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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.