.
Veterans Service Office
Room 477, County Courthouse
Ft. Lauderdale, Fl. 33301
Mr. Frank A. Sampson
F1. State Employment Service
P.O. Box 2448
Hollywood, F1. 33021
United Way of Broward County
P.O. Box 22877
Attn: Mr. Ed Endsley
Ft. Lauderdale, F1. 33301
Mr. Patrick Fowler, Dir. Mrs. Edna Potter
Health & Rehabilitation Service Social Services Specialist
201 W. Broward Boulevard 4400 S.W. 56th Avenue
Ft. Lauderdale, Fl. 33301 Ft. Lauderdale, F1. 33314
Alcoholism Inform. & Referral
102A N.W. 6th Street
Ft. Lauderdale, F1. 33311
Beauregard Cummings, Branch Exec.
MCA-L.A. Lee Branch
408 N.W. 14th Terrace
Ft. Lauderdale, F1. 33311
Ms. Heidi Hoffman
Broward Emp. & Train. Amin.
2880 W. Oakland Park Blvd.
Ft. Lauderdale, F1. 33311
Reverend E. M. Parris
Director of Human Services
269 So. Dixie Highway
Deerfield Beach, F1. 33060
f
Mr. C. Dick Mantgcmery
Community Affairs & Housing "
301.N. Andrews Avenue
Ft. Lauderdale, F1. 33301
Ms. Carol Boss
Job Development Specialist
F1. Assoc. of Rehab. Facilities
201 W. Broward Blvd.
Ft. Lauderdale, F1. 33311
Mr. Craig R. Taylor, Coordinator Mr. J. D. Hills
Career Services: Actions Dir. of Safety Services
Broward Ccm mity College American Red Cross
3501 Davie Road 2120 W. Broward Blvd.
Ft. Lauderdale, F1. 33316 Ft. Lauderdale, F1. 33312
United Cerebral Palsy of Broward Veterans Service
Coun Y0' Inc. '- 201 S.E. 6th Street
50 W. 19th Avenue Ft. Lauderdale, Florida
uderdale, Fl. 33311 Att: Mr. Duke Hartman
A Ms. Marcia Betia
So. Broward National Organi-
zation of Warren
5727 Raleigh Street
Hollywood, F1. 33302
44
Handicap Hot Line
Att: Mrs. Smith
3521 W. Broward Blvd.
Suite 12
Ft. Lauderdale, Florida
Spectrum Program
Job Development Program
407 N.E. 3rd Avenue
Ft. Lauderdale, Fl. 33301
Mrs. Ry]ma Sanchez-Cifuentes
Spanish American Manpower Prog.
2620 Davie Blvd.
Ft. Lauderdale, F1. 33312
N.A.A.C.P.
1291 N.W. 6th Street
Ft. Lauderdale, Florida
Att: Mr. Richard Kurtz
I[
VIII: DESCRIPTIONS OF JOB CATEGORIES
A. Officials and Administrators: Occupations in which employees set broad
policies, exercise overall responsibility for execution of these policies,
or direct individual departments or special phases of the agency's oper-
ations, or provide specialized consultation on a regional, district, or
area basis. Includes: department heads, bureau chiefs, division chiefs,
directors, deputy directors, controllers, assessors, inspectors, examiners,
wardens, superintendents, unit supervisors, and kindred workers.
B. Professionals: Occupations which require specialized and theoretical know-
ledge which is usually acquired through college training or through work
experience and other training which provides comparable knowledge. Includes:
Personnel and labor relations workers, social workers, doctors, psychologists,
registered nurses, economists, dieticians, lawyers, system analysts, account-
ants, engineers, employment and vocational rehabilitation counselors, teachers,
or instructors and kindred workers.
C. Technicians: Occupations which require a combination of basic scientific or
technical knowledge and manual skill which can be obtained through specialized
postsecondary school education or through equivalent on-the-job training.
Includes: Computer programers and operators, draftsmen, surveyors, licensed
practical nurses, photographers, radio operators, technical illustrators,
highway technicians, technicians (medical, dental, electronic, physical
sciences) and kindred workers.
D. Protective Service Workers: Occupations in which workers are entrusted with
public safety, security, and protection from destructive forces. Includes:
Police Officers, Firefighters, guards, sheriffs, baliffs, correctional
officers, detectives, marshals, harbor patrol officers, and kindred workers.
E. Paraprofessionals: Occupations in which workers perform some of the duties
of a professional or technician in a supportive role, which usually require
less formal training and/or experience normally required for professional or
technical status. Such positions may fall within an identified pattern of
staff development and promotion under a "New Careers" concept. Includes:
Library assistants, research assistants, medical aides, child support workers,
police auxiliary, welfare service aides, recreation assistants, homemaker
aides, home health aides and kindred workers
F. Office and Clerical: Occupations in which workers are responsible for internal
and external communications, recording and retrieval of data and/or information
and other paperwork required in an office. Includes: Bookkeepers, messengers,
office machine operators, clerk -typists, stenographers, court transcribers,
hearings reporters, statistical clerks, dispatchers, license distributors,
payroll clerks, and kindred workers.
G. Skilled Craft Workers: Occupations in which workers perform jobs which require
special manual skill and a thorough and comprehensive knowledge of the processes
involved in the work which is acquired through on-the-job training and exper-
ience or through apprenticeship or other formal training programs. Includes:
mechanics and repairmen, electricians, heavy equipment operators, stationary
engineers, skilled machining occupations, carpenters, compositors and type-
setters, and kindred workers.
H. Seryice_fMaintenance: Occupations in which workers perform duties which result
in or contribute to the comfort, convenience, hygiene, or safety of the gen-
eral public or which contribute to the upkeep and care of buildings, facilities,
or grounds of public property. Workers in this group may operate machinery.
Includes: Chauffeurs, laundry and dry cleaning operatives, truck drivers, bus
drivers, garage laborers, custodial personnel, gardeners and groundkeepers,
refuse collectors, construction laborers, and kindred workers.
i
IX. INTRODUCTION. TO. WORKFORCE ANALYSISt
The City's total commitment to Equal Employment Opportunities without regard to
race, age, color, religion, national origin or handicap, and the efforts of all
the employees to achieve this goal, have resulted in positive strides in our
Affirmative Action Program. To illustrate:
1. The City has enriched its workforce by promoting several women from
within the ranks of its own employees. Three Department Heads and
one Assistant Department Head have advanced from clerical positions
to supervisory capacities.
2. An Hispanic is employed as an Assistant Department Head. Two Hispanics
are employed as Foremen, one of whom was hired in a training position.
3. Members of the Police Department include two female Officers, one female
Detective, three black Officers, three white female Community Service
Aides, and one black Community Service Aide.
4. A handicapped individual is employed as a Department Head. A handicapped
individual is employed as a supervisor.
5. One male, overage 65, is employed in a traditional female occupation.
6. The City is supportive of continuing education and will pay the cost of
tuition and texts for employees who are orientated towards career develop-
ment and promotional opportunities. This past year, one female employee
was able to assume new responsibilities as a result of classroom training.
Another female employee was promoted due to the technical knowledge gained
through classroom study. Several supervisory personnel, including a fe-
male, took management courses to better enable them to perform their jobs.
7. Difficulties in recruitment from minority organizations were reviewed
and as a result, new resources were investigated and determined. We are
most optimistic about reaching all segments of the population because
of the contacts we have made.
8. Transportation is an existing problem. The City of Tamarac is located
in the western most part of Broward County, and is not easily accessible
because of limited public transportation services. The City has made a
concerted effort to form car pools to assist employees without transpor-
tation and help reduce the cost of ccmuting. The lack of public trans-
portation, we feel, is a deterring factor in recruiting minorities.
Hopefully, since fuel conservation has become a priority, focus will be
placed on the need for a comprehensive transportation system. We will
continue to support all efforts towards this end.
9. We are currently recruiting for four Senior Citizens under a Federal
Grant. Two of these positions are Office/Clerical, one Service Mainten-
ance, and one Technical. We will endeavor to hire two females and two
males who meet the age requirement of 55 and are certified as economically
disadvantaged.
A
10. Based upon available statistics, the City feels they are at goal as far
as minority representation. According to current utilization analysis,
a little more than ten percent of all employees should be drawn from the
handicapped population of the County. Since approximately one-third of
our staff are Protective Service workers, we feel a more realistic goal
would be six -percent. We have made contact with various organizations
serving the handicapped, and feel encouraged that we will make progress
in reaching our goals.
11. Female representation should be approximately 29-35 percent of the total
workforce. As of April 1, 1980, the percentage of females employed by
the City of Tamarac was thirty percent. Again, considering the fact that
one-third of the workforce is Protective Service, we feel we have not
only met our goals, but have placed females in traditionally male oriented
positions.
/e
It
WORK FORCE ANALYSIS - BY DEPARTMENT
R. A C E
H
V
A G E
CLASSIFICATIM
nde
26-
41- Over
C
O
I N
S
C
V
25
40
65 65
M
F
A
B
C D E
IF
G
H
TM TTT TT'1T/T
LLJ116JiLTV
15 1 14 11 4 1 0 1 3
L
iv�■■��uuv■000����o��i
CITY CLERK
10 1 1 1 1 1 1 1 2 7 J_Li 2 8 2 1 7
T:FY.T ST AT[TRF.
R.T., '
POLICE
67 4 7 11 1 44 16 48 1 23 1 1 3 1 146 9 11
FINANCE
WORK FORCE ANALYSIS - BY DEPAXaMENT
RACE
C O I N S H
C
AGE
V k25
e 26- 41- r6551
V 40 65M
CLASSIFICATION
F hA I B I C I D I E I F IG IH
�J�■��■ ��0�■0�0��1111
kuklul%- Wvttt\7
22
6
1
1
2
1 5
9
131
2
28
1
2
1
6
20
10■■ ■ ■■m■■oOOlill111
LTrILITIES WEST
11
3
1
14
15
19
1
38
11
1
1
1
1
1
1 8
128
1 j
35
1
1
1
ED
O
th
r
co
O
I
G�
hi
M
0
x
�
to
>
to
w
to
:0
0
N
I'd
tri
H
V)
n
�
�
:00
>
til
o
Q
y
0
cn
r
Q+
ftj
H
+-1
H
t1i
Er)
H
1-�3
;h
O
tri
crn
yO
>
Q
>
r
r
cn
H
�
�{
n
x
r
�
z
x
til
0
En
r�
w
M
w
N
w
J
N
rn
N
m
00
N
00
ba
O 0-3
�r
trJ
Cn
v
N
00
w
H
cn
WHITE
BLACK
SSA
AMER.
RIENT
AMER.
IND.
WHITE
N
O1
F-'
N
N
-i
N
N
I-'
H
N
In
I-'
w
BLACK
N
~
SSA
I
AMER.
RIENT
AMER.
IND.
m
r�
En
O
hh
\
0o
0
L,
I
0
to
>
to
00
m
tt1i
7�C
tv
>
7u
K]
H
C
1-4
n
�
z
�
n
t1iG
O
H
n
>
H
En
>
is
Enrn
H
H
t0"
O
w
cH
�i
C)
crn
C�
1-3
>
[�!
H
7o
r
Z
r
w
En
M
En
z H C4 #'d
l0
W
N
N
.P
�P
F-'
Fa
N
O X 0 W O
ZHcn4 Otxj
'T1
U m 01-03
C=i
C7
WHITE
BLACK
SSA
AMER.
RIENT
AMER.
IND.
CD
WHITE
v+
N
r
N
BLACK
SSA
Ij
AMER.
RIENT
AMER.
IND.
a
O
r
En
z
d
�3
t7 fG
t�
H
to
C
m
En
z
r
En
H
m
APPLICANT ROSTER - MONTH
TOTA TS WHITE BLACK SSA
IND. ORIENTAL FEMALE VETERAN HANDICAP
The following information is solicited from our applicants in connection with a
statistical analysis of our selection and examination procedures. We ask your
cooperation in order to comply with the uniform guidelines on employee selection
procedures adopted by the Department of Labor on September 25, 1978.
!'�REFERRED
BY
M E Y H I R E S RSR1ii `
JOB CLASSIFICATION
IN
IMMIMIMMMIMM
MMMM
EMMI
MOM
mom
Kim ■■■■■■■■■■■■�■■
E„I, JIM■■IMM
WIMIMMMIM
EM-01 WIN
Emm E■■ ■_
WIN
noWl
am ■■■
®
sun
■■■■■■■■■■■■■■■I■■■
MINION
m■i
■■■���;
!�
-. - - protective service
(a) Officials/Admin. (b) professionals (c) techn4cians (d)
(e) para-professionals (f) office/clerical (9) skilled craft (h) service/main.
µ.